Ironclad Ships Essays - Casemate Ironclad, Ironclad Warship

Ironclad Ships The Battle of Hampton Roads changed the course of naval history. This battle marked the first time that two ironclad warships engaged in ship to ship combat. However the USS Monitor and Popov and the Novgorod. These circular monitors were impossible to control and just drifted around (Greene 351-356). The civil wars in South America also saw widespread use of ironclad warships, especially in Chile and Brazil. The revolutionaries of Peru purchased unfinished Confederate ironclads from England and used them in their war for independence against Spain (Greene 263-274). The use of ironclad warships predated the United States Civil War. In 1592 the Korean Admiral Yi-sun designed an ? ? ? ? ? ? W d @ K n w ? ? ) ? ? ? ? {w{w{w{w{w{w{w{w{w{w{w{ ? ? ? ? & . % + ; B ? , ? ? ? ? S ^ {w{w{w{w{w{w{w{w{w{w{w{ ^ b j m u ? ? ? ? ? ? ? ) c k ? ? ? 4 * I {w{w{w{w{w{w{w{w{w{w{w{ I Q W _ ? ? e m ? ? ? ? 7 ? h p ? ? {w{w{w{w{w{w{w{w{w{w{w{ ? ? ? ? ? ? ? ! * : B ? ? f p ? ? ? ? ? ? ? {w{w{w{w{w{w{w{w{w{w{w{ ? ? ? G ! $ * D Q ? ? ? ? : G T! ]! ' &' J' W' s' {' h* w* ?+ , , , ?- {w{w{w{w{w{w{w{w{w{ ? c D) ?- ?- qqjjj```` ? ? ? ?! ^ I ? ? %& ?- \ ] ^ _ ` a b ?- c Times New Roman ? p ?= ?/ ? 8 ?= ?/ ? 8 d ?uSu, u, ? T? ? ?- 5 2 . .2 82 82 82 82 ?=?/ ? 8 d 82 ? ?- t 3 82 J2 T The Battle of Hampton Roads changed the course of naval history. This battle marked the first time that two ironclad warships engaged in ship to ship combat. However the USS Monitor and the CSS Virginia were not the first ironclad warships that were produced. The use of ironclad warships predated the United States Civil War. In 1592 the Korean Admiral Yi-sun designed and produced an ironclad warship to counter the large Japanese fleet that was attacking Korea. This ship was designed to repel the Japanese arrows and bullets that were fired at the ship. This ship played key roles in many major victories for the Korean Navy. Steam power was used in warships for the first time in 1850 by the French. The Napoleon was the first warship built with steam power used as its main power. The British followed suit later that year with the HMS Agamemnon. Ship builders believed that steam power would provide enough energy to power ironclad warships. When the Crimean War began in 1853 the Allied navies (Britain and France) saw the need for ironclad warships. The French developed a steam powered ironclad ?battery?. These batteries were little more than floating ships with cannons and iron armor. The armor was brittle and often shattered after two direct h its. The conditions on these batteries were poor and they only saw limited action. The British developed similar batteries but they were only used in the Battle of Kinburn. The two navies began developing true ironclads after the Crimean war. The French produced the Gloire in 1858 and the British followed with the HMS Warrior. The Russians joined in with the Prevenetz in 1859. These were the first true ironclads (Greene 15-35). The beginning of the Civil War in the United States began concerted efforts by both sides to develop ironclad warships. The Confederate States of America first saw the need for ironclad ships at the onset of hostilities in 1861. Stephen Mallory, the Secretary of the Confederate Navy, saw the need for a southern ironclad and ordered one to be built. The Union Navy had abandoned Gosport Navy Yard in Virginia on April 20, 1861, the day after Virginia's order of secession. The major steam frigate USS Merrimack was scuttled and left behind. The Confederates immediately raised the sunken ship and renamed it CSS Virgina, this

Importance of Diverse Populations

Importance of Diverse Populations Immigration in the US has been a common practice for quite a long time now and this has resulted into rapid accumulation of diverse populations within America. However, reaction to the diverse population caused by immigration is mixed. Some states are much friendly to foreigners who happen to find their way in their territories while in others, immigrants are highly despised and are treated unequally (Alvarado, 2009).Advertising We will write a custom essay sample on Importance of Diverse Populations specifically for you for only $16.05 $11/page Learn More Diverse populations are significant in strengthening political ties as well as the social-cultural values among people of different backgrounds. Discrimination against immigrants however, has been a regular habit in some parts of the U.S. and this has continued to thwart developmental efforts in the country. It may not be in the interest of people to offend one another but it is not always easy to avoid co nflict and clashes in a diverse population group. In most cases, diverse populations would instill misunderstanding among people. According to Schoenberger (1993), the unmerited prejudice and misunderstandings from her professor would make her more uncomfortable when the professor made offensive comments about her faith. Schoenberger felt that a lack of education about her faith was the cause of this ignorant statement, and that people must be informed about the truth surrounding her faith. Ignorance does not only exist in religion, but also in conversations between Americans and non-Americans. In the article ‘Mother Tongue’ the author states that the American public did not listen to her Chinese mother owing to her broken English and as a result of this, her mother’s life in the foreign country would be problematic. Immigrants do not enjoy equal treatment in some states due to discriminative perceptions and attitudes in various sectors. In ‘Two Ways belong to America,’ the author observes that based on the new anti-immigration bill, green card immigrants are not able to enjoy equal treatment as the genuine American citizens. Her Indian sister is outstanding in pre-school and contributes her creativity and professional skills to the American education system. However, she had to give up the original nationality to achieve health care and welfare in the U.S. Immigrants are the vulnerable groups because they are not fully protected by the laws in the foreign countries.Advertising Looking for essay on social sciences? Let's see if we can help you! Get your first paper with 15% OFF Learn More In ‘Indian Education,’ although young Sherman did nothing wrong and had spelled all the words in the test rightly, the teacher crumpled up the test paper and made him eat it for the ridiculous reason that he needed to apologize for everything. Physical punishments had broken Sherman’s heart and would cause fellow students to bully him for the teacher had set a bad example by openly executing actions defined by racial differences. Prejudice is very problematic and could lead to serious problems such as direct conflicts between two parties or groups (Alexie, 2003). The racism prejudice Sherman faced was an example but it did exist commonly in most parts of the country. Diverse populations help in closing the gaps that exist between people of different cultures however, it is obviously understandable that people would always make much efforts to group themselves with others who belong to their own culture (Brooks, 2003). Segmentation occurs by nature and so local people would tend to keep distance from the immigrants. According to Brooks (2003), Democratic lawyers within Washington DC would tend to dwell in suburban Maryland while the Republican categories of lawyers lived in Virginia. Both categories however, are not willing to move and they indicate their attitude to each other negatively. The benefits of having diverse populations in a common environment are many compared to the consequences this is likely to have on the masses. Diplomatic ties among countries are certain to be achieved and strengthened through multicultural interactions, especially through the concept of immigration. Possibilities of misunderstanding among people of different races, cultures, and traditions can only arise where it is encouraged through discrimination and segmentation. Misunderstanding and prejudice of any nature could be hazardous to the good multicultural relationships that need to be established in the contemporary world where immigration has become more rampant. References Alexie, S. (2003). Indian Education. Ten Little Indians. New York: Penguin publishers.Advertising We will write a custom essay sample on Importance of Diverse Populations specifically for you for only $16.05 $11/page Learn More Alvarado, E (2009). Attitudes toward immigrant s and multiculturalism in contemporary America: The role of foreign language fluency. Sociation Today, 7 (2), 167-198. Brooks, D. (2003). People Like Us. Atlantic Monthly, 292 (2), 29-32. Schoenberger. C. (1993). Getting to know about you and me. Newsweek Magazine,  17 (5), 103-117.

CDL Guide Indiana, Iowa, and Illinois

CDL Guide Indiana, Iowa, and Illinois This article is useful for anyone who wants to get your CDL in Indiana, Iowa or Illinois. If you want to learn about earning a CDL at other states, we have put together a comprehensive guide on how to get a commercial driver’s license in every state of the country. IndianaTo get a CDL  you must:be at least 18 years old if you will be  transporting property within state lines and 21 years old if you will be transporting peoplehave held an Indiana driver’s license, chauffeur’s license,  or public passenger chauffeur’s license  for at least one yearpresent documents of identification proving your identity, lawful status, Social Security number, and Indiana residencypass  the  appropriate  knowledge  test for  the  vehicle type that you plan to operateKnowledge Tests RequiredCommercial  vehicle drivers: General knowledge testSchool bus drivers: School bus endorsement test and passenger transport test  All bus drivers: Passenger transpor t testVehicle with air brakes:  Air brakes testCombination of vehicles: Combination vehicle testDrivers transporting hazardous material: Hazardous material testDrivers transporting liquids in bulk: Tanker testDrivers pulling double or triple trailers: Doubles/triples testYou may  receive only  three  CDL permits in  two years, and a CDL  learner’s permit is valid for six months.  Those with a  CDL learner’s permit may operate a commercial motor vehicle only when accompanied by a valid CDL  holder who has the proper class and endorsement(s).IowaTo get a CDL  you must:be 18 years oldprovide proof of full name, date of birth, Social Security number, and citizenship, permanent residency, or an I-94 documentproof of Iowa residencypass a vision screening testobtain and hold a commercial learner’s permit (CLP) for at least 2 weeks prior to your applicationcertify the vehicle type you plan to driveSteps to Obtaining a CDL1. Pass the knowledge test re quired for the commercial vehicle you want to operateGeneral knowledge for any CDLCombination vehicle for Class AAir brakePassengerSchool busDoubles/TriplesHazmatTankIowa operator (if applicable)2. Obtain a CLP3. Pass the required skills and driving test, which is comprised of 3 partsPre-trip vehicle inspection, making sure your vehicle is safe to driveSkills test, which tests maneuvers around cones and backin maneuversA driving testIllinoisTo get a CDL you must:be 18 years oldhold a valid Ohio State diver’s licenseprovide a valid Social Security cardmeet minimum medical standards as established by federal and state regulationspass the knowledge and skills testsTestingThe knowledge test is a written test required for each class of vehicle you hope to drive, each endorsement, and removing an air brake restriction.The skill test is a 90-minute driving test comprised of a pre-inspection and a road test. You will need to arrive with a vehicle appropriate to the class of license y ou seek.ExemptionsThe law exempts these categories from the CDL:A â€Å"Farm Truck†Fire EquipmentPublic Safety VehicleRecreational VehicleCommercial Motor VehicleVehicle Operated for Military PurposeNonbusiness Commercial Motor VehicleVehicle Designed for Transporting Goods

Valuation of Biodiversity in Economics Essay Example | Topics and Well Written Essays - 500 words

Valuation of Biodiversity in Economics - Essay Example Genetic biodiversity associates with the level of inconsistency within the species. It involves the information signified by genes in the DNA of individual living things. Species diversity is concerned with a range of species.On ecosystem point of view, a low degree of ecosystem flexibility can lead to a sudden degrade in the biological output, which in turn cause a loss that cannot be reversed of roles for both the present and the expected generations. Functional diversity articulates a variety of roles produced by ecosystems, including the roles that support the life of ecosystem such as management of nature’s basic phases. Given these four levels of diversity, there are different perspectives in which the value of biodiversity can be understood. Some of these ways are instrumental and intrinsic values, the monetary and the biological indicators, the direct and the indirect values, biodiversity and the biological resources among others. The assigning value to biodiversity be gins from the hypothesis that social values are asserted on values of the individuals.When a person takes part in the conservation of the environment, he or she immediately discovers that it is sincerely an activity involving several disciplines. There are changes that have been experienced in the function and the significance of conservation. These changes are caused by the fast rise in environmental issues, and the realization that biological diversity is an important resource for the survival of human beings.

Describe a significant achievement, experience or risk and its impact Essay

Describe a significant achievement, experience or risk and its impact on you - Essay Example To start with, I have become culturally diverse through social interactions with peers, instructors, tutors and colleagues. This has widened up my scope towards understanding social diversities around the world. Secondly, my personal growth and development has been enhanced. Many at times, students concentrate on their school work and fail to integrate the role of education in personal growth and development (Robbins 149). As a result, quality papers are held, but poor personal growth may be evident. Striking balance between every relevant role of education has been a primary impact of my educational pursuit. Such an achievement has come with an aiding tool of assessing and evaluating my strengths and weaknesses. Consequently, this is a critical aspect of life. Achievements in my field of study and education-wise at large define the threshold of my capabilities in the light of personal strengths and weaknesses. The core factor input has been to uphold my strengths and build on my weaknesses in such a way that only the best is portrayed of me in my educational pursuit, social or economic

Applying Theory Essay Example for Free

Applying Theory Essay Healthy aging is positively correlated with continued psychological and social participation of senior citizens with activities that may not be very similar to those that they have been used to, but substitutes them to accommodate their age and limited capabilities. Building a senior citizen’s center would allow them to participate in modified activities that they have pursued in middle age. The community would be creating a venue by which the elderly could get educational training, physical and leisure activities suited to their age to reduce boredom. The center would encourage them to stay active, less depressed about aging. In the long-term, the center would promote a positive well-being among the elderly. Exchange Theory Building a senior citizen’s center would benefit the senior citizens in many ways but on the part of the community, the project would have benefits as well as incur costs. A center would provide senior citizens a productive means by which to spend their retirement years. It would make them more active and social than they would if they simply spend most of their time at home or a retirement home. On the part of the community, the monetary cost of the project might make it impractical if the amount could be better spent in a much more needed community project. Then again, the elderly is as much a part of the community as much as the younger members and constructing a center would provide a psychological benefit for both age groups. To the elderly, a center is a reassurance that the community values them in spite their old age. To the younger generation, the center equally reassures them that they are doing something right for the elderly. Functionalism Every age group needs to belong to an institution which would foster a sense of their membership in the larger community. Furthermore, to survive as a whole, all members should work together and slip into roles aimed towards fulfilling the needs of society. A senior citizen’s center would make the retirees a sense of belonging in the community as it would serve as their institution now that they have lost membership in their former workplaces. They would form into a social group which could organize activities to benefit the entire community. It would make the cohesion of the community stronger as an organized group of senior citizens means that even the elderly are contributing towards the stability and constant activity of the community, factors which characterize a healthy, working community. Continuity Theory Senior citizens would continue to seek for the same activities, relationships and lifestyles they had in younger years. A senior citizen’s center would be a good way by which the elderly members of society can organize, assemble and socialize—just like when they were younger. Since they all belong to the same age group, members would develop a distinct culture and this would give everyone a sense of stability and support system. A center with activities and programs geared for the elderly would help ease the difficulties of adjusting to old age. The community, in turn, would have less of the stereotyped bitter and bad-tempered elderly members because it has a place which helps the elderly experience aging as a positive, supportive and gently-sloping experience. Theories that would argue against the senior citizen’s center. Conflict Theory Building a senior citizen’s center would benefit the elderly, however it would acknowledge their continued worth in society and their influence in terms of policy-making. The senior citizens have passed their prime, and the younger generation controls public administration including the budget and planning. The latter would disapprove the spending of $3M for a center that would not be profitable to the community. The community could maximize its spending by allocating the budget for other projects and simply put the care of the elderly under their respective families or elderly homes. This way the family or home would be spending only for the necessary expenses to support the survival needs of the elderly without funneling the community’s financial resources. Political economy of aging The corporate interest precedes personal interest of the market. A senior citizen’s center would surely not justify the $3M that the community would be spending towards constructing and running it. A center for the elderly would simply be a place for them to engage in pursuits like physical activities, entertainment, seminars conducted by volunteers and other non-profitable, self-serving endeavors. If the aim is to spend the money in a project that would benefit the aging population, a wiser idea would be to revert the funds towards the construction of a managed care institution. To be profitable in the long run, this institution could give the elderly the same services and activities as the proposed center, but at certain prices. Recreation for the elderly should be a privilege instead of a charitable act. Disengagement theory The elderly and society engage in mutual separation. A senior citizen’s center is impractical because it would mean integrating the elderly into the community when they should realize that they have to withdraw from social activities they have been used to prior to retirement. A center would give the elderly a false sense of importance regarding their role in the community. It would pose a burden to the community which has to constantly bear with the expenses incurred by the center and its useless programs. The elderly cannot anymore contribute to society and compete with its standards of excellence; therefore, for the benefit of society, they should interact with the community and with each other less. Social Competence/Breakdown Theory Building a senior citizen’s center would create greater dependency on the part of the already vulnerable senior citizens. If the center is realized the elderly would feel self-important, ask for extra services and special privileges. If the demands are refused, it would cause emotional distress. To show sensitivity to the elderly, they should be allowed to face the challenges in life, without spending $3M to build a center especially for them. They should not be doled out with charity. They should be left to find the means to be happy and productive in their late years. The community would be doing them well if they are made to feel like they have worked hard to accomplish something.

Colombia Essay -- essays research papers

Columbia is a country wrought with poverty, corruption, and violence. It has gained notoriety for its drug trafficking and the scandalous dealings by the military. Five percent of Columbia (1.9 million people, 1.1 million of them children) have been displaced due to the fighting in a four decade old civil war. Columbia will need some serious rearranging politically, socially, and overall to get back on their feet.   Ã‚  Ã‚  Ã‚  Ã‚  Columbia is located in the very northern part of South America, it borders the Caribbean Sea between Panama and Venezuela, and it borders the North Pacific Ocean between Ecuador and Panama. The capital city is Bogota. The population, as of July 1999, was estimated to be 39,309,422. As of 1999, their birthrate was estimated at 24.45 per 1,000 people, and their death rate is estimated at 5.59 per 1,000 people. The life expectancy for males is 66.54 years, and for females it’s 74.54 years. Women live longer because we have to suffer more during everyday life. Columbia has a high literacy rate; (91.3% of those aged fifteen and above can read ad write, compared to the United States 97%).   Ã‚  Ã‚  Ã‚  Ã‚  Columbia government is very similar to ours; in fact the recently enacted criminal code was modeled after U.S. procedures. The original legal system was based on old Spanish law. The New criminal code was set up in 1992- 1993. Elections are open to be on voted by all citizens aged eighteen and above, and there is universal suf...

Enterprise Strategy Essay

This type of business structure that is E-business is more common in the developed countries than in third class countries; to sell products customers in the comfort of their homes is widespread in these countries, so Forejustin Passman the founder and general manager plans to make widespread this type of business even in a developing country, Botswana. 1. 0 THE entrepreneur 1. 1 The motivation for starting the business Pull factors are exploiting opportunity and a financial incentive whilst the push factor that led him to open the business was threat of unemployment. The pull factors He was pulled into this business because he wanted to exploit an opportunity to sell gadgets such as tablets i. e. Apple’s Ipads, Amazon’s Kindle and Barnes &Nobles’ the nook. Consequently he decided to open Group Little, a predominantly virtual company, having little physical presence and high internet presence. After a market research he realised that most gadget stores in Botswana undermine internet trading and he decided to exploit this opportunity. Citing most gadget stores are set up according to a strategy and are purposely designed to make customer experience as pleasant as possible but their websites normally do not have a similar strategy applied to them, as the sites are normally a glorified business card that does not engage visitors and in some cases even harm the business image. Mr Passman was also pulled to gain financial incentive he paid meticulous attention to primary research in order to weigh the benefits, the cost and opportunities of his approach. The push factors The threat of unemployment is the only push factor that influenced Forejustin to start his business. At age 18 he performed poorly in his A-level results which caused him to fail to pursue a business degree at university, other than compromising and pursuing other degree programmes that he lacked interest in he decided to re-sit some examinations. Whilst in wait for examination results he did not want to be considered to be part of the unemployed so he started his company Group Little. 1. 2 Forejustin Passman’s character traits Proactive- he is one of the few people who do not believe in luck, he seeks after opportunities other than wait for them to present themselves to him. He is also quick and decisive, when faced with the dilemma of whether to go into just conventional retailing he decided and to have the virtual retailing, where he has limited physical presence and a fully-fledged internet presence. His logic behind such a decision being that the internet is a necessary portal for success in the 21st century business and beyond. He is regarded by some a restless while he considers himself easily bored because as he says he is easily diverted to the most recent market opportunity. He is especially known as a man who acts and then learns from the outcomes of his action, and thus far his upbeat approach has worked positively to advance the company. Visionary- Mr Passman has and had a clear vision for Group Little; for it to become a household name in virtual companies of Africa and to be an expert in Africa’s virtual market space. He wants Group Little to be benchmarked by any international company exploring to invest in the virtual market place of Africa. Now this visionary flair has positioned him to be always at the right place at the right time and being able snatch opportunities within his vision. 1. MR Passman’s personality type Mr Forejustin Passman is certainly spontaneous. Spontaneous because most of the things he does, he does instinctively. This matches positively with his proactive character trait mentioned previously in section 1. 2. He is a creative, lively and open-minded person. His humorous nature disposes a contagious zest for lif e. Forejustin’s enthusiasm and sparkling energy inspires the team to work harder, his strengths therefore are creative problem solutions, discovering new ways and opportunities, the conceptualization of new ideas on one hand, but not so much his concrete implementation on the other. To compensate for this weakness he has staff of capable colleagues that takes over his concepts and runs with them. Spontaneous is the best classification of Mr Passman, other than classifying him as an introvert or extrovert which is a widely used approach of personality type definition, which in some cases is limiting to define peculiar individuals as Mr Forejustin Passman. 1. 4 Decision making and leadership style Decision making style Forejustin Passman’s decision making style is conceptual. He has high tolerance for ambiguity in that even when he was not sure how Batswana will respond to an e-business he still went on decided to do what he planned. He has a broad outlook in business, with the resident of truth being not enough Batswana are connected to internet currently, he deemed it fit to go ahead because most industries around the world are adopting e-business and even though Botswana is still lagging behind the time is eminent for her as well to join in. His conceptual decision making style is also evident in that he has found a creative way to solve the local problem of segregated demand and supply. Where people in difficult to reach areas have a high quantity demand of some products from businesses yet they cannot reach those businesses to be supplied with what they demand, so he decided the customers will shop in the comfort of their own far away home and he will deliver the products to them. 1. 5 Leadership style Laissez-faire style, he is a leader who has consciously made a decision to pass focus of power to the outsourced employees. He considered since the workforce is already talented and qualified to do the job they must be able to positively exercise judgement to respond to issues. Mr Passman simply sets out the targets and deadlines afterwards he charges the taskforce to do the work that is at hand, he is not very interested in how they do the job he just wants the work to be done in due time. Some have criticised his type of leadership saying he is risking the success of his business by delegating power the employees but according to him this type of environment breeds creativity, and that is what he wants from his team, creative ways to solve problems, which is a direct match to his decision making style he wants them to think like him. 1. 6 Mr Forejustin Passman’s role within the business Forejustin oversees the review of Group Little’s corporate strategy, looks for market opportunities, acquires strategic assets and protects Group Little’s existing competencies. As this organisation is relatively small, Forejustin has adopted this multidisciplinary role. His acquisition of strategic assets is done in order to solidify their position in the market, he cites sometimes organic growth is too slow for the company’s vision therefore acquisition of some assets provides an impetus to desired growth. The staff The majority of his staff is outsourced, the employees are highly knowledgeable about internet business. Being a cheerful entrepreneur he advocates for a cheerful workforce because he believes if employees are happy that drives up productivity which in turn brings healthier profit margins. 1. 7 Entrepreneurial networking Forejustin’s decision to effectively network sprung up in the beginning stages of his business, he wanted a trademark for Group Little and he just happened to remember months earlier he sent his broken computer to some young technicians; one of them named Kabelo had recently graduated from a creative arts university of Limkokwing where he studied graphic designing. He had saved his contacts in case he needed computer help but his contact wound up birthing more than just computer solutions but also a trademark for his business. This was a highlight to Forejustin that networking especially informal networking is a tool for success, his response; * He strikes conversations with strangers, to get any bit of information he can, exchanges contacts with such an individual and then regularly contact that individual until they establish a network that can provide him relevant business information, advice and support services. Chats with movers and shakers of different industries in order to get some referrals and leads. Mr Passman’s formal networks In this the entrepreneur is lacking. He has not signed up to any formal network which means his chances for collaborative opportunities with others are diminished. It is highly unlikely for him to form new business relationships and lastly it is slow to solve problems because there is no access to a si gnificant number of possible solution providers as emphasised by Kay (2010). His professed inhibitors to formal networking are high membership fees of some formal arrangements. He also attributed inflexible structured timetable for some of these formal networks as a major impediment for him join as he prefers groups that are open where he can come on casual ‘drop in’ basis. But considerations are still being made to join the Diamond Trading Company (DTC) network an outlet that informs and organizes exhibitions for small enterprises. 1. 8 Innovation There a certain drivers of innovation that prompted Forejustin Passman to pursue e-business and figure a, is quite very useful in illustrating that. Source: Sheth and Ram (1987) Figure a Because of technological advances, after the internet boom he realised he needed to adopt an approach in business which matches the changes in technology. The change in technology alters the business environment. This then means that threshold competencies and basic resources are redefined, he implication to Forejustin’s company is, whatever used to be basic necessities of successful trading is now redefined to fit the current robust and continually changing business environment. Group Little’s business environment is no longer just about having the right gadgets, it is also about close interaction with customers and widespread, effective marketing therefore Mr Passman had to approach service delivery differently. Competition for selling gadgets has intensified, with Incredible Connecti ons, Hi-Fi, Game and other gadgets stores exerting pressure, Group Little had to distinguish itself by going online. Understanding that service delivery is directly related to the customer’s psyche he found it fit to offer technological products in a technological platform such as the internet which sends a message to customers of technological proficiency. He also had to innovate since customer needs are frequently changing consequently he had to effectively address them. The weakness of his innovative approach Even though innovation is commendable and obtaining ideas from the international front is encouraged it is evident Forejustin Passman has failed to address the contextualization of this worldwide trend. His payment outlets for instance should have been modified to fit the traditional payment outlets other than just adopting the internationally proclaimed payment system PayPal. 2. 0 The enterprise 2. 1 Business strategy According to Meyer (2010) strategy is the direction and scope of an organisation over the long-term. General enterprise strategy Emergent strategy is Group Little’s adopted strategy. Having considered the high turbulence in the industry he trades in Mr Passman decided to use this approach to guide his business. This strategy has been adopted since this industry is uncertainty and innovation based. It allows frequent feedback on the business environment which in turn permits reallocation of resources to address any information that is received about any changes in the business’ external environment. Operations strategy Figure b Source:ibbusinessandmanagement. com(2012) Using Michael Porter’s generic model figure b above, Forejustin has opted differentiation operational strategy. In this strategy unique attributes that are valued by customers and which are perceived to be better than the gadgets of the competition are intensively adopted by Group Little. This company has the following internal strengths to make this differentiation strategy successful; * Highly skilled and creative development team. * Strong sales team with the ability to successfully communicate the perceived strengths of the gadgets The risks linked with this strategy include imitation by competitors and changes in customer tastes. In addition, a range of firms pursuing focus strategies may be able to achieve even greater differentiation in their market segments. 2. 2 E-business As Group Little is a typical example of an e-business it is quite instructive to use the SWOT model to analyse the strengths, weaknesses, opportunity and threats this organisation it has; Strengths Global reach to marketing. Since the web is an international platform Group Little’s marketing is not just limited to local media and advertising opportunities it spreads out to other regions. There is improved customer interaction. The customer and the enterprise meet in the comfort zone of the customer, therefore the customer can openly offer ideas, orders and even complaints all this will better Group Little’s service delivery. Weaknesses Security; customers are always concerned with the integrity of their payments, most shy away from revealing confidential bank information in the web, which costs Group Little significantly. The other weakness is the customer has no idea of the quality and physical condition of the gadgets; it is very common for discrepancies to exist between what sites advertise and the actual product. Opportunities New technologies surfacing could open up internet accessibility in Botswana which will be advantageous to Forejustin’s company since the critics’ argument pivots around this matter. Group Little also has prospects on cutting down local competition. As local competition has not adequately used the online trading space which can give Group Little an online competitive advantage if Forejustin Passman chooses to invest significantly to develop this area. Threats Fraud; given that there are some individuals that are out to deceive for financial gain are always Mr Passman’s concern, they may fake Group Little’s website and deceive the customers. Changes in law and regulation are always a threat. Regulatory authorities to protect customers from fraud they may place laws and regulations that will stifle Group Little’s competitiveness. 2. 3 Organisational culture This has been defined as, a system of shared actions, values and beliefs that develop within an organisation and guides the behaviour. This is as cited by Uhl-Bien et al. (2010). Forejustin Passman has directed Group Little culture, one of the shared values is the ‘no Sunday policy. ’ In this Forejustin has reflected his Christian beliefs and his philosophy of people before profit into the corporation’s culture. His belief in God prompts him to keep the Sabbath which to him is Sunday and his people before profits philosophy leads him to protect their wellbeing by giving them rest on Sunday. Any order placed on Sunday is attended on Monday by rejuvenated and more productive employees. This has its obvious disadvantages such as foregone sales but Mr Passman believes his policy is beneficial to all parties involved. When work is on between Monday to Saturday the team is relaxed and open, this as Forejustin says allows for conception of creative ideas. Any facet that stifles creativity is minimized be it the tangible such as tables or chairs or the intangible aspect like a mental attitude that stigmatizes mistakes. This culture solves two important issues external adaptation, which deals with reaching goals; how to reach those goals and if members have developed this freedom to make mistakes they can effectively guide their day-to-day activities. It also solves the issue of internal integration, members can easily merge and share ideas when mistakes are not stigmatized and this leads to greater productivity. . 4 Critical success factors of his business Branding Forejustin’s Group Little has to create a brand that appeals to the African technologically adept. Now as asserted by Perry (2009) a brand is more than just a corporate symbol it is an intangible asset that provokes emotional responses from individuals which presents a sustainable competitive advantage. This entrepreneur must position his company’s brand to be able to leverage from being one of Botswana’s few companies that are committed to successful internet trading. Little is known of Group Little but this is an incentive not a deterrent because the brand can be driven in any direction that Forejustin sees proper to execute his vision. Even though his company was registered with the Registrar of Companies and Intellectual Property in 2009, not long ago every product and or service he introduces must align to the strategy of the company; he has to monitor Group Little’s identity, as the perception portrayed to customers over these few years is the one that affords the company to leverage on the brand premium. Realising that the company’s brand was its critical success factor efforts to protect his brand symbol from infringement were undertook; he decided to copyright the brand symbol. Distribution Comprehending their need for effective systems, Group Little has rationalized their distribution systems to enhance performance of their products. As an attempt to enhance the logistics execution and capabilities Mr Passman decided to form a synergy with Botswana Couriers. This he decided to do in order to quicken delivery of the gadgets sold, in contrast to sending the orders via Botswana Post with their renowned incompetence he decided to solidify his distribution by having an exclusive agreement with Couriers. As Meyer (2010) asserts exclusive distributor agreements will constitute a major impediment to the distributors if the distributor wants to switch from the commitment. In this synergy Group Little is offered discounts because of the volume of gadgets it trades around the country and basic efficiency in the distribution of the products is greatly enhanced. Technology It seems obvious yet still noteworthy that Group Little has technology as their trading platform has to remain on vigilant and aware of new technology developments. Most gadgets they sell use mobile applications, applications are pieces of software that are designed to fulfil a particular purpose, for Group Little that purpose simply is to make easy access to its website’s content and increase sales, therefore Group Little is in the process of having their own application. The entrepreneur has looked at engaging a company named Bright labs which operates in Tlokweng for the development of Group Little’s very own mobile application this will enable those who have bought these gadgets to also download the application and then browse for more products from Mr Forejustin Passman’s Group Little. 2. 5 Conclusion Forejustin Passman’s Group Little’s performance has been average, but if he can put measures in place to direct its strategy the company will realise its potential to become a benchmark e-business in Botswana and even in Africa. He simply needs to re-assess who he is and what Group Little is, a point of focus (the target market to approach, how he is going to approach that market). In addition he is required to solidify his networks as this is one business competence he has ignored and it will ultimately cost him and his business from growing from being a small medium enterprise to being the envisioned benchmark multinational. Contextualisation of Group Little’s business model also can provide an impetus its success as well, Mr Passman shall consider adopting traditional transaction means in order not to inhibit his business from reaching every possible customer. Bibliography Books 1. Meyer, R, Wit, B, (2010), Strategy-process, content, context an international perspective, 4ed, Hampshire: Cengage learning EMEA 2. Perry, B, (2009), Enterprise operations, Oxford: Cima publishing 3. Uhl-Bien. M, Schermerhorn J. R. , Hunt . J G, Osborn R. N, (2010), Organisational behaviour, Hoboken: John Wiley & Sons 4. Kay. F, (2010), Successful networks, London: Kogan Page 5. Yves, L, Goz, G. H, (1998), Alliance Advantage-The art of creating value through partners, Boston: Harvard business School Press. 6. Sugars. B, (2012), Super Size your sales, the entrepreneur, August, p. 2 7. Bessant J, Tidd J,(2011), innovation and entrepreneurship, 2ed, Sussex: John Wiley and sons 8. Moon. R, Gee. S, (2012), Creating business opportunity, Hampshire: Palgrave Macmillan 9. Mullins L. J, (2010), management & organisational behaviour, 9ed, Essex: Prentice Hall Websites 10. Multiply (2012): Spontaneous idealist [online] Available from: http://mirau. multiply. com/jo urnal/item/116/My-Personality-Type-Spontaneous ,[ accessed 14 December 2012] Appendix Personal reflection Studying real entrepreneurs and real companies always equips I as the student beyond lecture content. The study of this enterprise and Mr Forejustin Passman was a delight because I got to know interesting real aspects about business, I have learnt when in real business some academic theories will have to be set aside and suspended to deal with the challenges of real business. The more I researched I understood what differentiates successful entrepreneurs and unsuccessful entrepreneurs and that content I learnt were not part of the assignment requisite but I did learn This module lectures are also noteworthy, I figured this was a reiteration of Enterprise anagement I did in my second year, so lectures consisted of emphasis of year two material. Even though the material is more or less the same as of second year the assessment was interestingly structured, it was strategic rather than operational that seems like an obvious comment but this has really marked the difference in our approach. We were no longer just reporting facts, concepts and academic theories we had to apply and use our groomed understanding to critically analyse the business case.

Underlie Essay

What values underlie your desire to help others? The value that I feel that underlies me to help others Is my ability to put people first, as In being able to put my feeling aside so I would be willing to be there for them. For example my father was dating a woman that I felt was a woman after his pocket, she lied a lot and was a fake.But besides how I felt about her my father loved her and he new how I felt about her, but I stood by him and was respecting his wishes. Now If she was putting him In harm's way then I would have to step up and something. 2. Which client behaviors would you have trouble accepting? I would have a hard time accepting a mother who has abounded her child for their to have a child in their lives to give them love and support.This is very personal to me, as a child left on the front door of their father's house with a white trash bag by y mother at the age of 11 is very hard to understand especially since I am a mother now and there is no chance I could do tha t to my own child. 3. What would you like to accomplish in human services? I would like to accomplish a lot in human service; first I would like to help as many children as I can, give them a good home with a happy family. Being able to make a person or child smile is my main goal, help them in their lives in any way I can.My main mission is to be there for the worst and turn that situation upside down into a better situation. 4. How do you go about solving personal problems? Solving the problem is based on the situation, one thing I always follow is get all of the facts, hear both sides of the stories. But once you have lied and crossed me, it is hard to build my trust back. Solving personal problems is hard at times but there is always a solution to a problem so I never give up until I find that answer.

An analysis of I Have a Dream essays

An analysis of I Have a Dream essays This famous speech by Martin Luther King, Jr, in 1963 is an example of structured and impassioned rhetoric that is also carefully designed to elicit a specific response and to appeal to a wide ranging audience. The use of language and stylistic devices in the speech serve to enforce the central massage, which is repeated and built on throughout in different contexts. The central thrust of the speech lies in the demand for freedom and equality for African Americans or the Negro' population. This is a carefully structured and controlled argument that begins with the necessity to rectify the injustices of the past and then, logically and emotionally, builds on the legitimacy of this demand. This is enforced by a veiled threat that the demand for equality is not to be taken lightly; which in turn is ameliorated by a reassurance that the speech is not a call to irresponsible actions. Lastly, the speech emphasizes that the issue of freedom and basic human rights for the Negro is related to the freedom of all in a harmonious and united society. Throughout the speech the use of language is concise and controlled and aimed at evoking specific responses. I will focus on the use of metaphor that dramatically enforces the central message. The analysis also focuses on the way in which the speech is constructed to appeal to the audience's sense of morality and justice and to allay any preconceptions or fears about radical black empowerment. The first paragraph encapsulates the intention of the speech, namely that while the Proclamation of Emancipation is a historical fact it is still not yet a fact in the daily lives of the Negro people. The immediate intention is to emphasize the legitimacy of what is to follow and to refute preconceptions relating to these demands. The sense of justice and legitimacy is emphasized by the use of historical/Biblical terminology and style to em...

Business Continuity and Disaster Recovery Planning - Free Samples

Workforce planning is the strategic alignment of the organization’s workforce with that of organizational needs and goals. It is a continual process where the main purpose is to ensure that all organizational, legislative and regulation objectives are achieved through the implementation of the workforce development strategy. The important ponents of workforce planning includes analyzing the strength of current workforce, identifying immediate and future needs of workforce and implementing strategic steps to fulfill unmet needs of employees. The importance and benefits of workforce planning is that the process ensures getting the right number of people with rights skills in the organization. This eventually has an impact on organizational mission, budget planning and strengthening workforce petencies[1].The main purpose of this report is to understand the important ponents of workforce planning and analyze the impact of different internal and external factors on workforce plan. The importance of contingency plan is also discussed to ove e challenges during the workforce development process. Workforce planning consists of staffing and scheduling decisions to determine the number and types of employees to be hired or dismissed in an organization. The process initiates with the development of mission, vision and business objectives of the organization and assessment of the number of workforce and skills needed to fulfill different objectives. This process of forecasting helps organization to achieve balance between supply and demands and find our better strategies for agility and value of business. The human resource professionals plays a crucial role in forecasting the type of talent needed in organization and developing recruitment strategies accordingly[2]. For example, when a new pany is going to start business, they engage in workforce planning by setting different roles required from top to bottom in an organization to a plish business objectives. In addition, already established panies engage in maintaining employment stability. This is necessary because of changes in skills mix due to technological advancement and other issues in business. For example, in the health care industry, the main deployment of health care staffs with requisite skill is critical for efficient service delivery in the area of cost, quality as well as quantity. Failure to deploy enough staffs often leads to shortage of clinical staff or oversupply. Shortage of staffs is associated with many negative ou es such as burnout and medical error, whereas oversupply leads to economic efficiencies in the health care organization[3]. Hence, human resource planning is address pitfalls and promotes efficiency in business. Leaders also play an important role in human resource planning. They are involved in making progression plan for important positions, developing skills of existing employees, mentoring them and assigning employees into different projects. Mentoring role is mainly given to senior employees to maintain and develop the talents and skills of employees. Although young graduates e to business organization with academic knowledge and zeal, they lack the skills understand specific business or corporate dynamic[4]. Hence, mentors support new employees to ove e challenges in job on a daily basis and learn new tactics to ove e certain challenges in the job. Both leadership and workforce development are an important ponent that decides the success of business organization. Training for leaders and workforce development is effective when leaders and employee develop the required petencies to achieve desired business objectives. A strong focus on training and development is also beneficial in plementing talent acquisition strategy. Well trained leaders and employees eventually support the organization to gain a petitive edge[5]. However, there are many challenges in the process of training and development process which may hamper the purpose of training. There is a need to evaluate the impact and success of training to ensure time and investment is done in the right area to get the right results. A research done on impact of training and development of employees on employee performance in the tel sector has revealed that performance of employee’s improved and proper training method also increased the satisfaction level of employees . Barriers in participation in training program is seen when employees are not aware about the benefits of training and development. In such cases, there is a need to raise awareness among workforce regarding the importance and benefits of training[6]. Recruitment and retention activities are the cornerstone of workforce planning and employment. Some of the mon recruitment strategies include conducting job analysis, identifying key petencies for different job position, developing recruitment criteria and systematic process for recruitment. With the advent of technology and the digital revolution, business environment has b e very unpredictable. In such situation, it has b e most important for top business panies to recruit the right talent who can evolve in their role due to changes in business environment. Different organizations prepare their own human resource strategy and recruitment strategy is aligned with them to source diverse human resource into the organization[7]. The main aim of recruitment strategy is to select right recruitment sources and selection of the right websites promotes dissemination of the job vacancies to desired candidates. After the recruitment process, the most tricky and challenging process is the retention of talent in organization. panies introduce bonus scheme and continual professional development initiative to ensure that human resource could be retained and most promising employees follow the path towards more responsible roles[8]. The specific process of recruitment and employee retention in specific industry can also be understood from example of specific industry. Walmart is the leading retail giant of U.S. and the HR management of Walmart manages recruitment needs using different methods suitable to different position in their organization. As it is mainly a retail business chain, certain retail specific criteria is also incorporated in the selection process. In addition, their optimal strategy for employee reten tion includes an evolving pensation program, career development and employee relations management . This ensures that not just the skills, but also the morale and motivation of employees in workplace is improved[9]. Through this strategy, Walmart is capable of maintaining adequate human resource to manage current retail operations and future global expansion. Apart from regular employees, business panies focus on developing contingent workforce to get assistance during short-term or seasonal project. The recruitment strategy for contingent workforce is to get specialized skill set and talent who can serve in the organization for a part-time basis. Although this is a new concept in workforce planning, however there is a rise in the contingent workers in both profit and non-profit sectors to provide more flexibility in the job. There are numerous benefits of a contingent workforce for business organization. Firstly, it leads to cost savings as employer’s pay only for the work and the time given by employees, they do not have to cover holiday pay, health insurance and other allowance into the employee’s salary package. It also promotes productivity in business as only those contingent workers are hired who have the necessary skills to handle specific task and no training arrangement is needed for them[10]. These workers are als o very goal driven and productive within their roles. In the context of high performance work systems, contingent workforce contributes to both numerical flexibility and access to new knowledge[11]. The strategic workforce planning of business organizations are dependent on organization’s strategic plan, external factors affecting workforce changes and demand for workforce maintenance internally. The external factors that influence workforce demographics include: Workforce demographics:   In the business organization, workforce demographics changes after older generation retires and the newer baby boomer generations enter the workforce. As the new generation is highly influence and dependent on internet and digital technology, the human resource management need to make dramatic changes in their workforce strategies. For example, earlier, panies would post job vacancies in newspaper or email to attract new talents, however digital devices and social media site is highly used by HR professionals to recruit new employees into the job. Hence, with changing workforce demographics, the process of hiring as well as types of pensation package has changed[12].   Currently, petitive organizations are creating value with digital HR as the current generation is hooked to tablet or smartphones. Partners and suppliers:   The availability of appropriate partners and suppliers also affects the demand and supply of the pany and eventually the recruiting efforts needed in business panies. The importance of demand and supply data in recruitment strategy is that it provides insights about job seekers and exact number of employees needed considering the availability of suppliers and production level[13]. Political and regulatory environment: The recruitment and retention of talent in panies is challenged by different government regulation. For example, introduction of new workplace standards by the governments creates the pressure to align the work process and workplace design according to the new law. New regulatory changes in workplace standards results in changes in all areas of HR department starting from hiring, training, pensation and employee development initiative[14]. The recruitment drive in any organization requires a lot of time as well as investment. The cost involved in recruitment may vary according to the mode of recruitment, method of advertising job vacancies and the benefits provided to workers. Hence, recruiting budget is fixed on the basis of overall revenue and plete budget in other areas of the business. Organizational structure determines the type of employee and talents needed in organization. Some panies have a divisional structure where different departments in critical for business, whereas some have a functional structure where employees with specialized skills are required. Hence, based on organizational structure and workflow process, the HR department has to change the desired candidate profile and recruitment process. Company culture is defined as the shared assumptions and norms present in work environment that reflect the beliefs of the pany. A positive culture is one where all employees was fortable and have no disagreement regarding any work related behavior. In such culture, employees and leaders share their behavior and work towards mon goal. There is sense of unity in such organizations. However, there are other organizations too in which conflict and resentment in mon due to disagreement between leaders and the employee. Hence, based on the type of culture, methods of workforce planning and employee development strategies change. Culture is mainly linked with recruitment because culture has an impact on employee attraction, selection as well as retention strategies[15]. Example, panies like Qantas have a good brand image and employers are easily attracted in such panies requiring little advertising and recruitment efforts. However, in a pany which is struggling with the work culture, it is a tedious task to attract as well as retain new talents. Considering the high flexibility and unpredictability of business organization, it has b e vital for the HR department to focus on employee retention strategy. This is necessary to retain exception employees who deliver the right performance in plex situations. Recruiting the desired candidate is a time consuming process, hence retention strategy is important to save money as well as time. After an employee leaves, the HR has to start the process of recruiting and training the new joinee again which is a loss to the organization[16]. Hence, petitive organization always put lot of efforts to retain those employees who contribute significantly to the success of the organization. Some of the effective strategies that top organizations have implemented to retain employees and minimize turnover are as follows: Training employees: The process of training reinforces sense of value in employees and their motivation and satisfaction towards work is increased. The focus on training employees to develop their capabilities, skills and knowledge optimizes employee’s potential and improve their work performance. This in turn acts as major source of petitive advantage for business organization. Most business firms incorporate training employees in their long-term workforce planning so that the workforce builds new skills and develop the confidence to cope with uncertain situations in business. Both the organization as well as the employee benefits from the training process. The employee develops the perception that the organization is willing to provide career development opportunities to them and they in turn gives their best effort to achieve key business objectives[17]. Hence, training is an important necessity for the retention of skilful workforce. Rewards and recognition: One study points out that rewards also has a positive impact on job satisfaction and employee retention levels. Different sectors struggle to balance high turnover rate and skill shortage often affects their business. This is mon in the public health sector and employee retention is a challenge because of the petition factors. Most health care organization fails to match the salary with their petitors and end up losing the skilful health care personnel. In such situation, efficient reward strategies act as a good solution for retaining the core employees of the organization. Reward system mainly in the form of salary has a good impact on leaving intention of employees and employees in such organization tend to remain longer in the organization. Rewards have a direct impact on job satisfaction level and this eventually has an impact on employee retention[18]. Hence, during workforce planning, the HR department develop strategic retention plans to retain skille d labors in workplace. Coaching and feedback: The senior employee’s role in providing coaching and feedback to new employees also ensures that they remain aligned to the goals of the pany and do not focus on taking alternative career routes. Leaders support the new employees to adapt to their careers. The coaching and feedback session also provides training and development opportunities to employees which in turn strengthens the retention goal of business firm. The supervisor’s support and formal developmental process minimize voluntary turnover rates, reduces the intention to leave, increase productivity and retain a more mitted and satisfied staffs. Career discussion along with mentoring and coaching also develop career adaptability skills in workforce[19]. Currently, business organization has to deal with many unusual events such as rise in petition, changing demand of consumers and sudden drop in sales. In such situation, it b es extremely important for petitive organizations to recover from unusual events. The need for contingency plan is seen in such situations so that business managers plan in advance to protect their resources and maintain profitability in business[20]. For example, a big retail giant like Walmart also experienced a period of downturn when their sales dropped in 2016. The main reason for this unusual event was that Walmart was facing challenges in pletely transforming their stores to the internet age. In such situation, their contingency plan was to prepare for the plete transformation of their brick and mortar store to online stores[21]. Such strategy was essential to retain back the past dominance in retail sector. In an effort to execute contingency plans too, contingent workforce acts a major source of advanta ge. These workers are hired specially to engage in specialized work. In the context of Walmart, they have engaged several IT staffs to provide online options for sale to their customers. The features of the contingency plan may differ according to different industrial context. The success of contingency planning is dependent on the risk assessment process. In case of the real need for implementing such plans, all employees are made aware about the need for implementing such plans. The time schedule for each activities and the delegation of key roles for each employees is decided to maintain smooth running of the contingency plan. This process is important in the context of workforce planning to build resilience skills. The unusual event at the Medin Corporation, a supplier of the sterilization case and accessory products for medical device markets also gives effective example of the need for contingency planning. Medin business’s was affected after the Superstorm Sandy hit New Jersey and in response to this, the pany developed a crisis contingency plan by making arrangement for grants. This helped to prevent the downtime that resulted in the disasters[22]. Sim ilar type of contingency plan is also made by petitive business organization to main their sales and profitability. In the process of strategic alignment of human resource with business objectives, the industrial relation practices also determine employee performance and engagement in work. Industry relation practices are related to the workplace climate and system of practices enabling effective work performance. Some of the effective industrial relations practices in favor of employees include developing petitive succession plan, training program and performance appraisals system for employees. Employee specific industrial relation is seen when training or safety mittee focus on addressing all grievances of employees. Trade unions and employers pay much attention to skill upgradation of workers to cope with challenges in business due to technological advancement and globalization[23]. The report summarized the importance of human resource planning for achieving business objective and maintains petitive edge in business. This is a systematic process consisting of several ponents all which together helps to get the right employees with right skills sets for the success of business. The discussion on the important aspects of workforce planning has mainly revealed that it starts with the process of assessment of skills and position needed in organization and this identification plements the process of recruitment, selection and retention of employees. Despite the development of clear visions and objectives in business organization, currently panies are struggling to retain their position in specific industrial sector due to changes in external and internal environment of business. The relevant external and internal factors affecting business and employee performance has been discussed and it mainly implies that the challenges for business leader has mainly increased d ue to the introduction of new technology and digital revolution in the world. To ove e unusual events in business, development of accurate contingency plans can provide good advantage to business and HR department should pay special emphasis on retention strategies to motivate employees to stay in the job and contribute to team success. Armstrong M, Taylor S. Armstrong's handbook of human resource management practice. Kogan Page Publishers; 2014 Apr 3. De Bruecker P, Van den Bergh J, Belià «n J, Demeulemeester E. Workforce planning incorporating skills: State of the art. European Journal of Operational Research. 2015 May 16;243(1):1-6. Lopes MA, Almeida à S, Almada-Lobo B. Handling healthcare workforce planning with care: where do we stand?. Human resources for health. 2015 May 24;13(1):38. Ladegard G, Gjerde S. Leadership coaching, leader role-efficacy, and trust in subordinates. A mixed methods study assessing leadership coaching as a leadership development tool. The Leadership Quarterly. 2014 Aug 31;25(4):631-46. Wilson JP. International human resource development: Learning, education and training for individuals and organisations. Development and Learning in Organizations. 2014 Jan 28;28(2). Khan AA, Abbasi SO, Waseem RM, Ayaz M, Ijaz M. Impact of training and development of employees on employee performance through job satisfaction: A study of tel sector of Pakistan. Business Management and Strategy. 2016 Apr 21;7(1):29-46. Cloutier O, Felusiak L, Hill C, Pemberton-Jones EJ. The importance of developing strategies for employee retention. Journal of Leadership, Accountability and Ethics. 2015 Jun 1;12(2):119. Oladapo V. The impact of talent management on retention. Journal of business studies quarterly. 2014 Mar 1;5(3):19. THOMPSON A. Walmart’s HRM: Recruitment, Selection, Employee Retention [Internet]. 2017 [cited 2 November 2017]. Available from: https://panmore /walmart-human-resource-management-recruitment-selection-employee-retention Horne MS, Williamson Jr TS, Herman A. The Contingent Workforce: Business and Legal Strategies. Law Journal Press; 2017 Feb 28. Stirpe L, Bonache J, Revilla A. Differentiating the workforce: The performance effects of using contingent labor in a context of high-performance work systems. Journal of Business Research. 2014 Jul 31;67(7):1334-41. King DB, O’rourke N, DeLongis A. Social media recruitment and online data collection: A beginner’s guide and best practices for accessing low-prevalence and hard-to-reach populations. Canadian Psychology/Psychologie canadienne. 2014 Nov;55(4):240. Armstrong M, Taylor S. Armstrong's handbook of human resource management practice. Kogan Page Publishers; 2014 Apr 3. Frynas JG, Mellahi K. Global strategic management. Oxford University Press, USA; 2015. Harper C. Organizations: Structures, processes and ou es. Routledge; 2015 Aug 13. Deery M, Jago L. Revisiting talent management, work-life balance and retention strategies. International Journal of Contemporary Hospitality Management. 2015 Apr 13;27(3):453-72. Elnaga A, Imran A. The effect of training on employee performance. European Journal of Business and Management. 2013 Feb 28;5(4):137-47. Terera SR, Ngirande H. The impact of rewards on job satisfaction and employee retention. Mediterranean Journal of Social Sciences. 2014 Jan 5;5(1):481. Coetzee M, Stoltz E. Employees' satisfaction with retention factors: Exploring the role of career adaptability. Journal of Vocational Behavior. 2015 Aug 31;89:83-91. Sahebjamnia N, Torabi SA, Mansouri SA. Integrated business continuity and disaster recovery planning: Towards organizational resilience. European Journal of Operational Research. 2015 Apr 1;242(1):261-73. Banjo S. The end of an era at Walmart [Internet]. 2017 [cited 2 November 2017]. Available from: https://www.bloomberg /gadfly/articles/2016-03-31/walmart-s-first-ever-sales-drop-marks-new-era Contingency Planning and Workforce Training Builds Resilience [Internet]. NJMEP. 2017 [cited 2 November 2017]. Available from: https://www.njmep.org/blog/success_stories/contingency-planning-and-workforce-training-builds-resilience/ Konings J, Vanormelingen S. The impact of training on productivity and wages: firm-level evidence. Review of Economics and Statistics. 2015 May 1;97(2):485-97.

Records Management System Essay Example | Topics and Well Written Essays - 3000 words

Records Management System - Essay Example This study outlines that the best source of information about the benefits and pitfalls of database management and the manner in which it can be successfully implemented is through the wisdom gleaned from the efforts of other corporations in this area. Moreover, another aspect that arise sin connection with the generation and maintenance of records of data is the ethical aspects, since records helps to keep track of the activities of individuals in the firm and helps to introduce higher levels of accountability and good governance within a firm. Destruction of such data that traces a person’s activity could give rise to issues of ethics, since fraudulent activity may be masked by destruction of documents. Therefore it is vital that data be preserved. However with the constraints of space, it is also necessary to seek those kinds of measures and methods that will help in the maximum efficiency in utilization of space for storage while also ensuring that data is protected and re mains accessible. Significant findings presented in this report are the link between corporate governance and data/records management. Furthermore, there is a need to streamline and reduce the generation of paper documents and to seek alternative methods of offline storage such as microfiche or other devices where large volumes of data can be compressed and stored in small spaces. Another important aspect that is highlighted in this report is the need or accuracy in data generation, since wrong data could prove harmful to an organization and also result in colossal wastes of effort, time and money.