This essay explains the vast water pollution Essay Example

This essay explains the vast water pollution Paper Poor management of existing water resource can lead to these resources running out or at least shrinking. Much of the pollution in the rivers and seas comes from chemicals, mainly from agriculture. Another pollution issue, which is not brought up often, is thermal pollution. As you can see we have many problems in our waters and we need to protect the waters. In the long run water pollution is going to harm us more than we now it, cause a little bit of our ocean is dieing and sometime in the future its going to kills us. The thing thats worries me the most is the animals. The animals in the ocean are dieing everyday in the ocean because of the bad pollution we have right now. Every year millions of animals dies because of the water pollution we have and 65% of the sea animals die because of the pollution. (Internet source) Companies, industries and people litter in our waters and for sure that is not a good thing. We will write a custom essay sample on This essay explains the vast water pollution specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on This essay explains the vast water pollution specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on This essay explains the vast water pollution specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We need to learn that we are not going to live very long if we keep doing this. Every year it has gotten worse, the water elution has gone about 3% every year and that a whole lot more litter and killing that we do. (Internet source) People like us cause water pollution. Dumping our trash into the ocean is one thing that causes this problem. Another is an oil tanker spilling oil in the ocean or not recycling our trash is seriously destroying the waters even more. The effect by all this water pollution is killing the waters but also a big part is killing our animals. Sea animals are very important to our lives. One of the main problems is the oils spill we have every year. People call this Oil slicks a common name for Oil spills. One Of the hugest media surrounding oil spills was Sad Hussein in the Gulf War. (Internet Source) He caused many oil spills during the war and that serious killed many of the animals in the ocean. Although measures have been taken to prevent spillage from oil tankers, there will still be accidents as the world use oil, and there is always the possibility of oil being spilled in war or by terrorist activity. OBSCENE CD-ROOM source) Oil also gets into the sea from many other sources. On a graph 37% of oil pollution comes from industrial discharges and urban run- if. 33% from vessel operation, on tanker accidents, 9% on atmosphere, 7% on natural sources, and last 2% from exploration production. (Internet source) Oil pollution is a major problem in water pollution and there is really no simple solution to this problem but wh at we can do is try to prevent, come up with ideas to stop the pollution and protect our waters. For many years has been used as coolant in industry, especially in power stations. It was never though of as a problem back in the day, because nothing was actually added to the water. However, higher temperatures can cause enzymes and microbes to speed up, and can eventually kill sea animals. Change in temperature can cause fish to migrate to regions where the water is best for them, but kill any species, which cannot move away. (Internet Source) Recently people have realized that only small changes in temperature are need to have considerable environment impact. One possible solution is to use the excess heat from industry to heat home. (Internet Source) In the book Water is everyones business it says this might sound very attractive but it is only practical when the homes are fairly close to the power station, and even promise cheap heating is not enough to persuade many people to live next door to a power station. (Bergman A. S. 121) This subject brings me up to my next one, which is a world without trout. If water temperatures keep rising such possibly thing might happen. Unless something is don trout and salmon will be eventually killed because fatherly pollution. The primary cause of this warming water trend and cold water fishery decline is by carbon dioxide. Although transportation produces whopping amounts of atmospheric pollution, fossil fueled power plants alone generate 40% of the carbon dioxide in our air. Ways to prevent this is to find other sources to light up our houses. Now a days companies and industries have found other re sources and it has been helping a little bit at a time. Last of all Drugs in the waters has cause many problems as well. Most drugs are in local streams, rivers, and perhaps even farms, as sewage bio solids used as fertilizer. Most drugs that are not used or have been used are being trashed in our oceans. Now what kind of people does that? This is serious is harming the waters, animals, and even us. Chemicals that come from drugs float around in the water and you dont even now about this. How does that make you feel because, many people have gotten sick Of this pollution and even died. If people have gotten sick of this it takes a while before it kicks in but for sure you get a good dose of sickness. This serious is a big problem that we can easily prevent. Its so simple just dont trash the waters with the drugs, anywhere than the waters that we so need. This student from West Torrance high school sponsored a poll asking the students whether they think water pollution wills damage our ocean in the long run? 96% of the students think it would. The other question was do you think we should take care of he ocean more because of all the pollution? 7% of the students said yes and 13% said no. (Poll) This poll shows you that we should take care of our waters and think about what pollution is going to do to us in the long run. In conclusion all these problems that we have in the world should try to be prevented or stopped. We all can be a part of this by not littering because you really don t now where that trash is going. Most of it goes to the ocean and it kills the wat ers. Slowly and slowly the waters are going to be destroyed and we really need it. Water is probably the most important that we need to live.

What is the Best Format for a Resume

What is the Best Format for a Resume So you have a resume. Great. Trouble is, you’re not sure exactly which format to send it in. Snail mail? Email? Singing telegram? What is the best format for a resume? We’ll concentrate on the electronic versions, which, nowadays, are usually how you get your foot in the door. It’s always important to have a nicely printed and professional paper copy for the interview or other face-to-face interactions, but an electronic copy is usually your first move. Here are the four types of electronic formats and how to choose between them.Word DocumentThis includes .doc, .docx, etc. Basically: anything made with a word processor. This is the standard format in most business contexts. The formatting should stay the same when opened on another machine with the same program. And it’s easy to send, open, print, and forward.bThere are a few things to be careful of: first, some companies might not accept email attachments due to virus prevention. And second, different ver sions of the software can cause formatting inconsistencies and can sometimes prevent a hiring manager from opening the document.PDFThe best part of sending a PDF is knowing that what you see when you send is exactly what they will see when they open your document. There are no virus risks. PDFs are compatible with both Mac and PC. And no one can alter what you’ve done. It’s an inviolable, perfectly formatted eternal thing.The only downside is if your company doesn’t have PDF reading software like Acrobat Reader (a free download) or cannot otherwise convert your file.HTMLHTML formatting is really useful if you want to put your resume on a website. Your formatting will stay the same when sent via email- your hiring manager will even be able to view it in their browser without downloading the attachment. The downsides are trickier though. Not all browsers work with HTML documents. You might have to download a separate program to convert your document into this form at. And it can sometimes be mistaken for SPAM by recruiters.Plain TextPlain text formatting is a bit dull to the eye (no bold, italic, underline, fancy fonts, etc.), but an undersung hero of the job search world. It can be copied and sent in the body of the email itself if a company won’t accept attachments of any kind. It can be included in a searchable database, if need be. And there are a wide variety of ways to add some creative visual effects if you do a bit of research. The only downside is you lose the control and visual appeal of a more richly formatted document.No matter which format you chose, always send a trial version to yourself or a pal and attempt to open it to see how it will look when opened in a different browser.

WONDERWORKS (TN) Research Paper Example | Topics and Well Written Essays - 2500 words

WONDERWORKS (TN) - Research Paper Example The details of this work provide an understanding into the works that went into the development of this building and the different questions of when, where, the size, civilization and cultures involved in the construction. The works also consider the nature of the construction as per the years when it was constructed comparing with the current level of input that would have gone into it if it were to be built today. Considering these, the materials used, and the possible material components of the structure, one understands the developments into the architectural field and their effects to the works in general. The details of the work explain these factors starting with a bibliography of Wonder Works. â€Å"WonderWorks Pigeon Forge: 50% Theme Park, 50% Science Museum, & 100% Fun† as the saying above goes, Wonderworks is a placed filled with fun and amusement. The place is located inside a very huge upside-down building, which is a symbol of great architectural works that existed since the years of earlier developments in buildings. The building provides amusement, science fair and a museum for children that all combine into a huge level of experience for anyone. The fee paid at the admission enables one to access 150 activities and above. These activities range from roller coaster simulators to others as developed below. The experience could take one three to four hours of fun and these provide the thrill based on the number of people involved. The place has activities that cater for people of all ages ranging from young children, to the teenagers and the adults too. Among the many attractions that this place has, the following are part and exhibitions that the place contains. Inversion tunnel that hangs on the rails that one passes through as they get to the different entertainment spots. The color combinations, the different patters developed and the circulation in motions created create an upside down

Corporate Goverance Concept Worksheet Essay Example | Topics and Well Written Essays - 750 words

Corporate Goverance Concept Worksheet - Essay Example The companies have different expectation that can lead to conflicts because of their interests and gains (Minnow & Monk, 2002). The equity issue involves division of company’s ownership. This helps in the companies gain from the increase in profits and wide market. This means that both companies will gain from the investment (Minnow & Monk, 2002). McBride finance services company has an intention to remain in control of the company even after selling majority shares to Beltway investment company. A clear illustration of this is that the chief executive has influence in the selection of the board of directors. As Beltway gives the company freedom to select the directors, Mc Bride ensures that it influences the selection. The board comprises of the people it can influence to make decisions favoring McBride company. The scenario creates conflict of interest, which was not brought out during negotiations. The conflict of interest will create a hostile working relationship between the two companies. The reason behind this is the win-lose situation created by the company. Beltway wants a fair selection of the board (Tricker, 2009). Control involves running of the company activities and who is in charge. The control of the company should be in the best way possible. The selection of the board should be on merit not on other hidden agendas. Fair selection and freedom to managers will help in running the company affairs to achieving its objectives and goals to the maximum (Tricker, 2009). Beltway company did not identify Mc Bride’s intention in its issue. Mc Bride company does not intend to let Beltway know the real, financial position. The company does this through tampering with financial documents. The company also does not comply with Sarbanes-Oxley act of corporate responsibility of financial reporting (Greene, Silverman & Becker, 2003). The company aims at using internal controls to hide

Billy Rose Theatre Division in the New York Public Library-Creative Essay

Billy Rose Theatre Division in the New York Public Library-Creative writing - Essay Example Initiated in 1932, the Billy Rose division has over 10 million collections of theatrical art that document drama, music and film. The division housed numerous traditional books and journals on theatrical arts. It was also meant to contain an array of personal papers. Besides personal papers, the division has a collection of organizational records. It houses an archive on the theatre of film. It has collections legendary artists including Richard Rodgers and Hal Prince. The papers of Betty Comden and Clifford Odets are also housed in the division. Most importantly, it houses the works of William Shakespeare including records of festivals on Shakespeare’s works. At the division, visitors to the library can examine historical performances on Shakespeare, for instance, to years dating back to as early as 1767 (The New York Public Library, 2015). The division serves as an invaluable resource for diverse groups including researchers and scholars. Writers and students also find the d ivision resourceful because of the various documentation that are informative and useful for learning. Artists and other members of the public also find the resources at the division

What are the Four Policy Issues in the Pay Model?

What are the Four Policy Issues in the Pay Model? In the Pay Model, there are four polices that have been used for determining for paying the employee the organization such as internal alignment, external competitiveness, employee contributions and of the pay system but two most important pay model polices are internal alignment and external competitiveness. This is because in internal alignment look how job and skills related to importance to achieve organization objectives. In another way, we look also other method pay model, which is external competitiveness, which indicates of pay comparisons to with the competitor. Not only basic salary or wages are concerned but also what method of payment should be using the organization use for paying their employee of such as base, incentives, stock, benefits are used by these competitors use to compared to the pay mix we use to compete with other organization to stay remain competitive than competitor pay scheme. Compensation also related directly influence key outcomes like job satisfaction, attraction, retention, performance, flexibility, cooperation, skill acquisition and so forth. However, its influence may also be indirect by facilitating or constraining the effectiveness of other human resource activities (Gerhart and Milkovich, 1991). Compensation is only one part of the policies and programs organizations use to manage employee relations. Decisions regarding employment security, development and training, career opportunities, employee assistance programs are important to decide before proceed what method and how it can be done in compensating employee (Milkovich and Broderick, 1989). In this article not the only definition of external competitive and internal alignment are discussed but also why these elements are important to the organization to stay competitive and retain high qualified employee with skills and knowledge need by organization to focus on to achieve goals and objective of the organization that operates around the world that has been studied by many researchers before. We also see why external competitive element plays so many roles in determining the success of the organization rather than internal alignment in the organization. Definition of internal alignment and external competitiveness Internal alignment or internal equity is refers to comparisons among jobs or skill levels inside a single organisations (Milkovich and Newman, 2008). Jobs and peoples skills are compared in terms of their relative contributions to the organisations business objectives. In Internal alignment also focus on why pay relationships that motivating employees to choose increased training and greater responsibility in dealing with customers, internal pay relationships indirectly affect the capabilities of the workforce and hence the efficiency of the entire organization. This also agree by report Business for Social Responsibility (BSR) Report, 2008) that defines internal alignment is the set of commitments, strategies, policies, procedures, systems and behaviours that support integrated customer decision making based on suppliers commercial and ethical commitment and performance. This is translated into practice by the basic techniques of reward management, job analysis, job evaluation, and performance appraisal. The focus is on comparing jobs and individuals in terms of their relative contributions to the organizations objectives (Bratton and Gold, 2001). Pay relationships within the organization affect all three compensation objectives in internal alignment. This method also affect employee decisions which to stay with the organization or leave the organization. Then the organization must motivating employees to attend training and seek greater responsibility in dealing with customers, internal pay relationships indirectly affect the capabilities of the workforce and hence the efficiency of the entire organization. Fairness is affected through employees comparisons of their pay to the pay of others in the organization. If the internal alignment is refers in single organization but either way external competitiveness which refers to pay comparisons with competitors. This basically involves when implementing in organization which are, to be a pay leader, to match the market rate, or to lag behind what competitive organizations are paying (Bratton and Gold, 1999). Basically when practicing external competitiveness two ways first by setting pay level that is above, below or equal to that of competitor secondly, determining of pay mix relative to those of competitors. In both of pay level and pay mix focuses in two objectives which are control cost and attract and retain employee (Milkovich and Newman, 2008). External competitiveness refers to comparisons of the organizations pay relative to the pay of competitive organizations (Bratton and Gold, 2001). Objective of determining external competitiveness decisions in terms of both how much and what forms are (Milkovich and Newman, 2008); To ensure that the pay is sufficient to attract and retain employees if employees do not perceive their pay as competitive in comparison to what other organizations are offering for similar work, they may be more likely to leave To control labour costs so that the organizations prices of products or services can remain competitive in a global economy. Overall the internal alignment and external competitiveness are essential to compensation includes any direct or indirect payments to employees, such as wages, bonuses, stock, and benefits. So external competitiveness directly affects both efficiency and fairness and it must do so in an ethical way that complies with relevant legislation and internal alignment seek that where organizations internal drivers, include vision and mission as well as general goals, are aligned with their words and actions. Factors in internal alignment and external competitiveness In internal alignment factors are divided into three which are External Factors, Organizational Factors and Internal and External Factors combine (Milkovich and Newman, 2008). In external factors divided into several categories which are economic pressures, government policies, laws, and regulations, external stakeholders, cultures and customs. Then in organizational factors also divided into strategy technology, human capital, HR (Human Resource) policy, employee acceptance and cost implications. All these factors can be explained in diagram 1 below; Source: Milkovich and Newman (2008) In external factors, there is economic pressure which has been studied before by Adam Smith and Karl Marx, which also determine marginal productivity that what need of an input (factor of production) the extra is output that can be produced by one using more units of the input and then supply and demand needed for paid wages and purchasing products. In government policies, laws and regulations are which every organization must follow to stay operational in certain country they business on. Finally on culture and customs according G. Hoefstede (1980) is the mental programming for processing information that the people share in common. This also translate into organization culture that help organizational values to develop organizational norms, guidelines, or expectations that prescribe appropriate kinds of behaviour by employees in particular situations and control the behaviour of organizational members towards one another. Organization factors also play crucial part of the determining compensation in internal alignment. First strategy of any compensation method must alignment with organization goals and mission to make sure that any compensation that given to workers is paid back by workers fulfills goals and mission of organization they work for. Technology is the usage and knowledge of tools, techniques, crafts, systems or methods of organization in order to solve a problem. Then Human capital refers to the stock of competences, knowledge and personality attributes embodied in the ability to perform labor so as to produce economic value1. After that HR (Human Resource) policy are the mechanisms that handling risk by staying up to date with current trends in employment standards and legislation. The policies must be stated in proper manner to ensure that companies vision the human resource helping the company to achieve it or work towards it are at all levels benefited and at the same time not deviat ed from their main objective. Then only that worker can have of career progress to ensure that employee can give the best productivity towards organization. Finally when all organization factors has been determined the organization must calculate the cost to sure that is beyond the budget to stay in operation of the company. In internal structure is refers array of pay rates for different work or skills within a single organization. The number of levels, the differentials in pay between the levels, and the criteria used to determine those differences describe the structure. In determining external competitiveness this question should be ask what level of pay base, benefits, incentive, and perquisites should be offered relative to competitors? What mix of these forms should be offered either by fix salary, flexible benefits, stock options, cash bonuses, and stock appreciation rights, etc.? What should the proportion of guaranteed compensation (base or benefits) relative to riskier returns (incentives) be? It is also determined by labour market that determine supply and demand that usually employers or organization always seek to maximize profits, then people are homogeneous and therefore interchangeable, after that pay rates reflect all costs associated with employment and finally markets faced by employers are competitive to other organizations. Product market and labor market competition may provide on the part of employers in choosing a pay level (Gerhart Milkovich, 1990). Product market comparisons are critical, more resources need to be devoted to measuring compensation (or better, unit labor costs) paid by such organizations. In contrast, if labor market comparisons are important, it is necessary to devote resources to find out to which organizations applicants and employees are being lost (Gerhart and Milkovich, 1991). In organization factors that will create competitiveness that influenced by pay level and pay mix either in industry, strategy, size and individual manager. Pay mix and pay level decisions focus on first controlling costs and attracting and secondly retaining employees (Milkovich and Newman, 2008). Equation of pay level is shown below; Pay level =((base + bonuses + benefits + value of stocks))/(number of employees) All factors in external competitiveness are showed in table 1 below; Labour Markets Nature of Supply Level of Product Demand Individual Manager Similarities in internal alignment and external competitiveness In determining internal alignment or external competitiveness or both used for designing the compensation package for an employee in an organization, there are similarities between them, which are efficiency, fairness and compliance. First, efficiency that can help imply the future return can encourage employees to remain within the organization, increasing experience and training, cooperate with workers and seek greater responsibility for the sake of organization they work for. This will diminish shirking among workers and permit hiring best qualified employees (Milkovich and Newman, 2008). Second, fairness also shows that organization must be fair to ensure that good employee dont retire and sustain organization productivity and trust among employees. Even though not everyone is paid equal but at least must be fair according to job, skills and knowledge a certain employee had so what happen when that is perceived as too large? Fortune (1989), for example asserts that this differential is seen by employees as unfair, resulting in a trust gap which suggests that such differentials are necessary to provide incentives for expending effort and taking on added responsibilities and risks to the organization which resulted in higher turnover and dissatisfaction among an employee who work for the organization. Finally, in compliance which compensation either in internal alignment or external alignment must be complied either in terms of policy, rules, acts and regulations that have been set up by government? Other than that this to ensure t all necessary governance requirements can be met without the unnecessary organization manipulation when operates certain countries. Why is external competitiveness so important rather than internal alignment? External competitiveness is established by reference to job advertisements in the press, or by more systematic labour market surveys. This information is then used to construct a pay structure within the organization rather than internal alignment which more in structure of pay in based only knowledge, skills and ability that certain individual had to offer within a single organization. So that why in determining pay structure and compensation method must have external competitiveness to focus and to maintain competitive to another organization. There are several reasons why external competitiveness important rather than internal alignment like following below; Reduce negative perception of employee towards organization. Pay onlywhat be supposed to the organization should be paid towards workers. Get better view what the other organization does to compensate the workers to make workers motivate and minimized turnover among them. Internal alignment is very completed process and hard to implement in organization. External competitiveness is more strategic rather than internal alignment. Reduce negative perception of employee towards organization. While employees negative feelings concerning internal pay equity might be removed by an effective job evaluation scheme, employees will still compare their pay with those in other organizations and industries (Bratton and Gold, 2001). It so is better having combined internal and external to the same to fulfil employee needs and reduce turnover at the same time. These as well agreed by (Milkovich and Broderick, 1989) which choices about the competitive position besides communicating to both prospective and incumbent employees. Savvy employees, for example, can discern the organizations ability and willingness to recognize their needs based on the flexibility and tax protection offered in benefit plans or the opportunity to share in the organization success through stock- and performance-based plans. Even that not all internal alignment structure can be a success one like in General Electric Co.s in 1980s plastics division adopted an exempt pay structure with only four levels: executive, director, leadership, and technical and professional. Managers believe that it provides greater flexibility to move employees without requiring pay changes. It also communicates to employees a relatively egalitarian philosophy about the value (base pay) of different skill groups. However, to be successful, the increased flexibility must be managed effectively. Inconsistencies within levels can result in anarchy and quickly will lead to employee dissatisfaction and distrust (Milkovich and Broderick, 1989). According to Spence (1973) which has studied case of sales jobs, if there is not a large incentive component in which individual effort is important, and one or more of the following three consequences is likely to happen: The right people will not be attracted, They are attracted, but leave when they discover that their efforts are under rewarded, The right people are attracted and retained, but because they are not rewarded for high performance, their performance declines. Rynes (1987) also supported of Spence (1973) idea that compensation systems are capable of attracting (or repelling) the right kinds of people because they communicate so much about an organizations philosophy, values, and practices. Milkovich Bloom (1998) also finds that compensation systems must support organizational goals, foster corporate culture, and help motivate employees to contribute their efforts to further organizational success. Pay onlywhat be supposed to the organization should be paid towards workers. The fact that value to the employee may differ from cost to an employer suggests that, in some cases, fewer costly total compensation packages may actually provide total inducements that are of greater value to employees than those associated with more expensive packages if internal alignment is used for determining paid and compensation for an employee who work for the organization. In many costly benefit options might be the most expensive its value to employees might fall short of the value attached to a compensation package of benefits that is better tailored to employee needs or values. In another study, in which 2000 manufacturing firms were classified into growth, mature, or declining stages, Anderson and Zeithaml (1984) reported that the firms competitiveness (pay level relative to competitors) was greater in each progressive stage. They also reported that the higher relative pay in mature firms adversely affected their return on investment. However, growth firms with higher pay levels relative to competitors reported increased market share of these companies. Therefore, measurement of own and competitors pay levels would ideally include the value to employees of different elements of total compensation. Like study of Gerhart and Milkovich (1991) in Bank of America has eliminated retiree health care coverage for all new hires suggests that organizations believe that different groups of employees (for this, new hires) may differ in the value attached to particular aspects of compensation. Get better view what the other organization does to compensate the workers to make workers motivate and minimized turnover among them. In world of the organization which has paid the works to work not only related in external market without seeing what actually other organization are doing to survive and maintain efficiency of current in the organization. Many organization today organizations do not compete solely in the product market but more refer to market for labour. The classical economics literature suggests that product market and labour market competition may provide relatively little discretion on the part of employers in choosing a pay level (Gerhart Milkovich, 1990). Ford, for example, competes for engineers, lawyers, and human resource managers not only with other automotive companies, but also with companies in the computer, aerospace, electronics, and other industries. Fay (1989) also recognizes that organizations are attempted to gather information about pay practices of competitors through the use of pay surveys. As Rynes and Milkovich (1986) found out, administrative decisions are required about a range of issues including when compensate workers: Which employers are included? Which jobs are included? Which jobs are considered similar enough to use in benchmarking? If multiple surveys are used (fairly typical), how are the multiple rates of pay weighted and combined? Practice in these areas seems to vary across (and probably within) employers. If not following what Rynes and Milkovich (1986) has been done which make the organization make pay level that is too low relative to these competitors could lead to difficulties in attracting and retaining sufficient numbers of quality employees. As such, labour market competition can be seen as placing a lower bound or floor on pay level (Milkovich Newman, 1990). As the importance of a particular comparison increases, so too should the resources devoted to information and measurement. For example, if product market comparisons are critical, more resources need to be devoted to measuring compensation (or better, unit labor costs) paid by such organizations. In contrast, if labor market comparisons are important, it is necessary to devote resources to find out to which organizations applicants and employees are being lost (Gerhart and Milkovich, 1991). Internal alignment is very completed process and hard to implement in organization. Internal alignment is very completed process and hard to implement in the organization even thought validity of conclusions reached through the survey process may depend critically on how the competition is defined, for example, what organizations are chosen for inclusion, little evidence exists on how such choices are made or their implications. Rather, most attention has been focused on potential problems in the job evaluation process, especially in the context of pay equity or comparable worth discussions. Nevertheless, as Schwab (1980) has pointed out, job evaluation is usually validated against some measure of the market rate, meaning that the measure of the pay system is critical. In this manner, many organizations today focus on external competitiveness which is more reliable than internal alignment for determining the compensation scheme for an employee. This has agreed by Lawler (1986) has argued that organizations need to focus greater attention on external competitiveness He believes that an internal focus encourages employees to compare themselves with others within the organization, rather than focusing on the really competition-other organizations. He also suggests that an internal focus result in employees focusing on promotions rather than on performing well on their current job. Moreover, there is some belief that conflicts between external and internal equity may be resolved by increasing the pay of all jobs, not just those were competing in the labour market requires higher pay. Whether true or not, such as organizations would seem to be at a serious labour cost disadvantage in the product market. External competitiveness is more strategic rather than internal alignment. The strategic portfolio model suggests that the notion of compensation system fit may be a messy construct to be done. Generally, strategy refers to the overarching, long-term directions of an organization that are critical to its survival and success. Strategies take advantage of the opportunities and manage the threats in the external environment by marshalling internal resources in some coherent, consistent direction (Dyer, 1985). In from a strategic perspective, organizations and markets are more appropriate units of analysis for understanding changes in international compensation and rewards. The strategic thinking from differences between countries to differences within countries so using internal alignment as medium are unrealistic. Compensation and reward systems are designed to help create and motivate a workforce with the values and capabilities necessary to achieve an organizations unique goals and objectives rather than being designed to meet the national values exhibited by a work force (Bloom, Matt and Milkovich, 1998). Morishimas (1995) study of Japanese companies HR strategies reports differences in compensation approaches associated with organization profitability, size, degree of unionization, capital-labour ratio, and exposure to global competitive forces. For example, Japanese companies operating in protected domestic markets are more likely to use the more traditional nenko system2 than those competing in global and less protected market which reported using more performance and ability-based schemes (Morishima, 1992, 1995; Sano, 1993). Other study related to strategic conditions by Lee, Scarpello, and Rockman (1995) found that factors such as labour market conditions, customer and supplier relations, economic conditions and technology accounted for differences in compensation strategies among Korean chaebols. Pearce, Branyiczki, Bakacsis (1994) study of compensation systems in Hungarian and US companies suggests that political, economic, and institutional forces, rather than national cultures, explain differences in compensation practices. Effective international compensation systems might be those that match internal contingencies for example fit the organizations goals and culture first and then respond to external forces within the constraints of strategic alignment (Bloom, Matt and Milkovich, 1998). Yeung and Wong (1990) assert that organizational goals, political forces, labor market conditions, and demographic factors explain differences in pay and other HRM systems in Japan and the Peoples Republic of China. Recent surveys in Central European countries such as Slovenia and Slovakia also report differences in the use of variable performance based pay schemes, allowances and services, and even in the ratios of top managing directors salaries to the average workforce (Bajzikova, 1996; Zupan, 1995). Although the recent evidence does not suggest national boundaries (national pay systems) can be ignored or overlooked, it does suggest that sufficient discretion for individual organizations exists within these national systems to allow organizations to adopt compensation and reward systems to align them with the organizations business strategies. We believe that The importance of a strategic perspective on compensation rests on three fundamental tenets. The first is that compensation policies and practices differ widely across organizations and across employee groups within organizations. To some students of organizations this may be self evident. But to others, such as economists using human capital models to examine compensation differentials, differences in organizations compensation policies and practices are treated as random noise with little relevance. Anecdotal evidence and sporadic surveys of specific policies or practices report that differences do exist (The Conference Board, 1984; American Productivity Center, 1987). For example, some organizations claim to position their base pay to meet the market, while others follow it; some design incentive schemes to emphasize long-term performance, others short term. Some firms employ individual based incentives while others emphasize group or team based gain-sharing schemes. Some decentra lize the administration of compensation, others do not. Some disclose very specific information about pay to employees, such as ranges and merit guide charts, while others communicate only the broad policies, such as fairness and competitiveness. So a strategy may be intended and formally articulated in some plan or document, or it may emerge through the patterns of decisions shown by the organizations behaviors. Thus, strategies are both plans for the future and patterns from the past to make survival of the organization itself (Mintzberg, 1987). External competitiveness strategies are often expressed as leading, lagging, or matching the market (Milkovich Newman, 2007). In practice, many organizations pursue more than one external competitiveness strategy (Mark, 2008). These organizations may vary their external competitiveness strategies for different groups of jobs. For instance, some organizations may lead for positions deemed critical, whereas for less significant positions th ey may match or lag the market (Milkovich Newman, 2007). What can conclude about this topic? External competitiveness is but one part of an organizations overall compensation strategy. In addition to external competitiveness considerations, issues of internal salary alignment, the design of pay for performance plans, and the administration of the overall pay system are also important. Of these areas, internal salary alignment seems a particularly pertinent area of consideration for those interested in further expanding their knowledge of compensation topics beyond external competitiveness. Internal alignment considers pay relationships between employees inside an organization versus the external relationships considered by external competitiveness. Whereas external competitiveness considers salary comparisons across organizations for employees performing similar work, internal alignment considers salary comparisons inside organizations for employees doing different types of work. Moreover, just as external competitiveness has significant implications for individual and organizational performance, internal alignment has equally important implications. Recommendations The policy on external competitiveness is important if the organization is going to attract, retain, and motivate its employees while achieving the other objectives of controlling labour costs and complying with pay legislation around must be consider due of lack of study about this. To the individual employee, compensation decisions also have important consequences. Salaries and wages represent the main sources of income for most people, and may also be taken as key indicators of a persons social standing or success in life. Benefits, such as health care and pensions, are also important determinants of well being and financial security among employees and their dependents. Not surprisingly then, employees have sought to influence such decisions in a variety of ways, including through unions, supporting government regulation of compensation decisions, and through the courts. Then we must also study more element of strategic involved in determine whatever to attract and retain people in jobs having more unfavourable non-compensation attributes, a compensating differential (for example, higher pay or same pay) is required. Therefore, it is important to understand how individuals are affected by (and react to) different compensation decisions (Gerhart and Milkovich, 1991). Such as what determines variations in patterns of compensation decisions their effects. On the other hand, issues too generally drawn are too time consuming, too ambiguous, too expensive, and often poorly specified. Perhaps a place to begin is to identify compensation decisions that have strategic properties must be included in next study to elaborate more why people attracted to better compensation at organization their work for? Dyer and Theriaults (1976) also mention that in early indication of the potential importance of procedural justice, in addition to distributive justice, in compensation but many researchers has less mention about this manner. Although this particular increment was not large, procedural justice perceptions also explained variance in organizational commitment and trust in supervisor, suggesting that its influence on broader organization attitudes may be greater. Beyond descriptive research, more work is needed to understand both what determines variations in patterns of compensation decisions their effects. A major challenge is to formulate manageable research issues. Issues too narrowly defined suffer from ignoring the multi- dimensionality of compensation and the context in which compensation decisions occur. On the other hand, issues too broadly drawn are too time consuming, too ambiguous, too expensive, and often poorly specified. Perhaps a place to begin is to identify compensation decisions that have strategic properties. For example, do firms within the same industry establish different competitive positions in labour markets? Conventional wisdom is that they do. How do they accomplish thisby different average levels of base pay, by varying the risk-return tradeoffs or the ratio of incentives to total compensation? Do characteristics of organizations vary with their competitive position? These might include some of the determinants di scussed in this paper such as organization strategies, organization characteristics, and external factors. Finally does a firms competitive position have any discernable effect on the size and quality of the applicant pool, on its ability to hire those people it se

Essay on Facing the Consequences in King Lear -- King Lear essays

King Lear:   Facing the Consequences      Ã‚  Ã‚  Ã‚   Shakespeare's tragedy King Lear is a detailed description of the consequences of one man's decisions.   This fictitious man is Lear, King of England, whose decisions greatly alter his life and the lives of those around him.   As Lear bears the status of King, he is, as one expects, a man of great power.   But, sinfully, he surrenders all of this power to two of his daughters, as a reward for their demonstration of love towards him.   This untimely abdication of his throne results in a chain reaction of events that sends him on a journey toward Hell, in order to expiate his sin.   Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   As the play opens one can almost immediately see that Lear begins to make mistakes that will eventually result in his downfall.   The very first words that Lear speaks in the play are:    Give me the map there. Know that we have divided/ In three our kingdom, and 'tis our fast intent/ To shake all cares and business from our age, / Conferring them on younger strengths while we/ Unburdened crawl to death. (I.i.38-41)       This gives the reader the first indication of Lear's intent to abdicate his throne.   He goes on further to offer parcels of his kingdom to his daughters as a form of reward for passing his test of their love:    Great rivals in our youngest daughter's love, / Long in our court have made their amorous sojourn, / And here are to be answered. Tell me, my daughters/ (Since now we will divest us both of rule, / Interest of territory, cares of state), / Which of you shall we say doth love us most? / That we our largest bounty may extend/ where nature doth with merit challenge. (I.i.47-53)   Ã‚  Ã‚      The most signif... ...      Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚     All of this suffering that Lear endures can be traced back to the single most important error that he made, the decision to give up his throne.   This sin has proven to have massive repercussions upon the life of Lear and the lives of those around him, eventually leading to the deaths of almost all who were directly involved with his abdication.   After following Lear’s demise which was brought on by a single wrong turn, one cannot help but wonder what difficult corners lie ahead that may cause similar alterations in one’s own life.    Works Cited    Bloom, Harold.   Shakespeare: The Invention of the Human.   New York:   Penguin Putnam, 1998.    Boyce, Charles.   Shakespeare A to Z.   New York:   Roundtable Press, 1990.      Shakespeare, William.   King Lear.   Eric A. McCann, ed. Harcourt Brace Jovanovick.            

Changes for school

My alarm awakens me as a reminder to wake up to go to the most amazing place, School. School is like an amusement park, full of Joy and excitement. A place where every person dreams to go! Now time to really wake up and get to reality. School is the total opposite and If I had the chance to make changes to It, It would BEA number of things. There are many changes that I would Like to make to my school, but one thing would focus on changing would be the lunch.To start off, the amount of time we eve for lunch isn't even enough to take a bite out of your food after buying It. With a little more time for lunch I would be a lot more satisfied being able to finish my food. Another change I would make to the lunch would be the seating. With such a big school and an excessive amount of students there should be more tables and seats where we can eat comfortable without planning or rushing for a seat. The pizza Is another change I would make, I would Like to enjoy I nice tasting pizza Instead eating a pizza that taste like cardboard.Lunch would be so much better with this change on the lunch and result on kids actually wanting to come to school. Although we can't magically make changes to the school, I would want to change the number of students at the school. With so many students attending Ferguson the help in the offices are so hard to get through. For example, when you need to go excuse your absence it looks like they are giving stuff away! Another problem with the massive amount of students is the little time we get to walk in between classes.We et five minutes to play a little game of football to tackle your way through people and get to your class that feels like its yards always! Dismissal is a mess with bumper to bumper traffic and crowds of students crossing the streets. Maybe with a few less people school before, during, and after, wouldn't be such a hassle. If someone gave me the option to change something about my school, definitely it would be the schedule. Five days a week? That's way too much after the third day of school we are all exhausted and ready to drop dead!We spend way too much time at school, eight hours is a lot! Coming up with new hours and days for school would be a good idea. The sun isn't even out by the time we wake up, that's why we should start school at twelve in the afternoon so teachers won't complain anymore that students are falling asleep in class. Changing the school schedule would certainly be something to think about. After explaining my reasonable changes that should be made to the school, now they should be considered into effective regulations In the future.With a better lunch environment, an average number of students and a more comfortable schedule I think going to school would actually be a fun place where students want to be everyday! Now that would lead to many successful people In the next generation! Changes for school By Christianizing reality. School is the total opposite and if I had the chanc e to make changes to it, it would be a number of things. There are many changes that I would like to make to my school, but one thing I have for lunch isn't even enough to take a bite out of your food after buying it.With a here we can eat comfortable without planning or rushing for a seat. The pizza is another change I would make, I would like to enjoy I nice tasting pizza instead eating Although we can't magically make changes to the school, I would want to change to bumper traffic and crowds of students crossing the streets. Maybe with a few less a good idea. The sun isn't even out by the time we wake up, that's why we should they should be considered into effective regulations in the future. With a better lunch everyday! Now that would lead to many successful people in the next generation!

Definition and Examples of Narration

Definition and Examples of Narration In writing or speech, narration is the process of recounting a sequence of events, real or imagined. Its also called  storytelling. Aristotles term for  narration was  prothesis. The person who recounts the events is called a narrator. Stories can have reliable or unreliable narrators. For example, if a story is being told by someone insane, lying, or deluded, such as in Edgar Allen Poes The Tell-Tale Heart, that narrator would be deemed unreliable. The account itself is called a narrative.  The perspective from which a speaker or writer recounts a narrative is called a point of view. Types of point of view include first person, which uses I and follows the thoughts of one person or just one at a time, and third person, which can be limited to one person or can show the thoughts of all the characters, called the omniscient third person. Narration is the base of the story, the text thats not dialogue or quoted material. Uses in Types of Prose Writing Its used in fiction and nonfiction alike. There are two forms:  simple narrative, which recites events  chronologically, as in a newspaper account; note William Harmon and Hugh Holman in A Handbook to Literature, and  narrative with  plot, which is less often chronological and more often arranged according to a principle determined by the nature of the plot and the type of story intended. It is conventionally said that  narration  deals with time,  description  with space. Cicero, however, finds three forms in De Inventione, as explained by Joseph Colavito in Narratio: The first type focuses on the case and...the reason for dispute (1.19.27). A second type contains a  digression...for the purpose of attacking somebody,...making a  comparison,...amusing the  audience,...or for  amplification (1.19.27). The last type of narrative serves a different end- amusement  and training- and it can concern either events or persons (1.19.27). (In Encyclopedia of Rhetoric and Composition: Communication from Ancient Times to the Information Age, ed. by Theresa Enos. Taylor Francis, 1996) Narration isnt just in literature, literary nonfiction, or academic studies, though. It also comes into play in writing in the workplace, as Barbara Fine Clouse wrote in Patterns for a Purpose: Police officers write crime reports, and insurance investigators write accident reports, both of which narrate sequences of events. Physical therapists and nurses write narrative accounts of their patients progress, and teachers narrate events for disciplinary reports. Supervisors write narrative accounts of employees actions for individual personnel files, and company officials use narration to report on the companys performance during the fiscal year for its stockholders. Even  jokes, fables, fairy tales, short stories, plays, novels, and other forms of literature are narrative if they tell a story, notes  Lynn Z. Bloom in The Essay Connection. Examples of Narration For examples of different styles of narration, check out the following: ​The Battle of the Ants  by Henry David Thoreau  (first person, nonfiction)The Holy Night by Selma Lagerlà ¶f  (first person and third person, fiction)Street Haunting  by Virginia Woolf  (first person plural and third person, omniscient narrator, nonfiction)

Argumentative Essay Sample on Homeschooling

Argumentative Essay Sample on Homeschooling Governments around the world usually require that parents send their children to educational institutions with trained and qualified teachers or tutors who can train the children according to a certain curriculum approved by the national government. Nevertheless, a new trend of educating children has been on the rise, which is the trend of educating children within homes. An increasing number of parents across the world seem to perceive it is much better for their children to be educated within their homes, by teachers selected by the parents, to offer customized education to their children. Most of the parents who prefer homeschooling are those who do not feel like the quality of education offered in educational institutions is good enough and does not deeply cover the curriculum, as the parents prefer. There are many reasons why a parent may prefer homeschooling to education in schools, such as social factors. Educational institutions have been plagued by numerous social problems such as bullying and antisocial behavior. To prevent their children from being bullied or being pressured into uncouth behavior by peers, some parents have made it their duty to supervise the company with which their children interact, and homeschooling provides the best environment that enables the parents to pay close attention to the social behavior of their children. The quality of schooling that educational institutions offer is another reason that pushes some parents to prefer homeschooling. Many schools are not strict on the number of students allowed in each class, and this has resulted in a situation where some schools have classes with too many students per class. When the students in a class are many, the teacher may not have enough interaction with each one of the students and as such, may even miss identifying any special needs that a student may have. Some educational institutions are also never given enough funds to operate and this easily results in a situation where teachers may not have enough tools to teach the students. In other cases, the teachers may even be demoralized, due to the lack of sufficient resources, and this can easily affect the way the teachers teach the children in class. Parents who select homeschooling never worry about such issues, because they get to pay the teachers nicely and also offer all the teaching tools needed. Yet, another reason for homeschooling is to offer the children subjects or units that may not be offered in educational institutions that are accessible to the parents. For instance, a parent may want their children to access certain religious classes together with the normal curriculum. If the parent cannot find a school that will offer those extra classes, a parent may decide to home school their children and offer their children the customized education. Tips on writing an exploratory essay: An exploratory essay is one, where you will try to look at the issue, you have presented in the introductory paragraph, from different points of view. Determine several major point on the issue, to discuss them in the body of your essay. And dont forget, that you can add your personal opinion on the matter and define, what point of view you favor. You can buy your essay about Homeschooling and get exploratory essay writing help from CustomWritings.com custom writing service now!

Public International Law Essay Example | Topics and Well Written Essays - 3000 words

Public International Law - Essay Example To stop the influx of the people from the mentioned countries, the Immigration Act 1971 came into being. According to which only those Britishers who have strong links with the United Kingdom, the  Channel Islands  and the  Isle of Man had the right to abode, live and seek employment in the United Kingdom and the cited Islands2. Gone are the days when Indians, Africans and the Carribians were on the priority list of job seekers in the United Kingdom. The people of mentioned countries joined Armed Forces and Factories to help the Britishers to fight against their enemies in the World War-II and to produce war related products. Another factor of migration to Britain on the mass scale was the wages of working in the Armed Forces and the Factories, which were higher in Britain as compared to their homelands3. International Laws The International Law, unlike national laws has to address certain laws, rules and regulations, customs (interaction with the people of different countries) , respective governments, businesses entities besides rights and responsibilities in dealing with the sovereign states. The apex body responsible for making international laws must take into consideration the international norms; agreements; treaties; accords, UN charters, protocols; tribunals; memoranda’s; legal precedents of the International Court of Justice etc to adhere and to abide by the member countries4. The diverse legal systems and different historical backgrounds of different countries have compelled the countries to address international law including common law and civil law. It covers all the aspects of domestic laws, substantive laws, procedures and the remedies. The international law is heavily dependant on a) Principle of Comity   b) State Doctrine  and c) Sovereign Immunity5.   Keeping in mind the importance of International law, the developed world hires to address international issues in many of its agencies. The prominent entities are a) State Depa rtment b) Commerce and Environmental Protection Agency. There are number of lawyers who are working in a) United Nations b) World Bank c) Bureaus of American States d) International tribunals e) International Court of Justice and f) certain intergovernmental establishments. Apart from that mentioned above, there are NGOs who keep an eye on the international issues, including but not limited to, development activities, protection of human rights, environment laws, power sector, trade, arms control, drugs, human trafficking and transitional justice6.    National Laws of USA According to the US Nationality Act of 1952 (INA) â€Å"any person who is not a citizen or a national of the United States is considered as Immigrant.† U.S. Immigration law further provides a detailed guidance to the immigrants in terms of residence and naturalized citizenship, wherein they will avail full citizenship rights. It includes regulatory body, which deals with the immigrants, who intend to enter in the US with reference to how long he or she will remain in the country and when he will leave the country7. As far as the duties and obligations of US law enforcers are concerned, they can be termed as shared responsibilities. For example, Department of Homeland Security (DHS) is taking care of its responsibilities towards a) Immigration and Customs Enforcement (ICE) b) U.S. Citizenship and Immigration Services

Privatization of zain company in kuwait Assignment

Privatization of zain company in kuwait - Assignment Example Getting hold of all the board members to assist in making key decisions was difficult since they also had other government duties assigned to them. The research findings also revealed that Zain’s services changed after its privatization. When comparing Zain’s services between pre and post privatization, the study revealed that the level of satisfaction due to service and product increased. The several categories of service delivery evaluated included: communication to the clients, monthly billing, branches availability and working hours, and the time for service delivery whether it is new subscription or reactivation of the service. The results revealed that the services before privatization were basic. In regard to its services, Zain also increased its investment in software development services, sophisticated modern technology; wireless connectivity services, including 3G, 4G/LTE Internet services and fiber optics after its privatization. The varied products and servi ces brought about by Zain’s privatization were registered in its profits. Some of potential weaknesses experienced during the study that were not within the control of the researchers included time constraints, small number of participants and lack of pre-privatization company sources. As regards to time; time frame allocated for the entire study was not enough to enable the researcher interview all the respondents. The set time was limited; thus, it was difficult for the researchers to meet the employees and the customers, some of which have busy schedules. Secondly, the sample population chosen for the research was small compared to the entire number of Zain’s customers and employees. Lastly, before privatization; the company was owned by the government and was not listed in Kuwait stock Exchange market. Therefore, to access data and get information on the strategy