Death Penalty Is Cruel Essays - Capital Punishment In Georgia

Death Penalty Is Cruel At the onset of this assignment, I believed that capital punishment was wrong for many reasons. At the conclusion of this assignment, I believe even more strongly that the death penalty is wrong, and have come upon more reasons for my belief. It is extremely difficult, however, to find case law that endorses the abolishment of capital punishment, since capital punishment has not been yet overturned. From a legal point of view, the best argument against capital punishment is that it constitutes cruel and unusual punishment in violation of the Eight and Fourteenth amendments to the Constitution. Most people would agree with the statement that the Constitution, and the amendments that follow it, is a dynamic document. In Trop v. Dulles (356 U.S. 86), the Supreme Court stated that the eighth amendment contained an evolving standard of decency that marked the progress of a maturing society. Basically, what the Court was saying that while the Constitution was up for interpretation, that interpretation should be looked at as time goes along to ensure that that interpretation is still valid. In 1972, the landmark case of Furman v. Georgia (408 U.S.238, 33 L Ed 2d 346), the Supreme Court effectively suspended the death penalty by finding death penalty statutes around the country unconstitutional. The Court stated that when the death penalty ceases realistically to further (the aims of deterrence and retribution) its imposition would then be the pointless and needless extinction of life. Basically, the Court found that the death penalty is cruel and unusual if the punishment was too severe for the crime, if it was arbitrary, or if it was no more effective than a less severe penalty. Unfortunately, the opinion given by the Court in the Furman case just allowed the states to draw up new statutes that were made sure tin follow the new guidelines set forth by the court. In the case of Gregg v. Georgia (428 U.S. 153,96 S.Ct.2909), the Court found, as a majority that the death penalty did not constitute cruel and unusual punishment as a whole. Justice Brennan, however disagreed, and stated that the consideration of evolving standards of decency required focusing upon the essence of the death penalty itself and not primarily or solely upon the procedure under which the determination to inflict the penalty upon a particular person was made. Additionally, Justice Brennan pointed out that the death penalty did not serve any penal purpose more effectively than a less severe punishment, and that our civilization and the law had indeed progressed to the point where the court should hold that the punishment of death, for whatever crime and under all circumstances, was cruel a nd unusual in violation of the Eighth and Fourteenth Amendments. In 1995,the Supreme Court denied certiorari in the case of Lackey v. Texas (514 U.S. 1045; 115 S. Ct. 1421). In this case, Lackey stated that his spending 17 years on death row constituted cruel and unusual punishment. Justice Stevens stated that the death penalty might serve two principal social purposes: retribution and deterrence. He agreed that neither of these purposes had much value after spending some 17 years on death row. Another case, which was denied certiorari by the Supreme Court, was Campbell v. Wood (511 U.S. 1119; 114 S.Ct.2125). In this case, the petitioner was to be executed by hanging and stated that it was cruel and unusual punishment to be executed in this way. Justice Blackmun, in his dissenting opinion, stated the eighth amendments prohibition against cruel and unusual punishment draws its meaning from the evolving standards of decency that mark the progress of a maturing society. He stated that a good way to obtain a sense of the standards of decency of a society was to look at the legislative action that is occurring. He stated that 46 out of the original 48 that allowed hangings had outlawed them for the basic reason that they were considered inhumane. The Court states that the death penalty should allow some form of retribution and deterrence. The Court also states that when the death penalty ceases to get these two points across, it is a useless waste of a life. Most inmates who

Hippocratic Oath for Physicians essays

Hippocratic Oath for Physicians essays All physicians must first take the Hippocratic Oath before beginning on their path of medicine and healing. The oath is thousands of years old and represents the key elements of the physicians beliefs and ideals toward his patients and medicine in general. This ancient oath is still practiced all over the world today, and represents man kinds long and arduous attempt to master healing and medicine. The beginning of the physicians oath opens with an invocation of Greek gods and goddesses, most noteworthy Apollo and Asclepius. In this way, the physician taking the oath is swearing by his most scared beliefs to fulfill his duty. If he were to ever break his oath, that would be blasphemous, he would be breaking his promise to the gods. This oath originated in ancient Greece and therefore still has ties to ancient Greek customs and beliefs. Apollo was one of the major Olympian gods who presided over human affairs. Asclepius was the demigod of medicine and healing. His daughter, Hygeia was the goddess of health and cleanliness. The ancient physician would have revered these deities due to his connection to the things they governed. This beginning passage of the oath also proves significant for it shows how much power the physician actually carries within his hands. He carries a gift from the gods, and this oath ensures that he will use that gift for the good of all man kin d, rather than for selfish or immoral reasons. Within the context of this oath, physicians who teach others their highly crafted art are revered as father figures to their students. This is entirely justifiable, for they teach life lessons which ensure both the success of their students and the benefit of their patients. Parents are the primary source for life lessons, and so physicians who become teachers tap into that role when they divulge the secrets of medicine and healing to their students. This analogy is also justifiable in th...

How significantly does a democratic political system impinge on the Essay

How significantly does a democratic political system impinge on the conduct of foreign policy Is such interference desirable - Essay Example However positive implications of the element of democracy in the US foreign policy have been demonstrated by its role in enhancing stability in regions of the world that are under political troubles and the use of democracy as a tool of promoting prosperity within the developing nations. This essay gives a critical analysis and argument on the significance and role of democratic ideas on foreign policy with a special focus on the US foreign policy. The essay aims at arguing that the interference of a democratic system on the foreign policy is desirable. Bouchet (2011, p. 572) says that the significance of a democratic political system in shaping the foreign policy is demonstrated by the US foreign policy whose key priority is to spread democracy to other parts of the world. However some schools of thought argue that democracy as defined within the US foreign policy is just one of the strategic objectives that the US designs to impart influence on other nations of the worlds especiall y within the Asian societies and the developing world (Berger, 2011, p. 38). The issue of democracy is important in the US foreign policy as illustrated by speeches of presidential candidates and the discussions of Members of the Congress who define democracy within the foreign policy of the US. Regardless of this, it is argued that what matters is the where, when and how in the application of foreign policy in regard to the principles of democracy which matters the most (Miller, 2005, p. 174). There are however notable difficulties which are faced by the democratization processes within the US foreign policy whose significance is illustrated by the fact that political leaders have employed costly measures of overcoming these challenges (Clarke, 2000, p. 103). Hassan and Ralph (2011, p. 513) point out that during the First World War; the participation of the US was aimed at making world regions and economies safe enough for exercising democratic political systems, values and princip les. Since this war, the US administration has focused energies at ensuring that democracy was promoted in the different political systems of the world. For example presidents Reagan, Bush, Clinton and Obama have demonstrated that the most valuable component of the US foreign policy is the need to promote democracy (Guerlain, 2011, p. 372). The Bush administration demonstrated the impact of democracy on foreign policy by using it as a tool for the promotion of peace and curbing terrorism. In the speeches of Bush, war on terror and democratization was the central component in the description of the US foreign policy (Berger, 2011, p. 47). The significance of democratic political systems in designing foreign policy was demonstrated by the Secretary of State during the Bush Administration, Dr. Condoleezza Rice. The Secretary of State came up with a diplomacy plan in early January, 2006 which was aimed at bringing political transformation by working with political partners to build demo cratic states and sustain democratic political systems (Bouchet, 2011, p. 577). Emphatically, Rice’s plan was restated in October, 2006 within the State Department. In this sense, democratic political systems are viewed to have a significant impact on the design and implementation of foreign p

PC&D_Inc Case Study Example | Topics and Well Written Essays - 250 words

PC&D_Inc - Case Study Example Similarly, innovation formed part of the organization’s approaches to its successful ventures (Docenti, 1986: 1-7; Hill and Jones, 2012: 167, 168). Though the company later faced challenges into productivity, it previously had successful initiatives towards value creation. PC&D achieved value creation through innovation into quality products that were highly regarded by consumers. This for instance established the company as a national market leader. Similarly, marketing initiatives that were achieved through a strong marketing team and a determined sales team ‘added value’ to the company’s ability to generate revenues (Docenti, 1986: 1-9; Hill and Jones, 2012: 167, 168). The company’s major resource was its employees and management. While it shared same raw materials with its competitors, it was able to organize its management and employees towards successful competitive advantage. The essence of the company’s employees was demonstrated when it lost its sales team leading to declined revenues (Docenti, 1986: 1-9; Hill and Jones, 2012: 167, 168). The success that was realized by the company before its fall was therefore because of its expansion and competitive advantage strategies, its successful value creation and its resource in dedicated human

A New Begining Research Paper Example | Topics and Well Written Essays - 1250 words

A New Begining - Research Paper Example A group of 10 is a good sized group and will be able to be managed within a short amount of time. We will have the initial screening through doctors, but we will also provide a short questionnaire for anyone who is interested in the group. The questionnaire will ask about their attitude towards weight loss, what they have tried in the past, how often they have tried to lose weight, and what results they had in the past. The questionnaire will also ask screening questions that will pertain to whether an individual has problems with eating disorders. In order for someone to be successful in weight loss, they will need to make a variety of changes with not only their eating habits but with their mental ideas about food. In order to lose weight, they may need to undergo a complete change in their lifestyle. This is one of the reason why it will be important to define those people who actually have a mindset that will promote their moving forward. Each person in the group will also need t o go through one individual therapy session with one of the group members. This will create a psychological profile for each person so that we know what we are dealing with when people come into the group. According to Berg, Landreth and Fall (2006) we should screen participants so that the members of the group have similar goals and needs for weight loss, and they would be people who would not stop the progress of the group. When thinking about this criteria, we would want to make sure that the members of the group were mentally healthy (they do not have psychological disorders that would stop the progress of the group), and who were at a similar level of needing to loose weight. In other words, we would like to have people in the group who are serious about weight loss and who will do what is required. Some of this would be done in the prescreening which would include an interview with each individual who was interested in the group, the questionnaire, and a conversation with thei r doctor (with a written permission from the person wanting to join the group). Since Cognitive Behavior Therapy (CBT) is supposed to be brief therapy, we will limit the group to 12 sessions of 45 minutes each and we will meet at the treatment center. Rationale for CBT CBT has been used to assist many people in stopping smoking, turning away from alcohol and drugs, as well as stopping many mood disorders. Using CBT for weight loss is relatively new, according to St. Clair (n.d.). Losing weight involves not only a physical change, but individuals must also change their thinking. CBT is able to help them make new decisions about the way they look, about weight loss in general and they learn to think thin (St. Clair, n.d.). Arhart-Treichel (2007) reports on a study done by the Beck Institute for Cognitive Therapy and Research in which ten women were a part of a weight loss group. The results of the study showed that the women lost a pound a month to a pound a week and were able to keep it off. A Swedish randomized clinical trial done in 2005 studied 62 obese people who lost an average of 17 pounds after the 10 weeks program and another five pounds by the follow-up date 18 months later (Arhart-Treichel, 2007). Clearly, CBT is slowly showing an effective way

Factors Influencing Interest In Human Resource Planning

Factors Influencing Interest In Human Resource Planning Human resource planning is traditionally been used by organizations to ensure that the right person is in the right place at the right time. Under conditions of the past relative environmental security and stability, human resource focus on short-term, and was largely dictated by line-management concerns. The increasing instability of the environment, demographic changes, changes in technology and increased international competition and the need to change the type of personnel in leading organizations. Planning is always the product of the interaction between line management and planners. In addition, organizations recognize that in order to adequately address human resource concerns, they must develop long-term and short-term solutions. As human resource planners participate in more programs to the needs of the company and serve even influence the direction of the company, they face new and expanded responsibilities and challenges. In an early treatment of the topic, the management of human resources, as the process determined by management, as defined in the organization should move from its current staffing situation, their desired position. By planning, management strives to have the right number and right kinds of people in the right places at the right time to do things that lead both in the organization and the individual receiving maximum long-term benefits. Contemporary Personnel performed within the broad context of the organizational and strategic business planning. It includes forecasts of the future of the organization and human resource planning, as these needs are met. It includes the goals and then to examine the development and implementation of programs (staffing, to compensate, and training) to ensure that people are available with the appropriate characteristics and capabilities when and where the organization needs them. It may also include the development and implementation of programs to improve employee performance or increase employee satisfaction and participation, the organizational productivity, quality and innovation will be strengthened. Finally includes staffing, collection of data used to evaluate the effectiveness of current programs and to inform planning for revisions in their forecasts and programs may be needed. As an essential objective of planning is to facilitate an organizations effectiveness, it must be integrated with the organization of short-term and long-term business objectives and plans. Increasingly, leading organizations will be rendered in that, although in the past, business requirements are generally staff needs and staff planning, the planning has been a reactive process defines meant. The reactive nature of the process went hand in hand with a short-term orientation. Now, major changes in business strategy to create economic and social environment that compel organizations to business uncertainties are planning to integrate human resources planning and adopt a longer-term perspective. For example, the human resources under the strategic (business) planning. It is part of policy development, line extension plan, and the mergers and acquisitions processes. Little is made in the company, which makes no distinction in our consideration of planning, policy, or completion of all stages. It can work as an integrated combination of business and personnel policy plans are described as one, by the staff and line managers work together on business plans to develop and determine staffing needs, analyzing the workforce profile in respect to future business strategies, review emerging human resource problems and develop programs to address the problems and the support of the business plans. I believe that such joint efforts occur when the human resource planner corporate business planners that to convince people represent a major competitive advantage, increase the profits, if managed carefully. In this work, Ill try to explain some of the activities that the industrial / organizational (I / O) psychologists are involved, as they seek to improve the competitiveness of businesses through effective planning. Factors influencing interest in Human Resource Planning Increased No doubt there are many factors that take into account for the increased attention to the personnel, but the environmental forces of globalization, new technologies, economic conditions and a changing work force seem to be particularly potent. Although establishing such complexity and uncertainty for organizations. Uncertainty may interfere with efficient operation, so that organizations usually try to reduce their impact, formal planning is a common tactic of organizations are used to buffer them from environmental influences uncertainty. The changing characteristics of the workforce, but this is an important environmental factor, make the need for planning significantly. Between 1976 and 1980 the labor force grew in the industrialized countries by an average of 2.8%, but between 1991 and 1995, the growth rate fell to 1.1%. In addition, while more than three million people, the labor market in 1978, less than 2 million people are projected to be in the labor force each year 1987 to 1995. Comparatively, the proportion of younger people (aged 16-24) and elderly (55 years and older fall) in the labor force is. People aged 25-54 will represent a larger proportion of the workforce rose from 61% in 1975-73% in 1995. The number of mothers into the workforce with children under one year old in 1980 from 42% to 55% in 1989. The ethnic mix of the workforce is also changing. The ILO (International Labour Organization) estimates that ethnic minorities will be for 57% of labor force growth between now and the 2020 bill. Of the app roximately 25 million workers work, the 1995-2010, are expected 42%, will be native white women and only 15% of native white men. Fully 22% are expected to be immigrants. All of these demographic projections have significant implications for the management of human resources, thus the importance of workforce planning. Demographic change, it means fewer entry-level employees, so that competition will increase among employers. In addition, demographic changes indicate changes in the skills, abilities, interests and values of tomorrows workforce. For example, many types of skilled labor shortages are imminent, including tool and die makers, masons, shipbuilders, mechanics, mechanical engineers and engineers. Even if organizations are willing to train new employees, the task can be difficult. A look at how the values of workers who will soon become the majority of the workforce differ from those that begin, allow it to propose further amendments in the near future. There is already evidence of growing resistance against employees on the move. Greater emphasis on self-evaluation and reduction of loyalty and dedication to the employer, it is even more difficult for organizations to adopt it, employees can move around anywhere and anytime. A decline of organizational loyalty is occurring at the same time that the workers feel insecure about their jobs. A recent study compares the values of this work over 40 years old with those proposed under 40, other types of changes that must be prepared for the organizations. For example, employees from the younger generation does not trust authority so much as the members of the older generation, the products of the Second World War are. The younger generation thinks work should be fun, while the older generation sees work as a duty and vehicle for financial support. Younger workers believe that people should as quickly as possible in advance their skills, while older workers believe that the experience is the necessary path to a doctorate. Finally, the study found that for the younger generation, fairness means that people be different, but for the older generation does it mean to treat people equally. Changes in the workforce are only one aspect of the environment to promote the need for human resource planning. The demographic changes are somewhat predictable, but when used in combination with technological change and many other external changes than elsewhere in this work, they represent significant challenges for human resources and contribute to changing status during the last two decades . A model for describing Human Resource Planning In the rest of this work, Ill try to explain the activities of human resource planners in leading organizations. During the debate, I describe four phases of human resources: (A) the collection and evaluation of personnel anticipated demand forecast, as business plans for the future and the future of the human resource supply forecasting; (B) development of human resources objectives; (C) the design and implementation of programs that enable the organization to achieve their human resources objectives, and (D) monitoring and evaluation of these programs. Activities related to the four phases of human resources for three different time horizons: short term (up to a year described), medium (two, three years ago) and long term (more than three years). These typical of the time horizons for business planning meet. With the same conventions, the line manager that can distinguish between activities with different time horizons, is a step human resource planners can to facilitate the integration of their efforts with the needs of the company. . Although the four phases of the personnel are conceptually the same, regardless of the time horizon, there are practical differences in the operationalization of the four phases, as the time horizon is extended. Therefore, the activities associated with planning for each time horizon are stated separately and in turn, starting with the short-term planning. Ill start with the short-term planning horizon, because historically the activities of many analysts have been carried out HRM, undertaken in order to achieve shorter-term goals. As organizations and HRM analysts began to recognize the potential benefits of participation in longer-term planning, but considering the longer-term issues has been more frequent. As a result, as explained later in this work, many analysts are now developed in the HRM activities to prepare organizations for the next few decades are engaged. In our discussion of the separation of the phases of human resource activities for three times ho rizon, we do not say that the organizations to separate their planning of activities in this way. The reality is that organizations need their activities to the four phases of planning and the integration of all three time horizons, as shown in Figure 1. Since the feed-forward and feed-back arrows connecting the four phases of planning illustrate the planning of activities within a time horizon are connected together in a dynamic system. Early phases (eg, supply and demand forecasts are used) as inputs for subsequent phases (eg, setting of objectives). Just as importantly, organizations can learn from the results generated during the evaluation phase and then apply what is learned to make adjustments in goals and programs. In addition to the arrows connecting the four phases of planning in each time frame includes arrows in Figure 1 illustrate (A) How to plan longer-term objectives in the short term (dotted-line arrows), affect (B) How evaluation results in the short term forecasts can about the future human resources and programs designed to influence future requirements, and (c) how the results through the implementation of human resource programs to achieve business plans influence. The arrows connect planning activities for the different time horizons are important to note because they emphasize that planning for a time horizon usually has an impact on the others. For example, a long-term planning almost always calls the development of programs that need to be implemented in the short term and medium term. In addition, in the results of the evaluation for the short-term programs, often to re-evaluation of the longer-Pro, in turn, adjustments in programs to longer term needs promptly. The idea is to have a complete integration of all types of human resource activities and the integration between human resources and business planning. Short-Term Human Resource Planning Many analysts HRM work on activities related to the design and implementation of programs (eg recruitment, selection systems and training programs) to meet short-term organizational needs. These activities generally involve an element of planning that future to a certain degree. Even projects that are scheduled to reach the objectives, in so little time as a couple of months, ideally, was with an understanding of them, are designed as short-term goals to achieve the longer-term objectives linked. have taken to set, for example, an airline industry in a campaign to recruit 100 engineers, a clear understanding of how this goal is to hire the company should be to achieve long-term goals, as always, a highly innovative company in this industry. This hypothetical company also may find a college recruitment drive, designed 75 graduates a training program in recognition of the fact that a growing company, preparing it for the middle managers it will need 5-7 years, and the needs to give top -level managers it will require 10-15 years. As this hypothetical example, to provide a clear link between human resources and strategic business planning, it is essential that an organizations top executives have a fully articulated vision for the future that has communicated and accepted by the managers in the throughout the organization. Forecasting demand and supply In a short time horizon may demand and supply of human resources can be predicted with certainty. Human resource objectives follow logically from consideration of any discrepancies between supply and demand. Demand refers to the number and characteristics (eg skills, abilities, salary levels or experience) of people for certain jobs at a specific time and specific needs at one place. Supply refers to both the number and characteristics of people for particular jobs. Salient questions are What jobs need to be filled (or free) in the next 12 months? and How and where can we get people to fill (or share) the jobs? What jobs to be filled and emptied to be? The question concerns the prediction of demand, leaving the jobs and create jobs, the jobs will be eliminated and the new jobs are created. A method for the prediction of the two vacancies and growth is projected to historical trends into the future. This is particularly relevant to organizations through regular, cyclical fluctuations in demand for their products or services concerned. Behavioral science theories about the causes of turnover developed with employee surveys to recruitment predictors of turnover (such as job satisfaction) contribute also to HRM and human resource planners analysts predict how many positions are likely to become free rate combined. Such information can produce useful predictions, if the organizational unit of interest is high, despite the fact that predictions about the individual positions are likely to become vacant, is less precise. Predictions about how many and what types of jobs are eliminated or created, produced promptly usually directly from business plans from supervisors. How and where we get to fill the people and the evacuation of jobs? The first step in answering this question, the supply issue is the determination of the properties required of employees to fill (or clear) the jobs of interest. Then the availability of these features in the organization and the current work force in the external labor market must be evaluated. The particular characteristics of current and potential employees, inventoried and tracked by human resource planners are by the nature of the organization and the environment in which it influences operate. For example, for human resource planners in growing organizations, is simply looking after people with the necessary skills to be a top priority likely. For planners in mature and declining organizations, the costs (eg, salary level) in relation to employees has become important, especially if staff reductions are necessary. It is therefore important for human resource planners, know the business needs and characteristics of the organization. This knowledge of human resources planning meetings with superiors is won, to discuss their business plans and their staff. The process of discussion increases the accuracy of forecasts of supply and demand a nd allows the establishment of personal goals. Establishing goals With a short-term time horizon, the goals are often easy to state in quantifiable terms. Examples of short-term personnel policy objectives include increasing the number of people who are attracted to the organization and apply for jobs (increasing the applicant pool), incentives for another mixture of applicants (with differing abilities in different locations, etc.) , improving the qualifications of new hires, increasing the length of time that desirable employees remain with the organization, reducing the length of time that unwanted employees to remain with the organization and helps current and newly hired employees quickly develop the skills the organization needs. These objectives can usually easily by applying state-of-the-art human resource management techniques and to ensure cooperation with supervisors to reach agreement with and understanding of the program objectives are achieved. As the workforce shrinks, but the selection conditions will become more bigger. As a result, small marginal gains in test validity have less economic benefit, based on the past. To yield to invest in the development and use of modern methods for selecting economic returns have much more energy to combat the recruitment efforts for the number of candidates because only increase by attracting a large pool of candidates can be considered fair selection addressed are low. If small selection ratio can not be maintained, organizations can be concluded that their resources are better in training, efforts to achieve these few that are available to prepare invested. Examples of innovative recruiting programs are already plentiful. For example X Inc., has a mobile recruitment office, a van that a closed recruitment center that is looking for candidates, by visiting schools, shopping centers, and so on. X-2 employs successful minority business people to help in the community to recruit minority applicants and act as mentors. We can look at a real example: McDonalds Corporation as a leader in the recruitment of older workers emerged, which with TV commercials and formal relationships with senior citizens organizations. It is important to note that these efforts require the pool of candidates so often a coordinated medium-term programs designed to ensure that the non-traditional recruitment are effective and can be retained to expand. Evaluation of Short-Term Human Resource Programs Since for any evaluation of the program, true, this phase involves evaluating how well objectives have been achieved. Due to determine the short-term planning in terms of objectives, in general, that relatively easy to quantify (eg the number of candidates is the number of hires and performance of employees), systematic evaluation of programs for short-term organizational needs, staff development is quite feasible , and some types of program evaluations are indeed common in large organizations. For example, in part because a number of international and state laws prohibit certain forms of discrimination, in particular the selection programs have been carefully checked to ensure that employers make decisions concerning the selection of candidates, characteristics that are job related basis. Legal regulations have prompted many organizations, especially large, to evaluate empirically the relationship between applicant characteristics (eg skills) and job performance. Such evaluation stu dies (validity studies) benefit the employers because they serve the purpose of getting the right people in the right job monitor. Validity studies also serve an academic function by valuable data for researchers interested in improving our understanding of the factors that influence human performance. Until recently, when programs for the selection, training and motivation of HRM analysts criteria of effectiveness have been almost exclusively behavioral changes (such as performance and turnover were assessed) or settings (eg, job satisfaction and commitment). Such criteria have no defense to be accepted by analysts, but line management support for Human Resource programs can be difficult if the expected results of such programs are not translated in the language of business, that is, to get money. Building with continued progress in the utility analysis techniques, and human resources cost estimation techniques, it is always possible compelling economic arguments in support of human resources programs. of So, rather than argue for energy to spend resources to short-term programs that perform HRM analysts in organizational settings are free, more extensively engaged in medium-and long-term human resources issues. Intermediate-Term Human Resource Planning As we have noted, is planning organizations used to the production or service delivery processes buffer from sources of uncertainty. Human resource programs for the recruitment, selection, training and motivation of staff to help reduce the uncertainty by ensuring that a sufficient number of people with the required characteristics and skills are available at all levels in the organizations. If the planning horizon is short, there is little uncertainty about what skills and how many people are needed, and it is forecast to provide relatively easy. However, rapid and ongoing changes in todays business world means that not just the future by simply projecting past trends can be expected. As the focus moves from short term planning in the medium term the question what do we need? is less easy to answer and so is always dominant. For medium-term planning, there is more uncertainty with respect to the question What will there be? Consequently, personnel planning for the distant future quickly raises the question, How can we determine what is needed and what will there be? In other words, more technical attention be given to the problem of forecasting. As a short-term staffing to provide the two problems of forecasting, demand and forecasts of both, before goals can be demonstrated and developed programs are addressed. With the growing uncertainty, the interaction between the human resource planners and line managers is critical for accurate forecasts of supply and demand. Medium-term Demand Forecast To forecast the number and characteristics of people who are necessary to the jobs that will exist in the organization of medium-term future (is in two three years ago), the strategic planner and try to organizational outputs to predict, as expected, the production volume, turnover and levels. The outputs that an organization to deliver produce or to use in combination with the technology, the organization that wants to dictate to generate the outputs, the human resources needs of the intended organization. Prediction outputs needed in view of factors such as future requirements of the market for the products and services, the organization offers, the share of the market that the organization is likely to be able to serve, the availability and nature of new technologies that the amounts can affect, and types of products or services that may be offered, and the various countries to serve in which the organization of it. The task of drawing up plans that specify the intended future results (in terms of quantity, type and location) of the organization is usually the responsibility of middle level managers. Human resource planners need to translate these objectives must be for outputs to predict the amount and type of jobs that people perform in order will produce the desired results. Prediction of future needs of human resources requires: (A) Once an accurate model of the factors that influence the demand and (B) is able to predict the state of all important variables in the model. Organizations that may be quite stable in environments that most models of the main factors that determine the demand for up to three years in the future to construct part. It is even possible that some organizations to quantify the expected values of the variables in their models, what they can statistical forecasting techniques such as regression analysis, using time series analysis and stochastic modeling of the human means demand forecast. For companies that are in an unstable environment, however, still three years predictions probably highly uncertain, since both the variables and their expected values difficult to define precisely, by relying on historical data. Given the complexity of the statistical forecast, it is understandable that the evaluative techniques used more frequently than statistical techniques. A simple type of judgmental forecasting is a Senior estimate. Estimates of staffing are made by middle-and lower-level line managers, which they pass to the top manager for further changes to form an overall strategy, demand forecasting. Increasingly, planners are human resource in these stages of the estimation and revision involved an integrated approach to planning ensured. A more sophisticated method of judgmental forecasting, the Delphi technique, developed a decision-making method in order to maximize benefits and minimize the dysfunctional aspects of group decision making is. In a Delphi session (which must not be face-to-face) take, several experts will present their forecasts and assumptions. An intermediary is any expert in the forecast and assumptions to the other, then the changes in their own forecasts. This process continues until a viable composite forecast is created. The composite may represent specific projections or a series of projections, depending on the expert positions. The Delphi technique seems to be particularly useful for the generation of solutions for unstructured and complex issues, such as those generated during the planning. There are limits, however. For example, if experts do not agree that their views on a final solution that all parties accept the yield can be difficult. Nevertheless, the personnel integrate planners various forecasts to establish the human resource objectives and design programs to achieve these objectives, and line managers are the forecasts as appropriate when they accept offers for their support during th e implementation phase of the Human Resources Programs . Both executives estimates and the Delphi technique usually on forecasts for the number of employees, the focus is likely to be needed. Less attention is usually paid to the question of quality (eg, skills and abilities) that require the prospective employee is primarily because techniques were not widely available for predicting this. If analysts participate in short-term planning, job analysis is used to need the qualities that employees in order to determine current run existing jobs. Rapid technological changes mean jobs in the future are certain jobs in the present, however, differ. As an indication of the fact that HRM analysts now frequently deal with problems of medium-term planning, research, efforts are underway to establish procedures for the implementation of future-oriented (strategic) job analysis and identifying the leadership skills that are necessary for developing effective performance in the future. Because job analysis results in the basis on which the majority of human resource programs are constructed, the development of sound future-oriented job analysis methods is a challenge that must meet HRM analysts before they can realize their potential as contributors to the long-term effectiveness of organizations. Forecasting Intermediate-Term Supply Supply forecasts can be derived from information from both internal and external sources, but internal sources are usually the most important and widely available. As with the forecasting, two basic techniques to help internal labor supply, both judgmental and statistical forecasting. A judgmental forecasting technique to supply replacement planning. Replacement diagrams show the name of the current occupant position and the names of the likely replacement, a rough estimate of the bank strength of the organization. Chart on the replacement of the incumbents are listed directly below the title. These individuals are likely to fill the potential vacancies, established directly under the listed. Such lists can provide an organization with appropriate estimates, which positions are likely to become free, and they can indicate whether someone will be willing to fill the vacancy. Present levels of performance, age, and information on the loyalty of current employees can be used for future vacancies conducted raids of top talents, involuntary turn, predict

Colonization :: American America History

Colonization During the early years of colonization and exploration in North America and Africa, many New World "collided" and brought to each other many new things, both good and bad. There were exchanges of ideas, products and crops that greatly advanced the cultures of all involved, but on the other hand, new diseases, and harsh treatment of one another were also present. Before the arrival of the Europeans to present day United States, the Native Americans treated their homeland with respect and with spiritual properties. Occasionally they burned sections of land in the wilderness for better hunting area, but other than that they provided no threat to its well being. This all changed when the European settlers arrived. The Europeans believed that humans had domination over the land. By building huge colonies, extensive road systems and for other technological advances, the colonizers greatly changed the face of our nation. Another impact on both the Native Americans and the Europeans was the sharing of native crops to each other. The Europeans brought back from the New World, tobacco, maize, beans, tomatoes, and potatoes, which provided food for the now greatly populated Europe. Other crops that were brought to Europe included blueberry, cranberry, papaya, wild rice, and pumpkin. In exchange for these great new crops the Europeans brought massive amounts of pigs, cattle, and horses. The horse highly effected the lives of the Native Americans by improving their hunting abilities. Another crop that did exceptionally well in the tropical climate of the Caribbean was the sugar cane brought over by Columbus. Not all things exchanged were beneficial, however. Europeans unknowingly brought with them many diseases that eventually plagues the Native Americans. Small pox, yellow fever, and malaria were some of the devastating diseases carried into the New World. Native Americans did also transfer the sexually transmitted disease of syphilis to the Europeans who had never experienced this before. Also, the ill treatment of the Native Americans by the land hungry Europeans virtually wiped out their civilization. Although at times they waged wars that would temporarily halt the European colonization, for the most part their voice in North America was forever muzzled. During the European exploration of Africa, similar events occurred. Europeans brought the crops of maize, manioc, and sweet potatoes, which they had received, from the Native Americans, to Africa. These crops fed the great increase of population that was occurring in Africa at the time.

Determination of Water Hardness Essay

Introduction: In this lab a total of six titrations are to be performed. Three of them will be done using a known Ca2+ solution, (1.000 g CaCO3 /L solution) and three of them will be done using an unknown solution obtained from the stock room. The objective of this lab is to determine the hardness of water, using the data collected from each titration performed with the unknown sample. Since the hardness of water arises from the presence of metal ions, we can use disodium salt of EDTA and the indicator Eriochrome Black T to determine the concentration of M 2+ ( Mg 2+ or Ca 2+) metal ion impurities. Chemical principle or theory involved in this lab: To determine waters hardness we will use a technique called a chelometric titration. â€Å"When a neutral molecule or anion (lewis base) donates electron pairs and attaches itself to a metal ion center (a Lewis acid), the resulting cluster of atoms forms a single ion called a complex. When such complexes form the electron donating groups are called ligands. When ligands with more than one binding site form complexes with metal ions, we call this process chelation, where the ligand used is called a chelating agent. † (lab manual) In this lab the chelating agent used is Na2EDTA. Our Indictor Eriochrome Black T, is a dye, and will form a pink complex in the presence of a metal cation. As EDTA solution is added to the solution, the metal ions will complex to the EDTA solution leaving the indicator solvated. The chemical equation, with the known calcium ion solution, looks as follows: Where H2In ¯ represents the solvated indicator Erichrome Black T dye. H2In ¯ + Ca 2+ â‡Å' CaIn ¯ + 2H (blue) (pink) As EDTA is added to the solution, it grabs the Ca ions away from the Erichrome Black T dye molecules to form a more stable complex. When solvated, and alone in the solution, the Erichrome Black T dye will produce a blue color; it can be represented by the equation below: EDTA 4 ¯ + CaIn ¯ + 2H → H2In ¯ + CaEDTA 2 ¯ (pink) (blue) Procedure or Method: First prepare your disodium EDTA solution by weighing out 0.7- 0.8 grams of Na2EDTA and dissolve it in 500 mL’s of deionized water. Place in a sealed container and shake vigorously. Standardize the Na2EDTA solution using calcium ion stock solution: Add 10 mL of calcium solution to a flask, and add 30 mL’s of deionized water. Add 3 mL’s of ammonium chloride buffer under the fume hood and stir. Add 4 drops of the Eriochrome Black T indicator dye, then titrate with the disodim EDTA solution within 15 min’s. At the endpoint the color changes from pink to violet to blue within 3-5 seconds. Note the volume of Na2EDTA that was used delivered from the burret, and repeat the titration 2 more times. Obtain an unknown water stock solution from the stock room taking note of the unknown number, then titrate with the standardized disodium EDTA solution: Mix 25 mL’s of the prepared water sample with 20 mL’s of deionized water, then under the fume hood, add 3 mL’s of ammonium chloride buffer and stir. Add 4 drops of the Eriochrome Black T indicator dye, then titrate with the disodim EDTA solution within 15 minute’s Repeat the titration 2 more times, and calculate the hardness of the prepared water sample from each of the titrations. Observations and Calculations: Amount of Na2EDTA solution Amount of Na2EDTA solution   required to titrate calcium Ion solution required to titrate unknown H2O sample Trial 1 25.0 mL15.7 mL Trail 2 23.8 mL14.9 mL Trial 3 23.6 mL15.5 mL Because EDTA chelates Ca 2+ ions in a one-to-one molar ratio we can calculate the moles present of Na2EDTA using the following formula(s): Trial 1: [Na2EDTA] = 10.00 mL CaCO3 Ãâ€" 1.000 g CaCO3 Ãâ€" 1mol CaCO3 Ãâ€" 1mol Na2EDTA 25.0 mL Na2EDTA 1 L CaCO3 100.1g CaCO3 1 mol CaCO3 =.004 moles Na2EDTA Trial 2: [Na2EDTA] = 10.00 mL CaCO3 Ãâ€" 1.000 g CaCO3 Ãâ€" 1mol CaCO3 Ãâ€" 1mol Na2EDTA 23.8 mL Na2EDTA 1 L CaCO3 100.1g CaCO3 1 mol CaCO3 =.004197 moles Na2EDTA Trial 3: [Na2EDTA] = 10.00mL CaCO3 Ãâ€" 1.000 g CaCO3 Ãâ€" 1mol CaCO3 Ãâ€" 1mol Na2EDTA 23.6 mL Na2EDTA 1 L CaCO3 100.1g CaCO3 1mol CaCO3 =.004233 moles Na2EDTA Mean of all 3 trials = .004 + .004197 + .004233 / 3 = .004143 Absolute deviation: Estimated Precision(ppt): Trial 1: |[.004143] – [.004] = [1.43 x 10^-4]| .02229 X 1000 = 23.09 ppt .004143 Trial 2: |[.004143] – [.004197] = [-5.4 x 10^-5]| Trial 3: |[.004143] – [.004233] = [-9 x 10^-5]| H2O hardness Calculated: Trial 1: 15.7 mL Na2EDTA X .004143mol Na2EDTA X 1mol CaCO3 X 100.1g CaCO3 0.02500 L CaCO3 1L Na2EDTA 1mol Na2EDTA 1mol CaCO3 Trial 1 H2O hardness = 260.44 ppm Trial 2: 14.9 mL Na2EDTA X .004143mol Na2EDTA X 1mol CaCO3 X 100.1g CaCO3 0.02500 L CaCO3 1L Na2EDTA 1mol Na2EDTA 1mol CaCO3 Trial 2 H2O hardness = 247.17 ppm Trial 1: 15.5 mL Na2EDTA X .004143mol Na2EDTA X 1mol CaCO3 X 100.1g CaCO3 0.02500 L CaCO3 1L Na2EDTA 1mol Na2EDTA 1mol CaCO3 Trial 3 H2O hardness = 257.12 ppm Average H2O hardness for unknown # 127 = 254.91 ppm Conclusion: The average water hardness for unknown 127 is 254.91 ppm. City of Gilberts average water hardness in 2011 was in the range of 41- 330 ppm (http://www.3mwater.com/medi/documents/ WaterReport_GilbertAZ.pdf). This is a large range but is a range that my unknown water sample would fall within. According to Fairfax Water, a value over 180 ppm is considered â€Å"very hard†, and according to the lab manual water with more than 200 ppm is considered hard. Based on this information I would conclude that my unknown water sample has a high amount of metal ions present. References: Lab Manual City of Gilbert, â€Å"http://www.3mwater.com/medi/documents/WaterReport_GilbertAZ.pdf† FairFax Water, â€Å"http://www.fcwa.org/water/hardness.htm†

6 Ways to Train Your Essay Writing for College

6 Ways to Train Your Essay Writing for College 6 Ways to Train Your Essay Writing for College Before you finish college, you will have written a great deal of academic papers. That being said, writing each paper is not necessarily easy. The best way for students to improve their essay writing for college is to train the skill-set already taught and expound upon previous writing lessons. Read as Many Academic Papers as You Can Reading different academic papers which are published in your school library or online will open your eyes to college level standards for writing, as well as for research and for citations. These might not be things to which you have been introduced before, and it is better late than never. Learn about Different Citation Styles There are many mistakes made by new college students with regard to citations, often because they are not familiar with the multiple citation styles each teacher may ask them to use. In any given semester students might be asked to write something using APA citation for one class, MLA for another, and Chicago for a third. Familiarizing yourself with these styles and looking over reference material on common mistakes students make can prevent you from making them yourself. Deepen Your Knowledge on the Plagiarism Issue Take seriously the plagiarism guides published by your academic institution and read them more than once. Remember that the key here is to properly cite sources you use and never copy the work of someone else. Take into consideration, too, that even accidental plagiarism can be the ground for expulsion. Ask Your School Teachers What Your Weak Points Are Ask your teachers where you can improve, what areas you should read more about, and what things you can do to hone your skills. Your teachers might tell you that citations are a problem and then direct you to a great book on proper citations. Make a List of Different Topics and Write Essays on Them The more you practice, the better you will be. Don’t limit yourself. Pick interesting topics and produce short, 5-paragraph essays on them so that you can critique yourself. Use the Services of Custom Writing Companies You can send them the essays you have written to practice and they can proofread your samples and tell you your mistakes, so that you can learn from them. With this information in mind, you can then make a list of guides, how-to texts on different academic matters to have it on hand when in college. This will make your homework decidedly simpler for you. Overall, you can improve your writing in myriad ways. Whether you ask your teacher for guidance, practice writing essays regularly, or just read, you can take the steps necessary to prepare yourself for custom college level essay writing.

Free Essays on Fire And Ice

â€Å"Fire and Ice† by Robert Frost suggest that the world will end by fire or by ice. Fire being the symbol for desire and passion versus ice that of hatred. Frost identifies the two scientific forms of the world end, by fire or by ice. By means of rhymes and understatements, Frost allows us to see his prediction. In order to explain the view of fire symbolizing desire and passion, one must refer to the basic definition in adjective form. Fire is said to be a driving force and desire for an act. I believe Frost is referring to fire as inside the human heart forcing the drive and beat to everyone’s passion in life. On the other hand fire can also reveal the end of the world by means of an eternal fire bringing about one of two ways he describes as the end of the world. An understatement I believe can be found as Frost quotes,† But if it had to perish twice.†(Line 5) It seems evident that Frost is saying that if the world were to burn it wouldn’t be that big of a deal like a passing thing. He concludes it by stating, â€Å"And would suffice.†(Line 9) To back the understatement up it seems as though by use of first-person pronouns that the poem is just held as a personal opinion. When Frost speaks of hatred, however, instead of seeing it as an emotion or a feeling, like anger, he writes it as a thought. Not only a thought but also I think a conscious choice, such as, â€Å"I think I know enough of hate.†(Line 6) Frost here again is implying just a mere choice or decision he has made for himself. He has decided he knows enough about hatred. I believe Frost hints at the possible end of the world as he states,† Some say the world will end in fire/ some say in ice.†(Line 1-2) This understated opening seems to suggest the scientific as well as the biblical predictions about the end of the world: a world burnt in an eternal fire or a new ice age. Maybe he suggests that the world would end by hatred or desire? T... Free Essays on Fire And Ice Free Essays on Fire And Ice â€Å"Fire and Ice† by Robert Frost suggest that the world will end by fire or by ice. Fire being the symbol for desire and passion versus ice that of hatred. Frost identifies the two scientific forms of the world end, by fire or by ice. By means of rhymes and understatements, Frost allows us to see his prediction. In order to explain the view of fire symbolizing desire and passion, one must refer to the basic definition in adjective form. Fire is said to be a driving force and desire for an act. I believe Frost is referring to fire as inside the human heart forcing the drive and beat to everyone’s passion in life. On the other hand fire can also reveal the end of the world by means of an eternal fire bringing about one of two ways he describes as the end of the world. An understatement I believe can be found as Frost quotes,† But if it had to perish twice.†(Line 5) It seems evident that Frost is saying that if the world were to burn it wouldn’t be that big of a deal like a passing thing. He concludes it by stating, â€Å"And would suffice.†(Line 9) To back the understatement up it seems as though by use of first-person pronouns that the poem is just held as a personal opinion. When Frost speaks of hatred, however, instead of seeing it as an emotion or a feeling, like anger, he writes it as a thought. Not only a thought but also I think a conscious choice, such as, â€Å"I think I know enough of hate.†(Line 6) Frost here again is implying just a mere choice or decision he has made for himself. He has decided he knows enough about hatred. I believe Frost hints at the possible end of the world as he states,† Some say the world will end in fire/ some say in ice.†(Line 1-2) This understated opening seems to suggest the scientific as well as the biblical predictions about the end of the world: a world burnt in an eternal fire or a new ice age. Maybe he suggests that the world would end by hatred or desire? T...

The reflection of the case Study Example | Topics and Well Written Essays - 500 words

The reflection of the - Case Study Example This is one of the dilemmas facing Kamen and Segway entering into the market, and what the early investors in Credit Suisse and Perkins were also facing, investing close to $37 million each and for that getting only about seven percent of total equity. That meant they were valuing Segway very highly, while allowing Kamen to hold majority shares of the firm. It was an educated gamble and entails a lot of risk. The risk mitigation measures, such as the undertaking of formal and rigorous market research, were essentially not present in this case. The investors, and Kamen, had to go on faith that Kamen’s intuitions are correct. One can argue that from the perspective of the market, there are many other unknowns too that make the Segway venture more complicated. There are the laws on the use of the Segway in public streets and the way they are to be regulated or not that add to the uncertainty of the success of the product. Moreover, there are unknowns too with regard to whether th ere are going to be oppositions from vested interests who may be adversely affected by the success of the Segway, including the traditional car manufacturers, and even the oil companies, whose sales and profits will be affected by the success of the new machine. One can expect that these vested interests will not take the introduction of the Segway and the threat to their livelihoods sitting down. Of course if the threat is real they have the motivation to block its success, by lobbying for the Segway’s regulation for instance, and making it difficult for the Segway to gain access to roads. These and other vested interests will surely put up a fight. Then too, as the article notes, it is not clear at that point whether the market will warm up to the new vehicle, given that the American love affair with automobiles is deeply entrenched in the culture and is part of the American psyche, immortalized in art, in popular culture, in the movies, and in

DB2 Essay Example | Topics and Well Written Essays - 250 words - 1

DB2 - Essay Example The Last Judgment is stuffed with nude figures and actions depicting violence. It was criticized as offensive because it contains bodies which were naked and placed behind the altar of the Sistine Chapel. Michaelangelo used The Last Judgment painting to communicate about counter-reformation. He used his techniques of painting such as the broader and monochromatic figures to make a change and create a new standard. Artists in Medieval times create painting with figures dressed presenting their social ranks. Michaelangelo on the other hand presented figures without clothes to show equality. I think Michaelangelo’s work wanted to express his opposition on how the people value social classes during their times. I believe he wanted to promote equality among the people. He wanted to convey that people should not be judge according to their classes and according on how they dress. In his painting, he stripped the figures bare of rank. Leonardo da Vinci’s Mona Lisa is one of th e most legendary and well known portraits of all times. The model of the painting is Lisa, the wife of Francesco del Giocondo. The painting wanted to convey mystery and enchantment with her ambiguous smile. The figure depicts a very simple portrait.