Taking a Look at Human Centered Design - 761 Words

The course has taught me one major thing that has stuck with me- human centered design. From designing a bus library to watching a video concerning a team designing incubator to save lives, I have learnt that when you seek to really solve a problem you think you have identified, you must empathize to find out if first and foremost, it is really a problem and whether the problem you have identified is not a just a symptom of a deeper, covered problem. So whether the client gives you something to do and after going through the stages of human centered design, you realize that is not what they need, you give the users what they actually need. It has disabused my mind greatly of what I thought design to be. I taught design was all about aesthetics and making things look visually appealing. I am glad to have discovered that it transcends that into solving real world problems to make the world less cumbersome to live in. To begin with, I used to believe that circumstances are just the way they are and nothing can be done about them. For example, I did not know that the lives of patients who spent most of their time lying on their sick beds in hospitals could be made any better but with design, I realized that every inconvenience, no matter how little, can be removed and lives will be happier. It is refreshing to know that there was a more convenient and more personal way for patients in wheelchairs to communicate with the nurses who help them move around with something as simpleShow MoreRelatedThe Importance Of Type I Diabetes747 Words   |  3 Pagesrechargeable battery packs. Twenty years’ worth of interaction improvement have allowed my mother to remain in control, rather than be controlled. When I think about that device and the design and engineering aspects that went into it and what that has meant in my life, the answer is clear: the device improved quality of life. As human beings, improving quality of life is the ultimate pursuit, and as users of technology we’re always looking for the latest iterations to assist us in doing so. Technology is noRead MoreOrganizational Behaviour - Leaders Are Born Not Made1579 Words   |  7 Pagesactivities of an organised group in its efforts toward goal setting and goal achievement (Buchanan and Huczynski, 2010). In any organised field there is the necessity to recognize the distinguished figure of a leader, wheter it is the animal kingdom or the human modern society. Businesses and firms (but even hospitals, politicians, schools, military, sports†¦) requiere a strong figure able to inspire and being a role model to follow. In order to accomplish the purpose of the essay, it will be first introducedRead MoreThe Ethics Technique Of Wearable Technology1278 Words   |  6 Pagesinnovations that screen our practices. 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The vanishing point is at the center of the masonry altar, because this is the eye level of the spectator, who looks up at the Trinity and down at the tomb. The vanishing point, five feet above the floor level, pulls both views together. By doing this, an illusion of an actual structure is created. The interior volume of this structure is an extension ofRead MoreHyten Corporation Case Study909 Words   |  4 Pagesproblems/personality problems.) Management at Hyten has several problems in accepting formalized project management. It has to forgo must of what could keep them back like a better coordination and communication among the concerned departments taking part of the project. Some more of the major problems at Hyten are the limited authority and responsibility of the business development department, the department also has difficulty proceed with a project according to the original plan and that causes

Socio Cultural Morals Of Feminine Beauty - 1212 Words

Socio Cultural morals of feminine beauty are put in all forms of favored media, battering women with images that portray what is advised to be the impeccable body.These morals of beauty are almost completely far-off for most women; a majority of the models advertised on television and in advertisements are below what is considered healthy body weight. Mass media s use of unrealistic models says an implicit message that in order for a woman to be beautiful, she must be unhealthy.The media puts an image of beauty that is unattainable. They do this by showing very unhealthy stick-thin girls with â€Å"flawless† attributes. In the bad world of marketing, the companies that make an item to sell, like makeup, depend on the insecurities of females. The companies use skinny girls with a perfect complexion of the skin and a killer smile to flaunt around with the product they are willing to sell. When women see this, they think to themselves, â€Å" I wish I can look like her.† or â€Å"Why can’t i look like that?.† Because we only display skinny girls in our media, they feel as if that is how they should be and look like. The media contradictorily influences girls’ perception of body image, which can cause eating disorders and low self-esteem. Dove surveyed 1,027 women with the ages of 18 and 64. The results showed that women are more than twice as likely to say that their conception of beauty is shaped by â€Å"women in the public domain† and social media (29 percent and 25 percent, respectively)Show MoreRelatedEssay about The Status of Women in Islam2807 Words   |  12 Pagesand theorist Elaine Showalter’s idea of evolution of a female through the stages of feminine and feminist. 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Accounting Decision Making Genesis Energy Limited

Question: Discuss about the Accounting Decision Making for Genesis Energy Limited. Answer: Introduction AGL Energy Limited is a publicly-listed company on the Australian Security Exchange. It is engaged in generating the power and electricity from the power stations which uses "thermal power, natural gas, wind power, hydroelectricity and coal steam gas sources. The company was established in 1873, in the name the "Australian Gas light Company." It has it headquarters in North Sydney, New South Wales Australia. It provides services like Electricity Generation, Distribution, Retailing and natural gas distribution. It also has huge investments in the supply of the electricity and gas. It is one of the largest "private owners" and also operating and developing renewable energy assets (Agl.com.au 2016). Genesis Energy Limited is currently known as Genesis Power Limited is public listed company listed company on the Australian Security Exchange. It engaged in the electric generation, natural gas, LPG retailing, and providing electricity. It was formulated as part in 1989-99 in the new Zealand electricity sector. It has been taking the retail client from the boards in lower North Island. Genesis is the biggest electricity and retailer of the natural gas, in New Zealand. It is ranked as the third largest electricity generation regarding Mega Watt in all over the New Zealand (Genesis Energy NZ.2016). Analysis of the Financial Statements As per the financial statement of the AGL Energy Limited and Genesis Energy Limited the company shows huge variation in each and every portion of the Financial Statement (Brigham Ehrhardt 2013). The Statement includes the cash flow statement, Income Statement, and Balance Sheet. AGL comparatively has the most non-current asset as compared to Genesis which is 74%. The current assets also show 90% variation in the i.e. AGL has some current Assets (DeFusco et al., 2015). Total current liabilities also show a similar variation with 86%; this shows that the Genesis has comparatively low liability or debt to pay its debtors. The research also shows that Net income or the profit of the company is comparatively high that is profit earned by the AGL is more than the Genesis; it is 50% more than the Genesis. So let's also compare the sales and cash element sale is 80% more, and cash is 90% more than Genesis. Further moving on with the research the total assets, liabilities and Equity is also comparatively high with 77%, 75%, and 79% respectively. All the criteria as compared to the AGL is good and sound as compared to Genesis but in respect of the outstanding share Genesis has less no. of an Outstanding share which shows a good sound (Henry Robinson 2015). Measurement and analysis of the Ratio This section includes analysis and measurement of the ratio which is Profitability, Liquidity, Capital Structure and Market performance are as follows: Profitability ratio Under this category there are many ratios but for our study, we need only to calculate only Net Profit Margin Ratio and Return on Asset and the formula of which is given below As per the calculation AGL has Net Profit Margin Ratio in 0.02 and Genesis has 0.05. Return on asset of AGL is 0.01 and Genesis are 0.03. It represents that the capacity to generate profit in its operational profit and return on its assets of Genesis is better (Innocent et al., 2013). Liquidity Ratios Under this category, there are many ratios but for our study, we need only to calculate only Current Ratio and Quick Ratio and the formula of which is given below- As per the calculation, a Current Ratio of AGL and Genesis are 1.46 and 1.12 and Quick Ratio of AGL and Genesis is 0.91 and 0.67 respectively, which implies that the capacity of the AGL to pay the current long-term liability is more than that of the Genesis (Patel 2016). Capital structure Under this category there are many ratios but for our study, we need only to calculate only Debt to Equity Ratio and Equity Ratio and the formula of which is given below As per the calculation Debt to Equity Ratio of AGL and Genesis is 0.80 and 0.93 and Equity Ratio is 0.56 and 0.52 respectively (Jankowski et al., 2015). This show Genesis has comparatively more Debt as compared to Equity and AGL has more share of Equity as regarding the Asset of the Company. Market performance- Under this category, there are many ratios but for our study, we need only to calculate only Earning per share and Dividend per and the formula of which is given below Earnings per share = ( Net Income/ No. of outstanding Share) Dividend Per Share = Payout Ratio * Earning per share As per the scenario AGL 0.33 has comparatively EPS more than Genesis 0.10 and Dividend Per Share is also more AGL 0.59 and Genesis 0.08. AGL is having comparatively good paying dividend and return capacity more (Lartey et al., 2013). Recommendation As per the quantitative analysis, AGL is giving the high return as well the good dividend so the investment should be done on it. Genesis is not the company for doing investment and getting invested (liquidity ratio2014). The competitors of the AGL and Genesis are not so much competitive to be invested. But as it is looked into the scenario AGL is company for getting invested as compared to Genesis as well to its competitors (Malek et al., 2012). Conclusion Finally to conclude it is said that the financial position of the AGL is very sound as compared to the Genesis. In each and every aspect the AGL is found to be the gainer as well as in the better position. Regarding the getting return as well as of debt paying capacity AGL is the gainer in each and every area. Instead of being the largest producer of electricity in the New Zealand which is 14%, as compared to its competitor it still does not have a good position in the global market for getting the investment opportunity. Reference List (2016).Agl.com.au. Retrieved 22 August 2016, from https://www.agl.com.au/about-agl Brigham, E. F., Ehrhardt, M. C. (2013).Financial management: Theory practice. Cengage Learning. DeFusco, R. A., McLeavey, D. W., Pinto, J. E., Anson, M. J., Runkle, D. E. (2015).Quantitative investment analysis. John Wiley Sons. Henry, E., Robinson, T. R. (2015). Chapter 1. Financial Statement Analysis: An Introduction.CFA Institute Investment Books,2015(2), 1-35. Innocent, E. C., Mary, O. I., Matthew, O. M. (2013). Financial ratio analysis as a determinant of profitability in Nigerian pharmaceutical industry.International journal of business and management,8(8), 107. Jankowski, K. J., BudzyÅ„ski, W. S., Kijewski, Ã…Â . (2015). An analysis of energy efficiency in the production of oilseed crops of the family Brassicaceae in Poland.Energy,81, 674-681. Lartey, V. C., Antwi, S., Boadi, E. K. (2013). The relationship between liquidity and profitability of listed banks in Ghana.International Journal of Business and Social Science,4(3). liquidity ratio(2014). (5th ed.) Oxford University Press. Malek, A., Mohammadi, M., Nasiri, F. (2012). Comparison of Malaysia manufacturing companies by financial statement analysis tools. InProceedings of: International Conference of Educational Performance and Development(Vol. 1). Patel, A. D. (2016). To Measure Short Term Financial Strength of Selected Steel Companies in India Based on Liquidity Ratio.International Journal of Scientific Research,4(5). Power Company - Electricity Companies - Genesis Energy NZ. (2016).Genesis Energy. Retrieved 22 August 2016, from https://www.genesisenergy.co.nz/home profitability ratios(2016). (6th ed.) Oxford University Press.

Managing Self and Personal Skills free essay sample

Management is the process of planning, organising, staffing, directing, motivating and controlling an organisation. The main responsibility of the manager is to achieve a good result by involving all the resources surrounding. Personal development planning provide a framework that make individuals identifies the areas of strength and weaknesses and come up with a quick that will optimize and capitalise all their existing skill and capabilities. It is the drop of development from a single person which will spread to many areas with the help of different media and communications. It is the combination of procurement and new skills and knowledge depending upon goal. The main theme or objective of PDP is assessment or asset including our knowledge, skills, capabilities and other qualification. It gives the concept of road map in terms of career when we will know which part of area we would like to develop and taken steps to move forward . We will write a custom essay sample on Managing Self and Personal Skills or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page It helps to find out what will be the right decision at right time and by the right person and helps to find out the image of future. Managers should have several competencies and skills in order to be effective. It is important for the manager to have these skills to achieve their goals and meet organisational targets. The main purpose of this report is to look for the skills and competencies required by the managers. The first part of the report describes the skills required by the managers for achieving organisational goals and for effectiveness and successfulness of the managers. In the second part self-appraisal is conducted by doing SWOT analysis in order to determine the strengths and weaknesses needed to meet the required skills, opportunities and threats that I may face while running day to day business. Competencies required by managers: The main skills that the managers should have in order to lead the employees are as follows: Honest, integrated and trustworthy. They should have respect for all employees at all levels. Commitment for the growth and development of the organisation. Prominent, persistent and pessimistic; who doesn’t think situations cannot be improved. They should not let unethical behaviour go unchallenged. They should be friendly, understanding and helpful. They should do feedbacks and questionnaire from other employees so that they can make improvements if needed at regular basis (http://www. acbas. rg). However, this type of analysis is not too helpful for understanding the skills and knowledge that needs to be integrated into development initiatives (http://www. acbas. org). The empiricist such as Rosemary Stewart (1967) and Henry Mintzberg (1973) think that management is the process involving decision making, problem solving, intuitive and judgemental a ctivities. According to Rosabeth Moss Kanter (1984), managers also have to be specialists in ambiguity, with the ability to cope with conflicting and unclear requirements (How to be an even better manager: a complete A-Z of proven techniques; Michael Armstrong). Apart from those basic skills, managers should also require other competencies such as: Leadership Quality Good Communication IT skills Innovation and creativity Problem solving Leadership Quality: This quality is very vital for the effective manager which means leading other team members towards achieving organisational goals. â€Å"Leadership focuses on most important resource, people. It is the process of developing and communicating, a vision for the future, motivating people and gaining their commitment and engagement† (How to be an even better manager: a complete A-Z of proven techniques; Michael Armstrong). A manager has to be dynamic in his leadership and should be able to adopt different leadership styles to suit different conditions. A manager has to appreciate his staff and know how best to motivate them. Different people are enthused by different things and therefore knowledge of the staff’s personalities will be vivacious to success. Problem solving /conflict management Whenever the business needs the executive should step forward to explain the problems and how to overcome from these problems in very less time. Whenever there is dispute between staff or any work matter the manager should have high skill of solving their problems and should have an ability of finding another option to get rid of that problem. Information Technology Skills A manager in today’s world has to possess the needed IT skills for his position. For e Eg; there are different kinds of programs which help us to make our work easier with less effort and less man power. Today’s world is run by IT that means nearly 90 % of works are done by the programs of IT in every field of business and helps to run the business smooth and faster. PART TWO SWOT ANALYSIS SWOT analysis provides a strengths and weaknesses, and the opportunities and threats we face. SWOT analysis is a powerful technique that can be used when seeking a career improvement (or indeed any other personal improvement in your life). It helps to take advantage of our skills, talents and abilities to take our career to the next level. Resounding out a personal SWOT analysis can help you to recognise yourself and support the decision you make. It helps to highlights areas you may not have considered before and may help you to realise a different perspective in each area. It gives you a foundation from where you can move forward with our goal to support our career improvement and for you to take action. STRENGTHS Good team leader As I worked as a manager I have good ability to lead to team in good path and always try to make them together as far as possible. Quick and good decision maker As I have got good experience as a manager I can manage any problem promptly and in very simple way. Helpful and friendly As a manager I always try to treat all staff as friends and always looking forward to help if they are in need. Fast learner After looking any work I can easily follow that on second time . Good interpersonal skills I have worked in very busy areas so I have got good interpersonal skills. WEAKNESSES Innovation I am less innovative as I have not got good ideas about new business. IT skills As IT is new technology in this world it is bit hard for me to follow it as it have got lots of function. Oral communication I believe in working rather than talking so I cannot speak fluently . Time management I still cannot manage the time effectively. OPPORTUNITIES Learn to achieve new qualification I can learn new technology and skills which will help to improve business. On the job training I have a chance to improve on the skills I am lacking while working. THREATS Competition from other managers Other managers with the skills I am lacking are always waiting in the wings to take my job. Other organisation Other companies have got managers with the skills I lack and therefore may perform better than us which can put my position under threat. PART THREE PERSONAL DEVELOPMENT PLANNING Personal development planning simply can be defined as a well structured and supported process undertaking by an individual in other to reflect on their own performance. It helps people to describe about their future and career development. It gives shapes to our planning and help to fulfil our goal in the easy and quickest way with following proper rules and way. It shows the best way and the effective way in order to reach at our goal. It always try to show the good part and bad parts of the business and personal life. In fact, it enhances our self-esteem and adapt to our qualification when we view complete for our higher position. Personal development plan also called IDP(individual development plan) or PEP (personal enterprise plan) usually include a statement of one’s aspiration, strengths or competencies, education and training, and stages or steps to indicate how the plan is to be realized. Personal development plan helps on the following way; Define short and long term objectives Decide what is needed to achieve these aims and objectives Be able to list, analyse and understand my strength and weaknesses. Use the analysis of aims and objectives and strengths and weaknesses to define my need for additional study, training and further development of all kinds to enhance my skills, knowledge and competencies. My personal development planning is made up of the following sections; Self-evaluation Target setting Action planning Action and practice Reflection Self-evaluation- where am I now? This stage helps me to find where I am and what position I have got and the position that I got is deserved or not? It tries to find in what areas I am good and in what areas I am bad and how far I have got success at my work. It helps to make yourself good and tries to make perfect in your current work with making little change and make up. I work at Mc Donald and I started as a crew member and recently I went for the crew trainer course and in future I may become manager. My strength is I have good experience about the customer service so I have got lots of ideas about dealing with different customers having different attitude and views. And my weakest point is I can’t find the right decision quickly. And also I am very bad in time keeping. Target setting –where do I want to get to? Target means the point or boundary up to where we want to extent. According to my view to head forward we need to plan because we can imagine what circumstances may arouse on the way to get that point. As I have got one target to become a store manager. For this I need to do very hard work and I need to make a initial planning and should have my strong determination to make it success. Action planning- how can I get there? Planning is the systematic way of getting things done. It is very important in order to see how the planning work and what will be the effects and results in future. It helps how to make the plan more useful and more effective and tries to make the plans successful. Action and Practice This means the plans are put into practice in order to see how does it work and will help to find what changes should be done in other to bring plan in action and also it helps to find the action is on practice or no? Reflection-how well did I do? Last but not the least it helps to analyse what was the result and how well does the plan works. And also helps to know what difficulties are seen and how we can overcome from those difficulties. It helps to find what are the main problems and what may be the remedies to sort out that problems. And it shows in what areas we can apply those. CONCLUSION: Last but not the least; we came to conclude that the competencies required by a manager is very important to become a perfect manager and to lead the business ahead. A manager acts as a guide in business who plans and tries to apply in it with different ways. If a manager doesn’t have any qualities then a business will be in loss and manager cannot balance the business and work. To become a manager lots of qualities are required. Today’s world is a business world so the manager should have an idea how we can improve the business and how we can take the advantages. According to the above statements it says that most of the good qualities are not come naturally but need to learn and follow. REFERENCES: Belbin, R. M. (2004) The Management of Teams: why they succeed or fail, 2nd edition, Oxford: Butterworth- Heinemann. Gallen, D. and Buckle, G. (2001) Personal and Practice Development Plans in Primary Care: a practical guide to getting started, Oxford: Butterworth- Heinemann. Katzenbach, J. R. and Smith, D. K. (1993) The Wisdom of Teams: creating the High- performance organisation, USA: Mckinsey and company. Kouzes, J. M and Posner, B. Z. (1987), Leadership the Challenge: Workbook, 1st edition, United states: Jossey-Bass, A wiley Company.