Alternative communication system during disaster Essay

PSTN or the public switched telephone network is the prime network responsible for transmitting and receiving voice, fax and data. All government and private offices, police stations, fire stations, hospitals and majority of homes and business places are serviced by the PSTN line. . Amateur Radio operation does not use ground based infrastructure. Moreover these have limited power needs which can easily be met by batteries and generations. Therefore, it has been experienced that Amateur Radio has worked successfully when no other communication worked. A radio wave is an electromagnetic wave propagated by an antenna. The floods in 2004 in Assam and Bihar submerged telephone exchanges and damaged telephone exchanges thereby disrupting roads and railways communication. This is the reason why the district headquarters got totally out off from the state headquarters and neighbouring districts. A major natural disaster or emergency situation like earthquake, cyclone, flood, etc., leaves the public wired and wireless mobile telephone infrastructure damaged and non-functional. This is a transmission towers or disrupted power supply to operate telephone exchanges and cellular transmission towers also affect the radio communication network of police and civil authorities. Satellite based communication systems refer to communication systems designed for users on the earth but have some equipment in space called a satellite. Various jobs such as taking weather pictures or finding accurate positions are amongst the different job performed by different satellites. These are sometimes refered to as COSMAT’s and are essentially radio relay stations in space. Geo-stationary orbit satellites are stationed above the earth at a position around 36000 kms above the equator. The images of weather forecasts and cyclone observations that we see on our television are made with the help of images from weather satellites. A major disaster (flood, earthquake, etc.) or emergency situation affects telephone exchanges and communication networks thereby disconnecting the affected areas from other parts of the world. In such situations, the urgent needs of disaster affected population are not communicated to government authorities, voluntary organizations and other unaffected people. This result in severe loss of human lives, livestock, property etc. This situation calls for reliable alternate communication links, to ensure that the right resources are provided to the right people at the right time. Asynchronous Orbit Satellites – These satellites are positioned in the lowerorbits around the earth. These continuously change their position with respect to the earth. The different kinds of asynchronous orbit satellites are : a) Science satellites: These orbit in altitudes of 4800 to 9700 kms. These send their research data to earth via radio telemetry signals. b) Observation Satellites: These are used for tasks like search and rescue satellites, photography. These act as relay stations to rebroadcast emergency radio-beacon signals from a downed aircraft or ship in trouble. These orbit at altitudes from 480 to 970 kms. c) Global Positioning System Satellites: Orbiting at altitudes of 9600 to 19200 kms, these are used to determine in terms of latitude ad longitude to determine the exact geographic location. The two prime communication networks of government of India are NIC and BSNL. Following are the functions of them: NIC or the National Information Centre, an organization of the Government of India is a premier science and technology organization of the Government of India is a premier science and technology organization in the field of informat ics services and information technology applications. To facilitate information and communication applications in government departments at central, state and districts, it has established a nationwide ICT network i.e. NICNET. The Government has designated NICNET as the Government Network. It has gateway modes in Central Government Departments, 35 state and union territories secretariats and 602 district collect orates of India for IT services. BSNL : The Department of Telephone Operations, Government of India was incorporated on 1st October, 2000 and was named Bharat Sanchar Nigam Limited. BSNL is today the largest public sector undertaking in India with a network of over 45 million lines, covering 5000 towns with over 35 million telephone connections, it has become the country’s leading telecommunication company expansion of telecom network, improvement of the quality of telecom in rural areas are some of its major responsibilities.

Is Hip-Hop Culture Harming Our Youth?

Is Hip-Hop Culture Harming Our Youth? Hip-hop culture is everywhere. The culture, which encompasses rapping, deejaying, break-dancing and graffiti-writing, has become so popular that it has entered mainstream fashion and modern language. It doesn't stop there. The culture permeates everything from TV commercials to toys to video games. Currently, there is even a hip-hop exhibit at the Brooklyn Museum of Art. You name it, and hip hop is there representing. However, hip hop's most potent form is its rap music–embraced by urban Blacks and suburban Whites alike.It is raw self-expression that sometimes features profane lyrics, misogyny and violence. The music, along with rap videos that often present a disturbing mix of rap, hip-hop dance styles, fashion and language, leave many people asking: â€Å"Is hip-hop culture harming our youth? â€Å". â€Å"The hip-hop culture is just like electricity,† civil rights leader the Rev. Al Sharpton told JET. â€Å"It can be used nega tively or positively. The same electric current that lights up your house can also electrocute you.It is the misuse of hip-hop culture to attack our women and promote violence. We must encourage the proper use of hip-hop culture. We are all influenced by the hip-hop generation. † Sharpton, who recently hosted a special summit on social responsibility in the hip-hop industry, labeled gangsta rappers â€Å"well-paid slaves. † Advertisement â€Å"Don't let some record executive tell you that cursing out your mama is in style. Anytime you perpetuate a slave mentality that desecrates women and that desecrates our race in the name of a record†¦. I consider you a well-paid slave. Sharpton labeled the fashion of these rappers–loose-fitting pants and sneakers without shoelaces–prison clothes. Sharpton was joined at the summit by some of the industry's superstars, including Master P, Sean â€Å"Puffy† Combs, Chuck D and RZA. No Limit Records' CEO-rapper Master P apologetically admitted that some of his lyrics might be offensive to women. â€Å"Everything that came from me like that came out of ignorance. I hope to edit myself in the future,† he reportedly said during the event. However, he asserted, â€Å"I don't believe any form of entertainment is harming our youth.It is up to parents to raise their own children and teach them. Blaming entertainment is a scapegoat. † Dr. C. DeLores Tucker, chair of the National Political Congress of Black Women, Inc. , who has been a strong critic of hip-hop culture for more than a decade, continues to cite its reported negative influence over our youth. â€Å"The glorification of pornography, wanton disregard for civil authority, misogynistic disrespect for women and a penchant for violence are the unintended impact of hip-hop culture on today's youth,† the activist revealed. I say unintended, because hip hop †¦ was intended to celebrate the revival of the age-old rhym ed recitations of life's problems and aspirations set to music. † Unfortunately, somewhere along the way, some unscrupulous elements hijacked this influential conduit to our youth and loaded it with the evil and debasing, hate-driven messages in the lyrics we now know as gangsta rap. Hence the artistry of the rappers in the streets is used by the gangstas in the suites to spread cultural garbage among our youth. Hip-hop music mogul Russell Simmons, who dubs himself the â€Å"grandfather of hip hop,† says the culture has been helpful in allowing others to understand Blacks' inner-city plight. â€Å"It is not going to go away. I will stand by the door to keep it from being censored. It is easy to try to put a lid on what you don't like. But the real test, if you are freedom-loving people, is to protect even that which we don't like from the censorship by the government,† he explained. He points out the positive contributions from the hip-hop culture. The slam poetr y settings evolved out of the hip-hop community. Some of it does not have any curse words. Young folks have found a way to express themselves that was really inspired by rap. Kids are writing. They are thinking; brilliant thoughts are coming out in this creative poetry. † Concludes Simmons, â€Å"The hip-hop culture will evolve in ways that will be known as a significant art. The rap artists are not the poets that they are yet to become, but they are indeed poets. â€Å"

Love Issues in Death of a Salesman Essay Example | Topics and Well Written Essays - 1500 words

Love Issues in Death of a Salesman - Essay Example Essentially Death of a Salesman delves into the 20th century capitalism and how it impacts morality, love and relationships generally (Abbotson,2007). This paper examines the themes and issues relative to love in Death of a Salesman by reference to the pursuit of the American dream and parental love in capitalist 20th century America. The American Dream and Love in Death of a Salesman Miller’s Death of a Salesman can be described as a commentary on material gains as prioritized by the American Dream of the 20th century. Through the main character Willy Loman, the reader learns that a man’s self-worth and value to society is measured by his material gains. In many ways this equates with self-love, self-respect and love and respect from family, friends and acquaintances. Willy’s suicide thus presents him as a victim of a society that dehumanizes love and relationships (Emami, 2011). Thus the tragedy of Willy Loman,† is â€Å"also the tragedy of American soci ety’s pursuit of the American Dream† (Stanton, p. 156). The tragedy of the American dream and Willy’s pursuit of the American dream is tied to issues of love, particularly in terms of self-love and perceptions of self-worth and love from others. According to Tracy and Robins (2003) capitalist values and its connection to self-worth and thus love sets off a chain reaction. As Tracy and Robins (2003) explained, Willy’s suicide reflect a poignant feelings of â€Å"self-doubt† (p. 57). Moreover: Willy’s self-esteem is also contingent and highly dependent on feedback from his employer, sons, and mistress (Tracy and Robins, 2003, p. 57). Thus, the pursuit of the American Dream as depicted in Death of a Salesman draws attention to the fragile nature of love and relationships in 20th century America. Self-worth is measured by material possessions. Willy for example, perceives that his validity as a husband, father, lover, son, brother and employee ar e highly dependent of his material gains. Thus in his pursuit of the American dream he is determined to obtain the admiration of his family, employers, colleagues, and so on (Tracy and Robins, 2003). In this regard, the issue of love is one that presents â€Å"the mismeasure of love† (Tracy and Robins, 2003, p. 58). Essentially, the emphasis on the American dream as a measure of self-worth transfer over to the manner in which love and acceptance are measured. Love and happiness are regarded as implicitly impossible without the acquisition of the American Dream. Willy’s pursuit of the American dream not only prescribes his understanding and appreciation for himself but also dictates his view of successful parenting, employment and personal life relations. Willy does often remind the reader that: It’s not what you say, it’s how you say it -because personality always wins the day (Miller, 2007, p 51). Bloom (2007) explains that the belief that personality al ways wins the day was a belief of Willy’s that was so entrenched in Willy’s psyche that it rose to the level of a religious doctrine. It was Willy’s way of giving voice to the belief that success in life, business and love was prescribed by a rigid formula. In this regard, Bloom (2007) informs that Willy does not: see the banality in such cliches and is actually using bromidic language to bolster his own faltering self-confidence (p. 27). Willy’

RELIGION Essay Example | Topics and Well Written Essays - 250 words

RELIGION - Essay Example As a result, he was able to perform miracles that proved that he was a supernatural being as the miracles work against the natural laws of science and human beliefs. Such include walking on water which violated the law of floatation, calming the storm which confirmed that he had power over nature, healing the sick which proved his abilities beyond those of man and multiplication of two fish and five loaves of bread which proved that matter can indeed be created. At the same time, being man, he felt pain, hunger and rejection from his close associates which makes it easy for Christians to identify closely with him knowing that he understands their afflictions very well since he personally went through them. The identity of Jesus as God makes Christians to be aware that the one whom they are following and believed in, has power over everything and they only need to strengthen their faith in him so as to experience him in their

Video team paper Essay Example | Topics and Well Written Essays - 750 words

Video team paper - Essay Example Questions on who was to be responsible for certain things arose due to need of clarity and commitment (Singh 23). Norming During this stage, members worked cohesively, with active acknowledgement of each other. The interpersonal relationships grew positively with members solving team issues together. Each member asked questions on the tasks, while at the same time, preconceived notions about each other changed due to the facts that were presented. Members shared information with each other freely and tasks concerning the race were explored without any individualism (Singh 24). Perfoming The team managed to evolve itself towards the fourth stage. Members were able to work independently while at the same time, they were able to work as a unit. Production was at the peak with individual tasks being handled effectively. Interdependence in terms of personal relations was observed. Group identity was complete, the morale and loyalty was high and also intense. Problems were solved due to th e high productivity rate (Singh 24). Adjourning During this stage, the tasks were concluded with task termination and the end of relationships. During this time, members recognized each other’s participation and achievement towards the success of the task (Singh 24). Big Five Personality traits Members of the team were observed to show their big five personality traits. Some members who were very curious, creative and ready to embrace new ideas showed Openness. Some members were aware of their feelings and their beliefs were unconventional. Team members who were organized punctual, achievement oriented and systematic showed conscientiousness. These team members were always dependable as they showed a distinct preference when it came to planning ahead of their schedule. A member who was talkative, outgoing, and social showed extraversion. The member showed constantly positive emotions full of energy and vigor. Agreeableness was quite common with some team members who were very tolerant, sensitive, trusting and warm. These members wanted to get along with others and they showed high levels of friendliness, and compromises for the team. Neuroticism was clear with a member who showed anxious and irritability and moody behaviors (Singh 37). Conclusion Working as a team was quite enjoyable and eye opening. There are several lessons that were gained from the experience. Unity was key to the success of the team. When members of the team agreed on an issue without any problem, the task ahead was successful however, whenever there were conflicts, a lot of time was wasted and this led to little achievement. Through teamwork, it was possible to learn more about others. Tolerance was a great lesson, which was achieved from this exercise. Team members had different personalities and each one had to tolerate other members to make sure that the tasks were a success. Members who were a nuisance had to be asked to cooperate to realize the task ahead. Challenges due to le adership and task allocation were common. Some members felt that the tasks that they were given were too much or too little. However, appointing one person as a leader helped to create authority over issues. Due to time factor, the team leader consulted with members to avoid any conflicts before allocation of tasks. Members were also asked to be open and frank when it came to deciding

Public health core function Research Paper Example | Topics and Well Written Essays - 500 words

Public health core function - Research Paper Example In order to monitor, information regarding health issues and causes for having health hazardous elements is gathered. Agency is responsible for collecting the data on regular basis to find out the current pattern of illness and share the collective knowledge with the upper authorities so that appropriate measures can be taken to prevent the health hazardous elements (FDNU, 2011). State Health Departments have developed a system to collect the information and process it from individual who are suffering from HIV/AIDS and also monitors the pattern divided demographically. The information is kept very confidentially and is processed with confidentiality to plan accordingly to prevent the disease in the local community (NASTAD, 2007). State Health Departments ensures the development of policies in regard to prevent the spread of this disease. The departments also monitor different policies and ensure the adequate monitoring of such policies. Most of the developed policies are to prevent the elements which cause this disease and also make it sure that individuals suffering from such diseases are able to avail the proper treatment (FDNU, 2011). State Public Health departments also make it sure that local government is also supporting their steps to implement different policies like partner notification program and also to protect the confidentiality of individuals suffering from HIV/AIDS . Policies include many different programs like to educate the people of every age so that they can take the precautionary measures; by this the departments are able to provide better services even without the duplication of hard work. More policies are to be developed to prevent this disease from spreading like to create awareness (FDNU, 2011). State Public Health departments also supports in terms of monetary and financially to education programs that

Base on reading of the Bunraku play chushingura Essay

Base on reading of the Bunraku play chushingura - Essay Example The play entails several sub-plots and elements, but it primarily emphasizes on the notions of honor and loyalty that pervaded the Japanese society and the play primarily focuses on these traits as the main theme. The protagonist of the play is Yuranosuke, who is the chief retainer of Hangan’s household and wants to fulfill his master’s dying wish to avenge him. Yuranosuke is assisted by a band of retainers, who have sworn allegiance to him and go to severe extremes to help him accomplish his mission; Kampei is one of the most notable retainers, who is unable to make any substantial contribution to the assassination plot, but his devotion to Hangan still moves all the other retainers to include him in the list. Yuranosuke’s loyalty to his master is exhibited through his undying resolve to exact revenge on Morono. Even though, a vendetta in Tokugawa Japan is punishable by ritual suicide, but the retainers remain resolute under Yuranosuke. They are ready to lay dow n their lives for their Master Hangan, which is a sure sign of their loyalty. Moments before Hangan is ordered to commit Seppuku; ritual suicide, he asks Yuranosuke, to take his dagger after his death, which clearly indicates his wish to be avenged. Yuranosuke, who is both aggrieved and determined to take revenge upon his master’s tormentor, licks the blood off his master’s dagger ; this act to show his dedication to the cause (p. 23). He gathers all the other retainers, who are devoted to cause and secretly starts off the vendetta. The vendetta is a secret mission; therefore he takes every measure to protect it from Morono, who was already suspicious of it. The strength of Yuranosuke’s resolve to proceed with the assassination is very clear as he is willing to do anything to prevent his plan from getting compromised. He even eats fish on his master’s death anniversary; which is considered to be a great religious taboo, but he breaks it just so he could p rotect his master’s last wish. After their master’s death, the retainers were left without a leader and Yuranosuke, being the chief retainer in Hangan’s household gained the leadership by default. All his fellow retainers were quite dedicated to him and had they not sworn complete allegiance to him, they would not have been able to bring their plans to fruition. The case of the merchant in the play further underscores the lot’s loyalty to Yuranosuke; the merchant had been supplying them with weapons in order to help them with the plot. The merchant had sent his wife off to live with her parents in order to prevent her from finding out about the plan, but in so doing he earned the ire of his father-in-law, who wanted her daughter to marry someone of wealth and constantly forced the merchant to divorce her. Upon seeing his ordeal, Yuranosuke intervenes and cuts off the woman’s lock and prevents her remarriage. This trait is reflected in all of Hangan ’s retainers, particularly Kampei as well. He suffers from a lingering guilt for he had abandoned his post in order to meet his lover, with whom he had scheduled daily trysts and when Hangan was being provoked into drawing his sword, he had been with his lover all this while. As a result, Kampei always felt guilty and responsible for his master’

Referencing Essay Example | Topics and Well Written Essays - 250 words

Referencing - Essay Example 2015]. Kinsella, P., 2013, Manchester – Britain’s ‘Second City’ Reports Bumper Tourist Numbers, [online] Knight Knox International, Available at: http://www.knightknox.com/news/article/manchester-britains-second-city-reports-bumper-tourist-numbers [Accessed 4 Mar. 2015]. Manchester City Council, 2014, A1 Manchester Factsheet-November 2014, [online] Available at: http://www.google.co.uk/url?sa=t&rct=j&q=&esrc=s&source=web&cd=2&ved=0CCcQFjAB&url=http%3A%2F%2Fwww.manchester.gov.uk%2Fdownload%2Fdownloads%2Fid%2F22534%2Fa01_manchester_factsheet_updated_november_2014&ei=8n_zVKejMo3JPa3AgJgG&usg=AFQjCNGtnHYf_83aFaM15b5gchWiKMEP0g&bvm=bv.87269000,d.ZWU this is Manchester factsheet 2013 [Accessed 4 Mar. 2015]. Manchester City Council, 2015, Introduction | Whitworth Street Conservation Area | Manchester City Council, [online] Available at: http://www.manchester.gov.uk/info/511/conservation_areas/970/whitworth_street_conservation_area [Accessed 4 Mar. 2015]. Manchester Evening News, 2010, Citys new vision in angled glass, [online] Available at: http://www.manchestereveningnews.co.uk/business/business-news/citys-new-vision-in-angled-glass-1000706 [Accessed 4 Mar. 2015]. Marketing Manchester, 2014, Hotel Occupancy in Greater Manchester, [online] Available at: http://www.marketingmanchester.com/media/80938/hotel%20occupancy%20dec%202014%20final.pdf [Accessed 4 Mar. 2015]. Marketing Manchester, 2014, Conference Value & Volume, [online] Available at: http://www.marketingmanchester.com/media/76001/conference%20value%20and%20volume%202014%20-%20reporting%20summary.pdf [Accessed 4 Mar. 2015]. Marketing Manchester, n.d., The Greater Manchester Destination Management Plan 2014-2017, [online] Available at: http://www.marketingmanchester.com/media/72887/dmp%20final%20version%20-%20july%202014.pdf [Accessed 4 Mar. 2015]. Marketing Manchester, n.d., The Greater

World Religions 2 Essay Example | Topics and Well Written Essays - 2250 words

World Religions 2 - Essay Example However, earlier the doctrine of karma combines together with caste doctrine and came up with another view of the universe which does not please lots of Hindus. The Law of Karma is considered to be as the most essential Hinduism doctrine. According to the Law of Karma, it is an esteem principle that people actually reap what they sowed. This justice principle requires that every single deed or thought whether it is good or bad is counted when analyzing how a particular person will be sent on earth in their next life. Apart from any other religion, Hinduism is one of those religions that emphasize more on it. It is of the firm belief that a person having bad karma is born repeatedly in inferior human castes, or even in animals, and is not released until or unless they are not reborn in Brahmin, or other minor caste. No one can change or modify the fact that a person is exactly what he or she is supposed to be in their lives. However, in their existing life, if people do good karma the y can modify or change their future lives as per their wish. The Samsara doctrine is that a soul is sent to earth number of times; nevertheless, they appear in a different body according to their karma. The eternal soul transforms bodies just like a person modifies old or worn-out clothes. There is no end to karma, it has nothing to do with whether a body is dead or alive, and therefore, its power may be extended through various souls’ incarnations. Avatar and its Function Avatar means incarnation, a theory that the God is actually born. However, he appeared himself in a flesh body. According to Hindu concept, an Avatar is basically a body irrespective of whether it is human or not, and its purpose is of deity or cosmic entity. This avatar concept is more often related with Vishnu, who is known as a sustainer or preserver within the Trimurti Hindu Gods. He is basically one and only ultimate God who is followed by Vaishnavism. Avatar of Vishnu normally descends for some specif ic purpose. An extension is observed in the number and changes in identities quite often as per local inclination. Bhagavad Gita portrays the distinctive role of Vishnu’s avatar, that is, to bring righteous or dharma back to the cosmic and social order (Matthews, 91). The Vishnu’s descents are also essential to his tradition and teaching, while the descriptions of different deities are not strictly reliant on the stories of avatar associated with them. The ten greatest Vishnu’s avatars are communally known as the Dasavatara; Vishnu actually went through ten different avatars, for instance, another human, tortoise, boar, etc.: 1. The fish avatar Matsya who saved Manu’s life. 2. Avatar of a tortoise Kurma, who helped out in Samudra Manthan. 3. Boar-avatar Varaha rescued earth from an ocean, by assassinating Hiranyaksha the kidnapper-demon. 4. Half man-half lion avatar Narasimha, 5. Dwarf-avatar Vamana. 6. Parashurama, sagacious with the axe. 7. Ramayana her o Rama, the Ayodhya king. 8. Dwarka king, Krishna the Bhagavad Gita’s reciter. 9. Buddha, the enlightened one 10. Kalki means destroyer of foulness, the one who is expected to show up when Kali Yuga end. Hinduism is a very diversified and interesting Religion From the very beginning, Hinduism has always encouraged a diversity of practices and beliefs. A Hindu initiates with the direction from the Vedas that is the scriptural basis is independent of widen manifold expressions of actions as well as faith. Hinduism is a bit more complex rather than other religions. The ancient writings of Hindus speak of space and time in a manner that reel the thoughts of all except modern physicists and astronomers. Hinduism is in agreement with black holes and island

NEBOSH International Diploma Essay Example for Free

NEBOSH International Diploma Essay I INTRODUCTION Nalanda Associates is committed to achieving Health, Safety, and Security and Environmental management for all its activities as an integral part of our business. The purpose of Nalanda Associates HSSE Management System (HSSE-MS) is to provide the framework and structure for the delivery of the highest level of HSSE Performance in accordance with best industry practice. I.1 Aim Individual Health, Safety, Security and Environment systems, management tools and techniques have evolved over years. They just needed to be integrated into the business in a structured manner. In order to manage HSSE effectively, we need a sound management system to provide managers with the assurance that they are discharging their responsibilities effectively and as a basis for continuous HSSE performance improvement. The Nalanda Associates HSSE Management System has been developed to meet these needs; it provides a set of arrangements to ensure that we control our HSSE risks in a practical, effective and efficient manner. It builds on experience gained in the application of earlier systems and arrangements and also draws on external developments such as Quality Management standards (ISO 9000), Health and Safety Management (HS(G)65),Environmental Management (ISO 14000) and HSSE Management (EP Forum). The aim of the HSSE Management System is to provide an assurance to all of us at Nalanda Associates, as well as regulators, partners, licensing authorities and insurers that we are able to comply with Company Policy and Legislation through a process of self-regulation and control. The emphasis is placed on an approach which is both objective setting (establishing what to do and then doing it) as well as proactive (taking action before and not after the event). Plan → Do →Check → Act The focus is on a systems model approach as applied in quality and other business Management systems. This self-regulatory approach is risk based, not at any cost, but on the premise that necessary and cost effective measures applied, should reduce risk to a level that is As Low As Reasonably  Practicable (ALARP*). The management system combines Health, Safety, Security and Environment, and is based on the following key points: †¢ Prominence being given by both industry and the regulators world-wide to the need for self regulation based on internal control; †¢ Managers setting their own objectives, monitoring their achievement and demonstrating that the organisation is self regulating – thus minimising external regulatory burdens; †¢ Synergy to be obtained from managing HSSE together; †¢ Need for sustained effort to improve HSSE performance; †¢ Integration of HSSE into our businesses for efficient use of management resources. * ALARP a point at which the cost of further risk reduction is grossly dis-proportionate to the benefit gained. It is to be recognized that Nalanda Associates is going through a phase of continuous growth. Hence, the HSSE-MS will need to continually evolve to respond to changing needs of business environment. HSSE Management System cuts across the functional boundaries of different departments/installations/facilities in Nalanda Associates and is a system to manage HSSE in an Integrated and co-ordinated way. I.2 Objective Management Demonstrate Leadership and commitment at all levels of management chain †¢ Establishing performance contracts key performance indicators related to HSSE deliverables across all levels in the organisation for successful delivery of HSSE Targets plans for the year †¢ To develop and implement strategies to improve Contractors’ HSSE performance through visible leadership and increased facilitation to contract partners. Environment Reduce levels of environmentally harmful emissions, discharge and waste operations and activities. †¢ Develop implement targets to reduce GHG emission †¢ To apply best practices for minimising emissions in new projects Safety Ensure ‘zero injury’ operation †¢ To ensure that staff and contractors managing their activities understand implement Life Savers associated standards procedures. †¢ Focus on safety during execution of new projects †¢ Ensure lessons learnt are implemented Health – Zero Occupational Illness †¢ Improve upon current Health Assurance Framework (HAF) score of 85% to 100% Security – Zero Security Incident †¢ Review and effectively monitor security risks and implementation of associated control Measures I.3 Methodology Used for this report This includes observation 1. When ,where, with whom PU foam factory †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 2. Consultation with whom 3. Inspection when,where,how 4. Document verification which documents you verified.

Revenue Recognition under US GAAP and IFRS

Revenue Recognition under US GAAP and IFRS International Accounting Standards Board (IASB) and Financial Accounting Standards Board (FASB) are working together to provide a single revenue recognition model that can be applied to a wide range of industries and transaction types. US GAAP currently has many industry-specific requirements that are not always consistent with each other. Keywords: revenue recognition, IASB, FASB, contracts The topic of the research is Revenue Recognition under US GAAP and IFRS. Revenue is the largest item in financial statements, and issues involving revenue recognition are among the most important and difficult that standard setters and accountants face. Revenue  recognition requirements in U.S. GAAP are different from those in IFRSs and both are considered in need of improvement. U.S. GAAP comprises broad revenue recognition concepts and numerous industry or transaction-specific requirements that can result in different accounting for economically similar transactions. Although, IFRSs contain less guidance on revenue recognition, its two main standards IAS 18 Revenue and IAS 11 Construction Contracts can be difficult to understand and apply beyond simple transactions. Also, they lack guidance on important topics such as revenue recognition for multiple-element arrangements. Reporting inconsistencies in this accounting area arise because there are no comprehensive accounting standards covering revenue recognition. Several authoritative accounting pronouncements have addressed detailed, industry-specific revenue recognition issues which caused practitioners to use standards in situations for which they were not intended. As a result, in 2002, the FASB added revenue recognition to its project agenda. In accounting, revenue recognition refers to the point when one is able to record a sale in the financial statements. Years ago, the sale was made and then an invoice was issued. Now, products are sold with added services, TVs are being sold with long term warranties, mobile phone contracts sold with a free phone, tickets sold for concerts which will not occur for a number of months, and software sold with free upgrades. International Accounting Standards Board (IASB) and Financial Accounting Standards Board (FASB) (collectively, the board) are working together to provide a single revenue recognition model that can be applied to a wide range of industries and transaction types. U. S. GAAP currently has many industry-specific requirements that are not always consistent with each other. The boards intend to improve current revenue recognition guidance by: Enhancing consistency and comparability. Simplify U. S. GAAP. Currently, there are more than 100 revenue recognition standards in U.S. GAAP. Many of these standards are industry-specific, and some provide conflicting guidance. Providing guidance lacking in IFRS. The two main IFRS revenue recognition standards are vague, inconsistent, and difficult to apply to complex transactions, IASB and FASB published a joint discussion paper, Preliminary Views on Revenue Recognition in Contracts with Customers, in December 2008 that proposed a single revenue recognition model built on the principle that an entity should recognize revenue when it satisfies its performance obligation in a contract by transferring goods and services to a customer. This principle is similar to many existing requirements. A contract is defined as an agreement between two or more parties that creates enforceable obligations, and may consist of either explicit or implicit arrangements. However, IASB and FASB think that clarifying the principle and applying it consistently to all contracts with customers will improve the comparability and understandability of revenue for users of financial statements. The Discussion Paper sought comments on the Boards preliminary views on a single asset and liability based revenue recognition model that they believe will improve financial reporting under U. S. GAA P and IFRS by (Ernest Young, 2009): Providing clearer guidance on when an entity should recognize revenue. Reducing the number of standards which entities have to refer to in determination of revenue. Establishing principles that will result in entities reporting revenue more consistently for similar contracts regardless of the industry in which an entity operates. In September 2002, the IASB and FASB announced plans to achieve convergence in a document referred to as the Norwalk Agreement which called for detailed differences to be removed rapidly and then other differences gradually. In 2007, the Securities and Exchange Commission (SEC) accepted the plan to apply IFRS to the statements filed with the SEC in 2008. According to Mintz (2008), the SEC detailed a road map for the adoption of IFRS that would monitor progress until 2011, when the commission will consider requiring U. S. public companies to file their financial statements using IFRS. The road map includes a potential phased transition over three years, beginning with large accelerated filers in 2014 and then nonaccelerated filers starting in 2016. The research will be done using secondary data collection from Google, Google scholar, ProQuest, discussion papers, and other academia databases. According to Dohrer (2009), U.S. GAAP revenue literature is built on principles that are similar to those in IFRS. However, U.S.GAAP has industry industry-specific revenue recognition literature, such as that for the software industry, which is limited under IFRS. U.S. also includes more detailed implementation guidance. The problem for this research is to find a single asset and liability based revenue recognition model to improve financial reporting within both U. S. GAAP and IFRS. The researcher will seek to answer the following research questions: 1. How does realizability affects the measurements of rights? How is performance obligations identified? When will a customer control the asset? Recognition under U.S. GAAP specifies that revenue should not be recognized until the revenue is either realized or realizable, and earned. Preparers, users, and auditors of financial reports have struggles with issues surrounding the timing of revenue recognition. This has led to fraudulent entries. In 1999, a report by the Committee of Sponsoring Organizations (COSO) of the Treadway Commission reported that more than one-half of financial reporting frauds studied from 1987 to 1997 involved overstating revenue. In response to the COSO report, the SEC issued SAB 101, Revenue Recognition in Financial Statements. This bulletin summarized applying revenue recognition principles to specific conditions (Stout and Baxendale, 2006). According to GAAP, revenue is realizable and earned when all of the following criteria are met. Persuasive evidence of an arrangement exists. Delivery has occurred or services have been rendered. The sellers price to the buyer is fixed or determinable. It is reasonably assured that payment will be collected. According to RevenueRecognition.com (2006), regardless of the companys size, ownership structure, or what systems it has in place, having a written revenue policy is essential to accurate revenue reporting. The policy should govern how contracts are written, how orders are booked, define the revenue accounting workflow, as well as how journal entries are made as revenue is managed through the finance department. Revenue recognition in IFRS is contained primarily within two standards: International Accounting Standard (IAS) 18 Revenue, which applies to the sales of goods, rendering of services, and the use of company assets by others yielding interest, royalties and dividends. IAS 11 Construction Contracts, which prescribe the accounting treatment of revenues and cost associated with construction contracts. These standards are that revenue is recognized when it is probable that future economic benefits will flow to the entity and these benefits can be measured reliably. This occurs when the earnings process is substantially complete and is realized or realizable and earned. The Discussion Papers stated that the proposed model should not significantly change the accounting for many arrangements from the current practices under IFRS. Under IFRS, revenue is usually recognized when the risks and rewards associated with the goods or services have been transferred to the customer. Delivery is deemed to have occurred when the customer takes title to a good, indicating that the risks and rewards of ownership have passed to the customer. RevenueRecognition.com surveyed senior financial executives from 515 companies about the Discussion Paper. RevenueRecognition.com worked with staff members from the FASB and IASB revenue recognition project to create an internet survey based on the key questions raised in the proposal. The survey was conducted in April 2009. More than 75% of respondents were senior finance executives including CFOs and Controllers. The key findings were that 54% of the respondents agreed or strongly agreed that a contract-based approach to revenue recognition would clarify the earnings process. And 66% said there would be little or no difference in the timing of their revenue recognition if delivery is defined as the transfer of control over good and services. Also, 70% agreed or strongly agreed that the Boards definition of a performance obligation as an accounting unit would help them identify components more consistently than existing practice. The history of difficult with revenue recognition in the corporate sector is full with instances of fraud. A COSO report, Fraudulent Financial Reporting 1987-1997: An Analysis of U. S. Public Companies reported that half of frauds involved overstated revenue. Online business-to-business transactions have led to questions about the validity of reported revenue. Past revenue recognition has involved fraudulently setting aside inventory not actually sold. Also, practices include written agreement for sales that are not signed by both parties because the seller would recognize revenue with only the verbal acknowledgment which is no longer permits. Auditors focus on revenue recognition overstatement in financial statements. Recommendations for improving revenue recognition are the following: The person recording or auditing revenue should have a strong knowledge of U. S. GAAP for revenue recognition. The audit committee should be aware of issues and make appropriate inquires. All relevant individuals should be knowledge about recent revenue recognition guidelines, including SAB 101 and EITF 99-17 and 99-19. In conclusion, International Accounting Standards Board (IASB) and Financial Accounting Standards Board (FASB) are working to provide a single revenue recognition model that will be applied to a wide range of industries and transaction types. Revenue recognition requirements in U.S. GAAP are different from those in IFRSs and both are considered in need of improvement. Recognition under U.S. GAAP specifies that revenue should not be recognized until the revenue is either realized or realizable, and earned. Under IFRS, revenue is usually recognized when the risks and rewards associated with the goods or services have been transferred to the customer.

everyday use Essay example -- essays research papers

A symbol is a person, place, event, or object that suggests more than just its normal meaning. The symbols in this story, â€Å"Everyday Use†, were pretty clever and told a lot of clues about the story. Also Little peepholes that would dig into deeper meanings, and hints in the story.   Ã‚  Ã‚  Ã‚  Ã‚  The first symbol, which I thought meant something was towards Maggie and Dee’s mom. â€Å"I was always better at a man’s job.† (pg.320). â€Å"In real life I am a large, big boned woman with rough, man- working hands.† (pg. 318). â€Å"I can kill and clean a hog as mercilessly as a man.†(pg. 318) I think because man was used a lot referring to their Mom, might have meant that she was the man of the house. Maybe that she was the only parent and that her husband was never around to help after the kids were born. So she really had to be tough and do a lot of things that the men would usually do.   Ã‚  Ã‚  Ã‚  Ã‚  Another symbol I found was one that goes along with Dee. â€Å"She burned us with a lot of knowledge we didn’t necessarily need to know.†(pg. 319). â€Å"It is hard to see them clearly through the strong sun.† (pg. 320). â€Å"Dee next. A dress down to the ground, in this hot weather.† (pg. 320). â€Å"There are yellows and oranges enough to throw back the light of the sun. I feel my whole face warming from the heat waves it throws out.† ( Pgs. 320-321). â€Å"She put on some sunglasses that hid everything about the tip of her nose and her chin.† (pg. 324). I think because we don’t quite kno...

Big Brother is Watching: Get Over It! Essay -- essays research papers

Big Brother is Watching: Get Over It!   Ã‚  Ã‚  Ã‚  Ã‚  In George Orwell’s book, 1984, the very existence of every person is scrutinized by their form of government called the Party. The main character, Winston Smith, is constantly monitored throughout his daily life by the telescreen, â€Å"an oblong metal plaque like a dulled mirror† (1), placed strategically so that it can see and hear everything that is going on around him. In America society today we are seeing a movement that can be classified as â€Å"Orwellian† as it relates to this very subject of surveillance, the Internet. The similarities between the telescreen and the free access of the Internet cannot be ignored and as our country is dealing with terrorism, we must be willing to endure some lose of independence that we have gained through the World Wide Web.   Ã‚  Ã‚  Ã‚  Ã‚  One similarity easily noted between the telescreen and the Internet is that they both can not be turned off. The telescreen â€Å"could be dimmed, but there was no way of shutting it off completely† (2). On the other hand, you may think that you are turning off the Internet when you shut down your computer, but in fact it stays on twenty-four hours a day. They are both viewed through a monitor, whereas the telescreen is forcibly two-way where you can be seen and heard, the computer gives you a choice. Some people invite others into their homes via the internet with the use of webcams, cameras that are attached to your computer and...

Spas in Roman Times :: essays research papers

What is the â€Å"spa†? The word â€Å"spa† is rooted in the Latin language and means â€Å"salus per aquam.† For those of you who are not very polished on your Latin, that means â€Å"health from water.† â€Å"Spa† is also the name of a small village in Belgium where hot mineral springs were discovered by ancient Romans and used by soldiers to treat aching muscles and wounds from battle. When? It is unclear when the Romans used the first public bath, but during the reign of Caesar Augustus from 27 B.C. to 14 A.D., there were approximately 170 baths throughout Rome.At this time, citizens of Rome began to view baths as a way of providing rest, relaxation, and solace to all people, not just those weary of war. Spa in England In 70 A.D., the Romans built a spa and dedicated it, as a shrine consisting of a reservoir around the hot springs at Bath, in what is now England, a complex series of baths, and a temple, to the honor of the goddess Sulis Minerva. As the Roman Empire grew, so did the number of public baths. By the year 300 A.D., there were over 900 baths throughout the empire. The oldest Roman spa still in existence today is located in Merano, Italy, providing evidence of the idea that the Romans used natural springs in an organized manner to provide treatments. Types of Spa   Ã‚  Ã‚  Ã‚  Ã‚  After exercising, bathers entered the tepidarium, a room where they would prepare for their bath. The first step was to remove the oil from their body. Oil was used as a substitute for soap, which was reserved for only the very wealthy in ancient Rome, then scraped off with an implement known as a strigil, removing dirt and grime with it. Upon completing this step, bathers were ready to enter the caladarium. This room was very hot and filled with steam, created by sunken pools of hot water. Some baths also included a room that was very hot and dry, very much like our modern day saunas, called a laconicum. Visits to the hot rooms were followed by a visit to the frigidarium. As the name implies, this room was cold and served to close pores that were open from sweating in the hot rooms. This room also frequently contained either a small pool of cold water for washing away sweat or a large pool of cold water for swimming.

Law of Diffusion of Gases

Thomas Graham studied the behavior of the diffusion of gases of unequal densities when placed in contact with each other, using air as his control. He wanted to numerically prove how the diffusion of the gas volumes was inversely proportional to the value of the density of the gas, under constant temperature and pressure. The significance of this experiment was that in led to a reevaluation of the concept of the movement of matter, realizing that diffusion dealt with small immeasurable elements of matter, as opposed to large volumes of air, as perceived in the corpuscular theory, shedding light into the study of the behavior and structure of matter. Graham’s initial objective was to establish a numerical value regarding the gas density and its diffusiveness for ten different gases, establishing that the greater the gas’s density the smaller the value and rate of diffusiveness compared to air. He predicted that gases moved by diffusion when placed together in the form of minute volumes, were the heavier gas would tend to accumulate on one side while the lighter gas displaced towards the denser gas until a uniform mixture was achieved. In light of this, he predicted that if controlling temperature and pressure he would achieve the gases to diffuse and establish a numerical value. However no hypothesis was established based on the limited information at their disposal of matter. However seeing how gases diffused proportionately despite the aperture size, Graham perceived that diffusion dealt with minute particles as opposed to large volumes. The gas’s diffusion volume was achieved once the gas inside the stucco container was entirely replaced by external air, being this new volume the equivalent volume of diffusion. Once established the volume, he used his law of diffusion to provide a numerical value and verify the exactness of his formula. This was achieved by observing the change in height of the level of mercury. The use of a stucco plug channel containers was suitable to lessen the effect of gas absorption by the material and avoid the gas’s expansion or contraction when atmospheric conditions varied; in addition to this the fact that temperature and pressure were kept constant meant the movement of the gases was because of simple diffusion and not by an external force. Using air as a unit measure, meant variations in duplicability of results due to the air’s heterogeneous nature making the experiment inconclusive. They used air as their measure unit since they did not have the technology to test the direct interaction of single separate samples of gases, being unable to study properly their behavior. This experiment was accurate when comparing the results with the theoretical values, and consistent to previous experimental observations. The results showed to be always below the theory value explained by means of their materials absorption nature and slight variations in conditions and instrument’s precision. Despite this Graham was able to establish a clear numerical relationship using equivalent diffusion volumes, however with slight exceptions to certain gases that had to be further tested. Graham’s prediction of being density a factor, which determined the diffusiveness of gas, was corroborated at the sight that lighter gases than air such as hydrogen diffused more easily. In addition the accuracy of the results helped to determine the value of the gas’s gravity, which would further provide evidence for the study of matter. In addition the fact that intermixture of gases was achieved under controlled conditions, despite the size of contact surface, provided evidence of minute particle diffusion and led Graham to speculated further on the constituents of matter, not explained through the corpuscular theory, would lead to development of the colloid theory in the future. In conclusion this research paper showed that Graham verified a numerical value for the diffusion of gases with varying densities. However Graham’s observations led him to further speculate on the idea that diffusion was related to immeasurable elements, as opposed to sensible volumes. This paper provides valuable evidence on how the study and discovery of minute particles evolved as the corpuscular theory failed to explain the nature of matter.

The Rise of Event Industry

Introduction To Event Report The Rise Of Event Industry And Event Tourism YinJin Chen (Damon) 2-6 Words Count: 2052 words Date: 20 October, 2012 Table Of Content Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 3 Chapter One: Events place today†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦4 People activities†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 4 Government Support†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 4 Important for local†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦5 Chapter Two: Events and Environment Sustainability†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 5 Important for Environment Sustainability†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã ¢â‚¬ ¦. 5 Effects to environment†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 6 What measures we can do?†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ The biggest challenges that we faced†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦8 Chapter Three: The events effects on society in future†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 9 Positive effects †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦9 Negative effects†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 10 Events industry in 20 years†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 11 Conclusion†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 12 Reference List†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 13 Introduction In today’s society background, people become to pay more attention for the development of event industry and event tourism. For the past years, you might not have any concept about event, perhaps you also did not notice that event occurred in the world every single minute.Event has already into our life and people play different roles in it. Based on size and impact, we describe and categories them such as Mega-Events, for example Olympic Games, World Cup. Hallmark Events which like China Spring Festival, The Water-sprinkling Festival. Major Events such as Golf open championship, Formula one racing. General speaking, the emergence of the events and which process of developing affects our life. What benefits that events bring to us? what disadvantages that events cause? In the following report, I am going to analysis the imp ortance of the events industry’s in today’s Society.What measures can an event take in order to achieve environmental sustainability? How does events industry effects our society in the future. Chapter one Special events can include national days and celebrations, important civic occasions, unique cultural performances, major sporting fixtures, corporate functions, trade promotions and product launches (Bowdin et al, 2011). It looks like that we can see events are everywhere and today it has became a growth industry. For example, as News reported that for recent Olympic Games held which attract more and more countries and athletes to participate in it.At the same time, the number of audience has also been increasing year by year. Such as the 2012 Olympics Games in London, Chinese audiences in China in order to watch the games on TV that do not care about time difference. The emergence of events bring a large number of tourists to host venue, tourists make consumption o n local and at the same time TV ratings increase has brought big income which direct cause huge economic growth. Government play an important role in Events, sometimes government gives money and policy support to organizers, sometimes governments may also themselves be event producers or host organizations.For example, Mega-events like Olympic Games, World Cup. For event tourism, Governments invested in the development of event tourism, which give money support, contributed important to events specific needs infrastructure, for example, exhibition centers and stadiums. In the specific case of China, for example, there was only one convention and exhibition center larger than 50,000 square meters in 1992. By 2003 this number had risen to 16(Kaye, 2005). Events are also important for local community, as we know Hallmark Events, for example Chinese New year, The water-sprinkling Festival in Thai, The Munich Oktoberfest.These kind of festivals attract foreign tourism and mercy fund-rais ing. That is reason why those places of their communities that can still continue a century later for many of these festivals. Chapter two The real question regarding environmental sustainable is â€Å"What are we going to leave to future generations†. Today more people realized that if we keep developing our world which like what we did before, we need more than one earth to provide resources to maintain our life. So this just makes us to realized the importance of sustainable development.At the moment when we development of events, we also bring some impacts to the environment at the same time. For example, when we are building a conference and exhibition center, we have to concern about carbon emissions because of the engineering machinery we are using. How to correctly deal with construction waste is also a serious problem. As time moves on, the term â€Å"green events† have entered the events industry to generally refer to control the negative environmental impact s of events, including carbon reduction, recycling, waste reduction and so on.Olympic Games is one of famous Mega-events. The Centennial Olympic Congress, Congress of Unity, held in Paris in 1994, recognized the importance of the environment and sustainable development, which led to the inclusion of a paragraph in Rule 2 of the Olympic Charter (Olympic. org, unknown time). The IOC(International Olympic Committee) has admitted its specific function to promote sustainable development and to take the environment as the third dimension of the Olympic spirit, sports and culture. Event greening is not rocket science; it is common sense if you care about people and our planet.It should also make financial sense, and build a positive brand, with many other benefits unfolding as it becomes a standard way of doing business. However, it is essential that it is incorporated into the core function of the event, and should not be an afterthought or an add-on at the last minute (Plato, 2010). It i s very important that environmental sustainability are included right from the start, even in the tender process for larger events. High-level support is essential and an appropriate budget to make sure that events greening process is successful.To ensure the successful implementation of event- greening strategy, there are some processes we can do. Preparation As an events organizer, firstly we have to set up a green team, not only one person. Everyone in this team is playing each role. For example, the green team could include managers, high-level decision makers, managers, environmental experts, and key operational staff relating to aspects such as venues, transport, communication and so on. Making events green should not be the responsibility of only one person, but is a team effort including all the different role players. PlanningThe second step is to determine the main principles and these principles should be supported by go through a simple greening policy to show what you w ant to achieve. This can be given to sponsors and suppliers, so that they are also encouraged to consider their environmental impact, and to keep your policy. Implementation The third step is to ensure the planning into real action. If more people participate, it will make the task much easier. Encourage participants to get actively involved in greening initiatives, and ensure that they are aware of process and know how they can contribute.Staff and team members should be informed about the greening plan, and their in the process should be clued. Monitoring and evaluation Monitoring and evaluation in the green event is a very necessary conditions, it should be applied to and continuous development. In the detailed plan, the early event middle and late relates in together. This can guarantee information in the implementation process will not be misunderstood. I think the biggest challenges for us to do is that when an event has finished, if we consider sustainability, it is important to take into ccount the positive long-term impact or legacy of event on the host city or community. Like how to strengthen the social impact, such as community involvement and fair employment. Balancing with increase local economic, social and environmental benefits. Chapter 3 Events can have some positive and negative social impacts in the future. Cooper et al. (2005,pp. 246-247) have identified the following positive generic social impacts of tourism that can also be ascribed to events. * The fostering of community/ civic pride. Creating sociocultural awareness and peace. * Shared infrastructure. * Direct sociocultural support. (Raj & Musgrave, 2009) According to the above, events can let people fell the real life. This will motivate and assist the host feel proud, and provide a better experience for the participants. Events can bring people to new places and give them more understanding and knowledge of cultures and environments. This can be looked as a process of education, if leader do like this properly, it can make our society has more awareness, sympathy and admiration.Events can make countries bring more culture exchange, so that the participants and the local community can promote peaceful development. When events host in a developing country, for example, the FIFA 2010 World Cup in South Africa, The local infrastructure according to the requests of events construction, so this can make people to improve the quality of life by enjoy these improved facilities. These infrastructures include improving sports venues, airport and public transportation construction. The different events can provide funds to help local charities, conserve natural and culture sites and restore heritage sites.The revenue comes from events held in the goods sold and tickets cost can be donated to the local charity organization. Events can also have negative impacts in future, it can effects to participants, stakeholders and host local community. Events participants from other country that sometimes their behaviors can bring a detrimental impact on quality of life for the local community. For example, such as crowding and congestion will happen in future. In some country, local people has being displaced from their land in order to build new facilities construction.For example like Olympic games. How to deal with the Games infrastructure after games, especially new venues. More attention needs to be paid like after Olympic Games end, charge the regional and venues fees whether can provide sustainable returns and make community benefit. If such facilities do not have a significant post-Games use they can become ‘white elephants’, and a burden to the taxpayers (Cashman, 2002). One question we have to think about which is after Olympic games, do we have to put money in to maintain the venues? If we need, making money cost effective.Sydney’s Aquatic Centre is a good example of a dual purpose venue in that it housed both the best facilitie s for elite sport as well as sport for all venue, which included play areas for children. The future of the Main Stadium, by contrast, is more problematic. There is the initial cost of reconfiguring the Stadium, reducing its capacity from 120,000 to 80,000 and then there is the problem of finding sufficient tenants to make the Stadium cost efficient (Searle, 2002) In my opinion, events industry in future 20 years will be a lot of changes.Because events of the future will need to adapt and evolve to respond to economic, environmental, social and technological changes. As we think an event has to think green today and even more in future. Events bring our environment negative effects gradually reduce and make more contribution to make our environment sustainability. Events of scale will be increased and countless of new themes will be gave out. Events industry comprehensive rise up and become the important part of the tourism economic. ConclusionAs the Olympic Games has been hosting s uccessfully, people become to pay more attention about events industry. Events is developing gradually and become more important. But in its development process we also see negative effects for our environment and society. But I believe that in the events industry development process of future, the organizers will be more efficient to manage it in order to make event industry better. Reference List Bowdin, G. , Allen, J. , O’Toole, W. , Harris, R. , McDonnell, I. , (2011). Events management. 3rd ed.Great Britain, Elsevier. Cooper, C. , Fletcher, J. , Fyall, A. , Gilbert, D. and Wanhill, S. (2005). Tourism Principles and Practice, 3rd edn. Prentice Hall, London. Cashman, Richard (2002): Impact of the Games on Olympic host cities: university lecture on the Olympics [online article]. Barcelona :Centre d'Estudis Olimpics (UAB). International Chair in Olympism (IOC-UAB). Available from: ;http://olympicstudies. uab. es/lectures/web/pdf/cashman. pdf; [Date of publication:2002] Kaye, A. (2005). China’s convention and exhibition center boom.Journal of Convention ; Event Tourism, 7(1), 5-22. Olympic. org. Mission [Internet] Sport and environment commission: Available from: ; http://www. olympic. org/sport-environment-commission? tab=mission; Plato, D,. (2010). Smart Events HANDBOOK: How to implement event greening. Cape Town, Independent publisher. Raj, R. and Musgrave, J. (2009). Event Management and Sustainability. CAB International, London. Searle, Glen (2002): Uncertain legacy: Sydney’s Olympic stadium. European planning studies, vol. 10, no. 7, p. 845-60.

Will Project Creep Cost You Or Create Value

Mediators scope adjustments to accommodate new realities or incorporate new capabilities can pay off, but only when they're done very intentionally and with a hard-nosed insistence on demonstrating up front where the money is going to come from. Such vigilance doesn't just happen, which is why for every story like Infant's, there's probably three or four that speak to the dangers of creep. Need an example? Think of the Big Dig, the highway project to put Boson's central artery underground, in which scope changes were all too casually agreed to when they were noticed at all.Construction for this project began in 1991 and was supposed to take 10 years and cost $4. 9 billion. Current projections suggest that more realistic figures are, at minimum, 14 years and $14. 6 billion. You treat every project as utterly unique, none of the learning from one project to another-?which essentially has to do with recognizing patterns-?transfers over,† says Steven Wheelwright, a professor and se nior associate dean at Harvard Business School (HOBS) whose research focuses on product and process development.And just what is this relevant learning Wheelwright is referring to? Conversations with project managers who have a track record of success underscore the importance of adopting, in the initial planning phase, key frameworks, rules, and structures to ensure: ; The right people have defined the project's scope. ; The project's boundaries have been sharply delineated. ; The impact of potential alterations or slippage can be quickly calculated.In the implementation phase, the challenge is to organize the work so as to minimize the inherent uncertainties. Whether you're the manager or the executive sponsor of any major project, a solid methodology that's sensitive to creep can make it easier for you to decide, in the moment, which project add-ions to say yes to and which to pass on. The planning phase A surprising number of projects get under way without a thorough attempt to define their parameters, specs, and performance characteristics.Haste is the chief culprit here, says Dave Nonfat, who brings 40 years of industry project management experience to his role as Enron operations adviser at HOBS and project manager for the renovation of one of the school's main classroom buildings. â€Å"There's a minimum lead time that all projects require,† says Nonfat, and it's the responsibility of the project's manager to know what that lead time is and to ensure that it not squeezed. Here are the key tasks of the planning phase: Differentiate scope from purpose.As you define the parameters of a project, its critical to separate its scope from its purpose. â€Å"A project's purpose is the general benefit it will provide to the organization,† explains Alex Walton, a Winter Park, AAA. Based project con- Copyright C 2005 by Harvard Business School Publishing Corporation. All rights reserved. 3 Project Creep (continued) sultan who's worked with computer, aerospace, financial, and medical/nutritional companies. â€Å"Its scope comprises the particular elements (or product attributes) that the project team can control and has agreed to deliver. For example, a project's purpose may be to create a new food item that will increase sales by $20 million. But the team developing the product needs to know what features the product must have and what the budget for producing the product will be. This is the information that a three- to four-sentence document known as a scope statement provides; it spells out how the team intends to achieve success and, thus, the criteria on which it will be evaluated. Involve key stakeholders.Make sure that you have the right people defining the project's scope. â€Å"If you don't have all the affected stakeholders and sponsors at the table, either you won't get an accurate identification of the critical dependencies and functionalities or you won't have the people who can ensure that the project hews to th ose critical dependencies and functionalities,† says Brian Dobby, a Enron project manager for Meddles, a Mason, Ohio-based subsidiary of Custodianship's, who oversees the installation of electronics systems in health care facilities.For this reason, it's crucial to include â€Å"the end users perspective and needs when you're scoping out the functionality that's required,† says Wheelwright. In the renovation of Baker Library at HOBS, for example, project planners solicited faculty members' input about the prototypes of the new office spaces that were being designed for them. Plan in the aggregate. Getting the right people involved in defining the scope ND devoting sufficient time to the project planning phase aren't enough to ensure that the project has clear boundaries, however. Organizations also need to do aggregate project planning,† says Wheelwright, â€Å"in which they develop a strategy that lays out a pattern and rhythm for when subsequent projects will o ccur. † This is especially important for new product development. Without such a schedule for future projects, a product engineer with a new idea can grow concerned that it will never be implemented; as a result, there's a strong temptation for the engineer to try to slip that idea into the product that's currently in placement-?regardless of its impact on the cost and schedule.The analysis of prior projects serves as a valuable adjunct to aggregate planning. For example, study the past 1 0 internal IT projects your company has undertaken what patterns emerge? The findings can help you identify and better prepare for potential trouble spots in the IT projects that are on the docket for the coming years. Set the rules. One last piece Of work in the planning phase that can minimize the chances of project creep involves creating buffers or rules that make it difficult for significant hanged to occur without conscious discussion and approval. For instance: ; Set up a change contro l board.In highly structured project environments, such a group is responsible for â€Å"gathering information about the impact that a proposed change will have on the schedule, budget, or scope; voting on the proposed change; and then sending a request-for-change document on for the project sponsors' signature,† says Bob Tartan, a senior consultant who specializes in IT and telecommunications projects for Haverford, pa. -based PM Solutions. Thus, for an IT project affecting the sales, marketing, and logistics departments, the change intro board would comprise senior managers from each of these units.

Luca Pacioli

Fra Luca Bartolomeo de Pacioli (sometimes Paciolo) (1445–1514 or 1517) was an Italian mathematician and Franciscan friar, collaborator with Leonardo da Vinci, and seminal contributor to the field now known as accounting. He was also called Luca di Borgo after his birthplace, Borgo Santo Sepolcro, Tuscany. Luca Pacioli studied in Venice and Rome and became a Franciscan friar in the 1470s. He was a travelling mathematics tutor until 1497, when he accepted an invitation from Lodovico Sforza (â€Å"Il Moro†) to work in Milan. There he collaborated with, lived with, and taught mathematics to Leonardo da Vinci. In 1499, Pacioli and Leonardo were forced to flee Milan when Louis XII of France seized the city and drove their patron out. After that, Pacioli and Leonardo frequently traveled together. Upon return to his hometown, Pacioli died of old age in 1517. Pacioli published several works on mathematics, including: Summa de arithmetica, geometria, proportioni et proportionalita (Venice 1494), a synthesis of the mathematical knowledge of his time, is also notable for including the first published description of the method of keeping accounts that Venetian merchants used during the Italian Renaissance, known as the double-entry accounting system. Although Pacioli codified rather than invented this system, he is widely regarded as the â€Å"Father of Accounting†. The system he published included most of the accounting cycle as we know it today. He described the use of journals and ledgers, and warned that a person should not go to sleep at night until the debits equalled the credits. His ledger had accounts for assets (including receivables and inventories), liabilities, capital, income, and expenses—the account categories that are reported on an organization's balance sheet and income statement, respectively. He demonstrated year-end closing entries and proposed that a trial balance be used to prove a balanced ledger. Also, his treatise touches on a wide range of related topics from accounting ethics to cost accounting.

Contracting With the Federal Governemnt Essay Example | Topics and Well Written Essays - 500 words

Contracting With the Federal Governemnt - Essay Example There are two negotiation styles competition and cooperation. Cooperative involves forest contracts that are long-term with ongoing relation to the contractor (Frey & Frey, 2001, p. 18). Government contracts in sealed bidding are competitive when the relevant requirements are clearly complete and accurate. An invitation made to bid is the method used in sealed bidding. It includes the condition of purchase, payment, packaging, shipping and delivery all these are to be submitted before the deadlines the designated invitation time for will allow the bids to be available at the purchasing office. The bids are then read to the buyers and recorded. The contract is then awarded to a low bidder who is determined by what the government needs and what the agency has to offer (Frey & Frey, 2001, p. 150). Changes in the contract- The needs of the state change regularly, the contracts, have a clause that authorizes the government to change the terms of the agreement that can steer the contract the way the government wants, but within the borders of the agreement. If the contractor does not agree to these changes or be flexible for them, then, the contract can be terminated (Frey & Frey, 2001, p. 450). The benefits derived from the microfinance are accessible; since banks do not give small size loans with this the individuals are able to get loans to get cards from banks that they can use to finance their

Apocalypse Essay Example | Topics and Well Written Essays - 500 words

Apocalypse - Essay Example The film has its direction of Edgar Wright. The story is about a man who is attempting to get focus on his life and deal with a bigger issue of dealing with the rising of the Zombie Apocalypse. The film depicts the current cultural phenomenon in Hollywood and around the world as we will see when comparing and contrasting the two films. The antagonists in both the "Blade Runner" and "Shaun of the Dead" depict human-like characteristic in their physical form but are still monsters. The stories are science fiction that depicts the robot apocalypse and a zombie apocalypse. They are both set in the future. The changes that modernity brought into the world and advancement in technology is what led to the making of the two films. "Shaun of the Dead" shows anxiety through the spread of viral capitalism around the world. The zombie apocalypse leads to denial of the people to ever go back to normalcy (Wright, 2004). "Blade Runner" also has a form of denial when the cooperations that comes up with replicants who do not want to go back to humans. It is because the replicants are more human than human beings (Scott, 1982). It shows how the future people are satisfied with the apocalypse of either zombies or genetically engineered replicants. There is a fear among the human race about a possible apocalypse as we see the making of the two films. The human beings in both films defend themselves from the unwanted creatures that have invaded the earth. â€Å"Shaun from the dead† has the people from the bar defend themselves after the return of the zombies to haunt them. The zombies feed on human beings thus the rise of the zombies means the end of the human population (Wright, 2004). The replicants from â€Å"Blade Runner† are also created to finish the human population as they are superior to human beings. The humans must, therefore, fight against the robots before the monsters lead to their end. We see the fight between human beings and the replicants from the film (Scott,

Research paper Example | Topics and Well Written Essays - 1250 words

Research Paper Example Petite Palate specialized in producing baby food, and targeted Northeast and Midwest markets of the United States. At the time the company started its operations, the market had become significantly competitive due to the number of players that had already established operations in prior years. On the same note, the enterprise was essentially a gourmet baby food company that only pursued this line of production, unlike other players who had mixed lines of production for diversity purposes (Lawrence, Lyons & Wallington, 2012). The dedication by the enterprise to gourmet baby food constrained its operational strategies in terms of diversity. The baby food industry and the markets in this industry were experiencing an ever growing trend in terms of operational business enterprises and baby food and baby formula varieties before and during the time Petite Palate started its operations. As a result, competition in the targeted markets was relatively stiff. Petite Palate had to compete aga inst Gerber Baby Food, Beech-Nut Baby Food, Enfamil, and Carnation Formula among others. Most importantly, capturing Gerber customers was a significant operational challenge for Petite Palate. This was due to Gerber’s size, market share in the industry, and consumer loyalty that it enjoyed in the U.S markets. Petite Palate Company’s business vision was to become one of the leading producers of frozen baby food. This followed the belief that such food was healthier for children, compared to other types of baby foods that were not frozen; like food contained in jars and pouches (Smith, 2007). This business vision lasted for four years, since the company started its operations in the year 2006, only to close four years later in October 2010. In the four-year period that the company operated, it remained within its belief of frozen baby food as opposed to shelf-stable formulations that its rival firms provided in the markets. Reasons for Failure Business enterprises fail d ue to myriad reasons, all of which revolve around their plans, business strategies, and overall operations. The most contributing factors to business failure are financial, market, or economic-based. Mismanagement of resources has also seen many businesses collapse on the verge of their success. Poor planning, overestimation of business potential, and poor implementation of business strategies are also contributing to business failure (Platt, 2009). In the context of Petite Palate Company, the setting of its operations could have foretold that failure was looming. The company set up its operations in a substantially competitive market, but then limited its production to baby food that could be frozen. As earlier mentioned, the company regarded frozen food as healthier that shelf-stable formulations. This was the belief of the company’s founders; Lisa Beels and Christine Naylor. This belief plunged the company into a limited operational capacity at a time when market growth wa s exacerbating. In the year 2007, Petite Palate Company’s products hit the Northeast and Midwest markets, selling in about 100 stores (Lawrence, Lyons & Wallington, 2012). The same year, the founders of the company prepared and presented Petite Palate’s business plan in a bid to mobilize investment funds and resources to the company from potential investors. The company hoped to raise an amount between two and a half and five

Television Incorporated and Face Validity Case Study - 91

Television Incorporated and Face Validity - Case Study Example Jack makes a decision to reduce some of her duties so that she can resume to her normal level of success but things get worse with so many tasks left undone. The person job fits and placement are applied in this case as we see Ada performing so well in her tasks in the first few months before she is overcome with the work overload that she initiated by requesting more tasks from Jack. Face validity is a form of validity that is used to determine if a measure has given the expected results in regards to what it was supposed to measure. In this case, face validity was used to make decisions in various instances. First, Jack is able to pick Ada among the applicants since her credentials show that she can fit in the job of an administrative assistant. Second, Jack used face validity to summon Ada and reduce her duties and responsibilities since he notices the gradual change in how Ada is performing her tasks. The steps in validating a selection device include observing the behavior of an employee and noting whether he or she is performing tasks as allocated. If there is a gradual change as seen in the case of Ada, get concerned and seek to get a solution to the problem. If multiple predictors are used it becomes easier to make a decision that is in line with the firm or organizational goal. Jack has applied predictors in such a case to handle the case related to Ada. The compensatory approach seems to be ineffective here since Ada is not ready to let off some duties even after Jack noting that she is not doing well in her tasks. In addition, after Jack reduces her workload, it becomes worse than it was before as Ada is unable to perform her tasks Validity generalization would not be appropriate for jobs at AAA television. It is clear that there are many tasks associated with AAA television and they are interrelated. If one employee slows down, the rest are affected.

The History of Tattoos in the USA Research Paper

The History of Tattoos in the USA - Research Paper Example â€Å"In the Jesuit Relations of 1663, it was reported that an Iroquois chief known to the French as "Nero" bore on this thighs 60 tattooed characters, each of which symbolized an enemy killed with his own hand†. Captain James Cook made a voyage to Tahitia in 1769 where he noticed that the local people were skilled in making their skins. The indigenous people printed symbols on their bodies and tattooing was established as a field of art. The American sailors in the early nineteenth century played a fundamental role in the evolvement of tattooing in the USA. In the ancient America, tattoos were associated with the sailors that used to learn the art of tattooing from their seagoing brethren of the British origin. Sailors in the past used to have faith in the power of tattoos. Sailors would carve their skin to display patterns that they believed had the power to protect them on their sea voyages, â€Å"pay homage to sailing traditions and the fraternity of seafarers, memorializ e loved ones, and showcase mementos of significant experiences and exotic locales† (â€Å"Skin and bones†). Pricking was the term used for the log of the seamen. People began to open their shops near the ports of the ships in order to provide the sailors with access to the tattoos. The designs of tattoos were inspired by the sea-life. There were tattoos of mermaids, anchors and numerous other objects like crosses and hearts. Sailor Jerry Collins is placed amongst the pioneers of the traditional tattooing practice in the USA. He wanted to bring a revolution in the Western style. According to him, the indigenous

Perception of Cultural Diversity and Leadership in Global Business Essay

Perception of Cultural Diversity and Leadership in Global Business Environment - Essay Example The desktop research based evidence is poor equipment for a modern manger of business. Our notions and assumption of other cultures gathered from easy armchair research may be the worst trap for a manager. However, the science of ethnography has given insights into patterns of behavior that are found in other cultures and a grounding in the ethnography of the social milieu in which a manager is going to apply the skills is a necessary preparation to function in the international context (Geertz, 1973). Captains of industry and business should undergo a process of empathetic inculterisation with the milieu of their functioning so that they will be in a position to interpret the raison d'etre of the reality in the alien culture. In the wake of globalization, with the increasing internationalization of business and the importance of the perception of cultural diversity for leaders, the academia has churned out a plethora of eminent studies in the field. A review of the literature releva nt to the present study is essential to gain a penetrating insight into the functional aspects of leadership in cultural diversity. Ever since Psychology became an independent branch of enquiry, motivation came under the microscope of scientists. However, the study of motivation in the cultural context is new, early theories form a good beginning. Alfred Adler postulated a theory of drive that motivates humans for action. He calls it striving for perfection (Adler 1926). This striving is expressed in a number of separate drives called the esteem drives. Though Adler's theories do not have the appeal of Freud's with it sex-centric formulations, or Jung's mythological dimensions, for studying motivation and leadership in business it serves as a solid foundation like that of Maslow's theories. . Adler's theory remained a matter of serious pursuit in scholarly circles in spite of its was less flamboyant than the sensational Freudian and Youngian assertions. Victor Frankl's (1963) finding in the dehumanizing conditions of the German concentration camp, which he experienced personally focuses on meaning as the prime source of motivation. Meaning is irrespective of environmental conditions. Frankl observed how people who had meaning endured better the worst atrocities inflicted on them. He puts his theory of human motivation in the borrowed phrase from Nietzsche, if you have a why you almost have a how. The therapy that he derived from his theory he called Logotherapy, which is providing meaning for one's existence. Perception of Diversity as a Management Tool A number of pivotal studies on cultural aspect of motivation and leadership in international business environment has unearthed the areas of trouble and has given a road map to success. Hofstede (1980) has done pioneering work in this area. He has based his theories on the factors that motivate western societies and applied them to international cultural contexts. He finds that loose societies or individualistic societies give lot more priorities to social recognition, self interest and egoism and gives more importance for personal achievement and expects some form of reward. While other cultures are happy to achieve success collectively as the members of the social group.For successful leadership performance, Hofested argues, the

Nietzsche and Existentialist Ethics Essay Example | Topics and Well Written Essays - 250 words

Nietzsche and Existentialist Ethics - Essay Example Since human beings are endowed with rationality, unlike other brutes, human beings have the ability to freely deliberate and decide on their actions, this ability is what is referred to as freewill. My moral worldview, therefore, is opposed to the Nietzsche’s critique of conventional ethics. Question 2: The main idea that shaped existentialist ethics is the idea that existence precedes essence. In line with this idea, existentialist philosophers denied the conventional ethics which presupposed that essence precedes existence. Paul Sartre is one of the famous existentialist philosophers who provided new directions and thoughts in ethics by building his ethical theory on the existentialist maxim that existence precedes essence. In his ethical theory, Paul Sartre was particularly influenced by Nietzsche’s moral worldview. Just like Nietzsche, Sartre denied the conventional ethics principles which implied that essence proceeds existence; for instance, Sartre denied the moral view that morality is all about acting in accordance with the purpose of human beings ordained by God. According to Sartre, an authentic moral agent is free to make moral decisions, but making moral decisions involves some feelings of anguish. In my own moral world view, an authentic moral agent is a person with good character formation, who basis his/her action on sound moral reasoning. When Sartre says that by making a moral decision man chooses not only himself but all men, he means that the moral decisions that we make affect not only us but other people. That is why Sartre said that making moral decisions involves some feelings of anguish because we do not decide for ourselves alone but for all

Mexican Immigrants in the United States Essay Example for Free

Mexican Immigrants in the United States Essay Abstract Choosing to focus on the Mexican Immigrant in the United States workplace will help to develop an understanding of how organizational decisions insure the acceptance and inclusion of the group with those of the organization’s in-group creating a unified work environment. Chao and Willaby (2007) theorized that everyone had their own vision of how the world works and acting upon it based on what they have perceived as being true; sometimes the visions of others are difficult to understand or accept, which can cause strife and alienation in the workplace. According to Adu-Febiri (2006) the responsibility of transformational leadership is to raise employee awareness; thus, beginning the journey for an all-inclusive and unified work environment. Mei and Russ (2007) identified that management’s objective should be to help organizational employees to establish a foundation of developing the core and cultural competencies that are critical to developing effective methods for advocating change and cultural blending. The results of this essay and the completion of employee interviews will help to heighten areas of self-actualization and ethnic and linguistic competencies of the author and all cultural groups she will be accountable. Mexican Immigrants in the United States Workplace Introduction Chao and Willaby (2007) advised that everyone had their own vision of how the world works and that everyone performs according to their perception of the right way to live as a part of that world. Greenwood (2007) contends there are differing perceptions of how the world operates creates complex challenges when working to blend differing beliefs toward a unified environment. The following literature review focuses on raising the level of diversity consciousness as it relates to Mexican immigrants in the workplace. Deaux, Reid, Martin, and Bikmen (2006) identified that the Hispanic sociohistorical perspective provided significant information reflecting an independent group that is dedicated to their families and struggling to survive in an environment that often resents them being in the workplace. Parrado and Kandel (2010) contend the Hispanic group is one of the fastest growing minority groups that has magnified the supply of low-skilled workers. The author also identified the group’s struggle with linguistic challenges as being what prevented many from achieving educational needs, which exacerbates the group’s equality in the workplace. Trends in Workplace Diversity Globalization, technology, and increased mobile ability have created diverse ethnic and linguistic challenges felt around the globe. Greenwood (2008) contended that some of the Hispanic group chose to move to the United States in pursuit of a higher quality of life; others made their decisions based on a lower cost of living and others came only to make an income that could be sent back to their homeland to take care of family left behind. Whatever the reason for the influx challenges to achieving unity in the workplace begin at the onset and will become more complex in nature as the number of ethnic and linguistic minorities continue to grow. The qualitative study performed by deCastro, Fujishiro, Sweitzer, and Oliva, (2006) theorized the negative workplace experiences of minority groups were inclusive of linguistic barriers, poor and unsafe working conditions, illegal methods of pay, work related injuries, and, finally, a consistent loss of jobs. Adu-Febiri (2006) theorized that workplace environments require the creation of opportunities for inclusion of all associated with the organization that matriculates all toward a true multicultural identity. Impact of Global Economy deCastro, et al (2006) provided that the impacts of a global economy are far reaching and have served to change the very fabric of cultural beliefs and community structures. The authors explain that many of the in-migrants see the expanding economies as a new and promising dimension of prosperity; while many of the native group believes it to be the portent of doom. For better and worse, everyone will have to learn about and from one another. Rizvi (2009) theorized the impact of a global economy as being realized in everyday activities such as processes at work, cultural interrelationships, capital, information exchanges, food and goods, and ideas. The global economy changed the dynamics of doing business with the enhancement of technology, communication, politics, and immigration. Adu-Febiri’s (2006) contentions of the global environment included the potential for cultural erosion due to a lack of human factor competency. As employment globalization grows so do the challenges for maintaining ethnic cultural norms in a manner that creates workplace inclusion. Chao and Willaby (2007) echoed Adu-Febiri’s thoughts when they asserted the globalization has created the challenge of the hiring of immigrants around the world; the authors maintain, â€Å"†¦has no geographic, political, or cultural bounds† (Chao and Willaby, p. 32, 2007). The authors further identified challenges of minority ethnic and linguistic groups have been to hold onto their cultural and linguistic makeup: Globalization has encouraged many to dress the way the other dresses and eat what the other eats, the result being a cultural homogenization process and the subtle emotions of ethnic cultural shame within groups. Chao and Willaby (2007) explained that reducing and ultimately eliminating the impact of cultural homogenization, the overt and more subtle forms of discrimination, ethnic and linguistic bias requires the expansion of diversity consciousness in the form of implicit cognitive awareness of management and employees. Discrimination Practices Carr-Ruffino (2005) explained that challenges to ensuring discrimination does not exist in the workplace requires a thorough understanding of the context it occurs, which requires high levels of self-awareness and a significant understanding of all ethnic groups in the workplace. Findler, Wind, and Mor Barak (2007) asserted that the ever growing challenge of diversity has worked to create demands that organizations determine and implement methods for effectively coping with workforce diversity. A number of theoretical viewpoints and studies identify common threads that include perceptions of inclusion or exclusion, fairness, social and organizational commitment, job satisfaction, and the overall sense of well-being. Another study performed by Krings and Olivares (2007) questioned the impact of ethnicity, job type, bias, and the commitment to interview discrimination practices from the employer perspective. The study resolved there was a higher potential for bias and discriminatory practices when there was a lack of diversity consciousness. Echautegui-de- Jesus, et al (2006) explained that working alongside an ethnic and gender group the native group perceives as being different from themselves creates challenges arising from imbalanced group powers. The Rubini, Moscatelli, Albarello, and Palmonari (2006) study compared the discriminatory effects of group power and social identification as it relates to linguistic discrimination. The study found higher levels of discriminatory practices were present when in-group participants responded in more positive way to other in-group members than they did with those considered the outside group. Another study completed by Echautegui-de-Jesus, Hughes, Johnston, and Hyun (2006) examined the effects of the employee’s psychological sense of well-being and job satisfaction as it relates to employee performance. Echautegui-de- Jesus, et al (2006) identified that minority groups often perceive themselves as being threatened with the loss of their interpretation of the world; the result being the loss of ability to achieve a sense of belonging, which brings into focus Robinson’s (2008) contention that identifying discriminatory practices often relies on perceptions of contentions of discrimination of the receiver. The need for higher levels of understanding diversity and the relationship between achieving a sense of well-being will be critical to the Hispanic group’s continued growth as a part of a global world. The studies and theoretical viewpoints reviewed provided a deeper insight to potential discriminatory practices arising from the diversification of the workplace. Ruane (2010) elucidated that as globalized employment continues to evolve and grow, talent pools will increase in a way that greatly enhances an organization’s ability to do business anywhere in the world. Taking advantage of the globalized potential requires management and employees raise the bar on diversity consciousness to create a sense of well-being for everyone in the workplace environment. Accommodating Diversity Ruane (2010) identified the need for accommodating diversity in the workplace and that it required training, strategies, and methods for managing diversity that created equality and a sense of well-being for everyone involved with working environment. A critical step toward identifying the level and expanding needs of diversity consciousness requires the identification of attitudes and implemented plans that will maintain and increase the common ground between all related to the workplace. The study performed by Greenwood (2008) stipulated the more a workplace environment diversifies the more difficult it would become for employees to maintain the sense of being a part of a unified work environment, which necessitates high levels of commitment to diversity practices on a consistent basis. Ruane (2010) theorized the importance of willingly and openly creating opportunities of inclusion begins with creating opportunity for shared diversity experiences that will increase diversity consciousness over time. The Nielsen and Fehmidah study (2009) identified the relationship between transformational leadership and the employees’ sense of well-being. Understanding that creating an effective diversity oriented work environment will help to ensure workers’ job satisfaction, inclusiveness, and sense of well-being continues to grow is not difficult; however, establishing strong leadership that is committed to ensuring prior underrepresented groups, such as the Mexican group requires strong diversity skill sets. Nielson and Munir’s (2009) article argued that the multifaceted workforce environment of the United States requires transformational management, laws ensuring equitable equality, and strong diversity training practices: Practices that encompass the perceived challenges of a Hispanic workforce. Most can agree the only way to manage diversity is to plan for it. Effects of Cultures in the Workplace Greenwood (2008) rationalized the world’s workplace environment is consistently changing and with each change comes different cultures, religions, sexual orientations, and ethnic groups; the objective is to welcome and support each group equally so as to create a new unified environment. Robinson (2008) provided that efforts to blend diverse cultures can have both negative and positive effects on operations, interrelationships, productivity, and the future growth of the company. Understanding differences between groups is a critical first step toward understanding how to make diverse cultures work together. The interviewing of three separate organizations helped to provide a better understanding of how both negative and positive effects of differing cultures can affect organizational outcomes. Greenwood (2008) explicated that cultural diversity affected each member of a work group; he also identified that challenges arising from linguistic barriers, differing work ethics, communication misunderstandings, and group power imbalances represented major trials to diversity. de Castro, Fujishiro, Sweitzer, and Oliva (2006) explained that diversity challenges require the commitment of management to ensure the positive effects outweigh the potential negative effects. Each of the three organizations interviewed believed strongly that it is only by creating flexible and inclusive work environments that organizations can reap the benefits of diversity in the workplace. Organizations that have planned for diversity understand that the right employee and management diversity planning and training will open the tap for contributions resulting from the perceptions of a multicultural workforce that is focused on one objective; the health and growth of the organization and the communities being served (Gabe Hooper, Personal Communication, January 20, 2011). Employer Attitudes The three organizations interviewed for the review work in the service delivery areas of healthcare. Each organization is focused on providing care and services to the communities under their care. The three interviewees chosen for the project presented diversity attitudes that were similar in their perceptions of cultural diversity. Each offered a definition of diversity that relates to being anything and everything associated with human life inclusive of the way an individual thinks, feels, dresses, communicates, and behaves. Each considered the value of diversity consciousness as being a critical component to the continued success of the organizations. However, each of the interviewees offered differing perspectives for overcoming culture challenges and the elimination of bias and discriminatory perceptions of all concerned. Some of the differences in perspectives are due to a noted lack of diversity within the organization; some of the differences are due to a lack of prior experience dealing with multicultural groups within the workplace. Appalachian Community Services (ACS) of western North Carolina offers strict protocols for agency professionals and support staff to ensure agency service delivery eliminates the potential for bias, prejudicial and any other discriminatory practices. Gabe Hooper the Program Manager for ACS was open to allowing a review and discussion of agency published agency policies as it relates to diversity initiatives of the organization. The agency policy offers stipulations inclusive of 1) a working environment that promotes dignity and respect, 2) the commitment to diversity and equality, good management practices that make sense, 3) the commitment to monitor and review on an annual basis, and 4) promises to address all forms of misconduct as defined in the organization’s code of ethics manual. After reviewing the agency standards for diversity management Mr. Hooper was asked why the agency did not seem to have a diverse base of employees within the agency. Mr. Hooper explained that ACS was largely a non-profit organization requiring high levels of professional credentialing to even be employed with the agency and that eliminated a number of the minority populace. Another reason provided was the fact the organization was based in rural environment, which does not lend well to the procuring and retaining of high quality and diverse professionals. Mr. Hooper stated, â€Å"The organization holds what comes their way and whether or not it balances diversity initiatives is secondary† (Gabe Hooper, Program Manager, Personal Communication, January 20, 2011). ACS professionals participate with one another and with their communities to create a strong sense of inclusion and well-being; the agency participates and supports community group histories and cultural celebrations. Hooper identified that everything experienced represents a new knowledge and it is brought into the work environment. ACS requires ongoing and consistent training for diversity related challenges that are becoming a part of the changing landscape; however, the organization has been unsuccessful with attracting minority groups to the organization. ACS has and enforces strong diversity protocols that are designed to ensure clients of the agency are not subjected to any forms of bias, prejudicial, or any other discriminatory practices and these same protocols are intended to serve the organization as the workplace culture evolves (Gabe Hooper, Program Manager, Personal Communication, January 20, 2011). Harris Regional Hospital offered by far the most culturally diverse workforce reviewed and diversity was represented at all levels of the organization. Janet Millsaps, Vice President of Human Resources explained the hospital’s objective for being ‘the place to work’ in western North Carolina. To fulfill the hospital’s objective requires the valuing, utilizing, and recognizing the unique potential of everyone working for the hospital. Millsaps explained that every new employee, no matter the position or department, is required to attend diversity-training sessions prior to stepping into their assigned positions and to attend annual seminars as they are presented. Finally, all employees must read and sign an agreement to uphold the organization’s code of ethics, which includes a number of diversity professional conduct requirements. The objective of the hospital is to achieve a 90 percent consumer success rating from each employee that serves that consumer. Diversity consciousness represents the biggest challenge to the hospital and it is taken very seriously. All employees are encouraged to share in community celebrations whether from the perspective of the resident Cherokee, Mexican immigrants, or any other group; employees are expected to share and respect each other’s cultural beliefs as well. Harris Regional takes a great deal of pride in their commitment to all staff members and encourages each one to share and promote ideas and concepts that will serve to unite the hospital with the communities it serves (Janet Millsaps, VP, Personal Communication, February 01, 2011). The third and final interview performed was conducted with the Hospice House Foundation of WNC, Inc. Michele Alderson, President defines the objective of the Hospice House as being to provide the right care, at the right time, in the right place, for the right patient, and on their terms. Alderson explains the development of a diversity-sensitive organization as being a part of the groundwork that is critical to being an accepted help facility in any community. Mrs. Alderson believes overcoming diversity challenges in western North Carolina represents a tougher obstacle than in other areas of the country. The diversity of her workforce is currently limited to three or four multicultural subgroups inclusive of Cherokee, Mexican, African American, and Caucasian groups that outnumber the other organizational groups. Hospice House encourages all of their employees to learn from one another and the clients they serve. Alderson also explained there is no official diversity training program in place to raise the organization’s diversity consciousness; however, the organization does have formal written codes of ethics that include organizational directives for ensuring equal treatment and respect for all employees of Hospice. Contribution of Policies and Procedures Each of the three organizations interviewed offered formal written policies and procedures’ for guiding their respective organizations toward a balanced multicultural environment. ACS enforces their guidelines, encourages their employees to collaborate with the communities being served, and provides continuing diversity education; however, the organization’s management has been unsuccessful with creating opportunities for hiring multicultural staff and professionals due to the rural environment being served. The Hospice House Foundation of WNC has formal policies put into place but those policies do not seem to function as a part of the organization’s processes, nor was there a lot of organizational diversity noted at the time of the interview. The organization does not offer ongoing diversity training to their employees or professional staff members; however, the organization is supportive of community event attendance. Finally, Hospice House does not have any initiatives for creating a balanced multicultural workforce, which would make the environment more difficult for the smaller subgroups as the environment changes. Again, Harris Regional Hospital was the most thorough and impressive organization interviewed as it relates to diversity sensitivity. The hospital’s commitment to diversity and individual needs is readily evident. The hospital’s staff is encouraged to not only acknowledge and respect the needs of one another they are provided critical training to accomplish organizational objectives. All staff is encouraged to share knowledge and to create opportunities for inclusion that brings with it a strong sense of well-being; the employees spoken with confirmed they liked working with the hospital. Real-Life Practices and Recommended Practices Each of the organizations interviewed reflected a level of understanding for the needs of diverse employee populations and the needs of multicultural communities. Each of the professionals interviewed understood the relationship between work place environments and employee satisfaction. Each of the interviewees expressed their organizations had the commitment levels necessary to ensuring employee inclusion and the elimination of power group struggles. Adu-Febiri (2006) revealed that creating shared experiences and maintaining the balance of unity in the workplace as being a significant component to achieving a well-blended work environment. Not one of the organizations has a plan that will help workers overcome linguistic barriers. Rizvi (2009) identified one of the more critical needs of minority groups were programs and training modules designed to help with eliminating linguistic barriers in the work environment. Harris Regional was the only organization that believes they were up to the challenge of globalization and the evolving impacts of ethnicity. ACS and Hospice House of WNC have put the right policies and procedures in place but have not created the initiatives to attract minority groups to the workplace, which also infers the organizational leadership is not in a position to offer transformational skills that would unify all employees (Ruane, 2010). Harris Regional has already experienced challenges arising from perceptions of discrimination and worked to resolve struggles relating to power groups. ACS and Hospice House are relying on the formal policies that were put in place at the time they opened operations, which means the leadership has not had the opportunity to see if what was established works in real-life practice. Robinson (2008) contended that without having experienced diversity the potential for implied segregation will be high as the organizations expand and new groups come seeking employment; both organizations agreed this would be a potential event with their organizations. Harris Regional has been afforded the opportunity to actively recruit multicultural groups; the other two organizations claim they have not had applicants apply for available positions and both agreed they had not pursued any recruiting initiatives. Harris Regional Hospital reflects transformational leadership and they are committed to high levels of minority representation, subgroup retention, staff skill development, and the inclusion of everyone as a unified group, which is in line with the thoughts presented in an article published by Dreachslin (2007). ACS and Hospice Home of WNC have only begun the journey toward achieving objectives of diversity consciousness but both organizations are committed to learning and welcoming the new workplace trends. Myths and Stereotypes of the Mexican Group. Nielson and Munir (2009) recognized that the opening of dialogue in the workplace that addresses cultural myths and stereotyping challenges can be difficult and complex as many do not even realize their part in promulgating myths and stereotyping. Much research inclusive of Nielson and Munir (2009) identify that cultural myths and stereotyping have been a part of the world likely since the beginnings of the human race and that myth and stereotyping is alive and well in the United States. People believe and then attribute that belief by applying it generally. An individual that bites into a bad apple offers the potential for creating myths that all apples are bad rather than taking the time to sort through each one. The Mexican group has not been an exception to stereotyping and myths. Aaracho and Spodek (2007) identified that many have perceived the Mexican American father as being cold, distant and the authoritarian, which often translates into an unwillingness to be an active participant with a community or even with their own children. The stereotype of being a cold, distant, and unforgiving individual can give way to stereotyping that all the male portion of the group is interested in what they might gain in the workplace environment rather than what they can give. The authors, Aaracho and Spodek (2007) also identified that women of the Mexican group are portrayed as being quiet, submissive, and dedicated to their husbands, which creates even further myths and stereotyping as it relates to the potential of the Mexican women’s abilities in the workplace environment. Mulholland (2007) identified challenges arising from the myth that the entire Mexican group was uneducated and thereby, qualified for only the most rudimentary jobs, which represented the jobs no one else wanted. Krings and Olivares (2007) noted there were higher levels of stereotyping when Mexican applicants applied for positions that required linguistic skills. Language, accents, and body language represents the foundation of all cultures and it represents self-identification. Bernstein’s (2007) thoughts provided that Mexican Americans have been made to feel their communication style is incorrect and somehow lacking; the group has been stereotyped by others believing the differences in language integrity means the group is less intelligent. Schwartz, Domenech, Field, Santiago-Rivera, and Arredondo (2010) identified the challenges of minority professionals entering the workforce without sufficient linguistic competency as having attributed to stereotyping and myths of cultural groups. Bernstein (2007) revealed that many of the in-groups were quick to point out the Mexican groups were in the United States to earn monies, send them home to be put toward economic security needs in Mexico, and returning themselves when enough had been earned. Introducing these types of myths and stereotypes creates challenges to the group in the workplace because it gives momentum to even more harmful forms of stereotyping; a minority group entering the workplace environment where myth and stereotyping is present and unchecked will be all but forced to suffer the consequences of belief systems they had nothing to do with creating. Effects of Stereotyping and Cultural Myths The effects of stereotyping and cultural myths can cripple the working environment. McDonald (2010) described the stereotyping and cultural myth challenges to minority groups as being representative of a cycle. First, the stereotypes and myths begin with the unknown and this is often followed by competition between groups; most often, the competition is in the perspective of an in-group rather than the minority group. The next step occurs as conflicts between groups arise and this is followed even deeper rooted and malignant stereotyping and myths. McDonald (2010) contended people learn and apply attributes to what they perceive and this represents only one of less dangerous effects of stereotyping and myth. The Mexican American populace struggles with becoming a part of the mainstream environment, whether in the workplace or at home. Aberson and Gaffney (2009) revealed that the struggles of minority groups can find its root in the forced isolation caused by stereotyping and cultural myths they feel has been made their self-image. The articles presented by Mulholland (2007) and Wolfe, Cohen, Kirchner, Montoya, and Insko (2009) agree that the effects of stereotyping do not stop with the Mexican American adults it is funneled down through children via their parents, which infers the damaging effects continue through the generations of Mexican American group. Bernstein (2007) pronounced that failing to address and education all cultural groups within the workplace will result in deeply seeded divisions between the workforce; between group competition that will cause anger and frustration for all involved, and it will continue growing and expanding until the minority group has been squeezed out of the environment entirely. Exposing and Discrediting Myths and Stereotypes. Carr-Ruffino (2005) provided that exposing and discrediting cultural myths and stereotyping require that everyone be listening and hearing one another. MacDonald (2010) identified that people achieved their understanding by believing their perceptions and that it influenced the way they think and behave thereafter. Individuals helped to realize how important it is to recognize the beginnings and nuances of cultural myths and stereotyping are more likely to change attitudes and behaviors in a way that compliments the whole rather than individual groups. Wolf, et al (2009) provided that a critical step to creating a unified workplace environment required tools and methods that will help everyone to learn to critically interpret different cultures, uncover embedded ideologies, and learn to become socially responsible employees and citizens. Schwartz, et al (2010) articulated the critical need for getting everyone to question the deeper meanings of all cultural groups within the workplace will enhance knowledge that will provide the potential for critical thought; thus, bringing awareness of individual beliefs and value systems that can be blended with others. Sarach and Spodek (2007) revealed the need for organizations to create shared experiences between groups supports acculturation and assimilation processes that are critical to creating a unified environment dedicated not only to the good of the organization but to the good of one another. Transformational leadership is also critical to safeguarding initiatives to expose and discrediting myths and stereotyping. Schwartz, et al (2010) identified that leadership that is positioned to help overcome cultural linguistic challenges such as the Mexican American that can speak English but cannot write it is able to overcome it without being subjected to the stereotyping that hinders self-esteem will help level the playing field between groups. Creating multicultural teams in a workshop that is designated as support groups is another method of bringing differing groups together to achieve a truer and more just understanding of one another. The objective of bringing everyone together in a workshop should be to make certain no one is alienated; it is also not about identifying the one committing a wrong he or she does not even realize as being done or said. The workshop is a great environment for working together to grow cultural awareness, agree on methods and strategies for overcoming the challenges, and unify to eliminate the harmful effects of cultural myths and stereotyping. A workshop is for getting to know one another, learning about differences, and asking questions about perceptions received. Debunking cultural myths and stereotyping requires a long-term commitment from the leadership and all employees of the organization to one another and it begins with implemented learning strategies. Conclusion As previously identified globalization and new technologies have created opportunities for connecting differing cultural groups from all over the world; the Mexican immigrant is no exception. Aberson and Gaffney (2009) identified the Mexican cultural group as being one of the fastest growing cultural groups in the United States. The authors also identified the group is being consistently challenged by some that wish the group to maintain a social stratification level that is far below that of an in-group in the workplace. Chao and Willaby (2007) provided that bringing unknown cultural groups into the work environment can serve to alienate those of the minority groups from those of the in-group; some of the exhibited behaviors have included everything from forced segregation to critically malignant forms of discrimination that can contribute to group elimination. Mei and Russ (2007) identified that the establishment and upholding of organizational policies that have been designed to protect immigran