The prince Essay -- Literary Analysis, Niccolo Machiavelli

Niccolo Machiavelli’s â€Å"The Prince† attempts to explain the necessary tactics and required knowledge a ruler must attain in order to gain and maintain a successful reign. The novel serves as an abstract manual, addressing the definition of a good/bad ruler by placing emphasis on the required military organization, the character a ruler must posses, and the success that could be attained if a ruler should follow the guide. The scope in which the book is written is that of a scholarly observant. Machiavelli places his findings and observations of history, as well as the needs of the people so the information may serve the prince as a tool, that once implemented will create and maintain a powerful state. The guide places a particular emphasis on the prerequisites of a good ruler. Arguing that a ruler must â€Å"...make himself both loved and feared by his subjects, followed and respected by his soldiers,.... be severe yet loved, magnanimous and generous...†(28) these are the qualities ingrained in imploring a successful military, balancing cruelty and generosity, and forming successful alliances. By addressing the issues and concerns of the people and that of the state, Machiavelli reveals the shift between a good ruler and a bad ruler. The guide demonstrates the good by exemplifying the bad done by past rulers, then judging and criticizing their handles on the military, cruelty vs generosity deplored, and the treatment of their alliances. One of the most important institutions in which Machiavelli places emphasis on in â€Å"The Prince† is in the management of a military force. Machiavelli starts by emphasizing that one â€Å"...cannot have good laws without good arms.†(40) therefore how a ruler manages his military is essential in defining ... ... rather than to be used and trumped over, a wiser choice is to be the miser. In the letter from Niccolo Machiavelli to Lorenzo de Medici, it is clear that there is an â€Å"end justifies the means† the purpose of this book serves a greater purpose. The means, are the examples and the advice given by Machiavelli. The over all goal of creating â€Å"The Prince† is in establishing control power and forming a calculated was to rule. This booklet organizes the necessary information, in understanding what will define a good ruler. Serving a guide to success, a success that has been laid out and now has to only be grabbed by the right man. Machiavelli uses many examples of the glories of Rome, to really get back to the unity and prominence that once filled Italy. â€Å"The Prince† serves as a address to all that the world that we can do better, and therefore we should do better.

Performance management system at TCS Essay

The performance management process involves all levels in an organization. Strategic goals set by the organization filter through the organization and affect the goals and activities of each employee. In addition, the performance management process gathers and updates current employee data to maintain the human resource information system (HRIS). The HRIS contains a skill bank of employee information that enables the HR department to determine if the organization has the right mix of skills and people to achieve the organization’s goals in an ever-changing world. This information is used in all areas of HR decision-making. Effective performance management requires ongoing communication between supervisors and staff. The assessment and review part of the process provides the opportunity for documentation and formal communication. It’s the time for the supervisor and the employee to set developmental goals that reinforce the organization’s strategic plan and, if th ere are areas of problem performance, action plans for improvement. There should be discussion of the employee’s career progress and plans made for training and long-term career growth. Many supervisors see the appraisal process as a motivation tool to improve employee performance. The employee’s main objective is to obtain feedback from the supervisor on his or her work performance. Ideally, employees receive feedback at all times and not just through the review process. The employee will also expect organizational support in his or her career growth.  Together, the employee and the supervisor should identify areas for improvement and set goals for training and skill development. Anything the supervisor can do to enhance the employee’s skills will benefit both the employee and the organization. If the organization links performance appraisal to compensation, most employees will expect a raise as a result of a positive review. Though supervisors generally conduct the review, they may not have a say in the amount of compensation awarded because compensation is normally determined by organizational policy. This can be particularly problematic for supervisors who want to motivate employees through the appraisal process but find the organizationâ₠¬â„¢s compensation to be a de-motivator when increases are not as much as employees would like. For this reason, many supervisors prefer that compensation increases are not linked to the performance appraisal process. Difference between Performance management and performance appraisal Performance Management Performance Appraisal Performance management is a goal-oriented system to ensure that organizational processes exist to maximize the productivity of employees, teams and, ultimately, the organization. A performance appraisal is a formal system of review and evaluation of individual or team performance. Performance management is an ongoing organizational process that is conducted to maximize the productivity of employees with the overall intention of improving the organization’s effectiveness. The performance appraisal is a periodic event to reflect and evaluate past performance with the intent to identify strengths and weaknesses of an employee’s performance and to identify developmental goals. It is strategic in nature and involves every person and all HR processes in the organization. All are directly tied to achieving the organization’s goals. A performance appraisal is just one part of a performance management system. The Importance of Performance Management The employees are an integral and indispensable part of running a business smoothly and efficiently. That’s why, keeping in mind the crucial role of the employees, a recent trend known as Performance Management has come into practice. Using performance management, we can ensure that our employees not only fulfil their responsibilities, but do so to the best of their abilities and up to your expectations. Performance management allows us to tap the full potential of our staff. It can be described as a comprehensive process starting from monitoring and developing the desired traits to rating their progress and rewarding them for their achievements. I. Involve Employees in the Planning Stage The making of plans alone will not help us to run our business successfully. We must also focus on the appropriate ways to get business tasks done. One way of doing this efficiently is to involve our employees in the planning process. This will not only boost their morale and confidence, but also help us avoid any communication gaps in the process. Additionally, it will also help in providing them with a clear picture of what we expect from them and what they need to accomplish. II. Monitoring the Progress of Our Employees Just as revision of business plans is sometimes necessary for the success of our business, measuring the performance of every employee is also important. This ensures that tasks are efficiently completed on time and on or under budget. It also points out to you any shortcomings of either our staff or business plans, and helps us to take the appropriate corrective actions. III. Ensuring All Around Development of Employees Performance management gives us the tools to install the desired qualities in our employees in order to get the job done. Development is not limited to only individuals in our workplace, but also addresses the performance of the team as a whole. All around employee development not only ensures the  personal and professional growth of our employees, but also the expansion and improvement of our business. IV. Evaluation of Individual Performance Evaluating and rating the performance of our employees on an individual basis is essential. This gives them a clear picture of where they presently stand, areas that they need to work on and what they are good at. This way, they can focus more on their weaknesses and work to strengthen those areas. We should make it company policy to issue performance reviews while providing your employees with the feedback that they need to perform better at their jobs. V. Rewarding Our Employees Rewarding and appreciating our employees’ efforts ensures that the level of their performance and consequently the performance of our business is not compromised. It ensures optimum productivity, Performance and maximum profitability. Rewarding our staff for a job well done not only enhance their performance but also serves as a tool to keep them motivated. Therefore, performance management is an effective system that allows us to achieve the financial goals of our small business. Methods of Performance Appraisal There are a variety of appraisal methods available to organizations. The method selected by the organization should fit well with the organization’s goals and be appropriate to the job being appraised. Some organizations use different methods for different positions. Regardless of the system used, regular communication and feedback from managers are more important than the method used. Graphic rating scale A graphic rating scale is the most commonly used appraisal system. Evaluators record their judgments on a scale that includes about 5–7 categories. Categories are defined by adjectives such as outstanding, meets expectations or needs improvement. This method is popular because it is easy to administer and can be quantified, if desired, by adding a numeric value to each description. Ranking method In the ranking method, the evaluator places employees from a particular group in the order of overall performance, starting with the top performer–who is rated the highest–and moving down to the poorest performer in the group who receives the lowest ranking. Paired comparison is a variation of the ranking method in which the performance of each employee is compared with every other employee. The comparison is often based on a single criterion, such as overall performance. The employee who receives the greatest number of favorable comparisons is ranked the highest. This can be difficult to administer if your work group consists of a large number of employees. Forced distribution method The forced distribution method requires the evaluator to assign individuals to a limited number of categories, much like a normal frequency distribution curve. A few individuals will get very high ratings and a few will get very low ratings, with the majority averaging in the center of the curve. Generally, those with very low ratings are subject to termination. As with the ranking method, this system requires the evaluator to place some employees at the bottom, even if their performance is acceptable, and some at the top, even if performance may actually be less than outstanding. The system makes the erroneous assumption that there must be some outstanding workers and some poor workers, even when that may not be the case. Forced distribution is unpopular among managers because many believe it destroys teamwork and fosters cutthroat competition among employees. Critical incident method The critical incident method requires the evaluator to maintain records of employees’ favorable and unfavorable performances. These critical incidents become the basis for evaluation. The incident log must be maintained over the entire evaluation period to eliminate the problem of just evaluating an employee’s most recent Performance. Essay method In the essay method, the evaluator writes a brief narrative of the employee’s performance. The major criticism of this method is that it is very  subjective because the evaluation criteria left entirely to the discretion of the evaluator and the results are dependent on the writing skills of the evaluator. It can be difficult to compare the results of employee evaluations that use the essay method because there are no common criteria used for evaluation. BARS–behaviorally anchored rating scale BARS is a behaviorally anchored rating scale that combines elements of a traditional rating scale and a critical incident method. Various performance levels are described on a scale, and the evaluator compares the employee’s performance to the levels described. The descriptions provided reduce the amount of judgment required of the evaluator and rely on the evaluator’s observations of the employee’s work behavior. MBO–management by objectives Management by objectives, or MBO, is a results-based system that relies on the manager and the employee to jointly agree on objectives, the attainment of which becomes the basis of evaluation for the next appraisal period. TCS- Tata Consultancy Service About The Company Tata consultancy services limited (TCS) is the world-leading information technology consulting, services, and business process outsourcing organization that envisioned and pioneered the adoption of flexible global and pioneered the adoption of the flexible global business practices that today enable companies to operate more efficiently and produce more value. They are part of one of Asia’s largest conglomerates- the TATA Group- which, with its interests in Energy, Telecommunications, Financial Services, Chemicals, provides us with a grounded understanding of specific business challenges facing global companies. The role of HR assumes unthinkable proportions and is subject to mammoth challenges. With this sensitive breed of IT professionals, how has TCS grown to and sustained at the number one position is a question which market watchers have asked themselves a thousand times. There is but one answer- passion for excellence in the workforce practices. TCS has developed an unbreakable bond with sound HR  practices in an environment that defines traditional roles and responsibilities. The TCS-HR group operates with technical experts to create a synergy which is enviable. The role of HR, which is that of a facilitator. So whether it is recruitment or even career development, HR is the catalyst which initiates and institutionalizes processes. To manage all the functions for over 14000 employees is a difficult task but the smoothness of operations is intriguing. The HR structure, which allows flexibility and empowerment, is the solution. Performance Appraisal Criteria at TCS Objective Data relating to performance assessment of employees are recorded, stored and used for different purposes: MAIN PURPOSE OF PERFORMANCE APPRAISAL General Applications Specific purposes Developmental Uses Identification of individual needs Performance feedback Determining Transfers and job assignments Identification of individual strengths and development needs. Administrative Uses Salary Promotion Retention or termination Recognition of individual performance Lay-offs Identification of poor performers Organizational Maintenance/ Objectives HR planning Determining organization training needs Evaluation of organizational gal achievement Information for goal identification Evaluation of HR systems Reinforcement of organizational development needs Documentation Criteria for validation research Documentation for HR decisions Helping to meet legal requirements Performance Appraisal and Competitive Advantages in TCS The objectives of performance appraisal, point out the purpose which such an exercise seeks to meet. What needs emphasis is that performance evaluation contributes to TCS’s competitive strength. Besides encouraging high levels of performance, the evaluation system helps identify employees with potential, reward performance equitable and determine employee’s need for training. Specifically, performance appraisal has helped the TCS gain competitive edge in the following ways: Improving performance Making correct decisions Ensuring legal compliance Minimizing dissatisfaction and turnover Values and behaviour Strategy and behaviour TCS conducts two appraisals: 1. At the end of the year 2. At the end of a project Appraisals are based on Balanced Scorecard, which tracks the achievement of employees on the basis of targets at four levels: Based on their individual achievements, employees are rated on a scale of one to five (five = â€Å"superstar†). If employees get a low rating (less than two) in two consecutive appraisals, the warning flags go up. â€Å"If the poor performer continues getting low scores then the exit option may be considered. Over the years TCS has found the pattern that leads to the maximum decline in performance. If employees work for more than two years on  the same project, typically either their performance dips or they leave the organisation. To avoid that, TCS shuffles its employees between projects every 18 months or so. â€Å"Performance drops if motivation drops† the employee satisfaction depends upon the fact whether his performance is being appreciated and recognized. TCS’s performance management system has metamorphosed into one that emphasizes objectivity and a system that mandates performance evaluation against pre-determined criteria. What Deserve special mention is the active participation of the senior management in the determination of guidelines for the Performance Appraisal Process. The process ensure buy in of the employees since the guidelines for the rating system and its conversion into money terms is not unilaterally decided by HR but is a consensus of a cross functional team with representation from all levels. TCS’s performance appraisal system is supported by an online system called the Human Resource management system an Oracle Developer 2000 based tool. An employee’s performance history at the click of a button and this accurately maintained for 14000 employees. Right from his entry, an employee in TCS get formal performance feedback once every 2 months till such time that he is confirmed after which the performance feedback is provided twice every year on a formal basis. TCS however widely encourages informal feedback discussions between Project leader & Team Members and this concept have found an overwhelming appeal among the people. Recognition at TCS Guaranteed high motivation levels at TCS through competitive compensation packages, stimulating job content, outstanding development opportunities, and not the least, an innovative recognition mechanism. The various ways in which TCS recognizes its people are listed below: Project milestone parties — to encourage efficient execution of projects. Recognition of star performers / high fliers — to recognize outstanding talent. Nomination to covet training programmes — to encourage self-development. Best project award — to promote a spirit of internal competition across work groups and to foster teamwork. Best PIP award — to encourage innovation and continuous improvement. Best auditor award — to acknowledge participation in critical support roles Spot awards — to ensure  real-time recognition of employees. Recommendations for new technology assignments / key positions — to ensure career progression and development of employees’ full potential. Performance-based annual increments — to recognize high performers Early confirmations for new employees — to reward high-performing new employees Long-service awards à ¢â‚¬â€ to build organisational loyalty EVA-based increments — to ensure performance-based salaries. On-the-spot recognition —to guarantee immediate recognition of good performance.

Chid Abuse

HSP Computer Superstore Project Description: In this project, you will modify a workbook for the HSP Computer Superstore to track the sales totals for 2011. You will use functions to calculate total sales, average sales, and median, minimum, and maximum sales values. Additionally, you will create a summary worksheet using values from the other spreadsheets in the workbook. Instructions: For the purpose of grading the project you are required to perform the following tasks: Step| Instructions| Points Possible| 1| Start Excel.Open the downloaded Excel workbook named GO_e02_Grader_IR. xlsx. | 0| 2| On the Main St. worksheet, in cell B25, insert a function that will total all of the sales for Quarter 1 in the range B6:B23. Copy the function in cell B25 to the range C25:F25. | 6| 3| On the Main St. worksheet, adjust the column widths for columns C, D, and E to 13. 57 (100 pixels). | 3| 4| On the Main St. worksheet, in cell B26, insert a function that will calculate the average sales for Q uarter 1. Copy the function in cell B26 to the range C26:E26. 6| 5| On the Main St. worksheet, in cell B27, insert a function that will display the median sales value for Quarter 1. Copy the function in cell B27 to the range C27:E27. | 6| 6| On the Main St. worksheet, in cell B28, insert a function that will display the minimum sales value for Quarter 1. Copy the function in cell B28 to the range C28:E28. | 6| 7| On the Main St. worksheet, in cell B29, insert a function that will display the maximum sales value for Quarter 1. Copy the function in cell B29 to the range C29:E29. | 6| 8| On the Main St. orksheet, in cell B30, insert a function that will count the number of sales agents with sales greater than $75,000 in Quarter 1 (B6:B23). Copy the function in cell B30 to the range C30:E30. | 6| 9| Group the Main St. and Franklin Ave. worksheet tabs. With both worksheets selected, click in cell F6 and insert a function that will total all of the 2011 sales for the first agent. Copy the function in cell F6 to the range F7:F23. Ungroup the worksheets. | 12| 10| On the Main St. worksheet, in cell G6, insert a function that will display the text Gold if the sales agent's total sales alue for 2011 is greater than or equal to 225000. Otherwise, the function will display the text Training Required. Copy the function in cell G6 to the range G7:G23. | 6| 11| Copy the contents of cell A4 on the Franklin Ave. worksheet, and paste them into cell A4 on the Main St. worksheet. | 1| 12| On the Main St. worksheet, freeze above row 6 so that row 5 continues to display as you scroll down on the worksheet. | 2| 13| On the Main St. worksheet, in cell B32, enter the value 1/15/12. Clear the contents and formatting in cell B32, and then enter the date January 15, 2012 in the same cell. 1| 14| On the Main St. worksheet, display green data bars with a gradient fill in all cells in the range F6:F23. | 3| 15| On the Main St. worksheet, create an Excel table with headers using the range A5 :G23. Sort the Total column from smallest to largest, and then filter the Category column so that only those requiring training are displayed. | 12| 16| Use the Find and Replace dialog box to find the text Sales Agent ID on the Main St. worksheet and replace it with the text Sales Rep ID. | 2| 17| Change the scaling of the Main St. worksheet so the contents fit on one page. 4| 18| Reposition the Main St. worksheet tab so that it appears to the right of the Franklin Ave. worksheet tab. Rename the Sheet1 worksheet tab to Summary, and then change the tab color to blue (under Standard Colors). | 6| 19| On the Summary worksheet, rotate the text in cells B4 and C4 so that it is angled counterclockwise (45 degrees). | 2| 20| On the Summary worksheet, in cell B8, construct a linking formula that will refer to the value in cell E25 on the Franklin Ave. worksheet. In cell C8, construct a linking formula that will refer to the value in cell E25 on the Main St. orksheet. On the Main St. workshe et, change the value in cell E6 to 45581. 09. Note that the Quarter 4 sales total for the Main St. store updates automatically in the Summary sheet. | 7| 21| On the Summary worksheet, in cell B11, use the NOW function to display the current date. | 3| 22| Ensure that the worksheets are correctly named and placed in the following order in the workbook: Summary, Franklin Ave. , Main St. Save the workbook. Close the workbook and then exit Excel. Submit the workbook as directed. | 0| | Total Points| 100|

Free Essays on International Labor Organization

The International Labor Organization (ILO) estimates that 250 million children between the ages of five and fourteen work in developing countries – at least 120 million full time. Sixty-one percent of these are in Asia, 32 percent in Africa, and 7 percent in Latin America. Most working children in rural areas are found in agriculture; urban children work in trade and services, with fewer in manufacturing, construction and domestic service. Only an estimated 5 percent of child laborers work in export industries. Article 32 of the Convention on the Rights of the Child protects children from economic exploitation and work that is likely to be hazardous to the child’s development, or to interfere with the child’s education. It calls on states to take legislative and other measures, including sanctions and penalties, to guarantee this protection to children. Those addressing the issue of child labor are sometimes divided on how to proceed and consider a range of different approaches. Some urge that child labor be eliminated quickly and aggressively, including through the use of trade sanctions when countries or industries fail to act decisively. Some call for reforming the conditions in which children work with a view toward gradual elimination. Some believe that work plays an important and positive role in children's lives and in their relations with their families, and seek reform, but not an end to child labor. A simple approach of requiring employers to discharge all child workers can lead to devastating results for children removed from the workplace. Children discharged from work can find themselves on the street in prostitution or crime, or working in even worse conditions and for less pay. In tackling the issue of child labor, consideration of the immediate and direct consequences for working children and their families cannot be underestimated. The removal of children from the workforce can have devastating results fo... Free Essays on International Labor Organization Free Essays on International Labor Organization The International Labor Organization (ILO) estimates that 250 million children between the ages of five and fourteen work in developing countries – at least 120 million full time. Sixty-one percent of these are in Asia, 32 percent in Africa, and 7 percent in Latin America. Most working children in rural areas are found in agriculture; urban children work in trade and services, with fewer in manufacturing, construction and domestic service. Only an estimated 5 percent of child laborers work in export industries. Article 32 of the Convention on the Rights of the Child protects children from economic exploitation and work that is likely to be hazardous to the child’s development, or to interfere with the child’s education. It calls on states to take legislative and other measures, including sanctions and penalties, to guarantee this protection to children. Those addressing the issue of child labor are sometimes divided on how to proceed and consider a range of different approaches. Some urge that child labor be eliminated quickly and aggressively, including through the use of trade sanctions when countries or industries fail to act decisively. Some call for reforming the conditions in which children work with a view toward gradual elimination. Some believe that work plays an important and positive role in children's lives and in their relations with their families, and seek reform, but not an end to child labor. A simple approach of requiring employers to discharge all child workers can lead to devastating results for children removed from the workplace. Children discharged from work can find themselves on the street in prostitution or crime, or working in even worse conditions and for less pay. In tackling the issue of child labor, consideration of the immediate and direct consequences for working children and their families cannot be underestimated. The removal of children from the workforce can have devastating results fo...

The Best Sales Campaign Ideas Templates to Increase Your Revenue

The Best Sales Campaign Ideas Templates to Increase Your Revenue It’d be great if everyone always wanted to pay full price for your product  or service, but this isn’t the reality most marketers face. Enter the sales campaign. At various times during the year, a strategically planned sales or promotional campaign can boost revenue and move your business from the red to the black. *Fun Fact* Many believe that’s where â€Å"Black Friday† got its name. The promotions on that day generate so much revenue, that retailers are pushed into the black for the year. In this post, you’ll find everything you need to plan your next sales or promotional campaign, including 19 real-life promotional campaigns to draw inspiration from and four downloadable templates to help plan your next sales campaign. Download These Sales Campaign Templates to Get Started Sales campaigns have a lot of moving pieces and are no cake walk to plan. You’ll need quite a few people to help make this campaign a reality, so download these templates to make your job a little easier. Here’s a list of what templates are included in the download: A Creative Brief Template  to clarify the high-level parts of your campaign. A Team Huddle PowerPoint Template  to get team buy-in. A Campaign Planning Spreadsheet  to get everything in order. A Marketing Calendar Template  to set and meet all your deadlines. Table of Contents Welcome Bonus  Discount Promo Ideas Buy One Get One (BOGO) Sales Campaign Ideas Buy More, Save More Sales Campaign Ideas Customer Loyalty Sales Campaign Ideas Rebate Sales Campaign Ideas Exchange / Upgrade Sales Promotion Ideas Influencer Discount Campaign Ideas Abandoned Cart Discount Ideas What is a Sales Campaign A sales campaign is a great way to increase demand for your product in a short amount of time. The purpose of the campaign is to inch existing leads  closer to making their purchase. If someone is sitting on the fence unsure if they will buy, a sales campaign will likely nudge them toward finalizing their purchase. The average promotional campaign usually takes a multi-channel approach and runs for a limited time only. This sense of urgency motivates prospective buyers to move quickly throughout the marketing funnel. Why? Well, according to RetailMeNot, 81% of Americans  say finding a great offer or discount is on their mind throughout the entire purchase journey. So as someone navigates their way through the marketing funnel, they’re always on the lookout for price drops and promotions. This is especially true for big-ticket purchases and those that fall under wants, rather than needs.

Critical analysis of 2 plays Wilson, Fences and Hansberry, Raisin in Essay

Critical analysis of 2 plays Wilson, Fences and Hansberry, Raisin in the Sun - Essay Example Black people living in the Northern cities also had to deal with a great deal of racism and lack of opportunity. Not as recognized because it was not codified, the boundaries discovered in the Northern cities were sometimes just as harsh as those experienced in the Southern fields. Several of the limitations or boundaries experienced by black people in the Northern towns might have gone largely unrecognized had it not been for bold playwrights such as Lorraine Hansberry and August Wilson willing to capture, as much as possible, their interpretation of the black experience. In â€Å"A Raisin in the Sun† and â€Å"Fences†, both Hansberry and Wilson are able to expose the hidden boundaries their characters encounter as they attempt to achieve a modest version of the American dream. Lorraine Hansberry’s play â€Å"A Raisin in the Sun† attempts to portray a relatively typical black family realistically attempting to cope with the boundaries the American society has placed on them. Opening the way for future writers to blatantly name their experience, the play opened on stage in 1959 and received positive reaction from white and black audiences for its bald realism. The play essentially reveals what happens during the few weeks following the death of the father, Mr. Younger. Mr. Younger (Big Walter) and Mrs. Lena Younger had once hoped of achieving the American Dream as she remarks to Ruth in Act I, scene 1: â€Å"We was going to set away, little by little, don’t you know, and buy a little place out in Morgan Park. We had even picked out the house †¦ Lord, child, you should know all the dreams I had ‘bout buying that house and fixing it up and making me a little garden in the back †¦ And didn’t none of it happen† (Hansberry 45). This conversation occurs because the family is waiting on the delivery of an insurance check in

Associated Effects of Beach Grooming on Intertidal Organisms Essay

Associated Effects of Beach Grooming on Intertidal Organisms - Essay Example The importance of measuring the macrofauna that is evident inside large kelp wracks ensures the survival or extinction of many species that flourish within the macrofauna community. Such specimens as hopper, work+Poly and crab are the subject of this paper and their capacity to flourish in numbers in either a groomed or ungroomed sandy beach. The kelp wracks provide an immense macro- and micro-organism breading ground along with sustainable features necessary to fulfill their existence. These numbers were inputted via t-test and produced outputs for their mean variance and their percentages equivalent to the groomed and ungroomed beach. The first of two samples was taken in the early morning prior to any grooming and a second sample was completed in the early afternoon along the transects that ran perpendicular to the line formed by the water's edge. Each sample consisted of a shovel full of sand and the organisms in it. The sand was then sieved in order to count all the organisms in each of the samples and was recorded on the data sheet. The t-tests and analysis/graphs are at the end of this report. There was some wrack present in the first sample and very little in the second sample. The transect continued on for the prescribed 30m long zone and 5m shoreward of the berm and was run down towards the water. Each sample was taken at every 2-meter transect line and to preserve the area after testing, each hole was filled in after data was collected. Discussion The goal of this research is to enter into discussion the three areas respecting the sandy beach ecosystem. These include patterns of Zonation, density and species diversity and the association of sandy beach invertebrate in ungroomed and groomed sand beaches. Pattern of Zonation Dahl (1952) identified three different zones attributed to the "amount of tidal inundation: 1) subterrestial fringe (Talitrid-Ocypodid belt); midlittoral zone (Cirolanid isopods); and the sub-littoral fringe (rich and varied fauna)" (Monterey Bay National Marine Sanctuary: Sandy Beaches, 2006). It has been found that an additional zone should be added for beaches in central California, called "swash zone" (MBNMS, 2006) and the following figure is relative to the fauna zone as outlined by Dahl: Figure 1. Faunal zonation on the Moss Landing beach. From Oakden and Nybakken 1977. source: http://www.montereybay.noaa.gov/sitechar/images/beachf3.gif Many of the meiofauna species which inhabit the interstitial spaces between the sand grains are impacted by the actual sand grain size and depending on the tidal fluctuations that are present to either remove large or small parts of the tidal silt. This impacts the collectivity of the interstitial fauna. Many people who don't understand the communities which are present within both the silt layers and the content of the sand for feeding and breeding purposes need to understand that beach grooming has a large ecological impact on the macrofauna culture. Measure the association of sandy beach invertebrates and kelp wrack A study completed by the National Park Service, Channel Islands National Park measured the invertebrates found within the kelp wrack in 1999 in samplings found at nine different sites characteristic of "core transects to measure infauna, point-contact transect to measure macrophyte wrack" in an effort to gauge the level of these communities.