What I admire about the Anderson Levy Articles an Example of the Topic All Posts by

What I admire about the Anderson Levy Articles Religion has always been a pivotal part in the lives of individuals. Regardless of what race and culture people are in, religion is always considered. Judaism and Christianity are two of the religions that are highly publicized nowadays. Anderson and Levis s articles about the two religions made me ponder more about much impact religion had on my life. Need essay sample on "What I admire about the Anderson & Levy Articles" topic? We will write a custom essay sample specifically for you Proceed As I was reading Robert Andersons Holy Envy: What I Admire in Judaism, I was struck with one of the passages mentioned. Lev 19:15 was about how justice should be served regardless of who you are, and what you do in life (Levi, 2004). I realized how much this simple passage meant in real life. The technicalities of life may be attributed to the fact that people change as time goes by. The culture that people live in play a pivotal role in how life is being survived by the people On the other hand, John Levis article entitled, Holy Envy: What I Admire in Christianity, the religion is more on the traditional side. I admire the foundation that Christianity has set for its people. The religion was not only focused on the spiritual side of the people, but also in the evolution of learning and being a well rounded individual. As mentioned in the article, much was said and done, but going through life is always a choice that we make (Anderson, n.d.). When we decide to do something, we should always take into consideration its pros and cons. Furthermore, we should always be thankful for all the blessings that have come our way. Regardless of how negatively other people would react, it is our duty and responsibility to make them see the brighter side of everything. Life is always about standing up for what is right, and always taking into consideration how religion would be part of our daily lives. References Levi, J. (2004). What I Admire in Christianity. Anderson, R. (n.d.). What I Admire in Judaism.

Under the New Constitution essays

Under the New Constitution essays Under the new Constitution, the infant country of America began the long crawl to independence. The country began facing many problems as a new nation and slowly began to wade out from the international troubles that it faced. The 1790s brought on many foreign and domestic affairs for the United States to contend with but the country struggled through each one valiantly under the leadership of George Washington and John Adams. America was faced with the problems of its once former ally, France. The weakened power of France with its own civil war at hand went to war with the European powers in 1792. Washington responded with the Proclamation of Neutrality. This Proclamation stated, United States would pursue a conduct friendly and impartial toward the belligerent powers. However, Washingtons move toward neutrality came too late. The day he signed the proclamation, a French war vessel captured a British ship name Grange in Delaware Bay and sailed it into Philadelphia. Some people strongly felt for the French like the Jeffersonian and felt that America had a debt to pay for the power, which had helped them in their own time of trouble. Citizen Genet dishonored Washingtons policy by trying to encourage popular support in America for the French government. He continued to put American arms and crews aboard American ships and rushed them to sea. Genet even awarded American pirate crews two captured British brigantines and began shipping ammunition to France. Genet embarrassed Washington through his control in foreign matters on the American soil and even after Washingtons refusal to change his position on the issue, he armed Little Sarah after continued warnings against and sent her to sea. Genet caused much trouble for Washington and after Washington wrote an eight-thousand-word report asking Genet be recalled, France replaced Genet with Joseph Baron Fauche...

Analysis of fast fashion

Analysis of fast fashion Fast Fashion has been explored within the context of supply chain management (Ko and Kincade, 1997; Fiorito et al., 1995,1998; Sohal et al., 1998; Perry and Sohal, 2000; Guercini,2001; Azuma, 2002; Mattila et al., 2002; Birtwistle et al., 2003; Lee and Kincade, 2003). According to Barnes, L. and Lea-Greenwood, G. (2006, p259) â€Å"fast fashion is a business strategy which aims to processes involved in the buying cycle and lead times for getting new fashion product into stores, in order to satisfy consumer demand at its peak.† Saren,M. (2006) points out fast fashion refers to the time scale that exists between the emergence of a new fashion trend and the time it takes for a company to respond to that trend by having the product available in the market for sale. A commitment to fast fashion puts considerable strain on an organization. It requires that they are totally up to date with consumer trends and developments as these emerge and that they be fully prepared to respond to these developments with new product ranges in advance of their competition (Saren, M, 2006). Kotler, P. and Armstrong, G. (2010) states fast fashion is the company can recognize and respond to fashion trends very quickly, create products that mirror the trends, and get those products onto shelves much faster and more frequently than the industry norm. 2.1.1 The characteristics of Fast Fashion In recent years, the fast fashion rise rapidly to become the new bright spot in the world’s clothing market. Fast fashion is a term used to describe clothing collections which are based on the most recent fashion trends presented at Fashion Week in both the spring and the autumn of every year (Muran, L, 2007). One of the biggest retail success stories of the past decade has been the phenomenal rise of fast fashion, a shopping trend spurred by rapidly changing styles and the ready availability of cheap brands (Barrie, L, 2010). The characteristics of fast fashion are ‘fast’ and ‘fashion’, by capturing fashion quickly, launch new fashion design quickly, product updates quickly at a lower price to meet consumer’s demand for access to fashion. The growth in the fast fashion industry â€Å"seems to be phenomenal† (Arvind Singhal, 2010). The reason of the development of fast fashion increasing and soon occupied the market, the main characteristics are: compared with the traditional clothing brands, the product development of fast fashion to the market is short, with the flow and not create trends, seasonal design rather than to go further the design, focusing on breadth rather than depth of products and with frequently new product in the market. Fast fashion can also be treated as the inevitable backlash by consumers against the homogenization of the retail industry (Mya, F, 2006). Fast fashion, an evolving retail trend that has store chains filling their racks with new, gotta-have-it merchandise (Erin, W, 2004). The aim of fast f ashion is specifically at a culture of rapid purchasing and disposal (Fast Fashion, 2007). Fast fashion may be moving too fast for customers to keep up (Wilson, E and Barbaro, M, 2006). As everything is getting faster, which including fashion, but Robin Anson (2010) argues that there are still few things that influence fast fashion, he says that â€Å"fast fashion can’t happen without facilitators, while low prices might encourage more purchases, to get low prices you need low labour costs, low raw material costs, and high productivity – but the quality must still be good.† According to Lovejoy, J (2007), the characteristics of fast fashion are: Primary emphasis is speed with fashion

Summery Article Example | Topics and Well Written Essays - 250 words - 4

Summery - Article Example This has raised question concerning the superiority of each strand of paradigm to another. This diverts attention of the main issues which are: activities to be included in requirements engineering, what institutes a requirement, and issue that need more attention. Requirements engineering activities involves the incorporation of standard mechanisms in fashions that are advanced instead of persisting with the exercise of reinventing the constituents themselves. What constitutes a requirement explains the complete statement of what the system will do without regarding to how it will do it. To understand this we should differentiate functional and non-functional requirements. Issues that are fundamental include: backing-up market-driven inventors, ranking requirements according to desirability and necessity, integration of design artifacts, accessibility of requirements methods and tools, and coping with incompleteness. For effective management of these requirements we should seek to avoid common mistakes like underestimating the cost of the shifting requirements, discovering wrong requirements when it is too late, lack of understanding the main user needs and problems, and lack of communication of urgencies and status to the team. The main objective for requirements engineering is to narrow the gap between research and

How democratic is the electoral college, based on the principals and Essay

How democratic is the electoral college, based on the principals and philosophies of the Framers of the Constitution - Essay Example In a bid to achieve this objective, USA has had various ways of electing the president. General elections and the electoral colleges are the main avenues for identifying or selecting the president. In every presidential election, the two methods are used (Dahl, 2001). However, the Electoral College method usually supersedes the general election method, that is, a person with the majority of votes from the general election may fail to be the president on the basis of the Electoral College method. The Framers of the American Constitution settled on the Electoral Colleges method as a way of deciding the winner of a presidential election amidst it flows. It is important to understand how democratic the Electoral College method is within the selection of a president. This would include how the framers would evaluate the Electoral College on the basis of their founding philosophies and writing. In addition, it is important to understand what the framers would think about American governmen t today and the intentions they had as well as the objectives and aims that they (framers) wanted to accomplish in establishing a new nation. Lastly, a deeper understanding of this concept would require a comparison of the theories and structures in the classical era with those in present day realities concerning the Electoral College. ... The constitution as prepared by the framers does not reflect their views, intentions, and accomplishments as highlighted later in this discussion. It is an event that whereas the framers would have wanted an American society where the executive is selected by encrypted electors, the reality is that the American executive is selected by the manipulated, partisan, political agents, and non-representative electors. The framers would view the American government as not only undemocratic but also formed on the basis of any protected interests. Electors are usually appointed by the states in correspondence to the number of senators and other legislative representatives (Williams, 2011). It is believed that the appointment of the electors aims at protecting the interests of the smaller states, which on the basis of the framers is against the bill of rights entrenched within the constitution. Proponents for the removal of the electoral system argue that the government is formed for the peopl e and not the states (Dahl, 2001). Besides, this was the main intention and objective of the framers. The objective of the framers in entrenching the Electoral College system within the selection of the president was to have men and women of virtue and outstanding characters to select the president. Many individuals such as James Madison continue to believe that the apportionment of the electors within the Electoral Colleges goes beyond the protection of American citizens as entrenched within the Bill of Rights (Williams, 2011). One question that James Madison asks is whether the less populated states have additional rights or interests that make them entitled to special protection against the unequal representation. In this question, it

No More Homework Essay Example for Free

No More Homework Essay Homework has historically been given to students to reinforce what they learn at school, and ultimately to help them learn the material better. However, too much homework is not helpful, and can be counterproductive. Excessive amounts of time spent on completing homework can take away from a students social life, family time, and limits participation in sports or other activities. The amount of homework a teacher can give to a student should be restricted, and only assigned due to necessity. Critically acclaimed author Tamim Ansary reports that since 1981, the amount of homework given to the average sixth grader has increased by more than fifty percent. Many people claim that the increase in homework dates as far back as 1957, when the Russians launched Sputnik into outer space. The new competition that resulted served as incentive for schools to try to increase the difficulty of the curriculum. With harder classes came more homework (Ansary). Many teachers defend large amounts of homework, claiming that it helps prepare students for a world that is becoming increasingly competitive. However, Dr. Kralovec, author of The End of Homework argues that doing homework during high school has little or no effect on successful study skills of students in college. College students have only a few hours of class a week and lots of daytime hours in which to study. She says the college schedule is nowhere as grueling as in high school. In addition, the average adult does not return home from the office with three or more hours of work to complete (Kralovec). Excessive amounts of homework can be harmful to kids both physically and mentally. A lot of homework usually means a lot of books to carry. Fifty-five percent of the Massachusetts children surveyed by researchers at Simmons College carry loads heavier than fifteen percent of their body weight, the suggested limit. Carrying large amounts of weight daily at a young age can do a lot of damage because bones are still in development. The U.S. Consumer Product Safety Commission has reported that in 1999, more than 800 kids were treated in emergency rooms for backpack-related injuries. Many of these injuries can lead to serious problems later in life including chronic shoulder, neck, and back pain (“Children”). The large amount of homework is causing kids in both high school and junior high school to be up until midnight or later. When extracurricular activities such as sports, clubs, etc., are added to the picture, kids may even have to wake up early the next morning to finish their homework, leaving them with an insufficient amount of sleep. Some parents and teachers argue that it would be beneficial to a child’s academics to limit after school activities. However, cutting back on the few hours a week teenagers use for exercise could be a factor in the growing obesity rates (Igo). Homework also takes away from time that a kid could be spending with his or her family. Rather than spending time bonding and building strong family relationships, parents and children argue over homework. Time is taken away from important elements of daily life. This time is particularly precious in families with two working parents whose time with their children is limited. This time could be better spent going out to dinner as a family, or doing other activities that most families are not able to do because the kids do not have time to take a break from their homework schedule (Igo). When busy work assignments are given carelessly and frequently, it causes students to lose interest in the subject. Negative results can also occur when a student is not able to complete his or her homework. Many times they will resort to copying homework, having others do their assignments, or cheating on tests. Bad habits such as these are likely to follow kids through their lives and have an effect on their moral judgment. With no consequences to these actions students will almost always take the easy way out when it comes to homework (Kralovec). The use of homework is effective when used by the rule less is more. Overwhelming students with loads of homework can cause them stress and possible physical injury. Homework takes away from the small amount of time kids get to spend with their parents and siblings. A limit on their physical and social activities can also take a large toll on their lives, and could hinder their health and future relationships.

Wondrous Strange :: Character Analysis, Kelly Winslow

Life is the condition that distinguishes animals and plants from inorganic matter, including the capacity for growth, reproduction, functional activity, and continual change preceding death. â€Å"It is believed that in life no one can change your happiness but you; therefore, you have the power to change anything about yourself or your life that you want to change† (Barbra de Angelis). The Internal struggles that the main character, Kelley Winslow, faces in this novel is man vs. herself. This strongly affects the character as well as drives the plot because the character struggles with her decisions, physical/mental battles as well as trying to find her identity. Throughout this novel, Kelley has been trying to find her identity and who she really is. Some people may say that a person has not found themselves; however, you do not find yourself. You create yourself. During the process of creating yourself, you have to know what you fear, and what you cannot live without. Kelley learns what she is afraid of, and who she does not want to lose. â€Å"†¦fear of losing him, sorrow of what he has already risked for her† (Livingston 274). In the novel Kelley finds out that she is adopted. â€Å"Emma†¦ Was I†¦ adopted (Livingston 222). In continuation to this, Kelley learns from her aunt, Emma, that she is adopted. She also leans more about where she came from, who her birth parents are, and about faerie history. This proves that Kelley wants to know more about her heritage, which leads to herself creating her identity. In order to create herself, Kelley needs to know more about her heritage. She also learns what she likes, and does not like and what she wants to do with her life. â€Å"Kelley was speechless. She dreamed of this†¦ This is it. This is my big break! (Livingston 5), â€Å"Kelley was a Faerie princess. In defiance of the Faerie king, she had taken up her destiny on her terms" (Livingston 316-317). This shows that she accepts herself, in addition to gaining her goals. Kelley Winslow goes went through a huge development, and journey in finding herself, even through the many obstacles she faces. Decision is a mental process you conduct to result in a making of a selection of a choice. Kelley Winslow had made various decisions throughout her life, which had made an impact on her characteristics.

Management and Leadership

For this report I will describe how Effective Communication is key within management. Effective communication between a manager and team is important as a manager’s job is 90% communication. Effective communication is really important within a team as it plays a part in the everyday running of a setting; effective communication helps to establish clear expectations for employees and with parents.Effective communication also gives staff members clear expectations which will convey how their performance will impact the setting, for example when a manager is briefing a team they need to be prepared, be clear, they should keep it simple and be vivid and natural. Effective communication helps managers build strong relationships within the team and parents. Effective organizational communication skills will help with team work and the ability for the employees at all levels to work together to achieve goals within the setting and also to help to achieve company goals, Effective comm unication is essential to the success of any organization.There are various skills needed for good management, some skills are learned others are instilled as part of that’s persons nature; employees respond more enthusiastically to a leader they feel confident in. On a more basic level an effective manager in an early years setting needs to ensure good lines of communication are open between themselves and the members of their team, is capable of creating an atmosphere that is comfortable, i. e. a family atmosphere’ builds trust in the team, maintains confidentiality, represent the views of the team, find out what motivates the team and be supportive. An effective manager in an early years setting also needs to be approachable, involve staff so they can arrive at joint decisions in the welfare of the children in their care, delegate tasks to staff and allow them to decide how to achieve them which in turn will give the team members a feeling of empowerment, enabling t hem to set their own objectives and achieve them.Teamwork within any setting is paramount; within in my own setting I find that communication is key , myself and the manager will meet and discuss the team on a daily basis as each member of staff are at different development stages within the setting. As a deputy manager my ability to manage the team to achieve organisational goals and objectives is analysed by being reflective as a manager as well as being supportive of the individuals, I consider myself to be a positive role model in encouraging the individuals of my team to continue their professional evelopment in a bid to keep them motivated and keep their knowledge up to date. As I myself continually embark on further education this in turn gives my team the incentive to do so themselves. Everyone in my setting is undertaking some form of professional development for example level 2’s are training towards level 3 and level 3’s towards a degree. As stated by June S ullivan (2003) ‘it is important for a manger to develop a trusting relationship with all members of the team.Successful teams will thrive on mutual trust, so it is vital to establish this early on by delegation, open conduct and communication and a free exchange of ideas’ page 11 Developing individuals as well as the team is an important fact to consider as the setting achieves effectiveness with the individuals that are part of a team where the setting is aware of the individual’s different learning styles and personalities.The team is empowered to effectively manage quality in our setting to meet the children’s and their family needs which is ultimately the settings goals and objectives. This is done through giving the team responsibility for certain aspects of the day to day running of the setting for example each member of the team has a specific area within the setting which they own and develop and each team member is a key person for a number of ind ividual children which gives them the opportunity to develop relationships with children and their families children to meet their needs.Teamwork is also essential within in the setting as we have children that have different level of needs these needs range from speech and language, dietary requirements and we also meet with external agencies to help families that need extra support. Finding out what motivates the team is a useful tool to acquire a manger needs to beware of what makes individual staff members tick.The opportunities for on-going training of themselves and staff is also a motivator if the team members see the manager embarking on professional development this in turn will encourage and enthuse the individuals to embark on future professional development for themselves. A good manager and leader willin still their own values within the team and introduce newcomers to these values, however a manager should be open to new and innovated ideas that a new team member could bring into the setting.Everyone should be encouraged to participate in contributing their ideas, values and opinions within staff meetings and informal discussions to ensure the element of management power is removed, which in turn will make parents feel comfortable about their children’s welfare as good lines of communication will open from all angles.The difference between a leader and a manager is defined in the following text ‘managers do things right’ whilst leaders do the right thing’ there is a fine line between the kind of approach that is necessary in an early years environment and in my opinion, leadership is the approach we need to adopt as managers in an early years setting as managers require the co-operation of their team members.Leadership involves getting the best out of people and remembering everyone has something to offer, strong leaders should be in a position of inspiring people, building confidence and supporting colleagues to achiev e their full potential. Managers should also be aware that’s individuals have different learning styles; cognitive psychologist Howard Gardner (1985) identified seven styles of learning which apply to adults as well as children, the main ways in which we learn as individuals are visually, kinesthetically and through auditory means.Leadership in an a early years setting requires the manager to have personal qualities such as being kind, warm and friendly, patient, sympathetic and nurturing, knowledgeable, logical and assertive and be prepared to become a mentor who guides the staff. There is clear evidence of the relationship between how staff are managed and how they perform, the deeper the commitment of the staff to their organisations, the better their performance will be, it is essential that a manger leads by example. The manager must be able to build and lead the team and cope with the day to day management issues.The manager must also act as the public face of the nurse ry (Jameson and Watson, 1988) Team development requires both strong leadership from the manager and commitment from team members; a good team is made up from individuals who are valued, managers need to analyse how they can involve their teams in the process and look and find ways to motivate them, as a manger you need to be open to ideas but should also look at the strengths and weakness off individual team members and what works best for them as each member has different strengths and weakness and as a manger you should work on this with them and get the team involved in helping each other develop by offering support and guidance as it helps to build effective teams.Also a good relationship with your team will ensure that they form good relationships with the children and their parents and are enthusiastic about new challenges, have confidence to make improvements to the practice when needed. The team is developed with in house training, staff meetings, appraisals to name a few ex amples, however in my opinion emotional intelligence and communication is key to achieving these goals, by focussing on the needs of the team and giving direction which supports and challenges, we will be developing a culture of openness, mutual respect and honesty within the team working towards achieving the goals and objectives of the setting.Teams are encouraged in staff meetings to be reflective and build on their reflections, by being reflective they can observe how they could handle situations more effectively to promote even more effective practice and feel empowered as a team because they are making their own decisions alongside each other as well as individually. Developing teams is key to achieving tasks in the workplace and an essential skill for a manager to possess as a manager I endeavour to ensure I have a clear purpose and display a positive image to engage in mutual trust and respect between my team and myself to achieve the settings goals and objectives. Also a le vel of commitment is important to a team, it is also essential that there is good communication with in the team in order that it can be effective.The team is aware of their roles and responsibilities and are encouraged to communicate effectively, make decisions, manage change and be reflective in practice and engage in sustained shared thinking within the setting. As a deputy manager my management style is slightly autocratic where I make the decisions myself and I find I take on all the responsibly of trying to do everything myself, I only ask my colleagues to do a task for me when I find I don’t have the time to do it, it has taken me a while to realize that this not good for me or my team and I have decided to change my approach and involve my team more in the decision making and delegating tasks so I hope this will instil a sense of responsibility within the team.While writing this report I did an exercise set out for based on Belbin team roles inventory where you score yourself and see what type of team worker you are, my highest score was in team worker where it describes that a team worker is sociable, rather mild, sensitive, co-operative. My second highest score was shaper where it describes that a shaper can be highly strung, thrives on pressure and challenging and my third was completer finisher where it describes that a completer finisher is orderly, conscientious and anxious. After doing this task I took time to reflect and I am all of the above and more, I do get anxious and can be highly strung and am rather sensitive, these are things I need to work on when I am leading my team.I also found that to be an effective manager in an early years setting it requires a leadership style that is collaborative and to be supportive of colleagues. For this report I had to make an action plan for myself to develop my own management skills and how I would action these I took in to account the Belbin task and I reflected on how I manage my team on a day to day basis and how I could work better with my own manager to improve my skills. (See Appendix A) I hope this will be a positive move and am hoping it will make the working environment a better place for all. Being a leader involves getting the best out of people and seeing what strengths that they possess and supporting them in their development needs. Management and Leadership Management is defined and built on constructive theories by well known Management Gurus such as Peter F.Drucker, and many other emerging or contemporary management writers.   Management theory is always researched, tested and after successful results, is implemented in organizations which is why,   management is also called management science.   Leadership carries a separate identity that works beyond the capacity of management,   whereas management carries leadership qualities. Leadership is somewhat authoritative having followers to its side, whereas management maintains subordinates who listen to management by virtue of being holding a higher position either in job or in some other capacity belonging to an organisation. Managers think in soft skills whereas leaders are at time prove radical and even dictatorial, who believe firmly and ratify whether or not pre-emptive to be true.  Ã‚   Managers possess all kind of potential abilities, skills, academic theories of management, work experience which shapes managers into a diplomatic,   situation-oriented individuals to act according to the breeze of atmosphere in an organization and to that effect, manager takes swing to that side. This does not mean that managers are very clever or uncomfortable individuals, whereas the position of manager is such that it requires certain to-be-dealt-with situations and this does not necessarily lower the image of a manager to act unethically as the matters are to be resolved in an apt manner.   A manager takes a short-term decision whereas a leader takes a long-term decision.   Well known quote â€Å"Managers do things right, while leaders do the right things†Ã‚   which gives a fact that managers are required to follow company’s policy, while leaders form policies. Manager   paves the way for creation of goodwill, loyalty, ethics, motivation, skill development, training for subordinates to learn, get trained and adhere to the company rules. Manager exercises almost every management tool to bring a situation to the order whereas leader has followers whether it is a hardship or an easy way, people easily get carried away by the intentions of a leader which may hold good or bad according to the scenario, time and period.   Many a times leaders too have to face contradictions, criticisms, negative results until the realities are proved and for checking veracity,   essential ingredient is time and investigation. Leader is always chosen among a few whereas a manager is selected among many and both the positions carry diversified activities. Leaders always expect to listen and obey whereas managers explain both the negative and positive impact to the people, and instruct to undertake the necessary step for producing positive results to the benefit of organization.   Manager never acts on personal interest, whereas a leader has no limitations either in personal conduct or in view of others, a complete detailed discussion is made about the total issue,   and stay committed to the demands that are to be met with. Manager keeps an account of every step of system of working which means, every move in an organization is known to a manager in an organization. This provides another fact that a manager knows how to handle people, organization behavior, culture and systems of working areas. If both the positions of manager or leader are compared at a greater length,   manager always practice certain limitations and may not possess adequate courage to take initiative step in decision making whereas once a leader identifies a situation, with the motive of solving a situation, takes a bold step and brings the entire organisation to order in spite of knowing the fact that organization does not permit to act beyond certain limitations and in such occasions, the role of a leader is identified who acts with wisdom and knowledge. Manager may not fit to be a leader, whereas a leader can always fit into the role of manager with the fact that, leader in the disguise of manager can get on and manage people in an efficient manner and it is here important for the organization to check whether a leader is producing positive results or negative results.   This is because, managers are expected to produce positive results only whereas leaders may or may not prove to fit in every organization and this has to be verified.   Building or gaining faith among people is one of the important aspect either for management or for leadership. A manager is always transactional whereas a leader is transformational.   Manager works for attractive pay package whereas for a leader   monetary benefit is only a means to a make living. Managers,   when subordinates act in a dominant manner to much disliking,   may find some unethical way to terminate subordinates from organization by eavesdropping or by spreading rumors or any other kind of uncivilized elements of management. A good manager is very difficult to find when most of the companies are looking for good managers.   Managers in all sectors take things for granted and never bother to care for people until some kind of benefit in return is made. Managers are very calculative although the position of a manager is quite appealing and rewarding to an organization, organizations commit mistakes by being unfair to good managers which must be reinstated here that good managers can never be replaced and experienced good mangers who hold a considerable tenure in an organization may prove beneficial to organizations. For any reason, manager or a leader, it is good to continuously keep progress in all aspects of an organization, i.e. relationship with subordinates and senior management, organizational clients, customers in order to keep a transparency of all the matters that come to the desk of manager or leader, as transparency removes all disputes, conflicts and solves many hurdles in an organization. Learning to say NO is one of best principles in an organization, with the fact that every individual carries certain limited strength beyond which one cannot act and if a manager or leader learns to say YES for every issue, the work cannot be delegated to others and in this manner, completion of tasks or projects are completed in a slow process.   Delegation of authority, responsibility, trust in other people’s work, a belief in the work of efficient employees,   are some of the essential elements for organizational growth to expand in terms of work and organizational culture.   Providing adequate training,   motivation, performance evaluation, rewards, incentives are some of the best techniques to retain employees which are very understood by a good manager. Conclusion Dale Carnegie in â€Å"How to make friends and influence people† quotes â€Å"when you have a lemon, make a lemonade†Ã‚   which states that understand that one can never change the world and it is good to change oneself according to the environment or atmosphere one is put up with.   If a manager runs a hare race, tortoise wins like a leader and this must be remembered always in every principle that acting in an apt manner is essential irrespective of the situation one is in while adhering to all the principalities of an organization. Conclusively, management and leadership can never be contradicted with and must go interdependently applying the qualities of manager or leader wherever required and this must be verified with. References The difference between management and leadership Leadership vs management Accessed 31 October, 2007 http://changingminds.org/disciplines/leadership/articles/manager_leader.htm    Management and Leadership For this report I will describe how Effective Communication is key within management. Effective communication between a manager and team is important as a manager’s job is 90% communication. Effective communication is really important within a team as it plays a part in the everyday running of a setting; effective communication helps to establish clear expectations for employees and with parents.Effective communication also gives staff members clear expectations which will convey how their performance will impact the setting, for example when a manager is briefing a team they need to be prepared, be clear, they should keep it simple and be vivid and natural. Effective communication helps managers build strong relationships within the team and parents. Effective organizational communication skills will help with team work and the ability for the employees at all levels to work together to achieve goals within the setting and also to help to achieve company goals, Effective comm unication is essential to the success of any organization.There are various skills needed for good management, some skills are learned others are instilled as part of that’s persons nature; employees respond more enthusiastically to a leader they feel confident in. On a more basic level an effective manager in an early years setting needs to ensure good lines of communication are open between themselves and the members of their team, is capable of creating an atmosphere that is comfortable, i. e. a family atmosphere’ builds trust in the team, maintains confidentiality, represent the views of the team, find out what motivates the team and be supportive. An effective manager in an early years setting also needs to be approachable, involve staff so they can arrive at joint decisions in the welfare of the children in their care, delegate tasks to staff and allow them to decide how to achieve them which in turn will give the team members a feeling of empowerment, enabling t hem to set their own objectives and achieve them.Teamwork within any setting is paramount; within in my own setting I find that communication is key , myself and the manager will meet and discuss the team on a daily basis as each member of staff are at different development stages within the setting. As a deputy manager my ability to manage the team to achieve organisational goals and objectives is analysed by being reflective as a manager as well as being supportive of the individuals, I consider myself to be a positive role model in encouraging the individuals of my team to continue their professional evelopment in a bid to keep them motivated and keep their knowledge up to date. As I myself continually embark on further education this in turn gives my team the incentive to do so themselves. Everyone in my setting is undertaking some form of professional development for example level 2’s are training towards level 3 and level 3’s towards a degree. As stated by June S ullivan (2003) ‘it is important for a manger to develop a trusting relationship with all members of the team.Successful teams will thrive on mutual trust, so it is vital to establish this early on by delegation, open conduct and communication and a free exchange of ideas’ page 11 Developing individuals as well as the team is an important fact to consider as the setting achieves effectiveness with the individuals that are part of a team where the setting is aware of the individual’s different learning styles and personalities.The team is empowered to effectively manage quality in our setting to meet the children’s and their family needs which is ultimately the settings goals and objectives. This is done through giving the team responsibility for certain aspects of the day to day running of the setting for example each member of the team has a specific area within the setting which they own and develop and each team member is a key person for a number of ind ividual children which gives them the opportunity to develop relationships with children and their families children to meet their needs.Teamwork is also essential within in the setting as we have children that have different level of needs these needs range from speech and language, dietary requirements and we also meet with external agencies to help families that need extra support. Finding out what motivates the team is a useful tool to acquire a manger needs to beware of what makes individual staff members tick.The opportunities for on-going training of themselves and staff is also a motivator if the team members see the manager embarking on professional development this in turn will encourage and enthuse the individuals to embark on future professional development for themselves. A good manager and leader willin still their own values within the team and introduce newcomers to these values, however a manager should be open to new and innovated ideas that a new team member could bring into the setting.Everyone should be encouraged to participate in contributing their ideas, values and opinions within staff meetings and informal discussions to ensure the element of management power is removed, which in turn will make parents feel comfortable about their children’s welfare as good lines of communication will open from all angles.The difference between a leader and a manager is defined in the following text ‘managers do things right’ whilst leaders do the right thing’ there is a fine line between the kind of approach that is necessary in an early years environment and in my opinion, leadership is the approach we need to adopt as managers in an early years setting as managers require the co-operation of their team members.Leadership involves getting the best out of people and remembering everyone has something to offer, strong leaders should be in a position of inspiring people, building confidence and supporting colleagues to achiev e their full potential. Managers should also be aware that’s individuals have different learning styles; cognitive psychologist Howard Gardner (1985) identified seven styles of learning which apply to adults as well as children, the main ways in which we learn as individuals are visually, kinesthetically and through auditory means.Leadership in an a early years setting requires the manager to have personal qualities such as being kind, warm and friendly, patient, sympathetic and nurturing, knowledgeable, logical and assertive and be prepared to become a mentor who guides the staff. There is clear evidence of the relationship between how staff are managed and how they perform, the deeper the commitment of the staff to their organisations, the better their performance will be, it is essential that a manger leads by example. The manager must be able to build and lead the team and cope with the day to day management issues.The manager must also act as the public face of the nurse ry (Jameson and Watson, 1988) Team development requires both strong leadership from the manager and commitment from team members; a good team is made up from individuals who are valued, managers need to analyse how they can involve their teams in the process and look and find ways to motivate them, as a manger you need to be open to ideas but should also look at the strengths and weakness off individual team members and what works best for them as each member has different strengths and weakness and as a manger you should work on this with them and get the team involved in helping each other develop by offering support and guidance as it helps to build effective teams.Also a good relationship with your team will ensure that they form good relationships with the children and their parents and are enthusiastic about new challenges, have confidence to make improvements to the practice when needed. The team is developed with in house training, staff meetings, appraisals to name a few ex amples, however in my opinion emotional intelligence and communication is key to achieving these goals, by focussing on the needs of the team and giving direction which supports and challenges, we will be developing a culture of openness, mutual respect and honesty within the team working towards achieving the goals and objectives of the setting.Teams are encouraged in staff meetings to be reflective and build on their reflections, by being reflective they can observe how they could handle situations more effectively to promote even more effective practice and feel empowered as a team because they are making their own decisions alongside each other as well as individually. Developing teams is key to achieving tasks in the workplace and an essential skill for a manager to possess as a manager I endeavour to ensure I have a clear purpose and display a positive image to engage in mutual trust and respect between my team and myself to achieve the settings goals and objectives. Also a le vel of commitment is important to a team, it is also essential that there is good communication with in the team in order that it can be effective.The team is aware of their roles and responsibilities and are encouraged to communicate effectively, make decisions, manage change and be reflective in practice and engage in sustained shared thinking within the setting. As a deputy manager my management style is slightly autocratic where I make the decisions myself and I find I take on all the responsibly of trying to do everything myself, I only ask my colleagues to do a task for me when I find I don’t have the time to do it, it has taken me a while to realize that this not good for me or my team and I have decided to change my approach and involve my team more in the decision making and delegating tasks so I hope this will instil a sense of responsibility within the team.While writing this report I did an exercise set out for based on Belbin team roles inventory where you score yourself and see what type of team worker you are, my highest score was in team worker where it describes that a team worker is sociable, rather mild, sensitive, co-operative. My second highest score was shaper where it describes that a shaper can be highly strung, thrives on pressure and challenging and my third was completer finisher where it describes that a completer finisher is orderly, conscientious and anxious. After doing this task I took time to reflect and I am all of the above and more, I do get anxious and can be highly strung and am rather sensitive, these are things I need to work on when I am leading my team.I also found that to be an effective manager in an early years setting it requires a leadership style that is collaborative and to be supportive of colleagues. For this report I had to make an action plan for myself to develop my own management skills and how I would action these I took in to account the Belbin task and I reflected on how I manage my team on a day to day basis and how I could work better with my own manager to improve my skills. (See Appendix A) I hope this will be a positive move and am hoping it will make the working environment a better place for all. Being a leader involves getting the best out of people and seeing what strengths that they possess and supporting them in their development needs. Management and Leadership Management is defined and built on constructive theories by well known Management Gurus such as Peter F.Drucker, and many other emerging or contemporary management writers.   Management theory is always researched, tested and after successful results, is implemented in organizations which is why,   management is also called management science.   Leadership carries a separate identity that works beyond the capacity of management,   whereas management carries leadership qualities. Leadership is somewhat authoritative having followers to its side, whereas management maintains subordinates who listen to management by virtue of being holding a higher position either in job or in some other capacity belonging to an organisation. Managers think in soft skills whereas leaders are at time prove radical and even dictatorial, who believe firmly and ratify whether or not pre-emptive to be true.  Ã‚   Managers possess all kind of potential abilities, skills, academic theories of management, work experience which shapes managers into a diplomatic,   situation-oriented individuals to act according to the breeze of atmosphere in an organization and to that effect, manager takes swing to that side. This does not mean that managers are very clever or uncomfortable individuals, whereas the position of manager is such that it requires certain to-be-dealt-with situations and this does not necessarily lower the image of a manager to act unethically as the matters are to be resolved in an apt manner.   A manager takes a short-term decision whereas a leader takes a long-term decision.   Well known quote â€Å"Managers do things right, while leaders do the right things†Ã‚   which gives a fact that managers are required to follow company’s policy, while leaders form policies. Manager   paves the way for creation of goodwill, loyalty, ethics, motivation, skill development, training for subordinates to learn, get trained and adhere to the company rules. Manager exercises almost every management tool to bring a situation to the order whereas leader has followers whether it is a hardship or an easy way, people easily get carried away by the intentions of a leader which may hold good or bad according to the scenario, time and period.   Many a times leaders too have to face contradictions, criticisms, negative results until the realities are proved and for checking veracity,   essential ingredient is time and investigation. Leader is always chosen among a few whereas a manager is selected among many and both the positions carry diversified activities. Leaders always expect to listen and obey whereas managers explain both the negative and positive impact to the people, and instruct to undertake the necessary step for producing positive results to the benefit of organization.   Manager never acts on personal interest, whereas a leader has no limitations either in personal conduct or in view of others, a complete detailed discussion is made about the total issue,   and stay committed to the demands that are to be met with. Manager keeps an account of every step of system of working which means, every move in an organization is known to a manager in an organization. This provides another fact that a manager knows how to handle people, organization behavior, culture and systems of working areas. If both the positions of manager or leader are compared at a greater length,   manager always practice certain limitations and may not possess adequate courage to take initiative step in decision making whereas once a leader identifies a situation, with the motive of solving a situation, takes a bold step and brings the entire organisation to order in spite of knowing the fact that organization does not permit to act beyond certain limitations and in such occasions, the role of a leader is identified who acts with wisdom and knowledge. Manager may not fit to be a leader, whereas a leader can always fit into the role of manager with the fact that, leader in the disguise of manager can get on and manage people in an efficient manner and it is here important for the organization to check whether a leader is producing positive results or negative results.   This is because, managers are expected to produce positive results only whereas leaders may or may not prove to fit in every organization and this has to be verified.   Building or gaining faith among people is one of the important aspect either for management or for leadership. A manager is always transactional whereas a leader is transformational.   Manager works for attractive pay package whereas for a leader   monetary benefit is only a means to a make living. Managers,   when subordinates act in a dominant manner to much disliking,   may find some unethical way to terminate subordinates from organization by eavesdropping or by spreading rumors or any other kind of uncivilized elements of management. A good manager is very difficult to find when most of the companies are looking for good managers.   Managers in all sectors take things for granted and never bother to care for people until some kind of benefit in return is made. Managers are very calculative although the position of a manager is quite appealing and rewarding to an organization, organizations commit mistakes by being unfair to good managers which must be reinstated here that good managers can never be replaced and experienced good mangers who hold a considerable tenure in an organization may prove beneficial to organizations. For any reason, manager or a leader, it is good to continuously keep progress in all aspects of an organization, i.e. relationship with subordinates and senior management, organizational clients, customers in order to keep a transparency of all the matters that come to the desk of manager or leader, as transparency removes all disputes, conflicts and solves many hurdles in an organization. Learning to say NO is one of best principles in an organization, with the fact that every individual carries certain limited strength beyond which one cannot act and if a manager or leader learns to say YES for every issue, the work cannot be delegated to others and in this manner, completion of tasks or projects are completed in a slow process.   Delegation of authority, responsibility, trust in other people’s work, a belief in the work of efficient employees,   are some of the essential elements for organizational growth to expand in terms of work and organizational culture.   Providing adequate training,   motivation, performance evaluation, rewards, incentives are some of the best techniques to retain employees which are very understood by a good manager. Conclusion Dale Carnegie in â€Å"How to make friends and influence people† quotes â€Å"when you have a lemon, make a lemonade†Ã‚   which states that understand that one can never change the world and it is good to change oneself according to the environment or atmosphere one is put up with.   If a manager runs a hare race, tortoise wins like a leader and this must be remembered always in every principle that acting in an apt manner is essential irrespective of the situation one is in while adhering to all the principalities of an organization. Conclusively, management and leadership can never be contradicted with and must go interdependently applying the qualities of manager or leader wherever required and this must be verified with. References The difference between management and leadership Leadership vs management Accessed 31 October, 2007 http://changingminds.org/disciplines/leadership/articles/manager_leader.htm    Management and Leadership For this report I will describe how Effective Communication is key within management. Effective communication between a manager and team is important as a manager’s job is 90% communication. Effective communication is really important within a team as it plays a part in the everyday running of a setting; effective communication helps to establish clear expectations for employees and with parents.Effective communication also gives staff members clear expectations which will convey how their performance will impact the setting, for example when a manager is briefing a team they need to be prepared, be clear, they should keep it simple and be vivid and natural. Effective communication helps managers build strong relationships within the team and parents. Effective organizational communication skills will help with team work and the ability for the employees at all levels to work together to achieve goals within the setting and also to help to achieve company goals, Effective comm unication is essential to the success of any organization.There are various skills needed for good management, some skills are learned others are instilled as part of that’s persons nature; employees respond more enthusiastically to a leader they feel confident in. On a more basic level an effective manager in an early years setting needs to ensure good lines of communication are open between themselves and the members of their team, is capable of creating an atmosphere that is comfortable, i. e. a family atmosphere’ builds trust in the team, maintains confidentiality, represent the views of the team, find out what motivates the team and be supportive. An effective manager in an early years setting also needs to be approachable, involve staff so they can arrive at joint decisions in the welfare of the children in their care, delegate tasks to staff and allow them to decide how to achieve them which in turn will give the team members a feeling of empowerment, enabling t hem to set their own objectives and achieve them.Teamwork within any setting is paramount; within in my own setting I find that communication is key , myself and the manager will meet and discuss the team on a daily basis as each member of staff are at different development stages within the setting. As a deputy manager my ability to manage the team to achieve organisational goals and objectives is analysed by being reflective as a manager as well as being supportive of the individuals, I consider myself to be a positive role model in encouraging the individuals of my team to continue their professional evelopment in a bid to keep them motivated and keep their knowledge up to date. As I myself continually embark on further education this in turn gives my team the incentive to do so themselves. Everyone in my setting is undertaking some form of professional development for example level 2’s are training towards level 3 and level 3’s towards a degree. As stated by June S ullivan (2003) ‘it is important for a manger to develop a trusting relationship with all members of the team.Successful teams will thrive on mutual trust, so it is vital to establish this early on by delegation, open conduct and communication and a free exchange of ideas’ page 11 Developing individuals as well as the team is an important fact to consider as the setting achieves effectiveness with the individuals that are part of a team where the setting is aware of the individual’s different learning styles and personalities.The team is empowered to effectively manage quality in our setting to meet the children’s and their family needs which is ultimately the settings goals and objectives. This is done through giving the team responsibility for certain aspects of the day to day running of the setting for example each member of the team has a specific area within the setting which they own and develop and each team member is a key person for a number of ind ividual children which gives them the opportunity to develop relationships with children and their families children to meet their needs.Teamwork is also essential within in the setting as we have children that have different level of needs these needs range from speech and language, dietary requirements and we also meet with external agencies to help families that need extra support. Finding out what motivates the team is a useful tool to acquire a manger needs to beware of what makes individual staff members tick.The opportunities for on-going training of themselves and staff is also a motivator if the team members see the manager embarking on professional development this in turn will encourage and enthuse the individuals to embark on future professional development for themselves. A good manager and leader willin still their own values within the team and introduce newcomers to these values, however a manager should be open to new and innovated ideas that a new team member could bring into the setting.Everyone should be encouraged to participate in contributing their ideas, values and opinions within staff meetings and informal discussions to ensure the element of management power is removed, which in turn will make parents feel comfortable about their children’s welfare as good lines of communication will open from all angles.The difference between a leader and a manager is defined in the following text ‘managers do things right’ whilst leaders do the right thing’ there is a fine line between the kind of approach that is necessary in an early years environment and in my opinion, leadership is the approach we need to adopt as managers in an early years setting as managers require the co-operation of their team members.Leadership involves getting the best out of people and remembering everyone has something to offer, strong leaders should be in a position of inspiring people, building confidence and supporting colleagues to achiev e their full potential. Managers should also be aware that’s individuals have different learning styles; cognitive psychologist Howard Gardner (1985) identified seven styles of learning which apply to adults as well as children, the main ways in which we learn as individuals are visually, kinesthetically and through auditory means.Leadership in an a early years setting requires the manager to have personal qualities such as being kind, warm and friendly, patient, sympathetic and nurturing, knowledgeable, logical and assertive and be prepared to become a mentor who guides the staff. There is clear evidence of the relationship between how staff are managed and how they perform, the deeper the commitment of the staff to their organisations, the better their performance will be, it is essential that a manger leads by example. The manager must be able to build and lead the team and cope with the day to day management issues.The manager must also act as the public face of the nurse ry (Jameson and Watson, 1988) Team development requires both strong leadership from the manager and commitment from team members; a good team is made up from individuals who are valued, managers need to analyse how they can involve their teams in the process and look and find ways to motivate them, as a manger you need to be open to ideas but should also look at the strengths and weakness off individual team members and what works best for them as each member has different strengths and weakness and as a manger you should work on this with them and get the team involved in helping each other develop by offering support and guidance as it helps to build effective teams.Also a good relationship with your team will ensure that they form good relationships with the children and their parents and are enthusiastic about new challenges, have confidence to make improvements to the practice when needed. The team is developed with in house training, staff meetings, appraisals to name a few ex amples, however in my opinion emotional intelligence and communication is key to achieving these goals, by focussing on the needs of the team and giving direction which supports and challenges, we will be developing a culture of openness, mutual respect and honesty within the team working towards achieving the goals and objectives of the setting.Teams are encouraged in staff meetings to be reflective and build on their reflections, by being reflective they can observe how they could handle situations more effectively to promote even more effective practice and feel empowered as a team because they are making their own decisions alongside each other as well as individually. Developing teams is key to achieving tasks in the workplace and an essential skill for a manager to possess as a manager I endeavour to ensure I have a clear purpose and display a positive image to engage in mutual trust and respect between my team and myself to achieve the settings goals and objectives. Also a le vel of commitment is important to a team, it is also essential that there is good communication with in the team in order that it can be effective.The team is aware of their roles and responsibilities and are encouraged to communicate effectively, make decisions, manage change and be reflective in practice and engage in sustained shared thinking within the setting. As a deputy manager my management style is slightly autocratic where I make the decisions myself and I find I take on all the responsibly of trying to do everything myself, I only ask my colleagues to do a task for me when I find I don’t have the time to do it, it has taken me a while to realize that this not good for me or my team and I have decided to change my approach and involve my team more in the decision making and delegating tasks so I hope this will instil a sense of responsibility within the team.While writing this report I did an exercise set out for based on Belbin team roles inventory where you score yourself and see what type of team worker you are, my highest score was in team worker where it describes that a team worker is sociable, rather mild, sensitive, co-operative. My second highest score was shaper where it describes that a shaper can be highly strung, thrives on pressure and challenging and my third was completer finisher where it describes that a completer finisher is orderly, conscientious and anxious. After doing this task I took time to reflect and I am all of the above and more, I do get anxious and can be highly strung and am rather sensitive, these are things I need to work on when I am leading my team.I also found that to be an effective manager in an early years setting it requires a leadership style that is collaborative and to be supportive of colleagues. For this report I had to make an action plan for myself to develop my own management skills and how I would action these I took in to account the Belbin task and I reflected on how I manage my team on a day to day basis and how I could work better with my own manager to improve my skills. (See Appendix A) I hope this will be a positive move and am hoping it will make the working environment a better place for all. Being a leader involves getting the best out of people and seeing what strengths that they possess and supporting them in their development needs.

Why is Dai Williams working to build a Japanese Restaurant?

In this essay I am going to examine the reasons why Dai Williams has been working to build a Japanese restaurant. I am going to discuss in detail the decline of the coal industry, the location of the Sony factory and what services the Japanese brought with them for their benefits. Before Dai Williams started work on the Japanese Restaurant, he was a miner in the local coal mines. These coal mines were located in South Wales, Bridgend, and due to the decline Dai Williams along with many other people became unemployed. Location of the coal mines The decline of the coal industry was mainly due to the increase in Petroleum and Natural Gas, but another cause was the World War 2. During 1939 – 1945 the coal industry went down as men were sent to go and fight. In 1955 the demand for the coal industry never picked up again; and soon the requirements went extremely down. WW2 Begins WW2 ends Coal was also cheaper to import from abroad, so during the mid 1980s there was competition between Welsh mines and foreign importers. This meant that it was harder for the welsh mines to sell their coal. Soon after oil-fired stations were opened to supply power instead of coal mines. Most of the population was very skilled in mining and due to the decrease there was a mass of unemployment. The Bridgend Sony Factory was opened in 1973 and created hundreds of jobs; people were brought from Japan and people were employed from South Wales, this was good as there was a mass group of employment in Wales at that time of the decline in coal industry. The Sony factory was located in Bridgend; this was a good location as the M4 had just been built which connected South Wales to the Capital of England, London and many other big cities. This made it easier for Sony to sell their products as they could travel to all the big cities and people would also come to South Wales and buy there products. It was also near a port which made it easier and cheaper for Sony to import and export goods abroad. There was also a big demand for colour TVs in the UK and abroad which gave Sony huge advantages and profits. Sony then brought another site in Pencoed; this again created more jobs and again was to be found in a perfect location which was next to the M4 motorway and near a port. Location of the New Sony Factory Location of the Sony Factory. Many Japanese families settled into the area of Bridgend. People like Megan Jones benefited from the Sony factory. Megan Jones was employed to start working as a remote control assembler at the remote control factory; this benefited her as she was introduced to a new culture and even liked the Japanese food. To accommodate the needs of the Japanese, they brought along the services they enjoy in Japan, such as food and sport. A golf course was opened for the owner of Sony, which is Mr Ishiguru. This is a very common sport in Japan and when was brought to the UK, local people also started to engage themselves in this sport. Mrs Ishiguru also opened up a food co-operative which distributes Japanese food to the local community. This again attracts the local people to the Japanese culture. In conclusion to all this I think that Dai Williams is looking to build a Japanese culture because of the vast amount of Japanese families who have come over to Wales. It helps them adapt to this environment and helps the Wales population adapt to the Japanese. I think that in the future there will be an increase in coal again as other resources may start to decrease and run out.

Food and Agricultural Nanotechnology Essay Example

Food and Agricultural Nanotechnology Essay Example Food and Agricultural Nanotechnology Essay Food and Agricultural Nanotechnology Essay Introduction This survey uses grounds reappraisal of the literature, adept evocation, and systems kineticss attacks to analyze consumer credence of agrifood nanotechnology. This chapter hence gives a brief overview of the nutrient and agricultural systems and how nanotechnology interacts with the systems. Current and possible nutrient applications of nanoscience and nanotechnology ; stakeholder perceptual experience of emerging engineerings for agrifood merchandises ; overview of systems kineticss and systems patterning ; and overview of adept evocation, are discussed as a background to the survey. The chapter eventually discusses the theoretical foundation and model of survey Overview of Food and Agricultural Systems The possible applications of nanotechnology in the agrifood system were foremost addressed in 2003 in a roadmap published by the United States Department of Agriculture ( USDA 2003 ) . The anticipation was that the full nutrient supply concatenation would be affected by progresss in nanotechnology. Whatever the impacts of nanotechnology on the agrifood industry and merchandises come ining the market, consumer credence will be a cardinal driver ( Roco 2005 ) . Agribusiness by its nature is integrated to the solutions to most rising national issues, such as H2O direction, infective diseases, rural-urban migration, future energy supply concerns, land direction, the wellness shortage, desertification, clime alteration, and terrorist act, among other concerns ( AAFC 2006 ) . The connexion of agribusiness to these precedences has been categorized into the undermentioned wide subjects by the Science Bureau of the Agriculture and Agri-Food Canada ( AAFC 2006 ) : Public wellness, safety and security: The nexus between nutrient, nutrition, wellness and health ; and the safety and security of the capacity to bring forth nutrient Environmental sustainability and stewardship: Agricultural direction patterns that enhance environmental stewardship Energy: Direct coevals of energy from biomass ( e.g. bio-ethanol, bio-diesel, biogas ) and indirect coevals through bioprocess engineerings such as anaerobiotic digestion, pyrolysis, and gasification Global economic competition: The application of agribusiness scientific discipline and invention to back up the international fight and productiveness of farms and agri-industries. : Global agribusiness is in a province of flux despite its connexions to these precedences. Since the latter half of the twentieth Century it has undergone both structural and technological alterations ( AAFC 2006 ) . The agricultural system has become more amalgamate and larger in operational graduated table as a consequence of progresss in agricultural scientific discipline and engineering. This has led to reduced operational costs with each phase of the agribusiness system, and increased international competition ( AAFC 2006 ; Malik et Al. 2009 ) . Progresss in production methods and engineerings have led to diminishing trade good monetary values, partially due to flood. The ensuing diminution in net incomes additions force per unit area to bring forth more and to further cut down operational costs ( AAFC 2006 ) . This coiling consequence has resulted in important impairment in farm profitableness and sustainable growing. This has finally affected fight of the sector and the economi c viability of commodity-dependent communities. Industry stakeholders are discerning about a new age of urgency with the turning call for alteration to the industry ( AAFC 2006 ) . New cognition find and its application are portion of the solution. Agrifood nanotechnologies are in the frontier of this new cognition find and have been predicted to convey cardinal alterations to the agrifood industry. New cognition needs to fuel invention ( Bernstein A ; Singh 2008 ) that, in bend, affects every aspect of nutrient production, altering the manner nutrient is grown, processed, preserved, transported, distributed, and consumed, and this is the promise of nanotechnology in agribusiness. Overview of Agrifood Nanotechnology Nanotechnology is an enabling and a riotous engineering that has the possible to transform the full agribusiness and nutrient systems. Historically agribusiness has dealt with heightening nutrient safety and nutrient security by bettering the efficiency of harvest production, nutrient processing, environmental impacts of nutrient production, storage, transit and distribution. Nanotechnology can be used to turn to these historical concerns, and modern-day ends of nutrient defence. Agrifood systems security, bringing systems for disease intervention in workss and farm animate beings, fresh methods for molecular and cellular biological science, development of new stuffs for pathogen sensing and new ways environmental protection are illustrations of the importance of interplay of nanotechnology in the agrifood systems ( USDA 2003 ) . The applications of nanotechnology in agribusiness and the industry of nutrient merchandises come with its possible hazards. The U.S. is a clear leader in n anofood research and development ( R A ; D ) and nanotechnology research in general. Globally one million millions of dollars have been invested in nanotechnology research and applications in all Fieldss including medical specialty, rural H2O supply, energy, agribusiness, defence, biodiversity and environment. However, the degree and rate of investings varies across different states and legal powers. It has been predicted that by 2010, nanofood merchandises deserving $ 20 billion may be on the market ( Downey 2006 ) . If these tendencies should go on, nanotechnology is expected to go a premier driver and focal point of inventions in the agrifood system in the coming decennary ( Downey 2006 ) . Research and development is taking to 100s of agrifood nanotechnology applications and merchandises and there has been a reported addition of investings by many of the taking transnational nutrient and drink companies in these developments ( Garber 2007 ) . Food packaging is the taking agrifood nanotechnology application and presently nutrient packaging merchandises are the most available nanoproducts on the U.S. markets ( Asadi A ; Mousavi 2006 ; Downey 2006 ) . Nanomaterials are of peculiar significance and are being used to better the safety and quality of nutrient. Nanomaterials inhibit the flow of O and C dioxide by functioning as barriers ( Downey 2006 ) . Nanomaterials can besides be embedded in the packaging and engineered to observe and antagonize food-borne pathogens ( McHugh 2008 ) . Research is presently aimed at conveying the benefits of nanotechnology to society through apprehension and application of affair at the nanoscale. The initial aim to understand nanoscale phe nomena and procedures and to make nanomaterials led to a bustle of basic and cardinal research in the early phases of nanotechnology research. Although there is presently a passage from cardinal research to utile applications in nutrient, there is still a batch of basic research traveling on and the emerging translational research is confronting some major challenges that are pulling a batch of attending ( Bugusu 2006 ) . As stated earlier, the U.S. is presently the leader in research into nanofood applications. The USDA through the Cooperative State Research, Education and Extension Service ( CSREES ) supported and funded research plan on nanobased detectors and its assorted applications in the agrifood systems ( Bugusu 2006 ; USDA 2008 ) . Research on packaging and processing are besides being conducted by the nutrient industry. Some of the largest nutrient makers in the universe, including Nestle, Altria, H.J. Heinz and Unilever, are taking this attempt, while 100s of smaller com panies follow their lead ( Garber 2007 ) . Notwithstanding the possible benefits, compared with other nanotechnology applications and merchandises, nanofoods do non acquire a batch of promotion. The ramping argument over nanofood safety and ordinances has been reported to hold slowed the debut of nanofood merchandises as compared to other nanoproducts, but research and development continue to boom ( Garber 2007 ) . It is besides, interesting to observe that, most of the larger companies are maintaining their activities quiet for fright of public recoil ( Garber 2007 ) . Whereas the hazards associated with nanotechnology applications in other countries such as cosmetics and medical specialty, are every bit ill-defined, the public seems to be far less speedy to accept nanotechnology application when it comes to nutrient supply. Although the hazard associated with nanotechnology remains ill-defined, its possible to positively impact agribusiness and nutrient systems is huge in footings of nutrient merchandise safety and quality, and improved environmental and consumer wellness and health ( Bugusu 2006 ) . Kuzma and VerHage ( 2006 ) have extensively discussed the possible benefits and hazards of agrifood nanotechnology. Harmonizing to their study, there are several possible applications of agrifood nanotechnology in the countries of preciseness harvest and farm animal production. Nanomaterials being developed to heighten the precise usage of agro-chemicals are of peculiar involvement. An illustration is a nanotechnology-based pesticide under development that will merely go active when inside the mark insects ( Downey 2006 ) . Nanotechnology has the potency for supplying more efficient application of pesticides, fertilisers and other agro-chemicals to relieve poorness through improved nutrient security, land usage, and environmental sustainability ( Kuzma A ; VerHage 2006 ) . In relation to functional nutrients, the possible technology of nanomaterials to observe and barricade harmful substances in nutrient, such as unwanted cholesterin or allergens, from impacting the organic structur e will besides be extremely good. The development of nanomaterials that can selectively come in cell walls could convey important nutritionary and wellness benefits ( Downey 2006 ) . However, some of these nanomaterials are inherently different by their nature in footings of chemical responsiveness and physical belongingss from of course happening substances, and could hold unexpected side effects ( Downey 2006 ) . Current and Potential Food Applications of Nanoscience and Nanotechnology Nanotechnology is going progressively of import for the nutrient sector, and progresss are already being made in the countries of nutrient packaging and nutrient safety. The incorporation of nanomaterials into nutrient packaging is expected to better the barrier belongingss of packaging stuffs and should thereby assist to cut down the usage of valuable natural stuffs and the coevals of waste ( Sozer A ; Kokini 2009 ) . Edible nanolaminates may besides hold possible utilizations in encapsulation systems for environmental protection ( Chen et al. 2006 ) . These applications could be used in fresh fruits and veggies, bakeshop merchandises and confectionery, where they might protect the nutrient from wet, lipoids, gases, off-flavors and olfactory properties ( Sozer A ; Kokini 2009 ) . Naturally-occurring biopolymers and other biological molecules of nanosize graduated table, such as oligosaccharides or polyoses and proteins, can be used for the encapsulation of vitamins, prebiotics and probiotics preparations, and for drug-delivery systems or nutraceuticals ( Sozer A ; Kokini 2009 ) and as target-specific-recognition agents that could be used as biosensors in nutrients ( Tarver 2008 ) . These biosensors are envisaged to be used as sensors of pathogens and other contaminations in nutrient and for tracking nutrient merchandises to assist ease nutrient callbacks for illustration. These advanced devices and techniques being developed are to ease the readying of nutrient samples and their precise and cheap analysis ( Chen et al. 2006 ) . From this point of position, the development of nanosensors to observe micro-organisms and contaminations is a peculiarly promising application of nutrient nanotechnology. Nanosensors can besides be used in the preparation of nutrient additives such as spirits and antioxidants ( Chaudhry et al. 2008 ) . This is aimed at bettering the functionality of these additives while cut downing their concentration. Although nanotechnology has the possible to happen applications in the full nutrient supply concatenation, commercial applications of many of the methods are presently either excessively expensive or non executable ( Tarver 2008 ) . The most cost-efficient applications of nanotechnology in the nutrient industry are presently in the countries of fresh functional stuffs development, nutrient munition and preparations, nutrient processing at both micro and nano graduated table degrees, nutrient merchandise development, and storage A? ( Tarver 2008 ) . However, the pertinence of nanotechnology in the agrifood industry is certain to increase as research and developments continue to emerge. Consumer credence and the geographic expedition of regulative issues are the chief keys to the success of these promotions. Agrifood manufacturers, makers, every bit good as consumers could do considerable paces in environmental protection, nutrient safety, nutrient security and nutrient defence throug h nanotechnology applications ( Tarver 2008 ) . Stakeholder perceptual experience of emerging engineerings for Agrifood Merchandises Research workers interested in the factors responsible for consumer pick, purchase behaviour, and credence of nutrients processed by novel and emerging nutrient engineerings, such as nanotechnology, biotechnology, ionising radiation, pulsed electric Fieldss, and ultraviolet optical maser intervention, face disputing jobs ( Cardello 2003 ) . Optimizing the centripetal quality of these nutrients is of import to consumer credence and their success in the market topographic point as it is with most nutrient merchandises ( Siegrist 2008 ) . However, optimum centripetal quality, entirely, will non vouch consumer credence. This is because consumer perceptual experiences of nutrient quality do non depend entirely on the intrinsic centripetal features of the merchandise. Rather, they rely to a great extent on a host of factors that are extrinsic to the merchandise ( Cardello 2003 ) . Variables related to both the merchandise and the prospective consumer of the merchandise like contextual, cog nitive, societal, cultural and attitudinal factors are extrinsic to the merchandise. In the instance of fresh nutrients or nutrients that have been processed by novel or emerging engineerings, concerns about the nature of the nutrient and/or the nature of the processing engineerings that have been used to handle the nutrient, become paramount considerations for the consumer faced with pick and purchase determinations ( Cardello 2003 ) . It is by and large agreed that sensed benefit is an of import factor act uponing credence of new nutrients ( Frewer et al. 2003 ) . However, even though a figure of surveies have demonstrated the importance of sensed benefits for the credence of new nutrient engineerings, credence of fresh nutrient by consumers can non be reduced to it ( Siegrist 2008 ) and this is one of the motives for this survey. By and large, consumers see new nutrient engineerings as more hazardous than traditional nutrient engineerings ( Siegrist 2008 ) . Merchandise belongingss besides influence consumer credence of new merchandises. Gene engineering is good accepted for medical applications, but European consumers for case are hesitating to purchase GM nutrients ( Boecker A ; Nzuma 2007 ) . This clearly illustrates that credence of a new engineering may be influenced by belongingss and usage of the merchandise. Another factor related to the merchandise is the monetary value. A bulk of British consumers seems willing to buy GM nutrients if they are cheaper than traditional nutrients ( Spence A ; Townsend 2006 ) . On the whole, perceived naturalness seems to be an of import factor act uponing credence of fresh nutrient engineerings in add-on to comprehend benefits, perceived hazards, quality and monetary value ( Cox et al. 2006 ) . Consumers have really limited cognition of new engineerings, such as nanotechnology ( Cobb 2005 ) . As a consequence, most consumers are unable to make up ones mind whether new nutrients produced by such engineerings are associated with possible hazards. A manner people deal with deficiency of cognition is to trust on trust to cut down the complexness of determinations ( Siegrist 2008 ) . Some surveies have found that trust in establishments, or in scientists carry oning research on familial alteration or utilizing modified merchandises, is an of import factor act uponing perceptual experience of cistron engineering ( Siegrist et al. 2007a ) . Trust is said to hold an impact on sensed hazard every bit good as on sensed benefit and an indirect impact on the credence of, or willingness to purchase, GM nutrients. It has besides been postulated that attitudes toward new nutrient engineerings may be embedded in a system of general attitudes and values ( Grunert et al. 2003 ) . Peoples use semantically connected information for these appraisals and the rating of a new engineering has been found to depend on the constructs and images that are related to this new nutrient engineering ( Siegrist 2008 ) . Environmental attitudes have besides been found to hold a moderate influence on credence of cistron engineering ( Siegrist 2008 ) . Consumers hesitate to accept fresh nutrient engineerings and nutrients processed with emerging engineerings associated with potentially new hazards without any clear benefits. It is of extreme importance, hence, that consumers and the populace in general be informed and educated about possible benefits and hazards of fresh nutrient engineerings ( Siegrist 2008 ) . If a new engineering allows the debut of new and advanced merchandises with clear and touchable benefits, consumers are most likely to accept it ( Bruhn 2008 ; Siegrist 2008 ) . Successful merchandise development is driven by consumer demands, and consumer credence is a cardinal facet ( MacFie 2007 ) . The nutrient engineering used to make a merchandise may act upon consumers willingness to purchase it ( Siegrist 2008 ) . However, the nutrient engineering is less of import when the merchandise is extremely good and satisfies consumers demands. Consumers may non accept a new nutrient engineering when they are convinced that the engineering provides no extra value to them or to society and may merely hold advantages for manufacturers and the industry ( Siegrist 2008 ) . There are barely any negative public reactions to high force per unit area treating engineerings of nutrient although it has besides got its attender hazard and some degree of uncertainness ( Butz et al. 2003 ) . In contrast, other nutrient engineerings, such as cistron engineering, are non good accepted in Europe ( Gaskell et al. 2000 ; Boecker A ; Nzuma 2007 ) . Public credence is, nevertheless, an unfastened inquiry for other nutrient engineerings such as nanotechnology ( Siegrist 2008 ) , which has the possible to bring forth radically new nutrient merchandises and is progressively being employed in the countries of nutrient production and packaging ( Kuzma A ; VerHage 2006 ) . How the populace will respond to nanotechnology nutrient merchandises is, at present, ill-defined ( Siegrist et al. 2007a ) . In order to examine these and other inquiries, this survey is utilizing grounds reappraisal of the literature, experts sentiment, and systems mapping to analyze consumer attitudes towards agrifood nanotechnology. Overview of Systems Dynamics and Systems Modeling Harmonizing to Barlas ( 2008 ) the term system refers to world A? or some facets of world. He defined a system as a aggregation of interconnected elements, organizing a meaningful whole A? ( Barlas 2008 ) . It is common hence, to speak about a transit system, a fiscal system, an invention system, a societal system, a legal system, a political system, a health care system, a production system, a distribution system, an ecological system, an educational system, an agrifood system, or a biological system. Every individual one of these systems is made of different factors and belongingss interacting and linked in a eventful manner, so that the system on the whole can presumptively function its intents ( Barlas 2008 ) . Modeling A? is a normally used scientific attack for job designation and creative activity of solutions infinites. A theoretical account can be defined as a representation of selected facets of a existent system with regard to some particular job ( s ) A? ( Barlas 2008 ) . Therefore, theoretical accounts of systems, A? are non built, but theoretical accounts of selected facets of systems to analyze specific jobs are built. As with this survey, agrifood systems are non being built, non even agrifood nanotechnology systems, but merely a constituent with agrifood nanotechnology consumer credence. The chief factor that drives the usage of mold is a job. The term dynamic, in mundane usage, means in gesture or altering over clip and dynamic jobs have variables that change significantly over clip. System kineticss as a subject uses systemic feedback mechanisms to cover with dynamic policy jobs ( Barlas 2008 ) . Such jobs arise from the interactions between the different variables that characterize the system and from the feedbacks between the decision-making actions and the corresponding system s reactions. The chief end of a system kineticss survey is to place a dynamic job and to understand the causes of the job, and so hunt for policies that alleviate or eliminate those jobs ( Barlas 2008 ) . System kineticss patterning is a tool that can account for complex and dynamic characteristics of systems. It is in its babyhood for turn toing policy inquiries related to scientific discipline and engineering, yet it has been shown to be a powerful and edifying tool for concern determinations. System kineticss is an attack that allows for the apprehension of complex systems over clip. Whereas, most theoretical accounts are additive with get downing and end points, system kineticss sees the universe as it is, with non-linear and interacting parts that feedback to and impact each other. It uses basic constructs like stocks A? ( degrees of measures that change over clip and necessitate to be tracked ) and flows A? ( rates of alteration ) . System kineticss patterning is a tool which addresses complexness and incorporates feedback cringles in systems, and the consequences of system kineticss theoretical accounts have shown to be valuable in placing factors that affect results of pro cedures, plans, and determinations ( Sterman 2001 ) . The first usage of system kineticss patterning day of the months back to 50 old ages ago for industrial kineticss A? or determinations about concerns, work force, and merchandise markets ( Forrester 1958 ) . Since so, system kineticss has been used to foretell results of medical intervention, land, economic, lodging and environmental policy ( SDS 2007 ) . In several cases, research workers have been able to accurately foretell unintended effects of public policies through utilizing system kineticss believing, function and theoretical accounts, such as the unforeseen impact that low cost lodging plans increases unemployment ( Forrester 1969 ) . Many groups are utilizing system kineticss to develop systems theoretical accounts collaboratively with the multiple ends of bi-directional communicating and acquisition, public battle, and better word pictures of real-world system ( Stave 2002 ) . The agrifood sector extends from input supply industries and agribusiness to nutrient processing, nutrient distribution, and retail ( Porter 1998 ) . In the flow of merchandises throughout the value concatenation as shown in figure 2.1 the sequence of different phases of sourcing, production, processing, and distribution involved in the proviso of nutrient to consumers , the interrelatednesss between the histrions constitute a classical ? ?System Dynamics environment, which is characterized by procedures that incorporate feedback loops every bit good as sequences of causes and effects with possible clip holds in between ( Fritz A ; Schiefer 2008a ) . The interrelatednesss spans nutrient supply ironss where they might stay stable due to contracts or imposts or nutrient supply webs where interrelatednesss develop dynamically through altering trade relationships from within a web of different endeavors that are active at each one of the phases of the value concatenation ( Fritz A ; Schiefer 2008b ) . The web scenario, which is dominant in most of the sector, poses a specific challenge for research to originate and back up the necessary invention and development kineticss to guarantee merchandise features like nutrient safety, nutrient quality or nutrient beginning at the consumers terminal ( Thompson, 2007 ) . This dynamics go even more interconnected when one considers the multidisciplinary nature of nanotechnology and its applications in the agrifood system ( Please refer to calculate 1.1 ) . The systems kineticss package used in this survey is Vensim. Features include dynamic maps, subscripting ( arrays ) , Monte Carlo sensitiveness analysis, optimisation, informations handling, application interfaces, and much more A? ( Vensim A ; Acirc ; Â ® 2008 ) . System dynamics theoretical accounts consist of assorted sorts of factors with different variables interconnected by causal pointers. Conventionally stock variables or accretions are represented with a box. Flows A? go in and out of stocks and are responsible for commanding the rate of alteration in a peculiar stock over clip. The altering stocks so provide the dynamic alteration over clip in the overall system. System dynamics methodological analysis is widely applied in patterning and analysing supply concatenation behaviour under unsure environment ( Vo A ; Thiel 2008 ) . The nature of a system in system kineticss methodological analysis is demonstrated by causal cringle ( influence ) diagrams which describes the major feedback mechanisms ( Georgiadis et al. 2005 ) . These mechanisms are either negative ( equilibrating ) feedback cringle which displays a goal-seeking behaviour where after an break, the system tries to return to a province of equilibrium, or positive feedback ( reenforcing ) loops where initial break creates a subsequent alteration bespeaking an unstable equilibrium ( Vlachos et al. 2007 ) . Causal loop diagrams play two major functions in system kineticss: ( 1 ) they serve as the initial studies of causal hypotheses during theoretical account development, and ( 2 ) they are used for the simplification of how a theoretical account is represented ( Georgiadis et al. 2005 ) . The representation of a dynamic system theoretical account incorporates both stock ( province ) and flow ( rate ) variables. Stock variables are what is referred to as the accretions ( i.e. stock lists ) , within the system, while flow variables show the flows in the system ( i.e. order rate ) , which are the by-product of the managerial procedure. The theoretical account construction and the interrelatednesss among the variables are represented by stock-flow diagrams. The mathematical function of a system dynamics stock-flow diagram occurs via a set of differential equations, which are numerically solved via simulation ( Georgiadis et al. 2005 ) . Although there are fluctuations in attacks to a typical system kineticss study depending on the nature of the job and manner of the modeller, specific standard stairss are by and large followed ( Barlas 2008 ; Maani A ; Cavana 2000 ) : Problem designation and definition ( purpose ) ; dynamic hypothesis and theoretical account conceptualisation ; formal theoretical account building ( The formal simulation theoretical account is built during this measure ) ; model credibleness ( cogency ) testing ; analysis of the theoretical account ; and design betterment ( After to the full proving and understanding the belongingss of the theoretical account, the concluding measure is to prove policy options to better the kineticss of the theoretical account ) . In this last measure, policy options are formulated and so tested by running simulations ( Barlas 2008 ; Maani A ; Cavana 2000 ) . In this survey, as portion of job designation and theoretical account building, adept evocation and grounds from the literature were used to bring forth the needed information. Overview of Expert Elicitation The term expert has non been defined utilizing any quantitative step but has been used to depict any single or group of individuals whose current or past Fieldss are in the country of survey, and who is/are seen as being more knowing about the topic ( Cooke A ; Goossens 2004 ) . Adept designation for a peculiar topic implies acquiring persons or individuals whose country of work or pattern is in that peculiar capable country and whom others regard as knowing. Although adept cognition is non a certainty it has ever played a big function in scientific discipline, engineering and technology and it is used within certain degree of assurance, acceptableness or grade of belief ( Van der Fels-Klerz et Al. 2002 ) . There is a wide acceptableness of adept judgement as merely another type of scientific informations, and methods are progressively being developed for handling it as such ( Goossens et al. 2008 ) . Adept sentiment is on a regular basis sought when proficient uncertainness or ambiguity impacts on a determination procedure ; and beging adept advice in such instances is non new ( Aspinall 2008 ) . Historically, it has been approached on an informal footing, and it has neer been found wholly fulfilling or immuned to legalize unfavorable judgment, by all stakeholders ( Aspinall 2008 ) . To avoid these defects, a well-designed expert judgement evocation is designed to handle adept sentiments as scientific information in a formal determination procedure by subjecting the whole procedure to transparent methodological regulations ( Aspinall 2008 ; USEPA 2009 ) . Assorted methods for arousing and measuring experts judgement and uniting adept uncertainness are available in the literature and have been used in pattern ( Morgan et al. 2001 ) . The simplest and the most preferable method in the absence of a better alternate, is to take all expect tonss to hold equal weight ( Cooke A ; Goos sens 1999 ) . Although this attack has an obvious entreaty, it has its jobs. An expert with a really strong divergent sentiment from the other experts can hold a immense impact on the resulting decision. This becomes a critical issue if this expert s appraisals can non be decently explained ( Hoffmann 2006 ) . However, as more and more experts are brought into the survey, the weight of the mark of an single expert tends to go rather diffuse. Another job associated with adept evocation is the systematic certitude exhibited by both experts and non-experts ( Morgan et al. 2001 ) . That is, given their cognition ; their subjective chance distributions tend to be excessively narrow A? ( Morgan et al. 2001 ) . After the set of experts has been identified as portion of the procedure, a determination is made as to which experts to utilize in the survey. In most surveies, the largest figure of experts is chosen based on the degree and handiness of resources ( Cooke et al. 2000 ) . Experts used in some old noteworthy surveies have been within the scope of 5 20 ( Linkov et al. 2006 ; Morgan A ; Henrion 1990 ) . Harmonizing to Cooke et Al. ( 2000 ) a panel of eight experts is to be recommended as a regulation of pollex ; and in any event, at least four experts for a given topic should be chosen A? . The usage of experts names is another repeating issue in the literature. The general consensus nevertheless, is that adept names and associations should be portion of the published study but single experts should non be associated by name with their appraisals ( Cooke A ; Probst 2006 ; USEPA 2009 ) . Based on several different grounds, the association should b