Mills Paper (Sociology) Essay Example | Topics and Well Written Essays - 2000 words

Mills Paper (Sociology) - Essay Example Depending on family and relationship history forms of violence differ by cause, etiology, manifestation, and impact. Although an act of violence, a â€Å"hit,† directed at a current or former intimate partner may appropriately be labeled â€Å"intimate partner violence,† as Sue Osthoff explained, â€Å"a hit is not a hit. Context matters. A lot. A whole lot† (2002:1540). Not all â€Å"hits† are created equal. In recent years, and increasingly, practitioners, researchers, and advocates, are considering distinctions among types of violence and specifically re-asserting and clarifying violence as a particular dynamic. From the perspective of Mill’s personal trouble, violence is characterized by a systemic pattern of behavior (rather than isolated acts of violence) that establishes dominance over another person typically through intimidation, coercion, isolation, and terror-inducing violence and threats of violence (Dutton & Goodman, 2005:748). Power an d control are central as motives for and impact of violence. The language of â€Å"coercive control† or â€Å"coercion† has also been used to describe the phenomenon of violence (Dutton & Goodman, 2005:748). Kelly and Johnson (2008) described coercive controlling violence (a concept previously labeled patriarchal terrorism and then intimate terrorism ) as â€Å"emotionally abusive intimidation, coercion, and control coupled with physical violence against partners† (Kelly & Johnson, 2008:478). Violence as â€Å"a personal trouble† is most often chracterized with battering, a term that has been used in some cases as a synonym for any violence against an intimate partner, regardless of context. Battering may, and typically does, include distinct acts of violence, however not all acts of violence are a component of battering (Osthoff, 2002:1535). Non-battering violence might include

Relationship between hypothesized behavior Essay Example for Free

Relationship between hypothesized behavior Essay The aim of the paper was to determine the relationship between hypothesized behavior resulting from a personality test and actual information behavior from a group-based assignment. Traditionally, information seeking behavior is subsumed under a single monolithic theoretical framework. The study seeks to address the empirical categorization of such behavior. About three voluntary groups of ten library and information science students were observed during a project assignment. The NEO-PI-R test was employed to describe and define personality traits of participants. The independent variables are gender and test results. The dependent variable is the so-called ‘differential information-seeking behavior’ (between the populations). The findings are as follows: 1) some personality traits are related to actual information-seeking behavior, 2) gender is not a good determinant of good behavior, and 3) personality traits are also related to the overall context of group activities. 2) Research Design. You want to know more about the social interaction of preschoolers in the playground. Suppose the number of preschoolers (assuming) is 30 and above, then we can conduct a statistical test. The independent variable is ‘time spent playing with other preschoolers’- X- (assuming that we expand the playing time of the children). The dependent variable is ‘personal acceptability’ – Y (the degree in which a child receives positively other children). If we observe that an increase in X is accompanied by an increase in Y, then we can assume that the two are correlated. In short, as the amount of time spent playing with other preschoolers is increased, the degree of personal acceptability increases. 3) A correlation value of 0. 89 means that there exists a very strong positive linear relationship between the two variables. In short, the amount of time (in hours) spent in studying is positively related to exam scores. A student who spends more time studying will likely to receive high exam scores. 4) The researchers subjected ‘Albert’ to intense psychological conditions without his consent. The researchers were also indifferent to the consequences of the experiment (which turned out bad for the child). These two instances merit as ethical faults in the study. 5) Neurotransmitters are chemicals which allow the transmission of signals from one neuron to the next across synapses. Neurotransmitters, in a sense, activate receptors of the nervous system. Hormones are also signal chemicals but with different purpose. They are chemicals that transport signal from one cell to another, altering body metabolism (which neurotransmitters cannot do).

Time :: essays research papers

Time? Time travel is no longer regarded as strictly science fiction. For years the concept of time travel has been the topic of science fiction novels and movies, and has been pondered by great scientists throughout history. Einstein’s theories of general and special relativity can be used to actually prove that time travel is possible. Government research experiments have yielded experimental data that conclusively illustrate that fast moving aircraft have traveled into the future. This phenomenon is due to the principal of time dilation, which states that bodies moving at high velocities experience a time that ticks slower than the time measured at zero velocity. Not as much time elapses for a moving body as does for everything else. Phenomena known as wormholes and closed time like curves are possible means of time travel into the future and the past. Traveling into the past is a task which is much more difficult than traveling into the future. This feat has not yet been accompli shed -to our knowledge- and its theory involves complicated scenarios of tears in four dimensional space-time, and traveling near the speed of light. Obstacles which prevent our hubris attempts to cheat time include our inability to move even close to the speed of light, and finding a source of energy as powerful as an exploding star. Simply because the proposal of time travel is backed by scientific theory, is no reason to expect that it is easily achievable. Numerous arguments are proposed that that prevent time travel into the past. Both common sense and scientific fact can be used to paint scenarios that become serious obstacles. Not to fear, we have all the time in the world to overcome these minor limitations. Imagine if you will, that you are one of the people sill alive today that was born prior to 1903, when the first airplane took flight. When you were young the idea of flying would probably have been quite exciting. Some scientists believe that we may presently be living through an identical scenario. The thing that would be so exciting however, would not be flight, but time travel. Leading scientists believe that our children will live to once again see the impossible become routine. Professor Michio Kaku of the University of New York believes that space flight may one day unlock the secret of time itself. This will require the development of spacecraft that can travel at speeds on the order of two hundred million meters per second, that’s about four hundred and fifty million miles per hour.

Hazardous industrial materials and their effects on the human body Essay

Along with today’s modernization is the fact that people become inevitably susceptible to all kinds of hazards even while in the performance of their professions. This harmful reality reveals that any advancement has its way of getting back at the people and the community in general. This also goes to say that due to human’s apparent irresponsibility and negligence, even the occupation which is supposedly advancing one’s interests is the same factor which poses risks. This endangering condition is very evident in an industrial environment where workers are exposed with various kinds of hazardous materials. In an objective to meet and keep up with the demands and requirements of the industrial world, employees in the manufacturing, engineering and related businesses are exposed with the perils of the materials that they are using. However, such situation can be prevented, if not stopped, if only industrial workers are aware of essential safety or security practices while at the same time are provided by the business owner with the needed protection and precaution system. This practice supports the principle of industrial hygiene where work cleanliness or sanitation exists within the industrial environment or is being carried out by the personnel and the organizational set-up in general. The undeniable harmful or even deadly effects of hazardous industrial materials on the human body serve as the grounds for the requirement of promoting and practicing hygiene within the business. In the absence of the said concept or practice, workers’ physical, mental and emotional conditions are endangered for the simple reason that notable hazardous materials are detrimental to the overall quality of human life. While the scenario is not totally hopeless, the situation definitely calls for an increased awareness on the various types of hazardous materials and their eventual implications to the human body. Aside from this, it is mostly needed that work-related precaution and protection practices, as depiction of industrial hygiene, are upheld with an ultimate goal to reduce, if not totally end the negative effects of hazardous industrial materials. Industrial Hygiene, an Overview According to the Occupational Safety and Health Administration or OSHA of the U.  S. Department of Labor, industrial hygiene refers to the discipline of â€Å"anticipating, recognizing, evaluating and controlling workplace conditions that may cause workers’ injury or illness (â€Å"Industrial Hygiene,† 1998). It is the science where the so-called industrial hygienists perform various means or approaches of observation and study. These methods are all geared toward the discovery and identification of the scope of industrial employees’ contact and eventual susceptibility to harmful industrial materials. Additionally, the condition calls for the detection of the industry’s engineering, practice management or organization and related ways to check and contain possible industry-related health risks (â€Å"Industrial Hygiene,† 1998). Additionally, the OSHA has generally identified the five types of hazardous industrial materials as follows: â€Å"air contaminants, and chemical, biological, physical, and ergonomic hazards† (â€Å"Industrial Hygiene,† 1998). Hence, industrial hygienists are required to be familiar with the said classification of industry materials in order for them to be efficient in distinguishing and assessing existing industrial hazards and at the same time implement ways to control such damaging items (â€Å"Industrial Hygiene,† 1998). Hazardous Industrial Materials and Effects to Human Body Based from the OSHA classification, air contaminants are considered â€Å"as either particulate or gas and vapor contaminants† (â€Å"Industrial Hygiene,† 1998). These pollutants or toxic materials usually comprised of â€Å"dusts, fumes, mists, aerosols and fibers† (â€Å"Industrial Hygiene,† 1998). Examples of hazardous chemical materials are â€Å"solids, liquids, mists, dusts, fumes and vapors† (â€Å"Industrial Hygiene,† 1998). Some of the common effects of these materials to human body is manifested in breathing when they are inhaled, absorption when they directly get in touch with one’s skin or ingestion when they are consumed through the mouth (â€Å"Industrial Hygiene,† 1998). Harmful biological materials are â€Å"bacteria, viruses, fungi and other living organisms† which trigger severe and lasting infections (â€Å"Industrial Hygiene,† 1998). Physical risks result from extreme degrees of â€Å"ionizing and non-ionizing electromagnetic radiation, noise, vibration, illumination and temperature† (â€Å"Industrial Hygiene,† 1998). Lastly, ergonomic hazards refer to the variety of duties which entail physical actions and bodily strengths (â€Å"Industrial Hygiene,† 1998). The main philosophy of industrial hygiene is for employers and employees to realize the significance of knowing that the materials being used in their respective industrial workplaces are hazardous. Hence, it is essential that these hazardous industrial materials are controlled and well-managed. In the industrial work settings, hazardous materials must be appropriately contained if they are supposedly â€Å"toxic, harmful, corrosive, irritant, sensitizing, carcinogenic (causing cancer), mutagenic (causing genetic damage) and teratogenic (causing abnormalities of the fetus)† (â€Å"Health effects from hazardous substances in workplaces,† 2008). Various harmful implications of harmful industrial materials were listed such as inflammation or itchiness of the skin, work-related asthma, systemic poisoning caused by chemical materials, chemical flames coming from corrosives and the fatal cancer (â€Å"Health effects from hazardous substances in workplaces,† 2008). Additionally, there are known components which establish that workers are indeed susceptible to the negative effects of harmful industrial materials. These are due to the quantity and direction of the exposure, workers’ synchronized contact with such materials and experience of negative effects and one’s sensitivity to the hazardous impacts of such substances (â€Å"Health effects from hazardous substances in workplaces,† 2008). Khan (2008) corroborated the above-mentioned information when he added that when the hazardous industrial materials eventually become waste, they can already result to death, sickness and damage or impairment to workers. Most importantly, Khan pointed out that when inappropriately regarded, transferred or moved and thrown away, these hazardous materials which have already turned into hazardous wastes will ultimately damage the surroundings (Khan, 2008). He further explained that various hazardous materials are to be used only with an unusual manner of safety measures. This is for the reason that in doing so, their harmful effects or the risks posed upon to the workers may be lessen. However, once disposed of, such hazardous substances and wastes are no longer directly contained. Hence they are likely to create particular damage to workers or even other kinds of living things that will have a contact with the said materials (Khan, 2008). Due to such possible harms, Khan emphasized the need for hazardous materials and wastes to be individually processed and controlled from the usual kinds of industrial substances and wastes (Khan, 2008). In particular, Khan reported that hazardous materials come from various industries such as computer software business where the writing itself of the software creates less harmful materials and wastes. However, it is computer manufacturing that is attributed with a significant amount of alarming hazardous substances and wastes. This is because computer manufacturing engages in many industrial procedures or methods that eventually pave the way for the accumulation of hazardous substances and wastes. These process include, but not limited to, the creation of a computer circuit board, fiber optics manufacturing and transmission of copper wire (Khan, 2008). The said industrial hazard is also manifested in the agriculture sector where farmers use harmful materials such as herbicides and pesticides which affect one’s immune system and other equally important human organs (Khan, 2008). Khan also suggested ways on how to properly dispose of hazardous materials and wastes which may start in one’s home and must also be practiced in the workplace. These proposals include even simple safety measures in painting the house during renovation where the toxic substance in paint materials which may cause lung-related diseases and even cancer. Khan further said that even the pollutants and harmful materials we sent out to the environment eventually return and become harmful to the human body. Specifically, excessive fluoride in rivers, lakes and other water forms, which eventually become source of household water, may results into dental and even bone-related implications (Khan, 2008). Industrial Toxicology To emphasize the destruction created by hazardous materials into the human body, Talty (1988) discussed industrial toxicology which is related with the principle of industrial hygiene. Talty started his discussion by stating the fact that the human body or system lives in a frail balance wherein one exists and functions within a surrounding that is regularly attacked by many harmful substances and occurrences. In effect, this attack against the environment eventually leads to various assaults hurled into the human body. Talty said that this condition usually happens or is manifested when a person is connected with an industrial-related work setting. Such kind of work place definitely attracts hazardous foreign materials and physical phenomena because of the nature of task that a worker performs (Talty, 1988). According to the author, the defense system of the human body frequently falls short or is unsuccessful in properly protecting one’s body. This is because there is a high concentration of harmful materials in an industrial kind of work setting. Such work condition becomes an ideal period or opportunity for hazard exposure to exist and eventually poses risks to human body. He further wrote that there are particular considerations for industrial hygienists to look into in establishing the damaging implications of industrial materials. These considerations include the kind of material the nature of the incident. While there are industrial substances which are not directly harmful, there are other materials which are inherently damaging. Hence, for the identified or positively considered as hazardous substances, different degrees of impacts on worker’s body are to be expected (Talty, 1988). Talty stated that determining the specific factor which considers the quality and manner of hazardous materials’ effect to the human system is what industrial toxicology all about. This kind of examination done on chemical agents which are present within an industrial work setting and which are traced as the source of the hazardous effects to one’s body serves as the main objective of the said field of study. Above all the various types pf hazardous industrial materials and how they enter the human body system is the primary concern that these harmful substances definitely harm the physical as well as the mental and emotional aspects of an industrial worker. This is because once they entered into the body, these toxic substances act in various manners to damage the body and even the mental and emotional system of a person. These effects are specifically manifested when said industrial materials act as sources of irritation, asphyxiant and anesthetics which the workers will have to bear (Talty, 1988). Conclusion The philosophy behind industrial hygiene is the idea of properly determining the existence of hazardous industrial substances as well as the efforts to prevent or gradually decrease, if not stop, the inevitable risks that they create. In doing so, an increased awareness through various presentations will definitely help and pave the way for the eventual ending of such kind of work-related problem. This goes to say that previous attempts are not enough to address and ultimately resolve the concern about the damaging effects brought about by industrial substances. While it is not yet too late to address the issue, what is needed is an increased level of precautionary measures for industrial workers to protect their bodies from unintentional destruction. Employers’ sincere actions to evade from cited harmful practices are ultimately required in order to put a stop to this very alarming work-related menace.

Biography of Dr Grace Murrary Hopper

Dr. Grace Murray Hopper was born on December 9, 1906. As a child Grace Hopper enjoyed learning about machines, technology and other countries cultures. Following her mother†s love for mathematics and her father†s love for literature, Grace had high expectations for herself. Family life was large influence as she grew up, from the close relationship she had with her grandfather, a surveyor in New York City, she learned about real life at a young age. Her father, Walter Fletcher Murray, was a successful insurance broker, also taught Grace the importance of a good education to succeed in life. Her mother, Mary Campbell Horne Murray, perused a career in geometry by special arrangement even though it was not an encouraged job for women at this time. Grace's great-grandfather, Alexander Russel, inspired her interest in the Navy. Russel had been a rear admiral for the US Navy, a position Grace also filled in her lifetime. Grace's parents were progressive in their views of education for females, firmly certifying Grace's pursuit of higher learning. Her father believed that Grace deserved a college education as much as his son did, and, with the coming of the depression, he thought it overbearing in order to secure a job in desperate economic times. To that end, Grace attended Vassar College in 1924, and quickly distinguished herself there in the disciplines of science, specifically mathematics and physics. She graduated in 1928 with Phi Beta Kappa honors and a Vassar College Fellowship, and with that scholarship financed continued graduate study in math at Yale University, earning there an MA in 1930 and a Ph. D. in 1934, as well as two Sterling Scholarships and an election to Sigma Xi. It was also during that time that Grace married Vincent Hopper, an English teacher from New York University. After the outbreak of World War II, Grace enlisted in the Navy, despite the disapproval of female cadets. With a Wanting to follow her Grandfathers footsteps Grace perused a naval career even though she did not meet the weight and height requirements to join WAVES (Women Accepted for Voluntary Emergency Service). But Grace received a weight and height waiver and took a leave of absence from Vassar College to join the Navy, even though the government thought that Grace's mathematics skills would be better used at home. But she overcame this obstacle too and joined the Midshipman†s School for Women. Grace graduated first in her class as Lieutenant Junior Grade Grace Murray Hopper. From there Grace was assigned to work at the Bureau of Ordnance Computation Project, at Harvard University, to work with computers. Hopper worked under Commander Howard Aiken, and helped work with the Mark I, the first computer automatically sequenced to calculate the angles for the naval guns when the weather is bad. Hopper continued to work on the Mark II and the Mark III. For her achievements with this series she was given the Naval Ordinance Award in 1946. After the War many of the WAVES went back to their normal lives, but Grace, having just divorced her husband Vincent Foster Hopper, wanted to stay in the Navy. But Grace had just turned forty and the maximum age was thirty-eight, so Grace had to leave. She stayed at the Harvard Computational Lab, still being a member of the Naval Reserves. In 1966, the Navy asked Hopper to retire again, but after seven months, they found they couldn't work without her and asked her return. Grace was asked to return to work for six months, but she ended up staying indefinitely. Upon graduating, Grace was assigned to the Bureau of Ordinance Computation at Harvard University. There she was greeted by Commander Howard Aiken who introduced her to Mark I as â€Å"a computer engine†. After coming acquainted with the device, Grace received her first mission from Aiken, which was â€Å"to have the coefficients for the interpolation of the arc tangents by next Thursday†. Officers Robert Campbell and Richard Bloch assisted her in the design of her computer program, which consequently made her the third person ever to program the first large-scale automatically sequenced digital computer in the world. When Grace was programming it, Mark I was being used to calculate the angles at which naval guns were to be aimed. A plethora of calculations were needed because the angles depended on weather conditions. Creating programs for the machine was similarly tedious for Grace and the company. â€Å"The coding sheets we used had three columns on the left [for code numbers] and we wrote comments on the right which didn't go into the computer,† as she said. The values were translated to punch tape, which was subsequently input into the computer. With the accustomed problems associated with the Mark development and the inherent difficulty in its programming, results were slow achievements. One of their many problems was the proverbial computer bug, except that this time it was a literal problem. During the building of the Mark II, the predecessor of the former computer engine, the computer suddenly and for no apparent reason stopped. Upon inspection of the computer, Grace and her team found a moth, which had flown into a relay from an open window. The moth had been pulverized by the relay and consequently had caused the device to fail. The term â€Å"bug† was thus popularized to signify any system malfunction. A new machine BINAC was soon developed programmed in the more effective C-10 language, which according to Grace, â€Å"has been the basis for most codes since. A was add, M was multiply, B was bring, C was clear; it was a beautiful code. † Performed in octal, the programs forced Grace to teach herself octal arithmetic, which she eventually mastered with great proficiency. She subsequently realized a need to simplify the computing process, to make it more layperson friendly. Grace pursued different avenues to achieve this goal. Grace created her first compiler with the Sperry Corporation in 1952. Known as the A-0, the system was a set of instructions that translated mathematical code into machine language. Later the A-1 and A-2 systems evolved under her direction, and became the forerunner to modern programming languages. She pioneered the integration of English into programs, as well, with the B-0 compiler, later to be known as the FLOW-MATIC. Targeted for business applications, Grace's machine were effectively using FLOW-MATIC to understand English phrases. By 1957 three major languages existed for computers: APT, FORTRAN, and FLOW-MATIC. Each language, however, could only operate on a specific platform, and with the proliferation of disparate languages the use of a single, uniform format came into demand. The universal language to remedy this problem was COBOL, and even though she was not involved in the project, much of which was based on Grace's FLOW-MATIC. Throughout Grace Hopper's life she achieved many awards that other women had never been recognized for. In 1964 she was awarded the Society of Women Engineers, SWE Achievement Award. Many people think of the Computer Sciences â€Å"Man of the Year Award† her greatest achievement. When she received this award in 1969, she was the first person ever assigned this award, and the first women to be presented any award by the Data Processing Management Association. Grace was the first woman to be inducted into the Distinguished Fellow British Computer Society in 1973. Grace also achieved many awards from the Colleges and Universities that she attended and taught at, such as the Upsilon Pi Epsilon, Honorary Member from Texas A&M; Honorary Doctor of Engineering, Newark College of Engineering; Wilbur Lucius Cross Medal and Yale University. Grace taught at many colleges and universities in her life and gave many motivational speeches, her favorite teaching aid was a piece of wire that was the length of a nanosecond (about one foot), the maximum distance electricity can travel in wire in one-billionth of a second. She would then compare the nano-second to the microsecond that was over a thousand feet long. On January 1, 1992, Grace Hopper died at the age of 85. Even after her death Grace continues to influence many peoples lives. The impact she had on the world of programming has changed computers forever. She also influenced the naval and other military services through her perseverance and her plans for the future. She refused to let anything get in the way of her success.

Prueba de ADN para la tarjeta de residencia permanente

Prueba de ADN para la tarjeta de residencia permanente Durante los trmites para obtener la tarjeta de residencia por peticià ³n de un familiar es posible que se exija  una prueba de ADN para probar que efectivamente existe un và ­nculo de sangre entre la persona que pide los papeles y el potencial migrante para el que se solicitan. Tanto los ciudadanos americanos como los residentes permanentes legales pueden solicitar tarjeta de residencia, tambià ©n conocida por green card, para diferentes familiares pero el gobierno quiere estar seguro de que esa relacià ³n es verdadera. Por ello es importante conocer por quà © se puede pedir un test de ADN, si es necesario o voluntario o, en este à ºltimo caso, si es recomendable tomarlo y, finalmente, cà ³mo es la tramitacià ³n de todo el proceso.  ¿Por quà © se puede pedir una prueba de ADN en las peticiones de familia? Las pruebas de ADN sirven para probar genà ©ticamente la relacià ³n biolà ³gica entre dos personas en la tramitacià ³n de las visas de familia.   Por ejemplo, que entre solicitante y pedido hay efectivamente una relacià ³n de padre e hijo, madre e hijo, hermanos o hermanastros, etc. Para probar esta relacià ³n es siempre necesario contar con ejemplos biolà ³gicos de las dos personas cuya relacià ³n familiar se trata de establecer. Generalmente basta con pasar un bastoncillo por el interior de la boca.  ¿Es obligatoria la prueba de ADN en todas las peticiones por familia biolà ³gica? No, y de hecho son la excepcià ³n. Generalmente se prueba la relacià ³n entre solicitante y pedido ms all de toda duda, mediante documentos, como por ejemplo, el certificado o acta de nacimiento. Como son pruebas caras y que lleva tiempo practicarlas sà ³lo se solicitan estas pruebas cuando no existen otros medios para demostrar la relacià ³n entre dos personas, como pueden ser documentos o fotografà ­as, o por la razà ³n que sea se sospecha de que el và ­nculo biolà ³gico puede no ser real.   Es tambià ©n ms comà ºn que este tipo de prueba se solicite cuando la tarjeta de residencia se tramita mediante un procedimiento consular que cuando se gestiona todo el proceso dentro de los Estados Unidos mediante un ajuste de estatus. Lo cierto es que es ms importante prestar atencià ³n a otros posibles problemas que pueden surgir en el proceso, como asegurarse de que se cumplen con los requisitos econà ³micos para patrocinar, que se va a pasar el examen mà ©dico al que sà ­ deben de someterse todos los candidatos a migrantes y, finalmente, que no afecta ninguna de las circunstancias que provocan que la tarjeta de residencia sea denegada.   Trmites para la prueba de ADN para la green card cuando se pide Cuando el oficial consular o cualquier funcionario migratorio  solicita una prueba de ADN, el beneficiario de la tarjeta de residencia, si à ©sta se llega a conceder, decide voluntariamente si se somete o no a la prueba. De realizarla, debe cancelar el costo à ©l mismo o el solicitante de la tarjeta (su padre, madre, hijo, hija, hermano o hermanastro) el importe por la prueba, que deber ser abonada al laboratorio antes de realizarse. Solamente pueden realizarse las pruebas de ADN en uno de los laboratorios acreditados por la Asociacià ³n americana de bancos de sangre (AABB, por sus siglas en inglà ©s). Es importantà ­simo verificar que el laboratorio que va a hacer el anlisis est incluido en esa lista. Si no lo est, la Embajada o el consulado americano no admitirn las pruebas y se habr gastado el dinero en vano. Adems, hay que tener en cuenta que hay mucho fraude en este rubro y muchos laboratorios aseguran estar autorizados para realizar estas pruebas para las oficinas consulares americanas y no lo estn. Asà ­ que es muy recomendable tomar el tiempo necesario para checar la lista y una vez que se tenga buscar el laboratorio ms conveniente por su localizacià ³n. El laboratorio enviar el kit directamente a la oficina consular. Jams al solicitante o al beneficiario de la peticià ³n de la tarjeta de residencia. La prueba se har en la propia oficina consular previo pago del arancel correspondiente por los servicios del mà ©dico que har que tomar la muestra. El dà ­a de la cita para este asunto, el beneficiario de la peticià ³n de la visa de inmigrante debe presentarse a la hora fijada con su pasaporte, una foto y el recibo de haber pagado por los servicios mà ©dicos. Una vez que se ha tomado la prueba de ADN, el propio consulado enviar el kit directamente al laboratorio en los Estados Unidos. Y cuando à ©ste obtenga los resultados, se notificarn directamente a la oficina consular. Y una vez que los tenga decidir cancelar el proceso de tramitacià ³n del permiso de residencia o seguir con el mismo. El beneficiario, si asà ­ lo desea, puede solicitar directamente al laboratorio una copia de los resultados. La oficina consular americana nunca otorgar tal copia. A tener en cuenta para tener à ©xito en la peticià ³n de la green card por familia Que la prueba de ADN demuestre que es verdad que el solicitante y el beneficiario son familiares no significa que la peticià ³n de la residencia permanente vaya a ser aprobada. Simplemente quiere decir  que ese requisito ha sido satisfecho. Las peticiones de tarjetas de residencia pueden ser rechazadas por diversas causas. En la mayorà ­a de los casos, si eso sucede asà ­, ser posible pedir un perdà ³n, tambià ©n conocido como  waiver o permiso. Que puede ser o no concedido. Es muy importante en estos casos contar con el asesoramiento de un abogado migratorio con excelente reputacià ³n y con experiencia en este tipo de casos. Tambià ©n es importante, antes de iniciar los trmites, tener una idea aproximada de cunto van a tardar los papeles, ya que en muchos casos la demora es mucho ms grande de lo que se cree. Finalmente, se recomienda tomar este quiz - trivia  o test- para verificar que se tiene los conocimientos bsicos para obtener y conservar la tarjeta de residencia. Es difà ­cil conseguirla. No es conveniente arriesgarse a una denegacià ³n o una cancelacià ³n por falta de informacià ³n. Este es un artà ­culo informativo. No es asesorà ­a legal.

This Life essays

This Life essays The American Revolution was largely economic and political in nature. The political reasons were that England neglected the colonies, taxation without representation and limitation of individual rights and privacy. Then there was the most important side the economic. There was trade restriction, mercantilism, and taxation. On the economic side of the revolution colonist acknowledged that natural laws should govern their economy. But only the southern colonies were bound to England in connection with tobacco trade. Outside of the southern colonies they made their way by trading outside the empire. And if they wanted to put this trade to a stop there would be a rebellion. Then mercantilism, which was the idea of directing all trade through England, was a restriction upon economic prosperity of New England colony. The major reason for this all is that the colonies gave up to England. England then taxed it colonies with many acts. Such as the Stamp Act passed in 1765 and led by prime Minster George Greenville, which affected every colonist. It imposed a tax on all legal documents like newspapers and marriage licenses. Other acts like Currency Act, which banned all paper currency, the Sugar Act in efforts to try to reduce smuggling. In 1776 William Pitt took over he was a popular in the colonies. He opposed things like the Stamp Act and thought colonist had the same rights as English citizens. But after suddenly becoming sick Charles Townsend took over and he was not concerned with the rights of the colonist and he just wanted to strengthen the Parliament. And he then...

Iditarod History and Overview of The Last Great Race

Iditarod History and Overview of The Last Great Race Each year in March, men, women, and dogs from around the world converge on the state of Alaska to take part in what has become known as the Last Great Race on the planet. This race is, of course, the Iditarod and though it doesnt have a long official history as a sporting event, dog sledding does have a long history in Alaska. Today the race has become a popular event for many people throughout the world. Iditarod History The Iditarod Trail Sled Dog Race officially started in 1973, but the trail itself and the use of dog teams as a mode of transportation has a long and storied past. In the 1920s for example, newly arrived settlers looking for gold used dog teams in the winter to travel along the historic Iditarod Trail and into the gold fields. In 1925, the same Iditarod Trail was used to move medicine from Nenana to Nome after an outbreak of diphtheria threatened the lives of nearly everyone in the small, remote Alaskan town. The journey was nearly 700 miles (1,127 km) through incredibly harsh terrain but showed how reliable and strong dog teams were. Dogs were also used to deliver mail and carry other supplies to the many isolated areas of Alaska during this time and many years later. Throughout the years, however, technological advances led to the replacement of sled dog teams by airplanes in some cases and finally, snowmobiles. In an effort to recognize the long history and tradition of dog sledding in Alaska, Dorothy G. Page, chairman of the Wasilla-Knik Centennial helped set up a short race on the Iditarod Trail in 1967 with musher Joe Redington, Sr. to celebrate Alaskas Centennial Year. The success of that race led to another one in 1969 and the development of the longer Iditarod that is famous today. The original goal of the race was for it to end in Iditarod, an Alaskan ghost town, but after the United States Army reopened that area for its own use, it was decided that the race would go all the way to Nome, making the final race approximately 1,000 miles (1,610 km) long. How the Race Works Today Since 1983, the race has ceremonially started from downtown Anchorage on the first Saturday in March. Starting at 10 a.m. Alaska time, teams leave in two-minute intervals and ride for a short distance. The dogs are then taken home for the rest of the day to prepare for the actual race. After a nights rest, the teams then leave for their official start from Wasilla, about 40 miles (65 km) north of Anchorage the next day. Today, the route of the race follows two trails. In odd years the southern one is used and in even years they run on the northern one. Both, however, have the same starting point and diverge approximately 444 miles (715 km) from there. They join each other again about 441 miles (710 km) from Nome, giving them the same ending point as well. The development of two trails was done in order to reduce the impact that the race and its fans have on the towns along its length. The mushers (dog sled drivers) have 26 checkpoints on the northern route and 27 on the southern. These are areas where they can stop to rest both themselves and their dogs, eat, sometimes communicate with family, and get the health of their dogs checked, which is the main priority. The only mandatory rest time however usually consists of one 24-hour stop and two eight hour stops during the nine- to twelve-day race. When the race is over, the different teams split a pot that is now approximately $875,000. Whoever finishes first is awarded the most and each successive team to come in after that receives a little less. Those finishing after 31st place, however, get about $1,049 each. The Dogs Originally, sled dogs were Alaskan Malamutes, but over the years, the dogs have been crossbred for speed and endurance in the harsh climate, the length of the races they participate in and the other work they are trained to do. These dogs are usually called Alaskan Huskies, not to be confused with Siberian Huskies, and are what most mushers prefer. Each dog team is made up of twelve to sixteen dogs and the smartest and fastest dogs are picked to be the lead dogs, running in the front of the pack. Those who are capable of moving the team around curves are the swing dogs and they run behind the lead dogs. The largest and strongest dogs then run in the back, closest to the sled and are called the wheel dogs. Before embarking on the Iditarod trail, mushers train their dogs in late summer and fall using wheeled carts and all-terrain vehicles when there is no snow. The training is then the most intense between November and March. Once they are on the trail, mushers put the dogs on a strict diet and keep a veterinary diary to monitor their health. If needed, there are also veterinarians at the checkpoints and dog-drop sites where sick or injured dogs can be transported for medical care. Most of the teams also go through a large amount of gear to protect the dogs health and they usually spend anywhere from $10,000-80,000 per year on gear such as booties, food, and veterinary care during training and the race itself. Despite these high costs along with the hazards of the race such as harsh weather and terrain, stress, and sometimes loneliness on the trail, mushers and their dogs still enjoy participating in the Iditarod and fans from around the world continue to tune in or actually visit portions of the trail in large numbers to partake in the action and drama that is all part of The Last Great Race.

The story of an Hour, by Kate Chapin Essay Example | Topics and Well Written Essays - 1000 words

The story of an Hour, by Kate Chapin - Essay Example Most of the parts of the story reveal her inner feelings and her wild dreams about her future enjoyment as she lives alone in freedom, showing the effects of the historical background of the theme and setting. The story was written in the last decade of the nineteenth century when women were still regarded to have the role of selfless motherhood without any assertion to their needs but to be in full submission to their husbands (enotes.com). This theme is expressed in the sentence â€Å"What could love, the unsolved mystery, count for in the face of this possession of self-assertion which she suddenly recognized as the strongest impulse of her being!† The story does not express any other stronger reason for Mrs. Mallard’s joy for the death of her husband but this. Not that she wanted her husband dead but she wanted her freedom more than being placed under someone’s authority and is left to no self-identity but the wife of Brently Mallard. Despite her love for her husband which is expressed in the story as inconsistent, and the love of her husband to her which is suggested to be of the same affect in the statement â€Å"  the face that had never looked save with love upon her†, referring to her husband’s treatment of her, she longed for a freedom that is totally hers. The issue in this story then is her being a wife, commonly regarded to do nothing else but stay in the house, raise children and play the role of a dutiful husband and mother. However, the main character wants more than that, she wanted to have the same freedom as her husband, able to go to places she wanted to and do things she desired and express herself in whatever means available without the power of a man or even his influence to whatever she does. Mrs. Mallard was first presented as a woman with a heart failure which could be symbolic to the disease in her marriage (Myriad). Although love was in the relationship, it seemed to have limited the expression of it by the norms during their existence as suggested by the world they lived in. As mentioned earlier, women were regarded to have lesser rights and are bound in the four corners of the house however, to the heroine, she wanted a different version of her story. She knew her husband loved her as much as she loved him, assuming the ‘sometimes' she regarded to love him are the same times he looked at her with love yet she wanted more than that. As a human being, she felt the need to socialize, to go out and find herself, see what she could do beyond the walls that are keeping her from the outside world. She wanted to see the beautiful things in this world in an encounter and not just from a distance, through the windows of her room. This was very important matter in the relationship of the couple which was killing their love, as the heart would be the most important part of a person’s body, which when collapses, would kill the person. Her weeping after hearing the news of the death of her husband shows the love she had for her husband, not feeling as other women had in similar circumstances, feeling numb and unable to think clearly, trying to internalize and accept the news. To her, the news reached home and hurt her, so the immediate reaction was her weeping, without regard to who would be watching or what worries would there be about her. Her feelings later show the other side of

How parental depression impact on thier teeenage children between the Dissertation

How parental depression impact on thier teeenage children between the ages of 15-19 years - Dissertation Example Living with someone who has a disease that changes their perception of reality can exhaust a family, leaving the development of children, particularly in their teen years, without a stable foundation. With a disease that is defined by its condition as a mental disease, a child may have to deal with additional feelings of guilt and shame, their lives becoming about the secret of mother or father’s illness. This study was conducted using relevant literature, both primary resources and secondary literature in order to frame the conclusion to the questions posed by the work. Through a qualitative approach, the relevant literature is examined for the experience that has been present in the human condition concerning the incidence of mental illness. Through understanding this experience, the researcher can come to conclusions based upon an understanding of the concept that stretches beyond that which can be quantified. Chapter One Introduction As a child, the development of curiosit y for this condition in parents came from exposure to a friend whose mother suffered from deep bouts of depression. Knowing this girl from the age of eight through high school made a deep impression about the concept of the disease that her mother seemed to suffer from through long torturous months of unpredictable days for this child. The girl, who may or may not have been similarly afflicted, displayed a series of behaviours that were curious and encouraged a need to find an understanding for what she was going through at the time. She horded large amounts of food in her locker at school, always afraid she would go home and have nothing to eat. She gained large amounts of weight, only to lose the same until she was thin as bone. She also began to cut herself when she was sixteen, a secret that was never revealed to any adult. The level of secrecy that her life held and the ways in which she expressed her own anxiety created a high level of curiosity about how much her motherâ€⠄¢s mental disease was affecting her life in comparison to any disease that she might have had on her own. The actions that were in rebellion to her own situation, hording food until it sat in piles of mold in her locker, in comparison to her acts of cutting her skin always created wonder at her own levels of depression, whether from an inherited condition, or from her exposure to behaviours of depression as they were exhibited by her mother. In this qualitative study, the research will be gathered through an investigation of secondary research and primary resource literature in order to understand the historical understanding of depression and the stigma that the disease has developed within society. While society tends to have a compassion for those who are afflicted with depression, there is still a pervasive opinion that it is merely a sadness, a disease that could be controlled if the afflicted would just try harder to not be afflicted. This creates a stigma that proposes that secrecy and silence rule within a family where one of the parents suffers

Formal Reports Assignment Example | Topics and Well Written Essays - 1250 words

Formal Reports - Assignment Example Encl. Report on Impact of RFID technology 2012 Annual Report Prepared by Ron Moser RFID strategy leader Report Distributed July 19, 2013 Prepared for The Board of Directors Wal-Mart Abstract RFID technology has so far been advantageous for the company in relation to inventory management and supply chain management. Since implementation of this technology required high investment, therefore in initial years the returns were below expectations, but in long run it can prove to be profitable because through improved inventory management it can enhance sales thus leading to higher revenues for the company. RFID can ensure that goods are always available on the shelves thus catering to customers becomes easy and customer satisfaction which has always been the motto of Wal-Mart becomes ensured. Also, inventory visibility is another advantage of RFID which keeps tracks of the whereabouts of items whether in backroom or shelves. This requires less use of manual orders and workers can devote m ore time to customers. RFID has also reduced inaccuracy in inventory record. TABLE OF CONTENTS Abstract †¦..................................†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦. 3 Introduction †¦..................................†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. ... .................................8 Impact on sales values ..................................................................................9 Impact on the profit structure ......................................................................10 Conclusion and recommendations †¦........†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦... †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦11 References ...............................................................................................................12 Introduction The main area of Wal-Mart that is benefitted by RFID is the improvement of supply chain management. RFID can be extremely beneficial for retailers and production aspect of the supply chain. RFID is an electronic substitue of barcodes. In combination with mobile computing and online technologies, RFID can help the company to efficiently manage and upkeep its stocks. This technology can eliminate manual labour for identification of products and their storage. I t helps the company to manage its stocks and assets from anywhere in the world and helps management to make appropriate decisions (Bhatta, 1-2). The reason of this paper is to see the benefits of RFID on Wal-Mart, to see how its product functions have changed for the better after implementation of this technology. RFID helps in keeping accurate track of stocks thus leading to positive replacement of stocks, and can bring improvement in gross margins and unit volumes. Impact of RFID technology Principle advantages of RFID technology It was in 2005 that Wal-Mart implemented RFID for the first time in its supply chain in order to improve efficiency, reduce costs, and enhance satisfaction level of consumers (Chen, 13). These are the standard goals for which RFID is used in supply chain management industry. There are numerous benefits of RFID. It has

Wireless Networking (WLAN) Essay Example | Topics and Well Written Essays - 2000 words

Wireless Networking (WLAN) - Essay Example Using these devices users can access shared information conveniently without having to plug in and connect to other devices physically. The transmission of data between devices in the network takes place by the simple process of modulation with radio frequencies acting as carriers of the information being transmitted. The RF is modulated according to the information signal and carried to the receiving end. At the receiving end the exact information is extracted from the modulated signal by the process of demodulation. A number of signals can be transmitted through air at the same time provided that their frequencies have a considerable gap between them. In other words the frequency of operation should be different and they will not interfere. There are one or more devices known as ‘access points’ through which the wireless devices communicate. An access point (AP) is a simple transmitter/receiver or ‘Transceiver’. A wireless network interface card (NIC) is required to access a wireless network which is available in various forms. Nowadays devices are available with built in NIC’s. But they can also be installed separately latter. These NIC’s also require necessary software drivers to be installed for their functioning. Narrowband WLAN’s keep the bandwidth of the radio frequency signal as narrower as possible, in order to just pass the information. Although the distance between the devices is reasonable but the speeds achieved are not as good as required by the corporate users. A general problem that could arise in WLAN’s is the interference, which can be overcome by allotting different frequencies to different individuals. In this case since the bandwidth is narrow, interference can very well be avoided. These WLAN’s use wideband RF. The use of wideband signal helps in attaining greater speeds. The most popular WLAN being used is 802.11b attaining a speed of about 11 Mbps. With the advancement of technology the speeds

Google's Organisation Culture, Power and Control Essay

Google's Organisation Culture, Power and Control - Essay Example The organisational culture and its characteristics have been discussed in details in this study. How the management of Google has been able to impart power and control over its employees through its organisational culture has also been discussed. The effects of the Google’s culture on its success and profitability have been studied. This study makes a critical analysis of the Google’s culture, and the negative impacts of this culture have also been discussed in this study. Organisational Culture at Google Google Inc. – An Overview Google Inc. is a US based company headquartered at Mountain View, California. It was founded in the year 1998 by Larry Page and Sergey Brin. They were students at Stanford University then. Google is specialised in online advertising and internet searching. It became a public company in 2004. The mission statement of Google is: â€Å"Google’s mission is to organize the world’s information and make it universally accessible and useful† (Google, 2012). Google’s Informal Culture Google is well known for its unconventional, informal, and distinct organisational culture. ... This results in Google trying to create an organisational culture which is innovative in nature so as to provide motivational incentives for its employees to achieve the goals and objectives of the company (Hierling, 2008, p.9). For Google’s employees, money is not as important as their passion to work for the company. Everyone enjoys and feels happy about working for Google. The employees of Google do not have to follow a dress code. It is observed that the employees move around the office on skateboards. The office space is decorated with bicycles and exercise balls. Comfortable furnishings are provided for the workers, and they work in small groups in the office. Even dogs are allowed to accompany the employees in the office. The Google’s workers enjoy their meals together at the cafeteria, where all varieties of foods are provided to them free of charge. Other refreshments in between meals are also available for the employees (You Tube, 2007). Therefore, this cultur e followed at Google also contributes to employee satisfaction. According to the needs and requirements of the company, the roles and responsibilities of the employees also change from time to time. Much of the organisational culture followed in Google is attributed to the thinking and philosophy of its co-founders, Larry Page and Sergey Brin (Jones, & Mathew, 2008, p.194). The thought power of the Google’s employees is given the highest priority. They are actually paid to experiment and create innovative ideas. They are also encouraged to take risks, even if the risk does not pay off. Such work environment is created inside Google that the mistakes made by its employees are considered to be learning tools used to

European business Essay Example | Topics and Well Written Essays - 2500 words

European business - Essay Example The term is used for defining the concept of a single federation of states. Fiscal federalism means a more centralized economic order within the new European Economic Community. The European Community progress towards an economic and monetary union based on a common currency will create new demands for the design of fiscal policy. With a common currency and thus, a common monetary policy, member states will no longer be able to influence their local economies through exchange rate or monetary policies when state specific economic shocks occur. (Inman & Rubinfeld 1992, p.1-2) The economic situation in one province does not imply a sectarian policy to take any action or decision regarding exchange rate, interest rates and tax basis. The classical concept of federalism refers not only to an indestructible union of indestructible states but is also the method of dividing powers so that the general and regional governments are each, within a sphere, coordinate and independent. A major rea son for the existence of relatively centralized fiscal systems in developing and transitional countries is the adoption of planned development strategy. (Ahmad & Brosio 2008, p.225) A respected journalist argues that the expanding European Union is becoming a second, and potentially superior, superpower to the United States, and outlines what the new Union will mean to world trade, politics, and power (Reid, 2005). Fiscal federalism involves the handling of fiscal and monetary policy tools by a centralized body. It prevents regional financial inequalities by providing a balanced level of support to all the sectors. It is also criticized in terms of sharing prosperity and crisis. If one of the sectors is making huge revenues and they are effortlessly shared by others because of being members of a union is unjustified. Therefore detailed policy orientations are to be prepared for managing such systems is highly essential. Members of the European Community signed a treaty in 1992 and i t is called Treaty of Maastricht. It is more commonly known as treaty of Europe. This same treaty was the origin of a common currency in Europe called euro. Once the treaty was signed many amendments were made as the need for more detailed orientations rises. The 1992, French Referendum on the Maastricht Treaty, The Treaty on European Union was signed at the Dutch town of Maastricht by the foreign ministers of the twelve European Community members on February 7, 1992 (LeDuch 2003, p.83). The Maastricht Treaty established three so-called pillars of EU: the first being the pillar of Community; the second pillar relating to foreign and security policy; and the third pillar on justice and home affairs (Obokata 2006, p.87). Exploring the politics of European integration, Michael Baun argues that the end of the Cold War and German unification have created a new set of geopolitical realities in Europe (Baun 1996, p.2). European Union is an example of free trade unions like Mercosur, NAFTA, SAFTA and others. It is different to the extent that it has reduced national boundaries to a large extent as compared to other free trade zones. Member countries have wide range of agreements in terms of business, transportation, import and export, tourism, agriculture and so on. The strongest part is the common currency i.e. euro being operational in all member countries. The Treaty of Lisbon or

Google's Organisation Culture, Power and Control Essay

Google's Organisation Culture, Power and Control - Essay Example The organisational culture and its characteristics have been discussed in details in this study. How the management of Google has been able to impart power and control over its employees through its organisational culture has also been discussed. The effects of the Google’s culture on its success and profitability have been studied. This study makes a critical analysis of the Google’s culture, and the negative impacts of this culture have also been discussed in this study. Organisational Culture at Google Google Inc. – An Overview Google Inc. is a US based company headquartered at Mountain View, California. It was founded in the year 1998 by Larry Page and Sergey Brin. They were students at Stanford University then. Google is specialised in online advertising and internet searching. It became a public company in 2004. The mission statement of Google is: â€Å"Google’s mission is to organize the world’s information and make it universally accessible and useful† (Google, 2012). Google’s Informal Culture Google is well known for its unconventional, informal, and distinct organisational culture. ... This results in Google trying to create an organisational culture which is innovative in nature so as to provide motivational incentives for its employees to achieve the goals and objectives of the company (Hierling, 2008, p.9). For Google’s employees, money is not as important as their passion to work for the company. Everyone enjoys and feels happy about working for Google. The employees of Google do not have to follow a dress code. It is observed that the employees move around the office on skateboards. The office space is decorated with bicycles and exercise balls. Comfortable furnishings are provided for the workers, and they work in small groups in the office. Even dogs are allowed to accompany the employees in the office. The Google’s workers enjoy their meals together at the cafeteria, where all varieties of foods are provided to them free of charge. Other refreshments in between meals are also available for the employees (You Tube, 2007). Therefore, this cultur e followed at Google also contributes to employee satisfaction. According to the needs and requirements of the company, the roles and responsibilities of the employees also change from time to time. Much of the organisational culture followed in Google is attributed to the thinking and philosophy of its co-founders, Larry Page and Sergey Brin (Jones, & Mathew, 2008, p.194). The thought power of the Google’s employees is given the highest priority. They are actually paid to experiment and create innovative ideas. They are also encouraged to take risks, even if the risk does not pay off. Such work environment is created inside Google that the mistakes made by its employees are considered to be learning tools used to

Obesity in America Essay Example | Topics and Well Written Essays - 500 words

Obesity in America - Essay Example â€Å"Two out of every three adults are either overweight or obese.† (Obesity in America) Two out of three adults, this is spreading at a very alarming pace and something concrete should be done about this. We put on weight when we consume more calories than we burn, eating anything and everything is fine as long as we are able to burn it but the problem starts when one begins to put on weight, the desire to flex muscles drastically reduce when one starts putting on weight, the person’s stamina takes a toll and he starts feeling lazy, this is just the tip of the iceberg. There are a plethora of problems which come with obesity; the biggest of them all is overspending. Obese people are prone to spending; they indulge in unwanted fantasies which are both expensive and unhealthy. For instance, a person who loves eating chocolate cakes would never get enough of it and would definitely eat as many as plausible even after knowing the fact that he is obese, this is where self-control comes into play but obese people have no self control which is why they turn obese. Some people may have genetic problem and may be excluded but most others have very little or no self control overall. â€Å"If Americans have such a large problem with their weight, why don’t they do something about it? They are trying. There is much money being spent on obesity in America. Market research firm, Market data, found that Americans spent 59 billion dollars on weight loss in 2008. All of that money spent and only 2 percent of the people who actually lose weight will be able to keep the weight off longer than 5 years.† (Weight Loss Attempts) Weight loss pills are nothing but eyewash, the biggest problem is not being able to stay fit, running thirty minutes a day is more than good enough to be fit. There is another problem, some obese people do get lucky, they shed a little bit of weight by

Solution Exercise Essay Example for Free

Solution Exercise Essay AM by submitting on blackboard Guideline This homework is an â€Å"individual† data mining experiment. Plagiary is definitely not allowed. If any classmate or other person helps you on doing this homework, you need to specify who and which portion you got help from. You credit will be given to the helper (it is fair, right). The helper should also mention who get your assistant on this homework. Zero point will be given if your homework is found to be the same with others without any mention. You are required to use computer language (C, C++, or Java) or computer software (matlab or Weka) to do the data mining experiment and analysis. Other software or language is allowed based on the approval of the instructor. You need to specify which software or program you are using for this homework. If you use other person’s program or any program downloaded from internet, you need to address where you get it, and who is the author. If you decide to write your own program, please submit your source code. Extra credit will be given if you write your own program on any portion of this homework. No matter which kind of method you choose for this homework, you need to be careful on adjusting the parameter, if there is. Please do an experiment on how to obtain the better parameters and write down you analysis on this homework. You need to submit your homework written by MS Word through blackboard system. The homework should not longer than 10-page limit (source code should put in the appendix). No late homework is allowed! I. Congressional Voting Records (50%) http://archive.ics.uci.edu/ml/datasets/Congressional+Voting+Records Go to the UCI Machine Learning Repository to download the â€Å"Congressional Voting Records Data Set† or download house-votes-84.csv file from blackboard. Then, chose at least two different classification methods (decision tree, rule-based, Bayesian, ANN, SVM, Ensemble) to predict party affiliation (democrat or republican). You can use any kind of statistical software (such as mintab) or Excel to show the data exploration. Please PLOT it! How do you handle the missing values? The reasons of choosing classification methods Classification method implementation or software usage Specify how you do the experiment? Which software package you are using? Or, you write your own program? Also, you need to specify all the parameters you are using for the chosen methods, and explain how you make the adjustment. Result of 10-fold cross validation for each method Show your best result! Model comparison II. Wisconsin Diagnostic Breast Cancer (WDBC) (50%) http://archive.ics.uci.edu/ml/datasets/Breast+Cancer+Wisconsin+(Diagnostic) Go to the UCI Machine Learning Repository to download â€Å"Wisconsin Diagnostic Breast Cancer (WDBC)† dataset or download wdbc-data.csv file from blackboard. Please make sure you download wdbc.data not wpbc.data. Then, chose at least two different classification methods (decision tree, rule-based, Bayesian, ANN, SVM, Ensemble) to predict diagnostic result (malignant or benign). You homework should contains following sections. 1. Data exploration You can use any kind of statistical software (such as mintab) or Excel to show the data exploration. Please PLOT it! 2. The reasons of choosing classification methods 3. Apply one dimension reduction technique on the dataset 4. Classification method implementation or software usage Specify how you do the experiment? Which software package you are using? Or, you write your own program? Also, you need to specify all the parameters you are using for the chosen methods, and explain how you make the adjustment. 5. Result of 10-fold cross validation for each method Show your best result! 6. Model Comparison III. Extra credit (20%) Review some classification papers (at least one paper for each dataset) which use these two dataset for their experiment. Compare your result with them. Summarize what you found.

Sons and Lovers Essay -- essays research papers

In the novel, Sons and Lovers, by D.H. Lawrence, the protagonist, Paul Morel, represented the epitome of the phrase â€Å"mama’s boy.† Mrs. Morel was very demanding, and smothered Paul to the point where he felt it was wrong to love anyone else but her. Paul’s disturbing infatuation with his mother became an obstacle in what could have blossomed into successful relationships with two very important women in his life, Miriam and Clara. In Chapter 7, Paul shows a yearning for some connection beyond what he shares with his mother. In his free time, Paul is a painter, and he still needs his mother to do his best work, as he tells her. But Miriam allows him to take his work to another level. She makes him feel an intensity he has never before experienced. Miriam seems to have a sense of this connection. She was probably Paul’s most suited candidate as his wife. He knew her and her family for years, talked and visited her frequently, and eventually fell for her. He could not love Miriam completely because his mother did not approve of her. The connection between Paul and Miriam may be one reason that Mrs. Morel dislikes Miriam. "She could feel Paul being drawn away by the girl"(168). She seems to view Miriam as direct competition for her son's love and attention. Mrs. Morel felt that Miriam was the type of woman who would suck the soul out of a man. She’s not like an ordinary woman, who can leave me my share of him. She wants to absorb him. She wants to draw him out and absor...

Analysis of Transaction Processing Systems :: Computer Science Technology Essays

Analysis of Transaction Processing Systems It is the processing in which a system respond to a user’s command to carry out some operation to and fro. The request or command is called TRANSACTION, and the system carrying it out is called TRANSACTION PROCESSING SYSTEM e.g cash machines. Transaction processing systems are the systems working at a low level of any organizational structure being operated by data entry operators etc to collect and store data which is needed to be transported then to decisional level of organisations. But it is important to make sure nothing goes wrong at this level of handling data before it is transported to upper level to be manipulated and then making decisions based on information provided. â€Å"There is some support for the propositions that (1) Transaction processing systems should be able to be managed within each work group in an organisation, managed that is with respect to work stations in use and functionality available on those workstations. (2) exhibit very little model behaviour. (3) support a high degree of operator independence or asynchornity.† REFERNCE: http://www.csse.monash.edu.au/~cavram/papers/tp/tr94-02h.html There are 9 types of transaction processing models 1: Batch systems: 2: Monitor systems : 3: Time sharing systems 4: Advanced virtual terminal front end systems 5: Client server systems 6: Electronic mail and forms 7: Database based groupware 8: (IVR) systems 9: (EDI) systems â€Å"Transaction processing systems are information systems which collect data and distribute operational data both within and between organisations. The wide spread use of networks and personal computers (used as terminals) has provided feasible new options for the design of transaction processing systems† b. DECISION SUPPORT SYSTEMS: â€Å"Decision Support Systems (DSS) are a class of computerized information systems that support decision-making activities. DSS are interactive computer-based systems and subsystems intended to help decision makers use communications technologies, data, documents, knowledge and/or models to successfully complete decision process tasks† Reference: http://dssresources.com/ Decision support systems are the computer information application which collects and analyze data and then present it to the decision making people of organisation i.e managers . decision support system as the name suggest help and support managers to make effective ,right and timely decisions. These systems store and process data at a much higher and efficient speed and then represent the information in multiple forms which could be regular text , graphical representation, numerical etc which really enable managers to come up with timely and right decisions. As the decision makers could be different so can be the systems as some work individually while other work in teams there are differences in decision contexts, types, and makers. â€Å"There are certain common traits that decision-making processes tend to exhibit. They typically involve the phases of intelligence, design, and

Evolution Of Human Resource Management Functions

During the early phases of the industrial revolution, employees who worked in mills had to undergo highly rough conditions where they were underpaid and had to work for long hours under really hapless conditions of hygiene. These conditions outraged the employees who worked in such mills and they initiated labour public violences. As a consequence of these public violences the authorities intervened to supply basic protection for labours or employees of such mills. This was done through the debut of statutory ordinances and all mill proprietors were required to follow with these statutory ordinances. As a consequence the mill proprietors were forced to put up a section to look into employee rewards, employee public assistance and to turn to other issues refering labour. This led to the development of Personnel Management. The development of Human Resource Management could be said to hold started with the industrial revolution when mills had established forces sections to look in to rewards and public assistance of employees. It could be said that the Personnel Management attack gave manner to the Human Resource Approach. Forces Administration: Personnel Administration concerns twenty-four hours to twenty-four hours activities and bing jobs of employees. Personnel Administration could be identified as a reactive tool. Scientific Management: Scientific Management suggests there is a particular or a best manner of making things. In Scientific Management human existences were considered as machines, their feelings and attitudes were disregarded. The chief purpose of Scientific Management was merely to maximise the productiveness of the organisation. Human Relations Motion: Human Relations Movement ever anticipated the hereafter unexpected happenings before sing the current issues and believed in synergism. Government Regulations: Government Regulations were put into topographic point so that all employees would at least acquire basic protection from basic signifiers of unjust intervention. There are chiefly four Acts of the Apostless which were put into topographic point for this intent. Equal Pay Act ( 1970 ) – This act prohibits and less favourable intervention between work forces and adult females in footings of wage and conditions of employment. Here, the term wage is interpreted in a wide term and screens countries such as vacations, pension rights and company fillips. Sex Discrimination Act or Gender Discrimination Act ( 1975 ) – This act exists to protect work forces and adult females from favoritism on the evidences of sex. The Sex Discrimination act is chiefly in relation to employment, preparation, instruction, torment, proviso of goods and services and in the disposal of premises. Race Relations Act ( 1976 ) – This act exists to forestall favoritism on the evidences of race. The act besides covers favoritism on the evidences of colour, nationality, ethnicity, proviso of goods and services, instruction and public maps. This act besides established the Commission for Racial Equality. Disability Discrimination Act ( 1995 ) – This act makes it improper to know apart against people in regard of their disablements in relation to employment, the proviso of goods and services, instruction and conveyance. Human Resource Movement: With the Human Resource Movement greater attending was given towards societal duty and societal well being. There was more accent spring to the relationship between employers and employees. Employee thoughts and enterprises were encouraged. Strategic Human Resource Management: In Strategic Human Resource the importance of human resource considerations in long scope strategic planning has been recognized. Under Strategic Human Resource Management non merely one subdivision or section of the organisation would be considered but alternatively the organisation as a whole would be considered.The Personal Management Approach ( Early twentieth Century )The use of Personnel Management Approach was outstanding throughout the early twentieth century even though it remained administrative in nature. The Personnel Management Approach chiefly concerned itself with, Keeping employee records Guaranting conformity with declared policies Execution of maps such as enlisting, preparation and pay disposal Taking public assistance oriented steps such as supplying medical attention and inoculations Trying to increase productiveness through pay additions and preparation, and enforcement of criterions Covering with trade brotherhoods and seeking to work out industrial differences through corporate bargaining and other industrial dealingss attacks Conducting public presentation assessments The Personnel Management Approach tried to convert workers of the concern involvements, and convince direction of workers involvement and besides increase consciousness of concern about societal duty. Personnel Management was largely non involved in the company ‘s scheme and operations aspect.The Traditional Human Resource Approach ( Late twentieth Century )The Traditional Human Resource Approach evolved during the late twentieth century with the development and debut of new theories such as Maslow ‘s hierarchy of demands theory. In the Human Resource Approach the employees of an organisation were considered as valuable resources. Unlike the Personnel Management Approach the Traditional Human Resource Approach was non simply a staff map but it was more and more involved with concern operations. The followers could be identified as the chief differences between the Personnel Management Approach and the Traditional Human Resource Approach. Motivation was given to employees through assorted signifiers such as free vacations, making an active and societal community within the work force besides pecuniary inducements. Training and Development was non merely focused on supplying work related accomplishments but besides focused on altering attitudes and development of basic accomplishments Wage and Salary Administration became more complex with the debut of public presentation related payment strategiesThe Strategic Human Resource Approach ( twenty-first Century )The Strategic Human Resource Approach aligns single ends and aims with corporate ends and aims, and instead than implement regulations or dictate footings, acts as a facilitator and promotes a participative attack. The followers could be identified as the chief differences between the Traditional Human Resource Approach and the Strategic Human Resource Approach. Increased trust on public presentation based short term contracts alternatively of long term employment Direct linkage of compensation to the profitableness of the endeavor and the employee ‘s part towards such profitableness New dimensions for preparation and development map by promoting and easing invention and creativenessHow Personnel Management and Human Resource Management DifferPersonnel Management can be viewed as a tool and it concerns organisational regulations and ordinances and besides ongoing issues. Whereas, Human Resource Management foremost looks in to the long permanent hereafter and analyzes Human Resource needs. Further, Human Resource Management uses an incorporate attack to accomplish those demands with the congruity of corporate aims.Role, Tasks and Activities of a Human Resource PractitionerA Human Resource Practitioner has the chance to assist determine the success of any organisation. There are many functions, undertakings and activities that a Human Resource Practitioner should make such as, Maintain and implement an effectual HR information system and besides pull off the filing system and records for the section. Document and update occupation profiles for all employees. Maintain and reexamine approved manpower program with the relevant stakeholders on a uninterrupted footing as per the identified demands and demands. Develop and implement a Project Employment equity program as title-holder / driver of the map. Ensure timed catching and processing of employment and compensation affairs. Ensure all expirations are processed trepidly in that structured issue interviews are conducted for employees, go forthing and relevant certification completed. Distribute records to and intercede with all relevant sections within the Company. Aid in developing and implementing new and reexamining bing policies and processs. Conduct roll-out Sessionss with staff. Handle all HR / forces related questions and correspondence trepidly and intensify if needed. Ensure orientation and initiation for all new employees on HR related issues are conducted. Implement, support, advise, co-ordinate, proctor and study on Performance Management System. Reporting – compile and distribute studies on HR activities. Maintain leave records and execute leave audits when required. Employee dealingss. Employee health.Role of a Line ManagerLine directors are directors who are responsible for an employee or work group. Many organisation ‘s line directors now carry out activities, which were traditionally within the remit of HR such as supplying coaching and counsel, set abouting public presentation assessments and covering with subject and grudges. In many instances, they besides carry out enlisting and choice in concurrence with HR. First, it is of import for line directors to maintain a positive relationship with their employees, so that the employees will hold higher degree of occupation satisfaction, committedness and trueness, which are associated with higher degrees of public presentation or discretional behaviour. A line director can besides go to to the above-named if he or she does public presentation assessment. In add-on, Line directors besides play a strong portion in structuring people ‘s existent experience of making a occupation. Never the less, it is of import that line directors see through the failings of the work force and usher, train or train them with proper waies where the employees can execute their work in a higher mode. In the function of a line director, they ever involve the employees in communicating, particularly when it comes to taking determinations or work outing a job in the line – this besides known as â€Å" employee battle † . When working as a line director and playing its function, the employees should experience easy and comfy to discourse affairs with their line directors. Therefore, the line directors should be opened to his or hers loyal work force. Last but non the least it is really of import for a line director to acknowledge the part of an employee to his work topographic point.Line Management DutiesTo hold a good working relationship with the people who works under the line directors they will hold to hold some duties that would do it effectual. There are some factors that should be taken in to consideration such as, The Line Manager should do an attempt to construct a relationship with the workers under him that would be productive to the company. When the director builds a good relationship with the workers, the workers will be happy to work and they can hold treatments and derive more thoughts through the workers knowledge every bit good. The squad work with the workers will be really effectual and this will increase the productiveness of the company. The Line Manager should really careful when he conducts the public presentation of the employees since it might impact the employee positively or negatively. The Line Manager must supply more chances to the employees to hold more treatments, more work, and duties of the activities they do in order to acquire them more confident on a regular footing. This will assist the employees know what the marks are and they will be kept remembered. This will assist them remain focussed and work in order to accomplish the mark. The focal point on the public presentation and the work that the employee and director do must be a two manner procedure and both of them should be able to discuses and show their sentiment about the public presentation and what are the factors that affect the concluding result. The Line Manager should put an illustration in a manner that he would be the first one to cite by any employee when a job arises or when a determination must be made. This besides means deriving the regard that is needed by a director must be earned by the Line director. The Line Manager should supply regular updates on information and cognition to the employees in order to maintain them crisp. Some information and cognition can be merely accessed by the director and it is up to the director to guarantee he updates on employees on their employees important countries. The director must do sure he has regular meeting and treatments in order to inform the employees on the development, jobs and besides remind them the ends and aims of the company. So the employees know what is go oning around the company and how they must move to get the better of the issues. The Line Manager must place the employee ‘s strength and failing personally and must be able to do usage of it for the benefit of the company. If an employee has a peculiar strength the director must utilize it to the advantage of the company and if the employee has a failing so the director must assist the employee to get the better of this failing. The Line Manager should appreciate the employees on their good work and every bit good as advice them on the inappropriate work. The director must be able to direct the message straight and do himself clear for the employees. The Line Manager should supply advice and support when it is needed by the employees. The Line Manager should back up the fact that some employees need preparation and he must assist them derive it. To transport out all these duties expeditiously the Line Manager needs to cognize all the employees occupation description and work specification. So when the Line Manager has a clear position on that the lucidity will be when doing determination and every bit good as the Line Manager will cognize the bounds of each employees. So being a Line Manager the directors duties are chiefly holding a good relationship with the employees and understanding their demands and wants and taking them to make the activities that the director requires them to make. Making the employees work in a manner that they are satisfied with their work and allowing them know that the company does care about them in order for them to work with their bosom. Any director must cognize how to acquire to any employee since non all the employees are the same and non everyone will be satisfied with the manner the director treats the employees. Hence, understanding the employee ‘s demands and understanding a manner to derive their regard is really critical.Human resource planningHuman resource planning is the term used to depict how companies guarantee that their staff is the right staff to make the occupations. It is a systematic procedure of fiting the involvement, accomplishments, and endowments of single community members with the l ong term ends and economic chances in the community. This procedure anticipates and maps out the effects of concern scheme on an organisation ‘s human resources. It is reflected in planning of accomplishment and competency demands every bit good as entire head counts. For resourcing schemes to be implemented they must be translated into practical action. The strategic procedure can be organized logically. For these determinations to be taken, information must be obtained, effects gauged, political soundings taken and penchants assessed. A clear Human resource program includes benefits such as: Foregrounding chances for strategic partnership that allow communities and other spouses to portion the benefits, hazards and preparation costs. It provides for little successes that are promoting and actuating for the community members and others that the plan is on path. Making it easy to measure advancement ( particularly client feedback ) and to show funders, spouses, and community members with effectual information about the advancement.The Human Resource Planning ProcessIn order to compartmentalise the Human Resource Planning procedure, it will be broken down under five chief general headers, under which each company will be analyzed against, so that the contrast in how they differ in be aftering procedures can be identifiedEnvironmental AnalysisThe first measure in the human resource planning procedure is to understand the context of human resource direction. Human resource directors should understand both internal and external environments. Datas on external environments includes the followers: the general position of the economic system, industry, engineering and competition ; labour market ordinances and tendencies ; unemployment rate ; skills available ; and the age and sex distribution of the labour force. Internal information required incl ude short- and long-run organisational programs and schemes and the current position of the organisation ‘s human resources. In Standard Chartered, Human Resource Directors have surveyed the environmental sphere and have undertaken activities that enhance their concern public presentation now and for the long-run. They have besides look for ways to guarantee the economic development of the states Standard Chartered Bank operates in, how to hold a positive impact on the environment and society, every bit good as lending to good administration. Human Resources have helped keep an incorporate position of how Standard Chartered does concern – that takes into account economic factors, the environment, community, and good administration. They have identified seven sustainability precedences by confer withing cardinal stakeholders such as authorities, faculty members, socially responsible investors, non-governmental organisations ( NGOs ) and equals. They now deliver on this docket by utilizing the nucleus accomplishments and endowments of their employees ; supplying quality fiscal services ; and leveraging Standard Chartered Bank ‘s geographical footmark and international position to be a ‘force for good ‘ . Standard Chartered Bank ‘s Human Resource Directors have therefore analyzed its environment and have enhanced their labour and employment patterns through corporate bargaining understandings with the Local Unions and focussed interaction with all labour regulative governments and bureaus therefore showing the publicity of the rules of human and labour rights. The Bank besides has a Diversity & A ; Inclusion ( D & A ; I ) Council.Planing the Management SystemA proper concise system is a cri tical necessity and needs to be in topographic point, in order to manage the Human Resource procedure. The overall purpose of this system is to pull off human resources in line with organisational ends. The system is in charge of human resource programs, policies, processs and best patterns. For illustration, the system should track emerging human resource direction tendencies, such as outsourcing certain non-core maps, following flexible work patterns and the increased usage of information engineering, and, if appropriate, implement them. Standard Chartered Bank has signed a seven-year outsourcing contract, deserving US $ 200 million, with Atos Origin for the direction of its informations services substructure in the Asia Pacific part. The understanding covers the bank ‘s informations services in Hong Kong, Singapore and Malaysia. Atos Origin says it will take to present improved public presentation degrees and costs to the bank through the deployment of new engineering and the standardisation of procedures. Commercial Bankss Human Resource system took a different attack and identified a more moneymaking benefit can be made by outsourcing their bing pension strategy. Thus it resulted in the bank engaging Hewitt Outsourcing Services ( India ) Ltd, to change over its bing pension strategy, from a defined benefit program to a defined part program. As a consequence the group post-tax net incomes rose 39.46 per centum to 2.37 billion rupees during the nine month period, compared with the same period last twelvemonth.Analyzing SupplyOrganizations can engage forces from internal and external beginnings. The skill stock lists method is one of the techniques used to maintain path of internal supply. Skill stock lists are manual or computerized systems that keep records of employee experience, instruction and particular accomplishments. A prognosis of the supply of employees projected to fall in the organisation from outside beginnings, given current enlisting activities, is besides necessary. For illustration, Standard Chartered, during the recession, Human Resource analysing the excess in employees, and holding to be cut to co-occur with the new endurance schemes of the company started to take abrasion attack. Attrition is the procedure whereby the bing employees leave their occupations for assorted grounds or gets downsized. Those occupations will be kept vacant or unfilled. Abrasion or hiring freezings or prohibition on employment can be implemented organization-wide or department-wise or job-wise if the Human Resource Manager forecasts a excess work force in the organisation. But if the abrasion rate is uninterrupted and high so it is high clip the concerned governments in the organisation have self-contemplation and take remedial actions. High Attrition is a mark of bad repute for the organisation as a on the job topographic point. Under the analysing supply in footings of Human Resource planning procedure Commercial Bank operates on a different avenue. If future excess is estimated, Commercial Bank has to be after for redisposition, redundancy etc. If excess is estimated in some jobs/department, employees can be redeployed in other jobs/departments where the shortage of employees is estimated. Commercial Bank besides makes programs for preparation or reorientation before redisposition of employees. Redeployment takes topographic point in the signifier of transportations. If the shortage is non estimated in any job/department and excess is estimated for the full organisation, Commercial Bank so, starts audience with the trade brotherhoods and programs for redundancy or retrenchment.Reconciliation and PlanningThe concluding measure in human resource planning is developing action programs based on the gathered informations, analysis and available options. The cardinal issue is that the programs should be acceptab le to both top direction and employees. Plans should be prioritized and their cardinal participants and barriers to success identified. Some of these programs include employee use program, appraisal program, preparation and direction development program and human resource supply program. A good illustration of this would be to travel back to the times where recession hit, and Standard chartered had done extended research on employee use program, and more significantly the retrenchment to maintain them afloat. The HR identified cardinal directors and set into action a redundancy program which was as followed: Standard Chartered redundancy program This program covered type and figure of employees, clip of and topographic point of retrenchment, type of aid to be extended to retrenched employees in the signifier of compensation, aid in acquiring new occupation, precedence in make fulling future vacancies. Redeployment, Redundancy/Retrenchment Plans: 1. Outplacement: Outplacement plans besides intended to supply calling counsel for displaced employees. This plans covers retraining the prospective displaced employees who can be redeployed elsewhere in the organisation, assisting in sketch authorship, interview techniques, occupation searching. 2. Layoffs: Layoffs can be impermanent or lasting. Impermanent layoffs are due to the inanition in concern, machinery breakage, power failure etc. Workers are called back every bit shortly as work sketchs to the normal place. Permanent layoff is due to settlement of the company. Proper human resource planning go forthing the work force at proper degree can assist to cut down this consequence. 3. Leave of Absence without Pay: This technique helps SC to cut the labour cost and the employee to prosecute his ego involvements. This technique besides helps the company to program for extinguishing the unneeded occupation in a phased mode. This construct serves or a productive method to assist employees fix for future alterations. Work Sharing: Some countries of SC offer employees the chance to portion occupations or two employees working one-half clip each. This technique solves the job of retrenchment in the short tally. This is in trend in advanced states but non acceptable to workers brotherhoods particularly within the Asiatic part. Reduced Working Hourss: Under this technique, each worker, works less hours, and receives less wage, so that two occupations are saved. Again this is non prevailing in the Asiatic part and other developing states. Voluntary/ Early Retirement: Another issue is early retirement. SC has taken a page from the Government of India who introduced Voluntary Retirement Scheme under the caption ‘Golden Handshake ‘ in order to work out the job of overstaffing in Public sector. This technique solves the job of inordinate supply of future stock list over the demand for the human resources. In short it is popularly called as VRS.Evaluation of the Recruitment & A ; Selection Procedure of Both Standard Chartered Bank and Commercial Bank.Recruitment: The purpose of the enlisting is to guarantee that the Organization ‘s demand for employees is met by pulling possible employees ( recruits ) in a cost effectual and timely mode. Choice: Employee Selection is the procedure of seting right work forces on right occupation. It is a process of fiting organisational demands with the accomplishments and makings of people. Effective choice can be done merely when there is effectual fiting. By choosing best campaigner for the needed occupation, the organisation will acquire choice public presentation of employees.Standard Chartered BankRecruitment procedure of Standard Chartered BankThe bank ‘s Management Development Scheme takes topographic point in Colombo, where they recruit direction trainees. Never the less, Standard Chartered Bank has provided the chance for those campaigners who are interested in this strategy to use to their local metropoliss. Per twelvemonth about 40 direction associates are been recruited. The purpose of the direction is to enroll alumnuss and station alumnuss with different backgrounds and experiences yet, the best and the brightest endowment in market.Whom do they enroll?Young and g ifted alumnuss or graduate students, who are willing to get down their calling in the fiscal service industry Career-oriented individual Consistent academic performing artist throughout his/her instruction Innovative, ambitious, energetic and concern oriented individualRecruitment standardsStandard Chartered Bank recruits the most gifted persons from the external market to supplement their internal grapevine of endowment. Their Human Resources section provides counsel on the usage of psychometric trials and has robust enlisting standards to guarantee that all campaigners are treated reasonably, every bit and with regard. It has a planetary Graduate Recruitment Program ; where in the part of 150 alumnuss are recruited each twelvemonth on a direction trainee plan across all concerns, maps and states.Analysis for Standard Chartered Banks enlistingHuman Resource Recruitment is defined as any pattern or activity carried on by the organisation with the primary intent of placing and pulling possible employees. The end of an organisational enlisting plan is to guarantee that the organisation has a figure of moderately qualified appliers ( who would happen the occupation acceptable ) to take fr om when a vacancy occurs.Selection Process of Standard Chartered BankEmployee choices at Standard Chartered Bank are based on cognition, accomplishments and endowment. The bank is committed to supply the equal chances to all employees irrespective of gender, race, age, disablement, nationality, cultural beginning or stuff position. Never the less, Standard Chartered Bank besides identifies what alone strengths each single brings, to the functions they carry out and the development of these strengths. Standard Chartered Bank largely uses face-to-face interviews as their choice method. Therefore, when suited appliers are been chosen through the enlisting procedure the bank set assignments for interviews with them. Afterwards, upon reaching, have each interviewee fill out a occupation application signifier and give them a transcript of the place ‘s written occupation description. After interviews are completed, human resource director of Standard Chartered Bank selects two or three campaigners that tantrums for the vacant occupation and hold them come in for a follow-up interview. This is where the direction discuses about wage, benefits etc. Thereafter, the concluding employee choice takes topographic point based upon these second-level interviews and makes an offer to the Human Resource Manager ‘s first pick.Analysis for Standard Charted Banks choiceAny organisation that intends to vie through people must take the uttermost attention with how it chooses organisational members. Personnel choice is the procedure by which companies decide who will or will non be allowed into their organisation. Several generic criterions should be met in any choice procedure, which are dependability, cogency, public-service corporation, and legality. Standard Chartered selects employees based on cognition, accomplishments and endowment. They are committed to supplying equality of chance to all employees, irrespective of gender, race, nationality, age, disablement, cultural beginning, or matrimonial position.Commercial BankRecruitment Process of Commercial BankThe human resources staff at Commercial Bank first makes certain recruitment programs are set based on concern ends and analysing of history. Then looks at the occupation a demand and list the accomplishments, cognition, experience and ability needed. Chiefly the enlisting activities of the bank are carried out at least four times per twelvemonth. Shown below are some figures, which have been taken from a past twelvemonth. Five employees retired under normal retirements. Fifteen resigned under voluntary retirement. Four resigned Four dismissed. Three expired during the period under position. Commercial Bank has besides come up with new enlisting chances due to the enlargement of the bank. Therefore, to make full these vacancies Commercial Bank follows the internal and external enlisting methods. Whereas, it should be noted that when there is a vacancy the bank first attempts to make full the infinite with an bing employee by following the internal enlisting method. If the demands can non be met by the internal method so they move into the external enlisting. In add-on, it is clear that the bank follows both ways to choose the best campaigner.The internal processThis method is used to make full a vacancy of Commercial Bank, utilizing an bing employee with the right demands and makings. Therefore, if there is any vacancy the direction of the bank will publicize it in the internal newssheet, which is handed over to all the employees doing more infinite for chances. Within one hebdomad ‘s clip if the bank finds a suited individual from the company itself to make full t he vacant place, most likely they are given the occupation. Commercial Bank faces many advantages due to the internal enlisting method. They are as show below, Cost effectiveness – the bank should put money upon enlisting, choice and preparation & A ; development when picking an employee externally. This can cut off by the internal method of enlisting. Gives more motive to all the employees and leads to publicities. Increase committedness to the company by the employees.The external processCommercial Bank depends on external labour market, when they do non happen bing employees who has the required cognition, experience or accomplishments for the vacant chance. The human resource section of the bank will be informed by the direction of the several sections, which has occupation vacancies and will be provided with the description of the occupation and other information. The occupation description contains the undermentioned information, Job rubric Title of immediate supervisors ‘ occupation Purpose of the occupation Number of subsidiaries Duties of the occupation Limits of authorization Career of the occupation Ad is a important measure when it comes to enrolling and pulling the best campaigners. By placing the societal and rational accomplishments, the Human Resource section will fix the advertizements. When it comes to publicizing vacancies Commercial Bank chiefly uses the newspaper advertisement method and their web site. Commercial Bank uses the undermentioned rules for effectual advertisement, Explains the inside informations about the company Advertises under the company name Provides sufficient inside informations about the vacant place Points out personal demands States the chief footings and conditions of employment States whom the application should be directed After the applications are been handed out, the human resource section will split the applications as required into relevant classs. Thereafter, the divided application signifiers will be given to the relevant sections with the vacancies. The recruitment process takes rather a long clip since the human resource section has entangle in a burden of work and should set a batch of attempt.Summary of the enlisting procedure of Commercial BankThe human resource section receives request for enlisting of employees from several sections of the bank Job analysis The human resource director gathers information. The enlisting method ( internal or external ) is been decided by the direction A list is prepared with the needed makings, accomplishments and cognition Preparation of occupation notices Roll uping the received applications Reducing and picking the appropriate campaignersEvaluation of external & A ; internal methods of enlistingBoth the organisations that have been discussed above utilizations both internal and external enlisting methods. Yet, it should be noticed that for an organisation it is more cost effectual to utilize the internal method. It is clear that a company has to set aside a certain sum when it comes to the procedures of enrolling choosing and developing & A ; development. Therefore, if the company can happen an bing employee with the right demands to make full up a vacancy, the cost will be less as for the above procedures would non hold to be practiced. However, the internal method can besides keep a disadvantage. By enrolling, a campaigner externally may convey more cognition, accomplishments and diverseness to the organisation. In certain cases, the internal method would non be eligible to make so. Therefore, by external enlisting the organisation will be able to happen the best campaigners for the vacant occupation than from the internal method. Hereby, it is clear that both internal and external methods are valuable for an organisation in the enlisting procedure.Selection Process of Commercial BankCommercial Banks direction explores both internal and external beginnings for replacing demands. Internal enlisting is where the bank is supplied with the work force within the company itself. This can be an action of either reassigning or publicity. There are many unvarying ways Commercial Bank uses their internal enlisting method. Mostly the bank uses the stock lists, which is besides known as a computerized database that is containe d with the basic information of all the employees. The stock list carries the information about each employee ‘s accomplishments, cognition, public presentation and other relevant features. Commercial Banks choice procedure is an effort to happen the qualified and best campaigners for vacant occupations in the organisation. Therefore, one time the enlisting procedure is taken topographic point the direction of the bank finds the best fitting people to make full the available infinites through the choice procedure. For this, several different methods such as choice trials, preliminary showings and comprehensive interviews are held at Commercial Bank.Choice TechniquesChoice can be defined as the procedure of taking the most suited campaigners from those who apply for the occupation or the pool of appliers. For this intent, organisations use assorted choice techniques such as, Interviews Presentations Psychometric Trials Aptitude Trials Psychological Trials The dependability of these choice techniques depends on the extent or the grade to which the choice technique measures the same point systematically. It should be noted that these choice techniques can either be written or in the signifier of interviews. However, in all state of affairss, for the rating to be accurate and to choose the best campaigner same inquiries should be put frontward. Further, the cogency of information gathered about the campaigners through assorted choice techniques would depend on certain factors. These factors are, The relationship between the choice technique and the appropriate standard What the choice technique steps and the quality of the technique The choice technique must be relevant to the occupationInterviewsAn interview could be defined as ; a choice process designed to foretell the future occupation public presentation on the footing of appliers ‘ unwritten response to unwritten enquiries. These interviews could be either conducted by an single individual or a panel. Interviews can be categorized based on their construction or the degree of standardisation, i.e. Unstructured, Semi – Structured and Structured. Unstructured Interviews: Unstructured interviews involve a process where different inquiries would be asked from different appliers. They are unplanned, non – directed, uncontrolled and flexible. Open ended inquiries would be asked in such interviews. Semi – Structured Interviews: Semi – Structured Interviews are normally pre – scheduled, have some degree of flexibleness and the major countries which are analyzed would be controlled. Structured Interviews: Structured Interviews are besides known as Guided Interviews. They are pre – planned, standardized and pre – formatted. There is no flexibleness in such interviews. The inquiries asked would non be unfastened ended inquiries. Beyond this there are four types of common choice interviews which are used for the choice procedure. These interviews are, Situation Interviews: Situational Interviews would analyse the conjectural public presentation of a campaigner. This would be done through state of affairs oriented oppugning based on the occupation. These interviews would be conducted by specialised people. Job Related Interviews: Job Related Interviews are normally conducted by Human Resource Managers. In this type of interview the interviewee ‘s behaviour during old occupations would be analyzed. Psychological Interviews: Psychological Interviews exist to buttockss personality traits of interviewees. Competency Interviews: Competence Interviews are an enlargement of Psychological Interviews. These interviews analyze the competences of an interviewee. Competences such as interpersonal accomplishments, leading and other such countries would be analyzed.Advantages and Disadvantages of InterviewsPresentationsPresentations could be used for the choice procedure depending on the manner how presentations will associate to the occupation description and the normal on the job patterns expected of the station. In presentations it would be really of import to hold decided standards against which each campaigner will be marked. This standard may include points which would be assessed at an interview excessively, for illustration through a presentation the campaigners communication accomplishments could be assessed where as this could be done through an interview every bit good. Besides, the campaigner ‘s ability to nowadayss facts to an audience could be assessed utilizing a presentati on but this could be done at an interview through the use of a panel of interviewers as good. However, a presentation could be used to analyse how a campaigner would be able to show his thoughts to a wider audience than which will be present at an interview. Presentations could besides be utile to understand how rapidly a campaigner will be able to understand and construe a subject given to him. Beyond this, presentation could be a really good method to mensurate the degree of ego assurance a campaigner has. Since presentations would by and large devour a batch of clip it could be said to be a major disadvantage of presentations and besides since a presentation would be sing a peculiar given subject it will be given to restrict the countries in which an person ‘s cognition could be analyzed. Whereas, interviews would be less clip consuming and a broad country of the campaigner ‘s cognition could be analyzed through unwritten inquiring. Further, unlike interviews, since presentations could be used merely for a occupation which would necessitate presentations skills this would non be a really suited method for the choice procedure.Psychometric TrialsPsychometric Trials would supply information sing how a campaigner would act towards his directors, equals and subsidiaries ; fundamentally relationship edifice accomplishments. These trials would lend about 10 % towards the concluding determination and would normally necessitate confirmation from the campaigner itself. This could b e considered as a disadvantage as certain information could be forged. Further, for these trials to be carried out decently trained assessors are required. By sing the degree of part towards the concluding determination it is clear that this type of trial entirely would non be sufficient for the choice procedure and therefore this would hold to be used in combination with some other choice techniques such as interviews. Hence it is possible to get at the decision that interviews could be more dependable than such trials and is a better choice technique with regard to psychometric trials.Other TrialsThere are assorted trials which could be used to asses a campaigner ‘s capableness when information gathered through interviews and Curriculum Vitae go less dependable. However, one major drawback of such trials is that these trials do non supply any information sing the personality of the campaigner or sing his communicating accomplishments and besides these trials would merely men surate facets such as cognition. Based on the above information it was possible to get at the decision that from among the above mentioned choice techniques, interviews would be the most appropriate method of choice for many state of affairss. This could be said on the footing that interviews cover up a wider scope of facets of a campaigner such as the cognition, communicating accomplishments, attitude, personality and etc. when compared to other methods. Further, unlike other techniques of choice such as psychometric trials, interviews could be used entirely without utilizing a combination of choice techniques. Therefore, interviews could be identified as one of the most suited choice techniques. However, it could be recommended that if in deepness information is required sing some peculiar country of a campaigner a combination of choice techniques could be used.Job EvaluationJob Evaluation could be defined as the procedure which is used to measure the comparative worth of different occupations on the footing of a consistent set of occupations and personal factors such as makings and accomplishments. The aim of Job Evaluation is to find the wage for a occupation in comparing to other occupations. There are chiefly three methods which are used for the Job Evaluation procedure. These methods are, Job Ranking – This method is one of the simplest methods which are used to measure a occupation. Jobs are compared to each other based on the overall worth of the occupation to the organisation. This is normally decided on accomplishment, attempt, duty and working conditions. Job Classification – Jobs are classified into an bing grade/category construction or hierarchy. Each degree in the grade/category construction has a description and associated occupation rubrics. Each occupation is assigned to the grade/category supplying the closest lucifer to the occupation. The categorization of a place is decided by comparing the whole occupation with the appropriate occupation rating criterion. Factor Comparison – A set of paying factors are identified to find the worth of the occupation. These factors could be accomplishments, duty, attempt and on the job conditions. The weight of the factors to the occupation will make up one's mind the wage. However, even though there are assorted methods for Job Evaluation, such as those mentioned above, harmonizing to research each method is about every bit accurate and dependable as the other in ranking and pricing different occupations. These Job Evaluations form the footing for rewards and salary dialogues.Job Evaluation at Standard Chartered BankA systematic and a scientific method of occupation rating have been followed at Standard chartered Bank. In fact, it has been possible to place that the method of occupation rating which is followed at Standard Chartered Bank is the factor comparing method. Even though this possibly one of the most hard methods of Job Evaluation it could be identified as a consistent and an appreciable method. Under this method of Job Evaluation, alternatively of ranking complete occupations each occupation would be ranked harmonizing to some factor such as accomplishment needed, cognize – how, answerability, etc. Using this method, payment and rewar ds would be decided sing weight – age of the factors required for the occupation. The Bank purposes at engaging specialised people and their recruiting standards are based on their cognition, expertness, past working experience and their exposure to the professional Fieldss. Employee rewards are set in conformity with the aforesaid enlisting standards and most of them are content with what they earn at Standard Chartered Bank Standard Chartered has some rules in measuring the occupation and these are some of their rules in occupation rating. All occupations in the organisation will be evaluated utilizing an in agreement occupation rating strategy. Job rating is concerned with occupations, non people. It is non the individual that is being evaluated. Jobs are assessed as if it were being carried out in a to the full competent and acceptable mode.Job Evaluation at Commercial BankThe demand for a place to be officially evaluated occurs as a consequence of important alterations or growing in the function or to the work required to be performed in a place. Commercial Bank uses the occupation categorization method to measure their employees. In this method, employees would be fundamentally separated in to assorted categories depending on their occupation and wage for that peculiar group would be in a about same scope. Applications for rating may be submitted to the Human Resource Department for this intent. The Job Evaluation application must be based on one or more of the undermentioned standards: Ongoing important alteration ( s ) to the range or map required of the place ; Change ( s ) to the place following a restructure of the immediate organisational country ; Change ( s ) to the place as a consequence of redesign or alteration ( s ) to other occupations that straight affect the maps and/or focal point of the place ; Change ( s ) to the place as a consequence of the restructure of another organisational country that straight affects the map and/or focal point of the place. Applications are non accepted on the footing of general dissatisfaction with the current place categorization or the volume of the work undertaken. The wage of an employee would be distinct base on chiefly the category to which an employee falls. Other than that Commercial Bank considers facets such as the accomplishments, preparation and development, practical working experience in similar Fieldss and besides instruction or cognition in relevant Fieldss. This would assist Commercial Bank to put their employees in a more suited category and besides to make up one's mind on a fairer wage of which the employee would be satisfied. When sing the occupation rating procedure at Commercial Bank it is clear that the bank follows the occupation categorization method. When sing the other three methods of occupation rating this could be classified as the easiest method. Beyond this, it could be seen that the bank follows a more rigorous attack which would non let all employees who think that they have been below the belt compensated to use for a occupation rating. This could be considered a drawback as employees would be given to acquire disgruntled and leave the organisation.