Smith, the amount of Smith it takes to become a Smith :: essays research papers

SOCIALSECURITY.COM The web site for social security and retirement information. The purpose of this site is to provide up to date social security and retirement information and how to get answers to your questions. This website is a private web site and is not associated, authorized, affiliated with, or sponsored by any goverment, nor do we claim to be. Official worldwide government links for social security can be found on our questions and answers category located on the socialsecurity.com home page. If you have any ideas for enhancing this site or if you have any information you would like posted, please email us at webmaster@socialsecurity.com Please choose ONE of the following links: 1 -To receive the Social Security Benefits Handbook click here. This comprehensive guide answers many of the questions individuals seek regarding social security benefits. Easy to read. Highly informative. If you are looking to maximize your benefits, get everything you deserve and minimize the red tape, then this book is a must. Ordering is handled through Amazon.com at a substantially discounted price. After ordering please use you browsers back button to return to this page and then click the Socialsecurity.com home page link. 2 - FREE HEALTH or LIFE INSURANCE QUOTES. It's Absolutely FREE for all SocialSecurity.com users. You can even get FREE QUOTES for AUTO INSURANCE. You may get quotes for all your insurance needs. No obligation whatsoever to purchase. 3 -Go to Socialsecurity.com home page. You can use your browsers back button to return here from any linked sites. REMEMBER TO BOOKMARK THIS PAGE e-stablished 3/16/98. Disclaimer DISCLAIMER This web site is designed to provide information in regard to the subject matter covered. It is provided with the understanding that the publisher of this information is not engaged in rendering legal, or other professional services. The publisher is not responsible for any misrepresentations or errors regarding information listed here or on any linked sites. All information provided is for informational purposes only. We are not responsible for the reliance on this information. If legal advice or other professional assistance is required, the services of a competent professional person should be sought.

Malcolm X Essay

During the 1960’s, the powerful speeches spoken about equality by two men about black empowerment, ultimately lead to them to their deaths. The words spoken by Martin Luther King Jr. and Malcolm X were so strong and influential, helping them gain great audiences and followers. King preached out over the â€Å"brotherhood† among races, and the importance of non-violence. Malcolm X, also advocated for the end to segregation, but emphasized the needs for blacks to become independent of the white man, and stand up for themselves. Both King and Malcolm X had similar goals in their minds, but took distinct paths to attain those goals. Both of their many speeches varied with great distinction. While the content and underlying ideas of the speeches may have different examples and ideas, they both use many common literary devices and rhetorical strategies to attain their audience’s attention. It is through Malcolm X’s use of emotion, together with the use of other strategies, that he ultimately created a more passionate influence on his audience. The early lives that these men lived had much influence on how they would later view racism, and speak out on segregation. Martin Luther King Jr., born Micheal Luther King Jr., was raised with a middle-class family, where his mother and father stressed the importance of obtaining an education (Martin). Malcolm X, born Malcolm Little, came from a place filled with fear and danger, where the â€Å"Klansmen shouted threats and warnings [about how] ‘the good old Christian white people’ were not going to stand for [his] father’s ‘spreading trouble’† (X, Malcolm and 1). Malcolm’s early childhood experiences would be there to haunt him for the rest of his life. The experiences that these men encountered at a young age, planted the seeds to how they would flourish into the voices of the oppressed African-American people, and the ways in which they would deliver their speeches. Malcolm X, was furious at the idea that whites where trying to keep b lacks in their place, and were the reason why equality was still not being achieved. From a young age, Malcolm had suffered the effects of racism, never forgetting his eighth grade teacher telling him that â€Å"[he had] to be realistic about being a nigger. A lawyer- [that was] no realistic goal for a nigger† (X, Malcolm and 38). X, an intelligent student sharing similar dreams as King of becoming a lawyer, where soon shattered, causing him to drop out of school, and turn to drugs in order to get money. After being in jail for six years, Malcolm finally turned to Allah, where he began preaching black supremacy, and the separation between blacks and whites. Martin Luther King Jr.’s most prominent â€Å"I have a Dream† speech is lucid with its use of emotion, and all ­usion. King argues that African-Americans are not free according to the rights outlined in the United-States constitution. King not only presents his argument to the African-American community, but rather to all Americans, white and black. King delivers his argument successfully through his use of ethos. Throughout the speech, King alludes to his Christian morals, speaking out on how, â€Å"one day every valley shall be exalted, and every hill and mountain shall be made low, the rough places will be made plain, and the crooked places will be made straight; â€Å"and the glory of the Lord shall be revealed and all flesh shall see it together† (Luther King). King acknowledges the fact that the majority of his audience believes in Christianity, therefore understanding the allusion to the bible. Finally, King refers to his audience as â€Å"his people.† This implies that King sees his audience equal and also it shows that not only the black people are â€Å"his people.† King presents his argument towards freedom, strategically placing emphasis on his moral authority. Malcolm X, flustered by King’s peaceful approach to obtaining African-American rights, wrote, â€Å"The Ballot or the Bullet,† as a direct response to King’s famous â€Å"I Have a Dream† speech spoken only a month before. Like King, Malcolm appeals to the emotions of his young black audience, stirring them with anger; and simultaneously, striking fear into the minds of his white listeners. Malcolm’s goal for this speech was to persuade his audience to take action into their own hands and bring about a serious long lasting change. â€Å"The Ballot or the Bullet† begins with Malcolm’s attempt to connect with his audience. He begins by greeting both his friends and enemies speaking out, â€Å"I just can’t believe everyone in here is a friend and I don’t want to leave anybody out† (X, Malcolm. Speech). X, immediately grab s the attention of his audience by, identifying with them, also putting aside religious aspects and focusing on simply â€Å"working together and putting aside their differences to fight for their rights† (Critical). As Malcolm continues delivering his speech, his use of repetition keeps his audience aroused with anger. X repeats, â€Å"I am not†¦Ã¢â‚¬  allowing his audience to identify with him, especially when he says that he is â€Å"not an American, but a victim of Americanism† (X, Malcolm. Speech). Here, Malcolm has fallen victim to racism. When X refers to â€Å"Americanism† he refers to things the United States is guilty of, like sexism, racism, and the power that the government has over people. In this quote, he doesn’t feel like a citizen of America anymore, although he should. He is equal to everyone else, but is treated otherwise just because he is African-American. The strong and powerful words that these two men spoke out will always be remembered in the history of the civil rights movement. Although King is a heroine in the eyes of the movement, his methods of obtaining a change were very amicable. It was Malcolm X’s strong militant diction, and his power to stir the crowds’ emotions that helped him instill more passion in what he was arguing for. X’s approach may have arisen from his catastrophic childhood, instilling him to speak out on black supremacy, and the liberation from having the government having control over them. Nevertheless, King’s approach allowed him to gain more followers, but it was Malcolm X’s rage against the white man, that allowed him to create a more passionate audience. Works Cited Boyer, Paul S. â€Å"The Turbulent Sixties.† The Enduring Vision: A History of the American People. Lexington, MA: D.C. Heath, 1990. Print. â€Å"Biography.† Martin Luther King -. N.p., n.d. Web. 24 Sept. 2012. . â€Å"Critical Analysis: The Ballot or The Bullet.† Socyberty. Web. 02 June 2012. . Luther King, Martin. Speech. I Have a Dream. Washington D.C. 28 Aug. 1963. American Rhetoric. Web. 02 June 2012. . Malcolm X. Dir. Spike Lee. Prod. Spike Lee. By Spike Lee and Arnold Perl. Perf. Denzel Washington, Angela Bassett, Albert Hall, and Al Freeman. Warner Bros., 1992. DVD. â€Å"Martin Luther King, Jr.† SparkNotes. SparkNotes. Web. 05 June 2012. . X, Malcolm, and Alex Haley. The Autobiography of Malcolm X. New York: One World/Ballantine, 1992. Print. X, Malcolm. Speech. The Ballot or the Bullet. Cory Methodist Church, Cleaveland. 3 Apr. 1964. Social Justice Speeches. Web. 02 June 2012. .

Hrm Issues in the Premium Oil and Gas Case Essay

This essay is based on the Premium Oil and Gas Company (POG) case study. POG, as a global, company is functioning in diversified business environment. It causes in fact, a necessity to deal with varied internal and external environmental issues, that occur within the company. Internal business environmental issues are in control of the enterprise. External business environmental issues, on the other hand, are driven by factors, that are beyond the control of the company (e.g. legal issues). According to the executives, POG company aspires to become a truly global enterprise, known for its modern and meritocratic management, supported by outstanding learning organisation. Nevertheless, some major issues can be found at all levels where company operates. This paper is focused on POG strategic issues, related to human resources management (HRM) and is divided into three parts. The first section of this paper provides a brief overview of the company aims and outlines the essay scheme. The following section indicates and analyses two main HRM issues, related to POG case, including general justification of the choice made. At the same time, a series of recommendations for POG is provided, before conclusions will be presented in the third part. Two main issues defined by the author refer to communication and knowledge sharing aspects. In general, one of the most significant platforms for company issues to arise are the culture differences between co-workers. Since internationalisation strategies started being implemented by enterprises on a large scale and the number of multinational companies grew rapidly, also multicultural issues have become the substantial matter to deal with. For POG case, where westernized culture of the headquarter is confronted with eastern way of thinking in Azeri subsidiary (Hercules Meets Buddha), communication issue can be named as one of decisive factors affecting organisational side of the company. The main role of organisational communication (Elving, 2005) is to inform clearly employees about their responsibilities, as well as about company policies and issues. Secondly, communication leads to a better integration and community creation. Hancock and Zayko (1998) also indicate the importance of communication, whereas its lack often provides with resentments between employees. The communication levels in POG may be distinguished between Azeri employees (trainees) and their trainers/colleagues from headquarter, as also between Azeris within their group, what manifests itself in teamwork tasks. The most appropriate theoretical framework to analyse the communication issues in POG seems to be the concept of Hofstede’s five cultural dimensions (Hofstede, 2001) in relation to Azeri national culture. First dimension in this model refers to uncertainty avoidance, explained by Hofstede (2001, p.161) as â€Å"The extent to which the members of a culture feel threatened by uncertain or unknown situation†. In relation to POG case, there is a strong alienation, suspiciousness and reluctance of Azeri trainees to westernized corporate culture. These types of behaviour seem to be typical reaction on culture shock. In result, high level of uncertainty avoidance successfully reduces the efficiency in communication between them and their western colleagues. The second, and one of the most important dimensions in context of communication is power distance. Mulder (1977) as cited in Hofstede (2001), explained the meaning of power distance by comparison of power determinacy, which is unequal between less and more powerful members of a particular system. Countries like Azerbaijan, exhibit a high degree of power distance, which means that its citizens are a hierarchical society. As a consequence, several problems can be observed in POG communication skills trainings. Firstly, Azeri trainees are afraid of asking questions, as lack of knowledge is seen by them as humiliation. Moreover, there is a strong resistance of rising issues with managers in fear of undermining their authority and damaging relationships with them. Also trying to draw conclusions from mistakes is very difficult, as taking responsibility is uncommon for Azeri people. POG trainers find these behaviours in total opposition to the company brainstorming working patterns, consistent with open and free to ask POG culture. Another dimension in Hofstede’s model is individualism, as opposition to collectivism. There are several main differences between these assumptions (Hofstede, 2011). In individualistic social framework, only immediate family is expected to take care of its member (â€Å"I†- consciousness society). Individualistic approach is concerned with westernized cultures. On the other hand, in collectivist social framework, immediate family is extended to other relatives and non-relative in-group members (â€Å"We†- consciousness society). Definition, which more accurately describes Azeri society is collectivism, what POG trainers assumed to be a solid base to develop team working skills for them. However, as the practice shows, there is a strong recognition of inequality within the group members, resulting from status-conscious society model. In Trompennars and Hampden-Turner seven dimensions’ model (1997), status-conscious approach is defined as ascription theory, where status is based on position. Communication issues arise, when there is a need from trainers to identify responsibilities and contribution of particular members in a team. Communication within the team is also affected by the social status of its members. Next dimension from Hofstede is a differentiation of social attitude in terms of gender. Feminine and Masculine societies can be defined. Feminine society is associated with modest and caring values for both genders. There is a balance between family and work (Hofstede, 2011). Good examples of feminine societies are Scandinavian countries, but also Russia, where the role of women is inherently high and influential in social relations (Camiah and Hollin shead, 2003). On the other hand, masculine societies reflect patriarchal and traditional structure with male leadership and domain role (Sikdar and Mitra, 2012). This approach is close to Azeri social behaviours, where women role in society is quite limited or at least not equal to this of men. In turn to POG case, a significant communication issue arises between Azeri trainees and female L&D officer. Despite her outstanding qualifications, communication barriers are built because of cultural accretions. Male trainees find it insulting to be advised or educated by female. In result, information flow is highly disrupted. The fifth dimension (Long-Term vs. Short-Term Orientation) is not directly linked with communication issues in this case, however, in general it may be an important indication for multicultural issues based on behavioural patterns. Another issue related to communication is language. However, this aspect is also highly linked with knowledge sharing issue and will be explained later on in this paper. Considering the main issues related to the communication in POG, identified in this paper, some changes should be provided in order to cope with these issues. A comparison can be made to Elite Hotel case, where cultural differences had also a strong impact on communication between co-workers. Although some recommendations may be covered in both cases. Firstly, the performance for â€Å"Communication and Team Working† module should be customized. This module, as a key tool of communication, does not suit to cultural differences between Azeri co-workers and company culture management scheme. Practical implementation of company rules will not succeed without understanding of these cultural differences by both sides. Taking into account POG’s aspirations to become a truly global and meritocratic company, responsibility and flexibility in management processes should be embedded. In practice, various cultural trainings, as well as cultural events to build up coherent relations, should be provided at the beginning of the training programs. Such cognitive steps ought to improve communication and become a platform to implement practical aspects of the training programme. â€Å"Communication and Team Working† module modifications shall focus on overcoming of power distance influences, through engaging trainees to an active involvement in discussion and problem solving proposals. Also individual tutorials for Azeri trainees might help them to overcome communication barriers. Inequity in terms of ‘team working’ need to be suspended by cultivation of organizational culture, in order to enhance intercultural and intra-cultural communication. Underestimation of female as a teacher should be confronted with a huge, direct and continuous support from high male authorities to break the stereotypes and teach trainees how to overcome them without losing respect in their own environment. Nevertheless, the competences of L&D officer must be proved by this young female. Knowledge sharing process is concerned as another significant issue related to POG case. Whereas explicit knowledge can be formalized, tacit knowledge is strongly connected with communication. Moving further, communication issues have impact on knowledge transfers. Processes of creating knowledge and its management in organizational level have been studied by many authors. Most of them emphasize the importance of capability to transfer knowledge, as a pivotal factor in fields of organiza tional learning processes (Goh, 2002). The process of sharing knowledge may be considered from different contexts. Transfers may take place within the same unit in organization, throughout different departments, or between subsidiaries. Knowledge can be also shared between individuals, communities and groups; locally, nationally or worldwide. Argote and Ingram (2000, p.151) link these partitions with experience and describe knowledge transfer as â€Å"the process through which one unit (e.g., group, department, or division) is affected by the experience of another†. There are several ways of how knowledge is shared. According to Taylor et al. (1996), there are three main strategies for transferring HRM knowledge. POG strategy characterizes high internal but low external consistency, what indicates centralized HRM system and strong domination of headquarter over its Azeri subsidiary. There are several important individual factors, affecting knowledge transfer. Integrated capability of these factors may either facilitate or impede the HR knowledge transfer (Lecture 2, Knowledge Transfer and Sharing, Figure 2). Accordingly, some issues related to knowledge transfer in POG case are connected and complemented by communication issues, however they demonstrate problems from different view. Firstly, culture differences between co-workers have a large impact on knowledge transfer. The example of female L&D officer is the most appropriate one to adopt, when knowledge absorption is limited by cultural ties. Another issue is connected with motivation and willingness for cooperation, required to achieve mutual benefits. Lack of co-operative behaviours can be observed in terms of sharing opinions or involving into discussion during the meetings with management board. Finally, language skills can determine processes of acquiring knowledge, when Azeri workers need to learn English as an operative language in the company. However, English is not the first language for Dutch workers either, who stand for the majority of the company staff. In terms of recommendations, knowledge sharing issues must be solved by POG executives quite fast, bearing in mind the company staffing plans for the next five years. Generally speaking, POG strategy of HRM should become more integrative (rather than exportive) with high internal and moderate external consistency, in order to optimize solutions for subsidiaries like Azerbaijan. There is also a significant role of trainers and expatiate managers for knowledge transfer capabilities. Country-specific, intercultural training should be conducted for them, as part of their preparation for the job. The Robert Bosh GmbH case is a good example for POG, how to achieve intercultural proximity to improve knowledge transfer. HRM issues in POG company simply highlight, that it is not sufficient for organizations to get adopted to business environment without respecting individuals from different cultures (Trompennars and Hampden-Turner, 1997). Hofstede’s framework clearly indicates these differences, which affect HRM, not only in communication, but also in knowledge transfer. The deeper the differences, the more complex management issues arise. ‘Communication and Team Working’ module should be customized in respect to Azeri culture, rather than be left unified for all subsidiaries. Also implementation of integrative HRM strategy, jointly with higher intercultural sensitiveness of trainers and expatriates could facilitate knowledge absorption capacities of Azeris. Nevertheless, core values of the company management ought to remain unchanged. There are no simple decisions without both positive and negative consequences involved. In fact, there is no single box with tools to fix problems, and various ways may be chosen to follow. List of references: ARGOTE, L., and INGRAM, P., 2000. Knowledge Transfer: A Basis For Competitive Advantages in Firms. Organizational Behaviour and Human Decision Processes [online], 82(1), p. 150-169. Available at: http://www.columbia.edu/~pi17/2893a.pdf [Accessed 1 December 2012]. CAMIAH, N., and HOLLINSHEAD, G., 2003. Assessing the potential for effective cross-cultural working between â€Å"new† Russian Managers and western expatriates. Journal of World Business [online] 38, 245-261. Available at: http://wenku.baidu.com/view/862ab85abe23482fb4da4cf7.html [Accessed 5 December 2012] ELVING, W.J.L., 2005. The role of communication in organizational change. Corporate Communications: An International Journal [online], 10(2), pp. 129-138. Available via: Emerald [Accessed 1 December 2012]. GOH, S.C., 2002. Managing effective knowledge transfer: an integrative framework and some practice implications. Journal of Knowledge Management [online], 6(1), pp. 23-30. Available via: Emerald [Accessed 7 December 2012]. HANCOCK, W.M., and ZAYKO, M.J., 1998. Lean production implementation problems, IIE Solutions, 30(6), pp. 38-42. HOFSTEDE, G., 2001. Culture’s consequences: Comparing values, behaviours, institutions, and organizations across nations. 2nd ed. London: Sage Publications Inc. HOFSTEDE, G., 2011. Dimensionalizing Cultures: The Hofstede Model in Context. Online Readings in Psychology and Culture [online], unit 2. Available at: http://scholarworks.gvsu.edu/orpc/vol2/iss1/8 [Accessed 3 December 3, 2012]. SIKDAR, A., and MITRA, S., 2012. Gender-role stereotypes: perception and practice of leadership in the Middle East. Education, Business and Society: Contemporary Middle Eastern Issues [online], 5(3), pp.146-162. Available via: Emerald [Accessed 5 December 2012]. TAYLOR, S., BEECHLER, S., and NAPIER N., 1996. Towards an integrative model of strategic international human resource management. Academy of Management Review [online], 21(4) pp. 959-985. Available via: Business Source Complete [Accessed 7 December 2012]. TROMPENNARS, F., and HAMPDEN-TURNER, C., 1997. Riding the waves of culture [online], 2nd ed. London: Nicholas Brealey Publishing. Available at: http://khurrambukhari.files.wordpress.com/2012/02/riding-on-the-waves-of-culture.pdf [Accessed 3 December 2012]

Business Process Reengineering Essay

Whenever we order our drinks at the coffee shops on a daily basis, we are actually triggering a business process. When the waiter at the coffee shop takes the order at our table, he will pass our orders to the kitchen by yelling our orders from one end of the coffee shop to another. Most of the time, the kitchen helper will hear the order and start to prepare. The waiter will then go around taking a few other orders. After he is done with taking orders, he will collect the drinks from the kitchen and serve it to the customers. Customers will then pay up for the drinks. In the event there isn’t enough change for big notes, the waiter will have to go back to the counter to break the notes into smaller variations in order to return the correct amount of change to the customers. In some cases, he might deliver the wrong order as he doesn’t note down the orders in pen and paper, he just passes on the order to the kitchen by shouting. Restaurant scenario Many years down the road, the coffee shop has earned enough to pay for a renovation and overhaul. The boss of the coffee shop has decided to upgrade the coffee shop to a restaurant. He realises that he need to retrain his staff to operate the restaurant as the methods of operating a restaurant differs from the methods of operating the coffee shop. He also realise that he can incorporate some equipment to help him process orders more efficiently. In summary, he needs to change the way the restaurant does things (processes) and how he does things (Method/tools used to carry out the task). The boss has to do a total revamp of the methods and processes of how he was previously used to in the coffee shop. This is what is meant by business process reengineering. In definition, business process is an organizational change in its methods used to redesign an organization to improve efficiency and effectiveness (Mehta, 2011). Reengineering is the organizational change characterized by drastic process transformation. Concepts BPR focus & Objectives In order for companies to operate more efficiently, reduce waste, retain their customers and drive sales, understanding and applying BPR is essential for this change to happen. Firstly, we have to map out the organization’s goals, objectives, primary business function, the people they have and the tools they use. The second objective would be to analyse the current process and redesign/revamp them. By doing so, companies will be able to achieve better ROI and eliminate waste. This will help the company to gain competitive advantage over others in its efficiency and also profits (Muharram, 2007). Perspective of BPR BPR is a framework designed for companies to adopt. This framework helps to optimize processes by making it more streamlined. A good example to explain this point would be the difference between a vertical and cross functional organization. Horizontal organization In a horizontal organization, the customer interacts only with one party but in a vertical structure, customers might have to deal with different departments. Figure 3 shows a customer dealing with his account manager for the application of a loan. In the process, the customer does not need to deal with the different departments involved in the application of a loan. This allows the loan application to be more streamlined (Zigiaris, 2000). A vertical structure is not as efficient as customers will have to deal with several departments to process their requests. In a call centre environment, when the customer logs a call for a IT issue, the calling department will answer his call and log the case. He will then be transferred to the technical department who will assist him with 1st level troubleshooting. In the event he cannot solve the problem, the matter will be escalated to a level 2 support and also a product specialist. After his issue has been resolved, he will be transferred to the payment department where he will pay for the IT services he has used. After making payment, he will receive an email from the feedback department where they will ask the customer for feedback for the case. This slows down the entire process of resolving the problem from end to end. One of the main goal in BPR is to optimize the processes that takes place within the organization and reduce lead time. In order to do so, businesses has to look at its processes from a clean state perspective. For a company to be able to streamline their processes, they have to add value to their customers through their processes. Processes should maintain its ability to add value to customers. For those processes that do not, we can automate them and put the focus on adding value. This will result in higher customer satisfaction, better efficiency, elimination of watse and greater ROI(Park, 2008). BPR Methodologies There are several techniques to business process redesign and reengineering. We will discuss a few in this section. Hammer and Champy A major overhaul in the organization’s process and structure is one of the keys to ensuring that cost is lowered and service quality is being improved. The means of implemeting these is via the use of information technology. Besides reorganization and using IT to power the business, redesigning the work process and optimizing it, helps the organization to reduce time taken, lower costs and improve quality (Rouse, 2009). A Case study of Ford Motor Company Ford used to employ 500 accounts payable staff in the past. These 500 staff are running the tasks of tracking faults between purchase orders, receipts and invoices. After Ford decided to reengineer their process, the number of staff needed reduced from 500 to 125. Their reengineering efforts include: * Creating an online database where all purchase orders issued by the buyers are being captured * Goods are being checked when received. The shipment being sent has to match with that in the database. This allows the staff to check if the goods were actual orders being indented. This system of checking eliminates the need to check for faults between purchase orders. * Goods being received will be marked as received and the database is being updated real-time. (Hammer & Champy, 2000) Perspective of process reengineering by Hammer and Champy 1. Organize around outcomes, not tasks. 2. Identify all the processes in an organization and prioritize them in order of redesign urgency. 3. Integrate information processing work into the real work that produces the information. 4. Treat geographically dispersed resources as though they were centralized. 5. Link parallel activities in the workflow instead of just integrating their results. 6. Put the decision point where the work is performed, and build control into the process. 7. Capture information once and at the source. (Rouse, 2009) The methodology preached by Hammer and Champy clearly reflects what was being discussed in the BPR focus and objectives at the start of this report. Its focus is to eliminate waste and also to focus on deliverables that will add value to customers. In order to do so, IT systems can be employed in order to automate processes which do not add value. This point of automation is being reiterated in the case study of Ford Motors. This concept of rethinking and redesigning the business process radically helps us to improve many areas of the business such as lowering costs, improving customer service, ensure quality is being maintained and speed up the entire workflow.

Final Project Research Paper Example | Topics and Well Written Essays - 3750 words

Final Project - Research Paper Example The army is guided by its motto, â€Å"This We’ll Defend† and motivated by their Marching slogan â€Å"The Army Goes Rolling Along†, with several credits on various wars and battles they have conquered since inception. The army has four major missions which include: preserving the peace and security and providing for defense of the United States, commonwealths and possessions and any areas occupied by the United States .Support national policies Implementing national policies Overcoming any nations responsible for any acts that imperil the peace and security of the United States Training Training is an essential component of any armed force in a bid to combat existing and arising cases of conflict within and outside the boundaries; a prerequisite for alertness to the changing terrorism activities and the need to adapt to the mechanization of war science. Initially, soldiers are placed on the parameters of their recruitment and placement that is, as Regular Army, Army National Guard or United States Army Reserve; with the reserve components composed of part time soldiers who trainonce in a month and others conduct two to three weeks annual training, for ARNG and USAR respectively with placement based on the best and most qualified basis during the training period. The changes of national policies for the United States and the change of nature of terrorisms and other national threats and disasters calls for effective training by the soldiers on the various aspects of combating these disasters and strategies to help them exclusively contain threats. Incorporation of innovations and technology in the training field has necessitated a higher profile of threat detection and though the military depends largely on other bodies such as the Central Intelligence Agency, space technology has enabled aerial threat analysis and formulation of strategies of combat in case they arise. A soldier, before graduating will is required to successfully train the Basic Combat Training [BCT], conducted the first ten weeks, where they are impacted with fundamentals of being a soldier such as combat techniques and problem solving or approach strategies. At this point, the rigorous training for physical and psychology and aspects of self- discipline will be essential to introduce the prospective soldier to daily routine schedule that encompasses duties with high expectations for which civilians are not immediately ready (Taylor &Mossholder, 2010). The Advanced Individual Training [AIT] which encompasses training of specifics of the chosen field for Military Occupational Specialty, with courses lasting 6-52 weeks, calls for strict daily schedules, high degree of self- discipline and tests of physical fitness and weapons proficiency, though not intensively like in BCT. To improve on effective transition from BCT to AIT, specific programs should be implemented to guide the recruits in the choice of specialization as majorities are guided by their p revious academic achievements which are not a true reflection of self-worth. Proper guidance will ensure the recruit specializes in a field he can handle which acts as self- motivation, improves behavior and the overall output due to

Workplace issues or disaster management Essay Example | Topics and Well Written Essays - 500 words

Workplace issues or disaster management - Essay Example d a theoretical framework discussion issues that related retention and bullying, as well as the reported organizational culture that was deemed contributory to exacerbation of the issue by being indifferent or not addressing these concerns. Steven (2002) confirmed that the workplace issue of intimidation or bullying has pervaded the nursing profession for a considerable length of time: â€Å"bullying behavior has occurred within the nursing profession across a variety of institutional settings, including nursing faculties and professional bodies, for at least seventy-five years† (Stevens, 2002, p. 190). The author was reported to be part of the investigation team. The nurses who were victims of intimidated reported cases of supervisors who â€Å"regularly yelled at the nurse in front of other staff and patients, withheld information she needed to perform her duties, and excluded her from meetings and social functions. Others were given the â€Å"silent treatment† (talk ing to them through third parties, talking about them as if they were not present). Continual criticism of a person’s work, personal appearance, and voice was another type of behavior reported by nurses in the survey† (Stevens, 2002, p. 190). Through the initiation of management, the intimidation and bullying were appropriately addressed, which eventually resulted in lower turnover. Financial Impact on the Organization: The workplace issues on intimidation or bullying have financial impact on the organization in terms of the high turnover rates where were evident. Due to the need to frequently recruit new nurses to replace those who resigned due to intimidation or bullying, the hospital spends more in terms of high acquisition and training costs. These costs take a toll in terms of minimizing the organization’s profits. Personnel Impact: There are significant impacts in terms of personnel through exhibiting lower morale, low job satisfaction, and low productivity as a result of intimidation or

Direct Digital Synthesis Research Paper Example | Topics and Well Written Essays - 1500 words

Direct Digital Synthesis - Research Paper Example Direct digital synthesis is about storing waveform data points in digital format, and then recreating them with the use of digital to analog converters from the stored data. Essentially, the speed with which the synthesizer is able to regenerate the waveform is correlated with the waveform frequency. Digital techniques for mapping waveform data point into digital formats for storage and retrieval and are at the heart of DDS systems. In essence the basic components of a DDS system are the phase accumulator, the waveform map, the digital to analog converter or DAC, and the low pass filter, which sums up the DDS process from the mapping of the waveform signal into digital data, to the recreation of the analog waveform via the use of a DAC and a low pass filter to perfect the waveform. The illustration below details this simplified DDS system [1]: An even more simplified version of the DDS architecture shrinks it into two essential components, the phase generator/accumulator, which is time discrete, and the phase-to-waveform converter, for recreating the appropriate output signal of the DDS [2]: In the image above, the low pass filters and the waveform map that is part of the previous diagram are assumed to be present in the background, as peripheral components [1] [2]. On the other extreme is a more detailed diagram representing the basic functions of a DDS system, that expands on the first diagram above, and includes the waveform map and low pass filter [3]: The idea behind DDS is that waveforms of various kinds are easily implementable and can be easily recreated from digitally stored waveform data, and the freedom that this gives to designers includes that whereas in the past, more and more complex analog components were needed to recreate more and more complex waveforms, in the case of DDS systems all that is needed is stored digital data.