Contemporary Developments in Employment Relations Coursework

Contemporary Developments in Employment Relations - Coursework Example Labour demand on the other hand, consists of the employers who have a need for work to be done, and who offer compensation for this work to employees who undertake it (ONS 2014). In normal market operations, the market wage in this case would be determined by the intersection between labour demand and labour supply or the equilibrium. However, the government intervenes to control wages thus setting minimum wages below which they are not legally acceptable. The employed are those who are actively engaged in work and comprised 72.7% of the labour force in March 2014 while the unemployed are those not actively engaged in work but are willing and able to work and are actively engaged in search for a job and are of the required age and the unemployment rate for the same period was 6.8% (ONS, 2014). By December 2013, there were 5.5 million people working in the public sector comprising 18.2% of those in employment representing a fall of 159, 000million workers between September and Decembe r 2013. The top three employers included National Health Services (NHS), education and public administration. In order to function properly, the labour market needs to be regulated and this is done through the employment law. These regulations include: national minimum wage; working time; maternity/paternity leave; health and safety; race and/or sex discrimination; information and consultation but for the sake of this paper we will discuss the national minimum wage and working time. According to the Organization of Economic Cooperation and Development (OECD) rankings, the UK has the least regulated labour market just next to U.S and Canada. However, the industry is more regulated than in the 1960s when collective employment rights ad use of trade unions in bargaining terms and conditions was the norm. Employment contracts were unheard of, working time was deregulated, minimum wage restricted to a limited number of

Affirmative Action PRO vs. CON Essay Example for Free

Affirmative Action PRO vs. CON Essay The 108th Congress of the United States brought up the debate of whether to allow public institutions to adopt the Affirmative Action, allowing minorities to have higher opportunities than the majority. Although no specific stand was approached, it clearly shows the growing interest of people on the act of Affirmative Action. I am pro Affirmative Action when dealing with public institutions. However, I believe a private institution should practice equality. Affirmative Action compensates for the past faults and biased treatments toward minorities, provides ample opportunities to unprivileged people who currently cant be accepted to institutions, and could rid of the biased view many people still have on minorities. Looking back on American history, we can clearly see many prejudiced acts and viewpoints towards the minorities. The most obvious example is with African Americans. Now at present times, Affirmative Action can and will compensate to a degree the hurts and pains minorities suffered. Although people call America the land of opportunity, many people, consisting largely of minorities, never get a chance to succeed. Many colleges screen applicants with a biased standard, calling it tradition. Companies and institutions prevent employees from receiving full privileges, shouting company regulations. Affirmative Action can tear down those obstacles and false standards giving those underprivileged new opportunities. When Asians fluctuated to the United States during the gold rush, many locals responded violently thinking they will take all the jobs there were. Even today, a number of people still hold biased views toward the minorities. It is evident on the existing practices of the Ku Klux Klan. Affirmative Action can change much of those biased views and allow the minorities to be accepted in the eyes of others. Although Affirmative Action should apply to public institutions, equality should be practiced in private institutions. Equal treatments should allow others to participate on making a non-discriminatory system. Equality, not favoritism, should be standards on private institutions. However, on the overall view, I stand pro on Affirmative Action.

Questions on compensation management

Questions on compensation management Managers of compensation and benefits play vital role in determining key aspects of decisions taken during strategy creation on compensation. The key premise is that the way employees are compensated can be a source of sustainable competitive advantage. Two alternative approaches namely best-fit/contingent business strategy/environmental context approach and best practices approach are common and applied by compensation and benefits managers in their decision-making on strategy creation on compensation i) Based on the above scenario, analyse the approach your company uses to pay staff. Infer its compensation strategy using five issues (objectives, alignment, competitiveness, employee considerations and management). ii) How does your company compare the compensation strategy using five issues? (Objectives, alignment, competitiveness, employee considerations and management) with the TWO (2) selected benchmark companies of your choice? iii) What business strategy does it seem to fit (i.e., cost cutter, customer centered, innovator, or something else)? Why? QUESTION 2 You own a non-union company with 100 non-exempt employees. All of these employees pack books into boxes for shipment to customers throughout the Southeast Asia and Europe. Because of the wide differences in performance, you have decided to try performance appraisal that has never been done before. Until now, you have given every worker the same size increase. Now you want to measure performance and reward the best performers with bigger increases. Based on this: i) Propose and develop performance appraisal format that you think would be most appropriate. Why do you choose this format? Justify your answer. ii) Do you anticipate any complaints, or other comments, from employees after you have implemented your new system? Build argument to support your answer. DATE OF SUBMISSION : 13 November 2010 QUESTION 1 Managers of compensation and benefits play vital role in determining key aspects of decisions taken during strategy creation on compensation. The key premise is that the way employees are compensated can be a source of sustainable competitive advantage. Two alternative approaches namely best-fit/contingent business strategy/environmental context approach and best practices approach are common and applied by compensation and benefits managers in their decision-making on strategy creation on compensation Based on the above scenario, analyse the approach your company uses to pay staff. Infer its compensation strategy using five issues (objectives, alignment, competitiveness, employee considerations and management). Compensation Compensation is defined as pay provided to an employee by an employer in return for work performed as required by a relevant task in the form of monetary and non- monetary. http://humanresources.about.com/od/glossaryc/g/compensation.htm Compensation is based on: Economic outlook in the market research about the merit of comparable jobs in the marketplace; Contributions and accomplishments of an employee; Employees skills which is available in the marketplace; the need of a employer to retain and attract employees; and the success of the company or the availability of funds and capability of an employer to pay employee the market-rate compensation. Best Practice Best Practice is defined as methods and techniques that have consistently shown results superior than those achieved with other means, and which are used as benchmarks to strive for. http://www.businessdictionary.com/definition/best-practice.html Best Fit The McGraw-Hill text book quoted that the best-fit approach presumes that one size does not fit all. The art of managing compensation strategically involves fitting the compensation system to the different business and environment condition. It is important that each organisation develop a compensation system in the perspective of its organisation mission (what it is and what it does). Scholars have agreed that it is important that leaders of an organisation embrace compensation/fair pay practices. An effective system of compensation is highly significant because several problems relating to employee remuneration such as absenteeism occurs because employee feels they are under paid. Remuneration must fulfill the expectations and aspiration of employees and exploit their energies for the benefit of organisation. Retaining competent individuals for long is more difficult than attracting new fresh ones. Loyalty of employee towards an organisation depends on his/her perceptions about compensation. The organisations pay structure must, therefore be equitable and consistent. Employees get motivated to perform better when their past performance is rewarded adequately. Employees set expectations about rewards and compensation to be received, if certain levels of performance are achieved. Compensation Strategy in ABC Managed Services Malaysia Sdn Bhd Background of Organisation ABC Managed Services Malaysia Sdn Bhd is a subsidiary of ABC Consultants India Pte. Ltd. It was established here in Malaysia on July 2004 and has about 15 members as at today. Main focus of the business is Human Resource Outsourcing (HRO) and Information Technology Outsourcing (ITO). The HRO division takes care of the payroll processes and statutory compliance of organisations within the Asia region. Where the ITO division works on the information technology which assist a HR department to manage and maintain HR records. The organisation has mixed of local and expatriates member working for them. The Malaysia office is headed by a country manager who reports to Head of Asia Pacific who is based in Singapore. Current Practice at ABC Managed Services Malaysia Sdn Bhd Compensation in ABC Managed Services ABC Managed Services compensation program is managed by their corporate office based in Chennai, India and there is a compensation policy which is used as a guideline as their compensation program for all ABC Consultant employees worldwide. These policies are designed to assist in the consistent, equitable, and effective administration of the program, in all ABC Consultant operations and its locations. Application of these policies is contingent upon specific review of local legal, regulatory, tax, and prevailing business practice considerations. The policies applies to all employees and administered without regard to an employees race, color, nationality, religion, age, sex, sexual orientation or disability as it relates to relevant local regulations. Responsibility of Compensation Administration The administration of ABC Managed Services compensation program is a shared responsibility. The manner in which responsibility is shared is as follows: The Board The Board will have responsibility for approving the ABC Managed Services pay strategy and philosophy, and for establishing annual compensation program priorities and budgets. Guidance will be provided to the Board by the Global Head of Human Resources. Global Head of Human Resources The Global Head of Human Resources, working with the Global Compensation Team and Regional HR Heads, is the final management authority on all compensation administration issues based on the Boards directives. Specific responsibilities include: Formulating and finalizing the overall compensation administration program objectives and general policies Recommending any promotions, equity adjustments and/or merit budget Approving any significant changes or exceptions to the compensation administration program Reviewing and approving career band and pay zone assignment for all new or revised jobs Reviewing and approving salary adjustments for all employees Ensuring the overall compensation administration program is administered in accordance with the policies and procedures documented in the compensation manual Reviewing, approving, and maintaining job descriptions for all jobs Producing regular monitoring report of salary increases and budget. Global Compensation Team/HR Regional Heads The Global Compensation Team and HR Regional Heads are responsible for maintaining the effectiveness of the compensation administration program for employees in their respective regions/countries. Specifically, the group will be collectively responsible for: Reviewing salary adjustments and making recommendations, declining or gaining approval from executive management Administering the compensation administration program in accordance with the policies and procedures documented in the compensation manual Developing, in conjunction with the Global Compensation Team, recruiter and hiring manager, an appropriate starting salary for new hire Department Management Each management employee is responsible for maintaining the effectiveness of the compensation administration program for employees in his/her area(s) of responsibility. Specifically, these department management employees are responsible for: Coaching and mentoring staff to deliver on corporate goals and values Conducting performance appraisals for subordinates Recommending salary adjustments and promotions when warranted Developing job descriptions for new/revised jobs within his/her area(s) of responsibility Developing, in conjunction with the Regional HR staff, an appropriate starting salary for a new hire Compensation objectives: Studies have shown that Pay systems are designed to communicate strong messages of strategy and directions are necessary to generate organisational performance. (Lawler, 1995) ABC Managed Servicess pay objectives are as follows:- to increase performance by reducing costs creating new process, enhancing quality and productivity increasing speed to market service Recognizing employee and team effort and treat everyone fairly To ensure that the organisation meets the above, it needs to focus on the capabilities of their employees. With the above objectives, ABC Managed Services and Global HR department uses it as a guide and as standard to design its pay system. Internal Alignment Since ABC Managed Services are into the HRO and ITO industry, the job and skills required by employee are compared to the companys organisation business objectives. For examples, in the HRO division, executive with knowledge/skills of preparing payroll for other part of Asia region are welcomed, it is found to be difficult to get talent with knowledge of other Asia countries payroll skills. Therefore, ABC Managed Services manages the differences with an addition of allowance if one knows and has Asia country pay rolling skills. The allowance can be in the range of RM300 to RM500 depending on experience and skills obtained. Since it is a niche market obtaining talent of such skills, the organisation also invest into additional training to be competitive within the standard and market. The organisation also encourages its team members to have multitasking skills and encourages harmonious working environment. The ABC Managed Services current pay structure is based on Pay- for performance. Pay for performance includes the management of both salary increments and bonuses, based on individual, group or company performance or a combination of these. External Competitiveness The ABC Managed Services has high risk losing its employee to its competitors. Based on the recent salary outlook survey conducted by Kelly Services recruitment agency for year 2010/2011, it is found that ABC Managed services is underpaying its employee 2% less compared to the market. Although ABC Managed Services is underpaying its members based salary, but it was providing good benefits such as traveling allowance, gym membership, and meal allowance. It also provides good annual leave structure for its employee which we cant find their competitors providing the same. Since the organisation is paying its employee based on performance, there are opportunities for its employees to perform better and get a higher pay. Employee Contributions In ABC Managed Services it emphasis pay for performance and it can be individual or team performances. At times, the organisation receives one time project which requires members to work in a team, so in this scenario, the management fix a onetime bonus payout for team achievement and paid to individual based on their contribution to the success of the project and if it is a team effort, the team will be paid double upon completion of the said project. This encourages the team members to work as a team since if it is a team effort the bonus will be higher if compared to an individual payout. If the customers give good feedback, the team will be given a holiday package as a treat. Management The decision of pay and incentives of ABC Managed Services is decided by Global Head of Human Resource who is based in India. She usually makes use of the information of labor market in local countries and base on the countrys economic status before establishing the compensation level for its employee. The text book mentioned that how open and transparent should the pay decisions be to all employees? In this case, employee here in Malaysia isnt aware how the pay is decided, or how the pay for performance is based on. All they know is that, their pay increases on yearly basis if their performance falls into exceed expectation category of their individual performance appraisal and what their immediate bosses has recommended on their performance. To answer the question, if the organisation is using Best Fit or Best Practice, I would say the organisation uses best fit which matches for the organisation to stay competitive in Malaysia and retain its employee so the scope for local judgment is built in, allowing for some adjustment by local management to local business needs, thus resulting in compensation system that are aligned to both corporate and local performance targets. ii) How does your company compare the compensation strategy using five issues (objectives, alignment, competitiveness, employee considerations and management) with the TWO (2) selected benchmark companies of your choice? I am using 2 other organisation which is in the same industry with ABC Managed Services which focuses on HR outsourcing business here in Malaysia. The only differences between ABC Managed Services and the other 2 organisation (ZX Services and MY Agency are both locally owned and not foreign owned like ABC Managed Services and been in the industry for more than 2 decades. All of this 3 organisation have a pay strategy to support their business strategy. ABC Managed Services ZX Services MY Agency Objectives To increase performance by reducing costs Creating new process, enhancing quality and productivity Increasing speed to market service Recognizing employee and team effort and treat everyone fairly Hard work towards meeting difficult goals and achieving objectives Innovation in a highly technical environment Team work motivated Perseverance against tough competition High ethical standards in a constantly changing world Support business mission and goals Internal Alignment Support Multitasking skills Performance based Encourage team culture Ensure compensation is internally equitable through annual pay analysis Ensure cost is justified allowing company to meet financial goals link pay to performance through the performance appraisal system ensure compensation is externally competitive through annual salary review; while salary increases are not guaranteed, we will review salaries annually Externally Competitive Market competition in base and benefits Leader in benefits Compares favorably with higher-performance competitors Their leaders are committed to review their programs, policies and practices on a regular, and as-needed, basis to maintain in the competitive position Career band system is based upon the 50th percentile of the competitive market in each country relative to the outsourcing industry Career bands and pay zones are broad, allowing company to reward high performing employees without undue pressure to promote people outside of their interests, Employee Contributions Bonuses and commission paid based on organisations success and on individual performance Annual salary increments rate is for respective countries based on market survey Annual increment based on individual performance Bonus based on the overall performance of the company Annual increment based on individual and team performance Management Annual Salary Increment controlled by top management of the organisation. Technology support Open communication Ensure compensation is internally equitable through annual pay analysis Ensure employees understand how they are compensated and the value of their total compensation packages Salary matters controlled by local company Salary matters controlled by local company Open and transparent Company ABC Managed seems to have aligned compensation strategy compared with the other 2 organisation. Their strategy is fitting into the organisations mission and also staying competitive within the industry. They have happy employees working for them and who have loyalty to serve the organisation. The organisation that fosters a friendly and family culture helps the organisation to meet its objective and goal to be a leader in the Outsourcing industry. Since ABC Managed Services is a new organisation compared with the other 2 organisation, there are always rooms for growth in the industry if they stay competitive. iii) What business strategy does it seem to fit (i.e., cost cutter, customer centered, innovator, or something else)? Why? In my opinion, I dont think there is one business strategy which seems to fit for any organisation. Most organisations will likely have the mixture or combination of cost cutter, customer centered or innovator as their strategy. In ABC Managed Services, their business strategy are based on being innovative, customer oriented since its in the services industry and always looking towards cost cutting measures and increase productivity. With these business strategies, it becomes the main drive for them to achieve their vision to become a leader in the HRO/ITO industry worldwide and remain excellent in customer satisfaction. Compensation decisions should be fully integrated into the organizations business and operations strategy, through company own compensation philosophy. QUESTION 2 You own a non-union company with 100 non-exempt employees. All of these employees pack books into boxes for shipment to customers throughout the Southeast Asia and Europe. Because of the wide differences in performance, you have decided to try performance appraisal that has never been done before. Until now, you have given every worker the same size increase. Now you want to measure performance and reward the best performers with bigger increases. Based on this: Propose and develop performance appraisal format that you think would be most appropriate. ( Enclosed) Why do you choose this format? Justify your answer. The reason why I choose the following format is because the performance appraisal form should be simple and easy to understand by employee and the supervisors. This method used to describe a performance rating that focused on specific behaviors or sets as indicators of effective or ineffective performance. This method is very useful and exact. This will also allow supervisor just focus on the questions based on competencies which had been stated on the form and provide rating according to employees performance. The appraisal form will also wont take much time for the employee to prepare and we used simple English as mode of communication. Performance appraisal encourages employee to discuss their performance with their supervisor and strengthen their working relationships. By doing a performance appraisal, it allows healthy competition among employees to be more productive and motivate since increment henceforth will be based on employees performance. Initial training will be provided to supervisor on how to use the performance appraisal and this will also allow us to inform all employees what is our organisations objective and what is expected from them to ensure the organisations goal are met. Having a performance appraisal will also help supervisor to ensure career path for all employees. The annual performance appraisal review becomes one of the most effective methods of insuring an efficient and effective operation. Question 2(i) Performance Appraisal Form Non Exempt employee Name of Appraisee: Appraisal Period: Department: Job Title: Name of Appraiser: Appraisal Date: Instructions Review the current position description with employee and discuss how the tasks relate to the performance standards. Use the following rating scale for each performance standard. High and low ratings must be supported by specific examples of critical incidents occurring during the appraisal period. Rating Scales Rating ( Scales of 1 5 ) Definition 5. Outstanding Exceptional performance in all areas of responsibility. Planned objectives were achieved well above the established standards and accomplishments were made in unexpected areas 4. Exceeds Expectations Performance consistently exceeds expectations of the position. Reserve this rating for a highly-motivated employee who demonstrates superior quality work and maintains a high level of effectiveness with little or no supervision. Document specific critical incidents of behavior that illustrate this rating on the back of the performance management form. 3. Meets Expectations Performance consistently meets expectations of the position. Use this rating for a fully-trained employee who performs all expectations of the position. 2. Needs Improvement Needs on-the-job or outside training to gain new skills and/or knowledge. Use this rating for an employee who is newly hired, recently promoted or has assumed new responsibilities. 1. Does Not Meet Minimum Standards Performance does not meet expectations of the position. Corrective action has been identified and discussed with the employee. Reserve this rating for an employee who has not benefited from development and training, and continues to have difficulty with job responsibilities. Document specific critical incidents of behavior that illustrate this rating on the back of the performance management form. Standards are divided into three categories: basic performance standards, optional performance standards and supervisors performance standards. Basic standards are designed to be used for all jobs. Supervisors can use optional standards in addition to the basic standards. They may also write standards that are specific to the job on additional paper and attach them to the form. The supervisors performance standards are for jobs with clearly defined supervisory responsibilities and are used in addition to the basic and optional standards for all supervisory jobs. The appraisal period is identified at the top of the form. To determine ratings, only use critical incidents that took place during this appraisal period. The section for goal setting is provided to promote discussion during the appraisal interview. Supervisors can identify goals for the next appraisal period, indicate training needs, or specify corrective action when appropriate. Once an employee and supervisor have set goals on a previous performance management form, supervisors will request the employee to conduct a self-assessment of progress towards these goals prior to the next performance appraisal interview. When an employee receives a 5 (Outstanding) rating, identify the critical incidents that support the rating. This rating cannot be used unless critical incidents are identified. When an employee receives a 2 (Need Improvement) or 1 ( Does not meet Minimum standard) rating, define corrective action required, identify an appropriate time frame for desired results, and discuss any appropriate training needs. If verbal or written counseling has occurred on the same topic during the appraisal period, indicate dates of the counseling and identify any evidence of progress. Have the employee sign the form when the appraisal interview is completed. The signature indicates all the information on the form has been discussed with the supervisor. Make copies of the completed form and give one copy to the employee, keep one copy for department files, and forward original to human resources. Complete the basic standards in Section I and select any optional standards from Section 2 that are appropriate for the job. Use ratings 5 Outstanding, 4 Exceeds expectations, 3 Meets expectations, 2 Needs performance development, or 1 Does not meet minimum standard. If you use 5, 2 or 1, you must document with specific examples of critical incidents to support the ratings on the back page. Section One: Basic Performance Standards Competency Description Ratings Job Knowledge Possesses knowledge of basic functions of the job. Does not require supervisor to explain routine tasks. Quality Completes tasks accurately, neatly and thoroughly. Checks work; limited rework required. Productivity Uses time effectively to complete work within prescribed deadlines with limited supervision. Safety Applies safe work habits for safety of self and coworkers. Uses tools and protective equipment carefully and correctly. Follows department safety rules. Service Responds to people in a helpful, polite, cooperative and friendly way. Judgment Analyzes situation before making decisions. Obtains feedback from appropriate individuals before making decisions. Follows policies and procedures. Maintains confidentiality. Relationships Works effectively with others to accomplish tasks. Shares information, accepts and incorporates suggestions from others. Keeps supervisor informed. Section Two: Optional Performance Standards Select any optional standards that are job related. You can also write standards that are specific to a job on a separate piece of paper. Competency Description Ratings Initiative Recognizes need for intervention and independently takes effective action. Attendance Arrives on time, schedules time off in advance. Sick leave accumulates regularly. Creativity Generates and applies creative ideas that improve operating procedures. Makes suggestions to simplify and improve procedures or tasks. Versatility Accepts changes in job or work area. Remains flexible and tries new approaches. Oral Communication Expresses thoughts clearly to others. Listens to questions and comments of others. Written Communication Expresses information clearly and concisely in writing. Job Enhancement Identifies job-related goals and ways to achieve them. Acquires new skills, increases education level when appropriate for job. Professional Appearance Dresses neatly and appropriately. Portrays image appropriate for job Rating Summary Count the total number of ratings in each category. 5 Outstanding 4 Exceeds Expectations 3 Meets Expectations 2 Needs performance development 1- Does Not Meet Minimum Standard Goals Use this area to set goals and identify training needs. Goals Training Needs High/Low Ratings Identify specific critical incidents of behavior that support rating 6, 2 or 1 ratings. Standard ( High/Low) Date Details of Critical Incident Supervisors Signature: Unit Heads signature: For HRD Use: Employees Comments: ________________________________________________________________________________________________________________________________________________________________________________________________ Signing this form means your supervisor has discussed all the information on the form with you. You do not have to agree with the appraisal summary when you sign the form. You may choose to make comments. Use additional paper if necessary. Employees Signature Date ii) Do you anticipate any complaints, or other comments, from employees after you have implemented your new system? Build argument to support your answer. Yes, I do anticipate complaints after implementation since most of the employees didnt experience appraisal process for a long time in this organisation. Since its something new to them and they need to understand that the appraisal tool will help them to grow and be motivated. They shouldnt see the performance appraisal tool is used to judge their capability and a tool which make them loose their income. I foreseen several resistance from employees especially those fear of getting poor rating. To avoid such scenario, I will ensure the employees understand the purpose as well the process of appraisal. Every employee should be aware of the standard and what exactly is expected from them. The employees may fear that there also may be rater error which likely to occur, to avoid such incident the supervisor should exercise objectivity and fairness in evaluating and rating the performance of their employees. Training will be provided to supervisor and advising them on how to ensure accurate evaluation. Common errors like positive leniency, where supervisor gives all employee high scores or negative leniency, where supervisor gives all employee low scores. This will create unhappiness among employee especially for those who are really making good contribution and being productive. In reality, many supervisors conduct performance appraisal poorly. The appraisal procedure is to have 2 way communications between employee and supervisor to find out how to improve the current performance standard and move to the next level, but this seldom

Cold war responsibility Essay -- essays research papers

Activity #4 – Essay â€Å"Truman was more responsible for the Cold War than Stalin was.† President Truman was convinced from the beginning that Stalin intended to take over countries based solely by the fact that there were communist parties present in them. France, Italy and even China, are perfect examples of this. And in the Greek civil war it wasn’t the USSR that was giving aid to the communists, it was Yugoslavia. It was obvious that Stalin had no major plans for any kind of global communist domination. But nevertheless, Truman placed the blame for the growing popularity of communism’s ‘political poison’ on Stalin, and convinced the American people to share his outlook. Without even looking at the fact that no USSR troops were in Greece, Truman and his advisers jumped on the chance to put forward their ‘domino theory’. This was a theory that said that if the communists won the Greek civil war, the end result would be Russian control of the whole middle east. He used this theory to justify military intervention in Greece, and ultimately, his ‘Truman Doctrine’ telling the entire world that the US was ready for a war. He told the ‘free peoples’ of the world that the time had come to choose between alternative ways of life – the communist way, or the democratic way. Stalin did not do this. President Truman worked with the British Prime Minister to introduce the Deutschmark into West Berlin. While it did eventually achieve his goal of creating an economically viable Germany, i...

Manifest destiny: was it really imperialism? Essay

Imperialism is, by definition, the extension of rule or influence by one government, nation or society over another; manifest destiny is the belief held by many Americans in the 1840s that the United States was â€Å"destined† to expand across the continent. This belief of â€Å"destined expansion† was nothing new to America’s leaders for their vision of the United States when they first established it was that of a nation that stretched from the Atlantic to the Pacific. The American people themselves had underlying reasons for their imperialistic actions as well, mostly economic and political. During the conquest of manifest destiny the US acquired Texas, Oregon and California. Americans tooled over the West like an aggressive imperialistic empire reaching over unclaimed lands full of Native Americans and Mexicans in order to accomplish their political and economic destiny. Stimulated by the American Revolution, Americans felt the need to expand its territories. In February of 1821, Congress ratified the Transcontinental Treaty, which completely excluded Texas from American territory. American’s feelings towards Texas quickly changed when they realized that cotton flourished on the Texas plains. The South quickly took interest in the land. Mexican authorities even offered free land to groups of settlers following the treaty and by 1830 there were 20,000 white Americans and 2,000 slaves living in Texas. In 1836 Texas declared their independence from Mexico and ten years later was annexed into the US. The annexation of Texas had been a controversy for years because of the slavery issue. Slavery was another issue that further fueled expansionism, as the North and South each wanted the nation to admit new states that supported its section’s economic, political, and slave policies. The United States had no reason to annex Texas other than the fact that they wanted the fertile land and more votes in Congress. They hid behind the idea of â€Å"Manifest Destiny† but the truth is that each section wanted the land for its own purposes. We even fought a war of it. The unnecessary annexation of Texas is a perfect example of imperialism in the United States. The expansion campaign in America during the 19th century stretched all the way west to Oregon. Oregon was a territory that was shared with the British under the Treaty of 1818. Americans pressured the British to give up their  claim to Oregon territory. This allowed the Americans to fulfill their Manifest Destiny and own land all the way to the Pacific Ocean. Not many people lived in Oregon before but suddenly, in the early 1840’s, a huge caravan of people began to move to Oregon, spurred on by manifest destiny. The land in Oregon was fertile and the fur plentiful. This trip to Oregon became known as the Oregon Trail. These pioneers fought little wars with the Native Americans along the route, argueing over posession of land once they arrived. Many Americans took their land in Oregon by the way of the gun. They pointed their guns at everything that moved in order to get their land. This is imperialism, how the government gave permission to kill thousands without giving any recognition whatsoever to who was living there before, to who’s home that might have been. Another example of imperialism in the US can be seen by looking at the way we handled California. California was really the key to the Pacific and the trade routes with Asia and China. West Coast harbors such as San Diego, San Francisco and the Strait of Juan de Fuca were considered â€Å"the keys to the trade† and the Americans wanted them. A caravan of American pioneers embarked on the California trail and, as the Mexicans had expected, the settlers brought word back and the US now wanted to annex California. President Polk had sent an envoy to Mexico City in an attempt to purchase California and other parts of the Southwest. In May 1846 Mexico refused the offer. This refusal was one factor–along with the Texas annexation–that led to the Mexican War. This land was not ours, we had no right to fight a war over it. That is imperialism; the extending a nation’s power by territorial acquisition, by force at times. America ended up winning the Mexican War and acquiring Texas and California along with all the trade routes, and it was phenomenal for our economy but the end does not justify the means. To conclude Manifest destiny, the American policy of acquiring certain choice territories, can be labeled as nothing more than aggressive imperialism for that is what it is. We wanted land and we got it just because we did. We trampled over Native Americans and Mexicans just to establish trade routes and to gain political power. In the end we extended our borders by about 66%  through manifest destiny, the doctrine that was no more that an excuse for Americans to become aggressive imperialists.

Management; Organizational Change

Management; Organizational Change Change is one of the business practices that play a significant role in every organization. Change plays a pivotal role in determining the success of an organization. This is more so in the contemporary business world where the level of competition has increased significantly. The ability of a certain organization to handle change effectively has been the main driver in developing its competitiveness.Advertising We will write a custom essay sample on Management; Organizational Change specifically for you for only $16.05 $11/page Learn More However, change is usually faced by a number of complications. This is because change is usually faced by a high level of rejection from the people who are affected by such change. This follows the reason that change involves altering the daily arrangements and procedures of carrying out different operations. For instance, change can lead to reduction in operational costs. As a result, an organization can be able to under price their competitors. Change can also help in improving the quality of products and services produced. Again, this contributes in developing competitiveness. In this case, the change affects the employees. This involves the increment in the working hours followed by a slight increment in salary. This change can easily be welcomed by some but to others it is highly rejected. This change was driven by an increase in the demand after getting a new contract that was to begin in a couple of months. Change Management Plan and the Outcome Analysis As already noted, change is usually faced by a number of obstacles that tends to threaten its performance. In order to have an effective change process, it is therefore advisable to have a good plan that will promote change in an organization. As already noted, this change is likely to affect a number of activities in the organization. Therefore, it is necessary to have a good plan in order to overcome these obstacles. The human resource manag ers have an important role in facilitating change in an organization. Therefore, it is important to ensure that the human resource activities are driven towards change. According to Wilson (2005), human resource is the main agent of change in an organization. In a firm, both human and non human resources are of great significance for high performance. Although there are other non human equipments like machines, their effectiveness is significantly determined by the human resources. Human forces are the one that directs the production process and hence are major determinant of their effectiveness.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More This implies that it is important to take into consideration the human resources while promoting change within an organization. It is the role of the human resource to ensure that any barriers to organizational change are overcome in order t o promote change. The outcome of this change process yielded positive results. Although there was some resistance at the beginning of the change project, it was finally successful. Every employee was cooperative and the expected results were achieved. The success of this project can be attributed to a number of factors. To start with, employees were coached on the benefit of the change process (both to them and to the organization). This helped the employees to realize the need for the proposed change. This cultivated cooperation among the employees in realizing change. Another strategy that contributed to the success of the change process is integration of employees in the change process. Employees were given a chance to contribute to the project. This developed a sense of ownership among the employees. Employees felt that they are valued and that they are part of this change. Therefore, there was an incentive for cooperation. Strategy Recommendations for Effective Change For Short -Term, Small-Scale, Long-Term, and Large-Scale Change Management Projects As already noted, it is important for every organization to have effective strategies in order to realize a successful change process; there is need to have effective change strategies for short-term, long-term, and large-scale change management projects. The design of the change project must be made in such a way that it addresses the appropriate changes within an organization (Cummings and Worley 2005). The general population in an organization should be considered as part of the change process. Everyone’s idea should be treated with respect. In order for the change process to be effective, it is advisable for the managers to have plan to the change. This may require the firm to carry out restructuring, making necessary innovation among other things.Advertising We will write a custom essay sample on Management; Organizational Change specifically for you for only $16.05 $11/page Learn More It is important to note that each member in an organization should be treated with respect and every person’s idea should be respected (Armenakis Harris 1993). The managers should also have a deep personal conviction in order to fully support the proposed strategies. Motivation is another important factor which can significantly improve the effectiveness of a change management project. When employees are motivated, they will become more committed to their respective duties because they believe that their hard work is recognized. When their efforts are recognized, employees will get a sense of identity with an organization. They will have a feeling of identification with the organization. They will somehow have a sense of ownership to an organization. Consequently, they will be committed to meet the organizational goals. Motivated employees will therefore tend to embrace change as they will believe that this change will bring about improvement in the organizatio n, which they have already identified with (Jansen, 2004). An organization has a wide range of change approaches that it can apply in its change process. These approaches play a significant role in managing change in change projects. One of the main approaches that can be used to manage change is top down- directive approach (Yazdani 2011). This is an approach where we have an autocratic boss who is responsible for making important decisions affecting change in an organization. His or her decision is the one that determines the course of actions taken. This implies that there is no room for open discussions since he is the only individual to decide. Therefore, there is no transparency in this method. However, this method is usually faster since there is no time wasted in conducting decisions. Another approach is the action centered method. This is a method where various solutions to a certain problem are tested to get the best. Therefore, this method is based on trial and error syst em. This method is good as it help an organization to achieve its optimum possible points. However, this approach suffers from the fact that it consumes a lot of time. There are forces that drive change in an organization. These forces play a significant role in facilitating the effectiveness of the change process in an organization. These forces are of great importance in driving change in an organization. There are two categories of change which promotes change within an organization.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More These include external and internal factors. One of the factors that are necessary in organizational change is the organization’s urge to change. It is also important for an organization to have a belief that the business can perform better than what it is doing in the present. Therefore, it will be determined to embrace change within an organization. In some cases, an organization may be faced by much inefficiency that increases their operational costs (Ghiselli 1972). In this case, a need to improve the level of efficiency in an organization increases the need for organizational change. Change is also driven by the need for reorganization in order to have increased efficiency. Some of the external drivers to change include the uncertainty of economic situations and therefore a need to have preparation for such uncertainties (Carzo and Yanouzas 1969). In the contemporary market, consumers need for quality services and quality products is increasing. This forces organizations to adopt change. High level of competition is also a major motivation to change in order to retain competitiveness. According to Varelas (2005), even minor changes in an organization does not always invite embrace from employees; it requires necessary concentration from the human resources. Any attempt by the management to make changes is likely to nurture anxiety among the employees. Even a slight change can cause a great complication in an organization (Wallerstein 1993). This is because different people have varying levels of sensitivity to changes. Some people are very sensitive even to slight changes. Therefore, it is necessary to have good planning of any changes in an organization in order to avoid such inadequacies. It is also important to explain to employees how the new changes will look like. Employees need to be informed about the impacts of changes in an organization. It is also necessary to inform employees on how they will benefit from these changes. This will reduce the chances of rejection hence promoting the success of an organization. Another way through which changes can be promoted in an organization is through motivation (Meier and Loewenbein 2003). Motivation can be defined as the set of reasons which affects one’s decisions to engage themselves in particular behaviors. When employees are motivated, they will become more committed to their respective duties because they believe that their hard work is recognized. They will be motivated to work harder in order to maximize the returns of an organization. When their efforts are recognized, employees will get a sense of identity with an organization. They will somehow have sense of ownership to an organization. Consequently, they will be committed to meet the organizational goals. In the long run, the organization’s profitability will increase from the increased employee productivity. Therefore, when employees are motivated, they will be ready to embrace any change which they believe will contribute to the improvement in the organization’s performance (Jansen, 2004). In conclusion, this discussion has clearly shown that change is a critical process in every organization. Change process is usually faced with rejection because it involves several changes, which affect the normal arrangements in an organization. It may also involve slight changes in the organization’s culture. Therefore, there is need to have effective change projects in order to promote change process in an organization. Reference List Armenakis, A. Harris, S. (1993). Creating Readiness for Organizational Change. Human Relations June 1993 46: 681-703. Carzo, R. and Yanouzas, J. Effects of Flat and Tall Organization Structure. Administrative Science Quarterly, Vol. 14, No. 2, Laboratory Studies of Experimental Organizations, 1969, pp. 178-191. Ghiselli, E. Leadership and Managerial Success In Tall and Flat Organization Structures. Pemonnei. Psychology, 1972, 25, 617-624. Cumm ings, T. and Worley, C. (2005). Organization Development and Change. Mason, OH: InfoTrac College. Jansen, K. (2004). From Persistence to Pursuit: A Longitudinal Examination of Momentum during the Early Stages of Strategic Change. Organization Science; 15: 276-294. Meier, H. and Loewenbein, O. 2003. Changing Roles in the Organisation of Companies; Demographics and Project Management Demand Hybrid Skills. ISSN 1392-1142, Sisteminian Tyrimai: 2003.28. Varelas, E. (2005). Driving Organizational Change. Retrieved from http://archive.boston.com/jobs/hire_authority/110705.shtml Wallerstein, N. (1993). Empowerment and health: The theory and practice of community change. Community Dev J 28 (3): 218-227. Wilson, J. (2005). Human Resource Development: Learning Training For Individuals Organizations. London: Kogan Page Publishers. Yazdani, B. et al. (2011). Factors affecting the Empowerment of Employees (An Empirical Study): European Journal of Social Sciences – Volume 20, Number 2.

Essential Communication in a Community Crisis Situation

Essential Communication in a Community Crisis Situation Dissemination of information during crisis situation should undergo specific approaches and techniques that would allow to face the problems and address the contingency. The success of crisis communication lies in timely informing various stakeholders involved into the problem that would promote decision-making and create new perspectives for crisis management (Coombs Holladay, 2012). Advertising We will write a custom essay sample on Essential Communication in a Community Crisis Situation specifically for you for only $16.05 $11/page Learn More With regard to the above-presented case, main groups and individuals engaged into the problem solving should relate to organization that control water supply mechanisms in the area, the government controlling public processes, the media that should warn the citizens about potential threats, and emergency management office itself. While disseminating information, communication should provide managers and above-menti oned stakeholders with information about the seriousness of the problem to enhance situational awareness and provide solutions (Coombs Holladay, 2012). However, to avoid panic, the managers should first emphasize the fact that they hold the situation under strict control and, if the community members follow the instructions they give, the crisis situation will soon be eliminated. Including community members as important groups is highly crucial for avoiding difficulties. In particular, the emergency managers should first address the sector for preventing discontent and disorganized behavior that could even worsen the crisis situation. Therefore, proactive planning of crisis management should start with delivering decent messages to appropriate group, at an appropriate time, and place, and by appropriate media channels. According to Lerbinger (2012), managers during crisis situation should communicate with the potential victims and families to â€Å"†¦reduce media interest an d coverage while also building the trust of employees, the community, public, and regulatory officials† (p. 51). In this respect, the managers should be able to face risk and recognize all possible consequences of disseminating inappropriate information. Potential Advantages and Challenges Associated with Communicating within the Organization and with the Public and Private Sectors Crisis communication within the organization is incredible important because it affects their reputation. Crises, therefore, can distort the expectations with which stakeholders are concerned. Organization, therefore, should establish a strict policy according to which it should disseminate information for the sake of preserving good reputation. Use of various communication media can significantly advance the respectable image of organization (Coombs Holladay, 2012). Moreover, it can be the most efficient way of promoting information and improving the communication channels within the organization via such media means as the Internet and telephoning.Advertising Looking for essay on communication strategies? Let's see if we can help you! Get your first paper with 15% OFF Learn More The main purpose of environmental crisis communication is to prevent the consequences of the disaster, as well as react immediately to the problem. What is more important is that the organization should choose the right channels of information dissemination to prevent panic in public and private sectors. In this respect, the news releases and online videos are not appropriate for revealing in public because it does not always subject to censorship (Coombs Holladay, 2012). In this respect, the contingency plan should ensure proper classification of the obtained information, which is the major challenge of crisis communication within the organization and with the public and private sectors. According to Coombs and Holladay (2012), â€Å"†¦the goal of management and co mmunication is to prevent harm to others and to be accountable – and therefore legitimate participants in a community† (p. 6). Such measures constitute a proactive challenge to understand, know, and identify the conditions leading to crisis. Despite the potential threats to communication, the technological progress significantly contributes to improving the crisis situation and advancing contingency plan measures (Sellnow et al., 2010). The effectiveness of distributing information is ensured when the obtained data is accurate and incorporated for appropriate groups of population. Therefore, awareness of techniques of how to frame and arrange events is one of the most advantageous strategies that an organization can employ while informing all the stakeholders. Differences on Communication Processes: Lessons Learnt and Further Recommendations for Improving Health Care Communication Strategies In the course of development of communication media, the organization also int roduced changes to strategies of delivering messages. Such an approach incorporates the efforts of public relations department, financial officers, and management team that focuses on efficient decision making process within the contingency plan. The means of delivering information should also be taken into consideration because they influence the overall outcomes of the contingency. In this respect, use of news releases is not quite appropriate in terms of efficient time management (Coombs and Holladay, 2012). Advertising We will write a custom essay sample on Essential Communication in a Community Crisis Situation specifically for you for only $16.05 $11/page Learn More According Coombs and Holladay, organizational messages do not appear in time because of failure to present information to the news media center in a timely manner. What is more problematic is that news media often ignores organization’s response efforts. Instead, they focus more on the scales of the disaster to attract more potential stakeholders who are concerned with the crisis situation. As a result, â€Å"†¦organizations are failing to have their side of the story represented in the new media† (Coombs and Holladay, 2012, p. 34). In contrast to news releases, as it has been used in case of the Three Mile Island nuclear in 1979, the crisis communication after Hurricane Katrina destroyed the New Orleans area relied more on the Internet to disseminate information. The letter, however, is much more effective in sharing facts about the event because it implies reaction of the public that can leave commentaries concerning the disaster (Coombs and Holladay, 2012). Both the victims and the witnesses of the natural disaster had a possibility to express their attitude to the contingency, as well as suggest help. Unlike news releases, the Internet, particularly blogging provide wider opportunities for interaction and information sharing in a two-way dire ction. Appropriate Technologies Affecting and Enhancing Communication Although there few researches exploring the use of technologies during the crisis situations, there are studies proving that many organizations continue relying on traditional approaches of distributing information, including news releases (Coombs and Holladay, 2012). The role of websites and blogging should not be underestimated as well because these two sources of reporting have become the most important for organizations. However, communication channels of information exchange should not be confined to these Internet methods, particularly when organizations have to face crises. In particular, such kinds of media as videos, web-posted documents, audio, and external sources can be used to widen the access of communication to all necessary information about the contingency. In some cases, the emergence of a specific disaster or environmental problem can hasten the creation of new communication technologies that w ould improve information exchange. This is of particular concern to blogging that creates various channels for communication and impact. In other words, members of a specific community can blog addressing the organization, each other, and the media itself. In its turn, the organization can communicate similarly with the public and private sectors. Technology Use in the Scenario Described Because the crisis situation implies possible threats to human health, it is difficult to define the scale of environmental contaminations, a feedback system should be arranged to accept constantly updated loads of information about possible infections among the population. Advertising Looking for essay on communication strategies? Let's see if we can help you! Get your first paper with 15% OFF Learn More In this fashion, the crisis communication becomes much more useful and productive because the emergence management organizations can predict immediately all possible routes of deployment of a life-threatening biological agent (Coombs and Holladay, 2012). Use of news releases is also important, but the manner of representing information should be taken under control. In particular, the emergence managers should be more concerned with delivering information about precautious measures that should be taken to avoid all possible threats (White, 2011). For instance, they should let people know about medications that can prevent the possible infection, as well as describe in detail what consequences this substance can have for human organism. In fact, advances in technology can introduce a great number of benefits to social media because it facilitates information transmittance via communication channels. In order to integrate technology successfully, the organization should work in coope ration with other target groups and concerned parties for achieving the goals in a timely manner (White, 2011). Cooperation of groups can be promoted greatly through creation of virtual communities. With regard to the above presented benefits of using advanced technology, it should be stressed that using virtual space is advantageous because it allows to create a powerful communication network that would ensure information-driven mechanisms. Management Opportunities during the Crisis Management Efficient emergency management depends largely on successful cooperation with journalists and reporters. Apart from internal factors influencing crisis communication, considering external factors is important as well. In this respect, a stronger connection between knowledge management and emergence management addressing the way individuals obtain and exchange knowledge within organization and outside it (White, 2012). Scientific management of critical situations places an emphasis on contro l and prediction. While evaluating the scenario, scientific knowledge is indispensible to define the most proactive an efficient measures to be taken to avert serious consequences. While following the patterns of technology development and integration provides a solid ground for introducing new media initiatives for handling emergence situations. As people are more educated and informed, the virtual space has become beneficial for introducing feedback and reaction to crisis situations. Emergence managers should be more aware of new possibilities and approach by means of which they can influence both private and public records during water contamination. According to Lerbinger (2012), â€Å"†¦public relations engage in the larger task of managing the communications and relationships with all stakeholder groups and with the media, both mass media and social media† (p. 20). Therefore, the main goal of emergency officers is to maintain symmetric relationships between emerge ncy management organization and community suffering from the natural disaster. The concept of corporate social responsibility is another prism through which crisis communication and management should be considered. In particular, social corporate managers should be concerned with educational and technological support of information sharing during contamination to be able to take control of the situation. Emergent managers, therefore, should consider all the nuances of cooperating with victims of environmental contamination, as well as keep in touch with the laboratories examining the capacities of the biological agent contaminating water. References Coombs, T. W., Holladay, S. J. (2012). The Handbook of Crisis Communication. US: John Wiley Sons. Lerbinger, O. (2012). The Crisis Manager: Facing Disasters, Conflicts, and Failures. New York: Routledge. Sellnow, T.L., Seeger, M.W., and Ulmer, R. R. (2010). Effective Crisis Communications: Moving From Crisis to Opportunity. US: SAGE. White, C. (2011). Social Media, Crisis Communication, and Emergency Management: Leveraging Web 2.0 Technologies. US: CRC Press.

Packet Generator essays

Packet Generator essays When it comes to real-world network throughput, there are as many opinions about network performance as there are network installations. Every network site is unique, and the performance of the network is a function of the number of stations contending for access to the Ethernet, the type of hardware in use (station interfaces, switches), the layout of the cables (are they the right type, right length, and do they meet the configuration guidelines?), the quality of the cable installation and the mix of applications. However, with the ever-increasing number of networks, the traffic over the Internet is going to be saturated and performance will be down. In light of this problem, the testing, simulating and troubleshooting of a network device become very important. Therefore, in order to develop a more efficient and effective method, the project's goals is To provide the users more functions and flexibility in terms of the packet arrival pattern and the packet size generation. To assess network or the network component's ability to support the given traffic load in terms of packet loss, delay, delay jitters etc. To source and sink real-time multicast/unicast UDP/IP traffic flows with optional support for operation with ISI's "rsvpd". To transmit, receive and log time-stamped, sequence numbered packets. To provide a traffic controller using the Leaky Bucket method. Informations Technology personnel often look to network benchmark tests to measure monitor and predict the performance of the LANs. This is especially valuable in the case of high-performance backbones that continually support a large number of users and consistently high traffic volumes. However, the current technology of packet generator is very limited in functionality and usage. The project will aim to increase the flexibility of the packet generator in the following areas: ...

Harlem Renaissance Poets Essay Example | Topics and Well Written Essays - 1000 words

Harlem Renaissance Poets - Essay Example At this time, the sun was setting, and he still had a long journey to cover. In the first short stanza, the poem’s speaker mentions that he has ‘known rivers which are ancient as the world as well as older than the blood flow in human veins’ (Huggins, 2007). From this point of the poem, there are images of veins taking form of canals running throughout the human body and similar images of due rivers which wind around. They take the form of veins in shape where the levels of understanding within the poem in relation to the blood or water are based on the roots and circuits. Similar to veins or rivers, the roots run deep twisting irregularly into the medium which they are planted in. The ancient rivers mentioned by speaker are similar to the blood across veins and the roots through which trees are able to provide sustenance while still giving and supporting life. This is further supported as the speaker discusses the earliest forms of civilizations which thrived wit hin the river system and hence the theme developed by ‘roots’ bears dual meaning. The poem qualifies as one of Hughes’s most famous works which was celebrated as the soul and the voice within the black community in a time of intense racial inequality, injustice, and intolerance in America (Williams, 2010). Through the poem, Hughes managed to unite and inspire the black community in times when their voice was not appreciated by the white society predominantly. In the end, he turned to be the poet laureate (unofficial) of at the time of the Harlem Renaissance. 2. Identify the elements in each of their poems in which you see evidence of the â€Å"double consciousness† being expressed by each author. Hughes is essentially identified as one of the unashamedly blacks within theme of blackness was demode. Through this literary work, Hughes stressed the aspects and the theme of ‘the beauty of being black’ as he continued to explore the conditions of t he black humans in a whole range of depths. His major concern was uplifting his people, whose humor, strengths, courage, and resiliency he wanted to put into record as one of the major American experiences as an American poet, novelist, social activist, columnist, and playwright (Hatch & Hamalian, 1996). He became one of the innovators in the early times of the new literary art approach called jazz poetry. Hughes is popular for his poems developed during the Harlem Renaissance. Famously, he wrote on issues relating to the period which ‘Harlem remained in due vogue’. The major problem which the poem is centered is prostitution and only surfaces immediately the ‘veil’ of ‘Negro Harlem’ begin to kick at nighttime. The poem’s message is delivered a number of carefully constructed sentences where the issue of prostitution is actually presented within them. In the rest of the sentence, the causative agents about the problem are given and the a uthor expresses absolute sadness for this situation as it really worries his heart. Through the use of simple language, McKay is able to effectively convey the amount of desperation and sadness of the young girls as they resort to prostitution for purposes of survival (Hatch & Hamalian, 1996). McKay also refers to these young girls within the poem as ‘timid’, ‘tired’, and ‘weary’. He also describes their behavior as ‘halting’ due to the fact that while they go ‘trudging’ and ‘prowling’

A ritical Analysis of UK Teaching Standard Essay

A ritical Analysis of UK Teaching Standard - Essay Example The teacher took the initiative of class management and assigned me as a representative. I, therefore, oversaw pupils attainment and outcomes of each stage of the progress. I build on pupils capabilities and prior knowledge of working. Furthermore, the institution empowered a counseling department. The counseling listens to student innate problems (Mills and Niesche, 2014, p. 122). I worked alongside the counseling department to ensure that I generate skills to build working abilities. As well, the institution developed courses related to moral and social behavior as well as, courses related to communication skills. At the end of the semester, the teacher evaluated at the end of the semester. The evaluations improved the understanding of the course in general. The assessment provided a detailed account of how the student was aware of virtues of responsibility, respect, and truthfulness. As a result, I guided the students throughout a professionalization agenda, where positive virtues of education were taken. The teacher heavily involved with the student and the institution hence expanding the overall interactivity level. As well, I welcomed students in a life of academics where interactivity was relatively high. Likewise, I encouraged pupils to take up responsibility and conscientious attitude, it was possible to increase the interactivity level. In summary, the student’s progress depended on the nature of the DEAN department.  The teacher provided the curriculum outline.  

Polio Vaccine Research Paper Example | Topics and Well Written Essays - 1250 words

Polio Vaccine - Research Paper Example Polio victims constitute the vulnerable members of the population such as young children, pregnant women and people suffering from low immunity weakened by other medical conditions. Other risk factors associated with polio transmission include visiting polio prone areas, living with people suffering from the infection, working in the laboratory where scientists have kept live polio virus and removing tonsils. Poliovirus enters the environment through feces of an infected person. Transmission occurs through fecal-oral route via contaminated food and water. Additionally, direct contact with a victim can cause the transmission of poliovirus. People who stay close to one another for some time can experience the transfer of the virus from the infected to the new victim since it is highly contagious. The worst symptoms of polio are paralysis and death. Nonparalytic polio causes flu-like symptoms such as fever, headache and sore throat, vomiting, back and neck pain and muscle spasms, which last for a few days (John & Vashishtha, 2012). Forms of Polio Vaccines The forms of polio vaccines that have been recommended include inactivated poliovirus vaccine (IPV) and oral polio vaccine (OPV). Inactivated Poliovirus Vaccine IPV consists of a series of injections, which begin at two months after birth and continue until a child attains the age of four to six years. The reason for administering three spaced dozes is to generate adequate levels of seroconversion. Most countries consider adding a booster dose during adulthood. The inactivated poliovirus vaccine is created from inactivated poliovirus. Inactive poliovirus is safe and effective, thus cannot cause polio. Inactivated polio vaccine is made from killed wild-type poliovirus strains of each serotype. Doctors recommend lone dissemination for IPV or

Barter and Monetized Systems of Exchange Essay Example | Topics and Well Written Essays - 1000 words

Barter and Monetized Systems of Exchange - Essay Example Barter and Monetized Systems of Exchange Different items have worked as money at different times. For instance, tobacco in America, chisels in China, gold until the gold standard was abandoned in the 1930s and paper currencies thereafter. Exchange of goods and services people produce and want is critical to satisfying the diverse wants of everyone. Such exchange is possible by using either the barter system or money as a medium of exchange. Barter was prevalent medium of exchange before the advent of money. It remains the principal form of exchange even today in tribal and traditional societies where political institutions are primitive, economies are not yet monetized and social systems are based on traditional practices and communal support. Even in advanced societies and economies like the United States, barter is still carried out to a limited extent in rural areas and public and charitable activities. On the other hand, modern societies and economies like that of the United States rely on money as the main medium of ex change. They have the highly developed political institutions to regulate money and prevent exploitation, manipulation and profiteering that money makes possible; they have monetized economies that help create and accumulate wealth; and they have social awareness that is necessary for people to trust an intrinsically worthless currency note, a mere piece of paper with the central bank’s assurance in small prints, as a medium of exchange. Barter and monetized systems of exchange have their own advantages and disadvantages (benefits and costs). ... Third, since commodities and services are exchanged directly, there are no foreign exchange fluctuation or balance of trade and payment crises. Fourthly, the division of labor is clear, as one produces what one has the means to do. Barter’s Disadvantages: The barter system has several serious disadvantages too. First, coincidence of wants might be difficult unless the net is cast widely, which makes trade cumbersome. Secondly, in barter, there is no common measure of value making it difficult to ascertain, say for instance, how many loaves of bread would be equivalent to a cow if one wants to sell bread and the other cows. Third, in many cases the commodity one wants to sell, as the cow here, might be indivisible to sell in parts to buy a few loaves of bread. Fourth, commodities and animals often deteriorate in value fast and cannot be stored for long, which makes accumulation and storing of wealth difficult. Fifth, barter makes deferred payment and contractual deal problemati c. Sixth, transporting bulky commodities from place to place becomes cumbersome in a barter system of exchange. Money’s Advantages: To avoid repletion of what has been already said, money takes care of all of the disadvantages of the barter system of exchange. Sexton describes the functions of money as a medium of exchange, a measure of value, as a store of value, and as a means of deferred payment (792-794). Briefly speaking, when money is used as a medium of exchange, there is no need for coincidence of wants. Money represents the common measure of value; it is divisible into small and large amounts; it can be stored almost forever if it is put away safely; it makes deferred payment easy; and

Questiona and Answer Essay Example | Topics and Well Written Essays - 500 words

Questiona and Answer - Essay Example Illustrators also often resort to research in the early stages of the illustrative process. They usually do background research of the elements involved in the story and deeply understand them in order to better tell the story in picture. The next procedure would be the storyboards, design and layout, where the illustrator arranges the sequence and the blending of the text and the illustrations in order to have the most potent story-telling effect and to highlight and emphasize certain parts where highlighting is needed. Ansty & Bull (2000) noted that the illustrative process is rather full of interaction from many people along the way, and not only isolated to the illustrator. He consults among many individuals and are also critiqued and constructively evaluated by others before the final output is done. This step is essential especially with the involvement of an editor wherein he knows what might be good or what might be detrimental in the ultimate goal of the story, which is to sell. Going back to the illustrator, it is important to consider how he views and is aware of his target audience for the illustrations. He must be sensitive to the orientation of the readers and on how he portrays them or how he expresses it to them in a manner appropriate. 1. The illustrative process is likened to the writing process because of the way it does not follow strict guidelines and sequences of stages in order to make the desired outcome, but they nonetheless adhere to the same overall process. Writing is the ability to articulate to share and influence the thoughts with others (The Writing Process, 2007), in like manner, illustrating is not so far off in that concept. 2. In writing a story board, first, one needs to consider the message that is the overall concept in the story. In this case, in the story of Cinderalla, it’s about

Business Management (Forum Post and Reply) Essay

Business Management (Forum Post and Reply) - Essay Example Personal planning involves setting up objectives for personal life. An example would be a plan to lose weight or start exercising. Another example of personal planning is to allocate time for family, friends, and work so that work life balance can be achieved. Planning and organizing are different in the sense that planning involves setting up future goals and actions plans while organizing has more to do with arranging resources in order to achieve those goals. Organizing in management means to assemble resources to implement the action plan that is designed in the planning process. It is, therefore, safe to say that both planning and organizing complement each other. My former boss always kept himself involved in the work of employees. His involvement was appreciated by employees because one can always turn to him for help. My former boss also took responsibility for his subordinates which is why everyone liked him. He also encouraged debate and consulted everyone before taking decisions like setting up night shifts. This is another positive leadership trait because it is essential to keep everyone on board. One negative leadership trait of my former boss was that he was tough on bad performance. This is a negative trait because he used to lose his temper sometimes while talking to employees regarding performance issues. Another good leadership trait was that he was decisive and never got confused in making decisions. This is a must in every leader because this separates a leader with a follower. Being decisive is important to move forward for a leader and this is why it is a positive trait (Schyns & Meindl, 2006, 279). My former company used control tools like traditional feedbacks to inform the subordinates regarding their position and performance in the company. This feedback was given verbally by immediate supervisors and the whole process was not very formal. I would give a grade B to the feedback process of my former company

Barter and Monetized Systems of Exchange Essay Example | Topics and Well Written Essays - 1000 words

Barter and Monetized Systems of Exchange - Essay Example Barter and Monetized Systems of Exchange Different items have worked as money at different times. For instance, tobacco in America, chisels in China, gold until the gold standard was abandoned in the 1930s and paper currencies thereafter. Exchange of goods and services people produce and want is critical to satisfying the diverse wants of everyone. Such exchange is possible by using either the barter system or money as a medium of exchange. Barter was prevalent medium of exchange before the advent of money. It remains the principal form of exchange even today in tribal and traditional societies where political institutions are primitive, economies are not yet monetized and social systems are based on traditional practices and communal support. Even in advanced societies and economies like the United States, barter is still carried out to a limited extent in rural areas and public and charitable activities. On the other hand, modern societies and economies like that of the United States rely on money as the main medium of ex change. They have the highly developed political institutions to regulate money and prevent exploitation, manipulation and profiteering that money makes possible; they have monetized economies that help create and accumulate wealth; and they have social awareness that is necessary for people to trust an intrinsically worthless currency note, a mere piece of paper with the central bank’s assurance in small prints, as a medium of exchange. Barter and monetized systems of exchange have their own advantages and disadvantages (benefits and costs). ... Third, since commodities and services are exchanged directly, there are no foreign exchange fluctuation or balance of trade and payment crises. Fourthly, the division of labor is clear, as one produces what one has the means to do. Barter’s Disadvantages: The barter system has several serious disadvantages too. First, coincidence of wants might be difficult unless the net is cast widely, which makes trade cumbersome. Secondly, in barter, there is no common measure of value making it difficult to ascertain, say for instance, how many loaves of bread would be equivalent to a cow if one wants to sell bread and the other cows. Third, in many cases the commodity one wants to sell, as the cow here, might be indivisible to sell in parts to buy a few loaves of bread. Fourth, commodities and animals often deteriorate in value fast and cannot be stored for long, which makes accumulation and storing of wealth difficult. Fifth, barter makes deferred payment and contractual deal problemati c. Sixth, transporting bulky commodities from place to place becomes cumbersome in a barter system of exchange. Money’s Advantages: To avoid repletion of what has been already said, money takes care of all of the disadvantages of the barter system of exchange. Sexton describes the functions of money as a medium of exchange, a measure of value, as a store of value, and as a means of deferred payment (792-794). Briefly speaking, when money is used as a medium of exchange, there is no need for coincidence of wants. Money represents the common measure of value; it is divisible into small and large amounts; it can be stored almost forever if it is put away safely; it makes deferred payment easy; and

Business Management (Forum Post and Reply) Essay

Business Management (Forum Post and Reply) - Essay Example Personal planning involves setting up objectives for personal life. An example would be a plan to lose weight or start exercising. Another example of personal planning is to allocate time for family, friends, and work so that work life balance can be achieved. Planning and organizing are different in the sense that planning involves setting up future goals and actions plans while organizing has more to do with arranging resources in order to achieve those goals. Organizing in management means to assemble resources to implement the action plan that is designed in the planning process. It is, therefore, safe to say that both planning and organizing complement each other. My former boss always kept himself involved in the work of employees. His involvement was appreciated by employees because one can always turn to him for help. My former boss also took responsibility for his subordinates which is why everyone liked him. He also encouraged debate and consulted everyone before taking decisions like setting up night shifts. This is another positive leadership trait because it is essential to keep everyone on board. One negative leadership trait of my former boss was that he was tough on bad performance. This is a negative trait because he used to lose his temper sometimes while talking to employees regarding performance issues. Another good leadership trait was that he was decisive and never got confused in making decisions. This is a must in every leader because this separates a leader with a follower. Being decisive is important to move forward for a leader and this is why it is a positive trait (Schyns & Meindl, 2006, 279). My former company used control tools like traditional feedbacks to inform the subordinates regarding their position and performance in the company. This feedback was given verbally by immediate supervisors and the whole process was not very formal. I would give a grade B to the feedback process of my former company

Active Directory database Essay Example for Free

Active Directory database Essay Dover Leasing currently has information about all users stored in a database application used by the Human Resources Department. The IT manager has asked you to explore some ways this information could be used to create user accounts and populate the Active Directory database. Which tools could be used, and what are some issues involved in using these activates? Information about all users has been stored in a database application. On the basis of the available information from the Human Resource Department’s database, user accounts have to be created. The main tool for creating and proper managing the user accounts is Active Directory Users and Computers. There are few issues and concerns involved in this specific activity with this tool though the actions and steps are all very simple and straight. The foremost issue can be a problem to log in to the Windows sever and also the active directory network. Some problem can be due to the account locking issues. In many cases the interactive and user friendly way of user authentication process may be disrupted due to the setting problem. Incorrect user name and password, account disabled, logon hour restrictions, users issues with local login are some of the concerns which may happen for creating and maintenance of the user accounts. Case Project 7-2 The Dsadd Command is an effective way to create new user accounts from the command line. Write Dsadd statements to create the two users shown in the following chart. All user accounts should be created in the Users container in your DovercorpXX. local domain. Use Help and Support Center to determine the switches you need to configure these accounts from the command line. Dsadd user â€Å"cn= TRucci, cn= Users, dc=DovercorpXX, dc= local† –memberof â€Å" cn= Engineering,cn=users,dc= DovercorpXX, dc= local† Dsadd user â€Å"cn= APan, cn= Users, dc=DovercorpXX, dc= local† –memberof â€Å" cn= Management,cn=users,dc= DovercorpXX, dc= local† Case Project 7-3 Assume your Active Directory tree contains two domains named North and South. A domain controller named DCN located in the North domain has a folder named StrategicPlan that users in the North domain need to access. In addition, one manager from both the North and South domains needs to be able to manage data in the StrategicPlan folder. Describe how you would use domain local, global, and universal group scopes to grant access to the StrategicPlan folder. The administrator creates the North and South domain. A domain controller named DCN located in the North domain has a folder named StrategicPlan. The local, global and universal group scopes can be defined in the following way to grant access to the StrategicPlan folder. Create a global group StrategicPlan and add appropriate users to it to access the StrategicPlan folder or we can create an universal group called Universal StrategicPlan and can add the global groups which want access to it. If we want to create a local domain group then we can create one and give the required permission to access the folder.

Bertoly Brechts Mother Courage Drama Essay

Bertoly Brechts Mother Courage Drama Essay Bertolt Brechts view on the function of theatre was that it should provoke its audience to change. The epic theatre, Karl Marx and German directors Max Reinhardt and Erwin Piscator were all inspiration for Brechts theory on the social function of theatre. ( 2004: 709) Brechts essays Theatre for Pleasure or Theatre for Instruction and The Modern Theatre is the Epic Theatre clearly outline his understanding of what epic theatre is and how it should be used in practice. In both essays, Brecht explains what makes the epic theatre different from modern and dramatic theatre and discusses the techniques available with epic theatre and the effects they can have on the audience. When comparing his play Mother Courage and Her Children to the two essays, it is clear that Brecht has used the essays almost as guidelines to write the play and put his theories on epic theatre into practice. Mother Courage and Her Children is an extremely typical Brechtian play as it contains all the elements that Brecht wanted to include in his plays in order to present his new form of theatre which he believed had a greater social function. One of the most obvious examples of Brechts essays being put into practice in Mother Courage and Her Children is Brechts use of narrative instead of the plot. Each scene begins with a narrative description of what will happen in that scene, and the play itself starts with a prologue which introduces the central character (Mother Courage) and reveals what the play is about. Despite the fact that there is a storyline running through the play, the narrative style ties in with Brechts aim of not giving the audience the chance to become emotionally attached to the characters. The way in which the play jumps with each scene keeps the storyline general and tied more to the greater social events running throughout the play rather than single, individual events in a particular scene. Having spent much of his life in Germany and experiencing two world wars, it should come as no surprise that many of Brechts plays, including Mother Courage and Her Children, feature war as the overriding theme of the play. Brecht believed that war was a continuation of business by other means. Brechts theory on theatre meant that he did not want his audience to emotionally empathise with the characters on stage. In fact, Brecht deliberately created characters which would be subject to criticism from the audience. In order to invite this active rather than passive response from the audience, to provoke a reaction, Brecht instils traits in his characters which tend to make the audience not identify with them, but criticise them. Mother Courage is portrayed as a strong, witty, formidable woman whose sole purpose is to provide a living for both herself and her children. She is a sacrificial character and her love for her children draws an audience to like her. What prevents the audience from empathising with her is her extremely contradictory nature. Whilst pulling out a knife at the Sergeant and Recruiting Officer to protect her children, Courage calls refers to herself and her children as peaceable sorts. The Sergeants cool reply of your knife shows the sort you are further displays Courages contradictions. (Brecht 2004: 715) When sending her daughter Kattrin into town with the Clerk, Courage tells her not to worry and that nothing will happen, but upon Kattrins return where she is wounded, Courage claims she should never have let her go. When arguing with the Cook over a possible move to Utrecht, Courage tries to end the conversation with thats enough, only to continue it herself moments later. In the same scene, Courage encourages Kattrin for the two to go with the Cook to run his pub in Utrecht because life on the road is no sort of life, but after she sees Kattrin trying to run away she quickly turns on the Cook and questions what she and Kattrin would ever do in a pub. Of course the greatest contradiction of all throughout the play is Courages constant criticism of the war off of which she makes her living. It is this contradictory nature of Courages which constantly reminds the audience to view the character from a distance, analyse her so to spe ak, and not empathise with her situation. Had Mother Courage been presented as a fully-rounded character, the audience would have been tempted to empathise; but her presentation as a paradoxical character helps to jolt the audience into some kind of reaction. (Leach 1994: 136) Mother Courage is not the only character in the play that is given a specific trait to keep the audience empathising and becoming emotionally involved with her. Her sons Eilif and Swiss Cheese are both killed in the play, and it is because of their flaws that they are killed. Her eldest son, Eilif, is strong and intelligent, but his boldness costs him his life. Her younger son, Swiss Cheese, is simple and honest, but he too is led to his death because of his stupidity. The audience are constantly reminded throughout the play by Mother Courage that her children have these traits. I have another who is foolish but honest is just one example of Brecht giving Mother Courage a specific line for two reasons: both to remind the audience of the paradoxes each character possesses, to stop them from being empathised with, and to support the epic idea of the play that each scene should be its own. It is frequently seen in Brechts plays for an off-stage characters absence to be explained throu gh an on-stage characters dialogue. (ref) Robert Leach argues that for Brecht, character is only of interest in so far as it illuminates the fleeting event which provides the writer, or the actor, with a usable gesture. What Leach is saying is that for Brecht, the character is only a function to the greater social and economical forces which control and shape the world (within the constructed reality that are his plays), and that the actors, whilst portraying characters, can use them as tools to show the effect of these greater social implications. This can be linked to Brechts observation in the essay Theatre for Pleasure or Theatre for Instruction that actors too refrained from going over wholly into their role in the sense that not only did actors do so to invite criticism from the audience of their characters, not only to draw attention away from the individual and place it on the social, but to also show that the characters are simply functional to the social. Another one of Brechts main aims was to not focus on the individual emotions of the character, but to explore and show the importance of the greater social implications. In Mother Courage and Her Children, emphasis is not put on the decisions the characters make but the social events which dictate the action of the play. War, religion and family are three main themes which run through Mother Courage and Her Children, and ultimately the fate of each character is determined by these themes. Unlike naturalistic plays where emphasis is usually placed on the individual, in Mother Courage and Her Children Brecht focuses on the relationship between the social implications and the characters of the play. All of the characters in the play are linked together by these themes, and their inability to change their individual (or in the case of Courage and her children, combined) situations. (Examples) Brecht has created Mother Courage as the central character of the play, but because it is not on ly her, but all the characters that are affected by the war, the spectators focus is neither on the central character Mother Courage nor any of the character. The spectators focus is drawn, by linking the characters and making them unable to change their situations, to the superseding social themes presented in the play. Brecht liked the notion that epic theatre allowed for jumps in time, and this is reflected in Mother Courage and Her Children. There is a jump in time between each scene of the play, usually a year or two, and the constant curves and jumps in the play the dialectic approach allow for Brecht to show a process and effects over time rather than one particular point of time and its individual effect on characters. (Brooker 1994: 189) These jumps in time also allow the play to be epic in the sense that they allow each scene to stand independently. The jumps in time also go hand-in-hand with Brechts idea that with epic theatre, the audience should be looking with eyes on the course rather than eyes on the finish. Swiss Cheeses death and Mother Courages refusal to admit the body is his is one of the most intense moments of the entire play, but it comes as early as Scene Three. Also, the jumps in time show man as a process rather than man as a fixed point. Rather than focusing on the centr al character (Mother Courage) at one particular point, Brecht draws out the play so that the audience view Courages process and development as a character subject to the social and political circumstances. The end of the play sees Mother Courage, now completely alone; walk with soldiers who are singing the same song that is sung in the prologue, reminding the audience of the process that has begun from the very beginning of the play and the effect it has had throughout. The jumps in time between each scene of Mother Courage and Her Children are typical of Brechts aim to get the audience to look at the events that have taken place from a more general period of time rather than a specific point. One of the key parts of Brechts theory on theatre was that the audience should constantly know that what they are watching is not reality but a construction being presented on stage. By doing so, Brecht could show to his audience that what they were watching was not reality but a presented image of reality, and that could inspire change. To this end Brecht used several techniques in many of his plays (including Mother Courage and Her Children) which allowed him to reveal that the play was indeed a construction. A typical Brechtian technique used in the play is the use of stage directions at the start of each scene, which then reveal what is going to happen in that scene. By using these stage directions (either spoken aloud or displayed with placards on stage) Brecht is able to both remind his audience that what they are watching is a construction. Also, by telling the audience what will happen before it happens, Brecht can eliminate the shock factor, thus keeping the audience away fr om having an experience and focused on learning from the action on stage. Openly revealing that the play is not real allows Brecht to prevent any sense of emotional attachment to the piece. This can be linked to Brechts essay The Modern Theatre is The Epic Theatre where he says: †¦once illusion is sacrificed to free discussion, and once the spectator, instead of being enabled to have an experience, is forced as it were to cast his vote; then a change has been launched which goes far beyond formal matters and begins for the first time to affect the theatres social function. Brecht states in his essay The Modern Theatre is Epic Theatre that words, music and setting must become more independent of one another. (reference) This statement is echoed in Mother Courage and Her Children as Brecht uses not only dialogue and stage directions but songs and music in the play, and makes sure that the songs used are seen on an equal level to the other elements such as words. In fact, Scene Ten of the play is constructed entirely of only a few stage directions and song. By giving the songs such importance in the play, on the same level as stage directions and dialogue, Brecht implements his idea into practice, showing that he has used his two essays almost as guidelines for writing Mother Courage and Her Children. Songs are also used in the play to fit in with Brechts theory that plays should not be presented to the audience as reality, but as a construction. The direct delivery of a song from a character to the audience, thus breaking the fourth wall, is one of the w ays in which the audience is reminded that they are indeed watching a play. The songs also tend to reflect the social and political themes of the play and inspire the audience to think about what they are watching. Looking at Theatre for Pleasure or Theatre for Instruction and The Modern Theatre is the Epic Theatre in comparison with Mother Courage and Her Children, it is clear to see that the play falls into all of the categories that Brecht lists in his two essays for his theory on the function of theatre. Throughout the play the focus is taken away from the characters individual emotions and drawn to the greater social and political forces which affect the characters. The play is used as a discussion forum of sorts for some of the common Brechtian themes such as war, religion and family. The use of non-naturalist techniques such as placards and songs helps to break the illusion that the audience creates and prevents them from developing empathy for and emotional attachment to the characters. The jumps in time between each scene of the play keep the audiences focus on the process over time and not at a fixed point. Mother Courage and Her Children is without question of Brechts most typical pl ays and it is clear to see his essays Theatre for Pleasure or Theatre for Instruction and The Modern Theatre is the Epic Theatre have been put into practice to create the play and inspire the audience to change, rather than experience.