Essay about Equality Is the Center of Society - 703 Words

People of the Revolutionary generation frequently spoke of equality and how the concept related to their own lives. Noah Webster stated that â€Å"equality†¦ is the very soul of a republic† (Webster) and this thought was echoed by many of his contemporaries, but their statements were not in favor of full equality. When most people of the Revolutionary generation spoke in support of equality they spoke about equality for the group they belonged to, not full equality for all people in all ways. They partially agreed with Webster’s statement, but this disjointed approach may have slowed the progress of reforms such as abolition and equal suffrage. The rights of women before the law began to be discussed after the publication of the†¦show more content†¦African Americans were another group who were obviously not treated equally in the Revolutionary generation. The majority of African Americans in America were slaves; were held to have no rights and only c ounted as three fifths of a person when being counted for census. The slaves understood what was meant in the Declaration of Independence and began seeking freedom from their masters before the American Revolution was won. In 1777 a group of slaves petitioned the Massachusetts Legislature to declare them free, stating that slaves â€Å"†¦have in Common with all other men a Natural and Unaliable Right to that freedom.† They continue by pointing out that they never gave up their rights as free men, but were captured and forced into slavery (Natural and Inalienable Right). Slaves were not the only African Americans who had fewer rights than white Americans. A group of free African Americans petitioned the Senate of South Carolina to repeal the Negro Act which unconstitutionally prevented them from testifying in court. Their petition showed how they were law abiding and tax-paying citizens, and even stated they did not want â€Å"†¦equal footing with the Free whi te citizens of the State in General†¦Ã¢â‚¬  (Bricklayer, Mathews and Butchers) but their petition was rejected (A Memorial). I addition to minorities some white men were discussing the issues ofShow MoreRelatedEquality Is The Central Point Of Discussion928 Words   |  4 PagesEquality In America Throughout the history of America, equality has always been the central point of discussion in society. Many believe that America has reached the point of equality where everyone is equal. Obviously this is not the case, but we have made great strides to reach a world where everyone is equal. However, America has made great improvements in making equality relevant in todays society. Although contemporary society has succeeded in making â€Å"equality† a reality, I claim that it hasRead MoreThe Downfalls of Egalitarianism and Television989 Words   |  4 Pagesemperor, only later to be killed by the handicap general Diane Moon. In â€Å"Harrison Bergeron,† Kurt Vonnegut satirizes the movement toward egalitarianism and the effect of television on people. Egalitarianism can be absurd and detrimental to American society. In the story, heavy weights are put on strong people, and grotesque masks are put on attractive women. Harrison straps are guaranteed to hold, â€Å"five thousand pounds† (6). Also, many other people who have an above average intelligence often listenRead MoreCase Analysis : Plainfield Healthcare Center Essay1455 Words   |  6 PagesPlainfield Healthcare Center, is a nursing home in Indiana that cares for an elderly women with frail health. The center has a black certified nurse name Brenda Chaney who works diligently every single day for her assigned patients. All nurse in the center have a duty to keep records of the patients’ conditions and any special request from them. In accordance with the Indiana state law where the nursing home has to accommodate any patient who had decided to live in the center with the right to chooseRead MoreThe Downfalls of Egalitarianism and Television964 Words   |  4 Pagesemperor, only later to be killed by the handicap general Diane Moon. In â€Å"Harrison Bergeron,† Kurt Vonnegut satirizes the movement toward egalitarianism and the effect of television on people. Egalitarianism can be absurd and detrimental to American society. In the story, heavy weights are put on strong people, and grotesque masks are put on attractive women. Also, many other people who have an above average intelligence often listen to loud noises which render them from completing a thought (5-7). Harrison’sRead MoreWeek 7 Diversity Organizations Paper Eth/125895 Words   |  4 PagesPaper 7/21/2013 Women have had a rough way to go for many years when it comes to equality. They face many negative things in today’s society and that is the way it has been for many years. History shows that women have been fighting for equality for decades, because many people believe they just can’t do the things that men can. There’s a website that has been helping women fight for that equality since 1966. That website is www.now.org. Before then women never really had any help. TheyRead MoreEssay about Is Equality Truly Equal?1311 Words   |  6 Pagesbreadwinner†¦When women’s wages are lowered due to gender discrimination, their families’ incomes are often significantly lowered as well† (Glynn). This is a problem that is constantly being ignored, but no more, it must be addressed in order to make equality equal. Because employers assume that women are prone to focus more time on their family and less towards furthering their own career, therefore we should pass the Paycheck Fairness Act of 2013, since the law would provide the same pay to women asRead MoreThe First Half Of The 19th Century1497 Words   |  6 Pagesindependent based on the nature of reality, rather than having society tell people what they ought to do. The transcendentalists were involved deeply in a form of philosophy known as idealism. The basic belief of idealism is that the world is made up of ideas or consciousness. The real importance of everything, the philosophy suggests, is the universal mind. Only the enlightened individual has the ability to see reality as it really is. â€Å"At the center of their critique was a concern for the quality of lifeRead MoreThe Role Of Traditional Household Gender Roles1710 Words   |  7 Pageswithin the household. Women are traditionally homemakers and men assume the sole status of breadwinner. However, in modern day society men are becoming more open to the idea of gender equality in regards to family ro les. Mothers and society are socializing individuals with this norm. Currently, there is a gradual transition from a male dominant society to gender equality. This paper will look at the impact of traditional household gender roles by analyzing the following questions: 1. Why is thereRead MoreTheme Of Larisa Shepitkos Wings825 Words   |  4 PagesThe Soviet Gender Equality Paradox In the 60s, Soviet films begin to interpret WWII as a tragedy and a triumph (23). Larisa Shepitko’s Wings (1966) is about a female war veteran’s identity crisis in the post-war society. It depicts the ambivalent treatment of women in the patriarchal society, in which women who experience greater freedom in wartime and are expected to assume a more restrained domestic role. The film shows this internal conflict of the protagonist, Nadezhda Petrukhina, through aRead MoreAnthem Analysis722 Words   |  3 PagesThe dystopian novella, Anthem, is set in an age in which every aspect of life is controlled by oppressive leaders. In this society, everyone was deemed equal to each other, meaning no new ideas were allowed and the past could not be discussed. Individuals are told they exist only for the sake of serving society and have no other purpose. Strict rules were put in place involving everyone’s daily lives, their partners, and even when they were allowed to smile. The goal of this controlling environment

A Study On Seismic Wave - 4065 Words

CHAPTER -2 REVIEW OF LITRETURE 2.1 Introduction Most of today’s producing naturally fractured reservoirs were discovered accidentally, they were found by somebody who are looking for some other type of reservoir. Significant volume of hydrocarbon resides in these reservoirs. But these are abandoned particularly in fields because improper testing and evolution or because the wells did not intersect the natural fractures (Aguilera, 1998). Attempts have been made to quantify properties of such reservoir (Chaki et al., 2014). It has been long recognized that the presence of naturally occurring fracture network can lead to unpredictable heterogeneity and anisotropy within many reservoirs. In past geophysicists acquired and processed P-wave reflection data at short offset, which automatically implied relatively small angular ray coverage. So seismic anisotropy, which is defined as directional dependence of elastic properties of earth remains unnoticed. But with the advance of methodologies, acquiring long offset and multi-compone nt data become feasible and cost effective, anisotropy showed up. Seismic wave propagation in heterogeneous medium is discussed by Chabak et al., 2012. On a smaller scale, stresses in the Earth can cause rock to fracture in a consistent manner. If these fractures are aligned, the rock will be anisotropic with the fast direction parallel to the fractures and the slow direction perpendicular to them. In ideal cases, these observations can provideShow MoreRelatedA Study On Seismic Waves1888 Words   |  8 Pagesabout Seismic waves in relation to Earthquakes. In other words, we’ll be looking at Seismology, which is the study of the passage of elastic waves through the Earth. Seismic waves are waves of energy caused by the sudden breaking of rock within the earth or an explosion; these waves are the energy that is transmitted through the earth which is recorded on seismographs, which measures, amplifies, and records the motion of the ground (Endsley, 2016). Many different processes generate seismic waves, includingRead MoreThe 3d Seismic Survey Of East Godavari Mangrove Area1336 Words   |  6 PagesThe 3D seismic survey in East Godavari mangrove area has short-term effects on the environment. The surveyed area includes the main six reserved mangrove patches in East coast of India and the process of lying of geophones cables and shoot hole drilling for 3D seismic exploration may lead to the destruction of habitat through clearing the vegetation. Primary sources of disturbances associated with exploration include equipment transportation inside the mangrove, vehicle traffic, shot hole drillingRead MoreEarthquake Literature Review911 Words   |  4 Pages energy causes the seismic waves that make the ground shake. When two blocks of rock or two plates are rubbing against each other, they stick a little. They don’t just slide smoothly; the rocks catch on each other. II. Earthquakes Recordings Earthquakes are recorded by instruments called seismometers, also know as seismograph. These instruments measure the motions of the ground generated by earthquakes, explosions and other seismic sources. TheRead MoreThe Effects Of Seismic Surveys On Fauna1144 Words   |  5 PagesThe present study monitored the direct and indirect Impacts of seismic surveys on fauna of the mangrove using Birds Insects, Crabs, Reptiles and fishes as representative taxa. During the 3D seismic survey, tools, labour and machineries were used inside the mangrove forests. Major sources of faunal impacts observed during the seismic survey operations were from, 1) Physical presence and movement of the labour and machinery within the forest and 2) Noise and vibration generated from shooting (undergroundRead MoreA Brief Note On Seismic Hazard Analysis On The Event Of A Disastrous Seismic Event1225 Words   |  5 PagesSummary of proposed research Seismic hazard analysis is an important tool in mitigating risks in the event of a disastrous seismic event like an earthquake. This can be done by studying the behaviour of the soil in locations that are within seismically active regions using several geophysical methods. This project employs the use the cost-effective microtremor method in studying the site response in Kathmandu, Nepal, following the April 25, 2015 M7.8 Gorkha. Analysis of the field data will yieldRead MoreElectrical Design And Seismic Design Codes Essay1196 Words   |  5 Pages FACULTY OF SCIENCE, ENGINEERING COMPUTING School of Civil Engineering Construction BEng (Hons) Degree in Civil Engineering A Study of Seismic Design and Seismic Design Codes Interim Report Syed Bahrami K1355168 Supervisor Dr Hamid Jahromi Abstract Earthquake engineering is a subject where a person can be overwhelmed with information but still crave for knowledge due to its unpredictable nature. Earthquakes are a natural repetitive occurrence on planet earth, whichRead MoreApplication Of An Aid For Hc Exploration1723 Words   |  7 Pagesexample of aki richards approximation results and conclusions (10-12) results for different methods in class 1 to 4 type sands conclusions Abstract Amplitude-versus-Offset (AVO) inversion has been used to invert seismic reflection data to identify gas bearing sands. There are a number of relations which have been proposed to do this inversion. These relations have been derived from the basic Zoeppritz equations which are nonlinear. In order to be efficiently incorporatedRead MoreSudden and Violent Shifting of Tectonic Plates Cause Earthquakes929 Words   |  4 PagesEarthquakes are a natural phenomena caused by the violent and sudden shifting of plates along tectonic boundaries. Movement of tectonic plates releases stored energy producing seismic waves, which travel through the solid rock of the upper layers of the earth’s crust. Earthquakes occur along belts, circum-Pacific or Alpine, located near the edges of tectonic plates. Energy released by the interaction between two plates can produce severe damage to the surrounding environment. Earthquakes occur alongRead MoreMy Experience On My Life1719 Words   |  7 Pagesplates meet is a hot zone of seismic and volcanic activity. As you can imagine a large amount of tension is created where plates rub, subduct, or separate as the plates get caught on each other and eventually build up stress. Earthquakes happen when this stress releases, or when a sudden shift on the fault line occurs. The place where the movement takes place is known as the focus. This is where a large amount of energy is released in the form of a series of seismic waves (Earthquake). There are twoRead MoreThe Chile Of Peru And Chile1149 Words   |  5 Pagesthat happen due to human cause or are a direct result of a natural event. As a whole, the Peru-Chile Trench has had a huge effect on both timelines, as there are two massive tectonic plates, one being subducted in an ocean. Therefore, there are many seismic events that have taken place on our geologic timeline and at the same time shaped our his toric timeline. The most recent large-scale earthquake along the Peru-Chile Plate was the 16 September earthquake, which happened in 2015. It measured an M 8

Mediating Role of Performance Measurement †Free Samples to Students

Question: Discuss about the Mediating Role of Performance Measurement. Answer: Introduction The report takes an honest attempt to analyze and evaluate remuneration and performance of the company executives. For this reason, three of the major banks of Australia are taken into consideration; they are Commonwealth Bank (CAB), Macquarie Group and Bendigo Bank. This report has significant importance. The report examines the performance of executives of these three companies in compared with the remuneration of them. It can be seen that every company has their own structure of remuneration of the company executives and this remuneration structure one of the major forces behind the performance of the executives as well-structure remuneration packages are prime motivational factors for the company executives. In this report, after the review of selected companies, a comparison is conducted among the remuneration structure of these three companies. After that, based on the summary of findings, the used methods for executive remuneration are analyzed and evaluated. Based on the whol e discussion, some recommendations are provided. Thus, it can be seen that the report has a fare scope to know the method of analyzing and evaluating the executive remuneration report of the companies. Lastly, based on the whole discussion, a conclusion is drown that includes the major results of the report. Regular and purposeful evaluation of the company executives is one of the major features of the effective governance in the companies (Bititci et al. 2012). According to most of the studies, it has been seen that most percentage of the companies use to evaluate the performance of their company executives on the yearly basis. There are some companies that evaluate their executives performance on a more frequents basis (Searcy 2012). However, it needs to be mentioned that performance evaluation of the executives is crucial for the overall performance of the companies (Melnyk et al. 2014). In this regard, a major aspect is the evaluation of the executive remuneration structure of the companies. It can be seen that different companies have their own structure for executive remuneration. The evaluation of executive remuneration and performance is not an easy task for the companies (Teeratansirikool et al. 2013). A responsible and fare executive remuneration structure is considered as one of the major fundamentals for the creation of long-term corporate values (Bugeja et al. 2012). In the last few decades, a large increase in executive remuneration has been noticed for many companies. This increase has led to many political debates along with conflict between company executives and shareholders. This particular report shows various components of executive remuneration of the selected companies (Boyd, Franco Santos and Shen 2012). In this regard, it needs to be mentioned that there are some common ways by which most of the public companies all over the world measure the performance of their company executives. First, it is essential for the company executives to achieve the financial and operational target of the companies. This is the first and most crucial parameter by which the performance of the executives is measured. Executives who have been successful to achieve or overachieve the performance target will be rated high in the performance appraisal. Second, the company executives need to be prompt in responding to the decisions and provided direction of the board of directors. For this reason, the executives need to establish proper communication channels with the board of directors. It is expected from the company executives that they will produce the thorough reports about the overall performance of the organization. This is one of the major parameters for measuring the performance of company executives, as the executives need to have the skill to develop reports regarding the overall performance of the company. It is expected from the executives that they will be able to attend var ious training programs. These training programs are crucial for the development of skill sets and competencies of the company executives. Performance of executives in these training programs is measured for the preparation of executives remuneration structure. Most importantly, company executives need to be able to maintain a healthy and cordial relationship with the company regulators. In addition, the executives of the companies should avoid any kind of conflict of interest in the business organizations. The executives need to develop an ambiance of achievement within the organizations. All these above-mentioned factors need to be considered at the time of measuring the performance of the company executives. Allocation of Executive Remuneration CAB: The target remuneration of CAB is divided into three parts. They are Fixed Remuneration, Long Term Incentives (LTI) and Short Term Incentives (STI). There are two parts in the STI of the company. One part is paid on cash basis and another part is paid on deferred basis for one year (commbank.com.au 2017). From the annual report of this particular organization, it can be seen that there are some specific characteristics or features of the remuneration report of CAB. In the process of fixing the amount of fixed remuneration for the company executives, the board of directors obtains the recommendations from the remuneration committee of the company. At this time, both the board and committee consider some of the important factors like role of the executives, numerous market factors and many others. The remuneration committee uses to review the fixed remuneration of the executives at the end of each financial year on 30 June. Based on this review in 2016, it has been seen that there is a 0.9% increase in the fixed remuneration of the company executives (commbank.com.au 2017). In case of STI of CAB, it needs to be mentioned that the executives of the company are awarded between 0% to 150% of the target of their STI based on their performance. In case, the executives want to resign or they are dismissed from operation before the end of the tenure period, CAB provides them the option to forfeit the deferred position of their STI based on the approval from the remuneration committee and Board of Directors. This is a major remuneration strategy of the company in order to reduce the risk to lose the key executives. The power to make adjustments in executive remuneration structure fully lies in the hands of the Board of Directors. In case of the LTI, the executives of CAB have to wait for a period of four years to exercise the stock option and in this case, the performance of the executives is measured based on Total Shareholder Return (TSR) and the customer satisfaction hurdle. The company executives of CAB receive the full amount of LTI is case their performan ces are able to align with the key business priorities of the company (commbank.com.au 2017). Macquarie Group: In case of Macquarie Group, it can be seen that there are two parts of the executive remuneration of the company; they are Fixed Remuneration and Performance-based Remuneration. Some specific features of the executive remunerations structure of Macquarie Group are there. The fixed remuneration of the executives of Macquarie Group is set by observing the similar roles of executives of the other companies (macquarie.com.au 2017). The fixed remuneration structure of the executives is reviewed on the annual basis. In order to get the performance-based incentives, the executives of the company have to fulfill some major criteria. The contribution of the executives towards the overall profitability of the company is measured at the time of providing the performance-based remuneration. In the performance-based remuneration, Macquarie Group has some major parameters against which the performance f the executives is measured; they are financial performance of the company, ris k management and compliance by the executives, the ability of the executives to lead the organizations and the professional conduct of the executives as per the ethical principles of company code of conducts. Macquarie Group delivers the performance-based remuneration in certain forms. The executives receive retained or deferred earnings for a long period. As per CBA, the executives of Macquarie Group have the power to forfeit their performance-based remuneration in case of early retirement and others. Thus, based on the above discussion, it can be said that Macquarie Group provides the executives with performance-based remuneration based on their performance. These are the major components of the executive remuneration structure of Macquarie Group (macquarie.com.au 2017). Bendigo Bank: There are two parts of the executive remuneration of this bank; they are Fixed Remuneration and Variable Remuneration. Two parts of fixed remuneration are Fixed Base Cash and Deterred Base Equity; and, two parts of variable remuneration are Long Term Incentives (LTI) and Short Term Incentives (STI) (bendigoadelaide.com.au 2017). In this case, it needs to be mentioned that the remuneration report of Bendigo Bank is designed in such a ways so that they can be aligned with the strategic objectives of the company (bendigoadelaide.com.au 2017). The cash portion of executive remuneration of Bendigo Bank is provided based on the roles, responsibilities and overall performance of the group. At the same time, the skills, experience and competencies of the executrices are also considered. The other portion of executive base remuneration is paid in the form of deferred shares that is issue at no cost. However, the condition in the deferred shares is that the executives need to at least complete two years in the organization. After that, based on the performance of the company, the deferred shares are provided to the executives. In case of STI, it is paid to the executives based on the financial performance of the company in the respective financial years. In addition, individual performance of the executives along with the ability to manage organizational risk is considered at the time of providing STI (bendigoadelaide.com.au 2017). In case of LTI, the executives of Bendigo Bank are provided with equity shares of the company. In this process, Bendigo Bank provide grant of performance right and each right represents one equity share of the company. At the time to exercise the rights, the executives of Bendigo Bank do not have to pay any kind exercise price. However, vesting period is applicable for the equity shares of Bendigo Bank in case of LTI. These are the major components of the executive remuneration structure of Bendigo Bank (bendigoadelaide.com.au 20 17). Change in Executive Remuneration Reporting CAB: In 2016, CAB has decided to bring two changes in the executive remuneration structure. First, the executive STI balances performance scorecard will additionally include an assessment of exemplary leadership and exceptional personal demonstration of the vision and values of the bank. CAB is expecting that the introduction of this particular change will be able to measure the performance of executives of this company. As a result, the company will be able to provide the executives with more appropriate remuneration. Second, the Group Leadership Reward Plan (GLPR) of the bank will put more focus on the people and community in order to measure the long-term progress of diversity, sustainability and culture. From this particular change, it can be observed that CAB always cares for their customers and shareholders, as they are the major source of the companys profit. These are two major changes in the executive remuneration report of CAB. With the help of these two changes, CAB will b e able to bring improvements in the executive remuneration structure of CAB. Macquarie Group: From the latest financial of the group, it can be observed that there has not been any change in the executive remuneration structure of the company. Bendigo Bank: From the latest financial of the group, it can be observed that there has not been any change in the executive remuneration structure of the company. CAB: The overall financial performance of the company in compared to executive compensation is shown below: Particulars FY 2016 FY 2015 Cash Net Profit after Tax (NPAT) Cash Earnings per Share (EPS) Dividends per Share Total Shareholders Equity $9,450 million 555.1 cents $4.20 $60,756 million $9,137 million 557.5 cents $4.20 $52,993 million From the above table of executive remuneration, it can be seen that in most of the cases the remuneration of executive has increased in 2016 in compared to 2015. On the other hand, from table 1, it can be seen that cash NPAT and shareholders total equity has also increased in 2016 from 2015 (commbank.com.au 2017). As per the executive remuneration report of CAB, it can be see that there has been a 0.6% increase in the fixed remuneration of the company executives. Here, it needs to be mentioned that companies introduce hike in the executive fixed remuneration so that the overall financial as well as non-financial performance of the company can be improved. From the above table, it can be seen that there has not been any change in dividend per share of the company. Thus, it can be observed that CAB has been able to provide their shareholders with the same percentage of dividend as per the previous year. Macquarie Group: The overall financial performance of the company in compared to executive compensation is shown below: From the above table, it can be seen that there has been an increase in total executive remuneration from 2015 to 2016. On the contrary, improvement in overall financial performance of the company can be seen as there has been increase in NPAT, EPS, dividends and return on equity of the group from 2015 to 2016 (macquarie.com.au 2017). From the above table, it is prominent that there has been rise in the major financial parameter of Macquarie Group, but exception can be notices in the Total Shareholder Return (TSR) in the company. It can be seen that there has been a massive fall in the TSR of the company as it is in negative in 2016. From this aspect, it can be guessed that at some point, the shareholders of the company are not satisfied with the performance of the company. This major point Macquarie Group needs to consider at the time of developing the executive remuneration structure. From the above discussion, it can be seen that there is an increase in executive remuneration of the company from 2015 to 2016. Interestingly, it can also been seen that there has been decrease in NPAT, statutory EPS and total shareholders retune of the bank from 2015 to 2016. However, increase can be seen in cash EPS, cash earnings and dividends from 2015 to 2016 (bendigoadelaide.com.au 2017). Thus, from the above discussion, it can be seen that the financial performance of Bendigo Bank is full of difficulties. Increase can be seen in some of the financial parameters and decrease can been seen in some of the financial parameters. Decrease can be seen in the major financial parameter like NPAT. At the same time, it needs to be mentioned that in the year 2016, TSR is showing a negative value that is not good for the overall betterment of the company. Thus, the management of Bendigo Bank needs to consider these factors at the time of executive remuneration. Comparison of Remuneration Systems According to the above part, it can be seen that these three banks have more or less same executive remuneration structure. The fixed remuneration of CAB includes two components; they are base remuneration and superannuation. CAS provides the base remuneration in the form of cash salary and any salary sacrifice items. In case of STI of CAB, 50% of it is paid in cash and the rest 50% is paid on one year deferred basis. LTI of CAB is equivalent to 1000% of fixed remuneration but is it provided on the required basis of performance of the executives (commbank.com.au 2017). In compare to Macquarie Group with CAB, it can be seen that there is not any subdivision in the fixed and performance based remuneration of the group. In case of Macquarie Group, fixed remuneration of executives depends on their roles and responsibilities where performance bases incentives are provided based on some financial performance parameters like ROI, ROE, Return on Shareholders and others (macquarie.com.au 2017 ). However, lot of similarities can be seen between the executive remuneration structure of CAB and Bendigo. Same as CAB, the base remuneration of Bendigo includes two components; they are fixed base that includes cash salary, superannuation and salary sacrifice items; and deferred base (bendigoadelaide.com.au 2017). STI are paid to the executives in two forms; they are cash and equity. Lastly, LTI is paid to the executives in the form of equity of the company (bendigoadelaide.com.au 2017). Thus, based on the above comparison, it can be said that executive remuneration of CAB and Bendigo is almost similar where the executive remuneration structure of Macquarie Group is different from other two companies. Summary of Findings In case of CAB, it can be seen that the financial performance of the bank has increased along with the increase in executive remunerations. It can be seen that the cash NPAT of CAB has increased along with the total shareholders equity. However, little fall can be seen in the cash EPS of the company (commbank.com.au 2017). In case of dividend per share, there is not any increase or decrease in the value. Thus, on the overall basis, it can be seen that the effectiveness of executive remuneration has contributed towards effective financial performance of the company (commbank.com.au 2017). In case of Macquarie Group, it has been seen that in the year 2016, there has been massive improvement in financial performance of the company as compared to 2015 (macquarie.com.au 2017). In the same year, increase in the total executive compensation can also be noticed. Improvements in various financial aspects like NPAT, EPS, dividends and return on equity can be seen in 2016. Thus, it can be said that the executives got the hike in compensations due to the improved financial performance of the company (macquarie.com.au 2017). However, in case of Bendigo Bank, the situation is different. From the annual report of 2016, it can be seen that there is a massive increase in total amount of executive remuneration in 2016 compared to 2015; but deterioration can be seen in the financial performance of the company (bendigoadelaide.com.au 2017). It has been noticed that EPS, NPAT, share price and total shareholders return has been deteriorate in 2016 massively. Hence, it can be observed that the executives of the bank have failed to perform well in 2016 and in spite of this fact, they got hike in pay. Thus, the executive remuneration structure of the bank is not effective to provide the company with improved financial performance (bendigoadelaide.com.au 2017). Analysis of Remuneration Methods Used From the annual reports of these three companies, it can be seen that each company has approached the executive remuneration report in such a way that it can contribute towards the improved financial performance. For this reason, all three companies have their own executive remuneration philosophy. CABs target is to align the executive remuneration strategy with shareholders interest and overall business strategy so that overall financial performance of the bank can be improved (commbank.com.au 2017). CAB also puts emphasis on managing the organizational risk by the executives. In case of Macquarie, the bank has approached towards the alignment of executive remuneration with the interest of the shareholders and the employees. As per this bank, hike in the executive remuneration is highly associated with some improved financial performance of the company, effective risk management and compliance, business leadership and professional conduct (commbank.com.au 2017). According to the phi losophy of Bendigo Bank, executive remuneration strategy of the bank must have positive relation with good long-term results and effective risk management of the company (macquarie.com.au 2017). Apart from this, as per Bendigo, executive remuneration must have positive relation with the values and cultures of the company (bendigoadelaide.com.au 2017). Thus, based on the above discussion, it can be seen that the executive remuneration strategy of these three companies ensures improved financial performance of the banks. Recommendations Based on the above analysis, some recommendations are provided below: It is recommended to the executives of CAB that they need to develop financial strategies in such a way so that the company becomes able to provide more dividend to their shareholders. It is recommended that Macquarie Group needs to develop effective financial strategies in order to develop total shareholder return (TSR) of the company. It is recommended that Bendigo Bank needs to develop effective financial strategies for the improvident of overall financial position of the company. Conclusion From the whole discussion, it can be seen that CAB and Bendigo Bank has almost similar executive remuneration structure where Macquarie Group has different executive remuneration structure. As per the findings, it can be observed that Macquarie Group has the most effective executive remuneration structure as it has led the company to a largely improved financial condition in 2016. After that, CAB has the second best executive remuneration structure as in most of the financial aspects, the company registered improvement. Most importantly, it needs to be mentioned that Bendigo Bank has the least effective executive remuneration structure as the bank lacks improved financial performance. References bendigoadelaide.com.au. (2017).Annual Financial Report 2016. [online] Available at: https://www.bendigoadelaide.com.au/public/shareholders/pdf/annual_reports/2016-Annual-Financial-Report.pdf [Accessed 30 Aug. 2017]. Bititci, U., Garengo, P., Drfler, V. and Nudurupati, S., 2012. Performance measurement: challenges for tomorrow.International Journal of Management Reviews,14(3), pp.305-327. Boyd, B.K., Franco Santos, M. and Shen, W., 2012. International developments in executive compensation.Corporate Governance: An International Review,20(6), pp.511-518. Bugeja, M., da Silva Rosa, R., Duong, L. and Izan, H.Y., 2012. CEO compensation from MAs in Australia.Journal of Business Finance Accounting,39(9?10), pp.1298-1329. commbank.com.au. (2017).ANNUAL REPORT 2016. [online] Available at: https://www.commbank.com.au/content/dam/commbank/about-us/shareholders/pdfs/2016-asx/2016_Annual_Report_to_Shareholders_15_August_2016.pdf [Accessed 30 Aug. 2017]. macquarie.com.au. (2017).ANNUAL REPORT 2016. [online] Available at: https://www. macquarie.com.au/content/dam/macquarie/about-us/shareholders/pdfs/2016-asx/2016_Annual_Report_to_Shareholders_15_August_2016.pdf [Accessed 30 Aug. 2017]. Melnyk, S.A., Bititci, U., Platts, K., Tobias, J. and Andersen, B., 2014. Is performance measurement and management fit for the future?.Management Accounting Research,25(2), pp.173-186. Searcy, C., 2012. Corporate sustainability performance measurement systems: A review and research agenda.Journal of business ethics,107(3), pp.239-253. Teeratansirikool, L., Siengthai, S., Badir, Y. and Charoenngam, C., 2013. Competitive strategies and firm performance: the mediating role of performance measurement.International Journal of Productivity and Performance Management,62(2), pp.168-184.

Strategies for Resolving Team Conflict Essay Example

Strategies for Resolving Team Conflict Essay Intenational Affairs Strategies for Resolving Team Conflict Ciuchi Madalina Comanescu Andreea Ivan Adrian Group 412 2nd year Strategies for Resolving Team Conflict Many organizations, including colleges and major corporations, have begun the process of implementing work team systems. Teams present a greater diversity of knowledge, ideas, and experience than any one individual can offer. This diversity often helps to improve quality, create collaboration, enhance information exchange, and provide a sense of community and support to the team members ; however, it can also foster conflict. Conflict is a part of everyday life and is generally caused by individual opinions and differences. â€Å"When individuals work in teams, differences in power, values, attitudes, and social factors can all contribute to conflict†. Avoiding conflict completely is impossible; however, the resulting outcome does not have to be negative. Using effective strategies to manage conflict can present positive consequences as well. Preventative Measures Prevention is usually the best cure for most problems. When all members participate in setting rules and guidelines, open communication and mutual understanding is created within the team that may defuse a conflict before it becomes a problem. â€Å"It is, after all, easier to agree on guidelines and processes everyone believes are fair when things are going well, rather than when the team members are in the midst of conflict†. When the team makes these decisions as a group instead of receiving direct instructions from an authority figure, they are able to take ownership in the decision made and enforce it more effectively. We will write a custom essay sample on Strategies for Resolving Team Conflict specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Strategies for Resolving Team Conflict specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Strategies for Resolving Team Conflict specifically for you FOR ONLY $16.38 $13.9/page Hire Writer In addition, various training courses and workshops are offered that team members can take advantage of to build awareness and acquire skills which could reduce or even prevent conflicts from arising in the first place. Some of these programs include team building, diversity training, communication workshops, and conflict management seminars. First Steps in Conflict Resolution Despite exercising preventative measures, the possibility that conflict may occur still exists. When conflict does arise, the first step is to analyze and understand the problem. The team members should try to discover the causes and reasons for the disagreement. Each team member should examine their own individual response to the conflict and determine if their reactions are supportive of or interfering with the overall success of the team. The team members should also examine the consequences of not being able to solve the conflict, as well as discuss ways to settle the conflict within the team. Finally, the team should decide which conflict resolution strategy to apply to the situation. Employing Conflict Resolution Strategies After the team members have analyzed the conflict and have a complete understanding of the situation, they are then equipped to resolve the conflict by employing the conflict resolution strategy which they have decided upon as a team. â€Å"Ralph H. Kilmann and Kenneth W. Thomas, authors of the Thomas-Kilmann Conflict Mode Instrument, have identified five general approaches to dealing with conflict:    avoidance; accommodation; competition; compromise; and collaboration† . Each style of dealing with conflict varies in the degrees of cooperativeness and assertiveness. Cooperativeness refers to the party’s desire to satisfy the other’s concern, and assertiveness describes the party’s desire to satisfy their own concern . While most people generally have a preferred conflict resolution style, different styles can be useful in different situations. No one strategy is appropriate in all situations—each requires a different amount of time, energy, and cooperation. Avoidance This style of conflict resolution usually attracts people who are trying to evade conflict completely. In this instance, the parties are neither assertive nor cooperative. Avoidance is usually demonstrated by delegating controversial decisions, accepting default decisions, and not wanting to hurt anyone’s feelings. This is an appropriate strategy to use when winning becomes impossible, when the conflict is unimportant, or when someone else is in a better position to solve the problem. This strategy is sometimes used when the parties involved need time to control their emotions. Accommodation This style of conflict resolution indicates a willingness to meet the needs of others at the expense of the person’s own needs. In this instance, cooperation is high and assertiveness is low . Accommodation allows a person to be persuaded to surrender his or her own position even though the submission is not justified. This is an appropriate strategy to use when issues are more important than the other party, when harmony is more valuable than winning, or when pacifying another person becomes important. This approach is sometimes used to establish goodwill that can be traded for favors in the future . Competition This style of conflict resolution is often used by people who know what they want and take a firm stand; they are usually in a position of power or have a strong persuasive ability. In this instance, cooperation is low and assertiveness is high. This is an appropriate strategy to use when an emergency occurs and a decision needs to be made quickly, when the decision is not a popular one, or when one party is trying to exploit the situation. However, this style can cause unsatisfied or resentful feelings in some team members when used in less urgent situations. Compromise This style of conflict resolution is often used to find a solution that will partially satisfy everyone involved. Each party, including the compromiser, is expected to relinquish something. In this instance, both medium assertiveness and cooperation are prominent. This is an appropriate strategy to use when the cost of conflict is higher than achieving the team’s goals, when equally matched parties are at an impasse, or when a deadline needs to be met in a short amount of time. Collaboration This style of conflict resolution is used when attempting to meet the needs of all people involved. In this instance, both cooperation and assertiveness are high, and the concerns are equally important. This is an appropriate strategy to use when a variety of viewpoints need to be addressed, when there have been previous conflicts within the group, or when the situation is too important for a simple exchange of position. With the collaboration strategy, everyone wins; however, the technique does require the most time and effort in order to resolve the situation. Team Benefits and Challenges As stated earlier conflict can be either a negative or positive experience for a team, depending on how the situation is processed and resolved. In many cases, effective conflict resolution skills can make the difference between positive and negative outcomes. Usually negative conflict will damage a team’s dynamics, which prevents the members from functioning as a group and achieving their combined goals. Conflict can be destructive when no decision has been reached and the problem still exists; when it iverts energy away from more important activities; when it destroys morale; and when it divides teams. In contrast, when conflict is resolved successfully, positive outcomes prevail. Successful conflict resolution not only solves the problem that has been brought to the surface, but it also benefits the team in some unexpected ways. Conflict can be constructive when people change and grow personally from the conflict; when a solution the problem is found; when it increases the involvement of the team, and when it builds cohesiveness among the team members. Conflict Management in the Workplace â€Å"Conflict is a part of everyday working life yet its a situation and an area of skill development that many employees avoid. † The fundamentals of conflict management include improving communication, promoting teamwork and an orderly approach to solving disagreements. There are various ways to manage conflict in the workplace. Author Carter McNamara, of Basics of Conflict Management, defines conflict as â€Å"when two or more values, perspectives and opinions are contradictory in nature and havent been aligned or agreed about†. Sometimes conflict can be a positive force within an organization, while other times it is a negative force. An example of conflict as a positive force is that the resolution may lead the company to constructive problem solving. It may also lead people to find ways of changing how they do things or view themselves and others. The resolution process can bring a positive change within an organization. However, conflict can also have negative effects. For example, conflict may lower morale or lessen productivity. It also may negatively affect the mental well-being of employees and cause stress. Supervisors must be sensitive to the consequences of conflict. These consequences range from negative outcomes to include loss of employees, low quality of work, and stress, to positive outcomes such as personal satisfaction, high quality of work, and increased commitment. Author Lyndsey Swinton of â€Å"Workplace Conflict Management: Strategy for Successful Resolution†, suggests some ways to manage conflict to include:    avoidance, accommodation, compromise, competition and collaboration. Avoidance is a non-assertive, non-co-operative way of dealing with a situation. It can be useful if the conflict is not urgent but avoiding the person can bring more stress into the work environment over long term. Accommodation is when one side will win, and one will lose. One person is allowed to get their way, but from a management standpoint if this strategy is used repeatedly, then co-workers may feel their voice is never heard. Compromise offers some assertiveness and cooperation. Both parties involved must give and take in their situation so that both can walk away feeling they met in the middle. Competition style has a steamrolling effect. It is a win-lose approach. With this style one person is allowed to push their ideals through but if they fall short, they stand on their own with no support of their coworkers. A collaborating style is a win-win approach brought about by sharing and reviewing the reasons the conflict even came about. This approach can be very time consuming and is rarely used unfortunately because it is the most fair to all parties involved. Studies on different styles of resolutions indicate that teamwork is the best approach to managing workplace conflict. This tends to promote successful individuals with high performance levels and results in positive feelings between staff and employees. The collaborating style works best for some. It is a step by step approach utilizing the chain of command to resolve conflict. First, the incident is reported to the supervisor. The supervisor then gathers information to gain a better understanding and then identifies possible causes. Then the issue is taken to the Human Resource department so an appropriate solution can be decided upon. Then all parties involved return to execute the solution. Conflicts are part of individual relationships and organizational development, and no organization can hope to mature to productivity and be successful without being able to resolve conflicts effectively† . Conflict resolution is an essential part of maintaining a successful workplace and the techniques and approaches should be utilized separately or in conjunction with each other, in order to promote a more unified work environment. Conclusion Conflict can be incredibly destructive to good teamwork. Differences between team members can quickly escalate causing the members to become ncooperative if not managed properly, eventually threatening the mission of the team. This is particularly true in cases where the wrong approaches to conflict resolution are applied. To control these situations, it helps to take a positive approach to conflict resolution. Positive conflict resolution focuses on courteous and non-confrontational discussion, as well as on the issues instead of on the individuals. As long as team members listen carefully to one another and explore the facts, issues and possible solutions properly, conflict can often be resolved effectively. References Capozzoli, T. (1995). Resolving Conflict within Teams. The Journal for Quality and Participation, 18(7), 28. Retrieved December 3, 2008, from ABI/INFORM Global database. (Document ID:    8928676). DeJanasz, S. , Dowd K. , Schneider B. (2002). Interpersonal Skills in Organizations. New York: McGraw-Hill. pp. 241-259. Kerr, R. (2005). Work Team Conflict Resolution. Retrieved December 2, 2008, from http://www. uwstout. edu/rs/2005/article2. pdf Mind Tools (2008). Resolving conflict rationally and effectively. Retrieved December 2, 2008, from http://www. mindtools. com/pages/article/newLDR_81. htm Porter, S. (2003). Managing Conflict in Learning Teams. University of Phoenix. pp. 1-9. Strategies for Resolving Team Conflict Essay Example Strategies for Resolving Team Conflict Essay Intenational Affairs Strategies for Resolving Team Conflict Ciuchi Madalina Comanescu Andreea Ivan Adrian Group 412 2nd year Strategies for Resolving Team Conflict Many organizations, including colleges and major corporations, have begun the process of implementing work team systems. Teams present a greater diversity of knowledge, ideas, and experience than any one individual can offer. This diversity often helps to improve quality, create collaboration, enhance information exchange, and provide a sense of community and support to the team members ; however, it can also foster conflict. Conflict is a part of everyday life and is generally caused by individual opinions and differences. â€Å"When individuals work in teams, differences in power, values, attitudes, and social factors can all contribute to conflict†. Avoiding conflict completely is impossible; however, the resulting outcome does not have to be negative. Using effective strategies to manage conflict can present positive consequences as well. Preventative Measures Prevention is usually the best cure for most problems. When all members participate in setting rules and guidelines, open communication and mutual understanding is created within the team that may defuse a conflict before it becomes a problem. â€Å"It is, after all, easier to agree on guidelines and processes everyone believes are fair when things are going well, rather than when the team members are in the midst of conflict†. When the team makes these decisions as a group instead of receiving direct instructions from an authority figure, they are able to take ownership in the decision made and enforce it more effectively. We will write a custom essay sample on Strategies for Resolving Team Conflict specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Strategies for Resolving Team Conflict specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Strategies for Resolving Team Conflict specifically for you FOR ONLY $16.38 $13.9/page Hire Writer In addition, various training courses and workshops are offered that team members can take advantage of to build awareness and acquire skills which could reduce or even prevent conflicts from arising in the first place. Some of these programs include team building, diversity training, communication workshops, and conflict management seminars. First Steps in Conflict Resolution Despite exercising preventative measures, the possibility that conflict may occur still exists. When conflict does arise, the first step is to analyze and understand the problem. The team members should try to discover the causes and reasons for the disagreement. Each team member should examine their own individual response to the conflict and determine if their reactions are supportive of or interfering with the overall success of the team. The team members should also examine the consequences of not being able to solve the conflict, as well as discuss ways to settle the conflict within the team. Finally, the team should decide which conflict resolution strategy to apply to the situation. Employing Conflict Resolution Strategies After the team members have analyzed the conflict and have a complete understanding of the situation, they are then equipped to resolve the conflict by employing the conflict resolution strategy which they have decided upon as a team. â€Å"Ralph H. Kilmann and Kenneth W. Thomas, authors of the Thomas-Kilmann Conflict Mode Instrument, have identified five general approaches to dealing with conflict:    avoidance; accommodation; competition; compromise; and collaboration† . Each style of dealing with conflict varies in the degrees of cooperativeness and assertiveness. Cooperativeness refers to the party’s desire to satisfy the other’s concern, and assertiveness describes the party’s desire to satisfy their own concern . While most people generally have a preferred conflict resolution style, different styles can be useful in different situations. No one strategy is appropriate in all situations—each requires a different amount of time, energy, and cooperation. Avoidance This style of conflict resolution usually attracts people who are trying to evade conflict completely. In this instance, the parties are neither assertive nor cooperative. Avoidance is usually demonstrated by delegating controversial decisions, accepting default decisions, and not wanting to hurt anyone’s feelings. This is an appropriate strategy to use when winning becomes impossible, when the conflict is unimportant, or when someone else is in a better position to solve the problem. This strategy is sometimes used when the parties involved need time to control their emotions. Accommodation This style of conflict resolution indicates a willingness to meet the needs of others at the expense of the person’s own needs. In this instance, cooperation is high and assertiveness is low . Accommodation allows a person to be persuaded to surrender his or her own position even though the submission is not justified. This is an appropriate strategy to use when issues are more important than the other party, when harmony is more valuable than winning, or when pacifying another person becomes important. This approach is sometimes used to establish goodwill that can be traded for favors in the future . Competition This style of conflict resolution is often used by people who know what they want and take a firm stand; they are usually in a position of power or have a strong persuasive ability. In this instance, cooperation is low and assertiveness is high. This is an appropriate strategy to use when an emergency occurs and a decision needs to be made quickly, when the decision is not a popular one, or when one party is trying to exploit the situation. However, this style can cause unsatisfied or resentful feelings in some team members when used in less urgent situations. Compromise This style of conflict resolution is often used to find a solution that will partially satisfy everyone involved. Each party, including the compromiser, is expected to relinquish something. In this instance, both medium assertiveness and cooperation are prominent. This is an appropriate strategy to use when the cost of conflict is higher than achieving the team’s goals, when equally matched parties are at an impasse, or when a deadline needs to be met in a short amount of time. Collaboration This style of conflict resolution is used when attempting to meet the needs of all people involved. In this instance, both cooperation and assertiveness are high, and the concerns are equally important. This is an appropriate strategy to use when a variety of viewpoints need to be addressed, when there have been previous conflicts within the group, or when the situation is too important for a simple exchange of position. With the collaboration strategy, everyone wins; however, the technique does require the most time and effort in order to resolve the situation. Team Benefits and Challenges As stated earlier conflict can be either a negative or positive experience for a team, depending on how the situation is processed and resolved. In many cases, effective conflict resolution skills can make the difference between positive and negative outcomes. Usually negative conflict will damage a team’s dynamics, which prevents the members from functioning as a group and achieving their combined goals. Conflict can be destructive when no decision has been reached and the problem still exists; when it iverts energy away from more important activities; when it destroys morale; and when it divides teams. In contrast, when conflict is resolved successfully, positive outcomes prevail. Successful conflict resolution not only solves the problem that has been brought to the surface, but it also benefits the team in some unexpected ways. Conflict can be constructive when people change and grow personally from the conflict; when a solution the problem is found; when it increases the involvement of the team, and when it builds cohesiveness among the team members. Conflict Management in the Workplace â€Å"Conflict is a part of everyday working life yet its a situation and an area of skill development that many employees avoid. † The fundamentals of conflict management include improving communication, promoting teamwork and an orderly approach to solving disagreements. There are various ways to manage conflict in the workplace. Author Carter McNamara, of Basics of Conflict Management, defines conflict as â€Å"when two or more values, perspectives and opinions are contradictory in nature and havent been aligned or agreed about†. Sometimes conflict can be a positive force within an organization, while other times it is a negative force. An example of conflict as a positive force is that the resolution may lead the company to constructive problem solving. It may also lead people to find ways of changing how they do things or view themselves and others. The resolution process can bring a positive change within an organization. However, conflict can also have negative effects. For example, conflict may lower morale or lessen productivity. It also may negatively affect the mental well-being of employees and cause stress. Supervisors must be sensitive to the consequences of conflict. These consequences range from negative outcomes to include loss of employees, low quality of work, and stress, to positive outcomes such as personal satisfaction, high quality of work, and increased commitment. Author Lyndsey Swinton of â€Å"Workplace Conflict Management: Strategy for Successful Resolution†, suggests some ways to manage conflict to include:    avoidance, accommodation, compromise, competition and collaboration. Avoidance is a non-assertive, non-co-operative way of dealing with a situation. It can be useful if the conflict is not urgent but avoiding the person can bring more stress into the work environment over long term. Accommodation is when one side will win, and one will lose. One person is allowed to get their way, but from a management standpoint if this strategy is used repeatedly, then co-workers may feel their voice is never heard. Compromise offers some assertiveness and cooperation. Both parties involved must give and take in their situation so that both can walk away feeling they met in the middle. Competition style has a steamrolling effect. It is a win-lose approach. With this style one person is allowed to push their ideals through but if they fall short, they stand on their own with no support of their coworkers. A collaborating style is a win-win approach brought about by sharing and reviewing the reasons the conflict even came about. This approach can be very time consuming and is rarely used unfortunately because it is the most fair to all parties involved. Studies on different styles of resolutions indicate that teamwork is the best approach to managing workplace conflict. This tends to promote successful individuals with high performance levels and results in positive feelings between staff and employees. The collaborating style works best for some. It is a step by step approach utilizing the chain of command to resolve conflict. First, the incident is reported to the supervisor. The supervisor then gathers information to gain a better understanding and then identifies possible causes. Then the issue is taken to the Human Resource department so an appropriate solution can be decided upon. Then all parties involved return to execute the solution. Conflicts are part of individual relationships and organizational development, and no organization can hope to mature to productivity and be successful without being able to resolve conflicts effectively† . Conflict resolution is an essential part of maintaining a successful workplace and the techniques and approaches should be utilized separately or in conjunction with each other, in order to promote a more unified work environment. Conclusion Conflict can be incredibly destructive to good teamwork. Differences between team members can quickly escalate causing the members to become ncooperative if not managed properly, eventually threatening the mission of the team. This is particularly true in cases where the wrong approaches to conflict resolution are applied. To control these situations, it helps to take a positive approach to conflict resolution. Positive conflict resolution focuses on courteous and non-confrontational discussion, as well as on the issues instead of on the individuals. As long as team members listen carefully to one another and explore the facts, issues and possible solutions properly, conflict can often be resolved effectively. References Capozzoli, T. (1995). Resolving Conflict within Teams. The Journal for Quality and Participation, 18(7), 28. Retrieved December 3, 2008, from ABI/INFORM Global database. (Document ID:    8928676). DeJanasz, S. , Dowd K. , Schneider B. (2002). Interpersonal Skills in Organizations. New York: McGraw-Hill. pp. 241-259. Kerr, R. (2005). Work Team Conflict Resolution. Retrieved December 2, 2008, from http://www. uwstout. edu/rs/2005/article2. pdf Mind Tools (2008). Resolving conflict rationally and effectively. Retrieved December 2, 2008, from http://www. mindtools. com/pages/article/newLDR_81. htm Porter, S. (2003). Managing Conflict in Learning Teams. University of Phoenix. pp. 1-9.