Upward communication Essays

Upward communication Essays Upward communication Paper Upward communication Paper It sends information electronically over telephone lines. It sends both written and visual information.  This type of communication is increasing. Company has website they use for all forms of external communication purposes and for public relations activities.  It is to communicate with someone from outside the organisation who is interested in something the organisation has done. Part of a public relations strategy in such circumstances is to build up a positive perception and image of the organisation. The response should be designed to improve public. Phone It may be the first point of contact outside the organisation. It is fast to communicate and it allows people who would find it difficult to meet for conversation.  Downward and Upward communication  Downward communication Executives of the company who belong to the top of the structure in the company decide the systems, rules and work and then they communicate these down the line to employees. It is happen to avoid errors. If a manager needs to remind employees about something, he usually sends emails to them officially. In each division when managers communicate with employees they use face to face, email, memos, faxes or letters. They hold meetings in each section regularly to impact information in that section i.e. what they need to do and it is important that they do their function properly. The root of communication in Bridgestone is the same as the organisation structure. Upward communication Employees at the bottom of the structure might suggest any ideas or opinions to the people at the top class. It is used because people at the lower part of organisation structure have more practical experience. Also sometimes good ideas flow from the bottom to the top.  As well as a manager is sending emails to everyone in the company, they also can send emails employees if they have good suggestions, ideas or opinions. In Bridgestone the communications happens more in each division or department and the final ideas, opinions or decisions are brought up to the executive level in directors meetings or by report. In Bridgestone each position (section manager, general manager, director, vice president, executive vice president and president etc) reports to upper positions with their own responsibility. The root of communication in Bridgestone is the same as I have shown as organisation structure. These channels are necessary for the business to function, because through their communication the business to be successful. If they do not communicate with each other customers would not be interested in producing the product due to pour organisation and communication. When they work in the factory, they have to communicate to make product on time by production line otherwise the products made up might be defective. Also they need to know customers expectation so they should have some ways of communication so they can increase sales and profits. In addition they need to communicate to the company in other countries regularly to make sure targets of work. I think communication system in the Bridgestone is very effective. They know the size of organisation and number of divisions which exist. This helps communication. In Bridgestone the working plan includes aims and subject and these are communicated to all divisions. They have meetings regularly and they have their own separates function to make the organisation work. Ideas are gathered in each division and brought to executives attention. I think sending email is a very good way of communication because everyone will train themselves to check it. If it is shown on the notice board some of them may not see and miss the message and it will cause some problems. In addition the communication downward and upward in Bridgestone encourages people to work more willingly. The objectives of Bridgestone communication system is that is solving problems quickly and effectively as much as possible. If communication system does not work well, the problem will be hidden and when they notice about it, it might be too late, therefore the organisation might loose customers.  The administration in Bridgestone is based on the organisation structure as well as communicate to administration.  The communication system of Bridgestone has the positive and the negative points as following. It works smoothly by having meeting with managers and executives.  There is less chance to be brought up their individual ideas to meeting.  The information for everyone will be given from president properly by email.  It could be happened missing communication with some parts of the company.  There is chance to discuss in their divisions they will be encouraged managing their functions.  It is difficult that executives know exactly what downward is always doing.  They can communicate widely both inside and outside the company.  Some problem may happen between the companies in another country.  Their view points are expanding through communication in different countries. Lots of them cannot communicate with customers directly so that it is difficult to find out exact customers want.  They can communicate quickly so they can deliver the product to customers in early time.  They may miss messages sent by email without accessing to email facilities.  The communication system in Bridgestone works well but there might be some ways to improve their systems. In recent years the ICT systems have developed so it helps their communication. They can use more email in stead of letters faxes which are sometimes very time consuming to communicate so it is time saving. Using ICT make it easy to communicate to not only internal but also external. Internet may help external communication where is companies stock control helps internal communication.

Understand the Meaning of Heterozygous

Understand the Meaning of Heterozygous In diploid organisms, heterozygous refers to an individual having two different alleles for a specific trait. An allele is a version of a gene or specific DNA sequence on a chromosome. Alleles are inherited through sexual reproduction as the resulting offspring inherit half of their chromosomes from the mother and half from the father. The cells in diploid organisms contain sets of homologous chromosomes, which are paired chromosomes that have the same genes at the same positions along each chromosome pair. Although homologous chromosomes have the same genes, they may have different alleles for those genes. Alleles determine how particular traits are expressed or observed. Example: The gene for seed shape in pea plants exists in two forms, one form or allele for round seed shape (R) and the other for wrinkled seed shape (r). A heterozygous plant would contain the following alleles for seed shape: (Rr). Heterozygous Inheritance Complete Dominance: Diploid organisms have two alleles for each trait and those alleles are different in heterozygous individuals. Incomplete dominance inheritance, one allele is dominant and the other is recessive. The dominant trait is observed and the recessive trait is masked. Using the previous example, round seed shape (R) is dominant and wrinkled seed shape (r) is recessive. A plant with round seeds would have either of the following genotypes: (RR) or (Rr).  A plant with wrinkled seeds would have the following genotype: (rr). The heterozygous genotype (Rr) has the dominant round seed shape as its recessive allele (r) is masked in the phenotype.Incomplete dominance: One of the heterozygous alleles does not completely mask the other. Instead, a different phenotype is seen that is a combination of the phenotypes of the two alleles. An example of this is pink flower color in snapdragons. The allele that produces red flower color (R) is not completely expressed over the allele t hat produces white flower color (r). The result in the heterozygous genotype (Rr) is a phenotype that is a mixture of red and white, or pink. Codominance: Both of the heterozygous alleles are fully expressed in the phenotype. An example of codominance is AB blood type inheritance. The A and B alleles are expressed fully and equally in the phenotype and are said to be codominant. Heterozygous vs. Homozygous An individual that is homozygous for a trait has alleles that are similar. Unlike heterozygous individuals with different alleles, homozygotes only produce homozygous offspring. These offspring may be either homozygous dominant (RR) or homozygous recessive (rr) for a trait. They may not have both dominant and recessive alleles. In contrast, both heterozygous and homozygous offspring may be derived from a heterozygote (Rr). The heterozygous offspring have both dominant and recessive alleles that may express complete dominance, incomplete dominance, or codominance. Heterozygous Mutations Sometimes, mutations can occur on chromosomes that change the DNA sequence. These mutations are typically the result of either errors that happen during meiosis or by exposure to mutagens. In diploid organisms, a mutation that occurs on only one allele for a gene is called a heterozygous mutation. Identical mutations that occur on both alleles of the same gene are called homozygous mutations. Compound heterozygous mutations occur as a result of different mutations that happen on both alleles for the same gene.

Final report Essay Example | Topics and Well Written Essays - 2500 words

Final report - Essay Example ?Southern Asia’ and ‘Confucian Asia’ concluded that an integral component of leadership which is known as participative leadership varies in its presence across the three clusters, where the Western or Anglo culture observably places greater value upon participation to assist leadership in comparison with both of the remaining groups comprising of Asian countries. Swierczek (1991) however, negates this notion as per his research findings based on a sample of exclusively Asian managers who appreciate and favor participation over direction as leadership behaviors. Adler (1991) suggested that leadership models developed in the West and particularly in the United States have failed to address cross-cultural leadership dilemmas which has greatly diminished their applicability on a universal scale, this brings us to the perspective presented by Bass (1990) who claimed that commentators and researches must learn to identify the distinction between leadership models that are specific to the dimensions of a culture compared to those that can be applied on a global scale. This suggests that the specificity of Western models of leadership is not an indicator of their effectiveness or ineffectiveness but a measure of their applicability. Dorfman et al. (1997 pp.233-234) concluded that despite of the common belief that the universality of leadership models and behaviors is very weak or in some cases non-existent, three distinct leadership behaviors; contingent reward, supportive and charismatic displayed their subsistence on a global scale, while, participative, contingent punishment and directive approaches to leadership were found to exist only in particular cultures. Similarly, the cultural specificity of participative leadership behavior was also found by Ashkanasay (2002) while, the findings of Bass & Avolio, 1993) also reported that the application of leadership models on a cross-cultural basis is a possibility. Mills (2005) adopts a neutral stance in his analysis of Asian and Western leadership models, acknowledging that while both approaches are fairly distinctive from each other they also carry a certain extent of resemblance. In understanding why certain aspects of Asian leadership models are so dramatically different from their Western counterparts, Mills (2005) asserts that in an Asian business setting family and political associations are more prevalent than in Western organizations, Chu (2011) notes that a majority of large corporations in Asia are in fact family business. Moreover, it is also speculated whether culture actually is the principle factor in assessing the difference between Asian and Western leadership models or is it the varying economic, corporate and social development stages of the organizations existing in the two regions (Mills, 2005). Mills (2005) argues that from a Western point of view, CEOs of organizations operating in countries

Business Schools and Responsibility for Preventing Financial Crisis Essay

Business Schools and Responsibility for Preventing Financial Crisis - Essay Example are currently facing. But it has been argued by several observers that the business schools have failed to provide preventive measures for current global financial crises. These observers have argued that lack of relevance of these business schools, showing unethical behaviour of these business schools and creating negative impacts on the people and firms or business organisations are creating barriers for providing preventive measures in favour of prevention of current financial crises. Many observers have argued that managers after getting passed out from the best business schools do the same job in banking sectors or in the share markets which can be done by people having no background of studying in business schools (Canals, 2009, pp.42-43). These managers are adding nothing new in these sectors. Business schools bear a certain responsibility for (not preventing) the current financial crisis. Nature of current financial crises: Almost all the economies of the world are facing pro blems in regard to their economic growth process due to the prevalence of financial crises that these economies are facing mainly since 2006-07. ... These are resulting in further decline in global income and hence decline in people’s purchasing power. According to many researchers, including Noble laureate Paul Krugman, these global financial crises are results of poor and ineffective banking and financial system of the developed economies of the world like European economies and mainly American economy. According to Paul Krugman the banking and financial system of these economies has been largely dependent upon the free market forces. These banking and financial systems had no control over the funds or assets which are circulating in the global economy. They became more and more concerned about creating new funds and hence they have started to provide more and more loans to people and business organisations. But when one defaulter defaults to pay his loan, the entire system collapsed due to the fact that the structure of providing loans was dependent on multiple layers. When one lower level of layer collapsed, the entire structure first became unstable and then it collapsed. But the most notable impact has been realised when there occurred a significant reduction in Gross Domestic Product (GDP) in the major global economies of the world, mainly in the European countries. Between 2009 and 2010 rate of fall of GDP in the countries of the European Union has been estimated as 4%. This high rate of fall of GDP forces many countries of the European Union, such as Greece, Portugal, Italy and Spain, to take loans from International Monetary Fund (IMF) and World Bank. These nations are also forced by these international organisations to curb down their public spending on different goods and services, including production and consumption expenditures. In this context these countries cut down

David Suzuki Essay Example for Free

David Suzuki Essay David Suzuki is an award-winning environmentalist, scientist and broadcaster. He also dabbles in radio and television series that go into detail about the complexities of the natural sciences in an easy and fascinating way. Finish Intro Paragraph – any tips, mother? David Suzuki is first and foremost, a geneticist. He graduated from Amherst College in 1958 with an honors degree in biology. He moved onto graduate school at the University of Chicago with a PhD in Zoology. Suzuki’s first academic position was an assistant professor in Genetics at the University of Alberta. After his assistant practices at Alberta, he moved on to where he now resides, at the University of British Columbia. David Suzuki has been honored with many awards. In 1972, he was awarded the E.W.R. Steacie Memorial Fellowship for being an outstanding research scientist under the age of thirty-five and he held that award for three years straight. He won many academic awards and holds twenty-five honorary degrees in Canada, the United States, and Australia. Suzuki has written fifty-two books, including nineteen children books. He wrote a textbook, in 1976, named An Introduction to Genetic Analysis that is the most widely used genetics textbook in the United States. This book has been translated into many other languages, including Italian, Spanish, Greek, Indonesian, Arabic, French, and German. Suzuki has not only tinkered around in writing, but broadcasting as well. In 1974, he developed and hosted a science program called Quirks and Quarks that was displayed on CBC radio for four years. Since then, he has presented two documentary CBC radio series relating to the environment, named It’s a Matter of Survival and From Naked Ape to Superspecies. His national television debut began with CBC in 1971 when he wrote and hosted his two season series, Suzuki on Science. He created and hosted a number of television specials, and in 1979, he became of host of The Nature of Things with David Suzuki, which rewarded him with numerous awards. He participated in a series, A Planet for the Taking, which won an award from the United Nations. In 2002, he received an award for his broadcasting excellence. David Suzuki is also a world leader in sustainable ecology. He is the recipient of many world-known prizes and medals, and has been granted with the Right Livelihood Award, which is known as the Alternative Nobel Prize. Not only has he received awards and presented series, but also he has co-founded his own Foundation. Suzuki felt as  though he was just â€Å"a messenger telling people about the crisis that is happening† and that he didn’t have any solutions (Suzuki 219). As he was working on making people more aware, he was receiving feedback of people feeling motivated from his words. With this feedback, Suzuki realized that he â€Å"had a responsibility to suggest potential answers† (Suzuki 220). With the help of Tara Cullis, an award-winning writer and former professor at Harvard University, the David Suzuki Foundation was instituted on September 14th, 1990. The goals of the Foundation are to protect the climate, create livable communities, establish environmental rights and justice, transform the economy, connect with nature, and build the community. The David Suzuki Foundation has worked with doctors to fight for clean air, published energy solutions, brought voices from NHL hockey players and Olympic Skiers to advocate for going carbon neutral, helped governments ban pesticides, protected species at risk, researched contaminants in farmed salmon, and worked with chefs to switch to sustainable seafood. The Foundation has even addressed economics, assessing the value of greenbelts (an area which is kept and reserved to ensure that there is open space), farmland, and other ecological services, and published a guide on how businesses can shrink their environmental impact. Nat ure sustains the economy. At least that is what Herman Daly, a senior economist at World Bank and teacher at University of Maryland’s School of Public Affairs, states in David Suzuki’s (and Holly Dressel’s) book, From Naked Ape to Superspecies. Daly states that, â€Å"’you sacrifice some of the natural system when you convert it into man-made things’† (Dressel and Suzuki ?). There needs to be a balance between the costs and benefits. In the past, there hasn’t been a focus on that balance. A cause of this unbalance and sacrificing lays with corporations. In Professor Brad Howard’s Journalism 190 class, the movie, The Corporation, was assigned for the students to watch. The Corporation is a Canadian documentary film that examines the modern-day corporation. The corporation is legally bound to put its bottom line ahead of everything, even the public good. In From Naked Ape to Superspecies, corporations are explained from a variety of sources. Jane Ann Morris, a corporate anthologist who works with a group called Program on Corporations, Law, and Democracy, stated that corporations have squeezed themselves into democracy, replacing the human persons. Even though the corporations are not people, they have been given  the same rights. The corporations are â€Å"reducing the rights of humans† (Suzuki and Dressel ?) and putting itself ahead of the people. According to the textbook in Brad’s class, The Problem of the Media by McChesney, â€Å"corporate societies† or â€Å"corporations† are corporate bodies that are legally authorized to act as a single individual. Brad assigned an academic journal for us to read, called Corporations, Democracy, and the Public Good by Stephen Barley. Barley states a thesis about the republic, â€Å"people are now separated from their representatives by an asteroid belt of organizations and among the most powerful of these are corporations and their trade associations† (Barley 203). In an interview with Lynette Thorstensen in Habitat Australia, David Suzuki stated that this situation with the corporations is not beyond the people’s grasp just yet. What is needed to occur are regulations and controls on the global level. An example that Suzuki provides is if a multinational company was found to be profiting through the dumping of wastes, the company should be fined to such a degree that continuing to behave like a pirate would cost more than the actual profit. Suzuki thinks that we need to keep the corporations exposed. David Suzuki is related to journalism and corporations, or at least his opinions are. Sustainable ecology is related to journalism and corporations. David Suzuki is a world leader in sustainable ecology. In order for the environment to be protected, the government needs to be involved. In order for the government to prosper, the environment needs to be cared for. As an environmental enthusiast, I had no clue that corporations played such a crucial role in the environment issues. Not only was I unaware about how the corporations were linked with environment issues, but I did not know that David Suzuki had ever addressed it. I think that’s something that Brad has tried to include in the class – corporations and their hiding. The reason I didn’t know corporations were involved in this issue, was because corporations influence the media and by their influence, they wish to be invisible in their link with th ese issues. Framing is what they call it. Framing is where a news media puts the shareholders first. If a corporation invests in a news media, the media shapes the information being shared and how we see topics/issues. So, I didn’t get to see the corporation’s influences, since they didn’t want the public to see them. Framing is a popular topic in Brad’s class. The media  frames issues all over the place. So once I discovered that issue among David Suzuki’s research, my mind was opened and aware. I think it all brings a new light to David Suzuki. Not only does David Suzuki care about the environment and protecting it, he cares about the impact of the government and corporations. David Suzuki †¦ any tips for the conclusion, mother?

The Castration of Eloisa in Popes Eloisa to Abelard :: Pope Eloisa to Abelard Essays

The Castration of Eloisa in Pope's Eloisa to Abelard If Pope's intent in writing an Ovidian heroic epistle is to show the entire range of his protagonist's emotions from meekness to violent passion, then he was wise to choose the twelfth-century story of Eloisa and Abelard as his subject. Eloisa and her teacher Abelard retired to different monasteries after her family discovered they were lovers and brutally castrated him. Years later, Eloisa by chance intercepted a letter from Abelard to a friend chronicling their love affair. The letter reawakened Eloisa's long repressed passion for Abelard, and she struggles to reconcile her sexual passion with her religious vows. As she has taken a vow of silence, the only mode of expression left to Eloisa is her emotion, which she often expresses by weeping. She tells Abelard in her mind: Tears still are mine, and those I need not spare, Love but demands what else were shed in pray'r; No happier task these faded eyes pursue, To read and weep is all they now can do. (lines 45-48) Eloisa thus lives in her mind, communicating mentally with God and now her former lover Abelard alternately. Pope's poem is his idea of what Eloisa would write to Abelard in a letter, albeit a letter whose writing would have spanned several years until her death. In his seminal 1969 article "The Escape from Body or the Embrace of Body," Murray Krieger states that "the poem represents at once a finished letter and a letter that, apparently finished, is actually in the stormy process of being written" (34). The richness of Pope's language juxtaposed with the rigidity of his couplet form have suggested to critics both the depth of Eloisa's emotion and the restraints placed on her by the Church and her vows. This juxtaposition has troubled some critics (including Krieger) as a mismatch. These critics argue that a writer in Eloisa's emotional state would produce writing that is much less polished and constrained than Pope's perfect couplets. In fact, that Pope records Eloisa's emotional l anguage in the confining couplet verse structure is precisely what Krieger calls the poem's failure. I propose that Pope intended Eloisa's emotional outbursts to strain against his own exacting poetic form. I believe Pope constricts Eloisa's florid language within the couplet in order to emphasize the severity of the imprisonment she suffers in the monastery. Further, I would argue that Eloisa's imprisonment in a monastery, combined with the vow of silence and marriage to the Church required of her as part of her religious confinement, is a symbolic act of

Hrm598 – Case Study 1

INTRODUCTION Given nine untitled job descriptions for the Whole Foods Market corporation, my assignment was to review them, give them appropriate job titles and assign a job structure, explaining my thought process and method of analysis. I was then to evaluate the job descriptions and provide feedback on what information was beneficial and what could be improved. EVALUATION OF JOBS After reading the job descriptions I assigned a job title that I felt both represented the job duties and aligned with the other Whole Foods job titles mentioned in the exercise.These are the job titles I originally decided on, prior to establishing a job structure. †¢JOB A: Deli Team Member †¢JOB B: Register Team Member †¢JOB C: Prepared Foods Team Leader †¢JOB D: Prepared Foods Assistant Team Leader †¢JOB E: Kitchen Team Assistant †¢JOB F: Grocery Assistant Team Leader †¢JOB G: Prepared Foods Associate Team Leader †¢JOB H: Regional Team Leader †¢JOB I: Grocer y Team Member ? JOB STRUCTURE When establishing the job structure, I realized there was no need for the department to be part of the title.Although the duties might be different depending on their assigned department, the level of responsibility was approximately the same and jobs could be considered one generic position (i. e. â€Å"Team Member†). Therefore, I made the positions more general in title and chose to conduct a basic ranking method in order to determine the job structure. WHOLE FOODS MARKET – STORE JOB STRUCTURE Regional Team Leader (Job H) Store Team Leader Associate Store Team Leader (Department) Team Leader (Job C) Associate Team Leader (Job G) Assistant Team Leader (Job D-Prepared Foods and Job F-Grocery) Team Member (Job A-Deli, Job B-Register, and Job I-Grocery)Team Assistant (Job E) PROCESS, TECHNIQUES AND FACTORS In my attempt to title each of the positions, I first simply read through the job descriptions multiple times, noting the job duties, lev el of responsibility and decision making and relationships to other positions, if any were mentioned. These relationships helped me to decide what appropriate titles would be for Whole Foods Market. Although my first set of job titles included â€Å"service clerks† in several positions, these were eventually changed to â€Å"Team Members† because of the obvious emphasis Whole Foods Market places on the team concept.Therefore, I chose to incorporate the word â€Å"team† into every title. When assembling the positions into an established job structure, the stated relationships between positions were key yet again. I wrote down every position mentioned, so that I could ensure my positions were accurately aligned and appropriately named in comparison to one another. I chose to look at knowledge, experience, responsibility/authority and leadership/guidance potential as the compensable factors which provide the most value. All of the positions have virtually the same work environment, which is why this factor was not considered.Similarly, customer service related attributes were also not selected, even though it is obviously a huge priority for the organization, because there were no positions where this was not the case†¦ all equally emphasize positive and courteous interaction with their customers. The above job structure was established by weighing the compensable factors of each position and considering any reporting relationships directly stated in the job descriptions. I believe that responsibility was the characteristic that clearly set the positions apart from one another.As you ascend the job structure you will find that each position has more responsibility, both in depth and breadth. Because of these additional job requirements, an advanced level of knowledge goes somewhat hand-in-hand. Higher level individuals must not only have greater in-depth knowledge of the Whole Foods Market policies and procedures, but they are involved i n a much wider scope of activities. Experience is a logical factor that also sets positions apart. A â€Å"team assistant† is an entry level job that requires no prior experience and is the kind of position that one expects an individual can learn as they go.A â€Å"Department Team Leader,† however, is expected to have already put some time in. They have learned process, procedure and the organization well enough to prepare them for the advanced responsibility. Finally, it seems as though Whole Foods Market places an emphasis on providing a career path for the employees, in order to encourage long term employment. This is emphasized by many positions requiring the provision of leadership and guidance to lower level positions. They want to encourage a strong relationship between all levels, to reinforce the team environment and ensure support of all employees.Although I have no doubt Whole Foods Market has a much more extensive job structure organizationally, this struc ture focuses specifically on an individual store location. Even the Regional Team Leader could probably be moved to another job structure focused more on organizational administration rather than individual store operations; however, I chose to limit the scope of my analysis to the given positions. EVALUATION OF JOB DESCRIPTIONS Overall, I think the job descriptions are fairly well written and provide a good base. They describe the scope of duties and what experience or skills are needed for each position.However, the main thing these job descriptions lack is consistency. Some clearly reference a relationship to other Whole Foods Market positions; some do not. Some state who they report to; some do not. Some clearly supervise, train and mentor other positions; some are not as clearly defined. Additionally, job duties in one job description which should probably apply to other positions as well, are not always listed (customer service, health and sanitation compliance, good communica tion skills, teamwork, knowledge of corporate policy and standards, etc). Something all of the job descriptions are missing is the applicable work environment.Although most of the positions will be performed in a similar environment, this information should still be provided. My suggestion to improve the job descriptions would be to establish a template that all positions would follow. The template would include the following categories: a brief summary of the position, the duties and responsibilities, who the position reports to, who the position supervises, the typical work environment, tools or equipment that will be used in the position, requirements for the position (knowledge, experience, education, skills, etc), and possibly a job classification.Job classifications are not a necessity but can be a good idea to distinguish between the fundamental types of job (i. e. entry-level, journey-level, mentor, supervisor, manager, executive, administrative, etc). CONCLUSION After my an alysis, I believe we have an excellent understanding of how the staff of a Whole Foods Market functions. It is clear that the organization highly values customer service and teamwork and wants to encourage â€Å"career† employees at every level.With the established job structure and implementation of the recommendations made to improve their job descriptions, positions would be more clearly defined. Employees would easily be able to understand every position, what it does, how it interacts with other positions and how to get there themselves. REFERENCES Milkovich, G. T. , Newman, J. M. , & Gerhart, B. (2011). Compensation, 10th Edition. New York, NY: McGraw-Hill/Irwin. Whole Foods Market. (n. d. ). Career Paths. Retrieved March 2013, from Whole Foods Market: http://wholefoods. com/