Pluto Telecommunications

Pluto telecommunication is among the leading companies offering telecommunication services in Ireland, ranging from event production and conference management to marketing support and project management. In the recent times, the company has been on the brink of crumble due to internal wrangles in some of its departments including sales, marketing, and customer services departments that have had several face-off incidences, attributed to bonus allocation and time pressures.Advertising We will write a custom case study sample on Pluto Telecommunications specifically for you for only $16.05 $11/page Learn More Each department holds an unpleasant opinion of the resulting to unhealthy departmental competition, loss of business and general customer dissatisfaction. Acknowledgement of managerial differences is vital in improving the working relations and increasing productivity (Buchanan Huczynski 2007). Analysis In carrying out the analysis of the Pluto telec ommunications company, Sogi analysis comprising of the societal, organisational, group and individual analysis is used. However, Pluto has been analysed with the exclusion of societal level. Organisational analysis Organization tradition Organization tradition refers to the common practices carried out within different departments in an organization. These practices make the organization different from others, and aim at enabling it to have a competitive edge (Organizational analysis 2012). The culture fosters the beliefs and practices common to all the members of the organization, enabling them with a sense of belonging and the motivation to work more diligently as opposed to those who do not uphold this culture. In Pluto, Ms Tsang strived to work towards a culture of unity and assumed she had achieved it. She was, however, surprised all her efforts had been thwarted by the disagreements among the three departments. The departments had developed other subcultures. Culture determine s the interaction of the organization with the outside world and the mechanisms used in achieving its goals. Therefore, a strong culture serves as a hallmark in portraying the actual identity of the organization. Having a dynamic culture alone does not guarantee success. There are some large organizations with strong cultures, but still suffered losses due to inflexibility in accepting changes especially those that threaten personal interest as explained in the Iron Law of Oligarchy (Michels 1911). Organizations such as Hewlett Packard were able to make profits since their strong cultures were backed by flexibility towards change. Comparatively, Pluto telecomunications’ culture did not undergo the relevant transformation required, thus the problems it faces. Inspite of the organization’s adaptability culture, the subculture that cropped up served as a significant barrier towards the realisation of their goals.Advertising Looking for case study on business economi cs? Let's see if we can help you! Get your first paper with 15% OFF Learn More Organization structure In Pluto telecommunications, a hierachy development is observable in which members of each department report to a departmental head, who in turn reports to Ms. Tsang. Mathew Craven had the opinion that differentiation as the main reason for the problems; as stated in the contigency theory (Lawrence and Lorsch 1967). Pluto is viewed as flexible and adaptive towards the various changes in technology a factor attributed to the presence of distinct groups in the organization. However, the organization is viewed differently in terms of differentiation due to the absence of integration within its units of operation as intense competition arises greater change and confrontation of conflict (Beer 1990). The assumption by Ms. Tsang was that the company’s unity was deflated by the wrangles that arouse as a result of subdivision. Lack of integration is the main cause of paralle l communication between the departments, for instance, when a new product was launched by the marketing department without communication to the sales and customer departments. The inconsistencies in the dependence of the three departments have been underestimated by the organization’s senior management, and this has resulted into lack of communication between the departments (Lawrence Lorsch 1967). Functional categorisation has contributed to the narrow specialisation of the departmental heads, other than facilitating an outside the box thinking. This makes it impossible to establish clear roles of each department and with each department treats the other as a completely different entity. When Ms. Tsang remained with the directors and asked them of the way forward, they could not talk infront of each other, a clear sign of group-thinking a problem similar to that faced by the CEO of Marks and Spenser, Sir Richard Greenbury (Buchanan Huczynski 2007). Organisational analysis is better viewed through the ‘SWOT’ theory that outlines its strenghts, weakness, opportunities and threats. Strengths are characterized by voluntary staff participation in programs, improvement of financial resources, good facilities and company recognition; this leads to incorporation of new programmes and increasd investment opportunities among other visionalised aspects (Rural development Initiatives 2001).Advertising We will write a custom case study sample on Pluto Telecommunications specifically for you for only $16.05 $11/page Learn More However, organisational analysis results to instability of the organistion making it handicapped by limitation in facilities, lack of expertise as people are used to overliance of one another and general decrease in funding especially from external sources (Rural Development Initiatives 2001). The behavoiur displayed by the espoused theory in Organizational analysis is that of being defensive, resis tant to change and, employee to employee protection from the manager (Beer 1990). Group level analysis Group structure Each of the three departments in Pluto telecommunications portray a different character from the others as a result of expansion of the organisation leading to the difficulty in internal communication. The sales team group exhibits characters of a reserved group with each group being guided by its individual needs as a driving force towards achieving the set targets. This mode of operation hampers the spirit of team work and is the likely reason for the lack of cooperation between the sales team and both the customer service and marketing teams (Buchanan Huczynski 2007). The customer service department is rather bureaucratic in its handling of the employees. Its employees comprise of the receptionist and the company engineers, who are governed by strict rules and guidelines set by the organization’s top management. Their mode of operation is a forced type, w hereby they have no choice but to work. Their goals are driven by the organization rather than self-interest. In this department, communication is simply done via memos and emails; hence, it is more of institutionalised than the other two departments (Buchanan Huczynski 2007). The major challenge to these types of organisations is that they will encounter problems in adapting to new changes (Allcorn 1989). The marketing department on its side tries to work as a team. However, it displays an assorted relationship with its counterparts in customer and sales. This is echoed by its opinion of the experiences and interactions of its counterparts in the two departments. Such attitudes and lack of a driving force towards cohesion by the heads of the respective departments is detrimental, not only to the organization’s unity but also on its reputation to the public. The lack of interraction leads to contradicting modes of operation, as was experienced by the customer service manager when a customer asked about the product launched by his company and he had no idea (Buchanan Huczynski 2007).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 Group culture Each of the departments displays a totally different nature, in the way they carry out their activities. A look at the sales team creates an impression of an elite group whose culture is centred on competition and individualism. Their status is described by classy items, such as flashy cars and mobile phones, which drive a sense of pride in the team. As expected, arrogance and unwillingness to share with people of the other departments arises. The customer service department tends to derive its culture from an institutionalised governance. It tends to shy away from speaking out its concerns, and it is obliged to follow the rules since the members presume to be safer that way (Allcorn 1989, p. 250). This authoritative leadership could suit engineers, but it might totally hamper communication between them and their colleagues, especially in circumstances where the style is informal to some extent. In this culture, there is maximum monitoring of resources and staff are yo ur most important resource. They react to people especially those in authority making it hard to accept change(Handy Aitken 1986). The marketing department on its part has a tendency of avoiding interactions with other departments due to the nature of its work. This cripples the organization’s management efforts aimed at creating a unified body. In such circumstances, each member becomes loyal to his department, more than even the organization itself. These subcultures ultimately lead to deraillance of the general organization’s objectives. These objectives are more often than not compromised as a result of unhealthy interdepartmental competition. Individual level analysis Leadership style According to Allcorn (1989), there is no significant link between the leader’s characteristics and the organization’s performance. However, this is not the case as there is a sustantial evidence of highly successful organizations that are attributed to the strong and e ffective leadership. A critical analysis of the departments is likely to reveal huge differences in performances that are based on the qualifications of the leadership. For instance, the marketing department, having the largest number of MBA graduates, is likely to achieve its goals quite easily as less time will be wasted on supervisions. Presumably, Ms. Tsang’s managerial challenges could be arising from leading the less educated or trained; and for this reason, she feels blamed for the disputes facing the departments. She tries hard, to show confidence as the only lady among gentlemen. She is, however, betrayed by her anger outbursts, which exposes her weakness. Leadership should be the development of a vision on how the future should look like – giving directions on how to achieve it and enmesh all its members in its net (Buchanan Huczynski, 2007, p. 360). However, neither did Ms. Tsang nor did her directors raise any issue as apperrtains the vision, and also non of them had shown constructive participation. Ms. Tsang, therefore, needs to redefine her mode of leadership to a more transactive and transformative one. From this, she may manage to get the highest potential from her subordinates (Buchanan Huczynski 2007). Individuals and motivation Motivation is a major problem facing the Pluto telecommunications company. As has been seen, the sales department seems to be enjoying the most out of its job with short timelines. The customer service team, on the other hand, experiences quite unfavourable terms as its timeline is usually dictated by the organization and takes unusually long time. Its motivation, usually comes from fear of not achieving rather than self drive. This reward system, among the sales staff, has been more of a curse than a blessing to the organization because the competition has promoted individualism rather than teamwork. Studies have indicated that the â€Å"stick over carrot† system of motivation has severe long- term effects on the ultimate goal of the organization. People tend to perfect on whatever they are doing if they are doing it in their own will and under positive motivation. However, if subjected to the pressure, they underperform and may not deliver much as stipulated in the McGregor X Y theories. The marketing department does not have clearly defined targets; it lacks a scale of measuring the contribution to the organizations overall goal. Setting goals that are specific is motivating than setting general goals (Locke and Latham 1990). If the marketing department members realised that they had a larger workload than the rest, they would develop feelings and become too personal, and this could make them fail to achieve. Each department, in this case, is motivated in a different way. The sales department is motivated through extrinsic means customer service is forced to deliver through fear and marketing department is not motivated by unspecified goals. Since the extrinsic motivat ional methods influence the employees’ performance, they cannot be relied on to produce long-term goals. This is partly because they are bound to transform with the adjustments in the operating environment. Also, they do not provide an environment of sharing ideas through teamwork as each person competes to be the best individually rather than as an organization (Buchanan Huczynski 2007). Conclusion As a result of the expansion of the company, the challenges facing Ms Tsang and the company is as a result of the sub cultural divisions that have cropped within the organization’s departments, threatening to split it. It is said that unity is strength; therefore, the company will not be able to face the external factors with their internal misunderstandings still unresolved. Their infighting weakens their bargaining prowess in the economic sector as has been clearly seen through their loss of customers. Communication- being an important tool in any organization- has been broken down as depicted in the open contradictions of the management. The different time orientation of each department has further led to the lack of understanding on the needs of each department. Alternatives Do nothing This tactic is aimed at avoiding confrontations and losing of business by the organization. This would, however, result to more severe effects to the organization’s stability and may eventually break down the whole body in the long-run. Openly confront Ms Tang The directors have to move away from their group mentality and voice their opinions to Ms Tsang. This should be done tactically so as to avoid confrontation with each other. Having such open discussions will help in bringing the organization to its feet, in terms of communication and creating awareness on the needs of the other departments. During discussion, people should control their emotions, while the members of the management should make sure they sort out issues at higher levels rather than doin g it at personal levels. People tend to work effectively, and self motivated when their boss incorporates their views in making decisions for the organization (McGregor 1960). Re-structuring the organization The management should consider reconstructing the organization. One of the alternatives would be to convert the departments from process oriented to market oriented. This would allow flexibility within the organisation and so the ease with which the departments would interchange their roles. This will also equip each department with wider skills in different fields, hence breaking the job monotony. This also makes the workers feel more involved and appreciated, which boosts their attitude towards work. This, however, poses a risk of decrease in communication at work and lack of specialisation. The restructuring process would further cost the company money, implying an increase in expenses of the organization. This also means that workers will have to be trained in whichever fiel d they are allocated. Introduction of the involvement culture This involves participation of the employees towards the organization’s activities such as getting their views on both the internal and external factors affecting the organization. The organization should consider setting up service boxes where the employees, as well as customers, give their observations on what they suppose should be done in achieving the organization’s goals. This helps in increasing the loyalty and commitment of the workers to the company. Pluto telecommunications should be encouraged to employ the aspect of adaptability culture. This will make it responsive towards the customer’s needs, whilst taking care of the employees’ welfare. Changing and improving on the reward system The rewards offered should not only result to short-term achievements, but should most importantly factor in long-term achievements alike. Efforts should be directed at coming up with intrinsic motivati on factors, other than relying on extrinsic factors alone. The organisation should as well come up with a flexible system in which the employees are free to decide on the best way of having their benefits, such as choosing from holidays, being given shopping vouchers, subsidising their medical fee or school fees for their siblings and so on. The employee’s needs should be listened to and possible ways of providing assistance explored. This gives the employee a feeling of self-worth and being appreciated (Buchanan Huczynski 2007). Replacement of the directors Another option will be choosing on new departmental directors. This will clear the personal grudges carried by the current managers into their offices. It will once again open up communication channels between departments, while at the same time harnessing new skills and ideas from the fresh appointees. The new appointees will be eager to make work in their new positions, and also willing to effect any changes. The main drawback, however, will be in the time they will take in settling down and strengthening the relationship with other employees (Buchanan Huczynski 2007). Organizing regular meetings and centralising departments This will help in strengthening the communication between the directors and Ms Tsang, and will help departmental directors in knowing the progress of each department other than only their own; moreover, centralising the departments will make it easier to monitor their progress. This will also be easier for them to communicate personally and settle any disputes as well as share ideas on the way forward. However, this will mean constructing new offices and facilitating the movements (Handy 1993). Recommendations As an immediate cause of action to salvage the organization, the directors should voice their opinions and agree to correct on their mistakes. This should be done in a respective and constructive manner. Secondly, introduction of regular meetings will help in restoring the communication channel and possibly resolving the conflicts. For the long-term cause; there is a need to modify the culture of the entity, to make it involvement focused, with the objective of creating a cohesive relationship among the three departments. Focus should be shifted from extrinsic motivational factors to intrinsic factors with clear goals and guidelines. Employees are encouraged to work together as a team through the introduction of a variety of motivational factors. Pluto ensures that each department understands the role of each other (Allcom 1991). Plan of action A plan of action involves organizing for the meeting of directors so as to discuss pertinent issues and resolve their individual differences. This should take around four days. It should involve establishing of weekly meetings aimed at assessing the progress of the organization and making relevant adjustments. This should take a number of weeks. Introduction of the involvement culture should take a few mon ths (Buchanan Huczynski 2007). Bibliography Allcom, S. 1991, Workplace superstars in resistant organisations, Quarum books, New York. Beer, M. 1990, Organizational Behaviour and Development. Harvard University. Web. Buchanan, D. A. Huczynski, A. H. 2007, Organizational Behaviour, 7th edn, Prentice Hall, London. Handy, C. B. Aitken, R. 1986, Understanding shools as organizations, Penguin Books, London. Handy, C. 1993, Understanding Organizations, Penguin, London. Lawrence, P. R. Lorsch, J. W. 1967, Differentiation and Integration in Complex Organizations. Web. Locke, E. A. and Latham, G. P. 1990, A Theory of Goal Setting and Task Performance. Prentice Hall, New Jersey. McGregor, D. 1960, The Human Side of Enterprise. Web. Michels, R. 1911, The Iron Law of Oligarchy. Web. Organizational analysis 2012, Encyclopà ¦dia Britannica Online. Web. Rural Development Initiatives 2001, Strengths, Weaknesses, Opportunities and Threats Organizational Analysis (SWOT). Web. This case study on Pluto Telecommunications was written and submitted by user Bennett Cabrera 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.

boer war essays

boer war essays Comment on the "Imperial ideal" in the context of Britain at the end of the nineteenth century. 1.Britain was by the end of the nineteenth century a major power, which also included countries such as France, Russia etc. Britain had the largest empire in the world and her economy had the biggest output. Her navy was exceptionally large and advanced compared with other states. She was dominant in wars such as the Crimean War and was seen as a role model that other countries looked up to. The attitude of the British public was that of superiority and believed their culture should be spread across the world. They believed that they were the first race in the world, and that the more of the world they inhabited the better it was for the human race. They felt they had the right to intervene ie Britain tried to take control of south Africa from the Boers as they not only wanted to spread their empire through Africa but it was a stopping point for ships travelling to India for trade. 2)Explain why Britain's experience of the Boer War led to her coming out of splendid isolation between 1899 and 1904 Splendid isolation is closely associated with Lord Salisbury who felt that Britain should keep out of foreign policies and keep to themselves. He felt that Britain should make no alliances or close relationships with any particular country. This created a reputation held by other states as Britain being very arrogant. This period of isolation was between 1895 and 1902. It can be argued that the Boer War was a cause of splendid isolation ending. The reason Britain went to war with the Boers was not only to do with control over the natives but the discovery of gold. Britains declaration of war was seen by the British public as a means of protecting their vital economic interests and stamping british authority in the region. ...

Enhanced ACT Writing Test

Enhanced ACT Writing Test The people behind the ACT organization are definitely always striving to improve the test they administer. They make continuous improvements without making radical, all-encompassing changes. Once of the changes coming to the ACT exam is an Enhanced ACT Writing Test. It replaced the old ACT Essay in the fall of 2015. Enhanced ACT Writing Test Basics 1 prompt that provides a statement and three different perspectives on the statement.40 minutes6 different scores The Prompt When you receive your test, youll get a test booklet with a prompt inside which will look quite different from the ACT prompts from the past. Youll read a paragraph that introduces a controversial issue and provides some background for the issue. Then, below that, youll read three different perspectives on the idea presented. Then, youll receive your writing task. Your Essay Task After you read, its time to plan and write. Youll get two pages of planning space in the test booklet and thought-provoking questions to help guide you to deeper meaning in your essay like these: What insights do the different perspectives offer, and what do they fail to consider?Why might they be persuasive to others, or why might they fail to persuade?What is your perspective on this issue, and what are its strengths and weaknesses?How will you support your perspective in your essay? The graders are expecting you to do the following three things in your essay: Evaluate and analyze the given perspectivesState and develop your own perspective on the topicExplain the relationship between your perspective and those presented Writing Prompt Samples Want to practice those writing skills? Here are some prompts to get you going:   Enhanced ACT Writing Prompts Enhanced ACT Writing Scoring Considering youll get six different scores for this essay, it stands to reason that you might want to know what they are. The first score will be a number between 1 and 36, which is just your standard ACT subject level test score. This will not be averaged into your overall composite ACT score, however, as the Essay exam is considered optional. The second score will be a new one. This score, again between 1 and 36 will be a combined score with the English and Reading exams. Its called the ELA score. Again, this will not affect your composite score. The last four scores – domain scores - will cover the content of your writing, giving you a much better idea of your strengths and weaknesses in the writing craft. The domain areas are these: Ideas and Analysis: These scores will show you how well you understood the issue presented, created productive responses, thought critically about your writing task, evaluated and analyzed the three different perspectives on the issue, and used rhetorical strategies like logic, emotional appeals and ethical appeals. Development and Support: These scores will show how well you explained and substantiated your claims, ideas and arguments. High scores will go to students who discuss and elaborate on ideas, making certain that they are relevant with detailed persuasive examples and careful, thoughtful reasoning. Youll see where youve used strong evidence from both your own experience and knowledge base.Scores in this category reflect a student’s ability to illustrate, explain, and substantiate claims and Organization: The scores for this domain will demonstrate your ability to build an argument logically, string your ideas together strategically and write clearly in an organized manner. Language Use and Conventions: The scores for this section will show your ability in written English, specifically as its used for persuasive writing. High scores will show control over grammar and conventions, syntax, word choice, spelling, voice, tone and mechanics. Improve Your Writing Whether youre taking the ACT  this year or next,  you can improve your writing with just a few simple tricks. Want to know more? How to Write a Top-Scoring Essay on the Enhanced ACT Writing Test.

Business Decision Making Assignment Example | Topics and Well Written Essays - 3000 words - 2

Business Decision Making - Assignment Example In order to study the topic, a research is conducted on the coffee market of London to analyze the emerging market trends. This would help in presenting a report to the senior management for the introduction of a new coffee-based drink for coffee shop customers. As the product development coordinator of the coffee packaging company it is important that I should conduct primary research. This would help in determining the consumer profile, their preferences, attitudes and buying behaviors related to coffee. This information would be collected through survey questionnaires. The survey would be conducted on a random sample and not systemic one. Random sampling will allow the marketer to thoroughly analyze the consumer preference and behavior as everyone will have an equal chance of being selected (Winston, Stevens, Sherwood, & Dunn, 2013). On the contrary, random sampling might also generates some errors such as the sample might not be best suitable for the product, etc. Moreover there is no control in random sampling technique. It should be noted that all the data for the consumer profile, preference and buying behavior will be gathered with the help of primary research i.e. through survey questionnaires. After gathering the primary data and analyzing the consumer preferences etc. the data related to market will be collected and analyzed through secondary research. In the secondary research the data will be gathered with the help of studying market reports related to coffee drinks (Giovannucci & Koekoek, 2003). Furthermore, the secondary research will also identify and analyze some basic elements of coffee industry such as market competitiveness, which are the main competitors, what the market structure is, and how the shares of the coffee market are divided into the key players. All this will be studied with the help

Ancient art and architecture Research Paper Example | Topics and Well Written Essays - 1000 words

Ancient art and architecture - Research Paper Example The word 'sociocultural' is fundamentally an amalgamation of that which encompasses both cultural and social factors. Owing to the above justification, this research seeks to expound on social and cultural contexts that played a pivotal role towards architectural works like; the George C. Boldt Yacht House and the Khyber Ridge House Discussion The historic George C. Boldt Yacht House structure, stands on 100 feet long piece of land. The structure contains 120 rooms among them service bay for the yacht, a servant quarter and a storage facility and offices moreover an elevator for mobility. Besides, an underground passage on the water edge from the servants docks. Furthermore, the architecture uses a combination of tradition materials with contemporary features, such as extensive verandas, glass windows for clear and easy visibility, concrete and steel roofs and floors to enhance its strength, durability and fire proof purposes, ornaments of cast terr cotta for wall and tiles for wall and floor decoration respectively. In line with architectural works, The Khyber Ridge House dwells in Whistler, British Columbia, Canada, a proficient snowboarder specially ordered to have strategy firm known us â€Å"Studio NMinusOne† to complete the project. ... Its green rooftop mergers in with the setting. In contrast, a cantilevering roof with a deferred floor projecting out of the incline that forms the central living volume. The cantilever is fastened by four by three foot profound beams of steel drilled unswervingly into the facade of the rock; a four by one inch diameter of steel roads that are stainless suspends the floor. With its glass inclusion, the glass effect creates a floating platform that enlightens when engaged by the complete impact of the adjoining mountains. One is factually suspended in space and encircled by the greenery of trees. Subsequently, the higher level bedchambers retreat hindmost along the delineations of the mountain, thus producing an inconspicuous relationship to the contiguous views. As the occupants traverse these dimensions, they unremittingly intertwine the terrain in and out. Sociocultural context analysis Fundamentally, the above named structures receive massive ideas from the social and cultural con text. Social and cultural factors greatly influence architectural works. Sociocultural context denotes to circumstances enlivening to both social and cultural matters. The word 'sociocultural' is fundamentally an amalgamation of that which encompasses both cultural and social factors. Social factors entail aspects like; political, religion, economic status, ethnicity, locality education and physical attributes. On the other hand, culture includes a set of beliefs like; color codes, population density, geographical location, traditions, intellectual artistic and many others. Justifiably, the aforementioned factors play a significant role toward generating an idea as regards architect. For instance, the George C. Boldt Yacht House depicts the ancient periods through its

Principles of Instructional Design Essay Example for Free

Principles of Instructional Design Essay Pilot or field test are programs where new software concepts or new project ideas are tested and reviewed. A pilot test takes place earlier before the initial implementation of the project. During these period of field test participants are encouraged to provide feedback not just on the project being implemented but how the project is useful and how it can be improved. Its main aim is to influence the feature and the future of the final product to be implemented. Also peoples reaction about the project or soft ware should be taken into consideration as they are they main target. Pilot tests are mostly used during the implementation of new ideas . Pilot tests are also plans, conducts, directs and reports associated with ideas to bring new designs, development, and modification of a new or existing product (Taylor, 2005). Pilot tests are important because they help create better implementation of projects or soft wares or improve the existing project or software. For example, mobile phones Company like Nokia it has to have a tester before it starts mass production. Testers help the new soft ware to fit within their current corporate system and preview new features which the consumers expect to get in the final product. Feed back is vital because about the soft is vital because it helps in determining the features to be enhanced in the final software (Paul, 2000). Field test is important because it provides an ideal way of meeting quality product and meeting all the requirements as requested by the consumers. Also it helps reduce chances of loss because a company produces according to the response they got from the consumers . If it’s software they indicate all adjustments indicating such that the final soft meets consumer needs. In addition, the field test gives peoples perception about the ability of a product or project . Issues of connectivity with the current surrounding are important. Pilot test also enables a company to know the test and preference of its consumers. A company is able to understand its consumers know what to expect from them, their likes and preferences, cultural behaviors, ethics and believes. Field test is a good idea because it helps reduce wastage of resources and time. As a result, less energy is spent improving the quality of the final product. Resources which could have been used in mass production of certain products are reduced and used after the pilot test. This helps to reduce losses which could have been incurred. A field test also creates a new opportunity. After reading the feedback companies are able to look into ideas which they consider might be vital to them some of he ideas create new opportunities which it could get if the company had not carried out a pilot test. Pilot test are important because they prepare organization and companies on what to expect when they implement the final plan. That helps the organizations to introduce strategies on how to tackle problems which they encounter because they are aware of some of the problems. Some of the obstacles found when carrying out field test are; failure to rely on the collected information because of lack of good feedback also known as standardized field sobriety testing. For example a research conducted for the National Highway Traffic Safety Administration where the purpose of the research was to provide a reliable method of determining intoxication caused by highway vehicle and the best way to reduce congestion in the highway. Another obstacle is negligence by the people by not considering g to get involved in the project. This makes it difficult for an organization to get the appropriate information regarding their program. Also negligence in terms of the consumers failing to give the appropriate information regarding their project or product. Also high pricing when doing pilot test. Many people will feel uncomfortable buying a new product at a very high cost which is just acting as a tester in the market and opt to avoid. An example is a mobile company introducing a new phone in the market and selling it at a very high cost. Also when implementing some pilot programs a lot of money is spend because some materials are given free of charge and the company end up investing a lot money in the pilot test which may not bring positive impact to the company. In order to overcome some of these obstacles, the workers of the organization are supposed to give feed back which is reliable. Reliable in terms of truth. In addition, give testers at a lesser cost to get many people getting involved in giving commends for the implantation of the final product. Also pilot tests are carried out in areas with a large population and also a population in which the product is supposed to serve. Conclusion In conclusion, pilot or field tests are very important because they act as samples for the final plan or product there for an organization is able to improve its product or plan depending on how the market responds. Also less risk are involved because this is not the final plan so finances are saved for final implementation no huge losses are incurred this are testers. Since pilot program take place before the initial launch of the final plan the organization is able to provide ways of solving problems which they predict may occur and provide means of minimizing those problems.

Culture and Ideology in the Movie, Seven Essay -- Movie Film Essays

Culture and Ideology in the Movie, Seven Samurai Many directors use their films as a means of glorifying, criticizing, or simply depicting, a particular ideological system. These ideologies are especially visible in foreign films, as the viewer is forced to assess the film from outside his or her culture and ideology, and consider the film in its proper context. Director Akira Kurosawa’s Japanese film Seven Samurai allows the viewer to understand several important aspects of Japanese culture and ideology. First, the film depicts the Japanese social class structure and its acceptance by the masses. Seven Samurai also reveals the pride of the Japanese, as well as the utilitarian, collectivist nature of their society. As one of the farmers explains early in the film, farmers are born to suffer, it is their lot in life. This illustrates the Japanese class system, and the lack of upward mobility in it. The characters in the film all accept their place in the class structure, however low, and do nothing to change it. Although the farmers enlist the help of samurai to defend their v...

Firefighter Injuries and Deaths Essay

While civilian deaths and fatalities have gone down by 53. 6 percent in the last 20 years, only 20 percent decrease of the same has been reported from the firefighters. In fact, in the last 20 years, the United States has recorded an increased number of deaths and fatalities more than any other time in history. 1999 recorded the highest deaths at 112, followed closely by 2003, which recorded 105 deaths. This rate begs the question, are the fire fighters working more to ensure civilian safety, while risking their own lives? Safety standards during fire fighting Safety standards in the firefighting department have seen tremendous improvements in the past 20 years (Pessemier, B. 2009). This includes increased training among the fire fighters about the safety standards and better work practices, in addition to the purchase of better and efficient fire fighting equipment. In the last 10 years, a 34 % death increase was recorded among the firefighters. This in turn indicates that despite the improvements in the fire fighting department, there has been a decrease safety measures in the fire services. According to the US, fire Administration (FEMA), the approximate number of firefighters who have perished in firefighting activities in the last 20 years average to 100 firefighters annually. This trend was at its worst in the 1980’s, took a downward trend in the early 1990’s and resumed the high number in the late 1990’s. A study carried out between 1990 and 2000 by FEMA to establish the real cause of the injuries and deaths among the firefighters revealed that 44 percent of firefighters die due to heart attacks. Fatal injuries was second accounting for 27 percent of the deaths, burns and asphyxia ranked third accounting for 20 percent of all deaths(FEMA, 2008) The report also revealed that firefighters aged above 35 years stands more risk of medical related deaths. Such include heart attacks and stroke. Below 35 years, firefighters were more prone to traumatic injuries that eventually led to their deaths (FEMA, 2008). The report further revealed that 60 percent of the casualties fell under the above 40 years age bracket, while a third of them were aged above 50 years. This too begs the question, is age a factor when analyzing the rising deaths among the firefighters? This question can be answered by a closer look at the affiliation of the firefighter fatalities. 57 percent of all firefighter fatalities were affiliated to volunteer fire fighting agencies. These agencies had both volunteer fire fighters and volunteer personnel. However, seeing that career personnel make a mere 26 % of the fire fighting agencies through out the country, the proportionate of volunteers suffer fatalities. In fact, career firefighters only account for 33 percent of the fatalities. Here, the question of age pops again. An approximate 40 percent of the volunteers are aged above 50 years. Training is of outmost important for both career and volunteer firefighters because it prepares them on response tactics and safety procedures. Training on emergency response, incident command, safety and hot fire cases should be sufficient. However, at least 6 percent of fatalities in the past 10 years occurred during training. This was a higher number than what was recorded in the preceding 10 years. Physical fitness training has been the leading cause of training fatalities, followed closely by live fire and equipment drills (FEMA, 2008). Fatalities of volunteers and career firefighters are only recorded as a firefighter death if the person was on duty and if his death occurred 24 hour after he/she completed a fire related call on behalf of a fire department (Medgenmed. medscape. com, 2006). The Occupational safety and Health Administration (OSHA) issued safety guidelines in 1980, as a way of combating the rising deaths and fatalities among the fire fighters (Marshall, S. T, 2004). In the guidelines, the organization authorized the use of fire-retarding clothing and self-contained breathing equipment. Although it was not clear, whether it was the guidelines or the decreased number of fires that were registered between 1979 and 2002, the number of fatalities in the fire services decreased annually by 52 percent in the three year period (Marshall, S. T, 2004). The working conditions To comply with OSHA’s regulations, firefighters are required to carry a self-contained air apparatus weighing 30 lbs. They must also wear protective clothing, which wears another 30 lbs. Although this offers more protection to the firefighters, critics argue that the additional 60 lbs that the fire fighters have to drag along during a firefighting exercise adds to physical stress and may lead to exhaustion, which is a leading cause of cardiac arrest related deaths(Marshall, S. T, 2004). The protective gear and the oxygen apparatus that fire fighters carry in their fire fighting exercises has also been blamed for an increased aggressiveness among the firefighters. The worrying thing about such aggressiveness is that most firefighters do not realize that the safety gear does not offer overall protection against death. Lack of adequate information about conditions that may be tackled and those that are too risky is also insufficient (Marshall, S. T, 2004). Unlike earlier times where firefighter based the decision to fight a fire from indoors by how hot their ears were, modern day hoods cover the ears and the temperatures can rise to fatal levels without the fire fighters recognizing it. That is the leading cause of many flashover incidences, where everything in a building, including the firefighter ignites concurrently due to very high temperatures (Marshal, S. T, 2004) Unlike earlier times where veteran firefighters knew it was time to leave a building when they felt dizzy or started coughing, the modern day breathing devices shield them from inhaling smoke. The tell tale signs that may signify the need to leave a building are therefore disorients them from the realities of a dangerous indoor environment. When smoke concentration becomes too high, there can be a sporadic ignition of the area. As such, even the training on working in zero visibility conditions comes to naught, as the firefighter will be engulfed in the random fire within a short time (Marshall, S. T, 2004). The OSHA regulations further require fire fighters not to start a fire fighting exercise unless a team of at least four people has been assembled. This requirement was put in place as a means of ensuring that assisting firemen were available just in case those fighting the fire needed it. Although noble in its intentions, Critics argue that this piece of regulation, known as 2 in/2 out protection standard hinder less than four firefighters who arrive at the place of fire on time to manage fire spread before it grows. As such, they argue that time that could otherwise be used to combat the spread of the fire is lost as fire fighters attempt to establish rescue teams (Marshall, S. T, 2004). Deaths that occur when firefighters are traveling to the fire destination are also on the rise. This are documented as Motor Vehicle Collisions (MVCs), and has accounted for an average of 22. 5 percent annual fatalities in the US since 1984. In a haste to respond to fire alarms, majority of fire fighters who perished in MVC s are in private vehicles. This is because the fire fighters can respond to a fire emergency from anywhere. Most MVC fatalities resulted from collisions. Disregard of the traffic rules is a major cause of such fatalities as firefighters forget/ignore wearing seat belts (USFA, 2009). In 2007, data by the OFPC Academy of on fire Science on fire fighter casualties revealed that 33 percent of all casualties was not determined, while 26 percent either suffered fractures, dislocation, sprain, swelling, strain, amputation or a crush. 13 percent were suffering from undisclosed pain and an equal percentage suffered abrasions, bruises, cuts, wounds or punctures. 4 percent had been affected by hazardous inhalants, while an equal number suffered burns. Two percent of the casualties had shortness of breath. Human error also plays a significant role in firefighters deaths. Sometimes, the firefighters may be too ignorant to safety precautions that they end up jeopardizing their own lives. In other cases, some one else’s negligence or omissions may end up casing fire fighter deaths. The latter is best explained by the four young fire fighters who perished in the North central Washington fire in 2001. The four young men were part of a crew that had been pulled to a safe location after the fire became too enormous, but later sent out in an attempt to fight it. The water pumps that were to draw water from a nearby Chewuch River refused to start and the young men deployed their fire resistant tents on a poor ground just steps away from a safer ground (Maclean, J. N, 2007) Programs that would reduce death and injuries among firefighters The protective gear used by firefighters during fire fighting mission has been subject to criticism for a long time now. To begin with, there were gaping incompatibilities between components such as the hood, the SCBA and the gloves. In past years, the quality of the hood and the SCBA greatly improved. The weak link to the protective ensemble thus became the gloves. Many fire fighters claimed that the gloves hindered them from performing tasks such as manipulating switches, holding tools and grasping straps. The reason behind this was that the gloves could not fit perfectly, with the finger gloves being too long. Fire fighters also said that the materials used on the gloves decreased a person’s agility and thus could affect the response time (LaTourette, T, 2003). To rectify these weaknesses that may end up causing injuries to the firefighters, I would suggest that materials, fit and the agility of the firefighters be considered before the manufacturers can settle on the specific material to be used on the firefighting gear. Another concept that would have significant impact death and injury reduction among the firefighters is the safety culture concept (Pessemier, W. 2009). This would require empowering individuals and organization with risk handling skills that would not compromise their fire fighting goals. This means that the firefighters would be trained on fire fighting methods that poses minimal risks to their wellbeing. The fire departments in different states will also need to develop and implement effective systems to manage vital safety behaviors among the firefighters. In addition, the state needs to provide sufficient funds for the continued training of firefighters on critical safety measures. Members of the fire service departments must also be willing to challenge any assumption, value or practice that they think can jeopardize their safety (Pessemier, W. 2009). Another approach that can decrease the number of fatalities that happen to firefighters, is adopting the safe person model. This model, which was proposed by Mark Jones, a deputy fire officer in the UK, would also work in the United States. Jones described the safe person model as the combined responsibilities between individual firefighters and Organization responsibility. Individual responsibility requires the fire fighter to be a competent person, able to work with a team whereby the fire service takes the initiative of selecting people suited for the fire fighting exercises, providing them with the right information, instructs and trains them accordingly, in addition to providing them with protective equipment and right supervision( riskinstitute. org). Deaths that occurred due to motor vehicle collisions as firefighters respond to emergency calls can also be reduced by training the fire fighters on basic road safety tips. Such includes wearing safety belts at all times and driving carefully despite the need to get the emergency venue on time. According to USFA statistics, only 21 percent of the firefighters who died on MVC cases had worn their seat belts when the collision occurred (USFA, 2008). Checking on the fitness of volunteers should also be a priority for all fire services. Health screening before the volunteers can be given the green light to work should be mandatory. This should be made in order to evaluate each person’s medical history. Such should include their age, weight, blood pressure, cholesterol levels, weight, Family history and their physical tolerance levels (Sharkley, B. 2008). People aged above 45 years, who have physically inactive and those who have heart disease threat factors should be taken for extra checkups. Those with conditions such as high blood pressure should not be considered as the condition could end up in heart problems during exertion. Healthy adults should then be taken up as volunteers after the medical review. After taking up the firefighting volunteer roles, people aged 40 and more years should ensure that they continue engaging in cardiovascular activities. This is because regular exercises reduce the risk of developing heart diseases. Firefighters who have experienced situations that could have cost them lives should also be encouraged to speak up as other people can learn from their experiences. As noted by John B and Tippet Jr. (2005) in their report titled â€Å"Improve Leadership, report near misses†, encouraging firefighters who have experienced near-misses would serve as a learning venue for other firefighters. Such a program would be voluntary, confidential, secure and non-punitive for the firefighters who tell their personal accounts (John, B & Tippet,Jr. 2005). Laudable firefighter fatality reduction initiatives Under the auspices of the National Fallen Firefighters Foundation (NFFF), firefighting organizations convened a meeting in 2004 and came up with 16 initiatives that if implemented would see to the reduction of the firefighters fatalities in the United States. They include: ensuring that fire fighting organizations had a responsible and accountable leadership, include tactical planning and strategic approaches at all levels when responding to emergencies, encourage firefighters under their organizations to employ safe practices only and develop a training and standardization mechanism which should be followed by all organizations. Additionally, the organization suggested that there should be a set standard for fitness standards, and that all initiatives towards decreasing the fatalities among firefighters should be documented. Conclusion Reducing the number of deaths and injuries among the firefighters is a challenge that would take efforts from both individual fire fighters and the firefighting organizations that they work for. It takes individual assessment to gauge the risks involved in a firefighting scenario and hence such requires good personal choices. On the other hand, it is the responsibility of the firefighting organizations to ensure that people working in the organization either as career firefighters or as volunteers meet the medical and physical requirements. It is also the organizations prerogative to ensure that firefighters are trained accordingly, have the right equipment and that they have the correct firefighting wear. Only then can people in the United States realize yearn to have fewer deaths among people who take up the hardest job and risk their lives when doing it. References John B and Tippet Jr. (2005). Improve leadership, report near misses: Learn from others about saving ourselves. Retrieved January 28, 2009 from http://www. iafc. org/displayindustryarticle. cfm? articlenbr=27206 Jones, M. (2008). Concept, policy and Practice: The UK fire context. Retrieved January 28,2009 from http://www. riskinstitute. org/peri/images/file/S908-D7-Jones. pdf LaTourette, T. Et al: (2003). Protecting Emergency responders. New York: Rand publishers. Maclean, J. N. (2007). The Thirty Mile Fire: a Chronicle of Bravery and Betrayal: New York. Henry Holt Marshall, S. T. (2004). Suppressing Volunteer Firefighting. Publication: regulation. Retrieved January 28, 2009 from http://www. allbusiness. com/human-resources/workplace-health-safety/317752-1. html Pessemer , W. (2009). Synopsis: Developing a safety Culture in the Fire Service. Retrieved January 28, 2009 from http://www. everyonegoeshome. com/newsletter/2008/february/safetyculture. html Sharkey, B, J. (2008). Cardiovascular Risks of Wild land Firefighting. Retrieved January 28,2009 from http://www. firejock. com/articles/Cardiovascular%20Risks%20of%20Wildland%20Firefighting. htm US Fire Administration (USFA). (2008). Historical overview: firefighter fatalities. Retrieved January 28, 2009 from http://www. usfa. dhs. gov/fireservice/fatalities/statistics/index. shtm

Adarand Constructors, Inc. vs. Federico Pena Essay

In the particulars of the case, the petitioner in the case, Adarand Constructors, Inc. challenged the policy of the Federal government of awarding financial considerations to general contractors that hire subcontractors that are majority owned by minority groups (Adarand Constructors Inc., vs. Federico Pena, (515 U.S. 200 (1995). In the case, the Transportation Department’s Central Federal Lands Highway Division gave the primary contract for a highway building project to Mountain Gravel and Construction Company (Adarand, 1995). Mountain then awarded the guardrail component of the project to Gonzales Construction Company even if petitioner Adarand was a specialist in the component and had submitted the lowest bid for the project (Adarand, 1995). The contract acquired by Mountain stated that the company would be eligible for extra compensation if it chose a company classified as a disadvantaged group (Adarand, 1995).   In the 1987 Surface and Transportation and Uniform Relocation Act, the act provides that 10 percent of the funds will be preferred for the socially disadvantaged groups (Adarand, 1995). The clause in dispute is that the definition of the â€Å"small disadvantaged class (Adarand, 1995). In the records of the Small Business Administration, Gonzales did not meet the requirements for the class (Adarand, 1995). In the decision of the Court, in Richmond vs. J.A. Croson, Co. (586 U.S. 469 (1989), the court ruled that one-third of the work to be given out to contractors will be given out to businesses whose owners are in the minority (Adarand, 1995). In their decision, the Court ruled that under the ambit of the equal protection, the review must undergo strict scrutiny, and the benefits is not anchored on the race of those who challenge the policy nor then ones who stand to benefit from such (Adarand, 1995). In the opinion of the Court, it rules that any and all classifications based on race must face strict evaluation, and that such policy is only conforming to the ambit of the Constitution that have a legally persuasive interest for the government (Adarand, 1995).

Definition and Examples of Active Vocabulary

Definition and Examples of Active Vocabulary An active vocabulary is made up of the words readily used and clearly understood by an individual when speaking and writing. Contrast with passive vocabulary. Martin Manser notes that an active vocabulary consists  of the words that [people] use frequently and confidently. If someone asks them to make up a sentence containing such and such a word- and they can do it- then that word is part of their active vocabulary. In contrast, Manser says, a persons passive vocabulary consists of the words whose meanings they know- so that they do not have to look the words up in a dictionary- but which they would not necessarily use in ordinary conversation or writing   (The Penguin Writers Manual, 2004). Examples and Observations An active vocabulary covers all those words people need to use and have no reservations about using to communicate with others on an everyday basis. The range of peoples active vocabulary is a unique reflection of their sociocultural position and the range of discursive practices engaged in. In other words, it depends on the range of relations people contract as a part of everyday existence, over a lifetime. Except for people who frequently make contact with the specialist meaning systems of professions or of other special knowledge categories, most peoples active words are high frequency words in the language and need little stimulus to activate them in the mental lexicon. They are ready for use in incoming and outgoing messages, with no noticeable effort.(David Corson, Using English Words. Kluwer Academic Publishers, 1995)Developing an Active Vocabulary- When teachers tell you not to use the word get or to find a better adjective to replace nice, they are trying to encourage you to transfer words from your passive vocabulary into your active vocabulary.(Laurie Bauer, Vocabulary. Routledge, 1998)- As a writer, try to turn much of your recognition vocabulary into active vocabulary. In order to make the switch, you must be certain to observe the context, connotation, and denotation of every word you intend to transfer.(Adrienne Robins,  The Analytical Writer: A College Rhetoric. Collegiate Press, 1996)- Educationists believe that using vocabulary in communicative tasks is more beneficial to developing  active vocabulary  than requiring learners to memorize isolated words, or leaving them to their own devices.(Batia Laufer, Quantitative Evaluation of Vocabulary.  Experimenting with Uncertainty: Essays in Honour of Alan Davies,  ed. by C. Elder et al. Cambridge University Press, 2001)- While studies agree that knowledge of vocabulary is important for developing reading skills, they also show it is normally extensive reading that helps develop a wide voca bulary.(Irene Schwab and Nora Hughes, Language Variety. Teaching Adult Literacy: Principles and Practice, ed. by Nora Hughes and Irene Schwab. Open University Press, 2010) Graded Knowledge of WordsThe active vocabulary obviously consists of words that we know better than those that constitute our passive vocabulary. The same distinction holds for native speakers, who also actively use only a subset of the words they are familiar with. Another instance of graded knowledge of words is the fact that, even as native speakers, we often only know that we have heard or read a certain word before, but do not know what it means.(Ingo Plag, Word-Formation in English. Cambridge University. Press, 2003) Also see: LexiconVocabularyVocabulary Acquisition

Writing About History

Writing About History Writing About History Writing About History By Maeve Maddox Ever since people started writing history, theyve needed some way to locate events in time. Romans tied events to consular years. Two men were elected every year to serve in the office of consul. Roman historians said that a certain event took place in the year that Marcus Such and Such and Publius So and So were consuls. Historians who lived in monarchies could date events to regnal years, that is, a time tied to the reign of a particular king. This battle was fought in the third year of King So and So. Some Jewish and Christian writers referred to creation years. Various scholars believed they could date the creation of the earth from clues in the Bible. One commonly accepted date was October 7, 3761 BCE. Writers would use that date as a reference point. Roman consular dating prevailed in the West until the year 541 CE when the Emperor Justinian I stopped appointing them. The terms BC and AD were first used by a monk in about 525 CE. Its starting point was the year in which Jesus was thought to have been born. (Modern scholarship places the birth date of Jesus at 4 BCE.) Anything that happened before Year One is referred to as happening BC Before Christ. Anything after that date is said to have occurred AD Anno Domini, literally in the year of the Lord, i.e., after the birth of Jesus. The traditional way of writing BC and AD dates is to put AD in front of the date and BC after it. For example, Julius Caesar was assassinated in 44 BC. Joan of Arc was executed in AD 1431. Now that the various cultures of the world have become intertwined, a dating system based on a particular religious view is no longer appropriate. Most writers of history have adopted the notations BCE and CE. BCE stands for Before Common Era. CE stands for Common Era. In this notation, Julius Caesar died in 44 BCE; Joan of Arc in CE 1431. The dividing date between BCE and CE is a Year One that coincides with the Consular Year One in which Gaius Caesar and Lucius Aemilius Paulus were consuls. Different dating systems are still being used in various contexts. Muslims use a calendar in which Year One corresponds to CE 622, the year in which Mohammad took his followers from Mecca to Medina. Anything before that date is referred to as BH; anything after, as AH. The H stands for the Arabic word hijra, migration. AH stands for the Latin Anno Hegirae, in the year of the Hijra. The Jewish calendar references its Year One as the year before the Creation, i.e. 3762 BCE. For Buddhists Year One corresponds to 543 BCE, the year Buddha died. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Writing Basics category, check our popular posts, or choose a related post below:Arrive To vs. Arrive AtFor Sale vs. On Sale3 Types of Essays Are Models for Professional Writing Forms

The concerns will be with regard to population in the Research Paper

The concerns will be with regard to population in the - Research Paper Example According to the pilot issue of Horizon: Future Issues for Development, in an article entitled â€Å"Population Growth, Environment and Food Security: What Does the Future Hold?,† human population growth is â€Å"the most significant cause† of many of the problems that the world faces like climate change, poverty and scarcity of food resources. By around 2050, the growth of the world’s population will be by 2.7 billion thus resulting in an estimated total of 9 billion people by that time (Collodi & McCormack, 2009). This significant increase in the human population will definitely outrun the supply of natural resources and will definitely force man to exploit the natural environment for the sake of survival. In the table below from the United Nations Population Fund, one can see that the projected population of the world by 2050 is either 7 billion still, or 10.5 billion as the upper limit, or ideally at 9 billion. One of the problems caused by overpopulation that will most likely affect the world on a global scale is environmental degradation. The overwhelming growth in population is expected to lead to unsustainable demands on the environment as well as natural resources. There is also a consequent production of hazardous waste and an intensified level of urbanization, both of which are expected to contribute to the degradation of the environment. There is also climate change due to the increase in the amount of greenhouse gas emissions by around 52% by 2050. Aside from this, water is expected to be scarce, and that 90% of freshwater supply will be gone even by 2030. Moreover, there is also an expected doubling of the demands for energy all over the world even 20 years from now. There is also a considerable loss of biodiversity, destruction of many ecosystems, and renewable environmental resources because of excessive draining of wetlands, clearing of forests and expansion of infrastructure (Collodi & McCormack, 2009). Another global problem