Roll of Thunder, Hear My Cry Quotes

Roll of Thunder, Hear My Cry, is an award-winning American novel written by Mildred D. Taylor about a black family living in Mississippi during the Depression-era. The story is narrated by 9-year-old Cassie Logan, who tells the story about her family, their land, and the struggle for survival in the face of racism. In 1977, the novel won the Newbery Medal, an award for exceptional literature for American children. Roll of Thunder, Hear My  Cry, received critical acclaim, and the social commentary it raises remains an enduring topic in American society. Here are some quotes that exemplify the novels themes of racism and culture during the 1930s: Chapter 1 Look out there, Cassie girl. All that belongs to you. You aint never had to live on nobodys place but your own and long as I live and the family survives, youll never have to. Chapter 2 Papa always meant what he said—and he swung a mean switch. Chapter 3 Its them again.  Theys  ridin tonight. Chapter 4 Friends gotta trust each other, Stacey, cause aint nothin like a true friend. The Wallaces did that, children. They poured kerosene over Mr. Berry and his nephews and lit them afire. Chapter 5 Well, you just get your little black self back over there and wait some more. No day in all my life had ever been as cruel as this one. Chapter 6 Big Ma didnt want you hurt. That was the only thing on her mind. Chapter 7 Seems to me if Staceys not smart enough to hold onto a good coat, he  dont  deserve it. These are things they need to hear, baby. Its their history. We aint never gonna lose this land. We Logans dont have much to do with white folks. You know why? Cause white folks mean trouble. Im a Southerner, born and bred, but that doesnt mean I approve of all that goes on here, and there are a lot of other white people who feel the same. Chapter 8 I expect youd best just forget about teaching altogether. Got me better friends than yall! They give me things and treat me like Im a man. Chapter 10 Hes got a need to show us where we stand in the scheme of things. Hes got a powerful need to do that. Chapter 11 Yall decide to hold court out here tonight? Chapter 12 Theres smoke coming from my forest yonder! What happened to T.J. in the night I did not understand, but I knew that it would not pass. And I cried for  those things  which had happened in the night and would not pass.

Racial Discrimination Black And Middle Class - 1527 Words

Businesses nationwide are constantly breaking the law. They re not giving blacks equal consideration to other candidates that are other than black by discriminating against them. It is against the law to racially discriminate against your choice of employees as put in place by the Civil Rights Act of 1964. And here we are fifty years later and it is still happening today. To be black and middle class is not the same as to being say white and middle class and not for obvious reasons. The white has a major advantage and doesn t have to do anything to earn it. The unemployment rate of blacks with a college education is 5 percent higher than that of whites and one of the main issues creating that statistic is racial discrimination. Employers†¦show more content†¦To fully understand this current issue for blacks in America, this paper will discuss three key ideas. First the paper will highlight the role the government plays in this issue. Secondly the paper will go over the role businesses play. And finally, the paper will discuss the disadvantages of not following equal employment opportunity. The first topic that I will discuss is the role that the government is playing in equal employment opportunity for blacks. Racial discrimination has played a large role against blacks since the beginning of our country even up until present day. And even after slavery was ended blacks were still never legally equal to whites until the Civil Rights Act of 1964. The Civil Rights Act says that no employer shall discriminate against their employees when hiring, firing, or promoting. And with this act created the Equal Employment Opportunity Commission (EEOC) who are used to implement the law. The EEOC has been growing ever since its creation and now includes many different programs to aid its cause such as investigatory authority, creating conciliation programs, filing lawsuits, as well as organizing voluntary assistance programs (Teaching With Documents: The Civil Right s Act of 1964 and the Equal Employment Opportunity Commission). Affirmative action is As West defines the term... refers to both mandatory and voluntary programs intended to affirm the civil rights of designated classes of individuals by taking positive action to

Sprint Financial Condition Free Essays

Sprint Nextel Corporation is the third largest wireless communications company in the United States offering a comprehensive range of wireless and wireline communications products and services that are designed to meet the needs of individual consumers, businesses, and government subscribers. Sprint Nextel Corporation has seen revenues shrink from $35. 6 billion to 32. We will write a custom essay sample on Sprint Financial Condition or any similar topic only for you Order Now 3 billion, though the company was able to grow net income from a loss of $2. 8 billion to a smaller loss of $2. billion. A reduction in the percentage of sales devoted to selling, general and administrative costs from 31. 5% to 29. 30% was a key component in the bottom line growth in the face of falling revenues. Although debt as a percent of total capital increased at Sprint Nextel Corporation over the last fiscal year, it is still in-line with the wireless telecommunication services industry’s norm. Additionally, there are enough liquid assets to satisfy current obligations. Accounts Receivable is typical for the industry, with an average 40 day average collection period. Last, inventories seem to be well managed as the inventory processing period is typical for the industry, at 18 days. In tough economic times, Sprint is generating substantial cash and reducing costs to ensure to remain financially sound. They have cash on hand to be able to meet their debt requirements. The company is expected to continue generating positive free cash flow during 2009. Sprint Nextel Corporation has been having a rough time trying to keep up with its competitions, ATT and Verizon. Sprint Nextel has been posting loss after loss, loss in profit, loss in number of subscribers, and so on, but despite how things appear on the surface, analyst appear to be optimistic with the future outcome of Sprint Nextel financial position. There is no indication as to how long it will take Sprint Nextel to accomplish this goal, the numbers are consistently moving in a positive direction. How to cite Sprint Financial Condition, Papers

Competency Demonstration Report Engineering Abilities and Skills

Question: Describe about the Competency Demonstration Report (CDR)? Answer: Introduction to my various Engineering Knowledge skills: The academic background I have is bachelors in Electronics and Communication from Malla Reddy Engineering College, Hyderabad, India. I did two projects during my bachelors, one of which is a mini project and the other is a main project. The mini project has been done at MIC Electronics. The main projects have been done at Bharat Electronics Ltd. The engineering knowledge and skills that I used is the IT skills are a must for an engineer in the present day world. I have CAD skills that are developed over time during my academic career which includes the knowledge of the Programming language concept, Relational algebra, Software architectures, Computability theory, Operating system concepts, Induction and formula proofs, Predicate logic, Automata theory, Set theory and Data structure concepts. Along with the above I have knowledge of softwares in engineering including the Software Engineering Management, Software Quality Assurance, Software Product Engineering, Software Product Deployment. Also the list of software product engineering skills and knowledge that I developed overtime includes the Software project audits, Proofs of correctness, Statistical process control, Task Kick offs and Software testing techniques. Also I have the various software quality assurance skills that are also added overtime which included the Software design, Human computer interaction, Debugging techniques, CASE tools and Code optimization. Various communication skills are also developed in me overtime during the earlier academic years including the ability to understand the coded information and to decode information so that only the relevant authority could be conveyed with the message. Also I learnt using of various modes of communication so that the message can be efficiently transmitted to the concerned authorities. I have developed clear and concise communication of the data, facts and figures required to support decision making and directing the organization department to work in alignment with the organization objectives and goals. I even gained the ability to get involved in the group activity so that the team spirit and benefits can be achieved from the formal and informal communications. Various mathematics abilities are developed in me overtime that has helped me in getting the right outcome from the problem statements. This includes high extent learning and understanding of the Applied mathematics, Radio engineering and signal processing, Control theory in operation and Techno and industrial mathematics. The various organization handling and time management skills that are learnt during the engineering academic years includes organizing, developing focus techniques, learning project development and initiation techniques, taking proactive actions and delegating authorities and roles to the appropriate personnels. I also learnt prioritizing work as per the project requirements, ways for streamlining the whole work, setting up of deadlines and meeting them and planning for the project keeping in mind all the objectives and constrains. I have even developed great problem solving abilities during my engineering. This includes getting specific with the problem by early identification and realization of the way, methods that could possibly affect the organization output and gains. Also I learnt breaking of the bigger problems into smaller problems so that the project can be handled efficiently and the IT related problems can be sorted out at various stages. I even support the idea of taking expert advice and achieving synergy effect so that the most appropriate outcome is achieved in the end. My target goal for applying: I have learnt that the application of these competency standards meets the relevant occupational category as it helps in planning and prioritizing for the projects so that the desired outcome is finally achieved in the end. Also it supports in managing interruptions in the project application so that the delays can be avoided and cost effectiveness can be achieved. Along with that it helps in managing perfectionism as the project gets completed on time and the objectives that are expected to be achieved are finally realized in the end. Therefore I understand that it becomes easier for goal setting is done is the initial stage and the project is directed and controlled accordingly to achieve those particular goals. The delegation of the authority and roles are done accordingly so that the desired personnel is allowed to work on the project who has the abilities to achieved the targeted goals and objectives. The target where I am applying is to achieve SMART objectives. The targets that I want to achieve are specific which includes getting admission in the course to upgrade my academic skills and help me learn new concepts and theories that could actually help me achieve desired career goal. The goal is therefore break down in smaller steps of first earning engineering qualifications than now with the addition of these applied managerial abilities. The motivational factor is to win a good job and make a successful career in life. This way I want to earn respect and knowledge from my learning. The accountable outcome can be achieved by securing good markets and earning degree from the academic institution that I am applying at. Also I would like becoming responsible and skilled enough to tackle business problems and support business operation to achieve desired goals and targets for the business. This way I will be able to achieve the actually attainable goals in the form of good career g rowth after the end of the academic period. Problems areas in my earlier projects: The main problems in area of my workplace in mini project included the lack of feedback by the employees using the efficient communication system that could be developed overtime was avoided with a negative thought that nothing will be actually achieved from it. Therefore the employees were totally unaware about the possible benefits of feedback along with the safety in feedback through non sharing of the information displayed in the feedback. Also the personal issues that was observed in the organization was the reluctance of the concerned department head to discuss and display the required the information. It was considered as a kind of attack on security as per his personal views. Therefore the inefficiency in sharing the related and required information with the employees resulted in creating confusion and personal disagreement between the department head and other employees of the company. I even observed the language barriers. This was due to the reason that people working belo nged from various backgrounds in the company. This way the employees were only attached in a formal mode of communication using English language as the other regional languages were not known to other employees. This created a language barrier which at different proved fatal as the problems were not discussed in details and the employees were directed towards a certain direction or goal without taking their consent and suggestions. I even found the presence of lack of knowledge about the usage of communication system at various stages of operation during the organization process mainly to the new entrants was observed. This problem created a havoc conditions at various times when the concerned department was not alerted accordingly about the business operation and decision taken. The result was delay in the communication process that resulted in affecting the output and punctuality feature of the organization. The negative impact on the productivity, efficiency and the losses incurr ed by the organization due to the same included the existence of confusion in the work environment. Also the employees did not trust each other, synergy effect was absent during the decision making process and the departments were unaware of the latest decisions taken by the organization. Along with that the employees were unable to understand the main motive and were just directed towards a particular goal. There also existed lack of informal relation between the employees of the organization. The employees hesitated to approach and discuss their problems with the department heads, thereby giving chance to the problems and issues to become huge with the passage of time. The main problems in area of my workplace in main project included the use of old technique that was almost becoming obsolete was used in the organization. This was due to the fact that the company had employees which were aged and had passed several years of service. These employees were reluctant to change as per the new technological requirements as they considered it difficult to grasp and apply in the daily operation. I even found out that there was lack of competent skills within the organization as the human resource at the current time was not equipped with the required skills that could help in using the latest technological upgrade to achieve high efficiency and effectiveness for the company. Also the high level commitment was seen missing with the concerned department head unable to communicate fairly with the employees. This way the confusion was observed in the work place and the high level managers were not showing commitment towards the development of skills and techno logical upgrades in the company. There existed lack of technological upgrades that could have actually helped in achieving high level of gains in business operation. The lack of technological upgrades was due to the fact that the company spent less on buying the technological upgrades. Also the system that was offered to be developed was affected by time and monetary constraints which were actually halting the seamless development of the technological upgrade process. The negative impact on the productivity, efficiency and the losses incurred by the organization due to the same included the productivity of the company which was declining since the technological support system is getting obsolete and does not support the present day business requirements. Also the business efficiency was facing serious threats due to the incompatible technology application which does not facilitate the usage of data, facts and figures from various places. The loss to the organization was observed through losing of customers which was due to delay in the consignment delivery. The cost of operation was rising as the technological status at the current stage was not giving an in-depth knowledge about the cost factors and other factor inputs. My roles to end problems: The role that I played for eliminating the problems in mini project was that I analyze the present communication system and detected flaws at various stages that were suggested to the concerned departments to be removed with the application of the new technology upgrade. I even supported the idea of developing communication system as per the new technological requirements. Also I conveyed the management about the various benefits that the end of the communication gap can give to the organization. I even suggested the high level manager about bringing some level of change in the work method so that the trust can be built in the work environment. Along with that I kept the idea of making informal meetings at regular intervals. Training, education and development programs are suggested to be developed to convey the new technological breakthrough for the employees. The role that I played for eliminating the problems in the main project was that I made research with my team on the new technological inputs that could help the organization in achieving the various objectives, goals and targets in the long run. Also I analyzed the present status of using the technology and found out ways that could help enhance the technological system followed in the organization. Along with that I supported the idea of bringing technological upgrades at all stages in the company so that the dependence on obsolete technology can be removed completely. I even suggested methods and places where the new technology can bring in benefits, gains and profits to the organization. Also the benefit of upgrading the technological upgrade was discussed and displayed to the management so that they could understand the value and the possible they could retrieve from it. Achieving outcome through teamwork: The organization in both cases worked as team. The members of the team used their experience, skills and education to assist each other and reach out to the solutions. A synergy effect was observed every time the discussions took place between the team members regarding the problem identification and possible and proposed solutions. Hence the team spirit was achieved by helping each other in identifying the problems and reaching out the possible solutions. Identifying problems and solving them: The problem in the mini project was to enhance real time computing assistance during the project completion through the application of the Zigbee module that could help in improving the communication techniques and tools followed in the organization. The problem was solved with the team efforts to review and analyze the present communication system being followed. Also the estimation of the usage and benefit that can be retrieved from the application of the Zigbee module was made. Thus the areas were the Zigbee module can be applied were identified and the methods that could help in enhancing the communication system were recognized. Finally the ZIgbee module of communication was designed such that it meets the requirements of the organization related to the communication. The problem in the main project was that the need to develop the VHDL code for the Amplitude DF algorithm for a DF or Direction Finding system was required. This way the efforts were made to compare the two maxima and estimate direction of the arrivals. The problem was solved by analyzing the present status of the Amplitude DF algorithm for direction finding system. Hence the VHDL was model was developed accordingly so that it meets the organizational requirements in the best way. The team worked together in this regard using their engineering capabilities and finally framed out a design for developing the VHDL code that could actually help in meeting the organization targets and goals. Rewards received in the end: The reward that I received for mini project was certification that the mini project Zigbee Communication between embedded application and PC was completed successfully which met the objectives and need of the organization. The reward for the main project DOA (Direction of Arrival) Computation Algorithm was certified as completed and submitted to the organization as per the required directions. This way the project meet the objectives, needs and satisfaction of the related department head which is considered to be my main reward. List of projects: PROJECT NAME - ZIGBEE Communication between embedded application and PC. 1) TIME PERIOD: The time period consumed for this project was one month and five days. a) Date of start of project: Date / Duration The date of start of the project was 10th May, 2009. b) Date of Completion of project: Date / Duration The date of the completion of the project was 15th June, 2009. 2) LOCATION OF THE PROJECT: The location of the project was at Plot No:35-37a B, Navya Estates, 4th Floor, Moula-Ali Main Road, Moula Ali, Hyderabad - 500040, Telangana, India 3) YOUR ROLE DESIGNATION DURING THE TIME My role in the project was of a team member during that time. 4) NAME OF THE ORGANISATION: The name of the organization was MIC Electronics Tech Center. a) OBJECTIVE : The objective of the project was to deal with the communication with the embedded application which will display device with the Zigbee module. The other side will of the communication channel will be the personal computer with the Zigbee module that will receive the data and information transferred through the same system. b) THE NEED: The need of this system was to perform a dedicated function to enhance real time computing assistance during the project completion. This way the need was to bring in efficiency and effectiveness in the communication method. c) THE TEAM: The team members were Sri Harsha Mothukuri and Nikhil Prasad Luke. PROJECT NAME A project report on DOA (Direction of Arrival) Computation Algorithm. 1) Time Period: The time period consumed was 5 months. a) Date of start of project: Date / Duration The date of start of the project was December 2009. b) Date of Completion of project: Date / Duration The date of completion of the project was April 2010. 2) LOCATION OF THE PROJECT: The location of the project was at Bharat Electronics LTD, Industrial Estates, Near Manikchand Gutka, Nacharam, Hyderabad - 500076, Telangana, India. 3) YOUR ROLE DESIGNATION DURING THE TIME My role in the project was a team leader who was entrusted with the task of organizing team and assigning work to the other team members. 4) NAME OF THE ORGANISATION: The name of the organization was Bharat Electronics Limited. a) OBJECTIVE : The objective of the project was to develop the VHDL code for the Amplitude DF algorithm for a DF or Direction Finding system. This way the FPGA compared the amplitude signals which it actually received from various directions and gives the DOA with 6 bit buffers. b) THE NEED: The need of the project was to compare the two maxima and estimated direction of arrival. That is the PCB received 4 sets of amplitude data and generate course DF that was measured and estimated accordingly. c) THE TEAM: The team members were Sri Harsha Mothukuri, Nikhil Prasad Luke and Pavani Poluru. Signature of the Candidate:_________________________ Candidates Verifier Name:__________________________ I verify that the above narrative is a true account of the candidates of own work. Signature:_______________________________ Bibliography Abiodun, E.J.A., 2009. Human Resources management, an overview. 110-121: Concept Publication. ACCLAIMiP, 2014. Elon Musk's Other Motivation. [Online] Available at: https://www.acclaimip.com/Elon-Musks-Patent-Decision [Accessed 14 Augustus 2014]. Armstrong, M., 2006. A handbook of Human Resource Management Practice (10th edition). London: Kogan Page. Aseisdefimedia, 2011. "The difference between market intelligence, business intelligence and strategic intelligence". [Online] Available at: https://youtu.be/tvT1f6H7ADM [Accessed 12 October 2014]. Atkinson, B., Livesey, F. Milward, B., 1998. Applied Economics. London: MacMillan. Atkinson, B. Miller, R., 1998. Business Economics. Harlow: Princeton Hall. Bakker, A.B. Schaufeli, W.B., 2008. Positive organizational behavior: Engaged employees in flourishing organizations. Journal of Organizational Behavior, pp.147-54. Ballou, R.H., 2007. The evaluation and future of logistics and supply chain management. European Business Review, 19(4), pp.332-48. Bandura, A., 1997. Self-efficacy: The Exercise of Control. New York: W.H. Freeman. Barnes, L. Shimberg, D., n.d. Client/Server Beyond: Strategies for the 21st Century, Prentice Hall, 1997, pp. 211-213. L. Barnes and D. Shimberg, Client/Server Beyond: Strategies for the 21st Century, Prentice Hall, 1997, pp. 211-213. Begg, D. Ward, D., 2003. Economics for Business. New York: McGraw-Hill. Berger, A., 2000. Five steps to an eSynchronized Supply Chain. [Online] Available at: www.accenture.com/xd/xd.asp?it=enwebxd=ideas%5Coutlook%5Cpov% [Accessed 14 June 2014]. Bernstein, M., 2002. 10 tips on writing the living web. [Online] Available at: www.alistapart.com/articles/writeliving. Berson, A., 1994. Client/Server Architecture. McGraw-Hill Inc. Bircher, W.L. John, L.K., 2007. Complete system power estimation: a trickle-down approach based on performance events. In Performance Analysis of Systems and Software. ISPASS. pp.158-68. Bluhm, N., 2013. The value of cutlural anthropology. [Online] Available at: https://anthropologyworks.com/index.php/2013/02/22/the-value-of-cultural-anthropology/ [Accessed 02 February 2015]. Boswell, W.R. Olson-Buchanan, J.B., 2007. "The Use of Communication Technologies After Hours: The Role of Work Attitudes and Work-Life Conflict". Journal of Management, 33(4), p.592. Brett, J., 2006. Managing multicutlural teams. Harvard Business Reviews, 84(11), pp.84-91. Burrel, G. Morgan, G., 1992. Sociological paradigms and organization analysis elements of the sociology of corporate life. Ashgate: Suirrey. Burstein, F. Holsapple, C.W., 2008. Handbook on Decision Support Systems. Berlin: Springer Verlag. Businessballs, 2014. Project Management. [Online] Available at: https://www.businessballs.com/project.htm. Butkeviciene, V.J., Stravinskiene Rutelione, A., 2008. Impact of consumer package communication on consumer decision making process. Incinerate Economical-Engineering Economics, 1, pp.57-65. Caniels, M. Gelderman, C., 2007. Power and interdependence in buyer supplier relationships: A purchasing portfolio approach. Industrial marketing management., 36(2), pp.219-29. Cartwright, S. Holmes, N., 2006. The meaning of work: The challenge of regaining employee engagement and reducing cynicism. Human Resource Management Review, pp.199-208. Chopra, S. Meindl, P., 2001. Supply Chain Management: Strategy, Planning and Operation. 1st ed. New Jersey: Princeton Hall. Choy, B., 1997. A methodology for 3-tier architecture for client-Server System, Project prototype report of Department of Computer Science. Hongkong: City University of Hong Kong. Collings, D.G. G., W., 2009. Human resource management. London: Routledge. Corta, J.W., 1993. TQM for sales and marketing management. McGraw-Hill. CyclingWeekly, 2014. 2014 Tech trends. [Online] Available at: https://www.cyclingweekly.co.uk/news/latest-news/2014-tech-trends-2-24406 [Accessed 23 November 2014]. Daly, H., 2008. Ecological Economics and Sustainable Development. Edward Elgar Publishing Ltd. Davenport, T.H. Beck, J.C., 2001. The Attention Economy: Understanding the new currency of Business. Harvard: Harvard Business School Press. Davie, S., 2014. Improving, Excelling in one's work despite age. The Straits Times, 1(1), p.1. Deloitte, 2013. Conceptual framework - Presentation and disclosure; elements of financial statement; captial maintenance (IASB only). [Online] Available at: https://www.iasplus.com/en/meeting-notes/iasb/2013/march/cf-2 [Accessed 27 November 2014]. Dolan, E.G. Stoner, J.A.F., 1985. Introduction to Business. Scott: Foresman. Dornsbusch, R., 2002. Macroeconomics. Sydney: McGraw Hill. Eichengreen, B., 2008. Globalizing Capital: A History of the International Monetary System. 2nd ed. New Jersey: Princeton University Press. Elnozahy, E., Kistler, M. Rajamony, R., 2003. Energy-efà ¯Ã‚ ¬Ã‚ cient server clusters. Power-Aware Computer Systems, pp.179197. Fan, X., Weber, W. Barroso, L., 2007. Power provisioning for a warehouse-sized computer. ACM SIGARCH Computer Architecture News, 35(2), pp.1323. Fisher, E., 2006. Paying for performance- Risks and Recommendations. N Engl J Med., pp.1168-70. Fisher, C. Lovell, A., 2008. Business Ethics and Values: Individual, Corporate and International Perspectives. Prentice Hall. Fisk, P., 2010. People, Planet, Profit: How to Embrace Sustainability for Innovation and Business growth. Kogan Page. Flyvberg, B., 2003. Megaprojects and Risks: An Anatomy of Ambition. Cambridge University Press. Fray, A.M., 2007. Ethical behavior and social responsibility in organizations: process and evaluation. Management Decisions., 45(1), pp.76-88. Freire, P., 1985. The politics of education: Culture power and Liberation. London: Macmillan. Friedl, G. Wagner, S., 2012. Supplier development or supplier switching? International Journal of Production research., 50(11), pp.3066-79. Gachet, A., 2004. Building Model-Driven Decision Support Systems with Dicodess. Zurich: VDF. Gelderman, C.J. Van Weele, A.J., 2003. Handling measurement issues and strategic directions in Kraljic's purchasing portfolio model. Journal of Purchasing and supply management., 9(5), pp.207-16. Gill, R., 2002. Change management or change leadership? Journal of Change Management, pp.3 (4), 307-318. Gill, S.K., 2002. International Communication: English Language Challenges for Malaysia. Jurnal Kementerian Pelajaran Malaysia., 12(34), pp.11-19. Goldstein, D., 2007. What is Customer Segmentation. [Online] Available at: mindofmarketing.net. Gregory, R., Prifling, M. Beck, R., 2009. The role of cultural intelligence for the emergence of negotiated culture in IT offshore outsourcing projects. Information Technology and People, 22(3), pp.223-41. Hamiliton, F. Cynthia, J.B., 2005. The importance of context, beliefs and values in leadership development. Business ethics: A European Review, p.4. Harris, T.L., 1999. Value-Added Public Relations. McGraw-Hill Professional. Harris, N., 2001. Business Economics theory and Application. Oxford: Butterworth-Heinmann. Hashwani, M.S., 2008. Students' attitude, motivation and anxiety towards English Language Learning. Journal of Research and Reflections in Education, 2(2), pp.121-44. Hedge, J.W., Bruskiewicz, K.T., Borman, W.C. Hanson, M.A., 2000. Selecting Pilots with Crew Resource Management Skills. International Journal Avaiation Psychology, pp.377-92. Hofstede, G., 2001. Culture's Consequences: comparing values, behaviors, institutions, and organizations across nations (2nd ed.). Thousand Oaks, CA: SAGE Publications. Johnstone et al., July 2012 Vol 30 Issue 7. Changing patterns of human resource management in construction. Construction Management Economics, pp.507-12. Kickul, J. Neuman, G., 2000. "Emergence leadership behaviors: The function of personality and cognitive ability in determining teamwork performance and KSAs". Journal of Business and Psychology, 15, pp.27-51. Mintzberg, H., 1994. The rise and fall of strategic planning: Reconceiving roles for planning, plans, planners. Toronto: Free Press. Minztberg, H., 2009. MANAGING. Berret Koheler Publishers. Ncbi, 2014. Managing Change. [Online] Available at: https://www.ncbi.nlm.nih.gov/pmc/articles/PMC61465/ [Accessed 11 Augustus 2014]. Nixon, M., 2001. Innovations in logistic technology: generating top-line value and bottom-line ROI. World Trade, 14(6), pp.62-4. Northouse, P.G., 2004. Leadership theory and practice (3rd edition). Thousands Oaks, CA: Sage. nwlink.com, 2014. Leadershiip styles. [Online] Available at: https://www.nwlink.com/~donclark/leader/leadstl.html [Accessed 25 Augustus 2014]. Oribabor, P.E., 2009. Human Resource Management: A Strategic Approval. Human Resource Management, pp.9(4): 21-24. Panayides, P.M., 2006. Maritime Logistics and Global Supply Chains: Towards a research agenda. Maritime Economics and logistics., 8(1), pp.3-18. Pandey, I.M., 2009. Financial Management. Vikas Publishing House. Perloff, J., 2001. Microeconomics. 2nd ed. New York: Addison Wesley Longman. Porter, M.E., 2008. The Five Competitive Forces That Shape Strategy. Harvard business Review. Posen, B., 1993. The security dilemma and ethnic conflict. Survival, pp.35:2747. Power, D.J., 2002. Decision support systems: concepts and resources for managers. Westport: Quorum Books. Rowold, J., 2008. Multiple effect of Human Resource Development interventions. Journal of European Industrial Training, pp.32-44. Samli, C.A., 1995. International consumer behavior: its impact on marketing strategy development. Quorum Books. Samuelson, P., 2001. A Ricardo-Sraffa Paradigm Comparing the Gains from Trade in Inputs and Finished Goods. Journal of Economic Literature 39 (4), pp.120414. Segaro, E., 2010. Internationalization of family SME's: The impact of ownership, governance and top management team. Journal of Management and Governance, Online first.. Sharma, N., 2013. Marketing Strategy on Different Stages PLC and its Marketing Implications on FMCG Products. International Journal of Marketing, Financial Services Management Research., 2(3), pp.121-36. Siamindia.com, 2014. Recent trends. [Online] Available at: https://www.siamindia.com/scripts/domestic-sales-trend.aspx. Smith, K.A., 2014. Teamwork and project management.(Fourth Edition). McGraw-Hill Education. Stank, T.P., Keller, S.B. Daughtery, P.J., 2001. Supply Chain Collaboration and Logistics service performance. Journal of Business logistics., 22(1), pp.29-48. Stecke, K.E., 2013. Flexible Services and Manufacturing. Logistics and Maritime Systems. Sulmasy, D.P., 2008. Dignity, Rights, Health care and Human flourishing. In Weisstub, D.N. PINTOS, G.D.A. Autonomy and Human Rights in Health Care: An international perspective. Dordrecth, The Netherlands: Springer. pp.25-36. Terence, J., 2002. International HRM: A Cross-Cultural Approach. London: Sage Publications. TheActuary, 2014. Risk quantification technique. [Online] Available at: https://www.theactuary.com/archive/old-articles/part-3/risk-quantification-techniques/ [Accessed 5 November 2014]. Ulrich, D., 1996. Human Resource Champions. The next agenda for adding value and delivering results. Boston: Harvard Business School Press.