WorldCom Fiasco Essay Example

WorldCom Fiasco Essay WorldCom was a company that was dealing with long distance telephone and internet communication server provider technologies. The company at one time became bankrupt because of the mangers who were appointed made the company to go into liquidation because they undertook fraudulent deals and this lead to the collapse of the company. The new chief Executive Officer Mr. Michael Capellas and Mr. Robert Blakely were appointed so as to conduct an audit about the performance of the company.   The task of auditing was difficult because the company had so many employees and so many assets of the company had been overvalued and this amounted to increased fraudulent cases that needed to be reviewed. Recent studies showed that the company’s fraud was as a result of the company’s management’s employee’s mismanagement of the companies operations. http://www.seu.edu/ethics/dialogue/cande/cases/worldcom-update.htmlWorldCom Company’s disasters of bankruptcy lead t o the laying off workers. The investors and the mangers pension funds were not given to them since the company did not have enough money to pay all the workers. The status of the lives of retirees was also affected because they did not have enough money to cater for them once they terminated their employment. It was observed that besides the poor management of the WorldCom Company the telecommunication industry was overbuilt and it could not absorb the capacity of technology that had been built into the system for many years. The WorldCom shares which had peaked at $62 three years ago had fallen to 83 cents at the trading of the stock exchange this lead to the halting of   the company   operations   The management of the company had also borrowed $30 billion from different companies   and at the time of its collapse it had a huge debt such   that it was not able to recover to pay its debts of its customers(Maasen, G.F 1999)..The collapse of the World Com Company had also a positive effect because the managers of most corporations became more responsible since they wanted to maximize profits in their businesses. The government of Congress imposed instructions that all corporations were supposed to follow the rules and regulations of the company and thus the company’s management could no longer manipulate the balance sheets of the WorldCom Company. Another change that was to be undertaken was that the higher management levels salaries were reduced so that the company would cut on its expenses on the salaries and wages which were taking up the company’s largest budget. The ranks of the high-level management structures were regulated so that the right people would hold these positions so as to enable the proper management of WorldCom Company and this reduce the incidence of fraud. http://www.be.wvu.edu/bl-online/news/badnews.htmThe negative effect that WorldCom Company had was that the students who were leaving school had to compete with th e laid off workers of WorldCom, Xeron and Enron companies and this way a challenge to them as they had to compete for the few jobs opportunities that were there in the market. The president of the Congress state Mr. Bush said that he was ready to ensure that the economy of the country was strengthened through reforming the pension plans, and he ensured that corporate criminals were held accountable for their actions. The reason why he wanted to improve the economy was because the WorldCom company had for a long time contributed to the revenue of the country and its demise lead to the reduction of the country’s revenue thus the president of Congress imposed the instructions so that more people would be made to be more responsible for their actions and the huge losses that were being experienced would be reduced.The president of the Congress state Mr. Bush noted that the people who had dedicated themselves to building the WorldCom company deserved to paid better because they ha d contributed to the well-being of the economy and this enabled the country to protect jobs for their employees thus they had no a problem of the security of their jobs and also ensured that the retirees benefits were secure thus they would not have a problem in the future. The president of the Congress later signed into law a bill that increased a review of the accounting industry and he imposed tough penalties for the executives that committed corporate frauds.The management of WorldCom later filed a case in court to state that they had over valued their earnings by more than $ 4 billion and thus the customers of WorldCom Company were assured that the company was in a stable condition thus they did not have to worry that their telephones and their computers would be affected in anyway.Ethics is the study of how to determine what is right or wrong of an action, a way of life or a decision by a person. In the normative ethics it deals with the search of principles that guide a perso n on whether making a decision or an action is right or wrong. In the utilitarian theory it is based on the moral standards that are applied on an outcome of an action or a decision that ensures all people in an organization behave in a way that will be beneficial to the community at large. In the deontology theory it ensures that the decisions are made solely or primarily by considering one’s duties and rights and one that does not change as a result of circumstances.It was not ethical for the leaders of WorldCom to deceive their customers that the company would be successful in the future while it was massively insolvent. The top accounting firms did a bad job of falsifying the audit reports which made customers of WorldCom company to believe that it was a financially stable company.The WorldCom company fiasco sager had an impact on one individual who was known as Cynthia Cooper. She spearheaded the uncovering of the fraudulent activities of the company; she was later award ed a number of awards such as the Accounting Exemplar Award since she had made a notable contribution to professionalism, ethics in the accounting practice of the company. The chief executive officer that is Mr. Ebbers and Mr. Sullivan had contributed to the success of the business since the time they left the company Cynthia cooper was treated badly for uncovering the fraud in the company and her salary was frozen and her auditing position was taken over by another person because she flew to other places of the world since she was given the opportunity to do so.In the year 2004, the chief executive officer of WorldCom Mr. Ebbers was charged with an offense of committing a securities fraud and he had false fully field cases with the Securities and Exchange Commission in March 2005. He was found guilty of all the charges on July 13 that year he was sentenced to a lifetime imprisonment. Mr. Ebber’s lawyer applied for his conviction so that he could not serve the lifetime impris onment, they falsified the case by giving the judge inappropriate information about Mr. Ebber’s knowledge of the WorldCom accounting fraud that took place in the company. His lawyers also claimed that his case had been manipulated because the three high-level WorldCom executives were not given permission to testify on his behalf. In August 2005, the former chief executive officer Mr. Sullivan was sentenced for five years in court due to the fraudulent practices of the WorldCom Company. He pleaded guilty of the offence that he had been charged against with and he was the only person who was to testify against Mr. Ebbers. Currently, Mr. Ebbers has been convicted in a court of law and he remains to pay a bail while he continues to pursue an appeal.The management of companies must ensure that the necessary mechanisms for production and allocation of resources are subjected to ethical constraints which ensure that the outcomes of exchange satisfy the demands of social justice and that the basic needs of the people are met because if people needs are not met then a company may not achieve its objectives of profit maximization. The state needs to regulate the society and the market so that the rights of al people in the society are regulated in the case of WorldCom where the company was liquidated because of the poor management of the resources of the company, the president’s intervention to regulate the market was a positive move because the other upcoming companies would not fall into the same problem.The management of company should prepare annual directors reports that include a more detailed operating and financial review of the company’s performance. This will enable shareholders and other people who are interested in the company’s affairs to make informed assessments of the company’s current position and future strategies so as to curb incidence of fraud that were noted in WorldCom company and this resulted to its closure.Ref erenceMaasen, G.F (1999). An international comparison of corporate governance models†, Amsterdam: Spencer Stuarthttp://www.seu.edu/ethics/dialogue/cande/cases/worldcom-update.htmlhttp://www.be.wvu.edu/bl-online/news/badnews.htmKen, B. (2005) WorldCom’s audacious failure and its toll on an industry. New York TimesHooks, G. (1998) â€Å"Corporate welfare policy and the welfare state. Bank deregulation and the savings and loan bail out, â€Å"social forces Vol 77 ISS.4 pp 1644-1646

Critical Analysis of Frida essays

Critical Analysis of Frida essays Henry Ward Beecher once said, Every artist dips his brush in his own soul, and paints his own nature into his pictures. With her brush, Mexican artist, Frida Kahlo, painted the pain, horror, happiness, and triumphs that made up this extraordinary womans life. Fifty years after Kahlos death, her story has inspired director Julie Taymor to take on the enormous project of putting together 120 minutes of a movie to show this womans strengths, weaknesses, failures, and victories. Through the acting, the sets, and the use of Kahlos paintings, Taymor remarkably captures the life of this artist, emphasizing the enduring power of the human spirit. The movie begins with an aging Frida (Salma Hayek) being carried in her bed out of her house and quickly switches to her high school years. She goes to see famous muralist, Diego Rivera (Alfred Molina), and immediately becomes intrigued by his womanizing demeanor. A calamitous bus accident leaves Frida temporarily bed stricken with a shattered back. After weeks of being hospitalized, she returns home and paints throughout the rest of her recovery. Eventually, Frida gains enough strength to seek an evaluation of her art from Rivera. Over a period of time, their friendship evolves into a romantic liaison. Although Diego will not maintain fidelity, they agree to marry as long as he remains loyal to Frida. Numerous affairs on both sides plague their marriage and provide anger and discomfort. After agreeing to have a child, fate coldly embraces the life of their unborn. One evening, Frida catches her sister with Diego. Consequently, they separate and divorce. After several flings in Mexi co and Paris, Frida realizes she misses Diego. They remarry, and Fridas medical conditions worsen. Just before her first art exhibition, her doctor demands that she stay in bed. Flashing back to the opening scene, Frida is carried out of her house and to her exhibit. The movie e...

My life sounds like Essay Example | Topics and Well Written Essays - 750 words

My life sounds like - Essay Example The words in the song encourage me to do what I desire, and what contributes positively to the advancement of humanity. The words that insist that every second count because second chances do not exist inspire me. More to these, the song highlights about forgiving your enemies, which helps me keep from holding grudges in life, and aim at living at peace with all people. Being concerned about the well being of the less fortunate in society forms a significant part of my life. Consequently, Michael Jackson inspires me to participate, continually, in activities that promote the lives of the less fortunate. The song insists on caring for the entire human race, through such acts as giving. It also strengthens my unity values as it teaches me to look at the world as a place that should be filled with peace. Therefore, the song helps me to reach out to the needy around me, and help them live a better life. Switchfoot’s song â€Å"Dare you to move† keeps me going when I face hu rdles in my life. Whenever I experience failure, and thoughts of despair crowd my mind, the words â€Å"I dare you to lift yourself up off the floor† encourage me to keep on trying, no matter how difficult the situation may get. In my academics, for example, I am motivated to keep on working hard as the song teaches me that being strong makes a difference between where I am today, and where I could be tomorrow. The song increases my determination to face the tensions in all areas of life with an unfailing spirit.

Social Performance of Organizations Essay Example | Topics and Well Written Essays - 1000 words

Social Performance of Organizations - Essay Example Apple Inc. is an American based multinational company with its headquarters in Cupertino, California. The company performs in a highly competitive market and is engaged in the designing and selling of consumer electronic goods like iPod, iPhone, iPad. Apple Inc. provides products that are unique and has a great youth appeal. The focus remains on targeting the young population since the youth are more inclined towards social networking, music and entertainment. For its superb marketing techniques, Apple Inc. was awarded 2012 CMO Survey Award for Marketing Excellence (Moorman, 2012). In the world of business, there are many external factors that contribute towards the successful performance of a company. Government intervention in the form of laws and regulations has a strong impact on the operations and management of Apple Inc. For instance, the laws and policies set up by the UK government act as limitations and constraints in the manner in which companies market their products. There is Sales of Goods Act 1979 which states that products that will be sold in the market should be according to the specifications mentioned in promotional advertisements. For instance, Apple Inc. deals with electronic products like iPhone, iPad, smartphones, tablets, personal computers and so on. To gain market share over its competitors, Apple cannot exaggerate or promote features that do not exist in its products. Another law is Data Protection Act 1998 which enforces the rights of customers to protect their private information like address, contact number, age etc from unfair us e. For instance, a company must garner permission from customers before sending regular newsletters or future offers to them. Also, a company cannot store data of consumers longer than necessary. This is applicable for Apple Inc. since customers are purchasing products from them. The target customer base is another external factor that largely rules the performance level of

Law and Ethics in education Research Paper Example | Topics and Well Written Essays - 250 words - 2

Law and Ethics in education - Research Paper Example Effectual school leaders endorse a safe, educational environment. For the period of my practicum at the Dominican University, I had the chance to take part in carrying out a fire drill for the 38 personnel and 200 undergraduates in attendance. The drill was approximately two and a half minutes long, however, necessitated significantly more time for preparation. The management team evaluated the present institute’s fire evacuation plan. We matched up the existing plan to that of summer school map and established the finest paths for summer school program. A novel plan was built up purposely for the Dominican University. We spread tasks amid the management team. I was allocated to the pavilion section in the back of the university grounds. Maps were dispersed to all instructional and non-instructional personnel. On the morning, of the fire drill, during the debriefing by the management team, we settled for the extensive evacuation time was as a result of educators being unfamiliar with the university grounds. We were not obliged to carry out a fire drill; however, we thought it was in the best concern of the learners. This experience allowed me to perceive school safety is the accountability of overseers, educators, students, and personnel. By carrying out this joint, practical course of action, I assisted to make certain the utmost learning probability in a safe and secure educational setting (Cunningham & Cordeiro, 2006). In conclusion, institutional leaders ought to endorse a safe, resourceful, authorized, and effectual educational environment by making sure building and grounds safeguarding, coaching, and practical, preventive procedures for instance fire

Working With and Leading People

Working With and Leading People Working with and leading people Contents Introduction Task 1 Documentation to select and recruit new member of staff: Task 2 2.1 Skills and attribute needed to be a leader: 2.2 Difference between leader and manager: 2.3 Comparison among different types of leadership: 2.4 Ways to motivate stuff: Task 3 3.1 Benefits of team working for an organization: 3.2 Demonstration of working in a team as a leader and member towards specific goals, dealing with any conflict or difficult situations 3.3 Effectiveness of the team at xyz ltd. in achieving organizational goal: Conclusion References Introduction Human resource works with the employers and employee. Al instate have to appoint new employee to run the organization. Human resources work with that. Their job is to recruit new employee when it is needed. As business studies student we must know to work with and lead people. This teaches us to lead people effectively and make them work as the management wants. Every organization has to have a proper team management that can make the workers work efficiently. For this they have to provide training to develop their skill of an individual to become a good employee. In this assignment we will apply our knowledge against the given xyz ltd. to recruit new employee and achieve their mission. Task 1 Documentation to select and recruit new member of staff: Suppose xyz ltd needs to recruit 4 new employee, 10 driver and 3 administrators. Human resource department of xyz ltd have to prepare a documentation to select and recruit new member of stuff. The documentation is given bellow, Approval of the recruitment: Recruitment process of an organization is started when the authority of the organization approves the recruitment. When the organization need new employee they send a draft with a posting description and a document which describe the requirements. After approving the draft the authority of xyz will send it to the HR department. The copy of approval must include the electronic copy of the draft description and advertisement. Position description: No organization can change the post’s position after the advertisement. So before it gives the advertisement xyz ltd must describe the position of the post they are going to recruit. The authority of xyz ltd has to approve the position description. The description must include the responsibilities and duties of the position, all the works and the activities. Advertising: Advertising is one of the most important tasks to recruit new members. The advertisement of xyz ltd is required to be approved by the executive director of HR department of xyz ltd. There are many different media to give the advertisement of the job such as online media, print media, electronic media, open advertisement etc. The HR dept. of xyz ltd will choose the media. The advertisement also describe the vacancy announcement, skills required, terms and conditions, payment etc (Borrini, 2004). HR dept. has to obey the advertisement law before advertising. The advertisement of xyz for different post are given bellow, For driver: Closing date: 31/12/2014 Location: London Vacancy: 10 Types of employment: Temporary Working hour per week: 40 hours Salary: XXX Responsibilities for the post: †¢Agree to go all the places of UK †¢Positive response to changes in the organization †¢Taking part in loading and unloading. †¢Delivering goods on time to anywhere. †¢Maintaining personal skill. †¢Driving safely. †¢Self-motivation, innovation, creativity. †¢Working in as a team. Skills and experiences: †¢Basic knowledge of driving and in English. †¢UK driving license. For administrator: Closing date: 31/12/2014 Location: London Vacancy: 3 Types of employment: Permanent Working hour per week: 40 hours Salary: XXX Responsibilities for the post: †¢Meeting the target weekly, monthly and yearly. †¢Monitoring cost of delivery †¢Maintaining the SHE policies and health and safety regulations. †¢Maintaining personal relations with superior, colleagues and sub-ordinates. †¢Working in as a team Experiences and skills: †¢Degree in business discipline. MBA majored in management is preferred. †¢Working experience for at least 10 years. †¢Good communication skill. †¢Must familiar with socio economic culture of England. †¢Fluency in English. For employee: Closing date: 31/12/2014 Location: London Vacancy: 4 Types of employment: permanent Working hour per week: 40 hours Salary: XXX Responsibilities for the post: †¢Maintaining highly professional manors with sub-ordinates, colleagues and superior. †¢Dealing with different parties for xyz ltd. †¢Monitoring the work of the employee. Skills and experiences: †¢A degree in business. BBA majored in management is preferred. †¢Working license for UK †¢Minimum 5 years of working experience. †¢Fluent in English. †¢Good communication skill The impact of legal, regulatory and ethical consideration to the recruitment and selection process: Impact of sex discriminatory act: It is a mandatory to maintain the sex discriminatory act. No one can be discriminated by their group of sex. If a candidate fulfill the qualification xyz ltd is bound to recruit him or her no matter the candidate is male or female (Jones and Charlton, 2002). Impact of equality regulation: Both young and old people can participate in the recruitment process. The HR manager cannot give privilege to any particular group. If he/she does she will be breaking law of prevention of equality (age) regulation. Impact of race relation act: A person who has the work permit can apply for the job. If the advertisement is for any particular nationality, it will break a law, the provision of race relation act. Impact of law in advertising stage: The HR manager has to make sure that the job advertisement doesn’t break any law and it is going obeying law. The advertisement can not contain any kind of sign of discrimination based on sex, race, age, nationality etc. Impact of right to the employee: The board of interview has to make sure that the applicant has the legal permit to work in UK. And they also should check the background of the applicant of any criminal activities. Impact of law in interview stage: The interview process must be abided by the law. No board member is allowed to ask any questions that can affect any of the applicant’s religious or national view. And disable persons have to be treated in a proper way. Impact of the statement of employment: The employee must be provided by the statement of employment including all the terms and conditions, salary, holidays, and working hours (Baxter Magolda and King, 2004). Taking part in the selection process: After advertising, comes the selection process. HR manager plays a key role in the process. It is a series of some sequential task. How HR dept. takes part in the selection process is given bellow, Selecting a recruitment and selection board: The HR dept. selects a selection and recruitment board to select the new employee. The members are selected by the director of HR dept. of xyz ltd. xyz ltd. is going to recruit tree types of staff. For this the HR dept. has to select three selection and recruitment board. In every board the respective director of the department in which the new employees are being recruited. This board takes the interview of the applicants. Short listing: The selection board makes a short list of candidates by different listing method after receiving the applications. Some popular method of listing is MCQ exam, written exam, IQ test etc. Then the board gives the shortlist to the HR dept. Then HR dept. arranges an interview to select the final ones from the shortlist. Interview: The selection board of xyz ltd. then calls the applicant from the shortlist to face the interview board. They want to see who can satisfy the board. In the interview the board inquires about various things like the background of the applicants, their knowledge, their experience and their cultural background etc. Appointment: The board then recommend for the applicant who satisfied the board. Then the HR dept. appoints the selected candidate those who are recommended by the board. Evaluation of my own contribution to the selection process: According to the instructions given I took part in preparing the documents necessary to select the employee and gave the advertisement. I was also a member of the selection and recruitment board of xyz ltd. I helped them to make the short list and I was present at the interview room. And finally I prepared the necessary documents to appoint the new recruit (Hepple, Coussey and Choudhury, 2000). Task 2 2.1 Skills and attributes needed to be a leader: The quality to lead a team depends on some key skills. Some of them are given bellow, Honesty: We know honesty is the best policy. When a leader is responsible for a team one has to be very honest. Because if the leader is honest and makes ethical value important the team will also follow the leader and the team will be an honest team. Communication: The leader knows what he is going to do and have a great idea about something, but he cannot make the team members understand that. Then it is a very big problem. The leader must know how to communicate with the team members. Communication skill is one of the most important skills leaders have to have. If any leader does not have the right skill to communicate properly with the members of the group he might want to consider focusing on honing communication skills. Good communication skill for leader is like a blessing for the team (Burke and Cooper, 2006). Commitment: There is no greater motivation than seeing the leader working hard alongside with the general members. If the leader expect his team to perform fine, work heard and produce finest content the leader is going to need to set an example. Hard working leader generates the want to work hard and bring some good result among the general members. The leader is to show commitment to hard working but also to the promises he made. It is important to be a fair leader as well as a hard worker (Burke and Cooper, 2006). Creativity: The leader has to be very creative. Otherwise he cannot expect the team members to be creative. The average time the leader has to make clear-cut decision. But some times that the leader have to make a flying decision. This is the time when creativity is vital. In this type critical situation when the team will look on the face of the leader for guidance. That’s why the leader have to think outside the box. Sometimes it is not wise to decide the first thought comes to mind. Those decision needs to give some thoughts. Even it is right to ask the team for guidance. The leader has to utilize every possible resource. Ability to inspire: Sometimes the team needs to be forced, especially at the beginning. Then inspiring them becomes vital. The leader has to make the team want to work hard and effectively. Confidence: Confidence is the key to success. The team leader has to be confidence to be a successful team. There may be time when the task may be worrisome and the plans were not going to work, the leader has to be confident. Otherwise the team will not be able to overcome the situation. Some other skills are ability to delegate, sense of humor, positive attitude etc (Saracho and Spodek, 2005). 2.2 Difference between leader and manager: Manager and leader may look similar but they are not the same. We know from the definition of manager that manager have subordinates. On the other hand leaders have no subordinates he have followers. The difference between leader and manager is given bellow, Attribute of a manager: †¢Manager is the administrator. †¢Manager has to be pragmatic in accepting events and trends. †¢The focus of a manager is to control, the structure and the systems of the organization. †¢Manager has a linear perspective †¢Manager manages his subordinates †¢He perceive threats †¢He minimizes weakness Attribute of a leader: †¢The leader has to study, develop new idea and principles. †¢He has to be innovative †¢A leader have to be resourceful he should look of the solution of the problem. †¢Leader emphasizes on the focus of his team members †¢Inspires the team †¢Leader has to understand the big picture †¢He generally looks for opportunity to develop skills and efficiency (Saracho and Spodek, 2005). 2.3 Comparison among different types of leadership: Different types of leadership exist in the business world. There are some advantages and dis advantages of each and every type of leadership. The environment and the situation of a particular firm determine which kind of leadership they are to adopt. Three kind of leadership is given bellow, Autocratic: The autocratic style allows the leader to make decisions by himself without communicating with other. Every manager poses impose their will and authority over their employee. No one can challenge his decision. Laissez-Fair: In this style of leadership the manager laces direct supervision and regular feedback. Highly experienced and skilled employee needs a very little supersession and guidance. But not every kind of employee is feet for this kind leadership (Haddad, 2002). Participative: In this system a leader listen every input from the employee and member of the team. And then it is up to the leader to make the decision. Most often the leader supports the majority. It is often called as the democratic leadership. This style boosts the employees morally because it shows that their opinion is considered. Comparison: Among all the style the democratic style suits for every kind of organization. Because autocracy is not praised every one. Besides it gives an impression that the leader is a special person and no one can challenge his opinion. Then lassies-Fair is not applicable of every organization. It is appropriate for only the organization where every employee is highly skilled and capable. So it is safe to say that democratic system is the best. And for xyz ltd. democratic system is appropriate (Mackey and Jacobson, 2010).. 2.4 Ways to motivate stuff: There are motivational theories to motivate employee to achieve objective. Some of them are given bellow, Communicating with the employee: It is a basic point but very important one. The stuffs must know that they are listened, understood and valued. Perhaps they need to know they are the most important. If any of the stuff any concern about the organization he need to know that the channel of communication is available and he is listened. That will make them feel more comfortable and will motivate them to do more for the organization. Good salary and rewards: Everybody have their needs. To fulfill the needs they have to earn. The employee work to earn their lively hood. A good amount of salary is their right. And that will motivate them to act highly and effectively. Moreover rewards for their good performance in needed. If the performance of employees is good they should be rewarded. This may be in form of additional pay, bonus, simple gratitude etc (Carnwell, Buchanan and Carnwell, 2009). Involving employees in decisions making: Many different decisions are made every day in a company from the ground level to the enterprise level. Major decisions will be made in the boardroom but that does not mean that the employee is not allowed to choose their method of working. They must be allowed to make small decision like the approach to accomplish the work etc. Offer training and development: Employees need to train to develop their skills and ability. They want to know that every day they are developing their ability to perform more accurately and learning new skills. Every individual have their own goal and ambition. And to maintain their skills they need to provide necessary training. Define the employees’ role: Every employee should have their opportunity to move up their ranks. If they don’t then they might think that their contribution to the company and organization is not noticed and that in not good for organization. If they employee are promoted as their performance they will know that their work in not going un-noticed. Then they will want to perform more (Carnwell, Buchanan and Carnwell, 2009). Task 3 3.1 Benefits of team working for an organization: The primary benefit of team work is that it allows the organization like xyz ltd. to achieve that is quit impossible to achieve for an individual working alone. The advantages of teamwork is given bellow, High quality outcomes: †¢High efficiency: As the combination of individual makes a team, a team can do more than an individual can do alone. †¢Faster speed: As team combines the effort, they can accomplish the task consuming less time. †¢Innovative idea: each individual working in the team may bring many different information and knowledge which makes the task lot easier. †¢Effectiveness: Combination of effort brings more effectiveness. Better context for individual: †¢Mutual support: Because of working together team members become supportive to other member. That helps the team to overcome bad situation. †¢Greater sense of accomplishment: Because the members collaborate and take responsibilities they can feel the greater sense of accomplishment. From above we can see the benefit of team working. If the management of xyz ltd. can provide good motivation and make efficient team then they can overcome some of the great problems they were facing lately (Glasby and Peck, 2004). 3.2 Demonstration of working in a team as a leader and member towards specific goals, dealing with any conflict or difficult situations Xyz ltd faced many difficult situations in their regular organizational tasks. Usually they solve their problems as a team working together just like they should be. In their teamwork they are very team oriented. As a member and as a team leader they are very efficient and effective (White and Harris, 2001). 3.3 Effectiveness of the team at xyz ltd. in achieving organizational goal: The team of xyz ltd. is very much effective and efficient in competitive world. To work in a team in any other environment the team needs some diversified knowledge. The team of xyz ltd has that knowledge. And they help one another to overcome problems. To be in a team the members have to be respectful about other members’ opinion and have the respect for other. This team has them all. Thus the team overcomes many difficult situations. The team of xyz ltd is very effective (White and Harris, 2001). Conclusion Leadership is one of the most important factors to perform in a difficult and new situation. A good leader can bring massive change in the organization by leading people up front. The leader has to face many new situation and new challenges every day. A good leader can solve all the problems and face every challenge if the employees follow the leader and behave in a proper way. References Borrini, G. (2004).Sharing power. [London]: Natural Resources Group and Sustainable Agriculture and Rural Livelihoods Programme of the International Institute for Environment and Development (IIED). Jones, K. and Charlton, T. (2002).Overcoming learning and behaviour difficulties. London: Routledge. Baxter Magolda, M. and King, P. (2004).Learning partnerships. Sterling, Va.: Stylus Pub. Hepple, B., Coussey, M. and Choudhury, T. (2000).Equality. Oxford: Hart Pub. Burke, R. and Cooper, C. (2006).The human resources revolution. Amsterdam: Elsevier. Saracho, O. and Spodek, B. (2005).Contemporary perspectives on families, communities, and schools for young children. Greenwich, Conn.: Information Age Pub. Haddad, C. (2002).Managing technological change. Thousand Oaks, Calif.: Sage Publications. Mackey, T. and Jacobson, T. (2010).Collaborative information literacy assessments. New York: Neal-Schuman Publishers, Inc. Carnwell, R., Buchanan, J. and Carnwell, R. (2009).Effective practice in health, social care and criminal justice. Maidenhead: McGraw Hill/Open University Press. Glasby, J. and Peck, E. (2004).Care trusts. Abingdon, U.K.: Radcliffe Medical Press. White, V. and Harris, J. (2001).Developing good practice in community care. London: Jessica Kingsley Publishers. 1 | Page

HR Trends and Challenges Essay

Every job, organization and industry is going to have trends. These trends dictate the direction that the job, organization or industry is heading whether it is technology driven, psychologically driven, or financially driven. The variables that impact these trends can change very quickly, and are results of needs that are fulfilled by the trends. Some examples are personal computers, cell phones and many other technologies that allow organizations to conduct business faster and easier. Many times a there are multiple trends that are on opposite sides of an idea, and an organization must decide which trend or trends are the correct trends for future success. When organizations face challenges of this nature at the speeds the current business environment changes, forces them to become knowledgeable of the  industry trends very quickly. The organizations must then use this knowledge to make quick decisions on their future direction. The following is an exploration and analysis of the trends that human resource departments and managers are facing in today’s businesses, and why they are important for organizational success today and in the future. Performance Management and Performance Appraisals Good management is always analyzing the performance of the organization and its employees. There are several ways to do this, and depending on the organization and its objectives some methods are more effective than others. A complete performance management system is different from an annual performance appraisal system in several ways. In most cases a complete performance appraisal system is an ongoing evaluation. It uses several factors to determine the productivity of the employees of the organization. Management has to decide what the primary objectives of the organization are. Once this is decided they need to figure out how each department is contributing to the main objectives of the origination. These become sub-goals for the entire company and each department can concentrate on each goal. From here, each employee in that department can be responsible for a goal. The managers in that department can divide the tasks to individual employees. Good performance management systems will allow the managers in each department to evaluate the performance of employee and to see the effectiveness of that employee to complete the required tasks and objectives. Managers then need to figure out a performance reward system which can award the employees for completing their primary objectives. Managers can choose to reward employees on several factors. Competition, quality and content are some of the factors which rewards can be based on. The most important factor is to make sure that rewards are given when the primary objective is met. For example, it would not make since to reward employees on completion, when quality of the product is more important. A good performance management system is a dynamic system which is always changing and adapting to the current needs of the organization. An effective system can motivate employees and allow them to improve the quality of the work the put out. Annual performance rewards concentrate more on the output of the organization as a whole. These rewards are geared more towards the profits and the output of the organizations. Annual performance rewards are important in an organization because they set goals and standards for the organization to achieve in the course of one year. In order to set effective annual performance rewards, management needs to consider its goals for the year. Effective performance rewards can break the year down into three quarts. Doing this makes it more tangible to achieve goals because they the time frame is reduced. Management can look at historical performance of the organization. For example, they can look at the amount of sale of the previous year to set goals for the upcoming year. They can also look at the trends in the industry and project goals for the upcoming year. For example, if trends in a certain quarter are showing improved sales, management can set a higher goal to try and improve sales for the upcoming year or quarter. It is also very important not to set these goals too high as to not discourage the employees. Once these goals are set, performance rewards need to be determined. Management needs to decide what type of rewards can be given out. Monetary rewards, days off and stock options are some examples of rewards. In order to determine the best rewards, management needs to detriment the needs of the employees and find out what would be most beneficial to them. They also need to make sure that the rewards won’t be too costly to the organization. Once the type of reward is determined, the payouts also need to be analyzed. Management can choose to pay out employees based on the amount of profits made within a certain quarter, or on the amount of sales. An effective payout method is one which again concentrates on the primary objective. For example if revenue is more important to an organization, then they may choose to reward employees based on total profits of the organization. Management also needs to decide how they are going to divide the profits. Profits can be divided evenly or based on employee position, or longevity in the organization. An effective annual performance rewards system is similar to a complete performance reward system because it will also reward employee for reaching pre-determined objectives, and it will also motivate individuals within the organization to improve the quality of work. It is important to keep in mind that just like  a good complete performance management system, an effective annual per formance appraisal systems is dynamic an is always changing and adapting to the needs of the organizations and its employees. Managing Turnover Managing turnover is one of the most recent human resources trends in today’s business environment and many organizations have found that managing their turnover effectively has helped with the organizations bottom line, which has resulted in many different success stories. Human resource departments in all organizations would consider managing turnover a very important aspect or the departments overall goals for the organizations they work for, but what does managing turnover really mean? Turnover in any organization is inevitable and the term managing turnover in its simplest form is to deal with the loss of the organization’s human capital and in most cases includes minimizing unwanted turnover in the organization. All organizations will deal with turnover and some of this turnover will be the result of decisions by the organization to part ways with an employee. In this instance the role of the human resource department is to manage the dismissal of these employees and to do so while limiting liabilities. This is an important aspect of the human resources departments’ role in managing turnover, but this is something that has happened in organizations for a long time and is a role that has not and will not change significantly. The major trend in managing turnover falls in the arena of preventing unwanted turnover for an organization. When an organization loses an employee that decides on his or her own accord to leave will result in the loss of many of the costs they incurred in hiring, training and employing the individual. In today’s incredibly competitive business environment organizations cannot afford to lose quality human capital or the resources spent on the employee they are losing. To make matters worse these costs must then be added to the cost of the resources required to hire and train a new employee and all these costs added together becomes very costly for organizations that do not manage turnover effectively. When an organization loses an employee to unwanted turnover the losses that are incurred are a result of many different aspects of the turnover. First and foremost will be the loss of the individual that has decided to leave the organization. This individual produces in some way or form for the organization and when he or she is gone everything that the individual helps to produce will be lost, along with the expertise he or she has gained in his or her current position. The expertise that the individual has can also be part of a team expertise, and the loss of one part of the team can also slow down or stop production of the whole team as well, depending on the ability for others to step in and takeover for the individual leaving. As soon as the turnover is recognized the human resource department will hopefully begin the process of hiring a new employee to step in for the loss, but these processes are sometimes difficult and time consuming because it is important to find a quality candidate. Hiring the wrong candidate could create future problems in managing turnover, which is why the hiring process is an important component in the overall picture of managing turnover, and finding the right person for the job the first time will hopefully result in fewer turnovers. Unfortunately, the losses do no end there because the organization must now train this newly hired employee to do what the employee that left was doing. The lack of expertise in the position, the organization, and the specific team usually means that production will suffer until the new employee gains the expertise and experience that is necessary to complete his or her job efficiently and effectively. This is a threat that all organizations must deal with, and the organizations that manage turnover effectively will be able to take these set backs in stride, while those that do not fall further behind, which is why the managing turnover trend has become so important to so many organizations. Organizations know why managing turnover is so important, but what do human resource departments do to combat unwanted turnover? As stated in the paragraph above it all begins with the hiring process. Hiring qualified, intelligent, and hardworking individuals is a goal that most organizations have, but to achieve these goals the organization must find, recruit, and retain these employees. To find and recruit these gifted individuals the  organization must market itself well and have something to differentiate their organization from all the others. Companies achieve this by having a good name, and offering benefits and perks that their competition does not. Once these individuals are discovered and recruited the organization must then retain the services of these employees. An employee that goes to work each day happy will be less likely to leave the organization, so the human resource department must keep these employees happy to effectively manage his or her organizations turnover. Each individual will find different aspects of his or her working life to be important, but overall human resources should strive to make each employee feel safe and happy at work. Additionally, the organization should create challenging and interesting job positions but most of all employees want to be treated fairly and with respect. The trend of managing turnover is not easy to ascertain, but is a goal that most organizations should implement with the help of its human resources department. Safety and Health Management Along the lines of creating a process where the turnovers of employees are managed are the safety and health issues associated within an organization. Safety and health are of particular concern for all working individuals and the United States government saw it fit for laws to be enacted to protect these rights by establishing the Occupational Safety and Health Act of 1970 (Workers Rights Under the Occupational Safety and Health Act of 1970, n.d.). These rights are: Get training from your employer as required by OSHA standards. Request information from your employer about OSHA standards, worker injuries and illnesses, job hazards and workers’ rights. Request action from your employer to correct hazards or violations. File a complaint with OSHA if you believe that there are either violations of OSHA standards or serious workplace hazards. Be involved in OSHA’s inspection of your workplace. Find out results of an OSHA inspection. (Workers Rights, n.d.) With these rights and applicable laws established, a worker is armed with the proper tools to establish a safe working place, furthering his or her job satisfaction to improve retention. While discussing the aspects of health and safety in the workplace, it is important to not one of the most influential laws established in the United States concerning this topic, the Occupational Safety and Health Act of 1970. Duties of this act are stated as follows: Each employer – shall furnish to each of his employee employment and a place of employment which are free from recognized hazards that are causing or are likely to cause death or serious physical harm to his employees; shall comply with occupational safety and health standards promulgated under this Act. Each employee shall comply with occupational safety and health standards and all rules, regulations, and orders issued pursuant to this Act which are applicable to his own actions and conduct. (OSH act of 1970, January 1, 2004) We can see from this passage of the OSH act that specific laws will be applied to all private work practices to ensure the rights of the workers are protected, with respect to health and safety. It is in the best interest, then, for the organization to adhere to specific laws and regulations to keep a safe working environment for employees. The costs of litigation again show how employers will gain more from safe working environments and provide for healthy productive employees. The trend shown here is for government to provide the necessary controls over private  businesses to ensure health and safety practices are implemented and adhered to. While the trend for employers is to provide for healthy and safe working environments, industrial accidents are products of unsafe behavior and not unsafe working conditions (Noe, Hollenbeck, Gerhart, & Wright, 2004). The culture of an organization’s safety consciousness is still a concern which human resources needs to address. The need to address the safety culture of an organization is paramount in establishing a healthy safety record for a company. Safety records can be used as bargaining tools for companies vying for contracts within other organizations. This incentive for an organization can produce a culture that provides for individual employees in a long-term basis, promoting a culture that is safety conscious. Long-term job exposure in a tight-knit organization promotes a culture that is conducive to safety (as discussed in Dunn, 2001). But human resources provide the spearhead group that initiates the programs to promote the health and safety of an organization’s personnel. With programs such as mandatory safety training and different qualification requirements, a company can show how determined it is to foster safety and health within the workplace. Incentives such as safety awards, safety bingo, and safety presentation awards can reinforce the culture established within an organization (Noe, Hollenbeck, Gerhart, & Wright, 2004). Healthiness of employees encourages a productive workforce. We have already discussed the controls of government within the private business. Next we discuss the costs of safety and health of employees to an organization. Indeed, â€Å"addressing safety and health issues in the workplace saves the employer money and adds value to the business (Kautz, 2007).† Estimates of around $170 million of expenditures by businesses arising from occupational injuries (as discussed in Kautz, 2007) are costing employers more than profits. Employees who work for organizations that are conscientious about safety and health of its employees enjoy less stress, less impact on family from impact of injuries, and less impact on their incomes due to injury (Kautz, 2007). Therefore, indirect costs added by improved health and safety can revolve around the programs implemented by companies. Such indirect  costs include: increased productivity, higher quality products, increased morale, better labor/management relations, reduced turnover, and better use of human resources (Kautz, 2007). Employers need to see intangibles such as these presented in order to fully appreciate the costs associated with implementing safety programs and health benefits. Intangible items are key to running a business efficiently and effectively. The value added to businesses by continued concern for safety and health of everyone in the organization contributes to the welfare of not only the workers, but of the families and communities where the organization does its commerce. Future Trends and Challenges _Globalization_ â€Å"The world has never been so interdependent. All trends point to cooperation as a fundamental, growing force in business† (Lewis 1991). The past ten years has seen a shift in the business world towards a more global economy. No longer are businesses confined to their home borders, they are expanding into other countries and continents. This shift has had a significant impact on human resources management. Globalization has fueled growth, cooperation between business and government, and created an abundance of new jobs. Companies looking for a competitive edge in the U.S. may open an office in Asia and leverage a cheaper work force to handle responsibilities such as development, manufacturing, or support. Because of this, human resources managers may find themselves staffing a project with members spread out across the globe. This presents a relatively new and challenging issue that must be tackled in order to successfully manage projects and requires managers to be more c ulturally aware. _Challenges of Managing a Virtual Team_ Many organizations are also implementing schedules where their team may work remotely at home or even abroad. Profound systemic changes have been seen in the way companies are structured. The concepts of leadership and managing people gave undergone a radical rethink. â€Å"Cubicles, hierarchies and rigid  organization structures of the past, have now given way to open work environment, flat structure with informality being a general rule and empowerment of individuals† (Shivakumar, 2007). Today work itself is centered around projects, which have virtual teams working on them. This work structure has led to a culture of flexi time, round the clock accessibility to the workplace. Also catching up fast is the trend of workstations at home, remote access, video-conferencing and reporting by exception (Shivakumar, 2007). For effective human resources management to occur, managers must first establish lines of communication between the members. E-mail and faxes are great for communicating facts however, there lacks feelings behind the facts. They also do not allow for real-time communication. Conference calls and project chat rooms can help, but they also have their limitations. Videoconferencing is a significant improvement over non-visual electronic forms of communication. Still, it is a very expensive medium, and real-time interaction is available on only the most advanced and expensive systems. Even with the best system, managers have to overcome the problem of time zone differences, cultural nuances, and finding a convenient time for people to conference (Gray 2003). By establishing primary and secondary windows of time for meetings, a human resources manager can begin to build trust between the members without the face-to-face meetings. Once trust and accountability have been established among employees, it will be able to build synergy and employees will be focused on achieving their goals. _Challenges with Multiple Ethnic and Sociopolitical Backgrounds_ Human resources management also includes facing the challenge of managing teams with members from multiple ethnic and sociopolitical backgrounds. It is important for managers to do their homework and become familiar with the customs and habits of the host country they are going to be working in or the diversity within the team they are working with. Sensitive issues may cause conflict between team members working together on the project. It is the manager’s responsibility to become the mediator and resolve the issue between the conflicting members. Although this is easier said than done, the  manager must keep the staff going in the right direction. _Technology Enhancements_ Over the past few years, human resources training software has gone through many changes. Current global trends and telecommuting requires training that can be accessible via any computer connected to the internet. The development and use of electronic learning is also seen as a major area of potential change as individuals both in and outside the workplace increasingly gain access to online education (Schramm 2007). With electronic mail and interconnectivity of mail systems there is less regard for the geographic location of the employees. Training can also be conducted via teleconference or web- conference. Other enhancements in technology include things such as online reviews, schedule management, and benefits enrollment. Many human resources related functions are done electronically through an organizations intranet. _Work/Life Balance_ Companies today are constantly striving towards enhancing the quality of work life and the personal life of its employees and this does not stop with the employee buts gets extended to his / her family as well (Shivakumar, 2007). Many organizations are adopting benefits such as on-site health clubs, aerobics and yoga classes, sports and cultural activities, employee get-togethers with families invited, day care centers and onsite weight-loss groups. Other benefits are geared towards the family such as extended paid time off for new mothers, paid bonding time for fathers, additional paid time off monthly for parents to attend schools functions with their children, and flexible spending accounts for childcare and healthcare. Additional benefits to create work and life balance help retain good  employees. In addition, it increases productivity because workers are less stressed; they have increased morale, get sick less, and ultimately save organizations money. In the long run, organizations have to spend less money on hiring new employees and on things such as loss of time because of decreased productivity. References Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2004). Fundamentals of Human Resource Management. New York, NY: McGraw-Hill/Irwin. Gray, Clifford F. & Larson, Erik W (2003) _Project Management: The Managerial_ _Process._ New York: McGraw-Hill Lewis, Jordan. (2001). _Competitive Alliances Redefine Companies._ Retrieved December 20, 2007 from University of Phoenix Info Trac database Schramm. HR Magazine. _HR Trends._ Retrieved December 20, 2007 from http://findarticles.com/p/articles/mi_m3495/is_10_49/ai_n6254361 Shivakumar, Radha_. Emerging Trends in Managing Human Resources._ Retrieved December 20, 2007 from http://www.humanlinks.com/manres/articles/trends_hr.htm OSH act of 1970. (January 1, 2004). Retrieved December 24, 2007, from U.S. Department of Labor web site: http://www.osha.gov/pls/oshaweb/owadisp.show_document?p_table=OSHACT&p_id=2743#5. Workers Rights Under the Occupational Safety and Health Act of 1970. (n.d.). Retrieved December 24, 2007, from www.osha.gov U.S. Department of Labor web site: http://www.osha.gov/as/opa/worker/rights.html. Dunn, D. (June 18, 2001). Technical Security maintenance team marks 20 years with no lost-time injury. Retrieved December 24, 2007, from web site: http://www.hanford.gov/reach/viewpdf.cfm?aid=81. Kautz, J. (2007). Employee Health and Safety. Retrieved December 24, 2007, from Small Business Notes web site: http://www.smallbusinessnotes.com/operating/hr/safety.html.

Invention Essay

Invention Essay Close your eyes and imagine yourself standing in the middle of a huge parking lot with a handful of heavy groceries and the pouring rain splashing down onto your face. You’ve been standing there for at least five minutes and you have been looking for your car the whole time. By this time your bags are filling up with water and are twice as heavy as when you left the store, your clothes are soaked and you still have no idea where your car is parked.Standing soaked, out in the rain with a bag full of groceries does not sound like the ideal way to spend your day, but now there is a solution to this problem. This solution is called â€Å"The Apollo Beam. † The Apollo Beam is a remote controlled high powered beam of light that can be seen from over 150 yards away. The beam of light is produced by â€Å"Light-Emitting-Diodes† or better known as LED’s. The Apollo, for short, has a circular base which is eight inches in diameter and mounts on to th e top of your car with a high powered suction cup feature.Centered in the middle of that base is another six inch in diameter circular dial which comes standard with three settings. The Apollo comes in any color you want, so long as it is black, however you can choose from a wide variety of colors when it comes to the LED’s. An interesting feature about The Apollo is that the LED’s are aligned in three rows of three and conveniently placed within the dial. You can pick the color that matches your car, your favorite color, or you can even mix and match to create your very own rainbow of colors.This brand new invention only weighs about ten pounds, so it is light weight and easy to install. The Apollo is made of a high quality polypropylene which is perfect for any type weather because it is resistant towards extreme heats, extreme colds, and even wet weather so you never have to worry about it slipping off the top of your car as you drive down the highway. The Apollo is very useful for many annoying situations. Like you visualized earlier one great use for The Apollo is when you forget where you parked when you go to the grocery store, mall, or even to pay a quick bill.The Apollo can even be a time saver when you have those fun nights out at your favorite theme park or ball game and it is incredibly hard to find you car in the huge parking lot, well not anymore with the Apollo on your side. Another great use for The Apollo is for those college students who work during the day and have to take night classes, in case they forget where they parked or if it is too dark and they are frightened to walk all the way back alone. Amazingly enough the range for the remote on the Apollo is quite impressive, it can reach up to 100 yards and the beam of light can be seen from over 200 yards away.Now you might think well what if you push the button on the remote and you set off every Apollo in the parking lot, but that problem has already been solved. Similar to the way garage door openers work each and every Apollo is specifically programmed to your remote only, so there is never any interference with any other electrical devices in the area. The Apollo has many benefits that other inventions do not have. The car alarm and panic button have commonly been used to help find a lost car, but now with the Apollo you have a much less obnoxious way of finding where you parked.Along with the silence of the Apollo, it is also light weight and easy to transfer from car to car. The most amazing benefit of the Apollo is that it is solar powered so there is no expensive equipment or extra hassle or expense of buying batteries over and over again. With solar power there is no energy sucked from your car battery and no recharge station needed to power The Apollo. Whenever The Apollo is not being used it has solar panels that work exactly like camera lens’s work on your digital cameras and because of this the solar panels are called solar lenses.T he super thin and sleek design of the solar panels fit neatly into the base of the Apollo, directly above the battery pack. So when you are not using The Apollo it closes up and the solar lenses are exposed to the sun light so that it can continuously charge itself. The energy from the sun is absorbed by the solar lenses, then transferred and stored in a battery pack located inside the base of the Apollo. When fully charged the Apollo stores enough energy to last an entire week, and The Apollo only takes about 24 hours of direct sunlight to completely charge.The Apollo is very convenient when you have been shopping all day and come out lugging around those heavy shopping bags and you realize you have totally forgotten where you parked. There are countless benefits to The Apollo and do to its lightweight and versatility it will make finding your car a walk in the park. No longer will you have to wait countless hours searching for you car, thanks to The Apollo you can spot your car an d start walking in the right direction before you even step foot off the curb.The Apollo is small and easy to install, you can share it with the whole family no matter what car you drive. The Apollo’s nine super bright LED’s give for an extremely luminous spotlight of colors no matter what the weather is like outside. With three settings and your choice of what colors you want, you can personal your Apollo to be as colorful as you would like. Never again will you walk to the wrong side of the parking lot looking for your car, let the Apollo remember for you. Make looking for your car less of a hassle and more of a joy.With the long distance of the remote and the brightness of the Apollo your lightshow can be seen by all. Let the sun do the work for you with The Apollo’s special micro solar panels or better known as the unique solar lenses. The Apollo is the classic example of American ingenuity, using what is already right in front of us and improving it. Using the power of the sun to power the Apollo saves time, money, and energy for all. Let The Apollo Beam be the light that guides you†¦to your car.

Scotland essays

Scotland essays Scotland is part of the United Kingdom on the British Isles. It makes up one-third, or 32% of the island. It is bordered on the north and west by the Atlantic Ocean, while the North Sea is to the east of the country. England makes up the southeastern border. The Irish Sea is directly south of Scotland. The total area of the country is a little more than 30,400 square miles. Scotland has a positive-relative location, and is a developed country. There are over 800 islands that are part of the nation, although there are only 186 islands that are inhabited. The majority of Scotland's islands lay on its west coast. They are divided into two groups: the Inner Hebrides, and the Outer Hebrides. The greatest length of Scotland is about 287 miles on the mainland; including the Orkney and Shetland islands to the north would stretch the length to 450 miles. The widest stretch of land is about 150 miles, and the skinniest width goes down to 24 miles. Scotland is divided into three regions: the Highlands, the Central Lowlands, and the Southern Uplands. More than half of Scotland is the Highlands, which is the most rugged region of all of the British Isles. The Highlands contains the highest point in the British Isles: Ben Nevis, part of the Grampian Mountains. The mountain stretches 4,406 feet up. "It is a common ambition of climbers to ascend these [Grampian] hills" (Horn, 1998). Between the hills are narrow valleys known as glens. Below the Highlands is the Central Lowlands. Contradicting its name, the Lowlands consists of a continuous line of hills. The highest point in this region is Ben Cleuch, reaching up 2,363 feet. The southernmost region of Scotland is the Southern Uplands. Similar to the Highlands, this region is very mountainous; however, the hills are less elevated and less rugged. The hills are more rounded and tend to be grassy. The valleys in this region are a lot wider and less rugged than in...

pledge pres essays

pledge pres essays Taking the lead role as president of my pledge class means that I now hold myself responsible for the faults of pledge class, however the good things that come out of my class I still place on my group as a whole. Being an important factor of my pledge class does mean a lot to me, being that I am responsible and I dont want to see any of my present pledge brothers back down from the challenge. I understand the importance of the fraternity and the meaning of unity. As president I will assist my pledge brothers in what ever way necessary to see that they succeed not only in pledging, but in school and with building closer friendships to the current brothers. Ive already began to start close friendships with several of the current brothers. Being president I am hold a new duty of being a pledge class spokesman. Since several brothers already know me, I think that they will be more responsive to the things I have to say about the current pledge class, and trust my judgment on some things. I like to do my best in everything so as president I will make sure that my fellow pledge brothers will do their best in everything that they do. I will hold myself personally responsible for any mishaps in my pledge class. I will make sure that they follow through with their duties of current offices that they now hold. Any task the BDCs pass down to me I will complete to my full potential. To me the fraternity is held in high regard. Even as a pledge, not being an actual brother, I still feel the unity that is a part of the fraternity. I want to make sure that my fellow pledge brothers understand the importance of the step that they are about take, and to let them know that no matter what, as long as they are my pledge brother I will be there for them and do what ever I can to help them. ...

Pregnant Adult Essay Example | Topics and Well Written Essays - 750 words

Pregnant Adult - Essay Example If it does, all is well; but if it does not, no other source of sustenance is available and the fetus will not thrive. The single most critical nutrition period in pregnancy occurs before a woman knows she is pregnant. Improper balance of proper nutrients can not only affect the mother and the child but the child’s child and so forth. Since so many negative critical results can occur; such as, for example, Spin Bifida, the US Congress passed a law that certain foods be fortified with critical nutrients; such as Folate, Vitamins B6 and B12, iron, magnesium, and all the other major and minor trace minerals that are involved in normal cell division and replication If a woman’s nutrient status isn’t what it should be at the time she becomes pregnant; and, as a result these very early fetus developments do not take place properly, there is no second chance. Since a pregnant woman is only allowed 300 more calories than a non-pregnant one, she Just writing about a pregnant adult does not give an age range; and that can be very important as there is certainly a vast difference between a 25 year old and a 40 year old pregnant adult. However, for better or for worse, child bearing seems to have shifted in large measure from the 20s to the 30s as more and more women are furthering their education, developing their careers and travelling before settling down to motherhood. As with younger mothers--to—be, all women of child bearing years should have an excellent nutrient status in case a pregnancy occurs. Eating a balanced diet, having an exercise program, having medical conditions controlled, not smoking or taking drugs, and drinking very little alcohol, if any, should be the norm. . It is difficult to say that everyone in a certain age group has similar economic and social problems. A 35-year-old pregnant adult may be more financially

The civil war Essay Example | Topics and Well Written Essays - 2750 words

The civil war - Essay Example Then the South used slave labor as a mode of production. The invention of the cotton gin made cotton farming more profitable, making the South more reliant on slave labor and thereby further drawing a wedge between itself and the North. The North on the other hand gradually made a dereliction on agriculture and the countryside because of the Industrial Revolution. Factory work became more popular as New York, New Haven and Boston emerged as industrialized cities and thereby leading to mercantilism in the North’s economy. This economy was heavily reliant on the shipping industry and was more diverse, ethnically. This spurred technological advancements and emergence of new ideas, onwards. Constitutional convention At the time of the Revolution, two camps had emerged: those in favor of the federal government; and those in favor of the rights of the state. The US government had also been organized under the Articles of Confederation, after the American Revolution. As political and legal problems arose, the weakness of this type of government compelled leaders to assemble at the Constitutional Convention to secretly create the US Constitution. This development produced strong opposition from proponents of state rights like Patrick Henry and Thomas Jefferson, since they were absent in the meeting. Thomas Jefferson and his group felt that the new constitution undermined the right of the state to act independently, yet states should have the prerogatives of deciding the acceptance of certain federal acts. This development led to nullification, a legal provision whereby states would have to declare federal acts unconstitutional. The federal government denied these states these rights. Other proponents like John Calhoun fought relentlessly for nullification. When the clamor for nullification failed, some states felt that they were disrespected, and moved towards secession. This further created the rift between the North and South (Tindall and Shi, 72). Constitutio nal compromises Slavery as an institution was entrenched in America and its constitution, thereby bringing about critical problems to the 19th century US. Spates of compromises were made in the US Congress to stave off these problems, to hold the Union together, though every compromise4 brought about different problems. Free labor vs. slave labor While free labor solely depended on the will or consent of the slave to work, slave labor compelled the slave to work. Despite the responsibility that slave owner would take over the slave, there would be no guarantee that the slave would work for him in free labor settlement. For slave labor, there would be no reason for the slave not to work except sickness. Failure to work would readily invite punitive measures such as whipping and even death. The only alternatives for one providing slave labor would be escaping and/ or being set free. The issue of free labor vs. slave labor also threatened to split the South and North in that while the North supported free labor, the South supported slave labor. This disparity led to the emergence of Free and Slave states. 1820 Missouri Compromise The ideological rivalry over slavery between the North and South culminated into attempts at compromises. Particularly, the Missouri Compromise of 1820 became another way the North and Sou