Can Drones Be Just - 1233 Words

War can be defined as â€Å"an organized and deliberate political act by an established political authority, which must cause 1,000 or more deaths in a twelve-month period, and which requires at least two actors capable of harming each other† (253, Mingst.) This is a broad definition as war can take several different forms, categorized in various ways. Today, the United States is engaged in the War on Terror. In a post-9/11 world, terrorist attacks are even greater sources of fear to citizens, as well as massive threats to national and international security. Over the past few decades, terrorists have been successful in increasing support and achieving political aims. This poses a major security dilemma to victims, such as the United States. It†¦show more content†¦Civilian casualties are common, and allow abuses to continue; this makes the establishment of peace a nearly impossible goal to achieve. It is one thing to use a drone to target a specific individual, in a precise manner, and for that to be the end of it. The goal in using drones is not to establish peace, but rather to punish those who have attacked United States’ citizens and threatened its security. The U.S. will use drones in order to continuously target terrorists, rather than aiming to seek peace on both sides. Also, in a just war, â€Å"Forces must be removed rapidly after the humanitarian objectives have been secured† (283-284, Mingst.) This most likely will not be the case, in the instance of drone use. The War on Terror is unlike a war in which two sides fight, and eventually one is named victorious, or achieves that which it was fighting for. There are great numbers of terrorist supporters, and the sizes of their groups are always increasing. Killing one member, even a leader, does not cause the terrorist group to cease. Rather, more supporters will become involved and rise to power within the group. Therefore, the United States’ pursuit of drone strikes seems an endless process, given the network of terrorist groups and supporters. Drones are constantly in countries such as Afghanistan, Pakistan, and Yemen, keeping surveillanceShow MoreRelatedDrones Abroad : An Increasing Global Catastrophe1352 Words   |  6 PagesDrones Abroad Drone strikes abroad are an increasing global catastrophe. Due to the negative effects that drones have on human beings, the risk outweighs the reward. Drones, unmanned aerial vehicles or UAVs, are classified under remotely - controlled aircraft. These drones may be armed with missiles and bombs for attack missions. The earliest make-shift drones have been used for military purposes since the 1800s. As warfare and military weaponry have changed, so have drones. Since modified forRead MoreRise of the Drones1518 Words   |  7 Pages The Rise of Drones; The Civil and Social Use of Drones The transformation of drones in the military to the civilian world is becoming a controversial topic throughout the U.S. Many American’s worry it will interfere on our privacy and freedom we are promised in the Constitution and 4th amendment because drones pose a threat and danger to our safety. The engineers of drones are increasing their intelligence and enabling drones to think on their own. This is a heated debate and I disagree with theRead MoreDrones : What Are They And How Do They Work?1032 Words   |  5 PagesWhen the topic of drones is brought up, some may think they are not among us and are objects of the future, while others may have one that they’ve built themselves and put to use already. Drones are being talked about more and more but not necessarily all for good reasons. The reading titled â€Å"From the Eyes of a Drone† by Tomas van Houtryve touches upon how drones affect surveillance, photography, and use for weapons. In a BBC article, â€Å" Drones: What Are They and How Do They Work?† the author goesRead MoreDrones Is Used For Good Objectives1357 Words   |  6 PagesDrones can be used for good objectives in this world to succeed and be the best there is.There are as many potential uses for drones as there are types of them, so whether drone technology should be considered a positive thing or a dangerous thing depends very much on who one asks(Thompson). This can be good for the people to use them for many reasons to make their lives easier. What can create a type of positive influence for drones in this age of era. This will turn out to be the time when peopleRead MoreUnmanned Aerial Vehicles1499 Words   |  6 Pagespeople in this universe that wonder if the United States using drones is a good idea, what many do not know is that well drones are really called UAVs or more commonly said unmanned aerial vehicles. There are many types of drones, but another well-known drone is called UCAVs, unmanned combat aeria l vehicles (Matthews). The UCAVs are used for the military to spy on the activities of other countries. The Washington Post says â€Å"These UAVs are just planes that operate through controlled on land or controlRead MoreDrones : A Menace Unknown1131 Words   |  5 PagesDrones: A Menace Unknown Walking home from school one day, two little girls did not expect to be followed and, as far as their knowledge extended, they weren’t being followed. A camera-equipped quadcopter flying several feet above them (for the entirety of their journey home) was just a toy after all. Sunbathing in her backyard, a woman figured removing her blouse for an even tan was more than okay; her fence was certainly tall enough for her to feel safe in the privacy of her own home. The UAVRead MoreWhy Is Drone Racing Is Different?1410 Words   |  6 PagesWhy Drone Racing is Different There is a very good reason why ESPN has begun televising drone races just a few weeks ago: popularity. Dubbed an aerial version of NASCAR by CNet, drone racing has become wildly popular in a very short amount of time. America’s first national drone racing championship was only held in summer of 2015, so the fact that ESPN is jumping on the sport during its infancy is impressive. As with video games, drone racing requires top-notch hardware, excellent skill and solidRead MoreDrone Warfare: A Different Warfare Essay1697 Words   |  7 Pagesthat technology, there are many conflicts. The U.S. Military using drones has been one of the most highly debated topics. Even through the doubt, Military drones have proven time and time again to work. Drones are being constantly updated and fixing any flaws that they have at the moment. In the future, drone warfare is unavoidable. When drones were first invented, of course, they did not work amazing. Throughout the years that drones have been around, they shown that they are becoming a more advancedRead MoreDrones : Unmanned Aerial Vehicles1246 Words   |  5 Pageswhen we hear the word drone, most of us automatically add the word â€Å"attack† on the end or think of something negative. That’s because mostly, drones are frequently used for surveillance, intelligence and, ultimately, offensive operations. Drones also known as ‘Unmanned Aerial Vehicles’, or UAV’s are mostly used in situations where manned flight is too difficult or dangerous, making them ideal for warfare. Increasingly, the United States has come to rely on the use of drones to counter the terroristRead MoreDrone Technology And The Issue1699 Words   |  7 PagesSeveral important ethical and moral concerns have come to the surface regarding drone technology and the issue is currently investigated and even debated in Congress. Until recently, when we hear the word drone, most of us automatically add the word â€Å"a ttack† on the end or think of something negative. That’s because mostly, drones are frequently used for surveillance, intelligence and, ultimately, offensive operations. Drones also known as ‘Unmanned Aerial Vehicles’, or UAV’s are mostly used in situations

Emmanuel Kant and Moral Theory - 1589 Words

One of Kants greatest contributions to moral theory is the concept of pure practical reason that, as an alternative to moral sense theory or teleological ethics, more positively views the capability of fallible individuals to act morally. Practical reason, the basis of Kantian metaphysics, was revolutionary because it challenged skepticism towards human moral capacities and insisted that the moral faculty is an implicit part of common human reason. Practical reason is an instrumental theory in Kants Metaphysics of Morals and greatly contributes to the deontological, duty-based ethical theory developed in his book. However, the concerns of practical reason are only one part of the books message, which also seeks to show the methodology by which individuals derive moral truths and the fundamental nature of these truths. Overall, Kant s philosophical works are still extremely relevant to modern political and philosophical conflicts and his legacy survives in the essential concepts of li beralism, egalitarian ethics, social contract theory, cosmopolitan global justice, and many others. Kant is also considered the founder of the 18th century doctrine of transcendental idealism and many of his published works including The Metaphysics illustrate his efforts to reconcile rational and empirical schools of thought. These efforts are displayed in The Metaphysics in his new moral theory that aligns rationalist self-evident truths with empirical certainly inShow MoreRelatedThe Divine Command Theory ( Dct )1448 Words   |  6 Pages A shift in philosophy from a relativist point of view to a moral perspective brought about several new revolutionary ideas. One particular theory that is hotly debated is the divine command theory (DCT). This controversial idea essentially says that God is the boss. It proposes that God decides what is moral and good, and therefore how we should be acting. It is a relationship between two claims, one of which God commands, and as a result the ot her is what is right. Many people and philosophersRead MoreEssay Kant vs. Mill: Human Rights and Utilitarianism1729 Words   |  7 Pageshave been shaped by several factors, including philosophical theories in the past. This paper looks at the theories of two philosophers, Emmanuel Kant and John Stuart Mills, and how their teachings can be used to explain the sources of human rights. Kant’s moral philosophy is very direct in its justification of human rights, especially the ideals of moral autonomy and equality as applied to rational human beings. John Stuart Mills’ theory of utilitarianism also forms a solid basis for human rightsRead MoreAnalysis Of The Article Case Twenty Three : A Hand On A Cooling Brow1003 Words   |  5 Pagesvoluntary consuming of a lethal medication prescribed by a physician for that purpose. Two opposing philosophers Emmanuel Kant and Jeremy Bentham theories will be used to relate to the article of the nurse’s role in aid-in-dying. Bentham’s theory is most effective when finding a solution to the dilemma revolving around aid-in-dying because a life decision is based on the overall moral consequence whether the action is wrong in doing so. This article focuses on the nature and role of how nursesRead MoreKant Deontological Theory1659 Words   |  7 PagesStudent Name: Veronica Ryan Student No: 20120035 Assignment: Kant Lecturer: Prof: Wamsley Due Date: 23 August 2013 ____________________________________________________________________ Emmanuel Kant was an influential German Philosopher. He was born in Konigsberg in Prussia to Protestant parents he lived from 1724 to 1804. Kant observed the world around him and observed that that every culture religion and society has moral law whether they are obeyed or not. The Formula of Universal Law-Read MoreAlexander : The Human Resource895 Words   |  4 Pagesis currently being benefited, society changes, so what seemed to be beneficial does not always last. KANT Philosopher Immanuel Kant developed his morality theory, â€Å"The Categorical Imperative,† based on the fulfillment of one’s duty, not on the rightness or wrongness of the action. The categorical imperative is an unconditional moral law that is universally applied to all. Kant argues that moral principles derive from reasoning. Because one should act based on duty, Samantha should have not stolenRead MoreThe Mill Vs. Kant : An Evaluation Of Their Approaches Towards Ethics1730 Words   |  7 Pages Mill vs. Kant: An Evaluation of their Approaches Towards Ethics John Stuart Mill and Emmanuel Kant both have very distinct ideals and principles. Though they were both philosophers within the same century, but their ideals did not align with each other. Mill focused more on overall happiness, while Kant focused more on the reasons people have for committing certain actions. This is important because it makes the validity of actions and their moral worth put in question. The problem being addressedRead MoreThe Principles Of Freedom Of An Individual934 Words   |  4 Pagesnot infringed on (Kant Political Philosophy, 1993. p. 173). Liberalism today could slightly be different with earlier views as a result of changes in time and history however the fundamental tent of liberty and the ideals of freedom, equality, independence as expressed by Kant remains the same and paramount. Several philosophical views regarding modern political thought on state of nature, social contract and division of powers has immensely been written by both Locke and Kant in their era. Read MoreJohn Stuart Mill And Emmanuel Kant916 Words   |  4 PagesJohn Stuart Mill and Emmanuel Kant would have very easy explanations on their views on the following case: Amy is very hungry, and considers the following plan: walk into a restaurant, order and eat the food, and walk out without paying. The wrongness of the act is practically self-explanatory. It is wrong to get away with a service that needs to be paid for. Aside from the fact that such act is illegal, because after all, Amy would technically be stealing from the restaurant, it is also morallyRead MoreIntroduction to Immanuel Kant’s Theory of Deontology1382 Words   |  6 Pagessix of the textbook titled The Moral of the Story we are introduced to Immanuel Kant’s theory of deontology. This theory is one that deals with moral obligations and refers to the decisions that rational beings make when deciding if an action can be accepted through the process of the categorical imperative or not. There are many factors that contribute to this belief however there is also a long list of flaws that play a crucial role in determining whether this theory is one that we can be held accountableRead MoreMoral Theories Of Human Rights1433 Words   |  6 PagesWhat do you understand under the philosophy of human rights and the reality of moral theories ABSTRACT The idea of human rights came up as early as 539 BC when the armies of Cyrus the great who was the king of ancient Persia conquered the city of Babylon and he freed all the slaves and gave them the right to chose a religion of their choice. This reveals the history of human rights. However the history of human rights complements the philosophical aspect of the same. Both aspects champion the idea

Leadership Models Skills and Behaviour †MyAssignmenthelp.com

Question: Discuss about the Leadership Models Skills and Behaviour. Answer: Introduction This essay has been executed with a motive to develop the knowledge of leadership skills and the role played by leadership in providing support to the CSR, professionalism and ethical behaviour. The term leadership can be explained as the actions which are undertaken for guiding or leading individual or group of individuals in an organisation. Leadership is an important element of the business environment which affects the performance of the individual. Identification of factors and NZ business leader Ian Whitehouse who is a strategic development manager and part of the senior management team at Landcare research (a research institute focusing on the environment, biodiversity and sustainability) is an example who has worked for helping the companies adopting Triple Bottom Line Approach. Ian Whitehouse is an example for a successful leader in the New Zealand business environment. There are various factors which create an impact on the business leaders. Impact of these factors can be seen on the performance of the leaders. These factors which will be discussed in this essay are ethics and ethical practices, social responsibility, professionalism and ethical behaviour in the workplace. Nature of influence on the leader These factors selected in this essay have resulted in enhancing the performance of Ian Whitehouse and of the other business leaders of New Zealand. Compliance with these factors has a positive impact on the performance of the leaders and has contributed towards the success of the activities performed by the leaders (Trevino, et. al., 2014). Factors with supportive examples Ethics and ethical practices are a crucial part of the business environment which affects the behaviour of the business leaders. Ethics explains the right and wrong by guiding the efforts of the individual in the right direction. Ian Whitehouse has made decisions regarding the business operations and different issues or problems occurring at the workplace. Ethics direct the Ian Whitehouse towards the right direction and helps in making decisions for dealing with the different situations. Ethical factors have the potential to create an impact on the decision-making process adopted by the leader. Moral behaviour of the individual is determined on the basis of the ethical behaviour. It is the responsibility of the leader to ensure that ethical behaviour is adopted throughout the organisation. Unethical practices adopted by the leader can affect the performance of the leader as well as other employees in the organisation (Bello, 2012). For example, a sum of $ 13 billion was paid by JP Morgan for the settlement of the corporate. This settlement was the largest settlement in the history of U.S. The reason behind the settlement was a misrepresentation of the residential mortgage-backed securities by the bank personnel. Another example is of the Kenneth I. Chenault who took over as a CEO of the American Express company in the year 2001. Chenault has adopted an effective leadership style according to which Chenault focused on responding to every employee (MBA, 2016). Social responsibility and leadership, both concepts are linked with each other. It is the responsibility of the leader to ensure that ethical culture is maintained at the workplace of the business as well as where business is existing. The leader has the potential to bring changes in the behaviour of the employees, environment and responsibility of the business towards the society and environment (Van Knippenberg, 2011). There has been a rise in the concern towards the social responsibility of the business. Ian Whitehouse has focused on the fulfilment of the social responsibility towards the society. Social responsibility affects the behaviour of the leader towards the society and promotes ethical behaviour. Social responsibility enhances the ethical leadership which enhances the performance of the business in a better manner (Elci, et. al., 2012). Employees and customers are the part of the society and business must ensure that these stakeholders of the business fulfil the responsibility towards them. One of the main priorities of the leader is to manage the risks associated with the social responsibility. For example, Marc Benioff of Salesforce which is a cloud computing company has taken initiative for meeting the social responsibility as an ethical leader. Salesforce was criticized for the violation of the human rights. He addressed the social issues by offering discounts to higher education organisations and non-profit organisations (MBA, 2016). Professionalism is an important element which enhances the behaviour of the individual towards the roles and responsibilities assigned to it. A leader needs to be professional so as to differentiate the personal and professional life and make decisions in an effective manner. Professionalism and leadership are connected with each other. A behavioural theory of leadership can be adopted by the leaders which will help the leaders in focusing on objectively observable behaviours and discounting the independent activities of the mind of the individual (Vandenberghe, 2011). This theory will help the leader in making right decisions and enhancing the performance of the business. For the purpose of creating a suitable place for the different personalities at the workplace of the organisation, a leader needs to adopt professionalism behaviour and promote the same for enhancing the performance (Miami, 2009). Ian Whitehouse has adopted a professional behaviour for promoting the professional behaviour so as to avoid personal discussions at the workplace of the business. Ian Whitehouse has set an example for encouraging other employees and individuals to behave in the same manner. A leader can discuss the issues faced by the business so as to resolve the issues and promoting professionalism in the workplace (Emery, 2016). Another important factor which affects the leader is ethical behaviour in the workplace. It is the responsibility of the leader to ensure that ethical behaviour is adopted at the workplace of the business. Ethical behaviour at the workplace of the organisation has encouraged Ian Whitehouse to adopt an ethical behaviour for providing quality conditions to the employees and different stakeholders associated with Landcare Research Institute. It is vital for the leader to adopt ethical behaviour. The culture of the business affects the behaviour of the employees and leadership. Ethical behaviour at the workplace will enhance the relationship at the workplace (Trevino, et. al., 2014). For example, Michael Preysman of Everlane has chosen a radical transparency. He has visited different factories for ensuring that professionalism is being followed at the workplace for providing quality services to the customers of the business. The focus of Michael was on ensuring that proper quality of the environment is maintained for the safety of the employees at the workplace (MBA, 2016). Conclusion Thus, it can be concluded that leadership is an important aspect which affects the attitude, behaviour and performance of the individual working in an organisation. Ethics affects the performance and decision-making process adopted by the leaders of the organisation. A leader needs to adopt ethical behaviour for ensuring that the unethical aspects are not affecting the performance of the leader and employees. Social responsibility may affect the decisions made by the leader as decisions of the leader are based on the advantage of the decision to business. Professionalism is another aspect which affects the performance of the leader. References Bello, S. M. (2012). Impact of Ethical Leadership on Employee Job Performance. International Journal of Business and Social Science, 3 (11). Elci, M., Sener, I., Aksoy, S. Alpkan, L. (2012). The Impact of Ethical and Leadership Effectiveness on Employees Turnover Intention: The Mediating Role of Work-Related Stress. Procedia-Social and behavioural Sciences, 58, pp. 289-297. Emery, E. (2016). Ethical behaviour, Leadership, and Decision Making. Walden University. MBA. (2016). 10 Most Ethical CEOs of 2016. MBA. Accessed on: 30 September 2017. Retrieved from: https://www.onlinemba.com/blog/blog10-most-ethical-ceos-in-corporate-america/ Miami. (2009). Ethics and Leadership. University of Miami. Trevino, L. K., den Nieuwenboer, N. A., Kish-Gephart, J. J. (2014). (Un) Ethical behavior in organizational. Annual Review of Psychology Journal, 65, 635-660. Van Knippenberg, D. (2011). Embodying who we are: Leader group prototypicality and leadership effectiveness. Leadership Quarterly, 22, 1078-1091. Vandenberghe, C. (2011). Workplace spirituality and organizational commitment: An integrative model. Journal of Management, Spirituality Religion, 8, 211-232.

The History Of The Smithsonian Institution And Its Founder, Has Truly

The history of the Smithsonian Institution and it's founder, has truly had an impact on what the elaborate, extensive, and complete Smithsonian Institution looks like today. The Smithsonian Institution began when James Smithson, an extremely intelligent scientist, was born in 1765. James Smithson was born in the South of France to Sir Hugh Smithson, the Duke of Northumberland, and to Elizabeth Hungerford Keate Macie. Smithson graduated from Oxford in the year 1786. After he graduated, he was accepted to the Royal Society of London group of scientists. Because he discovered the mineral zinc carbonate, it was named after him, Smithsonite. In his will, Smithson left all his money and property to his nephew Henry James Hungerford, who was born a illegitimate, like Smithson. Smithson wrote the following; "Should Hungerford die without leaving a family, I then bequeath the whole of my property... to the United States of America, to found at Washington, under the name Smithsonian Institution, and establishment for the increase and diffusion of knowledge among men.1" Why Smithson left his money to America, a country he had never visited, remains a mystery. Two years after writing his will, Smithson died in Genoa, Italy, in the year 1835, without a wife or any children. Two years after that, Henry James Hungerford died without any family either. When news reached Washington DC about the news of Smithson's bequeath, Congress debated over eleven years on what to do with the money. One thing Congress agreed on, to get the money out of England as soon as possible. Richard Rush set sail for England to claim the money. Smithson's mother attempted to claim a lot of the money; she fought for two years. Finally, on May 9, 1838, the court awarded Smithson's mother 150 pounds per year2, and awarded America 100,000 pounds3. President John Quincy Adams committed himself to the making of the Smithsonian Institution. Unfortunately, by spring of 1846, all plans for the making of the Smithsonian Institution were rejected. The main reason the plans were rejected was because the war with Mexico was taking up most of the attention of Congress. In August 10, 1846, President James K. Polk signed a bill for the making of the Smithsonian Institution. A big castle-like structure was built by the White House and down the street from the Capital. Because the Smithsonian looked like a castle, it was later called the 'castle.' The Smithsonian was expected to house a great collection of specimens, and art gallery, a chemistry laboratory, and a scientific library. Also, all items of curious research, natural history, plants, geographical, and mineralogical specimens that belonged to America were to be kept in the Smithsonian. The secretary of the Smithsonian was the person that was in charge of the Smithsonian. The first appointed secretary of the Smithsonian was Joseph Henry. Congress selected Henry when they asked a lot of scientists for advice on what do with the Smithsonian, also, other scientists recommended him. When the building of the Castle was finished, Henry and his family moved into the East wing of the Smithsonian, and lived there. Henry's efforts formed the basis of the United States Weather Bureau. To add to the collection of the Smithsonian Institution, United States Exploring Expeditions were sent out between the years 1838 and 1848. In 1876, the Centennial exhibition closed, and sixty-six freight cars full items headed for the Smithsonian Institution. In 1846, Henry fulfilled his promise to 'diffuse knowledge among men' by beginning the International Exchange Service by publishing its first publication; Ancient Monuments of the Mississippi Valley. The Ancient Monuments of the Mississippi Valley became the first volume of the Smithsonian Contributions to Knowledge Series. When Henry died in 1878, at the age of 81, Congress made a $15,0004 bronze statue in his honor which stands close to the Castle. Spencer Fullerton Baird was the next appointed secretary. Baird established the Marine Biological Station at Woods Hole, Massachusetts. Baird also initiated policies to protect America's wildlife. Baird supported the Bureau of American Ethnology, which later became known as the home of American anthropology. By the late nineteenth century, the Smithsonian had so many items that it had to get more employees to sort the items, but, unfortunately, Congress didn't really want to pay for more employees. To

Data Based Question essays

Data Based Question essays Althrough history, political, economic, and social inequalities have sometimes led people to revolt against their governments, in the 1700's, France was the most advanced country in Europe. It was the center of the Enlightenment. France's culture was widely praised and served as a model for the rest of the world. However, the appearance of success was deceiving. There was a great unrest in France caused by high prices, high taxes, and disturbing questions about the rights of men and the government had raised enlightenment thinkers by the likes of Rousseau and Voltaire, In this essay I will discuss the political, economic, and social inequalities that caused the French Revolution of 1789. During this age of Enlightenment many thinkers had developed new ideas to replace the old ones. France was at this time widely praised and served as a model for the rest of the world. They were also the most advanced Country throughout Europe. The society was therefore broken into three social class systems. The First Estate which was broken up into the Clergy or Holy People, the Second Estate which were the land owning nobles, and the Third Estate. The Third Estate made up 98% of the society of France. They were the peasants; they paid taxes where the other two estates did not. The Third Estate also held less land per person. The First and Second Estates stood above that of the Third Estate. The Third Estate stood below the higher classes and had been stepped upon by paying taxes for things they would never see. The Third Estate was being treated unfairly, they were not like the First and Second Estates, and they were not created equal in those estates. The Third Estate was the peo ple, and they were the foundation of France. The other estates were just the political dividers. In any state of country the people are everything. The Third Estate built what France is, and what they hope France will be. They should be treated equal as the First and Se ...

Using Questions to Refocus or Adjust Lessons

Using Questions to Refocus or Adjust Lessons One of the most important responsibilities for a teacher is the planning of instruction. Planning instruction provides direction, provides assessment guidelines, and  conveys instructional intent to students and supervisors. Planned instruction for grades 7-12 in any academic discipline,  however, is met with everyday challenges. There are distractions within the classroom (cell phones,   classroom management  behavior, bathroom breaks) as well as the  external distractions  Ã‚  (PA announcements, outside noises, fire drills) that often interrupt lessons.   When the unexpected happens,  even the best planned lessons or most organized  plan  books  can derail.   Over the course of a unit or a semester, distractions can cause a teacher to lose sight of the goal(s) of a course.   So, what tools can  a secondary teacher use to get back on track?   To counter the many different interruptions in  the execution of lesson plans, teachers need to keep in mind three (3) simple questions that are at the heart of instruction: What thing(s) will the students be able to do when they leave the classroom?How will  I  know the students will be able to do what was taught?What tools or items  are needed for me to accomplish the task(s)? ​These questions can be made into a template to use as a planning tool and  added as an appendix to lesson plans. Instructional Planning in Secondary Classrooms These three (3) questions can also help secondary teachers to be flexible, since teachers may find they may have to modify lesson plans in real time for a specific course period by period. There may be different academic levels of students or multiple courses within a particular discipline; a math teacher, for example, may teach advanced calculus, regular calculus, and statistics sections in one day. Planning for daily instruction also  means that a teacher, regardless of content, is required  to differentiate or  tailor instruction to meet individual student needs. This differentiation  recognizes the variance among learners in the classroom. Teachers use differentiation when they account for student readiness, student interest, or  student learning styles. Teachers can differentiate the academic content, the activities associated with the content, the assessments or end products, or the approach (formal, informal) to the content. Teachers in grades 7-12 also need to account for any number of possible variations in a daily schedule. There may be advisory periods, guidance visits, field trips/internships, etc. Student attendance can also mean a variation in plans for individual students. The pace of an activity can be thrown off with one or more interruptions, so even the  best lesson plans need to account for these minor changes. In some cases, a lesson plan may need an  on the spot change or maybe even a complete rewrite! Because of differentiation or variations to schedules that mean real time adjustments, teachers need to have a quick planning tool that they can use to help adjust and refocus a lesson.  This set of three questions (above) can to help teachers at minimum the means to check to see they are still delivering instruction effectively. Use Questions to Refocus Daily Plans A teacher who uses the three questions (above) either as a daily planning tool or as a tool for adjustment may also need some additional follow-up questions.   When time is removed from an already tight class schedule, a teacher can choose some of the options listed beneath each question in order to salvage any pre-planned instruction. Moreover, any content area teacher can use this template as a tool to make adjustments to a lesson plan-even one that is partially delivered- by adding the following questions: What thing(s) will the students still be able to do when they leave the classroom today? If this was planned as an introductory lesson, what will students be able to explain what was taught with assistance?  If this was planned as an ongoing lesson, or a lesson in a series,  what will students be able to explain independently?  If this was planned as a  review lesson,   what will students be able to explain to others? How will  I  know the students will be able to do what was taught today? Can I still use a  question/answer session at the end of class where I check comprehension?Can I still use an exit slip quiz question with days lesson content or problem to receive feedback from students?Can I still assess through a homework assignment that is due the following day? What tools or items  are needed for me to accomplish the task(s) today? What necessary texts are still available for this lesson   and how do I still make these available for students? (textbooks, trade books, digital links, handouts)What necessary tools are still available to present the information? (whiteboard, Powerpoint, SmartBoard, projection and/or software platform)What other resources (websites, recommended reading, instructional videos, review/practice software) can I still provide to students as support for what I am teaching?What kinds of communication (assignment posts, reminders) can I still leave for students to keep pace with the lesson?If something goes wrong with the tools or items needed, what backups do I have? Teachers can use the three questions and their follow-up questions  in order to develop, to adjust, or to   refocus their lesson plans on just what is important for that particular day. While some teachers may find the use this set of questions particularly useful every day, others might use these questions infrequently.

Software Project Management (Managing a Mobile Website Project) Essay

Software Project Management (Managing a Mobile Website Project) - Essay Example No sooner is the plan accomplished than someone comes along to change it. These same naysayers would also argue that the plan, once completed is disregarded and merely put on the shelf so the team can get down to doing some real work. To people management, we mean the planning activity that involves deciding on the types of people in form of resources that are compulsory to perform the requirements of the project. In other words the types of skills and number of workers we need to complete the project (kwysocki, 1997). Whenever we talk about the methods mixed up in the project management we in general refer those methods towards the management of people as well as resources. The management of people is the management of workers. Management of people guides us about the roles and duties that a worker can perform in a project for making a project successful. It also guides management what type of staff should reserve for a specific project (Kerzner, 2003). As a project manager I have t he responsibility to prepare a configuration management plan for this project and also address the risk analysis, quality control, and software configuration aspects of the this mobile website project. In this mobile website we have lots of risks which are related to website development, compatibility, feasibility, etc. we have to address all of these before we are going to launch the website. Though we have a software development team of knowledgeable developers and artistic designers those are able to employ mobile applications for handheld devices of changeable convolution, but there are risks of building function seamlessly between PDA’s and Cell Phones of different types. 1We have to concentrate on this point that there are lot of different types of PDA’s and Cell Phones in the market and all of those have different type of compatibility and functionality levels. We have to choose format of website that can support all the types and also compatible to

Syrian revolution Research Paper Example | Topics and Well Written Essays - 1000 words

Syrian revolution - Research Paper Example It also has a complex terrain with a desert, mountains and plain land that caused fragmentation in the socio-cultural diversity. Syria is unique in the history of the world especially due to the inclusion of Lebanon and Palestine in its boundaries. Even though Syria is small in size, it has an immense influence (Hitti 3). In the 1800s, the Ottoman Empire was composed of Syria, Israel, Lebanon, Jordan and Palestine. Historically, Syria was initially made up of two separate divisions that are the city and the desert. The city represented a place of wealth and power since it became the route of trading between the East and the West. Syria became a bridge of spreading culture from its neighbors thus becoming loci of civilization and commercial wares (Hitti 4). Civilization in Syria has been continuous and has been largely influenced by the Western culture. In the pre-history Syria, there was wheat plantation, copper was discovered and there was the emergence of pottery. These development s brought about changes in the pattern of life. The Agrarian Revolution started and people began to live a more settled life in small villages and towns (Hitti 6). The surface occupied by the desert is 10% but it became an agrarian society. Agriculture flourished when the state provided security and irrigation. Syria was succeeded by military empires with no sovereign ruling class. One of the greatest empires was the Ottoman (1516-1918) which was headed by a religious sultan. Land was owned by the state and the people were seen as flocks that were to be protected and swindled to sustain the ruling class. Islam was the key unifying creed of the state which ensured that there was allegiance to the state, 90% of the people in Syria were Muslims. Ottoman Empire enhanced bigger markets, improved security and the protection of the peasants against prospective landlords’ thus stimulating trade and industry growth. With the fall of the Ottoman empire after the World War 1, Arabic pro vided an element of an alternative identity (Seale 4-7). Until 19th century the state owned most of the land hence there was no emergence of estate class, resulting to agricultural decline. Due to the decline in the Syrian economy in the 18th century the state became vulnerable to the Western power (Seale 7-10). The European commercial treaties did not protect the Syrian textile industries. The Europeans who had interest in Syria encouraged the intensification of cash crops production. This created a class of middlemen and money lenders mostly dominated by the minority group- the Christians. Commercial agriculture and private ownership did not stimulated agriculture revolution. The French rule, did not go beyond trade and infrastructure. In 1921-1946, Syrian people revolted against their colonizers until they got their independence in 1946. Thus, the early capitalist penetration stimulated a reliant, lopsided and partial development in Syria. It resulted to a modern state with a pat rimonial culture and a dependent economy. Agrarian emergency, class conflict and the drastic change in the army further weakened the frail Syria. The country has emerged through the patriotism which made the country become the heartbeat of the Arabian nationalism. Arab unity and Anticolonialism came about due to the Ba’th party which brought a corrupt political order that resulted to backwardness in political, economical and social structures (Seale 39).The party experienced many weaknesses resulting to the radical change in the country’

Energy Drink Essay Example for Free

Energy Drink Essay Since the mid-2000s, demands in the global beverage industry shift from carbonated soft drink to alternative beverages. Because of this market grows rapidly and gives high profit margins, it make changes in beverage manufacturing and encourage new entrant to focus solely on alternative beverages. Alternative beverages segment is comprised of energy drinks, sports drink, and flavored or enhanced water. Each segment has different consumer types and different distribution channel. In developed countries, such as USA, this carbonated soft drink market has reached a mature stage but energy drink and ready-to-drink tea is still inclined. However, beverage industry is steady growth in developing countries. Alternative beverages competed on the basis of differentiation from traditional drinks such as carbonated soft drinks or fruit juices. All energy drink brands attempted to develop brand loyalty based on taste, the energy-boosting properties of their ingredients, and image. The strongest competitive force is buyer because buyer costs to switch brands are low. Consumers will be more prices sensitive and will switch to other product or even other segment. The weakness competitive force is rivalry because of many sellers in this market and diversity in commodities. The high profit margins will make alternative beverage market attract entrants that are more new, also supported by rising demand for the alternative beverage. Energy drinks pricing is 400% higher than carbonated soft drinks. In addition, to create an alternative beverage business needs medium-high capital investment. The market of global beverage industry is projected to grow from $1. 58 trillion in 2009 and forecasted to grow to nearly $1. 78 trillion in 2014 as beverage producers entered new geographic markets, developed new types of beverages, and continued to create demand for popular drinks. It is expect to result from steady growth in the purchasing power of consumers in developing countries. In addition, alternative beverages tended to carry high price points, which made them attractive to both new entrants and established beverage companies. Sport drinks and vitamin-enhanced beverages tended to carry retail prices that were 50 to 75% higher than similar-size carbonated soft drinks and bottled water, while energy drink pricing by volume might be as much as 400% higher than carbonated soft drinks. While the alternative beverage segment of the industry offered opportunities for bottlers, the poor economy had decreased demand for higher-priced beverages, with sales of sports drinks declining by 12. 3%. The Alternative beverages consumer profile varied substantially across the three types of beverages. Then energy drink consumer was a teenage boy, sports drink consumer were purchased by those who engaged in sports, fitness or other strenuous activities. Vitamin-enhanced beverages could substitute for sports drinks but were frequently purchased by adult consumers in increasing their intakes of vitamins. The best position strategic group map is reasonable price and reasonable quality. The worst position is the low price and quality. Now people think about health more than in the past, and they still worry about economic crisis. The alternative beverage chose set strategic group map with answer key we are alternative. We found that key factors, which determine the success of alternative beverage producers,have many factors. First, is Productinnovation, Product Innovation can be done by customizing product ingredient, flavor, packaging, or the benefit that product offer to consumer. Second, Focus in one segment can be the best strategy like Red Bull. Their focus in energy drink segment make them became the market leader in energy drink. Third, there are many type of channel distributor, like supermarkets, natural foods store, wholesale clubs, convenience store, and restaurant. The company’schoose is depends on the company resource. Example PepsiCo and Coca Cola were dominating convenience store and special event channel. However, for company with limited resource use third parties channel distribution will has lowest cost in transportation and labor. Fourth, use the right supplier can reduce production cost. The last one is Brand image, the right promotions that really connect with the product image will make the brand and product can penetrate the market.

Homebuying 101: An Affordable Challenge Essay -- Journalism Essays

Homebuying 101: An Affordable Challenge For the past four weeks, Natalie Delsoin and 24 other Boston residents have been spending their Tuesday nights learning the ins and outs of affordable housing. Delsoin recently moved to Dorcester after a military stint in Germany, and she hopes to someday own a home. She plans on that day coming sooner rather than later. Delsoin’s biggest concern is her 2 year-old daughter. â€Å"I need a single family home that is safe†¦ and safe for my child,† she said. The class’ instructor, Tanya Townshend, teaches 30 to 60 people in each of her homebuyers classes. Townshend works as an assistant property manager for Maloney Properties, a New England real estate chain that sponsors a number of sessions for homebuyers. Townshend said â€Å"about 10% (of class attendants) seem to be ready to buy† after her four week seminar. The rest attend more classes or work on improving their credit rating before bidding on a home. Boston is one of the tightest housing markets in the country. Many first-time homebuyers are looking for any advantage they can get in finding their first home. For many homebuyers, affordable housing is the only realistic option. However, affordable housing is limited and there are a number of obstacles for families seeking to go that route. To help with the process, the city of Boston and a handful of community development groups sponsor first-time homeowner courses and support programs for people interested in affordable housing. According to a August 2000 U.S. Department of Housing and Urban Development (HUD) low income housing study, â€Å"the overall vacancy rate for rental units in the Boston was 4.1% in 1998 compared to 6.7% for the Northeast region and 7.9% for the country.† The h... ... at the assessment shows this duplex has no remodeling work done, the exterior and interior structures are poor, and the interior finish is graded as substandard. For a two-family home, it offers a decent accommodation – each residence has three bedrooms and one and a half bathrooms, as well as over 1,700 feet of living space. Significant depreciation in property value indicates the place is extremely run down. For prospective first-time homeowners, a tight housing market and constantly changing neighborhoods make finding the right home a difficult choice. The market is full of wrong choices. Potential buyers like Natalie Delsoin and James Creed hold out hope when their lottery number is picked, there are still affordable housing options waiting for them. Creed says that regardless of when that time comes, the classes â€Å"make you go in with your eyes more wide open.†

Cinderella †Family Therapy Essay

Cinderella’s case conceptualized using a Bowenian transgenerational model According to Bowen, one of the pioneers of family therapy, family can be understood as an emotional unit, which can be best analyzed through a multigenerational framework. Cinderella’s story, which was told by many professional storytellers, including brothers Grimm (19 century) and Charles Perrault (17 century), as many other famous fairytales lacks many important details and characters’ descriptions that a therapist would need for administering family treatment involving transgenerational model. If we would speculate knowing some information about Cinderella’s family members, the transgenerational model would work beautifully. A chronic anxiety of Cinderella, her unstable, submissive behavior, could be explained by anxiety transmitted over several generations. Goldenbergs bring our attention to a few important emotional patterns of an individual:†the selection of a spouse with similar differentiation level and the family projection process that results in lower level of self-differentiation† (p. 89, 2008). Bowen would even build a prognosis for Cinderella’s children to have a reduced level of self-differentiation and being increasingly vulnerable to anxiety (Goldenberg & Goldenberg, 2008). Bowen emphasized that the multigenerational transmission programs not only the levels of self – differentiation, but also programs family’s roles and interactions. Cinderella’s marital problems could be understood very well through the lens of her family behaviours (The Bowen Center, n. d. ). My only major concern about application of transgenerational model in Cinderella’s case would be the early death of Cinderella’s parents ( her genogram is hard to build) and her latter life with the wicket, very directive stepmother, who evidently influenced Cinderella’s fragile and indecisive mind structure. Cinderella’s ability and inability to build attachments to her family members, which were not all â€Å"angels†, should be also considered when providing her with a therapy. Once again, her attachment to her loving father, her godfairy, her stepmother and stepsisters, could be easily incorporated into transgenerational model. Cinderella’s case conceptualized through Bowen’s concepts of triangulation. According to Goldenberg and Goldenberg (2008), the Bowen’s concept of triangulation would allow understanding better Cinderella’s marital problems. Probably, a few first years of Cinderella’s marriage were happy, because it was a big relieve for her to escape the stepmother cruelty. However, even her first marital years could have some initial problems. For example, the prince, who was brought up in a â€Å"normal† family, could not understand or could not believe Cinderella’s stories she told about her family. He would smile when she would share her violent memories with him. The prince mistrust and his ironic smile could initiate some negative feelings and despair in Cinderella. In this case, the stepmother’s figure would be present in Cinderella-prince conflict through Cinderella’s stories. It is particularly interesting that the third person does not need necessarily be present to create a conflict in triangulation (The Bowen Center, n. d. ). When children were born from a person (or two persons) with low self-differentiation, many other triangles and possible shifts and tensions could occur. Cinderella’s case and the object-relations model Goldenberg and Goldenberg (2008) provide a deep insight into Cinderella’s story based on the object-relation model, which is connected to the early Freudian concept of mother-child bonds. Even though the Cinderella’s relationship with her mother was very short before her mother past away, it appeared to be a foundation of many Cinderella’s later issues, such as her idealization of some women characters (godmother; later, some older women-friends), a few conflicts between her ego and id, suffering from deprivation of early attachments, developing insecurity and low self-esteem, and others. All these issues that the object-relations model would discover, could be projected to Cinderella’s later marital problems. A person who survived a trauma of loosing her both parents and the hardship of living with evil stepmother and stepsisters could have a lot of troubled thoughts and experiences that could be projected into her relationship with her spouse and children. I believe that the object-relations model (psychodynamic in its core) could provide the best insight when dealing with Cinderella’s marital problems.

Human Resource Intercountry Differences Essay

I. Introduction Human Resource management consists in the planning, organization, development and coordination, as well as control of techniques, that enable the company to promote the efficient performance of the personnel and at the same time allows indirectly and directly that the people who collaborate within the company will reach their personal objectives. Managing Human Capital means to conquer and to maintain people in the organization, who will work and give the maximum of themselves, with a positive and favorable attitude. HR represents all those things that cause that the personnel remains in the organization. The following work will attempt to answer the question Can Inter-country differences affect HRM. What are some of the ways you expect â€Å"going international† will affect HR activities in your business, in order to answer this question this project will open with a review of the literature that has been written on the issues raised by the question above. It should be noted that a vast amount of writing has been done on these issues but only a few of them dimmed to provide the most benefit to the purposes and intent of this assignment have been sited. see more:welcome address for annual day The reason why going international affects not only HRM but the whole company in general is because organisations are not only based on elements like technology, machines or information; but â€Å"the key of a right company is its management and the people who participate in it†, for this reason if we take in count that each person is a phenomenon subject that is affected for the influence of many variables then we can understand why going international will affect the main resource of the company which is the people and therefore the organization will have to adapt all the different areas of the company in order to meet the differences of the environment that eventually will affect the employees and the company itself. This paper makes a review of Inter-country Differences towards HRM having in count the cultural differences and the effect that these have on Human Resource going international. To further illustrate this point, the group also takes a look at what has been written on the relationship between more fundamental issues of HR management and the general concept of HR  globalisation paying particular attention to the subject matter of the above question. These issues that include, Cultural, Economical, Labour factors among some others are discussed in the body of this assignment bringing out the major difficulties that will be faced in each of these areas, by HR management departments in organisations that have opted to go international. Examples are drawn from a variety of both secondary and primary sources and they serve to ilustrate the points that have been made. The work concludes with some suggestions as to how the difficulties that have been identified in the course of this work could be surmounted by HR managers. II. Inter-country DifferencesAs business nowadays becomes more global, Human Resource Management becomes a bigger and more interesting issues for all organizations. The differences between each countries in terms of cultures, economics, legislation, or even environment have both direct and indirect influence to the owners, managers, employees, and other people related to the company. These influences cover the areas of Human Resource activities, which are recruitment and selection, training and development, and performance and reward management. Several years ago, researchers asked senior international human resources managers, â€Å"what are the key global pressures affecting human resource management practices in your firm?† and the three that emerged were:(Gourlay, S. 1999) Example 1:The case study called Cross-cultural Assessment over a Cup of Coffee from Vance (2006) could be one of the good examples showing how international difference would affect Human Resource. According to the case study, Livia is a consultant who work in the United Kingdom. She was once conducting an organizational study in Hungary with various groups of managers from different countries. During her study, she interviewed with American managers and she had the feeling that she was not welcome by them. On the other hand, the Hungarians offered her coffee. Therefore, she assumed that Americans were rude and lack of hospitality skills. In terms of doing business, Americans had an attitude of â€Å"get down to business† One the other hand, she thought Hungarians seemed to be more relationship oriented since they spent more time getting to know people. Therefore, she questioned herself whether it was because the culture differences or could be because Americans drink less coffee than Hungarians  or Americans do not like Hungarian coffee. The answers would base on individual overviews. Example 2:In china, special insurance should cover emergency evacuations for serious health problems, and medical facilities in Russia may not meet international standards. (Gourlay, S. 1999)Example 3:One of the major challenges that might be encountered by HR is that of finding the right people for the jobs that have been exported. A person trained in India and who has never left the country to experience aspects of the English culture, is recruited to work in a call centre set up for a UK based bank. It is obvious that such a person will have problems interacting with customers in England who make calls to the call centre. It is a known fact that often, callers have been frustrated with these call centre workers to extent that some of them have moved their accounts to other banks. This defeats the whole purpose of the organisation’s move towards out sourcing which is to maximize profit by reducing cost in the sense that when customers continue to move their accounts to other banks with UK based call centres, it will get to the point where the bank will loss all business to it’s competitors. Take note that in recent times, this trend has been so rampart, such that some banks and Nat West being an example now use the phrase the phrase UK based call centres to in their adverts to attract new customers. In theory, it has been proved by many researchers that differences in countries have effects to Human Resource Management. In summary, there are some main factors that have a great impacts on managing organizational human resources, including:CulturalInternationalization of HRManagementLabour Cost FactorsEconomicRelations Factors2.1) Cultural FactorsThese is dealing with; language, religion, value, attitudes, education, social organization, technology, politics, and laws of the country. Example 4:The use of language has critical implications because of differences in languages from one country to another country. So in the interviews or appraisal feedback meeting people managers must be aware of cultural differences covering. Example 5: The cultural norms of the Far East system affect the typical  Japanese worker’s view of his or her relationship to an employer as well as influence how that person works. Japanese workers have often come to expect lifetime employment in return for their loyalty, for instance. As well, incentive plans in Japan tend to focus on the work group, while in the West the more usual prescription is still to focus on individual worker incentives. Example 6:A few months ago in London a Muslim woman that was working in a restaurant as a waitress sue the restaurant over claims that she was fired for refusing to wear a dress that suggested she was â€Å"sexually available.†. Her cultural and Religions believes were first and for this reason she didn’t use this dress that as she said :†If you put this dress on, you might as well be naked†¦Ã¢â‚¬  (www.upi.com, 2008)2.1.1. Dimension to cultureExample 7:Hofstede (1980) stated that there are four main cultural dimensions affecting the international organization which include power distance, uncertainty avoidance, individualism, and masculinity. He has said that Japanese have high uncertainty avoidance tend to concern more on saving faces and not making people feel embarrassed in public (Jackson, 2002). Example 8:When you compared several thousand IBM employees in over 50 countries using attitude questionnaires. Significant differences are found between employees in one country and another, despite their similar jobs and membership of an organization which is renowned for its strong corporate culture. The dimension of culture is as follows:Power distance: the nature of people, marked is the status differences between people with high and low power. Example 9:In Colombia employees try to be more relaxed and les formal within their professional relationships, the CEO of a company could be very close to the lower level of the company without jeopardizing the Company’s interests, stricted hierarchy rules are not taking in account. Individualism :how people related to others it can be individuals or groups. Example 10:For example, American’s emphasis on individuality main help to explain why European managers have more employment related problems, for instance in relation to laying off workers. (Gourlay, S. 1999)Managing  Global Human ResourcesUncertainty avoidance :primary mode of activity, this measure of flexibility and need for rules. Masculinity or femininityLong term or short term orientation – Time orientation is the most effect to human resource management because different cultures have different attitudes towards time. Time-keeping is treated tolerantly in underdeveloped societies – with few things to do, one can do them in any order. But in industrialized countries there are many things to do and they must be co-ordinated with other people. Hence, time becomes more important and is regarded as something precise and highly significant. Cultural AspectsDressFoodClimateHousingCross cultural differences in work place – Cross culture differences which can affect human resource management in work place are easily seen in the following situations:How interviews should be conductedHow training should be deliveredHow managers should act with their subordinatesHow negotiations should be conductedHow people should be paid for workIn another theory, Tayeb (2005) compared the attitude of employees t owards power and authority between in high-inequality cultures and low inequality cultures. He found that in high-inequality cultures, people tend to be afraid of power, employees are less likely to confront with their managers. The management style is likely to be autocratic and decisions are usually made by a few senior managers. Instructions always come from the top to the lower levels who are expected to follow the orders. In contrast, in low-inequality cultures, the management style is totally different. Employees are still respect their managers but feel more comfortable to give their opinions. Unlike in high-inequality culture, junior employees can be part of the decision makers. Another example given by Tayeb (2005) is the overview on leadership behaviours. He concluded that Japanese and British leadership are different. The Japanese employees would see a manager as a good leader if he/ she spends extra time at work, frequently meets with members and subordinates to discuss about work progress and evaluates group performance. In comparison, the British employees prefer seeing a manager show them how to use equipments in the organization and provide them an opportunity to make suggestions and discuss a problem with a group. Example 11:A company taking its production abroad could get highly benefits, in Barranquilla,  Colombia is a multinational company that produce umbrellas, but taking in count that Colombia has 20 bank holidays during the whole year, the company had to move all the production plant to a different country where there where less bank holidays and the production could be opened for longer days during the year. 2.2) Economic FactorsEconomic systems among countries also translate into intercountry differences in human resource practices. In free enterprise systems, the need for efficiency tends to favor human resource policies that value productivity, efficient workers, and staff cutting where market forces dictate. Moving along the scale toward more socialist systems, human resource practices tend to shift toward preventing unemployment, even at the expense of sacrificing efficiency. All the differences in the systems as Economic systems are directly translated in differences in human resources management politics and policies due to the fact that some companies agree more with the idea of a free enterprise than others. 2.3) Labour Cost FactorsIn labour costs may also produce differences in HR practices. High labour costs can require a focus on efficiency and on HR practices (like pay-for-performance) aimed at improving employee performance. Intercountry differences in labour costs are substantial. Example 12:Nike, and American company, producing and marketing sports shoes has had a bitter experience with out sourcing it’s factory. In the nineties, Nike saw that it’s cost of production was becoming too high them to maintain a profit and to keep up with their competitors and so they set production factory in Cambodia which proved to be a solution to their demise in the sense that cost of production was greatly reduced while maintaining the quality of the goods produced. Had things gone on like this, critics who argue that there are instances where labour can be successfully exported without resulting in a fall in the quality of the work done would have been held correct. However as earlier mentioned, what those critics failed to do was to look at other areas of HR which might be affected in a Negative way as a result of this. In Nikes case problems arose when it was made known to potential consumers of their products that the Cambodians who worked in  factories where subjected to work long hours in near slave situations, and a call was made for the boycott of Nike products. The Cambodians themselves had no issues neither with their pay or working condition. To them it was just the way of life to work such long hours under the situation in which they did and for such little money. In fact, they considered themselves better off as opposed to other Cambodians. What happened in this case was that a comparison was made by the working conditions in these factories, to those in the American offices. Example 13:Working hours and labor cost are closely related with this economical factors, the working hours and the compensation for it are different from country to country and make a substantial difference in labor cost. Example 14:In Germany, for instance, codetermination is the rule. Here, employees have the legal right to a voice in setting company policies. On the other hand, in many other countries, the state interferes little in the relations between employers and unions. Lastly, the difference in industrial relations factor of each country has a great influence on the relationship among the workers and the employees in the organization, and the unions.(Gourlay, S. 1999)Example 15 :France and Belgium is a good example regarding to the industrial relations factor. In the past, Belgium used to be a dependent province of France. Even though, later on, it has been independent, some cultures from France still impact Belgium people until now. One of them would be the French language that has been used as a legal  language for Belgium government. However, in terms of the influence of trade unions, they are totally different (Chris, 2004). Example 16:In France, the number of trade union members are quite low. More than half of the French companies stated that the number of union members is lower than 10% which is the lowest score among other European countries. The main reason is because French unions do not offer any collective services. On the other hand, in Belgium, more than half of companies reviewed that about 50% of workforce are union members. This is because there is a competition among the group of three powerful union organizations at the national, regional, and company level (Chris, 2004). III. International Human Resources ActivitiesGoing international is a crucial decision for a business in all of its aspects. As for the HR activities in a business, there are other small sub-factors that need further consideration, in special, the current day to day running of Human Resource Management. The reason why this is changeable overseas is owed to the same aspects that other countries or regions will conduct and perceive practices. It can be said that one of the main concerns for moving into a global business is based on cultural differences. One of the decisions that firms need to make is on the re-design and structure of the organization. This include the adaptation for a new cultural environment for the whole process of HR planning and strategies. This decision involves choosing the forms, understanding the stages of development, and implementing the strategy through each functional level of the organization, including HR management. To support and advise on the firm’s strategic direction, HR managers must understand the organizational design issues that firms face, the evolving phases in the development of the firm as it grows internationally, and the most common methods of implementing human resource strategy within those designs and phases (Briscoe & Schuler, 2004). International Human Resource Management is characterized by increased complexity of HR activities, cultural awareness and tolerance, stronger relationship with employees and their families, different expectations and requirements of employees across cultures, management of cross-cultural  teams and diluted risk on the business front and increased risk on the people front. When a company is recruiting, the search for new employees should include opportunities for all types of sub-cultures including age, gender, ethnicity, nationality, etc provided that the environmental circumstances are appropriate. If, for instance, an organization advertises job vacancies in only one source, such as in magazines mainly destined for young people or for the male sex, it is rather possible that employers would be limiting vacancies to young males only. Expansion of business horizons implies greater challenges in terms of human resource management. The different IHRM activities include normal HR activities like human resource planning, performance management, compensation management, training, etc., but at a higher level of complexity. The specific IHRM activities include expatriate assignment management, expatriate training, management of cross-cultural work-teams, cross-cultural training etc. 3.1) Recruitment and SelectionThe procedures of selection and recruitment process will be different because of the society and internal organizational factors. In developed countries, such as the US, the formal procedures including interviews and written tests will be used to select the most suitable person. In developing countries such as some in the Middle East and Africa, the recruitment process is normally done through informal networks of relatives and friends. (Tayeb, 2005). Example 17:The international Nike case problem emerged when Cambodians working in the manufacturing sector were told they have being paid less than if they were working in Nike Company home country. However, the Cambodians themselves were in fact glad to be paid the salary sum, despite the boycott because normally no Cambodians are given the opportunity to receive such salary for the job they have been doing. The report called the situation a case of slavery, despite it was found that the workers themselves were satisfied with the salaries. The example above stands out job expectations from different countries, hence the necessity of organizations to understand international human resource protectionist laws that can affect the current HR practices in the home country. 3.1.1 Criteria of SelectionExample 18:The criteria of selection is also different. In Japan, companies prefer selecting someone with a wide range of educational qualifications and will be then trained to perform cross- functional jobs. The main purpose is to make the internal employees flexible and skilful so they are able to perform any jobs when necessary (Tayeb, 2005). In the US, the criteria are base on specialism. They tend to employ new skilful people who are able to perform the jobs without further training. In Britain, the combination of the two is used. Applicants are selected on a fit-the-job basis, and are then trained to perform that specific job properly (Tayeb, 2005). For recruitment method, both in Turkey and Israel tend to use the current employees as a main method to fill the manager positions. However, the second source in Turkey is using recruitment companies or consultancy while in Israel using newspaper advertisement. In selection process, 94% of the Israel companies use interview as a tool to select the applicants while in Turkey, filling application form is the most popular method (Chris, 2004). 3.2) Training Most of the companies use induction and on-the- job training as the main training method. However, nowadays, further training is necessary since competencies arise. While some countries take a form of informal training, others take the form of either in-house tuition or externally – provided services. In the past, employee training is widely used in UK. Now,  it has been replaced by more formal courses. For developing countries, skill training is still necessary. The relationship between the supervisor and the new recruit is similar to teacher and pupil, or even parent and child. In many countries, training policies and practices are normally not required by the law. However, some countries such as France, medium and large companies are required by law to spend some percentage of their annual turnover on employee training. Apart from France, Japanese, German and US companies also spend a sum of money and time on training. (Tayep, 2005)3.3) Job expectations and motivation policiesIt is obvious to agree that the majority of people have their own goals and try their best to achieve them. Different societies with a variety of cultures and environment may have different views of job expectations and motivation (Tayeb, 2005). Example 19:According to the employee attitude survey conducted in English and Indian organisations by Tayeb (1988), it can be concluded that ‘being creative and imaginative at work’ and ‘good pay and fringe benefits’ were more important to the English employees than to the Indian employees. On the other hand, ‘having an opportunity to learn new things’ and ‘having freedom and independence’ were more important to the Indian employees than the English employees. 3.4) Performance appraisal, reward, and promotion policiesIn many traditional countries such as in the Middle East, loyalty to a superior is more important that effective performance. In addition, harmony in the organisation can help it run smoothly instead of using performance measures. Example 20:Segalla’s (1998) conducted the research on 100 European managers and found that different countries have different aspects to human resource decisions. Promoting managers in German is based on objective performance. French managers, on the other hand, promoted on a basis o seniority or group loyalty. Regarding to the redundancy, more than 70% of the English respondents would have made redundant a middle-aged, high-salary manager with average performance. On the other hand, German respondents prefer discharging young managers who could find new jobs easier. French respondents were more likely to redundant a younger average quality manager than an older one (Tayeb, 2005). IV.RecommendationsWhen a company decides to  expand internationally, it must follow the same steps that its local employees accomplish when incorporating for its first time, but with a higher care in details and considering certain requirements that are fundamental for the success of the new project of going international. The steps that we recommend are the following:Every company that is planning in the short or long term going international must do a rigorous selection having in account not only the technical knowledge, but the adaptability that can have an employee in the future. The acquired experience is important also (labour, level of education, language skills,etc.), since the majority of companies looks for candidates who have evolved very well in similar positions in other parts of the world, making easier to achieve the goals of the new challenge. In the case of a manager or other employee who is going away to make a position of the company in a determined country, the HR department is due to prepare this person as far as the customs that will find, the language that will be spoken, the conditions of life that will find and all the information required in order to accomplish successfully this challenge. In order to enable the employees so that the organisation’s politics and strategies prevails abroad the company will have to stablish some measurement process, owing to the fact that if the company is well prepared the impact by the cultural differences will not affect the success of the business. There is always very important that the company majes an evaluation or the organisation’s strategy, goals and also a very detail SWOT analys which will help the company to have a complete analysis and in this way they HR deaprment will be prepare in how the challenges of going abroad will influence the company in its future performance.. Another step occurs with employee that will be transfer abroad, who will need all the information concerning the country destiny and some abilities of adaptation in order to make this person to fit in the new site of work. Compensations is a point of extreme importance when going international, because costs of life are very different and the remuneration must be in agreement with this item, or with majors incentives or a better wage. Finally, the true key to succeed in the mission of taking a company’s operation abroad is to enable in the best way possible each one of the employees involve in this process, for each one of the persons that participate in the internationalisation having the information and knowing beforehand the challenges that will take place and how to handle it will make the differences in which companies succeed and which doesn’t. V.ConclusionIn a world with so immediate changes and where internationalization is increasing every day, a good HRM will be fundamental so that the companies that wishes to project to go international can, prevail in foreign marketsGlobalisation, opening, unification, are referring terms to the new world order that has been displaying with great force in the last years. The companies have been part fundamental of these events and they do not remain apart from all the internationalization process that has come displaying in all sense. For such reason after writing this report is understood that the change process includes all the directed activities to help the organization so that it successful adopts new attitudes, new technologies and new forms to make businesses, due to the fact that the new challenges that HRM faces in a world where the globalisation, not only of the companies, is latent. We already treated the steps that must follow a company so that their employees can be successful abroad, that is to say, how he is due to select, to enable and to compensate dices the new challenges which they are going away to face. Nevertheless, other factors exist to very consider like the remarkable differences as far as the legal systems, the availability of manpower, etc., that exist in the countries. Like final conclusion, the adventure can affirm that to look for new courses always will bring challenges. The best thing, therefore, is to prepare  itself of the best form and to adapt completely to the new specifications that are in this difficult but exciting way. Writing this report has made us understood that the change process includes all the directed activities to help the organization so that it successful adopts new attitudes, new technologies and new forms to make businesses. The effective administration of the change of going international, allows the transformation of the strategy, the processes, the technology and the people to reorient the organization to the profit of its objectives, to maximize its performance and to always assure the continuous improvement in an atmosphere of businesses/ money changer. References (Part A)Chris B., Wolfgang M., and Michael M. (2004), Human Resource Management in Europe: Evidence of Convergence?, Elsevier Ltd Publisher. Hofstede, G (1980), Culture’s Consequences: International differences in Work Related Value, Sage Publications, Beverly Hills. Jackson, T (2002), International HRM: A Cross Cultural Approach, Sage Publications. Keegan, W, (2002), Global Marketing Management, 7th edition, UK, Prentice Hall, p. 117. Segalla, W. and De Menzes, L. (1998), ‘High Commitment Management in the UK: evidence from the workplace industrial relations survey, and employers’ manpower and skills practices survey’, Human Relations, vol. 51, no. 4, pp. 485-515. Tayeb, M. H. (1988), Organizations and National Culture: A Comparative Analysis, London: Sage Publications. Tayeb, M. H. (2005), International Human Resource Management. New York: Oxford University Press Inc. Vance, Charles M. (2006), Challenges and Opportunities in International Human Resource Management, M.E. Sharpe Inc. Publisher pg 57. Cardy, Robert L. â€Å"Future-Oriented and Organizational-Lxvel Approaches to Job Analysis.† In K.P. Carson (Chair) Future Directions in Job Analysis. Symposium presented at the Annual Conference of the Society for Industrial and Organizational Psychology, San Francisco (April 1993). Katz, Daniel and Robert L. Kahn. The Social Psychology of Organizations. New York: John Wiley, 1978. Probst, S Raub, and Kai Romhardt, Adapted from Managing Knowledge Building Blocks for Success,John Wiley, 1998 (p.34)Miller, Janice,S.,and Cardy,Robert, Technology and Managing People: Keeping the â€Å"Human† in Human Resources, Journal of Labour research,Bray, P. (1999) Do you know what you want?, Sunday Times, Knowledge Management Supplement, 25 April, p.15. Gourlay, S. (1999) Knowledge Management and HRM, Croners Employee Relations (Review), March, Issue 8, pp. 21-27. Human Resource Management 11th Edition Author; Gary Dessler. Managing Global Human Resource, Going international, Managing the expatriation experience, Marc Raynaud. Harvey, C. & Morouney, K. (1998) Organization structure and designUPI (2008). Suit Waitress Fired for Refusing Dress. Available from:http://www.upi.com/Top_News/2008/12/19/Suit_Waitress_fired_for_refusing_dress/UPI-69741229747725/ [Achieved on 4 February 2009]Bibliography (Part A)Black, J.S., Morrison, A., & Gregersen, H.B. 1999. Global Explorers: The Next Generation of Leaders. Evans, P., Pucik, V., Barsoux, J. 2002. The Global Challenge: Frameworks for International Human Resource Management. Mendenhall, M.E., Kà ¼hlmann, T.M. & Stahl, G.K. 2001. Developing Global Business Leaders: Policies, Processes, and Innovations. Westport, CT: Quorum Books. Becker, B. E. & Gerhart, B. 1996. Human Resources and Organizational Performance: Progress and Prospects. Academy of Management Journal (special issue: Human Resources and Organizational Performance)Becker, B.E. & Huselid, M.A. 1998. High Performance Work Systems and Firm Performance: A Synthesis of Research and Managerial Implications. Research in Personnel and Human Resources ManagementBecker, B.E., Huselid, M.A., Pickus, P.S., &

Free Essays on Difference Between New England And The Chesapeake Region

By 1700, New England and the Chesapeake region had developed into two very distinct societies. They had a variety of differences that caused them to become separate settlements, even though they were both settled by those of English origin. These differences included their purpose, their economy, the geography, and demographics. The English’s purpose of coming to the New World had a major impact on the separation of the settlements. Those who chose to come to New England came for freedom of religion. They had a strict code of morality, were organized, and came to stay. They believed in self reliance and independence, which resulted in the Mayflower Compact. In these New England colonies, religion/Puritanism was so important that the number one priority for the settlers at Springfield was finding a minister. (Document D) The colonies intended to be a â€Å"city on a hill†, a beacon of Christian hope to the world. (Document A) Those who came to the Chesapeake region had a more temporary plan. They didn’t come for religion, but for the desire of money. They came over to gain profit, with plans to go back to England once they had enough of it. To some, it was all about getting gold, as expressed in Document F. These settlers were very poorly organized. They were also tolerant when it came to religion, so there were a variety of religions there. The differences between the two societies in their purpose of coming to the New World affected the separation of them. The people would not be able to work together as one colony because they were there for different reasons. The two colonies were also very different by their economic system. The settlers in New England tended to put religion over economics. They believed that the tradesmen and laborers should consider the ‘religious end of their callings’ so that they may serve God and their neighbors with their arts and trades comfortably. ( Document E) In New England a lot of people m... Free Essays on Difference Between New England And The Chesapeake Region Free Essays on Difference Between New England And The Chesapeake Region By 1700, New England and the Chesapeake region had developed into two very distinct societies. They had a variety of differences that caused them to become separate settlements, even though they were both settled by those of English origin. These differences included their purpose, their economy, the geography, and demographics. The English’s purpose of coming to the New World had a major impact on the separation of the settlements. Those who chose to come to New England came for freedom of religion. They had a strict code of morality, were organized, and came to stay. They believed in self reliance and independence, which resulted in the Mayflower Compact. In these New England colonies, religion/Puritanism was so important that the number one priority for the settlers at Springfield was finding a minister. (Document D) The colonies intended to be a â€Å"city on a hill†, a beacon of Christian hope to the world. (Document A) Those who came to the Chesapeake region had a more temporary plan. They didn’t come for religion, but for the desire of money. They came over to gain profit, with plans to go back to England once they had enough of it. To some, it was all about getting gold, as expressed in Document F. These settlers were very poorly organized. They were also tolerant when it came to religion, so there were a variety of religions there. The differences between the two societies in their purpose of coming to the New World affected the separation of them. The people would not be able to work together as one colony because they were there for different reasons. The two colonies were also very different by their economic system. The settlers in New England tended to put religion over economics. They believed that the tradesmen and laborers should consider the ‘religious end of their callings’ so that they may serve God and their neighbors with their arts and trades comfortably. ( Document E) In New England a lot of people m...

Battle of New Market in the Civil War

Battle of New Market in the Civil War The Battle of New Market occurred on May 15, 1864, during the American Civil War (1861-1865). In March 1864, President Abraham Lincoln elevated Major General Ulysses S. Grant to lieutenant general and gave him command of all Union armies. Having previously directed forces in the Western Theater, he decided to give operational command of the armies in this region to Major General William T. Sherman and moved his headquarters east to travel with Major General George G. Meades Army of the Potomac. Grants Plan Unlike the Union campaigns of the preceding years which sought to capture the Confederate capital of Richmond, Grants primary goal was the destruction of General Robert E. Lees Army of Northern Virginia. Recognizing that the loss of Lees army would lead to the inevitable fall of Richmond as well as would likely sound the death knell of the rebellion, Grant intended to strike the Army of Northern Virginia from three directions. This was made possible by the Unions superiority in manpower and equipment. First, Meade was to cross the Rapidan River east of Lees position at Orange Court House, before swinging west to engage the enemy. With this thrust, Grant sought to bring Lee to battle outside of the fortifications the Confederates had constructed at Mine Run. To the south, Major General Benjamin Butlers Army of the James was to advance up the Peninsula from Fort Monroe and threaten Richmond, while to the west Major General Franz Sigel laid waste to the resources of the Shenandoah Valley. Ideally, these secondary thrusts would draw troops away from Lee, weakening his army as Grant and Meade attacked. Sigel in the Valley Born in Germany, Sigel had graduated from the Karlsruhe Military Academy in 1843, and five years later served Baden during the Revolution of 1848. With the collapse of the revolutionary movements in Germany, he had fled first to Great Britain and then to New York City. Settling in St. Louis, Sigel became active in local politics and was an ardent abolitionist. With the start of the Civil War, he received a commission more based on his political views and influence with the German immigrant community than his martial ability.   After seeing fighting in the west at Wilsons Creek and Pea Ridge in 1862, Sigel was ordered east and held commands in the Shenandoah Valley and the Army of the Potomac. Through poor performance and an unlikable disposition, Sigel was relegated to unimportant posts in 1863. The following March, due to his political influence, he obtained command of the  Department of West Virginia. Tasked with eliminating the Shenandoah Valleys ability to provide Lee with food and supplies, he moved out with around 9,000 men from Winchester in early May. Confederate Response As Sigel and his army moved southwest through the valley towards their goal of Staunton, Union troops initially encountered little resistance. To meet the Union threat, Major General John C. Breckinridge hastily assembled what Confederate troops were available in the area. These were organized into two infantry brigades, led by Brigadier Generals  John C. Echols and Gabriel C. Wharton, and a cavalry brigade led by Brigadier General John D. Imboden. Additional units were added to Breckinridges small army including the 257-man Corps of Cadets from the Virginia Military Institute. Armies Commanders: Union Major General Franz Sigel6,275 men Confederate Major General John C. Breckinridge4,090 men Making Contact Though they had marched 80 miles in four days to join his army, Breckinridge hoped to avoid using the cadets as some were as young as 15. Advancing towards each other, Sigel and Breckinridges forces met near New Market on May 15, 1864. Deploying on a ridge north of the town, Sigel pushed skirmishers forward. Spotting the Union troops, Breckinridge opted to take the offensive. Forming his men south of New Market, he placed the VMI cadets in his reserve line. Moving out around 11:00 AM, the Confederates advanced through thick mud and cleared New Market within ninety minutes. The Confederates Attack Pressing on, Breckinridges men encountered a line of Union skirmishers just north of the town. Sending Brigadier General John Imbodens cavalry around to the right, Breckinridges infantry attacked while the horsemen fired on the Union flank. Overwhelmed, the skirmishers fell back to the main Union line. Continuing their attack, the Confederates advanced upon Sigels troops. As the two lines neared, they began exchanging fire. Taking advantage of their superior position, the Union forces began to thin out the Confederate line. With Breckinridges line starting to waver, Sigel decided to attack. With a gap opening in his line, Breckinridge, with great reluctance, ordered the VMI cadets forward to close the breach. Coming into line as the 34th Massachusetts began their attack, the cadets braced themselves for the onslaught. Fighting with Breckinridges seasoned veterans, the cadets were able to repel the Union thrust. Elsewhere, a thrust by Union cavalry led by Major General Julius Stahel was turned back by Confederate artillery fire. With Sigels attacks faltering, Breckinridge ordered his entire line forward. Surging through the mud with the cadets in the lead, the Confederates assaulted Sigels position, breaking his line and forcing his men from the field. Aftermath The defeat at New Market cost Sigel 96 killed, 520 wounded, and 225 missing. For Breckinridge, losses were around 43 killed, 474 wounded, and 3 missing. During the fighting, ten of the VMI cadets were killed or mortally wounded. Following the battle, Sigel withdrew to Strasburg and effectively left the Valley in Confederate hands. This situation would largely remain until Major General Philip Sheridan captured the Shenandoah for the Union later that year.

U07d1 Three Reform Models Essay Example | Topics and Well Written Essays - 500 words

U07d1 Three Reform Models - Essay Example RG or Diagnostic Relate Group was implemented in 1983 and was basically a system where the groups were formed based on diagnoses, age, sex, discharge status, medical complications and also procedures. This is the basis by which Medicare pays the hospitals and has been quite successful. This system makes it simpler for Medicare to correctly identify each group and base the possible demand for each group (The New England Journal of Medicine, 2010). This is an accurate mode of medical care and is helpful in ensuring clearer working processes. State Childrens Health Insurance Program: This program was developed with an intension to provide health care for children and families that were uninsured and with incomes that was low but enough to gain a Medicaid. This program had a number of arguments and there was a complete slow down in the program as President George Bush felt that the program was losing focus and was covering more of middle class children rather than the poor children. The program has however again been put back into track by President Obama and over four million children and pregnant women have been treated under the Childrens Health Insurance Reauthorization Act of 2009 (Centers for Medicare & Medicaid Services, 2010). Mental Health Parity Act: This act was introduced on January 2010 and aims at providing alignment for health and substance abuse benefits and also providing medical health benefits for companies with 50 or more employees. This however is not a group health plan of any sort (U.S. Department of Labor, 2008). As seen all these reforms have been developed with an intension to improve and address all the healthcare system issues. They are all very beneficial in terms of providing the assistance to the patients, however there is a clear issue where all the systems lack the availability of funds (Valueoptions, 2010). Also with the newer reforms coming up each day there is clearly a lack of enough money available to invest into the

Not-For-Profit Decisions Essay Example | Topics and Well Written Essays - 500 words

Not-For-Profit Decisions - Essay Example This paper will analyze the functions of Goodwill Industries International Inc, with intent to identify the importance of decision making in non-profit organizations. Goodwill Industries is a non-profit organization founded by Dr. Edgar J. Helms in 1902. As reported in Hoovers.com, the organization aims at the welfare of lower class of the society by giving outstanding training on job, employment placement services, and training programs for disabled persons. The organization is highly concerned about the societal issues for it creates opportunities for the people having criminal background. Goodwill promises improved quality life of individuals, families, as well as of the entire communities by converting all difficulties to opportunities. For instance, with intent to create more job opportunities for unemployed people, in 2010 Goodwill launched the Donate Movement which proposed collecting and recycling unwanted and unusable household materials from various places. Goodwill has mor e than 2,500 donation places in United States and Canada. Goodwill seeks help and support from local communities and it currently operates with 165 local communities. ‘Goodwill’ thus came to be known as environmental pioneer as well as a social modernizer because of its reuse and repurposes practice.