India of My Dreams free essay sample

I long for an India, where numerous researchers are occupied with doing noteworthy looks into, an India, which would be known for incredible logical and mechanical progressions, an India where any semblance of Tata’s and Birla’s would concoct new creations, leaving the entire world astonished, extraordinary personalities of the world speculating regarding how the incomprehensible was accomplished An India, which is a pioneer in making new revelations/innovations yet in addition in otherworldliness, an India with a fantastic net work of streets and extensions interfacing even the remotest parts An India, where manageable development and improvement go connected at the hip. Each individual plants and thinks about at least 10 to 20 trees throughout his life time, where untamed life is protected from poachers, where Man lives in agreement with Nature, where nobody fears talking reality and where there is no debasement. Ladies are regarded and individuals from all religions coincide and where each Indian is glad for being an Indian. We will compose a custom exposition test on India of My Dreams or then again any comparable point explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page Where individuals are not scared of departing their homes open and there is no wrongdoing in the nation, everybody is fulfilled. I long for an India where commercial centers, streets are flawlessly perfect, where the best expectations of tidiness and cleanliness are kept up where trash isn't spilling on the streets and creatures are not meandering around in the city. I long for an India, where ranchers are regarded as much as whatever other expert, where individuals are not odd, an India which isn't just prevalent in science and innovation yet in addition in sports, where we can win most extreme awards in Olympics and other global games, This is the India of my fantasy this is the India wherein I need to live-the India of which I am a pleased resident. This is my India, an incredible nation ruling the global scene, a place that is known for harmony, flourishing and bounty. At long last, I long for an India as depicted by Rabinder Nath Tagore in the accompanying lines. â€Å"Where the Head is held high where the brain is unafraid into that Heaven of opportunity â€Å"O Lord† let my nation awake†

Amazon E-Business Free Essays

Amazon. Coma’s E-Business Model Monte Sutton wandered college Assignment #2 Submitted In Partial Fulfillment of the Requirements for the Course BUSSES: contemporary Business Dry. Mill operator Fall 201 1 Discussion 1. We will compose a custom article test on Amazon E-Business or on the other hand any comparative subject just for you Request Now Examine the upsides and downsides of Amazons development and broadening of business and specialization, and make suggestions about what Amazon could have done another way. The web has become a piece of most everybody day by day life for a long time now. Also E-Business has showed up for quite a long while at this point. E-dustless alludes to directing business over the web. E-Business represents more than one-fourth of the estimation of all assembling shipments, deals and incomes, totaling $1. 3 trillion (Boone ; Kurt, 2011). In 1996 an acclaimed retail organization In E-Business was propelled called Amazon. Com_ Amazon. Com sells different items like gadgets, books, music, DVD’s, housemates, PC’s and vehicles. Amazon. Com is the greatest retailer in E-Business, It has extended Its business in excess of 220 nations. Amazon had first begun as an organization had first begun as an online book shop. While selling books Amazon was making an average benefit, however Amazon administration didn't feel cap they were not getting as much cash as they had would have liked to make tort the main year _ Also a claim from Barnes and Noble incited Amazon to think of an approach to better Its company. In 1999 when the E-futile blast started Amazon Went Amazon started to develop into the universe of E-Business this was the best thing they could have done. By doing this they start to make immense benefits and transformed into one of the world’s pioneers in E-business. Amazon had the option to assume control over the E-Business since they started to offer to their customer’s preferred arrangements over the other E-Business enterprises could offer. They were really centered around consumer loyalty. The firm uses refined stock instruments that help minimize its expenses and permit it to hang tight at positive provider costs before putting orders. Amazon had the option to restock when no one else was restocking. As requests was tumbling off a bluff [because different retailers had put in occasion requests much earlier], they could show signs of improvement rates (Boone ; Kurt, 2011 up. 223). The proprietor Jeff Bozo comprehended that so as to stay serious around here they needed to initially concentrate on the requirements of the clients. Understanding what clients need and need is was helpful for the achievement of the organization. Additionally extended its product at a lower cost would likewise draw in more clients to arrange from Amazon. Another advantage of Amazon was that they had organization with various transportation organizations and could offer quick and precise assistance to their customers. Amazon has encountered numerous negatives evaluations from a portion of their clients in light of a portion of the blemished product they have gotten. Since Amazon has organization with numerous shoppers to sell their product Amazon doesn't generally have the foggiest idea what an individual might be getting. Purchasers just realize that they requested this product from Amazon and if something isn't right Amazon ought to be liable for the item. I completely comprehend their objection. Comprehend the consumer’s protest. I as of late arranged a Colby MPH player from Amazon and when I got the MPH player it didn't work. I looked everywhere throughout the web to attempt to discover a contact number for Amazon however proved unable. I called Colby and experienced some difficulty shooting strategies before it was resolved that the part was flawed. The Colby advised me to restore the product back to Amazon and they would supplant it. Albeit once I went on Amazon site to discover how to restore the thing it was genuinely simple. I felt as if rather than me restoring the thing back to Amazon I ought to have restored the thing to Colby and they could have sent me a substitution thing. Presently I need to hold up until Amazon gets the old MPH player and the they request me another from Colby. I would suggest that Amazon discover an approach to remove the center man with the goal that purchasers can get their substitution things in a quick way. Conversation 2. Decide the effect if Amazon. Com had separated and turned into a group of brands (for instance â€Å"Amazon† for books, â€Å"Super toys† for toys, and so forth ), each with an open face however totally run by a similar parent organization. Amazon may have lost a few purchasers had they would have marked themselves into a group of brands. What makes Amazon so one of a kind is that an individual can go to their one site and discover all that they are searching for. The site has rolled out such a large number of improvements to make it simpler for the shopper to go legitimately to their site sort what they are searching for and will e ready to see Just that item. Had Amazon would have Just separated itself into a specific brand it would have appeared as though they may have been attempting to advance a specific thing and this would have made rivalry among Amazon with its who genuinely loves requesting from Amazon. They would feel this is another E-Business that they are curious about working with. The simplicity of going to one site and understanding that everything at this site is all Amazon and the way that you use to arrange your product you can in any case do it a similar way. To any organizations will in general think they are getting things done to improve it for the shopper however truth be told they are befuddling the purchasers. Conversation 3. Decide whether it would be feasible for Barnes and Noble or Borders to expand their business sectors similarly that Amazon. Com has. Clarify your method of reasoning. Indeed I think it is entirely workable for Barnes and Noble or Borders to broaden their business sectors in the equivalent was Amazon. Com has. The explanation I feel along these lines is on the grounds that the normal American shopper we are continually searching for the following best attractive organization on the web. From the outset purchasers would be reluctant to arrange some different option from books from Barnes and Nobles or Borders. In any case, when the word get out that both these organizations have become and build up E-Business like Amazon they ought to have no issue with getting attractive in the E-trade business. Not all purchasers are content with requesting stock from Amazon, so in this way it will take another organization to get into the E-trade business and have a set up notoriety and more will follow. All together for Barnes and Noble and Borders to become effective they need not to attempt to copy what Amazon is now doing in the E-Business. They have to think of other imaginative approaches to showcase their items, and furthermore attempt and offer better valuing and preferred delivery rates over Amazon brings to the table. Like anything, from the start business might be delayed for the two organizations since this is another endeavor for them. Be that as it may, when the organizations see how the E-Business functions and what clients need and need I don’t for see any issues with them advertising different things other than books over the web. Conversation 4 Determine what Amazon. Mother would need to do to extend their circulation chain to incorporate some physical outlets, and whether this would be a smart thought. With the end goal for Amazon to get into the Brick and Mortar outlet Amazon currently would need to go out and discover all the more structure all through the world and afterward higher more representatives to run the outlet offices around the globe. Presently Amazon as opposed to contending in the E-business industry now they would likewise be contending in the store business. By doing this would cost Amazon more cash and could conceivable lessen the decrease in deals over the web. This would not be a smart thought for Amazon for some reasons. Activity cost to keep up a structure and a full time staff make up an enormous piece of the overhead expense. Most retail locations commission are a major piece of a sales rep compensation so along these lines they might not have the wellbeing in the web gives more data than the salesperson could. Most customers now days go to a retail location and cost and thing at that point return home on the web and show signs of improvement bargain. Amazon is doing Just fine by residual the top E-Business on the web, References Boone, L. , Kurt, L. , (2011). Contemporary Business. Children Inc. Hoboken, NJ: John Wiley and The most effective method to refer to Amazon E-Business, Papers

How to Keep Your Top Talent from Churning - Focus

How to Keep Your Top Talent from Churning - Focus I work in an industry where “startup” is a daily word, everyone’s fantasies seem to involve a “unicorn”, and “office perks” are the currency. The resource we seek  is a team of efficient, dedicated, employees. But when so many startups focus on acquisition and the resource is limited, shouldn’t we focus more on reducing our top talent churn? Reducing Churn They say in growth, it’s easier to stop your already invested customers from leaving than to acquire new ones. Things are no different when it comes to HR. An existing employee has already seen enough value in your company to seek a job, is (hopefully) motivated enough to produce good work, and is invested in the product that you’re building together. This makes them a lot more likely to stay with you than the employee who is just learning about you, along with the other 50 tech companies looking to hire them. If you want to build a team of top tech talent, its better to invest in developing the talented  employees you already have in-house.  Here are 5 tips that will help you retain your top talent, based on what others say and on what we’ve discovered at our own company, MeisterLabs. 1. Find out what motivates your high performers The first step in retaining your high performers is finding out what motivates and engages them. This is not something that you should take for granted. Even if they seem happy and productive you might find out the truth when it’s already too late. Potentially when they’re handing you their resignation letter. That’s why it’s crucial you don’t skip your yearly (or even more often) evaluations and that you do them thoroughly. Asking your employees if they’re satisfied in their job isn’t enough. Instead, ask “What would cause you to take a job with another company tomorrow?” This query prompts people to share their underlying criteria for job satisfaction and to list which of those elements are missing. Surprisingly enough, we have never run a proper employee satisfaction questionnaire or discussion at MeisterLabs. But as they say, better late than never. We ran our questionnaire anonymously, but the general results gave us a much clearer view of what’s important for our employees, or as we like to call it in growth, their AHA! Moment. Product is king Somehow unsurprisingly, after the monetary factor, working on a meaningful product (one that they would use, believe in, etc.) ranked highest within our company. Your product is the most important thing to your customers, to your users, and to your employees. People want to work on something close to their heart and a product thats useful. 2. Focus on training and transforming your managers into coaches They say in HR that employees don’t quit jobs or companies, they quit managers. And we’ve confirmed this in our company when we saw in our questionnaire that “Knowledgeable managers and colleagues” came in very close after working on a meaningful product. Our team also rated constant feedback and recognition highly. It’s no surprise that people want to learn from each other, want to know they work with someone they can trust, and want to keep growing professionally. To help your managers be the kinds of leaders that people want to work hard for, transform them into coaches. “A manager shows someone how to do something, such as the day-to-day tasks for his job, and a coach goes a step further to help an individual realize his full potential and maximize positive outcomes,” says Clifton Harski, the director of training and national head coach at Fitwall. If you feel your team leaders arent providing this yet, its worth investing in managerial training. A good training course will help  your managerial team to better support their teams to grow, perform and stay in their roles. In short, theyre worth the investment. Team management made simple Discover MeisterTask Its free! Discover MeisterTask 3. Offer remote working options In our internal questionnaire, 50% of my colleagues rated remote working and flexible hours as very important requirements. And its not just internal.  Were asked a lot during job interviews whether we offer these kinds of working arrangements. Intuit also found that 79 percent of full-time workers want to work from home at least part of the time.   Luckily we already offer flexible hours, but the options for remote working are still limited.  In our industry, remote work is not so much a perk anymore  but is closer to becoming standard procedure. This has, of course, been facilitated by the many tools that help us to do so: Slack, UberConference, MeisterTask, GitHub, Dropbox, Harvest, just to name a few. To retain top talent, it’s important that you enable your team to work wherever they work best. If this means establishing procedures and tools for remote working, itll likely to be worth the effort. 4. Allow your top talent to fail In many top talent development programs and companies, one of the concerns of top executives is the possibility of derailment or the failure/underperformance of a candidate at the next level. Usually, when a promotion is planned or a top position opens up, promising employees are offered training assignments that provide very little risk of failure. But by being too cautious you risk never allowing emerging top talent to develop. True leadership and professional development take  place under conditions of real stress. We’ve become aware of this quite recently ourselves so amended our development process, creating the role of a feature owner. This puts responsibility in the hands of our developers as they have to go through all of the required steps. Writing specification documents; holding departmental design meetings; coordinating the development team; communicating with the QA team; its all down to them. Feature owners need to ensure that high-quality code is being produced and that their feature is delivered on time. It sounds like a lot and it has put considerable pressure on some of our developers. But with help from managers and colleagues, they’ve learned from their occasional failures and emerged with more knowledge and confidence. Assigning feature owners has helped us to identify management talent within our developer ranks. Weve also demonstrated that we trust our team and will recognize their good work, motivating them to keep it up. 5. Share your corporate  strategy with your high performers In the traditional working environment, meetings happened behind closed doors. Whispers were everywhere and employees lived in fear of being fired at any moment. I remember vividly my mother telling me about her workplace scare stories. Luckily for me, and hopefully everyone else working in a modern company, this is not the case anymore. Honesty and transparency  have become so much more important, not only to employees  but also to top management. Make sure you make these values part of your company culture too. High performers and potentials are acutely aware of your company’s health and are focused on the senior team’s strategy. The same way they want to work for knowledgeable managers, they also need to trust their top executives. With 90% of startups  reportedly  failing, you can’t blame them. There are many ways in which you can involve your high potentials in your company strategy. Some companies send out email updates detailing company performance and strategic shifts; some invite top performers to quarterly meetings; others even invite them to attend closed-door briefings on important strategic updates. Which path(s) you choose is up to you, as long as honesty and transparency are central to those decisions. Don’t wait for your top talent to start churning for you to create a company that everyone loves. Start by looking inside. Identify your high performers, and start creating a company culture that aligns their highest values with yours. Have any questions or tips of your own, on how to hold on to top talent? Wed love to hear from you in the comment section below. Team management made simple Discover MeisterTask Its free! Discover MeisterTask How to Keep Your Top Talent from Churning - Focus I work in an industry where “startup” is a daily word, everyone’s fantasies seem to involve a “unicorn”, and “office perks” are the currency. The resource we seek  is a team of efficient, dedicated, employees. But when so many startups focus on acquisition and the resource is limited, shouldn’t we focus more on reducing our top talent churn? Reducing Churn They say in growth, it’s easier to stop your already invested customers from leaving than to acquire new ones. Things are no different when it comes to HR. An existing employee has already seen enough value in your company to seek a job, is (hopefully) motivated enough to produce good work, and is invested in the product that you’re building together. This makes them a lot more likely to stay with you than the employee who is just learning about you, along with the other 50 tech companies looking to hire them. If you want to build a team of top tech talent, its better to invest in developing the talented  employees you already have in-house.  Here are 5 tips that will help you retain your top talent, based on what others say and on what we’ve discovered at our own company, MeisterLabs. 1. Find out what motivates your high performers The first step in retaining your high performers is finding out what motivates and engages them. This is not something that you should take for granted. Even if they seem happy and productive you might find out the truth when it’s already too late. Potentially when they’re handing you their resignation letter. That’s why it’s crucial you don’t skip your yearly (or even more often) evaluations and that you do them thoroughly. Asking your employees if they’re satisfied in their job isn’t enough. Instead, ask “What would cause you to take a job with another company tomorrow?” This query prompts people to share their underlying criteria for job satisfaction and to list which of those elements are missing. Surprisingly enough, we have never run a proper employee satisfaction questionnaire or discussion at MeisterLabs. But as they say, better late than never. We ran our questionnaire anonymously, but the general results gave us a much clearer view of what’s important for our employees, or as we like to call it in growth, their AHA! Moment. Product is king Somehow unsurprisingly, after the monetary factor, working on a meaningful product (one that they would use, believe in, etc.) ranked highest within our company. Your product is the most important thing to your customers, to your users, and to your employees. People want to work on something close to their heart and a product thats useful. 2. Focus on training and transforming your managers into coaches They say in HR that employees don’t quit jobs or companies, they quit managers. And we’ve confirmed this in our company when we saw in our questionnaire that “Knowledgeable managers and colleagues” came in very close after working on a meaningful product. Our team also rated constant feedback and recognition highly. It’s no surprise that people want to learn from each other, want to know they work with someone they can trust, and want to keep growing professionally. To help your managers be the kinds of leaders that people want to work hard for, transform them into coaches. “A manager shows someone how to do something, such as the day-to-day tasks for his job, and a coach goes a step further to help an individual realize his full potential and maximize positive outcomes,” says Clifton Harski, the director of training and national head coach at Fitwall. If you feel your team leaders arent providing this yet, its worth investing in managerial training. A good training course will help  your managerial team to better support their teams to grow, perform and stay in their roles. In short, theyre worth the investment. Team management made simple Discover MeisterTask Its free! Discover MeisterTask 3. Offer remote working options In our internal questionnaire, 50% of my colleagues rated remote working and flexible hours as very important requirements. And its not just internal.  Were asked a lot during job interviews whether we offer these kinds of working arrangements. Intuit also found that 79 percent of full-time workers want to work from home at least part of the time.   Luckily we already offer flexible hours, but the options for remote working are still limited.  In our industry, remote work is not so much a perk anymore  but is closer to becoming standard procedure. This has, of course, been facilitated by the many tools that help us to do so: Slack, UberConference, MeisterTask, GitHub, Dropbox, Harvest, just to name a few. To retain top talent, it’s important that you enable your team to work wherever they work best. If this means establishing procedures and tools for remote working, itll likely to be worth the effort. 4. Allow your top talent to fail In many top talent development programs and companies, one of the concerns of top executives is the possibility of derailment or the failure/underperformance of a candidate at the next level. Usually, when a promotion is planned or a top position opens up, promising employees are offered training assignments that provide very little risk of failure. But by being too cautious you risk never allowing emerging top talent to develop. True leadership and professional development take  place under conditions of real stress. We’ve become aware of this quite recently ourselves so amended our development process, creating the role of a feature owner. This puts responsibility in the hands of our developers as they have to go through all of the required steps. Writing specification documents; holding departmental design meetings; coordinating the development team; communicating with the QA team; its all down to them. Feature owners need to ensure that high-quality code is being produced and that their feature is delivered on time. It sounds like a lot and it has put considerable pressure on some of our developers. But with help from managers and colleagues, they’ve learned from their occasional failures and emerged with more knowledge and confidence. Assigning feature owners has helped us to identify management talent within our developer ranks. Weve also demonstrated that we trust our team and will recognize their good work, motivating them to keep it up. 5. Share your corporate  strategy with your high performers In the traditional working environment, meetings happened behind closed doors. Whispers were everywhere and employees lived in fear of being fired at any moment. I remember vividly my mother telling me about her workplace scare stories. Luckily for me, and hopefully everyone else working in a modern company, this is not the case anymore. Honesty and transparency  have become so much more important, not only to employees  but also to top management. Make sure you make these values part of your company culture too. High performers and potentials are acutely aware of your company’s health and are focused on the senior team’s strategy. The same way they want to work for knowledgeable managers, they also need to trust their top executives. With 90% of startups  reportedly  failing, you can’t blame them. There are many ways in which you can involve your high potentials in your company strategy. Some companies send out email updates detailing company performance and strategic shifts; some invite top performers to quarterly meetings; others even invite them to attend closed-door briefings on important strategic updates. Which path(s) you choose is up to you, as long as honesty and transparency are central to those decisions. Don’t wait for your top talent to start churning for you to create a company that everyone loves. Start by looking inside. Identify your high performers, and start creating a company culture that aligns their highest values with yours. Have any questions or tips of your own, on how to hold on to top talent? Wed love to hear from you in the comment section below. Team management made simple Discover MeisterTask Its free! Discover MeisterTask

The Director Of Human Resources Of Lehigh Hanson - 1525 Words

I am the Director of Human Resources of Lehigh Hanson. In order to ensure the organization remains successful we have to make sure we hire the right people for the organization. In this review we will outline a job interview process and document the methods that we must use to select the right person for the available positions. We will determine at least two employment laws that we must consider in the process questions and examine the key ramifications of the organization’s lack of enforcement of said laws. The organization must predict three issues that we may encounter in building relationships with each type of worker. Also, management will examine two laws that must follow during the relationship process, and specify the manner in which each law would help in the relationship building process. Finally, we will evaluate the effectiveness of the organization’s HR policies and processes that are designed to promote a diverse workforce, we will outline a strategy for the organization that recognizes affirmative action, and the HR team will include in our plan to migrate both the glass ceiling effect and reverse discrimination within our organization. Hanson is outlining the position of a Customer Service Representative. As an employer, making a good hire depends on of having a positive interview experience with a preferred candidate. Employers must not underestimate the impact of a well-planned interview or interview process. When hiring for a particular positionShow MoreRelatedMarketing Mistakes and Successes175322 Words   |  702 PagesCleveland State University JOHN WILEY SONS, INC. VICE PRESIDENT PUBLISHER EXECUTIVE EDITOR ASSISTANT EDITOR PRODUCTION MANAGER PRODUCTION ASSISTANT EXECUTIVE MARKETING MANAGER ASSISTANT MARKETING MANAGER MARKETING ASSISTANT DESIGN DIRECTOR SENIOR DESIGNER SENIOR MEDIA EDITOR George Hoffman Lise Johnson Carissa Doshi Dorothy Sinclair Matt Winslow Amy Scholz Carly DeCandia Alana Filipovich Jeof Vita Arthur Medina Allison Morris This book was set in 10/12 New Caledonia

Scientific Theory Essay - 642 Words

Scientific Theory A scientific theory is a well-substantiated explanation of some aspects of the natural world, based on a body of knowledge that has been repeatedly confirmed through observation and experiment. Scientist creates scientific theories from hypothesis that have been corroborated through the scientific method, then gather evidence to test their accuracy. The strength of a scientific theory is related to the diversity of phenomena it can explain, which is measured by its ability to make falsifiable predictions with respect to the phenomena. Scientific theories are the most reliable, rigorous, and comprehensive for of scientific knowledge. The scientific method involves the proposal and testing of hypotheses, by deriving†¦show more content†¦Theories are the main goal in science and no explanation can achieve a higher rank. (to the belief that â€Å"theories† become â€Å"laws† over time). In some cases, theories can unify. Two or more theories can be replaces by a single theory which explains the previous theories as approximations or special cases, comparable to the way a theorys is connecting explanation for many confirmed hypotheses: This is reffered to as Unification of Theories. Both scientific laws and scientific theories are produced from scientific methods through the formation and testing of hypotheses, and can predict the behavior of the natural world. Both are typically supported by observation and experimental science. However, scientific laws are descriptive accounts of how nature will behave under certain conditions. Scientific theories are broader in scope, and give overarching ex planations of how nature works and why it exhibits certain characteristics. They are supported by evidence from many different sources, and may contain one or more laws. Both scientific laws and scientific theories come from the scientific method through the formation and testing of hypotheses, and can predict the behavior of the natural world. Both are usually well supported by observations and/or experimental evidence. However laws are descriptive accounts of how nature will behave under certain conditions. Assumption is aShow MoreRelatedThe Theory Of The Scientific Method998 Words   |  4 Pageshypothesis. To put it simply, a hypothesis is an educated guess; better yet, it is a prediction. These predictions are drawn by logic and can be tested. Formulating a hypothesis is the second step in the scientific method. â€Å"If more and more hypotheses related to a theory turn out to be true, the theory gains in credibility (King, pg. 27).† After you have formed a hypotheses, you will need to test your predication. 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But more often than not, science gets it wrong. One way to test the validity of a scientific theory is the use of the Hypothetico-Deductive Method. The results of such a method provide evidence of confirmation or disconfirmation, though these results cannot always be trusted. The world is complicated, thus it requires an equally complicatedRead MoreThe Theory Of Scientific Management1633 Words   |  7 PagesThe purpose of th is essay is to research, analyse and assess the theory of scientific management, which was revolutionised by Frederick Winslow Taylor in 1887 (A.Huczynski, 2010) and to critically evaluate the benefits and pitfalls of his theory. This theory Taylor developed is known as Taylorism and has been used commonly in various structures of organisation. Comparisons shall be drawn to other theories and advancements of this theory, such as Fordism and Toyotism, which was extremely popular in Japan

Unended War and Intervention in Iraq Free Essays

Iraqi people might find already immuned of the uproar in different areas in Iraq. The tragedies that were happened more than two decades ago and are still happening nowadays are really marked the history of Middle Eastern conflict. Such bombings, bombarding, invasion, and protests are really taken the big part of the history of Iraq. We will write a custom essay sample on Unended War and Intervention in Iraq or any similar topic only for you Order Now It was during 1980 when the Iraq tried to invade the Iran, but of course, the Iran did not let it happen(Shalom, 1993). Though the Iraq made its initial success, the people of Iran used their man power as many population they have. At the middle of the 1982, the Iran was triumphant with their goal of pushing out the invasion of Iraq. But considering the fact that Iran has much weaponry, they were able to prevent the moves of the Iranian, and it was year 1988 when the silence screams of the gun and war men were off heard. However, though the war was ended (temporarily), the blame was on the both government of the two countries when in Saddam Hussein was the one who was ruling the Iraq. Letting the bloodshed among Iraqi citizens was considered as one of his callous in leading   his constituents. This was the time when the United States (US) started to intervene so as to help out the Iraq in settling the untapped war that had been started before and to help the people of Iraq to recover from the hell of war and from the ruthless government of Hussein. The US sent military troops in Iraq whereas they created several bases in different regions in Iraq. And nowadays, the US is continuing lurking around the Iraq. They are doing they ‘surge’ (Reuters, 2007) together with the British troupes. According to the report of the Philippine Daily Inquirer (2007), the rush forward being done in Iraq is nearly unsuccessful such that an insurgency is more likely to happen again. The critical condition of the mission of the US in the Iraq together with the British government pertained that war between the Hezbollah and Israel last August 2006. The war between them was hardly to ceasefire. The criticism of the event is more likely on former Prime Minister Tony Blair since he was the one who refused for a call of an immediate stop fire between the Israel and Hezbollah (Lebanon) in their war last year. I have chosen this event to be use as application in theoretical analysis since this is widely known by everybody and that the lives of the people living in the countries involved are severely affected by the war that is happening. (Part B) The clash between Iran and Iraq seemed more likely though during the early 90s. However, since the Iraq was suffered under the Hussein’s regime, lots of militant groups and civil underground rebels emerged and rebellion took place. And it is in nature of the United State, being considered as the most powerful country in the world, to help, in any way, those who are in depth recovery of the war. But in the case of Iraq, the peace seemed not finding its place. Until now, clashes are still going on, but not necessarily war against another nation, but war among civil there. The surgency that the US has been doing and trying to imply in the Iraq, does it really pure surgency? As we all know, the US is one kind of imperialist in the world. Widely, it colonized a lot of country in Asia, explicitly and implicitly. Once one touched the hand of Uncle Sam, you would definitely touch it along the way. The reason why Iraq still has its internal conflict between civilians is not because they rebel with each other, it may probably because of the intervention of the US in their nation. Come to think of it: whose nation would like to handle by different hands instead the hands of its people? Politically speaking, this could be a way of euphemizing the real intention of the US. We could deny the fact that the US wanted to hold more power, and imperialism is the instrument and effective tool for them to accomplish their goal. How to cite Unended War and Intervention in Iraq, Essays

Somebody Had to Say It free essay sample

Even with the amazing progress technology has made over the years, it seems that society (or at least the current generation) has lost touch with what used to be considered common courtesy and plain, basic knowledge. You can’t walk down the street without someone complaining about something so†¦inconsequential. People complain when the internet on a cell phone loads too slowly. Wait – think about this for a second – you are getting INTERNET on your CELL PHONE. Can you give a second to get back from space? Twenty years ago this outstanding and incredible concept would have been considered farfetched and outrageous. One thing I want to make known is how people think that the world owes them something. There are worse things in the world than not getting internet on your cell phone. Sometimes people need to take a step back and look at the bigger picture. Is there a way, I wonder, to live with the incredible advances our society has made technologically, withou t losing touch with what is so special about living a life of quiet simplicity? My high school offers its students the opportunity to go on a mission’s trip to Hato Mayor, Dominican Republic for one week the summer between junior and senior year. We will write a custom essay sample on Somebody Had to Say It or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page It is honestly amazing how this one week away can affect a person so much. I grew up in a middle class home in the suburbs, where my parents raised me to always be grateful for what I have. Before going to the Dominican Republic, I understood that there are people living in poverty in third world countries, but never really understood the extent of such poverty until I saw it with my own eyes, and experienced it firsthand. The home of a family of five is about the size of my living room. But more so, what was so touching was how grateful the children in the local villages were – how they’d literally smile from ear to ear because someone cared enough to swing a jump rope, or toss a ball around, or play tag with them. I’d like to make people interested in living in a way the rest of the world seems to have forgotten, to bring back that smile like those children in the villages

Immigration Essays (386 words) - Clifford Sifton, Free Essays

Immigration Essays (386 words) - Clifford Sifton, Free Essays Immigration subject = history title = Immigration Immigration Early immigration to Canada was generated by a network of emigration agents who were salesman who advertised to Canadas attractions to prospected immigrants. They targeted wealthy farmers, agricultural laborers and female domestics, preferably from Great Britain, the United States and Northern Europe. Canadas first immigration legislation, the Immigration Act of 1869 reflected the laissez-faire philosophy of the time by not saying which classes of immigrants should be admitted but , merely that the "governor" could prohibit the landing of pauper or destitute immigrants at any Canadian port. The Chinese, who were arriving in large numbers to build the railway, were a special target of fear and suspicion. An act passed in 1885 to "restrict and regulate" Chinese immigration, was later complemented by head taxes designed to discourage Chinese immigration. It wasnt until the 1960s that regulations and restriction to Chinese immigration were completely lifted. The 19th century closed with a world wide depression and a slow down of immigration to the West. But all that changed in 1895, when Clifford Sifton was appointed as Minister of the Interior at the start of an economic recovery. Sifton believed that "a stalwart peasant in sheep skin coat" made the most desirable immigrant , and set out to attract people suited for farming, In 1896, 16,835 immigrants entered Canada. When Sifton left in 1905, the population was 141,464. It rocketed to 400,970 by 1913. Some three million newcomers arrived between 1896 and the outbreak of World War 1. But Siftons policies triggered criticism, despite success in attracting farmers. Immigration from central and southeastern Europe raised a ground swell of hostility on the prairies because residents didnt believe theses newcomers could assimilate readily into the dominant Anglo-Saxon society. The authorities wanted to keep African-Canadians out of Canada because they thought that they were useless to Canada. They thought that the African-Canadians couldnt be farmers or could do any form of work that was useful to Canada so they thought that it would be better to keep them out of Canada then to have them in. Almost all of Canadas population can be traced back to the major immigration period between 1867 and 1915 which was when the most people immigrated to Canada which was a grand total of three million.

Free sample - The Economic Report. translation missing

The Economic Report. The Economic ReportNational bank of Kenya limited is a financial institution engaged in the provision of services such as banking, financial and others related to these. The bank owns two subsidiaries namely: Natbank Trustee and Investment Services Limited and the Kenya National Capital Corporation Limited (Kariuki 2010). This bank has encountered several problems over the last few years and the country’s central bank which monitors the operations of all financial institutions in the country has predicted that unless the bank changes tact, it will be bedeviled by the same problems over the next couple of years. These problems include demand and supply problems, economic problems, non performing loans portfolio as well as technology problems (Kariuki 2010). According to reports from the central bank, the bank’s nonperforming loans accounted for about 43.5% of the total loans in the month of June (Kariuki 2010). This was above the industry range which was estimated to be 15.8%. These nonperforming loans can be attributed to reckless lending policies. Statistics from the central bank also indicate that the bank has a huge revenue deficit of four billion Kenya shillings (Kariuki 2010). This deficit is to be settled through realized profits. Economists from the central bank however indicate that this may not be feasible as the bank is unlikely to issue dividends, a move that may see many share holders desert the bank hence a profit dive (Kariuki 2010). The bank’s total capital base as a percentage of total risk weighted assets has not reached the statutory threshold which is placed at 12%. Its estimated to be at 10%, a fact that makes payment of dividends further impossible. Due to the huge nonperforming loans, the bank decide d to go slow on lending, a move that saw many of its customers move to the less risky investments. These investments include but not limited to: Government securities such as treasury bonds and treasury bills (Kariuki 2010). Statistics from the central bank show that the bank’s loans to private households declined by 19.7% while lending to finance and insurance sectors reduced by 25.3% last year (Kariuki 2010). The central bank predicts a further reduction in these two for the next few years. The emergence of many micro-finance institutions such as K-Rep, Jamii Bora Trust, and Kenya Women Finance Trust, which have captured the low-end of the market has compounded the problems facing the bank further (World Bank [WB] 2010). This is because, these microfinance institutions offer lower lending interest rates on their loans hence attracting many unbanked citizens who may have been absorbed by the National Bank (Kariuki 2010). The location of these micro-finance institutions enable them to capture more customers. This is because they are spread throughout the country’s rural areas where majority of the unbanked citizens reside. The bank adopted a policy of high interest rates on its loans so as to cover their level of exposure, a move that greatly reduced the demand for the bank’s loans (WB 2010) The introduction of mobile banking by the country’s leading telecommunication company, Safaricom limited has also been a thorn in the bank’s flesh. Many people in Kenya who had not been captured by the banking world found it simpler to start accounts with the telecommunication company (Omwansa 2010). This is because of the convenience involved in carrying out transactions which involves simply the use of mobile phones. Mpesa is the name given to the mobile banking of the telecommunications company (Omwansa 2010). Mpesa customers are able to carry out transactions such as paying bills, money transfers, shopping in supermarkets using phones, and many more other transactions. The demand for accounts in this bank and others in the country is expected to reduce as more people jump into the mobile banking band wagon (Omwansa 2010). The problem is expected to get worse as more telecommunication companies in the country have emulated Safaricom. For instance, the country’ s second largest telecommunication company by customer base, Zain Kenya has introduced a similar mobile banking program called Zap (Omwansa 2010). Many banks in the country have introduced a technology that enables bank customers to manipulate their bank accounts using mobile devices. Failure by this bank to follow suit has made it fail to attract potential customers (Omwansa 2010). This technology allows customers to transfer money from their banks to their mobile phones which they can then withdraw through the telecommunication companies’ money outlets such as Mpesa and Zap (Omwansa 2010). This saves them the inconvenience of travelling to the banks to transact. The country’s third largest telecommunication company by customer base, Yu has also entered the mobile banking band wagon through its Yu cash. This has captured even more customers whose destiny would otherwise have been in the banking world (Omwansa 2010). The country has witnessed an explosion of pyramid schemes which have lured many citizens into depositing money with them. These schemes have convinced many people to withdraw money from their bank accounts which has led to a poor performance by the banks (Jack 2010). This is because, money which the banks could have issued as loans is now disappearing into the pyramid schemes. These schemes operate on a simple principle; people who bank with them first benefit from funds brought in by subsequent customers when their pay time comes (Jack 2010). If the number of people qualifying for payment exceeds the amount of money brought in by new customers, the owners of the schemes disappear with all the investments. If the country’s central bank doesn’t control the operations of these pyramid schemes, then banks are expected to suffer more in the next few years (Jack 2010). The economy of the country performed poorly in the last financial year as a result of a post election violence. This has also greatly affected the bank since the government is its largest shareholder . Poor economic performance also translates to lack of funds to put into bank accounts by the bank’s customers hence the bank is affected adversely (Jack 2010). If the performance of the economy is not turned around in the next few years, then the bank is expected to perform more poorly. The diagram below shows the likely demand and supply situation in the bank over the next three years. This is still the current situation. Reduction in supply has been witnessed since the bank has been forced to close down some of its branches due to the poor performance. The bank is expected to close more of its branches in future if the problems are not solved. Closing down of accounts coupled with the problems discussed earlier has led to a decrease in demand for the bank’s financial services. To turn around this poor performance, the bank should consider a number of solutions. Firstly, the bank should consider expanding to the rural part of the country in order to capture unbanked people from the low-end of the market (Jack 2010). The bank should also consider a reduction in its loans interest rates in order to increase the demand of the same (Jack 2010). The bank should also consider introducing a technology that would allow customers to manipulate their bank accounts using mobile devices. However, for the bank to keep a competitive edge over the others in the same line of production, they should do this differently. Instead of cooperating with the existing mobile networks, the bank can consider coming up with its own platform. This is because, the telecommunications firms are also themselves involved in mobile banking, so collaborating with them amounts to collaborating with a competitor. This can only be to the advantage of the competitor (Jack 2010). The bank should a lso reduce the requirements for opening an account with them. These requirements include minimum deposit, passports, ATM processing fee etc. while passports are quite important, the bank can consider purchasing cameras for taking the passports without charging the customer (Jack 2010). The bank should also consider increasing the number of marketers so as to capture as many potential customers as possible. Opening many ATM machines throughout the country would also go a long way in helping the bank turn around its poor performance. Lastly, the bank should pressurize the central bank to come up with policies which discourage the mushrooming of pyramid schemes (Jack 2010). This paper has discussed the problems afflicting the National Bank of Kenya. These problems have included: nonperforming loans, huge revenue deficit, competition from micro-finance institutions which offer loans with lower interest rates, low customer base due to failure to capture rural areas, competition from telecommunications companies which have invested in mobile banking, failure to take advantage of modern technology involving mobile banking and finally competition from rogue pyramid schemes. Solutions which can turn around this poor performance have also been discussed. These have included: expanding to the rural part of the country in order to capture unbanked people from the low-end of the market, introducing a technology that would allow customers to manipulate their bank accounts using mobile devices, reducing the requirements for opening an account with them, introducing more ATM machines and finally pressurizing the central bank to come up with policies which discourage the mushrooming of pyramid schemes.

The Power of the Fourteenth Amendment Research Paper

The Power of the Fourteenth Amendment - Research Paper Example The fourteenth amendment granted equal civil and legal rights as well as citizenship to the African Americans and the slaves of the American civil war. They were thus included in the phrase all persons born or naturalized in the United States had the right to be given American citizenship. The power of the fourteenth amendment is well expressed in its five sections: The section one argues that all individuals born or naturalized in the United States, and subject to the jurisdiction thereof, are United States citizens and citizens they live in according to Wagner (2000). It forbids the state from exercising a law that abridges the United States citizens’ privileges and immunities. According to this section, the state has no right to deprive individuals their property, life or liberty without following the legal process. It also ensures that any person within a state’s jurisdiction is equally protected. Since the ratification of the Bill of Rights in 1971, the fourteenth amendment remains the most important amendment in protecting the rights of the individuals. The amendment was driven by the incidence of civil wars in the United States. Initially, this section only defined citizenship and offered protection to the civil and political rights of the individual hence less powerful. Its limitation was that the Africans could not possess United States citizenship and could not enjoy any citizenship privileges and immunities. ... Under the initial constitution anyone regarded as a United States citizen was first to become a citizen of a certain state in the country. This could not apply to the emancipated citizens, the need of the clause to define citizenship. It meant that a United States’ citizen was also a citizen of a state he/she resided in. The power of the clause has been subjected to different interpretations. It author argued that it had similar content with the original one and it only varied in wording. According to Bosniak (2008), the meaning of this clause was tested in 1884 to establish whether a person born in the United States was automatically granted national citizenship. It was held by the Supreme Court that the Native Americans who left their tribes voluntarily could not automatically acquire national citizenship. The court also claimed that under this clause, a person born in the American soil to a Chinese citizen permanently leaving in US on business and not under official or dipl omatic employment were guaranteed American citizenship. The same was also meant to apply to children who belonged to foreign national but not of Chinese descent. The power of this clause also maintains it that, children neither of United States citizens nor foreign diplomats, but born there were guaranteed citizenship after birth. However it was argued under this clause that, Children belonging to ambassadors as well as foreign ministers were excluded from citizenship. Loss of citizenship is another powerful clause section one of the fourteenth amendment. This clause gives two conditions under which individual can lose their citizenship. These conditions are Fraud in the process of naturalization

Organizational Culture in Multinational Corporations Research Paper

Organizational Culture in Multinational Corporations - Research Paper Example The culture in general and broad-spectrum comprises of assumptions, beliefs, values, norms, customs, artifacts, and several other components, likewise organization also have its norms, values, principles, and policies that makeup characteristics of the organization. In the view of many experts and theorists, culture can come under illustration and distinguish itself on three levels (Schneider, 1988). Behavior and artifacts are considered the most obvious and manifest level as it encompasses the behavioral structure of the populace of a particular culture. Values or the principles are the subsequent levels that motivate, inspire, and figure out the actions of the people. Assumptions, hypothesis, values, and attitude are the distant and rooted level and considered the most vital and imperative level to apprehend (Schneider, 1988). In order to understand the effective functioning of the organization, it is pivotal to identify with the culture first as it is a complete experience of the happenings and circumstances that encircles the entire population of the world (Alvesson, 2002).  Ã‚   Although organizational culture has come under analysis and study from a wide variety of aspects, yet it does not have a solitary and distinct definition as it is complicated and tricky to articulate in a noticeable or apparent manner. Some schools of thought even refer the organizational culture as a system where the key in elements are the response and opinion from various characteristics such as the general population, laws, and ethical, moral and competition principals. The beliefs, hypothesis, ethics, and customs based on factors such as time, money, people etc. amalgamate as a process that produces the output in the form of the consequences including the organizational behaviors, strategies, policies, products, brand image and many more (Brenton &  Driskill, 2010). For the last few decades, organizational culture has gained substantial recognition, and outstretched and broad acknowledgment amongst the employees of the organization as it has been a pivotal source for identifyi ng and becoming aware with the behaviors and attitudes of the human systems. Organizational culture is the combined recipe of principles and attitudes that make up the inimitable and distinctive shared surroundings and atmosphere for the enterprise (Brenton &  Driskill, 2010). In other words, organizational culture is the merger of values, beliefs, experiences, assumptions, documented and unrecorded rules and regulations, policies and viewpoints of the organizational members that contributes in the company’s brand image, internal working environment, communions and dealing with the external sources, and upcoming prospects and opportunities since the time the enterprise initiated until the current date (Alvesson, 2002).  

To Fast or Not to Fast? Essay -- Weight Loss Dieting Diet Papers

To Fast or Not to Fast? Introduction "Rapid weight loss", "quick and easy weight loss", "preventative", "therapeutic" and "low cost"; with these guarantees, who would not want to attempt a seemingly unchallenging fasting diet!? According to a report on the Food and Drug Administration (FDA) web site, as of 1995, tens of millions of Americans are dieting at any given time, in the process spending more than $33 billion annually on weight-reduction products. Are you playing the weight loss game? Here I will identify weight-loss programs advertised on the internet, discuss their claims to success, highlight specific fallacious claims, and report on findings of both the FDA and various medical studies. What’s on the Web? A collection of "easy" fasting or very low-calorie weight loss plans advertised on the world wide web includes the following: California Dreaming, The Wellness Center of Alaska’s "weight loss on-the-web", Medifast, Optifast, 4 Season Weight Control Center’s "medically supervised weight loss program", Liquid Fasting Diet, All-natural Aspen Spa diet program, and various methods compiled by Fasting Center International. As an example of programs guaranteeing a quick fix to weight problems, I will focus on both the Medifast and Fasting Center International (FCI) methods and claims concerning weight loss. Medifast According to the Shape Up America web site, a supporter of the Medifast product, it is a "physician-supervised very low-calorie diet program of fortified meal replacements providing 450-500 calories per day". (http://www.shapeup.org/sua/publications/hwhl/partax9c.html) The purpose of Medifast is to promote quick and healthy weight loss to its customers by creating a great defic... ... Dulloo, A. G. Human pattern of food intake and fuel-partitioning during weight recovery after starvation: a theory of autoregulation of body composition. Proceedings of the Nutrition Society. 56: 25-40, 1997. Macdonald, I. A. and J. Webber. Feeding, fasting and starvation: factors affecting fuel utilization. Proceedings of the Nutrition Society. 54: 267-274, 1995. Masoro, Edward J. McCay’s hypothesis: undernutrition and longevity. Proceedings of the Nutrition Society. 54: 657-664, 1995. Schwartz, Michael W. and Randy J. Seeley. Neuroendocrine responses to starvation and weight loss. The New England Journal of Medicine. 336(25): 1802-1811, 1997. Schwartz, Michael W., Dallman, Mary F., and Stephen C. Woods. Hypothalamic response to starvation: implications for the study of wasting disorders. American Journal of Physiology. 269: R949-57, 1995.

Organizing and Controlling are Related Essay

Functions of management consist of organizing, planning, controlling, staffing, delegation and leading. (Koontz & Weihrich, 2000). These functions work together simultaneously as one can assist in the functioning of the other hence all managerial functions are important for the function. By this the opinion is that the function of organizing and controlling are related. These functions are implemented in the same direction. In order to show the relation between organizing and controlling, it is important to look into the functions of both of them. Organizing function comes into play when people work together in groups to achieve goals. They must have roles that they play. These roles are developed by people, are defined and structured by the organization to make sure what is contributed is a group effort. What workers do has a definite purpose and they know how their job objective fits into group effort hence the organization gives their authority, tools, information to accomplish the task. Organizing is that part of managing that involves establishing a structure of roles for people to fill in an organization. The purpose of an organization structure is to help in creating an environment for human performance. (Gareth, 2003). A structure will define the tasks to be done, the role established looking at abilities and motivation of the people available. The organization structure make it easy for managers to organize workers’ activities hence it will be easy to control them as each one know the role they should play, which makes supervision of work less, which saves time as well as resources of the organization. By organizing, the organizations must identity and clarify required activities, group activities necessary to attain objective, assign each group to a manager with authority necessary to supervise it and provision for coordination on the same level and among departments in the organization structure, which make controlling of activities manageable. Organization structure should clearly state who is to do what tasks and who is responsible for what results to eliminate difficulties while exercising control function because difficulties can be caused by confusions and uncertainty of assignment. The structure must reflect objectives and plans because activities come from them. It must also reflect the authority available to an enterprise management. It must be designed to work to permit contributions by members of a group and to assist people gain objectives effectively in the future, which is changing. An organization is staffed with people, the groupings of activities and the authority relationships of an organization structure must take into account people’s limitations and customs to be able to control their roles so as to know if the organization goals are being achieved. The organization process consists of establishing enterprise objectives, formulating supporting objectives, policies and plans, which are of planning. Also identifying and classifying the activities necessary to accomplish these, grouping activities in the light of the human and material resources available and the best way, under the circumstances, of using them, delegating to the head of each group the authority necessary to perform the activities and tying the groups together horizontally and vertically through authority relationships and information flows. Koontz & Weihrich, 2000). The span of management is influenced in two ways, narrow span where a great deal of time is spent with subordinates, which is related to little training, inadequate authority delegation, unclear plan of non-repetitive operations, fast changes in external and internal environment, complex task, use of poor communication techniques, ineffective meeting. (Black & Porter, 2000). The wide span is where little time is spent with subordinates and is related to thorough subordinate training, clear delegation to undertake well-defined tasks, well defined plans for repetitive operations and slow changes in external and internal environment, simple task and effective meetings. If the organization wants to use the controlling function effectively, it can use the wide span management. Delegation of authority, if it is poor, it will affect the span of management due to unclear authority hence organizing can be difficult, which can make the controlling function difficult as they function simultaneously. If a manager delegates authority clearly for a task to be undertaken, a well trained subordinate can get it done with the manager little supervision, but if the task is not clearly defined, then the subordinate does not have the authority to undertake it, which can lead to the staff not doing it and hence the manager spending a lot of time supervising it. Staffing is done by identifying workforce requirements, getting the required people who are available and recruiting them, selecting, placing, appraising, compensation, planning the careers and training. (Preble, 1992). If staffing is done effectively, the candidates will be developed as the current jobholders to be able to accomplish their tasks effectively and efficiently. If the candidates are given the right roles hence it will be through controlling that managers compare actual performance against goals, identify any significant deviations and take necessary corrective action. Leading assists in influencing people so that they contribute to organization and group goals. Managers can say that their problems arise from people, their desire, attitude, and behavior. (Robbins & Coulter, 2002). Since leadership implies followers hip and people tend to follow those who offer a mean of satisfying their own needs, wishes and desires. Leading involves motivation, leadership styles and communication. With no effective leading in an organization it can be very difficult to organize the employees and this will affect the controlling function as reports, statement produced to access control might have mistakes. Planning involves selecting mission and objectives and the actions to achieve them. It requires decision-making that is, choosing future causes of action from among alternatives. Jones & George, 2003). Plans range from plans of overall purposes and objectives to the most detailed action to be taken. Before a decision is made, only what exists is a plan study or a proposal not a real plan. Controlling activity relate to the measurement of achievement. Some mean of controlling like the budget, inspection records, each measure and show whether plans are working out making organizing easy. Compelling events to confirm to plans means locating the persons who are responsible for results to differ from planned action and taking necessary step to improve performance. These results are controlled by what people do. Control is where performance is measured and corrective action is taken to ensure the accomplishment of organization goals. Control also coordinates various activities, decision-making related to planning and organizing activities and information from directing and evaluating each worker’s performance. Control is concerned with records, reports, organizational progress toward aims as well as effective use of resources. Control uses evaluation and regulation. These reports are what assist in assigning roles to employees. Control uses evaluation and regulation. It can be separated into mechanical and sociological elements. There are three stages of control. The mechanical elements are predetermined definition of standards for a level of performance; measurement of current performance against the standards and corrective action when indicated is the sociological element. If an organization uses the three stages of control, it will have a flexible organization structure. The best approach of control will contain time, a high degree of mutual support, open and authentic communication, clear understanding of objective, utilization of resources and a supportive environment. These approaches will lead to conflict resolution, charged beliefs and attitudes, genuine innovation, commitment, strong management and prevention of consequence of control, which were unintended. A good control system has the following characteristics; it must reflect the nature of the activity, should report errors promptly, should be forward looking, it should point out exceptions at critical points, should be objective, flexible, reflect the organization pattern, economical, understanding and should indicate corrective action. With these conditions adhered to, it will be fast to organize people in the organization so as to meet the organization goals. Controlling mechanisms include procedures, evaluating devices, reports, inspection, audits, which all require planning and organizing hence the function must be performed simultaneously. For controlling to occur, there must be directing. All functions of management go together as if one of the functions lacks or does not follow the proper channel then the organization goals can fail to be achieved. Control can be used as a management tool to measure the degree to which predetermined goals are achieved and of applying necessary corrective actions to improve performance, policies, and procedure as standards. Among the controls are rules that are needed to let employees know what is expected of them and how functions are coordinated. Self-control includes being up to date in knowledge, giving clear orders, being flexible, helping others improve increasing problem solving skill, being able to handle pressure and planning ahead. Delegation is often viewed as a major means of influence and therefore, it can be grouped as an activity in leading rather than controlling. Delegation include assigning responsibility to an employee to complete a task granting the employee sufficient authority to gain the resource to do the task and letting the employee decide how that task will be carried out. This will make the organization decide which goals to pursue and course of action to adopt so as to attain the organization goals and how to allocate organization resources to attain those goals. Once the organization has established goals and associated strategies, funds are set aside for the resources and labor to the accomplishment of goals and tasks. As the money is spent, how it was spent and what it obtained. Review of financial statements is one of the more common methods to monitor the progress of programs and plans. In the organizing process, the key issue in accomplishing the goals identified in the planning process is structuring the work of the organization. The purpose of the organizing function is to make the best use of the organization’s resources to achieve organizational goals. Organizational structure is the formal decision-making framework by which job tasks are grouped and coordinated. The organizing function deals with all those activities that result in the formal assignment of tasks and authority and a coordination of effort. The supervisor staffs the work units, trains employees, secures resources and empowers the work group into a productive team. The first step in the organizing process is departmentalization. Once jobs have been classified through work specialization, they are grouped into manageable units and can be controlled. An organization chart displays the organization structure and shows job titles, lines of authority and relationships between departments. The nature and scope of the work needed to accomplish the organization goals needed to determine work classification and work unit design, so as to have control. Work process requirements and employee skill level determine the degree of specialization. Placing capable people in each job ties directly with productivity improvement. In order to maximize productivity, the organization must have the required resources and be able to control its expenditure by auditing its reports. Supervisors must match employee skill levels with task requirement to achieve organization goals. Teamwork is achievable if people can work together cooperatively and effective if they know the part they are to play in the team activity and the way their roles relate to each other hence making the control function attainable. By designing and maintaining these systems of roles is organizing. Koontz, 1958). The effort spent on improving predictions and forecasts are spent on increasing control, learning not only will the need for predicting and forecast be reduced, but managers’ ability to get what they want to increase. By organizing managers can design and create an organization structure, which is flexible to enable the function of control to be handled properly. Control aspects are emphasized on the basis of observation of the control process in terms of feedback or adaptive control. (Hitt & Mathis, 1986). Feedback is always introduced as one of the controlling functions, hence managers encourage that the feedback system be used a lot in the organization so as to know which organization goals have been achieved. Feedback is a type of control that takes place after a work activity is done. Managers can implement controls before an activity begins and after the activity has been completed. In order to measure whether plans of the organizations are being followed it is necessary for managers to compare planned performance with actual performance. (Ishikawa & Smith, 1972). Feedback can be used to give information in this area, as it is the forward and backward flow of information hence the supervisor will be able to know how the performance of a certain employee is. This will enable the supervisor check on the targets he sets for the employees if they have all been achieved or if they have been partly achieved and see the gap created. (Dixon, 2003). The actual performance and the planned performance show the gap. This will make it easy for the organization to determine which employees require training so as to get more skills and by this the organization will eliminate the gap. Plans cannot be effective unless managers monitor how well planned actions are matching actual achievements as implementation processes. Therefore, plans should not be just laid aside while being on the process or even after being decided on. Managers are responsible not only for making plans for the organizational goal but also for watching the plans to the end. Hence, to make sure that plans are organized the control function has to be effective to make sure that organization goals are achieved. If managers do not control, they would have no way of knowing whether their goals and plans were on target and what future actions to take. The plan can be meaningless if it did not help to accomplish the organizational goals. This can be avoided by controlling because the manager organizes and compares the actual performance against the goals, identify any significant deviations and take any necessary corrective action. Controlling provides the answers to whether or not the current performance of the organization should be continued or what corrections might be needed to make the performance satisfactory. Controlling cannot be implemented unless there is some resource hence the organization should have a structure, which takes this into consideration. There must be some organization and control on how resources will be allocated. Without an organization goal, no management functions can be put into practice. If the manager does not know which direction the company is going, they cannot choose what course of action to take hence controlling will be difficult. It seems that controlling is regarded as looking back considering the main role of controlling, which are feedback and monitoring. Managers can put controls when an activity begins. If the actual performance of employees in an organization is not as expected then plans and goals have to be set so that they are put in the right way. For control to work if the plans put in place by the organization are going in the wrong directions the manager needs to indicate the problem and also suggest how to solve it. The manager should also explain how the plan should be proceeded and guide toward the right direction. This will make it easy for the person organizing activities of the workers as workers will be given the roles they are able to achieve hence making organization goals attainable. The main role of planning is choosing appropriate goals and courses of action and controlling is monitoring systems to evaluate how well the organization has achieved its goal. Planning process steps include deciding which goals the organization will pursue, deciding what courses of actions to adopt to attain these goals and deciding how to allocate organization resources to attain these goals. Considering that organizing process looks at accomplishing goals identified in the planning process it will be good for an organization to evaluate the performance of employees so as to check if the goals are being attainable and if they do not look attainable performance assessment should be carried out as well as regulation of other activities, which can be time consumed due to lack of skills by the employees should be eliminated. In conclusion if managers are keen on the organization structure that the organization adopts be it flat, tall, product, geographical to make sure that the one implemented caters for the organization goals as well as objectives. The control function can be used to generate reports and audits will be done effectively in less time. This shows that control and organizing function has to work parallel for the effective achievement of organization goals.

Essay on Child Abuse and Neglect - 858 Words

There are many things in our society today that unfortunately go overlooked. One such thing that is overlooked is the number of children who are being abused. Unfortunately these children are going through life not knowing whether or not their parents will loose their temper and perhaps kill them. There are many types of child abuse, such as physical, sexual, and emotional. Physical abuse is physical injury as a result of punching, beating, kicking, biting, shaking, throwing, stabbing, choking, hitting, burning, or otherwise harming a child. Such injury is considered abuse regardless of whether the caretaker intended to hurt the child. Sexual abuse includes activities by a parent or caretaker such as fondling a childs genitals,†¦show more content†¦According to statistics 12.4 per 1000 children under the age of 17 have been a victim of child abuse. More than 6 million children are reported as abused in the last year. Sadly the fate of many of these children that live in abus ive homes is death. 1.84 per 100,000 was reported to be abused in 2012. The number continued to rise to 1.96 in 2014. In the reported cases both or one parent was the cause of the death 79% of the time. In 16% of the cases a non-parent guardian was the cause of death. 5% of the deaths were caused by an unknown person. There are many things that cause parents to abuse their children and there are also many affects that abuse has on the child being abused. You cannot pinpoint one cause for child abuse, because parents abuse their children for many different reasons. One reason for the abuse is that the parents were abused as children. So, this is the only way they know to discipline their children. Another reason is that the parents are teenagers and not ready for children One more reason for the abuse is alcohol and substance abuse. The affect that abuse has on children is not only physical but the abuse affects children on many different levels. When children are abused they are 53% more likely to commit criminal acts as an adolescent and 40% more likely to commit a crime as an adult. Also the children have maladaptive, anti-social andShow MoreRelatedChild Abuse and Neglect1653 Words   |  7 Pages Child Abuse and Neglect Child abuse, or child maltreatment, is an act by a parent or caretaker that results in or allows the child to be subjected to death, physical injury, sexual assault, or emotional harm. Emotional abuse, neglect, physical abuse, and sexual abuse are all different forms of child abuse. Child abuse is more than bruises and broken bones. While physical abuse might be the most visible, other types of abuse, such as emotional abuse and neglect, also leave deep, lastingRead MoreChild Abuse And Neglect704 Words   |  3 Pagesexperience this feeling, not just for a second, but throughout their childhood. Neglect is child abuse, as well as physical abuse, sexual abuse, and emotional abuse. Child abuse is awful because it causes the child to feel worthless, to lose trust, and to have serious psychological problems early on in life. Neglect is the most common form of child abuse. The parent or caregiver fails to provide basic needs for the child. Neglected children are constantly being told that they are worthless orRead MoreChild Neglect : Neglect As A Form Of Child Abuse2216 Words   |  9 PagesChild Abuse: Neglect Has The Community Done Enough To Reduce Cases Of Neglect As A Form Of Child Abuse? Thesis statement: most scholars and practitioners have elaborated adverse impacts of child abuse, especially child neglect, but the research focuses on the positive side of the discourse; it concentrates on the community contribution and the steps that have helped to reduce and stop the act in many nations. 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It is imperative to have a profound understanding of this topic and its consequences specially when working in the field of human services. Professionally and personally, I have encountered situations where child abuse is present. This reality has touched my life in many ways and these experiences continue shaping me as a human being and as social service provider. I will try to cover in this paper the subject of child abuse, its definitionsRead MoreChild Abuse And Neglect Of A Child817 Words   |  4 PagesC hild Abuse and Neglect The meaning of child abuse is the mistreatment of a child in the form of injury, sexual abuse, neglect or exploitation. The signs of possible child abuse include, but are not limited to sudden behavior change, untreated medical issues, difficulties in school, lack of adult attention, the child makes excuses to stay away from home. Parents can also show signs such as showing little interest in the child, blaming the child for the child’s problems. The parent could ask theRead More Child Abuse and Neglect814 Words   |  4 Pages Child Abuse Child abuse and neglect is frightfully high. As a country this is unacceptable. We need to come up with better ways to fight this â€Å"disease† before we destroy our children, our future. An estimated 903,000 children across the country were victims of abuse or neglect in 2001, according to national data released by the Department of Health and Human Services. The statistics indicate that about 12.4 out of every 1,000 children were victims of abuse or neglect, a rate comparable to the previousRead More Child Abuse and Neglect1102 Words   |  5 Pageswhat effects abuse can have on a child? The effects abuse can have on a child is very serious. Children can obtain serious problems from child abuse. They can develop social problems, depression, and anxiety. There are four types of abuse: physical abuse, sexual abuse, emotional abuse, and neglect. Physical abuse can injure a child severely. Domestic Violence is a worldwide problem and affects the health and well-being of those open to it. Children that are exposed to physical abuse are at risk