The Green Revolution In Asia Essays - Rockefeller Foundation

The Green Revolution in Asia World Issues May 27, 1996 Table of Contents Topic Page The Problem ................................................3 The Solution................................................3 Background to The Green Revolution .........................3 Positives of The Green Revolution ..........................3 Problems With The Green Revolution .........................4 The Green Revolution in Asia ...............................5 Rice .......................................................5 Rice Pests and Solutions....................................5 China.......................................................6 Viet Nam Reclamation Projects ..............................8 India.......................................................9 Other Facts ................................................9 Conclusion..................................................10 Map of China................................................11 Map of India ...............................................12 Figure #1: The Rice Plant...................................13 Figure #2: A Field in the Philippines ......................14 Figure #3: Deepwater Rice in Thailand ......................15 Figure P0: Effects of Hoppers ..............................16 Figure P1: Habitat of Brown Hopper .........................17 Figure P2: Wolf Spider......................................18 Figure P3: Black Bug .......................................19 Figure #4: Irrigated Rice Harvesting .......................20 Chart #1: Rice Production...................................21 Chart #2: Fertilizer Use in 1993 ...........................22 Bibliography ...............................................23 The Problem: With the high and rapidly growing population of Asia, many people go hungry. How can the world support these people?; and, how can these people feed themselves? What cost will this have on the environment? What is being done to help these people. The Solution: The Green Revolution is a solution that has been at work since the 1960's. It has been developing new and better ways at producing food. Background to the Green Revolution: The Green Revolution Started in the 1960's by the government of the United States. The Green Revolution was started to make wheat more adaptable to different environments. The grain was genetically engineered to grow with a shorter stock (to stop damage from wind) and the ability to grow faster so colder climates could be sure that the crop was fully grown by the cold season. Warmer climates could take advantage of these faster growing varieties by having more than one or two harvests a season. The developing countries produced a lot of waste through their cultivation techniques. They used high amounts of labor that produced waste so the developed world had machinery that they sent to the underdeveloped to stop the waste. The production of new wheat varieties has led to the green revolution spreading to Asia and the production of new rice varieties. Positives of the Green Revolution: Since the Green Revolution has started there have been nearly 5000 new crop strains developed. Seeds for crops such as wheat, rice, corn, and cotton have been upgraded four to six times. Farmers have saw a 50 to 130 percent rise in yield. Wheat production is about 50 times that during the 1950's. The population of the world is rising rapidly and this may be the only way for the earth to feed ourselves. Problems With the Green Revolution: Problems that have occurred are that the people that need the machinery cannot afford to buy clothes let alone pay for huge machines that have to be shipped in from developed countries and the shipping must be paid for. Even if the farmers could afford the machinery, they would have to be taught how to use it properly. Finding fuel, and the money to buy the fuel, in the middle of Africa, for instance, is impossible. The developed world produced the new wheat and rice varieties. To genetically engineer a new strain of food, a company or government must pay scientists (including agronomists, geneticists, biologists, chemists, nuclear scientists, space-flight scientists), fund experiments, laboratory space, and materials (to just name a few). The costs are very high so the developing world would need to pay a fair price for these new varieties. The money that the countries need to pay for the seeds and machinery is borrowed from other countries. This borrowing does not help the developing countries but puts them, in most cases, into a deeper financial crisis. The environment also pays the price for the revolution. The new plant varieties use a lot of minerals from the ground and the soil that they grow in is being abused. The soil loses much of its minerals so a way had to be found to replace them. Fertilizers, natural and chemical, have to be used in high quantities to produce the special varieties. The chemicals seep down into the groundwater and pollute the water to the point that it is no longer potable. Many rivers and lakes such as the Huang He River (refer to map of China) and the Ganges River (refer to map of India) have seen the effects of this problem in the late 1960's when fish and waterfowl began dying unexpectedly. Another problem with the Green Revolution was that the new varieties, or modern cultivars, had started to make the original varieties that farmers had used for hundreds of years disappear. The amount of different types of seeds started to rapidly disappear. The modern cultivars have a major flaw. The flaw

How to Hire Freelance Writers to Scale Your Content Marketing

How to Hire Freelance Writers to Scale Your Content Marketing You’ve started a content marketing program. You’ve followed the best practices. You’ve done customer research, and you’re writing 10x content  targeted  at your ideal buyer personas. And you’re getting results! Shares on social are up. You’re seeing a boost in organic traffic. Everyone in the organization is psyched. At the same time, while you’re excited, you may be overwhelmed by the amount of work that went into getting those results. Instead of just publishing a blog post, you’re also writing a downloadable checklist, setting up an evergreen series of social posts, adding in click-to-tweets and reaching out to influencers about the blog post. You’d be forgiven for wondering whether this process is sustainable when resourced with a single marketing manager. That’s where building out a plan for hiring freelance writers can help you. When you write yourself, youre limited by your time and energy. When you hire others, youre only limited by the return you can demonstrate on your content marketing investment. In this article, we’ll look at how you can build a repeatable system for: Finding the best talent online for your content marketing program. Convincing talent to work for you, rather than your competition. Keeping track of all the applications. Selecting the best talent from your pool of applications. Qualifying potential writers. Onboarding your writers so they hit the ground running. By the end of this article, you’ll be able to identify and find the best writers for your business with confidence. You’ll feel able to increase your content production safe in the knowledge that you have the systems for scaling up reliably. How to Hire Freelance Writers to Scale Your Content MarketingDownload Your Free Content Writer Job Description Template If youre going to hire the best freelancers, youll need to start with a good job ad. And the easiest way to write a good job ad is with this free template. Snag it quick, then read the post to learn how to use it.Looking to hire freelance writers to scale your content marketing? Start by writing the perfect job...Outbounding Recruiting: Reach Out Directly to Writers You Admire While you’re researching blog topics, you’ll undoubtedly stumble across some excellent writers in your field. These writers are a great place to start. You can reach out via email or a direct message to ask whether they’re interested in freelance work. You might find that many of these writers don’t have availability right now, so it can be worth keeping them on a list of potential fits. For example, I was following a great writer on Twitter for some time. Then, one day she tweeted that she was looking for freelance work, so I swooped in. Another option is to look on Twitter for who is popular within your field. You can use industry-specific hashtags to find heavily shared writers. Here’s one way you can find the most popular hashtags in your industry: 1 ) Search for your niche on Twitter - i.e. search for "project management" or "human resources"; 2 ) Browse through the tweets looking for common industry specific hashtags such as "#PMOT", which stands for project management on Twitter or "#HRtech" for human resource technology; 3 ) Use these industry-specific hashtags to find writers who routinely pop up in the top results. You can use date operators in Twitter to find the most popular Tweets with in a specific date range such as the last month via a search such as â€Å"#pmot since:2017-10-01 until:2017-10-14†. [Tweet "Here are three ways to use Twitter to find great writers (who can write great content for your brand).:] You can also use a tool such as BuzzSumo to find the most popular posts for a specific keyword. Here I searched for â€Å"project management† on BuzzSumo, and you can see a list of writers, some of whom may be worth reaching out to: Action Steps: Make a Twitter list of writers you admire in your industry, so you can keep an eye on them for availability. Search via hashtags for popular writers in your industry Use tools such as BuzzSumo to find the most shared writers for a particular topic Inbound Recruiting You also need a steady stream of incoming applications from potential writers. The reason is that you’ll find you’ll lose some freelance writers over time, as they move on to other opportunities. Secondly, if you want to scale aggressively, you’ll need more writers than you can reach out to manually. These inbound â€Å"leads† present a different challenge than the outbound recruiting, however. A large proportion of the applicants will not be suitable, so you’ll have to figure out how to qualify the applicants to focus on the ones that are a good fit. We’ll dig into how you can qualify applicants, but first let’s focus on your job ad, as it will help you reduce the number of unqualified applicants in the first place. Recommended Reading: How to Structure Your Content Marketing Team to Get the Best Results Write an Amazing Job Ad that Focuses on the Writer You want to find freelance writers who write amazing pieces of content that generate qualified traffic for years at a price you can justify. But you can’t write a job ad about what you want. First, you have to tap into the hopes, fears, and dreams of the best freelance writers want. A good job advert should push the very best to get in touch, while gently deterring applicants will little chance of success. To give an example, here is a job ad I found on Problogger: To put it mildly, they are looking for a â€Å"unicorn† writer who has experience working in an Agile software development team, yet can also write superb copy and wants to work as a freelance writer. And prior experience doing so is required. I think it’s great that this company has a clear idea of what they need, but I think that they could sell the opportunity better. The only line about benefits was one line on the price they were willing to pay: Those job ads will get you a large list of unqualified candidates, and a much smaller list of qualified ones. You’ll get a better quality of candidate if you include a section on the benefits that your writers will get from working with you. These benefits might be obvious to you, but they won’t be obvious to your writers. Include examples of benefits you could offer: Creative freedom to write evergreen pieces of content that will stand the test of time, particularly if your business doesn’t have an established blog Reach and impact, particularly if you do have an established blog Insights into how well their writing does Opportunities to network with other writers Input into content strategy Here’s a job ad that I wrote that attracted a huge number  of highly qualified writers: In terms of a template, here’s what I’d include: A short introduction about your company and product or service offering; A line on the ideal client persona; A paragraph on the types of content you need written, including links to existing content if available; A list of the benefits of working with you; A list of the bonus items that you might be looking for (industry experience or access to audience in the industry); and Next steps. This would translate into a job ad that looks like this: ACME corp is an performance feedback SaaS tool that's used daily by thousands of people in Fortune 500 companies worldwide to them improve in their career. A key persona is the VP Human Resources in a Fortune 500 corporation We want you to write articles aimed at pain points in rolling out new HR processes in Fortune 500 organizations, new trends in employee performance evaluation as well as product marketing pieces for new releases. The long term goal is to increase awareness of our product as well as generate new customers for ACME corp. How you'll benefit from working with us: 1) Full credit and bio on our website (no ghostwritten articles) 2) Scope to write high quality, original work that will be an asset i n your portfolio for years to come 3) Experience working for a B2B SaaS startup (high career potential) 4) High production values thanks to beautiful custom illustrations for your work from our designers 5) Competitive remuneration on a per-article basis How you can grab our attention 1) Show how you can bring your article to a wider audience in the HR space after it's published 2) Willingness to learn about and understand our product 3) Attention to detail in following our processes Next Steps Fill out this google form and we'll get in touch if we think you might be a good fit: [Link to Form] Use this template to write an awesome job ad that attracts the best freelance content writers.Put Your Job Ad in Front of a Qualified Audience A small investment to get great applicants is worth every cent. For example, if a job advert costs $100 and results in 100 total applicants and 10 highly qualified ones, you’re paying $10 for a qualified applicant. An ad your own site might net you ten total applicants and one highly qualified applicant. At the same time, you have to spend further time qualifying and testing out new applicants, so the investment of $100 will pay off. Sites I’ve found good for advertising: Problogger  ($100); AngelList  (free); WeWorkRemotely  ($299 for 30 days). Sites like UpWork, Fiverr  or Craigslist  might be a good fit, depending on the type or quality of content you’re working with. You are unlikely to find excellent B2B writers with industry experience on these sites, but you may find writers for lightweight, consumer-oriented content. DID YOU KNOW: makes it easy to share social content (including your freelance job listings page) across all the most popular networks? See how it works. Ask Qualifying Questions via a Survey When it comes to hiring freelance designers, it’s a good rule of thumb that you should expect their work for you to be fairly similar to what you find in their portfolios. In the same vein, when you’re hiring freelance writers, you’ll be frequently disappointed in my experience if you expect an entirely different style of writing than what you found in the past work. Therefore, I’d ask for samples of writing in line with the type of work you want them to do. If you want in-depth case studies with clients, ask them to submit examples of case studies. When you’re looking for industry-specific thought leadership articles, you’ll need a writer who has some experience writing thought leadership style articles. And if you need product marketing style posts outlining how to use your product, I’d look for similar pieces in their portfolio. Here are a few questions I’ve asked in surveys for applications: These questions give me: a feel for their past portfolio, but not so many articles that I don’t have time to read them all; their understanding of what makes an article successful. If they’ll list article reach or generation of qualified leads, they’ll be a good fit for content marketing; an idea of how they write their articles in terms of the research process, time length and input required. Action Step: Test out setting up your first Google Form by following this step-by-step guide. Keep Track of Your Applicants Perhaps you have an applicant tracking system (ATS) in place. In that case, use it! Otherwise, feeding the applications into a Google sheet will do the trick with minimal effort, and you’ll be able to see all the applications in one place. My process for assessing the applications is to go through each one, assigning that application a score between 1 and 10 based on whether they’re a good fit or not. I look for candidates who demonstrate that they have put a little thought into their answers. Relevancy is a crucial part of being a great content writer, so if I see someone has submitted irrelevant content examples, I'll automatically put them at 4 or 5. Then, I'll add on points for each bonus item I'm looking for. For example, if I'm looking for a writer with a large audience, relevant industry experience and experience in long-form content, I'll give an applicant who has two of those bonuses as well as relevant responses a "9" on the scale. Once I’m done, I’ll filter the applications to get the applications with the highest score. Usually, I’m looking for 10-20 applications with a score above 7. These are the application I’ll proceed with to the next stage. Hiring freelance writers for your content marketing team? Read this post first.How Do You Know If Someone Will Be a Good Writer? Now that you’ve gotten a collection of writers who seem promising, the next task is to assess who will be a good fit for your content program. Some applicants who are great on paper won’t work out in practice. At this point, there’s only one way to find out: get them to write a test piece. Provide Editorial Guidelines At this stage, you’ll have a good idea of the type of content you expect from your writers. Scaling your content productions means putting these ideas into words in your editorial guidelines for writers. You can handle the trivialities that keep your content consistent: US or UK English, title case or sentence case for headings, size of images, etc. But you should also demonstrate the type of content you are looking for with examples from your own content or articles from around the web, detailing what makes them special. By giving your freelance writers this information upfront, you’re maximizing their chances of success. Now, you can give your writers this information along with a request to write a single post and see how they do with the challenge. Recommended Reading: How to Build Social Media Branding Guidelines That Will Make Your Brand Memorable Judging the Test Piece Your standards for the test piece should be very high. After all, the test piece is probably the best writing you’ll see from them because the writers want to make a good impression. If the writer returns the piece late or doesn’t follow your style guide, I’d move immediately onto the next candidate. Secondly, if the writing itself isn’t up to scratch, I’d also move on quickly. You’re unlikely to have much success coaching a poor writer. Your time is better off spent helping an â€Å"A† writer move to an â€Å"A+† writer. This is also the reason why it’s important to have a steady stream of inbound candidates. Follow this process to attract tons of qualified freelance content writer candidates to your...Onboarding Your Writers Once you have writers who produce amazing content, you want to keep them onboard. One of the big pieces of information any writer wants to know is how their writing went down. Therefore, sharing stats such as Google analytics reports about how many people read their content is a great way to give them an insight into what’s working and what’s not. Secondly, giving them input and ownership of the content schedule will not only help them feel empowered but also take some of the work off your shoulders. Finally, some writers enjoy putting a face to a name and networking with your peers. You can consider having monthly Google hangouts where you discuss what happened last month, go over analytics reports and share ideas for the upcoming content calendar. DID YOU KNOW: is the industry's leading interactive marketing calendar software platform? See how we can make managing your marketing team all in one place easy. Plus, see how to easily onboard your freelance writing team and turn them into power users in no time. Creating Systems Instead of Campaigns Putting in place the systems for hiring writers takes time and effort. You’ll have to make adjustments over time to suit your individual situation. The payoff, however, is that you’re building a system that can be scaled on demand. Instead of randomly hiring writers, you’ll be able to find the best writers repeatedly, no matter your industry or content style. If leadership asks whether you can hit aggressive goals for your content marketing, you’ll have a system you can trust in, rather than just aspirations of â€Å"working harder†. Have you hired writers? What went well? What didn’t?

Methodology Assignment Example | Topics and Well Written Essays - 750 words

Methodology - Assignment Example 3) The M-Pesa money transfer services offered by the Vodafone Corporation are such an example of an intrapreneurship (Spitzeck, nd, pp.5-9). It is a high-risk venture since mostly the firm funds the projects but it diversifies the firm’s focus and increases innovation approaches and motivational techniques. It is also a shield for the company from risks of failure and a pilot for proposed management and entrepreneurial styles (Asgar and Wigley, 2000, pp. 4). Companies are growing and production has increased with a ready market locally, in the Americas and Africa, which would be attributable to the high rates of innovations that are characterizing these market segments. The way of running companies in Asia is different from the rest of the world in matters of administration and the use of intraprenuership could increase the growth of the companies, their reputation and their production (Antoncic and Hisrich, 2001, pp. 495). Most of the companies in Asia have a top-down adminis tration strategy in matters of organizational culture leading to a form of innovation paralysis, a general lack of new ideas and insight: where the low-level personnel are not empowered and they hardly get things done without approval from the authorities; this approval is hard to get (Yeung, 2002 p. 1-5). Intraprenuership has been adopted by many major firms and has led to creation of major brands and diversification of market (Bosma, Stama and Wennekers, 2010, pp. 4). Therefore, intrapreneurship can be seen to be managerial phenomenon that ought to be taken more seriously and tried widely as the companies will benefit from the concepts of their employees and have them drive the exercise as it enriches management practices (Seshadri and Tripathy, 2006, pp. 17). It allows the adoption of design, creativity and innovation as a strategy for competitiveness, diversification and income generation (Hathway, 2009, pp. 8). Justification The recent development of this management practice (i ntrapreneurship) may imply that it is not widely used across the globe, and hence within the Asian region. This study will therefore will be very instrumental in justifying the presence or lack of this management strategy within this region. It is therefore important that the dissertation reveals how it affects or could affect the running of businesses within this region as being studied. The dissertation will therefore be concerned with developing a hypothesis on the necessity of intraprenureship in Asia and its contribution to organizations. The research question is therefore â€Å"what is the effect of intrapreneurship within Asian based organizations?† Objectives Business management is a field that involves new findings, strategies and re-strategizing on the output of the firm for increased revenue (Sabharwal, nd, 89-90). In the mid 70’s, the world of business management used a method that would later on come to be utilized and revitalized to conform to arising cha llenges of the new era; in the first paper about this method, Gifford and Elizabeth Pinchot in 1978 named it