Leadership Portfolio Essay

To become a successful Product Manager; lead teams using transformational leadership model; and network effectively with professionals of my field. I am new to the field of Product Management and while my previous experiences leverage this decision, it still remains a challenging proposition to succeed in this field. In this regard, I am writing this leadership plan which will be my guiding force throughout my professional life. The document will be updated as and when underlying goals are met and the bar of defining success extended. The three most important competencies which I will strive to improve are: 1. Skills: * A competent product manager must have a diverse skillset and I plan on adding skills to my existing portfolio. Some crucial skills which I plan on learning during the course of my MBA program are: * Sales and Marketing management – For successful selling, marketing and merchandising of a new product * Strategic management – For a more robust product inception, development and deployment * Conflict management – For effective and lasting resolution of internal and external conflicts * Financial management – For informed capital budgeting and financial forecasting decisions * Project management – For better and efficient modular management of entire project lifecycle. In addition to the skills mentioned above, in this new role, I will strive to assimilate newer skills which will smoothen my professional evolutionary continuum. * Takeaway from the course: * Learnt the nuances of Authentic Leadership I plan on working more on this aspect and hopefully get better members in my network. 5. Find a networking event to attend, and bring the idea to class to share with the group. There is an event organized by Duquesne University’s Small Business Development Center â€Å"First Step: Business Start-Up Essentials† on November 15th 2012. The topics covered in this event include Social Media, Search Engine Optimization and Web-Design. This will be an interesting event to network especially since many attendees will be looking for new and innovative ideas to promote their brands. They will also be bringing loads of experience and knowledge on starting similar line-extension products.

Foreign Workers

A very good afternoon I bid to the House Speaker, Honourable Adjudicators, worthy opponents, precise timekeeper and members of the parliament. Now the time has come for me as the first speaker from the opposition team to stand here to speak on the motion â€Å"FOREIGN WORKERS HARM THE COUNTRY†. But before I proceed with the first argument on the motion. I would like to give the opposition definition of the keywords in the motion. ‘Foreign workers’ is defined as a person who works in a country other than the one of which he or she is a citizen.According to Oxford Dictionary, ‘harm’ is defined as physically injure, which in this case, foreign workers causes harm to malaysians citizens. Therefore, we,the opposition define today’s motion as â€Å"FOREIGN WORKERS HARM THE COUNTRY†. Ladies and Gentlemen, Before I proceed with my first argument, allow me to state our stand regarding the motion today. We, the opposition, strongly say that FOREIG N WORKERS HARM THE COUNTRY. As the first speaker, I will speak on ‘citizens’ and ‘unemployment’ factors. My second speaker will touch on ‘†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. and ‘†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. ’ factors. Whereas my third speaker will do the rebuttals. Members of the House, As the first speaker, allow me to convince you that ‘FOREIGN WORKERS HARM THE COUNTRY PHYSICALLY AND FINANCIALLY’. According to Home Minister Datuk Seri Hishammuddin Hussein, foreign workers in Malaysia numbered 3. 5 million as of mid-2011, comprising 1. 5 million legal foreign workers 2. 0 illegals. He also mentioned that Malaysians relies heavily on foreign workers to help out in the construction and plantation sectors.Most of the workers are sourced from Indonesia, India, Bangladesh and Nepal. However, ladies and gentlemen, what happens if these foreign workers become unemployed? Won’t they resort to crime? Even ou r police force will be and are still unable to cope with the situation. We are in dire straits as too many unemployed foreigners are a social menace and yet the government intends to take in more foreign workers. S. Vidyanathan, an assemblyman from Barisan Nasional actually mentioned that foreign workers behave inappropriately and made residents around them felt uncomfortable.He also mentioned that â€Å"They often stay in big groups and have been seen taking baths using water pipes in front of their houses and wearing only towels or underwear. They loiter around playgrounds and other public places where they hug and kiss in public . † As you all know, ladies and gentlemen, this type of behaviour is not acceptable in Malaysia because of our culture and religion. This proved that foreign workers promote bad cultures specially to the youngsters. Ladies and Gentlemen, A lot of studies had been conducted on foreign worker issues in Malaysia and they had been discussed in various dimensions.Yet, negative impacts which come along such as social problems were commited by foreign workers. For instance, spread of diseases, theft, cheating, roberry and even killing. Ladies and Gentlemen, The unemployment rate can be defined as the number of people actively looking for a job divided by the labour force. Changes in unemployment depend mostly on inflows made up of non-employed people starting to look for jobs, of employed people who lose their jobs and look for new ones and of people who stop looking for employment. According to Labour Force Indicator Malaysia, it shows that the unemployment ate in Malaysia increases from 2012 to 2013 with the percentage from 2. 8% to 3. 2%. Foreign labour is the main factor that causes over population. And as you all know, ladies and gentlemen, overpopulation cause many unemployed. Now, foreigners enter our country easily by sea and land, of course to avoid immigration and customs authorities and to take our jobs. Members of the Ho use, For your information, the unemployment rate in Malaysia is considered low compared to the early years such as 1986 where the unemployment rate reached as high as 7. 6%.Foreign workers from Indonesia, China, Myanmar, Vietnam, Philippines and many other countries enter Malaysia and fill in the vacant jobs in Malaysia causing job sectors to decrease in the number of jobs available for our own labor force causing labor force in Malaysia to increase in the unemployment rate. Please consider about this Mister Prime Minister, why would you do this to our own country? So there you are, ladies and gentlemen, I have given you strong argument why we, the government say FOREIGN WORKERS HARM THE COUNTRY. With that, I rest my case.

Key Developments in Total Quality Management Essay

Key Developments in Total Quality Management - Essay Example According to the research findings, it can, therefore, be said that total quality management (TQM) is a participative and systematic approach to the planning and implementation of process involving continuous improvement in an organisation   It is one of the most comprehensive approaches to performance improvement as it encompasses a whole range of concepts including business process management; change management; project management; supply chain management; supplier development; balanced scorecard; concepts relating to rewards and recognition; benchmarking; lean management systems; quality management systems; and management and employee transformation. The aim of TQM is to satisfy customers’ future and current needs, identify problems, build commitment, and promote the involvement of employees in decision-making. Juran described TQM in terms of a chain reaction as ‘the set of management processes and systems that create delighted customers through empowered employeesà ¢â‚¬â„¢ which leads to increased revenue and a reduction in cost. Since the 1940s there have been three distinct groups of quality gurus. The first group was the Americans who originated in the early 1950’s and took the messages relating to quality to Japan. There are four stages in the evolution of TQM – inspection, quality control (QC), quality assurance (QA) and total quality management (TQM). These stages correspond to various changes in business requirements. In the initial stages, the focus was on inspection after goods were manufactured in order to test for conformity with requirements. This test was not effective in solving problems in so far as it did not identify which supplier, process or worker caused the problem.

Is War Against Terrorism Moral And Has It Done Things Better Or Worse Essay

Is War Against Terrorism Moral And Has It Done Things Better Or Worse - Essay Example This essay stresses that the Christians the world over were in a state of bother and tension so as to find out the real reason why the world had stood up against them and were hell bent upon destroying them. It would not be wrong to state at this point that Christians all over the world were vocal and carried out large processions as to encourage the US government and its allies to take steps to counter these very attacks. A number of wars and fights started in the wake of War on Terrorism and it sparked off a number of controversies as to the real reasons for starting the same on countries like Afghanistan and Iraq. This paper makes a conclusion that the war on terror has brought a change in the way the world is being run. The different governments have to take one or the other side in this whole muddle. The need is to understand who the winner is and who the loser is eventually. More than that, the governments have to seek ways in which they could counter the pressures that are exerted by the US regime from time to time. For third world nations, this becomes an issue of immense importance since they are already stuck in one problem or the other, add to that the pressure meted down by the US authorities every now and so often. War on terror is not a war on the poor yet oil rich nations, it is a war for the benefits of the super power of the world, which it wants to win no matter what happens.

Strategic Marketing Management Essay Example | Topics and Well Written Essays - 3250 words

Strategic Marketing Management - Essay Example It is irrefutable that the business arena is evolving into a hypercompetitive environment characterised by the continuous by more intense rivalry among industry players associated with the growth of buyer leverage (Kotler 2002). This trend forces business organizations to rethink their strategies in order to compete more efficiently and more profitably. On the other hand, these developments in the market also present opportunities for business organizations especially in the way they market their products and services to their specific target markets. In order to choose the strategic path that a company should take, it should first identify the strategic marketing options available for it (Kotler 2002). The identification of strategic marketing options is aided through the use of different strategic management tools. Strategic management tools are essential instruments for managers and decision makers. The use of these tools does not only provide a diagnosis for the business organization but prescribe solutions and strategic responses as well (Thomson 2002). This report will look at the different strategic management tools used by business organizations in order to identify the feasible and available strategic marketing options. The first section will focus on the Ansoff Matrix and how it can be used to evaluate the strategic directions that the company can take. The second part will look at the other analytical tools and techniques which can be employed to develop marketing alternative marketing strategies. This paper will conclude with its findings. The Ansoff’s Matrixis is a tool in strategic management which is utilised in order to aid managers in deciding the product and market growth strategy of a business organization. After its publication in the Harvard Business Review in 1957 in an article entitled, ‘Strategies for Diversification,’ this strategic management tool has gained wide popularity and recognition in the marketing world.

Individual Project Essay Example | Topics and Well Written Essays - 3000 words - 1

Individual Project - Essay Example The primary factor of the stability of this system is the international relations of dealers. The women are threatened not only by their punishment, but also by their relatives. Corruption also serves as one of the factors for stability of a human trafficking phenomenon, because it â€Å"protects criminals and their political helpers and refuses to citizens in usual justice†. Such situation explains why many countries do so a little for struggle against the networks of human trafficking. The ranges the organizations, engaged in human trafficking, vary from the small groups, annually forwarding abroad some women, up to large criminal structures for which human trafficking is the main source of their income. Some dealers operate through the tourist agencies which form groups and receive visas for such women, as for usual tourists. Such method, in particular, has been revealed while studying the visas received in embassy of Germany in Moscow in the end of 1990th years. For some groups - for example, operating in Israel - human trafficking is a way of money-laundering because the incomes of criminal activity pass through bars and other institutions where women work. Quite often women are sold on account of debts payment of the dealer. The prices differ depending on the region; in Holland, for example, the woman can be sold to the brothel owner for 15 thousand dollars. In Turkey the prices are not so high, but nevertheless the Slavonic women are appreciated more, than th e women from Caucasus. The cruel treatment with the sold women in Belgium and the Netherlands became so obvious problem, that in the middle of 1990th years under the initiative of the Dutch and Belgian women parliamentary trial on this question have been held(Janice, 2001). The human trafficking represents the "multivariate" threat: it deprives with people of their human rights and freedom, it is a global risk for health, and this phenomenon supports the growth of

How Internet Shapes Contemporary Social Environment Research Paper

How Internet Shapes Contemporary Social Environment - Research Paper Example A vastly different world exists today due to the spread of Internet use which relies to a great extent on the concept of redundant networks to assure continuous connections in whatever conditions. This paper examines how computers and the Internet have changed the world environment where people increasingly rely on these two products of modern technology to do anything they want. The Internet has altered the way people work, live, transact their business, how they can bank their money, communicate with each other, socialize, research for some information and in many ways previously inconceivable just a few decades ago. One can find knowledge with just a few clicks of the mouse. However, one thing the Internet has changed in a very profound way is how it made the world a much smaller place and various cultures now become homogeneous. Instant communications have allowed people to know more about each other and various cultures around the world. Information travels very fast at the speed of light (or the connections). Language barriers are being brought down because of the Internet; it has also allowed people to learn more about the culture of far-away countries in an instant. World culture is largely defined by the mass media (multi-media such as the television, newspapers, online libraries, the Internet and pop culture such as hip-hop music) and there is now an easier intermingling of various ideas. World culture is now largely defined as instant gratification, people are unwilling to wait longer than necessary when they want something or search for some answers to nagging questions. The Internet is all about building communities (albeit online groups such as Facebook and Twitter).

Curriculum and External Frame Factors Essay Example | Topics and Well Written Essays - 2000 words

Curriculum and External Frame Factors - Essay Example The campus is located in a safe and supportive environment appropriate for the students, staff as well as to the general faculty operations. Industries are stable and have history of financial support to the institution and its employees. The public and private school systems’ provide graduate education programs for the institution and have a reputation of high quality education programs. The commuter students enjoy accessible public transport services into and out of the city at reasonable costs. Moreover, community facilities as well as other public services are at the reach of the students and this ascertains the quality of education that is offered within the institution. Besides commendable learning environment, the institution is situated at proximity to recreation parks, which are very important for the student’s leisure activities. Moreover, the government has been very instrumental in offering supportive services to the institution and ensuring that the public enjoy the learning facilities offered within the institution as part of its basic responsibility towards the public. Key sectors driving the economy will continue to be the federal government, technology, construction, international business, and hospitality (City Data website, nd). Trinity University has a higher enrollment of Washington DC residents compared to all other private universities in the city or region. The university college is at proximity with public transport infrastructure with road and rail transport being the predominant means of commuting. Transportation services through roads by buses and taxis are easily accessible. Besides the commuter students, Trinity nursing college has boarding facilities though a few in numbers and the institution offers medical and counseling services. The Washington DC’s government acknowledges and recognizes the contributions of the institutions within the locality; for instance, the 2011, pay roll records indicate that about 40% of the annual payroll was from the local residents who were employees to the institution. The nursing college has a total employee population of 221 persons from within the city and the environment. Besides the direct contributions of the college to the lives of the city dwellers, about 2,190 Trinity graduates live within the city and contribute to the welfare and development of the city through talents, civic engagement as well as through the tax income by the government. Their influence in general welfare through formal employment as well as voluntary activities within the local organizations cannot be overemphasized (Trinity Washington University Annual Report, 2011). The population within the city and the environment reflect a mix of cultural and ethnic characteristics with a wide spread of age groups; from the elderly to the children. The populations within Washington exhibit traits of relatively good income levels; with majority receiving average incomes while some receive above average incomes. The general poverty levels are low and there are humanitarian organizations which run program s targeting assisting the poor from within. Washington DC has a great diversity in terms of

Catoon Obama Essay Example for Free

Catoon Obama Essay The cartoon shows President Barack Obama who is walking towards the White House. In the foreground there are two African-American which are hiding between the trees and bushes in the garden. Obama stops his march into the White House to look back to the black people and waves. One of them is retuning the gesture. In the garden are three sings. On one of them is the name â€Å"JIM CROW† written, which is a symbol of the race discrimination. He symbolizes the stereotype of a singing, dancing black man, who is satisfied with himself and the world around him, although his intelligence is below the average. On the other sings is â€Å"SEGREGATION† and â€Å"SLAVERY† written. These two words also refer to the history and discrimination of the African-American in the United States. In the left hand corner is a kind of headline which says â€Å"THE FINAL DESTINATION ON THE FREEDOM ROAD †¦Ã¢â‚¬ . The cartoon is an exaggerated view on the events which are related to Obama’s presidency and his status as the first African-American President. The White House, which is located in the center of the picture and it’s painted in bright colours. Alpha This results a huge contrast to the dark forest on both edges of the picture. Obama is walking in the opposite way of the direction. This means, that he has overcome the discrimination and has become the first black president. But on his half way he pauses and looks back to the other black people and raises his hand, so that they know that he still knows, that he hadn’t forget them. He symbolizes the opportunities of the black people, and how much they have changed in the past fifty years, so even an African-American man can be in the nation’s highest office and be respected by the most of the American citizens. Obama’s still very popular so he was reelected although he isn’t that superhero figure. He has reached the final destination on the road of the freedom and the equality of the black.

What Energy Drinks Do to Your Body Essay Example for Free

What Energy Drinks Do to Your Body Essay Introduction You are feeling tired and unmotivated what do you do? some people such as myself opt to purchase an energy drink(s) (I had a few while writing this speech) As students we sometimes need a little boost to help us study, many of you will opt to purchase energy drinks in this speech i will attempt to inform you on the effects energy drinks have on your body. Body First a little bit of history first ever energy drink was Lipovitan D 1962 invented by japanese company Taisho Used to keep employees awake well into the night First energy drink in US was Jolt Cola. Wasn’t really an energy drink at all, just a hyped up soft drink introduced in the 80’s added a lot of sugar and caffeine Some Ingredients and what they do Caffeine works by blocking the effects of adenosine, a brain chemical involved in sleep. Glucose A from a sugar, is a primary source of energy, energy drinks contain double the recommended daily amount. Ephedrine A stimulant that works on the central nervous system. It is a common ingredient in weight-loss products and decongestants, but there have been concerns about its effects on the heart. Taurine A natural amino acid produced by the body that helps regulate heart beat and muscle contractions. Many health experts arent sure what effect it has as a drink additive. Ginseng A root believed by some to have several medicinal properties, including reducing stress and boosting energy levels. B-vitamins A group of vitamins that can convert sugar to energy and improve muscle tone. Guarana seed A stimulant that comes from a small shrub native to Venezuela and Brazil. Conclusion I hope this speech has helped you better understand the effects energy drinks have on our bodies, health and well being.so the next time you decide to drink an energy drink think about what you are really drinking. Works Cited Watson, Stephanie. How do energy drinks work? 04 October 2006. HowStuffWorks. com. Web. 02 March 2013. Seifert, Sara M. , Etal â€Å"Health Effects of Energy Drinks on Children, Adolescents, and Young Adults† Pediatrics: Official Journal Of The American Academy Of Pediatrics. 3 (2011): 511-528. Web. 14 February 2011. Sifferlin, Alexandra â€Å"What’s in Your Energy Drink? † Time 04 February 2013. TIME. com. Web. 06 February 2013.

Accounting Information Systems

Accounting Information Systems 3-1. The text provides seven reasons why documenting AISs is important: (1) depicting how the system works, (2) training users, (3) designing new systems, (4) controlling systems development costs, (5) standardizing communication with others, (6) auditing, and (7) controlling end-user support costs. Additional reasons include: (1) to help evaluate the performance of system personnel, (2) to help evaluate the adequacy or efficiency of an existing system, and (3) to provide design specifications to outside vendors who might be proposing new systems. Accountants are interested in system documentation for all these reasons. For example, inadequate documentation makes it difficult to use an integrated accounting package effectively, design one for others to use, or audit a system intelligently. Flowcharts and similar systems documentation are also important to auditors. These charts can help auditors spot internal control weaknesses that are not apparent from prototypes or not obvious when observing a system in use. 3-2. Document flowcharts are a type of system flowchart. Whereas system flowcharts are process-oriented, document flowcharts focus on the flow of physical documents through the processing system. Document and system flowcharts are similar in that they use similar symbols in their construction. A few additional symbols, such as envelopes and hand trucks to depict movement of goods, are more likely to appear in document flowcharts than system flowcharts. But system flowcharts contain more detail about processing logic. Accountants can use data flow diagrams (DFDs) to depict the physical flows of data through an AIS (like document flowcharts), or the logical flow of data through an AIS (like system flowcharts). Like document or system flowcharts, their main objective is to document data flows in an orderly, graphic, and easily-understood format. But DFDs use fewer symbols than either document or system flowcharts, and do not require columns (like document flowcharts). Program flowcharts are really the lowest level of system flowcharts because they outline the logic sequence for a particular application program. Thus, they are more used by programmers and system analysts than by accountants and auditors. Still, auditors will need to understand these program flowcharts when looking at program logic and program controls. Program flowcharts use many of the same symbols found in system flowcharts, but also use some special ones such as the decision symbol. 3-3. A document flowchart is a pictorial representation of the physical data flow through the various departments of a business. A document flowchart is used in designing or evaluating an accounting information system. 1. A systems analyst uses it when evaluating a system to see if each department is receiving the necessary data and that unnecessary data are not transferred. 2. A system designer uses it when there is interest in improving or replacing an existing system. 3. A computer programmer can use a document flowchart when preparing system flowcharts. 4. An auditor uses it to help define, follow, and evaluate an audit trail. 5. An internal data security expert uses it to indicate weaknesses in internal control and data control. 3-4. Guidelines for creating document flowcharts, system flowcharts, and data flow diagrams are listed in the text. See relevant chapter sections for document flowcharts, system flowcharts, and data flow diagrams. 3-5. Data flow diagrams use a square symbol to show the source or destination of data. A circle symbol indicates a process. An open rectangle symbol indicates a store of data. Finally, arrows depict a data flow or data stream. 3-6. Data flow diagrams are created in a hierarchy called the top-down approach to systems development. In this approach, developers create these diagrams in levels, beginning with the broadest, least-detailed level, and exploding (working towards increasing refinements of) each piece of the preceding level until the system is completely specified. The rationale behind this approach is to keep major system objectives in view at first, and to worry about details later after major system components are specified. However, the process is reiterative, revisions are common, and little is considered final until the lowest diagram levels have been specified and approved. The broadest DFD is called a context diagram. The next level (a level-0 diagram) is also called a physical data flow diagram. Lower levels are numbered level-1, level-2, and so forth, and are commonly termed logical data flow diagrams. 3-7. It is usually easier to follow logic with a chart or figure than with a written narrative. For example, when reading a long narrative description of a process, it is often difficult to visualize relationships between system elements and a readers attention can wander. In contrast, graphical depictions of the same logic are usually easier to understand because most people grasp the use of arrows to show connections or data flows. 3-8. Decision tables outline the set of conditions that a given processing task might encounter and indicate the appropriate action to take for each condition. Decision tables can therefore help system designers plan data processing functions and create written records of the processing logic for later reference. The major advantage of decision tables is that they can summarize a potentially large number of conditions and actions in a compact format. Decision tables are also useful as planning tools to system analysts and related individuals who are charged with the task of helping create new AISs. Finally, the accountants who audit AISs rely heavily upon internal documentation, and decision tables can help them verify the processing logic and control procedures that were built into these AISs. 3-9. Just as word processors enable users to create, store, modify, and print word documents, CASE tools enable information technology and accounting personnel to create, store, modify, and print system documentation. The term CASE is an acronym for computer assisted software engineering. CASE tools automate the development of program and system documentation. Thus, developers use them to create data flow diagrams, entity relationship diagrams, record layouts, data entry screens, report formats, screen menus, system flowcharts, and program flowcharts. Most also include generators for developing data dictionaries. CASE tools are computer programs that typically run on microcomputers. The user selects a particular type of document to develop or modify, and then works on it in much the same way that a secretary uses a word processor to work on a word document. It is not necessary to use CASE programs to develop AIS documentation, but it is difficult to imagine why anyone would not use such capable and time-saving tools. 3-10. End user computing refers to the computer activities of non-computer employees, especially the development of large spreadsheets and databases. Although such activities are commonplace today, they also create problems. For example, when non-IT personnel develop important computer applications, a company becomes increasingly dependent upon such individuals to answer questions, or to explain how to use the software. Documentation is also important in end-user computing environments because it provides the training aids, user descriptions, tutorial manuals, and reference materials that other users need in order to run the applications effectively. Problems 3-11. Process Alternate Process Decision Data Predefined Process Internal Storage Document Multidocument Terminator Preparation Manual Input Manual Operation Connector Off-page Connector Card Punched Tape Summing Junction Or Collate Sort Extract Merge Stored Data Delay Sequential Access Magnetic Disk Direct Access Display Storage Storage 3-12. Mark Goodwin Convenience Stores Garcia-Lanoue Company 3-15. Ron Mitchell Manufacturing Company 3-16. Amanda M Company 3-17. Winston Beauchamp Company 3-18. LeVitre and Sweezy Credit Union 3-19. Jeffrey Getelman Publishing Company 3-20. The Bridget Joyce Company The decision table is shown below. Note that alternate decision rules would also be reasonable here since the case does not specify exactly what action is to be taken for each set of conditions. DECISION TABLE RULES Account Status: 1 2 3 4 5 6 7 8 9 10 11 Not past due X Less than 30 days past due X 31-60 days past due X X X 61-90 days past due X X X More than 90 days past due X X X Account Activity: No activity X X X X X Written communications X X X Partial payment X X X Action: Do nothing X X X X X X X Send first letter of inquiry X Send second letter of inquiry X X Collection agency referral X This exercise requires some creativity on the part of the student. One possibility is to give each customer a rating on the following: a) no prior delinquency history b) only one prior delinquency c) only two prior delinquencies d) more than two prior delinquencies Mr. Smith can now make a decision based upon this categorization of customer account history. It might also be pointed out that many companies handle delinquencies on an individual basis. Most small companies, for example, will try to work with their customers whenever possible instead of writing to them impersonally because written confrontations rarely produce desired results. 3-21. This problem requires students to draw the flowcharts in Figure 3-20. In a later part of the problem, students are also asked to recreate the flowcharts in Figures 3-3, 3-6, 3-8, 3-11, 3-12, 3-13, 3-14, and 3-15. Because these flowchart are already shown in the text, the outputs are already known. Teaching notes: Students should follow the directions provided in this case to create the two (program) flowcharts shown as well as the link that connects the two flowcharts together. Students can document their links by printing a copy of their formulas. Finally, although using Excels drawing tools is straightforward, it still takes time to create even small diagrams with them. Thus, we recommend that instructors do not assign all parts of this case (a through h), but only assign a selection of these diagrams. Case Analyses 3-22. The Berridge Company (Drawing Document Flowcharts) 1. A document flowchart for the Berridge Companys inventory control system may be found after #3 (below). 2. The company can eliminate one or more copies of the retail store requisition (RSR) form. The document flowchart (and case description) indicate that a retail store prepares three copies of the RSR form. One copy is retained in a file at the retail store, and two copies are forwarded to the warehouse. When warehouse personnel fill the order, they file one copy of the RSR form in their own files, and forward the last copy of this form to the inventory control department for use in updating its records. The end result of this effort is a lot of paperwork. One way to reduce it would be to allow the warehouse personnel to create the computer record that indicates a disbursement to an individual store, thus eliminating the need for the third copy of the RSR form currently sent to inventory control. The company could eliminate all copies of the RSR form by computerizing its warehousing operations completely. In this new system, a retail store would create a computer record for each requisition, which the system could then display onscreen or print on a report of similar requisitions for the warehouse each day. When a requisition order is filled, personnel in the warehouse could indicate this by entering the required data into the computer system. This entry would trigger an inventory update in the inventory file and eliminate the pending requisition record from the file of active requisitions. 3. The company currently creates five copies of each purchase order. These copies are sent to: (1) the vendor, (2) accounts payable, (3) inventory control, and (4) the warehouse. The purchasing department retains the fifth copy. This seems excessive. It is obvious that the company must send one copy of the purchase order to the vendor. In addition, it makes sense for control purposes to send one copy of the purchase order to the receiving department (for use in comparing against the subsequent bill of lading), and to retain one copy of the PO to document the purchase itself. It is less obvious that the company needs to create the other two copies of the purchase order. In fact, the document flowchart indicates that both the inventory control department and warehouse personnel perform the comparison function when goods arrive a duplication of effort. Similarly, the company can probably eliminate the copy it currently prepares for accounts payable. Instead, warehouse personnel can attach its copy to the receiving report, and the accounts payable department can use the warehouse copy to prepare a check to the vendor. A document flowchart for the Berridge Companys inventory control system. FreezeTime, Inc. (Drawing System Flowcharts) The systems flowchart is valuable because it shows the flow of activities and documents within the sales/collection process. The flowchart is particularly useful for identifying redundant, unnecessary, and risky activities. 3-24. The Dinteman Company (Document Analysis) 1. a) Data items which should be included on a repair/maintenance work order document are as follows: 1) Job identification à ¢Ã¢â€š ¬Ã¢â‚¬Ëœ department (or plant) for which work is to be done, machine or work station, and general description of job. 2) Starting and completion dates à ¢Ã¢â€š ¬Ã¢â‚¬Ëœ both estimated and actual. 3) Materials and supplies data estimated and actual quantities and costs. 4) Labor data à ¢Ã¢â€š ¬Ã¢â‚¬Ëœ estimated hours, actual hours cost, and employee number for each job or person completing the work. 5) Applied overhead. b) At least four copies of the work order would be required with a possible fifth copy needed if a work order summary is not prepared. The work order would be prepared in the R M Department and given to the supervisor for review and scheduling. The work order would then be used by the person responsible for the work by recording the actual hours spent on the job and the actual materials and supplies required to complete the job. After the job is completed, the work order would be forwarded to accounting for costing and charging. The distribution of each copy of the work order would be as follows: Original (Copy 1) à ¢Ã¢â€š ¬Ã¢â‚¬Ëœ Once the job is completed and all data has been recorded on the work order, this copy is forwarded to the Accounting Department for costing and then filed in the Accounting Department. Copy 2 à ¢Ã¢â€š ¬Ã¢â‚¬Ëœ This copy is also fully completed and is filed in the R M Department in a completed work order file. Copy 3 à ¢Ã¢â€š ¬Ã¢â‚¬Ëœ This copy would be kept by the R M Department in a file of scheduled jobs until the work is completed. A reference file is needed for all work orders while the job is in process. Once this job is completed, Copy 3 would be attached to Copy 2 and filed with Copy 2. Copy 4 à ¢Ã¢â€š ¬Ã¢â‚¬Ëœ This copy would be sent to the Production Department where the work is being done to acknowledge the actual scheduling of the job. An evaluation of the performance of the R M Department would probably be done in three departments as explained below: The department which requests the work should compare the estimated charges indicated on the Work Order Request with the actual charges and the timeliness of the work, (e.g., the estimated and actual starting and completion times on the Work Order). If the work is not timely or if the actual charges vary considerably from the estimate, the management of the Production Department would contact the supervisor of the R M Department for an explanation. The supervisor of the R M Department would conduct a selfà ¢Ã¢â€š ¬Ã¢â‚¬Ëœevaluation by comparing the Work Order Request and the completed Work Order. The supervisor would want to be sure the actual times and charges were close to the original estimates. Such a comparison would be important for evaluating the staff in the department and also for preparing future estimates. The Accounting Department (or some other appropriate department) would probably conduct a review of the R M Departments work. The estimates and actual results shown on the Work Order would be compared. Types of repair and maintenance jobs which have standard times for completion would be compared with actual times required for the work in order to evaluate the departments performance. 2. See document flowchart on following page. 3-25. Lois Hale and Associates (Drawing Data Flow Diagrams)

Against His Will :: Homosexuality Short Story Essays

Against His Will Imagine waking up every morning and looking in the mirror knowing that the reflection is only an illusion of one’s inner being. As soon as eighteen-year-old Brian Clark’s alarm clock goes off, prepping and primping will take place for the next hour-and-a-half. Regardless of school, work, rain, or shine, Brian always has to â€Å"dress to impress.† With his red tight shirt, blue fit jeans, black star belt, red shades, and perfectly gelled hair, Brian can now be seen in public. As a daily routine, Brian must do his â€Å"therapy† by looking in the mirror and chanting against his will, â€Å"I love you Brian. You are beautiful.† â€Å"Having to admit to yourself and your family that you are gay is the hardest thing you will ever have to do in your life.† When one enters Brian’s room the soothing aroma of men’s cologne, â€Å"cool water† fills the air. The immaculate, perfectly ordered room will catch a person’s eye. Neatly tacked to the wall, posters of Aaliyah, Josh Hartnet, and I Love Lucy draw one’s attention. Beautifully stacked and organized, fashion design magazines lie in the shelf by month and year. Picture frames sit proportioned next to each other on top of the dust-free desk. Brian’s closet is full of freshly pressed shirts and pants with the label â€Å"dry cleaning† on the bag. Although Brian shares a room with his little sister, Sarah, she chooses to live out of their closet and sleep in the living room. â€Å"After fighting over who gets the closet space and bathroom time, my sister decided to let me have the room to myself,† Brian states casually. â€Å"I feel bad at times, but I guess she realizes how tough it is for me to grow up gay. Let the best man win!† he declares with a great chuckle. For Brian, growing up and having to live a lie was painful, furthermore humiliating. â€Å"I have always known that I’m gay,† Brian states nonchalantly. â€Å"The moment I could logically think, I knew I was different.† Brian strokes the side of his hair with his fingers while stating, â€Å"All of my life I’ve felt like a girl inside. When I was little, if a person closed their eyes and listened to my voice they would have mistaken me for a girl.

A Philosophical Criticism of Augustine and Aquinas Essay -- Philosophy

A Philosophical Criticism of Augustine and Aquinas: The Relationship of Soul and Body       The relationship of the human soul and physical body is a topic that has mystified philosophers, scholars, scientists, and mankind as a whole for centuries. Human beings, who are always concerned about their place as individuals in this world, have attempted to determine the precise nature or state of the physical form. They are concerned for their well-being in this earthly environment, as well as their spiritual well-being; and most have been perturbed by the suggestion that they cannot escape the wrongs they have committed while in their physical bodies.      Ã‚  Ã‚   Throughout the evolution of philosophic thought, there have been many different views on the relationship of mind and body. The great philosopher Plato and the Neoplatonists held the belief that man's body is merely a prison of his soul, but St. Augustine later refutes this with his idea of the disembodied soul. He distinguishes between the concept of the physical form and the spiritual soul, and he argues that humankind can be redeemed because of the God spirit contained in the intellectual soul. This intellectual soul is not an inseparable part of the body, as St. Thomas Aquinas postulates. Instead, this soul is indeed the higher part of man, the state and well-being of man depends upon its stability.      Ã‚  Ã‚   St. Thomas Aquinas adjusts this theory. He claims that the soul and body are inseparable, and he states that the soul is the form of the body. St. Thomas further believes that God creates the soul and matter (physical body) simultaneously, and the body affects the nature of that soul. His conception of redemption is distinctly different from Augustine; he a... ...stine: essays on some aspects of his thought written in commemoration of his 15th centenary. Sheed and Ward, Ltd., London : 1945. Rev. D.J. Leary. St. Augustine on Eternal Life. Burns, Oates and Washbourne, Ltd., London : 1939. W. Andrew Hoffecker. Building a Christian World View, vol. 1: God, man, and Knowledge. Presbyterian and Reformed Publishing Co., Phillipsburg, New Jersey : 1986. William S. Babcock. The Ethics of St. Augustine: JRE Studies in Religion, no. 3. Scholars Press, Atlanta : 1991. Armand Maurer. Being and Knowing: Studies in Thomas Aquinas and Later Medieval Philosophers, Papers in Medià ¦val Studies, no. 10. Pontifical Institute of Medià ¦val Studies, Toronto : 1990. Thomas Aquinas. Faith, Reason and Theology. Armand Maurer,translator. Medià ¦val Sources in Translation, vol. 32. Pontifical Institute of Medià ¦val Studies, Toronto : 1987.

Whaleship Essex

Book Review: In the heart of sea: the tragedy of the whaleship Essex, written by Nathaniel Philbrick, recounts the mystery surrounding the sinking of the whaleship Essex in the South Pacific. The ordeal of the whaleship Essex was an event as mythic in the nineteenth century as the sinking of the Titanic was in the twentieth. In 1819, the 238-ton Essex set sail from Nantucket on a routine voyage for whales. Fifteen months later, the unthinkable happened: in the farthest reaches of the South Pacific, the Essex was rammed and sunk by an enraged whale. Its twenty-man crew, fearing cannibals on the islands to the west, decided instead to sail their three tiny boats for the distant South American coast. They would eventually travel  over 4,500 miles. The next three months tested just how far humans could go in their battle against the sea as, one by one, they succumbed to hunger, thirst, disease and fear. This is not only a timeless account of the human spirit under extreme duress, but it is also a story about a community and about the kind of men and women who lived in the remote island of Nantucket. Philbrick uses little-known documents-including a long-lost account written by the ship's cabin boy-and penetrating details about whaling and the Nantucket community to reveal the chilling events surrounding this epic maritime disaster. An intense and mesmerizing read, In the Heart of the Sea is a monumental work of history forever placing the Essex tragedy in the center of historical American maritime disasters.

Is Graffiti an Art or a Crime Essay

Through the years, people have expressed themselves in different ways and manners. Some have chosen photography, drawings or sculpture. Others came up with new ways like graffiti which is a new form of urban expression that made controversial reactions. I believe that some graffiti is an artistic performance because of its expressive nature, beautiful display, and creative ways. The rest of it reveals a criminal behavior since it uses others’ properties without permission or consideration, harms the urban landscape, and sends negative messages. The major differences between both perceptions are the aim of the taggers and location of the tags. On the one hand, taggers have produced beautiful and expressive pieces that people appreciated. During a class trip to 5 Pointz, an outdoor art exhibit space in Long Island City, New York, where graffiti is permitted and regulated. I stood for few minutes in front of a tag of ghostly skulls surrounded by flames (The Picture). The skulls had an expression on their skinless faces that made me feel like hearing the sound of those portrayed people as if they were screaming out in pain with the sound of evil laughter in the background. This mixture of its beauty and livelihood made me and my classmates enjoy the experience. In addition, after admiring the excellence of the tags, I thought that those taggers must be very talented and creative to come up with such beautiful artworks, especially on those large surfaces and hard-to-reach places, bearing in mind that they’re only using spray paint. It makes you wonder how they could make all those fading colors and shades, and transform bare walls into three dimensional objects. They certainly are very creative and highly skilled. Before leaving the site, I noticed that there was a transportation corporation that actually had graffiti artists tag its wall with trucks to make it more appealing to commuters, which affirms that people do like and appreciate this art as long as it belongs where it is permitted. On the other hand, I denounce the effect that graffiti has had and continues to have on our urban landscape. That’s where it gets associated with vandalism, because instead of tagging specified places, taggers choose train cars, bridges and public walls, which make the cities look messy and hasty, forcing the authorities to spend unnecessary money to paint them over. Furthermore, most of graffiti, especially those done discretely and with no permission display gang names, obscene language and silly drawings which make many people think of it as crime and violence. In McCann’s novel Let the Great World Spin, Ciaran was accompanying his brother and looked across the van window to a church, and said â€Å"It was daubed in graffiti—whites, yellows, reds, silvers. TAGS 173. GRACO 76. The stained- glass windows had been broken with small stones. Even the cross on top was tagged. † (McCann, 34). When he said that even the cross was tagged, I thought that they were making a statement that their pride and art are above religion, and thus above other people’s beliefs and feelings. Graffitists were invading every surface, including sacred and religious ones. It seemed that they find their pleasure in what annoys and bothers their community, just like the person who gets pleasure in consuming drugs that are poisoning his own body. They leave others clean up, deal with the trauma of property damage, and wonder why their property became a target, whether it was hate and racism act, or just a tool in somebody’s careless adventure. Whereas many people find it hard to categorize graffiti, I think that the taggers are the ones who make of it an art or a crime based on their purposes and the locations they use. For instance, when I come across a tag that catches my eye, even if it is visually pleasant, it bothers me a lot to see that the tagger made it with the intent of defying the authorities, damaging public or private property, or just challenging and cursing his rivals, instead of making it to express himself and display his high talent. It loses its artistic value and becomes a cheap tool for his malicious intentions. I also believe that it depends heavily on where they’re putting up their work. If a graffitist uses the walls of my building without my permission, I would not be happy, and I certainly would not consider that as an artistic act, but as a reckless behavior showing disrespect. It is just as if someone rode your bike, without your permission, to perform some stunts and then brought it back to you and expected you to appreciate that. That is insane. Inversely, if the tagger performs on a spot where it is regulated and permitted (like the 5 Pointz site), I would get to see his pieces from a positive perspective. In conclusion, graffiti is basically an artistic performance that contains talent and aesthetic vision. It also is very expressive and meaningful. But, some taggers use individuals’ and public properties without their permission displaying gang-like negative messages and vandalizing our urban scenery which makes many of it considered as a criminal act. What distinguishes between graffiti being art and graffiti as an act of vandalism is the intent of its producers and the spots they chose to display their pieces. As people continue to live, there will continue to be inventions of new methods of social expression.

Human Resources Task Essay

First, we need to ask what performance appraisals are. They are â€Å"The identification, measurement and management of human performances within an organization.† (GOMEZ-MEJIA, 2010) Performace appraisals are popular and used world wide to measure personal and team performace. Performance management has increased with the gripping economy and having less to do more. Managers have always thought of optimal performance, yet a poorly written performce appraisal has a devistating impact on the employee, the manager, and the company. Today we will discuss the negative affects of a poorly written appraisal and the positive affects of an effective written appraisal. We will cover the steps to take, the information to include, and the expected end results of the appraisal. Covering the core competencies is critical, they include: Inclusiveness, Stewardship, Problem solving and Decision Making, Strategic Planning and Organizing, Communication, Quality Improvement, Leadership, Service Focus, and Teamwork. So, are apprasials needed? Absolutly†¦the appraisal system identifies and ensures we retain the best employees. It gives an outlook of who can best do what, and where best to utilize them. It ensures they reach their highest potential within the company. It allows managers to provide coaching and feedback to the employees so they can improve performace levels in identified areas. Affective appraisals inhibit improvement and development of employee performance. On the other hand, they may be a source of justified legal documentation resulting in discussions or termination. Performance appraisals are critical when it comes to our customers, their survey comments are a source of manager documentation that allows a solid source for a well written employee appraisal. Our customers are our business, and without them our company would fail. (Levinson, 2003) Bonuses are also dependent on appraisals as they provide a fair and reliable merit system. Employees are evaluated on the exact same criteria. Target goals are based on performance and results, and are measures of expectations applying to all employees equally. Discrimination is also avioded as the employee (or team) is able to write their own successes down and have the ability to ensure they represent themselves as the best employee (or team) who deserves the highest (or lowest) recognition. Employees have to see the value in the appraisal system, and if the managers don’t display that value then the system fails. As managers embrace the system and its value, so too will the employees. This will lead to stronger performances as they take ownership in their own success. In short, Performance appraisals save time, inhibit accountability, reduce conflict, increase efficiency and consistency, and promote manager involvement in overall performance. They allow the employees to have a direct clarification of expectations, performance level, self-assessment of performance, and a clear idea of where they need to improve to attain their and the companies expected level of satisfaction. The company then benefits through time management savings, accountabiliity of managers and employees, accuracy in appraisal ratings, increased productivity, employee retention, and increased communication of expectations. PRE-APPRAISAL Collecting accurate data and documentation (D&D) allows an employee/supervisor/manager to create a solid performance appraisal. The day the employee is hired, both positive and negative D&D begins. How you collect D&D is up to you as a manager, but normally it is collected using emails, feedback from team members and the employee, performance reviews, status updates from different projects the employee is working on, knowledge of work scope, communication skills, customer feedback (when used appropriately), work attendance, and finally taking your own notes. These forms of communication and D&D collection will provide for the necessary  information in writing a firm and accurate performance appraisal, benefiting the company and the employee. It is important to know how and what is measured on a performance appraisal; quality and quantity of work performed, and social efficacy are examples of what is to be measured. (GOMEZ-MEJIA, 2010) Performance will certainly differ subject to occupation description and team objectives, yet company business goals will not differ and relevance between the two must correspond with one another. This is a serious tool for management as it has the potential of corrupting a respectable performance appraisal system Now lets address the social part of what should be in a performance appraisal. An easy way to approach this is to ask; what needs to be addressed? Areas and information might include: development intervention, establishing organizational mechanics and progression opportunities. It’s a must to discuss policy initiatives in order to govern company results. Using self-assurance, diverse assistance, joint ventures, area amalgamation and development will assist in the electives and results we are pursuing as a company. Looking back to prepare for the future minimizes and avoids common mistakes, benefiting all members. The following evaluation tools help prevent negative impacts using the pre-appraisal evaluation; relative, absolute, trait, behavior, and outcome. Let’s take these one at a time and strengthen our understanding of each. Relative – a supervisors tool used to compare employees one to another that perform the same work. An example of this is to classify employees to different categories of top, middle, and lowest; then from best to worst. It forces supervisors/managers to rank employees differently rather than equally (ranking employees the same, in effect, inulls the value of the appraisal). The downside is it also creates a difference in performance between employees when there may be none. Absolute – employee performace appraisals are according to company standards only. Supervisors s a better opportunity of a higher rating than that where  the relationship isn’t as strong with use a rating system from 1-10, lowest (1) to highest (10). The downside is that supervisors differ on who should be a 6 and who should be an 8. No consistency exists between supervisors. Personal favorites due to a strong bond between employee and supervisor haanother employee. As with all companies, supervisors change leaving the favored employee at a disadvantage because his next appraisal will not be based on the relationship he/she has with the supervisor. Integrity in the appraisal system then becomes questionable. Trait – consistent and enduring traits of the employee are judged by supervisors. These traits include: reliable, dependable, proactive, diligent, great leaders, and great followers. Keep in mind that these are easily defined but hard to find in employees. The downside; bias occurs wheather intended or not. By virtue it is, unfortunately, unusable in a legal case if requested by the courts. Behavior – this is tool takes time to prepare as employees are ranked based on employee participation in events or meetings, and timeliness to attend such events and meetings. Appraisal comments are very tangible and exact, but essentially are only illustrations of preferred behavior. They measure from 1-10, poor (1) to exceptional (10), and allows employees to assertain which behaviors are favorible and which are not. The downside is because the comments are illustrations of preferred behavior, the actual behavior is perceived rather than authentic. Also, when company changes happen, it’s possible the change can nullify the measuring system of the appraisal. Outcome – employee result focused appraisal tool. This tool can be compaired with the Management By Objectives (MBO) system. There is litheness in rating the employee because bias is eradicated, a clear well-defined standard is set as a measuring tool and allows the employee to achieve the companies objectives. The downside is this tool focuses on output rather than quality and includes areas like: production numbers, and quantity not quality of products sold. If you have produced or sold 2,500 shirts in one day, but the seams in half the sales are defective, you cost the company more money than you made it because now you have to replace those defective orders. Now lets cover which evaluation method a company recognizes for their performance appraisal method. There are 2 common models used; competency, and 360 degree. Competency Model – a model used to measure observable qualities and characteristics employees display in successfully performing job tasks. A great deal of time is spent developing this model, but once complete it is effective in meausuring and developing a sustainable human resources, products, and financial areas within the company. The downside is there is a fineline between personality and performace traits. Supported forms of discrimination are not what a company wants in their performace assessment tool. 360 Degree Model – more of a global approach to measurement. It provides feedback to managers and administrators to review in determining objectives and goals a companies work components can work towards. This feedback consists of peer evaluations, subordinate evaluations, employee evaluations, employee interactions, and company performance from all viewpoints. Each pertinent to the performace objectives the company is attempting to attain. Employees want to promote within their division or company, and in order to do that they must have a clear and direct goal to follow. Employees may be strong in certain tasks, and weak in 1 or 2 others, so too are companies when evaluated. Identifying the weak areas and addressing them head on, the employee and company are destined to succeed. The 360 degree model gives a clear view of where the company stands with reaching their goals and objectives. POST APPRAISAL ACTIVITIES Now that the appraisal is complete we are done right†¦.wrong, we still have to create a plan for improvement and development for the employee. This is called the post appraisal activity as we are now working on making a good employee a great employee. Important during this time are the supervisor/manager records of the employees precise performance. Employee participation is critical as they may discuss how they perceive their  performace to be, allowing the supervisor/manager to develop a plan of continued growth based on both parties’ feedback of each objective. In order to attain a higher level of efficiency and sustainability, a proper evaluation proccess gives the needed information for this success. In order for progress to proceed, it’s imperative that we look back at lessons learned from our performance appraisal system. It gives a snapshot of where changes are required to minimize past faults, and imperious in developing an action plan. Distinct and detailed actions plans are imperative for employee comprehension of objectives and goals. As adjustments are identified and made, the action plan is created and offered for immediate action. They must be inspirational, measurable, specific, and attainable so as to promote compliance for success. Results are key and relevant to action plan success of company goals and objectives. Modification and time bound, these goals must be effective during implimentation. Now we need to close the plan once its been finalized. Performance appraisals are implortant to the employee because they want to see if the supervisor/manager has the same vision of their performance as they do. It is important to the company because they want to have the best success with the best employees, this is a way of measuring that success and making changes where necessesary to ensure that happens. It’s important that the employee be an active member of the closing of their performance appraisal as this is a time to celebrate their succcesses and action plan for increased success. It also gives management the opportunity to instill in the employee that they are a valuable asset to the company and want to ensure they succeed at all levels. An bi-annual review of the action plan allows both the supervisor/manager and the employee time to make adjustments where needed to ensure the path to success is achieved. It’s my recommendation that we use the 360 degree model as it offers more of a snapshot of where we are, where we need to be, and an action plan to get there. This model offers the greatest opportunity for a prosperous result  in our employee and companies success. I recommend a review of our current performance appraisal system be completed by the Human Resources Department with changes being presented to the Board of Directors within 45 days. Finally, I recommend annual training to our supervisors and managers starting immediately within 30 days to ensure they are up-to-date should these changes be implemented. The training will ensure that the staff is in strict compliance with the guidelines are equal for everybody. Communication is key to this being successful as it minimizes the opportunity for error. FEEDBACK MISTAKES Would you agree that employee development is extremely important? Of course it is†¦yet one of the â€Å"faults† a manager makes is they fail to provide timely performance appraisal feedback to the employee throughout the year. The employee has no way of improving in key areas because the manager has waited until the end of year performance appraisal to provide the feedback. This is an injustice to both the employee and the company as the employee now feels victimized, or targeted and becomes self-justifying in their response and actions. DO NOT WAIT†¦if you do the only feedback you will have on the appraisal will be negative because there was nothing the employee was aware of that needed improvement. Providing feedback throughout the year will balance both the positive and negative comments (hopefully more positive than negative). As the employee receives this feedback throughout the year, it reassures them that their manager and company have their best interests at hand, and that the feedback is to ensure they succeed to their fullest potential. A successful employee is a successful manager, something that must be emphasized in Manager’s meetings. I cannot stress enough how important that keeping notes on employee performance throughout the year is critical. Far too often, the most recent of events will bear the greatest of weight on a performance appraisal, I call this â€Å"Overstating Performance† reviews. The problem with this is it appears that the employee was only successful toward the end of the appraisal period, making it look as though he did not give that 100% throughout the rest of the year. This lack of leadership and understanding of the importance of the performance appraisal  system leads to reviews of imbalanced assessments. This is an injustice to the employee and undermines what the performance appraisal system is created to do. It has a high probability that average employee performances will receive exceptional reviews, and exceptional employee performances will receive average reviews. Unfortunately when this happens it becomes a â€Å"time period† based performance appraisal instead of a yearly review, and there is no time period where we have exceptional employees all the time; it just doesn’t happen! Keeping notes throughout the year allows the manager to systematically create a timeline of events that leads to an accurate and fair performance appraisal. It is up to the manager to ensure accurate employee performance reviews are conducted, and note taking throughout the year is critical in writing accurate re Being too critical on employee performance appraisals is not constructive criticism. Negative comments are a form of constructive criticism when given in moderation; employee inclusion is critical when devising a plan of correction for self-improvement. Likewise, being too critical is detrimental to employee morale as they feel they are worthless and cannot perform to the standards set by their manager. We want the employee to understand that they are valued, and critical to the success of the company. Being able to portray this while giving negative feedback takes time, skill, and an understanding of an employee’s limits of self-worth. We need to know our employee and how we can help them be successful without being too critical, yet still being constructive. It is imperative we maintain an open line of communication to make this happen. So we know that being too critical is negative in itself, so too is not providing the constructive guidance for employee improvement. Constructive advice must have value, and insure the employee feels and sees the legitimacy in the employee appraisal system. It is important that they know we want to see them succeed and promote within the company so they can feel pride and self-worth. When they see the value constructive criticism has in the appraisal system, they see a future the company has to offer. Being critical is good, but being critically constructive is better. The manager needs to know that when they provide constructive criticism, they must hold the belief that the employee is capable of making necessary changes to be  successful. The employee needs to know that applying the constructive criticism displays their abilities and desire to remain and promote within the company. Rather than being too favorable or damaging, it should be our goal as managers to give an honest a ssessment; allowing the employees to understand and increase in value what the appraisal has to offer also increases the opportunity to be successful. The appraisal should offer an equally balanced assessment of what the employee is doing correct, their accomplishments, what they need to work on, and (if any) failures with lessons learned. Again, taking notes will allow for an equally balanced assessment that guarantees to promote success with the individual employee and the company. Finding value in the performance appraisal takes interaction between the manager and the employee, not just the manager talking. Both the manager and the employee need to be able to talk and listen, creating an environment of trust, understanding, responsibility, and accountability. The appraisal system is not designed to be a one-way discussion. Employee interaction is not only pertinent to a successful appraisal, but also necessary for understanding underachieved job performance. Two-way communications is required for both parties to attain common goals and realizing the importance in achieving those goals in the upcoming year. This two-way communication requires that the manager be prepared ahead of time by reviewing his notes from the previous year, listening to the employee and not just appearing to be in the same room, and not interrupting the employee when he/she is talking. Proper scheduling is very important, because you want to allow yourself enough time to read over the review, listen and communicate with the employee, wrap up the review once the employee has left, prepare for the next review by going over your notes on the incoming employee, then do it all over again. If your schedule does not allow for extra time, one employee Smith’s appraisal information is sure to be mixed with employee Wright’s appraisal information. This would be a drastic oversight as a deserving employee may receive not so deserving results. Scheduling a break between reviews will minimize this risk preventing a miss rating of employees. As we identify a problem in the performance appraisal process, managers must focus on the employee and not the performance, (GOMEZ-MEJIA, 2010) as this allows the manager to be objective. The employee needs to know their manager is more concerned for  their individual development. Keeping that two-way communication is instrumental to a successful relationship, appraisal, and success of the manager, employee, and the employee then takes possession in their success, and personal and professional growth. Employee performance is what we are looking for; allowing the employee to actively discuss future goals builds trust between the manager and the employee. The employee’s future success is up to them, and taking an active role in setting achievable goals for the upcoming year they are also able to communicate possible solutions to current performance levels. HOW TO ACHIEVE PEAK WORTH Performance appraisals are usually divided into two separate categories: Performance evaluation and salary judgement. (GOMEZ-MEJIA, 2010) The supervisor/manager provides feedback from the performance review so the employee can better comprehend the cooresponding performance score they attained. Relative advice is needed for employee understanding and compliance. During the performance appraisal, the supervisor/manager must become a mentor to support, teach, encourage, and energize employee and team members while providing guidance. If the employee/team believe in their abilities, they are more likely to adapt and overcome. As a supervisor/manager, it’s critical that you perfect the skill of giving guidance in a positive manor to develop their performance . Supervisors/managers want their employess to display passion, drive, skill, and belief that they are the best qualified to ensure optimal results. When the employee is assisted by his manager to move them above his position, then the manager becomes a pronounced leader and is the foundation to a companies capability to endure trying times. A managerial assessment is required on the staffs performance. It concentrates on providing appraisal feedback for administrative conclusions. Next, managers must recognize and deliver advice/feedback for the action plan with a emphasis on proficiency expansion. This process needs to involve the employee as they generate the prosperous results creating the  companies success. In the closing phase, the manager and employee discuss the action plan, it’s timeline, and their successes. All performance appraisals should be the same across the board, meaning there is no change based on position or reputation within the company. Once the performance appraisal and action plan are offered, they must be signed by both parties with the understanding that they are both in agreement with the appraisal, the action plan, the timeline, and have a new found commitment to working as a team to reach the anticipated result. THE BENEFITS Why is it necessary for our employees to succeed? Because their success is the companies success, it’s the only time we benefit. With the employee and manager on the same page and working together for a common goal, it aligns their actions with the goals and objectives of the company. Our companies future depends on how much time and energy we invest in our employees. Image is everything (so they say) and when we can display successful employees, then we have the image of a professional organization that invests in it’s future through it’s employees. Employee turnover rate reduces with a successful appraisal system in place, experienced managers, and professional employees. All these contribute to production increase, contractural agreements met, and customer/employee satisfaction. As an employee takes interest in the success of the company, they are able to relay their approval through great customer service and word of mouth (creating that positive image). Largely the internal philosophy and image of the company improves, profit margin increases with lowered revenue loss and is the single most significant stock we as a company must invest in. EVALUATIONS OF TEAMWORK There are different approaches to teamwork evaluations; these are a few:  ·Managers rate team performance centered on pre-set standards, also known as the Traditional performance review. Team performance assessments can be idiosyncratic, creating very little change, if any, in total performance.  ·Another evaluation type is called the 360 degree assessment, this type includes feedback from what I like to call the â€Å"4 corners†; managers, peers, supervisors, and customers. This type of assessment, or review, displays strengths and weaknesses based on thorough feedback from a 360 degree â€Å"4 corner† view. Unfortunately there is a drawback from this type of multi-source assessment, deciphering the information requires education and training. Once the information is properly interpreted, then performance growth sprouts like fruit on a tree. (AMISANO, 2012)  ·A third type is called objective performance appraisals. This type takes a set of pre-determined objectives and goals and evaluates them based on similar job titles. As this is effective in Individual performance appraisals, it has no bearing on team performance appraisals.  ·The concluding evaluation selection is a team performance appraisal. This assessment type allows you to have an overview of team compatability and performance in a team building environment. This type of evaluation consist of common principles, team effort, and actions achieved on the project. (AMISANO, 2012) Team evaluations are based on financial results, not individual performance results. This type of assessment takes a different approach in that you now are rating based on vital performance indicators like:  ·Customer service quality  ·Marketplace success  ·Financial strength  ·Individual growth  ·Team growth  ·Product deliverable quality These areas, as deemed by leadership as necessary measurement factors, can include other areas as approved by the appraising authority. All approved areas are used in evaluating the team as one entity and how that team functions. It’s important for you to know that there are two sections to team evaluations 1.The individual contribution to team performance 2.The team performance as one entity Outcomes, traits, and behaviors are the areas a manager uses to assess the individual contribution to the team, and behavior measurement assessment for individual involvement to the group’s outcome. (GOMEZ-MEJIA, 2010) This is another system that needs to be in balance when evaluating. For example, we would not use the same standards of measuring financial goals as we would with customer service approval/fears. (GOMEZ-MEJIA, 2010) It’s imperative that the result measurements compliment the measurements of the method. Results are important, but strong personal relationships are what drive team performance to success. A new team will not assess the same as a veteran team that has built a relationship of trust, knowledge, and teamwork. It takes time, education and training to be a successful team member, this is where the team assessments come to play. They assist new members in becoming solid team performers in a limited amount of time. These team assessments are essential in ensuring that they swiftly align with company goals and standards while minimizing undesireable behavior. Criteria influenced by team members must be united with assessment measurements to be effective. Team performance appraisals are specific, calculable, achievable, outcome determined, related, and time assured. Every team member provides feedback to management during their assessments, this is called team inclusion. Team goals must be prioritized by importance as it provides a timeline of tasks forthcoming, and allows focus to be shifted where needed. Teams are a relationship that must be nurtured prior to being effective. As issues arrise, team members are able to adequately adjust and apply changes necessary to avert disaster and solve the issues. This is important because minimal time is spent on a damaged processes and channeled to  product progression. Downside to team assessments are that some members of the team who are not as productive and not pulling their weight, receive acculades on project milestones when in essence they ought not. Employees prefer individual performance appraisals because of this reason. Their work ethics and sacrifices are who they are, and to be judged by somebody elses is an injustice that depletes morale and professional development. RECOMMENDATION Due to the amount of research completed, I feel confident in recommending the use of the 360 degree appraisal model to impliment integration of the individual performance appraisal with the individual contribution to the team appraisal and an overall team performance appraisal. Allowing the combination of appraisals ensures accurate assessments of all employees and how they performed as a team. Following previously mentioned tools, supervisors and managers will utilize all feedback from employees, customers, and individual notes to accurately evaluate the employees. The employees will evaluate their individual performance, they will evaluate their team members performance, and be evaluated by each of the team members resulting in a 360 degree evaluation method. This becomes critical as it separates individual assessments from team assessments so credit is given where credit is deserved. Team performance evaluations are also recommended to use the 360 degree appraisal model. A 360 degree snap-shot view allows the manager to see team performance and functionality from all angles. It exhibits if the team is aligned with company goals and objectives. Utilizing the following evaluator approved evaluation areas, we are able to include the finance department, customer service department, Marketing department, and the quality assurance department in the feedback stage of the assessment.  ·Customer service quality  ·Marketplace success  ·Financial strength  ·Individual growth  ·Team growth  ·Product deliverable quality With feedback from all these sources, including the managers notes, we will create a baseline to revisit when measuring growth. An precise blueprint minimizes risk! TEAM V. INDIVIDUAL ASSESSMENTS Parameters, Objectives, Results, Recognition The differences between Team performance evaluations and individual performance evaluations are simple. Individual evaluations require an individual to be hired, provided a job position that comes with a job description with job responsibilities requiring accomplishment. As managers we then have a baseline of the job description and responsibilities, by which we can then evaluate their performance in accomplishing (or not) said job. After which we rate that performance by comparison to another employee with a similar or same job title. The result is a direct reflection on the employees individual performance. He/she takes ownership of their evaluation without fear of other employees mis-deeds. Team evaluations have pre-set conditions approved by the evaluation team and aligned with the company goals and objectives for a determined project. Generally team performance is a result of team member effort, and therefore performance (good or bad) is reflected on the rating of team members. Evaluation results differ based on team member abilities, training, self-reliance, knowledge, and communication. It only takes one bad apple to spoil the harvest, meaning if one team member fails at their part of the mission, the whole team looks bad and receive a disearning review. On the flip side the other team members may be skilled enough to overcome the one team members incompetency and still complete the project on time, under  budget, and to the customers satisfaction. In this case the whole team most likely will receive a great review, including the employee who did not succeed. While the most common appraisal is an individual performance appraisal, companies see the benefit of using team power to complete assigned tasks. As this team-oriented change happens, having team performance evaluations on hand has given us an unfair advantage as we now have a baseline for future team performance evaluations. We know what works and what doesn’t, we know what to look for and what to avoid. We have the tools required at our disposal to ensure our team performance evaluations become flawless. Having said that these evaluations tools can easily be imprudent in a way that causes caos and frustration among team members. That is why it is important that my previous recommendation be taken seriously and implemented immediately. As for recognition, Individual performance evaluations are subject to bonuses, salary increases, and promotions. Team performace evaluations are trickier, but not impossible. If my recommendation is implemented, it becomes a lot easier as we then can include individual contribution to the teams success (or failure) rather than to the team as a whole. Imagine the conflict that would take place if a team failed to successfully accomplish a task because of one team member, and because of that team member they failed to receive recognition for their individual successes. SUMMARY ANALYSIS Performance appraisals: 1.Improves the development and overall performance improvement of the employee 2.Aligns employee performance with company strategy  3.Defines and aligns strategic planning for the employee to emulate (GOMEZ-MEJIA, 2010) 4.Justifies legal action (termination) due to documentation, as well as promotions, bonuses, and raises. 5.Promotes a professional image Progression Planning 1.Needed for future stability 2.Removes fear, instability and uncertainty when leadership changes 3.Delivers our company mission and strategic priorities (GOMEZ-MEJIA, 2010) 4.Investment is with our employees, and therefore with the guaranteed future of our company. Team Appraisals 1.Teams identify issues and initiate change for faster resolution (GOMEZ-MEJIA, 2010) 2.Increased productivity as less time is spent identifying an issue and a resolution implemented 3.Production progression is amplified 4.Teams are an investment as society and the environment dictate change 5.Teams are what make progression planning a success. We owe our stakeholders and ourselves to remain professional, profitable and ethical in our business and personal lives. It is only right to invest in those who invest in you, and that is what our company is dedicated itself to accomplish. Their investment in you guarantees their investment in the company’s future. It is a obligation we can accomplish using the proven tools provided†¦strong performance appraisals creating better employees, a progression plan with strong teams to ensure results and growth. Increased revenue is due to the tools we have in place; it is due to customer satisfaction, increased profit margins, employment gratification, and a riveting public image projecting International quality Works Cited AMISANO, C. (2012, OCTOBER 17). METHODS FOR EVALUATING EMPLOYEE & TEAM PERFORMANCES. Retrieved October 17, 2012 GOMEZ-MEJIA, L. (2010). MANAGING HUMAN RESOURCES, SIXTH EDITION. INDIANAPOLIS: PRENTICE HALL. Levinson, H. (2003, January). Management by whose objectives. 81(1), pp. 107-116. Univeristy of California, B. (2012, October 24). Human Resources at University of California, Berkeley  © UC Regents. All rights reserved. Berkley, UC. Retrieved October 24, 2012, from Core Competencies and Behavioral Anchors: http://hrweb.berkeley.edu/files/attachments/behavioral-anchors-matrix-core-competencies.pdf

Amending the U.S. Constitution

The Constitution is considered as the fundamental law of the land. This holds true because it lays down the basic laws that govern governmental activities. It also provides the rights that every citizen enjoys. In addition, it serves as a guide in the policy-making of the government. Historical accounts reveal that certain provisions in the Constitution become necessary depending on the acts of the government. Through time, demands also change, and in meeting these demands, the need for change arises. Thus, the Constitution allows itself to expand by virtue of ratification or amendment.This has been inculcated in Article V of the Constitution which states the amendment process. Constitutional Amendment Procedure In amending the Constitution, the proposal has to undergo a tough and strenuous process. By virtue of Article V, Constitutional amendment can be done in two ways and requires the process of proposal and ratification. The first way of amending the Constitution is through a pro posal emanating from the Congress. When Congress wants to make amendment, the proposal shall be approved by a two- thirds vote of each house of the Congress (Oatman 9).If the required vote was met, the proposal will be sent to the states for ratification (Oatman 9). In the state legislature, a vote of three- fourths of the states is required for the proposed amendment to be ratified. The second way of amending the Constitution is through a proposal coming from the states (Oatman 9). In this method, two- thirds of the states need to agree on Constitutional amendment. When the required number is met, the states will request for Congress to setup a Constitution Convention where an amendment will be proposed (Vile 1).Three- fourths of the states in the convention must ratify the proposal before it becomes part of the Constitution. During this process, the Congress specifies either to do it through legislature or through special ratifying conventions (Vile 1). In any of the processes, an y state should not be deprived of their right to equal representation, unless they have consented to it (Vile 1). From the Constitutional amendment processes provided, it can be inferred that such entails majority and strong common agreement on the proposal.In addition, in each process, the federal government plays a vital role. Thus, the Constitution itself is federal in nature (Vile 1). Reasons for Establishing the Methods for Amending the Constitution Prevention of abuse of power is one among the reasons for adopting the above stated procedures. When Article V was being deliberated in Congress, George Mason perceived that abuse of power may result if the consent or the power to propose amendment be left alone with the Congress (Labunski 127).On the other hand, if the power to propose is granted to the states alone, they may also abuse their power, and Congress will have no way to interfere. Thus, the deliberation ended with participation of both federal and state legislature. Ano ther reason is the prevention of other amendment processes that involve violence and chance which happened during the British era (Vile 2). Through the processes recognized by the Constitution, any proposed amendment will have to pass an â€Å"an easy, regular and Constitutional way† (Vile 2).Thus, the established Constitutional amendment was meant to preclude abuse, violence, and by chance procedure in amending the Constitution. Successful Amendments: The 13th Amendment Among the successful and popular proposed amendment is 13th Amendment which states: â€Å"Neither slavery nor involuntary servitude, except as a punishment for crime whereof the party shall have been duly convicted, shall exist within the United States, or any place subject to their jurisdiction† (â€Å"Constitutional Amendments†).The said amendment further states: â€Å"Congress shall have power to enforce this article by appropriate legislation† (â€Å"Constitutional Amendments†) . The amendment was proposed on January 31, 1865 and was ratified on December 6, 1865 by both North and South states of America (â€Å"Constitutional Amendments†). The impact of the amendment was overwhelming as it was as useful tool in eradicating slavery in the country. Moreover, it grants the Congress to legislate laws to enforce the first part of the amendment.Unsuccessful Proposed Amendments: ERA There are also several proposals which did not pass ratification, such as the â€Å"Equal Rights Amendment† or ERA which was intended to establish equality of men and women (â€Å"Constitutional Amendments†). Despite its zealous purpose, the proposal was not ratified because the number of states that approved it was not met before the deadline, even if it has been extended (â€Å"Constitutional Amendments†). It seems that several states were unwilling to express equality among men and women in the Constitution.Perhaps, the proposal failed because of its impe nding threat to the dominance of men. Based on the above stated, it can be clearly concluded that amending the Constitution is not an easy task. Moreover, Constitutional amendment entails the participation of all levels, from state to federal government, because of the public interest that proposals raise. Furthermore, the required vote is abundant enough to strongly establish the willingness of the majority. Conclusion The process of amending the Constitution is not an easy task, nor is the process simple.A state that wishes to make amendments passes a strenuous procedure which starts from petitioning the Congress for a convention to ratification. The convention will not be formed if the states fail to meet the required number of states. On the other hand, the Congress, voting separately, has to meet also the required number in order to make proposals. The Congress then passes the proposals to the states for ratification. Hence, in amending the Constitution, regardless of the propo nent or origin of the proposal, both the state and federal governments are involved. Works Citedâ€Å"Constitutional Amendments† 2008. US Constitution Online. 20 August 2008 . Labunski, Richard, E. James Madison and the Struggle for the Bill of Rights: And the Struggle for the Bill of Rights. New York: Oxford University Press US, 2006. Oatman, Eric. Amending the Constitution. Pelham, NY: Benchmark Education Company, 2006. Vile, John, R. Constitutional Change in the United States: A Comparative Study of the Role of Constitutional Amendments, Judicial Interpretations, and Legislative and Executive Actions. London: Greenwood Publishing Group, 1994.

Analysis Of A Linear Accelerator

Analysis Of A Linear Accelerator Nowadays patient with cancer are treated by radiation, surgery, chemotherapy or with a combination of these options. The radiotherapy treatment unit used to deliver radiation to cancerous cells and tissues is the linear accelerator, also known as linac. The linear accelerator has been defined by Khan F. M. (2003) as a device that uses high-frequency electromagnetic waves to accelerate electrons, to high energies through a linear tube. The electron beam itself can be used for treating superficial toumors, or it can strike a target to produce x-rays for treating deep-seated toumors. The energy used for the radiotherapy treatment of deep situated tissues varies from 6-15 MV (photons) and the treatment of superficial toumors (less than 5cm deep) is between 6-20MeV. (Khan, 2003) The purpose of this essay is to describe a linear accelerator, analyse its components in the stand and the gantry of the linac, and explain the principles of operation and then discuss why it is best situated to the task for which it was designed. Some advantages and disadvantages of the linac will also be included in the discussion part of the essay. Main body: Figure 1:http://www.cerebromente.org.br/ As you can see from the schematic picture above, the major components of a linac are: Klystron: source of microwave power Electron gun: source of electrons. Waveguide (feed and accelerating waveguide): microwaves travel through the feed waveguide and then to the accelerating waveguide, where electrons are accelerated from the electron gun. Circulator: a device that prevents microwaves of being reflected back from the accelerator. Cooling water system: cools the components of the linac. Bending magnet: â€Å"A bending magnet is used to change the direction of the accelerated electron beam from horizontal to vertical.† (Hendee et al, 2005) X-ray target: electrons hit the target and produce x-rays. Flattening filter: even out the intensity of the beam. Ionisation chambers: they control th e dose leaving the head of the linac. Beam collimation: shape the radiation beam to a certain size Klystron: There are two types of microwave power. The klystron and the magnetron. Magnetrons are used for lower energy linacs. In the high energy linear accelerator klystron is used. All modern linacs have klystrons. Both klystron and magnetron are special types of evacuated tubes that are used to produce microwave power to accelerate electrons. (Karzmark and Morton, 1998). â€Å"The tube requires a low-power radiofrequency oscillator to supply radiofrequency power to the first cavity called the buncher.† (Hendee et al, 2005) In the bunching cavity, electrons produced from the electron gun, are bunched together to regulate their speed. The microwave frequency is thousands times higher than ordinary radio wave frequency. For a linac to work, the microwave frequency needed is 3 billion cycles per second. (3000MHz) (Karzmark and Morton, 1998) Electron gun: The electron gun is part of the klystron. Here, electrons are produced and then accelerated to radiofrequency cavities. The source of electrons is a directly heated filament made from tungsten, which will release electrons by thermionic emission. (Bomford, 2003) Tungsten is used because it is a good thermionic emitter with high atomic number, providing a good source of electrons. Klystrons usually have 3-5 cavities, used to bunch electrons together and increase microwave power amplification.

Is Political Intelligence a Powerful Form of a Leader Research Paper

Is Political Intelligence a Powerful Form of a Leader - Research Paper Example Intimidation, being a common managerial style among current business managers is gaining popularity in the corporate world. According to Kramer (2006), although subordinates find intimidating leaders rather tough and hard to deal with, these leaders, and managers find the style rather effective in managing their subordinates. Intimidation involves a number of elements, which prompts subordinates to work according to the desire of the managers. Subsequently, the managers in the organization decide on the most effective way of handling their employees. The bottom line of this research’s argument; leaders have to be intimidating and equally tough in order to achieve results. However, achieving intimidation for a leader does not happen automatically in an organization. The manager has to show readiness and willingness to coarse a number of individuals in order to achieve results. How effective then is this managerial style to a manager? The fact that subordinates are responsive to its application is the main reason why the author believes ion its efficiency. Addressing managers, the author argues that the most effective method that managers can use to achieve results is the use of a political style of leadership. Without any form of compromise, a manager can get subordinates to achieve results whenever he wishes. For instance, in an organization whose subordinates show an unwillingness to handle their work, the manager can effectively use this style of management in order to achieve results.