Personal identity Essay Example | Topics and Well Written Essays - 1000 words

Filtered Speech Experiment Essays - Electric Power,

Sifted Speech Experiment Sifted Speech Experiment Reason The reason for the sifted discourse test was to search for three things. The first was to see/hear which frequencies can be disposed of from discourse signal and on the other hand which frequencies can not so as to get discourse. The subsequent reason for existing was to get familiar with sound channels; and the third was to comprehend what it resembles to encounter hearing misfortune. Instrumentation The instruments we utilized during this test were: 1) Low pass channel of the Coulbourn insrument 2) Tape recorder 3) Tape of two syllable words 4) Speaker (non-human) Technique The experimenter chose an underlying cut-off recurrence of 1000 Hz on the low pass channel, and afterward decreased the recurrence by 1000 Hz increases. Underneath 1000 Hz the recurrence was sliced down the middle. (500, 250) We were solicited to take note of the lucidity from the sign at each cut off and the progressions that happened. Two words were introduced at each level and we were approached to assess clearness. The recurrence cut off was at that point included. Results 10,000 Hz clear 4000 Hz - clear 9000 Hz clear 3000 Hz somewhat low 8000 Hz-clear 2000 Hz hazy explanation 7000 Hz clear 1000 Hz not satisfactory, sounds murmured 6000 Hz clear 500 Hz sounds suppressed 5000 Hz clear 250 Hz indiscernible English Ends The consequences of the investigation prompted the accompanying ends: 1) 500,1000 and 2000 Hz are the frequencies expected to truly get discourse 2) Consonants were not heard at 1000 Hz due to hearing misfortune in high recurrence 3) Vowels convey the intensity of the message and syllabic data 4) The thing that matters was heard at the recurrence level of 2000 Hz and underneath. Remarks This analysis truly helped me to comprehend the manner in which a low pass channel works and how troublesome it must be for an individual with high recurrence hearing misfortune to get discourse. Science

How to Use LinkedIn for Business Purposes

How to Use LinkedIn for Business Purposes Are you looking to expand your firms reach in its industry? Perhaps you are looking to establish your leadership team as influencers and thought leaders. Maybe you are looking for potential strategic or business partners, or even talented new employees. Of all the social media tools available to you, LinkedIn is your best bet to achieve these and similar outcomes. © Shutterstock.com | IB PhotographyIn this article we look at, 1) introduction to LinkedIn, 2) purpose of LinkedIn, 3) benefits of LinkedIn, 4) how to use  LinkedIn to grow business reach, 5) hiring on  LinkedIn, 6) terms specific to  LinkedIn, and 7) target marketing with  LinkedIn groups: Citi.INTRODUCTION TO LINKEDINThere are other specialized industry specific social networks, but none has the reach of LinkedIn. Since its founding in 2006, LinkedIn has grown from 4,500 users in its first month of operation to 300 million users as of May of 2014. With an average of two users signing up per second, LinkedIn is on track to reach its eventual three billion-user goal. Currently, LinkedIn has a presence in 200 countries and territories, and is available in 20 languages.In addition to its reach, no professional social network has the brand recognition of LinkedIn, either.  Moreover, none has the credibility with firms, hiring managers, and industry journalists, all of which are key whe n it comes to networking. Indeed, in terms of hiring alone, the percentage of recruiters using LinkedIn profiles in recruiting efforts increased from 78% in 2010 to 93% in 2012, according to a recent survey by Jobvite.Free Accounts vs. Paid AccountsAnyone can sign up for a free LinkedIn account simply by visiting www.linkedin.com and filling out the required information. Free accounts are called Basic accounts and have limited features, with further features available through (paid) Premium Accounts. The different Premium Accounts come with different features and prices based on your intended use of LinkedIn. They include:Business: This membership type is designed for users who are looking to expand their firm’s profile or their professional brand. Premium Business accounts include spotlight, Business, Business Plus, Executive, and Pro. They range from $7.99 to $549.99 per month and features varying numbers of InMails, introductions, increased search visibility, access to search f ilters, the ability to create varying numbers of search alerts, and enhanced profile customization features.Job Seeker: Designed for professionals who are actively or passively looking for a job, this membership level includes Job Seeker Basic, Job Seeker, and Job Seeker Plus. Costs range from $19.99 to $59.99 a month. For that price, you receive salary data for job listings, along with similar features to the Business premium accounts.Recruiter: This membership type is intended for use by recruiters, hiring managers and other HR professionals to help them identify and recruit potential employees and interns. Prices range from $47.99 to $719.95 a month for a Talent Basic, Recruiter Lite, or Recruiter Corporate account. Moreover, with one of those accounts, you receive a customized interface to manage the recruiting process and collaborate with internal team members, as well as similar features to other premium accounts.Sales: This is meant for professionals typically engaged in B2B sales, seeking to generate sales leads and identify decision makers at firms in their target market. The Sales Basic, Sales Plus, Sales Executive, and Sales Pro Premium account types offer many of the features of the previous account types, such as varying numbers of InMails and Introductions. Monthly fees range from $23.99 to $439.99 per month.More information on the varying membership levels can be found here.Paid membership levels are one of three core revenue generators for the firm, according to founder Reid Hoffman. The others are job listings and advertising. When Hoffman founded it in December of 2002, and officially launched six months later, he, and his team of former PayPal executives were looking to create a site which was “about individual professionals doing business with their network,” according to a 2009 interview with Fortune. According to Hoffman, “We want to get all of the worlds professionals on LinkedIn. We should be relevant to professionals everywhere[. ]”PURPOSE OF LINKEDINLinkedIn is a professional networking site commonly used by individual employees and job seekers to grow their careers. It can be used for:  Networking on professional levelLinkedIn is designed to facilitate networking between professionals through use on InMail, Introductions, and Connections. As a professional you can manage your personal brand through a well-maintained LinkedIn profile, connect with other users in your industry using InMail, Introductions and Invites, and through participation in LinkedIn Groups. Possession of a Basic account (or any Premium account) allows you to invite people into your LinkedIn network by inviting them to connect.You can do so in one of three ways:1. Import your contacts: You can import your contacts from the address book of one of the major email clients you use. LinkedIn will then automatically send invites to all LinkedIn users who have created an account using the email addresses you have provided.2. Search for existi ng contacts: The second way is to search for your existing colleagues. You can run a search using a number of parameters such as name, employer, location, and more. However, it is critical to understand that the ability to search all of LinkedIn’s users fully is a feature-only accessible by users with a paid account. A search by a user with a Basic account will only return the first 100 results. The ability to view the full profiles of those LinkedIn users who have not made their profile private and who are not in your network is limited to paid accounts.Further, inviting users to connect does not automatically result in that member becoming a part of your network. The invitee must accept the invitation. In fact, when you invite a member not in a contact list you have supplied, LinkedIn will ask how you know that member and prompt you to supply their email address. This allows LinkedIn to limit the number of emails a user might receive from users they do not know. It also allows t hem to monetize their user base.So, say you have invited all of your contacts, and have stumbled upon the profile of a hiring manager, journalist, or other professional you would like to add to your network. How can you do so if you do not have their email address? LinkedIn offers two ways to do this. The first is Introductions: you can ask one of your contacts who is connected to the member with whom you are looking to connect, to introduce you, using the Introduction feature. Basic account holders receive five Introductions per month.What if the member with whom you would like to connect is out of the network and out of the networks of your Connections? LinkedIn offers InMail â€" a LinkedIn specific version of email that allows you to reach out to any LinkedIn member. A set number of InMails come standard with each paid account. InMails can also be purchased for $10.00 each. LinkedIn guarantees a response from the InMail recipient within seven days; otherwise, it provides you with another InMail free.3. Join LinkedIn Groups: A third way is to join LinkedIn Groups and connect with fellow LinkedIn users there. LinkedIn Groups are networking groups for professionals united by a specific commonality, such as an alma mater, an industry, or an occupation. There are over 2.1 million groups and the average LinkedIn user is a member of seven different groups.Asking/answering questionsYou can use your LinkedIn account to ask questions of other industry professionals. You can also participate in a LinkedIn Group and answer questions. Actively and correctly answering questions in a LinkedIn Group may gain you recognition as an expert in a particular subject. Your Company Page can also be another vehicle for you to offer customer service.ResearchPremium accounts offer a number of features that allow you to perform research on firms in your industry, or even on your own firm’s activities. For example, the Sales Executive account allows you to monitor the LinkedIn activi ty of your salespeople. You can also use LinkedIn to conduct formal research. You can send members of your network, or more likely, a subgroup of your network, links to an online survey, or use LinkedIn to prospect for the contact information of those who you wish to survey.Hiring/finding employmentOne of the key benefits of LinkedIn is its users’ ability to search through job listings and apply for jobs. Every day, over 44,000 applications are submitted to firms through LinkedIn. You can identify hiring managers, and potentially, gain an advantage over other applicants in your job search. Your profile serves as an online resume, one that is scrutinized far more than online resumes on other job boards. Integration with apps like Behance allows you to upload your portfolio. You can list volunteer opportunities and interests as well, giving potential employers an idea of who you are personally, as well as professionally. Further, integration of LinkedIn with social media tools like Facebook and Twitter provide further insight into you as a person and gives potential employers a sense of your social media savvy.How Why To Use LinkedIn.com BENEFITS OF LINKEDINGiven its high usage by affluent, ambitious professionals â€" a lucrative target market, LinkedIn can be used to help you achieve a number of strategic business and marketing goals. The benefits of using LinkedIn include:Extending your personal and corporate brand visibility;Establish your leadership as thought leaders and influencers in the industry;Sharing news and information with your network;Finding industry insights through participation in groups, review of LinkedIn profiles, and soliciting information from one’s network;Identifying and networking with potential strategic partners;Identifying and recruiting potential hires; andGenerating sales leads.HOW TO USE LINKEDIN TO GROW BUSINESS REACHLinkedIn Marketing: 5 Steps to Grow Your Business on LinkedIn Increase your visibilityBy ensuring that your profile is kept current and features regular status updates. Join a LinkedIn Group and actively participate by answering industry-related questions and answering those of others.By setting up a Company Page that is kept up-to-date and share firm news through status updates. (You can automate this by cross-posting social media content using a third-party tool like HootSuite). Once you have set up a Company Page, ask all employees to add their current employment to their profile, which will increase your visibility with their respective networks. (Note: engaging your staff in this manner should be done only after clear, written social media guidelines and expectations have been laid out.) There are over 3 million Company Pages on LinkedIn, a number that is growing steadily.By creating an industry- or firm-related LinkedIn Group. Regularly post topics for discussion, and invite all of your contacts to participate.Conduct research on potential partners and competitionIf you are a Premiu m user, use the tools available to you to conduct research on potential partners through in-Group networking and targeted searches.Look at the Company Pages, status updates, and even LinkedIn profiles of the employees of rival firms to gain actionable strategic insights about your competition.Tell your story using multimedia like videoTell your company story using multimedia like video: Other social media tools, such as YouTube and Flickr, can be integrated with LinkedIn. This allows you the ability to broaden the reach of the story you were telling with those other tools to the LinkedIn audience. Photo and video content garners far more engagement online than simple text updates.Advertise on LinkedInLinkedIn lets you create text-based ads on your choice of a Cost-Per-click or Cost Per Mille model, and target based on LinkedIn’s search filters. LinkedIn also offers sponsored content, which can increase the visibility of your update content in the feeds of other LinkedIn users. Giv en LinkedIn’s narrow user base, than, say Facebook, LinkedIn is good for very narrow, specific marketing efforts aimed at subgroups of professionals. © LinkedInHIRING ON LINKEDINYou can easily post a job to LinkedIn, with or without a Recruiter account:1.  When logged into your account, click Jobs at the top of your homepage, and then the Post a job button on the right. © LinkedIn2. Complete the required information on the following page. At the bottom, enter the jobs location to determine pricing. You can also “Sponsor” your job â€" paying a premium to increase the visibility of your job in other user’s search feeds.3. Click Continue. Enter your payment information and click Review order.Once you have posted your job, it will be searchable by all users. You can share the posting with your network or other contacts on or off LinkedIn to generate applications. You can also search for users who might be ideal and invite them to apply via InMail.Hiring using LinkedIn is similar to hiring using competing job boards and/or your corporate website, with some notable exceptions. First, the LinkedIn user base skews towards white collar workers, and LinkedIn’s premium search filters are more robust than many other job boards, making it easier for recruiters to find employees with the specific skillsets they need. Second, the InMail and Introduction f eatures allow job seekers to target the person in charge of hiring rather than just the corporate email account associate with the job listing. Another key difference between LinkedIn is the Groups feature allows job seekers, corporate recruiters, staff, managers, and executives alike to network based on their similar issues. This, and its brand reputation, make it the premier destination for job seekers to look for professional jobs, professionals to network, and corporations to extend their profile among influencers.TERMS SPECIFIC TO LINKEDINBefore fully taking the LinkedIn plunge, here are a few related terms that are indispensable to know:Connections: users who are members of your network. You have sent them an invite and they have accepted or vice versa.Second-degree Connections: users who are members of a network of a Connection of yours. They are not a Connection of yours however.Third-degree Connections: Connections of your second-degree Connections.InMail: LinkedIn-specific emails users can send to any other LinkedIn users.Introductions: When a user introduces two unconnected members of their network to each other.Recommendations: written endorsements by your Connections attesting to your skills, expertise, and/or job/volunteer performanceTARGET MARKETING WITH LINKEDIN GROUPS: CITILinkedIn’s user’s ability to target narrow groups of users is one of its greatest assets. With this capability, individuals and firms can ensure that they are getting their marketing messages out to exactly the right people. One firm that has harnessed this capability effectively is Citi, which used LinkedIn Groups to target professional women in a recent brand awareness campaign. Their Group, “Connect: Professional Women’s Network”, launched in April 2012 It was heavily discussion driven, incentivized participation and membership with giveaways of Premium accounts and InMails. Discussions included problem solving challenges, solicitations of customer insights, and polls.Their campaign netted 43,000 Group members in a four-month period, with more than 30% logging in weekly â€" double the engagement of the average LinkedIn Group. By the end of its first year, 115,000 members had joined, and by July 2014, that number has grown to over 332,000. For its initial success, Connect also garnered a 2013 shorty award for best use of social Media for Financial Services. However, its ongoing success can be seen in the considerable numbers of professional women connected with and engaged with the Citi brand.

The Theory Of Evolution Of A Population Over A Number Of...

Evolution is the change in genetic composition of a population over a number of continuous and successive generations, which may have resulted from natural selection, inbreeding, hybridization, or mutation. (Biology Online, 2008). This change occurs when there is genetic variation, a variation of genomes between members of species, or groups of species thriving in different areas as a result of genetic mutation. (Biology Online, 2009). The two major mechanisms considered to be the driving force of evolution can be depicted in Figure 1 and 2. The first is natural selection, which is the theory of evolution proposed by Charles Darwin. This is the principle by which each slight variation, if useful, is preserved and passed on to the†¦show more content†¦They mainly inhabited the ground, however ascended trees in search of fruit as a source of food. Platforms built in these trees from sticks and leaves were used to confine females which were also used as sleeping places. Favourable conditions and abundant food resulted in disuse of the agility and strength of humans. However, the time and force expended on these qualities were not lost, and instead, passed onto the brain. Consequently, they gained acute intelligence which allowed them to observe and imitate in exchange for their agility and strength. (Origin and early History of Man, n.d). The first record of human interference with the evolution and biodiversity of other species was around 1.9 million years ago when humans first discovered sharp rocks (Ross, 2014). This discovery could be seen as having both a positive and negative impact on the evolution of species around the world. For humans, this discovery lead to the creation of tools and weapons and the discovery of fire. It provided them with the necessary equipment to attack and hunt down creatures which posed a threat to their existence. However, by continuously killing off certain species from a time frame of about 4.8 megaannum (Ma) to 4500 years ago (ya), the actions of humans brought about the extinction of animals such as mastodons, mammoths, American cheetah and giant kangaroos. (Dunn, 2012). Smaller creatures which were

The First Puritan Settlement Of America - 1401 Words

Since the first Puritan settlement of America by the Massachusetts Bay Colony (â€Å"City on a Hill†) to the United States’ current involvement in the affairs of foreign countries, it is clear that Americans find a need to spread their democratic ideals abroad. The idea of Manifest Destiny, which was prevalent in pre-Civil War America, expressed the belief that Americans should expand their republican ideals of freedom, liberty, and democracy to the whole world.The notion of Manifest Destiny had many components, each serving people in different ways. Manifest Destiny reflected both the prides that characterized American Nationalism in the mid 19th century, and the idealistic vision of social perfection through God and the church. Both fueled much of the reform energy of the time. Individually, the components created separate reasons to conquer new land. Together they exemplified America s ideological need to dominate from pole to pole. To some, the Manifest Destiny Doctrine was based on the idea that America had a divine providence. It had a future that was destined by God to expand its borders, with no limit to area or country. All the traveling and expansion were part of the spirit of Manifest Destiny, a belief that it was God s will that Americans spread over the entire continent, and to control and populate the country as they see fit. Many expansionists conceived God as having the power to sustain and guide human destiny. It was white man s burden to conquer andShow MoreRelatedReligion Has Played An Important Role In The History Of1108 Words   |  5 Pagesthe first building to go up, and the town was built around it. Even though religious freedom has greatly influenced the history of the United States of America, it is also the foundation by which the Europeans discovered America. 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Religion was a powerful influence on the social and polit ical life of the colonial times inRead MoreThe Beginnings Of English America1121 Words   |  5 PagesThe Beginnings of English America Long before Columbus sailed to America, Europeans had dreamed of a land full of abundance, riches, and freedom. Europeans believed that if they moved from Europe to America, their lives would change for the better when they stepped foot onto this new land. But what they did not realize was that things would not be so easy at first. There were some major similarities and differences between Europe and America. But compared to America, everyday life was completelyRead MoreCompare And Contrast Jamestown And From Of Plymouth Plantation714 Words   |  3 Pagesdiscovery of Virginia in 1607 at a place called Jamestown, this was the first permanent English settlement in the new world, the Americas. Also â€Å"From of Plymouth plantation†, by William Bradford, a historical account, is about when 13 years later about 100 settlers went on the big fancy ship called the Mayflower and landed in Massachusetts at a place they named Plymouth. With these two colonies, english settlements in north America were born. They historically had some similarities and also the coloniesRead MoreNative Americans And The United States991 Words   |  4 Pagestraveled during the Ice Age through the Bering Strait and English settlers sailed the Atlantic. Due to unknown reasons, most of the Native societies except for the Aztecs collapse before the arrival of the Europeans, which gives shine to the English settlements since their attainment set the roots of our society today. More importantly, it should be recognized the diverse cultures of English settlers since it has set the precedent for the tolerance and freedom of expression that is experienced in the UnitedRead MoreEssay On Jamestown Vs Plymouth705 Words   |  3 Pagesdiscovery of Virginia in 1607 at a place called Jamestown, this was the first permanent english settlement in the new world, the americas. Also â€Å"From of Plymouth plantation†, by William Bradford, a historical account, is about when 13 years later about 100 settlers went on the big fancy ship called the Mayflower and landed in Massachusetts at a place they named Plymouth. With these two colonies, english settlements in north america were born. They both had some similarities and also the colonies hadRead MoreJohn Calvin And The Protestant Reformation1462 Words   |  6 Pagesprotestantism further, which made the English leave England and go to America. -When Martin Luther posted the 95 theses, that led to the protestant reformation. -John Calvin was the leader of â€Å"Calvinism†, which focused on predestination. -Conversion was a religious event that placed you as either and â€Å"elect† or a â€Å"visible saint,† and were then expected to lead out their lives as either one. -Separatists were a group of Puritans who left the Church of England. The Pilgrims End Their PilgrimageRead MoreThirteen Colonies and New England944 Words   |  4 Pagesand in the founding of some middle colonies? 5. Besides England, what other nations influenced the colonization of the Atlantic coast of North America? 6. How did the colonization of Pennsylvania differ from the New England colonies and other middle colonies? 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Inflation and Unemployment Free Essays

Macroeconomics help Name: Institution: Inflation is the rise in general prices of goods and services over a specific period of time. Unemployment is a state where people are able and willing to work at the ongoing market prices of labor but they are unable to secure a Job. According to the Phillips curve, there is a consistent relationship between inflation and unemployment (Nevi, J. We will write a custom essay sample on Inflation and Unemployment or any similar topic only for you Order Now W. 1981, peg 3). When the rate of unemployment is low, the level of inflation is high and when the level of employment is high, inflation level is low. Since majority of the Americans regard inflation to be a bigger threat than unemployment, they will ether stay unemployed but to let the value of a dollar stabilize. Therefore they will rather be employed during stable prices than rising prices. The Americans favor unemployment to inflation. When 10% of the workers are laid off, it will imply that unemployment will increase and an Increase in unemployment Implies a decrease In inflation. If the wages are reduced by 5%, it will mean that even more worker can be employed due to the reduction of labor cost. This will lead to an Increase In employment thus the level of unemployment will go down. A decrease In unemployment leads to an increase In level of inflation. Therefore they will rather go for 10% of workers being laid off than a 5% cut In their wages. They will vote for 10% workers being laid off. Their knowledge of who will be laid off won’t affect their decision in voting because they are all against Inflation. They will rather not work than work for a wage with low purchasing power. Therefore they are after their purchasing power than Just a Job. Fiscal policy Is an attempt to manipulate government expenditure and taxation so as to affect aggregate demand and aggregate supply to achieve full employment and price stability. Monetary policy Is a policy that affects money growth (Landing, F. K. 2009, peg 34). Therefore when the government uses monetary policy, the money supply will Increase. The government will cut taxes to treat the deficit. When the Fed will prevent growth In reserves, It Implies that the borrowing will be constant thus no preventions on borrowing from commercial banks. This will result to an Increase In money supply as the government too Is borrowing. According to the ELM curve, when the two polices are used, at the point where the Interest rate Is low, monetary policy has no power. When fiscal policy Is used, Increase In supply of money has no effect on the Interest rate. Therefore when the IS-ELM equilibrium Is low, fiscal policy Is the suitable policy to use. When the Fed Increase the supply of alienable funds through and expansion of commercial banks, the supply of money will Increase at the same ongoing Interest rate. The Fed will not succeed to prevent the Interest rates from rising. Interest rate Is assumed to be flexible according to the classical economists. This Implies that the Interest rate will rise In order to attain the previous equilibrium. Therefore a lower Interest rate trap as advocated by the Keynesian economist is where inflation will be set. When he economic resources are idle, the output is always low. The reason the government will borrow will be to stimulate the economy. How to cite Inflation and Unemployment, Papers

Inflation and Unemployment Free Essays

Macroeconomics help Name: Institution: Inflation is the rise in general prices of goods and services over a specific period of time. Unemployment is a state where people are able and willing to work at the ongoing market prices of labor but they are unable to secure a Job. According to the Phillips curve, there is a consistent relationship between inflation and unemployment (Nevi, J. We will write a custom essay sample on Inflation and Unemployment or any similar topic only for you Order Now W. 1981, peg 3). When the rate of unemployment is low, the level of inflation is high and when the level of employment is high, inflation level is low. Since majority of the Americans regard inflation to be a bigger threat than unemployment, they will ether stay unemployed but to let the value of a dollar stabilize. Therefore they will rather be employed during stable prices than rising prices. The Americans favor unemployment to inflation. When 10% of the workers are laid off, it will imply that unemployment will increase and an Increase in unemployment Implies a decrease In inflation. If the wages are reduced by 5%, it will mean that even more worker can be employed due to the reduction of labor cost. This will lead to an Increase In employment thus the level of unemployment will go down. A decrease In unemployment leads to an increase In level of inflation. Therefore they will rather go for 10% of workers being laid off than a 5% cut In their wages. They will vote for 10% workers being laid off. Their knowledge of who will be laid off won’t affect their decision in voting because they are all against Inflation. They will rather not work than work for a wage with low purchasing power. Therefore they are after their purchasing power than Just a Job. Fiscal policy Is an attempt to manipulate government expenditure and taxation so as to affect aggregate demand and aggregate supply to achieve full employment and price stability. Monetary policy Is a policy that affects money growth (Landing, F. K. 2009, peg 34). Therefore when the government uses monetary policy, the money supply will Increase. The government will cut taxes to treat the deficit. When the Fed will prevent growth In reserves, It Implies that the borrowing will be constant thus no preventions on borrowing from commercial banks. This will result to an Increase In money supply as the government too Is borrowing. According to the ELM curve, when the two polices are used, at the point where the Interest rate Is low, monetary policy has no power. When fiscal policy Is used, Increase In supply of money has no effect on the Interest rate. Therefore when the IS-ELM equilibrium Is low, fiscal policy Is the suitable policy to use. When the Fed Increase the supply of alienable funds through and expansion of commercial banks, the supply of money will Increase at the same ongoing Interest rate. The Fed will not succeed to prevent the Interest rates from rising. Interest rate Is assumed to be flexible according to the classical economists. This Implies that the Interest rate will rise In order to attain the previous equilibrium. Therefore a lower Interest rate trap as advocated by the Keynesian economist is where inflation will be set. When he economic resources are idle, the output is always low. The reason the government will borrow will be to stimulate the economy. How to cite Inflation and Unemployment, Papers

Technical report on global warming Essay Example

Technical report on global warming Paper The sole purpose of my study was to determine whether or not global warming was likely to have an adverse effect of the welfare of the peoples of South Africa in particular, and elsewhere in the world where similar conditions prevail. I neither requested nor received any financial or material support for my studies. My report is not copyright as it is my wish that it be disturb etude as widely as possible. The extended summary is available in the form of a MOB PDF file. Repose publishing the full report in book form early next year when there will be more clarity on the international situation. The following is a brief summary of my conclusions. Tests Eng ground Southern Africa provides the ideal testing ground for global climate change studies. It has a wide range of climatic conditions from high rainfall along the eastern escarpment through to desert conditions in the west. It has winter rainfall in the south through to summer rainfall over most of the country. There is also a wide range of climate-related issues from pragmatic humanitarian concerns of poverty, malnutrition and disease through to idealistic concerns of conserving the natural environment with its rich perversity of habitats and species. The scientific disciplines are divided along similar lines. At one end there is a small but politically influential group of scientists in the fields of climatology and the environmental sciences. They apply abstract process theory based on proxy data to hypothetical problems. At the other end is the very large but politically passive group of civil engineers. They have generations of experience in building structures to withstand the forces of nature, and building and operating dams to provide water for domestic, industrial and agricultural use. We will write a custom essay sample on Technical report on global warming specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Technical report on global warming specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Technical report on global warming specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Their scientific approach is he application of observation theory based on the wealth of real- world data to the development of projects that will improve the quality of life. Ideally, the solution of this globally important problem should involve a multidisciplinary approach by scientists in both fields of study. This is not happening in South Africa or elsewhere. The situation has deteriorated from consultation to the widening rift of confrontation as climate change scientists disparage all those who hold nonconformist views. There are two additional but fundamentally important reasons why South Africa provides the ideal testing ground for eliminate change theory. The first is that South Africa has a wealth of hydrological and meteorological data with many records exceeding 80 years in length. The second and equally important reason is that South Africa lies within the zone of maximum My technical report-doc 23 November 2005 2 pollard transfer of solar energy. There are unequivocal linkages between regular variations in solar activity and concurrent variations in the meteorological and hydrological processes in South Africa. Principal concerns The principal concerns relevant to the Far ICANN continent are: Humanitarian encores 5 5 5 S 5 Increases in the climatic extremes, (floods and droughts) The spread of malaria to regions that are presently free of the disease Threats to water supplies Threats to agricultural production Loss of habitat and species Environmental concerns All these concerns relate to changes in rainfall in the first instance. Although international attention has concentrated on increases in global temperature, the anticipate d temperature changes are far too small to have a direct, measurable effect on these concerns. Detection of adverse changes Undesirable greenhouse gas emissions increased throughout the last entry. If the consequences are as serious as claimed, they should be readily detectable in the hydrological and meteorological records. I assembled a very large hydroelectrically database consisting of 1 1 ,804 years of data from 183 sites and eight different processes. These are my principal conclusions after a three-year diligent study. The study demonstrated with a very high degree of assurance that the rainfall over South Africa increased progressively by more than 9% during the period of rainfall records from 1922 to 2000. There was no evidence of an increase in droughts. It was rather demonstrated that these increases in rainfall were the result of increases in beneficial, widespread rainfall events that saturate soils, increase river flow, fill storage dams and benefit agriculture. Measured open water surface evaporation losses also increased during this period. This increase in evaporation is beneficial for agriculture but not for water supplies. There was no evidence of increases in damaging floods during the period of record. The floods of the mid-adds remain the highest on record for large regions of South Africa. Claims that global warming will increase variability in the hydrological process and thereby result in an increase in the frequency of floods and droughts, demonstrates a lack of knowledge of the hydrological processes. Evaluation of alarmist scenarios Rainfall will increase, not decrease. Alarmist scenarios rest almost exclusively on global climate model outputs that predict a substantial decrease in rainfall over South Africa in future. Demonstrated that the predictions are seriously in error as an analysis of the data showed a sustained increase in rainfall in the past. This increase is consistent with global temperature increases. The southern African continent projects into three oceans. Increases in global temperature must result in an increase in evaporation from the oceans. This must return to earth as an increase in rainfall. This undermines most of the claims of future adverse consequences arising from global warming. Malaria will not increase The prevalence of malaria on the African continent NT is unrelated to climate and directly related to banning EDT in the asses. Malaria is under control in South Africa as well as in other countries where EDT has since been reintroduced. This banning was the result of pressures by international environmentalists. There is a real fear that equally unjustified measures to control global warming will be enforced on African countries with similar damaging effects on their peoples and economies. Habitat and species will not be endangered There is no evidence of large-scale destruction of habitat or species that could be attributed to global warming. A number of papers and reports have been published that predict dramatic changes in future. These are all based on the unfounded assumption that future climate will be drier than at present. They are also based on faulty science. There is no livable theoretical or observational evidence to support the view that global warming will result in the widespread loss of habitat or species. Other claims Similarly, there is no evidential basis for claims that global warming will result in desertification, transportation of dams and rivers, soil erosion, or threats to agriculture and water supplies. Linkage with solar activity Climate change scientists continue to deny that there is a linkage between variations in solar activity and concurrent variations in the climatic responses. The concurrent linkages between famines in India and sunspot numbers in he asses were widely reported at the time. The anomalous grouping of sequences of years with above and below average conditions is well reported in the international hydrological literature. Climate change scientists, who rely on process theory, continue to maintain that variations in solar activity are too small to account for the observed, concurrent climatic variations. As I show in my studies, the regular variations in solar activity result in statistically significant (95%) corresponding changes in rainfall, river flow and floods. This variability overwhelms any variations in the climatic processes that may be he consequence of human activities.

help me of you essays

help me of you essays The issue of gender inequality is one which has been publicly reverberating through society for decades. The society in which we live has been shaped historically by males. The policy-makers have consistently been male and therefore it is not surprising that our society reflects those biases which exist as a result of A perfect example of society's male-dominance interfering in education unintentionally is when teachers assign projects to their students. The teachers may hand out lists of acceptable topics ranging, in a history class for example, from fashion to transportation. The teachers then give the students a choice as to which topic they would like to do the project on. The underlying problem with this is that girls tend to choose what could be considered more "feminine" topics while the boys will choose the more "masculine" ones. The workplace is another place where men and women are not equal. The most obvious sign starts at the top. Look at CEOs of corporation; the majority of which are men. Women serving as CEOs are a rare sight. Another sign of the unfairness can also be found in the lower ranks. Men are often applauded for being assertive and giving orders. By giving orders, men are taking a leadership role. Demonstrating leadership ability is a quality that employers often look for. On the other hand, women who are assertive and give orders are not well liked in the work place. For women to be well liked in the work place, they have to be subordinate to the men Society has lived with this inequality for many years. It's impossible for society to change overnight. The problem will not and cannot disappear overnight. A lot of progress has been made over time but, more time is needed to finish what was started. ta jhuio fhkivm dfv df vdfdfv df vdf vdf vdf v dfv df vfv df vdf v df vf v dfdf vdf vdf v f vfv f f v df vdfv df v ...

DARE, the Definitive Record of American Dialect, Is Done

DARE, the Definitive Record of American Dialect, Is Done DARE, the Definitive Record of American Dialect, Is Done DARE, the Definitive Record of American Dialect, Is Done By Mark Nichol You can stop holding your breath now. The sixth volume of the Dictionary of American Regional English, the first segment of which was begun in 1975 and published ten years later, is now available. DARE, one of the most ambitious lexicographical projects in publishing history, is the culmination of decades of effort by hundreds of editors, writers, interviewers, and support staff to create a comprehensive survey of the astonishing variety of vocabulary and pronunciation in the United States. And though much has changed in language usage during the nearly half-century since the project’s first editor, Frederic G. Cassidy, launched the project by deploying dozens of fieldworkers to interview people all over the country and have them fill out an extensive questionnaire about their speaking habits, the language has remained refreshingly diverse. Despite the pervasiveness of our supposedly variety-flattening film and broadcast media, as well as the peripatetic nature of our culture, regional accents and vocabulary remain vigorously distinct. What does this mean for writers? Novelists and other fiction writers can still convey characters’ colorful speaking patterns and word choices, though at least as far as pronunciation is concerned, they should do so with caution. (See this post from another Daily Writing Tips contributor on the topic.) In nonfiction, however, writers must avoid seeming to be condescending or, worse, discriminatory, in representing pronunciation of dialect. Speakers of foreign extraction or of nonmainstream ethnic identity who retain foreign or regional or urban speech patterns should not be defined by the difference between their pronunciation habits and those represented by General American, or Standard American English, which is essentially a dialect that happenstance selected to predominate. Writers should keep in mind that everyone has an accent (except for me and many other residents of northern California, of course we all talk normal), and that to faithfully notate pronunciation idiosyncrasies is to invite accusations of racism or classism. Do, however, celebrate the rich variety of American English by exploring the vocabulary of its multitudinous dialects. DARE is available in many libraries and some bookstores and a beta electronic version is due out later in 2013 as are many breezier books with more modest numbers of entries. (DARE lists about 60,000 words.) Many words are, of course, suitable only for historical contexts, but others remain living specimens of our cultural word-hoard, and, thanks to you, will continue to do so. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Vocabulary category, check our popular posts, or choose a related post below:The Yiddish Handbook: 40 Words You Should Know10 Types of TransitionsWords Often Misspelled Because of Double Letters

Compare Job and Gilgamesh as suffering heroes, as they search for Essay

Compare Job and Gilgamesh as suffering heroes, as they search for understanding, and come to accept the limits of their human co - Essay Example The Book of Job and the Epic of Gilgamesh were set around the 13th century before Christ, and both stories were placed in the region of ancient Mesopotamia. Both stories have a great deal of religious themes, although the Epic of Gilgamesh leans more on the mythological side while the Book of Job maintains a more spiritual-religious tone and message. It should also be noted that there are differences with regards to the culture of the ancient Sumerians and the Israelites. The ancient Sumerians were very much a polytheistic culture that made a society and civilization that revolved around the worship of its many deities and mythical heroes. Gilgamesh, for example, is taken in high regard of worship by ancient Sumerians. On the other hand, Israelite or Hebrew culture was very monotheistic. The Hebrews believed that there is only one true God, in their language Yahweh or Jehovah, and He is the Lord of everything and His Will is supreme and good. Israelite society centers on this in the sense that they worship no other being or thing other than God Himself, and submit to completely to His Will. In understanding each story’s civilization and cultural background, it would be easier to understand the parallels between the two. The first contrast between the story of Gilgamesh and Job is who the characters are in the nature of their portrayal. According to ancient Sumerian mythological tradition, Gilgamesh is a semi-divine, or demi-god, of extraordinary strength and was also one of the great kings of Uruk. Gilgamesh could be described as a proud, powerful and confident in personality based on his character in the Epics written about him. Gilgamesh is also an adventurer as much as he was a king, and went into many arduous and sometimes dangerous exploits with his man-beast friend Enkidu. To say the least, Gilgamesh was every bit as warrior like as much and kingly. On the other hand, the Hebrew Job is in far contrast to Gilgamesh. Job is a complete human being wit h no supernatural powers. Although not a mighty king Job is considered to be a very wealthy man, with large livestock herds, and a large and healthy family by ancient Hebrew standards. Unlike the ancient Sumerians, the Israelites did not settle is fortified city-kingdoms and were nomadic in nature. Instead, the Israelites would establish nomadic communities on lands that were fertile enough to support the habitation of both people and livestock. Since Job had a healthy and growing number of both livestock and his family, he most certainly had even larger tracts of fertile land for him to support that kind of population. Job would spend most of his time with his family in agriculture and livestock raising, living a pastoral and peaceful life. Now, the reasons why both Job and Gilgamesh were given suffering also differ. In the case of Gilgamesh, it was more of divine retribution. The fact that the exploits of Gilgamesh and Enkidu affected the disposition of the Sumerian deities was of no small matter. It is as Ferguson noted that Gilgamesh is especially proud of his expedition with Enkidu to the cedar mountain in which he killed the guardian and chopped down the sacred cedar† (327). In the case of Job, suffering was brought unto him as a test of his faith to Yahweh and also a test of his character. Gilgamesh lost his closest friend

Never Let Me Go by Kazuo Ishiguro Article Example | Topics and Well Written Essays - 1750 words

Never Let Me Go by Kazuo Ishiguro - Article Example The subject that the author deals through his prime character Kathy is new, the narrations beautiful and therefore, this book turns out to be a rare creation. Kathy narrates this poignant story, without losing the ground and reality in any stage. She is always aware that she is the product of science. â€Å"H† after her name is like the badge of subservient status to humankind. The sum and substance of the book are about human cloning. A cluster of cloned children are brought up in an English boarding school, and the reality about their biology is the cause of their intense suffering and leads to some extraordinary happenings. Point of view of Kathy in relation to Tommy and Ruth Kathy’s status is like that of a senior student in a school. She possesses a keen sense of observation and takes careful note of the happenings around her, particularly the ones related to Tommy and Ruth. To that extent she is the product of advanced scientific research, like computers, are iden tified by generation. Being naive and innocent, Tommy is not in a position to tell the story, as he lacks the power of imagination and the sense of anticipation, the essential qualities that are needed in a storyteller. Kathy has a keen sense of observation. Ruth’s problems are different. She plays to the gallery, pretends and tries to please all and sundry and the final result is, everyone understands her game, and begins to distrust her. Ruth is, therefore, an unreliable narrator. Kathy seems to carry the scale of justice with her always, possesses the right frame of mind and her emotions, unique observations and opinions are evenly balanced. She is a near-human being. Point of view-Kathy by temperament One point incidentally. Howsoever intelligently one may try to be impartial, the first person narrations have an inherent drawback. The narrator can read the mind of the characters and provide a fair representation of the goings on there, but it is impossible to read oneâ₠¬â„¢s heart. The narrator also will not be able to sweep under the carpet his own feelings and the impact of his own thoughts and as such he cannot render one hundred percent justice to the nature of the characters. The reader has to accept the interpretations of Kathy. Temperamentally Kathy is calm and seems to follow the principle, ‘temper is very valuable, do not lose it.’ Her reactions are measured and she takes her own time to make decisions as she analyzes the pros and cons of the issue before her. She reveals some aspects of her personality and how she has matured with her working experience of 12 years as the carer. Ishiguro chisels the character of Kathy thus: â€Å"I have developed a kind of instinct around donors. I know when to hang around and confront them, when to leave them to themselves; when to listen to everything they have to say, and when just to shrug and tell them to snap out of it.†(3) She is the conductor of the story. Her measured respons es have something to do with her personal life. She lives a solitary life. With compulsions to move to different places, her attachments are not fixed and the relationships continue to be transient.

Death and Suicide - The Death of a Friend Essay -- Personal Narrative

The Death of a Friend I hid my face as I sat desperately alone in the back of the crowded church and stared through blurry eyes at the stained glass windows. Tears of fear and anguish soaked my red cheeks. Attempting to listen to the hollow words spoken with heartfelt emotion, I glanced at his picture, and my eyes became fixed on his beloved dog. Sudden flashes of sacred memories overcame me. Memories of soccer, his unforgettable smile, and our frequent exchange of playful insults, set my mind spinning. I longed only to hear his delighted voice once more. I sat for what seemed like hours in that lonely yet overcrowded church; my tears still flowed, and I still remembered. October 2, 2001 started like a normal Tuesday morning at Hotchkiss High School. As I lazily wandered past Mr. Schelle into his advisory class, I noticed that he seemed quite upset about something. I dared not ask what had happened, for it was really none of my business. Soon after the bell rang, Mr. Schelle, whose eyes were welling up with tears, struggled to compose himself enough to say, "Guys, I've got some bad news for you." I sensed a bit of hesitation as he proceeded to read a letter as clearly as possible. The letter explained that Derek Grillos, a sophomore at our school and a good friend of mine, had died the night before. At first, my mind failed to register his name. I sat wondering who Derek Grillos was. As everyone questioned Mr. Schelle to find out who Derek was, I sat quiet. Finally, the fact that Derek, my "soccer buddy", had died hit me and hit me hard. I could feel my eyes darting back and forth in confusion and my heart pounding so hard I could feel it in my toes. I stared aimlessly at everything yet nothing. I su... ...te anxiety. Only good memories came from there, memories of me and Derek. I opened my eyes, and my thoughts were shattered by sobbing people and brilliantly colored flowers. My face burned, while my body shivered. As I returned to reality, I realized the pastor had asked for anyone who wanted to share memories of Derek to do so. Listening to the memories being shared, I shyly hopped to my feet. I quickly made my speech about what Derek meant to me and sank back into my seat. After the funeral service ended, I made my way to my car and drove home in complete silence. Even after everything that has happened, the kids' comments both good and bad, the funeral, and the loneliness, my admirable thoughts of Derek still remain. All I have left of him are all the cherished memories that remain in my heart. Even now, my tears still flow and I still remember. Â  

Performance Apprisal Management-Assignment

Performance Apprisal Management-Assignment Q 1: How do goals , objectives and competencies help in an effective Performance Management System ? Performance Management System : Performance management System are set up to provide feedback to employees on how effectively they are performing in their jobs. Such programs normally include a set of goals or objectives the employee must accomplish within the review period as well as the standards or criteria for determining whether the defined goals have been accomplished.Effective performance management include the following features: * Linking individual goals to the corporate and work unit business plans and goals; * Focusing on results, behaviors (competencies) as well as process improvement; * Regular reviews and updating of performance plans to address changing demands; * Training for both managers and employees on how to effectively give and receive feedback, including providing feedback to employees who experience challenges in perfo rming to the standards required in their jobs / roles; * Training for managers on how to provide performance evaluations that are valid, fair and unbiased.Performance management is about achieving results in a manner that is consistent with organizational expectations. Integrating competencies within the performance management process supports the provision of feedback to employees not only on â€Å"what† they have accomplished like performance goals, but also â€Å"how† the work was performed, using competencies for providing feedback. Assessing competencies as a part of performance management is an important means of assisting employees in understanding performance expectations and enhancing competencies.Multi-source feedback, while not an HR application per se, is a method that is often used in performance management to assess and provide employees with feedback on â€Å"how† they performed their work . GOAL : # The aim is to focus people on doing the right t hings in order to achieve a shared understanding of performance requirements throughout the organization. # Integration is achieved by ensuring that everyone is aware of corporate, functional and team goals and that the objectives they agree for themselves are consistent with those goals and will contribute in specified ways to their achievement.How do GOALs help in an effective Performance Management System : Corporate strategic goals provide the starting point for business and departmental goals, followed by agreement on performance and development, leading to the drawing up of plans between individuals and managers, with continuous monitoring and feedback supported by formal reviews. If we define the relation between the performance Management System and goals of the organizations then we get- # A performance management system is â€Å"the process through which companies ensure that employees are working towards organizational goals. # It includes more than just a performance ap praisal. The performance management system is also composed of â€Å"strategic plans, manager accountability, pay, promotion, training/development, and discipline. † Most organizations have some type of formal or informal performance reviews, but a performance management system attempts to provide the overarching structure for planning and analysis of activities for each individual, in the context of the organizational whole. Through continual assessment, the system ensures that successes are recognized and problems are addressed early.Better planning at the beginning of the year, including setting realistic goals for each employee, ensures measurable positive successes for the library and its staff, aligned with the larger organizational goals. When an organization has not developed a performance management system, lack of clarity in setting and developing staff goals, lack of alignment between organizational goals and employee goals, lack of communication on priorities , al l can be avoided through the effective implementation of a performance management system. Everyone in the organization is clearly aware about the common organizational goals and objectives.Once the goals are clearly defined, everyone works for the growth of the organization. OBJECTIVE : # Something which has to be accomplished. # They define what organizations, functions, departments, teams and individuals are expected to achieve. How do OBJECTIVEs helps an effective Performance Management System : Objectives are performance standards. They are used when it is not possible to set time-based targets, or when there is a continuing objective which does not change significantly from one review period to the next and is a standing feature of the job.These should be spelled out in quantitative terms if possible, for example, speed of response to requests or meeting defined standards of accuracy. Objectives describe something to be accomplished by individuals, departments and organisations over a period of time. They can be expressed as targets to be met such as sales and tasks to be completed by specified dates. They can be work-related, referring to the results to be attained, or personal, taking the form of developmental objectives for individuals. Objectives need to be defined and agreed.They will relate to the overall purpose of the job and define performance areas – all the aspects of the job that contribute to achieving its overall purpose. If we define the relation between the performance Management System and objectives of the organizations then we get- A structured and documented process encourages objective evaluation and fair treatment # Business objectives need to be linked to team and individual accountabilities. To measure the Performance Management system objectives are define as Individual output measures. like- * Achievement of objectives Achievement against agreed standards of performance, which might be descriptions of excellent, good, sati sfactory or poor performance. * Behavior, measuring the extent to which individuals exhibit behaviors associated with performance such as respect for others, trust etc. * Specific instances of performance for example commendations for specific pieces of work. COMPETENCE : # Refers to the behavioral requirements of a role to carry out the work satisfactorily. # What people bring to work in the form of different types and levels of behavior. Examples can be: job and professional knowledge, communication, teamwork, productivity, management etc. Practicing good performance management requires proficiency in certain competencies. Competencies are observable, measurable patterns of skills, knowledge, abilities, behaviors, and other characteristics that an individual needs to perform work roles or occupational functions successfully. Every organization has some competencies around which their business operations revolve. An efficient and effective employee performance measurement solution ensures that the competencies are managed well.Supervisors must manage employee performance well in order for agencies to accomplish their missions and achieve their goals. Consequently, performance management is one the most important parts of a supervisor's or team leader's job. Developing skills in performance management is a wise investment for agencies—an investment that will help them achieve their strategic goals. Performance Management Processes and Related Competencies-Managing employee performance includes: * planning work and setting expectations, * monitoring and measuring performance, developing the capacity to perform, * periodically rating performance in a summary fashion, and * recognizing and rewarding good performance. How do COMPETENCIEs helps an effective Performance Management System : Performance management competencies that all supervisors (and team leaders) should develop and demonstrate include: * Communicating. Establishing and maintaining effective communications with each employee not only requires good oral and written communication skills, but it also includes the ability to establish good working relationships.To communicate effectively with employees, supervisors must establish an environment that promotes an open door atmosphere, the sharing of ideas, and employee involvement in decision making processes. * * Setting Goals. Setting long- and short-term goals with employees gives focus to employee efforts. When goal setting is done correctly, employees strive to accomplish those goals and feel confident in achieving them. When goal setting is done poorly, work does not progress as desired.Knowing how to set goals effectively is an important part of performance management. To do this well, supervisors need to be able to clarify expectations and to set realistic standards and targets. * * Measuring Employee Performance. Credible measures of performance that employees understand and accept are critical for achieving high lev el performance. Measuring employee accomplishments, using both qualitative and quantitative measures, provides the information that supervisors and employees need in order to monitor performance. * * Giving Feedback.Feedback should inform, enlighten, and suggest improvements to employees regarding their performance. Supervisors should describe specific work related behavior or results they have observed as close to the event as possible. * * Coaching and Developing. Using their coaching skills, supervisors evaluate and address the developmental needs of their employees and help them select diverse experiences to gain necessary skills. Supervisors and employees create development plans that might include training, new assignments, job enrichment, self-study, or work details. * Recognizing. Effectively recognizing employees is another performance management competency. Being able to genuinely acknowledge a job well done is critical for strengthening employees' commitment to do their b est. Supervisors should be skilled at using formal awards programs as well as using informal recognition techniques, including personal thank and voicing verbal appreciation in staff meetings. Developing Competencies- Agencies will benefit in many ways if they invest in developing performance management competencies in their supervisors and team leaders.These competencies should form the basis for their training and development to ensure that the Federal Government can carry out its mission in the 21st century. (You will note that most of these competencies are reflected in OPM's Executive Core Qualifications for the Senior Executive Service. ) Because good supervision and leadership require effective performance management, we will focus this series of articles on the performance management competencies we have outlined here. The next article in this series will highlight communication skills.Q 2:Identify at least 3 general or core competencies for each (3) levels of management. Ex plain each competencies in details . There are lots of competencies. The 3 general or core competencies for each (3) levels of management are given bellow – Core Competencies of top-level management : Top-level managers make decisions affecting the entirety of the firm. Top managers do not direct the day-to-day activities of the firm; rather, they set goals for the organization and direct the company to achieve them.Top managers are ultimately responsible for the performance of the organization, and often, these managers have very visible jobs. (1) Intellectual Competencies : Planning and causal thinking :refer to implications, consequence, alternatives or if-then relationship analyzes causal relationships. It makes strategies and plan steps to reach a goal. Diagnostic Information seeking : Pushes for concrete information in an ambiguous situation seeks information from multiple sources to clarify a situation which uses question to identify the specific of a problem or other situations.Conceptualizations and synthetic thinking :Understand about how different parts , needs or functions of the organization fit together. Identities partners and interprets a series of event. Identities the most important issues in a complex situation. Uses unusual analogies to understand and explain the essence of a situation. Leadership skill– role-playing, decision simulation and job rotation are the training methods used to nourish leadership skill in employees, as the top management will be able to pick up this skill through working on different roles and models. 2) Influence Competencies : Concern for Influence (The need for power) : which refers to persuade people, anticipate the impact of actions on the people. Directive influence (Personalized power )-face up to people directly when problems occur. Collaborative Influence (socialized power)-Operate effectively with groups to influence outcomes and get operations. Builds â€Å"ownership† of controversy decisions among key sub-ordinates by involving them in decision making . Symbolic Influence : Personal example for an intended impact uses symbols of group identity. (3) Others :Self Confidence-refer self as prime mover, leader or organizations or the organizations mentions being stimulated by crisis and other difficult problems. Self as the most capable person for getting the job done. # Core Competencies of Middle-level management : Middle managers can motivate and assist first-line managers to achieve business objectives. They may also communicate upward, by offering suggestions and feedback to top managers. Because they are more involved in the day-to-day workings of a company, they may provide valuable information to top managers to help improve the organization's bottom line.Some core competencies of middle level managers are given bellow : (1)  Ã‚   Thinking about the organization : Strategic Vision-evaluate the internal and external business environment to develop a long-t erm vision and strategy for the unit/organization. Analysis and Problem-Solving -effectively examine events, issues, and problems, and generate optimal solutions in a timely manner. Business and Financial Penetration -demonstrate a good understanding of company’s business model and markets as well as good commercial and financial acumen.Ability characteristics– job rotation, job enrichment, decision simulation, practical training and teaching training . Motivational characteristics– the help of sensitive training, brain-storming, and case studies. (2) Deliver Result : Manages Execution -ensure achievement of business goals aligned with the operational roadmap and standards through managing execution of business plan   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Customer Focus- foster a customer-focused environment   delivering exceptional service and anticipating future   customer needs.Leads for Performance -demonstrate and foster a sense of urgency and strong commitment to achieving goals. Drives Change and Innovation- champion new ideas and initiatives and create an environment that supports change and innovation. (3) Energize People : (Strengthen) Communication- communicate with impact, and create an environment in which people communicate honestly and openly   Ã‚   Engages and Inspires -inspire commitment and energy and a desire to excel and bring one’s best contribution to the organizational mission and goals.Develops Human Capital- ensure or contribute to the availability and development of the talent needed to meet current and future organization goals   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Interpersonal skill  or Cultivates Relationships and Networks-develop and leverage effective network and relationships with others inside and outside of the organization. to use role-playing method to foster interpersonal skill in employees. Also, job-rotation and group discussion are often used on this dimension. Fosters Teamwork and Cooperation- promote a sens e of collaboration and work effectively across the organization to achieve goals.Conceptual skill– to use on-the-job training to develop conceptual skill in employees. Conversely, decision simulation and role-playing are also instrumental in developing conceptual skill in middle-level managers. # Core competencies of first –level manager or, first –line manager :(Supervisor) First-line managers are responsible for the daily management of line workers—the employees who actually produce the product or offer the service. Although first-level managers typically do not set goals for the organization, they have a very strong influence on the company.These are the managers that most employees interact with on a daily basis. There are many competencies of the managers which are given bellow : ( 1) Act as a role model : Adapts and Learns-work effectively in the face of ambiguity, shifting priorities, and rapid change while actively developing one’s skills a nd capabilities. Continuous learning – Builds Trust and Confidence- consistently act and communicate in ways that model organization’s   values and demonstrate fairness, objectivity, integrity, responsibility and transparency. 2) Personality characteristics– to use role-playing, sensitiveness training and case studies to forward employees’ focus on this element. Honesty and Integrity –truthfulness, honor rest two level managers. (3) Flexibility : flexible for their working time as well as the ready for outside of the schedule time. Flexibility is the ability to adapt to and work with a variety of situations, individuals and groups. It is about being able to think on your feet, and not being disconcerted or stopped by the unexpected. Communication- Quality result orientation- Team work- These are also very important core competencies of first level management . Performance Apprisal Management-Assignment Performance Apprisal Management-Assignment Q 1: How do goals , objectives and competencies help in an effective Performance Management System ? Performance Management System : Performance management System are set up to provide feedback to employees on how effectively they are performing in their jobs. Such programs normally include a set of goals or objectives the employee must accomplish within the review period as well as the standards or criteria for determining whether the defined goals have been accomplished.Effective performance management include the following features: * Linking individual goals to the corporate and work unit business plans and goals; * Focusing on results, behaviors (competencies) as well as process improvement; * Regular reviews and updating of performance plans to address changing demands; * Training for both managers and employees on how to effectively give and receive feedback, including providing feedback to employees who experience challenges in perfo rming to the standards required in their jobs / roles; * Training for managers on how to provide performance evaluations that are valid, fair and unbiased.Performance management is about achieving results in a manner that is consistent with organizational expectations. Integrating competencies within the performance management process supports the provision of feedback to employees not only on â€Å"what† they have accomplished like performance goals, but also â€Å"how† the work was performed, using competencies for providing feedback. Assessing competencies as a part of performance management is an important means of assisting employees in understanding performance expectations and enhancing competencies.Multi-source feedback, while not an HR application per se, is a method that is often used in performance management to assess and provide employees with feedback on â€Å"how† they performed their work . GOAL : # The aim is to focus people on doing the right t hings in order to achieve a shared understanding of performance requirements throughout the organization. # Integration is achieved by ensuring that everyone is aware of corporate, functional and team goals and that the objectives they agree for themselves are consistent with those goals and will contribute in specified ways to their achievement.How do GOALs help in an effective Performance Management System : Corporate strategic goals provide the starting point for business and departmental goals, followed by agreement on performance and development, leading to the drawing up of plans between individuals and managers, with continuous monitoring and feedback supported by formal reviews. If we define the relation between the performance Management System and goals of the organizations then we get- # A performance management system is â€Å"the process through which companies ensure that employees are working towards organizational goals. # It includes more than just a performance ap praisal. The performance management system is also composed of â€Å"strategic plans, manager accountability, pay, promotion, training/development, and discipline. † Most organizations have some type of formal or informal performance reviews, but a performance management system attempts to provide the overarching structure for planning and analysis of activities for each individual, in the context of the organizational whole. Through continual assessment, the system ensures that successes are recognized and problems are addressed early.Better planning at the beginning of the year, including setting realistic goals for each employee, ensures measurable positive successes for the library and its staff, aligned with the larger organizational goals. When an organization has not developed a performance management system, lack of clarity in setting and developing staff goals, lack of alignment between organizational goals and employee goals, lack of communication on priorities , al l can be avoided through the effective implementation of a performance management system. Everyone in the organization is clearly aware about the common organizational goals and objectives.Once the goals are clearly defined, everyone works for the growth of the organization. OBJECTIVE : # Something which has to be accomplished. # They define what organizations, functions, departments, teams and individuals are expected to achieve. How do OBJECTIVEs helps an effective Performance Management System : Objectives are performance standards. They are used when it is not possible to set time-based targets, or when there is a continuing objective which does not change significantly from one review period to the next and is a standing feature of the job.These should be spelled out in quantitative terms if possible, for example, speed of response to requests or meeting defined standards of accuracy. Objectives describe something to be accomplished by individuals, departments and organisations over a period of time. They can be expressed as targets to be met such as sales and tasks to be completed by specified dates. They can be work-related, referring to the results to be attained, or personal, taking the form of developmental objectives for individuals. Objectives need to be defined and agreed.They will relate to the overall purpose of the job and define performance areas – all the aspects of the job that contribute to achieving its overall purpose. If we define the relation between the performance Management System and objectives of the organizations then we get- A structured and documented process encourages objective evaluation and fair treatment # Business objectives need to be linked to team and individual accountabilities. To measure the Performance Management system objectives are define as Individual output measures. like- * Achievement of objectives Achievement against agreed standards of performance, which might be descriptions of excellent, good, sati sfactory or poor performance. * Behavior, measuring the extent to which individuals exhibit behaviors associated with performance such as respect for others, trust etc. * Specific instances of performance for example commendations for specific pieces of work. COMPETENCE : # Refers to the behavioral requirements of a role to carry out the work satisfactorily. # What people bring to work in the form of different types and levels of behavior. Examples can be: job and professional knowledge, communication, teamwork, productivity, management etc. Practicing good performance management requires proficiency in certain competencies. Competencies are observable, measurable patterns of skills, knowledge, abilities, behaviors, and other characteristics that an individual needs to perform work roles or occupational functions successfully. Every organization has some competencies around which their business operations revolve. An efficient and effective employee performance measurement solution ensures that the competencies are managed well.Supervisors must manage employee performance well in order for agencies to accomplish their missions and achieve their goals. Consequently, performance management is one the most important parts of a supervisor's or team leader's job. Developing skills in performance management is a wise investment for agencies—an investment that will help them achieve their strategic goals. Performance Management Processes and Related Competencies-Managing employee performance includes: * planning work and setting expectations, * monitoring and measuring performance, developing the capacity to perform, * periodically rating performance in a summary fashion, and * recognizing and rewarding good performance. How do COMPETENCIEs helps an effective Performance Management System : Performance management competencies that all supervisors (and team leaders) should develop and demonstrate include: * Communicating. Establishing and maintaining effective communications with each employee not only requires good oral and written communication skills, but it also includes the ability to establish good working relationships.To communicate effectively with employees, supervisors must establish an environment that promotes an open door atmosphere, the sharing of ideas, and employee involvement in decision making processes. * * Setting Goals. Setting long- and short-term goals with employees gives focus to employee efforts. When goal setting is done correctly, employees strive to accomplish those goals and feel confident in achieving them. When goal setting is done poorly, work does not progress as desired.Knowing how to set goals effectively is an important part of performance management. To do this well, supervisors need to be able to clarify expectations and to set realistic standards and targets. * * Measuring Employee Performance. Credible measures of performance that employees understand and accept are critical for achieving high lev el performance. Measuring employee accomplishments, using both qualitative and quantitative measures, provides the information that supervisors and employees need in order to monitor performance. * * Giving Feedback.Feedback should inform, enlighten, and suggest improvements to employees regarding their performance. Supervisors should describe specific work related behavior or results they have observed as close to the event as possible. * * Coaching and Developing. Using their coaching skills, supervisors evaluate and address the developmental needs of their employees and help them select diverse experiences to gain necessary skills. Supervisors and employees create development plans that might include training, new assignments, job enrichment, self-study, or work details. * Recognizing. Effectively recognizing employees is another performance management competency. Being able to genuinely acknowledge a job well done is critical for strengthening employees' commitment to do their b est. Supervisors should be skilled at using formal awards programs as well as using informal recognition techniques, including personal thank and voicing verbal appreciation in staff meetings. Developing Competencies- Agencies will benefit in many ways if they invest in developing performance management competencies in their supervisors and team leaders.These competencies should form the basis for their training and development to ensure that the Federal Government can carry out its mission in the 21st century. (You will note that most of these competencies are reflected in OPM's Executive Core Qualifications for the Senior Executive Service. ) Because good supervision and leadership require effective performance management, we will focus this series of articles on the performance management competencies we have outlined here. The next article in this series will highlight communication skills.Q 2:Identify at least 3 general or core competencies for each (3) levels of management. Ex plain each competencies in details . There are lots of competencies. The 3 general or core competencies for each (3) levels of management are given bellow – Core Competencies of top-level management : Top-level managers make decisions affecting the entirety of the firm. Top managers do not direct the day-to-day activities of the firm; rather, they set goals for the organization and direct the company to achieve them.Top managers are ultimately responsible for the performance of the organization, and often, these managers have very visible jobs. (1) Intellectual Competencies : Planning and causal thinking :refer to implications, consequence, alternatives or if-then relationship analyzes causal relationships. It makes strategies and plan steps to reach a goal. Diagnostic Information seeking : Pushes for concrete information in an ambiguous situation seeks information from multiple sources to clarify a situation which uses question to identify the specific of a problem or other situations.Conceptualizations and synthetic thinking :Understand about how different parts , needs or functions of the organization fit together. Identities partners and interprets a series of event. Identities the most important issues in a complex situation. Uses unusual analogies to understand and explain the essence of a situation. Leadership skill– role-playing, decision simulation and job rotation are the training methods used to nourish leadership skill in employees, as the top management will be able to pick up this skill through working on different roles and models. 2) Influence Competencies : Concern for Influence (The need for power) : which refers to persuade people, anticipate the impact of actions on the people. Directive influence (Personalized power )-face up to people directly when problems occur. Collaborative Influence (socialized power)-Operate effectively with groups to influence outcomes and get operations. Builds â€Å"ownership† of controversy decisions among key sub-ordinates by involving them in decision making . Symbolic Influence : Personal example for an intended impact uses symbols of group identity. (3) Others :Self Confidence-refer self as prime mover, leader or organizations or the organizations mentions being stimulated by crisis and other difficult problems. Self as the most capable person for getting the job done. # Core Competencies of Middle-level management : Middle managers can motivate and assist first-line managers to achieve business objectives. They may also communicate upward, by offering suggestions and feedback to top managers. Because they are more involved in the day-to-day workings of a company, they may provide valuable information to top managers to help improve the organization's bottom line.Some core competencies of middle level managers are given bellow : (1)  Ã‚   Thinking about the organization : Strategic Vision-evaluate the internal and external business environment to develop a long-t erm vision and strategy for the unit/organization. Analysis and Problem-Solving -effectively examine events, issues, and problems, and generate optimal solutions in a timely manner. Business and Financial Penetration -demonstrate a good understanding of company’s business model and markets as well as good commercial and financial acumen.Ability characteristics– job rotation, job enrichment, decision simulation, practical training and teaching training . Motivational characteristics– the help of sensitive training, brain-storming, and case studies. (2) Deliver Result : Manages Execution -ensure achievement of business goals aligned with the operational roadmap and standards through managing execution of business plan   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Customer Focus- foster a customer-focused environment   delivering exceptional service and anticipating future   customer needs.Leads for Performance -demonstrate and foster a sense of urgency and strong commitment to achieving goals. Drives Change and Innovation- champion new ideas and initiatives and create an environment that supports change and innovation. (3) Energize People : (Strengthen) Communication- communicate with impact, and create an environment in which people communicate honestly and openly   Ã‚   Engages and Inspires -inspire commitment and energy and a desire to excel and bring one’s best contribution to the organizational mission and goals.Develops Human Capital- ensure or contribute to the availability and development of the talent needed to meet current and future organization goals   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Interpersonal skill  or Cultivates Relationships and Networks-develop and leverage effective network and relationships with others inside and outside of the organization. to use role-playing method to foster interpersonal skill in employees. Also, job-rotation and group discussion are often used on this dimension. Fosters Teamwork and Cooperation- promote a sens e of collaboration and work effectively across the organization to achieve goals.Conceptual skill– to use on-the-job training to develop conceptual skill in employees. Conversely, decision simulation and role-playing are also instrumental in developing conceptual skill in middle-level managers. # Core competencies of first –level manager or, first –line manager :(Supervisor) First-line managers are responsible for the daily management of line workers—the employees who actually produce the product or offer the service. Although first-level managers typically do not set goals for the organization, they have a very strong influence on the company.These are the managers that most employees interact with on a daily basis. There are many competencies of the managers which are given bellow : ( 1) Act as a role model : Adapts and Learns-work effectively in the face of ambiguity, shifting priorities, and rapid change while actively developing one’s skills a nd capabilities. Continuous learning – Builds Trust and Confidence- consistently act and communicate in ways that model organization’s   values and demonstrate fairness, objectivity, integrity, responsibility and transparency. 2) Personality characteristics– to use role-playing, sensitiveness training and case studies to forward employees’ focus on this element. Honesty and Integrity –truthfulness, honor rest two level managers. (3) Flexibility : flexible for their working time as well as the ready for outside of the schedule time. Flexibility is the ability to adapt to and work with a variety of situations, individuals and groups. It is about being able to think on your feet, and not being disconcerted or stopped by the unexpected. Communication- Quality result orientation- Team work- These are also very important core competencies of first level management .

War of 1812 Causes

The War of 1812 is generally thought to have been provoked by American outrage over the impressment of American sailors by the Britains Royal Navy. And while impressment—British military ships boarding American merchant ships and taking away the sailors to serve for them—was a major factor behind the declaration of war by the United States against Britain, there were other significant issues fueling the American march toward war. The Role of American Neutrality During the first three decades of American independence there was a general feeling in the country that the British government had very little respect for the young United States. And during the Napoleonic Wars the British government actively sought to meddle with—or completely suppress—American trade with European nations. British arrogance and hostility went so far as to include a deadly attack by the British frigate HMS Leopard upon USS Chesapeake in 1807. The Chesapeake and Leopard affair, which began when the British officer boarded the American ship demanding to seize sailors they considered to be deserters from British ships, nearly triggered a war. Failed Embargo In late 1807, President Thomas Jefferson (served 1801–1809), seeking to avoid war while calming public outcry against British insults to American sovereignty, enacted the Embargo Act of 1807. The law, which prohibited American ships from trading in all foreign ports, succeeded in avoiding a war with Britain at the time. But the Embargo Act was generally seen as a failed policy, as turned out to be more damaging to United States interests than to its intended targets, Britain and France. When James Madison (served 1809–1817) became president in early 1809, he also sought to avoid war with Britain. But British actions, and a continuing drumbeat for war in the U.S. Congress, seemed destined to make make a new war with Britain unavoidable. The slogan Free Trade and Sailors Rights became a rallying cry. Madison, Congress, and the Move Toward War In early June 1812 President James Madison sent a message to Congress in which he listed complaints about British behavior toward America. Madison raised several issues: ImpressmentContinual harassment of American commerce by British warshipsBritish laws, known as Orders in Council, declaring blockades against American ships bound for European portsAttacks by savages (e.g., Native Americans) on one of our extensive frontiers (the border with Canada) believed to be instigated by British troops in Canada At the time, the U.S. Congress was being steered by an aggressive faction of young legislators in the House of Representatives known as the War Hawks. Henry Clay (1777–1852), a leader of the War Hawks, was a young member of Congress from Kentucky. Representing the views of Americans living in the West, Clay believed that war with Britain would not only restore American prestige, it would also provide a great benefit to the country—an increase in territory. An openly stated goal of the western War Hawks was for the United States to invade and seize Canada. And there was a common, though deeply misguided, belief that it would be easy to achieve. (Once the war began, American actions along the Canadian border tended to be frustrating at best, and Americans never came close to conquering the British territory.) The War of 1812 has often been called Americas Second War for Independence, and that title is appropriate. The young United States government was determined to make Britain respect it. The United States Declared War In June 1812 Following the message sent by President Madison, the United States Senate and the House of Representatives held votes on whether to go to war. The vote in the House of Representatives was held on June 4, 1812, and members voted 79 to 49 to go to war. In the House vote, the members of Congress supporting the war tended to be from the South and West, and those opposed from the Northeast. The U.S. Senate, on June 17, 1812, voted 19 to 13 to go to war. In the Senate the vote also tended to be along regional lines, with most of the votes against the war coming from the Northeast. The vote was also along party lines: 81% of the Republicans supported the war, while not a single Federalist did. With so many members of Congress voting against going to war, the War of 1812 was always controversial. The official Declaration of War was signed by President James Madison on June 18, 1812. It read as follows: Be it enacted by the Senate and House of Representatives of the United States of America in Congress assembled, That war be and is hereby declared to exist between the United Kingdom of Great Britain and Ireland and the dependencies thereof, and the United States of America and their territories; and the President of the United States is hereby authorized to use the whole land and naval force of the United States, to carry the same into effect, and to issue private armed vessels of the United States commissions or letters of marque and general reprisal, in such form as he shall think proper, and under the seal of the United States, against the vessels, goods, and effects of the government of the said United Kingdom of Great Britain and Ireland, and the subjects thereof. American Preparations While the war not declared until late June 1812, the United States government had been actively making preparations for the outbreak of war. In early 1812 the Congress passed a law actively calling for volunteers for the U.S. Army, which had remained fairly small in the years following independence. American forces under the command of General William Hull started marching from Ohio toward Fort Detroit (site of present day Detroit, Michigan) in late May 1812. The plan was for Hulls forces to invade Canada, and the proposed invasion force was already in position by the time war was declared. The invasion proved to be a disaster when Hull surrendered Fort Detroit to the British that summer. American naval forces had also prepared for the outbreak of war. And given the slowness of communication, some American ships in the early summer of 1812 attacked British ships whose commanders had not yet learned of the official outbreak of the war. Widespread Opposition to the War The fact that the war was not universally popular proved to be a problem, especially when the early phases of the war, such as the military fiasco at Fort Detroit, went badly. Even before the fighting began, opposition to the war caused major problems. In Baltimore a riot broke out when a vocal anti-war faction was attacked. In other cities speeches against the war were popular. A young lawyer in New England, Daniel Webster, delivered an eloquent address about the war on July 4, 1812. Webster noted that he opposed the war, but as it was now national policy, he was obligated to support it. Though patriotism often ran high, and was boosted by some of the successes of the underdog U.S. Navy, the general feeling in some parts of the country, particularly New England, was that the war had been a bad idea. Ending the War As it became obvious that the war would be costly and might prove to be impossible to win militarily, the desire to find a peaceful end to the conflict intensified. American officials were eventually dispatched to Europe to work toward a negotiated settlement, the result of which was the Treaty of Ghent, signed December 24, 1814. When the war officially ended with the signing of the treaty, there was no clear winner. And, on paper, both sides admitted that things would return to how they had been before hostilities began. However, in a realistic sense, the United States had proven itself to be an independent nation capable of defending itself. And Britain, perhaps from having noticed that the American forces seemed to become stronger as the war went on, made no further attempts to undermine American sovereignty. And one result of the war, which was noted by Albert Gallatin, the secretary of the treasury, was that the controversy around it, and the way the nation came together, had essentially united the nation. Sources and Further Reading Hickey, Donald R. The War of 1812: A Forgotten Conflict, Bicentennial Edition. Urbana: The University of Illinois Press, 2012.  Taylor, Alan. The Civil War of 1812: American Citizens, British Subjects, Irish Rebels, and Indian Allies. New York: Alfred A. Knopf, 2010.