Approaches to Management and Organisational Behaviour

Approaches to Management and Organisational Behaviour Approaches to Management and Organisational Behaviour 1. Objectives This report is to further develop the understanding on the management and organisational behaviors of organizations by studying on several areas including the business background, organisational structure design and the organisations approaches of two organisations which are having similar business nature. Organisations approaches include motivation, leadership, learning knowledge management, human resource management, culture diversity, information technology and communication which would be discussed one by one in the following sections. Two organisations which are being studied and discussed in this report are Google Inc. and Microsoft Corporation. 2. Business Background Google Inc. (named as Google in this report) is a technology company which was founded by two Ph.D. students Larry Page and Sergey Brin in Year 1998. Googles organisational mission is To organize the worlds information and make it universally accessible and useful aiming to develop and provide powerful search engine for letting people to find what they are looking for faster and easier. Google is acting as an Internet Information Provider with the core business on providing search services and advertising through internet. It provides various internet services (including e-mail services, online shopping services, YouTube and so on) and document processing solutions Google Doc, which is available online at free for people to view/ save/ edit/ save documents, to public. Besides, it also provides different kinds of customized intranet or software solutions on Search or Document Processing technology to enterprises. Apart from providing internet or intranet services via networked PCs, Google also working hard on developing the technology for allowing people to access information via mobile devices like operating system Android which is specifically designed to be used in mobile devices , and Chrome OS which is designed for portable PC such as netbooks.. Google grows so quickly that apart from the corporate headquarter, named Googleplex located in California U.S.A., it also has branches located in different countries (including USA, Europe, Asia, Canada, Latin America and so on) around the world and now having more than 19,000 employees worldwide. (Google Inc. 2009) Microsoft Corporation (name as Microsoft in this report) is a technology company which was founded by Bill Gates and Paul Allen in Year 1975. Microsofts organisational mission and values are To help people and business throughout the world realize their full potential aiming to provide and support people the most innovative ways and technologies (including software and hardware devices) for bringing out peoples talent and achieving their goals at the highest level. Microsoft is acting as a worldwide software and hardware products and solutions provider with 7 core business categories (as below listed) covers the needs for different gradation of people, also covers both peoples living and business. Windows Client: including all Microsoft Windows embedded operating system, Information Worker: including all Microsoft stand-alone desktop applications like Microsoft Officeetc, Business Solutions: including all Microsoft customized business process applications and services, Server Tools: including all Microsoft server software, software developer tools and developer network, Mobile and Embedded Devices: including all Microsoft mobile devices like Pocket PC, Mobile Explorer microbrowseretc, MSN: including all Microsoft web-based services and Home Entertainment: including all Microsoft consumer hardware software, online games, TV platformetc. Microsoft is a globalized world size organisation. Apart from its headquarter located in Redmond, USA, it is now having over 40 offices in different countries and having over 90,000 employees worldwide. 3. Organisational Structure and Design 3.1 Organisation Structure of Google Google consisted of a lot of shareholders, every shareholder had the right to vote for the decision. At the same time, Co-founders Larry Page and Sergey Brin had the sufficient power to affect the final decision in order to make sure whole organization is under control. Although Google is now a globalized world sized organisation, it kept having a flat and short organisational structure rather than bureaucratic structure in order to able things to be done quickly since it believed time was peoples most valuable treasure. Besides, Google also believed innovation and acting were much more important than deciding. Thus, it empowered their engineers to make decisions and acts by themselves as long as their decisions were innovative and could lead the organisation to go further and quicker. Whole organisation was divided by function as shown as below structure chart (The Official Board 2009). Each functional department was worked as a team responsible for specific job function with clearly defined job duties instead of multi-functions. Google focused on people. It cared about the needs of the users (clients / customers) as well as the employees. All-hands meetings and team building activities were held regularly for understanding the needs and establishing the relationship among the employees. 3.2 Organisation Structure of Microsoft Microsoft was run by a board of directors who were elected every year during shareholders meeting. Meanwhile there were total five committees which handled more specific matters. These committees included: Audit Committee which oversaw account and audit issues; Compensation Committee which handled and approved the matters regarding the compensation to CEO or employees; Finance Committee which handled financial matters like proposing mergers; Governance and Nominating Committee which was in charge of corporate matters include nomination of Boards Antitrust Compliance committee which handled the laws issues. Each committee oversaw specific matters and under these five committees there were sixteen company offices located in different countries which handled the daily operation matters. The organisational chart of the company office is shown as below. (Cogmap 2009) Each company office was divided by function, and each function was further divided into small and more specific function which handled by a team. Microsoft focused on having things done fast rather than bureaucracy, each company office was empowered to make decision and the committees oversaw each company office through the data in their centralized data base system and regular meetings. Last but not list, Microsoft concerned about the needs and the growth of its employees. It aimed to provide employees a supportive, health and happy working environment which helped the employees do their best work and have sufficient resources for developing their own career. 3.3 Compare the Similarities and Differences of Organisational Structure between Google Microsoft Decentralisation is the process of which upper management authorizing or empowering lower peers to make decision which allow more flexibility on decision making. (Dubois Fattore 2009) On the contrary, bureaucracy is an organizational structure which has the main features including specialisation, hierarchy of authority, system of rules and impersonality according to Stewarts study. It focuses on procedures and all the power is centralised at Top management. All decisions can only be made by Top management instead of the employees and what employees can do is to follow instruction. Google and Microsoft were having very similar organisation structure. They both ran the organisation in decentralized structure instead of bureaucratic structure, such that their employees or individual departments were empowered to make some decision by themselves instead of having all decisions made by the top management. At the same time, Google and Microsoft had applied Human relation approach as their core approach to organisation and management, such that they focused on the psychological and social needs of people at work. They provided perfect working environment, benefits, opportunities on developing career and talent, team building activities which not only supported their employees basic social needs but also the psychological needs. 4. Approaches to Management Organisational Behaviour 4.1 Motivation Google believed every employee was equally important to its success and all employees were innovative and creative as long as they felt comfortable in their working environment and free to share their ideas. Thus, Google provided their employees the best working environment Googleplex. Apart from office, there were also cafà ©, gym, washing machines, video games machines and table tennis tables in Googleplex which were provided to all their employees. Besides, Google also believed innovation and acting were much more important than deciding. At Google, there was a 20-precent time, such that all employees were encouraged to spend 20% of their working time on developing any project that they were interested in or they thought was valuable. Google also empowered their engineers to make decisions and acts by themselves as long as their decisions were innovative and could lead the organisation to go further and quicker. In addition, Google not only emphasized on team achievements, but also cared about the individual accomplishment. Every employee was encouraged to take part in leading the organisation towards the success. (Google Inc. 2009) Microsofts organisational mission was To help people and business throughout the world realize their full potential. Microsoft believed in the power of technologies and it deeply believed its products and services helped people to bring out their potential. Employees were encouraged to improve existing products and services or develop innovative products for helping people and community. Microsoft believed all its employees were innovative, skillful, self direct and self control. As long as its employees ideas could lead the organisation towards the success, it provided full support for actualizing the ideas. Apart from providing perfect working environment and full support of resources, tools and facilities, Microsoft also provided options to its employees for choosing their career path by their own. Employees could choose to keep on further develop their professional by staying at their current position or choose to try to work on other functional field which is completely difference from their own original professional, that allowed the employees to go toward their dream and achieve what they want. (Microsoft Corporation 2009) With referenced to McGregors theory X and theory Y, Google and Microsoft were having the similar belief as theory Y. It believed all their employees were innovative, hardworking, creative, responsible, self direct and self control. Relationship among the organisation and employees were based on participation, commitment, trust and open. According to Maslows hierarchy of needs, Google and Microsoft not only fulfilled peoples basic needs (including physiological and safety), they also fulfilled their employees with the upper levels including love, self-esteem and self-actualization. 4.2 Leadership Google focused on people. Apart from the users who used their online services, it put its employees at the first place of the organization. Employees at Google were being inspired and trusted rather than managed. Leadership that was carried among the leader (top management) and followers (employees or subordinates) was a kind of Action-centred leadership established based on consideration. Google had a very clear objectives that they did Search and goaled to develop and provide perfect search engine. It encouraged employees to see their work as challenge and let employees believe challenge was fun. Besides, Google kept its working atmosphere casual, provided perfect working environment, encouraged employees to speak or express their idea and opinions freely which allowed the needs of each employee to be realized and fulfilled by the organisation. At the same time, there were clear principles guideline and principles which guided employees actions and provided a clear direction to emp loyees to follow. (Google Inc. 2009) Microsoft concerned about the freedom and the individual growth of each employee. It treated the relationship among employees, managers Microsoft as a kind of partnership. At Microsoft, managers acted like coaches who brought out the organisations needs and business priorities and provided support and efforts to the employees helping them to bring their talents in full play and do their best work. At the same time, Microsoft acted like a supporter for supporting the partnership between managers and employees by providing best working environment, opportunities and resources. Employees had freedom to choose how their career path goes. They could choose to keep on further development within their existing position or make functional change by trying different job positions among different functional departments which depended on each employees own ability and choose. (Microsoft Corporation 2009) Both Google and Microsoft were having the similar leadership approaches as McGregors theory Y that all employees should be inspired and respected instead of controlled since they all were innovative, responsible, self direct and self control. Google, Microsoft and McGregors theory Y believed employees enjoy their work duties and they were able and willing to seek out the ways to do their job best as long as they were guided appropriately and supported with sufficient resources. 4.3 Learning and knowledge management Google emphasized on discovering peoples actual needs, solving real-world problems and encouraging new ideas instead of just fitting the needs. Google supported its employees to keep on further study on what they were working on by providing tuition reimbursement as long as the employees had achieved certain grades or certification. Besides, Google also provided its own designed training to its employees in order to make sure all employees were skillful and knowledgeable enough to cope with their daily jobs and problems. (Google Inc. 2009) Microsoft believed every employee was responsible for his own career and all employees were able to learn through experience. Thus, it put efforts on providing a supportive working environment where employees could lean and grow while working. At Microsoft, education and training programs were also provided to employees for increasing their awareness, skills, knowledge and ability. Besides, there was tuition reimbursement program in order to encourage employees to keep on learning (Microsoft Corporation 2009) Learning is about change. Google and Microsoft understood that the world is changing every second and it was importance to have their employees kept on learning in order to maintain sufficient ability to cope with changes and challenges. They both used the ways of providing specific training programs and tuition reimbursing programs for letting their employees to learn the explicit knowledge. At the same time, Google focused on employees ability rather than experience and believed all its employees were innovative and creative when they felt comfortable and fun. Thus, it provided a perfect relax working environment and causal working atmosphere to its employees. While Microsoft believed in the power of tacit knowledge, it appreciated every employees own experience from different market and background and treated this as a kind of wisdom and wealth. Thus, it focused on giving a supportive working environment which allowed employees to learn while working. 4.4 Human resource management Google concerned people. It provided a perfect working environment to its employees and tried its best to recognize employees needs. Besides, Google respected and treated every employee equally as an important part. It favored ability rather than experience and focused on innovation and creativity of people rather than the technical skills, such that it provided equal chances to various types of people including fresh graduated students or non-experienced people to become a part of Google. At Google, it was committed to provide opportunities to employees to bring their talent into full play. Apart from assigned daily job duties, all employees were encouraged to develop their own ideas and work on the projects that they thought were valuable. This not only provided opportunities to employees to further develop their career along with their interest and skill, but also provided employees the chances to explore their talent. Google appreciated team success as well as employee individual accomplishment. Apart from this, Google had its own education program which aimed to improve its recruitment strategies and techniques for choosing the most suitable people to become a part of Google. (Google Inc. 2009) Microsoft focused on employees freedom, balance and autonomy. It aimed to provide a flexible workplaces and full support of programs and resources to their employees in order to allow them to fully develop their talents and do the best work. Besides, Microsoft provided options of career path for its employees to choose which allowed employees to develop their career paths by their own choice. Microsoft concerned about ability and innovation as well as technical skill and experience. It welcomed people who came from any marketing fields and background. At the same time, Microsoft also offered benefits including health benefits, broadband connection to employees home, social club, career guidance, financial planning program, car leasing problem and so on, which not only covered individual employees personal needs, but also covered the needs for their family for allowing employees to enjoy a balance lives while developing their career. At the same time, Microsoft had divided its busines s into 7 categories which streamlined their business and allowed the job duties for each employee to be more specific. Last but not least, Microsoft made use of software system which helped to record and evaluate the performance of each employee for making sure they were doing their best and rewarded appropriately. (Microsoft Corporation 2009) With referenced to Mullinss studies, a completed HRM philosophy should: recognize peoples needs and expectations; respect everyone; treat everyone equally and have a fair reward system; offer stable employment; provide good working environment; provide opportunities for self and career development; concern freedom and comply with laws. Both Googles and Microsofts HRM complied with the above 8 philosophies. They focused on peoples, treated all employees equally and provided employees the best working environment and opportunities for further development. The main difference among Google and Microsoft was that Google hired people who were innovative rather that skillful or experienced. While Microsoft hired people who were innovative as well as skillful and experienced. 4.5 Culture and diversity Even Google is a globalized world sized organisation, it insisted to maintain small company feel that every employee was encouraged to make use of all the facilities and spaces which were opened to them in office or Googleplex in order to make themselves comfortable and enjoyable to work at Google, since Google deeply believed innovative ideas were always came out when people felt comfortable. At the same time, Googles culture also emphasized on having fun and enjoying lives, it kept the working atmosphere casual, helped employees to treat work as challenges and challenges as fun and focused on team work as well as individual accomplishment. Apart from these, Google paid attention on ensuring all employees were having balance lives styles which included work, play and life. Besides, all employees were treated equally and were encouraged to share or express their ideas with different teams or Top management including Co-founder Larry or Sergey directly. In addition, Google emphasized on team achievements as well as individual accomplishment. Every employee was encouraged to take part in leading the organisation towards the success. Microsoft focused on innovation and getting things done rather than bureaucracy. It concerned about people and saw every employee as its most valuable treasures. Every employee was treated equally and provided with opportunities. Microsoft emphasized on work and life balance, it encouraged employees to enjoy their lives with their family while developing their career and professional. Microsoft had passion for technology and believed in the power of technology which could help people to develop or bring their potential fully out at anytime anywhere. As per Microsofts organizational mission To help people and business throughout the world realize their full potential, it believed all its products and services were helping people to build up and realize their potential. Microsoft believed diversity enriched its performance, products and their communities where its employees lived and worked in. It concentrated on seeking people who were skillful, honest, open, willing to face by challenges and committed to personal excellence and self-improvement. (Microsoft Corporation 2009) With referenced to the seven dimensions of organizational culture, Google and Microsoft were having similar organizational couture. They both emphasized on innovation, risk taking and people orientation. Besides, Google also focused on Team orientation while Microsoft focused on outcome orientation. 4.6 Information Technology To organize the worlds information and make it universally accessible and useful is Googles core mission. Google believed in the possibilities and boundless of the internet itself, it worked hard on developing the technology on accessing information and browsing web through the internet not only via networked PCs but also mobile devices, which allowed people (including its employees) to exchange or share information at anytime anywhere. Google put great effort on keep on modifying their software and upgrading their hardware / server setup in order to allow all the information was accessed in the fastest and simplest way. Apart from these, all employees were carrying a mobile devices like netbook or packet PC which allowed them to develop or express their ideas whatever or whenever there were new ideas come up to their mind. (Google Inc. 2009) As a worldwide software and hardware products and solutions provider, Microsoft believed Nothing is impossible for technologies. It worked hard on developing not only single category of technology but different categories including operating system, application solutions, network or internet technologies and mobile technologies. It took technology as a serious part of future and deeply trusted technology could bring people toward the upper level. (Microsoft Corporation 2009) Google and Microsoft were Technology Company, Google focused on developing the perfect search engine as well as other software solutions for allowing people to get the information they look for in the shortest and easiest way. While Microsoft focused on developing the technology for helping people to realize and bring out their potential. They both trusted in the possibility and huge power of technology, which provided people easier and better lives. At the same time, they realized the importance of information. They made effort in developing the technology for allowing people to access information more quickly and easily via various channels not only the internet but also the mobile devices or any other kinds of device. Apart from this, they also recognized the importance of the security of the information and tried hard to develop powerful salutation for protecting peoples privacy. 4.7 Communication At Google, all employees were greatly encouraged to share their ideas with different teams or the top peers of the organisation directly. For example, there were weekly all-hands meetings which allowed employees express their opinions. Since Google believed all its employees were innovative and self control as long as they were being comfortable and feeling fun, it provided the prefect and relax working environment and empowered its employees to make their own decision for carrying out their own ideas or projects. It also recognized the importance of information accessibility, it kept on developing new or optimizing the existing technologies and products for allowing people to access or exchange information more easily and quickly. All employees were communicated via multi-channels which increased the transparency and the flow of information among teams and different levels of management through out the whole organisation. (Google Inc. 2009) At Microsoft, all employees were welcomed to express their ideas. Relationship among the managers and employees was treated as a kind of partnership and respect rather than top-down relationship. Managers acted like coaches, they brought out the needs and the objectives of the organization, provided supports and advices for helping or allowing the employees to develop their individual career and talent along with the success of the organization. Apart from this, Microsoft made use of technology which allowed employees to access or share information among teams or departments via web base system (Microsoft Corporation 2009) Communication was a kind of exchange or transfer of information or understanding. With referenced to Eric Bernes the Ego-State (or Parent-Adult-Child) model, the core communication model that Google and Microsoft applied was Adult-to-Adult transactions. They respected their employees, focused on guiding and supporting their employees to solve problems, do their best work and further develop their career along with the organisations success rather than demanding, commanding, controlling or criticizing their employees. At the same time, Google also applied Adult-to-Child transactions, it made effort in keeping the working atmosphere casual and fun, and encouraging their employees to view challenges as fun in order to bring out their potential and maintain employees passion on what they are doing. Apart from this, Google and Microsoft encouraged employees to share their ideas with different teams and let them to communicate via multi-channels via decentralized networks. 5. Conclusion As a kind of Technology Company, Google and Microsoft were having quite similar organisational structure and managerial approaches. They both sought for three win situation (users win, employees win and the organization wins) rather than focused on organisations revenue only. They put the users and employees at the first place since they believed organisations would only win while all people including both their users (customers) and employees won. In order to cope with the rapid changes of this world, they both chose to run their organisation with decentralized structure instead of bureaucratic structure in order to allow more flexibility. Both organisations, which included Technical level, Managerial level and Community level, were divided by functions which allowed each functional group handles specific function. Google and Microsoft respected their employees, they believed their employees were innovative, self direct and self control same as McGregors theory Y. It was not necessary to control the employees, but higher level of employees needs, including the level of love / belonging, self-esteem and self-actualization according to Maslows hierarchy of needs, should be fulfilled for maintaining employees motivation on their work. At both organisatoins, employees were being inspired or guided for bringing out their talent in order to further develop their career path along with organisations success. Learning is about change. Both Google and Microsoft provided their employees training, education program or other supportive programs for encouraging them to keep on learning in order to have sufficient ability to cope with changes or solve problems by themselves. One main difference among Google and Microsoft was that Google did not concern much about employees working experience but it only focused on employees innovation and ability. For Microsoft, it concerned about employees innovation and ability as well as working experience. It treated employees individual working experience or background as a kind of valuable treasure and wisdom. Regarding HRM, Google and Microsoft followed Mullinss eight HRM philosophies. They tried hard to understand and fulfill their employees needs and expectations by encouraging their employees to express their opinions and providing employees sufficient support. They respected their employees without any discrimination. They treated everyone equally, offered stable employment, provided prefect working environment, provided opportunities, concerned freedom and complied with laws. With referenced to the seven dimensions of organizational culture, Google and Microsoft were having similar organizational culture. They both emphasized on innovation, risk taking and people orientation. Besides, Google also focused on Team orientation such that it appreciated team work, while Microsoft focused on outcome orientation which concerned about getting the result. Google and Microsoft realized the important of technology and recognized that information was a kind of very valuable treasure. They put all their effort on developing technology which allowed information to be searched, accessed or exchanged in the fastest and easiest way. They both make use of their own technologies to allow their employee to access and exchange information in the fasted ways. They also encouraged their employees to communicate in various channels. In conclusion, there was no golden organisational structure or golden managerial approaches, which were suitable for all organisations. The structure or approaches which were applied by Google and Microsoft might not be suitable for other organisations even they were same kind of Technology Company. The effectiveness of the organisational structure and managerial approaches was organisation dependent, such that the structure and approaches would only be workable with the organisation as long as they matched with the culture of that organisation. Each organisation should have its own design of the organisational structure and managerial approaches based on its culture and needs. Otherwise, the structure and approaches not only could not help the organisation, but might damage the origanisational health. References Cogmap (2009) Microsoft [online] available from [31 December 2009] Dubois, H.F.W. Fattore, G. (2009), Definitions and typologies in public administration research: the case of decentralization, International Journal of Public Administration, 32(8): 704-727. Google Inc.(2009) Google Corporate Information [online] available from [29 December 2009] Microsoft Corporation (2009) Careers Home [online] available from [30 December 2009] Mullins L.J. (2007) Management And Organisational Behaviour. 8th ed.

Parenting skills Essay

What role do you think discipline plays in developing a child’s self-esteem? What forms of discipline best serve the self-esteem of the child or adolescent? -I think that discipline done correctly could help in a child’s self-esteem. When you discipline a child make sure that they understand WHY and it makes them feel trustworthy, and included. If you treat discipline like a dictatorship the child feels like you’re abusive and they are stupid and untrustworthy. people with low self-esteem generally Fail to achieve their goals, Are not able to pursue accomplishments in a responsible and disciplined manner, Have poor communication skills, Have a pessimistic view on life, Are prone to anxiety, depression, hostility, loneliness, shame, and guilt, Form unhealthy, destructive relationships with others, and Make decisions in life more to please others than to adhere to their own interests and value systems. List and discuss how activities, clubs, or sports, impact the s elf-esteem of children and parents. Provide at least two activities, clubs, or sports in your answer. – parents should encourage children to participate in sports and clubs that are productive and give their children a feeling of accomplishment. However, it is not always advantageous for a parent to push a child toward a particular sport or activity. For example, a boy with little skill or interest in football might play the game because of pressure from his father, just as a girl who doesn’t like cheerleading and isn’t good at it might do it because her mother was cheerleading captain—but this is unlikely to improve self-esteem.

Geography Bangladesh Coursework

To what extent does the Physical Environment of Bangladesh determine its level of development? What efforts could be made to reduce the country's problems? The aim of this coursework is to investigate how Bangladesh's Physical environment is affecting the rate of the development of the country. Furthermore, to explore what efforts could be made to reduce the country's problems. [Section 1] To what extent does the Physical Environment of Bangladesh determine its level of development? Bangladesh is situated in South Asia. It is surrounded by India, and borders Burma. The population is roughly 150 million people; 45% of it's population is in poverty. The minority of the population of in Bangladesh are located in Dhaka, the capital city, Chittagong and Khulna; most of the population are located in rural areas. The main river running through Bangladesh is the Ganges-Brahmaputra. This river is the main cause of the issues in Bangladesh. Monsoons occur every year, without fail, causing the country even more problems. Only 40. % of the adult population are literate, and only 21. 6% of children have secondary education. The government are continually trying to solve the problems, but this is unsuccessful as a result of the country's poor wealth. Bangladesh is 49. 8% below the poverty line referring to its wealth, and its rapid population growth hinders the development of the country. There are many reasons why Bangladesh is an LEDC. The main reason for this, is the flooding which occurs every year as a harsh result of the monsoons, prohibiting the speed of development. The river Ganges-Brahmaputra is seen as an ‘untameable' river, which changes its form very frequently. This causes disaster in itself as it destroys many parts of Bangladesh's fertile land which is at is best by the river. As a result of this, there are a lot of homes located along the river as it is a main source of water for everyday life, and to provide jobs such as farming and agricultural work. As a result of this, the continuous building and rebuilding of communities uses time and money, consequently slowing down the progression of the country. Another reason for Bangladesh being an LEDC is a consequence of its highly dense population. This would not be a problem if money was sufficient in Bangladesh, but the country is poor, meaning it cannot provide for its large number of inhabitants. Finally, the aid given to Bangladesh by other countries can be useless, for example, much of the money aid given to the Bangladeshi government, are loans. When the country cannot afford pay back the loans, Bangladesh is in more and more debt, meaning the development of the country is decelerate. Furthermore, most of the other aid given to the country does not help the poor, continuing poverty; highly-skilled experts can be expensive, again spending the money the government do not have; charities can be influenced by the people who support them, therefore the aid given may to be teach a certain subject, whereas simple life skills may be of more use; and fi- nally, the aid may be given to individuals, rather than communities which would be more useful. Bangladesh is between stages 2 and 3 in development. The country is poorly educated, meaning families are stuck in a poverty circle. This is when a family are poor, they have many children because the majority of them will die due to disease and malnutrition. The family need the surviving children to work to provide for the family, and to look after the parents when they are old. Then the children have children, who will do the same for their parents. This is a vicious circle which is extremely hard to get out of. Another reason why Bangladesh is in between the stages 2 and 3 is because of the floods, continually destroying parts of the country, and their valuable crops which help to provide many, many families with income. Furthermore, the money aid given to the country is usually in the form of loans; when the country is unable to repay these loans, they get into serious debt. The reason Bangladesh is in the development stages between 2 and 3 is as a result of a combination of factors. (Data from 1989. ) The employment structure in Bangladesh is very different from here in the UK. In the UK, just 7% of the population are unemployed; whereas in Bangladesh, 25% of the population are unemployed. Of those who are employed, 75% work in agricultural jobs such as, farming the fertile land. In the UK, only 2% of the population are employed for agricultural positions. % of the Bangladeshi population are working for the industry, and 20% of the UK work for the industry. 78% of the employed population in the UK are working in services, and just 19% in Bangladesh. This data shows that Bangladesh are still very much relying on the old way of life, working on farms for example, while most of the population in the UK are working in jobs such as policemen/women. This also implies that if the land is damaged, or crops do not flourish successfully as a result of the flooding, almost four fifths of the population suffer from an immense fall in their income. This is a major reason contributing to why Bangladesh's physical environmental is such an impact on the stage of development. Bangladesh do have another way of making money though. They export some goods, mainly to the US. The main exports are fish products, textiles, clothing and jute (a type of woven material). This brought in $1,305 million to Bangladesh in 1989. Bangladesh is situated in Asia. It borders Burma, and is surrounded by India. The land in Bangladesh is mainly floodplains and delta; suggesting that there would be a high level of flooding in the country, slowing down any development of the area. As we can see from the map, (below), most of the land is in the colour blue, meaning it is very close to sea level, increasing the chances of flooding. Also, there are many swampy locations liable to flooding. The majority of the country is up to just 10 meters above sea level. The country is flat, also meaning when large amounts of flooding by the large and main rivers occur, the water would spread out quickly, therefore this would affect vast areas of the country, rather than just secluded areas. The main rivers flowing through Bangladesh are the River Brahmaputra, the River Meghna and the River Ganges. This, therefore, affects a huge number of the people, as when the rivers flood, the rivers are close together, increasing the volume of the flood water, and increasing the impact on the Bangladeshi society. As a result of the country being mainly floodplains and the four main rivers running through, building on the plains would be unconstructive and a waste of valuable money, this meaning the development of the country is very limited, due to the physical features of Bangladesh. The climate in Bangladesh is split into three main phases; the hot season, the cool season and the rainy season. The hot season is between March and June. The cool season is between November and February, and the rainy season is between June to September. The hot season is known to consist of some heavy showers. Depending on the area, the amount of rainfall throughout Bangladesh in the rainy season, ranges between 200cm and 300cm; the north tends to have the most rain. During this season, tropical rainstorms occur also. These can cause very strong winds and more heavy rain. The wind spreads the flood water out more over many miles, causing excess flooding, prohibiting development of the country further. The temperatures in Bangladesh are fairly consistent. The temperatures do drop during the winter, but on average, do not fall to below 10 degrees Celsius. In the summer, the temperatures reach their highest during April and May. These temperatures are roughly 34 degrees Celsius. The annual monsoons have devastating effects on the people of Bangladesh. Firstly, the floods have destroyed many of the Bangladeshi people's homes and many communities, leaving some dead, and some badly injured. Aid has to be called for as the country cannot support itself alone, meaning they have to rely on others. Another effect is that cattle are stranded and worse, drowned in the floods. This means farmers are losing valuable ‘tools,' consequently loosing money as a result. Furthermore, the water will become stagnant and cause things to rot, attracting vermin, eventually spreading disease. In addition to this, homes and building vital for development of the country will be destroyed, bringing development back to square one every time there is a major flood. As we can see, there is a huge impact of monsoons on the whole country, keeping it in a state of poverty. Yes, the weather does effect the development of the country as every time the country is flooded, valuable and limited money is spent on repairs and aid. This can get Bangladesh onto serious debt, meaning money is spent on other things which need to be spent on development, stumping the development of the country on a regular basis. There are three main rivers running through Bangladesh. There is the River Brahmaputra (below left and below right), the River Meghna and the River Ganges. The River Brahmaputra is the largest of the three; it is 2,900km long in total. The river does not start in Bangladesh, but it splits into two there. The river also flows through Tibet, India and China as well as Bangladesh. The rivers source is high up in the Himalayas in Tibet, and travels at a steep anticlimax until it finally levels out in the plains in India. After 35km of travel, the river joins to two others, and becomes the very wide River Brahmaputra. The river travels into Bangladesh, and is used there for a range of purposes. The main ones being a source of energy, food, clean water, deposition of waste in the deepest parts, defence barriers and transport. One of the most important uses of the river is for energy. Because there are waves, generators are assembled and when the waves reflect off of them, energy and power is created. Much energy is produced every second because the river is so large. Another main use of the river, is that it is fast moving water, (not as fast as the Ganges), meaning it is fresh, enabling the people to use it as drinking water. People will bottle this water, and sell it. A good way of making money. People are able to use boats and swim in the river as the water is not as rough in the River Brahmaputra than it is in the River Ganges. The river causes many problems as well as being of use to the people. When it floods, which is every year, it kills crops, people and cattle. It also destroys homes and leaves villages wrecked. The river Ganges is seen as a wild and untameable river. Its source is also in the Himalayas at the confluence of six other rivers. A confluence is the meeting of two or more rivers or water sources. The Ganges then flows through India and into Bangladesh. The river is seen as sacred to the people because when it comes into the city of Kanpur, it is joined by the Yamuna at Allahabad. This point is recognised as the Sangam at Allahabad. The Sangam is a scared place in Hinduism, therefore the river has some religious meaning to it. The River Ganges has also been used for modern day films, and to test out new submarines. Because of its unique features, some submarines and other vessels have been named after it. The final main river is the River Meghna. This river begins its journey in the hilly regions of India. It is the only one of the three main rivers that actually forms inside of Bangladesh itself. It is a very dangerous river, so the people who live near it, cannot use it as it is so very dangerous. Its only use to its people is that it deposits a lot of silt, so therefore the local farmers can enjoy successful crops. As we can see, each river has advantages and disadvantages. The River Ganges is viewed as the least constructive of the main rivers as it is prone to flooding, and the deposition of silt is low, meaning it is of little use to farmers. In addition to this, the river is highly polluted. The River Meghna is useful as it deposits a lot of silt, yet is far too dangerous to bath or wash, cook clean etc. in. So, this means that the River Brahmaputra is the most useful to the country. It allows people drinking water, water to cook, clean and sell. Furthermore, it is a huge supplier of energy to Bangladesh, meaning it is valuable for the development of the country. Deforestation does have a large impact on the rivers in Bangladesh. It increases the amount of surface runoff where the forest has been cleared because there is no interception of the plants and there are no trees to use the extra water in photosynthesis. This means that the surface runoff will flow into the rivers, causing the water levels to rise, and contributing to the flooding. To conclude, the rivers have uses, but are also prone to at least 3 major floods a year, hindering the development of the country. Deforestation is causing a rise in water levels also. However, the River Brahmaputra is a useful source of energy, helping to contribute to the development of the country. There are many things which are being done to overcome the Bangladesh's problems. As a result of the country's poor wealth, it is a great struggle to try to pull the country out of its current state of poverty. There already have been, and will be many schemes to try to rule out the problems Bangladesh has and is experiencing. For example, the Flood Action Plan was set up, also, the World Bank plan was established, flood guards have been purchased, and the H. E. E. D scheme was set up. The H. E. E. D Scheme The H. E. E. D scheme was developed and designed by the Tear Fund. The Tear Fund is a Christian Charity, working globally to try to eliminate poverty. The H. E. E. D scheme's aim was to support villages in Bangladesh to push for a better future. H. E. E. D stands for Health, Education, Economic, Development. The scheme operates by addressing the roles of both women and men in society to allow everybody to play a part in trying to overcome problems, together. Women form in groups of about 20 to discuss problems and show that they have a voice and that they also have rights in society. Only the women are able to do this as they are the only ones who have the time. Their main role is to be a housewife, looking after the family, while the men are out working. The men work as farmers all day, therefore they are unable to support the women as much.

How to Conjugate the French Verb Servir

Servir (to serve, to be useful) is an irregular French -ir  verb. Below are the simple conjugations of the verb  servir; they do not include the compound tenses, which consist of  a form of the auxiliary verb with the past participle. Within irregular  -ir  verb conjugations, there are some  patterns. Two groups exhibit similar characteristics and conjugation patterns. Then there is a final, large category of extremely irregular  -ir  verbs that follow no pattern. Servir is an Irregular -ir- Verb Servir  lies in the first group of irregular  -ir  verbs that display a pattern. It includes dormir, mentir, partir, sentir, servir, sortir, and all of their derivatives, such as repartir. All of these verbs share this characteristic: They all drop the last letter of the stem in the singular conjugations. For instance, first person singular of  servir  is  je sers  (no v) and first person plural is  nous servons  (retains the v  from the stem). The more you recognize these patterns, the easier it will be to remember conjugations. Servir is Conjugated Like  French Verbs Ending in -mir, -tir, -vir   Generally speaking, most French verbs ending in  -mir,  -tir, or  -vir  are conjugated this way. Such verbs include: dormir   to sleependormir  Ã‚  to put/send to sleepredormir  Ã‚  to sleep some morerendormir  Ã‚  to put back to sleepdà ©partir  Ã‚  to accordpartir  Ã‚  to leaverepartir  Ã‚  to restart, set off againconsentir   to consentpressentir     to have a premonitionressentir  Ã‚  to feel, sensesentir  Ã‚  to feel, to smellmentir  Ã‚  to liese repentir  Ã‚  to repentsortir  Ã‚  to go outservir  Ã‚  to serve, to be useful Expressions and Usage servir quelquun de / en quelque chose to serve somebody with something / to serve something to somebodyCest difficile de se faire servir ici. /  Ã‚  Its difficult to get served here.Sers le cafà ©.  Ã‚  Pour the coffee.Puis-je te servir du poulet  ?  Ã‚  Can I serve you some chicken ?Le dà ®ner est servi  !  Ã‚  Dinner  is  ready / served !Sers-moi à   boire.   Give  / pour me a drink.Ils nous servent toujours les mà ªmes histoires aux informations. They always dish out the same old stories on the newsServir la patrie / une cause   to serve country/ a causeOn nest jamais si bien servi que par soi-mà ªme.  (proverb)   If you want something done right, do it yourself.Servir les intà ©rà ªts dune dette  Ã‚  to service a debtservir la messe   to say / hold massIl a servi, ce manteau.   I got a lot of use out of this coat !Ça na jamais servi.   Its never been usedÀ toi de servir.  (tennis) Your serve.servir à   to be used forÇa ne sert à   rien de lui en parler. Its useless to talk to him / Its no use talking to him about it.Crier ne sert à   rien. Theres no point in shouting.servir de to act as, to beJe lui ai servi dinterprà ¨te.   I acted as his interpreter.se servir [pronominal reflexive] to help oneselfServez-vous de  / en là ©gumes. Help yourself to vegetables.Je me suis servi un verre de lait.   I poured myself a glass of milk.se servir [pronominal passive] to be servedLe vin rouge se sert chambrà ©. Red wine should be served at room temperature.se servir de quelque chose to use somethingIl ne peut plus se servir de son bras droit. He cant use his right arm anymore.Cest une arme dont on ne se sert plus.   Its a weapon that is no longer used  / in use.se servir de quelque chose comme  Ã‚  to use something asse servir de quelquun  Ã‚  to make use of  / to use somebody Simple Conjugations of the Irregular French -ir Verb Servir Present Future Imperfect Present participle je sers servirai servais servant tu sers serviras servais il sert servira servait nous servons servirons servions vous servez servirez serviez ils servent serviront servaient Pass compos Auxiliary verb avoir Past participle servi   Ã‚  SubjunctiveConditionalPassà © simpleImperfect subjunctivejeserveserviraisservisservissetuservesserviraisservisservissesilserveserviraitservitservà ®tnousservionsservirionsservà ®messervissionsvousserviezserviriezservà ®tesservissiezilsserventserviraientservirentservissent Imperative (tu) sers (nous) servons (vous) servez