Field Programmable Gate Array based Digital Module

Field Programmable Gate Array based Digital Module Field Programmable Gate Array based Digital Module for Laser Frequency Stabilization A.Rastogi1, N. Batra, S.De2, S.Panja and A. Sen Gupta Introduction Frequency stabilized lasers are a crucial part in variety of atom-photon experiments such as atomic spectroscopy [1], laser cooling [2], probing the excited states of atoms [3] etc. Depending on the application, a stability in bandwidth from few MHz to sub Hz maybe required. It is therefore, essential to stabilize the frequency of a laser source to an absolute reference. Atoms or ultra stable fabry- perot cavities are used for this purpose [4]. Such stabilization schemes require electronic feedback / servo loops that allow for a correction in laser frequency deviation. At CSIR-NPL, we are developing the first optical frequency standard in India with a single trapped Ytterbium ion (171Yb+). The project aims at trapping a single Yb ion in a Paul trap, laser cooling the ion to about mK temperatures for a precise frequency measurement of the ultranarrow octupole transition at a wavelength of 467 nm. The 171Yb+ frequency standard will require a simultaneous operation of five lasers for photoionization (399 nm), cooling (369 nm), repumping (935 nm and 760 nm) and probing the clock transition (467 nm) [5]. All the laser lights for our experiment would be produced from extended cavity diode lasers (ECDL) which drift in their frequencies due to environmental factors as temperature fluctuations and mechanical vibrations. Such drifting renders them unstable and hence, incorporating frequency stabilization systems becomes an essential requirement for precise frequency standards. In general a frequency stabilization of a laser, as for example using saturated ab sorption spectroscopy [6], requires the use of a frequency synthesizer for scanning and modulation of the laser frequency , lock-in amplifier for phase sensitive detection, low / high pass filters, and servo electronics for feeding control signals to the piezo / current terminals of the laser. Instead of procuring these analog modules for each of the lasers used in our experiment, we have taken an effort of developing them indigenously with an all digital control using field programmable gate array technology(FPGA). Hence, the functionality of all the hardware components can be embedded inside a single chip. In this paper, we present an FPGA based laser frequency stabilization design and show some preliminary results of the performance of the FPGA design modules. An active laser feedback control loop mainly consists of a lock-in amplifier (providing phase sensitive detection) and a PID controller. As mentioned earlier, the controller generates correction signals that drive either a piezo attached to the laser cavity (as in case of ECDL lasers) or a current so as to adjust the laser frequency. Using FPGAs the entire functionality of a laser frequency locking system can be implemented in a single chip with an area of few mm2 . Moreover, the truly concurrent nature of FPGA processing algorithms results in the FPGA design modules behaving like dedicated hardware circuits. Minimal use of hardware leads to lesser probability of picking up noise from the surroundings and also reduces cost. The FPGAs could always be reprogrammed to incorporate extra adders, multipliers, filters i.e. they provide re-configurability. FPGAs are programmed using hardware description languages (HDL) such as Verilog-HDL or VHDL. We have implemented the laser frequency locking modules using VHDL. A schematic of various VHDL design modules implementing a laser frequency locking setup is shown in Fig.1. In our module, the FPGA chip (Xilinx Spartan 6 XCSLX16) receives an input signal either from an atomic spectroscopy or from a fabry-perot cavity[4] [6] .As shown in Fig.1, the acousto-optic modulator (AOM) does amplitude modulations of the laser signal resulting in variations in the intensity of light at the photodetector output. This modulated signal at the photodiode output is the derivative of the laser absorption signal i.e. proportional to the slope of a resonant feature. At a resonant frequency, the derivative signal is zero and on both sides of resonance, the derivative signal is 180 degrees in phase. This signal is the input to the FPGA systemwhich is then digitised using a 12-bit A/D converter (AD7476) and then passed through a high pass filter component. High pass filtering extracts the high frequency modulated features from the input signal. The filtered signal then goes to the input of the lock-in amplifier component (that implements phase sensitive detection). The reference signal for the lock-in amplifier comes from a VHDL component that implements a square DDS generator. A phase shifted version of this reference signal can be used by the AOM to amplitude modulate the laser signal. The lock-in amplifier component demodulates the modulated photodiode signal by multiplying it with the reference signal followed by low pass filtering thereby generating what is called an error signal. The error signal contains information as to which side of resonance, the laser frequency is. This signal is then processed by a PID controller component. The control signals generated by the PID component adjust the laser piezo and current signals in such a way so as to ensure that the error signal is always zero (which corresponds to a resonant frequency).Many a times, it is needed to just scan over the complete laser spectrum or to zoom in on a particular spectral feature. In this case, the PID action is disabled and a slow triangular scan signal (generated by a scan generator component) is fed to the laser piezo.All signals coming out of the FPGA are converted into the analog form via 12-bit DAC (DAC121S101). Moreover, to aid in the flexible tuning of locking parameters such as the lock-in gain, PID parameters, modulation frequency and phase, scan amplitude and frequency ; we are working on developing a graphical user interface (GUI) that would allow easy access to and modification of the parameters values inside the FPGA registers. Figure 1: A schematic of an FPGA based closed loop laser frequency locking system. The experiment (atomic spectroscopy setup) and the electronic feedback servo (implemented using FPGA) are shown separately. On the right is shown the image of our FPGA development board with the Xilinx based FPGA chip at the centre. All the feedback components have been implemented as programmable VHDL modules . Results of Some of the VHDL design modules Operation of the individual VHDL modules as well as of the entire system as shown in Fig.1.have been verified, as for example, by observing the physical signals generated from the software implementation of lock-in amplifier, high pass filter , square DDS , scan generator etc. Here we are showing some of these results from our prototype setup. Function Generation:We have implemented the functional behaviour of a square DDS generator and a triangular generatorby developing VHDL components for them. The output of the square DDS module is used as a reference signal for the lock-in detection stage and a phase shifted version of the reference signal is used in the amplitude modulation of the laser frequency by the AOM. The output of the triangular generator is used as a scan signal that drives the laser piezo for observing the laser absorption spectra over a wide range of frequencies. The signals generated from these VHDL components are shown in Fig.2 (a-b). Figure 2 : (a) Shows a square wave of 20 KHz. This would be used as a reference signal for lock-in detection and for modulation by the AOM. (b) Shows a triangular scan of 10 Hz. This would be given to the laser piezo for scanning over a huge range of laser spectrum. (c) A sine wave of 100 Hz (red) was distorted by a high frequency pseudo random sequence resulting in a distorted signal (blue). The high pass filter module filters out the low frequencies and only high frequencies remain (green). For the response shown, the cut-off frequency was kept at 1 KHz. High Pass Filter:Our high pass filter implements a first order IIR digital filter. As shown in Fig.1.the high pass filtering is needed to extract the high frequency amplitude modulations of the photodiode signal superimposed over the slowly scanned doppler absorption profile. As a way of verifying the functionality of this component, a low frequency sine way (100 Hz) was added to a pseudo-random number sequence (10-bit maximal sequence) which was generated at 1 MHz. The result is a highly distorted sine wave comprising high frequency fluctuations superimposed over a slowly varying sine wave. When such a signal is passed through the high pass filter component, the slow sinusoid is removed and only the fast fluctuations appear at the filter output. The cut-off frequency determines the signal at the output. The high pass filtering is shown in Fig.2 (c). Lock -In Amplifier(Phase Sensitive Detector):Software implementation of a lock-in amplifier constitutes developing a binary multiplier in conjunction with a low pass filter. The binary multiplier multiplies an input signal with a reference signal The product is then passed to the low pass filter of a suitable cut-off frequency such that only the portion of the input signal that occurs at the reference frequency remain while the rest are filtered out. Moreover, the output of the lock-in amplifier (i.e. the low pass filtered signal) is directly proportional to the amplitude of the input signal and inversely proportional to the relative phase difference between the input and reference signals. Hence, for a given phase relationship, theoutput increases with increase in input signal amplitude. Similarly, for a fixed amplitude of input signal, the output is maximum when the reference and input signals are in phase (0 degrees) ; minimum when the two are out of phase (180 degrees) and averag es to zero when they are 90 degrees phase separated. In Fig. 3, we demonstrate the amplitude and phase dependence of a lock-in amplifier circuit whose behaviour we have implemented in VHDL. The input signal to this component was an internally generated sine wave (5 KHz) and the reference signal was a square wave (5 KHz). From Fig.3 (a) , it is clear that as the amplitude of input signal (red) increases, the output signal (blue) shifts in the upward direction. For very small input signals (near to zero) , the output is also close to zero. From Fig.3(b), it is clear that the outputs of the lock-in amplifier are equal and opposite for phase separation of 0 (blue) and 180 degrees (red) between the input and reference signals. Moreover, the output signal averages to zero (green) when the corresponding phase difference is 90 degrees. Figure 3 : (a),(b) and (c)show the dependence of the lock-in amplifier output (blue) upon the input signal (red). As the input signal amplitude increases from (a) to (c), the output level also shifts up(d) The mean of the lock-in amplifier is minimum when the phase difference between the reference signal and input is 180 degrees (red), maximum when the two are in phase (blue) and lies in the middle of the two extremes when the phase difference is 90 degrees (green). Implementation of Frequency Locking Using Simulated Atomic Spectroscopy Reference frequency from the laser driven atomic spectroscopy is currently not available due to in- availability of the laser.Therefore, to overcome this practical situation and test the FPGA based frequency locking modules,we describe an elegent simulation scheme for testing the closed loop FPGA based frequency control by simulating the atomic spectroscopy experiment described in [6] inside the FPGA chip itself. Essentially, inside the FPGA chip , there would be two main modules : (1) An experiment module that simulates a saturated absorption spectroscopy setup and (2) A feedback module that implements lock-in detection and a PID control action. The experiment module would include three components : A laser piezo scan / control block that receives a voltage at its input and generates a frequency as a predetermined function of that voltage ; an atomic spectroscopy block which generates a derivative intensity profile as a function of the frequency from the piezo block . This in effect results in a derivative feature as a function of the input voltage to the piezo block. In addition , there is a modulation block that mimics an AOM driver. The block modulates the derivative signal in a certain algorithm such that the positive and negative cycles of the derivative signal are 180 degrees out of phase. The modulated signal then goes to the feedback block. The functions for voltage to frequency conversion and for frequency to derivative intensity conversion can be carefully chosen such that over one complete scan cycle , the derivative is zero at a particular voltage. The frequency corresponding to this voltage is the desired freque ncy and the feedback loop should effectively generate a voltage corresponding to this frequency by making the error signal zero. In this sense, the feedback module includes the basic components as high pass filter (for removing the slow doppler profile features from the modulated derivative signal) , lock-in amplifier (for phase sensitive demodulation of the derivative signal thereby giving an error signal) , a PID controller loop that fixes the error signal to zero and a scan generator that is used for observing the derivative over a complete scan range. Also, the reference signal for lock-in detection and the modulation signal from the AOM block are generated from a square DDS (implemented inside the feedback module). The output of the feedback module is either a scan voltage or a PID control voltage. In either case, the voltage signal goes to the piezo component of the experiment module. In this way, a closed feedback scheme is achieved as shown in Fig.4 At the time of writing th is paper, the experimental module has been successfully implemented and we are able to simulate both the scan and lock conditions. In the scan mode, PID loop is disabled and the error signal is observed over a defined sweep span. Under the locking condition, the PID loop is enabled which pins the error signal down to the zero value. In this way, the system gets locked to the frequency corresponding to zero error voltage. After the first order confirmation of frequency locking , we next plan to charcterise the lock quality , add facilities of scan offset and error signal offset to the existing simulation scheme as well as introduce noise into the system . Figure 4 :(Left) A closed loop scheme simulating an atomic spectroscopy experimental setup and a feedback system both implemented inside the FPGA chip. (Right) A falling edge of scan signal (blue) with an error signal (red) simulating a spectroscopic feature is shown. A mirror image of the feature is observed on the rising scan edge . When in lock mode, the error signal falls flat to zero voltage (green) demonstrating that the system gets locked to a particular frequency. Conclusion We have developed an all digital laser frequency stabilization module using field programmable gate array technology as against traditional bulky and expensive analog controllers. The VHDL design modules developed, imitate the functionality of typical hardware electronics used in a laser frequency locking system. The design modules were tested both individually as well as end to end through different testing methodologies. Some of the results were presented in this paper.Also, before incorporating the design modules into locking an actual laser, we have developed a scheme that simulates an entire atomic spectroscopy experiment with an electronic feedback system, both implemented inside the FPGA chip. We have successfully shown the frequency locking action of our feedback modules through this scheme and plan to test them more rigorously by making enhancements in the existing simulation scheme. Acknowledgement S. De acknowledges support from Board of Research in Nuclear Sciences (BRNS) for funding this project under the project code :34/14/19/2014-BRNS/0309. References [1] K.B. Mac Adam, A Steinbach and C. Wiemann, Am. J. Phys. 60 , 1098 (1992). [2] D. J. Wineland and H. Dehmelt,Bull. Am. Phys. Soc.20, 637 (1975). [3] Chien-Nan Liu, Toru Morishita and Shinichi Watanabe, 2009 J. Phys.: Conf. Ser. 194 032014. [4] W. Z. Zhao, J. E. Simsarian, L. A. Orozco, and G. D. Sprouse, Rev. Sci. Instrum. 69, 3737(1998). [5] S. De, N. Batra, S. Chakraborty, S. Panja, A. Sen Gupta, .Current Science 106, 1348 (2014). [6] Hall,J.L.;Hollberg,L.;Baer,T.;Robinson,H.G., ApPhL,39,680 (1981).

Function Of Educational Managers In A School Institution Education Essay

Education is the foundation of civilised society and every society seems to be engaged in assorted educational activities. Its purpose is to supply and advance instruction to the multitudes so that well disciplined and mentally sound persons can be prepared who finally contribute in the development and prosperity of progressive society. Education system is devised to instill the doctrine, societal norms and accomplishments for economic activities. We besides are quickly switching into a new epoch in the history of worlds on this planet, which is called the technological epoch. And instruction is the primary beginning of all technological progresss, inventions and human amenitiess and that we need development, which is merely possible through quality instruction. An organisation is a aggregation of people working together in a Division of labor to accomplish a common intent. This definition fits a broad assortment of fraternal groups, nines, voluntary organisations and spiritual organic structures, every bit good as entities such as schools, infirmaries and authorities bureaus. The penetrations and applications of OB use to all of these groups. Here, we will be most interested in work organizations- those organisations to which people belong as employees ( Wood, et al 1998 ) . Organizational behavior is a subject that seeks to depict understand and predict human behavior in the environment of formal organisation. A typical part and feature of organisational behavior as subject is the expressed acknowledgment that ( 1 ) organisations create internal contextual scene or environments, that have great influence on the behavior of people in them and ( 2 ) to some extent the internal environment of an organisation is influenced by the big context in which the organisation itself exists ( for illustration, the societal, political, economic and technological systems that support the organisation ) . Furthermore, the internal environment or context of the organisation ( which is so influential in arousing and determining human behavior ) is non simply physical and touchable but besides includes the societal and psychological features of the life human system ( Owens, R.G. 1998 ) . Organization behavior is the field that seeks cognition about the behaviors in organisational scene by consistently analyzing single, group and organisational procedures. Thus cognition is used both as an terminal in itself by scientists interested in basic human behaviour and by practicians interested in heightening organisational effectivity and single good being ( Jerald and Robert, 2000 ) . Organizations do non win or neglect people do. Organizations are closely associated with people who are populating and altering ; hence human behaviors must be considered and understood within the kineticss of the formal organisation ( Ahuja, 1990 ) . Hence the filed of organisational behavior aid directors both trade with learn from their workplace experiences. Directors who understand OB are better prepared to cognize what to look for in work state of affairss, to understand what they find, and to take or assist others to take the needed action. This is a procedure for which doctors are carefully trained. When giving a physical test, a physician consistently asks inquiries and is speedy to observe where one status ( such as a perennial facial sore may be diagnostic of a job that requires farther medical attending ( intervention for a little tegument malignant neoplastic disease ) . Alternatively of sores and concerns, directors, action indexs typically deal with the public presentation achievements of people at work, their attitudes and behaviors, and events that occur in the work unit, in the organisation a hole, and event in the external environment. Good direction is able both to acknowledge the significance of these indexs ( for illustration, an addition in turnover among employees ) and to take constructive action to better things as a consequence of this penetration ( such as updating benefits and incentive wage strategies ) . Good directors add value to an organisation. However, good directors must be able to place, manage and modify the behavior of other member of the organisation is this added value from managerial activities is to be realized ( Baron, 1986 ) . Basically, nevertheless, any director should seek two cardinal consequences for a work unit or work squad. The first is task public presentation, the quality and measure of the work produced or the service provided by the work unit as a whole. The 2nd is human resources care, the attractive force and continuance of a capable work force over clip. This ulterior impression, while to frequently ignored, is highly of import. It is non plenty for a work unit to accomplish this high public presentation on any given twenty-four hours: a work integrity must be able to accomplish this high public presentation every twenty-four hours, both now and in the hereafter ( Christensen, 1994 ) . Indeed, the two consequences can be seen as the standard of an effectual director that is, a director whose work unit squad achieves high degrees of undertaking achievement and maintains itself as a capable work force over clip. This construct of the ‘effective Manager ‘ is an of import model for understanding the penetrations of OB and for developing your personal managerial accomplishments. Organizations are altering now, and they will go on to alter in order to last and thrive in a complex environment. We see organisations downsizing, organizing confederations, making new constructions, traveling planetary, prosecuting in joint ventures and using every more sophisticated engineerings and they attempt to cover with competitory force per unit areas. We see organisation prosecuting productiveness additions, authorising workers, pressing for invention, and seeking to accommodate themselves to outdo tantrum altering times ( Dolan, 1994 ) . There is no uncertainty about it ; the waies are clear ; the hereafter is at that place. But in order to win, directors must be willing to step frontward and do the personal and organisational alterations necessary to procure it. Indeed, some advisers and writers are oppugning the very term director. They believe that the altering nature of organisations in the new work topographic point may do the term coordinator, or possibly train or facilitator, a more disposed description of the function. However, irrespective of the term used, the message is clear. The successful twenty-first century director will hold to do the behavioural and attitudinal accommodation necessary to win in really dynamic clip ( Flippo, 1998 ) .STATEMENT OF THE PROBLEMIt is an constituted theory that proper organisational behavior ensures the full use of available educational installations and resources for the development of the organisation. Hence the survey was focused on the organisational behaviour of educa tional directors in NWFP.Importance OF THE STUDYOrganizational behavior is the yardstick which measures the clime of organisation. If the clime is suited for optimal use of worker ‘s possible, energy and capableness the organisation grows and ensures high quality merchandise. The educational directors are the anchor of educative procedure. They are the policy shapers, contrivers, implementers, decision makers and alteration agent in instruction. Any positive and fruitful alteration in society is hard without instruction.OBJECTIVES OF THE STUDYThe present survey was conducted to educational directors observed facets of organisational behavior in educational institutes of Punjab holding following aims: To find the function and map of acceptable behaviour of educational directors. To look into the manner of determination devising of instruction troughs.ASSUMPTIONS OF THE STUDYThe followers were the basic premises of the survey: It was assumed that the Education directors were good cognizant of the construct of organisational behaviour and its deductions. It was assured that the instructors were cognizant of the construct of organisational behaviour, its constituents and determinants..DELIMITATIONS OF THE STUDYThe Following boundary lines were observed during the survey ; Merely public educational establishments were included in the survey. The survey comprised of secondary degree of instruction that is from category IX to XII. The caputs of the establishments and instruction officers up to territory degree were considered as educational directors.PROCEDURE OF THE STUDYThis was the descriptive/survey type of survey. Following process was adopted for its completion: –PopulationAll the directors working in the different educational organisations of NWFP were included in the population of the survey. All the instructors working in secondary instruction were besides taken in survey.SampleRandom trying technique was used for the choice of sample. Twenty caputs of secondary schools ten caputs of higher secondary and five instructors from each establishment were included in the survey. Eight Executive District Officers and eight District Education Officers were besides taken in the sample. The sample was taken from eight territory of NWFP viz. ; Kohat, Peshawar, Bannu, , D.I..Khan, Mardan, Swabi, Abbotabad, and Manshera.Research InstrumentsTwo questionnaires were developed ; one for 256 directors and the ot her for 1200 instructors. The questionnaires were developed on Likert ‘s 5-point graduated table. The questionnaires covered all the of import elements of organisational behaviour of Educational Directors.Data CollectionDatas were collected by the research worker personally. First questionnaires were mailed to the sampled mark of respondents. The research worker personally visited the establishments for aggregation of informations. Keeping in position the clip factor, services of some representatives were besides utilized who were made orientated in make fulling the questionnaires.Datas AnalysisThe Data collected through questionnaires were tabulated, analyzed and interpreted by utilizing suited statistical tool of Chi-square. Findingss were drawn and recommendations were made for the betterment of organisational behaviour of educational directors in Punjab.Statement of pointsResponsesSAAUDDistrict attorneySDAEntirec2Educational directors are cognizant of the construct of orga nisational behavior or clime Responses 37 112 0 89 18 256176.75*Percentage 14 44 0 35 7 100 Educational directors are satisfied with the quality of instructors. Responses 16 51 0 182 7 256447.7*Percentage 6 20 0 71 3 100 Educational directors involve the instructors in determination devising Responses 8 85 0 127 36 256226.68*Percentage 3 33 0 50 14 100 Educational directors are trained is determination doing techniques Responses 21 79 0 119 37 256114.07*Percentage 8 31 0 47 14 100 Educational directors are trained is communicating Responses 39 152 0 47 18 256274.41*Percentage 15 60 0 18 7 100 They are just in covering with others Responses 51 132 0 57 16 256203.56*Percentage 20 52 0 22 6 100 They believe in virtue and transparence Responses 61 148 0 46 1 256285.81*Percentage 24 58 0 18 0 100 Educational directors recommend inducements for good instructors Responses 42 129 0 56 29 256181.13*Percentage 17 50 0 22 11 100 Educational directors are competent in direction accomplishments Responses 17 51 0 157 31 256300.62*Percentage 7 20 0 61 12 100 Educational directors emphasis on the usage of latest instructional engineering Responses 12 47 0 156 41 256289.6*Percentage 5 18 0 61 16 100* Significantdf= 4 table value of c2 at 0.05 = 9.488The above tabular array 1 shows that value at 4 grade of freedom the c2 value at 0.05 = 9.488 which is greater than the table value the qis square ( c2 ) value. The tabular array indicate that the deliberate value of c2 ( 176.75* , 447.4* , 226.28* , 114.07* , 274.41* , 203.56* , 285.81* , 181.13* , 300.62* and 289.6* ) is greater than the table value of c2 ( 9.4888 ) , hence there is important difference in the responses of the respondents. Some responses are positively accepted the class of â€Å" agree † so it is concluded that the respondents feel that educational directors are cognizant of the construct of organisational behavior or clime, they are trained is communicating, they are just in covering with others and they recommend inducements for good instructors. on the other side there a some responses which are in favor of negatively accepted They are satisfied with the quality of instructors † is negatively a ccepted. It is concluded that quality of instructors need betterment, they involve the instructors in determination devising therefore the state of affairs needs betterment and educational director are trained is determination doing techniques is negatively accepted. It means educational directors need developing which should be arranged decently.DecisionThe undermentioned decisions were drawn out after analysis of responses. Concept of organisational behaviour was clear to 58 % of the directors and bulk of the instructors were non clear about this construct. Hence they were non take parting volitionally and voluntarily to better it. Educational Directors. Not satisfied with the quality of the instructors. Through in their sentiments they involved instructors in group engagement. They were besides of the sentiment that they involved instructors in decision-making. But the instructors were non trained in decision-making techniques. The instructors responded that the directors did non utilize democratic manner of leading. Educational Directors opined that they were trained in societal and commuting accomplishments. They distributed burden work oddly and they encouraged inquiries for elucidation. They stressed the character edifice of instructors and pupils. The bulk of the educational directors responded that they could non guarantee sufficient resources for each undertaking and service. The bulk of the instructors stated that organisational clime was non suited for better public presentation. They did non experience comfy. The workplace and rule of right adult male for right occupation was non maintained. The bulk of Educational Directors opined that they did non pattern the behavior personally that they would others to follow. They farther stated that they were non fair in utilizing financess. The bulk of the instructors stated that their wages were non sufficient to populate comfortably. The E.M did non take involvement in work outing personal job of the instructors. The bulk of the instructors besides said that deficit of financess was felt severely and system of answerability was weak and financess were misused. The bulk of the Educational Managers stated that they did non emphasize on the usage of latest instructional engineering in the categories due to its deficit. The bulk of the instructors besides verified that they did non utilize instructional engineering in the categories they besides did non utilize different motive techniques in the schoolrooms.RecommendationThe undermentioned recommendations were made in the visible radiation of the findings and aims of the survey. It was reported by both classs of the respondents that deficit of financess was felt severely. Pakistan was supplying fundss to the melody of 2.1 % of GDP to instruction which was really little for bettering the system and organisational demands. It is strongly recommended that at least the budget for instruction should be doubled. Both classs of respondents, the educational directors and instructors stated that system of answerability is weak. It is an constituted rule that merely proper answerability mechanisms can heighten betterment of public presentation hence it was recommended that proper efficient and effectual answerability system should be introduced from top to bottom in the territory disposal of instruction. For this purpose particular preparation should be arranged for educational troughs and instructors at approachable centres. Majority of both the classs of respondents replied that they were non trained in motive, societal, communicating and decision-making accomplishments. It was recommended that periodic preparation should be assigned for educational directors and instructor for their preparation in motive leading, communicating interpersonal dealingss, instructor pupils ‘ dealingss, and determination devising techniques. This type of preparation should be arranged with the aid of experts of relevant Fieldss. The new information and instructional engineering should be utilised decently. The instructors should be trained in faculty members for professional development and every instructor should be given the equal opportunity to take part in in-service preparation under certain cyclic order. The bulk of the respondents reported that there was an acute deficit of educational installations like books, cyberspace, computing machine, equipment, athleticss stuff and conveyance etc. The research worker felt that such state of affairs was due to shortage of financess and to some extent due to the carelessness of the caputs. It was recommended that chemical and equipment for research labs, books, computing machines and internet installation for libraries, athleticss stuffs for games, and furniture should be provided to all the secondary and higher secondary schools on precedence footing. The aid of community and local authorities can be solicited. The bulk of the respondents replied that there was a political intervention in educational organisations which led to upset the organisational behaviour. It was recommended that confidence should be got from the political parties by the authorities, non to disrupt the educational environment. Furthermore, working of political groups through pupil brotherhoods should be banned in the establishments.AUTHORS INFORMATIONMr.Muhammad Naeem Butt is working as Lecturer in Institute of Education and Research, Kohat University of Science and Technology, Kohat, Pakistan.. He did his M.Phil in Education from Sarhad University of Science and Technology, Peshawar – Pakistan nb840 @ yahoo.com Dr. Muhammad Iqbal is soon working as Professor of Education in Department of Education, Sarhad University of Science and Technology, Peshawar – Pakistan Dr. Muhammad Naseer-Ud-Din is working as an Assistant Professor in Institute of Education and Research, Kohat University of Science and Technology, Kohat, Pakistan. He did his Phd in Education from University Institute of Education and Research, UAAR, Pakistan. Electronic mail: naseer_khanpk2000 @ yahoo.com Dr. Ishtiaq Hussain is working as an Assistant Professor in Institute of Education and Research, Kohat University of Science and Technology, Kohat, Pakistan. Miss. Safia Noor is soon working as chief Govt. Girls High School, Charsada, Pakistan. She did her M.Phil in instruction.

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Definition Of Coaching And Mentoring - 2538 Words

Defining Coaching and Mentoring The concept of coaching originated in the context of sport however has been applied within the business environment throughout the past twenty years. This paper will define and critically assess coaching and mentoring, consider how it is applied within the Northern Ireland Road Safety Partnership (The Partnership) and recommend a strategy for implementing a coaching culture within the organisation. In addition it will reflect upon the authors approach to development of coaching and mentoring skills within his working environment. ‘There is no commonly agreed definition for coaching and mentoring. The boundaries between what is a coach, a counsellor, a mentor or an organisation development expert are often†¦show more content†¦Mentoring is about nurturing the potential of the whole person; both however are about improving performance. There is a strong argument that coaching can be undertaken by line management or an individual within the organisation who has knowledge of processes and procedures. It is however more beneficial when mentoring to engage with someone from outside the organisation however it is essential to match personalities, research interests, experience and personal style. The Culture of Coaching and Mentoring within the Police Service of Northern Ireland The Police Service of Northern Ireland (PSNI) has adopted the definition of coaching as determined by Parsloe et al (2000 p42) namely; ‘..a process that enables learning and development to occur and thus performance is improved’ which; ‘encapsulates the essence of coaching within the context of the PSNI’ (PSNI Coaching Guide p1). Mentoring is defined by the PSNI as circumstances; ‘where one person invests time, energy and their personal expertise to assist in the growth and fulfilment of another individuals potential as well as encouraging their capability for learning’ (PSNI Mentor Training Guide p3). The definition of mentoring as determined by the PSNI reflects for the most partShow MoreRelatedIlm 5 Coaching Mentoring Essay819 Words   |  4 PagesOne definition of coaching is â€Å"Coaching is unlocking a person’s potential to maximize their own performance.† (Coaching for performance, Sir John Whitmore 1992). Or to expand on this; Simply defined, coaching is one person guiding another through a process, leading to performance enhancement. The applications can vary, support to achieve a specific project, helping an individual to do better what they already do well, or developing a skill they dont yet possess. I find this an excellent definitionRead MoreHow Coaching and Mentoring Help Employees and Students Succeed1352 Words   |  6 PagesCoaching and Mentoring Vital to Success Dineace D Minnick Colorado Technical University Coaching and Mentoring Vital to Success In my opinion I feel that to be successful you truly need to line up people around you who are will to Coach and Mentor you. It also looks good for you to be seen as a Coach and Mentor. I see this as an excellent way to always have feedback and direction to help reach goals and succeed to levels of excellence. I chose this topic because my ultimate goal, withinRead MoreA Rainbow Of Interpersonal Skills935 Words   |  4 Pagesinterpersonal skills. In addition to specific training, managerial candidates must develop the ability to listen and be assertive. They must be able to negotiate, to give good feedback, and to persuade. They must engage in interviewing associates and coaching employees. To cultivate these skills, managers must define what each of these skills means and research proper tools to reach their full potential. The first skill is listening, which is â€Å"to hear something with thoughtful attention; give consideration†Read MoreThe Importance Of Coaching And An Organization1541 Words   |  7 Pagesresearching my first assignment is that the purpose of coaching is to collaborate with an individual either in a one on one setting or group setting with someone who will guide you and hold you accountable for what you know within yourself is needed for one to grow and succeed both personally and professionally. From what I have experienced within my current organization, coaching was only extended to senior leaders within the organization, while mentoring was offered to employees who were selected viaRead MoreInterpersonal Skills : Definitions And Usage Examples For Business Settings954 Words   |  4 PagesInterpersonal Skills: Definitions and Usage Examples for Business Settings submitted on Tuesday, 17 May 2016, 12:54 PM Listening Definition: â€Å"The ability to hear attentively and process information correctly.† (Lombardo n.d.) Use in Business: A good manager pays attention to dialogue with and between workers, peers, and seniors in the workplace. When conversing with one’s coworkers, superiors, and underlings, it is important to engage in active listening, which encourages the listener to give his/herRead MoreAssignment Questions On Mentoring And Coaching2389 Words   |  10 Pagesterm: 3 i. Coaching - Definition 3 ii. Mentoring - Definition 3 b) Clearly explain the differences between coaching and mentoring. 3 Mentoring - Definition 5 Task 2 6 Task 3 11 Bibliography 12 â€Æ' INSTRUCTIONS Complete the three tasks below. Task 1 Mentoring and coaching are important development techniques used when training and developing individuals and teams (half a page). a) Define what is meant by each term: i) coaching ii) mentoring b) Clearly explain the differences between coaching and mentoringRead MoreCoaching Vs. Private Development Essay1584 Words   |  7 PagesCoaching is a widely-used term with various meanings, depending on the situation. The term work usually refers to ways of serving to others to enhance, develop, learn new skills, and notice personal success, reach aims and to manage life amendment and private challenges. Work ordinarily addresses attitudes, behaviors, and data, in addition as skills, and may additionally specialize in physical and religious development too. This work article focuses on work and therefore the work role for workRead MoreMentoring, Coaching, Consulting, And Counseling1013 Words   |  5 Pageseffective depending on the situation. Client’s needs are important to identify, reason being is so you can decide what form of help is the best fit. In this essay, I will discuss mentoring, coaching, consulting, and counseling. I will provide examples of each and explain why each form is effective for each scenario. Mentoring is described as having experience or expertise in a field that you use to help someone with less experience/expertise (Welsh, E. T., Dixon, P. M.,2016). John just started a newRead MoreLeadership Strategies For Leadership Development1336 Words   |  6 PagesCM3100-Week Four-Coaching â€Å"The environment has changed—it is more complex, volatile, and unpredictable. The skills needed for leadership have also changed—more complex and adaptive thinking abilities are needed. The methods being used to develop leaders have not changed (much). The majority of managers are developed from on-the-job experiences, training, and coaching/ mentoring; while these are all still important, leaders are no longer developing fast enough or in the right ways to match theRead MoreFire Service Personnel Management Officer879 Words   |  4 Pages FIRE SERVICE PERSONNEL MANAGEMENT OFFICER JOB ANALYSIS BY COREY SCOTT CLASS SPECIFICATION Firefighter Personnel Management Officer DEFINITION OF CLASS A personal manager officer is a supervisor and managerial position within the fire department. Under general direction it is their job to lead, plan, organize, and direct the personnel management program of the fire department. The position’s main focus should be on staffing, retention, development, adjustment, and managing change.

Promotion and Pricing Strategies Free Essays

Week 8 e-Activity Use the Internet or the Strayer Library to research a recent situation that has caused a business, not-for-profit organization, or government agency to suffer from bad publicity. Be prepared to discuss. â€Å"Promotion and Pricing Strategies† Please respond to the following: From the e-Activity, evaluate the situation of the organization you researched. We will write a custom essay sample on Promotion and Pricing Strategies or any similar topic only for you Order Now Create a program outlining steps the organization might take to build better public relations. Ensure their search engines are being far to the consumer’s wants and needs. Rewrite its policy and procedures for marketing to support the consumers not just the brands they have a market share in. Employ outside audit agency to ensure coding is not limiting, collecting, or distributing user information even if it is for marketing. Take fault where fault should be taken, after all how can you say you don’t put other websites before others yet have a marketing team where you can buy key words that help move you up in your rankings. Source: http://www. computerworld. com/s/article/9230149/Bad_press_may_affect_Google_more_than_FTC_s_22. M_fine http://www. reuters. com/article/2012/10/12/us-google-ftc-antitrust-idUSBRE89B16G20121012 http://www. computerworld. com/s/article/9234096/Google_CEO_Page_said_to_meet_with_FTC http://www. nytimes. com/2012/10/13/technology/ftc-staff-prepares-antitrust-case-against-google-over-search. html? pagewanted=all From Case Study 13. 3, analyze the airline’s marketing strategy; its use of social media and free public ity. Speculate whether or not this strategy will allow the airline to reach its target market. Provide a rationale with your response. Pet travel is becoming part of the norm for travelers. Interesting is that hotel have started to adapt a more pet friend attitude to pets yet it took the airline industry a little longer to recognize this new segmented market. As a pet lover my dog goes with me on vacation so often I find it a challenge to find a flight to get my dog to go with me but easy to find places to rent. There are a lot of regulations for most companies that offer this service such as pet weight, bread, container of travel, and even destination. And I found all this true for Pet Airways as well. They seem to have a great concept but if you look at other airlines such as JetPaws better known as jetBlue not only do you get rewards points but there are more destinations and options for your pet. There are concerns with Pet Airways such as I’d rather my pet be on the same flight as me but as good as it sounds your pet will be on their own plan with other pets. With price ranging from 299 on up there are cheaper and faster options out there. Looking at the public relations side of the house I found several articles that spoke about writers visiting the Pet Airways but not given information or even a look at the pet holding area. There is one thing for sure those with pets who are taking this much care to make sure their pet is with them are more than likely going to want to check the entire facility out before checking their pets in. Just as the airline would do if you want your pet to fly with them. So this is where I would start: 8) Advertise in the top 3 animal pet stores (PetSmart, PetCo, and Pet Supplies Plus). 9) Take their youtube video (http://www. youtube. com/watch? v=sc2lvz1LGTc) and send out emails to customers via the top animal pet stores, local veterinarians in markets they service. Source: http://seniortravel. about. com/od/airtravel/a/PetAirways. htm How to cite Promotion and Pricing Strategies, Essay examples

Perspectives Of Music Therapy Mental Health -Myassignmenthelp.Com

Question: Discuss About The Perspectives Of Music Therapy Mental Health? Answer: Introduction Daimler is an automobile manufacturing company which is based in the Country, Germany. It has its own risk and management policies which helps the company in reporting and control process. The Supervisory Board in the company helps in getting the accounting approval. The audit committee of the company meets once in a year to discuss the changes in the accounting rules and policies, thereby helping in risk management of the organization. International Accounting Policies The consolidated financial statement of Mercedes Benz is prepared by following the International Financial Reporting Standards. The supplementary standards of the Company are followed as per the German Code. The accounts of Daimler AG are prepared according to the Code of International Standards. They prepare their interim report according to the provisions of the German Act. The external auditors review their financial report. They follow the accounting year from 1st January till 31st December. The Board has prepared the combined report of compliance according to the law pursuant to Section 315a (1) HGB. The company follows the accrual basis of accounting and it maintains the day to day income and expenditure that occurs in the sales position, this makes it easier for the company to have financial stability. The IASB is an International principle used for the preparation of financial statements. This standards used is helpful to the Company which makes the information accessible to all the investors and the public. Accounting standards and financial statements The accounting standards and financial statement followed by Mercedes Benz is the GAAP .The accounts and financial statements will be prepared according to the International Financial Reporting Standards. There is increase in the revenue which helps in business development. There is increase in sales which is caused by higher business volume. The expenses and depreciation on equipment and operating leases have also increased. Measurement The consolidated financial statements of Mercedes Benz are prepared on the historical cost basis but there is an exception that certain items are available for the sale of financial assets which have the obligations. The International Accounting Standard Boards and the Financial Accounting Standards Board measurement is followed by Mercedes Benz Accounting Theory The financial statements of Daimler AG are followed as per German Commercial Code (HGB).The items are represented in the balance sheet of the company. The financial statements are prepared according to the German Accounting Directives Implementation Act .In this legislation the operating income is partially represented as revenue (Clarke, 2015). Internal controls The internal control for the Company and the risk management system refers to the process of ensuring the effectiveness of the financial reporting. It is according to the internationally recognized framework which follows the internal control, and is continually developing the accounting and financial reporting process. The group of Mercedes has followed the financial and reporting valuation systems which are accounted for and is disclosed (Colomar et al, 2014). Management and the Board of Directors The company has provided during the reporting period the developments in the company. The Advisory Board for Integrity and Corporate Responsibility plays an important role in the growth of the organization. This includes the entire team of expert, representing the management or the Board which help in both the constructive and external development of the environment. The members of the Board play a vital role in maintaining the ethical issues and integrity of the organization (Mareque, Lpez-Corrales Pedrosa, 2017). Remunerations The remuneration is given to all the people working in the organization. The Board and the management participate to fix the remuneration of the Board and the executive. The member of the management is able to participate in the area of compliance. The interests of the stakeholders, the owners of the Company and the employees, are harmonized through the focus on the Groups long-term success. The Presidential Committee meets every year and it prepares the remuneration statement which is again presented and reviewed by the Supervisory Board and then the level of remuneration is fixed on that basis by comparing with the competitors (McCaffrey, 2014). Compliance Management System The compliance system is based on the International standards which supports the operations of the business units. The team reviews whether the system is effective or not. They review the legal requirement system which helps in the continuous improvement of the compliance system with regard to the compliance and the technical regulation. They also follow the whistle blower policy. References Clarke, C. (2015).Automotive production systems and standardisation: from Ford to the case of Mercedes-Benz. Springer Science Business Media. Colomar, M., Cafferata, M. L., Aleman, A., Castellano, G., Elorrio, E. G., Althabe, F., Engelbrecht, S. (2014). Mode of childbirth in low-risk pregnancies: Nicaraguan physicians viewpoints.Maternal and child health journal,18(10), 2382-2392. Mareque, M., Lpez-Corrales, F., Pedrosa, A. (2017). Audit reporting for going concern in Spain during the global financial crisis.Economic research-Ekonomska istraÃ… ¾ivanja,30(1), 154-183. McCaffrey, T. M. (2014). Experts by experience perspectives of music therapy in mental health care: a multimodal evaluation through art, song and words.