Comparison of English and Macedonian Adjectives

COMPARISON OF ENGLISH AND MACEDONIAN ADJECTIVES An adjective modifies a noun. It describes the quality, state or action that a noun refers to. Macedonian Adjectives are words that describe or modify another person or thing in the sentence. While in English an adjective doesn’t change when the noun changes, in Macedonian an adjective should agree in gender and number with the noun.For example: a) Masculine to feminine example: ? (this is my little son) becomes: ? (this is my little daughter) As you can see from the example above, the adjective comes before the noun and also takes the feminine form. ) Singular to plural example: ? (this is my white cat) becomes: . (these are my white cats). As you can see from the example above, the adjective comes before the noun and also takes the plural form.The most common suffixes added on the adverbs are: -For masculine gender: -/ (none) ex: (small boat) -For feminine gender: – a ex: (small house) -For neuter gender: – o ex: (small child) -For plural: – ? ex: (small toys) Here are some examples: English AdjectivesMacedonian Adjectives green tree- a tall building- a very old man – the old red house- a very nice friend – In Macedonian, Adjectives agree with nouns in gender, definiteness, and number, and they usually stay before the noun in a sentence. The comparative and the superlative form are formed analytically adding - (po-) for comparative, and - (naj-) for superlative, to the basic adjective form. If there are more than one adjectives before the noun, all of them agree in gender and number with the noun, but only the first adjective 1 et the definite articles morphemes, and the other adjectives keep their basic form. Adjectives in Macedonian usually have these endings: masculine adjectives – ending on consonant, on - (-ski), -/- (-ov/-ev) etc. ; , , †¦ feminine adjectives are formed by adding -a to the masuciline form (consona nt+a, or -ska, -eva, -ova etc. ); , , †¦ neuter adjectives are formed by adding -o to the masuciline form (consonant+o, or -sko, -evo, -ovo etc. ; , , †¦ plural form is same for all three genders and is formed by adding -? (-i) to the masculine form (consonant+i, -ski, ovi, evi etc. ) – , , †¦ – You can notice that the plural form of the adjectives ending on -ski is same as the masuline singular form. Adjectives agree with nouns in gender, number and definiteness with their noun and usually appear before it. Adjectives have three degrees of comparison ( , stepenuvanje na pridavki) – positive, comparative and superlative.The positive form is identical to all the aforementioned forms. The other two are formed regularly, by prepending the particle and the word directly before the positive to form the comparative and superlative, respectively, regardless of its comprising one or two words. Positive Comparative Superlative (heavy) (heavier) (heavi est) (long) (longer) (longest) Macedonian only has one adjective that has an irregular comparative – .PositiveComparativeSuperlative (a lot) (more) (the most) Adjective types: – Possessive Adjectives – his, her, its, my, our, their, and your (Whose) -Demonstrative Adjectives – that, these, this, those, and what (Which? ) -Interrogative Adjectives – used to ask questions – examples: what, which and whose. 2 -Indefinite Adjectives – some common indefinite adjectives are all, any, each, every, few, many, and some. English adjectives are used in only one form: they do not distinguish gender, number or case.English adjectives are used in 2 positions: Attributively (before nouns) ex. They bought a beautiful house. Predicatively (after nouns) ex. Their house is beautiful. AS + ADJECTIVE + AS – to compare people, places, events or things, when there is no difference, use as + adjective + as ex:Moscow is as cold as St. Petersburg i n the winter. NOT AS + ADJECTIVE + AS Difference can also be shown by using not so/as †¦ s ex:Mont Blanc is not as high as Mount Everest. COMPARATIVE + THAN To compare the difference between two people, things or events. ex: Mt. Everest is higher than Mt. Blanc. THE + SUPERLATIVE It shows which thing has that quality above or below the level of the others. There must be three or more to use the superlative. x:Mount Everest is the highest mountain in the world. Form the comparative and superlative forms of a one-syllable adjective by adding –er for the comparative form and –est for the superlative. ex:Max is older than John. If the one-syllable adjective ends with a single consonant with a vowel before it, double the consonant. ex:big bigger biggest With some common two-syllable adjectives we can either add ‘-er’ and ‘-est’, or use ‘more’ and ‘most’. x:common cruel gentle handsome likely,narrow pleasant polite simple stupid†¦.. Note that ‘clever’ and ‘quiet’ only add ‘-er’ and ‘-est’. It was quieter outside. We use ‘more’ for the comparative and ‘most for the superlative of most two syllabic and all longer adjectives. ex:Be more careful next timeA few common adjectives and adverbs have irregular comparative and superlative forms. goodbetterbest bad-worse-worst near-nearer-nearest -16654 old-older-oldest(elder-eldest) 3

Beautiful Tragic Love (Creative Writing)

g Beautiful Tragic Love I never asked my life to be a FAIRY TALE or PERFECT, all I wanted was a normal life, and I didn't have a very happy childhood living with my parents as an only child. As I was growing up all my life it revolved around men, every time I would fall in love with one, they would leave me after 3 months. I was beginning to feel like a hopeless romantic just like my mum when my dad had left her when I was beginning to experiment with love. I felt cursed. I kept asking myself â€Å"WHY, WHY DOES THIS KEEP HAPPENING TO ME All men are dogs! I am almost twenty one and I don’t know if the problem lies with me or my family, all I know is that I have given my parents so much problems and so much  pain, I guess my life is a long journey and am finding myself in it everyday. My story began last summer of 2009; I could feel that there was something in the air that day. Birds were chirping, the wind was blowing leaving me shivers down my spine and everything felt so alive. I had been  depressed  for about a year before that day.I was  walking  along  the beach  with my bare feet buried in the sand and the waves of the sea crushing into my feet when my life started to take a turn for the best†¦ From a distance I saw a handsome young man admiring me from far. Our eyes met and it was like nothing I had ever felt before with any of the men I had been with. It was something special. We began  walking  closer together like something out of a movie. I felt on  top of the world for once, my eyes were sparkling and my  stomach  was fluttering with butterflies, as we walked closer and closer to each other.When we became close enough to talk about our personal lives, Will would get on his knee and speak my fluent language, French and say the most  romantic  things. At that point I knew he had my heart. We talked until 2. 00 a. m. The next  morning it turned out that he lives only about ten minutes from where I was living. We started seeing more of each other, Will begin to get serious about us. I fought the depression  that I had and soon I was glowing with life and he was the world to me, he became my anything and everything. We had been going out for about six months when he met my mother.My mother disapproved of Will mainly because she thought I was too young to be in a serious relationship and that I wasn’t ready because this relationship might end up like the rest of my other terrible relationship. Just like any mother she was worried about me but I kept reassuring her that this time it was something different. She soon banned me from seeing him. For a while we went out against her will and had four more months of endless happiness. I had finally met someone whom I loved and wanted to spend the rest of my life with. One day when I finished from work he had texted me to meet him at the same beach we met a year ago.When I got there I saw him standing on one of the big rocks beside the sea , he waved from far and yelled my name â€Å"LAKE, AM OVER HERE! † my heart was beating so fast as if I was in a race. When I got on the rock with him, it was nearly sunset time; he took both of my hands (Oh My God) I screamed quietly inside with excitement hoping that he would say something along the lines of marrying him. He looked at me straight in the eye to show that he was serious, and started saying â€Å"Lake ever since I have laid eyes on you, it’s like you have awaked me from my soul, and I don’t see life without you. He moved on from saying â€Å"Would you like to move in with me? † All I could feel was special, wanted, happy, in love, and emotional all at the same time. Few tears dropped down my cheeks without realizing because I kept repeating what he had just said. No boy had ever said anything like what Will had said. Holding me closer to him I looked him deep in those amazing emerald green eyes and answered â€Å"YES!!! † as I fall in to kiss him. Life couldn’t have got any better; we were so madly in love that we couldn’t wait so we got married a few months later.It has been two years since we got married and it feels like it was just yesterday. On our two year  anniversary, I was 4 months pregnant with our first child, so that night he had planned to take me out to a fancy  French Restaurant. As we were leaving we both looked up at the big beautiful moon, it was shinning like a bight, bright light, it was just the perfect moment in my life where I could hold pause forever. When suddenly a man came out of the shadows with a gun, he came took my purse and Will's wallet. Someone saw the crime taking place and screamed â€Å"STOP† at the man.Everything became a blur as Will threw himself in front of me as the gun went off. I couldn’t believe my eyes, what I hadn’t envisioned in a million years seemed to become a reality. The robber ran off into the night and left Will to d ie in my arms. I looked down at him and tears started to explode down my cheeks as I screamed â€Å"HELP! † â€Å"SOMEONE CALL THE AMBALANCE! † I held him closely for the longest time as he bled to his death. Right before he died he told me â€Å"We will be  together again†¦ I promise†¦ I love you and the baby†¦and both of you will be always in y heart. † He looked so peaceful and handsome just like the first day I had met him; my heart was torn into pieces as he drew his last breath. He lay there dead in my arms staring at me with his emerald green eyes. I felt helpless as I held him even closer and kept screaming and crying â€Å"NO†¦ NO THIS CAN’T BE HAPPENING†¦NOT TO ME†¦NOT AGAIN!! † He will always be in my heart; whenever the wind blows I can still hear him whispering sweet things in my ear. Sometimes when you find happiness again in your life, it turns into your worst nightmare.

Strategic Management and Competitive Forces

COMPETITION IN THE GOLF INDUSTRY (WEEK 7) 1. What is competition like in the golf equipment industry? What competitive forces seem to have the greatest effect on industry attractiveness? 2. How is the golf equipment industry changing? What are the underlying drivers of change and how might those driving forces change the industry? 3. What does your strategic group map of the golf equipment industry look like? Which strategic groups do you think are in the best positions? Which are in the worst positions? 4.What recommendations would you make to Callaway Golf to improve the company’s competitive position in the industry and its financial and market performance? NINTENDO (WEEK 7) 1. What is competition like in the video game console industry? Do a five-forces analysis to support your answer. Which of the five competitive forces is strongest? Which is weakest? Would you characterize the overall strength of competition in video game consoles as fierce, strong, moderate to normal o r weak? Why? 2. What is Nintendo’s strategy? Which of the five generic strategies discussed in Chapter 5 is Nintendo using? 3.Is it fair to characterize Nintendo’s introduction of the Wii as a blue ocean strategy? Why or why not? 4. What recommendations would you make to Nintendo to improve its competitiveness in the video game console industry and to maintain its favorable positioning vis-a-vis Microsoft and Sony? GOOGLE (WEEK 8) 1. Discuss competition in the search industry. Which of the fi ve competitive forces seem strongest? weakest? What is your assessment of overall industry attractiveness? 2. What are the key factors that define success in the industry? What are the key competencies, capabilities, and resources of successful search engine companies? . Have Google’s business model and strategy proven to be successful? What are the company’s key resource strengths and competitive capabilities? What competitive liabilities and resource weaknesses doe s it have? 4. What recommendations would you make to Google’s top-management team to sustain its competitive advantage in the search industry? How should it best capitalize on its strategic initiatives in mobile search, cloud computing, and its auctioning system for traditional media ads? RESEARCH IN MOTION (WEEK 8) 1. What is competition like in the wireless phone industry? Which of the five Competitive forces is strongest?Which is weakest? What competitive forces seem to have the greatest effect on industry attractiveness? 2. What strategic approach has Research in Motion chosen to employ in international markets? Would you characterize its strategy as a global strategy or a localized multicountry strategy? How has it utilized location to build competitive advantage? 3. How important is it for Research in Motion to increase the size of its pool of software developers? What are the different options for substantially increasing its R&D staff? 4. Which option for increasing t he number of software developers should Research in Motion pursue?Explain how your recommended course of action is consistent with Research in Motion’s resources, organizational capabilities, and management preferences. APPLE (WEEK 9) 1. What are the chief elements of Apple’s overall competitive strategy? How well do the pieces fi t together? 2. What does a competitive strength assessment reveal about Apple’s computer business, as compared to the leaders in the personal computer industry? Does it appear that the company’s competitive positions in personal media players and smartphones or stronger or weaker than its position in computers? 3.Does it make good strategic sense for Apple to be a competitor in the computer, personal media player, smartphone, and tablet computer industries? Are the value chain activities that Apple performs in computers, personal media players, tablet computers and smartphones very similar and â€Å"compatible† or are the re very important differences from product to product? 4. What recommendations would you make to allow Apple to strengthen its position in its most important markets? KOMATSU (WEEK 9) 1. 1. Briefly identify the various strategies that Komatsu used in the different stages of their internationalization process. . What were the implications for Komatsu’s management policies as they responded to changing domestic and global market conditions? 3. To what extent the leadership and management of Komatsu responsible for its success or failures? Why? 4. What strategic action should Komatsu take to bring back an sustain the leadership position of Komatsu? ADIDAS (WEEK 10) 1. What is Adidas’ corporate strategy? Was there a common strategic approach utilized in managing the company’s lineup of sporting goods businesses prior to its 2005-2006 restructuring? Has the corporate strategy changed with restructuring? . What does a 9-cell industry attractiveness/ business strength matrix displaying Adidas’ business units look like? 3. Does Adidas’ business line-up exhibit good strategic fit? What value-chain match-ups exists? What opportunities for skills transfer, cost sharing, or brand sharing are evident? 4. Based on your analysis of adidas businesses, did the restructuring undertaken in 2005 and 2006 make sense? Does it appear the acquisition of Reebok International will produce higher returns for shareholders? PEPSICO (WEEK 10) 1. What is PepsiCo’s corporate strategy?Briefly identify the business strategies that PepsiCo is using in each of its consumer business segments in 2008. 2. What is your assessment of the long-term attractiveness of the industries represented in PepsiCo’s business portfolio? What is your assessment of the competitive strength of PepsiCo’s different business units? 3. Does PepsiCo’s portfolio exhibit good strategic fit? What value-chain match-ups do you see? What opportunities for skills tr ansfer, cost sharing, or brand sharing do you see? 4. What strategic actions should Indra Nooyi take to sustain the corporation’s impressive financial and market performance?

Social DQ Essay Example | Topics and Well Written Essays - 500 words

Social DQ - Essay Example It can be disingenuous to look at science as free of values as from the practices of good sciences only more immediate values concerning norms and customs may pursue. A comprehensive study into the theories and practices reveal that science is not let off from ethical behavior. Science captures the kind of behavior that is in interest for ethics. Gender and creed have not been the only component to mould good sciences but regional origins religious believes and traditions, social class and personality traits have major contributions too. Scientific values and ethics can permeate through society and social classes. Human psyche is habitual of assimilating the scientific values with other ethics and values. In the practice of good sciences, the operation of concrete facts in always in coherence with social values and ethics. Improbabilities and human interpretation causes some tribulations in applying scientific values. Sciences do not generate new ethical principles but its practices impart information and explore the matter inside them. Some technologies influence values in a more subtle manner. (Allchin) (Goguen, 2003) More often drug abuse starts while trialing and testing the affects of different drugs.

Chemistry of hazardous materials Essay Example | Topics and Well Written Essays - 250 words

Chemistry of hazardous materials - Essay Example Thus, not only gloves but also other equipments along with protective measures are also necessary while handling phosphorus (Lenntech, 1998). Phosphorus slowly reacts with water and forms phosphine. It should be noted that Phosphine is a poisonous gas that is released when solids like phosphorus are exposed to water. Therefore, phosphorus becomes a water reactant. When this poisonous gas is exposed to water, it can contribute to the danger to the firefighters because the basic element that they use while extinguishing a fire is water. Thus, water can release oxygen from the water-reactive materials and can add to the fire causing the fire to aggravate rather extinguish. In order, to reduce the fire and finally extinguish it, it is necessary to use dry sand rather water to reduce the risk of aggravation of fire. Thus, it is advisable to the fire fighters to use dry sand while extinguishing the fire that is ignited due to red phosphorus (Burke,

OSHA violations for a hospital Assignment Example | Topics and Well Written Essays - 500 words

OSHA violations for a hospital - Assignment Example However, in the United States of America, it has been proved that some organizations or facilities do not satisfactorily comply with the health and safety standards indicated in the Occupational Health and Safety Act (1970), (Singh, D. 2010). In March, 2013, an employ filed a complaint at the OSHA offices against the Health East Ambulatory Surgical Center in Englewood, New Jersey for a serious Sharps Safety Violations. Upon a thorough inspection by the OSHA officials, the facility was found to have seriously violated safety and health regulations. It was concluded that it has failed to adequately protect their employee from exposure to bloodborne pathogen hazards which had occurred as a result of the surgical procedure done within the facility. Besides, the organization was found to be liable for other violations including failing to have a written procedure, not involving non-managerial staff in the rescue process and failing to conduct a blood test on the staff member immediately after the incident. These were indeed, serious violations which would have resulted into death or serious physical bodily harm on the victimized staff. Because of this, Health East Ambulatory Surgical Center was fined a total of $68,000. I would like to emphasize that this was a very intentional occurrence. It would have been prevented if the management had strictly complied with the stipulated occupational heath and safety standards. For instance, if the employee would have been immediately attended to just after the accident, he would have been saved. However, the management never demonstrated any concern. Instead of collaborating with other staff members to offer immediate assistance to the employee, nothing was done so far thus, putting the life of this particular worker in danger. This was a high degree of negligence which had to be severely

PEST(LE) Analysis about ford Lab Report Example | Topics and Well Written Essays - 1500 words

PEST(LE) Analysis about ford - Lab Report Example Presently, the company operates worldwide in more than 80 countries and is listed on the New York Stock Exchange. The company owns a minor stake in companies Mazda and Aston Martin. Ford is regarded as the second largest automaker in the world based on the net sales of the year 2010. It is the eight ranked company American company in the list of Fortune 500, based on the global revenue earned in the year 2009 and 2010. This study will lay an emphasis on the background of the Ford Company and its worldwide operations. The study will also give an insight into the present scenario of the vehicle industry of UK and its impact on the Ford Company. The study will conduct a macro environmental analysis of the UK domestic and industrial vehicle industry. The study will highlight the present financial and strategic position of the company and the factors affecting the growth of the company. Finally, the study will conclude with a forecast of the company and suggestions that can improve its cu rrent financial and strategic position of the company. Background Presently, the company operates worldwide with an employee base of 166000 which helps in delivering vehicles that are of high quality and exceptional value to the customers across the globe (Ford, 2013h). The first car designed and manufactured by Henry Ford was Cadillac in the year 1901 and the company was known as Cadillac Motor Company. In the year 1908 the company introduced a car known as Model A, the first car with safety glass and a windshield. The company gained popularity and kept on manufacturing cars with innovative structure. By the end of 2005 the company was claimed as one of the world’s largest automaker in USA because of its introduction of a series of unique cars based on innovative technologies. The company had introduced cars based on hybrid electric powertrain technologies and plug in hybrid technologies which has increased its customer base of industrial and individual clients. The company had created a transportation revolution by manufacturing vehicles which were classy, sturdy and uniquely designed. Reasons & Methods of Growth of Ford The cars manufactured by Ford are known for their sturdiness, elegant design and high vehicle standards. The company is highly committed in the design and production of vehicles that have the ability to deliver superior performance, offer innovative safety and offer innovative safety and driver assist technologies (Ford, 2013c). This has earned the company several awards in its field like â€Å"Top Safety Pick Awards† from the Insurance Institute for Highway Safety (IIHS) and has also received good ratings from the same. The automotive supply chain of Ford is one of the biggest strength and the company relies on thousands of its suppliers for the timely supply of car raw materials, parts and other necessary services for successful automotive making (Ford, 2013j).The suppliers have acted as catalyst for the company in achieving lower costs, improvement of quality of car making and improving the sustainable development situation (Ford, 2013i). The management of Ford ensures that a pleasant relationship is maintained with the suppliers and there is enough support for the human rights in the supply chain (Ford, 2013b). The company believes in performing business activities by ensuring proper sustainable development practices like reduction of water usage by 8.5 percent, energy reduction and by customer engagement

Treatment-Based Drug Courts Significantly Reduce Criminal Recidivism Annotated Bibliography

Treatment-Based Drug Courts Significantly Reduce Criminal Recidivism Rates - Annotated Bibliography Example These programs are developed with an aim of reducing crimes that are usually committed because of drug abuse (MacKenzie 2008). Within the programs, people are offered training based on their skills with the aim of making the sign in the community. Through the education offered in these programs, people change their habits and develop positive thinking (MacKenzie 2008). Individuals who undergo proper training in the programs are not likely to get involved in criminal activities. While those who do not get training end up going back to prison because of committing crimes (Vacca, 2004). Despite the development of these programs in most societies, there is limited research conducted on the effectiveness of the program (Vacca, 2004). It is typically very problematic to determine the effectiveness of these programs because of different judicial procedures used in most of the programs (Vacca, 2004). It also very difficult to determine the factors that affect the programs within the rehabilitation centers (Vacca, 2004). This study will, therefore, test the hypothesis Treatment-based drug courts significantly reduce criminal recidivism rates. Participants in this program most of the time are given counseling services and educational training services that help them change (MacKenzie 2008). The researcher will use a meta-analysis of several studies collected that combines the importance of an association between the study variables (Vacca, 2004). This method is the most suitable because they can be used to describe the efforts made by the respondents under investigation.

CRIMINAL JUSTICE 1 question drugs Coursework Example | Topics and Well Written Essays - 500 words - 2

CRIMINAL JUSTICE 1 question drugs - Coursework Example Narcoterrorism refers to the relationship between the insurgent terrorists and drug traffickers (Lyman, 2011). Insurgent terrorists protect the drug traffickers and acquire part of the substantial profit that drug trafficking industry makes. This discussion will consider the relationship between insurgent terrorists and drug trafficking industry. Insurgent terrorists engage in insurgency and terrorism and exploit the drug trafficking industry for financial benefit. In most cases, the exploitation of drug trafficking industry involves guerillas at rural level (Forest, 2007). The relationship between drug trafficking industry and guerillas tend to be very common in rugged, rural areas where the government control is relatively weak. Most rural areas do not have a nationally integrated economic infrastructure (Forest, 2007). The rural-based insurgent terrorists make money by extorting war taxes from drug traffickers and the growers of illicit drugs, such as the narcotics. The relationship between insurgent terrorists and illicit drug traders has its root in conflict and coercion (Bibe, 2001). Sometimes, however, insurgent terrorists and drug traffickers can cooperate in a marriage of convenience. According to Lyman (2011), the degree of government action against trafficking of drug in an area can act as a unifying factor. A number of insurgent terrorists have used both cooperation and coercion to exploit the drug trafficking industry. An example of insurgent terrorist includes the Revolutionary Armed Forces of Colombia (FARC), which is Colombia’s oldest and largest insurgent group (Bibe, 2001). The FARC has a close association with a range of drug trafficking activities, such as cultivation, distribution, and taxation of illicit drugs. In the 1980s, the FARC in Columbia maintained taxation on the production of cocaine in various territories, in exchanging for establishing law and order that favored growers (Bibe,

Free cash flow Research Paper Example | Topics and Well Written Essays - 2500 words - 1

Free cash flow - Research Paper Example It is therefore the cash flow that remains after the firm makes investment in property, plant and equipments. Often, financial analysts consider free cash flow to be more efficient in measuring the strength of a business than the cash flow from operating activities. To remain competitive large companies and other forms of businesses will need to invest in new equipments in order to maintain its competitive nature. These investments affect the level of free cash flow that the business is able to maintain (Yuangchih, 412). â€Å"This study investigates the ability of Free Cash Flow to predict performance in capital intensive and non-capital intensive industries†. (Nunez, 120). Nunez argues that, â€Å"many financial scholars and researchers have focused on studying the effectiveness of operating cash flow as a measure of a firm’s performance although other researchers have proved that free cash flow is a better measure since it greatly considers capital intensity†. â€Å"Free cash flow as a measure of a firm’s performance is not easy to manipulate compared to the other measures such as earnings, Nunez states. He further states that, â€Å"there are various methods used by different firms in determining their actual free cash flow but there is however no specific guidance given regarding the calculation and this is because its disclosure is not a requirement by the US GAAPs†. â€Å"The few firms that report their free cash flow therefore use the operations based met hod while others use the income based method† (Nunez, 121). Nunez stresses that, â€Å"Firms that base their calculation on operations use a capital maintenance perspective whereby free cash flow is calculated as cash flow from operating activities less capital that are necessary to maintain the firm at a productive capacity and this observes the guidance provided in the International Accounting Standards Board (IAS 7)†. â€Å"The operations based method also uses a perspective

American Indian Literature Essay Example | Topics and Well Written Essays - 500 words

American Indian Literature - Essay Example Thus, his ability to defend his people allows him to be seen as a hero by his tribesmen, and this also allows him to be revered and celebrated by his people. Since warriors were so important to all Native American tribes, throughout their literature, we see the concept of the warrior as a hero, or as a powerful individual, bustling throughout this literature. Take, for example, the story of "Lucy, Oklahoma" in which "medicine men" become warriors, by way of witchcraft, on behalf of one of their abused kin. Medicine men are revered in Native American cultures, too, aren't they Of course they are-however, they are not usually seen as the heroes of battles-this is reserved for the warriors. If these medicine men are going to do their tribe justice and take revenge, they must fight. So, even though they are revered members of the tribe, we see that the status of the warrior in the tribe is even more revered-and thus, again, these men, in order to be heroes and to defend their tribe's ideals, must become warriors. The status of the warrior in the Native American tribe is therefore revered and even holy. The ability of the warrior to defend his tribe and assure the tribe's survival, as well as the tribe's own respect and prestige (as is the case in "Lucy, Oklahoma") becomes very important to the tribe's own pride and honor.

Lady Anne Essay Example for Free

Lady Anne Essay In Richard the third, there are many different female characters that are put in contrast to men. The audience is aware of their presence and effect on the men in the play. In this essay the four main female characters will have a character analysis and viewing scenes when women overcome men or either the men make them look vulnerable. The traditional view of men was that they were Dominant, strong, brave, owner and Lord of all that he possessed. The traditional view of women was the object of possession, weak, obedient and homely. They were taught to stay at home, cook for the husband and bring up the children, also to generally do everything in her power to look beautiful for her husband. Men were expected to go out and work, to bring in money to bring up his family, to treat his wife as he saw fit and to be the master of the house. Shakespeares time is actually different to Richard the thirds time, however the view on women is still the same. However, ironically some of the strongest monarchs that England has seen have been women. This shows that although times change, women can still prove to be just as strong as the men. Such as, Bodica who lead her Viking troops into war and defeated the Romans many times. Elizabeth the first was also a very strong monarch in Shakespeares time. That time was a patriarchal society, so men, who could influence the characters in Richard the third, dominated it. Women are seen as the victims. However, the longest reigning monarch is Victoria who reigned for 60 years. This demonstrates long life, strength in war and battle, and also strength of mind in many situations. Shakespeares female characters have been demonstrated as weak. Such as Lady Macbeth. When she knows she has to murder another human, she calls unsex me now, which would demonstrate her needing to lose her traditional feminine self and caring characteristics to enable her to do such a deed. She has been subverted to the patriarchal society. Another female character that Shakespeares written of, is Hero in Much ado about nothing. She plays a weak character that the male villains set up a plot against her in front of her betrothed and other male witnesses. The plot is then announced in front of her whole family and household. She is disgraced and Claudio will not marry her. In order to prove her innocence, she has to deceive all of her household until her innocence is found when she can truly step back into society. However, a very strong character is shown in the same play. Beatrice is a strong minded, outspoken and somewhat swaggering. Especially in her responses when Benedict challenges her, a male character that mirrors her perfectly. If the play were not set in such a loving family environment, she would not be accepted as an honorable wife or possession. How the story ends is her strong character is just a front, and she loses it when she falls in love with her reflective character, as she does not feel threatened anymore. In Richard the third, there are many female characters that reflect Shakespeares views on females. The first character analysis is of Lady Anne: She is a woman in control and shows this in the first sexual scene when Richard seduces her. She is shown up at first as weak. She is walking behind the coffin of her dead father; this shows that the strong male in her life is no longer there to support her. She is also in mourning and very vulnerable as she could be bewildered about her emotions. Richard knows this and so he makes sure it is used to his advantage. Everything he says to try and woe her though, she throws back at him. Line 50 Act 1 scene2 Foul devil [ ] trouble us not and on Line 70 villain, [ ] no beast so fierce. These are insults thrown at Richard to make it seem like she does not care for his compliments and this male character will not knock her down. She represents female characters as strong in this scene, even if it is just a front to protect her from the exposed position she finds herself in. However, Richard always replies with a compliment in order to woe her and targets her vanity. This works and she shows that she is helpless when she is flattered by comments like Line 49 act 1 scene 2 Sweet saint [ ] be not so curst. Here, Richard is deluding her whilst aiming at her weakness as he does with each of his victims in different ways. The significance that she is a woman is important because it demonstrates her as being a specific target that he is weakening.

The history of robotics

The history of robotics Abstract: The project gives a brief introduction to the history of robotics while going on to explain the various types of robots that are built and their classification. A detailed description of the various mechanical platforms and driving mechanisms has been provided. The commonly used robotic designs have also been looked into and their characteristics have been explained. Finally, the fabrication process of the robotic gripper has been studied and explained. Grippers are key components in robotized assembly system. 1. Introduction The design and construction of highly dexterous robot hands has been a major research and development objective for at least the past two decades. Many of the above robot hands have the general objective of achieving a high degree of dexterity in a wide variety of situations, and this generality in their objective may sometimes lessen their effectiveness in specific classes of applications. This project focuses on the development of a universal robot gripper. The gripper utilizes a2minimal amount of hardware, and can be employed in a wide variety of pick-and-place applications with minimal changes to the mechanical and control program configurations. The gripper is the mechanical interface between the robot and its environment. The robot performs the pick-and-place functions needed for assembly tasks. As with other peripheral equipment, grippers should have sufficient versatility to deal with the variety of parts an assembly robot has to handle. This project focuses on strategies for fabrication of an effective gripping device. The main section of the project covers the introduction for fabrication of grippers. 2. History Machines and mechanization are the ancestors of todays robots. The ancients started with things like water clocks and irrigation equipment. Later, windmills and water wheels turned gears and equipment to help produce a product. These ancient machines did tasks with or without human help. Industrialization made use of heavy mechanization to mass produce merchandise. In the 20th century, machines took some form of intelligence. They were able to work independently, solve problems and execute solutions. Cybernetics involved improving robot intelligence. Today, robots explore sea floors, wander inside caves, explore and study other planets and build cars. Leonardo da Vinci created many robot-like sketches and designs in the 1500s. The word robot first appeared in print in the 1920 play R.U.R. (Rossums Universal Robots) by Karl Kapek, a Czechoslovakian playwright. Robota is Czechoslovakian for worker or serf (peasant). Typical of early science fiction, the robots take over and exterminate the human race. 1954: The first programmable robot is designed by George Devol, who coins the term Universal Automation. He later shortens this to Unimation, which becomes the name of the first robot company (1962). Isaac Asimov popularized the term robotics through many science-fiction novels and short stories. Asimov is a visionary who envisioned in the 1930s the positronic brain for controlling robots; this pre-dated digital computers by a couple of decades. Unlike earlier robots in science fiction, robots do not threaten humans since Asimov invented the three laws of robotics: A robot may not harm a human or, through inaction, allow a human to come to harm. A robot must obey the orders given by human beings, except when such orders conflict with the First Law. A robot must protect its own existence as long as it does not conflict with the First or Second Laws. Joseph Engleberger and George Devoe were the fathers of industrial robots. Their company, Unimation, built the first industrial robot, the PUMA (Programmable Universal Manipulator Arm, a later version shown below), in 1961. 1980s: The robot industry enters a phase of rapid growth. Many institutions introduce programs and courses in robotics. Robotics courses are spread across mechanical engineering, electrical engineering, and computer science departments. 3. Types and classification of robots. Industrial robots are available commercially in a wide range of sizes, shapes, and configurations. They are designed and fabricated with different design configurations and a different number of axes or degrees of freedom. These factors of a robots design influence its working envelope 4. Common Robot Designs 4.1. Cartesian Robots which have three linear (prismatic joints P, as opposed to rotational R joints) axes of movement (X, Y, Z). Used for pick and place tasks and to move heavy loads. They can trace out rectangular volumes in 3D space. 4.2. Cylindrical The positions of these robots are controlled by a height, an angle, and a radius (that is, two P joints and one R joint). These robots are commonly used in assembly tasks and can trace out concentric cylinders in 3D space. 4.3. Spherical Spherical robots have two rotational R axes and one translational P (radius) axis. The robots end-effectors can trace out concentric spheres in 3D space. 4.4. Articulated The positions of articulated robots are controlled by three angles, via R joints. These robots resemble the human arm (they are anthropomorphic). They are the most versatile robots, but also the most difficult to program. 4.5 SCARA (Selective Compliance Articulated Robot Arm) SCARA robots are a blend of the articulated and cylindrical robots, providing the benefits of each. The robot arm unit can move up and down, and at an angle around the axis of the cylinder just as in a cylindrical robot, but the arm itself is jointed like a revolute coordinate robot to allow precise and rapid positioning. The robot consists of three R and one P joints; an example is shown below. We will mostly deal with robotic arms; some other interesting types of robots are mobile robots, humanoid robots, and parallel robots. 4.6. Mobile robots Mobile robots have wheels, legs, or other means to navigate around the workspace under control. Mobile robots are applied as hospital helpmates and lawn mowers, among other possibilities. These robots require good sensors to see the workspace, avoid collisions, and get the job done. 4.7. Parallel robots Most of the robots discussed so far are serial robots, where joints and links are constructed in a serial fashion from the base, with one path leading out to the end-effector. In contrast, parallel robots have many legs with active and passive joints and links, supporting the load in parallel. Parallel robots can handle higher loads with greater accuracy, higher speeds, and lighter robot weight; however, a major drawback is that the workspace of parallel robots is severely restricted compared to equivalent serial robots. Parallel robots are used in expensive flight simulators, as machining tools, and can be used for high-accuracy, high-repeatability, high-precision robotic surgery. 5. Mechanical platforms the hardware base A robot consists of two main parts: the robot body and some form of artificial intelligence (AI) system. Many different body parts can be called a robot. Articulated arms are used in welding and painting; gantry and conveyor systems move parts in factories; and giant robotic machines move earth deep inside mines. One of the most interesting aspects of robots in general is their behavior, which requires a form of intelligence. The simplest behavior of a robot is locomotion. Typically, wheels are used as the underlying mechanism to make a robot move from one point to the next. And some force such as electricity is required to make the wheels turn under command. 5.1. Motors A variety of electric motors provide power to robots, allowing them to move material, parts, tools, or specialized devices with various programmed motions. The efficiency rating of a motor describes how much of the electricity consumed is converted to mechanical energy. Lets take a look at some of the mechanical devices that are currently being used in modern robotics technology. DC motor: Permanent-magnet, direct-current (PMDC) motors require only two leads, and use an arrangement of fixed- and electro-magnets (stator and rotor) and switches. These form a commutator to create motion through a spinning magnetic field. AC motor: AC motors cycle the power at the input-leads, to continuously move the field. Given a signal, AC and DC motors perform their action to the best of their ability. Stepper motor: Stepper motors are like a brushless DC or AC motor. They move the rotor by applying power to different magnets in the motor in sequence (stepped). Steppers are designed for fine control and will not only spin on command, but can spin at any number of steps-per-second (up to their maximum speed). Servomotors: Servomotors are closed-loop devices. Given a signal, they adjust themselves until they match the signal. Servos are used in radio control airplanes and cars. They are simple DC motors with gearing and a feedback control system. 5.2 Driving mechanisms Gears and chains: Gears and chains are mechanical platforms that provide a strong and accurate way to transmit rotary motion from one place to another, possibly changing it along the way. The speed change between two gears depends upon the number of teeth on each gear. When a powered gear goes through a full rotation, it pulls the chain by the number of teeth on that gear. Gears are most often used in transmissions to convert an electric motors or in this case the drive shafts high speed and low torque to a shafts requirements for low speed high torque. Gears essentially allow positive engagement between teeth so high forces can be transmitted while still undergoing essentially rolling contact. The basic law of gearing says that a common normal (the line of action) to the tooth profiles at their point of contact must in all positions of the contacting teeth; pass through a fixed point on the line-of-centers called the pitch point. As such any two curves or profiles engaging each other and satisfying the law of gearing are conjugate curves, and the relative rotation speed of the gears will be constant. A gear train is a set or system of gears arranged to transfer rotational torque from one part of a mechanical system to another. Gear trains consists Driving gears it is attached to the input shaft Driven gears or Motor gears it is attached to the output shaft Idler gears it is interposed between the driving and driven gear in order to maintain the direction of the output shaft the same as the input shaft or to increase the distance between the drive and driven gears. A compound gear train refers to two or more gears that are used to transmit motion. Alternatively pinion is the smaller of the two gears (typically on the motor) drives a gear on the output shaft. A gear or wheel is the larger of the two gears. Gears are generally used for one of four different reasons: To reverse the direction of rotation To increase or decrease the speed of rotation To move rotational motion to a different axis To keep the rotation of two axis synchronized Pulleys and belts: Pulleys and belts, two other types of mechanical platforms used in robots, work the same way as gears and chains. Pulleys are wheels with a groove around the edge, and belts are the rubber loops that fit in that groove. Gearboxes: A gearbox operates on the same principles as the gear and chain, without the chain. Gearboxes require closer tolerances, since instead of using a large loose chain to transfer force and adjust for misalignments, the gears mesh directly with each other. Examples of gearboxes can be found on the transmission in a car, the timing mechanism in a grandfather clock, and the paper-feed of your printer. Power supplies Power supplies are generally provided by two types of battery. Primary batteries are used once and then discarded; secondary batteries operate from a (mostly) reversible chemical reaction and can be recharged several times. Primary batteries have higher density and a lower self-discharge rate. Secondary (rechargeable) batteries have less energy than primary batteries, but can be recharged up to a thousand times depending on their chemistry and environment. Typically the first use of a rechargeable battery gives 4 hours of continuous operation in an application or robot. There are literally hundreds of types and styles of batteries available for use in robots. Batteries are categorized by their chemistry and size, and rated by their voltage and capacity. The voltage of a battery is determined by the chemistry of the cell, and the capacity by both the chemistry and size. 6. Degrees of freedom The term degree of freedom relates to locating or positioning of a body in space. A body in space has six degree of freedom since it can translate linearly along three mutually perpendicular axis and rotational movements about the same three axes. Three linear movements allow the body on the end effectors of the robot to move a desired position in space and three rotational movements allow the body to be oriented about that position. The term degree of movements relates to the number of axis in which the robot may move in one particular robot configuration. Regardless of the configuration of a robot, movement along each axis will result in either a rotational or a translational movement. The number of axes of movement (degrees of freedom) and their arrangement, along with their sequence of operation and structure, will permit movement of the robot to any point within its envelope. Robots have three arm movements (up-down, in-out, side-to-side). In addition, they can have as many as three additional wrist movements on the end of the robots arm: yaw (side to side), pitch (up and down), and rotational (clockwise and counterclockwise). 7. Mechanical design of the Gripper 7.1. General Design Description The mechanical design of the robotic gripper needed to address the required interaction between the robot and the environment in order to grasp and hold the object securely and to execute the operation. When objects to be grasped are of different shape and size the friction method is normally used whereby the part is restricted from moving by the friction present between the fingers and the object. In this way the fingers exert sufficient force to hold the part against gravity, acceleration and any other force that might arise during the holding portion of the work cycle. This is achieved through a mechanical design that incorporates multiple fingers and multiple joints per finger, through the installation of proximity and force sensors on the gripper, and through the employment of innovative and practical control system architecture for the gripper components. The gripper is installed on a standard six degree-of-freedom industrial robot, and the gripper and robot control programs are integrated in a manner that allows easy application of the gripper in an industrial pick-and-place operation. The gripper or the end effector constitutes the end of the kinematic chain of an industrial robot and makes possible the interactions with the work environment. Although universal grippers with wide clamping ranges can be used for varied object shapes, in many cases they must be adapted to specific work-pieces shapes. A robotic end effector is the hand of the robots arm. By attaching a tool to the robot flange (wrist), the robotic arm can then perform designated tasks. Examples of robotic end-effector include robotic grippers, robotic tool changers, robotic collision sensors etc. In many case, the robotic end effector requires additional power supplies to operate. It depends on the type of functions the end-effector perform, the popular one is the pneumatic, because it is easier to supply air to the end of a robot arm and. The only disadvantages of pneumatics are that it has a slightly lower power to weight ratio than hydraulics and it is not as controllable or easy to feed as electricity. For certain applications some degree of sensory feedback from the gripper is necessary. For examples, the insertion or gripping forces measurement, proximity sensor to detect the presence of objects between the jaws of the gripper, collision detection unit which attaches between the robot flange and the end effector so that if excessive force is applied to the tool the robot arm will stop. 7.2 Robot -End Effectors: End Effectors is the part that is connected to the last joint of a manipulator which generally handles objects, makes connection to other machines or performs the required tasks. Robot manufacturer generally do not design or sell end effectors. The hand of the robot has provision for connecting special end effectors that are specifically designed for a purpose. The robot end-effector or end-of-arm tooling is the bridge between the robot arm and the environment around it. Depending on the task, the actions of the gripper vary. A robotic end-effector which is attached to the wrist of the robot arm is a device that enables the general-purpose robot to grip materials, parts and tools to perform a specific task. The end-effectors are also called the grippers. There are various types of end-effectors to perform the different work functions. The various types of grippers can be divided into the following major categories. Mechanical grippers Hooking or lifting grippers Grippers for scooping or ladling powders or molten metal or plastics Vacuum cups Magnetic grippers Others: Adhesive or Electrostatic Grippers The grippers can be classified into, Part handling grippers Tools handling grippers Special grippers The part handling grippers are used to grasp and hold objects that are required to be transported from one point to another placed for some assembly operations. The part handling applications include machine loading and unloading, picking parts from a conveyor and moving parts, etc. There are grippers to hold tools like welding gun or spray painting gun to perform a specific task. The robot hand may hold a deburring tool. The grippers of the robot may be specialized device like remote center compliance (RCC) to insert an external mating component into an internal member, viz. inserting a plug into a hole. The other type of end-effectors employs some physical principal like magnetism or vacuum technology to hold the object securely. 7.2.1 Classification of End-effectors: An end effector of a robot can be designated to have several fingers, joints and degrees of freedom. Any combination of these factors gives different grasping modalities to the end-effector. The general end-effectors can be grouped according to the type of grasping modality as follows, Mechanical fingers Special tools Universal fingers 7.2.1.1 Mechanical Fingers: They are used to perform some special tasks. Gripping by mechanical type fingers is less versatile and less dexterous than holding by universal fingers as the grippers with mechanical fingers have fewer numbers of joints and lesser flexibility. The grippers can be sub grouped according to finger classifications like two, three and five-finger types. The two-finger gripper is the most popular. Robot end-effectors can be classified on the basis of the mode of gripping as external and internal gripping. The internal gripping system grips the internal surface of objects with open fingers whereas the external gripper grips the exterior surface of the object with closed fingers. Robot end-effectors are also classified according to the number of degrees of freedom (DOF) incorporated in the gripper structures. Typical mechanical grippers belong to the class of 1 DOF. A few grippers can be found with more than 2 DOF. Using some special tooling action, robot grippers can be designed to retain objects by electromagnetic action or under the action of vacuum. Electromagnets and vacuum cups are typical devices in this class. Usually, if the objects to be handled are too large and ferromagnetic in nature, electromagnetic grippers may be employed. In some applications where the objects are too thin to be handled, they can be held by vacuum grippers. 7.2.1.2 Universal Fingers: Usually comprise multipurpose grippers of more than three fingers and or more than one joint on each finger which provide the capacity to perform a wide variety of grasping and manipulating assignments. 7.2.1.3 Mechanical Gripper: A mechanical gripper is an end-effector that uses mechanical fingers actuated by a mechanism to grip an object. The fingers are the appendages of the gripper that actually makes contact with the object. The fingers are either attached to the mechanism or an integral part of mechanism. 7.3. Types Of Grippers 7.3.1. The Clapper The Clapper can be built using metal, plastic or wood. It consists of a wrist joint. Connected to the wrists are 2 plastic plates. The bottom plate is secured to the wrist and the top plate is hinged. A small spring-loaded solenoid is positioned between the two plates. When solenoid is active, the gripper is closed and when solenoid is not active, the gripper is open. The choice of solenoid is important. It must fit between the 2 flaps and should have a flat bottom to facilitate mounting. It must operate within the voltage used in your robot (usually 6V or 12 V). If solenoid doesnt have mounting flanges opposite the plunger, mount it in the center of the bottom flap using household cement 7.3.2. The Two Pincher Gripper The two-pincher gripper consists of two movable fingers, somewhat like the claw of a lobster. In todays industry the two-finger mechanical grippers with a single degree of freedom are the most usual used device. The fingers have symmetrical motions with respect to the gripper axis. A particular category of grippers for industrial robots has two degrees of freedom and a single driving motor. The relative positions of the component elements depend on the frictional coefficients between work piece and fingers and on the initial position of the work piece with respect to the grippers frame. 7.4 Development and Fabrication of the Two Pincher Gripper 8.Scope For Further Work 9. Conclusion: The Robotic Gripper is essentially a vital part of robot design. In its history it was simple and sometimes ineffective but day by day modern advances have been inputted to such robotic systems which have proved to be highly efficient, effective and versatile. A flurry of innovations and developments is on the agenda in context of robotics designs of the future. Major manufacturers are constantly striving to improve existing technology as RD divisions focus on figuring out ways and means to conjure up better and simpler forms of robots. Other such technologies that have been significantly improved in robotic designs are in: Agriculture Automobile Construction Entertainment Health care: hospitals, patient-care, surgery, research, etc. Laboratories: science, engineering, etc. Law enforcement: surveillance, patrol, etc. Manufacturing Military: demining, surveillance, attack, etc.1` Mining, excavation, and exploration Transportation: air, ground, rail, space, etc. Utilities: gas, water, and electricity With such advances in technology the future of robotics design seems promising. 10. References: Books: Stan Gibilisco, Concise encyclopedia of Robotics Klafter D Richard; Robotic Engineering An Integrated Approach, 1st Edition, 1989. Craig J John, Introduction to Robotics Mechanics and Control, 3rd Edition, Pearson Education, Inc, 2005. Schilling J Robert, Fundamentals of Robotics Analysis and Control, 1st Edition, Prentice Hall, 1990.

Employee Involvement and Participation in Service Industry

Employee Involvement and Participation in Service Industry INTRODUCTION The paper will discuss employee involvement and participation in the service industry with reference to Canary Wharf GBK. The paper starts with the objective of the research and ends with the conclusion and recommendation of the research. Employee involvement is a very important programme to utilize the tacit knowledge of the employees to increase commitment and performance with a limited cost. This paper will discuss different types and models of employees involvement and their benefit and limitations. The research start with the secondary research through collected theories to write the literature reviews to build the base of the research. In the literature reviews, it has explained views of different writer on employees involvement. The literature reviews includes types of involvement, models of employees involvement and management support for employees involvement Further, this research includes a methodology where the research strategy, approach, data collection and sample of the research are outline. Research methodology is crucial, as it is giving the researcher ways to conduct the primary research. The research is base on a case study and the data collection methods are interviews and a survey. In the third section the researcher, outline the finding of interviews and survey. In this research, there are three interviews and one survey conducted by the researcher. The participants in the interviews are the managers and the respondent in the survey are the employees of the organisation. Finally, in the last section the researcher presented analysis and conclusion of the research. In the analysis, the data collected from the research has been tested with the theories of literature. The research concludes with a brief conclusion where the result of the research has discussed. In the end, the researcher gives recommendation and discusses the scope, limitation, and interesting issue of the research. Research objectives are Critically analyse the importance of employee involvement as outlined in the literature review that includes its importance in recession. Evaluate Gourmet Burger Kitchen employee involvement strategy in the light of the research finding and theoretical literature. Discuss the benefits and limitations of Employee involvement. Benchmark the GBK canary wharf case study with other restaurant. Reason for choosing this topic The purpose of this study is to investigate the methods of effective involvement of the employees in a company where the researcher is working. Employees are the most valuable assets of a company. Employee involvement is important as it can result in empowerment and democracy in the organisation. This may result in increased motivation to take more responsibility (Judge and Gennard (2005). In this current economic situationwhen the confidence of the employees is low, EIP can motivate the employees to deliver good customer services, which can eventually result in improved profitability. The researcher aims to explore the role of employee involvement in the hospitality industry where the employees turn over is highest. The researcher is presently working at GBK and has accessto conduct interviews and surveys. Furthermore, the researcher is interested in opening a business in India that is why the researcher has chosen this topic. PART ONE LITRETURE REVIEW Definition of employee involvement Employees, the strongest pillar of the organization are the most valuable asset that contributes significantly to its success and prosperity. According to Price (2004), the involvement of employees in the organizational operation not only motivates them but also enables them to contribute more effectively and efficiently. Further, he explains employee involvement as a process involving participation, communication, decision making which leads to industrial democracy and employee motivation. Further CIPD (2009) explain employee involvement as a commitment of the employees towards the values of the organisation and willingness to help each other to achieve the organisational goal. The results are not only to increase job satisfaction, or motivation but the increasing performance of that organisation. In short, employee involvement is creating an environment where people have a continuous impact on decisions and actions that affect their jobs. Employee involvement Vs participation Understanding and defining the concept Employee involvement and employee participation are like two sides of a coin. Both are supplementary to each other and existence of one depends on the other. There is not any significant difference between the two terms. Participation is an act of sharing information and the meaning of involvement is the day-to-day activity of the organization. Many writers have contributed towards the development of this thought of employee involvement or participation. For example Delaney (1996) had used the term participation as a voice of the employee in the decision making process and to describe different types of involvement of employee in the organizations affair. But very few writers tried to find the difference between the two concepts. Kale (1999) argues that participation is any organizational arrangement under which employees have some sort of share in some aspect of the business which is not specific types of employee involvement. Furthermore Ang (2002) has contributed towards the development of the difference between the two terms and concluded that, Employee involvement calls for participation which is all about sharing information, training, mutual decision making process whereas traditional participative managementviews participation as a part of other organizational process. Marching ton et al. (1993) have used employee participation in a different context and as an umbrella term covering all forms of employee influence in the organization. Employee involvement is used to describe managerially inspired initiatives aimed at winning employee commitment, as part of the practices of industrial democracy, whose aim is to increase the rights of employees to participate in management decisions. This not only results in enhanced employee morale but also retaining the potential manpower resulting in lower attrition rate. Many writers have contributed differently and each one of them has different approach to the concept and the context. Employee involvement was and is still known and referred to by different writers under such headings as participative management, employee participation, and worker involvement. Employee involvement and empowerment The concept of employee involvement is incomplete without it being associated with employee empowerment. According to Cunningham and Hyman (1999) there cannot be a single or simple definition of empowerment as some writers see empowerment as a recent development after increase employee involvement. Further Apostolouain (2000) explains that empowerment is the next step of employee involvement means where the employees have the power to take decisions. Blanchard et al. (1999) has defined its scope referring it as a means for involving team members as business partners in determining company success or failure. The real essence of which comes from releasing the knowledge, experience, and motivational power that is already in people but is being severely underutilized. In short it can be said that employee involvement leads to empowerment of the employees in different management decision process. Importance of Employee involvement The increasing competition and technological changes in the last 20 years have demanded higher skills and flexibility from the employees for the organisation. Walton (1985) stated that the highly competitive environment needs a different strategic approach to manage the employees. He further stated that in order to achieve that the jobs needs to be broader. The jobs structure should be made with proper planning and implementation to improve the performance unless just to maintain it. This situation leads to formation of teams, which are accountable for the performance. Employee involvement not only maintained the standard of the operation process but gives emphasis on continuous improvement and it is reflecting the requirement of the market place. Further Marchington (2001) argues that the employee involvement come into focus in the early 90s when the employer looking for a participative way to manage the work force. Judge and Gennard (2005) further outline the other important aspect of employee involvement is the increases job security of the employees by offering them priority in training and retraining. The training equipped them with the skill and knowledge that the job demands. Greater employee commitment leads a growing expectancy to better job satisfaction and performance. It is difficult for the organisation in current business scenario to improve the performance without employee commitment towards the organizations mission and objective. Employee involvement allows the employee to input their views and ideas on performance and the quality of the service. This will lead the development where the employees want to be part of successful organisation, which provides them a good income and opportunity to enhance their skills for a secure employment. Grates (2009) stated that the engaged employees significantly contributes to the success of the organisation to achieve the goal and objective. H e further said that employee involvement could give competitive advantage in the market. It can help to reduce turnover and increase the productivity. An industrial services survey conducted in 1999 on 49 organisations experiences on employee involvement over the period of 1991-1999 has reported that more then 33% people believe that it enhanced employee commitment and motivation. The same number of people believes that it is really help to improve the relationship between the employee and the employer. Approximately 60% people said that the quality of the product and the services has improved. More then 50% believe that their job satisfaction had increased and the organisational profit has increased. Importance of employee involvement in recession The world has seen its worst recession since 1930s and most of the world economies are fighting against it. The economic crisis forces the employers to introduce cost-cutting measure and one of them is redundancies. According to an article HR focus (2009) most of companies in the world complete the lay offs of employees. Now the big question is how this organisation can use the most of the remaining employees. The other important question is how the company survive and can increase their performance in this difficult time. One of the measures that the organisation uses to give confidence to their employees is greater emphasis on employee involvement and participation scheme. According to Frauenheim (2009) the importance of employee involvement is more crucial in this difficult environment of economic trouble. As it is revels by many experts that worker commitment is more important then before as the confidence of the employees are badly hit by the lay offs. Haters stated that its the employees help that improving the situation during this economic turmoil as employee involvement can give the sense of value to the employees and can increase the job security. Juile Gebauer managing director of Towers Perrin believe that the company must give more attention to employee involvement to survive and performing good in recession as his organization found there is direct link between performance and involvement. Low employee satisfaction or confidence may results poor customer services and in recession where customers are very reluctant to spend, companies can not afford bad customer service. In this difficult time companies have to be more efficient to attract more customers to surviveand customer service isof the tool to do that. It is found that EIP can increase employee satisfaction which can lead better performance Types of employee involvement Employee involvement practices/ approaches According to Ang (2002) the idea of employee involvement is still developing although there is large amount of research done in the last decade still there is not any developed ways to use employee involvement as a management approach. The management approach depends how the employer wants to involve their employee in different operation. According to Lawler et al (1998) the most important factor of employee involvement approaches is how it can represent comprehensively in the process of problem solving, sharing information, rewards for performance and developing knowledge and ideas. He further says that in order to implement these practices the organization needs a particular employee involvement program. Traditional versus current perspective There is a significant difference between the current and the traditional way of employee involvement and participation. According to Gary and Sisson (1994) the traditional way is mostly indirect participation and limited direct participation. Further indirect participation includes trade union and work council and direct participation was limited to improve the quality of the work to counter turnover and absenteeism. He further explains that current employee participation is more direct as it concern with improve the performance of the organization that can be linked with the objective of the organization like customer satisfaction. The types of jobs in the current environment is changing as more and more company recruiting part time employees and they need to adopt different strategy to involve them in the process. Representative participation According to Apostolou (2000) one of the main ways to achieve representative participation is joint consultation where employees elected representative to discuss with the management on various issues which concern them. These processes give the employees an opportunity to influence the proposal before it is finally made. Further Judge and Generd (2004) explain that, joint consolation involves seeking acceptable solutions to problem through a genuine exchange of views and information .Employee communication is concerned with the interchange of information and ideas within an organization. Direct, indirect and financial participation In 1999 Oosthuizen and du Toit classify the employee involvement and participation practice as direct, indirect and financial. Direct participation is the communication between the management and the employees regarding different function of the organization like decision making process to problem solving. Whereas in indirect participation the employees are involve through their representatives who are elected leaders. Financial participation is the economic participation of the employees in the success or failure of the organization through share ownership, profit sharing scheme. Marchington et al (1992) talk of direct and indirect employee participation practices the direct participation consist of downward communication from management to employees which includes team briefing, workplace wide meeting ,staff newsletters and cascading of information down via the management chain. Downward Communication from Managers to Employees According to Marchington et al (1992) the downward involvement technique is used to inform employees of management plans. The management can use different ways to do that. Regular and continuous distribution of the company reports, journal, company publication and videos are the effective way to inform employees about the development of the company. Team briefing and regular team meeting is another ways for the top management to aware the employees about the organization news and development. Upward involvement Marchington et al (1992) explain the other way of direct communication which are upward problem solving communication practices and that includes suggestion schemes, employee attitude surveys, and employee groups established to solve specific problems or discuss aspect of performance or quality and suggestion scheme. Further Taily et al (2003) outline the importance of employees attitude survey and it can be done through questionnaire to a sample of employees to find out their views about different factors of the work. He further explain that formal processes like suggestion scheme can be put forward to find out employees thinking on different issues like quality improvement to enhance performance. Financial participation Financial participation is one of the best direct and tangible forms of employee involvement. The financial participation allows the employee to be a part of the financial success and failure of the organization. This will encourage the employees to show greater commitment and encourage them to take extra responsibility.Further, it is argued that a financial stake gives employees increased enthusiasm for the success of the organization. In its most developed form employee share ownership means that employees become significant shareholders in the business or even their own employer (Judge and Gennard, 2005). Financial employee involvement scheme can be carried out in three ways and that is profit sharing, profit related pay and share ownership. Profit sharing According to Judge al (2004) profit sharing methods can help to build a motivated and committed workforce. Further Taily et al (2004) explains that these schemes encourage employees to work as a team rather then individual as the rewards for working together is more then working individually. Profit sharing scheme ensure that employees benefit from an organization that makes profits. Profit related pay Taily et al (2003) explains that profit related pay scheme where employer rewards the employees for their contribution to the business. Further he outlines that it works where a group of people get pay to the profit of the business for their work. This kind of scheme generally found in the sales business where there is bonus for achieving the target. This scheme can increase the motivation and commitment of the employees. Share ownership Judge et al (2004) stated that latest way of financial participation of the employees is share ownership where the employees are owner of some part of the company through share. It means that they have shareholders right. Further Apostolou (2000) stated that it produces interest among the employees about the company matters. In UK one of 5 employees have share ownership in their company .This kind of schemes seeks long term commitment from the employees and its take the employee involvement in a new stage where employees are promoting to some part of the ownership of the company. Owing share makes the employees more motivated and committed as the loss or the profit directly have an impact on them. Task based participation Task based participation is mainly to the job and an integral part of day-to-day life. It is all about perform the task in the same level or higher level, which can be managers or supervisor. Team working and self management Teamwork one of the important ways of employee involvement described by Pfeiffers (1998) as it is one of the seven key HRM practise. It allows employees to take extra responsibility for the task, without direct supervision, to have discretion over work method and time, to multi skill and to recruit team members. Managerial control is at it most subversive and effective when employees take on responsibility for peer surveillance (Marchington and Wilkinson (1998 Benefit of Team working Team meeting benefit both the employer and the employees. Through introducing team working the employer can improve productivity, customer service, cost cutting. In addition the employers can spread the ideas and be competitive in the market by improving the performance. Further its increase the employees motivation to extra responsibility and care for the organization. Team working is benefited for the employees as well as the outcome of team working are greater job satisfaction and motivation. Service industry characteristics and customer driven attitude or orientation is suits team working (Wilkinson et al 1998).Cully et al (1999) claim that team working participation is used in two third of the British industries. In order to introduce team working the organization needs skillful management and resources. Employee Involvement Model Psychological contracts First used in 1960s the psychological contract became very popular following the development in the world economy like globalization and economic crisis in 1990s.It is described as mutual obligations without any written contract between the employee and the employer. As it is not a written contract these obligations are informal and imprecise and are made in the requirement process or in the performance appraisal. Some obligation is seen as a promise whereas others are term as an expectation. The important part of that is the belief by the employees to be part of good relationship with the employer (CIPD, 2009). The difference between the legal contract and psychological contract can be easily distinguished. Legal contract is a paper sign contract between the employee and the employer which represent the limited reality of the employment. The nature and importance of that can be found in an employment tribunal. On the other hand Psychological contract is more influential than the formal contract as it is affecting the employee behavior. This contract helps the employee to understand the requirement to represent their side and bargain and what they can expect from the job. The contract is based on mutual trust and understanding and cant be enforceable as it is not a legal one (CIPD2009). Professor David Guest (2002) of Kings College London outlines the importance of psychological contracts and what it can offer to the employee and the employer. The model suggests that the importance of employer to adopt people management as it is directly influence the psychological contract .The contract is based on mutual trust and fairness of the employee and the belief that the employer is respecting the deal between them. Further he explains that positive psychological contract increase employee commitment and satisfaction which results increase performance. Limitation of psychological contract The main problem with Psychological contract arises when it is broken by management by not delivering the promises. This can leads to low job satisfaction, low morale and dispute between the employee and management. The employees are feeling cheated if the promise like rewards, training is not fulfilled or negative feedback from the managers about the work. Another limitation could be emerging when the company merges or restructure and the employees concerns are not listened to, this can raise dissatisfaction among the employees. What Psychological contract is important? The nature of the jobs changed dramatically in the last 20 years and there are more temporary and part time jobs available and the people do not have a permanent future in that company, they need to build a relationship with the management to secure their future. The cost of labor is increasing and most of the organization wants to work more with less employees makes the jobs more hectic stressful. Human resources are becoming more critical to get competitive advantage by their tacit and explicit knowledge. Team work culture is increasing. Finally positive psychological can result in high efficiency. Black box model People, Performance link In order to understand the importance or significance of employee involvement and participation it is really important to understand the people and performance link. A research team lead by Professor John Purcell (2003) at Bath University carried out an investigation on people and performance link called as black box model. In that they have carried out interviews in 18 organizations which lasted over three years. In the interview with the managers the aim is to collect the information regarding their attitudes, level commitment, views about the job, team and reporting relationship. There information had been investigating in depth the relationships between practice and performance to develop understanding of the nature and mechanics of the relationship. After analyzing the data the team develops the people and performance model famously called as black box model. These models found that the people management creates the building blocks of performance and that are ability, motivation and opportunity. As in the figure shows Purcell make four pillars to describe the people performance link. The first pillar is the human resources; the second is the AMO factors which is with the help of the line management in pillar three can result in employee commitment, job satisfaction and motivation which can finally lead to discretionary behavior. Further he explains that ability is the willing to learn new skill and apply and recognized, motivation assume that the use of ability in an effective way and finally opportunity assume the involvement of the employees in different operation like problem solving and the decision making process. These factors like ability, motivation and opportunity are very important as they are directly related to job satisfaction and commitment of the employees. It will encourage the employee to exhibit discretionary behavior which means the way doing the job like in speed, care and innovation. These activities are the heart of the employment relationship as it is very difficult for the employer to monitor all the activities in an organization. This behavior makes the performance of the organization to a next level with greater job satisfaction and better performance. (CIPD, 2009). Role of line managers According to Judge and Gennard (2005) the main reason of the failure of employees involvement is the attitude of the middle and lower management. The middle and lower management fail to support the scheme as they think they will lose power to control employees Further a research done by CIPD the role of line managers are the most important to implement the employee involvement and practice. Line managers are constantly in the communication with the employees. The line managers are the best person in explaining the variation in both job satisfaction and discretionary behavior as it one of the most important factors in order to developing commitment in the organization .The managers can encages employees towards their jobs and make them responsible for their jobs. The line managers can evaluate the performance through performance appraisal and motivates them by introducing more bonuses for better performance (CIPD, 2009). Organization culture According to CIPD (2009) it is found that the practice and performance is highly influenced by the organization environment. The practice performance link depends on the origination goal mission statement which must influence by the values the organizations stands for. And want to achieve in the future. The goal or the mission is very important for employee commitment. The goals or the mission should be spread throughout the organization to embed that in the policies of the organization. These values encourage employees to achieve new height in their jobs. This will motivate them as they are feeling valued and that eventually result in better performance. Comparison between Psychological contract and black box model Black box model is a medium for creating the atmosphere that reinforces psychological contract through the power of line managers. While psychological contract is a state of mind that already exists between the management and the employees. Implementation of employee involvement schemes Different organization operates differently so it is very important to understand that the schemes good for one organization may be not appropriate for the other one. There are few factors that are really important in order to successfully implement the schemes. The factors are good employee relations, the organization culture and the top management support, monitoring and reviewing and resources. Good employee relation Judge and Gennard (2005) explains that good employee relation is the basic need in order to implement employee involvement scheme as it is very important to motivate the employees and the management to take part in the process. The management and the employees must be open in their attitude and behavior. The scheme cant be successful in a case of dispute between them. Employee involvement can gain and develop in the background of trust and motivation among the management and the employees. Commitment by the top management The most importance factor regarding the success of employee involvement is the support of the top management. It is the top management who can encourage employee involvement and participation. According to Lawler et al (1995) it is essential, as employee involvement needs the management support to develop and smooth implementation without any obstacle. It is the management responsibility to introduce EI through suggestion programs and problem solving teams. The management can give more training to the employees to increase their skills and when they believe that the employees are knowledgeable and more skilled they can involve them in different organization function through EIP. This can leads to introduce reward and recognition for better performance to encourage employee involvement. Further Judge et al (2005) explain that the management must be keeping the momentum after the introduction of the scheme. This will develop trust and motivation among the employees and the employees feel the seriousness of the management about the scheme. Any inconstant management behavior in the workforce involvement can put the scheme in trouble as the employees will de motivates and questioning the management commitment about the scheme. According to Apostolou(2000) there are four important actions the management needs to take to run the scheme successfully and those are trust the employees and give them more responsibility, always updating the training programme to train the employees about the recent change in the business and technology the third action is effective communication and regular feedback of the work. This is the most crucial one as its shows the management seriousness about the scheme and that can motivate the workforce. Finally introducing of rewards and recognition for good work really helps to increase the commitment of the employees. Free flow of information is another important aspect of employee involvement. The management must provide information about the company through different sources to their employees .But the management should be careful to provide too much or too little information as it may create confusion among the employees. The role of leader is even more crucial in the time of recession and economic turmoil where the environment is not conducive for employee involvement because of lay offs. According to Day(2009) the roles of leader is more important then before as it is not possible for them to maintain the same employee involvement scheme if the company is not getting profit. The leadership should be aware the workforce the reason behind the lay off and must use the most remaining talent. The leadership must regain the confidence of the employee by regular informing about the company progress and make them understand about the difficult time. By giving more seriousness on employee involvement the management can help the organizat Employee Involvement and Participation in Service Industry Employee Involvement and Participation in Service Industry INTRODUCTION The paper will discuss employee involvement and participation in the service industry with reference to Canary Wharf GBK. The paper starts with the objective of the research and ends with the conclusion and recommendation of the research. Employee involvement is a very important programme to utilize the tacit knowledge of the employees to increase commitment and performance with a limited cost. This paper will discuss different types and models of employees involvement and their benefit and limitations. The research start with the secondary research through collected theories to write the literature reviews to build the base of the research. In the literature reviews, it has explained views of different writer on employees involvement. The literature reviews includes types of involvement, models of employees involvement and management support for employees involvement Further, this research includes a methodology where the research strategy, approach, data collection and sample of the research are outline. Research methodology is crucial, as it is giving the researcher ways to conduct the primary research. The research is base on a case study and the data collection methods are interviews and a survey. In the third section the researcher, outline the finding of interviews and survey. In this research, there are three interviews and one survey conducted by the researcher. The participants in the interviews are the managers and the respondent in the survey are the employees of the organisation. Finally, in the last section the researcher presented analysis and conclusion of the research. In the analysis, the data collected from the research has been tested with the theories of literature. The research concludes with a brief conclusion where the result of the research has discussed. In the end, the researcher gives recommendation and discusses the scope, limitation, and interesting issue of the research. Research objectives are Critically analyse the importance of employee involvement as outlined in the literature review that includes its importance in recession. Evaluate Gourmet Burger Kitchen employee involvement strategy in the light of the research finding and theoretical literature. Discuss the benefits and limitations of Employee involvement. Benchmark the GBK canary wharf case study with other restaurant. Reason for choosing this topic The purpose of this study is to investigate the methods of effective involvement of the employees in a company where the researcher is working. Employees are the most valuable assets of a company. Employee involvement is important as it can result in empowerment and democracy in the organisation. This may result in increased motivation to take more responsibility (Judge and Gennard (2005). In this current economic situationwhen the confidence of the employees is low, EIP can motivate the employees to deliver good customer services, which can eventually result in improved profitability. The researcher aims to explore the role of employee involvement in the hospitality industry where the employees turn over is highest. The researcher is presently working at GBK and has accessto conduct interviews and surveys. Furthermore, the researcher is interested in opening a business in India that is why the researcher has chosen this topic. PART ONE LITRETURE REVIEW Definition of employee involvement Employees, the strongest pillar of the organization are the most valuable asset that contributes significantly to its success and prosperity. According to Price (2004), the involvement of employees in the organizational operation not only motivates them but also enables them to contribute more effectively and efficiently. Further, he explains employee involvement as a process involving participation, communication, decision making which leads to industrial democracy and employee motivation. Further CIPD (2009) explain employee involvement as a commitment of the employees towards the values of the organisation and willingness to help each other to achieve the organisational goal. The results are not only to increase job satisfaction, or motivation but the increasing performance of that organisation. In short, employee involvement is creating an environment where people have a continuous impact on decisions and actions that affect their jobs. Employee involvement Vs participation Understanding and defining the concept Employee involvement and employee participation are like two sides of a coin. Both are supplementary to each other and existence of one depends on the other. There is not any significant difference between the two terms. Participation is an act of sharing information and the meaning of involvement is the day-to-day activity of the organization. Many writers have contributed towards the development of this thought of employee involvement or participation. For example Delaney (1996) had used the term participation as a voice of the employee in the decision making process and to describe different types of involvement of employee in the organizations affair. But very few writers tried to find the difference between the two concepts. Kale (1999) argues that participation is any organizational arrangement under which employees have some sort of share in some aspect of the business which is not specific types of employee involvement. Furthermore Ang (2002) has contributed towards the development of the difference between the two terms and concluded that, Employee involvement calls for participation which is all about sharing information, training, mutual decision making process whereas traditional participative managementviews participation as a part of other organizational process. Marching ton et al. (1993) have used employee participation in a different context and as an umbrella term covering all forms of employee influence in the organization. Employee involvement is used to describe managerially inspired initiatives aimed at winning employee commitment, as part of the practices of industrial democracy, whose aim is to increase the rights of employees to participate in management decisions. This not only results in enhanced employee morale but also retaining the potential manpower resulting in lower attrition rate. Many writers have contributed differently and each one of them has different approach to the concept and the context. Employee involvement was and is still known and referred to by different writers under such headings as participative management, employee participation, and worker involvement. Employee involvement and empowerment The concept of employee involvement is incomplete without it being associated with employee empowerment. According to Cunningham and Hyman (1999) there cannot be a single or simple definition of empowerment as some writers see empowerment as a recent development after increase employee involvement. Further Apostolouain (2000) explains that empowerment is the next step of employee involvement means where the employees have the power to take decisions. Blanchard et al. (1999) has defined its scope referring it as a means for involving team members as business partners in determining company success or failure. The real essence of which comes from releasing the knowledge, experience, and motivational power that is already in people but is being severely underutilized. In short it can be said that employee involvement leads to empowerment of the employees in different management decision process. Importance of Employee involvement The increasing competition and technological changes in the last 20 years have demanded higher skills and flexibility from the employees for the organisation. Walton (1985) stated that the highly competitive environment needs a different strategic approach to manage the employees. He further stated that in order to achieve that the jobs needs to be broader. The jobs structure should be made with proper planning and implementation to improve the performance unless just to maintain it. This situation leads to formation of teams, which are accountable for the performance. Employee involvement not only maintained the standard of the operation process but gives emphasis on continuous improvement and it is reflecting the requirement of the market place. Further Marchington (2001) argues that the employee involvement come into focus in the early 90s when the employer looking for a participative way to manage the work force. Judge and Gennard (2005) further outline the other important aspect of employee involvement is the increases job security of the employees by offering them priority in training and retraining. The training equipped them with the skill and knowledge that the job demands. Greater employee commitment leads a growing expectancy to better job satisfaction and performance. It is difficult for the organisation in current business scenario to improve the performance without employee commitment towards the organizations mission and objective. Employee involvement allows the employee to input their views and ideas on performance and the quality of the service. This will lead the development where the employees want to be part of successful organisation, which provides them a good income and opportunity to enhance their skills for a secure employment. Grates (2009) stated that the engaged employees significantly contributes to the success of the organisation to achieve the goal and objective. H e further said that employee involvement could give competitive advantage in the market. It can help to reduce turnover and increase the productivity. An industrial services survey conducted in 1999 on 49 organisations experiences on employee involvement over the period of 1991-1999 has reported that more then 33% people believe that it enhanced employee commitment and motivation. The same number of people believes that it is really help to improve the relationship between the employee and the employer. Approximately 60% people said that the quality of the product and the services has improved. More then 50% believe that their job satisfaction had increased and the organisational profit has increased. Importance of employee involvement in recession The world has seen its worst recession since 1930s and most of the world economies are fighting against it. The economic crisis forces the employers to introduce cost-cutting measure and one of them is redundancies. According to an article HR focus (2009) most of companies in the world complete the lay offs of employees. Now the big question is how this organisation can use the most of the remaining employees. The other important question is how the company survive and can increase their performance in this difficult time. One of the measures that the organisation uses to give confidence to their employees is greater emphasis on employee involvement and participation scheme. According to Frauenheim (2009) the importance of employee involvement is more crucial in this difficult environment of economic trouble. As it is revels by many experts that worker commitment is more important then before as the confidence of the employees are badly hit by the lay offs. Haters stated that its the employees help that improving the situation during this economic turmoil as employee involvement can give the sense of value to the employees and can increase the job security. Juile Gebauer managing director of Towers Perrin believe that the company must give more attention to employee involvement to survive and performing good in recession as his organization found there is direct link between performance and involvement. Low employee satisfaction or confidence may results poor customer services and in recession where customers are very reluctant to spend, companies can not afford bad customer service. In this difficult time companies have to be more efficient to attract more customers to surviveand customer service isof the tool to do that. It is found that EIP can increase employee satisfaction which can lead better performance Types of employee involvement Employee involvement practices/ approaches According to Ang (2002) the idea of employee involvement is still developing although there is large amount of research done in the last decade still there is not any developed ways to use employee involvement as a management approach. The management approach depends how the employer wants to involve their employee in different operation. According to Lawler et al (1998) the most important factor of employee involvement approaches is how it can represent comprehensively in the process of problem solving, sharing information, rewards for performance and developing knowledge and ideas. He further says that in order to implement these practices the organization needs a particular employee involvement program. Traditional versus current perspective There is a significant difference between the current and the traditional way of employee involvement and participation. According to Gary and Sisson (1994) the traditional way is mostly indirect participation and limited direct participation. Further indirect participation includes trade union and work council and direct participation was limited to improve the quality of the work to counter turnover and absenteeism. He further explains that current employee participation is more direct as it concern with improve the performance of the organization that can be linked with the objective of the organization like customer satisfaction. The types of jobs in the current environment is changing as more and more company recruiting part time employees and they need to adopt different strategy to involve them in the process. Representative participation According to Apostolou (2000) one of the main ways to achieve representative participation is joint consultation where employees elected representative to discuss with the management on various issues which concern them. These processes give the employees an opportunity to influence the proposal before it is finally made. Further Judge and Generd (2004) explain that, joint consolation involves seeking acceptable solutions to problem through a genuine exchange of views and information .Employee communication is concerned with the interchange of information and ideas within an organization. Direct, indirect and financial participation In 1999 Oosthuizen and du Toit classify the employee involvement and participation practice as direct, indirect and financial. Direct participation is the communication between the management and the employees regarding different function of the organization like decision making process to problem solving. Whereas in indirect participation the employees are involve through their representatives who are elected leaders. Financial participation is the economic participation of the employees in the success or failure of the organization through share ownership, profit sharing scheme. Marchington et al (1992) talk of direct and indirect employee participation practices the direct participation consist of downward communication from management to employees which includes team briefing, workplace wide meeting ,staff newsletters and cascading of information down via the management chain. Downward Communication from Managers to Employees According to Marchington et al (1992) the downward involvement technique is used to inform employees of management plans. The management can use different ways to do that. Regular and continuous distribution of the company reports, journal, company publication and videos are the effective way to inform employees about the development of the company. Team briefing and regular team meeting is another ways for the top management to aware the employees about the organization news and development. Upward involvement Marchington et al (1992) explain the other way of direct communication which are upward problem solving communication practices and that includes suggestion schemes, employee attitude surveys, and employee groups established to solve specific problems or discuss aspect of performance or quality and suggestion scheme. Further Taily et al (2003) outline the importance of employees attitude survey and it can be done through questionnaire to a sample of employees to find out their views about different factors of the work. He further explain that formal processes like suggestion scheme can be put forward to find out employees thinking on different issues like quality improvement to enhance performance. Financial participation Financial participation is one of the best direct and tangible forms of employee involvement. The financial participation allows the employee to be a part of the financial success and failure of the organization. This will encourage the employees to show greater commitment and encourage them to take extra responsibility.Further, it is argued that a financial stake gives employees increased enthusiasm for the success of the organization. In its most developed form employee share ownership means that employees become significant shareholders in the business or even their own employer (Judge and Gennard, 2005). Financial employee involvement scheme can be carried out in three ways and that is profit sharing, profit related pay and share ownership. Profit sharing According to Judge al (2004) profit sharing methods can help to build a motivated and committed workforce. Further Taily et al (2004) explains that these schemes encourage employees to work as a team rather then individual as the rewards for working together is more then working individually. Profit sharing scheme ensure that employees benefit from an organization that makes profits. Profit related pay Taily et al (2003) explains that profit related pay scheme where employer rewards the employees for their contribution to the business. Further he outlines that it works where a group of people get pay to the profit of the business for their work. This kind of scheme generally found in the sales business where there is bonus for achieving the target. This scheme can increase the motivation and commitment of the employees. Share ownership Judge et al (2004) stated that latest way of financial participation of the employees is share ownership where the employees are owner of some part of the company through share. It means that they have shareholders right. Further Apostolou (2000) stated that it produces interest among the employees about the company matters. In UK one of 5 employees have share ownership in their company .This kind of schemes seeks long term commitment from the employees and its take the employee involvement in a new stage where employees are promoting to some part of the ownership of the company. Owing share makes the employees more motivated and committed as the loss or the profit directly have an impact on them. Task based participation Task based participation is mainly to the job and an integral part of day-to-day life. It is all about perform the task in the same level or higher level, which can be managers or supervisor. Team working and self management Teamwork one of the important ways of employee involvement described by Pfeiffers (1998) as it is one of the seven key HRM practise. It allows employees to take extra responsibility for the task, without direct supervision, to have discretion over work method and time, to multi skill and to recruit team members. Managerial control is at it most subversive and effective when employees take on responsibility for peer surveillance (Marchington and Wilkinson (1998 Benefit of Team working Team meeting benefit both the employer and the employees. Through introducing team working the employer can improve productivity, customer service, cost cutting. In addition the employers can spread the ideas and be competitive in the market by improving the performance. Further its increase the employees motivation to extra responsibility and care for the organization. Team working is benefited for the employees as well as the outcome of team working are greater job satisfaction and motivation. Service industry characteristics and customer driven attitude or orientation is suits team working (Wilkinson et al 1998).Cully et al (1999) claim that team working participation is used in two third of the British industries. In order to introduce team working the organization needs skillful management and resources. Employee Involvement Model Psychological contracts First used in 1960s the psychological contract became very popular following the development in the world economy like globalization and economic crisis in 1990s.It is described as mutual obligations without any written contract between the employee and the employer. As it is not a written contract these obligations are informal and imprecise and are made in the requirement process or in the performance appraisal. Some obligation is seen as a promise whereas others are term as an expectation. The important part of that is the belief by the employees to be part of good relationship with the employer (CIPD, 2009). The difference between the legal contract and psychological contract can be easily distinguished. Legal contract is a paper sign contract between the employee and the employer which represent the limited reality of the employment. The nature and importance of that can be found in an employment tribunal. On the other hand Psychological contract is more influential than the formal contract as it is affecting the employee behavior. This contract helps the employee to understand the requirement to represent their side and bargain and what they can expect from the job. The contract is based on mutual trust and understanding and cant be enforceable as it is not a legal one (CIPD2009). Professor David Guest (2002) of Kings College London outlines the importance of psychological contracts and what it can offer to the employee and the employer. The model suggests that the importance of employer to adopt people management as it is directly influence the psychological contract .The contract is based on mutual trust and fairness of the employee and the belief that the employer is respecting the deal between them. Further he explains that positive psychological contract increase employee commitment and satisfaction which results increase performance. Limitation of psychological contract The main problem with Psychological contract arises when it is broken by management by not delivering the promises. This can leads to low job satisfaction, low morale and dispute between the employee and management. The employees are feeling cheated if the promise like rewards, training is not fulfilled or negative feedback from the managers about the work. Another limitation could be emerging when the company merges or restructure and the employees concerns are not listened to, this can raise dissatisfaction among the employees. What Psychological contract is important? The nature of the jobs changed dramatically in the last 20 years and there are more temporary and part time jobs available and the people do not have a permanent future in that company, they need to build a relationship with the management to secure their future. The cost of labor is increasing and most of the organization wants to work more with less employees makes the jobs more hectic stressful. Human resources are becoming more critical to get competitive advantage by their tacit and explicit knowledge. Team work culture is increasing. Finally positive psychological can result in high efficiency. Black box model People, Performance link In order to understand the importance or significance of employee involvement and participation it is really important to understand the people and performance link. A research team lead by Professor John Purcell (2003) at Bath University carried out an investigation on people and performance link called as black box model. In that they have carried out interviews in 18 organizations which lasted over three years. In the interview with the managers the aim is to collect the information regarding their attitudes, level commitment, views about the job, team and reporting relationship. There information had been investigating in depth the relationships between practice and performance to develop understanding of the nature and mechanics of the relationship. After analyzing the data the team develops the people and performance model famously called as black box model. These models found that the people management creates the building blocks of performance and that are ability, motivation and opportunity. As in the figure shows Purcell make four pillars to describe the people performance link. The first pillar is the human resources; the second is the AMO factors which is with the help of the line management in pillar three can result in employee commitment, job satisfaction and motivation which can finally lead to discretionary behavior. Further he explains that ability is the willing to learn new skill and apply and recognized, motivation assume that the use of ability in an effective way and finally opportunity assume the involvement of the employees in different operation like problem solving and the decision making process. These factors like ability, motivation and opportunity are very important as they are directly related to job satisfaction and commitment of the employees. It will encourage the employee to exhibit discretionary behavior which means the way doing the job like in speed, care and innovation. These activities are the heart of the employment relationship as it is very difficult for the employer to monitor all the activities in an organization. This behavior makes the performance of the organization to a next level with greater job satisfaction and better performance. (CIPD, 2009). Role of line managers According to Judge and Gennard (2005) the main reason of the failure of employees involvement is the attitude of the middle and lower management. The middle and lower management fail to support the scheme as they think they will lose power to control employees Further a research done by CIPD the role of line managers are the most important to implement the employee involvement and practice. Line managers are constantly in the communication with the employees. The line managers are the best person in explaining the variation in both job satisfaction and discretionary behavior as it one of the most important factors in order to developing commitment in the organization .The managers can encages employees towards their jobs and make them responsible for their jobs. The line managers can evaluate the performance through performance appraisal and motivates them by introducing more bonuses for better performance (CIPD, 2009). Organization culture According to CIPD (2009) it is found that the practice and performance is highly influenced by the organization environment. The practice performance link depends on the origination goal mission statement which must influence by the values the organizations stands for. And want to achieve in the future. The goal or the mission is very important for employee commitment. The goals or the mission should be spread throughout the organization to embed that in the policies of the organization. These values encourage employees to achieve new height in their jobs. This will motivate them as they are feeling valued and that eventually result in better performance. Comparison between Psychological contract and black box model Black box model is a medium for creating the atmosphere that reinforces psychological contract through the power of line managers. While psychological contract is a state of mind that already exists between the management and the employees. Implementation of employee involvement schemes Different organization operates differently so it is very important to understand that the schemes good for one organization may be not appropriate for the other one. There are few factors that are really important in order to successfully implement the schemes. The factors are good employee relations, the organization culture and the top management support, monitoring and reviewing and resources. Good employee relation Judge and Gennard (2005) explains that good employee relation is the basic need in order to implement employee involvement scheme as it is very important to motivate the employees and the management to take part in the process. The management and the employees must be open in their attitude and behavior. The scheme cant be successful in a case of dispute between them. Employee involvement can gain and develop in the background of trust and motivation among the management and the employees. Commitment by the top management The most importance factor regarding the success of employee involvement is the support of the top management. It is the top management who can encourage employee involvement and participation. According to Lawler et al (1995) it is essential, as employee involvement needs the management support to develop and smooth implementation without any obstacle. It is the management responsibility to introduce EI through suggestion programs and problem solving teams. The management can give more training to the employees to increase their skills and when they believe that the employees are knowledgeable and more skilled they can involve them in different organization function through EIP. This can leads to introduce reward and recognition for better performance to encourage employee involvement. Further Judge et al (2005) explain that the management must be keeping the momentum after the introduction of the scheme. This will develop trust and motivation among the employees and the employees feel the seriousness of the management about the scheme. Any inconstant management behavior in the workforce involvement can put the scheme in trouble as the employees will de motivates and questioning the management commitment about the scheme. According to Apostolou(2000) there are four important actions the management needs to take to run the scheme successfully and those are trust the employees and give them more responsibility, always updating the training programme to train the employees about the recent change in the business and technology the third action is effective communication and regular feedback of the work. This is the most crucial one as its shows the management seriousness about the scheme and that can motivate the workforce. Finally introducing of rewards and recognition for good work really helps to increase the commitment of the employees. Free flow of information is another important aspect of employee involvement. The management must provide information about the company through different sources to their employees .But the management should be careful to provide too much or too little information as it may create confusion among the employees. The role of leader is even more crucial in the time of recession and economic turmoil where the environment is not conducive for employee involvement because of lay offs. According to Day(2009) the roles of leader is more important then before as it is not possible for them to maintain the same employee involvement scheme if the company is not getting profit. The leadership should be aware the workforce the reason behind the lay off and must use the most remaining talent. The leadership must regain the confidence of the employee by regular informing about the company progress and make them understand about the difficult time. By giving more seriousness on employee involvement the management can help the organizat