Shakespeare Movie vs Play

Shakespeare's Othello: Movie (Oliver parker 1995) Vs. Play Oliver parker's Othello came out in 1995 with Laurence Fishburne as Othello this is also the first time Othello was played by a coloured actor, Kenneth Branagh as Iago and Irene Jacob as Desdemona. Parker kept the original plot and language intact, however the movie seemed to give Othello life through visual and audio aids. Parker's Othello enables the viewer to associate on a personal level and compliments to the anticipation and imagination of those who have read the play before watching the movie.The audio although normally overpowered by the visual aspect played a key role in defining and empowering the movie. The music was fast and uplifting during celebration and on the eve of Othello's victory against the turks however the music changed to slow and haunting during Iago's monologues, Othello's lascivious and crazed thought of Cassio and Desdemona and scenes involving death. Audio plays key role in foreshadowing and indi cation, whenever Iago speaks of his plans the music starts of in piano or mezzo piano and slowly crescendos as is heard when Iago repeats â€Å"i hate the moor,† the music becomes increasingly passionate and strong.Iago's pronunciation and stress of each his words during his soliloquies were indicators of coming events. Iago's words were soft and soothing when he was â€Å"pouring pestilence† and they became loud and strong when a key scene would be approaching. Iago's soft speech was a way of showing his sincerity to Othello but also as a way of safe guarding his real intentions, this is can be seen when Iago first reveals to Othello that Desdemona is being unfaithful. The most captivating usage of music in the movie was the song Desdemona sings in the bath to Emilia â€Å"Willow, Willow,† on the night of her death.The song foreshadows the death of the person of sings it. It predicted the death of Desdemona's mother's maid and it does the same for her and Emili a. The visual aid in the movie played a large role in aiding the viewers imagination and also filling in blanks that the play could not. Some of the best visuals in Parker's movie adaptation of Othello were not in the script, the black and white chess pieces, water, wedding, sea burial, the dagger, and the glimpses of Cassio and Desdemona together.The chess pieces seem to symbolise Iago's plan to destroy Othello and Desdemona and also the sea burial later in the movie. Oliver used a lot of fire and water images throughout the movie, water seemed to represent ill fate, water foreshadows death or something bad. Desdemona was in the bath the night she was killed and Othello even washed is hands and face before he killed Desdemona. The fire and light in Oliver's movie seemed to represent safety and warmth, When Othello is about to kill Desdemona he blows out the candle. The candle represents Desdemona and how her time to live is coming to an end.Oliver plays with light through the backg round, Scenes which involve Desdemona are bright and lit up until her death and scenes which involve Iago are dark and lack brightness. Othello's clothes were indicators to his own personal change in the beginning he would wear white and clothes different to the others but towards the end the clothes he was wearing were black. These colours reflect the moor's mood at different times of the play. The movie however had some weak points that pulled it away from shakespeare's original intent with the script. There was a lot more emphasis on sexuality in the movie than Shakespeare's play intended.There is also questions about Iago's sexuality and true intents in one fleeting moment in Parker's Othello; Iago breaks down crying when him and Othello make a blood pact. Iago's breakdown comes as a surprise and throws the viewer off guard to much towards the end distorting Iago's reasoning for plotting against the Moor. Overall Parker did a good job with the movie he managed to maintain locati on and time period of Shakespeare's original, it allows us to get a clearer more defined picture of Othello. The dialogue and settings are kept as authentic as possible.

iDecisionTM Case Essay

For more information on iDecisionTM, please contact: Sanjib Ghosh | sajib.gosh@techmahindra.com Ramesh Kumar Koona | rameshkumar_koona@mahindrasatyam.com About Tech Mahindra: Tech Mahindra is a global systems integrator and business transformation consulting firm focused on the communications industry. Tech Mahindra helps companies innovate and transform by leveraging its unique insights, differentiated services and flexible partnering models. This has helped customers reduce operating costs, generate new revenue streams and gain competitive advantage. For over two decades, Tech Mahindra has been the chosen transformation partner for wireline, wireless and broadband operators around the world. Tech Mahindra’s capabilities span across Business Support Systems (BSS), Operations Support Systems (OSS), Network Design & Engineering, Next Generation Networks, Mobility, Security Consulting, Testing, and other areas. Tech Mahindra’s solutions portfolio includes Consulting, Application Development & Management, Network Services, Solution Integration, Product Engineering, Managed Services, Remote Infrastructure Management and BPO. Over 34,000 professionals service clients across the telecom eco-system, from a global network of development centers and sales offices across Americas, Europe, Middle-east, Africa and Asia-Pacific. Tech Mahindra is the largest telecomfocused solutions provider and 5th largest software exporter from India. www.techmahindra.com About Mahindra Satyam: Mahindra Satyam (OTC: SAYCY) is a leading global business and information technology services company that leverages deep industry and functional expertise, leading technology practices, and an advanced, global delivery model to help clients transform their highest-value business processes and improve their business performance. The Company’s professionals excel in enterprise solutions, supply chain management, client relationship management, business intelligence, business process quality, engineering and product lifecycle management, and infrastructure services, among other key capabilities. Mahindra Satyam is part of the US$ 8.25 billion Mahindra Group, a global industrial conglomerate and one of the top 10 industrial firms based in India. The Group’s interests span financial services, automotive products, trade, retail and logistics, information technology and infrastructure development. Mahindra Satyam development and delivery centers in the US, Canada, Brazil, the UK, Hungary, Egypt, UAE, India, China, Malaysia, Singapore, and Australia serve numerous clients, including many Fortune 500 organizations. iDecisionsâ„ ¢ A Packaged Analytical Application for Business Transformation www.mahindrasatyam.com Copyright  © 2011 Tech Mahindra All rights reserved. iDecisionsâ„ ¢ – a packaged analytical application for business transformation iDecisionsâ„ ¢ is a packaged, custom-friendly, open analytics application with industry solution sets across Banking, Insurance, Telecom, Airlines, Manufacturing, Retail, Travel and Logistics, Education, Pharmaceutical and Healthcare. The solution consists of horizontal solution sets for Finance, HR, Procurement, Sales and Customer intelligence. iDecisionsâ„ ¢ enables efficient business management through effective data integration and information analysis to help generate business insight and drive innovation. It incorporates industry best practices in key performance indicators (KPI), logical data models, analytical templates, dashboards and processes. iDecisionsâ„ ¢ Telecom Solution for On-premise implementations and Cloud using Microsoft BI stack iDecisionsâ„ ¢ provides a unique, powerful resolution to an all too common telecommunications industry conundrum. It incorporates industry best practices into an analytical application suite that turns decision making from an art to a science. iDecisionsâ„ ¢ for telecom companies is designed around the following key subject areas: 1 BI Implementation Roadblocks Unclear Business Requirements 2 Multiple Data Sources 3 Time to market 4 Proprietary Technology Standards iDecisionsâ„ ¢ for Telecom Application Engines Customer Value Fraud Detection Churn Prediction RFM scoring Behavior Scoring Best Practices Inventory Industry Standard Business Definition Unified Data Model Best Practices Inventory Industry Standard (XML, CWM) Standard Technology Stack Analytical Applications Customer Intelligence Subscriber Intelligence Campaign Intelligence Usage Intelligence Marketing Intelligence Sales Intelligence Revenue Intelligence Revenue & Margin Analysis Network Intelligence Fault Management Solution Components Adaptive Architecture Reusable Artifacts Call Pattern Intelligence Product Affinity Roaming Intelligence Channel Intelligence Mobile Number Portability Intelligence Contact Center Intelligence Revenue Assurance Performance Management Data Integration Hub How iDecisionsTM addresses BI implementation roadblocks Churn Intelligence Customer Life cycle in Converged networks Credit & Collections Membership & Loyalty Traffic Management Demand forecasting & Capacity Planning Core Post Paid Pre Paid Fixed Line Data Converged Network Video Cable Benefits of iDecisions TM Packaged, customization-friendly, open analytical solution Industry best practices in KPIs, analytical templates, dashboards and processes Modular nature allows clients to pick and implement only selective modules Complements Microsoft BI Capability Highly customizable to suit each customer’s unique BI needs Reduces time-to-market Minimizes risk of failed implementation iDecisionsTM is a pre-built BI solution that is also available on cloud which enables organizations to access information and perform intelligent analysis over a virtual environment. Significant advantages of iDecisionsTM on Cloud offerings include: Low upfront infrastructure investments, lower maintenance and software licensing costs Just-in-time infrastructure with dynamic capacity management saves cost Businesses can turn capital expenses to variable operating expenses Shrinking of processing time due to parallelization; addresses key difficulties surrounding large scale data processing iDecisions based solutions are also available on cloud iDecisions based pre-packaged BI solutions are offered on cloud platform as well. The cloud solutions can be offered either on Mahindra Satyam’s own data centers or on third party data centers. TM TM Customer is risk-free – the risk is completely skewed towards the service provider Usage-based costing Multi-tenant 1 2 Architectural depiction of iDecisionsâ„ ¢ using Microsoft BI Stack The vertical-specific data models from iDecisionsâ„ ¢ are wrapped with relevant ETL and OLAP tools to create end-to-end BI solutions and these solutions are hosted on a cloud platform. The security aspects of cloud computing are well addressed by the iDecisionsâ„ ¢ BI solution which has three layers of securities built – OS-level security, DB level security and Application level security. Clients Scale-up supported by Database design Schema design Physical design Hardware selection and configuration Software selection and configuration Data loading Query specification and tuning SECURITY LAYER 3 4 Case Study 1 Telecom Major in Bahrain Case Study 2 Telecom Major in Mauritius About the Client The client is a leading mobile and data services operator with licenses in 7 Middle Eastern and 15 sub-Saharan African countries. With employee strength of 15,000, the client provides comprehensive range of mobile voice and data services to over 50.74 million individual and business customers with revenue of $ 3 billion. Business Challenges/Needs of the Client The client wanted to address its key challenges such as: Changing consumer preferences Growing cost Lack of good understanding of customer behaviour Unavailability of information on customer churn Unavailability of standardized reporting on organizational basis Unavailability of reports on time Migration from operation to analytics Scattered data source Mahindra Satyam’s Solution Mahindra Satyam deployed a comprehensive solution leveraging its business intelligence solution accelerator iDecisionsâ„ ¢. The solution provided consolidated information to senior management and the ability to execute ad-hoc reporting. The solution helped client to undertake data analysis with data visualization capabilities in Customer Intelligence, Usage Intelligence, Marketing and Revenue Intelligence along with the subject areas such as Churn Management, Loyalty Intelligence, Sales Management, Call Pattern / CDR intelligence. iDecisionsâ„ ¢ Telecom modules implemented for this project included Customer Intelligence, Usage Intelligence, Marketing and Revenue Intelligence. The solution helped assess customer behaviour and pro-actively design marketing programs and identify cross sell / up-sell opportunities besides improving profitability by effective tracking of product/customer channel relationships. iDecisionsâ„ ¢ solution has been able to detect 30,000 churners and predict churners one month in advance. The customer loyalty & retention analytics along with the sales management analytics has resulted in customer retention rate of 33%. Thus out of a total of 30,000 probable churners, a total of 9,900 were retained. A total of US$ 900K was saved for client from iDecisionsâ„ ¢ churn solution in net savings for the fourth quarter. Business Benefits delivered to Client Detected 30,000 churners and predict churners one month in advance Customer retention rate of 33% Comprehensive view of information, from very highly aggregated summary information to the underlying events and detail transactions, for top management Savings to the tune of US$ 900K State of art analysis tools to aid the business users in performing data analysis with analytical and data visualization capabilities Analytics based reports rather than just operational Ability to slice, dice and ad-hoc reporting for deeper understanding of customer behaviour Ability to asses insights on churn behaviour of subscribers thereby aiding to strategize new marketing initiatives About the Client The client is a leading service provider of cellular telephony in the Republic of Mauritius. It provides GSM and UTMS, GSM, GPRS, 3G/UMTS as well as 3.5G/HSDPA and WiMAX networks and offers a range of value-added services telecommunications services throughout the country. Business Challenges/Needs of the Client The client wanted to address its key challenges such as: Providing the senior management with a comprehensive view of information, from very highly aggregated summary information to the underlying events and detail transactions Providing state of art analysis tools to aid the business users in performing data analysis with analytical and data visualization capabilities Providing Customer segmentation capabilities to the senior management through access to consolidated information Mahindra Satyam’s Solution Mahindra Satyam proposed iDecisionsâ„ ¢ framework for this implementation which is part of the iDecisionsâ„ ¢ suite of analytical applications that accelerates the implementation of a Business Intelligence solution with pre-built data model and analytical templates. Besides allowing the client to easily turn the volumes of data they collect and store into meaningful information, the implementation of business intelligence and data warehouse solution covered all the subject areas such as subscription intelligence, call pattern intelligence, roaming intelligence, revenue & margin intelligence, campaign intelligence, churn intelligence and sales intelligence. Business Benefits The solution helped the client to align BI technology initiatives closely with their business strategy and vision through the following benefits Business Intelligence Analysis Advanced Analytics Dashboards Strategic Decision Making

Report: Human Resource Management and Case Studies

Written Assessment 1 – Short Report on Case Studies Objective This assessment item relates to course learning outcomes 1 and 4. Structure Follow Report format. See the Course LibGuide for further details. Your assignment must be written in Times New Roman, size 12, with 1. 5 line spacing. You must follow all other formatting rules described in the guide mentioned above. Topic Background â€Å"Only human capital can produce a sustainable competitive advantage. And, performance management systems are the key tools that can be used to transform people's talent and motivation into a strategic business advantage. Aguinis (2013) Performance Management Task You are required to carefully review and evaluate 4 Case Studies from your textbook. These are: Case Study 4-1 â€Å"Diagnosing the Causes of Poor Performance† Case Study 4-2 â€Å"Differentiating Task from Contextual Performance† Case Study 4-3 â€Å"Choosing a Performance Measurement Approach at Paychex, Inc. â⠂¬  Case Study 4-4 â€Å"Deliberate Practice Makes Perfect† For each case you are to prepare a 500-700 word response to all of the critical thinking questions presented at the end of each case.Provide relevant research evidence to justify and support your response in addition to the set text. Instructions: You are expected to read widely for the assignment. You should access scholarly material, including peer reviewed journal articles, chapters from edited books of readings, and books on specific human resource management (HRM) topics (at least 12 additional references required for the entire assignment). A good guide would be to use at least 3 additional references (ideally these would be journal articles from 2008-2013) for each of the case studies.The reference lists found in your prescribed textbook, as well as other texts, are good places to start when searching for additional references. Reliance on websites or textbooks only is NOT an appropriate academic literature s earch and will not help you to achieve higher marks and/or grading. The purpose of this piece of assessment is for you to demonstrate your ability to construct an in-depth and critical analysis discussion on Performance Management topics. In doing so, you are expected to use, and correctly cite, a range of relevant scholarly literature as evidence to justify and support your work.

Advantages and disadvantages of holding World Cup Dissertation

Advantages and disadvantages of holding World Cup - Dissertation Example The Federation International de Football Association since then has been playing an important role in the development of the world football and holds the responsibility of organizing the greatest competition in the field of football the ‘FIFA World Cup’. Mega events like the FIFA World Cup have serious effects on the economy of the host countries. Proper Scrutiny of the effects could reveal a handsome growth of the country’s economy as an impact of the World Cup and other similar international events. However there may be some adverse effects too for the economy of the country because of the huge depletion of the resources of the country in organizing such a mega event. Thus the paper aims in studying the scope of the advantages that the host country could enjoy as well as the adverse incidents that may occur as an impact of the World Cup. The impact of the FIFA World Cup of the year 2022 on the economy of the host country, Doha has been discussed in this context. Aims and objectives To find out the positive as well as the negative impacts on a country and its people in holding and organizing a huge event like the World Cup. To find out and identify the main factors that can create a threat to the success of the event as per the arrangement of the country and remedies for preventing those problems. Studying whether such a huge event in the country will ultimately be able to improve the economic conditions of the country, help in achieving the process of development faster. Any positive help in the handling of issues related to the overall health system, the security issues of the country and the poverty level of the country is an important aim of this paper. Identifying the ultimate financial gainer of this event in the country. To analyze the advantages and disadvantages of hosting the World Cup in Doha with the help of a primary survey. Research Hypothesis It is assumed that the overall impact on the host country is likely to be good, cons idering every aspect of the cultural, social as well as economical features of the country. Literature review The international events like the World Cup have huge impact not only on the cultural and the entertainment of the country, but also on the economic environment of the organizing nation. By attracting more and more tourists in the country the tourism departments of the country also experience a growth with the organization of the event by the country. Moreover the amount of the foreign direct investment in the country also experiences certain boost with the holding of an international event like the World Cup. These facts have been established by the reports as published by the country of South Africa that hosted the Football World Cup of the year 2010. The host country of the FIFA World Cup has experienced a massive growth of their economy by revealing properly the best sides of the country’s culture. They have also ensured a successful trade of the cultural presence of the country. The country invested an amount of about ten billions on an approximate basis for hosting the event in the year 2010, about 40 billion in the country’s currency for infrastructural development and urgradation in the country. The gross domestic product expected a 0.5 percent increase in the year as the impact of the month long event in the country. Moreover approximately three lakh seventy thousand visitors from foreign countries visited South Africa during the period that facilitates the tourism of the country. It may work as an inductive force in attracting more tourists in the near future. South Africa is a country with huge racial inequalities in the society. There is several millions of the black population of the country that resides in immense poverty. The people of these different races have been drawn

Passage Essay Example | Topics and Well Written Essays - 250 words - 2

Passage - Essay Example in transcending both national and local barriers, which further enable them to enjoy the fruits of both intellectual and material benefits on a global scale. Marx questions the existence of â€Å"the species† or society which is causally active apart from the activities of individuals. This dependence of individuals, under a communist revolution, would transform men so that they would master the same powers which they were governed by, and felt as if it were completely alien to them. The passage elucidates the idea of alienation, and history being in a continuous state of evolution. The alienation of man from himself is quite reflective when it comes to the case of private property, which for Marx was a great obstacle for freedom. Property has historically, in all societies, reinforced the relations of production, where a minority took charge of production and utilized the labor for their own ends in production. The concept of Marx’s revolution and freedom, then, does not mean that on an individual level, but rather emancipating men from this alienation from their true selves through liberation of species as a

Teach to Teach project for hill tribes children in northern Thailand, Essay

Teach to Teach project for hill tribes children in northern Thailand, - Essay Example As part of the legend leading up to where the hill tribe people came from, it has been said that their migration into Thailand can be traced as far back as 2000 years ago from ancient China (Poovatanikul, 1993). Specifically, reference is commonly made to the interior of Southern China as being the origin of the hill tribe people. The fact that they did not move together or at the same time makes it difficult for anyone to be very certain about a specific origin. The gradual and slow migration was however necessitated for the need for new land to be acquired to make their farming needs sustained. 1.12 Location of these hill tribe villages? The need for the hill tribe people to settle in Thailand was provoked by the need for new farmlands because through a system of farming that involved the burning of farm lands, the people had exhausted their farms back in China (Pan & Chen, 2011). The mission for migration influenced where the people would settle or stay, and thus their present loc ation greatly. When they found their way to Thailand therefore, the place of settlement for these people became the remote highland areas of Thailand (International Work Group for Indigenous Affairs, 2009). In Thailand, the hill tribe people are generally a minority ethnic group and so they did not need very vast piece of land. All these needed was a place to support their farming effectively. Their location therefore comprises occupancy from highland areas with good rainforest and generally moist to wet climate. Presently, there are calculated to be 3,527 hill tribe villages covering a total of 20 provinces in Thailand (Altbach, 1999). Out of the number, an estimated 751,886 persons exist in some 113,070 households. Of the total, 46.18% are known to be of the Karen tribe as this tribe forms the largest population. 1.13 Issues on national identity Issues of the nationality of the hill tribe people have been a major issue of contention in international and local politics. This is bec ause the hill tribe people have been generally regarded as sidelined and placed in a disadvantaged corner of national development due to a misplaced sense of identity for the hill tribe people. Specific cases of misplaced sense of national identity have been argued with reference to the widespread of lack of infrastructure and limited access to Thai citizenship (FAO, 2002). There is also the problem of delayed land settlement all attributed to the reasons of frequent migration and indigenous traditional practices. In some literature, the hill tribe people have been accused of being the cause of their own identity predicament because the people themselves lack a sense of national identity. It is not surprising that due to this firm sense of lack of national identity, the Thai government has always been reluctant in giving Thai identity to new immigrants from hill tribes. In all of this, what most commentators think is that the most disturbing situation with the Hill Tribe people is t hat they have not had time to be concerned about the need for their national interests and identity to be protected. This is because they have often been involved in acts such as illegal tracking and immigration abuses, which makes the Thai government distant itself from them and see them as aliens (Bell, 1999). 1.2 - Development background: 1.21 Economic development 1.22 Gender

Country's economy Case Study Example | Topics and Well Written Essays - 2000 words

Country's economy - Case Study Example The Figure below shows the economic growth in eight major countries from 1870 to 1996. In 1870, Australia was the richest economy whereas Japan was the poorest economy of the sixteen major economies of that time. In the same year, Australia’s real GDP per capita was almost five times that of Japan. Over the following 126 years, Australia’s economy grew by 1.3% which allowed real GDP per capita to increase by 5 times. However, during the same time, Japan’s economy grew by 2.7% which allowed its real GDP per capita to advance by 28 times. Likewise, Figure 11 also shows the progress made by United States from 1870 to 1996. The long-run rate of economic growth of the American economy was 1.7% which allowed it to raise its living standards by 8 times in 126 years. Therefore, the long-run rate of economic growth is an important measure of the nation’s wealth. (Bernanke, 2003) Figure 1: Economic Growth in Eight Major Countries The output of the economy depends up on the quality and quantity of labor and capital and on their productivity. If the inputs are constant, there is no economic growth in the country. Therefore, one of the inputs has to change along with the productivity for a healthier growth rate. The relationship between inputs and outputs of the economy are reflected in the following equation; which also shows the important factors that affect the long-run rate of economic growth. (Bernanke, 2003) Y= AF (K, N) Where: Y = Output of the economy A = Productivity N = Labor K = Capital Requirements Labor Labor refers to the working force of the nation-be it skilled, semi skilled or unskilled. Labor is one of the most important inputs into the economy. A skilled, educated labor force makes a strong contribution to the other factors of the economy. Along with them, the economy also requires semi-skilled and unskilled labor. However, the most important thing is their constant supply to the market. Similarly, the skills acquire must match the demand of the economy. (Bernanke, 2003) Technological Progress Technological progress refers to the ability of the nation to adapt to update infrastructure and equipments. No country can expect to progress without the necessary infrastructure for specific technology. In our globalized world, the economy needs to incorporate up-to-date technology replacing the obsolete machines to match the increasing demands. The smooth flow with the technological progress allows making the necessary progress. (Bernanke, 2003) Investment Investment refers to the capital requirements of the growing economy. The country needs consistent investment to make remarkable progress and achieve long-run rate of economic growth. Therefore, the nation needs to establish an environment that allows the continuous flow of foreign direct investment into the country and a credit history that allows it to raise the debt when needed. However, there needs to be sustainable amount of debt so that it does not hamper the growth in the long run. (Bernanke, 2003) Productivity It is another important factor for consistent long-run growth rate. This component refers to increase in the efficiency and effectiveness of the same labor and capital inputs. Therefore, if the productivity of the nation increases keeping the labor and capital same, the economy will growth by a certain factor. (Bernanke, 2003) Answer 2 Gross Domestic Output (GDP) is defined as market value of all the goods and services produced by a particular nation within the domestic boundaries. (Amadea, 2011) There are four components of the GDP as shown in the following equation: Y = C + I + G + X Where Y = Total output C = Personal consumption expenditures I = Investment G = Government spending X =

Political Philosophy Essay Example | Topics and Well Written Essays - 500 words

Political Philosophy - Essay Example What the law is and what it should be are entirely different. Hence a society can also make a law that might be immoral, and a wicked organization can also institute a system of laws. Second thing that legal positivists believed was that the legal concepts are an important endeavor. Thirdly, they said that the laws are orders given by rulers that are followed by people forcefully. Hart was agreed on the first two points but he was not convinced with the third. He did not believe that a legal system is in total control of sovereign to command. According to him it was because of pressurizing of government that people do not obey laws. In the Concept of Law, Hart has argued that compliance of law is impossible when imposed forcefully on public. Hart took a legal system as a union of primary and secondary rules and not as a compilation of individual laws. He has defined primary rules as the rules which imply a force on a citizen on his deeds, that is, what he can and can not do. He said that secondary rules define specifics of the primary rules.

Improving the Performance of a Team Assignment Example | Topics and Well Written Essays - 1250 words

Improving the Performance of a Team - Assignment Example Technical factors include understanding the mission, spelling out goals, and developing activities critical to success of the goal. To improve the functioning of a particular team, these factors have to be addressed. The following steps go towards improving the performance of a team. A project team is subject to group dynamics because of an assembly of individuals with diverse talents and commitments. The most common problems faced by work teams arise from: Different points of view, role conflicts, implicit power struggles, and groupthink which compromises decisions in favour of unanimity. (Nurick, 2001) There are many other problems that may arise due to behavioural and skill factors. Performance measures need to be devised taking both performance factors and process factors into account. The performance measures would measure the performance/outcome factors which may be: Team cohesion; Improvement orientation like creativity, forward thinking, proactivity; and Team achievements. Team process factors, which also affect the performance of a team includes factors such as: Team relationships, team focus, approach to performance, leadership style, team discipline, team decision making, team confidence, value of contributions, decision focus, social contact, process focus, and lastly, consistency. Team performance is also related to attractiveness of performance, agreement with team goals, team goal level, and willingness to use cross-training, perceived participation, team efficacy, and team commitment. Some factors which also need to be measured are: 1. Team member dispositions - Studies have indicated that employees' need for achievement, need for affiliation, aggressiveness towards other people and the value placed on autonomy affect the team in a lot of ways. 2. Team process skills - process skills include skills like communication, leadership, goal setting, problem solving, and conflict resolution skills. 3. Employee perceptions about the team - This includes perceptions about team efficacy, and perceived participation. 4. Goals and goal commitments - this includes factors like team goal level, goal commitment, agreement with team goal, and performance expectations. 5. Attractiveness of performance and self efficacy. (Scott and Townsend, 1994) Measures that take the above factors into account can help assess how the team would fare in a task and what is to be done to improve its performance. Step 2: Making the Team and Planning Work Activities The second step to enhancing team performance involves the selection and training of the team and planning the work activities for the team. Selection: To ensure team effectiveness one criterion for selection of members of a team is interpersonal skills. Other criteria would include the member disposition, member skill sets, commitment to goals, and other such factors. This can be done by using the performance measures devised in the first step. Training: The next step would involve training the team in product knowledge, time management; interpersonal skills like listening, assertiveness, and conflict management skills; creativity; meeting deadlines; energy and determination; reporting and administration; personal appearance and image; steadiness under pressure, and such other factors. In addition to receiving training in skills they should be empowered to use

King Lear and his relationships with his daughters Research Paper

King Lear and his relationships with his daughters - Research Paper Example A later version, The Tragedy of King Lear was included in the 1623 First Folio. As a rule, the present-day editors conflate the two; however some maintain that each version possesses its individual integrity that ought to be preserved. After the Restoration, the play used to be revised to have a happy end for the audiences who hated the plays depressing and dark tone, yet since the nineteenth century William Shakespeare’s original version has been esteemed one of his most outstanding achievements. The tragedy is especially noted for its observations upon the nature of human kinship and sufferings. Elderly King Lear wishes to retire from his throne. He makes a decision to divide his kingdom among the three daughters of his. Moreover he offers the largest portion to the one who is the favorite one. Regan and Goneri flatter the father claiming that they love him more than anything else in this world and their speeches please him much. Cordelia has nothing to compare her love to. Furthermore she has no words to express it as eloquently as her sisters do. She speaks frankly, honestly though bluntly, so that is her manner to speak that eventually infuriates Lear. Being infuriated he disinherits Cordelia and divides his kingdom between Goneril and Regan. Earl Kent objects to such an unfair treatment. Lear gets still more enraged by the protests of Kent, so he banishes the Earl from the kingdom. The Duke of Burgundy abandons his suit having learnt that his fiancee has just been disinherited, though the King of France is so impressed by Cordelia’s honesty that marries her as she is. The King announces he is going to live alternately with Regan and Goneri and their husbands, the Duke of Cornwall and the Duke of Albany respectively. The King reserves to himself as a suite of a hundred knights to be supplied by his daughters. Egan and Goneril speak tete-a-tete and agree that Lear is foolish and old. Edmund resents his status and plots to restore his legitimat e elder brother Edgar. He deceives Gloucester, his father with forged letter and thus makes him think that Edgar plots to usurp the realm. Kent comes back from exile disguised as Caius, so King Lear hires him as his servant. Lear finds out that Goneril has power now. Moreover she does not respect him any more. She demands that he behave himself better and eventually reduces the number of her father’s suite. Infuriated, Lear leaves for Regan’s home. The Fool jeers at his master’s misfortune. Edmund simulates an attack by Edgar so Gloucester absolutely taken in. Thereupon he disinherits Edgar and proclaims the latter outlaw. Then Kent meets Oswald at the home of Gloucester, quarrels with the former. As a result Reagan and Cornwall have him put in stocks. When Lear arrives, he protests yet Regan takes the same course as Goneril. This infuriates the King yet he finds himself impotent to do anything. Eventually Lear indulges his rage. He goes out into the storm to ye ll at his dishonest daughters, attended by the jeering fool. Then Kent follows to protect Lear. Gloucester argues against the King’s maltreatment. Wandering through the field after the storm, King Lear meets Edgar disguised as Tom O’Bedlam, who is mad. Edgar babbles foolishly while the King denounces the daughters of his. Gloucester leads them all to the shelter. Then Gloucester is betrayed by Edmund to Goneril, Regan

Advertising and communication Essay Example | Topics and Well Written Essays - 4500 words

Advertising and communication - Essay Example According to modern view, marketing consists of sensing, stimulating, servicing and satisfying the needs and wants of present and potential customers in more effective and efficient manner than its competitors. The modern concept of marketing communication holds that the key task of organization is to determine the needs, wants and values of the customers and to adopt the organization to delivering the desired satisfaction more effectively and efficiently than its competitors. There are two key elements in this marketing communication concept.Competitiveness in business the world over is so acute that survival is possible for only those organizations, which are ready to employ every possible means to increase profit by reducing cost in production, while remaining uncompromising in quality and aggressive in marketing. The role of marketing communication in modern business practices has been identified as a key factor in survival in modern day business. As part of the search for busine ss effectiveness the entire process of marketing communication is being approached in a comprehensive and unified manner where by all activities of business communication functions in unison. This approach is called Integrated Marketing Communication. This is a relatively new concept in management. It is engineered to harness all aspects of marketing communication such as advertising, promotion of sales, public relation, and direct marketing in a highly focused manner eschewing the former tendency of these departments to function in isolation. The account of the phenomenon of Marketing Communication by Aaker, Batra and Myers (1992) constitutes a fair working explanation of the phenomenon: . . . advertising and sales promotions operate together in their impact on the consumer. When designed and run in tandem, they yield power synergies that magnify their individual effects. The ambiguity centered on the definition of IMC has created complexity in assessing the operational efficiency of the process. There are many levels of integration, which produces problems collectively as well as individually. The ideal execution of IMC calls for the sharing of the entire organization. Available Mix Of Advertisement And Communication Methods Advertising is a very complex business. To make the advertisement to go on with the changing time new advertising and modern promotional methods needs to be assessed and compared with traditional available methods. New innovative ideas and media methods uses are to be devised all the time, as the advertising industry switches emphasis from media to media, and as new modern lifestyle trends continuously to develop by new technologies. Traditional and modern view of Advertisement In 1980's and 1990's advertising agencies were commonly 'multi-services' agencies, and they divide their area of operations to handle the creative, production and media-buying processes. There was a huge trend towards junk mail or direct mail and many large consumer brands switched significant advertising spending into direct mail. For small local businesses TV was an increasingly attractive tool. Modern lifestyle and technology developments change the marketing communication and advertisement methods of companies. New method of advertising based on exploiting electronic communications and the 'word of mouth' instinct sometimes referred to as 'Viral marketing'. In today's world Internet advertising is more popular than radio advertising -

Compensation Management Essay Example for Free

Compensation Management Essay Compensation Management is an integral part of the management of he organization. Compensation is a systematic approach to providing monetary value to employees in exchange for work performed. It may achieve several purposes assisting in recruitment, job performance, and job satisfaction. It is the remuneration received by an employee in return for his/her contribution to the organization. It is an organized practice that involves balancing the work-employee relation by providing monetary and non-monetary benefits to employees. It is a tool used by management for a variety of purposes to further the existence and growth of the company. It may be attuned according to economic scenario, the business needs, goals, and available resources. Compensation Management contributes to the overall success of the organization in several ways. To be effective, the managers must appreciate the value of competitive pay, their human resources, and have an investment view of payroll costs. We want to maintain pay levels that attract and retain quality employees while recognizing the need to manage payroll costs. The increasing competitiveness of the labour market and turnover of employees had resulted in nightmare in compensation planning. Apart from this, the growing demands of the employees and competitive salaries offered by multinational companies had almost resulted in a compensation war in certain industries. Therefore, the human resources managers and tax experts have to evolve proper compensation planning for High end and qualified employees. The components of compensation have to be devised in such a way that, it focuses on the growing demands of employees while retaining the competitiveness and profitability of the company. Compensation management, also known as wage and salary administration, remuneration management, or reward management, is concerned with designing and implementing total compensation package. The traditional concept of wage and salary administration emphasised on only determination of wage and salary structures in organisational settings. Pay is a difficult topic of conversation in most organizations. In fact, the topic is altogether taboo in many workplaces. It simply isn’t discussed unless absolutely necessary. And, when it is necessary, such as when a pay raise (or lack of one) must be xplained to an employee, many managers find themselves at a loss for words. As the dreaded date of such a discussion approaches, managers may begin checking their sick time banks to see if they can disappear for a day or two. While it may be a touchy subject, pay is a critical factor in the work lives of employees. Jobs are accepted or rejected based in part on starting salary and the opportun ity for future increases in pay. Employees compare their pay to that of others in the same line of work. They constantly compare their pay level to their level of contribution, trying to determine whether the ratio of give and receive is a fair one. While it may not be a frequent topic of open discussion, employees think about pay often. Components of compensation:- Basic wages/Salaries:- These refer to the cash component of the wage structure based on which other elements of compensation may be structured. It is normally a fixed amount which is subject to changes based on annual increments or subject to periodical pay hikes. Wages represent hourly rates of pay, and salary refers to the monthly rate of pay, irrespective of the number of hours put in by the employee. Wages and salaries are subject to the annual increments. They differ from employee to employee, and depend upon the nature of job, seniority, and merit. Dearness allowance:- The payment of dearness allowance facilitates employees and workers to face the price increase or inflation of prices of goods and services consumed by him. The onslaught of price increase has a major bearing on the living conditions of the labour. The increasing prices reduce the compensation to nothing and the money’s worth is coming down based on the level of inflation. The payment of dearness allowance, which may be a fixed percentage on the basic wage, enables the employees to face the increasing rices. Incentives:- Incentives are paid in addition to wages and salaries and are also called ‘payments by results’. Incentives depend upon productivity, sales, profit, or cost reduction efforts. There are: (a) Individual incentive schemes, and (b) Group incentive programmes. Individual incentives are applicable to specific employee performance. Where a given task demands group efforts for completion, incentives are paid to the group as a whole. The amount is later divided among group members on an equitable basis. Bonus:- The bonus can be paid in different ways. It can be fixed percentage on the basic wage paid annually or in proportion to the profitability. The Government also prescribes a minimum statutory bonus for all employees and workers. There is also a bonus plan which compensates the Managers and employees based on the sales revenue or Profit margin achieved. Bonus plans can also be based on piece wages but depends upon the productivity of labour. Non-monetary benefits:- These benefits give psychological satisfaction to employees even when financial benefit is not available. Such benefits are: (a) Recognition of merit through certificate, etc. (b) Offering challenging job responsibilities, (c) Promoting growth prospects, (d) Comfortable working conditions, (e) Competent supervision, and (f) Job sharing and flexi-time. Commissions:- Commission to Managers and employees may be based on the sales revenue or profits of the company. It is always a fixed percentage on the target achieved. For taxation purposes, commission is again a taxable component of compensation. The payment of commission as a component of commission is practised heavily on target based sales. Depending upon the targets achieved, companies may pay a commission on a monthly or periodical basis. Mixed plans:- Companies may also pay employees and others a combination of pay as well as commissions. This plan is called combination or mixed plan. Apart from the salaries paid, the employees may be eligible for a fixed percentage of commission upon achievement of fixed target of sales or profits or Performance objectives. Nowadays, most of the corporate sector is following this practice. This is also termed as variable component of compensation. Piece rate wages:- Piece rate wages are prevalent in the manufacturing wages. The laborers are paid wages for each of the Quantity produced by them. The gross earnings of the labour would be equivalent to number of goods produced by them. Piece rate wages improves productivity and is an absolute measurement of productivity to wage structure. The fairness of compensation is totally based on the productivity and not by other qualitative factors. Fringe benefits:- Fringe benefits may be defined as wide range of benefits and services that employees receive as an integral part of their total compensation package. They are based on critical job factors and performance. Fringe benefits constitute indirect compensation as they are usually extended as a condition of employment and not directly related to performance of concerned employee. Fringe benefits are supplements to regular wages received by the workers at a cost of employers. They include benefits such as paid vacation, pension, health and insurance plans, etc. Such benefits are computable in terms of money and the amount of benefit is generally not predetermined. The purpose of fringe benefits is to retain efficient and capable people in the organisation over a long period. They foster loyalty and acts as a security base for the employees. Profit Sharing: – Profit-sharing is regarded as a steppingstone to industrial democracy. Profit-sharing is an agreement by which employees receive a share, fixed in advance of the profits. Profit-sharing usually involves the determination of an organisation’s profit at the end of the fiscal year and the distribution of a percentage of the profits to the workers qualified to share in the earnings. The percentage to be shared by the workers is often predetermined at the beginning of the work period and IS often communicated to the workers so that they have some knowledge of their potential gains. To enable the workers to participate in profit-sharing, they are required to work for certain number of years and develop some seniority. The theory behind profit-sharing is that management feels its workers will fulfill their responsibilities more diligently if they realise that their efforts may result in higher profits, which will be returned to the workers through profit-sharing. Approaches of compensation management There are 3P approach of developing a compensation policy centered on the fundamentals of paying for Position, Person and Performance. Drawing from external market information and internal policies, this program helps establish guidelines for an equitable grading structure, determine capability requirements and creation of short and long-term incentive plans. The 3P approach to compensation management supports a company’s strategy, mission and objectives. It is highly proactive and fully integrated into a company’s management practices and business strategy. The 3P system ensures that human resources management plays a central role in management decision making and the achievement of business goals. Paying for position Paying for person Paying for performance Because it is so important to employees, the issue of pay deserves to be clearly addressed. In spite of their hesitance, managers are capable of dealing with this sometimes difficult issue in a professional and effective manner. By keeping the following basic points about pay in mind, they can address virtually any pay-related topic with their employees in a professional and productive manner. Specificity is Key Pay is a topic with many different shades and a variety of implications. Whenever approaching the subject, it is important to work out the details beforehand so that specifics can be clearly communicated. For the manager, this means that the increase amount is nailed down before discussing a promotion with an employee. No chance of misunderstanding or false expectations can be permitted. Far too often, managers are apt to discuss generalities. â€Å"It will mean a good increase. † What exactly does that mean in terms of the employee’s monthly budget? If care is not taken here, good news can become the source of conflict and resentment. By the same token, if asked for a raise, the manager should request that the employee suggest a specific number that he believes reflects his value. Once the employee provides that number, the manager can do his homework and decide what, if anything can be done. The employee can then be given a definitive response. Pay is Relative What one employee considers a fantastic increase maybe an insult to another? Each individual has a unique set of creativity and competencies. Pay should be based on the performance, position and the competencies/skills the person is having. Pay is Not Created Equal Various forms of pay have different purposes. The two most common forms of direct cash compensation in most companies are base pay and bonus. Base pay is the annual salary or hourly wage paid to an employee given the job he holds, While bonus is typically (or at least should be) rewarded based on the achievement of a goal of the organization. Discussions about bonus payments should be as specific as possible. This is the opportunity to point out particular accomplishments that contributed to overall team or company success. Even if the bonus is paid to all employees based on a simple overall company profit target, the manager should use the opportunity to point out specifically how individual employees helped achieve that target. Distributing bonus checks presents a unique motivational opportunity for a manager. Handing money to an employee while discussing actions and behaviors he would like to see repeated, creates a powerful link between performance and reward. Discussions about base pay increases can be a bit different. Most companies claim to link their annual base pay increases to performance. In reality, however, base pay decisions take into account a variety of factors, including the relative pay of others in the same job, the company’s increase budget, market practices and where the individual falls within his pay range. Even when performance is a factor, the manager is faced with the difficult task of evaluating an entire year’s worth of activity and then categorizing it according to the percentage increase options allowed by the budget. It becomes very difficult to pinpoint specific employee actions or accomplishments as the reason for the increase. For these reasons, it’s appropriate for the discussion about base pay increases to be more general and balanced. Both strengths and weaknesses of the employee should be addressed. The actual increase is then based on an overall assessment, as opposed to a link with one or two specific outcomes. Any other factors that impact the increase percent, such as budget or pay range should be openly discussed as well. Development of a Compensation Philosophy All organizations pay according to some underlying philosophy about jobs and the people who do them. This philosophy may not be in writing, but it certainly exists. Pay maybe treated in a formal and structured manner at one company. At another, any appearance of structure is intentionally avoided so that decisions can be made arbitrarily. Either way, the approach taken reflects a fundamental belief about people, motivation and management. Before an organization actually develops a compensation plan, there are several questions that need to be answered. Taking the time to consider and answer these questions will make the both the process of developing and administering a compensation plan much easier and will result in the development of a compensation plan that more closely matches the organization’s goals and objectives. Managers often want to view each individual as a separate case. It is important to understand, however, that employees operate within a compensation system. A manager is wise to take the time to learn as much as possible about his company’s compensation system.

Micro Credit In Mauritius Social Work Essay

Micro Credit In Mauritius Social Work Essay Abstract In this study, the impact of micro-credit as a poverty alleviation strategy in Mauritius is analyzed. A close link is made between microcredit and empowerment of women through different chapters and how it helps to empower Mauritian women. Women are empowered when they are able to take decisions, have their own roles and responsibilities, are independent, educated and are ready to face discriminations which exists due to deep norms and values of society. Income is the main concept of this study because data collected have proved that microcredit helped to increase income generated through these women business. This study has raised many questions because it is observed that microcredit tend to empower economically but very less in social terms. Findings have showed that women situation have changed but not that far compared to other countries where microcredit is very popular. Still, microcredit has encouraged women be follow trainings and develop their skills, and promoted participa tion in activities of society mainly economic activities. On the other side microcredit is also a vicious circle of debts for women who face difficulties to repay their loans which shows how microcredit create impoverishment of women which very is far from reducing poverty. CHAPTER 1.0: INTRODUCTION Poverty is usually defined as the lack of opportunities, lack of education and skills, and also in terms of standard of living. Poverty in Mauritius is not similar like other countries, whether someone lives in urban or rural areas is not valid to categorize him as poor. Poor people in Mauritius (mainly women) are often denied access to resources, to opportunities, education and training for development of skills. This is often the main reason why these people cannot cope with changes occurring in our Mauritians society, in terms of social and economical transitions (IFAD). There is a real concern to alleviate poverty a ministry of social security and social welfare has even been set up to tackle this problem. It is clear cut that poverty is not just an economic problem but also a social problem affecting life of Mauritians. The government work closely with NGOs and other institution, a National action plan has even been set up to promote economic growth. This includes improving educational system, providing financial support for investment ad micro-enterprises and micro-finance institutions (IFAD 2011). 1.2 Micro credit in Mauritius Microcredit started in July 2001; it was a project by the IFAD to promote Mauritian women through microenterprises. The aim of this project was to provide financial facilities and support to needy women and promote income-generating activities. Micro-credit is known as the key tool to poverty alleviation (Grameen bank). Micro-credit scheme in Mauritius has brought progress and attracted women there are more than 3,500 women registered as entrepreneurs (Nwec 2010). They are even given financial facilities like Microcredit loans for their business. The Development Bank of Mauritius (DBM) and cooperative bank provides with loans at lower interest rates Trade fairs are organized to these women to expose their product and even Awards ceremony are organized every year to reward the best women entrepreneurs. The ministry of Gender Equality and child welfare set up micro credit programmes to target women in poverty. Together with other institution like NGOs and banks, which provide further contributions to assist needy women. In Mauritius, the National Women Entrepreneur Council is responsible for women entrepreneurs, providing trainings in their incubators found at Phoenix. Empowerment of women is very important for economic growth, that is why an empowerment programme has been set up in 2006 and the National empowerment Foundation (NEF) in 2008 to ensure the good purpose of the empowerment programme (NEF 2009). There are very few reports that 1.3 Problem statement It is a fact that micro-credit is very important to fight poverty and many studies have shown its positive impact in terms of standard of living, income, education, and health. However despite these strategies, poverty still remains (Mosley 2002). The main question is that has it really empowered women? By empowerment we mean women being emancipated, taking and participating in decision making access to employment and trainings. But statistics show a different result because women in the active economy represent only 43.7 % compared to men 75.5%, only 35.5 % of women in Mauritius work (CSO 2011). Microcredit was supposed to help in creating job opportunities for women, Statistics show that there is a population of 645 875 women, and the number of female-headed household in Mauritius and this wage gap which exist between men and women make them less economically active compared to men. Only 30% of women work in government services in Mauritius, it has been observed that 61% of women are unemployed and the rest that is 33% receive an income of Rs 4,000 compared to the 8% of men. Women income is around Rs 8,350 compared to men Rs 12,560, we are very far from reaching gender equality. How far has microcredit helped in poverty alleviation, are these strategies enough to combat poverty, how did it change or not image that society set on women and their role, responsibilities and economic activities are the questions this study will try to answer. Aim of study To assess the impact of micro-credit programme in poverty alleviation among women in Mauritius. Objectives of the study To evaluate the benefits of microcredit as poverty alleviation tool in Mauritius. To determine how microcredit promoted socio-economic development in Mauritius. To describe how micro-credit alleviate poverty through income-generated activities. To analyze how women empowerment through micro-credit helps to alleviate poverty in Mauritius. 1.4 Layout of study This study is organized as follows: Chapter 2 give deep explanations about main concepts used in this study and how they are linked. Another part of this chapter describes studies conducted on the impact of micro-credit on women and how it helps to alleviate poverty in other countries and how different authors view it, its effect on these countries and also problems they faced. Chapter 3 describes methods used to collect data for this study and why it is appropriate. Different parts of this chapter define the problems faced during data collection, how data will be analyzed and ethical considerations to be respected for this study. Chapter 4 provides an in-depth explanation of all findings during data collection and is followed by the discussion part where findings will be linked with other authors explanations from chapter 2.Chapter 5 is the conclusion, a summary of this study followed by recommendation which might help to bring better improvements to this field or encourage other research. CHAPTER 2.0: LITERATURE REVIEW This chapter provides an in depth analysis of concepts used in this study and how different authors assessed microcredit effectiveness on women and poverty, how government and Ngos help to promote women. There are also various studies conducted across the world showing its impact on socio-economic development in many countries in contrast with Mauritius. 2.1 Concept of Poverty Poverty is defined in different terms and it is difficult to have an exact definition of it. The UN (United Nations) defines poverty as a denial of choices and opportunities, a violation of human dignity (Langmore 2000: 37). It means lack willingness and opportunity to participate effectively in society. UN also relate poverty to lack of income to enable survival, social discriminations that the poor face, and by denial of opportunities, it means that they are denied to participate in decisions in society (UN, 1995: Para. 19). In the Beijing declaration it was mentioned how poverty is characterized: lack of participation in social and cultural life, this occurs in many developing countries forming pockets of poverty: regions where poor lives. A poor is not poor because of lack of participation in civil society but also due to economic problems such as recession which prevent people below the poverty line from having a decent life. Sen. (1981), who is a famous researcher on the subject of poverty, explains poverty as the lack of basic needs essential for survival and fails to participate in social and economic activities. Poverty can be categorized into two that is absolute poverty and relative poverty. Absolute poverty refers to a situation where an individual is unable to satisfy his basic needs that are food, shelter and clothing and health. Peter Townsend (1979) defines relative poverty as a situation where an individual standard of living is below the level that they are unable to enjoy normal way of life (Reporting poverty in the UK p 15). It is more about standard of living where there is an individual possess a big villa, new brand car, high income whereas another one is at medium level and can at least satisfy his basic needs and stay healthy. 2.2 Women and poverty More than 1.3 billion of people live in poverty in the world and most of them are located in developing countries like Asia and Africa (UNDP 1996). Women are the one who bear all the burden, they have to manage their household which means work and cater for their family at the same time which is not an easy task. A woman is described as a human being of female sex who can be distinguished through her gender roles and responsibilities in society (Wikimedia 2005). 70 % of women are poor and they mostly come from female-headed households (UNIFEM 2010). Poverty among women keep on increasing, that is why it was conceptualized as Feminization of poverty; an increase in female-headed household (Buduwski 2002). There are various reasons which explain why women, one because there are gender based values like gender roles (housewife/nest builder) which prevent women to emancipate, the increase of divorce increases female-headed families (GAP 2008). There are gender-based inequalities which re strict women to have access to resources and opportunities; which failed to empower them. There were more than 22 millions of unemployed women in the world in 2008 and in developing countries like African countries and south Asia women engaged in insecure jobs (UN 2009). Empirical studies conducted in Poland showed that there are more than 90% of women who are engaged in household work and also their paid, which is a real burden for them (Mandal 2008:163).In Mauritius, Women are more likely to face poverty than men; a report of the CSO showed that 8.9% of women compared to 8.1% of men live in relative poverty in 2009. There is a gap in income between male and female employee only Rs 7,100 for female and Rs 12, 330 for male (ESI 2010:11). 2.3 women and Poverty alleviation Poverty alleviation is based on different strategies to reduce poverty at individual, group and community level. These strategies include education facilities to promote socio-economic development and break down barriers leading to disparities in our society (Barder 2009). Greenberg (2005) defines poverty alleviation as set of strategies to reduce the impacts of poverty on vulnerable groups. In 2000, the millennium development goals were set up to reduce poverty (UN 2000). It was followed by a guideline for poverty alleviation to better help organizations over the world to achieve this objective (DAC 2001). To alleviate poverty barriers which restrict access and participation in society have to be removed (UNDP 2011). These barriers include; problem of unemployment, promoting human capital through educational facilities, trainings for development of skills, health facilities, support to family in difficulty through social benefits, promoting access to services through financial support and building up of self help groups to create solidarity and policies to reduce discrimination and inequalities towards the poor (Headey 2006). 2.4 Poverty alleviation among women through empowerment During the Women conference of the United Nations, it has been declared that to have stability in terms of social, economic, politic, culture and environment, achieving gender equality and empowerment is the essential keys (UN 2009). Empowerment refers to creating opportunities so that individual can develop their capacities in terms of skills and knowledge to face social prejudices in society (Waterhouse 2003). It is the 3rd goal of the Millennium Development Goals which aim to reduce poverty till 2015. Empowerment takes place through decision making, building up of self-esteem in women, improving their status in society and at home (Cheston and Khun 2002). Kabeer (2003) focus on empowerment as being able to make own choices and taking decision to achieve goals. A report from Unifem declares that to achieve women empowerment, access to all basic resources is important (Unifem 2008). Women do not only face money problems but also social ones through exclusion education, politics, and the world of work. Empowerment of women is very important to promote their participation in economic activities of society (Eyben 2008). Women are the ones who are most engaged in work and produce more but yet they only 10% of the income (Clinton 2009). Women tend to invest more even at home, a study done in Brazil showed that all household where women were in control improve the chances of survival of their children by 20% (OECD 2010). Why is empowerment important? It is because women are the one who are less educated, denied access to resources, support (financial), education and are mostly vulnerable in society, they are discriminated and exploited both at work and at home (Mayoux 2009). To achieve empowerment there are intervention from both government and Ngos working together to reduce poverty and promote women. In Mauritius, the NEF has been set up to promote empowerment of women through 2.5 Women and microcredit Micro-credit is too wide which makes it difficult to define (Oikocredit 2011). It is generally define as small loans granted to people from poor background to help them improve their income (income generating activities) and way of life (Grameen bank 2011). In the 1800s, Lysander Spooner found out that providing credit facilities to small famers was very successful that where came the new term micro-credit today, poor population have accessed to loans and payment facilities. In 1976, Muhammad Yanus (winner of the Nobel Prize in 2006) created micro-credit facilities in the Grameen Bank in Bangladesh. At first it was only meant to assess the facilities which can be provided to the poor but later proved to be a key tool to reduce poverty. This was followed by the United Nations declaring the year 2005 as the international year of Micro-credit with five main goals among which were to promote contribution of micro-credit facilities and enable accessibility to these facilities (UN 2005). Micro-credit has been proved to promote social development and a tool to struggle against poverty in both developed and developing countries (Da Silva et al. 2007). MFI reports showed that 70 % of women are beneficiaries of micro-credit loans, this give an overview of women vulnerability and how they consider micro-credit loans as a way to get out of poverty. One main question is raised: Why women? Evidence have showed that women are the ones who are less paid and work in secondary sectors where they are at risk and do not have benefits compared to men in society (ILO 2008). Women face too many inequalities such as unemployment and discriminations based on gender, it has to be noted that Mauritius gender statistics showed that we are ranked 63rd  out of 146 countries on the Gender Inequality Index of the UN (CSO 2011). That is why micro-credit scheme has been introduced to promote access to resources such as land and infrastructure and also access to credit facilities. Besides Micro-credit programme also include training of women so that become independent and confident in their business (CIDA 1995). Micro-credit help women to improve their income household and build a safety-net which secure them and reduce their vulnerability to fall into traps of poverty., they become more mature to deal with issues of their business and make their o wn decision and choices (Mends 2000). Through entrepreneurship, Women have the opportunity to overcome cultural norms which trap them into their housewife role. (Swain and Wallentin 2007). 2.6 Empowerment of women through microcredit Many authors find a link between credit and empowerment. Cornwall and Edward (2010) consider empowerment as crucial to overcome economic and social dilemmas in society. Micro-credit is a system which gives access to finance through loans and savings for entrepreneurships. Studies have shown that micro-credit has been useful to the poor household due to low cost (Miller, Morhnee, Stephens and Tazi 2006). It is a fact that micro-credit programme improved women situation (economic, social, political, cultural) and also in terms of education (trainings) allowing them to develop their skills (Johnson Rogaky 1997).Empowerment has two dimension one in terms of household, women tend be at home doing housework and taking care of their family. With micro-credit programme they work and earn their own money which improves their status and their role at home compared to their previous role. They feel in a better position to apply their own decision (Osmani 2007). There were extensive debates about women and poverty and the impact of micro credit as a poverty alleviation tool. Many literatures have referred to the micro-credit scheme as the best alternative to reduce poverty and to empower women (Bernasek, 2003, Bhatt 2001, Khand Ker el al 1998, Leach and Sitaram, 2002). An assessment on the role of micro-credit schemes conducted through a survey in the South Asia together with Ngos showed that these schemes have improved economic status of women in society through education and training to acquire professional skills in entrepreneurship so that they become self-efficient and this has improve their social status in their household and improved awareness (Hashemi, Schuler and Riley 1996). Micro-credit programmes include Income-generating strategies, increasing awareness and empowering women. This help to socio-economic development of the country through education, participation in decision making, improving quality of health, sanitation and nutrition but most important of all to alleviate poverty through food security, income, improving literacy rates among women, thus leading to social inclusion of women in social, economic and political activities (Bernasek and al. 2003). Halkias, Nwajiuba, Harkiolakis, Caracatsanis (2011) study targeting the Challenges facing women entrepreneurs in Nigeria with a sample of 62 females entrepreneurs a self-administered survey showed that women showed more devotion and effort for their entrepreneurship compared to male entrepreneurs. Another result was that female entrepreneurs can professionally control their entrepreneurship and maintain their household effectively. Micro-credit had also an impact on savings made each month to improve standard of living of their families (Siringi 2011). Kabeer (1998) found out that micro-credit is an opportunity for women to bring their own contribution in terms of money. Policies should target more social and educational spheres to encourage women in the combat to alleviate poverty. Besides (Rogers and Youssef, 1988; Consultative Group to Assist the Poor CGAP, 2004: 6) findings showed that a rise in women income has positive influence on education, and health of children in the hous ehold. A study conducted in Nepal showed that more than 68% which represent more than 89 000 women over 130 000 who were involve in empowerment programme and experienced a change in their role at home and towards their own community, they have become someone who is respected for efforts and sacrifice don to reach this target of women with confidence and esteem (Ashe and Parrot 2001). Micro-credit has open new avenues for women in terms of education and development of skills. Having access to credit is more secure for women and they are able to take care of their family. Reports have shown that women are the one who spend more for the welfare of their family; in-depth interviews conducted in Rwanda with women benefiting from micro-credit scheme have shown that more than 54% of them are now able to manage on their own in their business without men (URWEGO 1994). It also helps to build up their self-confidence and self-esteem. Self-confidence is part of the aims of empowerment of women. It is the based to change women perception on various patriarchal aspects that exist in society and this also enable them to develop skills for the success of micro-credit. Micro-credit is a programme which train women to become professional business women and to be able to control their own business. Microcredit programme have empowered women leading to a change women role, status and relationship at home and in society. In-depth interviews conducted in Rwanda showed that there was an increase of 69 % in self-confidence and self-esteem of women (Ashe Parrot 1994). Studies conducted by Gobezie (2007) showed that more than 54% of women (micro-entrepreneurs) feel more at ease to deal with decisions both at home and their enterprise with the increase in self-esteem and self-confidence. 2.7 Government contribution The government plays an important role in promoting welfare through programmes and policies to better address the problem of poverty and promote equity (Cawthorne 2008). Funds from taxation help for development of the country and the government establishes a framework to know how to use funds efficiently (Serpa 2008). There is a belief that government intervention in micro-credit to give access to credit facilities only. But reality is that it acts as facilitator which provides access to service to the poor without ceilings. Another question usually asked is how micro-credit helps the poor? It increases income of poor household and improve patterns of consumption. When the needy people have access to credit, it helps them to maintain basic standard of living and have cash for emergencies. The government has an aim to promote welfare of citizens mostly needy ones; through micro-credit policies to better target and assist them but also programmes, which create opportunities to poor peo ple to develop skills and gain experience in entrepreneurship and learn how to manage their business. Several reports have shown positive impacts of micro-credit on women but there is big dilemma, political influences which exist and result to abuses, giving privileges to others and drainage of funds to be allocated to micro-entrepreneurs (CGAP 2002). Such influences affect good running and success of these programmes. Similarly to others countries like Bangladesh where the government work together with banks like BRAAC, in Mauritius there is the DBM which provide micro credit loans to people which also aim at socio-economic development and empowerment of women but through financial facilities. Micro-entrepreneurs (women) benefit from loan facility of Rs 150 000 with a period of five years for repayment, only women willing to create a small enterprise. These women are registered at the NWEC where they follow trainings to become independent wage earners (Nwec 2010). 2.9 Constrains of Micro-credit Micro credit was supposed to play a vital role in reduction of poverty but it also has its dark side. This strategy is seen as being too simple to reduce the problem of poverty (Endeley and Thompson 2005). Explanations provided to justify the failure of Micro-credit programme is that it failed to target real needy groups, it can observed that non-poor are taking most advantages of this programme and poor are becoming poorer, criteria of selection are not appropriate and this causes abuses (Copestake, Morduch, Dugger 2004). For Duvenduck (2011), until now there have not been valid evidence which prove that microcredit positively affect women. Abuses are not only from rich people but also from male in households where women benefit from micro-credit schemes. They are aware of their wives eligibility to access micro-credit loans and use them for their own business having nothing to do with women entrepreneurship (Goetz and Gupta 1995). This raises the question of gender equality which e xists in society and men always getting involved in female activities. Furthermore, the main purpose of micro- finance was supposed to provide credit a facility in terms of loan to the marginalized group to help them to generate income for their own business, the state has failed in its mission. (Swain et al 2008:193). It has rather created a vicious cycle of indebtness among women; they get trapped and become dependent on the state and banks. The problem is that they often failed to have the level of profit expected and have to work double to save for loan repayment (Copestake 2001). A report published by business week (2005:4) showed that interest rates are higher and failure to repay loans means closure of their business and huge debts to clear. It can be seen that intervention and contribution of private and public sectors are thin. There is a lack of continuous assistance to women entrepreneurs which makes the safety net very vulnerable as any mismanagement and low profitability can put the business at risk (Neff 1996). All these shortcomings of micro-credit have raised a question; is micro-credit really a tool to reduce poverty? Findings from different surveys showed that it really reduced poverty in the world but to some extent. Kandler (2005) found out that 31 % of women participating in micro-credit programs have been out of their abject poverty in Bangladesh. Another fact of micro-credit success is the increase and improvement of consumption patterns of poor people together with the increase in income this has lead to economic development. Kah (2005) reject the positive results of micro-credit in the developing countries. After a study in different countries with different methods like interviews, surveys and ethnogra phic surveys, Kay found out that it is a too optimistic assumption to classify micro-credit as a tool to alleviate poverty. Micro-credit programmes also have short-comings which tend to be ignored. Antaitwe (2006) claimed that there programmes have failed to meet their aims and objectives. The reason provided was that the fact that people who deserve this service and assistance were excluded from these programmes (Hulme 2003). Another short-coming of micro-credit is whether these programmes are accessible to extremely poor people. Reports from the United Nations (UN) showed that these programmes are inaccessible to extremely poor because of high interest rates and lack of infrastructures and structural patterns to better assist needy people so that they develop their skills and become efficient in society. Peredo and Chrisman (2006) focus on the fact that network should be created to enable better sharing and also facilities in terms of resources and management of enterprises including cost of resources, methods of distribution after production and how to value their products. Pollin (2007) consider microcredit as undervaluing entrepreneurship because it has rather encourage short-term income activities. Entrepreneurship is more based on investment of profit (Harper 2007), however micro-enterprises profit are used for personal matters like luxuries, education, health and other emergencies rather than for development of the country. The main problem with micro-credit shemes is that they deal with economic problems than social ones. It is clear that poverty is the socio-economic problem for most of the world. The male dominance which exists in the most societies acts like a barrier for women success. Men have control over everything in society, even incomes earned by their wife in their enterprise are used for other purposes and women barely have access to it (Omorodion 2007). All these deep-rooted perception, values and customs prevent women to protest because they fear to be harassed, beated up, humiliated by their husband. To some extent micro-credit create tensions in households in most developing countries. For example Mauritius is a country where men power prevails both at work and home. Men refuse to accept women emancipation and recognize their capacities which are very essential for the success of micro-credit programmes (World Bank 2006). This might explain the high rate of domestic violence which was 3 9% in Mauritius in 2011 (ESI 2011). It seems that micro-credit programmes have been introduced only to increase economic activity and supply of labor through job creations (Pitt and Khandler 1998). Micro-credit programmes were supposed to increase income of poor households but it failed because most of the money saved goes in loan repayment and in case of emergencies access to money become a big issue (Brett 2006). The fact that women have low status and are seen as weak ,ignorant and low skilled in society they tend to take loans to move further on the social ladder of society (Lucas 2001). They are trapped to being dependent on their husband and even more when they fail to repay their loan. This ideological image of women responsibility being at home to bring balance is a barrier to success, and though the effort to achieve gender equality in society it has failed. All government strategies for integration of women in society have failed and have provoked misconceptions about women failure in micro-credit programmes and confirming stereotype on women weakness and incapacity (Nesbitt 2006). Too little concerns are attached to empowerment of women (Bellman 2010), it is not only based on increasing their income and developing skills but it is based on changing deep perceptions. It is very difficult to change perceptions people make on women (Swain and Wallentin 2007:25). 2.8 Summary of literature review Through the previous paragraphs, in-depth explanations about the impacts of micro-credit have been given by different authors. It seems that micro-credit programmes have been very efficient in terms of income-generating, development of professional skill to manage own business, emancipation of women in the World. Women have been empowered by these programmes through increase of confidence and assertiveness and independency. The importance of empowerment to alleviate poverty is pointed by many authors; micro-credit increases their awareness and make women more efficient in society. It has brought changes in family income and standard of living and a change in roles that women become entrepreneurs this imply devoting time to both their business and their family which is very hard and often end into conflicts. The government and Ngos also play an important role to promote development and emancipation of women together with policies to protect and respect their rights and programmes to m ake them successful women in the future. Despite all positive impacts of micro-credit on women, there are also short-comings. Micro-credit encourage women to take loan to build their own business and are also trained for it but there is not enough assistance for mentors to make sure these women are on the right track and to counsel them in case of problem to tackle within their business. The problem is when these businesses are unable to make enough profit to repay their loan, there went to deficit and loses their business, all their efforts, time and sacrifices made to achieves this. This result to women becoming dependent on their husband again and men control them again which means empow

Management Of Variations In Construction Management Construction Essay

Management Of Variations In Construction Management Construction Essay Management of Variations could be counted as one of the most significant challenges in construction management. The nature and amount of Variations occurrence varies from one project to another depending on various factor (CII, 1986; Kaming, Olomloaiye, Holt Harris, 1997). Arain and Low (2005a) identified the design phase as the most likely area on to focus to reduce the number of Variations. The newsletter Law Talk by McKays Solicitors discussed that Contractors inability to successfully pursue variations claims, is one of the main factors contributing to business bankruptcy in the industry. One way to reduce Variations on site is to begin with is to focusing on what and how does the project team can help in minimizing the problems during the design phase (Arain, 2005). Variations changing the design or the specifications usually have a time impact and a cost impact. It is for this reason that the construction drawings and specification should be prepared with great care and precision. The less ambiguity in terms of design documentation, then lower the potential for Variations (Stuart Miller, 2009). This chapter focuses on the definition and nature of Variations. The causes and impacts which the Variations influence from the pre-construction stage until the construction stage will be identified. Definition A construction contract is an agreement to build and can be subjected to variability. Contractual provisions relating to changes allow certain parties involved in the Contract to initiate variation orders within the ambit of and without vitiating the Contract. There is no single explanation for the word variation. Variation in layman terms means changes, alteration or modifications. Each standard form of building contract has its own definition for Variation. In PAM 2006 (Clause 11.1) Variation means the alteration of modification of the design, quality or quantity of the Works. A Variation can be any, a combination of any of the following: Variation in building projects may mean the alteration of modification of the design quality or quality of the Works in the Contract drawings and described by the Contract Bill of Quantities and includes the addition, omission or substitution of any work (Clause 11.1 (a) ), the alteration of the kind of standard of any of the material as goods to be used in the Works (Clause 11.1 (b) ), and the removal from site of any work executed or material and good brought thereon by the Contractor for the purpose of the Works other than work, material and goods which are not in accordance with the contract (Clause 11.1 (d) ). Variation in building projects together related with instruction of expenditure of provisional sums, prime cost sums and instruction related the nature of Works are a Variation in the contract documents. Variation of contract in law, are variation of the contract terms condition. Example: both parties alter the original contract document by agreement after execution of the original contract. Variation of price clause which enables the sum to be adjusted for increase or reduction in the cost of labour or materials. Variations are directly attributed to matter not being stated or as required in the contract documents. This occurs either because circumstances actually changes or because circumstances upon which the contract documents based were misinterpreted. The former is matters which can easily appreciated and comprehend. Nevertheless, it still has two distinct aspects. Firstly, circumstances may change in such a way, which can have no control, that the documentation can now be seen to be defective. Alternatively, circumstances may require that the client determines a choice of action, with the resulting choice of creating a Variation. Most standard forms of contract include a clause under which the employer or his representative is able to issue an instruction to the contractor to vary the works which are described in the contract. A change in shape of the scheme, the introduction of different materials, revised timing and sequence are all usually provided for by the variations clause. It will also usually include a mechanism for evaluating the financial effect of the variation and there is normally provision for adjusting the completion date. In the absence of such a clause the employer could be in a difficulty should a variation to the works be required. The contractor could both refuse to carry out the work or undertake the work and insist upon payment on a quantum meruit or fair valuation basis. Calculation of the price for the extra work applying this method could involve payment well in excess of the contract rates. Potential Causes of Variation Literature reviews that of Variations and Variation Orders requires a comprehensive understanding of the root causes of Variations (Hester et al., 1991).Variations some of which are financial, design aesthetics, changes in drawings, weather, geological and geotechnical reasons. From the literature review, there were 53 causes of Variations identified and these Variations are mainly caused by the Employer, Consultants and Contractors. As shown in Figure 1, these causes of Variations were grouped under four categories: Employer related Variations, Consultants related Variations, Contractor related Variations and other Variations. These Causes of Variations have been identified by many researchers (CII, 1990a; Thomas and Napolitan, 1994; Clough and Sears, 1994; Fisk, 1997; Ibbs et al., 1998; OBrien, 1998; Mokhtar et al., 2000; Gray and Hughes, 2001; Arain et al., 2004). The causes of Variations can be categorized according to the originators (CII, 1990a; Thomas and Napolitan, 1994). The 53 causes identified from the literature review are also discussed below. Causes of Variations Employer related Variations Consultants related Variations Contractors related Variations Change of plans or scope by Employer Change in design by Consultants Lack of Contractors involvement in design Change of schedule by Employer Errors and omissions in design Unavailability of equipment Employers financial problem Conflict between contract documents Unavailability of skills Inadequate project objective Inadequate scope of work for contractor Contractors financial difficulties Replacement of materials/procedure Technology change Contractors desired profitability Impediment in prompt decision making process Value engineering Differing site conditions Obstinate nature of Employer Lack of coordination Defective workmanship Change in specifications by Employer Design complexity Unfamiliarity with local conditions Inadequate working drawing details Lack of specialized construction manager Inadequate shop drawing details Fast track construction Consultant lack of judgment and experience Poor procurement process Lack of consultants knowledge of available materials and equipment Lack of communication Honest wrong belief of consultant Contractors lack of judgement experience Consultants lack of required data Long lead procurement Obstinate nature of consultant Honest wrong belief of contractor Ambiguous design details Complex design and technology Design discrepancies (inadequate design) Lack of strategic planning Non-compliance design with govt. regulation Contractors lack of required data Non-compliance design with owners requirement Contractors obstinate nature Change in specifications by Consultant Figure 1: Causes of Variation grouped under four categories A. Employer Related Changes This section discusses the causes of Variations that were initiated by the Employer. In some cases, the Employer directly initiates Variations or the Variations are required because the Employer fails to fulfil certain requirements for carrying out the project. Change of plans or scope by Employer: Change of plan or scope of project is one of the most significant causes of Variations in construction projects (CII, 1990b) and is usually the result of insufficient planning at the project planning stage, or also i can because of lack of involvement of the Employer in the design phase (Arain et al., 2004). This cause the Variations affects the project severely during the later phases. Change of schedule by Employer: A change of schedule or master programme during the project construction phase may result in major resource reallocation (Fisk, 1997; OBrien, 1998). This is because time has an equivalent money value. A change in schedule means that the Contractor will either provide additional resources, or keep some resources idle in the construction site. In both cases additional cost is incurred. Employers financial problems: The Employer of the project may run into difficult financial situations that force him to make changes in an attempt to reduce cost of the project. Employers financial problems affect project progress and quality (Clough and Sears, 1994; OBrien, 1998). Proper financial planning and review of project cash flow would be effective in avoid this problem to from happening. Inadequate project objectives: Inadequate project objectives are one of the causes of Variations in construction projects (Ibbs and Allen, 1995). Due to inadequate project objectives, the designers would not be able to develop a comprehensive design which leads to many of Variations during the project construction phase. Replacement of materials or procedures: Replacement of materials or procedures may cause major Variations during the construction phase. The substitution of procedures includes Variations in application methods (Chappell and Willis, 1996). Therefore, an adjustment to the original contract value is required if there is a change in procedures. Impediment in prompt decision making process: Prompt decision making is an important factor for project success (Sanvido et al., 1992; Gray and Hughes, 2001). A delay in decision making may obstruct the progress of subsequent construction activities and that may eventually delay the entire project progress. Obstinate nature of Employer: A building project is the result of the combined efforts of the professionals. They have to work at the various interfaces of a project (Wang, 2000; Arain et al., 2004). If the Employer is obstinate, he may not accommodate other creative and beneficial ideas. Eventually, this may cause major Variations in the later stages and affect the project negatively. Change in specifications by owner: Changes in specifications are frequent in construction projects with inadequate project objectives (OBrien, 1998). In a multi-player environment like any construction project, change in specifications by the Employer during the construction phase may require major Variations and adjustments in project planning and procurement activities. B. Consultant Related Variations This section discusses the causes of Variations that were initiated by the consultant. In some cases, the consultant directly initiates Variations or the Variations are required because the consultant fails to fulfil certain requirements for carrying out the project. Change in design by Consultants: Change in design for improvement by the Consultant is a norm in contemporary professional practice (Arain et al., 2004). The changes in design are frequent in projects where construction starts before the design is finalized (Fisk, 1997). Design changes can affect a project adversely depending on the timing of the occurrence of the changes. Errors and omissions in design: Errors and omissions in design are an important cause of project to delays (Arain et al., 2004). Design errors and omissions may lead to loss of productivity and delay in project schedule (Assaf et al., 1995). Hence, errors and omissions in design can affect a project adversely depending on the timing of the occurrence of the errors. Conflicts between contract documents: Conflict between contract documents can result in misinterpretation of the actual requirement of a project (CII, 1986a). To convey complete project scope for participants, the contract documents must be clear and straight to the point. Insufficient details in contract documents may adversely affect the project, leading to delay in project completion. Inadequate scope of work for contractor: In a multi-player environment like construction, the scope of work for all the players must be clear and without uncertainty for successful project completion (Fisk, 1997; Arain et al., 2004). Inadequate scope of work for the contractor can cause major Variations that may negatively affect the project, and leads to changes in construction planning. Technology change: Technology change is a potential cause of Variations in a project. Project planning should be flexible for accommodating new beneficial Variations (CII, 1994b). This is because the new technology can be beneficial in the project life cycle, for instance, reducing maintenance cost of the project. Or new methods of constructions that reduce construction cost. Value engineering: Value engineering should ideally be carried out during the design phase (DellIsola, 1982). During the construction phase, value engineering can be a costly exercise, as Variation in any design element would initiate and leads to Variations to other relevant design components (Mokhtar et al., 2000). Lack of coordination: A lack of coordination between parties may cause major variations that could eventually impact the project adversely (Arain et al., 2004). Unfavourable Variations, which affect the projects negatively, can usually be managed at an early stage by paying extra focus in coordination. Design complexity: Complex designs require unique skills and construction methods (Arain et al., 2004). Complexity affects the flow of construction activities, whereas simple and linear construction works are relatively easy to handle (Fisk, 1997). Hence, complexity may cause major Variations in construction projects. Inadequate working drawing details: To convey a complete concept of the project design, the working drawings must be clear and concise (Geok, 2002). Insufficient working drawing details can result in misinterpretation of the actual requirement of a project (Arain et al., 2004). Thorough reviewing of design details would assist in minimizing Variations. Inadequate shop drawing details: Shop drawings are usually developed for construction work details for site professionals (Cox and Hamilton, 1995). As mentioned earlier with regard to working drawing details, likewise, inadequacy of shop drawing details can be a potential cause of Variations in the construction projects. Consultants lack of judgment and experience: Professional experience and judgment is an important factor for a successful completion of a building project (Clough and Sears, 1994; OBrien, 1998). The lack of professional experience increases the risk of errors in design as well as during construction. Eventually, this may affect the project quality and delay the project completion. Lack of consultants knowledge of available materials and equipment: Knowledge of available materials and equipment is an important factor for developing a comprehensive design (Geok, 2002). In the construction industry where material standardization is not common, the consultants lack of knowledge of available materials and equipment can cause numerous major Variations during various project phases. Honest wrong beliefs of consultant: Honest wrong beliefs may cause construction professionals to contribute poor value add in projects (Arain, 2002; Arain et al., 2004). Consultants, without having firsthand knowledge, may make decisions based on their wrong beliefs which would adversely affect the pace of the project. Consultants lack of required data: A lack of data can result in misinterpretation of the actual requirements of a project (Assaf et al., 1995; Arain, 2002). When there is insufficient data, consultants are prone to develop designs based on their own perceptions, which may not be what the Employer wants. Eventually, this may cause major Variations and affect the project negatively. Obstinate nature of consultant: In a multi-player environment like construction, the professionals have to work as team at the various interfaces of a project (Wang, 2000; Arain et al., 2004). If the consultant is obstinate, he may not accommodate other creative and beneficial ideas. Eventually, this may cause major Variations in the later stages and affect the project negatively. Ambiguous design details: A clearer design tends to be comprehended more readily (OBrien, 1998). Ambiguity or Doubtfulness or uncertainty in design is a potential cause of Variations in a project. This is because ambiguity in design can be misinterpreted by project participants, leading to rework and delay in the project completion. Eventually, this may affect the project progress negatively. Design discrepancies (inadequate design): Inadequate design can be a frequent cause of Variations in construction projects (CII, 1990a; Fisk, 1997). Design discrepancies affect the project functionality and quality. Eventually, this can affect a project adversely depending on the timing of the occurrence of the Variations. Noncompliance of design with government regulations: Noncompliance of design with government regulations or policies would cost the project difficult to execute (Clough and Sears, 1994). Noncompliance with government regulations may affect the project safety and progress negatively, leading to serious accidents and delays in the project completion. Noncompliance of design with owners requirements: A comprehensive design is one that accommodates the owners requirements (Cox and Hamilton, 1995). A noncompliance design with the owners requirements is considered an inadequate design (Fisk, 1997). Eventually, this may cause Variations for accommodating the Employers requirements. This may affect the project adversely during the construction phase. Change in specifications by consultant: Changes in specifications are frequent in construction projects with inadequate project objectives (OBrien, 1998). As mentioned earlier with respect to changes in specifications by the Employer, this is also a potential cause of Variations in a project, leading to reworks and delays in the project completion. C. Contractor Related Variations This section discusses the causes of Variations that were related to the Contractor. In some cases, the contractor may suggest Variations to the project, or the Variations may be required because the contractor fails to fulfil certain requirements for carrying out the project. Lack of Contractors involvement in design: Involvement of the Contractor in the design may assist in developing better designs by accommodating his creative and practical ideas (Arain et al., 2004). Lack of Contractors involvement in design may eventually cause Variations. Practical ideas which are not accommodated during the design phase will eventually affect the project negatively. Unavailability of equipment: Unavailability of equipment is a procurement problem that can affect the project completion (OBrien, 1998). Occasionally, the lack of equipment may cause major design Variations or adjustments to project scheduling to accommodate the replacement. Unavailability of skills (shortage of skilled manpower): Skilled manpower is one of the major resources required for complex technological projects (Arain et al., 2004). Shortage of skilled manpower is more likely to occur in complex technological projects. This lack can be a cause for Variations that may delay the projects completion date. Contractors financial difficulties: Construction is a labour intensive industry. Whether the Contractor has been paid or not, the wages of the worker must still be paid (Thomas and Napolitan, 1994). Contractors financial difficulties may cause major Variations during a project, affecting its quality and progress and in some cases even the safety of the site is affected if there is an argument. Contractors desired profitability: Contractors desired profitability can be a potential cause of Variations in construction projects. This is because Variations are considered a common source of additional works for the contractor (OBrien, 1998). The Contractor may eventually strive to convince the project Employer to allow certain Variations, leading to additional financial benefits for him. Differing site conditions: Differing site condition can be an important cause of delays in large building projects (Assaf et al., 1995). The contractor may face different soil conditions than those indicated in the tender documents. Eventually this may affect his cost estimates and schedule negatively. Defective workmanship: Defective workmanship may lead to demolition and rework in construction projects (Fisk, 1997; OBrien, 1998). Defective workmanship results in low quality in construction projects (Arain et al., 2004). Even the Contractor bares the cost of the defective work, but this also may affect the project negatively, leading to rework and delay in the project completion. Unfamiliarity with local conditions: Familiarity with local conditions is an important factor for the successful completion of a construction project (Clough and Sears, 1994). If the Contractor is not aware of local conditions, it would be extremely difficult for him to carry out the project. Eventually, project delays may occur that end up with vital Variations in the entire design entity. Lack of a specialized construction manager: The construction manager carries out the construction phase in an organized way to eliminate the risks of delays and other problems. Lack of a specialized construction manager may lead to defective workmanship and delay in the construction project. Fast track construction: Fast track construction requires an organized system to concurrently carry out interdependent project activities (Fisk, 1997). When the public and private sectors have large funds and want to complete projects in a very short time, complete construction drawings and specifications may not be available when the contractor starts work (Arain et al., 2004).Eventually, this procurement mode may cause major Variations. Poor procurement process: Procurement delays have various negative effects on other processes in the construction cycle (Fisk, 1997). Occasionally, the procurement delay may cause an entire change or replacement for originally specified materials or equipment for the project (Arain et al., 2004). This may therefore cause a need for project activities to be reworked. Lack of communication: Detrimental Variations, which affect the projects adversely, can usually be managed at an early stage with strong and incessant communication. A lack of coordination and communication between parties may cause major Variations that could eventually impact the project negatively (Arain et al., 2004). Contractors lack of judgment and experience: The consultants lack of professional experience increases the risk of errors during construction (OBrien, 1998). This lack may cause major construction Variations in a project, when both Contractor and consultant could not identify or foresee the problems in the planning stage due to both parties are lacking of experience. Eventually, this may affect the project quality and delay the project completion. Long lead procurement: Procurement delays have various adverse affects on other processes in the construction cycle (Fisk, 1997). Occasionally, the procurement delay may cause an entire change or replacement for originally specified materials or equipment for the project. Delay in long lead procurement is a common cause of delays in building projects (Assaf et al., 1995). Honest wrong beliefs of contractor: As mentioned earlier with respect to honest wrong beliefs of the consultant, honest wrong beliefs of the contractor can also be a potential cause of Variations in construction projects. Contractors, without having firsthand knowledge, may make decisions based on their wrong beliefs which would adversely affect the quality and pace of the project. Complex design and technology: Complex design and technology require detailed interpretations by the designer to make it comprehensible for the Contractor (Arain, 2002). A complex design may be experienced for the first time by the Contractor. Eventually, the complexity may affect the flow of construction activities, leading to delays in the project completion. Lack of strategic planning: Proper strategic planning is an important factor for successful completion of a building project (Clough and Sears, 1994; CII, 1994a). The lack of strategic planning is a common cause of Variations in projects where construction starts before the design is finalized, for instance, in concurrent design and construction contracts (OBrien, 1998). Contractors lack of required data: A lack of required data may affect the contractors strategic planning for successful project completion, leading to frequent disruptions during the construction process. This is because a lack of data can result in misinterpretation of the actual requirements of a project (Assaf et al., 1995; Arain et al., 2004). Contractors obstinate nature: As mentioned earlier with regard to the obstinate nature of consultant, likewise, this can be a potential cause of Variations in construction projects. If the Contractor is obstinate, he may not accommodate creative and beneficial ideas suggested by others. Eventually, this may cause major Variations in the later stages and affect the project negatively. D. Other Variations This section discusses the causes of Variations that were not directly related to the project team. Weather conditions: Adverse weather conditions can affect outside activities in construction projects (Fisk, 1997; OBrien, 1998). When weather conditions vary such as the various monsoon seasons in Malaysia, the contractor needs to adjust the construction schedule accordingly. Occasionally, this may affect the project progress negatively, leading to delays in construction. Safety considerations: Safety is an important factor for the successful completion of a building project (Clough and Sears, 1994). Noncompliance with safety requirements may cause major Variations in design. Lack of safety considerations may affect the project progress negatively, leading to serious accidents and delays in the project completion. Change in government regulations: Local authorities may have specific codes and regulations that need to be accommodated in the design (Arain et al., 2004). Change in government regulations during the project construction phase may cause major Variations in design and construction. This can affect a project negatively depending on the timing of the occurrence of the changes. Change in economic conditions: Economic conditions are one of the influential factors that may affect a construction project (Fisk, 1997). The economic situation of a country can affect the whole construction industry and its participants. Eventually, this may affect the project negatively, depending on the timing of the occurrence of the Variations. Socio-cultural factors: Professionals with different socio-cultural backgrounds may encounter problems due to different perceptions, and this may affect the working environment of the construction project (Arain et al., 2004). Lack of coordination is common between professionals with different socio-cultural backgrounds (OBrien, 1998). Eventually, project delays may occur that end up with vital changes in the entire project team. Unforeseen problems: Unforeseen conditions are usually faced by professionals in the construction industry (Clough and Sears, 1994; OBrien, 1998). If these conditions are not solved as soon as possible, they may cause major Variations in the construction projects. Eventually, this may affect the project negatively, leading to reworks and delays in the project completion. The Effects of Variation As stated in Max Abrahams in his book Engineering Law and the ICE Contracts, most of the employment given to the legal profession on engineering work is to do with disputes about Variations. Most significant number of claims emerged are from Variations, and that the Variation clause exists mainly is to protect the client/employer. If the majority claims by the contractors and the greatest problem in contract management are both caused by Variation, then either the variation must be reduced or eliminated, or a better legal and practical framework must be created so that they can be solve with more effectively. The simple answer to this is to be able to avoid use the of variation clause in the contract.. However, if a contract does not provide such clauses, the client may find himself unable to do something and accepting an unsatisfied product because he could not change what he now wants, although in return for great certainty with regard to price and possibly time. The existence of a variation clause improves the potential for securing and improving end product, but with a price, for the client then have less certainty about the price to be paid and the time for completion. In addition it to be said that the existence of Variation clause itself will also generate Variations cost, because the complete design at tender stage can be avoided. The extend to which completed design is to avoided at the tender state and extend to which the client has not secured a fixed price is generally considerable. Consider for instance, the parts of building project which are consider being variable in any event: Prime cost sums Provisional sum Provisional quantities Contingencies Day works Fluctuations Therefore, it is rare that a building contract sum is fixed. It is considered unwise that the contract should not contains Variation clauses because the consequence of inability to change the works as a right would, inevitably, lead on occasion to waste of resources. Some contracts do not contain Variation clauses, and such contract is very common in North America. This does not mean the Variation would not arise, only that the client has no contractual rights to vary the works. What we need is not about eliminating the Variation clauses, but to have better defined clauses. An inefficiently defined variation clauses can be easily identified, as variation occurs more often in works of alteration than on new works yet the system if control is not better; the same clauses are frequently used notwithstanding the fact that variations can to a great extent be reasonably anticipated on works of refurbishment or alteration. An improved legal framework and system of control must be also being willingness on the part of the professionals to use the variation clauses as intended and not to abuse it. Abuse can occur for various reasons: Where a clause is implemented because the scheme was not ful