Compare and contrast these two poems Essay

† Upon first glance you do not realise exactly how much irony and skilful use of literary devices there are in this poem. But this poem creates pity also; maybe the poet himself has been through an experience like this and felt so strongly about it that he wrote this poem. ‘The Fringe of the Sea’ creates envy, longing and calm. â€Å"We want to be able to saunter beside it Slowpaced in burning sunlight,† The charming scene brought to mind by this poem, epitomises the respect and awe that the poet has for the sea: â€Å"elegant in high blue chambers. † This gives a much more traditional and kindly view of the sea. The simile in ‘The Fringe of the Sea’: â€Å"like farmers do with soil,†-comparing the soil to the sea, shows dependence and need, showing indeed that the sea ‘is an essential part’ of Paul Keens-Douglas’ ‘psyche’. It is interesting that A. L Hendriks’ similes are connected to land objects. Showing that he is indeed a land person and is unused to the sea. He compares the mast to â€Å"two tree growin. † Likens a wave to a ‘mountain’ and the â€Å"foam all roun de boat like soap. † He compares these new, strange things he sees, to comforting, stable, straightforward objects. This makes him seem honest and of a lesser intelligence somehow, even though he isn’t. We see his simplicity in his choice of images. Paul Keens-Douglas uses such obvious, humble verbs, showing his positive and thoughtful attitude to the idyllic world that he is at peace with. He lists the mundane necessity â€Å"to work† equally with such pleasant verbs as: â€Å"to walk† â€Å"dive and swim and play† Showing that to him even work is enjoyable and just a natural part of his day. The author’s repetition of the word â€Å"We† gives the idea that there is a whole ranges of people whose lifestyle is in harmony with the sea. All of verse two tells you this: â€Å"We like to rise up early, quick in the agile mornings and walk down only little distances to look down at the water† It gives the impression of a much-valued relative who they are â€Å"quick† to visit eagerly each day. The use of ellipsis in â€Å"Windjammer† creates a much fuller picture. Words like â€Å"rattlin’,† â€Å"growin’,† â€Å"cuttin’,† â€Å"swingin’,† and â€Å"makin’,† assist the use of dialect in making you hear the poem in your head. Ellipsis also seems to create familiarity with reader as if there is no need to standardise the English, as you might to someone of importance. Dialect and Ellipsis often seem to give this effect, although often, in reality, familiarity is not intended or intentional. Also, the lines: â€Å"An’ is up an’ down up an’ down In an’ out, in an’ out,† give a fuller picture as the rhythm gives a wave effect. In the onomatopoeic words â€Å"swish- swishing† you can almost hear the sloshing around as the â€Å"boat bow† is â€Å"cuttin’ water. † The use of personification in ‘ The Fringe of the Sea’ in the word â€Å"murmurs† sounds like an undercurrent or maybe even a lover or a mother, gently whispering to the metaphoric â€Å"sandless highways†. Strange, that you have the word â€Å"mutterin’ † in ‘Windjammer. ‘ This word personifies a moody threatening presence, like some sullen child muttering under their breath. These key words are completely opposite in their effect. The line â€Å"Sun bussin’ me skin,† in ‘Windjammer’, is also personification. It brings to mind a picture, of a comfy brown shoe, being polished. Like the sun is rubbing away at the narrator’s cheeks. In this line, there is use of alliteration of the sibilant sound â€Å"S. † It’s a hissing sound, so it seems the author is annoyed that he is going to get sunburnt. This line is followed by: â€Å"Ah bound to peel, An’ me done so black already. † Which is humorous and he seems to be self-ridiculing in his unfortunate situation. Opposite to this, the personification in ‘The Fringe of the Sea’ is totally serious, as is the whole poem. The poet describes the seas â€Å"call. † This gives the effect of authority and possession, like man is the sea’s servant. The lines: â€Å"with songs and tides and endless boatways, and undulate patterns and moods. † give the impression of a powerful, varied and vibrant presence, ever changing. This is ironic since the sea is â€Å"endless† and is presumed to be always the same. Situational Comedy is extensively used in ‘Windjammer. ‘ When A. L Hendriks writes â€Å"Is alright for dem sailor† â€Å"An’ talkin’ bout how is ah calm day. If dis is calm, well, Jesus help, Ah wouldn’t want to see when it rough. † This shows the narrator’s fear and puzzlement in the poem. There is comedy in the use of the vulgarisms â€Å"wish to god†, â€Å"Jesus help† and â€Å"Watch yu arse or yu head gone. † They really do express and emphasise the narrator’s funny anguish. No comedy at all is used in ‘The Fringe of the Sea’ it is completely serious, meek and unassuming-too respectful to poke fun at the sea. The use of rhetorical questions enhances the parody of ‘Windjammer: â€Å"who sen’ me eh? Who sen’ me? † In ‘The Fringe of the Sea’ there are no rhetorical questions, everything is stated as fact. The simple statements do not allow for doubt. ‘The Fringe of the Sea’ is my favourite poem out of the two. Everything in it is pensive, drifting along with dream like quality, with the wise, intelligent man in his perfect world. But my favourite line has to come from ‘Windjammer’ as this poem has so much enthusiasm, even in the terrible situation that the man is in. The last line is the best: â€Å"Dem seasick pills don’t work neither†¦ † It seems that it was an afterthought, not as important as the rest of the poem, but it gives you the most insight into the narrators feelings and is definitely the most amusing and witty. With the words trailing off to leave you wondering. The character in ‘Windjammer’ seems very carefully thought out by the poet but somehow unrealistic and over the top in his manner. You can’t help having a sneaking suspicion that for all his complaint, the author likes and respects the sea really. This is an actual similarity to ‘The Fringe of the Sea’ as the character here, is also very unrealistic, but for the opposite reason. Where, in ‘Windjammer’ the complaining character and seasick situation seems too bad, in ‘The Fringe of the Sea’ the gentle character and faultless situation seem too good.

Obesity Has a Deep Impact in the Life of a Child Essay

Using the Center for Writing Excellence and MyFoundationsLab resources, provide the topic sentence and informal outline for your Personal Ethics Statement. †¢ Topic sentence: Obesity has a deep impact in the life of a child. †¢ Informal outline: 1. Explain how obesity affects the child’s physical health. 2. Explain how obesity affects the child’s mental health. 3. Give ideas of how parents can be involved in the change of habits in the obese child. 5. Summarize why obesity has a deep impact in the life of a child. Obesity has a deep impact in the life of a child, physically, and mentally as well. An obese child is at risk of having health problems, such as diabetes, heart disease, and strokes as an adult, if he or she is not treated in an early age. An overweight child can be a target for bullying at school, making his or her social life poor, creating anxiety, depression, and lowering their self esteem. The parents play an important role in the life of an obese child. does not matter if the child is obese because a genetic factor, or just because his or her does not have a proper eating habit, the condition it is treatable. Encourage the child to follow a healthy diet, being an example for him or her, and being supportive, are examples of how a parent can be involve in the life of an obese child. Taking obesity in a child seriously, and trying to find ways to improve this condition, are the first steps to a better future in an obese child’s life.

Oxygenation in Paediatrics Essay Example | Topics and Well Written Essays - 500 words

Oxygenation in Paediatrics - Essay Example This is a simple visual inspection and involves checking for signs of reducing cyanosis on the tongue and extremities such as the palms and soles of the feet. This method is simple and easy to implement. However, differences in skin color and inability of the health professional to discern color change significantly limit this method. For instance, in blacks, cyanosis cannot be easily observed and may sometimes go unnoticed until it is too late. To solve this limitation, equipment are usually used. The most common of the instruments is the pulse oximeter. This is a device that is attached to the patient’s finger and measures the actual oxygen content in the blood. It, therefore, monitors the extent and effectiveness of oxygenation (Sinha 2012, p. 312). The main limitation of the equipment monitoring is that some people may read and interpret the readings wrongly leading to undue panic or preventing timely action. In addition, the connection of the equipment may vary the readin gs. There are various methods of oxygen administration in infants. These methods are selected depending on the availability of the equipment and hence affordability, as well as preference and infants condition. The methods are divided into invasive and non-invasive methods. The invasive methods make use of a tracheal tube and are recommended for infants with severe breathing conditions. The non-invasive methods include headbox oxygen administration which measures the oxygen concentration before entry into the respiratory system. Other methods include facemasks that assist in concentrating the oxygen being delivered around the nose. Both the headbox and facemasks pose a danger of carbon dioxide accumulation with increased expiration. Nasal prongs, nasal catheters and the nasopharyngeal catheters are also used to deliver oxygen to the lower

Financial performance comparison Essay Example | Topics and Well Written Essays - 500 words

Financial performance comparison - Essay Example The ROA of Brown-foreman was better than Anheuser Bush. Return on equity (ROE) when compared to return on assets, measures the extent to which financial leverage is working for or against common stockholders (Garrison & Noreen). Brown-foreman’s ROE of 32.43% was superior to the 20.83% return on equity of Anheuser Bush. The earnings per share (EPS) metric is the portion of a company’s profit allocated to each outstanding share of common stock (Investopedia). The EPS of Anheuser Bush in 2014 was $5.54, while Brown-foreman had a lower EPS in the same period of $3.08. The current ratio shows the ability of a company to pay off its short term debt. A current ratio is considered good if is above the 1.0 threshold. Anheuser Bush had a current ratio of 0.62, while Brown-foreman had a current ratio of 1.02 in 2014. The working capital shows whether a company can pay off its current liabilities solely using its current assets. The working capital of Anheuser Bush was -$8,867 million, while Brown-forman had a working capital of $106 million. Based on these two ratios the liquidity of Brown-forman is superior of Anheuser Bush. The debt ratio shows how much leverage a company uses. In 2014 Anheuser Bush had a debt ratio of 0.62, a figure that is 0.12 higher than Brown-foreman. The desirable outcome is to have a lower debt ratio, thus Brown-foreman outperform Anheuser Bush in this financial metric. The inventory turnover shows how many times a company sold its inventory during a year. Anheuser Bush sold its inventory 6.31 times during 2014. Brown foreman only sold its inventory 1.04 times during the year. Average sale period measures the number of days taken to sell the inventory one time. It takes Anheuser Bush 57.88 days to sell its inventory, while it took Brown-foreman 352.61 days. The financial performance of both companies was good since both firms generated positive income during 2014. When comparing the

Customer Focus as a Prescription for Driving Innovatio Essay - 1

Customer Focus as a Prescription for Driving Innovatio - Essay Example This paper illustrates that Fred asserts that innovation is the root that firmly holds and gives strength, growth, and vitality of people, in an organization as well as the society. He illustrates further by outlining that innovation is creativity in action. It encompasses finding brilliant ideas and making them happen. When it is applied, it adds nutrients to life and organization. Apparently, we are in the information age. All the innovative ideas that were illuminated by earlier giants have either been improved or reinvented to greater heights. Innovation in broad perspective is a huge arena but can be described as creativity that consequently results into something new or better and add value to an individual(s) or a society (organization). For an instant, communication has completely been revolutionized. High powered communication devices with better upgrades are launched every day by competing firms with the aim of having a competitive edge over each other. However, there were individuals who provided the basics in earlier years that have been so advanced to the stratosphere. Besides, these innovations in communication ecological niche have contributed significantly to globalization. The use of Facebook, WhatsApp and other advanced sites of communications are as a result of individuals sweat their blood out to impact positively on the society. The roots of these ideas must have been so simple but various persons have advanced them. Fred uses Edison’s analogy of innovation as a way of doing thing better to impact positively on someone. Someone, in this case, refers to the customer(s). The customer can be a person, an organization or society whose needs are fulfilled by the innovation. Besides, the invention of social media responded to the customers’ desire. It is indeed true that some innovation has not only radically changed the world but also revolutionized it. For example, the invention of the wheel has had a tremendous impact on human li fe for centuries. At the initial stages when the wheels were invented, they were not highly appreciated as people were accustomed to they would move around.

2 short journal entries Essay Example | Topics and Well Written Essays - 1000 words

2 short journal entries - Essay Example Secrecy, by contrast, concerns what citizens may know, and the citizen is not told what may not be known.† Government restrictions on press credentialing as documented in the June 2014 study, and the government’s de facto position that embedded journalists have reduced First Amendment rights, as highlighted by Manning’s editorial, point to crisis of the free press, one of the most fundamental institutions in a democratic society. First and most obviously: in 2014, corporate media continue to reproduce what Hall termed â€Å"official ideologies of the status quo†- not simply reflecting a â€Å"consensual† style of politics but also reinforcing it by blocking certain kinds of events and actors from achieving news worthy status. It’s well known that burning fossil fuels in the form of coal, oil, and natural gas releases carbon dioxide into the air. Less understood is that a quarter of this carbon dioxide- about twenty trillion pounds, every year- is absorbed by oceans. Governments and international organizations are least concerned with damages caused by the burning of fossil fuels, and this negligent behavior of the policy makers have resulted in the unprecedented increase of ocean acidification. The top ten countries and their expected assistance (in millions of current US dollars) are as follows: Israel 3,100; Afghanistan 2,200; Egypt 1,600; Pakistan 1,200; Nigeria 693; Jordan 671; Iraq 573; Kenya 564; Tanzania 553; Uganda 456 Three former General Electric bankers- Dominick Carollo, Steven Goldberg, and Peter Grimm- had been convicted in 2012 for rigging auctions of municipal bonds, essentially stealing from projects intended to build public schools, hospitals, libraries, and nursing homes in virtually every US state. Exploiting the world’s resources and governments with criminal impunity, a wealthy elite- sporting an estimated $32 trillion in tax-exempt offshore havens- are the deep dark secret of plutocratic imperialism, operating

Globalization of the Production Chain Literature review

Globalization of the Production Chain - Literature review Example As the paper outlines, technology has facilitated competence and the most efficient and cheap labor is hired due to globalization. With globalization, computer production has become global and its production is spread to over 40 countries. Dell, Microsoft, IBM etc. are brands known in every part of the world. Globalization has enabled such global brand recognition and brand awareness amongst the customers (Ding and Akhtar 2001, pp.946-65).  Ding and Akhtar (2001), claim that this industry has had revolutionary changes because of globalization and all the giant players have production chains that are spread across major regions of the world. A focus on the market leader Dell reveals the influence globalization has had on the production chain and the human resource.  Dedrick & Kraemer (2002), claim that the personal computer industry shows the impact globalization has had on the business world. However, Dell has shown remarkable growth and is the current market leader when it comes to reaping the advantages of globalization.  Dell has been able to maintain its business model even in the globalizing industry through its smart planning and strategies in line with globalization. Dell made the best use of its resources and has the most efficient supply chain and thus has been able to excel its competitors IBM and Microsoft (Rosenau and Earnest 2004). Hudetz (1998) says that initially, supply chains of the PC industry were vertically integrated and required the firms to undertake the major tasks of product design, structuring, innovation, customer relation, and operations internally. With such a production chain the costs were high and the process was time-consuming (Ding and Akhtar 2001, pp.950-65). Even market leaders like Dell initially produced complete systems and was based in the United States while it outsourced some of the components from other manufacturers (Rosenau and Earnest 2004).  According to Ardnt (2001), these were the initial phases of the PC supply chain at Dell and in the entire industry at large. IBM which was also a big brand at the time also imported minor parts from other regions and had a relatively wide supply chain network. Gradually the industry realized that importing parts from other regions and countries cut down the costs and thus intermediary firms sprouted up which supplied such parts to the industry at competitive rates (Rosenau and Earnest 2004). Although Dell was technologically more advanced and had a strategy that would enable them to pierce the global market, they could not do so. This was because their costs were high when compared to the competitors like IBM who were outsourcing supplies from cheaper, developing nations and were more cost-effective and were able to reap more profit (Dowling 1999, pp. 30-42). According to Rosenau and Earnest (2004) with globalization strategies, Dell and other MNC's including the IBM and Microsoft set up their branches within other countries. In 1990s Dell was the first to surge the global markets especially the developing countries like India, China, Pakistan, and Malaysia, paving the way for the other big brands to follow in its footsteps (Rosenau and Earnest 2004). Globalization enabled them to get the cheapest rates and a competitive quality (Arndt 1997, pp. 695-707).

Millennium Development Goals Assignment Example | Topics and Well Written Essays - 250 words

Millennium Development Goals - Assignment Example Rwanda is evidence that girl child is possible in every part of the globe, and the use of technology even in the remotest of villages help make education more interactive and practical (Prior & Rubinstein, 2014). Though the MDGs focus on equality of both gender in all sphere of life, education ensures the best platform while it is free and accessible (Prior & Rubinstein, 2014). The battle against poverty is continuing but have fallen short of the MDGs target to get rid of extreme hunger by 2015. There are countries that the report increased cases of malnutrition and death as a result of lack for food and other necessities. Moreover, cases of mothers and child death have been increasing, and women continue to suffer due to gender violence (NBCNEWS, 2013). According to the U.N secretary general the challenges of poverty can be addressed, but only if people agree to the plan of action on how to meet the phenomena poverty, disease and ignorance (NBCNEWS, 2013). NBCNEWS reports that what is important for now is agreeing on an action agenda because the resources and manpower are available (NBCNEWS, 2013). NBCNEWS. (2013). Battle against extreme hunger is falling short. Retrieved from nbcnews.com:

Individual innovation appraisal- Concise written description of an Essay

Individual innovation appraisal- Concise written description of an innovation- proposal and evaluation - Essay Example For the innovation to existing in the market, availability of capital and implementation of sustainable market strategies will play a great role. Through proper planning, goal-setting a decision-making, the innovation will go through thorough market testing. After its viability is established, it will be released into the market. Another aspect that has contributed to its existence is availability of resources including human and financial resources. Without resources, it is impossible to get through with any innovation. Over the years, 3D has acquired popularity with more people being attracted to this kind of technology. The situation has forced entrepreneurs to develop new business models. In recent times, most companies are raising capital towards tapping the growing demand and market for 3D (Taylor, 2014). The aim maintaining relevance drives them. The Mink is triggered by the level of profitability expected. The Mink is likely to be successful mainly because of the much hype it has received from the general population. People are always attracted by unique and new ways of doing things. People also like to experiment even with things that they do not necessarily need. Marketing strategies that have been adopted to market The Mink will also ensure this success. Through advertising, the innovation is receiving popularity with more people embracing the idea every day. It is evident that advertising influences the success of a business to a great extent. Through various exhibitions, awareness has been created regarding The Mink. Social media has also played a role in enhancing the popularity. The innovation is, therefore, likely to succeed. Furthermore, it is a common believe that women are impulse buyers; profits are likely to increase since they are the main users of the innovation. Nonetheless, the cosmetic industry is doing well in the business market (Restauri, 2014). Most women use

My High School Experience Essay Example | Topics and Well Written Essays - 250 words

My High School Experience - Essay Example    But I was a persevering student who mostly kept to himself. I did not feel that I was on par with my classmates in the economic aspect of life which is why I did my best to stay out of their way. Unfortunately, coming from a lower income bracket than the rest of my peers meant that I wore a target on my back. If the guys in gym class needed someone to pick on, that would be me.   After gym class one day, my classmates found a way to get into my gym locker and take my clothes. So there I stood in the middle of the gym, being heckled and teased by my classmates. They picked on everything from my skin color to the size of my male anatomy. I was so angry with them. I wanted to hit them but I did not want to get suspended from school for fighting.   Our coach asked me to report to the guidance office after class for some counseling. He said that I needed to discuss what had happened to me so that I could get over the humiliation of what happened and I would understand that what h appened was not my fault. Counseling helped me understand that bullies were only powerful because I allowed them to have power over me. I was just as to blame for what was happening to me as were the bullies because I chose to let it happen. I did not have to get violent to make the bullying end, I had options, and thanks to counseling, I finally knew what those options where.   It was because of the sound counseling of our school guidance counselor that I finally took stock of the things that were happening to me in high school.

Religious Health Care Essay Example for Free

Religious Health Care Essay The engagement of spiritual dimension within the healthcare system has shaped the way through which patients recover and show more positive results within the health organizations. Over the past years, the goal of religion in medicine and spirituality encompass diverse medical practices like pastoral counseling, use of prayer and meditation in healing, evoking compassion and forgiveness and also health professional who work with them. Therefore, it is seen that Religious Health Care gives much emphasis on importance of bringing spirituality into the healing process. This paper identifies and discusses matters from the reaction that must be put into further consideration by the consultant team and the discussion made by governing board and the CEO. 2.0 Description of important element of the governing board’s agenda for areas of improvement in core functions Nurses, as the core professionals in Religious Health Care should have the following job skills and carry out the following duties as it was discussed by the board’s governing agenda (Optimizing Performance and Quality, 2012). The assumptions made was that: i. The resident/patient population complex in nature, frail and experiences many dysfunctions and illness. ii. It is imperative when it comes to identification of essential mix of management/administrative skills, decision making skills, ethical principles and fiscal management knowledge that nurses must have in order to manage and administer long-term care facility. The following five agenda’s was discussed about the tasks and the responsibilities of Nursing Home Administrators who will be ensuring that nurses work effectively at Religious Healthcare (Quality of care, 2006): (a) Quality of Life and Resident Care Ensure that all the nursing services are thoroughly evaluated, planned and  implemented so that it could maximize both quality of care and resident quality of life. Ensure that programs related to social services are thoroughly evaluated, planned and subsequently implemented so as to meet social and psychological preferences and the needs of residents with the aim of maximizing quality of care and quality of life. Macke sure that programs related to food services is thoroughly evaluated, planned and implemented to meet nutritional needs of the patients within health organization for the sake of maximizing both quality of care and quality of life. Ensure that programs related to therapeutic activities are thoroughly evaluated, planed and implemented so as to meet the interests of the patients so as to maximize the quality of care amid the quality of life. The nurse in leadership will be responsible for ensuring that information management programs is evaluated, planned and implemented so as to arrive at documentation requirements. Make sure that Residential Rights are integrated with every aspect of resident care. Always ensure that the facilities within the health organization comply with local, state, as well as federal regulations and stipulated standards. Monitor, identify and ensure that the quality indicators are utilized with the aim of maximizing effectiveness in services delivery to patients. Ensure review, development and implementation of the resident procedures and policies. Make sure that the health facilities within the organization are in par with local state and federal regulations and standards (Long Term Care, 2010). (b) Human Resources Nursing Home Administrators within Religious healthcare shall facilitate the process of communication between the staff and management through counseling and coaching. Shall be ensuring that all the programs pertaining human resources are evaluated, planned and implemented to meet cultural diversity of the patients. Responsible in monitoring of programs, development and implementation of programs with the sole aim of benefitting the staff. Carry out investigations to make sure that human resource management programs and policies are planned and implemented in accordance with the federal laws regulations and entities. Developing and implementing of employee safety and health programs so as to provide good working environment Developing, monitoring and implementing, recruitment, evaluation, development, provision of resident services to the nurses within the health organization so as to  ensure job satisfaction. (c) Finance Utilizes f fiscal resources through effective management and development of annual operation and development of capital budgets. Extensive implementation and development of financial system, procedures and policies to monitor and evaluate financial performance for instance resident trust and account payable. Implement, interpret and with financial aspects of any contractual agreement such as consultative services, vendor, managed care and organized labor. Management of reporting systems and financial audit such as information systems, charitability and cooperate compliance. Ensure that all the facilities records are highly protected for instance risk management and insurance coverage. Facilitate the education and training of staff in areas related to the financial management. (d) Atmosphere and Physical Environment Shall be ensuring hat systems for improving and maintaining buildings, equipment and grounds are evaluated, planed and implemented accordingly. Provision of attractive and clean facilities and conducive environment for patients and the staff. Monitoring the environment to ensure that safety programs are implemented for safety, welfare and health for visitors’ staff and patients who attend health organization. Residents right integration with much emphasis on facility environment. Ensuring that the policies, implementation and developments comply with the environmental procedures and policies. Making sure that the facilities within the health organization complies with the local, state, as well as federal regulations and standards such as the Life Safety Code, CMS, OSHA and ADA. Implementation and development of comprehensive preventative maintenance programs. (e) Management and Leadership Ensuring that all the policies and procedures are developed in compliance with the governing entities and directives. Ensuring that all the policies and procedures are in compliance with the local, state, as well as federal rules and regulations. Evaluate, monitor and observe the impacts of the entire facility’s programs, procedures and policies so as to fulfill administrative responsibility such as license and professional  responsibility. Carry out administrative review of survey impacts so as to come up with appropriate impacts such as Informal Dispute Resolution documentation, plan for correction and no response. Carry out education of nursing home board in respect to their responsibilities and roles and pay attention to their daily actions to ensure that they adhere to the regulations and by-laws. Carry out the administrative oversight of the entire survey process. Be a team leader in professional development activities. Provide leadership skills for key staff and management team. Manage the resources and ensure that they are adequate so as to promote quality of life and comprehensive marketing. 3.0 Performance dimension that Religious Health Care could use to improve overall institutional performance The major goal of improving individual or institutional performance in the healthcare organization is to provide sustainable and quality services for the clients. Health system in this regard is a large umbrella, which covers people, organizations and the measures, which is strived for maintaining, restoring, or promoting health. Therefore, improving of the performance of such general elements of the health system will ultimately contribute to positive health outcomes. Performance dimension is the process within the health organization through which the performance of system, organizations and workers are set up with the aim of improving quality and performance or success and strength of the healthcare system. It is the continuous and systematic process through which the outside stakeholders judge the performance of a given health institution. The stakeholders (external environment, health workers, organization, community and clients) identify strengths and gaps so as to identify root causes using tools for exploration of factors, which in essence determine performance. There are various strategies through which the Religious Healthcare could do to improve the overall institutional performance (Everybody’s business, 2007): Consider context- clients, health workers, organization, and community and external environment The management team of Religious Healthcare must understand that the community and external environment plays a vital role towards the success of the organization. This includes the perspective of health workers or employees, the community, the clients and the organizational structure  served by the organization. As the managers get familiar with such external and community factor, the desired performance will be contributed. Research shows that there are many variables, which determine the ability of health organization individual employees and teams to perform within an organization. While some of the factors are beyond control, the positive steps by the healthcare groups or organizations however can improve most of them. Some of the factors include the following: Social norms such as the ethnicity, religion, class culture and gender Accreditation or Licensing processes or requirement. Local and national infrastructure such as sanitation, water, telecom, energy and transportation. Unpredicted change in political in local and national government. National standards, regulation, policies and the scope of work. Identification of strengths and gaps This involves the process through which the Religious Healthcare can possibly improve the performance by defining the desired performance, assessment of quality and performance and comparison of the various levels with the intention of establishing the strengths and weaknesses. Successful organization usually uses international or national standards and guidelines for setting up the desired standards. Such cooperative work for definition of performance is necessary especially when it comes to building consensus amongst stakeholders and the achievement of the desired goals. It also acts as an initial stage of the evaluation plan that determines lies out to be rated before and after interventions (Everybody’s business, 2007). Identifying performance of the health care organization will adequately become simpler when compared using different levels of performance. Evaluation and monitoring of the progress The Religious Healthcare can steadily monitor the progress of the performance through evaluation and monitoring so as to spot any changes in the performance gap. It is however necessary to spot changes at each and every step of the process so that any adjustment can be made in the course of the progress. For example, if a certain employee does not perform, as she/he is required, appropriate measures can be taken to rectify the situation. To  achieve such, the management should develop an evaluation plan which will then be integrated into the workplace process to act as a continuous feedback tool used to measure changes and quality within the Religious Health Education. Final judgment should measure against the level performance amongst the workers and specifically determine the gaps in gender equality have been strengthen and closed due to intervention. It should also delineate the broader outcomes like increased productivity or improved health outcomes (Competing Values of Emergen cy Department Performance, 2004). 4.0 Performance Measures Religious Healthcare could use to Evaluate Nursing Staff Performance in its Emergency Room The effectiveness of emergency department to responds to critical needs of the patients is very important. To respond to the current dynamic environmental changes in the healthcare system, emergency departments should be very flexible and ready to adapt flexible changing models of health care delivery. Cross-sectional survey methods can be used to analyze and describe the performance of the nurses in the Religious Healthcare. Two groups (of stakeholders) will be necessary during the evaluation: community stakeholders (paramedics and homecare) and hospital stakeholders (managers, nurses and physicians). Estimates of the design effect and sample size will be used in determining the realistic number of the prospective sampling units. Descriptive statistics will then be used to analyze characteristics and to make the comparisons of the outcomes in each section. 5.0 Strategies Religious Health Care could implement to enhance its public image and increase market share To increase its performance and win the market share, there are number of steps, which the Religious Healthcare could use. Foremost is the strategic planning. Strategic planning provides the basis of good foundation to the entire health program. Effective planning will ultimately help the Religious Health organization to improve performance. (Making Health Communication Programs Work, 2010): Become aware of the critical health issues, which need to be addressed. Set priorities which will be the foundation of the progress of the organization Derive communication programs which is crucial for the smooth running of the organization Establish the role, which the communication plays in the health communication. 6.0 Critical management  issues, purpose, functions, and performance measures of different departments within healthcare organizations The recent changes in the nature of the healthcare organizations like meeting strict guidelines, improving the quality of care and pressures to reduce cost has forced many health organizations to reconsider how they evaluate their performance. The most effective systems in the organization align organizational resources and units as well as integrate the initiatives. Therefore, three areas that needed to be addressed in the organization’s needs (Casta,1999): To guide a given health organization to a particular direction To effectively manage all the resources needed to travel in such direction To operate all the processes which make the particular health organization work. References Casta, K. (1999). Performance Measurement in Healthcare. Retrieved on November 29, 2013, from http://www.qualitydigest.com/may99/html/body_health.html Competing Values of Emergency Department Performance: Balancing Multiple StakeholderPerspectives. (2004). Retrieved on November 29, 2013, fromhttps://www.ncbi.nlm.nih.gov/pmc/articles/PMC1361037/ Everybody’s business: strengthening health systems to improve health outcomes: WHO’sframework for action. (2007). Retrieved on November 29, 2013, fromhttp://www.who.int/healthsystems/strategy/everybodys_business.pdf White, K. R., Griffith, J. R. (n.d.). The Well-Managed Healthcare Organization Seventh Edition. Chicago, Illinois: Health Administration Press. Etheridge, L. (n.d.). Long Term Care. (2010). Retrieved on November 29, 2013, fromwww.achca.org/content/pdf/LTCPLC_Core_Func-R_6-07lw.pdf Making Health Communication Programs Work. (2010) Retrieved on November 29, 2013, fromhttp://www.cancer.gov/cancertopics/cancerlibrary/pinkbook/page5 Martin, J. (2001). Team Performance in the emergency room: assessment of inter-disciplinaryattitudes. Retrieved on November 29, 2013 fromhttps://www.ncbi.nlm.nih.gov/pubmed/11334690 Optimizing Performance and Quality. (2012). Retrieved on November 29, 2013, fromwww.intrahealth.org/ files/ media/ optimizing-performance-and-quality/OPQ_FINAL.pdf Quality of care: a process for making strategic choices in health systems. (2006). Retrieved onNovember 29, 2013 from http://www.who.int/management/quality/assurance/QualityCare_B

Why you choose Emory as a possible college choice Essay Example for Free

Why you choose Emory as a possible college choice Essay Prior to the Berlin Blockade, France and Great Britain were exploiting the Germans for repayment of their WWII effort. They were, in effect, funneling the Marshall Plan money intended for Germany into their own countries. The need for cooperation among West Europeans to overcome the Blockade by means of an airlift helped to convince France and Great Britain and others that a stronger West Germany was necessary. Otherwise, a weak West Germany would lead to repeated attempts at takeover or disruption by the Soviets. Economic cooperation among the West European nations via the Marshall Plan had been one of the desired features of the Plan from the outset. The Berlin Blockade, as a part of the cold War, reinforced this aspect. Not only was there a necessity for economic cooperation to the point of economic integration, but military cooperation could provide safety from subversion in Western Europe. Therefore, mutual defense pacts were instituted as a part of the North American Treaty Organization (NATO). This was the first long term military alliance that the United States had ever entered into (Kunz par. 3). It meant a recognition that American interests, necessitating a continuing American effort, were at stake in the Cold War in Europe. It meant that Western Europeans had to have a greater degree of economic and military cooperation than ever before to thwart the Soviet threat. Marshall Plan aid gave the West Europeans room to maneuver for opposition and bought time to further this maneuver. The Marshall Plan pushed the recipient countries toward financial stability; to fewer controls than a planned economy would have, and opened these countries to trade. For every dollar the West European country received, the provisions of the Marshall Plan stipulated that the country also put up a dollar of their currency and the administrators of the Plan ensured that external and internal expenditures of that country went to further the goals of the Plan. Relatively soon after the Marshall Plan was proposed and certainly by the time it was signed into law, the Plan led the United States’ charge in the Cold War against Soviet interests. If Western Europe had succumbed to Soviet pressures, the Cold War might have continued to this day and perhaps a worst outcome than that would now be a part of contemporary history. The Cold War was also waged by means other than the economic ones since propaganda, assassination, and proxy wars were going full blast until the fall of the Soviets in 1991. The existence of launch codes and the practice of scenarios for nuclear war were in place during the Cold War. Fortunately, the Marshall Plan succeeded. In fact it has been called an extraordinary success with the resulting stable countries as being the envy of the world (DeLong and Eichengreen 1). The Plan alone did not save Western Europe. It created and helped to maintain an economic environment that allowed of a mix of market forces and government regulation. Too much either way could have made for many difficulties. It did allow victory in the Cold War in Western Europe. Communist influence in the region was greatly reduced. The cooperation on economic matters within Western Europe was extended to NATO. NATO survived the end of the Marshall Plan. The Plan ended in 1951, as scheduled. Its continuance was prevented by the rising costs of the Korean War and increased opposition to the Plan in the US Congress. By then the Marshall Plan had done its work. It had become the basis for the political and economic Western alliance as it waged the Cold War. Works Cited Cold War. 19 Nov. 2005. Wikipedia. 17 Nov. 2005.

A company overview of FedEx

A company overview of FedEx US based FedEx Corporation, is a universally acclaimed corporate giant for logistics and transportation and is a conglomerate of many subsidiary companies like FedEx Express, FedEx Ground, FedEx Freight, FedEx Office, FedEx Custom Critical, FedEx Trade Networks and FedEx Services functioning under the FedEx brand name (FedEx, 2009). FedExs core competencies lie in package routing, delivery and employee relations. Frederick W. Smith instituted the FedEx Corporation in 1971 under the name Federal Express. In 1998, the Federal Express Corporation was as FDX Corporation. It was in January 2000, that the FDX Corporation was renamed as FedEx Corporation and its subsidiaries were re-branded as well. Federal Express came to be known as FedEx Express since then; the small-package ground service RPS got re-branded as FedEx Ground; the shipping provider Roberts Express got renamed as FedEx Custom Critical; Caliber Technology and contract logistics provider Caliber Logistics were united to for m FedEx Global Logistics; FedExs retail arm renamed as FedEx Office. Ever since its inception in 1971, FedEx showed extraordinary growth and truly metamorphosed into a gargantuan company. Today the company stands tall with a marked revenue upswing of $35.5 billion (though down 6% from $38.0 the previous year the loss can be mainly attributed to global economic slowdown) (FedEx Corp. 4th Qtr. Earnings, 2009, June 17). FedEx comprises of a strong workforce of more than 290,000 employees and contractors. FedEx is renowned for its various ace service and innovatory HR practices, policies and procedures. This is proven by its consistent appearance on the Fortune magazines lists Worlds Most Admired Companies, Americas Most Admired Companies and 100 Best Companies to Work for in America. FedEx enjoys nonpareil leadership in various realms of HRM such as employee motivation, employee retention, diversity of work and benefits and compensation. The key contributing factor to FedExs ginormou s success and reputation is its People-Service-Profit (PSP) philosophy according to which FedEx views human resources as the prime contributor for its profitability. Strategic HRM FedExs objectives are to offer 100% service quality, immaculate customer service and overnight parcel delivery. FedExs corporate strategy is differentiation that transcends product, market and geographic boundaries. FedExs is able to maintain its competitive edge by way of its uncanny ability to innovate and by its being leader in technology. All the HR strategies elaborated below facilitate FedEx to enjoy competitive advantage by ways of innovation, technology, human resource and management capabilities. HRM Organizational Objectives Faultless delivery of tens of thousands of packages within stipulated maximum of 48 hours with an immaculate service quality is definitely a wondrous accomplishment. Despite the fact that FedEx adopted technological innovations well ahead of time, its capability and power to provide first-rate customer service is possible chiefly because of its committed, inspired and well-trained manpower. FedEx strategically manages its manpower resources. FedExs organizational strategy is Compete collectively, Operate independently and Manage collaboratively (FedEx, 2009, Mission, Strategy, Values). FedEx Corporation aligns its HR activities with its organizational strategy and by doing so it is capable of attaining such incredible and improbable success. People-Service-Profit (PSP) doctrine religiously adopted by FedEx Corporation assures that the organizations priceless human resources are well cared for and empowered as well. Owing to the fact that the employees are taken good care of and are d elegated with more power and authority, they reciprocally take care of the organization by delivering ace quality of service thereby facilitating the organization in reaping more profits (Chang, Labovitz Rosansky, 1995, p.34; Birla, 2005, pp.9-13). Hence the People-Service-Profit (PSP) slogan forms the basis for all decisions made by the FedEx top management. Key HR Strategies FedExs core HR strategies and their alignment with organizational objectives are discussed as under: Recruitment and Selection Strategy FedEx recruits capable and qualified manpower for all hierarchical levels. It set up promotion from within policy with the intent of providing fair chance to all employees to employ their skills and competencies at work to the full (Birla, 2005, p.196). The company committed to a no lay-off policy so long as its survival is not imperilled (Frock, 2006, p.67). Communication Strategy FedEx employs several processes like Open-Door Policy (ODP) (Frock, 2006, p-204), Guaranteed Fair Treatment Program (GFTP) (Frock, 2006, p.207) and Survey-Feedback-Action (SFA) (Frock, 2006, p.206) to establish sound and good bipartite communication networks. Employees from all hierarchical levels are made to actively get involved and interact freely in the various discussion and QA programs employed by FedEx. Compensation Strategy FedEx offers extremely competitive pay schemes (Dessler, 2003, p.358). It also gives pay-for-performance incentives. It ensures fair treatment of all employees. It vouches job security for all employees. Training and Development Strategy FedExs Training strategy facilitates in fulfilling its organizational objective of cent percent customer contentment. The organization practices promotion-from-within policy. Hence it ensures that adequate and all-encompassing training comprising leadership conceptions, quality management and organizational philosophy is provided to employees belonging to all rungs of organizational hierarchy. HRM Models Harvard Model Harvard model sketches four key HR domains 1) Human Resource Flows recruitment, selection, appraisal, termination etc.; 2) Reward systems pay packaging, employee motivation etc.; 3) Employee empowerment empower and delegate employees with more power, authority and accountability; and 4) Work systems work definition, managing diversity of work and alignment of human resources (Price, 2007, pp.35-37). The above four policy areas result in the 4 Cs Commitment, Congruence, Competence and Cost-Effectiveness. The characteristics of Harvard Model of HRM that are prevalent in FedEx environment are the following: Human Resource Flows Recruitment and Selection FedEx is consistently showered with laurels such as best employer, most admired organization and great place to work. FedEx, having earned such recognition and accolades does not obviously have any trouble with enticing and luring the best work force. FedEx carries out both internal and external recruitment drives. In FedEx, collaborative effort is valued more than individual effort. Equal employment opportunities are given to skilled and competent potential candidates at all hierarchical levels. FedExs Job Change Applicant-Tracking System (JCATS) offers opportunities to irregular workers to acquire regular employment (Shen, 2007). Also FedExs Leadership Evaluation and Awareness Process (LEAP) provided employees from non-managerial positions search positions at managerial levels (Holbeche, 2001, p.294). Appraisal FedExs performance appraisal done annually relates pay hikes to individual performance. Performance goals are decided and agreed in advance but of few notable characteristics that deserve appreciation and guaranteed pay hikes are enthusiasm, team playing skills, commitment, customer orientation and technical know-how and expertise (Cook, 208, p.205). Pay reviews for hourly paid workers are done once every 6 months. Reward Systems FedExs rewards system comprises of various awards such as The Five Star Award, Super Star Award, Bravo Zulu, Circle of Excellence and Golden Falcon Award that are instituted to motivate and boost the morale of the employees and push them towards even more better performance (Mcshane, Von Glinow Sharma, 2008, p.552). Employee Empowerment FedEx caters to customers demands by even exceeding their expectations, which is why it is possible to deliver such a top-rate customer service. In order to meet and exceed customers expectations, FedEx resorted to employee empowerment (Kandula, 2004, p.143). Employee empowerment is the most established and proven means to gain competitive edge over peers. Employees are empowered to the extent of even chartering flights on their own so as to meet the customer delivery requirements. FedEx has even empowered truck drivers so that they are accountable for scheduling their delivery routes in order to meet the delivery schedule. Federal Express records Service-Quality Indicator (SQI) depending on various parameters like a) prompt delivery of shipments; b) delivering past the stipulated deadline; c) unable to track the status of the shipment within half an hour of a customers enquiry. SQIs intent is to comprehend the causes for failure and reduce such instances in order to increase custom er satisfaction. Keeping SQI at desired levels was possible due to employee empowerment. Managing work diversity FedEx won the accolade 100 Best Companies to Work For from Fortune magazine due to its capability of managing work diversity (FORTUNE, 2009, January 23). From the above four policy areas identified in the context of FedEx, we can infer the following Commitment By putting the people first as in the FedEx philosophy People-Service-Profit (PSP) and adopting various employee-friendly HR practices detailed above (recruitment, selection, rewards system, employee empowerment), the workforce will definitely remain committed to fulfilling FedExs goals. FedEx work environment is conducive to innovation and its practices are employee-friendly to ensure that they are kept motivated ever. Congruence All the HR practices outlined above have their objectives aligned perfectly with FedExs goals that is to offer unparalleled customer service. Competence FedExs core competence is its leadership in innovation, human resources and processes. FedEx with its best employer tag and excellent HR practices is able to easily attract and retain talented pool of workforce and this mainly contributes to its success in its operational area. Cost-Effectiveness Obviously, FedExs processes are cost-competitive and facilitate in a great manner to maintain the competitive edge over its competitors. Guest Model This model posits that provided a unified set of HRM practices and procedures is employed in a logical and consistent manner, with the objective of accomplishing the prescriptive objectives of great dedication, superior quality and task flexibility, then super-ordinate employee performance will ensue. Further such a collective performance excellence from employees will eventually result in superior organizational performance too. Guest models six components are 1) an HRM strategy; 2) a set of HRM policies; 3) a set of HRM outcomes; 4) behavioural outcomes; 5) performance outcomes and finally 6) financial outcomes HRM strategy FedExs strategy is differentiation that transcends product, market and geographic boundaries in order to attain 100% customer satisfaction. HRM practices policies Recruitment selection, training, appraisal, rewards, job design, involvement, job security, open-door policy, promotion-from-within, no-layoff-policy, profit-sharing policy, fair-treatment policy HRM outcomes Employee commitment, service quality and flexibility Behavioural outcomes Motivation, involvement and collaboration Performance outcomes High productivity, high innovation, low turnover, low absenteeism, less customer complaints Financial outcomes Profits, good ROI (Return on Investment) Key HRM Activities Recruitment Recruiting the right skilled and talented workforce is crucial to fulfilling FedExs organizational strategy and this becomes a key HRM activity that facilitates FedEx maintaining its competitive edge over its peers as well. The Recruitment and Selection procedures practiced at FedEx are detailed under the HR Planning and Development section below. Rewards FedEx has set up various awards that are defined below to acknowledge talent and to actuate exceedingly gifted employees (Mcshane, Von Glinow Sharma, 2008, p.552; FedEx Overview, n.d.). These awards, tokens of appreciation and accolades immensely facilitate in motivating the employees to improve and do even better and fix high standards for them as individuals and as teams. The Five Star Award The highest and best award one will get in FedEx for exceptional performance is the Five Star Award. The employee who contributes to an extraordinary extent to enhance teamwork, service quality and profitableness receives this most coveted award. Super Star Award Employees who perform consistently and are constant achievers in terms of performance deserve this Super Star award. Bravo Zulu Bravo Zulu is slang used by US Navy for well done. Employees whose performance is outstanding are sure to receive this award. Circle of Excellence Team and collaborative effort demands appreciation, recognition and encouragement. This award is one such award given to teams rather than individuals that do exceptionally good. Golden Falcon award Employees who offer extraordinary customer service by exceeding the customers expectations deserve the Golden Falcon award. Internal Communication Bipartite communication involving the top management and the employees is prevalent in FedEx Corporation. FedEx is committed to Open-Door Policy (ODP), Guaranteed Fair Treatment Program (GFTP) and Survey-Feedback-Action (SFA) in order to facilitate such a bipartite communication. Open-Door Policy (ODP) ODP facilitates employee empowerment by enabling them to call into question / to register their displeasure (or) discontent regarding various organizational policies such as hiring, career, benefits, compensation, etc. The formal accusations and charges thus registered are put forward to the open door forum and are later on forwarded to the respective official to be handled (Frock, 2006, p.204). Guaranteed Fair Treatment Program (GFTP) FedEx requires having a professional grievance handling system to cater to such a huge workforce. GFTP precisely satiates such a need. GFTP facilitates employees to record their grievances, displeasure and discontent on several aspects like disciplinary measures, appraisals, layoffs, downsizing and placements. Such issues are processed at three levels of managerial hierarchy. The manager at the first hierarchical level who is the employees immediate superior reviews the issue. Any issue that reaches second level is carefully reviewed by the Vice President of the section. If the issue is still not resolved at the second level also, then it is addressed by the Supreme Court of FedEx Corporation headed by none other than Fred Smith (Frock, 2006, p.207). Survey-Feedback-Action (SFA) FedEx instituted SFA with the purpose of enhancing employee top management relationships. Employees are made to form teams or work groups amongst themselves and chosen representatives from such teams have to complete questionnaires on several management aspects and superiors. The advent of technological innovations have facilitated setting up of on-line SFAs so as to give instant, easy and immediate access to its global team of employees (Frock, 2006, p.206). FedExs bipartite communication mechanisms described here thus let openness and transparency prevail in the operations and hence should be appreciated for the same. HR Planning and Development The core HR Planning and Development activities / processes namely the recruitment and selection, training and development and succession planning that are performed in FedEx are elaborated below: Recruitment and Selection FedExs organizational objective is to provide unrivalled quality customer service. So recruitment becomes a critical process that needs to be carried out with careful consideration. FedEx only recruits people who were ready to accept challenges and take risks and also possessed enterprising attitude. FedEx entices functional experts by providing them stock options as well as chance to work in exciting and ambitious environs. FedEx adopts a logical and well-planned procedure to carry out recruitment and selection. FedEx supports recruiting students / graduates for intern positions so as to train them for taking up challenging job offers in the future (Working at FedEx., n.d.). Roughly around 25,000 employees are recruited at FedEx for various permanent as well as ad hoc positions. Keeping pace with the technological innovations and internet, FedEx automated the whole job application and application screening procedures. Job applicants can apply online by clicking the Career Centre ico n in the FedEx home page http://www.fedex.com. Vacancies prevailed in various areas such as administrative support, aviation maintenance, customer service, e-commerce, engineering, operations, HR, IT, marketing, truck drivers, vehicle technicians etc. are updated in Personnel Records and Information System (PRISM) (FedEx Overview, n.d.). Prospective applicants can apply online for jobs that commensurate with ones skills, talent, education, training and experience. College graduates and students are also welcome to apply online for internships and permanent positions as well. Prospective candidates can complete information pertaining to their preference (job and place of work). FedEx job application system allows such prospective candidates to create and store on-line resumes. The candidate details are then checked with job eligibility criteria stored in PRISM and suitable candidates are identified. Such short-listed candidates have to further take an aptitude test that quizzes thei r Math, English and reasoning skills, followed by interview. Candidates who clear the interview further undergo a fitness examination and a background credentials check, and finally are given appointment letters. The new (online) system facilitated the screening procedure and drastically brought down the time taken for the procedure by about 50%. There is no race, gender, religion, nationality, disability or age discrimination when it comes to providing employment opportunities. Fair and equal treatment is provided to one and all at FedEx. Thus the recruitment and selection procedures at FedEx are carried out efficaciously thereby helping FedEx to maintain its competitive edge over the rest. Training and Development FedEx has a well-defined training program in place so as to train the new hires and to facilitate them to perform the tasks they are expected to. FedExs training and development program not only imparts job-specific skills and competencies but also contributes greatly to the wholesome development of human resources. FedEx provides an environment that favours continuous learning and hence stagnation of skills or plateauing is highly unlikely. New recruits are made to undergo a very effective orientation program that is formulated with the intent of making first day at office or on-boarding in general a beautiful, enjoyable and unforgettable affair. The orientation program comprised of a New Hire Orientation Kit that includes 1) letter from the CEO; 2) checklists; 3) welcome letter personalized and signed by the managers; 4) first day / first week / through the year employee work schedule. And then the kit also includes a half-an-hour video program Welcome to our World that details out the benefits and facilities of FedEx (Connor, 2003, January 1). The orientation program enabled the new recruits to become conversant with the doctrine, policies and procedures, and the type and nature of relationship between higher-ups and equals at FedEx. An on-the-job training program commences once after the orientation program is over. The training program is designed as per the type and nature of job and tasks the new recruits were required to execute. The higher-ups who are in-charge of the new recruits are also instructed as to how and in what manner the new recruits need to be provided on-the-job training. The employee types such as customer service representatives (CSRs), couriers and service agents, who have to interact more with customers were trained with extra care and significance. The training program for such CSR trainees was a rigorous eight-week schedule during which they were trained about FedExs service types and were put in conditions simulating real work environment. They were taken through computer screens which they will be required to use during their work; they were made to listen to customer live calls in order to get a flavour of the actual job environment. Tests were also conducted as part of the training p rogram and the trainees have to obtain good scores in these tests in order to complete training successfully and be put to actual work. Couriers / service agents have to successfully complete a four-week on-the-job training before being assigned to real field tasks. FedEx is a learning organization that provides a continuous learning atmosphere to facilitate honing the skills, capabilities and competencies of the employees. To evaluate the competencies and proficiencies of the employees, they are subject to taking up a job-knowledge online test once every six months. The performance of the employees becomes an employee training record and is stored in Personnel Records and Information System (PRISM). By way of such evaluation it is possible to determine the areas in which employees ought to enhance their competencies and are assisted and trained further in improving their performance. If despite being trained the employees flunk the job-knowledge tests, they have no other option but to quit FedEx. Such is the significance of periodically assessing the employees job proficiencies. FedEx started the Leadership Development Institute (LDI) during the 80s, and this was instrumental in formulating various training sessions and programs for employees from various hierarchical levels of management. The LDI backed training programs covered three subjects Core Management Principles, outdoor-based learning, and Electives. LDI was staffed by Managing Directors and senior managers together to be called as Management Preceptors. FedExs LDI recognizes leadership material by functioning the Leadership Evaluation and Awareness Process (LEAP) (FedEx Overview, n.d.). LEAP is established on various leadership attributes such as charisma, dependability, flexibility etc. Team play is crucial in this LEAP process. This program is designed to cater to and evaluate the needs and potential of all employees who evince interest and involvement in donning leadership roles. Interested candidates are made to participate in a one-day introductory classroom session Is Management For Me? in order to make them conversant with managerial capabilities and responsibilities. On successful completion of this, the candidate progresses to the next stage to finish the leadership awareness activities. During a 3-6 month period, LEAP candidates are trained and evaluated in leadership qualities. Depending on the candidates performance during this tenure, the manager makes a written recommendation by either favouring or rejecting the candidates attempt for acquiring managerial positions (Murley, 1997, p.502). Succession Planning FedEx believes in fostering and nurturing in-house talents and in promoting them to top rungs of management. FedEx also gives chances for employees from non-managerial cadres to get promoted to managerial positions. FedExs Leadership Evaluation and Awareness Process (LEAP) (Murley, 1997, p.502) was established in 1988 to enable non-managerial employees opt for managerial positions. The LEAP essentially involved assessing the leadership skills and capabilities of the employees who wish to get into managerial positions. FedEx gives preference to in-house talent and hence posts job vacancies in its on-line job portal called Job Change Applicant Tracking System (JCATS). FedEx encourages mentoring and coaching which is yet another non-formal but efficient way of succession planning. FedExs mentoring and coaching programs are carried out efficaciously in FedExs Leadership Development Institute (Murray, 2001). These are the various means by which FedEx facilitates career progression within the organization. Performance Monitoring and Enhancement The HR performance needs to be monitored regularly to enhance the effectiveness. So performance monitoring in FedEx is carried out and the various ways by which the HR performance is assessed are given below: Performance Appraisal System FedExs appraisal system links pay increases to the employees productivity and performance. Annual performance appraisals are carried out and employees are evaluated on the basis of various job-specific attributes few noteworthy ones being customer orientation, team skills, loyalty, technical expertise etc. (Cook, 208, p.205). Apart from hefty pay packages, several attractive prerequisites like 1) tuition fees reimbursement, 2) travel discounts and 3) jump-seat availability (free flight privileges for employees). All such prerequisites are provided over and above the already entitled hefty pay packages. FedEx also offers a 10% profit-sharing scheme for those valued employees. All such enticing aspects related to compensation and benefits keep the employees happy and motivated and enable FedEx to enjoy unmatched position when compared to its peers. Staff Surveys FedEx conducts staff surveys on an annual basis and this serves to be crucial business enhancement tool. Participants are supposed to provide replies to 32 questions electronically in a two week period (Mosley, n.d.). Active participation of staff has been witnessed over these years. This Survey-Feedback-Action (SFA) procedure was introduced with the objective of helping top management in deciding upon issues related to promotions. But then SFA was practiced in reality only to the magnitude of evaluating the employees belonging to the managerial cadre. The employees from various teams are supposed to respond to the 32 questions asked about their higher-ups and the overall management anonymously. The survey results are collated and tabulated and given to the concerned team managers. The managers carry on feedback sessions with the employees, conduct a detailed discussion about the survey results obtained and spot the issues which ought to be handled. Once the feedback sessions conclud e, the team members need to draft a formal plan of action to resolve the spotted issues. The plan is thereon reviewed on a regular basis to monitor the advancement of the corrective measures being carried out. Few sample questions from the survey are as follows: I feel free to tell my manager what I think My manager lets me know whats expected of me Favouritism is not a problem in my work group My manager: helps us find ways to do our jobs better The SFA helps 1) to assess the managerial performance, 2) to resolve employee problems and 3) to enhance relations at work place. Turnover rates FedEx has a very less and insignificant turnover rate of about 1 percent. This being the best employer knows the trick of successful and effective employee retention mechanisms. There is no dearth of career plans or opportunities for the FedEx employees and this is one crucial reason why FedEx is capable of successfully retaining its invaluable workforce. Promotion-from-within policy enables elevating the employees in the hierarchical rungs from within. Also employees performance, efforts and contributions are well-recognized and exceptional employees are awarded for their competencies and proficiencies. Also open and transparent communication too plays a great role in reducing the employee turnover rates. Also, employees should take pride in what they do and this is where imparting proper training to hone the employees skills becomes essential. FedEx has a well-defined on-the-job training mechanism which greatly helps in enabling the employees perform a meaningful job for which they can own pride and responsibility. Motivation and Job Satisfaction FedEx thrives on innovation. For innovation to prevail at impressive levels, creativity, productivity and discretionary efforts are prerequisites. Such attributes are fostered by high levels of employee motivation and job satisfaction experienced by the employees. FedEx has won a slew of accolades thanks to its job-satisfied and motivated workforce. FedEx environment is conducive to innovation and this in turn motivates the workforce to perform exceedingly well. HR Policy Requirements Here we compare and contrast three identified HR policies of two diverse organizations. The two organizations taken for study and comparison of HR policies are 1) Northumbria Police and 2) UCL Londons Global University. The three policies that are considered for comparison are 1) Diversity and Equality, 2) No Smoking, 3) Work life Balance HR Policy 1 Diversity and Equality Northumbria Police versus UCL Londons Global University Northumbrias Diversity and Equality Policy (Northumbria Diversity Equality, 2009, April 8) strives to boost, encourage and preserve diversity, equality and human rights and inform individuals and community about the significance of honouring equality, diversity and human rights within the Northumbria Police. The policy is formulated to evince the Northumbria police support and compliance to enforcing anti-discriminatory, equal opportunity and fair treatment measures in the workplace. UCLs Race Equality Policy (UCL Human Resources Race Equality, n.d.) aims to promote racial equality in all its functions and to value diversity of staff and student and to forbid illegal acts of racial discrimination. The Policy goes about defining racism and means of implementing the policy. UCLs Equality objectives are clearly defined and an Equality Action Framework is formulated too. Special mention about dealing with the acts of harassment and bullying is made and institution of boards and committees to keep acts of inequality under check and control. Managing work force diversity and promoting fair treatment in recruitment and selection procedures at UCL is emphasized. Both the staff and student communities are included in defining the various equality initiatives that are required to be taken as per the policy. HR Policy 2 No Smoking Northumbria Police versus UCL Londons Global University Northumbrias No Smoking Policy (Northumbria No Smoking, 2009, April 1) states about the existence of No Smoking policy within the building premises and vehicles under its control. The objectives of this policy is to 1) ascertain that non-smokers are not involuntarily exposed to tobacco smoke, 2) to educate people about the health hazards associated with smoking, 3) to help those who wish to quit smoking and 4) to accommodate smokers as well. UCLs No Smoking Policy (UCL Human Resources No Smoking, 2007, June 1) strives to create a smoke-free healthy environment f

Belief systems :: essays research papers

Belief Systems The religious beliefs of people along the Silk Road at the beginning of the 1st century BCE were very different from what they would later become. When China defeated the nomadic Xiongnu confederation and pushed Chinese military control northwest as far as the Tarim Basin (in the 2nd century BCE), Buddhism was known in Central Asia but was not yet widespread in China nor had it reached elsewhere in East Asia. Christianity was still more than a century in the future. Daoism, in the strict sense of that term, connoting an organized religion with an ordained clergy and an established body of doctrine, would not appear in China for another three centuries. Islam would be more than seven centuries in the future. The peoples of the Silk Road in its early decades followed many different religions. In the Middle East, many people worshiped the gods and goddesses of the Greco-Roman pagan pantheon. Others were followers of the old religion of Egypt, especially the cult of Isis and Osiris. Jewish merchants and other settlers had spread beyond the borders of the ancient kingdoms of Israel and Judea and had established their own places of worship in towns and cities throughout the region. Elsewhere in the Middle East, and especially in Persia and Central Asia, many people were adherents of Zoroastrianism, a religion founded by the Persian sage Zoroaster in the 6th century BCE. It posited a struggle between good and evil, light and darkness; its use of fire as the symbol of the purifying power of good was probably borrowed from the Brahmanic religion of ancient India. The Greek colonies of Central Asia that had been left behind after the collapse of the empire of Alexander the Great had, by the 1st c entury BCE, largely converted from Greco-Roman paganism to Buddhism, a religion that would soon use the Silk Road to spread far and wide. In India, on side routes of the Silk Road that crossed the passes to the Indus Valley and beyond, the older religion of Brahmanism had given way to Hinduism and Buddhism; the former never spread far beyond India and Southeast Asia, while the latter eventually became worldwide in extent. Coming at last to China on our west-to-east survey of the ancient faith of the Silk Road, we .nd that rulers worshiped their own ancestors in great ancestral temples; they were joined by commoners in also worshiping deities of the earth, the four directions, mountains and rivers, and many others.

Jonathan Swifts Gullivers Travels Essay -- essays research papers

Although Gulliver's Travels by Jonathan Swift has long been thought of as a children's story, it is actually a dark satire on the fallacies of human nature. The four parts of the book are arranged in a planned sequence, to show Gulliver's optimism and lack of shame with the Lilliputians, decaying into his shame and disgust with humans when he is in the land of the Houyhnhmns. The Brobdingnagians are more hospitable than the Lilliputians, but Gulliver's attitude towards them is more disgusted and bitter. Gulliver's tone becomes even more critical of the introspective people of Laputa and Lagado, and in Glubbdubdrib he learns the truth about modern man. Gulliver finds the Luggnuggians to be a "polite and generous people" (III, 177), until he learns that the Struldbruggs' immortality is a curse rather than a blessing. Throughout the course of Gulliver’s Travels, Gulliver’s encounters with each culture signify a progression from benevolence towards man to misanthr opy, resulting in Gulliver's final insanity. In the first part of the book, Gulliver arrives on a strange island and wakes up tied to the ground by a culture of six-inch tall Lilliputians. Gulliver is amazed by the skill of the Lilliputians in handling him, but he is offended by their disrespect: â€Å"†¦in my Thoughts I could not sufficiently wonder at the Intrepidity of these diminutive Mortals, who durst venture to mount and walk on my Body, while one of my Hands was at Liberty, without trembling at the very Sight of so prodigious a Creature as I must appear to them† (I, 8). However, Gulliver complies with every inconvenience that the Lilliputians bestow on him, because he allows them to take him prisoner even though he could destroy them with one stomp. It is rather amusing that Gulliver surrenders to these tiny people so quickly: â€Å"†¦when I felt the Smart of their Arrows upon my Face and Hands†¦I gave Tokens to let them know that they might do with me what they pleased† (I, 9). They also tie Gulliver up as if he were a dog, and search his pockets in order to confiscate any weapons, among numerous other actions in which Gulliver placidly succumbs. No matter how respectful Gulliver is, however, it is negated by his lack of shame. By urinating on the queen’s palace to put out a fire, he does not realize that he offended the queen immensely, and this is the cause for his impeachment. By making th... ...is own race begins to turn on him ironically when he describes the culture of his native country to the Houyhnhnms. The rational beings conclude that Gulliver really is a Yahoo because the civilized people of Gulliver’s culture are just as corrupt as the less civilized Yahoos. Upon realizing the morose fact that he is indeed a Yahoo dressed up like a civilized man, Gulliver’s psyche collapses and he is transformed into a misanthrope, forever alienated from the rest of society. All four books of Gulliver’s Travels form a rapid descent into the dark nature of man. Swift is satirizing the elements that make men human, from small pettiness to corruptness and greed. When a sane man such as Gulliver is exposed to the different aspects of human immorality, Swift shows how these influence his life and the effect, ultimately, is the deterioration of his mind. At the end of the book, Gulliver cannot even look at his family without feeling disgust. Above all, he is disgusted with himself for being a part of such a corrupt race as man. But Gulliver is â€Å"an honest Man, and a good Sailor, but a little too positive in his own Opinions, which was the Cause of his Destruction† (IV, 191).

Employee Organisations & Unions Essay -- Business and Management Studi

Employee Organisations & Unions If employers and employees have a history of good working relationship and mutual trust, reaching decisions, which are fair under the circumstances, would be achievable. For example, if the business is poor and redundancies are possible, it would be impossible to find a solution to suit everyone so the employer would have to make a difficult decision. Good relations between employers and employees are only possible if both feel that they can discuss major problems and anticipated changes, if there can be discussion and consultation about key issues and if they genuinely want to work together to find a solution. After employees have been involved in a consultative process they are usually more likely to accept a negotiated outcome. A trade union is a voluntary organisation which employees are free to join if they wish. There may be a subscription charge depending on size; it varies from a very large association to a small association. Trade unions offer a range benefits and advisory services to members, represent their members during disciplinary or grievance procedures and aim to protect and improve pay and conditions of employment. They approach the government about introducing laws, which will benefit employees. Staff associations do not automatically have the same legal rights as independent trade unions, although many do. They may just provide an informal meeting ground for employers and employees and often have ...

Latest Development in Ict

1. 0. INTRODUCTION Meaning of Open Source Software (OSS) Open source software (OSS) is defined as computer software for which the source code and certain other rights normally reserved for copyright holders are provided under a software license that meets the Open Source Definition or that is in the public domain. This permits users to use, change, and improve the software, and to redistribute it in modified or unmodified forms. Meaning of Hardware A computer's hardware consists of the physical components necessary to operate and interact with a  computer.Since a computer's primary language is binary, devices are necessary to convert our input into that language. The binary code coming out of the computer must also be translated into something usable for the operator. Meaning of Software Software is often divided into two categories: 1. System software: Includes the operating system and all the utilities that enables the computer to function. `2. Application software: Includes prog rams that do real work for users. For example, word processors, spreadsheets, and database management systems fall under the category of applications software. 4. The Latest Development in ICT 4. 1 Hardware |a) Canon Pixma MP280 |b) Canon Pixma MX360 | |[pic] |[pic] | | | | |-The Canon Pixma MP280 is an entry level all-in-one printer, |-The Canon Pixma MX360 was first introduced by Canon in January | |scanner, and copier with enhanced photo printing capabilities.It|during CES 2011. It is  an entry level model designed  for small | |was the budget-friendly model out of its line of eight photo |office/home office use, alongside the Pixma MX410. We have | |printers released by Canon in 2010. Taking on the new Pixma photo|already reviewed the leading flagship inkjet out of the bunch, | |printer look, it features a simple glossy black design with |the  Pixma MX882, and the inkjet that is one step down from it, | |silver accents just like the previously reviewed sister |the  Pix ma MX420. Now we will take a look at the MX360.This | |product,  the Canon Pixma MP495. Canon has included Full HD Movie |four-in-one can print, scan, copy, and fax and connects to a | |Print and photo editing software, as well as the Easy Photo Print|computer via HighSpeed USB 2. 0 (note that the MX410 has wireless | |app for Android smartphones in the package. Moreover, this photo |connectivity). It has an automatic document feeder that can fit | |all-in-one offers high color resolution color photo capabilities |up to 30 sheets and a 100-sheet rear feed tray. We tested the | |with a maximum of  4800 x 1200 dpi and is Energy Star certified. MX360 and found that it can print up to 8 black and white pages | |It is currently selling for only $70 from Canon's website; so |per minute under the default settings. The MX360 has a list price| |keep reading to find out if this is the right printer for you. |of $79. 99; check out our full review below to find out if this is| |Our reviews include an overview of specifications, testing |the suitable inkjet for your office at that price. | |results, a summary of the build and design, and more. | | 4. 2 Software a) Adobe Photoshop Lightroom 2. 0 |b) Adobe Photoshop Lightroom 3. 0 | | |[pic] | |[pic] | | |-Adobe Photoshop Lightroom 2. 0 Beta was advertised in official |-Adobe Photoshop Lightroom 3. 0 beta was released on October 22, | |emails from Adobe in April 2008. New features include: |2009.New features include: | | ¦Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Localized corrections (edit specific parts | ¦Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   New chroma noise reduction | |of an image) | ¦Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Improved sharpening tool | | ¦Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Improved organization tools | ¦Ã‚  Ã‚  Ã‚  Ã‚  Ã ‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   New import pseudo module | | ¦Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Multiple monitor support | ¦Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Watermarking | | ¦Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Flexible printing options | ¦Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Grain | | ¦Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   64-bit support | ¦Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Publish services | |The official release of Lightroom v2 was on July 29, 2008, along | ¦Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Custom package for print | |with the release of Adobe Camera Raw v4. 5 and DNG Converter 4. 5. |On March 23, 2010, Adobe released a second beta, which added the | |Adobe has added DNG Camera Profiling to both releases. This |following features: | |technology allows custom camera colour profiles, or looks, to be | ¦Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   New luminance noise reduction | |created by the user and saved. It also allows profiles matching | ¦Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Tethered shooting for selected Nikon and | |the creative styles built in to cameras to be replicated.Adobe |Canon cameras | |released a complete set of such Camera Profiles for Nikon and | ¦Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Basic video file support | |Canon models, in addition to basic Standard Profiles for all | ¦Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Point curve | |supported makes and models, through Adobe Labs, at the same time |Although not in cluded in any beta release, version 3 also | |as the Lightroom v2 release. This technology is open to all |contains built-in lens correction and perspective control. | |programs compliant with the DNG file format standard. | | 5. 0 Pervasive Computing 5. 1 Meaning of Pervasive ComputingPervasive computing (also called ubiquitous computing) is the growing trend towards embedding  microprocessors  in everyday objects so they can communicate information. The words pervasive and ubiquitous mean â€Å"existing everywhere. †Ã‚  Pervasive computing devices are completely connected and constantly available. Pervasive computing relies on the convergence of   wireless  technologies, advanced electronics and the Internet. The goal of researchers working in pervasive computing is to create  smart  products that communicate unobtrusively. The products are connected to the Internet and the data they generate is easily available. 5. 2 Examples of Pervasive Computing Smart TV [p ic]*Samsung Smart TVSmart TV, which is also sometimes referred to as â€Å"Connected TV† or â€Å"Hybrid TV†, (not to be confused with  Internet TV,  Web TV, or  LG Electronics's upcoming â€Å"SMART TV† branded  NetCast Entertainment Access  devices), is the phrase used to describe the current  trend  of integration of the  internet  and  Web 2. 0  features into modern  television sets  and  set-top boxes, as well as the technological convergence  between  computers  and these television sets /set-top boxes. These new  devices  most often also have a much higher focus on  online  interactive media,  Internet TV,  over-the-top content, as well as  on-demand  streaming media, and less focus on traditional  broadcast  media like previous generations of  television sets  and  set-top boxes  always have had.The technology that enables Smart TVs is not only incorporated into television sets, but also devic es such as set-top boxes,  Blu-ray  players,  game consoles, and other companion devices. These devices allow viewers to search and find videos, movies, photos and other content on the web, on a local cable TV channel, on a satellite TV channel, or stored on a local  hard drive. GPS [pic]*Garmin GPS The  Global Positioning System  (GPS) is a space-based  global navigation satellite system  (GNSS) that provides  location  and time information in all weather, anywhere on or near the Earth, where there is an unobstructed line of sight to four or more GPS satellites. It is maintained by the  United States  government and is freely accessible by anyone with a GPS receiver.The GPS project was developed in 1973 to overcome the limitations of previous navigation systems,  integrating ideas from several predecessors, including a number of classified engineering design studies from the 1960s. GPS was created and realized by the  U. S. Department of Defense  (USDO D) and was originally run with 24  satellites. It became fully operational in 1994. 6. 0 Conclusion Open Source can be used by anyone and because it has no copyright claims, so users are free to use, change, and improve the software, and to redistribute it in modified or unmodified forms. Pervasive Computing is to make our lives easier because we can interact with computers. Besides that, we can easily give the computer commands and the computer will grant your wish. 2. 0 The Latest Open Source Operating System (OS) 2. 1 Meaning of Open Source OSOpen Source Operating System is the most important program that runs on a computer that is free to use, change, and improve the software, and to redistribute it in modified or unmodified forms. Every general-purpose computer must have an operating system to run other programs. Operating systems perform basic tasks, such as recognizing input from the keyboard, sending output to the display screen, keeping track of files and directories on t he disk, and controlling peripheral devices such as disk drives and printers. 2. 2 Examples of Open Source OS a) Dream Linux [pic] DreamLinux  is a modern and modular Linux system that can be run directly from the CD and optionally be easily installed onto your HD. Dreamlinux comes with a selection of the best applications designed to meet mostly of your daily needs.It is based on Debian and Morphix, which means it takes advantages of their best features and adds its own modern development tools. b) Haiku [pic] Haiku  is an open-source operating system currently in development designed from the ground up for desktop computing. Inspired by the BeOS, Haiku aims to provide users of all levels with a personal computing experience that is simple yet powerful, and free of any unnecessary complexities. Haiku is developed mostly by volunteers around the world in their spare time. 3. 0 The Latest Open Source Application Software 3. 1 Meaning of Open Source Application Software Open Sourc e Application Software includes database programs, word processors, and spreadsheets and others.It is free to use, change, and improve the software, and to  redistribute  it in  modified  or  unmodified  forms. 3. 2 Examples of Open Source Application Software Web Browser [pic]*Mozilla Firefox A  web browser  is a  software application  for retrieving, presenting, and traversing information resources on the  World Wide Web. An information resourceis identified by a  Uniform Resource Identifier  (URI) and may be a  web page, image, video, or other piece of content. Hyperlinks  present in resources enable users easily to navigate their browsers to related resources. The major web browsers are  Internet Explorer,  Mozilla Firefox,  Google Chrome,  Apple Safari, and  Opera. Spreadsheet [pic]*Microsoft Office ExcelA  spreadsheet  is a  computer application  that simulates a paper, accounting  worksheet. It displays multiple cells usually in a two-dimensional matrix or grid consisting of rows and columns. Each cell contains  alphanumeric  text, numeric values or formulas. A  formula  defines how the content of that cell is to be calculated from the contents of any other cell (or combination of cells) each time any cell is updated. Spreadsheets are frequently used for  financial  information because of their ability to re-calculate the entire sheet automatically after a change to a single cell is made. A pseudo third dimension to the matrix is sometimes applied as another layer, or layers/sheets, of two-dimensional data.

Human Resource Information Systems Essay

Employees retention and keeping them satisfied so that they work on their full cogency and be harvest-homeive for the lodge is in truth important. They should be well motivated and the programs bid compensation, knowledge and development and base net income should set such(prenominal) that employees feel that the come with values them and their vexed work a lot. For all(prenominal) this, the companys pitying imaginativeness segment has to depute in all of this info into the computer body and then to manage it for further references in future.This nurture is then saved in the companys governing body and supererogatory bundles atomic number 18 at that place to handle them for the company. Since the valet de chambre option de incisionment cash in ones chipss to bear the responsibility of the organization in the terms of the diverge of lines for the employees and how the employees atomic number 18 mantic to interact with each an separate(prenominal) dependi ng on their assigned assignings and with other businesses. The package programs utilise in the adult male imaginativeness surgical incision run through a range which starts from performing a primary function, to all complete packet suits which ar designed to puzzle discover all the haves of homophile imaging surgical incision may have.These softw ar tar line all the functions of gentle election like paysheet, receiptss, for employees, recruiting, compliance and many more. This culture maintained is so sensitive that it essential be and should be handled by the tender-hearted mental imagery plane section moreover, and should be uploaded on their network map drives rather than on every other subdivisions, which cleverness cause trouble as they would be competent to access it. In this report, it would withal be discussed that which of the softw atomic number 18 the companies use would be the turn upflank for them because of their efficiency and the measu re they cod to give out results to them. pityingity choice information engine room faces many needs. homogeneous mentioned above, homo choice subdivision has to solve many assignments think to the payroll of the employees, the benefits the employees get on their performance they show for the company. some other software or the multi task software check close to the employees and keeps a magnetic disc of their designations and the promotions they get further in their careers. The oddment part of compliance software is used to ensure that the policies they are do do non abuse the company burster and other goals they really want to achieve.For the payroll part of valet de chambre option, human re seed department needs those softwares that can do the basic function for them like computation all the employees pay according to their presumption designations. This software moldiness besides be subject to take calculations of the employees hourly and periodical pay. I t should withal be able to envision the compensations and the uncompensated time given by the employee and added and adjusted in the employees salaries ( . Kavanagh and Thite, 2008)These softwares should be such that they automatically cut the valuate incomees from the salaries of the employees of the company, and this tax should be both pre tax income and post tax income of the employees especially when the employees have elected for the pre tax deduction, which are known as the 410K, cafeteria, final cause and medical deductions. Deduction management should withal take place in this software, so that the employees do not have to do it manually, which cause some man fracture in calculations.If this is through with(p) manually, it would take a lot of time to get trace with every employee of the company and their talent be some errors likewise. The other department of human vision where they need information technology is at the benefits area. Softwares which is multi tasking or who performs solely benefit functions admirers the human resource employees by making them wrap up every other employee of the company, its assemblage and the usage of benefits they get. This would also count compensable time off, and the payments which are given on time.This software would also help the human resource employee to check whether the other employees are worthy for the medical and health connect to benefits. All those fringe benefits provided by the company like health clubs, to its employees may also be tracked the human resource department at the need of information. That is why, the companies need a software which would help them out the benefits for all the employees of the company and keep a indicate whether they are eligible for it or not. The third part is employees.This is an important part since its the duty of the human resource department to do the hiring and selecting of the employees and then posterior retain them for the company. Since the company is not set out by only two or three department but by many, the number of employees is a lot too then. To keep a track on all of the employees, who are currently employ by the company is very hard and that too by their designations. Softwares help the human resource department people as they set a range of the designation for the employees and to the employees group at very varied level of the organization.For employees, the human resource department would need few basic functions from the softwares. Human resources would like the softwares to have tracking system and also feature recording of employees performance, their attendances and absences and at last the development and the work they are putt in for the company. This would help the company as they would know how much effort is been put in by the employees and who then becomes eligible for the compensation or the bonuses.This software may also have these features such as management of compensation, time infor mation system, software which could do assessments on employee skills, on their learn and knowledge and a record on their behavior with other employees, especially if they got themselves into conflicts or an incident in which they have heady things. Recruiting is another part of human resource department which requires software to do their task on every process of the recruitment. This software would have every employees occupation descriptions according to the designations and this may also help in future while hiring upstart people on those posts.Software might also help the human resource staff by storing extra information of prospective background and relocation of the employees among the departments and lastly, about the new employees who had been hired by the company. ultimately its compliance which is to be dealt by the human resource. Any software related to it would help the department by allow them know that whatever the company they are working for is complying wit h, is actually applicable with the laws or not. This includes the process of hiring new employees, so that no nepotism occurs and the qualified people are not left behind.No employee is fired or terminated without any legal reason. The education criterion matches the job post fate and should also store information complaints regarding internal harassment. Also that the company complies with all of the federal regulations they are supposed to follow. For human resource department, the best softwares they have found so far for their work to be done very efficiently are the OrangeHRM suite software and the other software is by the Microsoft, named Microsoft Dynamics suite which also happen to be single-source providers.These are considered to be the best softwares for the companies to complete their human resource related tasks. These softwares are such that they not only manage the tasks of the human resource department very efficiently but they also consumer less time to complete the assignment. The other softwares are Ajiva Simple HR which is considered to be a least expensive product and does all the functions required by the human resources. The information of this is unattached in the forms of pictorial dashboard. Other software is of People-Trak HR which is affordable too and gets more expensive on adding more features ( Rashid, 2009). in that location are other softwares too for the human resource departments. There are other softwares too available for the completion of human resource department task. They are mostly related to the payroll like mentioned above, then work time of the employees, and the benefits administration to keep a track of who is eligible to get one or not. Recruiting softwares are also available and training and learning management system softwares are thither too to help the employees the human resource department to sort out their things more easily (Sleezer, Wentling and Cude, 2002).Performance record softwares are also ava ilable for the human resource department that sorts out the bonuses or the incentives the employees would get according to their performance they have shown for the company. Lastly, appraisal softwares are also there so that the human resource department can collect online information about the views the employees hold for their company and their jobs and then make policies out of them so that the employees are extremely motivated.Before selecting the software technology, the company must make sure whether the software they are going to get from the other source has enough flexibility and scalability for the human resource department and its tasks or not. The employees should determine that whether the data could be imported from the excel sprinkle sheets, its databases and other paper documents, all those things which brook important data that needs to be put into computer, otherwise it would create a problem.The software should also be able to take in the information and do fil ter of things which it needs to take in and store in specific data bases. Companies should also check whether the software is able to accommodate the human resource department of the companies. If true software is picked out for the enrollment, it impart evaluate the enrollment activity and inspect all the necessary rules and combination of rules, messages and other ways to meet and fulfill the eligibility of the requirements which are desired.