The VeriFone Company

Background VeriFone Corporation was founded in 1981 by William Melton. This company started specializing in the automation and delivery of â€Å"secure payment† and other payment-related transactions to several markets from the time it was set up. The limits for the company’s business operations were set by its mission.Advertising We will write a custom case study sample on The VeriFone Company’s Organizational and Operational Issues specifically for you for only $16.05 $11/page Learn More The company’s mission was; â€Å"to create and lead the transaction automation industry worldwide† (Stoddard, Donnellon and Nolan 2). The founder of VeriFone Corporation was an entrepreneur who had a habit of hating structure and bureaucracy. At the time he founded the company, it started by offering simple electronic check verification systems. A short time later, the company widened its base and started offering â€Å"low-cost, ter minal systems for the retail end of credit card and check authorization† (Stoddard, Donnellon and Nolan 2). Later on, in the year 1997, the company was offering a wider range of products which included â€Å"smart card technology for merchants, internet payments solutions for merchants, banks and consumers, client/server payment processing solutions for financial institutions, and products to enable the emerging consumer home banking marketplace† (Stoddard, Donnellon and Nolan 2). Before the year 1996 ended, the company had engaged in the distribution of over 5 million transaction automation systems that had in turn been installed in more than one hundred nations across the world. The revenue that was received by the company in 1996 was more than four hundred and seventy million dollars and the profit was over thirty nine million. This was a quite remarkable performance. VeriFone grew rapidly starting from the early 1990s all through to the mid-1990s and during that per iod, the annual growth rate was in excess of 25 percent. The company has been driven by research and development. The research and development in the company has â€Å"consistently exceeded 10 percent of sales since the company’s founding† (Stoddard, Donnellon and Nolan 3). Market Analysis The company operated in a competitive market whereby other operators offering similar products gave it some stiff competition. Operating in such an environment requires a company to move first and to come up with the best strategies that can enable it to win the competition. In this line, VeriFone put in place appropriate measures that enabled it to remain ahead of the competition. The company’s traditional terminal and printer products received competition from products that were offered by vendors such as Hypercom. More so, in regard to the smart card market, the company received competition from companies like Schlumberger and Diebold.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Considering the virtual world, several start-up and traditional companies existed which looked for ways to define that marketplace. This company had to counter all these. According to Stoddard, Donnellon and Nolan, basing on a research report that was released by the International Data Corp, a research firm based in Massachusetts, â€Å"the internet portion of the electronics commerce market alone was expected to reach $95 billion in the United States by the year 2000† (Stoddard, Donnellon and Nolan 3). VeriFone’s manufacturing facilities are established close to global manufacturing excellence centers. This is what enabled it become market leaders. In the year 1998, each month, they were delivering about 122, 000 systems. The leadership position held by this company in secure payment solutions came to be noticed by many and among these was Hewlett Packard. The Hewlett Packard Company acquired VeriFone at a cost of 1.9 billion dollars and this took place on 25th June in 1997. In the course of the entire 1990s, VeriFone â€Å"has consistently held market shares in excess of 60 percent; being four times the size of their nearest competitor† (Stoddard, Donnellon and Nolan 3). Some players in the financial sector were stunned by the arrangement made by Hewlett Packard with VeriFone of the one-for-one swap. It is reported that one employee of VeriFone noted that, â€Å"HP purchased us for our internet products and strategy†¦however, today those products generate less than 10 percent of our revenue† (Stoddard, Donnellon and Nolan 3). The analysts who understand the payment industry and familiar with VeriFone, held a belief that Hewlett Packard made a very shrewd decision to â€Å"invest in a small, entrepreneurial business organization which has global leadership in high growth markets† (Stoddard, Donnellon and Nolan 3) . Considering this clearly, the move taken by HP to acquire VeriFone, a company that was performing well in the global market, would serve to help it to improve its performance. Strategic Analysis The company has a number of core values and they include; â€Å"commitment to excellence, dedication to customer needs, promotion of teamwork, recognition of the individual, a global mindset, and ethical conduct† (Stoddard, Donnellon and Nolan 5). These values were instilled by Melton and other founders of the organization. A larger number of these values illustrated the company’s culture in the year 1997. Immediately after Tyabji came to office as the company’s president in 1986, he deliberately took measures to speak out these values over and over again in order for them to remain at the heart of VeriFone’s internal as well as external activities. This leader took an initiative to personally write a corporate philosophy manual and did not get tired â€Å"evan gelizing† about this philosophy to the employees in the company.Advertising We will write a custom case study sample on The VeriFone Company’s Organizational and Operational Issues specifically for you for only $16.05 $11/page Learn More He influenced the management to set up other new ways that could be used to pass over information about the corporate values and offering â€Å"guidance to the far-flung work force† (Stoddard, Donnellon and Nolan 5). Such a move is quite remarkable and an organization that undertakes this improves its performance to a high level. Embracing the company’s values by the employees and the management plays a major role towards achieving the organization’s objectives. This company’s enthusiasm to discover the customer needs in order to satisfy them was produced and seean in a number of ways. On a constant basis, the top management was basically having two questions: â€Å"where is the customer’s pain? Can VeriFone generate some income by lessening or doing away with this pain?†(Stoddard, Donnellon and Nolan 4). For any company to succeed, it needs to identify a need among the consumers and strive to satisfy that need and the company is in turn rewarded in the form of the profits that are realized through high demand for the product that serves to satisfy the need of the customers. The company seeks to avail the product to the customer, ensuring that this customer is well informed and obtains the product in the most convenient way possible. VeriFone put facilities close to the markets that were coming up and the technical employees were requested to take trips to where the customers were in order to familiarize themselves with them. The principles that drove product design at VeriFone included high volume, reliability, and value and low cost. The combination of the company’s customer responsiveness culture and its IT capacity always produced g reat results. This can be illustrated by pointing out one incident that took place. A new sales representative, who was operating in Greece, was given information by a large client that a company’s competitor had engaged in raising concerns about the expertise in debit cards that VeriFone had. The sales rep sent an email to the company requesting for information concerning debit installations and any references which could assist him to make the sale. Within a period of 24 hours, he had received 16 responses and ten references. The day that followed, being now in a position to say that VeriFone had four hundred thousand installations all over the world, the sales rep closed a very big deal with the Greek bank (Stoddard, Donnellon and Nolan 4). In the present business world, another important concept that is assisting the organizations to win a competitive advantage is knowledge management. Information has to be shared across the company and this is what had enabled VeriFone t o widen its customer base and increase sales.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More In the year 1997, there were three sales organizations which were geographically-based. In the U.S, VeriFone delivered its secure payment system products directly to â€Å"major retailers, petroleum companies, convenience stores, banks, and transaction processors, and indirectly to retail merchants, healthcare providers and government agencies through a variety of distribution channels† (Stoddard, Donnellon and Nolan 4). In other regions such as Europe, Africa, the Middle East, Asia, Canada and Latin America, the selling of this company’s systems solution was done in a direct manner to the merchant service providers and it was also done directly through a network of distributors referred to as â€Å"VeriFone International Partners† (Stoddard, Donnellon and Nolan 4). Moreover, VeriFone client/server and network management software products, as well as its systems integration services for the internet, were directly sold to the financial institutions, processors a s well as to retail organizations (Stoddard, Donnellon and Nolan 4). The choice of the way to distribute and sale products depend on some factors. A successful organization is the one that chooses the right distribution channels and VeriFone has proved to be one of them. As the significance of a company’s product increases, the company has to take appropriate measures to respond accordingly in order to continue serving customers effectively. After recognizing that the importance of software and services was increasing, the company added two more business groups. One of them was the ‘Centum Consulting Group’ which was formed in the year 1996 in order for it to offer advisory services to the clients in regard to the electronic payment strategies and alternatives. The other one was Professional Services group which assisted in designing, building, supporting and managing electronic payment solutions for the VeriFone’s clients (Stoddard, Donnellon and Nolan 4) . Operations Management Each and every company operating in whichever industry has to develop a particular culture that has to be adopted by the employees and the management in order for it to be successful in its operations. VeriFone developed a culture of sticking closely to its values that it set up. Since its inception, the company’s management has identified â€Å"individualism† as being a starting point of inventiveness. The formalization of this practice was carried out in the year 1987 with, as pointed out by Stoddard, Donnellon and Nola, â€Å"the philosophy document publication which stated clearly that; the people who know best how the job should be done are the ones doing it. We involve employees directly in the management of their own areas of responsibility†(Stoddard, Donnellon and Nolan 5). When the employee described what it was like being an employee at VeriFone, they characteristically gave out comments which served to give evidence that the co mpany was actually dedicated to this deal. An example is given of one employee who was asked about what he felt was special about the VeriFone Company in which the response was that; â€Å"the people, its culture of urgency and the autonomy to do your own things† (Stoddard, Donnellon and Nolan 5). When the senior vice president in charge of global marketing and software division, Lloyd, was asked to comment about the company after being there for one a half a years, his response was; â€Å"VeriFone is the biggest start-up that I have ever seen. There are pockets of innovation everywhere† (Stoddard, Donnellon and Nolan 5). As it may be established, this company developed a culture that promoted commitment among the employees and the management towards achieving the set goals. Any organization that offers a chance to its employees to be innovative is in a better position to identifying and capitalizing on opportunities and in turn achieving high performance. It was point ed out by one senior executive in the company that the best description that can be given to VeriFone environment is that it is an entrepreneurial one. Those executives who attain success at this company are normally those who are driven to succeed and those who obtain self-esteem from the work they do. The company has a workaholic culture (Stoddard, Donnellon and Nolan 5). It was also pointed out by another manager in the company that those in the management positions at VeriFone are not told what they are supposed to do. â€Å"They are held accountable for their actions/performance but this is an environment where people are rewarded for taking risks and trying new things† (Stoddard, Donnellon and Nolan 5). Allowing people in an organization to come up with and to present new ideas or being innovative and in turn rewarding them for their positive contributions encourages them to work even harder with much enthusiasm to ensure the company’s goals and objectives are ac hieved. There is need to put in place some clear incentive plans. Employees who are motivated feels they are part and parcel of the team and will always work hard to ensure the team wins. Some incentive plans were put in place for the company’s employees as well as for the executives. In the year 1995, there was introducing of a profit sharing plan. Under this plan, the company’s employees were given a payout equivalent to approximately 5 working days of base salary earnings in a situation where the company would have achieved its â€Å"target net income after taxes equal to 9% revenue† (Stoddard, Donnellon and Nolan 7). On the other hand, the incentive plan for the executives was not similar to this one. A description was given by one of the executives that; â€Å"the profit-sharing plan encourages innovation and risk taking†¦..the benefits of succeeding are very great and the penalties for failing are not so great as to discourage you† (Stoddard, D onnellon and Nolan 10). For those executive having significant business unit responsibilities, the company’s plan offers bonuses on a â€Å"steeply ascending sliding scale† beginning from a minimum of 10 percent o a maximum of 100% of salary for going beyond the financial objectives for the net income as well as EVA. It is noted that, †there are no financial consequences for not meeting objectives, but everyone knew Tyabji noted and remembered such performance disappointments† (Stoddard, Donnellon and Nolan 7). The success of this company and subsequent market leadership can as well be attributed to such incentive plans. Opportunities and Challenges Globalization has caused great changes in the global market. These changes have brought in opportunities which the business organizations have capitalized on as well as challenges that organizations have been trying to overcome. Considering the case of the industry in which VeriFone has been operating, it is rea lized that, following the increasing globalization; the nature of electronic payments are expanding at a very high rate, with the technologies that are coming up creating new opportunities in the markets such as; internet and consumer systems. In the year 1996, it was pointed out by the Company’s Chairman, CEO and President, Hatim Tybji, in the letter he wrote to the shareholders that; being the world leader in electronic payment systems, VeriFone Company is in a better position of leveraging its competencies, the company’s clients and technology partner relationships, and its resources in pursuit of these opportunities. He is quoted to have said â€Å"†¦.just as we made ‘Slide and Go’ credit and debit card transactions fast, secure and easy, we are aiming to make ‘Click and Go’ secure internet transactions a standard payment solution† (Stoddard, Donnellon and Nolan 1). In the year 1997, during the month of July, the VeriFone Compa ny went through a transition. It was at this point that HP acquired it and the various internet strategic alliances â€Å"positioned VeriFone for the future† (Stoddard, Donnellon and Nolan 1). However, management challenges came in at this point following the changing nature of the company’s products. It is reported that one of the company’s employees pointed out that: â€Å"Historically VeriFone sold gray boxes. Today, we are selling client/server Java-based systems and a myriad of peripheral devices. The skills that a sales person needs to be successful are fundamentally different†( Stoddard, Donnellon and Nolan 1). While the company’s president looked to the future, he had to make sure that the company had the suitable sales force as well as resources to develop and sale the company’s future products as well as services in the global market. Financial Management Every organization engages in managing and controlling its fiancà ©s to ensu re effective operation and each organization may set up its own unique plan depending on the decisions made by the management. The annual planning process in VeriFone Company commenced with the senior management setting up a three-year plan. â€Å"The financial targets for Economic Value Added (EVA), revenue and GM were then proposed for and negotiated with, each business unit† (Stoddard, Donnellon and Nolan 8). The tracking of performance was carried out on a weekly basis by the controllers and there was sharing of this with the top 250 individuals within the company (Stoddard, Donnellon and Nolan 8). The introduction of the EVA measure had just been done recently as an executive performance measure. This one encompassed the fixed assets measures, accounts receivable and inventory management and it constituted a half of the bonus of an executive. This half or 50 percent was on the basis of the revenues and the contribution margins. Zaelit, the company’s senior vice pr esident in charge of the Finance and Administration Division, characterized the company’s controls generally as â€Å"fluid and relevant† (Stoddard, Donnellon and Nolan 8). The company’s senior vice president for Global Marketing and development, Lloyd Mahaffey, pointed out that; whereas the business metrics are of great significance, on the other hand, they were not necessarily the best effectiveness measures in the market. Lloyd Mahaffey went on to give a description of a set of marketing activities which he referred to as â€Å"constantly tuning in to the market† (Stoddard, Donnellon and Nolan 8). The accomplishment of this tuning was realized through sending e-mails, having face-to-face communication with the clients, making conference calls with the field representatives, reading information on customers, the competitors, and channels as well as information on technology. Lloyd’s direct reports gave weekly revenue projections, the contribution margin, fresh business prospects and the targeted dates for closing. Control measures are very important for any company. When appropriately applied, they assist in reducing costs and improving performance. Workers within the organizations are expected to meet particular set targets. The executive vice president in charge of manufacturing and distribution division, Jim Palmer, characterized his control measures in VeriFone in the following manner: My organization is expected to meet costs and dates and exceed quality†¦more explicitly; manufacturing is expected to systematically reduce cost of goods sold and development is expected to release products for production when we said we would. Additionally, it is understood that managers and employers at all levels are expected to meet their commitments and improve. When I review the performance of managers in my organization, 20% of the review is focused on how well we are meeting operating goals, and 80% is focused on what we are doing to improve. We must prevent atrophy (Stoddard, Donnellon and Nolan 8). As it has been established, by 1997, VeriFone had an impressive performance and had a very promising future. In 1996, the company received total revenue of over $470 million and its net profit was over $39 million. This performance was higher than that that had been realized in the precious year (1995). There was a 21 percent increase in the revenues in the year 1996 as compared to the previous year. In 1995, the revenue was about $387 million and the net profit was about $32.5 million. The net profit had also risen by about 21 percent. This was not the starting point for the company’s growth and good performance. The company had grown rapidly starting from the early 1990s all through to the mid-1990s and during that period, the annual growth rate was in excess of 25 percent. Basing on the measures that were being taken by the company and on its past performance record, the company was set to grow ev en more. Conclusion Having an agreement that it will go on operating separately as a wholly-owned subsidiary of HP, the VeriFone Company seemed to be destined towards having continual success. In a similar manner, the strategic alliances in which the company got involved including those with such companies as Netscape and Microsoft among other technology vendors gave a suggestion that this company was well positioned. While the company’s president, Tyabji, together with the company’s senior management team forecasted in to the future; their intention was to ensure their attention was focused to make sure that the company remained to be a leader in the payments marketplace. The organizational as well as the operational issues were in the forefront of what they had in mind. Works Cited Stoddard, Donna, Donnellon Anne, and Nolan Richard. â€Å"VeriFone (1997)†. Harvard Business School Review 398.30 (1999): 1- 20. This case study on The VeriFone Company’s Organizational and Operational Issues was written and submitted by user Lauren O. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Research Paper on Multiple Sclerosis

Research Paper on Multiple Sclerosis Introduction Multiple Sclerosis is a demyelization disorder of the central nervous system and the spinal cord; which leads to patches of plaques in the regions of the brain and spinal cord. (Stedman’s Medical Dictionary, 2000) There are many types of multiple sclerosis, however the severity and type of multiple sclerosis depends upon the size and location of the plaque. There are five common types of multiple sclerosis: Benign Sensory multiple sclerosis, which is a form of multiple sclerosis that does not get worse and is usually accompanied with numbness and blurred vision. Benign exacerbating/remission Multiple Sclerosis, fluctuates but comes closely back to baseline after the attack. Chronic Relapsing-Progressive Multiple Sclerosis is another type of MS where patients’ symptoms worsen after the attack. Chronic Progressive Multiple Sclerosis is a progressive condition where symptoms get worse without a distinct attack. Acute Progressive Multiple Sclerosis involves a rapidly progressive downhill course, where the symptoms become more and more severe. Causes of multiple sclerosis may vary; however, research has linked many different causes to the onset of MS. Causes may include: a virus causing demyelization, violent trauma to the head or spinal cord, and or an immune system attack which cause the body to attack the myelin sheaths around the neurons in the ascending and descending pathways. The most common symptoms and limitations for multiple sclerosis patients are fatigue, muscle weakness, difficulty walking, and loss of vision (Silverthorn, 1998). Patients may also experience stiffness and spacticity, balance and coordination impairment, bladder or bowel dysfunction, cognitive or emotional disturbances, or pain. Each individual may experience one or more symptoms sporadically, with temporary periods of remission (Whitney, 2001). Thus, limitations depend on the severity of the MS or if the MS is in remission or exacerbation state. Since MS is a neurological disease, many limitations are caused by a lack of neuromuscular control. One limitation for MS patients is spacticity. Since the patient becomes more spastic and loses control of voluntary muscle, it becomes harder for them to control desired movement plans. Gait becomes a problem because the MS patient cannot always control the appropriate muscles needed to effectively and efficiently loco mote. Efficiency of movement is also a limitation among patients with MS. Most MS patients become tired or weak due the amount of energy it takes to control muscle activity. Weakness is due to poor transmission of electrical impulse, thus server uphill locomotion may only fatigue the nerve and further increase the muscle weakness. However, Randall and Schapiro found that patients with MS who perform well balance exercises that involve weight lifting or repetitive movements of muscles to the point of fatigue do not increase their muscular strength. Rather they increase weakness and fatigue. (Randall Schapiro, 1994) Fatigue is another limitation for patients with MS because it makes it difficult to maintain proper workout intensity. Muscle fatigue leads to unproductive gait as well as putting the patient at a higher risk of injury due to the fact that fatigue often leads to nausea and disorientation. This in turn could lead the MS patient to even higher risk of injuring themselves because they are even less aware of there surrounding environment. Another limitation for MS patients is muscle weakness. For many MS patients pain becomes a major issue as the condition begins to worsen. Thus, this causes muscle to weaken dramatically due to the fact that pain causes the patients to move less, and in turn leads to muscle atrophy. Since there is a decrease in muscle mass and strength the ability, gait also becomes altered. In 1976, Baum and Rothschild found that 123,000 people were reportedly diagnosed with multiple sclerosis. Female were 1.7 times more likely than a male to be diagnosed, and a non-white person was half as likely to be diagnosed versus a white individual. Those living in areas considered as â€Å"high risk† were 1.9 times as likely to be diagnosed with the disease. â€Å"Prevalence rate by age rose sharply from the group below 20 years old to the 30-39 age groups, and then rapidly decreased for those 60 years and older (Baum and Rothschild, 1981).† More recently, from 1990 to 1992, the Centers for Disease Control and Prevention reported 180,000 new cases of MS, with 250,000 to 350,000 Americans living with the disease at that time. Women were stated to be three times more likely than men to get MS (Whitney, 2001). Over time it seems the prevalence of this disease has not increased sharply within the general population of Americans, although the likelihood of a female bein g diagnosed with the disease is increasing. This may be due to environmental or genetic risk factors. Purpose Locomotion is the most basic and yet most essential part of a human transportation. The purpose of this paper is to focus on how Multiple Sclerosis effects gait pattern. Literature Review In a study by Goldfarb Simon 1984, research was conducted for the purpose of looking at the relationship between Amyotrophic MS and walking performance. They studied 7 women and 17 men who were all within normal height/weight ranges (all subjects were within 15 pounds of a standard height weight table). This was used to rule out obesity. Subject’s ages ranged from 31-81 years. Eight muscles were identified for either the swing phase or stance phase. Swing muscles were anterior tibialis, hamstrings, quadriceps and hip flexors; Stance muscles included the gastronomies, quadriceps, adductors, gluteus medius and gluteus maximums. Goldfarb, et al found that patients with Amyotrophic MS spend less time in the swing phase and more time in stance phase. Therefore, walking velocity decreased in patients Amyotrophic MS. They also found there was no correlation between velocity of walking and the following: 1) the number of months since patient was diagnosed, 2) pulmonary function and 3) the type of neurological involvement (Goldfarb Simon 1984). Another study on MS looked at the effects of an aquatic exercise program on gait parameters. 11 patients with MS volunteered for the study but two quit before the final test. All subjects participated in a 10 week aquatic exercise program consisting of aqua-calisthenics and freestyle swimming. Three sixty minute exercise sessions were held each day and exercise intensity was 60% to 75% sub maximal (Gehlsen, et al 1986) Results indicated patients with MS showed decrease in stride length, slower free speed walking rates and higher walking cadence than those patients without MS. They also found that patients with MS have less vertical lift when walking.. Thus, according to there research aquatic fitness programs have no major effect on improving or impairing studied gait parameters. A study by Rodgers et al 1999 also looked at gait characteristic before and after a six month aerobic training program. 18 patients (14 female and 4 male) with different stages of MS were studied. The exercise program consisted of a cycle ergo-meter protocol in which the subjects exercised three times a week for 30 minutes maintaining a heart rate in and around 65 to 70% (Rodgers, et al 1999). The subjects used a combined arm/leg ergo-meter for a total of 24 weeks. They found that there was an increase hip abduction/adduction and internal/external rotation indicating that a specific range of motion pattern was favorable due to exercise. They also found that patients with MS have an increase tightness of the hip flexors. However, because of the nature of the disease they were only able concluded that because neurological decline from MS occurred within the 6 month time frame for several subjects, it was difficult to differentiate the effects of intervention by exercise, form changes in status resulting from progressive of the disease (Rodgers, et al 1999). Frzovic, Morris Vowels 2000 looked at standing balance performance in patients with MS. Twenty eight subjects were used, 14 with MS and 14 without MS (14 control subject matched for age, gender and height). In this study subjects were measured on their standing balance with feet apart, feet together, stride stance, double support stance, single support stance and self generated perturbations. Results illustrated that there were no differences between MS and the MS control group on the ability to maintain standing balance with feet apart, feet together or in stride stance. Patients with MS performed more poorly than control subjects in double and single leg stance and in the functional reach test, arm test, step test and in response to external perturbation (Frzovic, Morris Vowels, 2000) Not only was research conducted on the effects of MS on exercise and balance. Research was also conducted on the effects of drugs on MS and its effect on gait parameter. Several forms of treatment for the symptoms and progression of MS are currently being researched. For example, low-dose oral methotrexate (MTX), human interferons (IFNs), and the drug cladribine have all been approved to treat MS. Use of oral methotrexate was studied by Goodkin, et al. (1995) in an attempt to find a drug less toxic than drugs copolymer 1 and interferon beta-1b. A study conducted by Orsnes, Sorensen, Larsen Ravnborg 2000 looked at the effects of baclofen on gait. 14 patients aging from 24-57 were studied. The study was a placebo-controlled, double-blind cross-over study, all patients were either assigned to baclofen or placebo. Doses of 5mg 3 times a day were taken, after 11 days measurements were taken, followed by a two week wash out period. After which the seven placebo patients were given baclofe n and seven baclofen patients were given the placebo. Results revealed that there was no significant difference between baclofen and placebo treatment in postural and gait instability with open and closed eyes (Orsnes, Sorensen, Larsen Ravnborg 2000). Thus, they concluded that the effects of baclofen on gait in treatment of spacticity was not evident in their study Conclusion MS is a severe demyelization disease that has numerous effects on the human body’s functional ability. In the research discussed it is evident that gait patterns in patients with MS are determined by the progression to the disease, rather then exercise and training. Research concluded that aerobic and aquatic training have little to no significance in the maintance of gait patterns in MS patients. Drug therapies have more side effects then benefits. For example, Orsnes, Sorensen, Larsen Ravnborg 2000 found that nine patients reported side effects of fatigue dizziness, nausea, bad temper, diarrhea and more frequent urination. Also the study found that the drug had also little to no effect on maintance of gait patterns. Furthermore, according to the research, destruction of myelin on the axons is thought to be due to the development of lesions in the central nervous system. Loss of myelin makes it difficult for people suffering from Multiple Sclerosis to perform control voluntary movement (gait). This is because the axon potentials that are transmitted from one neuron to another in a healthy individual are lacking the insulation of myelin, which then delays conduction. Impaired walking ability in spastic patients is probably caused by decrease voluntary force in the dorsiflexor muscles, increased passive stiffness of the ankle joint and increased threshold of the stretch reflexes along with impaired modulation of the H-reflex (Sinkjaer, Anderson Nielsen 1996) It is clear that further research must be conducted in order to find a cure or a form of inhabiting the onset of MS. Discovery of a medication that treats all symptoms and slows the progression of the disease internally to improve movement function would be ideal. For many sufferers of MS, the disease goes into remission frequently. With a drug that treats the disease as a whole would allow patients to be able to live symptom free live as well maintain there normal gait pattern.

Hawaii State Unit Study - Geography, State Symbols Facts

Hawaii State Unit Study - Geography, State Symbols Facts These state unit studies are designed to help children learn the geography of the United States and learn factual information about every state.ÃÆ'ƒ‚ÃÆ'‚   These studies are great for children in the public and private education system as well as homeschooled children. Print the United States Map and color each state as you study it. Keep map at the front of your notebook for use with each state. Print the State Information Sheet and fill in the information as you find it. Print the Hawaii State Map and fill in the state capital, large cities and state attractions that you find. Answer the following questions on lined paper in complete sentences. State Capital What is the capital?Virtual Walking TourState Flag What do the eight stripes of white, red, and blue represent?State Flower What is the state flower?Coloring pageState Bird What is the state bird and what does it like to eat?A close up of the State BirdState Fish What is the Hawaiian name for this fish?State Marine Mammal What is Hawaiis state marine mammal?Whale MazeState Tree What is the Hawaiian name and the common name of this tree?State Song Who wrote the state song?State Seal What was the phoenix a symbol of?Picture of state seal.Hawaiis Native Seal What does ilio-holo-i-ka-uaua mean?State Motto What is the state motto and what does it mean? Hawaii Printable Pages - Learn more about Hawaii with these printable worksheets and coloring pages. Hawaii State Symbols Quiz How much do you remember? Did You Know... List two interesting facts. Eight Major Islands - What are the eight major islands? Hawaiian Island Wordsearch Hawaiian Glossary - Learn some Hawaiian terms! Find Your Name in Hawaiian My name is Peweli (Beverly), whats yours? Interactive Hawaiian Dictionary Want to know how to say something in Hawaiian? Hula - Hawaiis Art and Soul Read about the Hula and listen to The Sounds of the Hula. The Big Luau - Read a brief history of the luau, the read da rules, then on to the menu Other Hawaiian Recipes Coloring Pages - Click on a picture to print and color! Wiki-Wiki Scavenger Hunt - Can you find the answers to the questions? (print out and include in notebook) Virtual Field Trips of Hawaii - Pick an island and choose where you want to go! Crossword Puzzle - Do this Hawaii crossword puzzle. Crossword Puzzle - Try your hand at this Marine Life Crossword Puzzle. The Hawaiian Tree Snail - Learn more and do an origami project. The Pacific Green Sea Turtle - Learn more and do an origami project; coloring page. Opihi - The Hawaiian Limpet - Learn more then enjoy these activities: Opihi Origami; Color An Opihi; Opihi Maze Pulelehua - Learn more then enjoy these activities: Make A Pulelehua Origami; Color A Pulelehua; Pulelehua Maze King Kamehameha - Learn about King Kamehameha; coloring page; crossword puzzle. Ocean Diorama - Print and fold marine wildlife and assemble an Ocean Diorama. Hawaii Quiz - How much do you know about Hawaii? Odd Hawaii Law: It used to be illegal to insert pennies is ones ears. Additional Resources: Introducing the email course Our 50 Great States! From Delaware to Hawaii, learn about all 50 states in the order they were admitted to the Union. At the end of 25 weeks (2 states per week), youll have a United States Notebook filled with information about each state; and, if youre up for the challenge, you will try recipes from all 50 states. Will you join me on the journey?

Water first- movie Review Example | Topics and Well Written Essays - 1000 words

Water first- - Movie Review Example The most important attribute of the film is that though it is beyond general comprehension to relate such issues pertaining to women empowerment or combating HIV or AIDS and other contaminated diseases with ecological issue such as water consummation or sustainability, the film co – relates and addresses the same. As water consummation is a serious ecological issues world wide, similarly, women education, empowerment, sanitation and other health related issues are very core matter in the realm of human rights. Fresh drinking water along with minimum facility of health and sanitation is the fundamental human right of every global citizen and this film acts as an eye-opener through the story of Charles Banda, who at a very local level with local initiatives drilled 800 wells in the impoverish country like Malawi. The film talks and conveys a change which is mandatory in the present scenario and encourages education and eradication of poverty, hunger and inequality regarding the privileges and opportunities from which women are deprived in under-developed countries. The documentary named â€Å"Water First† is an attempt and a serious effort taken by the United Nations in educating and awaring people that a simple â€Å"can do† attitude can change everything. A little effort and a great determination can make big differences. The movie encapsulates the local effort of a fireman and transports it to a paradigm which is global. In representing this phenomenon a lot of effort and expertise was essential for conveying the hidden messages and awareness program launched through the movie. United Nations had a particular agenda behind their program â€Å"Millennium Development Goals† or (MDGs). The set goals, which fall under the MDG program launched by United Nations, committed to undertake many development oriented programs under which it was soon understood that the clean water is a major agenda and a very formative issue in the path of

MGT A7 Essay Example | Topics and Well Written Essays - 500 words

MGT A7 - Essay Example Leadership and management are two distinctive functions that an organization should have. They are the Conner stones of success and growth of an organization. There should be a balance between management and leadership of an organization. Kotter article has explained that most companies in United States of America do not have equilibrium the two different functions. A number of corporations within US put more emphasis and attention on management with little attention on leadership. More successful corporations in US seek qualified personnel who posses leadership qualities and employ them to take on crucial roles that require ability to lead well. Such companies balance strong leadership with strong management propelling them to success (Kotter, 2001). Basing on the functions that this article has given to leaders and managers, a successful corporation should have more leaders as compared to managers. This article has cited an example a military setup to explain how leadership is more important than management in an organization. In this example, a peacetime army can succeed with good leadership at the highest ranks. In addition, good leadership at all levels is important to ensure success. This example explains that good leadership at the top hierarchies of an organization determines the success of that organization. All levels of a corporation need to have good leadership to ensure success. An organization should go through with variations in time many changes. Changes within an organization or external changes are unavoidable. A crucial function of leadership is coping with changes within and outside an organization. This is a key function because in the past years there has been a rapid increase in market competition between organizations. Organizations should adopt a number of changes in order to compete successfully with its competitors. Failure to cope up with market changes can lead to collapse of a company due to

The Motivational Issues Of Dominos Pizza

The Motivational Issues Of Dominos Pizza This project proposal is been undertaken to investigate the motivational issues of Dominos Pizza which is located on Queen Street, Auckland, New Zealand. This branch was made in the year of 2009. This research is tremendously valuable as it will provide an in depth detail of the source of the problem which is affecting Domino`s Pizza. This research will exactly pin point the root of the problem and according to the problem measurable decisions can be taken to resolve it. The research process I have used to gather primary data is a combination of both qualitative and quantitative research. Where firstly is questionnaires which I distributed a set of questions to all the low level management employees of the company. Secondly I conduced an interview with Ishwar Chawla who is positioned as a Shift Manger. Then I did a literature review by browsing the internet and gathering information from the company`s official website. Then finally while they were working I was observing them on how they work and perform. After identifying the problem I distributed the questionnaires to the staff members to get it filled where there are total 21 employees but only 10 forms came back to me from the 12 I sent. After gathering the crucial information such as the culture and how things work in Domino`s Pizza; which would help me in my research through literature review. Then I used Maslows Hierarchy of Needs as every person has different needs and they go from physiological or basics needs, safety needs, social needs, esteem needs and self-actualization. From the total number of workers which is 21 the most workers in the business are still on the physiological or safety needs as maximum number of employees are part-time workers from which only 3 of them are full time employees in that branch of Domino` Pizza. Which creates a factor of job security because if there had to be any redundancy the first employees to be layoff will be part-time workers which could be a major demotivating factor to the employees. Then there is a list of strengths and limitation explained about the study or research which I conducted. I have explained the methodology and the relevance using a management theory and I have used four instruments such as interview, questionnaires, literature and observation. The theory I have used is Douglas McGregors theory and I have also drawn up a fishbone diagram for lack of motivation (figure 3). The Primary research results summary is showing signs of motivational issues. There is a communication problem between employees. Then I analyze the data based on the questionnaire results the employees are concerned about the communication pattern that it should be done directly which means face to face rather than putting it on the notice board. Listed down possible solution and their possible consequences. Then I related Herzberg The Two Factor Theory with the findings which motivation and hygiene factors. In the conclusion and recommendation I suggested the possible solution to the problem such as being more democratic and let the employees put some input into the decision making process. To get rid of delays and shortage of resources I suggest to adopt the Just-In-Time concept. Which will avoid overstocking and will have fresh stocks and it will making the production process quicker and efficient. Introduction: Setting Of Project: This is a project proposal and is been carried out to investigate the motivational issues of Domino`s Pizza which is located on Queen Street, Auckland, New Zealand. This is a multinational company which is a fast food restaurant and this branch was established in the year 2009. Domino`s Pizza produces pizza and has an image of fast delivery of the pizza and has a variety of pizza. This company is established worldwide and has many branches in New Zealand. This particular branch is a franchise and it has a multi-divisional structure. It has a decentralized and they have bureaucratic decision-making. The structure will evolve over time with the changes in strategy, degree of diversification, geographic scope and the nature of competition. Research Problem: The major problem identified is Motivation. This is the factor that keeps the employees work efficiently and effectively. Motivation affects the operations or tasks carried out in the company. The company`s only way to be successful is by having a healthy staff which is well motivated and enthusiastic with their roles in the company. Motivation keeps employees active and be productive in the task they perform. I also have my personal interest to doing this assignment on my company. The Importance of this Research: This research is extremely valuable as it will give an in depth detail of the cause of the problem and find out the source of the demotivation which is affecting Domino`s Pizza. This research will exactly pin point the root of the problem and according to the problem measurable decisions can be taken to resolve it. Domino`s Pizza is linked with suppliers where they purchase the ingredients (raw materials) such as pizza base, chicken, pork and much more. Use it to makeup the pizza`s. The absence of motivation impedes the performance of the workforce and therefore they dont accomplish successfully in order to meet their goals to make as much as profit as possible.in this situation administration principles of management functions can be kept in place. These functions are as follows: Controlling Organizing Planning Coordination Commanding The above functions could be the solutions of the problem as they may bring in some positive results to the company in terms of performance and the motivational level of the crew. There can be certain reconstructive changes to gradually eliminate these problems which effects and accurate motivation for team to grow in the correct course. These minor problems need to be solved right now they become enormous and go out of control and lead to a destruction of the company if not taken immediate action. The Aim and Purpose of the Study: The aim of this research is to identify the common business problems which in this case is the motivational issues as it is affecting the company negatively. To keep the crew or workforce highly motivated and keep on training them with new skills which will improve productivity. Also motivate them on an individual level to help them accomplish their personal and company goals or aims. To apply and relate motivation theories to the staff or employees and make production efficient. The aim of this research is to identify the problem, solve it and improve on it. To find out the reasons behind the problem which is causing it. Methodology: Research Process Used to Gather Primary Data: The methods I used to collect information is by four methods and I have combination of both combination of qualitative and quantitative research which means there is both numerical values and statistics and depth understanding of behavior and why they tend to behave in that manner? Firstly was the questionnaires where I kept 10 set of questions and distributed between the 12 employees but I received back only 10 questionnaires filled. This was to see the satisfaction level of the employees with various aspects of the company affecting their work and life. This will show if the company is following the rules and regulations such a minimum wage and maximum number of hours the employees are lead to work. Secondly is the interview which was conducted with the Shift Manager of the Domino`s Pizza Branch on 5/205 Queen Street. The name of the manager is Ishwar Chawla and he is working in Domino`s Pizza since last 4 years. I asked him a different questions but these questions where no completely fixed as it was an interview. They would change according to the answer of the manager. Thirdly is that I used secondary data or literature review which was using the internet to get some details of the company`s goals, missions and values. Such as going to the official website of the company which is (http://www.dominospizza.co.nz/) to have some information about the company. Lastly is through observation. I watched how the employees working coordinating and looking at tasks which they were performing. I agree this method is not that accurate compare to others as the employees make act differently if someone is observing. I did ask a few questions face to face to the workers (unpretentious questions). SWOT Analysis: Domino`s Pizza Strength: Location: it is located in the CBD which attracts maximum number of customers. Brand Name/ Image: it is a multinational company therefore it is well known and well established and does not to get established. Financial: as they are well established and have high revenue they do not have to borrow money to invest in its company for expansion. It will insource and does not require outsourcing to be done. Technology: they have new technology and equipment to make pizza quicker and of better quality. Offers: new offers or innovative various pizza flavors are being launched to maintain their sales. Weakness: Customer Service: they sometimes do not deliver the pizza in time as specified. Demotivation: the staff is not motivated so they are not working efficiently. Allocation of Resources: resources are not allocated or not put together properly. They run out of resources or toppings which delays the delivery time. Opportunities: New types of pizza or flavors are being launched. Low price compared to the competitors prices. Bringing in new products such as Lava cake and muffins. Threats: Competition: competitors of Domino`s Pizza such as Pizza Hut Hells Pizza. Environment: the working environment is not satisfying. The kitchen is not well managed. Information about the Size of the Sample Population and Its Adequacy: After identifying the problem I distributed the questionnaires to the staff members to get it filled where there are total 21 employees but only 10 forms came back to me from the 12 I sent. This means 83.33% of adequacy sampling size was received of the employees received and the rest 2 forms were not given back. This took a lot of time due to tight schedules. Figure Pie Chart What do the employees feel about the working conditionStatistical Techniques: According to the questionnaires it shows that most of the staff voted for the number 4. Which means that they feel it is good which is 60% in percentage.no one kept 1 nor 5 as their rating. 30% of the employees rated 3 and 10% rated 2. This means only small percentage of the employees are demotivated from the factor of working condition. The mode is 4 as it appeared the most. Literature Review: After having a detailed view of the website of Domino`s Pizza (http://www.dominospizza.co.nz/corporate/inside/InsideDominos.aspx). I found out about their vision, mission, food safety and many more crucial information about it which would help me in my research. It explains its culture and how things work in Domino`s Pizza. Figure Maslows Hierarchy of NeedsI will be using Maslows Hierarchy of Needs as every person has different needs and they go from physiological or basics needs going upwards towards self-actualization. Most employees in the company are still on the physiological or safety needs as most these employees are part-time workers. Only 3 employees are full time employees in that branch of Domino` Pizza. Therefore job security is not really there because if there was cost cutting to take place then the part-time employees will be the first ones to be layoff. Which implies that the employees are not motivated and they are always looking for another job and they are sticking to this job just to satisfy their basic needs.C:Usersishant1000DownloadsMaslow_Needs_Hierarchy.jpg Once the employees have satisfied their basic needs which is food, shelter then they would make sure that their job is secured. If they are assured that their jobs will not be lost and the company needs them then they will move towards social needs. Which means making new friends getting along with colleagues and working as a team together which will solve the problem of delayed producing and delivering to the customer. Working together to meet the target faster than expected and receive incentives from the hard work deployed into the work through team work. Then they go for esteem needs which is recognition, reputation and attention any many more. Then finally is self-actualization where he or she wants more responsibilities and wants everyone to trust him or her. Strengths and Limitations of the Study: Strengths: The people who are working are very cooperative and are taking out time to fill up the questionnaires I handed them. The manager had given me access for a week and I could come at any time for doing my research which gives enough time to finish my research easily. As some of my friends work in this company it is easier for me to take crucial and detailed information for the research. As the company is not huge so the information collection section is done very quickly. This means less time wasted. Limitations: Not all the employees are available at the same time as they all have different shifts and different times they come to work for. Which makes data collection more time usual. The manager is not always available. During observation people where acting differently as they knew that they are being watched. Which may have given misleading results. Not all information was exposed or shown to me and was kept close. Methodology and its Relevance Using Management Theory: I have used four instruments such as interview, questionnaires, literature and observation. I gave the questionnaires to the 12 employees working in the small branch of the Domino`s Pizza on Queens Street in which I received 10 questionnaires out of 12 back. Then I did a personal interview with Ishwar Chawla and before doing these two I did an internet research over Domino`s Pizza product range and offers. Then while they were working I was observing them of how they were performing their tasks and I would ask some simple and quick queries or questions while they were working. Figure Fishbone DiagramFigure 3: Fishbone Diagram for lack of Motivation I will be using Douglas McGregors theory according to my research Theory X matches or fits in well. The managers of Domino`s pizza leans towards more upon theory X then Y. This means there less participation of employees and more authorization. Where the workers would try to avoid work and be very lazy and do not want any responsibilities thus they have to be pushed to work for them to work or perform efficiently. This shows that the employees are highly demotivated. The manager is of a Theory X. Figure McGregor Theory X and YFigure 4: McGregor Theory X and Y:C:Usersishant1000Downloadstheory_x_y.gif According to the plan I reviewed the information from the internet and the surveys and according to the plan I had to take at least 5 questionnaires and I have done total 10 and I performed the interview as well and even the observation process. I had a time period of only a week and the plan was of 5 weeks. I managed to undertake all the tasks in 6 days as they were very cooperative and helpful with my research. This boosted my data collection for my research as I did it 4 weeks earlier which gave me more time to analysis the problem in hand and figuring out how to solve it. The relevance of the business problem which maybe lack of motivation could be solved through this research. This could also increase the productivity of the company and become more efficiently. If they have any time management issues; then that issue could be amended by my research result. This could also give solutions of keeping the organizations employees efficient and this means less resources wasted and all the resources will be allocated. The organization will get an idea of how to motivate the employees. This means they will find out the motivation factor. This will help to improve your output and that will increase your profit as the expenses reduced. This research will help the managers to better understand their employees and makes it easy for managing the workers more efficiently. Results and Discussion: Primary Research Results Summary: The study is showing signs of motivational issues. There is a communication problem between employees and there is more of autocratic leadership taking place which means no interaction and contribution in the decision making process. They simply just have to follow orders which could be a problem. They have recently renovated the place and they have made it smaller then before which is making the work place small and uncomfortable. Keeping the employees demotivated as the working environment is unpleasant. Some employees are really working hard but they are not being recognized as they are supposed to. The employees are not told or informed about the long term plans; they are only told about the short-term. The employees are not being recognized for their job well done and the manager is not satisfied with the performance of the workers. There is only one way communication which means no contribution of the employees to the businesses decision making process. This will make them feel invaluable and unwanted by the company which can lead serious demotivation and reduce productivity and quality of the production. This would keep the labor turnover high. Analysis of Data: Based on the questionnaire results the employees are concerned about the communication pattern that it should be done directly which means face to face rather than putting it on the notice board. They also prefer to have a bigger work place so that they can freely move. They also complained about the cleaning procedure as the work place gets very dirty. They clean every 2 hours. They want the company to Introduce some new vegetarian pizza`s for the vegetarian customers. The employees should be given more staff discount as they are working for the company. This will make them feel that they belong somewhere and they will motivated and become more productive which may improve the performance and sales of the branch. Possible Solution: There are particular things which motivates them such as good aptitude and a larger and comfortable place to work at. The management ways must be modified at ground level. A lot of importance is required for smooth communication process. They should get a bigger working place. There should introduce some tangible incentives and appreciation for the work will done of the employee. Possible Consequences: More services will rise costs but as they will get motivated and work more efficiently which will increase profits. This means in the long-term it will be beneficial. They should provide some training to the workers so that they can become more effective. This means it will reduce the time consumption and become specialized in their work. Herzberg The Two Factor Theory: Where there is a motivation factor and hygiene factors. Motivation factors such as achievement should be recognized so that the employee is willing to perform again as he will be recognized for his work well done. They should provide responsibilities to the employees so that they feel valuable and let them give some input in the decision making process. Some employees are working very hard and not being recognized so they should award him or her by giving incentives or give promotion and this will provide personal and position growth. The hygiene factors are factors which have a big role in motivating the staff as it links the business and the employees together. The manager should have interpersonal skills so that they have good interpersonal relationship with the employees. If the employees are supervised they tend to work harder that is why collecting information through observation is not always accurate. The positive factor with Domino`s Pizza according to the employees is that the salary or pay rate per hour is good but many complaint that they work extra hours when you have to close the restaurant and they do not get any extra pay for the hours worked which can lead to demotivated staff. But the staff who closes the restaurant can take the extra pizza`s left. Conclusion Recommendation: After the methodology, the results discussion the problem has been identified and in his I will provide the possible solutions to overcome the problem. These problems have been identified and confirmed by the interview, questionnaire and observation. The manager does not provide the long term plans which they should provide. They should provide both short-term and long-term plans so that the employees know what is going on in the company. The employees need to be motivated so that the use their full potential as the managers want. The manager does not give any tangible awards or incentives. He should give a gift even if it is small but that gift will be valuable for the employee as it will be an appreciation token. The manager should not only see the performance, he should also see the effort he or she is putting in her work and appraise the employee foe the employee. There is no much contribution of staff because the orders come from top level management and those instructions need to be followed; in this case they have to bring in some involvement as they may provide very good ideas to the company and they we fell wanted by the company which will increase their confidence the way they work. Training should be provide regularly so that the employees are productive all the time and resources are not wasted. This will be beneficial as they employees will become multi-tasking. The purpose of this research is to overcome the problems which are affecting the performance and this research is mainly based on the motivational factors which is one of the major part of productivity. If the employees are not motivated then they will not put any effort in their work and this can lead to low quality production. Where quality control is concerned new equipment are needed and this will reduce wastage and utilize resources efficiently. Staff should be provided with annual bonus and appraise them for their work well done. The manager should have a good relationship with the employees to know the employees needs and keep constant communication between the manager and the low level management. The manager should constantly give targets to his subordinates and give some responsibilities so that they would work for it as if it is their own business. They should be trained constantly to inherit them with new techniques and tactics to perform the tasks and try to keep rotation on the tasks so that they do not get bored of doing the same task again and again. They should throw an annual party for the staff as an appreciation of the effort put into their work. This will keep them happy and maintain positive environment around the working place. The problems should be prioritize; the ones which require instant or immediate attention should be solved such as paying extra pay for the extra hours they work for when closing the restaurant and get bigger kitchen and place for the customers sit and have their pizza`s. the employees should be recognized for their hard work. They should adopt the Just-in-time. Is a production strategy that attempts to develop a business return on investment by reducing in-process inventory and associated carrying costs. To meet JIT objectives, the process relies on signals between diverse points in the process, which tell production when to make the following part. They should apply just in time as this will increase the speed of production of pizza`s and the problem of running out of toppings or resources on pit time will be solved because just before the resources finish the next batch will come in. This will reduce the time wasted in waiting for the resources. This will improve the delivery time and keep the customers satisfied. This will reduce congestion which is created at lunch time and weekends. They should expand the work place and get more employees because when there is a lot of customers it becomes very difficult to make the pizza as they are understaff. They should employee more full time workers so that they can supply the demand completely. References ^ Herzberg, F.I. 1987, one more time: How do you motivate employees? Harvard Business Review, Sep/Oct87, Vol. 65 Issue 5, p109-120 (note: the reference to sales numbers is in the abstract written by the editors.) ^ Feder, B.J. 2000, F.I. Herzberg, 76, Professor and Management Consultant, New York Times, Feb 1, 2000, pg. C26. Available from: ProQuest Historical Newspapers the New York Times (1851 2003). [October 28, 2006]. ^ Herzberg, Frederick (1959), The Motivation to Work, New York: John Wiley and Sons, ISBN 978-1-56000-634-3 Domino`s Pizza referred from http://www.dominospizza.co.nz/corporate/inside/InsideDominos.aspx Just In Time JIT. (n.d). Retrieved from Investopedia: http://www.investopedia.com/terms/j/jit.asp#axzz25LU9aWVZ

Madonna and Child Essay

Giovanni Bellini was an Italian Renaissance painter who is known for his oil-painting technique and his use of vibrant colors. The Renaissance was a period in which a cultural revolution or movement was taking place; it started out in Italy and spread out through other parts of Western Europe. Bellini’s various works echo the voices of the Renaissance and different aspects of the movement. During the Renaissance, religion was an integral factor in society; as a result, it was very much involved in the art and culture. Bellini’s famous Madonna and Child is originally a religious painting which is believed to depict the Virgin Mary and Jesus, causing popularity and appeal amongst the religious audience of the time. A compelling message behind this painting is the affection and serenity present; even though it is not overly emotional; the connection between the Virgin Mary and Jesus is evident. To a more modern and general audience, this painting could be considered from an extended perspective. Madonna and Child could possibly be a general depiction of a mother and her child. In light of the Renaissance, this painting could be decoded to show the relationship between women and children and how children were viewed as the sole concern or job of women. The position of the hands in a submissive manner could mean that women comprehend or surrender to their obligations of being mothers first and foremost. An underlying message is possibly to inform the masses regarding the nature of the relationship that binds women and children; a bond that is indispensable to society. In Madonna and Child, Bellini uses oil paint on a wooden canvas. He resorts to a black background in order to bring out the colors and exaggerate the focus on the central figures. The features on both figures are very precise and careful which shows great technique. Also, the colors in the painting stand out to anyone that looks towards the painting which gives it an aura that is different than other less colorful paintings of the time. With a closer look, the colors and aspects of the painting resemble different things when put into context of its time and place. Although not prominent, the use of green shows honor, integrity and respect. The red; however, which is the most protuberant, brings attention to the drapery which is a sign of high rank and importance. The white, as always, signifies purity and transparency. The use of color is, possibly, the most obvious and visible channel between the creator of a painting and the painting’s audience. Therefore, much detail should be given to the colors and shades in order to further understand the memorandum of a painting. Bellini also chooses to keep the painting very simple rather than add other symbols or representations. In other versions of his Madonna and Child, he usually painted a landscape in the background and placed a few objects. Perhaps the reason Bellini chose not to do that in this version of the painting was to not distract the audience from the concentration of the painting and to bring the two figures out more. He might have thought that the less it contained, the more powerful it would be. When contrasted with other artists’ Madonna and Child, this painting appears to be quite different. While the central religious message remains in all versions of the painting, Bellini resorts to different elements when compared to Duccio di Buoninsegna for instance. In Buoninsegna’s Madonna and Child, the features are less detailed and intricate and the colors are not as vibrant. Also, there is more affection in Buoninsegna’s version which is manifested in the way the Virgin Mary is holding Jesus and the way Jesus is reaching for her face. Bellini’s Madonna and Child is an exquisite version of the painting which serves as a milestone in Christian art. His technique and use of color add to its uniqueness and distinctiveness. Even though it dates back to the Renaissance, and functions in the religious context of the time, this Madonna and Child still appeals to the eyes of modern audience.