The Great Gatsby Essay Example for Free

The Great Gatsby Essay The Great Gatsby, written by F. Scott Fitzgerald, introduces the reader to scenes of violence that contribute to the meaning of the complete work. Wealthy, powerful characters such as Tom Buchanan are the major causes of violence introduced because they are selfish and careless. Through an accident that killed Myrtle Wilson, or the passionate murder of an innocent man, Fitzgerald incorporates themes of the novel. The violent act that begins the downward spiral in The Great Gatsby is when Tom Buchanan hits Myrtle, his mistress, in the face. It was a body capable of enormous leverage — a cruel body (Fitzgerald, 12). † is how Nick describes Tom’s intimidating physique when he first meets him. So it is not surprising that when Myrtle begins to taunt him by repeating his wife’s name that he reacted and â€Å"broke her nose with his open hand (Fitzgerald, 41). † This scene of violence demonstrates that people like Tom, living in East Egg, think that they are better than everyone else and can disrespect or ignore others because of social status. This is the underlying cause of the deaths in the novel. One of the most tragic scenes of violence occur when Daisy Buchanan is driving in the car with Gatsby, returning home from their dramatic visit to the city with her husband. She is hysterical because Tom revealed that Gatsby is a bootlegger. While passing through the Valley of Ashes, Myrtle runs out to the car because her husband is forcing her to move and she needs help. â€Å"The ‘death car,’ as the newspapers called it, didn’t stop; it came out of the gathering darkness, wavered tragically for a moment and then disappeared around the next bend (Fitzgerald 144). is how the killing is described. As a result of Daisy’s recklessness, she brutally ran over Myrtle Wilson. Besides the fact that Myrtle was murdered, the importance of this scene is that Daisy did not even stop to take a look at the damage her state had caused. Her ignorance ultimately was the cause of Gatsby’s death. Fitzgerald purposely included wealthy, irresponsible characters in his novel that caused the violence and completed story. To sum up the importance of the crowd with â€Å"old money†, this is a quote from when Nick is speaking to rejected Gatsby. He says, â€Å"They were careless people, Tom and Daisy- they smashed up things and creatures and then retreated back into their money or their vast carelessness or whatever it was that kept them together, and let other people clean up the mess they had made. (Fitzgerald, 188)† It is clear that all they cared about was themselves, and after the murders occurred, they left town and did not attend one funeral. The last act of violence, when Gatsby is murdered, leaves an important impression on the reader and the novel. George Wilson is devastated by his wife’s death and thinks that God wants him to kill the person who is responsible for it. Naturally, he went to the Buchanan’s to get some answers because it was their car. Tom was in a fragile state because he truly loved Myrtle, and directed George to Gatsby. Gatsby did not kill anybody but he paid the price for it. He was laying in his extravagant pool and saw â€Å"that ashen, fantastic figure gliding toward him through the amorphous trees (Fitzgerald, 172). † First George shot Gatsby, then he shot himself and ended two innocent lives. It was because Gatsby constantly chased one single dream his whole life that the scene of violence had to happen. Daisy was not good for him, and dreams keep getting pushed farther and farther away from people because the past is haunting and unchangeable. The violent scenes Fitzgerald included in The Great Gatsby are the altering moments that support the underlying themes of the past, society and class, and love. Tom’s powerful nature, cheating on his wife, and violence represent the danger and authority. Fitzgerald made a point to include careless, wealthy characters in the novel that contributed to completing the violence and work as a whole.

Essay --

Elizabeth Kelly March 10, 2014 Research Paper Being a famous boxer, you might think it would be easy, but the boxer Sugar Ray Leonard, had a hard time making his way to the professional league. He nearly drowned as a kid, was abused sexually, and was not the tallest kid in school. Even as an adult Ray faced depression, drug addiction, and being an occasional heavy drinker. But even all that did not stop him from pursuing his dream, one he never had a plan for, after two of his brothers talked him into the rough sport. On May 17, 1956, the well-known boxer, Sugar Ray Leonard, was born in Rocky Mount, North Carolina. Named after his mother’s favorite singer, Ray Charles, his real name, is not often used. When Leonard was three years old, they moved to Washington D.C. Being one of six kids was hard for the parents of Leonard. Then seven years later, his family finally moved into a nice, permanent home in Palmer Park, Maryland, a Baltimore suburb. Sadly as a child, Ray witnessed many crimes and deaths in his neighborhood. He also had some friends die in these areas. When Cicero, Ray’s dad, was a child, he worked long hours in the field. Then later he met Getha. They started dating, then got married and had children. With finances often tight, his parents, Cicero and Getha, had to work hard for their large household. Ray Leonard’s mother, Getha, worked as a nurse. His father, Cicero, worked as a late night supermarket manager so he was usually gone during the night. Ray Leonard was never a problem in school. He got good grade and never was a problem for his parents or the teachers. As a child, Leonard loved to read comic books. He had a friend who was someone who fought in lots of fights and was f... ... in the ring, Leonard decided to retire in 1984. Sugar Ray did not stay retired because in 1987 he started fighting again. As more fights passed, he decided to retire for good in 1997 with a record of 36-3-1 and 25 knockouts. In that same year of 1997 Ray Leonard was inducted into the Hall of Fame. After Leonard’s fantastic career ended, he has been introduced to the camera in a good and different way. Sugar Ray is Khole Kardashian’s godfather, so he has been on a couple episodes of â€Å"Keeping Up with the Kardashian’s†. Leonard has also been season 12 of â€Å"Dancing with the Stars†. Even after all Sugar Ray Leonard has been through, he still managed an outstanding boxing career. He was abused, had gotten in a divorce, and lived in unsafe areas with many crimes, but nothing could stop the boxing star from playing the sport he loved.

A Fortune by Joy Monica

A Fortune by Joy Monica T. Sakaguchi Maybe you are a thief and living by stealing wallets, emptying them from money and put them back. Or perhaps you are a rich man with a son; you maybe love but never show. And maybe you are the son of a man, who never noticed or loves you. Love and money are big things in life, and they are very important in everyday life. In the short story â€Å"A fortune† by Joy Monica T. Sakaguchi from 2000, is the relationship between a teenager and his dad illustrated. The short story ‘’A fortune’’ is about a young man who is a pickpocket.He crooked teeth, oily hair and bony knees. When he was only five years old, he started to steal. There is maybe a good reason why he had become a pickpocket. It all started in his childhood, with his mother, father and his uncle. It was his father who taught him to steal; he said that it was easy for a little boy to pickpocket, because when you are little, you are not always noticed. The fa ther was also that ma would find out, because the narrator used to save the wallets, and once a month his father found them and yelled at him. ’Hey, stupid, how many times I gotta tell you not to keep the wallets? Whatca gonna tell your ma if she finds them? That you old man’s got you stealing from him? ’’. His mother was an ugly lady with a curly black wig and cried all the time. But some credit he had to give her, because she tried to raise him well. She was always worried that he would end up like his â€Å"Stinking, rotting, lout-of-a-father†. His uncle was drunk all the time, and the only job he ever had, was to dress up as Santa Claus on every Christmas Eve.He always hid a bottle of Whisky in a pillow under his Santa Claus jacket. Sometimes he pulled the white bead to the side and asked for a stiff drink. The narrator is in many ways a bad person. Because steeling and actually taking a total stranger with him home, is illegal. But when he ste els, he doesn’t see that it is wrong and forbidden. He grew up with it. But even though his father left the town, he continued on steeling. But in another way he is a good man, because he tries to help a kid which father is a yuppie, and have a lot of money.The kid’s father is ignoring his son, and he always yells at him. And when the narrator sees them in the fish market, he follows them and listens to their conversation. He decides to steal the Yuppies wallet, because his does not deserve money. The meaning of the title â€Å"A fortune† is that the teenager isn’t his father’s fortune, but the money is. And when the narrator where a kid, he wasn’t his father’s fortune. He needed love and contact with his parents.So he created his own fortune of money, he believed that money could replace the missing love. But when he met the boy, he saw the meaning of love. Love is a need, and every kid should be loved by its parents or guardians. Th at is why he takes the kid at home, and takes care of him for the night. The main themes in this story are love and money. There are different meanings about what is most important. If you have all the money you want, you can buy everything but love. And when you have love, you can take care of your friends and family.

Lab Report on Effect of Enzymes Essay

ntroduction The enzyme catalase is present in cells in order to speed the breakdown of hydrogen peroxide (H2O2), which is a toxic chemical to the human body. When hydrogen peroxide is broken down, the end products are Water (H2O) and Oxygen (O2). In this report, the reaction of catalase to hydrogen peroxide is being tested. Furthermore, the effects of temperature, concentration, and pH level on this reaction are being considered. We hypothesize that he experiments will show that Catalase speeds the breakdown of hydrogen peroxide to water and oxygen, and the oxygen will produce a larger bubbling effect in the solutions where the optimum conditions for enzymatic activity are present. These optimum conditions should be in warm temperature, high concentration, and high pH levels. First, the reaction of catalase to hydrogen peroxide is tested with no additional factors. Then, to study the effect of temperature, three ranges of temperature are introduced in the second experiment. Next, to study the ef fect of concentration, three different levels of catalase are studied in the third experiment. And finally, to study the effect of pH, solutions with three levels of hydrogen concentration are tested in the fourth experiment, again with hydrogen peroxide and catalase. Methods Experiment 1: To test the catalase-hydrogen peroxide reaction with no additional factors, we marked three test tubes to the 1 cm and 5 cm marks. Catalase was added to the 1 cm mark of test tube 1 and test tube 3, while test tube 2 was filled to the 1 cm mark with water. Hydrogen peroxide was added to the 5 cm mark in test tube 1 and test tube 2, while a sucrose solution was used to fill test tube 3. All test tubes were mixed and we waited 20 seconds for bubbling. Test tube 1 represented the experiment, while test tube 2 was the negative control for hydrogen peroxide, and test tube 3 was the negative control for the catalase. Experiment 2: To test the  effect of temperature on enzyme activity, the solution created in test tube 1 of the previous experiment was recreated in three separate test tubes. Test tube 1 was placed in an ice bath. Test 2 was placed in warm water. Test tube 3 was placed in boiling water. Experiment 3: To test the effect of concentration, three separate test tub es were set of to have three different concentrations of the reactant (catalase), while the substrate was consistent across all three test tubes. Test tube 1 was filled in the same fashion as test tube 1 in the first experiment. Test tube 2 was then filled to 2 cm with catalase and then to 7 cm with hydrogen peroxide. Test tube 3 was filled to 3 cm with catalase, and then to 8 cm with hydrogen peroxide. Experiment 4: Finally, to test the effect of pH Level on enzyme activity, three test tubes were again created. The concentration of catalase and hydrogen peroxide are again the same as in test tube one in the first experiment. However, 2 cm of water adjusted to different pH levels were added. In test tube 1, 2 cm of water with pH of 3 is added to the 1 cm of catalase and 4 cm of hydrogen peroxide. In test tube 2, 2 cm of water adjusted to the pH adjusted to 7 was added to 1 cm of catalase and 4 cm of hydrogen peroxide. In test tube 3, 2 cm of water adjusted to the pH adjusted to 11 was added to 1 cm of catalase and 4 cm of hydrogen peroxide. Discussion The discussion section includes your interpretation of the results and provides the answer to the research question described in the introduction. Specifically, discuss whether or not your hypotheses were supported. Also, include a comparison to previous studies, discuss the limitations of your study (briefly), and detail unexpected findings. Finally, summarize your conclusions and discuss the significance of your results in a broader context. Use the appropriate tense as described above. References The references section is a list of all references cited in the text. Arrange references alphabetically according to author name, not chronologically. The name of the journals containing the cited papers should be written out in full. Town/city and country names should be provided for non-journal references. Each article reference should be given as in the following example: Alfano J.R., Collmer A. (2004) Type III secretion system effector proteins: double agents in bacterial disease and plant defence. Annual Review Phytopathology, 42, 385–414. Books or other non-serial publications which are quoted in the references must be cited as follows: Gage J.D., Tyler P.A. (1991) Deep-sea Biology: A Natural History of Organisms at the Deep-sea Floor. Cambridge University Press, Cambridge, UK: 504 pp. Lester R.N., Hasan S.M.Z. (1991) Origin and domestication of the brinjal eggplant, Solanum melongena, from S. incanum, in Africa and Asia. In: Hawkes J.G., Lester R.N., Nee M., Estrada N. (Eds), Solanaceae III: Taxonomy, Chemistry, Evolution. Royal Botanic Gardens, Kew; London, UK: 369–387.

Employment law The WritePass Journal

Employment law Abstract Employment law ) Employment Law 2012, Oxford University Press, p.227 Collins, H (2010) Employment law. Oxford University Press p.167 Emir, A (2012) Selwyns Law of Employment, Oxford University Press, p.509 Employment Act 2008 Employment Rights Act 1996 Iceland Frozen Foods Ltd v Jones [1982] IRLR 439 Sandwell West Birmingham Hospitals NHS Trust v Westwood UKEAT/0032/09 Western Excavating (ECC) Ltd v Sharp [1978] ICR 221 Employment Law Introduction Employment Law ) aims to tackle perceptions that there are ‘too many’ employment laws, through lobbying for reform, while ensuring that reforms are not at the expense of compromising fairness for individuals. The report argues that although businesses complain about the amount of employment legislation, in reality the UK has one of the most lightly-regulated labour markets among developed countries. Only the United States and Canada have lighter overall employment regulation (OECD Indicators of Employment Protection, 2008: cit in: BIS, 2012). Arguments in favour of more Employment Legislation The UK’s ‘light touch’ employment regulations may be reflected in their flexible working legislation. The right to request flexible working does not enforce employers to comply with individual requests, only to offer the procedures for them to do so. It is therefore argued that it is individuals (particularly with dependents) and the social organisations who support them, who favour increasing employment legislation, in order to provide fairness at work that ensures a work life balance (Burnett et al, 2012). In a 2012 report by Working Families and One Plus One, Happy Homes and Productive Workplaces, from a sample of over two thousand respondents, nearly eighty percent of respondents felt that flexible working was the most beneficial working arrangement (Burnett et al, 2012). However, the report argued that in order to support flexible working, further legislation was needed in order to promote arrangements that are mutually beneficial and embedded as a culture of flexibility, rather than an approach that manages requests as an exception to the norm (ibid). Along with relationship and family support organisations, a growing number of business and HR associations support further employment legislation and reform to push forward the benefits of flexible working (CIPD, 2013). Drawing on the findings of the 2011 Workplace Employment Relations Study (WERS) the CIPD suggest that employment legislation needs to increase, due in part to a lack of effective mechanisms to tackle labour relations. The report points to recent socio-economic and political changes in the UK where an increase in employment law is becoming ever more essential. For example, the facilitation of employment legislation during the 1980’s and 1990’s discouraged union membership and reduced collective bargaining powers. This is reflected in the WERS study, in 2012, which shows very low levels of employee engagement in collective bargaining, only six percent in privat e businesses, with fourteen percent of employee trade union membership in the same sector (Wanrooy et al, 2011). The near absence of collective bargaining, although removing employer constraints on freedom of action, raises concerns over employee voice, where employment legislation may be seen as an attempt to close this gap (CIPD, 2012). Danzinger and Waters Boots (2008), argue that in reality flexible working legislation does not go far enough. Unions and parent advocacy groups argue that many workers who would benefit from flexible arrangements do not ask for them out of fear of being refused, or because of a fear that asking may jeopardise their careers. Research suggests that employees will only ask for flexible work if they believe their requests will be approved. It is also argued that flexible working legislation may reinforce gender inequalities by linking flexible work and care responsibilities, reinforcing a ‘mother career track’ that pairs women with demotions of pay and position. Further, unfair dismissal claims, involving refusal of flexible working, tend to favour women, who can rely on anti-discrimination legislation, such as in Adedeji v The City of London Corporation (2007) (see Appendix 2), in order to strengthen their claims (ibid). Future Changes to Flexible Working Legislation New flexible working employment legislation to come into effect in 2014 appears to address some of the above criticisms. The government plans to extend the statutory right to request flexible working arrangements to all employees (with over twenty-six weeks service) whether they are a carer or not. This removes the present requirement that the employee must have caring responsibilities. In addition, the procedure for considering flexible working requests, which is currently very prescriptive, will be relaxed and employers will instead be required to consider requests in a reasonable manner and within a reasonable time frame (ACAS, 2014). Currently, it is possible for an employee to claim compensation due to the employer’s failure to comply with the procedures laid down in the Flexible Working (Procedural Requirements) Regulations 2002. In Bryan v Corporate Advertising Ltd ET/2105111/10, although the tribunal rejected Mrs Bryan’s claim that she was constructively dismissed and subjected to indirect sex discrimination, it was however held that the company had breached the procedures laid down by the 2002 Regulations. This procedural breach may no longer by relied upon under the 2014 legislation. However, successful claims may still be used under anti-discrimination legislation. In Commotion Ltd v Rutty [2006] IRLR 171 (EAT), it was upheld that the employee had been subject to constructive unfair dismissal and indirect sex discrimination, due to the employer’s failure to have any lawful reason to reject flexible working conditions. However, in Winfindale v Debenhams Retail plc (ET/2404134/10, 20 Aug 2010), it was held that there was no indirect sex discrimination where an employer showed that they took seriously a request to return from maternity leave on a part-time basis to a managers role. According to a Equality and Human Rights Commission report (2009), proposed changes in flexible working legislation will continue to fail to encourage workers in management positions to request flexible arrangements (EHRC, 2009). The report suggests that under current legislation, employee’s in management positions are less likely to make a request for flexible working, and when they do, they are less likely to succeed (ibid). In the government’s Consultation on Modern Workplaces Report (2012), it is argued that current legislation that prioritises certain groups reinforces the idea that flexible working is only for those in caring roles, whereas the aim of the new legislation is to promote a culture where flexible working is a legitimate ambition for all employees (HM Government, 2009). Although the legislation proposes to ‘allow’ but not ‘require’ employers to prioritise competing requests, employers will continue to have to show that all competing requests cannot always be accommodated, in their entirety, on business grounds (ibid). Drawing on the CIPD report (2005), a large majority of employers find compliance with the current legislation relatively straightforward. Of those who have had problems, the main barrier to compliance is that managers find it difficult to manage employees on different flexible working arrangements. Given that the new legislation attempts to widen the right to request flexible working to all employees, employers may face an increased challenge to accommodate competing requests. However, according to the same report, since the introduction of the current legislation, less than one-tenth of employers have faced grievance or disciplinary proceedings, or an employment tribunal claim. Further, research shows that it is large multi-national companies that benefit most from flexible working arrangements. Among those benefits are improvements in staff retention, improved morale and a reduction in costs (CIPD, 2005). These reported benefits need to be balanced against arguments that oppose mor e legislation promoting flexible working (ibid). More significantly, the statutory provision to enable greater flexibility in the workplace looks set to increase in the future. In a recent report, Management Futures – The World in 2018 (2008), the findings predict that organisations will become more virtual, the premium for talent will increase, with new aspirations and ambitions of a multi-cultural, widely dispersed workforce (Chartered Management Institute (CMI),2008). Conclusion This report has attempted to provide an insight into the contextual background surrounding employment laws in the UK today. The focus on flexible working legislation may be seen as a salient debate, given the competing claims from employers, employees and the organisations that support them (Burnett et al, 2012). At the same time, against a backdrop of socio-political and economic changes there has been an increasing legislative response to address both the rights of individual workers and a drive to improve competition, efficiency and development in the market (Pettinger, 1998). Given the predictions of further changes in the labour market, statutory provision looks set to increase in response. The debate for or against increasing legislation surrounding flexible working therefore needs to be balanced with the benefit to both businesses and the rights of individuals (CIPD, 2005). Word count: 2644 Bibliography Advisory, Conciliation and Arbitration Service (ACAS) (2014) Employment Law Update. Available [online] from: acas.org.uk/index.aspx?articleid=3909 [Accessed on 4th January 2014] Anderman, S.D (2000) Labour Law:Management Decisions and Workers Rights:4th Edition. Oxford: Oxford University Press British Chambers of Commerce (BCC) (2005) Employment Law: Burden or Benefit? BCC Available [online] from: britishchambers.org.uk/ [Accessed on 4th January 2014] British Chambers of Commerce (BCC) (2010) Employment Regulation: Up to the Job? March 2010. Available [online] from: thamesvalleychamber.co.uk [Accessed on: 4th January 2014] Biagi, M (2000) Job Creation and Labour Law: From Protection Towards Pro-action. The Hague: Klvwar Law International Burnett, S Coleman, L, Houlston C, Reynolds, J (2012) Happy Homes and Productive Workplaces: Summary Report of Research Findings. Available [online] from: oneplusone.org.uk [Accessed on: 4th January 2014] Busby, N James, G (2011) Families, Care-giving and Paid Word: Challenging Labour Law in the 21st Century. Cheltenham: Edward Elgar Publishing Ltd Chartered Institute of Personal Development (CIPD) (2012) Flexible Working Provision and Uptake Survey Report. May 2012. Available [online] from: cipd.co.uk/binaries/5790%20Flexible%20Working%20SR%20(WEB2).pdf [Accessed on: 4th January 2014] Chartered Management Institute (CMI) (2008) Management Futures: The World in 2018. CMI. Available [online] from: managers.org.uk-research-policy-published-reports [Accessed on 4th January 2014] Civicus (2008) Strategic Directions 2008-2012 World Alliance for Citizen Participation Available [online] from: http://civicus.org/downloads/SDConsultation/Annex%209%20-%202008-2012%20CIVICUS%20Strategic%20Directions.pdf Danzinger, A Waters Boots, S (2008) Memo on the Impact of the United Kingdoms Flexible Working Act. Georgetown: Georgetown University Law Centre Davies, A (2011) Employment Law and Workplace Law Handbook: Human Resources. Cambridge: Workplace Law Group Ltd Department for Business Innovation and Skills (2012) Employment Law Review – Annual Update 2012. Available [online] from: gov.uk/government/uploads/government/publication [Accessed on 4th January 2014] Department of Trade and Industry (dti) (2006) Employment Flexibility and UK Regional Unemployment: Persistance and Micro-economic Shocks. Employment Relations Research Series No.65. Available [online] from: berr.gov.uk/files/file36144.pdf [Accessed on 4th January 2014] Equality and Human Rights Commission Report (2009) Flexible Working Policies: A Comparative Review. Research Report 16. Available [online] from: equalityandhumanrightscommission.com Faulkner, F. 2001 ‘The technology question in feminism: A view from feminist technology studies’, Womens Studies International Forum, Vol. 2, No.1, pg.79-95. Hill, E.J., Hawkins, A.J., Ferris, M. Weitzman, M. 2001. ‘Finding an Extra Day a Week: The Positive Influence of Perceived Job Flexibility on Work and Family Life Balance’ Family Relations, 50(1): pg.49-58. HM Government (2012) Consultation on Modern Workplaces, Modern Workplaces – Government Response on Flexible Parental Leave. November 2012. HM Government. Available [online] from: https://www.gov.uk/government/consultations/consultation-on-modern-workplaces/ [Accessed on 4th January 2014] Honeyball, S (2008) Honeyball and Bowers Textbook on Employment Law:10th Edition. Oxford:Oxford University Press James, G (2006) The Work and Families Act 2006: Legislation to improve choice and flexibility? Industrial Law Journal. Vol:35,issue 3 pp: 272-278 Jones, K Jones, E (2011) Flexible Working Practices in the UK:Gender and Management Perspectives. Women in Society, Vol 2 Autumn 2011Available [online] from: newport.ac.uk/research/Journals/wis/vol2/Pages/default.aspx [Accessed on 4th January 2014] Keter, V (2010) Issues in Employment Law: Key Issues for the New Parliament 2010. House of Commons Library Research, Social Reform. Available [online] from: http//wwwParliament.uk/document/key%20issues%20in%employment. [Accessed on: 4th January 2014] National Audit Office (2009) Complying with Regulation: Business Perceptions Survey 2009. Available [online] from: nao.org.uk/publications/0809/complying_with_regulation.aspx Painter, R Holmes,A (2008) Cases and Materials on Employment Law. Oxford: Oxford University Press Pettinger (1998) Managing the Workforce. London: Cassell Trade Union Congress (TUC) (2008) Changing Times Newsletter No.92 13th February 2008. Trade Union Congress. Available [online] from: tuc.org.uk/welfare-andissues//changing-times-newsletter-no.92 Wanrooy,B, Bweley, H, Bryson,A, Forth,J, Freeth,S, Stokes, L, Wood,S (2011) The 2011 Employment Relations Study:First Finding. London: The Workplace Employment Relations Study. Available [online] at gov.uk/13.1010.WERS-first-findings-report-third-edition [Accessed on: 4th January 2014]

Decision Support Systems and Competitive Advantage Assignment

Decision Support Systems and Competitive Advantage - Assignment Example These systems do not make decisions by themselves, but through the presentation of information in a manner that enables decision-making possible and informed (Power, 2002). Â  Their application majorly in most organizations is to help create competitive advantage. This refers to an organization’s resources, capabilities or skills that significantly enhance its success within the market it operates and against rivalry situations it encounters. Such results from carrying out activities better than competitors thus creating value and superior performance to consumers and clients alike (Parsaei, Kolli & Hanley, 1996). A decision support system can only create a competitive advantage for an organization when certain criteria are met. These involve: using it and making it become an important and significant strength of the particular organization once it is implemented; being unique and proprietary to the organization and taking of the advantage provided by its sustainability until the adequate payback is received, which normally takes at least three years. These criteria have to be carefully considered to derive the benefits of the decision support s ystems throughout (Power & Business Expert Press, 2009). Â  Managers have increasingly integrated the use of decision support systems in their organizations through the use of sophisticated data-driven systems to obtain information that was initially present in ordinary files and those on computer storage systems (Green, Stankosky & Vandergriff, 2010).

The Results of Safety Training at the Moline Plant and Recommendations Essay

The Results of Safety Training at the Moline Plant and Recommendations for Future Trainings - Essay Example As the research discovers the tendency of decrease of safety incidents was slowed down in the middle of the evaluation period, which corresponds to our pre-training expectations. In this regard, one of the most important factors that contributed to the mentioned positive trend from the very beginning of the evaluation period was the high level of employee`s motivation in relation to observance of safety rules, confirmed by the questionnaires distributed in the beginning, in the middle, and in the end of the evaluation period. The decline in the level of employee`s motivation in relation to observance of safety rules was marked in the middle of the evaluation period, which correlates with the slowed decrease of safety incidents. In this regard, the important conclusion can be drawn that for safety trainings to remain maximally effective for prolonged periods of time, they should be integrally incorporated into the work process at the Moline plant in the future. This paper stresses that building on the above-mentioned considerations, some relevant recommendations can be made as to the ways to achieve the most effective inclusion of regular safety trainings, and safety culture as such as well, to the work process at the Moline plant. Firstly, the practice of involvement of contract trainers has had mixed results and should be reevaluated. As a matter of fact, two of the four trainers received relatively low ratings from the students.