Knowing a foreign language means much more than knowing words and the Essay

Knowing a foreign language means much more than knowing words and the rules to combine them - Essay Example Knowing a foreign language means much more than knowing words and the rules to combine them Since I know that words and grammar alone would not be necessary, I would have to find out the exact meanings behind what I intend saying or communicating. This is because people will look up to me when I make use of the foreign language. Then again, my comprehension is such that the context receives more significance because it is something that shall put words into proper play (Bissell 1989). It will teach me where to use what and how to make things work as far as my communication domains with a foreign language is related. I will master such concerns easily when I exactly know where I am lacking and what efforts I am making to reach the intended destination. My plan is to have as less mistakes as possible so that my concentration is based on solid footing. It will allow me to experience my own nuances and comprehend things that are significant from second language adoption mechanisms. I am confident that my plan shall see the light of the day if I remain headstrong and consistent because learning a foreign language is always seen as a difficult task. Many people have avoided such a realm within their fore and my learning would not be taken as an exception. Then again, I will give my best to make sure that my plan meets success. What is even more pivotal is the fact that I shall learn new things along the way, which on any given day is a positive for me. I am supremely confident of my abilities and skills as this is the reason why I am consistently moving ahead. Even though it is always a good sign to know the rules of the foreign language, the fact of the matter is that learning a new language requires patience, empathy and understanding by all concerned, and not just the learner himself. Some believe that it is an easier task than people think it to be, this is not reality in the sheerest sense. The need is to find out how people adapt towards learning a new language which is foreign more than anything else. I will make sure within my plan to remain as clos e to the context as possible because this is something that will win me favors anytime. If I remain stuck on to the contextual details, my learning of the foreign language will be done easier (Kelm 2003). But if I lose track somehow, there would be a number of problems as far as learning is related. It will make me feel disjointed with the foreign language that I am trying my best to master. I will do everything within my grasp to comprehend the rules and dictum that this new language brings and try to relate the same with what I have learned within other languages in the past. For me, the foreign language will not only be a language but also a way of life, a different cultural manifestation that I shall get to know within the future. I am certain that this will go a long way in detailing what is deemed as my strength and what shall remain as something that I have still to gather in the coming times. As far as my particular emphasis is concerned, I will focus on getting on to the co ntext more than mere grammar and spellings. I will also give secondary importance to sentence structure but what would remain quintessential is how I shall take up the context under which the foreign language is being learnt. I will follow up my plan by being vigilant and focusing more on what I need to learn along the way. This will mean that I shall derive support and encouragement from the people who already know the foreign langu

Dealing with Attendance Issues

Dealing with Attendance Issues People take days off and are sometimes late for work. That is a given. The most common problem is when people take days off when they are not sick, such as wanting to stretch the weekend into 3 days, but when they really are sick, they come into work because they have run out of sick days. This is not good for the employee or other employees as they can become sick. The real problem, however, happens when they call out sick after they have exceeded the sick days allowed for the year. You cant turn a blind eye to this behavior and it is unfair to those who make it a point to come to work everyday and are on time. It is usually just a couple of employees who are the culprits. It is especially hard to deal with attendance problems with a person who is otherwise a great employee. Nonetheless, you have to deal with it, and with equality to all. Here are eight points to keep in mind on how to control and possibly reduce attendance issues: Make sure your employees understand your view towards attendance. Make it a point to share your passion towards having a low absentee and tardiness department. Your supervisors also really need to fully understand the attendance expectations as they are on the front line and will see the infractions much more easily than you. If HR has not created one, have an attendance policy that clearly lays out the guidelines. Also lead by example by getting to work a bit early, leaving a bit late, and rarely, if ever, call out sick. Have your employees call you direct instead of their immediate supervisor. They might think twice knowing you, the manager, will answer the phone or hear the voice mail. Maintain accurate records. There are easy to use software programs to track attendance. You can even use something like your Outlook calendar to make a note of each infraction. Create easy to use codes to not take up too much space. For example, instead of John Doe called out sick or John Doe was 15 minutes late, use something like JD-S or JD-15m. Look for trends. If you see an employee call out on a Friday or Monday, chances are they are taken advantage of sick days for pleasure. If you see an employee call out at the end of the month when your department is at its busiest, you most likely have someone who is not a team player. If an employee is always around 5 to 10 minutes late, its not just a one off traffic jam but someone who just is not making the effort getting ready and to work on time. You might even see repetitive signs of sickness or tardiness with the employee looking like they have been partying all night. You want to address these trends as soon as possible. Individual problem have a one on one meeting. Multiple people hold a team meeting. When you have an individual or two who are repeat offenders, you want to deal with them separately. Dont punish all for a few problem employees. However, when you are seeing a trend with multiple members of the team with attendance issues, you need to hold a team meeting and show the statistics. Stress how it can damage the achievement of goals. Reducing absenteeism might even turn into a goal in itself. This will show all that you are serious about attendance, and how their attendance is important to the overall success of the team. Stress that you should not have to hire more people to achieve the goals due to poor attendance. This will put on certain peer pressure that can work to your benefit, especially if you offer a reward to the team if they achieve an attendance record you have set. Allow for personal business. It is better for your employees to be up front and tell you the truth. There might be a few occasions when someone needs to take some time off in the day to handle something that can only be dealt with during business hours. Just make sure they do not take advantage of this gesture. Create an award program for those who do not call out or are tardy for a certain period of time. It can be a paid day off or other ideas that were given in lesson 3. It shows that even though you are a stickler regarding attendance, you want to show your appreciation to those who make it a point to show up to work and being on time. Have them make up time missed to make up for time lost. Depending on state laws and company policy, this may be an option. If not, can they use some of their vacation time, or get no time if they have already used up all of their sick time? The no time means they would not get paid for the time missed. It would affect hourly/non-exempt employees much more. Steps to take when dealing with attendance problems: 1. Counsel and verbal warning: E-mail, or get their attention privately as to not embarrass the individual, to meet in your office. Start off by stating you are concerned over the absences or tardiness. Establish the reasons and determine what needs to be done to improve the attendance issues. If the problem does not appear to be a major health issue of any sort, you should advise the employee that an improvement in attendance is expected, or the next step in the procedure will be taken. There should be no more attendance problems for the following 6 months. Monitor the attendance monthly and proceed to step 2 if the problem continues. Document this meeting and consider it a verbal warning, not a written warning. You should notify HR if there are any medical issues that can possibly keep the employee out of work for any length of time. If the doctor confirms fitness for work, the employee needs to be warned about the consequences of continued absence. 2. First written warning: If the employees absences continue, set up a second meeting. State the purpose and be prepared to discuss the reasons for the absences. Talk about the implications and how it affects the team and department, not to mention the company, and warn that if the problem continues, employment may be suspended and/or terminated. This all depends on how HR has set up the attendance policy. Document this meeting and consider it a written warning. Monitor for improvement, if there are still problems, go to step 3. 3. Second written warning or suspension: If there is still no improvement, consult with HR on what should be done next. If you can, and would like, set up another meeting with the same criteria as described in steps 1 and 2. Listen to what the employee has to say, and let them know you will get back to them to determine the next step. You can either give another written warning stating the next infraction is automatic suspension and/or termination, or go straight to the suspension stage. Again, this is determined on the existing HR policy. 4. Suspension and/or termination: If no improvement in attendance occurs, you should proceed with a temporary suspension without pay. The intention to suspend should be confirmed in writing with details of start and end dates. HR will be involved and your presence may or may not be required. It is imperative that you have documented every meeting with exact detail. This might be needed if it ever goes to court. If it is determined that the employee should be terminated, the employee should be advised that as a result of excessive attendance issues, they will be dismissed. At this point, HR policies regarding pay and benefits will be discussed. Before you take drastic measures with all that has been discussed so far in this lesson, make sure the problem is not morale related or some other underlying issue. The fault might be yours due to departmental cracks, which you will need to find out what is wrong and fix as soon as possible. There might also be a problem with the time clock, parking situation, or scheduling that you should do your best to fix, or come up with an alternative solution.

Comparision Between Tabloid and Broadsheet Newspapers -- Media News Ne

A comparison between how broadsheet and tabloid newspapers convey the same story I have chosen to compare a story from The Times as my broadsheet paper and The Sun as the Tabloid. The story is primarily about a man who had raped his two daughters several times. In The Times, the headline said ‘How two girls were trapped by shame, fear and the love of their own children’. The Broadsheet focuses on sympathizing for the girls, giving all information they have in a straightforward way and getting the story through rather than trying to get attention or exaggerating the story, as they did in the tabloid paper, The Sun. The headline was ’25 life terms for Brit Fritzl who raped his two daughters 1,000 times’. The numbers stand out and make the story seem more shocking. 1,000 is a very big number and it makes any audience shocked to see such a big number in a headline. As this is a tabloid, you never know, the number might have been altered. But that is not the first thing that comes to mind when you see such a headline. You would want to read more about it. In the Broadsheet, the man who raped his two daughters is referred to as ‘Mr X’, as his family do not want to be recognized in public, and it is also ag ainst the law to identify names for a story about sexual abuse. But in the Tabloid they avoid needing to use a name as a reference. In the tabloid, the man is compared with a well-known Austrian person named Fritzl who just like ‘Mr x’ had raped his daughter then imprisoned her. This is very typical of a tabloid paper to make comparisons and also use informal language such as ‘Brit’. The language in the tabloid is much more easy to understand, and it is quite informal and simple. It is the sort of language you would use ever... ...ger audience, one who would rather know the general details rather than the whole story in detail. That is why I prefer to read a tabloid paper as it is easier to empathize with for you have a better understanding of what is going on. It keeps it short so that you can move on to the next story. But that is my opinion and I fall into the tabloid’s aiming category, and others may have different ideas. The Broadsheet is aimed at a smaller yet more complex audience, who would want to know all the details in the story. Stories in broadsheets are more about business, tax or politics, the sort of things that these sort of people are interested in, so it helps if they know all the smallest details. Broadsheet uses increasingly formal language, for more mature readers. That is why I find in hard to read a broadsheet newspaper, I would rather just know the general details.

7 Habits of Highly Effective People – Restoring the Character Ethic

The Seven Habits of Highly Effective People Restoring The Character Ethic By Stephen R. Covey While I was reading ‘The 7 habits of highly effective people’ by Stephen R. Convey, many things were running through my mind. Stephen R. Convey’s words encourages us to live our life by some specific â€Å"principles† which can represent our overall effectiveness as a human in individual or social context. This book helps us to know â€Å" How our habits can affect our character† and â€Å" How our character can affect our destiny†. I am completely agree with Steven R. Convey’s The 7 habits of highly effective people’s principles and will try to evaluate their significance in general life. There are 7 habits mentioned by Steven R. Convey in his book by adopting them in our everyday life we can become highly effective people. He defined Habits as the combination of Knowledge, skills and desire. By adopting all these habits in our everyday life, mentioned in his book, we can move through the maturity continuum day by day. Initially, according to first three habits of Convey, we move from dependence to Independence (private victory) and later by four habits we move from Independence to Interdependence (public victory). In his words, â€Å" How we apply a principle will vary greatly and will be determined by our unique strengths, talents, and creativity, but, ultimately, success in any endeavour is always derived from acting in harmony with the principles to which the success is tied. † I like the Convey’s style of writing and the way he structured his book, The Seven Habits of Highly Effective People. The words he used and the forms in which they are used are very simple and different from what we are used to seeing today’s literature. I think, this is one of the main reason why Stephen R. Convey is on the bestseller lists having sold more than fifteen Millon copies. Every single people in the world, who want to be a leader in personal and professional level want to know more about Stephen R. Convey’s The Seven Habits of Highly Effective People. PARADIGM The Seven Habits of Highly Effective People begins with the notion that every people perceive the world differently. They have their own unique â€Å"lens† to view the world, so; it’s nearly impossible to separate observation from the observer. In Convey view, all of us have our own paradigm. In general sense, paradigm is a way we see the world around us in terms of perceiving, understanding and interpreting, not in terms of visual sense of sight. Convey writes, â€Å" Depend on our way to see things, our behaviour and attitude change. The way we perceive things is the main source of the way we think and act toward that situation. † These paradigms are the main source for defining our behaviour and attitude towards any particular situation. I quite agree with his statement, that we cannot act and think outside of the paradigm in which we find ourself. It’s true that we cannot talk and walk differently than what we seeing and perceiving in any moment. We can try to change our outward behaviour and attitude for very little time but finally we have to find out actual paradigms from which those behaviour and attitude flows, because in the long run we can’t sustained same attitude and behaviour for paradigm different than the one where these attitude and behaviour actually belong. PARADIGM SHIFT Thomas Kuhn was very highly influential author who introduced ‘Paradigm Shift’ words first time into his own book: The Structure of Scientific Revolutions. Kuhn mentioned in this book that for every breakthrough in any field of human endeavour is start by breaking old and traditional paradigms. Convey tell this paradigm Shift as an â€Å"Aha† experience, when someone sees the picture from another view or angle. It has been observed that if a person is more bound to his initial perception, this ‘Aha’ experience is more intensive in his case. Its true in my case as well, I often felt this Aha’ experience many times in my life. Whenever my paradigm shifts, I see things differently, and because I see differently, I feel differently, and because I feel differently I behave differently. During this paradigm shift process, I don’t have to worry about controlling my behaviour and attitude; they change by themselves. According to convey, sometime s just a little knowledge is quite enough to examine our paradigm shift and sometimes people need life threatening experiences or complete role change in a their life to realise paradigm shift. As we know, many people want to be successful and effective in their respected lives. They have some desires, goals and dreams to full fill but they are reluctant to honestly examine our own paradigm. They are unwilling to look at the things in the way they supposed to look. This can be easily understood by the story of the manager, who was taking management training classes and seminars. Although, he was very friendly with his employees but he never seen any sign of loyalty and responsibility from his employees toward him. He knew, that if he took a day off from his work, his employees would spend all day by walking and talking around water cooler. Convey suggest the manager to ask some question to himself before asking anything to employees like, â€Å" Despite, having friendly behaviour of my, are they disloyal employees so bold to ask me why I am treating them like a mechanical objects? † Having Knowledge of our own paradigm is good in many ways. By knowing our paradigm can help us to understand how we can interact with others, and that will help us to know how they interact with us. So, Convey suggests, we must examine own paradigm, motives and character. In my opinion, Convey is right. In our life, sometimes we have to examine our own paradigm first, and then put feet on someone else shoes. INSIDE-OUT APPROACH There is one ‘Inside-out’ approach mentioned by Stephen R. Convey. This Inside-out approach says that, â€Å" Every self-help program should begin with the Inside of man. Which mean if you want to have happy marriage relationship; we must start from ourself to cherish our relation. We shouldn’t expect or wait for our partner to do something for our relationship. SEVEN HABITS OF HIGHLY EFFECTIVE PEOPLE The Seven Habits Of Highly Effective People suggest us to implement all 7 habits into our life for being an effective people. First three habits mentioned by R. Convey are habits of independence. They will help us to achieve private victory or self-mastery. The remaining habits mentioned by Convey are habits of interdependence or public victory. These remaining four habits help us to effectively work with others. And I think its quite true, an any individual person who might be very good independently, but he is not good enough to think and act interdependently could be good individual producer but he can’t be good team member or team leader. HABITS OF INDEPENDENCE Habit 1: Be Proactive Convey says, each person has two circles around him, first circle is circle of influence and second circle is circle of concern. He says, if you worry endlessly about outside of your circle of influence then you never be proactive. If we work within our circle of influence than we will be very proactive. Moreover, the more effective we become, the more our circle of influence will expand. He tells us to be proactive in every situation. We should take the full responsibility of our actions. We are fully responsible for whatever happens to us in our life. We should believe in ourself to shape up our future. We are the only one who knows our strengths and weakness. We can understand our abilities only in difficult problems because this problem makes us solve it by different-different approaches. And during this time we know more about our own physical and mental abilities and skills. I can elaborate this proactive-ness by giving my latest life experience. I enrolled in Leadership and Responsibility subject, for which I am writing this response paper. Our teacher Tom Anderson have told us before that, we have to one write 3000 words response paper after reading Stephen R. Convey’s The 7 Habits of Highly Effective People. Although, I bought this book at the beginning of my semester but I never read it. I was thinking that I have plenty of time to read it. I started reading this book just before 3 week from my final date. And I knew, that my actual job was not to prepare this response paper of 3000 words. But, I had to read Convey’s 7 habits and applied them in my daily behaviour (Which I will do later on my summer vacations). Anyway, I was telling you about proactive-ness by my example. As you can see if I start reading this novel after few more days I won’t be able to submit my assignment on time. And, I might fail this subject. No one going to be responsible for failing this subject because I had my books on time and I had plenty of time. Just because I didn’t take my action on right time I could failed that subject. Habit 2: Begin with the End in Mind â€Å"Begin with the end in mind† habits mean that whatever we do in our life, we should have clear picture about our goal. Convey says that some people start climbing the ladder of success and finally when they reach at the top they find that ladder was leaning against the wrong wall. As we all want to be very efficient and effective in our task. We can be very efficient but we can truly effective when we begin with the end in mind. And for setting ‘end in mind’ Convey suggests a process ‘Visualization’. Visualization is a process in which we visualize achieving our final goal like any athletic, performer and sales representative. Doing this process of visualization we create an internal â€Å"comfort zone† and when we find our self in final situation, we not find it completely foreign. It doesn’t scare us. In our daily life, mostly we all apply this habit of visualization in some extend. This visualization helps us to plan and schedule in advance before start our journey. As you can see in my previous example, I started reading this The7 Habits of Highly Effective People, just 3 weeks ago my paper submission due date. Otherwise, I have to request my lecturer to extend my submission date. I have visualised my plan and schedule in my mind before start reading my Stephen R. Convey’s book. Habit 3: Put First Things First After Habits 2 ‘Begin with the end in mind’ comes habit 3 ‘Put First Things first’. Perhaps after applying habit 2 or visualisation process we can have many things to do at same time. They all can be significant and can have positive impact on our life. But, probably we don’t do them because they aren’t urgent for us. We should know how & when we have to organise our priorities according to our needs. Sometimes we aren’t good in prioritising things and we realised the importance of it unless we end up in trouble paying for them. It’s really important for us to practice this habit as much as we can in our life. For example, my friends were calling me for going to night club with them on this coming Saturday, but going to night club is not so much important for me as much as I have to finish this response paper before its due date. So, finishing my Assignment on time is at the top of my priorities list. HABITS OF INTERDEPENDENCE Habit 4: Think Win/Win Convey points out that there are two kinds of people some are those who think Win/Win and other are those who think Win/Loss. The people who think Win/Win are those who are not selfish, they seeking mutually benefits for all. And people who think Win/Loss are those who are selfish. They always think about their own benefits, they don’t care about others. They believe that, ‘if I win, you lose’. People who think Win/Lose can be extremely effective, but they have trouble making good relationship. They people mainly focus on power and credentials, and sometimes these things drive other people away from them. To be successful, we should know, how to utilize strengths of others and how you can be benefits for them. We must find the Win/Win situation every time. Lets take an example of any organisation, in which business owner don’t share his profit with his employees. He enjoys all the profits generated by his employees’ hard work and dedication. He is thinking Win/Lose. So, what do you think, after sometime will his employees feel dedicative and cooperative towards him? I am sure he will not succeed in his business in long run, if he continuously being selfish. He should realised soon that overall performance will always good than individual performance. Habit 5: Seek First to Understand, Then to Be Understood In this habit ‘Seek First to Understand, Then to Be Understood’ convey suggests that, if we really want to think in Win/Win way than we should be very good listener. If we will not listen to anyone then how we will discover Win/Win deals. Most of the time we just pretend to be listening, actually we are busy in preparing our next sentence. In any communication we shouldn’t pretend to be active listener. In experts view, only 10% communication based on verbal, 30% by tones of our sound and rest 60% by our body language. In empathic listening, we usually use our ears with our eyes and heart. We can take an example of a Doctor, in his profession he should be very good listener. If any patient comes to meet him, he should have to listen him very carefully to know his problem and pain. If he won’t listen him carefully than this doctor can’t diagnose his patient properly. Habit 6: Synergize In Collins Dictionary, Synergy means the potential ability for individuals or groups to be more successful working together than on their own. This habit enclosed all the above habits mentioned above. After listening carefully to others we can combine and can work together for common goals. Convey says that we human have our own mental, emotional and psychological difference. And, for working together we should understand each other values completely so that no conflict will generate. When we work as a team member during any group assignment, we must ignore someone’s weakness and should strengthen his strength. Every group member has his or her different habit, values, behaviour and culture. So it’s common to have conflicts. By applying all the above habits (specially Synergize) we can resolve all the conflicts and work toward achieving our final assignment. Habit 7: Sharpen the Saw This is the last and most important Habit mentioned by Stephen R. Coney in his book The Seven Habits of Highly Effective People. As we have seen in Habit 3: Put First Things First, we must maintain Productivity (P) with future Product Capability (PC). â€Å"Sharpen the Saw,† means self –renewal. We must take out some time to harness our skills. Just like a machine, we will wear out very soon if we continuously work, so, we must take out some time to relax and learn new skills. It will improve us to be more productive in later stages. Convey defined four dimensions for personal renewal: Physical Renewal (do exercise, good food and control stress) Mental Renewal (Read, Visualize and Plan) Social or Emotional Renewal (Communicate with others) Spiritual Renewal (Religion, kindness, altruistic) CONCLUSION The Seven Habits of Highly Effective People is a magnum opus written by Stephen R. Convey. The language of this book is very simple and easy to understand. I would recommend this book to everyone whether he is a man or woman, boy or girl and young or old. Convey has provided numerous life-based examples, which make this book easier to understand. In my view, he has done an outstanding job in trying to improve individual’s life. This book: The Seven Habits of Highly Effective People is a real source for empowering individuals, families, society and business. REFERENCES (1) Stephen R. Convey (2004), The Seven Habits of Highly Effective People.

Green Computing Research Project Essay

Introduction: Currently many organizations are depending upon the computing environment to manage the process within the work place and become stabilized across different market group. Although most of them are not aware how far the computing environment is impacting the outer area but still to fulfill the requirements it is very much essential for them to go for it. Keeping these things in mind, we have come up with a new project called â€Å"Green Computing Research Project† that mainly aims to improve the computing technology by guiding the organization through better approaches (Deepak, 2005). This project mainly aims to enhance the work functionality by providing many new opportunities in the current market. By getting into this project, the organization will look into more software solutions to reduce energy, improving the performance and efficiency of data centers and focused towards green technology. Requirements: The project will drive each organization towards success path, but the only thing required is cooperation which will ensure a strong motivation for the project development team. As long as the teams support the development team, it will be easy for the organization to get more ideas and gain more techniques to create long term scenario for â€Å"Green Computing Research Project†. Secondly budget is needed timely to avoid any kind of discrepancy in the project development, in fact I will say if the project development has to be mother, it is necessary for all sponsors to look at the situation on regular basis (Stevens, 2002). Apart from that resourcing also plays vital role in deciding the play strategy for the project; a strong resource will take the best approach to make the project success at all possible points and draw the attention of each sponsors. As per the previous discussion, Ben is one of the sponsors for this project and the organization has selected Peter as the p roject manager. Looking at the previous experience of Peter, it is quite obvious to say that Peter could take the opportunity and the five member team led by Peter will have the better scope to manage the vision of this project. It is responsibility of Peter to ensure the correct strategy is made for each resource and they are capable enough to take up the challenges ahead. Here under is official documentation of the project requirements: Stakeholders : Ben ( Sponsor), Peter James (Project Manager), Steve Arnold ( IT support), Kelly Adams ( Researcher ), Sherry Michaels ( Researcher), Antony Gabbot (Researcher), Mohamed (Publisher and researcher) , Amr ( Expert Editor). Project Description: The Main output is to produce are a serious of research reports –one of each green computing technologies listed earlier plus one final report including all data. Also formal project proposal will be demonstrated for the best four recommendations for implementing some of these technologies. Challenges: Working in virtual environment where the whole team works together from different locations. Since different stakeholders will have different views of the requirements, so it is a good idea to create a requirements traceability matrix to trace each developed feature back to the person, group or entity that requested it during the requirements gathering . Test cases and previous project references are used in this RTM. ET is abbreviation to Environmental Technologies program , and GP is abbreviation to Green Computing projects . Questions for Sponsor: For every development activities, sponsors play vital role because they have to provide complete support to take the project ahead and create better opportunities for all major stake holders. It may not be correct to say that sponsors always look for the success because their investment does not allow them to look for failure situation; based on that they try to find out the resources to lead the project activity. For â€Å"Green Computing Research Project† Ben has taken the major sponsors role, in that case peter has to approach with certain questions that will clarify all confusions between development team as well as the sponsors. And also Peter must take few steps to go ahead with some proposal from the users because it will be benefitted for all those people who are fully dependent upon computing environment. The questions for sponsors are described below: What is expectation level from â€Å"Green Computing Research Project† Will you provide a complete support during any of the major disaster period Provide a complete description of your availability for this project What kind of priority you have for this project How will you accept the project result and make it use for other stake holders Will you facilitate proper problem solving skills Scope Statement: The project â€Å"Green Computing Research Project† will bear all necessary terms and conditions before being released to deliverable stage. We as in development expect the users will be facilitated with necessary information  to take the project in right way so that there won’t be any kind of miss understanding (Kousholt, 2007). After the entire project aims to provide opportunities to all stake holders who are dependent upon the computing environment. A. Deliverables: A complete structured wise computing environment to stabilize the computing activities and provide better opportunities to grab new opportunities A fine technology where the organization can create the base to run the process Highly efficiency and compatible devices to take up the major load activities across all units Technical guidance along with other support to ensure the safe installation B. Milestones: Project approved—Jan 1st Foundation poured—Jan 2nd QC and other parallel activities- Jan15th-Jun16th Final Inspection- May 16th-June 4th C. Technical Requirements: All stake holders must have complete knowledge about the project surrounding Technical experts must be available for any emergency Complete R&D support Additional Training programs for the developer Solid computing platform for conducting frequent test D. Limits and Exclusions: Team will be strict to the design as per the prior decision Continuous support must be needed during any of the emergency Measuring device will not be placed in the project Development team reserves all rights to ask if anything goes beyond contract Project manager is responsible for entire quality measure Working hours is limited From Mon-Fri 8.30 AM to 5.30 PM E. Final Review: CIO and Ben Organization will review four recommendations out of 20 projects. Proposal for recommended project Included documented researches, test cases, and Business case for each project. References: Khazanchi, Deepak (2005). Patterns of Effective Project Management in Virtual Projects: An Exploratory Study. Project Management Institute. ISBN 9781930699830, Retrieved from: http://www.pmi.org/en/Knowledge-Center/Research-Completed-Research/Patterns-of-Effective-Project-Management-in-Virtual-Projects.aspx Martin,Stevens (2002). Project Management Pathways: Association for Project Management. APM Publishing Limited, 2002 ISBN 1-903494-01-X, Retrieved from: http://books.google.co.in/books/about/Project_Management_Pathways.html?id=UaIuQpPM4yMC&redir_esc=y Bjarne, Kousholt (2007): Project Management: Theory and practice. Nyt Teknisk Forlag. ISBN 87-571-2603-8, Retrieved from: http://www.zoominfo.com/p/Bjarne-Kousholt/1780174067