Human Relationships-Frankenstein Essay - 1916 Words

Mary Shelly’s Frankenstein is book about the importance of human relationships and treating everyone with dignity and respect. The main character of the book is Victor Frankenstein who is a very intelligent man with a desire to create life in another being. After he completes his creation, he is horrified to find that what he has created is a monster. The monster is the ugliest, most disgusting creature that he has ever seen. Victor being sickened by his creation allows the monster to run off and become all alone in the world. Throughout Frankenstein, Mary Shelley uses the theme of human relationships to illustrate the bond that man has with other beings and the need for love and affection. The importance of human relationships†¦show more content†¦He tells of the void he feels in his soul. He tells of the bitter grief one experiences after the death of loved one and what it feels like to no longer see them and hear their voice. Mary Shelley illustrates that this life is not the end, but there is another life where loved ones will be seen. Victor’s mother is demonstrating how special Elizabeth is to her and that she wants her to take care of the family and to someday marry Victor. Later in the novel, Victor leaves for school. Victor’s father tells him, â€Å"I know that while you are pleased with yourself, you will think of us with affection, and we shall hear regularly from you. You must pardon me if I regard any interruption in your correspondence as a proof that your other duties are equally neglected†(33). After, Victor leaves for school to begin his studies he becomes self-absorbed in his work. Family is very important to Victor’s father. Victor realizes that he has become too involved in his studies and knows that it is unhealthy to behave in such a way. However, he does not want to quit and begins to justify his actions. He suggests that if others had given up, then history could have been altered. Vi ctor feels isolated and lonely. He thinks of his family and how disappointed they are that they have not heard from him. Shelly uses this quote to emphasize the importance of human relationships and how important they are to a person’s well-being. The theme of humanShow MoreRelated The Concepts Of Knowledge And Happiness In Mary Shelleys Frankenstein1001 Words   |  5 Pagesbecome greater than his nature will allow† (Shelley 60). In Mary Shelley’s Frankenstein, she expresses her beliefs regarding the danger of pursuing happiness through the attainment of knowledge, because true happiness is found in the emotional connections established between people. The pursuit of knowledge is not necessarily an evil thing, but it can cause destruction when it is pursued beyond natural limits. Victor Frankenstein becomes a slave to his passion for learning in more than one way; firstRead MoreThe Concepts of Knowledge and Happiness in Mary Shelleys Frankenstein1011 Words   |  5 Pagesgreater than his nature will allow (Shelley 60). In Mary Shelley s Frankenstein, she expresses her beliefs regarding the danger of pursuing happiness through the attainment of knowledge, because true happiness is found in the emotional connections established between people. The pursuit of knowledge is not necessarily an evil thing, but it can cause destruction when it is pursued beyond natural limits. Victor Frankenstein becomes a slave to his passion for learning in more than one way; firstRead MoreNegative Effects Of Cruelty In Frankenstein1505 Words   |  7 PagesIn Mary Shelley’s Frankenstein, cruelty is often the result when a character’s actions are only focused on themselves. These actions are caused when the person emotions are never based around others. Their arrogant emotions cause them to be unable to see the consequences of their actions and the effect on the others around them. This is shown by both the villagers and Victor Frankenstei n since they are absorbed in their own emotions that they neglect to focus on the negative impact that they haveRead MoreWhat Is The Relationship Between The Creator And The Created In Frankenstein1653 Words   |  7 PagesMay Shelley crafted one of the most renowned novels of the Romantic era and gave birth the genre of science fiction. Shelley’s Frankenstein displays many themes, but none is more significant than that of the relationship between the creator and the created. This relationship is undoubtedly complex. Victor Frankenstein’s sentiments towards his creation vary from pure intrigue as he begins to build the eight-foot-tall man to utter disdain towards him as the beast begins to push back against him. MoreoverRead MoreAnalysis Of Mary Shelley s Frankenstein Essay1601 Words   |  7 Pagesof scientist Victor Frankenstein. Written in the 19th century, Shelley’s book became a memorizing read, unheard of from women. In her world-known novel Frankenstein , the scientist fulfills his goals of giving life to a spirit-less body, playing God. With this accomplishment, he kick-starts a gothic and bloody journey and is forced protect his family and friends by attempting to end the life of his creation. Shelley opens up the reader’s eyes to see what they truly are: human. Her purpose is to revealRead MoreExamples Of Ambition In Frankenstein1316 Words   |  6 PagesFrankenstein Essay With the same hands Frankenstein built the monster, he holds his dying wife. Throughout Mary Shelley’s Frankenstein, Victor Frankenstein and his creation fight against each other as ambition, abandonment and the lack of responsibility result in the downfall of both. As the creator, Frankenstein represents a parental figure to his creation. A conflict arises through the years leading up to Frankenstein’s creation and continues for years while taking the lives of multiple peopleRead MoreCreators and Creations in Mary Shelly ´s Frankenstein1341 Words   |  5 Pagescreations in Frankenstein. The unnatural creation is seen to cause terrible foreboding. Shelly portrays the act of creating another being to require monumental amounts of responsibility, which she shows by the structuring of the novel. The consequences of disregarding these are seen to be profound adversities and finally death, due to the unbreakable bond that forms between the monster and the creator. Mary Shelly uses the deliberate structure of Frankenstein to makeRead MoreEssay on Relationship Between Frankenstein and the Creature1554 Words   |  7 PagesRelationship Between Frankenstein and the Creature Gothic novels are written mainly to strike fear in their readers; they also served to show the dark side of human nature. Nature is used often to create atmosphere. It predicts forthcoming events (e.g. the rainstorm on Victor’s wedding night foretells something evil is about to occur). A typical gothic tradition is the eerie atmosphere of Frankenstein. Victor, unafraid of the dark, spends his time in vaults and charnel Read MoreMary Shelleys Frankenstein Essay examples798 Words   |  4 PagesFrankenstein The novel, Frankenstein, by Mary Shelley portrays two characters, Victor Frankenstein and the monster. Despite their drastically different appearances and lives, Victor and the monster have many similarities. Although, Victor Frankenstein and the monster share many similarities, there are four significant qualities. These include a need for family, a love of nature, a great want for knowledge, and an isolation from society. Though theyre different in many ways, these similarities bondRead MoreThe Duality of Man: Connections Between Victor and the Monster in Frankenstein1631 Words   |  7 Pages The classic gothic novel Frankenstein by Mary Shelley details the relationship between two significant figures, Victor Frankenstein, and his unnamed monster. The critical relationship between such characters causes many literary critics to compose the idea that they are bound by nature – inadvertently becoming a single central figure (Spark). This provides provoking thoughts on the du ality of mankind, revealing the wickedness of human nature. The role of the monster as an alter ego to Victor is

The Milgram Experiment Free Essays

string(173) " actually had to force the learner’s hand onto a shock plate in order to punish him; about 30 percent of subjects continued the variation until the end \(Fermaglich 86\)\." The Milgram Experiment Outline Topic: The Milgram experiment I) The experiment A) Who was involved with the experiment? B) How they got participants C) What the subjects thought was happening i)Learning Task ii) Memory Study iii) Electric shock for wrong answer iv) â€Å"Prods† to continue the shocks D) What actually happened i) It was a test for obedience not memory ii) Vocal response from the victims (staged and set beforehand) II) The results A) How many experiments were performed B) How many people were tested C) How many continued the experiment D) The video of obedience E) What types of people were tested, and what difference that made F) Differences between each test and results G) High levels of stress for subjects III) Why did he do the experiment A) To get an understanding of Nazis B) To prove the â€Å"answer to destructive obedience lay less in the power of personality and more in the power of situation† C) Social projection D) Test the idea that some people consider themselves better than others IV) The reaction A) Self realization B) Unethical i) Manipulation ii) Disregard for rights iii) Negligent of emotional well being C) Argument in ethics caused new rules in APA guidelines V) Applications A) Nazi Germany B) U. S. wars C) Watergate Many experiments have been performed throughout the years. We will write a custom essay sample on The Milgram Experiment or any similar topic only for you Order Now One of the most shocking would have to be the Milgram experiment performed by Stanley Milgram. The experiment was to test a person’s â€Å"Obedience to Authority† by seeing if he or she would cause harm to another just because they were told. The idea of obedience has been instilled in people since the time of Cain and Able, with regard to doing as God says. There are multiple reasons for Dr. Milgram to perform this experiment, however, some did not accept this and still believed it to be a violation of the subjects human rights. The results showed that even though people believed they would not cause extreme harm to another, they would if put in the position where they were pressured to by an authoritative person. This resulted in chaos in the psychological community, and concluded in major changes to what is moral, and ethical, under the guidelines provided by APA. However, his results may be used to consider what happened during World War II, along with other U. S. ars, as well as what happened during the Watergate scandal. This experiment was performed many times. It began with Dr. Milgram placing an ad in a New Haven newspaper. The advertisement asked for people between the ages of 20 and 50, those who were not currently attending school, and from all types of professions. It also claimed the experiment would last one hour, and that it was to study memory. Those who participated in the experiment would receive four dollars for participating, and fifty cents for carfare, for the one hour of participation. From this ad, he did not get enough of a response so Dr. Milgram took names from a phone directory, and send fliers in the mail. The experiment itself was performed in the Interaction Laboratory of Yale University. It consisted of two people who were aware of what was happening, one called the â€Å"experimenter,† the person in charge of managing the experiment, and another called, â€Å"the victim. † A third, was one other person involved with the experiment called the â€Å"naive subject† who was the one being tested in this experiment. The experiment called for two different perspectives, which were what the â€Å"naive subject† believed to be happening, and what was really happening. The experiment was set up so that according to the â€Å"naive subject,† â€Å"the victim† was told to memorize a list of word pairs such as: blue box nice day wild duck etc. then in the testing sequence he [the naive subject] would read: blue: sky ink box lamp (Obedience 18). If â€Å"the victim† was able to select the correct corresponding word, the â€Å"naive subject† continued by saying the next word. However, if â€Å"the victim† did not answer correctly, or took too long in answering, the â€Å"naive subject† would have to administer a shock. After each wrong answer, the next wrong answer would result in a stronger shock. The generator, which was to administer the shocks to â€Å"the victim†: Ranged from 15 to 450 volts. The labels showed a 15-volt increment from one switch to the next, going from left to right. In addition, the following verbal designations were clearly indicated for groups of four switches, going from left to right: Slight Shock, Moderate Shock, Strong Shock, Very Strong Shock, Intense Shock, Extreme Intensity Shock, Danger: Severe Shock. Two switches after this last designation were simply marked XXX. (Obedience 20) The authenticity of the generator was validated by giving the â€Å"naive subject† a 45 volt shock to the wrist. The test which the â€Å"naive subject† thought was a test for memory, was actually to test a person’s willingness to follow authority. Therefore, as the voltage was to increase, there were acted protests by â€Å"the victim† which made the â€Å"naive subject† less willing to continue. However, if the â€Å"naive subject† was having second thoughts about continuing, the â€Å"experimenter† was to give â€Å"prods† each more aggressive as the â€Å"naive subject† continued to protest, Prod 1: Please continue, or, Please go on. Prod 2: The experiment requires that you continue. Prod 3: It is absolutely essential that you continue. Prod 4: You have no other choice you must go on (Obedience 21). Feeling obligated even though â€Å"the victim† responded with cries of pain and eventually no answer, the majority of those did continue. The results of this experiment were interesting. In the primary experiment 26 out of 40 people continued to shock a person with what he or she believed to be 450 volts for an incorrect answer, or if they did not respond within a time limit set by the â€Å"experimenter. Another variation of this experiment he performed in which he: placed the learner closer to the teacher, including one in which the teacher actually had to force the learner’s hand onto a shock plate in order to punish him; about 30 percent of subjects continued the variation until the end (Fermaglich 86). You read "The Milgram Experiment" in category "Papers" There was another variation which used on ly women. The results were the same as those for men. Over three years, Dr. Milgram performed 24 different variations of his original experiment, and tested over 1,000 people. There was also one case in which Dr. Milgram videotaped a subject’s obedience, â€Å"In the full version of Milgram’s film Prozi [the subject] is shown ending up being completely obedient- that is, administering a 450-volt shock to the unseen learner† (Blass). Another result of this experiment was the experiment had a huge impact on those who were the subjects. It resulted in high levels of stress in those who were subjects, whether they obeyed or disobeyed, which Dr. Milgram himself admitted to happening, and so he had to provide a meeting for the subject and the learner, in order to try to alleviate that stress (Fermaglich 87). Although the experiment was performed many times, and on many different people, this proved that the majority will follow orders when they are given, even if it goes against their conscience. These were not the only results from this experiment; people had other thoughts about Dr. Milgram’s experiment. There have been many who have wondered why a man would perform a test that many people consider to be a violation of a person’s basic rights. Dr. Milgram had many reasons behind performed these experiments. Dr. Milgram believed â€Å"When you think of the long and gloomy history of man, you will ind more hideous crimes have been committed in the name of obedience than have ever been committed in the name of rebellion† (Obedience 2). He wanted to be able to prove his belief that the â€Å"answer to destructive obedience lay less in the power of personality and more in the power of situation† (Slater 31). He also performed it with relation to the Holocaust, an d since Milgram, â€Å"a Jewish man whose relatives had hidden from the Nazis and been interned in concentration camps, [he] constructed his experiments in order to understand Nazi evil† (Fermaglich 84). Another idea posed as a reason for Dr. Milgram’s performance was the thought of â€Å"self-other bias (Brown, 1986) [which] is the general tendency for people to rate themselves as better than ‘typical others’† (Geher, Bauman, Hubbard, and Legare 3). There were those who believed the experiment to be unethical, and others who seem to be enlightened with a sense of self realization. One person found Dr. Milgram’s experiment to give him a better sense of who he was: I felt a shock of recognition, and the immediate knowledge that I could do such a thing, unsteady as I am. And I knew I could do such a thing, not because some strange set of circumstances propelled me to, no†¦It was not external. It was internal (Slater 62) However most other people who did not participate in the experiment did not feel this way, they felt this experiment was â€Å"the subject of enormous controversy, centered on the contention that his research subjects had been unethically manipulated, without due regard for their rights or emotional well-being† (Schwartz). In the field of psychology there was an uproar, with those who found the experiment to be reprehensible. One of those people was Diana Baumrind who questioned the obedience experiment, with concern for the welfare of the subjects, and curiosity over measures taken to protect those involved and voiced her concerns in American Psychologist (Individual 140). Dr. Baumrind’s article concerning the experiment resulted in the revision of APA ethical guidelines, which went with those laid down by the federal government, which limited the use of humans as subjects in the medical and psychological field (Fermaglich 103). Many found what Dr. Milgram did to be unethical, however because of it people now have a better understanding of what they are able to do, and they are able to apply his findings to other situations that have occurred, and may happen in the future. This experiment may be applied to a multitude of different subjects that are in a person’s every day life. The major subject would be the Nazis during World War II, which was a motive for Dr. Milgram to do the experiment in the beginning. It explores why a citizen who â€Å"ran the death camps seemed to be ordinary â€Å"decent† citizens, with consciences no different from those of any of us† (Velasquez et al). Dr. Milgram also compares the killing of Jews in the gas chambers to the manufacturing of appliances, and he says all of those deaths could not have occurred if a large number of people did not obey orders (Obedience 1). The ideas that Dr. Milgram came up with were applied as an explanation for â€Å"the massacre of hundreds of Vietnamese civilians at My Lai and the criminal activities in Nixon’s White House: ‘Stanley Milgram†¦ demonstrated in the laboratory what Lt. William Calley and his unit would dramatize later in Mylai- that man’s behavior is almost invariably dominated by authority rather than by his own morality’† (Fermaglich 111). This idea is also exemplified on television, as on a recent episode of â€Å"Law and Order: S. V. U. † viewers encounter a manager of a fast food restaurant who blatantly obeys the orders of a voice over the phone saying that he is â€Å"Detective Milgram. † The manager is told that an employee stole the wallet of a customer, and â€Å"Detective Milgram† tells the manager to strip the girl of all of her clothing except for her apron, and to perform a cavity search, to look for the wallet. Later in the episode we encounter the man who posed as â€Å"Detective Milgram† who performed his own variation of the experiment, because he had been like the manager, when he allowed the doctor to go against his advice, which resulted in the death of his wife. During school, a person may be faced with a similar situation. One being seeing a person cheat on a test. The person is put in a situation with two choices, neither desirable. The person may tell the teacher, which results in anger from the person who was told on, as well as a loss of time for that person to take their own test. The other option is to do nothing, which in the long run will hurt the student as he or she never learned the material, as he or she was suppose to. Typically a student will choose the latter, and ignore the situation, which ends up hurting the other student. This examination can be viewed on a vast number of levels, but that does not change the facts and ideas behind what happened. Dr. Milgram performed a venture which is thought to have been unethical, as he tested a person’s willingness to follow orders and do as he or she was told. He discovered the majority would actually do so, even if they believed they were hurting an innocent person. The controversial research has had a variety of impacts on every different person. For some they have a self realization, thinking of why type of person he or she is and if they are sheep, blindly following authority. Works Cited for Research Paper: Blass, Thomasm. â€Å"The Milgram Obedience Experiment: Support for a Cognitive View of Defensive Attribution. † The Journal of Social Psychology (1996). library. Web. 24 Nov. 2009. . Fermaglich, Kirsten. American Dreams and Nazi Nightmares : Early Holocaust Consciousness and Liberal America, 1957-1965. Waltham, Mass. : Brandeis University Press, 2006. Geher, Glenn, Kathleen P. Bauman, Sara Elizabeth Kay Hubbard, and Jared Richard Legare. â€Å"Self and Other Obedience Estimates: Biases and Moderators. † The Journal of Social Psychology 142. 6 (2002): 677. Web. 24 Nov. 2009. Milgram, Stanley. Obedience to Authority. N ew York: Harper Perennial, 1974. Milgram, Stanley. The Individual in a Social World: Essays and Experiments. Reading, Mass. : Addison-Wesley Publishing Company, 1977. Schwartz, Earl. â€Å"Why Some Ask Why. † Judaism 53. 3/4 (2004): 230. elibrary. Web. 24 Nov. 2009. Slater, Lauren. Opening Skinner’s Box: Great Psychological Experiments of the Twentieth Century. New York: W. W. Norton, 2004. Velasquez, Manuel, Claire Andre, Thomas Shanks, S. J. , and Michael J. Meyer. â€Å"Conscience and Authority. † Santa Clara University. 12/03/2009 . How to cite The Milgram Experiment, Papers The Milgram Experiment Free Essays Stanley Milgram: ‘electric shock’ experiments (1963) – also showed the power of the situation in influencing behaviour. 65% of people could be easily induced into giving a stranger an electric shock of 450V (enough to kill someone). 100% of people could be influenced into giving a 275V shock. We will write a custom essay sample on The Milgram Experiment or any similar topic only for you Order Now The Milgram Experiment Stanley Milgram (1963) Experiment: Focusing on the conflict between obedience to authority and personal conscience. Investigate: Whether Germans were particularly obedient to authority figures as this was a common explanation for the Nazi killings in World War II. Milgram selected participants for his experiment by advertising for male participants to take part in a study of learning at Yale University. The procedure was that the participant was paired with another person and they drew lots to find out who would be the ‘learner’ and who would be the ‘teacher’. The draw was fixed so that the participant was always the teacher, and the learner was one of Milgram’s confederates (pretending to be a real participant). The learner (a confederate called Mr. Wallace) was taken into a room and had electrodes attached to his arms, and the teacher and researcher went into a room next door that contained an electric shock generator and a row of switches marked from 15 volts (Slight Shock) to 375 volts (Danger: Severe Shock) to 450 volts (XXX). Milgram’s Experiment Aim: Milgram (1963) was interested in researching how far people would go in obeying an instruction if it involved harming another person. Stanley Milgram was interested in how easily ordinary people could be influenced into committing atrocities for example, Germans in WWII. Procedure: Volunteers were recruited for a lab experiment investigating â€Å"learning† (ethics: deception). Participants were 40 males, aged between 20 and 50, (bias: All male) whose jobs ranged from unskilled to professional. At the beginning of the experiment they were introduced to another participant, who was actually a confederate of the experimenter (Milgram). They drew straws to determine their roles – leaner or teacher – although this was fixed and the confederate always ended to the learner. There was also an â€Å"experimenter† dressed in a white lab coat, played by an actor (not Milgram). The â€Å"learner† (Mr. Wallace) was strapped to a chair in another room with electrodes. After he has learned a list of word pairs given him to learn, the â€Å"teacher† tests him by naming a word and asking the learner to recall its partner/pair from a list of four possible choices. The teacher is told to administer an electric shock every time the learner makes a mistake, increasing the level of shock each time. There were 30 switches on the shock generator marked from 15 volts (slight shock) to 450 (danger – severe shock). The learner gave mainly wrong answers (on purpose) and for each of these the teacher gave him an electric shock. When the teacher refused to administer a shock and turned to the experimenter for guidance, he was given the standard instruction /order (consisting of 4 prods): Prod 1: please continue. Prod 2:  the experiment requires you to continue. Prod 3: It is absolutely essential that you continue. Prod 4: you have no other choice but to continue. Results: 65% (two-thirds) of participants (i. e. teachers) continued to the highest level of 450 volts. All the participants continued to 300 volts. Milgram did more than one experiment – he carried out 18 variations of his study. All he did was alter the situation (IV) to see how this affected obedience (DV). Conclusion: Ordinary people are likely to follow orders given by an authority figure, even to the extent of killing an innocent human being. Obedience to authority is ingrained in us all from the way we are brought up. Obey parents, teachers, anyone in authority etc. Milgram summed up in the article â€Å"The Perils of Obedience† (Milgram 1974), writing: â€Å"The legal and philosophic aspects of obedience are of enormous import, but they say very little about how most people behave in concrete situations. I set up a simple experiment at Yale University to test how much pain an ordinary citizen would inflict on another person simply because he was ordered to by an experimental scientist. Stark authority was pitted against the subjects’ [participants’] strongest moral imperatives against hurting others, and, with the subjects’ [participants’] ears ringing with the screams of the victims, authority won more often than not. The extreme willingness of adults to go to almost any lengths on the command of an authority constitutes the chief finding of the study and the fact most urgently demanding explanation. Factors Affecting Obedience The Milgram experiment was carried out many times whereby Milgram varied the basic procedure (changed the IV). By doing this Milgram could identify which factors affected obedience (the DV). Status of Location| Personal Responsibility| * The orders were given in an important location (Yale University) – when Milgram’s study was conducted in a run-down office in the city, obedience levels dropped. * This suggests that prestige increases obedience. | *   When there is less personal responsibility obedience increases. When participants could instruct an assistant to press the switches, 95% (compared to 65% in the original study) shocked to the maximum 450 volts. * This relates to Milgram’s Agency Theory. | Legitimacy of Authority Figure| Status of Authority Figure| * People tend to obey orders from other people if they recognize their authority as morally right and / or legally based. * This response to legitimate authority is learned in a variety of situations, for example in the family, school and workplace. | *   Milgram’s experimenter wore a laboratory coat (a symbol of scientific expertise) which gave him a high status. But when the experimenter dressed in everyday clothes obedience was very low. * The  uniform  of the authority figure can give them status. | Peer Support | Proximity of Authority Figure| * Peer support – if a person has the social support of their friend(s) then obedience is less likely. * Also the presence of others who are seen to disobey the authority figure reduces the level of obedience. This happened in Milgram’s experiment when there was a â€Å"disobedient model†. | *   Authority figure distant: It is easier to resist the orders from an authority figure if they are not close by. When the experimenter instructed and prompted the teacher by telephone from another room, obedience fell to 20. 5%. * When the authority figure is close by then obedience is more likely. | Methodological Issues The  Milgram studies  were conducted in laboratory type conditions and we must ask if this tells us much about real-life situations. We obey in a variety of real-life situations that are far more subtle than instructions to give people electric shocks, and it would be interesting to see what factors operate in everyday obedience. The sort of situation Milgram investigated would be more suited to a military context. Milgram’s sample was biased: The participants in Milgram’s study were all male. Do the findings transfer to females? In Milgram’s study the participants were a self-selecting sample. This is because they became participants only by electing to respond to a newspaper advertisement (selecting themselves). They may also have a typical â€Å"volunteer personality† – not all the newspaper readers responded so perhaps it takes this personality type to do so. Finally, they probably all had a similar income since they were willing to spend some hours working for a given amount of money. Ethical Issues *   Deception  Ã¢â‚¬â€œ the participants actually believed they were shocking a real person, and were unaware the learner was a confederate of Milgram’s *   Protection of participants  Ã¢â‚¬â€œ Participants were exposed to extremely stressful situations that may have the potential to cause psychological harm. * However, Milgram did  debrief  the participants fully after the experiment and also followed up after a period of time to ensure that they came to no harm. How to cite The Milgram Experiment, Papers

Information System Project Management Professional Management

Question: Discuss about the Information System Project Management for Professional Management. Answer: Introduction The digital era in day to day life of common people is stepping with rapid speed and professionally as well. With the introduction of the digital process, the major aspects related to techniques are also improving gradually. But on the other hand with the increase in technology, the risk related to confidentiality, integrity and maintenance of data is also keep on increasing. To avoid this risk and to manage the process of preservation of data, it is essential that the risk assessment techniques should be adapted in the appropriate manner. By this, the risk related to data preservation can be managed and identified effectively. Apart from this, the control and management of data preservation is also essential, because in this periodic transfer of data can be done from one location to another. Thus, in this process hardware and software installation also matters a lot. This report is mainly helpful in covering the major aspects related to the research, risk assessment, communication r isk and suitable recommendations (University of Glasgow, 2016). Research The research is considered as the most innovative part of any report. To manage the detailed content and to identify the major perspectives, it is essential that the research work should be strong and strengthned. The literature review is identified as the most suitable method for providing the appropriate feedback to the organization as well as for managing the risk assessment. The different research work is not only helpful in providing the appropriate result, but by this the actual results related to the process can be obtained properly. According to the article defined by Sally Vermateen and Brian Lavoie, the appropriate model is planned for defining SPOT model in which the risk assessment is planned for future perspectives by this model. The author defines that the SPOT model is helpful in the preservation of data, development of component strategy, assessment of risk and introduction of modular approach towards development (Vermaaten, Lavoie, Caplan, 2012). Apart from this, by this model internal as well as external risk assessment can be done in a suitable manner. By choosing these options, the developmental aspects related to an organization would become more developed and appropriate. Through this paper, the author also defines the methods, procedures and theories for the development and modification of the organization in an appropriate manner. Another paper is identified from the group of five authors who are directly and indirectly responsible for generating their personal views on the particular topic. According to these five authors, various aspects related to risk assessment are demonstrated. The impact of different factors on risk assessment is trying to be recognized. By this research paper, the author also displays the risk associated with general file format and risk associated with the data file format is also identified on the initial level (Lawrence, Kehoe, Rieger, Walters, Kenney, 2000). In this contrast to access the data and to format the particular data; software development, suitable installment of public FTP guidelines and suitable internet aspects are shown with the help of this information and data provided. In short, the data preservation considers as the most innovative step in introducing the concept of securing the data in a better and more appropriate format. In the article which is related to techniques are correlated to the preservation and saving the data in an appropriate manner. It is defined that the preservation of data can be done only with the help of major techniques, such as safely migration of data and usage of bit stream technique for securing the data. Out of all these, the most appropriate method is the hidden data to maintain the dignity and consistency of data on the wider level. In this article, the working strategy of individual process is identified in proper manner and through these techniques, the suitable results have been tried to originate (Dappert Enders, 2010). The emulation and data processing is also identified as the process in which the data emulation and processing of the unique process can be maintained at initial level. The techniques related to sustainability and management aspects of data preservation are also defined with the help of migration of data techniques. The final article which is selected for the discussion is related to most appropriate and stable model selected for the preservation of data. This model is identified as the Open Archival Information System (OAIS) (Sawyer, 2014). The authors have provided the most appropriate approach to identify the existing process and by this process, the introduction of new concept can be identified in the proper manner. In this article cum research paper, the archiving of current data is shown in a suitable manner. The model not only provides the security aspects, but also provides various alternatives for the improvement of the current aspects defined in the organization. By identifying all these aspects and understanding the suitable literature review, the actual status of the data preservation is cleared and become accurate. By these aspects, the various thoughts and innovative approach of researchers can be identified on appropriate level. The further paragraphs are helpful in defining the communication, risk and recommendations related to the data preservation technique (ICPSR, Institute, Center, 2011). Risk Assessment The risk assessment is identified as the process in which the identification of the risk can be done on a wide level. To manage risk and to identify the major causes related to risk, it is essential to prepare a strategic plan to approach risk in a proper manner. Before performing the task related to risk assessment, it is essential to identify the digital preservation threats which are identified. There are two types of threats that are identified in a large scale. These threats are threats to archive digital content and threats to custodial threats itself. To manage the risk assessment on a wide level, there is still need of light weight and framed model by which an assessment of risk can be done on an appropriate level (Lavoie, 2012). To perform suitable risk assessment for the preservation of data, various researchers propounded their different views related to risk assessment and also provided their different approaches on the risk assessment. Some of them have thought that risk assessment is helpful in painting basic perspectives related to assessment of risk and others developed the thought that risk assessment will be result oriented, when operated with different type of situation for the data preservation (Canteiro Barateiro, 2011). The identification and support of SPOT model will be more result oriented in case of risk assessment related to data preservation. The SPOT model which is commonly identified as the simple property oriented threat is mainly helpful in solving the issues related to the external and internal threats. The six essentials are identified in the SPOT models which simultaneously coordinated to manage risk in an appropriate way (ENISA, 2009). These major essentials are available, persistence, suitable existence, identification of suitable understanding and appropriate authenticity in processing of aspects. By following this concept of essential elements in an organization, the major improvement aspects can be identified easily. The SPOT model is also based on the generation of suitable outcomes in which, the evaluation of own risk and mitigation strategies are being identified on the initial level. Another method is the preservation of metadata for managing risk and maintaining the appropriate criteria for the suitable evaluation in a right manner. In Meta data, the information is transferred from one location to another. The individual files cannot be carried from one location to another so for this, it is essential to carry the multiple files or the interrelated files also. If these interrelated files will not travel with one another, then data transfer will not be completed and current files wont be considered of any importance. The execution of Meta data can be managed in the digital format and by this, the security chances can be lost easily. So, the assessment of risk on this level is also essential to be identified and managed in a proper manner. With the help of the migration analysis method, the risk assessment related to the aspect can be studied in a very approached and attractive manner. In the migration analysis method, the data is transferred from one location to another location in a most approached way (HSE Team, 2014). The risk occurs at that time only. For removing the risk, the strategic risk management scheme needs to be planned. In this type of assessment, three aspects are identified. These aspects are known as risk associated with collection of general material, risk related to general file format and one of the innovative aspects is the risk related to the file format conversion process. By identifying all these risk aspects on the migration analysis perspectives, the major risk can be solved easily. The threat models are also identified as the practical tools which are used repositories to identify the risk assessment. The repository factor is also helpful in identifying the re- development of the component, policies and procedures on a wide level. Apart from these processes, there are other process too which are helpful in identifying the major risk factors and also helps in assessment of risk in broader form. The risk assessment is also considered as an area for the discussion because by accessing the risk, the measurement aspects can easily be identified and the better solutions or alternatives can be generated on a large scale. Communication Risk Communication risk is identified as the factor in which the major risk related to existing system got identified. In this section, the outlining of major risk can be performed in an appropriate direction. The major risks which are related to the data preservation are identified as archiving and retention of data. Both these aspects are considered on the wide level and the identification of these issues is also very tough to identify. In the communication risk apart from these issues, other issues can also be included which are defined above in the paragraphs. Various organizations dont want to secure or save the data. Due to this, they have to face loss of data and various crises also arises in the organization. To manage the preservation of data and to manage archiving of particular data, suitable processes are adapted to manage the risk. With the development in the changing aspects, the technology and its perspectives are also changing with the rapid rate. With the change in technique, the ways of communication are also changing due to which, risk of communication may also increase simultaneously. While doing communication, the chances of data loss, integrity of data and hindrance in the growth of data occurs commonly. To avoid this situation and to maintain the dignity of data, various steps are identified which are helpful in improving the existing condition of the data preservation in all the possible conditions. Apart from archiving and retention, there are various other communication risks that are identified on the wide level. These are related to the faulted vendors who are mainly on fault due to sending and transferring unauthorized data from one vendor to other, legal faults and the faults of management people, due to which the communication risks are becoming very common. Facing the issues and managing them in a patience manner is essential. To manage the communication risk for preservation of data, it is essential to manage some of the perspectives like management of records, identification of appropriate methods to overcome archiving and retention and many other processes defined on the large scale. By following the basic recommendations and precautions, data preservation issue can be solved in a better way. Recommendation By assuming all the perspectives and identifications, it is clearly identified that the specific theories are identified for the improvement of digital data preservation. In the above discussion, there are various theories and concepts introduced to reach the target, but simultaneously the strong strategic approach is required for an improvement. The most appropriate aspects for an improvement of the existing structure are the clarity in concept, detailing in the aspects and the appropriate management of process, proper comprehensiveness and transparency in the existing structure. By this, the suitable preservation of data can become possible on a major level. Apart from this, the Commission on Preservation and Access (CPA) and Research Libraries Group (RLG) defines various norms and policies by which, the management of digital data can be done on a wide level and periodic transfer of digital material in an appropriate manner will be helpful in doing a suitable execution in the well-organized manner. Some of the guidelines that are defined by CPA and RLG in joint venture are defined below: - It is recommended by the authorities that transfer of data and information should be carried out in the right direction or in a confidential format. By this, the confidentiality of data will be ruined so, data transfer preservation can be done in an encrypted format (Team, 2009). The digital files should be refreshed on the routine level. This will be helpful in reducing the risk at large extent and the purpose of digital data preservation can be solved at the core level. The change in the digital formats and the conversion of existing format in the other form is also identified as the suitable method of transferring file from one location to another. For an example, the conversion of one file to the different format like ASCII and many other formats on initial level. The suitable format is also identified for migrating the data from one location to another. The safe migration of data is identified as the key aspect for an improvement and development of a risk assessment plan or data preservation The software also possesses major role in maintaining data observation in completing the suitable process. With the help of software, the transfer of data from one location to another is essential to carried (University College London, 2016). Apart from these recommendations, the intellectual foundation steps are also considered on priority. By adapting these steps, various aspects can be solved on the wide level and the issues related to the preservation of data may get easier. These steps are identified as preserving the digital information on the initial level, installation of OAIS model for solving the purpose of major issues, identification of repository models so that the major issues can be solved and identification of inter Pares which is helpful in coordinating manner to manage issue related to the digital preservation. By adapting all these major recommendations and improvement processes, the processing of management and maintenance of data preservation can become possible. The modifications in the recommendations are also required along with the defined process. This will generate the suitable output as per the requirement. References Canteiro, S., Barateiro, J. (2011, November 04). Risk Assessment in Digital Preservation of e-Science Data and Processes. Risk Assessment in Digital Preservation of e-Science Data and Processes. Retrieved from https://www.timbusproject.net/resources/publications/articles/71-risk-assessment-in-digital-preservation-of-e-science-data-and-processes Dappert, A., Enders, M. (2010). Special issue: Digital preservation. NISO. Retrieved from https://www.loc.gov/standards/premis/FE_Dappert_Enders_MetadataStds_isqv22no2.pdf ENISA. (2009, November). Inventory of Risk Management / Risk Assessment Methods and Tools. Inventory of Risk Management / Risk Assessment Methods and Tools. Retrieved from https://www.enisa.europa.eu/topics/threat-risk-management/risk-management/current-risk/risk-management-inventory HSE Team. (2014). Risk assessment: A brief guide to controlling risks in the workplace. HSE. Retrieved from https://www.hse.gov.uk/pUbns/indg163.pdf ICPSR, Institute, T. O., Center, T. R. (2011). Data Preservation Alliance for the Social Sciences. Harvard University. Retrieved from https://www.digitalpreservation.gov/partners/documents/Data-PASS_NDIIPP_Final_Report.pdf Lavoie, B. (2012). Preservation metadata as an evidence base for risk assessment. OCLC. Retrieved from https://www.oclc.org/content/dam/research/events/2012/10-02e.pdf Lawrence, G., Kehoe, W., Rieger, O., Walters, W., Kenney, A. (2000). Risk Management of Digital Information: A File Format Investigation. Council on Library and Information Resources. Retrieved from https://www.clir.org/pubs/reports/pub93/pub93.pdf Sawyer, D. (2014). The Open Archival Information System and the NSSDC. The Open Archival Information System and the NSSDC. Retrieved from https://nssdc.gsfc.nasa.gov/nssdc_news/dec00/oais.html Team, I. (2009). Principles and Good Practice for Preserving Data. Interuniversity Consortium for Political and Social Research (ICPSR). Retrieved from https://www.ihsn.org/home/sites/default/files/resources/IHSN-WP003.pdf University College London. (2016). Research Data Management: best practices. Research Data Management: best practices. University of Glasgow. (2016). Preservation issues. Retrieved from https://handbook.dpconline.org: https://handbook.dpconline.org/digital-preservation/preservation-issues Vermaaten, S., Lavoie, B., Caplan, P. (2012, October). Identifying Threats to Successful Digital Preservation: the SPOT Model for Risk Assessment. Identifying Threats to Successful Digital Preservation: the SPOT Model for Risk Assessment, 18(10). Retrieved from https://www.dlib.org/dlib/september12/vermaaten/09vermaaten.html

What Has Become of Sports free essay sample

A persuasive discussion of the transformation of sports into a money making business. This is a persuasive paper that tackles the idea that sports has become simply a marketing agent and a business game rather than a sport that promotes competition, values and respect. The author argues that sport has recently been transformed to a commercial mechanism whereby the media promotes ideals of heroes and contribute to the ideals of falsity and corruption. Sports has become a commodity and a marketing tool and a money orientated idea. Includes an analysis of the statement by Tyler Cowen we run the danger that commercially successful heroes induce dangerous forms of mimesis and fail to help citizens coordinate around noble ideas. Thesis: The marketing of sports has become a business where players make more money marketing the products than playing the game. Sports heroes are then, no longer promoting the ideals of competition and values, rather through the commercialization of the team and player they are contributing falsity to a society already chaotic. We will write a custom essay sample on What Has Become of Sports? or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page

Course Reflection Example

Course Reflection Example Course Reflection – Coursework Example Reflection This on nursing theories was a handful as it was particularly informative and interactive. Notably, thiscourse offered me a theoretical foundation for practicing nursing. I learnt that theories delineates and augments nursing practice and that it focusses on matters imperative to offering care (Basavanthappa, 2007Through this course, I learnt that theory is a systematic and creative way of viewing the world and its facets in order to describe or control it (McEwen grand theories, middle range theories, and borrowed theories (McEwen & Wills, 2014). Through this course, I can apply nursing theories to my Home Health Care and Dialysis Nursing practice. I will use nursing theories to evaluate the patient’s conditions and identify the distinct needs of the patient through Watson’s theory of caring (Kozier et al., 2004). I will also employ this theory to create effective relations with the patient and assess the degree to which the nursing process was successful. Before joining the course, I did not have many thoughts about the existence of theory and application of theory to solve nursing issues. For instance, I initially did not understand that there are various facets that need to be taken into account before administering self-care in patients. It is after this course that I learnt nurses have to evaluate the patient’s motivation and ability to perform self-care (McEwen & Wills, 2014).ReferencesBasavanthappa,  B.  T. (2007). Nursing theories. New Delhi: Jaypee Brothers. Kim,  H.  S., & Kollak,  I. (2006).Nursing theories: Conceptual & philosophical foundations. New York, NY: Springer Pub. Co.Kozier, B., Erb, G., Berman, A., & Synder, S., (2004). Fundamentals of nursing: Concepts, process and practice. New Jersey:Pearson Education.McEwen, M., & Wills, E. (2014). Theoretical basis for nursing (4th ed.). Philadelphia, PA: Wolters Kluwer/Lippincott Williams & Wilkins.

A Fear of Flying Turning a Simple Dream into a Story of Triumph

A Fear of Flying Turning a Simple Dream into a Story of Triumph Have you ever had a dream that you could fly? When I was a child, I had recurring lucid flying dreams. In one, my parents are entertaining company. I start demonstrating how I can fly. I’m riding the airwaves above the yellow shag rug in the living room, and everyone is entranced. In the dream, flying is the most natural thing in the world and I know that anyone can do it if they just learn to catch the right currents. Watch me go! It’s just like swimming! Then, I would awake. from thecharmingplace.com greeting cards The thrill of flying came crashing down. I was left distraught, wishing I had never had the dream at all. In my child’s mind, it was worse to discover that my ecstasy was imagined than to avoid it in the first place. So I decided I would prefer NOT flying in my dreams to the trauma and disappointment I faced upon awakening. I resolved to wake myself up the next time I had a flying dream. Reality Check Sure enough, one night I found myself flying around with the characters from Alice in Wonderland, cards and spades whisking through the air. I promptly gave myself a whack on the head with my right hand and woke up immediately. The dream was over. No more disappointing awakenings to â€Å"reality† for me! That was the last flying dream I ever had. Until last Thursday. Reclamation In my dream, I once again have an audience, and I am doing swimming strokes through the air. I feel the support of the air under me, and I stay airborne for minutes at a time. What power and freedom! I want everyone around me to discover this joy! This time I choose to let the dream take its natural course. And when I wake up, there is no trauma or disappointment. Rather, I experience an aliveness from the knowledge that I have reclaimed something. What’s possible from here? Rising above my limiting beliefs. A different perspective on life. And getting in touch with an adventurous, powerful piece of myself that knows anything is possible. I wonder, what disappointments have led you to stop dreaming? Are you willing to let yourself fly again? Category:Life and LeadershipBy Brenda BernsteinJune 27, 2017 3 Comments The Essay Expert says: August 23, 2011 at 7:13 pm Thanks BeeGee. Yes I must have reached a point in life where I am not only capable of handling disappointment, but where I choose to risk disappointment in favor of experiencing joy. And creating a support system is definitely key. Disappointments can be tough to handle alone. Log in to Reply Penelope J. says: August 28, 2011 at 5:40 pm Interesting that you learned to control your flying dreams. I used to have tidal wave dreams that were more like nightmares but once, I saw that wave coming towards me, and thought, Here goes and dove straight into it. I often had flying dreams and contrary to your experience, I loved them! I would awake with a great feeling of empowerment. My flying dreams have slowed down with age though occasionally, I get similar ones where I discover, to my delight, that I can run as fast as a deer. I should say that most of my dreams the ones I remember enrich my waking hours. Log in to Reply The Essay Expert says: August 30, 2011 at 4:52 pm I love the running as fast a deer dream Penelope! And Im glad you didnt have to go through what I did to learn to enjoy what are clearly powerful dreams! Log in to Reply

Informative Speech on Childrens Hospital of the Kings Daughter Essay

Informative Speech on Childrens Hospital of the Kings Daughter - Essay Example The hospital provides emergency services, pediatric services, surgery practices and a fully functional and comprehensive outpatient services. The hospital serves nearly 500,000 children through its 900 employees. The hospital claims to be more than just a hospital as it offers community service program including child abuse programs. There only 43 other hospitals through the US that provide the same services and programs offered by CHKD. The hospital serves the highest percentage of Medicaid patients. In 2013, 54 percent of the hospitals patients were covered through Medicaid. Even though most patients were covered through Medicaid, Medicaid does not cover the entire cost of medical care. In such a case, CHDK provides for the child through its own funds that are collected through donations. In 2013, these donations contributed 2.15 million dollars. In the same year, the hospital served 5177 inpatient admissions, 13,109 surgical cases, 144,023 specialty clinic visits and 49,651 visits to the Emergency Center. The hospital provided 79 million dollars of fund in community benefit programs and activities in 2012. This has been achieved mainly through the help of the community. The hospital is open to individual and corporate donations. The donations received for this hospital do not go into the private fund of any shareholder but is rather given back to the hospital. This makes the hospital a non-profit organization. Fund raising events created for the purpose of benefiting the organization is also part of the program. The hospital has featured fundraising partners that collaborate with the hospital for raising money through fund raising program. These partners include Anthem Lemonaid, Childrens Miracle Network Hospitals, David Wright Vegas Night, Farm Fresh Roundup and The Point Radiothon. The hospital is also open for volunteer services. The foundations of CHDK was established in 1896 when a group of women with a passion for community service

Rat trap boat evaluation Essay Example | Topics and Well Written Essays - 1250 words

Rat trap boat evaluation - Essay Example Our initial focus will be to discuss the evaluation plan for the construction of the rat trap boat. The evaluation plan will cover the following areas: background, purpose, limitations, questions, methods, instrumentation, time line, and budget. The assignment for the creation of said rat trap boat was initially given in an Engineering and Construction course. The purpose of this project is to create a moving water vehicle that is powered only by the energy stored in the spring from a mouse trap. The following limitations will be set in place: a standard mousetrap, the spring on the mousetrap will be the sole power source, the spring on the mousetrap will be cut and bent, but no heat-treated or chemically alteration will occur, the maximum length of the boat will be 18’ (this does not include the lever arm), all materials used will be non-hazardous, and the vehicle will be self-starting and steer itself. In an attempt to answer these questions the following methodology will be used to create a rat trap boat. First I will cut the balsa wood into a ten inch by five inch rectangle. Then I will cut one end into a point, making a boat shape. I will then cut a four inch by two and a half inch notch into the other end. Next, I will make four three inch by one and a half inch rectangles out of the balsa wood for paddles. I will then cut the dowel down to six inches. I will then hot glue the paddles to the dowel, making sure they are centered and evenly spaced. I will then allow paddles to cool completely. The next major step will be to wrap wire around the dowel on one side of the paddle and twist with a wire cutter. I will then trim it to about one fourth of an inch to make an axle pin. Now it is time to attach a one inch wire in a loop to one side of the back of the boat shape by hot-gluing one end to the top of the wood and the other to the bottom. I will then slide the end of the dowel through the loop and attach the second one inch wire to the other side, around the dowel. It is now important to place the mousetrap on top of the boat shape on the same side as the axle pin. I will then hot glue the mousetrap in place. Then I will tie string to the axle pin and turn the dowel until I have about two feet of string wrapped around it. I will then tie the end of the string to the â€Å"jaw† of the mousetrap securely. I will then set the trap and tighten the string around the dowel. The final step will be to place the boat into the water and release the trap. The jaw should slowly begin to close, pulling the string and causing

Service Request Essay Example for Free

Service Request Essay Riordan Manufacturing Company is an organization that manufactures plastic parts globally. With manufacturing plants in Georgia, Michigan, and China, Riordan employees well over 500 people and bring in projected annual revenues around $46 million. Riordan has a diverse customer base and services various industries such as automotive, aircraft manufacturers, the department of defense, beverage makers, and appliance manufacturers. The companys research and development is done at the corporate headquarters in San Jose. A service request was recently issued by the company’s Chief Operating Officer (COO) Mr. Hugh McCauley to upgrade the Human Resources department’s information systems to a more sophisticated state of the art system. My goal is to define the business requirements for the development of an HR system and to support the objective of this request. I will create a detailed system design and a project implementation plan required to complete the project. Mr. McCauley would like the project to be completed in approximately six months, so the new system can be utilized in the second quarter of next year. Key Riordan Stakeholders To begin defining the business requirements for HR’s system I must first understand their current system and assess the growing needs and requirements of the department. Riordan’s current HRIS system was installed in 1992 and is part of the financial systems package that keeps track of their employee’s information such as personal information, pay rate, hire date, organizational information, and vacation hours. Riordan’s current system is time consuming and inefficient. Many departments keep their own records and there is no common sharing or cohesiveness between each department. The first step in designing a new more efficient system is to interview the key stakeholders involved in the decision making process and the users who will be using the new system. The first person that I would interview is the COO Mr. Hugh McCauley. Mr. McCauley is the person who  placed the service request for the new HR system. His primary responsibility is to direct, adminis ter and coordinate the activities of the organization in support of policies, goals and objectives established by the chief executive officer and the Board of Directors. Mr. McCauley’s input will be valuable in determining the overall goal for the HR department as they relate to the objectives of the organization. The next person I would interview is the Director of Human Resources Ms. Yvonne McMillan. Ms. McMillan’s role is to develop departmental policies, direct and coordinate human resources activities, such as employment, compensation, labor relations, benefits, training, and employee services. Her input will be valuable as she works with all of the departments that will be incorporated into the new system and will have specific knowledge of each role under her command. The other key stakeholders that would need to be included in the interview process are the payroll manager Silvija Peterson and payroll clerk Ana Richlich, training and development specialist Mari Carillo, the recruiter Eric Myers, employee relations specialist manager Andrea Gamby and employee relations specialist Carl Green, compensation and benefits manager Terri Carranza, compensation analyst Anne Pham. These employees will have firsthand knowledge of the current system, will lend valuable advice for improvements and will be users of the new system. Information gathering techniques and system analysis tools The first type of interviewing technique that I would use is the face to face interview. The interview is considered the primary technique used for information gathering during the analysis phase of the developmental project. The goal of the interview is gather information on the company, the particular job function, processes or activities, to uncover problems, to conduct a needs determination, gather opinions and user viewpoints; provide certain information, and to obtain leads for further interviews. The three primary system analysis tools that an analyst uses are interviewing, observation, and research. Other information gathering techniques I would use is focus groups, site visits, and Joint Application Design (JAD). Focus groups allow the interviewer to obtain different viewpoints in a group setting on the same subject. The group interaction provides immediate validation of the data gathered. Site visits can be used to gain firsthand  knowledge of the processes, activities, p hysical environment, and working conditions of the project. Site visits can be used to not only improve the interviewers understanding of the current working environment, but the interviewer may obtain additional information that wasn’t shared during the initial interview. The last information gathering technique is JAD. JAD allows a group of key stakeholders to gather in one place for a session or multiple sessions to discuss the goals and objectives of the project. JAD sessions start with identifying the mission and goal statements, and proceed to identifying the business requirements. One of the primary differences between a focus group and a JAD session is typically the participants in the focus group share similar technical and organizational levels whereas JAD groups are comprised of various users and key stakeholders. Key factors to help ensure the information gathering for project is gathered successfully Documentation is an extremely important part of information gathering and serves to clarify understanding for the interviewer. It also provides an audit trail or creates records which can be referred to at some later date which will serve as the basis for future decisions and projects. Making sure the information gathered is saved properly will allow the interviewer to retrieve the information when it is needed again. Project scope and feasibility The project scope is the part of project planning that involves determining and documenting a list of specific project goals, deliverables, tasks and deadlines. (Rouse, 2012). A project scope statement is a short document prepared primarily for the customer to clearly describe what the project will deliver and outline generally at a high level all the work required for completing the project. (Valacich, George, and Hoffer, 2012). A Feasibility Study needs to be completed as early in the Project Life Cycle as possible. When completing a feasibility study the best time to complete one is when a range of different alternative solutions have been identified, and one needs to know which solution is the most feasible to implement. The feasibility study analyzes and outlines and several alternatives or methods of achieving business success. The feasibility study helps to narrow the scope of the project to identify the best business scenario. References: Hofstrand, D. (2013). What is a Feasibility Study? Ag Decision Maker. Retrieved from: http://www.extension.iastate.edu/agdm/wholefarm/pdf/c5-65.pdf on October 27, 2014.Modell, M. (2007). The Interview And Other Data Gathering Methods. Retrieved from: http://www.martymodell.com/pgsa2/pgsa07.html on October 27, 2014 Rouse. M (July, 2012). Project Scope. SearchCIO. Retrieved from: http://searchcio.techtarget.com/definition/project-scope on October, 27, 2014.Valacich, J. S., George, J. F., Hoffer, J. A. (2012). Essentials of systems analysis and design (5th ed.). Upper Saddle River, NJ: Pearson Education

Review on Black Comedy :: essays research papers

  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Journal Entry for â€Å"Black Comedy† Dear Journal:   Ã‚  Ã‚  Ã‚  Ã‚  I have never been so exhausted in my entire life and now I have time to sleep and do some schoolwork. I know this is a day late and I am sorry, but Sunday I just couldn’t function anymore.   Ã‚  Ã‚  Ã‚  Ã‚  During the production of â€Å"Black Comedy† I learned how to speak with a Standard British and Cockney dialect, was able to participate in the erection and demolition of a big set, and realized how much actors rely on each other during a performance. This production was hard, but an enjoyable learning experience. Never in my life had I used a British accent or a Cockney, now that I think of it. It was really hard for me to get that all down. Chris really did his job by pounding it away into our brains with all the packets and tapes. I had to watch â€Å"My Fair Lady† to get that wonderful Cockney down. Dialect work was the topic of our second rehearsal with little comments throughout the production.   Ã‚  Ã‚  Ã‚  Ã‚  Oh what a lovely set we had! With some measurements that were missing or wrong. All Hail Jim! I really enjoyed being a part of the group and helping put the set together. I was so glad to hear that there would be a second work call because I hadn’t been able to attend the first. We started out that morning by putting the upstairs platform up, the stairs, the flats, and then paint. We ended that night by painting the stage a nice brown color and we were out of there at eleven o’clock. It took an awfully long time to put the set up, yet it took about three and a half hours to pull it all down. It was all over when all there was left to do was sweep the floor.   Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  Since this was only my second play I realized that with a small cast as â€Å"Black Comedy† had each actor must work together and know the other actors’ lines. When someone would miss or forget a line, another actor would have to either help them get back to where they should be or go with it. I learned just how important cue lines were in this production. They tell you were you should be in your blocking, in the play, and who’s line is next. A way that helped me learn my lines this time around was when I thought I knew them I would write them down and then go back over them with the script in my hand.

Most Writers of Fiction Do Not Earn Enough Money to Live from Their Writing Essay

Most writers of fiction do not earn enough money to live from their writing. Do you think the government should give them financial assistance to help encourage good literature? You should give reasons for your answer using your own ideas and experience. here are some conditions under which a novelist could reasonably expect some government suport. In general terms, if the writer has already proved that he or she can write well, and if the stories produced are stimulating and interesting, then I consider that some financial help might be given. Language quality is difficult to define, but if the writing shows, for example, good grammar, a wide vocabulary, and elegance and imagination, then I can see a valid reason for assisting an author to spend some time free from money problems. Such a writing needs to be encouraged. the entertainment value of a book would be also a factor in deciding whether to provide assistance to an author. Further consideration would include social and educational values expressed in the author’s work. However, if the ideas were socially irresponsible, or if the stories contain unnecessary violence or pornography for its own sake, then I would not want to see the author sponsored to write stories which do not benefit society. Other exceptions are the many writers of good books who do not require financial help. Books which proved to be extremely popular, such as the Harry Potter stories, clearly need no subsidy at all because the authors have become rich through their writing. Views on what good quality writing means will vary widely, and so if any author is to be given money for writing, then the decision would have to be made by a committee or panel of judge. An individual opinion would certainly cause disagreement among the reading public.

Improve communication Essay

The reason why Carly didn’t come to me earlier to report the project delays was because she knew the reasons of the delay were not genuine. She was definitely part of the problem and therefore she didn’t have the language of reporting the conflict that was affecting the team project. Also, since the rest of the team knew her weakness she knew if she reported the case to me I would involve the rest of the members thus exposing her weaknesses. Carly hasn’t had a conversation with Morris about their differences despite being the supervisor since she was aware of the root cause of the problem (herself). On the other hand, Morris did not break the ice and discuss the problem with Carly because he assumed that it was Carly’s responsibility as the manager to approach and solve all differences. Furthermore, it was clear to him too of Carly’s participation in the problem. He had also been treated unfairly by Carly and this made it difficult for him to approach Carly. Coupled with the fact that Morris was more educated than Carly, pride could not be ruled out. If Morris had had a conversation with Carly, he would have mentioned about his unfair treatment to her. I tend to think since the other team members knew that Carly was treating him unfairly, this would have been his motivator to mention of this problem. He knew he had support from the entire team. As for Carly, I bet she would have owned up to this problem and promise Morris of a fair treatment in their future interactions. After such a conversation she would have realized that she was losing a key team member and the other team members had observed it previously which would also affect the whole team thus portraying her as an incompetent manager. For Carly to have been given this role of a project manager meant she had positive leadership qualities and therefore would have owned up to her failures. Failure to accept her mistake would have left her as a lone ranger thus breaking the team spirit. The biggest problem with the way these team members interacted lied on communication breakdown and barriers. This is because it’s clear the other team member had noticed the dispute but no one had shared about it with me or even asked Carly or Morris. Teamwork was minimal in this team and this would have affected this project very adversely if not handled well and quickly. To break this communication barrier and improve communication, it would be beneficial for the team to encourage more frequent and effective upward, downward and team communication. With more communication, any arising problem would be handled well in advance before affecting the project negatively. I think Carly should continue serving as the project manager. This because having discussed the dispute openly, the parties would have understood the facts of the problem and hence allow them to see their areas of agreement, thus turning the conflict into new ideas of enhancing teamwork in the project.

Business Objectives of Barnes and Nobles Essay Example

Business Objectives of Barnes and Nobles Essay Example Business Objectives of Barnes and Nobles Essay Business Objectives of Barnes and Nobles Essay Barnes and Nobles Are Meeting Their Business Objectives Barnes and Nobles objective is to be the worlds largest bookstore and to be Americas highest rating bookseller. Taking advantage of vast warehouses across the United States, we stock over 1 million titles for immediate delivery thats more titles than any other online bookseller(About Barnes and Nobles,2013). Barnes and Nobles assists customers looking for specific books with their search engine, due to the overwhelming amount of books available. Customers can locate books by title, uthor, or keyword in a few seconds. Then the customer can search through hundreds of categories to find the exact book they were searching for. If looking for more than actual books, In 2009, Barnes Noble. com also became a leader in eBooks, offering over 3 million titles in its eBooks store and launching NOOK, the worlds most advanced eBook reader, that features groundbreaking lending technology, a color touchscreen and lets readers download books in seconds(About Barnes and Nobles ,2013). The Nook has enhanced reading for illions across the world. Books can be downloaded from the Android Operating System, without having to leave the couch. The Nook has been so successful that a few of its investors are Microsoft, Pearson, and College Book stores. Barnes and Nobles are achieving their objects with the 700 hundred stores in 50 states, having the largest selection of prints on the internet, having the largest e-book selection, and serving 4. 6 million students through college book stores. About Barnes and Nobles. (2013). Retrieved from barnesandnoble. com/

Breast Cancer

Breast Cancer Essay Cancer is not just one disease but rather a group of diseases. All forms of cancer cause cells in the body to change and grow out of control. Most types of cancer cells form a lump or mass called a tumor. Cells from the tumor can break away and travel to other parts of the body. There they can continue to grow. This spreading process is called metastasis. When cancer spreads, it is still named after the part of the body where it started. For example, if Breast Cancer Essay spreads to the lungs, it is still breast cancer, not lung cancer. Another word for cancerous is malignant. So a cancerous tumor is called malignant. But not all tumors are cancer. A tumor that is not cancer is called benign. Benign tumors do not grow and spread the way cancer does. They are usually not a threat to life. A few cancers, such as blood cancers (leukemia), do not form a tumor. Most kinds of cancer are named after the part of the body where the cancer first starts. Breast cancer begins in the breast tissue. This article refers only to breast cancer in women. Men can also get breast cancer, although this is rare. Women.com, pp. 6 Inside the breasts are glands that produce and release milk after a woman has a baby. The glands that make the milk are called lobules and the tubes that connect them to the nipple are called ducts. The breast itself is made up of lobules; ducts; and fatty, connective, and lymphatic tissue. There are several types of breast tumors. Most are benign; that is, they are not cancer. These lumps are often caused by fibrocystic changes. Cysts are fluid-filled sacs, and fibrosis refers to connective tissue or scar tissue formation. Fibrocystic changes can cause breast swelling and pain. The breasts may feel lumpy and sometimes there is a clear or slightly cloudy nipple discharge. Benign breast tumors are abnormal growths, but they do not spread outside of the breast and they are not life-threatening. Lawrence, pp. 54 Breast cancer is the most common cancer among women, other than skin cancer. It is the second leading cause of cancer death in women, after lung cancer. Many great doctors predicts that there will be about 184,200 new cases of invasive breast cancer in the year 2000 among women in this country and about 41,200 deaths from the disease. Breast cancer also occurs among men, although much less often. Death rates from breast cancer declined significantly during 1992 to 1996, with the largest decrease in younger women both white and black. This decline is probably the result of better detection and improved treatment. We do not yet know exactly what causes breast cancer, but we do know that certain risk factors are linked to the disease. A risk factor is something that increases a persons chance of getting a disease. Different cancers have different risk factors. Some risk factors, such as smoking, can be controlled. Others, like a persons age or family history, cant be changed. Lee, pp. 124 While all women are at risk for breast cancer, the factors listed below can increase the chances of having the disease. Some studies suggest that long-term use (10 years or more) of estrogen replacement therapy, sometimes called hormone replacement therapy, for relief of menopause symptoms may slightly increase the risk of breast cancer. This risk applies only to current and recent users. A womans breast cancer risk returns to that of the general population within 5 years of stopping ERT. Replacement therapy also lowers the risk of heart attacks and bone fractures; therefore, women should talk to their doctors about the pros and cons of using ERT. At this time, there is no certain way to prevent breast cancer. For now, the best strategy is to reduce risk factors whenever possible and follow the guidelines for finding breast cancer early. A personal or family history of breast cancer may make genetic testing an option for some women. About 50%-60% of women with certain genetic changes (mutations) will develop breast cancer by the age of 70. a woman has these mutated genes, but it cannot predict whether a woman will get breast cancer. Genetic testing is expensive and is not covered by some health plans. People with positive results might not be able to get insurance, or coverage might only be available at a much higher cost. You need .

Notes to Consolidated Financial Statement Essay

Notes to Consolidated Financial Statement - Essay Example In the statements of financial position, the Johnson’s Company is kept separately from its owners. The owners’ equity is made as an independent entity in the statement of financial position and classified under liabilities. In the year ended 2003, the Johnson’s Company had total stockholder’s equity worth $900,082. Among this were 7% preferred stock worth $300,000, common stock worth $400,000 and additional paid-in capital worth $737,500. The going concern concept states that the firm remains in operation till the future. The business will continue running for a fairy long time and that it has no intention of scaling down its operations. Therefore, preparation of statements of the financial position of The Johnson’s Company is made under this concept. It is against this concept that it justifies charging depreciation over the entire life of an asset. The total accumulated depreciation of plant, property and equipment for The Johnson’s Company in the year ended 2003 was worth $634,600. There is also the monetary measurement concept. This concept states that accounting should be done only to those items that are measurable in monetary terms / monetary value can be attached. The Johnson’s Company follows the monetary measurement concept by recording all its transactions and assets in monetary terms. This makes it easy to calculate profits and show the financial position of a business. The historical cost concept assumes that assets are entered in books of accounting at the cost at which they were initially acquired. The Johnson’s Company records its transactions while following the historical cost concept. All the assets are entered in the statements of financial position in their initial cost of acquisition. According to the accounting period concept, business life is divided into segments in order to study the results shown in financial statements after

Lifeboat ethics Essay Example | Topics and Well Written Essays - 750 words

Lifeboat ethics - Essay Example This can lead to confusing spaceship ethics with the life boat idea. On the Spaceship Earth, nations can be divided into two categories rich nations – the most powerful- and poor nations. Two thirds of the Earth’s population lives in poor nations, only a third lives in rich nations. The United States is the wealthiest nation on Earth. Everyone sees the rich nations as lifeboats. The rich one third represents the lifeboats; and the two thirds are trying to get to one of these lifeboats. In order to get in any lifeboat we first have to realize its capacity. The lifeboat has a capacity, which limits how many people can get into it. In addition, we cannot exceed the capacity; if we exceed capacity then we will lose our safety factor and everyone therein will drown. The cruel ethics of the lifeboat becomes crueler, when we take into consideration the reproductive differences between the rich and poor nations. Rich nations are doubling every 87 years, while the poor nations double almost every 35 years. Hardin gives an example that shows the population of the United States equal to another population made of seven poor countries. Suppose that the U.S currently agrees to share its recourses with them. At first the ratio would be one-to-one, but in the future the poor countries’ populations are going to double faster than the United States’ population, then each American would have to share what he/she has with more than eight people. Consequently, a nation’s needs are determined by their population size. Another important point Hardin argues about in his article is the tragedy of commons. When properties become public, everyone would have the right to use it. Thereafter, everyone would suffer because of overloading the commons. Otherwise, everyone would say his/her needs are greater. Overloading of the commons results into destruction of the facilities and

McDonald's Essay Example | Topics and Well Written Essays - 1250 words

McDonald's - Essay Example He played role for the two brothers of purchasing the chain of their company’s production and his efforts oversaw the company’s global growth. The company is currently the largest producer of fast foods in United States and u can find its products in approximately hundred and twenty countries (Mieth 2007, p. 95). The executive organizational departments of McDonald’s are as follows: the top leaders of the company are chief executive officer and chairperson, and COO (Chief Operating Officer). Under these leaders, there several departments, which are broken into: marketing, corporation affairs, human resources, regional managers, national operations, information technology, finance, and strategic planning (Kincheloe 2002, p. 45). There are also other functional departments in the company, which include franchising, customer services, hygiene, security, property and construction, safety, restaurant services, and supply chain. The company has a multi-department organizational structure; the CEO is the leader of the company with board of directors. The company’s board of directors consists of thirteen members, with whom eleven are directors. The CEO is the head of the company and manages the other departments in the company, which include operations, finance, franchising, and human resource departments. McDonald’s serves in the restaurant sector industry and its name is famous in the world. The main products of the company are fries, burgers, as well as soft drinks. The company also offers chicken, desserts, milkshakes, French fries, cheeseburgers, and breakfast foods (Kincheloe 2002, p. 48). In addition, due to the expanding needs of McDonald’s customers, the management has also decide to expand its menu including other items such as fish, smoothies, wraps, fruits,/ and salads. Most customers prefer the company using some big names such as Quarter Pounder, Big Mac, Egg Mc Muffin, Filet

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