The Nuclear Power Debate Essay Thesis Example For Students

The Nuclear Power Debate Essay Thesis In 1953, nuclear energy was introduced into America as a cheap andefficient energy source, favoured in place of increasingly scarce fossil fuelswhich caused air pollution. Its initial use was welcomed by the general public,as it was hoped to lower the price of electricity, and utilise nuclear power forits potential as a resource, not a weapon. However, as people became aware ofthe long term dangers involved in storing nuclear waste, its use was criticised. Two accidents, at Three Mile Island and Chernobyl, demonstrated to the worldthe enormous risks involved in producing nuclear power. Nuclear power provides 17% of the worlds electricity but coal is themain source, making up 39%. However, fossil fuels such as coal, require greaterquantities to produce the equivalent amount of electricity produced from Uranium. We will write a custom essay on The Nuclear Power Debate Thesis specifically for you for only $16.38 $13.9/page Order now The use of nuclear power opposed to burning fossil fuels has reduced carbondioxide emissions by 2 billion tonnes per year, minimising the global warmingeffect on the atmosphere. Carbon dioxide is responsible for half of man madegases contributing to the Greenhouse Effect, and has sparked action from the UNIntergovernment Panel on Climate Change. Their consensus is a concern for theenvironment in the next century if fossil fuels continue to be used, even atpresent global levels.The Panel claims that for carbon dioxide to bestabilised to safe levels, a 50-80% reduction in all emissions would be required. The United Nations has predicted a world population growth from 5.5billion to 8.5 billion by the year 2025, meaning demand for energy will increase. Nuclear power is the only practical source, in consideration for theenvironment, cost and efficiency. Coal-fired generation of electricity wouldincrease carbon dioxide emissions, and renewable sources such as solar and hydro,are not suitable for large scale power generation. Nuclear power is not without its own implications. The process includesdisposing of radioactive waste, which poses a threat to the environment and theworld if not contained properly and temporarily disposed of with maximumsecurity. In the thesis, Nuclear power: an energy future we cant afford,by Peter Kelly from Hamilton College, he wrote,wed still have to worry about terrorists making bombs out of nuclear waste. Just five pounds of plutonium, a component of nuclear waste, is enough to make anuclear bomb. Such a bomb could topple the World Trade Centre and kill hundredsof thousands of peopleTerrorists may be able to recruit disgruntledscientistsDisposing of nuclear waste is extremely controversial, because it takesthousands of years to decompose, and the radiation remains active. Other than the environmental effects of disposing nuclear waste, thepotential of radioactive fallout from a faulty reactor is a dangerouspossibility, and the events following the accident at Chernobyl demonstrated thelong term destructiveness radiation is capable of.In 1986 at Chernobyl, anunauthorised experiment conducted with the cooling system turned off, lead tothe explosion of one of the reactors. The radioactive fallout spread throughthe atmosphere, reaching into northern Europe and Great Britain. The Sovietsclaim 31 people died directly from the accident, while deaths due to radiationare yet to be determined. Radiation sometimes causes genetic mutations in thechild whose parents were exposed to radiation. A few years ago on thetelevision program 60 Minutes, they presented a story on the after effects ofthe Chernobyl accident. They revealed horrific shots of mutated embryospreserved in jars, the most disturbing, an embryo named Cyclops, because itonly had one eye. While nuclear power is more efficient and environmentally safer in termsof global warming than fossil fuels, it has a destructive potential that cannotbe ignored. Electricity, generated from the nuclear fission of Uranium 235 orPlutonium 239 are both elements which are used in nuclear weapons. Radiationeither from waste or fall out from a reactor explosion can cause detrimentaleffects, both long and short term, to the environment and society. Precautionsmust be taken in security, disposal, and generation of nuclear power and itswaste, in order for it to be a successful resource and temporary alternative. .u7152d03293a4be40a761a5096a0cbc5e , .u7152d03293a4be40a761a5096a0cbc5e .postImageUrl , .u7152d03293a4be40a761a5096a0cbc5e .centered-text-area { min-height: 80px; position: relative; } .u7152d03293a4be40a761a5096a0cbc5e , .u7152d03293a4be40a761a5096a0cbc5e:hover , .u7152d03293a4be40a761a5096a0cbc5e:visited , .u7152d03293a4be40a761a5096a0cbc5e:active { border:0!important; } .u7152d03293a4be40a761a5096a0cbc5e .clearfix:after { content: ""; display: table; clear: both; } .u7152d03293a4be40a761a5096a0cbc5e { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u7152d03293a4be40a761a5096a0cbc5e:active , .u7152d03293a4be40a761a5096a0cbc5e:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u7152d03293a4be40a761a5096a0cbc5e .centered-text-area { width: 100%; position: relative ; } .u7152d03293a4be40a761a5096a0cbc5e .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u7152d03293a4be40a761a5096a0cbc5e .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u7152d03293a4be40a761a5096a0cbc5e .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u7152d03293a4be40a761a5096a0cbc5e:hover .ctaButton { background-color: #34495E!important; } .u7152d03293a4be40a761a5096a0cbc5e .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u7152d03293a4be40a761a5096a0cbc5e .u7152d03293a4be40a761a5096a0cbc5e-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u7152d03293a4be40a761a5096a0cbc5e:after { content: ""; display: block; clear: both; } READ: Child development EssayAt present, renewable energy sources are too expensive and are not suitable forlarge scale power generation. However, advancing technology may improve oncurrent systems, making them more efficient and suitable for major electricitygeneration. Peter Kelly concluded his thesis, nuclear power should be seenas a way to tide us over to an age of conservation and renewables. Barring anunexpected breakthrough in fusion, the age of nuclear power will end in theforeseeable future. BIBLIOGRAPHY1. Microsoft Encarta `95 Microsoft Corporation 1994-952. Nuclear power: an energy future we cant afford Peter Kelly3. World Energy Needs and Nuclear Power Nuclear Issues Briefing Paper 11 UnknownCategory: Science

Leader of a Country Essay Example

Leader of a Country Essay Example Leader of a Country Essay Leader of a Country Essay To lead a big group of people it takes determination, leadership, understanding, patience and imagination. I have been captain of the senior soccer team for four years now and I have learnt a lot. It is very hard to lead a big group and to fulfill all of the necessities, however it only takes patience and a sensitive, yet strong personality to succeed as a leader. When it comes to leading a country, many things have to be taken into consideration. You have to be fair, you have to be a role model and you have to actually keep your promises. If I was the leader of my country, I would find a way to make it easy to be very democratic, I would set an example for all people, from small kids to adults and I for sure would only make promises which I knew I could keep. The Dominican Republic is a small island with many of the common problems which all countries face today. Some are a little more drastic, however the country has its beauties too. Picturing myself as the leader of my country, I would be very democratic. Every person has the right to speak and vote for its own desires. With such a large crowd it will be a challenge but everyone has to be heard, from complaints to positive comments. Setting an example is essential. I care about what others say and as a leader, I can’t lead if I don’t have the respect of the people and I can’t correct them if I’m making mistakes too. Many leaders have had their scandals like John F. Kennedy and others and because of this they loose respect. To set a good example I would remain distant of the people to avoid scandals and to show how noble a leader can be I would make charity donations for the improvement in lifestyle of those in need. All leaders from all over the world make their promises to get elected and do not keep those promises. As leader of my country I know how much these promises mean to the people, therefore I would only make the promises I knew I could keep. Promises like the improvement of homes and provide shelter to those in need, the church would be provided with a fund, I would build schools for the improvement in education and I would build strong connections with other economically successful countries. As leader of my country, having said all the previous, I would be the kind of leader my country and many other countries need. I try to make decisions that benefit as many people as possible. I know I can’t please everyone, but it’s important for the people to get everyone’s input. I would be good at facilitating compromise and consensus. Finally, I would have the final say, but I’d still care if people thought I had made an unfair decision. I would be a democratic leader.

Find a newpaper article on wine industry and draw a link to a Assignment

Find a newpaper article on wine industry and draw a link to a macroecnomic concept - Assignment Example The key concept the article deals with is the demand and supply side of the wine industry. In order to gain an in depth understanding of these two mechanisms, aggregate demand and supply analysis needs to be made. This is necessary because the article highlights that other industries such as tourism and manufacturing have also suffered losses in the recent past. The aggregate demand (AD) is the total amount of goods and services that are demanded by the domestic householders, government, private businesses and the foreign consumers at a certain price level. The aggregate supply (AS) is the real output of an economy at a certain price level. AD and AS will change as price level changes and the mechanism that AD, AS varies at different price level in turn indicated the equilibrium real output and the equilibrium price level of an economy taking into account the equilibrium of product, monetary and labor (employment) markets. The article focuses on the macro-economic and micro-economic factors that are troubling the Australian wine industry. The article explores the reason for Australian company Foster’s parting away with its wine business. First, it highlights the many macro-economic factors such as global economic slowdown and strengthening of Australian currency to be responsible for weak sales figures. But the major argument of the article is that the domestic consumption of Australian wines has decreased. The reason is said to be ‘conservative consumerism’ emerging among the Australians. To highlight this new phenomenon the article mentions the rise in sales of cheaper French wine. The figure below depicts change in Pricing and Aggregate supply with shift in Aggregate demand. In the news article the writer supports the decision of Foster’s to dissociate itself with its wine business. As mentioned earlier, there are many reasons given for this step. The reasons

The requirements of IAS 38 in respect of Research and Development Essay

The requirements of IAS 38 in respect of Research and Development expenditure are theoretically dubious and practically unnec - Essay Example The entity intends to complete the intangible asset and thereafter, use and sell it. The entity has the ability to use or sell the asset. The entity can explain the ways of generating future economic benefits by means of these intangible assets. The entity has adequate financial, technical and other utilities and resources in order to use and sell the intangible asset. The entity can demonstrate its ability to determine and measure the expenditure that can be attributed to the intangible asset during its development (IFRS, 2012). However, in the recent past, the implementation of IAS 38 in respect of research and development expenditure has been under some sort of controversy. Leaders and researchers all around the world have regarded the implementation of IAS 38 in this field as being dubious and practically unnecessary. They believe that research and development expenditures should be treated as an expense and should be recorded in the income statement and its amounts should be dis closed in accordance with the accounts. This idea has formed the basis of research for this study and the following section will involve a critical evaluation of the idea explained above and its feasibility. Evaluation Over the last few years, the fact explains that, the relation between accounting and the extent of investment in activities giving rise to intangible assets has been an area of constant debates. One example of such activity includes the expenditures that arise from a research and development. The general concern that people have shown regarding this particular activity and its link with accounting is the fact that some of the expenditures create economic assets and that the extent of mandated disclosure of these expenditures within the financial statement is limited. IAS 38 requires entities to recognize expenditures on intangible assets, only if they fulfil the abovementioned criteria. The compulsory disclosure of these expenditures within the financial statements is limited. However, authors and leaders have severely discouraged this aspect of IAS 38, as they believe that these expenditures should be treated as proper expenses and should be fully disclosed in the accounting reports. This is primarily because, inappropriate accounting measurement practices characterized by the inadequate disclosure of expenditures arising from research and development activities, may lead to the failure of stock markets in fully reflecting the benefits of the R&D activities in the market value of firm (Dedman et al., 2009). The author also stated that stock markets have sometimes underestimated the value of R&D activities and thus, a proper disclosure of information related to R&D expenditures is of utmost importance. On the contrary, Lev (2008) cites Skinner’s summary which contradicts various theories suggesting the negativities associated with accounting for intangibles. The author quotes that, â€Å"there is no evidence that the accounting or disclo sure treatment of intangibles in and of itself results in systematically lower valuations for these firms† (Lev, 2008, p. 209). However, the author simultaneously highlights the importance of proper disclosure of R&D expenditures in the firm’s income statement. The author explains that, firms that specialize in R&D

Human Resource Essay Example | Topics and Well Written Essays - 3000 words

Human Resource - Essay Example To attract top performance, design the aspects to include where to place the ad of the fallen job vacancy with appetizing job descriptions, design methodologies of referrals, with the help of IT department design an appealing career web page portal and make time line when to give the candidates calls. Schedule and organize interviews to evaluate competency, skills and creating opportunity. In creating effective referrals programmes as the HR manager should use both employee referrals programs and internship models as the recruitment process is an all year event. This will create unlimited referral program in which the employees will assist continually in identifying of the best strong candidates for the job for future and current opportunities. No maximum cap should be placed for referrals submission and to create an effective program, tagging of a referral should be done and in-case hired an incentive fees (LuisR.Gà ³mez-Mejà ­a, 2012). This is an essential component of strategy in the hotel organization in that it helps the management to evaluate if the set out performance meets the business objectives. Performance managements links the behaviour of each individual employee to that of the hotel and with definition of expectation from each of the employees. This will help the hotels to determine the expectations met and those are not meet and take necessary actions which includes training, incentives or even disciplining of individual employees. To achieve this strategic goal a measurements are applied to the hotel goals and the feedback is timely communicated to the employees in the respective departments and the line managers advised to take appropriate actions. The strategic administrative purpose of the system helps the hotel to make use of the information generated on daily basis to aid in decision making in salary, benefits, hiring and in training programs recognition. This mode of management helps in retaining the best

Performance Appraisal: Functions and Implementation

Performance Appraisal: Functions and Implementation Chapter 1: 1.1 Introduction This dissertation project has been undertaken for the fulfilment of the business degree MBA, General Management from the University of East London. The findings of this dissertation will contribute to concerned company and the author to complete the MBA degree. At the beginning, a leading mobile tele-communication organisation in Bangladesh named Banglalink was chosen as the research organisation. In the middle of the study, the management refused to cooperate with providing information. As a result the author had to find and choose a suitable company to collect research information and data to finish the study. Secure Facilities Management Company Ltd. (SFM) was the new company chosen to finish the research. The introduction chapter gives an overall idea about the study. In this part, the background, objectives and research questions and the structure of this dissertation will be discussed. 1.2 Background of the Study The study discusses about the functions and the implementation of performance appraisal in the new era. The concept of ‘Welfare Personnel was developed in the end of the British golden colonial history by the humane concerns of some business families like Cadbury and Rowntree. Then within the next century, the concept had changed and became Personnel Management and later on Human Recourse Management. Now the world has just entered into a new millennium and the concept of human resource management has become a strategic partner for the business organisations. (McKenna Beech, 2008:2 3) Organisations require many things in order to be effective, a method for producing a product or service, financial resources, a way of marketing and human resources. While all of these are important to organisational effectiveness, the only factor that represents a potential competitive advantage is human resources. This is why the concept of human resource management is s important to every organisation.. The basics of managing people are getting people, preparing them, stimulating them motivate them. To manage human resources in any organisation the following questions are to be considered: (Dessler, 2005:4-5) Are the persons hired for the job wrong? Is the organisation able to milk out the best from the employees? What is the most frustrated area of human resource management? Is the rewarding system working properly? The above refers to how people worked in the past, what changes are required in future to make the production system effective, what are the weaknesses of the system and how to improve. These actually refer to the evaluation of employees of job which is called Performance Appraisal. Performance appraisal system is an important function of personnel department in any organisation. The system has a close relationship between organisation goals and individual performance. The performance appraisal system represents a year round exercise of managing individual performance in an integrated manner with a view to enabling employees to perform at their performance standards. (Dessler, 2005:310) With the view of increasing organisational effectiveness through the effective management of human resources, the organisations use different methods of appraising performance of their employees. For this research a small security service company named ‘Secure Facilities Management Company Ltd. (SFM) a private single owner security service company has been chosen. SFM became a successful organisation in the last few years. Their high standard efficient employees are one of the key factors for their success. For that, SFM has been chosen to practice the theoretical knowledge and to get familiar with the existing system of Performance Appraisal of a small private company. 1.2 Research Question In general, most of the organisations have a kind of formal or informal performance appraisal system. Through the performance appraisal system, the employees get to know their performance standards, which area of their performance needs to be developed etc. The supervisor also provides them with feedback, development and incentives to help them eliminating their performance deficiencies. If performance appraisal system is effectively used, it can improve attraction motivation of the employees on the job. If inappropriately used the appraisal process can have disastrous effects (Dessler, 2005:310). Hence the discussion leads to the research questions: What is the level of understanding and compliance of the employees on performance appraisal? What are the reactions of the employees regarding the performance appraisal? What are the constraints of the performance appraisal in practical life? 1.3 Aims and Objectives of the Study The research has been undertaken for the fulfilment of the requirement for completion of MBA, General Management for the year 2008/2009. This is mainly aimed to develop the job expertise in the performance appraisal activities under the guidance of expert faculty member of University of East London. It is really a difficult task to assess consistency, relevance and reliability of the tools and techniques of the system, however and effort is made to have some ideas about the matter. 1.3.1 Aims The study mainly aims at knowing about the awareness, the level of understanding and compliance of the employees of SFM regarding performance appraisal system. The study attempts to analyse the present performance appraisal system and the role of both appraisers and appraises in connection with the implantation of the system in real life situation. 1.3.2 Objectives To be acquainted with and acquire practical knowledge regarding performance appraisal system of an organisation. To relate the theoretical knowledge of performance appraisal with practical implication. To determine the acceptability and reliability of the performance appraisal system in a certain organisation. To assess the constraints/factors which influence the performance appraisal system. 1.4 Scope of the Study Target group includes officers of all level. The working forces those who are working in the head office and also in the other sites. Value Perception of both appraisers and appraises of the organisation under study. 1.5 Limitations of the Study While preparing this report, the following limitations had been faced: At the beginning a renowned mobile Tele-communication company in Bangladesh, Banglalink, was chosen for the study but they refused to deliver any information and cooperation just one and half month before the submission date. As a result, the author had to choose a small security company, Secure Facilities Management Company Ltd. (SFM) to carry on and finish the study within such a short time. SFM has a master plan on performance appraisal, but at present implementing a part of it. As a part of the business strategy, SFM did not provide all information on their performance appraisal procedure. The major limitation of the study was the lack of time for such an intensive work which compelled the author to narrow the scope of the study. All officials were very busy with their own assignments. As a result, they had a little opportunity for giving much time in this regard. Limitation was faced on the volume of the report due to which many relevant and important things will remain unexplored in detail. 1.6 Organisation Profile Introduction to Secure Facilities Management Company Ltd. (SFM): Since its formation SFM has built its reputation by providing security personnel of the highest calibre. This has been achieved by combining sound management with sensible terms and conditions for all staff. SFM strives to ensure that their clients and staff benefit from a focused and well-defined professional approach, the ratio of management to client is kept to no more than one manager per 10 clients. SFM strives to provide the highest standards of efficiency to all its clients, both large and small. SFM understands the importance of first impressions and that their personnel are often the first point of contact for their clients visitors and residents. 1.7 Structure of the Research This structure of this study has the following five chapters: Chapter 1 is the introduction chapter where the background, research question and rationale, objective, company profile and structure of the research are stated. Chapter 2 contains a brief literature review on performance management, history and meaning of the performance appraisal, purposes, functions, types of performance appraisal, MBO, 360 degree appraisal, problems and solutions of performance appraisal and essentials of a good performance appraisal. This chapter will provide a basic understanding about performance appraisal which is related to the research questions. Chapter 3 contains Research Methodology which includes research framework, the design of the research, population and sampling, and questionnaire. Chapter 4 provides Data analysis, statistical analysis and findings of the research. Chapter 5 describes the critical review of the findings. Chapter 6 discusses on recommendation and conclusion of the study and reflection summery. Chapter 2: Literature Review 2.1 Introduction Organisations require consistent levels of high performance from their employees in order to survive in a highly competitive environment. In a view of this, performance appraisal can be a systematic system through which evaluation of an employee is done analyze effectively to determine required performance. It plays a key role in rewarding systems. It is the process of evaluating the performance of employees, sharing information with them and searching for ways to improve their performance. Appraisal is necessary in order to: Allocate resources in a dynamic environment; Motivate and reward employees; Give employees feedback about their work; Maintain fair relationships within groups; Coach and develop employees; and Comply with regulations. It is also a formal opportunity to do what should be done much more frequently in organisations to express appreciation for employee contributions. Companies must administer their employee performance reviews, at all levels, fairly and without discrimination. Since all appraisals can be used against a company in an appraisal employee lawsuit, it is critical that these reviews should be completely accurate. This practice of performance appraisal has been given a variety of titles. The academicians call it performance appraisal, performance review etc. In Government services in Bangladesh, it is known as ACR (Annual Confidential Report). In private organisations, it is often described as merit rating, personnel rating, progress rating, annual performance, etc. Performance appraisal plays a major role in Human Resource Management. The subject is a part of Performance Management. It is necessary to discuss the performance management briefly before proceeding to performance appraisal. Performance Management The primary concern of performance management is the improvement of individual and collective performance. It is a continuous cycle of self-renewing. The aim of performance management is make direct link together individual goals, departmental purpose and organisational objectives. It integrates the major elements of HRM like appraisal and employee development, performance-related pay and reward management, individualism and employee relations. In other way it can be called as day-to-day management activity as it deals with organising works to get the best result. â€Å" a strategic integrated approach to delivering sustained success to organisations by improving the performance of the people who work in them and by developing the capabilities of tams and individual contributors†. Armstrong (2001:467) According to Armstrong (2001:475) the main activities of performance management are Role Definition, The Performance Agreement or Contract, The Performance Development Plan, Managing Performance Throughout the Year and Performance Review. These activities are a continuous cycle. According to Marchington Wilkinson (2004:187), the process of performance management system involves Induction and Socialisation, Reviewing and Appraising Performance, Reinforcing Performance Standards and Counselling and Support. Beardwell and Holden (2001:538) stated â€Å"Performance Management is not simply the appraisal of individual performance: it is an integrated and continuous process that develops, communicates and enables the future direction, core competencies and values of organisation, and helps to create an ‘horizon of understanding†. Performance Management is an effective tool by which the employees work behaviours are aligned with the organisations goals. There is no one way to manage performance. Whatever system is adopted needs to be similar with the culture and the principles of that organisation. However, most system of performance management has several parts: Defining Performance: Carefully defines employee performance so that it supports the organisations strategic goals. Setting of clear goals for the individual employee is a critical component of performance management. Measuring Performance: Measuring performance does not need to be narrowly conceived, but can bring together multiple types of performance measured in various ways. The key is to measure often and use the information for mid-course corrections. Feedback and Coaching: In order to improve performance, the employee needs information (feedback) about their performance, along with the guidance in reaching the next level of results. Without frequent feedback, employees are unlikely to know that behaviour is out of synchronization with relevant goals, or what to do about it. The major aim of performance management is to find ways of continual improvement of levels of both organisational and individual performance and performance appraisal is the perfect weapon for that improvement. The Rise of Performance Appraisal The performance appraisal has a long history which started China in the third century, the reign of Wei Dynasty. It was mainly used for the civil servants, army officers and managers until recently. Now it is very much wide spread all over the world and has become a popular management tool. In the UK most of the private sector organisations has introduced and are practicing performance appraisal during the last decade or two. Some people suggested that the reason behind for its growth is to use the individualised performance-pay system. Some other factors like market competition, managing change, organisation goal, milk out the best from the employees etc. are also important. Now the terminology ‘performance appraisal is changing to ‘personal development review and ‘performance review and development. (Taylor, 2004:247-248) Meaning of Performance Appraisal Performance Appraisal (PA) is a methodical, on the job-review of an employees abilities and accomplishments. Performance appraisal functions as a valuable management assessment tool and a superior employee motivation weapon. It enables us to strike a workable balance between organisations need for qualified and trained personnel and employees need for feedback and motivation. Performance is the contribution and appraisal is the procedure of measuring the contribution. Performance appraisal is an integral part of a system of managing individuals working in an organisation. Performance appraisal is an inevitable inspire of modern technology and all the systems and controls coming into widespread us, people remain the most important factor in all kinds of business, government agencies, charitable organisations and all other organisation. Performance appraisal is a process of bringing together the approaches of performance management like counselling, training, improving performance etc. that helps the managers to exercise them to achieve the goal of the organisation. It is a procedure of rewarding and disciplining the employees to improve the over performance of the organisation. It is the process of evaluating performance or contribution of an employee to the organisation during a specific period of time by his or her supervisor with relation to his or her job requirements. An effective, reliable and valid performance appraisal system recognizes the legitimate desire of employees for progress in their professions. Integration of organisational demands and individual needs through career management is the part of performance appraisal. Therefore, the performance appraisal program is inevitable for measuring the contribution of both â€Å"employees and managerial personnel†. Performance appraisal program is the basis of determining who is profitable to higher position and who is to be rewarded for better contribution to the organisation he or she belongs to. Performance feedback lets employees know how well they have performed in comparison with the standards of the organisation. Performance appraisal program is the administrative and employee development tool, which is the domain of the management not shared by the employees. Opponents of the performance appraisal attack it on a variety of grounds but without appraising performance of the employees career development, organisational development, recently a number of organisations have revamped their appraisal system in a bid to reduce possible negative outcomes. Appraisal, no doubt is a complex issue and it is clear that to be effective, a system must be designed and implemented with great care. â€Å"Performance appraisal means evaluating an employees current and/or past performance relative to his or her performance standards†. (Dessler, 2005:310) Michael Armstrong (2001:486) says â€Å"Performance review discussions enable a perspective to be obtained on past performance as a basis for making plans for the future.† He explains that the five elements of performance management (measurement, feedback, positive reinforcement, exchange of views and agreement on action plans) can be achieved through performance review. In the conclusion it can be said that, performance appraisal is the process by which an employees contribution to the organisation during a specific period of time is assessed. Performance Feedback then lets the employee know how well they have performed in comparison with the standards of the organisation. Who Should Do The Appraisal? By traditionally a managers authority typically has included appraising subordinates performance. The logic behind this tradition seems to be that since managers are held responsible for their employees† performance, it only makes sense that these managers do the evaluating of their performance. The employees immediate boss conducts about 95 percent of all performance appraisals at the lower and middle levels of the organisation. Purposes Purposes of Performance Appraisal: HRD Employees View Performance appraisal or evaluation serves a number of purposes for Human Resources Department and for the development of the employees. Management uses performance appraisal for general human resource decisions. Evaluations provide input into such important decisions, transfers, and terminations. Performance appraisals identify training and development needs. They pinpoint employee skills and competencies that are currently inadequate but for which programs can be developed to remedy. Performance appraisal can be used as a criterion against which selection and development programs are validated. Newly Hired employees who perform poorly can be identified through performance appraisal. Similarly, the effectiveness of training development programs can be determined by assessing how well those employees who have participated do on their performance appraisal. Performance appraisals also fulfil the purpose of providing feedback to employees on how the organisation views their performance. Furthermore performance appraisals are used as the basis for reward allocations. Decisions as to who gets merit pay increases and other rewards are frequently determined by performance appraisal. Purposes of Performance Appraisal: Organisations View Identify the successful less successful aspects of the employee needs organisational goals. Assist decision makers in allocating resources in planning for future. Assist managers in just frying expenditure accounting for those expenditures. Monitor employee activities to detect any change in activities or the quality of services. Serve as a benchmark, i.e. identifying best practice performance, using that performance as a goal, investigating the factors that led up to that performance, then trying to replicate that level of performance. Functions / Uses of Performance Appraisal Multiple uses of Performance Appraisal are: Development uses. Administrative uses/decision makings. Organizational maintenance/objectives. Documentation. Types of Performance Appraisal There are various types of performance appraisal which includes Alternation Ranking Method, Graphic Rating Scale, Management By Objectives (MBO) etc. (Dessler, 2005:315) These are explained below. Alternation Ranking Method It is the oldest simplest of formal systematic rating is to compare one person with all others for the purpose of placing them in a simple rank order of worth. In doing this, the appraiser considers person and performance as an entity; no attempt is made to systematically fractionize what being appraised into component elements. Graphic Rating Scale This method is widely used in merit rating is similar to the techniques in point-evaluation plan. This involves the supervisor to rate employee performance in terms of prescribed traits i.e. quality of work, quantity of work, initiative, dependability, knowledge of work etc. Each trait is defined various degrees of each are prescribed in some way. From traits degrees over-all rating can be obtained. Forced Distribution Choice Another attempt to counteract the tendency of raters to give average ratings or even sometimes to â€Å"twist† a report to bring about a desired result is the forced-choice technique. Here the rater is faced with groups of three of four statements, he must tick the one, which applies most nearly to the employee under assessment. These statements are so devised that it is impossible for the rater to know which will give the most favourable rating. Grading It is a further development to the guideline approach which attempts to provide a frame work of reference by defining a number of levels at which the characteristics is displayed asking Managers to select the definition which most closely describes the individual they are assessing. For example, in rating effective output the Manager in a typical grading scheme is asked to choose between: Outstanding Outstanding output of high quality work Satisfactory Satisfactory level of output effort Fair Completes less than the average amount of effective work Poor Low output poor worker. Critical Incident Method The critical incident method requires every Supervisor to adopt a practice of recording in a note-book of those significant incidents in each employees behaviour that indicate effective or poor behaviour. These are recorded in a specifically-designed notebook that contains characteristics under which the various behaviours can be recorded. Management by Objectives (MBO) Management by Objectives (MBO) is a critical process that often consists of four steps as a way to attain desired performance: Objective setting-joint determination by manager employee of appropriate levels of future performance for the employee, within the context of over-all unit goals resources. These objectives are often set for the next calendar year. Action planning-participative or even independent planning by the employee as to how to reach those objectives. Providing some autonomy to employees is invaluable; they are more likely to use their ingenuity, as well as feel more committed to the plans success. Periodic reviews-joint assessment of progress toward objectives by manager employee performed informally sometimes spontaneously. Annual evaluation-more formal assessment of success in achieving the employees annual objectives coupled with a renewal of the planning cycle. Some MBO systems also use performance appraisal to tie rewards for employees to the level of results attained. MBO had been taken likened to a modem form of scientific management. It is also subject to the same possible criticisms of too great an emphasis on individual job definition together with a management authority structure, the assumption of no conflict between individual organisation goals. MBO should not be applied simply as a pressure device by which management apply increasingly demanding targets which Staffs are expected to achieve. MBO draws attention to the objectives for individual members of the organisation as a whole. MBO is a potentially attractive system. It provides an opportunity for staff of accept greater responsibility to make a higher level or personal contribution. There is much to recommend it to both the organisation individual managers. 360 Degree Appraisal or Evaluation The latest approach to performance appraisal is the use of 360 Degree evaluations. It provides for performance feedback from the full circle of daily contacts that an employee might have, ranging from mailroom personnel to customers to bosses to peers. The number of appraisals can be as few as three or four evaluations or as many as 25; with most organisations collecting five to ten per employees. The appeal of 360-degree appraisals is to fit well into organisations that have introduced teams, employee involvement, and TQM programs. By relaying on feedback from co-workers, customers and subordinates, these organisations are hoping to give every one more accurate reading on employee performance. Appraising Performance: Problems and Solutions Few of the things a manager does which are more risky than appraising subordinates performance. Employees in general tend to be overly optimistic about what their ratings will be, and also know that their raises, career progress, and peace of mind may well hinge of how they are rated. This alone should make it somewhat difficult to rate performance; even more problematic. There are more numerous structural problems that can cause serious doubt on just how fare the whole process is. Some of the main appraisal problems and their solution are explained below. Dealing with the Five Main Rating Scale Appraisal Problems Five main problems can undermine appraisal tools such as graphic rating scales: unclear standards, halo effect, central tendency, leniency or strictness, and bias. Unclear Standards: The problem of unclear standards is illustrated. Although the graphic rating scale seems objective, it would probably result in unfair appraisals because the traits and degrees of merit are open to interpretation. For example, different supervisors would probably define ‘good performance, ‘fair performance, and so on differently. The same is true of traits such as ‘quality of work or ‘creativity. Halo Effect: The halo effect means that the rating of subordinate on one trait (such as ‘gets along with others) biases the way that person is rated on other traits (such as ‘quality of work). This problem often occurs with employees who are especially friendly (or unfriendly) towards the supervisor. For example, an unfriendly employee will often be rated unsatisfactory for all traits rather than just for the trait ‘gets along well with others. Being aware of this problem is a major step toward avoiding it. Supervisory training can also solve the problem. Central Tendency: Many supervisors have a central tendency when filling in rating scales. For example, if the rating scale ranges from 1 to 7, they tend to avoid the highs (6 to 7) and lows (1to 2) and rate most of their people between 3 and 5. In a graphic rating scale, this central tendency could mean that all employees are simply rated ‘average. Such a restriction can distort the evaluations, making them less useful for promotion, salary, or counselling purposes. Ranking the employees instead of using a graphic rating scale can avoid this central tendency problem because all employees must be ranked and thus cannot all be rated average. Leniency or Strictness: Some supervisors tend to rate all their subordinates consistently high (or low), just all some instructors are notoriously high graders and others are not. This strictness/leniency problem is especially serious with graphic rating scales since supervisors arent necessarily required to avoid giving all their employees high (or low) ratings. On the other hand, when the raters rank subordinates, they are forced to distinguish between high and low performances. Thus, strictness/leniency is not a problem with the ranking or forced distribution approach. In fact, if a graphic rating scale must be used, it may be a good idea to assume a distribution of performances-that, say, only about 10% of the people should be rated ‘excellent, 20% ‘good, and so forth. In other words, try to get a spread (unless, of course, the raters are sure all their people really do fall into just one or two categories). Bias: Individual differences among raters in terms of characteristics like age, race, and sex can affect their ratings, often quite apart from each rates actual performance. In one study, for instance, researchers found a systematic tendency to evaluate older rates (over 60 years of age) lower on ‘performance capacity and ‘potential for development then younger employees. The rates race and sex can also affect the persons rating. However, bias is not necessarily consistently against minorities or women, as it seems to be in the case of older workers. In one study, high performing females were often rated significantly higher than were high performing males. An interesting picture of how age can distort evaluations emerges from a study of registered nurses. When the nurses were 30-39 years old, they and their supervisors each rated the nurses performance virtually the same. In the 21-29 category, supervisors actually rated nurses higher than they rated themselves. However, for the 40-61 nurse age categories, the supervisors rated nurses performance lower than the nurses rated their own performance. The conclusion here may be that supervisors are tougher in appraising older subordinates. Specifically, they dont give them as much credit for their success, while attributing any low performance to their lack of ability. A related problem is described in the Diversity Counts feature. An employees previous performance can also affect the evaluation of h

Family Planning Will Prevent Child Abuse :: Prevenintg Child Abuse

Child abuse is one of the biggest problems facing America today. Children whose parents abuse them often turn to a life of crime, or suffer physical or mental scars. In severe cases the child may even die. In Saint Louis a boy was attacked by a pack of dogs, after he had finished playing basketball at the local court. If his mother had reported him missing he may have been found in time to rescue him, instead he bled to death under a tree. (Davis 3A) Of course this is an extreme case of child abuse, and it is often not this severe. The best way to prevent child neglect is to start family planning at an earlier age. It is tough for many people to understand why anyone would abuse a child, but it happens more than people think. Intergenerational transmission of violence is a major cause of child abuse. Children who were abused when they were young are more likely to be abusive when they grow up and have children. (Compton?s 1) Some studies have shown that thirty percent of abused children grow up to be abusive parents. Children who were not abused and grow up to have children are much less likely to be abusive parents, only two to three percent of people will be abusive. (Child Abuse and Neglect 1) People would tend to question why a child who knows how hard it was when they were young would grow up and do this to their child. Children grow up thinking that everything their parents do is right. The problem is when these children are abused they don?t often learn that it is the wrong thing to do, and will be more likely to abuse their children. (Compton?s 1) Stress can be a cause of child abuse as well. Parents who don?t know how to handle stress will often lash out, and become abusive to their children. Stress can be brought on from a variety of places. Common stress factors are unemployment, illness, drug abuse, poor housing, larger than average family size, death, or the presence of a new baby. (Compton?s 1) A large number of cases of child abuse come from families living in poverty, poverty can cause or result of any one of the most common stress factors. (Child Abuse and Neglect 2) When people are under stress they often will lash out at their kids for the littlest incident, if this happens too much they may start to physically abuse their kids.

America is not a better country than it was in the 1950s

There are many people in the United States that claim the country is better today than it has ever been. The country has undergone two centuries of transformation, as people have increasingly gained more and more rights and freedoms, technology has made the lives of all Americans markedly easier, and its citizens have elected its first African-American president only a century after slavery ended. However, despite all this progress, it comes with a significant cost as people are forced to deal with threats like terrorism, unchecked scientific experimentation, and the dissolution of the American nuclear family.It seems that much of the current line of thought in the American public came during the social revolution of the 1960s, when sex, drugs, and rock and roll were used in conjunction with far more important social issues. The social rebellion of the 1960s, along with the unpopular war in Vietnam, gave way to the depressing decade of the 1970s, and the selfishness of the 1980s, whi ch still seem to have the public in its grasp in the quest for empty consumerism. For a look back at a time when America represented the ideals that country was founded upon, one would have to look all the way back to the 1950s.During this decade, America took its place as a respected world leader, family values were still strongly in place, consumerism and technology were used to advance the country and humanity in general, and while there were still threats to the safety and well being of American citizens, there were far fewer threats than each American is forced to deal with today. In evaluating the position of the United States in the world today, it is still a world leader. However, many of the events of recent years have only made the country a target of derision, criticism, and worse, even from its allies.In the 1950s, the world was still reeling from the horrors of the Second World War. America emerged from the turmoil as one of the world’s great superpowers, along w ith the Soviet Union. America was seen as the champions of democracy, responsible for allowing the Allies to win the war and bringing freedom and peace to millions around the world. However, much of this good will and power have been slowly eroded in the decades since, and almost completely removed after the events of the past decade.After the terrorist attacks on September 11, 2001, America had the good will and support of the entire world. However, poor leadership quickly led these same supporters to accuse America of being imperialistic and ignorant. President George W. Bush did little to help dissuade this view, and in fact contributed to America’s decline more than any president since Richard Nixon resigned in disgrace. Though the election of Barack Obama has brought a fair amount of good will back to America, the damage done by Bush is long and lasting.While Christian conservatives supported Bush, his personal beliefs seriously held up scientific discoveries in the way of stem cell research by refusing to support federal funding; he denied social advancements to people fighting for equal rights; he spearheaded a renewed campaign to take away women’s rights; he also was instrumental in creating a new paranoia over immigration, despite being the president of a country made of immigrants; and, the gap between the rich and the poor continued to grow until the country found itself poised on the brink of depression.But, his greatest shortcomings were concerning the war on terror, which needlessly expanded, and his flippant abuse of federal power concerning the privacy of U. S. citizens. For a president that used the word â€Å"freedom† so frequently, he did more than most presidents to take it away from his fellow countrymen. A man who avoided serving in Vietnam, Bush learned none of the lessons and started a war in Iraq that has been compared by many as the Vietnam War of this generation. For someone that touted simple American values and hard work, Bush and his administration did a great deal to hurt America and make it weaker.This is very different than the strong leadership of Dwight D. Eisenhower who used his military experience and knowledge to make sure that America remained strong and vigilant in the postwar world. Additionally, Eisenhower’s presidency also saw the emergence of a modern American system of strong family values that have all but disappeared in recent years. American family values have certainly fallen off since the 1950s, and things like divorce as well as drug use have grown to epidemic numbers.One of the key differences is the fact that couples are no longer staying together, divorce rates have gone through the roof, and the traditional nuclear family no longer seems to exist. According to an analysis of new census figures by The New York Times, married couples, whose numbers have been declining for decades as a proportion of American households, have slipped into a minority in the Uni ted States. The American Community Survey, released in October by the Census Bureau, found that 49. 7 percent, or 55. 2 million, of the nation's 111.1 million households in 2005 were made up of heterosexual married couples — with and without children — just shy of a majority and down from more than 52 percent five years earlier (Hurley). This trend shows that less and less heterosexual couples are choosing to get married, instead preferring to cohabitate and have children without marriage. These figures do not include divorce rates. In the United States, it is widely believed that one in two marriages will end in divorce, though these figures are debatable.This rate has since been revised downward to roughly 43% by the National Center for Health Statistics but was moved back up to around 50% by the Census Bureau in 2002. Most recently, according to the New York Times, it has been revised downward to just over 40% (â€Å"Divorce Rates†). This lower figure could b e due to the fact that less people are getting married, but it cannot be denied that in a society of increasing equality and civil rights, less people are getting and staying married than ever before.This is quite different than the 1950s, when the nuclear family was something that most people aspired to create: â€Å"Nearly all accounts of the 1950s stress the great importance attached to home, family, and children†¦ Indeed, widely read authors and commentators and well-known political leaders in the 1950s all extolled the virtues of a traditional family life. Women’s magazines published a steady stream of articles praising the homemaker and warning women of the perils of trying to combine marriage and childbearing with work outside the home† (Cherlin 35).Today, usually just to make ends meet, parents are often both forced to work, leaving very little room for the simple family activities that were so valued in the 1950s. This leads to a society that is increasin gly more isolated from each other and living with more fear and anxiety than ever before. This has also led to an increase in the amount of drugs that Americans consume, something which was virtually unheard of in the 1950s. The war on drugs was started in the 1980’s helped along by Nancy Reagan’s slogan, â€Å"Say no to drugs.† While this continues to apply to illegal drugs, in the years since Americans have answered with a resounding â€Å"yes† to legalized drugs. This displays how the war on drugs is not really how it sounds and is really a hypocritical creation. Drugs have become a part of the American fabric, and that is no more apparent than the recent explosion of popular legal drugs. Today, Americans use drugs to remedy everything from receding hairlines, to erectile dysfunction, to the boredom of everyday life.Federal regulations are strict in regards to advertisements of such legal drugs like cigarettes and alcohol, but not pharmaceuticals. Ads for various legal drugs seem to be all over the television, print media, and the internet. In America, the war on drugs could really be renamed â€Å"the war on drugs deemed undesirable by the government,† because there remain many, many potentially harmful and addictive drugs in the public marketplace. In 1998, Americans spent $66 billion on these drugs, including $39 billion on cocaine, $12 billion on heroin, $2.2 billion on methamphetamine, and $11 billion on marijuana (ONDCP). During that same year, Americans spent more than $120 billion dollars on legal drugs, not including the staples alcohol, nicotine, or caffeine, and this number has only continued to grow. And while America is fighting a war on drugs that was not even a concept in the 1950s, it is also fighting an open-ended war on terrorism. Few things show the differences between today and the 1950s as the state of international terrorism and the fear it invokes in people. Even in the 1950s, where the U. S.fought i n Korea and there was a constant threat of nuclear annihilation, the level of fear that American citizens felt during that decade pales in comparison to what it feels in the post-9/11 world. The entire country has been in a frightened and angry state, with the threat of terrorism going hand and hand with government intrusion, religious hatred, and economic failure. After the September 11, 2001 attacks, â€Å"fear of terrorism became something of a way of life for government, first responders, and many citizens, even though no additional attacks on the American mainland have occurred† (Smelser 124).The threat of terrorism has not only affected the American psyche, but it has also led to the deaths of thousands of American soldiers who are busy fighting the long wars in Afghanistan and Iraq. And, unfortunately, there appears to be no end in sight for either war, and casualties only continue to mount on both sides. Despite all the international turmoil that followed the Second W orld War, there was always stability and confidence in America.Now that the confidence is eroding, one can only hope that stability can continue to be achieved. The United States was far better off in the 1950s than the country is today. While it had the Soviet Union to contend with, there was hardly more fear than there is today over the faceless and suicidal terrorists that threaten the very fabric of everyday life. In addition to all the added fears, there are not even the traditional support systems to help alleviate any of the anxiety, as family values are at an all-time low.People are choosing to no longer get married and when they do get married, they are getting divorced at a pace that continues to grow each passing year. With the drug epidemic, war, moral decay, and fear in the current America, one can only think back on the simpler and more stable times that marked the 1950s. Works Cited: Cherlin, Andrew. Marriage, Divorce, Remarriage. Cambridge: Harvard University Press, 1981 â€Å"Divorce Rates. † Divorce Reform Page. 2009. Americans for Divorce Reform. 12 July 2009. . Hurley, Dan. â€Å"Divorce Rate: It's Not as High as You Think. † The New York Times. 19 April 2005. 13 July 2009. . Office of National Drug Control Policy. â€Å"What America's Users Spend on Illegal Drugs 1988– 1998. † ONDCP Publications. 4 March 2002. 13 July 2009. . Smelser, Neil J. The Faces of Terrorism: Social and Psychological Dimensions. New Jersey: Princeton University Press, 2007

Five Forces of Competition on Energy Drinks Industry Essays

Five Forces of Competition on Energy Drinks Industry Essays Five Forces of Competition on Energy Drinks Industry Essay Five Forces of Competition on Energy Drinks Industry Essay Essay Topic: Competition There are already many trade names in the energy drinks industry. Simultaneously. bing drink manufacturers are coming up different merchandises to capture increasing the size of the market for alternate drinks by widening bing merchandise lines and developing wholly new merchandises. Increasing selling schemes The competition among manufacturers becomes more and more fierce. Because many Sellers put active and aggressive attempts on set uping consumer trade name trueness and strong accent on advertisement. gross revenues publicities and indorsements. Therefore. we conclude that competition in this industry is strong. Potential New Entrants Powerful large company bing There are many planetary trade names ( such as Coca Cola. PepsiCo. Red Bull. Hansens Natural ) with stronger merchandise distinction. greater distribution channel and trade name trueness. For new entrants. it is hard to prehend market portion from these large companies. High initial cost Another barrier to entry is high fixed costs for warehouses. trucks. equipment and labour. New comers can non vie in monetary value without economic systems of graduated table. High impregnation rate Harmonizing to this instance. impregnation rate for all types of drinks was high in developed states. Indeed. gross revenues of athleticss drinks and vitamin-enhanced H2O had declined between 2008 and 2009. Restrictive authorities policies ( FDA Regulatory ) As we known. high caffeine content of energy drinks is non good for bosom. U. S. Food and Drug Administration modulate purely the caffeine content of energy drinks. Some company have been removed the caffeine merchandise from drinks in government’s force. Therefore. we conclude all above make it highly hard for companies to come in energy drinks industry. New entrants are weak competitory force. Competition from replacements There are many replacements in the market. : All soft drink. fruit juices. sodium carbonates and assorted caffeinated merchandises are available in the market. Consumers have many picks to carry through their demand of caffeine or energy. For illustration. java and tea are competitory replacements because they provide caffeine. Therefore. force per unit area due to replacements is high because there are many alternate merchandises in the market and the shift cost is really inexpensive for consumers. Dickering Power of Suppliers The bundles of drinks are merely such as tins. fictile bottle. label pressmans. caps. etc. They are easy available and any company may bring forth them easy. The legion providers of secondary packaging stuffs sharply competed for the concern of big alternate drink manufacturers. Besides. there are many supplier ingredients and they fight to sell the merchandises. Some rare ingredients suppliers had a moderate sum of purchase in dialogues with energy drink manufacturers. The manufacturers are of import clients of providers and purchase in big measures. Therefore. providers for the energy are weaker which do non keep much competitory force per unit area. Barging of power of purchasers Easy to entree Consumers can obtain the merchandises easy and good informed. Peoples can easy purchase any sort of drink from grocers. supermarkets. price reduction shops. peddling machines. eating houses. etc. Low shift costs The energy drinks have high sizes of the regional markets for alternate drinks. Customers can freely switch their penchants from trade name to trade name if they would wish. They do non necessitate to pay any extra fees on their switch. Therefore. we conclude the bargaining power of the purchasers is really strong. To sum up all of the five forces. we conclude that in the energy drinks industry competition including providers are weak and clients are strong.

Free Essays on Prohibition Failure

Prohibition Failure On January 17th 1920 the eighteenth amendment was passed. From that day forward: â€Å"The manufacture, sale, or transportation of intoxicating liquors within, the importation thereof into, or the exportation thereof from the United States and all territory subject to the jurisdiction thereof for beverage purposes.† was prohibited. (U.S. Constitution) These additions to the U.S. constitution was organized to reduce crime and the tax burden due to prison and poorhouses, solve social problems, and overall improve the health of America (Thorton, 1). However, the outcome of the new amendment had a reverse effect than predicted. Overall it was ineffective because it was unenforceable; it caused an explosive growth of crime, and inevitably increased the amount of alcohol consumption. Shortly after the ratifying of the Eighteenth Amendment, the National Prohibition Act, or the Volstead Act, as it was called because of its author, Andrew J. Volstead, was carried out. This determined intoxicating liquor as anything having an alcoholic content of anything more than 0.5 percent, omitting alcohol used for medicinal and sacramental purposes. From this, law enforcement officers had guidelines to follow to determine specific laws and methods of enforcement. Although one would assume prohibition would enhance the difficulty of obtaining alcohol, liquor was in fact very easy to obtain. The bootlegging business was so colossal; customers could easily obtain alcohol by simply walking down any random street. Illegal speak-easies took the places of shut-down saloons. â€Å"There were twice as many speak-easies in Rochester, New York, as saloons closed by Prohibition† (Thorton, 6). Secretly concealed in cellars, offices, they permited only those with membership cards to purchase from them. Bootleggers’ illegally imported liquor, stole from government storehouses, or made their own, making it effortless for customers to acquire. ï ¿ ½... Free Essays on Prohibition Failure Free Essays on Prohibition Failure Prohibition Failure On January 17th 1920 the eighteenth amendment was passed. From that day forward: â€Å"The manufacture, sale, or transportation of intoxicating liquors within, the importation thereof into, or the exportation thereof from the United States and all territory subject to the jurisdiction thereof for beverage purposes.† was prohibited. (U.S. Constitution) These additions to the U.S. constitution was organized to reduce crime and the tax burden due to prison and poorhouses, solve social problems, and overall improve the health of America (Thorton, 1). However, the outcome of the new amendment had a reverse effect than predicted. Overall it was ineffective because it was unenforceable; it caused an explosive growth of crime, and inevitably increased the amount of alcohol consumption. Shortly after the ratifying of the Eighteenth Amendment, the National Prohibition Act, or the Volstead Act, as it was called because of its author, Andrew J. Volstead, was carried out. This determined intoxicating liquor as anything having an alcoholic content of anything more than 0.5 percent, omitting alcohol used for medicinal and sacramental purposes. From this, law enforcement officers had guidelines to follow to determine specific laws and methods of enforcement. Although one would assume prohibition would enhance the difficulty of obtaining alcohol, liquor was in fact very easy to obtain. The bootlegging business was so colossal; customers could easily obtain alcohol by simply walking down any random street. Illegal speak-easies took the places of shut-down saloons. â€Å"There were twice as many speak-easies in Rochester, New York, as saloons closed by Prohibition† (Thorton, 6). Secretly concealed in cellars, offices, they permited only those with membership cards to purchase from them. Bootleggers’ illegally imported liquor, stole from government storehouses, or made their own, making it effortless for customers to acquire. ï ¿ ½...

The term fashion and its definition Essay Example | Topics and Well Written Essays - 1250 words

The term fashion and its definition - Essay Example The essay "The term fashion and its definition" talks about the term fashion. The second reason is that there were many significant historical and politycal events. Nowadays the main motto of fashion is â€Å"Comfort!†, though it is difficult to speak about comfort wearing the high heels. Now it is possible to say that today fashion has a wide range of contradictions and it is not really easy to find the right way. Before speaking about fashion and its changes during the last decades it is very important to define the term â€Å"fashion† itself.The term fashion applies to a prevailing mode of expression. Inherent in the term is the idea that the mode will change more quickly than the culture as a whole. The terms "fashionable" and "unfashionable" are employed to describe whether someone or something fits in with the current popular mode of expression. The term "fashion" is often used in a negative sense, as a synonym for fads and trends. In this sense, fashions are esse ntially a relief from boredom, or a distraction from important matters, for the idle rich. The term is also frequently used in a positive sense, as a synonym for glamour and style. In this sense, fashions are a sort of communal art, through which a culture examines its notions of beauty and goodness. If to analyze the meaning of fashion it is possible to see that fashions are social psychology phenomena common to many fields of human activity and thinking. The rises and falls of fashions have been especially documented and examined.

Human Resource Training Research Proposal Example | Topics and Well Written Essays - 1750 words

Human Resource Training - Research Proposal Example According to Jackson, Schuler & Sparrow (1994), the continued need for individual and organizational development can be traced to numerous demands. These demands are not limited to maintaining superiority in the marketplace, enhancing employee skills and knowledge, and increasing productivity. In the present phase of events, training is one of the most pervasive methods for enhancing the productivity of individuals and communicating organizational goals to new personnel (Grehart & Becker 1996). Today, project management within the context of effective training has increasingly become part of effective human resource management strategies. No wonder, Bell et al. (2003) postulate that, given the importance and potential impact of training on organisations, the costs associated with administration of training it is important that effectiveness of training programs be incorporated within the context of project management. Bell et al (2003) working on a similar research area argued that, over the past 30 years, there have been six cumulative reviews of the training and development literature (Campbell, 1971; Gold- stein, 1980; Latham, 1988; Salas & Cannon-Bowers, 2001; Tan- nenbaum & Yukl, 1992; Wexley, 1984). On the basis of previous work listed within this dimension and other pertinent literature, I have been able to identify several design and evaluation features that are related to the effectiveness of training and development programs. However, the scope of the present article is limited to those features over which trainers and researchers have a reasonable degree of control (Bell et al. (2003). Here, I have recognised the lack of research on "project management on effectiveness of training". Thus, a shift of focus is made from the usual meta-analysis of training to project management on the effectiveness on training. In this direction, this research by breaching this knowledge gap, the paper seeks to investigate and provide answers to three research questions. How features and instructional attributes of a training method affect the effectiveness of training' How Project Management within the context of effectiveness of training be used to improve on training effectiveness in organisation Finally, to compare and evaluate project management on the effectiveness of training with other meta-analysis training methods. 1.1.2 Objectives and Purpose of Study Today, with the increasing researchers desire to demonstrate the importance of an effective human resource policy on organisation performance