History of Frederick Douglas in US

The eNotes Blog Scholarship Spotlight July2015

Scholarship Spotlight July2015 Every month, we  select some of the best scholarships around and post them here on our blog. When you are ready to apply,  check out our tips on How to Write a Scholarship Essay! Vegetarian Video Scholarship   Amount: $250 Eligibility: Applicant must be a U.S. citizen. Requirements:  Applicant must create and submit a video relating what they want to tell others about vegetarianism and/or veganism. Due Date: July 15, 2015 Bachus Schanker  Scholarship Amount: $2,000 Eligibility: Applicant must be a high school senior that has been accepted to attend a four-year university by the time of the award, or a full time student attending a four-year university in the United States who has a cumulative GPA of 3.0. Requirements: Essay Due Date: July 30, 2015 From Failure to Promise Essay Contest Amount: $500-$10,000 Eligibility: Applicant must be either a high school senior or an undergraduate or graduate student  who will be attending a college or university in the United States, Canada, or Mexico during the 2015-2016 academic year. In addition applicant be have at least a 2.5 cumulative GPA. Requirements: Essay Due Date: July 30, 2015 Doctor on Demand Scholarship Amount: $5,000 Eligibility: Applicant must be a enrolled in a pre-med or health-related field-of-study at a four year, accredited college or university for the fall of 2015. Requirements: Essay, cover sheet Due Date: July 31, 2015

Kalamazoo River PCB content or Oil Spill Essay Example | Topics and Well Written Essays - 1250 words

Kalamazoo River PCB content or Oil Spill - Essay Example It stretches across several states, and drains into Lake Michigan. The rivers course covers about 178 miles and its median flow is about 2000 cubic feet per second. The archeological artifacts show the use of this river by humans for a period of over 10000 years. The river is home to abundant aquatic life and a natural habitat for several fish species. It has ponds and a natural scene that is conducive for most aquatic invertebrates. The river has though undergone a lot of pollution from industrial wastes in the past. Despite the continued efforts to clean the river of industrial wastes, the presence of chemicals left behind by previous pollution is still a setback to the efforts. A major oil spill that occurred in the Kalamazoo River in 2010 spelled a major disaster as a broken pipeline leaked a million gallons of diluted bitumen into the river. The occurrence sparked the most costly cleanup operation in the history of the United States. It took over 750 million dollars to clean up the leak, but the long term effects still remain to date. The Alliance for Great Lakes blames the leaks on companies trying to minimize costs and use of substandard pipelines, which lack proper maintenance. Oil spills are a major cause of worry in relation to the effects they have on the environment, oil in its form inhibits penetration of gases and can easily suffocate marine by cutting oxygen supply. After the oil spill, the Kalamazoo had dead fish all over the surface; fishing activities ban for some time affected the livelihood of the people. Enbridge Energy Partners came under criticism, as they owned the pipeline. The effects of the Kalamazoo oil spill are both direct and indirect. The spill led to the closure of sections of the river for dredging. The dredging works cost Enbridge more than the insurance cover they had undertaken and was subject to many legal battles. They also came under public criticism due to closure of sections which used by many people. The slow pace of t he cleanup exercise too attracted public criticism and dissatisfaction. It ended up bringing back the subject of pollution experienced previously on the river, according to a survey AGL conducted people complained of companies being allowed time to conduct more research on the effects rather than concentrating on removal of the toxic wastes from the river. The presence of carcinogenic chemicals like polychlorinated biphenyl’s from wastes of landfills left by paper mills from recycled carbonless paper a now illegal chemical. Despite a major cleanup exercise, AGL believes everything changed after the leak. Some people vacated the area; others still live in uncertainty and are unsure of what long-term effects to expect. The land along the shores soaks with oil and solid materials still float along the riverbed. The scars of the disastrous spill are still visible. The period it takes to clean up an oil spill completely is hard to tell especially on such a large water body. The ef fect on wildlife is under research and turtles and ducks submerged in oil. The effect of this oil coating on feathers and turtle shells is may cause a change in breeding patterns, a negative effect on the animal’s reproduction or even damage to organs in their bodies. The uncertainty breeds anxiety on the actual impact expected to result. There is a drastic change in the food chain, and already there is a drastic reduction of fish in the most affected parts of the river. Certain insects

The Role of the Environment (Geography) in the Emergence of the Egypti Essay - 2

The Role of the Environment (Geography) in the Emergence of the Egyptian Civilization - Essay Example People grew food along the river due to the availability of water and the fertility of the land. The river became an important feature that attracted settlements, leading to a significant growth of cities (Stalcup 2000). Being in a desert, Egypt’s survival relied on the river. Therefore, as civilization continued people came to live in the cities near the river in order to increase their chances of survival. Egyptians lived in an environment with a lot of dessert features. Due to the seasonal rains in East Africa where River Nile originates, the Nile overflowed annually during the ancient Egyptian civilization (Smith 1916). When the rains decreased, the rich black soil was deposited on the floodplain. This environmental phenomenon led to successful agricultural production in Egypt (Stalcup 2000). The sun was also shining relentlessly, providing light and heat for the people and crops. Furthermore, natural dessert barriers caused protection of the Egyptians against foreigners. In terms of arts and writings, a strong and creative society was created following the rise of cities and civilizations along the Nile Delta. The Lighthouse at Alexandria and the Pyramids of Giza became two of the five wonders of the world. There were a lot of written records of ancient Egyptians including moralistic treatises, love poetry, instructional texts and tales. Their knowledge of Mathematics and architecture motivated by the environment also led to the development of large stone buildings (Smith 1916). The availability of building stones and other architectural materials encourage the ancient Egyptians to develop writings and architecture in the Nile Delta region. The Nile River was also a good environment for the growth of papyrus plant that was used to write texts. This encouraged the development of writing during civilization, which  was one of the earliest forms of writings.  

Case 2 Study Example | Topics and Well Written Essays - 500 words

2 - Case Study Example The firm had a profound financial standing while it enjoys a drastic market across the world. It is worth noting that G.E has a comprehensive system of operation that reduces wastage while promoting optimal utilization of organizational resources. The firm also benefits from a thorough company culture that attracts wide and detailed talents from all occupations. The firm enjoys an extensive facility development commitment in the end. The political environment presents an ideal stability for GE to conduct business. The challenges in the worlds environmental status present opportunities for the firm to achieve much. The technological environment allows the firm to generate innovative solutions benefiting its society and customers (Reed & Neubert, 2011). However, the legal environment poses much risk for the firm in terms of legal fees and litigation processes due to the Ecomagination policy. It is for this reason that GE has a vision and commitment of harnessing its global capabilities, market knowledge, and technology leadership while taking on the worlds tough struggles and accelerating company growth. The turbine expertise acts as the strength of the company and enhances quick moves towards renewable energy. However, one of the weaknesses of the company is the poor outlay of the communication channels set. The environmental sustainability campaign by government succeeds in presenting GE with an opportunity to engage in environmentally and socially responsible actions.In addition, the company meets the consumer’s future and current needs (Reed & Neubert, 2011). However, a threat coming with these efforts is that the public may mislead the intentions of the company leading to decline in the company’s reputation. The firm, has launched healthymagination and ecomagination as branding initiatives that highlight the commitment of the company towards social responsibility and

Analysis of Human Resource Responsibilities

Analysis of Human Resource Responsibilities INTRODUCTION The title of the project is ‘Analysis of HR practices followed by ONGC with reference to TRAINING, PERFORMANCE APPRAISAL and SAP-HR MODULE . The internship encompasses understanding the unique HR practices employed by the organisation in PSU to enrich and sustain the culture of integrity, belongingness, teamwork, accountability and innovation, and enhance employee competencies continuously. The purpose of this project to be given is to understand the practical working and effectiveness of the core HR responsibilities with special concentration on: Training Performance Appraisal SAP-HR Module The scope of this study is to comprehend and adopt the practical working environment of an organisation. Here, a link has to be formed between the academic study and the actual in-world implementations of the knowledge. Its important to realize the effect of proper training on employees, transparency in the appraisal process and up to date technological support in the HR stream. For the above study, data is collected from various primary as well as secondary sources. Basic and general information is gathered from the library which comprises of various HR journals and magazines (names are mentioned in references). Interviews are taken of the employees and questionnaires are prepared and surveys are done. Various inputs are provided by the Company Guide during formal and informal meetings. Overview of TRAINING Training employees do have a significant role in modern business era. As an HR manager, the responsibility is to utilize the HR resources optimally and develop the skills of the employees so that they can contribute to the growth of the organization as well as to their personal growth. It leads to improved organization culture. Therefore, its important to understand: What different kinds of trainings / workshops are conducted by the organization? What are the criteria of nominations? How nominations are done? How many training sessions have to be conducted in a year? (Training Calendar) What the employees think about the training sessions? Training objective tell the trainee that what is expected out of him at the end of the training program. Training objectives are of great significance from a number of stakeholder perspectives, Trainer Trainee Designer Evaluator Trainer -The training objective is also beneficial to trainer because it helps the trainer to measure the progress of trainees and make the required adjustments. Also, trainer comes in a position to establish a relationship between objectives and particular segments of training. Trainee -The training objective is beneficial to the trainee because it helps in reducing the anxiety of the trainee up to some extent. Not knowing anything or going to a place which is unknown creates anxiety that can negatively affect learning. Therefore, it is important to keep the participants aware of the happenings, rather than keeping it surprise. Secondly, it helps in increase in concentration, which is the crucial factor to make the training successful. The objectives create an image of thetraining program in trainees mind that actually helps in gaining attention.Thirdly, if the goal is set to be challenging and motivating, then the likelihood of achieving those goals is much higher than the situation in which no goal is set. Therefore,training objectiveshelps in increasing the probability that the participants will be successful in training. Designer -The training objective is beneficial to the training designer because if the designer is aware what is to be achieved in the end then hell buy the training package according to that only. The training designer would then look for the training methods, training equipments, and training content accordingly to achieve those objectives. Furthermore, planning always helps in dealing effectively in an unexpected situation. Consider an example; the objective of one training program is to deal effectively with customers to increase the sales. Since the objective is known, the designer will designthat will include ways to improve the interpersonal skills, such as verbal and non verbal language, dealing in unexpected situation i.e. when there is a defect in a product or when a customer is angry.Therefore, without any guidance, the training may not be designed appropriately. Evaluator -It becomes easy for thetraining evaluatorto measure the progress of the trainees because the objectives define the expected performance of trainees. Training objective is an important to tool to judge the performance of participants. Systematic model training consists of five phases. The training should achieve the purpose of helping employee to perform their work to required standards. The steps are as follows: Analyze and identify the trainingneeds i.e. to analyze the department, job, employees requirement, who needs training, what do they need to learn, estimating training cost, etc The next step is to develop a performance measure on the basis of which actual performance would be evaluated. Design and provide training to meet identified needs. This step requires developing objectives of training, identifying the learning steps, sequencing and structuring the contents. Develop, this phase requires listing the activities in thetraining programthat will assist the participants to learn, selecting delivery method, examining the training material, validating information to be imparted to make sure it accomplishes all the goals objectives. Implementing is the hardest part of the system because one wrong step can lead to the failure of whole training program. Evaluating each phase so as to make sure it has achieved its aim in terms of subsequent work performance. Making necessary amendments to any of the previous stage in order to remedy or improve failure practices. Overview of PERFORMANCE APPRAISAL A very important function of the human resources department for any organization, are conducted to gauge the net worth of all its employees. Appraisal methods benefit the organization immensely. The aim of appraisals is to improve the present performance of the employees and draw on the future potential. The HR department undertakes this processes usually annually in which they procure, analyze and document facts about the performances of the employees of the organization. This provides employees and managers with opportunities to discuss areas in which employees excel and those in which employees need improvement. Performance appraisal in ONGC is conducted annually also known as E-PAR. All organizations practice performance appraisal in one form or another to achieve certain objectives. These objectives may vary from organization to organization or even within the same organization from time to time. It has been found that there are two primary objectives behind the use of this meth odology. One is to use it as an evaluation system and second, to use it as a feedback system. The aim of the evaluation system is to identify the performance gap. This means that it helps determine the gap between the actual performance of the employee and that required or desired by the organization. The aim of the feedback system is to inform the employee about the quality of his work or performance. This is an interactive process by which the employee can also speak about his problems to his superior. An effective performance appraisal system should emphasis individual objectives, organizational objectives and also mutual objectives. From the viewpoint of individual objective the performance appraisal should talk about What task the individual is expected to do? How well the individual has done the task? How can his performance be further improved? His reward for doing well. From the organizational view point a performance appraisal should generate manpower information, improve efficiency and effectiveness serve as a mechanism of control and provide a rational compensation structure. In short the appraisal system establishes and upholds the principle of accountability in the absence of which organization failure is the only possible outcome. Overview of SAP-HR Module SYSTEMS, APPLICATIONS AND PRODUCTS IN DATA PROCESSING- SAP. It is an enterprise resources planning Software Company based in Germany.It integrates all the functional units of an organization into a unified one.It deals with various activities done in the human resource department of an organization, such as, Personnel administration, personnel development, training and event management, payroll etc. SAP- HR Module distinguishes between task, job, position, and person. It provides access to all HR data and transactions in one location. Advanced SAP HR features are time management, payroll, travel management, training and development. Advantages of implementing SAP HR Module : Saves time and money, and improves information for decision making and Planning. Greater automation ensures greater accuracy. Improved reporting capability. Improved employee history data. Better budgeting, compensation adjustment. MAIN TEXT The information extracted from the primary and secondary sources of data pertaining to training, appraisal, and SAP HR module are as below: TRAINING ONGC accords top- most priority in the development of Human Resource through quality training, qualification up gradation programs and accreditation programs. ONGC also has the expertise to conduct customized training programs for its partners. In ONGC, there are following training institutes which are engaged in meeting, training and development needs of the vast human resource of the organization by designing and organizing training programs focused on organizational needs. ONGC has five training institutes of its own all across the country, viz. ONGC Academy, Dehradun Institute of Petroleum Safety Health and Environment Management, Goa School of Maintenance Practices, Vadodara Institute of Drilling Technology, Dehradun Institute of Oil and Gas Production Technology, Mumbai The training Institutes of ONGC are committed to : Impart best in class training programs across the entire industry. Continuously evolve training programs based on feedback from the participants. Provide training solutions to the corporation and partners, both from Indian and foreign, covering entire spectrum of operations. Providing best in class infrastructural facilities for the training programs. Focusing training programs on the emerging business opportunities of the corporation. ONGC measures its training in MANDAYS i.e. 01 man * 3days of training = 3 MANDAYS 10 men * 3 days of training = 30 MANDAYS Minimum target of 1400 MANDAYS are set per year. Training provided by ONGC is broadly divided into Three categories: Safety Technical Interpersonal skills During the internship study of various trainings programs are done in order to understand the objectives and deliverables. 1. SMP (Senior Management Programme) Program overview objectives: Since ONGC is extending its operations to various parts of the world, it is imperative that ONGC executives are exposed to International perspective and develop a mindset of global managers. Keeping this in view a comprehensive program has been specially designed for E-5 level Executives of ONGC. The program aims at: Understanding global perspective and developing a mindset of managing at international level. Build Customer Centric Work Culture Inculcating a mindset of Transformational leadership Evolving a culture of innovation and creativity ONGC Academy is in collaboration with MDI , Gurgaon for SMP 2. AMP (Advanced Management Programme) Program overview objectives: Designed for senior executives of ONGC to achieve the following objectives: Develop awareness and appreciation of the emerging business environment and its implications for the future of ONGC Help the participants to recognize the requisite mindset to make ONGC, a world-class organization Develop insights into the organizational processes that drive excellence Expose the participants to the best in business practices. ONGC Academy is in collaboration with IIM, lucknow . ONGC also provides Overseas Learning Sessions which includes visit to EP Industries and Executives meet in European / Western countries for exposure to best in Business Class Practices. E6and above level executives are eligible for AMP. For choosing the candidates for training / workshop sessions, nominations are done. Circulars are rotated to the Head of each department and they recommend the names of those employees which they think are appropriate to undergo the training. The institute plans and conducts training programs professional areas which involve holistic approach of management in effective accomplishment of various integrated tasks. 3. Executive Excellence through SMET, HOLSYM and Yoga Techniques Program objectives and Overview: The multi- dimensional etiological factors for stress need a multidimensional solution at physical, mental, emotional and intellectual levels. Yoga provides this holistic solution. Self Management of Excessive Tensions is the basic concept for designing this program for executives. The program aims at: Help participants understand the nature and sources of stress in individuals and in organisations, and enable them to understand the relationship of Stress to Managerial Effectiveness. Familiarise the participants with the techniques dealing with individual stress and Organisational stress and give them an opportunity to practice some techniques of Stress Management. Its a 5- days program conducted in Swami Vivekananda Yoga Anusandhana Samsthana , Bengaluru. 4. Global Managers Program objectives and Overview: Todays business environment has created many challenges where managers need to think globally as the world is transforming into a ‘Global Village. The program is designed: To provide professionals with a proactive approach to deal with cultural diversity in todays multi- cultural environment. To understand the domestic Business ethics, values and practices and as well as best global practices. To prepare the participants for the challenges ahead in the highly competitive global environment. ONGC is in collaboration with IIM, Bengaluru for this 5- days progam. 5. Self Development Program for Women Employees Program objectives and Overview: The effectiveness of women employees depends upon the ability to manage multiple roles. The program has been especially designed to focus on the demands of these multiple roles and skills set required for effective performance. The program caters to up needs of women professions facing the challenges of work family balance. The objectives of the program are: To develop basic values of life to make them effective at home and work place. To be able to identify individual goals and align those with organization goals. To increase personal motivation to do the best possible in the most effective way. To appraise the participants on various issues involved in personal growth and effectiveness. To increase personal motivation to do best possible in the most effective way. To make participants aware of their strength and areas of potential development 6. Train- The- Trainer Course Program objectives and Overview: The program focuses on the Adult Learning Process, is built around the â€Å"Three Wheels of Mastery† Expertise, Planning and Presenting, Engaging and Facilitating, which are essential for Internal Faculty members/ Black Belts for motivating others to apply Six Sigma on the job and for enhancing and accelerating their learning process. ONGC provides many discipline specific programs for is employees. Some Exploration Programs: Petroleum Risk and Decision Analysis Latest trends and Development in Estimation of Oil and Gas Reserves Workshop on Basin Evaluation and Modelling Techniques in Deep Water Depositional Systems Some Production Programs: Developments in Stimulation techniques and Candidate Well selection Advances in Water Control Technology Advances in Natural Gas Engineering Reservoir Engineering for Production Operations Some Engineering Programs: Welding and Inspection CAD for Mechanical and Process Logistics Management Flow Measurement and Instrumental Practice PERFORMANCE APPRAISAL Performance appraisal report is an index of an employees work performance over a given period of time. It is crucial for his or her career growth as it indicates the strengths, weaknesses, training needs, nature of job being performed and problems faced in work situation. The objectives of the performance appraisal system at ONGC are: To set norms and targets of work performance, as well as, to monitor the work progress of employees. To facilitate placement of employees in accordance with their suitability for different types of assignments. To provide an objective basis for determination of merit, efficiency and suitability for the purpose of promotion. To identify areas requiring exposure for training and development. The performance appraisal system seeks to evaluate: The work performance of an employee on the present job in relation to the expected levels of performance, both qualitative and quantitative. The extent of development achieved by the employee during the period under review. Evaluation of behavioural attributes, attitudes and abilities. Evaluation of potentials for assuming higher responsibility. Appraisal is done in three stages. First, KPIs/ KRAs are to be declared in March(beginning of appraisal year) then midterm evaluation is done which is compulsory in October and finally in March evaluation on performance of the employees is done. Employees get certain percentage of PAT based on their grades or marks of the appraisal. Earlier Appraisal was done on paper. Forms were distributed to the employees wherein they used to fill in the KPIs and then submit it. This system reported delay in recording appraisal reports. Low priority is accorded to recording appraisal reports as there was no visible accountability for delays. Inadequate time and attention was given to the process and last minute rush efforts were experienced. But now ONGC follows e-PAR which has distinct advantages: Streamlining of PAR process Uniform application of Company Policy Reduced Cycle- time and adherence to time schedules Enhanced data security and confidentiality Authenticity and audit trail of transactions Availability of on-line information System driven control and monitoring mechanism Performance based rewards and incentives for future The appraisal process constitute of one appraise and appraiser. Appraisee is the employee who fills the PAR form and submits it. Appraiser decides the KRAs/ KPIs with the employee then mid- term review is done. This is the duty of Reporting Officer. Then it is forwarded to the Reviewing Officer, who reviews it and then forward for co- review (in special cases) otherwise directly to the Moderating Officer. He sends it to Accepting Officer who accepts and forwards it to central PAR Section in Dehradun. (Refer Annexure 2) Circular of Roll out of e- PAR It suggested KPIs is issued first wherein dates are declared for joint setting of KPIs by Appraisee Appraiser. Commitment is made by the HRD group that a suggested list of KPIs applicable to different functional areas would be made available accordingly. HRD constituted a multidisciplinary committee comprising HR planners, corporate HRG and corporate PAR. This committee held detailed deliberations and consulted senior executives of different functional areas across the organization and come out with an exhaustive list of suggested KPIs. All Assessors and assesses may use the table during the process of setting KPIs. PAR DISCLOSURE, APPEAL AND COUNSELLING (A).Disclosure of PAR: The following information on PAR assessment would be shared with the employee on completion of PAR Final grades and marks given by the accepting Officer. Adverse comments (if any) Specific advice to be communicated for improvement (if any) Communication: The communication should be within 15 days of completion of PAR and in the form of system generated message in case of e-PAR. (B). Appeal and Review : Appeal may be preferred by aggrieved employees against assessed PARs as well as having adverse remarks/entry. Aggrieved employee may appeal once per assessment year directly to the Appellate Authority, through local PAR officer, instead of submitting through proper channel. The local PAR officer shall keep record and forward the same to concerned Appellate Authority, with intimation to Corporate PAR office. Appellate Authority (AA) : The designated Appellate Authority based on the reporting hierarchy have been defined in Annexure 3 and 4. While the hierarchy in the route has been defined in the table, Appellate authority must be minimum one rank higher than the Accepting Authority in any case. Each Appellate Authority shall constitute Appeal Review Committee (ARC) under him/ her comprising of representative of functional areas, with 3 members in each committee. In case Appellate Authority is at the level of GM or L- II, the members should not be below the level of E6 and for all other Appellate Authorities, members should not be below the level of E7. The meeting of the ARC shall be convened by each Appellate Authority once in a year preferably in the month of September/October, as the closing month of PAR process is generally August. The ARC may seek PAR record from respective location PAR Officer/ Corporate Officer, as the case may be. The Committee may also obtain views/recommendations of the concerned authorities involve in the assessment of the PAR, for which appeal is preferred, if needed. Based on the recommend ation of the respective ARC, the Appellate Authority shall finally decide on appeal. In case of Appellate Authority comprises of two directors, they may jointly decide on the appeal. If Appellate Authority considers and find reasonable grounds for revision of PAR grade on appeal made by aggrieved employee, such revision shall only be one step higher or lower to that of original grades for all categories. Any revision beyond one level or below will be decided by one level higher than the appellate authority, highest appellate authority being EC. For this proper justification /recommendation have to be given by the Appellate Authority. The decision of the Appellate Authority shall be conveyed to the Corporate PAR office / location PAR office, as the case may be, who in turn shall communicate to the employee in the Performa at Annexure5.The decision of the Appellate Authority shall be binding forever. No further appeal shall be entertained for the same assessment year. Each Appellate A uthority shall forward a status report on the disposal of Appeal to the Corporate PAR office for onward submission to the Director (HR). (C). Counselling: It has been decided in the 353rd EC Meeting to provide counselling to the employees with B, C, D grades and those cases having recommendations for counselling in the PAR. Scope of Counselling Group: The Counselling may be continued as an integral part of PAR process for widening employees development opportunities. The Counselling Group shall not review the final grading of the appraisee, assigned to him/ her by Accepting/ Moderation Authority. The Counsellors during the interviews of the employee shall ascertain the reasons, system constraints and the behavioural dimensions of the employees and efforts shall be made to develop self awareness for correcting personality traits. The Counselling Group shall send a report on each case to the office of Chief HRD. The Counselling Groups are to be assisted by the Corporate PAR officer at the counselling locations. The formation of Counselling Committees is depicted in Annexure 6. SAP- HR MODULE Scope of SAP- HR Module: 1) Personnel Administration Module (Including Establishment and Loans) Personnel Administration Module takes care of employee master data. Various PA processes have been built in this module. This module includes the loans and advances processes also. 2)Time Management Module Time Management Module takes care of Employees Leaves etc related processes. The Time Management component offers support in performing all human resources processes involving the planning, recording, and valuation of employees work performed and absence times. 3) Payroll Payroll module takes care of personnel claims, month end payroll run and pay slip generation. Form 16, Form 24 and all statutory statements related to personal income tax is also taken care by the payroll module. The System calculates the gross and net pay, which comprises the individual payments and deductions that are calculated during a payroll period, and are received by an employee. These payments and deductions are included in the calculation of the remuneration using different wage types. 4) Organisation Management Module: This module defines Organisational Hierarchy, positions, Head of sections etc and also deals with assigning employees to various departments / sections etc through proper positions. 5) SAMPARC:(ESS MODULE) SAMPARC stands for (System for Automated Management of Personnel Activities, Reimbursements and Claims) the employee self service portal of ONGC. Using ESS reports an employee can view his career details, leave details, training booking details etc using an ESS User Id. He can also write a mail to his personnel administrator if he detects any error in data recorded in the system. Getting started with SAP: On your PC, find the SAP Logon pad icon. The icon style varies deepening on the SAP version installed in your PC. To open Logon Window: Double click on the Toolbar â€Å"SAP Logon† on above Screen. Following Logon window shall open on your screen: This window lists all available servers to which you can Login with your user ID. Double click on the desired server name or click on the line and then click on ‘Log On. After a brief delay, following window shall open on your screen : To open the SAP Easy Access window : Enter your client number (It will always show 500 by default). Enter your SAP User ID. Enter your SAP User Password. Please remember that the Password is case sensitive. Press Enter on your Keyboard. SAP Easy AccessWindow Elements The SAP Easy Access user menu is the user-specific point of entry into the SAP System. A typical user menu (here, in the R/3 System) is shown below : The user menu contains those items such as transactions ,workflows, reports etc. you need to perform your daily tasks. If your system administrator has defined a user menu, it appears when you log on to the system. Various elements of the SAP Easy Access Window are shown above. Navigating in the SAP Screen You can expand and collapse menus in the workplace menu by choosing the dropdown arrows to the left of the menu items, as in the example below : To open an application in the workplace menu : Type the transaction code in the command box / field and then press Enter, or Navigate to the transaction node in the tree and Double-click its node in the tree, or Click on node and then press Enter Company Code: The company code is an organizational unit within financial accounting (FI). Personnel Area This field defines the location of the employee, e.g., ABAD (Ahmedabad), BRDA (Baroda), etc. Personnel Sub-area This field defines the duty assigned to the employee, e.g., OFDT (Office Duty), FLDT (Field Duty), OSDT (Offshore Duty), etc. Employee Group This field defines the employment status of the employee, e.g., Active, Retiree, Deputation-in etc. Employee Subgroup This field defines the Grade of the employee, e.g., E1, E2, E3, etc. Personnel Number This field defines the CPF Number of the employee. Pay roll Area: A payroll accounting area (often abbreviated to payroll area) is an organizational unit containing all of the employees for whom the payroll runs at the same time. The payroll accounting runs for payroll accounting areas. Each payroll accounting area determines the specific dates for which the payroll runs, the earliest payroll period for which retroactive accounting is possible, retroactive accounting recognition, and the periods for which the payroll runs. Organization Unit This field defines the Department / Section within the Organizational structure in which the employee is working, e.g., ICE, IRS, Drilling, etc. Position This field defines the post, which the employee is occupying within the organizational structure, e.g., Manager PA, Location Manager AMD Cementing, etc. Infotype: In SAP information is stored in info types. An Infotype can have further subtypes. Click here to view the list of Infotype being used in ONGC. Sr No. Transaction Codes Transaction Description 1 SBWP Mail Inbox 2 PA20 Display HR Master Data 3 PA30 Maintain HR Master Data 4 PA40 Personnel Actions 5 ZPT60 HR TIME : Time Evaluation 6 PP01 Maintain Object

Politicians and Social Order :: essays research papers

A social order. A person’s beliefs and values that allow them to make the choices that to have the type of government they want. My social order- one of an African-American, 17-year-old, low middle-class female- will differ widely from my mother’s, or Shemair’s, or even your social order. For instance, I strongly value education. So does my mother, Shemair, and I am sure you do, too. My mother might value my education because it will help her later on in life. Shemair might value my education because it means that we will be able to move out after graduation. You as my teacher, will value my education because it proves that your education was good and your life as a teacher is worthwhile. I value my education for the sake of getting knowledge. Everyone might have the same value and yet they will have different reasons for valuing it. The same is true of our political values. People might want a strong government because of the type of social order that they hold. The government maintains my personal and political social order. The government allows me to vote for people who have the same purposes as I do. Representatives who fall into my political social order are the ones who will get my vote as I get older. For instance - the issue of abortion. I am strongly against abortion for any reason at any time. When it comes time to vote for people to be a part of my state government, I am going to choose someone who believes that killing at any stage in life is immoral. This way, through elections, I will have the ability to participate in the government. I will have someone who protects individual rights, thus maintaining my social order, and keep the government holding the same ideas as me. The principle of our democratic government will allow me to express my individualism. My personal liberty will be established because the government protects our interacting values that we hold. Another value that we have is the idea of equality of opportunity. This fact is evident in the decision to have affirmative action used in places such as colleges, universities, and jobs. I believe 100% that affirmative action is good and justifiable. I will vote for someone who pushes for affirmative action in the state of Florida. My social order clearly shows that I want someone who favors post-secondary education, especially for minorities. Also, the idea of majority rule will be upheld in all of the elections that we hold. This way I can have free expression in my personal life, as well as in the political arena. Politicians and Social Order :: essays research papers A social order. A person’s beliefs and values that allow them to make the choices that to have the type of government they want. My social order- one of an African-American, 17-year-old, low middle-class female- will differ widely from my mother’s, or Shemair’s, or even your social order. For instance, I strongly value education. So does my mother, Shemair, and I am sure you do, too. My mother might value my education because it will help her later on in life. Shemair might value my education because it means that we will be able to move out after graduation. You as my teacher, will value my education because it proves that your education was good and your life as a teacher is worthwhile. I value my education for the sake of getting knowledge. Everyone might have the same value and yet they will have different reasons for valuing it. The same is true of our political values. People might want a strong government because of the type of social order that they hold. The government maintains my personal and political social order. The government allows me to vote for people who have the same purposes as I do. Representatives who fall into my political social order are the ones who will get my vote as I get older. For instance - the issue of abortion. I am strongly against abortion for any reason at any time. When it comes time to vote for people to be a part of my state government, I am going to choose someone who believes that killing at any stage in life is immoral. This way, through elections, I will have the ability to participate in the government. I will have someone who protects individual rights, thus maintaining my social order, and keep the government holding the same ideas as me. The principle of our democratic government will allow me to express my individualism. My personal liberty will be established because the government protects our interacting values that we hold. Another value that we have is the idea of equality of opportunity. This fact is evident in the decision to have affirmative action used in places such as colleges, universities, and jobs. I believe 100% that affirmative action is good and justifiable. I will vote for someone who pushes for affirmative action in the state of Florida. My social order clearly shows that I want someone who favors post-secondary education, especially for minorities. Also, the idea of majority rule will be upheld in all of the elections that we hold. This way I can have free expression in my personal life, as well as in the political arena.

Fire Protection Systems-Bachelor of Science Essay

1. Specifications for a dry pipe sprinkler system in a cold storage warehouse The fire protection system to be supplied based on these specifications is dry pipe sprinkler Related works include electrical installations, walls penetrations sealing as well as the relevant drawings and calculations. To assure quality, all materials designs and works shall be supervised by qualified person (NICET level III certificate). Calculations are to be based on NFPA 13 and no detail shall be left or assumed. Sprinklers shall be availed in elevators and stairwells. The sprinkler performance shall be tested after installation. The new system of sprinkling design should meet all pre-set codes and standards for effective performance. The system components and devices shall be recommended by under writer Lab in ULFPE directory. Minimum experience of the contractor is 5 years. Layout must be supervised by experienced person and quality assurance done by a different qualified person. Submittals shall be done in one package, reviewed and then signed as required. The system drawings with all relevant required information by NFPA shall be provided. Calculations for the system’s remote areas with regard to one critical light hazard and ordinary hazard areas shall be done as requires by NFPA. Relevant compliance certificates shall be submitted. They include certificate of quality assurance, experience, test certificate for contractor and the various respective NICET III certificates. Again, all design and installation documents shall be required as issued by NFPA as well as the contract drawings. The dry pipe system sprinkler shall be piped in accordance with NFIA 13. All valves (control, drain, alarm and check valves) should meet the fine specifications as listed in UL. The sprinkler installed shall UL listed, its location strategic and its temperature appropriate for the room in is installed. Listing of each sprinkler shall be based on the classification of the room in which it is installed. The rooms are classified based on their occupancy. The dry systems switch and all tamper switches have to be linked to the fire alarm control panel as required by NFPA code 71 and 72 (Zalosh, 2003, pp. 166-168). 2. The reasons why a builder or architect might give a sprinkler contractor an incomplete set of contract drawings. There are a number of reasons that have been placed to explain why an architect may end up giving a contractor for sprinklers incomplete contract drawings. First, the builder or the architect may lack the competence in the engineering field. He may not the capacity to make workable designs for fire fighting equipment and for sprinklers in particular. Again, the architect may not have the relevant experience with respect to designing various systems for buildings that are of varying sizes and that may have varying needs for fire fighting systems. Through experience, a builder is capable of easily spotting an incomplete drawing. This is because most experienced architects have customized their expertise by developing check lists for the various requirements that make a contact drawing complete. In case they are in hurry, these check lists can fruitfully assist them in ensuring all important components in a contract drawn for a sprinkler contractor is complete. It is true to say that most architects specialize in designing houses and most leave minimum provisions for structures that are installed long after the house is competed. This is because most architects do not have an idea for what purpose the house they are designing shall be used. The fire fighting systems are installed as the need arise depending on the use for which the house shall be used. Sometimes, although rarely, some architects once they spot errors they had made in their designs, they may distort the designs to cover up their errors and this way, they evade possible blame for such errors (Gagnon, 1998, p. 107). This blame is avoided because it can cause serious impacts on the company contracted to design, given that they are in business and they need to keep their reputation. However, this action is against the requirements of the Code of Conduct for engineers. 3. The response time for the Californian fire department According to the Californian fire control and suppression department, the response time for this department vary considerably. This was evident from the various reports obtained from the department. The response time as discussed here denotes the period from the time when the department is informed about a fire incident through the preparation for take off until the time they reach the fire site. The major explanation given for this difference in response time was due to the various circumstances surrounding each fire break case. This could range from issues like distance, accessibility, appropriateness of the equipment available and the preparedness of the fire fighting crew in the given station. Response time Based on the principles of effective fire control, suppression and management, there is no specified time which can be termed as the ideal response time. The ideal response time is the best time possible within which a crew will get to the burning site and start acting upon the fire, in the given circumstances. For this ideal response time to be gotten there is need of strong spirit of team work from all parties concerned, starting with the commanders at the station to the fire fighters in action (Ammons, 2001, p. 157). Communication has to be most effective and the message about the incidence must be clearly and coherently communicated and information about what, where and when should be precisely given for response time to be as short as possible. Accessibility will be determined by the location of the burning property. Air crafts may be used where the fire is deep in the forests and land vehicles may be used where the site is accessible by road. Response time is usually prolonged in cases where fire is in a slum or where the estate planning was too poor as to allow accessibility in times of emergency. Some times, the planning could have provided for this but poor management of the available structures such as bridges could be the barrier. Generally, an exponential function is the result of correlating the damage caused by fire with the time it takes before suppression efforts begin. This means the more time you take, the little you should expect to rescue. Therefore, it is essentially basic to respond within the first few minutes from the time you receive the signal and the approach should of course avoid panic. The fire should be fought professionally. Although the response time for this department appear to be timely, it is advisable for companies relying on this facility for fire management to install their sprinkler fire fighting systems to avoid any loss that can result to delayed response from the fire department. Although this may not fully content the fire, it can substantially suppress the fire before the crew from the department arrives, therefore preventing total losses. 4. Measure the height of your house from ground level to the highest ceiling. What water supply must be available to supply 35 psi for a sprinkler at the highest ceiling? Pressure A= Pressure B+ Pressure C , Force ‘B’ must correspondingly increase to maintain the equilibrium balance of forces which in turn translates to an outlet pressure rise. Therefore a maximum water supply pressure of 100 psi is required. 5. Actions taken by the fire service when fighting flammable liquid storage tank fires with fixed water spray protection installed and without fixed water spray protection installed. The fire brigade commander professionally and quickly determines the kind of flammable liquid that is burning, its immediate properties such as density as compared to that of water. In cases where the water is denser, it is mostly avoided because it can potentially worsen the situation. The commander expertly and in no time determines the flash point of the burning fluid. If the liquid has the potential of burning when it mixes with air upon ignition, the commander may command the use of water to prevent reaching the flash point of that liquid. When the fire is detected in time, the spraying of water using the fixed apparatus will but not in large quantities will lower the temperature in the room and thus reduce the potential of the ambient room temperature to cause the ignition as this has been known to cause the ignition of most flammable liquids whose flash point is low. It is necessary to close the container from which the vapors are coming from as the ignited vapor can burn back to the liquid, thus resulting to a fatal explosion. In cases where there is no fixed water spray, the portable water sprayers can be used to spray water (but not to pour because the fluid will float on water and even burn more) to the atmosphere and even near the liquid containers to lower the temperature. It is important to assess the risk in both cases by referring to the flammability characteristics of the fluid in question. Again, both cases require a person to first wear personal protection gear such as eye protection equipment, gloves on hands to prevent burning in case you come in contact with the flammable liquid, and also additional protective clothing for the whole body. Safety shield is useful in cases where a potential explosion is most likely or an exothermic reaction is most likely. Generally, the actions done here include the transfer of the flammable liquid to a working fume board if possible. Any potential source of ignition should be completely eliminated (Fitzgerald, 2004, pp. 422-424). Then locate all the safety equipment. Use appropriate mode of alerting the nearby people. The use of water as a fire extinguisher in case the fire has been ignited should not be attempted but instead, the use of dry chemical extinguishers can be suitably used. Alternatively, the use of liquefied carbon dioxide can be effective on these flammable liquid fires. Ask for assistance from the nearby fire facility by calling the emergency numbers. 6. Fire alarm systems in a factory Fire alarms noted in the factory were of various kinds. First, the M-Fire Alarm system which had manual call points. They were placed mostly near escape routes and they largely lacked an automatic way of detecting fire. It mainly relied on a person raising alarm. In case of fire disaster L-Fire alarm system which was designed to preserve life. It could enable non affected people in a factory on fire to safely escape unhurt. It had automatic sensors of a possible fire disaster, beacons and sirens. The third kind is P fire alarm system which is designed such that it can simultaneously protect life of building occupants; protect the property inside and most importantly the building itself by having the ability to automatically dial out the emergency number of the fire brigade. The available fire alarm systems identified could also be classified either as single stage system or double stage system. The single stage system when activated could transmit a signal in the whole building such that all the occupants in the building become aware of the fire danger the soonest possible. The two stage system could first release a characteristic alert signal to all occupying staff. If the staffs confirm the existence of the fire, they activate the alarm signal. In case the component alert is false, the alarm can be silenced and the system reset. According to the fire protection engineer, the M fire alarm system was used because it could serve the whole chain of factory buildings. L fire alarm system was to ensure timely evacuation and that there was no loss of life as a result of inconveniences. The system requires use of fire resistant materials in the factory to avoid fast spread of fire in the factory which is common in most factories. On the other approach to identifying the alarm system in the factory, the two stage system was installed based on the fact that most industrial workers especially those in the offices may panic very easily if they abruptly learn about a fire in the building they are in. This system was seen a necessary measure to reduce the possible effects of false alarms. Finally, the installation of single stage alarm systems in the factory sites where most machines are in operation was based on the idea that the fuel for running the machines could easily catch fire and lead to a very rapid spread and therefore this form of alarm would avoid any form of delay (Gill, 1997, p. 97). The performance objectives of the company in using these systems is to attain fastest response to fire break in industry while keeping the panic associated with raising fire alarms as minimum as possible to the senior management and other support staff in the factory offices. 7. How the first Montreal Protocol agreement has been modified since 1987. The Montreal protocol meant to address the issues related to the production of substances that result to depletion of the critical ozone layer has been modified several times. Since its signing in 1987 by only 25 nations, the membership tally has rose up to one hundred and sixty eight nations as of now. Much of these changes are as a result of more awareness of the effects of the various halogen substances and chlorofluorocarbons (CFCs) on the ozone layer. This has been obtained through intensive scientific research. The major changes in this original protocol were noted in the year 1990 in London, 1992 in Copenhagen, 1995 in Vienna and the most recent was done in 1997 in the city of Montreal. The amendments were made to speed up the withdrawal and abstinence from the production of substances that deplete the ozone layer. First, the production and the use of halogen matter have a phase-out completely on the first day of January, 1994. Exactly two years later, the production and use of other ozone depleting substances was phased out. These substances include CFCs, tetra chlorides of carbon, methyl chloroform and others like complex compounds of hydrogen, bromine, fluorine and carbon (hydrobromofluorocarbons). It is important to note that some companies in certain nations were exempted from the above discussed bans while compounds of H, Cl, F and carbon are to be phased by the year 2020. As more knowledge continue to be obtained from scientific research, the current ozone depleting potentials of various substances shall continue to reviewed from time to time and the best standards shall be used. The Montreal Protocol has resulted to a decline of chlorinated hydrocarbons while the controlled use of hydrocarbons has resulted to leveled trend in emission levels. They have been predicted to begin declining by 2020 (Newton, 1995, p. 1). 8. Aqueous and non-aqueous agents are employed by the Californian fire service, Aqueous agents used First, the most commonly used aqueous substance in fire fighting is water itself. It can either be pure or salty but mostly pure water is rarely used. Ice has been sparingly used but it is effective in keeping room temperature low below the flash point of most flammable liquids. However, an array of hydrated chemicals has been developed for use in the fire fighting exercise. Most of the agents that are used in this chemical formulations include chlorinated metaxylenol, some forms of Urea, heteropolysaccharide-7 substance, aqueous solution of equal amount of sodium decylsulfate and sodium octylsulfate (both used in equal amounts in terms of their molar masses, other compounds like monobutyl ether made of diethylene glycol as well as the hydrated form of isopropyl mixture. Other chemicals used may vary narrowly from this typical composition to contain fewer compounds than these or include a few more compounds such as ammonia and magnesium sulfate. Non aqueous agents used The most commonly used non water agents in fighting fire in this fire service was Liquefied carbon dioxide which is packed in sturdy metallic cylinders and let out through some nozzles at the top of the cylinders. It is popularly known for its effectiveness in fighting and suppressing fires on flammable liquid tanks and containers. It acts by cutting off the oxygen supply from the atmosphere by forming a blanket like layer over the fire. In additions, these kinds of fires can also be handled by the use of dry chemical extinguishers. Fire beaters are commonly used in the grassland wildfires in California and they are used by trained fire beating crew who must wear appropriate garments and gears that are not only resistant to the fire itself but also protective from the painful burning characteristic of open-fire fighting. The criteria for determining the kind of agent to be used is based on the kind of fire (in the open or in a building), the kind of material burning (flammable liquid or wood or plastic or any other) and also on the resources available. Curbed fires can be suppressed by adequate water spray while fire from a fuel tank can be suppressed by used of liquid carbon dioxide. The agent selected should be the most appropriate under the prevailing conditions (Schwartz & Perry, 2007, p. 334). 9. Gift from a client or other person with whom one has a professional relationship, which must be reported to an employer, those if accepted could create a conflict of interest and state the justification. a. A pen with promotional advertising on it. It should be reported because if kept as a secret, other parties with similar interest as this client may see this as a campaign for this particular client’s company. b. A promotional videotape- it should be reported but it has no potential for causing conflict of interest. Reporting will allow for analyzing of the message in the tape and whether it is acceptable or not. c. A book of engineering data – this should be reported because the information contained in this book has not been established to be in conformity with the applicable standards for engineering. If not reported, it can cause a conflict of interest because if an engineer beliefs in the data, he is likely to have conflicts with others who use the preset standards. d. An engraved briefcase – it should also be reported because the material used to make it may be unsafe. Since briefcases are carried at work, the engraved briefcase may act as a source of irradiations which can potentially form a source of ignition for liquids with low splash points. e. A car – This should be reported because if not reported, it may be perceived as a reward for favor done before which is not acceptable according to the engineering code of ethics. This client may also be malicious and implant explosive materials in the car, and set it to explode when parked near the factory. Reporting will give room for inspection to avoid such terrorism minded clients or persons. f. A calendar- This should not be reported and cannot be a source of conflict if reported because it does not feature any where within the codes of ethics. However, if it contains advertisements of a company with which you have business relations, it should be reported because it has the potential of influencing the decisions of the engineer and may be seen as unfair by other companies with which you have similar business ties. g. A sterling silver pen with your name engraved on it- it should not be accepted if the person is involved in fraudulent enterprise as stipulated in the Rules of Practice number 1d. The engraved material may be radioactive and thus form a hazard especially when working in factories with highly flammable liquid tanks. h. An encyclopedia. This should be accepted and never reported because it has general information and the information contained is usually standardized and can be believed to be true. In case it is not reliable, the publisher can be held responsible (NSPE, 2003, pp. 1-2). 10. About an article related to unethical conduct The article is about a company that was involved in corrupt tendering process. The way it obtained road construction tenders was questionable by its competitors. This unethical engineering conduct has led to several impacts. First, there has been pressure from the other registered road constructors to de-register this constructor and soon, this individual company may be out of business. The engineers directly involved in the scandal may as well be deregistered. Since this has been highlighted by the press, the whole society may lose the trust they had on the engineering society unless a stern action is taken. This is against the professionalism of engineering and it is ‘staining’ the profession. This act is against the code of conduct for engineers since they are required to execute their duties honestly. The law also requires them to conduct themselves honorably and ethically and always act within the law. This is meant to retain the reputation and most importantly the usefulness of the profession. The ethical actions that should be taken against the perpetrators of this act include appearing for questioning to prove the misconduct, and if found guilty, the perpetrators should be sentenced as per the law (NSPE, 2003, pp. 1-2). The engineers involved should also be de-registered from the society for engineers for ‘staining’ the society and violating the rules they know very well. References Ammons, D. (2001). Assessing Municipal Performance. US: Sage. Fitzgerald, W. (2004). Building Fire Performance Analysis. New York: J. Wiley and Sons. Gagnon, R. M. (1998). Special Hazard Design. New York: Thomson Delmar. Gill, P. (1997). Factory Management and Maintenance. Michigan: McGraw Hill. National humanity of skilled engineers (NSPE). (2003). Code of Ethics for Engineers. Alexandria: NSPE. Newton, D. C. (1995). ‘The Ozone Dilemma’, The Columbia Encyclopedia. Columbia: Columbia University press.

Racism and Immigration, a view

Racism and Immigration, a view Free Online Research Papers This is in a nutshell my views and opinions of not so much the world, but of the â€Å"Land of the Free†, the United States of America that we live in. I unfortunately as a child learned quickly that I was different than all my peers. I grew up in Clyde, Ohio which is a small town that is still to this day is predominately a white city. It started to set in when I started school and realized that I was different than everyone else except my sister who was two grades ahead of me. See, I was raised by my grandparents on the Caucasian side of my family for reasons unrelated to the Hispanic ethnicity of my father’s family. My mother had never married my father and the step-father that she chose to have my two half-brothers with was a violent man towards his step-children. Actions that are still under question caused my grandparents to step in and file for full custody of my sister and I, and had no trouble doing so. Unfortunately my mom and brothers were left in that sort of situation and not till I was older and questioned it did I know why things were the way they turned out. After realizing the circumstances I see now that it was for the better of the two of us, I just wish the rest of my family could have gotten away also. I’m sorry to say that the older of my two brothers passed away in a vehicle accident almost one year ago, God rest his soul, but the younger of the two has been blessed with beautiful twin boys that are now four years ol d and smarter than ever. Now that there is some family background I will get back to the part when I noticed a difference. My grandparents insisted that all their children go through a Catholic Grade School, so with that it already narrowed class size down to twenty to thirty students per grade. Now in school the color of my skin wasn’t much of a factor, at least not that I actually heard. Matter of fact I think my diversity made me more appealing to the teachers to teach me, and also helped a little with the lady folk. Outside school on the other hand the public school students were not afraid to voice there opinion. I heard all kinds of different terms used most memorable being mexi-billy, due to the fact that I grew up in the country. Luckily I had quite a few of kids my age that lived nearby way out in the country, conveniently, who sometimes made fun but reassured that we were still friends and it was just harmless bull-shitting between us. As close friends give each other shit, thatâ€℠¢s just what we did to avoid boredom out in B.F.E. That was my childhood in a quick summary, and it was actually a pretty well rounded one, except for the sheltered ness of the conservative catholic upbringing. All that aside I enjoyed my childhood while I was in it. Although there was always those questions about my parents in the back of my head that I would just have to wait till I was old enough to figure it out for myself. I am now twenty-six with a beautiful girlfriend that has two children ages nine and eight from her previous relationship and one of my own on the way. Although I consider the two mine since I’ve been there for more than half their lives and love them as my own. I do believe that its love that makes up a family and not just blood, regardless of color, race, or gender preference. Now since we’ve all been together we have moved from Clyde, a small white powered town, to Sandusky, which is a little more diverse, to Huron, another small predominately white town. When I asked my nine year old daughter about the population difference between cities and schools they’ve attended she answered me â€Å"What difference† , she is unaware that color is a difference yet. She sees it as being a boy or a girl, you’re just born that way, and that’s wonderful to hear as a parent. One thing that does come into play in her life is the aspect of being one of the smarter kids in the class and shying away from raising her hand to often, afraid of being called a know it all or maybe worse. This idea coincides with an article I found in the Sandusky Register titled â€Å"Classmate’s criticism stuns smart student into silence.† This was actually a Dear Abby letter from a teen that was shun from answering teachers questions in clas s due to classmates criticism, this is an awful prejudice to use against someone and instead should be promoted. Now, on to my father, now 45, who was of Hispanic descent growing up in Clyde. He went through up to his tenth grade year of school until one day in science class the teacher asked a questioned. At first called on him, and when he hesitated to give out the answer the teacher spat out quote, â€Å"you wouldn’t know the answer anyway your just a stupid Mexican!† This as you could guess was the last day of his school career. Of course a meeting was arranged and the teacher was made to apologize, but it just wasn’t enough, he had humiliated him in front of twenty five other students who still would have thought it was fine to use such racial slurs. Now other the other side of the story was my mother who was white but also a woman. She stated when asked that it was just assumed men were more likely to prosper while women were to grow up to be housewives or possibly receptionists. She was the oldest of my grandparents children and also went to a catholic school where sex was a â€Å"hush, hush† discussion between students and wasn’t a topic for public discussion and definitely not at home. Now she has traveled all over the U.S. working and says the discrimination is still at its best. Mostly in bigger cities, which you wouldn’t think due to the vast amount of cultures. She has came to the conclusion that no matter what its you, yourself who needs to make a name for yourself and not expect things on silver platters regardless of color, race, or gender. Unfortunately racism and prejudices are things that are always going to be right around one corner or the other. Just like Tim Thomas in our first reading â€Å"A Year of Trouble† he might not have been doing anything at that moment but by running he showed suspicion and being a known traffic offender he made the officer perceive that maybe there was more going on at that moment. It’s tragic that it did end up the way it did in a casualty but according to the past and the area the officer thought that he was in danger, at least I hope. All wrapped up all these issues that have been discussed definitely will need to be worked on and polished for the rest of human existence. Hopefully it all comes around full circle when eventually everyone’s all the same color due to interracial couples, and no one can then point the finger without four pointing back at them. Research Papers on Racism and Immigration, a viewStandardized TestingHip-Hop is ArtWhere Wild and West MeetEffects of Television Violence on ChildrenThe Effects of Illegal ImmigrationComparison: Letter from Birmingham and Crito19 Century Society: A Deeply Divided EraThe Spring and AutumnThe Relationship Between Delinquency and Drug UseQuebec and Canada

A Report On The Novel 1984, By George Orwell Essays - Free Essays

A Report On The Novel 1984, By George Orwell Essays - Free Essays A Report on the novel 1984, by George Orwell The Importance of 1984 1984 was a very important book. First, it helped show where communism was headed, and helped create repulsion towards Communism. Before this book (and Animal Farm) a lot of people thought Communism was a good thing. The major mainstream generally neutral about it, but this book really opened up and showed what a bad idea it was, because it showed where communism was headed, not a place where everyone was equal, but a place that was once that and evolved into a horrible totalitarian government that could never be toppled. Second, I'm not sure whether this book could last for years for generations to enjoy. Although I hope it remains a favorite, it was really ment as a political novel of the 20th century. It could still last though, if people don't forget about the 20th century, or something similar to communism appears in the future. (and even if that doesn't happen, it will probably still be liked because it's just a good book) Also, it would be ironic if something sim! ilar to "newspeak" comes about, English is forgotten and this book would be unreadible. Third, I think this shows an interesting portrait of human life. It's true, the upper class always tries to stay upper, the middle class tries to join the upper class, and the lower class wants everyone to be equal. Forth, I think this book would go very good in a series. I don't mean exactly sequels, but the "world of 1984", a series of books that shows Big Brother's rise to power, and who he really is, stories about Eastasia and Eurasia, what's going on in the Inner Party, a visit to the place where the telescreens are monitored, et cerera (by the way, I think there might be a sequel, I'm not sure. I saw a book that's supposed to be similar, only it's in the year 2000 and written by a different author, and it was written in the last two years) Well, I hoped I proved why 1984 is my favorite book, I guess. Summary of 1984 This story takes place in London, Airstrip One, formally called England, before it joined with North America, South America and some small European countries to form Oceania, which is based on the Ingsoc (English Socialism) political structure, which consists of Big Brother, the Inner Party, the Outer Party, and the proles. Big Brother is the mysterious elite totalitarian leader, whom the Outer Party adores. Only his voice is heard on the telescreen (a two direction broadcasting television, used for constantly pumping propaganda into people while monitoring them simultaneously), and a picture of him is posted on the walls. No one knows where he resides, and no one knows what his real name is. Then there's the elite, the Inner Party. They're upper class, and their main focus is to keep the middle class (the Outer Party) and the lower class (the proles) in line, and prevent them from getting to their status or starting revolutions or something. They get the Outer Party in line by getting them to love Big Brother, torturing them, and constantly pumping their heads with propaganda. They get the proles in line by keeping them ignorant, by giving them entertainment and such to keep them happy, and keep them ignorant about the suffering and injustice going on. If the proles wished so, they could easily overthrow the party. The book's main character is named Winston Smith, and he's from Airstrip One. He works at the Ministry of Truth, a place where propaganda is made, and media is changed and edited. Winston's job is editing old copies of The Times, which is the newspaper in London. Winston had been a thought criminal, which is someone who thought against Big Brother or the establishment, even very slightly. Winston bought a diary, and wrote "DOWN WITH BIG BROTHER" in it, as kind of a way to express himself and his rebelliousness on paper. Soon, Winston has an affair with a women named Julia. They rebel against Big Brother by loving each other, and having sex. Love and sex are against Big Brother because they divert love and energy away from him. Winston

MRI Essay Example | Topics and Well Written Essays - 1500 words

MRI - Essay Example Apart from these condyles, which are bony prominences, the distal end of humerus has two depressions as well. The bony depression on the anterior side is known as coronoid fossa, while the posterior depression is known as olecranon fossa. The areas where the bones connect to each other are referred to as articular surfaces. The elbow joint is articulated at Radioulner, Radiohumeral and Ulnohumeral joints. These articular surfaces are covered by the hyaline cartilage. A joint capsule, which is lined by Synovial membrane, encloses the entire joint in such a way that all three joint cavities remain in communication with each other. The elbow joint is stabilized by ligaments. These include Radial and Ulnar Collateral ligaments and the annular ligament of the head of radius. The medial side of the joint is strengthened by the Ulnar collateral ligament whereas the radial collateral ligament stabilizes the lateral side. The head of radius is connected to the radial notch of ulna by the annu lar ligament which runs around the head of radius. The movements at the elbow joint are facilitated by the muscles attached in this region. These muscles are organized into four different compartments according to their position, namely anterior, posterior, lateral and medial. The anterior group has two muscles, biceps brachii and brachialis. Posterior group has triceps brachii and anconeus muscles. The lateral group has brachioradialis and supinator muscles as well as the extensors of wrist and fingers. Whereas the flexor muscles of wrist and fingers, along with pronator teres muscle form the part of medial group. The arterial blood supply to the elbow region is through brachial artery. The venous drainage is by the way of brachial vein, median vein and median cubital vein. The nerves supplying the elbow region include musculocutaneous nerve, radial nerve, ulnar nerve and axillary nerve. MRI IMAGE FOE ELBOW The daily activities performed by the hands, grasping and the coordinated m ovements at the forearm and wrist are possible because of the complex synovial joint at the elbow which is referred to as the elbow joint (Lee et al 2003). It connects the distal end of the upper arm bone humerus to the proximal ends of the two forearm bones radius and ulna. The bones are articulated at trochlea and capitulum of humerus above and trochlear notch of ulna and the head of the radius below (Snell 2004). The three bones are articulated at four joints, together known as cubital articulations, i.e, humeroulner, humeroradial, superior radioulner and inferior radioulner (Stroyan et al 1993). The articular surfaces are covered by hyaline cartilage and the joint is enclosed by the capsule, lined by synovial membrane. The capsule serves to stabilize the joint along with the two ligaments, i.e. lateral collateral ligament and the ulnar collateral ligament. Anteriorly, the capsule attaches to the radial and coronoid fossae and the medial and lateral epicondyles of humerus above a nd to the coronoid process of ulna and annular ligament of radius head below. The posterior attachments of capsule are to the olecranon processes of humerus above and ulna below, and the annular ligament of radius head below (Snell 2004). The fan shaped lateral collateral ligament attaches lateral epicondyle of humerus to the annular ligament of radius. The triangular ulnar collateral

Customer Service Software and how it provides tools used in enhancing Essay

Customer Service Software and how it provides tools used in enhancing customer service - Essay Example An excellent customer service ensures that the customers know the services expected from the organization, and the organization should ensure high quality information about the regular customer needs. The company management should be easily accessible, and response should be fast. Customer service provides a framework in the creation of commendable customer relationship within the organization. Customer service creates trust and loyalty between the organization and the customers transcending moment interaction. Mostly, complaining psychology ensues as measurement for crises ad opportunities (Kelshall 2009, p.223). Customer service entails all the activities that enhance high level customer satisfaction by ensuring the services and the product meet the customer expectation, and it enhances income and revenue generation. Customers and the Organization Customers can be regarded as key stakeholders to every success within an organization. The constant drive in customer satisfaction is th e duty of all people within an organization. The appreciation of the employees in organizations takes place regardless of whether the link is direct or indirect. Many organizations consider the customer role as the prime. This happens through corporate training programs and improved communication techniques. Customer satisfaction by an organization requires maintenance of the customer contacts. Marketers enhance customer satisfaction through market survey and research to offer insights on the new services and products sought by the customers (Rao & Madhavi 2004, p. 38). Customers influence the decision by the marketing team towards decision making. Customers are crucial determinants of profits and revenues and ensure job security within an organization. Therefore, viability of an organization measured based on the potential of an organization to attract customers. Provision of excellent customer service is the paramount goal of an organization (Chung 2006, p. 10). Customer satisfact ion and the client retention Customer retention ensures continued business relationship between the customer and the firm. On the other hand, customer satisfaction is the measure of the surpassing power of goods and services by an organization to customer expectation. Commendable customer satisfaction accompanies loyalty. The organization with high customer satisfaction pays little attention to the advertising from their competitors. Satisfaction influences repurchasing intention and ensures customer retention. Unsatisfied customers may continue their patronage based on fear of shifting to other alternatives. Fear is created by the unawareness of the other services elsewhere, especially when using the repurchase intention in measuring the customer satisfaction (Kelshall 2009, p.224). Relationship between organization profitability and customer satisfaction Many studies indicate the correlation between the customer satisfaction and the organization profitability. Happy employees comm unicate well with the customers. The customers continue with their patronage. The relationship develops leading to continuous loyalty. Invariably, the defection rate reduces and acquisition of new customers results. Good customer service is critical in enhancing customer perceived value. The overall assessment of the customer on the product utility improves the customer loyalty. The customer perceived values influence the cost and the tastes of the customers. The interaction efficiency with the staff influences the perceived value