Immigration Senior Project

Senior Project Immigration Obama’s Immigration Reform Xihara Rosario Class 172 Mrs. Prysler Northeast High School Outline 1. Introduction What is my topic? Why I chose it? What do I already know about my topic? What I expect to learn? 2. Body Definition of Immigration Types of Immigration The first habitants in United State were Immigrants Immigration reform issues right now Implements that reform needs to happen Immigration outcome and implications for Americans and immigrants Dream Act . Conclusion Conclusion about Immigration reform What I learned Introduction Do you know that the number of illegal immigrants in the United States was estimated at 11. 5 million in 2011 and now there are approximately 6. 8 million more? Obama believes we must fix the dysfunctional immigration bureaucracy and increase the number of legal immigrants to keep families together and meet the demand for jobs that employers cannot fill. For that reason he is proposing this Immigration Reform.The reas ons I chose this topic is because there are a lot of illegal immigrants that came to this country because in their counties do not exist a political decision that make their stay on their countries living a decent life that’s why they make them economic refugees. I know like everyone that most immigrants in the United States become immigrant searching a better life for themselves and their families, because here you can find a better future and the percentage of opportunities are higher. And in the last years immigrants are who have increased the United States economy.For that why immigrants cant be citizen more easily. I expect to learn at the end of this project what incentive and reasons, which make Obama, wants this Immigration Reform. And under what conditions would be made this reform because there are many people involved in this event. Body Definition of Immigration Immigration  is the movement of people into a country or region to which they are not native in order to settle there. Immigration is made for many reasons but the most common reason is for a better life. Types of Immigration -Temporary Visitor for Business -Long-Term Employment Citizenship -Illegal Immigration The first habitants in United State were Immigrants The first habitants in America were England’s colonist that immigrate from England and they found a piece of land and they called America passing the time more England’s colonist went to America because the land was more and ship. So England’s colonists were those who formed America. Immigration reform issues right now One of the many problems is that American citizens exploit immigrants, he said, â€Å" for decades American citizens have been exploiting the illegal immigrants we don’t want that anymore†.That means those illegal immigrants that they have been exploiting are who are increasing the U. S economy everyday. Their make America stronger, not weaker by their jobs. They need fix th e dysfunctional immigration and enable legal immigration so that families can stay together. And they want to move quickly before the illegal immigration gets worse. Obama did a mistake breaking his promise on immigration, blaming it partially on obstructionism from Republicans. For that Obama is looking for the best way to resolve this immigration problem.Obama thinks that the best way will be offering a complete solution in which everyone gets benefits. Implements that reform needs to happen The president wants to do everything organized and with a strong security in any process, he said â€Å"there are going to be a bunch of components to it, but I think whatever process we have needs to make sure border security is strong, needs to deal with employers effectively, need to provide a pathway for the undocumented here, needs to deal the dreams act kids†.They will enforce the law by preventing employers from hiring undocumented worker in that way minimize illegally immigratio n, making a plan with a migration based in the immigrant economy, and those who are here illegally, they have a responsibility as well. So they broke the law, and that means they’ve got to pay their taxes, they’ve got to pay a fine, they’ve got to learn English. And they’ve got to undergo background checks and a lengthy process before they get in line for legalization.They think that’s not too much to ask. Immigration outcome and implications for Americans and immigrants He expect to stop deportations of illegal immigrants who were brought to the United States before they turned 16 and are younger than 30 who also met other requirements, including not having a criminal history the president said â€Å" In the face of a congress that refuses to do anything on immigration,†Ã¢â‚¬ ¦Ã¢â‚¬  I will take action where I can. †So he expect to stabilize they immigrant economy and their jobs, so in that way they can be legal immigrants and work i n what they like, work without hiding themselves and be exploited for other people. The immigration reform will be the top priority in 2013. One thing is that president Obama made a promise in 2008, which one was never delivered. For that he wants a chance to correct his failures and the people gave him that chance for that he was re-elected for 4 more years.He wants that those illegal families can life together, that everyone who came here to get a better life that sometimes left their families in their country without any hope can get that better life, that here they can find what they are looking but that does not mean that those people who came here with a criminal history can be here like they do nothing those who have that case will be punishment can be here or in their country.At the end he wants a better future for all the people who live in United States of America. And they hope that this immigration reform can be done in 2013 that’s will be the priority in 2013. Im migrant believes in our president Barack Obama. Dream Act The dreams act is an  American  legislative proposal first introduced in the  Senate  on August 1, 2001, by Dick Durbin  and  Orrin Hatch. This bill would provide conditional  permanent residency  to certain undocumented residents of  good moral character  who graduate from U.S. high schools, arrived in the United States as minors, and lived in the country continuously for at least five years prior to the bill's enactment. On June 15, 2012, Obama  announced that his administration would stop deporting young undocumented immigrants who match certain criteria previously proposed under the DREAM ACT  however; this change in policy does not cover most individuals who arrived in the Unite States legally.On August 15, 2012, the same day that  United States Citizenship and Immigration Services began accepting applications under the Obama administration’s new  Deferred Action for Childhood Arrivalsà ‚  program, Arizona Governor  Jan Brewer  issued an executive order preventing the state of Arizona from issuing driver’s licenses and public benefits to young undocumented immigrants who receive deferred status and work authorization under the new program.In addition to driving privileges, Governor Brewer’s order bars undocumented immigrants who qualify for deferred action from receiving state-subsidized childcare, health insurance, unemployment benefits, business and professional licenses, and government contracts. Conclusion In conclusion yes should be an immigration reform because those immigrants that came for a better life have the right to seek a better life.Citizens’ people should agree with this immigration reform because we all will be benefice in that case because most illegals immigrants are those who are increasing the United States economy. In my opinion those illegal immigrants should have the right to be legal but that does not means that the y will be do whatever they want they need follow the laws that United States have. They cannot live like their lived in their country doing whatever they want, they should know that U.S is a different country which is governed by different laws and they need accept that. What I learned is that there are people who do anything for the simple fact of having a better life and those who have a good life here and they do not appreciate their life and never give thanks to God for all the things that they have and that they need to allow the citizenship to those good immigrants who have never had problems with the law or have a criminal record because this country is made of immigrant. Works citedCNN, L. (2012, June 15). facts on immigration in the united states. Retrieved from http://news. blogs. cnn. com/2012/06/15/facts-on-immigration-in-the-united-states/ De los Santos, M. (2012, September 15). Immigration reform: Why president Obama must make it a top priority in 2013. Retrieved from http://www. policymic. com/ Immigration and emigration. (2012, September 12). Retrieved from http://topics. nytimes. com/ Obama immigration reform: President says ‘we need to seize the moment' at press conference. 2012, September 14). Retrieved from http://www. huffingtonpost. com/ Roach, T. (2012, august 09). Dream act. Retrieved from http://seattletimes. com/html/opinion/2018886755_guestdreamacttomroach10xml. ht ml U. s. immigration statistics. (n. d. ). Retrieved from (2012) http://www. gcir. org/immigration/facts/statistics Withe, D. (2012). Barack Obama’s courageous speech on immigration reform. Retrieved from http://usliberals. about. com/

Basic Business Report

Level 4 pathogens are quite simply, the nastiest causes of disease ever discovered. Scientifically speaking, they are organisms that cause severe diseases to humans and are serious work hazards in the laboratory. They also present high risk of epidemics and there are usually no effective treatments yet discovered.Actual examples include Lassa fever, filoviruses, smallpox, Crimean-Congo haemorrhagic fever, Russian spring-summer encephalitis, Kyasanur forest. It is important to take not that each of these examples has garnered a huge media following and they usually spill over from medical concerns to socio-political.The Russian spring-summer encephalitis for one has been given global concern due to its research possibilities as a biological weapon. The Crimean-Congo haemorrhagic fever was known to have claimed hundreds of lives in an epidemic that transpired in the Afghan border in 2001. This means that a docudrama made about level 4 pathogens isn’t just â€Å"egghead stuffâ⠂¬ , the humanitarian side of the topic has great media value, even more so is the political side. If we look prominent television series such as 24 or Pandemic, they both feature fictional presentations of the â€Å"what-ifs† concerning level 4 pathogens.There are also several fictional movies that have garnered success on the genre such as Epidemic (1987), Andromeda Strain (1971) and several others. There are also real-life adaptations which garnered international acclaim such as Lorenzo’s Oil (1993). A docudrama on dangerous viruses can bring a factual spice to the fictional take on the genre. It can spur emotions from amazement the audience with its accurate presentation of just how these viruses are handled by specialized crew and the emotions behind them as they go about their work.Such a film can also bring out real-life fear from the viewers when presented with how dangerous a particular newly discovered strain of Ebola is or how likely a new undetectable viru s can be used as a biological weapon by terrorists. References Biological Weapons: How Big is the Threat? Retrieved April 22, 2007, from Society for General Microbiology Website: http://www. sgm. ac. uk/news/hot_topics/bio_weapons. cfm Disease DVD movies at Video Universe Retrieved April 22, 2007 from Video Universe Website: http://www.cduniverse. com/search/xx/movie/category2/3459/a/Diseases. htm Classification of Viral Pathogens into Hazard Groups Retrieved April 22, 2007 from http://virology-online. com/general/Safety2. htm Willet, E. (1999). Level 4 Labs. Retrieved April 22, 2007, from http://www. edwardwillett. com/Columns/level4labs. htm Butcher, T. (2001) Ebola Style Killer Sweeps Afghan Border. Retrieved April 22, 2007 from Telegraph. co. uk Website: http://www. telegraph. co. uk/news/main. jhtml? xml=/news/2001/10/04/wref04. xml

Alcohol Use Disorder

Diagnosis The DSM-IV-TR classifies drug disorders into substance use disorders (substance dependence and abuse) and substance-induced disorders (substance intoxication, substance withdrawal, induced delirium, anxiety, depression, psychosis and mood disorders). Sometimes it is difficult assessing patient’s psychiatric complaints because heavy drinking is associated with alcoholism can co-exist with, contribute to or result from several different psychiatric syndromes. (Shivani, Goldsmith Anthenelli, 2002) In order to improve diagnostic accuracy, distinguishes among alcohol-related psychiatric symptoms and signs, alcohol-induced psychiatric syndromes and independent psychiatric disorders that are commonly associated with alcoholism emerges to be essential. Patients’ gender, family history, and course of illness over time also should be taken into account. Alcohol-related psychiatric symptoms and signs Heavy alcohol consumption directly affects brain function and brain chemical and hormonal systems known to be involved in many common mental disorders thus can manifest itself in a broad range of psychiatric symptoms and signs. (Koob, 2000) And this usually the first problem which brings the patients seek help. The symptoms vary depending on the amount of alcohol used, how long it is used and how recently it was used as well as patient’s vulnerability to experiencing psychiatric symptoms in the setting of consumption. For example, during intoxication, smaller amount alcohol may produce euphoria whereas larger amount may produce more dramatic changes in mood. Alcohol also impairs judgment and aggressive, antisocial behaviours that may mimic certain externalizing disorders such as ASPD. Alcohol-induced psychiatric syndromes The essential feature of alcohol-induced psychiatric syndromes is the presence of prominent and persistent symptoms, which are judged- based on their onset and course as well as on the patient’s history, physical exam, and laboratory findings to be the result of the direct physiological effects of alcohol. Given the broad range of effects of heavy drinking may have on psychological functioning, these alcohol-induced disorders span several categories of mental disorders, including mood, anxiety, psychotic, sleep, sexual, delirious, amnestic and dementia disorders. Alcoholism with comorbid, independent psychiatric disorders Alcoholism is also associated with several psychiatric disorders that develop independently of the alcoholism and may precede alcohol use and abuse. One of the most common of these comorbid conditions is ASPD, and axis II personality disorder marked by a longstanding pattern of irresponsibility and violating the rights of others with alcohol. (Stinson et al. , 2006) Assessment The three major purposes for a comprehensive assessment are to determine a diagnosis, devise a treatment plan and to make appropriate referrals. The assessment should provide a clinical picture of the client’s personal level of functioning, history, presenting problems, family and social context in the client’s life. It is very important that the assessment process requires the gathering of comprehensive, accurate information, for a valid diagnosis and appropriate treatment. – It is vital that the counsellor needs to collect valid and reliable information. Both formal diagnosis, as listed in the Diagnostic and Statistical Manual of Mental Disorders (APA, 1994) and informal diagnosis, if the client has had therapy in the past can be made. – Comprehensive assessment is essential in designing a treatment plan. The more information provided concerning the etiology, functioning level and prognosis of the problem, the better the treatment plan. – Comprehensive assessment also provides information in order to made appropriate referral. The counsellor may decide to provide treatment solely or in conjunction with some other drug treatment specialists. Generally there are three categories of assessment measures: subjective data and physiological data. -Subjective data To collect information of demographics, family and living situations, mployment, education, drinking history (including development of the drinking problem and current drinking) and the effects on the subject’s cognitive, psychosocial, behavioural and physiological functioning. (Aalto Seppa, 2005) For example, some questionnaires focus on problems caused by alcohol consumption, the Alcohol Use Disorder Identification Test (AUDIT) (Saunders, Aasland, Babor, de le Fuente, Grant, 1993) There are ones with diaries focussing on the quantification of alcohol consumption, such as quantity-frequency, time-period or time-line follow-back methods. Webb et al. , 1990) More recently, a low level of response (LR) to alcohol (the need for higher amounts to have an effect) is a genetically influenced characteristic that is both found in populations at high risk for future alcoholism and that predicts alcohol related life problems in future. This Self-Rating of the Effects of Alcohol (SRE) questionnaire asks for estimate of number of drinks required to produce each of four effects at different times in their lives. Miller, Thomas, Mallin, 2006) In addition, the survey included the Alcohol Use Disorders Identification Test-C (AUDIT-C), a three-question alcohol screening test adapted from the original AUDIT developed by the World Health Organization for use in primary health care. The AUDIT-C is a simple, reliable screening tool that focuses on the frequency of drinking, quantify consumed on the typical occasion and the frequency of heavy episode drinking. (Bush, Kivlahan, McDonnell, al. , 1998) Again, there is no such perfect measure that SRE was found to be biased and not able to identify high functioning middle-age women. Schuckit, Smith, Danko, Isacescu, 2003) The difficulty with these specific questionnaires is that people who drink alcohol in general tend to neglect or underestimate their alcohol consumption. (Koch et al. , 2004) The accuracy of these measures is based on the patient’s awareness of and willingness to acknowledge his or her pattern and level of alcohol use as well as negative effects of drinking. At least some individuals who drink excessively will fail to do this. (Allen Litten, 2001) – Physiological data Comparing to subjective data, physiological data can overcome the subjectivity, underestimation in particular thus provides more precise and objective information about the drinking issue. It includes general medical and psychiatric history and examination. This is conducted through screening of blood, breath or urine for alcohol used, further on laboratory tests for abnormalities that may be accompanied acute or chronic alcohol use such as gamma-glutamy-transferase (GGT) or mean corpuscular volume (MCV), a measure of the average size of red blood cells. These may also be used during treatment for potential relapse. GGT is the most commonly used biochemical measure of drinking. However, it is not clear how much drinking is actually needed to cause GGT levels to elevate. And MCV tends to miss more alcoholics than GGT as MCV may be elevated by a variety of conditions other than heavy drinking such as non-alcoholic liver disease, smoking, advanced age or use of anticonvulsants etc. Thus applying the usual cut-off points for these tests, GGT turns out to have a low specificity whereas MCV shows a low sensitivity. This may lead to a gross misunderstanding with the patient and unnecessary further testing. Carbohydrate deficient transferring (CDT) has been recently approved as a marker for identification of individuals with alcohol problems as well as an aid in recognizing if alcoholic patients in treatment have relapsed. CDT and GGT appear to validly detect somewhat different groups of people with alcohol problems. GGT may best pick up those with liver damage due to drinking, whereas CDT seems to be related to level of consumption with or without liver damage. It should be kept in mind that biomarkers do not identify women or adolescents with alcohol problems as they do for male or adults in general. (Similarly, self-report screening tests are also generally less able to detect alcohol problems) (Allen Litten, 2001) Previous studies showed that over 80% of internists and family clinicians report that they usually or always ask new outpatients whether they drink alcohol. Less than 20% of primary care physicians routinely use validated self-report alcohol screening instruments (e. g. CAGE questions or AUDIT) Fewer than half ask about maximum alcohol consumption on one occasion. Alcohol biomarker laboratory tests are rarely used. Reasons given by clinicians for not following recommended alcohol screening guidelines range from lack of time, to insufficient knowledge and skills, to pessimistic attitudes about the ultimate benefits of screening. A current study conducted by Miller, et al. , (2004), they found that approximately 60% of clinicians surveyed frequently screen patients for alcohol use with quantity/frequency and CAGE questions. This is comparable to the incidence of screening found in previous studies. (Miller, Ornstein, Nietert, Anton, 2004)Miller, et al. 2006) further found that over 90% of patients were in favour of screening and guidance about alcohol use and very positive about the use of biological alcohol markers. These findings suggest that physicians and clinicians may be convinced that patients are open to alcohol screening and would not be offended by it. Heavy drinkers may have more of a tendency to be embarrassed by such questions but there is no evidence they would be object to screening. The majority of patients would also be willing to receive alcohol biomarker blood tests, if their physicians and clinicians deemed such tests necessary. Alcohol Use Disorder Diagnosis The DSM-IV-TR classifies drug disorders into substance use disorders (substance dependence and abuse) and substance-induced disorders (substance intoxication, substance withdrawal, induced delirium, anxiety, depression, psychosis and mood disorders). Sometimes it is difficult assessing patient’s psychiatric complaints because heavy drinking is associated with alcoholism can co-exist with, contribute to or result from several different psychiatric syndromes. (Shivani, Goldsmith Anthenelli, 2002) In order to improve diagnostic accuracy, distinguishes among alcohol-related psychiatric symptoms and signs, alcohol-induced psychiatric syndromes and independent psychiatric disorders that are commonly associated with alcoholism emerges to be essential. Patients’ gender, family history, and course of illness over time also should be taken into account. Alcohol-related psychiatric symptoms and signs Heavy alcohol consumption directly affects brain function and brain chemical and hormonal systems known to be involved in many common mental disorders thus can manifest itself in a broad range of psychiatric symptoms and signs. (Koob, 2000) And this usually the first problem which brings the patients seek help. The symptoms vary depending on the amount of alcohol used, how long it is used and how recently it was used as well as patient’s vulnerability to experiencing psychiatric symptoms in the setting of consumption. For example, during intoxication, smaller amount alcohol may produce euphoria whereas larger amount may produce more dramatic changes in mood. Alcohol also impairs judgment and aggressive, antisocial behaviours that may mimic certain externalizing disorders such as ASPD. Alcohol-induced psychiatric syndromes The essential feature of alcohol-induced psychiatric syndromes is the presence of prominent and persistent symptoms, which are judged- based on their onset and course as well as on the patient’s history, physical exam, and laboratory findings to be the result of the direct physiological effects of alcohol. Given the broad range of effects of heavy drinking may have on psychological functioning, these alcohol-induced disorders span several categories of mental disorders, including mood, anxiety, psychotic, sleep, sexual, delirious, amnestic and dementia disorders. Alcoholism with comorbid, independent psychiatric disorders Alcoholism is also associated with several psychiatric disorders that develop independently of the alcoholism and may precede alcohol use and abuse. One of the most common of these comorbid conditions is ASPD, and axis II personality disorder marked by a longstanding pattern of irresponsibility and violating the rights of others with alcohol. (Stinson et al. , 2006) Assessment The three major purposes for a comprehensive assessment are to determine a diagnosis, devise a treatment plan and to make appropriate referrals. The assessment should provide a clinical picture of the client’s personal level of functioning, history, presenting problems, family and social context in the client’s life. It is very important that the assessment process requires the gathering of comprehensive, accurate information, for a valid diagnosis and appropriate treatment. – It is vital that the counsellor needs to collect valid and reliable information. Both formal diagnosis, as listed in the Diagnostic and Statistical Manual of Mental Disorders (APA, 1994) and informal diagnosis, if the client has had therapy in the past can be made. – Comprehensive assessment is essential in designing a treatment plan. The more information provided concerning the etiology, functioning level and prognosis of the problem, the better the treatment plan. – Comprehensive assessment also provides information in order to made appropriate referral. The counsellor may decide to provide treatment solely or in conjunction with some other drug treatment specialists. Generally there are three categories of assessment measures: subjective data and physiological data. -Subjective data To collect information of demographics, family and living situations, mployment, education, drinking history (including development of the drinking problem and current drinking) and the effects on the subject’s cognitive, psychosocial, behavioural and physiological functioning. (Aalto Seppa, 2005) For example, some questionnaires focus on problems caused by alcohol consumption, the Alcohol Use Disorder Identification Test (AUDIT) (Saunders, Aasland, Babor, de le Fuente, Grant, 1993) There are ones with diaries focussing on the quantification of alcohol consumption, such as quantity-frequency, time-period or time-line follow-back methods. Webb et al. , 1990) More recently, a low level of response (LR) to alcohol (the need for higher amounts to have an effect) is a genetically influenced characteristic that is both found in populations at high risk for future alcoholism and that predicts alcohol related life problems in future. This Self-Rating of the Effects of Alcohol (SRE) questionnaire asks for estimate of number of drinks required to produce each of four effects at different times in their lives. Miller, Thomas, Mallin, 2006) In addition, the survey included the Alcohol Use Disorders Identification Test-C (AUDIT-C), a three-question alcohol screening test adapted from the original AUDIT developed by the World Health Organization for use in primary health care. The AUDIT-C is a simple, reliable screening tool that focuses on the frequency of drinking, quantify consumed on the typical occasion and the frequency of heavy episode drinking. (Bush, Kivlahan, McDonnell, al. , 1998) Again, there is no such perfect measure that SRE was found to be biased and not able to identify high functioning middle-age women. Schuckit, Smith, Danko, Isacescu, 2003) The difficulty with these specific questionnaires is that people who drink alcohol in general tend to neglect or underestimate their alcohol consumption. (Koch et al. , 2004) The accuracy of these measures is based on the patient’s awareness of and willingness to acknowledge his or her pattern and level of alcohol use as well as negative effects of drinking. At least some individuals who drink excessively will fail to do this. (Allen Litten, 2001) – Physiological data Comparing to subjective data, physiological data can overcome the subjectivity, underestimation in particular thus provides more precise and objective information about the drinking issue. It includes general medical and psychiatric history and examination. This is conducted through screening of blood, breath or urine for alcohol used, further on laboratory tests for abnormalities that may be accompanied acute or chronic alcohol use such as gamma-glutamy-transferase (GGT) or mean corpuscular volume (MCV), a measure of the average size of red blood cells. These may also be used during treatment for potential relapse. GGT is the most commonly used biochemical measure of drinking. However, it is not clear how much drinking is actually needed to cause GGT levels to elevate. And MCV tends to miss more alcoholics than GGT as MCV may be elevated by a variety of conditions other than heavy drinking such as non-alcoholic liver disease, smoking, advanced age or use of anticonvulsants etc. Thus applying the usual cut-off points for these tests, GGT turns out to have a low specificity whereas MCV shows a low sensitivity. This may lead to a gross misunderstanding with the patient and unnecessary further testing. Carbohydrate deficient transferring (CDT) has been recently approved as a marker for identification of individuals with alcohol problems as well as an aid in recognizing if alcoholic patients in treatment have relapsed. CDT and GGT appear to validly detect somewhat different groups of people with alcohol problems. GGT may best pick up those with liver damage due to drinking, whereas CDT seems to be related to level of consumption with or without liver damage. It should be kept in mind that biomarkers do not identify women or adolescents with alcohol problems as they do for male or adults in general. (Similarly, self-report screening tests are also generally less able to detect alcohol problems) (Allen Litten, 2001) Previous studies showed that over 80% of internists and family clinicians report that they usually or always ask new outpatients whether they drink alcohol. Less than 20% of primary care physicians routinely use validated self-report alcohol screening instruments (e. g. CAGE questions or AUDIT) Fewer than half ask about maximum alcohol consumption on one occasion. Alcohol biomarker laboratory tests are rarely used. Reasons given by clinicians for not following recommended alcohol screening guidelines range from lack of time, to insufficient knowledge and skills, to pessimistic attitudes about the ultimate benefits of screening. A current study conducted by Miller, et al. , (2004), they found that approximately 60% of clinicians surveyed frequently screen patients for alcohol use with quantity/frequency and CAGE questions. This is comparable to the incidence of screening found in previous studies. (Miller, Ornstein, Nietert, Anton, 2004)Miller, et al. 2006) further found that over 90% of patients were in favour of screening and guidance about alcohol use and very positive about the use of biological alcohol markers. These findings suggest that physicians and clinicians may be convinced that patients are open to alcohol screening and would not be offended by it. Heavy drinkers may have more of a tendency to be embarrassed by such questions but there is no evidence they would be object to screening. The majority of patients would also be willing to receive alcohol biomarker blood tests, if their physicians and clinicians deemed such tests necessary.

Wall Mart - Community Essay Example | Topics and Well Written Essays - 750 words

Wall Mart - Community - Essay Example Wal-Mart is American Public Corporation that came into existence in 1962. Although it began as a grocery retailer, in now operates as a major chain of large discount stores and warehouses. Its various stores offer a wide variety of products, all of which are priced lower than its competitors. Although price is a major criterion, upon which many customers make buying decisions. Offering the lowest price and remaining profitable has many challenges. Wall Mart has over the years remained one of the largest retailers, and therefore becoming one of the leading private employers. There is a need therefore to investigate the claims made by the community so that the actual influence of Wall Mart on the community (Hicks, pg 2). The history of the problem can be traced from the concerns that most corporations have focuses on profit maximization at the expense of the interests of the community and employees who gives the economic power to such companies. The primary data I used to get a good understanding of how Wall Mart operates and the nature of issues facing included visiting a number of branches to observe the shoppers, employees and to interview employees and customers. I also observed the type of customers by age and interviewed about their perception of the impact made by Wall Mart to the local community. The secondary data I used included scrutinizing the annual consumerism report that compiled by organizations that represent employees and consumers. Majority of the people we interviewed were of the opinion that Wall Mart has over the years made a significant contribution to the local communities and the American economy in general. Many believed that since Wall Mart was founded based on offering the lowest price for all social groups; it has made important contributions to their lives, which can be categorized as follows. Wall Mart entered the market to offer

Critically evaluate and apply how management and leadership within Essay

Critically evaluate and apply how management and leadership within inter-professional working can improve the quality of care in the healthcare environment - Essay Example Favourable conditions are also being created for the emergence of new occupational groups and for the configuration of new types of nursing techniques and care team. (Department of Health, 2009) In the UK the formal system of mental health nursing work began in the late 18th century with the large-scale construction of institutions dedicated to the segregation of madness (Rogers and Pilgrim, 2001), in which psychiatric nursing emerged as the lead profession. As Scull notes, psychiatrys dominance was linked to the professions successful leadership and management in advancement of claims to possess knowledge of lunacy as a disease with biophysical origins. Echoing the claims made by other branches of medicine at this time, the jurisdiction asserted by mad doctors during the 19th century came to be a wide-ranging one, encompassing the identification of mental disorder and proper management of its cause, natural history and cure (Rogers and Pilgrim, 2001). The social organisation of psychiatry and its autonomy and power were consolidated in the 1840s with the founding of both a professional association and a journal. Particularly long-lasting claims to control areas of work can be secured in the legal arena, and in the same decade psychiatry secured an advancement of its jurisdiction in this sphere with the passing of the 1845 Lunatics Act. This saw the establishment of a medically dominated Lunacy Commission, which, Scull observes, exerted a powerful influence against the running of asylums by lay people. Psychiatry thus secured occupational closure over the work of managing mental illness through effective nursing techniques. A decade later, as Rogers and Pilgrim note, the jurisdiction of British psychiatry was sufficiently secure for an editorial in the Journal of Mental Science (now the British Journal of Psychiatry ) to declare that: insanity is entirely an ailment of the brain. The

Seminar in criminology - Discussion 10 Essay Example | Topics and Well Written Essays - 250 words

Seminar in criminology - Discussion 10 - Essay Example However, it cannot be determined chiefly by looking at the offender’s arrest data. The drawback is that not all forms of crimes get recorded in official police documents. Nonetheless, by measuring the time that has elapsed until the offender committed another crime is one of the ways of measuring recidivism and has no drawback. Interviewing the offender to establish whether he or she has committed more crimes after enrolling in a probation program is also helpful. The drawback is that the offender may lie. Another way to measure would be to make charts of the new offenses that the offender commits over the amount of time that elapses. Lastly, making an analysis of the criminal events that the offender carries out such as violations, convictions and new arrests is also helpful. The drawback in this case is that not all offenders get arrested based on truthful causes. Burgess found that those offenders who had no favorable items and those who had nine unfavorable items were the ones who were not likely to succeed while on probation (Thistlethwaite & Wooldredge, 2014). On page 294, it is evident that Burgess found that they only had a 45% chance of succeeding (Thistlethwaite & Wooldredge,

Marketing Plan for R200 Revola Smart Phone Research Paper

Marketing Plan for R200 Revola Smart Phone - Research Paper Example They are also data enabled However, the smart phone models that are currently available in the market have several deficits. Storage memory is limited because the in built memory is limited and has a provision for just one microSD memory card slot. Due to the multitasking on the smart phone battery life is really reduced requiring one to keep recharging frequently. A majority of smart phones are recharged from an electric circuit which may be a barrier if one is not in a position to access electricity. Touch screen smart phone models have high sensitivity and easily damaged when in contact with dust and water. There is a potent market for the product R200 smart phone since consumers have raised concern that besides the great technological configuration of the regular smart phones, they are easily damaged. The introduction of a gadget that resolves this deficit would seal the gap in the market. Introduction Revola is a communication company dealing in the manufacture of such products like mobile phones, computer chips and operating system software. It a medium sized company considering its capital base and the market share in the communication industry. Revola has developed a smart phone R200 series to meet the current market need. This marketing plan describes our market share and the strategies we are applying to get customers and create a reliable revenue flow (Keegan et.al 200). ... solve these challenges with the advanced technological feature that it possesses .This phone has 4GB in built memory, and two microSD memory card slots creating the capacity to hold a wider file capacity. The model uses a solar battery with a longer life. Besides its ability to utilize electric energy, the battery can also be recharged by solar energy. This saves on the inconveniences that a low battery can have and also on energy consumption. Dust and water proof technologies have also been incorporated reducing the risk for damage incase of contact (Keegan et.al 200). The company intends to generate revenue for the development of our smart phones by having a public offer of our company shares in the stock market to increase our capital base by shareholder funding. The company intends to offer consultation services to other manufactures who deal in the market of some of our other products such as computer chips and operating systems software (Viardot 200). In the initial stage of th e smart phone business, we look forward to stock revenue and consultation returns to form a large part of our revenue flow (Hartline and Ferrell 200). Current Marketing Situation and market description The current global technology revolution has created a tremendous market for information gadgets such as the R200 smart phones. The coming up various social sites has encouraged dynamic socialization creating a greater market for gadgets that are portable and able to access the internet. People need smarter ways to plan and manage their daily activities and a mobile gadget with these provisions such as the R200 smart phone make the ideal example (Hartline and Ferrell 200). The company’s ideal target customer group includes the business class who has to manage a number of daily activities

Gasoline Prices Essay Example | Topics and Well Written Essays - 1500 words

Gasoline Prices - Essay Example Increased fuel prices forces American society to find alternative energy sources and motivates the government to invest more into research and development of the cars with less fuel consumption and improving efficiency of the refinery sector. Crude oil prices have the major impact on gasoline prices. Other factors include refinery capacity in the country, gasoline inventories maintained by refiners which is going downward, regulatory environment (national air quality standards), and the structure of the gasoline market. It is important to note that mergers lead to anticompetitive effects because more power is given to merged companies who are able to increase prices above competitive level. The first wave of mergers has started in 1990s in US when several competing with each other companies have merged. More than 2,500 mergers have occurred at that time - since 2000 only 8 mergers have occurred involving different market segments (exploration, production, and transportation) (Energy Markets: Factors Contributing to Higher Gasoline Prices, 1). Refining capacity in the United States is not expanding at the same rate as demand for the gasoline. The American average refinery capacity is 92 percent - as the result, there is no room to expand production (Energy Markets: Factors Contributing to Higher Gasoline Prices, 1). ... Experts attribute higher prices to the expending demand (particularly for the electricity production) while supply is not expanding at the same rate. The balance of demand and supply is especially affected if demand or supply changes unexpectedly. For example, the prices went up at the end of year 2005 when two hurricanes hit the Gulf Coast region (Natural Gas: Factors Affecting Prices and Potential Impacts on Consumers, 1). As it was noted above, the domestic refineries are already working at their full capacity and the fact that the gasoline is imported leads to the shortage of supply. According to market structure principles, the shortage of supply results in increased cost - people will buy gasoline despite of the price they pay. In 2004 the United States citizens have consumed approximately 20.5 million barrels per day of crude oil accounting for as much as 25 percent of global production. Half of this crude oil was used for the production of gasoline. Data from the Energy Information Administration indicate that the capacity of American refineries is approximately 16.5 million barrels per day. Even though the refineries are upgraded, the majority of them have been built over 25 years ago. By year 2020 the demand for gasoline is projected to increase by 20 percent and the country will not be able to satisfy the domestic demand. As Karen Matusic has noted, since May 2005 the demand for gasoline has increased by 3.3 percent while the price increased by 35 percent. From supply side, she continues, those refineries that has been destroyed by hurricanes are operating now and the capacity utilization rate rose to 91.7 percent (Matusic, 1). Despite of the increased capacity, the price for gasoline is not

Who is really in charge of Platos Republic Essay

Who is really in charge of Platos Republic - Essay Example entitled ‘The Philosopher Ruler’: â€Å" The society we have described can never grow into a reality or see the light of the day and there will be no end to the troubles of states,†¦ of humanity itself, till philosophers become kings in this world, or till those we now call kings and rulers really and truly become philosophers †¦Ã¢â‚¬ ¦Ã¢â‚¬  (Plato, p no. 263). Thus, Plato is convinced that the solution to the problems of the state is possible only when philosophers become rulers or rulers, philosophers. It is necessary to consider why Plato opts philosophers to be the right candidates to entrust Governmental affairs of the State. According to him, competence and good character should be the criteria for this selection. He believed that it is incorrect to select rulers either by their wealth or aristocracy; instead he emphasized on an aristocracy of talent. So he holds the view that philosophers who are of highest talent and are given the highest training should take up the responsibility of handling the affairs of the state. Thus, Plato sees all the qualities required of a good ruler in philosophers. One may wonder about the practicability of Plato’s ideal Republic and his solution to the problem- of entrusting philosophers with the task of governmental affairs. But one can never negate the goodwill, discretion and motivation behin d this

Employee Privacy Rights in the Workplace Essay Example | Topics and Well Written Essays - 2000 words

Employee Privacy Rights in the Workplace - Essay Example Many employees stealing from companies send the purloined data to their personal e-mail account held at home or on the web. 21 percent burned the information onto CDs." Due to these technological security issues, employers feel the need and have the capability to monitor their employees. E-mails, voice mails, the Internet, telephones, computers, etc. can be use for unregulated monitoring. Employees say this is an invasion of their privacy. Companies say this is a protection of their assets. The law is not clear on whether companies are invading employees' privacy rights regarding information technology so policies must be set and employees must be informed on what is considered to be an invasion of company confidentiality or employee privacy rights. In cases of lawsuits and investigations of regulations, instant messages and e-mail messages are used as the main source of evidence. However, according to the 2004 Workplace E-mail and Instant Messaging Survey, "employers remain largely ill-prepared to manage e-mail and instant messaging risks." It is still not common for businesses to have policies set regarding information technology. Studies have found that 35 percent of companies have any policies set in place and a mere six percent of businesses save electronic business records. However, among those businesses that do "The failure to properly retain e-mail and IM reflects employers' failure to educate employees about e-mail and IM risks, rules, and policies. The fact that 37% of respondents either do not know or are unsure about the difference between an electronic business record that must be retained, versus an insignificant message that may be deleted, suggests that employers are dropping the ball when it comes to effectively managing e-mail and IM use." Company data is not the only thing that is at risk when policies are not in place and implemented. Employee bank account information, social security numbers, contact information, and other confidential information should also be a responsibility of the company's. Grifing (2006) lists that "8,500 FedEx employees had their W-2 forms and salaries inadvertently exposed" and that is regarding just one company alone. Companies can now collect employee genetic information in order to read further into the employees to determine whether or not he or she will perform well on a job and other information. Gahtan (1997) reports, "Employers may also find that they could be held liable for e-mail or Internet-related activities of their employees. In most cases, employee e-mail or Usenet postings carry the employer's name or trade mark as part of the employee's e-mail address. Defamatory, political or religious statements sent outside the company by employees may therefore be attributed to the emp loyer." Employers also have an obligation to provide a work environment free of discrimination and harassment. Inappropriate material circulated internally can create a problem. A subsidiary Employee Privacy Rights 4 of Chevron Corporation settled a

Howard Gardner -Theory Essay Example for Free

Howard Gardner -Theory Essay Most learning institutions generally focus education on the linguistic and mathematical intelligence. Children in pre-school are first taught to know their ABCs and to count from one to ten. Those who can recite the alphabet well are considered bright students. Learners who can do addition at an early age are placed on the honors list. It had been that intelligence is measured using IQ tests. The higher the IQ is the smarter the person is. But the Theory of Multiple Intelligences, proposed by Howard Gardner in the year 1983, states otherwise. The theory basically implies that other than linguistic and mathematical competence, there are other or multiple aspects of the learning that should be considered as intelligence also. Likewise, the theory points out that standardized IQ tests is not a sufficient measurement of smartness or dumbness of a person. Gardners theory stirred the psychological and educational communities. It received varied reactions. Some were impressed and readily accepted the theory as it explains the differences of each students. Yet, some raised their eyebrows and issues sprouted as questions of validity and empirical evidences of the theory may not sustain the claims of the theory. There have been a lot of debates pertaining to multiple intelligences. Several writers have also expressed their varied opinions regarding the topic. Indeed the theory   proves to be an interesting milestone in the study of human learning and cognitive sciences. It also gives a lot of insight on how education in the future would affect the different abilities of each person. The theory, which is more than 20 years old, is already accepted and even integrated in some school but at the same time still in the middle of scrutiny. Howard Gardner was born in 1943 in Scranton, Pennsylvania. His parents   were originally from N rnberg, Germany. They went to the US in 1938 with their three-year old son Eric. Before Gardner was born, Eric died in a sleighing accident. These were not known to Howard during his childhood but have a fairly significant impact upon his thinking and development. He was discouraged from trying risky physical activities and was rather   encouraged to develop his creative and intellectual abilities. As he began to find out his family history, he realized that he was different from his parents and friends. For his education , he went to a preparatory school in Kingston , Pennsylvania against his parents wish to send him to Phillips Academy in Andover , Massachusetts . After that, Gardner attended Harvard University and took up a course in history in preparation for a career in law. In Harvard he was able to study under scholars like Eric Erickson, sociologists David Riesman and cognitive psychologist Jerome Burner. Howard Gardners theory on multiple intelligences attempts to provide a comprehensive view of intelligence. In the psychological era where the single theory prevailed, Gardner broke away and stopped from settling with just a single factor to be held responsible for intelligence. He rejected the idea of measuring intelligence through IQ tests. According to Howard Gardner, human beings have nine different kinds of intelligence that reflect different ways of interacting with the world. Gardner developed the well-known theory of eight multiple intelligences, consisting of verbal/linguistic, musical, logical/mathematical, visual/spatial, bodily-kinesthetic, intrapersonal, interpersonal, and naturalist intelligences. For Gardner, a person must satisfy a range of these criteria in order to quality as a person possessing intelligence. This is a much better theory, because it does not limit itself to a single entity. Compared to a single theory of intelligence where the theorist must restrict himself into choosing one that would provide the answer to measuring a persons knowledge and abilities, Gardners theory opens itself to the possibility that there could be many areas where a person could demonstrate his skills and knowledge. The advantage of Gardners theory of multiple intelligences lies in its being an â€Å"account of human cognition in its fullness†. It takes into account that man is equipped with a basic set of intelligences and that each man is unique with respect to which different components of the set of intelligences he may possess. This leads to the notion that man has the opportunity of taking advantage of his uniqueness by tailoring his education in accordance with his strengths and weaknesses. Howard Gardner introduced his theory of multiple intelligences in 1983. Multiple Intelligences is a theory about the brain that says human beings are born with a single intelligence, that cannot be changed, and is measurable by a psychologist. Gardner believes that that there is eight different intelligences in humans. Most intelligence tests only one or two intelligences, usually language and logic. Six others according to Gardner are musical, spatial, bodily-kinesthetic, interpersonal, intrapersonal, and naturalist. Gardner believes that everyone acquires all eight of these intelligences, and through environment, genetics, and different experiences no two people have the same make up of intelligences. Because of these differences we need to look at educating students differently. We can either overlook these differences in our students and teach them all the same way, or realize that all students have different intellectual strengths and weaknesses, and factor these differences into the way we teach our students. Unfortunately in our schools if a student has an understanding of the intelligences language, and logic, than they will have no problem passing the kind of tests that are given in school, which in turn will make them feel that they are very smart. But another student who may have weaker language, and logic intelligences but is altogether just as intelligent as the other student, will never is able to pass the tests required in our schools. And in turn these students will grow up feeling as if they are not smart, when in fact they can be extremely intelligent. Some students may have a better understanding of subjects if only they were taught to use any other of their intelligences to understand a particular subject. Students and educators need to figure out how a particular mind works, for them to better learn and understand. If a student at an early age feels that they are not as smart as the other students, it will affect them for their whole lives. They will feel differently about themselves, and school. This will also cause a low self-esteem which will hurt them, and keep them from reaching their full potential. Gardner believes that a student first needs to try to improve their language, and logic intelligences, but if they can’t they should know that they still have the ability to learn, and should try using many of their other intelligences. Basically educators and students need to realize that no two people think the same way, and need to modify the curriculum to help every student learn and understand. Gardner believes that elementary school should not be a time of strict, disciplined learning, but a time to teach the joy of learning. Young children need to learn the differences between, opinions, beliefs, and evidence, and this will carry them throughout the later education years.   I think that in our schools we have some a few programs like classes for gifted students, and classes for slower students. But when it comes down to it everyone is taught the same material in the same way, and is everyone is expected to pass the same test. I think that seeing what Gardner believes in our classrooms today would be encouraging, and wonderful. But I also think that realistically it would be very difficult to be carried out in all of our schools. But when it comes down to it we as a nation needs to realize that our children are the future of our country. Resources: Website: http://www.pbs.org/wnet/gperf/education/ed_mi_overview.html July 19, 2010 http://www.thelearningweb.net/chapter10/page365.html

A Practical Criticism Essay Example for Free

A Practical Criticism Essay This paragraph is a descriptive one. It sets the tone for the attitude of Dickens towards the workers, and the factories, which they inhabit. He describes Coketown as a shockingly realistic one and so in doing so further terrifies the reader into forcing them to open their eyes to the devastating world in which they inhabit. This is strange, as although Dickens is seemingly writing proletariat propaganda, his audience is in-fact the nobler classes. Therefore we could be jousted into believing that Dickens is fronting a more revolutionary and extremist movement, as this novel, ad the time of its publication is closely linked to the French revolution- which Dickens confronts in A Tale Of Two Cities- and Britains own industrial revolution. The emphasis hanging greatly on the latter. However here Dickens uses a masterful array of techniques in which to produce, if anything but concise, a well structured and detailed report upon the aesthetical roles of the workers. Dickens, by starting aesthetically, allows the reader to transform the basic principles in a manner in which to interpret the foundations of his novel. He uses much imagery to entice the reader into the story, and so allows the reader to get involved, which runs very consistently and conveniently with the origins of the story, as the story-line is one developed from his experiences and observations, of the lack of morality, ethics, and equality not just for a human but, cruelty suspended only for even animal like tendencies. Here he addresses the monotonous and repetitive life of the worker, which is reminiscent of a factory assembly line. Dickens here seems to be a firm believer of the notion that we are just all bit parts in the machine called life. He represents this through the fact that the workers will allow their work and their greed and will to progress to occupy their life to such an extent that it engulfs them. And destroys their very life turning it into a robotic nightmare, as they are too transfixed with a detached goal that they themselves become detached from life. The first three lines are descriptive ones, which describe the setting for which the description of the workers is to follow. This is a very distinct, technique, but one that is very Dickensian as it layers the detail until a complete picture of a vast magnitude of separate and individual objects, which are all commingled so to produce a comprehensive guise of the effigy that Dickens is trying to manifest. Here Dickens uses a contrast of adjectives so to not only add light to the picture but to also add colour, as Dickens presentations are so grand and meticulous that they allow you to revoke an exact image on which you can add or finish in accordance to your adoption of the subjects that Dickens so mildly scathes. Earlier on in the Chapter it is suggested that it is not often cheerful in Coketown; A SUNNY midsummer day. There was such a thing sometimes, even in Coketown. However Dickens having already affronted the situation of the weather, reengages in the daily pleasantries of setting and discussing the weather once more. This is used as an example of repetition whereby Dickens is trying to show that it is even a remarkably cheerful day among the factories. We can infer from this that Coketown has two separate breeds of weather, one for the town and another for the factory. This, therefore ray of sunshine is therefore repeated as it is a bout of astonishment, the astonishment being that not only is the sun shinning upon the factory, but that it is able to; as we are told that a heavy vapour droops over the town. This vapour is caused by the soot and smog produced by the factory. This is a primary reason why we are presented with a town, quite adequately named COKETOWN; this being so due to the manufacture of coke (A primary fuel made by heating coal until it is vaporised and evaporates to form a gas) heralding such a high standing in the usage and manufacture of fuels (Through the 1800-1920 coal was the major source of power and was used, as the only alternative to drive much of the machinery being produced in the industrial revolution). Dickens acknowledges that the pollution produced as a consequence would create a thick black smog that hung over the town, as if always having miserable weather, hence the use of light in the novel is very important as it is in scarce amounts, and so most of it is artificially generated, which continues the connection of the workers to the machinery that they slave upon. Yet Dickens pays much attention to the lighting and, so uses it in a strongly Biblical manner, where he illuminates- as if a ray of God or Hope- a character or object when it is of importance. He uses the light, as a spotlight so to beam down and allow that thing to stand out and be noticed. Much of this is subconscious techniques that inevitably draw our attention, so to coincide with that of Dickens, and so lead us along his chosen path and ideas. He therefore is dictating the course of events and the path in which we value, and follow them. He puts this to practise here where he parts the heavens so that the sun was so bright and so illuminated the factory. Here Dickens seems to freeze the course of action, so to explain to his audience the significance of this by describing the factory, and the procedures, which occur inside. It is here that Dickens begins to really piece together the puzzle that he has created by edifying the gravity of the factory combined with the impact and dictating role that it has upon its workers lives. Dickens adds a final note that it could not be looked at steadily. He does this so to relate to us just how intense the light is, so that we can digest the information and understand the deeper more into place and constructed motives behind the description. The Stokers whom he refers to, are the people that burned the coal, it is strange yet justified that he introduces them by surfacing them above ground, from their underground home. Here Dickens is condemning people. He is using the darkness and filth, to show that the job is unsanitary. He describes them as rising from underground, which shows me that this is ambiguous, as it primarily, suggests a rising of the dead. This connotation can be used if he means that the men in mind are dead, and only resurface in body from their telling and taxing work. However it could also mean the underground, which would connote to Hell and the Underworld, showing a somewhat style of imprisonment. The black soot that dresses the workers could be a means of describing the workers as second-class citizens, as during this time Slavery (Which Charles Dickens did not condemn) was common place, and the slaves were of African origins, and so the soot may be a symbolic reference. The next sentence shows the lack of care or of standard of life for the workers as they all piled out into factory yards and had to make makeshift seats etc There were no benefits, or luxuries for doing such a dangerous job, and all they had during their break was a yard, which they could sit. This shows the greed, and immorality of the factory owners, as they had no consideration for the workers; all they saw them as was workers, and a means to progress under the workers strains. Dickens in the meanwhile, although documenting on such an atrocious act of humanity, makes it somewhat poetic, by his short spells of alliteration: sat on steps posts, and palings contemplating coals. It is the final piece that intrigues me the most. Here, in his abrupt, inventory-like ramblings, we see a great collage of punctuation; he uses the repetition of and in a child-like manner, which only adds to the satire of the paragraph, as he constructs the sentence with a plethora of suspense, which builds an ascendancy of dismay. He also makes use of the comma to break up the sentence, where the final moiety seems to belong to a separate sentence. He creates a rambling through this technique of issuing objects, as if he was checking them, in a Gradgrind, utilitarian-like roster.

The Human Resource Management Of Toyota

The Human Resource Management Of Toyota The Toyota culture has developed since the companys beginning and is the core competency of the corporation. The Toyota is first and leading about culture, the manner people behave and think is deeply entrenched in the company beliefs and its principles. At the core it is regarding respect for individuals and incessant improvement (Liker, 2004). Human resources management in Toyota is an organizational function that personnel and operates a unit. These workforce deals with problems related to individuals within the organization. They make programs to select the best, develop and retain talent and set up a system for employee benefits, payroll administration and daily operation. For manufacturing companies due to the comparatively complex organizations and the processes connecting to levels of employees, this HR department can play a more interactive part in hiring the correct talent, taking care about the workplace needs, hearing the voice of employees, promoting teamwork and mediating conflicts that would maximize efficiency, productivity and competitiveness. Toyota mission is to make sure to get the most utilization out of all of people whether it is team associate on the floor. Everybody is the customer and company is trying to attain a successful business, which entails everybody functioning at the maximum level Strategically, there is a very reflective difference in Human Resource at Toyota contrast to traditional companies but possibly not in the way they might think. Toyotas strategic view is that lean management needs more extremely developed individuals and deeper belief than in a mass manufacturing system. People turn out to be the most critical part of the system and their readiness to recognize and solve issues is what drives continuous improvement. As such, Human Resource is arguably the most significant function in the enterprise. The accounting roles of Human Resource are moderately trivial at Toyota contrasted to roles in developing individuals and creating a fair atmosphere based on shared trust. The human resource department at Toyota plays a very diverse role than that of dealing out with people as a stream of assets. Strategically, the Toyota views the team associates are developed as the main competitive competency of the corporation (Liker and Meier, 2007). And developing outstanding people is the most significant work of the company, the organization emotional with that responsibility had improved is exceptional. One merely has to seem at the people who pass through HR as managers to become aware of something is different at Toyota. Organization directors, vice presidents of manufacturing, and a number of the leading experts on the Toyota production scheme have spent time operational in HR. Since HR has a key position in developing people who effort in operations so HR managers have to be experts on operations. As lean management is a technique for eliminating waste and the object of a great deal of waste elimination is labour cost, one might think the main reason of lean methods is head-count decrease. Toyota has an extremely different sight. People who are healthy trained in problem solving will primary contain the difficulty to get production organization and then take the time to recognize the root reason of the difficulty and develop and implement contradict measures. The insinuation of the attitude of management is quite deep. 1. There have to be a standard, so team members can be familiar with deviations as issues. 2. Team members must be healthy trained to understand the principles. 3. Team members cannot terror that exposing a difficulty will get them in problem. 4. Team members have to be trained in difficulty-solving methods. 5. Team members have to be motivated to help the corporation achieve its goals. Attribute of fetching a strategic associate with the business is representative support for organizational/commerce strategies through alignment with persons strategies. Such position puts HR in an improved position to deliver worth, which thereby demonstrates dependability. HR has turn out to be successful by ensuring that good policies and procedures exist and by managers/ HODs on what they can and cannot perform. HR participates in the business meetings and relationships of the business since HR understands the business and positions exist inside the business. Corporation strives and promises to provide a career development trail and utilize the skills of the resources, and this assure of the business is merely fulfilled by HR since they evaluate the performance and take proper decision so that preeminent suits the business and the resource. The standard for Human Resource is to support the companys principles and to partner with developed in order to arrive at the business strategic goals. The reality of the conditions was that none of these two was being achieved. There was much information from the corporation indicators to substantiate this, including data as of the hotline-call scheme, a regular opinion review, and team associate meetings. With this gap recognized, it was time to get to effort on problem solving. Regularly at Toyota, problems recognized are solved by reaching a cross- functional team together and letting them to employ the problem-solving procedure and empowering them to create the decisions necessary to get care of the issues. * Improved joint effort within HR and with manufacturing. * Development of personage skills in HR. * Integration of HR values into each section. * Greater elasticity in the workers. * Improved communication and entrance to HR for team members. * List all current member roles. * Identify the main roles of HR and then support the organization accordingly. * Operate within budget constraints. Approach of Toyota is much more holistic and broad. It starts with an attitude that the power of the company is based on kaizen and admiration for people. Dimension of success is multidimensional and reflects the achievement of the venture, not particular projects. The leadership hierarchy is not there to delegate development to black- belt specialists but rather best at every level play an important position in daily improvement and develop team members. Toyota is conjured of people and people are greatly capricious from person to person and still the same individual over time. Toyota sets an example of a learning organization that is real and successful. It is successful for the possessor of the company and for the team members. It begins with the assumption that individuals are the most imperative resource and require be developing, nurturing and challenging. Human resource management is the most visible and significant functions in the corporation because humans are barely the competitive resource that cannot be imitation Human Resource changes Key external factors are pouring radical changes to the organizations shape and work the Strategic circumstance for organization people currently and in the imminent years. The factors are for illustration, technological evolution, social and economical changes, operational environment, etc. To remain competitive, organizations regularly find it essential to commence major changes that have an effect on their processes and people. 1. Strategic Partners * Act as an essential part of the commerce team. *Connect the business team in methodical organizational audits resultant in clear priorities. * Give HR resources to the trade. * Possess clear understanding of current business circumstances (internal and outside 2. Administrative Experts * Develop and manage rule, plans, and policies for efficiently managing human capital. * Act as consultants in fields of know-how, supporting additional HR professionals and additional HR clients. * Take blame for continuous development in programs and operations 3. Employee Champions * Speak for employee wants and management anxiety about employee relations. * Know the employees and foresee their concerns and issues. * Be approachable by employees. * Be professional in assisting employees. * Provide employees with the resources they need for meeting company objectives. 4. Change Agents * Influence and impel organizational change strategies in sustain of business objectives. * Manage the process to make sure successful change management. * Incessantly take the organizations pulse concerning both internal and external affairs. * Remain up to date about implements and practices of change in order to successfully and efficiently run change and react to the organizations needs. Team performed the HR roles of both employee and strategic partners. The task of the teams included: * Development: on job development, section-specific training, coaching, process improvement, section business and strategic planning. * Employee Relations employee advocate, peer reviews, concern resolutions, safety and health. * HR Systems rewarded promotions up to assistant manager, training for salaried members, salaried relations. HR and manufacturing now effort on the annual business tactics together, resulting in improved collaboration and addition of the two departments, while at the similar time preventing a number of the team member concerns as of coming up like they used to. In other words, if considering manufacturing and HR are two silos and Toyota divide HR into small teams to work with management, it will assist the collaboration of each although make it harder to make sure fairness and constancy across all of the departments. For this motive, the team suggested that there still be an essential HR administration group that would be dividing into specific functions consecutively to address the problem that were pointed. The group consisted of the subsequent functions: *  Personnel   Comp/benefits, payroll, transfer system, staffing and recruiting *  Health and Safety   Medical leave of absence, early symptom investigation support, Disabilities Act, data reporting, health evaluation, workers comp, family and medical leave. *  Employee Relations   Communications, Policy development and training, recognition. *  Training   Team leader training, Promotion process, problem solving training, quality encircle, plant-wide training. This central group now had the aptitude to focus on planning and policy setting and turn out to be the experts of their own areas. Increasingly, change management is seen as a permanent function to improve competence and keep organization flexible to the competitive market. Organization strategically employs change to improve organizational efficiency. But bringing about endearing change in todays competitive surroundings requires thoughtful planning, effectual communication and employee acceptance. The team spent numerous months getting contribution from the patrons and benchmarking, and then analysis. They looked at the present structure of the HR and found that the biggest difficulty with the existing layout was that HR was figuratively apart from the manufacturing part and also not doing a fine job in partnering with them or being accessible to the team associate and edifice the relationship of trust. As the function with key responsibility for human capital management that has involved from the commencement when main organizational change inventiveness is being developed. The impact of organizational changes on employee approach cannot be overstated. Many people are uncomfortable with change, and are filled with hesitation and apprehension over job security and the future, conditions that can threaten the accomplishment of change initiatives. Human resources departments can lead the way in change management because of their training in communications, performance appraisal, improvement planning, safety and organizational systems. When these skills are optimized, any work setting can go from confrontation to resplendence because of the inclusive nature of changes. Aspects of SHRM (Performance Management System) It is an easy fact of life. The majority humans will lend an ear to praise. No matter who is the being in question, he or she will be able to spare a number of times for compliments, even downright flattery. In conditions of performance management, admire can be an extremely influential tool to motivate the employees and enhance productivity. Up till now it should be realized that delivering meaningful admire is not as easy as it sounds. Certainly, there are ways to go concerning it that are stronger than others. In adding, the timing and optimized constructiveness of admire are very significant points of finesse which is supposed to be hammered down before a manager goes into the field (David, 2002). An effectual supervisor will not consider acknowledging star workers, and letting them to acquaint with just how much they appreciate the stellar performance delivered. A supervisors work is complex, and in the middle of numerous projects it might be easy to allow an employees exceptional performance expedition by unnoticed. This, though, is a dangerous error. It is absolutely vital that supervisors acknowledge workers when they succeed; stipulation a performance management plan is to have any effect on a business since an employee is forging in front in his or her field does not signify that a manager should just pile more effort on the already loaded shoulders (Ummit, 1997). But admire should be administered cleverly, if it is to come crossways right. All too frequently employers are seen amateurish their displays of support by not associating the exact accomplishments with the reasons for the admiration when administering a praise. Most importantly, though, the praise is supposed to be sincere. A supervisor is supposed to never praise an underperforming employee just to jumpstart results. This will ultimately go wrong on the management by point a lower standard of performance and a tapering degree of credibility in universal (James, 1996). The management of praise should be attuned based on the place of the employee or workers in question. Persons at the entry level, for instance, will advance more fast when praise is given rather liberally. Here we observe the notion of estimate. For those start a new job, respect and admire can be given even stipulation the employee doesnt hit the spot perfectly on aspire. At this phase, nurturing the employee is more important than considering results achieved with deafening accuracy. The bar is raised, though, when admire is administered to employees with more experience and superiority. There, encouraging imprecise performance when exactitude is within reach can cause irreversible slippage in conditions of the in general professionalism of the workplace. It be supposed to be remembered, however, that when and knowledgeable employee encounters a new put of everyday jobs, he or she should be praised at the admission level, once more, in order to construct up the skills essential for success in the novel area of work (Fred, 2006). The contented of praise that is positive should be cautiously developed. In arrange to demonstrate the authenticity of the praise known; a supervisor should connect the employee on a decision-making as fit as an interpersonal level. By starting out with an account of how the corporation assistance from the employees performance, the supervisor be supposed to then segue into how the celebrity performance complete him or her feel. After allowing some time for reflection, the worker should drive home how significant the employees performance is to the association (John, 1996). Performance management is a total process which throws glow on the overall association performance to the departments and at the employees level. It too tends to focus on the process to give a goods or services in the association. Scholars have proposed the move of Performance Management from association structure to the employees for achieving improved performance. Others have distinct the multi dimensional organization arrangement in order to performance management to describe the linkage among employees performance management systems to attain its strategic objectives (Micheal, 2000). Workers Performance Management system is a complete procedure, which is based on the workers performance and the accomplishment of managerial objectives at all levels. The essential philosophy at the back the performance management system is to developing the alignment among the managerial objectives, with the employees skills and capabilities, furthermore it emphasize on the growth and improvement of the in general system. People more often than not misperceive the performance management to the performance appraisal; in real performance appraisal is judging the history performance as performance management system is an ongoing procedure to measuring the completion of objectives (Mark, 1995)). Performance appraisal as contrasted to the performance management in which the center is made on the contrast between the performance standards life form made by the association and the actual performance of the employees as no one in fact compares the performance against the managerial objectives. Performance management is the real subject while we effort in the organization for excellence control, in excellence based organization the objective of the performance is complete on the achievement or completion of the goals quite than established principles (Paul, 1999). Researchers have been made in the performance appraisal although unfortunately it did not provide any satisfactory consequences as researchers tends to explain the performance appraisal as it did not effort for the employees as healthy as on for the association except developing the displeasure or expiation. It was finished two of his researches that 90% of the workers found the performance appraisal as an unproductive. The reasons he deduced as of his research are similar to the Managers avoid giving truthful critiques because they dont desire any conflict. Often times managers fear the appraisal process as a great deal as employees do, so they put off and dont prepare adequately. Workers can be demoralized by ratings and statistics as of the research supposed that 80% of people observe themselves in the top 25% of all performers. So 55% will be actually demoralized by honest feedback concerning where they place (Tony, 2000). Performance appraisal is not responsibility something extra for the association and the organization awarded workers based on the appraisal not capable to get the required consequence. Reward does not alter the performance of persons who work exclusively for prize. Better remuneration system can by no means be a good option for the association for achieving its objectives. On the oppose part it can de-inspire the employees due to uneven distribution of plunder on the basis of performance appraisal. On the entire consequences of performance appraisal might lead to the refuse of overall performance of the association. On the other surface, Performance management of the workers is the system which allow the organizations to attain their goals by utilizing the fully skill level of their workers. It begins when a worker joins the organization and trimmings when he leaves your association (Louse, 2002). Performance management and receiving the required behaviour is single of the centre issues which most of the association fails to analyze in arrange to achieve the necessary goals. Organization behaviour be supposed to be developed among the individual in such a method which is performance leaning and behaviour should be examine and then modified to develop the required performance (Simmen, 1996). The achievement of the system is connected with employees expectations stipulation the employees expectations complete with the appraisal system, after that there exists positive relationship and vice versa. The additional thing which must be reserved in mind while rising the goals that it be supposed to be in accordance with the workers and organization capability. Person should be answerable in promoting of a performance management system which in fact promotes the quality culture (John, 1996). The essential purpose of performance management system is to creating the position in between the association objectives and its associate systems to achieve the association objectives, Carter. In modern association there should be a fair performance management system to attain the organization objectives. By strategically by the performance management system organizations can develop its performance principles, can develop the procedures and then reports the judgment for further development and in this an incessant process keep running. In TQM system Performance management system play a significant role for developing as healthy as measuring and achieving the objectives. The approaches similar to balance score certificate, metrics, and indexes are supposed to be match with the system in the quality procedure to the organizations (David, 2002). Stable performance management system plan was taken by scholars to attain the organizations vision deliberately. Balance score focusing on the four business prospective i.e. financial, client satisfaction, business procedure and the organization knowledge and innovative culture. A recent survey indicated that the companies use a standard of 13 management gear at the corporate level. These tools are prospect to help measure or check the performance of an association, and within this the most well-liked performance related instrument was the fair Scorecard. In the nonattendance of a basic strategic background, managers found it firm to agree on an suitable set of measures of managerial performance. Balance scorecard is the stage for measuring the association performance having coordinating with financial and non economic feature of business (Louse, 2002). Deliberately goal setting, rising performance management system, person accountability, rewards and credit are some of the input elements for a excellence performance management system. Next to this, total quality process too focuses of the contribution of all the stake holders of the organization counting the Management, workers, suppliers and clientele. Employees performance depends on the effectual performance management system. Worker must have knowledge concerning their job what they have to have to perform in arrange to fulfil its job aim. In organization the developed performance elements tell the employees actually have to perform and the performance principles tells the workers that how effectively they have to have to perform (Ummit, 1997). The performance rudiments are the indicators which can differ from the organization to association it can be output, effectiveness, and impartiality. While the standards comprise certain objectives for which to employees have to have to achieve. Performance principles and elements be supposed to be such that which have to be calculated, attainable, pale and challenging. Federal system describes the basic three dissimilar types of elements which can be used for the effectual performance management system that are dangerous elements, non critical rudiments and performance elements. Treacherous elements or activities are persons for which an person is assigned for, non risky are those which have no direct effect on the employees performance dimension but it pay an significant role as performers perform in some collection or team activity. Extra performance measurement can be based only on the collection performance rather than the person accountability (Louise, 2002). Critical and non critical rudiments are both interdependent, dangerous elements are believed to be the basic purpose of an individual while non critical and added performance elements are the behind units for receiving the outcomes. Goals can only be achieved stipulation both critical and non dangerous elements are being correctly communicated. At all the levels of the association, there have to be a system of dimension for measuring all the dangerous activities. Performance management is a continuous procedure in which the go after up is being given after every activity is to perform and gauge, (David, 2002). Rising and managing a performance management system is not a simple task. There should be consensus among workers when goals are developed and goals are such that which must be easily sub divided into dissimilar organization level. By the balance card developed by all the four potential (Financial, Process, customers, and Organization culture) must be reserved in mind. Management must be dedicated to develop the structure and proper message with the employees should be made. Clear Measures have to be adopted and employees at all level have to be aware with the adopted procedures. Performance management is a continuous procedure; follow up be supposed to be given to the workers so that employees can approach to know regarding their performance in the association (Louise, 2002). As the performance management is an expensive process and a group of time and money concerned in it so great mind should be taken; merely critical activities should gauge which are necessary for achieving the managerial goals. Though this does not mean that completely lack of knowledge of non critical and added performance elements. These are the supporting rudiments which provide the strategic and act as a means for achieving organization objectives (Mark A and Huselid, 1997). The Performance Management procedure begins and trimmings in the same series of events which are as follows: Personal goal setting Performance study Midyear performance analysis Annual performance appraisal Under individual goal location, the supervisor and the employee will be seated together to set yearly goals at the year finish; the goals are to be attained by the employee at elected accommodation of the subsequent year. Under performance preparation, the manager and the employee, throughout the same goal setting sitting, will arrangement on how to perform in arrange to achieve the goals mainly effectively. In the following year, the supervisor will analysis the employees development and achievements, counsel and coach for better performance, give credit and appreciate for achievements so distant and make changes in the performance diagram, if necessary; the progress of worker shall tell the manager whether or not the all set goals can be achieved in the known year (Paul, 1999) At the year finish, the manager and the employee will be seated together to appraise the employees performance in the known year and the feedbacks will all be fed into location new goals and action tactics for the next year. You may discover the performance management process attractive easy, however, implementing each stage of it requires an sympathetic of how person performance of all employees can translate into total managerial performance. As look upon to this, managers require asking themselves the next questions: WHAT TO ASK WHAT TO DO What does the company desire to achieve in the extended run? Gain imminent into the corporate vision What business does the company has to be in to attain its vision? increase insight into the corporate assignment What will be the strategy to maintain in that business? Formulate business strategy What are the functional objectives behind the strategy? Place functional objectives Process of the Performance Management system: Individual Goal Setting Performance Planning host a performance appraisal sitting between the manager and the employee assess performance as against predetermined goals measure competencies as adjacent to required competencies set for existing role measure potentials as against necessary competencies set for prospect role chalk out person Development Plan delineation to fill skill gap, motivation ambition gap and cooperation gap chalk out strengthening plan to reward/recognize for achievement and punish for deliberate failure Year Performance Review Performance review session among the supervisor and the employee discuss on performance development status and seek answerability for missing deadlines on goals revise performance plan with new deadlines for goals Performance Appraisal Host a performance appraisal session among the supervisor and the worker measure performance as preset goals gauge competencies as against necessary competencies set for current position measure potentials as required competencies set for future position chalk out Individual growth Plan outlining to fill ability gap, motivation ambition gap and communication collaboration gap chalk out strengthening plan to reward for success and punish for on purpose failure The beauty of this Performance Management process is that it has three dimensions only, which give three major outputs that can be fed into other four dimensions of HRM and not to mention Performance Management also. The beauty is illustrated as follows Performance appraisal Performance Measures Score Scale Outputs Performance assessment Set Goals 5-points New goal setting Competency assessment Required competencies of present role 5-points growth Plan Potential assessment Required competencies of prospect role 5-points Vocation Development plan Those are the underlying principles that can be used by managers to develop/modify existing Performance Management mechanism and put them in perform in the company for the betterment

Germany and Outbreak of WWI Essay -- History World War I

Throughout time wars have ended with the defeat of one force and the victory of another, those on the side of defeat almost always being held accountable for the destruction these wars produce. This is undoubtedly the case with post WWI Germany, burdened with defeat and forced to sign the treaty of Versailles, thus taking responsibility for the war. Although blamed for the war, it is still a highly controversial question between historians if the Germans were truly responsible for WWI. However when studying the actions of Germany as a nation and its leaders in the years leading up to the war, one can see it is quite accurate to say Germany was responsible for the outbreak of World War One. Germany had been creating tensions since the days of Bismarck's alliances, and so when Kaiser Wilhelm ascended to the throne in 1888 and wanted to make Germany a great world power and have â€Å"a place in the sun† adopting a policy of ‘weltpolitik’1, German creation of pre-wa r tensions and advocacy of a war drove the rest of Europe into WWI with them in 1914. The nation of Germany can be held largely accountable for the outbreak of WWI solely because they laid the foundation for this war long before a world war was in view. Throughout the years leading up to the war, Germany's actions contributed to the tensions that would eventually erupt in war. By the year 1914, the countries of Europe had established such alliances with each other so that to ensure any conflict between two countries would result in a collective conflict involving all the great powers of Europe. This extensive alliance system would not have even been conceived if Germany had not initiated it; â€Å"The division of Europe into two armed camps took place by slow stages over a perio... ...: Britain, Germany, and the coming of the Great War. New York: Random House, 1991.226 10Morrow, John Howard. The Great War an imperial history. London: Routledge, 2004. 27. 11"First World War.com - Primary Documents - Germany's 'Blank Cheque' to Austria-Hungary, 6 July 1914." First World War.com - A Multimedia History of World War One. 19 Nov. 2010 . 12Marshall, S. L. A. World War I. Boston: Houghton Mifflin, 2001. 35. 13Tucker, Spencer, and Priscilla Mary. Roberts. World War I: encyclopedia. Santa Barbara, CA: ABC-CLIO, 2005. 15. 14Morrow, John Howard. The Great War an imperial history. London: Routledge, 2004. 27 15"First World War.com - Feature Articles - The Causes of World War One." First World War.com - A Multimedia History of World War One. 19 Nov. 2010 .

Japan Technology :: essays research papers

â€Å"Success is never a destination - it is a journey† (Satenig St. Marie) and there is a company that understands that journey. Kodak has been around for many years providing families around the world with innovative and high quality products. Many homes worldwide recognize and associate film with the Kodak name. â€Å"The company ranks as a premier multinational corporation, with a brand recognized in virtually every country around the world† (Kodak History). However, the changes in technology create a dilemma for Kodak. The company’s considerations for digital imaging will change its long history with 35mm film production. Will the shift from 35mm to digital imaging affect Kodak’s successful journey? To find an answer to this question, we must analyze Kodak from an economic perspective. An economic perspective views many different factors and determines whether it is in Kodak’s best interest to pursue digital imaging, will give enough evidence to support a rational decision. The era of digital photography is well under way. After surpassing sales of film cameras in 2003, the demand for digital devices in the US and other developed markets continues to swell. According to market research firm IDC, during the first nine months of 2004, â€Å"U.S. shipments of digital still cameras grew by close to 50%, vs. the same period in 2003. Conversely, we think U.S. shipments of traditional film cameras declined at a double-digit rate in 2004, and we expect a similar drop in 2005† (Stice). With the technology currently available, digital photography holds several major advantages over traditional film photography. The benefits can be categorized by cost, time, and versatility (Bhatia). Kodak wisely restructured its manufacturing to remain a strong competitor in the industry’s market demand for traditional 35mm film. Film cameras are slowly declining in existing markets. Kodak takes full advantage of the situation by shifting its core focus to the increasingly demanded digital imaging technologies. But since emerging markets continue their demand for traditional products, an efficient number of production factors are still available in China and India, where Kodak will continue service and support products for existing markets. Their strategy is to fill the profit gap left from traditional product sales losses with sales gains from the new digital products plus gain top market share. In 2004, Kodak Operating Systems (KOS), charged with Kodak’s Manufacturing and Logistics, began making manufacturing plans to restructure decisions as they realized the opportunity costs of having un- or under-used factors of production at PPC1 (See Fig.