Italian Prepositions Tra and Fra

Among the many pesky little prepositions you will encounter in your study and use of Italian are two that look particularly similar and pop up a lot: tra and fra, fortuitously similar in purpose as well as looks. Luckily, they are rather straightforward and much simpler to use than their counterparts di, da, or in, and they translate in English to between or among, and sometimes in. Is There a Difference Between Tra and Fra? Before we take a look at ways in which these two little words are commonly used in Italian, you should know upfront that there is no difference in meaning between tra and fra: the choice is governed by personal preference, some regional habit, and sometimes phonetics. For example, it is preferable to say fra travi and tra frati to avoid groups of identical sounds (other examples include tra fratelli and fra tre anni). How to Use Tra and Fra: Between The most common meaning of tra and fra is to signify space or time between two places, points, things, events, or people: Il libro à ¨ caduto tra il divano e il muro. The book fell between the couch and the wall.Sono tra Milano e Venezia. I am between Milan and Venice.La mia casa si trova a mezza strada tra Siena e Firenze. My house is located halfway between Siena and Florence.Tra qui e là ¬ ci sono circa dieci metri. Between here and there are about 10 meters.Tra oggi e domani ti porto il libro. I will bring you the book sometime between today and tomorrow.Il treno si à ¨ fermato dieci volte tra Perugia e Siena. The train stopped 10 times between Perugia and Siena.Tra me e te ci corrono otto mesi. You are I are eight months apart.Tra larrivo e la partenza ci sono due ore. There are two hours between the arrival and the departure.Fra noi non ci sono segreti. There are no secrets between us.Fra noi à ¨ tutto a posto. Everything is alright between us. Sometimes you will find the last two sentences as tra di noi or tra di noi It is a common construction. Tra and fra also indicate a status between two states of being or figurative things: Il nonno à ¨ tra la vita e la morte. Grandfather is between life and death.Quando ha squillato il telefono ero tra il sonno e il risveglio. When the phone rang, I was between sleep and awakening.Tra il dire e il fare cà ¨ di mezzo il mare (Italian proverb). Between words and actions lies the sea (between saying and doing lies the sea). In Distance and Time to Come In cases in which we are discussing distance or time to something in the future it translates in English to in: Tra due chilometri cà ¨ un benzinaio. There is a gas station in two miles.Tra due ore ci vediamo! We will see each other in two hours.Tra poco arriviamo. Well be there shortly.Arriverà   tra due ore. She’ll arrive in two hours. Among Us Another common meaning of tra and fra translates to among and it indicates comparison; one or more people or things among many or others; or something held between two or more people. In these cases, fra is preferred by many and more commonly used. See these examples: Siamo fra amici qui. We are among friends here.Il rapporto fra noi à ¨ speciale. The relationship among us is special.Si consultarono fra loro. They conferred among themselves.Giulio ama stare fra i suoi parenti. Giulio loves to hang out among his relatives.Sei il migliore fra i miei amici. You’re the best among my friends.Fra tutte le ragazze, Giulia à ¨ la pià ¹ simpatica. Among all the girls, Giulia is the nicest.Alcuni fra i presenti protestarono. Some among those present protested.Ho guardato fra le carte, ma non ho trovato il documento che cercavo. I looked among my papers, but I didnt find the document I was looking for.Fra i miei libri ne ho senzaltro uno sulla storia francese. Among my books I surely have one on French history. And fra me and me and me and you: Parlavo fra me e me quando ho visto Giulio che mi guardava. I was talking to myself when I saw that Giulio was looking at me.Luomo diceva fra sà © e sà ©, Non puà ² essere! The man was saying to himself, It cant be!Detto fra me e te, sono stanca del mio lavoro. Between me and you, I am tired of my job. Other Uses of Tra and Fra In some sentences, the expression tra tutto o tra tutti means between everything (or between one thing and the other) or all together: Tra tutti saremo una dozzina. All together there must be a dozen of us.Tra tutto, il pranzo ci sarà   costato 100 euro. Between everything, the lunch probably cost us 100 euros.Ho preso il pane e il vino, e fra tutto ho fatto tardi. I got the bread and the wine, and between everything I ran late. In certain expressions, the preposition tra or fra has a causal value: in other words, it amounts to something causing something. For example, fra la casa e i bambini non ho mai il tempo di uscire. Between the house and the children, I never have time to get out. There, the combination of what is on either end of the tra or fra amounts to a cause of something. Tra la mano rotta e il mal di stomaco sono dovuta andare dal dottore. Between my broken hand and my stormach ache, I had to see the doctor. Fra me e voi, questa lezione à ¨ finita! Buono studio!

Graduation Speech May You Have Enough Essay - 588 Words

Martin Luther King Jr. 1929-1968. Mother Theresa 1910-1997. Albert Einstein 1879-1955. All of these people are not remembered for their birth or death dates, but rather what they did with their dash. The dash that goes between their birth and death dates on their headstones. The dash that says what a person has accomplished in their life. The dash that takes up so little space, but holds so much meaning. What will you do with your dash? Will your dash be one of accomplishment, of success, of compassion, of love, of happiness? I wish you more than enough of all of these things to make up your dash. I heard a short story recently that I think seems appropriate to share. At an airport a father and daughter were saying good-bye to one†¦show more content†¦I have challenges ahead and the reality is, her next trip back will be for my funeral, he said, fighting back tears. When you were saying good-bye, I heard you say, I wish you enough. May I ask what that means? The father paused for a moment and smiled. Its a wish that has been handed down from other generations. When we said, I wish you enough, we were wanting the other person to have a life filled with enough good things to sustain them. Turning toward me, he shared the following as if he were reciting it from memory. This next part of the story is what Id like to emphasize. I have added a few things of my own to make it a little more personal. I wish you enough sun to keep your attitude bright. I wish you enough rain to make you appreciate the sun more. I wish you enough happiness to keep your spirit alive. I wish you enough sadness so that the smallest joys in life appear much bigger. I wish you enough gain to satisfy your wanting. I wish you enough loss to appreciate all that you possess. I wish you enough love so you know just how special you are. I wish you enough pain in that love to make the memories of it even sweeter. I wish you enough dreams to cause your imagination to soar. 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Impact of Compensation on Employee Performance-Free-Samples

Question: Discuss about the Impact of Compensation and Benefits on Employee Performance. Answer: Introduction Clarification of the basic terms and concepts In todays business scenario, employees are considered as one of the most important assets and resources for rendering organizational success. Therefore, employees should be managed professionally as well as excellently. Human resource managers have to take the major initiative for motivating the employees so that they can performance well towards the services. Compensation and benefit is considered as one of the most effective tools based on which business experts encourages the employees for providing their best endeavor towards services (Bryant Allen, 2013). The overarching concept compensation signifies both monetary and non-monetary benefits and facilities providing towards employees in order to achieve their best performances. Compensation is of several types including non-monetary, monetary, direct compensation and indirect compensation. In order to maintain employee retention plan business organization has to implement different motivational strategies and policies for getting the best endeavor from employees. Implementation of Compensation and benefit is one of the most effective human resource strategies and policies for grabbing the attention of organizational employees. Background of the study: This very specific study has focused to provide detailed overview about the impact of Compensation and benefit on overall performance level of employees especially evaluating the case study of Toyota. Toyota is one of the most prestigious multinational automotive manufacturers occupying a recognizable place all over the World. Headquartered in Japan this very specific organization has already gained immense reputation for maintaining excellent work environment (toyota-global.com., 2018). The employees associated with this organization have showed their level of satisfaction for excellent pay and benefit structure of Toyota. In addition, this particular organization provides very effective non-monetary benefits as well. By maintaining an agile work environment, the employees can feel relaxed at the workplace. However, in last five years the organization is facing several issues regarding their human resource policy. It is undeniable that Toyota provides limitless career advancement opportunity, competitive benefits, collaborative and supportive culture and so many. The primary problem that the employees are facing in achieving this compensation and benefit plan includes in maintaining two weeks rotating shifts. In quest of earning additional money, employees show their interest in following this rotational shift (Xavier, 2014). As a result, employees have to face serious health issue, psychological issue and so on. However, after evaluating this particular study based on the case study of Toyota, it is undeniable that Compensation and benefit strategy ultimately enhances the performance level of the employees though this policy is not devoid of some of its major negative effect. Problem statement: It has been observed that Toyota is currently positioned as the market leader in the realm of Automobile industry. Compensation and benefit strategy of Toyota is one of the most effective policies based on which the organization has drawn the large number of customers. Numerous eminent scholars have provided their own opinion regarding the impact of Compensation and benefit strategy on the overall employee performances. As stated by some of the most eminent personalities, this particular human resource policy has left major positive impact on the overall performance of the organization (Sengupta et al., 2012). People from various geographical backgrounds and attitudes are associated with the organization. After getting innumerable facilities in terms of both monetary as well as non-monetary from the organization, the employees have provided their interest of giving best endeavor to achieve the business target. As per the opinion of some of the eminent scholar, compensation and benefi ts are not always effective for motivating the employees. After analyzing case study of Toyota, it is identified that the employees have to meet some of the major criteria in order to get those additional benefits. Among those criteria, the impact of maintaining rotational shift is the most prominent (Lawler, Benson McDermott, 2012). People of various geographical backgrounds have to follow rotational shift as well as long work hour in order to achieve bonus or incentive. It was affecting on the health and psychology of employees. As a result, few years before the organization has faced immense employee turnover being de-motivated towards the services. While evaluating the research issue most of the scholars have provided their opinion that people belonging to various geographical boundaries and attitudes have received immense positive motivation from Compensation and benefit strategy. Research question: Primary questions related to the research issue are as follows: What is the impact of Compensation and Benefits on Employee Performance? What are the primary issues organization has to face in implementing Compensation and benefit? What should be the recommendations of overcoming the challenges in implementing Compensation and benefit? Literature Review Context and Research objective: Evaluating the impact of Compensation and Benefits on Employee Performance is the primary context of this very specific study. In order to collect appropriate data and information in this very specific context the study has focused to meet some of the major objectives. The objectives are as follows: To evaluate the impact of Compensation and Benefits on Employee Performance To identify the issues organization has to face in implementing Compensation and benefit To provide some of the most relevant recommendations of overcoming the challenges in implementing Compensation and benefit Overview of the concept compensation and benefits: The overarching term compensation and benefits is sub-discipline of human resource department focused on employee motivation. As opined by Leigh and Marcin (2012), the success of a particular organization is highly dependent on overall performance level of the employees. As a result, every business experts focus on implementing some rewards and recognitions policies for encouraging the employees towards proper services. Numerous scholars tend to misinterpret regarding the term compensation. Compensation does not signify monetary benefits and facilities. In order to retain the employees business organization tends to provide numerous health facilities as well. This particular benefit enables to overcome any kind of health issue at the workplace. However, compensation may be monetary, non-monetary; direct or indirect. Spieler and Burton (2012) stated that the entire purpose of implementing this particular human resource discipline is providing employee motivation towards services. Types of compensation packages: Compensation packages are constituted with several types including non-monetary, monetary, direct compensation and indirect compensation. Non-monetary compensation: Benefits, which are not involved within tangible value, are otherwise named as Non-monetary compensation. Daley (2012) opined that praise from the employers, opportunity for career growth, social rewards such as job security, providing agile work environment, allowing flexibility in maintaining effective communication are the necessary ways for getting Non-monetary compensation. Business organizations in order to encourage the employees towards services tend to provide flexible work environment so that they can enjoy the pace of work. Monetary compensation: As emphasized by Adler and Ghiselli (2015), monetary benefit is highly appreciable on behalf of the employees for providing their best endeavor. Large number of multi-national corporations is there who provides customer support for 24 hours. The employees associated with the organization have to take overburden of pressure by extending their shift hour. In this kind of situation, the organization has to pay additional amount of money for motivating the employees towards services. Direct compensation Direct compensation is the increment of employee wage that can reflect on employees annual salary or hourly wages. Madhani (2014) stated that business organizations like to pay this particular amount of money in the form of basic pay, incentive pay, bonus and so on. As a result, employees do not show their reluctant attitude for providing their services by extending shifts. Indirect compensation: Moore and Viscusi (2014) stated that indirect compensation includes health insurance program, resolving public health issue, pension planning, paid leaves and child care or moving expenses and so many. While providing services employees may have to face innumerable health issues. In this situation, the employees feel completely de-motivated in being associated with the organization. In order to overcome this kind of workplace hazards, the employers provide health insurances for giving necessary benefits and facilities. Issues related to compensation As per the opinion of Griffin (2013), several eminent personalities have showed their own point of view regarding the issues that most of the business organizations have to face in implementing compensation and benefit strategies and policies. Economic strength is one of the most significant barriers due to which human resource managers fail to implement this kind of tools at the workplace. If the business organization cannot maintain an effective balance between profit and loss, the entire process of business becomes failure. As a result, the business experts cannot take any kind of additional initiatives at that time. In order to implement recognition and reward policy, incentive plans, bonus system, the organization have to invest large amount of money. In addition, in quest of achieving the criteria of compensation and benefit employees have to invest a long time for extending their shift. As a result, their work life balance is getting affected day by day. Cerdin and Brewster (2014) opined that employees are losing their motivation in providing good services. The quality of work is getting affected in quest of increasing random productivity. In this kind of situation, the organization has to face immense difficulties in fulfilling the satisfaction level of the employees. Hectic work schedule is one of the most important reasons for dealing with the customers effectively. People from various geographical backgrounds and attitudes may not show their positive attitude in maintaining extended shifts for achieving compensation and benefits. Strategic ways for developing organizational compensation: Human resource managers should allocate a certain amount of budget for maintaining compensation and benefits at the workplace. Based on that very specific budget the HR managers should segregate the compensation plans as per monetary, non-monetary, direct and indirect perspectives. As a result, the organizational managers do not have to face difficulties in spending money for compensation and benefits purposes. In addition, Miner (2015) stated that large number of multinational corporations are unable to implement effective plans and policies in compensation and benefits due to economic strength. In this situation, they intend to increase the salary structure of the employees for providing them enough motivation. However, apart from going any kind of monitory benefit the organization can focus on providing some social rewards as well. Praise from the employers, opportunity for career growth, social rewards such as job security, providing agile work environment, allowing flexibility in maintaining effective communication are the necessary ways for getting social awards. Bronchetti and McInerney (2012) has opined that in order to provide mental support to the employees organization does not have to invest additional amount of money. However, the study has focused to provide an in-depth overview about the necessary impact of compensation and benefits for enhancing the performance level of employees. In order implement this specific tool human resource managers should follow this very specific strategy based on which employees can gain their enthusiastic attitude in performing well towards the services. Greene (2014) stated that in addition, while running the entire process of business organizational managers should implement health and safety act based on which employees can get necessary benefits and facilities regarding their health issue while serving at the workplace. Methodology Research design: Research methodology is the systematic method of conducing the entire process of research based on methodological as well as data collection tools and instruments. In order to observe, analyze and evaluate the research issue the researcher has to use appropriate research philosophy, approach, design, and data collection technique (Custers, 2012). Research philosophy is the method of evaluating data based on facts and information collected through keen observation. In this very specific study, the researcher has used positivism research philosophy for evaluating the research issue based on keen observation. By implementing deductive approach, the researcher has conducted an effective case study based on research issue. By using the existing theories and various components of Compensation and benefit strategy, the researcher has analyzed data by using descriptive research design (Park Sturman, 2012). Descriptive research design helps the researcher in gathering data and analyzing its essence from various point of views without showing any kind of interpretation. Data collection and analysis: Data collection is the technique of gathering appropriate information as well as data from different reliable resources. Data collection technique is primarily constituted with two major types including primary and secondary (Anitha, 2014). In order to collect primary data researcher tends to involve large number of participants directly associated with the research issue in order to gather immediate response. On the other hand, in order to collect secondary data collection researcher has to follow various books, journals, magazines, websites and so on. In this very specific study secondary data collection is used in order to evaluate the research issue based on the opinion of different eminent scholars from journal articles, books, newspaper articles and so many. Data analysis on the other hand is the method of showing the findings of data and information (Oladapo, 2014). In order to conduct secondary data collection technique the researcher tends to use three types of analysis primarily. It includes case study analysis, thematic analysis and observational analysis. In this very specific study, thematic analysis is conducted for evaluating and analyzing necessary information. Sampling: This particular study has focused to conduct the entire research based on secondary data analysis. Sampling is the method of acquiring effective data and information based on selected sources amidst large number of population (Stone Dulebohn, 2013). Sampling is primarily constituted with two major ways including probability sampling technique and non-probability sampling technique. In this very specific study, non-probability sampling technique is used for gathering information amidst large number of population (Osibanjo et al., 2014). However, the researcher in order to collect data and information has used two journal articles based on the employee performance and their motivation level, one news article regarding Compensation and benefit strategy. As a result sufficient information is gathered about the performance level of employees due to the implementation of this human resource policy. Ethical consideration: Every researcher has to focus on maintaining proper value, ethics and beliefs while conducting the research. Data protection act should be strictly maintained with the help of which research can secure necessary information about the research issue. Without taking permission of third party, data should not be disclosed. As a result, both the participants and the researcher get benefit and facility (Shalev, Zhang Zhang, 2013). In addition, while using the secondary source of data and information the researcher should focus on using authentic journal articles and newspaper article. Any kind of vague information should not be provided for raising the issue like ethical consideration. Moreover, the entire process of data collection process should be maintained by taking sufficient time so that researcher can get the opportunity of evaluating information and research issue from different level of perspectives. Time Zone: Main activities/ stages Week 1st-2nd Week 3rd-4th Week 5th-6th Week 7th-8th Week 9th-10th Week 11th-12th Topic Selection Framing layout of the research Literature review Formation of the research Plan Selection of the Appropriate Research Techniques Primary data collection Analysis Interpretation of Data Collection Conclusion of the Study Submission of Final Work Table: Time-frame of the research process (Source: As Created by the Author) Result and discussion In this very specific part, an effective outcome of the research issue has been critically evaluated and analyzed by collecting effective resources from secondary data. This particular analysis has given a concrete conclusion. It has been observed that Toyota is successfully able to implement Compensation and Benefits strategy for improving the performance level of employees. While evaluating the tools business experts of this specific organization have faced several challenges as well. Impact of Compensation and Benefits on Employee Performance is the primary issue of this very specific research. Numerous researchers and practitioners have provided their own opinion regarding the positive and negative impact of Compensation and Benefits on Employee Performance. With the help of an effective secondary data resources, it can be found from the literature review that employees effective performances is one of the most significant reasons for rendering the success of Toyota. In addition, this particular organization is currently leading the market as per automobile scenario. Shafiq, Zia-ur-Rehman and Rashid (2013) opined that implementation of Compensation and Benefits is one of the most significant reasons for enhancing the success of business. However, the organization while dealing with the employees have provided necessary facilities such as praise from the employers, opportunity for career growth, social rewards such as job security, providing agile work environment, allowing flexibility in maintaining effective communication. At the same time, the company provides health insurance program, resolving public health issue, pension planning, paid leaves and child care or moving expenses, basic pay, incentive pay, bonus and so many. Automatically, the organization draws the attention of employees for extending their shifts amidst immense pressure. While evaluating the research issue one particular drawback in Compensation and Benefits has also been found out. Harrison and Wicks (2013) stated that the employees fail to maintain their work life balance due to the implementation of this particular strategy and policy. In quest of extending their shifts, employees have to face immense challenges in maintaining work life balance. However, various eminent personalities have provided necessary solutions on overcoming this specific issue. These particular recommendations would help the employees in maintaining proper work life balance amidst workflow. After evaluating the overall research work, it can be found that Compensation and Benefits leaves a major positive impact on the overall growth of business. Seabury et al. (2014), due to the effective endeavor provided towards services, the organization is successful to reach the peak of success. As a result, both the organization and the employees get equal benefits and facilities. Recommendations or expected solutions: Based on the entire research issues and problems faced by the employees of Toyota in order to achieve the target, some of the major recommendations can be provided: Rendering flexible work hour: While evaluating the study it has been observed that employees get tired and de-motivated in spending their most of the time within workplace. They do not get any motivation in maintaining the quality of work. In order to earn large amount of money employees tends to meet the target of production. As a result, business experts have to face immense quality issues from the clients (Reilly, 2013). In order to overcome this kind of situation, human resource managers can render flexibility within their work hour. Employees should not be forced to follow rotational shifts. Employees should give the liberty to maintain eight hours by logging in at any time. In case of extending the shifts, employees should be given liberty to choose their feasible time for doing overtime. As a result, employees would not show their reluctant attitude in performing well towards the services. Arranging fun session to break the monotony of work: In quest of meeting the deadline of production as well as customer services, employees have to take immense burden and pressure (Hales, Wang Williamson, 2014). In this kind of situation, employees would have to face innumerable difficulties in meeting the needs and demands of the customers effectively (Hales, Wang Williamson, 2014). However, the business experts in this kind of situation are recommended to arrange fun session for the employees in order to overcome the flow of monotonous work. Providing an effective training to the employees on how to maintain work life balance: In quest of earning money and achieving compensation and benefits, employees lose the flow of maintaining effective work life balance. As a result, the personal life of individual employees gets highly affected. In order to overcome this kind of situation, business experts have focused to implement effective training session (Misra, Jain Sood, 2013). The primary objective of this specific training session is to teach the employees on how to take the burden of work professional. The trainers would provide trainees an effective suggestion on how to maintain proper work life balance amidst additional work pressure and overburden. To maintain anti-discrimination on the hiring policy of employee: It has been alleged that human resource managers of Toyota prefers to hire male employees within the business process. As a result, female employees do not get sufficient exposure for showing their talents and skills. In this kind of situation, it can be recommend that organization should focus on providing equal priority and response to both male and female employees (Reilly, 2013). In addition, female employees should get additional compensation and benefits such as maternity leaves, paid leaves and so on. As a result, the organization would not have to face immense challenges in expanding their entire process of business in the international market. At the same time, the business manager would get best performances from the employees. Conclusion The entire study has provided in-depth understanding about the impact of Compensation and Benefits on Employee Performance. While dealing with the research issue the researcher has focused to evaluate necessary data and information from secondary resources. Toyota has already established a recognizable position in the realm of automobile industry. The primary objective of this specific multinational corporation is to provide flexible and courageous environment at the workplace. Among the most important motivational strategies and policies, the importance of Compensation and Benefits on Employee Performance is most prominent. The employees associated with this organization have showed their level of satisfaction for excellent pay and benefit structure of Toyota. In addition, this particular organization provides very effective non-monetary benefits as well. By maintaining an agile work environment, the employees can feel relaxed at the workplace. However, with the help of various secondary data resources it can be concluded that employees are motivated with the compensation policies and strategies implemented by the human resource managers of this organization. However, this compensation policy has major negative impact on the employees as well. Employees after extending their working shifts cannot maintain an effective work life balance. As a result, employees cannot find their motivation in providing their superior quality of work. Organization has to face challenges in achieving business image and glory. However, after making an effective critical evaluation about the impact of Compensation and Benefits on Employee Performance the importance of benefits and facilities provided by the company cannot be denied. In the findings and discussion chapter is has been analyzed that compensation and benefit strategy has left major positive impact in enhancing the performance level of the employees Reference List: Adler, H., Ghiselli, R. (2015). The importance of compensation and benefits on university students perceptions of organizations as potential employers.Journal of Management and Strategy,6(1), 1. Anitha, J. (2014). Determinants of employee engagement and their impact on employee performance.International journal of productivity and performance management,63(3), 308. Bronchetti, E. T., McInerney, M. (2012). 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