EFFECTIVENESS OF INTERNET ADVERTISING Essay

Web advertising first appeared in 1994. Eleven years later, in 2005, U.S. companies spent $12.5 billion advertising online. No longer is that the irrational money of venture-backed start-ups with dubious business models; according to Nielsen/NetRatings, 25% of all display ads in 2005 promoted Fortune 500 companies. Advertisers already spent double the amount online that they spent in 2005 on billboards and other outdoor advertising and roughly half of what they spent respectively on magazine and radio advertising. And after brief market contraction in 2001 and 2002, the online ad industry has been growing 30+% from then. Yet, despite this rapid mainstream of online advertising, many advertisers still are not observing a range of established tactics and strategies understood to substantially improve the effectiveness of online ad campaigns. In some cases, this is because advertisers are new enough to the internet to remain behind on the learning curve. In other cases, many advertisers have viewed the Internet as a source of â€Å"cheap† advertising and therefore do not invest sufficiently in experimentation and research to identify for themselves the tactics that work best.†Sometimes advertisers are pennywise and pound the foolish in not running brand effectiveness studies and using the click-through rate to measure the success of a brand campaign,† said Yaakov Kimelfeld, director of business intelligence and Beyond Interactive. Brian Eakin, Associate Media Director at Freestyle Interactive, concurs: â€Å"While many clients will say that there is value in learning, the clients most in need of actionable research and most connected to a cost-per-sale measure of success, and many of them simply would not allocate the investment that does not mean immediately contribute to product sales. The challenge of planners is to extract the strategic insight from active campaigns without forcing their clients to choose betw een sales and learnings.† Online advertising remains new and fast evolving. But after a decade, it has  been around long enough for several best practices to emerge. It is actually a major trend in recent years is a shift towards generating incremental page impressions. The result is online ad prices are going up, and it may no longer be as a â€Å"cheap† advertising medium. It remains, however, and effective one. As such, it is more important than ever for advertisers to master the tactics that produce the best results for their campaigns.   Here are some practices that can optimize the web designing effectiveness. 1. Adopt a Disciplined Framework for Managing Campaigns The most successful online advertisers adhere to a disciplined process. They set clear campaign objectives. They build measurement, targeting and optimization into the campaign process. And they carefully assess the final results to identify what practices could improve the advertiser’s next campaign. â€Å"If you ask any publisher, they’ll tell you that the spread between response rates to ads can range from 0.02% to 2%,† said Ted Ryan, vice president of sales at NationalGeographic.com. â€Å"That’s a hundredfold difference. That’s what the opportunity is online. Getting best practices right from online ad campaigns isn’t about a 10% improvement in results. It’s about a tenfold or a hundred fold improvement. You can’t afford not to be online. For all that money advertisers invested on TV on brand campaigns, they can get knocked out of water in five minutes on internet by a competitor who does it that much better than they do.† 2. Manage Reach and Frequency Very little will have as dramatic an effect on the success of advertiser campaigns as managing â€Å"reach and frequency.† Whether a campaign’s objectives are more geared towards brand development or direct response, in almost all cases it is in the advertiser’s best interest to maximize the number of people who see the campaign (â€Å"reach†) at an optimal number of exposures to the ad per person (â€Å"frequency†). All too often, however, when advertisers do  not manage their online campaigns closely for this, the result is that a relatively small number of people will see the ads at a tremendously high frequency, wasting many impressions of the campaign. Reach and frequency have a proportional relationship. Each ad impression in campaign is shown either to someone who has not yet seen the campaign, thereby expanding its reach, or to someone who has, increasing the campaign’s average frequency. The â€Å"optimal frequency† – the ideal number of times consumers should be exposed to the campaign’s online ads – is ambiguous. Little research exists on the subject, and results will vary according to the product, campaign objectives and other factors. That said, conventional wisdom is that the optimal frequency for most campaigns is around 4-7 ad exposures, and much beyond that, results hit a point of diminishing returns for both brand and direct response objectives. The challenge for marketers, therefore, is to reach effectively that third of the audience generating only 6% of all pages, while avoiding having heavy users to consume ad impressions at disproportionately high frequencies. The Figure above illustrates the challenge. It graphs a campaign where 37% of the audience sees only one exposure of the ad, 17% sees it twice, 10% sees it thrice, and the distribution gradually diminishes so that only 1% sees the ad 10 times. But then something remarkable happens: 13% of the exposed audience sees the ad 11 times or more. By the time someone has seen an online ad 11 times, the odds that further exposure will improve the person’s opinion of the brand, or likelihood to click on the ad, are low. In other words, 40% of the impressions in this campaign represent money largely wasted. 3. Manage Reach and Frequency through Strategic Media Placement The critical question then is, â€Å"How does one control frequency to maximize reach?† One way is to set a â€Å"frequency cap† with the publisher’s or advertiser’s ad server, using cookies to prevent readers from seeing an ad more than a designated number of times. For a variety of reasons, however,  capping frequency via ad servers can be more difficult in practice than in theory. A more efficient way to control frequency can be through strategic media buying tactics. Back in 2002, the research firm then known as Jupiter Media Metrix demonstrated that an ad campaign of four million impressions could reach an audience at least a third larger when spread evenly over three large sites as opposed to concentrating the same-sized buy on a single site. The key implication was that a broader media buy across several sites was a more efficient way to optimize reach, and moderate frequency, than by concentrating the same number of impressions in fewer sites. The Figure above shown is known as a â€Å"build chart†, showing the varying rates at which audiences accumulate to their monthly total on different types websites. The comScore data show that the audiences for website services and portals scale very quickly: roughly 80% of the monthly accumulated audience to those sites had already visited by the seventh day of the month. At real estate sites, meanwhile, only 35% of the monthly audience had visited within the same one-week period. Sites whose audiences build quickly are likely to attract visitors who come back often, meaning advertisers risk burning through a lot of ad impressions at high frequency levels if their ad buys are too concentrated on these types of sites. Sites that are not as â€Å"sticky†Ã¢â‚¬â€œ with flatter build curves – may have altogether smaller audiences, but campaigns directed towards them will naturally be distributed more evenly across all visitors. The best strategy, therefore, is not to avoid any type of site, but to spread campaigns over multiple sites in order to most efficiently distribute campaign reach at a lower average frequency. 4. Use Rich Media and Video Ad Formats Rich media ads are significantly more effective at engaging users than are standard GIF or JPG image ad formats. These rich media ads are typically formatted in Flash or enhanced-Flash (i.e., specialty rich media ad platforms like DART Motif), with features such as the ability to expand outside of standard ad dimensions, to float across the top of web pages, or to play video clips. Analysis of DART ad-serving logs show that more interactive and prominent rich media units have far higher click rates than standard image ads. The above showing Figure indicates that ads formatted as expandable or in-page units using DART Motif’s rich media platform had more than double the click-rate of image ads, while interstitials (ads, typically large in size, that appears on pages in between two content pages during a user’s surfing session) had more than 10-times the click rate. Motif floating and pop-up ads had close to 50-times the click rates of image ads. To persuade consumer’s positively towards brand attributes, rich media and formats (particularly video) are considerably more effective than the image ad formats. Campaigns served in the platforms of speciality rich media ad providers at least 50% more effective at improving purchase intent than were GIF/JPG image ads(relative to control groups who saw public service announcements), according again to data drawn from Dynamic Logic’s Market Norms, a pool of hundreds of brand research studies. 5. Target Audiences With Appropriate Creative Treatments Another challenge for online ad campaigns is that many agencies have one team, or even one subsidiary company, doing the creative design of ads, and another buying placements on media properties. There may be advantages to this kind of division of labour, including concentrating fields of expertise and cost efficiencies. But the trade-off is that the creative is not always ideally suited for the audiences that see it and the environment where they see it. Closing that gap and better aligning creative executions to the right audiences and environments can have a dramatic impact on campaign effectiveness. â€Å"As you would think, the clients who come on our site and talk about exotic travel, outdoors and environmental issues, and have the creative to go with that, their results can go through the roof,† said Mr. Ryan of NationalGeographic.com. â€Å"Dolby Laboratories, working with the agency Freestyle Interactive, ran a rich media campaign with us,† Mr. Ryan continued. â€Å"I looked at the insertion order and said, ‘Dolby? Okay great, let’s get the business,’ but I wasn’t sure what they wanted with National Geographic’s audience. Then I saw the creative, two interactive ads, one with an electrical storm, and another morphed from the jungle scene to an ocean with the slider bar that changed the sound. The response rates were huge because the ad’s theme was highly relevant to our audience. The campaign metrics, shared by Dolby and Freestyle Interactive, shown by Mr. Ryan was talking about, as seen in the Figure below. RESEARCH DESIGN Research Design The objective of the study is to understand the Effectiveness of Internet Advertising. Research Design Case based research design Data Collection Method Secondary Data Sources of Data Collection There are two sources on which data can be collected via primary source and secondary. The data which are prepared from the main purpose and researcher or owner it is called primary source and the collected from this source is called primary data. The data which is collected from the persons, private bodies, private research agencies etc are called secondary source and the  data collected is from both primary and secondary type. The following are the data from which have been collected from both the sources. Secondary Data is collected through internet, magazines, newspaper and published sources at the various companies. SAMPLING Sampling Sampling is a most important part of the data collection. It is a tool that tries to matches the data according to the criteria. The sampling methods is used specially in the context of data segregation researcher in the field of market research scientific investigation and other fields study where it requires a deep ground selection investigation and other fields study where it requires a deep ground selection of variables. So, sampling is a relevant answer to the accurate and most appropriate selection. JUDGEMENT SAMPLING The judgment sampling is a kind of non-probability sampling where the researchers select the samples from according to its judgment. The criteria have been fixed previously before taking into consideration of the samples. The judgment sampling is one of the most important parts carrying out in any project work. SAMPLING METHOD In this project study, the method adopted for the sampling purpose is the judgment sampling method. SAMPLING SIZE If the sample is too small, it can’t represent the population and outcome will be far more reality. Large samples provide good result, but if sample is too large, it become difficult to handle and also expensive, but in this project samples are taken those involve in web advertising sector. DATA ANALYSIS We identify processes that underlie curiosity resolution and study its impact on consumer motivation and learning. The dataset from our simulated Internet experiment includes process tracking variables (i.e., click stream data from ad-embedded links), traditional attitude and behavioural intention measures, and open-ended protocols. We find that an advertising strategy increases interest and learning relative to a strategy that provides detailed product information. Furthermore, it seems to improve the quality of search substantially (i.e., time spent and attention devoted to specific information), resulting in better and more focused memory and comprehension of new product information. To enhance the effectiveness of Internet advertising of new products, we recommend a curiosity advertising strategy based on four elements: (1) Curiosity generation by highlighting a gap in extant knowledge, (2) The presence of a hint to guide elaboration for curiosity resolution, (3) Sufficient time to try and resolve curiosity as well as the assurance of curiosity- resolving information, (4) The use of measures of consumer elaboration and learning to gauge advertising effectiveness.

Case for Repositioning a Bank Essay

ANZ bank is over 170 years old providing a range of banking and financial products and services to more than 5.7 million retail customers on a global scale (case). . Offering 817 branches and 2600 automated teller machines (ATMs) all over Australia, ANZ is ranked in the top 4 banks in Australia along with Commonwealth Bank of Australia, National Australia Bank Ltd (NAB) and Westpac Banking Corporation. This report will identify the current position of ANZ, and how they are attempting to reposition themselves in the financial services industry. The case highlights the strengths and weaknesses of ANZ and how effective their current marketing strategy is. The strengths of ANZ which have been identified in the case are their highly customised bankcards, their trustworthy image and reputation, knowledgeable staff and the size of the firm. ANZ’s weaknesses are that their products are quite easy to imitate due to such intangibility, they are at the bottom compared to their competitors, the communication gap occurring through the reposition of their new brand and the inflexibility due to the large structure of the bank. This paper will explore two of ANZ’s main strategic issues which are the communication gap of through the repositioning and rebranding as well as ANZ’s competition in the financial industry. Key Strategic Marketing Issues The banking industry is very well established and has a limited selection of different products. Due to few substitute products, firms in the industry will find it hard to differentiate themselves from their competitors. Chenet, Dagger, & O’Sullivan (2010) state that, differentiation is important because firms uniqueness is linked to target market focus, client-perceived value and competitive advantage. In result of ANZ’s lack of communicating their service quality, limited product diversity and lack of unadaptable strategies they are ranked number four of the top four banks. ANZ needs to address the amount of ATMs it has throughout the country. Compared to its major competitors, ANZ is one of the banks with the least amount of ATMs available to its customers with almost half the amount of ATMs compared to NAB. Theory ANZ is rebranding and repositioning itself it the market to appear more appealing to customers. They are moving from an  outdated brand and position of ‘ANZ Now’ to a new brand identity and positioning strategy of ‘We live in your world’ implying a modern and fresh new feel to the company. Throughout the rebranding and repositioning process, ANZ is using a customer-led marketing approach by trying to find what customers want and giving it to them (Hooley, Piercy & Nicoulaud, 2012). However, ANZ is a very large firm which affects rebranding, creating a gap in the communication between the firm and their consumers. The slogan ‘We live in your world’ has been adapted to try and differentiate ANZ from its competitors in terms of customer satisfaction; however it has not been aimed consistently across all ANZ’s communication activities. This has resulted in confusion of the customers as well as a lack of awareness of ANZ’s message. Mayer (1975) found that larger firms can generally find it harder than a smaller firm to implement change across the whole organisation effectively and efficiently. Resources and Capabilities A resource is anything that is considered to be thought of as a strength or weakness of a firm and may be defined as those tangible and intangible assets that are tied to the firm (Wernerfelt, 1984). ANZ’s resources include the products they offer, size of the firm, the knowledgeable staff and the strong trust with their customers. ANZ seeks to â€Å"attract and develop the best connected and most respected people to be a part of the ANZ team† (ANZ, 2014). Having knowledgeable and highly skilled staff allows for a financial institution to create superior returns, thus a competitive advantage (lulow, V., Gerstman, J., & Barry, C. 2003). The size of ANZ allows ease of access to funds which will appeal to their customers through providing loans, insurance, small business and corporate. Having a strong brand image and a good reputation, ANZ have had the opportunity to build trust with their customers. The large size of a firm can be a strength; however in turn can be a weakness. Mayer, T. (1975) identified that large banks have the potential to fail if customer service is overlooked. Due to the large amount of customers ANZ has, there is the possibility that relationships with customers may diminish. Furthermore, due to the large size of the firm ANZ may appear as inflexible and changes within the organisation may take a long time, such as the current repositioning of the firm. Creating confusing amongst consumers as the message is not being communicated effectively  across all of ANZ. Competitive Advantage ANZs major competitive advantage over their main competitors is this highly customised bankcards they currently offer to their customers. ANZ have used a customer-led marketing approach with their bankcards, as this approach finds what customers want, and give it to them (Hooley, Piercy & Nicoulaud, 2012). This fits in well with their brand image they are trying to communicate; ‘We live in your world’. Rather than just providing bank cards to their customers as the other major banks do ANZ customises their cards allowing their customers to choose what colour card they want and further using their own pictures on their bank cards. This is giving the customers the chance to create their own products. These customised bank cards have given ANZ a first mover advantage allowing them to enjoy the protection of a resource position barrier (Wernerfelt, 1984). However, Barney (1991) states that to have a ‘sustained competitive advantage’ competitors are unable to duplicate the benefits of this strategy. The customised bank cards may not last that long as a major competitive advantage due to other firms being able to easily imitate what ANZ have done. Strategic Fit Skinner (1969) suggested that for a firm to strategically fit, they need to tailor their production systems to perform the tasks that are vital to success and consistent with the firm’s strategy. The current marketing strategy of ‘We live in your world’ is ANZs new an innovative fresh outlook on branding for the organisation. The strategic planning and strategic marketing of this strategy must penetrate the whole market orientation not just small sections (Hooley, Piercy & Nicoolaud, 2012). This current strategy although isn’t fitting with the needs and requirements of the market. The failure of communication between ANZs resources and capabilities is causing the new strategy to not be implemented properly to its audience (Narver & Slater, 1990). The strategy adapted isn’t connecting with their customers their desired outlook of what they wish to be perceived as. ANZ wants their consumers to focus on them being ‘trustworthy’ and ‘traditional’ but as of now they aren’t practicing what they preach. This is shown with customers feeling confused and unaware of the new adapted strategy. As  Hooley, Piercy & Nicoolaud (2012) have found the marketing strategy needs to be aligned with the overall the relevant resources, capabilities so direction can be achieved and then the overall context of corporate strategy will be accomplished. Recommendation To ensure the repositioning of ANZ is effective, they need to communicate to their consumers more effectively. Rust, Moorman, and Dickson, (2002) found that â€Å"customers differentiate between service firms on the basis of service quality†. Therefore, ANZ need to offer superior customer service through the use of their highly skilled and knowledgeable staff. The best way for ANZ to differentiate their selves is through superior quality. Farrell, Hitchens, & Moffat (1993) found that, superior quality is an effective management strategy as it helps separate firms from competitive rivalry by creating customer loyalty.

Legal Safety, and Regulatory Requirements

LEGAL, SAFETY, AND REGULATORY REQUIREMENTS 1 Legal, Safety, and Regulatory Requirements Tara Thompson HCS/341 October 1, 2012 Norman Greene LEGAL, SAFETY, AND REGULATORY REQUIREMENTS 2 According to Peterson, (2012), â€Å"The Human Resource Department is responsible for compliance of a multitude of employment- and workplace- related laws. Human resource managers are also responsible for training other resource personnel to ensure that the laws are abided by throughout the organization.There are some common laws that affect HR decisions and actions which involve equal opportunity employment, discrimination, labor laws, and medical leaves of absence. † Legal, Safety, and Regulatory Requirements does have an effect on Human Resource in regards to the statement: â€Å"Common Sense and compassion in the workplace has been replaced by litigation† I disagree, I believe there has to be a balance of Common Sense and Compassion while adhering to the Federal Laws that have been se t in place by the Department of Labor which has an impact on the Human Resource department.Legal, Safety, and Regulatory Requirements does have an impact on Human Resource, employees and employers have a contractual relationship and this contractual relationship can be comprised of a few laws that both employee and employer have to abide by in the workplace and Human Resource sees to it that these laws are carried out. These laws were put in place within organizations and businesses by the United States Government to be able to protect the employer, employee and the rights of the public in any situation that may occur on either part.People that work within Human Resources they have to be competent and knowledgeable about the laws and regulations that the Federal Government of the United States have put in place. Federal Laws According to  United States Department of Labor  (n. d. ) â€Å"The Department of Labor (DOL) administers and enforces more than 180 federal laws. These ma ndates and the regulations that LEGAL, SAFETY, AND REGULATORY REQUIREMENTS 3 implement them cover many workplace activities for about 10 million employers and 125 million workers. Some of these Federal Laws that are implemented in the workplace are: Occupational Safety and Health Administration- Safety and Health conditions in most private industries are regulated by OSHA or OSHA-approved state programs, which also cover public sector employers. Employers that are covered under OSHA have to comply with the regulations in regard to the safety and health standards that have been set forth by OSHA. Organizations have a legal duty to provide their employees with workplace conditions that are free from serious hazards.OSHA enforces these regulations through workplace inspections and investigations. (United States Department of Labor,  n. d. ). Employees tend to work at their best when they have sense of security that they are safe in the workplace when performing their work duties. Acc ording to Gomez-Mejia, Balkin, and Cardy  (2010), â€Å"The Americans with Disabilities Act (ADA) provides legal protection for people with physical or mental disabilities. Under the ADA employers are required to provide reasonable accommodations for employees whose disabilities might prevent them from performing essential job functions adequately, unless it will create an undue hardship for the organization. It is ok for an employer to ask an applicant if they can perform essential job functions, hiring a person with disabilities can also be contingent upon the results of a medical examination. Statement â€Å"Common sense and compassion in the workplace has been replaced by litigation† is a statement that I do not agree with.Common sense is something that we are born with, but at the LEGAL, SAFETY, AND REGULATORY REQUIREMENTS 4 same time it may not be so common, â€Å"We define compassion as an empathetic emotional response to another person’s pain or suffering t hat moves people to act in a way that will either ease the person’s condition or make it more bearable. † (Lilius, 2003). In any type of organization situations can occur that can have just cause for litigation.This is why it is critical for Human Resources to enforce and carry out the laws that the Federal government has put in place to ensure that employers, and employees are using their common sense and compassion and no one’s rights are being violated in anyway. Regulations and laws were created and put in place to make sure that people civil rights are not violated and they are treated fairly. Having common sense and compassion allows people to work together, relate to one another and in return they are satisfied with the work they do and accomplishments they make on the job.Working with common sense and compassion also decreases litigation from being in the workplace. Conclusion Human Resources have a multitude of responsibilities and it’s up to the Human Resource managers to carry them out and make sure they are adhered to. There are many Federal Laws and regulations that Human Resource managers should have knowledge about so when a situation occurs they will be able to handle it the right way.Human resource and The Department of Labor work hand in hand in the workplace OSHA guidelines should be adhered to because safety is critical and it is not just the responsibility of Human Resource but the responsibility of administration as well as all employees in the workplace. Everyone has the right to feel safe and work in a safe environment. American Disabilities Act is another law among many that Human Resources must adhere to. There should be a balance of common sense and compassion so that there is little to none litigation in the workplace.LEGAL, SAFETY, AND REGULATORY REQUIREMENTS 5 References Gomez-Mejia, L. R. , Balkin, D. B. , & Cardy, R. L. (2010). Managing Human Resources  (6th ed. ). Retrieved from https://ecampus. phoenix. edu/secure/aapd/cwe/citation_generator/book_04_01. asp. Lilius, J. M. (2003). Compassion lab. com. Retrieved from http://www. compassionlab. com/docs/whatgoodiscompassion. pdf Peterson, J. (2012). What Are Various Employment Laws Which Affect HR Decisions & Actions? Retrieved from http://www. ehow. com/list_6814373_various-affect-hr-decisions-actions_. html

Office Management Assignment Example | Topics and Well Written Essays - 2750 words

Office Management - Assignment Example We have began to receive online application for mortgages in keeping with the high growth rate of the industry. Mortgage institutions originated approximately $2.3 trillion in total home mortgages in 2003. As mortgage manager handling a group of mortgage officers, I realize my task is more than just supervising my team and monitoring their performance. This is the professional level and I come to believe our relationship must subtly go beyond the professional realm for us to be effective as a team. In my mind, I have to assume a parent figure. I have to care for them, know when my officers are tired, pressured, or experiencing burnout. I have to guard against being a slave driver and instead be a coach, know the individual strength and weakness of my team members; know whom to send to field work and when, as well as whom to assign in-house when this particular "player" needs a respite from the rigors of field marketing. Out there are the capitalists looking for productive ways to invest their money. In the same spectrum are young professionals, young families needing to own houses for various reasons such as convenience, stability, and the humble pleasure of being able to provide a home for loved ones, where at the end of the day the family finds a sanctuary. This is the soft side of our hard functions.A home is more than just a house. It is the foundation of long-term financial and emotional security for one's family, one's very own piece of the American dream. Subtopic 3: selection, training, promotion and retention of employees I started as a mortgage officer myself. It helped a lot that aside from my bachelor's degree, I have had other training opportunities. I often tell my officers that they need to pursue a masteral program of study, even a doctorate if they can. On-the-job experiences are best complimented by research-based theories and principles placed in context by experts in the academe. So that when promotion time comes, those who have MBAs already have edge in climbing the corporate ladder. Subtopic 4: the ever-changing technological environment within an office Going online has truly made radical changes within the office. Applicants for

Red Hat or Suse Research Paper Example | Topics and Well Written Essays - 1750 words

Red Hat or Suse - Research Paper Example The most annoying of Red hat is its slow running of applications even though it has a perfect architecture of its Gnome. The slowness may be as a result of the fact that thee general configuration is not okay as opposed to the Gnome itself. LINUX MARKET SHARE GENERAL COMPARISON Red hat’s theme of Bluecurve is not efficient since it does not hide that open source applications come from here. SUSE’s own window decoration together with KDE’s keramik icons are so efficient together thus KDE and Gnome applications blend in together very well. Another advantage going to SUSE is the fact that it is a very good working clipboard as opposed to the Red hat’s lack of an integrated copy and paste solution such that if a person wants to copy a text and try pasting it in another application, it usually ends in one finding the clipboard empty. Irritating is an understatement to this scenario. SUSE has integrated its system control tools much better than Red hat since the control tools are divided into two sets, one for the system hardware and it goes by the name YAST and the other one for KDE. Red hat on the other hand has very little or minimal control over hardware, the boot loader and the other areas/ parts of the system since the Gnome controls are scattered everywhere. The other similarities and differences are as follow in the statements and paragraphs below. Red hat Linux focuses on the attributes that follow: Offering a highly optimized application for large-scale, centrally-managed enterprise deployment, industry-leading virtualization performance, flexibility, security for both host and guest environment, the provision of a platform that offers clients access to better technology in the life time of the product, and provides the best efficiency with the latest generation of system which are scalable. There are various features that define Red Hat (Haynes, 2009). Such features, and which vary to some extent from Suse include the following: kernel and core technology stack, virtualization, performance, client/desktop, development, scalability, and security. The first features to examine is kernel and core technology stack. It provides the user with an updated core, including the operating system kernel, compiler and development tools, libraries, and drivers and not forgetting applications such as nfs, http, samba etc. It has been the leading developer and contributor of technology to the Linux kernel for many years and uses them to come up with a kernel that encompasses a comprehensive set of strength capabilities in the enterprise (Davenport, 2009). Its design allows for future capabilities to be included and incorporated into it without impacting certified applications and this is possible by keeping APIs/ ABIs stable. The benefit of this is that it provides a platform for future incorporation of the latest open source technologies in a state-of-the-art solution. ISVs enjoy a stable, flexible environment on which to launch and support their applications. Thus the end user achieve the maximum return on their investment in IT, with features that give the maximum and proper utilization of resources and rapid absorption of new technologies. Red

EQUITY AND TRUST Critically examine the contribution made by the trust Essay

EQUITY AND TRUST Critically examine the contribution made by the trust to the following area of law Unauthorised profits made by a fiduciary - Essay Example This is a right in property that is held in a fiduciary relationship by one party for the benefit of another. The person or the organization who/that holds the title to the trust property is trustee and the person who receives benefits is the beneficiary. The creation of trusts is generally a conjunction with a will and other elements of estate planning. There is a frame work for the validity and limitations of a trust. There is a code that governs the affairs of the estates of deceased owners and intestate properties. This even determines the place, the intestate properties have to go thus enabling the importance of trusts and making the limitations as guidelines. 2 The concept of trust is widely used in charity purposes. According to Charity Act 2006 in UK, the charity organization is the one that is established for charitable purposes or the one which falls to be subject to the control of the high court in the exercise of jurisdiction with respect to charities. 3 According to public benefit test of the charities act 2006The concept of trust involves public benefit also. The charitable organisations need to be delivering public benefits. This should be according to the guidance of charity commission for England and persuaded by them. The public benefit nature of the trusts may result in the unauthorised benefits or profits for the fiduciary. 4 4. Fiduciary Duty Fiduciary duty contains obligations regarding loyalty and faithfulness. The execution of duties regarding loyalty and faithfulness may result in accruing unauthorised profits for fiduciary. As there is a chance of making unauthorised profit from the property, the fiduciary should be in a position to avoid potential conflict. To avoid unauthorised profits, the fiduciary duty should restrain unconscious abuse of legal power and position. This is due to the fact that the profits accrued by fiduciary by exploiting the legal power and position will erode the benefits of the beneficiaries. This concept makes a rule of public policy necessary that can be strictly applied against trustees to encourage good behaviour in them. According to James LJ in the case Parker v Mc Kenna in 1874 the strict enforcement of exemplary fiduciary propriety is required for the safety of mankind. 4.1 Commercial Use of Property: The commercial use of property by a fiduciary can be seen in large organisations and public companies. The companies that do business and mobilise capital from public come under fiduciary for the funds gathered from the public. The governance issue will be entwined in the commercial fiduciary. As the virtues regarding social welfare are minimised there is a chance of unauthorised profits for the commercial fiduciary in the absence of transparency and strict guidelines about the usage of property. Some experts opine that the shareholder supervision and control is necessary for good governance by a fiduciary. As there is a widespread view that there the execution of the work by a fiduciary cannot be judged by just shareholder value, the voting of the shareholder in company's general meetings is made compulsory for institutional investors. This makes the beneficiaries (shareholders) as the owners of

John Stuart Mill and Aristotle's Viewpoints in Their Epistemological Essay - 6

John Stuart Mill and Aristotle's Viewpoints in Their Epistemological and Metaphysical Attitudes - Essay Example The researcher states that Mill and Aristotle have different viewpoints over what constitutes satisfaction in life. In his writings on Utilitarianism, John Stuart Mill upholds utility as the ultimate happiness principle. In this sense, an individual should strive towards maximizing one’s pleasure and works towards minimizing pain. Mill, therefore, holds that pleasure and the absence of pain are the ultimate ends in a person’s life. On the other hand, in Nicomachean Ethics, Aristotle describes the ultimate end of life as leaving in virtue and reason. Aristotle argues that happiness is a subjective concept that differs in every person. He refutes honor as concerned with seeking legitimacy among other people. In this sense, honor is not necessarily the legitimacy that it represents. Aristotle argues that a satisfied person must master the intellectual virtue and the moral virtue. Besides, satisfaction demands that a person possesses the ability to use one’s facultie s of reasoning in the appropriate sense. John Stuart Mill and Aristotle disagree over what makes up correct knowledge. Aristotle, in the Organon, developed a method of logic that comprised a system of principles for establishing syllogisms. In this sense, individuals could utilize their intuition to develop logic. Such forms of arguments start with a core premise that precedes a conclusion. On the other hand, Mill, an empiricist, believed that knowledge could only form out of senses. Forming logic depends on observing a system of related instances that bear a premise true. In his System of Logic, Mill created hegemony between deductive thinking and inductive thinking. In deductive thinking, a conclusion leads towards the development of principles that support it. On the other hand, inductive thinking involves drawing a conclusion from clearly stated premises.

Real Option and Investment in UK Research Proposal

Real Option and Investment in UK - Research Proposal Example We clarify that real options are not confined with real assets only. Patent, R&D, Brand etc. are examples of assets that save a value to the owner. The capital investments should be viewed as a strategic investment that incorporates the real options. Valuing a real option is a real challenge for the managers in UK 3. 1) How UK Investors can use the concept of "real options" to explain part of the difference in market value and the intrinsic value as calculated using traditional methods. Real options represent what is possible beyond the current business operations. Investors can ignore real options, try to find real option value for free, or consciously seek out companies that have abundant real option value. 4) How real options in part to explain the gap between how the stock market prices some businesses and the "intrinsic value" for those businesses as calculated by traditional financial analysis, specifically discounted cash flows. This Chapter is dedicated to evaluate investment; initiatives Net Present Value (NPV) and Return on Investment (ROI) are commonly used 4. But sometimes it becomes very difficult to measuring the value of investment for new project or technology due to their wider scope of application. The Projected cash flows seem meager in comparison to the investment required. At the same time discount rate chosen to compensate for the risk is so high, which renders the NPV unpleasant. In this case Real Options Analysis should be a better way to evaluate its adoption in the Investment Strategy and

Gender - Homophobic violence Essay Example | Topics and Well Written Essays - 1500 words

Gender - Homophobic violence - Essay Example nder as a social construct, these social beliefs regarding what is considered acceptable levels of feminine versus masculine behaviour can often lead to homophobic violence in the gay and lesbian community. There are considerable negative viewpoints from different groups in global society stemming from religious values and established social norms which create hostilities against homosexuals if they exhibit traits outside of their expected gender roles. This paper seeks to define the concept of gender and its relationship to rising homophobic violence. The process of creating gender role stereotypes tends to begin at the infant stage, when separate colours are used for different sexes which tends to teach girls to be submissive and passive and boys more active and independent/dominant (Bangura, 2007). During childhood developmental years, children learn gender role expectations by a system of rewards and punishments where girls often attract more attention when they exhibit coy and cute behaviour (Bangura). The child learns in these years that society is an institution in which gender role expectations and masculinity versus femininity is the foundational basis on how a person is perceived by the broader social community. Gender, therefore, is absolutely the product of the social environment and how an individual functions within or the level to which he or she conforms to these social values. Femininity is often measured by criteria such as body language and posturing, vocal elements, or submissive behaviours. Masculinity is often measured by aggressiveness and a more dominant personality. There is also a religious element behind what is driving homophobic violence, with many of these beliefs being deeply enrooted into global cultures. With these measurements in mind, problems with violence against homosexuals can be explained in relation to gender role and gender identity. Some members of society believe that being attracted to members of the opposite sex is

AFA event Alm3a8en Essay Example | Topics and Well Written Essays - 250 words

AFA event Alm3a8en - Essay Example This is important in facilitation of ease of communication. Such auxiliary aids are always given even to the deaf to ease communication. Some of these aids involve the use of interpreters as well as other hearing devices. These include the captions, text telephone systems as well as assistive learning systems. These auxiliary aids as well as the interpreters are always offered to the disabled people free of charge. Some of the accommodation and public access facilities offered by ADA to the people with disabilities include the lodgings as well as health and exercise business areas. These include places like hotels, public conferences as well as entertainment rooms. ADA ensures that the charter bus services cater for the disabled persons through allowing for accessible buses. In addition, it liaises with the insurance companies provide the persons with disabilities with automobile insurances. ADA serves to ensure that government avails the disabled persons with free auxiliary aids. In addition, it ensures that the government agencies provide the disabled with the necessary services. This is done regardless of any relationship that may exist between the individual and the people with disabilities. ADA always ensures that employers provide necessary accommodation services to employees whenever they are declared disabled. The employer may do the declaration of disability on an employee anytime. This may be very beneficial to the disabled employee as well as the employer. This is because the employer may get federal tax credit as well as federal tax deduction from the government following such decisions involving helping the disabled

Entrepreneural Research Paper Example | Topics and Well Written Essays - 500 words

Entrepreneural - Research Paper Example ea explains to the management the effect that the idea will have on the organization and how to implement the idea in the existing procedures (Christiansen, 2000). The organization has a culture that upholds change that arises. Management has ensured that it has induced a positive culture that encourages employees to welcome any change that will have a positive impact towards the organization’s performance. On the other hand, leaders are the implementers of the change. They ensure that they lead the rest of the organization towards changes the organization. The organization has also ensured that it provides a serene environment for the innovators. This is through providing psychological and financial support to those who have an idea that may change the organizational performance. Employees also give human capital inform of giving ideas towards refining the idea for it to become more effective for the whole organization. This has played a major role in encouraging potential innovators to come up with diverse ideas that has seen an increased competitiveness of the organization (Christiansen, 2000). For the management to increase creativity and innovation in the organization, they must create a good relationship with their subordinates. Many of the innovative ideas come from the low ranked employees. As a result, leaders should adopt open office policy to encourage employees t consult them when need arises concerning the idea (Christiansen, 2000). Second, the organization leaders should set aside funds that will help those with ideas to purchase all the necessary materials required to spearhead the idea(s). Funds have been the greatest setback towards innovation therefore; availability of the funds will encourage employees to come up with ideas that will improve the organizations status (Christiansen, 2000). The management can encourage innovation through giving out incentives. In case an employee comes up with an innovative idea and it brings change in the

A frosty rime Essay Example for Free

A frosty rime Essay Early in the book the reader is encouraged to take a negative view of Scrooge through the following type of descriptions And even Scrooge was not so dreadfully cut up by the sad event, but he was an excellent man of business on the day of the funeral, this quotation shows that Scrooge is so cold and disrespectful that he would prefer to attend his business than go to his sole friend, and partners funeral. He was supposed to be the sole mourner at Marleys funeral, which makes you pity Marley that no one was mourning his death and despise Scrooge for being so mean and not paying his respects to his dead friend and partner. Dickens paints a picture of Scrooge in your head with a string of rapid adjectives such as a squeezing, wrenching, grasping, scraping, clutching, covetous, old sinner! This use of negative descriptive language immediately creates an image of him, which makes the reader dislike him. Dickens uses words that relate to cold in his descriptions of scrooge, The cold within him froze, A frosty rime, chill, No wind that blew was bitterer and so on. He uses the word cold to put forward a view of Scrooge as a dark, cold, bitter person, and often reminds us of this by using these words throughout the beginning of the text. In fact between the pages 11 and 13 there are at least 30 words that are associated with the word cold. Most people enjoy Christmas but not Scrooge, whats Christmas but a time for paying bills without money; a time for finding yourself a year older, but not an hour richer; a time for balancing your books and having every item in em through a round dozen of months presented dead against you. This outburst of bad points about Christmas shocks the reader. How can anyone despise Christmas so much? This makes you question whether he has any emotions at all. We feel even more against Scrooge when he asked why his nephew got married and in reply his nephew answered, Because I fell in love. Then Scrooge replied, as if that were the only one thing in the world more ridiculous than merry Christmas. So for all the romantics out there this is a very cold, heartless thing to say. There is a complete dichotomy between Scrooge and his nephew one a kind, caring, cheerful man the other a cold, greedy, lonely man Scrooge said one of the meanest comments in the book after being asked to give a donation to the poor. He asked whether prisons and workhouses were still open and why the poor werent there. The men answered, Many cant go there; and many would rather die. And Scrooge said spitefully, If they would rather die they had better do it, and decrease the surplus population . At this point we have developed strong negative emotions and thoughts towards Scrooge. Even though the beginning of the story is packed with negative feelings about Scrooge there are some points where you sympathize with him Nobody ever stopped him in the street to say, with gladsome looks, My dear Scrooge, how are you? When will you come and see me? This partly explains why he has turned out the way he has as he is very lonely. This leads us to reflect on his childhood. He had a very lonely and neglected childhood, A solitary child, neglected by his friends, is left there still. You cant neglect children (this was a serious issue in Victorian Britain) and expect them to grow into caring adults. There are clear parallels between the lonely Christmases of his childhood and Scrooges current lifestyle, solitary as an oyster, thin lips blue. We understand and sympathize with Scrooge when the ghost of Marley haunts him, Marleys ghost is a stereotypical Victorian ghost, rattling chains, wailing etc. Most people would be scared if his or her dead partner and friend came back to them as a ghost. So was Scrooge although he makes out he had no emotions, Scrooge trembled more and more. Marley tried to warn Scrooge not to make the same mistake he did, I am here to-night to warn you, that you have yet a chance and hope of escaping my fate. Yet Scrooge still refuses to listen which shows he is stubborn, I I think Id rather not, But we can understand this, as he is very scared. In stave four we are looking through scrooges eyes at people who are criticising him. We sympathise with Scrooge when the men are discussing the dead man who we assume is Scrooge. We assume this because they imply the person is very stingy even when dead, Its likely to be a very cheap funeral. And that he is rich What has he done with his money. These men are very hypocritical. They are very rich yet they are bickering over Scrooges wealth. These men are mocking and laughing at this dead man and then considering just going to the funeral if food is provided, I dont mind if lunch is provided. This quotation shows that they have no respect for this man and makes us pity him. In the final stave there is a lot of humour behind Scrooge. He has become a kind, giving, joyful man, I am as light as a feather, as happy as an angel, as merry as a schoolboy. I am as giddy as a drunken man. This quotation makes us laugh at Scrooge, but also with him. The reader shifts his emotions and sympathies for Scrooge from disliking him at the beginning of the book, to not being bothered what happens to him towards the middle and finally sympathizing with him by the end.

Non Monetary Incentives in the Workplace

Non Monetary Incentives in the Workplace Mr. Ignacio Falgueras Sorauren conducted this research in 2000 in which he investigates the problem related to motivation in organizations. Actually this problem occurs when people tend to follow their own interests rather than firm s common goals. Primarily author try to address this problem by giving them some economic proposals but the study showed that economic proposal doesn t decrease conflict of interest and not able the people to purse firm s common goal rather than follow their personal interest. These economic proposals further create more problems but after that researcher through thorough study reveals that non-monetary incentives are most important to motivate people towards organizational goals because money is not the solution of every problem. As you can find lot of variables in this article, but with respect to my topic Motivation through monetary and non-monetary benefits help me to identify the dependent variable as organizational goal and independent variable is Employees interest towards job and their motivation towards organizational goals . So it shows that organizational goal is dependent on employee s interest towards job and their motivation towards organizational goals through some non-monetary incentives. Apart from monetary benefits there is a strong need of non-monetary benefits to purse employees towards firm common goals. Some non-monetary benefits include making job challenging and interesting so in this way they know what they are doing and produce positive results for the organization. In order to make job interesting and challenging money would not always play a big role because money is neither the motivator nor the major one. Researchers reveal that most of the time money leads to conflict of interest and the most important opposition of money is its incapability to reduce the conflict of interests born in any organization. So organization needs to set a common goal communicated with their employees, thus enables them to bring unity among their employees and in this way conflict problem has also resolve. Non-monetary incentive in shape of communicating organizational goal and setting targets for the team, make the employees to work for organizational interests rather than pe rsonal interest. This article is extremely relevant to my topic which helps me to understand that non-monetary incentives have great role to play for the achievement of organizational goals. Through these incentives inject motivation in employees to prefer organizational goals over their personal interest. Along with that the best way to motivate people is treating them as human beings because it is really essential to consider all human aspects to gain excellent results. Article 2 Judy Cameron., W. David Pierce. (1994). Reinforcement, Reward, and Intrinsic Motivation: A Meta-Analysis, Vol. 64, No. 3. Retrieved from http://www.jstor.org/stable/1170677 Two Researchers Judy Cameron and W. David Pierce wrote a research paper titled as Reinforcement, Reward, and Intrinsic Motivation: A Meta-Analysis in 1994 to examine the effects of reinforcement and reward on intrinsic motivation. So in this paper they have conducted 96 experimental studies from different groups to compare rewards and non-rewards effect on intrinsic motivation. In this article I found Intrinsic Motivation as dependent variable, whereas reinforcement and rewards are independent variables. Thus, it shows that in order to bring intrinsic motivation there is need to be some good reinforcement and rewards. As I mentioned above they conducted 96 experiments and the results showed that reward does not decrease intrinsic motivation. Intrinsic motivation is the motivation that comes from inside the person and he gets pleasure while doing job or performing any particular task. When researcher scrutinizes the communication process he finds out that intrinsic motivation can increase through verbal praise. The reward is given to an employee on the completion of the task and it has an insignificant negative effect on intrinsic motivation as measured by the amount of time spent on the task. Because that person is self motivated so there is no need to give any rewards to that person but on the other way around concentration of employee s increases towards there job and they try to do the same task in shorter span of time and also in this way bring the efficiency in their work and higher intrinsic motivation. They further conducted five more studies about reinforcement and results reveal that rein forcement does not effect any individual intrinsic motivation. So it shows that you can reinforce your employee regarding the completion of job and that will not hurt their intrinsic motivation. In the end article leave us with one question it is not clear yet what effect reinforcement or reward have on intrinsic motivation. They consider some studies have opposing trend and not relevant because of outside of the researcher paradigm. This article is highly relevant to my study on motivation through monetary and non-monetary benefits. As intrinsic motivation does not increase when employee gets a reward but some times brings efficiency. Whereas reinforcement does not hurt employees intrinsic motivation so intrinsic motivation has a mix trend with respect to benefits. Article 3 Scott Jeffery. The Benefits of Tangible Non-monetary incentives, Retrieved from http://www.businessgroupinc.com/PDFs/The%20Benefits%20of%20Tangible%20Non%20Monetary%20Incentives.pdf Mr. Scott Jeffery the writer of the article which is titled as The Benefits of Tangible Non-monetary incentives talks about that some tangible non-monetary benefits are much more motivational for employees as compare to monetary incentives. And by doing that we can bring better reward system through which the organization easily gains their desired Objectives. One thing we have to keep in mind that in order to increase more performance, non-monetary incentive must be equal or greater than cash incentives because if you provide lower value non-monetary incentives that might be not as effective as high value cash incentives. In this important article I establish tangible non-monetary incentives as independent variable where as motivation is our dependent variable. Therefore motivation in employees is depending on your independent variable non-monetary incentives and this statement sounds true because there is high probability of bringing motivation in employee s trough non-monetary benefits. There are some very important points discussed in this article like, nowadays organizations use very small amount of tangible non-monetary benefits which are very small percentage of total employee compensation. In this research researcher discussed some explanations through which we get an idea that nowadays firms are not using this kind of incentives. Psychological process which increased motivational power of tangible non-monetary incentives is both emotional and cognitive (involves mental process). As you get to know about the power of tangible non-monetary benefits and when these two different cognitive and emotional processes gets together this mean that they toil together in decision making. Justifiability is cognitive because people have to consider the difficulty they have face in order to justify the purchase of tangible non-monetary benefits. On the other way around the nature of these justifiability concerns are more effective. The writer mentioned in this article that th e prize which is earned on the basis of good performance makes an employee to think about his achievement, consider as a cognitive process and even have a higher utility when other people get to know about your achievement. So, it shows that motivation or organizational goals are our dependent variables, whereas non-monetary incentives are independent. So I can conclude the article by saying that tangible non-monetary incentives boost employee motivation and has the ability to improve the efficiency of the organization. The article is highly relevant to my research which helps me to understand the role of emotional Psychology in order to motivate employees and how it enables the organization to achieve their desire goals. Article 4 Rizwan Saleem. (2005). A study on the effect of monetary Benefits (pay) and work motivation on job satisfaction. Retrieved from http://papers.ssrn.com/sol3/papers.cfm?abstract_id=1529064 Mr. Rizwan Saleem from Mohammad Ali Jinnah University in 2005 wrote a research paper titled as A study on the effect of monetary Benefits (pay) and work motivation on job satisfaction . This study is conducted from the banking sector with respect to understand the effect of pay and work motivation on job satisfaction. For that they done exploratory research by developing the questionnaire in order to measure the level of pay, work motivation, and job satisfaction as well as achieve the effect of pay and work motivation on job satisfaction. In this article I discover dependent variable as Job satisfaction where as monetary benefits and work motivation is our independent variables. This means that job satisfaction is depending upon monetary benefits that employee is getting and along with that how well the employee is motivated towards the job. So the combination of both helps to achieve Job satisfaction for an employee. As the study showed about the psychology of human mind regarding job satisfaction is that person is self motivated to do that job or task and gets pleasure while doing that job. The rule of the thumb is that the more satisfied the employee, the higher the organizational performance. Further research reveals that there is a difference between intrinsic and extrinsic motivation. In this article intrinsic motivation is defined as the motivation to perform an activity in order to experience the pleasure inherent in the activity. The cognitive evaluation theory says that rewards interpret an employee s competence and determine their intrinsic motivation. In this article we conclude that pay is independent variable and job satisfaction is depending upon it. Facts reveal that extrinsic incentives often crowd out intrinsic motivation which then reduces discretionary effort of workers. Research has revealed that motivation has different intrinsic and extrinsic motivation. According to Deci, Connell, Ryan intrinsic motivation can be defined as the motivation to perform an activity for it, in order to experience the pleasure and satisfaction inherent in the activity. According to cognitive evaluation theory and self determination theory it is rewards that are interpreted as information about one s competence and satisfy individuals need for autonomy, will enhance intrinsic motivation. In this article we conclude that pay is independent variable and job satisfaction is depending upon it. According to experiential facts, extrinsic incentives often crowd out intrinsic motivation which in turn reduces discretionary effort of workers. Researcher also found that overall the employees were satisfied with their jobs and have their interest in their job. By employing these two independent variables showed that job satisfaction comes automatically and study also proves that i n this way employees were more motivated to work for the organization. This article is relevant to my study in a sense that how motivation along with monetary benefits creates job satisfaction for an employee. It helps me to understand that monetary benefits also play a vital role in order to motivate employees and enhance their job performance. Article 5 Thomas Li-Ping Tang., Randy K. Chiu. (2003). Income, Money Ethic, Pay Satisfaction, Commitment, and Unethical Behavior: Is the Love of Money the Root of Evil for Hong Kong Employees?, Vol. 46, No. 1. Retrieved from http://www.jstor.org/stable/25075086 Mr. Thomas Li-Ping Tang and Mr. Randy K. Chiu in 2003 through empirical study come up with a research titled as Income, Money Ethic, Pay Satisfaction, Commitment, and Unethical Behavior: Is the Love of Money the Root of Evil for Hong Kong Employees? . The research scrutinize a model involving income, the love of money, pay satisfaction, organizational commitment, job changes, and unethical behavior among 211 full-time employees in Hong Kong, China. In this article I found Organizational commitment as a dependent variable whereas pay satisfaction monetary benefits and love of money are independent variables. So pay satisfaction and good monetary benefits enable the employees to meet the organizational commitment. The study shows quite a few relation between important variables, to mention a few important ones it showed that love of money was negatively related to income and pay satisfaction and the love of money was also negatively related to ethical behavior which means that if you have a strong love for money you cannot easily resist unethical behavior. Pay satisfaction was positively related to organizational commitment. These relations show that income or money is not the cause of evil but the lust for money is the root to all unethical behavior within an organization. It has been highlighted in the article that the findings of this research shouldn t be interpreted that money is an evil as money itself is a key motivator for employees. There has been an increase regarding the importance of money as a career goal.Pay dissatisfaction has numerous undesirable consequences, e.g., turnover, theft, workplace deviance, and unethical behaviors in organizations and might have direct impact on com pany s strategic decisions and image. So there is need to provide good pay and monetary benefits to your employees in order to get the desired objectives. This article is related to my topic in a sense that by providing good monetary benefits to your employees, you eliminate the negative consequences such as high turnover, theft and dissatisfaction this further help them to meet the organizational commitment. Article 6 Hoimonti Ganguly. (Oct., 1974). Role of Status and Money as Motivators among Middle viromnmManagement, Vol. 10, No. 2. Retrieved by http://www.jstor.org/stable/27765445 Ganguly has conducted a research on the relative importance of Money and status on the motivation level of the middle managers of an organization. The study aimed at measuring the effect of both money and status separately on the commitment level of the employees and then to see which one is more important. Research revealed that status plays a more important role than money for middle managers and this is explained by the fact that the lower-end needs of the middle managers are reasonably fulfilled thus their satisfaction from the job will increase more if their status is improved as compared to the same increase in monetary reward. Money and most importantly Status are the independent variables of the research and the dependent variable is the motivation of managers towards the organizational goals. It has been observed that the correlation between status and motivation is particularly strong in case of middle managers. So it shows that in order to achieve organizational goals and motivate people towards their assigned task, there need to give them a status or position in the company that status is going to be self motivator. It has been further observed that the findings of this research hold true across all the stratifying variables like age, income, experience and qualification thereby strengthening the credibility of the research. The research also shows that younger managers are particularly sensitive to status. Managements that are trying to raise the motivation of its employees towards the organization goals should try to cultivate a corporate culture that meets the managerial needs of status. The research was further taken to define the different components of status and it was revealed that intrinsic factors like power, self-esteem, and self-actualization were important in defining status, rather than extrinsic incentives such as fringe benefits and white-collar work. Another important thing that should not be overlooked is that that status is to a great extent defined by the type of work assigned, task performed and result achieved. It has been suggested that linking status with performance tend s to improve motivation greatly. This article supports my topic in a way that motivation of middle level managers is not only depending upon the monetary and non-monetary incentives but also depend upon the higher status which is one of the non monetary reward. However it s crucial to take into consideration the different components of status which may vary from organization to organization. Article 7 S. K. Bhatia. (Jan., 1985). Job Motivation of Executives: An Empirical Study, Vol. 20, No.3. Retrieved from http://www.jstor.org/stable/27768826 Increased motivation of the executives of an organization is very essential for its success not only because they make all the strategic decisions for the firm but also because of the fact that they influence and motivate all the employees working under them. S.k.Bhatia conducted empirical research on the job motivation of the executives. In the study he has aimed to identify a wide variety of factors that affects the motivation level of the executive and the importance they attach to these factors. He has conducted the research by primarily using surveys as his research tool. The article highlighted that monetary benefits, better job security, good working environment, job content, recognition, work-itself, responsibility, opportunity for growth and advancement and sense of achievement are significant factors that should be considered while making policies to increase motivation for the executives. I t has been observed that job content plays a very significant role in determining the level of satisfaction. Majority of employees who find their work duties boring and not contributing towards their advancement tend to have lower levels of motivation where as the ones who were satisfied with their job content directly derived job motivation and were more than willing to bend their energies for organization s benefit. Apart from the job content majority of the respondents answered that a positive perception of the executives is really important. Positive perception was a factor that was further researched upon by Bhatia and it was revealed that it encompasses a wide variety of factors, some of them that the employees mentioned were recognition, responsibility, opportunity for growth, work-itself, advancement, sense of doing good for the society and a sense of achievement. In this article Perception of the job is considered as a very vital factor controlling and defining the motivation of the executives thus in this empirical study it is taken as an independent variable which is determined by a wide variety of factors and vary from person to person and the variable that is dependent upon the perception of the employee is the job motivation. This means if the person changes his perception about their job and particularly if it changes in positive manner than organization performance definitely increases. Perception of the job is considered as the most significant psychological factors identified by all the Motivational theories. The findings of the research make it imperative to lay emphasis on intrinsic motivating factors identified by Herzberg in his two-factor theory. Along with that there is the marked difference in the degree of perception of executives belonging to three categories (i.e. first level, second level and middle level and above).The general trend is that higher the category of executives, the better the degree of perception of job and consequently the higher level of motivation. A large majority of executives are willing to shoulder greater level of responsibility showing their positive attitude towards the job. In the same way a large percentage of the survey population responded that they do not experience stagnation in their jobs and thus get enough opportunities for advancement in their careers which meet their need of self actualization. However on the other end of the spectrum are some respondents who said that they are over burdened and experience less opportunities for growth and advancement. Some first level executives complain that they need more training courses to improve their abilities. The executives have given useful and practical suggestions for bringing about an overall improvement in their job performance and functioning of the respective departments. Article 8 Harvey S. James, Jr. (2003). Why Does the Introduction of Monetary Compensation Produce A Reduction in Performance? Retrieved from http://papers.ssrn.com/sol3/papers.cfm?abstract_id=481942 Mr. Harvey S. James conducted the research in 2003through which he tries to find the answer of the question that why monetary benefits lead to decrease in performance. Through his observational study he revealed that extrinsic incentives usually crowds out intrinsic motivation. This article demonstrates that how the increase in monetary incentives starts displacing intrinsic motivation to act in the interest of principal. And basically they found out that the motivation of the person distracted when his intrinsic motivation is attacked by extrinsic incentives and in this way his preferences, objectives diverted towards incentives. In this article intrinsic motivation is our independent variable whereas explicit incentives is a dependent variable. It is observed that lot of people want to work without explicit incentives and when you increase their monetary benefits it will lead to decline in their effort. This change of effort takes place because now his motivation towards work is dependent upon extrinsic incentives e.g. lot of employees are interested towards certain job but there is a prize for one, then each and every one of them try to dominate each other and start working for personal interest rather than organizational interest. This decline in responsibility shows that there is a tradeoff people face either by intrinsically satisfied at a higher cost or get extrinsic satisfaction from being compensated. But on the other way around when the people have strong intrinsic motivation then it becomes difficult for explicit incentives to crowd out intrinsic motivation of people. Further he explains that teaching uncritically to workers in the interest of organization; incentives are also align if the workers work according to organization interest and such thing might be lead to counterproductive.Murdock s in 2002 through its analysis revealed that incentive contracts and intrinsic motivation are complementary because focusing on healthy work ethics rather than organization interest is followed by most of the organizations these days but on the other way around by giving these incentives increase the intrinsic motivation. And the major cause behind these kinds of incentives is to increase organizational efficiency and to produce the best result for the organization. This article is highly relevant to my study through which I come to know that the basic purpose of incentives is to employee s motivation towards organizational goals but most of the time it proves wrong for highly intrinsic motivated people, on the other way around author says that sometimes extrinsic incentives don t crowd out intrinsic motivation as well. Article 9 Dan Ariely, Anat Bracha, Stephan Meier. Doing Good or Doing Well? Image Motivation and Monetary Incentives in Behaving Prosocially. Retrieved from http://papers.ssrn.com/sol3/papers.cfm?abstract_id=1010620 This article titled as Doing Good or Doing Well? Image Motivation and Monetary Incentives in Behaving Prosocially written by Dan Ariely, Anat Bracha and Stephan Meier. This paper scrutinize image motivation in which the focus is to be liked by others and treated well regarded, in their eyes. Prosocial behavior (doing good) is one of their drivers. Also determine whether extrinsic monetary benefits (doing well) have unfavorable effect on Prosocial behavior because of crowding out of image motivation. According to definition image is the presentation of ones behavior to other people. So this exclusive property showed that image is most important part of motivation to behave prosocially. Research also showed that when extrinsic motivation relate with image motivation then it is less effective in public than in private. I derive Motivation and extrinsic motivation as dependent variable whereas monetary incentives and behaving prosocially are dependent variable. It is revealed in the study that motivation is crowded out by monetary incentives which illustrates that monetary incentives are counterproductive for public prosocial activities as compare to private one. Through exploratory research researcher finds out that there hypothesis supports them because monetary incentives severely depends on visibility, monetary incentives are much more effective helping them privately rather than publicly Prosocial activities. As we know extrinsic motivation is a motivation that comes from outside of an individual and other way around people wants to be seen doing good without extrinsic incentives, these people want to be respected in the eyes of other people, they want other people to appreciates them and to consider them they are doing good job. But with extrinsic incentives there motive to work well deteriorates because extrinsic incentives makes them work for money or some other factors but they don t want people to consider that they are doing well . so in this way they are not get effective and their image value decreases. The signaling element of a product greatly influences its purchase thus if the government gives a subsidy on a particular technology that is environment friendly then the fact that whether the particular product is a publicly used product or not will greatly influence the buyers motivation to buy the product. The purchase of the environment friendly technology will confuse the buyer that how does his purchased is viewed by the public, is that made because the buyer is genuinely concerned about the environment or is it just to avail the tax benefit or is it bought just to create an image that you are a responsible citizen. Thus the government should carefully consider all its policies and should take into account the unintentional damage to signaling that their policy results in. Another option for providing the extrinsic incentive is to provide it without making it public, it will give the same effect as if the extrinsic incentive does not exists. This could be further elaborated by using the example that most of the donors for social causes do not make their identity public so that the signaling effect does not crowd outs their true cause. To conclude it is better to have less extrinsic incentives for visible Prosocial activities so that these incentives do not erode the moral aspect. This article is highly relevant to my study which gives me further knowledge about the effect of extrinsic incentives on motivation and if the person is not extrinsically motivated he wants to appreciate and considered that he is doing a good job. So different people is motivated through different ways. Article 10 Andrew Ballentine., Nora McKenzie., Allen Wysocki., Karl Kepner. The Role of Monetary and Non-Monetary Incentives in the Workplace as Influenced by Career Stage. Retrieved from http://edis.ifas.ufl.edu/hr016 This article titled as The Role of Monetary and Non-Monetary Incentives in the Workplace as Influenced by Career Stage written by Andrew Ballentine, Nora McKenzie, Allen Wysocki and Karl Kepner. In the corporate environment manager these days constantly trying to create strong motivational environment in the organization through which all the workforce work towards the organizational goal together. For that they use monetary and non-monetary benefits to motivate them in workplace. There can be diverse kinds of monetary benefits which have a similar impact on associates. An example could be a mutual fund is one of monetary benefits provided through company insurance program or pension plans. Different people in an organization has different needs and there are different incentives for the employee of different age group. Nowadays organizations are replacing their traditional motivational incentives to newer ones according to the needs of younger generation. Along with that article also states that there are different monetary and non-monetary benefits at each stage of employee career e.g. a nature of an incentive is different for higher management of organization hierarchy as compare to lower level management. So I derive dependent variable as motivation, interest, and job satisfaction whereas career stage and Generation in which you born are Independent variables in this article. The basic reason of monetary benefit is to reward the employee s for excellent performance in their job by giving them money. Profit sharing, stock options, project bonuses and warrants are some types of monetary incentives. On the other way around the rationale behind non-monetary incentives is to reward the employees for excellent performance in their job by giving them opportunities. Flexible work hours, pleasant work environment and training are some of the examples of non-monetary benefits. Furthermore author also revealed that monetary and non-monetary incentives differ in the efficiency, functions and correctness depending upon the nature of incentive. Another researcher Alfie Kohn in 1993 presents his point of view that monetary incentives encourage Obedience to the work in an organization rather than risk-taking approach because most rewards are given on the basis of performance and people don t want to take risk their jobs. So in this way employees are not encouraged from being creative in work place. One of the most important aspects of the study is desired monetary incentives differ from career stage of employee and also from which generation he belongs to. Survey conducted by American Association of Retired Persons has shown that retired people are motivated to work for flexible schedules, part time hours, and temporary employment and they are known as Mature workers who were born between 1930 and 1945. Whereas baby boomers those who were born between 1946 to 1963 wants retirement planning , flexible retirement options, sabbaticals and job training as their non-monetary incentives. Further the next generation Generation X ers those who were born between 1964 and 1981 like flexible work schedule, professional development, feedback, tangible rewards and work environment as their non-monetary incentives. And Generation Y ers those who were born after 1982 wants flexible work schedules, professional development, feedback, tangible rewards and work environment as their non-monetary incentive to get motivated. This article is highly relevant to my research; it increases my understanding that motivation is different for different people. We have to give different non-monetary incentives to different generations and employees of different career stages to motivate them about specific task. Hypothesis Tentative Hypothesis: Ho: Monetary Benefits increases more employee motivation than Non-Monetary Benefits at an organization H1: Non-Monetary Benefits increases more employee motivation than Monetary Benefits at an organization Ho: there is no significant relation between communicating organizational goals and employee motivation level H1: there is significant relationship between communicating organizational goals and employee motivation level Ho: there is no significant relation

The impact of conflict on Somali women

The impact of conflict on Somali women Somalia was formed by the union of Italian Somalia and the British Somaliland protectorate, after gained independence in 1960. The main legacy of colonial rule was a centralized system of government which the military, under General Mohammed Siyad Barre, seized in 1969, after nine years of democratic elections and amid accusations of corruption. Barre adopted an anti-tribalism policy of scientific socialism advocating popular participation through local councils and worker committees.. It has been now without a central government after its last president Despot Mohamed S. Barre fled the country in 1991. Following, the fighting among warring groups and clan leaders resulted in the killing, raping, and displacement of the Somali community in whole especially in Mogadishu and Baidoa that led hunger of thousands of persons, which made later on an Intervention led by the United Nations peacekeeper. Due to, without central administration system for the last four decades, and still the country is under different factional leader, thought there is a so called Somali federal government, but it controls less than 30 percent of the capital of the country and at the sometime, according to UNICEF Reports of 2010 indicates that the half of the population of estimated 3.6 Million people lives in a state of humanitarian emergency and over 1.5 million is burdened by violence and instability, extreme poverty, food insecurity due to drought and high prevalence of child protection violations, especially recruitment and use of children and youth in armed conflict as well as other form of sexual violence . Surprisingly the regions which called themselves by a state that succeeded from the rest of Somalia, like the Somaliland, have achieved a lot in aspects including political, security and economical development. Somaliland has achieved many things that are including the recent free and fair election which was historically and that same in took place in 2003, April 14. With the emphasise on Security council report that states the presidential election- took place in Somaliland on 14 April 2003. That the three candidates representing three political parties were Somalilands incumbent -president, Dahir Riyale Kahin of the allied peoples democratic party (UDUB); Ahmed Muhammed silanyo, a veteran politician of the solidarity party (Kulmiye); and Faysal Ali Warabe, a civil engineer from the diaspora, of the justice and welfare party (UCID). On the 19th April the national electoral commission announced that incumbent president Dahir Riyale had won the election by a margin og 80 votes out of almost 500,000 cast. and the recently election took in 26th June 2010 peacefully according the report issued by IRI-International Republican Institute Somaliland citizens remain committed to developing democrati c institutions and carving out a peaceful, self-sufficient nation in the Horn of Africa.   For Somalilanders, the upcoming presidential election  is a crucial step in their nations democratic development.. However with this discussion the paper will look deeply in the case Somalia conflict and will it narrow toward the women regardless which situation they are the pre and post conflicts. The Conflict, Political and Security Impact on Somali women This paper will focus the political history of Somali conflict, and this was very clear that the fighting had begun in the late 80s was mainly limited to the north. Where then the civil war spreads toward the south and middle regions including the capital of Mogadishu until the fighting engulfed the whole country. Resulted the overthrown of Barres regime in January 1991. Somali was under military regime that has been leading the country from 1969 to 1991, creates a platform of balanced gender in Somalia, and number of international conventions were adopted relating to the rights Somali women including the convention of the elimination of all forums to discrimination against women, but none has been signed or ratified. Somali women were enjoying at that time their roles as a citizen. Barres administration issue law that made both gender to be the same under the law, and give the women same right and opportunity as men do and that led women to became and hold such as the highest ranks in the administration, their ranks were varies from profession to profession such as colonels, pilots, ambassadors and as well as judges. This paper will argue that gender was equal under the Somali law thought there was a cultural and religion misconceptions within the Somali society that were in place. The emergencies situation discourses in Somalia due to the civil war and famine have created less struggles toward in the long and short-term on human development and the empowerment of women. The prolonged civil war, food insecurity and the Islamic secularism threat have turned into the women more vulnerable to political and economic insecurities than men. According to the June 2003 report of the Secretary General to the Security Council, which states that about 400,000 Somalis are refugees are in the neighboring countries while up to 370,000, are internally displaced have no basic human life support such as water, health and school facilities. Women and children are made the majority of the internally displaced persons living in camps within the country and as well the neighboring countries. While this paper argues that women became more stronger than they were, and the reason is that the life without the basic human support are entire critical to the human life to lives and the females faces daily such horrible man-made disaster and that they undergo daily consequential problem, which made them to be very strong and endurable to condition. Somali women become more productive as their husbands, brother and sons joins the warring militias and being absent in their supporting, and with this reality women have gained greater responsibility in the micro economy in the country. Of course the larger businesses are controlled and run by men, but Recognition by women of the necessity of petty trading has also led to some co-operation, including that between women from different clans which will be important in future periods of peace and reconciliation. Women have pooled their resources and strengths, increasing the potential of their livelihood strategies. Women with some education assist illiterate women and groups have established small co-operatives. In many cases women are forced to hire men, often relatives, to protect their stores, sleep in shops and warehouses, activities which are socially precluded for women (Bennett et al 1995). Human rights violation and the violence against women The challenge of civil war can be summarized as follows. Civil war imposes high costs on the warring people, especially the poor countries, and will impose even higher costs on future generation. It effects on education, health and infrastructure of the country, but it is wisely agreed that civil war causes not only destruction and wiping out of a complete generation, but also the impact on the sustainability on human and economy development. The wars are key that creates the human right abuses, violence against human and deeply effected on women and children, and it is therefore, widely known that militias and other gunmen in Somalia rapes women and girls of opposing clans and other vulnerable groups, particularly the internally displaced people such as the minority group of Bantu, Midgan, Tumal, Yibir, Bravanese and also wealthier Benadiri communities and according to a report issued on Wednesday 24 November 2010 minorities such as the Bantu and Gaboi suffer even more than the gene ral population in war-torn Somalia, and this recently published news report reveals that, these groups suffer abuses including summary executions, beheadings and rape. This because they are not protected by the traditional powerful clan structure, quoted from the minority right group international. The Mark Lattimer, the groups executive director, point out that the worst is definitely in south central Somalia, where much of the territory is more controlled by al shebaab, by Islamist militia, there are acute human rights abuses, including a great problem of the curtailment of religious freedom. Many traditional Somali Muslim religious practices are being suppressed by al shebaab. Who follow a very exclusionary ideology; He adds that his group has noted widespread rape as well as executions, torture, forcible displacement and expropriation of land., and this is why the conflict has led decreased mobility for Somali women due to the threat and fear of rape . So that human rights abuses in Somalia are unaccounted for and those who pay the prices are the minority clans especially those who do not have support with strong clan or military strength. Women who have been raped suffer health issue related during their forced sexual assault. The stigmatization causes that the women cannot contacted or consulted with doctors after they have been raped, unless they have other serious injuries and this is a difficult to conceal by the doctor whether they have raped or not. Regarding to the Human right watch reports in 1994 that Somali women who have raped face not only the physical and psychological trauma of rape but also the likelihood of rejection by their families. The strong cultural stigma is attached to rape in Somalia. In numerous cases, families have begged UNHCR officials to take their daughter to another camp after she has been raped because of the stigma on the family. Somalia Gender relation in pre-conflict Somalia was distinguished of culture in which men are the most powerful social system and that creates the gap between the genders in the terms of economy and political involvement. Economic, security and rights This paper will examine, that the Somali people has the highest illiteracy rate, and it is estimated that eighty percent are illiterate where 17 percent of Somali children go to school and one in four men and 13 percent of Somali women are literate in todays Somalia. A total of 81 percent can neither read nor write (afrol news). And this indicates that Almost near now three generation of children has lost their education since the infrastructure collapsed in 1991. The causative of the gender inequality in the educational system has vividly increased, where twice as many boys compared to girls entering primary school due to cash impoverished families choose to invest in sons over their daughters. The other important issue that Somali community cannot survive economically is the narcotic chewing leave called Qaat. The Qaat has destroyed the relationship between the families and it creates that men usually consume this drug that they diverted the funds towards that addicted consumption. Women and peace building This paper examines the role and the participation of the Somali women and their traditional role. Traditionally in Somalia, women cannot stand for clans and are not even respected as a clan member that limits their involvement in the Somali political arena. On the other hand, this neutrality has given women greater opportunities to engage in cross clan coalition building. For example, at Arta Peace conference, women from different clan came together to form the sixth clan so women could participate formally in the peace negotiation. Hence the Somali people are oral societies, both men and women, are highly regarded as orators. Womens viewpoints are heard within the range of family and valued, even though, not frequently in community and public conferences. Women also lend a hand to the attempts for the peace reconciliation, by shaping the formal the ongoing peace and dialog processes, for example, marched up and down between the groups demonstrating and singing buraanbur or womens poems. Because, they are commonly have no problem and being envoy between the clans in the war. Somali women born naturally into one disputing clan and married into the other often deem loyalty for both clans and work firmly to lower tensions between them and at the same time women are dual connected morally with one tribe she is married and the one she born for, and this opportunity gives them to be free to move in the hostile areas. and their involvement in Somaliland reconciliation women did everything we could stop the bloodletting that dragged on for a considerable time. at the same time women were the wind behind the peace conference from A-Z in term of mobilizing the elders, in preparing the venue, the food, and in encouraging the participants to keep until the final peace accord was reached. So that they have all the credit in making peace possible (Dr Adan Yusuf Abokor, personal communication) beside, between the peace and hostilities participation, Somali women may work out the disputes at the family stage and ensuring good, decent and fair relationships between her daughters and their husbands. Somali women are very good at settling down family issue, when the situation sometimes reaches that the family to break out, giving the kids the priority and helping finding solution to the issue within the family. Culturally it is a womens role to provide for guests to her household, foods, and other necessary t hat guest need for their accommodations, travel etc and it is very skilful performance that women help and contribute to the needy families more than men in Somali society. On the other hand the reconciliation conferences which took place in Somaliland during 1992, have remained male dominated activities in which women did not take a direct role. According to Farah (1993), northern Somali women enthusiastically support local forums but this support is confined to providing tradition domestic service. In the south, where the UN have facilitated high profile peace conferences, women have been present. However, womens presence doesnt necessarily represent participation

Saint Luke Essay -- essays research papers

Luke was a doctor by trade, and an evangelist by fate. Contained within this gospel we see how much care to detail was taken in transcribing this gospel. A good deal research and energy were put into the minute details of this gospel. This can be attributed to the fact that he was a physician. His attention to detail was so great that his gospel contains Luke’s gospel contains 14 of the 20 miracles the gospels contain, moreover they contain all the parables in the gospels. Luke’s gospel was aimed at to Theophilus and Gentiles. Luke’s sources in writing this gospel were eyewitnesses to the life of Christ. It cannot be anymore apparent then is the first four versus in Luke â€Å"1 Since many have undertaken to compile a narrative of the events that have been fulfilled among us, 2 just as those who were eyewitnesses from the beginning and ministers of the word have handed them down to us, 3 I too have decided, after investigating everything accurately anew, to write it down in an orderly sequence for you, most excellent Theophilus, 4 so that you may realize the certainty of the teachings you have received.† When many people think of the story of the birth of Christ, many of us link passages contained in two of the gospels to create one large story. Many of us, by habit, blend the stories contained in Luke, and Matthew together. The book of Luke contains more information on the infancy narratives then the others. The infancy narratives in Luke are possibly one of the greatest gospels because it contains. The foretelling of John, his birth, and youth, the canticles of Mary and Elizabeth, the nativity of Christ, the visits from the shepherds, circumcision, facts of Christ’s childhood are all contained in the infancy narratives. Additionally this account encloses 4 major hymns. What is interesting to note is that the birth of John resembles the birth of Isaac in that Abraham and Sarah were older. Elizabeth, John’s mother is barren in her old age, after countless prayers from her, and her husband Zechariahs she finally becomes pregnant through the power of God. They know that this birth is a gift to them because the Angel Gabriel announced the birth to Zechariahs while he was praying in the altar. They know that John will be the forerunner and prepare the way for Christ. Six months afterward, Archangel Gabriel announces to St. Mary that she will conceive and bare a Son... ...dy of Jesus. By claiming the body it shows that Joseph supported Jesus. Joseph and the women Jesus served in Galilee wrap Jesus' in a linen and place him in Josephs tomb and a stone is rolled shut sealing the tomb note that Jesus wasn’t anointed because there was no time because of the Sabbath. Very early Sunday morning, the women went to anoint Jesus only to find the stone had been rolled away, they worried and an Angel said to them â€Å"Why do you seek the living one among the dead?6 He is not here, but he has been raised. Remember what he said to you while he was still in Galilee, 7 that the Son of Man must be handed over to sinners and be crucified, and rise on the third day.† 24:5-7 There is not that much text describing Jesus meeting the disciples meeting the Lord. This possibly can be attributed to the fact that Luke wrote the â€Å"Acts of the Apostles† which contains a good deal of information on the 40 days of the Lord after resurrection. Although little is known historically about Jesus’ birth, thanks to the work of Luke and the attention to detail we know more. The historical information about the crucifixion of Christ reaffirms the accuracy of the gospel according to Luke.