Bioinformatics Essay Example | Topics and Well Written Essays - 1500 words

Bioinformatics - Essay Example To function correctly, each cell depends on thousands of proteins to function in the right places at the right times. When a mutation alters a protein that plays a critical role in the body, a medical condition can result. A condition caused by mutations in one or more genes is called a genetic disorder. Some mutations alter a gene's DNA base sequence but do not change the function of the protein made by the gene. Studies in the fly Drosophila melanogaster suggest that if a mutation does change a protein, this will probably be harmful, with about 70 percent of these mutations having damaging effects, and the remainder being either neutral or weakly beneficial (Sawyer , et al 2007).If a mutation is present in a germ cell, it can give rise to offspring that carries the mutation in all of its cells. This is the case in hereditary diseases. On the other hand, a mutation can occur in a somatic cell of an organism. Such mutations will be present in all descendants of this cell, and certain mutations can cause the cell to become malignant, and thus cause cancer (Ionov , et al 1993). Although many mutations are deleterious, mutations may have a positive effect given certain selective pressures in a population. For example, a specific 32 base pair deletion in human CCR5 (CCR5-32) confers HIV resistance to homozygotes and delays AIDS onset in heterozygotes(Sawyer , et al 2007). The CCR5 mutation is more common in those of European descent. One theory for the etiology of the relatively high frequency of CCR5-32 in the European population is that it conferred resistance to the bubonic plague in mid-14th century Europe. People who had this mutation were able to survive infection; thus, its frequency in the population increased(Ionov , et al 1993). It could also explain why this mutation is not found in Africa where the bubonic plague never reached. Newer theory says the selective pressure on the CCR5 Delta 32 mutation has been caused by smallpox instead of the bubonic plague(Galvani and Slatkin, 2003). - Render the alignment into a box-shaded diagram. Identify the position of the mutation on the multiple sequence alignment. Can you deduce anything from these data Check that your sequences are appropriately gapped . 3'-AA/860 bp insert : 5'-TTTCATGA----- //----- TCATGAAA-3' 3'-AAAGTACT----- //----- AGTACTTT-5' 3'-TT/860 bp insert : 5'-AATCATGA----- //----- TCATGATT-3' 3'-TTAGTACT----- //----- AGTACTAA-5' 3'-CC/860 bp insert : 5'-GGTCATGA----- //----- TCATGACC-3' 3'-CCAGTACT----- //----- AGTACTGG-5' 3'-GG/860 bp insert : 5'-CCTCATGA----- //----- TCATGAGG-3' 3'-GGAGTACT----- //----- AGTACTCC-5' Note that for each respective PCR product, the last eight bases at each 3'-end of the DNA are identical. Also note that only the first two and the last two base pair positions vary between the four PCR products. The PCR products were designed in this way to directly measure the effect of 3'-base composition on blunt vector and T-vector efficiency (Novy, Yaeger, and Kolb, 2008). From the human protein sequence, present any Prosite motif and conserved sequence domains in a sequence diagram. Identify the position of the mutation on the diagram. Can you deduce anything from these data Representative Sequence Length Mass (Da) A2QKA5 Checksum: FF7C4CB42EEB5629 385 41,846 10 20

Skills and Competencies of IT Manager

Skills and Competencies of IT Manager Task 1: Be able to take responsibility for own personal and professional development 1.1 Reflect on own current skills and competencies as IT manager against professional standards set by BCS such as SFIA plus or personal and professional development plan or similar and how you contribute towards as an individual employee of Aldi to meet their organizational objectives During the meeting I discussed different ways to evaluate different standard skills. The employees should be reviewed each month by their superiors as per the company guidelines to focus on the improvement and fulfilling target set. The professional ability standards can be used to judge the skills and achievement of an individual along with the areas of improvement to meet professional standard. A monthly appraisal cycle in written can be the best way to record the work done. Someone’s working skills ability can be set as an appropriate standard in professional and organizational. 1.2 Evaluate own development needs as an IT manager at Aldi and the activities required to meet them It is helpful to keep a record of learning to judge one’s own development. It can be recorded in the personal diary for past review to make future action plans. This process helps everyone to self analyze their strength and weakness. A self analysis is the best way to know your own positive and negative side. Proper interaction with your superiors can help you to develop your weak areas by seeking their advice. The Aldi Company’s various level standards can be referred to form an idea to develop skills. The negative side can be focused and improved from the suggestions provided by training manager. Task 2: Be able to demonstrate acquired interpersonal and transferable skills 2.1 Communicate in a variety of styles such as verbal and non-verbal, openness and responsiveness and appropriate manner such as personal effectiveness, various levels such as form a working with others at l feedback to and from colleagues and informal at Aldi. Presently there are various methods in the workplace for communication. The very first is written communication which can be presented on a paper and can be stored for future reference. E-mail and fax are digital communications. It is generally used by Aldi company for better communication in work areas. The stored documents which are deleted in error can be used as testimonials. The second one is oral communication, it can be face to face or by telephone and now in it market Skype is famous. It is usually used everywhere mostly in stock exchange where everyone can listen. Meetings are an opportunity to communicate face to face and it provides an better understanding to your superiors and colleagues. Any information given over phone can be misleading depending upon the people who is answering the phone and also upon the telephone network. At workplace telephonic conference with head office or central office can save time and money of Aldi Company. Third one is information technology like e-mails, internet memos, and fax. It is quick, cheaper and best way to share information within company. 2.2 Demonstrate effective time management strategies such as adopted prioritizing workloads; setting work objectives; using time effectively; making and keeping appointments and reliable estimates of task time by it manager role in Aldi. Time keeping is the top most elements for successful companies duly executed by an efficient employee. Time management depends upon the following factors as under: Individual behavior and character Balance in personal and professional work life Companies approach towards individual Time saving and accuracy by using information technology Time management personnel should prepare priority based work plans. Individual should be aware about the effect of wasting time shall result in decrease in productivity which in turn affect the revenue of the Aldi company and their job security also. Employee should prepare a checklist including all works and regular updating the same after completion of every work. Effective time setting as per the work may result in increased productivity with accuracy. 2.3 Devise a personal and professional development plan includes such as current performance, future needs, SWOT based on identified needs as it manager. Proper interaction with the superiors shall give the individual an opportunity to identify the difficulties. The individuals can request for training to overcome from these difficulties through this process. Employees should be enrolled based on their required courses. An individual can derive an action plan to prove management the benefit of the course and also the way to achieve the needs. The goals should be in action plan including the time frame along with steps to be taken care to achieve the target set. Identifying the needs a plan should be brought into action to handle those objects. It is must to mention both the personal and professional improvement as because success in one leads to success in others. The objective set must include individual needs and the time frame for achievement. Every target has some certain process to meet the target set in a timely manner. Lack of knowledge can be given importance before the frequent development can be ensured. A proper discussion with your colleagues and superiors can resolve the same. It includes flexibility on timely reported progress. 2.4 Reflects on own development as an it manager at Aldi against original aims and objectives set in your personal and professional development plan The learner can review their performance after their training sessions to judge the benefits of learning by self or by the help of tutor. The areas of improvement should be discussed during the review and change in the plan set shall be focused by the learner. A proper test can be conducted to establish the learning of the candidates. The progress needs to be compared with the target set in the action plan. Proper scale should be derived with the learning’s to view the gaps if any remains. Based on the learning it is necessary to identify and adjust those areas which are still in need to be concerted on. The adjusted plan contains the way of achievement and time frame also. The action plan must be observed on regular interval to see the improvement. Planning and reviewing is a continuous lifetime process which help to judge the own capacity and develop self consciousness. Task 3: Understand the dynamics of working with others 3.1 Analyze team dynamics such as informal and formal settings; discussing the roles people play in a team specialist roles, such as skill and style/approach mixes and how they can work together such as team building, identity, loyalty and commitment to shared beliefs to achieve shared goals in Aldi Every employee depends upon someone to perform his or her work perfectly. Other employees have also similar work knowledge and willing to work on your position. This is not necessary to demand for your work. You and your family members depend upon the salary provided by the Aldi Company against your working. This should always be in your mind to restrict your behaviours not only to save your job but also for your job satisfaction. This is required in each and every level of work where you should work as a team to be productive. You should always depend upon the working team to achieve the target set. You should always be ready to help your working team from your work contribution to meet the target. There are some situations where you shall have to work without any team members to share your work. This situation usually arises at the top level, which forms part of a working team. Working as successful teams help the company to meet their target set. Together with a team, an employee can be much more productive as in the Aldi Company. 3.2 Discusses alternative ways to complete tasks such as setting standards, motivating, innovative and responsive and achieve team goals in Aldi For better result team work is more important in a company, where everybody is responsible for a company success. The swot analysis is derived to maximize the productivity and achievement of the set target. Effort of every individual is accounted in the team work. Members involved in team need to combine their efforts to achieve the company goals. This has to be recognized by the top management and acknowledge that great things can happen with the team work. Every employee is unique and should be recognized and appreciated individually. Responsiveness Good teams are very much responsive and flexible to opportunities and client requirement. Responsive teams can easily deals with any unknown situation. responsiveness is encouraged by: Developing plans as per the prevailing situation Issues to be communicated very clear Developing hindrance and issue resolution process Innovation Better team work results in more innovation Teams should have quality standard, time frame and creative innovation to improve processes. Experience and ideas of seniors within any team should be taken which doing team work. Every employee should be free to provide his innovative ideas and be introduced to the brainstorming sessions. Team work identifies that every members have different strength and knowledge. If the top management judge the individual’s skill, then appropriate job allocation can be done based on the individual knowledge results in timely completion of goals. Task 4: Be able to develop strategies for problem solving 4.1 Review tools and methods such as timescale, stages, resources and critical path analysis for developing solutions to problems in the selected organization One presentation is requested by the hr manager of Aldi Company on various problems. In this presentation one document will be handed over the audience i.e. quiz. The quiz will contain ten questions with work based problems. Candidates need to answer by selecting one of the four available alternatives. The candidates need to answer the quiz with their best solution. The candidates who will answer maximum will be rewarded with a prize. One example of the quiz is , if an employee has a dinner conference at a graduate bureau suddenly an emergency meeting arranged with the superior. For this four options will be available. After marking the correct answers learners can discuss the answer. They get an opportunity to deal with the different situations in an interactive way. 4.2 Develop an appropriate strategy for resolving a particular problem such as duplication of records in hr department in Aldi Good analyzer uses different techniques and tricks to solve problems. Before using it analyzer needs to remember as below: Take time to reach to solutions Don’t make it fast to decide Don’t give up Be flexible to each and every character Try it to the extent To reach the solution one should follow the following steps: Observation of the problem Try to understand the base of problems Don’t use the extra details available Make a plan Go through the plan with care Check your attempts carefully If solution does come then try another option The best way to solve the problems is to draw a diagram and go through the same. Just take one example of how many diagonals a heptagon has. To overcome this you should draw a heptagon along with the diagonals. If it does not work then go for the trial and error strategy which everybody uses as a problem solving strategy. In this you will try one answer if the same is not appropriate you can try another. And will stop after finding the correct answer. This is good when few answers are available. 4.3 Evaluate the potential impact on the business measurement of solution against specification and desired outcomes implementing the strategy such as built a new hr system in Aldi. Implementation includes proper planning and preparation. You should know that what situation is going to arise if first step is taken. Planning always depends upon the action plan followed by the problem. Action plan consists: Who will do that When and how to do that In size planning depends upon the size of projects. If you need to implement any new thing, needs good support from top management otherwise implementation can get collapsed. During the planning and researching stage you need to convince everyone that your solution is the best and it will work within the set frame. During this support will arise and based on inputs given by others make changes. After making necessary changes your adjusted plan will be ready to make others convincing for your support. A proper monitoring is required to judge your proposed plan. Are the people now available who were allocated to the tasks (Illness or holidays could prevent this)? Is the funds liquid/ready to be used? Are there any other complications that could interfere with the implementation? What alternatives could be applied? Did the first stage of the implementation go according to plan? If not, which immediate corrective action can be taken? What does such action involve? Is this all readily available? Are decision makers willing and able to allocate these resources? References Bandura. A (1997). Self-efficacy: The exercise of control. New York: Freeman. Berko, R.M., Wolvin, A.D. Wolvin, D.R. 2010:9-12. Communicating. 11th edition. Boston, MA: Pearson Education, Inc. Golding, L. Gray, I. (2006).Continuing professional development for clinical psychologists: A practical handbook. The British Psychological Society. Oxford: Blackwell Publishing Jasper, M. (2006).Professional development, reflection, and decision-making. Oxford: Blackwell Publishing. Levi, D (2010) Group Dynamics for Teams, Business and Economics; Sage Publishers Murphy-Latta, T (2008). A Comparative Study of Professional Development Utilizing the Missouri Commissioners Award of Excellence and Indicators of Student Achievement. ProQuest. p. 19. Speck, M. Knipe, C. (2005) Why cant we get it right? Designing high-quality professional development for standards-based schools (2nd Ed.). Thousand Oaks: Corwin Press. Whetten, D.A. and Camerom, K.S. (2005), Developing Management Skills, New Jersey.

Dissection Alternatives Essay -- essays papers

Dissection Alternatives Dissection in science classrooms is an experience that almost every student has to go through, but one that many will regret. It is estimated that six million vertebrate animals are dissected in high schools each year, and another 5.7 million are used in college laboratories. The issue of educational dissection has become a national concern. Many groups such as PETA and The Humane Society have been lobbying for years to outlaw such practices, and implement new and safe dissection alternatives. Alternatives to dissection have become more popular in recent decades and may be the future of modern science and education. A dissection alternative is defined as an educational aid or teaching approach that replaces harmful animal use or compliments existing humane education. There are many types of alternatives available such as videos, CD-ROM activities, models, simulators, books, and interactive websites. The most commonly dissected vertebrate animals are fetal pigs, cats, and frogs, and therefore there are many alternatives available for these three animals. However, there are also alternatives for other animals such as sharks, rabbits, mice, snakes, minks, turtles, crayfish, clams, earthworms, starfish, and squid. Such alternatives are usually produced by educational companies or biological suppliers for student and teacher use. Science Works, Scholastic, Neotek, and Ventura Education Systems are a few examples of companies that make dissection alternatives for classroom use. Educational dissection first received national attention in 1987 when a young girl named Jennifer Graham took a stand against it. She filed a lawsuit against her California High School because they demanded that she participate i... ...ts and teachers with free up to date dissection alternatives for middle school, high school, and college levels. The only cost is return postage, and anyone is eligible to obtain the materials. Another great program is the Educational Memorial Program. This is when animals are donated to veterinary schools when they have been euthanized because of a terminal illness, or died of natural causes. Such universities as Tufts University School of Medicine and Western Health Sciences University only use donated animal cadavers. For many years dissection has been considered a widely used and acceptable form of scientific learning. Now, in the twenty first century, students are rebelling against such inhumane procedures. Because of the benefits to teachers, students, and school administrators, it is likely that dissection alternatives will be the future of modern science.

Personality Theory of Sigmund Freud Essay

According to Freud, mankind has only two drives that determine all thoughts, emotions, and desires- the need for sex and aggression. Sex is the equivalent of life- after all it is how we procreate the species and continue our lineage. Aggression often leads to its equivalent – death- which is also a control measure for procreating the species as it allows us to remove an adversary that may prevent procreation. Freud proposed that there are three levels to our personalities- the Id , the Ego, and the Superego. At birth, we are born with the Id, which he described as being the part of the personality that demands our basic needs. It is important because it drives our instinct to obtain our basic needs and keep ourselves alive. It looks only for satisfaction of a hunger, whether it is for food, comfort or any other pleasurable sensation. As a child interacts in his first three years of life, the Ego begins to form. The Ego begins to realize there are others that have needs and that interaction in the world means thinking of this and responding accordingly. Around five, the formation of the Superego starts as the child becomes trained in the moral and ethical ideas of his caregivers- it is often compared to the conscience. Throughout the rest of our life the Ego serves as the mediator between the Superego and the Id, keeping us from becoming either totally self-centered and demanding or rigid and unbending in our interactions with others. In the fights with the Id and Superego, the Ego develops various defense mechanisms to help keep the balance. These defense mechanisms help the ego sate the id’s impulsiveness without offending the Superego’s moral position- all the while keeping reality in check. Some of these defenses include denial, intellectualization, regression and sublimation. Perhaps the most debated of Freud’s writings is his theory of psychosexual development and it’s five stages. The first stage, which stretches from birth to 18 months, is the oral stage where the baby is focused on the pleasures associated with sucking. From 18 months to age three, the child is in the anal stage, where pleasure is derived from retaining and releasing. The phallic stage covers age’s three to six, in which the pleasure zone switches to the genitals. This is the stage in which the Oedipal complex comes into play. The latency stage stretches from age six to puberty during which pleasures are repressed in order for learning to take place. From puberty to death, we are in the genital stage in which our pleasure derives from the genitals. While many of his theories are not as popular today, Freud laid the groundwork for understanding the human mind. References Heffner, Christopher L, â€Å"Personality Theory† retrieved on May 29, 2009 from http://allpsych. com/personalitysynopsis/freud. html Stevenson, David B. â€Å"Psychosexual Stages of Development† retrieved on May 29, 2009 from http://www. victorianweb. org/science/freud/develop. html Felluga, Dino. â€Å"Modules on Freud: On Psychosexual Development. † Introductory Guide to Critical Theory. Purdue U. retrieved on May 29, 2009 from .

Starbucks Facing Brand Culture Devaluation and Massive Layoffs

Starbucks facing brand culture devaluation and massive layoffs To: Howard Schultz, Starbucks From: Yang LU, Aspire CC: Rui DONG Xiaochen DONG Vanessa BAXTER Pushpak BERIWAL Executive summary The aim of this report is to find out the deep-seated reason for this depression of Starbucks and give a recommendation to the firm to deal with it. Furthermore, this report also suggests solutions to dismiss the panic of the staff and remains the excellent performance.The key findings include: Finding 1: The over-expansion made Starbucks’ unique culture of the â€Å"Starbucks experience† devalued and seemed no difference with other fast food restaurants. This caused employees’ less well performance and therefore it lost customers’ loyalty as well. Finding 2:The employees felt dissatisfied with the rewards and treated customers with less effort while the unacceptable massive layoffs made a panic. The recommendations suggested by this report include:Recommendation 1:â⠂¬Å"Decentralization†Ã¢â‚¬â€œ Remove number of outlets away from each other and slow down the pace of opening new stores in the US or concentrate on the unexploited market space in other countries. Recommendation 2:Increasing the compensation given to the members asked to leave and suggesting them do some other suitable jobs. The firm can also make a promise that these employees would be considered first when hiring candidates in the future after the most difficult times. Furthermore, keep the employees’ payment stable and hold some activities inspiring to promote people to tide Starbucks over difficulties together.This report describes the findings after applying theories to analyse the issue which claimed the trouble that Starbucks was facing. For years, Starbucks was famous for its consistent growing and expansion. However, the both share price and sales fell even three times than before since 2008. The â€Å"Starbucks experience† (Michelle, 2007) was widely s upposed to have been diluted and the customers complained that the staff seemed to be less complaisant since they found Starbucks Ubiquitous.A resource from MarketWatch: Global Round-up (2008) reported that Starbucks had been forced to close 600 US stores and axe 12,000 jobs which took almost 7% of its global workforce which had made negative effect on other employees. The aim of the report is to find out the deep-seated reason for this depression and give a recommendation to the firm to deal with it. Furthermore, this report also suggests solutions to dismiss the panic of the staff and remain the performance. Key issues identified by Aspire | Key issue| Champion| | Over-expansion caused Starbucks’ brand devaluation and massive layoffs. | Yang Lu| 2| Starbucks' two non-payment methods of motivating employees. | Rui Dong| 3| Starbucks changed people-oriented culture into profit-oriented culture. | Xiaochen Dong| 4| Kraft foods taking Starbucks to court over the planned termina tion of its contract to distribute Starbucks packaged coffee. | Vanessa Baxter| 5| Starbucks is a very command and control driven company which leads to very little flexibility and decision making power at certain regional stores. Pushpak Beriwal| Justification of key issues over-expansion caused culture devaluation and massive layoffs Fast-forward 20 years, Starbucks had more than 10,000 American outlets till 2008 from only 84 US stores in 1990 (Smale, 2008). This sharply increased number made Starbucks seem to be omnipresent like other fast food stores. As a result, this change took a negative effect that the members in this group feel less proud of their jobs in Starbucks which was famous for its unique culture and therefore had less passion to satisfy the customers.From Schein’s (2004) theory of culture components, Starbucks fell to the basic level of culture instead of the highest one it got before. Starbucks finally cut over 10,000 jobs which were most in the US in the last two years during the reforming and also cut the employees' compensation and holiday (Kiley, 2009). By Maslow’s (1970) â€Å"a hierarchy of needs†, Starbucks could not make staff satisfied by the physiological needs and de-motivated other members. The dissatisfied emotion would reflect on their performance.Findings from analyzing issue over-expansion caused brand devaluation and massive layoffs Starbucks was famous for the unique culture that to give all the customers the relaxed feel and atmosphere as a third place out of home and office which called â€Å"Starbucks experience†. This culture is in the second and near the third level of the â€Å"components of cultures† with espoused beliefs and values and basic underlying assumptions which was identified by Schein (2004).Starbucks published its beliefs and values to make the members love their jobs and enjoy the experience in Starbucks to treat customers with their heart and satisfy them and to attra ct new members or partners to join in the group through the unique brand culture. Guided by market, Yang (2010) has provided evidence that brand culture was aims at achieving the maximization of organizations’ profits obtained and customers’ loyalty by establishing common values which could influence the movements and behavior of the members within a company based on the amalgamation of consumers’ value and company.However, the expansion without limitation made a trouble. Although the purpose at first was to make the â€Å"Starbucks experience† penetrate everywhere through the expansion, the company was making stores feel more like hip neighborhood coffeehouse which deviated from its original intention. Starbucks had lost it focus and made a dilution of the â€Å"Starbucks experience†. For the reason that the worth of a thing is best known by the want of it, the value of the culture and brand image went down.The â€Å"cannibalising† (Smale, 2008) sales between branches only a short distance from each other made employees feel less honored to work in this firm or group and the less enthusiasm to satisfy the customers came as a serious consequence. According to Schein’s (2004) theories on culture components, Starbucks only reached the first level of the components â€Å"artefacts† which observed the decorative style and visible products to survive the situation with ubiquitous competition instead of making the ustomers always come first. The â€Å"Starbucks experience† was viewed same as McDonald's and other fast food stores who also sold coffee through such a market saturation. Organizational culture sees culture comprising a number of variables, the combination of which lead to observable differences between organizations so that a company can have power to compete with others (Barry et al. 2000). To get back what made Starbucks successful Starbucks cut a great number of stores and announced massiv e layoffs for reforming.However, this would make the employees undertake the responsibilities and suffer the pain. At the same time, the sudden occurrence as the adjustment in the contract with the employees is both inevitable and a source of trouble, especially it made employees feel that they expected far more than they got and worse off (Kolb et al. 1991, p. 6). According to the theory â€Å"a hierarchy of needs† which developed by Maslow (1970), individuals experience a range of needs and will be motivated to fulfill need which is most powerful at that time.The first level is physiological needs and if this need is dominant for a person they can satisfy it by having a regular job which can keep consistent. But the employees forced to leave Starbucks could not be satisfied by the basic needs. Furthermore, the firm de-motivated the left members at the same time by cutting the employees' compensation and holiday. Vroom’s (1964) expectancy model theory of motivation ex plicitly recognized that outcomes with high expectations and neutral or even unsatisfied achievements would reduce the amount of effort the staff is going to invest.By understanding Vroom’s theory, the firm would get less contribution from its employees by the lower reward, which would reflect the staffs’ less enthusiasm when treating the customers. This also made every member in the firm feel upset and panicky. When the employees believed that they were not receiving payments commensurate with their performance, effort or ability then they worked less hard (Hauenstein and Lord, 1989), and became more selfish (Harder, 1992) and felt dissatisfied with their jobs in this firm (Carr et al. 1996). ConclusionTo sum up, Starbucks faced the trouble that the unlimited expansion has made its famous experience culture diluted and lost a number of customers’ loyalty. To make the matter worse, a great number of layoff was claimed so that the firm also lost the loyalty of it s members. The main aim of the report is to help Starbucks to revalue the culture and put Starbucks’ unique image back to high position into customers’ heart. In addition, suggestions are given to motivate employees. Culture is the soul of a firm which gives the company power to survive and compete with other business. RecommendationsFor the first finding that the over-expansion made Starbucks devalue the unique culture of the â€Å"Starbucks experience†, a suggestion of â€Å"decentralization† can be given. Remove number of outlets away from each other and slow down the pace of opening new stores in the US or concentrate on the unexploited market space in other countries. The other finding that the employees felt dissatisfied with the rewards and treated customers with less effort while the unacceptable massive layoffs made a panic can be solved by increasing the compensation given to the members asked to leave and suggesting them some other suitable job s.The firm can also make a promise that these employees would be considered first when hiring candidates in the future after the most difficult times. Furthermore, keep the employees’ payment stable and hold some activities inspiring to promote people to tide Starbucks over difficulties together. Reference list MICHELLI, J. A. (2007) The Starbucks experience: 5 principles for turning ordinary into extraordinary. New York: McGraw-Hill MARKETWATCH: GLOBAL ROUND-UP. (2008) Starbucks: hoping store cuts will reinvigorate US business. WWW] MARKETWATCH. Available from: http://ehis. ebscohost. com/eds/pdfviewer/pdfviewer? hid=109&sid=30997753-d45f-4afd-bfc9-6c6be4a48faa%40sessionmgr111&vid=4 [Accessed 30/11/10]. SMALE, W. (2008) Why Starbucks' sales have gone cold. Business reporter, BBC News, 1st Feb. SCHEIN, E. (2004) Organization Culture and Leadership. 3rd ed. San Francisco: Jossey-Bass. KILEY, D. (2009) Starbucks Cuts More Stores and Workers Amidst Recession and Lower Ea rnings. Bloomberg Businessweek, 28th Jan. MASLOW, A. 1970) Motivation and Personality. 2nd ed. New York: Harper ;amp; Row. YANG, Y. K. (2010) The Construction of Brand Culture Based on Corporate Culture. International Journal of Business ;amp; Management, Vol. 5 (4), pp. 223-226. BARRY, J. et al. (2000) Organization and management: a critical text. London: Thomson Learning. KOLB, D. , RUBIN, E. and OSLAND, J. (1991) Organizational Psychology. New Jersey: Pearson Prentice Hall. VROOM, V. H. (1964) Work and Motivation. New York: Wiley. HAUENSTEIN, N. M. and LORD, R. G. 1989) The effects of final offer arbitration on the performance of major league baseball players: a test of equity theory. Human Performance, 2 HARDER, J. W. (1992) Play for pay: effects of inequity in a pay for performance context. Administrative Science Quarterly, 37 CARR, S. C. et al. (1996) Effects of unreasonable pay discrepancies for under and overpayment on double demotivation. Genetic, Social and General Psychol ogy Monograpghs, 122 (4). BELBIN, R. M. (1993) Team Roles at Work. Oxford: Butterworth/Heinemann. Word count: 1332 words