Discrimination Treatment Of African Americans Essay

It is known as the land of the free and home of the brave. It’s the United States of America one of the greatest countries to live in. A country where many other people from around the world wish they lived in. â€Å"This country is home to five percent of the world’s population† (13th, Netflix). But I ask is it really the land of the free for everyone? Unfair treatment to African Americans has been around for decades and it’s gone from slavery, to mass incarceration, to police brutality, and to racism that still occurs in the present time. African Americans make up to twelve point three percent of the United States. Through the decades mass incarceration of African Americans has skyrocketed. The dramatic increase in mass incarceration of African Americans has now left more blacks in prison then there was during the time of slavery. Since America started taking more and more prisoners throughout the years a film documentary named 13th illustrates that â₠¬Å"the United States now home to twenty five percent of the world’s prisoners† and that â€Å"1 and 4 human beings are locked up with their hands on bars in this country they call the land of the free† (Netflix). Millions of dollars were spent building more and more prisons to contain and hold all of the prisoners from over the years of incarcerating so much people. So the United States may be known as the land of the free, but to the African American people it isn’t or hasn’t always been so free for them. Unfair treatment to the AfricanShow MoreRelatedDiscrimination Treatment Of African Americans Essay1137 Words   |  5 Pagesthe free really a place of freedom for us all? Unfair treatment of African American has been around for decades and its gone from slavery to mass incarceration, to police brutality and to racism that still occurs in the present time. African Americans make up to 12.3 percent of the United States’ population. Through t he decades, mass incarceration of African Americans has skyrocketed. The dramatic increase in mass incarceration of African Americans has now left more blacks in prison that there wereRead MoreDiscrimination Treatment Of African Americans Essay2319 Words   |  10 Pagesthe free really a place of freedom for us all? Unfair treatment of African Americans has been around for decades and it has gone from slavery to mass incarceration, police brutality and racism, which all still occur presently. African Americans make up 12.3 percent of the United States’ population, and through the decades, mass incarceration of African Americans has skyrocketed. The dramatic increase in the mass incarceration of African Americans has now left more blacks in prison than there were duringRead MoreRacial Discrimination And Related Treatment Of African Americans Essay1735 Words   |  7 Pageshas not had people against them just because they were them† (Ross 2016). Racial discrimination an d related treatment of African Americans over the decades may be deeply rooted in American culture. In fact, it can be traced to the Founding Fathers. As history tells us, two of the most famous Founding Fathers owned slaves, and it goes without saying that for one to justify another’s enslavement—as did wealthy American colonials—that person would have to hold to the belief that the slave is by definitionRead MoreA Brief Note On Medical Care For African Americans Essay1421 Words   |  6 PagesDifferences in Medical Care for African-Americans Discrimination and the differential quality of medical care African-Americans receive are seen in all levels of professional healthcare workers. The differential treatments are ultimately affecting African-American lives due to the pertained racial divide and continued racism that is engrained in American society. The accumulation of racial biases reflects societal norms and it’s problems, and the increase skepticism African-Americans have towards health careRead MoreThe Transformation Of Housing Discrimination Toward African American1750 Words   |  7 Pages The Transformation of Housing Discrimination toward African American One of the American Dreams, home ownership, still inspiriting people to work hard and pursue their dream. In order to achieve a â€Å"color blind† society, the government set many policies to ensure everyone received the equal opportunities when they try to buy a house in the U.S. For example, the Fair Housing Act as a tool to prohibit the discrimination from color, race, gender, religion or family status (Wolf, Heath). However, thereRead MoreDiscrimination And Psychiatric Disorders Among Older African Americans863 Words   |  4 PagesAda Delpino African Americans Discrimination and psychiatric disorders among older African Americans INTRODUCTION: Mouzon, D. M., Taylor, R. J., Keith, V. M., Nicklett, E. J., Chatters, L. M. (2016). Discrimination and psychiatric disorders among older African Americans. Int J Geriatr Psychiatry International Journal of Geriatric Psychiatry. It is with extreme sadness that I read this article. The thought, that an entire population of people exist every day feeling less than, treated less thanRead MoreU.s. Slavery Reparations972 Words   |  4 PagesShould African Americans Receive Reparations? Racism and hate have played a major role in United States history. These words have been the fuel behind slavery, inhuman treatment, and genocides. The Kosovo, Native Americans, Japanese, and African Americans are some of the prominent races that have been affected by racism and hate. The U.S. have given reparations to the victims of Kosovo, Native American, and Japanese, but no reparation have been given to African Americans. For fiveRead MoreA Reflection of the Treatment of African Americans in the 1920s and 30s1378 Words   |  6 PagesWar II, African Americans faced many forms of discrimination. After World War I, during the 1920s, some 800,000 African Americans moved north to cities such as Detroit, New York City and Chicago due to the harsh treatment they faced in the South. However, the North was not free of bigotry. Langston Hughes, a famous African American poet and author, wrote many poems describing the treatment of African Americans and their struggle t o survive. Hughes poems reflect the treatment of African AmericansRead MoreThe Black Renaissance And The Great Depression971 Words   |  4 PagesThroughout history African Americans have not had it easy. Blacks in America have had a long struggle to gain equality and freedom, which still exists to this day. The years 1917 to 1945 were particularly tough for African Americans. Racial discrimination was at a high and segregation laws enforced the idea that blacks were inferior to the whites. African Americans desired to escape the unfair treatment and obtain equal rights, but found themselves stuck. The two World Wars drew African Americans North inRead MoreRacism And Discrimination903 Words   |  4 Pageswhereas discrimination is the unjust and prejudicial treatment towards people or things of a different category or in a sense, the minorities, especially towards race, age, and sexuality. These heinous and prejudicial treatments are happening all over the world ever since the beginning of civilization, with the example of Jewish people being enslaved in ancient Egypt. It can even allude to you or people around you as racism and discrimination can happen to anyone. With these cruel treatments, there

Bone Cancer A Rare Form Of Cancer - 1792 Words

Bone cancer is a rare form of cancer that starts in a person’s bone structure. Bone cancer can develop in any bone of the person, but is commonly seen in the longer bones in the person’s upper and lower extremities. There are several types of bone malignancies that are known, some of which affect children while others primarily impact adults (Mayo Clinic, 2015, p. 1). Among the more prevalent types of bone malignancies include the following (a) Osteosarcoma, this type of malignancy begins in the osteoid tissue of the bone, occurring mainly in the region of the upper arm and the knees; (b) Chondrosarcoma, mainly begins in the cartilage of the bone, and; (c) The Ewing Sarcoma Family of Tumors (ESFTs), occurs in the bone, but also impacts the soft tissue. This type is commonly discovered in the spine and the pelvis region as well as the arms and lower extremities of the person (National Cancer Institute, 2008, p. 1). Aside from these three, there are other types of bone cancers. Among them are Pleomorphic sarcoma of bone or malignant fibrous histiocytoma where these primary affect the soft tissue structures of the body; nevertheless, up to five percent of these cases develop in the bone itself. Lastly, fibrosacroma is a type of cancer that develops in the region behind the area of the knee (Medicine Net, 2015, p. 1). Osteosarcoma is managed with invasive as well as multi-agent chemotherapy regimens. It is crucial for patients are assessed by an orthopedic oncologistShow MoreRelatedInformative Speech : Metastatic Bone Disease860 Words   |  4 PagesTopic: Metastatic Bone Disease Specific Purpose: My intention is to raise awareness of one cancer as well as understanding the purpose of the study. Central Idea: Metastatic bone cancer also known as Osteosarcoma is rare cancer that has no cure. For That reason, more funding and research need to go treatment. Organizational Pattern: Topical order Developmental Forms: Development, Visual Aids Introduction: I. Get attention. I am going to speak to my classmate about cancer. I know cancer is a difficultRead MoreSymptoms and Treatment of Bone Cancer792 Words   |  3 PagesOverview Cancer has hundreds of different types. One of these types is bone cancer. Like most other types of cancer, if bone cancer is not found and treated, it can kill you. Bone cancer is defined as when you get cancer in your bone’s cells. There are two different types of bone cancer. It can be primary or secondary. Primary bone cancer originates in your bones and has several subtypes. However, secondary bone cancer is when the cancer spreads from other parts of your body (such as your lungs)Read MoreAnatomy Carcinoma Of Lung / Skull Metastasis1226 Words   |  5 Pagescarcinomas is cancer that appears in the epithelial tissue. Epithelial tissue is mostly found in the lining of your organs, like the esophagus. Squamous cell carcinoma, or SqCc for short, is known to produce malignant tumours in the brain parenchyma. There has been a case of SqCc that has impacted the parietal bone. An 80 year old Australian man was admitted with a rare form of metastatic carcinoma of the lung. After a physical examination, it was conclude that there was an extensive amount of bone destructionRead MoreEssay about Leukemia and Its Treatment843 Words   |  4 Pagestreat the cancer. Leukemia is a type of cancer. Cancer is a group of more than 100 diseases that have two or more important things in common. One is that certain cells in the body become abnormal. Another is that the body keeps producing large numbers of these abnormal cells. Leukemia is cancer of the blood ce3lls. When leukemia develops the body produces large numbers of abnormal blood cells. In most types of leukemia, the abnormal blood cells and they do not function properly.(Cancer compass 10) Read MoreThe Work Of Living With A Rare Cancer : Multiple Myeloma1482 Words   |  6 PagesMultiple myeloma (MM) is a rare life-threatening cancer that affects the white blood cells known as plasma cells that are found in the soft, spongy tissue at the center of the bones, called bone marrow. The plasma cells are useful in fighting infections by producing antibodies that recognize and attack germs. The plasma cells are transformed into malignant myeloma cells when there are high levels of M proteins or bett er known as the production of abnormal antibodies from a result of myeloma cellsRead MoreCancer Is The Father Of Medicine1458 Words   |  6 PagesCancer is when the cells in a part of the body start to grow out of control. Many types of cancer exist, but they all start the same way, out-of-control growth of cells. It is the second leading cause of death in the United States.The word cancer is credited to the Hippocrates, who is also considered the father of medicine. About one-half of all men and one-third of all women will develop cancer at some point in their lifetime. The first evidence of cancer was found among fossilized bone tumorsRead MoreCommon Types Of Primary Bone Cancer1737 Words   |  7 Pageses. Cancer can begin in any type of bone tissue. Bones are made up of osteoid (hard or compact), cartilaginous (tough, flexible), and fibrous (threadlike) tissue, as well as elements of bone marrow (soft, spongy tissue in the center of most bones). Common types of primary bone cancer include the following: Osteosarcoma, which arises from osteoid tissue in the bone. This tumor occurs most often in the knee and upper arm (1). Chondrosarcoma, which begins in cartilaginous tissue. Cartilage pads theRead MoreBreast Cancer : A Form Of Cancer1373 Words   |  6 Pagesbreast cancer. Breast cancer is a form of cancer that affects the cells of the breast. This happens when cells in the breast grow abnormally. It can spread to nearby tissues and lymph nodes. This cancer can affect bones, liver, and even your brain. All women and men are at risk for breast cancer. It can affect people of every age, race, and ethnic group. Between the ages of 40 and 50, African American women have a higher chance of receiving breast cancer. The ultimate impact of breast cancer is deathRead MoreChildhood Cancer Essay example1626 Words   |  7 PagesChildhood Cancer By: Amanda Bone July 11, 2010 HCA/240 Bruce Gould The body is made up of hundreds of millions of living cells. Normal body cells grow, divide, and die in an orderly fashion. During the early years of a person’s life, normal cells divide faster to allow the person to grow. After the person becomes an adult, most cells divide only to replace worn-out or dying cells or to repair injuries. Cancer begins when cells in a part of the body start to grow out of control. ThereRead MoreThe Treatment Of Bone Cancer Essay1604 Words   |  7 Pagesthe subject of bone cancer because I have had a couple instances of cancer in my family. My father died in his thirties from a rare form of lymphoma when I was eight years old and my maternal grandfather died from leukemia in his eighties when I was twenty-eight years old. The same grandfather had colon cancer in his mid-fifties. This resulted in surgery to remove most of his colon which lead to the use a colostomy bag for the remaining part of his life. I know that some forms of cance r are caused by

Transactions on Information Forensics and Security †Free Samples

Question: Discuss about the Transactions on Information Forensics and Security. Answer: Introduction: According to this particular article, network security is an important part of modern technology that is based on the internet and the virtual world. With the massive advancement of modern computing and information technology, the security threats are also increasing day by day. Hence, they have reiterated their concern regarding the situation of network security in the current world. They expressed in their works that network security issues are the fastest growing problems in the modern technology as the unethical users of the internet are using unethical techniques to steal information from other organizations or entities. Sometimes, the information is used as a medium for ransom. In this article, the authors have emphasized their works mainly on the nature of the network security issues that are consistently threatening the world technology at the current time. They said that the main security threat comes from the numerous malwares that are spread throughout the internet in the forms of popups, website links, patch files and others by some unethical users of the internet. These files have the capability to create malfunctions inside a system or even destroy it in certain conditions. Although these files can be removed more or less easily, there are massive threats as they go undetected most of the times while entering the system. The authors in their work emphasized on the subject of hacking that have become the biggest threat to the online virtual world these days. Using strong hacking techniques, hackers are able to access even the most secure information from different organizations and use them for ransom or even sell them to the rival organizations in exchange of money. With the development of technology, the technologies of the hackers are also advancing at an alarming rate and as a result, they now have the power to take over the entire server of an organization, even if it is for a few minutes. Within this small period of time, the hackers are able to extract the secure pieces of information that are stored inside the server. Virtualization of the storage systems has further attracted the attackers to steal the data and information. In exchange of return, the hackers either claim large ransom or sell them to a rival organization. In this article, the authors have discussed about possible effects of these security issues on the computing world. They have first raised the concern that the most basic level of effect is the stealing of personal information of different persons for doing unethical works and transactions with identity masking. However, they have expressed that the far reaching consequences are even worse than this problem. Due to the hacking of the servers of different private or government organizations, secure data and information are lost. While the business and other similar data generates high sale or ransom values, the organization and eventually the country faces economic crisis due to virtualization of the monetary unites. On the other hand, from government organizations, defense and security data can be stolen and might be sent to rival countries by the hackers, resulting in the wars. The authors here have discussed about possible solutions for the network security issues. They have advised the common and general users to use strong firewalls and antivirus security softwares to protect the system. According to them, these will be more or less sufficient for home connections. However, they also said that the large organizations need to revamp their existing IT model and reinforce cyber security options before starting daily operations of business and others. References Carter, K. M., Idika, N., Streilein, W. W. (2014). Probabilistic threat propagation for network security. IEEE Transactions on Information Forensics and Security, 9(9), 1394-1405. Daya, B. (2013). Network security: History, importance, and future. University of Florida Department of Electrical and Computer Engineering. Durairajan, M. S., Saravanan, R. (2014). Biometrics Based Key Generation using Diffie Hellman Key Exchange for Enhanced Security Mechanism. International Journal of ChemTech Research CODEN (USA): IJCRGG, 6(9), 4359-4365. Gelenbe, E., Grbil, G., Tzovaras, D., Liebergeld, S., Garcia, D., Baltatu, M., Lyberopoulos, G. (2013). NEMESYS: Enhanced network security for seamless service provisioning in the smart mobile ecosystem. In Information Sciences and Systems 2013 (pp. 369-378). Springer, Cham. Kahate, A. (2013).Cryptography and network security. Tata McGraw-Hill Education. Knapp, E. D., Langill, J. T. (2014).Industrial Network Security: Securing critical infrastructure networks for smart grid, SCADA, and other Industrial Control Systems. Syngress. Manshaei, M. H., Zhu, Q., Alpcan, T., Bac?ar, T., Hubaux, J. P. (2013). Game theory meets network security and privacy.ACM Computing Surveys (CSUR),45(3), 25. Perlman, R., Kaufman, C., Speciner, M. (2016).Network security: private communication in a public world. Pearson Education India. Shin, S., Wang, H., Gu, G. (2015). A first step toward network security virtualization: from concept to prototype. IEEE Transactions on Information Forensics and Security, 10(10), 2236-2249. Stallings, W., Tahiliani, M. P. (2014).Cryptography and network security: principles and practice(Vol. 6). London: Pearson.

Internet and Digital Literacy Indigenous Employment

Question: Describe about the Internet and Digital Literacy for Indigenous Employment. Answer: Literature Review According to estimates from the Australian Bureau of Statistics (ABS), the Aboriginals and the Torres Strait Islander comprise of roughly 700,000 people or approximately three percent of the Australian total population. Most of these marginalized groups live in South Wales (208,500) and Queensland (190,000) inhabitants (ABS, 2015). The Aboriginal are today known to have a younger age population compared tot eh non-indigenous population, comprising of massive proportions of citizens who are young and a smaller percentage of elderly. The median age of the Aboriginals by 2011 was 21.8 years comparatively to the 37 years of the indigenous population (Mahadeva, 2016). Fig 1.0 Age group comparison of the Aboriginal VS Non-indigenous To be precise with the above statistics, amongst the people identified as Aboriginal and Torres Straight Islander in 2011, it is only 6 percent of this particular cluster were Torres Strait Islander and 4 percent combination of both, while the rest 90 percent were identified as pure Aboriginal. As of June 2011, approximately 33 percent of the Aboriginals and Torres stayed in the main cities across Australia. An additional 15 percent remained in inner regional Australia, another 15 percent were in outer regional Australia, while the rest stayed in remote and very remote regions of Australia (Department of Aboriginal Affairs, 2016). The scenario is indicated in the table below. Aboriginals and Torres Non-Indigenous Total Remoteness of the Region Percentage Percentage Percentage Major Capitals 34 72 70 Inner regions 22 18 19 Outer Regions 21 9 9 Remote regions 8 1 1 Very remote regions 14 1 1 Table 1.0: Percentage of Aboriginal VS non-indigenous in Australian regions Therefore, due to marginalization, the aboriginals are consistently associated with isolation with extremely minimal levels of literacy and to be precise digital literacy. The group is known to lack basic computing skills such as sending and reading emails, using typical office applications, or even browsing the internet (Cicarelli, 2012). As a result, the Aboriginals are unable to tap into the opportunities presented through the information superhighway (ABS, 2010). How to Assist the Aboriginals living in remote areas of Australia One of the best ways to instill digital literacy is to ensure that all the Aboriginals possess basic literacy skills. Such a population groups should have access to tools that will teach them how to read and writer. However, since literacy is a long process that may take almost two decades, and often it is a prerogative of the government to ensure that all citizens are equally educated. Therefore I am proposing a digital literacy program that will teach basic digital literacy skills such as operating computers, processing documents, accessing the internet and reading/replying emails (Deakin University, 2010). The digital literacy program will mostly focus on the active and young minds, and the opportunities will be on merit, first come first served. Through the initiative, there shall be a digital literacy hub that integrates an interactive and a digital platform system comprising of proactive IT tools, schooling resources, and libraries that will improve upon the indigenous population digital literacy skills (Rivoltella, 2008). The dynamic learning environment will provide interactive learning sessions through: Electronic Books: These are targeted to kids from age 3-14, and they will comprise of audiovisual materials designed specifically for the original audience. Literacy and Numeracy Games: Through interaction, the tools can extract meaningful engagement and collaboration, and as a result enhance proficiency in reading and grammar. Testing and Evaluation: It will mainly challenge the learners to improve their skills in general knowledge, spelling, and arithmetics Education Resources: It will comprise of interactive puzzles and downloadable forms that engage and challenge student's mind in numeracy and literacy progression. Webinar Portal: It is designed to introduce the learners to the world of the internet, and it will be used in setting appointments between mentors, tutors, and the students. Through engagements from the portal, students will have more interactive sessions with their peers, and through practice, they can begin accepting the benefits of online technologies. Portal for indigenous employment: This particular platform will act as an initial step towards introducing the Aboriginals into the world of opportunities presented by the internet. Vacancies shall be posted in different sectors such as education, government, non-governmental initiatives, and the indigenous population will also be provided with an opportunity for an internship. Aboriginals Digital Literacy Program Under the Aboriginals digital literacy program, various initiatives shall be introduced geared towards enhancing the level of participation of all the Aboriginals and the wider community to participate in critical subjects such as mathematics, engineering, science, and technology to improve their digital literacy skills. The program is going to be designed with a sole focus on tackling the digital divide through ensuring that learners, who are the Aboriginals living in remote regions of Australia. These are also the target group who are suffering from falling behind in the digital era are accorded an opportunity to participate and engage themselves with modern information systems infrastructure (Wempen, 2014). Some of the initiatives likely to be undertaken through such a program include: Up-skilling the Instructors There shall be a world-class curriculum that will provide learners with the challenges inherent with a digital village. Village-specific cybercafs shall be set up that will equip the students with requisite skills to proactive to engage themselves in an online community. The program will recruit instructors who will teach courses that enable the aboriginals to develop basic reading and writing skills about modern technologies. The instructors will also be re-trained fresh so that their training skills scales with the demands of the Aboriginals since these are the marginalized groups living in some of the remotest parts of Australia (Hjorth, 2009). Some of the skills that they should be taught include Listening, talking and explaining points, illustrating by an example, aboriginal culture, the average literacy rate of the Aboriginal so that the instructors exactly knows how to explain points to the target group. Up-skilling the Learners The program shall be 100 percent sponsored through the initiative, however, due to the limited capacity at the training center, participants will be required to register with their official names so that they can be assigned class and lab sessions. The classroom and lab sessions will be strict so that there are no cases of overcrowding the rooms, however, during instances when a class or lab session is incomplete, a learner through request can be allowed to attend any of the sessions (Eisenberg et al., 2004). To foster collaboration in the initiative, the program will run contests that set different computing/coding challenges to the Aboriginals. There shall be boot camps where learners are taught critical information skills such as email and internet etiquette. Through such boot camps, students are taught how to convey their messages through the use of proper language and which types of websites to visit using a public computer. Learners will also be taught on the benefits of being digital literate, and how they can harness the power of the internet in business, medicine, learning, and applying for jobs. Learners will also be taught on how to use standard computer applications such as spreadsheets, word processors, and power point presentations. However, such educational dispensation shall only be limited to learners with at least ten years of learning inside a classroom since the program is not designed as a literacy program per se, but a digital literacy initiative geared towards the Aboriginals who at least can read and write. Facilitation of Partnership with Industry Stakeholders The digital learning initiative shall provide flexible support partnership with industry players and the learners, through helping both students and learners understand how digital literacy is applied in a real world scenario. The students will be given internship opportunities to do simple tasks such as reading/replying emails, data entry, scanning for prospective job applications and also learning on how they can assist fellow Aboriginals find a market for their farm produce through the internet (Henderson, 2012). Funding of the Programme The program shall have a budget, however, the budget is not limited, and well-wishers including non-governmental organizations, foundation, civil society, the private sector and the government can come in donate anything that they think will go a long way towards the sustenance of the digital learning initiative. Among the products likely to be accepted include: Equipment Required Pre-fabricated containers either 20 or 40 feet long These vessels will act as classrooms or computer laboratories, and they will be partitioned and remodeled to reflect a standard class. The containers are preferred due to their portability, durability, and their ease to customize. Computers These include Desktop computers, laptops, Tablet devices, Application software's, and mobile devices These gadgets will be used as the client system that learners will utilize as practical tools in their digital literacy programs. Apps will be developed to assist students to engage in the lab environment, while at work, and also while at home to provide them with a practical approach to the benefits of digital learning. Learners will be shown how different mobile Apps work and their benefits to the society and how students can use these Apps to improve their lives. Standby Generators and Solar Systems These electricity generation appliances will mainly be used to the power of the computer systems and other gadgets in the laboratory. They are also ideal since the containerized laboratories can be installed in very remote regions that are very far from the power grid. Internet Connection The Internet will mainly be supplied through a satellite link, because, Very Small Aperture Terminal (VSAT) technology is considered to be borderless and can penetrate even the most remote regions such as islands. However, for the internet connection to be active, the computers will have to be inter-networked through a Local Area Network (LAN) system. Other mandatory devices that work alongside the internet shall include; routers, switch, and Voice over Telephony (VOIP) system. Projector Screen It will be used as the primary display inside the classroom and at the laboratory that the instructor shall be using to teach practical digital literacy skills. The projector screen shall be connected to the instructor's laptop machine, and through the screen, learners will learn step by step instruction on how to word process, read/send emails, check job opportunities, collaborate via social media, even entertain themselves through digital platforms. Printers They are mainly used to convert softcopy documents into hardcopy format and students will also be taught about the benefits of converting from hardcopy to softcopy and vice versa. Desks These will be used to place the machines and will also provide some platform that students can use to scribble some points in their hardcopy notepads Chairs They will be used for seating inside the classrooms and the laboratories. References 4704.0 - The Health and Welfare of Australia's Aboriginal ... (n.d.). Retrieved October 17, 2016, from https://www.abs.gov.au/AUSSTATS/abs@.nsf/lookup/4704.0Chapter210Oct 2010 Cicarelli, J. (2012). Economic Thought Among American Aboriginals Prior to 1492. American Journal of Economics and Sociology, 71(1), 77-125. doi:10.1111/j.1536-7150.2011.00817.x Department of Aboriginal Affairs (2015). Retrieved October 19, 2016 from https://www.daa.wa.gov.au/about-the-department/news/from-the-dreaming-to-modernity/?epieditmode=true Digital Literacy - Deakin University. (2010). Retrieved October 17, 2016, from https://www.deakin.edu.au/__data/assets/pdf_file/0017/38006/digital-literacy.pdf Eisenberg, M. B., Lowe, C. A., Spitzer, K. L., Spitzer, K. L. (2004). Information literacy: Essential skills for the information age. Westport, CT: Libraries Unlimited. Henderson, R. (2012). Teaching literacies in the middle years: Pedagogies and diversity. South Melbourne, Vic.: Oxford University Press. Hjorth, I. A. (2009). Digital literacy: A critical investigation of definitions, applications and assumptions in initiatives and policies in the UK and beyond. Key Indicators. (2015). Retrieved October 17, 2016, from https://www.abs.gov.au/ Mahadeva, D. (n.d.). Dalits and Aboriginals: Rebuilding India and Australia. Retrieved October 17, 2016, from https://www.aljazeera.com/indepth/features/2016/09/dalits-aboriginals-rebuilding-india-australia-160928153557057.html Rivoltella, P. C. (2008). Digital literacy: Tools and methodologies for information society. Hershey PA: IRM Press. Wempen, F. (2014). Computing fundamentals: Digital literacy. Place of publication not identified: John Wiley.

Daughter acrobat Review Essay Example

Daughter acrobat Review Paper Essay on Daughter acrobat Daughter and son fantasy acrobat Back in the 19th century, Anatole France said, the best of the books the ones that give the most food for thought, and at the same time on a variety of topics. So, I carry a book Jostein Gaarder Daughter acrobat to the best. The day for which I read it, I would call a day in another world. I actually lived with the characters in this book, and it was very difficult to break away from these pages that attracted me with him to the gates of another world the world of fantasy. It is with these pages I have gained a new friend Petter, anyway Spider, the main character of this book. In life, he goes with fantasy hand in hand. She pursues him or is it? But the destiny prepared for Petter such surprises and stories are similar to those which he supplied the writing fraternity. He chose this path. It was he who was ordained him. Because he is not like everyone else. He Spider. He snared his web of the whole world, and finally himself in it, and confused. Happiness was very close. Yes, ordinary human happiness a beautiful wife, baby daughter. But this happiness was not for him, not for the spider. He chose a different path or the path chosen him ? This is the way a lot of obstacles and errors. Way of the S pider. He proved this web enmeshed with the most dear to him people. Authority of Her Majesty Fantasy drove it to a standstill. One can only hope for a miracle. We will write a custom essay sample on Daughter acrobat Review specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Daughter acrobat Review specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Daughter acrobat Review specifically for you FOR ONLY $16.38 $13.9/page Hire Writer He was two steps away from happiness, but they have not met he was destined to a different fate. Unusual craft, the unusual love two loves, one unfortunate friend. And love for fantasy, which, in my opinion, he has blocked the way to happiness. But it is not for us to judge Spider he has lived an interesting life, His life, which is not similar to the lives of millions of others. He did not know what to leave eight to work, smacking his wife goodbye, that is to come home to a hot meal, princess-daughter. But he knows a lot of other things that are alien to us. The book was a very unusual and fascinating. It really gives a lot to think about where it is, happiness, whether it is the same for everyone? The fact that the means of your life for someone fantasy it is life itself. And in the end, these concepts are confused and are woven into one unit, which is already impossible to disentangle. This is my vision of this book it would be interesting to know your opinion

Motivating Employees through training

Motivating Employees through training Free Online Research Papers INTRODUCTION The success of any organization depends on the ability of managers to provide a motivating environment for its employees. Motivated employees are more productive, happier, and stay with the organization longer. One of the primary tasks a manager faces is to find out what motivates their staff. By understanding employee needs, managers can understand what rewards to use to motivate them. Advanced economies are constantly evolving. There is a general sense that the pace of change has accelerated in recent years, and that we are moving in new directions. Central to these notions is the role of technology, particularly information technology. The implementation of these technologies is thought to have substantial impact on both firms and their workers. Globalization and increasing international competition also contribute to the sense of change. In this environment, greater attention is being paid to the management and development of human resources within firms. Education and training are increasingly seen as an important investment for improved prosperity- both for firms and individual workers. This paper studies what motivates employees and designing a motivation program based on those needs, drives, and expectations. NEW TRENDS IN HUMAN RESOURCE MANAGEMENT With todays workforce, becoming increasingly diverse, and organizations are doing more to maximize the benefits of the differences in employees, Human Resource managers are evolving from the old school sideline player to the front-line fighters. Organizations are relying on managers to get the people who get the job done, and of course, make the company money. People have always been central to organizations, but their strategic importance is growing in todays knowledge-based business world like never before. An organizations success increasingly depends on the knowledge, skills, and abilities of its employees, particularly as they help establish a set of core competencies, which distinguish one organization from its competitors. When employees talents are valuable, rare, difficult to imitate and organize, an organization can achieve a sustained competitive advantage. In order to compete through people, an organization has to be able to do a good job of managing their human capital: the knowledge, skills, and capabilities that add value to the organizations. Managers must develop strategies for identifying, recruiting, and hiring the best talent available. Develop these individuals in ways that are specific to the needs of their individual firms, encourage them to generate new ideas while familiarizing them with the company strategies, invite information sharing, and rewarding collaboration and team work. The basis on which compensation payments are determined, and the way they are administered, can significantly affect employee productivity and the achievement of organizational goals. It is generally recognized that firms that innovate are more profitable, grow more rapidly and create a larger number of jobs. Within a firm, the process leading to innovation requires a high level of human capital among workers. In order to participate fully in this process, workers must not only acquire strong basic knowledge through the education system but also need to have opportunities to acquire training in the labour market. Training taken within the firm could extend the knowledge acquisition process and help workers to renew or adapt previously accumulated skills and enable them to fully contribute to the improvement of productivity or to innovation (see Figure 1). Figure 1 Human Resource Managements front-line fight is to get the organization in order. Evidence points to a more active interest in and careful implementation of human resource management. Management is, by definition, getting things done through people. If managers are to increase productivity, reduce costs, and improve their organizations competitive advantage, they must focus on how properly manage personnel. Creating effective motivation and leadership, recruiting and retaining the right personnel, rewarding and treating employees fairly, establishing an environment that supports the people and benefits the organization, the Resource Manager looks towards a future with exciting challenges and opportunities for managing an organizations most valuable resource its people. UNDERSTANDING EMPLOYEE DRIVES AND MOTIVATIONS Definition of Employee Motivation The heart of motivation is to give people what they really want most from work. The more you are able to provide what they want, the more you should expect what you really want, namely: productivity, quality, and service. When you think about it, the success of any facet of your business can usually be traced back to motivated employees. From productivity and profitability to recruiting and retention, hardworking and happy employees lead to triumph. Unfortunately, motivating people is far from an exact science. There is no secret formula, no set calculation, and no work sheet to fill out. In fact, motivation can be as individual as the employees who work for you. One employee may be motivated only by money. Another may appreciate personal recognition for a job well done. Still another may work harder if she has equity in the business. The way I believe you motivate people is to make it clear not only what goals the company is trying to achieve but also why the goals are important to society. It is important that employees feel a sense of passion and deep interest in doing a good job, no matter how big or little the job may be. Matching the right job with the right person will further help to motivate employees. An employee who feels mismatched with their job will feel frustrated and motivation will decrease. Many individuals express frustration in performing the same responsibilities repeatedly . The ability of a company to structure career planning programs, including job rotations, skills training, and project management assignments are of interest to many employees. Providing immediate recognition for a job well done is most rewarding. This will likely ensure work to continue to be good throughout the day, week, or month. If recognition is only given at specific times, employees will only be motivated closer to the time the recognition or reward is expected. Advantages of Employee Motivation A positive motivation philosophy and practice should improve productivity, quality, and service. Motivation helps people: achieve goals; gain a positive perspective; create the power to change; build self-esteem and capability; manage their own development and help others with theirs. Disadvantages of Motivating Staff There are no real disadvantages to successfully motivating employees, but there are many barriers to overcome. Barriers may include unaware or absent managers, inadequate buildings, outdated equipment, and entrenched attitudes, for example: We dont get paid extra to work harder. Weve always done it this way. Our bosses dont have a clue about what we do. It doesnt say that in my job description. Im going to do as little as possible without getting fired. Such views will take persuasion, perseverance, and the proof of experience to break down. Basic Principles to Remember 1. Motivating employees starts with motivating yourself. A great place to start learning about motivation is to start understanding your own motivations. The key to helping to motivate your employees is to understand what motivates them. So what motivates you? Consider, for example, time with family, recognition, a job well done, service, learning, etc. How is your job configured to support your own motivations? What can you do to better motivate yourself? 2. Key to supporting the motivation of your employees is understanding what motivates each of them. Different things motivate each person. Whatever steps you take to support the motivation of your employees, they should first include finding out what it is that really motivates each of your employees. You can find this out by asking them, listening to them and observing them. 3. Recognize that supporting employee motivation is a process, not a task. Organizations change all the time, as do people. It is an ongoing process to sustain an environment where employees can motivate themselves. If you look at sustaining employee motivation as an ongoing process, then you will be much more fulfilled and motivated yourself. 4. Support employee motivation by using organizational systems (for example, policies and procedures) do not just count on good intentions. Do not just count on cultivating strong interpersonal relationships with employees to help motivate them. The nature of these relationships can change greatly, for example, during times of stress. Instead, use reliable and comprehensive systems in the workplace to help motivate employees. For example, establish compensation systems, employee performance systems, organizational policies and procedures, etc., to support employee motivation. In addition, establishing various systems and structures helps ensure clear understanding and equitable treatment of employees . THEORIES OF HUMAN MOTIVATION Hierarchy of needs theory Abraham Maslow proposed the theory called hierarchy of needs theory . Maslow believed that within every individual, there exists a hierarchy of five needs and that each level of need must be satisfied prior to an individual pursues the next higher level of need. As the individual progresses through the levels of needs, the preceding needs lose their motivational value. The five levels of needs, according to Maslow are 1. Physiological Needs These needs include food, water, and sex, which are essential for us to survive. If these needs are not met, then all other needs will not be a source of motivation. 2. Safety Needs This refers to the need to feel safe from physical and emotional harm. 3. Social Needs These needs are concerned with social interactions with others. The individual needs to feel a sense of belonging, affection, acceptance, and friendship. 4. Esteem Needs Esteem is concerned with the feelings of self-confidence derived from achieving something, and the recognition and prestige that comes with that achievement. 5. Self-Actualization Needs This level of needs is concerned with achieving ones full potential and dreams. It is only when these needs are met that workers are morally, emotionally, and even physically ready to satisfy the needs of the employer and the customers. Two-factor theory Fredrick Herzburg developed another popular theory of motivation called the two-factor theory . Herzburgs findings suggest there are two factors that contribute to employee satisfaction and dissatisfaction. The first is referred to as motivators, which includes responsibility, advancement, and recognition. The other is known as hygiene factors. These factors include the work environment, management, salaries, and company policies. Unsatisfactory hygiene factors can act as de-motivators, but if satisfactory, their motivational affect is limited without motivators. Thus, Herzberg has put emphasis on the psychological needs of the employees in designing jobs. Reinforcement theory Another theory, developed by B.F. Skinner, is the reinforcement theory . This theory is a behavioral approach. The main point is consequences influence behavior. According to the reinforcement theory, there are four ways to modify behavior. The first and most affective way is positive reinforcement, which refers to rewarding a desirable behavior to strengthen the likelihood that it will be repeated. The second way a manager can modify behavior is negative reinforcement, which is defined as removing a negative stimulus in the environment after the behavior occurs. Another way to modify behavior is punishment, which decreases the chances of the behavior to occur. The last method of behavior modification is lack of reinforcement. The idea behind this method is that if a behavior is not reinforced in any way that it will decrease in frequency, and be eliminated. Expectancy theory The last theory of motivation this paper will cover is the expectancy theory , proposed by Victor Vroom. Unlike the reinforcement theory, this theory is concerned with internal processes that an individual undergoes in order to decide whether they want to put forth the effort to strive towards a specific goal. According to Vroom, there are three important elements to consider when determining motivation. The first element is valence, this refers to the desire an individual has to achieve a goal or fulfill a need. The second element is instrumentality, this is the belief that if an individual gives a certain level of performance, then a desirable outcome is expected. The third element is expectancy, this is the belief an individual has about the relationship between effort and performance, if one exerts a high level of effort, then one can expect good performance. What motivates people depends on their perception of the attractiveness of the goal and its attainability. Regardless of which theory is followed, interesting work and employee pay are important links to higher motivation. Options such as job enlargement, job enrichment, promotions, monetary and non-monetary compensation should be considered. ESTABLISHING COMPENSATION PACKAGES Work is about the money and earning a living. Work becomes not about the money only when employees have enough money to meet their basic living expenses. Establishing compensation programs require both large and small organizations to consider specific goals. Employee retention, compensation distribution and adherence to the budget must be carefully weighted against the overall organizational goals and expectations. Compensation must reward employees for past performance while serving as a motivation tool for future performances. Internal and external equity of the pay program will affect employees concepts of fairness. Organizations must balance each of the concerns while remaining competitive. For internal equity, an organization can use one of the basic job evaluation techniques to determine relative worth of job. The most common are the ranking and classification methods. The job ranking system arranges jobs in numerical order based on the importance of the jobs duties and responsibilities to the organization. Job classification slots jobs into reestablished grades with higher rated grades requiring more responsibilities, working conditions, and job duties. External equity can be determined by a wage survey. Data obtained from the surveys will facilitate establishing the organizations wage policy while ensuring that the employer does not pay more, or less, than needed for jobs in the relevant labor market. Base salary is only one aspect of a retention plan for important employees. By offering enticing compensation packages, equitable pay, flexible benefits and known incentives, an organization allows itself the luxury of identifying and selecting those, which meet the needs of the organization. In filling job openings above the entry level an employer usually finds it advantageous to use transferring and internal promotions. By recruiting from within, an organization rewards employees for past performances and sends a signal to other employees that their future efforts will payoff, while capitalizing on previous investments made in recruiting, selecting, developing, and training its current employees. The budget for salary, compensation, and benefits is not unlimited in most organizations. Thus, in addition to traditional increases to base pay, and variable rewards, such bonuses, profit sharing and gain sharing, I recommend attention to quality of work life rewards. These can include the following: Payment of a one-time, lump sum payment for a result or outcome that deserves recognition. Payment of smaller rewards with â€Å"thank you† notes for above the call of duty contributions These are not necessarily tied to an achieved result, but they are contributions, that when emphasized, increase the probability of results. Increased emphasis on additional benefits such as pre-paid legal assistance, educational assistance, and vision insurance. Increased opportunity for flexible work arrangements and job-sharing. An organizational emphasis on the training and development of employees. Clear career paths so employees see opportunities within your organization. In summary, organizations are moving toward salary and compensation systems that emphasize flexibility, goal achievement, and variable pay based on performance, and less emphasis on increases to base pay. They are using bonuses based on profit and accomplishment to add to employee compensation. The rising cost of benefits is causing rethinking of their place in the compensation system. Forward thinking organizations are emphasizing â€Å"quality of work life† rewards and recognition to add to the value of the total compensation package. Benefits Benefits and incentive plans are valuable rewards in recruiting and retaining essential employees. Benefits are an established and integral part of the total compensation package. In order to have a sound benefits package there are certain basic considerations. It is essential that a program be based on specific objectives that are compatible with the organizational philosophy and policies as well as affordable to the company. By utilizing a flexible benefits package, employees are able to choose those benefits that are best suited to their individual needs. On average, organizations spend 41 cents for benefits for every dollar of payroll. That is 29 percent of the total employee compensation package. Research reported in the journal, Personnel Psychology, suggests that employees only understand and appreciate between 31 and 68 percent of the cost or market value of the benefits they receive . Employees undervalue their benefits for many reasons including: employers communicate the value of the benefits poorly, the employees have little or no choice in benefits packages or options, and the employees misunderstand the market value of benefits. Firms that wish to maximize the value of their benefits expenditures need to survey their employees to ask them what they value and how much. Benefits surveys or focus groups are important first steps in understanding employee preferences. Relevant questions might include the following. What benefits are most important to you? If you could choose one new benefit, what would it be? If you were given X dollars for benefits, how would you spend them? Follow-up research about the cost of the benefits employees desire, can help you determine which programs will provide the most â€Å"bang for the buck.† Based on the data developed, you can adapt your benefit offerings or provide choices consistent with organizational objectives such as employee retention or performance. The success of an incentive pay plan depends on the organizational climate in which it must operate, employee confidence in it, and its suitability to employee and organizational needs. Importantly, employees must view the incentive plan to be equitable and related to their performance. Tuition Assistance Tuition assistance is an employer-provided employee benefit that is a win-win for your workplace. In a tuition assistance program, an employer pays all or part of an employees cost to attend college or university classes. Most employers, who offer a tuition assistance program, pay the full cost of the employees tuition, lab fees, and books. In most cases, employers cap the amount of tuition assistance available for employees. Either employers set a limit in terms of dollars available per employee per year or they establish the number of classes they will pay for per year per employee. When tuition assistance is available, the most common method for administering the program is to require employees to pay for their own tuition and books when they register for classes. The employee is then reimbursed when he or she submits the receipts and evidence of earning a C or above grade upon completion of the class. In some cases, where extensive funds are spent on tuition assistance, the employer requires that the employee sign an agreement to pay back the tuition assistance if he or she leaves the organization within a certain period. In these cases, the employer forgives a percentage of the tuition assistance for every year the employee stays with your organization . Tuition assistance makes sense for employers because you enable your employees to continue to grow and develop their knowledge. Your employees stay in the practice of learning and university attendance fosters an environment at work that supports employee learning. Performance appraisals Performance measures should be quantifiable, easily understood, and bear a demonstrated relationship to organizational performance. Performance appraisal programs serve many purposes, but in general, those purposes can be clustered into two categories: administrative and developmental. The administrative purposes include decisions about who will be promoted, transferred, or laid-off. Developmental decisions include those related to improving and enhancing an individuals capabilities. These include identifying a persons strength and weaknesses, eliminating external performance obstacles, and establishing training needs. In every enterprise, every form of employee compensation or reward is either contingent or non-contingent on accomplishment of desired performance. Contingent Reward is that which can only be had through doing desired performance. In other words, if the performance is not accomplished, the reward is not realized. Non-contingent Reward is that which can be had without doing desired performance. In other words, employees get it regardless of whether or not they accomplish desired performance. A key to building employee motivation for desired performance is to increase the amount of contingent reward and decrease the amount of non-contingent. The difference between the amounts of contingent and non-contingent reward we call the contingency differential. The greater the differential between contingent reward and non-contingent reward, the more frequently employees will choose desired performance over undesired performance . We should consider installing a differential pay program - a program that enables each employee to get a larger paycheck when s/he accomplishes a particular â€Å"bonus† performance criteria during the pay period. By doing that, we increase the net payoff that employees derive from pursuing desired performance, which builds their motivation for continuing to pursue it. Carefully designed performance standards that are reliable, strategically relevant, and free from either criterion deficiencies or contamination are essential foundations for evaluation. TRAINING Providing opportunities to learn new technologies, methods and accomplish new achievements are significant in capturing prolonged interest from high potential staff. Giving people the opportunity to gain exposure and implement new programs while building self-esteem and credibility is valuable for both the company and the employee. Opportunity and recognition of accomplishments can prove to be a much more lucrative incentive than any financial considerations a company may offer. Today organizational operations cover broad areas and require continuous training for effective job performance, evolutions in product areas, and corporate growth. In order to have effective training programs organizations can utilize a systems approach. Key areas of this approach include needs assessment, program design, and evaluation. Needs assessment begins with organizational analysis. Managers must establish a context for training by deciding where training is needed, how it connects with strategic goals, and how organizational resources can best be used. In designing a training program, managers must utilize principles of learning in order to create an environment that is conducive to learning. The evaluation of a training program should focus on several criteria: participant reactions, learning, behavior changes on the job, and bottom line results. There are two types of training, classroom training supported by the employer and on-the-job training supported by the employer. Classroom Training Classroom training (sometimes called formal training) is defined as training activities with a predetermined format, pre-defined objectives, specific content and progress that can be monitored or evaluated. Occupation appears to have a significant impact on the probability of taking classroom training, but not much on the probability of taking on-the-job training. The various categories of workers (except managers) are less likely than professionals to take classroom training. Thus, professionals not only have better access to training but they are also more inclined to take it, if available. Permanent workers are more likely than non-permanent workers to take classroom training (of around nine percentage points) and on-the-job training (five percentage points). Since firms are less likely to recover their investment in training for temporary workers, they will be less inclined to support training for these workers (especially the most costly training). Temporary workers may also be less interested in investing time in training if they see few benefits in it. Further, participation in classroom training increases with level of education, these two forms of investment appearing to be complementary. However, this effect appears to be limited to post-secondary education since the effect of a high school diploma (compared with no high school diploma) is not significant. Having a university diploma increases the probability of taking classroom training by 12 percentage points. The probability of taking on-the-job training does not appear to be substantially affected by the level of education. One possible explanation of this phenomenon is that this type of training is more useful at the beginning of employment in order to assimilate the characteristics inherent to the work performed, and that this applies to all workers regardless of level of education. On-The-Job Training By definition, on-the-job training is given during work hours and at the workplace (in a location that is not necessarily separate from the production facilities). On-the-job training involves four steps : 1. DESCRIBE the performance to be learned. 2. DEMONSTRATE how to do it. 3. REVIEW the employee doing it. 4. REINFORCE the employee for what s/he did well. If needed, Step 5 is REPEAT steps 2-4. Step 1 Describe DESCRIBE what the learner will be learning. In doing this, describe WHAT the task is, HOW it is done, and WHY it is done that way. Bear in mind, the ability to do something well usually depends on three components: Attitudes, Skills, and Knowledge. So be sure to describe the particular attitudes, or perspectives, that are vital to doing the task excellently. In addition, explain how excellent performance of the task is important to the company. Also, explain how it can contribute to an employees career development. Step 2 Demonstrate DEMONSTRATE how its done. If the tasks performance involves a particular speed, first demonstrate how its done at regular or full-speed, then demonstrate it at half-speed, or step-by-step. For the step-by-step demonstration, consider having the trainee/s read aloud the procedure for each step prior to you’re doing it, if applicable. Also, consider fortifying your demonstration with a follow-up visual aid (photo, video tape, computer CD). Step 3 Review Have the trainee try it while you REVIEW his/her performance. Before s/he starts, ease the tension by explaining, â€Å"No one expects perfection first time out. So just relax, enjoy it and give it your best effort - whatever happens will be fine.† If it is a complex multi-step process, suggest that the person refer to the manual between steps. Finally, if applicable, have the trainee explain what they are doing while they are doing it. Step 4 Reinforce REINFORCE the trainee for good performance. To do this, point out what the trainee did well and praise him or her for it. This is vital to creating a positive attitude and motivation to continue learning. Therefore, no matter how weak the persons first performance might be, always pick out the strongest aspect of their demonstration and commend them on it. General Benefits from Employee Training and Development There are numerous sources of online information about training and development. Several of these sites suggest reasons for supervisors to conduct training among employees. These reasons include: Increased job satisfaction and morale among employees Increased employee motivation Increased efficiencies in processes, resulting in financial gain Increased capacity to adopt new technologies and methods Increased innovation in strategies and products Reduced employee turnover Risk management, e.g., training about sexual harassment, diversity training CONCLUSION Every employee has a need for self-expression, entertains plans for professional development and career advancement, wishes to be accepted as family member, feel respect towards management and pride in his/her work, receive acknowledgment and reward, be listened to and trusted. Through strategic communications, it is manager’s duty is to share with employees’ company goals, market, industry and business information and futures plans, and invite employees to give feedback. We must learn how to place people in a role where they can use their abilities and make progress towards the realization of personal goals. Misplacements can cause a company substantial financial loss due to turnover, accidents, lawsuits, rebates, refunds, loss of customers and sales. Fair benefits and pay is the cornerstone of a successful company that recruits and retains committed workers. If you provide a living wage for your employees, you can then work on motivational issues. Without the fair living wage, however, you risk losing your best people to a better-paying employer. It is important for employees to know that management is aware of their existence, recognizes them, remembers their names and greets them. Managers who fail to greet employees or respond to greetings lead to a high degree of de-motivation, lack of trust, and disloyalty. We must learn how to create a corporate culture and a supportive work environment. This is done through leadership and management excellence, a human approach, effective human resources strategies, positive discipline, fair and just treatment to all, clearly defined policies, career and personal development training programs (including cross-training and job rotation), organizational communications, tools to facilitate communication, team assignments, reward programs, objective appraisals, adequate pay, benefits and company activities . Research Papers on Motivating Employees through trainingThe Project Managment Office SystemAnalysis of Ebay Expanding into AsiaOpen Architechture a white paperResearch Process Part OneIncorporating Risk and Uncertainty Factor in CapitalTwilight of the UAWMarketing of Lifeboy Soap A Unilever ProductPETSTEL analysis of IndiaBionic Assembly System: A New Concept of SelfInfluences of Socio-Economic Status of Married Males

How Hard is it for a Woman to Start a Food Companie In The Indonesian Assignment

How Hard is it for a Woman to Start a Food Companie In The Indonesian - Assignment Example The gender of the entrepreneur is also not much of a factor that determines the possibility or otherwise of succeeding with the business opening. Again, as to whether the business would survive determines on how well the person, be it a male or female can apply very basic and common economic principles. To this end, it would be said without an iota of doubt that it is feasible for the 33 year old Indonesian woman to start the cooking oil company. Instead of thinking that the age and gender would be a limitation to inhibit the feasibility of the possibility of the business, it they may rather be seen as blessing in disguise because the fact that the entrepreneur is young means she would have more years ahead of her to manage her company, correcting all wrongs that may come her way along the running of the company. As far as the business experience of the entrepreneur is concerned, it can be said that is will never be too late to learn the basic rudiments of business operations. A theo ry that supports this assertion is the genuine leadership theory that argues that leaders are born rather than made. According to genuine leadership theorists, leadership is an innate characteristic and feature of a person that cannot be acquired externally (Khan & Ghani, 2004). According to the theory, the only time that an external condition comes in is to polish up what is already possessed by the leader (Williams & McGuire, 2010). With this justification, it can be said once this entrepreneur sees herself as a born leader she would not have to worry so much about her experience in business. What must be a concern is how to polish up what she is born with, the result of which is the zeal she has to go into business. With this said, it would be noted that the fact that she sees herself as a respectable person in her school and community will come with a great benefit or advantage in the creation of business connections. As noted by McDermott (2010), the kind of connections that n entrepreneur is able to develop from about her most immediate background goes long way to influence the creation of social capital and socio-economic networks positively. The respectability gained among colleagues in school and community must therefore be a first step into establishing social capital and socio-economic networks. The concentration of food companies in the Indonesian city where she lives would mean that she will be in strict competition, of which she has to device a competitive advantage to survive. Most often, new entrants are identified to face very hostile and stiff competition in emerging markets such as Indonesia. The reason as explained by Salehizadeh (2005) is because government macroeconomic strategies and interventions are often targeted on established firms rather than new and upcoming ones. To this end, new entrants are often forced with the need to structuring their competitive advantages based on microeconomic strategies and interventions. As far as the g overnment biases are concerned, Salehizadeh (2005) has said that governments in emerging markets, the size of their gross domestic products do not often have the luxury of testing the waters. They would rather want to invest where their returns can be guaranteed. The concentration of food companies in the city of the intended entrepreneur is therefore going to be a challenge to entry that must be addressed. As indicated earlier, there could be attempts to use competitive advantage that are structured around the use of more microeconomic based

Fujitsu Siemens Computers Essay Example | Topics and Well Written Essays - 3750 words

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Reflection on Engineering Placement CAREER EPISODE 3 INTRODUCTION CE 3.1 As a student of second last semester of Bachelors Degree, I prepared a work report as an individual on a title called Continuous Improvement in Production of Lamination Department. This last career episode describes about this work report completed at the faculty of work placement 2, Jayco, 1 Jayco Dr., Dandenong, Australia. The project was accomplished in 8 weeks from Oct 2015 to Nov 2015. I pursued my Bachelors Degree in Engineering Technologist and specialized in Mechatronic from Chisholm Institute, Australia. I got constant support from Daniel and Jeffery and gained training from them. BACKGROUND CE 3.2 Nature of project Jayco Australia, had some issues arising in their lamination department, it was leading to time wastage of labor and cost. Jayco is a recreational vehicle products manufacturer in Australian market. They wanted to rectify the issue, for this purpose I had documented a report based on some of these issues. The report was document to record the tasks performed at the work placement in lamination department of Jayco. I had to understand the position and role I was going to contribute to the company based on the way the company runs. I was introduced to the company and my duties, task, timing, and department was assigned to me. I understood its organizational structures and responsibility and the manufacturing processes that took place in lamination department. Problem statements were identified after detecting the issues and the cause of its occurrence. CE 3.3 Lamination process consists of 4 major stages. They are: Stage 1 Welding (Framing) involves cutting the rails of aluminum or ply, welding them together, grinding the surfaces and writing chassis number for identification. Stage 2 Filming fill the frames with Styrofoam, Gal strips and blocks. Stage 3 Pressing apply adhesive to attach the frames and put it under press machine. Stage 4 Routing here, it is trimmed and excessive spots are removed out from the lamination. CE 3.4 Objectives The primary objective of the project was to address the issues arising in the production and to give a possible and suitable solution that would help to rectify the problem and help in improving the efficiency of the production specially in the Saws and Lamination department. It would also augment the cost. My project is divided into three different objectives and goals, that is based on some topics arising in the company after understanding the its role. A stepping stone is taken forward towards my primary aim by completing one of these three goals. Objective 1 Full description to PM (Preventive/Proactive Maintenance) from RM (Reactive maintenance) and CLPR (Cut List per Run) from BOS (Bulk Ordering System) Objective 2 recommending and suggesting updates on the drawings. Objective 3 Rectifying the misalignment between the plan, drawings and cut lists. CE 3.5 The chart of organizational structure The below chart shows my position for my work report. It is with respect to my university supervisor and the departmental manager of JAYCO. CE 3.6 Duties In-depth research and studies was carried out on lamination process. Based on my study, I planned various possible solution that matched the requirements. Presented my objectives and roles to the company manager for approval. Layouts and work plans were made. Mathematical calculations were needed for deciding the sizes of each part/component. Learnt how CNC shield is operated and G code is programmed. Performed online and practical testing on the operating machine. Compared various components before selecting them. Prepared various engineering drawing for implementation of my project with the help of engineering tools. Task was divided into small parts for achieving higher accuracy. Kept good relations with supervisor. Reporting the development of the project to the lab supervisor and coordinator. Regular meetings were kept with the manager to get feedback of the progress. PERSONAL ENGINEERING ACTIVITY CE 3.7 I started to work on my first objective where the issue was that the constant disorder in inventory of the blocks was causing wastage in labor time and cost. I identified that the problem was related to the Saws department and filling section. To rectify this issue, I suggested full transition to PM from RM and CLPR from BOS. To investigate the issue, a reverse tracking process was applied of the root cause. I prepared a process chart that described all the processes it involved. Machine down time was noted in the Saws department fur to reactive maintenance, it was causing delay in schedules. Then the blocks were not getting delivered on time, so ordering of blocks was needed in BOS in lamination department, and in filling section, because of the type and way of delivery, there was wastage in labor time and cost. CE 3.8 I then started my research on what exactly BOS and CLPR are and its function. So basically, from my research work and notes, I came to a point that BOS displays limited amount of information in general and CLPR is more data specific and focuses importantly on each run. In the current block production system in the Saws department is making use of BOS i.e. bulk order system which is the major concern. In such situation, the ideal mode of production would be using CLPR. I prepared a flow model for the functioning of CLPR. CE 3.9 From my investigation and survey, it was found that the Saws department transitioned from RM to PM and block production of CLPR to BOS. CLPR increased the focus of importance per Run and reduces the scrap. It also optimized the production cost and saves time along with discarding of manual processes such as stock monitoring, ordering process and paper work flow. And by using PM maintenance type, it minimizes the risk of production delay, and gives more accurate information. It was found that the employees still suggest RM for use rather than PM at its on early stages. CE 3.10 For my second objective, there was a suggestion on updating the plans as they were too old. So, I decided to go with that, and it was found that there was wastage of materials and awning blocks on door side frames. So, I tried to analyze the issue and find the solution to increase the efficiency of the production. I made few drawing using engineering tools to understand the basic functioning of the side frame and the reason of awning of the blocks. CE 3.11 It was found that there was full length of awning of the blocks at the front and the rear part. And there was blocks in combination of full length along with top and bottom.   On understanding the situation, it could be summarized that there had to be an update in the drawings related to the ongoing activity and the company had started taking those suggestions. The possible solutions could be still done by offering the customers the option of attaching the electric awnings. CE 3.12 Thus, after proper research and development on each task and issues, various suggestions were recommended. For objective 1, I suggested to arrange a system that records the details of the machine down times and whenever detected it should be resolved to avoid disturbance in the flow of production. Pareto diagram can be established as per the findings of the machine down times and can be made use to find and optimize the PM structure. Considering the objective 2, by organizing a structure that would determine the extent of blocks can be eliminated and comparisons can be made between the actual requirement of the block and measurements for complete unit per Run. By this way, possibility of wastage can be reduced and the workload can be minimized which results is efficient and cost effective production. And in case of objective 3, there was a gap of communication between the departments which can be rectified by optimizing the solid communication system and troubleshooting it by minimiz ing the human errors that occur at the planning stage. CE 3.13 While, there was a transition period of block production system, and the blocks were reported at the filling section wit wrong specifications. To resolve this, was my third objective. For this purpose, a thorough troubleshooting was required so that the misalignment between CLPR, drawings and the plan can be solved. I studied a sample case and noted my observations and findings from that. It was found that there was an issue with the dimensions. They were calculated and corrected. The wrong specification was reported and planned for the best possible solution and given to the concerning department to fix the misalignment issue. SUMMARY CE 3.14 I had successfully completed the training and pleased the company by giving my findings and recommending them various possible solutions. I constantly reported them about my progress and maintained a healthy professional relationship with them. I utilized various engineering knowledge that I learnt from my degree course, like project management, engineering mathematics, engineering CAD etc. these subjects became the base for my research work. It helped me understand various concepts easily, so I could suggest new innovative solutions. This work placement experience gave me a corporate experience and enhanced my technical skills. I presented a PowerPoint presentation and final work thesis that described in details about my findings and research work.

Antony a better Leader than Caesar in Shakespeares Antony and Cleopatr

Antony a better Leader than Caesar in Shakespeare's Antony and Cleopatra: In Shakespeare?s play 'Antony and Cleopatra' Caesar, while he displays remarkable tactical skills, is calculating and cold hearted. Antony on the other hand embodies many admirable qualities and emotions which make him the greater of the two. Firstly I will look at Caesar?s military victories before examining Antony?s great human qualities. Looking at Caesar, he is highly successful in his military battles due to his great organisation skills and strategic planning. Caesar values organisation since he receives hourly reports on how matters are abroad (Act I Scene 4 lines 34-36) and keeps detailed accounts of his battles. His logical thought also makes him so successful: ?Strike not by land, keep whole, provoke not battle, Till we have done at sea? (Act III Scene 8 lines 3-4) This strategic plan allows Caesar to defeat Antony. Duty is of unmatched importance to Caesar. Caesar condemns Antony for seeking pleasure before duty and he says of himself: ?Doubt not, sir, I knew it for my bond? (Act I Scene 4 lines 84-85) So the basis of Caesar?s abundant military victories, also against Antony, are his logical tactics and his sense of duty. However, Caesar is so determined to succeed and so power hungry that he is willing to hurt and manipulate other people in order to be successful. Caesar is calculating in that he uses Lepidus to defeat Pompey yet then sees to it that Lepdius is deposed as a triumvir so that he can gain more power. Another example of Caesar?s deviousness is: ? Plant those that have revolted in the van, That Antony may seem to spend his fury Upon himself.? (Act IV Scene 6 lines 9-11) Caesar intentionally places... ...flees the battle, he does not blame Cleopatra but takes responsibility for his own actions and is very ashamed of them: ?I have fled myself, and have instructed cowards To run and show their shoulders.? (Act III Scene 11 lines 7-8) It is in particular this characteristic which makes Antony greater than Caesar. Though it would be easy to make another person the culprit, Antony always carries the burden of the blame himself and is truly remorseful of his actions. In conclusion, Caesar?s arrogant, calculating, unemotional character is opposed to Antony?s forgiving, generous, responsible one. Though Caesar is a great military leader, his success is achieved through deliberate cold-hearted scheming and manipulation of others while Antony displays true nobility through his incomparably great human qualities. Thus, in our minds, Antony is the greater of the two.

Ethical Issues In The ICU Essay

Medical practitioners are faced with the challenge of making decisions on whether to withhold or withdraw a patient’s life sustaining therapy in the intensive care unit. Intensive care units are departments which provide high quality and advanced forms of therapies to very ill patients in the intensive care unit at an increased cost. These patients’ expectations are high with regard to modern medicine, and as a result, have led to the rise of complex ethical issues in the ICU. Clinicians managing patients in the intensive care unit face many ethical problems during the patient’s routine care. This is seen in cases of withholding life sustaining therapy, withdrawing life sustaining therapy, informed consent and making decisions that affect the patients. Introduction Ethical related issues in the intensive care unit are a dilemma facing medical practitioners and nurses. This has affected the quality of care given to the patients in the ICU. Nurses responsible for caring for critically ill patients are faced with many ethical problems in the ICU due to the lack of enough full time critical care personnel and lack of enough funds to facilitate and run the intensive care units. A guideline on ethical issues in the intensive care unit demands that nurses offering critical care to patients apply the care with humanity by showing respect for the emotions and choices of the patients and their families. Nurses in this field are required to provide all necessary information to the patients and the family, counsel them and assist in interpreting the results so they can make well informed decisions. Nurses must consult with all physicians involved in the patients’ management. ethical problems facing nurses in he intensive care unit range from aggressive forms of treatment, following the wishes of the patients families to using extreme forms of reducing pain and assisted suicide and euthanasia.. Care of patients in the intensive care units involves aggressive forms of treatments with high risks associated with them and high-tech modern medicine which has higher risks than improving the patients’ prognosis. Critically ill patients and terminally ill patients who should be left to die in the comfort of their homes like in the earlier days are now made to undergo last minute aggressive treatments which may end up being no significant. In such cases when the treatment fails and the patient dies, the patients’ family blames the nurses and doctors for being insensitive to their wishes. Nurses are faced with the burden of not knowing where to draw the line between extending the natural process of dying by applying aggressive forms of medical care and when to apply life support systems. Ethics require that medical practitioners and nurses put the interests of their patients and their families’ first rather than applying futile medical technology to save the life of the patient or prolong their dying process against the family’s wishes. Nurses in the care of critically ill patients are required to set proper goals and interventions for terminal are of patients. End of life decisions should be made after consensus with all involved physicians. Critically ill patients in the intensive care unit get the most complex forms of treatment even in cases where their prognosis is poor. These patients also die under the most undesirable situations such as comatose conditions or under ventilatory support. Research studies have shown that critically ill patients are put through very aggressive forms of treatment which the clinicians would not want to undergo. The same studies have shown that the majority of patients in the intensive care unit are on a life-limiting care. Only very few patients in the intensive care unit receive full life support treatment and CPR. Most nurses and medical care givers are faced with the burden of choosing whether to resuscitate a patient or not when their prognosis is poor. Categories of ethical problems Cost reduction Critical care of patients in the intensive care unit is the most expensive form of treatment. Critical patients who die are said to accumulate more expenses than those who survive. This is because aggressive modern medicine for sustaining life is very expensive. Due to this the standard of care give in intensive care units has deteriorated as it focuses more on cost reduction rather than provision of quality health care. Medical care providers are often faced with the burden of how to establish when to provide full life support to patients and when to withdraw life sustaining support. These decisions are usually based on the patient’s age, type of illness or their prognosis. In effect the medical care providers are influenced to make biased decisions. Defining the standards of care to be given in the intensive care units is based on reducing the incurred costs. (Lo B. (2005). Quality of care Most health care institutions have developed strategies of limiting life support on critically ill patients. Families of critical patients may wish to write do not Resuscitate orders if their patient’s rate of survival is low. In case this is done, this category of patients receives less attention from medical personnel and less care from nurses. Strategies of limiting life support have been based on the patients’ age, prognosis and the family wishes. Patients who are categorized as old and with a poor prognosis tend to get less attention from the medical care providers and the care given to them is of less quality. Rather that receiving actual medical care these patients are given sedatives and narcotic analgesia. Terminally ill patients receive fewer medical interventions before death and are usually given narcotic analgesics to mitigate pain and sedatives to reduce their suffering. Ethical guidelines urge that all patients be given quality care irrespective of their condition but medical care providers often base their interventions on biased decisions. The concept of futility Medical care providers use the concept of futile therapy to withhold or withdraw life sustaining treatment. In the clinical practice very few things are of absolute certainty and so physicians must avoid making decisions based on the futility of the treatment. The outcome of CPR application cannot be based on whether the patients’ family signed the Do not Resuscitate order. Every other patient in the intensive care unit should be given quality care based on facts rather than assumptions. Decisions on withholding or withdrawing life support should be discussed with the patients or with their family members. This expresses respect for their rights and wishes and helps in avoiding conflicts which may lead to legal litigations. The medical personnel are faced with a dilemma in cases where the patient’s prognosis is poor and extending the natural process of dying through aggressive treatment would be futile. In such cases some family members could insist on sustaining the patients’ life. The medical personnel thus have no option in deciding what is best for the patient. Putting such a patient through aggressive treatment enables the family to understand the realities of the concept on withholding or withdrawing the life support. Autonomy This principle demands that no form of treatment should be administered to patients without their own approval or that of their family members, except in cases of emergency where immediate intervention is required. Patients and their families have the right to disapprove any form of treatment and their wishes should be respected. These wishes should be indicated on a written consent in form of advance directive. However, when writing the directive the patient may not have anticipated his present condition or he may decide to change his mind. Medical personnel are thus faced with burden of making the best decision for the patient by putting the patient’s interests first. In the intensive care unit, medical personnel deciding whether to apply CPR on a patient with a good prognosis or to follow his family wishes to withdraw life support. The reliability of family members to represent the best interests of the patients is questionable because some family members may want to withdraw the patient’s life support for their own selfish interests. As a result, doctors and nurses are required to make the best decision for the patient irrespective of the family’s wishes. (Pozgar G. D (2005). Euthanasia and assisted suicide Euthanasia is whereby a medical care provider administers a lethal dose to the patient while in assisted suicide the killing drug is self administered by the patient with the help of a physician. This practice is no widespread, although physicians all over the world are engaging in the practice. They justify their actions as a form of relieving their patients from pain and suffering. In some cases patients do not give consent for euthanasia but still physicians practice it. Most family members choose terminal sedation whereby patients are put in a comatose condition and then food and water is withdrawn. (Morton P. G (2005) Organ donation Patients in the intensive care unit requiring critical care may require an organ transplant to assist in sustaining their life. Patients and family members might have advance directives which disapprove the idea of organ transplants. Medical care givers have a difficult time determining whether a patient should receive an organ donation or not. Performing an organ transplant without the patients or family’s consent could lead to a legal litigation. (Melia K. M (2004). The principle of beneficence In this situation the medical care provider is faced with a moral dilemma in making the best decision fro the patient with regard to his interests rather than those of the family. The role of a physician to apply his best judgement for the patient’s interest is hindered by the patients’ family which rejects the concept of futility. Such family members impose unreasonable demands on the physician to extend the natural process of dying. This only prolongs the patient’s pain and suffering. Medical personnel should therefore be able to make the best decisions for the patients. Ethical issues in the nursing field hinder the ability of physicians to administer quality medical care to critical patients in the intensive care unit.  Physicians are urged to shoe humanity and compassion when applying intensive care to critical patients. Nurses and doctors should set goals and objectives when giving end of life care to patients with both good and poor prognosis. In regard to ethical issues in the intensive care unit, medical care givers should know that their duties are both directed towards the patients and the families. Before carrying out any medical treatment and procedure, nurses and doctors should obtain written consents form patients or their immediate family members to avoid ethical dilemmas which may lead to legal litigations.