Salamander Essays - Amphibians, Mole Salamanders, Salamander

Salamander The Salamander The salamander is a curious creature. Among the kingdom Animalia, they fall in the Phylum Chordate and in the Sub-Phylum vertebrata. Their Class is Amphibia, and their order is urodela. They are amphibians, which comes from Greek words meaning both life. This truly describes the life and life cycle of the salamander. The salamander, along with the newt, frog, and toad belong in the order Amphiba and all are ancestors to the first aquatic vertebrates to begin to colonize on land. Salamanders are found in the Americas and in the temperate zones of North Africa, Asia, and Europe. Often mistaken for lizards, salamanders have soft moist skin covering their long bodies and even longer tails. No scales are found on their body, and they have no claws or external ear openings. There are basically three types of salamanders. The first is the aquatic, the second is the semi-aquatic, and the third is the completely terrestrial. The aquatic live out their full life cycles in water, while the semi aquatic live primarily on land, and hibernate as well as bread in the water. The Terrestrial salamander spends its entire lifetime on land, though they are never found far from water. The larva of a Salamander is often confused with tadpoles, the offspring of frogs. The only optical difference is the size of the tadpoles head is larger then the larva of a salamander. The reproductive systems of salamanders have numerous steps. First, the Courtship's take place. The courtships are often elaborate, and filed with specific positions and movements. Next, the male secretes a spermatophore, or sperm packet, and the female picks it up with the lips of the external opening. This opening leads to the cloaca, where the oviducts, intestine, and urinary ducts empty. Her eggs are then fertilized by the sperm packet, and may be laid right away, or retained. If the fertilized eggs are retained, several layers are secreted around the eggs, including the ?jelly? like substance that swells with water and moisture to protect the eggs as well as hold them together. The young are then retained throughout their development and then are born. Most salamanders grow to be around ten centimeters. The largest salamander, the Andrias Japonicus, found in Japan, can grow up to seventy inches. The majority of all salamanders and their larva are carnivores. They eat anything from insects, small invertebrates, fish, frogs, and other salamanders. The salamander is voiceless and chiefly a nocturnal animal. Salamanders from cooler climates bury themselves in soil or the mud at the bottom of ponds or lakes. They do this when they hibernate to avoid frost and to maintain an even temperature. Science

A Payment By Results system Essay Example

A Payment By Results system Essay Example A Payment By Results system Essay A Payment By Results system Essay One basic way of regarding todays competing organizations is to view them as a system. Doing so, there are multiple factors that need to be assessed in order for companies to achieve their objectives. Reward management is a crucial element for the present and future of a companys survival. The reward system that we will cover at the moment is Payment By Results. The perspectives from which we can evaluate the quality of this system are motivation, commitment and flexibility. We must bear in mind that each company has a specific strategy in a long-term basis; therefore all the decision-making should be compatible to the latter. Apart from that, limitations, in terms of environment have to be considered. Employees want to earn higher or extra pay. Managers must believe that the financial motive for work is extremely important, more so than non financial motives and the most effective way of harnessing this motive is by the use of Payment By Results system not simply by paying higher wages(Behrend, 1959). Using this system, with examples including piece rate and commission, employees earn one third more than colleagues on a time rate system (Cowling James, 1994). It goes without saying that every reward system can have benefits as well as drawbacks for every organization. These depend on a number of factors. Advantages As mentioned previously, companies have found it imperative to motivate their employees in order to engender their performance at work. According to this reward system, the extent of the additional income of the employees will be closely related to the quality of their work. Needless to say, this is an effective way of giving the right incentives to a companys workforce to encourage them to excel and perform to the optimum. Apart from that, the creativity and imagination of each employee will be enhanced, so the company will be able to strive in their field. Cost-effectiveness is vital when a company requires goals that will create beneficial results. PBR can reduce a companys supervision costs. Since they already understand that due to the policy of the company they will be paid according to their own results, it gives them an incentive to perform as if they were supervised. So, it is all about finding the right way to harness an advantage. And PBR can offer a very effective solution for a company, because it is easily transformed efforts into high earnings achievements (there is no cap in earnings to an individual; the skys the limit). In addition, the emphasis reinforces the psychological contract between employer and employee and implies that the company wishes to share with their workforce. By showing interest in offering the conscientious employees additional income, organisations can, in a discrete way, enforce their employees commitment and, moreover, make them believe that the company will provide them its full support. This entirely beneficial outcome is possible by being as objective as possible when assessing the individuals output. Taking into account the Proctor and Gamble (PG) case study, Bob Wehling, PGs Global Marketing Officer asserts that their main objective was to increase top-line sales growth. The tool they used to achieve this was PBR. Putting aside the commission-based agency remuneration, PBR was the system they fostered to pay their advertising agencies a percentage of the sales and increase their flexibility. So the advertisement business world found an ally for a more optimistic future development. The creation of a stable workforce is also a rather favourable goal, especially when occurs for the long-term. Making use of the PBR reward system companies can acknowledge the value of each employee and offer them benefits accordingly. Therefore, it is rational to believe that by doing so the employees will be highly satisfied by the behaviour and the recognition of their company. Disadvantages However beneficial can this reward system be, it relies heavily on sensitive criteria because the quality of individuals work is not the easiest thing to assess in many jobs. So, this can bring about many drawbacks. Someone might argue that it is in the companys hands to take such difficult situations in their stride by setting appropriate criteria for evaluation. Yet, problems regarding this do occur. Some companies do measure their employees outcome by sales (like the Procter Gamble case study) and others by the increased number of clients. However, what is vital for a company is that they should be aware of their employees average abilities and make effort in guaranteeing that the final quality of the products or services they provide is always more important than the quantity. Problems may also arise when it is difficult for internal or external reasons to install PBR or when the trade unions might feel upset or unwilling to accept the way by which they are evaluated. In addition, PBR is likely to bring about a friction between employees when it comes to team-work, due to the fact that on the one hand all will try to perform their best, but on the other hand the will try to improve themselves at expense of their colleagues. Again, it is the obligation of the organization to settle specific rules and roles in order to avoid a negative potential situation like that. Payment By Results system is expensive to install and maintain. Output cannot be easily measured data can be manipulated and falsely recorded. One important condition that should not occur is that increase in production or output must not be at the expense of quality. Money is not the only Motivator. Recommendations One could reasonably wonder whether PBR is a reward system that is worth installing and maintaining. Although there is no certain answer to a question like that, it is recommended that any company interested in using this system should take some things into consideration. For instance, the organisation must have clear and well-planned standards not only of the goals of a company, but in the regard to the procedures that an employee s outcome is measured. Apart from that, a healthy interaction is more than necessary, in order to bring about a balanced rapport between company, managers and simple employees. We note that all of these are mere recommendations and that each company, according to their culture, strategy, structure and power, can have a distinct way of installing a Payment By Results system.

Maslow's Hierarchy of Needs Assignment Example | Topics and Well Written Essays - 500 words

Maslow's Hierarchy of Needs - Assignment Example Hence, the satisfaction of the aforementioned levels prompts people to endeavor to meet the complex needs. In effect, the psychological needs includes sharing of belonging, affection, and love with friends and families. The fourth level entails self-esteem in which people attempt to gain approval, as well as recognition. People achieve self-esteem when they are comfortable with their achievements. Self-actualization represents the last level in Maslow’s hierarchy of needs. In this level, people focus on building their image after accomplishing set goals. In essence, the Maslow’s hierarchy of needs is an important in exploring employees’ motivation. The Maslow’s hierarchy of needs is important in improving the management of the information technology personnel. The management team should apply the Maslow’s hierarchy of needs in understanding the personnel’s motivation, as well as needs in order to create the environment that motivates employees. Disselkamp (2013) contends that money is a real motivating factor in satisfying the security and physiological needs of the workers. In this respect, money plays a significant role in satisfying the basic human needs. Similarly, money satisfies the social needs of the employees, and is recognized as the basis of the status, power, and respect. Thus, management can use financial incentives to keep the level of motivation among information technology personnel high. Similarly, the management of the information technology personnel should endeavor to offer job security. Lauby (2005) observes that employees tend to be worried about imminent lay-offs if job security does not exist. Hence, the managers should keep the levels of motivation among employees high through giving them job security. The managers should use Maslow hierarchy of needs to establish health care insurance benefits, fringe benefits, pension plans, retirement plans, and job security.