Pay roll voucher #16 from the Engineer Department of Port Dalhousie and Thorold Railway Extension, for the office approved by F. Shanly, chief engineer, May 30, 1857

Pay roll voucher #16 from the Engineer Department of Port Dalhousie and Thorold Railway Extension, for the office approved by F. Shanly, chief engineer, May 30, 1857.

Pay roll voucher #18 from the Engineer Department of Port Dalhousie and Thorold Railway Extension, for the Southern Division approved by F. Shanly, chief engineer and F.A. Doyle assistant engineer, May 31, 1857

Pay roll voucher #18 from the Engineer Department of Port Dalhousie and Thorold Railway Extension, for the Southern Division approved by F. Shanly, chief engineer and F.A. Doyle assistant engineer, May 31, 1857.

Pay roll voucher #20 from the Engineer Department of Port Dalhousie and Thorold Railway Extension, for the Northern Division approved by F. Shanly, chief engineer and W.G. Thompson, assistant engineer (copy) June 1857

Pay roll voucher #20 from the Engineer Department of Port Dalhousie and Thorold Railway Extension, for the Northern Division approved by F. Shanly, chief engineer and W.G. Thompson, assistant engineer (copy) June 1857.

Pay roll voucher #21 from the Engineer Department of Port Dalhousie and Thorold Railway Extension, for the Southern Division approved by F. Shanly, chief engineer and Francis A. Doyle, assistant engineer (copy) June 29, 1857

Pay roll voucher #21 from the Engineer Department of Port Dalhousie and Thorold Railway Extension, for the Southern Division approved by F. Shanly, chief engineer and Francis A. Doyle, assistant engineer (copy) June 29, 1857.

Pay roll voucher #19 from the Port Dalhousie and Thorold Railway Extension, for the office approved by F. Shanly, chief engineer (copy), July 1, 1857

Pay roll voucher #19 from the Port Dalhousie and Thorold Railway Extension, for the office approved by F. Shanly, chief engineer (copy), July 1, 1857.

Pay roll voucher #26 from the Engineer Department of Port Dalhousie and Thorold Railway Extension, for the Southern Division, for the month of July, 1857 approved by F. Shanly, chief engineer and Francis A. Doyle (copy), July 28, 1857

Pay roll voucher #26 from the Engineer Department of Port Dalhousie and Thorold Railway Extension, for the Southern Division, for the month of July, 1857 approved by F. Shanly, chief engineer and Francis A. Doyle (copy), July 28, 1857.

Pay roll voucher #24 from the Engineer Department of Port Dalhousie and Thorold Railway Extension, for the office, for the month of July, 1857 approved by F. Shanly, chief engineer (copy), July 31, 1857

Pay roll voucher #24 from the Engineer Department of Port Dalhousie and Thorold Railway Extension, for the office, for the month of July, 1857 approved by F. Shanly, chief engineer (copy), July 31, 1857.

Pay roll voucher #25 from the Engineer Department of Port Dalhousie and Thorold Railway Extension, for the Northern Division, for the month of July, 1857 approved by F. Shanly, chief engineer and W. G. Thompson (copy), July 30, 1857

Pay roll voucher #25 from the Engineer Department of Port Dalhousie and Thorold Railway Extension, for the Northern Division, for the month of July, 1857 approved by F. Shanly, chief engineer and W. G. Thompson (copy), July 30, 1857.

The chief American poets : selected poems by Bryant, Poe, Emerson, Jong fellow, whittier, Holmes, Lowell, Whitman and Lanier

UANL

Village sermons on the chief articles of faith, &c., on the christian character, and on some of the relative duties...

UANL

Marine Engineering Training in India -A Pedagogic Introspection

Indian marine engineers are renowned for employment globally due to their knowledge, skill and reliability. This praiseworthy status has been achieved mainly due to the systematic training imparted to marine engineering cadets. However, in an era of advancing technology, marine engineering training has to remain dynamic to imbibe latest technology as well as to meet the demands of the shipping industry. New subjects of studies have to be included in the curriculum in a timely manner taking into consideration the industry requirements and best practices in shipping. Technical competence of marine engineers also has to be subjected to changes depending upon the needs of the ever growing and over regulated shipping industry. Besides. certain soft skills are to be developed and improved amongst the marine engineers in order to alter or amend the personality traits leading to their career success.If timely corrective action is taken. Indian marine engineers can be in still greater demand for employment in global maritime field. In order to enhance the employability of our mmine engineers by improving their quality, a study of marine engineers in general and class IV marine engineers in particular was conducted based on three distinct surveys, viz., survey among senior marine engineers, survey among employers of marine engineers and survey of class IV marine engineers themselves.The surveys have been planned and questionnaires have been designed to focus the study of marine engineer officer class IV from the point of view of the three distinct groups of maritime personnels. As a result of this, the strength and weakness of class IV marine engineers are identified with regard to their performance on board ships, acquisition of necessary technical skills. employability and career success. The criteria of essential qualities of a marine engineer are classified as academic, technical, social, psychological. physical, mental, emergency responsive, communicative and leadership, and have been assessed for a practicing marine engineer by statistical analysis of data collected from surveys. These are assessed for class IV marine engineers from the point of view of senior marine engineers and employers separately. The Endings are delineated and graphically depicted in this thesis.Besides. six pertinent personality traits of a marine engineer viz. self esteem. learning style. decision making. motivation. team work and listening self inventory have been subjected to study and their correlation with career success have been established wherever possible. This is carried out to develop a theoretical framework to understand what leads a marine engineer to his career attainment. This enables the author to estimate the personality strengths and weaknesses of a serving marine engineer and eventually to deduce possible corrective measures or modifications in marine engineering training in India.Maritime training is largely based on International Conventions on Standard of Training. Certification and Watch keeping for Seafarers 1995. its associated Code and Merchant Shipping (STCW for Seafarers) Rules 1998. Further, Maritime Education, Training and Assessment (META) Manual was subjected to a critical scrutiny and relevant Endings of thc surveys arc superimposed on the existing rule requirement and curriculum. Views of senior marine engineers and executives of various shipping companies are taken into account before arriving at the revision of syllabus of marine engineering courses. Modifications in the pattern of workshop and sea service for graduate mechanical engineering trainees are recommended. Desirable age brackets of junior engineers and chief engineers. use of Training and Assessment Record book (TAR Book) during training etc. have also been evaluated.As a result of the pedagogic introspection of the existing system of marine engineering training in India. in this thesis, a revised pattern of workshop training of six months duration for graduate mechanical engineers. revised pattern of sea service training of one year duration and modified now diagram incorporating the above have been arrived at. Effects of various personality traits on career success have been established along with certain findings for improvement of desirable personality traits of marine engineers.

Intelligent Use of Emotions in Personal Selling: A Study into the Effect of Emotional Intelligence on the Performance of Sales Executives

School of Management Studies, Cochin University of Science and Technology

Caracterización de la competencia entre dos organizaciones del sector de seguros en Colombia

En la permanente búsqueda de mejores condiciones que las organizaciones realizan con el propósito de dar respuesta a los cambios del entorno y la complejidad de la interacción con las organizaciones del mismo sector, se encuentra necesario identificar las características que les permiten a estas, sobrevivir, mantenerse en el mercado o crecer en él. En este orden de ideas, en este documento se desarrolla la caracterización de la forma como dos organizaciones importantes y líderes del sector asegurador en Colombia: Seguros Bolívar y Suramericana de Seguros, compiten, desde el punto de vista comercial, con el propósito de identificar como esto influye en cada organización. La investigación se centró en explicar a partir de los autores revisados y analizados con respecto al concepto de la competencia, en particular, la forma como se enfrenta la organización al entorno tanto interno como externo, la influencia de cada organización según su estructura, su importancia, la disponibilidad de los recursos necesarios para desarrollar sus actividades, el impacto y las implicaciones organizacionales a partir de la forma cómo se enfrenta el entorno. Para lo anterior y con base a la revisión conceptual, se realizó la recolección de datos y cifras tanto de las organizaciones como del sector al cual pertenecen, adicionalmente se realizaron entrevistas tanto estructuradas como semi estructuradas al área de ventas, debido a que es el área de las organizaciones encargada de generar estrategias de ventas, posicionar productos en el mercado, identificar el perfil del consumidor, conocer y comprender el mercado y la competencia. Lo anterior con el fin de caracterizar a las organizaciones analizadas, determinando cómo responden a la competencia y al entorno, para finalmente establecer cuáles son los comportamientos recurrentes, similares y diferentes entre ellas. Por lo tanto, los resultados obtenidos en la investigación permiten establecer si dos empresas con estructuras, tamaño y participación en el mercado similares compiten de igual forma y que implicación tiene esto en el comportamiento organizacional.