Rain Forest Essays - Habitats, Forest Ecology, Biodiversity

Rain Forest Long ago, the Earth had a green belt of rain forests around its middle that covered almost twelve percent of the earth's land surface.(Miller we can no longer use the excuse of ignorance.(Hammond 2) People need to try harder to stop rain forest depletion. There are two major areas on earth where rain forests are located. One of these areas is called The Old World Tropics, which includes Africa and Asia. In Africa, the rain forests are primarily located around the Zaire river. The other area in which rain forests are located is called The New World Tropics, which contains Central and South America. The New World tropics are in lower altitudes as opposed to the Old World tropics, which are at higher altitudes. Rain forests are located around the equator. This location of the rain forests makes them warm and humid all year round. There are never cold winters in the rain forests. During winter in the rain forests, people comfortably are able to wear T-shirts and shorts. The rain forest has a rainy season which usually lasts most of the year. The rain forests of the world are home to more than half of the animal species that live on earth.(CSIRO 1) Many of these creatures are some of the most beautiful and odd creatures in the world, Such as the large rodent Capybara, the Anteater, and many different colorful exotic birds. There are many beautiful creatures living in our Earth's rain forests. Many people are ignorant to the effects of rain forest depletion on our environment, and this ignorance is a major cause in the beginning of the destruction of the rain forests. European settlers exploited the rain forests for timber and cleared them for agricultural purposes.(Parish 4) The name scrub, which was originally applied to the rain forest by European settlers, became a term for land seen as useless until subject to ax, fire, and plough.(Parish 4) People did not think of the affects on the environment because the little knowledge that was known about the affects was not very widespread. Another cause in the destruction of the rain forest is people's values. Many people value species according to their worth to human beings.(Miller & Berry 3) People often ignore the problems with the environment simply because they do not want to deal with it. Natural checks against over exploitation have been ignored because those who are now consuming the products of the rain forest are not those who experience the immediate effects of its degredation.(Hammond 2) Many people believe that they will not live long enough to face the consequences of the destruction but they do not realize how fast the rain forests are depleting. Recently in Borneo's Sarawak rain forest, 24 cavers and scientists are braving the rain forests elements and creatures to save the regions natural riches. The cavers and scientists are trying to find plant and animal life diverse enough to protect it from mining and to declare it a national park. Whether the government sets aside the area this year, in five years or never depends on what's discovered out there.(Webster 5) This is a case that often occurs in rain forests. Many governments see no reason to protect the rainforest unless there is an important plant or creature that lives in it. With chain saws, bulldozers, and other powerful equipment, we can bring the giant trees of the rain forest, the very symbol of strength and majesty, crashing to the ground from their lofty heights in just a few hours.(Miller & Berry 3) All of this destruction and havoc is leading our world straight into events that will threaten life on earth itself. Some of the possible results in the future if the depletion does not stop immediately are global warming and increasing ultra violet radiation as

Riordan Manufacturing Production Plan

Riordan Manufacturing Production Plan Free Online Research Papers Riordan Manufacturing’s China plant produces electric fans for distribution worldwide. The plan operates as a decentralized unit of Riordan Manufacturing. The materials required for production are produced locally. The primary materials used in the production of the fans consist of electric motors and plastic polymers. The plastic components for the fan are injection molded on site at Riordan Manufacturing in China. Fans are made to stock in anticipation of forecasted sales. Customers provide an anticipated purchase quantity of fans for the year. The sales for fans are forecast based on previous years’ sales. These forecasts drive production planning. This creates inefficiency in the production planning process. The China plant also designs and develops custom fan products for worldwide customers. Although Riordan Manufacturing has an estimate from customers for yearly requirements of custom fans, the orders are received randomly throughout the year. Custom fan orders are not included in the forecasts. Data required for planning is located in two different places and are not integrated. The material needs in the forecast are incomplete, requiring a manual effort to track requirements for custom fan orders. Riordan could benefit from streamlining material and production processes to reduce costs and cycle time in delivering product to customers. Custom Orders The Random spacing of orders for custom fans with varying quantities make it difficult for Riordan to estimate material requirements in the short term. The custom fans are designed and developed under an individual contract with the customer. A separate contract vehicle is used for a small pilot production run to validate the design of the fan and the production process. A separate contract is required since the cost of the production fan is unknown until the fan is developed. The development process and transition to production can be improved. The pilot production program can incorporated into the development process by building prototypes during development. Since Riordan has developed custom fans in the past, the information from the past projects can used to estimate the costs adequately. Alternatively, the contract vehicle could be converted to a cost type contract. The production process for custom fans requires multiple set-ups during the year and creates material ordering challenges. Riordan should conduct trade study and consider implementing an alternate process. The alternate process would be to produce the estimated number of custom fans for a customer in one or two production runs. These production runs will be entered into the production forecast to eliminate the difficulty with estimating material requirements. The first production run should immediately follow the pilot production run when the design and build process have been validated. Since the customer estimates are annual, producing a six month inventory of fans would be low risk. Riordan can negotiate with customers for storage cost sharing. The increased efficiency and elimination of material planning issues will more than cover the cost of storage. Supplier Management Riordan Manufacturing’s supplier for electric motors has an on time delivery of 93%. Delays in material receiving create bottle necks in production. Riordan should work with the supplier to improve the delivery schedule by providing accurate forecasts. Alternatively, a second source of supply should be identified to assure electric motors are received on time for production. The polymer supplier has not had any issues in meeting delivery requirements. Riordan should consider discontinuing the safety supply of polymers. Since supply is not an issue, the stockpiling adds costs that are easily avoidable. Material Receiving Riordan material receiving process now is that trucking company delivers the material to the dock. The supervisor compares the shipping document against scheduled incoming orders. Team unloads the materials and delivers to the factory. At the end of the day, the receiving supervisor gives the log to the receiving clerk. The Clerk data into the inventory control system. The ordering system is not tied to inventory control. Bottle Necks The receiving supervisor performs a manual verification process. The truck driver and loading crew are waiting for the verification. Any discrepancies found must be resolved before the material is unloaded and stocked. Material can not be stocked until the manual verification is complete, creating a potential bottleneck in the process. The second potential bottleneck is the receiving clerk. Although material is physically in the stockroom, the inventory control system does not reflect the new material until the data is manually entered into the system. Since this occurs at the end of the day, the material inventory will not show in the system until the following day. The receiving clerk is a single point failure that could bring the process to a stop. The bottle neck could occur from the manufacture of the Riordan raw material, such as not getting their product to supply the part that is needed to deliver to Riordan. New Receiving Process Riordan should look into changing the process of receiving their material from manual to computer based process. Riordan could incorporate a barcode receiving data collection process. There are devices that will support bar code reading, this applications will use the latest Microsoft handheld computer operating systems. By incorporating the barcode system this will provide the company with real-time processing, this will improve the inventory accuracy. The barcode system will improve on the ability to process the incoming data immediate for both receiving and shipping. This process will also provide seamless tracking and instant visibility of inventory and reduced paperwork. Imposing the bar code on the material supplier will benefit both the supplier’s process and the new process at Riordan Manufacturing. Manufacturing with Inventory The manufacturing inventory is done manually at the end of each day. The manufacturing team submits a form to the inventory clerk with completed product data and raw material consumption. The data is entered into the inventory for assemblies and sub-assemblies. The bar coding of raw material could easily be extended to include sub-assemblies and completed products. Scanning the data into the inventory system would automate the process and provide real time work in process status. The manual forms completed by manufacturing and data entry by inventory clerk are eliminated. Cost savings realized from the revised process will easily provide a return on investment for the bar code system. Final Product Shipping The sales department completes enters customer orders into the shipping and billing system. Orders are filled and the shipping data is entered into the shipping and billing system. Copies of the orders shipped are sent to a clerk to be manually entered into the inventory system for update of completed stock. A physical inventory is conducted annual to reconcile quantities of raw material, sub-assemblies and finished product. Again, there are multiple independent systems that do not communicate and numerous manual entries on forms and data entry into the inventory control system. The bar code system described for the material receiving and manufacturing inventory could readily be implemented in final product shipping. The bar codes will allow for automatic data entry as orders are processed. The number of opportunities for error is significantly decreased. The need for the annual physical inventory may be eliminated, or the reconciliation scope significantly reduced. Research Papers on Riordan Manufacturing Production PlanBionic Assembly System: A New Concept of SelfThe Project Managment Office SystemTwilight of the UAWOpen Architechture a white paperIncorporating Risk and Uncertainty Factor in CapitalGenetic EngineeringDefinition of Export QuotasNever Been Kicked Out of a Place This NiceInfluences of Socio-Economic Status of Married MalesMarketing of Lifeboy Soap A Unilever Product

Control room Movie Review Example | Topics and Well Written Essays - 1000 words - 3

Control room - Movie Review Example Al Jazeera showed the true picture of the war and not what the American government wished for its people to see; the realities of the war. In fact, if one carefully considers the information that this channel broadcast during this war, there would be a realization that the American public would not have supported such a war had they seen what it did not, only to the Arabs of Iraq, but also to the American men and women who went to fight in the war. Control Room is a revelation towards some of the events that took place in Iraq and how these events were covered by the Al Jazeera network. It reveals that, despite the statements made against it by the Bush administration, none of the statements made were true and were, in fact, an attempt to cover up the truth about the war from the American public. This documentary is an attempt to show the news about the Iraq war, not from the perspective of the media of the west, but that of the region in which the war occurred. The first scenes of this documentary seem to reinforce the belief that the network sole purpose is spreading anti-American propaganda. The people who are seen working behind the scenes are all dressed in traditional Arab headgear, and when the American president issues an ultimatum to the Iraqi president, it is seen that those observing in the room jeer at the former. While, for many, this would reinforce the stereotype that has come to plague the Al Jazeera network, the truth is that the scene was inserted in the documentary to show that this network is not as different from those in the west as many would think. The documentary reveals that the statements by President Bush and his secretary of defense, Donald Rumsfeld, that Al Jazeera was the mouthpiece of Osama bin Laden and that it was the Centre of anti-American propaganda in the United States are completely unfounded (Turan). In fact, it is revealed that the exact opposite is the truth; that Al Jazeera is a network that is ded icated

China's Market Essay Example | Topics and Well Written Essays - 500 words

China's Market - Essay Example Foreign companies on the other hand feel insecure in Chinese government expectations because they will be forced to bargain away business secrets and intelligence in exchange for sales which may not be wise in the long term. The question this paper seeks to answer is whether foreign companies in china should risk loss of sales by refusing to transfer knowledge or just go along with the Chinese government terms and conditions? These global companies should flatly refuse to move production to China considering that it is a communist country and the risks involved. It is very unfair for the Chinese government to subject these global companies to rules such as for them to make sales in china; they have to relocate production in China considering the fact that they have not lacked the resources back in their countries. The Chinese companies want to learn modern management skills and acquire technology from these non-Chinese companies. This is taking advantage of these non-Chinese companies just because China offers an attractive market in terms of size and growth rate. The global companies should instead try to penetrate the Chinese market in another dimension. Through aggressive marketing can overcome this bottleneck that China presents to the global companies. (Krott & Williamsson , 2003). The shift in production to the China benefits China more because it creates employment to its people and at the same time they acquire the vital skills especially in technology. This is a great danger to the mother companies because there is the risk of rival companies acquiring this technology. At the same time you cannot ignore the lucrative market that China is offering. Moreover, the manpower in China is so cheap, thus saving the global companies a lot of money in production and operation costs. (Krott & Williamsson , 2003) The fact that there is a ready market for these companies in China is quite irresistible. Additionally, China can be a central distributing point

Is the rise of China good or bad for the industrial world Essay

Is the rise of China good or bad for the industrial world - Essay Example The manner in which it has benefited the world economy as well as brought a new and dignified name to the technological domains is somewhat of an interesting study which has come about with the passage of time. Also an effort has been made to find out what binds together the Chinese energy and the workforce which keeps producing solid results and creates benchmarks time and again. In essence, a clear cut demarcation has been made when the talk has gone out loud regarding China being a potent force within the industrial world in this day and age, as well as doing so in the coming times undoubtedly (Li 1999). Hence these discussions will be centered upon within this paper to find out how the world can catch up with China and how China can grow even further from where it is today. With the assistance of major industrial players like the European Union, China can make it big within the global economy. Even though it is doing well, it needs to stamp of approval from the world’s leading economic bodies. What China can bank on meanwhile is that its economic resources in the form of its own people trust in themselves and this is the reason why they are seen as tough taskmasters. They believe in hard work, commitment and devotion right from the beginning of doing any work. The world including the European Union and other significant bodies like the United States see them as dedicated professionals who would go to any length to turn the impossible tasks into possible and doable things. This is the basis why Chinese have been able to showcase significance through their actions while the rest of the world has sat back and enjoyed their laurels. The talent and skills with which these Chinese professionals are filled with is testimony enough that the processes an d systems within the country are based on a solid footing. This is the reason why there are many moments of success when it comes to the

Explain The Relationship Between Strategic Management And Human Resource Management Business Essay

Explain The Relationship Between Strategic Management And Human Resource Management Business Essay Every organisation is trying to become more efficient and more productive. The key to an organisations success is to become more global and advance from a technological prospective. In order to become more efficient and to make its goals achievable, an organization should focus the most important assets of all other resources, which is the human capital or the intellectual assets. After all, none other than a person or an employee executes every achievement or any activity in an organization. Thus keeping this particular asset in good terms and managing it up to a standard is quite a challenge in terms of time and similarly finance. However, having a well organized and a well-managed human resource brings more significance to an organizations wellbeing. This essay will investigate how Strategic Management (SM) and Human Resource Management (HRM) are related, and then evaluated the role they play in providing organisations with a competitive advantage. Strategic management deals with devising people interventions that help an organization to develop the customer behaviour to promote the competitive advantage (Saini, 2009). The strategic management process helps the organisation to react quickly towards the new challenges. This dynamic method helps organizations find new and more efficient ways to do business. Strategic formulation, which is the practice of classifying a companys goal and strength and strategic implementation which express as the process of allocating resource and developing structures are the two components of strategic management process (Kramar, Bartram and De Cieri, 2011) Strategic management processes raise the organizations to discover new and more capable ways to do business. Situation analysis, strategy implementation, strategy formulation and strategy evaluation are the key elements of the strategic management process (Kramar, Bartram, and De Cieri, 2011). By dealing with these elements of the SM process in order listed, companies can assess and re-evaluate situations as they develop; always making sure, the company has positioned itself optimally in the business environment. Situation analysis engages with looking over the companys internal and external environments and the context in which the company fits in to those environments. As a way of implementing, observations are made about companys internal environment and investigations are carried out to find out how employees interact with each other at all levels. In the completion of the situational analysis, a strategy is formulated. (Kramar, Bartram and De Cieri, 2011). This involves determin ing the companys strengths to decide which strategies could be implemented. Operational strategies involve routine operations, outlining the procedures and process by which the company does business. Competitive strategies involve finding ways to compete with a particular industry or business (Kramar, Bartram, and De Cieri, 2011). Strategy implementation is the third step in the strategic management process. It involves the implementation of the formulated strategy. The final step in the strategic management process engages observing the results of an implemented strategy (Kramar, Bartram, and De Cieri, 2011). As mentioned, these four elements and the process of building a good strategy would be very significant to an organization, which presumes to manage their intellectual resource with great efficiency. Using strategies would help HRM to be more rapid and supervised in their decision making process and in achieving the objectives and targets of the entity (Kramar, Bartram and De Cieri, 2011) Human resource management described as a set of activities aimed at building an organizational performance (Plumb, 2008). Also having a good HR management department is identically important to an organisations strong financial. Any organization is goal oriented and has targets to achieve, and the employees of the organization perform them. The employees are the works force in the entity, thus managing and maintaining them is very crucial and very vital to its top managers on behalf of the organization. Managing the work force is also important as it gives the foundation of a healthy entity; this happens only if an entity holds a strong work force that is right for the job (Payne, 2010). Having a strong work force opens many opportunities for the organization in terms of growing their day to day businesses, and consequently by overcoming supplementary trades the company unwraps a pathway to a successful and a most importantly a sustainable organization in today competitive world. Thus, using strategies and planning HR activities is quite important to a business entity for the betterment of the employees, which consequently brings success to the organization itself. HR strategies are laid down according to the overall objectives of the organizations in the same way as investments or marketing strategies. However, HRM strategies explained through quantifiable terms so that outcomes of them measured. Also, HR strategic objectives go past the basic calculation and control of staff numbers and minimization of costs (Barrett, 2009). The function of a Human Resource Management strategy is when adopting their HR practices, organizations must take into account the interest of the fit between these firm strategy and practices. As a result, the main goals of strategic HRM is to make sure that HRM is aligned with the strategic needs of organization (Saini, 2009). Strategic management is important in all kind of organization activities to achieve their long-term goal. Hence, most of the managers agreed that perceived strategic management is the most important capability and information technology as the least important competency for HR managers (Payne, 2010). Strategic management domain contains visioning, analytical and leadership skills that managers viewed as important for human resource (Payne, 2010). Thus HR leaders can make significant role to strategy development and achievement as well as to improve the quality of decision related strategy and talent. Overall, the relationship between HR and management is becoming mutual. HR executives are trying to become a part at the management table and they are concerned in everyday management activities. However, there is still a long way to go if HR is to become a strategic partner at all levels. In order to do that, HR needs to expand its internal competencies to deal with organizational issue s and find ways to suggest creative and innovative solutions to organisation wide issues (Kramar, Bartram and De Cieri, 2011). Meanwhile for harder strategic HR themes like cost cutting, rate of return productivity measurement, performance measurement it has been noticed that the employees volunteer reluctantly. Therefore, a clear dualism is apparent in HR intervention that organisations have been adopting for their survival (Saini, 2009). In addition, strategic management prescriptions are never comfortable when put together with pluralist employment relations framework (Saini, 2009). Some organisations have a practice of using strategies not only in HR but also in other aspects of their organisations to achieve their target goals and objectives without any hassle. Practicing strategies in HR would be beneficial not only to the employee but also it is the right way to do the right job (Lawler, Boundreau, 2009) Strategic Human Resource Management (SHRM) also identifies the long-term effects of HR decisions on the employment and development and development on the bond between management and staffs in the organisation as being significant (Barrett, 2009). This is important if the company wants to gain competitive edge through its workforce. As a result of, HR departments integration to the business, the personnel were re-looked as a resource in the company. On the other hand, SHRM system helps effectively by answering the requests of the strategy and environment and assists strategic flexibility with the goal of achieving the active fit (Pablos, Lytras, 2008). Strategic management can also help the organization to identify their strength, weaknesses, and opportunity and threat. So, that the organization can compete with their competitive firms and build their profit and achieve their success. Strategic management as general and within HR, helps to organize how HR systems and practices with the aim of developing a competitive advantage for the firm (Pablos, Lytras, 2008) According to Porter, (1994) competitive advantage defined as an advantage that arises from observing and realizing ways of competing that are unique and distinctive from those of rivals, and that can be sustained over time. Some researches tell that human resources can become the cause of competitive advantage for the organization is not new. At the same time, the organization need to understand that competitive advantage is not permanent (Pablos, Lytras, 2008). The speed with which competitors are able to acquire the skills needed to duplicate the benefits of a firms value-creating strategy determines how long the competitive advantage will last (Pablos, Lytras, 2008). In addition, it has accepted that firms can generate a competitive advantage from their management practices. Organizational resource leads to a constant competitive advantage when the resources are valuable, rare and have no substitute (Pablos, Lytras, 2008). Human resource needs to create organizational values in or der to be a source of competitive advantage. Therefore, organizations offer jobs in which individual can show their different skills (Pablos, Lytras, 2008). When the firm choose a strategy, they make choices among competing alternatives. Competitive advantages help to sketch the organizational procedure by analytically and the emergent strategy help the rational decision making process by senior management and enhance the firms competitiveness. In addition, the organizations can develop a long-term competitive advantage. Strategic Human Resource Management (SHRM) allows the adaptation of HR practices, the knowledge, and the behaviour of the employees as regards the immediate needs of the organization. In brief, SHRM must facilitate strategic flexibility with the goal of reaching an active fit (Pablos, Lytras, 2008). In the past, organizations and their top managers assumed the status of managing the most vital intellectual assets of an entity. Thus, they tried to bring in systems in which they could be in track of workers and their actions, which is handling and regulating the work force of an organization. However, as the world has evolved throughout the years and due to many reasons, managers have understood the workforce is also kind of a resource that is in common with other resources. As a result, they implemented the process of strategic management. Therefore, in conclusion this essay has expressed how strategy and planning are related to HRM, the relationship between strategic management and HR management and how strategic human resource management helps to develop the competitive advantage of firm. As proved above, practicing of these strategies would absolutely assist an organization in achieving their aims and objectives. Consequently, it is significant for HR management to change from being primarily administrative and operational to becoming a strategic contributor.

Runners High :: Definition Sports Running Papers

Runner's High Many runners have had the opportunity to experience a state of euphoria while running. While the actual state that they feel varies immensely for each individual there is a common feeling associated with the term "runner's high". When a person is asked about runner's high they typically will say that it a pleasant state that a runner might experience after a certain distance. This in fact may not be true for only runners though. Skiers, surfers, football players and wrestlers all have "highs" or moments when they feel they are working to their maximum potential and feeling on top of the world. Runner's are not the only types of athletes that experience intense emotional feelings. One must question exactly what is included in this feeling. Defining a "high" may not be all that easy, if there even is such a thing. Many people have related runner's high to the feeling of an orgasm. At this time, the body and mind are both highly stimulated and seem to elevate a person's senses. Other people have responded to the question of "What is runner's high?" by saying that when the environmental stimuli around you is near perfect and you are feeling good you are actually feeling a type of "high". We must not overlook the facts though, which include physical and physiological details to back up feelings of runner's high. Throughout time, runner's high has been debated and there is still no general definition as to what it is, or even if it exists. Looking at different personal experiences and physical evidence one can generally conclude that runner's high is a state of euphoria caused by the environmental stimuli around the runner and the biological aspects of stress associated with running. The most obvious aspects to address with runner's high are the biological and psychological aspects that can be associated with it. When the body is put under stress the mind reacts accordingly. This is why endorphins are commonly associated with runner's high. Endorphins are any of a group of opiate proteins with pain-relieving properties that are found naturally in the brain. The word "endorphine" comes from endogenous, meaning "produced within the body" and morphine, a chemical substance derived from opium that elevates mood and reduces pain. Endorphines in turn are neurotransmitters that are chemically similar to morphine.1 It has been realized that the brain responds to morphine and that morphine receptors are in the brain.

Is It Possible for Organizations Operating in Dynamic Environments to Achieve Person-Organisational Fit to Improve Organizational Effectiveness?

Today we live in a world where change is inevitable. Organisations today face dynamic environments characterized by substantial and often unpredictable technological, political and economic changes. The key to survival and succeeding is adaptation, in dynamic environments often an organisations only option is to literally â€Å"do or die† with regard to change. Tyagi & Gupta (2005) indicates that the central point of personal and organisational effectiveness is a sense of being able to make contributions and make somewhat of a difference in any way possible. As individuals we feel content and fulfilled when we make positive contributions to our communities, families and organisations. Similarly organisations can only achieve their potential when they positively impact the lives of various stakeholders and related entities. However the opportunity to contribute only arises if there is a fit between what people want to achieve and what the organisation wants to achieve. Thus creating a fit between the person and organisation allow both to be effective. In the past few years the concept of Person-Organizational fit (P-O) has been in a state of flux, with many theorists putting forward conflicting views on the conceptualization of fit, its measurements and its boundaries. In the broad sense of the word it is defined as the compatibility between the person and the organisation (Li, 2006). As many organisations operate in dynamic environments; many changes take place and organizations have to cope with these changes by adapting their business and strategies to the turbulent environments. This essay goes on to explore the effects the changes mention have on the P-O fit and if dynamic environment allow organisations to achieve person-organisational fit in order to enhance and reach organisational effectiveness. According to evidence it can be seen that it is possible to achieve P-O fit in dynamic environments however it would not be the ideal tool to implement to improve effectiveness due to the evolving nature of the environment as it hinders growth and discourages innovation which would not lead to organizational effectiveness (Tyagi & Gupta, 2005). P-O fit refers to the extent to which and individual and the employing organization are compatible. There are however many definitions that have been put forward over the years such as value congruence (O’Reilly et al. , 1991), Goal congruence (Vancouver et al. , 1994), needs and supplies demand abilities (Edwards,1991) in addition a personality-climate fit (Ryan and Schmit, 1996). However the most commonly used definition is the value congruence perspective. Verquer et al (2003) value congruence as the extent to which individual and organizational values match. Rynes and Gerhart have gone a step further and pointed out that the P-O fit is more than a mere match, as it usually implies a sense of chemistry (Bellou, 2009). Another way of conceptualising the compatibility between the person and organisation uses the distinction between supplementary and complementary fit. Supplementary fit occurs when a person supplements or possesses characteristics that are similar to other individuals in an environment. This congruence can be differentiated between complementary fit, which occurs when a person’s characteristics make whole the environment or add to what is missing (Tyagi & Gupta, 2005). Further more Cable and Parsons (2001) states that P-O fit is a crucial factor in maintaining a flexible workforce and creating a high degree of organizational commitment in a tight labour market and a competitive business environment. Supporters of P-O fit state that the construct is crucial in the study of organizational effectiveness because it has made improvements to the traditional view of matching skills, knowledge and abilities in predicting if an individual will be successful in a particular organization (Chuang & Sackett, 2005). Ambrose et al, 2008 posit that individuals whose values will result in positive contributions to organizational effectiveness and lower turnover. These models may be under the assumption of static environments; one must apply the dynamic nature of the current environments organisations operate in today. Kammeyer-Mueller (2007) proclaims that even though static and dynamic perspectives are portrayed as mutually exclusive alternatives, they need not be opposed to one another. Research goes on to show that constant external shocks injected into the organisations may result in changes been implemented that affects the P-O fit. These changes may sometimes lead to negative results such as turnover and intention to leave as the employees feel they no longer â€Å"fit† with the organisation. In addition Chatman et al (2008, p. 64) notes that, because a lack of congruence is aversive, â€Å"misfits† are unlikely to remain with that organization. There are also instances when individuals no longer are compatible or unhappy with the fit between the organisations and themselves due to adaptations the company undergoes however choose to remain with the organisation solely because they have no other job options. In instances where â€Å"misfits† remain as they perceive that it is their only choice they bring about many negative aspects into the organisation such as demotivation, low commitment, this is mainly because they try to overcompensate and manipulate the work input output equation to fill the missing void. On the other hand the Social identity theory suggests that another mechanism by which individual dispositions might influence fit within a dynamic context. The social identity argues that the self-concept is a patchwork of various identities, such as demography, occupation, organization, department and workgroup which provide proscriptions for behaviour (Ashworth & Johnson, 2001). It also states that depending on the pressures applied the identity a person adopts will differ. This however does not change the fact that the individual still has within himself or herself, the same core set of identities. Interestingly at least in Oriental Chinese societies, leaders or managers may change their leader behaviours to create a better person-organisation value fit. This study shows that behaviours have positive effects on person-organisational fit. A crucial finding in this study was that even among employees who have been below average O-P fit can be influenced in terms of motivation commitment and trust in their leader by leader behaviours. For example employees working under high team oriented leaders had higher motivation and commitment and trust compared to those under low team oriented leaders. This goes on to show that even though the dynamic environment may affect and the person-organisation fit and sometimes lowers the P-O value fit , organisations can still effectively operate and manage those employees with the proper management and leadership methods (Li, 2006). However this method might not an appropriate universal method to implement as business environments vary across nations due to cultural, legal and other aspects that are followed. However the P-O fit may not be in the best interest of the organization at times and lead to negative results. For example, extremely high levels of person-organization value fit may lead to high levels of conformity and homogeneity. High levels of conformity and homogeneity will bring about a range of adverse effects which may hinder the success of the organisation, by making the organisation and its members far less adaptable to the changes surging in the dynamic environment as well as less innovative (Li, 2006). Some evidence even go to the extent of pointing out that organisations with slight internal variation in employees perspective lead to better performance in the short run but worse in the long run , presumably as a result of inferior adaptation (Li, 2006). Person-Organisation Fit in theory sounds like a tool that should be implemented by every organisation. Taking a closer look one can see that even though initially achieving a fit will lead to organisational effectiveness in the long run it will cause the organisation more harm than good. This is due to the fact that organisation operating in dynamic environments thrives on adaptability and innovation which is opposed by the negative by products of long term P-0 which include homogeneity and high levels of conformity. This does not mean that the concept of P-O should be completely ignored as evidence shows that it has a greater impact on individuals in an organisations resulting in positive results in comparison to organisations as a whole. In an ideal situation the individuals should adapt with the environment and perceive the changes as a learning experience to mould them to achieve the best, keeping in mind that sometime change is the key.

How She Giggled All The Way To Prison Professor Ramos Blog

How She Giggled All The Way To Prison Sweet, funny, loud, always giggling, happy. A serial killer can never be that, right? They’re always sad, depressed, and mad because of the actions they undertake. Well if you have heard of Nancy Hazle, otherwise known for many nicknames like â€Å"Giggling Granny† or â€Å"Jolly Black Widow†, then you can say there is such a thing as a happy serial killer. History knows her by Nannie Doss which is the most common name she has. Nannie Doss was an American serial killer who was responsible for the deaths of at least eight people between the years of 1920 and 1954. She even chopped limbs off from her own family tree! Despite her actions, she must have had a reason behind all this chaos, correct? This causal analysis explains Nannie’s life growing up, her crimes, and causes to why she may have killed these certain people. Nannie Doss was born in 1905 in Alabama to James and Louisa Hazel. She was one of five children with three sisters and one brother. The article titled â€Å"Serial Killers† by writer and editor Charlotte Greig informs us that Nannie Doss had a tough childhood. Nannies parents were poor farmers from a tiny town in Alabama. As a young girl her parents prioritized farm labor over schooling, and would be beaten up by the father if they failed to keep up with his demanding pace of work. Furthermore around seven years old she suffered a traumatic head injury that plagued her for life and, she said, eventually contributed to her murderous impulses. Some believe that the cause of her murderous commitment was from the head injury, while others counterclaim that she was just bad from the start. Nanny also believed that reading romantic novels while her father prohibited his daughters from attending social events and not dating boys lead her to not knowing what to do in romantic situatio ns (2017). Due to her blame for not having enough experiences to learn from (romantic situations) and from a traumatic head injury leads to Monter Thesis #1: The Monster Body is a Cultural Body. The monster signifies something other than itself; Nanny blames events that happened in her past life. A monster plays on the culture’s â€Å"fears, anxieties, fantasies†;   Nanny believes having strict parents lead her to fantasies and dreams of having a perfect mate while disregarding the arguments and maintenance that can happen with a significant other. She loved reading those romance novels and the trait lead her to getting married at the age of sixteen. Charles Braggs married Nannie Doss after a couple months of knowing her as co-workers, and eventually had four kids by 1927. According to the article â€Å"The Giggling Granny† by author Pam Jones, Charles later recalls: â€Å"Nannie was a pretty girl and lots of fun. Our marriage started off pretty well, but after a couple of years she started going off† (2007). Now you are curious right? At some point in the marriage, both parties began to escape their demons through drinking binges and extramarital affairs. Senseless behavior started to happen. The year Charles and Nannies youngest child was born, the two middle daughter unexpectedly died of â€Å"suspecting food poisoning.† Although both deaths were ruled accidental at the time, family members and law enforcements officials now believe these killings were the beginning of Nannies decades-long killing spree. Charles packed up his oldest daughter and left leaving the youngest behind. Nannies first marriage therefore ended with divorce (2007). Lucky Charles. Her next four marriages end with death by unnatural causes. Just a year after her divorce, Nanny married her second husband. He was an abusive alcoholic from Jacksonville named Frank Harrelson. The two met through a lonely hearts column. Despite the abuse, the marriage lasted 16 years until 1945. During this period, Nanny likely killed her own newborn granddaughter a few days after the birth by using a hairpin to stab her in the brain. A few months after the granddaughter’s death, her two-year-old grandson, Robert, died of asphyxiation while in Nannies care. These two kids belonged to Melvina, Nannies oldest child. Frank was next on the murderer’s list. Following a night of drunken revelry at the end of World War II, Nanny mixed a secret ingredient into his hidden jar of moonshine. He was dead less than a week later on Sept. 15, 1945. People assumed he died of food poisoning. Meanwhile, Nannie collected enough life insurance money from Frank’s death to buy a plot of land and a house in Lexington, North Carolina (2017). Far from being deterred in her never-ending search for love, Nannie met her third hubby Arlie Lanning through a Lonely Hearts club while travelling to Lexington.   She married him three days later after meeting him. The marriage was rife with trouble – like Frank, Arlie was an alcoholic and a womanizer. But, the neighborhood saw Nannie as a doting wife. He died of what was presumed to be a heart failure, but it was obviously taken under Nannies care. Nannie’s fourth husband was a very short-lived affair. She found Richard L. Morton in a dating service. While still married to Richard, Nannies mother needed a caretaker after she broke her hip in 1953 after her father passed away. The woman died suddenly and without warning a few months after Nannie agreed to taking care of her. Shortly after her mother’s death, one of Nannies sisters died suddenly after having contact with the Nannie Doss. Richard, as well as Nannies other family members, died to an unknown illne ss.   Nannie had promptly poisoned him to death (2017). Nannies final victim was Samuel Doss who was neither drunk or abusive. He simply made the mistake of telling Nanny she could only read magazines or watch television shows that were for educational purposes. She then laced a prune cake with poison causing Samuel to spend a month recovering in the hospital. A few days after he got home, poison-laced coffee finished him off. â€Å"My late husband sure did like prunes. I fixed a whole box and he ate them all.† -Nannie Doss (Schechter 2003) After all these people passing away whom was in Nannie Doss life, you would have thought she would be caught in some way? The final murder ended up revealing her for what she was. Driven by greed, she killed Samuel on the very day he had come back home so she could collect the two insurance policies she had taken in his name. The doctor, who treated Samuel, was alerted by his sudden death. Nannie was arrested immediately. Under interrogation, and after she was told that she could keep a romance magazine, Nannie confessed to killing eight people: her four husbands Charles, Frank, Arile, Richard, and Samuel as well as her mother, sister, grandson, and mother-in-law but denied any involvement with the deaths of her two daughters and granddaughter. After she pleaded guilty on May 17, 1955, she was sentenced to life imprisonment. Nannie earned her nickname, â€Å"Giggling Granny†, because of her smiling and giggling as she discussed her crimes with the authorities (2007). The question that goes into almost everybody’s head is: ‘Why did this happen? Why does it happen? And why will it happen?’ There is always a cause to an effect, looking at her past will show you reasons to why Nannie might have killed all these people. It’s never right to kill people of course, unless you are a monster. To look at the factors, there could be reasons to what made her do such harm like; her brain injury when she was young made her go crazy, strict parenting and being prohibited from social events, and having so much expectations from romantic novels. â€Å"Even when we know exactly what crimes a serial killer has committed, a mystery still remains. The mystery of why any human being should brutally kill at random in a compelling way. While we will be able to put the puzzle pieces together of a particular series of crimes, the existence of human evil in the form of the serial killer remains a difficult problem that we can never truly understa nd† (Hale, 35). Annotated Bibliography Cohen, Jeffrey. Monster Theory. 1996. Biography. This book has sources to use a grading scale and rate the sources using the Monster Thesis. Looking up Jeffrey Cohen, he is a journalist, free lance reporter, writer, and loves writing screen plays. I used this for one of my sources because it allowed me to include a theory inside the paper. And also to identify that the murder is an actual monster. Greig, Charlotte. Serial Killers. Arcturus Publishing, 2017. This book describes different murders, mostly the most famous, and their motives. Charlotte Greig graduated with an MA Intellectual History from Sussex University, and started freelancing as a writer and editor for a variety of magazines, newspapers, and books. I’m using information from this book to inform Nannies past life. Hale, Robert, and Anthony Bolin. The female serial killer. Contemporary perspectives on serial murder (1998): 33-58. This book tells the different perceptions of serial killers and how any gender can be one. It also has a chapter of going over just women serial killers. Robert Hale has written many different books on cultures, crimes, ethnicities, etc. I’m using a quote from his book and using it at the end of my essay. Jones, Pam. THE GIGGLING GRANNY. Alabama Heritage 83 (2007): 52. This article is a one page description about Nannies life, brought down into smaller details for a quick reasoning. The writer Pam Jones studied creative writing at Hampshire College and is a author of two books. I’m using this article to mostly describe her crimes. Schechter, Harold. The serial killer files: The who, what, where, how, and why of the worlds most terrifying murderers. Ballantine Books, 2003. This book also shows the different murders with their own life/stories. It mostly has quotes for what the murders have said before. Harold Schechter is an American true crime writer who specializes in serial killers. He has a variety of best selling books published as well. I am using this book to show the quotes Nannie has said.

Ice Breaker for Classrooms - The Name Game

Ice Breaker for Classrooms - The Name Game This icebreaker is ideal for almost any setting because no materials are needed, your group can be divided into manageable sizes, and you want your participants to get to know each other anyway. Adults learn best when they know the people surrounding them. You may have people in your group who hate this icebreaker so much they’ll still remember everyone’s name two years from now! You can make it harder by requiring everyone to add an adjective to their name that starts with the same letter (e.g. Cranky Carla, Blue-eyed Bob, Zesty Zelda). You get the gist. Ideal Size Up to 30. Larger groups have tackled this game, but it becomes increasingly harder unless you break into smaller groups. Application You can use this game to facilitate  introductions in the classroom or at a meeting. This is also a fabulous game for classes involving memory. Time Needed Depends entirely on the size of the group and how much trouble people have remembering. Materials Needed None. Instructions Instruct the first person to give his or her name with a descriptor: Cranky Carla. The second person gives the first person’s name and then his own name: Cranky Carla, Blue-eyed Bob. The third person starts at the beginning, reciting each person before her and adding her own: Cranky Carla, Blue-eyed Bob, Zesty Zelda. Debriefing If you’re teaching a class that involves memory, debrief by talking about the effectiveness of this game as a memory technique. Were certain names easier to remember than others? Why? Was it the letter? The adjective? A combination? Additional Name Game Ice Breakers Introduce Another Person: Divide the class into partners. Have each person talk about himself to the other. You can offer a specific instruction, such as tell your colleague about your greatest accomplishment. After switching, the participants introduce each other to the class.What Have You Done Thats Unique: Request each person introduce himself by stating something hes done that he thinks no one else in the class has.  If someone else has done it, the person has to try again to find something unique!Find Your Match: Ask each person to write two or three statements on a card, such as an interest, goal or dream vacation. Distribute the cards so each person gets someone else’s. The group has to mingle until each person finds the one who matches their card.Describe Your Name: When people introduce themselves, ask them to talk about how they got their name (first or last name). Perhaps they were named after someone specific, or maybe their last name means something in an ancest ral language. Fact or Fiction: Ask each person to reveal one true thing and one false when introducing themselves. The participants have to guess which is which.The Interview: Pair up participants and have one interview the other for a few minutes and then switch. They can ask about interests, hobbies, favorite music, and more. When finished, have each person write three words to describe their partner and reveal them to the group. (example: My partner John is witty, irreverent, and motivated.)

The process of economic development and its effects in China in 1950s Research Proposal

The process of economic development and its effects in China in 1950s - Research Proposal Example e considerable damaged after the war, which became the reason that the food production reduced to approximately 30% lower than the peak level, which was achieved before the war. All these factors lead the Chinese economy in crises and the country had to face the hyperinflationary environment. The Chinese Govt aimed to restore the economy to its normal level within the time span of 3 years. In order to achieve the goal of economic recovery, the Govt started working with full devotion to recover all the losses. The recovery phase began with the reconstruction of the transportation system along with the recovery of other losses such as loss of communication system and invests on farming to recover the natural resources. The central bank of China, which is named as Peoples bank of China, was established in the year 1948 with the responsibility of maintaining the monetary control along with the regulation of all the financial institutions within the jurisdiction of China. During the estab lishment of Peoples Bank of China, the banking system was neither nationalized nor centralized. During the economic recovery phase of China, all the financial institutions were nationalized and centralized. The regulating authority of the banking system remained the Peoples Bank of China. In order to control the high inflation, which was generated due to the effects of the World War II, the Govt of China decided to synchronize the economic structure of China by centralizing the financial market of China (Mark 2013). The purpose of centralizing the banking system was that the monetary system could be unified. The Govt initiated the decisions to control the economy which includes monetary policy and extremely restricted credit facility. Another reason behind such restricted economic policies during the period of 1949 to 1952 was that the Govt had very restricted budget to recover the economy. In addition to this, during the same period Govt was compelled to also manage the

The Importance of Study Skills Essay Example | Topics and Well Written Essays - 500 words

The Importance of Study Skills - Essay Example mber anything at school not because they are lack of abilities but because they dont know how to concentrate on the information that they need to learn. Second of all, it is important to be able to remember what you concentrate on, so mnemonic is also a basic study skill. It allows a student to learn information the way that it will remain in the students brain for a long period of time. The skill is important because it creates a certain database in students mind, which develops his critical thinking and erudition. Hence, ability to concentrate and mnemonic are the most effective study skills required for all students. However, in order to be able to perceive information properly, a pupil has to be capable of collecting the most important core points from what he or she listens and reads, so effective taking of notes is also a very useful study skill. Note taking allows a student to focus on the most crucial aspects of each topic and subjects that he perceives during lessons and outside the classroom. Moreover, it is important for students to take notes in order to be able to remind themselves the main points of the learned material whenever he needs it after lessons. Also, effective reading is the skill that maintains efficient learning and helps a student to remember information for a longer period of time. Furthermore, effective reading skills are absolutely useful in any kinds of learning activities, as most of the activities require reading. Being able to read huge amounts of texts and perceive its meaning properly is going to be convenient not only within the classroom but also in life in general. Hence, study skills are very important not only for studying process and getting good grades, but for multiple activities outside the classroom, including successful studying in future professional