Renewable Energy Essay - 813 Words

Studyonlinenow Renewable Energy Is Only Part of the Best Way to Prevent Climate Change In our present life we are going through two of the main hazardous changes on the Earth, global warming and greenhouse affects. We want mankind to survive for a very long time, but if we keep using non-renewable energies the way we do, do you think we will be able to survive for a long time? I strongly believe that renewable energy is only part of the best way to prevent climate change. In this essay I intend to present a sound argument with a clear line of thought and relevant evidence. Of course there are times when renewable energy is not the best concept to prevent climate change. It has its†¦show more content†¦Renewable energy is as green as it gets as it is by today’s technical standards and it’s a marvellous method for fighting back against global warming. Fossil fuels are damaging the planet and this can be our way of doing something about that. The most important part is that renewable energy is commitment free and sustainable. It can be replenished s o we can use as much of this power as we need and we can restock it or it will restock itself. The sun and wind are with us for the long haul. As sources of power they are just waiting to be tapped for our future energy requirements all over the world. Even more importantly, renewable energy produces little or no waste products such as carbon dioxide or other chemical pollutants, so has minimal impact on the environment. Similarly, wind energy is friendly to surrounding environment, as no fossil fuels are burnt to generate electricity. Moreover, wind turbines take up less space than the average power stations. Wind mills only have to occupy a few metres for the base; this allows the land around the turbine to be used for many purposes, for example agriculture. As well as recorded in 2010, just in the Golf of the Mexico, more than 7000 birds, sea turtles and dolphins died because of the oil spills in the region. So, if we don’t use non-renewable energy thenShow MoreRelated Ren ewable Energy Essays1296 Words   |  6 PagesThe most of global energy production produces from fossil fuel such as coal, oil and natural gas. The vast fossil fuels generate energy which use for many purposes for instant residential, transportation and industrial sectors. While the rate consumption of fossil fuel higher than their formation leads to oil price crisis. Another concern of fossil fuel combustion is the impact on the environment. Global warming is a significant problem which results in increasing concentrations of greenhouse gasRead MoreEssay on Renewable Energy873 Words   |  4 PagesSoutheast Polk High School opened they added many new energy saving products. This included installing geothermal heating under the high school cutting back on the cost of heating such a large building. Many new windows help save on energy used to light the building along with automatic lights that turn off after several minutes without movement. The new high school shows how easy it is to save money and help the environment. Renewable energy is good for all aspects of the U.S, providing jobs, economicalRead MoreRenewable Energy Essay1099 Words   |  5 PagesRenewable Energy Energy cannot be created or destroyed, but it can be transformed: the first law of conservation of energy. Since the earliest days of human history, man have always been looking forward to control energy. But it wasnt until the nineteenth and twentieth centuries that humanity finally learned to harness the high concentration of energy existent in fossil fuels. (Why Sustainable Energy Matters,Learning Space). Even though humans achieved to apply the first law of conservationRead MoreEssay about Renewable and Clean Energy1611 Words   |  7 Pagesthrough time, renewable and clean energy is increasingly the ideal solution to energy related problems we have to solve one way or another. Biofuel is currently one of the mainstream and highly supported solutions, an idea to make renewable fuel by living organisms such as fiber, corn, vegetable oil or sugarcane. Biofuels, unlike nonrenewable fossil fuels over extracted by people, contains the potential to tackle most of the problems people encounter when using fossil fuels. This makes renewable fuels makingRead MoreRenewable Energy Sources Essay1360 Words   |  6 Pagesthe United States uses massive amounts of energy. Only about 8% of the United States’ energy needs are met by renewable energy sources. That means that eventually 92% of the nation’s energy resources will run out. Recently this problem has been brought into the public’s eye and the American people’s attention has shifted to renewable and â€Å"green† energy resources. President Jimmy Carter (1977) said that â€Å"[w]ith the exception of preventing war, this (the energy crisis) is the greatest challenge our countryRead MoreRenewable Energy in America Essays1573 Words   |  7 Pages One of the greatest problems in recent years in America is the dilemma of alternative forms of energy. While all forms of energy have various pros and cons, some are much more favorable than other depending on renewability, reliability and cost. Some are extremely energy renewable, some are much cheaper than others, some are much more reliable and some take up a lot less space than others. There has been a lot of disagreements as to what the best source is, pros and cons considered. All of theRead MoreUsing Renewable Energy Essays1622 Words   |  7 Pagesneed for more energy increases as well. We are accustomed to using fossil fuels as our central source of energy for everyday exploiting. Fossil fuels are a natural matter that is found in the ground of the Earth that is formed in a previous time period millions of years ago and are nonrenewable. Fossil fuels are burned in order to fabricate energy. When nonrenewable resources have been used, they cannot restock themselves or be used again. Renewable energy is a supply of energy that can be usedRead MoreRenewable Forms of Energy: Wind Energy Essay1320 Words   |  6 PagesRenewable forms of energy are becoming more and more necessary for a sustainable fut ure. Wind energy is a form of energy that is becoming more and more popular, and it offers a way for people to harness energy from something natural to create electricity. Wind energy in addition to other sustainable forms of creating energy are going to start taking the place of fossil fuels as people realize the true benefits of using them. There are many benefits of using wind energy in comparison to using fossilRead MoreEssay The Various Renewable and Non- Renewable Energy Sources1951 Words   |  8 Pageshowever, not all sources of energy are non-renewable (although the renewable sources do have their downsides). Some sources are more prevalent in certain areas, while they may be extremely scarce in others; on the contrary, some sources are found all over the world, but only in trace amounts. The world around us uses many different types of electrical energy and a variety of sources from which that energy may be extracted. Solar power, biomass, wind, oil, gas and coal energy all have their positive andRead MoreEssay on Renewable Energy: The Switch is Now1504 Words   |  7 Pagesprevention of this future is renewable energy. Unfortunately the support for the use of renewable energy is weak and ineffective. Unless the US puts forth effort to research and promote the use of renewable energy to consumers, conversion from fossil fuels to renewable energy will no longer be an option. The use of fossil fuels on a large scale, specifically coal, began with the Industrial Revolution in England. Industries/corporations first used coal as a main source of energy to fuel their factories

Stock Options Free Essays

Stock options increasingly dominate CEO pay packages. This column outlines when economic theory suggests that options-heavy compensation is in shareholders’ interests. The answer is that boards of directors are likely giving too many executive stock options. We will write a custom essay sample on Stock Options or any similar topic only for you Order Now As boards of directors have sought to align the interests of managers and stockholders, executive stock options have become an ever-larger fraction of the typical CEO’s total compensation (Murphy 1999). Occasionally this practice has led to aggregate compensation payments that are so large as to mock the very connection they are supposed to encourage. What does economic theory have to say about executive compensation in a dynamic context? From a conceptual perspective, how effective is the granting of stock options in promoting the correct managerial decisions? How confident can we be that when a large fraction of a manager’s compensation assumes this form he or she will be led to undertake the same labor hiring and capital investment decisions that the shareholders would themselves want to undertake if they were similarly informed? Managerial incentives and the design of compensation contracts are the systemic implications of executive remuneration are taken into account, that is, in a general equilibrium context; one finds that for a contract to induce managers to take the correct business decisions in the above sense, it must naturally have the following three features. A significant portion of a manager’s remuneration must be based, in one way or another depending on the context, on her own firm’s performance. This concurs with the general message of a wealth of microeconomics studies. But this is not sufficient. The general contract characteristics must also be such that the manager is not, as a consequence of this first requirement, enjoying an income stream with time series properties that are too different from the time series properties of the income stream enjoyed by shareholders. This later restriction arises because, as is well known, the income and consumption position of a manager will determine his or her willingness to undertake risky projects. Optimal delegation requires that this risk attitude is not too different from shareholders’ own. The second feature may have to be modified if the manager’s risk tolerance is inherently different from that of the shareholders. The typical motivation for stock options (as opposed to pure equity positions) is precisely that the (recurrent) lack of income diversification of a manager may make her excessively prudent (in pursuit of a â€Å"quiet life†). This is the idea behind setting executive compensation according to a â€Å"highly convex† contract, i. e. ne where the upside is really good, but the downside is not so bad. This asymmetry is necessary induce risk averse managers to make the right investment decisions from the perspective of well-diversified stockholders. Are options-dominated contracts warranted? Shareholders receive both wage and dividend income, with the wage or salary component being, on average, the larger of the two. This is an implicati on of National Income Accounting. In the typical modern economy, about 2/3rds of GDP is composed of wages, with capital’s income account for only 1/3. Points 1 and 2 above therefore imply that an optimal contract will have both a salary (with properties close to those of the wage bill) and an incentive component (with properties naturally linked to the income accruing to capital owners) with the former being about twice as large as the latter. The incentive component may take the form of a non-tradable equity position (giving the right to regular dividend payments) or it may be more closely tied to the firm’s stock price itself. Furthermore, both of these components enter linearly into the manager’s compensation function. In today’s business world, the salary component appears to be too small relative to the incentive component. Hall and Murphy (2002) report that the grant date value of stock options represented 47% of average CEO pay in 1999. Equilar, Inc. , an executive compensation advisory firm, reports that stock options awards represented 81% of CEO compensation for the largest 150 Silicon Valley firms in 2006. What happens to incentives if the salary component is too small relative to the incentive component? Such an imbalance between the components of a manager’s compensation will lead to excessive smoothing of the firm’s output from the shareholders’ perspective. They typically prefer a highly pro-cyclical investment policy whereas, without further inducement, the manager will be much more reluctant to exploit the good opportunities and instead select a mildly pro-cyclical or, even, possibly an anti-cyclical investment strategy. This problem is well recognized, and it is the main justification for using highly convex managerial compensation contracts (i. e. options). Convex contracts overcome this possibility by reducing the personal (expected) cost to the manager of increasing the firm’s investment when times are good. If the manager’s preferences are well represented by a logarithmic utility function of consumption, however, then this latter argument does not apply; the manager’s actions will be insensitive to contract convexity. That is, even a compensation contract that is heavily laden with options will not induce managers to alter their behavior one whit. A straightforward application of this logic produces an even more striking result. If the manager happens to be more risk averse than would be dictated by log utility – an entirely plausible configuration – the only way to induce optimal managerial behavior is by using a highly unconventional remuneration package in which the manager’s compensation is inversely related to the firm’s operating results. This would mean a contract that pays high compensation when profits are low and vice versa. In this situation an options laden compensation package will induce the manager to behave in a manner directly opposite to what the shareholders would like. More generally, the degree of contract convexity must be related to the relative risk aversion of the manager as compared to the shareholders and if these quantities are not precisely estimated large welfare losses will ensue. From a theoretical macroeconomic perspective, the circumstances under which a highly convex compensation contract, for example, one that has a large component of options, will properly guide the manager in making the correct hiring and investment decisions are very narrowly defined. It would be surprising if these circumstances were fulfilled in the typical contract case. How to cite Stock Options, Papers

Proposal For Managing Change Functioning of EngCo

Question: Describe about the Proposal For Managing Change for Functioning of EngCo. Answer: Scope of this proposal The particular proposal has been made to solve the problems arising in the functioning of EngCo a privately owned engineering firm wherein the bulk of its work are project based, undertaken by various project teams. From past few days the employees and the management both where facing various issues in dealing with the arising problems for e.g., the supply of the various requirements were delayed, the clients were unable to reach the firm. Thus, the competitors used up the opportunity at a large, the people working started leaving the work, as the firm was located at a distinct place and the employees found it harder to travel so long every day, etc. Finally, the firm taking a move decided to shift its office to a CBD location (Avis, 2015). Being the HR manager of the firm I find that the management decision regarding the shift is quiet good. Wider in scopes it will not only resolve the issues of the firm but will also provide the employees a healthy and new environment. The firm will provide itself with new opportunities in this dynamic environment. Shifting to a place of opportunities will prove beneficial for the firm and would remove chances of failure of projects at large. The firm will remain up to date and will be able to provide its customers better service. The workplace chosen is in the central location that would help the customers reach the firm without much effort. Competition would be large but opportunities of expanding, fresh ideas and talents together with up to date technology and many other opportunities will help the firm a lot (Bart, Bontis, Wakefield, 2012). Even after seeing all these benefits, the firm still had some disagreeing people who support the process and where against it but we still aim to solve such issues as soon as possible. Understanding he goals for change As an HR manager of the firm, it was important for me to make a survey so as to see whether or not the management decision is correct and how far the firm will be affected positively by the change. An in depth market study made me realize that they found that the firms working in the inner parts remained backward not only in technology but also in the opportunities, which are high in the central regions (Burke, 2016). Therefore, a change was needed by the firm to move ahead. Some of the goals of the firm as regard this workplace change are as follows: Never to miss out any opportunity Remain connected to the customers and provide them better services thus trying to build up a brand loyalty Take over the competitors Provide the employees with relief of not travelling far along everyday Remain up to date with the new upcoming opportunities Ensure a continuous supply of needs thereby providing the customers faster services. These are some of the goals of the firm with regard to the change. But still the plans of the firm have not yet been successful due to resistance from the employees and the workmens (Bart, Bontis, Wakefield, 2012). Even after so many advantages and benefits it was found in the survey that most of the employees resisted the step taken by the firm. They think that a change may disturb their daily work and will not provide them with the amount of satisfaction as they receive now. Some of the employees even said that the firm is trying just to look after its personal needs and thereby ignoring the members and the employees. Their main reason for not accepting the change is that they thing that the work pressure would increase and they will be treated more strictly. However, they do not understand what the firm wants. They do not get how this change would improve the functioning and will provide them with and a healthier and better environment. To an extent, they are correct too (Czerniawski Maloney, 2010). It is because when the firm will get into such huge market it will come in contact with better and better employees having fresh ideas and talents. It is damn obvious that they will be tried to hire and the existing employees will be at a risk of being fired. So in order to solve such issues the firm should try to give assure as regard the work. All these will help in getting better results (Need, 2006). Incorporating employee voice in change In this ever changing and highly competitive dynamic environment, it gets very difficult for a firm to maintain its position in the market. For this not only, the external environment but also the internal people are responsible (Bart, Bontis, Wakefield, 2012). The outside factors being not in control should be avoided to an extent and the inner peace should be maintained so that a healthier environment inside the workplace can help reduce the chances of failure. While framing any policy, it is required that all of the people working inside a workplace are contacted (Need, 2006). This is because a plan and a policy not only affects the firm but also affects the employees working. In order to maintain a healthier environment therefore it is needed that suggestions are being taken from the employees. This will not increase their loyalty towards the firm but will also push them up to work harder after all their hard work and patience is what that makes a firm achieve its objectives and ideas. The sense of responsibility increases within the workmen if such things are done within the organization of a firm from time to time (Dawkins, 2012). As per my surveys and a few personal contacts with the highly motivated employees, I can say that employees voice in change is really essential for a firm to succeed. One of the employees of the firm named Mr. David told me how he changed his mind regarding the firm when he saw that the management was trying to help them by knowing their needs and demands while making the policies last time. While when I found an employee who was about to resign from the firm I asked his reasons for doing so. As an answer, I got to know that he was dissatisfied with the employer who always used to neglect him while making any decision and always followed favoritism (Goodwin, 2010). From all the ideas I got, I only got up to one conclusion and that was keeping in mind the employees needs while framing any new rules and regulations r making any change in the firm. I also can say that the employees desires and ideas for change must be considered before taking any step. All that the firm will achieve from it is better ideas, support together with more dedication, responsibility, accountability and hard work (Czerniawski Maloney, 2010). Protecting employees mental health during change Employees are the most valuable asset for any firm or organization or even a company and therefore it needs to be protected and preserved as properly as one can do. Employees and workmens are the real people who make the organizational blueprint into reality. Their hard work and perseverance makes the company or the firm achieves its goals and objectives. In addition, this makes the firm to take compulsory steps as regard to protect its working employees so that they too feel that the management considers them as a part of it. All this will increase the dedication and hard work and the firm will always be benefited (Hallberg, 2015). In this present case, it was found that some of the employees resisted the change of the workplace while the others supported the step taken by the firm. Those employees who supported the act of the firm where found bullied and ignored by their own friends group (Yates, 2003). It was also found that some employees got tensed with the pressure of the upcoming projects which will increase in the coming times due to the change of the workplace. These pressures and ignorance made them feel that they might be wrong in the act they have been supporting the firm and these people even wanted to back out. All these activities also affected their current working habits thereby increasing the chances of their failure (Jacoby Chestnut, 2011). The firm in present case must call a meeting and ask its employees to understand the need for the changes as well as how this would affect the firm. They must also make the people understand that doing such activities with the one supporting the management is completely wrong and serious actions might be taken against people if they repeat such acts. The one suffering must be motivated by making them realize that they are supporting the right thing and theres nothing wrong in doing so (Wansink Seed, 2010). The firm should also try to build up confidence among the employees and make them realize that the management is with them supporting each and every act of them and anyone who stood against them will be seriously punished for disturbing their mental health. This entire act if done by the firm will build up a confidence and a sense of loyalty together with responsibility among the employees supporting the firm idea of change (Needham, 2016). Principles informing the approach to change Being the HR manager it is my responsibility to guide and help the firm in taking some important decision in such a way that none of its activities together with its members or employees are affected (Telecommunications, 2012). According to me a plan can never be successful is it faces any kind of resistance from the people who form the main part of it. This is the reason that involvement of all of the people working in a workplace must be there If a firm is taking any decision which is going to affect its working in the coming time. This will remove chances of failure as said earlier and will improve the quality of work done (Ozturkcan, 2013). Some of the important steps that must be taken while implementing the change of workplace in the present case are: Bring in the best and the most appropriate proposal Reach the employees working with the proposal made Try to get the reactions of the employees by conducting a survey regarding whether or not they support the firms idea Prepare separate list of supporters as well non supporters Supporters must be provided with peace of mind by supporting them in each and every possible means Non supporters must be called upon together and it must be tried to know the reasons for their non resistance (Need, 2006) Once the reasons are known different groups with similar reasons for not supporting must be made Separate meeting for each group must be held Each meeting must be held in such a way that the management brings out the positive points of the proposal Every member therein must be dealt in his or her own way and the management must try to remove this resistance thing from his or her minds (Czerniawski Maloney, 2010). Once such things are done, the management should form a list of principles, which might support its principles and proposals: The first and foremost principle must be receiving the best possible opportunities by dealing with every problem efficiently Remaining in contact and supporting each and every member who proved to be the real and supported the firm in each and every activity (Czerniawski Maloney, 2010) Giving good results to the customers as well as the employees who remained stick to the firm even when everyone was against them Bringing continuous improvement in the technology and other minute things that are beneficial for the firm in some or the other way In addition, many other principles, goals, or objectives might be brought forward so that the firm goes on and on even when other firms are not being able to sustain in the market by losing their market share (Severi Ling, 2013). This will help the firm in remaining in contact with the inside and the outside environment thereby achieving its objectives and goals. All this will support the firm to maintain its stake in the market and will also help in satisfying its customers at a large (Svensson, 2010). Case study based on shifting of workplace Jay global of Franklin, Penn shifted its location to a foreign place. It was for the 1st time that they made such a change and this finally led to resistance among the employees. Some of the employees were dissatisfied by the management decision and resisted every part of action, which led to change. However, the HRM branch therein made plans and tried persuading them by every means leading to a complete changeover the mind. Some of the employees who were feeling insecurity were made to understand that none of them will ever face any issues regarding whatever they were insecure about and gave them full security (Severi Ling, 2013). When the employees got a kind of guarantee, they started supporting the decision to the extent leading the plan to get the desired result. Some of the experiences resulting from the survey a.) 3 reasons why the management wants to conduct an open work It will create more and more opportunities for the management as well as the employees working in there The firm will be able to face its competitors and get stronger as the time passes by The firm will be able to know the outside work environment more and more and will try to take full advantage of the opportunities b.) 3 concerns that the employees working therein might have about moving an open plan office - They might be feeling an insecurity regarding the job - They might not be ready for the change (Severi Ling, 2013) - They might be insecure about their promotion and other things, which might create a sense of unethical and unhealthy working environment. Explanation on the importance of survey Being the HR manager I was asked to conduct a survey, which was to be meant to know completely the organizational functioning management and the effect of change. As per the survey I got to know that the supporters where ready to accept the change. They also tried persuading the other people but organizational efforts meant to be more effective than theirs (Bart, Bontis, Wakefield, 2012). The later part of the survey after the change showed us that the people after getting confirmation got to get more loyal and tried to get more committed towards their work. This finally led to firms proposal to a change, which was accepted by everyone. This whole process seemed to be beneficial and got the firm a large profit scenario in later stages. The employees working therein are more than happier the management thought them to be and their work level has been increasing in later years (Need, 2006). Survey conducted As per the managements order and being, the HR manager of the firm a short survey was planned so as to keep track over the future working. It was planned that the members will be called upon one by one and each one of them will be asked what changes they want in the organization. As per the plans one by one the people where called upon and each one where asked to reply to the questions personally. Some of the questions asked where: What changes do they want in theorganizationalatmosphere? Are they happy with all the changes that arebeing made? What suggestions do they want to give so as to make changes in the functioning of the organization? What facilities do they expect from the organization (Need, 2006)? In addition, many more things where asked as to know their point of view. Due to this survey, there were several benefits derived by the organization. The reason behind this is that the survey had the employees involvement making the resistance less (Czerniawski Maloney, 2010). People will get more dedicated towards the work Fraud chances will be less In addition, many other benefits will be derived by the organization due to these survey conducted. Thus, benefit will be more than resistance. References Avis, J. (2015).Decision management(1st ed.). Oxford: Elsevier/Butterworth-Heinemann. Bart, C., Bontis, N., Wakefield, P. (2012).Management decision(1st ed.). Bradford: Emerald Insight. Burke, L. (2016).Decision management(1st ed.). Oxford: CIMA/Elsevier. Czerniawski, R. Maloney, M. (2010).Creating brand loyalty(1st ed.). New York: AMACOM. Dawkins, S. (2012).Management accounting decision management(1st ed.). Oxford: Elsevier. Goodwin, P. (2010).Decision analysis for management judgment(1st ed.). New York: Wiley. Hallberg, G. (2015).All consumers are not created equal(1st ed.). New York: John Wiley Sons. Jacoby, J. Chestnut, R. (2010).Brand loyalty(1st ed.). New York: Wiley. Need, W. C. D. H. P. (2006). Human resource management: Gaining a competitive advantage. Needham, C. (2016). Brands and political loyalty.J Brand Manag,13(3), 178-187. https://dx.doi.org/10.1057/palgrave.bm.2540260 Ozturkcan, S. (2013) Identification in Hyper-Loyalty Brand Communities.SSRN Electronic Journal. https://dx.doi.org/10.2139/ssrn.1362445 Severi, E. Ling, K. (2013). The Mediating Effects of Brand Association, Brand Loyalty, Brand Image and Perceived Quality on Brand Equity.Asian Social Science,9(3). https://dx.doi.org/10.5539/ass.v9n3p125 Svensson, R. (2010).Success Strategies and Knowledge Transfer in Cross-Border Consulting Operations(1st ed.). Boston, MA: Springer US. Telecommunications. (2012) (1st ed.). Arlington, VA. Wansink, B. Seed, S. (2010) Making Brand Loyalty Programs Succeed.SSRN Electronic Journal. https://dx.doi.org/10.2139/ssrn.2715021 Yates, J. (2003).Decision management(1st ed.). San Francisco, Calif.: Jossey-Bass.