Do not lose family in times of unemployment and finalcial loss

The money related emergency enthusiastic help hotline set up by volunteer associations with government subsidizing got in excess of 1,000 calls for help in its initial fourteen days of administration. Social issues brought about by the worldwide monetary wave have kept on surfacing. Hong kong individuals need to comprehend that the difficulty is a worldwide marvel. Further, regardless of how frantic the circumstance is today, there will be daylight after downpour. Other than cash and riches, there is a lot to respect and fortune around us. The brunt of the money related tidal wave has been borne by speculators who endured extraordinary misfortunes in the stock and monetary subordinate markets. Of them, Lehman small scale bond financial specialists stirred most concern, in spite of the fact that the misfortunes endured by individuals who brought stocks during the pinnacle of the hang seng list a year ago have been no not as much as that endured by the lehman smaller than normal bond speculators. On Monday, the HIS fell 1600 focuses, losing 15 trillion in showcase esteem over a year ago's high. It included the capital of numerous little speculators. Indeed, even residents who have not straightforwardly exchanged stocks yet who hold obligatory fortunate assets and childern's instructive supports will find that their riches has reduced extensively. Toward the start of the monetary tempest, little financial specialists endured misfortunes they despite everything had any expectations of recapturing their cash. In any case, the financial exchange kept on falling. Until the money related torrent this month, the HIS had dropped in excess of 60 percent from its recorded high. A significant number of the stocks fell radically. Indeed, even the generally solid great quality stocks endured a similar destiny. Some little speculators started to call it an endless chasm. They not, at this point needed to recapture their cash. What's more, they likewise would not like to keep on losing cash, or lose somewhat more. Tragically, as they haul themselves out of the market, they are paying for their costly exercises. During the 70s, the HSI dropped by in excess of 90 percent, from 1700 focuses to a little more than 100 focuses, transforming stocks into backdrop. The fall made some little financial specialists end it all. In spite of the fact that the current budgetary tidal wave isn't as serious, it has been an in the quantity of individuals sincerely upset by their money related misfortunes. The individuals who called the hotline for help incorporate the working class and proprietors of little and medium-sized endeavors. Some have even lost the reserve funds of their relatives. These pesple are neither expert theorists nor card sharks, but then the impacts of the money related emergency have spread to them, causing family and social difficulties. Indication of life after decimation Indication of life after decimation Contrasted with the SARS time frame five years prior, the current emergency has hit the working class a lot harder than it has the grassroots. The spate of terminations brought about by the contracting market and the credit mash in banking under the budgetary tidal wave has made joblessness, which will in future influence individuals. At the point when credit freezes up at the year end, endeavors will discover the remainder of the year particularly difficult to pass. On the off chance that the conditions intensified with rising joblessness and contracting openings for work, everything can turn out badly for the poor couple. Family debates and viciousness may rise.

Chapter Summarize Essay Example | Topics and Well Written Essays - 250 words

Part Summarize - Essay Example The medicinal services proficient must achieve a consistency between their responsibility and activities. This will teach in the patient a sentiment of trust. Every single individual from the group must perform with a similar degree of trustworthiness. Individualizing your methodology The expert should initially comprehend the methodology and afterward act as per the circumstance. Rather than being a captive to the clock he should be adaptable enough to treat the patient as indicated by the circumstance. The specialist should oppose receiving an easy route and on the off chance that it is truly required, at that point an exhaustive clarification ought to be given to the patient. Additionally the holding up patients ought to be dealt with suitably so they don’t lose certainty. Seemingly insignificant details mean a ton †Practitioner’s individualized consideration on a patient even on little issues can manufacture a solid expert bond. These may incorporate creation a patient agreeable cleanly (furnishing with a tissue or a glass of water when out of luck) , recollecting patient’s interests (films, matches and so on.) or extending patient’s mindfulness (causing a patient to feel near and dear ). Reacting to endowments Patients and their particular relatives frequently offer blessings to medicinal services experts. This makes a situation for these experts , whether to acknowledge them or not. Before concluding specialists ought to think about the money related worth, patient’s expectation , nature of expert closeness .

How to Keep Your Top Talent from Churning - Focus

How to Keep Your Top Talent from Churning - Focus I work in an industry where “startup” is a daily word, everyone’s fantasies seem to involve a “unicorn”, and “office perks” are the currency. The resource we seek  is a team of efficient, dedicated, employees. But when so many startups focus on acquisition and the resource is limited, shouldn’t we focus more on reducing our top talent churn? Reducing Churn They say in growth, it’s easier to stop your already invested customers from leaving than to acquire new ones. Things are no different when it comes to HR. An existing employee has already seen enough value in your company to seek a job, is (hopefully) motivated enough to produce good work, and is invested in the product that you’re building together. This makes them a lot more likely to stay with you than the employee who is just learning about you, along with the other 50 tech companies looking to hire them. If you want to build a team of top tech talent, its better to invest in developing the talented  employees you already have in-house.  Here are 5 tips that will help you retain your top talent, based on what others say and on what we’ve discovered at our own company, MeisterLabs. 1. Find out what motivates your high performers The first step in retaining your high performers is finding out what motivates and engages them. This is not something that you should take for granted. Even if they seem happy and productive you might find out the truth when it’s already too late. Potentially when they’re handing you their resignation letter. That’s why it’s crucial you don’t skip your yearly (or even more often) evaluations and that you do them thoroughly. Asking your employees if they’re satisfied in their job isn’t enough. Instead, ask “What would cause you to take a job with another company tomorrow?” This query prompts people to share their underlying criteria for job satisfaction and to list which of those elements are missing. Surprisingly enough, we have never run a proper employee satisfaction questionnaire or discussion at MeisterLabs. But as they say, better late than never. We ran our questionnaire anonymously, but the general results gave us a much clearer view of what’s important for our employees, or as we like to call it in growth, their AHA! Moment. Product is king Somehow unsurprisingly, after the monetary factor, working on a meaningful product (one that they would use, believe in, etc.) ranked highest within our company. Your product is the most important thing to your customers, to your users, and to your employees. People want to work on something close to their heart and a product thats useful. 2. Focus on training and transforming your managers into coaches They say in HR that employees don’t quit jobs or companies, they quit managers. And we’ve confirmed this in our company when we saw in our questionnaire that “Knowledgeable managers and colleagues” came in very close after working on a meaningful product. Our team also rated constant feedback and recognition highly. It’s no surprise that people want to learn from each other, want to know they work with someone they can trust, and want to keep growing professionally. To help your managers be the kinds of leaders that people want to work hard for, transform them into coaches. “A manager shows someone how to do something, such as the day-to-day tasks for his job, and a coach goes a step further to help an individual realize his full potential and maximize positive outcomes,” says Clifton Harski, the director of training and national head coach at Fitwall. If you feel your team leaders arent providing this yet, its worth investing in managerial training. A good training course will help  your managerial team to better support their teams to grow, perform and stay in their roles. In short, theyre worth the investment. Team management made simple Discover MeisterTask Its free! Discover MeisterTask 3. Offer remote working options In our internal questionnaire, 50% of my colleagues rated remote working and flexible hours as very important requirements. And its not just internal.  Were asked a lot during job interviews whether we offer these kinds of working arrangements. Intuit also found that 79 percent of full-time workers want to work from home at least part of the time.   Luckily we already offer flexible hours, but the options for remote working are still limited.  In our industry, remote work is not so much a perk anymore  but is closer to becoming standard procedure. This has, of course, been facilitated by the many tools that help us to do so: Slack, UberConference, MeisterTask, GitHub, Dropbox, Harvest, just to name a few. To retain top talent, it’s important that you enable your team to work wherever they work best. If this means establishing procedures and tools for remote working, itll likely to be worth the effort. 4. Allow your top talent to fail In many top talent development programs and companies, one of the concerns of top executives is the possibility of derailment or the failure/underperformance of a candidate at the next level. Usually, when a promotion is planned or a top position opens up, promising employees are offered training assignments that provide very little risk of failure. But by being too cautious you risk never allowing emerging top talent to develop. True leadership and professional development take  place under conditions of real stress. We’ve become aware of this quite recently ourselves so amended our development process, creating the role of a feature owner. This puts responsibility in the hands of our developers as they have to go through all of the required steps. Writing specification documents; holding departmental design meetings; coordinating the development team; communicating with the QA team; its all down to them. Feature owners need to ensure that high-quality code is being produced and that their feature is delivered on time. It sounds like a lot and it has put considerable pressure on some of our developers. But with help from managers and colleagues, they’ve learned from their occasional failures and emerged with more knowledge and confidence. Assigning feature owners has helped us to identify management talent within our developer ranks. Weve also demonstrated that we trust our team and will recognize their good work, motivating them to keep it up. 5. Share your corporate  strategy with your high performers In the traditional working environment, meetings happened behind closed doors. Whispers were everywhere and employees lived in fear of being fired at any moment. I remember vividly my mother telling me about her workplace scare stories. Luckily for me, and hopefully everyone else working in a modern company, this is not the case anymore. Honesty and transparency  have become so much more important, not only to employees  but also to top management. Make sure you make these values part of your company culture too. High performers and potentials are acutely aware of your company’s health and are focused on the senior team’s strategy. The same way they want to work for knowledgeable managers, they also need to trust their top executives. With 90% of startups  reportedly  failing, you can’t blame them. There are many ways in which you can involve your high potentials in your company strategy. Some companies send out email updates detailing company performance and strategic shifts; some invite top performers to quarterly meetings; others even invite them to attend closed-door briefings on important strategic updates. Which path(s) you choose is up to you, as long as honesty and transparency are central to those decisions. Don’t wait for your top talent to start churning for you to create a company that everyone loves. Start by looking inside. Identify your high performers, and start creating a company culture that aligns their highest values with yours. Have any questions or tips of your own, on how to hold on to top talent? Wed love to hear from you in the comment section below. Team management made simple Discover MeisterTask Its free! Discover MeisterTask How to Keep Your Top Talent from Churning - Focus I work in an industry where “startup” is a daily word, everyone’s fantasies seem to involve a “unicorn”, and “office perks” are the currency. The resource we seek  is a team of efficient, dedicated, employees. But when so many startups focus on acquisition and the resource is limited, shouldn’t we focus more on reducing our top talent churn? Reducing Churn They say in growth, it’s easier to stop your already invested customers from leaving than to acquire new ones. Things are no different when it comes to HR. An existing employee has already seen enough value in your company to seek a job, is (hopefully) motivated enough to produce good work, and is invested in the product that you’re building together. This makes them a lot more likely to stay with you than the employee who is just learning about you, along with the other 50 tech companies looking to hire them. If you want to build a team of top tech talent, its better to invest in developing the talented  employees you already have in-house.  Here are 5 tips that will help you retain your top talent, based on what others say and on what we’ve discovered at our own company, MeisterLabs. 1. Find out what motivates your high performers The first step in retaining your high performers is finding out what motivates and engages them. This is not something that you should take for granted. Even if they seem happy and productive you might find out the truth when it’s already too late. Potentially when they’re handing you their resignation letter. That’s why it’s crucial you don’t skip your yearly (or even more often) evaluations and that you do them thoroughly. Asking your employees if they’re satisfied in their job isn’t enough. Instead, ask “What would cause you to take a job with another company tomorrow?” This query prompts people to share their underlying criteria for job satisfaction and to list which of those elements are missing. Surprisingly enough, we have never run a proper employee satisfaction questionnaire or discussion at MeisterLabs. But as they say, better late than never. We ran our questionnaire anonymously, but the general results gave us a much clearer view of what’s important for our employees, or as we like to call it in growth, their AHA! Moment. Product is king Somehow unsurprisingly, after the monetary factor, working on a meaningful product (one that they would use, believe in, etc.) ranked highest within our company. Your product is the most important thing to your customers, to your users, and to your employees. People want to work on something close to their heart and a product thats useful. 2. Focus on training and transforming your managers into coaches They say in HR that employees don’t quit jobs or companies, they quit managers. And we’ve confirmed this in our company when we saw in our questionnaire that “Knowledgeable managers and colleagues” came in very close after working on a meaningful product. Our team also rated constant feedback and recognition highly. It’s no surprise that people want to learn from each other, want to know they work with someone they can trust, and want to keep growing professionally. To help your managers be the kinds of leaders that people want to work hard for, transform them into coaches. “A manager shows someone how to do something, such as the day-to-day tasks for his job, and a coach goes a step further to help an individual realize his full potential and maximize positive outcomes,” says Clifton Harski, the director of training and national head coach at Fitwall. If you feel your team leaders arent providing this yet, its worth investing in managerial training. A good training course will help  your managerial team to better support their teams to grow, perform and stay in their roles. In short, theyre worth the investment. Team management made simple Discover MeisterTask Its free! Discover MeisterTask 3. Offer remote working options In our internal questionnaire, 50% of my colleagues rated remote working and flexible hours as very important requirements. And its not just internal.  Were asked a lot during job interviews whether we offer these kinds of working arrangements. Intuit also found that 79 percent of full-time workers want to work from home at least part of the time.   Luckily we already offer flexible hours, but the options for remote working are still limited.  In our industry, remote work is not so much a perk anymore  but is closer to becoming standard procedure. This has, of course, been facilitated by the many tools that help us to do so: Slack, UberConference, MeisterTask, GitHub, Dropbox, Harvest, just to name a few. To retain top talent, it’s important that you enable your team to work wherever they work best. If this means establishing procedures and tools for remote working, itll likely to be worth the effort. 4. Allow your top talent to fail In many top talent development programs and companies, one of the concerns of top executives is the possibility of derailment or the failure/underperformance of a candidate at the next level. Usually, when a promotion is planned or a top position opens up, promising employees are offered training assignments that provide very little risk of failure. But by being too cautious you risk never allowing emerging top talent to develop. True leadership and professional development take  place under conditions of real stress. We’ve become aware of this quite recently ourselves so amended our development process, creating the role of a feature owner. This puts responsibility in the hands of our developers as they have to go through all of the required steps. Writing specification documents; holding departmental design meetings; coordinating the development team; communicating with the QA team; its all down to them. Feature owners need to ensure that high-quality code is being produced and that their feature is delivered on time. It sounds like a lot and it has put considerable pressure on some of our developers. But with help from managers and colleagues, they’ve learned from their occasional failures and emerged with more knowledge and confidence. Assigning feature owners has helped us to identify management talent within our developer ranks. Weve also demonstrated that we trust our team and will recognize their good work, motivating them to keep it up. 5. Share your corporate  strategy with your high performers In the traditional working environment, meetings happened behind closed doors. Whispers were everywhere and employees lived in fear of being fired at any moment. I remember vividly my mother telling me about her workplace scare stories. Luckily for me, and hopefully everyone else working in a modern company, this is not the case anymore. Honesty and transparency  have become so much more important, not only to employees  but also to top management. Make sure you make these values part of your company culture too. High performers and potentials are acutely aware of your company’s health and are focused on the senior team’s strategy. The same way they want to work for knowledgeable managers, they also need to trust their top executives. With 90% of startups  reportedly  failing, you can’t blame them. There are many ways in which you can involve your high potentials in your company strategy. Some companies send out email updates detailing company performance and strategic shifts; some invite top performers to quarterly meetings; others even invite them to attend closed-door briefings on important strategic updates. Which path(s) you choose is up to you, as long as honesty and transparency are central to those decisions. Don’t wait for your top talent to start churning for you to create a company that everyone loves. Start by looking inside. Identify your high performers, and start creating a company culture that aligns their highest values with yours. Have any questions or tips of your own, on how to hold on to top talent? Wed love to hear from you in the comment section below. Team management made simple Discover MeisterTask Its free! Discover MeisterTask

Louisa May Alcott - Author of Little Women

Louisa May Alcott is known for writing  Little Women  and other childrens stories,  connections to other Transcendentalist thinkers and writers.   She was briefly a  tutor of Ellen Emerson, daughter of Ralph Waldo Emerson, nurse, and was a Civil War nurse.   She lived from November 29, 1832 to March 6, 1888. Early Life Louisa May Alcott was born in Germantown, Pennsylvania, but the family quickly moved to Massachusetts, a location with which Alcott and her father are usually associated. As was common at the time, she had little formal education, taught mainly by her father using his unconventional ideas about education. She read from the library of neighbor Ralph Waldo Emerson and learned botany from Henry David Thoreau. She associated with Nathaniel Hawthorne, Margaret Fuller, Elizabeth Peabody, Theodore Parker, Julia Ward Howe, Lydia Maria Child. The familys experience when her father founded a utopian community, Fruitlands, is satirized in Louisa May Alcotts later story, Transcendental Wild Oats. The descriptions of a flighty father and down-to-earth mother probably reflect well the family life of Louisa May Alcotts childhood. She early realized that her fathers flighty educational and philosophical ventures could not adequately support the family, and she sought ways to provide financial stability. She wrote short stories for magazines and published a collection of fables shed originally written as tutor for Ellen Emerson, Ralph Waldo Emersons daughter. Civil War During the Civil War, Louisa May Alcott tried her hand at nursing, going to Washington, DC, to work with Dorothea Dix and the U.S. Sanitary Commission. She wrote in her journal, I want new experiences, and am sure to get em if I go. She became ill with typhoid fever and was affected for the rest of her life with mercury poisoning, the result of the treatment for that illness. When she returned to Massachusetts, she published a memoir of her time as a nurse, Hospital Sketches, which was a commercial success. Becoming a Writer She published her first novel, Moods, in 1864, traveled to Europe in 1865, and in 1867 began editing a childrens magazine. In 1868, Louisa May Alcott wrote a book about four sisters, published in September as Little Women, based on an idealized version of her own family. The book was successful quickly, and Louisa followed it a few months later with a sequel, Good Wives, published as Little Women or, Meg, Jo, Beth and Amy, Part Second. The naturalism of the characterizations and the non-traditional marriage of Jo were unusual and reflected the Alcott and May families interest in Transcendentalism and social reform, including womens rights. Louisa May Alcotts other books never matched the lasting popularity of Little Women. Her Little Men not only continues the story of Jo and her husband, but also reflects the educational ideas of her father, which he was never able to communicate effectively in writing. Illness Louisa May Alcott nursed her mother through her final illness, while continuing to write short stories and some books. Louisas income financed the move from the Orchard House to the Thoreau house, more central in Concord. Her sister May died of complications of childbirth, and assigned guardianship of her child to Louisa. She also adopted her nephew John Sewell Pratt, who changed his name to Alcott. Louisa May Alcott had been ill since her Civil War nursing work, but she became worse. She hired assistants to care for her niece, and moved to Boston to be near her doctors. She wrote Jos Boys which neatly detailed the fates of her characters from her most popular fiction series. She also included the strongest feminist sentiments in this final book. By this time, Louisa had retired to a rest home. Visiting her fathers deathbed on March 4, she returned to die in her sleep on March 6. A joint funeral was held, and they were both buried in the family cemetery plot. While she is best known for her writings, and is sometimes a source of quotations, Louisa May Alcott was also a supporter of reform movements including antislavery, temperance, womens education, and womens suffrage. Also known as:  L. M. Alcott, Louisa M. Alcott, A. M. Barnard, Flora Fairchild, Flora Fairfield Family: Father: Amos Bronson Alcott, Transcendentalist, philosopher and educational experimenter, founder of Fruitlands, a utopian community which failedMother: Abigail May, relative of abolitionist Samuel MayLouisa was the second of four daughtersLouisa May Alcott never married. She was a guardian for her sisters daughter and adopted a nephew.

An Introduction to the History of Swimsuits

The Taj Mahal Free Essays

string(216) " is of the opinion that till such time this problem is studies in depth and suitable technologies have been found to be satisfactorily in use elsewhere the use of coal in the refinery power plant should be deferred\." Taj Mahal – The Taj – is the â€Å"King Emperor† amongst the World Wonders. The Taj is the final achievement and acme of the Mughal Art. It represents the most refined aesthetic values. We will write a custom essay sample on The Taj Mahal or any similar topic only for you Order Now It is a fantasy-like grandeur. It is the perfect culmination and artistic interplay of the architects’ skill the jewellers’ inspiration. The marble in-lay walls of the Taj are amongst the most outstanding examples of decorative workmanship. The elegant symmetry of its exterior and the aerial grace of its domes and minarets impress the beholder in a manner never to be forgotten. It stands out as one of the most priceless national monuments, of surpassing beauty and worth, a glorious tribute to man’s achievement in Architecture and Engineering. The Taj is threatened with deterioration and damage not only by the traditional causes of decay, but also by changing social and economic conditions which aggravate the situation with even more formidable phenomena of damage or destruction. A private sector preservation organization called â€Å"World Monuments Fund† (American Express Company) has published a list of 100 most endangered sites (1996) in the World. The environment of Agra is today beset with problems relating to the inadequacy of its urban infrastructure for transportation, water and electricity. Residential fuel combustion, diesel trains and buses, and back-up generators cause the densest pollution near the Taj Mahal. Constitution of the proposed Agra Ring Road and Bypass that would divert the estimated daily 6,50,000 tons of trans-India truck traffic financing. Strict controls on industrial pollution established in 1982 are being intensively enforced following a 1993 Supreme Court Order. The Asian Development Bank’s proposed $300 million loan to the Indian Government to finance infrastructure improvements would provide the opportunity to solve the chronic problems. Agra contains three World Heritage Sites, including the Taj Mahal. † According to the petitioner, the foundries, chemical/hazardous industries and the refinery at Mathura are the major sources of damages to the Taj. The Sulphur Dioxide emitted by the Mathura Refinery and the industries when combined with Oxygen – with the aid of moisture – in the atmosphere forms sulphuric acid called â€Å"Acid rain† which has a corroding effect on the gleaming white marble. Industrial/Refinery emissions, brick-kilns, vehicular traffic and generator-sets are primarily responsible for polluting the ambient air around Taj Trapezium (TTZ). The petition states that the white marble has yellowed and blackened in places. It is inside the Taj that the decay is more apparent. Yellow pallor pervades the entire monument. In places ugly brown and black spots magnify the yellow hue. Fungal deterioration is worst in the inner chamber where the original graves of Shah Jahan and Mumtaz Mahal lie. According to the petitioner the Taj – a monument of international repute – is no its way to degradation due to atmosphere pollution and it is imperative that preventive steps are taken and soon. The petitioner has finally sought appropriate directions to the authorities concerned to take immediate steps to stop air pollution in the TTZ and save the Taj. The court considered the affidavit filed by the board and directed the board to issue a public notice. Pursuant to the courts order, the board filed affidavit (5. 8. 93), wherein it stated that public notice was published in two national newspapers calling upon the industries to file their replies during the extended time. The affidavit also states that all listed industries were polluting industries and 507 out of them had not even installed any air pollution control device. The 212industries that did not respond to the notice and failed to take any steps towards installing the pollution control devices were closed by order-dated 27. 8. 93. The court was assisted in its efforts to improve air quality in the TTZ by the reports prepared by the NEERI (National Environment Engineering Research Institute), Gas Authority of India Limited (GAIL) on the supply of fuel gas to industries in the area and the study conducted by the Vardharajan Committee, which was constituted in May 1994, by the MoEF. Varadharajan Committee made, among others, the following recommendations: â€Å"Steps may be taken to ensure that no new industry including small industries or other units which can cause pollution are located north-west of the Taj Mahal. Efforts may be made to relocate the existing small industries particularly the foundries, in an area southeast of Agra beyond the Taj Mahal so that emissions from these industries will not be in the direction of the monuments. Similar considerations may apply to large industries such as Fertilizer and Petrochemicals. Such industries, which are likely to cause environmental pollution, may not be located in the neighbourhood of the refinery. The Committee further recommends that no large industry in the Agra region and its neighbourhood be established without conducting appropriate detailed studies to assess the environmental effect of such industries on the monuments. Location should be so chosen as to exclude any increase in environmental pollution in the area. †¦ The Committee wishes to record its deep concern regarding the existing level of pollution in Agra. It recommends that an appropriate authority be created which could monitor emissions by industries as well as air quality at Agra on a continuous basis. This authority should be vested with powers to direct industries causing pollution to limit the level of emission and specify such measures as are necessary to reduce the emissions whenever the pollutant level at the monuments exceeds acceptable limits. The Committee particularly desires that recommendations made in regard to reduction of existing pollution levels at Agra should be covered to a time-bound programme and should be implemented with utmost speed. The Committee also recommends that studies should be undertaken by competent agencies to explore the possibility of protecting the monuments by measures such as provision of a green belt around Agra in the region between Mathura and Agra. Even though assurances have been obtained from IOC that adequate precautions would be taken to contain the pollution on account of using coal in the power plant, the Committee is of the opinion that till such time this problem is studies in depth and suitable technologies have been found to be satisfactorily in use elsewhere the use of coal in the refinery power plant should be deferred. You read "The Taj Mahal" in category "Papers" The National Environment Engineering Research Institute (NEERI) gave an â€Å"Overview Report† regarding status of air pollution around the Taj in 1990. â€Å"The sources of pollution, including small and medium-scale industrial units, are scattered all around Taj Mahal. High air pollution load is thus pumped int o the Taj air shed. Sudden rises in concentration level are often recorded in all directions in gaseous as well as particulate pollutant depending upon the local micro climatic conditions. On four occasions during the five-year air quality monitoring, the 4 hrly average values of SO2 at Taj Mahal were observed to be higher than 300 ug/m3, i. e. 10 folds of the promulgated CPCB standard of 30 ug/m3 for sensitive areas. The values exceeded even the standard of 120-ug/m3 set for industrial zones. Statistical analysis of the recorded data indicate that 40% (cumulative percentage level) has crossed the standard set for sensitive receptors/zones. The SPM levels at Taj Mahal were invariably high (more than 200 ug/m3) and exceeded the national ambient air quality standard of 100 ug/m3 for SPM for sensitive locations barring a few days in monsoon months. Another study during 1985-87 brought to fore that the overall status of the ambient air quality within the trapezium has significantly deteriorated over this period. â€Å"The Taj Mahal marble samples analyzed by NEERI in 1993 reveal that the black soot on certain protected surfaces contains 0. 6% Calcium and traces of Sulphate. X-ray diffraction studies indicated that soot and quartz (Silicon Dioxide) and the major constituents of the black coating at Taj Mahal (Lal and Holden, ES T, April 1981). The origin of soot can be traced back to the fuel consumption around the sensitive receptor, while quartz is derived from geocrustal origin and causes surface abrasion. Soot in itself is not chemically destructive, but with tar it acts as a soiling agent. Absorption of the acidic gases is enhanced due to the presence of soot/smoky matter resulting in long-term effects. Further, the presence of soot reduces the aesthetic value of the monument. Ambient air around Taj Mahal is polluted primarily from point/line sources and has adverse impacts on building material by alteration of marble and sandstone structures at microcrystalline level. The earlier studies have revealed that the concentrations of gaseous pollutants and SPM (predominantly soot and carbon particles) are relatively high during winter months due to the frequent inversion conditions restricting vertical dispersion. During monsoon seasons, suspended particles are washed away and this cycle of pollutant builds up and subsequent removal continues exposing fresh surface of the monument to the pollutant. The period industrial development of Agra-Mathura region has resulted in acidic emissions into the atmosphere at an alarming rate. This causes serious concern on the well being of Taj Mahal. †¦ The gaseous pollutants being acidic in nature, significantly both the as well as the biotic components of the ecosystem like plants and building material like marble and red stone. The sources of pollution in Agra region as per the report of the Central Pollution Control Board are iron foundries, Ferro-alloyed industries, rubber processing, lime processing, engineering, chemical industry, brick refractory and vehicles, Mathura Refinery and Ferozabad Glass Industry. On 3 August 1995, the court formed a tentative view that polluting industries in the TTZ would have to be relocated and sought the assistance of the Union Government to device an appropriate solution. Taj, being a cultural heritage is an industry by itself. More than two million tourists visit Taj every year and this is a good source of revenue for the country. The court had monitored this petition for over three years with the objective of preventing and protecting the Taj from deterioration and damage due to atmosphere and environmental pollution. It cannot be disputed that the use of coal/coke by the industries emits pollution in the ambient air. The objective behind this litigation is to stop pollution while encouraging development of the industries. The old concept that development and ecology cannot go hand in hand is no longer acceptable. The development of the industries is essential but not at the cost of the environment. Orders passed by the court time to time indicate that the relocation of the industries from TTZ is to be resorted to only if the Natural Gas, which has been brought at the doorstep of TTZ is not acceptable/ available by/to the industries as a substitute for coal/coke. The GAIL has already invited the industries in the TTZ to apply for gas connections and industries operating in TTZ with the gas connections need not relocate. The atmospheric pollution in the TTZ has to be eliminated at any cost as it’s not just the preservation of monument, which is essential, but also the human life. In August 1999, the Supreme Court struck again, ordering the closure of 53 iron foundries and 107 other factories in Agra that had not cleaned up their act. The order has become a call to arms for foundry owners, workers, trade union representatives and small-scale industry. However, industry is buying time: it filed a review petition through the Uttar Pradesh State government and obtained a reprieve on the court order’s implementation. The matter comes again before the Supreme Court this summer. In the meantime, Agra’s Iron Founders’ Association is building up their case. They argue that 3,000 cottage and engineering units depend on the foundries, and that they directly or indirectly employ about 300,000 workers. They hold that the technology for using natural gas in their industries is not yet ready. Taj trapezium project’s phase II gets green signal Buoyed by a decline in the pollution levels around the Taj trapezium with the successful implementation of the first phase of the afforestation project, the state administration has okayed the Rs 15. 0-crore second phase. The success of the plantation scheme assumes significance since a report prepared by the National Environmental Engineering Research Institute (NEERI), Nagpur, had pointed out how â€Å"pollution inventory of Agra reflected high concentration of NO2, SO2 and CO2†. Apart from a vigorous re-run of the plantation campaign in the Taj city, this phase envisages greening of â€Å"sensitive receptors† of pollution like the heritage monuments and the 42-hectare land strip along the NH-2 (Delhi-Agra-Kanpur), NH-3 (Delhi-Agra-Mumbai) and NH-11 (Jaipur-Agra) highways. A 3 How to cite The Taj Mahal, Papers

Strength and Weakness of IKEA-Free-Samples-Myassignmenthelp.com

Question: Discuss two Strength and two Weakness of IKEA in Singapore. Answer: Strength of IKEA The strength of the lies in the variety of products that are manufactured and designed by the company. The products of the company are famous among the customers and also the products that are introduced by the company are cost effective. Customers get value for money and also high ROI on the money they spend on the furniture. Ikea is one of the strong global brands which attract the consumer groups towards the products offered by the company. The company promises the same quality and range of well designed, functional products at low prices globally. The quality of the product that is offered by the company is the major strength of the company (UA little Rock, 2017). Weakness of IKEA IKEA requires good communication with its consumers and also with the stakeholders about the environmental activities. The size of the business creates difficulty for the company. There are various environmental concerns that are related to the operations of the company. IKEA goes through various challenges in communicating the policies to the customers and shareholders. With the motive of profit maximization, the company at times focuses on the cost leadership that gives adverse impact on the quality of the products that are offered by the company. By taking into consideration the recent scenario, it is seen that the company face difficulty to maintain the quality of the products in context with the enhancement of the cost (Pratap, 2016). References Pratap.A. (2016). IKEA SWOT Analysis. Viewed on 17th November 2017. https://www.cheshnotes.com/2016/09/ikea-swot-analysis-2016/. UA little Rock.(2017). Strength, weakness, opportunities and threats. Viewed on 17th November 2017. https://ualr.edu/about/home/strategicplan/chancellor/planning-environment/7-strengths-weaknesses-opportunities-threats /