The Genetic Disorder Or Autoimmune Disease - 1064 Words

A.Who first discovered the genetic disorder or autoimmune disease? Kraepelin recognized biological causes of mental illnesses. He is believed to be the first person to seriously study mental illnesses. Kraepelin s Manic Depressive Insanity and Paranoia in 1921 detailed the difference between manic-depressive and praecox, which is now known as schizophrenia. B. Is the disease state recessive or dominant? One study has also found a higher frequency in families where the disorder is inherited from mothers. A particular case inquiry may be considered, assuming that bipolar affective disorder can be inherited as a sex-linked recessive trait or as an autosomal recessive trait. C. Differentiate between recessive or dominant? The difference between the two is that it depends on the parents in which one or the both have the gene that is dominant but in which chase if it is recessive it would not get passed down. D. Is it a chromosomal abnormality? Although there is compelling evidence from twin, family, and adoption studies to support strong genetic determinants for bipolar affective disorder, the underlying molecular-genetic basis for this condition remains poorly understood. The identification of the genes responsible for major psychiatric illnesses such as bipolar disorder would greatly enhance our understanding of etiology, as well as open new avenues for the development of more specific and effective treatments. E. Is it autosomal or sex linked? A particular case inquiry may beShow MoreRelatedThe Genetic Disorder Or Autoimmune Disease? How Was It Discovered?2274 Words   |  10 Pagesthe genetic disorder or autoimmune disease? How was it discovered? Answer: In 1866, Doctor John Langdon Down. He first described Down syndrome as a disorder, but he misunderstood how Down syndrome arises. The cause of Down syndrome was rather recently discovered in 1959. Down syndrome is a genetic disorder and most common cause of cognitive impairments. B. Is the disease state recessive or dominant? Explain your answer. Answer: The disease isn’t a disease, it is considered a disorder. ThisRead MoreAn Autoimmune Disorder That Directly Affects The Thyroid Gland1539 Words   |  7 PagesGraves’ Disease is identified as an autoimmune disorder that directly affects the thyroid gland. Characterized as the most common cause of hyperthyroidism, Graves’ Disease encompasses an overactive, enlarged thyroid gland, which produces an excess of thyroid hormones [1]. Approximately 3% of the United States population is affected by Graves’ Disease and 60-80% of patients affected with Graves’ disease are diagnosed with hyperthyroidism [2]. The approximate female to male ratio is 5/1, with majorityRead MorePeriodontal Disease And Its Effects On The Body1511 Words   |  7 PagesAbstract Periodontal disease is an exaggerated immune response to dental bacterial plaque biofilms. It is broken down into the two categories of gingivitis and periodontitis. Gingivitis affects the gingiva and is marked by a red, swollen, inflamed appearance. Periodontitis affects the entire periodontium and is marked by clinical attachment loss. Autoimmune disorders are caused by a faulty immune system that targets the body’s own cells and attacks the host’s organs causing tissue destructionRead MoreCase Study of Graves Disease Essay1639 Words   |  7 Pages Introduction The case study selected focused on Grave’s disease an autoimmune disorder involving over production of thyroid hormones triidiothyronine (T3) and thyroxine (T4). In the United States it is the most common form of hyperthyroidism. The over taxed organ then becomes enlarged (goiter). This case study report will discuss the clinical progression and presentation of this disease, define and describe what an autoimmune disorder is, outline what clinical testing is performed for proper diagnosisRead MoreDiscussion. Cause. Systemic Lupus Erythematosus Is Complex1711 Words   |  7 PagesSystemic Lupus Erythematosus is complex autoimmune disease caused by a combination of genetic, epigenetic, and environmental factors. The body’s autoimmune cells fail to distinguish a diseased cell or foreign organism from its own healthy cells. Consequently, the autoimmune system attacks its own cells causing inflammation in multiple systems including; the kidneys, skin, heart, lungs, hemato poetic, and nervous system. An estimation of 20 – 100 different genetic factors make a person susceptible toRead MoreCause. Systemic Lupus Erythematosus Is Complex Autoimmune1734 Words   |  7 PagesSystemic Lupus Erythematosus is complex autoimmune disease caused by a combination of genetic, epigenetic, and environmental factors. The body’s autoimmune cells fail to distinguish a diseased cell or foreign organism from its own healthy cells. Consequently, the autoimmune system attacks its own cells, causing inflammation in multiple systems including; the kidneys, skin, heart, lungs, hematopoetic, and nervous system. An estimation of 20 to 100 different genetic factors make a person susceptibleRead MoreSymptoms And Treatment Of Rheumatoid Arthritis1312 Words   |  6 Pages Rheumatoid Arthritis Brandon Holley PAS5430 Winter 2017 - Class 6 Clinical Presentation Disease Overview. Rheumatoid Arthritis (RA) is considered the most common autoimmune inflammatory arthritis disease diagnosed in adult patients and affects quality of life and leads to increased mortality rates. It is defined as a chronic, inflammatory, systemic autoimmune disorder characterized by symmetric, erosive synovitis that often leads to joint destruction, deformity, and disability.Read MoreThe Disease Of Behcet s Disease924 Words   |  4 PagesIn 1937, a rare disease called Behcet s Disease (BD) was first described by Dr. Hulusi Behcet, who is a dermatologist in Turkey. The disease is also known as Behcet s syndrome and described by The American Behcet s Disease Association (2014) as a rare, chronic, autoimmune, autoinflammatory disorder (American Behcet s Disease Association [ABDA], 2014). The disease, recognized worldwide, can affect multiple systems in the human body and associated with morbidity and mortality. Dr. Hulusi BehcetRead MoreDiabetes Mellitus : Long Term Da mage1144 Words   |  5 PagesIntroduction The term diabetes mellitus describes a metabolic disorder of multiple aetiology, characterized by chronic hyperglycaemia with disturbances of carbohydrate, fat and protein metabolism resulting from defects in insulin secretion, insulin action, or both. The effects of diabetes mellitus include long–term damage, dysfunction and failure of various organs (1). There are two main types of diabetes (2-6); Type 1 diabetes (T1B) usually develops in childhood and adolescence and patients requireRead MoreYearly, around six hundred to nine hundred people are diagnosed with Aplastic Anemia within the700 Words   |  3 Pageswith Aplastic Anemia within the United States. Aplastic Anemia is a autoimmune hematological disorder that causes pancytopenia which is a reduction in major blood components, namely, erythrocytes, leukocytes and platelets. This disease has been labelled as a type of bone marrow failure, that is often due to not one but a variety of disorders that occur simultaneously. Aplastic Anemia can therefore be defined as a bone marrow disorder that is often rare, non contagious, and can often be life threatening

Mexico An Elegant And Beautiful Place - 1125 Words

Mexico is an elegant and beautiful place. Its geography is beautiful and diverse. The land holds interesting history. It is rich with culture and delicious food. It also has great works of art. Mexico is rich with resources and It is difficult to count all the great things about Mexico. Mexico gets people to keep returning. This is why many people live in Mexico and prefer it to other places. Mexico is located south of the Americas and north of Guatemala and Beliz. Mexico is bordered on either side by water. The west and south side is covered by the Gulf of California and the Pacific Ocean, while the Gulf of Mexico and the Caribbean Sea border the east. Mexico’s 756,066 square miles contain swamps and lagoons, beaches and tropical rain forests, mountains, volcanos, and dry deserts. More than half of Mexico, mostly around the southern area, is tropics. With Mexico’s diverse climate, there are many different unique ecosystems, each with its own plants and animals. (Jermyn 6-8) Mexico’s people have had a difficult time establishing a stable and dependable government that they support. Spain had control over Mexico, and although many had tried, it was not until August 24, 1821, when the last Spanish viceroy was forced to sign the Treaty of Cà ³rdoba making Mexico independent. Iturbide, Mexico’s first emperor was deposed by his former aide, General Antonio Là ³pez de Santa Anna. Mexico then became a republic, and Guadalupe Victoria became Mexico’s first elected president. IturbideShow MoreRelatedMale And Female Norms During 19th Century Mexico City1578 Words   |  7 PagesMale and Female Norms During 19th Century Mexico City The Magic Lantern, published in 1886 and written by Josà © Tomà ¡s de Cuà ©llar, (New York: Oxford University Press, 2000) is a novella about nineteenth century Mexico. The author wrote this novel to express his thoughts and ideas regarding the manner in which men and women interacted with each other during this time. Cuà ©llar believed that the Mexican culture set impossible standards, and he conveys this ideology within the short story, Having a BallRead MoreMexico City Is The Capital Of Mexico Essay1158 Words   |  5 PagesMexico †¢ Mexico City is the capital of Mexico. †¢ Total population of Mexico is 129,034,512 †¢ Catholic Christianity is the religion of people of Mexico †¢ There are two main seasons in Mexico i.e. Rainy during May-October and dry during the rest of the year. †¢ Mexico is a country in the Americas. It is located in the southern part of north America. B) Capital: Mexico City The Capital of Mexico of Mexico City. It became independent on 24th February, 1821. It is the largest city of Western HemisphereRead MoreNarrative of Quinceanera910 Words   |  4 PagesIn Mexican culture, a dama is just like a bridesmaid. I had 14 of my closest friends as my dama’s to be a part of my â€Å"court of honor†. All 14 girls wore beautiful hot pink dresses and had polished hairstyles. The girls looked like beautiful dolls. When my mother was a little girl she had two Quinceanera’s. One celebration took place in Mexico and the other here in California. Looking back at my moms photo’s, I could see that both celebrations were huge and costly. I was the first of all my cousinsRead MoreDescriptive Essay - Original Writing1935 Words   |  8 Pagesa few gray hairs on the sides of his head. â€Å"He has cancer and is very ill. They called from Mexico saying that he had gotten worse.† â€Å"Is he going to die?† I could feel a lump in my throat, the lump I feel when I’m about to cry or am very angry. I felt my eyes starting to well up. â€Å"He might be going to die. He’s been sick for a long time and hasn’t gotten treatment. Your mom is going to go to Mexico to be with him,† he said. My grandpa, a rancher, didn’t really trust modern medicine and surgeriesRead MoreAnalysis Of The Film Amalia Hernandez And Deer Dance Of The Yaqui Indians 757 Words   |  4 Pagesfirst founded in 1952. The company was a huge success, and soon became the largest and most popular dance company in the entire world. More than 60 regions of Mexico were incorporated into her performances. Amalia Hernandez’s work and style incorporated many different cultures and themes. Many dances were fiesta themed and incorporated beautiful different colors and costumes. Fiesta theme performances were fun and different to watch. The vibrant colors and creativity made them unique and festiveRead MoreRalph Lauren2639 Words   |  11 Pagesdesigner in the classic tradition, who has stayed true to his own point of view, despite the seasonal vagaries of fashion. Mr. Lauren has always believed that fashion is function of lifestyle. He believes that clothed should be natural, comfortable and elegant, for the way people live today. His clothes have timeless grace and become more personal and special age. For Mr. Lauren, the starting point is always his concern for quality and attention to detail, while the creative drama comes from his own romanticRead More Ralph Lauren Essay2557 Words   |  11 Pagesdesigner in the classic tradition, who has stayed true to his own point of view, despite the seasonal vagaries of fashion. Mr. Lauren has always believed that fashion is function of lifestyle. He believes that clothed should be natural, comfortable and elegant, for the way people live today. His clothes have timeless grace and become more personal and special age. For Mr. Lauren, the starting point is always his concern for quality and attention to detail, while the creative drama comes from his own romanticRead MoreKate Chopin s The Awakening1553 Words   |  7 PagesRatignolle to express the contradicting aspects of feminine symbols such as a bird. Birds are known to be associated with graceful and innocent characteristics. Similarly, the ideal or perfect woman of the 1800s was also described as being beautiful, kind, elegant, and pure. Because of these behavioral similarities, women and birds are often compared throughout literature as a symbol of feminism. In The Awakening, Chopin describes a green and yellow parrot inside a cage who repeats the same phrasesRead MoreAir Pollution And Its Effects1271 Words   |  6 Pagesidea, a technology to combat external air pollution can be seen on buildings such as the Manuel Gea Gonzalez Hospital in Mexico City (Winter). As shown in Figure 2 below, the Manuel Gea Gonzalez Hospital has combined aesthetically pleasing architecture with an effective way to counter outdoor air pollution with the use of a decorative white facade. The design, made by Elegant Embellishments, is constructed from the firm’s 3D Prosolve 370e (PDF) modules. When ambient ultraviolet light hits these modulesRead MoreQuinceanera2147 Words   |  9 Pageswith a funky dance. Every little girl awaits the day when she will be treated and given the attention of a princess for a day. It was my pleasure to attend my cousin Daira’s quinceanera, and witness my first quinceanera in Mexico. It was a Saturday afternoon in Tijuana, Mexico as I arrived at the church. The streets were extremely narrow and they had cars parked on either side - trucks, vans, cars – making it nearly impossible for moving vehicles to run past each other. As I drove up I could not

Job Motivation Differnce Ampong Male and Female Employees Free Essays

string(110) " attribute their achievements to ability while females may attribute their success in these fields to effort\." Introduction to Motivation There are countless books, seminars, and videos on the subject of motivation, particularly with regard to motivating employees. As businesses continue to try to find ways to squeeze more and more productivity out of a shrinking number of workers, motivating those employees is a critical factor in the business’ success. Being in a management position is not easy, and not always fun. We will write a custom essay sample on Job Motivation Differnce Ampong Male and Female Employees or any similar topic only for you Order Now The position comes with much responsibility and can prove very stressful. Holding a management position often means you are put in charge of large numbers of people, all with different attitudes, moods and dispositions; whose performance you are held accountable for. That is the bad news. The good news is even if things are not optimal; you can do something about it. Learn to motivate your employee’s and you can turn things around for everyone. You may be thinking that the change needs to come from the individuals when really the change begins with you. Being in a management position by default makes you a leader. Others are looking to you for guidance and support. You must rise to the occasion. Your management style can greatly improve the general attitude in the workplace. Positive messages coming from you as a manager will go a long way towards improving your productivity and the work performance of your employees. As a manager the small ways you interact with the workforce everyday greatly impacts how they carry out their duties as individuals. So may be you have not been so positive in the past, it’s never too late to change. Start anew. Start with you. Women and men holding managerial posts do not differ in the way they rate individual motivation factors, an analysis of motivation according to superiority in the workplace reveals. Gender differences were found only among rank-and-file staff. This finding supports the notion, often cited in specialist literature, that women in management adapt to ‘male’ thinking and conduct, whether knowingly or not, and internalize the values prevailing in a male-dominated labor market. As certain public opinion surveys have shown, female managers are not universally accepted by the Czech public. The fact that Czech society still egards women in management as unusual may result in a greater likelihood of these managers encountering prejudice or discrimination. For this reason, it might be beneficial for female managers to assimilate behavior patterns typical for men in the same positions. This kind of behavior will more likely enable them to meet the general expectations associated wit h the role of manager. One of the trends today is taking care to be sensitive when dealing with employees, but once again a good idea has been corrupted by political correctness run amok. Sensitivity didn’t get the pyramids, or the transcontinental railroad, or Rome built. It wasn’t sensitivity that beat the Kaiser, Hitler, and Saddam (twice). It was hard work, appropriate rewards, and a team effort. Consideration Point Of Differences In Motivation Among Genders†¦.. Motivation and achievement are concepts that are closely related. Motivation is the force that drives a person toward wanting to achieve certain goals and levels of excellence. Research into gender differences in motivation and achievement between males and females has been a common study by researchers and psychologists. These differences manifest themselves in different areas of life such as at work, in school and in extracurricular activities. Performance †¢ Achievement-motivation theory relates to the desire to perform well in a certain area and to attain success. Different factors motivate people to achieve success. According to a survey carried out by the Czech-based Research Institute of Labor and Social Affairs, male and female workers have different motivations for good performance at work. The survey indicates a good basic salary and bonuses motivate males to perform well, while the driving work force for female employees is healthy interpersonal relations at work, flexibility to balance work and family and proper treatment by other employees and the employer. This shows that different factors inspire males and females to achieve and perform well in their areas of work. According to the research, males are more motivated by â€Å"instrumental values† such as remuneration, compared with women. Expectations †¢ The beliefs and expectations held by parents, peers and the school environment greatly influences the behavior patterns of males and females. Society grooms parents, peers and teachers to expect females and males to derive motivation from different things and to have different levels of achievements in certain areas. For example, teachers expect boys to excel better than girls in math and sciences, while girls are expected to excel better in languages. Additionally, society expects girls to be agreeable and expressive, while boys are expected to be aggressive and assertive. Children of both genders grow up and internalize these expectations and beliefs with a certain perception that they are more competent in certain areas than in others. This socialized view causes females and males to derive inspiration in those different areas, and thus, they may achieve success in these specific areas. Employers who use money to motivate employees may find that the overall response from both men and women is nearly the same. Raises, bonuses and other monetary rewards may only be a short-term motivator for both genders, according to a 2011 article from the University of Phoenix business school. An employee’s motivation may rise for a brief time after he receives a pay increase. However, the article notes studies that show employees often increase their spending after receiving a raise, which consumes their additional pay. That potentially lowers their motivation to its previous level because their financial situation remains unchanged. Effort and Ability †¢ The attribution theory explains how achievement and motivation in both genders is determined by perceptions of effort and ability. This theory relates the gender differences in achievement and motivation on how individuals attribute their achievements. In areas such as math, science, technology or sport, males attribute their achievements to ability while females may attribute their success in these fields to effort. You read "Job Motivation Differnce Ampong Male and Female Employees" in category "Essay examples" Unlike females, males are therefore able to show a higher level of motivation due to attributing their achievements to ability because they believe that their talents in these areas are natural attributes. The differences resulting from attributing achievements to ability rather than effort between the genders are that males attribute their success in areas such math, science and sport to ability and therefore show high motivation toward these areas. Females attribute their achievements to effort and their failures in fields such as math and sciences to lack of ability and thus tend to show lower motivation in these fields. Self-Efficacy †¢ Self-efficacy is the belief in your capacity to achieve certain goals, whether through effort or ability. A strong sense of self-efficacy motivates a person to achieve highly, but lower self-efficacy dampens motivation and achievement. Like attribution, the level of self efficacy a person has is often influenced by parents, peers and teachers. According to research findings published in the Center for Positive Practices site, notable differences exist in how males and females students chose their majors in college. Self-efficacy toward subjects like mathematics is often higher in males than in females, whose self-efficacy is usually higher in subject areas such as reading. Male and female workers ‘differ in approaches’ †¢ The opinions and approaches of male and female employees tend to differ when it comes to work-related matters, it has been found. According to the Randstad Work monitor for the third quarter of 2011, respondents stated that they prefer to co-operate with the opposite sex rather than their own. However, India, Singapore, Japan and Greece saw little difference in gender preferences among workers. Perception of Rewards †¢ Men and women differ in their perceptions of what is important and motivating for good work performance, a Czech survey reveals. The distribution of both intrinsic and extrinsic rewards should, therefore, be tied to the specific needs or preferences of men and women. †¢ In Perception of reward systems, women think that regard reward systems as unfair and unrelated to their performance more frequently than men do. Each female employee is convinced that they are not remunerated according to their performance; just one in five male employees thinks so. More women than men feel undervalued compared with male/female colleagues in the same position in the company. When respondents compared themselves with colleagues in the same position, 57. 2% of men and 51. 6% of women rated their remuneration as fair. More women than men also believe that they work in companies where they are paid less than employees in other firms in the same locality. This suggests that, in the subjective opinion of respondents, there still exist a number of companies where equal and transparent, performance-related pay is not a matter of course. †¢ Focusing solely on women, the logical consequence of the previous conclusions is the emergence of two different employee categories. Compared with other female employees, women in management are more motivated by: the nature of the work (67%, compared with 61% of female employees who stated that the particular aspect of work/reward is extremely or very important); the chance of promotion (48%, compared with 29%); and long-term career growth (47%, compared with 31%). Female managers are also more likely than other working women to regard as motivating the chance of acquiring new skills and opportunities for personal growth (57%, compared with 37%). Gender as Key drivers of motivation and commitment †¢ From a gender perspective, men place a higher value than women do on the so-called ‘instrumental values’ (basic salary and bonuses) as motivational factors in their work performance and identification with the employer. Women, on the other hand, place more importance than men do on inter-personal relationships at the workplace, respectful treatment by the employer, and the possibility of reconciling work and family life. Thus, it is clear that women place more value on so-called ‘soft issues. Gender gap in key drivers of motivation and commitment. Possibilities to work part-time †¢ The quarterly report is created by recruitment specialist Randstad Holding and revealed that women are more likely to believe it is possible to work part-time in a management role, while men more often think that such employment can damage careers, although there is little difference between genders in most nations regarding part-time positions. Almost half of those polled (46 per cent) stated they feel it is a bad career move to work part-time, with 51 per cent of men claiming this. Workers in Greece (69 per cent) were most likely to hold such views, in addition to those in Belgium, Italy, Luxembourg, Denmark and Sweden, while workers in Turkey, Japan and the Czech Republic are least likely to agree. †¢ Globally around 15 per cent of individuals in employment work part-time, with the highest rate found in China (35 per cent) and ten percent discovered in the Czech Republic, Slovakia, Hungary, Belgium and Sweden. Entitled Opinions on part-timework gender diversity – job market trends around the globe, the publication highlighted that countries including Germany, Sweden, Turkey, Slovakia and Luxembourg believe an equal balance of male to female members of staff produces the best results within their firm. Acknowledgment †¢ Acknowledgment from the boss motivates men and women, but women may respond more favorably to frequent acknowledgment. For example, â€Å"Incentive Magazine† columnist Roy Saunderson notes advice from a training consultant who indicated that women like to get verbal and written forms of acknowledgment for their work more often than men do. However, workplace recognition that seems bias hampers motivation for male and female employees. In such cases, Saunderson indicates some workers see certain employees consistently recognized for their work when they feel they’re just as deserving of such acknowledgment, but they don’t receive it. Training Opportunities †¢ Educational opportunities that can help employees improve their job erformance and advance their careers are motivating to both genders. Nonetheless, Saunderson notes that women may need to have such opportunities structured differently for them to raise their job motivation. That’s because women who are parents or who take care of elderly parents may have too many care-taking responsibilities to participate in co llege courses or other training opportunities. Therefore, Saunderson indicates that women may be more motivated by skill-development days that allow employees to spend the workday honing their job skills at classes or workshops. Training during the workday would prevent women from having to take extra time away form care-taking duties. Respect Level †¢ Expressing respect for employees is another workplace motivator. Saunderson notes that women generally want their employers to show consistent respect for them and the work they do. However, an article by Karen Haywood Queen on the Bankrate website draws no distinction among men and women concerning how respect motivates them to do good work. For example, asking all workers for their suggestions on improving business operations demonstrates respect for their input and may increase their overall job satisfaction. Trends relating to mobility, †¢ It examined trends relating to mobility, motivation and job satisfaction among the global workforce and discovered that in many nations, where there is no difference in suitability between candidates, male bosses are more likely to favor men rather than women when hiring. Although there has been a slight decline in the Mobility Index in recent months, most indicators of labor market strength, including trust, fear of job loss and employment searching have remained relatively stable compared with the second quarter of this year. In addition, there were no significant changes between the periods in question in terms of job satisfaction, with those in Norway (81 per cent) reporting their roles and current employer are most acceptable, while personal motivation was highest outside Europe in Mexico and India during the third quarter of 2011. Trends Relating to work nature, The majority of employees around the world reported having male immediate superiors and men were more likely than women to state this. Covering 29 nations worldwide, the survey includes responses from the Americas, Asia Pacific and Europe, finding those believing that the performance of their organization would be improved with more female senior managers were in the minority. Entitled Opinions on part-timework gender diversity – job market trends around the globe, the publication highlighted that countries including Germany, Sweden, Turkey, Slovakia and Luxembourg believe an equal balance of male to female members of staff produces the best results within their firm. Key Factors To Motivate Female Employees†¦.. Employers know that there is a difference in the needs of male and female employees. Males are often driven by a paycheck, whereas women are more inclined to take a pay cut in exchange for a desirable work environment. While men look to excel by moving up in their companies and developing their careers, many female employees (although not all, of course) are concerned with gaining a position that simply allows them more freedom and flexibility, as well as the opportunity to make a difference and display their talents. This being true, employers can no longer rely on antiquated motivational tactics, which were originally developed for men, to get the most productivity from their female employees. It’s not always clear whether certain things motivate male and female employees differently. For example, money and other financial rewards potentially have the same effect on both genders, according to some workplace studies. Nonetheless, motivational differences may appear among men and women based on how employers handle the objects of motivation. The key to getting a female to give her all in the workplace is to understand what it is that really spurs her on, and how to use that to your advantage. FIRST PHASE†¦.. †¢ You must understand how extremely vital a good working environment is for your female employees. †¢ Minimizing stress and creating a friendly atmosphere are a must. While men are able to zero in on their breaking points, women have a habit of working so hard that they wear themselves out. †¢ Add unnecessary stress to the mix, and what you’ll find is an office full of disgruntled, moody, and unproductive women. Sound familiar? To avoid, or alleviate, this problem, create an office that is well run and effectively maintained on your part. †¢ Minimize office supply shortages, create well structured deadlines and schedules, and remember to keep your commitments to the staff. †¢ Not only should you avoid similar mistakes, but you might even go that extra mile to create a serene environment. †¢ Think along the lines of relaxation CD’s, meditation areas, and aromatherapy. †¢ These are small additions that many corporations have learned can greatly increase productivity, especially among female workers. SECOND PHASE†¦Ã¢â‚¬ ¦ Consider using recognition, rewards, and competition to motivate your workers (this works well for male employees, also). †¢ Women need to display their talents and know that they are being appreciated. †¢ Working for a boss that overlooks those needs is degrading, especially when females today are working with the knowledge that their mothers and gra ndmothers were forced to work without any respect, and that many places of employment still offer little in these areas for women. †¢ As mentioned before, men work for a paycheck, which works as a tangible piece of evidence that lets them know that they are appreciated. Women, even in this modern world, have their families and homes on the mind first. That means they often forgo advancement opportunities that would offer higher paychecks but place greater demands on their already limited time. †¢ Employers can greatly benefit by offering their workers competitions, either against their own previous performances or against others, that offer incentives for completion. For example, you might offer a half day off of work near the holidays in exchange for meeting a high sales quota that month. †¢ Get creative, and ask for input from your employees as to what incentives would be best. Be ready to compromise, because they will initially ask for more than you are ready to give, but that’s to be expected. †¢ Be flexible and come to a middle ground. THIRD PHASE †¦.. †¢ Consider providing opportunities for self-advancement for your female employees. †¢ Free courses, certificate programs, and incentives for completing highe r education requirements are excellent ways to not only keep your female employees loyal, but also to refine the skills of your workforce. †¢ You see, women are extremely pressed for time as it is. We often neglect to further advance our knowledge because it is not a necessity to keep our jobs, even though we would like to. †¢ Give your female employees paid opportunities to sharpen their skills, increase their knowledge, and become more valuable to you. FOURTH FINAL PHASE†¦.. †¢ Create an environment that is family friendly and you will have loyal female employees forever. †¢ Most men aren’t usually worrying about meetings, baking cookies for a Girl Scouts meeting, picking up the kids from daycare, etc. For whatever reason, women still perform most of these chores. Whether that’s fair or not is irrelevant. It’s simply a fact. †¢ Therefore, providing daycare vouchers (or, even better, daycare within the office itself). †¢ Flexible schedules and being lenient when being asked for time off to tend to family duties are steps you can take to ensure your female employees work hard for you. †¢ These opportunities don’t exist everywhere, and even female employers often aren’t compassionate toward their employees’ family issues, so being family-friendly will make you a highly desirable employer, regardless of what you pay. †¢ If you hire mostly females, make this your first priority. What you shell out in added expenses will come back to you forever in increased productivity and happier, healthier employees. †¢ Keeping the aforementioned tips in mind can decrease the number of sick days used, increase work ethic, improve company morale, and, finally, spur the financial growth of your company. Savvy employers are catching on to the fact that females are dominating the general workforce, and the needs of that workforce are very specific. What you do to cater to your female employees can determine your own success. |Brains of Male and Female Worms Work Differently†¦.. |Scientists have determined that our gender impacts our brains, making them predisposed to particular smells. In a recent press release, researchers | |released details of their study. They used worms that had characteristics of both females and males. Why do more girls suffer from depression and | |autism than boys? Why do more boys suffer from ADD than girls? | | | |Researchers hope that th is study will open the door for further research into fundamental differences in how the brain functions, and its impact on | |diseases, including ADD, autism, and depression. While it’s not a popular subject, there is no doubt that women are diagnosed with depression far | |more than men, and men are diagnoses with ADD far more often than women. | | | |†For so many diseases, like autism or mood disorders, it’s clear that they either are more prevalent in one sex than the other, or they manifest | |themselves differently. But no one really knows why. We think that sex differences in the brain may play a role. If we can understand these | |differences, it may give us some clues about how we can diagnose, prevent, and treat these diseases more effectively,† said Geneticist Douglas | |Portman, Ph. D. , and an assistant professor of Biomedical Genetics at the University of Rochester Medical Center. | |Researchers at the University of Rochester Medical Center used worms that were hermaphrodites (female worms who can reproduce alone, since they can | |produce both egg and sperm) to see what smell these worms were attracted to. When researchers changed their brain cells into thinking they were the | |opposite sex, the worms gravitated toward the other item. | | | |Worms that thought they were male gravitated to the buttery popcorn smell. Those who thought that they were female gravitated to the smell of fresh | |green vegetables. To see whether or not this was just coincidence, researchers changed a genetic switch in the brains of these worms. | |When they did this, the worms didn’t change at all, but they sensed that they were the opposite gender. | | |Did the smell that the worms were attracted to change? Yes. After tricking the worms to think they were the opposite gender, male worms had a | |definite preference for buttery popcorn and female worms had a definite preference for fresh green vegetables. | | | |Researchers hope to continue to study how sex chromosomes influences differences in brain function and the diseases and disorders that people | |develop. |The organization Autism Speaks, which is dedicated to autism research and awareness, provided funding for this program. | †¢ Beat out the competition for well trained employees by starting small, and continue adding to your arsenal of female-friendly incentives over time. Social Method to Motivate Employee †¦ Keeping in mind the current labor laws, here are a few suggestions on how to â€Å"gently† motivate your employees: Start a program where the lowest-performing employee each week is mocked mercilessly over the intercom system by their peers. Contrary to what the experts will tell you, people will work just as hard to avoid ridicule as they will to gain praise. This is also a great team-building exercise. Begin performance evaluations with the statement: â€Å"I hope you’ve enjoyed your time here. † Then sit silently, because in any negotiation the first one to speak loses. After a sufficient period of time, tell the employee you have reconsidered and are giving them one last chance. Their relief will increase productivity dramatically. Declare one day per month as â€Å"Come As a Clown† day. This has little to do with motivation, but is entertaining because many people, and probably ome of your employees, are terrified of clowns. And who wouldn’t be? Clowns are creepy. Start each staff meeting with a list of companies in your industry that have recently downsized. Follow this by saying â€Å"If things don’t start picking up around here†¦ † and then let your voice trail off m enacingly. You should see a noticeable up-tick in your employees’ self-motivation. Many companies have enthusiastic male and female employees who work as cohesive and productive teams. The benefits of having employees such as these or numerous and may consist of achieving accomplishment, company receiving a great reputation and longevity. The companies also have great teamwork in which boosts the employee’s enthusiasm as well as they have less absenteeism and also maximize productivity. These companies know that†¦Ã¢â‚¬ ¦. You can’t motivate others but can create the environment for motivation. So these firms simply provide following services to their employees 1. For career growth, development and learning 2. Exciting work as well as a challenge 3. Meaningful work by making a difference 4. Great people such as co-workers 5. Being a part of a team 6. Having a great boss 7. Recognition for work that is well done 8. Having fun on the job . Sense of control over their work 10. Flexibility in dress code and/or working hours Motivating Employees a Key Factor To Success†¦Ã¢â‚¬ ¦ If you have employees, chances are good that you want them to be happy, productive and motivated. Motivated employees work more efficiently and produce better results. Productive and happy employees lead to success. Unfortunat ely, there’s no secret formula for motivating employees. In fact, motivation can be as individual as the employees who work for you. Some employees may be motivated by money, while others may be motivated by personal recognition. In order to better understand how to motivate employees you must first understand how motivation works. Psychology tells us that motivation can only come from within. Motives are what drive human attitudes and behavior. Motives are internal, and they work from the inside out. Motivation is that little push or nudge that people need to keep working toward a desired goal. It works in many ways and for nearly any situation; you simply need to find the right motivational tool to achieve the desired results. To motivate employees you need to find out what your employees want and find a way to give it to them or enable them to earn it. One of the keys to being a successful manager is the ability to motivate employees and help them achieve their goals. One way to accomplish that is to provide added incentive. It’s a proven fact that if people like their job, they will be more productive. Generally, employees are willing and able to work if they feel their job is important and they are appreciated. The following are motivational techniques used by successful entrepreneurs. Power of praise. A simple â€Å"Good job† or â€Å"Thanks a million† can do more to motivate people than just about any other method. The vast majority of employees yearn for recognition. Pausing to offer praise or words of encouragement can truly make someone’s day and motivate them to greatness. Money talks. It’s a well-known fact that money makes people happy. Traditional ways to reward performance include pay raises, bonuses and promotions. However, gift cards are quickly becoming the incentive of choice for many organizations. Pump up the perks. Staff members always appreciate perks. These can include extra vacation days, use of a company vehicle, or an exclusive club membership. Be creative in finding unique ways to celebrate success. In the spotlight. Everyone enjoys being in the spotlight. Considering featuring top performing employee’s on the company Web site or talk about their achievements in the company newsletter. Present workers with an attractive certificate that can be posted in their work area. Host an awards ceremony. If you want to pump somebody up, acknowledge their hard work in front of their peers. Awards ceremonies can be a simple event that takes place in the office, or can be an annual event that everyone looks forward to, especially those to be recognized. Let them eat. Food has a way of bringing people together and can be a fun way to motivate employees. Host a company picnic or cater a company dinner. These types of gatherings make perfect opportunities to invite family members to join in celebration of employee recognition and the company’s success. All of us enjoy recognition of our efforts to be successful. Take time to help your staff feel honored as you guide them along the road to success and glean the benefits of company loyalty. What Factors to be Considered For Motivation of Employees†¦Ã¢â‚¬ ¦ Don’t expect things to change overnight. If the environment is now negative – implement these ideas over time and you will see attitudes start to turn. It may take people a while to adjust to your new attitude and behaviors. It’s ok. You are a mirror for their workplace experience, if you remain positive and implement positive behaviors sooner or later they will too. Motivation must start with you. Start off with hiring a diverse group of individuals. Give them generously your full attention. You must be willing to listen to them to create an open and receptive environment. Be pleasant and motivated yourself thus offering harmony. Be sure to use respect when dealing with others. As a leader you must create intention of being successful in reaching the companies goals. Help visualize the goals to your employees. You as well as your employees must actively work at the goals. People are the most comfortable when you are in touch with their environment. Be sure to provide opportunities for them to be who they are so that they feel and realize that they can grow within the company. Provide opportunities for them to be what they are. Allow them their space and safety. Give them inspiration. Employees must feel like they belong to the team. Employees really want to be valued for a job. It means even so much better done by those in which they look up to. Motivation begins in stages. Motivation begins first as a physiological form. This is when benefits are greatly analyzed and appreciated such as retirement plans, health benefits, job security, paid leave, vacation, vending and break areas, parking garages and even clean restrooms and to know â€Å"I could go on and on with this stage but I am sure that you get the idea. † The next stage is safety in which is the protection from harm stage. This stage is assessing the companies’ security. This includes security guards, on site parking, evacuation plans, employee security badges, maintenance, policies, health benefits etc. Following is the social aspect which is acceptance and friendship. This stage is includes the surrounding of co workers. Day care options, being involved in team decision making and opportunities to learn new skills for advancement are all examples of this stage. Self esteem which is also known as the self respect. Offering the employees knowledgeable and experience training and growth opportunities are a part of this stage. Rewards are great for this as they are great self esteem booster for employees. Rewards such as bonuses or employee appreciation weeks can really make a difference within a company. Self actualization is the stage which is the goal stage which is doing the things in order to achieve your goals. The benefit of this stage is growth and advancement. This could begin as a trainee or a coach for the company or department. Training or career planning can also help reach these goals. Recognizing your employees is essential! As the leader you have a lot of responsibility to stay on top of to begin and maintain a motivated atmosphere for you and your employees. Lift your employee’s spirits thru kindness, compassion and caring. Create individual goal plan and continue to evaluate plans for continuous progress. Friendly competition leads the success. Emphasize success rather than failures. If failures must be addressed then use praise, constructive criticism and the praise again. Recognize and reward selected employees in an open and publicized way. Be sure to address this in honest and personal manner. Continuously say thanks and good job in anyway you find possible. Praise helps develop the behavior expected from employees. Your team must be there for one another in order to make great team players. Make a positive difference by being fully present. Praise and recognition, study after study show that employees perform their best at higher levels of praise and recognition. Recognize, reward and promote your selected employees based on their performance. The marginal performers will a choice to either improve or leave. Obtaining attainable goals is very important for any reward program. All rewards must be clear and well communicated. The most meaningful and memorable rewards are the best. Timing is crucial for recognizing your employees. Always celebrate success for employees as well as the company for reaching goals. Allow your employees to see their contributions to the end goal or product. Many leaders get nervous when change is happening within the company. It is important to be positive, honest and give information to the employees as soon as possible. Silence can backfire. Sharing information with employees is more important during a change even more than when everything is stable. Keeping communication is a must. When information is given early and honestly the employees feel more valued. The productivity will remain high. Share your thoughts, ideas and even excitement with all staff not just the superiors. Allow employee involvement in decision making especially when it affects their work. Whether it is bad or good new, remain honest. Encourage initiative and creativity thru out the employees. After giving news about a change you must allow the employees to have some time to think and plan. Encourage questions and encourage those who take risks to do so. Learning different personality styles and using these by applying what you have learned is very powerful. I encourage you to learn more about them for maximum results in motivating others. Motivating employees is a Hard Task but some TIPs can solve the issue†¦ Motivating employees is just about as difficult as retaining them, so how do you go about motivating them without using financial incentives , rises, bonuses and so on. Here are a few tips, ways and ideas which might help you just get the best out of your employees. Give more breaks. Motivate your employees by giving them more time off throughout their working day. More short breaks should help motivate your employees, give them a quick boost and get them back on track. Organize and Hold competitions, awards and so on. Give your employees something to aim towards, for example employee of the month. Motivate those using competitions. Everyone loves a competition and everyone loves to win. Hold and organize team days, teamwork during days and training sessions. Get all your employees together on training days, events or similar and get them motivating and inspiring each other. Create a nice place to work in. Help motivate your staff by creating a clean, friends, and workable workplace. If staff dread coming into work then they wont do there best for you. If they enjoy coming into work or into the office then you will see there natural motivation come out. Don’t push your employees too hard. You don’t want them to shut down and not work, so don’t pile on all the pressure if you want to see positive results. Give them something to work towards. By this I mean, set staff tasks, aims, goals and targets, get staff and employees to work together to help and motivate each other and themselves. Recognize and reward. Start recognizing and rewarding good employees, hardworking and motivated employees and soon others will not want to be left out and will follow suite. Reward with a longer lunch break or similar. Tell your employees they are valued. Just like you treat your customers as king you must also treat your employees as kings and queens as without them your business probably wouldn’t exist. Employees need to know they are valued and appreciated; it boosts self esteem, self worth and morale which in the end result in you’re getting more hardworking and motivated employees. The main Tip Remember to treat employees as you would like to be treated yourself and you should see positive results. Motivate Your Employees with These Four Ideas†¦Ã¢â‚¬ ¦ Business owners know how difficult it can be to motivate employees both male and female. No matter how great a potential employee may seem in a job interview, many end up â€Å"working for a paycheck† instead of truly caring about the company and the products or services it produces. However, if you’re a business owner, you don’t have to resign yourself to employees that simply punch a time clock and sleepwalk through the day. Instead, try motivating your staff with a few of these ideas: Offer performance rewards: Use your imagination to figure out which performance reward best suits your business and employees. You could also base performance rewards on the number of new customers that sign up for your newsletter or mailing list, or the total amount of sales or targets the employee rings up for the week. If, for example, you run a music store, offer a cash bonus for every 100 CDs an employee sells. So if the employee receives an additional $25 per 100 CDs sold, they’ll earn an extra $50 if they sell 200 CDs and $75 if they sell 300 CDs. Offer profit-sharing: Profit-sharing allows employees to feel as if they have a vested interest in generating as much profit as possible. Not only does this encourage them to manufacture or sell more products, it also encourages them to recruit new customers and limit loss. Many different companies offer profit-sharing, so model yours after a tried-and-true method. Let your employees know that profit-sharing is part of the package when they start working for you, and they’ll be motivated to succeed at the very beginning! Offer commission: If your business involves the target, plan or sale of a product or service, you may want to offer your employees a commission based salary. Although not everyone prefers this type of pay method, it does serve as an incentive for your people to generate increased end result. Alternatively, you could offer commission only on certain products or only for certain departments in your business. Choose the best method for your company and your employees. Offer a friendly competition: If you don’t have the high budget or flexible finances required for the other employee motivators, you may still be able to motivate your employees inexpensively if you make it a competition. Have your employees compete to see who can sell the greatest number of widgets per week, for example. Or have them compete to see who can get the most customers to sign the mailing list. Your prize to the winner can be anything from a gift certificate to the local movie theater to a cash bonus. To truly motivate your employees, you need to cultivate employee loyalty by being an honest and fair employer. But a little extra incentive in the form of a prize or cash can help win and give your employees a reason to increase profits. For Employer Tips for Motivating Employees†¦Ã¢â‚¬ ¦ Being in a management position is not easy, and not always fun. The position comes with much responsibility and can prove very stressful. Holding a management position often means you are put in charge of large numbers of people, all with different attitudes, moods and dispositions; whose performance you are held accountable for. That is the bad news. The good news is even if things are not optimal; you can do something about it. Learn to motivate your employee’s and you can turn things around for everyone. You may be thinking that the change needs to come from the individuals when really the change begins with you. Being in a management position by default makes you a leader. Others are looking to you for guidance and support. You must rise to the occasion. Your management style can greatly improve the general attitude in the workplace. Positive messages coming from you as a manager will go a long way towards improving your productivity and the work performance of your employees. As a manager the small ways you interact with the workforce everyday greatly impacts how they carry out their duties as individuals. So may be you have not been so positive in the past, it’s never too late to change. Start anew. Start with you. You will be amazed with the overall outcome. Smile – A lot. It is a simple thing but contagious. Even if you think people will not smile in return. Do it every day. Just give it a try and see what happens. Praise – Try to accentuate the positive no matter how small. If someone cleans up a spill or picks up something off of the floor, it may be their job to do so but, you can still use that as an opportunity to praise them. Say â€Å"Thank you for taking care of that, someone could have gotten hurt† just this simple action will create a positive feeling in the person and make them want to do better every day. People want validation that they are contributing in positive ways and that their efforts are not going un-noticed. First Names – Make a concentrated effort to learn everyone’s first name. Even if the name is hard to pronounce, ask and repeat until you get it right. You interact with these people frequently and knowing their names conveys that you are interested in them personally and, care about them as individuals. Be willing to pitch in – People will work harder for someone if they know that when the chips are down, you will jump in the trenches with them. If they are really struggling and you pitch in and help them get to the finish line – you earn their respect. If you stress out or panic instead of taking a hands on approach that permeates the crew and the task will suffer. Share the goal – If there is a daily, weekly or monthly goal, let your employees know what that goal is. If they have something to work towards they will work harder to get the job done. It creates a sense of purpose. You could even make a game or a competition out of it for meeting or exceeding the goal which adds a fun feel to the challenge. You can build on that concept when the goal is met or exceeded by saying â€Å"We did such a great job this month, I can’t wait to see what we do next month† Good managers know that the best way to get your employees to perform well is by motivating them. The following are a few tips on how you can motivate your employees to ensure a happier, and therefore more productive work place. Stay Positive, Enthusiastic and Excited Yourself. As a company owner, manager, or boss, your employees will be taking their cue from you. If they find you frustrated, angry, worried or depressed, they are going to follow suit be it consciously or unconsciously. It is important to get people excited about success, just as it is important that they know you have faith and believe in them and the company. Find out what motivates each employee. A common mistake made by many managers is the automatic assumption that all that is needed to motivate employees is money. While this may true in many cases, it certainly isn’t true for all. Some employees might simply need more personal recognition or to feel as if they are making a valuable contribution. Others might be interested in having their opinion heard, may want to have more input in the way things are being done, or might be motivated by getting a promotion. While others still might simply be motivated by the promise of more time off to spend with their families. If your goal is to motivate certain employees it is important to know exactly what their priorities are and what they would be willing to worker harder for. Ask for their ideas. Another common mistake made by many bosses and managers is the belief that the way things are currently being done is the only way. It can be very frustrating to an employee if they know of a quicker or more efficient way of doing their job, but simply aren’t allowed to because of current restrictions. Check in with your employees once in awhile and ask for their input. It can be in a one-on-one meeting, a group lunch or even by a general questionnaire asking for their opinion on any improvements they believe can be made. Most employees will feel more motivated simply by knowing that their opinion counts and that they are having some kind of input. While all their ideas might not be feasible, you might be surprised at how many could actually save the company time and money as well as naturally motivate the employee to do whatever they can to make the new plan work. Give Recognition When and Where It Is Due In many instances recognition is just as important as financial rewards to an employee who probably spends more hours of their life at their job than in their own home. It can be something as simple as mentioning to the employee how much you appreciated a job well done, an announcement in the company newsletter praising an employee or department, a special lunch out or celebration for the group that accomplished a particular goal, or even a letter of commendation in an employee’s work file. Sometimes a little praise and recognition is all an employee will need to want to do an even better job in the future. Cash Bonus or Extra Time Off Contests and competitions can also help to motivate your employees. Depending on the nature of your business see if you can start monthly competitions, For example, whoever answers the most phone calls or brings in the most new clients will receive an extra few hundred dollars in their paycheck or a free week’s vacation. As long as it doesn’t cause any problems by getting cut throat, this can be another fun way to get your employees excited about producing again. [pic] References to the compiled Data†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 1. The Research Institute of Labor and Social Affairs carried out an analysis on motivations for good work performance under a project entitled ‘Measuring the Quality of Working Life’ (CZ0502SR01). 2. Sponsored Links Cultural Intelligence—CQ 3. Trainers and Coaches Needed! 2012 Programs – 2013 Global Summit 4. CulturalQ. om -Marti Barletta wrote the book on marketing to women. 5. www. TrendSight. com 6. CLY communication -Berlin creative professional lifestyle incentives 7. www. cl-y. com 8. wamda. com 9. â€Å"Incentive Magazine†; Top 10 Ways to Motivate Women in Your Workforce; Roy Saunderson; May 2011 10. Bankrate. com; Motivating Employees in Tough Times; Karen Haywood Queen; March 2009 11. University of Phoenix School of Business; Are Employees Motivated by Money? ; May 2011 12. Cultural Intelligence- creative professional lifestyle incentives ———————– 1 How to cite Job Motivation Differnce Ampong Male and Female Employees, Essay examples

Tourism and Travel System Design and Verification

Question: Describe about the Report for Tourism and Travel of System Design and Verification. Answer: Introduction The purpose of this assignment is to develop an application for tourists in Vietnam. The hospitality industry is growing massively in this country. Nowadays, tourists are facing massive issues with misleading information by the local people (Mowforth and Munt 2015). Moreover, local businesses are taking advantage of their low knowledge in the Vietnamese market, and this is an unethical behavior. This assignment will investigate this issue closely and apart from that, it will suggest a cohesive solution to the problem. The application software designed for this issue will be known as Welcome Vietnam. Identified problem In Vietnam, tourists face difficulties while communicating with the local people and vendors. Native people of this county do not understand English and therefore, tourists face a language barrier while communicating with people. Apart from that, the local vendors of this country misguide the visitors in order to increase their profit (Mai and Smith 2015). The most important issue that visitors faced is the transport issue. Public transport in this country is not much accessible. Local people use their personal vehicles to travel within the city (Horner and Swarbrooke 2016). Thus, tourists face enormous difficulties when it comes to traveling within the city. In addition to the travelling inconveniences, they also face problems regarding finding their preferred food stores. On the top of it, most of the restaurants do not have any fixed rate card and this in turn increases their expenses. Vietnam is a repeat tourism destination and therefore, it becomes the most attractive tourist destination for international and domestic tourists. However, the increasing trend of cheating faced by international tourists is harming the market environment (Kusakabe et al. 2015). There are different tourist attractions in this destination such as Cu Chi tunnels, Hoan Kiem Lake and War Remnants Museum. Apart from that, heritage places sea beaches, high quality resorts and food are the main attractions of this destination. Moreover, tourists often come across challenges in terms of lack of knowledge regarding travel routes and actual market rates (Nguyen 2016). However, challenges for the local tourists are lower in construct with international tourists, because international tourists face linguistic barrier as well. Proposed solution In order to help the local and international tourist of Vietnam, it would be effective to develop an application including efficient features that can address these particular issues. For example, an application that can be a tour guide for the people. Here, the proposed solution is Welcome Vietnam. This application would greet international and domestic tourists and would help them throughout their journey. The application can be downloaded onto tablets, laptops and mobile phones. The application will be compatible with different software platforms like Android and iOS (Ghobadi 2015). It will make sure that this strategy is benefiting every tourist in Vietnam. The goal of developing this application is to support the tourists with adequate information regarding rode direction, restaurant location and other details regarding local vendors and their current charges. Additionally, this application will assist the visitors with information regarding best places in Vietnam. For example, it will show details regarding the authentic restaurants and shopping destination. The application will be connected with Google Map and therefore, finding locations will never be a challenge for the visitors (McCann and McCloskey 2015). Additionally, tourists will be assisted with a local toll free helpline number in order to make their experience hassle free. The support executive of this helpline portal will assist the tourists in different languages such as Russian, Chinese, French and English. In this manner, the language barrier will be eliminated. Following is the pictorial presentation of the proposed solution. Figure 1: Interface of the application (Source: Created by the Author) Implementation In order to implement the solution, it would be effective to develop the software for different operating system platforms. For example, this application will be available for both the iOS and Android users. Thus, this will make the software accessible to a larger section of the tourist population. In order to communicate with the domestic and international tourists, the management will take help of social media website (Liu et al. 2016). It would be beneficial to open a Facebook page for the application in order to reach out to the stakeholders. In this manner, it will be possible to assist the tourists throughout their journey. Apart from that, it will help the users to troubleshoot any technical malfunctions. For example, it is possible that a technical malfunction may occur during the journey. In such a situation, the management will support the users to find out the best possible way in which they can resolve the issue (Gao, Huang and Han 2015). Moreover, it will also help the m anagement to improve the application as per users feedback. There will be a feedback section in the application, which will allow users to write comments. In this manner, it will be possible to adopt continuous innovation. Every user needs to sign up with their email id and phone number. Apart from that, they can connect their social media accounts with the application is order to get access. The application will allow the users to stay logged in even when they are not using the application (Nilsson et al. 2015). It would increase the session duration of the system. In order to protect private information like phone number and email address, this application will also use an end-to-end encryption system. When it comes to the device model, this application will be compatible with a range of Smartphones, tablets, laptops and desktops (Alur, Henzinger and Vardi 2015). Geographically, this application would provide adequate information regarding Vietnam. In order to test the application, a real life testing process would be implemented. In this process, developers will release the application in Google Play Store and other application stores. Primarily, the company will encourage local people to download the application for their personal interest. In order to promote the application in the primary stage, the company will adopt rewarding strategy. After releasing the application in market, the management will gather feedbacks through survey processes. Apart from that, the company will allow the users to leave comments regarding the software after using it. After getting the feedbacks, the management will rectify the identified bugs and improve the application for further use. Apart from that, the management will keep updating the software accordingly with the operating system updates. In order to improve the Google Map accessibility, the management will improve the framework and graphical user interface (Trinh and Ryan 2016). In this manner, the application will be tested within two to three months of launching. After that, the application will be available in international market. However, continuous development and improvement will play a major role. Review Process Keeping a track of customer visits and number of time the application has been downloaded, can help in measuring the success of this application. In order to measure the success, the management will incorporate a tool, which would help to count the total number of visits per day. It will help the management to measure the success rate on a daily basis (Tisdell 2016). In this manner, it will be possible to understand whether the success graph is showing a fall or not. Moreover, as the management will also be creating a Facebook page, it would be effective in calculating the number of people following. Thus, by performing this activity for 3 to 6 months the management would be able to understand the success rate of this application. Theoretical Concepts In the technology industry, the market is full of competition. Various corporations are developing application software for almost all software platforms. Therefore, product promotion is becoming the most necessary factor in this sector (Ly and Xiao 2016). The application will assist the tourists regarding a range of aspects such as taxi fares, street food retailers and restaurants. Therefore, it would be important to conduct an effective marketing promotion in order to increase awareness among the stakeholders. Following are the marketing procedures for increasing awareness regarding Welcome Vietnam. Marketing strategies Social media advertisement: The management would promote the newly developed application through social media in order to get positive response. In order to promote the product through social media, the management will create video and banner advertisements (Kusakabe et al. 2015). Banner advertisements will help to share all related features of the application with the viewers. Apart from that, it will also measure the number of viewers through this process. However, under video advertisement, viewers may face difficulties due to low bandwidth (Kropinova, Zaitseva and Moroz 2015). As discussed earlier, management will create a social media page in order to incorporate all the information regarding the application. Through this page, it will be possible to reach to the targeted population within a short span of time. Mobile marketing: The management would implement mobile marketing in order to increase awareness about the newly developed application. In this marketing movement, the management will conduct SMS marketing in order to aware people about the availability of the application (Mowforth and Munt 2015). In the primary stage, SMS marketing will help to promote the application in the domestic market. Therefore, the management will easily conduct the real life testing process. After the competition of this process, the company would encourage the users to give their feedback regarding the difficulties that they are facing. Paid advertisement campaign: In this marketing movement, the management will allow third party vendors to promote the applications through their website. Apart from that, the management will use mobile application tracking software in order to track the number of downloads from the vendors website (Mai and Smith 2015). In this manner, the management will be able to push the product as well as can track the performance at the same time. Moreover, this process is cost effective for the management. Reward for sharing: Nowadays, social sharing is one of the best marketing strategies for mobile applications. In this process, the management will reward the existing user who shares the application with others. This process will help build a social word of mouth marketing process (Horner and Swarbrooke 2016). In order to reward users, the management will provide mobile cash, shopping coupons and other facilities. This process will increase the download frequency in an effective manner. However, some people may remove the application from their system right after being rewarded. It will increase product awareness within short time span. Third Party Promotion: In technology industry, third party marketing is becoming the most effective marketing strategy. Welcome Vietnam will assist the users regarding taxi fares, street food retailers and restaurant (Hildebrandt and Isaac 2015). Therefore, it would be beneficial for the management to promote this application through these sectors. The management would allow the alliances in order to promote the application in primary stage. This marketing movement will be cost effective. Competitive Advantages Nowadays, various technology corporations have developed a range of mobile applications. Therefore, it can be said that there are many substitutes of Welcome Vietnam in the market. However, the management needs to promote the usefulness of this application. This application will be especially designed for the domestic and international tourists in Vietnam. Therefore, this will provide a one-step solution for the potential problems that a tourist can face (Iyer, Dey and Chakraborty 2015). Keeping the current trend in mind, the application will ensure that users can be benefited with a range of assistance such as road direction, navigation towards preferred location, healthy food, safe accommodation and many more. In order to gain competitive advantage, the company would emphasize on the unique features of the application (Nguyen 2016). Building good communication with users will be the key of success for the management. Ethical issues This project could present different ethical issues that a developer can face. The most important ethical constraint is using General Public License. The source codes are copied from the open source and modified accordingly. Therefore, this can be a concern similar to stealing intellectual property, which is ethically wrong (Alur, Henzinger and Vardi 2015). However, due to time constraint the developers need to take the source codes from the public license. The source code is available in public domains and open to all developers. However, the credit of the source code will go to the management due to copyright protection. It is important to reduce the overall organizational cost, as the management needs to maximize their profit. Therefore, it is important for them to use pirated versions software. However, using such unauthenticated software is ethically wrong. Following are the ethical issues that may arise while performing for this project. Storing log files: In order to develop and improve the application continuously, programmers need to obtain the log files from users system. This process however, will take all the personal information from the device unknowingly (Nilsson et al. 2015). Welcome Vietnam will be based on Google Map service and therefore, it will keep a record of the locations that users are visiting. It will help the developers to fix any expected bugs of the software. On the other hand, users may not agree to share their location with any third party (Gao Huang and Han 2015). However, they are doing this unknowingly. It is the most important ethical dilemma that occurs in software development industry. Use of pirated software: Due to budget constraint, pirated software has been used in this project. However, using such software is against business ethics. In order to develop the software, different programming applications have been used (Liu et al. 2016). Buying all these software applications would increase the project cost beyond expectation. Therefore, it was not possible to purchase all the required software. Not addressing bugs: Due to time constraint, it is not possible for the developers to address all the bugs at the primary stage. However, the management commits to deliver error free application to the end users. Through promotion of the application, the management has committed that the application would address all requirements of the users (McCann and McCloskey 2015). However, the application will not error free at primary stage. Therefore, it can be said that it is an ethical constraint for the management to convey manipulated information to the end users at the begging. Using common features of competitors: Nowadays, many software developing corporations are developing software for similar use. In order to reduce design cost, the management has taken the basic idea from the competitors (Ghobadi 2015). However, copying an existing design is an unethical practice. The management has its own programming and concept; but the basic design has been taken from the existing mobile applications. Keeping users information: In order to develop the application, the management needs to keep users private information onto the database. Therefore, the management will be held responsible for keeping the data safe from unauthenticated access. However, due to time and budget constraints, the encryption method is not satisfactory (Gao, Huang and Han 2015). Therefore, it is possible that the data can be accessed by unauthorized agents and this could make user information vulnerable. Lessons learnt After completing this project, I came to know that unethical business activities are putting the tourism industry at risk in Vietnam. When it comes to my personal understanding, it is highly important to understand the root of the problem in order to provide a cohesive solution. I have leant that innovation is the key to success in this technological era. Apart from that, I have learnt that in order to be a software developer, an individual should have a wide knowledge regarding the field for which he or she is working. For example, I was working for the tourism industry and therefore, I had to conduct market research to know how local and international tourists face trouble in Vietnam. This has helped me enhance my knowledge regarding the tourism sector in Vietnam. This will ultimately help me to develop my career in future. In this project, I have researched much about the tourism industry and tourists in Vietnam and this has helped me develop my research capacity over this particular area. During the research, I came to know that language is one of the major barriers for the tourists especially the international tourists in Vietnam. This is because the native people in the country do not understand English. Thus, this leads to great inconvenience faced by the international tourists and the tourist guides while communicating with each other. After conducting the research, I have identified that communication problem often influences people to cheat the tourists in the country. Therefore, this knowledge will help me to develop the software in such a way that can solve this communication barrier between the international tourists and the native people in Vietnam. On the other hand, identification of the problem and analyzing the same helped me improve my analytical skills. Before developing any software, it is essential to identify the actual needs of the software, means the problems that the software needs to solve. Hence, critical analysis of each issue was one of the main sections of my project, which enhanced my analytical expertise. Apart from providing solution to the issues, the tourist guide software that is Welcome Vietnam needs to provide much information to the tourists about Vietnam and each of the tour locations. This has insisted me to gather all information about the country like, the information regarding its food and restaurants, the challenges in transport and the availability of hotels This information has improved my knowledge about Vietnam and now I am better placed when it comes to providing guidance to the tourist when they explore this new locale. It will help to improve the quality of Welcome Vietnam. On the other side, while developing the software that is Welcome Vietnam, I have also researched about the market in the country, where the software will be launched. This particular research has enhanced my knowledge regarding the Vietnam market and the constraints within that market. The identification of the constraints helped me to evaluate each marketing constraint and identifying the best possible solution to remove the constraints. Along with the information regarding Vietnam, I also came to know about the available techniques of marketing to promote the newly developed software in the market. This particular knowledge helped me to enhance my idea and skills in a different domain that is marketing. I gained information regarding the use of social media marketing, mobile marketing and paid advertisement and third party promotions. The knowledge in a different domain like marketing will be very important and useful for developing my career in future. On the other side, during the preparation of this particular project, I have faced several ethical issues and problems that helped me to learn about the tactics to avoid and handle any problematic situation. This learning has improved my level of competency. At the same time, it has improved my confidence level also. Now, I am able to manage difficult situation with more confidence. Apart from that, I can take proper decision in any situation that has ethical dilemma. However, I also came to know that there are some ethical dilemmas, which cannot be solved easily such as usage of pirated software, which is against business ethics. However, due to the cost constraints, I was bound to use the pirated software that created ethical dilemma during the project. Apart from that, this particular project has also educated me regarding time management. The urgency of the project influenced me to complete each task on time. The timely completion of each task helped me to submit the final project within the required time span. This improved time management capacity will definitely help me to complete each task on time in future. Moreover, this particular project has helped me to develop my overall project management capacity and this expertise and knowledge will help to develop projects that are more critical in future. Limitation of work Developing tourist guide software like Welcome Vietnam is a great help to tourists, who visit Vietnam. However, the development of this software was not an easy task. Many limitations created several problems at the time of developing this particular software. The primary limitations of this project were its time and cost limitations. The available time for this project was very short. In that short period it was quite difficult to develop such appropriate software suitable enough to guide the Vietnams tourists in best possible way. Developing the proper software requires in-depth analysis of the different issues of the tourism sector in Vietnam and identification of best solution to solve the issues. However, identification of issues and their solutions cannot be done within a short period. At the same time, cost was another issue of this project. The available money was limited that created difficulties at the time of researching on the tourism sector in Vietnam. Apart from the time and cost constraints, there was another limitation and that was related to the availability of proper and authenticate information. Identifying the authentic information within a short period was very difficult. Conclusion In this project, it has been identified that the tourism sector in Vietnam has several problems and communication is one of them. The inability of the native people to speak and understand English creates communication gap between the local guides and the tourists from different countries. However, Welcome Vietnam will be helpful for the international as well as the domestic tourists. Several marketing channels are available to promote the new software in the market. 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