Executive Summary Of The Nestle Company Business Essay

Executive Summary Of The Nestle Company Business Essay Business is a never ending race and in the fast running world of business, there is variety of products and shops, showrooms, setups and etc. The main purpose of this report concerns the research managing conflicts in organization. The organization that is chosen for our research report is NESTLE. Data and observation analysis, recommendations for managing conflicts is also discussed. The methods used for collecting data for this report are surveys, questionnaires, personal observations, personal interviews, newspapers, internet etc. In the first section, we had given an introduction about the chosen organization NESTLE and then a brief description about nature of conflict in the organization and its various types and causes of conflict. The second section is consists of literature review, in which we had discussed the theories and research papers of different researchers where they explain about conflicts and its causes in an organization and moreover how an organization can prevent those conflicts with best possible solution. The third section comprises of research methodology, research nature, data collection techniques and sampling method. In section forth we have scrutinized the primary data by different graphical and statistical tools. In final section we have given possible conclusions along with recommendations. CHAPTER # 1 1.1: INTRODUCTION TO NESTLE Nestle was founded in 1866 by Henri Nestle with headquarters in Vevey, Switzerland. It has employed around 250,000 people and has factories or operations in almost every country in the world. It is one of the worlds biggest food and Beverage Companies. The Companys priority is to bring the best and most relevant products to people, wherever they are, whatever their needs, throughout their lives. 1.2: PURPOSE OF RESEARCH The purpose of the research is to find the variable which has leads towards conflicts in Nestle Organization. The main purpose of the research is, firstly, to identify the causes of conflicts in Nestle and, secondly, to manage conflicts in Nestle organization. 1.3: BACK GROUND OF THE STUDY All of us experience some type of conflicts in our daily lives. Tensions, antagonisms, and frustrations always occur when people work together. There are disagreements, perhaps even fights, between employees and the supervisor or between co-workers. Aside from personality clashes, people simply have different viewpoints about the way things should be done. The main purpose of conducting the research is to find out the conflicts, and finding the ways to manage and solve them in an organisation. In this context we have got the opportunity to conduct our research on one of the top organizations (Nestle). 1.4: DEFINITION OF CONFLICT Conflict is defined as the state of discord caused by perceived or actual opposition of needs, interests and values. A conflict can be internal or external. The concept of conflict can help to explain many social aspects of life such as social disagreement, fights between individuals, groups, or organizations and conflict of interests. In political term CONFLICT can refer to revolution or struggles, war, that may involve the use of force named as armed conflict. Without proper social resolution, conflicts in social settings can result in stress among stakeholders. When an interpersonal conflict does occur, the effect of it is often broader than two individuals involved, and can affect many associate individuals and relationships, in more or less adverse and sometimes even humorous way. Conflict as taught for graduate and professional work in conflict resolution which is defined as when two or more parties, with perceived incompatible goals, seek to undermine each others goal-seeking capability. One should not confuse the distinction between the presence and the absence of conflict with the difference between co-operation and competition. In competitive situations, the two or more individuals or parties have mutually inconsistent goals, either party try to reach their goals it will undermine the attempts of the other party to reach theirs. Therefore, competitive situations by their nature cause conflict. However, conflict can also occur in cooperative situations, in which two or more individuals or parties have consistent goals, because the manner in which individuals or party tries to reach their goal can still undermine the other individuals or party. A clash of values, interest, actions often sparks a conflict. Conflict also refers to the existence of that clash. Psychologically, conflicts exist when the reduction of one motivating stimulus involves an increase in another, So that a new adjustment is demanded. Even when we say, theres a potential conflict we are implying that there is already a conflict of action though a clash may not yet have occurred. 1.5: NATURE OF CONFLICT Conflict may constructively be viewed as resulting from differing belief systems, varied perspectives on the situation and values resulting from participants accumulated life experience and conditioning, differing interests and objectives. Effectively dealing with conflict requires the expression and management of participants varying interests, belief systems, perspectives and values. Through the integration of participants perspectives, belief systems, interests and values, conflict and conflict resolution play important roles in individual and social evolution and development. Conflict arises when one or more participants view the current system as not working. At least one party is adequately unhappy with the position, that they are willing to own the conflict and speak with the hope of being able to influence the situation to arrive at an improved condition. Conflict may be sight as a process we put ourselves through to attain a new condition and self definition. Through conflict we have opportunities to be artistically self-defining. If nothing else, conflict allows us in future to do things differently. Through the resolution of conflict, we can evolve and redefine ourselves, our community, our relationships our society and our world. 1.6: LEVELS OF CONFLICT 1.6.1: Inter divisional conflict Inter divisional conflicts exists between the perceiver and another individual within the organization. Although the other person does not need to be aware of the conflict, the perceiver of the conflict situation recognizes the present or future impact conflict can have on job performance. 1.6.2: Intra group conflict Intra group conflicts occur between perceiver and his or her immediate group within the organization. The immediate group can consist of work team, department or union. Whether fully or only superficially aware of the conflict issue, the perceiver realizes that the conflict can directly or indirectly affect job performance. 1.6.3: Inter group conflict It arises between the perceivers immediate group and another group within the organization. Again, the perceivers involvement may not be critical, but he or she must be aware of the situation and the potential impact the conflict can have on work performance. 1.6.4: Organizational conflict Organizational conflict is a state of disagreement caused by the actual or perceived opposition of needs, values and interests between people working together. 1.7: TYPES OF CONFLICT A conceptual conflict can rise into a verbal exchange or result in fighting.Conflict can exist at a variety of types. These are Community conflict Diplomatic conflict Emotional conflict Environmental resources conflict Group conflict Ideological conflict Interpersonal conflict Inter-societal conflict Intrapersonal conflict Organizational conflict Religious-based conflict and Workplace conflict . 1.8: CAUSES OF CONFLICTS 1.8.1: Authority relationship Authority Relationship conflicts occur because of the existence of strong pessimistic emotions, misperceptions or stereotypes, poor communication or miscommunication, or repetitive negative behaviors. Authority relationship problems often increase disputes and lead to an unnecessary rising spiral of destructive conflict. Supporting the secure and balanced expression of perspectives and emotions for acknowledgment (not agreement) is one effective approach to managing relational conflict. 1.8.2: Management style For any organization to be effectual and efficient in achieving its goals, the people in the organisation need to have a common vision of what they are determined to achieve, as well as clear objectives for each individual, group/ team and department. Management style also needs ways of recognizing and resolving conflict between people, so that conflict does not become so serious that collaboration becomes impossible. The management of any organisation needs to have ways of keeping conflict to a minimum and of solving problems caused by conflict, before conflict becomes a major obstruction to work. Management style helps to avoid conflict where probable and organizing to resolve conflict where it does happen, as rapidly and smoothly as possible. 1.8.3: Communication barriers: Conflict will be greater when barriers to communication exist. If parties are separated from each other physically or by time e.g.; the day shift versus the night shift-the opportunity for conflict is increased. To illustrate suppose a company employs only one plant supervisor, who works the day shift and leaves orders at the beginning of each week for the workers on the night shift. By the end of the week, how ever, these orders have been only partially carried out. The supervisor cannot figure out why. Obviously, the supervisor absence from the night shift has posed a communication barrier, which in turn causes decreased output. As Bryans, P, Cronin argued in 1984 that Space or time separations could promote isolated group interests rather than advance a common effort towards joint goals. 1.8.4: Personal factors 1.8.4.1: Behavioral The way emotional experience gets expressed which can be verbal or non-verbal and intentional or un-intentional. 1.8.4.2: Physiological Its defined as the bodily experience of emotion. The way emotions make us feel in comparison to our identity. 1.8.4.3: Cultural values Culture tells people who are a part of it, Which emotions ought to be expressed in particular situations and what emotions are to be felt. 1.8.4.4: Physical This escalation results from anger or frustration. 1.8.4.5: Verbal This escalation results from negative perceptions of the annoyers character. 1.9: WAYS OF ADRESSING CONFLICTS There are basically five ways of addressing conflicts which were identified by Thomas and Kilman in 1976. These are 1.9.1: Accommodation Ones party surrenders its own needs and wishes to accommodate the other party. 1.9.2: Avoidance Avoid conflict by ignoring it, changing the subject, etc. As an expedient means of dealing with very minor, non-recurring conflicts or Avoidance can be useful as a temporary measure to buy time. In many cases, conflict avoidance involves severing a relationship. 1.9.3: Collaboration Working together can find a mutually beneficial solution. Collaboration can also be inappropriate and time-intensive. When there is not enough respect, trust or communication among participants for collaboration to occur. 1.9.4: Compromise Finding a centre point where each party is partially satisfied. 1.9.5: Competition Take the ones point of view at the potential expense of another. It can be more useful when achieving the ones objectives outweighs ones concern for the relationship CHAPTER # 2 2.1: LITERATURE REVIEW Different researchers have published their reviews on conflicts in the organization. We are viewing two best reviews of the researchers articles. Mr. Philips in 1982 threw light on some of key conditions, which may lead to serious organizational conflicts; he gave his views in the book named as Community in Organization. According to M Phillips certain social relationships characterized various kinds of conflict behavior. Each one could occur in your work area. The more aware the managers are of these conflict settings, the better are the chances of correcting them and running a smooth operation. Mr. Philip identified communication as problem in his research. The causes of conflicts are structural factors, authority relationships, common resources, goal differences interdependence, jurisdictional ambiguities, specialization, status-inconsistencies, personal factors, communication, conflict management style, cultural differences, emotions, perception, personalities, skills and abilities, values and ethics. The researcher found a possible solution; it is obvious that a perfect communication system is unlikely. But also perfectio n like rationality will not be achieved; organizations do have mechanism by which they can attempt the communication system as clear as they can. Philips also suggested that there are such devices available which can reduce the distortion and complications in communication process and suggested that communication recipients should be aware of the biases of the message senders and protect their own counter biases as protection devices. James M Leif John M Penrose in 1997 in the book Business Strategies Skills 5th Edition explained the nature of organizational conflicts identify the causes of conflicts i.e. Structural Factors, Common Resources , Goal Differences , Interdependence ,    Jurisdictional Ambiguities, Inconsistencies ,Personal Factors Communication barriers, Conflict management style ,Cultural differences ,Emotions Perception, Personalities, Skills and abilities, Values and Ethics, Behavioral and Physiological Cognitive. The researchers say that it is possible to avoid conflict by having mechanism such as voting to make decision without the disagreement of consensus. They also find that behavioral regulation fail to match the individual need of employee, conflict is bound to occur. In 1995 B R Siwal in his research Resolution Strategies to Conflict describes that conflict is a necessary and integral part of effective problem solving and realistic discussions. It is core sound of decision making because disagreement is the best vehicle for enlargement the perspective, discovering alternatives, and motivating creative interaction among each member. The effects of disagreement, though, depend on how it is administer by team members. Conflict can be integrative and constructive or it can be distributive and disruptive. When mismanagement occur, conflict can demolish team effectiveness, when handled well it can deeply enhance the quality of team work and make members sense proud of their work in the team. Training in the nature of conflict and the ways of managing it is an imperative need of all the people who participates in problem solving groups, such as those that make up work teams. The negative association of conflicts wants to be dispelled and substitute with more practical conceptions that made the justifiable distinction between disruptive and constructive conflict. When team members see that conflict can be a positive strength in conversation, they are better prepared to take up effective proposal attitudes and behaviors in trouble solving situations. Further more the differences between integrative and distributive conflict can help them learn how their own behavior contributes to the atmosphere of the team which they belong. Davor Dujak in 2008 describes in his research that in every organization conflict encounters on a daily basis. The conflict cannot be avoided but it is probable to mange them in a way that we identify them on time. It is essential to constantly track the organizational signals which position to their existence. If Organization does not respond accordingly, this can lead to the condition that conflict itself manages the organization. One of the more important determinants of productivity, performance and efficiency and finally the job satisfaction is also the conflict as an independent variable of organizational behavior. By systematic research of organizational behavior we want to make a positive influence on the dependents variables, but first we have to realize and get a good approaching to the individual elements of organizational behavior. In 2004 Melanie Lewis describes in her research that if conflict managed poorly or avoided, it can be very costly to an organization. If managed well, conflict presents an opportunity to uncover significance and promote a healthy work place. Many organizations are finding that their conflicts management systems have been good by financial investments, generating a healthy return. In additional they are recognizing the value of many less substantial benefits (lower turnover, increased efficiencies, improved morale and improve public relations). A precise four phased process assessment, design, implementation, operation and evaluation helps organizations design effective conflict management systems to gather the maximum benefit of conflict system. Moreover this four phased approach strongly encourages the team actually to seek to understand and incorporate the needs and interests of all affected constituency, and creates an environment in which the benefits of the system can be effecti vely communicated, implemented and administered. In 2010 De Dreu C.K describes in his research that conflict is a multidimensional with both relationship and task forms. Hence it is expected that if they change the managing type of conflicts, it will plays an important role in organizational performance. While if organization did not manage good, the conflict will plays a negative role. However the researcher discussed only two types of conflicts in his research namely affective and task conflict in order to play better role in organizational performance. After studying the reviews of different researchers, we will take help from different researches but our group decided that we will follow the research of M Philip because they dictate information about factors which are important for identifying conflicts and understanding the meaning of conflict and how it influences the organizations internal environment in solving problems. CHAPTER # 3 RESEARCH METHODOLOGY 3.1: Research type: The type of research that we are conducting is applied research because it is conducted for a particular organization. Applied research is practical applicability of research tools on a particular organizational situation. 3.2: data collection We will be collecting our data by using two sources which are as follows. 3.2.1: Primary data Our primary data is collected through conducting interviews and designed questionnaires from managers and employees of Nestle. 3.2.2: Secondary data The secondary data is collected from past records of Nestle and books along with business articles to support our recommendations and suggestions. 3.3: Sample size During this survey we have taken responses from a Sample size of 30 which is further divided into two groups. We also conducted survey from 10 managers and 20 employees. The sampling type that we used is non random sampling technique because we want to get information from every third employee and manager of Nestle organization. Our survey is in questionnaire and interview form, so our questionnaires consist of open ended and close ended questions. We have conducted unstructured interviews, asked from the respondents to get more information. CHAPTER # 4 ANALYSIS 4.0: INTRODUCTION TO DATA ANALYSIS Data analysis is a practice in which the raw data is ordered and organized in order to extract useful information from it. The process of organizing and thinking about data is the key to understand what the data does and does not contain. There are varieties of ways in which people can approach data analysis, and it is infamously easy to manipulate data during the analysis phase to push certain conclusions. There are different methods for analyzing the data for example surveys, charts, frequency tables, graphs and personal observations etc. We have analyzed our data through frequency tables and bar charts. 4.1: FREQUENCY TABLE Frequency table is one of the important concepts in mathematical statistics and a good analyzing tool. A table divided into cells by category with counts for each category in each cell. It is a kind of display of a given data, in which the frequency of each data item is found. The frequency of a data item is the number of times it occurs in the data set. 4.2: BAR GRAPH A graph consisting of parallel, usually vertical bars or rectangles with lengths proportional to the frequency with which specified quantities occur in a set of data. A bar graph is a pictographic version of statistical data in which the independent variable can attain only certain discrete values. The dependent variable may be discrete or continuous. The most common form of bar graph is the vertical bar graph, also called a column graph. This type of display allows us to: Compare groups of data, and To make generalizations about the data quickly. 4.3: ANALYSIS OF QUESTIONNAIRES 4.3.1: FROM MANAGEMENT 1) More than the desired output of the employees make can be harmful to the organization?     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  a) YES b) NO Variables Codes Frequency Yes 01 9 No 02 1 Table: 4.3.1.0 Graph: 4.3.1.0 2) There is a free flow of communication among the employees:     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  a) YES b) NO Variables Codes Frequency Yes 01 10 No 02 0 Table: 4.3.1.1 Graph: 4.3.1.1 3) Employees are properly informed about decision taken?     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  a) YES b) NO Variables Codes Frequency Yes 01 7 No 02 3 Table: 4.3.1.2 Graph: 4.3.1.2 4) There is a consistency among the management policies:     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  a) YES b) NO Variables Codes Frequency Yes 01 8 No 02 2 Table: 4.3.1.3 Graph: 4.3.1.3 5) Key post should be through:     Ã‚  Ã‚  a)  Ã‚  Ã‚  Direct Appointment  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  b) Promotion Variables Codes Frequency Direct appointment 01 8 Promotion 02 2 Table: 4.3.1.4 Graph: 4.3.1.4 4.3.2: FROM EMPLOYEES 1) From how long have you been working in this organization?   6 months 1 year 3 years Or more than 3 years Variables Codes Frequency 6 months 01 4 1 year 02 2 3 years 03 10 Or more than 3 years 04 4 Table: 4.3.2.0 Graph: 4.3.2.0 2) What kind of boss do you like to work with?   Friendly Competent Leant Difficult Variables Codes Frequency Friendly 01 17 Competent 02 3 Leant 03 0 Difficult 04 0 Table: 4.3.2.1 Graph: 4.3.2.1 3) Which type of leaderships style do you like the most? Autocratic Democratic Variables Codes Frequency Autocratic 01 18 Democratic 02 2 Table: 4.3.2.2 Graph: 4.3.2.2 4) How does your management is doing the evaluation among the employees? Performance base Merit base Variables Codes Frequency Performance base 01 18 Merit base 02 2 Table: 4.3.2.3 Graph: 4.3.2.3 5) Which management level should be responsible for problems between employees? Choose any of the following Top level Middle level Lower level Variables Codes Frequency Top level 01 2 Middle level 02 17 Lower level 03 1 Table: 4.3.2.4 Graph: 4.3.2.4 Q6: How do you communicate the unforeseen problem with your manager or general manager?   Answer: Most of the respondents suggested that they like to meet the general managers directly for any unforeseen events. Q7: Do you think your organization should involve the employees in decision making? And why?   Answer: Most of employees consider that their managers are capable of taking right decisions and there is no need of involving employees. While few of them suggested that it can be a source of new and creative ideas. Q8: What can you suggest for a better management system?   Answer: Most of the employees have no idea about it. Few of them believe that friendly environment and better salaries can improve management system. 4.6: INTER ORGANISATIONAL CONFLICTS OF NESTLE The nature conflicts found out through the personal (unstructured) interviews and through questionnaire with the director the manager of NESTLE Peshawar are as follows: The first thing, which was found was the lack of training given to the employees, they said that in the organization, employees always have to work together in groups, and if some one feels that he/she cannot work within the group, then there is some problem with that employee, but at the same time they said that it is the organizations responsibility to teach the employees how to work together in groups through proper training. They mentioned that without training the organizations might face serious types of irresolvable conflicts, which are definitely not fruitful to the organization. The second main reason mentioned by the manager of the company was the Selection Biases, he said that selection biases may also lead to conflicts within the company, and these conflicts are normally personal as well. The manager said that if in cases the top management interferes in the process of hiring the employees, they might select the wrong person for the right job. On the other hand there may be serious conflicts going on between the manager the top management on the issues of authority and responsibility balance. Further if the manager takes big decisions like job confirmation, salary decisions, then, there may be conflicts, these must be taken by the top management. The manager of NESTLE also raised the point of communications problem. They believe that every informations must communicate from their tables.. If in any case any employee bypasses the manger, there may be a conflict between them. He also said that there is no need of any employee who bypasses the manager to access to the top management. Usually the organizations do have Coordinators who are directly answerable to the top management. He said that the manager will not be able to properly deal with him and conflicts between them will arise. The manager said that young unmarried employees usually indulge in office politics and make conflicts among the employees. According to him only married and experienced persons should be provided with the jobs. Racial problems also create conflicts among the employees. Bad attitude of the manager and arrogant nature of the boss is also one reason of conflicts. The manager said that effective person but highly cooperative person would be proffered in place of an efficient but uncooperative one. The manager presented the following ideas to prevent conflicts: Contractual Jobs Hire fire system. Authority to the manager Some of them had a bit different views. He held the middle managements capabilities responsible for the conflicts within the organization. He also said that there is no relationship between the authority and reasonability with the conflicts. He proffered the autocratic style of management in the beginning, but it should be shifted to the democratic style in the later portions. He said that although the centralized system slows down the process of working, but it will also decrease the conflicts between the employees. They said that, if you (Employee) have to be successful in the company, then you have to become a big YES SIR. He also mentioned that horizontal conflicts are more common. Super seeded persons normally indulge in making conflicts. He said that super seeded persons should be terminated in place of super seeding them. Dress code can experience the resentment from the employees due to Ethnic affiliations to some dresses. They was strongly in favor of Coordinator, he said that a coordinator channels the communication process between the manager and the top management. He also gave the following ideas to prevent the possible conflicts in the organizations: Promotions Clear line of Authority Not more than one employee from same Regional locations and same institutions/Universities. CHAPTER # 5 5.1: CONCLUSION The Organizational Conflicts is itself not a problem, but it is a serious symptom of some factors that are usually ignored while designing the organizational structures. From the literature review, theoretical framework, , taking samples (convenience) analysis of the data gathered, some factors are identified that usually are the root cause of the conflicts. Some of these are: Ethnicity Personal Jealousy Arrogant behaviors (low temperament) Communication problems Due to the nature of the issue the responses from the top, middle lower management were totally contrary with each other. For this purpose the structured interviews were conducted and intentionally the format of the questions in interview and questionnaires were kept same. That made the deductions possible by comparing the non verbal responses and the rephrasing the same questions two-three times to check the consistency of the replies. The ethnic issue is the most important and it justifies the hypothesis. Due to ethnicity no sampled branch has been successful in implementing the dress code yet. Even though, all the respondents favoured it. It is observed that employees belonging to NWFP are very low tempered. Their frequency of jobs switching is higher than o

The Tragedy of Domestic Violence :: Violence Against Women Essays

Domestic Violence towards women is a problem that is often overlooked by Society. Violence is defined by the Webster's Dictionary (p.755) as: 1. Physical force employed so as to damage or injure. 2. As an instance of violent action. If this is the case than why is it that so many women are beaten by loved ones each year and little or nothing is done to correct this violent and hostile situation? In this paper I will attempt to answer this question along will a slue of others which place women in these war zones each day. "The battered women is pictured by most people as a small, fragile, haggard person who might once have been pretty. She has several small children, no job skills, and is economically dependent on her husband. It is frequently assumed that she is poor and from a minority group. She is accustomed to living in violence, and her fearfulness and passivity are emphasized above all. Although some battered women do fit this description, research proves it to be false stereotype.''(Walker p.18) In fact most batte red women have highly lucrative jobs such as doctors or lawyers, Corporation executives and nurses. Most are heavy set women whose assets are controlled by there husbands and cannot defend themselves physically. Battered women are found in all racial, rel igious and ethical backgrounds as well as age groups and educational levels. ''Who are battered women? If you are a women, there is a 50 percent chance it could be you!''(Walker p.19) Statistical data on battered women is difficult to find because most records are buried in medical records, domestic disturbance calls to the police or the records of social service agencies. During my research I found that characteristics in numerous c ategories for both the batterer and battered were the same. Here is a list of those categories that were the same or in a similar fashion the same for both individuals. Commonly shared characteristics between Battered and Batterer. 1. Has low self-esteem. 2. Believes all myths about battering relationships. 3. Is a traditionalist about the home, strongly believes in family unity and his or her roles in the family unit. As with the women all racial, religious, educational levels equally represent the men, cultures socioeconomic groups. "Batterers typically deny that they have a problem, although they are aware of it; and they become enraged if their women should reveal t he true situation." (Walker p.36) "Researchers Eisenberg and Micklow found 90 percent of the batterers in their study had been in the military. Twenty five percent received dishonorable discharges.

Comparing Clive Cusslers Sahara and Daniel Defoes Robinson Crusoe :: comparison compare contrast essays

Comparing Clive Cussler's Sahara and Daniel Defoe's Robinson Crusoe The theme that will be explored in this essay will be survival   when times get tough, physically, mentally. The two books that will be involved in the discussion will be Clive Cussler's Sahara and Daniel Defoe's Robinson Crusoe.   In both cases the leading characters show signs of breaking down and quitting because of physical, but also their mental stress.   Robinson Crusoe, and Sahara relate in many ways, as do the main characters, and will be two good books to compare the survival of both Dirk Pitt and Robinson Crusoe. The three criteria that will be talked about in this essay will be the survival physically. Did both characters have hard times to pull out of ? . The next type of survival is   mental survival, it comes a close second to physical survival and both characters show signs also of this type.   With mental survival the physical component must first be stable and accomplished, that is when you can then work your mind into better thoughts and ideas.   The third criteria that will be   looked at is, how the characters were changed at the end of the book looking at it through post-traumatic stress disorder.   Both characters show signs of physical survival and it is believed that physical is the most important type of survival because you must first be physically healthy and strong before you can even walk or talk or think. Mental survival is strongly needed and is required in tough times    Each type of survival is different in it's own way, but first physical stability must be achieved to be able to survive the elements and their challenges to then master the other type of survival such as mental survival.   In Robinson Crusoe the rain is pouring down and the wind is blowing strongly.   Robinson says that this is the strongest, fiercest storm that has ever blown in on him.   He is deathly ill and writes this in his diary.    The ague again so violent that I lay abed all day and neither ate nor drank.   I was ready to perish for thirst but so weak I had not strength to stand up or to get myself any water to drink.   (Defoe 96) Dirk Pitt also had some rough times in the book Sahara.   Crawling in the desert, he has had nothing to drink or eat days, or for days to come. This is what he remembers from that dreary day on dusty desert floor. Pitt found it odd that he couldn't remember when he last spit.   Though he sucked on small pebbles to relieve the relentless thirst, he could

Prostitutes in Ancient Athens Essay -- History Greece Creek Females Es

Prostitutes in Ancient Athens Works Cited Missing Ancient Athens was a highly polarized society in which citizenship meant everything. Citizenship permitted individuals to not only participate in the democratic government but also gave them access to all the rights and splendors of the city. A citizen controlled influence over slaves, foreigners and most importantly women. Athenian women were relegated to the status of child bearers and keepers of the household. There was no room for personal expression or freedom and the strict moral code in many cases restricted these women from even leaving their homes. There was a select group of women however who overcame these obstacles to achieve greater sexual, economical, and social freedom. They were the prostitutes. The freedom which prostitutes enjoyed would be better understood only after first assessing the status of "respectable" women in Athens. Girls were raised from an early age to learn domestic affairs and were to be wed even as early as the age of fourteen (Just 1989: 40). Marriage was almost mandatory as single women were looked upon as shameful and might even be labeled as "whores". The wedding was almost always arranged by the father or kyrios and from this point on the woman's role was clear. Pericles gives a good explanation of the ideal wife in his famous Funeral Oration when reminding the women of Athens that: "Your great glory is not to be inferior in the way nature made you; and the greatest glory is hers who is least talked about by men, whether in praise or in blame (Thucydides: 2.45)." This implies that an Athenian's woman virtue lay in her absence from the public eye. Athenians made sure to protect their wives' virtue by excluding women f... ...culed on the stage and was later brought to trial on charges of "impiety (Cantarella 1987: 55)." Her individuality and intelligence not only angered but frightened the Athenian misogynists even though she was eventually acquitted. Aspasia clearly shows how much freedom was available to a prostitute in Athenian society. The life of the prostitute in Athens was clearly a more liberal lifestyle than most women enjoyed in which the woman could aspire to wealth, independence and even indirect political power. The only setback to these benefits was the scorn of women and the contempt of men when a prostitute became too prominent. Women like Aspasia helped introduce an early type of feminism in the unlikeliest of settings. The Athenian prostitutes were clearly women that refused to succumb to the male dominated society that saw women as inherently inferior beings.

Mayan Calendar

The Mayan Calendar is a manifold system of time-tracking developed by the Mayan civilization of Mesoamerica. The calendar was developed using several different mechanisms of tracking time according to the astronomic or mythic events. The Mayans had many different â€Å"calendars† by the time of the ancient civilizations of Central and South America, however, the Mayan Calendar was to be considered the most accelerate. It is known as a clear indication of the educated significance in Mayan culture. There are three different types of dating systems used in conjunction with the Mayan Calendar. The Long Count, The Tzolkin, and the Haab. The Long Count calendar identifies a date by counting the number of days from the Mayan creation date. Long count days were tallied in a modified 20-base scheme. For periods that are meant to be longer than 52 years the Long Count Calendar was used. There is no evidence that the Long Count Calendar is meant to be repeating. This type of calendar can be found carved on Mayan Monuments. The Tzolkin calendar is the sacred moon calendar for the Mayans. The calendar consists of 20 day signs combined with 13 numbers. The 13 numbers tell how many days it takes for the moon to go from new to full and another 13 from full to new. The 260 day calendar is believed to be tied to the woman’s birth cycle. The Tzolkin calendar has also been used for agricultural planning in determining the length of time between planting crops and harvesting. Tzolkin calendar was considered to be the most important of the calendar systems. The Haab calendar is comprised of 18 months of 20 days each. It is preceded by five extra days known as Uayeb thus giving the years length of 365 days. Uayeb was considered to be â€Å"the unlucky period†. The persons born on these days were â€Å"doomed to a miserable life†. The days in of the month used in Haab were numbered 0 to 19 rather than 1 to 20. The use of the 0th day has significance due to the fact that it is believed Mayan’s discovered the number zero centuries before it was discovered in Europe or Asia. The years of the Haab calendar are not counted. The system of the Mayan calendar ended with the fall of the Mayan civilization. The majority of the remaining knowledge of it was destroyed by he Spanish during the overthrow. It wasn’t until the 1990’s that archeologists discovered more extensive knowledge of the Mayan civilization regarding the calendrical system. The Mayans were believed to be skilled mathematicians and astronomers far beyond their time. They had a firm understanding of modular arithmetic. In conclusion, for us the Mayan calendar is a glimpse into the ancient world and how they viewed astronomy, time and dates. The ramification of the Mayan calendar tells experts a substantial amount about their culture or way of life. Due to the Long Count calendar the Mayans believed they would be around for many years. Though pre-Columbian Mesoamerica remains concealed in conundrum, we continuously unveil discoveries and artifacts throughout the years. The discoveries lead us to more knowledgeable understanding of the Mayan calendar. It is considered to be a precious piece of information. Many archeologists and anthropologists proclaim that it is worth the study and pursuit. It is viewed as an open door into a buried history that experts still valiantly try to understand. www. webexhibits. org www. mayancountdown. net

Drugs in Lebanon

Facts and Official Action Cannabis has been grown in the Beak valley ever since the Roman Empire, despite the laws prohibiting it. A long-running measure by the government before the Civil War was to burn the fields before the yearly harvest. The war stopped that action and the country became one of the most prominent in the world in the production & export of illicit drugs, reaching its peak in the late sass's at 1000 tons of cannabis resin and 3 to 5 tons of heroin, which had only been introduced a few years earlier.In the early says, after the war ended, the eradication began again, but with the absence of alternative income sources and the promise of international aid that never materialized, this action plunged the local population in dire poverty, so much so that they have nothing more to lose and so they replant their crops every year. The culture and production had been In steady decline, and by 2002, most of It was Limited to the extreme north of the valley. But due to the r ising political unrest since 2005, it has significantly increased again.With the close watch of the land and sea borders for the traffic of arms, whisking of drugs out of the country has become harder, thereby forcing the growers to broaden local markets, increasing the local consumption, which has now become a serious epidemic amongst the Lebanese youth. In 1998, Lebanon passed Law 673, which stated that drug addiction was not a crime in itself. But there was no real implementation of the policy, and the Government continued offering only two choices: prison or abstinence.With some of the dealers being politically protected, and thus unreachable. Punishment came hard on users. They were caught, trialed, and held in conventional prisons for varying periods. However, recently, the Minister of Internal Affairs and the Minister of State for Administrative Reform stated clearly that addiction should be placed midway between crime and Illness, and that the addict should be treated Instea d of imprisoned with criminals, murderers, & traffickers which will be nothing but an additional cause for drug use.They are starting to promote cooperation between Government and No's where the addicts is caught and sent to rehab for proper treatment. Many dealers were and continue to be seized, as fortunately, action now concentrates on the root of the problem rather than the consequence. However, the Government still has a long way to go, as no official studies have Eden conducted on menders, prattles, Ana correct governmental reenrolled processes, and no rehabilitation centers are government-based.Numbers and Non- Governmental Organizations There are currently 7 available rehabilitation centers in Lebanon, all No's, offering awareness, prevention, non-residential programs to short or long residential programs. Their success rates are more or less high, depending on the programs they offer and their social reintegration processes. The centers are Mum el Nor, Skunk, Jejuneness Ant i Drogue DAD), Jejuneness Centre la Drogue COD), Bonjour du Ceil, Cancel De la Lumpier, and Horizons.To report accurate numbers would be impossible, as no serious official study of the matter has ever been conducted. Some incomprehension studies conducted by unofficial bodies, namely rehabilitation enters, and mainly in the region of Beirut alone show the following statistics: There are 10,000 to 15,000 estimated drug addicts in Lebanon, of which 2000 are female. This number could rise significantly if studies on other regions are conducted. 24% of prison inmates are drug users. Around 700 addicts receive treatment per year.A soaring 49% of all addicts fall in Beirut, with the other 51% divided amongst 6 other regions. Drug-related deaths are very underreported, and that for several reasons, mainly pertaining to the taboo nature of the issue, where families prefer to disguise he reason of death, when disclosing it might help other users. Average age for first time use has dropped dr amatically from 28 years in 1996 to 17 in 2000, to 15 in 2009, with 60% between 14 and 19, to 22% between 20 and 24, to 9% between 25 and 29, to small portions after that.As for educational level, the highest rate falls within people who have reached complementary school with 31%, but this does not indicate that education prevents addiction, as lower levels like primary school and illiteracy together represent only 18% whereas higher levels like some or full university education represents 27%. Socio-economical status seems to be more defining, as medium class contains 57% of addicts, versus 38% for low class, and only 6% for high class. But it is also important to note that the classes themselves are not equally divided.What is most interesting is that 80% of all addicts are single, divorced, or separated, with only 20% married, which clearly states that people with less responsibility and sense of purpose tend to fall deeper into that abyss. As for drug- related diseases, 43% of a ddicts show psychopathology diseases, whether before he addiction and leading to it, or after it, as effects of it, 25% have other chronic diseases, 20% Cardiovascular, 17% Hepatitis C, 7% Pulmonary, 2% allergies, 2% Diabetes, and 0. 5% AIDS. Needle sharing is not uncommon, and if it happens with AIDS or HIVE patients, these diseases will soon become an epidemic in Lebanon.Cannabis has the highest abuse rate at 66% but is considered a soft drug, less harmful than Heroin, which has a high rate of 65%, versus Cocaine 56%, Alcohol 47%, Ecstasy 20%, Amphetamines 13%, LSI 8%, and inhalants 2%. It is clear that poly substance use is very common. Cocaine and LSI are rising fast. It is very important to note that all the above numbers represents addicts, not occasional users. It is not uncommon to see people at parties having smoked cannabis, snorted cocaine, or popped ecstasy. So what makes an addict? Addiction is a disease, but it in not contagious.In order to develop, it needs the right accommodation AT assistance, personality, Ana solo-cultural Doctors. I en assistance needs to have addictive properties and has to meet the specific needs of the user. For example, Cocaine will satisfy a person with underlying low self-esteem, while Heroin would be the drug of choice for an overly sensitive person. The person needs to have genetic predispositions, psychological fragility, problematic relationships, and some sort of frail social skills, and of course certain expectations of what the drug would do for them.An antisocial or aggressive personality or morbid traits would also be determining factors. The socio-cultural factors should reflect some chaos and uncertainty, like a chaotic home or ineffective parenting, low communication, war, unemployment, or poverty in a consumer society, failures, loss of values, and the availability of the drug, affiliations with drug abusing peers, or peer pressure. Put together, these three factors are a fertile ground where addiction wil l grow and thrive until the person realizes that instead of solving his problems, it is making things much worse.What starts as an attempt to self-medicate ultimately backfires. Instead of treating the problem, drugs simply mask the symptoms. The problem is still there, but now, there are more issues at hand. Relationships are worse, poverty is accentuated, performance is hindered, and added to all the previous drawbacks is he acquired dependency to a substance that is potentially fatal. By then, it is too late, but only to an extent. An addict typically tends to be in denial as a strong defense mechanism for the substance that has now become his life.It matters more than anything else, more than friends, than family, than loved ones, than life itself. More than him. He has forgotten how to function without it, and even if he does realize that he is not really functioning, and that he is in a fast cycle of self- destruction, he cannot do much about it on his own. The drugs have alte red his rain, literally altered the way it looks and functions. Overcoming the addiction is not simply a matter of willpower. It is a disease and should be treated by professionals. In Utopia For a society to be free of drug addiction, the grounds have to be made infertile.Of course, the substance has to be made unavailable, the dealers caught and punished, the laws applied, the pharmacists infused with conscience, or at least punished so hard that they fear doing wrong. But even if the substance were hard to control, the other factors could be dealt with. The government would concentrate on the people it as elected to serve in the first place. It would strive to provide political and economic stability, health care, Job opportunities, and a secure future, giving the people a sense of pride, values, patriotism, and the feeling of belonging.If it weren't perfect in the first place, and suddenly acquires a conscience, it could contain addicts and treat them by opening rehabilitation c enters or helping existing ones grow, setting solid reintegration processes, and providing free psychological support and treatment to both addicts and their families (and other citizens). After all, it did argyle have a hand in their misfortunes in the first place. Finally, parents would know better than to become parents if they are unstable. They would treat their own issues before having children and passing on to them the troubles acquired from their own parents and past experiences.They would seek treatment to rid themselves of the frustration, the intolerance, and the shattered values caused by years of strife and instability. They would understand the importance of a stable none, loving support, detective responsibility, g values, Ana realistic expectations. Sadly, Lebanon is no Utopia. The Government continues to arrogantly refuse to assume its role as rightful servant and protector, and parents continue to ignore their responsibility of providing love before money, and sec urity before comfort.So it falls on our shoulders, yours and mine, to act with continuous awareness and assume the responsibility of grace. A closer look Most common international narcotics can be found in Lebanon. Taking a closer look at their nature and their effects will help a better understanding of why they are used. A drug, or psychoactive substance is any natural or synthetic chemical that has he ability to affect thinking, feeling, senses, and/or behavior, by acting in the brain on mechanisms that normally exist to regulate the functions of mood, thoughts, and motivations.

How Can Government Support Business Growth in the Uk

How Can Government Support Business Growth in the UK? Judging from major shopping centres and high streets, it is easy to conclude that the UK is dominated by large successful businesses. â€Å"However, Office for National Statistics figures (2008) show that 89% of all UK enterprises have less than 10 employees and 98. 1% have less than 50 employees; the very largest companies account for just 0. 4% of all UK business enterprises† (Birchall, 2009). Although there are several advantages of being a small firm, most businesses want to grow and this inspires the question: â€Å"What is business growth? LinkedIn (2012) defines business growth as â€Å"an innovation that delivers solutions to customers while adding value both internally and externally to our processes as well as increasing customer value while increasing profits†. In less complex terms, a business is said to be growing when it gets a better return on its investment. In this essay, I will be discussing the wa ys the government can support business growth. In doing this research, a question popped in my head, â€Å"Why should the government support business growth? † One of the major problems facing the UK currently is unemployment.Once a business starts growing, it is essential to hire more people to help power the development and ensure stability. As such, the problem of unemployment will be considerably reduced. Secondly, Stokes and Wilson (2006) have argued that â€Å"in recent times, small firms have proved to be an abundant source of very inventive ideas however, they lack resources to put them into practice without external assistance†. They also highlighted the fact that small firms are essential to compete with larger companies by providing alternating sources of supply thereby playing an immeasurable role in the anti-monopoly policy.Insufficient finance is a major cause of business failure and this is one of the major hindrances encountered by businesses in their p ursuit of growth. â€Å"Finance is critical for starting, maintaining and growing small and medium businesses therefore, it is vital that both start-ups and existing businesses have access to the full range of debt and equity financing options† (Department for Business Innovation and Skills, 2010). Cameron (2011) in his speech about the role of small businesses expressed his shock at the way small and medium enterprises are blocked out of procurement and acquisition opportunities.In applying for bank loans, a business is required to possess a form of collateral or guarantee to support the application. Unfortunately for most businesses, they do not have sufficient collateral to back the application. The government can therefore set up schemes to help entrepreneurs obtain finance from financial institutions by agreeing to guarantee loans. For example, in 2011, Hong Kong launched the SME Loan Guarantee Scheme which was aimed at helping small and medium enterprises (SMEs) obtain loans from financial institutions and in one year, there has been tremendous growth in several industries (SME Fund, 2012).In addition to guaranteeing loans, the UK government can also help firms or industries attract external investors or experts in specific fields – private individuals and companies. This can be achieved by either providing certain incentives to the investors and experts who will not only provide the funds needed to run the business but possess the knowledge and expertise required to grow the business; or creating a platform for entrepreneurs to present their ideas to these investors. In 2005, the British Broadcasting Corporation, backed by the UK government launched a show, Dragon’s Den (BBC, 2012).This was aimed at giving entrepreneurs the opportunity to pitch their businesses to five of the most wealthy business moguls in the UK. Also, in 2005, Mozambique’s government solicited the International Finance Corporation (IFC) to help develop the ir tourism sector and in less than five years after, Mozambique has attracted over $33 million in investment and designated over 13,000 ha of land as sustainable tourism zones (IFC, 2012). The government can help the unemployed and disadvantaged start-up businesses of their own through special schemes.In 1999, the government recognised the need to encourage start-ups in disadvantaged companies so the Phoenix Fund was set up (Open Forum, 2012). The major objective of this scheme was to encourage investment in new and growing businesses. However, the unemployed population are still being ignored and some of them genuinely want to work but have met with one difficulty or another (Open Forum, 2012). The government can help by creating enabling opportunities for people to set up their own businesses at home. They can also set up Enterprise Allowance Schemes which will serve as incentives to these entrepreneurs.Furthermore, the government can interfere with the free market and save failin g businesses. However, there are two sides to this coin. On one hand, government’s intervention through policies would result in a better controlled trading environment and can stabilise faltering economies. An example of this is the 2008 financial crises when the UK government stepped in to help the large banks and struggling automakers. On the other hand, government’s interventions may result in inefficiency such as price floors e. g. EU's Common Agriculture Policy which created huge surpluses (excess butter to make a cube of butter with 125m sides) (Debate Org. 2012) Another way the UK government can support business growth is to lighten the burden of taxation and administrative processes required to start up and run a business. The Bolton Committee suggested that taxation policies should reflect the government’s encouragement of entrepreneurial activity and improve the marketability of small businesses i. e. improving the degree to which an asset can be trad ed in the market without affecting its price (Stokes and Wilson, 2006). The government responded to this suggestion by giving small firms the advantage of benefitting from lower corporation tax rates.For example, a company with profits from ? 50,000 to ? 300,000 has a tax rate of 19%. However, once profits increase above this range, they are liable to the full 30% tax rate (UK Legislation, 2012). Similar to all other businesses, even the very small firms are responsible for health and safety on their premises for all workers and customers. For example, The Safety at Work Act (1974) and the Offices, Shops and Railway Premises Act (1963) give employers thorough responsibilities ranging from machinery safety to even the temperature of the working environment.Another example is the Disability Discrimination Act (1995) which requires employers to take steps to ensure disabled employees are not discriminated against. Small firms have experienced major difficulties in following these regul ations to the letter. The government can help here by reducing its requirements regarding very small firms and by encouraging their inspectors to increase their awareness of smaller firms’ interests (UK Legislation, 2012). The third way in which the government can support business growth is in the provision of information and advice.Of all the factors initiating growth, the most important is luck and the ability to be aware of chance opportunities (Gill, 1985). In 1993, the UK government launched what Stokes and Wilson (2006) refer to as â€Å"a network of independent local business information and advice centres offering a range of services to the business community, designed to enhance the competitiveness of local companies†. This network is known as Business Links. The government can develop this initiative by providing online information and services thereby, reaching a larger range of businesses.However, Office for National Statistics (2008) show that 24% of SMEs lack online presence. Therefore, in addition to providing online information, the government has to encourage these companies to log on to the internet. Business owners and entrepreneurs tend to value advice from experienced business moguls. Therefore, the government can set up â€Å"business mentoring organisations that will provide practical advice and contacts for other businesses, based on hands-on experience† (Department for Business Innovation and Skills, 2010).In 1972, on the recommendation of the Bolton Committee, the Small Firms Service (SFS) was set up to provide information through a network of 13 Small Firms Centres (SFCs); however, this service packed up in 1990 due to the irresponsibility and negligence of the management. In spite of the failure of the service in the UK, other governments recognised that if these organisations were successful, the benefits cannot be over-emphasized (Open Forum, 2012). They therefore set up similar schemes e. g. he United States Small Business Administration, the Australian business services portal of the Department of Industry, Tourism and Resources and the Small Business Directorate in the Ministry of Economic Development in New Zealand (LinkedIn, 2012). Business growth brings improved survival prospects through larger market shares, diversification into different markets and greater finance. It also brings an increased feeling of status and power. Most importantly, it enables a firm enjoy economies of scale. Wikipedia (2012) defines economies of scale as â€Å"the cost advantages that an enterprise obtains due to expansion†.The common sources of economies of scale are purchasing – bulk buying of materials through long-term contracts, managerial – increasing the specialization of managers, financial – obtaining lower-interest charges when borrowing from banks and having access to a greater range of financial instruments, marketing – spreading the cost of advertising over a greater range of output in media market and technological – taking advantage of returns to scale in the production function. In the 1990s during the Asian economic crises, Tesco saw this as an opportunity to enter the market and once the economies started to recover, they emerged stronger.Today, they are the market leader in Thailand (Floyd, 2011). Whereas growth is encouraged, there are a number of possible problems arising from growth. Firstly, expansion brings pressure on a firms’ liquidity e. g. as a result of offering additional credit to encourage sales, and on its level of gearing. Also, although growth may have been planned efficiently by managers, they may find that this growth makes the firm’s various functions or projects more difficult to co-ordinate and to control, and its communication procedures slower.In addition, there is no guarantee that what is popular in the UK market will become equally popular overseas, because of local and national dif ferences (e. g. due to culture). Control and co-ordination also become more difficult as a result of international expansion. A good example of when business growth has been a huge disadvantage to a company is General Motors Limited in the USA (Open Forum, 2012). In conclusion, the three ways in which the UK government can support business growth are by improving access to finance, making information and advice available to people and by lightening tax and administrative load.However, even though supporting business growth is essential, it is important that this growth be controlled because even though small firms make less profit than the larger ones and have low chances of surviving in the dynamic world of business, they offer a better and more flexible service to customers and their staff often benefit from high levels of motivation. They are also able to exploit their size and take advantage of the opportunities presented by diseconomies of scale suffered by large firms.Most imp ortantly, they play an important role in ensuring the economy remains balanced. Reference List * Birchall, N. (2009) ‘Survival of the smallest’, Business Review Journal, (Sept 2009), pp. 5-7 * British Broadcasting Corporation (BBC) (2012) Dragon’s Den [Online]. Available at: http://www. bbc. co. uk/programmes/p01009mj (Accessed on 13th October 2012) * Cameron, D. (2011) Is the Government serious about supporting small business? [Online]. Available at: http://goo. gl/l2rBl (Accessed on 13th October 2012) * Debate org. 2012) Should the government intervene with the free market and save failing businesses? [Online]. Available at: http://www. debate. org/opinions (Accessed on 1st November 2012) * Department for Business Innovation and Skills (2010) Backing small business [Online]. Available at: http://goo. gl/9gGe9 (Accessed on 13th October 2012) * Drucker, P. (1985) Innovation and Entrepreneurship. London: Heinemann * Floyd, D. (2011) Revise AS ; A2: Business Studie s. London: Letts Educational Ltd. * Gill, J. (1985) Factors affecting the survival and growth of the smaller company.Hants: Gower Publishing Company Limited * IFC (2012) Helping Attract Investment in Mozambique’s Tourism Sector [Online]. Available at: http://goo. gl/wkZqZ (Accessed on 30th October 2012) * LinkedIn (2012) Business Growth [Online]. Available at: http://www. linkedin. com (Accessed on 1st November 2012) * Office for National Statistics (2008) UK Business Statistics [Online]. Available at: http://nationalstatistics. gov. uk (Accessed on 12th October 2012) * Open Forum (2011) Why the Government should help Young Entrepreneurs start business [Online]. Available at: http://goo. l/uYwiZ (Accessed on 13th October 2012) * SME Fund (2012) SME Loan Guarantee Scheme [Online]. Available at: http://www. smefund. tid. gov. hk/english/sgs/sgs_objective. html (Accessed on 30th October 2012) * Stokes, D. and Wilson, N. (2006) Small Business Management ; Entrepreneurship. London : Thomson Learning * UK Legislation (2012) Employment and Tax-related Laws [Online]. Available at: http://www. legislation. gov. uk (Accessed on 2nd November 2012) * Wikipedia (2012) Economies of scale [Online]. Available at: http://www. wikipedia. com (Accessed on 4th November 2012)