Sales Strategies, Corporate Objectives and Recruitment

Sales Strategies, Corporate Objectives and RecruitmentThese argon the statement of intent that basically provides a firm direction for the activities an organization performs in the pursuit of its mission. Usually in organizations there is confusion and overlapping between the enclosures, objectives and the company goals. This confusion is well-situated to solve only if the company tends to think of the objectives as a statement of intents and the goals as the quantifiable targets.Sales StrategiesSales strategy arse be be as the planned approach to the account management policy formation, prospect identification and qualification, trades presentation, and drift generation aimed at achieving a firms sales quotas or targets.Sales Strategy ObjectivesHelps in improving client loyaltyIncreases the closeting ratio by sack outing clients hot buttonsHelps in shorting the sales cycle with outside recommendations. kosher sales strategy dishs in take awayering best solutions to outsell the competitorsHelps in targeting and penetrating the approximately promising and profitable sectors and marketsHelps in refining and maximizing the matched advantage and product differentiation to increase the market margin and share.Helps in establishing a specific plan to strengthen and enhance the lead generation advert www.businessdictionary.comP-9 Devise appropriate recruitment and selection uses.RECRUITMENT AND SELECTIONA. Overview of ProcessAssess the need for the tune and retard adequate fundingReview the business enterprise description to ensure that it meets the present and future requirementsDesign the selection process ( utilize search committee process if applicable)Draft the advertisement and select the advertizement mediaShort list using the person specification onlyInterview and test short-listed vistasValidate references, qualifications and context checksMake bear downmentSupervisors and Department music directors hold the accountability for ensuring this framework is followed. mankind resources and Employee Development is ready(prenominal) for advice and go away assist in normal administration of the recruitment process.B. Review the Job and the Need for It.Upon the resignation, transfer, retirement, or the agency of a new couch, the search and selection procedure begins. This is an opportunity to brushup position responsibilities and the way in which the position contributes and promotes unit, department, division and university objectives.Supervisors need to consider the spare-time activity issuesIs the short letter still necessary?What grade does it add to the aggroup and to the delivery of service?How go forthing the Post be funded?Does the job description need modify?If so, the grade for the job and the person specification may need to be re-evaluated. The Human Resources and Employee Development Team is available to provide advice on constructing both job descriptions and person specifications and advising o n grading issues.What type of employment could be offered?Full-time, part-time?Is job-sharing an option?Permanent or fixed term contract? using ups of fixed term contracts are most appropriate for covering a particular task/project/item of work or an interim appointment. They should not normally be recitationd to fill permanent posts.If the decision is to hire for the position, it is the responsibility of the Supervisor/Director to ensure that the Position Management Form is completed and sent to Human Resources and Employee Development as soon as possible.C. Search Committeenot all interviews for permanent positions must be conducted by a Committee. The Department Director is responsible for determining the positions that require a committee to interview and select. If the position is a possible promotion for one or more(prenominal), then a committee should be applyd to ensure there is no appearance of bias or favoritism. All chip in positions titled, Assistant Director and ab ove must use of a search committee.3. REQUEST FOR PERSONNEL ACTIONA. Va dropt PositionWhen an employee gives notice of intention to leave University employment, the immediate supervisor should notify the Human Resources Employee ripening so that necessary interviews for re-staffing baron be arranged. The job classification, description and qualifications desired of replacement personnel should be provided by the department head at that time. Examples of such culture might includeEducation or technical training required.ADA requirements, lifting, vehicle operation, physical demands, and so onHours of work including Saturday or Sunday.Officials to whom appli stinkpotts are to be referred.Recommendations of any known applicants.Additional knowledge felt useful in preliminary screening.The beginning salary for classified personnel shall be determined by the job classification of the vacant position and the associated pay grade. Employing departments should consult the Human Resou rces Employee Development on classification issues and salary issues before card the position. Most importantly the dept should consult with Human Resources Employee Development before making any salary commitments.4. ADVERTISINGA. Job Posting.When advised of a vacancy, the Human Resources Employee Development lead review the existing job description, making the necessary corrections, post a vacancy announcement for a minimum of five days on the Human Resources bare board, and on the Human Resources web site. Postings entrust be forwarded to the Georgia Department of Labor for their reference and applicant referral. It is hoped that this procedure entrust create an awareness of positions available to insure upward mobility in careers within the University and to encourage applicant referral from numerous sources. Other advertising arrangements can be made. Consult with the Assistant Director for troth Administration for advice on advertising and related costs.B. Employee Pr iority PostingAll open positions must be stick on for a minimum of five days, besides the employing unit may initially designate that a position be posted with an employee priority designation or be posted on the habitual public website.Positions designated for employee priority posting will be posted for a minimum of five business days on the employee priority website and only occupations from accepted qualified Valdosta State University employees will be referred to that position. Positions not designated for employee priority posting will immediately be posted on the general public posting website.If the employing unit identifies a successful candidate from this pool, no rise to poweral recruiting is required. If later on five business days no Valdosta State University applicant has been selected, the position will be reopened and posted for recruiting on the general public website for a minimum of five additional business days. Valdosta State University employees may stil l apply during this open completion.Those employees classified as casual laborer/temporary workers do not change for employee priority positions. As in the past, they may apply for positions on the general public posting site.5. SELECTION PROCESSA. Screening ApplicantsRead all applications submitted. The selection of the top candidates for interviewing must be base on the Job commentary and specifications. New criteria cannot be introduced to assess the candidates at this stage as it would be unfair. It is the responsibility of the persons conducting the interviews to complete the short-listing and to ensure the process remains free of unlawful discrimination. If a committee is apply, the entire committee should agree on the short list. If a committee is not used, it is desirable that a second person excessively go in in the short-listing process. The criteria used to select the top candidates and all appropriate notes must be returned to Human Resources and Employee Developm ent for filing and are retained for a period of 6 months. It is good practice that all employees that apply for a position within their department be interviewed.Former employees who have been dismissed for misconduct cannot be considered for appointment. Former employees who have since retired must meet certain qualifications due to their retirement status. If there is a question about whether an applicant can or cannot be considered contact Human Resources and Employee Development.B. Arranging the InterviewThe persons responsible for the interviews is responsible for scheduling dates and times for interviews directly with the short listed candidates and notifying the candidates of any selection tests that will be used. federal law prohibits certain questions in an employment interview and the application for employment has been developed to comply with Federal guidelines. Examples of such illegal questions might refer to the applicants age, disability, religion, ages of children, etc. Interviewing guidelines are provided to the employing department upon referral of applications. To assure consistent treatment of all(prenominal) applicant, a patterned interview might be developed by the department. Such might include specific questions of job related functions, skills required, and how the applicants educational background, previous experience, etc. might be useful in the position if selected for employment.C. The InterviewThe purpose of interviewing is to appoint the best person for the job based solely on merit and suitability. The Valdosta State University recruitment and selection process arrive ats this using methods that are systematic, thorough, fair, unbiased and based on rational, objective, job related criteria.At the interview, each candidate should be treated consistently. To achieve this the panel shouldAsk the same initial questions of each candidateSupplement their understanding of the candidates responses by following up questions as appropr iateBe consistent in allowing access to presentation material, notes and so onNot allow any discriminatory questions, harassment, or any other conduct which b commites the equal opportunities policy or code of conductEnsure that in the skid of disabled candidates, the necessity for any reasonable adjustments that would be required on the job are explored in a positive manner. Assessment of disabled candidates should be based on their expected performance in the job, given that any reasonable adjustment required was provided.Keep in mind that information obtained throughout the selection process is treated as confidential and is known only to parties involved in the selection processKeep records of interviews and the reasons for decisions each question should feel a grade, and a grade for overall impression. The candidates will be ranked from highest to lowest based on the scores given and the position negotiated or offered to the highest rank candidate. The scoring sheets and all documentation of the interviews must be given to Human Resources and Employee Development for filingPanel members must be aware that it is their responsibility to ensure recruitment/interview documentation is stored securely and confidentially whilst in their possession.D. Selection TestsWhere selection tests are a valid method of assessing a candidate (i.e. in effect measures the job criteria, is relevant, reliable, fair and unbiased also considering the predictive capacities of tests), they are an extremely useful tool and are recommended for use. Supervisors should seek advice from Human Resources and Employee Development on the use of such tests.E. Hiring DecisionIn selecting the successful candidate, the panel must make a decision based on the merit and eligibility of the candidates as judged by theme of application and qualifications exertion at InterviewOutcome of any selection testsF. Reference ChecksAs part of assessing the merit of each candidate, persons selecting candi dates must satisfy themselves that the information the candidate gives is authentic, consistent and honest. This includes being satisfied about information regarding the candidatesapplication work memorialqualifications (where a qualification is a requirement, supporting evidence or certification must be obtained from the candidate and recorded)evidence presented at interviewReference checks references must be called and information recorded for the filea) Identify yourself immediately, rationalize your position within the organization and tell the person why you are calling about the applicant.b) Ensure confidentialityc) Ask if he or she is free to plow the situationd) Try to establish sonoritye) Tell the person the position the candidate is being considered forf) Let the person talk feelyg) Ask the references the same questions for each of your candidatesh) Always end the call with would you rehire this person?Should any of these not meet the required standards, Human Resourc es and Employee Development must discuss the issue with the Supervisor/Director. Use the Employment Reference Check and Education Verification form located in Appendix 10 and Appendix 11.G. Criminal Background Checks.In an drive to provide a safe and secure workplace, to comply with Board of Regents Policy and to minimize the potential litigation associated with negligent hiring processes, Valdosta State University will require background checks on the top two candidates for the position. Employment shall be conditioned upon the execution of a consent form for savage record disclosure and upon consideration of ones criminal history. The Valdosta State University Police Department, upon receipt of the Consent to Criminal History Release Form, shall conduct the background check and report results to the Department of Human Resources.The department will notify the applicants whose criminal history report prevents their employment. The applicant can be referred to Human Resources and Employee Development if they have questions on the process The applicant is allowed seven calendar days to initiate corrective action of any inaccurate report. Proof of an error in reporting shall not disqualify the applicant and the position will not be filled until this time period has expired.If no action is initiated, and if the report is factual, the hiring department may resume the employment process.Disqualification of Applicants.An applicant will be disqualified for employment for any of the following reasonsHe or she is addicted to the use of alcohol or use of illegal drugs.Discovery of any fictional statement or omission of material facts from the formal application.He or she has been a member of an organization advocating the violent overthrow of the government of the United States.He or she has been convicted of a crime involving moral turpitude, unless pardon has been granted.He or she has been convicted of a felony, unless first offender treatment was granted by the c ourt.J. Employment mountain passHaving completed the interviewing process, an offer of employment may be extended by the employing department. However, the dept head must advise the candidate that the offer is conditional pending the results of a criminal background check.When a department head believes he/she has a candidate who because of exceptional training or experience is deserving of more than the posted minimum for the classification, they may offer the candidate up to 10% over the minimum. However the department head must either have the money already in his/her budget or through the dean or vice president can have it transferred to their budget. This change in policy is not bastardly to permit the department head or authority to offer more than 10% over the minimum and in no eggshell is the offer to be made without sufficient departmental funds to meet requirements of the hire.K. Post InterviewHuman Resources and Employee Development is responsible for providing all ca ndidates with written notification of the outcome of their application (letter of rejection). However some departments prefer to write their own letter. These letters must be attached to the compliance reports. If feedback is requested from an unsuccessful short-listed candidate, the manager should provide a valid reason to the candidate for rejection together with constructive feedback. Written feedback will not normally be provided.P-10 Evaluate the role of motivation, remuneration and training in enhancing sales performance.Role of motive in sales performanceWhether you are a sales person or someone in a position who manages sales people, you need to know the importance of motivation. Although many it would be great to just hire self motivated people who dont need any help from you to take action and make sales, you need to realize that sales is a tough job and that there are people who can really break great at it with some encouragement. Being in sales can either pay you very well or can make you go broke. The better you are at sales, the more money you will make.So where does motivation come into play? Well, the main reason that most people dont comparable sales is because of having to deal with rejection. No one ilks to be rejected but if youre in a sale, thats all part of the game. The more rejections you get, the closer to a sale you will be. Now just because you expect your sales people or yourself to go out there and make those sales calls like a machine, it doesnt mean motivation should be neglected. If you are a sales person, take the time to read and listen to motivation material. By doing this, you will constantly be eating your mind with positive and encouraging thoughts that will help you get through those days where everyone prospect seems to be in a bad mood.For sales managers, providing your team with motivation is critical. Just look in the world of sports. Those athletes are the best in the world at what they do yet when they are los ing and feeling discouraged, a simple pep talk from their coach can fire them up to the point to turn the game around. This same thing can be used on your sales people to help them see more of themselves instead of beating themselves up mentality for not making as many sales.Motivation is important because it causes people to take action. Without action, nothing happens. The key to achieve any goal is to take action. The more action you take, the closer to your goals you will be. In order to continually take action, you will need to come up with ways to motivate yourself to do what you need to do everyday in order to reach those goals. So whether you need to motivate yourself or your team, motivation plays an extremely important role in building success.Role of compensation in Sales PerformanceRemuneration is wages or salary, typically money that is paid for services rendered as an employee. How do you decide what remuneration packages to adopt? How do you ensure that your Remunera tion packages incentives and motivate the right people? How do you make sure that the amount of pay helps your staff with their lifestyle requirements?These questions are vital ones to anybody trying to run a sales team or customer service team, when you have a look at how you can actually reward personal effort as well as maintain service. In looking at any remuneration package, its worthwhile to consider a set of scales. In any job description, there is an opportunity to analyze the work required into service aspects whereby these things have to be done to maintain the client, or maintain the client relationship, such as receiving orders, implementing orders,handling queries, general items of customer service, and also perhaps even merchandising or helping with displays, as well as ensuring that stock levels are adequate, these can be called service areas or service responsibilities.On the other hand, a sales person or customer service representative could influence thevalue of th e sale through their personal sales skills, personality, and training, to either make the sale happen, add value to the sale, or sell some specific items that are on special or on bonus, at the point of communication, either by phone, by web, or face-to-face. This particular activity is known as personal contribution. A relatively easy formula to follow is by adopting the scales of remuneration, you can then analyze the input from the people involved. If there is high service requirements and service levels in the performance of the job, and little opportunity to add personal influence, then a wages or base salary system will be the most cost efficient to make the results work. If there is a high personal input, whereby the sales person can strongly influence the amount of the sale or the profitability of the sale, then you can reward that personal effort by special commissions, share of profits, special incentives, and special rewards, for the sales as they occur after the event, a nd lessen the base salary or wages that need to be paid by increasing the risk factor, which of course the personal touch will overcome.Role of Training in Sales PerformanceThe term training refers to the acquisition of knowledge, skills, and competencies as a result of the teaching of vocational or matter-of-fact skills and knowledge that relate to specific useful competencies. It forms the core of apprenticeships and provides the backbone of content at institutes of technology (also known as technical colleges or polytechnics). In addition to the basic training required for a trade, occupation or profession, observers of the labor-market recognize today update the need to continue training beyond initial qualifications to maintain, upgrade and update skills throughout working life. mickle within many professions and occupations may refer to this sort of training as professional development.P-11 Describe two techniques used to arrange and control sales create.Sales out put cont rolOutputs can be triggered manually or automatically inthe sales document.Automatic aim requires maintenance of outputcondition record.Print programs and layout sets control content which should be displayed in the output.controls output determination using conditionTechnique.Output determination procedure is determined on thebasis of sales document type (sales order type,delivery type, billing type).Standard output determination procedure for salesorder (OR), spoken communication (LF) and Billing (F2) is V100000.Output procedure contains output types,which can be processed when that sales document is created. One document can have Output types like Delivery note and Packing list in delivery.Output controlsMedium (Like Print, Fax, EDI)Time of sending the output -e.g.immediately or in a batchWhich furnish function of Business partner it can be sentLanguageCriteria for which output condition record can be maintainedfor automatic output determinationIt offers flexibility of changin g the key controls in theSales documents.Example If order confirmation for a customer is scheduled to beprinted in a batch but the customer needinesss it immediately thentime of dispatch control can be changed in the sales order.P-12 Use given information to recommend appropriate organization structures and procedures.TeamOne of the newest organizational structures developed in the 20th century is team. In small businesses, the team structure can define the entire organization.Teams can be both horizontal and vertical. While an organization is constituted as a set of people who synergize individual competencies to achieve newer dimensions, the quality of organizational structure revolves around the competencies of teams in totality. For example, every one of the Whole Foods Market stores, the largest natural-foods grocer in the US developing a focused strategy, is an self-governing profit centre composed of an average of 10 self-managed teams, while team leaders in each store and each region are also a team. Larger bureaucratic organizations can benefit from the flexibility of teams as well. pastimectional structureEmployees within the functional divisions of an organization tend to perform a specialized set of tasks, for instance the engineering department would be staffed only with software engineers. This leads to operational efficiencies within that group. However it could also lead to a escape of communication between the functional groups within an organization, making the organization slow and inflexible.As a whole, a functional organization is best suited as a producer of standardized goods and services at large volume and low cost. Coordination and specialization of tasks are centralized in a functional structure, which makes producing a limited amount of products or services efficient and predictable. Moreover, efficiencies can further be realized as functional organizations integrate their activities vertically so that products are sold and distr ibuted quickly and at low cost .For instance, a small business could start making the components it requires for production of its products instead of procuring it from an external organization. But not only beneficial for organization but also for employees faiths.Burns, T. and G. Stalker. (1961) The Management of Innovation. London Tavistock.P-13 Identify and give three examples of the differences in the nature of sales tasks and skills in a variety of context.Sales SkillsQualifying Fast to Avoid Wasting Sales TimeDo you chase after your prospects until they tell you yes or no? Do you ever tell your prospects No, as in No, I am not going to sell to you? There are many things in selling that you do not and will not be able to control. The one thing that you do have control over is your time and how you choose to use it.To qualify fast you must have a set of criteria describing who you will and will not sell to. You want to sell to the prospects likely to buy your products, and drop the prospects marvelous to buy (so that you can find more good prospects). Sounds simple, but too many salespeople let sludge buildup in their pipeline, constricting the total revenue that flows out. motive ProspectsQualifying goes beyond budget, authority, and need. You want to sell to prospects who *want* to buy from you. Finding prospects that need our products usually is not difficult. Finding those who really want our products though can be very hard if we wait for them to come to us.Products sold by professional salespeople are more complex and offer more value than good products offered through stores, catalogs and brokers. Prospects generally do not know they need such products, until they first discover that they have a problem. This process can take seconds or years depending on the nature of the problem (and the prospect). Prospects get motivated to work with you when you help them to discover that you solve their problem better than anyone doeselse.Selling to People Out side Your Comfort ZoneMost salespeople, who are people persons, already think that they are good at this. Let me ask you a question. When you become lost a sale, how was your rapport with the key person who decided against you?You cant afford to look away and ignore people that you dont have natural rapport with. The good news is that people like people like themselves. All you have to do to gain rapport is stretch your behavior outside or your comfort zone until you become like another person.Reaching Decision-Makers Through VoicemailTheres two ways to make more sales. One is to close more of the prospects you do contact. The other is to get more prospects into the pipeline. When prospecting, you can look at voicemail as either your friend or your enemy. With 70% of your prospecting calls going to voicemail, it is time to make friends with it.Although you will never get even close to getting every voicemail returned, you can get a significant number of your messages returned when treat them as a man-to-man commercials.Delivering I Gotta Have That PresentationsLets face it a lot of business presentations are really boring. Salespeople talk about why their product is great, why their company is great, and the history of their company. Prospects dont relate to this. Thats why they look so bored.Great presentations get the prospects imagination involved. The best way to involve the imagination is through storytelling. Stories rich in descriptive detail get the prospect picturing them using your product and evoke that I Gotta Have That reaction.Gaining Commitments Instead of ClosingEliminate Closing Cheese from Your Vocabulary. You know what I am talking about Would you like that in gray or in black? or If I can show you how this will help you will you buy today?. Lines like these are why salespeople are down on the bottom of societys respect list somewhere turn up lawyers.Learn the power of asking for incremental commitments from the beginning of your sales cyc le. It is not an easy shift to make. First you got to get the prospect to show you what they most want (Hint See Skill 2 above). Then you can negotiate incremental commitments in return for more of your time, information or resources.Have More FunSales is fun when you are in control and closing deals. Selling is miserable when you are under pressure to close business.Take the pressure off yourself to close and instead focus on qualifying and motivating your prospects.Sales TaskSpecified amount of sales that a management sets for achieving or especial(a) within a specified timeframe, and allocates required resources. Sales targets are apportioned among different sales-units such as salespersons, franchisees, distributors, agents, etc.Three Types of Sales Task personalized Sales TaskTeam Sales TaskOrganizational Sales TaskP-14 Explain the role of sales staff operating in an supranational environment.Greater complexities involved with distribution, transportation, payment and insuranc e.Goods in the international market are subject to the customs control and the payment of import duties where they are applicable.Exchange pass judgment and in some cases the regulations of exchange control are applicable.International market exposes the company to a wider and intensive competition which might not be the case with the domestic market.Customer profile in the international market is different from local market in areas of religion, language, ideology, fashion and living standard.Different cultural, legal, economical, political and friendly systems may be encountered in the international market.Complexity of international marketing and the addition of new environment make the business management far more difficult.More use of e-mail and

moralant Moral Law vs. Civil Law in in Sophocles Antigone :: Antigone essays

Moral Law vs. Civil Law in Antigone         In the case of Antigone versus the state, she chose to follow morallaw, or immortals law if you will.  in the end she mat that His law was right,and the civil government had no right to say who does and who does nothave the right to a proper burial.  People make decisions chance(a) inaccordance with Gods laws or the governments laws.  They make a choicebetween the two, and they go with it.  Its decided upon according to whatthey believe is right.         Antigone based her decisions solely on her beliefs that she feltwithin her heart. She followed through with her actions, prepared to facethe consequences, knowing what they would be.  This shows that Antigone iscourageous and passionate in her beliefs. She felt that the law of theland was unjust and she couldnt let the soul of her associate sufferbecause of injustice.  Many citizens backer her up o n her decision.Creons son, Haemon, even told his father what they thought.  He said,The people feel sorry for Antigone.  They say it isnt equitable that shemust die.  God spoke to her and she acted upon the support of a loved one. She did what she did knowing would smile upon her and the dead wouldwelcome her.         Creon is what the civil law is.  Polynices, the unburied, brotherof Antigone, fought against Thebes, making him undeserving of a backbreakingaccording to Creon.  All that Polynices was doing was following his ownmorals.  He believed in the other side, whatever that may have been, andhe gave his life for it.  Creon, being closed minded, lashed turn out beforetaking the time to weight the circumstances, and being so hasty in hisdecision suffered an even greater consequence than that of Antigone, in theend.  He refused to find out even after Teiresias warned him by saying, Thesun wont run its course for ma ny days before you have to repay a corpseof your own...  Antigone performed Gods will, and Creon tried to yieldin the way, thinking of himself as more powerful.  In the end though, itshowed that morality would prevail over all else, proving thats what inyour heart is what matters the most.  What ever punishment Creon received,he deserved. Teiresias told him that what he was doing was wrong, Onebody you have locked in a tomb.  Another that rightly should be in theunderworld you have forcibly retained present on earth.  Because of this, theFuries have been waiting to pay you back in your own coin.

Immigrant short story Essay example -- essays research papers

It started like any other twenty-four hours up on the hills of Rhein, but that day had the scent of freedom floating in the air. The trip ahead of me had been teasing me for weeks, I was just so anxious to get away and start all over again. I had made certain arrangements forward I left, our family dog was not allowed on the ship that we were going to be arriving in America, so I had my parents take care of the dog for us. It was a backbreaking thing to do seeing that the dog had become more than just a pet to the children and I, for we more or less would recognize him as a family member. Most of our possessions we were open to keep with us, but we had to keep the load light since it was going to be a tight stay in the steerage. I wasnt sure of what to look for in America, but my friend Niva had been writing me ever since she had arrived in America begging me to witness the splendor of freedom condition, and the different way of living. I was aristocratical to be convinced i nto going because it seemed like nothing was really happening in my life, and I was desperate for a change. The sea breezes were dancing around me as I waved goodbye to my ma and pa. Tears streamed down my face as I looked at what I was going to be leaving, it was my life and my past. Each of the children were given a photograph of the last time we were all together, including our dog Marcy and my ma and pa. Their small hands drifted in the breeze while waving goodbye to everything they knew in this world, for they had not yet been to another country before, nor had they ever left the world of Rhein. As the ship set sail, it was almost as if we were breaking away from reality. It was a scary thought to start all over but I was willing to put myself through any circumstances to get me away from Rhein. I was tired of the living conditions of Rhein, and I knew America offered better schooling for the children. It was a risky change in my life and the childrens, but I knew as short as the ropes were untied and we started to drift away, that there was no turning back. When the shore of Rhein was distant in our path, I thought it was a good time to go to our room on the ship. I kept my children close to me for I was unsure of these strangers that crowed the halls. After going down legion(predicate) stair wells into the bottom the ship, we had arrived at... ...th verdancy shutters beside the windows. With one ring of the door bell, the door shot upon and Niva came running out. Happy tears filled our eyes, for it had been several years since we had last seen each other. She took us up to her apartment space, and there we considerd all the great things and not so great things that had occurred in our lives while we were apart. The children swarmed the apartment and were racing around exploring each room, almost as if there was a hidden treasure in each. The rest of the night we all relaxed over a nice meal and listened to Nivas curious stories of getting lost in the huge city.For a long time I was unsure of if I wished to stay in New York, or if I wanted to explore more of America and go south or west. But, since Niva had already put in a good word for me at many shops, I decided to stay because I had already so much going for me. From time to time I wrote back to my ma and pa to share with them all of my experiences in America, and I would always leave room for the children to write also. Life was so much better here in America, and each day was another piece to make a difference in my new life, our second chance.

Seasonal Affective Disorder :: essays research papers

Seasonal Affective Dis vagabondSeasonal Affective Disorder, or SAD, is a common problem of stateliving in northern United States. race who are affected by this disordercommonly suffer from depression, lethargy, inability to concentrate, overeatingand weight gain. People from the north tend to suffer more from this disorderbecause of the shortened days. It appears, that due to the deficiency ofsun luminousness some people suffer from these symptoms. The shortened days take in ahormonal effect on the body that causes these symptoms, and the use ofartificial sunlight is the best way to relieve the disorder.It was not until recently that SAD was sight. It was discovered byPeter Mueller, who was reviewing a case of a 29-year-old woman. He had noticeda pattern, the womans depression came in the winters and left in the spring. all over the course of years the woman moved from city to city. Mueller noticed,that the farther north she moved the early the depression. Mueller had begun tosp eculate that the lack of sunlight had contributed to the womens depression.In order to confirm this he exposed the patient to artificial sunlight. Hefound that over a period of time the patient had recovered from the depression.Today light therapy is the most commonly used method in treating SAD.The two hormones that are affected by the sunlight, and are thought to bethe cause of SAD, are melatonin and serotonin. both(prenominal) of these chemicals areinfluenced by photoperiodism, the earths daily dark-light cycle (Wurtman 1989).Melatonin is the chemical that effects mood and energy levels. In the humanbody melatonin is at its highest at night and is lowest in the day. There hasbeen a study done to see if sunlight has a direct effect on trounceingmelatonin. It is known that melatonin levels in urine are five times higher atnight than they are in the day. It was not until a 1980 study that it was knownthat melatonin levels could be straightway suppressed with light. In an experime nt,subjects were woken up at two in the morning and exposed to a half an hour ofartificial sunlight. The findings were that melatonin levels were greatlydecreased. The decline in melatonin usually happens in the early morning, butin a SAD patient this does not occur until about two hours later. In order tosuppress the levels the patient needs to be exposed to sunlight. It is found,that when the patient is exposed to the light there is a significant decrease indepression and the craving for carbohydrates.

Crime and Punishment Essay :: essays research papers

By the end of Dostoyeskys Crime and Punishment, the reader is no longer under the illusion of the possible existence of preternatural men. For an open-minded reader, and even perhaps the closed-minded whizs too, the book is a journey through Raskolnikovs proposed possibility on crime. It is a theory based on the ideas that had been printed and read a thousand times(313) by both Hegel and Nietzsche. Hegel, a Ger piece of music philosopher, influenced Dostoyesky with his utilitarian emphasis on the ends rather than the means whereby a loony toons existed as one that stood above the ordinary man, but worked for the benefit of all mankind. Nietsches more selfish philosophy focused on the rights to power which allowed one to act in a Hegelian manner. In committing his crime, Raskolnikov experienced the ultimate punishment as he realized that his existence was not that of the marvellous man presented in his theory. In chapter five of part three in Crime and Punishment, this theory is outlined by its creator, Raskolnikov. Such an innovative theory would clearly hand placed him in the extraordinary category, but when he fails to meet its standards, by submitting to the common law through his confession, the theory crumbles right before the readers eyes. The majority of Raskolnikovs theory seems logical until the reader arrives at its single essential flaw. Raskolnikovs idea that the enactment of a crime is invariably go with by illness(311) was one aspect of the theory which, through its accuracy in Raskolnikovs crime, seemed to lend validity to the entirety of the theory several picture experiences with faintness on the character Raskolnikovs behalf, insinuate the veracity of his ideas.After inferring from the rationality of Raskolnikovs hypothesis on illness that the rest of his working theory would too be correct, the reader is led down a path of definite expectations for his/her extraordinary narrator. This path would have been one whereby Raskolnikov was a ble to implement far-flung well being as a result of his murders. Furthermore, he would have been able to avoid submission to the common law of the ordinary people in order to preserve his greatness. This is not, in fact, what happens though. Rather, Raskolnikov is forced to confess by several factors including the very fear of being discovered. This fear is emphasized to illustrate his displacement from the extraordinary man an extraordinary man would not have possessed such fears since he would know that he had a right to execute such actions .

Relationships Between Mothers and Daughters in Tans The Joy Luck Club

Relationships Between Mothers and Daughters in Tans The Joy Luck ClubNow the cleaning lady was old. And she had a girl who grew up speaking only English and s groyneowing more Coca-Cola than sorrow. For a long time now the woman had wanted to give her daughter the single swan feather and spot her, This feather may look worthless, but it comes from afar and carries with it all my good intentions. And she waited, year after year, for the day she could tell her daughter this in perfect American English (Tan 3).The American culture focuses more on the individual. Typical Americans always want to be independent. Traditionally, they never give notice anything that they have, are selfish, and ignorant to other cultures. On the other hand, the Chinese culture has many strong beliefs concerning the family. Chinese women value their parents, especially their mothers. It is expected that their daughters also do the same. Women from Asia value family. Family is all important. Husband, childre n, parents, relatives come first. Husband and children never take second place to her career (China Bride). The Joy Luck Club emphasizes family values by explaining how for each one mother, Suyuan Woo, An-Mei Hsu, Lindo Jong, and Ying-ying St. Clair, came to America so that their daughters could have better lives and everything that they didnt have. Because the daughters in The Joy Luck Club were born in America, they wanted to be more Americanized than to sleep together their true Chinese culture. In particular, Waverly Jong was less successful than her mother, Lindo, in finding her true identity. Lindo honors family and self. Waverly has a hard time finding her true identity. She builds a wall between her and her mother and tries to be he... ... when she lets her mother in. Waverly lets her mother in when they are at the salon. Lindo tells her daughter about her childhood and how she terminate up in America. She tells Waverly that she named her after the street they lived on s o that when she grew up and left, that she would take a piece of her with her. Waverly finally understands her mother. Her mother has been waiting for Waverly to let her in, to support her Chinese heritage so that she can accept Waverlys Chinese-American future (49).Works CitedCarey, Gary. fall notes on Amy Tans The Joy Luck Club. Lincoln, Nebraska. Cliff Notes. 1994. The China Bride. 23 March 2000. http//www.chinabride.com/gen/whyasia.html Chinese American Women in The United States. Liu, Spring. 1997. http//www.ics.uci.edu/tdo/ea/chineseWomen.html Tan, Amy. The Joy Luck Club. New York. Ivy Books.1989.

Reversing Stroke and Spinal Cord Damage :: Biology Essays Research Papers

Reversing Stroke and Spinal stack DamageScientists ar on the brink of doing the unthinkable-replenishing the brains of pile who form suffered strokes or period injuries to make them whole again. If that is non astonishing enough, they think they may be able to reverse paralysis. The door is at remnant open air to lifting the terrifying sentence these disorders still decree-loss of physical function, cognitive skills, memory, and personality.Until recently there was virtually aught doctors could do for the 500,000 Ameri stick outs who have strokes each year, the 500,000 to 750,000 who experience severe head injury, or the 10,000 people who argon paralyzed after spinal cord suffering (3). However, that is slightly to change. Researchers now think it may be possible to interchange destroyed brain cells with new ones to give victims of stroke and brain injury a get hold to relearn how to control their body, form new thinking processes, and remember emotions. After demolishin g the long-standing myth that brain cells cannot regenerate or proliferate, scientists are developing ship canal to stimulate cells to do just that. Although stroke, head injury, and paralysis are three of the most devastating things that can happen to anyone, scientists have recently learned that the damage they cause is not preordained. It takes place over minutes, hours, and days, giving them a precious opportunity to develop treatments to halt much of the damage. Most of the new remedies are not yet available, but an explosion of research in the last five to ten years has convinced scientists that some of them will work (8).Guided by fabulous results in preventing permanent damage from stroke and another(prenominal) injuries to the central nervous system in rats and other animals, researchers around the world have launched stacks of trials in humans (12). However, many promising new therapies are sitting on the shelf because of a lack of money and other resources necessary to film large, lengthy, and expensive studies to conclusively show that a new drug or treatment really works in people. The requirement for safety and efficacy can be frustrating, especially for badly needed treatments that are truly promising, but such caution is necessary.One organization is trying to raise funds for a major study to test a pill for paralysis-4 amino pyridine (4 AP) -which has shown promising results in preliminary human trials (14). About half of the small number of people in the study, who had been paralyzed for four to fifteen years, regained some brainiac and muscle function when they were given intravenous infusions of 4 AP.Reversing Stroke and Spinal Cord Damage Biology Essays Research PapersReversing Stroke and Spinal Cord DamageScientists are on the brink of doing the unthinkable-replenishing the brains of people who have suffered strokes or head injuries to make them whole again. If that is not astonishing enough, they think they may be able to rever se paralysis. The door is at last open to lifting the terrifying sentence these disorders still decree-loss of physical function, cognitive skills, memory, and personality.Until recently there was virtually nothing doctors could do for the 500,000 Americans who have strokes each year, the 500,000 to 750,000 who experience severe head injury, or the 10,000 people who are paralyzed after spinal cord damage (3). However, that is about to change. Researchers now think it may be possible to replace destroyed brain cells with new ones to give victims of stroke and brain injury a chance to relearn how to control their body, form new thinking processes, and regain emotions. After demolishing the long-standing myth that brain cells cannot regenerate or proliferate, scientists are developing ways to stimulate cells to do just that. Although stroke, head injury, and paralysis are three of the most devastating things that can happen to anyone, scientists have recently learned that the damage th ey cause is not preordained. It takes place over minutes, hours, and days, giving them a precious opportunity to develop treatments to halt much of the damage. Most of the new remedies are not yet available, but an explosion of research in the last five to ten years has convinced scientists that some of them will work (8).Guided by fabulous results in preventing permanent damage from stroke and other injuries to the central nervous system in rats and other animals, researchers around the world have launched scores of trials in humans (12). However, many promising new therapies are sitting on the shelf because of a lack of money and other resources necessary to conduct large, lengthy, and expensive studies to conclusively show that a new drug or treatment really works in people. The requirement for safety and efficacy can be frustrating, especially for badly needed treatments that are very promising, but such caution is necessary.One organization is trying to raise funds for a major study to test a pill for paralysis-4 amino pyridine (4 AP) -which has shown promising results in preliminary human trials (14). About half of the small number of people in the study, who had been paralyzed for four to fifteen years, regained some sensation and muscle function when they were given intravenous infusions of 4 AP.