What Is the Kitchen Work Triangle

The goal of the kitchen triangle, the centerpiece of most kitchen layouts since the 1940s, is to create the best work area possible in this busiest of rooms.   Since the three most common work sites in the average kitchen are the cooktop or stove, the sink,  and the refrigerator, the kitchen work triangle theory suggests that by placing these three areas in proximity to each other, the kitchen becomes more efficient. If you place them too far away from each other, the theory goes, you waste a lot of steps while preparing a meal. If they are too close together, you end up with a cramped kitchen without adequate space to prepare and cook meals. But the kitchen triangle concept has faded from favor in recent years, as its become somewhat outdated. For instance, the kitchen triangle is based on the idea that one person prepares the entire meal, which isnt necessarily the case in 21st-century families.   History The concept of the kitchen work triangle was developed in the 1940s by the University of Illinois School of Architecture. It began as an attempt to standardize home construction. The goal was to show that by designing and building a kitchen with efficiency in mind, overall construction costs could be reduced.   Kitchen Work Triangle Basics According to design principles, the classic kitchen triangle calls for: Each leg of the triangle to be between 4 and 9 feetThe total of all three sides of the triangle to be between 12 and 26 feetNo obstructions (cabinets, islands, etc.) should intersect a leg of the work triangle, andHousehold traffic should not flow through the work triangle. In addition, there should be 4 to 7 feet between the refrigerator and sink, 4 to 6 feet between the sink and stove, and 4 to 9 feet between the stove and refrigerator. Problems With the Kitchen Triangle Not all homes, however, have a kitchen large enough to accommodate a triangle. Galley style kitchens, for instance, which place appliances and prep areas along a single wall or two walls parallel to each other, dont offer many angles at all. And open concept kitchens which are popular with newer-style construction often dont require such uniform layout. In these kitchens, the design tends to focus less on a work triangle and more on kitchen work zones that may even spill over into the dining or living areas. One example of a work zone would be placing the dishwasher, sink, and trash can close to each other to make cleaning up easier. Another problem with the kitchen work triangle, especially among design purists, is that it often violates the principles of feng shui home design. The kitchen is one of the three most important rooms in the home as far as feng shui is concerned, and a major no-no of feng shui is positioning your oven so that the cooks back is to the door of the kitchen. The cook is considered vulnerable in this scenario, which does not lend itself to the harmonious atmosphere feng shui seeks to create.

Essay on E-Commerce and Technology in Different Sectors

1.E Commerce facilities: 2.Technologies in education sector: 3.Technology in Agriculture: 4. Technology in the Health Sector 5.Expansion of Industries 1.E Commerce facilities: E Commerce or banking through internet is not a new concept.Apart from the government ones the private sectors have also emerged quite nicely.All the leading privale banks such as DBBL,BRAC Bank,Standard Chartard,HSBC,Islami Bank Bangladesh Limited.AB Bank Limited etc has introduced online banking system.This process includes not only savings or investments,but also online marketing through VISA,Master Card.For any time cash outing ATM booths are available.This booths are 24/7 operated and fully technology controlled. To aid†¦show more content†¦3.Technology in Agriculture: Although performing agricultural work in the root level have access to information through electronic system.These informationa are provided through mobile calls and internet.These informations can significantly help improving production.New machines and technology are used nowadays to plough land,set seeds,cleaning unwanted plants,reaping up,storing of product which tends to get rotten.For such development production level has gone up significantly. 4.Technology In Health Sector: Newly introduced systems are widely used in Bangladesh to diagnose diseses.All modern machines used for these purposes are still not available here,but the extent to which it is available is because of ICT development.Healh tips atr widely advertised through media.Services are provided in emergency situation through mobile as well. 5.Expansion of Industries: The Technology industry is a new sector in the countrys economy. Though it is yet to make noticable contributions in the national economy, it is an important industry. The Bangladesh Association of Software and Information Services (BASIS) was established in 1997 as the national trade body for software and IT service industry. Starting with only 17 member companies, by 2013 membership had grown to 453. In a recent study among Asian countries by JICA Bangladesh wasShow MoreRelatedSmall And Medium Enterprises ( Smes )1423 Words   |  6 Pagestheir services 24 hours a day and 7 days a week. The implementation of e-commerce eliminate these adverse conditions and promotes SMEs to extend wider markets without expanding their physical presence (Quaddus Hofmeyer, 2007). E-commerce has a strong appeal to SMEs because it is able to make geographic locations, distances and time irrelevant (Premkumar Roberts, 1999). 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The method has benefited the customer with lower pricing, sales tax avoidance and convenience purchasing. Convenience purchasing is the ability to conduct business transactions using mobile technology from anywhere. E-commerce has become so effective that traditional bricks and mortar institutions, such as Walmart, have developed e-commerce capabilities to stay competitive

Role of Organisational Culture in Employee Satisfaction Government Se

Question: Define the Role Of Organisational Culture In Employee Satisfaction for A Study Of Government Sectors In Abu Dhabi. Answer: Introduction Employees are considered to be very important determining factor that helps in ensuring the organizational success in the highly competitive environment and this is true in case of mainly government organizations as they have to rely a lot on the behaviour of the employees so that they can deliver friendly services to the customers (Kuruvilla Ranganathan, 2010) . With the rise in globalisation the capabilities of any organisation so that they can stay competitive in globalised marketplace relies more on the quality of human resource. Thus most of the organisations depend on the employee and their expertise to gain competitive advantage in globalised economies (Reiche, 2007). Most of the firms currently emphasise on just the extrinsic and intrinsic rewards and are less bothered about the traditional cultural activities, but the key for good performance is found to be prevalent strong culture (Karl Peluchette, 2006). Because of difference in organizational culture same kind of strate gies do not deliver similar kinds of results for two companies belonging to same location as well as same industry. A strong as well as positive organizational culture helps in making average individual employee performance , achieve brilliant performance , on the other hand a negative as well as weak culture result in demotivation of even an outstanding employee resulting in underperformance thus finally ending in no achievements . Thus indicating that organizational culture plays direct as well as active role in employees performance management (Ahmed, 2012). Organizational culture finds correlation with employee satisfaction regarding their jobs (Ahmad, 2014 ; Shahzad et al., 2012), employee retention (Ahmed, 2012) as well as job performance of employees (Bergmann et al., 2000 ; Samuel Chipunza, 2009 ; Younies et al., 2008). However it has been seen that organizational culture receives lower levels of empirical investigations in relation to employee satisfaction as well as performance of employees (Lok Crawford, 2004) . There have been several researches in the field of organizational culture but little evidence is being gathered to find or prove the impact or role played by organizational culture on the employee satisfaction mainly in context of government organizations of Abu Dhabi. A positive impact of organizational culture on the performance of employees has been found in case of Australian as well as Hong Kong managers (Lok Crawford, 2004) . The four main dimensions of organization culture that affect employee performance in case of organization are: reward and recognition, teamwork, training and development as well as communication and it has been found that all these dimensions of organization culture are very crucial in determining the performance of employees (Zainol, 2009). Even reports indi cate a significant amount of relationship between service culture and organizational culture (Alwi et al., 2014) , but none specifically works on the relationship between organizational culture and employee satisfaction in the governmental organizations in UAE. With the growing internationalisation and the competition in 21st century in UAE, there are several motivational drivers like environmental quality, quality of service, employee training, time and speed of competition etc. In order to maintain all these benchmarks of service quality, the government of Abu Dhabi is working dedicatedly towards restructuring the public agency framework. Therefore this research will be considering the analysis of role of organizational culture in employee satisfaction in relation to Abu Dhabi Distribution Company ( ADDC) which is a public joint stock organization and is a wholly owned subsidiary of well known government organization of Abu Dhabi, Abu Dhabi Water and Electricity Authority ( ADWEA). Key Research Objectives and Questions The main aim of the study is to investigate the level of job satisfaction within government organization in Abu Dhabi that is ADDC and how it gets affected by organizational culture. Thus the main research objectives that need to be fulfilled through this research are: To analyse whether the organizational culture impacts the employee satisfaction in government organizations. To find out relationship between organizations culture and its affect on employees job satisfaction in governmental organizations in Abu Dhabi. On the basis of above research objectives and the purpose of the study following research questions have been formulated that will be answered through this study: Does organizational culture of government organizations play any role on the employee satisfaction? What kind of role does organizational culture play in improving or declining the employee satisfaction in government organizations? Literature Review Organisational culture along with the reputation of organisation are considered to be intangible assets that are used by organizations for creating strategic advantage that is highly competitive so that it can differentiate itself from other organizations as well as to improve the performance of the organization on the whole . This section reviews the previous studies done in the field of organizational culture and its impact on employee satisfaction in case of government organizations across the world. There are several articles that discuss and tell that corporate culture is very vital asset that impacts the organizational reputation and it not just improves the financial performance but is also positively connected with the reputation as well. Organisational Culture In a study that uses the measures as well as techniques developed by Singhapakdi, the scholars measured the theory of idealism as well as theory of relativism(Alwi et al., 2014) . When various patterns of culture were elaborated there were major differences found on specific scales that supported the relation between organizational culture and its impacts on values as well as ethics. Organisational culture can be defined as a set of beliefs that have been shared between the members of any firm who are working or operating in the form of a group (Robbins Coulter, 2008) . The manner in which all these values shape the perceptions of the employees regarding the demands as well as challenges they face on everyday basis impacts both their behaviour as well as their outlook (Scott-Findlay Estabrooks, 2006) . The core organisational values are thus connected to the manner in which the employees of the organization act in any organizational group or unit and this also has huge impact on th e possible internal conflicts within the organization (Watson et al., 2005) . Thus studies do suggest that it is beneficial to address organizational culture when the cultural challenges at the workplace are being researched. But these studies do not suggest the impact of organizational culture on the level of job satisfaction or employee satisfaction in any organization mainly in the context of government organizations. It has been found in studies that the core values as well as organizational culture do have direct impact on employee retention (Kopelman et al., 1990 ; Kerr Slocum, 2005). The organizational values form the heart or core of several activities occurring within the value chain mainly in case of activities that are related to human resource for example selection of employees, compensation systems, employee retention as well as training and development. Various kinds of strategies developed within these policies can cast huge impact on the way the employees in any organization react towards the work challenges along with their commitment levels towards the organisation on the whole. The functionalist aspect of the organization culture helps in addressing the role played by the core culture in the performance of any organization (Denison Mishra, 1995) . Therefore it becomes important for the management to analyse as well as make required provisions for the manner in which the organizat ional culture casts impact on several variables like performance of employees (Denison et al., 2004) , job satisfaction (Lund, 2003) as well as on organizational commitment (Casida Pinto-Zipp, 2008) . Employee Job Satisfaction Researchers have been interested in the phenomenon of job satisfaction for many decades (Cranny et al., 1992 ; Hwang Chi, 2005). Several definitions in this regard have been given for employee satisfaction that focuses mainly on the job itself, whereas few definitions also include the factors related to job . Employee satisfaction can be defined as the aggressive responses or the positive feelings by the researchers as well as the practitioners belonging to the field of management, while some have defined it as the gap that exists between the actual gain and the gain that is expected. As per scholars views job satisfaction is considered to be part of employee job (Hu et al., 2009) and it helps in motivating the employees positively towards job satisfaction. Job satisfaction can be defined as the employees emotional ability in relation to negative or positive aspects related to job experiences (Lock, 1969) . The personal traits possessed by the employee along with the organizational environment affects the job satisfaction amongst the employees (Seashore Taber, 1975) . Employee satisfaction at their jobs has strong impact and is found to be related inversely with employee commitment that is their intention to either leave or to stick with the organization (Egan et al., 2004 ; Lambert et al., 2001 ; Silverthorne, 2004). Impact of Organizational Culture on Job Satisfaction It is known that culture prevailing in any organization has huge infleunce on the performance as well as commitment (Lok Crawford, 2004) . In case the employees have much better understanding regarding the organizational culture it has been found that they have more job satisfaction (Chen Lee, 2008) . As suggested in study there exists very strong relationship between organizational commitment and culture, but in case the organizations have negative organizational culture, then they will be lacking in employee commitment levels (Silverthorne, 2004) . Uninterrupted commitment from the employees ensures that the organization will not be left by them or they will not easily quit the firm as well as will not respond to dissatisfaction, thus making sure that they stick with the organization for longer term(Appealbaoum et al., 2004) . It has been confirmed through studies that culture within the organization has a very strong impact on the retention rate of the employees (Sheridan, 1992) . However all the above studies indicate that there has been no such research that analyses the role of organizational commitment in relation to employee satisfaction in case of government organizations. That is why this research study has been designed to study the role played by organizational culture in employee satisfaction in case of government organization in Abu Dhabi. The employee performance is the main reason for enhancing the net profits of any organization. Strong organizational culture is therefore considered to be a driving force that helps in improvement of employee performance. It helps in increasing the self-confidence as well as the commitment of the employees, while resulting in decline in stress during job. It also assists in enhancing the ethical behaviour amongst the employees (Poon, 2004) . According to some researchers employee satisfaction is very vital for motivating the employees at work (Rao, 2005) . While according to few researchers if the employees seem to be happy at the workplace then it will bring in better productivity within the organization, which will result finally in increased employee commitment towards the organization (Habib et al., 2014). Strong organization culture has a positive impact on the performance of employees by enhancing their attention towards detail, improving their people orientation, increased out come orientation of employees, the employees become much more team oriented and it also helps in increasing aggressiveness, innovation and risk taking along with stability amongst the employees. Strong culture improves the employee performance as it shapes the entire organization to perform in best capabilities and towards better achievements. Research Methodology The main aim of this study is to collect relevant data and to find out answers for the research questions and examine the role of organizational culture in employee satisfaction in case of government organizations in Abu Dhabi. Research Philosophy A set of beliefs that is built around theories developed by researchers and their ideas simply underpinning the research methods and interpretation is called a paradigm (Tashakkori Teddlie, 2010) . This research philosophy will be pragmatic paradigm as it will be supporting an intuitive approach for the study; moreover pragmatic research helps in reflecting the innate disposition of researcher towards systematic enquiry. Research Approach This research will be using qualitative approach as qualitative research techniques helps in gathering information that has been analysed instead of data just in form of words or in form of concept quantification (Punch, 2005) . Qualitative research approach has been preferred because it will allow the researcher to analyse and understand the perspective of the persons in the government organization of ADDC in Abu Dhabi or it will help in analysing the behaviour of the people who belong to particular professional or social setting (Karami et al., 2006) . Study Area The implications of this study will cover the government bodies or organization in Abu Dhabi which is ADDC and the reasons for choosing a government or public organization is that the aim of this study is to find the role of organizational culture in employee satisfaction in government organizations in Abu Dhabi. Target Population The main target population for study will be the Abu Dhabi government employees, higher officials as well as managers at ADDC. Sample Selection and Sample Size Sampling is defined as picking a specific portion from the chosen target population in the form of a representative of the whole population (Kerlinger, 1986). Systematic Random Sampling will be used for choosing the respondents in the organization for sending questionnaires. Total 300 employees will be chosen out of which at least 150 will be completing the questionnaire. Data Collection Method Both primary as well as secondary data needs to be collected for the study where primary data is collected with the help of a questionnaire. Secondary data will be collected from various research journals. Academic articles etc. the questionnaire will be divided into two parts: first part will have questions related to demographic information and second part will be having multiple answer questions related to organizational culture and employee satisfaction. The survey questionnaire will be sent online to all the respondents and before that a consent letter will also be sent to them to maintain the ethics of conducting research. Outcomes The expected result will be that organizational culture will be playing major role in employee satisfaction as it has a strong as well as very deep impact on the employee performance, which will in turn help in keeping the employees highly satisfied in the long run and this will finally result in improved productivity of the employees, thus finally enchaining the employee satisfaction and commitment of the employees towards the organization. Timescale In order to complete the research on time the following timeline will be followed while conducting the study and the timeline has been attached as Appendix with the proposal. References Ahmad, S.M., 2014. Impact of Organizational Culture on performance Management Practices in Pakistan. Business Intelligence Journal, 5(1). Ahmed, O., 2012. Assessing relevance of work placement schemes of higher education institutes in the UAE Careers, Skills, and Training Survey. 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Ranking of priorities in employees' reward and recognition schemes: From the perspective of UAE health care employees. The International Journal of Health Planning and Management, 23(4), pp.357-71. Zainol, N..N., 2009. Islamic Work Ethics, Organizational Culture and Organizational Commitment: A Study of Employees at Majlis Amanah Rakya. Kedah: University Utara Malaysia.