The Role of Human Resource Knowledge in establishing Performance

Introduction The workplace today is in a condition of metamorphosis of workers’ motivation, customers’ satisfaction, human-resource development and customer relation management with a global mindset of penetrating every aspect of the organization. Effective workforce is a pillar in an organization as it is a great player in accomplishing the firms’ objectives and service delivery.Advertising We will write a custom case study sample on The Role of Human Resource Knowledge in establishing Performance-Based Work environment: The Case of â€Å"Flambo Plast Gmbh† specifically for you for only $16.05 $11/page Learn More According to Aspatore Books, human-resource management is the organizational function that enables efficiency, innovation, creativity and flexibility of the workforce to transform them into productive assets.1 Therefore, many institutions have emphasized on the need to consider (HRM) human-resource management as a co urse. However, it is also important to note that it is one of the demanding knowledge, especially in a workplace.2 An orderly managed well-organized human-resource department assists the organizations to attain the desired goals and competitiveness in the industry. Background of the study In the present century, the human-resource management departments are facing unlimited challenges. As paradigms have changed in various dimensions and the factors affecting human-resource management are not exceptional. The human-resource management must re-examine the organizational structure and functions in order to cope with relevance, new trends and challenges in the contemporary business setting. In the current business context, the most affecting and challenging issue to an informed man is time’s nature of setting things in order and in place in the best and most effective way3. Advanced technology, through the use of computer and smart phones, assist man to deal situations in the mos t effective and efficient manner. The state of human-resource management is a system that attracts strengths, encourages, and maintains employees who are responsible for the successful operation and existence of the organization.4 The main and important function of human-resource management circulates around workforce planning, recruitment and selection, job specification, dismissal, employee motivation, customer relation management (CRM), performance evaluation and employee development.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Has life changed alongside developments in technology, so, is it the human-resource management to occupy more responsibilities? These conceptual issues have established fundamental principles for the foundation of human-resource management. Fundamental of human development The training function of human-resource management is contemporarily termed as huma n-resource development. It is an orderly effort towards facilitating the workforce within the firm to acquire the required knowledge in the desire for organizational success. This revolves around three areas- employer and employee development, performance development and work environment improvement. There are important laws that the human-resource management must equip itself with during the training. The teaching and the process must be interesting so that the trainee is motivated to grasp the important information. 5 In addition, the training and development must target at the performance improvement to help the organization attain stronger organizational efficiency, greater competitive practices and enhance profitability. Objective of the study In this paper, the primary objective is to examine and determine the value of employer’s knowledge in human-resource management. I seek to: Ascertain the relevance of human-resource management knowledge and skills and the workplac e. To analyze the functions of human-resource management in an organization Ascertain the relevance between motivation and job performance. Discussion The reorganization of the human-resource administration for â€Å"Flambo Plast Gmbh† The human-resource departments are vital players responsible for attracting, developing, motivating and maintaining best employees the human-resource management departments are required to make well-detailed organizational charts for their firms to assist the managers and executives carry their duties responsible.6 In addition, the organization charts enhance the employees to understand the company strategy and structure, and their roles in delivering the organizational goals.Advertising We will write a custom case study sample on The Role of Human Resource Knowledge in establishing Performance-Based Work environment: The Case of â€Å"Flambo Plast Gmbh† specifically for you for only $16.05 $11/page Learn Mor e Organizational charts aid a company in ensuring effective and efficient communication of its objectives, employee expectations, and responsibilities. In demonstrating commitment to excellence, the company needs to develop an ideal organizational chart that is efficient in mapping the company’s communication lines. The organizational chart is essential tool and is necessary in circumstances where management is in pursuit to identify areas through the enterprise that presents opportunities for downscaling. The organizational structure needs to be flexible and the one that reflects the immediate requirements of the organization. The â€Å"Flambo Plast Gbhm† company must make sure the human-resource management chart allows the management and the employees to: existence of co-operation between the employees and the management at large. Perfect relation and communication among the employees and the management Clear and easy understanding of the processes Flexible and re alistic nature Clear definition of roles and responsibilities within the organization The structure that allows smooth teamwork among the employees and the management The human-resource department organizational chart The â€Å"Flambo Plast Gmbh† shall be organized in a manner that it constitutes the outlook of a modern human-resource department.7 The chart shall address the three-main sections namely: HR front office HR back office HR excellence centers The HR Front office This office shall be the main interaction point for all HR team members and shall be an internal source for the employees. The HR Back office This office is important and responsible for HR services offered both internally and externally. This office is also in control of legal procedures, in an organization. The office will ensure that all procedures and actions are compliant with law. Indeed, all the administrative functions like payroll, bonus, and benefits are in control in this office. The HR Excel lence center This section in human-resource management shall be responsible for maintaining policies, processes and products developed. The office will ensure and oversee the employee training, recruiting and staffing roles.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Flambo Plast Gmbh Human Resource Organiization Chart This is a hierarchical type of organizational chart. In this chart, the employees are under certain functional departments headed by a different manager. For instance, we have the front office, back office, and the excellence center headed by different managers. The main reason for choosing this kind of chart is that it clearly explains the organizational structure in simple terms. In addition, the use of organizational charts saves an organization from problems of communication loops.. 8 These calls for another management team to assist manage the organization. The main functions of human-resource department The human-resource department is in control of several duties that deal with the employees of the company. Unfortunately, some managers assume HRM as a simple office with less work.9 The office has a lot of work and requires great attention to address these issues. However, the main duties and responsibilities of human reso urces management are: Recruitment of employees Compensation and remuneration Training and development Planning Recruitment of employees The human-resource department is vest with power to recruit and oversee the selection of employees. This involves the process of choosing few qualified candidates out from many unqualified. The function ensures that the company under consideration selects the most skilful and competent taskforce from plenty of applicants. This function involves selection of the best individuals and evaluation of their ability in relation to the company requirements. The recruitment can be through various processes that may include interviews, educational, psychological measurements and written interviews. Compensation and remuneration A capital resource is one the most important assets that the company can rely on. For efficient production, the company needs to address the issue of compensation and remuneration in details. This deals with the motivation of the emp loyees. The human-resource department has a task of evaluating the performance in turn rewarding those who did well or exceeded the expectation of the company.10 The compensation packages can be in terms of salary increment, holiday offers, awards, equities etc. Training and development This function is important and necessary since it adds value to the organization. Employees’ training is in relation with improvement of skills and attitudes of the employees. It is also significant in motivating the works as well as boosting their energy. Training enables the employee to be familiar with duties that he/she supposed to work on. Some jobs require work experience or training before some can undertake the task. The can be characterized by attendance of seminars, conferences, workshops and formal talks among others. Planning Every manager must plan regardless of the section under his or her command. The human-resource department has the responsibility of ensuring that adequate pla ns are in place for the success of the organization. The department plans how the organization structure will look like, the duties and responsibilities of each employee, the chain of command and several others. The department is also bestowing with the responsibility of planning the future organizational goals in relation to people or clarifying the same goals to staff members. Planning is a useful tool in putting the organizational goals in safe basket.11 Adviser It refers to a professional or a consultant providing expert advice to his or her clients concerning a certain field. Customer relationship management In my own understanding, CRM is an information house or database responsible for monitoring, valuing, developing and retaining excellent relation to the customer. Simply, observing the principles of customer relationship.12 Problems regarding employees’ motivation In the turn of a century, the business setting has gone through various changes touching the style in hu man-resource management. Some business managers are not aware of these inventible changes. This has led to the failure of many stable businesses. However, motivation has both positive and negative effects to the business. Therefore, it is important they learn, understand and are familiarized with factors that promote positive motivation at the workplace. The objective of this paper is to assist the manager to understand the need for motivation at the workplace. This can be through identifying factors that may occur because of lack of motivation in the workplace. According to Fredrick Herzberg, motivation is the force that makes us do things: this is a result of our individual needs being satisfied so that we are inspired to accomplish our tasks.13 Motivation is essential in achieving the best from human capital. Motivation has a great impact on the output of the business in terms of quality and quantity. Production staff is the pivot that the business relies heavily regarding the ou tput. When motivation is not satisfied, the company suffers a huge loss hence there is the failure of business to perform effectively. A de-motivated workforce ultimately results in high absenteeism and employee turnover rates always accompanied by poor customer service. Fredrick Herzberg came up with two main divisions that deal with motivation. Those factors that motivated work staff at the workplace and, Hygiene Factors The motivators enhanced excellent performance in an organization leading high output and works’ friendly working environment. However, the hygiene factors, if not met, has a negative impact on employee’s efficiency and immeasurable loss to business. There are a number of problems regarding the employees’ motivation. These may include: Poor pay Work conditions Supervision Inadequate recognition Poor pay Many companies have failed to demonstrate excellent efforts towards workers’ remuneration. Though money is not the only reason why e mployees cause unrest at the workplace, in most cases, it is the main reason. In the recent world, most of havoc caused at the workplace results from poor pay. If the workers’ effort is unappreciated, they feel low sometimes boycotting the work or bringing unrest in the company. Worker’ salary must be revised regulated according to ensure the equity. Employees are equally motivated to achieve the organizational objectives when salary is perceived as enough. The output of the employees must match the salary. Poor pay of workers to some extend causes sick leave and inefficient works. Work condition The prevailing working environment of an employee is very critical issue in the contemporary business context. Though motivation is something that comes from the inner force of a person, management has a big role in creating an environment that encourages employee motivation. The employer must eliminate risks that de-motivate the workers at the workplace. Workplace safety must be the point of concern to management and shareholders as a whole. Most of the workforces consider this as a motivator. 14 Supervision Supervision direction is wrong in certain organization leading qualified employees quitting their jobs. According to the recent research, it reveals that some managers have poor leadership and management styles in stabilizing the work of an efficient employee. It is certain that some workers quit the managers but not the job. Supervision should give direction but not cause disharmony at the workplace. Recognition failure Recognition failure is one of the main reasons why employees get hurt. Recognition is one of the important factors that fuels personal motives. Recognizing employees for the efforts made towards achieving the organizational goals not only make them proud but also promote self-esteem and cultivate spirits of more innovations. Motivation can be through promotions, pay increase, comments and many unlisted. Theories on connection betwee n motivation and job performance Several psychologists have come with theories supported by empirical evidence to show the relationship between motivation and job performance. The world known psychologists like Fredrick Herzberg, Abraham Maslow, Elton Mayo, Douglas McGregor, among unlisted through different researches have tried to show the relation that exists between motivation and job performance. This paper will examine through the two theories the relationship prevalence between the job performance and motivation. It is going to focus on a two-factor theory by Herzberg and the theory by Maslow. Two-factor theory According to Herzberg, motivation is in two motives. He also refers to this theory as â€Å"the dual structure theory.† From his theory, Herzberg believed that two sets factors influence people. He classified these two sets into motivator and hygiene. The hygiene referred to as dissatisfied, as their absence causes dissatisfaction while their presence does not mo tivate. The hygiene included pay and benefit, supervision, job security, personal life working conditions, status and relationship with co-workers. However, on the motivator side, he includes recognition, promotion, achievements and growth. According to him, hygiene factors operate separately or independently from the motivators. He argued that the hygiene factors were of short-term effects and that a little improvement would be to their removal. According to him, motivation was important and necessary for achievements. The theory Z Abraham Maslow developed another important theory to link relationship between motivation and job performance. Maslow (1971), named his final theory â€Å"Theory Z.† Maslow tried to relate motivation and job performance by using theory z, to explain the self-actualization. In his study, Maslow said less than 1%of the adult population was self-actualizing. Abraham Maslow focused his life’s work on the study of human potential, development an d motivation.15 Maslow’s hierarchy of needs, visible deference was given to people who had a value focused. He reveals that the level of unhealthiness exists in all areas of development. He refers to being self-actualized as becoming more fully human who responds to the inner forces for development. Most recent authors with the present leadership style concur with him. According to him, before one becomes self-actualized, he must first meet the physiological needs. He demonstrated his ideas using the hierarchy of needs. Theory Z was clearly an indication of unhealthy people in unhealthy organization.16 Critical review of the theories The two theories developed by the two psychologists ultimately relate job performance to motivation. From the dual research, it is evidently that motivation is ideal in improving work efficiency. Motivation leads to high output and works that motivate results in high production. For example, in the work of Herzberg, he believes that when hygiene is not satisfied, they cause dissatisfaction. This is actual true because when employees’ hygiene is not met, they cause underproduction. On the other hand, Maslow work supports the connection between the job performance and motivation. In his work, â€Å"Those serving customers must be longer range in time and longer range in space and wider thinking in terms of causes and effects and holistic relationships. Why is this? It’s because the relationships†¦are very different when these customers are supposed to be kept for a century or two.† 17 Recommendations First, I recommend the manager to enroll for the MBA course in human-resource management. This course will assist the manager in acquiring managerial skills and knowledge that will enable him or her to demonstrate quality leadership style in management. Secondly, I recommend the management to revise and uphold the importance of motivation and strongly put it in practice. This would motivate the workforce leading to efficiency production. It will also create a good rapport between the customers and the business. Finally, the human-resource organizational chart requires another structure with well-defined duties of the concern. Conclusion Human-resource management is an important resource to any organization set up. The current managers require to be trained in this field to ensure they utilize this capital. This will have a positive impact on the output of the business. For any milestone development, this pillar department of the organization must be vested with responsible and knowledgeable persons. Bibliography Ahmad, Shoeb. Human Resources Management and Technical Changes. New Delhi: Gyan Publishing House, 2004. Anderson, Charles. Tool Kit for Human Resources. Lincoln: iUniverse, 2004. Anderson, Kristin and Carol Kerr. Customer relationship management. McGraw-Hill Professional, 2002. Armstrong, Michael. Strategic Human Resource Management: A Guide to Action. London: Kogan Page Pu blishers, 2008. Aspatore Books. The Role of Human Resources: Top Executives on Using HR to Drive Business Results and Add Value to a Company (Inside the Minds). London: Aspatore Books, Incorporated, 2005. Green, Jerry W. Exploring the needs of teleworkers using Herzberg’s two-factor theory. New York: ProQuest, 2009. Ionazzi, Daniel A. The stage management handbook. New York: Writer’s Digest Books, 1992. Knox, Simon. Customer relationship management: perspectives from the marketplace Butterworth-Heinemann, 2003. Koontz, Harold and Heinz Weihrich. Essentials of Management. New York: Tata McGraw-Hill Education, 2006. Lawler, Edward and John Boudreau. Achieving excellence in human resource management: an assessment of human resource functions. Stanford University: Stanford University Press, 2009. Rothwell, William J and Kazanas Hanze. Planning and managing human resources: strategic planning for human resources management. New York: Human Resource Development, 2003. Saiya dain, Mirza. Human Resources Management. New York: Tata McGraw-Hill Education, 2009. Mathis, Robert and John Jackson H. Human Resource Management. New York: Cengage Learning, 2010. Ulrich, David. Human resource champions: the next agenda for adding value and delivering results. New York: Harvard Business Press, 1996. University of Nebraska (Lincoln campus). Dept. of Psychology. Current theory and research in motivation. University of Nebraska: University of Nebraska Press, 2003. Wilson, John P. Human resource development: learning training for individuals organizations. London: Kogan Page Publishers, 2005. Footnotes 1 Aspatore Books. The Role of Human Resources: Top Executives on Using HR to Drive Business Results and Add Value to a Company (Inside the Minds). (London: Aspatore Books, Incorporated, 2005), 45-53. 2 Mirza, Saiyadain. Human Resources Management. (New York: Tata McGraw-Hill Education, 2009), 1 3 Robert, Mathis and John Jackson H. Human Resource Management. (New York: Cengage Learning, 2010), 27. 4 Edward, Lawler and John Boudreau. Achieving excellence in human resource management: an assessment of human resource functions. (Stanford University: Stanford University Press, 2009), 21. 5 Kristin, Anderson and Carol Kerr. Customer relationship management. New York: McGraw-Hill Professional, 2002), 2. 6 Shoeb, Ahmad. Human Resources Management and Technical Changes. (New Delhi: Gyan Publishing House, 2004, 185. 7 Charles, Anderson. Tool Kit for Human Resources. (Lincoln: iUniverse, 2004),108. 8 John, Wilson. Human resource development: learning training for individuals organizations. London: (Kogan Page Publishers, 2005), 26-35. 9 William, Rothwell and Kazanas Hanze. Planning and managing human resources: strategic planning for human resources management. (New York: Human Resource Development, 2003), 478. 10 Michael, Armstrong. Strategic Human Resource Management: A Guide to Action. (London: Kogan Page Publishers, 2008), 72. 11 David, Ulrich. Human resource champions: the next agenda for adding value and delivering results. (New York: Harvard Business Press, 1996), 25. 12 Simon, Knox. Customer relationship management: perspectives from the marketplace. (New York: Butterworth-Heinemann, 2003), 3. 13 Daniel, Ionazzi. The stage management handbook. (New York: Writer’s Digest Books, 1992), 165. 14 Jerry, Green. Exploring the needs of teleworkers using Herzberg’s two-factor theory. (New York: ProQuest, 2009), 56 15 Harold, Koontz and Heinz Weihrich. Essentials of Management. (New York: Tata McGraw-Hill Education, 2006), 291 16 University of Nebraska (Lincoln campus). Dept. of Psychology. Current theory and research in motivation. (University of Nebraska: University of Nebraska Press, 2003), 175. 17 Jerry, Green. Exploring the needs of teleworkers using Herzberg’s two-factor theory. (New York: ProQuest, 2009), 56 This case study on The Role of Human Resource Knowledge in establishing Performance-Based Work environment: The Case of â€Å"Flambo Plast Gmbh† was written and submitted by user Rayden G. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Sherman Antitrust in 21st Century essays

Sherman Antitrust in 21st Century essays Sherman Anti-trust in the 21st Century Whilst approaching the Twenty- first Century, America has taken significant strides in the advancement of high technology. With the unveiling of this new frontier comes continued innovation and government regulation. One aspect of the government in particular, the Sherman Anti-Trust Act of 1890, has impeded the progress of exploration into this new field; for the effectiveness of government is a nefarious hindrance to the efficiency of technology. Thus comes the age old question of who governs and to what ends. As a solution government should adopt a more Adam Smith approach to the regulation of high technology; the Sherman Anti-Trust Act should be amended by the legislature to allow more leeway for the technological and dynamic computer industry. The result of such an amendment, especially in a world economy such as ours, would allow American computer companies to thrive and compete with foreign companies as well as lead the way into the technological future of the Twenty- fi rst Century. In the age of reform as a result of public sentiment, Congress passed the Sherman Anti-Trust Act of 1890, named for Senator John Sherman. The one hundred and eight year old Sherman Act forbids monopolizing a market or engaging in any restraint of trade. Today unlawful restraints fall under three categories: 1) having too large a market share; 2) tying the sale of one product to another; 3) predatory pricing. For the past century the federal government has been pursuing a populist attack on big businessesRCA, U.S. Steel, IBM, AT however, due to government intervention and anti-trust investigation on the basis of the outdated Sherman Act, many of these cutting edge businesses were hindered in their progress for success. ...

What Does ACT Stand For The Complete Story

What Does ACT Stand For The Complete Story SAT / ACT Prep Online Guides and Tips The ACT is now the most popular college admissions standardized test in the US, with the number of test-takers exceeding that of the SAT. But what does ACT actually stand for, and why does this actually matter? We answer all your questions in this guide. What Does ACT Mean? The ACT began in 1959, when Everett Franklin Lindquist, a professor at University of Iowa,was unhappy with the SAT for two reasons: The SAT was designed as an aptitude test – essentially, it tested your intelligence and innate capacity to learn. Lindquist thought that a college assessment test should really be testing what you’ve actually learned in school. The SAT was popular in private schools in the northeastern US (New York, Massachusetts) but not in the rest of the country and not in public schools. Lindquist believed the test should be accepted by public institutions and other schools across the country. Even though the SAT had begun over 30 years earlier and was growing in popularity, Lindquist believed he could do things better. As a result, he founded the American College Testing Program. See the ACT in there? Exclusive Bonus: What's a good ACT score, and how high do you need to score?Read our guide to find out. Lindquist designed the ACT to cover skills that you’ve learned in school. It began with four sections: English, Math, Social Studies, and Natural Sciences. It gave a composite score, just like it does now (read How is the ACT Composite Score Calculated?) Since then, the test hasn’t changed all that much, in contrast to the SAT, which has had something of an identity crisis. Here are the major milestones in the history of the ACT: 1959: The first ACT is administered to 75,460 students. 1972: Million Mark: The ACT hits 1,000,000 students taking the ACT. 1989: Redesign: The ACT undergoes a major change. The Social Studies section is changed into Reading, and Natural Sciences is changed into Science Reasoning. Both changes are an attempt to test fundamental reading and reasoning skills, rather than facts about history and science. 2005: The ACT adds an optional Writing Test. 2007: Every single college in the United States now accepts the ACT for admission. 2012: The number of students taking the ACT surpasses the SAT for the first time. At 1.85 million students, this means over half of the country’s graduates are taking the ACT. So what does ACT stand for? It started off as the American College Test, but at this point the ACT organization doesn’t formally call it that. The test is just known as the ACT. What's Next? Now that you’ve learned the history, you probably want to know how you can get the highest ACT score possible. Find out what a good ACT score is, and how to calculate your own ACT target score. Interested in free ACT practice tests? Click here for a guide on how to get every official ACT practice test available. Read our detailed guide to the best ACT prep books. Want to improve your ACT score by 4 points or more? We've written a free guide to the very best strategies you need to use:

( Herbert Hoover )By analyzing his times, his initiatives as President Essay

( Herbert Hoover )By analyzing his times, his initiatives as President and his record of accomplishments, argue that he either was or was not an effective President and discuss why - Essay Example He freely accepted the great depression and blamed the Americans despite 1the sufferings it brought to them. For more than three years, he refused to take any step to alleviate suffering.1 It is believed that Herbert Hoover was rightly placed, but in the wrong time. Based on his ideological beliefs, he could have performed better than his predecessors if there was no any depression. He was more committed to the active government than Warren Harding and Calvin Coolidge. Nevertheless, due to the beginning of the great depression, he received blames from his countrymen during his time and from the subsequent generations. In his own way, Herbert Hoover tried to alleviate the depression more than any other preceding presidents, but all his plans failed. Hoover strived to portray his success throughout his life. He was orphaned at the age of six years. He attended Stanford University and became an engineer. He also entered into the world of business, started his own business and became a multimillionaire. He served as a volunteer in food administration during the Great War. He headed a private relief campaign during the First World War; this earned him good reputation and the ticket to the presidency through the Republican Party. After rising to power, the Depression began, and Hoover’s efforts of alleviating it became unsuccessful.2 Reports show that Hoover was apparently aware of the problem; Hoover confided in William J. Abbot (Editor of Christian Science Monitor) about his fears in late 1928. He purportedly said that his campaigners had portrayed him as a superman who could handle all complicated and difficult problems. He predicted his suffering for anything wrong beyond his ability and measure to solve. People expected the impossible from Hoover; in 1932, he said that he was totally oversold.2 Despite the fallacious, undeserved, but enduring reputation, Hoover

Luminultra company Assignment Example | Topics and Well Written Essays - 750 words

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Identify FOUR Values that are associated Essay Example for Free

Identify FOUR Values that are associated Essay Identify FOUR Values that are associated with education in the Caribbean. Explain how these values have shaped your choices and behaviours.  According to Emille Durkheim, Education is the acquisition of knowledge and the learning of skills. It often helps to shape beliefs and moral values. Education is one of the very tools through which social change and transformation can be achieved. Education, and in particular the teaching of history provides a link between the student and society and also a sense of belonging. The teaching of history helps to shape an individuals beliefs and values of what was taught and passed on through generations. For example, teaching a student about slavery and learning about how their ancestors revolted to claim their freedom can teach an individual to have a sense of pride in their history. Durkheim believed that school serves as a function which cannot be provided by the family or peer group. 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In the Caribbean there are many religious affiliated schools which also help to shape an individuals moral values by including religion periods at least once or twice a week. By the teaching of religious beliefs and values to students, it helps to shape them as an individual by deciding what is right and what is wrong and sticking to their convictions. For example in the Roman Catholic schools, students may be taught about the Ten Commandments and learn that it is wrong to go against it. Some may adapt to these beliefs and some may not but by learning about it they know not to stray to far from the norm. In conclusion, those who conform to the Caribbean societys values of education will be ranked highly and will be likely to receive positive sanctions. They will be rewarded with high prestige because they exemplify and personify what the society expects of them. 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Bethel School District Vs. Fraser :: essays research papers fc

Bethel School District vs. Fraser This case involved a public high school student, Matthew Fraser who gave a speech nominating another student for a student elective office. The speech was given at an assembly during school as a part of a school-sponsored educational program in self-government. While giving the speech, Fraser referred to his candidate in what the school board called "elaborate, graphic, and explicit metaphor." After his speech, the assistant principal told Fraser that the school considered the speech a violation of the school's "disruptive-conduct rule." This prohibited conduct that interfered with the educational process, including obscene, profane language or gestures. After Fraser admitted he intentionally had used sexual innuendo in the speech, he was told that he would be suspended from school for three days, and his name would be removed from the list of the speakers at the graduation exercises. Fraser's father brought action against the school board in the United States District Court for the Western District of Washington. He alleged the suspension and punishment were a violation of his son's First Amendment right to freedom of speech. The father sought injunctive and monetary damages under 42 U.S.C. of 1983. The district court awarded the student $278 in damages, $12,750 in litigation costs and attorney's fees, and ordered the school district not to prevent the student from speaking at the commencement ceremonies. The school district appealed the decision, arguing that the speech had a disruptive effect on the educational process. The school district said it had an interest in protecting an audience of minors from indecent speech in the school. The school board believed it had the right to control language that was used during a school-sponsored activity. The Court of Appeals for the Ninth Circuit affirmed the judgment of the district court. The district court found the disruptive-conduct rule unconstitutionally vague and broad, and that withdrawal of the student's name from the graduation speaker's list violated the Due Process Clause of the Fourteenth Amendment because the rule did not mention such removal as a likely sanction. The court made the case that nothing in the Constitution forbids the states from insisting that certain forms of expression are unfitting and subject to sanctions. (Tinker v. Des Moines Independent Community School District, 1969) The court affirmed that students do not "shed their constitutional rights to freedom of speech or expression at the schoolhouse gate."(Tinker) If the student had given the same speech off the school premises, he would not have been penalized because government officials found his language inappropriate.

Analysis of Online Article

Student Name LING 305W Project #1 Final Draft – Handout 23 February 2012 Genre Analysis of the Online Article, ‘Superfoods’ Everyone Needs Genre: online article Author: Susan Seliger Target Audience: variety of ages; healthy people, healthy cooks, people who want to eat better, people with illnesses, diseases, or other health ailments Article Title: ‘Superfoods’ Everyone Needs Source: www. webmd. com Date: February 2007 Author’s claim: â€Å"A healthy diet incorporating a variety of†¦ superfoods will help you maintain your weight, fight disease, and live longer. (para. 4) My analysis tool: COLFV model, which stands for five elements—content, organization, language, format, and values Blueberries—one of the superfoods Seliger describes. Source: www. sciencedaily. com My claim: Using the COLFV model to analyze the genre of this informative online article, I find that Seliger effectively uses organization, language, and values; however, the content and format of the text could be improved. CONTENT: Feature 1 – Percentages * In reference to the outside source, Elizabeth Somer, Seliger includes percentages. I’d say about 50%-70% of suffering could be eliminated by what people eat and how they move: heart disease, diabetes, cancer, hypertension can all be impacted. † (para. 3) * By including these percentages, the reader can easily refer to them in the text. * Percentages make the comment more tangible. Feature 2 – Comparisons * The author compares age with calcium levels for adults (para. 12). For example, the author includes: â€Å"Age 9-18 – 1300mg; age 19-50 – 1000mg; age 51 and over – 1200mg,† in bullet point format on separate lines. These comparisons by age and level of calcium help readers find which level fits them. * These comparisons are important, however, the ages are limited to adults. Albeit the first group includes children from ages 9-18 , it can be useful for readers to be informed about the levels for younger children. ORGANIZATION: Feature 1 – Classification * Seliger classifies each highlighted superfood in the subheadings. For example, blueberries are the â€Å"antioxident superfood† (above para. 5) whereas tea lowers cholesterol and inhibits cancer (above para. 1). * These classifications help distinguish the beneficial properties of each superfood. Feature 2 –Expansion * Describing the preferred form of beans to purchase for the superfood, fiber, Seliger cites Dr. Ann Kulze (para. 10). Kulze expands beyond the dried, fresh and frozen form of beans by mentioning that consumers should try to avoid canned beans as they contain high amounts of sodium usually. LANGUAGE: Feature 1 – Informal * The author uses vocabulary like â€Å"guess what? † (para. 1) and â€Å"yummiest† (above para. 3). * Seliger does a great job of connecting to her more general audience by using infor mal vocabulary. This shows readers that an expert, like Seliger, is more similar to them. Feature 2 – Acronyms * â€Å"ECGC† is described as a powerful antioxident by the author (para. 11). * Including acronyms can help reduce reading time for readers. * This particular acronym is not defined by each of its letters. This leaves members of the target audience to search for its definition or to overlook it. FORMAT: Feature 1 – Subheadings â€Å"Soy – Superfood to Lower Cholesterol† (above para. 9) and â€Å"Calcium† (above para. 12) are two of the subheadings used by Seliger. * Subheadings nicely guide the reader to the specific content. Specifically, each superfood receives its own section with a subheading and a paragraph description. Feature 2 – Bullet points * Fourteen items (superfoods) after the fourth paragraph and the comparisons by age after the twelfth paragraph receive their own lines with bullet points. * Bullet points help a reader quickly and easily follow emphasized text. Seliger does a great job of including the fourteen superfoods with bullet points as it resembles a shopping list. In fact, a reader could potentially print this portion of the article and refer to the bulleted items as a shopping list at the supermarket. * The comparisons could be enhanced for better reader interpretation if the content were inserted into a table or graph rather than in bullet points. The reader could refer to a visual such as a table more easily and compare each age group side-by-side. VALUES: Feature 1 – The author and the target audience share the same interest in good health. â€Å"A healthy diet incorporating a variety of the following superfoods will help you maintain your weight, fight disease, and live longer. † (para. 4) * For the readers (as described in the target audience on page one of this handout), this line directly connects the benefits of eating superfoods. Feature 2 – The aut hor and the audience share the same understanding that health can be improved. * The author refers to Somer in regards to an additional benefit of Omega 3s being a depression reducer (para. 7). * For the target audience, additional benefits support Seliger’s plea to eat superfoods. Reference Seliger, Susan.

Digi Situational Analysis

Situational Analysis Company Profile Analysis DIGI is the first telecommunication to operate and launch a full digital cellular network in Malaysia on 24 May 1995. Besides, DIGI were also become the first to offer GPRS (2. 5G) and later EDGE (2. 75G) in 14 May 2004 in Malaysia. DIGI is a mobile communication services provider in Malaysia. DIGI has provided service to individuals, businesses and other operators which owned subsidiary, DIGI Telecommunication SDN BHD. There are two packages option offers by DIGI to mobile subscribers is prepaid plan and postpaid voice plan.DIGI has provided variety mobile communication service including SMS, mobile broadband and international roaming and calling and WAP services. According to DIGI the first quarter of 2012 of Non-Audited financial statement, their total net operating revenues increase from RM 1,443,428 thousands to RM 1,575,055 thousands, which increases with 9. 12%. DIGI has approximately RM 4. 9 billion with a subscriber base 0f 7. 7 million. Since year 2005, DIGI has returned in excess of RM6. 8 billion in cash to their entire shareholder, it shows a result that DIGI has a strong capital discipline.Moreover, year 2007, DIGI continues perform well which they improve on their commercial focus and it results their annual revenue growth in excess of 5% between year 2007 and 2010. Product Analysis DIGI is simple to pronounce and spell, which it makes people easy to recall. DIGI has distinguishes itself from the mobile services industry by its distinctive brand name. DIGI are using yellow, white and black color to packaging its own product. The combination of this color can connect or develop target audience of the generation who are vibrant, fresh and ambitious.DIGI is a Telecommunication company, so it has provided different type of mobile and internet services. All these services are including SMS, data plans, prepaid and postpaid voice plans, international roaming and calling and WAP services. For their prepaid v oice plan, DIGI latest prepaid voice plan is called DIGI Easy Prepaid. This package is very effective today, this is because it can enable DIGI user to enjoy 24 hour free calls, SMS and free log into Facebook (zero Facebook). DIGI user can interact with their 3 DIGI Buddyz by free calling or free SMS in 24 hour. There are 80% of mobile subscribers in Malaysia are prepaid users, so DIGI s leading this prepaid market by enhance the value in this segment by increase customer needs and richer mobile features that can made DIGI users can truly appreciate. Besides, DIGI also reward their prepaid user by 10 free SMS when customer reloads as little as RM10. Besides, DIGI also provide postpaid plan to DIGI customers. The package that offers by DIGI is DIGI Smart Plan. This package enable customer to enjoy the unlimited internet access services. By the same token, DIGI also offers the Iphone, Samsung and tablet plan to their customers. Now, DIGI has also offers free Nano sim card to the new D IGI users.Moreover, DIGI also launch their Turbo 3G service on year 2009. The DIGI Turbo 3G is located at most urban and populated area in Malaysia. This 3G service is available for prepaid and postpaid voice plan and also for the broadband. IMC Objective Strengthen Image The objective of DIGI is to develop and strengthen the images of their brand towards the youth and business markets. There is fierce competition on the telecommunication market nowadays. With strong images the company is able to have strong awareness in the mind of consumers and can distinguish themselves over competitors.Higher recognition of the brand through good images could provide loyalty of customers toward the DIGI. For the year 2011, DIGI has invest RM9 million to create their brand advertising campaign and positioning DIGI is an contemporary, innovative, lifestyle centric and quality services that would satisfy their customer’s needs. DIGI is tending to offers the better quality of product and serv ices to increase the customers’ mobility. Through the advertising, DIGI evolves with time to interact with customers and it show DIGI is understand the lifestyle need of DIGI customer. Increase SalesThere are another important objective for DIGI to achieve is the sales and revenues. This is because only revenue or profit allows a company to operate its business well. To achieve this goal, DIGI is keep improving their coverage network and quality services. Besides, DIGI also develop a customer service which with quality and efficient. DIGI product and services is user friendly and it is highly personalized. Through the advertising, DIGI is telling the customer they are improving their coverage and services, it will build trust and confident of customer toward DIGI. So, it will help DIGI to increase sales and revenue.

Inversion

Inversion INSTRUMENTS DE COBRAMENT INSTRUMENTS DE COBRAMENTEfectiu/MetÂÆ' l‚Â ·lic: es habitual en les operacions de venda que el comerÂÆ'Â § detallista realitza amb el consumidor final. Quan cobrem en efectiu tenim de fer una justificaciÂÆ'Â ³ de pagament que es el rebut. L'efectiu ÂÆ'Â ©s l'actiu mÂÆ'Â ©s lÂÆ'Â ­quid de tots els actius d'una empresa.. El cobrament es fa a 0 dies ja que es immediat. No hi ha cost de cobrament i el punt clau es el ingrÂÆ'Â ©s en un dia.TransferÂÆ'ncia:Targetes:Rebuts normalitzat:Rebuts de descompte:DomiciliaciÂÆ'Â ³ bancÂÆ' ria:Confirming:Factoring:Xec: El xec es un document mercantil que contÂÆ'Â © un manament pur i simple, el lliurador ordena a una entitat financera que pagui a la seva presentaciÂÆ'Â ³ i de forma immediata. En el xec intervenen el lliurador(emet el xec , ordena el pagament i escriu la quantitat que vol pagar), el lliurat(sempre ha de ser una entitat bancaria) , tenidor o prenedor(el cobrador del xec).La valoraciÂÆ'Â ³ del xec es fa de 0-2 dies. El seu cost es la comissiÂÆ'Â ³ del banc cap al que emet el xec i el seu punt clau es que es cobra el mateix dia que es rep el xec.Lletra de canvi: Es un instrument de cobrament que no estÂÆ' generat per una entitat financera, sinÂÆ'Â ³ per una persona fÂÆ'Â ­sica o jurÂÆ'Â ­dica. El lliurador obliga a pagar al lliurat, en la data i lloc indicat. Es el lliurador qui emet la lletra de canvi(iniciativa). El lliurador te de pagar un cos per emetre la lletra de canvi que depent del import d'aquesta, a continuaciÂÆ'Â ³ o podem veure.Per acabar, dir que el punt clau de la lletra de canvi es que es transmet de persona a persona i que es pot domiciliar al banc perquÂÆ' es pugui exercir el cobrament automÂÆ' tic en el compte...

All Types of Retirement Home Services India

All Types of Retirement Home Services India The largely ignored ideas of retirement homes in India has been slowly witnessing the increased among consumer across India. The senior citizens are becoming independent and financially stronger than the past. The old-aged persons are now in the search of luxurious facilities for various retirement home projects. Below are the all types of retirement homes in India: Independent Living Home: This type of homes is the oldest concept which was famous in the Indian society. Most of the persons save money in their working day for purchase of a plot and build a small to live in after retirement. With the ample of increase in real estate in India, the rising construction costs increases. But, supervising the daily construction activity was a tough task. Senior Citizen Communities: Senior citizen communities of the destinations have been now replacing the old traditional ways of living homes. Recently, most builders are dedicating senior citizen communities with a host of amenities consisting easy access to the transport, hospital, banks, and other daily necessities. Senior citizen communities are also giving adequate security and hospital services for 24-hours. They are the emotional support for the old citizens after retirement. Assisted Living Homes: With the increase of age, senior citizens need constant medical attention as well as aid. These houses are the ideas which allows elderly to live with an assistant including family member. It can be a nurse or helper. The assisted living houses are a newer concept in India but are likely to pick up in the near future. The benefit of having a medical help also decreases the traveling time to hospitals. They are very useful for people for the people who have some disabilities or health problems. Old Age Homes: Old age homes or skilled nursing care communities are usually built at a near proximity to hospitals. The old age homes have an in-house medical team checking and monitoring the health issues of the old-aged people. They are prone to infections so these old age homes. The old body is very sensitive to diseases and these old age homes act like a nursing care center. Nowadays, the convalescent home services are in joint collaboration between hospital management teams and builders. All these retirement homes in India are offering shelter to the old-aged people after retirement. India has diverse demographic conditions with different financial conditions so now retirement homes are the boom for the old-aged people.

Technical Definitions Coursework Example | Topics and Well Written Essays - 250 words

Technical Definitions - Coursework Example The attack is considered to be a deliberate action whereby the terrorists release the viruses, bacteria and the germs in order to come with an effect into the environment which will affect any living creature around. The germs, bacteria and viruses are said to be natural and they can be accelerated by use of the biological chemicals and tactics in order to be used negatively into the society. The effects spread into the whole society affecting the living creatures. One of the major reasons for the use of the biological agents is because they have the ability to spread through air, water and food ("Bioterrorism: Learn the Definition and Agents Used." 14). All the three modes of the agent’s flow can affect the environment very greatly. One of the major question over Bioterrorism is, How can it be stopped or be regulated? In the prevention of the attacks there are certain ways that can be used in order to prevent the attack. As a resident of Texas, one must report any suspicious attack that can be realised by reporting the matter to the Department of state of the health services. This is because the staff in the Department depend on the interactive and information of the citizens. Another second way on how to prevent such actions is to elect officials in the offices of the health services in Texas who will be concerned with the health and well being of the living creatures in the city of Texas. However those may not be the only prevention methods for the attacks but with the two key points, the state of Texas can be well prevented from the biological effects and enable a solid prevention over the threats by the bioterrorists. "Biodefense and Bioterrorism: MedlinePlus." U.S National Library of Medicine. U.S. National Library of Medicine, n.d. Web. 24 June 2014.