Definition loser Essay Example | Topics and Well Written Essays - 500 words

Definition loser - Essay Example As such, this brief analysis will seek to discuss the means by which the very determinate definition that has been thus far displayed has ultimately become warped to represent an entirely different contextual meaning. This will be utilized by a brief analysis of how the term is used within adolescent and pop culture. Firstly, in order to understand the means by which the term is currently thrown around in popular culture, one need look no further than the local poetry school or playground. Although children have oftentimes utilized language as a means of encouraging conformity ensuring that those that do not exhibit conformity are punished to certain degree, the term â€Å"loser† has taken on a life of its own in helping to shape the means by which individuals identify with themselves as part of a larger group. This particular term is unique from many of the others that are oftentimes used, i.e. â€Å"geek†, â€Å"loser†, â€Å"nerd†, or a variety of others, due to the fact that it is very difficult for the person who is labeled in such a way to escape from the definition that it necessarily implies (Buzzelli & Johnston 22). Whereas it might be somewhat easy for an individual to readily provide evidence that they are not a geek or a nerd, loser is something that is de fined by the larger group; as such, it is much more difficult for an individual labeled as such to escape the meaning that it necessarily implies. Stepping aside from the actual definition of the term, the more important question that should be asked is the level to which identity formation that takes place as a result of the usage of such a word impacts upon the future understanding that the individual displays with regards to you they are and how they integrate with society. Due to the fact that this term has a specific bearing upon integration within society, the low to which it is likely

HR Practices At For Profit And Not For Profit Organizations Essay

HR Practices At For Profit And Not For Profit Organizations - Essay Example This move toward HR puts information, authority, rewards, and a communication system in place at each stage in an organization. If organizations are to be sustainable in the middle to long-term, workers must be provoked to care about the job they do, to obtain knowledge-related skills, and to execute the work to the best of their capabilities. Superior employee participation can only be attained during a cautiously directed procedure that struggles for contribution by incorporating the personality with the organization to attain high efficiency and spirited benefit. This course engages reformation the work so that it is demanding, motivating, and inspiring as probable. Employees at all stages are set authority to control decision-making, they are given information concerning the organization's processes and presentation, and they are skilled so that they can function with a talented accepting of the industry. Though, elevated quality employees do not guarantee an organization of having a stable spirited benefit or even a short-term benefit. If employees are inadequately aggravated or if the right organizational systems are not in position, the employees' aptitude may be exhausted or lost to opponents (Pfeiffer & Veiga, 1999). As well, leadership is serious to the stability of an organization and it desires to be renowned that the leaders of organizations now need new talent and capability. Old methods of leadership, shatterproof by conventional bureaucratic hierarchies, are no longer suitable to organizations that at the present face confronts of challenging in worldwide markets and speedy technical modifications (Fitz-enz, 1993). Importance of HR Practices Profitable and non-profit organizations have altered noteworthy features of their service policies throughout the 1990s. According to Dyer and Reeves (1995) the function of trade unions has turn down, bartering about employment circumstances and earnings has moved to the endeavor stage and rising numbers of organizations are initiating systems to converse straightly with their employees. There has been an enlargement in reimburse for presentation schemes, supple service practices, teaching, performance evaluations and wider work arrangements. These expansions entail an importance on humanizing employee presentation even as together growing the suppleness of labor. Current literature in the delayed 1990s places tough stress on the requirement for high- participation labor practices, better employee contribution in decision-making and control over how the work is carried out and augmented elasticity and casualization of the staff. The practical and hierarchical managerial structures have given means to wider and praise arrangements where self-directed work teams have become more widespread and workers and employees have a contribution to the

Coach Incorporated Security Analysis Paper Essay Example for Free

Coach Incorporated Security Analysis Paper Essay Abstract Coach Incorporated is a company established in 1941in Manhattan. Coach is in the fashion industry and this accessories manufacturer is one of the best known brands in North America. Coach was bought out by the Sara Lee Corporation in 1985 and started being publicly traded in 2000 on the New York Stock Exchange. Coach Incorporated prides it selves off of being one of the most dependable, unique, desirable, and fashionable brands in their industry. Coach has a disadvantage with its competition, being the only one publicly traded. It does not have access to the others financial records. Coach Incorporated likes to stick to tradition, whether it is in their designs or their Executive officers. Coach has a very diverse and experienced Executive team. Coach also just started a litigation campaign in 2009 called â€Å"Operation turnlock† to try and help with the counterfeit problem. They were recently award a large sum of money from one of the lawsuits the campaign filled for online counterfeit merchandise. Coach recently just gave $2 million to the Hurricane Sandy Relief Fund to help rebuild the community where Coach got its own start. Coach’s financial records are in order and are continuing to grow steadily even through the rough economy. Coach Incorporated (Coach) is a company that designs and manufactures leather goods as well as other accessories. It was founded in a Manhattan loft in 1941 as a family-run workshop. This family used skill passed down from each generation to create a unique style that became quite desirable to consumers. (Coach est. 1941, 2010) In 1985 Coach was purchased by Sara Lee Corporation. Also, in 2000, Coach as Incorporated in the state of Maryland and listed on the New York Stock Exchange for approximately 68 million shares. Their mission statement is â€Å"Coach seeks to be the leading brand of quality lifestyle accessories offering classic, modern American styling.† In today’s world, Coach is large company that still retains high standards and craftsmanship for their leather goods. They manufacture items such as purses, suit cases, wallets, watches, accessories, shoes, jewelry, sunglasses and etc. Some of these items are manufactured through their licensing partners. Such as Estee Lauder Companies Incorporated is Coach’s fragrance licensing partner. (Reuters: Profile, coach, 2012) The Coach brand has ‘established a signature style and distinctive identity’ (Coach Est. 1941, 2010) that almost everyone can recognize, which is why their prices reflect more of the name than the quality of the items. Coach is in the fashion industry and enough people are willing to pay for the name brand of Coach to keep them in business and to keep the prices high. The market the Coach is in is the fashion market, and their customers are middle to upper class men and women. Because their prices are high the market for their items has to be to a household that has extra money to spend and even though they sell mostly women related items they do sell men’s’ as well. Their competition includes Louis Vuitton, Fendi, Gucci Incorperated, Dooney and Bourke Incorporated, Katie Spade LLC, and Michael Kors Incorporated which are all privately owned companies. (Yahoo finance, 2012) Coach operates in two different ways, direct to customers and indirect. Indirect is where Coach sells their products to other retail stores and direct to customers is selling out of their own stores. Coach has over 500 stores in the United States and Canada as of June 30, 2012. They also have over 300 locations in Japan, China, Singapore and Taiwan. They have recently acquired new locations in Malaysia and South Korea in July and August. (Coach est. 1941, 2010) Coach not only has their own retail stores, but also sells their merchandise through department stores and specialty retailer locations. With these locations, Coach is also present in Europe, Asia, and Latin America. As of 1999 Coach launched their first on-line store available to customers in the United States, Canada, and Japan. They also have informational websites in twenty other countries. In the future, Coach plans to increase international distribution and target international consumers, especially in Asia. They also plan on staying one of the most popular name brand accessory companies in North America. (Coach est. 1941, 2010) Coach also has very high standards for their brand. Coach states that â€Å"The Coach brand represents a unique synthesis of magic and logic that stands for quality, authenticity, value and a truly aspirational, distinctive American style.† (Coach est. 1941, 2010) They hold accountability to their customers. They also guarantee great service and that their customers’ needs are always met. Coach seeks long term relationships with all their costumers by treating them this way. This is one reason Coach is still around and doing well as a company even with their high prices. They are dedicated to their honesty, trust, satisfaction, and fairness to their consumers, business, and community. They strive to increase consumer and shareholder value. (Coach est. 1941, 2010) They have a small number of executive officers with only seven. First on the list is Lew Frankfort the Chairman and Chief Executive Officer. Mr. Frankfort joined the Coach company is 1979 as Vice President of New Business Development. Mr. Frankfort has appointed President of Coach in 1985 and named Chairman and CEO in 1995. When Mr. Frankfort started at Coach, Coach’s sales were about $6 million. Today Coach’s sales are $4.8 billion. He has seen many changes with this company, such as seeing it go to a publicly traded company on the New York Stock Exchange in 2000. Before joining Coach, Mr. Frankfort held positions in the public sector in New York City. He holds a Bachelor of Arts degree from Hunter College, and a MBA in Marketing from Columbia University. He also holds a spot on the Board of Overseers of Columbia’s Business School. Mr. Frankfort was recognized by Barron’s from 2005-2008 as one of 30 â€Å"Most Respected CEO’s† globally. (Coach est. 1941, 2010) Having someone that has been in the same company for 33 years now running it, says wonders about Coach. Coach is a brand that sticks to what it knows and does not change something that is working for them. Just like their products, Coach’s president is what they seek in their mission of keeping everything classic. Next, is Reed Krakoff, the President, Executive Creative Director of Coach and has been employed at Coach since December 1996. He was initially hired as the Vice President and Executive Creative Director, but advanced to his current position just two and a half years later. Mr. Krakoff has a degree in Fashion Design from Parsons School of Design. Prior to Coach, Mr. Krakoff held various positions at Anne Klein, Ralph Lauren and other design houses. In 2007 Mr. Krakoff was elected vice president of the Council of Fashion Designers of America, and in 2001and 2004 he was awarded the honor of Accessories Designer of the Year. To this day Mr. Krakoff styles and photographs the campaigns for Coach. (Coach est. 1941, 2010) Having a man like Reed Krakoff on the Coach team ensures that they will have some of the most elegant designs in the industry today. His ability to create pieces that Coach would gladly put their name on ensures him a long career at Coach. Following is Jerry Stritzke, the President and Chief Operating Officer as of March 2008. Prior to Coach he joined Best, Sharp, Sheridan, Shritzke in 1985 as a partner. In 1992 he practiced law at Stritzke Law Office. From 1993 to 1999 Mr. Stritzke was a consultant for Webb and Shirley. Lastly, Mr. Stritzke held several senior executive positions within limited Brand Incorporation, from 1999 to 2007. Jerry Stritzke has a Bachelors of Science from Oklahoma State University and a Juris Doctor from the University of Oklahoma. (Coach est. 1941, 2010) Next is Michael Tucci the President, Retail Division in North America. Mr. Tucci joined Coach in 2003 with over twenty years of experience. Before Coach, he was the Executive Vice President of Gap Incorporated and held various senior leadership positions from 1994-2002. Michael Tucci also held executive positions at R.H. Mary Corporations from 1982-1992. Mr. Tucci has a Bachelors of Arts in English from Trinity College. (Coach est. 1941, 2010) Next, is Todd Kahn the Executive Vice President, General Counsel and Secretary since he joined Coach in 2008. Prior to joining Coach Todd Kahn held multiple positions for Calypso Christian Celle, Sean John, Accessory Network, InternetCash Corporation, Salant Corporation, Fried, Frank, Harris, Shriver, and Jacobson. Mr. Todd has a Bachelors of Science from Touro College and a Juris Doctor from Boston University Law School. He also serves on the board of Directors of the Fashion Institute of Technology Educational Foundation the Fashion Delivers \Charitable Foundation Incorporated, and the National Father’s Day Committee. (Coach est. 1941, 2010) Next is Sarah Dunn the Executive Vice President, Human Recourses since 2008. Previously Ms. Dunn held several executive positions with Thomson Financial, including Executive Vice President, Human Resources and Organizational Development. Ms. Dunn is also a consulting Advisory Board member of Youth, I.N.C. She also has a Bachelors of Science Degree in Human Sciences from University College, London, U.K. and a Masters Degree in Information Science from City University, London. (Coach est. 1941, 2010) Lastly, we have Jane Nielsen the executive Vice President and Chief Financial Officer since 2011. Jane Nielsen joined Coach after working at PepsiCo, Incorporated and the Global Nutrition Group as their Senior Vice President and Chief Financial Officer since 2009. Prior to this Ms. Nielsen held senior positions in a financial role with PepsiCo, Incorporated, and Pepsi Bottling Group from 1996-2009. From 1990-1996 Ms. Nielsen worked for Marakon Associates and from 1986-1990 she worked at Credit Suisse First Boston. Ms. Nielsen has a BA in Economics from Smith College and an M.B.A. from Harvard Business School. (Coach est. 1941, 2010) Coach has recently been awarded $257 million in a lawsuit against counterfeit Coach merchandise. Coach obtained a default judgment in Illinois Federal Court against individuals and businesses that operate websites selling counterfeit Coach merchandise. The judgment granted Coach 573 internet domain names from which the counterfeit merchandise was sold from. Coach started a litigation campaign called â€Å"Operation Turnlock† in May 2009. Since then, Coach has filed lawsuits to stop counterfeit items from being sold. From these lawsuits, Coach has gain a significant amount of monetary value from them. (Chaudhuri , 2012) Coach also just donated $2 million to the Hurricane Sandy relief efforts. The gift was made to the Red Cross Disaster Relief Fund for rebuilding efforts in the Tri-State area. Coach as also made its employee matching program available, so however much its employees contribute to the American Red Cross Disaster Relief Fund or to other qualified funds, Coach will match the donation Lew Frankfort made a public address saying â€Å"Our hearts go out to the countless number of people affected by the storm.† Since Coach was established in Manhattan, they feel they need to help rebuild their community where they started. (Coach est. 1941, 2010) In 2011 Coach’s Inventory broke down to 63% handbags, 27% accessories, and 10% all other products. This is just a little change from the previous year, where the only difference is 1% moved from accessories to all other products. Currently Coach pays quarterly cash dividends of $0.225 per share. Coach’s cash flow statement shows Net Income for 2011 to be $880,800,000 and the net cash flows provided by operating activities in 2011to be $1,033,271,000. Also, the cash flow statement shows the net cash used in investing activities to be -$59,631,000 and the net cash used in financing activities to be -$875,126,000 in 2011. For the Cash and cash equivalents at end of year 2011 were $699,782,000 with the cash paid for income taxes for 2011 to be $364,493,000 and cash paid for interest for 2011 to be $1,233,000. Lastly, the cash flow statement has for 2011 is the noncash investing activity-property and equipment obligations to be $23,173,000 and $0 for the noncash financing ac tivity-mortgage debt assumed.(http://www.annualreports.com/company/2246 , 2011) Coach just reported its first quarter earnings per share in 2012 to be $0.77. Compared to the previous year, same quarter, the earnings per shares was $0.73. Their sales reported for 2012 first quarter, which ended September 29, 2012, was $1.16 billion. Compared to the previous year where Coach’s sales for the same quarter was only $1.05 billion. This is an 11% increase in sales in just one year. Coach also announced that its Board of Directors has just authorized the repurchase of up to $1.5 billion of its outstanding common stock by June 30,2015. This will make Coach’s earnings per share increase since there will be less outstanding stock. Since we now know the earning per share for Coach we can calculate the price earnings ratio. Coach’s current stock price $57.87. So, Coach’s price earnings ratio is 75.156. (Coach est. 1941, 2010) Stockholder’s equity is total assets minus total liabilities. For Coach, in 2011 the total assets are $2,635,116,000 and the total liabilities are $1,022,547,000. So, the total stockholder’s equity for the year ended July 2, 2011 is $1,612,569,000. For the total liabilities of Coach being $1,022,547,000 only $593,017,000 are current liabilities. Of the current liabilities $118,612,000 is accounts payable, $473,610,000 is accrued liabilities, and $795,000 is current portion of the long term debt. As for the rest of the liabilities $23,360,000 is long term debt and $406,170,000 is other liabilities. (Coach est. 1941, 2010) These numbers first mean that Coach is a continuously growing company that would be labeled at a value company. Which means it doesn’t grow fast, but instead it grows consistently. Also, since its assets and equities make up the majority of Coach’s finances the company appears to be in good standings. Coach is a company that has been around for over 70 years and has been traded publicly for 12 years now, and it seems to have all its finances in order and look like what you would expect for a high-end retail company. There is a bright future for Coach with its experienced executives leading the company to expand its market and try to bet out the competition. The volatility of Coach stock price is reasonable. Obviously people are willing to pay for Coach products even through hard times. Coach’s stock price continues to go up and from past records it has always steadily increased. Coach has a rich history and has been around for a long time so I do not see it crashing anytime in the near future, so I would say the stock price is valid and a good steady long term investment. References Coach est. 1941. (2010, February 3). Retrieved from http://www.coach.com/online/handbags/Home-10551-10051-en?isCollapse=true Reuters: Profile, coach inc.. (2012). Retrieved from http://www.reuters.com/finance/stocks/companyProfile?symbol=COH Yahoo finance. (2012). Retrieved from http://finance.yahoo.com/q/co?s=COH Competitors Chaudhuri , S. (2012, November 02). Coach gets $257 million, 573 domain names in counterfeiting lawsuits. Dow Jones Newswires. Retrieved from http://www.foxbusiness.com/news/2012/11/02/coach-gets-257-million-573-domain-names-in-counterfeiting-lawsuit/ http://www.annualreports.com/company/2246. (2011).

How shift work impacts the health of employees

How shift work impacts the health of employees (Johnson 1999). Shift work is defined as the system where the people work on the regular bases based on shifts, these shifts are divided into three blocks they are morning shift, afternoon shift and night shifts. Work shift show complications in the schedule of family lifes activities, and negative health effects. (Halpern,2005; Levin-Epstein, 2006; Rosa and Colligan, 1997; Coasta, 2003). Shift workers are defined as anything other than normal day time timetable. These may includes evening work, night rotation, split shift, causal or on call job and irregular shifts. Work life differences affect full time workers (Williams, 2008). Shift work system leads to many physiological and psychosocial problems which affect the health of the individuals workers. (e.g., Nachreiner et al. 1995, Costa 1996), Physical health variables include gastrointestinal problems, sleep problems and psycho vegetative. (Akerstedt, 1985) employees who work fixed shifts will show less physical health problems co mpared to rotating shift employee in rotating shifts report more physical health complaints than those with fixed shifts . According to Basner (2005), about 20% of the employers at the workplace do work in shifts. Therefore, in that the case it is seen that the shift work does effect the routine system of the person as a whole. It affects the abdominal system and does effect in psychological terms too. According to McCall (2004), did a study on the employees of the hospital and they found that their life is on risk while working on shift work and increases the severity of occurrence of problems and the Oregons working data came out on the conclusion that the workers who were doing night and evening shifts were on more risk than those working on day shifts. Serious health risk factor occurs due to circadian rhythm disturbed in shift workers. Main reason for shift work is due to the nature of the job, occupational services such as nurses, doctors, and police officers are related with shift works. (Smith and Ward, 1986) The three prominently identified associates of experienced stress are: Alcohol use, family problems, self-reported medical maladies by Military police. (Spring, 1980) men working different shifts are likely to take heavy drinks some digestive supports on regular basis, where as women working in different shifts take tranquilizers and sleeping pills on regular bases to reduce stress problems. Both men and women working variable shifts show emotional efforts. Employees who are working night shifts are mostly exposed to the breast cancers.(Schernhammer et al. 2003) suggest that employees who are working rotating night shift for 3 days in a month for more than 15 years shows colorectal cancer in women. Circadian rhythm desynch ronisation, the disruption of the bodys biological rhythm has been a significant factor in explaining shift works effects on health, (Moore-Ede at al. 1962). The actuality that shift work disrupts eating, sleeping working patterns is a cause for concern. In his studies , Halberg (1959) the term circadian rhythms which has been used to explain the various bodily functions over the 24 hour cycle, (Harrington, 1978). Our bodies follow a natural rhythm and a vast research has been done in this field. A general survey conducted in the 2005 states that about 45% of people working belongs to health occupational field. (Folkard, 1996) shift workers that do hard jobs will need to actually relax, this is called desynchronization. Health-related risk factors occur due to the disturbance circadian rhythmic connection to the shift works. It is important to note that employees who stop doing the shift work show more health problem compared to present shift workers (Frese and Semmer 1986). Social problem and family problems are observed in shift workers; these problems diminish by day to day life activities such as their childrens education, they spend less time with their families as a effect of shift work, And also decrease in the spouse pleasure (Smith and Folkard, 1993), researches are opposing studies on work-nonworking argument with rotating shifts among workers (Bohle and Tilley 1989). Some of the findings of other research show that employees working shifts show difficulty in utiliz ing the potential of spare time (Baer et al. (1981, 1985). The effect of shift work may be due to shifts rotation so ignoring working evening hours or weakened hours will improve the physical and psychological well being of these workers (Monk and Folkard 1985). The studies have also found that the rotation shifts and positive attitude at the work place have been greatly linked. Those who are working on the rotation shift have the positive job attitude. Positive job attitude behavior is less in Rotating shift workers i.e. Organizational commitment, and job satisfaction, compared to fixed shift workers, some of the other research finding states that fixed shift works show less favorable job approach compared to Rotating shift workers (Jamal 1981). The central research states that working in socially rotating shift or fixed shifts i.e. evening and weekends show different increased levels of burnout, home conflict, and negative job attitudes such as turnover intentions, commitments, organization, and job satisfaction. And also show absence and impaired general health. These central research studies mainly focus on rotating vs. fixed shifts and working hours evening, day time and weekends. To minimize health risk by shift work much can be done such as employers can make sure that there is enough time for employees to have health food at right time, best way to achieve this is to provide microwave so that employees can bring healthy food and have a place to heat their food during meal time and also employers can put in place and open lunch system whereby given who are on 12 hrs shift. The opportunities have a tea break, and lunch break each time which is necessary such effects helps to reduce the risk of getting gastro intestinal disorders. CONCLUSION: For shift work, in order to minimize the overall risk on a shift schedule, we need to consider the provision of breaks within them, number of successive, and the length of shift work. Furthermore, it is clear that these factors need to be considered in mixture with one another since for example, a 12 hour shift work includes regular rest breaks which prove to be safer than the usual 8 hour night shift with just a lone break. REFERANCES: Knauth, P. and Hornberger, S. (2003) Occupational Medicine, Vol. 53, pp 109-116 Harrington J.M (1978) Shift Work and Health. a Critical Review of the Literature. Her Majestys Stationery Office. Demerouti, E., Sabine, A. E., Geurts, Arnold. B, Baker and Euwema, M. (2004) The impact of shift work on work home conflict, job attitudes and health, Vol. 47, No. 9, pp 987 1002 Halpern, D. F. (2005) How time flexible work policies can reduce stress, improving health, save money, vol. 21, pp 157-168 Schernhammer, E. S., Laden, F., Speizer, F. E. Willett, W. C., Hunter, D. J., Kawachi, I., Fuchs, C. S. And Colditz, G. A. (2003) Night shift work and risk of colorectal cancer in the nurses health study, Journal of the National Cancer Institute, Vol. 95, No. 11 pp 825 A smith, L, Folkard, S.and Poole, C.J.M. (1994) increased injuries on night shifts, The Lancet, Vol344, pp1137-1139 Akestedt, T., Fredhind, P., Gillberg, M., and Janson, B. (2002) Work load and work hours in relation to disturbed sleep and fatigue in a large representative sample. Journal of Psychosomatic Research, Vol. 53, pp 585-588. Critically review the evidence that work-life conflict leads to negative health outcomes Greenhaus Beutell., (1985). Defined as Bi-directional relation between work and family life. It is the form of inter -role conflict in which pressure from both family and work are mismatched. Work and family has two direction of conflict. There are two types of conflicts observed i.e. Family-to-work conflict and work-to family conflict, Family-to-work conflict takes place when the work combines with family life (Example-parents may take leave to attain the family function), in the same way Work-to-family conflict occurs when work interfere with family life activities. (For example unexpected meeting from the higher officials may stop the person from picking up of the children). (Frone, Russell, Cooper, 1992; Kinnunen Mauno, 1998) employees are more focus on work-to-family conflict then the family-to-work conflict. (Allen et al., 2000; Byron,2005). Conflict on work-life shows negative health results such as job attitude and impaired health, due to this effects vast research has been done directly on work-family problem and its results. Person when performing different roles in his life at a time is called overload, but these people show different attitude in the home and office permissions. Work load and increased working hours leads to many negative outcomes like (Burke Green glass, 1999; Phillips-Miller, Campbell, Morrison, 2000) decreased job performance, reduce job satisfaction (Allen, 2001).it also show psychological problems like anxiety, poor physical health, depression, increased level of alcohol use. (Frone,Russell, Cooper., 1997; Major et al., 2002). Thus these psychological problems show both direct and indirect effect on work -family relatio nships. Work -family balance were explained by three ways i.e. Time balance in which time is equally balanced with work and family ,second is involvement balance where equal involvement is required to maintain work and family and the third one is satisfaction balance were work and family is equally satisfaction. Investigations show that individuals show high quality of life when they spend more times with family then the work. Research conducted on working mothers. This study examine the families were mother and father are working according to this survey, Work-to-family show positive response to life satisfaction, job satisfaction and negative response to individual stress. Family-to-work show positive response to family satisfaction, life satisfaction, and marital satisfaction. But show negative effect organizational commitments. In this study it explains that father works more than 49 hours in a week and spends most of the time in the house hold matters where as mothers works less compared to father and show less involvement in the house matters i.e. they work only 46 hours in a week. However father show less work-family conflict, greater family satisfaction, marital satisfaction and less individual stress and more life satisfaction compared to working mothers. A Study conducted was conducted by Portuguese university students .these people interview and collected the data from in depth 32 interviews from different back ground. Finding of these study shows that worries are mainly felt by the mother particularly children dependent mother. The data also proposed that work-family procedure are unsuccessful if they are not supported by a positive work-family background. (Cooper and Quick,1999). Work life conflict may leads to undeveloped performance which is difficult to face to the confronts, rewards and chances. Working may result in poor inspiration, poor efficiency, and poor person growth; this state is called as qualitative under load. This under load stress may result complicated stresses and health problems. Some of the examples which enter in to daily life are changes in the job performance, lack of endorsement and concentration and from the officials, cold and warm clashes with generation, difficulty in implementing the new group structure and working on computer programs. All this situations may affect health and well being of the individuals as well as organisation. Examples which leads to conflicts in case of organization (Cooper, 1999) are: if there is change in employee and organizational relationship, change in the products, production and in technology department side. The current rate of place and change have accelerated in the past few decades. In the present global scenario, the need to be globally competitive in order for economies to stay afloat and sustain growth, significant burden is placed on the drivers of growth; these are the individuals at large. This huge strain on individuals and organizations has led to some degree of family breakdown. It is strange and ironic to view workplace as a source of money and comforts on one hand, on the other hand as a source of stress, depression and health related problems. (Higgins and Duxbury: 2002). According to Bachmann, 2002 there is an established correlation between a satisfied, committed, motivated, individuals and health and well being. Over 5 million people in the UK have asthma, suggesting upwards of 75000 could have work related asthma ,worsened by work.38,000 people have work related skin problems that are manifested in the form of eczema and contact dermatitis. NHS figures are staggeringly high in terms of GP visits annually. Stress related financial costs are something to the tune of 12 billion pounds annually. This mounting evidence ought to compel government, policy makers, trade unions, researchers and various organizations to join hands and formulate policies in favor of family friendly working style that could to some degree alleviate some issues. Conclusion: Work-life conflict both in family and organization leads the individuals to many physical and physiological problems to avoid these problems individuals should learn some professional skills like working teams, dealing with group thinkings, facing bullying situations, learning how to manage the stress conditions, developing the skills to reach the goals. And gain knowledge which is essential to keep the individuals to work without undergoing stress. Reference: Edward Rothard (2000), Academy of management review, volume 25, pp.178-199 Greenhaus, J.H., and Beutell, N. J.(1985). Source of conflicts between work and family roles. Academy of Management Review, pp. 76-88. Frone, M.R. Russell, M., Cooper, M. L. (1992). Antecedents and outcomes of work _family conflict: Testing a model of the work family interface. Journal of Vocational Behavior, PP.145_167. Cooper, C.L, Quick, J. (1999), Stress and Strain, Health Press, Oxford, . Allen, T., Herst, D., Bruck, C., Sutton, M. (2000). Consequences associated with work-to-family conflict: A Review and agenda for future research. Journal of Occupational Health Psychology, pp. 278_-308. Frone, M.,R., Russell, M., Cooper, M. L. (1997). Relation of work-family conflict to health outcomes: A four-year longitudinal study of employed parents. Journal of Occupational and Organizational Psychology, pp. 325-335. Jeffrey, H., Greenhaus, Karen.M. Collins and Jason.D.Shaw (2003). Journal of Vocational Behavior. pp 510-531 Cooper, C.L (1999), Theories of Organizational Stress, Oxford University Press, Oxford, . Discuss and critically evaluate research that has examined the impact of bullying at work Workplace bulling research began in Sweden in the 1980s. Research from both countries like Finland (Bjorkquist et al, 1994) and Norway (Adams and Crawford, 1992) conducted studies on work harassment and mobbling.Andrea Adam 1990, a British Freelances journalist brought the phenomenon bulling this leads to develop numbers of researches by UK scholars. According to (Baron Neuman, 1996; Einarsen Matthiesen, Skogstad, 1998; Keashly, 1998). Workplace bullying is defined as a persistent and continuous pattern of abuse of work and negative events directed at workers. Bullying is a form of coercive interpersonal power. It involves intentional impose of injuries, verbal abuse, exclusion and repeated physical contact, offensive teasing, isolation, social exclusion other negative actions. (Forsyth,2006). Due to this situation the target finds difficult to him or her or to face the situation. These situations may leads to severe mental, physical and psychological disease. Bullying in everyday life may cause humiliation and harm if it occurs on regular basis. Many researches also showed that large amount of money is wasted due to destructive conflict and bulling at work. Surveys among some 8,000 Norwegian employees, 54 per cent of the victims reported that bullying is done by a superior (Einarsen and Skogstad, 1996). Supervisors and managers are seen as the bullies in many cases, this is due to power differences in the parties. (Zapf, in press) In English, Austrian, German, studies states that between 70 and 80 per cent are bullied by a superior. Victims who suffered by the supervisors seems to face more psychological problems compared to victims of co-worker. (Einarsen and Raknes, 1997a; 1997b) Leymann (1993) interviewed victim and stated that there are four factors responsible for eliciting harassment at work. Deficiencies in work design, a low moral standard in the department a socially exposed position of the victim, and deficiencies in leadership behaviour (Randall, 2001) Individuals are deeply ashamed of being maltreated and are at their bewildered at their obvious failure to protect themselves and fight back.(Bernardi 2001, Strawbridge 2001) workplace bulling leads to many consequences like the individuals show less productivity they may also suffer from trauma related illness and also they are great risk at self harming behaviour due to this situations some individuals may quite the job without thinking that they do not have new job. According to Layman (1990), the term bullying was used without giving the term of schoolyard and this was for the very first time used in about 1990. There have been many studies which says that bullying have been a top most thing to spread all over the world in many countries and about 3% of the population from Scandinavia effected because of bullying at the work place (Einarsen and Skogstad, 1996; Layman, 1992). According to Hoel (1996), the students from United Kingdom have also been at the top that show the rate of bullying of around 10%. According to Mikkelson and Einarsen (2002), a psychological variable such as fear, anxiety, and helplessness has been found to be the cause of the psychological harm by the person. These variables do effect the job satisfaction and commitment and person do inclined low towards the job. According to Cooper et al., (2003), did a study on 674 males and 981 females who were working in the hospitals and studied the correlation between the work-place bullying and how health affected their job. The participants reported the increased rates of leave and sickness and also increase in absent rate. The participants also reported the effect on the mental and physical health. Quine, 1999; edition, 2001 hunt, 2001) bulling in medical setting will give rare insights of health professionals. The practices can be studied under two categories i.e. hierarchical workplace bulling horizontal workplace bulling. Horizontal workplace bulling is related to nursing (Duffs, 1995, Lee 2001 Strawbridge 2001; Hocking 2002) and these publications states that workplace bulling occurs between professionals and workers will show some levels of bulling in the same field. In Britain, study conducted on NHS community trust and reported that 38% of employees working in health sectors experiences bulling at work in the previous years .Some study reported that 37% of 594 junior doctors was bullied in past year (Quine, 2002), medical students in United States suffer high level of job related bulling during their training period. (Daughters, Baldwin and Rouley, 1998. Kassebaum and Luttes, 1980). The other form of bulling at work is the sexual harassment may reduce productivity, increase stress, decreasing commitments and threatened by the individuals may occur. Criminal justice public order act 1994 says about harassment the other form of bulling at work is sexual harassment where male domination is more ranges from serious rape to less serious but understanding behaviors such as sexual jokes. Australian medical students experiences high level of bulling during their medical training but they named these bulling as sexual harassment (White, 2001).Combination of increasing competition economic rationalism, downsizing, dynamic, Macho management styles have created a culture where bulling can be removed or thrive. (Besag, 1989) for several years research has been done on bulling at schools and he states that it is stable phenomenon. United Kingdom shows high incidences of bulling in schools (Butch Knoff, 1994), his research also states that all students show bulling at their study level. Survey conducted on part time students at Startfordshire University i.e. 1137 samples and they also asked the worst working situation where they were bullied. Then they answered that 53% were bullied at some point in their working period, and among them 19% were singled victimized and remaining were bullied in groups.(Coyne et al., 2000), Bullying results in a ripple outcome signifying that the occurrence do not engage just a few troubled employees, but instead it is an active process that negatively affects everyone in the work setting. In bullying work atmosphere non exposed workers will show less negative experiences compared to exposed workers .worker that are exposed to bullying conditions will show more stress and mental problems than non-exposed workers (Vartia, 2001, p. 65).Many research proposed that bullying show negative impacts on work quality results. (Rayner et al., 2002, p. 56)Additionally, co-workers who see their colleagues abused more often leave their jobs as a result of their contact with bullying than non-exposed workers. Conclusion: Bulling is regarded as obsessive and compulsive behaviour. Due to this bulling effect there will be low self esteem low self confidence, In order to eliminate bullying at work, organizations need to take steps against elimination of bullying otherwise it affects morale and effectiveness of employee (Randall, 1997). It is important to speak with someone who solves the problem informally like trade union official or human resources department otherwise manages or supervisor some employees are specially trained to solve harassment problems they are called harassment advisers to face problems they are called harassment advisers to face problem at work in ordered to get good output. Reference Cooper, C.L. Einarsen, S. Hoel, H. Zapf, D. (2003, p.130) Bullying and Emotional Abuse in the Work Place : International Perspective in Research and Practice. Taylor Francis Inc. Einarsen, S. (1999). The nature and causes of bullying at work. International Journal of Manpower , 20 (1/2), 16_/27. Einarsen, S., Skogstad, A. (1996). Bullying at work: Epidemiological findings in public and private organizations. European Journal of Work and Organizational Psychology, 5(2), 185-201. Randall, P. (2001) Bullying in Adulthood: Assessing the Bullies and Their Victims. New York: Brunner-Rutledge Coyne, I., Seigne, E. and Randall, P. (2000) Predicting workplace victim status from personality. European Journal of Work and Organizational Psychology, Vol. 9, pp 335-49. Forsyth, D. R. (2006). Group dynamics(4th Ed.). Belmont, CA: Thomson Wadsworth. http://www.inicio.ie/Bullying%20at%20Work.pdf Hoel, H., Cooper, C. L. (2000). Destructive conflict and bullying at work. Manchester, UK: Manchester School of Management. Rayner, C. (1997). The incidence of workplace bullying. Journal of Community and Applied Social Psychology, 7, 199-208. Besag, v. (1989), bullies and their victims in schools, Open University press, Milton Keynes. Randall, P. (1997), Adult bullying: perpetrators and victims, Routledge, London and New York. Drawing on recent research, compare and contrast the effectiveness of primary and secondary/tertiary stress management strategies in improving employee wellbeing. The stress in relation to work is a significant and is considered an important barrier for a variable such as job satisfaction and also to act better in psychosocial activities. According to Cox et al (2002), about 60% of the people are losing their job and not going to work because of the stress. According to the statistics of European foundation (2000), shows that there are 15% of employees complains about the headache, 25% of them indicate the symptoms of pains in neck and shoulders, 23% cases because of fatigue, 28% cause because of stress and 33% because of backache. Also, an employee assistance programmers laid an importance to provide the counseling to the employees who are suffering from stress or have difficulties related to the work-life balance and problems related to alcohol and drug intake. According to Jones et al. (1998), a survey being done in UK, showed that about 27% of the workers suffered from psychological problems such as anxiety and depression, and also stress caused many people to give up their jobs and about 20 working days were lost. In an another survey by US called as National health interview survey, found out that about millions of employees suffer from mental stress at their work place which effect their health. According to Antai-Otong (2001), stress effected and added few more problems such as burnout, other chronic problems which ultimately affected their job performance and lower down the productivity and also, lowering down their morale. The literature has also shown many longitudinal studies been done on intervention of stress management at workplace, therefore literature also talked about the cross sectional studies but could not successfully tackle out the issues and also long lasting effect of the interventions could not be seen. The stress management interventions fall under three categories which are: primary intervention, secondary intervention and finally tertiary intervention. The primary intervention aim at the redesigning, changing the work systems and changing the entire structure of organization. Therefore, it aims at primarily removing the stressor or the thing that cause to create the stress at the work place. The intervention at the primary level facilitates and increases the control over the job and also the environment at their work place and also this in turn reduces the stressors, therefore by increasing the satisfaction of the workers and their well being too. This all includes giving the proper and good working hours and the shifts patterns, and also the description of the role should be clear enough so that no stress can be laid upon the workers. According to Lazarus (2000), the primary interventions are related to the copying strategies which are problem focused and therefore reduces the causes and different sources of stress. The next intervention called secondary intervention aims at modifying the stressors which are expected or predicted and causes stress at work place. The secondary intervention, unlike primary deals with the experiences related to the stress and not by stress, as a word, for example, the coping such as emotional focused aims at reducing the emotional state related to the stress at the work place and minimizing and reducing the stressor from the person, who is experiencing the stress. Apart from this, the secondary intervention involves stress management training, social support, biofeedback etc. According to Allen et al (1999) explored and stated that experience does matter and that help in helping new employees and feel them comfortable so that they may not feel the stress at high level and thus encourage socialization. Also, a correlation was calculated and it was seen that there was a negative correlation between the socialization and stress at work. Therefore, we can say that supp ort and relationship between colleagues and peer relation at work place is so important. Social support is therefore important by making contacts with people who are directly or indirectly related to their work place. Jones et al., (2000) did a study in the hospitals to see the impact of the stress management on the employers. These programs helped to improve the skills to cope with the stress and other relaxation techniques were also used. Thereafter, it was also seen that after couple of months, there was a fall in the medication. Then thereafter, a follow up was taken for 2 years and less negligence was seen after the program of stress management was undertaken. The third and the final intervention is the tertiary intervention. According to Quick et al., (1997), tertiary interventions includes the programs such as counseling, psychotherapy and employee assistant programs As discussed at the starting various programs, employee assistance programs (EAP) has been used to tackle the behaviour which are injurious to health such as alcohol intake or problems related to drug intake, however EAPs have been successful with such patients. Sadri (1991) found in the study that the progress has been seen among the employees by enhancing their self esteem and progress have been found in their mental health state. More studies have been found that have seen that more interventions of stress management. Murphy (1996) did a review on the stress management intervention among the employers at their work place such as B.P., anxiety and other psychological problems. The techniques such as cognitive behavioral techniques, meditation, biofeedback and other strategies were reviewed, whereas meditation showed a positive and consistent results but it is hardly used in the organizations. Techniques such as cognitive behavioral strategies and relaxation reported to be successful. Also, there was a consistent and positive result among the various techniques altogether, therefore, their combination proved to be more effective than using any single strategy. Therefore, according to Quick et al., (1997), it would be suitable to say that primary interventions are the most convenient and best method of intervention because they are actively involved in eliminating the causes of stress, but secondary and tertiary approaches do help in stress management but they are only limited in removing the sources of stress but not the stress itself and this is where primary intervention plays an important role in eliminating the stress itself.

Maybe :: Essays Papers

Maybe It is extremely difficult to peer up into the heavens on a dark, clear night and not wonder if there are others, somewhere up there, wondering the same thing. The expanse is overwhelming, even before scientists spout their estimates and approximations. The grain-of-sand analogies don’t seem to say any more than we already know. It’s big. It’s real big. And each pinpoint of light seems to have the same answer for our questioning eyes: Maybe. If you just felt a rush of wonder, a breath of intellectual curiosity, then you just fell victim to an emotional literary technique. Though my intent was not to persuade you to any one point of view on extra-terrestrial life, I was trying to capture your attention as an audience. My attempt was not overly zealous because that would have worked against me. I tried to calculate it so as to engage your imagination without insulting your intelligence. It is a stratagem that is commonly used by those members of a profession based on logic whose target audience has a relatively high level of expected knowledge. Is there life somewhere else in the Universe? We don’t really know. The truth is, we won’t know until we’ve either found life, or we’ve searched every star in vain. Recent technological and strategical advancements have helped our attempt to answer this ultimate question. Though the resulting optimism may precede itself, it is, nonetheless, refreshing. An April 1996 article entitled â€Å"Searching For Life On Other Planets,† published by Scientific American, suggests that we will very likely have answers in the next decade. Making such a speculation without immediately losing all credibility is a feat that this article and its authors accomplish remarkably well. Every text, no matter what the field or subject, must persuade its reader in some form or another. Even small articles, written solely with the intent to inform, must persuade the reader that what they have written is true. Professors Roger Angel and Neville Woolf utilize logical appeal, or logos, during the majority of â€Å"Searching for Life on Other Planets† to obtain this end. That is to say, they created the article using systematic documentation and well-known example.

Carl Gustav Jung Essay -- Biographies Research Psychology Essays

Carl Gustav Jung Carl Gustav Jung (1875-1961) was born on July 26, in the small village of Kesswil on Lake Constance. He was named after his grandfather, a professor of medicine at the University of Basel. He was the oldest child and only surviving son of a Swiss Reform pastor. Carl attended the University of Basel and decided to go into the field of psychiatry after reading a book that caught his interest. Jung became an assistant at the Burgholzli Mental hospital, a famous medical hospital in Zurich. He studied under, and was influenced by Eugen Bleuler, a famous psychiatrist who defined schizophrenia. Jung was also influenced by Freud, with whom he later became good friends. Their relationship ended when Jung wrote a book called "Symbols of Transformation." Jung disagreed with Freud's fundamental idea that a symbol is a disguised representation of a repressed wish (Heaney, 1994). After splitting up with Freud, Jung had a 2 year period of non-productivity, but then he came out with his "Psychological Types," a famous work. He went on several trips to learn about primitive societies and archetypes. His explorations included trips to Africa, New Mexico to study Pueblo Indians, and to India and Ceylon to study eastern philosophy. He studied religious and occult beliefs like I Ching, a Chinese method of fortune telling. Alchemy became one of his interests during his journeys. His book, "P sychology and Alchemy," published in 1944, is among his most important writings. In this study, he told about the human mind. One of his methods was word association. This is when a person is given a series of words and asked to respond to them. Abnormal response or hesitation can mean that the person has a complex about that word. His basic belief was in complex or analytical psychology. The goal is psychosynthesis, or the unification and differentiation of the psyche (mind). He believed that the mind started out as a whole and should stay that way. That answered structural, dynamic, developmental questions. Jung is best known for his theory of "The three levels of the mind" (Aurelio, 1995). Discussion The three levels of the mind theory includes the ego (conscious), personal unconscious, and collective unconscious. The conscious level serves four functions. It is the part of the personality that carries out normal daily activities: thinking, feeling, sensing, an... ...a shattering of a personality (Heaney, 1994). I decided to do my research on Carl Jung because he is not discussed much in the textbook. I find his theory of conscious and unconscious very interesting. I believe the thoughts of persona and ego without a doubt. When one's ego is shot down, a person can tend to develop a complex about it. I also agree that people tend to have a different persona based on where they are at and how they are expected to act around certain people. Works Cited: Aurelio, Jeanne M. (1995). Using Jungian archetypes to explore deeper levels of organizational  Ã‚  Ã‚  Ã‚  Ã‚  culture. Journal of Management Inquiry, 4, 347-369. Heaney, Liam F. (1994). Freud, Jung and Joyce: Conscious connections. Contemporary Review,  Ã‚  Ã‚  Ã‚  Ã‚  265, 28-32. Jurkevich, Gayana. (1991). Unamuno's intrahistoria and Jung's collective unconscious: parallels,  Ã‚  Ã‚  Ã‚  Ã‚  convergences, and common. Comparative Literature, 43, 43-60. Kremer, Jurgen W. (1999). Facing the collective shadow. Revision, 22, 2-5. Mannis, Robert F. (1997). Jung and his shadow. Utne Reader, 84, 91-94. Neher, Andrew. (1996). Jung's theory of archetypes: a critiques. Journal of Humanistic  Ã‚  Ã‚  Ã‚  Ã‚  Psychology, 36, 61-92. Carl Gustav Jung Essay -- Biographies Research Psychology Essays Carl Gustav Jung Carl Gustav Jung (1875-1961) was born on July 26, in the small village of Kesswil on Lake Constance. He was named after his grandfather, a professor of medicine at the University of Basel. He was the oldest child and only surviving son of a Swiss Reform pastor. Carl attended the University of Basel and decided to go into the field of psychiatry after reading a book that caught his interest. Jung became an assistant at the Burgholzli Mental hospital, a famous medical hospital in Zurich. He studied under, and was influenced by Eugen Bleuler, a famous psychiatrist who defined schizophrenia. Jung was also influenced by Freud, with whom he later became good friends. Their relationship ended when Jung wrote a book called "Symbols of Transformation." Jung disagreed with Freud's fundamental idea that a symbol is a disguised representation of a repressed wish (Heaney, 1994). After splitting up with Freud, Jung had a 2 year period of non-productivity, but then he came out with his "Psychological Types," a famous work. He went on several trips to learn about primitive societies and archetypes. His explorations included trips to Africa, New Mexico to study Pueblo Indians, and to India and Ceylon to study eastern philosophy. He studied religious and occult beliefs like I Ching, a Chinese method of fortune telling. Alchemy became one of his interests during his journeys. His book, "P sychology and Alchemy," published in 1944, is among his most important writings. In this study, he told about the human mind. One of his methods was word association. This is when a person is given a series of words and asked to respond to them. Abnormal response or hesitation can mean that the person has a complex about that word. His basic belief was in complex or analytical psychology. The goal is psychosynthesis, or the unification and differentiation of the psyche (mind). He believed that the mind started out as a whole and should stay that way. That answered structural, dynamic, developmental questions. Jung is best known for his theory of "The three levels of the mind" (Aurelio, 1995). Discussion The three levels of the mind theory includes the ego (conscious), personal unconscious, and collective unconscious. The conscious level serves four functions. It is the part of the personality that carries out normal daily activities: thinking, feeling, sensing, an... ...a shattering of a personality (Heaney, 1994). I decided to do my research on Carl Jung because he is not discussed much in the textbook. I find his theory of conscious and unconscious very interesting. I believe the thoughts of persona and ego without a doubt. When one's ego is shot down, a person can tend to develop a complex about it. I also agree that people tend to have a different persona based on where they are at and how they are expected to act around certain people. Works Cited: Aurelio, Jeanne M. (1995). Using Jungian archetypes to explore deeper levels of organizational  Ã‚  Ã‚  Ã‚  Ã‚  culture. Journal of Management Inquiry, 4, 347-369. Heaney, Liam F. (1994). Freud, Jung and Joyce: Conscious connections. Contemporary Review,  Ã‚  Ã‚  Ã‚  Ã‚  265, 28-32. Jurkevich, Gayana. (1991). Unamuno's intrahistoria and Jung's collective unconscious: parallels,  Ã‚  Ã‚  Ã‚  Ã‚  convergences, and common. Comparative Literature, 43, 43-60. Kremer, Jurgen W. (1999). Facing the collective shadow. Revision, 22, 2-5. Mannis, Robert F. (1997). Jung and his shadow. Utne Reader, 84, 91-94. Neher, Andrew. (1996). Jung's theory of archetypes: a critiques. Journal of Humanistic  Ã‚  Ã‚  Ã‚  Ã‚  Psychology, 36, 61-92.

Anicent History Pompeii- Trade & Commerce

Trade and Commerce in Pompeii Before the tragic eruption on Pompeii it was a well established thriving market town situated right on the coast of Italy that was very advanced for its age. Evidence throughout the town suggests that Pompeii had a healthy commercial life but there has been little evidence of manufacturing and trade although still enough to show the importations and exportations of the town providing archaeologist with a sufficient amount to have a great knowledge and understanding of what life was like in Pompeii in terms of their trade and commerce.Pompeii was known as the trade centre of southern Campania for around 600 years and traded with various areas around northern Italy which involved the importation and exportation of goods. The geological positioning made it ideal for trade having a great access to the Mediterranean shipping as well as the Sarno River allowing access to other smaller towns. The harbour was constantly active with ships merchants and sailors ke eping the industry flowing.The trade industry was severed as a leveller in society which had even concerned the elite. Investigations have shown the most prominent exportations of Pompeii were pottery, garum (fish-source), wine and olive oil. Workshop production was on a small scale so very few goods were produced to be exported. Despite their local producers there is evidence of a limited range of imported goods such as pottery from Gual, lamps from northern parts of Italy, wine from Spain, Sicily and Crete, and would even get oil from southern Spain.Most producers would trade their merchandise with negotiators in exchanges for goods from other regions. The majority Pompeian imports and export goods of Pompeian origin have been found throughout the Roman Empire but mostly within the city itself which reinforces the fact that the trade industry was not comprehensive yet has been able to supply evidence that there was an active trade industry.Where as the trade industry can be contra sted with the commercial life of Pompeii, as it was bustling with the towns desire of profit it was accumulating great wealth which has a substantial amount of evidence providing support such as 600 excavated privately owned shops, bars, workshops and inns, the city controlled markets around the forum, epigraphic evidence of the number of guilds of tradesmen and retailers, and inscriptions on walls and floors paying tribute to the pursuit of profit and so much more. The commerce in Pompeii was conducted in public buildings in nd around the forum for marketing and private shops that extended along the main street the goods sold in these shops were sometimes brought from local merchants but mainly made on the premises or in adjoining workshops. The common commercial shops are the fullers and dryers, vinryards and wine production, graum the fish sauce production and bakeries as you can see they are dominate by food. The main food market was in the north-east corner of the forum the â⠂¬Ëœmacellum’ around perimeter was where the small shops and stalls.Fresh produce from local farms were sold throughout here of raw and prepared foods such as graum, olive-oil, wine, fruit and vegetables. Food shops being the msot common along the streets of Pompeii with the majority selling hot foods and drinks which are known as ‘thermopolia’ that has already been 130 excavated providing evidence of a large food industry. Taverns were also had a big contribution but has only had 20 excavated, these were known as ‘cauponau’. These food shops and the trade industry involving lots of local produce has clearly helped keep the commercial life flourishing in Pompeii.Outside the temple of Apollo near the ‘macellum’ a limestone table containing an official set of weights and measurements where market goods can be tested, there are early inscriptions that show Oscan weights and measurement were first used then the table was mortified for the Ro man standards this was set up near to markets in the forum and is known as ‘mensa ponderaria’. This is evidence that there was a well run economy, and everyone had the same amount for what they pay for keeping it equal while allowing the commercial life to run smoother in terms of the food industry.Lastly two collections of carbonised waxed wooden tablets had been excavated recording a wide collection of various business transactions. 154 of these tablets were found in the house of the banker Lucius Caecilius Jucundus, these were records of receipts of rents and loans. The other collection of around 120 waxed tablets were found belonging to the Sulpicii which was a firm of freedmen working as financiers more than 80 of the tablets reveal different kinds of business documents composed of contracts of sales, loans, leases, accounts and many more and the other 40 of them report of judicial matters, oaths and court proceedings.Which is again more evidence support that was a thriving commercial life in Pompeii. In conclusion there has been a substantial amount of excavated archaeological evidence as well as found artefacts tracing back to Pompeii to provide people of the modern age with enough information to gain a greater knowledge and understanding of how life was really like in the town of Pompeii of an active but not extensive trade industry and a healthy commercial life, the town was flourishing before it was buried but the eruption and lost hundreds of years.