Community Nutrition Research Paper Example | Topics and Well Written Essays - 1000 words

Community Nutrition - Research Paper Example Department of Health and Human Services (HHS). Unhealthy nutritional patterns impact the health of family members and can potentially lead to health problems such as obesity, hypertension, cardiovascular disease, or Type 2 diabetes. To achieve their optimal health, family members need to have a healthy nutritional intake. Nutrition is defined simply as the nutrients the body needs for the body to function. The effectiveness of body functioning depends on which nutrients a person takes in and whether the nutrients meet the physiological needs of the body. Family members living together in a household have access to the same foods, influencing the nutritional intake of family members, so it is important to address nutrition and nutrition promotion from a family perspective and not limit it to individual family members. All families experience some form of cost constraints, yet families with limited resources may find it more challenging to access adequate nutritional resources. Typically, low-nutrient, low-density foods—high in carbohydrates—are less expensive than foods with greater nutrient density. Families who cannot afford nutritionally sound, energy-dense food are more likely to be overweight or obese, which can lead to secondary health problems (U. S. Department of Health and Human Services, & U.S. Department of Agriculture,www.healthierus.gov). Cultural factors can also influence the nutritional intake of families, impacting food selection, meal preparation, and portion sizes. In some cultures, specific food items are on the table with every meal, such as tortillas or potatoes. Specific types of meat or vegetables may not be served or may be limited based on cultural or religious views. The family structure has been changing in America as well as globally. A variety of factors have led to alterations in family structure, including shifting parental roles, single-parent homes, and economic

Cloud Computing Essay Example | Topics and Well Written Essays - 1500 words

Cloud Computing - Essay Example Although this technology has many advantages to a global society, it has a number of risks that make it disadvantageous in its application. The development of the cloud computing technology spans a long historical period that has seen it the common phrase today in the in information technology today. In the 1950s the mainframe computer technology had many drawbacks that necessitated the need of sharing resources within computer networks in public institutions. During this time, the mainframe computers were slow and expensive and it was virtually impossible to provide each person with a mainframe computer. Consequently, the need for sharing information arose in public institutions where the number of computers were much less than the number of clients. To achieve this, the static terminals, which were used for communicating but had no processors, were invented to ensure that the CPU clock speed and the resources within the mainframe memory could be shared among various clients. Betwee n the year 1960 and 1990, cloud computing became more common as scientists suggested that it was possible to connect the whole world through the use a few data centers and numb terminals located from all over the world (Furht, and Armando 10). At this stage, this technology was foreseen as an invention that would globalize the world and connect all human beings within a cohesive network. The period between 1990 and 2000 has been a period of rapid transition of cloud computing technology. Telecommunication service providers adopted the virtual private network (VPN) in which their clients could access networks remotely. Also, this was the time when the cloud computing symbol was used by service providers to mark a separation between the core network and the client side of the network. After the proliferation of the internet technology, the internet formed common network where information could be shared and distributed within virtual computer systems. In 2000, companies such as the Am azon modernized their data centers and provided high capacity networks where information could be accessed by many clients in their online presence. Today, this technology has been adopted within the business systems to synchronize global business operations and form high capacity networks that can provide data to all clients in the world (Furht, and Armando 15). Cloud distributors have become popular as they adopt hardware Virtualization and utility computing that have become the drivers of the cloud computing technology. The cloud computing architecture is divided into two ends that separate the storage and the access sides. Strickland (2) regards the two sides of the cloud computing architecture as the front end and the back end. The front end side is constituted by the client’s computer network and the associated applications that facilitate access of the networks. Mozilla Firefox and the internet explorer are just some of the applications that are commonly used by client s to access the internet on the front end. On the other hand, the back end side constitutes the computers, servers and the autonomous data storage systems that allow the formation of a cloud that can be accessed from the front end. The internet forms a link between the front end and the back end as it forms the channel of communication between the clients and storage servers.

Static Force Analysis In Screw Jack Engineering Essay

Static Force Analysis In Screw Jack Engineering Essay Static friction is friction between two solid objects that are not moving relative to each other. For example, static friction can prevent an object from sliding down a sloped surface. The coefficient of static friction, typically denoted as ÃŽÂ ¼s, is usually higher than the coefficient of kinetic friction. The static friction force must be overcome by an applied force before an object can move. The maximum possible friction force between two surfaces before sliding begins is the product of the coefficient of static friction and the normal force: . When there is no sliding occurring, the friction force can have any value from zero up to . Any force smaller than attempting to slide one surface over the other is opposed by a frictional force of equal magnitude and opposite direction. Any force larger than overcomes the force of static friction and causes sliding to occur. The instant sliding occurs, static friction is no longer applicable and kinetic friction becomes applicable. An example of static friction is the force that prevents a car wheel from slipping as it rolls on the ground. Even though the wheel is in motion, the patch of the tire in contact with the ground is stationary relative to the ground, so it is static rather than kinetic friction. The maximum value of static friction, when motion is impending, is sometimes referred to as limiting friction,although this term is not used universally. Screw jack All metallic constructions and a accurately machine cut screw with a pitch of 5 mm crrying a double flanged turn table of about 20 cm dia fitted on a heavy cast iron base and complete with two adjustable pulleys cord hooks without wts. Small size, experimental demonstration type model with an aluminum turned pulley of about 10 cm dia is fitted on a screw jack which is fitted on a 12cm dia metallic circular base with an adjustable pulley and a linear vertical scale, over all height is about 15 cms with out wts. A screw is a shaft with a helical groove formed on its surface. Its main uses are as a threaded fastener used to hold objects together, and as a simple machine used to translate torque into linear force. Screw thread mechanics There are always three major components in practical applications of the screw thread mechanism : the    screw a generic name applied to a setscrew, leadscrew, bolt, stud or other component equipped with an external thread, the    nut refers to any component whose internal thread engages the screw, such as the nut of a nut bolt or a large stationary casting with a tapped hole into which a stud is screwed, and the    thrust bearing that is the contact surface between two components which rotate with respect to one another. Examples of thrust bearings include : the under-surface of a screw head which is being tightened by a spanner; the spherical seating of a G-clamp screw in the stationary self-aligning anvil. A nut can spin and move freely along a screw without contacting another component, ie. without the need for any thrust bearing, but a thrust bearing comes into existence immediately contact occurs and the mechanism is put to practical use. Clearly there is relative motion in the thrust bearing, and also between the nut and the screw and where there is relative motion there is    friction. We now examine the role of friction since it dominates the behaviour of the mechanism unless special ( read expensive ) means are taken to minimise its effects. When considering friction it doesnt matter which component rotates and which is stationary its the    relative motion which is important. We shall therefore analyse the jack shown here to deduce the general effect of friction on screw thread behaviour. The jacks screw is fixed; the nut is rotated by a spanner and translates vertically. The thrust collars only motion is vertical translation as it is prevented from rotating by contact with the load, one corner only of which is pictured. Since there is relative rotation between contacting nut and collar, the contacting surface assumes the role of thrust bearing. The nut shown here in plan is in contact with three bodies : the spanner exerts the torque    T which tends to raise the load ( analogous to tightening a nut and bolt ) the screw thread which exerts the frictional torque    Tt , and the thrust bearing which exerts the frictional torque    Tb . We are interested in the tightening torque    T, and, if the nut is in equilibrium then ( i)             T    =    Tt + Tb                                                             from which we can evaluate    T once    Tt and    Tb are found individually. Consider the thrust bearing first. We shall assume that the contact surface of area    A is in the form of a narrow annulus of mean radius    rb on which the uniform pressure is    W/A, where    W is the load supported by the mechanism. If the coefficient of friction in the bearing is    ÃŽÂ ¼b then the torque exerted by the frictional force on an area element ÃŽÂ ´A is    ÃŽÂ ´Tb    =    ÃŽÂ ¼b ÃŽÂ ´N rb    =    ÃŽÂ ¼b rb ( W/A ) ÃŽÂ ´A. Integrating over all the contact area ( ii)          Tb    =    W ÃŽÂ ¼b rb Consider now the thread which is square, of mean radius    rm and lead angle    ÃŽÂ ». The nut engages the screw with friction coefficient    ÃŽÂ ¼ corresponding to a    friction angle à Ã¢â‚¬   = arctan ÃŽÂ ¼. The static and kinetic coefficients of friction are taken to be essentially equal for this preliminary analysis. We wish to find the torque    Tt which must be exerted on the nut to offset thread friction and maintain the load    W in equilibrium that is either static or moving at constant speed. A torque which tends to raise the load is reckoned positive; a negative torque is one which tends to lower the load. Threaded Fastener A screw used as a threaded fastener consists of a shaft, which may be cylindrical or conical, and a head. The shaft has a helical ridge or thread formed on it. The thread mates with a complementary helix in the material. The material may be manufactured with the mating helix, or the screw may create it when first driven in. The head is specially shaped to allow a screwdriver to grip the screw when driving it in. It also stops the screw from passing right through the material being fastened and provides compression. Screws can normally be removed and re-inserted without reducing their effectiveness. This may make them preferable in some applications to nails, which are frequently unusable after being removed. A screw that is tightened by turning it clockwise is said to have a right-hand thread. Screws with left-hand threads are used in exceptional cases, when the screw is subject to anticlockwise forces that might undo a right-hand thread. Mechanical Analysis A screw is a specialized application of the wedge or inclined plane. It contains a wedge, wound around an interior cylinder or shaft that either fits into a corresponding plane in a nut, or forms a corresponding plane in the wood or metal as it is inserted. The technical analysis (see also statics, dynamics) to determine the pitch, thread shape or cross section, coefficient of friction (static and dynamic), and holding power of the screw is very similar to that performed to predict wedge behavior. Wedges are discussed in the article on simple machines. Tensile Strength Screws and bolts are usually in tension when properly fitted. In most applications they are not designed to bear large shear forces. When, for example, two overlapping metal bars joined by a bolt are likely to be pulled apart longitudinally, the bolt must be tight enough that the friction between the two bars can overcome the longitudinal force. If the bars slip then the bolt may be sheared in half, or friction between the bars (called fretting) may weaken them. For this type of application, high-tensile steel bolts are used and these should be tightened with a torque wrench. High-tensile bolts are usually in the form of hexagonal cap screws with an ISO strength rating stamped on the head. The strength ratings most often used are 8.8 and 12.9. The number before the point is the ultimate tensile strength in N/mm2 (or MPa) divided by 100. This is the stress at which the bolt will fail, i.e. break in half. The number after the point is the yield strength as a percentage of the ultimate tensile strength, divided by 10. Yield strength is the stress at which the bolt will receive a permanent set (an elongation from which it will not recover when the force is removed) of 0.2%. Mild steel bolts have a 4.6 rating. High-tensile bolts have an 8.8 rating or above. Types of screw jack Cap screw: has a convex head, usually hexagonal, designed to be driven by a spanner or wrench. Wood screw: has a tapered shaft allowing it to penetrate unrolled wood. Machine screw: has a cylindrical shaft and fits into a nut or a tapped hole, a small bolt. Self-tapping screw: has a cylindrical shaft and a sharp thread that cuts its own hole, often used in sheet metal or plastic. Drywall screw: is a specialized self-tapping screw with a cylindrical shaft that has proved to have uses far beyond its original application. Set screw:- has no head, and is designed to be inserted flush with or below the surface of the workpiece. Dowel screw:-is a wood-screw with two pointed ends and no head, used for making hidden joints between two pieces of wood. Shapes of Screw Head (a) Pan (b) Button (c) Round (d) Truss (e) Flat (f) Oval Pan Head: disc with chamfered outer edge. Button or dome head: cylindrical with a rounded top. Round: dome-shaped, commonly used for machine screws. Truss: lower-profile dome designed to prevent tampering. Flat or Countersunk: conical, with flat outer face and tapering inner face allowing it to sink into the material, very common for wood screws. Oval: countersunk with a rounded top. Types of Screw Drive Modern screws employ a wide variety of drive designs, each requiring a different kind of tool to drive in or extract them. The most common screw drives are the slotted and Phillips; hex, Robertson, and torx are also common in some applications. More exotic screw drive types may be used in situations where tampering is undesirable, such as in electronic appliances that should not be serviced by the home repairperson. (a) Slotted, (b) Phillips, (c) Pozidriv, (d) Torx, (e) Hex, (f) Robertson, (g) Tri-Wing, (h) Torq-Set, (i) Spanner (a) Slot Head has a single slot, and is driven by a flat-bladed screwdriver. The slotted screw is common in woodworking applications, but is not often seen in applications where a power driver would be used, due to the tendency of a power driver to slip out of the head and potentially damage the surrounding material. (b) Cross-head or Phillips Screw has a +-shaped slot and is driven by a cross-head screwdriver, designed originally for use with mechanical screwing machines. The Phillips screw drive has slightly rounded corners in the tool recess, and was designed so the driver will slip out, or cam out, under strain to prevent over-tightening. (c) Pozidriv it is patented, similar to cross-head but designed not to slip, or cam out. It has four additional points of contact, and does not have the rounded corners that the Phillips screw drive has. Phillips screwdrivers will usually work in Pozidriv screws, but Pozidriv screwdrivers are likely to slip or tear out the screw head when used in Phillips screws. Pozidriv was jointly patented by the Phillips Screw Company and American Screw Company. (d) Torx:-is a star-shaped or splined bit with six rounded points. (e) Hexagonal or hex:- screw head has a hexagonal hole and is driven by a hexagonal wrench, sometimes called an Allen key, or by a power tool with a hexagonal bit. (f) Robertson :-drive head has a square hole and is driven by a special power-tool bit or screwdriver (this is a low-cost version of the hex head for domestic use). (g) Tri-Wing:- screws have a triangular slotted configuration, and are used by Nintendo on its Gameboys to discourage home repair. (h) Torq-Set:- is an uncommon screw drive that may be confused with Phillips; however, the four legs of the contact area are offset in this drive type. (i) Spanner:-drive uses two round holes opposite each other, and is designed to prevent tampering Engineering Mechanics: Force Analysis in Static It is said that a chain is as strong as its weakest link, so is true for a structure. For a structure or a truss to sustain load all its members should be able to stand force acting on them. For optimal design of a structure it is essential to know the forces in the members, compressible or tensile. Structures are made to support loads. Structure is an assembly of number of members arranged in certain manner. When load acts on a structure this load is distributed to the constituent members of the structure in different proportions. Members experiencing large forces can be made stronger, members experiencing less force can be made lighter and redundant members with no force to support can be removed altogether. Thus static force analysis of structures can help to build cost effective, light and strong structures. Static Force Analysis in Structures Force acting on a member of a structure can be compressible or tensile. For the purpose of force analysis a sign convention can be assigned to the forces. Tensile forces, acting outwards the members and having a tendency to extend the member, is assigned positive sign. The force acting inwards any member and tending to compress the member is called as compressive force and assigned negative sign. Although a sign convention opposite to this one can also be followed with equal validity but the same sign convention should be adhered to throughout the analysis of a structure. There are mainly two approaches for static force analysis in structures. One approach is to section the structure under consideration and find the unknown forces by balancing the forces. Other approach is based on the principle that net force at any joint or node for static structure is zero. In either of the approaches force calculation is started from the support points as it is easier to determine the forces at the support points and further calculation of forces in the members of the structure becomes easier after knowing the forces at supports. Section Approach In the Section Approach the structure under consideration is sectioned at certain part such that the number of unknown forces is not more than two, for two dimensional structures. Unknown forces are assigned variables and components of the forces are taken along and perpendicular to any one of the unknown forces. For each of the two directions force balance equations are framed and solved for the unknowns. The components of the forces can also be taken along any fixed coordinate axis. For three dimensional structures the section taken can have up to three unknown forces. Nodal Approach In the other approach, to find forces in the members of a structure, net force at any joint is set to zero. Any joint connecting two or more members can be called as a node. One by one different nodes are considered for force analysis. To start with such a node will be taken which has not more than two unknown forces. Unknown forces are determined by writing net forces along any set of orthogonal axes and equating them to zero. For a simple structure one of the two approaches may be sufficient to determine the forces in members. But for complex structures single force analysis approach can become cumbersome for force analysis, therefore, a tricky combination and use of the two approaches can simplify the static force analysis in structures.

African Proverbs :: African Proverbs

African Proverbs African proverbs are thought of much more than artistic sayings. They symbolize real life situations in just a few words that consummate great meaning. In cultures without literature, proverbs provide an array of values and knowledge. Proverbs often, also provide entertainment because they may consist of rhyme or clever allusions. African leaders have turned to proverbs for their wisdom, and to acquire support and respect from their people. Proverbs are unforgettable not only because they abrupt, but because they take a complicated life situation and sum it up into a few comprehensive words. African proverbs convey an amorphous truth or experience, usually about frailty and the way that people intermingle with one another. When you think of one woman trying to lift a car; that is just absurd, but when others pitch in and help then it works better. That is an example of an African Proverb. It symbolizes how one person can’t accomplish an abstruse task without the help of others: †If one finger tries to pick up something from the ground, it cannot.† In life we are faced with many disputes and sometimes may need help. As the proverb says you can’t pick something up without the help of others. This instills manners, togetherness, and the fact that you are willing to take or get help from others. For some people this is a big step. This distinction examines the impact of family. People tend to take others or things for granted. What are you to do if one day you get into an accident and you legs get amputated? Without the help the doctor, there is no medical way that you will make it through that obstacle in your life. Finally, the day comes when you are about to graduate from high school, about to go into the working world and continue to further your education; you need not to forget where you come from. This is one example of a proverb that examines this: â€Å"A river does not flow so far that it forgets its source? When you go through that phase in your life where you are finally out on your own, people tend to forget all about their past and go on with the future.

Approach to Hr Data Collection, Storage and Usage

X's APPROACH TO HR DATA COLLECTION, STORAGE AND USAGE Within X data is being collected in a systematic approach of set guidelines. Subsequently stored and made easily available to all relevant people. Reasons why X collets HR data X needs to keep certain information in order to: satisfy legal requirements provide relevant information in decision making and for consultation requirement record contractual arrangements and agreements keep contact details of employees provide documentation in the event of a claim against the organisation The most important reason for collecting the HR data is to meet the legal requirement. In case of Government Department (e. g. Inland Revenue) demanding information on the number of employees, how many hours they work, their salaries etc X is obliged to provide these data. Furthermore, HR records contain information that can protect the organisation from claims (employee discriminated against or unfairly dismissed). Mainly though the HR data is collected in order to enable the organisation to make decisions related to the organisation and/or employees e. . human resources planning. †¦ Types of data that is collected within the X and how it supports the HR practice Within X there are many different types of data which is collected. Generally these fall into the following 3 ranges: employee records, company data and statutory records. Personal data is a type of data which consist of the following information: employee name, address, telephone number, next of keen etc. It enables H R to contact employees in case of last minute changes (over the phone) or any contractual changes (letters). Payroll data consist of a ‘basic pay’ and any ‘additional payments’. It allows HR to e. g. identify who is due for annual increment (X policy) through pay history monitoring as well as incorporate additional payments to the basic (contractual) salary e. g. honorarium or simply monitor number of employees with salaries over ? 40,000. Most importantly it facilitates employees’ salaries to be paid accordingly. Time data consist of absences (annual leave, sickness, maternity etc), attendances and time quotas. Employee absence is a significant cost to the business. Therefore, this type of data is mainly used by HR in order to manage absence effectively by accurate measurement and monitoring. Methods of storing records and its benefits There are two different types of storing data within X: automated and manual. Filling cabinets or reference book/diaries these are manual methods of storing HR records. Traditionally, filing cabinets are an effective tool for document storage as they provide users with visual prompts and tangible information. They are in a way a buck-up for all the automated types of storing data, which can be affected by a virus or an electrical failure. In the purpose of the legal actions employer is obliged to provide the originals of the employment contracts/ accident record books and other personnel records. Otherwise the employer must explain what happened to the original document along with the ‘statement of truth’. The Human Resources Information Systems (HRIS) is one of many automated methods of storing records within X. It is a reporting tool integrated with SAP HR that lets you request reports from inside Structural Graphics, which benefits the organisation: better analysis leading to more effective decision making higher accuracy of information/report generated more transparency in the system in higher speed of retrieval and processing of data reduction in duplication of efforts leading to reduced cost ease in classifying and reclassifying data fast response to answer queries improved quality of reports better work culture establishing of streamlined and systematic procedure mployee – Self Management UK legislation relating to the recording, storage and accessibility of HR data The most important UK legislation relating to the recording, storage and accessibility of HR data is Data Protection Act 1998. According to this act any data-user has to comply with a set of principles, which were designed to protect individuals from the misuse of data. General principles for data to be: fairly and l awfully processed; processed for limited purposes; adequate, relevant and not excessive; accurate and up to date; not kept for longer than necessary; rocessed in line with individuals’ rights; secure; and not transferred to other countries without adequate protection X is a public authority, hence The Freedom of Information Act 2000 plays very important role in data accessibility. Therefore, there are two fundamental rights with regards to the access for any person making a request for information to a public authority. The right: To be informed by the public authority whether or not the information requested is held by the Authority; and To have that information communicated to them Other UK legislations Acts: Limitation Act 1980 The Regulation of Investigatory Powers Act 2000 Anti-Terrorism, Crime and Security Act 2001 Statutory Instruments: Privacy and Electronic Communications (EC Directive) Regulations 2003 (SI 2003/2426) The Regulation of Investigatory Powers (Acquisition and Disclosure of Communications Data: Code of Practice) Order 2007 (SI 2007/2197) The Data Retention (EC Directive) Regulations 2009 (SI 2009/859) Directives: Data Protection Directive 95/46/EC Privacy and electronic communications Directive 2002/58/EC

Efficiency and Collaboration Proposal

Efficiency and Collaboration Proposal Learning Team D: Terry Hooks, Dante Legare, Reginald Mitchell, Javier Sanchez, and Stephanie Wright University of Phoenix BIS/220 Lakeesha Seawood November 10, 2011 Efficiency and Collaboration Microsoft Excel to Microsoft Access Benefits in the Work Environment The benefits of using Microsoft Access in the work environment for the Party Plates Company would be the ease of creating â€Å"contacts, issue tracking, project tracking, and asset tracking,† (Software-Matters, 2011). This program would help the company by maintaining the current clients and customers previous orders, attach receipts, shipment orders, and any other documents directly to their profile. The company will be able to forecast future orders and share the information across the company using Windows SharePoint Services. Using this option will help the employees share information, back up the data, and will ultimately keep everybody working in a joint collaborative effort. Reginald Mitchell The excel spreadsheets that are currently being used work primarily off of memory. If the save icon is not clicked all work will be lost if the program is closed accidently. The same tragedy can happen if there is a power loss as well. The benefits of using access are it works primarily off of storage. The data that is entered is automatically saved and the database is updated. While using access more than one person can work on the same file at one time. Excel only allows one person to use the spreadsheet at one time. Stephanie Wright Information from Excel Excel Exported to Acces. Examples of Tables, Reports and Queries. Javier Sanchez Suggestions for Improvement The implantation of the Transaction Processing System will help the company to monitor, collect, store and process data generated from the daily transaction. This system will replace the antiquated system that is in place currently. Transaction processing system Transaction processing system Transaction Transaction Business database Business database Detailed reports Detailed reports Paper plates Paper plates The data that is collected from transactions are placed into batches. This system is called Batch Processing. Using collaborative software such as Peachtree by Sage (www. peachtree. com) will help the company manage their financial transactions. Using this software the company will have access to sales ledgers, purchase ledgers, sales order processing. Stephanie Wright Conclusion In conclusion, the Party Plates Company would have easier access to pertinent data. By manipulating fields and properly formulating the tasks required in an excel spreadsheet, the company can track what is needed in each department and apply it to its database more efficiently. The Party Plates Company can also quickly make reports from each department within the company. For example, if the Supervisor or Department Manager of the Human Resources Department wanted a report on all personnel that had missed more than five days of work over a three month period, excluding holidays, vacations, and maternity leave. He or she would simply access the database and simply click the required field to receive the answers desired for the report in particular. With excel alone; this would be more of a tedious task. With excel one could enter the data in fields and have such data imported to access to be stored. This helps every business because the data is saved and can be retrieved at a later date if necessary for reports, strategy building, and brain storming new products or projects. If a database is built with the proper parameters the product will be more conclusive for the task of the company, or a department within the company that the database is built. In summary the implantations of the various information systems will allow the company to operate more effectively. Dante L. LeGare Reference Software-Matters. 2011. Microsoft Office Access benefits. â€Å"Software-Matters†. Retrieved from http://www. software-matters. co. uk/microsoft-access-benefits. html.

Happy Are Those Who Lose Imagination Essays

Happy Are Those Who Lose Imagination Essays Happy Are Those Who Lose Imagination Essay Happy Are Those Who Lose Imagination Essay They no longer are phased by the bones that they walk all over of their fellow comrades, they fail to show empathy for those around them and they cannot even bring homeless to make Jokes to try and lift the spirits of themselves and their friends. This is all a result of being exposed to the front line for so long. At first, we are baffled at this statement made by Owen, simply because In other poems, he tries to portray a sense of compassion towards those that die at War. The attitude that Is conveyed In Apologia Pro pomade and Dulcet Et Decorum Est In particular Is one of disappointment at the public for not showing enough sympathy. In Apologia, Owen even redefines beauty as the bonds that are formed in confined environments like hose at War. Therefore, in terms of this form of insensitiveness Owen opposes his usual messages in Insensibility. In the middle of the first stanza, Owen makes a bold statement, a lone sentence; The front line withers. , implying that it resembles flowers shrilling and dying. He then brings us back to reality and reminds us that the truth Is not flowers that are dying, but real men. He goes against the poetic click © of the men being compared to flowers, and strongly focuses on actuality. : This could be where Owen first addresses the topic of Imagination In his poem. HIS unwillingness to promote men as metaphoric resemblances to flowers could be an example of how he thought imagination to be pathetic. However, the idea of one being better off without it is not really evident in this stanza because by highlighting the reality of men dying, he is causing no Joy but more upset if anything. The third stanza opens with Happy are those who lose imagination; the same type of opening sentence as the others. Here, Owen creates the image of men who have been weakened to the state where they have been reduced to robot like creatures, only carrying out their duties, having lost the ability to think for themselves. This insensibility Is extended to the point where they do not even feel pain as their wounds can not more ache. Being surrounded by the red of blood has no affect on them any longer as they have become so used to It. Their eyes are rid of all the pain around them and they do not contemplate It to be anything out of the ordinary. I nose men nave Eden Don unearned Ana weakened to ten pilot winner teen can even laugh [at] the dying. With this, Owen is saying that these reduced men and owe numb to their surroundings and happenings; as they are numb, they are able to withstand the pain and not be affected by it. In the environment of war, where happiness ceases to exist, the next best thing to feel, is nothing. When you feel nothing, you do not feel pain or fear and so one could interpret this lack of sadness, as happiness. However, it is only really in the first part of the stanza that Owen conveys this message where imagination is a burden to the soldiers. The idea of men who are emotionless and have no imagination is no more appealing than the image f corpses and so Owens message could be more complex than the one of soldiers being better off without imagination. It could agree that being numb is less damaging than being vulnerable but it also builds up the image of these men acting like zombies. It treats imagination like something that can cause unbearable pain, but something that we all should have as humans. The fourth stanza elaborates on the message that is created in the first three. It mentions the innocent men who would sing along while marching unaware of what lies ahead. In comparison to those are the men who have been trained and have to make decisions rather than to simply follow orders. Their naivety is almost something to new and so in this case, lack of knowledge and imagination is something that is a form of protection against harsh reality. It could be construed that Owen does actually new those who do not suffer from the troubled thoughts that he does but who instead have no imagination. However, in the last stanza, Owen criticizes this same insensitivity to surroundings and War on the home front. He describes these men as stones because of their lack of emotion and feeling for the men suffering. He may even be cursing them with death as stones could be taken as tombstones. Owens greatest condemnation of those on the home front is that unlike the soldiers, it was by choice they made themselves immune and so it was their conscious decision to pay no attention to the countless number of losses at War. In this case, he despises those who do not have, or choose not to have the moral capacity to empathic and use their minds to help. The irregularity of the poem takes the attention away from the structure and sheds more light onto what Owen actually wants to be read. The use of paraphrase works in the same way; words such as shilling and shelling, and rid and red bring the focus more onto the meaning of his words rather than the sound of them. In many of his poems, Owen addresses this criticism of the home front being ignorant by choice to the suffering at War which include Dulcet et Decorum Est and Apologia Pro Pomade Memo.

Computer Espionage Example

Computer Espionage Example Computer Espionage – Coursework Example Module Computer Espionage There are different steps that any organization can take to reduce the possibility of its data being infiltrated. While these steps may not completely prevent any theft of information assets by various sources, they drastically reduce the chances of this taking place. In the first place, the company in question should seek to ensure that it has recognized and categorized all confidential data. What can be identified as confidential information may include workers records systems and consumer information systems such as account numbers, personal identification numbers, security numbers, and credit card numbers. The next step is to ensure that the present information flows are closely examined, and a risk assessment is performed. The organization should also establish what will be considered to be the appropriate channels of usage and access, and determine policies regarding information distribution, which will be regularly checked by an enforcement system (Ca rr 61). The organization can then establish a system that allows it to be able to monitor the progress of this risk analysis project on a regular basis. 2. Mutualy assured destruction is descriptive of any severe damage that Superpower nations inflict on each other. The weapon used to inflict this damage would be of nuclear origin. Cyber war cannot be said to be an asset that could be used in mutually assured destruction because it does not follow conventional practices of war. The activation of enemy viruses is not something that would result in mushroom clouds, double light flashes, and the large scale dissemination of radiation. Furthermore, cyberwarfare need not be engaged in by only superpowers (Carr 67). Ordinary computer technicians from nations all over the world are the individuals who periodically unleash viruses on definite institutions or nations. Cyberwarfare is, as it would seem, an equal opportunity employer that could result in the destruction or interference of syst ems belonging to any civilian or nation in the world. Work CitedCarr, Jeffrey. Inside Cyber Warfare: Mapping the Cyber Underworld. California: OReilly Media, 2009. Print. Computer Espionage Example Computer Espionage – Coursework Example Module Computer Espionage There are different steps that any organization can take to reduce the possibility of its data being infiltrated. While these steps may not completely prevent any theft of information assets by various sources, they drastically reduce the chances of this taking place. In the first place, the company in question should seek to ensure that it has recognized and categorized all confidential data. What can be identified as confidential information may include workers records systems and consumer information systems such as account numbers, personal identification numbers, security numbers, and credit card numbers. The next step is to ensure that the present information flows are closely examined, and a risk assessment is performed. The organization should also establish what will be considered to be the appropriate channels of usage and access, and determine policies regarding information distribution, which will be regularly checked by an enforcement system (Ca rr 61). The organization can then establish a system that allows it to be able to monitor the progress of this risk analysis project on a regular basis. 2. Mutualy assured destruction is descriptive of any severe damage that Superpower nations inflict on each other. The weapon used to inflict this damage would be of nuclear origin. Cyber war cannot be said to be an asset that could be used in mutually assured destruction because it does not follow conventional practices of war. The activation of enemy viruses is not something that would result in mushroom clouds, double light flashes, and the large scale dissemination of radiation. Furthermore, cyberwarfare need not be engaged in by only superpowers (Carr 67). Ordinary computer technicians from nations all over the world are the individuals who periodically unleash viruses on definite institutions or nations. Cyberwarfare is, as it would seem, an equal opportunity employer that could result in the destruction or interference of syst ems belonging to any civilian or nation in the world. Work CitedCarr, Jeffrey. Inside Cyber Warfare: Mapping the Cyber Underworld. California: OReilly Media, 2009. Print.

Why Spanish Uses EE. UU. as Abbreviation for U.S.

Why Spanish Uses EE. UU. as Abbreviation for U.S. Once you learn that Estados Unidos is Spanish for United States, you might predict that its abbreviation would be EU, just as we often use U.S. (or USA) in English. But the standard abbreviation is EE. UU. The Rule for Plural Abbreviations Although the abbreviation may seem unusual to Spanish students, abbreviations like it are common in standard written Spanish when shortening plural forms. Although the use of the periods in the abbreviation is standard usage and considered mandatory by some authorities, it isnt unusual to see the abbreviation without the periods: EEUU or EE UU. Sometimes the abbreviation EUA (for Estados Unidos de Amà ©rica) is used, and even USA can be found in trendy circles. Basically, the doubled letters (such abbreviations are called abreviaturas dobles in Spanish) are used to indicate that the main word abbreviated is plural. However, such a doubling of letters isnt if the plural word isnt the main noun in the phrase. For example, Organizacià ³n de las Naciones Unidas (United Nations) is ONU (U.N. in English.) The main noun here, the one that gives the phrase its gender, is singular: organizacià ³n. The doubling of letters comes from Latin, which explains some of the double-letter Latin abbreviations used in English also, such as pp. for pages and mss. for manuscripts. Identical abbreviations are used in Spanish: pp. for pginas and mss. for manuscritos. (Also commonly used is pgs. for pginas.) Such doubling is used typically when a single letter stands for a word. It isnt used used for most other abbreviations. For example, while ejemplo (example) can be abbreviated as ej., the plural form (that is, for examples) is ejs. Similarly, while usted (singular you) is abbreviated Ud., its plural form (plural you) is Uds. One of the exceptions is that the abbreviation for Buenos Aires (the city in Argentina) is Bs. As. Other Doubled Abbreviations Here are some of the other Spanish abbreviations that double the letters in the same way as EE. UU.: AA. PP. for Administracià ³n Pà ºblica (public administration)aa. vv. or AA. VV. for autores varios (various authors); VV. AA. and vv. aa. are also usedAA. VV. for asociaciones de vecinos (neighborhood associations)CC. AA. for comunidades autà ³nomas (self-governing communities)CC. OO. for comisiones obreros (labor commissions)DD. HH. for derechos humans (human rights)FF. AA. for Fuerzas Armadas (armed forces, used in Spanish and several Latin American countries)FF. CC. for ferrocarriles (railways or RR)FF. DD. for Fuerzas de Defensa (Defense Forces, used primarily in Panama)RR. HH. for Recursos Humanos (human resources or HR)RR. PP. for Relaciones Pà ºblicas (public relations or PR)JJ. OO. for Juegos Olà ­mpicos (Olympic Games)RR for reverendos (Reverends, Revs.)ss. for por siguientes (as follows, the following)SS. AA. for Sus Altezas (Your Highnesses)SS. HH. for Servicios Higià ©nicos (sanitary facilities, such as restrooms)SS. MM. for Sus Majestades (Your Majesties) Other Unusual Abbreviations Spanish also has a few common abbreviations that use punctuation (other than the period) or superscripts in ways that English doesnt. The more common ones are listed below; in many cases, more conventional forms are often used in addition to these. arto  for  artà ­culo  (article in legal documents)Bo  for  barrio  (neighborhood)Cà ­a  for  compaà ±Ãƒ ­a  (company)c/u  for  cada uno  (apiece, per unit)com.à ³n  for  comisià ³n  (commission)desct.o  for  descuento  (discount)N.a  S.a  for  Nuestra Seà ±ora  (Our Lady, referring to the Virgin Mary)s/f  for  sin fecha  (no date given)s/l  for  sin lugar  (no place given)s/n  for  sin nà ºmero  (no number given) Additionally, there are some forms such as  Abg.da  and  Dr.a  that have been used to refer to a female lawyer or doctor, respectively, although these are growing in disfavor. Key Takeaways The standard abbreviation for Estados Unidos (United States) in Spanish is EE. UU., although variations are sometimes used.The double letters are used in some other abbreviations as well when a single letter standards for a plural of the main noun.Some Spanish abbreviations use slashes and superscripts.

Chamberlin & Castings Plc Finacial Management Essay

Chamberlin & Castings Plc Finacial Management - Essay Example A takeover could be hostile and resisted by a company. This distinction is important with regard to valuation of the businesses and management of risk. The valuation of the Companies proposed to be merged is: 1st company: Castings Plc. Valued at ?85 M 2nd company: Chamberlin Plc. Valued at ?40 M The paper seeks to study Mergers and Acquisitions (M&A), the justifications for takeover/merger, rationale applied for target identification and financial justifications for the proposal and make an analysis of the proposal. I - Mergers and Acquisitions The advantages of M&A in meeting the Challenges of strategic development perhaps mainly rest on the ability it gives the companies to grow fast in a rapidly changing business environment. For instance, expansion into new products and new market areas through M&A process is simpler and faster compared to organic growth which could be slow in reacting to the external developments, consequently seizing the opportunities. On the other hand, the go vernments place restrictions on M&A though competition laws, for example Competition laws in European Union and Antitrust Laws in the US. Correa (2007, p. vii) states â€Å"While IP law deliberately subjects intellectual assets to the exclusive control of right owners, competition law seeks to avoid market barriers and benefit consumers by encouraging competition among a multiplicity of suppliers of goods, services and technologies†. ... one trillion.† After the collapse of junk bond market which has fueled M&A in 1980s, the increase in the M&A activities have started again and reached a phenomenal level in 1990s. These mergers were horizontal in nature in the field of oil, telecommunication and financial services mainly in the US. M&A activities follow a wave pattern and Johnson, Scholes & Whittington (2008, p. 349) state that the worldwide announced deals declined rapidly after 2000 (falling by nearly 30% in 2002 to about 25,000 deals). Justification for takeover strategy Corporate companies have been adopting Mergers and Acquisitions as a strategy for growth. M & A have been necessitated due to various reasons such as inorganic growth, cost reduction, access to technology, growth in market share, synergy in the operations, capacity utilization, entry into new markets, competition, need for capital, weakness in the capital structure of one of the merging company, tax considerations, brand value and stability in the operations. Rao (2009), states that the losses can also be carried forward indefinitely for relief against future income from the same trade Under UK Laws. The companies can explore the possibilities of taking advantage of this provision, through proper legal structure of the combined entity so that the accumulated losses could be set-off against the profits after merger. Relative valuation of the assets of a company and the general economic conditions can make the takeover proposal more attractive on a global basis. The revival in the US economy and the growing economic power of BRIC (Brazil, Russia, India and China) countries make the assets in the UK engineering sector attractive. Hochberg (2011, p. 23) predicts that M&A activity [in engineering sector] will increase in 2011 as the

Oral Business Report Case Study Example | Topics and Well Written Essays - 500 words

Oral Business Report - Case Study Example It produces a variety of dairy consumer products which are divided into four categories, namely: milk, cheese, butter & spreads, and cream. (Devondale, not dated) Devondale has been very particular about the consumers' demand and satisfying it. It also keeps track of the trends in the market and consumers' lifestyles through efficient market research. These researches help Devondale in transforming consumers' requests into finished products that are profitable for the business. Significant proportion of Australia's population is working and it is not easy for working people to arrange full meals in a limited period of time. People are also much more aware and conscious about health and nutritious food. Devondale used these finding to its advantage and came up with a range of low-fat products that were very appealing to the Australian consumers. (Devondale, not dated) Devondale's promotion slogan says "Wholly Australian". These slogans have a certain psychological effect on the consumers as a lot of times people buy products on the basis of the country of origin. These four TV advertisements and a magazine advertisement are going to help us understand the kind of impression that Devondale has been able to create as a brand and how it has become a market leader. Devondale's long life cream ad shows the di

To what extent have the decline of the traditional career and the Essay

To what extent have the decline of the traditional career and the qrowth of non-standard work arrangements led to a fundamental shift in the nature of the psych - Essay Example There is evidence of substantial changes in work and job profiles. The issues involved have far-reaching implications. This could lead to increased polarization of the work force, income disparities which is quite conspicuous now, and new forms of social exclusion. It may not be the end of work but its attenuation in terms of quality of life and of working life will boomerang. Have there been a decline of the traditional career and the growth of non-standard work arrangements and has this led to a fundamental shift in the nature of the psychological contract. This paper takes a close look at what could have been and what is. What is a contract? Contracts are a ubiquitous and binding feature seen in organisations the world over. A Contract serves as a bond that brings together employees and employers together to achieve the organisational goal. Although macro research has paid some attention to the study of contracts, such as by Williamson, 1975 (Robinson, Kraatz, & Rousseau, Changing Obligations and the Psychological Contract: A Longitudinal Study, Research Notes) 2, an elaborate study or focus on the research on this field leaves a lot to be desired. â€Å"Technological advancement is assumed to be the most irresistible driver of change. Technology will create new jobs and transform existing work to higher skill levels, or information technology will destroy jobs or degrade them into less skilled, more routine work (Changing Nature of Work 1999). The widespread shortage of IT workers suggests that jobs are being created on a large scale. Worker surveys indicate that skills and responsibilities have increased due to digital technology (Changing Nature of Work 1999)† (Kalleberg, NON-STANDARD EMPLOYMENT RELATIONS: Part-time, Temporary and Contract Work, www.cete.org, referred on 16.04.2006)3. â€Å"Martin and Butler (2000) found "widespread agreement" in the literature that the old employment contract is dead or

The Main Capabilities That Motivate LinkedIn Case Study

The Main Capabilities That Motivate LinkedIn - Case Study Example In 2011, the company’s revenues stood at $522.2 million making it the world’s largest professional network by 2012 (Yoffie and Kind 2012, p. 1). The company’s revenues and profits come from marketing solutions, premium subscriptions, and hiring solutions. LinkedIn became the first U.S social networking firm to participate in an IPO where it raised $270.2 million (Yoffie and Kind 2012, p. 1). LinkedIn has a mission to connect the world’s professionals to make them more productive and successful (Yoffie and Kind 2012, p. 3). Indeed, the company helps the members to access people, jobs, news, updates, and insights that help them to become good entrepreneurs (LinkedIn 2014). The company seeks to link about 640 million knowledge workers across the globe (Yoffie and Kind 2012, p. 4). LinkedIn has a vision to connect 640 million knowledge workers across the world (Yoffie and Kind 2012, p. 4). With such a promising mission and vision, the company attracts more than 5,400 full-time employees, 5.7 billion professionally oriented searches in 2012, and 186 million unique visitors in the first quarter of 2014 (LinkedIn Corporation 2014). The company enjoys about 36% of the online advertising market (Fawley 2013, p. 31-32). The company generated revenues from premium subscriptions (20%), marketing solutions (30%), and hiring solutions (50%) in 2011 (Yoffie and Kind 2012, p. 7-8). Most of its competitors could not match these revenues. LinkedIn adopts (R&D) Innovative product development to produce new products that will address market changes and customer needs. This defines a competitive advantage since other firms like Google + and Facebook are only applicable in specific occasions (Yoffie and Kind 2012, p. 1). This detailed strategic management analysis of LinkedIn Corporation addressed the internal and external environment of the company and identified the strategic challenges for the firm. Consequently, it proposed a set of rational options and derived the best applicable option that the company must adapt to survive in the competitive market.

Mrkt 4050 Essay Example | Topics and Well Written Essays - 250 words

Mrkt 4050 - Essay Example This is one of the ways to keep customers busy to avoid being bored as they wait to be served. However, its positioning and the content on the cover page attracted the attention of many people.   Ã‚  Ã‚  Ã‚   As I mentioned earlier, this magazine is amid to the family. Its general theme is women and house wives (People magazine 1). It had a lot of women ads next to interesting articles that may attract and people attention. The title was interesting and it made people have an urge to read what was in it.  Ã‚  Ã‚  The ad is about Jeep automobiles. The main objective of the ad is to persuade and convince potential customers to buy their products, and make their costumers to believe that they are among the best companies that care about the environment. The Jeep ad is the only automobile ad in the magazine. That’s a nice thing to do ad in a magazine with only your ad category. In my opinion it is smart way to ad in this kind of

Stromatic migmatites Term Paper Example | Topics and Well Written Essays - 2500 words

Stromatic migmatites - Term Paper Example evidence suggests that the stromatic coarse-grained rocks are formed by most of the fluid-present accompanied by equilibrium melting of the dioritic gneiss and by a crystallization dominated feldspar. Partial melting in the middle to lower crust may take place in response to dehydration of hydrous minerals such as muscovite, biotite, and amphibole or influx of externally derived hydrous fluids. (Mehnert, 1998) Geochemical evidence suggests that the melts may undergo a process leading to formation of various indigenous rocks, either  in situ  or while migrating from the site of melting  hence migmatites will form in regions of high structural forces, thickened crust and a number of field and experimental studies have indicated a significant potential for melt migration during deformation.   Despite several recent studies regarding the structure and formation of stromatic migmatites, a number of questions regarding the origin of these rocks remain unanswered. These unresolved issues include the role of fluid during partial melting i.e. whether the abundant coarse-grained rocks represent  in situ  or externally derived melts, the extent to which coarse-grained rocks compositions were modified by fractionation, and the possible relationships between melting, melt migration and the forces due to their origin. (Raymond, 2002) The purpose of this paper is to present an analysis of data from both the origin and chemical composition in an attempt to explain the geological structure of stromatic migmatites and thereby contribute to a better understanding of the causes and consequences of partial melting and other large collisional forces resulting in the formation of these structures. The two types of migmatites i.e. stromatic and patch migmatite are distinguished based on the morphology of the constituent grains and type of host rock. Stromatic migmatites are typically light grey, quartz monzodioritic to greenish gray- pinkish gray coarse-grained rocks while patch

Mrkt 4050 Essay Example | Topics and Well Written Essays - 250 words

Mrkt 4050 - Essay Example This is one of the ways to keep customers busy to avoid being bored as they wait to be served. However, its positioning and the content on the cover page attracted the attention of many people.   Ã‚  Ã‚  Ã‚   As I mentioned earlier, this magazine is amid to the family. Its general theme is women and house wives (People magazine 1). It had a lot of women ads next to interesting articles that may attract and people attention. The title was interesting and it made people have an urge to read what was in it.  Ã‚  Ã‚  The ad is about Jeep automobiles. The main objective of the ad is to persuade and convince potential customers to buy their products, and make their costumers to believe that they are among the best companies that care about the environment. The Jeep ad is the only automobile ad in the magazine. That’s a nice thing to do ad in a magazine with only your ad category. In my opinion it is smart way to ad in this kind of

Why Culture is Everything for Remote Teams Essay Example for Free

Why Culture is Everything for Remote Teams Essay Earlier this year I participated in a group to plan the Long Service Awards for the NHS. I am going to look at the group dynamics through the Tuckman Guide to Group Dynamics. Each year our NHS trust gives out Long Service Awards to staff who have 20,30 or 40 years service with the NHS. The awards are given out at a celebration buffet by our Chairman and the Executive Directors are in attendance. In order to prepare for the event, the HR assistants come together as a group with the band 4 in charge of the project. This year as part of my development I was in charge of the project. I had to bring the groups together and got through all the tasks from receiving the staff lists, organizing the event to being there on the day to make sure everything runs smoothly. Forming The team met and I explained the process of the Long Service awards, the different stages, and time frames. As a lot of the HRAs where new to the role, a lot of support was needed The HRA’s where each gives the staff for the Divisional Business Unit and the first stage would be to check all the staff on the list for 20,30 40 years services and contact them. I explained that this needs to be completed by the end of January so that numbers could be calculated to order for us to book the Room, Food, Frames, and certificates. Storming The team went back to their relevant DBUs and started to check staff service history and then contact staff. I found that at this time the HRA’s where at different stages. Some of the DBU’s where larger than others and so some HRA’s had more work but when they asked for help from others with less staff, the others would not help which caused conflict and negativity. We met up again to discuss what was happening and to make sure team was working and to see what we could do about the team members who had more work and to talk about more collaboration within the team. Norming We started meeting more and the team members got more involved making suggestions. I delegated out parts of the project. To the team and they were more focused and knew what needed to be done. I delegated out parts of the projects (i.e. checking on the prices of frames, vouchers, rooms, and food to get the best value for money). Performing On the day of the event, we arrived early to set up and make sure that everything arrived on time ticking items of on the checklist as they arrived. The awards were a great success, 120 staff showed up, there were a few issues which we dealt with on the day, where staff at gotten the wrong amount of years but all the staff enjoyed themselves. Adjourning At the end of the event, the executive Director congratulated us saying how everyone had to enjoy themselves. We pack up and went back to the office to sort through the rest of the certificates and vouchers for the staff who had not been able to attend and to talk through what we did that worked and what needed improvement. The major thing that did come out was more communication and meetings at the beginning to make sure the team knew what was expected of them and so help us all work as a team. Whilst the team was working on the Long Service Awards we had a few conflicts with the team. The first was at the beginning when staff that had smaller staff lists would not help those that had the larger lists. I resolved this using the collaborating mode of the Thomas Kilman Instrument, bringing the group back together and talking through the issues. Asking staff who had the capacity to help others. The second was later when we were meeting more often, one of the team did not drive and so it was talking her 1 Â ½ hours each way for meetings. This was resolved by using the compromising mode of the Thomas Kilman instrument by moving the meetings around the footprint of the Trust in the separate DBUs not just at Trust HQ and checking to see if any staff could offer lifts when required.

Evolution Of Human Resource Management Functions

Evolution Of Human Resource Management Functions During the early stages of the industrial revolution, employees who worked in factories had to undergo extremely harsh conditions where they were underpaid and had to work for long hours under very poor conditions of hygiene. These conditions outraged the employees who worked in such factories and they initiated labor riots. As a result of these riots the government intervened to provide basic protection for labors or employees of such factories. This was done through the introduction of statutory regulations and all factory owners were required to comply with these statutory regulations. As a result the factory owners were forced to set up a department to look into employee wages, employee welfare and to address other issues concerning labor. This led to the development of Personnel Management. The evolution of Human Resource Management could be said to have started with the industrial revolution when factories had established personnel departments to look in to wages and welfare of employees. It could be said that the Personnel Management approach gave way to the Human Resource Approach. Personnel Administration: Personnel Administration concerns day to day activities and existing problems of employees. Personnel Administration could be identified as a reactive tool. Scientific Management: Scientific Management suggests there is a specific or a best way of doing things. In Scientific Management human beings were considered as machines, their feelings and attitudes were disregarded. The main aim of Scientific Management was only to maximize the productivity of the organization. Human Relations Movement: Human Relations Movement always anticipated the future unexpected occurrences before considering the current issues and believed in synergy. Government Regulations: Government Regulations were put into place so that all employees would at least get basic protection from basic forms of unfair treatment. There are mainly four acts which were put into place for this purpose. Equal Pay Act (1970) This act prohibits and less favorable treatment between men and women in terms of pay and conditions of employment. Here, the term pay is interpreted in a broad term and covers areas such as holidays, pension rights and company bonuses. Sex Discrimination Act or Gender Discrimination Act (1975) This act exists to protect men and women from discrimination on the grounds of sex. The Sex Discrimination act is mainly in relation to employment, training, education, harassment, provision of goods and services and in the disposal of premises. Race Relations Act (1976) This act exists to prevent discrimination on the grounds of race. The act also covers discrimination on the grounds of color, nationality, ethnicity, provision of goods and services, education and public functions. This act also established the Commission for Racial Equality. Disability Discrimination Act (1995) This act makes it unlawful to discriminate against people in respect of their disabilities in relation to employment, the provision of goods and services, education and transport. Human Resource Movement: With the Human Resource Movement greater attention was given towards social responsibility and social well being. There was more emphasis give to the relationship between employers and employees. Employee ideas and initiatives were encouraged. Strategic Human Resource Management: In Strategic Human Resource the importance of human resource considerations in long range strategic planning has been recognized. Under Strategic Human Resource Management not only one section or department of the organization would be considered but instead the organization as a whole would be considered. The Personal Management Approach (Early 20th Century) The usage of Personnel Management Approach was prominent throughout the early 20th century even though it remained administrative in nature. The Personnel Management Approach mainly concerned itself with, Keeping employee records Ensuring compliance with stated policies Implementation of functions such as recruitment, training and wage administration Taking welfare oriented measures such as providing medical care and vaccinations Attempting to increase productivity through wage increases and training, and enforcement of standards Dealing with trade unions and trying to solve industrial disputes through collective bargaining and other industrial relations approaches Conducting performance appraisals The Personnel Management Approach tried to convince workers of the business interests, and convince management of workers interest and also increase awareness of business about social responsibility. Personnel Management was mostly not involved in the companys strategy and operations aspect. The Traditional Human Resource Approach (Late 20th Century) The Traditional Human Resource Approach evolved during the late 20th century with the development and introduction of new theories such as Maslows hierarchy of needs theory. In the Human Resource Approach the employees of an organization were considered as valuable resources. Unlike the Personnel Management Approach the Traditional Human Resource Approach was not merely a staff function but it was more and more involved with business operations. The following could be identified as the main differences between the Personnel Management Approach and the Traditional Human Resource Approach. Motivation was given to employees through various forms such as free holidays, creating an active and social community within the workforce besides monetary incentives. Training and Development was not only focused on providing work related skills but also focused on changing attitudes and development of basic skills Wage and Salary Administration became more complex with the introduction of performance related payment schemes The Strategic Human Resource Approach (21st Century) The Strategic Human Resource Approach aligns individual goals and objectives with corporate goals and objectives, and rather than enforce rules or dictate terms, acts as a facilitator and promotes a participative approach. The following could be identified as the main differences between the Traditional Human Resource Approach and the Strategic Human Resource Approach. Increased reliance on performance based short term contracts instead of long term employment Direct linkage of compensation to the profitability of the enterprise and the employees contribution towards such profitability New dimensions for training and development function by encouraging and facilitating innovation and creativity How Personnel Management and Human Resource Management Differ Personnel Management can be viewed as a tool and it concerns organizational rules and regulations and also ongoing issues. Whereas, Human Resource Management first looks in to the long lasting future and analyzes Human Resource needs. Further, Human Resource Management uses an integrated approach to achieve those needs with the congruence of corporate objectives. Role, Tasks and Activities of a Human Resource Practitioner A Human Resource Practitioner has the opportunity to help shape the success of any organization. There are many roles, tasks and activities that a Human Resource Practitioner should do such as, Maintain and implement an effective HR data system and also manage the filing system and records for the department. Document and update job profiles for all employees. Maintain and review approved manpower plan with the relevant stakeholders on a continuous basis as per the identified needs and requirements. Develop and implement a Project Employment equity plan as champion / driver of the function. Ensure timed contracting and processing of employment and compensation matters. Ensure all terminations are processed timorously in that structured exit interviews are conducted for employees, leaving and relevant documentation completed. Distribute records to and liaise with all relevant departments within the Company. Assist in developing and implementing new and reviewing existing policies and procedures. Conduct roll-out sessions with staff. Handle all HR / personnel related queries and correspondence timorously and escalate if needed. Ensure orientation and induction for all new employees on HR related issues are conducted. Implement, support, advise, coordinate, monitor and report on Performance Management System. Reporting compile and distribute reports on HR activities. Maintain leave records and execute leave audits when required. Employee relations. Employee wellness. Role of a Line Manager Line managers are managers who are responsible for an employee or work group. Many organizations line managers now carry out activities, which were traditionally within the remit of HR such as providing coaching and guidance, undertaking performance appraisals and dealing with discipline and grievances. In many cases, they also carry out recruitment and selection in conjunction with HR. First, it is important for line managers to keep a positive relationship with their employees, so that the employees will have higher level of job satisfaction, commitment and loyalty, which are associated with higher levels of performance or discretionary behavior. A line manager can also attend to the above-mentioned if he or she does performance appraisal. In addition, Line managers also play a strong part in structuring peoples actual experience of doing a job. Never the less, it is important that line managers see through the weaknesses of the work force and guide, train or coach them with proper directions where the employees can perform their work in a higher manner. In the role of a line manager, they always involve the employees in communication, especially when it comes to taking decisions or solving a problem in the line this also known as employee engagement. When working as a line manager and playing its role, the employees should feel easy and comfortable to discuss matters with their line managers. Therefore, the line managers should be opened to his or hers loyal work force. Last but not the least it is very important for a line manager to recognize the contribution of an employee to his work place. Line Management Responsibilities To have a good working relationship with the people who works under the line managers they will have to have some responsibilities that would make it effective. There are some factors that should be taken in to consideration such as, The Line Manager should make an effort to build a relationship with the workers under him that would be productive to the company. When the manager builds a good relationship with the workers, the workers will be happy to work and they can have discussions and gain more ideas through the workers knowledge as well. The team work with the workers will be very effective and this will increase the productivity of the company. The Line Manager should very careful when he conducts the performance of the employees since it might affect the employee positively or negatively. The Line Manager must provide more opportunities to the employees to have more discussions, more work, and responsibilities of the activities they do in order to get them more confident on a regular basis. This will help the employees know what the targets are and they will be kept remembered. This will help them stay focused and work in order to achieve the target. The focus on the performance and the work that the employee and manager do must be a two way process and both of them should be able to discuses and express their opinion about the performance and what are the factors that affect the final outcome. The Line Manager should set an example in a way that he would be the first one to reference by any employee when a problem arises or when a decision must be made. This also means gaining the respect that is needed by a manager must be earned by the Line manager. The Line Manager should provide regular updates on information and knowledge to the employees in order to keep them sharp. Some information and knowledge can be only accessed by the manager and it is up to the manager to ensure he updates on employees on their employees significant areas. The manager must make sure he has regular meeting and discussions in order to inform the employees on the development, problems and also remind them the goals and objectives of the company. So the employees know what is happening around the company and how they must act to overcome the issues. The Line Manager must identify the employees strength and weakness personally and must be able to make use of it for the benefit of the company. If an employee has a particular strength the manager must use it to the advantage of the company and if the employee has a weakness then the manager must help the employee to overcome this weakness. The Line Manager should appreciate the employees on their good work and as well as advice them on the inappropriate work. The manager must be able to send the message straight and make himself clear for the employees. The Line Manager should provide advice and support when it is needed by the employees. The Line Manager should support the fact that some employees need training and he must help them gain it. To carry out all these responsibilities efficiently the Line Manager needs to know all the employees job description and work specification. So when the Line Manager has a clear view on that the clarity will exist when making decision and as well as the Line Manager will know the limits of each employees. So being a Line Manager the managers responsibilities are mainly having a good relationship with the employees and understanding their needs and wants and leading them to do the activities that the manager requires them to do. Making the employees work in a way that they are satisfied with their work and letting them know that the company does care about them in order for them to work with their heart. Any manager must know how to get to any employee since not all the employees are the same and not everyone will be satisfied with the way the manager treats the employees. Hence, understanding the employees demands and understanding a way to gain their respect is very vital. Human resource planning Human resource planning is the term used to describe how companies ensure that their staff is the right staff to do the jobs. It is a systematic process of matching the interest, skills, and talents of individual community members with the long term goals and economic opportunities in the community. This process anticipates and maps out the consequences of business strategy on an organizations human resources. It is reflected in planning of skill and competence needs as well as total headcounts. For resourcing strategies to be implemented they must be translated into practical action. The strategic process can be organized logically. For these decisions to be taken, information must be obtained, consequences gauged, political soundings taken and preferences assessed. A clear Human resource plan includes benefits such as: Highlighting opportunities for strategic partnership that allow communities and other partners to share the benefits, risks and training costs. It provides for small successes that are encouraging and motivating for the community members and others that the program is on track. Making it easy to evaluate progress (especially client feedback) and to present funders, partners, and community members with effective information about the progress. The Human Resource Planning Process In order to compartmentalize the Human Resource Planning process, it will be broken down under five main general headings, under which each company will be analyzed against, so that the contrast in how they differ in planning processes can be identified Environmental Analysis The first step in the human resource planning process is to understand the context of human resource management. Human resource managers should understand both internal and external environments. Data on external environments includes the following: the general status of the economy, industry, technology and competition; labor market regulations and trends; unemployment rate; skills available; and the age and sex distribution of the labor force. Internal data required include short- and long-term organizational plans and strategies and the current status of the organizations human resources. In Standard Chartered, Human Resource Managers have surveyed the environmental arena and have undertaken activities that enhance their business performance now and for the long-term. They have also look for ways to ensure the economic development of the countries Standard Chartered Bank operates in, how to have a positive impact on the environment and society, as well as contributing to good governance. Human Resources have helped maintain an integrated view of how Standard Chartered does business that takes into account economic factors, the environment, community, and good governance. They have identified seven sustainability priorities by consulting key stakeholders such as government, academics, socially responsible investors, non-governmental organizations (NGOs) and peers. They now deliver on this agenda by using the core skills and talents of their employees; providing quality financial services; and leveraging Standard Chartered Banks geographical footprint and international status to be a force for good. Standard Chartered Banks Human Resource Managers have thus analyzed its environment and have enhanced their labor and employment practices through collective bargaining agreements with the Local Unions and focused interaction with all labor regulatory authorities and agencies thus demonstrating the promotion of the principles of human and labor rights. The Bank also has a Diversity Inclusion (DI) Council. Designing the Management System A proper concise system is a vital necessity and needs to be in place, in order to handle the Human Resource process. The overall aim of this system is to manage human resources in line with organizational goals. The system is in charge of human resource plans, policies, procedures and best practices. For example, the system should track emerging human resource management trends, such as outsourcing certain non-core functions, adopting flexible work practices and the increased use of information technology, and, if appropriate, implement them. Standard Chartered Bank has signed a seven-year outsourcing contract, worth US$200 million, with Atos Origin for the management of its data services infrastructure in the Asia Pacific region. The agreement covers the banks data services in Hong Kong, Singapore and Malaysia. Atos Origin says it will aim to deliver improved performance levels and costs to the bank through the deployment of new technology and the standardization of processes. Commercial banks Human Resource system took a different approach and identified a more lucrative benefit can be made by outsourcing their existing pension scheme. Thus it resulted in the bank hiring Hewitt Outsourcing Services (India) Ltd, to convert its existing pension scheme, from a defined benefit plan to a defined contribution plan. As a result the group post-tax profits rose 39.46 percent to 2.37 billion rupees during the nine month period, compared with the same period last year. Analyzing Supply Organizations can hire personnel from internal and external sources. The skill inventories method is one of the techniques used to keep track of internal supply. Skill inventories are manual or computerized systems that keep records of employee experience, education and special skills. A forecast of the supply of employees projected to join the organization from outside sources, given current recruitment activities, is also necessary. For example, Standard Chartered, during the recession, Human Resource analyzing the surplus in employees, and having to cost cut to coincide with the new survival strategies of the company started to take attrition approach. Attrition is the process whereby the existing employees leave their jobs for various reasons or gets downsized. Those jobs will be kept vacant or unfilled. Attrition or hiring freezes or ban on employment can be implemented organization-wide or department-wise or job-wise if the Human Resource Manager forecasts a surplus manpower in the organization. But if the attrition rate is continuous and high then it is high time the concerned authorities in the organization have introspection and take remedial actions. High Attrition is a sign of bad reputation for the organization as a working place. Under the analyzing supply in terms of Human Resource planning process Commercial Bank operates on a different avenue. If future surplus is estimated, Commercial Bank has to plan for redeployment, redundancy etc. If surplus is estimated in some jobs/department, employees can be redeployed in other jobs/departments where the deficit of employees is estimated. Commercial Bank also makes plans for training or reorientation before redeployment of employees. Redeployment takes place in the form of transfers. If the deficit is not estimated in any job/department and surplus is estimated for the entire organization, Commercial Bank then, starts consultation with the trade unions and plans for redundancy or retrenchment. Reconciliation and Planning The final step in human resource planning is developing action plans based on the gathered data, analysis and available alternatives. The key issue is that the plans should be acceptable to both top management and employees. Plans should be prioritized and their key players and barriers to success identified. Some of these plans include employee utilization plan, appraisal plan, training and management development plan and human resource supply plan. A good example of this would be to go back to the times where recession hit, and Standard chartered had done extensive research on employee utilization plan, and more importantly the downsizing to keep them afloat. The HR identified key managers and put into action a redundancy plan which was as followed: Standard Chartered redundancy plan This plan covered type and number of employees, time of and place of retrenchment, type of help to be extended to retrenched employees in the form of compensation, help in getting new job, priority in filling future vacancies. Redeployment, Redundancy/Retrenchment Programs: 1. Outplacement: Outplacement programs also intended to provide career guidance for displaced employees. This programs covers retraining the prospective displaced employees who can be redeployed elsewhere in the organization, helping in resume writing, interview techniques, job searching. 2. Layoffs: Layoffs can be temporary or permanent. Temporary layoffs are due to the slackness in business, machinery breakage, power failure etc. Workers are called back as soon as work resumes to the normal position. Permanent layoff is due to liquidation of the company. Proper human resource planning leaving the workforce at proper level can help to reduce this effect. 3. Leave of Absence without Pay: This technique helps SC to cut the labor cost and the employee to pursue his self interests. This technique also helps the company to plan for eliminating the unnecessary job in a phased manner. This concept serves or a productive method to help employees prepare for future changes. Work Sharing: Some areas of SC offer employees the opportunity to share jobs or two employees working one-half time each. This technique solves the problem of retrenchment in the short run. This is in vogue in advanced countries but not acceptable to workers unions especially within the Asian region. Reduced Working Hours: Under this technique, each worker, works less hours, and receives less pay, so that two jobs are saved. Again this is not prevalent in the Asian region and other developing countries. Voluntary/ Early Retirement: Another issue is early retirement. SC has taken a page from the Government of India who introduced Voluntary Retirement Scheme under the caption Golden Handshake in order to solve the problem of overstaffing in Public sector. This technique solves the problem of excessive supply of future inventory over the demand for the human resources. In short it is popularly called as VRS. Evaluation of the Recruitment Selection Procedure of Both Standard Chartered Bank and Commercial Bank. Recruitment: The aim of the recruitment is to ensure that the Organizations demand for employees is met by attracting potential employees (recruits) in a cost effective and timely manner. Selection: Employee Selection is the process of putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. Effective selection can be done only when there is effective matching. By selecting best candidate for the required job, the organization will get quality performance of employees. Standard Chartered Bank Recruitment process of Standard Chartered Bank The banks Management Development Scheme takes place in Colombo, where they recruit management trainees. Never the less, Standard Chartered Bank has provided the opportunity for those candidates who are interested in this scheme to apply to their local cities. Per year around 40 management associates are been recruited. The aim of the management is to recruit graduates and post graduates with different backgrounds and experiences yet, the best and the brightest talent in market. Whom do they recruit? Young and talented graduates or postgraduates, who are willing to start their career in the financial service industry Career-oriented person Consistent academic performer throughout his/her education Innovative, ambitious, energetic and business oriented person Recruitment criteria Standard Chartered Bank recruits the most talented individuals from the external market to supplement their internal pipeline of talent. Their Human Resources department provides guidance on the use of psychometric tests and has robust recruitment criteria to ensure that all candidates are treated fairly, equally and with respect. It has a global Graduate Recruitment Program; where in the region of 150 graduates are recruited each year on a management trainee program across all businesses, functions and countries. Analysis for Standard Chartered Banks recruitment Human Resource Recruitment is defined as any practice or activity carried on by the organization with the primary purpose of identifying and attracting potential employees. The goal of an organizational recruitment program is to ensure that the organization has a number of reasonably qualified applicants (who would find the job acceptable) to choose from when a vacancy occurs. Selection Process of Standard Chartered Bank Employee selections at Standard Chartered Bank are based on knowledge, skills and talent. The bank is committed to provide the equal opportunities to all employees regardless of gender, race, age, disability, nationality, ethnic origin or material status. Never the less, Standard Chartered Bank also identifies what unique strengths each individual brings, to the roles they carry out and the development of these strengths. Standard Chartered Bank mostly uses face-to-face interviews as their selection method. Therefore, when suitable applicants are been chosen through the recruitment process the bank set appointments for interviews with them. Afterwards, upon arrival, have each interviewee fill out a job application form and give them a copy of the positions written job description. After interviews are completed, human resource manager of Standard Chartered Bank selects two or three candidates that fits for the vacant job and have them come in for a follow-up interview. This is where the management discuses about salary, benefits etc. Thereafter, the final employee selection takes place based upon these second-level interviews and makes an offer to the Human Resource Managers first choice. Analysis for Standard Charted Banks selection Any organization that intends to compete through people must take the utmost care with how it chooses organizational members. Personnel selection is the process by which companies decide who will or will not be allowed into their organization. Several generic standards should be met in any selection process, which are reliability, validity, utility, and legality. Standard Chartered selects employees based on knowledge, skills and talent. They are committed to providing equality of opportunity to all employees, regardless of gender, race, nationality, age, disability, ethnic origin, or marital status. Commercial Bank Recruitment Process of Commercial Bank The human resources staff at Commercial Bank first makes sure recruitment plans are set based on business goals and analyzing of history. Then looks at the job a requirement and list the skills, knowledge, experience and ability needed. Mainly the recruitment activities of the bank are carried out at least four times per year. Shown below are some figures, which have been taken from a past year. Five employees retired under normal retirements. Fifteen resigned under voluntary retirement. Four resigned Four dismissed. Three expired during the period under view. Commercial Bank has also come up with new recruitment opportunities due to the expansion of the bank. Therefore, to fill these vacancies Commercial Bank follows the internal and external recruitment methods. Whereas, it should be noted that when there is a vacancy the bank first tries to fill the space with an existing employee by following the internal recruitment method. If the requirements cannot be met by the internal method then they move into the external recruitment. In addition, it is clear that the bank follows both ways to select the best candidate. The internal procedure This method is used to fill a vacancy of Commercial Bank, using an existing employee with the right requirements and qualifications. Therefore, if there is any vacancy the management of the bank will advertise it in the internal newsletter, which is handed over to all the employees making more space for opportunities. Within one weeks time if the bank finds a suitable person from the company itself to fill the vacant position, most probably they are given the job. Commercial Bank faces many advantages due to the internal recruitment method. They are as show below, Cost effectiveness the bank should invest money upon recruitment, selection and training development when picking an employee externally. This can cut off by the internal method of recruitment. Gives more motivation to all the employees and leads to promotions. Increase commitment to the company by the employees. The external procedure Commercial Bank d

Back to Nature in Henry David Thoreau’s Walden Essay -- Thoreau Walden

In Walden, Henry David Thoreau explains how a relationship with nature reveals aspects of the true self that remain hidden by the distractions of society and technology. To Thoreau, the burdens of nineteenth century existence, the cycles of exhausting work to obtain property, force society to exist as if it were "slumbering." Therefore, Thoreau urges his readers to seek a spiritual awakening. Through his rhetoric,Thoreau alludes to a "rebirth" of the self and a reconnection to the natural world. The text becomes a landscape and the images become objects, appealing to our pathos, or emotions, our ethos, or character, and our logos, or logical reasoning, because we experience his awakening. Thoreau grounds his spirituality in the physical realities of nature, and allows us to experience our own awakening through his metaphorical interpretations. As we observe Thoreau ¹s awakening, he covertly leads us to our own enlightenment. Thoreau submerges us into the text through his language, thereby allowing us to come as close to his experience of solitude in nature as he allows. Author Lawrence Buell explains that, as "Walden unfolds the mock serious discourse of enterprise, which implicitly casts the speaker as self-creator of his environment, begins to give way to a more ruminative prose in which the speaker appears to be finding himself within his environment" (122). Buell explains that Thoreau invites us inside the text and allows us to see the images he sees and to feel the life around him. His strategy is to disengage us from the chains that society so elegantly places around our ankles, and allow us to return to where we are closest to our natural essence. This essence can only be found, according to Thoreau, by secluding ourse... ...again. We are the beautiful life represented by the "bug," and our advancements have only created the barriers that surround us. The last image Thoreau creates is one of perseverance and hope for our rebirth. Thoreau sees beyond the power and economic structures that society creates and offers an alternative. He uses Walden Pond as his central metaphor and recreates his experiences through his imagery. His recognition of the pond, and the natural world surrounding it, not only establishes an atmosphere for spiritual growth, but also succeeds in creating a paradigm for society to follow in order to achieve the same. He assembles an instruction manual for the purpose of spiritual discovery and discovery of the self. Work Cited Thoreau, Henry David. Walden. 1862. Walden and Other Writings by Henry David Thoreau. Ed. Joseph Wood Krutch. New York: Bantam, 2001.

The Raven and Ligeia a comparison Essay examples -- English Literature

The Raven and Ligeia a comparison Although the two tales are presented in different literary forms the tales themselves deal with remarkably similar subject matter. So much so that it is possible to compare the style of each with but a little reference to the general themes of the two works. The Raven and Ligeia are both about loss. The narrators of both tales have lost the dearest thing to them, a woman of incomparable talents and beauty. That the loss of this woman has happened for different reasons does not matter for it is how this loss manifests itself in the lives of the narrators that provide the drama and the poignancy of the stories. In each we discover the narrator is dwelling upon that woman that he adored and in each we find the peculiar way in which they deal with this. In the Raven a man sits alone in his chamber reading ancient tomes trying desperately to keep his mind from thoughts of his lost Lenore. But he hears the sounds from without the chamber that could be perhaps the ghost of his beloved. It is this irrational hope and fear that the bounds of death can somehow be transcended and that he might once more speak with his love that begins to lead to his irrational behaviour. When the titular Raven makes it's appearance the narrator is worked into such a fever of imagination guilt and fear that he perceives the bird as some emissary from beyond. So it is that it's constant repetition of "nevermore" are taken as both confirmation that the spirit of Lenore lives on and denial of him to ever speak to her again. The narrator leaves us still locked with the bird projecting upon it his own feelings of self-loathing and hate. Ligeia on the other hand is a statelier version of the narrat... ...e thing he identifies with in his current situation. When after the raven appears to have refuted his fantasy of Lenore he finds that he hates the raven as an extension of himself and perhaps the raven is nothing more than the narrators metaphor for himself or at least some darker aspect of his mind. The main difference between the two tales is that while Ligeia is couched in very descriptive prose the Raven makes much more use of metaphor. That said the style of the poem is very much that of a rhyming tale and as such is also similar to the prose structure of the short story. In conclusion it should be noted that both are excellent attempts to tackle a difficult and provocative subject and they manage this in two similar but unique ways. It is the similarity, which lends them both power and the stylistic differences that mark them as being exceptional.