Marketing Plan For A Company Headquarters Essay - 1958 Words

Mission Statement: This product is for all consumers at any age. The product should help not only keep track of your fitness and sleep but also help you create a better schedule for your own health. This is wearable tech that will keep track of workouts, steps, and all manner of sleep. This technology will make it easier for everyone to sleep the right amount of time every night. Company Information: This company headquarters is in San Francisco we are a globe leader in wearable tech. the company was founded December 1, 1999 by the CEO Hosain Rahman and Alexander Asseily founded this company at Stanford. The founders had a huge role in the creation and development of this company they started it from the ground up. The company has been hiring many employees from the start now the number is unknown it is believed to be somewhere in the thousands. Growth of the company: This new product that we are trying to create will change the way people see how they live. Right now, at we are revising one of our product that focuses more on sleep. For many years, there has been substantial growth. The product that we have been developing have helped many people understand what they need to do to be more health. We are working hard every day to change the way that you and everyone looks at health. We have had a lot of success with many of our products over the years and many people rave about how well our products work. The jawbone up has been used effectively by the public to help growShow MoreRelatedThe Role Of Chief Role Of Chief Financial Officer952 Words   |  4 Pagesthree former Coffee Hut associates. Over the next few years, GC3 expanded into Cincinnati and Cleveland, but have kept Columbus as their regional headquarters. Moving forward, GC3 grew with the purchase of Great Scoops and DaDeli. 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Philosophy of the Mind - 2347 Words

The Philosophy of Mind Introduction The philosophy of body and mind has been a highly debated topic since its launch in the 17th centaury by Rene Descartes. Since then, many philosophers have written on the subject matter and many theories have emerged as a product of this lively debate. In this essay, I will analyze and critique a selection of philosophers who ponder on the body-mind topic since the 17th century, and ultimately evaluate Paul M. Chruchland’s claim that folk psychology should be eliminated and replaced by completed neuroscience. For the purpose of this essay it is important to set the defying parameters of folk psychology, as there are 3 working definitions of folk psychology†¦show more content†¦For instance, a dry sensation in the throat would indicate thirst and a grumbling sensation in the stomach hunger etc. Lastly, the following quote makes an interesting connection to a recent discovery: â€Å"I am now awake, and see some truth; but since my vision is not yet clear enough, I will deliberately fall asleep so that my dreams may provide a true and clearer representation.† (Cottingham, 223). Here Descartes’ view of the mind over the body is evident but a connection could also be made to an interesting scientific discovery, Dimethyltryptamine (DMT). DMT is a hormone in the brain, only secreted during birth, dreams, and death. Besides its presence in the brain, DMT is also found in plants. Doctor Rick Strassman researched DMT extensively throughout the late 1900’s and even applied it to test subjects to observe results. He found that the secretion of DMT causes a state where one’s connection to reality as we know it, the physical laws of nature, are abandoned completely, a state of being where one is confronted by the unconscious mind. â€Å"DMT allows contact with dark matter or parallel universes, Strassman argues that DMT must have provided an adaptive advantage to our ancestors in allowing access to alternate states of consciousness and thus perhaps greater problem-solving abilities and greater creativity.†(Flores 2002). Being qua being perhaps, asShow MoreRelatedThe Philosophy Of Mind And The Body1646 Words   |  7 PagesPhilosophy of mind had come across when philosophers had an idea of the concepts regarding the human mind and its mysteries. 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Liebnizs philosophy of mind point of view contrasts directly with that of modern science, which can easily reduce the phenomena of mind to the brain. We might think that the mind is not identical to the brain if we ascribe to a metaphysi cal perspective like that of Liebniz. There are human experiences that cannot be reduced to materialism aloneRead MoreAnalytic Functionalism As A Philosophy Of The Mind1247 Words   |  5 PagesFunctionalism as a Philosophy of the Mind In an attempt to bridge the gaps between the philosophy of behaviorism and the identity theory, I have determined that functionalism presents us with the best solution. Although there are several concerns to the methodic explanation of mental states, I believe that analytic functionalism is a credible model that describes the mind. Analytic functionalism establishes an ontological method that provides more acceptable ways to describe and characterize the mind. I willRead More Transcendentalism: The Philosophy Of The Mind Essay example1046 Words   |  5 PagesTranscendentalism: The Philosophy of the Mind nbsp;nbsp;nbsp;nbsp;nbsp;Transcendentalism is the view that the basic truth of the universe lies beyond the knowledge obtained from the senses, a knowledge that transcendentalists regard as the mere appearance of things (Adventures 162). Transcendentalists believe the mind is where ideas are formed. The transcendentalist ideas of God, man, and the universe were not all original, but were a combination of other philosophies and religions. nbsp;nbsp;nbsp;nbsp;nbsp;OneRead MoreAristotle s Philosophy Of The Mind And Soul1176 Words   |  5 PagesDustin Nelson Professor Kolb Ancient Philosophy 18 Nov 2014 To understand Aristotle’s philosophy of the mind and soul, one must begin with his concepts of change, epistemology, and nature. 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He wasRead MoreEssay about Mind/Body Problem in Philosophy767 Words   |  4 PagesRunning head: MIND/BODY PROBLEM IN PHILOSOPHY Mind/Body Problem in Philosophy Barbara Buchanan University of Phoenix Mind/Body Problem in Philosophy The History of Psychology plays a big role in the interest of Psychology and Philosophy today. Several theories have been developed and refined over the hundreds of years of history in Philosophy and Psychology. Included in this report will be the discussion of the realm of the mind and consciousness, the mind and consciousness in relationRead MoreDescartes Views on the Topic of Philosophy of Mind Essay755 Words   |  4 PagesDescartes Views on the Topic of Philosophy of Mind Descartes has indeeed made some notable contributions towards the philosophy of mind. It is the aim of this essay to discuss these contributions. Descartes is well known for being an avid dualist. This is the view that the mind and body are understood to be seperate and distinct from each other, but in some way causally connected. Descartes was no exception and believed the mind and body to be two completely different

Parent’s Role in Children’s Education Essay Free Essays

COURES CODE: CS 1111, Registration No: 1212129, NAME: TALHASHAKEEL, SECTION: BS/CS1-A ROLE OF PARENTS IN CHILDREN EDUCATION Parents are their children’s first teachers. It is from parents that children learn about their culture, values, and language. Parents play a very valuable role in their children’s education in and out of the classroom. We will write a custom essay sample on Parent’s Role in Children’s Education Essay or any similar topic only for you Order Now Because of this reason, parents need to take on the challenge and provide their children the tools they will need in order to be successful in school and life. Education does not only involve acquiring academic qualifications it also    involves learning how to be a productive member of society, it involves how to behave in social settings, it involves learning how to figure everyday problems, and so much more. By talking to their children, parents can help them increase their vocabulary, they help their children in their receptive and expressive language, and they help their children feel empowered. Also, parents that talk with their children build lasting positive and strong relationships. A basic role of parents is to provide physical security for their children. Medical attention is one of the components of a physically secure environment. Another role of the parent is to provide intellectually stimulating environments. There are two things parents can do to help their children. The first is to read to their children every day and the second is to expose their children to many different things. Parents can provide great experience for their children. For instance, reading with or to their children is an excellent activity. Reading increases vocabulary, reading at home can help children learn to enjoy reading and increase reading ability. Parents can take trips to museums in order to increase interest and knowledge of children. Parents have a great deal of responsibility. They are their children’s first teacher. It is from parents, children can learn their culture, social skills, life skills, and get exposed to many experiences. Parents must be willing to take on the challenge of exposing their children How to cite Parent’s Role in Children’s Education Essay, Essay examples

Design and Implementation of Security †Free Samples to Students

Question: Discuss about the Design and Implementation of Security. Answer: Introduction Inter networkingdeals with the data transfer in the communicated network with communication devices and the protocols. Internet is a set of collected communication networks with many inter connections of bridges, routers and switches. Bridge is the intermediate service used to connect two LANs with LAN protocols. Similarly, the WANs also can be connected with their respective protocols. Router is the device which connects two similar or different type networks [6]. Analyse and discuss the significance of internetworking for GITAM University. The plan is to analyse and address the star up issues with the University. It is related to their network design, inter networking and implementation process. Since the University is going to have highly distributed, heterogeneous and globalised set of branches across the area hence a comprehensive system of network is designed to maintain their connectivity without any interruption. The network topology is chosen initially and designed as per their requirements. Network is designed in order to provide 100% availability with time. Efforts are made to maintain the network availability in wide adverse situations of link failure, equipment failure and overload conditions. Network designed to support tremendous traffic loads with the time. Design is carried out with consistent application response time. Protection is provided against unexpected security incidents. The important necessity to build the network includes proper network topology, router, wireless adaptor through which all their systems are internally connected. In this model, there are two basic type of networks. One is unknown network and the other one is trusted network. The protocol of the trusted network is known but the untrusted network is not known. Hence we cannot communicate or initiate the network connection with them. There are two routers. One is an internal router and the external router [4]. To design, plan and develop IT network infrastructure for GITAM University. The purpose of the project is to design network in such a manner so that it can enable nearly thousands of users at the same time to access the internet. It is planned to design the network that will provide at the speed of 2Mbps down load and 1 Mbps upload. Main Basic hardware requirements to form a network Some of the hard ware requirements are given below Repeaters, Radio: 900 MHz to 925 MHz, Certification: FCC Certification. Range: 1 mile. LED is used for power. Bi-color is used for Power state. Green: AC Power, Red: No AC power, Off no power. LED-Status Bi-color, this is regarding network status and the quality of Link Green: Link Quality 64 Orange: LQ between 30 and 63 Red: LQ between 0 and 29 Internetworking Protocols The link should be established between the networks. The link may be wired or wireless network. The network may be of similar or different types. It should have the link layer and the minimum physical layer. Software model and analysis: The following three models are necessary for the above-selected case study. As the university is the private building large number of private networks are necessary. These private connections were distributed through out the university. The university may take the lease option and the rental basis of network allotment. The guest wifi is very important in the wifi model because it will create the impression on the university for the guests. So this has to be maintained and well connected throughout the university with high speed. This is an area where the most band width with higher traffic is observed. Hence it must be maintained properly. The huge number of student and the staff population were found in this region. Network diagram is shown including server, router, switches and PCs on Netsim. There are many updates that have been seen in the Netsim 9 parent application. There has been multiple monitor that can be used simultaneously [2]. NetSim has various libraries in which the necessary commands are used for the particular applications whenever necessary [3]. The print screen of the design layout of the university network design has been shown in this section after carrying out certain network interconnection trail session using this Netsim tool. The next step is to run the simulation. The output must be analysed at every level of the network. The errors must be checked and debugged. The delay must be reduced and the loss must be avoided without packet errors. Export the graphs and the data for analysis. Frame Relay switches The core switches are showing in the above. The main traffic that passes depends upon the switch from the server to PCs or ISP to PCs. Network Configuration Process During the installation of the operating system the network software installation takes place. A certain IP configuration parameters are used in the appropriate files tat are stored. They are stored in such a way that they can be read at the boot time [2]. After the completion of building the entire network, it is required to make sure for the testing of the equipment and the performance monitoring of the entire network for the specific range of duration. Before starting the complete set up, it is required to test the entire network performance [1]. This will have the best internet facility for all kind of people like the staff, visitors, guests and students. The virus attacks must be watched carefully with restricting the bad websites and providing the high data rates for the internet users. References A. Dingli and J. Mifsud, "Useful: A framework to mainstream web site usability through automated evaluation." International Journal of Human Computer Interaction (IJHCI), vol. 2, p. 10, 2011. F. Akyildiz, T. Melodia and R. Chowdhury, Wireless Multimedia Sensor Networks: Applications and Testbeds. Proceedings of the IEEE, vol. 96, no. 10, pp. 1588-1605, 2008. S. Alabady. Design and Implementation of a Network Security Model using Static VLAN and AAA Server. In Proceedings International Conference on Information Communication Technologies: from Theory to Applications, ICTTA, 2008. Q. Ali and S. Alabady. Design and Implementation of A Secured Remotely Administrated Network. In Proceedings International Arab Conference on Information Technology, ACIT, 2007. J. Janitor, F. Jakab and K. Kniewald, Visual Learning Tools for Teaching/Learning Computer Networks: Cisco Networking Academy and Packet Tracer. Networking and Services (ICNS), 2010 Sixth International Conference on , vol., no., pp.351,355, 7- 13 March 2010. D. Petcu, B. Iancu, A. Peculea, V. Dadarlat, and E. Cebuc, Integrating Cisco Packet Tracer with Moodle platform: Support for teaching and automatic evaluation, Networking in Education and Research. RoEduNet International Conference 12th Edition , vol., no., pp.1,6, 26-28 Sept. 2013

Everest Mount 1996

Introduction Everest has attracted many people throughout decades. Successful expeditions to the summit encouraged many people to try their strength. However, many people lost their lives in such attempts. For instance, the expeditions led by Rob Hall and Scott Fischer in 1996 illustrate dangers associated with ascent of Everest. On May, 10 five people, including Hall and Fischer, lost their lives during this ascent (Roberto Carioggia 2003).Advertising We will write a custom case study sample on Everest Mount 1996 specifically for you for only $16.05 $11/page Learn More Many people strived to find out what exactly led to such dramatic outcomes. Some argue that Fischer and Hall turned out to be bad leaders as they made far too many mistakes. However, others claim that there can be no lawless ascents of Everest. Admittedly, there can be no single answer to this question though it is inappropriate to blame Hall and Fischer as they were not totally responsi ble for the tragedy that took place. Peculiarities of the mount Everest and its summit became known to the western world in the beginning of the twentieth century. Since then many people have tried to reach its summit. By 1980s more than hundred climbers reached the summit (Roberto Carioggia 2003). However, a lot more people died during their attempts. Notably, many experienced and highly skilled climbers lost their lives. Admittedly, one of the major reasons why people failed to reach the summit was very changeable weather. Nonetheless, it is necessary to note that though weather conditions are crucial, people are also responsible for tragedies that often take place there. Admittedly, the spread of touristic tours to the summit increases cases of deaths in Everest. The expeditions of Hall and Fischer prove that even those who reached the summit of Everest cannot guarantee safety of such tourists. Evaluation of the two leaders’ actions In the first place, it is important to note that Hall and Fischer were experienced climbers. Apparently, they could not make any mistakes. However, it is possible to point out some erroneous actions which, in combination with extreme weather conditions, led to the tragedy. In the first place, they knew challenges that an individual could experience during the ascent. More so, they took the responsibility to guide their tourists to the summit. Apart from this, Hall and Fischer overestimated their abilities during the ascent as well. For instance, even though Hall himself stressed the necessity to stick to the schedule, he let his people waste a lot of time and he did not make those who were too slow to descend when necessary. Hall overestimated his abilities as he decided that he would manage to guide everyone safely. As far as Fischer is concerned, he also overestimated his physical abilities. Thus, he ignored the necessity to get ready for the ascent and turned out to be unprepared for such physical loads. Finally, the lack of communication between the tourists and the instructors also played negative role.Advertising Looking for case study on geography? Let's see if we can help you! Get your first paper with 15% OFF Learn More The lessons to be learnt It goes without saying that the expeditions led by Hall and Fischer can be regarded as important lessons for leaders in different fields of management, leadership and decision making. In the first place, leaders should always remember that they are responsible for well-being of people they are in charge of. Thus, leaders should always remember that they are just like Hall and Fischer, i.e. they also need to guide members of their groups trying to avoid any possible dangers. Leaders should always associate themselves with the climbers who were responsible for their tourists’ lives. Thus, leaders should think of all challenges their subordinates can face. The leader should foresee difficulties to make his/her subordinates ready fo r upcoming challenges. Apart from responsibility, leaders should estimate their own abilities properly. Thus, Hall and Fischer overestimated their abilities and this led to the tragedy. Therefore, successful and responsible leaders should be critical. In the first place, they should make sure they know exactly what can be expected from them. They should also be sure they can meet their groups’ expectations. For instance, the leader should take into account all possible scenarios and know how to deal with this or that issue. At that, the leader should make sure he/she can cope with all possible issues to occur. Therefore, if the leader has any doubts concerning his/her abilities, it is important to think of other ways to deal with a problem. Perhaps, the leader should delegate some of his/her responsibilities. Admittedly, it is important to understand which duties can be delegated, and which should be handled by the leader only. Besides, the leader should always have a precise plan which will help to complete certain tasks. More so, the leader should never forget about the plan. The present case study perfectly illustrates the importance of sticking to the plan. Thus, the two climbers violated their own rules and this also negatively affected the outcomes of the ascent. Of course, the leader should be really precise especially when it comes to a plan implementation. Therefore, checklists and timelines can help to stick to the initial plan.Advertising We will write a custom case study sample on Everest Mount 1996 specifically for you for only $16.05 $11/page Learn More Of course, the plan should also be flexible. Nonetheless, it is inappropriate to change central points in the plan as this can lead to failure. The leader should remember this when making his/her subordinates follow the plan. Finally, the leader should be ready to take hard decisions. The case study shows that some of Hall’s and Fischer’s decision s were arguable. Something could have been delegated while sometimes the climbers should have been stricter. The leader should be ready to take on responsibility to make decisions which can seem controversial if the leader knows perfectly well that this decision will make the project successful. Thus, the leader should weigh each decision and he/she should prioritize activities, projects, etc. Finally, the leaders should also remember about the importance of proper communication between their subordinates. The lack of communication in the case with the expedition played a very tragic role. Likewise, the lack of communication between the members of the group can lead to the project’s failure. Therefore, the leader should make sure there is proper communication between the members of the group. It is one of the leader’s responsibilities to establish appropriate communicative channels. Thus, the leader as well as members of the group will be able to trace all possible pro blems (deviations from plan, changing of settings, etc.) in time which will enable the group to solve all the issues. Conclusion To sum up, the present study dwells upon one of the most tragic ascents of Everest. The case study focuses on Hall’s and Fischer’s actions during the ascent. It is possible to state that the present case study can be a perfect guidance for leaders in such fields as management, leadership and decision making. Leaders in many spheres of life can benefit from learning valuable lessons. Thus, the case study reveals the importance of the leader’s precision. Obviously, leaders should be responsible and they should critically estimate their own abilities to guide people in this or that situation.Advertising Looking for case study on geography? Let's see if we can help you! Get your first paper with 15% OFF Learn More Reference List Roberto, MA Carioggia, GM 2003, Mount Everest – 1996†², Harvard Business School, no. 9-303-061, pp. 1-22. This case study on Everest Mount 1996 was written and submitted by user Emmett Hewitt to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Life of a Bottle-Nosed Dolphin essays

Life of a Bottle-Nosed Dolphin essays The Bottle-nosed Dolphin is the most studied and generally the best-known species of dolphin. Bottle-nosed dolphins are classified "Tursiops truncates" in scientific name, and belong to the family Delphinidae. The dolphin is a very intelligent individual. Bottle-nosed dolphins are commonly found in zoos or marine parks because of their capability to perform tricks. They can jump through hoops 5 meters high because of their incredibly powerful tail. As well as jumping, Bottle-nosed dolphins can raise themselves upright out of the water and travel backwards, by threshing their tails. Bottle-nosed dolphins are generally coastal creatures, occurring along almost all tropical and temperate coasts, although they are also found offshore. In addition, the Bottle-nosed dolphin is called the "all-ocean" dolphin, meaning that it lives in every ocean. It is common for a school of 20 dolphins to live together in coastal regions, but school of 200 dolphins are found in the offshore places. These schools don't seem to have a leader and generally stay together for life. Dolphins eat food such as shrimp, squid, small sharks, other vertebrates and fish. When they find a large school of fish, several schools of dolphins join up to form groups of up to 1000 dolphins. They work together to head and catch the fish. Another feeding method the Bottle-nosed dolphin has developed is chasing the fish on to mud banks and snaps them in the air. Bottle-nosed dolphins are an extremely adaptable mammal. For example, the Atlantic Ocean kind tends to be a little smaller and stockier with a shorter nose compared to the Pacific kind. In Scottish waters, Bottle-nosed dolphins are chubby with a dark gray complexion, while the in Australian waters, Bottle-nosed dolphins are thin, light gray appearance, with a dominant circle around each eye. The reason why this dolphin may change its physical appearance is because there may be more fish in Scotland, or the pre...

A College Graduate as a Candidate Assignment Example | Topics and Well Written Essays - 750 words

A College Graduate as a Candidate - Assignment Example Graduates are the ones who are more exposed to different areas and attained a specific level of knowledge. It gives you more confidence about the business and assigning them to a certain task. An exam and a face-to-face interview are some of the best ways to assess the qualities of the job seeker. The exam can come in different forms; written or oral, personality tests, academic and logical. Exams can be a good reference of the quality of their skills while an interview can give you a hint on what characteristics a candidate have through the flow of the conversation. It also gives you the chance to know his goals and emotional state, on how much he can carry responsibilities of his job. Specifically, skill assessments can be a powerful tool to enhance the jobseeker’s potentials and hidden talents for upcoming tasks. It will open the opportunities to both parties (job seeker and recruiter) and will eventually pay a great dividend. A recruiter may put the jobseeker in a mock situation where he could foresee what awaits in the position and through this, skills might be shown and the recruiter could have the chance to evaluate such skills. A high salary is important because it strengthens the productivity of an employee. Recruitment-wise, a high salary serves as the basis of how much standard a job has and how important the position in a company is treated. Of course, a potential hire would go for a job that pays well. It is necessary to treat money as the major compensation an employee gets a job well done. A salary should match the job description, as well as the qualities of the employee. It is a powerful motivator to affect the behavior of a person and reach through the incentives of his goals. Thus, potential hires should be offered a high salary to get the best quality of work and have a high productivity (Rynes et al., 2004). A great manager knows how to handle all the areas.

Development and Promotion at North Atlantic Hospital Analysis Essay

Development and Promotion at North Atlantic Hospital Analysis - Essay Example Moreover, they were more interested to work for their own development rather than helping physicians or junior physicians to get promoted. So Dr. Harris studied the methodologies that were followed in other departments. Dr. Harris along with Dr. Cook surveyed various physicians and conference leaders, to take suggestions on conducting career conference in their department regularly. Several piece of advice and complaints came up, for which solutions were found and a proper framework of managing career conference for the Department of Anesthesiology was prepared. The career conference is valuable because it would analyze the performance of the department as a whole and help them to set goals for future. Table of Contents Executive Summary 2 Introduction 4 Question 1: Who should be the conference leaders? 5 Question 2: Would the meetings be uniform across all physicians? 6 Question 3: Once conference leaders were selected, how should they be paired with physicians? 7 Question 4: Should the conference discussions focus solely on physician development, or should they also consider issues of general performance and compensation? 9 Question 5: How would the department recognize conference leaders for their time and investment? 10 Conclusion 11 Reference 13 Appendices 14 Introduction Hospitals are institutions developed not only for the purpose of treatment but also for the personal career development of the clinicians and physicians. Similarly North Atlantic Hospital in Atlanta was also a medical college which was not only involved in treating patients but also in research and development programs for physicians, clinicians and educators. Dr. Elizabeth Harris became the chair person of the Anesthesiology department in the year 2009. This was among the biggest departments of North Atlantic Hospital. It was her job to ascertain the proper functioning of her department. Dr. Lesley Cook, the vice-chairman of the department assisted her in this task. Dr. Harris studied th e previous survey results to understand the fact that the doctors were not satisfied with their job because they were paid less for the work that they do. Moreover, there was no proper appraisal system prevailing within the department (Mondy 5). The seniors did not efficiently communicate with their subordinates. So there was a communication gap between the senior physicians and the assistant-physicians. This not only weakened the feedback process within the department but also deteriorated the quality of treatment. The department also lacked professionalism and they had no organizational goal or visions to lead them. Everyone was involved in promoting their own work rather than working towards the common goal of the department. In this scenario, Dr. Harris joined the hospital. It was very important to set things right because The North Atlantic Hospital had a very good reputation among the medical students and young researchers. They all aspired to join institutes of such status an d pursue their medical education and research. The department consists of mainly Clinicians also called physicians and Research Physicians. Clinicians- The investigators are physicians who spend 80 percent of their time in treating patients, investigating diseases and 20 percent of time in completing the administrative duties of the department. They also sometimes assisted the research physicians in research activities and co-authoring various books.

Cyber activism and hacktivism Essay Example | Topics and Well Written Essays - 1000 words

Cyber activism and hacktivism - Essay Example Activism involves a range of activities from online search for information, creating and feeding data to new or already existing websites, conducting communication via internet publications or emailing of letters, forming online forums to discuss various issues or coordinating certain activities. Hacktivism activities involve virtual blockades, email bombing, hacking web sites or breaking into computers systems, planting computer worms and viruses. The activities of activism are keen on developing the internet as a useful tool for social progress and policymaking. However, hackvists activities stem from anger and seek to destroy what is created by activism. The internet offers a vast body of information that would take one a lot of time and energy to search manually. Business corporations, organizations, governments and teaching institutions avail information on the internet that is easily accessible by the target audience or any other person interested in the data. The offered information extends beyond geographical demarcation. One can access the information necessary to facilitate his mission. Researchers use this collection of information to argue or prove their theses. While an activist will use this information to improve himself or the society, a hacktivist will seek to destroy this collection of information (Denning, 1999). Various humanity groups such as non-governmental organizations, civil boards and self-help groups publish information in the internet for the public to see. Some businesses such as luxury brand companies employ this technique to promote their products to the vast body of potential customers using the internet. Depending on the organization involved, some will post or publish information on public web sites or may develop their own site where they publish information on regular basis (Denning, 1999). Private websites provoke the anger or interest of hackers who hack to phish information

Life Cycle Costing

Life Cycle Costing Life-cycle costs and other direct costs can be defined as the total cost throughout its life including planning, design, procurement and support costs of the assets owned or used. Life cycle costing is divided into six-staged process. The first four stages which are plan life cycle costs analysis, select or develop life cycle model, apply life cycle model and documents and review life cycle results comprise the life cost planning phase. The last two stages which are preparing life cycle cost analysis and implement and monitor life cycle analysis incorporating the life cost analysis phase. Life cost analysis is used as the basis for monitoring and management of costs over an assetà ¢Ã¢â€š ¬Ã¢â€ž ¢s life. It makes creating, operating and disposal costs of the alternative is life, so that the monitoring of accurate and timely decision-making, in order to reduce manufacturing costs can be. The reason for using life cycle costing is to determine the sum of all the costs associated with a n asset including acquisition, installation, operation, maintenance, refurbishment and disposal costs. Capital and ongoing operating and maintenance costs must be considered wherever asset management, risk management, value management and demand management decisions involving costs are made. Case Study Life cycle costing is currently a valuable tool in the construction industry. Selecting the materials and components of structures and pavements based on a life cycle costing can significantly decrease the lifetime cost of construction, maintenance and repair. Life-cycle cost analysis tool in engineering economic analysis more useful alternative to the road layout in the relative value of competition. This method uses a structured method of accounting for agency costs of activities and users of transport activities. By considering the useful life of assets for all expenses related to, and life cycle costing process will help transportation officials choose the lowest total cost options, and provides a means to balance and construction to restore the users influence, and preserve the requirements of pavement itself. Pennsylvania Department of Transportation (PennDOT) has a long road selection decision-making process and successful history, the use of life-cycle cost analysis. Since th e mid-80s of the 20th century, PennDOT conducted a life cycle, it is estimated more than 1 million U.S. dollars and other road projects the initial cost of more than 10 million U.S. dollars of the cost estimates the cost of all road works. PennDOT 15 to 20 projects, each of sufficient size, it is a life-cycle cost. For these projects, PennDOT cycle cost base the choice depends on its design life, including the impact of vehicle operation, the user delays and cost increases, due to the existence of a work area. Because of its life-cycle cost analysis of policy, has made significant improvement in PennDOT road projects, including improving the overall performance of the pavement in the country, the new sidewalks and rehabilitation work, with the public and the industry decided to raise the choice of pavement types can be reliability organizations reduce costs. In addition, the life-cycle cost analysis is also given to the implementation of PennDOT. PennDOT has taken its life-cycle cos t analysis, and decisive implementation of top-down approach. The Department reviewed the entire pavement design and selection process. Then PennDOT Director has established a special task force to examine its applicability to the transport system, Pennsylvanias new technology. Life-cycle cost analysis method, choose a line to determine the cost of long-term agency PennDOT and user requirements. Cooperation with national experts, Pennsylvania State University and industry groups, PennDOT developed the Highway Geometric Design Manual and Pavement Policy Manual. The road design manual for all processes, including life-cycle cost analysis. To the mid-80s, these manuals are designed to use the road every PennDOT. Life-cycle cost to provide some benefits pavement design, it is PennDOT found that life-cycle cost analysis process, improve the quality of all road design input, and lead to better. Second, PennDOT engineers are more concerned about the costs and activities of various road materials and the performance of knowledge. Life cycle cost analysis process provides the opportunity to preliminary structural design of the road after an investigation in all aspects of life. Life-cycle cost advantage under the credit. PennDOTs track record of centralized control of the process life-cycle cost analysis to improve the transparency of the road, pavement type selection, the decision to choose the road less likely to be challenged industry group. In addition, PennDOT using the life-cycle cost of consideration at the project level because many roads have been taxed on the capacity and institutional trade-off between the cost of the user cost framework analysis, PennDOT had formally recognized the wor k of district activities, users and other causes roadway operating costs of vehicle delay. The final advantage is that PennDOT pavement design and life cycle cost analysis of the selection process, established clear benchmarks PennDOT pavement performance. Asphalt and concrete industry has been implemented to meet the challenges of PennDOT and better products and lower costs of adaptation. In addition, the contractors have reduced their offer in order to maintain competitiveness in a standardized environment. With a life-cycle cost analysis of the pros and cons of life cycle cost of inputs is uncertain, PennDOT has modified its corresponding road selection criteria. PennDOT to pavement design life-cycle costs through the information provided during the decision-making. However, the life-cycle costs such as agency costs and investment performance of the road, can not predict. Second, PennDOT had to rely on expert opinion and historical data to put into the development of local constituencies. PennDOT recognized as potential barriers to implementation as a lack of systematic data, and specifically decided to use the records to experts, then it has an appropriate analysis of historical data sources. At the same time, the existing database of research capabilities, to provide them with these inputs. As a data source through the development process at the same time, PennDOT for enforcing the majority of their local constituencies program and put back in it, if the process has been developed in order. PennDOT practice continuous improvement of the selection decision-making process and the road. Although the existing method has made the road what, just 20 years ago, the department has decided to review the contract in the process is expected. The review will be independent of the sector, and experts are not employed by PennDOT road. Specifically, the review will examine the user fees and accommodation of uncertainty in the analysis of the role. While PennDOT does not expect any significant change in its method of choice is life cycle cost benefits of the program has brought more credibility, improved design, and reduce costs. Such PennDOT to ensure sustainable development. K Amelio (2000), Life Cycle Cost Literature Survey and Database for Concrete, Journal of Structural, www.ecst.csuchico.edu/__depts/cim/documents/41.pdf United States

Civilization Paper -- essays research papers

Civilization is a term used in many different ways. It can be defined as; people who eat the same kind of foods, People who live together, people who speak the same language, and so on. Yet each way that it is defined relates towards the same topic; Humans and their existence on the planet. Civilization is known greatly as a group of humans or animals that live generally together and practice the same habits. Civilization, according to some historians, first came into play in the year 3000 BCE. These historians look at civilization as people who have the same dietary needs and habits, who practice these habits regularly in order to survive. A couple of years before 3000 BCE, the world went through what historians call the Agricultural revolution. They feel that because of this revolution, groups of people started to come together to practice their farming ways. Because of all the new food supplies that came about through the agricultural revolution, the population started to grow into little villages, which eventually turned into city states. This caused people to look further beyond their little villages in search of more land to hold their growing populations. This caused groups of people to break off and form their own little towns or civilizations. After a while the people learned that by being in different places their farming encountered different weather and growing conditions. Forcing them to grow products that will grow more sufficiently in their new conditions. Thi...

Health Care Spending Essay

In the past seven decades health care spending has been increasing tremendously. The industrial era brought in a new system to help population duel with the cost of medical care. New technology has become a much needed investing in the 21st century which has yield to a great margin between small and big facilities. When looking at all of these factors there is no wonder the nation is spend way too much money on health care, although at times might seem that there is not enough. It seems that the right investment is needed to help aid those that need help the most the elderly and unemployed, with the economy in a fragile state and unemployment rates increasing with the quarters there is no question that decisions about how we are spending on health care needs to change. Even though so many factors are involved in the spending this paper would focus on our current level of expenditures, how and where is the money spent, forecasting what would be coming next. Current level of national healthcare expenditures According to â€Å"Physicians for a National Health Program† (2012), â€Å"National Health Expenditures was $2.8 trillion, and the spending as a percent of GDP was 18% for 2012† (National Health Expenditure Projections: Modest Annual Growth until Coverage Expands and Economic Growth Accelerates). When looking at these facts many would even argue we are spending quite enough when it comes to healthcare or perhaps too much, however is the complete opposite not enough spending is in the right place. These figures does not represent the spent on one area of health care the graph below will provide an idea as to what, when, and where was spent on 2009. Total = $2.3 Trillion Source: Martin A.B. et al., â€Å"Growth In US Health Spending Remained Slow in 2010; Health Share of Gross Domestic Product Was Unchanged from 2009,† Health Affairs, 2012. As shown on the graph 51% of the spending is towards hospital care and physician/clinical services which are great to be invested in, however the rest of the spending in my opinion is not proportionally distribute, yes those areas are extremely important but it would be beneficial if more can be distributed along medication, and other professionals services to include the testing and diagnose of serious illnesses such as cancer. The investment is require to subsidize the needs on these areas, 45 percent of people under age 65 who don’t have insurance coverage for prescriptions said they had not filled a prescription in the last year because of the cost. Additionally, 84 percent of working-age people in the U.S. without insurance coverage for prescriptions said they had taken some action such as spending less on groceries or postponing paying other bills in order to pay for their medications, an increase from 71 percent last year (Rowan, 2012). Regarding testing for patients with cancer there should be more funding for the new technology available for test that many patients are not aware, because they cannot afford it or simply because it is not available in their area. Spending: Too much or not enough? In 2010, $2.6 trillion was spent on health care services and products, 61 percent of which purchased hospital care, physician and clinical services, and retail prescription drugs. Private health insurance paid for 33 percent, out-of-pocket sources for 12 percent, and other third party payers and programs for 7 percent. The two largest government health care programs, Medicare and Medicaid, purchased $925.1 billion worth of health care goods and services in 2010, accounting for 36 percent of total health care spending (Centers for Medicare and Medicaid Services, 2012). The increase of cost would continue to rise according to economists, health care managers, and advisors forcing for a new reform to change the system. Thus many are not too please with this idea is a phenomenal that cannot be avoid, there is a need to change in policies and methods in which we spent or invest in health care. Suggesting that the investment is too little would be a denial statement, everyday more and more patients are relying on programs such as Medicare and Medicaid to get the attention required at the moment. As the economic recession set in deeper less would be available to afford just the basic needs, medication or any treatment; unemployment rates are on the rise and it does not seem it would stop anytime soon. Although the new reform would try to establish some type of stability, until the insurance companies and policy makers come to an agreement to provide a universal premium for service which can be affordable for all, the same problems would continue to emerge. Many factors also have effect on spending considering for example the demand for new technology in the 21st century; this trend has become to some degree a factor in the rise on health care spending. Much of this new technology is beneficial if it provides a new way to used already establish technology, however many studies have revealed that most of them are only here to replace such technology and at some circumstances increase the cost of service. As a country a deeper consideration of such technology is needed not only to save money, but to invest wisely as to what would help the system cut in spending. Future economic needs of health care For years to come the enduring effects of the economic recession and slow recovery, due mostly because of partial growth in incomes, are expected to continue to limit health spending growth. In 2014 the coverage expansions laid out in the Affordable Care Act for Medicaid and for private health insurance are expected to increase the growth rate for health spending, with notable increases expected in spending on physician services and prescription drugs for newly insured patients. By the end of the year, higher income growth and the continuing shift of baby boomers into Medicare are expected to cause health spending to grow roughly two percentage points faster than overall economic growth, which is about the same differential experienced over the past thirty years. Therefore a necessary reform of a national health care perhaps would provide the change needed, the only issue with this suggestion is the funding. Thus a national health care would help every citizen reach the so needed medical attention required at an affordable price there is no surprise that the funding through Federal programs are thinning, and the cost of private insurance keeps on raising. Therefore a more evaluated reform should be put in place where the cost of care should be regulated, and more affordable options are given to the population; an increase on reimbursement of healthcare for basic health needs is necessary to subsidize the cost for complex health needs in order to keep the cost regulated. According to â€Å"Centers For Medicare And Medicaid Services† (2011), â€Å"In 2014, national health spending is projected to rise to 7.4 percent, or 2.1 percentage-points faster than in the absence of reform, as the major coverage expansions from the Affordable Care Act (ACA) are expected to result in 22 million fewer uninsured people† (National Health Expenditure Projections 2011-2021). Increases in Medicaid spending growth, and private health insurance growth will contribute to the overall acceleration in national health spending in 2014. There is no question that technology would also continue to raise to help the system provide the best and fast way possible services to those in need. Investing more in health care can only benefit the nation; however the right decisions needs to be made in order to keep the spending growth under control. Reference Centers for Medicare and Medicaid Services. (2012). Retrieved from http://www.cms.gov/Research-Statistics-Data-and-Systems/Statistics-Trends-and-Reports/NationalHealthExpendData/downloads/dsm-10.pdf Centers for Medicare and Medicaid Services. (2011). Retrieved from http://www.cms.gov/Research-Statistics-Data-and-Systems/Statistics-Trends-and -Reports/NationalHealthExpendData/Downloads/Proj2011PDF.pdf Martin A.B. et al., â€Å"Growth In US Health Spending Remained Slow in 2010; Health Share of Gross Domestic Product Was Unchanged from 2009,† Health Affairs, 2012. Physicians for a National Health Program. (2012). Retrieved from http://www.pnhp.org/news/2012/june/2012-health-care-spending-including-administration Rowan, K. (2012). Fox news.com. Retrieved from http://www.foxnews.com/health/2012/09/13/why-americans-prescriptions-are-going-unfilled/

Men in Dance essays

Men in Dance essays Men have played and continue to play a huge role in the development, history, and style of dance performance. Researching George Balanchine, Gene Kelly, Bob Fosse, and Savion Glover, I found that each of them contributed to the dance world in different ways. George Balanchine, a Russian-born American choreographer, was one of the foremost choreographers in the history of ballet, particularly in the neoclassical style. He was trained at the Imperial Ballet Academy and studied composition at the Saint Petersburg Conservatory in Russia. In 1933 he moved to Paris and organized his own group, Les Ballets. At the invitation of American ballet patron Lincoln Kirstein, Balanchine then moved to from Paris to New York City and together they founded the School of American Ballet in 1934 and the American Ballet Company in 1935. While with that company, Balanchine created works for various opera and ballet companies and for musical comedies. After the American Ballet Company dissolved in 1938, Balanchine's work for The Boys from Syracuse (1938) and the famous ballet sequence Slaughter on Tenth Avenue in On Your Toes (1936) established ballet as a permanent element of the musical. With Kirstein he co founded Ballet Society in 1946, which in 1948 beca me the New York City Ballet. Under Balanchine's direction, the company became one of the world's great performing groups, with a repertory consisting largely of his ballets. Balanchine is considered the foremost representative of neoclassicism in ballet. Through him, ballet in the United States has a direct connection with the Russian classical ballet tradition of celebrated 19th-century choreographer Marius Petipa. Although some of his ballets, such as The Nutcracker (1954; revised 1964) and the powerful Don Quixote (1965), have a story line, Balanchine is best known for his plotless ballets, such as The Four Temperaments (1946) and Jewels (1967), which explore ...

Crime Rates and The Criminal Justice System essays

Crime Rates and The Criminal Justice System essays It seems as though the issue of race is unavoidable, regardless of the context in which we are speaking. It is a shame that the idea of race play a role in any aspect of life. For someone of color to be disregarded, or overlooked, when being considered for an education or employment is unacceptable, but seems to be much more tragic when the issue of race spills over into our criminal justice system. It is imperative that the very nature of any justice system must be founded on the idea the application of the law be fair, no matter what your race. It has become quite apparent that race influence our criminal justice system based on the simple fact that blacks comprise nearly half our prison population while they make up only 13 to 14 percent of the general population. Race plays a major role, not only in rates of crime, but also in the decision-making process of our criminal justice system. Race plays a role in criminal activity, not only here in America, but in other countries as well. As I mentioned before, blacks (being a minority in the country) are over-represented in our prisons. This lends testimony to the fact that race, does in fact, play a role in rates of crime and our criminal justice system. There are many theories that could possibly explain blacks and their involvement in criminal activity including constitutional factors, economic deprivation, the idea that black family life fails to install adequate regard for long term goals in order replace instant pleasures for delayed rewards and the idea that blacks have somehow developed a skewed view the larger society and its values. For example, for the most part, we are residentially segregated. This means, that for the most part, blacks live in black neighborhoods and whites live in white neighbor hoods. It is also fair to say that the white population is currently dominant in America. This is not to say whites are better in a...

FedEx Express Essay Example | Topics and Well Written Essays - 1000 words

FedEx Express - Essay Example FedEx started its business long back in 1997 as a logistics services company which specialization was import/ export division with the name FDX. But it started its full operation in 1998 after the acquisition of Caliber System Inc. After that it started ground services with express shipping. Caliber handled the small package ground service and RPS; Viking Freight handled the less than truck loads throughout the western United States, Roberts Express handled the shipping services, airfreight services between Caribbean and United States handled by Caribbean Transportation Services. For technology solutions it got help from Caliber Logistics and Caliber Technology. Later in 2000 FedEx bought Tower Group International which was a logistics services company working internationally and WorldTariff which was a tax and customs duty organization. And then merged those two organizations, and form FedEx Trade Network. (FedEx Express, 2013) The main line of business of the FedEx Express: Later i n 2004 FedEx Corp takes over Kinko’s Inc. and set up FedEx Kinko’s. After this merging FedEx not only became a logistics provider for organizations but it enhance its operation to the individual public. After that all the FedEx Kinko retail stores starts offering shipping exclusively but later in 2008 FedEx exclude Kinko’s name from its name and made it FedEx Office. During 2004, FedEx bought Parcel Direct and renamed it as FedEx SmartPost. FedEx Express is an airline service which only dealt with cargo. In terms of freight tons it is the largest airline of the world and in terms of size of the fleet the fourth largest airline of the world. Names of the countries in which the FedEx operates: FedEx Express served to 375 destinations every day to almost all the countries. As the largest express transportation company of the world it headquarters in Memphis International Airport except that in United States of America its national hub is in Indianapolis Internation al Airport. Other regional hubs in United States of America are Ted Stevens Anchorage International Airport, Oakland International Airport, Newark Liberty International Airport, Fort Worth Alliance Airport and Miami International Airport. Outside of United States of America other regional headquarters are like Paris-Charles de Gaulle Airport, Guangzhou Baiyun International Airport, Toronto Person International Airport and Cologne Bonn Airport. Another airport which was about to open for FedEx Express was Piedmont Triad International Airport. 4P's marketing mix concept by the FedEx: Competition: Competitors for FedEx are ARAMEX, BAX Global, Choice Logistics, DHL Express, Purolator Courier, TNT N.V., United Parcel Service etc. Other freight competitors for FedEx Express in international market are like DHL, UPS (United Postal Service) from United States. And from foreign countries like Deutsche Post, TNT N.V. Except them others are like freight forwards, and other passengers and cargo airlines. Many competitors of FedEx are government controlled or subsidized organizations. Because of that those organizations have better resources; costs of services are low, low profit margin and favors regarding government policies and rules-regulations. Target market: FedEx made a seven year contract in

Companies Research Paper Example | Topics and Well Written Essays - 500 words

Companies - Research Paper Example I feel like I have very strong leadership qualities, and employees of this company frequently get opportunities to lead the teams independently. Hence, I would not only find the opportunity to expedite my skills and capabilities, but would also grow professionally. Being employed by this company, I would feel safe for I would be building my experience in one of the largest and most popular companies in Qatar, which would be good for me in the long run. I would like to work for Qatar Petroleum because this is a very old company. It was 1939 when the first well was drilled. Development sustained after the Second World War and the first crude exports took place in the year 1949. The fields of Maydan Mahzam and Idd Al-Shargi were discovered in the year 1960. After the discovery of Bul Hanine, the largest offshore in 1970, Qatar Petroleum was established in the year 1974 (â€Å"QP History†). Since the company has a strong international presence, I would have the opportunity to visit different countries and places as part of my job and also have international exposure. With such a large work setup and being equipped with the latest technology, Qatar Petroleum provides its employees with the opportunity to polish their intellectual and technical skills in a highly dynamic and challenging environment. Working with Qatar Petroleum is a privilege and a great and valuable addition to the CV in terms of experience. I would also feel very fortunate and happy if I ever get employed in the Qatar Airways. Qatar Airways provides wonderful opportunities of talent development to its employees. Employees of Qatar Airways are offered a range of benefits and perks in addition to salary. Besides, the company fosters such a culture that makes its employees feel like a family. The company promises its employees; â€Å"You will gain from the diverse culture, by interacting with more than one hundred and fifty nationalities in a fast-paced working environment.

Project 3 plan Essay Example | Topics and Well Written Essays - 250 words

Project 3 plan - Essay Example Furthermore, information pertaining to the hazards brought about by highly hazardous chemicals in the process is also to be explored. This information includes permissible exposure limits, the reactivity and corrosiveness of the chemicals, toxicity, and data on thermal and chemical stability. Process flow diagrams and charts such as those revealed by ReVelle (2003) are also essential in conceptualizing process safety management. Process safety information in PSM should cover the information pertaining to its technology and equipment. This is to involve construction materials diagrams on how the implementation of piping and other instruments are to be laid, electrical classification and design basis alongside other vital information. In this project we will also cover the process hazard analysis procedures used in PSM as discussed in the DOE Handbook (2004). The process is to involve identification, evaluation, and control of the hazards involves in it. This project is important as it will also reveal some of the ways in which previous incidents which had the potential of causing catastrophic consequences can be prevented in workplaces. This is achievable through identification of engineering and administrative controls applicable to the hazards. In this context, it is necessary to identify and describe major training requirements, major safety systems and their functions, and major steps of operating procedures. Most of these involve employees as they are the ones likely to fall victims. Should this project be done, ways through which catastrophes can be minimized or prevented shall be revealed. Besides that, safety and health considerations against highly hazardous chemicals shall also be

Human Resources Management - Downsizing Essay Example for Free

Human Resources Management Downsizing Essay I. Introduction In this era of globalisation, where the competition in the market has become drastic, human capital is deemed to be the most important factor to the integration as well as strategy of enterprises among any other factors (Waddel, Cummings, Worley, 2007). Since retaining and sustaining workforce is undeniably crucial to corporate integration, learning the trend and comprehending the will of employees is crucial to any enterprise’s survival. Taking scenario in Australia, the authors’ objective in this article is to emphasize the importance of older workers’ contributions to workplaces and employers are suggested unbiasedly re-adjusting their attitude and policies in order to effectively utilise the productivity of older workers. II. Article Analysis a. Researches Methodology In this article, secondary researches e.g. surveys, researches from others’ studies†¦ were used primarily. In terms of quantitative researches, the article mainly gathered data from Australian Bureau of Statistics (ABS); Department of Education, Employment and Workplace Relations (DEEWR); and Organisation for Economic Co-operation and Development (OECD). Its data validity can be strongly substantiated as both ABS and DEEWR are under the management of Australian government; and OECD is also a renowned international economic organisation which promotes economy and social well-being of people globally. Hence, its information validity is also confirmed. Noticeably, authors also use their past studies as references, for example, their paper: â€Å"Retaining and Sustaining the Competence of Older Workers: An Australian Perspective†, written in 2009. This raises the question about the credibility of such reference. Moreover, several references seem to be out-dated, for ex ample, â€Å"Sociology† by Giddens in 1997, or the survey’s data of McIntosh’s paper in 2001. b. Significance of the Findings The findings in the article are relatively clear and straightforward, yet what they truly provide to readers are beyond mere facts. It is the broad knowledge that is provided allowing readers to come up with their own judgement about the issue. The article first presents the idea to readers that an increasing wave of older workers will be coming up in the future due to the shortage of young worker and the consequences of the financial crisis in the early 2008. It is true that because of such crisis, people’s superannuation is heavily affected and therefore even elders will very likely try to go back to the labour market and look for works (Bekaert Hodrick, 2009). Nevertheless, what the authors aim to achieve is not only to present the trend to the readers, but to raise the employers’ awareness so that they do not look down to older workers as â€Å"last resorts† as they will very likely become a major workforce in the future. The authors claimed that older workers undoubtedly will become crucial to the Australia economy in the near future. Yet there is proof presented in the article that indicates the existence of the negativity of employers’ attitude toward older workers. This claim is also valid as according to a HR report from Thompson Reuters, a research was conducted and realized that only 25% of the number of employers being asked tried to convince Baby Boomers to stay back when they resigned, compared to 40% for Generation X and Generation Y (HR Report, 2008). On the other hand, the article also provides to readers a completely opposite proof which shows that employers hold no grudge against older workers. Such claim is also substantiated by an article by Forbes, in which, a survey of 500 hiring managers was conducted and resulted that 60% of hiring managers would likely to hire older workers, compared to 20% of those would hire Millenials, who were born just before the millennium, from 1981 through 2000 (Adams, 2012). III. Strength and Weakness/Limitation of the article c. The strength of the article Basically, the article targets readers who are working in Human Resources field. It has done its part by successfully conveying the idea to readers by using sets of well organised evidences and firm hypothesises. The article also proposed a rational strategy that, according to the authors, would not only help employers to not waste human capital, but also support the older employees’ employability by changing the attitude of employers in the workplace. The data and references used in the article were relevant to the discussed area. Each and every statement in the article is backed with credible sources; therefore it makes readers feel confident and safe when they acquire the knowledge from the article. On top of that, not only it provides evidences which support only its hypothesis, but also it provides evidences that are completely contradictory to its hypothesis, for example, the case in the study of McIntosh in 2001 where the attitude of employers toward older workers was n ot negative at all. This helps readers to have broader view and shows that the authors were unbiased when writing this article. d. Weakness and Limitation of the article Since the article was taking the scenario happening in Australia, its world-wide applicability is questionable. Although the article also uses some foreign data, for example, McIntosh’s research which was conducted with the U.S’s labour forces, it is still very limited. As mentioned, authors also used their part studies as references; hence, this raises questions about such sources’ credibility. Furthermore, the year which the article was written was 2011, yet there are a few references that were written a long time ago, â€Å"Sociology† written by Giddens in 1997 is an example. This also raises the question about the sources’ up-to-date applicability. One of its strong points turns out to be its weakness. Each and every statement in the article is backed up with a study; therefore it somewhat gives readers a feeling that very few ideas in the article were original. IV. Conclusion According to (Waddel, Cummings, Worley, 2007), in the process of globalisation, it requires enterprises to constantly adapt and develop in the way that would maximize their intrinsic value. The article has shown readers the proof that older workers is one promising and valuable source of high-quality workforce, yet evidences show that a lot of employers are still age-biased. On that ground, it is recommended that employers should not take this matter lightly anymore. Instead, they are suggested starting to change their attitude toward the older worker, re-adjust the workplace’s policies in order to maximize and sustain the productivity of older workers. Based on the hypothesis and findings of the article above, linking to the case study â€Å"High Flyers†, even though Silvertail is trying to build a newer and younger image, it should not get rid of older cabin crew by persecuting and being harsh on them. Rather than that, Silvertail should approach more positively by looking at their actual performance, including their motivation, and then re-allocate the job for them so that the integration and strategy of the company would be aligned. According to (Adams, 2012), older workers are superior in many fields e.g. positive work ethic, problem solving, leadership, reliability, professionalism, etc†¦ Rather than wasting a good source of human capital, using it wisely is always optimal. Bibliography (n.d.). Retrieved December 20, 2012, from http://deewr.gov.au/ (n.d.). Retrieved December 20, 2012, from http://www.oecd.org/ Australian Bureau of Statistics: About Us. (2012, November 13). Retrieved December 14, 2012, from Australian Bureau of Statistics: http://abs.gov.au/websitedbs/D3310114.nsf/Home/About+Us?opendocument#from-banner=GT Adams, S. (2012, September 9). Older Workers, Theres Hope: Study Finds Employers Like You Better Than Millennials. Retrieved December 13, 2012, from Forbes: http://www.forbes.com/sites/susanadams/2012/09/24/older-workers-theres-hope-study-finds-employers-like-you-better-than-millennials/ Bekaert, G., Hodrick, R. (2009). Internation Financial Management. Boston: Peason. HR Report. (2008, September 17). Employers ignoring older workers. Retrieved December 15, 2012, from Thompson Reuters: http://sites.thomsonreuters.com.au/workplace/2008/09/17/employers-ignoring-older-workers/ Manpower Research and Statistics Department. (2007). A Statistical Profile of Older Workers. Singapore: Ministry of Manpower. Waddel, D., Cummings, T. G., Worley, C. G. (2007). Organisation Development and Change. Asia Pacific. (3rd ed.). South Melbourne, Victoria, Australia: Cengage Learning Australia.

Team Performance and Strategic Management Objectives

Team Performance and Strategic Management Objectives Assess the links between team performance and strategic Objectives. The fundamental aim of the strategic management is to generate strategic capability by ensuring that the organisation has the skilled, committed and well motivated employees which it needs to achieve sustained competitive advantages. It’s objective is to provide a sense of direction in an turbulent’s environment, so that the business needs of the organization, and the individual and collective needs of its employees, can be met by the development and implementation of coherent and practical Human Resource policies and programme. Team performance working involves the development of a number of interrelated processes that together make an impact on the performance of the firm through its people in such areas as productivity, quality, levels of customer service, growth, profits, and ultimately the delivery of increased shareholder value. This is achieved by enhancing the skills and engaging the enthusiasm of employees . The starting point is leadership, vision and benchmarking to create a sense of momentum and direction. Progress must be measured constantly and the main drivers, support systems and culture are: Development of people capacities through learning at all levels, with particular emphasis on self-management and team capabilities to enable and support performance improvement and organizational potential Performance, operational and people management processes aligned to organizational objectives to build trust, enthusiasm and commitment to the direction taken by the organization Fair treatment for those who leave the organization as it changes, and engagement with the needs of the community outside the organization. Team-performance management practices include rigorous recruitment and selection procedures, extensive and relevant training and management development activities, incentive pay systems and performance management processes. The fundamental business need the strategy should meet is to develop and maintain a high performance culture. The characteristics of such a culture are: A clear line of sight exists between the strategic aims of the authority and those of its departments and its staff at all levels Management defines what it requires in the shape of performance improvements, sets goals for success and monitors performance to ensure that the goals are achieved Leadership from the top which engenders a shared belief in the importance of continuing improvement Performance management processes aligned to the authoritys objectives to ensure that people are engaged in achieving agreed goals and standards Capacities of people developed through learning at all levels to support performance improvement. People valued and rewarded according to their contribution. Evaluate tools and techniques available to set team performance targets Tools and techniques to help companies transform quickly. Way back when (pick your date), team members in large companies had a simple goal for themselves and their organizations: stability. Shareholders wanted little more than predictable earnings growth. Because so many markets were either closed or undeveloped, leaders could deliver on those expectations through annual exercises that offered only modest modifications to the strategic plan. Long-term structural transformation has four characteristics: scale (the change affects all or most of the organization), magnitude (it involves significant alterations of the status quo), duration (it lasts for months, if not years), and strategic importance. Yet companies will reap the rewards only when change occurs at the level of the individual employee. 1.2.1. Performance Evaluations: As a supervisor, your role is to set expectations, gather data, and provide on going feedback to your employees to assist them in utilizing their skills, expertise and ideas to produce results. To provide this direction. The Annual Performance Evaluation should provide a comparison of actual on-the job performance to established performance measurement standards. The Annual Performance Evaluation encourages periodic and structured communication between supervisors and employees about the job, and should take place continuously. 1.2.2 . Feedback: Feedback is a process by which effective performance is reinforced and less-than-desirable performance is corrected. Feedback should be information that highlights the relationship between what is expected and what has been accomplished after the work is performed or the action is taken. 1.2.3. Development Planning: Development planning is the process of creating experiences for your employees that promote skills and knowledge related to the position, as well as to professional growth. Development plans draw from the Performance Evaluation: Performance goals or needs (deficiencies) to be addressed The employee, with supervisor assistance, identifies ways to achieve those goals and/or address performance deficiencies in systematic ways. Address opportunities for professional growth Agreement and/or commitment between employee and supervisor Planned follow-up Assess the value of team performance tools to measure future team performance The first step in getting organized is to establish the performance measurement team. The team should be made up of: 1. People who actually do the work to be measured2. People who are very familiar with the work to be measured. 3. It is important that each person understands the task before them and their role in its accomplishment. Guidelines for Teams When meeting as a team, consider these Guidelines for Team: 1. Focus on effectiveness of systems and the appropriate level of internal controls. 2. Maintain a balance between outcome (objective) and process (subjective) measures. 3. Develop measures that crosscut functional areas to better represent overall organizational performance. 4. Incorporate â€Å"Best Practices† and reflect management’s judgment as to the key elements for overall successful operation, including cost/risk/benefit effectiveness—ascertain that measures add value a improve effectiveness in support of the organizational mission. 5. Consider value-added criteria, including evaluating the cost of measuring and administering the measure, and the number of measures that can be effectively managed. Keep the number of performance measures at each management level to a minimum. For any program, there are a large number of potential performance measures. Develop clear and understandable objectives and performance measures. Performance measures should clarify the objective and be understandable Consider the cost of attaining the next level of improvement. Establishing a measure that encourages reaching for a new or higher level of improvement should take into account the cost of implementing such a measure against the value of the additional improvement. Consider performing a risk evaluation. Organizations developing performance measurement systems should consider performing a risk evaluation of the organization to determine which specific processes are most critical to organizational success or which processes pose the greatest risk to successful mission accomplishments. Consider the weight of conflicting performance measures. Organizations frequently have several objectives that may not always be totally consistent with each other. For example, an objective of high productivity may conflict with an objective for a high quality product, or an objective of meeting specific deadlines may conflict with an objective of providing the highest quality reports to meet. 2.1 Analyse how to determine required performance targets within teams against current performance High-performing individuals and teams should be the goal of any organisation. We are all now aware of the potential results of high performance in terms of organisational success and competitiveness. The perennial debate is around how to create that high performance and, more importantly, how to sustain it. Most companies find the organisational issues much easier to handle than the individual ones so they get the attention. Unfortunately this is only part of what needs to be done to create a successful high-performance culture: addressing high performance among individuals is also essential. 2.1.1 Know what it looks like It will be impossible to know when youre achieving high performance if you dont know what it looks like. From an organisational perspective, high performance means not only running a financially sound business, adhering to essential policies and ensuring regulatory demands are observed, but also understanding the capability of your workforce to deliver high performance. All too often, concerns about what they might find and the time it may take prompt organisations to adopt the three wise monkeys strategy dont see, dont hear, dont speak with the result that low performance goes unchecked for years until it is too late and competitors have overtaken you. Too often, individual high performance is defined as simply getting the job done in the short term rather than looking to the long term and focusing on behaviours. 2.1.2 Make a commitment Strong and active commitment from leaders and managers, and the pursuit of continuous learning throughout the organisation, are crucial to building a well-defined high-performance culture. Commitment means not leaving it to fate, but truly understanding what high performance looks like, trusting different approaches and working with all stakeholders, including the human resource 2.1.3 Define your starting point Knowing where your organisation currently stands will make it much easier to create a vision for the future and to secure buy-in. One of the most effective strategies is to define explicitly what creates high performance in your organisation. Ensure that these behaviours are distinct, while being comprehensive enough to cover different levels of the organisation. Include areas such as how people collect and make sense of information and how they influence and build confidence in stakeholders. 2.1.4 Put a stake in the ground Once you have agreed what the behavioural high performance indicators look like, it is essential to observe and measure them. The best way to capture current performance is through objective observation, such as work shadowing, behavioural event interviews and subjective feedback via online and facilitated 360-degree analysis. This should clearly distinguish between behaviour that: †¢ impedes performance †¢ helps to do the task in hand †¢ makes a sustainable and long-term positive contribution †¢ promotes beneficial and long-term behavioural change in teams and divisions. 2.2 Discuss the need to encourage individual commitment to team performance in achievement of organisational goals Individual understand how their work fits into corporate objectives and they agree that their teams goals are achievable and aligned with corporate mission and values. Team ground rules are set with consideration for both company and individual values. When conflict arises, the team uses alignment with purpose, values, and goals as important criteria for acceptable solutions. To enhance team commitment leaders might consider inviting each work team to develop team mission, vision, and values statements that are in alignment with those of the corporation but reflect the individuality of each team. These statements should be visible and walked every day. Once a shared purpose is agreed upon, each team can develop goals and measures, focus on continuous improvement, and celebrate team success at important milestones. The time spent up front getting all team members on the same track will greatly reduce the number of derailments or emergency rerouting later. Leaders can facilitate cooperation by highlighting the impact of individual members on team productivity and clarifying valued team member behaviors. The following F.A.C.T.S. model of effective team member behaviors (follow-through, accuracy, timeliness, creativity, and spirit) may serve as a guide for helping teams identify behaviors that support synergy within the work team. 2.3 Relate the application of delegation, mentoring and coaching to the achievement of the organisational objectives Coaching can take many forms, life coaching, business coaching, performance coaching etc. As with mentoring and counselling it is about helping the individual to gain self awareness, but it is goal focused and action is required so that the individual can move forward. The goal setting process has two components: skill development and psychological development. The outcome sought is that the coachee will achieve the goals set, and will thereafter feel able and confident to set personal goals for themselves. Developing a persons skills and knowledge so that their job performance improves, hopefully leading to the achievement of organisational objectives. It targets high performance and improvement at work, although it may also have an impact on an individuals private life. Mentoring happens in all organisations whether it is fostered as a development strategy; allowed or encouraged as an informal process; or is an activity that occurs below the consciousness of individuals. People are learning from others, adopting modelled behaviours and attitudes and absorbing the culture and perceived values of the organisation through their personal interactions with co-workers. Benefits to the Organisation Increase in morale and motivation Greater productivity Discovery of talent Development of leadership for future survival and prosperity Communication of values, goals and plans Demonstration of personal and professional standards Achievement of excellent service Implementation of equity initiatives Fostering of shared values and team work Enhancement of leadership and people management skills of managers Increase in staff satisfaction Building a learning organisation Managed careers Development of cross-organisational networks 2.4 Evaluate a team performance plan to meet organisational objectives As a Team Leader you will be required to ensure that Performance Plans are created for your team and its members. You should also ensure that you are involved in developing your own Performance Plan in conjunction with your Manager. Your Performance Plan ensures that you are clear on the levels of leadership and management performance that are expected of you and helps you to develop new skills as required. Performance planning should occur as: An Initial Performance Plan A Performance Improvement Plan Initial performance plan An Initial Performance Plan is a detailed plan for either an individual or a team and is used to: Identify the desired performance levels Identify how these performance levels will be achieved Provide guidance and direction Measure progress towards the desired performance levels Although there are no strict rules as to the format of a Performance Plan they normally contain the following information: Specific goals for development Performance measures Actions required to achieve goals An indication of how long goals will take to achieve Individual and team Performance Plans should align with the organisations overall objectives. This can be achieved by aligning the: Performance Plans with the Team Operational Plan Team Operational Plan with the Team Purpose Team Purpose with the organisations Strategic Plan Performance Plans might include the following types of goals: Key Performance Indicators (KPIs) Goals to improve competency levels Team building goals Whenever the performance levels of an individual or team are found to be below the levels indicated in the Performance Plan then a planning process to improve performance should be undertaken. Performance improvement plan When a performance deficiency is noted, it should be dealt with as quickly as possible. The following steps outline a process for handling poor performance. Collate the information regarding poor performance This information may be in the form of feedback, customer complaints, error rates, statistics and/or informal observation. Meet with the relevant team member(s) and discuss the issues During this meeting you will need to discuss the deficiency or inappropriate behaviour and identify the causes. Inadequate performance does not always indicate a problem on the part of the individual. Key Performance Indicators (KPIs) may be unrealistic or the resources required to achieve the performance standard may not be available. Develop a Performance Improvement Plan A Performance Improvement Plan provides an outline of what is required by both the individual and their Manager. You may find that your company or organisation has an existing process for implementing Performance Improvement Plans. You should consult with your Human Resources department or your Manager to determine if this is the case. Follow up Ensure that you monitor, follow up and evaluate the performance improvement as set out in the plan. A Performance Improvement Plan should clearly convey: The area of performance that requires improvement or development The action(s) to be taken Any parties required to assist in the achievement of the set actions The timeframe for achieving each action 3.1 Assess the process for monitoring team performance and initiate changes where necessary How do we initiate change Often it is easier to carry out a job if there is a specific plan to follow. When major changes are to be installed, careful planning and preparation are necessary. Strengthening the forces promoting the change and weakening resistance to it are the main tasks. Create a climate for change How people react to proposed changes is greatly influenced by the kind of climate for change that the manager/supervisor has created in the department. How is the right kind of climate created? Supervisors and managers who have enthusiasm for progress and change build a healthy climate. Creating the right climate is more than just passing on changes. It involves: Encouraging employees to seek ways of improving their jobs. Seeking suggestions and ideas from employees. This requires the manager/supervisor to listen and seriously consider suggestions. It is easy to see that there is a great deal of ego involvement in coming forth with an idea for improvement. Change can become an exciting and dynamic way of life. Get ready to sell Much of the difficulty in getting co-operation stems from the employees lack of understanding of how the change will affect them. With a little effort, managers/supervisors can find most of the answers to employees questions before they are even asked. Answers to these questions would be useful. What is the reason for the change? Whom will it benefit and how? Will it inconvenience anyone, if so, for how long? Armed with the answers to these questions a manager/supervisor can head off many objections and can develop a plan to present the change. 3.2 Evaluate team performance against agreed objectives Implement the action plans and take corrective action when required to ensure the attainment of objectives Periodically review performance against established goals and objectives Appraise overall performance, reinforce behavior, and strengthen motivation. Begin the cycle again supervisors need to ensure that appraisal processes are congruent with objectives and goals. An MBO rating form needs to provide space to list staff member objectives in order of importance, as well as space for the evaluator to describe staff member performance using a mutually agreed upon scale. Categories of performance can include: distinguished performance, competent performance, provisional performance, and inadequate performance. Accountabilities and Measures approaches involve the supervisor and staff member agreeing on accountability and performance factors and including them in the job description. Performance is then forecast for each factor to enable quantifiable measures for each factor. An Accountabilities and Measures form can be created, with performance factor categories. 3.3 Evaluate the impact of the team performance in contributing to meeting strategic objectives Clear Expectations: Expectations for the team’s performance and expected outcomes are clearly known and understand why the team was created. The organization demonstrating constancy of purpose in supporting the team with resources of people, time and money. It work of the team receive sufficient emphasis as a priority in terms of the time, discussion, attention and interest directed its way by executive leaders. Commitment: Team members feel the team mission is important. Members committed to accomplishing the team mission and expected the outcomes. The team members perceive their service as valuable to the organization and to their own careers. The team members anticipate recognition for their contributions and the team members expect their skills to grow and develop on the team. The team members excited and challenged by the team opportunity. Competence: The team feel that its members have the knowledge, skill and capability to address the issues for which the team was formed. The team feel it has the resources, strategies and support needed to accomplish its mission? Charter: The team taken its assigned area of responsibility and designed its own mission, vision and strategies to accomplish the mission. The team defined and communicated its goals; its anticipated outcomes and contributions; its timelines; and how it will measure both the outcomes of its work and the process the team followed to accomplish their task. Control: Team have enough freedom and empowerment to feel the ownership necessary to accomplish its charter and at the same time, the team members clearly understand their boundaries. The limitations (i.e. monetary and time resources) defined at the beginning of the project before the team experiences barriers and rework? The team’s reporting relationship and accountability understood by all members of the organization. There is a defined review process so both the team and the organization are consistently aligned in direction and purpose. The team members hold each other accountable for project timelines, commitments and results. The organization have a plan to increase opportunities for self-management among organization members. Communication: The team members clear about the priority of their tasks and an established method for the teams to give feedback and receive honest performance feedback. The organization provide important business information regularly and the teams understand the complete context for their existence. The team members communicate clearly and honestly with each other and the team members bring diverse opinions to the table and all the necessary conflicts raised and addressed. Creative Innovation: It reward people who take reasonable risks to make improvements or does it reward the people who fit in and maintain the status quo. It provide the training, education, access to books and films, and field trips necessary to stimulate new thinking. The team members feel responsible and accountable for team achievements and are rewards and recognition supplied when teams are successful. The reasonable risk respected and encouraged in the organization. Team members fear reprisal. The team members spend their time finger pointing rather than resolving problems and the organization designing reward systems that recognize both team and individual performance. The organization planning to share gains and increased profitability with team and individual contributors. Coordination: The teams coordinated by a central leadership team that assists the groups to obtain what they need for success. Have priorities and resource allocation been planned across departments. The teams understand the concept of the internal customer—the next process, anyone to whom they provide a product or a service. The cross-functional and multi-department teams common and working together effectively. The organization developing a customer-focused process-focused orientation and moving away from traditional departmental thinking. Cultural Change: The organization recognize that the team-based, collaborative, empowering, enabling organizational culture of the future is different than the traditional, hierarchical organization it may currently be and the organization planning to or in the process of changing how it rewards, recognizes, appraises, hires, develops, plans with, motivates and manages the people it employs. 4.1 Determine influencing and persuading methodologies to gain the commitment of individuals to a course of action This is a unique approach to team leadership that is aimed at action orientated environments where effective functional leadership is required to achieve critical or reactive tasks by small teams deployed into the field. In other words leadership of small groups often created to respond to a situation or critical incident. The individuals should have the knowledge, skills and values required for todays and tomorrows jobs. One company clarified the usual definition of competence and framed it as right skills, right place, right job. Competence clearly matters because incompetence leads to poor decision-making. But without commitment, competence doesnt count for much. Highly competent employees who are not committed are smart, but dont work very hard. Committed or engaged employees work hard, put in their time and do what they are asked to do. In the past decade, commitment and competence have been the bailiwicks for talent. But my colleagues and I have found that next-generation leaders for an organization may be competent (able to do the work) and committed (willing to do the work), but unless they are making a real contribution through the work (finding meaning and purpose in their work), then their interest in what they are doing diminishes and their willingness to harness their talent in the organization wanes. Contribution occurs when employees feel that their personal needs are being met through their participation in their organization. 4.2 Discuss the impact of individual dynamics, interests and organisational politics on securing the commitment of individuals to a course of action Organizational behavior scientists study four primary areas of behavioral science: individual behavior, group behavior, organizational structure, and organizational processes. They investigate many facets of these areas like personality and perception, attitudes and job satisfaction, group dynamics, politics and the role of leadership in the organization, job design, the impact of stress on work, decision-making processes, the communications chain, and company cultures and climates. They use a variety of techniques and approaches to evaluate each of these elements and its impact on individuals, groups, and organizational efficiency and effectiveness. Groups of individuals gathered together to achieve a goal or objective, either as a committee or some other grouping, go through several predicatable stages before useful work can be done. These stages are a function of a number of variables, not the least of which is the self-identification of the role each member will tend to play, and the emergence of natural leaders and individuals who will serve as sources of information. Any individual in a leadership position whose responsibilities involve getting groups of individuals to work together should both be conversant with the phases of the group process and possess the skills necessary to capitalize on these stages to accomplish the objective of forming a productive, cohesive team. Bibliography Bass, Bernard M. (1985). Leadership and Performance Beyond Expectation. New York: Free Press. Bass, Bernard M. and Avolio, Bruce, J. (1994). Improving Organizational Effectiveness Through Transformational Leadership. Beverly Hills, CA: Sage. 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Kanungo, eds., Charismatic Leadership: The Elusive Factor in Organizational Effectiveness. San Francisco: Jossey-Bass. House, Robert J. (1996). Path-Goal Theory of Leadership: Lessons, Legacy and a Reformulated Theory. Leadership Quarterly 7: 323-352. Hughes, Richard L., Ginnet, Robert C., and Curphy, Gordon J. (1996). Leadership: Enhancing the Lessons of Experience. Chicago: Irwin. Kirkpatrick, S.A., and Locke, Edwin A. (1996). Direct and Indirect Effects of Three Core Charismatic Leadership Components on Performance and Attitudes. Journal of Applied Psychology 81: 36-51. Kotter, John P. (1988). The Leadership Factor. New York: Free Press. Meindl, James R. (1990). On Leadership: An Alternative to the Conventional Wisdom. In B. M Staw and L.L. Cummings, eds., Research in Organizational Behavior, vol. 12. Greenwich, CT: JAI Press. Meindl, James R., Ehrlich, S.B., and Dukerich, J.M. (1985). The Romance of Leadership. Administrative Science Quarterly 30: 78-102. Trice, Harry M., and Beyer, Janis M. (1991). Cultural Leadership in Organizations. Organization Science 2: 149-169. Yuke, Gary. (1998). Leadership in Organizations, 4th ed. New York: Prentice Hall.