Exercise Is A Important Aspect For Everyone - 1583 Words

I think exercise is a very important aspect for everybody, and should be a scheduled daily activity that every one of all ages and sizes should take part in. When I was in grade school, and high school I never learned about what is good to eat and if I did it was the wrong thing. I was never told how long I needed to exercise a day for, or what I needed to do to be a healthy person. I’m hoping that by me explaining my philosophy and thoughts on physical education and exercise, it will get others to want to live a healthier life style. I truly believe in that eating healthy and exercising regularly makes you a happier person. I try my best to work out every single day, and eat the best I can. Right now, I don t eat dairy and I’m trying to limit my meat intake, but most importantly I m trying to drink more water, and eating more fruits and vegetables. I believe that I could be an active role model for children or even adults that need that extra set of confidence or the b oost to get them going in their lives. To be able to eat healthy and know how to exercise you need to be an educated person. This is why I think physical education is key to living a healthy life. Physical education teaches you the skills you need to know when wanting to become an active person, not only that but physical education, educated individuals about the importance or exercise as well as the disadvantages. It makes people want to get up and move so they can feel better and be the best they canShow MoreRelatedAgeing - Physical and Psychological Changes. Pathological Ageing1665 Words   |  7 Pagescan one minimise pathological ageing? The process of aging has been around as long as life itself. All living organisms pass through three broad stages from conception to death, which are maturation, maturity and aging. Aging affects everyone because nearly everyone has the potential to grow old and all the societies in which we live have older members (Macdonald, 1997). Gerontology is the use of reason to understand aging. The term was used to refer to the scientific study of aging, but nowadaysRead MoreIn Living Organisms, There Is A Common Process That Occurs,1748 Words   |  7 Pagessalient in one’s everyday life (Lang et al, 2002). The model suggests that it is important to focus on aspects that would be most beneficial to a person, which will vary between individuals. For myself, I would choose to focus on a healthy and active lifestyle that includes exercise and proper nutrition. In addition to physical activity and proper nutrition, I thoroughly believe that social interaction is also important in pos itive aging, as more interactions with others can decrease the chance ofRead MoreThe Importance Of Physical Activity For Special Needs1374 Words   |  6 PagesTycen Biggs Mrs. Johnson Research Paper The Importance of Physical Activity for Special Needs Everyone needs physical activity to stay healthy. For special needs, it is even more important exercise and to get around. Exercise affects them by enabling them to learn new things that could help them physically, mentally, and emotionally. Strengthening those attributes could improve their skills and help them learn in different ways. Physical activity is very crucial for special needs to help improveRead MorePhysical Preparation Of The Body1150 Words   |  5 Pagesdifficulty at moderate levels. †¢ 25 abdominal crunches †¢ 60 Russian twists 30 per side †¢ 1 minute plank †¢ 25 crunches †¢ 1 minute plank †¢ Finish the Exercise by stretching the hips, groin, hamstrings, and quadriceps. Proper preparation of the body is essential when doing any type of exercise. Proper preparation should include gentle stretching and warm up exercises to get the heart pumping. Stretching the main muscle groups that will be worked makes them more pliable and less likely to be injured duringRead MoreFree Research Essay On Obesity903 Words   |  4 Pagescategory. In America, approximately one out of every three adults are obese. More than 300,000 adults are dying each year from obesity. All over the U.S. the number of obese people is increasing because of portion sizes, fast food, and not enough exercise. Not only are Americans eating unhealthy food, they are also eating large portion sizes. The required portion size is to eat the same amount of food as the size of your hand in a fist. Scientists say this because people’s stomach and hand are aboutRead MoreTraining Is An Accurate Program For All Different People864 Words   |  4 Pagesdifferent people, whether they are fit or unfit. All these programs show different qualities on what should be expected, but the specific principles of exercise are progression, regularity, overload, variety, recovery, balance, and specificity. (PowerPoint) According to the Physical Activity Guidelines you are to do 150 minutes of moderate exercise and 75 minutes of vigorous activity a week and 2 or more days of strength training that works the 7 major muscle groups. Most people have different reasonsRead MoreFreedom Of Exercise And Freedom975 Words   |  4 PagesFreedom of Exercise One of the key principles the United States of America was founded upon was the idea that religious freedom was an inalienable right. Many who sailed to new world were pilgrims who believed the land was a promised land, sacred. They also believed the new world would allow them to escape religious persecution. When the Constitution was developed in 1787, the First Amendment addressed the relationship between the government and religion stating, â€Å"Congress shall make no law respectingRead MoreLeadership : Concepts And Practice1327 Words   |  6 Pagesunique in their own way (Northouse, 2015, p.1). There are so many different aspects to leadership that is it nearly impossible to have one definition that covers every area. Each and every person that is a considered a leader has his or her own way of leading because every situation, whether it be work, a team, at home, etc., calls for different and distinctive ways of leading people. Northouse states that there are six main aspect s of leadership; it’s a trait, ability, skill, behavior, relationship, andRead MoreCauses Of The Black Death785 Words   |  4 Pagesinformation that was gathered (exercise 3.16) showed that the Black death contributed to the rise of Renaissance. During the Black Death, not all their details were understood; the doctors didn’t understand the cause of the plague or how to treat the disease. They overlooked important things like cleanliness, hygiene and treatments. Many patients who were suffering this disease, they thought that they were being punished for all their sins. As this influenced everyone and it was an extreme responseRead MoreThe Role Of Peer Pressure On College Students1235 Words   |  5 PagesSubstance Use and Exercise in a College Student Social Network,† test out this common theory of peer pressure being the reason for the damaging actions of college students, such as alcohol and substance use. In addition to testing out this theory of peer pressure on unhealthy behaviors, the authors of this article also were interested in if peer pressure on college students has an effect implementing healthy behaviors, such as exercising. Past studies have shown that exercise and substance use have

Wharhol and Modern Art - 888 Words

Warhol simply took everyday items and transformed them into amazing pop art pieces: To create his pieces, Warhol put himself upon the task of discovering not only what most stood out in modern art, but he also looked at what was popular. He realized that the many Americans shopped for food frequently and he set it upon himself to create an extensive line of supermarket merchandises. His line of merchandise art compromised of price tags, Bristol boxes as well as a banana, and Coca-Cola bottles .Warhol’s 1962 creation of Coca Cola Bottles gained popularity because the bottles an everyday item for an average American. Many people could identify with the products’. â€Å"Warhol used to identify the nature of the great American society, anonymous and consumerist, devoted to conformism and with a pride in unanimity, was the ubiquitous Coca Cola bottle- â€Å"(Copestone 12). To Warhol, a Coca Cola bottle seemed so simple but, also a universal icon in the United States. Afte r taking hints from the public in the mid-twentieth century, Warhol was able to do what numerous artists attempted to do but failed. Warhol extracted some of his ideas from other artists and built upon them in his work. I would like to say Warhol put a coming to age culture on canvas and transformed pop art it its entirety. One such art piece onto which Warhol used another artist’s idea is his Details of Renaissance Paintings (Sandro Botticelli, Birth of Venus, 1482) Warhol made this piece, an intriguing illustration of

Effective Communication in the Workplace Free Essays

As a baby, you learn that if you cry and fuss, Mom and Dad will rush over to comfort you; however, as you mature, you realize that there are better ways of communicating. I will present my message here today on â€Å"Effective communication in the work place. † Communication in the work place is essential because first, communication skills prepare you to perform specific duties in the work place making you a better employee. We will write a custom essay sample on Effective Communication in the Workplace or any similar topic only for you Order Now Second, communication skills in the work place prepare you to exercise flexibility. Last, communication skills form better relationships and understanding amongst other employees and managers. Body I. Communication skills prepare you to perform specific duties in the workplace making you a better employee A. Good communication passes information along and if you can effectively communicate, then people understand you much better, and information you are trying to tell or receive will get across without being misunderstood. 1. Marsha Ludden states in a book he had written that, â€Å"if you can communicate effectively what you need or want, you are more likely to be successful in getting it. An example will be a bigger salary. 2. Effective communication also helps you to convince others to agree with you in a persuasive setting. B. Good communication helps you to think better which are essential to make you perform well when performing duties in the workplace. 1. In order to communicate effectively, you have to think ahead and organize your thoughts. 2. When performing job duties this teaches you not only how to learn how to organize, but how to plan ahead. II. Communication skills in the work place prepare you to exercise flexibility A. Communication in the workplace reflects key personality traits, as well as key competencies for success. Show yourself, your staff or your employer you have the necessary intellectual, creative and behavioral flexibility to handle what each work day brings. 1. Studies show to suggest positive aspects of a challenging situation. Examine how a change in a supplier, for instance, can improve a product you manufacture or a service your company provides. Resist insisting that a change cannot work, advises the University of Bradford, Career Development Services office. 2. Have a scheduled time with each department in your company. Add to your skills set to enable you to better understand new issues that may arise in each department. B. Find the secret of effective, easy performance to get more equip with difference task including other workers. 1. Implement team problem-solving measures. Meet with key staff members when changes arise. 2. Get brief insight and solutions from your team if, for example, a valued client decides not to interact in certain situations. III. Communication skills form better relationships and understanding amongst other employees and managers A. Good communication passes information along and if you can effectively communicate, then other employees understand you much better, and information you are trying to tell them will get across without being misunderstood. 1. This prevents arguments, especially between co-workers, explain your thoughts and feelings, and then you won’t misunderstand each other. 2. If you can effectively communicate, then you can get along better with other employers. Most arguments are caused by people not communicating effectively and not being able to negotiate with each other. B. Being respectful and using manners in the work place sets a great tone in the environment and forms better relationships with managers 1. Good listening skills are part of good communication; you need to understand what you’re manager is saying to you as well as to say what you want. 2. Communication often includes non-verbal clues such as tone of voice, facial expression, gestures, and body posture. Good comm unication includes being observant and focusing on the other person. Conclusion I. There is always room for improvement when it comes to communication skills. The more you practice by interacting with others, the better you will be. In addition, you will be better able to tell when you are getting your ideas across effectively, and how to improve if you are not. The better you are at communicating, the easier it will be to do your job and work with others- making the workplace more enjoyable, and making you a more successful employee. II. In the words of Tony Robbins, â€Å"To effectively communicate, we must realize that we are all different in the way we perceive the world and use this understanding as a guide to our communication with others. † How to cite Effective Communication in the Workplace, Papers

Construction Management Management in the Organizational Structure

Question: Discuss about theConstruction Management for Management in the Organizational Structure. Answer: Introduction From past few decades it has been observed that human resource management in the organizational structure remain as one of the supportive pillars and managing people is the most important part in running a successful organization. In the context of construction industry it has been realized that the task of managing people has been very difficult and challenging for it (Caligiuri, 2014). In spite of its well established socio economic structure the construction industry remained unperceivable especially in the context of human relation. Being the part of the global economy the construction industry faced issues related to the human resource management due to its lack of attention to the labor workforce and human capital management. Besides, it have been argued by many researchers in the previous researches that human capital forms the base of good performance and growth of the organization. It is a rare thing and the most surprising fact at the same time that the HRM practices in the construction industry have been devoid of specific and detailed elaboration for so long(Caven, 2013). Hence, this study has been solely contributedto the elaboration of the changing patterns of HRM practices in the construction industry that remained unnoticed for such along time. The researcher has provided theories related to HRM practices in the organizational structure and critically evaluated the appropriate area of focus that would highlight the new ways of incorporating effective HRM practices in the construction industry. Apart from this, this study would also provide an analysis of the critical thinking and recommendations for the betterment of the HRM practices in the industry. Therefore, evidences depict that many changes have been adopted by the construction industry in the context of human resource management (HRM) and this study would enlighten new approaches to make it more advance in this regard (Chenget al. 2006). Background of the Research More than a decade human resource management has become one of the aspect that has developed and matured with time and formed as a discipline exercised by the organizations in the context of managing people. The increasing market demand and altering industrial environment that have pushed the organization especially the construction industry to concentrate on the practices of managing the human capital in the organizations (Teo, 2013). It is the human resource management theories that has invented techniques for managing human capital in organizations. Hence, it is would be illogical to provide all the relevant theories that has shaped the practices of human resource management. Thus, few theories would be discussed here in order to provide a superficial perspective in this regard (Esmi and Ennals, 2009). Role behavior theory The role behavior theory depicts the aim to predict the behavior of individuals in an organization that would help the managers to take decision in the context of people management and ensure the positiveeffects of the future consequences of such decision taken on behalf of the organization. The key focus that the theory preaches is the change of employee relation in order to make them able to cope with the changing atmosphere and set the level of their performance in accordance with the market demands. Comparative advantage theory The comparative theory depicts the engagement of human capital in drawing competitive advantage to the organization. The human capital is the base of any organization to draw more profitability and sustainability in the market. It mainly focuses on the act of strengthening internal capability and also needs attention in reducing the production cost per unit. Hence, acquiring internal capability means having good base of human capital management that is able to produce cheaper, but quality products and services. Human capital theory The human capital theory advocates the advancement of human capital in organization due to training and development programs included in the HRM practices. It has been now largely acknowledged by theorist that high investment to develop human capital has increased the performance level of the organizations. Hence, the human resource training and development programs must be formed based on the human capital models developed in this regard (Kaufman, 2001). Act of Managing People in the Construction Industry The economic and the contractual factors have influenced the construction industry, though it has been inspired by the project based works and factors for a long time. The substantial labor management in most of the countries has made the relationship between the employee and the employer cordial, the human capital in the form of the labors took the shape of the base of delivering success to the project work in the construction industry (Gardner and Wright, 2009). In order to assess the changing patterns of human resource management practices in the construction industry, the practices related to the HRM need to be assessed through macro and micro perspectives of HRM in the construction industry. These both perspectives needs to be elaborated through three dimensional aspects, namely, a) human focus, b) resource focus, c) management focus. But in this study the researcher has concentrated on a specific dimension of management focus, human focus and resource focus, in order to give a detailed description of the changing scenario of the construction industry (Geare etal.2006). Management Focus Most of the literature related to this topic have been focused on the contribution of human capital to enrich the profitability of an organization and consider them as the best resource of an organization to draw competitive advantage at the same time in the construction industry. Another important aspect that needs to be highlighted in order to elaborate the role of HR functions and the contributions of the organizational management in the context of managing people in the construction industry (Lin, 2011). In the construction industry the completion of a successful project encompass workers and multiple parties that demands an effective people management policy to manage the diversity between the workers and the parties. Besides, the role of the HR managers in early period of time depends on the transitional and employment requirements of an organization, but contemporarily the role of HR managers needs to adapt the strategic way to develop their responsibilities that include adapt ation of the industrial changes, building organizational culture and appear as partner of the business that the organization is conducting (Minbaevaet al. 2009). Human Focus On the other hand, the relevant data that advocates in relation to human focus explains the well being of the employees and concentrate on their needs at the same time. In this context, the HRM focuses on developing a healthy and effective relationship between the employee and the organization. If it can be assessed from a micro perspective the human focus concentrates mainly on the aspects of employee relationship and nature of employment and issues regarding employees. In relation to the construction industry, it can be summed up by saying that human focus is another vital aspect that manages the relationship between employee and employers and the way in which employers communicate, negotiate with employees (Caven, 2013). Resource Focus In the case of elaborating the resource focus in relation to the construction industry, it can be asserted that as HRM performs in accordance with its nature of human focus. It also concentrates on the resources like employees, which is able to draw quality performance. From a micro perspective, it can be discussed that the HRM of an organization advocates the human capital by nature that includes the reformation of strategic structure, maintain employee relation while keeping the profitability of the organization in mind. Besides, from a macro perspective, it has been realized that the HRM of an organization also perceives the resource based view regarding the needs of the employees in an organization. Most of the information that has been employed in the course of this study is supported by resource based view that depicts the fact that people management are the key to generate effective HRM in the construction industry (Cheng et al. 2006). It is the HR managers who are able to inc ulcate changes that would be effective in the context of HRM practice. Hence, in the construction industry the skills and the knowledge of the HR managers are fundamental in this context, but many companies in the construction industry fail to identify the quality of HR professionals. Discussed from a macro perspectives, it can be realized that the HR function in the construction industry has gone through lot of changes. The HRM practices that manifests change generated by the influence exercised on the national, international and workplace of an organization (Wilkinsonet al. 2012). Hence, focusing on the management aspects enlighten that scope to study about the changing patterns of the HRM practices that has broaden the scope for the organization to think about renovating their exiting people management theories in the construction industry and prepare the people acting within the industry to cope with the changing working environment as well (Greed, 2013). Critical Analysis and Discussion In this component of the study the critical perspective in the context of changing patterns of human resource management in the construction industry would be elaborated based on a case study or hypothetical example of Tarmac, one of the leading building material supplier in the UK. Through this instance the limits and other practices related to it would be highlighted in the context of HRM practices of the construction industry. Tarmac has been formed in 1903 in the UK and become one of the leading building material supplier and also engaged with other sectors like, manufacturing light bulbs and supplying building materials for constructing roads and also contributed to the sectors like toothpaste and chewing gum etc. (Lafarge Tarmac. 2016). There are many other different aspects that work behind a successful organization, but this example has been employed in order to elaborate the condition and implementation of human resource management practices in the construction industry. Here the researcher has highlighted the human resource practices within Tarmac and how the changing patterns helped Tarmac to meet its objectives and organizational goals. Figure: structure of human resource management of Tarmac. Source: (Businesscasestudies.co.uk. 2016). The key concept of human resource management is to understand that what kind of HRM practices does an organization need to inculcateto achieve its goals. In case of Tarmac, it can be said that it requires skill and knowledge that HR professionals need to acquire in order to generate effective strategic outlines for the organizational and the employees as well. It involves the entire business planning for future in which the HR professionals plays an important role. As mentioned earlier that it takes the right skills and knowledge to enable an organization to meets its organizational objectives. In case of construction industry it could be presented as a representative of the entire sector as the changing patterns in HRM are being highlighted through this particular instance. Tarmac has prepared a field in which all the employees need to contribute in diverse way in order to achieve the vision of the organization to obtain the exceptional. In order to engage employee performance and m anage human capital at the same time Tarmac has generated five goals demonstrating through the word DREAM that illustrates develop market, reduce cost, engage employees, act responsibly and manage assets. Figure: organizational goals set by the management of Tarmac. Source: (Businesscasestudies.co.uk. 2016). Tarmac has enhanced the HRM practices by adopting the changing patterns of the HRM practices that most organizations in the construction industry ignores or did not find the scope to concentrate on such matter. The main feature of the management system of Tarmac is to engage its employees and the HR function works in this regard to provide appropriate training programs and internal and external course for the employees in order to develop and grow their skills in the respective areas they are working on. Hence, in order to achieve the exceptional communication is important and in this case HR managers are the key to deliver all the required element that develop a working environment for the employees (Lafarge Tarmac. 2016). In case of depicting the merits of management focus in the context of HRM practices in the construction industry it can be said that, managing the people in an organization is one of the most important aspects, but in case of the construction industry discussion of human resource management has appeared too often. But it is evident that, contemporarily certain changes have been noticed in the construction sector and these changes in the human resource practices have broaden the scope for the organization to concentrate on rectifying the old ones (Siew, 2014). Therefore, among the three dimensions of HRM perspective in the construction industry the management focus is important as without the HR professional or managers employees would not be able to acquire skills or targets in relation to obtain organizational goals. On the other hand it has some limitation that highlights, not only management but also the human capital and resources accumulated through their delivery of work is als o important in solving the issues related to the HRM in the construction industry. Through the instances of organization acting in the construction industry the positive side of the changed HRM patterns are being evaluated and it impacts at the same time. Hence, it can be said that in the given instance the role of management focus has been discussed though in a converse way, but it explained that at present organizations are growing and drawing competitive advantage through the adaptation of new HRM practices and changing the future scenario as well (Silvius and Schipper, 2014). Recommendations This study has provided several different outlooks regarding the HRM practices in the construction industry, but here the researcher has concentrated on the management aspects of an organization which explains that the HR functionalities are the key concept of generating effective practices in relation to manage people in an organization. In this regard few recommendations can be cited in order to highlight the effectiveness of the approaches and the applicability of it in practical. As the study has discussed about the management perspective, therefore, it can be said that most of the training programs, recruitment process and accountability for managing HR issues are bestowed on the project managers. Thus, the emotional intelligence has a significant effect on the work performances of the project managers in the construction sector. Hence, it is evident that the level of emotional intelligence can influence the performance of the employees, as the managers are solely devoted to the project work. On the other hand, impact of the approach that the research has adopted could be mentioned in terms of many organizations in the construction sector have employed and concentrated on the management perspective as it has been believe that without a proper HR function an organization would not be able to generate effective HRM strategies. Besides, the organization that are implementing the management perspective approached need to be aware of the fact that whether this approach is suitable and able to cope with the present structure of their organizational and cultural base. In order to generate effective outcomes the strategy needs to fit with the project goals and organizational culture and also to enhance the benefits of such implementations. The benefits of the strategies that are drawn from the project goals must be aligned in order to become a part of the entire organizational project and corporate structure (Sderlund and Bredin, 2006). Conclusion To conclude this study it can be cited that this research work has been devoted to bring out the issues related to the HRM practices in the construction industry. After the entire assessment of the HRM in the construction industry it can be realized that there are many aspects that are responsible for the generation of the issues in this regard which includes, poor management of employee relation that may affect both the quality of work and performance of the employees. Hence, the HRM practices have been elaborated from both macro and micro perspective depending upon the three dimensional element of HRM, among which the researcher has concentrated on the management perspective that enhanced other important side of HRM in an organization. The role of an HR manager has also been evaluated. Apart from this, instances of construction project and organization has been provided in relation to HRM practices that has highlighted the approach mentioned in this study in order to assess the pre sent HRM practices of the construction sectors and the impacts of the adoption of the changing patterns of HRM by the organization. Hence, it can be asserted that adapting the ability to cope with the changing circumstances and industrial scenario related to the HRM practices of the organization would surely enhance scope the future profitability of the construction industry. References Businesscasestudies.co.uk. (2016).Construction sector | case studies from companies in the Construction industry | Business Case Studies. [online] Available at: https://businesscasestudies.co.uk/case-studies/by-industry/construction.html [Accessed 23 Jul. 2016]. Caligiuri, P. (2014). Many moving parts: Factors influencing the effectiveness of HRM practices designed to improve knowledge transfer within MNCs.Journal of International Business Studies, 45(1), pp.63-72. Caven, V. (2013). Human Resource Management in Construction.Construction Management and Economics, 31(2), pp.200-202. Cheng, M., Tsai, M. and Xiao, Z. (2006). Construction management process reengineering: Organizational human resource planning for multiple projects.Automation in Construction, 15(6), pp.785-799. Esmi, R. and Ennals, R. (2009). Knowledge management in construction companies in the UK.AI Soc, 24(2), pp.197-203. Gardner, T. and Wright, P. (2009). Implicit human resource management theory: a potential threat to the internal validity of human resource practice measures.The International Journal of Human Resource Management, 20(1), pp.57-74. Geare, A., Edgar, F. and McAndrew, I. (2006). Employment relationships: ideology and HRM practice.The International Journal of Human Resource Management, 17(7), pp.1190-1208. Greed, C. (2013). Human Resource Management in Construction: Critical Perspectives.Construction Management and Economics, 31(2), pp.197-200. Kaufman, B. (2001). The theory and practice of strategic HRM and participative management.Human Resource Management Review, 11(4), pp.505-533. Kochanski, J. (2009). Introduction to special issue on human resource competencies.Human Resource Management, 35(1), pp.3-6. Lafarge Tarmac. (2016).Building Products | Tarmac. [online] Available at: https://www.tarmac.com/tarmacbuildingproducts [Accessed 23 Jul. 2016]. Lafarge Tarmac. (2016).Tarmac | Sustainable construction solutions | Aggregates | Asphalt | Cement | Contracting | Lime | Readymix. [online] Available at: https://www.tarmac.com/ [Accessed 23 Jul. 2016]. Lin, K. (2011). Human Resource Allocation for Remote Construction Projects.Journal of Management in Engineering, 27(1), pp.13-20. Minbaeva, D., Foss, N. and Snell, S. (2009). Bringing the knowledge perspective into HRM.Human Resource Management, 48(4), pp.477-483. Siew, R. (2014). Human resource management in the construction industry Sustainability competencies.AJCEB, 14(2), p.87. Silvius, A. and Schipper, R. (2014). Sustainability in Project Management Competencies: Analyzing the Competence Gap of Project Managers.Journal of Human Resource and Sustainability Studies, 02(02), pp.40-58. Sderlund, J. and Bredin, K. (2006). HRM in project-intensive firms: Changes and challenges.Human Resource Management, 45(2), pp.249-265. Teo, S. (2003). Book Review: The Changing Patterns of Human Resource Management.Journal of Industrial Relations, 45(4), pp.557-558. Wilkinson, A., Johnstone, S. and Townsend, K. (2012). Changing patterns of human resource management in construction.Construction Management and Economics, 30(7), pp.507-512.