Organizational Development Concepts Theories

Introduction One company that can be said to have changed the automobile industry is Toyota Motor Corporation (TMC). Since its establishment in the year 1937, Toyota Motor Corporation has evolved to become one of the best car selling companies in the world. At the same time, Toyota is estimated to provide employment opportunities to about 317,000 people at the moment, working as dedicated employees of the company.Advertising We will write a custom term paper sample on Organizational Development Concepts Theories specifically for you for only $16.05 $11/page Learn More Major activities of Toyota Company started after the Second World War, when the company started to design and manufacture automobiles in large number. The history of Toyota Company is associated with Kiichiro Toyoda who was an excellent inventor and established Toyoda Automatic Loom Company that largely relied on his prolific designs (Toyoland, n.d). As part to generate more capital resour ces, the company Kiichiro Toyoda licensed part of the designs to the British and the generated money was used to establish Toyota Motor Company, an idea that received government’s support due to its military applications (Toyoland, n.d). Before the establishment of the company, Japanese armies relied on imported trucks, and as a result of depression that affected the world and the country at the same time, resources to import trucks became scarce (Toyoland, n.d). As a result, domestic production was seen as an avenue to reduce costs, create employment opportunities, and empower the country to be self-reliance (Toyoland, n.d). Some of the automobile designs by Toyota Motor Corporation in the history include: Model A1 and G1 models, model AA, sedans, phaetons or model AB, Toyota model, GB truck, G1 truck, Toyopet or the model SA, SD models, RH model, Landcruiser, Crown, Corona, Avalon, Camry, and Lexus (Toyoland, n.d). Toyota at the same time throughout history has been able to establish plants in other regions of the world specifically in Latin America and USA. Today, Toyota Motors has evolved as the global largest designer and â€Å"manufacturer of automobiles, both in unit sales and net sales† (Toyoland, n.d). For instance in USA alone Toyota has succeeded in eclipsing Honda and sustained fierce competition to GM and Ford motors (Toyoland, n.d). Further, in 2002, Toyota Motors incorporated 2010 Global vision, which according to the company is a vision aimed at achieving mobility needs in away that considers and respects environment and the people (Toyoland, n.d). Major themes in this Global vision include â€Å"Toward a recycle-oriented society, toward the age of IT and ubiquitous networks, toward a mature society, and toward motorization on a global scale† (Toyoland, n.d, p.1).Advertising Looking for term paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Toyota’s Organizational Structure and strategy Richard D. Daft, writing in the book titled ‘Organizational Theory and Design’ observes that in defining what organizational structure is, it is important to put into consideration three important aspects: organization structure constitute formal reporting relationships that include number of levels in the hierarchy and span of control of managers and supervisors (Daft, 2009). Second, organizational structure establishes the grouping together of individuals into departments and of departments into total organization. Lastly, organizational structure constitutes the design of systems to ensure effective communication, coordination, and integration of efforts across departments (Daft, 2009). According to the author, these three elements involve both the vertical and horizontal aspects of organizing, with each representing a structure that is more appropriate in certain specific organizational orientation. Accordingly, an ideal struct ure should be in a position to encourage employees to provide horizontal information and coordination where and when it is needed (Daft, 2009). From 2003, Toyota Motors was seen to be causing ripples in the automobile industry as it undertook initiatives at high speed catching up with the industry’s perennial leaders and dominant players like GM, Ford, and Chrysler (Griffin and Moorhead, 2009). Many people viewed this as a risk strategy, which upon failure would have severe negative impacts on Toyota Motors. However, on gradual note, the strategy has been working out as some instances of literature postulate that Toyota Motors has been able to outperform one or two of these companies (Griffin and Moorhead, 2009). As the strategy appeared successful, Toyota put in place strategies to re-invent itself and one of the re-invention strategies was to introduce new designs. One of the changes that has characterized Toyota introduced by the management include introduction of a number of new designs such as introduction of Prius hybrid model in 2004 (Griffin and Moorhead, 2009). When the success of this model was realized, Toyota was motivated to introduce another hybrid luxury sport-utility vehicle known as the RX 400h and today the company offers these two designs in the world’s market estimated to be about 50 per cent (Griffin and Moorhead, 2009). Accompanying Toyota’s introduction of new designs in the marketing is the company’s well-established and known reputation that, on wider global scale characterizes the company as one of the world’s leading corporation to be involved in massive cost cutting. The company has continuously invented and improved guided by the kaizen (continuous improvement) philosophy. Kaizen has further been strengthened by the company’s kanban (just-in-time inventory) systems (Griffin and Moorhead, 2009).Advertising We will write a custom term paper sample on Organizational Development Concepts Theories specifically for you for only $16.05 $11/page Learn More The understanding of these two concepts is that the company’s managers should continuously search for diligent ways of reducing expenses. At the same time, Toyota has engaged in making numerous low-tech changes that are aimed at bringing about cost savings while at the same time, be able to improve speed and quality (Griffin and Moorhead, 2009). Toyota’s urge and need for change is not only anchored in its favor for designs, processes and technology but also the company has undertaken broad initiatives to update and ‘repackage’ its organizational structure by replacing some of its top managers (Griffin and Moorhead, 2009). At the same time, the company is integrating some of its far-flung divisions such as the business unit. With the coming of Watanabe as the new CEO after retire of Fujio Cho in 2005; change at Toyota has become an inevitable aspect as the new CEO pa ys attention to the aspects of cost cutting and quality control measures (Griffin and Moorhead, 2009). Watanabe has characteristically embarked on shuffling organization’s managers as part of his wider aim of having new and fresh blood in the top management of the company. To make these changes more meaningful and genuine, the Company’s leadership is at the time involved in updating the organization’s culture. For a long time, Toyota Motors has been accused and viewed by many to be too conservative especially in its design, too focused on the Japanese market, as well as too timid and slow in adopting revolutionary innovations (Griffin and Moorhead, 2009). As a show of changes taking place at Toyota, Maryanne Keller, an auto industry consultant noted that Toyota’s CEO was more focused and determined t pushing for more reforms, more openness, more alliances, more speed, and more risk taking (Griffin and Moorhead, 2009). Today these changes continue to bore fruits since from 2007 although the world witnessed financial turmoil in terms of recession profits margins at Toyota increased by 4,7 per cent. Further, the company has invested about $16 billion in cash to enhance its research and development together with growth and as today it stands, re-invention constitute and define Toyota’s winning strategy (Griffin and Moorhead, 2009). Organization change process Today, organization change is seen to be inevitable feature especially given the competitive environment that businesses are being subjected to (Harigopal, 2006). Change in general manifest itself in two forms: intended change and unintended change. Intended also known as planned change usually takes place with aim of bringing about systematic change in an organization in order to increase or improver organization’s effectiveness (Harigopal, 2006).Advertising Looking for term paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Numerous models exist today that explain how change process can be undertaken and such models include â€Å"Lewin’s model of change, the planning model, the action research model, and the integrative planning model† (Harigopal, 2006). With regard to objectives of this research, attention will be paid to two major models: Lewin change model and integrative planning model. Lewin change model postulates that change constitutes processes of modifying the forces that tend to keep a system’ behavior stable and that change can be planned by modifying the existing state through either increasing the forces pushing for change or reducing the forces that maintain the current state or even in some instances apply a combination of both (Harigopal, 2006). Further, this model postulates that there are different levels at which change can occur in an organization. These levels of change are individual, with aim of changing individuals’ behavior, values, skills, and beha vior (Harigopal, 2006). In addition, there is structural and systems change, where the aim is to change or modify work design, reporting relationships, and information systems and even reward systems (Harigopal, 2006). Third level of change can take place at the organizational level where realization of change may be manifested in change of leadership styles, interpersonal relations, decision-making, and other aspects at this level (Harigopal, 2006). On the hand, integrative model of planned change postulate that an organization exists in different states at different times and that planned change can occur from one state to another (Harigopal, 2006). Integrative model of planned consists four phases that include exploration phase, in which the organization makes a decision on whether to plan for specific changes and allocate resources for that particular change. Next phase is the planning phase in which planning for change starts and usually comes about as a result of particular pr oblem facing the organization. After diagnosis of the particular problem to be modified, planning process sets in. Third phase is the action phase where changes derived from planning are implemented at this stage. It is within this phase that the organization aims to transform from its current state to the desired future state. Last phase is the integration phase in which changes are incorporated as part of regular organizational functioning after undergoing successful implementation. The new change behavior in the organization become reinforced through feedback, incentives, and reward system (Harigopal, 2006). Organizational changes at Toyota Motors In 2009, Toyota Motor Corporation announced major change initiatives as part of its organizational change (Toyota Motors Corporation, 2009). The organization change undertaken by the company rested on the theme of â€Å"reinforcing necessary functions and implementing that contribute to more efficient organizational operations to bette r respond to priority issues of each individual field and group† (Toyota Motors Corporation, 2009, p.1). Types of changes that the company anticipated to pursue included the following: Business Development Group The change to be introduced was to see the business development division being merged with marine business division; the two form a new division known as Business Development Division the Marine Unit Business Division (Toyota Motors Corporation, 2009). The aim of this initiative was to see the use of resources between the two divisions carried out more â€Å"effectively and increase the efficiency of the unit business† (Toyota Motors Corporation, 2009). Purchasing Group The company’s purchasing planning department, the global purchasing promotion division and the parts of purchasing division were to be integrated and re-organized into the new created Purchasing Administration Department together with Purchasing Planning Division (Toyota Motors Corporation , 2009). The purpose of this initiative was to ensure consolidation and centralization of purchasing issues and needs into the new Purchasing Administration Department in order to improve and strengthen the global strategies and project management (Toyota Motors Corporation, 2009). Japan Sales Operations Group The initiative to be implemented in the company was to see elimination of the Japan Advertisement and Marketing Division where the functions performed by this division were to be transferred to the new Toyota Marketing Japan Company Limited (Toyota Motors Corporation, 2009). The aim of this strategy was to see much emphasis and focus is directed towards activities that target Japan Market while art the same time be able to reinforce the identified and specific activities (Toyota Motors Corporation, 2009). Middle East, Africa, and Latin America Operations Group Accordingly, the company intended to create a new division, with the purpose of this initiative centering on â€Å"co nsolidating the product planning, profit management, affiliate management and business planning functions of the Middle East, Africa and Latin America Operations Group in the Middle East, Africa, Latin America and Caribbean Planning Division in order to increase momentum and efficiency of operations† (Toyota Motors Corporation, 2009, p.1). Customer Service Operations Group Change here was to involve the Service Parts Administration Division where this unit as to be transferred to the new established Customer Service Operations Group. The major purpose of this initiative was to ensure there is closer achievement and â€Å"collaboration with parts and accessories divisions in Japan and overseas (in the service-parts segment) to achieve more timely supply and establish quality assurance standards† (Toyota Motors Corporation, 2009). How success Toyota will be able to realize these changes? First, it must be realized that Toyota Motors has pursued strategies of lean manufact uring system where the company’s production system in built on the principle of ‘just-in-time’ production (Bauer and Erdogan, n.d). The essence of this principle is that raw materials and other supplies are exactly delivered to the plant when production is to take place and this has avoided tendencies to waste resources. At the same time, emphasis has been put on the importance of efficiency on the part of the employees specifically those located on the front lines (Bauer and Erdogan, n.d). Assembly workers have been empowered in decision-making processes to take appropriate action when production line experiences a problem. Toyota Company has also been able to enact its change programmes by receiving help from its human resource strategies, culture and structure (Bauer and Erdogan, n.d). For the human resource, Toyota has employee programs and initiatives that are see employment opportunity more permanent and stable, there is also â€Å"high investment in train ing and development, and internal promotions, all promoting a sense of employee ownership of the process† (Bauer and Erdogan, n.d). With regard to culture, Toyota company has put more emphasis on the learning and modesty specifically by incorporating past successes in the company that isolate them from other competitors (Bauer and Erdogan, n.d). For example, the company requires and support employees to be experts in everything they do and as a result, the issue of specialization has been encouraged in the organization. From these aspects, Toyota Motors has evolved and established a effective structure that fosters internal communication. Further, meetings in the company are frequent being held after â€Å"every two days to coordinate the relations between chief engineers and functional managers† (Bauer and Erdogan, n.d). â€Å" Other key aspects in the organization that facilitate effective functioning in the organization include effective communication channels such as presence of module development teams tasked with the role of harmonizing organizational operations and processes. These aspects have characteristically made Toyota Motors appear unique among auto companies since it is able to remain traditional and bureaucratic while at the same time striving to be agile and innovative (Bauer and Erdogan, n.d). The culture of the company focuses and emphasizes continuous and constant learning and improvement with employees being given opportunity to analyze gaps in the expected performance and therefore be able to change. Conclusion Organizational structure is the key aspects to the success or failure of change in an organization. To fit into the challenges of dynamism in the environment organizations will be forced to undergo change if they aspire to remain competitive. Although there are two types of change – planned and unplanned – it is the planned one, which has the capacity to bring meaningful change to the organization. What is important is for the various organizations anticipating or planning for change to carry out the process more diligently. There is need to carry out environmental scanning before appropriating the necessary change needs and strategies. Key and formidable internal structures should be able to support the change process and such can result due to presence of change-oriented management. When it appears, the management is not ready for change or re-organization then it becomes necessary for such management team to be substituted with more change-oriented management. All in all change process is seen to be a tedious process that sometimes will results into failure but this should be an excuse not to undertake change. All organizations should be prepared to embrace and employees of the company or organization should be involved and even incorporated into change decisions for the whole process to succeed. References Bauer, T. and Erdogan, B. (N.d). Organizational Behavior. Retrieved from https://catalog.flatworldknowledge.com/catalog/editions/bauer_3-organizational-behavior-3-0 Daft, R. L. (2009). Organization Theory and Design. OH: Cengage Learning. Griffin, R. W. and Moorhead, G. (2009). Organizational Behavior: Managing People and Organizations. OH: Cengage Learning. Harigopal, K. (2006). Management of organizational change: leveraging transformation. NY: SAGE. Toyoland. (N.d). Toyota history: corporate and automotive. Retrieved from https://www.toyoland.com/history.html Toyota Motors Corporation. 2009. Toyota Announces Organizational Changes. Retrieved from http://www2.toyota.co.jp/en/news/09/12/1222_2.html This term paper on Organizational Development Concepts Theories was written and submitted by user Shane Maxwell to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Outline Example

Outline Example Outline – Coursework Example What Factors That Influence Exchange Rates and How? Topic: What Factors That Influence Exchange Rates and How Introduction The health of the economy is determined by a country’s exchanging rates. However, the exchange rates are widely influenced by different factors. Surprisingly, the rates vary from country to country and for any given currency, over time.A. Thesis statement Demand and supply, meaningfully, are the key determiners of the exchange rate. A Great demand for goods tends to call for increased value of the currency. 2. BODYI) Factors That Influence Exchange RatesA. InflationChanges in market demand cause a change in currency exchange rates. A country that experiences low inflation rates often enables an appreciation in the value of its currency (Compare Remit, 2015). Where inflation is low, the prices of goods and services increase at a slower rate. For instance, if the inflation is low in US, its export will be competitive thus increase in demand. In this case, th eir imports will be less competitive hence little demand on imports.B. Interest ratesChanges in interest rates influence currency value. Increased rate affects country’s currency. Higher interests invite higher rates to lenders thus attracting more foreign capital (World’s Leading Macroeconomic Survey Firm, 2015). For instance, if US interest rates rise relative to elsewhere, it will attract more investors to deposit in US banks. The value of the dollar will increase. C. SpeculationHere, speculators make the substantial thought that there would raise of a currency in future (CompareRemit, 2015). Therefore, there would be more demand now to make more profit. This increase in demand will cause the value to rise. D. Government InterventionChina is one of the countries that undervalue its currency to make Chinese products more competitive (Economics.Help, 2013). Usually, they do this by buying US dollar assets hence increases the value of the Dollar to Yuan.ReferencesWorld s Leading Macroeconomic Survey Firm. (2011). Economic Factors Affecting Exchange Rates. Consensus Economics. Retrieved from http://humanrights-success.blogspot.com/2013/02/human-rights-violations-in-middle-east.htmlCompare Remit.(2015). 8 Key Factors that Affect Foreign Exchange Rates. Retrieved from compareremit.com/money-transfer-guide/key-factors-affecting-currency-exchange-rates/Economics.Help.(2013). Helping To Simplify Economics. Retrieved from economicshelp.org/macroeconomics/exchangerate/factors-influencing/

Intership PAPER Essay Example | Topics and Well Written Essays - 3000 words

Intership PAPER - Essay Example I was blessed with good people to work with who supported me throughout my internship. The Creative Activity & Fitness Center was established in 1990 initially as a play group for very young children. As the children grew up, more and more classes were offered to develop their creative skills such as workshops in Art, Music, Dance, etc. Parents were delighted to have a place to bring their children where they learn skills and enjoy at the same time. Over the years, the population of enrolees grew and more workshops were offered, that there was a need to expand the business. Enrolment to the center was like membership where parents renew their children’s membership in order to avail of the services and use the facilities. The owners bought the huge land beside it and built a larger dance studio, a swimming pool, a theatre for recitals and performances, a large playground and more rooms for the varied workshops offered. Because of the new facilities, the center has gained a great reputation and attracted more members since it now accepted teenagers and even adult s. There are also workshops for adults such as Sculpting, Painting and Photography as well as some dance classes. The center is busiest in the afternoons after school when the children come for their workshops and tutorial sessions and during summer when all the workshops are fully-booked. Currently, there are some playgroups and preschool classes offered in the mornings and day care service the whole day, with some night shifts for children whose parents work at night. Weekends are particularly heavy, as multiple workshops are ongoing for all age brackets as well as the use of the facilities is maximized. The population of the members is comprised of various nationalities and ages. The center is staffed by about 50 people occupying positions in administration, teaching, public relations, program management, maintenance and security,

Construction Project Management Essay Example | Topics and Well Written Essays - 2500 words

Construction Project Management - Essay Example A risk specialist for some critical projects will also do risk assessment. At this stage, the project manager will prepare a plan of project handover from the requirements in the technical advisory group. At this stage, the development of design is complete and the output is documented and structured as specifications and drawings to procure construction resources, equipment and materials to begin the construction process. These contemplations will have to take into consideration the comparison of costs, the requirements of time and the connection to the acute route and possibilities of replacement with regard to various construction systems (Uher & Loosemore, 2014, p.67). At this point, the understanding of the procedures that will be done to construct the buildings, there should be a breakdown of the phases into actions and an assessment of how to conduct the procedures (Stallworthy & Kharbanda, 2012, p.82). The construction site will comprise of HGV access and a car park, related drainage, hard standings, sprinkler tank with an out building, soft landscaping, cooler systems and sections for preparing bakery and meat. The targets include site security within the perimeters of the residential houses, ensuring that repair is done punctually to avoid further problems from taking place in cases of vandalism. There will also be access of car wash within the packing areas. This will reduce the HGV’s need of negotiating with other smaller roads. The targets include developing a related traffic and construction plan of management, identification of sensitive areas such as homes and schools, development of a map that indicates the trunk roads delivery drivers course to the site (Srikantaiah, Koenig & AL-Hawamdeh, 2012, p.176). Other targets includes prevention of cars from queuing outside the residential areas by putting procedures in place, informing the

Question 2 Assignment Example | Topics and Well Written Essays - 250 words

Question 2 - Assignment Example While there are reported some positive trends during the recent years including enhancement of the entrepreneurial environment in the country (Roberts 2012), there still are some critical zones that make business environment less attractive. Thus, for example, based on the infrastructure, red tape, corporate governance, corruption and crime criteria, Philippines is ranked in the last position comparing with Indonesia, Malaysia, and Thailand (Escribano et al, 2009). Moreover, Philippines fail to protect the investors and there are more difficulties in obtaining credits than in its Asian neighbor countries. In terms of attraction of foreign direct investment to the economics of Philippines, there also exist some formal and informal barriers imposed by government combined with weak judicial system and corruption (Roberts, 2012). All these factors make Philippines less desired destination for multinational corporations and foreign direct investments. Based on the recent World Bankâ€℠¢ survey results, Philippines fall toward the bottom of the ranking of business-friendly environment (Lesher, & Plummer 2011). However, despite even its unfavorable investment climate, according to the UNCTAD, in the first half of 2013 there was recorded the second biggest FDI inflow to the Philippines among ASEAN countries (Malinao, 2013). Escribano, A., Guasch, J., de Orte, M., & Pena, J. (2009). Investment Climate Assessment in Indonesia, Malaysia, the Philippines and Thailand: Results from Pooling Firm-Level Data.  Singapore Economic Review,  54(3),

Personnel Management and HRM

Personnel Management and HRM Personnel management is a type of Human Resource Management. This area of management is concerned about workers and staff of the organization. They are responsible for recruiting and staffing of employees in an organization. Its features include: Organizational management Personnel administration Manpower management Industrial management The term personnel Management and Human Resource management can be called as the same process having two names. In todays world Personnel management is known as human resource management which came into effect during the 1970s and got the acceptance in 1989.Both terms however, referred to the same thing; the personnel manager who work for a company represent that companys human resources. Although Human Resource Management department did not exist in the 1940s, but many Human Resource practices and programs that we see today emerged in the earlier times. Human Resource Management (HRM) previously known as personal management, deals with formal system for the management of the employees within the organization. HR mangers have many things to do and think regarding their workers. These concerns include how to manage layoffs, address reduced employee loyalty, and create a well trained highly motivated work force through training, capable of higher productivity with high quality. Manage and increase diverse workforce and contain health care cost. In 1970s, the job of the HR manger was to keep their companies out of court because at that time the government set many regulations regarding the work. In the 1980s HR mangers had to address staffing costs related to mergers and acquisitions and downsizing. The economic issues related to an increasingly global and competitive workplace characterize the 1990s Shifting from Personnel Management to HRM: The most important role of HRM can be from the transformation of the personnel management function from concentrating on employee welfare to managing workforce in a way, that meet organizational and individual goals and providing employees with internal and external rewards. Therefore, today Human Resource Management (HRM), previously had known as personal management, deals with formal system for the management of the people within the organization. Many well-known companies report that they are trying to transform their workforce into a source of competitive advantage. Stages of shifting of Personnel Management to HRM: Firstly, Effective HRM focus on linking HRM problems to the overall strategy of the organization, the most effective HRM will design policies and practices for such corporate policies and strategies which can change an organizations culture Secondly, building strong cultures is a way of promoting particular organizational goals, strong culture is aimed at uniting employees through a shared set of managerially set of values (quality, service, innovation etc.) Thirdly, the attitude that people are a variable cost is ineffective HRM, replaced by the view that people are resource and that as social capital can be developed and can contribute to competitive advantage. It is accepted that competitive advantage is gained through well-educated and trained, motivated and committed employees. Fourthly, the view that the interests of employees and management or shareholders are divergent which was substantially true in the past is giving way to the view that this need not necessarily be so. Shift of personnel management to HRM took place in three stages: 1. Records and Administration 2. Accountability Regulations 3. Competitive Advantage 1. Records and Administration: In first stage the primary activities, which were carried out by personnel department, were, Planning Company picnics Scheduling vacations, Enrolling workers for health-care coverage, planning retirement parties, increase diverse workforce and contain health care cost. 2. Accountability Regulations: During this stage primary framework of rules and regulations started emerging in the organization. In 1970s, the job of the HR manger was to keep their companies out of court. In the 1980s HR mangers had to address staffing costs related to mergers and acquisitions and downsizing. 3. Competitive Advantage: The aim of this shift stage is from merely securing compliance to the more ambitious one of winning commitment. The employee resource, therefore, becomes worth investing in, and training and development thus assume a higher profile. P 2: -Assess the role, tasks and activities of the human resource practitioner HRM plays a very important role in the success of every organization especially big organization where it is difficult to manage all the activities. HRM is also developing and maintaining a quality of work life thats make employment in the organization desirable. It provides well trained and multi-skill employees. One of the most important functions of HRM is that it brings strategic integration. To integrate all the functions from top management to lower management. Integrate them at one specific point that all functions are interrelated. The policies of HRM are structured in such away which allows maximum flexibility and because of flexibility it can bring innovation because innovation is also very important for the success of an organization like that of specialized cycle. There motto is innovation or die. HRM also force on better quality because of the best quality it can survive in the market. Because with the industrial revolution there when new competitors enter in to the market the old competitors stress on quality in order to show that they have a competitive edge. The HR Manager has an important role in developing and reviewing policies, practices and later referring them to senior management for decision making. The HR Manager generally educates staff through applied theories and retraining them with skillful training for line managers. The HR Manager provides support and guidance to those employees which are involved in unwelcome actions. HR Manager is responsible to find such people whose abilities are competent with the nature of business in which the organization is involve. HR Manager conducts job analysis, recruitment and selecting processes effectively and efficiently which helps an organization to hire capable people. HR Manager is responsible to increase the skill and knowledge level of the employees in order to improve their performance level. It is not obvious that one strategy regarding improving performance level which works for one organization will also work for others HR Manager has a key role in appraising an employee. Through appraising the HR department can judge employees performance. A performance appraisal compares every employees real performance with the benchmarks of standards i.e. appraising employees help the companies in evaluating its employees. HR Manager is responsible to make sure that its policies are competent with the government rules and regulation so that the government shouldnt take the company to court. Secondly it is the ethical responsibility of the organization that it should work under the premises of government laws. The HR Manager builds a competitive edge because conceptually HRM is a strategy of using human resource. Now a day if a company wants to build a competitive edge over its competitors so it has to be very good in managing its human resource because it is the human who use all other sources of production. HR Manager is responsible to make such an environment to make employees effective and efficient to adapt the changing of technologies to perform the operations. Now a days planning is needed for all the functions and actions of the organizations. Building strategies is one of the core purposes of planning. As human assets are considered the keys to business success so while planning and building strategies it is very important to integrate the strategies regarding human resource with over all corporate strategic planning so that the success can be achieved. An Ideal HR Manager Generally HR Manager should perform such activities like planning, directing, and coordinating human resource management actions of an organization to develop the strategic usage of human resources and to continue functions such as recruitment, employees training, planning, employee compensation, and employees performance appraisal. HR should be a Profit Centre which refers to a part of a corporation that directly adds to its profit. Organizations may be organized in terms of profit centers where the profit centers revenues and expenses are held separate from the main companys in order to determine their profitability. We can justify this that recruitments, staff settlement, training and other things that they do should be profitable for an organization. They need to reduce administration cost through proper planning for example providing transport facilities, coffee, tea, lunch expenses, other bonuses lead to higher administrative cost. It will help them to avoid wastage of resources. They need to conduct Performance Appraisal properly which refers to as a method by which the job performance of an employee is evaluated (generally in terms of quality, quantity, cost, and time) typically by the corresponding manager. They should provide their employees compensation which refers to as a systematic approach to providing monetary value to employees in exchange for work performed. Compensation may achieve several purposes assisting in recruitment, job performance, and job satisfaction. They need have good relationship with different departments and try to keep themselves up to date from their activities and performances in order to prevent miscommunication and other disputes. P3: Evaluate the role and responsibilities of line managers in human resource practices? Line manager is person who deals with the workforce directly. Line manager plays important role in the success of HR manager. Line managers play vital role in terms of implementing HR policies and practices such as, disciplinary handling, absence management, Training and appraising employees. Line managers now have a greater involvement in the recruitment and selection process from the outset.ÂÂ   Alongside the HR manager, line managers are now typically involved in briefing the recruitment agency, writing the advertisement, short listing and interviewing they then make sure that recruitment is right. HR manager gets staff information from the line manager, for example if the employees are not working properly or they dont come regularly, these line managers inform the HR manager to take proper actions. If some workers are not performing well then HR manager consults line manager for providing them training in order to develop the skills and techniques of their employees and th en appraising those employees who are working well in order provide them with equal growth opportunities. Some researches have found that where employees feels positive about their relationship with their line managers they are more likely to have higher levels of job satisfaction, commitment and loyalty which are associated with higher levels of performance, for example taking care of employees health and hygiene factors will address employees absenteeisms and hence increase their motivation. As well as line manager helps HR manager in providing employees other fringe benefits such as free medical, transport and free education for employees children and treating every in the same way will increase their loyalty towards their organization and hence, it will address the discipline problems. Therefore, the involvements of line manager in HR practices improve their activities further. M1: Discuss how the concepts of PM and HRM are practiced in an organization? We have selected UFONE as an organization. As we all know that Pakistan Telecommunication Corporation Limited (PTCL) that started its operations in January 2001 under the brand name UFONE. As a result of PTCLs privatization, UFONE became a part of the Emirates Telecommunication Corporation Group (Etisalat) in 2006. (Referenced from: http://ufone.com/about.aspx ) They have got large human resources in their Peshawar branch office. They have a human resource department in Islamabad to guide their employees and provide those facilities and comfort. In this company there are several departments such as sales department, customer care department, finance department, marketing department, corporate department etc. In UFONE Human Resource Department has individual relationship with each department. In UFONE the roles and responsibilities of Human Resource Management Department which was previously known as Personal management in recruitment process is given below: Before hiring new employees the HR department ensures that whether there is a need to hire a new employee for the particular job. The recruitment in UFONE is of both internal and external nature. Internal Recruitment In this case the employees already in the organization are encouraged to fill the vacant position. The HR department and other senior department choose the best fit from the employees within the UFONE. After the promotion employees are sent for further training. Internal recruitment motivates the employees to perform well and produce good results. It also creates a healthy competition within the staff of UFONE. External Recruitment If the HR department of UFONE feels that there is no one in the company who can fill the vacancy then they recruit from external sources. First they select some supervisors with whom the new people will work in order to form a panel of people who will interview applicants. UFONE has a data base system i.e. HRMS (Human Resource Management System) for its current applicants as well for the future employees. People just drop their CVs there and in case some vacancy occurs HR department call them for an interview. UFONE also advertise internally for recruitment purpose, because their current employees pass this information to their friends and families. UFONEs HR management has the service of internal flow, web designer, and Eveready media in order to post their advertisement. They also have eCVs format in which people put their CVs without moving and this system forward them to the HRM department. Recruitment procedure in UFONE For collecting application everything is computerized and it is very easy for them to reply too many applicants. They handle first those people who do not fit in their job and deal them carefully because they consider them their future applicants. Then they take on-line evaluation test (basically for testing personality and skills) and candidates that pass this test are called for an interview and the day for the interview is already set. Then the results are screened by an expert penal in order to reduce the chances of errors in selecting the candidates. After selecting the candidates then they are referred to accounts department for settling the pay and they give the new employees an orientation of what is his/her duties and responsibilities in UFONE. Then after some time they provide them training for enhancing their skill of communication with their client. The basic purpose behind all these recruitment steps is to hire a skillful workforce in UFONE who work toward department and the organizations goals and objectives and to get competitive advantage. M2: Make an effective judgment about PM and line manager responsibilities in studied organization. The line manager has key role in UFONE. They are responsible for dealing workforce directly and they are there to help the HRM department and others as well. The way line manager works with HR manager in selection processes, disciplinary handling, absence management, and training and appraising in UFONE which has been mentioned in P3. According to the Judgment given to us by the HR manager of UFONE, they are achieving their goals on time. He said our HRM department has good relationship with every department of UFONE such as marketing, corporate, finance, sales, customers care departments etc. The HR department plan rules and regulation and the way they want their employees to work then our line managers pass those information to the lower staff so that they perform accordingly within time in order to get organizational goals. Some time they work more than their required duty timing from 9am to 5pm and till 8pm so that they get their targets. But what we judged after studying UFONE i s even though they provide their employees all the monetary and non-monetary benefits a lot of employees from both managerial and non-managerial levels left UFONE just after few months of their joining. The major reason behind this is that sometime in order to achieve their targets in the season many people keep working more then their required duty timing of 9am to 5pm and continue till 8pm and employees find themselves without their social life. Another problem that we noticed was that there was lack of communication between sales departments and the marketing department. D1: Evaluate the roles and responsibilities of HR manager and line manager in the organization as compared to their ideal role. Here we would like to specify the problems or the area in which HR manager is lacking after studying UFONE. In this company communication between different departments is very bad for example an year ago their marketing department made an offer in their advertisement that customers can get UFONE Sims for free without informing their Sales department, that advertisement attracted the attention of every one, then every one rushed to get Sims for free, while they didnt had enough Sims to supply as consequences their image was badly effected and their Customer Care Department received thousands of complaints. We have held HR department for the problem of miscommunication between different departments because HR focuses on openness in communication between senior management and employees in different departments, results in improving employee engagement and their productivity this shows their focus is not to provide open communication. Another problem that UFONEs HR Manager is facing is t hat even though they provide their employees all the monetary and non-monetary benefits a lot of employees from both managerial and non-managerial levels left UFONE just after few months of their joining. The major reason behind this is that sometimes in order to achieve their targets in the season many people keep working more then their required duty timing of 9am to 5pm and continue till 8pm and employees find themselves without their social life. This problem shows that HR manager is not performing well because its not only money that is important to their employees they needed also to take care of employees by allowing them to go at 5pm so that they can spend time with their families. The ideal roles of their HR manager in UFONE should be the following: HR manager should build such communication system in which each department can communicate with each other so that marketing department increase demands of their customer by consulting the sales departments in order to make an effective advertisement for their product in this way each department will perform better. HR manager needs to have back up staff in season time where targets are high and with allotted time employees had to work over time for getting their targets. And provide them emergency leaves if the employees have emergency in their homes by doing this HR can stop their employees from leaving. They need to reduce administration cost through proper planning for example providing transport facilities, coffee, tea, lunch expenses, other bonuses lead to higher administrative cost. It will help them to avoid wastage of resources. They need to conduct Performance Appraisal properly which refers to as a method by which the job performance of an employee is evaluated (generally in terms of quality, quantity, cost, and time) typically by the corresponding manager. They should provide their employees compensation which refers to as a systematic approach to providing monetary value to employees in exchange for work performed. Compensation may achieve several purposes assisting in recruitment, job performance, and job satisfaction. They need have good relationship with different departments and try to keep themselves up to date from their activities and performances in order to prevent miscommunication and other disputes. D2: Suggest recommendations for realistic improvement against the defined Following are the recommendations for UFONE to carry out their human resource planning in a better way: The prediction of requirement and availability of the work force is considered an essential step in carrying out human resource planning for any organization. UFONE should do the forecasting keeping in mind the rapid changes in demands which has been taking place and should spend their time in finding best employees from service sector, which could be a source of competitive advantage for the organization. They should always look for hiring the quality workforce and this can be done effectively by keeping contacts with universities because fresh candidates no matters they are not experienced but they show enthusiasm and commitment in their early jobs to built a platform for their career. So they can hire the fresh candidates and should train them to assist the HR professionals. Moreover the initial step should be the establishment of the HR departments on regional levels because without proper HR professionals, qualitative human resource planning is not possible; this is discussed in detail in the upcoming topics. Recruitment and selection process has a pivotal role in making successful HRM policies. In case of UFONE before advertising any vacancy they should do proper job analysis which will lead to the development of an effective job description and job specification and will result in attracting potential talented candidates for the job. They should practice performance management policies, different incentives scheme should be introduced e.g. if a department within the office shows outstanding performance in generating more revenue then the rest of the areas or has performed well in reducing the complaints in that area then should be given some special incentives and should be provided companys certificate for good performance because a companys certificate means a lot to any employee. They should give all of them some role in decision making and should give them chance to achieve their full potential. Moreover job security should be given top priority because if the employee feels being in an uncertain environment and does not feel being a part of that company so he/she can never perform well, so in order to make them contribute effectively and to fulfill their responsibilities UFONE needs to work on job security. In addition, the employees should be promoted and given more benefits and greater responsibility based on their efficiency and experience. All this which will help them in keeping their employees loyal and committed and as a result employee turnover will be low. Proper training and development keeps an organization ready to face untoward situations and helps them in gaining competitive edge over its competitors. UFONE should review the performance of employees after every quarter for this purpose they should make the separate profile of each employee and their performance should be evaluated against the standard performance required for the success of the organization, this will help UFONE in finding out key areas for development for that particular employee and accordingly they can assess what his/her training needs are. Moreover in response to the case discussed above, they should invite all the employees for the training programs instead of inviting a couple of employees from every department because all of them deserve to improve and work on their skills and to get better training. Organization environment and structure is considered as the most critical factor for the success of the organization in case of UFONE the employees suggestions should be given due consideration while making the strategy this will make employee feel as a part of the organization and besides that flexible working hours and family friendly policies should also be introduced because they dont need only money in fact, they should take care of their personal needs as well. As earlier we have discussed that sometimes employee works till 8pm so this is against their own needs, they should set a proper schedule for taking out the work from employees.

Advertising in Scholls Essay -- Economics

Imagine walking around the hallways of Cherokee High School and seeing big corporate logos hanging everywhere. Though, some may not find this to be an ideal situation to having corporate sponsors or partners, but the opportunities that accompany these small sacrifices are vast. Although, there are some negative effects about having corporate sponsors, such as unsuitable product influence, there are countless ways that having a corporate sponsor or partner can improve the well-being of the school and provide more chances for local businesses to show their support, help students advance in their studies and helping schools with their budget problems. Local businesses such as Ragazzi’s, Sal’s and Champp’s, could help fortify the student body and the community as a whole, while also gaining publicity at the same time. All of these restaurants could help the school by sponsoring their sports teams, school events and catering club parties, fundraisers or sports banquets. By sponsoring and catering these events, the business would not only be helping out the school by catering them fo...

Lessons in Pragmatism Essay

Having been a Para Educator since 1994, serving both Special Education as well as General education children, I have had countless opportunities to observe incredible teachers in action. In fact, one of my most vital responsibilities is to collect observational data on various special education students and their IEP goals. This allows the teacher to generate reports of student progress and to help in modifying goals and objectives as needed. It is unfortunate that the writing of this paper falls during the summer months making it impossible to conduct a formal observation of a specific lesson plan in real time. Therefore, the focus of this presentation shall be a lesson plan which was located in the database of the National Council of Teachers of Mathematics, an organization dedicated to providing enriching, meaningful mathematics curriculum while ensuring availability for all students. This particular lesson plan is a multi-dimensional lesson, or a better an investigation, written by Laurie St. Julien (2008) and printed in the publication Teaching Children Mathematics. It has been generated toward third graders as a means to â€Å"pose their own mathematical questions from real data† (St. Julien, 2008, pg. 506) Before performing any critique of a lesson plan, it is first helpful to identify the basic philosophies that provide its foundation. In a course structured around empowerment through group dynamics conducted by Brunson and Vogt (1996), the results correlated with the theology that â€Å"an empowering educational philosophy promotes trust, collaborative learning and tolerance for ambiguity†. (Brunson & Vogt, 1996, pg. 73) Pragmatism is a philosophy that centers not on the simple passing of knowledge from teacher to student, but around the teacher and student acting as co-learners in the educational process. Stallones, 2011) Pragmatic teachers believe that in order for children to flourish, they must be provided with opportunities to create their own knowledge through experience with the real world in a social context. This Pragmatic theology can be traced back to philosopher John Dewey (1859 – 1952). He saw education as the process of reconstructing knowledge through experiencing the real world; seeing Philosophy as a discipline that required constant change, paradoxically requiring the same reconstruction in education. Neubert, 2009) Following this school of thought, students are guided to generate their own questions, and to use scientific means to come to their own conclusions. This seems to go in tandem with the 7000 Pancakes lesson plan, centered on the theme of the incredible weekend output of the busiest International House of Pancakes in the country. This is quite pragmatic in that it clearly relates to a real world construct familiar to most children, as well as the fact that this particular pancake house just happens to sit next to Disneyland. The students have not been asked to arrive at a singular conclusion, but rather to hypothesize and test their theories, problem solve solutions to and adjust their assertions. This is done in a systematic way over more than one period. (St. Julien, 2008) They are also asked to generate and share their own small group generated questions, This allows for the development of scientific analysis and critical thought, particularly when coupled with the opportunity to scientifically attempt to answer each other’s questions through experience. In addition, Pragmatism favors the merger of various disciplines, in this case the blending of mathematics and science. The lesson plan includes an element that focuses on the eggs that are needed to create various numbers of pancakes in various time increments; however it also questions the properties of the egg and how they change when prepared differently embodying a scientific component to the lesson. This is accompanied by hands on demonstration of all of the aforementioned components, even culminating in a pancake breakfast! St. Julien, 2008) The real world connection in every aspect of this lesson, and the scaffolded guidance required by the teacher to implement it effectively, shows the true pragmatic nature of the lesson and its creator. The strengths of the lesson in question are numerous. The social requirements within the various groups and in the numerous opportunities for open discussion provided a psychosocial aspect to this lesson. These social skills are vital in every aspect of adult life, beyond the practicalities of mathematics. This is support by Siegel (1995) in her assertion that â€Å"learning is a social process in which learners actively construct their understandings†. (Smith, 1995, pg. 407) By using the real world construct of the familiar pancake house, and the visual aids that the lesson facilitates the students in developing a vested interest in investigating the questions that naturally arise through scientific analysis. The hypothesis and analysis process that resulted were well established and right on target for the inquisitive mind of a third grader. Allowing them to tactilely handle the different components of the pancakes allowed them to commit the information to memory in meaningful ways, allowing them to apply this new knowledge to other situations. The scientific component is also a major strength, however I believe yet another discipline could have been added to this lesson; I would also ask them to keep a scientific journal chronicling the experience as well as write a short reflective essay at the end to tie in the language aspect as well. To find any other fault with the lesson plan in question or to better it would prove to be extremely difficult.

Cesar Chavez Essays

Cesar Chavez Essays Cesar Chavez Essay Cesar Chavez Essay One of the greatest civil rights activists of our time; one who believed the ways of Gandhi and Martin Luther King that â€Å"violence can only hurt us and our cause† (Cesar Chavez); a quiet, devoted, small catholic man who had nothing just like those he help fight for; â€Å"one of Americas most influential labor leaders of the late twentieth century† (Griswold del Castillo); and one â€Å"who became the most important Mexican-American leader in the history of the United States† (Ender). Cesar Chavez; an American farm worker, who would soon become the labor leader that led to numerous improvements for union workers; it is recorded that Chavez was born near Yuma, Arizona on March 31, 1927 and died on April 23, 1993 in San Luis, Arizona. (Wikipedia) His life affected many others as his unselfish deeds changed the labor union force forever. This essay will discuss the reasons Cesar Chavez became involved in Union rights, the immediate impact he had, and also the legacy he left behind with his actions that influenced American society. There are many reasons why Chavez became part of the movement, but the major reason was his childhood. It is noted that Cesar Chavez was one of five children born to Librado Chavez and Juana Estrada who were farmers. As a child in Arizona, he grew up nourished by the values of his family and his rural Mexican-American community. His mother taught him the importance of non-violence and self-sacrifice and his grandmother impressed upon his the values of the Catholic faith. And as a child, he experienced racial discrimination in school. Griswold del Castillo) Chavez quit school after the eighth grade to work full-time in the fields. His grandfather had homesteaded some 112 acres that the family soon lost because of the Great Depression. (Jusko) It is reported that Chavez and his family fell behind in mortgage payments and lost what they had. They then moved to California looking for work in the fields as temporary farm laborers; just like thousands of other rural families in the southwe st. The family led a nomadic life; moving very often in search of migrant work. Chavez joined his parents to help harvest carrots, cotton, and grapes under the blazing California sun. During this period Cesar Chavez experienced the corrupt labor contractors, extremely low wages, and poor living and working conditions that the migrant workers had to endure. Around this time as well, he got his first glimpse of union organizing when his father became active in several union activities. (Ramakrishnan; Russell) It is believed that Chavez’s father and uncle actively supported unions. Therefore he learned at a young age firsthand about strikes, organizing operations, and also picket lines. Gale Encyclopedia) During his lifetime, Cesar Chavez and his followers made many changes and contributions to society. While he was alive, he had the privilege to see what his non-violence actions produced; what they transpired. It is recorded that Chavez began actively organizing workers in the fields in 1952. The California-based Community Service Organization (CSO) recruit ed and trained for his work. Chavez built new chapters of CSO, led voter registration drives, and helped Mexican-Americans confront issues of police and immigration abuse during the next ten years. In 1958 he became general director of CSO. With $1,200 of his own savings, Chavez resigned four years later, to found the National Farm Workers Association (NFWA) in 1962. (Gale Encyclopedia) He was a very determined man; strived in everything he put his mind to. Russell declares that by 1965, the NFWA had convinced two major California growers to raise the wages of migrant workers; 1,700 families had joined the organization. And in 1966, the UFWOC, which was the United Farm Workers Organization Committee when the NFWA merged with an organization of Filipino workers, launched a campaign picketing grape growers in Delano who paid low wages. La Huelga (The Strike), which the campaign nationally became known as, proved to be the defining moment in Chavezs work as a labor activist. Americas consciousness about the conditions of migrant workers was raised when the five-year strike against grape growers in the San Joaquin, Imperial, and Coachella valleys went public throughout the country and world. Chavez was then transformed into a national symbol of civil disobedience. Chavez’s boycott cost California grape growers millions of dollars. He did this by holding hunger strikes, marches, and sit-ins; he also had himself arrested in order to gain attention to his cause. In 1970, the growers agreed to grant rights to migrant workers and raised their minimum wage. (Russell) He ended the fast by breaking bread with, then at the time, the candidate for the United States presidency, Senator Robert Kennedy. (DISCovering World) â€Å"Chavez became the first man ever to organize a viable farm workers union in California that obtained signed contracts from the agricultural industry†. (Jusko) Russell argues that Cesar Chavez also fought for the civil rights of African Americans, women, gays, and lesbians, but La Huelga was the first of many successful boycotts that Chavez organized on behalf of grape and lettuce pickers. He also states that Chavez remained a beloved figure in the Mexican American community and nationally represented the quest for fairness and equality for all people, even though membership in the UFWOC eventually waned. (Russell) Despite that, Cesar Chavez had many accomplishments with his non-violence, charismatic qualities; he brought dignity and strength to the farm workers and greatly influenced the consciousness of Americans. Chavez Forms) He would go down in history as one of the greatest Mexican-Americans to ever live. After Cesar Chavez’s death, he left behind a legacy; a legacy in which nobody else can every recreate; till this day many Americans and also those outside the country, still honor him. He was responsible for La Causa, the birth of the Hispanic American civil rights movement, which is the greatest part of his legacy; not only of the increases in p ay, eligibility for medical insurance, employer-paid pensions, and unemployment benefits that UFW members received. Gale Encyclopedia) Chavez will never be forgotten. â€Å"Even today, Chavez remains a source of inspiration for Latino activists, union organizers, community leaders, and civil rights activists†. (Ramakrishnan) It is stated that When Chavez died on April 23, 1993, at the age of sixty-six, and a front-page obituary was published in the New York Times. Many expressions of sorrow were received from a host of national and international leaders. (Russell) In 1994, President Clinton awarded Chavez the nation’s highest civilian honor, the Medal of Freedom. Ramakrishnan) In 1999, he was inducted into the U. S. Labor Departments Hall of Fame for his work toward improving the treatment of farm workers. (Jusko) Chavez was awarded Mexicos highest award presented to people of Mexican heritage who have made major contributions outside of Mexico, the Aguila Azteca (Azte c Eagle). The state of California declared his birthday an official holiday, recognizing his greatest achievements of moral leadership and a commitment to social justice in August 2000. Griswold del Castillo) All over the country, somehow or someway, Cesar Chavez left a presence. It is noted that a Cesar Chavez commemorative meeting was held in San Antonio, in 2005, honoring his work on behalf of farm workers. In his honor, there are elementary schools named after him in Santa Fe, New Mexico and Madison, Wisconsin. Also in his honor, there is a community center named The Cesar Chavez Community Center in Racine, Wisconsin. The business loop of I-196 Highway is named Cesar E Chavez Blvd, in Grand Rapids, Michigan. Cesar Chavez was inducted into the California Hall of Fame located at The California Museum for History, Women, and the Arts on December 6, 2006 by California Governor Arnold Schwarzenegger and First Lady Maria Shriver. And the University of Texas at Austin unveiled their Cesar Chavez Statue on campus on October 9, 2007. (Wikipedia) There is proof that Cesar Chavez left a legacy behind; whether it be a form of mentality to Americans or a physical asset that honors him, he is always with us. Castillo claims that Cesar Chavez was the antithesis of the stereotypical labor leader. He never owned a house or a car, lacked fancy clothes and a formal education, and never made more than $6,000 per year, nut despite all of that, he was one of the most successful organizers in American history. He provided the moral compass for the Mexican-American civil rights movement that is in force to this day. Chavez had always envisioned the UFW a social movement that could change the lives of Mexican-Americans in general not as a traditional labor union. ’Ninety-five percent of the strikers lost their homes and their cars,’ Chavez said after the 1970 grape strike. ‘But I think in losing those worldly possessions they found themselves. ’ (Enders) Chavez changed the way Americans thought about farm workers with his inspiring leadership of El Movimiento. The UFW brought the social and economic problems of Mexican Americans into the nations consciousness under his di rection. (Griswold del Castillo) He would forever change the lives of future farm workers, whether he knew it or not.

Thurgood Marshal essays

Thurgood Marshal essays I chose Thurgood Marshall for my research project because I really didn't know much about him and what I did know about him sounded very interesting. This man was a real hero because he fought for the rights of other people. He fought against segregation. Because of him blacks and whites can go to the same public schools. In my report you will learn about his life and how he fought for other peoples rights. Thurgood Marshall was born on July 2, 1908. He was named after his grandfather Thoroughgood. His real name was Thoroughgood but in the second grade he changed it to Thurgood. He and his family moved to Harlem, NY in 1909. They lived there for five years then moved back to Baltimore in 1914. He lived with his mother Norma, father William, and his brother Aurbey. Thurgood came from a family of fighters. His great-grandfather was a slave, his grandfather joined the Union Army, and his father fought with words. When Thurgood got in trouble at school he had to go into the basement and learn a part of the constitution. He learned many parts. His father once told him '' son if anyone calls you a nigger you have my permission to fight him-you have my orders. When he was thirteen he once got arrested when he hit a white man who called him a nigger. Thurgood went to Fredrick Douglas High. He played football, and led a group of small teens. They pulled pranks and occasionally cut classes. He was very popular with girls. Thurgood graduated from Fredrick Douglas High in 1925. His mother wanted him to be a dentist. He studied pre-dentistry at Lincoln University in Pennsylvania. He also joined the debating team. Thanks to his father he was good at fighting with words. His nick-name was Wrathful Marshall because he could out debate his opponents so well they felt like they had been whipped. During this time he worked part time as a grocery clerk and a baker. During his senior year he marr ...

Stratton's Snow Making Essay Example | Topics and Well Written Essays - 250 words

Stratton's Snow Making - Essay Example According to Rinella in September 2000, Vermont's Killington Ski Resort completed construction of a 1.8-mile pipeline for snowmaking. Killington had been locked into a decades-long battle with conservationists over the depleted status of Roaring Brook (13). In the winter â€Å" Stratton’s secrets of Snow Making† Rinella notes that the stream was anything but roaring; the ski area often sucked it down to a trickle (16). The new $5 million pipeline brings water from Woodward Reservoir in nearby Plymouth and supplies the resort with roughly 500 million gallons in a ski season, or more than twice what several other Vermont areas are allowed to withdraw from nearby streams. Several Vermont ski areas are grappling with complications over their snowmaking policies. Managers at the Sugarbush Resort complain that they can't compete with other resorts due to the limited water allotment. Similar concerns over water allotments prompted Stratton Mountain, another Vermont resort, to build a storage pond. That pond and a nearby lake supply Stratton with 222 million gallons of water during the ski season. "That's enough to cover every trail at the resort with two feet of snow,( â€Å"qtd, in†Frosters, 23). Frosters say "Stratton's snowmaking has been limited by temperatures, not water" (24).

Industrial Espionage at XYZ Assignment Example | Topics and Well Written Essays - 750 words

Industrial Espionage at XYZ - Assignment Example That in itself is a felony under this state’s laws and could also fall under embezzlement laws. The administrator discreetly monitored Mr. Roberts’ activities for quite some time before Human Resources decided it was time to make a move. Using Remote Access Software, namely Manage Engine’s OPS manager the administrator was able to ascertain that Mr. Roberts had inserted a USB thumb drive, which was in direct contravention of company policy. With this information, the administrator asked Mr. Roberts to meet with him in his own cubicle. Becoming worried, Roberts then proceeded to delete the information from the USB and denied that there was ever anything on the thumb drive. It was then confiscated and Mr. Roberts was suspended. Following procedures, and thinking that Mr. Roberts did not have the technical knowledge to permanently wipe the drive, the administrator made an image copy of the drive which he named Disk G. He and I have spent several days attempting to r ecreate any data that is contained on the original USB drive, which is still secured in the Company’s vault. ... of them falling into other hands is dangerous, especially since the FBI considers industrial espionage as an act of Cold War, particularly when a foreign country such as China is involved in the act (2012). According to the referenced website, China is one of the biggest culprits in industrial espionage and only seldom recognized copyrights and patents outside their country. With what was found I recommended to the HR and administrator press charges against Mr. Roberts on behalf of their company. The district attorney concurs and assures me the case will be prosecutable, provided the administrator is able to discreetly explain what was on the disc. CASE 2 This case involves a group of students at the university who have been committing terroristic acts upon fellow students at the school. Acting on a tip that the group, considered a cult by campus security, was planning a series of coordinated attacks, security agents consisting of campus police, local police and Federal agents, raide d the hideout of the group, located in a house at a remote off campus location. Along with some papers, which include basic generic information about the students’ courses and do not contain any useful information, there was a floppy disk seized during the raid. The confidential informant assures the investigators that the disk is pay dirt and it contains very useful data on what, when and where the attacks are. Not only that, it is purported to include the names of group members. With that in mind I took the disk, labeled Case 2FDD Image, back to my computer lab to decipher its contents. The first step I undertook, before examining the contents, was to make an image of the disk, which was successful. This is to ensure the integrity of the disk is not compromised so that the subsequent