Aviation Transportation Security Act - 2424 Words

Aviation Aviation and Transportation Security Act Abstract The passage of the Aviation and Transportation Security Act (ATSA) in 2001 changed the way the aviation industry operated and how passengers travel. The ATSA forced the US Government and aviation to change its security culture to ensure protection of passengers and employees from future attacks like those that occurred on September 11, 2001. The ATSA was passed and signed into law in direct response to the security vulnerabilities that surfaced during the 9/11 attacks. This paper will demonstrate how the ATSA affected how US Government agencies and aviation industry upgraded security processes in an effort to prevent terrorists from attacking the US in the future.†¦show more content†¦The transfer of airport security from the privatized system to the government-controlled system has so far prevented a repeat of September 2011, but this new system has caused negative press and public uproars about personal privacy issues (GAO, 2008). In November 2001, President Bush signed the ATSA into law creating the TSA as the new federal government agency in charge of airport security (CRS, 2001). With the TSA as lead, aviation security enhancement was standardized. Today, only one agency is responsible for all screening procedures along with comprehensive passenger and employee background checks. TSA control has provided standardized security regulations, procedures, processes, requirements, and training at all airports (GAO, 2008). Prior to ATSA, all airport security policies and procedures were general and vague. After passage of the ATSA, federal security agencies are now required to share vital security information about passengers and employees with airlines and airports. This includes crosschecks with the FBI and other watch lists (GAO, 2008). The TSA required and established the same security standards at all airports under their control. The ATSA requires TSA inspections of all checked baggage with the use of X-rays, hand searches, sniffer-dogs, as well as other technological systems. Since 2002, all checked baggage has been inspectedShow MoreRelatedThe Aviation And Transportation Security Act1367 Words   |  6 PagesNovember of 2001 the Aviation and Transportation Security Act was signed into law. The TSA now employs over 50,000 officers. These officers screen approximately two million airline passengers per day. One report states that these TSA officers have â€Å"detected 50 million prohibited items, including 5,000 firearms on passengers attempting to board planes.†(Johanson, 2011) TSA officers are tasked with a huge responsibility. They run body scanners, baggage scanners, physically wand people, and sometimesRead MoreThe Aviation And Transportation Security Act997 Words   |  4 PagesThe Aviation and Transportation Security Act is charged with voluntary settlement agreement between the employers and the employees. Some of its duties and responsibilities include, back pay, cancellation, reinstatement, and settlement. Back pay refers to the money given to the employees for unjustified personnel action, and cancellation involves returning the employees to their original positions before the action occurred. Reinstatement is accomplished when the employee is returned to their originalRead MoreA Brief Note On The Aviation And Transportation Security Act1125 Words   |  5 Pagespost September 11, there have been many issues with privacy in regards to the tightening of security. To fix this problem airport security has started to use full body scanners, searching bags, screening and many other things to tighten security. After 9/11. The Aviation and Transportation Security Act was passed, allowing certain privacy laws to be overlooked. With this security upgrade, it poses many s ecurity issues. Many citizens feel their privacy is being invaded at airports, while other believeRead MoreTsa And Transportation Security Administration916 Words   |  4 PagesUnited States established a Transportation Security Administration (TSA) and heighten its security throughout the transportation system, which were designed to prevent similar attacks in the future. This research paper will discuss the history of the TSA and what it does, how TSA improve aviation security, and the cargo screening process. This paper will conclude an overall debrief of my discussion about the TSA and transportation security. The Transportation Security Administration (TSA) wasRead MoreScope And Complexity Of The Aviation Transportation Industry825 Words   |  4 Pagescomplexity of the aviation transportation industry is one that requires cooperation on local, state and federal levels, as well as, international agreements of cooperation in its ability to monitor, gather information, investigate, defend and recover from attacks against the industry. Elias (2010) states that the roles for which each entity is responsible is guided by specific authorities, existing laws and regulations and the availability of assets and capabilities. Prior to 9/11, the security of aviationRead MoreBirth of Aviation Essay941 Words   |  4 Pagesof centuries the idea of air transportation has grown by leaps and bounds. Around 1783 an inventor by the name of De Rozier came up with the idea of creating a balloon that could possibly carry people. His invention became popular and was made successful two months later by the M ontgolfiers. The idea that people could travel by air was so inventive that other people began capitalizing on the movement. The next hundred years proved to be an evolution in air transportation with the creation of blimpsRead MoreCase Analysis On Airport Security Screening1209 Words   |  5 PagesCase Analysis on Airport Security Screening Following the tragic events of September 11th, 2001, the 107th Congress passed the Aviation and Transportation Security Act, establishing the Transportation Security Administration (TSA) (History, 2014), and transferred the responsibility for civil aviation security from the Federal Aviation Administration (FAA) to the TSA (Statute and Regulation History, 2012). The Act was passed in just two months following the terrorist attacks, and likely wouldRead MoreThe Homeland Security Act Of 20021562 Words   |  7 PagesThe Homeland security act of 2002, was a major reconstruction of civil services in the United States of America, which had not happened since the passing of the Civil Service Reform act of 1978 (Brook King, 2007). Over the period of 24 years, minor modifications of civil service reform were established. The events that took place during the September 11 terrorist attacks would once more restructure the United States civil services. George H W Bush proclaimed in his s tate of the union addressRead MoreThe Global Air Transport Industry1515 Words   |  7 Pagesdoubling Chile or Singapore. There are 13.4 million indirect jobs in industries supplying the tourism industry are supported by visitors that fly in. These include employment and activities of suppliers to the air transport industry, places like aviation fuel suppliers; construction companies that build airport facilities; manufacturers of goods sold in airport retail outlets; suppliers of sub-components used in aircraft; and a wide variety of activities in the business services sector. CompaniesRead MoreTransportation Service Administration and Aviation1387 Words   |  6 Pagesthey are an ethical organization! (Institute of Business Ethices, 2013). Aviation security is a service or several services currently provided by the Transportation Service Administration or as we more commonly know them during this season of travel, TSA. The mission statement for the TSA is â€Å"Protect the Nations transportation systems to ensure freedom of movement for people and commerce.† (Department of Homeland Security, 2013) From this mission statement we can see that people traveling are

Critical Incident In Social Work - 1618 Words

Introduction Social workers deal with diverse group of people while in their call of duty. The social work theory and practices guide the social workers in their work by providing them with the skills they need. Social work incorporates other aspects as diversity, ethics, and values and thus social workers require skills that will enable them to educate people. It is important that social workers embrace diversity, follow the ethical rules and uphold high standards of value. This essay will highlight an incidence in a supported accommodation setting where issues of diversity, ethics, and values were clearly observed. The incident will be critically analysed using a critical incident analysis pro – forma and incorporate it with the PCS†¦show more content†¦(Maclean and Harrison, 2015). The decision made about DJ was unfair to him, he was discriminated against because of his disability, the dilemma was the kind of friends DJ had made, the content what he was delivering. DJ was not treated as and individual who had the right to express his feelings. According to point one and two of the seven principles of Biesteck underpinning a positive relation between a worker and a services user, the service user should be seen as an individual having the opportunity to express hes or her feelings. DJ was not treated in this manner Initial response to the incident The initial response to the incident was making sure DJ was not at risk, however, the decision of refraining him from going to the put was influenced with personal values and beliefs instead of professional values which focuses on the individual. Having the ideology that people with down syndrome was incapable of making decisions. Banks, distinguished between personal values and profession values, the taught was influence by personal and societal values in that may not be shared by all members of the occupation group. (Banks, 2012, p8). On the other had some of the colleagues jumped into conclusion and though he was being takingShow MoreRelatedThe Standards Sections II Competency Based Assessment751 Words   |  4 Pagesâ€Å"Social workers continually strive to increase their professional knowledge and skills and to apply them in practice (NASW, 2015).† As stated above the facilitators should research self-harm as a coping mechanism, a search for such a situation in a group setting could not be found, but I have found peer reviewed articles regarding the issue. It appears that there are varying degrees of seriousness, but â€Å"there is a stigma, myths and lack of understanding that foster burgeoning resentment among othersRead MorePolicy Is A Fundamental Aspect Of All Agencies. Policies1428 Words   |  6 Pagessomething goes wrong. Policies are especially important in social welfare agencies. Policies help protect clients and help to make their lives better. Policies help social welfare workers to remai n unbiased and put the client first. These policies are very important to all social welfare agencies. KVC is one agency that values and implements policy on a daily basis. KVC helps children and families by providing medical and behavioral healthcare, social services, and education. The big focus of KVC is toRead MoreThe Attack Of A National Disaster1498 Words   |  6 Pages[In the world we live in today, critical incidents can happen at any moment. Whether it is an act of terrorism, such as a bombing, or a natural disaster like a hurricane or a tornado. There are critical incidents occurring regularly in our society. The effect of these traumatic events are felt by the victims of the incidents, in large and small numbers. There are oftentimes, unusually strong emotions attached to the event which have the potential to interfere with that person’s ability to functionRead MoreSocial Engineering Attacks On Critical Infrastructures1749 Words   |  7 PagesSocial Engineering Attacks on critical infrastructures do not always target the vulnerabilities in the systems themselves. One of the weakest links in security is the human factor. Social engineering targets this, and it has worked very effectively for them. According to Raj Samani and Charles McFarland, social engineering is â€Å"the deliberate application of deceitful techniques designed to manipulate someone into divulging information or performing actions that may result in the release of that information†Read MoreReflective Practice And Professional Development921 Words   |  4 Pagesfrom two critical friends, one who is a 20 year old male based in the outdoor sector and another from outside the outdoor sector who is 29years old also male but based outside the outdoor sector as his occupation is a university lecturer and corporal in the British army. it must be recognised that there may be a possibility that critical friends may be biased. Critical friends are an effective way to gain an outsiders analysis of an incident, Kosta and Kalick 1993 state that A critical friend asRead MoreEssay On Critical Information Infrastructure997 Words   |  4 Pagesthe IT connections and IT solutions inside and between the man or woman infrastructure sectors. From the above dialogue, you could conclude that its miles the critical information infrastructure that makes and breaks a country-wide economy. As the network may be massive, the factors of assaults may be difficult to decide. Why is the Critical Information Infrastructure so Vulnerable? The expanding dependence of fundamental divisions on the PC systems and data framework gives a tremendous and remarkableRead MoreProfessional Development Talks Around A Individuals Report1020 Words   |  5 PagesPERSONNAL AND PROFESSIONAL DEVELOPMENT  Introduction: Professional development talks around a individuals report. The motivation behind professional improvement is to upgrade one s abilities and information. It is critical to comprehend a individuals quality and shortcomings to recognize the capability of a person. It is fundamental to comprehend the right chances to arrange appropriately (Black and Plowright, 2010, p. 246). Another factor is taking the wrong steps drives a person to step withoutRead MoreSonys Operations And Development Of Business Continuity Plan1232 Words   |  5 PagesGuardians of Peace. With the disturbing images and threats displayed on the monitors and that was painful for Sony Entertainment. The routine work collapsed as server was down and in IT system all data wiped (Lavasoft, 2011). As per management information 100 terabytes of data released on internet which includes, employee personal information, salaries, emails, and social security numbers. The message delivered to Sony that, we have taken all your sec ret and important data (SANS, 2015). However, Sony hasRead MoreEssay about Workplace Violence1101 Words   |  5 Pagesin the public arena. 20 % of violent incidents in the workplace involved an armed offender of which a firearm was used fewer than 10% of the time. This is that data that faces all employers in every sector and by which they must base their approach to formulate programs that will help create a safe and comfortable atmosphere for both their employees and their clients. Many of the conditions that prevail in today’s workplace seem to breed critical incidents. Among them are: 1.) Competitive pressuresRead MoreThe Plant Manager: Performance Appraisal1484 Words   |  6 PagesFeedback may be disconnected from organizational goals and values the manager, for instance, may not be concerned that the employee is an introvert nor has poor relationships with the others. All he is concerned about is the quality of the engineers work which the 360 tool may provide a distorted response to. The feedback of the evaluation tool therefore may be irrelevant to eh organizations needs The evaluation tool may only demotivate workers (in this case the engineer) since it is time-consuming

Dolls house free essay sample

The world of the adults seems to be in conflict with the world of the children in Katherine Mansfields â€Å"the doll house†. The dolls house represents this conflict by pointing out the divide between the upper and lower class citizen which all the adults clearly understand and the children don’t fully understand or believe in. Throughout the story we see the clear line that has been drawn by the adults in regards to the upper and lower class. The adults have a very black and white thought process when it comes to status. However as we see the children, especially the younger ones have not fully been indoctrinated into this mindset, looking at the world with more of a open mind and more accepting of others. The dolls house given to the Burnell children depicts inequality that is not fully understood by the children. Inside the dolls house we find beautiful, never before seen objects, â€Å"it was too much for them. And if I did have any of my own, I kept them quiet, because he wouldn’t have liked them. He called me his little doll, and he played with me just the way I played with my dolls. Then I came here to the live in your house† In this quote, Nora describes to Torvald how she never had no say in her life; she always was someone’s shadow. Once she decides to leave Torvald, she has found her true identity. She decides to become an independent women and try to figure life out on her own. Nora isn’t the only character that is on a search for their true identity though. Krogstad is decried as morally corrupt by many of the characters. And yet this fellow Krogstad has been sitting at home all these years poisoning his children with his lies and pretenses†¦Ã¢â‚¬  Krogstad, a single father, forged a document and got caught in his act. At the end of the play, the readers find out that Mrs. Linde and Krogstad had a relationship a while back in the life. Mrs. Linde proposed the option of them getting married, for financial reasons. Krogstad loves the idea and seems like he has never been this happy before. It turns out that Krogstad just never wanted to be lonely and just wanted a partner. Seeking to find identity is what all human beings go through to find out who we, as a person, really are. Humanism also involves living up to societal expectations. Even in that time period, the characters experience different situations that anyone in this time period could go through as well. Torvald, being the man of the marriage and the father, has to take care of his whole family. Torvald did face many struggles, but one thing he did not do is show weakness. Because of society’s standards, showing weakness as a man was wrong. As read on page 185 Torvald says, â€Å"†¦Nora! Nora! †¦ Empty! She’s gone! †¦ The miracle of miracles? † This quote shows that Torvald is a little broken-hearted about Nora’s decision to leave but we does not do anything about it. He just watches Nora slam the door behind him. Torvald could not change to be the man Nora wanted. Society’s expectations also put a lot of pressure on the citizens to gain money. Just because of money, Nora and Krogstad both break the law by forging a document. Plus Nora went behind her husband’s back just to gain a few extra bucks along the way. Also because of financial reasons, Mrs. Linde left Krogstad to be with a wealthier man to support her family. It seems like money revolves around everyone in this play. Money was the common goal that all citizens, male or female, required in their life to make it function properly. Living up to society’s expectations can lead to someone having troubles in their life, even in the 1800’s. One very important factor in humanism is equality. In the late 1800’s, there were absolutely no equal rights between men and women. Ibsen shows through his writings that regardless the gender, all should be equal. Ibsen gave Nora the role almost as if she was a man. On page 148, Nora tells Mrs. Linde, â€Å"Whenever Torvald gave me money to buy myself new clothes, I never used more that half of it; and I always bought what was cheapest and plainest†¦Ã¢â‚¬  In this quote Nora explains that she saves up some money, without Torvald knowing. Nora took roles that helped out her family financially. This is odd because in that time period, that was the men’s job. Nora almost disobeyed her role as a women to have a men’s role in life. Ibsen gave Nora this role to show that females were capable of making money and supporting their family. While the women knew this, the men of that time period thought the opposite. Also Ibsen stressed that women are females too. He showed through the text that females were capable of getting a job and making the money, just like the males. Even Mrs. Linde got a job of her own that replaced a male. Ibsen strongly believes that both men and women should be equally viewed, no matter what time period. In Henrik Ibsen’s play A Doll’s House, he portrays humanism on the next level. A Doll’s House and humanism are connected by the search for identity, the society’s standards, and the fact that both men and women deserve to be equal. Everyone has a different view on what Ibsen thoughts were when he was writing this play. Behind every word he wrote, there was a moral that Ibsen tried to get the reader to understand. Even when human rights were frowned upon, Ibsen knew that change needed to be done and equality needed to happen.

Role of Culture in Change Management

Executive Summary Culture refers to â€Å"a people’s way of life†. In the business context, the values and norms of an organization or company form the organization’s culture. Enhanced technology together with the increase in the number of products in the global market has led to a turbulent and dynamic business environment.Advertising We will write a custom report sample on Role of Culture in Change Management specifically for you for only $16.05 $11/page Learn More For companies to remain afloat in the competitive environment, they must always be ready embrace change. Every organization in the 21st century is aware the change scenario, the only challenge lies in the manner in which the change strategy is implemented (Cameron and Quinn 2006). A company’s culture is lies in mission and vision. This paper looks at the role of the role of organization culture in managing change. In understanding the impact of a company’s culture on change management, the â€Å"integrated cultural framework† is used as a measuring tool (Krastchmer 2005). This takes into account the ability to influence, need to maintain the status quo, need to achieve, time and space as parameters of measurement. The paper also looks at the different organization cultures and how each of them affects change management in the organization. The Scope of Organizational Change The working environment in any company is faced by four types of change. These are classified under process, power, culture and functions. In the process dimension, companies are forced to adapt new working processes as they seek to align to changes brought about by technology. Recurrent innovations are yielding new and better ways of transacting businesses, making the old models obsolete and unprofitable. For any company or industry to survive in this scenario, it must put its operation processes on top and be ready to welcome new innovations every time. Fu nctional change entails possible changes that can be effected from time to time in the company’s organization structure. These changes are both vertical and horizontal. Most organizations in the current business era are finding reason to shift their management styles from bureaucratic models to open and network based models.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Another model that has been in use in most organizations is the leader-follower model. The model develops an enhanced leader, follower relationship that results in a stable â€Å"internal locus of control† (Krastchmer 2005). Power change is about sharing of power as concerns decision making in the organization. This type of change dimension revolves around the formation of dominant centers of power that direct the rest of the actors in the company. The power change has been cited as the most difficult to app ly, and is often met by a lot of challenges in organizations. Formation of team coalitions in an organization helps in achieving effective and functional workforce as opposed to having a single centre of power (Cameron and Quinn 2006). The single centre of power is often responsible for formation of rebellious forces in the organization, which aim at countering the authority. The cultural change, which is the main part of this paper focuses on the values and norms of the people in the organization. Every organization has norms and values which are either productive or counterproductive to the organization’s set objectives. It is the duty of the leaders in the organization to weed out the unproductive norms and retain the ones that are aligned to good production. An organization can only succeed on changing the culture by ensuring total commitment to change by both the management and employees. There are three main steps to eliminate cultural resistance in an organization. The first step is to ensure every member of the organization feels worthy to be in the organization during the period of change. When members perceive the change as being directed to the benefit of the organization, and them being part of it, they commit themselves to the change. The second step is for the management to allow employees to take up the task of implementing the change. Employees should play the role as agents of change so that it is not perceived to be a forced idea on them from the management. The third step is to ensure respect of the leadership decision right from below. Leadership teams often encounter problems implementing change decisions because their decisions are not respected. The final step in eliminating cultural resistance is to â€Å"practice leadership through leaning† (Krastchmer 2005).Advertising We will write a custom report sample on Role of Culture in Change Management specifically for you for only $16.05 $11/page Lea rn More Leadership is a learning process, every time a leader makes a decision, he or she learns lessons from the impact that the decision has on the organization. The learnt lessons should also be shared with the members of the organization to provide them a similar learning opportunity. Change Management Approaches There are two main approaches used in change management; they are planned and emergent approach. The planned approach is based on the assumption that what determines change can be planned for in advance. The approach also takes into account technology as an integral part of change management. In this approach, the organization managers are charged with the responsibility of directing the change process. This approach is slowly being replaced by the emergent approach due to high failure rates in its application occasioned by the complex nature of organizations in the current era (Cameron and Quinn 2006). The approach also puts more emphasis on technology as a component of the change process at the expense of other socio-cultural factors. The emergent approach takes into account the current behavior aspects of the organization in the change process. The approach does not vest all the responsibilities of directing change process to the senior management, all actors are encouraged to implement the change process in the organization. The approach looks at change as a continuous process in the organization thus helping the actors to understand the influence of culture on the change process. The Effect of Culture in Managing Organizational Change There is a concerted effort in every organization directed towards elimination of old cultural modes to more current business oriented modes. This involves a consistent â€Å"shift from cultural conformity† to a mode that is open to new ideas on ways of doing things (Cameron and Quinn 2006). Cameron and Quinn (2006, p. 35) note that there is a record number of failures in change management at organizati onal level, suggesting a fresh approach to â€Å"thinking and perceiving change†. Culture affects an organizations change management in a number of ways as will be described below. Strict Organization Management This is a culture where the management makes decisions in a dictatorial manner without consulting the staff. This could be seen in the manner in which the management decides to sideline the views of the junior staff in making decisions concerning buying of company equipment or machines and other resources.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Without consulting the actual user of the machine for example, the management can buy wrong equipment or even obsolete ones. In some cases, the management restricts the staff to using only certain types of technology platforms, and as a result impede on the productivity of the staff. The management in such cases aims at saving on the cost of training staff on the new processes or buying sophisticated machines. This culture tunes the mind of employees to work according to the orders without question the authority. It is difficult to effect and manage new changes in such organizations as workers are not usually part of the decisions body. Organization management needs to invest in research and development all the time to ensure they fully understand the effect of the changes effected in the organization. The Centralization Culture There are organizations in which core services to employees are centralized in one place. Such services could include; ICT support, staff welfare and human resource benefits. A centralized culture is quite cumbersome especially in large organizations where employees have to go through a lot of bureaucracy to get services (Schein 2010). A lot of time is wasted as one tries to go through a bureaucratic chain to get service. For example, in a large higher learning institution with several campuses operating in a centralized mode, services such as printing, course admission and examinations department would have to be coordinated from one place. This mode of operation leads to lose of time, results and poor performance (Krastchmer 2005). Centralization only helps in achieving uniformity in terms of the service provided by the organization. Proponents of this type of approach associate it with efficiency and low cost on facility maintenance (Cameron and Quinn 2006). The system however reduces the freedom of employees to carry out their duties, and also hampers knowledge creation in the organization. For organizations that apply knowledge fo r operation like schools, it’s not just enough to look at every operation in terms of efficiency and profitability. It matters also to look at how knowledge is created and shared across the organization. Employees need to have freedom to create knowledge that helps the organization to grow its network. Cameron and Quinn (2006, p. 52) note that some of the excellent organizations in the world have learnt to create small teams within the organization and setting them upon each other in a completion that is all geared towards the same goal. Changes in such an organization may proof difficult to effect as everything has to follow a long chain of bureaucracy causing a waste of time. Disregarding the Views of Employee’s In some organizations, the management does not consider the views of the employees especially on matters that regard their welfare. Before embarking on any change initiative, the management must seek to find out the effect the proposed change will have on the production of the workers. It’s important that they consider the views of the employees before phasing out or introducing any program so as to align the changes to the needs and aspirations of the workers. By locking out the views of the workers, the management propagates the status quo, which creates resistance to the change that could be suggested by employees (Schein 2010). Organizations need to invest in properly qualified workers whose ability and opinion they can trust. If a management team is in-charge of lowly qualified staff, they tend to make every decision without considering their â€Å"substandard† opinion. This often happens when an organization transits from small to large enterprise. It’s common for small organizations to hire employees with low qualifications, whose opinions can ignore (Alvesson and Sveningsson 2007). Such organizations develop the culture of disregarding the opinion of the workers. Organizations are now moving to appreciating and looking at employees as an important asset of the organization, who should be consulted in every decision. Schein (2010, p. 46) points out that appreciating employees’ opinion makes them feel part of the organization and gives them a feeling of ownership. Resistance to Change Research indicates that employees tend to resist changes that require further learning to acquire the necessary skills (Alvesson and Sveningsson 2007). A change involving new computer software in an organization may require that the intended users attend training to acquire new relevant skills to use the software. The old generation employees are often on the forefront to reject such changes; they instead prefer processes that they are used to. Organization Support Culture Support to employees by organization creates a sense of emotional belonging to the organization. This is especially when a staff member is in critical situations such as; sickness or grieving the loss of a loved one. It’s im portant for an organization to show support to employees who find themselves in such situations by standing with them during the period of the problem (Schein 2010). Most organizations have welfare committees that cater for the welfare of their staff by providing moral support in times of sickness of death of close ones. Besides support during difficult moments, organizations also need to develop a support culture to members who come with innovative ideas. Members of staff are more likely to come up new ideas mostly in their fields of specialization, which can help the organization grow. If the management fails to show support and even recognize such workers, other workers with similar ideas in future may shy away from presenting them to the organization. Members of staff can sacrifice and spend time to research and bring useful ideas to the organization, if they are assured of the organization’s support in the implementation of the idea. Collaborative Culture Organizations m ust seek to foster â€Å"a participative culture† in the organization. Organizations that fail to foster â€Å"a participative culture† often end up with employees who are always unwilling to take part in voluntary projects in an organization (Alvesson and Sveningsson 2007). An organization may want to take part in a voluntary activity such as tree planting or a charity walk, but if the employees have not developed a participative culture, only a few may take part. This attitude affects employees’ willingness to take part in free trainings or seminars organized by the organization. Alvesson and Sveningsson (2007, p. 89) claim that in the case of learning institutions, students and teachers may refuse to take on extra lessons or even participate in extracurricular activities. Sharing Knowledge in an Organization Knowledge grows when it’s shared, knowledge based organizations such as schools, colleges and universities have a duty to grow a culture of knowle dge creation and dissemination. University professors must make contributions in academic journals in their areas of specialization in order to attain certain qualifications. Academic institutions peg promotions to the number of publications a professor has on his or her account in various academic journals. This attitude breeds a habit of concealing ideas from the public in order to be the first to publish just to have an edge over the rest (Schein 2010). Organizations that organize the need of knowledge sharing organize forums that bring together both internal and external participants to share knowledge on various topics. If this is developed as a culture in an organization, more staff members can be willing to research and share information with their colleagues various issues. In the current era, where technology has taken the centre stage in every process, the internet is becoming an important platform for knowledge sharing. Blogs and social media such as facebook and twitter are gaining popularity in providing a forum for information sharing. Company or organization websites are also used as points of getting sharing information in between the organization and the public. This can be in form of a database containing information of employee and organization’s achievements and services offered by the organization (Schein 2010). This besides acting as a marketing tool, it provides a cheap and easier way for organizations to communicate with the workers. Most organizations do not provide forum for employees to engage the management especially on matters affecting their welfare. This is because the fear that employees can use the forum to send attacking messages to the management or to incite other workers. The Learning Culture Because of the dynamic nature of the business environment today, organizations must provide their employees with opportunities to learn and expand their skills in line with the core business of the organization. Learning opport unities include; part time classes, short skills training courses, conferences and seminars that are relevant to the core business of the organization. An organization can also develop a learning culture by providing fee subsidies or scholarships to members that are willing to pursue studies at higher levels (Alvesson and Sveningsson 2007). Through the information gained from the learning sessions, the staff members gain vital information to deal with change in the organization. Most of the current changes in business organizations require new skill sets that can only be acquired through learning. The Mentorship Culture Organizations should develop a mentorship and skills transfer program where senior and experienced members of staff transfer their skills and knowledge to new members. The senior members need to co-opt junior members of staff and walk them through the various operations processes of the organization. In this regard, the junior staffs learn from the seniors through sk ills transfer process. Though the junior members of staff have little working experience, they may be well informed in emerging issues especially in areas of technology, which may be of great help to the organization (Cameron and Quinn 2006). Mentorship culture also helps in maintaining the culture of the institution, by allowing senior staff members to pass on the values and norms of the company to new entrants in the organization. It also offers guidelines to the junior staffs to manage change as they transit either from college to work or one organization to another. Conclusion This paper demonstrates the extent to which organizational culture can impact on change management in an organization. Its proposition is that the changes that come along in the course of operation should be anchored on the culture of the organization. The organization management should take a participatory approach in implementing changes in the organization. The paper also shows that cultures of strict f irm control, centralization and ignoring workers’ opinion is detrimental to realizing change management in an organization. The management is responsible for the formation of cooperative teams in the organization that support change implementation. The teams should be empowered and to encourage every member in the organization feel part of the â€Å"family† in the organization. Reference List Alvesson, M and Sveningsson, S 2007, Changing Organizational Culture: Cultural Change Work in Progress, Routledge, New York. Cameron, S and Quinn, E 2006, Diagnosing and Changing Organizational Culture: Based on Competing Values Framework, John Wiley and Sons, New York. Krastchmer, P 2005, Organizational Culture is highly resistant to Change- Discuss, Books on Demand, Nordestedt. Schein, H 2010, Organizational Culture and Leadership, John Willey and Sons, New York. This report on Role of Culture in Change Management was written and submitted by user Averie W. to help you with your own studies. 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Employee engagement Essays

Employee engagement Essays Employee engagement Essay Employee engagement Essay Employee engagement nowadays plays a more and more crucial role in workplace, as a powerful measurement of individual performance. Engaged employees are able to fully understand organizations objectives and goals, align with its interest, maximize their productivity. Regardless its importance, the literature theories of employee engagement are only been developed over the past two decades. Therefore, how to better apply the theories and link them to practice In workplace gets more and more concerns. The aim of this article is to explore different factors that are able to significantly affect employee engagement through the studies of nine long-term care (LET) facilities in Italy and the delivery business of New Zealand Post, moreover the study of FMC Company In India helps to support the arguments statistically. Furthermore, we will seek corresponding strategies to improve employee engagement. In particular, effective leadership and developing opportunity have direct effects on increasing work engagement. Furthermore, positive work environment and other factors also play a significant positive role in stimulating work performance. Employee engagement Is defined as a partnership relationship twine employees and organization, which requires an Individuals Involvement and enthusiasm for work, as well as active support from organization. The concept of employee engagement was first published by Kahn (1990) who suggesting engagement is affected by meaningfulness, safety and availability, which is in relation to Machs definition as high levels of activation and pleasant (2001). Sing the available positive psychology framework, engagement was further conceptualized as an individuals involvement, satisfaction with as well as enthusiasm for work (Harder et al. , 2002, p. 417). Moreover, Asks Multidimensional approach suggests that Job engagement significantly differs from the organizational engagement on various Job-related factors such as Job characteristics, organizational commitment and fai rness. Defining employee engagement still remains problematic, In the limited research on this topic these four approaches form a basic framework for the concept of work engagement from physical, emotional and cognitive aspects. As what suggested In the statistical results from FMC study, the following variables all contribute positively and significantly to employee: supervisor support, developing opportunities, positive work environment, decision authority, job characteristic. The maintenance of high level of employee engagement largely depends on effective leadership support O. Aristocrats J. Parker, 2013). As the models suggested, activation (Miasmal, 2001) and employee involvement (Harder, 2002) are positively associated with the degree of supervisor support. In the current workforce, the complexity for employees on meeting Job criteria and handing interpersonal relationship requires managers to manage workforce performance, deal with employee relations and deliver consistent results. This strategy was applied on the poesies successfully and got favorable results. Regular face-to-face talk with employees helps Individuals to be better Involved, activated and forming a stronger bond between Individual and organization. Therefore, as a mean to Improve employee engagement, organization is expected to offer a range of management management. Opportunity offer plays a key role in boosting active role performances and individual motivation. Room to develop enables employees to continuously increase their own professional abilities in carrying out their work. The accumulation f skills avoids people from stress and fears to challenges, prevent exhaustion that erodes engagement (Miasmal, 2001), and boost labor productivity. Opportunity also refers to the availability of organizational resources such as budge and manpower. So it is essential to encourage employees to make good use of provided learning resources in workplace such as structured learning on the Job, workshops, courses, library resources, etc. Positive work environment is recognized as an organizational culture that promotes individual rights, respect, fairness, trust and a balance of work and fun 0. Aristocrats J. Parker, 2014). This is an effective means to sustain high performance. It also refers to a high degree of cognitive commitment. It is obvious that managers play a key role in the function of providing such a positive work environment. Decision authority is considered to be one of the most important drivers in account for employee engagement. Taking employees perspective into consideration shows appreciation to their abilities and allows them to take ownership of their roles. This greatly stimulates employees motivation, activation and involvement and enthusiasm with their Jobs, as well as Job satisfaction. Differ from the statistical result from FMC, the L ETC contexts suggested decision authority plays a negative role in explaining work engagement (Sari, 2014) due to potential Job complexity. This expects managers to provide employees with decision-making authority when appropriate. Job characteristic refers to Job autonomy, Job pay and job definition. Job autonomy ultimately makes employee feel a sense of responsibility of their own choices, which positively brings energy, motivation and effort to work, and contributes to a higher self-efficacy. New recruitment is a mean to better match people to Jobs and help to clarify their own roles. So introduction of new rules and work design may be a good idea. Engaged employees nowadays are increasingly needed by organizations for the purpose of better meet desired organization outcomes as an individual, at the same time ensure their own sense of well-being. In particular, engagement is two-way: individual add value to the organization and the organization helps people to realize their own potential and worth, they reinforce each other. With the great significant of maintaining a high level of employee engagement, the development of the unclear concept of engagement is now further explored and developed in HARD landscape at a fast pace. The studies demonstrate that there is a bundle of Job resources able to explain individuals degree of engagement in their work, particularly, the most significantly affective drivers of employee engagement are supervisor support, development and growth opportunity and work environment, decision authority and Job characteristics. Among all, effective leadership is the most essential issue to guarantee the successful implementation of other strategies.

Definition and Examples of Semantic Entailment

Definition and Examples of Semantic Entailment In semantics  and pragmatics, entailment is the principle that under certain conditions the truth of one statement ensures the truth of a second statement. Also called strict implication,  logical consequence, and semantic consequence. The two types of entailment that are the most frequent in language, says  Daniel Vanderveken, are truth conditional and illocutionary entailments. For example, he says, the performative sentence I beg you to help me illocutionary entails the imperative sentence Please, help me! and truth conditionally entails the declarative sentence You can help me (Meaning and Speech Acts: Principles of Language Use, 1990). Commentary [O]ne statement entails another when the second is a logically necessary consequence of the first, as Alan lives in Toronto entails Alan lives in Canada. Note that the relationship of entailment, unlike that of paraphrase, is one-way: it is not the case that Alan lives in Canada entails Alan lives in Toronto. (Laurel J. Brinton, The Structure of Modern English: A Linguistic Introduction. John Benjamins, 2000) [M]any, if not all, assertive sentences (statements, propositions) of a language allow for inferences solely on the basis of their meanings. For example, when I say Ben has been murdered, then anyone who has understood this utterance and accepts its truth will also accept the truth of the statement Ben is dead. (Pieter A. M. Seuren, Western Linguistics: An Historical Introduction. Wiley-Blackwell, 1998) Entailment Relations An entailment can be thought of as a relationship between one sentence or set of sentences, the entailing expressions, and another sentence, what is entailed... We can find countless examples where entailment relations hold between sentences and countless where they do not. The English sentence (14) is normally interpreted so that it entails the sentences in (15) but does not entail those in (16). (14) Lee kissed Kim passionately. (15)a. Lee kissed Kim.b. Kim was kissed by Lee.c. Kim was kissed.d. Lee touched Kim with her lips. (16)a. Lee married Kim.b. Kim kissed Lee.c. Lee kissed Kim many times.d. Lee did not kiss Kim. (Gennaro Chierchia and Sally McConnell-Ginet, Meaning and Grammar: An Introduction to Semantics. MIT Press, 2000) The Challenge of Determining Meaning Semantic entailment is  the task of determining, for example, that the sentence: Wal-Mart defended itself in court today against claims that its female employees were kept out of jobs in management because they are women entails that Wal-Mart was sued for sexual discrimination. Determining whether the meaning of a given text snippet entails that of another or whether they have the same meaning is a fundamental problem in natural language understanding that requires the ability to extract over the inherent syntactic and semantic variability in natural language. This challenge is at the heart of many high-level natural language processing tasks including Question Answering, Information Retrieval and Extraction, Machine Translation, and others that attempt to reason about and capture the meaning of linguistic expressions.Research in natural language processing in the last few years has concentrated on developing resources that provide multiple levels of syntactic and semantic analysis, resolve context sensitive ambiguities, and identify relational structures and abstractions.... (Rodrigo de Salvo Braz et al., An Inference Model for Semantic Entailment in Natural Languages.  Machine Learning Challenges: Evaluating Predictive Uncertainty, Visual Object Classif ication and Recognizing Textual Entailment, ed. by  Joaquin Quià ±onero  Candela et al. Springer, 2006)

Callable Bonds Term Paper Example | Topics and Well Written Essays - 3000 words

Callable Bonds - Term Paper Example There are different reasons as to why companies issue callable bonds, as noted by Frykman and Tolleryd, one of the reasons as to why companies issue callable bonds is because of their hedge interest rate (173). The point is that, the moment interest rates reduce, the issuing companies can then repay the bonds at lower interest rates. This paper aims at examining callable bonds. Overview As explained by Le callable bonds allows those borrowing the option of re-investing if the interest rates reduces (4). This implies that companies are able to hedge against likely reduction of interest rates in future. It is because of this aspect tha makes callable bonds to be prefered by many investors particularly before 1990s. In deed, before 1970, nearly all companies issued bonds that had were callable. But, as from 1970 to 1990, callable bonds being issued reduced to about 80%. This was attributed to developents that had taken place within the interest rate derivaive markets over that period. P resently, the number of callable bonds on the market has greatly reduced accounting for less than 30%. According to Le the reason for this reduction is the fact that, it has become easier for companies to hedge against the interest rate risks (4). Explaining callable bonds When a company issues a bond, it has to make a critical decision regarding the type of bond it will issue, if it will be a callable bond or a regular one. In defining a callable bond Brigham and Houston states that callable bond, also known as redeemable bond is a kind of bond that permits the issuing firm to retain the benefit of trading in the bond at a certain time before the maturity date (220). This implies that the issuing firm retains the right of buying back the callable bond, though it is not obligated to do that. Basically, the bonds are not in actual sense bought back by the issuing firm; rather the firm cancels them immediately. When recalling the callable bonds, the issuing firm has to pay more than t he par price. In some cases, for example in high-yield debt industry, the call premium could be considerable high. Therefore, the issuing firm has a choice, of either paying a higher premium or waiting until the bonds mature. Brigham and Houston notes that supposing the interest rates prevailing in the market go down at the time of calling back the bonds, then the issuing company will be in a position to refinance its debt cheaply (220). Accordingly, as the interest rates reduce, the value of the bonds increases, thus, it is beneficial to re-buy the bonds at their par value. When callable bonds are used, the investors are given the advantage of a higher token or value, as opposed to what they have gained with regular bonds. However, when the interest rates reduce, the issuing firms will likely recall the bonds and just invest them at interest rate is low. The moment a company has recalled the bond, the company can as well reissue the similar bonds at a much lower interest rate. This process of reissuing bonds to save money on the interest payment is referred as refunding. Brigham and Houston notes that before the bonds are recalled, the bond holders are informed by a letter, one of the agreements when investing in a callable bond (221), is that the investors agree that the bonds can be bought back and the investors should be ready to sell the bonds. However, companies recalling the bonds

Resistance to Change Paper Research Example | Topics and Well Written Essays - 1000 words

Resistance to Change - Research Paper Example Robbin (2005) highlights, that one of the causes of organizational resistance to change is structural inertia. In organizations, there are structures, which are built to ensure stability of the firm such as recruitment, training and selection structures etc. these structures are used systematically in the organization to achieve desired goals. When change is introduced in the organization, these structures can inhibit or cause resistance to change so that they can sustain previous stability in the organization (Robbins, 2005). Secondly, group resistance can also cause organizational resistance to change, considering they are made of groups of employees who have norms and cultures, and they can inhibit change in the organization. If people are organized in groups, then any change made by the organization can be resisted because members have influence on each other. The third cause of resistance to change is the threat of established management and power structures in the organization (Sadhu, 2009). There are groups in the organization, which controls the flow of resources, and they might see change as a threat to their power hence resisting the change. These groups are normally comfortable with current situations in organizations and any attempts of change can be resisted with ease because they control the resources and power. Lastly, poor communications in the organization can cause resistance to change

Charismatic Leader Essay Example for Free

Charismatic Leader Essay This type of leadership holds a lot of power. In both productive and counterproductive respects. The rhetoric employed to effectively carry out charismatic leadership acts as a double edged sword. While it is true that a message delivered in a charismatic manner inspires the followers to implement it with a lot of fervor, but in this same zest, there are a lot of important issues that are overlooked and lots of questions ignored. This entails problems when the charisma delivers its desired results, but they still leave a sour taste in the mouth. In my professional career, I have not encountered charismatic leadership neither in the top echelons of power nor in the middle management slots. However, most of us have been affected, and even wowed, by the charismatic skills of Barack Obama, while running for the US Presidency in 2008. Inspirational rhetoric, exceptional oratory skills and narcissistic excellence were expertly deployed towards millions of people. Perhaps in our lifetimes, it has proven to be a living, breathing example of pure, unadulterated charisma. It was a need of the time and a result of the disillusionment with the last 8 years. But, the cynicism that perhaps was put in the back seat during this process, made a comeback in the last two years, where more and more people have grown disillusioned by the lack of actual, and perceived, objectives being achieved. The overhyped expectations that are, in effect, created by charismatic leadership, eventually end up hampering its own effects, even though the results achieved might be significant. In the spirit of double edged swords, narcissism fits the bill perfectly. Excessive traits of this personality type have officially been diagnosed as a psychological disorder, whereas a good mix of those same qualities supposedly makes a great leader. From my personal experience, there has been a lot more interaction with unproductive narcissists, as compared to the productive ones. Charismatic leadership is an outward focusing theory, but since being confident and thoughtful requires a thorough understanding of one’s own self, unless it is coupled innately with authenticity, there would continue to be major loopholes in its implementation. As is the case with most leadership theories, the situational context of the company or market matter deeply. Charismatic leadership is the need of the hour during turbulent times and thus ends up being encouraged and nurtured. However, during mature and stable market times, charisma tends to be counter-productive and pointless. Also, since narcissistic leaders tend to believe undoubtedly in their vision, not taking into account the ideas put forward by others, it can become self-destructive for companies. This leadership theory, more than others, needs to be deployed with a lot of care and consideration.

Elderly Person :: History

Elderly Person Chang Sing Lok, also know as Uncle Lok is famous for his mouth watering â€Å"Chau Kuey Teows† which is a kind of fried noodles. He is very well known in Taman University, Petaling Jaya for his exquisite dish. He was born on March 23, 1926 at ShenYang, eastern China and he was brought up there until the age of 9. He is the youngest of the six children in the family and that is why his parents named his last name as Lok, which means six in Cantonese. He is from a poor family. His father was a cook and his mother was a maid. Both parents served a rich family in ShenYang. He was brought up in a village and he spent his formative years nurtured by the humble, traditional values of Chinese village life. He lived with his family in a typical wooden house and the crystal clear water of the stream nearby his house was made his playground. As years passed, the World War II occurred. The Japanese army invaded most of the eastern part of China. At that time, most of the citizens of China had migrated to the other countries since they could not suffer the hardness of life in China. Chang Sing Lok had also decided to migrate to ‘Tanah Melayu’. So he came to ‘Tanah Melayu’ with about a hundred of others Chinese who had decided to migrate to ‘Tanah Melayu’ too by a very old style ship. At first, life was not very good and not stable since he had not get any job. It was because there are too many labour sources in ‘Tanah Melayu’ at that time. Furthermore, he was also too young for any heavy job. Finally, he got a job at a Chinese restaurant as a cleaner. He helped the employer to cleanup the entire restaurant as well as washing all the plates. It was there he first started gaining knowledge of cooking. At that time, he had a negative attitude towards the past, as he had went through lots of difficulties and struggled his way through World War II, where he had lost his family, friends and property. But he had a more positive attitude towards the future. According to him, future is the continuity of the present and if he succeeds in his present life, he believed that the future would be better for him as well as his family.

Animal Rights Opinion Essay Essay

To have a liable viewpoint on the topic of Animal Rights, one must practically have the abilities of a well-practiced philosopher. You must be able to fully evaluate the characteristics of every possible relationship, good or bad, between man and his fellow members of the Animal Kingdom, and their potential outcomes. You must also decide if you believe in human exceptionalism, that is, whether or not we are equal to animals. â€Å"A rat is a pig is a dog is a boy.† Says Ingrid Newkirk, head of PETA, in 2003, â€Å"They are all mammals†. Other individuals, however, such as Wesley J. Smith (2010), believe that this attitude will devalue the â€Å"the unique status of humans†. Everyone has their own take on this topic, and, if we resolve this in a civilized and orderly fashion, we can potentially have a perfect balance between humans and the world’s diverse flora and fauna. Across the globe, there are hundreds of organizations that are constantly fighting for the equality of animals, and the elimination of their mistreatment. Some of the bigger names include the World Wildlife Fund, (WWF), and PETA (People for the Ethical Treatment of Animals). These groups rally, lobby, and petition against criminal acts against practically every species of animal, and believe you me they have their hands full! In some laboratories, primates are being rigorously forced through difficult tests, and on some farming facilities belonging to today’s big corporations, such as the large restaurant chain known as Kentucky Fried Chicken (KFC), animals are being harvested in an inhumane manner. Among the worst cases is the solicitation of â€Å"crush films†, in which puppies and small, cute animals are â€Å"slowly crushed or impaled by women wearing heels,† reports David Michael (2010). These videos were banned in 1999 by the Supreme Court, until the federal law had overreached, and the law was overturned. These acts are clear examples of cruelty towards animals, and can never be truly justified. If we take the rights steps, in a warranted and honest manner, then we can stop animal abuse, and save future species from an unruly and unjustified future as slaves to man-kind. There also exists a whole other group of people who believe that life is just a game of the survival of the fittest, which is similar to the point of view of Wesley J. Smith, author of A Rat Is a Pig Is a Dog Is a Boy: The  Human Cost of the Animal Rights Movement. He, and many others, believe that â€Å"valuing humans over animals is a form of discrimination† against humans, which he describes in his new book published in 2010. He also tells us that giving animals the same legal status takes away from who we are, as the dominant species of Earth. I personally, do not believe this is completely true. We moved these creatures out of their homes to build our houses and buildings, and then polluted them with the carbon outputs of our cities and towns. This makes it our responsibility to help them find new homes any way we can. On the other hand, he did mention something I could partially relate to. â€Å"Humans do indeed have a moral obligation to promote animal welfare, but they are also entitled to use animals, particularly if the use of animals alleviates human suffering.† I can get behind this statement to some extent. There are hundreds of scientists using animals to research possible cures for certain diseases that affect thousands of humans daily. However, harming these animals would be completely unacceptable. We could use alternative solutions, like observing animals in their natural habitats, if possible, and study them there, or at least let them go, unharmed, after the experiment is completed. Although many groups and individuals are taking the right steps to put an end to this epidemic, not everyone likes to play by the rules. There have been numerous cases of arson, theft, and animal right activists terrorizing companies that test on animals. In fact, â€Å"fifty-one out of fifty-eight of the incidents of domestic terrorism identified in the FBI’s report Terrorism 2002-2005 were suspected to have been perpetrated by animal rights activists,† claims Smith (2010). â€Å"Which is surprisingly violent for its (animal rights movement) allegedly non-violent goals,† agrees David Michael (2010). Some of the more extreme cases include lighting entire laboratories on fire, death threats, and, in 2007, a researcher’s children being sent HIV-infected needles in the mail. Even PETA is not completely innocent of such acts. In 1995, they donated over $45 000 to the defense funds of Rodney Coronado, who was guilty of burning down a Michigan State laboratory. PETA finds these are â€Å"acceptable crimes†¦when used for the animal cause,† says Alex Pacheco, a co-founder of PETA. They also compared animal cruelty to the Holocaust in one of their many campaigns, to get their message across crystal clear, which offended many members of the public, and therefore raised many eyebrows. I believe that we must find was  to eliminate animal abuse with this ‘militaristic’ component. In conclusion, I believe that, a long time ago, before man first started his evolutionary track, a balance of rights and respect between our kind and the rest of the world’s fauna existed. However, as we evolved, this balance shifted into our favor. We became the dominant exception in the Animal Kingdom, removing inferior species from their homes, either by enslaving or killing them. This behavior is unacceptable, and must be stopped, because of its excessive injustice towards animals. I also believe that organizations like PETA are on the right track. In order to make change, we have to fight for it, but to certain extents. Arson and burglary are deplorable, and will only make the problem even worse. We must deal with these issues in a civilized and organized manner. Burning laboratories simply won’t do. Once these steps are taken, and if we are able to treat animals with the respect and value, we will be able to coexist in harmony with the rest of the Animal Kingdom, and the balance we once had can be restored. Works Cited Michael, D. (2010, July 21st). Animal Spirits. Retrieved July 30th, 2010, from the Book: http://www.tnr.com/book/review/animal-spirits

Mass Effect Ending Controversy

In game shown Normandy fighting in the final battle to retake Earth from Reaper forces peephole not telling us why Joker retreated from the battle as the victory fleet continues to fight the Reapers. Leaving fans questioning if the only reason for it was to have the Normandy crash on a unknown world for a Adam and Eve illusion in one of the three endings in this case synthetic where Sheppard is given the choice to merge humanity with synthetic life to increase understanding and to prevent further wars.Also raises the question why the other crew members would abandon Sheppard so readily and everyone who was fighting to save the galaxy. 2. Beam me up Sheppard Members from your squad who were with you in the final run to the citadel suddenly appear out of the crashed Normandy with no explanation of how they got there. This is made worse as Gamers love interest for Sheppard suddenly emerges from the ship making gamers question further why they would abandon Sheppard after 2-3 games.No mo urning or empty grave for Sheppard. 3. Destruction of the Mass Relays In all the endings no matter what you pick or how high your Effective Military Strength Is the Mass Relays get destroyed. When in the Arrival DICE for Mass Effect it was established that destruction of a Mass Relay will completely obliterate a solar system. As shown on the galaxy map Sheppard would have killed billions of souls in the few seconds than the Reaper themselves would ever have. No matter the explosion it would have the same effect. 4.The Victory Fleet Stranded With the Mass Relays gone the entire fleet would be stranded at Earth which is made of thousands of ships and hundreds of different races. Which all of which would be orbiting a ruined and devastated Earth that might not be able to support its own people. While the Quarries and Turbans can't even eat human food. Supplies would run out would the fleet starve to death ? 5. Collected War Assets for What ? Fan's expected a suicide battle like Mass Ef fect g's ending only involving the entire galaxy.Also that the hours of gamely , Multilayer and Relationships that would have been repaired would have been shown in the final battle as none of the forces you collect are shown fighting during the take back of earth. Battle takes place same as space. With humans looking at a multi colored explosion surrounding Reaper forces. 6. No Closure At the end of Mass effect the game prompts you to buy more content and an insulting scene where a grandpa tells a story to a child and refers to our hero as â€Å"The Sheppard† .No closure on what happened to the people we cared about for five years except for the relationship which developed between Joker and DEED which started in Mass Effect 2. No scenes showing what happened to your character's friend or minor species also undoes some of these friendships as we don't see were telling stories of Sheppard which means hero. Or seeing tall on her homework rebuilding it all Were left teahouse is that there all stranding in the sol system. 7. Another Twist Ending?Players left no choice by developer instead going for a twist ending that is barely relevant to the story which offers no pay off . 8. The Final Revelation The God Child) After your hit by Harbingers beam things go off the rails. As you see both Anderson and The illusive man on the Citadel which player's would like an option to save Anderson and an option to convince the illusive man to stand down. It feels cheap to be introduced to the ultimate villain â€Å"the god child † as the true force your fighting against in the last few minutes of the trilogy.As he destroys the mysterious and lore with the reapers by saying Hess the one that created them and the reason for the creation was using circulatory logic saying the created will always rebel against the creator after you make peace teen the quarries and the get during a key part of the game disproving this. As this child says † without us synthetics w ould destroy all organics† when during the final scenes On Rancho the Get primes addresses Admiral Ran and says † your welcome to return to Rancho Admiral Ran with us. 9. Shepherd's Acceptance of the God Child's Bonkers logic Extended cut Good â€Å"Mass Effect 3 may have added a multilayer component, but many fans were interested in keeping their experience restricted to the single- player. That's why some were upset to learn that certain scenes (like Sheppard apparently surviving in the â€Å"destroy† ending) can only be seen by raising Galactic Readiness – something that can't be done through single-player missions. Teases been changed with the Extended Cut.According to Beware, your Effective Military Strength only needs to be about 3, 100 to see all of the scenes. As long as you're thorough in your solo efforts, you won't miss anything important at the end anymore. † Bad â€Å"One of the major complaints about the original endings is how all thr ee of them were basically the same, with just different colors for the beam shooting out of the Citadel. There's still mom of that going on here, even with the new endings.Many scenes are reused or only altered slightly from one ending to the next† ugly : The worst looking part of the new content is the series of AD art that appears in the red, green, and blue endings. They are supposed to depict friends and allies living their lives in the post-war world, but the static images feel odd and out-of- place considering the cinematic flair of every other major moment in the series. They aren't even in-game stills; they're more like concept art. I'm sure Beware has a reason for making the choice, but that doesn't change the fact hat a slideshows feels cheap and cheesy.

the U.S Civil war essays

the U.S Civil war essays "War is a hellish way to settle a disagreement" The American Civil War (1861 - 1865) was one of the most violent times in the History of the United States. Many books have been written on all aspects of the Civil War. Civil War is the conflict between the Northern states (the Union) and the Southern states that seceded from the Union and formed the Confederacy. It is generally known in the South as the War between the States and is also called the War of the Rebellion (the official Union designation), the War of Secession, and the War for Southern Independence. , although much criticized as inexact, is most widely accepted. The name Civil War is misleading because the war was not a class struggle, but a sectional combat having its roots in political, economic, social, and psychological elements so complex that historians still do not agree on its basic causes. It has been characterized, in the words of William H. Seward, as the irrepressible conflict. In another judgment the Civil War was viewed as criminally stupid, an unnecessary bloodletting brought on by arrogant extremists and blundering politicians. Both views accept the fact that in 1861 there existed a situation that, rightly or wrongly, had come to be regarded as insoluble by peaceful means. In the days of the American Revolution and of the adoption of the Constitution, differences between North and South were dwarfed by their common interest in establishing a new nation. But sectionalism steadily grew stronger. During the 19th century the South remained almost completely agricultural, with an economy and a social order largely founded on slavery and the plantation system. These mutually dependent institutions produced the staples, especially cotton, from which the South derived its wealth. The North had its own great agricultural resources, was always more advanced commercially, and was also expanding industrially. Hostility between the two s...

Taking a Little Break from LinkedIn - A Wedding Roast for Mom

Taking a Little Break from LinkedIn - A Wedding Roast for Mom My family has a long history of writing lyrics for every big family event, to the tune of Woody Guthrie’s â€Å"Hey Lolly.† Hey Lolly consists of rhyming lines, with â€Å"Hey lolly lolly lo† sung after each line and a longer refrain sung after each section. The job (or joy, should I say?) of writing these roasts used be owned by my creatively gifted dad. Since his death 20 years ago, I’ve carried on the tradition in my own way. I wrote songs for my two nephews when they were Bar Mitzvah’ed (one to the tune of â€Å"The Rainbow Connection,† and the other to Pharrell’s â€Å"Happy†). I’ve written wedding roasts for other friends, too. Up until now, never a Hey Lolly. But then my 75-year-old mom got engaged to be married, and it was time. A few months ago, I started thinking of everything I knew about my mom and her fiancà ©, asking them sneaky questions, and putting the best bits into rhyming couplets- which my family and I delivered last Saturday at her wedding. It will help you, as you read, to know a few things: My dad went to Yale and attended just about every Yale-Harvard Game that was hosted at Yale. My sister and her husband combined their names when they were married, to â€Å"Gostein.† My mom drinks kombucha like it’s water, and it’s not unusual to find an entire shelfful of the stuff in her fridge. The wedding took place in Austin, TX, where my mom moved to join my sister several years ago. The wedding had a cowboy theme and the fare was Texas barbecue. Now imagine that my family and I are on stage facing an audience of 200+ guests, with my mom and her fiancà © in centrally located chairs facing the stage. My nephew is on the piano and each of the rest of us is singing a part that were appropriately assigned. I hope you enjoy! Hey Lolly for Marcia and Arnold – March 25, 2017 We gather here with joy and laughter To celebrate forever after Arnold, Marcia, now it’s time To roast you with a little rhyme. HEY LOLLY Arnold Lo – o – pez Cepero Is our tale’s swashbuckling hero And Marcia Bernstein is our queen Or should we call you Marcia Lopestein? HEY LOLLY Arnold ‘fore he met his new belle Spent many hours playing Free Cell, Passionate ‘bout his trips to India, Head filled up with loads of trivia†¦ He likes to study all things quizzical Especially the astrophysical. Marcia spent her hours singing And hugs to her grandchildren bringing She built a life she loved in Austin, With family, friends, and temple tossed in. And what could you count on to sate her? Kombucha in the ‘frigerator. HEY LOLLY Both bride and groom led splendid lives, But something lacked on their insides In both their hearts there was a cavern And so each headed to a tavern. ‘Twas ‘round the middle of November A day we always will remember Marcia got a hunch and came To watch the Yale Harvard Game Arnold showed up too and met A lady he would n’er forget That day this couple’s fate was sealed While Ivies battled on the field. It’s strange that game was so much fun†¦ ‘Cuz Yale lost†¦ but these two won! One problem – Arnold had no number He couldn’t call her – what a blunder! But in the end his Yalie smarts Found a way to Marcia’s heart. HEY LOLLY Two plus years have passed and now Each has made a faithful vow, He puts sushi on her plate, And often keeps her up too late, She has curbed his too-sweet tooth, And brought him to the fount of youth. They’ve traveled to exotic lands, And always come back holding hands Masada brought them sacred blessing Just one step toward their cowboy wedding. Let’s wish them joy that overflows, And love that grows and grows and grows. HEY LOLLY So, that is what The Essay Expert does when I’m not writing about LinkedIn, resumes, or big life lessons. I could write one of these for anyone if I were provided enough material, so let me know if you would like to enlist my assistance. I’d love to have the chance to use this different part of my brain more often. I’d also love to hear your favorite stories and traditions for weddings and other family events. Please share in the comments! Save Save Save Category:Life and LeadershipBy Brenda BernsteinMarch 27, 2017 1 Comment Liz Lynn says: March 28, 2017 at 5:06 pm Mazel tov to all of you!!! So nice to have good news! Log in to Reply

A5 Essay Example | Topics and Well Written Essays - 2000 words

A5 - Essay Example There needs to be clear processes of setting up goals for the benefit of the partners. The inter-organizational systems need to be effective to facilitate the flow of information between the collaborating organizations. This essay is a critique of the enabling telecommunication and distributed connectivity technologies utilized by Microsoft and SAP in their collaboration. SAP is one of the principle providers of software for businesses, which are significant for improving the capacity of the business to be innovative for better service delivery to clients. It is the unending quest for better services that has made SAP to grow to the current status. The organization has been capable of establishing clients in more than 100 countries, which is an indicator of the success that the company has accomplished in less than 20 years. SMEs as well as organizations in the international market are major clients of SAP. On the other hand, Microsoft is a major computer software company that is distinguished globally for its significant software solutions. The paper describes the inter-organizational systems as well as a description of the organizations’ inter-organizational systems.  It also highlights how these systems are used to define and support the partnership, ranging from management considerations to specific telecommunication and networking archi tectures used to support the collaboration. Microsoft and SAP are two global companies have been successful in establishing a strong collaboration whereby each partner benefits from the association. The most significant collaboration between the two organizations is through Mendocino, which is a project whereby each organization contributes towards transformation of the manner in which clients are served by the employees involved in handling information. The project empowers the personnel involved in information handling in SAP to become more accurate and efficient. Microsoft designed the project with the aim of helping

The Visit to Kenya Essay Example | Topics and Well Written Essays - 1000 words

The Visit to Kenya - Essay Example The country had a remarkable and beautiful climate. The wide distribution of green plants all over the place shocked me. The trees and birds were beautiful against clear bright blue skies, this contrasted sharply with Saudi Arabia, and I realized that Africa is so much blessed with a remarkable natural environment. They do not require artificially controlled environments in their homes. The temperatures are exceptionally cool at all times of the day, and I appreciate my cousin for insisting that I visit him in this wonderful part of the globe. I had always been fascinated by the majestic lions since I learned about them in Pre-School and I now had an opportunity to spot one in the wild. After traveling for several hours in the Tsavo plains, our tour guide suddenly told our driver to slow down, and he pointed towards a large tree. The sight was beautiful; I saw the largest lion I have ever seen resting under the tree. We saw very many other beautiful animals in the wild. The clouds opened on our way from the recreational area. It was such a superb thing with a mixture of so many pleasant smells around me. I was taken back to reality when our vehicle skidded and came to a sudden stop, and our driver declared that we were mud stuck. We alighted from the vehicle and Mabrouk solemnly declared that only a tow truck could remove the tour van from the muddy pothole. After several minutes, a number of Africans came clad in bright red clothing and after talking with the driver, for a minute, they succeeded in removing the van from the pothole.

Philosophical essay Example | Topics and Well Written Essays - 250 words - 1

Philosophical - Essay Example As analyzed by Plato, ideas are the actual facts and are experienced by the soul. The body can only have experience on shadows. The essentially rationalistic epistemology of Plato determines this. Hasker theory of Emergent Dualism illustrates that the mind emergence from the brain gives a solution to the mind-body problem. He argues that emergent dualism shares with materialism the argument that ordinary matter possess the potentially for consciousness within itself, it in fact goes some way far from materialism in the power in which it attributes to matter. Considering the standard materialism, the physical closure guarantees that consciousness does not bring about a difference to the manner in which a matter operates itself. This implies that all of the processes in the brain are provided with a mechanistic explanation that would be just similar whether or not the processes performed together with conscious experience. On the other hand, emergent dualism recognizes that a great many mental processes are irreducibly theological, and cannot be provided explanation upon brain processes that own a full mechanistic explanation. Therefore, the power imposed to matter through the emergent dualism leads to the total of

Human Resource Management At Walt Disney World Resort Tourism Essay

Human Resource Management At Walt Disney World Resort Tourism Essay Theres probably no place on earth as magical as the Walt Disney World Resort in Florida. The theme park continues to thrill, delight and exceed its guests expectations nearly 40 years after its opening. The secret to Disneys success is its well-trained, enthusiastic and motivated work force. Its a secret that the founder, Walt Disney himself realized years ago. You can dream, create, design and build the most wonderful place in the world but it requires people to make the dream a reality, he said. A Brief History The Walt Disney World Resort, is the worlds largest and most visited recreational resort, covering 30,080-acres near Orlando, Florida, USA. The resort was founded with the opening of the Magic Kingdom theme park in 1971. It consists of four theme parks, two water parks, 23 resort hotels, lodges and time-share properties, sports facilities complex, and other recreational venues and entertainment. Epcot park was added in 1982, Disneys Hollywood Studios in 1989 and Disneys Animal Kingdom in 1998. This world famous resort was inspired by the dreams of Walt Disney and his creation of Disneyland in California. The resort is the largest single-site employer in the United States, employing 42,000 people, with over 3,000 different job classifications. More than 1000 people work in the security department alone. Hiring Disney is renowned for being a fun and friendly place at which to work. Its ability to offer attractive incentives make it a desirable place to work and it is constantly evaluating the market to ensure their wages remain competitive. All Disney employees participate in training programs that update them on the latest service techniques, product knowledge, and technology being used in their parks. Disney recruit both internally and externally, advertising vacancies on their website, via the press, job fairs, employment exchanges and colleges. There is a large quantity of college students working in Disney. Employment representatives also travel to Puerto Rico to recruit for positions such as housekeeping, custodial and food and beverage. It s 4 major employment strategies are: Hire the right people Develop people to deliver service quality Provide needed support systems Retain the best people Once potential employees have been identified, interviews follow. The skills and abilities that managers generally look for are: Excellent communication skills Good team player Self motivated Analytical ability Problem solver Leadership potential Strong computer skills Project management skills Relationships-builder Able to manage expectations Personal and professional style Strong business judgment Ability to facilitate and multitask A guest service orientation Disney theme parks promise to provide a superior service in order to create a à ¢Ã¢â€š ¬Ã‚ ¦imaginary world where visitors can escape the themes of the real world. To achieve this, the company has to employ people with the proper skills and personalities, who are also motivated, with a clear knowledge of the companys marketing objectives and strategies. Staff have to be polite, well dressed, energetic, enthusiastic, and people-loving, always serving guests whole-heartedly. All staff are provided with an extensive knowledge of the park facilities, rides, and sites. HRM Practises Disney believes in investing in its staff and provide various training programs and learning opportunities for employees to work their way into higher positions. The company promotes from within 70% of the time. Almost everyone including the managers start out in an entry-level hourly job (Disney almost completely promotes from within). There is a program to help hourly workers who want to become part of management, there is another that lets them transfer to the technical unions like plumbers and electricians as an apprentice. That program involves four years of training leading to a very well-paid job. Disney also give educational reimbursement for those who are continuing their education while working for Disney full-time. Supervisors try to create a family-like atmosphere in Disney by offering flexible schedules and on-site day care programs for working parents. . The company also host numerous special events for its employees that are held in the park after hours. Present day human resources practices at Disney are considered to be extraordinary, with all staff being trained in excellent customer satisfaction policies. However HR practices were very poor in the early years of Disney. The Walt Disney Company originated back in 1923, when Walt and Roy Disney started their first animated recording studio. Early animation production was highly labour-intensive. Rigid division of tasks was further delineated on gender lines. By 1941, the Walt Disney Company employed 1,100 people. Ellwood (1998) describes Walt Disney as a notorious workaholic, a perfectionist who pushed his staff relentlessly. Both paternalistic and domineering he rewarded loyalty and punished dissidents. There were no women or black people promoted to senior positions during this period. The company was the only Hollywood studio without union representation and as such was targeted by the American Federation of Labour. Eventually, animators took industrial action over conditions an d lack of recognition in 1941. By the end of the 1990s, the Walt Disney Company had developed into a $23 billion media conglomerate. Cast Members Employees in Disney are called cast members. Quality cast members are a direct result of quality hiring practices. Bonuses are paid to workers who refer new hires. Disney believes its important to have people who have actually worked in different parts of the company, to do the hiring. So these cast members working in the casting office, come from all different parts of the Disney organization, and work on 12-month assignments. While prospective cast members wait for their initial interviews, they watch a short video that describes the interview process and outlines what the company expects of them, if theyre successful. Once hired, all new cast members go through the same 1 and a half day training program called Traditions. Its here they learn the basics of being good cast members, from Disney history to direction on how to meet and exceed guest expectations. Cast members learn they must adhere to the companys strict 13 page manual of dress codes, known as the Disney Look. The Disney Look is a rigid code of cast member appearance that imposes a well-scrubbed, all-American look. It details the size of earrings allowed, to the size of finger nails, to the no tolerance rule regarding facial hair and dyed hair for both females and males. Disneys grooming standards make sense when you consider employees to be part of a cast of characters so there is no room for non-conformity. Every employee is instructed in the Seven Guidelines to Guest Service which highlights the need to smile and to be cheerful. From the very start, staff are encouraged to implement a have a nice day! mentality, and to smile the Disney smile all day. Casting Employees are routinely assigned jobs according to age and appearance, a process officially known as casting. The most presentable get the most popular front-line jobs and shifts. For example: Young and pretty workers get jobs that involve a lot of interaction with customers; Haitian women generally work in housekeeping; Older women sell in the shops Older men work in security Puerto Recons work in food preparation African Americans work as stewards or cooks, More than a 100 Africans are employed in the Animal Kingdom, to lend authentic flavour. Anyone who might appear less presentable work on the night shift Cast Members receive some excellent benefits including: Health, Dental, Life Insurance Complimentary Theme Park Passports Learning and Development Opportunities Paid holidays, vacations, and sick days Retirement plan. Scholarship Program 30% Discount on park merchandise Employee Stock Purchase Program Access to a Cast Member-only lake and recreation area with tennis, volleyball, and an Olympic-size swimming pool. Educational Reimbursement Educational Matching Gifts Program Service Awards Employee Cast Member Contests Childcare Centres Credit Unions Employee Stores Cast Members usually work 40 hours or more each week, with quality service being the responsibility of every one. Each one measures service quality levels, establish benchmarks and set goals, as there is no person in charge of quality. Instead of one quality director, Disney has 42,000 of them. (Paton S. M. Service Quality, Disney Style, Quality Digest) Disney University Many hours have been devoted to designing successful employee universities which train workers in the Disneyland philosophy. Walt Disney established the Disney University to teach these unique skills. The University provides cast members with free world-class training in diverse skills including computer applications, professional development, management/leaderships development, health safety, interviewing, business, etc. Empowerment Disney is committed to employee empowerment. Employees are empowered to resolve all guest issues on their own, with managers only getting involved in extreme circumstances. Managers use service measurement teams to empower employees. 1 or 2 employees from each department take note of any service issues that might take from a guests stay at the resort. By keeping records of every problem, and how it was dealt with, helps to reduce the chances of it happening again. To keep up-to-date with their guests expectations, Disney also collects huge amounts of data about guests from opinion polls, surveys, focus groups etc. From this information, the company know that the top three things that guests expect are for the parks to be clean, friendly and fun. Every worker, from the CEO to cleaner, know these 3 expectations well, and is empowered to make them happen. All employees know, too, the definition of quality at Disney: Disney defines quality as attention to detail and exceeding guest expectations. Performance Appraisals Management use performance appraisals and performance surveys, to measure internal service quality. The annual performance appraisal is designed to give the employee a broad perspective of his/her accomplishment from the previous year and to identify upcoming challenges. Another strategy employed by managers to deliver service quality, are monthly development action plans. (DAPs) (Zeithaml and Bitner, 2000) Rewards Disney certainly know the true value of retaining productive employees. Annual turnover amongst its employees is only 20%. This low turnover is made possible by treating employees like resort guests, and the extensive employees reward programs, Disney offers. There are in excess of 50 different reward and recognition programs, that are geared towards maintaining high employee morale, the most prestigious award being the Partners in Excellence program. This award involves one employee nominating another employee (who has excellent attendance and no disciplinary action record). The nominated employee then receives a bronze statue of the company founder, Walt Disney, and is invited to a dinner ceremony where he/she is individually recognized for his/her outstanding accomplishments by company executives. Disney also rewards employees through service pins, attendance awards, and Recognition-O-Grams (ROGs). Recipients usually wear service pins on their uniforms, which they receive service pins on their first, fifth, tenth, twentieth and twenty-fifth anniversaries. Attendance awards are also offered to employees after one, three, five, ten and fifteen years of perfect attendance. The awards range from honorary certificates to a $2000 gift certificate. Recession hits  Disney Theme Parks Like many other industries, the entertainment industry has been affected by the world economic downturn. Early this year, Disney reported a 32% drop in net income for its fiscal first quarter of 2010, attributing the results to the recessions effects on its studio, television and parks. The Walt Disney Co. axed 1,900 jobs from its theme parks in California and Florida. Walt Disney World in Orlando eliminated 1,400 jobs. The original Disneyland Resort in Anaheim, California, axed 300 positions. The rest of the jobs were eliminated at the companys corporate headquarters at Burbank. These decisions are not made lightly, but are essential to maintaining our leadership in family tourism and reflect todays economic realities, said Mike Griffin, a Walt Disney World spokesman. Those laid off received a 60-day paid administrative leave, a severance package that is based on their years of service, extended medical benefits, and job placement. According to the Los Angeles Times: Disney is bracing for an extended downturn as people skip theme parks to save money. The recession, and the recent decline, has really hit the theme park industry, but it has hit the destination parks more than the regional parks, People are staying closer to home, the newspaper said. Trade Unions Workers are represented by 34 unions, the biggest being the Service Trade Council Union (STCU), The STCU represents about 22,000 F/T and 5,000 P/T workers at Disney World. The SEIU is part of the STCU, a consortium of six trade unions that is the only group certified to bargain with the Disney company. In the last two years alone, Disneyland Resort has successfully negotiated nine agreements with the union. These agreements included wage increases, sick pay and access to seven affordable and reliable health care plans offered through Disneys Signature benefits package for full-time cast members. Conclusion This essay looked at the human resource practises that have been adopted at Disney in order to maximize the delivery of superior guest services. Reasons for the companys success include emphasis on customer service, and a focus on the elements of efficiency, courtesy, show, and safety. It has shown how employee strategies at Disney lead to the attainment of exceptional service quality. Disney takes a lot of care with its casting department and regularly assess its pay packages and new ways of recruiting. It offers a competitive package of wages and incentives to its staff, such as free park admission and discounts on park merchandise. In the past, Disneys theme parks has been fairly recession-proof. But this year, fewer people found their way to the Magic Kingdom as profits were down from 2008-10. Disney said the company manages its operation based on demand, and like any other business it is subject to the ups and downs of the economy Its important that management stress to workers that employee development and empowerment is an on-going process, as the actions of empowered employees have enabled Disney to develop a lasting relationship with millions of guests worldwide. The human resource department must continually develop successful recruiting strategies and effective reward and recognition programs to maintain high morale and promote teamwork.