The Effect of Legal and Illegal Immigrants in the United States :: Immigration Cause Effect Essays

For many years the United States of America has been held by many to be the land of opportunity where everyone can achieve their dreams. Like in any area of the world the immigration and migration of people both legally and illegally shapes our country’s population and the economy. In the United States there are millions of illegal immigrants that struggle to find a way to live and then there are the legal foreign-born individuals that abide by our laws and still struggle to get by. A great deal of the population growth we have seen in the past and will see in the future is due to the immigration of foreign people into this land. As one studies our nation he can see there are many differences between the status and living conditions of natives and foreign-born population. There are many migrant workers that come into this country every year to work in the farms and industries that offer seasonal work with little pay. In light of the recent terrorist acts against this country t he immigration laws and border patrols are coming under greater scrutiny. Immigrants and Their Place in our Population There are all kinds of immigrants in the United States and they have different kinds of statuses. First of all there are legal immigrants that were foreign born but have become citizens of the United States. There are also people who come into the country legally and are given permission to live here permanently but are not naturalized citizens because they have either never applied for citizenship or do not meet a requirement for citizenship. We also have those who come here legally to stay for a set amount of time for things such as education, or work. On the other end of the spectrum are the millions of illegal immigrants that sneak into our country hoping to find asylum and a better way of life. As is apparent in any area that receives immigrants the influx of new people has an effect on population size and diversity. The Department of Labor expects the population of the United States to grow by around fifty percent over the next fifty years. They also say that immigration will have the biggest role in growth through mid-century and that other changes come only because of birth rate and death rates. We are to expect around 820,000 immigrants to arrive in our country every year not including those who come illegally.

Concert Life Essay -- essays research papers

We were the metal, Ericson stadium the magnet. With the burning heat reaching down to scold our pale defenceless faces we began walking impatiently at a pressing pace towards the stadium. The stadium projected a hum of activity and instrumental sound, which was deafening the ear, already! . We clutched our tickets tightly as though they contained the final ingredient to the cure of cancer.Rapidly consuming energy drinks which were to provide us with the weaponry energy to battle a physically and mentally tiring day of dancing and trancing to magical beats and vocals .We swarmed with countless other bees to the gate of the hive .The excitement at this point was unmeasurable, indescribable, undefinable .We entered mesmerised, it would have been mentally impossible to take in what surrounded me at once, frozen with shock my eyes flickerd as though malfunctioning, enjoying fragments of what there was to see. There were t shirt sales, pricing stands, EFTPOS machines , people , autograph signing booths , people , stages and people , tents and people , rides , skateboard ramps and more people. With no knowledge of direction I journeyed into close proximity of the main stage where Australian band 'Regurgatator' encouraged thousands of rocking heads. We ventured through the crowd to destination unknown with our path being dictated by others equally as lost.In time I gathered my senses and began to absorb the surroundings the best I could. I obtained the timetable of acts, which edu...

Role and Functions of Hr Managers

Role and functions of HR Managers Introduction The Human Resource Department deals with management of people within the organisation. There are a number of responsibilities that come with this title. First of all, the Department is responsible for hiring members of staff; this will involve attracting employees, keeping them in their positions and ensuring that they perform to expectation. Besides, the Human Resource Department also clarifies and sets day to day goals for the organisation. It is responsible for organisation of people in the entire Company and plans for future ventures and objectives involving people in the Company. Handy, 1999) Research has shown that the human aspect of resources within an organisation contributes approximately eighty percent of the organisation’s value. This implies that if people are not managed properly, the organisation faces a serious chance of falling apart. The Human Resource Department’s main objective is to bring out the best i n their employees and thus contribute to the success of the Company. These roles come with certain positive and negative aspects. However, the negative aspects can be minimised by improvements to their roles and functions. These issues shall be examined in detail in the subsequent sections of the essay with reference to case examples of businesses in current operation. Positive aspects of Roles and Functions of the Human Resource Department Recruitment of Employees This is one of the most fundamental roles of the HR department. This is because this function ensures that the Company under consideration selects the most skilful and competent person from a sea of applicants at that time. This function involves evaluation of ability and competency of potential employees in relation to what the Company needs. This role falls under the Staffing role of management. If this function is performed well, then the organisation will increase value consequently being on the right pathway to achieve its organisational and departmental goals and objectives. (Hyde, 2004) Effective recruitment can be done through a number of ways. First of all the Company can conduct educational and psychological measurements. This task will involve assessment of abilities, skills and character evaluation of applicants. Through psychometric evaluation, the Company can ensure that employees have the right attitude necessary to fit into the organisation. Another method Companies use to recruit members of staff is through interviews. Here, the Human Resource Department can ask applicants questions that evaluate their decision making abilities and how they would deal with certain situations if presented with them. The Department can also employ the use of written interviews where applicants answer questions addressing key issues in the organisation. Through these channels, the Department contributes towards organisational performance. An example of a Company that performs this role well is Tesco Ireland. The Company notifies the public about vacancies. It then posts a questionnaire online and interested parties fill it at that time. This is then evaluated and those who fall within their minimum requirements are invited for an interview. In the interview, applicants are asked a number of questions and those who did extremely well are further analysed and retained. Those who did moderately well are not immediately eliminated; instead, their interview questions are kept on file then these are reviewed after six months. By so doing, the Tesco Ireland makes sure that its employees are highly capable and that they will enrich the organisation. (Hyde, 2004) Improvement of Compensation Packages One of the major functions of the HR department is to motivate employees. This can be done through rewards especially for those who have done well. The HR department needs to evaluate performance of employees and those who have exceeded expectations should be compensated for their actions. Research has shown that rewarding employees for good performance is the number one incentive for keeping up this trend. These compensation packages can come in the following ways; – Holiday Offers – End of Year Bonuses – Equities – Awards – Salary Increments – Provision of Flexible Working Hours – Straight forward Promotion Schemes and Career Developments If the HR department includes these incentives, then it will ensure that employees are satisfied with the Company. It will also contribute towards good staff retention rates. This is especially crucial in increasing stability within the organisation. It also makes employees identify with the firm and instils a sense of loyalty. Handy, 1999) Planning in the Organisation The Human Resource Department is placed with the responsibility of ensuring that it plans adequately for all the organisation’s future engagements that will involve people. One important aspect of this is planning for employees in the organisation. It is important that the organisation ensures that all the employees under its wing are just enough to increase value to the organisation. The Department must ensure that staff members are not too many because if they exceed this amount, then the organisation stands too lose. It must plan adequately to ensure that staff members are not too few either, otherwise they will be overworking those who are already in place. Consequently, there will be poor motivation resulting from fatigue. The HR department is also bestowed with the responsibility of planning future organisational goal in relation to people or clarifying these same goals to staff members. This function of the department ensures that people in the organisation have a general direction which they are working towards. Organisations that have a clear direction are always more effective; those members of staff will be more result oriented rather than just working for the sake of it. The Department is also responsible for setting day to day objectives necessary for streamlining activities within the organisation and thus ensuring that work is not just done haphazardly. (Hyde, 2004) Negative Aspects of Functions and Roles of the Human Resource Department There are a number of problems that arise as the department goes about its activities Problems in Recruitment The department may sometimes be unable to adequately coordinate and incorporate all the employees needed in the Company’s operations. One such example is the NHS. In the year 2004, the organisation was found to be wanting in its human resource department’s functions. The Company was recruiting a large proportion of its employees; 40% from Asian and African countries. This means that the organisation was draining medical personnel from those needy countries and using them for themselves. (Katherine, 2002) Such a practice showed that the HR department had exercised bad judgement in ts staffing function. Instead, it could have used these foreign nurses as temporary measure and put in place a strategy to train local nurses such that it could stop depending on those poor countries for supply of nurses. Problems in Remuneration In the process of trying to motivate members of staff to perform better, the Human Resource may make deals that eventually cause problems. A case in p oint is the Home Depot. This Company has an employee Compensation policy that requires that one should be rewarded for the time they have served the Company. The Home Depot Company offers an end of year bonus, basic salary and grant on stock shares as an incentive for some of its employees The CEO of the Company Robert Nardelli lost his job in the year 2007. This was because the company has experienced a lot of losses under his leadership; its shares fell by eight percent in the stock exchange and he deserved to leave the Company. However, because the Human Resource Department had put in place a policy that requires all members of staff to be given the incentive mentioned above, he left with a lot of money. It was reported that he had with him about two hundred and ten million dollars. The Company had no way out of this payment because HR had already passed that policy and they were bound by the law. This goes to show that sometimes policies made by the HR department do not benefit the Company especially if the parties involved are considered as losses to the Company. (Michael, 2007) Problems in Planning Sometimes the HR Department can employ people who may not contribute towards organisational principles. A classic example is the Arthur Andersen Company that fell apart in the year 2002. This was an American Company that dealt with audits. It was initially very successful in its operations prior to that fateful year. But in the latter years of its operations, the Company was involved in two accounting scandals that tarnished its name and subsequently caused failure. The Company failed to plan well for the kind of employees it recruited. This was witnessed when one of its employees in the Legal Department called Nancy Temple was fined in the Court of law for non adherence to accounting laws. This problem could have been prevented if the HR department had evaluated this employee before hiring her and also evaluation should have been done during her performance. If HR had been extremely critical, then they would have realised that the employee did not adhere to Company principles and would therefore have terminated her employment. Beside this, the Arthur Andersen Human Resource department also failed in its communication function to employees. The department should have ensured that they constantly communicate to members of staff about the goals and objectives of the Company on a day to day basis. This would have made them very clear in the minds of employees and would have prevented the downfall of the Company. Strategies to Improve Human Resource Department’s  Ã‚   Value to the Organisation Training and Internships It is not necessarily a guarantee that a candidate who did well in the recruitment exercise is the best in performing an organisation’s functions. New employees need orientation into the Company’s functions and can also improve some inefficiency that these new employees may have in relation to their skills. This is the purpose of placing them on internships. (Norbert, 1967) Training is also essential for members of staff who have been working for the organisation for a long time. This is especially so in the wake of technological advancements, legal changes and changes in service delivery. It is important for an Organisation to keep up with industry trends otherwise it faces the danger of becoming obsolete; especially in the background of increasing competition. Training need not be restricted to improvement of skills; it can also involve improvement of attitudes. This is normally characterised by attendance of workshops and other forms of talks. Training also increases motivation of employees and gives them that extra boost of energy needed to get them through tough times in their jobs. All the above tasks are placed under the Department of Human Resource because it is the one that will asses when training is needed, who needs the training, where and by whom. This aspect is a sure to improve value of the HR Department in the organisation. An example of a company that adheres to this principle is Marks and Spencer retail chain outlet. The Company offers training for twelve moths. Here new employees are taught all that is necessary to meet organisational goals and objectives then they can start work when they are ready to do so. (Norbert, 1967) Making Better Use of Time The Human Resource is conferred with the responsibility of ensuring that all members of staff perform to their best ability. It could improve this area by facilitating better use of time in all departments within the organisation. Time is one of the most crucial yet intangible assets of the Company. The proper use of this resource could maximise production and achievement of organisational goals. (Harold, 2003) The Department can do this by planning activities to be carried out in the organisation. It can make schedules for the various activities that have to be done in the organisation and thus facilitate better flow of information. In addition to this, the Company can also ensure that all members of staff are held accountable for not performing a certain task. This is especially in regard to maintenance of the schedules. In so doing, human the Human Resource Department will be ensuring that employees do not simply report to work and that the time spent at work is directly proportional to output. Improving Organisational Culture The Human Resource Department can try to improve organisational culture through a three step procedure. The first step of the process is observation. In this step HR finds out what makes ups or what the company’s culture is like. HR should also be very intense on the organisational needs. Here, HR should realise that personal fulfilment works better and therefore should try to ensure that the change is relevant to every staff member. In this stage, HR should try to explain to all staff members or stakeholder the advantage of transforming the culture in the organisation. This should be made clear so that all can see the advantages at the individual level and not simply at the organizational level. Erica, 2006) Then HR should try to eliminate all inhibitions in staff member’s minds. It is possible that some may claim that they tried one or two strategies before and it did not succeed. This are what are called ‘cries of despair’ and HR should try its best to explain to staff members the need of changing the culture of the organisation. The next step is the analysis of various aspects. Here, there is collect ion of data needed in making certain that culture changes. This stage involves checking out the success features or the factors that can facilitate its success. There should be calibration of data collected. Staff members should be made to understand that there are no perfect situations for implementation of changes. The analysis should involve assessing whether the information is sensible or not. Whether data gathered will be helpful or not and if it is too little or too much. Staff members should be requested for data that will help change the culture. Of course when trying to bring in change HR Department should have perceived benefits, a deadline for execution and also the realised gains in relation to the change in culture. In this step, there should be reality checks which should be done often. There should also be continuous integration. Through this scheme HR Department should be able to change the culture in the organisation and add value to it. (Harold, 2003) Conclusion The Human Resource Management team’s main function is to manage people. There are positive and negative aspects of this function; first of all, the HR department enriches the organisation through recruitment procedures and an example an effective HR team in this area is Tesco Ireland. HR department also ensures that members of staff follow a general direction by frequently clarifying and reminding them of the organisation’s goals. Besides this, they are also responsible for organising incentives or compensation packages to motivate employees. All these functions contribute towards organisational effectiveness. However, there are some negative aspects of HR; it has to bear the burden of blame if an employee performs poorly like the Arthur Andersen Company. Besides this, some policies made by the department may be detrimental to the Company like in the Home Depot Company’s case. Improvements to their role can be done by arranging training for staff members, organising activities for the organisation and changing organisational culture. (Erica, 2006)

Uniform Code of Military Justice

Article 92 is perhaps the most important article in the entire Uniform Code of Military Justice. It lays down the ground law, which is the absolute line that may not be crossed. Everything else in the UCMJ is an explanation of the various forms that disobeying an order can take. Without the support given by Article 92, service members would be free to do whatever they want, whenever they want, and wouldn't be any more accountable than a civilian could in a civilian job. However, service members are held to a higher standard.We are the line that protects this country and we are the defense against the storm. Without us, this country would not exist and could not exist. And for that, I have to follow the orders and instructions given by anyone appointed over me. The fact that I didn’t get to an appointment on time showed lack of accountability on my part, a lack of discipline to follow orders I was given and a lack of respect to those who are appointed over me as a leader. I fai led to be at my place of duty, which costs the Army money for another Soldier who could’ve been at that appointment and been on time.The military can only function if orders, when given, are obeyed. We would like to trust in the honesty and integrity of the Soldiers who made that oath and put their lives on the line for their country. The truth is that there are many out there that, if not given a clear set of rules, will not follow the rules. Will not care about the punishments, will not be productive or efficient members of the military machine. That is why Article 92, and the entire UCMJ, are necessary. They reinforce the behavior of those who do the right thing, promoting it and praising it.They punish those who do not do the right thing, undercutting and stamping out such behaviors. With such a system, the bad eggs, those who are unable to fit into the machine, will be ground up by it and spit out. Broken, incomplete, forever bemoaning the lack of foresight and flexibili ty that would have saved them. Accountability in the Army is paramount to the successful completion of the mission. It is a soldier’s personal responsibility to keep all his or her items accountable at all times. This ensures that the Army mission will be completed and that the soldier will remain prepared at all times.On a daily basis, thousands of Soldiers are seen at appointments varying anywhere from surgery on better eye sight to putting a broken foot into a cast for 6 weeks to heal. Appointments can be located anywhere on or off post depending on the type of appointment or preference of the Soldier. It is every Soldier’s right to choose where they would like to receive health care services. The Army spends Billions of dollars on medical supplies, medications, the latest and newest high tech equipment, and the healthcare facilities and the healthcare providers. When a Soldier misses an appointment, the Army’s money is then wasted.Money that could have been used on something such as new trucks, weapons and equipment. With budget cuts on funds within the ranks, missing an appointment is money the Army could use elsewhere. Of all the complications for military funding due to budget cuts, missing an appointment should not factor into it at all. Budget cuts have influenced the Chain of Command and their decisions on requiring Soldiers to pay out of pocket for their missed appointment. The government was starting to discuss having Soldiers pay out of pocket for their missed appointments.Have the Soldier pay out of pocket for the injuries received in an accident because they neglected their profile restrictions. Whether this has taken effect now or it will in the future, Soldiers will be less likely to miss any kind of appointment. If the responsibility were to fall on the shoulder of each individual Soldier, the Army would more than likely not have to inflict budget cuts and â€Å"Troop Cuts† we have all been reading about in The Arm y Times. If each Soldier were accountable for paying for their appointments, there wouldn’t be another wasted appointment because the Soldier was forgetful.It is every Soldiers responsibility to be healthy and remain in a fit condition. When Soldiers fails to do so however, the consequences can be catastrophic or even fatal in some cases. Best example, a Soldier has a tooth ache but ignores it because he or she thinks it’s a sign of weakness, that tooth ache can develop into something much worse than a cavity filling, the Soldier could end up being hospitalized because they didn’t take care of the issue when it was small. They ignored their MEDPROs warning about being past due for a check in.This action seems small, but when the Soldiers fall out of the ranks because they needed more medical attention such as surgery. That unit needs to replace that Soldier to remain fit and ready to deploy. This can led to issues and financial problems within that unit. Their d own a Soldier, which means they have to file paperwork to request a Soldier to replace him. That leads to more money to have that new Soldier coming in for travel and new training. Everything costs money. From the paper we use to request a Soldier to the training that he or she must receive so they can be ready to deploy on a mission.All of that money spent on the new Soldier could have been completely avoided if the Soldier had not ignored his MEDPROs dental warning. Something so small, like a tooth ache, turned in all new training requirements for a new and unprepared Soldier to keep a unit ready for a mission. If Soldiers were required to pay out of pocket for all of their appointments they made, the Army could spend more money where it is needed most. Such things are better training for Soldiers, Officers and Non-Commissioned Officers, better equipment for deployed units and faster approval on funding.This increase in money in better areas can lead to more successful missions an d fewer fatalities on the battle field because the equipment is more accurate. Soldiers have been trained to the highest level, instead of just the basics for life saver course. The Army can afford to push every Soldier through the advanced kind of training needed to save lives. All of this could happen if every Soldier was held responsible for their actions of missing an appointment. Including, if every Soldier made it to all their appointments on time.If every Soldier was paying out of pocket for their appointments, the bigger picture we see is more saved lives in the combat zone. Every Soldier has the right to be seen for health issues. The well being of every Soldier, whether it’s their mental state or their physical health, is required for the best combat ready Soldier the Army has. That is the reality in today’s forces. The citizens of our country need us at our highest peak in health. So when unexplainable and tragic accident such as 9/11 ever happens again, a f orgotten dental appointment will not hold out any Soldier.The responsibility in accountability is every single individual’s duty for themselves and their team. The rank is not a concern when compared to responsibility. No one is singled out. It is my responsibility and my responsibility alone to maintain my physical and mental health state. I have to maintain myself at the highest level for Soldier readiness. That is my responsibility, no one else’s. However, in the long run, I affect someone else’s life if I neglect that responsibility. A simple phone call to change the time of my appointment could have avoided all of this.Neglecting to call was a failure on my part completely. I do not blame nor will I blame anyone but me. On the next appointment, I will be sure to make my appointment on time with enough reminders that it would be impossible not to forget. This standard for accountability needs to be a high priority of every Soldier who does not know much abou t the Army. Such as young privates coming out of Basic and AIT, can be trained and carry on the standard for responsibility and accountability. So future funds can be focused more for the training and not for missed appointments. Uniform Code of Military Justice Article 92 is perhaps the most important article in the entire Uniform Code of Military Justice. It lays down the ground law, which is the absolute line that may not be crossed. Everything else in the UCMJ is an explanation of the various forms that disobeying an order can take. Without the support given by Article 92, service members would be free to do whatever they want, whenever they want, and wouldn't be any more accountable than a civilian could in a civilian job. However, service members are held to a higher standard.We are the line that protects this country and we are the defense against the storm. Without us, this country would not exist and could not exist. And for that, I have to follow the orders and instructions given by anyone appointed over me. The fact that I didn’t get to an appointment on time showed lack of accountability on my part, a lack of discipline to follow orders I was given and a lack of respect to those who are appointed over me as a leader. I fai led to be at my place of duty, which costs the Army money for another Soldier who could’ve been at that appointment and been on time.The military can only function if orders, when given, are obeyed. We would like to trust in the honesty and integrity of the Soldiers who made that oath and put their lives on the line for their country. The truth is that there are many out there that, if not given a clear set of rules, will not follow the rules. Will not care about the punishments, will not be productive or efficient members of the military machine. That is why Article 92, and the entire UCMJ, are necessary. They reinforce the behavior of those who do the right thing, promoting it and praising it.They punish those who do not do the right thing, undercutting and stamping out such behaviors. With such a system, the bad eggs, those who are unable to fit into the machine, will be ground up by it and spit out. Broken, incomplete, forever bemoaning the lack of foresight and flexibili ty that would have saved them. Accountability in the Army is paramount to the successful completion of the mission. It is a soldier’s personal responsibility to keep all his or her items accountable at all times. This ensures that the Army mission will be completed and that the soldier will remain prepared at all times.On a daily basis, thousands of Soldiers are seen at appointments varying anywhere from surgery on better eye sight to putting a broken foot into a cast for 6 weeks to heal. Appointments can be located anywhere on or off post depending on the type of appointment or preference of the Soldier. It is every Soldier’s right to choose where they would like to receive health care services. The Army spends Billions of dollars on medical supplies, medications, the latest and newest high tech equipment, and the healthcare facilities and the healthcare providers. When a Soldier misses an appointment, the Army’s money is then wasted.Money that could have been used on something such as new trucks, weapons and equipment. With budget cuts on funds within the ranks, missing an appointment is money the Army could use elsewhere. Of all the complications for military funding due to budget cuts, missing an appointment should not factor into it at all. Budget cuts have influenced the Chain of Command and their decisions on requiring Soldiers to pay out of pocket for their missed appointment. The government was starting to discuss having Soldiers pay out of pocket for their missed appointments.Have the Soldier pay out of pocket for the injuries received in an accident because they neglected their profile restrictions. Whether this has taken effect now or it will in the future, Soldiers will be less likely to miss any kind of appointment. If the responsibility were to fall on the shoulder of each individual Soldier, the Army would more than likely not have to inflict budget cuts and â€Å"Troop Cuts† we have all been reading about in The Arm y Times. If each Soldier were accountable for paying for their appointments, there wouldn’t be another wasted appointment because the Soldier was forgetful.It is every Soldiers responsibility to be healthy and remain in a fit condition. When Soldiers fails to do so however, the consequences can be catastrophic or even fatal in some cases. Best example, a Soldier has a tooth ache but ignores it because he or she thinks it’s a sign of weakness, that tooth ache can develop into something much worse than a cavity filling, the Soldier could end up being hospitalized because they didn’t take care of the issue when it was small. They ignored their MEDPROs warning about being past due for a check in.This action seems small, but when the Soldiers fall out of the ranks because they needed more medical attention such as surgery. That unit needs to replace that Soldier to remain fit and ready to deploy. This can led to issues and financial problems within that unit. Their d own a Soldier, which means they have to file paperwork to request a Soldier to replace him. That leads to more money to have that new Soldier coming in for travel and new training. Everything costs money. From the paper we use to request a Soldier to the training that he or she must receive so they can be ready to deploy on a mission.All of that money spent on the new Soldier could have been completely avoided if the Soldier had not ignored his MEDPROs dental warning. Something so small, like a tooth ache, turned in all new training requirements for a new and unprepared Soldier to keep a unit ready for a mission. If Soldiers were required to pay out of pocket for all of their appointments they made, the Army could spend more money where it is needed most. Such things are better training for Soldiers, Officers and Non-Commissioned Officers, better equipment for deployed units and faster approval on funding.This increase in money in better areas can lead to more successful missions an d fewer fatalities on the battle field because the equipment is more accurate. Soldiers have been trained to the highest level, instead of just the basics for life saver course. The Army can afford to push every Soldier through the advanced kind of training needed to save lives. All of this could happen if every Soldier was held responsible for their actions of missing an appointment. Including, if every Soldier made it to all their appointments on time.If every Soldier was paying out of pocket for their appointments, the bigger picture we see is more saved lives in the combat zone. Every Soldier has the right to be seen for health issues. The well being of every Soldier, whether it’s their mental state or their physical health, is required for the best combat ready Soldier the Army has. That is the reality in today’s forces. The citizens of our country need us at our highest peak in health. So when unexplainable and tragic accident such as 9/11 ever happens again, a f orgotten dental appointment will not hold out any Soldier.The responsibility in accountability is every single individual’s duty for themselves and their team. The rank is not a concern when compared to responsibility. No one is singled out. It is my responsibility and my responsibility alone to maintain my physical and mental health state. I have to maintain myself at the highest level for Soldier readiness. That is my responsibility, no one else’s. However, in the long run, I affect someone else’s life if I neglect that responsibility. A simple phone call to change the time of my appointment could have avoided all of this.Neglecting to call was a failure on my part completely. I do not blame nor will I blame anyone but me. On the next appointment, I will be sure to make my appointment on time with enough reminders that it would be impossible not to forget. This standard for accountability needs to be a high priority of every Soldier who does not know much abou t the Army. Such as young privates coming out of Basic and AIT, can be trained and carry on the standard for responsibility and accountability. So future funds can be focused more for the training and not for missed appointments.

Interactive video behavioral intervention Essay

Risk behaviors on youth are issues that the sociologists and psychologists regard as big deals. The youth comprises the major work force of the future yet the trends and the activities they do sometimes put them to the verge of having complications and diseases that are transmitted through having sexual intercourses. Their every day activities may lead them to something that can really matter especially with their health and their spirituality. Modernism and liberalism are issues that are usually faced by the youth today by which values that are regarded to be sacred before are now called passe and often treated as something for the centuries, not for the modern age. One of the issues mentioned are women engaging to pre-marital sex at a young age, and worse cases to multiple partners. Downs, Murray, et. al (2004) formulated a study that dealt with the behavior of females who are likely to commit to sexual activities involving oral and anal sex, together with the sexual intercourse itself. Their study aimed to determine some controlling factors with the behavior of women regarding sex. It provided different ways of informing the women of the possible consequences of having sexual intercourse with the opposite sex. Having a number of reviews of articles, they gathered 300 sexually active females (6 months before the study started) from different places in Pittsburgh are that are still subdivided from hospitals, clinics and a teaching hospital. The authors of the study first surveyed for the participants who are willing to be tested and undergo the study. Parents were also asked if they are willing to let their daughters below 18 years become the participants of the study. According from the article, parents were more than willing to let their daughters be part of the team or the respondents. Questions that asked the motives of having sex were asked during the interview. It will help the evaluators to assess the usual situations before the actual intercourse happens. The study also has its way of letting the participants choose a way that they will be best informed. In this way, they will have an idea of how they are going to control their sexual drives. The modes of the study are: interactive video clip, a book that offers the same content as the video and brochures that offer the same topic. One video clip from www. WhatCouldYouDo. org was shown to them that portrayed a girl and a boy that depended on the concept of â€Å"condom† love that is often pictured as something satisfying other than the act of abstinence. Their knowledge about STD was also measured trough the 40 questions posted in the study, and they have a percentage of 65. 5% correct concepts about the matter. On the other hand, 67. 7% of them has the right knowledge about specific STD issues. Controls without the interventions were more likely to still engage in the activity while those who have had the chance to be included in the team with video intervention through randomization were reported to have self control over the next few months. However, the study showed that knowledge of the participant regarding sexual and STD issues did not increased. It was stated in the reports that it could have been better if the control for the study did not receive any intervention to clearly see the effect of the programs in controlling the risk behavior of youth, specifically with the females. The study may be leading to situations by which female will not be choosing the option to have sex with their partners to express their feelings. Moreover, the intention of preventing STD in youth through some information integrated seminars and trainings are good ways in drawing down the lines in the limitations of the actions of the females, and the youth. Reference Julie S. Downs, Pamela J. Murray, Wandi Bruine de Bruin, Joyce Penrose, Claire Palmgren and Baruch Fischhoff. Interactive video behavioral intervention to reduce adolescent females’ STD risk: a randomized controlled trial Social Science & Medicine, Volume 59, Issue 8, October 2004, Pages 1561-1572

Boeing Learns

Boeing Learns From 787 Mistakes: Using Technology to Create Supply Chain Success Introduction The Boeing Company is one of the largest Aerospace and Defense enterprises in the world. Presently headquartered in Chicago, Illinois; they have contributed to some of the largest breakthroughs in aviation technology † breakthroughs that greatly enhance the lives of the world's people. Boeing began as a small startup in 1916; but by the Korean War, defense efforts had grown Boeing to one of only 23 companies with $1 Billion in annual revenue.Boeing parlayed this growth into being ne of the premier designers and manufacturers of commercial aircraft. Designs such as the 707, 737, and 747 cemented their role as the leader in the industry until 2003 when Airbus first surpassed Boeing in annual sales and order backlog. (Nolan 2012) CEO Phil Condit saw Airbus making progress well prior to 2003, however. In 1996 Condit determined that the Boeing Company needed to be refocused in order to comp ete with the European conglomerate.Airbus had an advantage in innovation and manufacturing because it used collaboration amongst many suppliers to roduce quality aircraft in the most cost effective way possible. In order to continue in its global leadership position, Condit set Boeing along a path to leverage their core competencies, â€Å"with detailed customer knowledge and focus on operating lean and efficient systems. † This plan would be called the â€Å"2016 Strategy' and it would see Boeing change its relationship with suppliers from third-party contract-based to close, strategic partners. Nolan 2012) In future designs, Boeing would rely on these partners to not only build, but also design subcomponents for aircraft. Boeing knew hat it must have a way of coordinating the design process among all suppliers, which cleared the way for a powerful Enterprise Resource Management (ERP) tool. Boeing selected Exostar's Supply Chain Management Solution to coordinate the design and supply chain for the first project under the 2016 Strategy, the 787. (PRNewswire 2013) The 787 was conceived as a revolutionary design that would be a replacement for the aging 767, cost about the same, but be 2 more tuel efficient.It would accomplish this by utilizing a construction of 50% composite – something never before attempted in the commercial aviation arena. In summary, Boeing was endeavoring to build a brand new clean-sheet aircraft from materials never used, using methods never attempted, and using a supply chain more far reaching than ever experienced by the plane maker. In retrospect, it may be easy to see why the 787 has had so many problems. The problems are so large that Forbes was prompted to publish an article titled, â€Å"What Went Wrong at Boeing. (Denning 2013) Boeing has worked through most of its supply chain woes and has delivered over 60 787s to date. Boeing is now designing a next generation version of its supremely popular 777, the 777-8/9. B oeings desire to reduce costs and production time by relying risk-taking suppliers to design and produce major aircraft components has led to many failures and cost overruns in the 787 program. In order for Boeing to avoid the pitfalls of the 787 program, Boeing must take the lessons of the past in concert with good technology to ensure good management of the new 777 supply chain.Literature Review Boeing's move toward a supply chain that relied on utilizing risk-taking suppliers for the 787 was meant to reduce the design timeframe and shorten the production cycle, owever it actually placed the future competitive ability of Boeing in peril. The present paper specifically focuses on the practice of outsourcing design of the aircraft to the aforementioned suppliers and how improper oversight of the process led to delay, cost overruns, and the loss of intellectual property. The literature reviewed during this investigation is both peer-reviewed and Journalistic in nature.The following r eview is presented in a logical flow to show why Boeing chose this new strategy, some select major problems that occurred, and finally the actions that were taken to rectify those problems. Christopher S. Tang and Joshua D. Zimmerman (2009) begin their Journal article, Managing New Product Development and Supply Chain Risks: The Boeing 787 Case, by laying out the drivers for the 787 design strategy. In the 1990s, Boeing had decided that it must offer more customer value to compete with EADS' Airbus in the commercial aircraft industry.Ultimately, Boeing settled on designing a new mid-size, wide body Jet that would offer a superior passenger experience and burn 20% less fuel. To bring the Jet to market faster and cheaper, Boeing wanted to move away from its role as a manufacturer and become ore of a systems integrator. Tang, et al. say this strategy intended to save $4 billion in development cost and shave 2 years off the design period. (Tang, Zimmerman, ; Nelson, 2009) Boeing refers to these risk-sharing partners as â€Å"Global Supply Partners† (6SP).During an interview with World Trade; Steven Schaffer, then vice president of Boeing Commercial Airplanes' Global Partners, said the name change â€Å"reflect[ed] a deeper business relationship. † (Bernstein, 2006) In Chapter 8 of Cases on Supply Chain and Distribution Management: Issues and Principals, the nature of he relationship is further discussed. The suppliers are called â€Å"risk-sharing†, because they invest much of their own money into the success of the final assembled product. In fact, Boeing was able to get $4. billion of the $10 billion design budget from 6SPs around the world. These suppliers nave significant risk since they don't see any income until the aircraft are delivered. (Garg ; Gupta, 2012) In a seminal ex post analysis of the 787 outsourcing plan, Ehsan Elahi (2012) of the University of Massachusetts Boston asserts that improper monitoring and suboptimal supplier ele ction led to the appearance of many â€Å"hidden costs† and that Boeing didn't have an adequate understanding of the operational risks associated with outsourcing new product development.He concludes that these oversights led to poor stock performance, a drop it Boeings credit rating, and late delivery penalty payments for customers. The research by Elahi in the UMASS paper, along with his contribution to the Chapter in Miti Garg and Sumeet Gupta's book, lays out a great case for how too much reliance on outside design can lead to a loss of intellectual property. On pages 67-169 of the book, Elahi discusses how these partners were given the opportunity to learn how to build aircraft from composites without Boeing retaining any exclusivity rights.

Employability and Entrepreneurship Assignment Example | Topics and Well Written Essays - 2250 words

Employability and Entrepreneurship - Assignment Example The foremost activity required by a student at such a moment is developing a career plan. Career planning from the individual’s perspective is important for a number of reasons. It provides and allows the individual to maintain self-determination and control over his or head intended work life and related experiences. It contributes to better occupation-job-organization-industry work-life decisions that may greatly enhance job mobility and progression through successive career stages. Additionally, career planning can ease the individual through various life stages and facilitate the development of meaningful non-work roles, including church leaders and civic and community volunteer efforts that complement job-career roles. Activation of the career plan entails job search, self-development, job performance, promotion and mentoring behaviors (Hunt & Michael, 1983). To initiate and perform the career planning process, a number of formats are available to an individual. These are (1) self-help, (2) consultant/counselor assistance (3) employer-sponsored help, and (4) courses offered by organizations and professional associations. Any one or more combination of two or more of these formats can yield a reasonably comprehensive career plan. The formats vary, however, in terms of depth and detail of analysis, formality, cost, and career plan specificity. A step-by - step approach would prove to be effective in landing upon the most appropriate decisions on opting for a specific career. ... available to an individual. These are (1) self-help, (2) consultant/counselor assistance (3) employer-sponsored help, and (4) courses offered by organizations and professional associations. Any one or more combination of two or more of these formats can yield a reasonably comprehensive career plan. The formats vary, however, in terms of depth and detail of analysis, formality, cost, and career plan specificity. A step-by - step approach would prove to be effective in landing up on the most appropriate decisions on opting for a specific career. Methodology The expansion of particular sectors of the economy, like demographic trends, is only part of what contributes to greater employment opportunities for graduates. Some jobs and careers require a specific degree subject, especially in the fields of science, technology and engineering. However around 60% of advertised graduate vacancies are open to all degree disciplines which means that one have a broad range of career options open to oneself. For instance, When making career choices, the number of possibilities opens to English graduates, like other non-vocational graduates, is immense. Most 'top' employers in the UK make most of their jobs open to graduates irrespective of the subject of their degrees. For English graduates then, their subject of study can therefore be regarded as less important than other factors such as intellect, attitudes, social fit and prestige of their university. Awareness of Employment Opportunities in Accountancy: During the last half-century, accounting has gained the same professional status as the medical and legal professions. Today, the accountants in many