History Of Fairness And Ethics Business Essay

History Of Fairness And Ethics Business Essay Fairness is a very broad concept which requires scholars to define the term fairness comprehensively and clearly because the term fairness is a dimension, meaning it is conceptual and we cannot use our senses to know what does the term actually means or set the boundary of the term. Therefore, we need to scholars to define the term and as more scholars define the term, the clearer or precise the definition will be. Taylor (1975, p. 109) defined fairness as inquisition into the character and area of morality which included rules of conduct, moral judgments and standards. Rawls (1971, p. 194) define fairness as the understanding of other peoples need. Aristotle (1968, p. 140) defines as equals should be treated equally and unequally. Plato (1974, p. 181) defines as à ¢Ã¢â€š ¬Ã‚ ¦ the requirement we laid down at the beginning as of universal application when we founded our state, or else some form of it. We lay down; if you remember and have often repeated that in our state, one man wa s to do one job, he was naturally most suited for. Cooke (2011, p. 84) defined fairness as peoples position in society which able to determine by factors within their control. From the definitions above, we can conclude that fairness is derived from several variables. Therefore, fairness consists of variables where the single variable is unable to define the term as a whole. Therefore, when the variables add up, it forms or creates the term. We can observe that the dimensions of fairness consist of needs, equal and morality. Hence, we can conclude that fairness requires the equality in the way peoples are treated and the difference in treatment are based on morally justifiable reasons such as need, effort or merit (Velasquez, Andre, Shanks Meyer, 1996). There are several types of fairness from the concept of fairness which are distributive fairness, procedural fairness and interactional fairness and Hornibrook, Fearne and Lazzarin (2009) suggested that if these three aspects of fairness are perceived positively, it will reflect to the organizational outcomes. Types of fairness 1.1 Distributive fairness Distributive fairness, a theory based on writings of John Rawls, has a major focus of distributing assets fairly among a dynamic and diverse group of members from a community. Rawls argues that everything must be done in an act of achieving fairness throughout and he did not want anything to be done that may hurt or damage another person. For example, Rawls (1971) felt that throughout a society, every demographic should be allowed the same treatment and goods as any other. Issues of distribution are pervasive in society, existing in any situation where there is an exchange type of relationship (Deutsch, 1985). Velasquez et al. (1996) refers distributive justice as the extent to which societys institutions ensure that benefits and burdens are distributed among societys members in ways that are fair and just. When the institutions of a society distribute benefits or burdens in unjust ways, there is a strong presumption that those institutions should be changed. For example, the American institution of slavery in the pre-civil war South was condemned as unjust because it was a glaring case of treating people differently on the basis of race. There are four specific principles of distributive fairness that can be considered in situations involving the distribution of material goods and resources, especially those that are scarce (Munson, 2004). The principle of equality requires that all benefits and burdens be distributed equally. The advantage to this concept of fairness is that everyone is entitled to an equal share of resources. However the principle becomes problematic when not everyone is perceived as equally deserving of an equal share. The second principle is the principle of need, which suggests that resources should be distributed based on need so that those with greater need will receive a greater share. In theory, this supports the principle of equality in that everyone will end up with the same share of goods. A problem occurs from this principles is the question of exactly what material goods and resources we are entitled to. Definitive agreement has not been reached in this society as to whether health care is such a good although Lamont (2002) argued that the poor should receive the same health care as the rich. The third principle is the principle of contribution which maintains that persons should benefit in proportion to their individual contribution. Those who contribute proportionately more to the production of goods should receive proportionately more goods in return. Finally, the principle of effort similarly recognizes the degree of effort made by an individual as the determining factor in the proportion of goods to be received. Obvious difficulties with these principles lie in defining the exact nature and impact of a contribution and accounting for the inherent differences in the outcomes of individual efforts regardless of the amount of effort spent. In organizations, distributive fairness affects performance when efficiency and productivity are involved (Charash Spector, 2001). According to Honans (1961) fairness in organizations concerns with distributive fairness that is, the manner in which organizational resources are distributed among personnel (Freedman Montanari, 1980; Leventhal, 1980) and on employees reactions to those resource distributions (Greenberg, 1982). Furthermore, performance appraisal and salary are some of the important determinants of employees perceived fairness (Lawler, 1971). Similarity, Chang and Hahn (2006) define distributive fairness as the perceived fairness of the quantity of compensation that employees get. Hence, in a business relationship, distributive fairness is based on the evaluation of the outcomes or results (Ferrell, 2010). The outcomes or results in distributive fairness may be tangible such as salary as well as intangible such as praise. Perceptions of distributive fairness can be fostered when outcomes are perceived to be equally applied (Adams, 1965). According Adams (1965) people compare the ratio of their own outcomes such as salary or promotion and inputs such as effort or qualification and make compare with others (Greenberg, 1982). On the other hand, when people perceive or expect fairness to occur, they may react positively towards the organization and recommend the organization to others, thus building on the positive image of the organization as a potential employer as well as an organization as a whole (Hà ¼lsheger Anderson, 2009). When an organization is perceived to be distributively just, employees tend to support of the organization by doing tasks outside the scope of their job description (Charash Spector, 2001; Karriker Williams, 2009) or in other word, improving perceptions of fairness increases performance (Karriker Williams, 2009). On the other hand, perceptions of distributive fairness are also strongly related also to the withdrawal of employees from the organization (Charash Spector, 2001) and the relationship between effort invested and outcome received often results in legal issues which can damage an organizations image (Anderson, 2004; Anderson, 2011; Anseel, 2011). If employee found out that he or she is being treated unfairly, he or she will be unmotivated to do the work. Suliman (2007) once said that, organizations that distributed the resources unfairly will create argument, disrespect and mistrust among them. It is because employees perceptions on distributive fairness are mainly based on comparisons with colleagues. If the comparison comes out with positive result, they will feel positive toward the organization management. Hence, the organization performance will be improved. However, if the comparison is negative, the outcome will become negative too. Therefore, managers must notice employees perceptions on distributive fairness as well as procedural fairness since these two dimensions play a main role related to intentions to quit and job dissatisfaction (Dailey Kirk, 1992). It is very important to make employees feel in part of the decision making when amending appraisal and reward systems. Organization can seek for employees opinion when making the changes to show respect to employees. 1.2 Procedural fairness According to Leventhal (1980, p. 156) procedural fairness is define as ones perception of the fairness of procedure components of the system that coordinate allocation process. Rawls (1971) argues that the procedure used is pivotal to the outcome reached and if fair procedure is utilized, principles of justice based on fairness and equality will be an inevitable result. The procedure is referring to the means whereby various ends are attained. Whether the outcomes are pay raises to be distributed to employees, labor disputes to be settled, or performance evaluations to be recorded, a key determinant of these decisions involves how they are made (Folger Greenberg, 1985). In short, procedural fairness concerns about the processes through which decisions are made from (Thibaut Walker, 1975). Thus, this concept is opposite of distributive fairness, which is concerned with the perceived fairness of the content and consequences of those decisions (Walker, Lind Thibaut, 1979). Forret and Love (2007) define procedural fairness as the perceived fairness of an organizations procedures and policies used to determine an individuals outcomes. It influences a wide range of human behaviors, perceptions, emotions, and across diverse social settings. Leventhal (1980, p. 160) define procedural fairness as ones perception of the fairness of procedure components of the system that coordinate allocation process. Leventhal (1980) and Forret and Love (2007) have identified several similar criteria and perception of procedural fairness. Viewpoints of procedural fairness are related to employees morale and trust and they are characterized by solidity in the procedures, accuracy of the information, and free of bias (Forret Love, 2007). Leventhal (1980) classify six criteria of perception of procedural fairness which are procedures are fair when they are consistency, bias minimization, accurate information, consist of technology gadget for wrong decisions correction, maintain usual concept of morality and the last is it is representative. Procedural fairness has been found that it able to increase the feelings of being appreciated. Hence, it is very important that procedural fairness is perceived positively in order to an organization to achieve maximum productivity and its strategic goals (Prooijen, 2009). If there is unfair procedures occurred, trust between the employees and company will be low, and therefore employees will have low commitment and motivation (Cremer, 2005). An organization who wants to have positive outcomes should have a good perception of procedural fairness. Research has showed that there are few benefits of procedural fairness for organizations. A good perception of procedural fairness creates positive attitudes toward management control and hence produces a number of good behavioral reactions (Collett, 2008). It is important for an organization especially in performance appraisal to create harmony among employees in order to increase organization performance. Organizational researchers found that procedures are perceived to be more fair when affected individuals have an opportunity to either influence the decision process or offer input (Thibaut Walker, 1975; Gilliland, 1993; Muhammad, 2004). The decision making can be included in salary determination or promotion of employees. If procedural fairness is used in salary determination, it will eventually improve the ability of organization to manage the salary determination process effectively (Cloutier Volhuber, 2007). Bagdadli, Roberson and Paoletti (2006) said that fair promotion decisions influence feelings of organizational commitment of employees. By other words, organizations are able to keep employee commitment when promotion decision making involve procedures fairness and employees will perceive it to be fair. For example, Wainwright Bank and Trust Corporation in Boston have made a commitment to promoting fairness to all stakeholders by providing a sense of inclusion and diversity that extends from the boardroom to the mail room. In other words, the bank uses method of procedural fairness to establish positive stakeholder relationships by promoting understanding and inclusion in the decision making process. Furthermore, Gilliland (1993) states that perceptions of procedural fairness are influenced by the extent to which procedural rules are satisfied or violated. Procedural rules, listed by Leventhal (1980) suggest that in order to be fair decisions should be made consistently; without personal biases, with as much accurate information as possible, with interest of affected individuals represented in a way that is compatible with their ethical values, and with an outcome that can be modified. Other researchers have suggested additional rules such as the importance of two-way communication (Greenberg, 1986). . 1.3 Interactional fairness Interactional fairness is defined by sociologist John R. Schermerhorn (2006, p. 140) as the degree to which the people affected by decision are treated by dignity and respect when executing procedures and determining outcomes. Therefore, the quality of interpersonal treatment that people receive from authorities during the decision-making procedures is very important (Bies Moag, 1986; Greenberg, 1993). In other word, interpersonal fairness reflects the degree to which people are treated with politeness, dignity, and respect by authorities and third parties involved in executing procedures or determining outcomes (Colquitt, 2001; Kickul Troth, 2003; Janssens, Sels Brande, 2003).This concept focuses on explanations provided to the people that convey information about why procedures were used in a certain way or why outcomes were distributed in a certain fashion (Greenberg, 1993). The assessment of organizational practices and behavior of authority in terms of fairness does not usually depend on how fairly the employee was actually treated, but rather on how fairly the employee perceives that he or she was treated (Greenberg, 1990). Perceptions of interactional fairness play a role in the determination of employees work attitudes and behavior (Cohen Spector, 2001; Colquitt, Conlon, Wesson, Porter Yee, 2001). According to Greenberg (1993) interactional fairness can be broken down into two fairness which are interpersonal fairness and informational fairness. Interpersonal focuses on treating people with dignity and respect while informational fairness deal with the justifications provided to people. There are four factors that affect perception of employees on fairness of the interpersonal treatment get from the organization (Narcisse Harcourt, 2008). These factors are the organization is unreliable, interfere employee privacy, make offensive judgments and disrespectful to employees (Narcisse Harcourt, 2008). The explanation for interactional fairness in the workplace is grounded in social exchange theory and norm of reciprocity (Cropanzano Mitchell, 2005). From the social exchange perspective, employees expect fair, honest, and truthful treatments from the organization or its agents. Based on the norm of reciprocity, employees who perceive fair treatments by authorities are more likely to evidence positive actions through greater commitments to the values and goals of the organizations, exhibit increased job satisfaction, organizational citizenship behaviors, improved job performances and reduced withdrawal behaviors (Cohen Spector, 2001; Colquitt et. al., 2001). Research on psychological contract indicated that employees expect their employers to provide pleasant work environment that supports harmonious working relationships (Kickul Troth, 2003). Because of the importance of good quality social exchange relationships in workplaces, organizations strive to encourage supervisors and employees to willingly interact with each other. However, regular supervisor-subordinate social exchange relations are important in influencing desirable individual and organizational outcomes (Becker, Billings, Eveleth Gilbert, 1996; Zdaniuk Levine, 2001; Raabe Beehr, 2003). Muzumdar (2011) found that the organizational commitment (loyalty) and work satisfaction are the most affected variables of the interactional fairness system. This showcases that the treatment by a supervisor directly influences the variables of loyalty and work satisfaction of an individual employee. Reward satisfaction is the least affected variable by the treatment by a supervisor. As such, being rewarded could be a reduction in the influence of the treatment given by the supervisor on the employee. In the business relationship, interactional fairness is based on evaluating the communication processes used. Because interaction fairness is linked to fairness in communication, it often involves the individuals relationship with the business organization through the accuracy of the information the organization provides. Employees can also be guilty in interactional fairness disputes. For example, many employees admit that they stay at home when they are not really stick if they feel they can get away from it. Such workplace absenteeism costs businesses millions of dollars each ear. Being untruthful about the reasons for missing work is an example of an interactional fairness issue. Part B: Origin According to Dr. Angie Hobbs (2010) fairness started to appear in the ancient Greece where Plato raised the debate on justice, but a lot of issues that were raised are the same issue with fairness. In the dialogue, Plato challenged the Athens democrats by saying that it is fair or just by having the same equal voices in the democratic Athens and also goods and power should also be shared equally. However, against Platos concept is the oligarchy thinkers who debated that equal voices, goods, or power should be shared proportionally, whether proportional to marriage or statuses in the society. Thus, there should be no equal shares exist in the oligarchys concept. There are several scientific researches on fairness to date. Dr Waal found that the sense of fairness might be developed in our genes naturally. Primatologist Frans de Waal and his team found that our closes mammal, chimpanzees do have the same human senses of fairness. This is because there are concrete evidences in evolution that argues chimpanzees are sensitive to unequal distribution of outcomes. Teamwork is shown during hunting, defending territory and distributing foods (Boesch, 1994; Muller Mitani, 2005). A clear illustration of sensitivity of chimpanzees in fairness is when the chimps refused to participate in an experiment where their partner received more rewards for the same accomplishment and also refused to accept better rewards when partner receive less (Brosnan, Schiff Waal, 2005). The advantage of using chimpanzees is humans cannot ask questions to them, thus by observing their behavior, we can know their decision. In animal kingdom, fairness and reciprocity elements are also found, not just in human societies. There are many animals such as zebras, deer, and wolves survive in groups by unity or reciprocity where empathy and teamwork is essential survival mechanism, just like humans as humans are highly cooperative species. (Waal, 2012) The second scientific research on fairness is done by archaeologist  Brian Hayden who  excavated an ancient settlement in British Columbia near Keatley Creek and  uncovered evidence indicating that two distinct classes lived within large  pit houses  that sheltered several families under one roof. Hayden supports Waals research by showing that inequality grew out of the natural variability in human personality traits, among which are inclinations to be greedy or to share. He found that self-serving individuals were presented with new opportunity with the availability of surpluses of resources in Keatley Creek. They exploited the extra resources to their favor, raising the survival odds of themselves and their successors and simultaneously accumulate wealth and power in societies. Thus, phenomenon enables the rich to redefine the meaning of fairness in the society economically and politically and this process is the repeating itself around the globe, explaining how power has been distributed (Hayden, 2012). The importance of fairness and ethics to organization and its effects on the organization performance Fairness is important in organizations because there are a lot of benefits by practicing the concept in the organizations. The first benefit is the practices of fairness are proven to be able to increase profitability. This is because the connection between fairness and profitability is proven to have positive correlation with each other (Donaldson, 2003). Research found that fairness in organization responsibility is able to increase corporate financial performance (Allouche Laroche, 2005). Thus, it can be considered as one of the manipulative variable on profitability because fairness and profitability can be the source of major competitive advantage (McMurrian Matulich, 2011). The competitive advantage is referred to higher levels of efficiency in operations, having firm relationship with the stakeholders and higher levels of customer loyalty and retention (Ferrell 2004). Another importance and effects of fairness in organization is able to produce high quality of employees as the role of fairness in the workplace can impact heavily on the employees attitude and behavior (Greenberg, 1990; Cropanzano Greenberg, 1997; Colquitt, Conlon, Wesson, Porter, Ng, 2001). Hence, organizations that practice high value of fairness and justice are able to produce better individual work performance (Cohen Spector, 2001; Colquitt et al., 2001). Furthermore, these individuals tends to have greater job satisfaction which is very important to increase revenue growth and profitability (Heskett, James, Earl Leonard, 1997) as high level of job satisfactions are able to generate higher levels of loyalty and subsequently showed by the customers behavior such as repeat purchases and referrals of additional customers (Robert Erika, 2006). The importance of the fairness and ethics and its effects on society and in general According to Al-Hassar (2010) found that fairness is the final outcome of the process of the law, whereby fairness is distributed by the State. Based on this definition, fairness is the mechanical process of the structure of law which mean set in place and agreed to by the people of the State. Another definition is concerned with the value inherent in fair behavior. One distinction between these two definitions is the difference between an individual viewpoint and the larger view of the society. Either view incorporates the concept of moral judgment: good as opposed to bad (Al-Hassar, 2010). Unfairness in our society can be seen in the execution of criminals and whenever there is an execution, the morality of capital punishment usually causes heated debate (Al-Hassar, 2010) although many people believe that the death sentence discourages those who might commit horrible crimes. To these people, they feel that since life is precious, the death penalty helps to affirm this fact. However, Richard (2011) define that a majority of countries in the world has now abandoned the use of the death penalty and he state that a civilized society has no right to put another person to death especially when there is a lack of strong evidence. Most of the industrialized world has abolished the death sentence, because they consider it barbaric. Instead, barbaric or not, the law of the land must be followed even if we do not like the death penalty. Moreover, the officers of the law must always avoid errors of sentencing based on skin color, poverty, class, and political gain. If we create a society in which fairness is not tolerated and racism at play then more incidents of state killing will continue and the law of jungle will take place (Al-Hassar, 2010). In ancient Greece, fairness was believed to be derived from the order of society-a good society fostered fairness, and fairness fostered a good society. According to Plato (2000) fairness is the bond that holds a society together. Both individualism and personal rights had little to do with the Platonic conception of fairness those appeals even today to collectivists who emphasize the social context of fairness. Fairness was seen as the supreme virtue with respect to our relations with others. Al-Hassar (2010) also state that fairness must be distributed equally to all members of society in order to live in harmony and peace. Judicial and police officers must not use the law as a shield to insulate their racism, hatred, and political gain. In the eye of the law, fairness must not differentiate between the poor and rich, the weak and the strong. To solve the poverty problem, the state should spend more money on education, employment, and child welfare. The state must give the individual his rightful place of dignity as a free man equal to all his fellow men where he shall have the right to live under a rule of law based on a sense of obligation. In that society, respect for law must be the cohesive force holding it together and not mere obedience based on surrender to the weapons of state power. Relevant Theories Ethics is closely related to fairness. Ethics studies are focused on how an employees beliefs influence their perception of fairness in the organization. Research on fairness is also concerned with how the situation will influences an employees perception in the organization (Schminke, Ambrose Noel, 1997). According to Greenberg (1990) people who have experienced being treated unfairly would be more likely to taking some unethical behavior to the organization. For example, if employees perceived that they are being treated unfairly such as pay cut and they will probably taking some unethical behavior such as steal from the organization. Employees who perceive unfairness in the workplace will look for opportunities to increase their own benefit in their own ways and may shift to unethical conduct in order to balance the unfairness that have been done to them (Trevino Weaver, 2001). According to Gartenstein (n.d.) ethical human resource policies are also vital when creating and maintaining an ethical culture in an organization. Employees who are treated fairly are more likely to be satisfied with their works. When employees feel that they are being treated unfairly, they will prone to explicit some unethical behavior such as using company resources for personal gain. However, when they are fairly compensated for their work, they will contribute more to the organization and less taking opportunities to exploit situations for personal gain. On the other hand, when employees perceived that they are being treated fairly such as when top management fairly distribute the resources, they have the intension to preserve well-being of their organization (Manrique, 2010) and reduce their own interest to the organization (Lind Tyler, 1998). Furthermore, their behaviors also tend to be ethical and in line with the organizations expectations (McCain, Tsai Bellino, 2010). Trevino and Weaver (2001) agree that there is a strong relationship between employee perceived general fair treatment and ethics-related outcomes in an organization. Their study shows that if employees believe that their organization generally treats them fairly, those unethical behaviors will significantly decrease. According to Trevi (2001), employees perceptions of being treated fairly not only reduce a broad range of unethical behaviors that may harm the organization, but it can also increase their positive behaviors. For example, employees are willing to cooperate with organization to achieve the organizations goals by reporting ethical problems to management. The values that shape an organization to be ethical will influence the relationships between the organizations with its customers. An ethical organization will train employees to treat their customers with respect and to be fair with them. For example, when employees know that such ethical behaviors as an important part of customer services, they will understand the strength of the organizations obligation to those behaviors. Hence, they will more likely to perform their work accordingly because ethical behavior can inspire fairness (Gartenstein, n.d.).

Effects of Enhanced CO2 on Tropical Forest Growth

Effects of Enhanced CO2 on Tropical Forest Growth James P. Smith Effects of enhanced atmospheric CO2 concentrations on tropical forest growth: experimental studies and interactions with nutrients, light, water and temperature Abstract (150 words) Introduction (300 words) Approximately 90% of earth’s 652Gt terrestrial biomass carbon is locked up in forests. Tropical and subtropical forests store 340Gt carbon; or ~52%; but only make up 13% of total forested area (table 1). Achard et al (2002) estimated 1Gt/yr carbon losses, through activities such as deforestation and clearance for agriculture (Geist et al, 2002). All terrestrial plants have become exposed to increasing atmospheric CO2 concentrations, as part of global change. This has changed from 180ppm 18ka (Petit et al, 1999) to 390ppm today, by degassing from oceans and fossil C burning (Crowley et al, 2001). Increased CO2 could stimulate photosynthesis, raising plant productivity. This can have a role in storing more carbon and mitigate the atmospheric rise in CO2 concentrations (Beedlow et al, 2004). Table 1: Areal extent, carbon storage and net primary productivity of earth’s major biomes (from Roy et al, 2001). Figure 1 demonstrates CO2 enters plants at the source (leaf); where it becomes photoassimilated to produce carbon sugars; which are transported around the plant to carbon sinks; for different processes such as structural growth, metabolism and export. Sugars can also be stored as reserves in the form of NSCs (non-structural carbohydrates). CO2 is lost through respiration, herbivory and litter production and decomposition (Korner, 2003a). Figure 1: CO2 pools and fluxes in plants, as well as source-sink interactions (modified from Korner, 2003a). The aim of the review is to evaluate research on the effects of enhanced CO2 on tropical forest growth. This will be achieved by looking at experimental studies, as well as the effects of enhanced CO2 on the limiting factors of nutrients, light, water supply and temperature. I will be reviewing literature from 1999-2013. Experimental studies There have been few experimental studies of the effects of enhanced CO2 on plant growth in tropical forests in relatively natural conditions (ambient climate, natural soil and inter and intra-species competition). Two studies using a canopy crane in a tropical dry forest in Panama was used to assess the effects of enhanced CO2 on canopy tree leaves. Over a 40 week period Lovelock et al (1999) measured responses of leaf and branchlets of a single tree species. Photosynthesis rates increased 30% with enhanced CO2. However, no increases in biomass occurred (reproductive organs and foliage). Branchlet TNC (total non-structural carbohydrates) increased 20%, inferring localized carbon saturation. Wurth et al (1998a) found stronger TNC increases (41-61%), upon exposing canopy leaves of four tree species to enhanced CO2, in situ. Wurth et al (1998b) planted seedlings of five local species (tree, shrubs and grass) in the understorey of a closed Panamanian forest. These were grown over a 15 mo nth period, in which 50% were in ambient CO2 and 50% in elevated. All species showed significant seedling growth under elevated CO2, but decreased as understorey light levels increased, and inter-species variation was apparent. Again TNC levels increased under enhanced CO2. One experiment has studied communities of tropical trees, which have been outplanted in natural soil and subjected to elevated CO2. Lovelock et al (1998) grew groups of ten tree species at ambient and elevated CO2 in open-top chambers at the forest margin in Panama. Over six months, there was no enhancement in biomass accumulation. There were also reductions in leaf area index, increased photosynthesis rates and increased nitrogen: carbon ratios. Response was species-specific, but late-successional species were less sensitive than pioneer and midsuccessional species. Table 2: Comparison of mean TNC concentrations (% dry weight) across four studies under ambient and elevated CO2 concentrations. From table 2, it is clear that all four studies mentioned showed increased mean TNC concentrations when exposed to elevated CO2. Despite the increases, this does not necessarily mean TNCs from carbon sources are being transported to carbon sinks, into plant biomass for growth. They include carbohydrates, sugar alcohols, organic acids and lipids, and represents carbon reserves or stores, for future use on demand (Korner, 2003a). So, photosynthesis rates may increase under elevated CO2, producing more TNCs, but may not be used in plant growth, unless needed. Figure 2: Variation in mean concentration of TNC with height in two wet and dry seasons (from Wurth et al, 1998a). Wurth et al (1998a) also compared TNC concentrations, exposed to elevated CO2, with height from canopy height to roots, between wet and dry seasons (figure 2). They found TNC to increase in all plant compartments during the dry season. The TNC again not incorporated into structural growth, because growth was directly limited by dry conditions, and not photosynthesis. More TNC was being stored in reserves. In the wet season, TNC pools reduced, coinciding with resumed tree growth and new leaf production. They inferred TNC concentrations were controlled by moisture availability, in agreement with another study in the area (Newell et al, 2002). On the other hand, Korner and Wurth (1996) found TNC to increase significantly in both dry and wet seasons. This infers plants have a store of carbon, and can mobilize it when needed for growth. To further the understanding of increasing CO2 on tropical forest growth, more and longer-term experiments are needed. Arnone (1996) and Korner (1998) criticize these experiments, as they cannot be scaled up to actual forest size; use only small plants; have a higher than normal nutrient supply; absence of competition; and key processes; such as herbivory and effects of pathogens. CO2-nutrient interactions Nitrogen is commonly seen as the main limiting nutrient of tree CO2 responses (Finzi et al, 2006). However, although this is theoretically an unlimited resource (atmospheric), provided N fixation balances N losses through processes such as N20 losses or leaching (Korner, 2009). Litter mineralization is the predominate source of N in forests. All other nutrients are in limited supply in a given area, with older, more weathered (humid tropics) soils making these nutrients much more limiting to plant growth (Bergametti et al, 1998). Enhanced CO2 can accelerate the rate of symbiotic N fixation, as demonstrated by Tissue et al (1997). Seeds of fast-growing woody legumes from a seasonal tropical forest in Costa Rica were inoculated with N2 fixing Rhizobium bacteria and grown in greenhouses for ~70 days, exposed to ambient (35Pa) and elevated (70Pa) CO2 levels. Seedlings were watered adequately with N-free water solution. Under elevated CO2, photosynthesis rates increased by 49%, compared to those exposed to ambient CO2. As a result growth in elevated CO2 increased 36%. Figure 3 illustrates this, with total plant biomass growing 84% under elevated CO2. Greater rates of photosynthesis mean greater quantities of carbon are transported to the nodules. More carbon supplied to nodules means specific nitrogenase activity (SNA); that is N-fixing enzyme activity; is increased; more energy is available to power the fixation process. Thus a greater proportion of nitrogen is fixed by the legumes and incorporated into the plant for biomass accumulation and growth. Figure 4 shows this clearly, with increases in N content across all parts of the plant. Figures 3 4: Dry weight biomass (gDW) of whole plant, as well as different areas of the plant (left). N content (mg) of whole plant, and different sections of plant (right). (From Tissue et al, 1997). Although there is a high abundance of nitrogen, and fixing increases under CO2 levels, Pons et al (2007) inferred N-fixation is also strongly limited by phosphorus availability, and is absorbed by trees much more efficiently than N (Medina and Cuevas, 1994; Herbert and Fownes, 1995). Pons et al (2007) measured N and P concentration changes in leaves of leguminous plants, in different soil types, in a tropical forest in Guyana. From table 3, general increases in N and P led to positive accumulations of N in leaves. They inferred increases in phosphorus were the main cause for increasing N-fixation, with increasing N concentrations having negligible effect. Contrary to Tissue et al (1997)’s findings, Houlton et al (2008) found N fixation to be less prominent in tropical forests. Pons et al (2007) approximated 6% of total N uptake by trees in Guyana was by N-fixation, and only ~50% legumes used the symbiotic pathway. Nardoto et al (2008) found near negligible N-fixation levels in legumes in Amazonia. Thus, nitrogen is unlikely to majorly constrain C-fixation in tropical forests, but phosphorus is more likely to (Martinelli et al, 1999). Table 3: Phosphorus and nitrogen concentrations in five different soil types, and their affect on N-fixation rates by N contents in leaves (Modified from Pons et al, 2007). Studies in tropical forests in Panama provided clear evidence that trees grown in close proximity to their natural habitat, under elevated CO2, within original soils and under local climatic conditions, exhibited accelerated growth rates when soils were enriched with mineral nutrients (Winter and Lovelock, 1999; Winter et al, 2001; table 4). In the absence of fertilizer there was no significant change in growth rate under elevated CO2 (Lovelock et al, 1998; Winter et al, 2000). No major changes in growth rates were found again were found by Korner and Arnone (1992) and Arnone and Korner (1995). Table 4: The effect of fertilizer/absence of fertilizer application on biomass accumulation for tropical plants under elevated CO2. Clearly the effects of elevated CO2 on have caused mixed responses from different studies. In some studies, greater photosynthesis rates led to increased carbon supply to allow accelerated N-fixation for biomass growth. Other studies highlighted the greater importance of phosphorus in regulating N-fixation and biomass accumulation. Plants grown in the absence of nutrients consistently showed minimal to no change in growth rates, opposed to increasing biomass with those that were enriched with mineral nutrients. CO2-light interactions It is known that shaded plant growth rates are limited by light and CO2. Illuminating plants will lead to accelerated growth, by forest canopy thinning or removal. As enhanced CO2 increases light use efficiency and decreases the light compensation point within the leaf, stimulation by enhanced CO2 in shaded areas can be seen to be similar to canopy thinning or illumination (Long and Drake, 1991). The effect of elevated CO2 on tropical plants grown in deep shade can be significant and can possibly exceed effects grown under horticultural conditions under full light (Korner, 2009). Wurth (1998a) exposed seedlings on the forest floor to ~700ppm CO2 under extremely low light levels (~11ÃŽ ¼mol photons m-2s-1). Tree seedlings grew 25-44% and shrub seedlings grew 59-76%. Lovelock et al (1996) observed similar results of mycorrhizal growth of tree seedlings, although P supply may have had an influence. Thus elevated CO2 promotes expansion into shaded areas. As expressed, as most tree seedlings wait to exploit an opening in the canopy, lianas employ a different strategy. Lianas are situated in deep shade and aim to occupy maximal space, but with minimal structural investment (Korner, 2009). Elevated CO2 increases the probability of lianas reaching the upper canopy. Granados and Korner (2002) studied biomass and growth rates for three liana species; simulated in a tropical understorey environment with seed and soil from Yucatan; under high and low light levels; and under ambient and elevated CO2 levels. From figures 5-7 it is apparent that liana biomass increases at higher light levels for all three species. However, liana growth rate is much larger at lower light levels (up to +249%), opposed to higher light levels (up to +52%). These higher growth rates are at moderately elevated CO2 levels of ~420ppm. At ~700ppm, growth rates reduced or even reversed. Thus, individuals within the understorey with low light levels (under moderately elevated CO2 levels) have the potential to grow upwards towards the canopy at a faster rate than those in higher light levels. Figure 8: Comparison of biomass change and growth rates; under ambient and elevated CO2 concentrations; between temperate and tropical liana species (from Korner, 2009) This consistent trend in increased growth rates under low light levels has also been confirmed for temperate liana species (figure 8). Hattenschweiler and Korner (2003) found growth rates between 64-80% under low light opposed to 23-40% under high light. These results could support reasoning for the enhanced vigour and reproduction of lianas observed in recent decades in Panama (Wright et al, 2004) and Amazonia (Phillips et al, 2002). Elevated CO2 may cause lianas to behave more aggressively, thereby inducing faster forest turnover, and reducing tree carbon storage in the long-run (Korner, 2004). Other factors have also been attributed to explain current liana growth, such as reduced rainfall (Swaine and Grace, 2007). Epiphytes are another important organism that influence tropical forest tree dynamics, and grow in tree crowns. Epiphytes derive from succulents, and may utilize CAM (Crassulacean acid metabolism) photosynthetic pathways, although some can use C3 pathways also (Korner, 2009). Contrary to lianas, evidence suggests epiphytes don’t benefit from elevated CO2 (Monterio et al, 2009). They tested the effect of doubling CO2 concentration; as well as increasing light and nutrient levels; on growth of six epiphyte species from the Neotropics. Figure 9: Relative growth rate (mgg-1d-1) of six epiphyte species under increasing CO2, light and nutrient levels for six different species. C3 pathways (V=Vriesea; C=Catopsis; O=Oncidium). CAM pathways (T=Tillandsia; B=Bulbophyllum; A=Aechmea). From Monteiro et al (2009). From figure 9; across the six species; elevated CO2 increased relative growth rates by only 6%. Although C3 species grew 60% faster than CAM, the two groups showed no significant difference in their CO2 responses. High light increased average growth rates by 21%; high nutrients by 10%. The findings contrast with those noted by Granados and Korner (2002) and Wurth et al (1998a), who found significant positive responses of lianas to elevated CO2 and deep shade, opposed to high light intensities. Thus, epiphytes will pose a lower risk to forest turnover and carbon stock losses. CO2-water interactions CO2-water interactions have two sides: the CO2-driven stomatal response; and the interactions with weather; such as drought. Under elevated CO2 conditions, plants will always absorb more CO2 per unit of water lost; regardless of stomata respond. However, experimental evidence confirms stomata may not be as sensitive to CO2 as previously thought (Korner and Wurth, 1996; Lovelock et al, 1999). The increase in atmospheric CO2 over the last century has highlighted the dynamic relationships between CO2 gain and water loss. The evidence for this is within tree rings, in the form of stable carbon isotope signals. Hietz et al (2005) observed these changes in Amazonian trees, where a change in ∂3C over the past two centuries infers increased intrinsic water use efficiency. Traditionally, when water acts as a limiting factor, scientists have drawn upon an array of responses; such as stomatal closure; reduced photosynthesis and growth. However, it has been understood for decades that photosynthesis is less sensitive to reduced water potential than biomass growth. Most of the evidence is derived from non-woody plants (Korner, 2003a). Less water uptake reduces turgidity, which reduces tissue formation, eventually limiting CO2 uptake. Wurth et al (2005) completed an extensive inventory for 17 tropical tree species in both the dry and wet seasons in Panama. They found NSC pools to be largest when growth was lowest and smallest when growth reaches a maximum. This is counterintuitive to what is normally expected! It had been suggested that high NSC levels found in trees under growth limitations by environmental factors, such as drought, does not reflect source saturation by C, but a precaution strategy by which NSCs are stored in a reserve (Lewis et al, 2004a).

Essay on Appearance versus Reality in The Handmaids Tale

Appearance versus Reality in The Handmaids Tale Imagery is an effective element used by writers. It allows readers to be one with the story and to better comprehend the actions and thoughts conveyed by the author. In Margaret Atwood's The Handmaids Tale, actions and images of Offred and other individuals parallel with the theme of appearance versus reality. These images such as food and nature are reoccurring to further stress the theme. The gustatory and olfactory images of food and perfume, as well as the kinesthetic and visual imagery of cutting flowers and sexual intercourse juxtapose the discontentment of Offred's life as a handmaid. Food is a symbol of fulfillment. As the novel opens, we are quickly associated with it as Rita asks Offred to pick up things from the grocery store. "Fresh eggs, ... cheese, ... steak, ... and peas;" with this image, the reader visualizes the food, as well as smells and tastes it (15). With this vivid boisterous image of food, it appears that Offred and the handmaids are nourished and fulfilled with not only nutrition, but in life as well because food is a symbol of life. But in actuality, Offred is not fulfilled with her life because of the lack of freedom she has, and the remaining handmaids fell the same way. The food that they embellish is not as rich as Atwood's gustatory and olfactory images make them out to be. The handmaids' diets are controlled, especially those of expecting mothers, by other individuals. The olfactory image of "lemon oil, heavy cloth, fading daffodils, the leftover smells of cooking, ... and of Serena Joy's perfume: Lily of the Valley," introduc e a new element of reality into the n... ... is an image of appearance versus reality. Serena Joy "grips [Offred's] hands as if it is she, not" Offred, is having intercourse with the Commander (121). On a larger scale, it appears that the utopia is satisfying, but in reality, it is only a fantasy, and amplified vision of sadness. The gustatory and olfactory images of food and perfume, as well as the kinesthetic and visual imagery of cutting flowers and sexual intercourse contrast with the unhappiness of Offred's life as a handmaid in Atwood's novel The Handmaids Tale. Atwood's use of imagery parallel with her use of the theme appearance versus reality. Though all the images of flowers, food, and sex seem to suggest happiness among the inhabitants of the utopia, in reality, they are underlying symbols of the dystopia they represent. Essay on Appearance versus Reality in The Handmaids Tale Appearance versus Reality in The Handmaids Tale Imagery is an effective element used by writers. It allows readers to be one with the story and to better comprehend the actions and thoughts conveyed by the author. In Margaret Atwood's The Handmaids Tale, actions and images of Offred and other individuals parallel with the theme of appearance versus reality. These images such as food and nature are reoccurring to further stress the theme. The gustatory and olfactory images of food and perfume, as well as the kinesthetic and visual imagery of cutting flowers and sexual intercourse juxtapose the discontentment of Offred's life as a handmaid. Food is a symbol of fulfillment. As the novel opens, we are quickly associated with it as Rita asks Offred to pick up things from the grocery store. "Fresh eggs, ... cheese, ... steak, ... and peas;" with this image, the reader visualizes the food, as well as smells and tastes it (15). With this vivid boisterous image of food, it appears that Offred and the handmaids are nourished and fulfilled with not only nutrition, but in life as well because food is a symbol of life. But in actuality, Offred is not fulfilled with her life because of the lack of freedom she has, and the remaining handmaids fell the same way. The food that they embellish is not as rich as Atwood's gustatory and olfactory images make them out to be. The handmaids' diets are controlled, especially those of expecting mothers, by other individuals. The olfactory image of "lemon oil, heavy cloth, fading daffodils, the leftover smells of cooking, ... and of Serena Joy's perfume: Lily of the Valley," introduc e a new element of reality into the n... ... is an image of appearance versus reality. Serena Joy "grips [Offred's] hands as if it is she, not" Offred, is having intercourse with the Commander (121). On a larger scale, it appears that the utopia is satisfying, but in reality, it is only a fantasy, and amplified vision of sadness. The gustatory and olfactory images of food and perfume, as well as the kinesthetic and visual imagery of cutting flowers and sexual intercourse contrast with the unhappiness of Offred's life as a handmaid in Atwood's novel The Handmaids Tale. Atwood's use of imagery parallel with her use of the theme appearance versus reality. Though all the images of flowers, food, and sex seem to suggest happiness among the inhabitants of the utopia, in reality, they are underlying symbols of the dystopia they represent.

A Proposal to Stop the Poaching of the Siberian Tiger Essays -- Argume

A Proposal to Stop the Poaching of the Siberian Tiger One of the world’s most beautiful creatures, the Siberian tiger, has been roaming earth for many years. The Siberian tiger subspecies has been subjected to many obstacles, which make it very difficult for it to survive. Their main threat is not lack of food, but â€Å"man,† one of God’s most fierce and cruel species. Because of man the tiger population has reduced to approximately 400 in the wild, and restricted their remaining habitat to the Russian Far East (Field Projects). Man has done many things to destroy the Russian Siberian tiger. They have cut down forests and moved in on the tiger’s territory, causing them to flee and become fragmented throughout Siberia making it hard for them to mate and hunt. Poaching has also made it difficult for the tiger to survive. Man has illegally killed this magnificent animal over decades for sport, food, trade, medicinal purposes, and to protect their livestock. Though man is very powerful and capable of causing the extinction of the Siberian tiger, they are also capable of helping the tiger to survive. Many people are supporting conservation organizations in order to help the surviving population of the Siberian tiger. These conservation organizations are trying to stop the annihilation of the Siberian tiger by strengthening anti-poaching patrols, establishing a compensation program for farmers, and educating people. According to researchers, â€Å"between 1990 and 1994 approximately sixty tigers were poached a year† (Field Projects). Some Russian experts predicted, â€Å"that, if no immediate measures were taken, the Siberian tiger would go extinct soon after the year 2000† (Field Projects). The Russian ministry of environment began a project... ...ob to clean up what we started and end the illegal killing and help the tiger population to expand and survive in their habitat. Many foundations have been funded in order to make this possible, it is also our job to make sure they stay in effect to eventually end the poaching of the Siberian tiger. Richard Burge noted in Riding the Tiger, â€Å"The tiger is more than a charismatic predator: it is a keystone subspecies in its environment. By saving the tiger in the world, we save complex ecosystems and habitats that would otherwise be destroyed in the relentless march of human need and, all too often, greed† (U. S. Fish & Wildlife Conservation Act). Works Cited â€Å"Field Projects.† 5 Tigers. 3 October 2001. United States Fish & Wildlife Service. Rhinocerus & Tiger Conservation Act. Summary Report 1999-2000.

John leo Essay

In John Leo’s article, â€Å"No books, please; we’re students’’, Leo discusses the issues with current college students and their lack of drive and ambition. Leo provides his readers with a multitude of statics and example why he feels college students have become lazy and disengaged. Leo introduces his readers using a survey from UCLA’s Higher Education Research Institute stating, â€Å"Only 35 percent of students said they spent six or more hours a week studying or doing homework during their senior year in high school; down from 43.7 percent 1987.’’ John Leo’s article claims that college students are losing an interest and enthusiasm for college. John Leo fills his article with statics and quotes from professors and teachers complaining about the lack of will power student have. â€Å" The real problem is students who won’t study,’’ wrote a Penn rSate Professor in the article. Leo also stated† disengaged rudeness† was the common attitude.† Leo’s article slams today’s college students on many levels. Leo’s article uses terms such as, disengaged, ignorant, and â€Å"inarticulate† to describe college students in today’s society. Leo clearly support his arguments and options with actual quotes from professors but I do not agree with his approach nor his arguments. Being a college students is not only about reading books and is definitely not only about students. There are plenty of professors that clearly don’t care or don’t like their jobs. Students can tell if a professor is passionate about a subject just like a professor can tell if a student is truly lazy or just struggling with the subject. Assumptions are being made on college students through Leo’s arguments. Leo did not thoroughly look into his students because his arguments are one sided. Leo does not provide his readers with the pros and cons, only the negative light is shed on how students learn or lack there of. John Leo’s article, â€Å"No books, Please; we’re students’’ targets today’s college students and negativity shows one side of a student’s life. Leo uses statistics and quotes from an array of professors to show the lack of interest college students show in today’s society but his approach is  extremely one sided and not thoroughly executed. More research and quotes from multiple views should have been provided.

Paradise Lost Essay

Paradise Lost is a poem by John Milton that is about the Fall of Man, how Adam and Eve were tempted by the serpent who is Satan, and how God sent them out of the garden. Satan makes the angels turn against God leading to his expulsion out of paradise as well. God’s mercy, the son of God and the ultimate salvation and redemption are brought out in this epic poem. The poem is a series of arguments that were an expression of the characters in the poem. On further reading the poem, one understands that these poems are an expression of what Milton holds as the truth. He employs the use of analogies are digression to explain his belief with Satan considered a hero. Puritans were the extreme Protestants who were within the Church of England who held a strong belief that the Reformation did not make enough changes in the teachings and structure of the church. Puritans therefore found it upon themselves to purify their church by doing away with whatever they regarded as Catholic influence. They are extremely strict especially with regard to morality and religious matters. Puritans hold strong convictions regarding various aspects on the Biblical teachings. First, that personal salvation was from God alone. Secondly, that the Bible is the Bible was the true guide to life. Thirdly, that the way a church lives should be in accordance with what the scriptures say and finally that the society was unified as one. This paper will explain how the poem Paradise Lost is a reflection of John Milton’s Puritan beliefs. Milton discusses topics like the reality of evil, divine providence and the unification of the human race as one. As mentioned above, these are the strong convictions of Puritans. Paradise Lost is seen to be Milton’s expression of his Puritan belief which is mainly truth and purity despite the decadence of the society. In Book V, Abdiel, who was confronted by Satan refused to rebel against God and jealously guarded his faithfulness to God. The poem begins with a civil war in heaven. Here, Lucifer was exiled out of heaven after revolting against God. Together with Beelzebub, they form an alliance. This is a reflection of the civil war that happened in England with the puritans characterized as Lucifer and England as God. The Puritans had tried to take over England the same way Lucifer tried to overthrow God. Many Puritans were killed. Milton was excommunicated from the society just like Lucifer was sent away from heaven. Conclusion  Milton argues in his poem that just as God is not to blame for the fall of man, neither was Milton to take blame for the corruption and subsequent trials that were faced in England at the time of Oliver Cromwell. That the failure of Puritanism was as a result of the people not accepting God’s will in the ruler ship of England. The conclusion of the poem is based on Milton’s belief that absolute obedience to God will lead to order and sanity in the society and the world at large. According to John Milton, Paradise Lost is a parallel to the civil wars in England and the English Reformation that led to the emergence of the Puritans.

Impact of Technology on Organizational Development Essay

Introduction Technology has left its magical touch everywhere. Business organizations are not out of that magical touch. Organization development and technology are very closely related. Every organization leverages technology to support their overall strategy. Different organizations are using technology to a various extent. By using technology, organizations have become more efficient than organizations before them. Technology allows the organization to achieve their goals. Technological developments enable productivity allowing reorganization of organizational structure, activities and culture. In return, it greatly improves the effectiveness of the organization. However, for this to last and stay a reality, the use of technology should be leveraged at its fullest extent to maximize results. Indeed, the rise in productivity could be a result of organizations having the ability to grasp, appreciate and absorb current technological advances into their structure, creation and culture. Efficient business processes enable business ventures to save money and time. To hold market share, organizations also try to incorporate the latest technologies as much as possible. Organizations should continue to strive to use modern systems that are concurrent with the latest technological advancement. Therefore, regulating modern systems confirms that organizations consistently use up-to-date technological systems to improve business procedures, as well as ensures that those systems and procedures are consistent within the entire organization. If productivity increases, it will be a result of an increase in the efficiency of the business process and decrease in expense which is the indication of an increase in overall income. The scope of technology that a corporation can adopt is immense; starting from buying a personal laptop with an application program, to investment within the latest progressive computer-aided production machinery. No matter the quality of the system or the dimensions of the organization, one factor is for certain – the incorporation of technology or information systems can result in change. Implementation of technological systems will act as a catalyst for change. Literature review Technological use has been widely recognized now. It is very important for an organization’s survival and growth. Among the use of different types of  technology it has been seen that the use of Information Technology (IT) is more frequent. According to Crichton & Edgar (1995), in dealing with the market complexity IT helps an organization to a great extent (Farhanghi, Abbaspour & Ghassemi, 2013). For instance, it has become difficult to run a business in the hotel industry without the help of IT. In the past, the check-in process at a hotel was manual, but now the check-in is performed with the use of software programs. The use of software has made the check-in process easy and time efficient. To evaluate the performance of the employees, hotel businesses are using different software programs such as Small Improvements, TribeHr or HRM Direcct With the help of IT, organizations are able to offer better product offering. Many organizations offer customized products or services to their customers and it is possible only because of technology. Customization in the banking sector can be the best example of customized service offerings. Citibank improved its Internet site in 2002 to provide easy navigation and access for customers, which is the adoption of latest technology in their organization (Mininni, n.d.). This adoption allows the customers of Citibank to set up a customized home page catered to their individual needs and preferences. On the home page, customers can keep the content in a layout that work in the best way for them. Technology plays a vital role in shaping organizational structure. Whisler (1970) argued that increasing vertical information results in centralization of information, and IT impacts the structure of the organization (Farhanghi, Abbaspour & Ghassemi, 2013). According to Church & Waclawski (1998, 2001), people are now in the era of information (Church, Gilbert, Oliver, Paqu et & Surface, 2002). For instance, if an individual wants some information about a specific hotel, he can use a laptop to find information about the hotel. He can reserve a room through online reservation. Hronec (1993), illustrated the role of information as â€Å"vital signs† to drive and evaluate initiatives related to organizational development (OD) and human resource development (HRD) which are more significant now than before (Church, Gilbert, Oliver, Paquet & Surface, 2002). For instance, most organizations are using performance appraisal software such as Trackstar Performance Appraisal, Wingspan, or Empxtrack for the performance appraisal of their employees. Most businesses are now operating either with computers or communication devices. These devices allow the organization to organize information such as data base, personal schedule and so on (McGrath, 2008). In the view of Waclawski & Church (2002), technology has showed a different way to look at OD as a truly data-driven process (Church, Gilbert, Oliver, Paquet & Surface, 2002). Consistent with the view of Tippins (2002), to achieve the advancement in the field of OD, technology has brought more opportunities (Church, Gilbert, Oliver, Paquet & Surface, 2002). Impacts of Technology on Organizational Development Technology has various impacts, both positive and negative, on the development of the organization. Technology definitely has its place among the key parts that form a corporation. The formal structure or arrangements inside a corporation may be plagued by the arrival of recent technology; this does not need to be the case in every circumstances. A change may also occur when businesses change the way they operate. One futurist plan whose views are being validated is that the notion of the virtual geographical point (Kerman, 1995). The basic idea of this concept is that employees are able to work independently and will have accesses to information. The concept of not having a group workplace area definitely would be a modification from the standard routine of being physically present at the workplace from nine to five (ideally) and working. Such a concept would clearly be obsessed on the duty to be accomplished. In the case of virtual work spaces, employees have the autonomy of doing their assigned jobs. Tasks would be more focused, target oriented and the performance evaluation would not be on the basis of face to face interactions rather on the basis of how employees are performing their appointed tasks. Computer networks permit people to react quickly, share ideas, and transfer information regardless of physical locations. This is how technology allows supervisors to monitor the activities of their subordinates without requiring subordinates reporting them physically. Technology provides additional profit to organization, though it has some cost as well. However, in terms of return, it brings more than the cost to the organization. For instance, if a restaurant creates a website and start taking orders online, it would have some costs associated with creation of the website; however the restaurant will be able to tak e more orders than before creating the website. Technology helps to accumulate  ability and reduces duplication of resource. It also enhances career developments and eases the communication among employees of an organization. For example, many organizations use information systems within the organization to allow employees to communicate with leadership and subordinates. Information systems enable easier communication between employees. Technology provides structure making work easier. It increases the safety of recognized sources and interdependencies, allows diversification, and increases accountability between departmental managers. Technology can change the total operating model. For a quality work life, it is important to have a technological advanced setting which supports reduce absences, turnover, and accidents, through the use of prime quality digital computer (Hackman, 1977). Additionally, technology improves company’s sales and services. It improves division work by permitting staff to use personal electronic d evices to make sales displays, transmit orders and client information to the house from workplace. These electronic devices shorten the interval corporations spend receiving and delivering product or services, which can be a competitive advantage for the organization. Corporations can also send sales representatives to multiple markets at a shortest possible time, permitting them to penetrate multiple markets with negligible costs. Each business must use technology to achieve competitive advantage. In today’s environment, time and competence are essential factors in business growth. To survive in business, people should take advantages of technologies. Technology has changed the life of people; it has brought revolutionary changes in each operational sector. Through technological advancement, corporations are able to increase productivity, reduce costs, minimize time, etc. Technological advancement is equally necessary to OD practitioners. OD practitioners can use technology to gather knowledge, analyze actual state of affairs, and provide outcomes. The use of technology within the organization will bring the best result when employees of the organization are connected to the technology. Technological advancement increases competition, fosters rapid growth, and mitigates environmental changes imposing on the organization to reorganize themselves (Cummings & Worley, 2009). Technology dictates the pace of economic process within the space of information and communication technology (ICT) as this is often the main driver of processes. In the 21st century, developing countries are  concentrating on adopting technology as much as possible within organizations. Developing countries are viewing the application of technology in organizations as an economic development. Many organizations from developed countries are doing outsourcing from the developing countries [provide an example here]. These outsourcings are playing a vital role in the economic development of developing countries. Technology has changed the life of people; it has brought revolutionary changes in each operational sector. Through technological advancement, corporations are able to increase productivity, reduce costs, minimize time, etc. Technological advancement is equally necessary to OD practitioners. OD practitioners can use technology to gather knowledge, analyze actual state of affairs, and provide outcomes. The use of technology within the organization will bring the best result when employees of the organization are connected to the technology. Technological advancement increases competition, fosters rapid growth, and mitigates environmental changes imposing on the organization to reorganize themselves (Cummings & Worley, 2009). Technology dictates the pace of economic process within the space of information and communication technology (ICT) as this is often the main driver of processes. In the 21st century, developing countries are concentrating on adopting technology as much as possible within organizations. Developing countries are viewing the application of technology in organizations as an economic development. Many organizations from developed countries are doing outsourcing from the developing countries. These outsourcings are playing a vital role in the economic development of developing countries. Technology helps organizations achieve goals. However, technologies have some blockade. First, technologies are expensive. Second, individuals have to be capable to use advanced technical instruments. Individuals cannot work effectively until there is a free flow of sound data and technology. Proper work results in an increase in profit for the organization. Organizations typically pay a lot for the installation and maintenance of their own technology. Organizations want to keep information secret and safe about their technology. Output will be higher when employees have sound knowledge about the technology within their organization. Organizations have to take initiatives to teach their employees about technology. Once individuals have sound knowledge about technology then they have to know how to apply the application of their  earned knowledge. It is the responsibility of the OD practitioner to find out when individuals need training. OD practitioners try to reduce barriers and increase gains.. Organizations need to provide training about performance, competitions, elaborate program design, and many more. With proper training, employees will be able to make the best use of technology. Thus the organization will be able to achieve the goals. Conclusion In the end it can be said that the installation of a technology in the organization will not be enough to achieve organizational goals. The overall success depends on some other factors as well. Installation of a technology is only the beginning. Organizations have to provide proper training to employees to achieve the maximum advantage from the installation of the technology. Organizations have to have a close look on the performance of the organization as well. OD practitioners play a vital role to get the best result from the use of technology. When a change comes to the organization there will always be some resistant. Some employees may not accept the change. OD practitioners have to deal with these issues. They have to create the readiness for change and overcome the resistance. It is the responsibility of OD practitioners to ensure consistent training for all employees. If training is not consistent among the members of a same group then there could be a probability of conflic t among the group members. OD practitioners have to pay close attention to these issues as well. A combination of effort from all employees within the organization is needed to have the best result from the use of technology. To survive in the present competitive business world technological knowledge is must for any organization.