Networks Essays - Local Area Networks, IEEE Standards,

Networks Network, in computer science, techniques, physical connections, and computer programs used to link two or more computers. Network users are able to share files, printers, and other resources; send electronic messages; and run programs on other computers. A network has three layers of components: application software, network software, and network hardware. Application software consists of computer programs that interface with network users and permit the sharing of information, such as files, graphics, and video, and resources, such as printers and disks. One type of application software is called client-server. Client computers send requests for information or requests to use resources to other computers, called servers, that control data and applications. Another type of application software is called peer-to-peer. In a peer-to-peer network, computers send messages and requests directly to one another without a server intermediary. Network software consists of computer programs that establish protocols, or rules, for computers to talk to one another. These protocols are carried out by sending and receiving formatted instructions of data called packets. Protocols make logical connections between network applications, direct the movement of packets through the physical network, and minimize the possibility of collisions between packets sent at the same time. Network hardware is made up of the physical components that connect computers. Two important components are the transmission media that carry the computer's signals, typically on wires or fiber-optic cables, and the network adapter, which accesses the physical media that link computers, receives packets from network software, and transmits instructions and requests to other computers. Transmitted information is in the form of binary digits, or bits (1s and 0s), which the computer's electronic circuitry can process. Network Connections A network has two types of connections: physical connections that let computers directly transmit and receive signals and logical, or virtual, connections that allow computer applications, such as word processors, to exchange information. Physical connections are defined by the medium used to carry the signal, the geometric arrangement of the computers (topology), and the method used to share information. Logical connections are created by network protocols and allow data sharing between applications on different types of computers, such as an Apple Macintosh and an International Business Machines Corporation (IBM) personal computer (PC), in a network. Some logical connections use client-server application software and are primarily for file and printer sharing. The Transmission Control Protocol/Internet Protocol (TCP/IP) suite, originally developed by the United States Department of Defense, is the set of logical connections used by the Internet, the worldwide consortium of computer networks. TCP/IP, based on peer-to-peer application software, creates a connection between any two computers. Media The medium used to transmit information limits the speed of the network, the effective distance between computers, and the network topology. Copper wires and coaxial cable provide transmission speeds of a few thousand bits per second for long distances and about 100 million bits per second (Mbps) for short distances. Optical fibers carry 100 million to 1 billion bits of information per second over long distances. Topology Common topologies used to arrange computers in a network are point-to-point, bus, star, and ring. Point-to-point topology is the simplest, consisting of two connected computers. The bus topology is composed of a single link connected to many computers. All computers on this common connection receive all signals transmitted by any attached computer. The star topology connects many computers to a common hub computer. This hub can be passive, repeating any input to all computers similar to the bus topology, or it can be active, selectively switching inputs to specific destination computers. The ring topology uses multiple links to form a circle of computers. Each link carries information in one direction. Information moves around the ring in sequence from its source to its destination (see Computer Architecture). Local area networks (LANs), which connect computers separated by short distances, such as in an office or a university campus, commonly use bus, star, or ring topologies. Wide area networks (WANs), which connect distant equipment across the country or internationally, often use special leased telephone lines as point-to-point links. Sharing Information When computers share physical connections to transmit information packets, a set of Media Access Control (MAC) protocols are used to allow information to flow smoothly through the network. An efficient MAC protocol ensures

Free Essays on Jim Bridger

Jim Bridger was a legendary frontiersman. He was born in Richmond, Virginia in 1804. From 1824 until the late 1860’s he was the premier Indian fighter, beaver trapper, fur trader and guide to the Wild West. With an almost photographic memory for terrain, he guided more wagon trains than all the other scouts put together on the westward trek. He was also a storekeeper, scout, explorer, and discoverer with the ability to speak English, French, Spanish, and six Indian tongues as well. He was, in fact, the most interesting character in our western history. In the winter of 1822, at the age of 18, Bridger signed on with General William Ashley’s Rocky Mountain Fur Trading Company to trap beaver on the upper Missouri River. Bridger spent his first year with the company on the upper Missouri until Blackfoot Indian hostilities forced the expedition back down the river in the spring of 1823. After working for Ashley, Bridger trapped the Rocky Mountains with various companies and partnerships. Renowned by his peers, Bridger was an able brigade leader and a excellent trapper. Year after year he was able to avoid Indian attack and turn a profit from his trappings. One particular discovery early on in Bridger’s career brought him lasting celebrity. To settle a bet in the winter camp of his trapping party of 1824, Bridger was selected to set out to find the exact course of the Bear River from the Cache Valley in present day Utah. He returned and reported that it emptied into a vast lake of salt water. The men were convinced that he had found an arm of the Pacific ocean. In reality, he was the first white man to view The Great Salt Lake. The only contact mountain men had with society was at a rendezvous for an annual trading event. St. Louis merchants would meet with the trappers in Wyoming territory and trade goods for pelts. The trappers needed salt, sugar, tobacco, traps, and liquor. The rendezvous was als... Free Essays on Jim Bridger Free Essays on Jim Bridger Jim Bridger was a legendary frontiersman. He was born in Richmond, Virginia in 1804. From 1824 until the late 1860’s he was the premier Indian fighter, beaver trapper, fur trader and guide to the Wild West. With an almost photographic memory for terrain, he guided more wagon trains than all the other scouts put together on the westward trek. He was also a storekeeper, scout, explorer, and discoverer with the ability to speak English, French, Spanish, and six Indian tongues as well. He was, in fact, the most interesting character in our western history. In the winter of 1822, at the age of 18, Bridger signed on with General William Ashley’s Rocky Mountain Fur Trading Company to trap beaver on the upper Missouri River. Bridger spent his first year with the company on the upper Missouri until Blackfoot Indian hostilities forced the expedition back down the river in the spring of 1823. After working for Ashley, Bridger trapped the Rocky Mountains with various companies and partnerships. Renowned by his peers, Bridger was an able brigade leader and a excellent trapper. Year after year he was able to avoid Indian attack and turn a profit from his trappings. One particular discovery early on in Bridger’s career brought him lasting celebrity. To settle a bet in the winter camp of his trapping party of 1824, Bridger was selected to set out to find the exact course of the Bear River from the Cache Valley in present day Utah. He returned and reported that it emptied into a vast lake of salt water. The men were convinced that he had found an arm of the Pacific ocean. In reality, he was the first white man to view The Great Salt Lake. The only contact mountain men had with society was at a rendezvous for an annual trading event. St. Louis merchants would meet with the trappers in Wyoming territory and trade goods for pelts. The trappers needed salt, sugar, tobacco, traps, and liquor. The rendezvous was als...

The video The End of the Line investigates the issue of over fishing Essay

The video The End of the Line investigates the issue of over fishing of fish species due to illegal catches and surpassed fishing quotas - Essay Example Eventually, the effects of overfishing would be briefly discussed before touching on the economic issues of overfishing. According to the film, commercial overfishing actually started about 50 years ago when advances in technology enabled various fishermen to increase their catch magnanimously. The conventional trawlers and small fishing boats were replaced by huge factory ships which have the capacity to freeze or tin fishes up to the time that their holds are full. Economies of scale are practiced as early as this when these huge factory ships invested the necessary funds to ensure that their catches should be maximized before they would return to the respective ports. Overfishing has debilitating effects on all marine life. As the film emphasized, it initially examined the worrisome extinction of the bluefin tuna and other big fishes due to the increasing demand for sushi. The decrease in the pool of big fishes has the repercussion of increasing the population of jellyfishes. The economic implications of an overpopulation of jellyfishes are follows: there are more losses in terms of revenues for the fishing industry; without fishes there is rampant unemployment; the jellyfishes endangers fishermen and beach goers; and the presence of jellyfishes cause a decline in the prices of the remaining fishes caught. According to Kelly (2010), â€Å"the existence of jelly fish has changed consumer preferences, concerns about the quality of fish has led to a decline in the price of fish, this has resulted as consumers demand less fish given that they fear that the fish may be contaminated with sting venom from jelly fish, therefore this has resulted into a loss of revenue for fishermen who have now decided to exit the fishing industry.† The film has warned viewers that â€Å"scientists predict that if we continue fishing as we are now, we will see the end of most seafood by 2048† (The Film, n.d. par. 8). This

Feasibility study of BAC Essay Example | Topics and Well Written Essays - 1000 words

Feasibility study of BAC - Essay Example Happy-Smile BAC Financial Representative Code 3394 Re: Contract N234734-56-E-2353 BAC Circuitry Board Corporation Contract Task Order (CTO) 2324 Draft Final RI/FS Business Proposal Unit No. 45 Dear Mr. Happy-Smile, PAL Feasible Firm, Inc (FS) is contented to submit the Feasibility study (FS) work plan and proposal concerning the remedy of bottlenecks. The deliverable will be submitted due two weeks (dated December 25, 2011). They are incorporated with the comments of FS proposal that was submitted two weeks earlier that is (dated 10 2011). There existed no changes what so ever in the previously delivered proposal and hence no final draft will be submitted. In accordance with the scheduled proposal provided earlier are due not later than two weeks from delivery (dated January 4, 2012). If you have any questions regarding this submittal, please contact PAL Feasible Firm. Sincerely, PAL Feasible Firm, INC. Jacobs Jolly Project Manager Cc: Project Manager BAC Feasibility Study of BAC Rat ionale Feasibility studies can be employed in various ways, primarily focusing on proposed commercial ventures. Therefore, they are meant to rationally clarify the opportunities and threats in a business. For instance, in BAC firm, it is proposed to deal with bottlenecks to inflate the firm’s production and in the long-run maximize profits. Hence early determination of the viability of the notion before proceeding to the implementation stage is significantly recommended in BAC. Thus the study will provide a risk free opportunity in combating bottlenecks within the organization. Though the task may seem overwhelming, it may be cost effective and hence lure a potential investor to venture into the business for encroachment into other markets that is expansion (Kreigsmann, 1979 p. 35-42). Need for the Study The firm’s operations are primarily declining due to production bottleneck. This is as a result of unplanned shifting of workload from one process to another. The firm is therefore, having an uphill task in anticipating the workload pile up in the firm daily as a consequence of individual orders from clienteles who impose completely different workloads in each operation carried out (Rick, 1999 p. 15). Furthermore, the firm considers 4-day-rush orders which demand reworking at either one or two operations. In this event it delays delivery processes and modification necessary, because employees are shifted from one operation to another depending on demand of operation. As a consequence of this some workstations are left vacant and others overloaded. Scope of the Project The report will look into how combating bottlenecks can work in the long-run enduring financial risks in the course of the business. Furthermore, it will aid in discovering the potential working strategy and cash flows. On the other hand planners will be able to critically focus on bottlenecks and target practicable options. The employees will therefore depict their response through positive or negative feedback upon execution of the plan in BAC. BAC is a firm that deals with the manufacturing of printed circuit boards to the specifications of its different customers. Thus the firm applies innovative designs and archetype production methodologies that facilitate the firm to be adept in resolving clientele issues. Conversely, despite the successful continuance of BAC employees over its processes, several setbacks have been encountered in sustaining the firm’

Culture framework Essay Example | Topics and Well Written Essays - 2500 words

Culture framework - Essay Example They have gained recognition for their special work towards the Mentawai people where they have helped them retain their culture and traditions despite the material aids provided to them and attempts made towards a behavioral change rather than cultural alteration. The organization markets itself with the help of its human values which they reveal in their activities. provision of education, training and support have helped the organization gain adequate recognition apart form the popularity of Jenkins’ corporate tactics amongst the donors. It shows a combination of careful strategic planning and rendering social service at the same time. Introduction Surf Aid is a â€Å"nonprofit humanitarian organization founded by Dr. Dave Jenkins, whose objective was to improve the health; well being and self reliance of people living in isolated communities connected to the rest of the world through surfing† (Surf Aid International, n.d.). ... Both the adult and the children of the region suffered from malnutrition and natural disasters like tsunami and earthquake was a harsh reality that the people of those regions were facing. (Annual Report, 2006-2007, p. 6) The goal of the company is to empower the community so that they can help themselves in building local capacity ensuring sustainable improved health resilience. The educational program initiated by the organization to bring in awareness among the people of the community involved educating the community in nutrition, hygiene and sanitation, clean and healthy environments and prevention of diseases which also includes the distribution of mosquito nets among the people of the community. The aim of the organization is to improve the health and well being of the people through an integrated approach of cost effectiveness and high-impact interventions without encroaching upon their culture, thereby not making an effort to urbanize them. The organization’s work was to bring in a change in the behavior of the community which were necessary to have a healthy living but not changing the culture of the whole community. The effort of the organization has resulted in measurable health improvement and decline in health inequality eventually (Roxburg, n.d.). The organization without working on the fact to urbanize the area has worked upon the healing of the community from diseases. It has in a way represented the community of the islander. Organizational Values and Culture Surf Aid advocates the organizational values of accountability to others, transparency of the organization and partnership. The organization goes by the principle and values of respecting colleagues, communities and social justice. The

How Strong Is The Business Case For Diversity Management Business Essay

How Strong Is The Business Case For Diversity Management Business Essay Assignment Question: How strong is the business case for diversity management? Using research evidence and organizational examples, discuss the extent to which diversity-management is and should be applied. Table of Contents 1 Introduction 2 Defining Diversity 2 Defining Diversity Management 2 Advantages and Disadvantages of Diversity Management 3 Advantages of Diversity Management Program 3 Disadvantages of Diversity Management Program 4 Case Study of Diversity Management 5 Do and Dont in Diversity Management 6 Conclusion 7 References and Bibliography 8 Introduction The worlds increasing globalization trend demands more interaction between people from a vast diverse of cultures, beliefs, and backgrounds than the past. Today, people no longer live and work in an insulated marketplace. The reality is: they are now part of a worldwide (or commonly mentioned as flatten) economy with competition coming from nearly every angle of the globe. For this reason, businesses need to be open to change and accept the concept of diversity to become more creative (Kulik, 1998). The article in this section will be arranged as follow. Firstly, the concept of diversity will be defined. Then, the article further investigates and defines the concept of diversity management. Then, the perceived and often discussed advantages and disadvantages of diversity management program will be discussed. After that, some real life business cases on companies successfully managing diversity and subsequently reaped the benefits of growth, profitability and improved performance from an effective diversity management program will be presented. After the review of academic and research journals regarding the topic, the article proceed to suggest some do and dont for practical diversity management program. The article concludes with some outlook and general direction for managers to follow in implementation of diversity management program. Defining Diversity In daily conversation, the word of diversity has the meaning of differences or variety. However, in the business world and in the business textbook, diversity often refers to the many differences present among people today in workplace as well as marketplace that were not aware of by most people in the past. However, in-depth investigation discovered that different researchers may have different perceptions or definition on the concept of diversity. For example, Mondy (2010) argues that diversity refers to any perceived difference among people, be it from the dimensions of age, race, religion, functional specialty, profession, sexual orientation, geographical origin, lifestyle, tenure with the organization, position in an organization, or any other perceived differences. McShane and Von Glinow (2010), however, divided the concept of diversity into two parts, namely the surface-level diversity and the deep-level diversity. The surface-level diversity is referred to the observable demographic or psychological differences in people, such as their race, ethnicity, gender, age, and physical disabilities. In contrast, the deep-level diversity is referred to those differences in the psychological characteristics of employees, including personalities, beliefs, values, and attitudes. Whatever the definition employed, all these definitions share a common theme; where the terms of diversity encompasses any sort differences between two or more people from various dimensions of factors that can affect workplace relationships and achievement. Defining Diversity Management According to Mondy (2010), diversity management is often referred to the effort of ensuring that factors are in place to encourage the continuous development of a diverse workforce by melding actual and perceived differences among workers to achieve maximum productivity. Esty et. al. (1995), however, define diversity management as acknowledging, understanding, accepting, valuing, and celebrating differences among people with respect to age, class, ethnicity, gender, physical and mental ability, race, sexual orientation, spiritual practice, and public assistance status for better workplace performance. The definitions of diversity management used by researchers are vast and may vary in the details. However, generally, it is safe to assume that the term diversity management indicates the implementation of strategies or policies to knit a network of varied individuals together into a dynamic work force. Advantages and Disadvantages of Diversity Management In recent years, diversity is increasingly perceived as an important issue in the context of business management. This is due to the increasing differences in the U.S. population, globalization process, increasing of international business and cross borders business dealing activities. Many researchers recognize such a trend and highlighted that diversity is an invaluable competitive asset that organizational decision makers cannot afford to ignore (Robinson, 2002). In the business community, companies have also tend to pay more focus on diversity and look for ways to reap the opportunities offered by diversity as they acknowledge that diversity has the potential of yielding greater productivity and competitive advantages (Cooke et. al., 2010). Apparently, managing and valuing diversity is a key component of effective people management, which not only can improve workplace productivity, but also contribute significantly to the strategic objectives of human resource management. Advantages of Diversity Management Program Many researchers and businessmen have been arguing about the importance and roles and contributions of managing diversity nowadays. Generally, they often present the idea that diversity can be a sort of strategy which enables organization to gain competitive advantage in the market competitive landscape. For example, according to researcher, namely, Bledsoe et. al. (2010) claim that: managing cultural diversity is one of the key factors differentiating a particular company at factors such as (1) efficient work practices or procedures, (2) technological innovation or change, (3) product or services related innovation and lastly, (4) client or consumers related services. However, there are more contributions of managing diversity to the strategic objectives of a company. The following paragraph will outline these contributions or benefits of diversity in workplace to an organization in details. Improved and enhanced competencies in terms of customer services. As a matter of fact, diverse workforce will often means diverse expertise, talent, experience and capabilities in the employees. If a manager understands the intricacies and complexity of how to manage diversity effective, he will be able to put the right person into the correct position, by minimizing his weaknesses while enhancing the particular employees strength. From this perspective, a diverse workforce enables a manager to choose the correct candidate for a particular position in the organization. For example, someone with cheering personality and has the ability to build rapport fast with customers can be send to the customer services department. All these means that diversity management will make the company to enjoy higher competencies in providing higher satisfaction to a customer (McMahon, 2010). Able to compile and improve the strength of customer intelligence. As we employ diverse workforce, we can indirectly tap into the knowledge and experience of these workforce. In the era of information, we understand that marketing intelligence or customer intelligence has becoming more and more important. Diversity in workforce in this picture can help a company to compile and collect more relevant and effective data on the market place. Ability to operate effectively as well as efficiently in a global context. As a well known fact, the entire world is a colorful depiction of diversity. Thus, to go global, a diverse workforce is some sort a basis requirement. We simply need the local experts to assist us in managing business units at foreign countries or simply to expand market share in the other countries. Thus, it is not hard for us to understand that a diverse workforce will enable a company to operate more effectively and efficiently (Bledsoe et. al., 2010). Able to produce more satisfied workforce, and thus leading to more productive workforce. If a company can manage diversity in a proper way, then the individual employee will no longer need to clone or purposely changed himself to adaption of the corporate culture. This can often leads to a more satisfied workforce. A more satisfied workforce, will in turn, leads to more productive workforce (McMahon, 2010). Effective managing of diversity enables reduction in industrial disputes. Of course, proper management of diversity can also ensure less industrial dispute or court case arises from employees issues (Cooke et. al., 2010). Diverse workforce can lead to increased creativity and innovation. Diversity can produce synergy and creativity and innovative as well. A group of different people is better than a results produced by a single person. The combined efforts are always much outstanding. Not only that, it is also often mentioned by textbook that: Diverse workforce can produce more diverse perspectives, which in turn is highly beneficial in seeking or implementing solutions to problems (McMahon, 2010). Having better chance to attract higher quality employees from a larger pool of employees (Tatti et. al., 2009). As a company prepare or has already adopted the mindset of having diversity is beneficial, then the company automatically access to a diverse pool of human talents, which means that the company can choose the employees from a larger pool of workforce. As now the choices are enlarged, then we can have access to better talents around the world, or in other words, we can access to the world class talents around the globe (Pitts et. al., 2010).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Avoidance of group-think or cloning. (McMahon, 2010)mentioned that workplace heterogeneity can assist in avoiding groupthink or cloning, which in turn this will lead to increased productivity and reduces costs. To explain further, cost reduction is possible when we can have a reduction in conflict, lower turnover and absenteeism and improved cohesion. Likewise, Tatti et. al. (2009) finds that there is ample evidence to suggest that diverse groups with the skills and support systems to integrate effectively are likely to be significantly more effective than non diverse or homogeneous groups in the same activities. Disadvantages of Diversity Management Program However, the relationship between managing diversity and a particular companys performance from various empirical researches is not always straightforward. A good example by Stephensen and Lewin (1996) indicate that poorly integrated heterogeneous groups can be as damaging to the organization as overly integrated homogeneous groups. Apparently, managing diversity is an art, while although the contribution to a company strategic management picture is bright, the execution is nothing easy. Besides, unfortunately, there are also evidences that diversity can bring disadvantages to companies as well. For example, it is found that teams with diverse employees usually take longer to perform effectively. Besides, diversity also brings numerous communication problems as well as faultiness in informal group dynamics. At some serious cases, diversity can also be a source of conflict, that can cause issues such as reluctant to share information among workforce, employee morale deterioration prob lems, and higher turnover due to degradation of job satisfaction (McShane Von Glinow, 2010). Not only that, it is also mentioned that there can be various drawbacks due to implementation of diversity management program in the short term. For example, if handled insensitively, a diversity management program may invade employee privacy. Also, implementation of the diversity management program may be expensive in the short term. Apart from that, during the implementation process, deep seated prejudices within employees may be brought into the open, causing short-term tension. Particularly for a poorly handled program, conflicts and ill-feeling may be the end results for managers to handle (Tatti et. al., 2009). Case Study of Diversity Management There are various cases or real-life stories showing that diversity management can contribute to improved productivity, sales, market share, or profitability. There are three examples shown in the following section. Case I: Petro-Canada. The first case is about Petro-Canada. Recognizing that diversity management is essential; a Petro-Canada site in Vancouvers Chinese community, started to post signs in both English and Mandarin. The company is interested increase the companys presence within the community. Apart from that, after a team of sales associates found out that they had to be able to speak their customers native language as well, recruitment changes were made accordingly. Soon, the company was able to reap the benefit of diversity with a diverse workforce. The results and outcomes are outstanding, kiosk sales increased by 15 percent, and gasoline sales rose from 2.7 million liters to 3.1 million liters at the Main and Terminal stations, in just a mere four year period, between 1991 and 1994 (Pitts et. al., 2010). Case II: The McGraw Hill Companies. The second example is about a well-known book publishing company. The McGraw-Hill Companies emphasizes diverse workforce management. The reason is to tap into different talents available and critical to enhance the company presence worldwide. One program of the company talent management strategy is called the Associate Development Program (ADP). Since the program began in 1993, it has attracted talented individuals from top MBA business schools who are diverse in race, ethnicity, experience and perspective. All these diversity management programs had enable the McGraw-Hill Companies to leverages talent in global markets, on a worldwide basis. One striking example of using diverse workforce to tackle a foreign market is as follow: recruitment of local talent has enabled The McGraw-Hill Companies to solidify its brand reputation and market share in Latin America due to their expertise, cultural know-how, teamwork, experience and knowledge of the need s of the local market (Tatti et. al., 2009). Case III: Reebok. The well-known sport company has also been benefiting from a diversity management program. In the year of 1980s, a group of women at Reebok complained the fact that they could not find a good aerobics shoe. Listening to that complaint, Reebok began marketing aerobics shoes. The outcome is outstanding within just a period of two years, the company went from a $12 million-a-year shoe company to a $3 billion powerhouse. Since the incident, the company started to be aware of the importance of diversity. According to the CEO, Paul Fireman said that in order to become diverse and compete globally, a company must find people with different stories to tell at every level of employment, and then provide chances and opportunity for them to talk and perform (Pitts et. al., 2010). Case IV: IBM. IBM has a century-long diversity heritage based on the companys belief and philosophy that diversity is the bridge between the workplace and the marketplace. Such a belief and the act of valuing diversity are central to the companys ability to win in the global marketplace. Today, diversity management permeates every corner of IBMs management and technical operations and management style. Statistically speaking a convincing fact showing that the company is embracing diversity management whole-heartedly is this: 57% of IBMs Board of Directors is women, multicultural, and/or non-U.S. born (i.e., they are the minority group). Apart from that, it is also found that 40% of IBMs top 54-member Worldwide Executive Council is women, multicultural, or non-U.S. born. On closer scrutiny, it is not surprising to found that these women and multicultural executives have significant revenue responsibility. Not only that, further investigation also discover that 30 members of IBMs World wide Executive Council are involved in guiding specific corporate-wide diversity initiatives. They are held accountable for recruitment, retention and advancement of all talent and, most important, linking IBMs diversity initiatives to the global marketplace, which is in turn the main reason that IBM has been able to stay on top of the business landscape for decades (Cooke et. al., 2010). Case V: Levi Strauss Co. At Levi Strauss Co., diversity is a core company value being embraced by the companys management and workforce. The diversity management concept permeates throughout the organization the evidence is in the corporate belief that diversity is right for business, communities, and for families. The company senior managers had also argued that diversity creates greater tolerance. To sum up the implementation and philosophy of diversity management program in the company, we can observe the following statement from the companys officers. Specifically, the company officers mentioned that the companys diversity belief system translates into a four-component diversity strategy that has been instrumental in building their business. The four-components are as follow: (1) Sourcing diverse talent, (2) Empathetic marketing: If you are who you serve, [then] you will be a better marketer. (3) Creativity and innovation, and lastly (4) Community involvement. Such a belief sy stem is critical and powerful factors which ensure Levi Strauss Co. sustainable growth and success in the global marketplace (Cooke et. al., 2010). Do and Dont in Diversity Management As we have discussed above, there are perceived advantages and disadvantages of embracing diversity in workplace. It seems that there are evidences and cases indicating that diversity are possible source of competitive advantage and superior performance for businesses, but the implementation and the management of diversity is not an easy one. Apparently, the mismanagement of diversity or inability of the leader or manager to outline and execute and effective diversity management program will cause troubles to the organization with diverse workforce. In fact, for inexperience mangers, diversity indeed looks more like a curse than a blessing. Anyway, this writing has the opinion that it the presence of diversity is well-managed, it can create synergy and improve organizational performances. It is believed that diversity is a powerful strategy as managers can leverage on the strengths of some people in the team while making the weaknesses of some others irrelevant. The strengths in a person can compensate for the weaknesses of others, while his weaknesses are covered by others strengths, and this is essential for a high performing team. Consistent with such a view, this section will outline some do and dont for practitioners to follow. It may serve as a general guideline for managers to refer to in applying the concept of diversity management to daily management tasks (Cooke et. al., 2010). The first thing the manager should perform in managing diversity is that to ensure effectiveness of the diversity management program, the managers should communicate constantly to employees, managers, customers, shareholders, and other stakeholders at all stages of the program (Bledsoe et. al., 2010). It is vital to keep people informed as their support is necessary for the successful implementation of a diversity management program. The execution should involve everyone; as such a program is not an issue for only the personnel department or a responsibility of senior managers. Besides, it is also critically important to apply a change management processes to implement the program. The leader driving the changes should be aware that a long term perspective is required in implementation of a diversity management program (i.e., changes involves attitudes and dont happen overnight, and leaders have to expect that the program will last for years rather than a few weeks or months). Last b ut not least, the leaders must also have the correct expectations that resources are required for the program. Leaders must be prepared to invest money, time and resources to achieve successful diversity management program. On the other hand, there are two general dont rules to be aware of by managers. Firstly, managers should not confuse equal opportunities with diversity management. The equal opportunity approach can be part of any diversity initiative, but a successful diversity management program should go far beyond traditional equal opportunity issues. Secondly, managers should not design the diversity goals and policies for them (i.e., referring to the minorities), but they should instead think of us (i.e., everyone involved in the organization) (Bledsoe et. al., 2010). Conclusion This writing takes a critical view on the business case of diversity management. The results from researchers have been mixed. There are both advantages and disadvantages to a diversity management program. Successful cases of diversity management to improve company and workforce performance are also widely available. Apparently, from a review of the many journals related to diversity management, it can be summarized that the program can bring forward many benefits to a firm, but the implementation of the program can be challenging and resources consuming. Perhaps what is relevant for us to consider is how to cope with the increasing trend of workforce diversity in the globalization era. Organizations should recognize the changing workforce and other social pressures that are constantly demanding businesses to cope with diversity. Achieving diversity is not merely to become politically correct; it is more about cultivation of a culture that values individuals and their wide arrays of needs characteristics, nature and contributions. The good news is that correctly promoting and executing a diversity management program can improve company performance and to enhance the corporate reputation among marketplace, even though the implementation of the program is challenging.

School Examinations Should Be Abolished Essay -- essays research paper

Examinations, as we know it, have emerged to be the main facet of modern education in the ever-changing landscape of academia. In an education infrastructure that is as unpredictable as the clouds, it is somewhat ironic that the system of examinations as a means of judging a student’s ability has prevailed through the years. Every person, in their quest for knowledge, would inevitably encounter numerous modes of examinations throughout the course of their academic journey. As much importance has been attached to it in virtually every academic institutions across the globe, the voices of those who lobby for its eradication are seldom heard, let alone be considered seriously. There are various reasons for policymakers to initiate a rethink of the much-vaunted examination system. I am of the opinion that the time has come for us to abolish this system, a system which has come under fire from multiple sections of the community, particularly the students. As it is, examinations are timed written or oral assessments held at the end of an academic term. It serves to asses a student’s knowledge and comprehension of all the subjects he has studied over the course of the term. Rather than tracking a student’s progress over the course of the term, it judges his/her ability over a handful of written or oral pieces. This is obviously not an accurate indication of one’s progress. Take for example the case of an intelligent and dexterous student who never fails to impress teachers and peers alike in his daily homework and assignments, but fell miserably short of the marks when it comes to the examinations, due to unforeseen circumstances that are not within his influence. These so-called â€Å"unforeseen circumstances† might be familial problems t... ...people society is saturated with presently, unfortunately. On a final note, the time is ripe for all concerned to take a step back and re-assess the real benefits of examinations. It is an exigent circumstance which we are in. As society evolves and technology advances, there is much more to education than simply monotonously memorizing the bare facts of the world. The globalised world of today requires our children to embrace the earth and be innovative. Creativity fuels the innovation engine, with examinations, it is difficult to see how the imaginative aspects of their minds can be developed. One can envision the miserable world our future generations will thrive in, if no steps are taken to keep up with the present day’s needs. We cannot allow ourselves to be entrenched in deeply traditional methods, antiquated values no longer function in this day and age.

Managing and developing people Essay

Executive Summary: Procter and Gamble (P&G) is a business idea developed by William Procter and James Gamble. The company was established in the year 1837. Initially the company, engaged in making candles and soaps. However, later the company started producing consumer goods such as beauty care, health care, baby products, food and beverages etc. The company suffered with several organizational and cultural issues between 1999 and 2000. The case study on P&G, suggests that the period of 1999 and 2000 has been headed by two different CEOs i.e. Durk Jager and Alan Lafley. Both of them managed the company in their own style and presented a good example of leadership skills. Therefore, the aim objective of this report is to highlight the challenges faced by P&G. The organizational challenges under this report will be evaluated on the basis of strategic development, HR practices and leadership styles under the two different CEOs. Although, each of the CEOs had there own individual personality, management st yle, leadership style and functioning but both of them evidently contributed towards the success of P&G. Additionally, strategic recommendations will be provided in the form of 5 year strategic plan which will be helpful in improving the HR performance, organizational culture and the overall financial performance of the organization. Introduction: This report is solely positioned on the assessment of the organizational issues. These issues are present in Procter and Gamble under the leadership of two different individuals, Durk Jager who headed the organization in July 1999 and under the regime of Alan Lafley who ruled in June 2000. Both the styles of leadership and actions taken will be critically evaluated with reference to strategic development, leadership skills and HR practices. During mid- late 1990s, Durk Jager launched the organizational restructuring exercise, which included refurbishment of P&G’s organizational culture, retrenchment of employees along with reduction in hierarchies. Strategic development basically involves the changes and plans that were initiated within the organization by each of the leaders separately.  Further, this report will be evaluating the consequences of these changes on the performance of the company. Secondly, Leadership styles will be explained on the basis of leading methods of both the CEOs and these methods will be analyzed using the transactional and transformational theories of leadership. Additionally, this report will analyze how employees overall performs due to different leadership styles. Thirdly, HR operations will determine the practices and rules that supervise personnel management, organizational behavior and employee relations. However, all these activities will be seen under both leader’s authority. Finally, this report will demonstrate behavioral aspects of employees and their individual needs. In the last, the report will consist of strategic recommendations in regards to all the issues described. This wi ll be carried out through a SWOT analysis on the existing HR rules and policies. Moreover, the plan in the report will address both best-fit and best practice concepts. Strategic Development: Durk Jager Vs Lafley: It may be defined as strategy that is adopted by the business to grow its business (CIPD 2012). However, Durk Jager at his time of presidency introduced various changes. He used Information Technology (IT) as catalyst for change, his vision was to influence innovative approach. According to Jager, the only way to increase the growth, sale , volume and earning is to remain constant throughout. Along with these changes, reorganization of company’s corporate structure was done; P&G increased its business unit from four to five under Jager’s supervision. Jager believed that his step would help to speed up decision-making power within the organization and additionally it helps in eradicating bureaucracy (Bryson 1988). The strategic development has various benefits such as it helps organization to think strategically, helps in clarifying future directions clearly, improves performance of both employees and organizations and most importantly it effectively deals with the speed ily changing conditions. However, Jager did not predicted hassle this brought to the employees of the organization by increasing the gap in the communication. For example line manager of one country is liable to report to the line manager in another country. Moreover, employees did not seem to be happy about the acquired changes  (Bradutan and Sarbu nd). Employee of the P&G were not satisfied and suggested that the system have a loophole. The culture of the organization went through many other changes like they discarded old dressing code, the employees were given opportunity to decide their own dress. While some of the things changed for bad, the others were good too. For instance, due to new changes all employees were treated equally by serving coffee in the same cups. Hence, after these changes the organization is aligned on common goals, high level of team collaboration, leaders were able to take up more challenging tasks. Therefore as a result of implemented change, Jager’s measures to change were not successful. The changes faced several problems, consequently the net profit declined to 18%. Whereas, again in the history of P&G another president named Lafley made various efforts to improve the declining conditions of the organization. He made the initial change by transferring 15 seniors most officers and gave all the high level of job roles to women. According to him this effort will help in promoting competition in the top-level hierarchies amongst the organization (Reid, Flin and Mearns 2008). Furthermore, Herzberg’s two-factor model also suggest that nature of work, recognition, job satisfaction level also helps in increasing motivation of the employees. Therefore, Lafley suggested that people on the top level management tends to be motivated by the suggested factors by Herzberg (Hyun 2009). Just like Jager, Lafley too emphasized on IT however, his action plan was mainly focused on customers. This is however a good point because it adds on a competitive advantage other competitors. While Jager practiced inflexible, inward and constant approach. On the opposite hand, Lafley wanted P&G to more open to challenges, flexible and outwardly. Leadership : Durk Jager Vs Lafley : The two leaders Jager and Lafley both demonstrated two different kinds of leadership skills namely, transformational leaders and transactional leaders. However, both depict different personality; the transactional leader addresses the worldly necessity of the employee whereas, the transformational leader focuses on the individual-concept of the employee and the employee’s consciousness of self-worth. The transformational leader  motivates the follower to habitus a self-concept that identifies with the leader’s self-idea and mission. To endeavor for consistency, the follower is motivated to apply extra effort to match the follower’s personal self-concept and operation with the leader and thereby increases his or her own sense of self-quality as a result. In 1978 Burnes, explained that transformational leadership represents a leadership style that is signified by shared vision and charisma between followers and the leaders. The potential of transformational leade rs comes from their power to impact and animate others to originate exceptional piece of work. In comparison, transactional leadership explains more of a â€Å"give and take†on the job relationship – close relationship between leader and follower is constituted through transaction, such as a remuneration system for achieving any particular target or goal (Lai 2011). According to this case study, Jager tried implementing too many changes in a short interval of time therefore he represents an autocratic leadership quality. Whereas, Lafley demonstrated democratic leadership skills and style, hence represents a democratic leader, who tries to convince all his employees (Bakhtari 1995). Jager’s leadership style was conservative, and very methodical whereas, Lafley took more pragmatic approach and a gradual approach. Lafley was considered to be transformational leader. Bass in 1985 suggested. Transformational leaders widen and promote the interests of masses, create awareness and acceptance among the people of the purposes and operation of the group and propel followers to go on the far side of their self-interests for the benefit of others (Hartog, Van Muijen and Koopman 1997). Therefore, demonstrating the transformational leadership skills, Lafley deeply inspired their employees. He always inspired his subordinates to perform beyond the expectation. As a transformational leader, Lafley gently communicated to employees stating the need to cultural change. Whereas, Jager do not believe in communicat ing the change process to its employees. Role of communication is really vital in the process of change. Postmes in 2001, suggests that employees will be actively committed if they attain adequate information to execute their task, and this message was presented to them via formal official channels rather than casual channels. Social communication with peer group and direct superiors foreseen commitment less than communication with more superior management did, and communication with a social emotional content was little  predictive of loyalty than formal communication (Elving 2006). Human Resource (HR) Practice: Human Resource is the most crucial asset for any organization and it is the root of achieving competitive advantage. Managing human resources is very difficult as compared to managing technology or capital and for its effectual management, administration requires effective HRM scheme. HRM system should always be backed up by safe HRM practices. HRM practices refer to business activities oriented at managing the reserve of human resources and ensuring that the resources are employed towards the satisfaction of organizational goals. Procter and Gamble (P&G) always treated employees of the organization as its own family members. The vision of the organization is to focus on the company’s principles, core values and purpose. The organization gives pay off on Saturday of every week. The organization offered a sickness, life insurance plan, and disability benefits. They moreover, granted forty-eight weeks of employment to the employees in a year. P&G’s recruitment process is comprehensive in manner, the HR department scans resume for the most promising candidate. The company selects its candidates on the basis of applicant’s aptitude test for problem solving and leadership skills. P&G’s HR policies focused on delegating responsibility and accountability to the new recruits in order to develop and build the long lasting careers with in the company. The unique feature of P&G is amongst the best features, i.e. the new recruits are supposed to spend the first year of their employment in the P&G’s college. In this college different types of courses are taught so that the new comer can gain a deep insight as to what to expect and how to deal with the situation that might erupt in future during the time of employment. However, P&G followed several code of conducts for the benefits of the employees and to encourage dedicate working environment. For instance; employees were reminded not to disturb other workers or to visit other sector or de partment, except in case of extreme urgency. All these rules and regulation changed slightly during the regime of two different leaders. Jager: Due to its transactional leadership nature, P&G was popularly known for its narrow – minded, and conservative image. Therefore, the HR policies under  Jager’s regime were not people- centered. This Change, from people – centric to target – centric came as a surprise to the employees. This shock created an outrage within the employees. This outrage further leads to resistance to change. The literature suggests that resistance occurs in situation when the goal, ideas, reason and targets of change is unclear and not wisely communicated to the employees. The employee resistance towards change, also occurred due to uncertainty, threat to skills and inconvenience etc. Schein in 1999 proposed, that the culture of organization is very difficult to change (Maurer 2006). In the very starting Jager, introduced an extended goal plans and therefore resulted in setting up the unrealistic targets for the employees. However on analyzing the situation, it seemed to be a good move, as it will help in uplifting those employees who are not performing or who are under performing. Whereas on the other hand, unachievable targets can also demotivate employees and further the employees may become unproductive in terms of work. From the situation, it can be analyzed that Locke’s goal setting theory is not used in this organization, under the regime of Jager. According to the theory of Locke, goals should always be specific, must be attainable in nature, must be accepted by the organizational members and most importantly the leader should provide feedback on the goal attained. All these are necessary to keep people motivated and aligned towards attaining the goal (Lunenburg 2011). In contrast with this theory, Jager proposed all things in contrast du to which employee’s resisted change. Secondly, he introduced a new remuneration system that was meant for only those employees that contributed extraordinary. This is both good and bad for employees, it is considered to be good because it gave recognition to the employees who performed well. While in a team-based achievement, rewarding an individual seems biased decision. This may further lead to different perception, employees will believe that re ward will be given to only those who perform extraordinary rather than to those who completes the job on time. This outcome can be related to Adam’s equity theory, wherein people compare themselves with others on the basis of time, efforts, sacrifices and outputs received (Al- Zawahreh and Al- Madi nd). The environment became informal under the regime of Jager that created equality amongst each other within the organization. Lastly, Jager made significant amount of job cuts while doing restructuring  of the organization. This came as a huge shock to the employees as all these actions were taken without their consent. Lafley: Lafley’s approach was more flexible and outwardly. He believed that the targets are unachievable and not realistic therefore, he decided that conservative goal plan would be a good option. Lafley joined P&G at the time when the organization was in loss hence, he wanted to save cost. In order to save cost he started cost- cutting. For this purpose, he disallowed employees of every department to work from home. This method definitely saved a of cost for the company. Recommendations and Conclusion: This report widely examined the organizational issues that were present in P&G under the leadership of Jager and Lafley. Both Jager and Lafley, undergone through changes in the context of leadership, HR practice and strategic development. It is therefore clear that both the leaders had very different styles of leadership and way of operating things. Moreover, throughout the case study it is evident that their different style of doing the job has affected the organization both negatively and positively. However, the next section will focus on the plan of action that P&G needs. Additionally, the report will have a five year plan and the main objective is to improvise its HR practices and culture of the organization. In order to craft this plan a SWOT analysis will be done on P&G’s existing HR rules and processors. SWOT of existing HR activities: SWOT Analysis is the most famous means for audit and analysis to know the total strategic position of the commercial enterprise and its environment. Its central aim is to determine the strategies that will create a firm constricted business model that will best adjust an organization’s resources and the environment in which the business functions (Johnson and Scholes 2010). Strengths: Under SWOT analysis strength deals with what benefit does your organization have over the rivals? What do you do better than anyone else in the same field? What specific or lowest-cost resources can you show upon that others can’t? What do people in your industry see as your strengths?. The core strength of P&G is their Policy that focuses entirely on the people. The organization’s policy is lined up according to the needs  of the employees. Therefore, P&G is often called as People Company. Another strength consists of its effective and efficient global processes such as training, recruitment, training and highly motivated staff. Procter and Gamble also have sustainable competitive advantage. Weaknesses: SWOT analyses under this determine things like what could you amend? What should you avert? What are masses in your market likely to perceive as weaknesses? What factors lose you gross revenue?. In the case of Procter and Gamble it can be analyzed that the company definitely lacked direction. It is evident that both leaders at there time had excellent aspirations for the organization but was poorly implemented. The second and the real weaknesses was that employees were not fully convinced with the idea of change, this could have been due to lack of communication within the organization. Lack of product offering was amongst other weaknesses. Opportunities: In this questions such as what good opportunities can you spot? What interesting trends are you aware of? . There were several opportunities open to P&G such as innovation of their products and brands. P&G would have tried exploring new market through expanding its business in other parts of the world. They need to be risk takers therefore should think of adopting growth and diversification Strategies. Threats: Under threats questions like what hurdles do you face? What are your rivals doing? Are quality specifications for your job, products or services dynamic?. Some of the threats affects P&G as a whole. For instance, intense competition changes in demographics and customer power. Another threat for this organization is economic downturn and global recession. Strategic Recommendations: This section will be based on the SWOT analysis that is done above, the following recommendations will be helpful in improving its HR performance, the profit of the organization and the culture of the organization. The foremost recommendation for P&G is to formulate an effective talent management. The process Involved in the talent management include workforce planning, development, retention, talent review and evaluation (Lewis and Heckman 2006). Talent management plays an important role in the HR department and the strategy should focus on business as a whole. The process  of talent management must be unified within the business strategies of the P&G. The organization needs to realize that to survive in the market it has to match the pace of the changing environment. Talent Planning: The HR professional employed in this field ensures that the organization is able to determine and pull in key people with the ability to create competitive advantage and that it actively manages an proper scale of resource to meet dynamic needs, fulfilling the brief and long-term ambitions of the administration strategy (CIPD 2013). P&G should encourage recruitment and selection of individuals who have the ability to add competitive value to its organization. This needs to be done across all the levels within the organization. Moreover, P&G must try to engage all the hired staff in training and Development as it will be good for people to enhance the right skills. Additionally, employees must be taught about cultural change so that they do not resist change. Learning and Development for employees: Employees along with rest of the staff need to enhance and develop the skills and capabilities required to stand out on the job with the help of organizational and individual training programs. This process will help in encouraging employee retention. The process of learning and development includes 3 main steps i.e. 1. Plan; where training need is gathered. 2. Do; in this step plan is implemented 3. Review; the last step, learning and development activities are monitored and evaluated. Performance Management in the organization: Performance Management is a process for setting up a common understanding about what is to be attained and how it is to be attained. It is a technique of managing people that expand the chance of achieving success (CIPD 2013). This generally deals with appraisals, performance etc. P&G as an organization needs to select the quality oriented view of the performance management that is related to the enhancing strong performance, regular improvement and coaching of workers by senior level of managers that helps to improve motivation of the job. Reward Management in Procter and Gamble: Reward management may merely defined as the joint actions an employer may take to stipulate at what levels worker wages will be offered, based on what standard and data, how the substance will be ordered over time, and how both the deliberate links between organizational goals and belief should be interpreted and acted on by the parties to the occupation kinship (Parkins and White 2011). It is amongst one of the ways when P&G can keep employee retention. This should cover pay structures, grade, and contingent pay and employee benefits as well. This overall suggests those employees efforts are accepted and this motivates workers to work better, hence ensures retention. Conclusion Concluding this report by suggesting the strategic plan for P&G to improve its HR practices. This plan is focused for five years that will include the strategies they have to adopt and they people who will implement the strategies for the people who will be affected by these strategies. Talent Planning is a strategy that will be implemented by the Chief Executive Officer and other senior executives for all the employees of P&G. The duration for this strategy is 2 years. The Learning and Development will be executed by the senior level managers for the mid and entry lever employees and this will take 3 years. Performance management will be perform by the senior executive and CEO that will be effective for all employees of P&G and its will be executed quarterly. CEO will do reward management strategy for all the employees of the company and it will be for 1 year. List of References Bradutan, S. and Sarbu, A. (ND) ‘ Advantages and Disadvantages of the Strategic Management in the Current Economic Context ‘. Journal of Management [online] 1-4. Available from [1 June 2013] Bryson, M.J. (1988) ‘A Strategic Planning Process for Public and Non-profit organizations’. The Journal Of Long Range Planning [online] 21 (1), 73-81. Available from [28 May 2013] CIPD (2012) ‘Development strategy’ [online] available from [1 June 2013] CIPD (2013) ‘ Performance Management: an overview’ [Online] available from [2 June 2013] Dr. Zawahreh, A.A and Dr. Madi, A.F (ND) ‘The Utility of Equity Theory in Enhancing Organizational Effectiveness ‘. European Journal of Economics, Finance and Administrative Sciences [online] 1-31. Available from [31 May 2013] Hartog, D.N.D. , Muijen, V.J.J. and Koopman, L.P. (1997) ‘Transactional Versus Transformational Leadership: An Analysis of the MLQ’. Journal of occupational and organizational Psychology [online] 70, 19-34. Available from [4 June 2013] Hyun, S. (2009) ‘ Re-examination of Herzberg’s Two Factor Theory of Motivation’. Available from [5 June 2013] Jones, B.B. and Brazzel, M. (2006) Handbook of Organization Development and Change Principles, Practices and Perspectives San Francisco: Pfeiffer Lai, A. (2011) ‘Transformational-Transaction Leadership Theory’. Journal of Leadership Theory [online] 1-34. Available from [2 June 2013] Lewis, E.R. and Heckman, J.R. (2006) ‘Talent Management: A Critical Review’. Journal of Human Resource Management Review [online] 16, 139-154. Available from [28 May 2013] Lumenburg, C.F. (2011) ‘Goal Setting Theory of Motivation’. International Journal of Management, Business and Administration [online] 15 (1), 1-6. Available from [30 May 2013] Perkins, J.S and White, G. (2011) ‘ Introducing the Reward Management System’ (2 edition), UK; CIPD

The Ancient World essays

The Ancient World essays The art of expression can be traced back to early time periods in which simple cave men spat paint upon the walls. Some would argue that modern art is sometimes no better; however, this archaic art form allows us to get a glimpse into our ancestors. The first period that left us hints into their world was the Paleolithic Period which lasted about from about 40,000-8,000 BC. Cave drawings are characteristic of the Paleolithic Period, also known as the Old Stone Age. Drawings found in Lascaux, France show exaggerated bulls superimposed upon one another to show supposed depth perception. Simple sculptures are also found from the Paleolithic period. The objects found are usually pregnant women with enlarged breasts and thighs, which were perhaps used for their magical qualities to ease childbirth. The next period, called the Neolithic, or New Stone Age, lasted from about 8000-2300 BC. Starting in the New Stone Age, man started to change earth to accompany him, which is seen at t he famous Stonehenge. This megalithic sculptures are the earliest of architecture and show the mysticism and knowledge the ancients possessed, for the stones are arranged in astronomical positions. The earliest view of civilization is seen in ancient Mesopotamia. Before even the Egyptians, the Sumerians ruled the world. The Sumerians, whom lived between the Tigris and Euphrates rivers, benefited richly from the irrigated fields they created. The Sumerians were the first to use writings and make large buildings. Their writing, called cuneiform, was used to records contracts and track money, since Mesopotamia was such a booming metropolis at the time. The Sumerians also penned down their religion which gives us insight into ancient beliefs. Their temples, large stepped pyramids called ziggurats were often made of brick and were used as alters many times. [Editors note: I just rebooted my computer from locking up after losing about 150 words,...

Descriptive Essay My Greatest Influence Essays

Descriptive Essay My Greatest Influence Essays Descriptive Essay My Greatest Influence Essay Descriptive Essay My Greatest Influence Essay My girlfriend, Danielle Robinson has been a positive influence in my life since I’ve met her. She’s constantly watching me and making sure that I’m staying on top of things. I love how she’s always in my ear, motivating me to do better. She’s really matured me over the past two years. Since I’ve started dating her, a lot of things have changed. I don’t even party as much as I use to because of her. She helped me quit habits that I didn’t need to have. She’s everything that any guy would cherish. Danielle is about 5’9 with a lovely shape. She also has a beautiful smile to match. Her eyes are brown as like they’ve been dipped in honey. Danielle is not only someone who I can love but she’s someone who I can trust. You can always count on her to be there for you. She’s even there for me when I’m down on myself. I admire the sweet personality she beholds. She has love like no other that I could never grow old of.My girlfriend is also a character at times. She could make you laugh in many different ways. Being bored is never a problem when I’m around her. I should probably tell her to stop being goofy at times but who cares. My girlfriend’s real name is Kendrika Danielle Robinson. She doesn’t likes her first name, so she uses her middle name as her first name. It’s weird if you ask me but if that makes her happy then, so be it. I like to call her by Drika, that’s a cute nickname to me. She is attending college at Grambling State University, where I will attending in the fall. Danielle is from Rayville, Louisiana, just fifteen to twenty minutes away from where I live. I also admire the woman she is. She has never cheated on me in our relationship. Danielle is the first girlfriend I’ve had that never cheated on me. She’s a strong black woman that doesn’t cares what anyone else thinks.I see a woman that wants to works quite hard to be successful in life. Danielle is the type that won’t le

Assignment in Technology Example | Topics and Well Written Essays - 250 words

In Technology - Assignment Example Aaronson (2008) in his article reveals to us that quantum computers are theoretically exponentially faster than the current classical systems. Quantum computing is an embodiment of how smarter the machines and humans have become. A quantum machine can analyze big data within minutes therefore relieving humans the burden. This is one way in which the technology will take over human tasks and to a great extent improving the human lifestyle (Aaronson 2008). Quantum computing was realized from the dealings of humans with machines as they tried to analyze the spooky behavior of nature (Nielsen & Chuang 2010). As much as this technology promises a lot, some scientists concider it as technology of the impossible due to the complexities involved in realizing it (Aaronson 2008). For instance is so difficult to measure quantum bits. Furthermore quantum computers could be used decrypt data hence contributing to data theft in classical systems. Generally, quantum computing is a technology of the near future generatyion. It is an implication of how man and machines are really getting along in the modern

Legal Memorandum - Jane's Asylum Essay Example | Topics and Well Written Essays - 750 words

Legal Memorandum - Jane's Asylum - Essay Example She expressed her desire to seek asylum in the US, so that she could stay with her maternal uncle, who resides in California. She was also keen that her maternal uncle should become her legal guardian. In the usual course, Asylum has to be applied for, within a year of arrival in the US. Under extraordinary circumstances this condition may be relaxed. Such applications are to be submitted in Form I – 589, Application for Asylum and for Withholding of Removal. Thereafter, the Asylum Officer or Immigration Judge will determine if the applicant is a refugee1. On occasion, Asylum Officers interview a parent or trusted adult, so as to confirm guardianship information. However, the presence of such a trusted adult or witness is not mandatory, in this process3. Although, a minor applicant may be unable to demonstrate a guardianship arrangement or parental knowledge and consent; this does has no bearing on the grant of asylum. In addition, the trusted adult, in this case Jane’s uncle, could provide information, regarding her claim, if she finds it difficult to do so, on account of her tender age4. Whilst deposing before the Asylum Officer or Immigration Judge, caution will have to be exercised, in order to ensure that there is no misrepresentation of facts. This is because, Section 212(a)(6)(C) of the Immigration and Nationality Act, prevents the provision of asylum to any individual who seeks admission into the US on the basis of fraud or willful misrepresentation of a material fact5.