Friday, November 29, 2019

George W. Bush And Al Gore Essays - , Term Papers

George W. Bush And Al Gore TALLAHASSEE, Florida (CNN) -- The margin separating Texas Gov. George W. Bush and Vice President Al Gore grew ever closer Thursday in Florida, as a recount of Tuesday's election cut the difference from the thousands to a few hundred. Bush's advantage over Gore was only 359 votes late Thursday afternoon, with 63 of 67 Florida counties reporting the results of their recount efforts, according to the Associated Press. The count was likely to conclude by early in the evening. Top officials of Bush's presidential campaign Thursday accused allies of Gore of politicizing the ongoing recount of election ballots in Florida, saying Gore's people were not telling the whole story. Bush campaign Chairman Donald Evans, appearing in Austin, Texas, the governor's home base, said his counterpart in the Gore camp, former Commerce Secretary William Daley, left out important information when he told reporters earlier in the day that Gore's organization would back efforts by some state residents seeking legal redress for alleged voting irregularities. Evans and Bush strategist Karl Rove said Daley's earlier claims that some 19,000 ballots were discarded because some residents of Palm Beach County cast votes for two presidential candidates -- and that the confusing layout of the county's ballot gained Reform Party candidate Pat Buchanan thousands of votes intended for Gore -- did not hold much water when compared to past election results. Daley neglects to point out a similar number of ballots were invalidated in that county for the same reason in 1996, Evans said. Rove added that based on Florida election numbers analyzed by the Bush campaign, Reform Party registration increased 110 percent in Palm Beach county between 1996 and 2000. Democrats are politicizing and distorting events, Evans said. Earlier in the day, Daley appeared before television cameras to lay out a plan to address a series of allegations of what he said were missing and confusing ballots. Click for a larger view Votes for Pat Buchanan by county in Florida The possibility of legal action expanded as the state vote recount resumed today, with Democrats pressing the issue in Florida and Republicans threatening recounts in Iowa and Wisconsin -- both of which Gore is estimated to have won narrowly. A recount in New Mexico is already under way and results should be reported on Friday. Daley said Gore's team in Florida would request a hand count of presidential ballots in four Florida counties: Vollusia, Broward, Dade and Palm Beach, where voters have complained that the county's ballot design was confusing and netted Reform Party candidate Pat Buchanan hundreds, perhaps thousands, of votes intended for Gore. Daley also said he would be working with voters from Florida to support a legal action to demand some redress for the disenfranchisement of more than 20,000 voters in the state of Florida. The former Commerce Secretary repeated allegations voiced by a Florida Democratic congressman that slightly more than 19,000 ballots were disqualified in Palm Beach because baffled voters cast votes for two presidential candidates. If the will of the people is to prevail, Al Gore should be awarded a victory in Florida and should be the next president of the United States, Daley said. Technology Essays

Monday, November 25, 2019

The Ultimate Value of Promoting Respect in Schools

The Ultimate Value of Promoting Respect in Schools The value of respect in school cannot be undersold.  It is as powerful of a change agent as a new program or a great teacher.  A lack of respect can be downright detrimental, completely undermining the mission of teaching and learning.  In recent years, it seems that a respectful learning environment is almost non-existent in many schools across the country. It seems that there is a handful of daily news stories highlighting disrespect levied against teachers by students, parents, and even other teachers. Unfortunately, this is not a one-way street. You regularly hear stories regarding teachers who abuse their authority one way or another.  This is a sad reality that needs to change immediately. Teachers and Respect How can teachers expect their students to respect them if they are not willing to be respectful to their students?  Respect must often be discussed, but more importantly, regularly modeled by teachers.  When a teacher refuses to be respectful to their students, it undermines their authority and creates a natural barrier that hinders student learning.  Students will not thrive in an environment where the teacher oversteps their authority. The good news is that most teachers are respectful towards their students on a consistent basis. Just a few decades ago, teachers were revered for their contributions. Sadly, those days are seemingly gone.  Teachers used to get the benefit of the doubt. If a student made a poor grade, it was because the student was not doing what they were supposed to be doing in class. Now, if a student is failing, the blame is often laid on the teacher. Teachers can only do so much with the limited time that they have with their students. It is easy for society to lay blame on the teachers and make them the scapegoats. It speaks to the general lack of respect for all teachers. When respect becomes the norm, the teachers are impacted significantly as well. Retaining and attracting great teachers becomes easier when there is an expectation of a respectful learning environment. No teacher enjoys classroom management. There is no denying that it is a critical component of teaching. However, they are called teachers, not classroom managers.  A teachers job becomes much simpler when they are able to utilize their time to teach rather than disciplining their students. This lack of respect in schools can ultimately be traced back to what is taught in the home. To be blunt, many parents fail to instill the importance of core values such as respect as they once did.  Because of this, like many things in todays society, the school has had to take on the responsibility of teaching these principles through character education programs.   Schools must intervene and implement programs that foster mutual respect in beginning grades. Instilling respect as a core value in schools will improve the overculture of a school and ultimately lead to more individual success as students feel safe and comfortable with their environment. Promote Respect in Schools Respect denotes both a positive feeling of esteem for a person and also specific actions and conducts representative of that esteem. Respect can be defined as allowing yourself and others to do and be their best. It is the goal of Any Where Public Schools to create a mutually respectful atmosphere between all individuals involved within our school including administrators, teachers, staff members, students, parents, visitors. As such, all entities are expected to remain respectful to each other at all times. Students and teachers especially are expected to greet each other with kind words and student/teacher exchanges should be friendly, in an appropriate tone, and should remain respectable. The majority of student/teacher interaction should be positive. All school personnel and students are expected to use the following words that show respect for another person at the appropriate times when addressing each other: PleaseThank YouYoure WelcomeExcuse MeMay I Help YouYes Sir, No Sir or Yes Maam, No Maam

Friday, November 22, 2019

Should drug tests be mandatory for welfare Research Paper

Should drug tests be mandatory for welfare - Research Paper Example In fact, most laws that govern the welfare do not fulfill what their supporters say, and sometimes they may be unconstitutional. The constitution prohibits the government from carrying out unnecessary and unreasonable searches. The constitution also stipulates that all people are innocent until proven guilty. On the contrary, passing such laws that require drug tests for welfare would means that all welfare applicants are guilty, and that they have to prove their innocence. Treating all welfare applicants like criminals, in order for them to qualify for any assistance, is neither ethical nor acceptable (Dilla 586). Is it a crime to be poor and being in need of assistance? It is high time that people came out in large number to protest against laws that make drug test a must for the welfare; such tests only serve to discriminate against the poor. The claim that many drug users goes to welfare to get money to support their illegal habits does not have solid evidence; it is a type of lo ng-standing stereotypes. Researchers have shown that there is no appreciable difference in the rate of illegal-drug use, between recipients of welfare and other people. Besides, the claim that drug testing help save tax dollars does not have any supporting facts. In fact, studies have shown that the costs involved in drug testing exceed any money saved. What really does the law intend to accomplish or fulfill? Drug users will never stop abusing drugs even if they are cut off from public assistance (Lawless & Fox 365). Drug testing for welfare applicants is a way of stigmatizing the needy.... Indeed, it may make some people to stop seeking for such welfare, which they really need for proper maintenance of their children. Why drug tests be made mandatory for welfare applicants, and yet there so many other government programs that do not require drug tests? Several people benefit from such programs without having to go through any drug tests. For instance, retired state workers receive pension, businesspersons get state contracts, and farmers receive crop subsidies, without undergoing any drug tests. If drug tests are to be made mandatory for welfare, then, all applicants of other government programs should undergo through various drugs test (Lawless et al 372). It is not fair at all to only include welfare applicants for drug testing, while excluding the other programs. Drug testing is unreasonable search, and there is no safety reason to be concerned about drug use by welfare applicants or recipients. The supporters of drug test for welfare applicants only target the most vulnerable or needy. Any states that support such tests should enforce better enforcement policies and stricter laws, which apply to the whole population, and not to only the most vulnerable people (Brezina 27). However, enforcement of such laws will be of no great help to the needy. This is because most laws are not about drug use; they aim at solving economical crises or problems. Additionally, may only deny marijuana users’ applicants and applicants on other drugs like meth, coke, and crack. This is because marijuana takes approximately a month to get out of an individual system. Therefore, the aim of such a law will not be met since drug users, with the exception of marijuana users, can

Wednesday, November 20, 2019

Service Management 1 Essay Example | Topics and Well Written Essays - 2000 words

Service Management 1 - Essay Example Due to the holistic nature of a project brief, following the brief assures the client of the project meeting his vision. Additionally, as the brief deals with the process as well as the product, adherence by all participants during the construction process prevents deviation of the project in terms of either methodology or specification. Adherence to brief also allows benchmarking for the project, and sets higher standards for all contractors involved. Prestige: The prestige and pride associated with a project has to inculcated by the project management team to motivate all actors to perform at their optimum during the process. A high level of personal pride translates to a better site, with a multi-disciplinary non-adversarial approach to problem solving and work completion. Such an atmosphere reflects positively on the project, and assures the client throughout the project of the competence and motivation of the team on site. Profitability: The objective of profitability of the project is a cornerstone of a successful project, and the client's needs can be met only if at every stage of the project, every possible method to value-engineer the project is used to cut costs and increase profitably for the client. Constant monitoring of these methods and their quantifiable results should be presented to the clients, so as to assure him of the teams' endeavor towards meeting project goals and deliverables. Expectations: At the onset, every client has certain expectation from the project in terms of process and product. These expectations should be crystallized by the project management team during the design and planning stages so as to meet actual possible execution targets. The contractors and consultants should also be made aware of what the client expects from them so that they can streamline project procedures and operations to meet the client's expectations. Quality: The first step towards assurance of quality is an objective assessment of the competence of the contractor and the CDM coordinator. All stakeholders in the project need to decide the specifications of all deliverables in the project and make sure that standards are met. When the client is confident of the quality of his team's work, he is able to perform his duties better and contractors have relatively lower number of problems with payments and external interference during work. Time: All projects are economically and functionally viable only if

Monday, November 18, 2019

Public Service Management Essay Example | Topics and Well Written Essays - 1250 words

Public Service Management - Essay Example After giving a brief picture f the values I shall go into detail about each element so as to give a broader view f the topic. An important question, which has to be addressed before moving on, is whether there is so much need for a public service. We are in an era where most f the services offered by government through its public service are already being offered too by the private sector. May I say, most f the times the private sector supplies these services in a more efficient way. People who follow the laissez-faire ideology argue that governments have been involved in activities which are inappropriate and that the size and role f government needs to be drastically cut back. The role f the government and the way it intervenes has always been highly debatable by the various ideologies and surely will remain highly debatable also in the future. (Parsons 1995) As we have mentioned before, most f the activities carried out by government can be allowed to occur through the market system without the need f government intervention. There are a series f circumstances where this does not apply. Such situations include government regulations securing free entry to producers in the market, securing that the consumer is given all the product information, controlling competition, and protecting and regulating all the contractual arrangement set up within the market. The market system does not necessarily bring high employment, price stability and the socially desired rate f economic growth. Public policy from the government is needed to deal with these factors. Adjustments in the social values due to redistribution f wealth through the market system have to be catered for too. The same thing applies also when speaking f market failures resulting from public goods, externalities and situations f natural monopolies or where there is imperfect informa tion. Thus we have seen that a certain level f government intervention is always desirable. The degree f this intervention also depends on the political and social ideologies f the environment where this occurs. If for example we take Malta, there has always been a paternalistic approach to government. The way in which government acts, reflects also in the size f the public sector. In order to deal with education, health care, national defense, environment, public transport, law and order, welfare services etc governments need to have an efficient public service which in turn inevitably becomes f large proportions. Even if nowadays with Malta's future entry in the European Union, government is moving towards a direction where it seeks to reduce the size f the public service in order to operate in the most efficient ways by means f privatization. If we start looking at the values f the public service, the first thing that comes to mind is the bureaucratic way in which it operates. Bureaucracy most f the times is mistakenly associated with a bad image. Bureaucracy is a system f administration in which the horizontal divisions between various elements or departments are complemented by vertical divisions f authority, and filled by professional career specialists. The bureaucracy can be considered as being the

Saturday, November 16, 2019

Training Program Executive Summary Management Essay

Training Program Executive Summary Management Essay The Leadership Training program for z-Vision Incorporated is describes the process of the training program being design and how the training officer planned for it. This training program considers the impacts of business process changes for the eyewear industry and z-Vision Incorporated employees and provides a framework to equip and prepare end-users with the skills and knowledge necessary to perform efficiently in their respective to-be roles in the new business environment resulting from the implementation of this training program. Employees to be Train This Leadership Training program is designed for all the store managers. Objectives for the Training The main objective for the training program being designed is to ensure each store managers can be able to conduct training of staff in their respective store. In the mean time, its also to enhance their knowledge and skills in daily management for their respective store. Budget for the Training The total budget for the three days leadership training program is $ 36,000. In terms that each day of training need $12,000. Learning Evaluation Approach Once the training program has finished there will be a learning assessment will be conduct to the trainees and trainers to overview the training result. The evaluation results will be analyzed to determine if adjustments need to be made in the training approach and/or materials in order to maximize the learning environment for trainees. Table of Content 1.0 Introduction This report is written to provide suggestion for training officer at z-Vision Incorporated. And it is prepare a comprehensive Report to the management on the importance of training and proposed Training Plan for z-Vision Incorporated store managers. This training is intended to ensure each Store Manager has the knowledge of and basic skills to conduct training of staff in their respective store. It will include the importance of Training analysis, Conduct of Training Needs Analysis Planning of Training, Conduct of Training Needs Analysis Planning of Training, Program Budgeting analysis, Design and Development analysis, Delivery of Training, and Assessment of Learning Outcomes. 2.0 Importance of Training 2.1 Definition of Training Training can be best understood as planned, structured, and often formalized learning experiences that seek to develop specific skills and knowledge needed for effective job performance. Historically employees have learnt many of the competencies they need to perform effectively by be trained. (Author: Jannifer Gregory Encouraging Organizational Learning through Pay after a Corporate Downsizing) 2.2 Importance of Training If Z-Vision Incorporate consider its Z-Vision Incorporate store managers to be human assets, training and development represents an ongoing investment in these assets and one of the most significant Z-Vision Incorporate can make. Training involves Z-Vision Incorporate store managers acquiring knowledge and learning skills that they will be able to use immediately; Z-Vision Incorporate store managers development involves learning that will aid the Z-Vision Incorporate and Z-Vision Incorporate store managers later in the Z-Vision Incorporate store managers career. Many organizations use the term learning rather than training to emphasize the point that the activities engaged in as part of this developmental process are broad-based and involve much more than straightforward acquisition of manual or technical skills. (Author(s): Ajay M. Pangarkar, Teresa Kirkwood Strategic alignment: linking your learning strategy to the balanced scorecard) Optimum Utilization of Human Resources -Z-Vision Incorporate Training and Development helps in optimizing the utilization of human resource that further helps the Z-Vision Incorporate store managers to achieve the organizational goals as well as their individual goals. Development of Human Resources -Z-Vision Incorporate Training and Development helps to provide an opportunity and broad structure for the development of human resources technical and behavioral skills in an organization. It also helps the Z-Vision Incorporate store managers in attaining personal growth.( Human resources development, employment and globalization in the hotel, catering and tourism sector.) Development of skills of employees Training and Development helps in increasing the job knowledge and skills of Z-Vision Incorporate store managers at each level. It helps to expand the horizons of human intellect and an overall personality of the Z-Vision Incorporate store managers. (Aliance Traning and Consulting. INC ) Productivity Training and Development helps in increasing the productivity of the Z-Vision Incorporate store managers that helps Z-Vision Incorporate further to achieve its long-term goal. Team spirit Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the Z-Vision Incorporate store managers.( Team Spirit Leadership Training http://www.showmeteamspirit.com/) Organization Culture Training and Development helps to develop and improve the Z-Vision Incorporate store health culture and effectiveness. It helps in creating the learning culture within the Z-Vision Incorporate. (Asim Khan, CEO Business Management Group, Inc Matching People with Organizational Culture) Organization Climate Training and Development helps building the positive perception and feeling about the Z-Vision Incorporate store managers. The Z-Vision Incorporate store managers get these feelings from leaders, subordinates, and peers. Quality Training and Development helps in improving upon the quality of work and work-life. Healthy work environment Training and Development helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal.( Ron prewitt Signs of a healthy work Environment) Health and Safety Training and Development helps in improving the health and safety of the organization thus preventing obsolescence. Morale Training and Development helps in improving the morale of the work force. Image Training and Development helps in creating a better corporate image. Profitability Training and Development leads to improved profitability and more positive attitudes towards profit orientation. Training and Development aids in organizational development i.e. Organization gets more effective decision making and problem solving. It helps in understanding and carrying out organization policies Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display. 3.0 Conduct of Training needs Analysis Planning of Training A Training Needs Analysis (TNA) is used to assess an organizations training needs. The root of the TNA is the gap analysis. This is an assessment of the gap between the knowledge, skills and attitudes that the people in the organization currently possess and the knowledge, skills and attitudes that they require to meet the organizations objectives. The training needs assessment is best conducted up front, before training solutions are budgeted, designed and delivered. The output of the needs analysis will be a document that specifies why, what, who, when, where and how. (Author: Arman E. Manlalangit Training Needs Analysis) The training plan is for the store manager. They need to study leadership skills. Such as: knowing and using the resources of the group, Communication, Controlling group performance, take Ownership and Responsibility and so on. The six Es of training-why Z-Vision Incorporate train Z-Vision Incorporate store managers Engage Effective training provides the opportunity for Z-Vision Incorporate store managers to connect with the Z-Vision Incorporate, and its policies and methods of working. It helps to ensure that Z-Vision Incorporate store managers buy into, or engage with, Z-Vision Incorporates culture. It helps to make Z-Vision Incorporate store managers feel valued and develop working relationships with their colleagues. Educate Training can help to educate or increase the knowledge and awareness of individuals and terms. Enhance Training can help to enhance or improve the skills and competence of individuals and terms within an organization Empower By properly training employees, an organization can increase the accountability of teams and individuals, and can ensure that faster, better quality decisions can be made, while avoiding the need to pass decision making unnecessarily up to the organizational chain. Energize Participation in training can help to energize, motivate and inspire Z-Vision Incorporate store managers. It provides an opportunity. To take a step back and allows people to consider how they can best contribute towards the effectiveness of the Z-Vision Incorporate. Enlighten Training can also be an effective means of helping Z-Vision Incorporate store managers to see things in a different way. It can help Z-Vision Incorporate store managers reach an often sudden conclusion that there is a better, more effective way doing something and can help to unlock previously untapped potential (Anthony Henry Understanding strategic management) 4.0 Developing program and Learning Objectives 4.1 Developing program In order to prepare a comprehensive report to management on the importance of training and proposed training plan for Z-vision incorporated store managers. Here make the plan of training for the store manager is the leadership training for the store manager. The leadership training will take three working days. Leadership Training for the store manager (activities schedule) Date Time Activity 20 May 2010 10.00-12.00 am Communication skill 2.00-5.00 pm Coaching and Development 21 May 2010 9.00-11.00 am Decision Making Practice 11.00-1.00 pm Teamwork Building 2.00- 4.00 pm Sales Marketing 22 May 2010 9.00-11.30 am Vision/strategy skill 1.00-3.00 pm Planning * Refer to Appendix 2 for Details 4.2 The key of Learning Objectives Training involves some kind of change for Z-vision incorporated store managers: changes in how they do their jobs, how they relate to others, the conditions under which they perform, or change in their job responsibilities. ( Ford,D.JBenchmarking HRD Training Development, Vol.47,No.6(1993):36-41) Z-vision incorporated can benefit from training, beyond bottom line and general efficiency and profitability, when they create more flexible workers who can assume varied responsibilities and have a more holistic understanding of what the Z-vision incorporated does and the role they play in the Z-vision Incorporateds success.( Broadwell, M .M how to train experienced supervisors Training, Vol. 30, no 5(1993)) Z-vision incorporated that take a strategic approach to human resources can find that Z-vision incorporated store managers training can be much more efficacious as part of an integrated approach to HR. For example: training and development are greatly assisted by having appropriate and well-thought-out staffing strategies. (Andersen companies, Training Development, Vol 47, No.1 (1993); 30- 35) 5.0 Program Budgeting, Design and Development 5.1 Training Design Training design involves adapting the learning environment to maximize learning. Training design issues include the conditions of practice that influence learning and the factors that impact retention of what is learned. Recall Gagnes (1987) arguments there is no substitute for conducting a thorough task analysis and clearly specifying what is to be learned. As the training officer for z-Vision Incorporated I decided to use spaced practice sessions to enhance the effectiveness for training program. In general, information and skills can be learned either way, but spaced practice sessions with a reasonable rest period between them lead to better performance and longer retention of what is learned than a massed practice session. Although using spaced practice sessions may increase time and resources but series of spaced practice training would be more effective. 5.1.1 Selecting the Trainer Since now the organization has made the decision to design our own training program, and purchase the attitudes training program, the trainer must be selected. There are three trainers included two internal training officers and one trainer from the outsourced training centre. Organization training officer will conduct the teaming program which included knowledge and skills session for the trainees. On the other hand the trainer from the outsourced training centre will deliver the attitudes talk for the trainees. 5.1.2 Selecting Training Methods Up to this point the organization have coming out with the preliminary steps involved in the design and implementation for the training program. Our next step is to select the appropriate training methods. On the Job Training Method is the most suitable method for the program as this method can absolutely improve the trainees work performance and can enhance their knowledge in order for them to train their subordinates. 5.1.3 Training Budget Training Budget Organization: z-Vision Incorporated Year: 2010 Department: Human Resource Submitted by: HR Training Officer Annual training allotment: $200,000 Day 1 Budget: $12,000 Day 3 Budget: $12,000 Total Budget: $36,000 Day 2 Budget: $12,000 * Refer to Appendix 3 for Details. Based on the annual training allotment from the Board of Directors. The training officer has planned the training budget well in order to minimize the cost but can maximize the training result. The training budget is designed based on the needs of the training activities, trainer fees, rental for venue and some other expenses. 6.0 Training delivery methods Training delivery methods consist of the techniques and materials used by trainers to structure learning experiences. Different training delivery methods are better or worse at achieving various learning objectives. During the design phase the different methods are examined to determine their appropriateness for the learning objectives. Once appropriate methods have been identified, they are applied to the training plan in the development phase. There are three categories of learning objectives: knowledge, skills, and attitudes (KSAs). Knowledge objectives are of three types: declarative, procedural, and strategic. Declarative knowledge is the persons store of factual information. Procedural knowledge is the persons understanding about how and when to apply the facts. Strategic knowledge is used for planning, monitoring, and revising goal-directed activity. Skill reflects ones proficiency at specific tasks such as operating a piece of equipment, giving a presentation, or making a business decision. Attitudes are beliefs and/or opinions about objects and events and the positive or negative affect (feelings) associated with them. Attitudes affect motivation levels, which in turn influence a persons behavior. Most training programs have learning objectives for knowledge, skill, and attitudes; these programs need to combine in house training method and public training method into an integrated whole because no single method can do everything well. (source: www.school-for-champions.com à ¢Ã¢â€š ¬Ã‚ º Training) 7.0 Evaluation of Learning Outcomes Training evaluation is the process of connecting results to objectives from a training program. The criteria to determine this training program success or failure is based on the performance of the trainees, the conditions under which they must do it and the evaluation from the trainers and feedback from trainees after the training session. The evaluation results will be analyzed to determine if adjustments need to be made in the training approach and/or materials in order to maximize the learning environment for trainees. It is also recommended that knowledge retention be measured at three months, six months, and one year after implementation. Reference Jennifer Gregory Encouraging Organizational Learning through Pay after a Corporate Downsizing Ajay M. Pangarkar, Teresa Kirkwood Strategic alignment: linking your learning strategy to the balanced scorecard Arman E. Manlalangit Training Needs Analysis Henry Understanding strategic management Ford,D.JBenchmarking HRD Training Development, Vol.47,No.6(1993):36-41 Broadwell, M .M how to train experienced supervisors Training, Vol. 30, no 5(1993) Andersen companies, Training Development, Vol 47, No.1 (1993); 30- 35 Human resources development, employment and globalization in the hotel, catering and tourism sector.( Report for discussion at the Tripartite Meeting on the Human Resources Development, Employment and Globalization in the Hotel, Catering and Tourism Sector Geneva, 2001) Team Spirit Leadership Training http://www.showmeteamspirit.com/, Online. Accessed march 31, 2010 Asim Khan, CEO Business Management Group, Inc Matching People with Organizational Culture Ron prewitt Signs of a healthy work Environment Aliance Traning and Consulting. INC http://www.alliancetac.com/index.html?PAGE_ID=2449, Online. Accessed April 5, 2010 www.school-for-champions.com à ¢Ã¢â€š ¬Ã‚ º Training, Online. Accessed April 5, 2010 http://traininganddevelopment.naukrihub.com/methods-of-training/on-the-job-training/index.html, Online. Accessed April 10, 2010 http://www.humanresources.hrvinet.com/job-training-methods , Online. Accessed April 10, 2010 http://www.referenceforbusiness.com/encyclopedia/Oli-Per/On-the-Job-Training.html, Online. Accessed April 10, 2010 R.F.Mager(1997). Preparing instructional objectives 3rd edition www. road.uww.edu/road/wernerj/428%20-%20Training%20%20Development/Chapter%2004%20slides%204e.ppt training hrd process model, Online. Accessed April 10, 2010 http://www.haiweb.org/medicineprices/manual/medpricesAttachements/excercises/SampleTrainingEvalForm.doc, Accessed April 10, 2010 Appendix Appendix 1 Source: www. road.uww.edu/road/wernerj/428%20-%20Training%20%20Development/Chapter%2004%20slides%204e.ppt training hrd process model Appendix 2 Training Program Schedule 20 May 2010 22 May 2010 Program Title: z-Vision Leadership Training Objectives of this program: To enhance store managers management skills. To ensure each store manager be able to conduct training of staff in their respective store. Environment: In house training and train at outsourced training centre Trainers: Organization training officer outsourced training consultant Trainees: Store Managers from all stores. Date Time Activity 20 May 2010 10.00-12.00 am Communication skill 2.00-5.00 pm Coaching and Development 21 May 2010 9.00-11.00 am Decision Making Practice 11.00-1.00 pm Teamwork Building 2.00- 4.00 pm Sales Marketing 22 May 2010 9.00-11.30 am Vision Strategy Skill 1.00-3.00 pm Planning Appendix 3 Training Budget Organization: z-Vision Incorporated Year: 2010 Department: Human Resource Submitted by: HR Training Officer Annual training allotment: $200,000 Day 1 Budget: $12,000 Day 3 Budget: $12,000 Total Budget: $36,000 Day 2 Budget: $12,000 3 Days Training Budget Line Item Description/Justification Qty. Unit Cost/Rate Total 1 Courseware development 0 2 Courseware purchase Purchase training course from training centre 1 $4,000 4,000 3 Certification 0 4 Train-the-trainer 0 5 Hardware purchase 0 6 Facility rental Medium Hotel Meeting Room 22,000 7 Instructional materials 0 8 Technical equipment 0 9 Consulting fees Advice from consultation company 2,000 10 Instructor fees Fees Allowance for internal and external trainers 3,000 11 Content acquisition 0 12 Travel Travel Allowance 2,500 13 Lunch Tea Food Beverages 2,500 14 0 15 0 Grand Total $36,000

Wednesday, November 13, 2019

Essay --

The Society of Tennis Tennis is the world’s fastest growing sport today for many reasons. One of the biggest reasons is the variety of opponents one can face. In examining the game of tennis, most players can be categorized into one of four groups, the talented, the rabbits, the pushers, and the blasters. These different players make the game different each time one plays. This changes each match for the better, or for the worse. The Talent is a player who is able to adapt his game to give him the best advantage against any opponent, in any weather condition, whenever needed. He can drop shot, blast, â€Å"thread the needle†, find weaknesses, and reflex volley. This player will find what works best and dismantle the game. The talent will exhaust almost any player. At the highest levels, the talent may choose to play directly into his opponent’s strength. Bill Tilden was notorious for this tactic. When asked why he attacked the other players’ strengths, his answer was, â€Å"That way, once I’ve broken him down, all he has to fall back on are his weaknesses.† The talent tends to be able to change strategies and tactics in the blink of an eye. He may, within a set, even within a point, switch from one pattern to another to keep the opponent off balance no matter the situation. The Rabbit is quick and tireless. He believes he can return any ball and becomes a â€Å"human backboard.† This player relies on his opponent’s misses, rather than on any â€Å"money shot† of his own. His strength is that while retrieving, they keep the opponent pinned to his/her own baseline. The rabbit has consistent depth and uniformly steady pace on his strokes. He just doesn’t seem to work the corners or angles the way most baseliners do. If one is playing the baseline game ... ...y of a rabbit, but the inconsistency of the pusher. Every once in a while, a seemingly lazy player could walk onto the court and instantly become one of the talented. The other talented would work out off-season, practice off season. But this kid refuses to put forth the effort. He just doesn’t understand where he really belongs on the court. The talented are players who exude confidence. They have finesse, power, speed, and strategy. They compare to the well-rounded, athletic, and social A-student. On the other hand, the rabbits strive to be talented and model the talented’s behavior yet don’t quite reach that goal. The pushers would like to be accepted but don’t want to put forth the effort to raise his game. The blaster resembles the athletes in the school who force bluster their way through the school. These people are accepted due to their immense power.

Monday, November 11, 2019

Measuring Reliability

The Myers-Briggs Type Indicator (MBTI) is one of the most popular personality tests in the world today.   However, data reviewed from more than twenty MBTI research studies has indicated that the test has inadequate validity.   In other words, MBTI does not adequately measure what it is meant to measure.   Moreover, MBTI has reported reliability coefficients for its four scales on general population samples in the ranges from 0.61 to 0.87.   Experts on psychometric testing reveal that reliability coefficients for short personality tests should actually be in the range of 0.7 to 0.8 (Psychometric Success). Does this mean that MBTI is unreliable? – No.   While this important personality test sometimes reveals a lower reliability coefficient than the other personality tests, even when its reliability coefficient is close to 0.61, the test is said to give us a dependable measure of the constructs it measures at least 61% of the time.   To put it another way, at least 61% of the people who use the MBTI once would see that their scores on the different constructs of the test would not change on a second testing session and all subsequent testing sessions. Reliability is also known as â€Å"repeatability† or â€Å"consistency.†Ã‚   A test with perfect reliability has a coefficient of 1.0.   A test with no reliability whatsoever has a coefficient of 0.   A test with perfect reliability is one which gives us absolutely consistent results with the same sample.   The higher the reliability, the better is a test, scientifically, given that we can trust the results of this test with confidence, knowing that they will not change drastically through retesting (Trochim, 2006). With MBTI, we can be confident that the test would show us a true picture of an individual’s personality at least 61% of the time.   Although this value is better than 50%, MBTI would have  given us greater confidence in terms of its measurement if its reliability coefficient always fell in the range of 0.8 to 0.9.   This would have led us to believe that MBTI is most definitely a trustworthy measure of an individual’s personality type. References 1.Psychometric Success. â€Å"Myers-Briggs Widely Used But Still Controversial.† Available at http://www.psychometric-success.com/index.htm. (31 January 2007).    2. Trochim, William. (2006). â€Å"Theory of Reliability.† Research Methods Knowledge Base. Available at http://www.socialresearchmethods.net/kb/reliablt.php. (31 January 2007).         

Saturday, November 9, 2019

American Foreign Policy in Iraq essays

American Foreign Policy in Iraq essays The American invasion into Iraq has been a very difficult topic for Americans to agree upon. The right for one country to invade another based upon unsubstantiated evidence and political differences is hard for me to understand. Even though some people would say that what we did was potentially wrong, in my personnel opinion the invasion as had some positives and some negatives but could possibly have been done in a better way. America has been playing the role of the big bully over many countries for years. I think it is time for us to come to the realization that every country cant be ran the way we would like it to be ran. Iraq isnt just the only country that is a threat to us and most likely wont be the last. Do we expect to invade every country that challenges the way we run our country? I would surely hope not because then it would defeat the purpose of the United Nations (UN). The UN was created to keep peace between the nations. Not to have one nation invade the other. Many people have lost their lives in both nations and nothing has really been accomplished. Before the U.S entered into Iraq there were many tribulations standing in their way, such as mass unemployment, inflation and financial debt, and mismanaged government. They had been misled by Saddam Hussein and they didnt want America to come in and take over after they had been anti-American for so long. In the matters of religion, there was only 4% of the population that wasnt Muslim and the 96% that are Muslim was split into two different groups, the Sunni and the Shia. The Sunni were only 33% of the Muslim population but was in the el ite class and were fairly treated better than the Shia by Saddam because those were his people. So of course there was tension between the two due to social status. That led the nation to be consisted of two nationalities, Arab and Kurdish. To top all of it off the nation was effected b...

Wednesday, November 6, 2019

Cargo Vessel Size Classifications

Cargo Vessel Size Classifications Cargo shipping is a low margin business model that requires vessels to be fully loaded in order to sustain profitable operations. When a ship is in the design phase it is almost always structured in a specific classification of naval architecture and built to serve a specific route or purpose. Vessels that are built to pass through specific bottlenecks while carrying the maximum amount of cargo are termed â€Å"-max†. For example, a freighter designed to pass through the Panama Canal are called Panamax. This means that the ship will fit into a minimum bounding box that matches the dimensions of the smallest locks in the canal. A bounding box is measured in three dimensions and includes areas under water and above the ship in addition to maximum length and width. In a maritime specific case, the dimensions of the bounding box have some different but still familiar names. Draft is the measurement from the surface of the water to the bottom. The beam is the width of a vessel at its’ widest point. Length is measured as the overall length of a ship but in some cases, maximum dimensions might consider the length at the waterline which can differ significantly from length overall (LOA) because of the Deadrise of the hull. The final measurement is Air Draft which is the measure of the maximum height above the waterline of any structure on the ship. Other terms you will see are Gross Tonnage (GT) and Dead Weight Tonnage (DWT) and while many perceive this as a measure of weight it is actually described best as a measure of the volume of the vessel’s hull. Weight only factors in when an equivalent weight of water displaced by the hull needs to be expressed. Now let’s get to the definitions. Ship Size Definitions Most of these definitions pertain to cargo vessels but they can be applied to any kind of ship. Military and cruise ships can also be classified under these definitions but the most common usage concerns cargo ships. Aframax- This classification almost always refers to an oil tanker although it is occasionally applied to other bulk commodities. These vessels serve oil producing areas with limited port resources or where man-made canals lead to terminals that load raw petroleum products. The size limitations in this class are few. The main restriction is the beam of a vessel which in this case cannot exceed 32.3 Meters or 106 feet. The tonnage of this type of vessel is approximately 120,000 DWT. Capesize- Here is one of the instances where the naming scheme is different but the concept is the same. A Capesize class of ship is limited by the depth of the Suez Canal which is currently 62 feet or about 19 meters. The soft geology of the region has allowed the canal to be dredged to a greater depth since it was first built and it possible the canal will be dredged again in the future so this classification may change its maximum draft limit. Capesize vessels are large bulk carriers and tankers that get their name from the route they must take to bypass the Suez Canal. This route takes the past the Cape of Good Hope in Africa or Cape Horn off of South America depending on the final destination of the ship. The displacement of these vessels can range from 150,000 to as much as 400,000 DWT. Chinamax- Chinamax is a little bit different since it is determined by the size of port facilities rather than physical obstructions. This term is not only applied to ships but also to port facilities themselves. Ports that can accommodate these very large vessels are referred to as Chinamax compatible. These ports do not necessarily need to be anywhere near China they only need to meet the draft requirements of dry bulk carriers in the 350,000 to 400,000 DWT range while not exceeding 24 meters or 79 feet of draft, 65 meters or 213 feet of beam, and 360 meters 1,180 feet of overall length. Malaccamax- Here is another situation for naval architects where the main restriction is draft of the vessel. The Strait of Malacca has a depth of 25 meters or 82 feet so ships of this class must not exceed this depth at the lowest point of the tidal cycle. Vessels serving this route can gain capacity in the design phase by increasing beam and length at the waterline in order to carry a greater capacity in a limited draft situation. Panamax- This class is the most commonly recognized to most people since it refers to the Panama Canal which is quite famous in its own right. The current size limitations are 294 meters or 965 feet in length, 32 meters or 106 feet of beam, 12 meters or 39.5 feet of draft, and 58 meters or 190 feet of air draft so vessels can fit under the Bridge of the Americas. The canal opened in 1914 and by 1930 there were already plans to enlarge the locks to pass larger vessels. In 2014 a third larger set of locks will begin operations and define a new class of vessels called New Panamax. New Panamax has size limitations of 366 meters or 1200 feet in overall length, 49 meters or about 160 feet of beam, and a draft of 15 meters or 50 feet. The air draft will remain the same under the Bridge of the Americas which is now the main limiting factor for large vessels passing through the canal. Seawaymax- This class of vessels is designed to achieve the maximum size for passage through the Saint Lawrence Seaway inbound or outbound from the Great Lakes system. The locks of the Seaway are the limiting factor and can receive ships no larger than 225.5 meters or 740 feet of overall length, about 24 meters or 78 feet of beam, about 8 meters or 26 feet of draft, and an air draft of 35.5 meters or 116 feet above the water. Larger vessels operate on the lakes but they are unable to reach the sea because of the bottleneck at the locks. Supermax, Handymax- Once again this is a class of ships that is not restricted by a specific set of locks or bridges but instead, it refers to cargo capacity and the ability to use ports. Ports are often designated to be Supermax or Handymax compatible. Supermax as you probably guessed is the largest of the vessels with a size of around 50,000 to 60,000 DWT and can be as long as 200 meters or 656 feet. Handymax vessels are slightly smaller and have a displacement of 40,000 to 50,000 DWT. These ships are usually at least 150 meters or 492 feet. Suezmax- The Suez Canal’s dimensions are the limiting factor for ship size in this case. Since there are no locks along the one hundred plus miles of the canal the only limitations are draft and air draft. The canal has a useful draft of 19 meters or 62 feet and vessels are limited by the height of the Suez Canal Bridge which has a clearance of 68 meters or 223 feet.

Monday, November 4, 2019

What will be the hot jobs in the next decade Research Paper

What will be the hot jobs in the next decade - Research Paper Example Consider the typesetter: the printing press has been around since the mid-1400s, and the people who knew how to work these types of machines enjoyed steady employment until the 1990s when desktop publishing came around. Thus the concept of â€Å"hot jobs†, which is used to describe the best selling jobs in the near future, is not only misleading but also difficult to define. Indeed, predicting the jobs or skills that will be in demand in the future is as tricky as is challenging. Fortunately, information abounds on the internet, literature and from career counselors that enable one to make a good-to-excellent choice. The richest source of job information is the United States Labor Department's 10-year forecast for demand, pay and competition for more than 300 jobs in 45 categories (Bureau of Labor Statistics. U.S. Department of Labor). The department's latest biannual compilation, published last month as the "Occupational Outlook Handbook," is great for sizing up the long-term outlook for most fields. The forecasts have often been prescient—accurately predicting this decade's fast growth in special-education teaching jobs and the widening range of hot health-care careers (Farr and Shatkin, Best Jobs for Your Personality 1; Farr and Shatkin, Best Jobs Without a Four-Year Degree 7; Farr and Shatkin 3). As helpful as the information in these sources may be, predicting the hot jobs for the next decade is still as daunting task. This is more so given that unquantifiable factors such as location, the people you are work with, work condition, and opportunities for growth are very important in job selection. In fact a recent survey by Nature in determining the factors that influence job satisfaction among scientist shows that money is not all that matter (Russo 1106). Indeed, the survey reveals that the â€Å"Degree of independence† at the place of work matters to scientist more than salary. Thus the concept of hot jobs based strictly on quantifiab le parameters such as pay, employment outlook, and job openings may not work for all people (Smaglik 131). However, there is still room for generality. So the question is: generally speaking, what are the hot jobs of the next decade? Are these jobs really â€Å"hot†? This article is an attempt to answer this question. Discussion As unpredictable as the labor market is, figures from the United States Department of Labor can guide us in predicting the hot jobs of the next decade. In the coming decade, engineering, already known for paying college graduates some of the highest starting salaries, is expected to offer the fastest-growing area: biomedical engineering (Bureau of Labor Statistics. U.S. Department of Labor). A job in this field, which centers on developing and testing health-care innovations such as artificial organs or imaging systems, are expected to grow by 72% and offers an annual median salary of $115,270 (Bureau of Labor Statistics. U.S. Department of Labor). Th is is closely followed by network systems and data communications analysts with a projected growth rate of 53.36% and an annual median salary of $112, 000. In fact, Farr and Shatkin (2010) ranked network systems and data communication analytes higher than biomedical engineering given that the network systems and data communication analytes has more annual job openings than biomedical engineering (Farr and Shatkin). Network systems and data analytes perform a number of tasks in relation to data communications systems, like the Internet, including designing, analyzing, testing, and assessing systems and their performance. Analysts might also supervise computer programmers and work as specialists who handle the interfacing of computers and communications

Saturday, November 2, 2019

Safegurads and Controls Essay Example | Topics and Well Written Essays - 500 words

Safegurads and Controls - Essay Example The used book store envision to promote literacy through their funding for education improvement programs by buying books that people do not want, find buyers and fund the proceeds for social cause. Used books are usually collected through campus collection from universities and colleges and from donation initiatives and discard of Libraries. Online services enables the store to distribute used books to a wide range of people globally, nationally and locally, who are in need of free books in underdeveloped countries. Alans used book store gives importance to save million of tonnes of paper waste for recycling rather than using it for landfills. The book store also envisages collecting voluntary funds from customers at exit point to fund reforestation programs and renewable energy credits (Profits with Purpose: Better World Books). Books should be handled with care while arranging them in shelves and moving it to make place for new arrivals. The dust jackets usually get damaged when moving books. Further books should be stored in a systematic manner to avoid theft and to locate books quickly. Books have to be categorized and numbered and stocks should be taken at regular intervals to keep a check on the number of sold items and the number of new arrivals. Proper accounting with details of the book will enable the business to identify books that sell fast and books that do not sell quickly. Books should not be stacked in the shelves; instead it should be placed in a stand up position. This reduces damage to books and offers ease to handle books and prevent the probable damage while taking a book from the bottom of a stacked row. Books should always be placed on the shelves. Books should not be place on the floor since it may contact moisture. Books will get faded and pages will turn yellow if it is exposed to d irect sunlight. Alans used book store proposes to manage risk by purchasing books from users that are mostly sought