Thursday, October 31, 2019

Chapters 1-6 Summary of Forensic Science from the Crime Scene to the Essay

Chapters 1-6 Summary of Forensic Science from the Crime Scene to the Crime Lab - Essay Example These laws are applied so as to control the accomplishments of the forensic community. Forensic science is an enormous field that has a wide history of its appliance. The first documented autopsy belonged to Julius Caesar. This was during the 15th century that he produced his first textbook on forensics. In the book a murder occurred, and the murder weapon was identified by science. Times have developed, and forensic science is used in investigations to find out the causes of crimes. In the United States, a department of Federal Bureau of Investigation (FBI) was developed in the 1930s by J. Edgar Hoover, who is considered as the father of FBI. This department is used for investigating crime scenes and until today it mainly uses forensics science to come up with evidences. Edgar founded nation-wide laboratories to offer services in forensics. These crime laboratories delivered quality forensic services to all law implementation organisations in the United States. Thus, they play a significant role in providing proof of crimes by using fingerprints, Deoxyribonucleic acid (DNA) and may more. Forensic scientists visit crime scenes to gather and analyse evidence by collaborating with the investigators and define their findings through comprehensive written reports. When investigating a crime scene, one has to know ways on how to secure the scene, take a survey and how to search it in order to find evidence. Therefore, first one should establish the dimensions of the scene and find the potential health and safety risks. This can be done by locating the focal point. At the scene, safety is very vital all through the primary approach to the crime scene. Individuals should be keen on biohazards, weapons, chemical hazards and deliberate traps might be waiting for the responders. Hence, people on the scene including medics, coroners and fire fighters should be given advice on evidentiary

Tuesday, October 29, 2019

Computer Project # 2 Essay Example | Topics and Well Written Essays - 1250 words

Computer Project # 2 - Essay Example Therefore, by utilizing the minimal value of increment constant of 100 millimeters, calculate the maximum value of the force X utilize in this problem and subsequently, find the value of W in this problem. Therefore, to be able to obtain the correct form of a diagram representing the problem above, let us first assume that the force applied to move the rod is approximately X , while the Therefore by using a simple diagram to represent the problem above, a diagram like the one drawn below is thus obtained ; The diagram of the rod is drawn using the FBD application or the drawing can also be done by utilizing the free hand drawing method. The diagram shows all the force X, the value W this includes all the details explained in the problem equations and the values described are also included where appropriate in the drawn diagram. The diagram is as shown below; Based on the diagram above, the point A is shown to be 100 millimeters away from the point B. while also the point B is further assumed to be of at the same point as point D. Thus the point B is considered to be a fixed point and also the point D is considered to be a fixed point in this static problem and is therefore regarded as the pivot point. Where as the distance from the point D to the point where the external force is applied at point P is about 400 millimeters away from the fixed point B and also point D. Therefore to be competent of calculating the problem above, the required calculation procedures must be employed as necessary. These calculations procedures are furthermore included in the results in order to be utilized in the determination of the solution through utilization of the computer software programs. The main equations used are shown with inclusion of brief explanations. The initial X stands for the force applied when moving the rod from

Sunday, October 27, 2019

External Auditors and their role in the Corporate Governance Framework

External Auditors and their role in the Corporate Governance Framework External Auditors check companys accounts and report to the company based on the accounts. Basically, the concern is how external auditors conduct these duties effectively. Legislations, such as The Companies Act 1965, have made great efforts to ensure external auditors conduct their duties and obligations effectively. The Code of Corporate Governance in 2001 and the amendment in 2007 have further enhanced the effectiveness of audit in the interests of stockholders and shareholders. In light of the recent scandals involving external auditors in the world, there is a growing concern for corporate governance globally as there is increased reliance by the stockholders and shareholders on external auditors. This study examines the role of external auditors in the corporate governance framework. The study then reviews the financial scandals involving auditors occurred in the world and investigate the role of external auditor in the collapse of the companies. Introduction Corporate governance is a central and dynamic aspect of business. It is very important for corporate success and social welfare. In the wake of Enron, HIH Insurance and other similar cases, countries around the world have reacted quickly by pre-examining similar events domestically. As a speedy response to these corporate failures, the USA issued the Sarbanes-Oxly Act in July 2002, and in UK, the Higgs Report and the Smith Report were published in January 2003 (Solomon, 2007). Nowadays corporate governance is a globally debated topic with many characteristics (Nobel, 1998). However, the concern is whether auditors play an important role in the framework of corporate governance. Corporate Governance Corporate governance is the relationship among various participants in determining the direction and performance of corporations. The main participants are the shareholders, the management and the board of directors. Corporate governance is the process whereby directors of a company are monitored and controlled. There are two areas considered to be fundamental to corporate governance, one is supervision and monitoring of management performance and the other is ensuring accountability of management to shareholders and other stakeholders (Marianne, 2009). Till now, probably the two most important basic elements of good corporate governance have been full disclosure and the presence of independent directors and auditors, who each has their own ways to confirm that the data provided by the corporation are true and fairly stated. The contents of full disclosure are listed out in regulatory demands and professional pronouncements, and companies are expected to fully comply. The independence of the outside director and external auditor means the directors and auditors will have to distance themselves considerably to assure shareholders that they have conducted their tasks (Bavly, 2004). Role of External Auditors in Corporate Governance External auditors play a key role in the corporate governance framework. They conduct one of the most important corporate governance checks that help to monitor managements activities. The audit of financial statement makes disclosures more reliable, thus increasing confidence in the companys transparency. The role of external auditors is to make sure that Board of Directors and the management are acting responsibly towards the shareholders investment interests. By keeping objectivity, the external auditors can add value to shareholders by ensuring that the companys internal controls are strong and effective. And by working with the audit committee and liaising with internal auditors, external auditors can help to facilitate a more effective oversight of the financial reporting process by the Board of Directors (Hassan, 2004). However, the audit expectations gap needs to be acknowledged, as the audit function can only do so much on the fraud. The external auditor can not be expected to find every fraud and error during an audit. In accordance with the Cadbury Report, it is important to know that the external auditors role is not to prepare the financial statements, nor to provide assurance that the data in the financial statements are correct, nor to guarantee that the company will continue as a going concern, but the external auditors have to state in the annual report that the financial statements show a true and fair view. The Cadbury Report highlighted that there was no doubt on whether there should be an audit but rather how the audit could be ensured to conduct effectively and objectively by the external auditors (Solomon, 2007). Auditor Independence External auditors are expected to be independent of the company and report on the company objectively. Actually, auditors can only play their role effectively if they are independent (Peel ODonnell, 1995). They have to conduct their tasks in the most independent and reliable manner to provide investing public with the level of assurance to make their decisions based on the financial statements. According to the Cadbury Report, auditor independence could be affected due to the close relationship between auditors and company managers and due to the auditors intention to develop a constructive relationship with their clients. There are a number of threats to auditor independence, one of which is to provide non-audit services since non-audit services are lucrative. Auditors can obtain the contracts for non-audit services only if they maintain a good relationship with the management. The Cadbury Report stressed that a balance is needed to be achieved in such way that external auditors will work with, not against, company management, but in doing so they need to serve shareholders. This is a difficult path. The easiest way to ensure this balance being attained is suggested to establish audit committees and develop effective accounting standards. The Cadbury Report recommended all companies to establish audit committees. Audit committees serve as representative of shareholder interests. They are not only responsible for monitoring financial reporting process to support good corporate governance, they are also considered to be able to ensure an appropriate relationship exists between the external auditor and the management whose financial statements are being audited (Hassan, 2004). The Smith Report issued in 2003 highlighted that the audit committee needs to be proactive and raise the concern with directors rather than brush them under the carpet. The Report also stressed that all members of audit committee should be independent non-executive directors. Companys annual reports should disclose detailed information on the role and responsibilities of their audit committee. Lessons from Financial Scandals 4.1 Collapse of Enron Enron, the energy trading company based on Texas is the first scandal shaking up the auditing profession. It has led to a crisis to the confidence on auditors and the reliability of financial reporting (Holm Laursen, 2007). The audit quality and the independence of external auditors were questioned. In this case, Enrons audit and accounting function were fraudulent. Arthur Andersen, the auditor of Enron, has been involved in Enrons fraudulent accounting and auditing. Failure of the audit function is one of the key factors contributing to the companys collapse. Enron created The Raptors, four special purpose entities (SPEs). SPEs are established in order that a company can form a joint venture with other interested parties to conduct a specific transaction. This transaction will not subject the other parties to the risks more generally associated with the companys operations. U.S Generally Accepted Accounting Principles (GAPP) allows companies to record the gains and losses of SPEs without reporting their assets and liabilities in certain instances. In this way, Enron avoided adding more than $1 billion debt to its balance sheet without consolidating certain SPEs (Jenkins, 2003). But the problems are, when the losses of these entities quickly rose into billions of dollars, these entities were brought into the core financial statements. It then became clear that Enron itself had great losses. The corporations stock price dropped sharply, and the company went into bankruptcy in December 2001 (Brown, 2005). Examples of Enrons devious accounting exist widely in the corporation. The company recorded profits, for example, from a joint venture with Blockbuster Video that was never materialized (The Economist, 7 February 2002). In 2002, Enron restated its accounts, which is actually a process that reduced reported profits by $600 million (The Economist, 6 December 2001). In fact, the process resulted in a cumulative profit decrease of $591 million and a rise in debt of $628 million for the financial statements from 1997 to 2000. The difference between the profit figures was mainly attributed to the earlier omission of three off-balance sheet entities. Such profit inflation enabled the company to raise its earnings per share (EPS). The company not only manipulated the accounting figures to inflate the earnings, but it also was found to remove substantial amounts of debt from its accounts by setting up a number of off-balance sheet entities. Such special purpose entities can be used to hide a companys liabilities from the balance sheet, in order to make the financial statements look much better than they really are (The Economist, 2 May 2002). It means substantial number of liabilities did not have to be disclosed on Enrons financial statements, because they were mainly attributed to another legal entity. All these issues raise the question, why did Enrons auditor allow this type of activity? This is because the conflicts of interest exist between the external auditor and the management. Conflicts of Interest Conflicts of interest are a frequent problem in the audit profession. Although independent appointment of external auditors by companys shareholders is regularly replaced by subjective appointment by the company management, the auditor is all too often appreciated to the companys senior management. Further, conflicts of interest arise from interactive functions of audit and consultancy. Arthur Andersen has been blamed to apply loose standards in their audits because of conflict of interest over the subatantial consulting fees collected from Enron. In 2000, Andersen collected $25 million for auditing Enrons books in addition to $27 million for consulting services. In 2001, Arthur Anderson earned US$55 million for provision of non-audit services (Brown, 2005). Although Arthur Andersen reported on the companys accounts, they did not report fraud to the shareholders. This is because the fraud was committed by the management. Kenneth Lay, the Chief Executive Officer (CEO) from Feb 1986 until Feb 2001, took home US$ 152 million although the company was facing a loss. If Andersen were to report, they probably will not be appointed in the following years or be engaged in non-audit services (Krishnan, L, 2009). Especially, close relationships are established over time between companies and their external auditors. It can again affect independent judgment and impact on the auditing function. In this case, there are regular exchanges of employees within Enron from Arthur Anderson. Such conflicts of interest affect the corporate governance function. Serious conflicts of interest have also arisen among members of Enrons internal audit committee, which causes the internal audit committee did not perform its functions of internal control and of checking the external auditing function. For example, Lord Wakeham, a member of the audit committee, was at the same time having a consulting contract with Enron (The Economist, 7February2002). This shows that people in responsible positions should have detected fraudulent activities if they were independent. Enrons board of directors was composed of a number of members who have been shown to be willing to conduct fraudulent activity. It is also because the non-executive directors were compromised by conflicts of interest. 4.2 Collapse of HIH Insurance In Australia, the collapse of HIH Insurance Ltd was observed as the beginning of the reflection into external auditors role. HIH is one of Australias biggest insurers, comprising several separate government-licensed insurance companies, including HIH Casualty General Insurance Ltd, FAI General Insurance Ltd, CIC Insurance Ltd and World Marine General Insurances Ltd. On 15 March 2001, HIH went into provisional liquidation with losses of A$ 800 million (Peursem, Zhou, Flood Buttimore, 2007). HIH is one of the largest corporate collapses in Australian history. Similar issues arise as in the Enron case. HIH is claimed to mislead investors by providing incorrect financial reports to the market and HIHs auditor, Arthur Andersen, may have played a part in its collapse. Andersen conducted the external audits for HIH from 1971 until its collapse in 2001. Their contribution to the failure of HIH is considered in the following sections: Audit Practices As part of audit process, auditors will conduct a risk assessment to determine the structure and plan of the audit. Andersen assessed the risk of HIH and deemed it a maximum risk client, however, the engagement team of Andersen had not prepared the risk management plan and therefore the senior management team at Anderson did not review and approve the plan (Peursem, Zhou, Flood Buttimore, 2007). At the end, the auditor simply drew the wrong conclusions. Andersen signed off HIHs annual report for the 30th June 2000 and stated that it was a going concern with net assets of $939 million. Nine months later, HIH collapsed with debts of $5.3 billion (Peursem, Zhou, Flood Buttimore, 2007). Andersen used HIH management reports and forecasts and did not obtain sufficient evidence to get the conclusions they did. The liquidator could not find the documentation on the reasons for considering HIH as a going concern. This implies that Anderson failed to produce sufficient working papers to prove that the audit actually is conducted. Auditor Independence Andersen had a close relationship with HIH. By the time of liquidation, three former Anderson partners who had conducted HIH financial audit work held positions on the HIH board of directors. This obvious lack of independence between the board of directors and the auditors indicated that the best interests of HIH may have not always be a priority. Andersons failure in producing adequate working papers or in obtaining adequate evidence to support their findings have serious concerns on the quality of the audit they did. A significant independence issue is also reflected in the form of Andersons payment to HIH Chairman, Geoffrey Cohen for consultancy fees. These fees totaled $190,887 in nine years and included the use of Andersons office and secretary. These fees were not disclosed to the remaining board members in the annual general meetings (Peursem, Zhou, Flood Buttimore, 2007). The close and complicated financial relationship between the auditors and HIH chairman raise further questions in this case. Finally, the threat to auditor independence is that Andersen provided both audit and non-audit services to HIH. It raises a question on how can an auditor provide an independent opinion on the financial statements when he may play a role in guiding the preparation of the statements? The Royal Commission in Australia, which investigates the collapse of HIH, has found that the largest corporate collapse in Australia was not due to fraud but the result of attempting to cover the cracks on the overpriced acquisition. Andersons role in it appeared to be substantial. Modern Approach to External Auditors Role in Corporate Governance External auditors now have to take a much stricter approach to their clients (Bourne, 1995). There is an increasing view to support that external auditors should take on a more proactive role (Baxt, 1970). The Companies Act has set the stipulation on appointment, eligibility, qualification, disqualification and removal of external auditors (Davies Prentice, 2003). The intention is to ensure that auditors are able to carry out audit in an impersonal, objective and professional way. It is also to ensure that auditors are independent of the company. The reason for such emphasis is to ensure the external auditors are not in a position of conflict of interests. When there is conflict of interest, disclosure must be made to shareholders and stakeholders. Alternatively, there should be prohibition to the provision of non-audit services to the company where they act as auditors. To ensure auditors are truly independent and not in a conflict of interest, auditors should be rotated every year. Thereafter there should be a gap of five years before the same auditors are appointed by the company. Conclusion External auditors have an essential role in corporate governance through their involvement and their examination of financial statements. The external auditors role in corporate governance is a fundamental complement to achieve the desired objective of corporate governance. Therefore, the duties and obligations of external auditors must be expanded for the rights and interests of shareholders and stakeholders. There must be a modern approach to the auditors role in the corporate governance framework.

Friday, October 25, 2019

Essay --

The movie Sherrybaby depicts a young woman struggling to pick up her life where it left off after being released from prison. She tries to rebuild her life but encounters many obstacles along the way. She tries to rekindle the relationship with her daughter Alexis, while battling to stay clean from her heroin addiction. She also seems to have a difficult time forming relationships with people in her halfway home and using her sexuality to get her way in the work field. She is in over her head as she tries to jump right into where she left off three years ago. Despite her positive attitude, we witness the challenges she faces with low self-esteem, substance abuse, and the guilt of leaving her daughter Alexis to be raised by her brother and sister in law. In the very beginning of the film when trying establish the fundamental things necessary to get her life back on back, we see how she uses her sexual appeal to get what she wants. When speaking with her parole officer, Sherry tries to use her good looks in persuading him to see her family in New Jersey. After he quickly picks up on this, dissatisfied Sherry sulks using the excuse that she hasn’t seen her daughter in years. â€Å"Indeed family contact was the key motivator stated by participants for maintaining their recovery† (Duffy & Baldwin, 2013). Perhaps her parole having dealt with similar cases to Sherry saw the effects family isolationism had on recovery. It is clear that he is not in on her game but still, he allows her to go see her brother and daughter. Arriving at her new home Sherry is introduced to the director of the halfway home where we find the two of them in the basement sexually involved. Once again, we see Sherry using her good looks when try ing to ge... ...ug use, recovery from use and personal identity† (Brener, Hippel, & Hippel, 2012). Sherry does acknowledge her addiction and does want to get clean. This theory could be useful in predicting future drug use among people who are attempting to quit and who is likely to complete treatment. She soon discovers things are not so easy or as expected. Sherry realizes during her first true parenting experience that she is not quite able to handle life on her own just yet. In order for Sherry to have a chance at rekindling her relationship with daughter Alexis, she must be willing to accept her weaknesses and accept the past. As the film unravels, it is evident she has issues from her past that are kept at bay reflecting on where she is in life. It is Sherry’s desire to change that will ultimately determine whether she gets second chance at life.

Thursday, October 24, 2019

Plato and the Concept of Knowledge Essay

Plato’s Theaetetus is a dialogue that discusses and attempts to find a definition of knowledge. The two characters, Socrates and Theaetetus, approach the argument with the initial idea that knowledge is the addition of a true judgment and an account. However, Socrates raises some concerns regarding the fundamental aspects that make the definition true. Ultimately, the two characters find that their original definition of knowledge is not as accurate, nor as simple as they once believed. The article opens with Theaetetus recalling a definition of knowledge he once heard, which stated â€Å"true judgment with an account is knowledge [and is therefore knowable], and the kind without an account falls outside the sphere of knowledge [and is therefore unknowable]† (126). Socrates begins to question one’s ability to determine whether something is or is not knowable, and he demonstrates the concept using the relationship between elements and complexes. In doing so, he explains a recent dream of his, which, in turn, is actually an explanation of Dream Theory. Dream Theory states that â€Å"the primary elements, of which we and everything else are composed, have no account. Each of them itself, by itself, can only be named† (126). In other words, as elements cannot be broken down further, elements cannot have an account because that would require the determining of whether or not the said elements exist. The addition of that information onto the original element itself results in something that is no longer in its simplest form. Therefore, no elements can have accounts, nor can they be knowable; elements can only be perceived. Consequently, this poses the question as to whether or not complexes are knowable given that their elements are not. When complexes are viewed as the sum of all their elements, it is safe to conclude that the complexes are unknowable, as their elements are unknowable. This idea allowed Socrates to then consider whether complexes were mere sums or if they should instead be viewed as wholes that cannot be dissected into parts. However, the problem with this idea is that, when viewed as a whole that cannot be separated, the complex is then no different than an element, and therefore cannot have an account. After failing to determine what does and does not have an account, Socrates decides to turn his attention to determining what constitutes an account. First, he defines it as stating one’s judgment through speech. Immediately, this manifests flaws in the sense that any true statement could then be considered an account. If this were the case, there would be no differentiation between an account and a true judgment. Next, he defines an account as listing the elements of the things known. Again, this must be incorrect because the possibility exists that one could simply memorize the elements without actually understanding them. Without understanding, one cannot have knowledge. Finally, he defines an account as differentiating the known thing from everything else. This would require knowledge of the differences, and ultimately would again be a reiteration of the true judgment. Additionally, one would be defining knowledge as true judgment plus knowledge, which would be considered a fallacy. This marks the final turning point in Socrates’s and Theaetetus’s overall definition of knowledge, where the two characters decide that their initial definition could not be considered correct. Through their attempts to dissect the supposed explanation of knowledge, Socrates and Theaetetus finally reach the conclusion that knowledge is â€Å"neither perception, nor true judgment, nor an account added to true judgment† (133).

Wednesday, October 23, 2019

An Analysis of Julia Alvarez’s Poem, “Touching Bottom” Essay

In the poem’s first stanza, Alvarez says, â€Å"Sometimes the best advice comes randomly†Ã¢â‚¬â€but without intent, how can it be advice? Perhaps good advice consists simply of one’s own ideas, rendered into words by another and recognized by the self as something true. If we go by this definition, then the random pieces of advice are, indeed, good advice. She is thus saying that some of the best â€Å"advice† is recognized by the self and in the self, and not merely received from others. Such advice is possibly worth more than any intentional directive, because the meaning of the advice is something that one makes for oneself. Alvarez implies that good advice is abundant, but requires some recognizing—which is what she does. To be able to give good advice, a person must think like the recipient of the advice, and who better to think like the recipient than the recipient herself? Alvarez creates remarkable associations in her mind between randomly heard directives and the troubles of her life; she is actually both the giver and the receiver of the random â€Å"advice†, and whoever (or whatever) â€Å"gave† her the advice only has an intermediary role. These random pieces of advice are nothing like what we usually conceive advice to be, but are simply reminders of things that she already knew. Thus these random pieces of advice that she recognizes are essentially advice that she gives to herself. In the second stanza, Alvarez talks of the power of these random bits of wisdom. She realizes that â€Å"a minotaur of your own making†Ã¢â‚¬â€that is, self-imposed limitations—puts the mind into a certain degree of paralysis, and that randomly received advice, in their simplicity, have the power to awaken an awareness of truisms deeply buried in the subconscious. Alvarez in essence, is talking about the â€Å"shock of recognition† that she experiences when she hears these random bits of meaning. It takes these to remind her of her own good ideas that she may have unintentionally discarded into the â€Å"dark labyrinth† of her mind. Additionally, Alvarez implicitly contrasts her random bits of â€Å"advice† with true advice intentionally given by others—too often, such advice is derived from the experiences of the giver and not the receiver. The poem, because of its focus on â€Å"accidental† advice, reminds us of the tendency of people to ignore intentionally given advice, no matter how good, because advice is usually given based on the perceived needs of the recipient; although these needs are often misidentified. This contrasts with her accidental bits of advice, which by their very nature are good and well received. The random advice that Alvarez hears makes her capable of   â€Å"touching bottom.† Although â€Å"touching bottom† in general usage has the negative meaning of reaching the lowest point of something (such as when a company goes bankrupt), what she means by having â€Å"touched bottom in my life† is that she realized and recognized the basic and most important aspects of her life. The examples that she gives of these bits of advice, such as â€Å"Please hold through the silence† (which she is able to connect to her problem of writer’s block) are of secondary importance, serving only to illustrate and strengthen the poem’s main point, which is that one needs only to look into the self to find wisdom.

Tuesday, October 22, 2019

Canadian Employment Insurance (EI) Applications

Canadian Employment Insurance (EI) Applications When to Submit an Employment Insurance Application Apply for Employment Insurance as soon as you stop working, even if you havent received your  Ã‚  (ROE). Be sure to submit your Canadian Employment Insurance application within four weeks of your last day of work, or you may lose benefits. You should receive your ROE from your last employer within five days of becoming unemployed. Some employers submit ROEs electronically, in which case you do not need to submit a copy to Service Canada. If you have difficulty getting a ROE from an employer, go to your  Service Canada Centre  or contact Service Canada at 1 800 206-7218 to find out how to get your ROE and what is needed to calculate your claim. Employment Insurance Application Form When making an application for Canadian Employment Insurance benefits, you will need to give the following information: Social Insurance Number  (SIN), and the SIN of the other parent if applying for parental benefitsMothers maiden namePersonal identification, such as a  drivers license  or  birth certificate, if you apply in person at a Service Canada Centre.Record of Employment (ROE) from each job for the last 52 weeksBank information or a blank personal cheque marked VOID, so  Employment Insurance benefits  can be paid by direct depositEmployment details, including gross salary (before deductions and including tips and commissions), gross salary for the last week of work from Sunday to the last day, and other amounts received or still coming, such as vacation pay and severance pay. Youll need to provide the names and addresses of your employers, including  postal codes.Dates of weeks in the last 52 that you  did not work  and whyMedical certificate if you are claiming sickness benefits or applying for compassionate care benefitsAdoption certificate if you are an adoptive parent c laiming parental benefits. Where to Apply for Employment Insurance You can  apply for Canadian Employment Insurance  in person by going to the Service Canada Centre nearest you. You can also apply for Canadian Employment Insurance  online.

Monday, October 21, 2019

Giordano Surname Meaning and Family History

Giordano Surname Meaning and Family History The Italian form of the name Jordan, the Giordano surname has its roots in Yarden, the Hebrew name of the Jordan river flowing between the countries of Jordan and Israel. Derived from  yarad, meaning descend or flow down. Its origin is Italian. Famous People With the Giordano Last Name Umberto Giordano - Italian composerTyrone Giordano - Deaf actorLuca Giordano - 17th-century Italian artistGus Giordano - Innovator of modern American jazz dance Where Do People With the Surname Live? The largest populations of individuals with the Giordano surname are in Italy, as you might expect. According to  WorldNames PublicProfiler, the Giordano last name is most popular in the southern boot of Italy- Campania, Basilicata, Puglia, and Sicilia. There is also a  slightly denser population in the Piemonte region, but the name is popular throughout Italy. It is also fairly common in Argentina. Surname distribution data from Forebears, indicates that Giordano is the 11th most popular name in Italy and the 30th most common in Monaco.Source:   Cottle, Basil.  Penguin Dictionary of Surnames. Baltimore, MD: Penguin Books, 1967. Dorward, David.  Scottish Surnames. Collins Celtic (Pocket edition), 1998. Fucilla, Joseph.  Our Italian Surnames. Genealogical Publishing Company, 2003. Hanks, Patrick and Flavia Hodges.  A Dictionary of Surnames. Oxford University Press, 1989. Hanks, Patrick.  Dictionary of American Family Names. Oxford University Press, 2003. Reaney, P.H.  A Dictionary of English Surnames. Oxford University Press, 1997. Smith, Elsdon C.  American Surnames. Genealogical Publishing Company, 1997.

Sunday, October 20, 2019

The Ol Olde Gets Old

The Ol Olde Gets Old The Ol Olde Gets Old The Ol Olde Gets Old By Mark Nichol Writers’ efforts to evoke a folksy or quaint sensibility by using a variation on the word old often fail because they use the wrong form. This post discusses the proper use of the variations. When the intent is to simulate a drawl, the correct version of old is ol’, which follows the common pattern of dropping a word’s final consonant to relax pronunciation, as in, for example, rollin’ in place of rolling. This is the use seen in phrases such as â€Å"good ol’ boy† and in the song title â€Å"Ol’ Man River,† which alludes to the personification of the Mississippi River as an entity oblivious to the cares of the people who travel on it. â€Å"Good ol’ boy† has positive and negative connotations in the American South and other areas; the positive sense is of a humble but well-bred man, though the pejorative sense of an ignorant and intolerant man is dominant. (In one region of England, however, the connotation is simply of a likeable man.) â€Å"Good ol’ boys’ club† or â€Å"good ol’ boys’ network alludes to an excessively insular group of men who discriminate against or ostracize others who are different or not associated with them. (The phrases were inspired by the British English notion of the â€Å"old boy network,† describing men linked by virtue of being alumni of certain prestigious public schools, with a similar but somewhat more elitist subtext.) Ol’ is preferable to ole (not to be confused with olà ©, a Spanish exclamation synonymous with bravo! and, like that word, always punctuated with an exclamation point, which is nevertheless enshrined in the name of the Grand Ole Opry and in Ole Miss, the nickname for the University of Mississippi, as well as in the song title â€Å"Tie a Yellow Ribbon Round the Ole Oak Tree.† When establishing a reference to a real or imagined medieval sensibility, the archaism olde often appears in such designations as â€Å"Ye Olde Shoppe.† Olde dates back to a time when spelling was more flexible (and may reflect pronunciation during that era) and was revived starting in the mid-nineteenth century to suggest an air of antiquity. Olde is valid, if a bit precious, but the word that often precedes it is misunderstood. Note that ye is not used here as an archaic form of you; it includes a variant of the obsolete English letter thorn, which resembles a mash-up of b and p and represents the soft th sound in the (as opposed to the hard sound in thorn). Therefore, it is correctly pronounced as the. Olden is a variant of the adjective old, unnecessary except to lend a flavor of antiquity (as in the phrase â€Å"in olden times†). Auld, from an earlier pronunciation for old, was preserved in northern England and in Scotland; it’s best known as the first word in the song title â€Å"Auld Lang Syne† (in Scots, literally â€Å"old long since,† meaning â€Å"long ago† or â€Å"old times†). Old itself is often part of a nickname bestowed out of respect; among the recipients of such an epithet are President Andrew â€Å"Old Hickory† Jackson, two naval vessels dubbed Old Ironsides because of their sturdy hulls, and the nursery rhyme character Old Mother Hubbard. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Vocabulary category, check our popular posts, or choose a related post below:How to Structure A Story: The Eight-Point ArcCannot or Can Not?90 Verbs Starting with â€Å"Ex-†

Saturday, October 19, 2019

Design and Installation Assignment Example | Topics and Well Written Essays - 750 words

Design and Installation - Assignment Example In carrying out these activities, the engineer will use a combination of the User Experience Model and the Visual (model) types. This will help in inviting the active human interaction as the engineer aspires to realize a more extensive research that will obviously lead to a more profound result as per the demands of the client. When the engineer opts for the user experience model, a combination of tools and materials are used. The material used in this prototype is plywood and CNC machined components and the RP processes. It is not constructed using from scratch, but using industrial CT scanning techniques. On the other hand, the use of the visual prototype will help in creating a more aesthetic appeal to make the structure have an attractive color, appearance, and texture that will, of course, make the product be appealing to the intended users to admire it properly. This is the surest way through which the prototype specialist will ensure that the real product is simulated. Hence, it will be so cheaper to have this prototype in place than it would be practically possible if the product is designed. The computer software can be used to help in creating the computer model prototype that will help in making a good prototype for the product intended to be made. This in itself is essential in helping to design a more appropriate product with the required weight and appropriate size and shape to aid in an admirably good final product (Howard A. P., 2009). On the other hand, the in situ concrete is the type of slab that is constructed at the exact site of the building. It requires the investor to avail all the required materials (sand, cement, and hardcore) together with the essential tools (spade, trowel, plump bob and others) and the necessary expertise required in this process.

Friday, October 18, 2019

Destination Alliances Article Example | Topics and Well Written Essays - 500 words

Destination Alliances - Article Example The article "Destination Alliances" talks about the alliances - market strategies whereby two or more organization join to share marketing strategies or to promote concepts, services, or products. Alliance marketing is suitable for any business as long it finds an organization that shares mutual goals.A destination marketing organization (DMO) or convention and visitors bureau (CVB) is an organization that supports a town, city, region or country with the aim of increasing the number of visitors. DMO and CVB also promote the development or markets a destination through convention sales, tourism marketing, and services. Apart from targeting a high number of visitors, DMO and CVB also targets increase of business travelers which brings about overnight lodging for a destination, shopping revenues, and visits to restaurants. These organizations are funded by the country’s taxes. Convention and visitors bureau is considered to be the most important tourism marketing organizations i n their respective tourist destination. Philadelphia is referred as the world heritage city in the United States of America. It is a home to many national historical sites related to the foundation of the United States and it is among the 22 UNESCO World Heritage sites. It is in Philadelphia courageous visionaries crafted the modern day democracy. It harbors the independence hall, the liberty bell, the first and second bank of the USA, the president house where George Washington and John Adams spent most of their presidencies.

Human Resource Development at Tesco Case Study Example | Topics and Well Written Essays - 2000 words

Human Resource Development at Tesco - Case Study Example Tesco, a UK leader in the food retailing industry, was founded in 1924 by Sir Jack Cohen in London's East End. Today, it operates around 2,318 stores and employing over 326,000 people. In the UK, Tesco has opened 1878 stores which operate under Extra, Superstore, Metro, and Express trademarks. Tesco replaced Sainsbury and became #1 food retailer in the UK in the mid-1990s (www.tesco.com). Recent years apprenticeship becomes a very popular technique in different sectors of business in the UK. Apprenticeship programs are very effective as they benefit both employers and employees allowing young employees to acquire skills and knowledge during paid employment. To take part in this program a job seeker should: For Tesco branch, this program allows developing a high-skilled working staff employing young people who are eager to work hard and achieve a high position within the company. It will help to sustain a strong brand image and deliver better services to customers. For Tesco, this program ensures an adequate supply of staff who are technically and socially competent, and capable of career advancement into specialist departments or management positions. In this very case, training is, therefore, a key element of improved organizational performance as it increases the level of individual and organizational competence. It helps to reconcile the gap between what should happen and desire-targets and standards of performance; and what is happening and levels of work performance. The advantage of this program is that modern apprenticeship can be started at any time of the year (Modern Apprenticeships, 2006). Special attention should be paid for a contract for apprenticeship. Although this is to be seen as a contract of employment for the purpose of accumulating employment rights, it is a form of legally-binding working relationship that pre-dates all current legislative rights in employment, and the apprentice, therefore, has additional rights at common law relating to training. An employer cannot lawfully terminate an apprentice's contract before the agreed period of training is complete, unless there is closure or a fundamental change of activity in the business to justify redundancy. If Tesco trains people and continually ensures they have up-to-date knowledge and up-to-date skills, it follows that it shall able to compete effectively, and reasonably expect to prosper.

Thursday, October 17, 2019

Whatever you choose Essay Example | Topics and Well Written Essays - 750 words

Whatever you choose - Essay Example The step will aim at raising the morale of the workers. Consequently, the department will take an evaluation of the prevailing prices in the market. The step will explain whether the company is receiving the inputs at the best worth in order to determine the level of profitability (Ronchi, 2011). Other short goals will include the review of the accounting details in order to determine the working period of deliveries and the payment periods. The method wills enhance efficiency and more swift deliveries and payment from the accounts department. All of the above goals are to set to be the objectives that attribute the third quarter of the year. The department entails on becoming the most outstanding department in the Toyota Company in the next four years. The department will seek economical procurements and timely deliveries. The department will also develop the careers of the employees in conjunction with the human resource department in the next five years. The fact will make sure that the quality of services in the Toyota Company improves. The department will not experience rearrangement since the act may cause mayhem within the various departments. However, there will be specific evaluations of the employees, and any rewards will have a basis of excellence. Any rearrangement will result to lack of performance or prior misplacements in the current positions. The department is focusing on interacting with the various departments in the Toyota Company for resource trades within the Company. The production section will give the specifications of items that characterize the procurement department for use in the production process. The accounts department will tend to provide timely payments for commodities in order to ensure time sensitiveness. Similarly, the unit will cooperate with the information and technology sector in researching for the economical prices for

Legal Practices Essay Example | Topics and Well Written Essays - 750 words

Legal Practices - Essay Example However, it is the responsibility of the corporate leadership to ensure that all its business practices are being conducted in accordance with the law of the land in which it operates and what is understood to be ethical. If the operations extend to multiple countries and cultures, the differences in business practices can often pose some complications. Some practices that are taken for granted as standard practices in some cultures may be viewed negatively in others. Differences in laws relating to pay, working hours, safety at work, and environmental protection etc. are normally of a minor nature, and not usually problematic, so the company can easily ‘localize’ its working and other conditions accordingly. But there are also extreme examples of multinational companies operating â€Å"in countries where bribery, sexual harassment, racial discrimination, and lack of concern for the environment are neither illegal nor unethical or unusual† (Columbia Encyclopedia) but of course are in the US. The leadership must then decide â€Å"whether to adhere to constant ethical principles or to adjust to the local rules to maximize profits† (ibid). We shall consider the differences of child labor laws. To the western mind, this would bring up images of child abuse and slavery, which these laws are designed to prevent. But in countries where children are employed in work they are often compelled to do so in order to alleviate their own conditions of family poverty, and not through working as slaves. In addition, laws and regulations can also change within the same place over time. So, this requires a leader even more to â€Å"stay aware of the constantly changing legal and illegal practices† (Workplace Moxie, 2005) and ethical standards wherever in the world it operates its business. This includes child labor laws, which were recently Although child labor

Wednesday, October 16, 2019

Fundamental Finance Research Paper Example | Topics and Well Written Essays - 1000 words

Fundamental Finance - Research Paper Example Significantly, its financial policy in the funding of its expansion in operational capacity is sound. It has a mix variety of funding sources: (a) from cash from operations, (b) long-term debt instruments, and (c) increase in paid up capital. The growth of revenues and consequently the net income is the result of the company's expansion on its investment on revenue producing assets which are the container vessels and dry-bulk carriers. With 20 vessels, including those under construction in 2006 it had grown to 33 vessels. The revenues increased by 37% in 2007 over 2006, and net income increase of 40% over the preceding year. Moneywise, the investment on property and equipment on vessels alone was $244,684 million in 2007 against $131,720 million in 2006, or an increase in investment totalling $112,974 million. The company had been financing from the same mix of sources. However, since it was listed in the London Stock Exchange it was able to raise larger amounts of funds. Table below is a summary of the funding source and the changes over the last two years: Prior to its listing the company had been funding its operations mostly from cash generated by operations and to a small extent long-term debt. However, in recent years Goldenport Holdings, Inc. has availed more on both the sale of its shares and much larger issuance of long-term debt instrument. ... However, in recent years Goldenport Holdings, Inc. has availed more on both the sale of its shares and much larger issuance of long-term debt instrument. Below is a table showing the relationship of debt and equity and the gearing ratio: (in US$) In US$ 2007 2006 Total debt 193,001,000 93,961,000 Total equity 181,442,000149,528,000 Debt/equity 1.06/1 0.63 /1 The company increased its debt in 2007 to further finance the acquisition/construction of vessels. In 2006 the company had a favourable debt to equity ratio of $.063 debt for every $ of equity. However, in 2007 as a result of additional borrowings the debt to equity ratio or gearing ratio has deteriorated to $1.06 debt to $1 of equity. In a sense, the company went into trading on the equity. The gearing ratio in 2006 was favourable to the firm because it was on that year that it was listed on the Exchange, and has raised funds on this IPO in the amount of $115,465,000. The company has a policy to declare dividends equivalent to 50% of net income during the year, and retained the balance for reinvestment on property and equipment, more particularly its marine fleet of containers and dry-bulk cargo. However, in 2007 the Board decided to declare dividends equivalent to 52% payout on the its net income for the year. This means a lesser retention of income for reinvestment. Dividends The company has a policy to declare dividends equivalent to 50% of net income for the year. However, for the year ended 2007 the company declared 52% of the net come, or an increase of 4% over the preceding year. This policy had twin objectives. It improved its dividend image with its current and potential

Legal Practices Essay Example | Topics and Well Written Essays - 750 words

Legal Practices - Essay Example However, it is the responsibility of the corporate leadership to ensure that all its business practices are being conducted in accordance with the law of the land in which it operates and what is understood to be ethical. If the operations extend to multiple countries and cultures, the differences in business practices can often pose some complications. Some practices that are taken for granted as standard practices in some cultures may be viewed negatively in others. Differences in laws relating to pay, working hours, safety at work, and environmental protection etc. are normally of a minor nature, and not usually problematic, so the company can easily ‘localize’ its working and other conditions accordingly. But there are also extreme examples of multinational companies operating â€Å"in countries where bribery, sexual harassment, racial discrimination, and lack of concern for the environment are neither illegal nor unethical or unusual† (Columbia Encyclopedia) but of course are in the US. The leadership must then decide â€Å"whether to adhere to constant ethical principles or to adjust to the local rules to maximize profits† (ibid). We shall consider the differences of child labor laws. To the western mind, this would bring up images of child abuse and slavery, which these laws are designed to prevent. But in countries where children are employed in work they are often compelled to do so in order to alleviate their own conditions of family poverty, and not through working as slaves. In addition, laws and regulations can also change within the same place over time. So, this requires a leader even more to â€Å"stay aware of the constantly changing legal and illegal practices† (Workplace Moxie, 2005) and ethical standards wherever in the world it operates its business. This includes child labor laws, which were recently Although child labor

Tuesday, October 15, 2019

The American Dream in Death of a Salesman Essay Example for Free

The American Dream in Death of a Salesman Essay Consideration of colour, text size and font Present an analysis of issues and ideas linked to your class texts and areful choice of hyperlinks relating to these subjects Visual representations of your chosen and ideas Character section should profile one charcter from each of your texts, detailing their background, interests, etc Compose a blog with at least three messages on a topic relevant to an issue linked to your study ISSUES : The American Dream The American Dream is an issue portrayed through different aspects and characters in Death of a Salesman. Through the play, failed visions of the American Dream are contrasted with the successful ones, highlighting the abstract quality and implications of such delusions. Willy is unable to accept the disparity between his belief in his diminutive version of the dream and his own life. The failure of Willy’s dream is indicative of the fact that the bewildered circle of American society has broken down his personal relationships, and also that the society is unstable. This reveals the tragic side of the American Dream, where it does not bring anticipation, but affliction. In contrary to this, the play also demonstrates the prosperous version of the American Dream, through Willy’s brother, Ben, whose wealth is an example of tangible success. Ben is not alive and is a figment of Willy’s troubled imagination. He gloats and says, ‘Why, boys, when I was seventeen I walked into the jungle, and when I was twenty-one I walked out. And by God, I was rich!’ The material wealth and pervasiveness of capitalism in American society drives Ben into giving up his intention of looking for his father, and instead, flourishing economically. Willy associates Ben with qualities that he himself severely lacks Realtiy vs Illusion Willy has dreams of material success, notoriety and has a misguided notion of the American Dream. These hopes dwarf the other aspects of his mentality and ultimately result in a psychological descent. He is then unable to distinguish his wild dreams and unattainable goals from the harsh reality of the present. Willy attempts to convince his sons that he is well-liked: ‘ and know me,boys, they know me up and down New England†¦Ã¢â‚¬â„¢ This demonstrates that he is discernibly delusional, as he is neither well-liked nor known. The pressure of striving for success becomes evident in Willy, where he becomes immoral, harsh and illogical. His intense desire for gaining respect results in reliving past memories and triumphs to boost his ego, which is adopted by his family, much to their detriment. His son Biff suffers through immense embarrassment and shame derived from his father’s failed hopes, distorting his own sense of purpose and reality. The Loman’s all live in a world of illusions, and their issues mostly revolve around Willy. Linda encourages Willy’s inflated sense of self by providing false compliments and the negative aspects of his personality. Abandonment and Betrayal The issues of abandonment and betrayal are prominent in Death of a Salesman. Willy Loman’s father and brother abandoned him as a child, leaving him emotionally unstable. This rendered him to be extremely deficient in terms of nurturing his children and emotional comfort. The betrayal from such a young age resulted in a lack of morals and an unhealthy perception of life, which would most likely have been non-existent with the presence of a father figure. Willy is evidently desperate for memories of his father: ‘No, Ben! Please tell me about Dad.’ As his fear of abandonment grows, Willy attempts to raise flawless children, reflecting his inability to understand reality. Even though he is set on Biff’s imminent success, Biff betrays him and he refuses to accept his father’s unattainable, dementia-driven dreams for him. Another example of betrayal in Death of a Salesman is when Willy, who fears betrayal from his family, ironically betrays Linda, by having an affair with another woman and also buying stockings for her. At this time, stockings were expensive and Willy’s unfaithfulness to his wife was shown when he bought stockings for a strange woman, rather than for Linda. At the end of the play, Willy ends up abandoning his own family, by committing suicide. SUMMARY ‘Death of a Salesman’ is a tragic play which explores the concept of material success, reputation and dreams. Willy Loman is a man who is chasing his unattainable goals and whose mind lives in the past. His mind is set on materialistic achievements, so much that his dreams are passed on to his family, as well. The Lomans are a family of delusional people – a family of lies and deceit. In the end, Willy is unable to abstain from reality anymore, and ultimately, results in him committing suicide. This play demonstrates the effect of the ‘American Dream’ and how people’s dreams can be shattered by false promises in their business lives and also their personal relationships. Willy LOMAN – character profile Name: Willy Loman Age: 45-55 years old Present Family: Linda Loman, Biff Loman, Happy Loman Profession: He has been a traveling salesman of the lowest position for 34 years Interests and goals: His dream is to become like Dave Singleman, who was a very popular salesman. He wants to be successful in life, and to be known to everyone as a great salesman. Background: His father and his brother abandoned him as an infant.

Monday, October 14, 2019

Importance of Job Satisfaction

Importance of Job Satisfaction PREFACE Management education is unusual combination of academic learning and practical expertise and in order to produce an executive, the two have to be interwoven. The practical training in any organization in domain of a management course has pivotal importance in not only expose the management student to the actual work situations thus giving them a rich in sight in to what practically goes on behind in the industrial climate and government institution and boards of India but it also help the students, who are eager to learn, to imbibe the latest in diverse areas and capitalize on it. Thus practical training in any industry or organization inculcates in the students, the skill and aptitude, which will position them to take full advantage of opportunities. I had privilege of receiving my practical knowledge about the training in BIG BAZAAR keeping in line with the objective of the3 customer oriented approach to be followed by a public utility organization. During my training, I was allotted a project to study the job satisfaction in BIG BAZAAR. I have tried my level best to make this project a success, obviously with in the parameters of constraints. I hope that the project report will be evaluated in this light and appreciate INTRODUCTION TO HRM Management is defined as that field of the human behavioour in which managers plan, organizes ,staff , direct and control human, physical and financial resources in an organization effort, in order to achieve desired individual and group objectives with optimum efficiency and effectiveness. It is clear from definition that management is concerned with the accomplishment of objectives by utilizing physical and financial resources through the efforts of human resources. Thus human resources are a crucial sub-system in the process of management. The term human resources is quit popular in India with the institution of ministry of Human Resources Development in the Cabinet. The modern organization setting is characterized by constant changing relating to environment factors and human resources. As regards environment factors we find changes in the operating organization structure, the network of working procedures, customs or norms and economic, political and social patterns in which organization exist. There is a constant change in human resources, new ideas and expectations. The existing work force is constantly with new ideas, attributes and values. To look after the various function set for the organization adequate resources in men and material have to be arranged by individual who serve as managers or supervisors within the organization. Such people have to make thing to achieve objective of organization. To achieve their objectives four important Ms should be utilized. Example: MONEY MATERIAL MACHINERY MEN The success, failure of organization depends on the above factors DEFINITION Human Resource Management is the method of developing potentialities of employees so that they get maximum satisfaction out of their work and give their efforts to the organization. Human Resource Management is the planning, organizing, directing and controlling of the procurement development , compensation, integration, maintenance and separation of human resources to the end that individual, organizational and societal objectives of accomplished. Human Resource Management in an extension general management, that of prompting and stimulating every employee to make his fullest contribution to the purpose of a business. SCOPE The well known Aristotelian saying is worth quoting while analyzing the scope of HRD. Aristotle said, it is as natural for human being to development and achieve his full potential as it for an acorn to grow in to a majestic oak tree. The focus of HRD essentially is on enabling people to self actualize through a systematic process of developing their existing capabilities of people both in the present and future. HRD has a wide ranging scope as its objectives included: Developing a climate for the employees to discover, to develop and use their full capacities for the organization. Increases the capacity of an organization to attract, retain and motive talented employees. Facilitating systematic generation of information on human resources for man power planning, development placements, carrier planning and succession planning. IMPORTANCE OF THE HRM Human resources play a crucial role in the development process of modern economics. Arthur Levis observed, there are grate differences in development between countries which seems to have roughly equal resources, so it is necessary to enquiry in to the differences in human behavior. It is often felt that, through the exploitation of natural resources and international aid play prominent roles in the growth of modern economies, none of these factors more significant then efficient and committed man power. It is infant, said that all development comes from the human mind. AIMS OF HRM Improve performance of individual on the present job. Improve competence of individual to perform future jobs. Improve group dynamics and effectiveness. Integrate individual goals with organizational goals. Encourage creativity Increase JOB SATISFACTION INTRODUCTION Job satisfaction is a great concern to any organization. As a new employee, he had limited time but ample exposure to varying degrees of job satisfaction. Job satisfaction has been the subject of research and pleasurable or positive emotional state resulting from the appraisal of ones job or job experiences. An individuals attitude about his or her job should have meaningful implications about how he or she does it. Many human relations era researchers sought to establish job satisfaction. However, cited conflicting research results and questioned this view. Performance leads to job satisfaction. This has become the generally accepted view. Even so, the strength of the relationship appears to be very weak. The importance of job satisfaction lies not in its relationship with performance but with its stabling effects ( reducing tardiness, absenteeism, and turnover ) and through its effects on cohesion ( increasing organizational citizenship behaviors and ornizational commitment ). Job satisfaction appears to mediate the effects of in role performance, role conflict, and job induced tension on intent to leave and extra- role performance. MEANING Job satisfaction is one of the criteria of establishing a healthy organizational structure in an organization. Job satisfaction as general attitude of the workers constituted by their approach towards the wages, working, conditions, control, promotion related with the job, social relations in the work, reorganization of talent and some similar variables, personal characteristics, and group relations apart from life. Job satisfaction is the sentiments related with the job conducted. DEFINITION According to Happock Job satisfaction is Any combination of psychological and environmental circumstances that causes and person truthfully to say I am satisfied with my job. Job satisfaction is defined as the pleasurable emotional state resulting from the appraisal of ones job as achieving or facilitating the achievement of ones job values. THE IMPORTANCE OF JOB SATISFACTION The most importance evidence which indicates that the conditions of an organization got worsened is the low rate of job satisfaction. The job satisfaction is the condition of establishing an healthy organizational environment in an organization. Individuals want to maintain statute, high ranks and authority by giving their capabilities such as knowledge, ability, education, health etc. to their jobs for which they spend most of their time. The individuals who cannot meet their expectations with regard to their jobs become dissatisfied. Thus, this dissatisfaction affects the organization for which she/he works. Job satisfaction is very important for every persons motivation and contribution to production. Job satisfaction may diminish irregular attendance at work, replacement of workers within a cycle or even the rate of accidents. GUIDELINES FOR THE JOB SATISFACTION: Commitment to Quality Organizations are required to provide objective evidence showing Proactive involvement of the management in quality acuities through: Prioritization of equity as a critical success factor for the organization Ensuring that quality performance goals, objectives and targets are set, realized and regularly reviewed ( This may include compliance the required resources (financial, human, metirial time, information and others) Quality Policy the level of its awareness in the organization Ensres all members of the organization are involved in the quality activities shows that the management seek and receive feedback from staff, customers and others. Requires management to regulary review the quality activities throughout the organization including quality objectivities and policy is appropriate, relavant and suitable for the achievement of the organizations vision demonstrates effectiveness of the quality system through reviews and audits is played in locations readily accessible to all. Implementation of strategy Availability of documented action plans and their communication to concerned people. Steps taken by the organization to ensure successfully implementation of quality activities ( by such techniques as determining its strengths, weakness, opportunities and threats- SWOT or ensuring that planned activites are SMART- specific , Measurable, Achivable, Realistic and Timed) How the organization monitors or keeps track of progress in the implementation of its activates. Whether the organization carries out planned reviews and updating of the activates /plans during implementation. Customer and market focus The criteria seeks to find out how organizations reach out to existing and potential customers and how they address the markets place and customer quality requirements, expectations, needs and wants. Also organization are required to show how they care for their customers and ensure their satisfaction. Customer needs identification The organization has a documentated procedure for the collection of information on customer needs and markets place quality demands. The organization find out the short and long term stated and implied needs , wishes and wants of the existing and potential customers. Organization decides which customer requirements to focus on and which market segments to serve. Organizations establishments care education. Organization establishes, sustain and improve its relations with customers and others. The organization educate its customers on how to make best use of the products or serves and what records are kept for customer care and education activities conducted. Customer satisfaction measurements and monitoring The organization carries out measurement s and monitoring to establish levels of customer satisfaction. The organization handle complains and review and improve current customer satisfaction levels. FACTORS OF JOB SATISFACTION To better understand employees attitudes and motivation, Fedric Hezberg performed studies to determine which factor in an employees work environment caused satisfaction or dissatisfaction Hezberg found that the factors causing job satisfaction were different from those causing job satisfaction . He developed the motivation hygine from those causing job dissatisfaction. He developed the motivation hygiene theory to explain these results. He developed the satisfaction .He called the satisfiers as motivators and dissatisfies as hygiene factors that factors , using the term hygine in the sense that they are considered maintenance factors that are necessary to avoid dissatisfaction Hezberg reasoned that because the factor causing satisfaction are different from those causing dissatisfaction, the two feelings can not simply be treated as opposites of one another. The opposite of satisfaction is not dissatisfaction but rather no satisfaction . Similarly the opposite of dissatisfaction is always dissatisfaction. Employee satisfaction and retention have always been important issues for physicians. After all, high levels of absenteeism and staff turnover can affect yours bottom line, as temps recruit mint and retraining take toll. But few practices (in fact, few organizations ) have made job satisfaction a top priority, perhaps because they have failed to understand the significant opportunity that lies in front of them . Satisfied employees tend to be more productive, creative and committed to their employers, and recent studies have shown a direct correlation between staff satisfaction and patient satisfaction. Family physicians who can create work environment that attract, motivate and retain hard working individuals will be better positioned to succeed in a competitive health care environment that demands quality and cost- efficiency. What is more, physicians may even discover that by creating a positive work place for their employees, they have increased their own job satisfaction as well . HERZBERGS THEORY In the late 1950s, Fredric Herzberg, considered by many to be a pioneer in motivation theory, interviewed a group of employees to find out what made them satisfied and dissatisfied on the job. He asked the employees essentially two sets of questions: Think of a time felt especially good about your job. Why did you fell that way ? Think of a time when you felt especially bad about your job. Why did you feel that way ? From these interviews Herzberg went on to develop his theory that there are to dimensions to job satisfactions : motivation and hygine'(see Two dimensions of employee satisfaction ) Hygine issues, according to Hezberg, can not motivate employees but can minimize dissatisfaction, if handled properly. In order words, they can only dissatisfy if they are absent or mishandled. Hygine topics include company policies, super vision, salary, interpersonal relations and working conditions. They are issues related to the employees environment. Motivators, on the other hand, create satisfaction by fulfilling individuals needs for meaning personal growth. They are issues such as achievement, reorganization ,the work itself ,responsibility and advancement, Once the hygine areas are addressed said Herberg, the motivators will promote job satisfaction and encourage production. APPLYING THE THEORY To apply Herzbergs theory to real- world practice, lets begin with the hygiene issues. Although hygiene issues are not the source of satisfaction, these issues must be dealt with first to create an environment in which employee satisfaction and motivation are even possible. COMPANY AND ADMINISTRATIVE POLICIES An organizations policies cabin be aggregate source of frustration for employees if the policies are unclear or unnecessary or if not every one is require to fallow them. Although employees will never feel a great since of motivation or satisfaction due to your policies, you can decrees dissatisfaction in this area by making your policies are fair and apply equally to all. Also, make printed copies of your policies and procedures manual easily accessible to all members of your staff if you dont have a written manual, create one ,soliciting staff in put along the way if already have manual, consider updating it ( again, with staff in put ). You might also impair your policies to those of similar practices and ask yourself whether particular policies are unreasonably strict are whether some penalties are too harsh. SUPERVISION To decrease dissatisfaction in this area , you must begin by making wise decisions when you appoint some to the role of supervisor. Be aware that good employees do not always make good supervisors. The role of supervisor is extremely difficult. It require leadership skills and the ability to treat all employees fairly. You should teach your supervisors to use positive feedback whenever possible and should establish a set means of employee evaluation and feedback so that no one feels singled out. SALARY The old adage you get what you for tents to be true when it comes to staff members. Salary is not a motivator for employees, but they do want to be paid fairly. If individuals believe they are not compensated well, They will be unhappy working for you. Consult salary surveys or even your local heap-wanted ads to see whether the salaries and benefits youre offering are comparable to those of other offices in your area. In addition, make sure you have clear policies related to salaries, raises and bonuses. INTERPERSONAL RELATIONS Remember that part of the satisfaction of being employed is the social contact it brings, so allow employees a reasonable amount of time for socialization (e.g. Over lunch, during breaks, between patients ). This will help them develop a sense of camaraderie and teamwork. At the same time, you should crack down on rudeness, inappropriate behavior and offensive, comments. If an individual continues to be disruptive, take chare of the situation, perhaps by dismissing him or her from the practice. WORKING CONDITIONS The environment in which people work has a tremendous effect on their level of pride for themselves and for the wok they are doing. Do everything you can to keep your equipment and facilities up to date. Even a nice can make a world of difference to an individuals psyche. Also, if possible, avoid over crowing and allow each employee his or her own personal space, whether it be a desk, a clerk, locker or even just a drawer. If youve placed your employees in close quarters with little or no personal space, do not be surprised that there is tension among them. Before you move on to the motivators, remember that you cannot neglect the hygiene factors discussed above. To do so would be asking for trouble in more than one way. First, your employees would be generally happy, and this would be apprent to your patients. Second, your hand working employees, who can find jobs elsewhere, would leave, while your mediocre employees would stay and compromise your practices success. So deal with hygiene issues first then move on to the motivators: WORK IT SELF Perhaps most important to employees motivation is healing individuals believe that the work they are doing is important and that their tasks are meaningful. Emphasize that contributions to the practice result in positive outcomes and good health care for your patients . Share stories of success about how an employees actions made area difference in the life of a patient, or in making a process better. Make a big deal out of meaningful tasks that have become ordinary, such as new- baby visits. ACHIEVEMENTS One premise inherent in Herzbergs theory is that most individuals sincerely want to do a good job. To help them, make sure youve placed them in positions that use their talents and are not set up for failure. Set clear, achievable goals and slandered for each position ,and make sure employees know what those goals and standards are. Individuals should also receive regular, timely feedback on how they are doing and should feel they are being adequately challenged in their job. Be careful, how ever, not to overload individuals with challenges that are too difficult are impossible, as that can be paralyzing. RECOGNITION Individuals at all levels of the organization want to be recognized for their achievements on the job. Their successes dont have to be monumental before they deserve recognition, but your praise should be sincere. If you notice employees doing something well, take the time it acknowledge their good work immediately publicly thank them for handling a situation particularly well. Write them a kind to establish a formal recognition program, such as employee of the month. RESPONSIBILITY Employees will be more motivate to do their jobs well if they have owner ship of their work. This requires giving employees enough freedom and power to carry out their tasks so that they feel they own the result. As individuals mature in their jobs, provide opportunities for added responsibility. ADVANCEMENT Reward loyalty and performance with advancement. If you do not have an open position to which to promote a valuable employee, consider giving him or her a new title that reflects the level of work he or she has achieved. When feasible, support employees by allowing them to pursuer further education, when feasible, support employees by allowing them to pursuer further education, which will make them more valuable to your practice. HOW TO IMPROVE JOB SATISFACTION: Provide workers with responsibility- and let them use it Show respect Recognize The Whole Person Mark out a clear path to growth Work flexibility in organizations. HOW ORGANIZATION PLANS FOR FUTURE JOB SATISFACTION It identifies sources of job satisfaction and disaffection and among administrative and support staff and describes their impact. It examines staff plans for the future, and the likelihood of them remaining within the higher education sector. GENERAL SOURCES OF JOB SATISFACTION Most of the distractive staff who took part in the focus groups gained satisfaction from the role they played in higher education. They were less satisfied with developments in higher education which had eroded the rewards gained from working in the sector. Staff expressed a strong commitment to higher education and the contribution they were making to the greater good. Most staff derived great job satisfaction from this than they would from a job offering only monetary rewards. Staff also felt that working in higher education was socially rewarding. Several identified the friendly and supportive relationships they had developed with students and colleagues as being something which which gave them great satisfaction. One said I work students all the timethey are very enthusiastic and that rubs off on you. This was particularly the case for staff based in department with opportunities to build relationships with students. They had gained considerable satisfaction from watching students move through the higher education courses. These tangible outcomes were highly valued by some staff. Many staff appreciated the fact that the structure of higher education enabled them to work in small enough units to develop close working relationships with their colleagues. One commented because theres only a limited number of people, you get to know people from all across the library. You actually really like your own staff thats a nice feeling. They also valued the opportunities which working in higher education offered to meet other people working in different departments. Specific sources of job satisfaction In addition to these strong general themes of satisfaction, more specific sources of job satisfaction were linked to how staff entered higher education. The niche-finders This group of staff gained job satisfaction from the factors which had initially attracted them to higher education. They liked the variety offered by their work in higher education. They found their jobs interesting and stimulating. More important, they expressed the belief that, despite the increasing pressure of their jobs, higher education remained a less stressful working environment than the private sector and still compared favourably to the private sector. Yet many felt that the gap between the two sectors was closing. The job is interesting, but unfortunately that interest is becoming a pressure now. I mean I still enjoy my job (but theres no time to) sit back and enjoy it. The subject specialists Staff in this group also derived most of their job satisfaction fro the factors which had originally attracted them to higher education. They still appreciated the opportunity to work in a stimulating and interesting environment. Most also felt that they had developed intellectually from contact with academics and students. The subject specialists often displayed higher levels of job satisfaction then the niche-finders because of their commitment to their subject and the satisfaction they derived from pursuing their interest or specialism. One explained.. my passion in life is careers education thats all I think about. (1) absolutely love it. An administrator elaborated further: It is the subject, not the job, I enjoy, I am actually earning money out of doing something that I enjoy its purely because I am actually earning money doing something that I enjoy doing. It is the subject, not the system. This group of staff gained particular satisfaction from their involvement with academic staff and students who were working in their subject area. The new professionals: This was clearly the group of staff who were getting the most satisfaction from working in higher education, at the time of the group discussions. Rather than being threatened or undermined by recent developments in higher education, they were products of the change. They benefited from the direction and pace of change and valued the dynamism of a rapidly changing environment. One explained. I like my work. I was interested in (the subject) and I saw a job advertised, but it is ..improved. You know Ive grown into the job. These staff, more than any other group of administrative and support staff, believed that they received recognition for the role they played within higher education. They were also the only group who said that they felt valued and appreciated by the new management culture. Some of the younger members of this group also perceived themselves to be relatively well paid for the work that they did. General sources of job dissatisfaction Unlike job satisfaction sources of job dissatisfaction were not strongly related to individuals original motivations for working in higher education. This was because: General levels of dissatisfaction were high among all staff; and The factors causing dissatisfaction related more to the context within which staff worked, rather than their specific individual circumstances. Several important, recurring themes were raised in all of the group discussions. Lack of opportunities for progression The biggest single source of job dissatisfaction identified by staff was the nature of the career structure for administrative and support staff. The experiences of the high proportion of staff who where stuck at the top of their grade with no possibility of progression as have the general feelings about the lack of career prospects. Dissatisfaction was intensified by the perception that regarding decisions were motivated by financial concerns rather than judgments about individuals performance or the demands of their job. Lack of recognition Dissatisfaction of staff around lack of recognition was not simply related to an inability to make progress in their careers. Most of the anger and frustration staff expressed focused on their perception that their lack of opportunities result from a general low regard for administrative and support functions within higher education. This lack of recognition ahs probably always existed in higher education. Yet significant changes in the roles and responsibilities of administrative and support functions within higher education and the increasingly important central role these staff now play. Despite these changes, staff believed that their contribution was still neither recognized nor valued. Administrative and support staff who worked closely with academics were particularly likely to feel undervalued. They found that academics either dismissed their views or did not consult them at all. Many felt that the academics they worked with did not recognize the importance of the service they provided. A central administrator said: I dont like dealing with (academics) they dont think (my jobs) important and they think its a waste of time. I dont like dealing with (them). A departmental administrator agreed. I do think they sometimes think they are above the admin. As a result, administrative and support staff often felt their work was undermined by academic staff. Staff attributed the undervaluing of administrative and support staff at least in part, to the fact that their work went largely unnoticed. For many of them, the most important indicator of success was that systems ran smoothly and efficiently without giving other people cause for complaint. In this sense, they were only visible when systems broke down or went wrong. One said: . If youre doing wrong its clearly shown This is wrong. But if you do something right its never told Youve done right. So you always are in the repeat state of (thinking) This might be wrong. A computer officer explained: with the advent of the new technologies and advances of IT more has been able to go wrong. And when they go wrong, they go wrong in a slightly more spectacular manner. And academics always pick up on this even when no member of the university is at fault, we are the first people into the nest, because.. we should know about these things. This lack of recognition and reward for good performance was common to all staff and contributed considerably to negative feelings about their job. One said: It would be nice if its recognized elsewhere, from the management and staff saying Yes, you have done a good job. You are achieving. You are somebody who we are lucky to have. Another expressed a similar sentiment, saying: You do need those pats on the back. You do need those. Pay The issue of financial rewards was a further source of job dissatisfaction for most administrative and support staff and was strongly related to concerns about progression and recognition. The basis for staff dissatisfaction, however, was not simply low pay. Most of them had knowingly entered a relatively low-paid sector. Their dissatisfaction stemmed from their belief that their pay levels did not recognize the increasingly central role played by administrative and support staff within higher education. Nor had their pay scales kept up with the growing level of responsibility that administrative and support staff were taking on. An administrator explained. Im on a secretarial grade and secretarial pay but Im. actual

Sunday, October 13, 2019

Housing Authority Meeting :: Journalism Essays

Housing Authority Meeting Fine charged for questionable false alarms The city of Muncie is fining the Housing Authority of Delaware County for alleged false alarms. The announcement came at the Housing Authority’s monthly board meeting that they have been fined $100 for three false alarms in March and April. But the police may not have responded to these alarms. Executive Director Jennifer Edwards says the Muncie Police Department is making a claim of false alarms when the police are notified by the Housing Authority’s alarm company, ADT of a disturbance great enough to set off the alarms. These could be, she says, anything from a storm rattling the windows to people with mischievous intents. â€Å"But an alarm is an alarm, and they deserve the same response,† Edwards said. ADT calls the police and Edwards when an alarm is activated. Edwards claims that when she arrived, police had not responded to any of the alarms the department mentioned in the list of dates the Housing Authority is being fined for. An ordinance against false alarms says that three false alarms constitute a fine of $100, and more for each alarm afterwards. Amendments were made to this ordinance earlier this year to lessen fines for large buildings, such as those on Ball State’s campus, but are costly to the smaller, federal funded Housing Authority. â€Å"I vote we fight this,† said Commissioner Evan Terry. â€Å"I remember back in 1982 to 1986 when [false fire alarms were happening frequently] at Ball State. That’s what this ordinance is supposed to protect. False fire alarms,† Terry said. Commissioner Fred Fields said that if the police are going to charge the Housing Authority for protective services, they should at least show up. The board agreed to consult their attorney, Casey Cloyd on the matter, and take legal action if needed. Board members noted that this is a case of the city of Muncie fining a federal office in Delaware county jurisdiction, so they may not possess the ability to fine the organization. Housing Authority Meeting :: Journalism Essays Housing Authority Meeting Fine charged for questionable false alarms The city of Muncie is fining the Housing Authority of Delaware County for alleged false alarms. The announcement came at the Housing Authority’s monthly board meeting that they have been fined $100 for three false alarms in March and April. But the police may not have responded to these alarms. Executive Director Jennifer Edwards says the Muncie Police Department is making a claim of false alarms when the police are notified by the Housing Authority’s alarm company, ADT of a disturbance great enough to set off the alarms. These could be, she says, anything from a storm rattling the windows to people with mischievous intents. â€Å"But an alarm is an alarm, and they deserve the same response,† Edwards said. ADT calls the police and Edwards when an alarm is activated. Edwards claims that when she arrived, police had not responded to any of the alarms the department mentioned in the list of dates the Housing Authority is being fined for. An ordinance against false alarms says that three false alarms constitute a fine of $100, and more for each alarm afterwards. Amendments were made to this ordinance earlier this year to lessen fines for large buildings, such as those on Ball State’s campus, but are costly to the smaller, federal funded Housing Authority. â€Å"I vote we fight this,† said Commissioner Evan Terry. â€Å"I remember back in 1982 to 1986 when [false fire alarms were happening frequently] at Ball State. That’s what this ordinance is supposed to protect. False fire alarms,† Terry said. Commissioner Fred Fields said that if the police are going to charge the Housing Authority for protective services, they should at least show up. The board agreed to consult their attorney, Casey Cloyd on the matter, and take legal action if needed. Board members noted that this is a case of the city of Muncie fining a federal office in Delaware county jurisdiction, so they may not possess the ability to fine the organization.

Saturday, October 12, 2019

USA: Future Home of the Latino? :: Minority Politics Essays

USA: Future Home of the Latino? Imagine an America completely different than what we have now. Imagine an America where white is not the majority; an America where every race that whites have had such a bad history with (and that includes the majority of the races on the planet) suddenly run the country. Minorities are everywhere in this imaginary America, and in a place where minority used to mean everything-but-white, it now means the exact opposite. This America could be our reality soon. Now, I’m not making this out to be a bad thing, considering this is nearly exactly what the old dead guys who founded this country wanted in the first place. But that’s a whole other essay in itself. In his essay, "The Big New Mix," Renee Loth quotes Leon Bouvier, a demographer from Tulane University. Bouvier claims that "...America will become ‘a majority minority’ nation by 2050...." If this comes true, sure the American culture might be wiped out. But couldn’t you consider the richest part o f American culture the amount of minority people in our country? If, by 2050, America is "a majority minority" as Leon Bouvier predicts, it will affect everything, including politics, business, entertainment, and education. And it won’t all change necessarily for the bad, either. Perhaps the most noticeable change in this imaginary America would be the political scene. For years, women and minorities have sat somewhat silent while the majority whites elect white president after white president. Even some of us white people who don’t hate any races (no, really, there are some of us out there!) think there should be a black president, a Latino president, or a woman president. If Bouvier’s 2050 America is as he says it will be, this might come true. We might even end up with a Black-Latino-American woman president! What would the KKK do then? With a president representing what is now the minority, obviously there would be greater representation of minorities in the government. But, with a "majority minority" running the country, this representation would occur in congress as well. There would be more minority* input to their Congressmen and women (who might also be minorities) as to what laws need to be passed not to mention a greater minority representation at the voting booths. American business will be an aspect of our lives that will change right under our noses.

Friday, October 11, 2019

“A Scherzo A Shy Persons Wishes” Analysis Essay

What is the mood of â€Å"A Scherzo A Shy Persons Wishes.† How is the mood conveyed and what effect does it have on our understanding of the central message of the poem and the writer’s persona. How effective do you think the poem is? The mood in â€Å"A Scherzo a Shy Persons Wishes† changes and varies through the poem. Firstly the title has â€Å"scherzo† written which means briskly live music. This shows that the person is very lively but the poem doesn’t show it, â€Å"on the sunny wall out of tip-toe reach.† As well â€Å"tip-toe reach† stands out because it shows it is close to going out. In the poem the word â€Å"with† and â€Å"whisper† is repeated through the poem which this shows alliteration. This gives a whisper feel through the poem which shows that it’s thinking quietly but title says he is lively. Plus there is internal alliteration. This makes the poem slow down and shows the person is anxious, â€Å"With the nut in the shell, with the seed in the pod.† The again shows that the poem has a lot internal alliteration. This poem has a flowing mood but lyrical at times. When its flowing it’s a calm mood like the person is describing the outdoors like it has never seen it, â€Å"With the wasp in its inner most peach.† The lyrical mood shows at times it is a lively showing it is lively which is why â€Å"scherzo† is used for the title, â€Å"In the woodbine’s horn with the drunken bee.† All this shows that the person is very lively but in a trapped ready to run out singing and shouting. Now I will talk about the persona. The poem shows a lot that the person is trapped in an area and cant get out no matter how close it gets to the outdoors, â€Å"out of tip-toe reach.† As well the poem shoes the persons claustrophobic showing it’s in a small area which probably shows why it a shy person on the outside but lively in the inside. The title shows this in a clever way because it first says â€Å"scherzo† showing it is a lively person, but then says â€Å"A shy persons wishes† which then explains that it’s shy but wants to change to a lively person in the outdoors singing and dancing. A quote to show its shy says â€Å"to be crouched with the beast in its torrid layer† shows it’s stuck in a dark hole but can’t gat out. With the person being stuck he/she is bored which is not what a shy person is like when he’s alone but he is. This shows he likes communicating and singing, â€Å"quiet to lie, and dreamless to sleep.† But then at times the person shows he is still a bit shy, â€Å"With things that are timid, and shy, and free,† the next line says â€Å"Wishing to be,† then this changes it all showing he is still shy. But at the end it says â€Å"Anywhere, anywhere, out of this room!† which ends it all saying the person wants to go out and not stay in its â€Å"timid layer.† All this shows a lively character with a bit of shyness left in him. The central message in the poem is shown clearly throughout the poem. The central message shows the felling of the person in a strong way. Firstly it talks about nature in a flowing way so it sounds like he/she is describing what it looks like outside. Throughout it continues to describe the outdoors. This gives a calm feeling to the person and shows what he wants to do when he goes out. As well this shows he thinks is lively. At line 26-29 he says he would be in any of the three examples he/she says and this is backed up by the last line which is â€Å"Anywhere, anywhere, out of this room!† shows that he wants to leave his shyness and become lively, and leave his dark hole behind.