Discuss The Measures We Can Take to Prevent the Spread of the H1N1 Virus Free Essays

As we as a whole know, and know that, the H1N1 flu, or the more usually utilized name, Swine Flu, has been assaulting different residents all through the world. This infection is spreading at a consistent state and will hurt numerous others except if measures are taken right away. The world has been enduring an onslaught from such ailments for an impossibly lengthy timespan. We will compose a custom article test on Talk about The Measures We Can Take to Prevent the Spread of the H1N1 Virus or on the other hand any comparable subject just for you Request Now There is a long-standing history of infections, scourges and torment darkening our past. Fixes have fizzled; individuals have passed on, the significant explanation being that our progenitors didn't take enough precaution measures to contradict the spread of such illnesses. In any case, in today’s world, where we have all the benefits an individual can dream of, and a wide range of progressions in clinical innovation, we have an obligation to utilize this mindfulness and use it for our fullest potential benefit. In 2005, individuals were terrified to go to poultry markets for fears of getting Avian Flu, or H1N3, and numerous careful steps were taken to annihilate that infection. With much battle, we were at last effective. A similar kind of deterrent estimates should be taken with H1N1. This being a viral malady, in can be transmitted starting with one individual then onto the next in a split second. The utilization of pork ought to be limited or totally halted for the present, so as to help the anticipation of the infection spreading. Be that as it may, this is likewise an airborne, infectious infection, so the legislature should encourage clinical and pharmaceutical organizations to deliver a precaution antibody. Everybody in the nation must be vaccinated regardless of what the reaction are, the length of we annihilate the infection and stop it spreading. Schools ought to teach and educate kids regarding the risks of maintaining a strategic distance from the utilization of protection quantifies and should give uncommon classes on tidiness/cleanliness and how to arrange accurately of utilized tissues, for instance. These classes ought to be particularly focused towards kids beneath the age of twelve, as they are more defenseless to the infection than teenagers. As people, we as a whole have an obligation to each other. We should know about the side effects of this infection, which are a high temperature, a bodily fluid filled hack, hanging eyelids, shortcoming up to the point of weakness, and at times looseness of the bowels or potentially retching. In the event that we recognize a kindred colleague or anybody in an open territory, for example, a shopping center or shopping market showing any of these indications, we should advise the school nurture or request help with the open zone promptly and immediately. This ought not be disregarded by any stretch of the imagination. These individuals merit the open door for treatment as quickly as time permits. In school, we ought to ask our ranking staff individuals to ensure there are hand sanitizers accessible in each hall and cleanser in all the restrooms, so we may have clean hands consistently. Additional consideration ought to be taken to keep up the sanitation and cleanliness of the school restrooms. Likewise, everybody must keep a sack of disinfectant wipes in their rucksack for times when hand sanitizer is inaccessible. This will drastically decrease the hazard on contamination and will extraordinarily improve the wellbeing of the understudies and staff the same. This may appear to be a great deal of exertion yet to secure our wellbeing, and potentially our lives, these measures are incredibly basic. Together, we will have the option to forestall, or if nothing else limit, the spread of the H1N1 infection, so we may live our lives soundly, and unafraid. The most effective method to refer to Discuss The Measures We Can Take to Prevent the Spread of the H1N1 Virus, Papers

Advertisement Analysis job for keen young school leavers Free Essays

1) The commercial uses a couple of strategies to draw in individuals to the activity. In the include it is referenced that they are searching for â€Å"keen youthful school leavers†, as there are many school graduates who are searching for an occupation, particularly an occupation where the â€Å"starting pay is BD 5,000 ascending to BD 9,000†. In the advertisement it is additionally referenced that â€Å"opportunities for advancement are available†. We will compose a custom article test on Commercial Analysis: work for sharp youthful school leavers or then again any comparable point just for you Request Now 2) An adaptable applicant would be expected to fill the activity in Awali clinic just as any medical clinic, since consistent consideration is required with the goal that the patients can get the most ideal treatment. the specialist would be expected to ‘hook up’ or fix clinical and different sorts of gear, similar to x-beam machines or even lights. 3) We had as a main priority numerous choices for distributing the advertisement. We considered placing the promotion in specific employments magazines however in the wake of directing a little survey at some point in the past we found that the Gulf Daily News was the most understood paper, and was perused by numerous understudies which was the intended interest group. 4) We requested that the candidates compose an application structure just as sending a supporting letter to show how much the candidate really needs the activity and furthermore to dissect the applicant’s English capacity and standard. Additionally you can peruse Analysis July at the Multiplex 5) A proper meeting s not adequate to test all the needed data, that’s why we decided to test the candidates, we can likewise structure the test to test them on anything we believe we need to test them on. 6) We issue a lot of terms and conditions to our staff heretofore to ensure that they completely comprehend the emergency clinic approach and can consider a portion of the advantages, for example, â€Å"sickness advantage scheme† which will be a special reward. Additionally, workers realize how long occasion they get in a year and close to what we have exceptionally concurred on. 7) Our representatives have joined an association which exists to speak to and secure the interests of the their individuals, and to offer guidance and data on an entire scope of issues, for example, pay, benefits, debilitated compensation, conditions, occasions, hours, redundancies, preparing, wellbeing and security and changes in the working practices. The enormous favorable position for a specialist is that an association can partake in â€Å"collective bargaining† this is the point at which the association implies the representative and offers to haggle with the business, examining any uncertain issues in the work environment. Peruse also Case 302 July in Multiplex 8) We stress our standards of equivalent open doors in our advert to point and give all people indistinguishable rights and openings paying little mind to what their identity is. Furthermore, we expected to follow the Sex and Discrimination Act which forestalls any sex segregation in the work place. We additionally follow the Race Relations Act that was passed in 1976 under this demonstration nobody ought to be oppressed their race. We additionally follow the Disability Discrimination Act which was passed in 1995 by and large, we have faith in equivalent rights in this way we will take anybody, any race, any sex, regardless of whether incapacitated or not as long as they are devoted to the activity. The most effective method to refer to Advertisement Analysis: work for sharp youthful school leavers, Papers

Management by Objectives The Definitive Guide

Management by Objectives â€" The Definitive Guide When it comes to managing organizations, there are plenty of theories available for companies to use. Among the most popular is the model of Management by Objectives. In this guide, we’ll explore the concept and the basic principles guiding the objective-focused approach to management.We’ll explore the key features and outline the strengths and weaknesses of the approach. The guide will also explain the steps an organization needs to take in order to implement the approach as well as examine a few examples of companies using the approach. WHAT IS MANAGEMENT BY OBJECTIVES ALL ABOUT?Management by Objectives (MBO) as a concept first appeared in a 1954 book The Practice of Management. The author, Peter Drucker, has since become known as one of the world’s most influential business experts. Aside from developing the ideas around MBO, Drucker has revolutionized the corporate world with his views and theories on essential things such as leadership. His other famous books include The Effective Executive and Management Challenges for 21st Century.In The Practice of Management, Drucker examined the different schools of management, from the classical to the human relations theories. He felt the problem of these theories was how effectiveness was assumed a natural and expected outcome of management. He saw effectiveness to be more important than efficiency, creating the foundation for organizations to operate and therefore an integral part of focus for organizations. Due to the findings, Drucker set forth certain principles and processes that would create effectiveness in the relations between the management and the employees.Therefore, Management by Objectives is“a management model that aims to improve performance of an organisation by clearly defining objectives that are agreed to by both management and employees”.The aim is to create a more harmonious relationship between the management and the employees and enhance the operational efficiency of the organization. According to Drucker, this is best achieved if the goal setting and action planning is determined by both the management and the employees.Furthermore, Drucker’s MBO is based on a few core principles, which are:Challenging yet achievable goalsDaily feedback on achieving objectivesFocus on rewarding good behavior rather than punishing failureEmphasis on personal growth and developmentDrucker wanted MBO to align organizational goals with employees’ personal objectives. The focus on a common challenge, set by different players within the organization, would help each person understand their responsibilities better and move everyone towards the target with speed. The model hopes to increase participation and commitment among employees, but also the different layers of management. Furthermore, it supports operational and employee maturity and responsibility.The key part of success is MBO’s ability to clarify and align the roles and responsibilities of different people within the organization, which will lead to enhanced effectiveness and quicker achievement of goals. But in addition, Drucker was interested in the ability of the model to improve employee satisfaction and personal fulfillment of the different people within an organization. Peter Drucker saw Management by Objectives as a tool to help organizations identify and achieve goals, even though it might not be the solutions to end all ailments.The participative and democratic model of MBO has become a popular philosophy of management in today’s corporate wor ld. The ideas of Drucker have been refined and used to establish and implement the model in a variety of industries. For each organization or a manager, the detailed, in-depth definition of MBO might slightly differ, but Drucker’s core tenets still hold. If you want to hear more about how the MBO model can be viewed, watch the video below. In it, Dr Fredmund Malik shares his insights on the concept. THE FEATURES OF MBOLet’s delve deeper into the features that make the MBO model operate. The section will first examine the basic principles of the model, before taking a closer look at one of the key features of setting the objectives: the SMART model.The key featuresFive features or elements are central to the Management by Objectives model. Drucker saw these as the basic principles of the model and each element helps with the long-term implementation of the model.Superior-subordinate participationAs mentioned above, the MBO model emphasizes the democratic and participative leaders hip and decision-making. It asks for involvement of the different stakeholders, from low- to high-level management and the employees. Therefore, the model can’t obtain it’s full potential unless the participation between the superior and the subordinate is equal. Both superiors and subordinates have to buy-in in the program and to fully understand the model and its benefits.The key is to create an environment where objective-setting is considered a joint activity by both the subordinates and the superiors. The input to identify objectives and the follow up with responsibilities must be commonly shared. It doesn’t require the setting of same objectives or responsibilities, as hierarchies can still play a role and job descriptions are naturally different. Nonetheless, both parties need to be aware that both participants should have a say in the determining of the objectives and roles.The management and the subordinates need to work hand in hand to define and to fulfill the goals for the organization. This means discussions on the viability and the difficulties that either party might face. The idea is that once each stakeholder participates in the goal-setting, there’s also more clarity in terms of how to obtain these goals. Therefore, it isn’t merely the objectives superiors and subordinates must agree on; they must also agree on the processes to achieve the goals.Joint goal-settingBoth parties need to fully subscribe to the joint process, but MBO further emphasizes the need for the goals to be realistic and tangible. It’s not only about getting superiors and subordinates to agree on a goal, but they also must find the objectives attainable. Therefore, by setting the goals together, the aim is to ensure the objectives are set based on actual capabilities and abilities of the team.In essence, the superiors can bring knowledge of resources and the requirements, while the subordinates can help determine the speed and ability in which goals can be achie ved. The equal input and information is thought to ensure the goals are not set with unrealistic aims in mind.Furthermore, during the joint goal-setting, the objective is to guarantee the goals will be tangible, verifiable and measurable. This is closely associated with the SMART method, which is an acronym for Specific, Measurable, Acceptable, Realistic and Time-bound, and we’ll return to it later.Joint decisions on methodologyThe main difference of MBO to other management styles is its lack of focus in terms of the processes that are used to achieve the objectives. The most important part of organizational efficiency in the MBO model is the objectives. The focus is on ensuring these are set through a participative framework and enough attention is paid on ensuring the goals are realistic and attainable. But this means there’s less focus on the process of achieving them. Nonetheless, when it comes to deciding the methodology, the superiors and subordinates must work together.De ciding the methodology is not focused on the small detail and attention is not on the process at any point. However, the idea is to set up certain standards and performance evaluation points to guarantee the objectives are appropriately obtained. Although the focus must be on setting the objectives, the key is to ensure the broad framework of methodology (how to achieve the objectives) is jointly decided and agree upon. This further strengthens the participation levels and it can help in ensuring the objectives are realistic.Easy to attain maximum goalsThe process emphasizes rational thinking. As mentioned, the goals must be realistic and achievable, which further helps to guarantee the model helps achieve maximum results. The participative framework and attainability of the goals ensures organizational efficiency and it makes achieving success more straightforward. The systematic approach can help organizations to create a rational approach to approaching objectives.Since the focus is on setting the objectives and only a broad framework of methodology, the model could provide a bit more breathing room for the superiors and subordinates in terms of execution. The system has in-built freedom, which allows creative decision-making, since the only important part is to set realistic objectives and achieve them. The freedom can motivate and help subordinates, especially, to perform to the maximum ability.Support and coachingFinally, a key element of MBO focuses on the support system. The model facilitates effective communication as it forces the superiors to talk with the subordinates. Requiring co-operation in terms of goal-setting, the two stakeholders are forced to discuss things more authentically and openly. Since the goals must be realistic, both parties need to be aware of the positive and negative forces influencing the structures at play.For the model to work, the superiors must be able to offer appropriate support and coaching structures. The improved rel ationships should help create an environment where sharing problems become easier. In order to ensure the objectives are met, superiors want to support and help develop subordinates.The SMART approachAs mentioned above, Drucker’s model focuses on using the SMART approach in order to set the objectives. The Specific, Measurable, Acceptable, Realistic and Time-bound model ensures the objectives are efficient and effective. It acts as a checklist for setting the objectives and it provides an opportunity for transparency within the organization as well. It’s a feature providing clarity and efficiency to goal-setting.Below chart outlines how to make a goal SMART:SpecificDetermine what it is you want to achieve. You need to have a clearly defined reason and avoid broad idea of what the focus on. A specific goal is one that answers questions such as:What? Where? How? When? With whom? Why?MeasurableThe objective also needs to be quantified. You want to break it down to elements, which c an be individually measured.AcceptableAcceptable goals emphasize the attainability of them. This is about deciding whether the goal has meaning in the current situation.RealisticYou also need to ensure the goals are realistic. The team must be able to set objectives that can be achieved, either with the resource limitations or labor limitations in mind, for example.TimelyObjectives must also have a specific timeline to guarantee success. You need to have different deadlines in mind to boost measurability of the objectives and ensure it is a realistic goal.ADVANTAGES AND DISADVANTAGES OF MBOThe above has detailed the concept and the basic features of the model. But what do these features mean in practice? To understand the model, you also need to consider the strengths and weaknesses of the approach.Advantages of MBOMBO has plenty of advantages relating to the operational effectiveness and the enhanced relationships between the different stakeholders. Drucker thought of effectiveness as something the management has to focus on and through the communicative and participative style, organizations can improve the rate at which they achieve the objectives.In essence, the fact that objectives are organization-wide and they are appropriately discussed prior to setting them, the organization can enjoy from heightened effectiveness. Creating a system in which objectives are not done in secret, employees and managers feel more engaged with the system.Management by Objectives increases participation. As people feel more engaged with decision-making and planning, they will also feel more motivated. The work effort and input have a direct impact, with the employee or manager’s understanding of the situation resulting in a beneficial situation for all.Since the organization is interested in the input and good behavior is rewarded, the person will feel more inclined to work hard, develop his or her skills, and achieve the objectives, as they don’t just benefit the organi zation but also the employee. Both increased participation and motivation can further lead to higher job satisfaction. The employee will feel engaged and valued. The work has an actual meaning, which can ensure they remain interested and satisfied.The model guarantees the different layers within the organization are paid attention to. Management hierarchies are understood, which helps devise strategies for deeper inclusion. Management at all levels has a say in operational objectives, together with the inclusion of employees. Studies have shown how better inclusion of different opinions and backgrounds can not just result in better results, but also improve the relationship.When management and employees are not divided and kept secret, communication between the two groups improves. The strong feedback systems of MBO provide people the opportunity to improve the work input, but also to self-development. The ability to voice opinions without the fear of punishment creates an environme nt of trust and respect. Both managers and employees feel appreciated and respected, which builds mutual trust and understanding. As communication becomes better, the organization will benefit. Job satisfaction is higher and effectiveness to reach operational goals improves.While the above are major benefits for organizations, the theory also has the major advantage of being easily applicable in different situations. The model doesn’t require a specific sized organization and the model can work in a number of different industries. In essence, the model is easily scaled to suit the needs of the organization and it could be used organization wide or applied in a specific department. Setting up is rather straightforward and the cost of implementing the model is modest.Disadvantages of MBOAlthough the model can increase organizational effectiveness and have a positive impact on the relationships, there are certain disadvantages to using the model. While the MBO model is a straightforw ard one with clear steps of implementation, it does require a systematic approach to implementation.For the model to work efficiently, the approach has to be followed rigorously, which can be time-consuming and difficult to maintain. In essence, the model requires careful monitoring and enforcing even after the initial stage, which adds pressure on the organization in terms of resources.The model is rather rigid, resulting in a situation where the rules and processes must be followed. This requires knowledge, time and resources. The MBO model brings about plenty of paperwork in the form of training manuals, feedback forms, and performance data collection. The rigid system can add extra burden on staff and reduce motivation.Furthermore, as the name suggests, Management by Objectives emphasizes organizational objectives above the outcome or even the action. The focus is on setting the objectives and discovering the right objectives, with resources, time and effort flowing to this part of the process. But this reduces attention on the actual outcomes.If the objectives are met as laid out, the lack of the desired outcome is not necessarily an issue for the organization, even though it perhaps should be. In addition to lack of attention on the outcomes, there isn’t enough emphasis on the processes. Lack of focus on the process that led to the outcome can hinder the operational efficiency or result in practices, which are not beneficial for the organization.Although clearly defined objectives can make achieving desirable outcome easier, experts argue it isn’t always the most important thing. Heightened focus on objectives can lead to the exclusion of certain elements that could influence the planning in the first place. The model doesn’t consider the environment, available resources, stakeholder needs, and other such key elements, as the focus is just on aligning operational and individual objectives.Furthermore, since the focus is on the objectives and achiev ing them, people can become disengaged from the wider organization. The employee and the manager will become transfixed in their own set of objectives, which can lead to the polarization of effort. People simply focus on their own set of objectives instead of looking at the wider picture.The model can also result in a lack of innovation, as it could discourage risk-taking. Since the emphasis is on rewarding behavior that meets the objectives, people can start setting objectives, which are easy to obtain. Effectiveness becomes the key goal for employees and managers, which can in short mean people are relying on strategies that have worked in the past. Innovation and creativity can suffer as a result of this complacency.Finally, while the model can lead to improved motivation and employee satisfaction, the reward-focused system can have its drawbacks as well. While punishment structures might not be set in place, the system of getting rewards based on performance can add pressure on the employee and the manager. This could result in unrealistic expectations and goals, which can diminish motivation or lead to loss in job satisfaction.FIVE STEPS TO IMPLEMENTING MANAGEMENT BY OBJECTIVESHow can Management by Objectives be implemented? As mentioned in the previous section, the application of the model has to be systematic in order for it to work. To implement it in an organization, the following five steps are crucial for success. Drucker laid out the steps in his book and they are key to putting the model into practice.Step 1: Determining the organizational objectivesFirst part of the model calls for the identification of the organizational objectives. These can be either the objectives currently in place or the objectives that needs to be set. Without setting the organizational objectives, the next steps of the model are not able to work and don’t even make much sense.The organizational objectives are based on the mission and the vision of the organization. Ther efore, if the organization doesn’t have a clearly defined vision and mission, the first step is to outline it. Once a vision is established, the organization is able to draw the objectives from the mission statement. Furthermore, the process refers to the identification of Key-Result Areas (KRAs). An example vision of KRA is outlined below:Example Indicators of PerformanceKey Results AreasIndicators of PerformanceReturn/ProfitReturn on Revenue,Donations to Sales RatioNet profitProductivity$ sales per employeeUnits produced per monthsPeople developmentPercent ethnic hireDays of training per employeeMarket penetrationPercent of market sharePercent growth by productIn terms of the organizational objectives, the decision-making is in the hands of the top executives. The organizational objectives should be decided after consultation with the entire management team, but the organizational objectives are distinct from the other objectives outlined by the model. This is down to the nature of these broader operational requirements. In essence, the objectives are not necessarily set by anyone, but stem from the vision.Step 2: Explaining the objectives to employeesOnce the organizational objectives have been identified, it’s time to translate them to employee level. This means turning the organization-wide objectives into detailed operational level objectives that are defined in terms of the different parts of the organization. The aim is to guarantee each employee is aware of the objectives, but also participate in the process.For the second step to work, the SMART method must be applied. The Acceptable aspect of the SMART method is especially key at this stage, as it refers to an agreement between the superiors and the subordinates. The part of the method is about ensuring the goals fit the current situation and are attainable by all. Therefore, it requires both the employees and the organization to agree on the terms of the objectives. The goals cannot be determin ed by one side, but require the involvement of both, even it it’s technically just about the buy-in.According to the principle of the MBO model, the management can’t determine objectives without the input from the employees. This doesn’t just relate to the defining of the objectives, but also explaining them to the employees. The organizational objectives have to be recognizable by the employees, with the specific responsibilities of each employee identifiable in relation to these goals.Therefore, the step is about establishing clear communication routes between the superior and the subordinates. It is about understanding and identifying the expectations of both parties and creating the feedback structures to enhance the communication, making the following steps easier.Get superior communication skills by thinking fast and talking smartly. Step 3: Stimulating further participation of employeesDuring stage three, the focus is on deepening the joint involvement in defining objec tives and achieving goals. As the model is about aligning personal objectives of the employee with the organizational objectives, the third step focuses on establishing this part. The organizational objectives should now have been discussed properly and the different aspects of the goals should have been clearly explained to the employees. Each person within the organization should be aware of what is required of them and why the specific requirements are important. In short, the organizations vision and goals have to be clear.With the clarified understanding of the organizations needs and aims, the employees can become more involved in determining their own specific contribution. The idea is to move beyond expectations and to achieve participation instead. MBO guarantees the employees are aware of the expectations, but also have the opportunity to actively engage with the expectations.The decision-making process, in terms of the detailed objectives, is shared and the management sho uld include the employee input at this stage. The process requires the alignment of the organizational objectives, the business unit objectives, the departmental objectives, the team’s objectives, with the personal objectives of the employee.The employee’s responsibility at this point is to ensure the actions they take enhance the achievement of all of the above points. For the management, the key is to provide the resources and the support the employees need in order to perform their tasks.Step 4: Monitoring progressA big part of the SMART method emphasizes the aspect of measurability. Under the MBO model, the objectives will need to be measured or the system doesn’t function properly. Each objective must entail smaller objectives, with the superiors focused on supporting the subordinates and monitoring the progress. The larger idea behind Drucker’s model was about development and growth.Therefore, the focus of the superiors shouldn’t be on performance and reviewing this aspect of the tasks. The more important focus is on noticing how the employee is developing. The evaluation has to focus on growth, as well as the obtaining of the objectives.Therefore, the two main aspects of the monitoring process are creating objectives which are measurable and outlining personal development goals which align with the objectives. You can see the connection between the main objectives of the organization and the personal objectives individual employees set. When it comes to monitoring progress, the alignment becomes obvious and part of the success of the model. If the monitoring shows the organizational objectives are being met, the employees are most likely to experience personal growth.Step 5: Evaluating and rewarding achievementsThe final stage is about evaluating the progress and rewarding the right behavior on the basis of the findings. The monitoring stage must lead to evaluation of the performance, which means all the five stages work in harmony. As mention ed above, you can take any stage as a one-off event, but each stage leads to the other. At the final stage, the information from the previous step will lead to the evaluation, which in turn will set the company to check the organizational objectives.The idea of the MBO model is to improve performance and therefore evaluation is crucial. A comprehensive system for analyzing employee behavior must be in place. Again, if the SMART method has been used to set the objectives, evaluation becomes easy. The objectives are measurable, timely and applicable, creating the framework in which the analysis can take place.Each objective and its mini goals can be looked in the SMART context and immediately evaluated to see whether the performance has been good or bad. In terms of the individual, the evaluation is based on understanding how well the person has been able to set those individual goals and objectives. The idea is to focus on the why, when and how the objectives can be obtained.Furtherm ore, after the evaluation has been conducted, the employee should receive a reward for good behavior. The model uses positive reinforcement and not negative punishments. The emphasis must be on providing feedback and rewards, not punishing for poor performance. The final stage tests the feedback structure within the organization and its important to ensure to communication flows from one department to another, not only from the immediate superior to subordinate.EXAMPLES OF COMPANIES THAT HAVE USED MBODue to the benefits Management by Objectives model can provide for companies, the model has been widely used in the business world. Since Drucker outlined his model, a number of organizations have applied the above steps to seek out improved productiveness and enhances sales. Few of the most notable examples include companies such as Hewlett-Packard, Xerox and Intel.The computer company Hewlett-Packard used the model to create a system where objectives were discussed at each managerial level, creating a system of integrated objectives, following the MBO model. The organization used written plans as part of its method, ensuring the objectives and the steps to achieve them were appropriately understood by each employee.Bill Packard later claimed, “No operating policy has contributed more to Hewlett-Packard’s success…MBO…is the antithesis of management by control.” He believed the model creates an environment where employees are not just working for the benefit of the organization, but the personal growth aspect ensures employees gain while enhancing the organizations success rate. The organization-wide plan has enough focus on the details, but also the bigger picture.The model is also widely used at Intel, with the company’s Manager’s Guide providing directions on using the approach. Each manager at Intel must:Begin by choosing a few overriding objectives for the team.Establish objectives with subordinates that are aligned with the manager’s overridi ng objectives.Provide the subordinates the chance to set the processes, which help them achieve the goals.Like Hewlett-Packard, Intel also uses a written model to help clarify the specific aims and targets. The document makes it easier to convey the key messages of the MBO model: what the organization is hoping to achieve, what the employee has to do in order to help receive these objectives and what the responsibility of each individual is. According to Andy Grove, who helped establish the model at Intel, the model is used at Intel and in other organizations as a system, which provides a focus for the organization.The final example of an organization, which believes its operational strengths have been boosted by the MBO model, is Xerox. The organization has established a system where management and subordinates meet regularly to set objectives and to discover solutions to problems and opportunities.Xerox uses MBO to set benchmarks for performance and to use these to improve the qua lity of service it provides across the different departments. According to one study of the management system at Xerox, the MBO model has provided the company better strategic control. The review believes the management system is “flexible enough to adopt to environmental changes both from within and outside the company”.The above examples provide an insight into the companies utilizing the system. A number of organizations continue to vouch for the model, as they feel the systematic approach to management has helped the organization to boost productivity and employee engagement. For further information on the practical application of the Management by Objectives model watch the below video where Ben Griffin, the founder of CEOIQ, explains how MBO works in practice. FINAL THOUGHTSManagement by objectives has become a popular management theory. The focus on creating an environment where decisions are not top-down, but each member of the organization has the ability to influence h as proven to be a popular method. The democratic and participative theory can provide organizations plenty of benefits in terms of improving employee engagement and satisfaction. When the organizations can guarantee people are more involved with the objectives and processes, it can expect to enjoy benefits such as improved productivity and profitability.The model is carefully thought trough and the systematic approach can be rather straightforward to implement. The main objective of the model is to ensure objectives are at the core of everything the organization does and to ensure there’s enough attention paid to ensuring the objectives are well established and understood across the company.On the other hand, the rigid approach can be problematic and purely focusing on the objectives can hinder the performance. MBO, as any other management theory, requires careful implementation in order to work efficiently and effectively.

Significance And Influence Of The French Revolution

Significance and Influence: The French Revolution Among the crucial revolutions and movements of Europe and the world, The French Revolution is the most significant. Although the American Revolution happened 10 years earlier, the political and social changes in France between the years of 1789 and the close of the 18th century revolutionized not just France but the entire world in the decades and centuries to come. This was noticeable in the sister republics that followed France’s example soon after the Revolution. The significance of the French revolution is evident in the example that it set, the changes it made to the organization of society, and the recognition of basic human rights make the French Revolution that were influential in France and elsewhere. Like the American Revolution before it, the French Revolution was influenced by Enlightenment ideals, particularly the concepts of popular sovereignty and inalienable rights. This Revolution played a critical role in shaping modern nations by showing the wo rld the power inherent in the will of the people. It led to a global decline in monarchies and church led governments and more towards a Republic. Politics before the French Revolution involved three groups: the clergy, nobility and middle-class. The first two were those who owned land and the monarchs. These groups made the laws and collected taxes. Everyone else was basically powerless when it came to making laws and taxes and theyShow MoreRelatedIndustrial Revolution Impact on the French Revolution1310 Words   |  6 PagesThe French Revolution was influenced by previous events. The idea of treating everyone equally was a cutting-edge view in the eighteenth century. Also novel was the notion that people in the lower social stratum should obtain access to commodities previously reserved for only the upper class. This cultural change for the majority of the populace, focused on promoting the ownership of manufactured goods, also impacted the French Revolution. The industrial c hange, however, had a longer impact thatRead MoreThe French Revolution And The Revolution Of The Late 1700 S1280 Words   |  6 PagesThe American Revolution, along with many revolutions occurring throughout Central America, were all directly inspired by the French Revolution of the late 1700’s. Evidence of this can be seen simply by looking back at world history. History shows that many philosophies of the American Revolution were actually ideas that either closely parallel or are directly taken from the writing of various French scholars, such as Voltaire and The Baron De Montesquieu. The very essence of American politics, DemocracyRead MoreThe French Revolution During The 19th Century Essay1481 Words   |  6 Pageseconomic, cultural and social revolutions. The people wanted change and brought about revolt against their government. The revolution instigated the act of liberty and equality for all people and generated fair living standards and/or social classes and treat ment. This prompted expansions of political forces including but not limited to the democracy and nationalism. Questioning the authority of kings, priests and nobles it provided new principles and gave significance to the current political andRead MoreFemale Dominance And Grisly Details Of The Haitian Revolution857 Words   |  4 PagesHistorians are increasingly interested in the male dominance and gruesome details of the Haitian Revolution. Unfortunately, the contributions of women in the Haitian Revolution are often overlooked by historians due to the horrors of the revolution. The few more works that do exist about women discuss their roles in slavery and their resistance in the Haitian Revolution. In recent years, some scholars are challenging the lack of women representation in the Haitian War of Independence. Scholars likeRead MoreInfluence Of Benjamin Franklin On American Revolution889 Words   |  4 PagesAmerican Revolution Benjamin Franklin was one of the most celebrated of America’s founding fathers. A man who enjoyed many things and â€Å"he had many talents such as a printer a diplomat, a scientist, an inventor, a philosopher, an educator, and a public servant.† (â€Å"Benjamin Franklin†) As stated in Britannica, he was born in Boston on January 17, 1706 and died at the age of 84 on April 17, 1790. He was the He was very involved in the American Revolution. What did he do for the American Revolution? WaysRead MoreThe French Revolution And The Haitian Revolution1161 Words   |  5 PagesIn 1789, locations across the globe were affected by the French Revolution. This was a revolt initiated by the people that would change France forevermore, but it also changed Haiti. Unexpectedly, the French Revolution had a significant influence on the Haitian Revolution, a major slave revolt where slaves forcefully took their freedom for the first time in history. The French Revolution impacte d the Haitian Revolution by changing the mindsets of the people, inspiring the Haitian Constitution, andRead MoreRole of Ideas in the French and Russian Revolutions1432 Words   |  6 PagesCount: 1511 How important was the role of ideas in the outbreak of revolution? When comparing the French Revolution of 1789 and Russian October Revolution of 1917, a series of parallels become evident. Both revolutionary groups became determined with an extensive emergence of new ideas, which captured a strong majority of the respective populations. The importance of the ideas was critical to maintaining a drive for the revolutions considering they acted as a manifestation of what the public and theRead MoreThe Age of Revolutions1515 Words   |  7 PagesThe Age of Revolutions is often a term used for a period of time, usually between 1760 -1848. Although the term encompasses many revolutions across the globe, it isn’t very often that these events are examined as a whole; compared and contrasted to show the similarities, differences, and even some potential catalytic properties between them. The book The Age of Revolutions in Global Context, c. 1760-1840, put together and edited by David Armitage and Sanjay Subrahmanyam, is a book of essays collaborated Read MoreThe Major Works of Thomas Carlyle Essay1582 Words   |  7 Pagesto the nature of the present (Sanders, page 399). The literature of Victorian England is infused with the scientific as well as the humanitarian spirit, the romantic as well as the didactic note. It was essentially an Age of Prose- the direct influence of the growth in science and the questioning spirit -with great progress in critical prose writing. The inconsistent features of the early Victorian Britain were clearly reflected in the pamphlets, essays, lectures, and books of Carlyle, the greatestRead MoreThe Russian Nobles And Aristocrats927 Words   |  4 Pageswanted to get rid of the boyars, however in the early seventeenth century, a boyar by the name of Mikhail Romanov, tried to establish a dynasty to consolidate its own authority but still being able to compete with nearby powers. Third Estate- The French social society was broken up into three estates the first being the clergy, the second is consisted of the nobility; and the third estate is basically everyone else from wealthy financiers to beggars and peasants. The third estate had occupations

Theme Of Betrayal In The Kite Runner - 1148 Words

To maintain a healthy relationship, trust must be built between people. However, actions can change the course of that relationship based on one decision. Throughout the novel, the readers get a glimpse of how choices the characters make can change the outcome of their lives. Throughout The Kite Runner, Khaled Hosseini uses the theme of betrayal to demonstrate the domino effect it can have on relationships. Everything that happened in the novel started with Baba and the decisions he made a long time ago. Ali was Babas servant, forcing them to grow up together. Although the two were forced to get to know each other, they would end up becoming great friends. However, Baba ended up committing adultery with Ali’s wife,†¦show more content†¦Your father, like you, was a tortured soul, Amir jan. (301) If Baba did not keep his sinful act a secret, it could have possibly changed some of Amir’s actions and the outcome of Hassan’s life. Rahim Khan also plays a role in the outcome of The Kite Runner. Rahim Khan knew about Baba’s incident and keep it a secret for Baba’s sake, but ended up hurting others in the long run. Rahim was not happy with the fact that he had to keep it a secret, but he was doing it to protect Baba’s name, I am ashamed for the lies we told you all those years. You were right to be angry in Peshawar. You had a right to know. So did Hassan. I know it doesn’t absolve anything, but the Kabul we lived in in those days was a strange world, one in which some things mattered more than the truth. (301) Rahim Khan knew that if people knew the truth behind Hassan’s birth, it could cause more harm than good. While living with this secret, Rahim knew that Baba did everything he could to try and make up for the guilt he had, I loved him because he was my friend, but also because he was a good man, maybe even a great man. And this is what I want you to understand, that good, real good, was born out of your father’s remorse. Sometimes, I think everything he did, feeding the poor on the streets, building the orphanage, giving money to friends in need, it was all his way of redeeming himself. And that, I believe, is what true redemption is, Amir jan, whenShow MoreRelatedTheme Of Betrayal In The Kite Runner1331 Words   |  6 PagesBetrayal: Looking Into Eyes To Forgive Or Ripping Them Out Because Of It Even as literature has multiple genres, themes can still parallel each other regardless of appearing in two altogether varying works very different authors of distinctly separate time frames conceive and write. Even as The Kite Runner is written as a work of historical fiction and Oedipus Rex develops a well known and praisable Greek tragedy, a theme of betrayal places itself throughout both. Literature demonstrates that moralsRead MoreThe Themes Of Betrayal And Redemption In The Kite Runner1858 Words   |  8 Pages The Kite Runner by Khaled Hosseini is a historical fiction novel set mostly in Kabul, Afghanistan and Fremont, California. The novel spans the time periods before, during, and after the reign of the Russians (1979-1989) and the Taliban’s takeover (1996) of Afghanistan. It is told through the first person perspective of Amir alongside his father, Baba, his half-brother, Hassan, and Baba’s companions Ali and Rahim Khan. Growing up, Amir and Hassan are practi cally inseparable, as they are always playingRead MoreTheme Of Betrayal In The Kite Runner745 Words   |  3 Pages Betrayal is breaking a trust between a person or group, it can happen when one least expects it. In the novel, The Kite Runner, By Khaled Hosseini, irony is utilized to represent betrayal. There are two different situations in the novel where betrayal is present, in which two different characters do so but they face a difficult challenge to manage the guilt that is brought behind the betrayal. Betrayal is something hard to cope with, whether you are the one that betrayed or you being the victimRead MoreAnalysis Of The Kite Runner And Oedipus Rex 1309 Words   |  6 Pagesgenres, themes can still parallel each other regardless that they will appear in two altogether varying works conceived and written by very different authors and in distinctly separate timeframes. Even as The Kite Runner is written as a work of historical fiction and Oedipus Rex develops a well known and praised Greek tragedy, a theme of betrayal places itself throughout both. Literature demonstrates that morals can genuinely be learned through any method. In both pieces of literature, betrayal is aRead MoreHistory Now1070 Words   |  5 PagesDue Date Tasks Friday, 2/3/2012 Begin Unit: Loyalty and Betrayal, Section A, Order and Chaos Order and Chaos: Introduction Section Warm-Up: Product Loyalty Loyalty vs. Betrayal Literary Elements: Symbolism Tutorial: Symbols and Symbolism Reading 1: Two Kinds, by Amy Tan Practice: Symbolism Loyalty and Betrayal Theme Quiz, 40 points Friday, 2/10/2012 Begin Unit: Loyalty and Betrayal, Section B, Context Context: Introduction Section Warm-Up: A Context Riddle Reading 2: from CommunistsRead MoreAnalysis Of The Kite Runner By Khaled Hosseini1422 Words   |  6 PagesPranav Dantu Mr. Bal Honors English 10 20 December 2017 The Kite Runner by Khaled Hosseini Summary: The Kite Runner is a historical fiction novel written by Khaled Hosseini. The novel is written in a first-person point of view tracing the journey of redemption of an Afghan native named Amir. Amir grows up wealthy and privileged by Afghan standards and is surrounded mostly by his father and his friend, Hassan. Hassan was a less fortunate boy who belonged to the lower caste of the Afghanis, the HazarasRead MoreAnalysis Of Khaled Hosseini s The Kite Runner 1161 Words   |  5 PagesKhaled Hosseini reveals the subject of friendship and loyalty in The Kite Runner. Khaled Hosseini advocates that in friendship, there must be loyalty, kindness, and trust. The theme of loyalty plays a tremendous role in The Kite Runner through Hassan and Amir. Amir and Hassan grow up together in Kabul, Afghanistan. Amir lives in a house with his father, Baba. Hassan and his father, Ali, live on the same piece of property as Amir and Baba because Hassan and Ali are their servants. Although HassanRead MoreT he Kite Runner-Socratic Motivation1310 Words   |  6 PagesAmelia Fong Amanatullah English 2H P1 11 October 2017 The Kite Runner - Socratic Seminar Questions and Answers Supplementary Text Questions: Conflict --AOW: The Difference Between Guilt and Shame by Joseph Burgo What conflict do the two characters share, making themselves similar to each other? Do both Amir and Baba feel guilt and shame through their actions? In the novel, by Khaled Hosseini, the reader learns that both Amir and Baba have betrayed the people closest to them: Amir betrayed HassanRead MoreTheme Of Violence In The Kite Runner1133 Words   |  5 Pagesall have one trait in common; To be accepted. Although, in trying to become accepted, we can lose friendships and trust from people we love, but far worse we could lose ourselves, trying to be accepted for someone we are not. In the novel â€Å"The Kite Runner† by Khaled Hossieni, we as the reader see many different situations in witch Amir is putting his real self aside and taking his anger out and betraying someone very close to Baba and Amir himself, closer than the reader and the protagonist AmirRead MoreThe Kite Runner By Khaled Hosseini1695 Words   |  7 Pages The Kite Runner, written by Khaled Hosseini, is a famous novel for its honest portrait of betrayal, and redemption. The novel is narrated by fictional character, Amir, who starts a new life in America with his wife, Soraya, and is a successful author who tries to escape from his haunted childhood in Afghanistan.. Amir is the son of wealthy Afghan businessman, Baba. The opening chapters are told by an older Amir explaining about his childhood. As a reader, one will notice that every joy experienced

Erp as Software as a Service (Saas) for Smes Free Essays

ERP as Software as a Service *(*SaaS*)* for SMEs Table of Contents Page Abstract The main barriers for implementing ERP systems in SMEs were constraints in terms of resources and information, implementation time escalations, poorly defined organisational structures, weak formalisation of procedures or processes, unclear and also confused understanding amongst the employees and management. There are various methods to overcome the barriers of implementing ERP solutions in SMEs. This include coming up with a realistic value-adding processes required to be incorporated in the proposed ERP system, providing effective education on ERP systems, making sure as a vendors, they do not just provide lip service and to involve everyone in the whole system’s lifecycle. We will write a custom essay sample on Erp as Software as a Service (Saas) for Smes or any similar topic only for you Order Now Software-as-a-service (SaaS) is an online delivery of softwares (Dubey Wagle 2007). The model is uncomplicated and appealing wherein companies signs up to the use the solution which is hosted by the vendors that sells and/or develops the software rather than spending large sums on an application such as ERP and Customer Relationship Management (CRM) and installing this software on individual machines (Dubey Wagle 2007; Banham 2008). All of the major software vendors are now offering its solution on SaaS model basis – SAP, Microsoft, IBM, Oracle and Salesforce. com are all staking their claims. Introduction SME Definition â€Å"companies with less than 250 employees, total assets under 27 million Euros,_ independent privately held_ and _ _owner-managers or their families manage the company personally (Loecher 2000; Sogorb 2002)†. _ Why ERP vendors are focusing on SME’s Barriers to implementation of ERP systems in SME’s It was found that the main barriers for implementing ERP systems in SMEs were: constraints in terms of resources and info rmation, implementation time escalations, poorly defined organisational framework, informal and also non-orderly procedures or processes, unclear and also confused understanding amongst the employees and management. Each of these factors is now discussed in turn. _Figure 1: ERP implementation issues (source: Bernroider Leseure 2005)_ How ERP vendors can overcome these barriers SaaS Technology Some other advantages of working with SaaS models include: low introduction and subscription costs and faster initiating speed (Kaplan 2005; Torbacki 2008), elimination of license and upgrade costs (Torbacki 2008), predictability of costs (Torbacki 2008), ow TCO costs (Total Cost of Ownership) due to lack of necessity of major investments in servers, databases and maintenance (Torbacki 2008), generating a greater ROI than traditional software packages (Kaplan 2005) no requirement of installing any software on a workstation (Torbacki 2008), online access from any location with an Internet connection (Torbacki 2008), continuous opportunity to the newest software versions and business technologies (Torbacki 2008), customers no longer require the large support staff for applications (Bontis Chung 2000; Kaplan 2005) {draw:frame} Figure 2: Types of SaaS used or considering of using (source: Kaplan 2009)_ An example of one vendor’s SaaS offering Nationwide Express Farwest Steel Corporation SaaS alternatives have become more pervasive and observed fast development, and their cost-effectiveness, operational reliability become more obvious and there are a growing number of enterprises of all sizes that are generating performance improvements and measurable cost savings as a result of adopting SaaS. For SaaS vendors, they must focus on make possible easier deployments to avoid the need for pricey consultation support. Also they should truly deliver lower total cost of ownership (TCO) and offer more robust strategies for integration that acknowledges the current volatile environments and also in the near future. Finally, the SaaS solutions offered must be simpler, more agile, more robust, and more intuitive and worthy of all the investments allocated. References Banham, R 2008, ‘Up and Away – Companies are feeling a little less trapped by spreadsheets these days’, CFO Magazine, viewed 19 October 2009, Bernroider, E. W. N Leseure, M. J 2005, ‘Enterprise resource planning (ERP) diffusion and characteristics according to the system’s lifecycle: A comparative view of small-to-medium sized and large enterprises’, Working Papers on Information Processing and Information Management, Institute of Information Processing and Information Management, Vienna University of Economics and Business Administration. http://epub. wu. ac. at/dyn/virlib/wp/eng/mediate/epub-wu-01_84b. pdf? ID=epub-wu-01_84b Bontis, N Chung, H 2000, ‘The evolution of software pricing: from box licenses to application service provider models’, Internet Research: Electronic Networking Applications and Policy, Vol. 10, No. 3, pp. 246-255. Christodoulou, M 2009, ‘How big is an SME? Confusion over size could complicate international rules’, Accountancy Age, pp. 7 http://www. accountancyage. com/accountancyage/analysis/2246584/big-sme-confusion-size Deep, A, Guttridge, P, Dani, S Burns, N 2007, ‘Investigating factors affecting ERP selection in made-to-order SME sector’, Journal of Manufacturing Technology Management, Vol. 9, No. 4, pp. 430-446. Dubey, A, Wagle D 2007, ‘Delivering Software as a Service’, The McKinsey Quarterly. http://www. mckinsey. de/downloads/publikation/mck_on_bt/2007/mobt_12_Delivering_Software_as_a_Service. pdf European Commission 2009, ‘SME Definition’, viewed 17 October 2009, Gartner 2009, Gartner Surve y Shows Many Users are underwhelmed by Their Experiences of SaaS, viewed 17 October 2009, Harindranath, G, Dyerson, R Barnes, D 2008, ‘ICT Adoption and Use in UK SMEs: a Failure of Initiatives? , _The _Electronic Journal Information Systems Evaluation, Volume 11, Issue 2, pp. 91 – 96. IBM 2009a, Software as a Service, viewed 17 October 2009, IBM 2009b, ‘Managed server services’, viewed 17 October 2009, IBM 2009c, Software as a Service from IBM and Innovative Computing Corp. delivers speedy customer service for Nationwide Express, IBM Software as a Service, viewed 18 October 2009, Jacobson, S, Shepherd, J, D’Aquila, M Carter, K 2007, ‘The ERP Market Sizing Report, 2006–2011’, AMR How to cite Erp as Software as a Service (Saas) for Smes, Papers

Aqua Silencer free essay sample

An aqua silencer is used to  control the noise  and emission in ic engines. The reason why we go for aqua silencer is, in today life the  air pollution causes  physical ill effects to the human beings and also the environment. The main contribution of the air pollution is automobiles releasing the gases like carbon dioxide, unburned hydrocarbons etc. In order to avoid this type of gases by introducing this aqua silencer. It is fitted to the exhaust pipe of the engine. Sound produced under water is less hearable than it produced in atmosphere. This mainly because of small sprockets in water molecules, which lowers its amplitude thus, lowers the sound level. The emission can be controlled by using the activated charcoal layer and it is highly porous and poses extra free valences so it has high absorption capacity. So absorb the gases from the engine and release much less position to the environment. The noise and smoke level is considerable less than the conventional silencer, no need of catalytic converter and easy to install. SILENCER Silencer may refer to Muffler, a device for reducing the amount of noise emitted by the exhaust of an internal combustion engine * Silencer (DNA), a DNA sequence capable of binding transcription regulation factors termed repressors * Suppressor, a device attached to or part of the barrel of a firearm which reduces the amount of noise and flash Universal brand exhaust silencers provide the most favorable performance for all applications by offering silencers crafted for four different attenuation grades. Due to the variability of different applications, performance levels are most accurately shown as broad range expected attenuation bands, which are based upon typical conditions. These bands will not define the exact insertion loss for a specific application, since insertion loss is influenced by engine size, type, speed and untreated noise levels. Silencers for Small Spaces and Critical Applications Puck-style silencers are low-profile silencers that not only fit in the smallest enclosures, but are also ideal for portable power, marine, or other applications where a tight fit is a concern. The single inlet models are available in residential, critical and hospital attenuation grades. Critical and hospital models also offer a low skin temperature (LST) design for exceptionally small compartments and enclosures to keep radiant heat to a minimum. The LST configuration incorporates an extra layer of packed acoustic/thermal insulation that reduces heat and noise, eliminating the need for expensive external wraps. The aluminized steel designs far outperform the comparably priced carbon steel competition by offering higher corrosion resistance, greater maximum operating temperatures, less weight and an overall longer silencer life. Silencers for Existing Exhaust Systems Standard spark arresters are designed for general applications with a minimum of restriction on the engine, and are ideal as add-on units to existing exhaust systems. The arresters light weight and small size reduce stress and vibration to the rest of the exhaust system. Typical applications include logging and construction equipment, agricultural machinery, over-the- road trucks, airport equipment, forestry, and military vehicles. Standard engine exhaust silencers are available in the following grades: Industrial Grade, Residential Grade, Critical Grade, and Hospital Grade, and are available in the following configurations: * Type 1: End-in, end-out design * Type 2: Side-in, end-out design * Type 3: Middle side-in, end-out design Low Pressure Drop Silencers Low pressure drop silencers are available in two configurations: End-in, end-out design Side-in, end-out design Space Saver Space Saver units are designed for side-in end-out mounting, although either end may be used as an inlet. Using end-in side-out may result in lower attenuation reductions. Condensate drains standard on all units. Spark Arresters, Non-Silencing Standard spark arresters are designed for universal application with a minimum of restriction on the engine, and are ideal as add-on units to existing exhaust systems. The arresters light weight and small size reduce stress and vibration to the rest of the exhaust system. Typical applications include logging and construction equipment, agricultural machinery, over-theroad trucks, airport equipment, forestry, and military vehicles. Spark Arresting Silencers, Type 1 Standard Spark Arresting Exhaust Silencers provide high efficiency spark arresting and exceptional sound attenuation where fire hazards must be eliminated and noise must be minimized. Three attenuation grades (industrial, residential, and critical) are available with spark arresting efficiencies exceeding 95%. Heavy gauge material and fully welded construction provide maximum strength and longer service life in these units. Applications include stationary and portable gen sets, oil field equipment, propulsion engines on ships, and gas compression equipment. Spark Arresting Silencers, Type 3 Standard Spark Arresting Exhaust Silencers provide high efficiency spark arresting and exceptional sound attenuation where fire hazards must be eliminated and noise must be minimized. Three attenuation grades (industrial, residential, and critical) are available with spark arresting efficiencies Male pipe thread connections through 3. 5, 4, and larger are 125/150# ASA drilled flanges. Drains are standard on all silencers with a 9 body diameter or larger. Side-in end-out configuration is designed for side inlet flow only. Unit cannot be run backward. All dimensions are in inches. exceeding 95%. Heavy gauge material and fully welded construction provide maximum strength and longer service life in these units. Applications include stationary and portable gen sets, oil field equipment, propulsion engines on ships, and gas compression equipment. EN Series Multi-Chamber Silencers For the majority of engines and operating conditions, multi-chamber type silencers provide maximum noise attenuation within acceptable back pressure limits. Most naturally aspirated and supercharged engines need this type of silencer. Many turbocharged engines are best silenced with this design also. ET Series Straight-Through Silencers Some engines require very low exhaust system back pressures for maximum performance. Many turbocharged engines and some naturally aspirated engines fall into this category. For these engines, straight through, reactive silencers are available to provide adequate silencing while imposing negligible restriction on exhaust gas flow. ES Series Spark Arresting Silencers Operating locations exist where fire hazards and safety codes require removal of sparks from exhaust gases. Universals spark arrestor silencers are engineered to perform the dual function of spark arrestment and silencing for all internal combustion engines.