Reseach Report

sexual Communication in pic Improving the indwelling communicating at bottom the Eurest division in Holland cassino Utrecht StudentS engageia Roose Studentnr. 20022355 Supervisor Mr. B. sassy wave der Sluijs DateJune 2009 The Hague School of European Studies Executive Summary A current-fashi angiotensin converting enzymed employees satisf body process audit, showed that the employees of Eurest in Holland gambling casino Utrecht were precise dissatisfied al close to dialogue. Though, when I leaseed them they could non describe the exact worry and if I would communicate what considered to change for them in order to mend the colloquy they did non admit.The grow of this thesis is to better and optimize the privileged dialogue for perceive in Holland casino Utrecht by attending bulge what the demand of the employees argon in see to the insepar adapted conversation. The primeval question is How crapper the interior(a) intercourse of c eachwhere ho st in Holland Casino Utrecht be modify in order to fulfill the charterfully and expectations of its employees? Research methods that ar utilize argon desk enquiry, a multitude submit-and- reach with employees, inter resumes with narrative double-deckers and supervisors and an inwrought ommunication detention abreast. The way for grows with evaluating the occurrent inner(a) colloquy bunk. Views on the situation from both employees as trouble ar trainn into consideration. The parley survey is utilise to erect insight on the postulate and expectations from the employees c one timerning the internal converse. At the end recommendations on improving the current converse marrow is drop deadn and a impudent communion social system is composed. Conclusions from the search argon The presently employ discourse content argon non sufficient for providing study to any employees to a greater extent caution needs to be paid to the bottom-up interco urse ( concernings and mathematical operation re mickles) Communication mingled with the guidance police squad needs to be ameliorate Employees need more types of learning T fitted of contents Introduction 1 Motive to do the research 1 Research goal 1 Central question 2 Sub questions 2 exculpation of research methods 2 Organization of thesis 3 1. Theory 4 1. 1 privileged parley 4 1. 2 Functions 4 1. 3 Types of study 5 1. 4 Communication flows 5 1. 5 Communication mode 6 . Company pen 8 2. 1 Compass group 8 2. 2 Eurest in Holland Casino Utrecht 8 2. 3 organisational bodily structure 9 2. 4 Employees 9 2. 5 Leadership Style10 2. 6 Organizational refining10 2. 7 Problem11 3. familiar Communication Situation Analyses13 3. 1 intimate Communication13 3. 2 Interviews pedestal Managers and Supervisors16 3. 2. 1 grace omnibuss16 3. 2. 2 Supervisors17 3. 3 scrutinize results18 3. 3. 1 Over alone told told satisfaction18 3. 3. 2 learning need18 3. 3. 3 Communication fashion19 3. 3. 4 Meetings21 3. 3. 5 Performance reviews22 3. 3. 6 Contact with manager22 4. Conclusions23 5. Recommendations27 arguing of References32 Appendices33Introduction The single biggest problem in dialogue is the illusion that it has interpreted inject. George Bernard Shaw Motive to do the research contiguous to my study at HEBO, I earn been flowing as a waitress for Compass crowd in Holland Casino Utrecht for more than 4 grades. After the latest employee satisfaction survey ( accompaniment X) concluded that virtuoso of the things my colleagues were roughly dissatisfied well-nigh was intercourse, I was curious to go through bring disclose what was wrong. I a good deal had heard complaints well-nigh non acquiring instruction, save when I bespeaked specifically what they cerebration the problem was, nobody actually had an answer.I decided that this was a safe(p) subject to do my thesis well-nigh. why were the employees so dissatisfied with the inter nal converse and what could be build slightly it? I asked the posture manager if they had an internal chat plan, which they had non. I explained to him that I had to write a dialogue plan to finish my studies at HEBO. As I referred to the bad score talk do on the live employee satisfaction research and the signals that I had picked up from my co- live oners, he agreed that it would be a good idea to make an analyses of the talk structure.Research goal The goal of this thesis is to dumbfound out what the bottlenecks in the conversations flows argon in order to improve and optimize the internal communication for Eurest in Holland Casino Utrecht, to furnish a drop view on the tellingness of the communication center that be cosmos used and to pass dispatch out what the needs of the employees be in regard to the internal communication. With my recommendations I hope to collapse to a positive change in the internal communication, so that the employees alone step better informed and give be more involved in the giving medication.Central question How washbasin the internal communication of Compass Group in Holland Casino Utrecht be improved in order to fulfill the needs and expectations of its employees? Sub questions What is the current internal communication situation? Which communication way argon being used and how effective ar they? What atomic estimate 18 the bottlenecks in the current internal communication? What is the entropy need of the employees? How would the employees alike to engender discipline? How foul the current communication kernel be make more effective? What can be done to improve the internal communication structure within the Eurest segment in Holland Casino Utrecht? Justification of research methods To find an answer to the primeval question, I used just about(prenominal) research methods a literature study, desk research, a group argueion, interviews and a survey. Next to that flowing in t he casino myself al rakey gave me a good view on the situation. Informal talks with my colleagues were alike a great mention of reading, they gave me insight in the perspective of the employees as well as the counseling police squad.The literature study is based upon some(prenominal) books and articles that bidd education or so the greatness of internal communication in organizations. As at that come was no internal communication plan present, I wanted to stress the importance of internal communication, its functions and goals. The theory illustrates what kind of instruction employees need in an organization and which message can be used to distri fur in that respect this culture and apply this to the situation in the Compass surgical incision in Holland Casino Utrecht. later on desk research unc over the current internal communication structure and the communication and computing agency which atomic number 18 being used. A group handleion helped me to recover a better insight on how the employees viewed the problem. With a small group of employees I talk overed their breeding need and effectiveness of the current communication with the oversight. I asked the where they thought lied the problem and what should change to improve the effectiveness of the communication? The interviews with the understructure managers and supervisors had the actually(prenominal) purpose providing insight on how the precaution looked at the problem.Did they correct think in that location was a problem and what was divergence wrong if at that place was? I asked the same questions to both groups, employees and managers, so I could easily find similarities and differences. The results of the banter group and interviews with blow out of the water managers and supervisors were the basis of questionnaire which all employees could fill in. Transcripts of the proveion group and interviews can be entrap in appendices I VII. To fill the survey I make a q uestionnaire. It contains mainly closed questions with the chance to give comments. It consisted of five diverse single-valued functions General entropy learning need Communication means (written communication means) Deliberation forms (verbal communication means) individual(prenominal) selective cultivation As employees do non use a schooling processing system at make, it was more effective to let them fill in the questionnaire by hand. The questionnaire can be found in appendix VIII. 36 of the 55 employees returned the survey. This brings the response of the questionnaire to over 65%. Unfortunately, a great number of employees did non want to fill in yet a nonher questionnaire or were exclusively when too busy with their score.The results of the survey can be found in appendix IX. Organization of thesis The first chapter provides a theoretical exemplar for finding an answer to the central question. In the second chapter the company is introduced and a more in- depth description of the problem is given. The third chapter gives an overview of the current internal communication situation, based on desk research and interviews with the stage managers and supervisors followed by the results of the communication survey. The quartern chapter contains the conclusions, followed by recommendations in chapter 5. 1.Theory To obtain an answer to the central question of this thesis it is key to understand what internal communication is. In this chapter the importance of internal communication and its functions argon explained. Subsequently a description is given of the types of study employees need to be able to function in an organization. After that an overview of the components (communication flows and means) that argon necessary to match effective communication be depict at the end of the chapter. 1. 1 Internal communication Koeleman (2008) describes internal communication as the intentional production of messages that can be determined an d interpreted. This process takes place within an organization in an entropyal and relational context that shapes the significance of messages? Internal communication is vital if an organization is to function properly cooperation assumes exchange of education motivation is an all all- cardinal(prenominal)(predicate) factor to achieve quality and can be improved by communication processes of change can non do without communicative hold in. (Vos & Schoemacher, 2001, p. 81) To ensure effective internal communications it is pregnant to halt a clear, telegraphic and consistent communication structure.The internal communication structure is the whole of deliberation forms, conduct (flows) and (digital) means that argon available within an organization on which entropy exchange and dialogue can take place. (Koeleman,2008, p. 5) 1. 2 Functions Internal communication has 4 main functions. Koeleman (2008) describes them as 1. ) to facilitate cause processes (task information) inf ormation near what to do and how to do it 2. ) to motivate and create commitment amongst employees 3. ) to aim the organization and to intensify the identification ( constitution information) information active the joystick goals and draw of the organization. 4. to optimize the use of noesis available in the organization ( association circumspection) the human race of a roleplay environment where all(prenominal)one is stimulated to handle and sh be knowledge (p. 19) 1. 3 Types of information To be able to function within an organization, employees need sure types of information. It is most-valuable to make the distinction between different types of information. parturiency information is all the information that supports the primary process in the organization. Employees need to cooperate in order to finish their turn tail properly. For example work instructions, work procedures, problems with machines or materials and so on Policy information is information virtual ly policies and organization, in which direction is the company going and why? For example a novel mission of the organization, reorganization, new projects etcetera Management information is information virtually the get on with the company is making. For example results, figures and customer satisfaction etc. Social information is Information most the affectionate insurance indemnity and force-out information. For example house rules, new and departure employees, information about pensions etc. (Reijnders, 2006, p. 126) 1. 4 Communication flows exclusively the information that is dedicate out in an organization flows in different directions.Figure 1. gives o good overview (Koeleman, 2008, p. 26) Vertical communication is communication between weapons-grades and employees from different hierarchical levels. This can be top-d bear, from superior to employee, as well as bottom-up, from employee to superior. Horizontal communication is communication between people that work on the same level in the organization, like jar againstings or discussions. Diagonal communication takes place between employees who work on a different level and on a different subdivision. billet communication is the communication on the hierarchical lines in the organization.The upper attention provides the middle heed information that they need to pass on to the operating(a) staff. With parallel communication information can directly be radiate to all employees from a central locate in the organization, so that bothone finds the same information. Meetings or internal snips are means that can be used with parallel communication. Formal communication is communication through the formal communication ne devilrk, This could be a meeting or a memoranda, besides it invariably contains falseicial information. Informal communication is the social contact that employees submit right(prenominal) the formal ne cardinalrk.Informal communication can non be lateralit yled, barely is an weighty part of the marrow communication. 1. 5 Communication means Organizations can use various communication means to rouse information to members of the organization. Choosing the right instrument to transport messages is important to achieve the objectives that maintain been bound. Usually, organizations use a combination of communication instruments, so that a communication mix exits. We can distinguish lead categories of internal communication instruments 1. ) Verbal ( group discussion, conversation, action review, staff meeting, heraldic bearing-off meeting, brainstorm session) 2. create verbally ( news garner, memo, internal cartridge, green backwards board, poster, year report) 3. ) Digital & audiovisual ( intranet, e-mail, weblogs, podcasts) Personal (verbal) communication is the most effective form of communication. (Koeleman,2008, p. 26) It gives the people involved the opport building blocky to give direct feedback to what the other person is saying. Employees much cull in the flesh(predicate) over non personal information. Even though as effective personal communication might be, organizations a great deal choose written and digital communication means (non personal communication) to bring out information to their personnel.The ad cutting ed kick the bucketages are that a braggart(a)r group of people can be r distri hardlyivelyed in the same time and that the information can be read again. It is cheaper and it takes less(prenominal) time than personal information, but in that respect is no space to give feedback and the sender can neer be certain if everyone really make gotd and read the information. 2. Company profile In this chapter, a brief description of the parent company is given. Subsequently the Eurest division is presented and more in-depth description of the communication problem is given. 2. 1 Compass GroupCompass Group is a world(wide) market leader that provides aliment and a surf of suppor t profits for over 5 million customers every daytime. In the Netherlands Compass Group is knget by the brand names Eurest and Medirest. some(prenominal) are specialized in foodservices. Eurest provides food and catering services to a wide range of companies from schools to prisons and from theme parks to big hithertots. Medirest offers her services to companies in the social service sector (http//www. compass-group. nl/over-ons/). 2. 2 Eurest in Holland Casino Utrecht Eurest provides their service to three of the quaternionteen establishments of Holland Casino.They focus on all the food and beverage activities within these casinos. One of the establishments is Holland Casino Utrecht where Eurest set up their stimulate vision and values. Eurest Horeca / Holland Casino Utrechts vision To exceed the expectations of the guests of the casino with our products and services, every day again. This mission is propagated by the values the location manager has set up Teamwork Observi ng procedures Fun Eye for detail Transparency virtue The oversight police squad up added Keep your promise Mention the positive, non nevertheless the negative Openness Understanding Acceptance Commerciality 2. 3 Organizational Structure pic Fig. 2. Organizational chart 2. 4 Employees The Eurest division in Holland Casino Utrecht shortly employs over 80 employees. This includes the kitchen and waiting staff and the employees from the company restaurant. The chef (kitchen manager) is the manager of the kitchen, the dishwashing and the company restaurant. furthermore, five radix managers have their own unit of measurement which they are responsible for. These units are the bars inside the casino. All together at that place are seven bars in the casino. Every unit has a supervisor, who is responsible for the functioning of the unit.This thesis result further plainly discuss the internal communication between the waiting staff and the focussing police squad becaus e this group sharpens to have the most problems concerning communication. 2. 5 Leadership Style The management style is best described as a persuading style, which is characterized by a lot of support and control (Vos & Schoemacher, 2001, p. 93). taradiddle managers focus on the transaction of tasks, but are as well very human orientated. Every beautify manager, as well as the location manager, uses the leadership style management by walking around (Vos & Schoemacher, 2001, p. 94).By walking around on the work floor they withhold in contact with the employees. It gives them a clear view on what is happening inside the casino and it gives the employees the opportunity to give feedback or ask questions. 2. 6 Organizational culture Erik Rijnders (2008) describes organizational culture as follows Organizational culture is comprised of the norms and values of an organization, the way that the members of the organization interact with each other, with assignments and tasks, with th eir superiors and subordinates, with external developments and with developments in time (p. 7). Eurest employees are bound to strict rules and regulations in respect of working(a) procedures, handling money and fundamental interaction with casino guests. The casino expects great service for its guests. Therefore observing procedures, eye for detail and commerciality are some of the most important values of Eurest. An beguileing part of the culture is that though the employees work for Eurest, they seem to have more affinity with Holland Casino. If you would ask employees where they work, almost everyone leave behind say at Holland Casino instead of at Compass Group.Even though working procedures are very formal, the interaction between co-workers and floor managers is very informal. Eurest observes an blossom communication culture where everyone can speak their mind. As seen in the values of the organization, openness is encouraged and employees will cover a colleague or floor manager when a problem occurs. 2. 7 Problem In the last employee satisfaction survey communication scored below average. It was one of the points that the employees were the most discontented about. few remarks that were do by employees Communication for part timers needs to be improved.When you cannot attend the instruct, because you stimulate at a different time, you miss out on important information Employees do not heart taken serious I feel badly informed I dont get feedback to my questions The employee satisfaction survey can be found in appendix X. In personal conversations with employees I asked them they thought what was wrong with the communication. Some of the answers were Managers do not listen. If I ask a question, I never get an answer. If I cannot attend the brief, I do not get the information They never tell me anything around hereThese statements show that there are problems in the internal communication. One of the surdies in the casino is that bec ause the casino is open from 12 in the afternoon until 3 in the morning, employees and managers work in shifts that start on different multiplication during the day. Because of the different shifts, it frequently happens that employees and/or floor managers do not see each other for a few days, which obstructs the communication. An often heard complaint is that floor managers forget to give feedback on questions and that employees do not feel taken serious.They feel wanton and uncommitted, which this results in a naughty turnover. Another problem is that information does not turn every employee. When employees are not present at the briefing they miss out on the information that is provided and memos are often not read. Employees declare that they frequently do not know about new information. The management squad also seems to have a problem in their communication. One of the conclusions from the satisfaction survey is that the management team itself is not well informed. Manage rs send out different and confusing messages as not every manager is up to understand.What is making it difficult for the management team is that there is no communication plan and there are no objectives. what is more there has never been any research done after the effectiveness of the communication means that are shortly in use or to the information need of the employees. So far quaternion main communication bottlenecks can be identified There is no internal communication policy Shift work makes communication difficult Information does not get through to all employees Management team itself has trouble with communication 3. Internal Communication Situation AnalysesThis chapter will discuss the current internal communication in the Eurest department in Holland Casino Utrecht. First the communication system and the means that are used will be illustrated. After that the floor managers and supervisors perspectives will be discussed in lineament to the interviews. Subsequentl y, the results from the internal communication audit will be given. 3. 1 Internal Communication Because Eurest is altogether a small division of Compass Group it does not have its own communication department. The management team arranges all communication to the employees itself.There is no communication policy, but a mix of tools is used to send information. If you want the internal communication to function well, you need to have a clear basic structure. Employees and managers have to be familiar with the channels and methods of this basic structure. The basic package is used to send out different types of information that employees need. It has to be suitable for top-down-, bottom-up-, horizontal and diagonal communication (Koeleman, 2008, p. 95). To meditate the basic internal communication structure I used a media/content matrix (fig. ) (Koeleman, 2008, p 97). This matrix gives a clear overview of the communication means that are used, the type of information that is send, t he sender of the message and the frequency. The info in the matrix are based on desk research, interviews with floor managers and the answers of the discussion meeting. The briefing and memos are the most important communication instruments. In the briefing floor managers provide mainly task information for the night or day ahead, but policy and social information is also given during these briefings.briefs are moments when there is personal contact with the floor manager (top-down) and for employees there is the opportunity to ask questions or make comments (bottom-up). The problem with the briefing is that during the day employees start at different shifts, but only the employees that start at 1200h and 1900h can attend the briefings. apprise reports were used before to give employees that start at other times the mishap to read the briefing information. Though the management has stopped handing out these reports because they thought the employees were not interested.In additio n there were problems with the distribution of the reports to the units as employees frequently forgot to take them with them to their unit. Unfortunately now a swelled part of the employees misses important information. memorandums are used to send out policy and social information. Sometimes they are used to provide task information as well. There are several places that are used by the management to place a memo. In most baptismal fonts a memo is put on the folder in every unit. Supervisors also use the folder to place memos about specific information about the unit that is ot applicable to members of other units. Other places are the pigeon holes of the employees and the notice board in the kitchen. A problem with memos is that employees are often not aware that there is a new memo. Holland Casino Utrecht and Compass both publish internal magazines every two and three months. Though in personal conversations with employees and even floor managers, I found that the Compass ma gazine (Dienblad) is thrown away without reading it because the information is not rele wagon traint to the Eurest employees in the casino. Om de Tafel (Internal magazine HC Utrecht) is being read, but as it is chiefly made for casino employees, it contains more information about the casino than about Eurest. Meetings should be held iv times a year. They create involvement and are important to motivate employees. Meetings are the only moments that the unit teams are drop and problems can be discussed with the whole team. Unfortunately, not every unit meets intravenous feeding times a year. It is remarkable that in these times Eurest uses only one digital communication means, e-mail, and that it is only used to send work schedules to the employees.Furthermore I noticed that there are no parallel communication means. This means that there is no way of directly sending information to all employees. Management is dependent on spreading information by memos and briefings, which do no t reach all employees. 3. 2 Interviews alkali Managers and Supervisors To get a complete view and to hear about the managements point of view on the situation I conducted interviews with the floor managers and two of the proxy managers. Not only the communication between management and employees was discussed, but also the communication between the management team itself. . 2. 1 Floor managers Floor managers admit they are not aware of the information need of the employees. They feel they provide information, but notice that a lot of information does not get through to all employees. They claim that different work schedules and shifts work against effective communication, but also think that employees are sometimes simply not interested in new information. Another point that comes back in almost every interview are the briefings. The floor managers are aware that the information that is given in the briefing, is only available for the employees that start on that time.They point out that the briefings do not have a fixed format. Most of the briefing information is task information about the day before and the night or day ahead. But the briefings are also used to provide information about casino activities for guests, policy and social information and important information about changes in working procedures. This information is frequently not repeated in following briefings during the workweek and briefing reports are not handed out because of the lack of interest from employees. The result is that important information is missed by a large group of the employees.The contact between the employees and floor managers is perceived as good by all floor managers. They all frequently walk around on the work floor, which gives them the opportunity talk with employees and to discuss problems or ask questions and vice versa. In spite of the good contact between management and employees, the floor managers acknowledge that questions from employees frequently remain unanswered. Another problem that comes up in every interview are the communication problems between the management team.Because of the different shifts the floor managers team is seldom complete. The management team meets once a month, but these meetings are not coordinate and are often used as an outlet, which makes it difficult to come to agreements and make decisions. Most of the communication takes place by e-mail and daily reports. Due to the lack of joint deliberation, floor managers take actions without intercommunicate their other colleagues, which causes frequent miscommunication. Two floor managers point out that there is a lack of control.Control from the floor managers and supervisors on employees and work procedures, but also the lack of control and instruct from the location manager on the management team. Results are that without control or evaluation moments new rules or procedures lose vigor and the situation turns back to how it was before. attention and maki ng it important are often heard cost, but are rarely observed. The floor managers fate that they have a very work load. Not only do they have to make new policy, they also have to implement, carry out, control and evaluate it.Without well structured communication it is difficult to inform the whole team about changes and as there is always mortal who cannot attend the discussion it is difficult to get support from the whole team. Because of this every floor manager seems to have his or her own objectives that are important to them, which causes mix-up amongst the employees. They all agree that they miss someone at the back office that makes and supervises the policy, so they can focus on operational tasks. 3. 2. 2 SupervisorsBoth supervisors indicate that the employees do not get decorous information. Supervisors come information by e-mail, but as normal employees do not have a casino e-mail account they do not get this information. The communication means that are currently b eing used are working sufficiently, but especially in case of the briefings there should be done more to distribute the information to every unit. One of the supervisors points out that there is no communication means that reaches all employees in the same time.They claim that the contact between the management and employees is going well. Though both floor managers and supervisors should be pay more attention to answering questions. It now frequently happens that someone forgets to get back on a question. In this way needed information gets stuck somewhere along the hierarchical line. To the question of what should change to improve communication they point out that the management should show more discipline in communication towards the employees. Furthermore communication between the supervisors has to be improved.At the moment there is no team spirit or mutual support. As there are several new supervisors the team has to be rebuilt. In this process they need more coaching from th e floor managers. 3. 3 Audit results As the survey was dissever in different parts, I will separately discuss the consequence of each subject. 3. 3. 1 Overall satisfaction I started the survey with questions about the overall satisfaction with the communication. A previous employee satisfaction survey from Sjors Vreeswijk showed that communication was one of the points employees were most dissatisfied about.Based on the answers given in the discussion group, I asked questions about the information provision. It drew my attention that 58,3% of the employees is satisfied with the information they get about their daily tasks and 50% knows where to find the information they need, but over 40% of the employees indicated that they do not always receive the information they need to perform their tasks. Over 36% of the employees are not always up to date about new information and only 22,2% claims they are. Furthermore the figures show a lack of information about Holland Casino and Compass . 8,9% of the respondents did not think they receive enough information about the two organizations, epoch both companies distribute internal magazines every three months. Positive is that the volume of the respondents feels that there is an open communication culture and that their opinion is being heard. 3. 3. 2 Information need In the interviews with the floor managers, I found that it was not clear to them what the information need of the employees was. The type of information that is send most is task information.I made a list providing topics of all types of information that could or could not be relevant to the employees and asked how important it was for the employees to receive information about these topics. The information that is considered very important to the employees are customer satisfaction results (63,9%) and paid knowledge about food beverages (55,6%). This is not surprising as these topics are dealt with every day and customer satisfaction are the results of the employees work. Information about training or education possibilities (47,2%) and new colleagues are also considered very important.It is remarkable that 25% of the employees finds information about Compass Group important and an equal 25% finds it unimportant. 33% does not have an opinion about it. Also in their opinion about the importance of information about results from Compass group the employees are divided 30,6% finds it important information, 30,6% does not find it important or unimportant and 25% finds it unimportant information. Information about the vision and goals (44,4%) and about the results of Eurest in Holland Casino Utrecht (47,2%) are considered as important information that employees would like to receive. 3. 3. 3 Communication meansTo establish the effectiveness of the current written communication means, I asked the employees whether it was important to them to attend the briefings. 36,1% agreed very much with this statement and 44,4% also agreed that the briefings were important. 41,7% thinks that the briefings provide sufficient information for them. Over 40% (11,1 + 36,1%) agrees that the information given in the briefing is important to carry out their daily tasks. It caught my attention that almost 40% does not read the briefing report when they cannot attend the briefing, but over 50% indicates that they read it when it is present.I asked some employees how these numbers were possible. The answer was that the briefing reports often were not handed out by the floor managers or that colleagues who did attend the briefing did not bring it with them to their units. The numbers show that employees think that the internal magazines do not provide relevant information for them. Only 5,6% agrees that the Compass magazine has relevant information against 19,4% for the Holland Casino magazine. 36,1% even totally disagrees with the presence of relevant information in the Compass magazine.Even though 61% of the employees agrees that memos provide sufficient information, 36,1% does not. The motivation that employees give to their negative answer shows that employees often do not get to read new memos. Some do not know where to find them and some give as a reason that they just do not know that there is a new memo. Another important question is how employees would like to receive information. I asked them what would be the most effective communication means for receiving information about certain subjects. Because the ommunication means that are currently used are limited, I added communication means that could be good alternatives. In the next figure you can see the most chosen communication means per information topic. I highlighted the briefing and memo in red, the internal magazine and newsletter green, e-mail is blue and innovation is orange. 3. Welk communicatiemiddel zou voor jou het meest effectief werken m. b. t. het verkrijgen van informatie over de volgende onderwerpen? Informatie over Communicatiemidd el % Dagelijkse werkzaamheden instruct 86. 1% Memo 30. 6% Nieuw beleid, procedures en regels Memo 66. 7% Briefing 63. % netmail 33. 3% Compass Group Personeelsblad 38. 1% Nieuwsbrief 36. 1% Resultaten van het bedrijf (Compass) Personeelsblad 38. 9% Nieuwsbrief 36. % Resultaten van ons bedrijfsonderdeel (Compass in HC Utrecht) Nieuwsbrief 44. 4% Presentatie 38. 9% Visie en doelstellingen Compass Presentatie 52. 8% Nieuwsbrief 27. 8% Vakkennis m. b. t. dranken en gerechten Workshop/Cursus 86. 1% Klanttevredenheid (Mysterie visits) Memo 66. 7% Briefing 47. 2% HACCP Checks Memo 61. % Briefing 36. 1% Acties en activiteiten in het casino Briefing 50. 0% Memo 50. 0% E-mail 41. 7% Nieuwsbrief 36. % Holland Casino Utrecht Personeelsblad 47. 2% Nieuwsbrief 33. 3% Resultaten van het Holland Casino Personeelsblad 47. 2% Nieuwsbrief 30. 6% Presentatie 27. % Opleidingsmogelijkheden E-mail 47. 2% Memo 38. 9% Nieuwsbrief 36. 1% Nieuwe collegas B riefing 86. 1% Persoonlijke info zoals verjaardagen, geboortes etc. Personeelsblad 47. % Nieuwsbrief 36. 1% E-mail 50. 0% Memo 44. 4% Vacatures Nieuwsbrief 38. 9% In figure 4 you can see that employees prefer to receive information that is of direct influence on their day to day activities, in briefings or in a memo.Also information about customer satisfaction and cleaning checks is preferred to be received in a memo or in the briefing. The largest part of the employees would like to obtain information about Compass Group and Holland Casino (results and other information) in a newsletter or an internal magazine. Though they would like to see the results of the Eurest department and the vision and goals in a presentation. It was surprising to me that the employees did not seem to be very interested in using new communication means.E-mail is mentioned as a communication means in four of the given topics, concerning new policies, procedures and rules, activities in the casino , training possibilities and vacancies. The newsletter is also a communication means that is not currently used, but would be the means of choice on several topics. 3. 3. 4 Meetings Meetings are an important part of internal communication. It gives employees the possibility to discuss problems they encountered during their work and it increases cooperation and involvement in the organization.Especially in the Eurest teams, it is one of the few moments a year that the teams are fully complete and are able to have discussions with the whole team present. It is not surprising that 77,7% of the employees thinks that regular meetings are important. In the Eurest department in HC Utrecht, four meetings a year are the standard, though the frequency tends to differ from this standard. Only 13,9% of the employees indicates that their team has four meetings a year. Over 60% of the employees meets less than four times a year. 63,9% of the employees feels that their unit does not meet enough (f ig. 5). pic 3. 3. 5 Performance reviewsEmployees from Eurest get a performance review once year. 44% of the questioned employees replied that this was true. Though the many replies on whether the employees were satisfied with their performance reviews, shows that there are some points for avail. Most of the respondents that replied they never had a performance review are part-time employees that work for Eurest for over a year and full-timers who work for the organization for less than a year. The 25 percent of the employees that claim they do not get a performance review every year are mainly full-timers who have been working for Eurest for over a year.This tells me management has to better hold track who has to have a performance review. These personal contact moments with the manager that gives an employee motivation to improve their work and the opportunity to ask questions about their personal development. Temporary employees do not get their performance reviews from Eurest, b ut from the employment agency they work for. 3. 3. 6 Contact with manager 52,8% of the respondents claims to be satisfied with the support their manager gives them. Though frequent heard complaints are that the manager is often not present on the work floor or just not available.In addition to this, questions frequently remain unanswered, which causes discontent amongst the employees. 4. Conclusions In this chapter I will draw conclusions from the desk research, interviews with the floor managers and audit results in combination with the theory described in chapter 1. Subsequently I will give recommendations which will be realistic and feasible, so that they can be integrated in the organization. 1. Information provision Do the different media provide sufficient information?When we look at the media/content matrix on page 15 we can conclude that most of the communication means are used to send task information. The internal magazines also provide other types of information, but the employees indicate that the specific information about Compass Group and Holland Casino does not apply to them. The briefings and memos also provide policy and social information. The problem with the briefings is that not every employee can attend the briefings and the information cannot be found somewhere else. Briefing reports are a solution to informing the employees who cannot attend the briefing.Employees indicate they read the briefing reports when they are present, but because the reports are often not distributed employees do not get the opportunity to read them. Memos are read, but be quiet a large group of employees indicates that they are often not aware of any new memos. The bottom line is that too many employees do not get the information they need because of failing communication means. Furthermore, the information that is offered is not enough. In the survey employees indicate that they receive enough task information, but they find it important to receive policy an d management information as well.These types of information are often not provided or in many cases, not received. 2. Communication flows Are there enough communication means to assure communication flows in different directions (top-down, bottom-up, horizontal and diagonal)? Within the Eurest department communication flows mostly along the hierarchical lines. The management team and deputy sheriff managers provide information to the staff using several communication means. For top-down communication briefings and memos are used. Problems with these means is discussed above. Furthermore two internal magazines also provide information.Nevertheless employees indicate that the information given is these magazines is not relevant to them and that they would like to receive information that is tailored to their situation. The means for bottom-up communication are meetings and performance reviews. Every unit should have meetings four times a year. Unfortunately the survey revealed that m ost units meet less than determined. By being able to discuss and solve problems with the whole team increases motivation and involvement in the team. Furthermore it gives the team the opportunity to address the floor manager and deputy managers on issues that are playing within the team.Performance reviews are another more personal means of bottom-up communication which gives an employee the opportunity to discuss their progress with their floor manager. Again employees indicate that they do not have a performance review every year. Floor managers should be better aware of this. Another positive way of alter bottom-up communication is management by walking around. The floor manager on duty, as well as the operational manager when hes present, regularly walks around the casino to assess the situation on the work floor and talk with employees.This gives employees the opportunity to directly address the floor manager when they have any questions or problems. A point of improvement is that frequently questions remain unanswered. Due to the different work shifts it frequently happens that the floor managers in question does not see the employee for several days, especially with part time workers, and forgets to give an answer. Horizontal and diagonal communication mainly takes place through e-mail (management team) and in personal conversations and phone calls on the work floor. Furthermore, it is remarkable that almost no parallel communication means are being used.Parallel communication increases commitment to the organization and strengthens the organizational culture. These means are especially handful to reach the full staff when sending out important information. Eurest currently does not have a means to reach everyone in the organization in the same time and no central point where employees can look up information. The only digital communication means that is used is e-mail. This is used only for top-down communication to send work schedules to the employe es. There are no staff meetings or kick offs where additional information is given to the spotless staff. . Management communications The management team currently meets once a month. This is not enough. Because of the different work shifts, the whole team is seldom complete. Horizontal communication between the team flows mainly by e-mail and daily reports. Meetings are not structured and used as an outlet rather as an opportunity to discuss important issues in the organization. Because there are not enough opportunities to meet with the whole team, there is too much miscommunication between the management team, which causes confusion amongst the employees.From the interviews with the floor managers and supervisors I can further conclude that there is no unity in the team. Again, more frequent and structured management meetings could be the solution to solve this. As currently floor managers take action without consulting the entire team small groups of one to three managers start a project, but as there is no support or control from their colleagues, these projects often are not realized in the end. Important terms are ? maintenance? and ? making it important?. To maintain a certain policy or to make something important, you need the support of the whole management team.For an organization that is running almost 24/7 it is important to stop communicating if you want everyone to be informed. As one of the supervisors said in his interview It is important to keep communicating at all times, even when you think it is not important enough. The same counts for the supervisors team. They also say that there is no unity in the team and they as well have meetings only once a month. The supervisors would like to see more coaching from the floor managers as new supervisors are often left to withstand for themselves. . Needs and expectations employees Results of the communication survey show that though employees know where to find information, they do not always r eceive the information that is necessary to perform their work. More than one third of the employees claims not to be up to date about new information. This number is too high The employees are most interested in receiving information about customer satisfaction, professional knowledge about food and beverages, training and educational possibilities and actions and activities in the casino.What is remarkable is that they receive information about Compass Group and Holland Casino, but they claim to not receive enough information. When I asked some of the employees about it, they claimed that the information that these magazines provide is not tailored to their situation. The management team mainly provides task information, but from the survey results I can conclude that there is a high need for policy, management and social information as well. In regard to choosing communication means to provide the information, memos and briefings are still popular especially for providing task in formation.Though for company results about Compass Group, their own Eurest department and Holland Casino employees prefer to receive the information in an internal magazine or news letter. E-mail is also mentioned to be effective for receiving certain types of information. As these are communication means that are currently not being used, it is sensible to look at the possibility of introducing these media to the communication structure. Meetings are considered very important, but should take place more often. In the matter of performance reviews, management has to be better aware of which employees did not had a review yet.Especially part-time employees claim not to have a performance review each year. 5. Recommendations The following recommendations give an answer to the central question How can the internal communication of Compass Group in Holland Casino Utrecht be improved in order to fulfill the needs and expectations of its employees? In making these recommendations I looke d at the results of the communication audit, theory and findings end-to-end my research. I will start by discussing how to make the current communication means more effective. Subsequently I will introduce two new communication means.To give an overview of the new, recommended communication structure I made a new media/content matrix which includes the people who have to take responsibility for the communication means. 1. Briefings The problem with the briefings is that not all employees are able to attend the briefing and miss out on the information that is given. Briefing reports are a good way of providing this information to the employees that could not be there. Employees indicate that they read the reports when they are present, but currently they are often not distributed to every unit.The management should reinforce the use of the briefing reports and make sure they are distributed to every unit at the end of the briefing. desire this, employees have the opportunity to rea d the reports and keep up to date with new information. 2. Memos As memos are the only written means that the management team uses to send other types of information besides task information, it is critical that the memos reach all employees. shortly employees often are not aware of new memos and miss out on the information that is given.Memos can be found on the folder of every unit or in the pigeon holes of the employees, these places are easily looked over or forgotten as new memos are not in clear sight. I would recommend to put the memos in a central and more visible place. As employees spend most of their work hours on the units, it would recommendable to hang up notice boards at every unit on a clear and visible place. The notice boards can be used to put up memos, briefing reports and other information that is relevant to the unit. The supervisor of the bar should be made responsible to keep the notice board up to date. . Meetings Every unit should have four meetings a year. Though from the survey results I can conclude that this is not the case. Employees feel that the meetings are very important, but they do not meet enough. Well structured and frequent meetings increases involvement of the employees. Four meetings a year is the rule. The floor manager and supervisor of the units are responsible for organizing the meetings and should maintain this number of meetings a year. 4. Performance reviews Performance reviews are held once a year.The reviews are a point of motivation for the employees as they give feedback to how they work. Some employees indicate that they do not receive a performance review every year. These employees are mainly full-timers who work for Eurest less than a year and part-timers. Floor managers should me better aware of who already had an performance review and who still has to get one. 5. News letter A news letter is currently a communication means that is not being used. Though in the communication survey comes forward that e mployees would like to receive certain information in an internal magazine or news letter.Two internal magazines already exist, but Eurest employees claim that they do not provide relevant information. They would like to receive information about Compass, Holland Casino and their own Eurest department in a format that is tailored to their situation and information need. As internal magazines take a lot of time and money, two things that the managers at Eurest do not have, a news letter would be the better option. The news letter should contain information about Compass Group that is relevant to the employees results of the Eurest department in HC Utrecht information about upcoming actions and activities in the Casino information about upcoming workshops and trainings social information, such as new and leaving colleagues, vacancies and birthdays I also suggest to send the newsletter by e-mail. In this way employees can read the information at home. All the recommendations made a bove are based on providing information. If you want employees to have a better understanding of why things happen and why certain decisions have to be made a presentation or kick off are two ways of providing this information. 6. Kick off and presentationsA kick off can be a way of communicating when changes in the organization occur. Presentations can be used to present the annual returns and information about the mission and goals of the coming year. Both communication means are currently not used by the management team. Employees indicate that they would like to receive information about these topics. If the management team wants to create better understanding, I recommend to use a kick off or presentation more often. Like this, the employees receive management and policy information in a personal way that also gives the opportunity to give feedback and ask questions.The location manager should be responsible for kick offs and presentations. 7. Training and workshops Workshops a nd trainings are motivating for employees to learn new things, on top of that management shows support by offering employees this extra training. Professional knowledge about food and beverages and customer satisfaction are considered as very important topics by the employees. It increases their knowledge and supports employees in carrying out their work. Currently there are a few trainings and workshops each year.Some can be followed by all employees and some are specifically for the employees of the restaurant, who need more in-depth knowledge to be able to advise their guests. As employees indicate that these are very important topics to them, I would advise to plan a several workshops each year. 8. Contact management The contact between management and employees is perceived as good on both sides. Because of the management by walking around, managers have frequent personal contact with employees. A point of improvement is giving feedback to questions.It is too often forgotten to get back to an employee, which causes the feeling of not being taken serious. Questions should be answered the same day. When this is not possible the question can be answered by e-mail as well. 9. Management communication Better communication within the management team can only be reached when there is an opportunity to actually communicate. For an organization that operates almost 24/7 a day it is crucial for the management to have frequent communication moments with the whole team. The management team currently meets once a month.When meeting only once a month there is too much to discuss and meetings are often closed without making decisions on anything. As a result the meetings are not structured and used as an outlet. It is recommendable to have hebdomadary meetings to improve communication between the management team. It is necessary to keep each other up to date about new developments, improve cooperation between the managers and to have better control and insight on what th e members of the team are working on. The meetings have to have a clear structure with fixed items on the agenda that are discussed every week.In this way it should be possible to discuss problems and come to agreements that are supported by the entire team. Weekly meetings will also provide the opportunity to discuss progress on new projects and schedule controls on certain procedures. The overall communication between the management team can benefit from meeting weekly instead of once a month. 10. New communication structure Currently the briefings and memos are used to send out task, policy and social information that is important to all employees. As stated before, these communication means do not reach the whole group and important information is missed.In the recommendations above, I made suggestions about how to improve the current communication means and how to make the internal communication more effective as whole. To give a clear overview of the newly recommended communic ation structure I made a new media /content matrix (fig. 6). This matrix gives a clear view on which communication means will be used to send out which type of information, who will be the sender/responsible for the use of the means and how frequent the means will be offered to the employees.It contains a basic structure with communication means that will provide the largest part of the internal communication. The additional structure contains the media that provide extra information. List of References Compass Group sack pose http//www. compass-group. nl/over-ons/ Eschauzier, L. , (2007) HET ligt aan DE (interne) communicatie. Retrieved Januari 13, 2009, from the Reply to All Web site http//www. replytoall. nl/corporate-communicatie/het-ligt-aan-de-interne-communicatie/ Hopkins, L. , (2006) What is internal Communication?Retrieved January 13, 2009, from the Better Communication Results Web site http//leehopkins. net/2006/07/06/what-is-internal-communication/ Koeleman, H. , (2008) Interne communicatie als managementinstrumen. Alphen aan den Rijn Kluwer McNamara, C. , (n. d) Basics in Internal Organizational Communications. Retrieved January 12, 2009, from the Free Management Library Web site http//www. managementhelp. org/mrktng/org_cmm. htm Olsthoorn, A. C. J. M, & Velden, J. H, van der, (2007) Elementaire Communicatie, Strategie Beleid Uitvoering. Utrecht/Zutphen ThiemeMeulenhoff Reijnders, E. (2006) Basisboek Interne Communicatie, Aanpak en achtergronden. Assen Van Gorcum Vos, M. , & Schoemaker, H. , (2001) Integrated Communication, Concern, Internal and merchandising Communication. Utrecht flowering glume Publishers Vos, M. & Otte, J. & Lindes, P. , (2003) Setting up a Strategic Communication Plan. Utrecht Lemma Publishers Vreeswijk, S. (2008) Verslag Medewerkerstevredenheidsonderzoek 2008. Utrecht List of Appendices Appendix IInterview J. Polman Appendix IIInterview A. Zinser Appendix IIIInterview J. Rietsnijder Appendix IVInterview H. Kleeftstra Appe ndix VInterview M. van der Kaaij

The Golden Lily Chapter 3

EVEN THOUGH EDDIE had told me non to fill hearty-nigh Angeline, the curious part of me couldnt help exactly prod him ab pop it on the drive over to Adrians apartment. How are you exhalation to handle it? I asked. train a heart-to-heart?He shook his head. Mostly I was going to simply avoid her unless absolutely necessary.Hopefully shell lose interest.Well. I depend thats one method. scarcely, I stand for, youre a fewerwhat direct person. If faced with a roomful of Strigoi, he wouldve walked in with step up hesitation. by chance you should try that wobble of approach instead. functionful(prenominal) confront her and tell her honestly that youre non interested.Thats soft in theory, he express. Not so oftentimes in person.Seems easy to me.Eddie was skeptical. Thats because youve neer had to do it. Going to Adrians was a stagger easier than it formerly had been for me. His apartment used to endure to Keith and was also the site w here a Moroi named Lee and two S trigoi had died. Those were embarrassing memories to shake. The Alchemists had slayered the apartment to me, since Id also meshn on full responsibility for Palm Springs, further Id yielded it to Adrian. I hadnt been sure I pauperismed to live at that backside, and hed been pretty steep for his own place. When Id perceiven how happy the apartment make him, I knew Id made the pay choice.Adrian opened the door before wed barely had a chance to knock. The gymnastic horse Thank God.I hid a smile as Eddie and I stepped in spot. The graduation exercise thing that always hit me about this place was the sunny discolour paint Adrian had adorn up on the w eachs. He was convinced it helped the humour and had warned us not to question his artistic sensibilities. The fact that the yellow clashed pretty terribly with his secondhand plaid furniture was apparently irrelevant. Or perhaps I fairish wasnt artistic enough to appreciate it. Nonetheless, I re bothy found the erratic s tyle comforting. It bore little resemblance to Keiths decorating, excogitateing it a little easier to blot out the purgets of that awful night. Sometimes, when I looked approximately the lively room, my breath would catch as visions of the vicious Strigoi attack and Lees remnant haunted me. Adrians stamp on the apartment was handle light chasing apart the grue more or lesswhat shadows of the past.Sometimes when I was exhaust, Adrians personality had a akin(predicate) effect. excellent blouse, sage, he told me, deadpan. It really brings out the khaki in your pants. His sarcasm aside, he looked supremely delighted to see us. He had the tall, lean build that virtually Moroi guys did, along with their typically pale (though not Strigoi-pale) skin. I hated to guard it, tho he was more(prenominal) good-looking than he had every right to be. He wore his dark brown hair stylishly messy and had eyeball that sometimes seemed too green to be real. Adrian had on one of those b utton-up printed shirts that were smart with guys lately, with a blue pattern on it I liked. He smelled like hed been smoking recently, which I didnt like.Dimitri and Sonya were sitting at the kitchen table going over a bunch of papers with hand-written notes on them. The papers were kind of randomly scattered rough, which made me wonder how much work they could really be accomplishing. I would put on had those pages neatly stacked and organized by topic. prosperous youre foul, Sydney, said Sonya. Ive take oned a little female support here. The cuteness of her red hair and high cheek bones was tainted by the fact that she showed her fangs when she smiled. Most Moroi were taught early to avoid that, to prevent detection from humans. Sonya had no qualms about doing it in private. It tranquilize bugged me.Dimitri smiled at me. It made his already handsome face even more so, and I knew thatZen assure wisdom wasnt the reason Rose had fallen for him. Im guessing you didnt take a nap.Too much to do, I said.Sonya gave Eddie a curious look. Weve been wondering where you were. invade at Amberwood, said Eddie vaguely. Hed mentioned in the car that it might be silk hat if Angelines indiscretion and his forced shopping werent mentioned. You dwell, covering an eye on Jill and Angeline. Besides, I was waiting until Sydney came back since she wanted to see what we were doing. I let the neat lie slide.How is Angeline? asked Dimitri. Is she improving?Eddie and I exchanged glances. So much for avoiding her indiscretions. up how exactly? I asked. In combat, in follo bring forwardg the dress code, or in keeping her hands to herself?Or in turning bump off caps-lock? added Eddie.You noticed that too? I asked.Hard not to, he said.Dimitri looked surprised, which was not a common thing. He wasnt caught off guard very often, but then, no one could really prepare for what Angeline might do.I didnt pick out I needed to be more specific, said Dimitri after a pause. I baseb ornt combat. Eddie shrugged. thithers a little improvement, but its hard to get with to her. I mean, shes absolutely dead set on protecting Jill, but shes also convinced she already knows how.Shes got years of that sloppy training cut into her. Its hard to break that. Plus, sheseasily distracted.I had to swallow a laugh.Dimitri sleek over looked troubled. She has no time for distraction. Maybe I should talk to her.No, said Eddie firmly, in a rare show of contradicting Dimitri. Youve got plenty to do here. Shes my responsibility to train. Dont worry.Adrian pulled up a chair, turning it backwards so he could rest his get up on its back. What about you, Sage? I know we dont sustain to worry about you violating the dress code. Did you give up fun at your Alchemist spa this weekend?I set vote out my bag and walked over to the refrigerator. If by spa, you mean underground bunker. And it was further business. I made a face as I looked inside. You promised to get me diet pop.I did p romise that, said Adrian, no remorse whatsoever. But then I read some clause that said those artificial sweeteners arent good for you. So, I figured Id watch out for your health. He paused. Youre welcome.Dimitri said what we were all calculateing. If you want to start tackling healthy habits, I could suggest a few.If Eddie or I had said that, it would have involute right off Adrian particularly since it was completely valid. But coming from Dimitri? That was contrasting. There was a huge amount of stress between the two men, tension that had been building for a long time. Dimitris girlfriend, a notorious dhampir named Rose Hathaway, had in brief dated Adrian. She hadnt meant to hurt him, but shed been in love with Dimitri the whole time. So, there was no way that situation could have ended well. Adrian close up carried a lot of scars from that and was particularly bitter toward Dimitri.Wouldnt want to inconvenience you, said Adrian, a bit too coolly. Besides, when not hard at work with this search, Im actually conducting a side experiment on how cigarettes and gin increase charisma. As you might guess, the results are looking very promising. Dimitri arched an eyebrow. Wait, go back. Did you produce hard at work? Dimitris tone was light and playful, and over again, I was strike by the double standard here. If Id made that comment, Adrians response wouldve been something like, Absolutely, Sage.Ill probably win the Nobel Prize for this. But for Adrian, Dimitris words were a call to battle. I proverb a glint of something hard in Adrians eyes, a stirring of some old pain, and it bothered me.That wasnt his way. He always had a smile and a quip, even if they were often irreverent or inappropriate. Id gotten used to that. I kind of liked it.I glanced at Adrian with a smile that I hoped looked genuine, quite than a desperate attempt to provide distraction. Research, huh? I thought you were a gambling man. It took Adrian a few moments to drag his gaze from Dimitri and fix it on me. Ive been known to roll the dice now and then, he said warily. wherefore? I shrugged. No reason. Just wondering if youd put your charisma research on hold and step up for a challenge. If you went twenty-four hours without cigarettes, Id crisp a throw out of pop. Regular pop. The whole green goddess.I saw the glistening of Adrians earlier smile returning. You would not.I totally would.Half a fuel would put you into a coma.Sonya frowned. Are you diabetic? she asked me.No, said Adrian, but Sage is convinced one extraneous calorie will make her go from super skinny to just regular skinny. Tragedy.Hey, I said. You think itd be a tragedy to go an hour without a cigarette.Dont question my nerve resolve, Sage. I went without one for two hours to mean solar day.Show me twenty-four, and then Ill be impressed.He gave me a look of mock surprise. You mean you arent already? And here I thought you were dazzled from the moment you met me.Sonya shook her head indulge ntly at the two of us, like we were adorable children. Youre missing out, Sydney, she remarked, tapping the open pop in front of her. I need about three of these a day to keep me focused on all this work. No detrimental cause so furthest. No detrimental effects so far? Of incline not. Moroi never had whatsoever. Sonya, Jill they could all eat whatever they wanted and still keep those amazing bodies. Meanwhile, I labored over every calorie and still couldnt reach that level of perfection. Fitting into these size four khakis had been a gladness this morning. Now, looking at Sonyas slender build, I felt up enormous by comparison. I suddenly regretted my comment about drinking a can of pop, even if it had succeeded in distracting Adrian. I supposed I could rest easy knowing that him skipping cigarettes for a day was impossible. Id never be called to pay up on my sugary wager.We should probably get to work. Were losing time. That was Dimitri, getting us back on track.Right, said Ad rian. This is five minutes of valuable research wasted. Up for more fun, Castile? I know how much you love sitting around. Because they were hard to find something special about Dimitri, Sonya and Adrian would often sit the two dhampirs side by side and study their anchor rings in fine detail. Their hope was that Dimitris Strigoi spiritual rebirth had left some sign that would help explain the immunity to existence turned again. It was a valid idea, though not something that soul as active as Eddie enjoyed.He didnt complain, of course. Eddie wore a look as stout and determined as Dimitri. Tell me what you need.We want to do another aura study, said Sonya. Looked like poor Eddie would be doing some more sitting around. Last time we focused on any sign of spirit. This time, we want to show both of you some assures and see if they trigger any color in changes in your auras. I nodded in approval. A lot of psychological experiments try similar techniques, though they usually moni tored physiological responses instead of mystical auras.I still arrange its a waste, said Adrian. Theyre both dhampirs, but that doesnt mean we can assume any antithetical moveions they have are because Belikov was a Strigoi. Everyones unique. Everyones going to suffice differently to pictures of kittens or spiders. My old man?He hates kittens.Who could hate kittens? asked Eddie.Adrian made a face. Hes allergic.Adrian, said Sonya. Weve already been over this. I respect your opinion but still think we can get a lot. I was actually impressed that Adrian had an opinion. So far, Id kind of felt like he was just going along with everything Sonya and Dimitri told him to do and that he didnt give these experiments much thought. And, although I wasnt familiar with the auras that surrounded all living creatures, I could understand his point that individual differences would throw off their research. completely data is useful in this case, said Dimitri. Especially since we havent found a nything so far. We know theres something different about former Strigoi. We cant rule out any chance to observe it.Adrians lips tightened, and he made no further protest. Maybe it was because he felt overruled, but I had a detecting it was because he just didnt want to engage with Dimitri.With the attention off me, I colonized into the living room with a book and tried to closure awake.They didnt need me. Id simply come to keep Eddie company. Occasionally, Id check the others pass off. Dimitri and Eddie watched as Sonya flipped through different images on her laptop. In turn, Adrian and Sonya watched the dhampirs closely and made notes on paper. I about wished I could see the bands of color and light and wondered if there really were any noticeable differences. Studying Eddie and Dimitri, I sometimes would notice a change in facial expression when particularly cute or horrific images showed up on the screen, but for the most part their work remained a mystery to me.Curious, I wa lked over to Sonya when they were about halfway through. What do you see? I asked in a low vowelise.Colors, she said. Shining around all living things. Eddie and Dimitri have different colors, but they have the same reactions. She changed the picture on the screen to one of a factory spilling black shutout into an otherwise clear sky. Neither of them like this. Their auras dim and turn troubled. She flipped to the attached image, a smile on her lips. Three kittens appeared on the screen. And now they quick up. Affection is very easy to spot in an aura. So far, they react in normal ways. Theres no sign in Dimitris aura that hes different from Eddie. I returned to the couch.After a couple of hours, Sonya called a halt. I think weve seen what we needed to. Thank you, Eddie.Happy to help, he said, rising from his chair and stretching. He seemed relieved both that it was over and that it had involved something slightly more evoke than staring off into space. He was active and energe tic, and didnt like captivity.Although weve got a few other ideas, she added. Do you think you guys can power through a little longer? Naturally, she asked just as I was yawning.Eddie regarded me with sympathy. Ill stay, but you dont have to. Go sleep. Ill get a ride home.No, no, I said, stifling a second yawn. I dont mind. What are your other ideas?I was hoping to do something similar with Eddie and Dimitri, she explained. Except this time, wed use sounds instead of images. Then Id like to see how they respond to direct contact with spirit.I think thats a good idea, I said, not really sure what that expiry one would entail. Go for it.Ill wait.Sonya glanced around and seemed to notice I wasnt the only one who looked tired.Maybe we should get some fare first. Eddie brightened up at that.Ill go, I offered. It was a sign of my progress that vampires talking about food no longer made me hyperventilate. I knew she didnt mean blood, not if the dhampirs and I were being involved. Besides , there was no self-feeder around. Feeders were humans who willingly gave blood to Moroi for the high it produced. Everyone here knew better than to even joke about that around me. Theres a good Siamese carryout place a few blocks away.Ill help, said Adrian eagerly.Ill help, said Sonya. The last time you ran an errand, you were at rest(p) two hours. Adrian scowled but didnt deny the charge. Our aura observations have been identical anyway. You can get them started on the sounds without me.Sonya and I took everyones orders and set out. I didnt really feel like I needed help, but I supposed carrying food for five people even for a few blocks could get unwieldy. I soon learned she had other motives for coming along, though.It feels good to get removed and stretch my legs, she said. It was early evening, with significantly less sun and heat a condition the Moroi loved. We walked along a side street leading toward downtown, lie with cute apartments and small businesses. All arou nd us, huge palm trees loomed, providing an fire contrast to the eclectic urban setting. Ive been cooped up there all day.I smiled at her. And here I thought Adrian was the only one who got confine fever from the work you guys do.He just complains the most, she explained. Which is kind of funny since he also probably gets out the most, between his classes and his cigarette breaks. Id nearly forget about the two art classes Adrian was taking at a local anesthetic college. He usually kept his latest projects on display, but thered been none in the living room lately. I hadnt realized until that moment how much I missed them. I might give him a hard time, but sometimes those artistic glimpses into the way he thought were fascinating.Sonya gave me a brief recap of her wedding plans as we walked the short distance to the Thai eating place. Her relationship with dhampir Mikhail Tanner was kind of epic on a lot of levels, I supposed. First, dhampirs and Moroi didnt generally get involv ed in serious relationships.Usually, they were just casual affairs that resulted in the reproduction of more dhampirs.In adjunct to the scandal of even being involved, Mikhail had actually wanted to hunt down Sonya when she was a Strigoi to free her from that twisted state. Rose had attempted the same with Dimitri, accept death was better than being a Strigoi. Mikhail had failed, but their love had remained loyal enough through the ordeal that when shed defied the odds and been restored, theyd immediately gotten back together. I couldnt even begin to imagine love like that.Were still deciding on flowers, she continued. Hydrangeas or lilies. Im guessing I know what your vote is for.Actually, Id say hydrangeas. Im around too many lilies already. She laughed at that and suddenly knelt near a flower bed filled with gladiolas. More than you know. There are lilies sleeping in this bed.Theyre out of season, I pointed out.Nothings ever out of season. Sonya glanced around covertly and th en rested her fingers on the earth. Moments later, dark green shoots appeared, growing taller and taller until a red trumpet lily opened up on top. Ah. Red. Alchemists ones are gaberdine oh, are you okay? I had backed up so far on the sidewalk that Id nearly walked into the street. You you shouldnt do that. Someone might see.No one saw, she said, getting to her feet. Her face softened. Im so sorry. I forget sometimes how you feel about this. It was wrong of me.Its okay, I said, not sure that it was. lamia magic always made my skin crawl. Vampires, creatures who needed blood, were bad enough. But being able to manipulate the world with magic? Even worse. That lily, although beautiful, took on a sinister edge now. It shouldnt have existed this time of the year.No more was said about magic, and we soon reached the main strip downtown, where the Thai restaurant was. We placed a giant carryout order and were told it would take about 15 minutes. Sonya and I lingered outside, admiring downtown Palm Springs in twilight. Lastminute shoppers were out before the boutiques closed, and all the restaurants were hopping with those coming and going. Many of them had outdoor tables on the sidewalk, and friendly conversation buzzed around us. A large fountain, tiled in bright colors, fascinated children and inspire tourists to stop for photo ops. Sonya was easily distracted by the various plants and trees that the metropolis used to beautify the streets. Even without spirits ability to affect living things, she was still quite the gardener.Hey you Elder MelroseI turned and winced when I saw Lia DiStefano striding toward me. Lia was a fashion designer with a shop here in downtown Palm Springs. I hadnt realized we were standing directly across from her store. If I had, I wouldve waited inside the restaurant. Lia was short but had an overwhelming presence, enhanced by the flamboyant gypsy style she often chose for her personal attire.Ive been calling you for weeks, she said, once she reached our side of the street. Why dont you answer?Ive been really busy, I said straight-faced.Uh-huh. Lia put her hands on her hips and tried to stare me down, which was kind of amazing since I was taller. When are you going to let your sister copy for me again? neglect DiStefano, I said patiently, Ive told you before. She cant do it anymore. Our parents dont like it. Our morality doesnt allow faces to be photographed. Last month, Jills runway-perfect build and gorgeous, ethereal features had attracted Lias attention. Seeing as having your picture taken en masse was kind of a bad way to stay in hiding, wed only agreed to let Jill walk in Lias fashion show because all the models wore Venetian masks. Lia had been on me ever since to let Jill model again. It was hard because I knew Jill wanted to, but she understood as well as I did that her safety came first. Claiming we were part of some obscure religion had often explained away our weird behaviors to others, so Id figur ed it would get Lia off my back. It hadnt.I never hear from these parents of yours, Lia said. Ive watched your family. I see how it is. Youre the authority. Youre the one I have to go through. I have the chance to do a major magazine spread for my scarves and hats, and Jill was born to do it. Whats it going to take to get her? You want a cut of the pay?I sighed. Its not about the money. We cant show her face. If you want to put her in a Venetian mask again, then be my guest.Lia scowled. I cant do that.Then were at an impasse.There must be something. Everyone has a legal injury.Sorry. There was no price in the world she could offer to get me to shirk my duty to Jill and the Alchemists.A restaurant clerk stuck his head outside and called that our order was ready, mercifully passing us from Lia. Sonya chuckled as we loaded up on our bags and headed back down the street to make the walk to Adrians. The sky was still purple with the last of the days light, and street lamps made whimsic al patterns on the sidewalk as they visualize their light through the leaves of palm trees.Did you ever imagine your job here would involve dodging aggressive fashion designers? Sonya asked.No, I admitted. Honestly, I never foresaw half the stuff this job has Sonya?A young man appeared ostensibly out of nowhere, blocking our path. He was no one I knew and looked to be a little older than me. He wore his black hair in a buzz cut and was staring curiously at Sonya.She came to a halt and frowned. Do I know you?He brightened. Sure. Jeff Eubanks. Remember?No, she said politely, after a few moments of study. You must have me mistaken for someone else. Im sorry.No, no, he said. I know its you. Sonya Karp, right? We met in Kentucky last year. Sonya stiffened. Shed made Kentucky her home while she was a Strigoi. I knew those couldnt be pleasant memories.Im sorry, she repeated, voice strained. I dont know what youre talking about. The guy was undaunted, still smiling as though they were be st friends. Youve come a long ways from Kentucky. What brings you out here? I just transferred for work.Theres some mistake, I told him sternly, nudging Sonya forward. I didnt know what that mistake could be exactly, but Sonyas attitude was all I needed. We have to go. The guy didnt follow us, but Sonya remained silent for most of the walk home. must(prenominal) be hard, I said, feeling like I should say something. meet people from your past.She shook her head. Hes not. Im certain of it. Ive never met him. Id figured she just wanted to avoid all associations with being a Strigoi. Youre sure? He wasnt just some casual acquaintance?She shot me a wry look. Strigoi dont have casual acquaintances with humans. They have them for dinner. That guy shouldnt have known who I was.He was human? Not dhampir? I couldnt tell the difference, but Moroi could.Definitely.Sonya had stopped again and was glancing back at the guys retreating figure. I followed her gaze. There must be some reason he reco gnized you. He seems pretty harmless. That got me another smile. deduct now, Sydney. I figured youd been around us long enough to know. subsist what?Nothings ever as harmless as it seems.

Michael Leunig cartoon “My Former Self” Essay

Leunig deeply value the accuracy and he questions why lot have that the truth is never sincere enough. Leunig acknowledges the difference between who we want to be and who we argon, he suggests that tribe accomplish to unrealistic expectations concerning c ber, image, relationships etc. and by lying to themselves and everyone around they lose the importance of the truth. Personally I agree that people try so onerous to appear how it is thought they should and to be successful, they lose their sexual self and who they are. I think that we arouse get caught up in the race to the lift and we end up living a lie ab forth who we authentically are and what we unfeignedly value. In Leunigs cartoon My Former Self he suggests people are trying to rid themselves of flaws, recreating themselves to snap off face society, sacrificing happiness, disguising themselves to punter fit what they want, and some people are even embarrassed of who they rightfully are. Therefore it is pres umable that Leunig believes lies are controlling and overpowering peoples values in life.It is shown by means of Leunigs cartoon, that imperfections are not a respected part of our lives, and people feel that they should do whatever they can to get rid of every flaws. Leunig sees everyone to be striving for perfection, not letting anything get in the way. In the cartoon My Former Self the character goes to the extent of conceal the flaws he believes he has. The character recites the imperfections he has insulting his former self as he goes. This is supporting Leunigs view has that people do not pass judgment their own weaknesses or faults as part of their ideal selves. Instead they feel the need to cover or remove them. According to Leunig the desire to be perfect is continually creating lies.In Leunigs cartoon My Former Self it is unmixed that people are not happy with themselves the way they are and they are willing to go as far as recreating themselves to better crusade soci ety. Leunig suggests that some people want to be flawless so badly, they hearten themselves over and over again, lying about who they are, to better suit the values of perfection inflicted upon us. Leunig cartoon states that people can be as swooning as creating a funeral for themselves so they can reinvent their personality traits, Leunig shows this through his cartoon My Former Self where a man wearing dark is explaining to some other man that he is attending the funeralof his former self, he goes on to describe the flaws of the person he used to be. This segment of the cartoon intelligibly demonstrates that Leunig does not see the need in sacrificing yourself to be a better person, and by doing so you are lying to yourself and everyone around you about who you really are.When we put so much effort into becoming what we think we want, we ease up happiness. It is a constant battle to hide ourselves and it serious doesnt seem expense it. Leunig believes that we should not ha ve to pretend to be something were not in baseball club to be happy, it should come naturally. Within the cartoon, this sacrifice for happiness is evident in the illustrations. The whole time the character is talking about his former self, his preparation is dim. But as soon as his former self clambers out of the hole, his expression changes and he looks happy. He also refers to his former self as a grinning fool, but why would he grin if he werent happy that way? We are at our happiest when we are being ourselves. by dint of this cartoon, Leunig is stating that no one should have to pretend to be something theyre not just to be happy, it should come naturally.People lie through their appearances by disguising themselves in a number of ways, hiding what they dont want known. They can disguise how they act, talk, pasture etc. to appear different from what they really are. Leunig draws attention to the fact that we sometimes change the outermost image of ourselves eg. the way we dress, to change the perception people have of us. Within My Former Self A man is change in black because he is attending a funeral, the black gussy up is supposed to be projecting his emotions of being sombre to anyone looking at him, but when he is questioned on why he is wearing black, he replies that the outer person is sometimes opposite to the inner person, contradicting the message his outer person is sending.Deep down he is happy to be burying his inner self because he was embarrassed by it. He is lying about his emotions, he is not in mourning or upset. He is wearing black because that is what society says you should do at a funeral, it is not how he feels inside. This disconnection between the inner and outer person is another use of leunigs views on the lies we tell and that even when they are not spoken, they can still be intentional and misleading.Leunig has realised that due to the desire to be perfect, people are embarrassed of themselves because of what they think to be flaws. Leunig questions this embarrassment, because the flaws are totally human and why should we be embarrassed about who we are? He has portrayed his views through the cartoon My Former Self. There are ii sections of the cartoon strip where the character refers to his embarrassment the first is where he is chronic to insult himself and he refers to himself as the badly designed, embarrassing mess and the warrant is when his former self is returning and he says to the man with him forgive me, this is so embarrassing. He is ashamed of things that should not matter, like being badly designed. This example is suggesting that we lie to cover things up that are not even worthy worrying about. Both these instances support the generalisation that to avoid the embarrassment of imperfection, we lie.Leunigs untroubled value of truth is demonstrated in his cartoon My Former Self. He has drawn attention to some of the ways people lie everyday, they are constantly trying to rid them selves of flaws, people are recreating themselves to better suit society, are sacrificing happiness, they are disguising themselves to better fit what they want, and some people are even embarrassed of who they really are. In conclusion Leunigs cartoon supports the theory that a lie is a constant battle that isnt worth engagement because the truth is always stronger. His final message within this cartoon is that no matter how many lies you tell, and no matter how far you push your inner person away, the truth will always come out.BibliographyGoatperson, Michael Leunig

Cipero River

Methodology Where was information collected? Data was collected at Cipero River, southwesterly Trinidad The Cipreo River was chosen as the area of study for befoulment. The study of taint was ideal for the area, as it is a major area which is situated near the San Fernando region, these very rivers banks where in addition overflown of the course of study 2010. When was entropy collected? The field study was conducted on June 12th 2012, amidst the hours of 8. am. and 10. am. How was data collected? Data was bumped by the use of motley instruments, such as a * Camera * Pen Stationary paper * bill tape * Stopwatch * String * Cups * PH heartbeat What was done to obtain this data? * 7 lays of the Cipero river were examined, at each point of the river a transfuse was lowered into the water, by the use of the string, to obtain water from the river, the PH meter was then(prenominal) used to determine whether that part of the water was polluted, by gratuityation results fro m the test either being acidic or alkaline. * Data was in like manner obtained, by determining the velocity of the water at each point of the river, which was visited. 1.Stationary paper was used to make a paper boat 2. mensuration tape was then used to measure a certain distance, this heady the departure and arrival of the boat at the given area. 3. The boat was then released and the stop watch immediately started 4. When the paper boat passed the required distance the stopwatch was then stopped, results where then recorded. target area * To identify the causes and consequences of pollution, at various points on Cipero River South, Trinidad. Analysis and Discussion Do you know the meaning of the word pollution?Longman Geography for CSEC gives the definition as, the unclean state of the environment resulting in physical, chemical substance and biological changes that open fire seriously affect ecological systems. Pollution results from the wrong disposal of eat up, whether solid, liquid or gas, with this being said from the results which were obtained at Ciprero River it is my article of faith that the river is polluted. Seven points of the river were examined at the river and at each point which was visited in that location was pollution of various forms present.At the beginning of the river it was slightly polluted there was little outlaw(a) disposal of unwanted materials such as garbage and iron present, this whitethorn have been due to individuals who pass nearby the river occasion all toldy, and to a fault due to push back vehicles who are constantly passing on the roads on a daily day to day basis. Despite this it was noticed that as I examined more and more points of the river, the more polluted it seemed. At point cardinal of the river there was pollution present in the water due to unbecoming drain caused by industries, industrial waste was seen circulating in the water.At various parts of the water it was brown and murky black in colo r, it also had an offensive smell. There are three types of major pollution that can be observed at the Cipero River. Land pollution is one of them, the Cipero River is fit(p) in an area which is close to the town San Fernando, many people on a daily bases pass through this area to go to touch their jobs, and also to reach to the town. It can be said that people oft throw and dispose of their garbage improperly and due to the constant heraldic bearing of individuals passing through this region, more and more garbage is accumulating near and indoors the river.Water pollution is the second major form of pollution, in the form of sewer due to improper drainage. Water enters the river due to the housing developments poor drainage system and also from industries that release harmful chemicals and waste into the water, this affects the color and character of the water. Water pollution, also poses a threat to the animal species that are present in the water, it was observed that at p oint one of the river fishes and alligators were seen living in this river as their habitat, when the water becomes polluted and they cant survive, what will be the outcome?Offensive odour also presents itself as pollution, improper drainage from peoples houses and industries enters the water causing it to have an unpleasant odour. The Cipero River is also located on a road which is constantly busy, sometimes at night people may also not have a choice and urinate near the river, this along with the water pollution and vote down pollution increases the smell of the river making it smell more fowl.Conclusion Evidently there is a problem of pollution which is present at the Cipero River, due to types of pollution such as, sewage, offensive odour, and waste water. This is mainly due to poor waste and sewage practices and poor regulation of drainage, this problem can be easy stopped if individuals are willing to make a difference. In conclusion, the division of pollution is one that is not taken seriously in Trinidad and Tobago, all around us every day we see pollution existing, up to now still nobody seems to care.Pollution is something that should be addressed more regularly because although it may seem like its not important, it is. Table Of Contents The Aim of the study Location of field study Methodology Presentation of data Analysis and Discussion Conclusion Bibliography Presentation of data Bibliography * The site of Cipero River South Trinidad * Paul Guiness et al. Geography for CSEC. Nelson Thornes, 2008 Name Karishma Ramtahal School Parvati Girls Hindu College Class 5M1 event Pollution at Cipero River South Trinidad

Three Ways of Being with Technology

Three Ways Of Being-with Technology by Carl Mitcham Introduction Mitcham dialogue ab a route the relations among engine room and gentleity. He starts with the chicken-and-egg question Which is primary- pieceity or knowledge? What exactly is happening? Is it that we influence the applied science or is it so happening that the engineering is shaping our morals and us? At this sign he quotes one of the Winston Churchill quotations that We shape our buildings and thereafter they shape us .Then he tries to answer this question by saying it is a mutual descent in between these two only if even the mutual tender relationship take different forms. He because proposes a three slipway of be with the technology and takes the whole document on structural summary of the three forms. Ancient Skepticism The articulation of a relationship between humanity and technics in the earliest forms when stated boldly is technology (that is, the hearduct of technics) is necessary tho danger ous.Technics, according to these myths, although to some extent need by humanity and thus on occasion a take a crap for legitimate celebration, easily turns against the human by severing it from some larger accreditedity a severing that can be manifest in a failure of faith or shift of the provide, a refusal to curse on or verify God or the divinity fudges, whether manifested in character or in Providence. Ethical arguments in support of this distrust or uneasiness ab kayoed technical activities can be detected in the earliest strata of Western philosophy.Socrates considered farming, the least technical of the arts, to be the most philosophic of occupations. This idea of agri civilization as the most virtuous of the arts, one in which human technical action tends to be kept within priggish limits, is repeated by representatives of the philosophical tradition as diverse as Plato, Aristotle, Thomas Aquinas, and Thomas Jefferson. Socrates argues that because of the supreme i mportance of the ethical and political issues, human beings should non completelyow themselves to sour preoccupied with scientific and technological pursuits.Socrates argues that human beings should determine for themselves how to perform their actions and therefore should not depend on god for help in counting, measuring or weighing whose consequences are yet hidden. In the Intellectual Auto Biography of Socrates, he explained how he move away from natural science because of the cosmological and moral confusion it tends to fuss. neer did he speculate on the cosmos of the sophists or the necessities of the heavens but declared those who worried about such matters were foolish.The classical greek culture was shot through with a distrust of the wealth and the affluence that the technai or arts could produce if not kept within strict limits. Socrates explains what is outstanding is moderation. He explains that under the condition of affluence human beings tend to become accustom ed to ease and thus to chose less over the more than perfect. He explains Once drugs are available as palliatives, for instance, most individuals will lease them for the alleviation of pain over the more strenuous paths of physical hygienics or psychological enlightenment. Which is very true in the recent con text than to that current in athens that scarcely need to be mentioned. Another aspect of this tension between politics and technology is on the dangers of technical transplant. In the words of Adeimantus, with whom Socrates in this instance evidently agrees, one time change has established itself as normal in the arts, it overflows its bounds into human character and activity and from there issues forth to attack commercial affairs, and then proceeds against the laws and political orders.Technological change, which undermines the authority of custom and habit, thus tends to introduce craze into the state. This should be taken more serious with the experience in the twen tieth century. Eros or love, by contrast, is orient toward the higher or the stronger it seeks out the good and strives for transcendence. And the person who is versed in such matters is said to beat spiritual wisdom, as opposed to the wisdom of one with technai or low-grade handicraft skills Its the person with the spiritual wisdom that the love is oriented to.The ancient critique of technology thus rests on a tightly woven, fourfold argument (1) the will to technology or the technological goal often involves a turning away from faith or trust in nature or Providence (2) technical affluence and the ensuant processes of change tend to undermine individual striving for excellence and societal stability (3) technological knowledge likewise draws human beings into intercourse with the serviceman and obscures transcendence (4) technical objects are less real than objects of nature.This pre-modern attitude looks on technics as dangerous or guilty until proven innocent or necessary and in any case, the burden of proof lies with those who favor technology not those who would restraint it, because this way of being with technology views it with skepticism. Enlightenment Optimism This is a radically different way of being with technology it shifts the burden of proof from those who favor to those who oppose the introduction of inventions in the denote of enlightenment.Aspects of this idea or attitude are not without pre-modern adumbration. This idea is start fully articulated in the writings of Francis Bacon at the time of renaissance. unlike Socrates Bacon maintains that God has given humanity a clear mandate for the change i. e. the technical change. Technical consequences are all deracination loose with an pollyannaish hope and the consequences of such actions are treated as mere accidents. We all deemed to form in the regard of god are all judge to create and the art plays the primary role in this.Formed in the image and likeness of God, human beings a re called on to be creators to abjure that trade and pursue instead an unproductive discourse on ethical dilemmas. Bacon thusly claims that not applying new remedies must expect new evils. The kingdom of man founded by sciences is none other than the kingdom of heavens. It is important to understand that Bacon and Socrates relates to each other in pro- and anti- technology partisans. Technical action is circumscribed by uncertainty or risk.Bason doesnt evaluate technical projects on their individual merits, but simply asserts/affirms the technology. It is important to pursue technological action no matter of the dangerous consequences. The uncertainty of the technological actions is jettisoned in the prognosticate of revelation. Bacon argues that the inventions of printing, gunpowder, and the compass cod through with(p) more to benefit humanity than all the philosophical debates and political reforms have done to the human kind throughout history.The distinctly modern way of b eing-with technology may be articulated in name of four interrelated arguments (1) the will to technology is ordained for humanity by God or by nature (2) technological activity is morally beneficial because, while stimulating human action, it ministers to physical needs and increases sociableness (3) knowledge acquired by a technical closure with the world is more true than abstract theory and (4) nature is no more real than artifice indeed, it operates by the same principles.Romantic Uneasiness The pre modern way of being with technology effectively limited the rapid technical expansions in the west for approximately 2000 years. The proximate causes of this radical transformation were, of course, legion geographic, economic, political, military and scientific and the author questions then what brought all such factors together in England to engender a new way of life. Romanticism is what came out from this yelling for change.This pave the way for the new way of being with the technology, one that can be identified as with ancient skepticism or modern optimism but tries to be neutral by accepting change but viewing uneasiness towards the change. Mitcham argues that the Romanticism is a form of questioning. On the ancient view, technology was seen as a turning away from God or the gods. On the modern view, it is ordained by God or, with the Enlightenment rejection of God, by nature. With the romantics the will to technology either remains grounded in nature or is cut free from all extra-human determination.In the former instance, however, nature is reconceived not just as mechanistic movement but as an organic striving toward yeasty development and expression. William Wordsworth tries to demonstrate the same thing through his poems. In which he first shows exult over intellectual mastery and inventions and then in the following poems looks back and grieves over the great change that happened because of inventions and the outrage done to the nature. Then he writes how unpropped are these arts and high inventions.Rousseau argues the need for actions, not words, and approves the initial achievements of the Renaissance in freeing humanity from a waste material medieval Scholasticism. He argues that the destruction is better than inaction. He then points out to a paradox that turning against technology but in the name of ideals that are at the heart of technology. In with the way of romantic way of being with technology, there is a paradox. There is a certain ambivalency built in to this attitude. The attitude itself has not been adopted whole-hearted way by the modern culture.