Lookin for love

The first personal ad I f und on craigslist had to do with the equity theory â€Å"Country guy looking for a good woman (PAIWV) First off I want to be straight up I'm not looking to rush into anything serious. That's what I would like eventually but only with the right one. With that said a little about me I'm a young looking 30yo white, no kids, 6†² with fit/slender build. I'm a mountain boy thru and thru but not your typical one. I don't listen to country, chew tobacco, drive a truck etc. But I do like my guns collecting/shooting, bein in the woods or on the lake, rock climbing, on and on.I also like working in my shop, my cars, woodworking etc. I'm educated so I can hold my own talking about pretty much any topic. Also have a descent Job, nice house in the mountain and financially responsible. I dont want to ramble so I'll save it for getting to know each other. What I'm looking for is a mature honest woman that has her stuff together. Drama free, no crazy ex boyfriends or a nything like that. Anywhere between 21-35, must be fit/inshape and take care of yourself. Just a descent woman that has a good head on her shoulders and looking for the same.If interested drop e a line anytime(l). † The equity theory is the idea that people are the happiest with relationships in which the rewards and costs experienced and the contributions made by both parties are roughly equal (pg. 300). This ad reflects this theory because the man who wrote this clearly states that he is looking for an equal partner. He wishes for her to be independent not have to rely on him to support her financially. If a women had written this ad then things might have been written differently.A women would emphasize his needing to be financially independent but ould also put more of an emphasis on how he looks, where he lives and what type of Job does he have. The second personal ad has more to do with the social exchange theory. â€Å"I am a white man, 6ft, 185, very clean, d;d free. I am searching for a white lady that has sexual relationships with black men but would like to have a white man that would support ; spoil her. I would never Judge her, she would be treated like a queen. Age and size is not a factor. Please get in touch, I am very real, it suppose to me very nice this week.I would like to hear from you and we can exchange pics and chat and possibly meet. Please put queen of spades in subject when responding. (2)† The social exchange theory is the idea that people's feelings about a relationship depends on their perceptions of the rewards and costs of the relationship, the kind of relationship they deserve and their chances for having a better relationship with someone else (pg. 299). This ad reflects this theory because the man is offering to not only support her financial but promises to spoil her if she meets his equirements.If a women were to be writing an ad like this she would be more subtle in her writing, for one should would not come o ut and admit her past relationship experiences but she may try to allude to it. However if she was actively looking for someone to take care of her financially she would most likely openly state that in her ad. Sex differences in attraction exist but each individual person is looking for something different. What attracts you to one person may be a complete turn off to someone else. lookin for love.

Employment Law and HRM Strategy Essay

Employment laws play a critical role in human resources management strategies and in an organization operation. Employee laws are design to protect the employees by the Equal Employment Opportunity Commission (EEOC). The Equal Employment Opportunity Commission (EEOC) â€Å" federal enforcement agency enacted to ensure that employers follow and abide by rules set forth in the Civil Rights Acts of 1964†(Web Finance, 2012). However, the act insisted of â€Å"people should be given the same opportunities and equal changes to obtain employment regardless of their color, race, gender, national origin, or religion† (Stewart & Brown, 2012, pg. 0). After researching the employment laws of Georgia by visiting ga. gov and after inserting â€Å"employment laws,† the research will give a descriptively analysis of a description of a scenario that will correspond with the employment law provide. Next the analysis will describes a recommended plan to manage the HRM situation within the confines of the law. Third, the approach will be justified by the scenario to HR management. Fourth, the analysis will describe a competitive advantage may be gain by ensuring HRM practices meet the necessary employment laws. Final, a speculation will be made with an assumption of the situation was not handled in accordance with the appropriate employment laws. ? Description of the scenario that corresponds with employment law: The scenario that was beneficial compliance with the Georgia Employment Law is â€Å"disciplinary action training for supervisors of diverse employers. † The current state that analysis was research of the state of Georgia and the informative information that was providing from www. ga. gov.  Georgia’s employment laws and the HRM strategies are in compliance with the state’s regulations. However, Georgia is considering as an at-will provision. Meaning which the employers have the right to â€Å"freely discipline or discharge employees provided that the adverse employment action is not motivated by any discriminatory intent or administered in a discriminatory manner†(Morris & Manning & Martin, 2012). When an employer is actively training for supervisors of diverse employers the same Equal Employment Opportunity (EEOC) guidelines are applied throughout the training. Employers have to determine when terminating or have to discipline an employee to comply within the state’s laws by not violating the federally protection classes that is consist of age, race, national origin, religion, sex, or other status. If these actions are violating the individual(s) have the right to suit the organization. However, just last month the Equal Employment Opportunity (EEOC) requested that all employers review their anti-harassment and anti-discrimination policies. Reason being, the† Equal Employment Opportunity Commission (EEOC) issued some serious concerns to the employers in an afforded to reiterate its commitment to justice from vulnerable individuals† (Flahardy, 2012). The reason for the request for the Title VI and the ADA applicants was concerns from a previous case that was review in the courts. The 6th Circuit rules that counseling recommendation violated the ADA† (Byrne, 2012). The action suit was proceed after an employee by the named of Emily Kroll’s suited White Lake Ambulance, for counseling constitutes a â€Å"medical examination,† under the Americans with Disabilities Act (ADA). Emily Kroll was employed with the emergency medical technician at the White Lake Ambulance Authority (WLAA), in which Whitehall, Mich. , in 2003 (Byrne, 2012). However, her supervisors initially considered her to be good employee until, a personal affair occurred when her marriage with a coworker failed. Krolly’s supervisor concerns grown after; Krolly and a colleague proceed into an argument and Krolly fail to administer oxygen to a patient. Krolly’s supervisors asked her would she attended counseling sessions whereas, Krolly’s supervisors claimed that they did not specific an exact theory. Emily Krolly refused the counseling and proceeds to resign from her position. Thereafter, Krolly proceeded to file suite with White Lake Ambulance (WLAA), claiming that â€Å"her supervisors† request that she obtained counseling violated under the act â€Å"Americans with Disabilities Act (ADA) (Byrne, 2012). Description of a recommendation plan that concerns HRM situation: Human Resources Management (HRM) is a critical part of an operational organization. Human Resources Management (HRM) is an organizational fundamental that deals with issues related to people such as: hiring, termination, performance organization development, training, benefits, and ompensations. However, when proceeding to make recommendations; although process has to be plan out that will incorporate certain situations and thoughts for future objectives and goals that need to be obtained within the confining of the law. However, in the case analysis, the first recommendation should have been Krolly’s supervisor should have directed her to the Human Resource Division when Krolly’s supervisor became aware of Krolly’s workplace behavior begin be problematic following an affair of a coworker. After this incident, another recommendation would be extra training courses such as: extra training courses related to the current incident, employers, and employees relationship, patients awareness. Included within the extra training courses, the Human Resources Division have to comply with the State or Federal laws and compliance with Title VII, of 1964 civil right Act. Also included in the training, the Human Resources Division should review employee’s handbook with the entire staff. Justification of the HR management’s scenario: The approach of justifying the Human Resource Division’s scenario, request for the entire staff to proceed to an important meeting. Within the meeting, the Human Resource Manager will take the approach of outlining the key elements of the importance for the meeting. The HR manager will review the current laws of Title VII, of 1964 and how it coheres with the organization’s policies and procedures. The HR manager will address to the managers and employees that the organizations have to stay within comply of the rules and regulations of the organization. The HR manager will have to address related important information that would pertain from the previous incident. The HR manager also has to address to each individual, if questions or concerns developed throughout the training; the manager will suggest to the employees, to address any concerns or questions that may develop throughout the training. Final, the HR manager will be addressed to the staff, at the end of the training session; an agreement document will have to be sign, stated that all individual understood the reason for the extra training course. Description of a competitive advantage of ensuring HRM practices: A competitive advantage of ensuring HRM practices that meet the necessary employment laws would depend on how efficiently the HRM division within the organization? The competitive advantage of ensuring HRM practices is whoever, is in charge of the HRM division is well train in order; for the right qualified person(s) to relate accurate information to the employees. An experience HRM manager(s) will have an inspiring attitude to encourage other people. Speculation will be made with the assumption of the situation according to the law: The speculation according to the scenario and complying with the law; if the writer were Emily Krolly’s supervisor or manager whereas, she would have made the decision to have a sit down with Emily and discussion the reasons she did not attended to the patients care? In comply with the law; the writer would acknowledge the guidelines of the laws and the expectations of the organization in taking care of patient’s well-being. The other incident that occur, the writer would direct Emily to the HR managers and let he or she handle the situation. In conclusion, the analysis address the scenario of Emily Kroll’s suite was complying with the Georgia’s law and with Equal Employment Opportunity Commission (EEOC) requirements. The analysis describes recommendations that manage the HRM situation. Final, the analysis identifies a competitive advantage aspect of ensuring HRM practices meet the necessary employment laws.

Care Plan for Neuman

Nursing Care Plan Using Neuman’s Model Nursing Diagnosis using NANDA diagnoses terminology| Measurable Goals| Nursing Outcomes (interventions)| Level(s) of Prevention for each Intervention| Self-care deficit r/t physical limitations and frustration over loss of independence AEB in ability to perform ADL’s such as bathing, grooming, hygiene, and dressing. | Patient will be dressed and out of bed for therapy daily over the next 30 days. Ace will be free of skin breakdown for the next 60 days. Pt will assist with ADL’s to the highest degree possible over the next 30 days.Ace with bathe and dress self with min-assist/supervision and cues in 90 days. | 1. Encourage patient to be accountable for specific aspects of care (i. e. brush teeth daily)2. Set up grooming items and encourage participation3. Assist with ADL’s if Ace is unable4. Encourage, cue and assist to select clothing and dress appropriately daily5. Ambulate pt with assist (as directed by PT)6. Monito r for c/o discomfort, foul smelling, and discolored urine 7. Assist with and encourage good peri-care with each toileting 8.Educate pt on breaking tasks into small steps. Limit choices to two, and provide reminder and cues during tasks   | 1. Primary2. Secondary4. Primary5. Secondary6. Primary7. Primary8. Teritary |   Risk for impaired skin integrity R/T immobility, mechanical pressure & sheer. | Ace will be turned/repositioned Q 2 hrs. with assist of 1-2 people. Ace will complete transfers with min-mod assist of 1 as required. Ace will be out of bed daily, as tolerated, transfers will be with assist of 1-2 staff as required. | 1.While in bed staff with assist Ace to turn/reposition self-using pillows and wedges to maintain position. 2. Place call light w/in easy reach3. PT to educate Ace on assistive devices4. Remind and encourage Ace to call for assistance when needed5. Ace will be out of bed to chair daily as tolerated  | 1. Primary2. Secondary3. Primary4. Secondary5. Terit ary|   Impaired physical mobility related to neuromuscular impairment r/t Hypertension, Occlusion within vessels of the brain parenchyma disruption of blood supply in the brain area, tissue and cell necrosis.   Ace will be free of injury for next 30 days. | 1. Change position Q 2 hrs. 2. Teaching related to ambulation and transfers by PT/OT and nursing. 3. Evaluation and education of assistive devices as directed by therapies. 4. Education on diet, nutrition and speech consult 5. Encourage use of non-skid shoes/footwear6. Provides safety measures (side rails up, using pillows to support body part)  | 1. Primary2. Tertiary3. Tertiary4. Primary5. Secondary6. Primary|

Personal philosophy of leadership Term Paper Example | Topics and Well Written Essays - 1250 words

Personal philosophy of leadership - Term Paper Example I am also committed to foster an environment that nurtures positive communication, collaboration and respect among all participants including my peers, families, and healthcare team as a whole. My desire is to give cultural sensitive care services with the understanding that every individual has his or her own worldviews. Excellence: This is the act of generating and executing transformative strategies with bold inspiration. Caring: I understand caring as promotion of hope, healing, and health to an ailing person and their families. There was a time I was put under care of an old man who was suffering diabetes. On one of my daily visits to his hospital room, I found him kissing a younger person than him. I was somehow disturbed, but I remembered my core value in diversity as a nurse leader. I respected his differences, tried not to be discriminative, and cared for him for the common good. I experienced negative leadership when one of my former clients called me and told me that her h usband had an accident. On behalf of the hospital, I sent some flowers to console her. On realizing that I had made a decision of sending flowers to her, the chief executive nurse was furious because I had not consulted him. He was one person who did not allow subordinates to make decisions. 2. In my definition, leadership involves helping other people achieve their potential, being inspirational, and being an advocate for positive change. This is attained through effective and innovative practices.

STRATEGIC MARKETING MANAGEMENT Essay Example | Topics and Well Written Essays - 5000 words

STRATEGIC MARKETING MANAGEMENT - Essay Example ........................................................................................... 3.0 Marketing plan......................................................................................................... 3.1 Marketing objectives.................................................................................... 3.2 Situational analysis....................................................................................... 4.0 The marketing strategy............................................................................................. 4.1 Psychographic research necessity................................................................. 4.2 Personalised service production – direct marketing...................................... 4.3 Enhanced promotional development............................................................. 4.4 Strategic alliances and partnerships............................................................... 4.5 Control systems.................. ............................................................................ 5.0 Recommendations..................................................................................................... 6.0 Conclusion.................................................................................................................. ... So much of what drive marketing strategy is driven by consumer attitudes and values associated with their own lifestyles and the museum brand, requiring the National Air and Space Museum to invest more in consumer research to gain valuable market information to develop integrated communications strategies that are relevant and attention-grabbing to consumers. This plan recommends a redesign and construction of a new and more modernised servicescape, the development of strategic alliances and sponsorships, procurement of new interactive technologies, a well-developed promotional campaign, and a new staffing model to improve customer interactivity and create an authentic customer experience. This plan will build a better brand reputation for the museum and change perceptions in disparate consumer markets about the nature of the 21st Century Smithsonian museum. The Smithsonian – National Air and Space Museum 1.0 Introduction Museum marketing is a dynamic and complicated task as m ost museums cater to mass market consumers with very disparate socio-economic backgrounds, educational level, resource availability, and lifestyles. Hence, it becomes difficult to create targeted advertising and other relevant promotional materials that will create interest and excitement for consumer segments. In the United States, the National Air and Space Museum, a part of the Smithsonian Institute, offers a variety of historical exhibits related to air and space travel which are relevant and stimulating for a variety wide variety of consumers. The National Air and Space Museum collects, displays and interprets objects related to the history of air and

Essay3 Essay Example | Topics and Well Written Essays - 1000 words

Essay3 - Essay Example In the LEGO: a love story by Jonathan Bender, Bender himself has reconciled his image as an AFOL himself. This, he does as he forges a strong relationship with his wife. He does this as he builds the sets of LEGO, the period during which he also tries to conceive a child and begin a family with the wife. Bender, as an AFOL, hence uses the love for the subculture which he had earnestly studied and experienced, however for a short duration, to register his love for the wife and then proceed to begin the family. The need for the family hence drives Bender, an AFOL, to be interested and even become obsessed with the hobby and the subculture. Also, on his 30th birthday, Bender comes out and begins his interest and the love for the LEGO subculture. This was occasioned by the love for the Lego present that he received on the birth day. So, because of this aroused interest. Bender travelled far and wide many conventions. In these conventions, he gets to several collections of sets of LEGO gathered by other Adult Fans of LEGO and the sellers of Brick link. This, by far inspired the LEGO fan and within two years of experience with the culture in the LEGO community, he was able to write a comprehensive book about the culture. This shows the level of research and experience he had gained within the short period of two years. â€Å"The background of an individual would also have a bearing on the interest and obsession with a hobby†. (Bender, p.56). Those who are not well grounded and experienced with the hobby beyond the childhood games of playing with toys can only be baffled by the diversity o the hobby for the adults. This has the effect of stimulating the need by the AFOLs to obtain a set or two of the LEGO. Just like in the case of Bender, enthusiasm play important part in creation of interest and at times obsession. Because of being enthusiastic about the bronies, majority of these AFOLs find themselves crowding the websites

Men and Women in Contemporary America Essay Example | Topics and Well Written Essays - 1500 words

Men and Women in Contemporary America - Essay Example The paper will also look at those roles that have not changed and how it is affecting both male and females. Over the years, gender roles have changed tremendously. Long time ago it was the men who were tasked with the responsibility of fending for their families. Women were never allowed to engage in any economic activities. This has, however, changed due to the rise in the cost of living. Men have now been forced to allow their wives to work so that they can help fend for their families. Some women have even gone further and claimed high managerial positions. Being head of an organization, they have to give out orders to their subordinates. Some of their subordinates happen to be men. This has forced men to accept that women can take up leadership positions in various organizations (Sudha 65). The need for two incomes in a family has forced women to engage in economic activities so that they can be able to compliment the income of their husbands. This has forced women to abandon so me of their traditional duties which included taking care of the children, taking care of the home and making sure that everything is in order. When they take up the role of complimenting their husband’s income they are forced to employ, house helps who have now had to play some of the roles of a wife. Cleaning the house, taking care of children and preparing meals are some of these chores. Women have recently left their traditional roles and are now actively involved in economic activities so as to support their incomes. Sometimes women find themselves as the sole bread winners of the family. This has had an effect on their husbands who have to be left at home to take care of children and perform household chores. When the woman is the breadwinner the man is usually forced to take up some of the roles that were traditionally played by women. They are forced to stay back at home and take care of the family. When women are breadwinners in their families, they are forced to aba ndon some of the activities they used to perform. They are forced to let their husbands to play some the duties they used to perform with the help of a housewife. They will take up the responsibility of providing for their families. This is never an easy task, however, but they are usually left with no other alternatives (Das and Vijay 78). Long time ago women were never allowed to go to school. However, this has become something of the past. The government has made sure that every boy and girl attends school. This is because school equips us with vital skills that vital skills that we can be able to use in the future. School happens to be one of the places where competition is embraced. There are also various levels of education in our educational system. Some women are more educated than men (Wayne 92). That is they are highly qualified when it comes to sourcing for jobs. This has had an effect on men’s egos. They are, therefore, forced to be competitive so as to keep up wi th men. Recent research has shown that women are highly educated than men. It is high time that men stepped up their game and ensured they are able to compete with women academically. Research has shown that men fear women who are usually highly educated than them. Women who are more learned than men are usually open to numerous job opportunities. This has enabled them to quit some of their traditional roles. As they say, education is the key to success. These women who are more

Global Demographics Essay Example | Topics and Well Written Essays - 750 words

Global Demographics - Essay Example Companies in the business of entertainment will need to pay far greater attention to Spanish speaking Americans in their product offering than they needed to a few years ago, as Hispanics are the fastest growing ethnic group. Products and services geared toward working mothers are very likely to enjoy success in an atmosphere in which women are pursuing careers before and after having children. Businesses that are blind to these kinds of demographic trends are likely to stagnate and ultimately lose out to more astute competitors. In an environment of global growth and diversity, there are trends that are likely to pose great challenges to competition and business success. The ability of an organization to embrace diversity and leverage it to strengthen its products and services, as well as its community image, is crucial to the ongoing success and competitiveness of any business today. No longer can businesses make assumptions of homogeneity in any market in which they choose to operate. Multiculturalism and diversity have redefined everything from what it means to be American or European to what is considered a family. Organizations must prepare to meet the ch... Question 3 If diversity could be viewed as a business strategy, it most certainly would contribute to an organization's competitive advantage. Communities are becoming ever more diversified; and organizations that fail to acknowledge and respond to that growing diversity risk becoming out of touch with the market in which they seek to operate successfully. Successful business have their finger on the pulse of what is going on in the market place, and are able to change and adapt accordingly. Those that remain stodgy and inflexible in the way they operate, and the way they develop and market their products and services, in the face of a demographically dynamic marketplace are very likely to be left out in the cold. A business strategy of diversity means utilizing market intelligence to quickly detect and respond to demographic and other changes in the market. It means relating to a diverse market by cultivating an image of diversity through public relations efforts, and committing to products and services that resonate with a diverse clientele. Those organizations that pursue this type of business strategy will enjoy a strong competitive market position well into the future. Question 4 Trends in changing demographics and global business expectations that demand attention from organizations desiring to remain competitive in the future include populations that are aging, becoming more ethnically diverse, and have greater access to information than ever before. People today have the ability to virtually instantaneously retrieve information about their product options, facts about the competition, and communication with others with

Identify Savas Four strategies of privatization Research Paper

Identify Savas Four strategies of privatization - Research Paper Example There is no unanimous agreement on the set of words to define privatization. However, the word, in most cases, is associated with the ideological approach that involves the private sector, either partially or totally, to achieve public goals. E.S. Savas compares it to the exchange of roles between the government and the private segment (Hodge, 2006). Savas outlines various approaches through which government can implement privatization. Load shedding is one of the strategies. In this case, the government loses part or the whole of its ownership to private operators (Lawther, 2000). When left in the hands of the government, most of the enterprises become exploitive. Application of user charges is another strategy. To improve the economic society, goods and services that are provided directly by the government can be subjected to such charges. This aims at disclosing the real costs of the goods and services preventing any inclusion of unwanted expenses (Kemp, 2007). The third strategy is the introduction of competition. Most public sectors and cartels do not embrace competition which is, however, essential in improving public services. When there are various institutions interested in the same market, competition automatically arises (Otenyo & Lind, 2006). This gives customers a wide range of choice leading to appreciation of high quality products only. Finally, another way to privatize enterprises is by limiting government involvement in business procedures such as by making grants through the private sector (Hodge, 2006). This simplifies the public’s effort to assess the growth and development projects. Privatization is an essential practice in all aspects of life. In Florida, there has been continuous urge to privatize the prison system. Earlier this year, the state governor, showed deeper in implementing the same. Legislators who pioneered this idea typically consulted the Savas’ privatization strategies. According to the department of corrections,

Geopolitics of the Middle East Essay Example | Topics and Well Written Essays - 500 words

Geopolitics of the Middle East - Essay Example The transportation of many tanks of oil and the importation of goods needed by individuals in the regions shows the significance of its waterways. The widespread coastlines evident in the Persian Gulf make allow shipping. This oil-producing region can affect the financial systems of the countries that import oil from it (Zalloi, 2008). This is because; the Persian Gulf can manipulate the prices and quantities of the oil and gases they export. For instance, the US financial system can be affected since the state heavily relies on the energy produced in the Persian Gulf (Zalloi, 2008). Based on the largest percentage of oil reserves in the region, it will still enjoy special consideration (Popiden 2011). This is because; the current development in the world has increased energy consumptions. After a few decades, some of the oil producing regions except the Persian Gulf will cease to produce oil. For instance, United States is the largest energy consumer globally, and after a few years, its oil production will decrease (Popiden 2011). On the contrary, the oil production and exports will increase in the Persian Gulf, and this has made the region acquire special significance in the United States international policy. Hence, the oil reserves in the Persian Gulf are connected with the interests and control of the United States (Zalloi, 2008). Apart from the United States, other developed states like Europe, Japan, and China have invested in the region. This is to enjoy the economic progress of the region (Popiden, 2011). Additionally, they have invested recover the money used to buy oil. The dependence on oil by these developed countries makes Americans interested in controlling the oil exports in the region. Because of its strategic geographical position and its abundant resources, the region has become part of the US national security interest. For example, after the Second World War, the intention of the US has been to dominate the Persian Gulf by controlling

Global Systems Theory Essay Example for Free

Global Systems Theory Essay Global systems theory is perhaps one of the many theories related to capitalism and transnational corporations. This paper attempts to look into global systems theory in the context of capitalism by making use of three articles as part of the literature for the research. By outlining the major contentions for each of these three articles, this paper will further juxtapose these main points with global systems theory and arrive at a more developed and comprehensive understanding of the theory as a whole. Brief Literature Review In Robert Granfield’s article â€Å"Making It by Faking It: Working Class Students in an Elite Academic Environment†, he indicates how working class law students experience inequalities among upper class students which influences the class of law students. By collecting data through observation, personal interviews, small group interview and survey from a national law school in the eastern part of the United States, Granfield was able to expose the essential differences between law students in terms of class background. Through class background, Granfield also identifies the apparent discrimination between working class students and upper class students at school whenever working class students feel that they are being treated as ‘cultural outsiders’. In Hays’ article â€Å"The Ideology of Intensive Mothering: A Cultural Analysis of the Bestselling Gurus of Appropriate Childbearing†, he presents the key components of the ideology of intensive mothering, specifically: children are outside the market value, are priceless and are not economic assets; good childrearing requires intensive commitment on the part of the caregiver, and; childcare is the primary responsibility of the individual mother. The central focus of Hays’ article focuses on childcare especially on the role of mothers towards their children. The author further gives the emphasis that children are ‘sacred’ in a sociological sense because of the fact that childrearing and its effects on children reaffirm the belief in the importance of children. It creates a protected space of security, trust and close human connection inasmuch as it illustrates the generous and nurturing characteristic of individuals rather than being individualistic and always inclined for competition. In Webb’s newspaper article â€Å"A Crowded Family Enters the Space Age† featured in the New York Times, the author explores the case of Eric Alan’s family through the functionalist perspective. From a functionalist perspective, social institutions such as families and governments are analyzed and explained as collective means to satisfy specific or individual biological requisites. These social institutions, along with the rest, are composed of interconnected roles or norms such as the interconnected roles within the family (e. g. father, mother, etc. ). In the case of the family of Eric Alan, the worth of his family proves the idea that the family as a social institution has interconnected roles with the larger society. In particular, having to redesign his familys home into something more breathable exemplifies the presumption that the individual roles in the family, such as the role of the father to provide an inhabitable home for his family, and the family in general is tied with the other segments of the society in such a way that one reinforces the values of the other and vice versa. Featured in the November 8 issue of the New York Times, A Crowded Family Enters the Space Age conveys the story of a father, Eric Alan, wanting to provide a larger house for his growing family with the aid of Architect Neil Denari. In return, Denaris expertise and skills acquire a living experience thus proving to be another feat not only in his career as an architect but also in the discipline of architecture. From a functionalist perspective, this very well provides a real life example of how the units of the society interact together harmoniously in order to continue with survival. Description of the Case Global system theory is a base for the concept of transnational practices. However, cross state boundaries do not necessarily originate with state agencies or actors. The global capitalist system operates to maximize profits at the expense of others. Murray Dobbing (1998) claims that the economic world order has changed and the nation-state is in decline. This paper will outline and support the claims of Dobbing through a discussion of the transnational practices in the economic and the cultural-ideological spheres in relation to the political sphere. The paper will further discuss the agencies that facilitate transnational growth. In the economic sphere, the global capitalist system offers a limited place to the wage earning masses in most countries. It has very little need of the subordinate classes in this sphere as sophisticated machines replace human laborers for cost saving and greater profit for capitalists. As John Kenneth Galbraith in Rifkin’s The End of Work (1995) indicates, the global capital system requires scientific minded managers who have specialized talent and can operate sophisticated machines. Unskilled workers and their families become part of an underclass and face permanent unemployment. Meanwhile, the global economy has created an environment in which many large corporations are becoming transnational corporations which bring wealth to both developing and developed countries often by lobbying to their governments so as to gain access to these developing countries. The governments of developing countries are jeopardizing their own legitimacy to cultivate an inviting environment for the private sector. While the global capital system provides resources for economic development, the global capitals’ desires for low prices and high dividends result in child labor, environmental destruction and the expropriation of land and resources from local communities including indigenous people. In the culture-ideology sphere, the aim of global capitalists is to persuade all classes, especially the working middle-classes, to consume above their biological needs for pursuit of capitalists’ profit, which will ensure the belief that global capitalist system will be perpetuated. The cultural ideology of transnational growth proclaims that the meaning of life can be found in the things that we possess. To consume, therefore, is to be fully alive, and to remain fully alive people must continuously consume. Moreover, the notions of men and women as economic or political beings are discarded by global capitalism as the system does not even pretend to satisfy everyone in the economic or political spheres. Their value to society is determined by what they can afford to purchase. Therefore, people primarily become consumers rather than citizens. The point of economic activity for working middle-class of the global capitalist system is to provide the resources for consumption to create the â€Å"global shoppers,† and the point of political activity is to ensure that the conditions for consuming are maintained. The advancement of the internet and technology has hastened the reduction of trade barriers and the increment of the â€Å"global shoppers. † According to Chomsky (2003), mass media overwhelmingly corporate and embraces the values of corporate leaders. Moreover, the major media outlets are linked in huge media chains, with many of these conglomerates owned by transnational corporations. Corporate control is further solidified by advertising paid in dollars to the media by corporations. Thus, the mass media consistently supports globalization, neo-liberalism, and the politicians who push these corporate agendas. Transnational marketing such as TV commercials, billboards, etc. are forced on the world’s middle-class consumers. Transnational corporations, such as Disney, heavily market their American pop culture products. By selling the same thing, the same way, everywhere with little or no reference to local cultural differences, transnational corporations has homogenized world culture. Analysis of the Case Robert Granfield’s article helps one to understand ‘global system theory’ as a whole. For the most part, Granfield’s discussion on how working class students adapt in the academic environment dominated by upper class law students gives us a brief but useful overview of how working class students attempt to join the remainder of the upper class of the workforce. The startling irony is that while Granfield espouses the idea that working class law students can blend well with their environment which is presumed to give much preference to upper class students by ‘faking it’ or by posing as one of the upper class, global system theory on the other hand implies that there is no substantial place for these working class students especially in the workforce. This is because the lower classes of the society or the working force comprising the bulk of the lower hierarchy, have already been replaced by sophisticated machines. Hence, manpower or physical labor becomes confined to those individuals who have sufficient learning to operate these sophisticated machines. If this is indeed the case, then it must also be the case that global system theory also espouses the presumption that the disparity between the highest and the lowest ranks of the social hierarchy grows parallel to the pace of global capitalism. But Granfield suggests that the working class students have the ability to ‘fake it’ which may also suggest the probability that even the individuals from the lower ranks can also make it to the bulk of the workforce able to operate the sophisticated machineries of the contemporary world. Nevertheless, the totality of the global workforce remains to this day comprised of a large number of working class citizens who fall at the median of the social hierarchy, notwithstanding children or minors who work which leads us to the next point. In Hays’ â€Å"The Ideology of Intensive Mothering: A Cultural Analysis of the Bestselling Gurus of Appropriate Childbearing†, we are given the presumption that children should be given the sufficient care and attention. This includes the idea that children or minors are not individuals who are expected to literally work whether in offices or factories. However, the opposite is true especially among nations below the poverty line or less-developed third-world countries. It is estimated that around 250 million children are under what we call â€Å"child labor† according to the statistics provided by Think Quest, an online database providing global child labor information (Think Quest, 2007). If global system theory is indeed true, then there would be little reason to believe that there is child labor among the less-developed countries where capitalism is beginning to grow its roots since children have very little knowledge on the use of sophisticated machines intended to replace the workers who handle the basics of the tasks in the corporations, for instance. But the case is that 250 million children work across the globe, which prompts us to question the claims of global system theory. On the other hand, global system theory may respond to this criticism by stating that the replacement of manpower with sophisticated machineries is only true for those transnational corporations operating in developed countries. Part of the reason to this is the idea that underdeveloped countries are not suitable locations for transnational corporate ventures largely because developed nations have what it takes for global capitalism—a strong and sustained demand for the goods and services being offered by these corporations. Webb’s article â€Å"A Crowded Family Enters the Space Age† reiterates the presumption that the family has its roles in nurturing its members which partially relates to Hay’s article that children should be nurtured and protected and should be treated as economic assets especially in terms of manpower or a part of the work force. The fact that Webb implies the idea that there are parental responsibilities towards the needs of the family especially of the children at least in terms of a suitable place to live point us to the idea that children or minors should be nurtured and cared for instead of being treated as members of the working class whether or not parents are able to provide for their needs. Ultimately, this brings us to the understanding that the decline of the nation-state as espoused by global systems theory is not fully achieved precisely because the basic unit of the society or of the nation-states for that matter—the family—reinforces the entirety of the nation-state by sustaining its integrity as a functional basic unit able to maintain its internal status. Conclusion In the end, global systems theory may not necessarily apply to the broadest range of nations, from developed to the developing and less-developed precisely because these nations have differences although similarities may also be noted. The presumption that the family remains a cohesive force in the society may substantially refute the claim that the nation-state is dissolving. Nevertheless, there are certain arguments of global systems theory that remains to this day a force with grains of truth in it. Apart from the fact that sophisticated machineries have slowly replaced the manpower of the working and lower classes of the society, capitalism has been reinforced by the expansion of transnational corporations worldwide. Works Cited Chomsky, Noam. Necessary Illusions: Thought Control in Democratic Societies. House of Anansi Press, 2003. 1-20. Dobbing, Murray. The Myth of the Good Corporate Citizen: Democracy under the Rule of Big Business. Stoddart, 1998. 49-60. Hawken, Paul. The Ecology of Commerce: A Declaration of Sustainability. 1st ed: Harper Business, 1993. 1-17. Rifkin, Jeremy. The End of Work: The Decline of the Global Labor Force and the Dawn of the Post-Market Era. G. P. Putnams Sons, 1995. 3-14. Think Quest, http://library. thinkquest. org/03oct/01908/800/whatisit_childlabor. htm, December 4, 2007.

Dissociative Identity Disorder Essay Example for Free

Dissociative Identity Disorder Essay The syndrome commonly known as Multiple Personality Disorder but now called Dissociative Identity Disorder (American Psychiatric Association, 198) might be thought of as a recent phenomenon. The diagnostic literature shows the definition of multiple personality as evolving significantly over the editions of the Diagnostic and Statistical Manual of Mental Disorders. In the DSM-1, these behaviors were called dissociative reaction, (American Psychiatric Association, 1952), which came to be called hysterical neurosis, dissociative type in the DSM-II (American Psychiatric Association, 204). In each of these, multiple personality was not seen as a distinct disorder but was grouped with somnambulism, amnesia, and fugue states. Only in the DSM-III does Multiple Personality Disorder appear as a separate diagnostic category, with a definition of this behavior. This disorders defining features were argued to be the existence within the individual of two or more distinct personalities, each of which is dominant at a particular time (American Psychiatric Association, 257). The DSM-IIIR of 1987 gave nearly identical defining features as the existence within the individual of two or more distinct personalities or personality states (American Psychiatric Association, 269). The defining features evolved further in the DSM-IV where this behavior pattern came to be termed Dissociative Identity Disorder. Its features became the presence of two or more distinct identities or personality states that recurrently take control of behavior (American Psychiatric Association, 484). This subtle change is significant; distinct personalities were no longer seen as existing within the person or as a part of the person, but the behaviors displayed different states or identities. This definition is less organismic and more behavioral-environmental in theory than earlier versions. With the readers extrapolation, the personality is variable behavior or as topographical subdivisions of behavior, occasioned by discriminative stimuli and controlled by reinforcement contingencies. Here, the personality is showing more variability than that of the average or normal individual; the individual lacking one coherent personality displays a personal repertoire of behaviors which is very diverse, with large variability in the relationship between antecedents and responses. The antecedents, that is, people, places, events, and so forth, of the individual in question occasion more responses of an idiosyncratic nature which are maintained by reinforcement contingencies unique to that individual. Along t his approach, one writer took the new definition to mean that the individual displaying these behaviors could no longer be described as having more than one personality. Instead, the person should be viewed as having less than one whole, coherent personality (Sapulsky, 95). Similarly, Kohlenberg and Tsai (82) observed that these individuals may have not developed all the characteristics of a stable, single personality. History Multiple personality was first recognized and described by the French physician Pierre Janet the late 19th century. In the year 1982 psychiatrists were talking about â€Å"the multiple personality epidemic. Yet those were early days as multiple personal ¬ity became an official diagnosis of the American Psychiatric As ¬sociation only in 1980. Ten years earlier, in 1972, multiple personality had seemed to be a mere curiosity. â€Å"Less than a dozen cases have been reported in the last fifty years. † You could list every multiple personality recorded in the history of Western medicine, even if experts disagreed on how many of these cases were genuine as the word for the disorder was rare. Ten years later, in 1992, there were hundreds of multiples in treat ¬ment in every sizable town in North America. Even by 1986 it was thought that six thousand patients had been diagnosed. After that, one stopped counting and spoke about an exponential increase in the rate of diagnosis since 1980. Clinics, wards, units, and entire private hospitals dedicated to the illness were being established all over the continent. Maybe one person in twenty suffered from a dissociative disorder. Clinicians were still reporting occasional cases as they appeared in treatment. Soon the number of patients would be ¬come so overwhelming that only statistics could give an impression of the field (Modestin, 88-92). Public awareness of the disorder increased in contemporary times after a case was the subject of The Three Faces of Eve (1957). In the 1980s and early 90s, such factors as recognition of child abuse, public interest in memories recovered from childhood (whether of actual or imagined events), allegations of so-called satanic ritual abuse, and the willingness of many psychotherapists to assume a more directive role in their patients treatment, led to what came to be regarded as a rash of overdiagnoses of multiple personality. Causes The cause of multiple personality is not clearly understood, but the condition seems almost invariably to be associated with severe physical abuse and neglect in childhood. It is believed that amnesia the key to formation of the separate personalities occurs as a psychological barrier to seal off unbearably painful experiences from consciousness. The disorder often occurs in childhood but may not be recognized until much later. Social and psychological impairment ranges from mild to severe. The fairly-necessary-condition evolved together with the characterization of multiple personality disorder (MPD). According to Cornelia Wilbur and Richard Kluft, â€Å"MPD is most parsimoniously understood as a posttraumatic dissociative disorder of childhood onset. † Here the childhood onset and the presence of trauma are not parts of an empirical generalization or a statistically checkable fairly-necessary-condition. They are part of the psychiatrists` understanding of multiple personality disorder, part of what they mean by â€Å"MPD. † There is nothing methodologically or scientifically wrong with this. I warn only against having it both ways. There is a tendency (a) to define the concept â€Å"MPD† (or dissociative identity disorder) in terms of early childhood trauma, and (b) to state, as if it were a discovery that multiple personality is caused (in the sense of fairly-necessary-condition) by childhood trauma (Horton and Miller, 151-159). Moreover, child sexual abuse became part of the prototype of multiple personality. That is, if you were giving a best example of a multiple, you would include child abuse as one feature of the example. The connection between abuse and multiplicity became stronger and stronger during the 1970s, just when the meaning of â€Å"child abuse† moved from the prototype of battered babies through the full range of physical abuse and gradually centered on sexual abuse. As a point of logic it is useful to see how concepts are used to lift themselves up by their own bootstraps. Those sounds highly figurative, but consider this. In a 1986 essay Wilbur wrote, â€Å"In discussing the psychoanalysis of MPD, Mershkey (330) pointed out that childhood trauma is central and causal. † In fact he ended his prize winning essay by posing some questions. He said that in recent previous reports of multiplicity â€Å"childhood trauma is central and causal† (327-340). The connection between multiple personality and real, not fantasized, child abuse was cemented in clinical journals throughout the 1990s. By 1992 there were vivid musterings of data about the relationship between incest and multiple personality. Philip Coons (299) had stated in his classic 1994 essay on differential diagnosis of multiple personality, he wrote that â€Å"the onset of multiple personality is early in childhood, and is often associated with physical and sexual abuse. At that time no child multiples were known. But the hunt was on. The first in what is now a long series of books of contributed papers about multiple personality had a fitting title: Childhood Antecedents of Multiple Personality (311-315). Prevalence The number of different personalities per MPD patient has shown a substantial increase since the 19th century. During the 19th century, most cases involved only two personalities. Since 1944, however, almost all cases have involved three or more personalities. Modern cases average from 6 to 16 personalities per patient (Coons 305). For instance Modestin (89) reported that 44% of 74 MPD patients each had more than 10 personalities and 8 of these patients had more than 20 personalities each. North, Ryall, Ricci, and Wetzel (2003) plotted the mean number of MPD per patient as a function of year, between 1989 and 2000. In 1989, the average MPD patients manifested just fewer than 10 personalities; by 1999, MPD patients displayed an average of just under 25 personalities per patient. At the present time, MPD appears to be culture-bound syndrome. The explosion of cases since 1970 has thus far remained largely restricted to North America. The diagnosis is very rarely made in modern Europe, despite its turn-of-the-century prominence as a center for the study of MPD. It is also very rare in Great Britain (Modestin,90). Modestin (92) surveyed all of the psychiatrists in Europe concerning the frequency with which they had seen patients with MPD. Depending on how it was calculated, the prevalence rate ranged between . 5% and 1. 0%. More interesting, Modestin noted that 90% of the respondents had never seen a case of MPD, whereas three psychiatrists had seen each seen more than 20 MPD patients. Hence, the frequency of multiple personality has been debated over time. There were some descriptions of these behaviors early in this century, but from the 1920s to the early 1970s, there was a surprising dearth of cases (Spanos, 145). Kohlenberg (138) termed it relatively rare while other reports saw it as very numerous in number; more cases were reported from the mid-1970s to the mid-1980s than in the previous two-hundred years. The tremendous increase in reported cases has occurred almost exclusively in North America (Spanos, 147). This behavior pattern is rarely reported in Great Britain, France, and Russia; no case has ever been reported in Japan (Spanos, 160). In both North America and Switzerland, most diagnoses are made by a small minority of professionals while the vast majority of professionals rarely if ever see such a case (Modestin, 90-91). The dramatic increase in the reported numbers of cases has been attributed to differing factors. Possibly, cases which were undiagnosed in previous decades are now being diagnosed because of greater awareness of this condition; it has also been proposed that the condition is now being overdiagnosed in individuals whose behaviors are readily suggestible (American Psychiatric Association, 94). It is probably safe to conclude that the prevalence of Dissociative Identity Disorder is in dispute at this time; some may also dispute the validity of this diagnosis as the DSM-IV, unlike earlier versions of the DSM, does not provide any diagnostic reliability information (American Psychiatric Association, 99). Diagnosis On balance, with the behaviors labeled Dissociative Identity Disorder or DID hereafter, the variability between behavioral repertoires is very high, possibly so extreme that the repertoires do not compose one stable personality (Sapulsky, 64). The person himself or herself may even report being a different person, complete with a different name or identity. Although the behavioral variability is more extreme here, it is still on a continuum with the average person; we all can exhibit several personalities and there are circumstances under which any person might claim to be a different person (Sackeim Devanand, 21). Among the behaviors correlated with a diagnosis of DID, self-report is less controlled by public, environmental events and more controlled by events which are private to the person providing the self-report (Kohlenberg Tsai, 139). The most apparent question is: What type of experiences could account for this extreme behavioral variability, in the self-report of being a different person, with differences in sex, age, race, physical appearance, and so forth. Some writers report that this disorder may only become apparent to a professional or others when different people attend meetings, interviews, or therapy; that is, the same individual attends but with a different self-report of identity, memories, and personality (Sackeim Devanand, 25). In so doing, individuals displaying these behaviors can receive a great deal of reinforcing attention from professionals for engaging in these behaviors. Individuals displaying behaviors correlated with a diagnosis of DID may be reassured of no further abuse and may be encouraged to try to be themselves in as many ways as they can. The different self-reports and personalities become a source of gratification (self-reinforcement) for the formerly abused victims and the professional alike (Spanos, 153). The danger here is that a person with degrees of behavioral variability could be shaped iatrogenically to reporting to be a divergent person by professionals zealously looking for this disorder (Merskey, 329) To quote one skeptic, the procedures used to diagnose MPD often create rather than discover multiplicity (Spanos, 153). Pain complaints, paralysis, blindness, and so forth, also consist of a self-report of a private event. Each of these may be accompanied by publicly observable events such as wincing, reluctantly moving, reporting or appearing to be unable to move or see ( Skinner) Both the self-reports and the public evidence for these differences are under stimulus control of the different personality repertoires in cases of these behaviors. When such an individual displays a specific personality, the self-report of pain or other symptom comes or goes with the other behaviors. Originally, the public signs of pain were authentic afflictions in the past as the result of abuse; months or years later, such indications could be self-produced, rule-governed behavior as part of the personality repertoire. These pains and related behaviors could be reinforced and shaped into a real affliction by well-meaning others as the verbal behavior acquired differential stimulus control of operant pain behavior. The rep orts of pain and related behaviors can persist as operant behavior maintained by its consequences in the absence of the original painful stimuli (Bonica and Chapman, 732). As for the reports in the literature of allergic and other responses being present in some personalities and not others, these too can potentially be accounted for via verbal behavior mechanisms. There are reports that individuals can develop rashes, a wound or a burn or other physiological symptoms in response to anothers verbal suggestions, that is, under hypnosis, although it has been argued that many of these symptoms are likely self-inflicted when observers are not present (Johnson, 298). Actual reports of hypnotically induced dermatological changes are difficult to substantiate; such effects are difficult to produce and are not as common an occurrence as often reported (Johnson, 302). These reports are not all due to the acts of the person showing the symptoms; instead, these symptoms may be due to an interaction of verbal behavior and conditioning mechanisms. Verbal behavior can also facilitate the development of stimulus control via respondent or operant conditioning (Skinner). If an experimenter were to flash a light in your eyes and then shock you, the experimenter would expect you to come to recoil to the light after some number of such pairings. If the experimenter were to tell you that he or she was going to shock you after every light flash, then it would be expected for you to recoil to the light sooner. Relating this to the differential presence of symptoms is not a big leap. Here, the individuals who display the divergent personalities have self-instructed and subsequently conditioned themselves to display symptoms when performing different behavioral repertories. Over time, the symptoms may come under the stimulus control of the emotions displayed, in addition to the persons verbal behavior, and appear spontaneous to the person himself or herself. To support the argument for conditioning mechanisms producing somatic symptoms, Smith and McDaniel (69) showed that a hypersensitive cellular response to tuberculin was modulated by respondent conditioning. Individuals can also exert control over a variety of autonomic functions as diverse as dysmenorrhea to seizure activity, via biofeedback . Treatment From the foregoing assumptions, therapy for persons displaying the behaviors in question must consist of extinguishing a reasonable share of the behavioral variability in the repertoire and reinforcing behavioral stability and generalization; literally, to shape one personality. Kohlenberg (138) reported being able to increase the frequency of specific behaviors composing one personality of an individual who exhibited DID-like behaviors by differential reinforcement of that personality. When placed on extinction, these behaviors returned to baseline frequencies. Other techniques might involve the client role-playing and rehearsing several social interactions and experiencing some situations expected to produce normal emotional behaviors. Kohlenberg (139) reported success at reintegrating the personalities in a dual personality individual by teaching assertiveness skills via role playing. Caddy (268) also used assertiveness training and shaping in reintegration. The therapist might videotape client s as they behave, to use for feedback and in shaping and instructing more cohesive behavior. There might also have to be a way of teaching the client to engage in more social-referencing, or seeking public feedback in more instances of what is acceptable behavior. Whereas you or I might ask, Did you see (or hear) something? when we are unsure of seeing or hearing, individuals whose behaviors are consistent with the label of DID may have to learn to ask, Am I still behaving as me? The therapist could not answer this question alone but family members and significant others could. This process would have to continue until the person reports being the same individual with the same experiences, and has less observable variability in his or her personal repertoire. Even if a therapist were to try to undertake such an intervention, and most would probably not, this process could be long and arduous, due to the multiple sources of control that would require adjustment, and the possibly well-meaning sabotage by those who attend to and reinforce the variability. Indeed, based on this account, control of the behaviors in this pattern would be difficult for anyone to establish. Even the therapist who encourages variance is not exerting control unless unpredictable behavior is the target behavior. As a result, these individuals may have been and will likely be in therapy for years (American Psychiatric Association).

Leadership and Culture as seen in Tech Mahindra Limited

Leadership and Culture as seen in Tech Mahindra Limited A human being right from birth is associated to various people including parents, relatives, and so on. As he/she grows old, the pool of associations become stronger and complex as his/her needs tend to grow such as: The need of friends, education, and other sociocultural aspects of human life. The child thus becomes part of many organisations catering to needs of each other in the organisation. Organisation, as defined by Oxford Advanced Learner Dictionary is A group of people who form a business, club, etc. together in order to achieve a particular aim. All the organisations irrespective of their nature are headed by a Leader. Leader is often seen as a person who guides the organisation to achieve a common goal by setting up practices and creating a positive environment with the organisation. As said by Fullan (1992) in his notes, that à ¢Ã¢â€š ¬Ã‚ ¦the only thing of real importance that leaders do is to create and manage culture. The leadership of an organization has the primary responsibility for identifying the need for, and fostering, cultural change and for sustaining a sound safety culture once it is established. In the following essay, I have tried elaborating some leadership skills and organisational culture taking into consideration Mr Vineet Nayyar who heads (Vice Chairman, MD CEO) Tech Mahindra Limited, a joint venture between Mahindra Mahindra Group and British Telecommunications PLC. About Tech Mahindra Introduction: Tech Mahindra is a part of US $7.1 Billion Mahindra Group, in partnership with British Telecommunications plc (BT), which is one of the largest communication service providers in the world. The organisation was incorporated in 1986 under the name of Mahindra British Telecom, which was later changed to Tech Mahindra to reflect diversification and growth of client base. Tech Mahindra has majorly focussed the telecommunications industry and is a leading global systems integrator  and business transformation consulting organization. Tech Mahindra operates globally with more than 15 Greenfield Operations and has over 124 active customer engagements mostly in Telecom sector. Some of its largest clients are BT, ATT, O2 and Alcatel-Lucent. The company has footprints in more than 25 countries and has been assessed as SEI CMMI Level 5 Company. The company is supported by around 35,000 professionals who provide distinctive blend of domain expertise, in depth technology skill sets and culture. Tech Mahindra Vision: To be the most respected solution provider in the communications ecosystem Anticipating and enabling change Admired for technology, agility, innovation, business models and the quality of its talent Tech Mahindra Values: Tech Mahindra is focused on creating sustainable value growth through innovative solutions and unique partnerships. Our values are at the heart of our business reputation and are essential to our continued success. We foster an environment to instil these values in every facet of our organization. Customer first Good corporate citizenship Professionalism Commitment to quality Dignity of the individual Some of the Industry Recognitions: In the Leaders Category in The 2009 Global Outsourcing 100 (IAOPs Annual Listing of the Worlds Best Outsourcing Service Providers) Ranked 2nd in Telecom Software providers of India by Voice Data, 2008 (VD 100 Ranking) Business Week Award for Asias Best Performing Companies, 2008 Growth Excellence Award by Frost Sullivan, 2008 Ranked 6th largest software exporter from India (NASSCOM, 2008) Leadership Introduction to leadership: There are numerous organisations prevailing in the todays world. Each and every member of an organisation aspires to have an ideal leader who can create an environment of trust, ownership among employees and is able to steer the organisation in a balanced way both in good as well as hard times of the organisation. As said by Admiral Burke, US Navy-Leadership is understanding people and involving them to help you do a job. That takes all of the good characteristics, like integrity, dedication of purpose, selflessness, knowledge, skill, implacability, as well as determination not to accept failure. But there remains a big question- What are the characteristics of a good leader? or How to assess if a person is worthy of leading a group or an organisation? During the following analysis, findings and practical scenarios I would try and find answers to the questions mentioned above. Theoretical approach to leadership: There have been numerous theories discussing several aspects of leadership and different styles in which it is practiced. The earliest being the Trait theory of Leadership which was worked upon and analysed at length as early as around mid-1850. This theory was primarily interested in the measurement of traits of persons which can be defined as habitual patterns of emotion, behaviour and thoughts. This theory strongly believes that the traits of a person are in-born and remain constant over life lime and hence it concluded that Leaders were born, not developed. In contrast to this theory, some other theories which came up in  late 1940s and early 1950s stated persons who are Leaders in one situation may not necessarily be leaders in other situations. These theories took into account the macro environment and took into consideration various factors affecting the decisions and behaviour of the leaders. The criticism of Trait theory by many researchers taking into account its shortcom ings, led them in an alternate theory, the Theory of Behaviour and Style. This theory led to study of Managerial Grid Model which suggested five different leadership styles, based on the leaders concern for people and their concern for goal achievement. A graphical representation of the managerial grid model is shown below. However many researchers believed that different situations call for different characteristics and this led to development of Situational and Contingency Theory. This theory stated that the actions and behaviour of a leader were largely influenced by characteristics of the situation in which he functions. The most promising model for this theory was developed by Fred Fiedler and is known as Fiedler contingency model. He believed that The leaders effectiveness is based on situational contingency which is a result of interaction of two factors:  Leadership style  and  Situational favourableness. As the leader I have chosen to analyse best suits to this style of leadership, Contingency Theory would be the basis of my analysis about his leadership style. Fiedlers Contingency Theory and Mr Vineet Nayyar: In the late 1950s and early 1960s, noticeable industrial and business psychologists: Fiedler and Woodward started to study the leadership and behaviour styles of leaders and managers. Earlier to Fiedlers study, industrial psychologists mainly focussed on personal traits of influential leaders. They believed that there was only one best way to run an organisation which produced best results and most effective business practices. The reason of Fiedlers model influencing most researchers was that it denied one best way and perfectly fit in modern highly complex organisations where scenarios and environment of leaders kept changing more often. Fiedlers model assessed a potential leader with a scale of work style ranging from Task-Oriented on one end to Relationship-Oriented on the other. The other important factor which affected behaviour was the contextual circumstances in which the group operates. This is furthermore supported by three contextual variables affecting appropriateness of a particular style. These are: Leader-member relations, Task Structure and Leader Position Power. The diagram below depicts the model. Mr Vineet Nayyar, 70, is the Vice Chairman Managing Director of Tech Mahindra since 2005 and the Chairman of Mahindra Satyam since 2009 after its acquisition by Tech Mahindra. He is an accomplished leader and has led many organisations across his career span of 40 years. He has worked closely with Indian Government (an IAS Indian Administrative Services official),  international multilateral agencies and the corporate sector (both public and private). While in government, he has taken many senior positions as District Magistrate and Secretary of Government Administration. He has also been part of the World Bank for over 10 Years. In corporate sector, he was founding Chairman and Managing Director of state owned Gas Authority of India, MD and V Chairman of HCL Technologies. He holds a Masters degree in Development Economics from Williams College, Massachusetts. Vineet is undoubtedly an outstanding leader and a role model for employees at Tech Mahindra. During his 6 years tenure, he has taken several crucial decisions which have impacted the organisation positively and have created a sense of trust which I believe is the most important characteristic of being a leader of an organisation. Year after year he has won excellent feedback scores from employees of the organisation which are evident of his leadership qualities. Along with high employee satisfaction, his role as a leader of organisation was backed up with exponential growth of the organisation. The company has doubled its size both in man power as well as the total business sales. It has also acquired three organisations, Axes Technologies (India) Private Limited, iPolicy Networks Private Limited and Satyam Computer Services Ltd since 2005. As suggested by Fiedlers Contingency theory, Leaders behavioural style is majorly impacted by environment around him. Over the last 5 years, Asian and Global economy have seen many highs and lows. During the time when Vineet entered into Tech Mahindra, global economy was on a steady rise. He saw this as huge opportunity for Tech Mahindra, and the company under his leadership launched an extremely successful IPO (Initial Public Offer) in 2006, through which the organisation raised around $100 million to build a new development centre at Pune, India estimating an employee seating capacity of 9000. This proved a highly motivating factor for employees of the organisation, as the company was then listed in Indian Stock Exchange which added to the credibility and popularity of the organisation. As the IPO was a huge success, the employees of Tech Mahindra were given bonus shares on completing 20 years of Tech Mahindra in 2006. This move increased the sense of ownership and the level of com mitment of the employees towards the organisation. As the economy continued to flourish, the company gained new and potential clients along with existing customers which added to exponential rise in companys physical and liquid assets. Under Vineets leadership, Tech Mahindra increased footprints across India and the globe. It has added four new development centres in India along with several overseas site offices across Asia Pacific, Europe, Americas, Middle East and Africa. Companys headcount increased from 16,500 in 2005 to 35,200 in 2010. As the company grew stronger and bigger, it created more jobs for people and was being trusted as a safe company considering job stabilization. These positive factors, along with Vineets influential leadership skills, resulted in a favourable situation which directly proved to have a positive effect on group performance. Leader-member relations were Good along with High task structure. With new development centres coming into operation, there were revised processes and policies which clearly defi ned each employees roles and responsibilities. Every employee was being given a task to set-up his goals at the start of the year which were then finalized along with supervisors feedback. There were team/individual meetings/skip level meetings to highlight any concerns, feedback or comments related to employees work. All this resulted in High Task structure. All the groups/teams were headed by a team-lead and a supervisor who had full authority to assign and monitor tasks for individuals in the group. These people also had the authority to recommend outstanding performers for rewards and awards every quarter. Hence we can consider Leader Position power also to be High thus resulting in High Favourableness of the situation. The most appropriate Behavioural style hence can be conceived as Low LPC, Task Oriented. However along with Task Oriented leadership style, Vineet was also inclined towards Relationship-Oriented behaviour as the company was doing well. Organisation incorporated s everal awards which were to be given to high performers and distribute bonuses among employees. There was high employee satisfaction resulting in improved overall group performances. The economy continued to grow till early 2008 after which there was a steep downturn. The economic turmoil in United States and Europe had a direct impact on Tech Mahindra as all of its major clients belong to this geography. This was a drastic change of environment for Vineet and he had to adjust his leadership style with the changing scenario. Vineet along with his management team had to churn out cost affective task driven methods to cope up with the ever increasing pressure of dipping economy and demanding clients. There were many changes in company processes to make them streamlined and cost effective. As the economy further weakened, many employees were discontinued from their roles in order to maintain an even position on operating the projects. Employee Assessment and Appraisal Process was reviewed as company was now operating on less operating profits. All the overhead costs were minimized and bonuses were cut-off. This lead to decreased employee satisfaction and hampered te am performances. During the same time period (2009) Tech Mahindra emerged as the highest bidder to scam hit Satyam Computers Ltd (Later renamed as Mahindra Satyam after takeover). Vineet was appointed as the Chairman of Mahindra Satyam taking into account his excellent service to Tech Mahindra over the years. His past experiences and characteristics as a leader both proved to be the deciding factor for this decision. Economic downturn coupled with accounting scam was a nightmare for employees of Mahindra Satyam. With a strong headcount of around 45,000, Mahindra Satyam due to its tainted image and lost credibility lost many major clients. Its operating profits came down to negative and the company was very difficult to sustain. Vineet and his team carried out series of management and process changes in Mahindra Satyam to improve its position in the market. Rebranding Satyam Computers to Mahindra Satyam was one such move. The association to Mahindra Mahindra group instilled an increased sense of cred ibility. There were internal exchange placements within Tech Mahindra and Mahindra Satyam to utilize excessive man power and Tech Mahindra slowed its external recruitment process. Many employees of Mahindra Satyam who did not have a good performance assessment were handed pink-slips. It was crucial for Mahindra Satyam to rebuild itself and regain its place in the IT Industry. A series of similar stern changes and developments took in Mahindra Satyam over the next few months. All these changes in Tech Mahindra and Mahindra Satyam led to decreased employee satisfaction. Employees were not given enough salary hikes and promotions were delayed. As more and more employees were terminated due to low operating margins, the team sizes grew smaller resulting in increased work pressure. This did not have a good effect on Leader-member relations and could be termed as Bad. Task structure also dropped to Low as there was increased workload due to less team members. Existing team members were un clear about the added responsibilities they had to partake which were an overhead to their already existing responsibilities. Leader position power still remained Strong as there was constant supervision on performance of the individuals. All these factors resulted in Low Favourableness of situation and behavioural style can hence be concluded as Low LPC Highly Task-oriented. Conclusion: With all the above evidences and instances of effect of external forces on leadership style of Vineet Nayyar, I can strongly conclude that leadership behaviour of leaders change with circumstances. A good leader is judged as to how he transforms his behaviour under different situations and choosing the correct style of leadership. Citing all the above instances of leadership and analysing them with theory as mentioned by Fiedler concludes that Fiedlers Contingency theorem aptly fits Vineet Nayyars leadership style. As the scenarios and macro environment changes rapidly, leadership as a vast pool of possible operative styles was a ground-breaking idea by Fiedler. It is in my virtue a common idea in modern management theories which rejects a stiff assumption about ideal management. Culture Introduction to culture: Culture: A word having its origins from Latin word Cultura which means to cultivate. Culture is a word having numerous meanings and definitions and is often the integral part of any organisation present today. Gareth Morgan has described organizational culture as: The set of the set of beliefs, values, and norms, together with symbols like dramatized events and personalities that represents the unique character of an organization, and provides the context for action in it and by it. Organisational culture is hard to explain and is similar to other intangible entities which can just be experienced by the virtue of it being into existence. With the size and complexity of organisations varying from a few to thousands, it is a vital and integral part of any organisation. It is in modern era, a characteristic of an organisation which mirrors the environment prevailing in the same and distinguishes it from others based on its Values, Rites, Rituals and cultural network. During the following text, I have tried examining organisational culture at Tech Mahindra based on theoretical and practical approaches. Theoretical approach to culture: Organisational culture has been analysed and defined by many anthropologists and sociologists including Deal and Kennedy, Charles Handy, Edgar Schein, Robert A. Cooke and many more. All the researchers have defined Culture in many different forms as it is very difficult to express it distinctly. Every person when becomes a part of organisation, becomes a part of its culture. He understands, learns, inherits and then practices culture at organisation through his distinct ways. Schein has broadly classified the nature of culture as layered phenomena having three levels of visibility. These are: Basic Assumptions, Values and Beliefs and Artefacts and Creations. He has further emphasized that these three layers of visible culture interact among themselves and do not stand out from each other. A graphical representation is shown below. Many different models exist which differentiate culture on the basis of its nature prevailing in different organisations. One of which is suggested by Peters and Waterman called the Characteristics of Excellent Companies. The authors studied cultures at some of the most successful organisations and came up with a list of common idealized practices within those organisations. This was by some viewed as One best culture and received strong criticisms by many researchers. Another model was suggested by Goffee and Jones which is also called as The Goffee and Jones Contingency Framework. This was a more modern approach to organisational culture and suggested the dependency of culture on business environments. They opposed the theory of one Right or Best culture for various organisations. Their framework could be depicted based on two dimensions: Sociability and Solidarity. These two dimensions were rated from Good to Bad and a four cubes structure was drawn. They suggested that an organisation could have one or a mix of these four cultures: The Communal culture, the Networked culture, the Mercury culture and the Fragmented culture. Taking the example of Tech Mahindra, I would be closely following this technique to examine its culture rated on Sociability and Solidarity. Culture at Tech Mahindra: Tech Mahindra is a large organisation with around 35,000 employees around the globe. Tech Mahindra recruits fresh college graduates every year in large numbers. Just after these college graduates join the company, on their appointment day, are exposed to a series of induction processes. These include registration processes, induction speech from the head of HR department and many similar interactive sessions of what is expected out of an employee at Tech Mahindra. All these sessions talk about the value offered by Tech Mahindra culture and how these values are important to adapt by all the employees. The new employees are then divided into batches and are allotted to various Initial Training Programs (ITP and the employees are then called ITPians) based on their background studies. This ITP course extends around 4 months in which ITPians undergo various Technical and Behavioural trainings which prepares an ITPian to accept the challenge which his job offers. During the Behavioural tr aining there are numerous sessions about Code of Conduct, Company dress code, Tech Mahindra rewards programs, emphasis on Quality work, Information Security and bonuses linked to performance. All the employees are asked to follow a strict dress code which is Business formals from Monday to Thursday. Employees are allowed to wear Business Casuals, i.e. Jeans and Collared T Shirts on Friday. This dress code is strictly followed and its Managers responsibility for counselling defaulting team members thereby facilitating adherence to the Companys policy. Any choice of casual wear which is revealing, excessively form fitted or worn out is strictly not allowed. There are instances where many employers do not have such kinds of regulations on dress code like Google. This however can be long debated over and over again with no firm outcome. In my opinion having a dress code is a good measure to create and maintain a healthy and professional environment across the organisation. The ITPians are briefed about Code of Conduct policies of Tech Mahindra about which they are asked to listen attentively. They are briefed of how they shall follow the applicable legal framework of the country in which they operate. Employees are expected to know and to understand the legal obligations applicable while performing their duties and discharging their responsibilities on the job. Ignorance cannot be an excuse for violation of law. They are also told to compete fairly with their competitors and maintain highest possible standards of integrity and ethics in every sphere of activity. ITPians are briefed that they shall not put their personal problems over organisational needs. Employees are always expected to protect and nurture the Companys interests all the time and remain independent in any decision that they may be required to take. They are told not to offer or accept gifts, hospitality or other inducements, which influence a decision, or engage in any form of bribery.

Crime and Punishment - My name is Raskolnikov :: Dostoevsky Crime and Punishment

Crime and Punishment - My name is Raskolnikov  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   It is obvious that Raskolnikov did not kill Alyona. Nikolai did. He confessed, didn't he? Sure, sure, I know what you're saying: Raskolnikov confessed too. But it is obvious that his confession was not a true confession. Raskolnikov had seen Nikolai's true confession, and was so moved that he decided he'd like to try confessing too. And one must not overlook the Christ symbolism in the novel. Raskolnikov is the obvious Christ-figure; he's poor, he's generous, he's schizophrenic. It all adds up. Raskolnikov is Christ's second incarnation but nobody realizes it's Him. Kind of sad. One should not overlook Raskolnikov's superior man theory. Nikolai, on the other hand, is the scum of the earth. He's a minor character, and minor characters always commit murders in books. What else do they have to do? One should not only look at the psychology of the characters in the novel, but of the author as well. Dostoevsky wouldn't write a story about some vile murderer. No. Dostoevsky was a good Chri stian writer. C&P is a handbook for becoming a Christian, not some murder psychology thriller. Raskolnikov gives lots of reasons for the murder, and it is obvious from the sheer number of reasons that he gives that Raskolnikov is innocent. He can't even make up a realistic motive! No one is fooled. I sure wasn't. Raskolnikov is surely a messed up character. He is upset because he can't get any work, so he decides to plead guilty to a murder he knows nothing about just so he can get some hard labor in Siberia. Oh, sure, he want back to the apartment and questioned where the body was. Sure he could relate the entire murder in realistic detail. These are merely coincidences, just like his meeting with Marmeladov. C&P was often criticized for its overuse of coincidence. Perhaps the most confusing scene in that it leads many unwary readers astray is the actual description of the murder itself. This of course was just a dream. Dostoevsky was very fond of dream symbolism and used it often in C&P.    So it is now obvious, I am sure, that Raskolnikov did not kill Alyona, and that Nikolai did. But why did Nikolai kill Alyona? Well, Nikolai was an early existentialist. He just killed her for the thrill of it. Better than going to the movies.

Wordsworth, Social Reform Literature, and Politics of the 1790s Essay

Wordsworth, Social Reform Literature, and Politics of the 1790s The historical mix of social fictions in England and France at the end of the 1780s greatly impacted the literature of the period. Tom Paine's The Rights of Man (1791) and Edmund Burke's Reflections on the Revolution in France (1791) were the two most widely read works that spurred a decade long debate on how the nation of England was to be governed and by whom. As a young man during this period, William Wordsworth formed part of the circle of writers who fought for the Republican cause of democracy and its ideals. Similar to the poet William Cowper, Wordsworth's early poetry contributed to a larger framework of social reform literature that the publisher Joseph Johnson promoted throughout his career from the late 1770s until his death in 1809. Some of Wordsworth's early prose works mark what he was to later reflect upon in his poem, "Lines Written a Few Miles above Tintern Abbey, on Revisiting the Banks of the Wye During a Tour, 13 July 1798". "Tintern Abbey" reminds Wordsworth's readers of the solitude and "sad perplexity" (61) that its author experiences five years after his dreams of a democratic republic and love for Annette Vallon are dashed by France's Reign of Terror and war with England. He recounts: Five years have passed; five summers, with the length Of five long winters! . . . . . . . And so I dare to hope, Though changed, no doubt, from what I was when first I bounded o'er these hills, . . . Flying from something that he dreads than one Who sought the thing he loved. (1-2, 66-67, 72-73)[1] "Tintern" suggests Wordsworth's wish to move beyond the sentiments and views he once held, as reflected in his unpublishe... ... a friend of Benjamin Franklin, Joseph Priestley, and Horne Tooke; Mary Wollstonecraft listened to Price's occasional political sermons, and was influenced by his view that all people were entitled to equal education. Todd, Janet. Mary Wollstonecraft: A Revolutionary Life. London: Weidenfeld & Nicholson, 2000: 59-61. 4. Edmund Burke. Reflections on the Revolution in France (1790), in, Paul Keen, (ed. compiler). Reading (at) the Limit of the Bourgeois Public Sphere. Burnaby: Simon Fraser University Publishing, 1999: 145. 5. Ibid, 147. 6. Tom Paine is referring to William the Conqueror, quoted by E. P. Thompson in, The Making of the English Working Class. Middlesex: Penguin Books Ltd., 1963: 94-95. 7. Ibid, 94. 8. Christopher Hill. "The Norman Yoke," in Intellectual Origins of the English Revolution Revisited. New York: Oxford University Press, 1997: 361.

Free Hamlet Essays: The Great Actor in Hamlet :: GCSE Coursework Shakespeare Hamlet

The Great Actor in Hamlet Hamlet is sane, not insane. He is putting on an act making people think that he is really insane when he is really just acting. Hamlet was ordered to avenge his fathers death by his father's spirit. The spirit told Hamlet that how he died. The spirit said that he was sleepong in his garden when the uncle came and poured poison into his ear. The spirit told Hamlet to avenge his death by killing his uncle. Hamlet wanted to prove that his uncle really killed his father. His uncle married his mother shortly after the murder of Hamlets father. I think Hamlet is crying inside beacuse he suspects what really happened. People think Hamlet is insane but he is really only acting. After Hamlet has spoken to the ghost, and Horatio and Marcellus find him, emotionally disturbed he says, "As I perchance hereafter shall think meet to put an antic disposition on... to note that you know aught of me--this do swear". (Act 1, scene 5, line 191-192, 201) This means if I (Hamlet) act crazy in the future, don't take it seriously, I am just acting. Hamlet acting crazy will help him prove that his uncle indeed killed his father. Hamlet wanted to know if what his father's spirit told him about his uncle killing his father was true, so he got the best actors he could find and reenacted what he though the death of his father was like, to see what his uncle's reaction would be. When he saw his uncle storm out of the room he knew it was true. If he were insane he could not have thought of such a good plan to "catch the conscience of the King" (Act 2, scene 2, line 634). Hamlet wanted the king to think he was insane. The king did think Hamlet was insane. The King talking to Rosencranz and Guildenstern says, "something have you heard of Hamlet's transformation, so call it, sith nor th'exterior nor the inward man resembles that it was." (Act 2, scene 2, lines 4-7). Hamlet wanted the king to think he was insane because he didn't want the king to interfere with his plan to find out if he really killed his father. He acted insane because he knew if he did the king would stay out of his way and he would have time to put his plan into operation.

Bridge Construction

LRFD Design Example for December 2003 FHWA NHI-04-041 Steel Girder Superstructure Bridge Prepared for FHWA / National Highway Institute Washington, DC US Units Prepared by Michael Baker Jr Inc Moon Township, Pennsylvania Development of a Comprehensive Design Example for a Steel Girder Bridge with Commentary Design Process Flowcharts for Superstructure and Substructure Designs Prepared by Michael Baker Jr. , Inc. November 2003 Technical Report Documentation Page 1. 4. Report No. 2. Government Accession No. 3. 5. Recipient’s Catalog No.Report Date FHWA NHI – 04-041 Title and Subtitle LRFD Design Example for Steel Girder Superstructure Bridge with Commentary 7. Author (s) December 2003 6. Performing Organization Code Raymond A. Hartle, P. E. , Kenneth E. Wilson, P. E. , S. E. , William A. Amrhein, P. E. , S. E. , Scott D. Zang, P. E. , Justin W. Bouscher, E. I. T. , Laura E. Volle, E. I. T. 8. Performing Organization Report No. B25285 001 0200 HRS 10. 11. 13. Work Unit No. (TRAIS) Contract or Grant No. 9. Performing Organization Name and Address Michael Baker Jr. , Inc. Related reading: Padma Bridge ParagraphAirside Business Park, 100 Airside Drive Moon Township, PA 15108 12. Sponsoring Agency Name and Address DTFH61-02-D-63001 Type of Report and Period Covered Federal Highway Administration National Highway Institute (HNHI-10) 4600 N. Fairfax Drive, Suite 800 Arlington, Virginia 22203 15. Supplementary Notes Final Submission August 2002 – December 2003 14. Sponsoring Agency Code Baker Principle Investigator: Raymond A. Hartle, P. E. Baker Project Managers: Raymond A. Hartle, P. E. and Kenneth E. Wilson, P. E. , S. E. FHWA Contracting Officer’s Technical Representative: Thomas K.Saad, P. E. Team Leader, Technical Review Team: Firas I. Sheikh Ibrahim, Ph. D. , P. E. 16. Abstract This document consists of a comprehensive steel girder bridge design example, with instructional commentary based on the AASHTO LRFD Bridge Design Specifications (Second Edition, 1998, including interims for 1999 through 2002). The design example and commentary are intended to serve as a guide to aid bridge design engineers with the implementation of the AASHTO LRFD Bridge Design Specifications, and is offered in both US Customary Units and Standard International Units.This project includes a detailed outline and a series of flowcharts that serve as the basis for the design example. The design example includes detailed design computations for the following bridge features: concrete deck, steel plate girder, bolted field splice, shear connectors, bearing stiffeners, welded connections, elastomeric bearing, cantilever abutment and wingwall, hammerhead pier, and pile foundations. To make this reference user-friendly, the numbers and titles of the design steps are consistent between the detailed outline, the flowcharts, and the design example.In addition to design computations, the design example also includes many tables and figures to illustrate the various design procedures and many AASHTO references. AASHTO references are presented in a de dicated column in the right margin of each page, immediately adjacent to the corresponding design procedure. The design example also includes commentary to explain the design logic in a user-friendly way. Additionally, tip boxes are used throughout the design example computations to present useful information, common practices, and rules of thumb for the bridge designer.Tips do not explain what must be done based on the design specifications; rather, they present suggested alternatives for the designer to consider. A figure is generally provided at the end of each design step, summarizing the design results for that particular bridge element. The analysis that served as the basis for this design example was performed using the AASHTO Opis software. A sample input file and selected excerpts from the corresponding output file are included in this document. 17. Key Words 18. Distribution StatementBridge Design, Steel Girder, Load and Resistance Factor Design, LRFD, Concrete Deck, Bolte d Field Splice, Hammerhead Pier, Cantilever Abutment, Wingwall, Pile Foundation 19. Security Classif. (of this report) 20. Security Classif. (of this page) This report is available to the public from the National Technical Information Service in Springfield, Virginia 22161 and from the Superintendent of Documents, U. S. Government Printing Office, Washington, D. C. 20402. 21. No. of Pages 22. Price Unclassified Form DOT F 1700. 7 (8-72) Unclassified 644 Reproduction of completed page authorizedThis page intentionally left blank ACKNOWLEDGEMENTS We would like to express appreciation to the Illinois Department of Transportation, Washington State Department of Transportation, and Mr. Mike Grubb, BSDI, for providing expertise on the Technical Review Committee. We would also like to acknowledge the contributions of the following staff members at Michael Baker Jr. , Inc. : Tracey A. Anderson Jeffrey J. Campbell, P. E. James A. Duray, P. E. John A. Dziubek, P. E. David J. Foremsky, P. E. M aureen Kanfoush Herman Lee, P. E. Joseph R. McKool, P. E. Linda Montagna V. Nagaraj, P. E. Jorge M. Suarez, P. E.Scott D. Vannoy, P. E. Roy R. Weil Ruth J. Williams Table of Contents 1. Flowcharting Conventions 2. Flowcharts Main Flowchart Chart 1 – General Information Chart 2 – Concrete Deck Design Chart 3 – Steel Girder Design Chart 4 – Bolted Field Splice Design Chart 5 – Miscellaneous Steel Design Chart 6 – Bearing Design Chart 7 – Abutment and Wingwall Design Chart 8 – Pier Design Chart P – Pile Foundation Design Flowcharts Design Example for a Two-Span Bridge Flowcharting Conventions Start A process may have an entry point from more than one path. An arrowhead going into a process signifies an entry point.Unique sequence identifier Process description Reference Process A Design Step # Chart # or AASHTO Reference Unless the process is a decision, there is only one exit point. A line going out of a process signifies an exit point. Commentary to provide additional information about the decision or process. Flowchart reference or article in AASHTO LRFD Bridge Design Specifications Supplemental Information No Decision Yes Process Design Step # Chart # or AASHTO Reference Go to Other Flowchart FHWA LRFD Steel Design Example 1 Flowcharts Design Example for a Two-Span Bridge Main Flowchart Start Design Step 1General Information Chart 1 Design Step 2 Concrete Deck Design Chart 2 Design Step 3 Steel Girder Design Chart 3 Splices are generally required for girders that are too long to be transported to the bridge site in one piece. Yes No Are girder splices required? Design Step 4 Bolted Field Splice Design Chart 4 Design Step 5 Miscellaneous Steel Design Chart 5 Go to: A FHWA LRFD Steel Design Example 1 Flowcharts Design Example for a Two-Span Bridge Main Flowchart (Continued) A Design Step 6 Bearing Design Chart 6 Design Step 7 Abutment and Wingwall Design Chart 7 Design Step 8 Pier Design Chart 8 Des ign Step 9Miscellaneous Design Chart 9 Design Step 10 Special Provisions and Cost Estimate Chart 10 Design Completed Note: Design Step P is used for pile foundation design for the abutments, wingwalls, or piers. FHWA LRFD Steel Design Example 2 Flowcharts Design Example for a Two-Span Bridge General Information Flowchart Chart 1 Start Start Design Step 1 General Information Chart 1 Concrete Deck Design Chart 2 Steel Girder Design Chart 3 Design Step 2 Design Step 1. 1 Obtain Design Criteria Design Step 3 No Are girder splices required? Yes Design Step 4 Bolted Field Splice Design Chart 4 Miscellaneous Steel Design Chart 5 BearingDesign Chart 6 Abutment and Wingwall Design Chart 7 Pier Design Chart 8 Miscellaneous Design Chart 9 Special Provisions and Cost Estimate Chart 10 Design Completed Includes: Governing specifications, codes, and standards Design methodology Live load requirements Bridge width requirements Clearance requirements Bridge length requirements Material properties F uture wearing surface Load modifiers Design Step 5 Design Step 6 Design Step 1. 2 Obtain Geometry Requirements Design Step 7 Includes: Horizontal curve data and alignment Vertical curve data and grades Design Step 8 Design Step 9 Yes Design Step 10Does client require a Span Arrangement Study? No Includes: Select bridge type Determine span arrangement Determine substructure locations Compute span lengths Check horizontal clearance Design Step 1. 3 Perform Span Arrangement Study Design Step 1. 3 Select Bridge Type and Develop Span Arrangement Go to: A FHWA LRFD Steel Design Example 1 Flowcharts Design Example for a Two-Span Bridge General Information Flowchart (Continued) Chart 1 Start Design Step 1 General Information Chart 1 Concrete Deck Design Chart 2 Steel Girder Design Chart 3 A Design Step 2 Design Step 3 No Are girder splices required?Design Step 1. 4 Yes Obtain Geotechnical Recommendations Design Step 4 Bolted Field Splice Design Chart 4 Miscellaneous Steel Design Chart 5 Bea ring Design Chart 6 Abutment and Wingwall Design Chart 7 Pier Design Chart 8 Miscellaneous Design Chart 9 Special Provisions and Cost Estimate Chart 10 Design Completed Design Step 5 Includes: Boring logs Foundation type recommendations for all substructures Allowable bearing pressure Allowable settlement Overturning Sliding Allowable pile resistance (axial and lateral) Design Step 6 Design Step 7 Design Step 8 Yes Does client require a Type, Size and Location Study?No Design Step 9 Design Step 10 Includes: Select steel girder types Girder spacing Approximate girder depth Check vertical clearance Design Step 1. 5 Perform Type, Size and Location Study Design Step 1. 5 Determine Optimum Girder Configuration Design Step 1. 6 Plan for Bridge Aesthetics S2. 5. 5 Considerations include: Function Proportion Harmony Order and rhythm Contrast and texture Light and shadow Return to Main Flowchart FHWA LRFD Steel Design Example 2 Flowcharts Design Example for a Two-Span Bridge Concrete Deck De sign Flowchart Chart 2 Start Start General Information Chart 1 Design Step 1Design Step 2. 1 Obtain Design Criteria Design Step 2 Concrete Deck Design Chart 2 Steel Girder Design Chart 3 Design Step 3 Includes: Girder spacing Number of girders Top and bottom cover Concrete strength Reinforcing steel strength Concrete density Future wearing surface Concrete parapet properties Applicable load combinations Resistance factors To compute the effective span length, S, assume a girder top flange width that is conservatively smaller than anticipated. The deck overhang region is required to be designed to have a resistance larger than the actual resistance of the concrete parapet.Based on Design Steps 2. 3 and 2. 4 and based on client standards. No Are girder splices required? Yes Design Step 4 Bolted Field Splice Design Chart 4 Miscellaneous Steel Design Chart 5 Bearing Design Chart 6 Abutment and Wingwall Design Chart 7 Pier Design Chart 8 Miscellaneous Design Chart 9 Special Provisions an d Cost Estimate Chart 10 Design Completed Design Step 2. 2 Determine Minimum Slab Thickness S2. 5. 2. 6. 3 & S9. 7. 1. 1 Design Step 5 Design Step 6 Design Step 2. 3 Determine Minimum Overhang Thickness S13. 7. 3. 1. 2 Design Step 7 Design Step 8 Design Step 9 Design Step 2. Select Slab and Overhang Thickness Design Step 10 Yes Equivalent Strip Method? (S4. 6. 2) No Other deck design methods are presented in S9. 7. Design Step 2. 5 Compute Dead Load Effects S3. 5. 1 & S3. 4. 1 Includes moments for component dead load (DC) and wearing surface dead load (DW). Go to: A FHWA LRFD Steel Design Example 1 Flowcharts Design Example for a Two-Span Bridge Concrete Deck Design Flowchart (Continued) Chart 2 A Start General Information Chart 1 Design Step 2. 6 Compute Live Load Effects S3. 6. 1. 3 & S3. 4. 1 Design Step 1 Design Step 2 Concrete Deck Design Chart 2Steel Girder Design Chart 3 Design Step 3 Design Step 2. 7 Compute Factored Positive and Negative Design Moments S4. 6. 2. 1 Considera tions include: Dynamic load allowance (S3. 6. 2. 1) Multiple presence factor (S3. 6. 1. 1. 2) AASHTO moment table for equivalent strip method (STable A4. 1-1) No Are girder splices required? Yes Design Step 4 Bolted Field Splice Design Chart 4 Miscellaneous Steel Design Chart 5 Bearing Design Chart 6 Abutment and Wingwall Design Chart 7 Pier Design Chart 8 Miscellaneous Design Chart 9 Special Provisions and Cost Estimate Chart 10 Design CompletedDesign Step 2. 8 Design for Positive Flexure in Deck S5. 7. 3 Resistance factor for flexure is found in S5. 5. 4. 2. 1. See also S5. 7. 2. 2 and S5. 7. 3. 3. 1. Generally, the bottom transverse reinforcement in the deck is checked for crack control. The live load negative moment is calculated at the design section to the right and to the left of each interior girder, and the extreme value is applicable to all design sections (S4. 6. 2. 1. 1). Generally, the top transverse reinforcement in the deck is checked for crack control. Design Step 5 Design Step 6 Design Step 2. 9 Design Step 7Check for Positive Flexure Cracking under Service Limit State S5. 7. 3. 4 & S5. 7. 1 Design Step 8 Design Step 9 Design Step 2. 10 Design for Negative Flexure in Deck S4. 6. 2. 1 & S5. 7. 3 Design Step 10 Design Step 2. 11 Check for Negative Flexure Cracking under Service Limit State S5. 7. 3. 4 & S5. 7. 1 Design Step 2. 12 Design for Flexure in Deck Overhang S5. 7. 3. 4, S5. 7. 1 & SA13. 4 Go to: B FHWA LRFD Steel Design Example 2 Flowcharts Design Example for a Two-Span Bridge Concrete Deck Design Flowchart (Continued) Chart 2 For concrete parapets, the case of vertical collision never controls.B Design Case 1 Design Overhang for Horizontal Vehicular Collision Force SA13. 4. 1 Design Case 2 Design Overhang for Vertical Collision Force SA13. 4. 1 Design Case 3 Design Overhang for Dead Load and Live Load SA13. 4. 1 Check at Case Inside Face 1A of Parapet Check at Case Design 1B Section in Overhang Check at Case Design 1C Section in First S pan Check at Case Design 3A Section in Overhang Check at Case Design 3B Section in First Span As(Overhang) = maximum of the above five reinforcing steel areas Start General Information Chart 1 Design Step 1 Design Step 2 Concrete Deck Design Chart 2Steel Girder Design Chart 3 Yes Design Step 3 As(Overhang) > As(Deck)? No No Are girder splices required? Yes Design Step 4 Bolted Field Splice Design Chart 4 Miscellaneous Steel Design Chart 5 Bearing Design Chart 6 Abutment and Wingwall Design Chart 7 Pier Design Chart 8 Miscellaneous Design Chart 9 Special Provisions and Cost Estimate Chart 10 Design Completed Use As(Overhang) in overhang. Use As(Deck) in overhang. Check for Cracking in Overhang under Service Limit State S5. 7. 3. 4 & S5. 7. 1 The overhang reinforcing steel must satisfy both the overhang requirements and the deck requirements.Design Step 5 Design Step 2. 13 Design Step 6 Does not control the design in most cases. Design Step 7 Design Step 8 Design Step 2. 14 Compute Ov erhang Cut-off Length Requirement S5. 11. 1. 2 Design Step 9 Design Step 10 Go to: C FHWA LRFD Steel Design Example 3 Flowcharts Design Example for a Two-Span Bridge Concrete Deck Design Flowchart (Continued) Chart 2 C Start General Information Chart 1 Design Step 2. 15 Compute Overhang Development Length S5. 11. 2 Appropriate correction factors must be included. Design Step 1 Design Step 2 Concrete Deck Design Chart 2 Steel Girder Design Chart 3Design Step 2. 16 Design Bottom Longitudinal Distribution Reinforcement S9. 7. 3. 2 Design Step 3 Compute Effective Span Length, S, in accordance with S9. 7. 2. 3. Based on temperature and shrinkage reinforcement requirements. No Are girder splices required? Yes Design Step 4 Bolted Field Splice Design Chart 4 Miscellaneous Steel Design Chart 5 Bearing Design Chart 6 Abutment and Wingwall Design Chart 7 Pier Design Chart 8 Miscellaneous Design Chart 9 Special Provisions and Cost Estimate Chart 10 Design Completed Design Step 2. 17 Design Top Longitudinal Distribution Reinforcement S5. 0. 8. 2 Design Step 5 Design Step 6 Design Step 2. 18 Design Longitudinal Reinforcement over Piers Design Step 7 Design Step 8 Design Step 9 Yes Continuous steel girders? No Design Step 10 For simple span precast girders made continuous for live load, design top longitudinal reinforcement over piers according to S5. 14. 1. 2. 7. For continuous steel girders, design top longitudinal reinforcement over piers according to S6. 10. 3. 7. Design Step 2. 19 Draw Schematic of Final Concrete Deck Design Return to Main Flowchart FHWA LRFD Steel Design Example 4 FlowchartsDesign Example for a Two-Span Bridge Steel Girder Design Flowchart Chart 3 Start Includes project specific design criteria (such as span configuration, girder configuration, initial spacing of cross frames, material properties, and deck slab design) and design criteria from AASHTO (such as load factors, resistance factors, and multiple presence factors). Start General Information C hart 1 Concrete Deck Design Chart 2 Design Step 1 Design Step 3. 1 Obtain Design Criteria Design Step 2 Design Step 3 Steel Girder Design Chart 3 No Are girder splices required? Yes Design Step 4Bolted Field Splice Chart 4 Miscellaneous Steel Design Chart 5 Bearing Design Chart 6 Abutment and Wingwall Design Chart 7 Pier Design Chart 8 Miscellaneous Design Chart 9 Special Provisions and Cost Estimate Chart 10 Design Completed A Design Step 3. 2 Select Trial Girder Section Design Step 5 Design Step 6 Design Step 7 Design Step 8 Design Step 9 Yes Composite section? No Considerations include: Sequence of loading (S6. 10. 3. 1. 1a) Effective flange width (S4. 6. 2. 6) Design Step 10 Design Step 3. 3 Compute Section Properties for Composite Girder S6. 10. 3. 1Design Step 3. 3 Compute Section Properties for Noncomposite Girder S6. 10. 3. 3 Go to: B FHWA LRFD Steel Design Example 1 Flowcharts Design Example for a Two-Span Bridge Steel Girder Design Flowchart (Continued) Chart 3 B Includes component dead load (DC) and wearing surface dead load (DW). Start General Information Chart 1 Concrete Deck Design Chart 2 Design Step 3. 4 Compute Dead Load Effects S3. 5. 1 Design Step 1 Design Step 2 Design Step 3 Steel Girder Design Chart 3 Design Step 3. 5 Compute Live Load Effects S3. 6. 1 Considerations include: LL distribution factors (S4. . 2. 2) Dynamic load allowance (S3. 6. 2. 1) Includes load factors and load combinations for strength, service, and fatigue limit states. Considerations include: General proportions (6. 10. 2. 1) Web slenderness (6. 10. 2. 2) Flange proportions (6. 10. 2. 3) Go to: A No Are girder splices required? Yes Design Step 4 Bolted Field Splice Chart 4 Miscellaneous Steel Design Chart 5 Bearing Design Chart 6 Abutment and Wingwall Design Chart 7 Pier Design Chart 8 Miscellaneous Design Chart 9 Special Provisions and Cost Estimate Chart 10 Design Completed Design Step 3. Combine Load Effects S3. 4. 1 Design Step 5 Design Step 6 Design Step 7 Design Step 3. 7 Check Section Proportion Limits S6. 10. 2 Design Step 8 Design Step 9 Design Step 10 Are section proportions adequate? Yes Go to: C No FHWA LRFD Steel Design Example 2 Flowcharts Design Example for a Two-Span Bridge Start General Information Chart 1 Concrete Deck Design Chart 2 Steel Girder Design Flowchart (Continued) Chart 3 Design Step 1 Design Step 2 C Design Step 3 Steel Girder Design Chart 3 No Are girder splices required? Yes No Composite section? Yes Design Step 4Bolted Field Splice Chart 4 Miscellaneous Steel Design Chart 5 Bearing Design Chart 6 Abutment and Wingwall Design Chart 7 Pier Design Chart 8 Miscellaneous Design Chart 9 Special Provisions and Cost Estimate Chart 10 Design Completed Design Step 5 Design Step 3. 8 Compute Plastic Moment Capacity S6. 10. 3. 1. 3 & Appendix A6. 1 Considerations include: Web slenderness Compression flange slenderness (N only) Compression flange bracing (N only) Ductility (P only) Plastic forces and neutral axis (P only) Des ign for Flexure Strength Limit State S6. 10. (Flexural resistance in terms of stress) Considerations include: Computations at end panels and interior panels for stiffened or partially stiffened girders Computation of shear resistance Check D/tw for shear Check web fatigue stress (S6. 10. 6. 4) Check handling requirements Check nominal shear resistance for constructability (S6. 10. 3. 2. 3) Design Step 6 Design Step 7 Design Step 8 Design Step 9 D Design Step 3. 9 Determine if Section is Compact or Noncompact S6. 10. 4. 1 Design Step 10 Yes Design for Flexure Strength Limit State S6. 10. 4 (Flexural resistance in terms of moment) Compact section? No Design Step 3. 10 Design Step 3. 0 Design Step 3. 11 Design for Shear S6. 10. 7 Note: P denotes Positive Flexure. N denotes Negative Flexure. Go to: E FHWA LRFD Steel Design Example 3 Flowcharts Design Example for a Two-Span Bridge Steel Girder Design Flowchart (Continued) Chart 3 E No Transverse intermediate stiffeners? If no stiffeners are used, then the girder must be designed for shear based on the use of an unstiffened web. Design includes: Select single-plate or double-plate Compute projecting width, moment of inertia, and area Check slenderness requirements (S6. 10. 8. 1. 2) Check stiffness requirements (S6. 10. 8. 1. 3) Check strength requirements (S6. 0. 8. 1. 4) If no longitudinal stiffeners are used, then the girder must be designed for shear based on the use of either an unstiffened or a transversely stiffened web, as applicable. Design includes: Determine required locations Select stiffener sizes Compute projecting width and moment of inertia Check slenderness requirements Check stiffness requirements Yes Start General Information Chart 1 Concrete Deck Design Chart 2 Design Step 1 Design Step 3. 12 Design Transverse Intermediate Stiffeners S6. 10. 8. 1 Design Step 2 Design Step 3 Steel Girder Design Chart 3 No Are girder splices required? Yes Design Step 4Bolted Field Splice Chart 4 Miscellaneous Steel Design Chart 5 Bearing Design Chart 6 Abutment and Wingwall Design Chart 7 Pier Design Chart 8 Miscellaneous Design Chart 9 Special Provisions and Cost Estimate Chart 10 Design Completed No Longitudinal stiffeners? Design Step 5 Design Step 6 Yes Design Step 7 Design Step 8 Design Step 3. 13 Design Longitudinal Stiffeners S6. 10. 8. 3 Design Step 9 Design Step 10 Go to: F FHWA LRFD Steel Design Example 4 Flowcharts Design Example for a Two-Span Bridge Steel Girder Design Flowchart (Continued) Chart 3 F No Is stiffened web most cost effective? Yes Use unstiffened web in steel girder design.Use stiffened web in steel girder design. Start General Information Chart 1 Concrete Deck Design Chart 2 Design Step 1 Design Step 2 Design Step 3. 14 Design Step 3 Steel Girder Design Chart 3 Design for Flexure Fatigue and Fracture Limit State S6. 6. 1. 2 & S6. 10. 6 No Are girder splices required? Yes Check: Fatigue load (S3. 6. 1. 4) Load-induced fatigue (S6. 6. 1. 2) Fatigue requirements for we bs (S6. 10. 6) Distortion induced fatigue Fracture Compute: Live load deflection (optional) (S2. 5. 2. 6. 2) Permanent deflection (S6. 10. 5) Check: Web slenderness Compression flange slenderness Compression flange bracing ShearDesign Step 4 Bolted Field Splice Chart 4 Miscellaneous Steel Design Chart 5 Bearing Design Chart 6 Abutment and Wingwall Design Chart 7 Pier Design Chart 8 Miscellaneous Design Chart 9 Special Provisions and Cost Estimate Chart 10 Design Completed Design Step 5 Design Step 3. 15 Design for Flexure Service Limit State S2. 5. 2. 6. 2 & S6. 10. 5 Design Step 6 Design Step 7 Design Step 8 Design Step 3. 16 Design for Flexure Constructibility Check S6. 10. 3. 2 Design Step 9 Design Step 10 Go to: G FHWA LRFD Steel Design Example 5 Flowcharts Design Example for a Two-Span Bridge Steel Girder Design Flowchart (Continued) Chart 3 GStart General Information Chart 1 Concrete Deck Design Chart 2 Design Step 3. 17 Check Wind Effects on Girder Flanges S6. 10. 3. 5 Design Step 1 Refer to Design Step 3. 9 for determination of compact or noncompact section. Design Step 2 Design Step 3 Steel Girder Design Chart 3 No Are girder splices required? Yes Design Step 4 Bolted Field Splice Chart 4 Miscellaneous Steel Design Chart 5 Bearing Design Chart 6 Abutment and Wingwall Design Chart 7 Pier Design Chart 8 Miscellaneous Design Chart 9 Special Provisions and Cost Estimate Chart 10 Design Completed Have all positive and negative flexure design sections been checked?No Go to: D (and repeat flexural checks) Design Step 5 Yes Design Step 6 Design Step 7 Design Step 8 Were all specification checks satisfied, and is the girder optimized? No Go to: A Design Step 9 Design Step 10 Yes Design Step 3. 18 Draw Schematic of Final Steel Girder Design Return to Main Flowchart FHWA LRFD Steel Design Example 6 Flowcharts Design Example for a Two-Span Bridge Bolted Field Splice Design Flowchart Chart 4 Start Includes: Splice location Girder section properties Material and bo lt properties Start General Information Chart 1 Concrete Deck Design Chart 2 Steel Girder Design Chart 3Design Step 4. 1 Obtain Design Criteria Design Step 1 Design Step 2 Design Step 3 Design Step 4. 2 Select Girder Section as Basis for Field Splice Design S6. 13. 6. 1. 1 Design bolted field splice based on the smaller adjacent girder section (S6. 13. 6. 1. 1). No Are girder splices required? Yes Design Step 4 Bolted Field Splice Design Chart 4 Miscellaneous Steel Design Chart 5 Bearing Design Chart 6 Abutment and Wingwall Design Chart 7 Pier Design Chart 8 Miscellaneous Design Chart 9 Special Provisions and Cost Estimate Chart 10 Design Completed Left Design Step 5 Which adjacent girder section is smaller? RightDesign Step 6 Design Step 7 Design Step 8 Design bolted field splice based on left adjacent girder section properties. Design bolted field splice based on right adjacent girder section properties. Design Step 9 Design Step 10 Design Step 4. 3 Compute Flange Splice Design Lo ads 6. 13. 6. 1. 4c Includes: Girder moments Strength stresses and forces Service stresses and forces Fatigue stresses and forces Controlling and noncontrolling flange Construction moments and shears Go to: A FHWA LRFD Steel Design Example 1 Flowcharts Design Example for a Two-Span Bridge Bolted Field Splice Design Flowchart (Continued) Chart 4Check: Yielding / fracture of splice plates Block shear rupture resistance (S6. 13. 4) Shear of flange bolts Slip resistance Minimum spacing (6. 13. 2. 6. 1) Maximum spacing for sealing (6. 13. 2. 6. 2) Maximum pitch for stitch bolts (6. 13. 2. 6. 3) Edge distance (6. 13. 2. 6. 6) Bearing at bolt holes (6. 13. 2. 9) Fatigue of splice plates (6. 6. 1) Control of permanent deflection (6. 10. 5. 2) A Design Step 4. 4 Design Bottom Flange Splice 6. 13. 6. 1. 4c Start General Information Chart 1 Concrete Deck Design Chart 2 Steel Girder Design Chart 3 Design Step 1 Design Step 2 Design Step 3 No Are girder splices required?Design Step 4. 5 Yes Desi gn Top Flange Splice S6. 13. 6. 1. 4c Check: Refer to Design Step 4. 4 Design Step 4 Bolted Field Splice Design Chart 4 Miscellaneous Steel Design Chart 5 Bearing Design Chart 6 Abutment and Wingwall Design Chart 7 Pier Design Chart 8 Miscellaneous Design Chart 9 Special Provisions and Cost Estimate Chart 10 Design Completed Design Step 5 Design Step 6 Design Step 4. 6 Design Step 7 Compute Web Splice Design Loads S6. 13. 6. 1. 4b Design Step 8 Check: Girder shear forces Shear resistance for strength Web moments and horizontal force resultants for strength, service and fatigueDesign Step 9 Design Step 10 Go to: B FHWA LRFD Steel Design Example 2 Flowcharts Design Example for a Two-Span Bridge Bolted Field Splice Design Flowchart (Continued) Chart 4 B Check: Bolt shear strength Shear yielding of splice plate (6. 13. 5. 3) Fracture on the net section (6. 13. 4) Block shear rupture resistance (6. 13. 4) Flexural yielding of splice plates Bearing resistance (6. 13. 2. 9) Fatigue of spli ce plates (6. 6. 1. 2. 2) Both the top and bottom flange splices must be designed, and they are designed using the same procedures.Are both the top and bottom flange splice designs completed? No Go to: A Design Step 4. 7 Start General Information Chart 1 Concrete Deck Design Chart 2 Steel Girder Design Chart 3 Design Step 1 Design Web Splice S6. 13. 6. 1. 4b Design Step 2 Design Step 3 No Are girder splices required? Yes Design Step 4 Bolted Field Splice Design Chart 4 Miscellaneous Steel Design Chart 5 Bearing Design Chart 6 Abutment and Wingwall Design Chart 7 Pier Design Chart 8 Miscellaneous Design Chart 9 Special Provisions and Cost Estimate Chart 10 Design Completed Design Step 5 Design Step 6 Design Step 7Yes Design Step 8 Design Step 9 Design Step 10 Do all bolt patterns satisfy all specifications? No Go to: A Yes Design Step 4. 8 Draw Schematic of Final Bolted Field Splice Design Return to Main Flowchart FHWA LRFD Steel Design Example 3 Flowcharts Design Example for a Two-S pan Bridge Miscellaneous Steel Design Flowchart Chart 5 Start No Start General Information Chart 1 Concrete Deck Design Chart 2 Steel Girder Design Chart 3 Composite section? For a composite section, shear connectors are required to develop composite action between the steel girder and the concrete deck.Design includes: Shear connector details (type, length, diameter, transverse spacing, cover, penetration, and pitch) Design for fatigue resistance (S6. 10. 7. 4. 2) Check for strength limit state (positive and negative flexure regions) (S6. 10. 7. 4. 4) Design includes: Determine required locations (abutments and interior supports) Select stiffener sizes and arrangement Compute projecting width and effective section Check bearing resistance Check axial resistance Check slenderness requirements (S6. 9. 3) Check nominal compressive resistance (S6. 9. 2. 1 and S6. 9. 4. ) Design Step 1 Yes Design Step 2 Design Step 3 No Are girder splices required? Design Step 5. 1 Yes Design Shear Conn ectors S6. 10. 7. 4 Design Step 4 Bolted Field Splice Chart 4 Design Step 5 Miscellaneous Steel Design Chart 5 Bearing Design Chart 6 Abutment and Wingwall Design Chart 7 Pier Design Chart 8 Miscellaneous Design Chart 9 Special Provisions and Cost Estimate Chart 10 Design Completed Design Step 6 Design Step 7 Design Step 8 Design Step 9 Design Step 5. 2 Design Bearing Stiffeners S6. 10. 8. 2 Design Step 10 Go to: A FHWA LRFD Steel Design Example 1Flowcharts Design Example for a Two-Span Bridge Miscellaneous Steel Design Flowchart (Continued) Chart 5 A Start General Information Chart 1 Concrete Deck Design Chart 2 Steel Girder Design Chart 3 Design Step 1 Design Design Welded Connections Step 5. 3 S6. 13. 3 Design Step 2 Design Step 3 Design includes: Determine required locations Determine weld type Compute factored resistance (tension, compression, and shear) Check effective area (required and minimum) Check minimum effective length requirements To determine the need for diaphragms or cross frames, refer to S6. . 4. 1. No Are girder splices required? Yes Design Step 4 Bolted Field Splice Chart 4 No Are diaphragms or cross frames required? Design Step 5 Miscellaneous Steel Design Chart 5 Bearing Design Chart 6 Abutment and Wingwall Design Chart 7 Pier Design Chart 8 Miscellaneous Design Chart 9 Special Provisions and Cost Estimate Chart 10 Design Completed Design Step 6 Yes Design Step 7 Design Step 8 Design Step 9 Design Step 10 Design Step 5. 4 Design Cross-frames S6. 7. 4 Go to: BDesign includes: Obtain required locations and spacing (determined during girder design) Design cross frames over supports and intermediate cross frames Check transfer of lateral wind loads Check stability of girder compression flanges during erection Check distribution of vertical loads applied to structure Design cross frame members Design connections FHWA LRFD Steel Design Example 2 Flowcharts Design Example for a Two-Span Bridge Miscellaneous Steel Design Flowchart (Continued) C hart 5 B Start General Information Chart 1 Concrete Deck Design Chart 2 Steel Girder Design Chart 3 Design Step 1 No Is lateral bracing required?To determine the need for lateral bracing, refer to S6. 7. 5. 1. Design Step 2 Design Step 3 Yes No Are girder splices required? Yes Design Step 4 Bolted Field Splice Chart 4 Design Step 5. 5 Design Lateral Bracing S6. 7. 5 Design Step 5 Miscellaneous Steel Design Chart 5 Bearing Design Chart 6 Abutment and Wingwall Design Chart 7 Pier Design Chart 8 Miscellaneous Design Chart 9 Special Provisions and Cost Estimate Chart 10 Design Completed Design includes: Check transfer of lateral wind loads Check control of deformation during erection and placement of deck Design bracing members Design connections Design Step 6Design Step 7 Design Step 8 Design Step 9 Design Step 5. 6 Compute Girder Camber S6. 7. 2 Design Step 10 Return to Main Flowchart Compute the following camber components: Camber due to dead load of structural steel Camber due to de ad load of concrete deck Camber due to superimposed dead load Camber due to vertical profile Residual camber (if any) Total camber FHWA LRFD Steel Design Example 3 Flowcharts Design Example for a Two-Span Bridge Bearing Design Flowchart Chart 6 Start Includes: Movement (longitudinal and transverse) Rotation (longitudinal, transverse, and vertical) Loads (longitudinal, transverse, and vertical)Start General Information Chart 1 Concrete Deck Design Chart 2 Steel Girder Design Chart 3 Design Step 6. 1 Obtain Design Criteria Design Step 1 Design Step 2 Design Step 3 No Are girder splices required? Yes Design Step 6. 2 Select Optimum Bearing Type S14. 6. 2 See list of bearing types and selection criteria in AASHTO Table 14. 6. 2-1. Design Step 4 Bolted Field Splice Chart 4 Miscellaneous Steel Design Chart 5 Design Step 5 Design Step 6 Bearing Design Chart 6 Abutment and Wingwall Design Chart 7 Pier Design Chart 8 Miscellaneous Design Chart 9 Special Provisions and Cost Estimate Chart 10 Design CompletedSteelreinforced elastomeric bearing? No Design selected bearing type in accordance with S14. 7. Includes: Pad length Pad width Thickness of elastomeric layers Number of steel reinforcement layers Thickness of steel reinforcement layers Edge distance Material properties Method A usually results in a bearing with a lower capacity than Method B. However, Method B requires additional testing and quality control (SC14. 7. 5. 1). Note: Method A is described in S14. 7. 6. Method B is described in S14. 7. 5. Design Step 7 Yes Design Step 8 Design Step 9 A