Effectiveness of Soap and Shampoo in Hard Water

Effectiveness of Soap and Shampoo in Hard Water Literature Review According to Soap and Detergent Association of Canada [SDAP] (n.d.), soap is an effective cleansing agent, but its effectiveness reduced when used in hard water which has contaminations like calcium, magnesium, iron and manganese. These mineral salts will react with soap to form insoluble salt known as scum or soap film. For detergent, it is effective to cleanse in hard water and soft water due to it has more surfactants (SPAD, n.d.). For shampoo, it is still work in hard water and soft water. It is less effectively as detergent, but its effectiveness is stronger than soap. The shampoo lessens the ability of shampoo to later in hard water. To increase the effectiveness of soap and shampoo in hard water , the lime softening ,Zeolite Base Exchange softening process, distillation reverse-osmosis softening, and electrolysis are introduced (Mountain Empire Community College, n.d.). For the lime softening, the addition of lime until pH 10 to 10.5 in order to change magnesium and calcium change into calcium carbonate and magnesium hydroxide. (Mountain Empire Community College, n.d.). The addition of lime and carbon dioxide to produce water and calcium carbonate, which uses in next step. The lime reacts with calcium bicarbonate will form water and calcium carbonate that forms white precipitate out of the solution. Magnesium bicarbonate react with lime will form calcium carbonate, magnesium carbonate and water. The magnesium carbonate reacts with excess of lime to form calcium carbonate and magnesium hydroxide which can be precipitate out from water. The high concentration of calcium carbonate and lime which increase the pH of water will corrode the steel pipes. The recarbonation can lower the pH of water, but it can react with calcium carbonate and drawback to calcium bicarbonate. The addition of acids like sulfuric acid and hydrochloric acid can be reduced the pH of water. Zeolite Base Exchange softening process can be known as ion exchange softening. The raw water passes through a filter that contains resin granules to exchange the ions that cause hardness like magnesium and calcium to sodium. For this, it does not need flash mixer, flocculation basin and sedimentation basin for lime softening. The calcium, magnesium and other metals are replaced by sodium ions which cause problem for those who cannot consume too much salt. When the zeolite bed becomes saturated with calcium, magnesium and other metals, it can be regenerated by washing with brine solution which can cause disposal problem. For the reverse-osmosis softening, the water is pulled into a semi permeable membrane (Mountain Empire Community College, n.d.). The calcium and magnesium and other metals cannot pass through it and capture at the side of semi permeable membrane (Mountain Empire Community College, n.d.). The morphology of membrane has lower wall thickness and a larger size of pore resulted in the higher yields (Li, 2011). The process efficiency increases due to the increasing both feed flow rate and temperature increases the permeate flux simultaneously (Li, 2011). The higher flow rates also achieved heat losses by conduction, which decreases the thermal efficiency (Li, 2011). This efficiency also reduces when the salt concentration in the feed was achieved (Li, 2011). The influence of magnesium, calcium, stain and other metals on the process efficiency was considered (Li, 2011). Electrodialysis is the water passes between two plates with positive and negative electrical charge which the positive charge terminal attracts non-metal and negative terminal attracts metals. Introduction Soap, shampoo and detergent are important in life to cleanse our body and clothes by killed disease and dirts. Soap is made up of saturated fat from animals’ oil or vegetable salt. Detergent is included from synthetic ingredients. Shampoo is made up of soap or detergent’s compounds. The surfactants are important for cleaning compound and reduce the surface tension of water or solid to increase the wetting ability of water when it used in low concentration (Allan Campbell, n.d.).There are 4 types of surfactant which are anionic, cationic, amphoteric, and nonionic (Wolf et al., n.d.). The anionic hydrophilic are carboxylates, sulphates, sulphonates and phosphates which are negative charge that need alkaline or basic materials to neutralize them (Wolf et al., n.d.). The cationic surfactants are some form of amine product which is positive charge and need acid to neutralise it (Wolf et al., n.d.).The amphoterics surfactants have negative and positive charges which can reac t with acid and alkaline (Wolf et al., n.d.). Nonionics have no charged components, but it connected to water at ether oxygen of a polyethylene glycol link (Wolf et al., n.d.). The hydrophilic at end of surfactant is strongly attracted or dissolved in water because it forms hydrogen bond and electrostatic force with water (Wolf et al., n.d.). The force of attraction between hydrophobic and water is slight and dissolved in organic substances because it forms dispersion force which it do not have freely moving ions (Wolf et al., n.d.). In order to balance for the lost of entropy, the water molecules force the hydrophobic molecule to cluster together and occupy minimum of space (Bhairi, 2007). The repulsion and attraction between hydrophobic, hydrophilic and water caused hydrophilic moving toward the water and hydrophobic is squeezed away from water (Wolf et al., n.d.). This phenomenon is known as hydrophobic effect and hydrophobic tails are called hydrophobic interactions (Bhairi, 200 7).In this experiment, we will determine the effectiveness of shampoo, soap and detergent in different of medium. References Allan Campbell. (n.d.). Surfactants: Surface active agents. Retrieved from http://www.chemistry.co.nz/surfactants.htm Wolf, R., Davidovici, B., Israel, R., Parish, L.C., Philadelphia (n.d.). Soaps, detergents and shampoos. Retrieved from http://www.google.com/url?sa=trct=jq=esrc=ssource=webcd=9cad=rjaved=0CHYQFjAIurl=http://www.iacdworld.org/101/soaps.pdfei=PYsJU9CGCOWQigevkIHoAwusg=AFQjCNGouNpt5nGf8eMaIYatn21bMwPRtAsig2=S4PJOSnIqxaeL9VoyTlnawbvm=bv.61725948,d.aGc Bhairi, S. (2007). Detergent: A guide to the properties and uses of detergents in biology and biochemistry. Retrieved from http://www.google.com/url?sa=trct=jq=esrc=ssource=webcd=9cad=rjaved=0CHYQFjAIurl=http://www.iacdworld.org/101/soaps.pdfei=PYsJU9CGCOWQigevkIHoAwusg=AFQjCNGouNpt5nGf8eMaIYatn21bMwPRtAsig2=S4PJOSnIqxaeL9VoyTlnawbvm=bv.61725948,d.aGc Soap and Detergent Association of Canada [SPAD] (n.d.). Soap and detergent. Retrieved from http://www.healthycleaning101.org/english/SDAC_soaps.html Mountain Empire Community College (n.d.). Softening. Retrieved from http://water.me.vccs.edu/courses/ENV115/lesson9.htm Li, J. (2011). Computer-Aided Design,Modeling and Simulation of a New Solar Still Design. Modeling Simulation in Engineering, 2011(1-5). doi:10.1155/2011/903721

Absolutism in 17th Century Europe

Absolutism in Europe changed the role of nobility completely in every country. For example, in France, nobles lost a lot of their power due to Louis XIV and his predecessors; also, in Eastern Europe, rulers such as Frederick William of Prussia changed the status of the nobility with his polices. In France, starting with Henry IV, the status of nobility started to fall when Henry started the idea of â€Å"nobles of the robe† in which middle class citizens could buy nobility from the king. This diluted the nobles, which weakened their power and hurt them considerably.Louis XIII and his son continued this and took more of their power away as well. Cardinal Richelieu started the intendant system, which recruited members of the middle class t watch the nobles and report back to the king. This took away power from the nobles to have less influence in the government of France. Continuing the intendant system, Louis XIV had also built the palace of Versailles and forced the nobles to move in. This caused the nobles to fight for the attention of the king and they focused less on the issues of France.Also, living in the palace of the king, one could always watch the nobles to make sure they weren't planning, for example, an uprising. In conclusion, French kings took steps to ensure absolute power and took away the power of the nobles. In Eastern Europe, however, the nobility was dealt with in a different way. For example, in Prussia, nobles gave power to Frederick William for a few reasons: one, to stop Swedish and Polish influence; second, to stop the invasion of Tartars from Russia.For this decision, nobles lost political power in Prussia, but in 1653, Frederick William gave them more power in something else, controlling serfs: he allowed a hereditary subjugation of the serfs in order to appease the Junkers, or noble class. While Frederick William was in power, he believed in a strong, standing army. He increased military spending through taxation, which was twi ce the amount of Louis XIV. He forced the Prussian nobility to pay the taxes by having soldiers act as tax collectors and policemen.This effectively decreased the power of the nobility by seizing power for the king. In conclusion, Frederick William took away power from the nobles, while also giving them power over other areas, such as serfdom. Absolutism in Europe differed from East to West. How the power of the nobles was affected depended on the king and the area of the country, such as Louis XIV of France or Frederick William of Prussia. Each king had their own ways of effectively limiting the political power of the nobles.

The Hidden Treasure of Professional Development for College Graduation Essay Samples

The Hidden Treasure of Professional Development for College Graduation Essay Samples The essay has become the most important portion of a university appllication, see sample essays ideal for applying to schools in the united states. Furthermore, teachers maintain an awareness of educational matters past the immediate range of teaching. Students lead busy lives and frequently forget about a coming deadline. Education and expert development essay. Reflective skills aren't mastered entirely at the start of teacher training, however they develop alongside professional experience and knowledge. Teacher training has a lot of qualitative and quantitative insufficiencies in lots of nations. IOM and Nursing Education Knowledge is the secret to all knowing. Differentiation shouldn't be considered a concession to lesson planning, but underpin a full teaching strategy. New Step by Step Roadmap for Professional Development for College Graduation Essay Samples Whenever you choose to ask us for expert guidance, don't hesitate to speak to our support managers. Above all, whenever your team is excited about professional development, your employees are somewhat more likely to gain and retain knowledge they can translate into real business outcomes. When the employees don't get sufficient info, they have a tendency to make many errors which consequently ends in wrong decisions. Fantastic excellent bank employees have to be decently tra ined and experient forces to supply decent client services. Rumors, Lies and Professional Development for College Graduation Essay Samples Personal development refers to a set of activities that you can engage in for the intent of enhancing self wisdom and identity. Students might need to overcome several hurdles and barriers on the way. The evolution of interpersonal skills as a manner of enhancing improved communication are not only going to enhance the way a person handles the issues presented to her or him but also boost the efficiency of the projection of thoughts and decisions which have to be delivered at one time or another. Due to this, intuitiveness and swiftness in the practice of producing solutions to problems is a skill that has been shown to be critical in all kinds of environment. The objective of any expert development program is to inform and change teacher behavior for a consequence of new info. Understand rules of specialist development 2. Leadership comes in a variety of ways irrespective of the position at work stratification in relation to the rank. The manager must also be somewhat consistent so the subordinates will take tasks given seriously. Successful managers are those which ensure that duties and duties are adequately delegated throughout the organization. Top Choices of Professi onal Development for College Graduation Essay Samples To conclude, putting together an expert plan is a significant step to obtaining desired outcomes. 1 effective way which I opted to attain this goal was getting involved in extra-curricular pursuits. Holistic education is of extreme significance in the growth of the children who will learn to comprehend the worth of the things and people around them and not merely to empathize on specific scenarios. As a result, there's been a demand for special education specialists to develop professionally to attack the challenge of special needs children in order to generate a desired outcome. Leadership essays, generally, are likely to be quite different than the essays you're utilised to writing for class. The paper focusses on various leadership styles and the way they are sometimes utilised to effect a fantastic organizational culture for a company through internal communication. Reading example essays works precisely the same way! Type of Professional Development for College Graduation Essay Samples Goals in an organization need to be achieved through a practice. Organizations or working environment comprise of distinct people from several backgrounds, cultures and individual targets and traits. A personal development program is just one of the most truly effective tools for students and professionals who need to attain excellence in their various fields. It is very important in enabling the tracking of developmental changes that are necessary for the achievement of set goals. A seasoned professional will make an error-free assignment very quickly and can help you boost your grades. After the aforementioned evaluation and reflection of the primary PDP performance during the present semester, these areas of interest have to be changed or improved later on. Our customer support will gladly tell you whether there are any special offers at the present time, in addition to make sure you are getting the v ery best service our business can deliver. A superb access of information also provides an excellent chance to boost my academic and skilled performance. So How About Professional Development for College Graduation Essay Samples? At first, the achievement of certain expert expertise is the desire of the majority of professionals. It's very clear that when professionalism is present, there's always something evident. Experts say it's going to be monumental! It's vital that I master these skills since managing aspects of global business will be an essential part of my job as an entrepreneur.

Styles of leadership would only be applicable based on factors such as the culture - Free Essay Example

Sample details Pages: 15 Words: 4482 Downloads: 1 Date added: 2017/06/26 Category Management Essay Type Research paper Did you like this example? Executive Summary There are various motivational theories and styles of leadership which are being practiced by organizations worldwide. Certain motivational theories and styles of leadership would only be applicable based on factors such as the culture within which the organization operates. Sri Lanka being a country where power culture has been dominant has to follow less flexible, more extreme motivational theories and styles of leadership such as McGregors XY Theory and Autocratic or Authoritarian Leadership style respectively. Don’t waste time! Our writers will create an original "Styles of leadership would only be applicable based on factors such as the culture" essay for you Create order It has been identified that there are various advantages and disadvantages of pursuing certain leadership styles. However, it is clear that independent of the style of leadership used, if the leader is an effective leader, this would be a great strength for an organization. Standard Chartered Bank having reported seven successive years of record income and continuous expansion of market share, despite the existing global economic condition, has been recognized as one of the worlds leading banks. The success is entirely a result of the effort of employee groups and leaders of the bank who have been exposed to a unique culture which has been brought up at the bank. Table of Contents Table of Figures Introduction An organization can be defined as a group of individuals working together to achieve a common goal or objective. To achieve these common goals and objectives an organization would require leadership as well as motivation. There are various styles of leadership and motivational theories which are practiced by organizations in order to achieve the desired result. Above all, effective leadership could be identified as one of the best motivational factors. An extensive analysis regarding Standard Chartered Bank has been done with the purpose of analyzing functions of groups, teams and leadership within organizations. Standard Chartered PLC is a British financial services company headquartered in London, England with operations in more than seventy countries. It operates a network of over 1,700 branches and outlets (including subsidiaries, associates and joint ventures) and employs 80,000 people. Despite its British base, it has few customers in the United Kingdom and around 90% o f its profits come from Asia, Africa, and the Middle East. Motivational Theories and Leadership Motivation could be defined as a psychological process where internal and external factors influence a person to be continuously interested in pursuing and achieving goals. It could be said that motivation influences a persons behaviour at work and ultimately how he performs during the job. There are various motivational theories followed by organizations to motivate their employees and some of these theories are discussed below. Motivational Theories Douglas McGregors Theory X and Theory Y Douglas McGregor has developed two models which are known as Theory X and Theory Y. These two theories were formulated through examination of theories on individual behaviour at work. Douglas McGregors Theory X states that an average human being dislikes work, prefers to be directed, avoids responsibility, has little or no ambition, works for money and mainly security. Theory X has given rise to two management approaches, which are the soft and hard approach. Under the soft management approach, managers seek harmony with the employees under the impression that employees would cooperate with them when necessary. Where, under the hard management approach an employee has to be coerced, controlled, directed and threatened till the expected result it achieved. However, it should be noted that none of the extremes are suitable as employees require more than monetary rewards, they require fulfilling their higher order needs. It is understood the main reason for organizations to u se this approach is to ensure that employees behave in the expected manner. Theory Y, unlike Theory X looks at an average human being from a more optimistic angle. Theory Y states that an average human being likes work, directs himself, accepts and seeks responsibility. Theory Y would be more valid and is used by organizations as this would result in higher levels of motivation for employees through matching organizational goals with personal goals. Further, this would lead to employee empowerment as creativity and opportunity to exercise initiative is allowed. Maslows Hierarchy of Needs Theory Maslows Hierarchy of Needs Theory speaks of five groups of basic needs which usually motivate behaviour in many cultures. These basic needs are Physiological, Safety, Social, Esteem Needs and Self Actualization. Figure (Maslows Hierarchy of Needs) In Maslows Hierarchy of Needs Theory, once a need has been satisfied, the desire to satisfy a higher need rises. Hence, a person would be motivated to perform better. Organizations would use this theory to decide on what type of motivation needs to be given to its employees. Organizations use this theory by identifying, Behaviour of an individual at a given moment depends on his strongest need Physiological needs have the highest strength and a majority of employees would work to satisfy this level only An unsatisfied need acts as a motivation factor Once a need is satisfied the desire to achieve a higher order need rises A satisfied need would no longer act as a motivation factor ERG Theory ERG Theory resembles Maslows Hierarchy of Needs Theory. ERG Theory has three groups of needs. Where the first group would be Existence Needs (i.e. physical and material wants), second group would be Relatedness Needs (i.e. desire for interpersonal relationships) and third group would be Growth Needs (i.e. desire to be creative and productive). However, unlike Maslows Hierarchy of Needs Theory, the ERG Theory states, if frustrated in trying to satisfy Growth Needs, Relatedness Needs will re-emerge (frustration regression process). Organizations would use ERG theory to help them identify their employees dynamic needs and help the organizations to understand why employees have such dynamic needs (i.e. once satisfaction progression occurs the needs change and once frustration regression occurs needs change once again). Herzberg Two Factor Theory or Motivation Hygiene Theory Herzberg after carrying out many surveys concluded that to understand employee satisfaction or dissatisfaction work had to be divided into two categories. Motivation Factors: Factors which are strong contributors to job satisfaction. Hygiene Factors: Factors which are not strong contributors to job satisfaction but which must be present to meet an employees expectations and prevent job dissatisfaction. Hygiene Factors: Job security Relations with others Physical working conditions Company policies Pay Quality of supervision Motivation Factors: Achievement Responsibility Recognition Opportunities for personal growth Promotion opportunities Organizations use Herzbergs Two Factor Theory firstly to identify if their employees hygiene factors are met through which an assessment could be made regarding whether the employee is satisfied with the job or not. If not, the organization can identify which factors need to be adjusted so that this may alleviate job dissatisfaction. However, to motivate someone to perform better or to increase satisfaction motivation factors must be addressed by the organization. Using this theory, an organization would be able to identify which form of motivation would be necessary to motivate an employee as motivation factors relate to the nature of the work itself and the way the employee performs it. It should be further noted that this theory has a twofold approach of eliminating dissatisfiers and enhancing satisfiers. Victor Vrooms Expectancy Theory According to Victor Vrooms Expectancy Theory employees will work hard to achieve rewards that they values and that they consider obtainable. Further, Victor Vroom states that an employee will be motivated to exert a high level of effort to obtain reward under three conditions. The employee believes that his or her efforts will result in acceptable performance. The employee believes that acceptable performance will lead to the desired outcome or reward. The employee values the reward. (Karen Collins, 2007 cited in Flatworld Knowledge, n.d) Figure (Expectancy Theory Model) (Karen Collins, 2007 cited in Flatworld Knowledge, n.d) Organizations would use this theory as it would help the organization to understand and interpret, How employees decide to work The effect of planned rewards programs The effect of such planned rewards on the productivity of employees Sri Lanka is a country within which power culture is dominantly seen not only within society but also within organizations. As a result of this culture which has not changed much throughout the years, work force of an organization would naturally await orders from the top and are not interested to take initiative in most situations even when given the chance. Hence, when considering motivational theories which are now widely practiced through the world where a technique of motivating employees in a natural manner is used, it could be understood that such motivational theories if applied within organizations of the country may not result in the expected outcome. Based on this information it is possible to arrive at the conclusion that the m ost suitable motivational theory to be used by organizations operating within Sri Lanka is McGregors XY Theory where Theory X assumptions have to be used. Leadership Leadership Styles Leadership could be defined as a relationship through which one person influences the behaviour or actions of other people. There are various factors which should be considered when selecting a style of leadership. For example, nature of task (i.e. Urgency, Complexity), type of people being led (i.e. Maturity, Technical Experience, Competence), etc. There are mainly three types of leadership. The Authoritarian or Autocratic Style: A leader exercising this style would make decisions alone without advice from their followers and would state what has to be done and how. Such a style would be suitable in an occasion when all the required information to solve a problem is available, there is a lack of time and the employees are well motivated. The Participative or Democratic Style: A leader exercising this style would involve employees in the decision making process. The leadership functions are shared with members of the group resulting in greater interactions within the group . The group members have a greater say in decision making, determination of policy, implementation of systems and procedures. (Laurie J. Mullins 2007, p. 371) However, it should be noted that the leader maintains the final decision making authority. A Laissez Faire (Genuine) Style or Delegative Style: A leader exercising this style would allow the employees to make decisions after observing how employees work on their own. This is done when employees are able to analyze a situation and decide what has to be done and how. However, the leader would still be responsible for the decisions made. Beyond these leadership styles, it should be understood that leadership behaviour could either be directive or supportive. Advantages and Disadvantages of Leadership Styles Leadership Style Advantages Disadvantages The Authoritarian or Autocratic Style More group productivity while leader watches Decision making process is quicker as the leader makes the decision individually The organization may respond to danger quickly The level of dependence on the leader increases The level of hostility among employees may increase Work force may dislike being ordered around resulting in employee de-motivation The Participative or Democratic Style A positive work environment could develop Motivates creative thinking Reduces employee turnover as a result of less friction between the work force and the leaders Slower decision making Arguments may arise A Laissez Faire (Genuine) Style or Delegative Style Results in employee empowerment Promotes independent thinking Motivates creativity Employees can misuse the freedom given to them and perform poorly Figure (Advantages and Disadvantages of Leadership Styles) Leadership and Motivation Distinguished An authoritarian or autocratic leadership style is followed when employees are dependant and resist change. The efficiency of such employees would be low. Through high levels of supervision, command and control which is exercised by such leaders would motivate employees mainly in three forms. They are, Peer Motivated: As employees would like to be like others Authority Motivated: As employees would follow policies Threat and Fear Motivated: As employees would react to force When a participative or a democratic leadership style is followed there would be greater interaction within the group and hence the personality and efficiency of employees depends on the leaders skills and the work environment which he has created. When following such a leadership style, employees would be motivated in three forms. They are, Goal Motivated: As employees may recognize some opportunity Reward Motivated: As employees would recognize some opportunity for some material reward Rec ognition Motivated: As employees would recognize an opportunity for change in social status A Laissez Faire or delegative style is followed when employees take up leadership, thrive on change or opportunity, are independent and are achievers. Such employees would be very efficient compared to employees under other leadership styles. Leaders following this style would have limited supervision and would delegate decision making responsibility to employees. When following such a leadership style, employees would be motivated in two forms. They are, Self Motivated and Team Motivated: As employees are allowed to practice creativity When the above three types of leadership and motivation associated with them are analyzed, naturally a participative or a democratic leadership style is best to follow because in a team-motivated environment, dependant employees will be inspired and will strive to be acceptable with independent thinking co-workers. However, as it was mentioned bef ore, due to the culture element of the country work force of an organization would naturally await orders from the top and are not interested to take initiative. Therefore, a leadership style where high levels of supervision, command and control is practiced would be more applicable for such an environment meaning, the most suitable leadership style to motivate employees within organizations would be the authoritarian or autocratic leadership style. Effective Leaders; A paramount to an Organization It could be said that effective leaders are the key for success of any organization. There are many characteristics an effective leader should have. Based on the information given below it is possible to understand that an effective leader is strength to an organization in many aspects. Given below are five factors which make an effective leader a paramount to an organization, An effective leader would be able to influence and inspire people to accomplish a goal, or an objective of an organization. It should be understood that leadership is not about power and has no relationship with driving employees to accomplish their tasks and duties out of fear. It should further be understood that an effective leader would help to encourage or motivate other employees to take up leadership, forming a successful and a powerful workforce. An effective leader would be a visionary person meaning awareness of organizational goals, objectives and vision. Only if employees see that their lead er is aware of the direction which he must head they will follow him. This could be an advantage to an organization as such a person would be able to lead the employees of the organization in such a manner that they would achieve organizational goals and objectives. An effective leader would be a trustworthy person. It should be understood that trust if a leader is trustworthy his employees would have confidence in him even at tough times. Hence, it should be understood that if an organization has such a leader who has good relationships, is trustworthy and follows ethical standards that this would be a massive strength for the organization as this could be considered the base for an effective organization. Further, this would help the organization to develop a good impression through the community in which it operates. An effective leader would be able to communicate the organizational goals, objective, vision, knowledge and technical expertise to the organizations employees. This would help the employees of the organization to become effective too as they would gain the required knowledge, skills and an idea about organizational goals, objectives and vision. An effective leader would be able to make successful decisions based on intuition. This could lead an organization to success as at times there may be a need to make decisions quickly which maybe of very high importance and value when time for gathering information may be very limited. Groups, Teams and Leadership It is no secret that behind the success of Standard Chartered Bank, the staff of the bank has played a very important role. Effective leadership and well motivated staff has been the key for this excellent performance. To support and improve leadership development within the bank, Standard Chartered Bank now has seven core leadership development programs along with feedback programs such as the 360 feedback tool. Standard Chartered Bank gives special consideration not only for leadership but also for aspects such as employee relations, team building, culture and values, etc. Nature of Groups and Team Roles Nature of Groups A group could be defined as a collection of people who interact with each other over time in order to reach goals. These groups can either be formal or informal, where both types of these groups are seen at Standard Chartered Bank. One note worthy feature of these groups at Standard Chartered Bank is that the groups consist of individuals who come from various backgrounds, cultures and have different skills. However, Standard Chartered Bank has made sure that no conflict among bank staff occurs but instead understanding and development in multiple fields occurs; great example for this will be the employee exchange program (first time in 2008, between India and China) which the bank launched recently. Through this approach, Standard Chartered Bank has been able to, Align teams with business vision and objectives Build staff engagement and commitment Create opportunities for open and courageous conversations Clarify dependencies Accelerate high performance by leveragin g strengths Team Roles A team role is, a pattern of behaviour, characteristic of the way in which one team member interacts with another whose performance serves to facilitate the progress of the team as a whole. (Laurie J. Mullins 2007, p.332) As Belbin has stated, even though there are nine team roles, it is rare to find members who are strong in all nine team roles. Standard Chartered Bank too has recognized this and in order to build up teams who are skilled in multiple ways the bank follows job rotation programs and also as it was mentioned above employee exchange programs. Through the employee exchange program or rather the talent exchange program the bank expects to forge stronger working relationships and cultural understanding between the two strategically important markets All our development is based on the philosophy of being a strengths-based organisation. We encourage individuals, managers and teams to identify and focus on their distinctive talents, and constantly challenge them to a chieve more with them. We recognise that individual strengths are unique, and that each employee will deliver in a role in a different way. (Standard Chartered Bank, 2009) As it is quoted above, the bank encourages recognition of individual strengths through which the bank expects to achieve greater strengths. Through the interaction of individuals of such nature the bank expects to develop a highly talented work force through team work. Even though an individual member may not be highly talented he will be motivated to achieve and develop new strengths when he would be allowed to interact with people talented in multiple fields. Therefore, it could be understood that team roles play a vital part in the development process of the bank. Stages of Team Building Given below are the stages of team building or team development, Forming formalities are preserved and members are treated as strangers (polite but untrusting). Storming members start to communicate their feelings but probably still view themselves as part of their parent department rather than part of the team. They attack others insular attitudes while guarding their own (testing others). Norming people feel part of the team and realise that they can achieve work if they accept other viewpoints (valuing other types). Performing the team works in an open and trusting atmosphere where flexibility is the key and hierarchy is of little importance (flexibility from trust). (Carter McNamara, 1999) The above four stages of team building or development are very evident at Standard Chartered Bank. The initial two stages would be very clearly seen at the beginning when an employee would be newly selected and/or when they switch branches (consider the employee talent e xchange program for example). However, as time passes by (a period of three months for the employee talent exchange program) employees would learn about each other, would value each other especially their culture and would be able to perform with flexibility which would build up from trust. An example for the last stages of the team building process would be when top executives frequently fill in for one another, whether leading regional celebrations, representing Standard Chartered Bank at key external events, or initiating internal dialogues with employees. They make their collaborative behaviour visible through extensive travel and photos of leaders from varied sites working together. Beyond the above mentioned four team development stages, there is one additional step which is known as adjourning. This would mean disbanding of the group due to completion of a task, members leaving the organization or moving on to other tasks. Team Cohesiveness It is one of the main responsibilities of a leader to ensure that the members of his work group cooperate so that the work group would be able to achieve the expected results. It is clear that cooperation among members of work groups is likely to be greater in a cohesive group resulting in beneficial effects for the organization. There are many factors which affect group cohesiveness. These factors could be categorized under four major headings as shown in the diagram below. Figure (Factors Contributing to Group Cohesiveness Performance) (Laurie J. Mullins 2007, p.307) Even though it is stated that there are disadvantages of cohesive groups such disadvantages have been minimized at Standard Chartered Bank through the unique culture which has been bread. The disadvantages of cohesive groups have been overwritten by the advantages of cohesive groups at Standard Chartered Bank resulting in an overall positive outcome. These groups have helped the bank through increased inter action between members of diverse cultures and ethnicities, growth of skills and knowledge of members through mutual help, lower turnover as the member feels that the organization has become a part of him, etc. Motivational Tools and Techniques Standard Chartered Bank follows a range of methods to encourage or motivate their employees. Motivation at Standard Chartered Bank takes place through, Learning and Development: Learning and Development process at Standard Chartered Bank starts once an employee joins the bank and this will continue till the employee resigns the organization. Standard Chartered Bank uses advance new technology to make this process an interesting one and gives encouragement for members to participate. Examples for Learning and Development at Standard Chartered Bank: Right Start, Job rotation, Talent Exchange, Core Leadership Development, 360 feedbacks etc. Employee Relations: Standard Chartered Bank follows an approach where it would deal with employees on an individual basis rather than a collective basis. This approach focuses on direct communication, managing organisational change and involving and motivating employees. Reward and Recognition: There are two elements to remuneration within Standard Chartered Bank; an annual salary and a performance based element. At Standard Chartered Bank performance would not mean just achieving goals instead it means how employees demonstrate the banks unique culture and values in their working lives. Employees would receive individual ratings but those with lowest values of ratings will not receive any performance related bonus even if they have achieved their final targets. Great Working Environment Other Facilities: Standard Chartered Bank has an environment which could be stated as one of the best environments to work at. The structures have been constructed according to expected standards and latest technology has been used where possible. Further, the bank provides other facilities, such as the day care centre where various forms of education would be given for the children of the employees, freeing the employees from the burden of worrying about their children during working hours. Impact of Technology on Team Building It is clear that technological changes have enabled Standard Chartered Bank to achieve new heights in many fields. When considering team building, as it was mentioned above in the previous section, Standard Chartered Bank uses technology right from the beginning of an employees career. Right Start is the new induction process which the bank uses for new employees. It is clear, that even this simple step will help the organization to develop better teams within shorter time periods resulting in more effective outcome. Hence, it is understood that technology has a massive impact on team building process. Our induction process for new employees was enhanced during the year with the launch of a new online virtual world. The Right Start Learning Journey offers access to critical information about our history, core businesses and supporting functions, sustainability agenda and much more in a fun and interactive way. New employees can visit the site, which was created by our Learning a nd Development Team, as often as they like while a discussion forum allows them to communicate with other new recruits. (Standard Chartered Bank, 2009) It should further be understood, that this same process of new employees getting to know other employees and building up successful teams would have been a very slow process causing possible inefficiencies for the organization in indirect ways. Even though technology has had its positive impact on the team building process it could be said that there are drawbacks if excessive technology is used as it may decrease person to person interactions resulting in lower awareness or understanding regarding one another. However, this situation is not yet seen at Standard Chartered Bank as the bank arranges certain social events where employees can get to know each other better, independent of their position at the bank. Conclusion Due to the strong cultural effect persisting within Sri Lanka, employees would naturally require high levels of supervision, command and control resulting in the usage of leadership styles such as authoritarian or autocratic leadership and extreme motivational theories such as McGregors XY Theory (Theory X assumptions), neither of which could not be considered as the best choice. To overcome this situation, changes to the culture within the organization could be done through an eventual process and in such a manner that employees would not feel threatened. Further, it could be understood that an effective leader could bring about the desired change even in such a culture. Behind every successful organization there would always be a highly talented and committed work force as at Standard Chartered Bank. Based on the information which was stated in the body of the report, it was possible to arrive at the conclusion that due to the unique culture which has been brought up at Standa rd Chartered Bank where technology and many other elements have played an important role, every employee would have an opportunity to either be an excellent team player or to be an excellent leader. To further improve, the bank can integrate more team based discussions and such activities where technology could be used in a balanced manner.