An Exploration of Careers in Information Technology

At the beginning of my computer information course I was presented with challenge of writing a research paper. We were given several topics to choose from and I chose the topic of careers in information technology. The focus will be on the computer support specialist, the database administrator, the network and computer systems administrator, the computer, office machine and automated teller technician, the programmer, the software engineer, the cryptographer, the computer trainer, and the desktop publisher. I will explore what each profession is, the duties, the work environment, the education required to be in each profession, the earning potential and the future employment outlook of each field. Computer support specialists may also be called technical support specialists or help-desk technicians. A computer specialist provides technical assistance, support and advice to organizations and individuals. â€Å"They resolve common networking problems and may use troubleshooting programs to diagnose problems. Most computer support specialists are hired to work within a company to provide support for other employees and divisions. (O'Leary ; O'Leary, 2008) Much like the computer support specialist a technical support specialist provides support within an organization and oversees the daily performance of their company’s computer systems. The help-desk technician works directly with the customer responding to phone and email correspondence from them to ascertain their dilemma and pro vide them with assistance in solving their problems. These workers typically work in well-lit office settings or in computer labs. Because many skills are needed for these positions the education requirements vary. A college degree is required for some computer support specialist positions, but an associate degree or certification may be sufficient for others. Strong problem-solving and communication skills are essential. † (Labor, 2010) A computer support specialist can expect to earn an annual salary of $26,000 up to $76,000. â€Å"Median annual wages of wage-and-salary computer support specialists were $43,450 in May 2008. The middle 50 percent earned between $33,680 and $55,990. The lowest 10 percent earned less than $26,580, and the highest 10 percent earned more than $70,750. (Labor, 2010) The future employment outlook for workers in this position is good and expected to rapidly increase. A slight slowing may occur due to outsourcing however the job prospects remain positive. Those possessing bachelor’s degrees and relevant experience will have an advantage with employers. The database administrator is one who works with database management software to determine ways to stor e, organize, analyze, use, and present data. â€Å"They identify user needs and set up new computer databases. In many cases, database administrators must integrate data from old systems into a new system. They also test and coordinate modifications to the system when needed, and troubleshoot problems when they occur. An organization’s database administrator ensures the performance of the system. † (Labor, 2010) Their duties also include adding users and they may have to help with security measures. The work environment for these workers is ideally a comfortable well-lit office setting. With the expansion of computer networks they are often able to telecommute from home. The level of education requirement in this field largely depends on the employer. Workers can enter this field with many different levels of formal education, but relevant computer skills are always needed and certification may improve an applicant’s chances for employment. † (Labor, 2010) A worker in this field can expect an annual salary ranging from $39,900 to $91,850. The future employment outlook for the database administrator is good with a projected increase of 20% over the next eight years. Network and computer systems administrators are workers whose duties are to design, install, and support an organization’s computer system. They are responsible for LANs, WANs, network segments, and Internet and intranet systems. They install and maintain network hardware and software, analyze problems, and monitor networks to ensure their availability to users. These workers gather data to evaluate a system’s performance, identify user needs, and determine system and network requirements. † (Labor, 2010) The work environment for these workers is ideally a comfortable well-lit office setting. With the expansion of computer networks they are often able to telecommute from home. The education requirement for these workers is typically a bachelor’s degree but a professional certification may be adequate for some employers. â€Å"Experience with network security and maintenance is preferred. Because network administrators are involved directly with people in many departments, good communication skills are essential. † (O'Leary ; O'Leary, 2008) Network and computer system administrators can expect to earn an annual salary ranging from $41,000 to $104,070. â€Å"Median annual wages of network and computer systems administrators were $66,310 in May 2008. The middle 50 percent earned between $51,690 and $84,110. The lowest 10 percent earned less than $41,000, and the highest 10 percent earned more than $104,070. † (Labor, 2010) The future employment outlook for the network and computer systems administrator is good and projected to increase by %23 over the next eight years. The computer, office machine and automated teller technicians are workers, who repair, install, fix, and maintain many of the machines that are used by businesses, households, and consumers. The computer technician is also known as a computer service technician or data processing equipment repairers. Duties include servicing mainframes, personal computers, servers, printers, installations and hands-on- repairs. The office machine technician repairs and maintains company machinery on site or for smaller machinery they may have a repair shop. The automated teller technician installs, repairs, maintains automated teller machines and electronic kiosks. These workers are often in the field. The work environment for these three technicians is most commonly are clean well-lit surroundings. Because computers and office machines are sensitive to extreme temperatures and humidity, repair shops usually are air-conditioned and well ventilated. Field repairers must travel frequently to various locations to install, maintain, or repair customers' equipment. ATM repairers may have to perform their jobs in small, confined spaces that house the equipment. Because computers and ATMs are critical for many organizations to function efficiently, data processing equipment repairers and ATM field technicians often work around the clock. [ (Labor, 2010) ] The education required for these positions is certification in computer repair or an associate degree. Employers also require knowledge and experience with electronics. Workers in these fields can expect to earn an annual salary ranging from approximately $23,000 to $43,000. The future employment outlook for these positions is projected to decline by 4% over the next eight years. As new innovations emerge with new machinery they require fewer repairs. The duties of a computer programmer is on who writes programs. The duties include converting the design of computer software design into a logical series of instructions that the computer can follow. Depending on the need, they code these instructions into any number of programming languages. They also update, repair, modify, and expand existing programs. Computer programmers usually work in an office environment or in a laboratory. Usually a bachelor’s degree is required to work in this field however some employers will accept a two year degree or professional certification. They can expect to earn an annual salary ranging from $40,000 to $111,450. Median annual wages of wage-and-salary computer programmers were $69,620 in May 2008. The middle 50 percent earned between $52,640 and $89,720 a year. The lowest 10 percent earned less than $40,080, and the highest 10 percent earned more than $111,450. † [ (Labor, 2010) ] The future employment outlook for the computer programmer is expected to decline slowly by 3% over the next eight yea rs. This decline is due to outsourcing and advancements in programming languages. A software engineer analyzes users’ needs and creates application software. They apply the theories and principles of computer science and mathematical analysis to create, test, and evaluate the software applications and systems that make computers work. † [ (Labor, 2010) ] Some of the types of software they design are games, applications and operating systems. They typically work in office environments or telecommute from home. Most employers require a bachelor’s degree and extensive knowledge of computers and technology. â€Å"Those with specific experience with networking, the Internet, and Web applications may have an advantage over other applicants. Employers typically look for good communication and analytical skills. † [ (O'Leary & O'Leary, 2008) ] Software engineers can expect to earn an annual salary of approximately $53,000 to $128,000. â€Å"In May 2008, median annual wages of wage-and-salary computer software engineers were $85,430. The middle 50 percent earned between $67,790 and $104,870. The lowest 10 percent earned less than $53,720, and the highest 10 percent earned more than $128,870. † [ (Labor, 2010) ] The future employment outlook for workers in this position is good. It is projected to increase by 21% over the next eight years. Cryptography is the study and practice of encryption and decryption. Encryption is the conversion of data into a form, called a cipher text that cannot be easily understood by unauthorized people. Decryption is the process of converting encrypted data back into its original form, so it can be understood. â€Å"Cryptographic technicians are responsible for operating cryptographic equipment that is used to code, decode, and transmit secret information. Such equipment is used in law enforcement agencies, armed forces, and business organizations. (University, 2010) The work environment for the cryptographer is a stressful one. They typically work at large corporations, as professors or for the government. Usually the education required in order to become a cryptographer is a PhD. â€Å"All cryptographers must have broad experience in both mathematics and computer science or information systems. † (O'Leary & O'Leary, 2008) They can expect to earn an annual salary ranging from $60, 000 to $101,000. The future employment outlook for workers in this field is good. Because cryptography is very specialized there is a large demand for workers. A computer trainer is a type of training specialist that teaches new users how to use the latest software or hardware. â€Å"Responsibilities typically include preparation of course materials, grading coursework, and continuing education in the field. † (O'Leary & O'Leary, 2008) The type of instruction they provide depends on what setting they are in. Some of the different types of settings they work in are corporations, schools, seminars and consultations. Their working environments are typically offices, classrooms, or conference rooms. The trainer who works in a school is usually required to have a bachelor’s degree and teaching certification. â€Å"Corporate trainers and consultants may only need experience using the software being taught. Many software trainers are self-taught and rely on the knowledge they have gained working with various programs. † (University, 2010) Workers in this field can expect to earn an annual salary ranging from $26,000 to $54,000. The future outlook for employment in this field is expected growth of faster than average over the next four years. A desktop publisher uses computers to format and create publication-ready material. â€Å"Ways in which they create this material are to use computer software to format and combine text, data, photographs, charts, and other graphic art or illustrations into prototypes of pages and other documents that are to be printed. They then may print the document on a high-resolution printer or send the materials to a commercial printer. Examples of materials produced by desktop publishers include books, brochures, calendars, magazines, newsletters, newspapers, and forms. (Labor, 2010) Some may write and edit, as well as layout and design pages. Their work environment is usually an office setting, well-lit and quiet. Most have a traditional Monday through Friday work schedule though they may have varying shifts where needed. Generally there is no formal education required to be a desktop publisher however employers prefer a degree or certification. They can expect to earn an annual salary rang ing from $21,000 to $43,000. â€Å"Median annual wages of desktop publishers were $36,600 in May 2008. The middle 50 percent earned between $28,140 and $47,870. The lowest 10 percent earned less than $21,860, and the highest 10 percent earned more than $59,210 a year. Median annual wages of desktop publishers in May 2008 were $39,870 in printing and related support services and $33,130 in newspaper, periodical, book, and directory publishers. † (Labor, 2010) The future employment outlook for the desktop publisher is expected to rapidly decline. Many workers have the added responsibility of publishing along with regular duties thus reducing the need to hire the desktop publication. Having explored all of these positions I found that many of them are similar. They have overlapping duties in some situations or work very closely together like the software engineer and the programmer. They work in a variety of settings; corporate offices, classrooms and laboratories. Almost all of them require a higher degree or certification. The cryptographer was the only position that required a doctorate while the desktop publisher does not require formal training. The overall average annual salary for these positions was approximately $52,000. The overall future employment outlook was good with most of the positions having projected growth before the next decade. References Labor, U. D. (2010, January). Occupational Outlook Handbook 2010-11 Edition. Retrieved January 25, 2010, from Bureau of Labor Statistics: http://www.bls.gov/oco O'Leary, T. J., & O'Leary, L. I. (2008). Computer Essentials: Introductory Edition. New York: McGraw-Hill/Irwin. University, S. (2010, January). Cryptographic Technician Job Description, Career as a Cryptographic Technician, Salary, Employment – Definition and Nature of the Work, Education and Training Requirements, Getting the Job. Retrieved January 26, 2010, from State University: http://careers.stateuniversity.com/pages/7758/Cryptographic-Technician.html

Human Resource Intercountry Differences Essay

I. Introduction Human Resource management consists in the planning, organization, development and coordination, as well as control of techniques, that enable the company to promote the efficient performance of the personnel and at the same time allows indirectly and directly that the people who collaborate within the company will reach their personal objectives. Managing Human Capital means to conquer and to maintain people in the organization, who will work and give the maximum of themselves, with a positive and favorable attitude. HR represents all those things that cause that the personnel remains in the organization. The following work will attempt to answer the question Can Inter-country differences affect HRM. What are some of the ways you expect â€Å"going international† will affect HR activities in your business, in order to answer this question this project will open with a review of the literature that has been written on the issues raised by the question above. It should be noted that a vast amount of writing has been done on these issues but only a few of them dimmed to provide the most benefit to the purposes and intent of this assignment have been sited. see more:welcome address for annual day The reason why going international affects not only HRM but the whole company in general is because organisations are not only based on elements like technology, machines or information; but â€Å"the key of a right company is its management and the people who participate in it†, for this reason if we take in count that each person is a phenomenon subject that is affected for the influence of many variables then we can understand why going international will affect the main resource of the company which is the people and therefore the organization will have to adapt all the different areas of the company in order to meet the differences of the environment that eventually will affect the employees and the company itself. This paper makes a review of Inter-country Differences towards HRM having in count the cultural differences and the effect that these have on Human Resource going international. To further illustrate this point, the group also takes a look at what has been written on the relationship between more fundamental issues of HR management and the general concept of HR  globalisation paying particular attention to the subject matter of the above question. These issues that include, Cultural, Economical, Labour factors among some others are discussed in the body of this assignment bringing out the major difficulties that will be faced in each of these areas, by HR management departments in organisations that have opted to go international. Examples are drawn from a variety of both secondary and primary sources and they serve to ilustrate the points that have been made. The work concludes with some suggestions as to how the difficulties that have been identified in the course of this work could be surmounted by HR managers. II. Inter-country DifferencesAs business nowadays becomes more global, Human Resource Management becomes a bigger and more interesting issues for all organizations. The differences between each countries in terms of cultures, economics, legislation, or even environment have both direct and indirect influence to the owners, managers, employees, and other people related to the company. These influences cover the areas of Human Resource activities, which are recruitment and selection, training and development, and performance and reward management. Several years ago, researchers asked senior international human resources managers, â€Å"what are the key global pressures affecting human resource management practices in your firm?† and the three that emerged were:(Gourlay, S. 1999) Example 1:The case study called Cross-cultural Assessment over a Cup of Coffee from Vance (2006) could be one of the good examples showing how international difference would affect Human Resource. According to the case study, Livia is a consultant who work in the United Kingdom. She was once conducting an organizational study in Hungary with various groups of managers from different countries. During her study, she interviewed with American managers and she had the feeling that she was not welcome by them. On the other hand, the Hungarians offered her coffee. Therefore, she assumed that Americans were rude and lack of hospitality skills. In terms of doing business, Americans had an attitude of â€Å"get down to business† One the other hand, she thought Hungarians seemed to be more relationship oriented since they spent more time getting to know people. Therefore, she questioned herself whether it was because the culture differences or could be because Americans drink less coffee than Hungarians  or Americans do not like Hungarian coffee. The answers would base on individual overviews. Example 2:In china, special insurance should cover emergency evacuations for serious health problems, and medical facilities in Russia may not meet international standards. (Gourlay, S. 1999)Example 3:One of the major challenges that might be encountered by HR is that of finding the right people for the jobs that have been exported. A person trained in India and who has never left the country to experience aspects of the English culture, is recruited to work in a call centre set up for a UK based bank. It is obvious that such a person will have problems interacting with customers in England who make calls to the call centre. It is a known fact that often, callers have been frustrated with these call centre workers to extent that some of them have moved their accounts to other banks. This defeats the whole purpose of the organisation’s move towards out sourcing which is to maximize profit by reducing cost in the sense that when customers continue to move their accounts to other banks with UK based call centres, it will get to the point where the bank will loss all business to it’s competitors. Take note that in recent times, this trend has been so rampart, such that some banks and Nat West being an example now use the phrase the phrase UK based call centres to in their adverts to attract new customers. In theory, it has been proved by many researchers that differences in countries have effects to Human Resource Management. In summary, there are some main factors that have a great impacts on managing organizational human resources, including:CulturalInternationalization of HRManagementLabour Cost FactorsEconomicRelations Factors2.1) Cultural FactorsThese is dealing with; language, religion, value, attitudes, education, social organization, technology, politics, and laws of the country. Example 4:The use of language has critical implications because of differences in languages from one country to another country. So in the interviews or appraisal feedback meeting people managers must be aware of cultural differences covering. Example 5: The cultural norms of the Far East system affect the typical  Japanese worker’s view of his or her relationship to an employer as well as influence how that person works. Japanese workers have often come to expect lifetime employment in return for their loyalty, for instance. As well, incentive plans in Japan tend to focus on the work group, while in the West the more usual prescription is still to focus on individual worker incentives. Example 6:A few months ago in London a Muslim woman that was working in a restaurant as a waitress sue the restaurant over claims that she was fired for refusing to wear a dress that suggested she was â€Å"sexually available.†. Her cultural and Religions believes were first and for this reason she didn’t use this dress that as she said :†If you put this dress on, you might as well be naked†¦Ã¢â‚¬  (www.upi.com, 2008)2.1.1. Dimension to cultureExample 7:Hofstede (1980) stated that there are four main cultural dimensions affecting the international organization which include power distance, uncertainty avoidance, individualism, and masculinity. He has said that Japanese have high uncertainty avoidance tend to concern more on saving faces and not making people feel embarrassed in public (Jackson, 2002). Example 8:When you compared several thousand IBM employees in over 50 countries using attitude questionnaires. Significant differences are found between employees in one country and another, despite their similar jobs and membership of an organization which is renowned for its strong corporate culture. The dimension of culture is as follows:Power distance: the nature of people, marked is the status differences between people with high and low power. Example 9:In Colombia employees try to be more relaxed and les formal within their professional relationships, the CEO of a company could be very close to the lower level of the company without jeopardizing the Company’s interests, stricted hierarchy rules are not taking in account. Individualism :how people related to others it can be individuals or groups. Example 10:For example, American’s emphasis on individuality main help to explain why European managers have more employment related problems, for instance in relation to laying off workers. (Gourlay, S. 1999)Managing  Global Human ResourcesUncertainty avoidance :primary mode of activity, this measure of flexibility and need for rules. Masculinity or femininityLong term or short term orientation – Time orientation is the most effect to human resource management because different cultures have different attitudes towards time. Time-keeping is treated tolerantly in underdeveloped societies – with few things to do, one can do them in any order. But in industrialized countries there are many things to do and they must be co-ordinated with other people. Hence, time becomes more important and is regarded as something precise and highly significant. Cultural AspectsDressFoodClimateHousingCross cultural differences in work place – Cross culture differences which can affect human resource management in work place are easily seen in the following situations:How interviews should be conductedHow training should be deliveredHow managers should act with their subordinatesHow negotiations should be conductedHow people should be paid for workIn another theory, Tayeb (2005) compared the attitude of employees t owards power and authority between in high-inequality cultures and low inequality cultures. He found that in high-inequality cultures, people tend to be afraid of power, employees are less likely to confront with their managers. The management style is likely to be autocratic and decisions are usually made by a few senior managers. Instructions always come from the top to the lower levels who are expected to follow the orders. In contrast, in low-inequality cultures, the management style is totally different. Employees are still respect their managers but feel more comfortable to give their opinions. Unlike in high-inequality culture, junior employees can be part of the decision makers. Another example given by Tayeb (2005) is the overview on leadership behaviours. He concluded that Japanese and British leadership are different. The Japanese employees would see a manager as a good leader if he/ she spends extra time at work, frequently meets with members and subordinates to discuss about work progress and evaluates group performance. In comparison, the British employees prefer seeing a manager show them how to use equipments in the organization and provide them an opportunity to make suggestions and discuss a problem with a group. Example 11:A company taking its production abroad could get highly benefits, in Barranquilla,  Colombia is a multinational company that produce umbrellas, but taking in count that Colombia has 20 bank holidays during the whole year, the company had to move all the production plant to a different country where there where less bank holidays and the production could be opened for longer days during the year. 2.2) Economic FactorsEconomic systems among countries also translate into intercountry differences in human resource practices. In free enterprise systems, the need for efficiency tends to favor human resource policies that value productivity, efficient workers, and staff cutting where market forces dictate. Moving along the scale toward more socialist systems, human resource practices tend to shift toward preventing unemployment, even at the expense of sacrificing efficiency. All the differences in the systems as Economic systems are directly translated in differences in human resources management politics and policies due to the fact that some companies agree more with the idea of a free enterprise than others. 2.3) Labour Cost FactorsIn labour costs may also produce differences in HR practices. High labour costs can require a focus on efficiency and on HR practices (like pay-for-performance) aimed at improving employee performance. Intercountry differences in labour costs are substantial. Example 12:Nike, and American company, producing and marketing sports shoes has had a bitter experience with out sourcing it’s factory. In the nineties, Nike saw that it’s cost of production was becoming too high them to maintain a profit and to keep up with their competitors and so they set production factory in Cambodia which proved to be a solution to their demise in the sense that cost of production was greatly reduced while maintaining the quality of the goods produced. Had things gone on like this, critics who argue that there are instances where labour can be successfully exported without resulting in a fall in the quality of the work done would have been held correct. However as earlier mentioned, what those critics failed to do was to look at other areas of HR which might be affected in a Negative way as a result of this. In Nikes case problems arose when it was made known to potential consumers of their products that the Cambodians who worked in  factories where subjected to work long hours in near slave situations, and a call was made for the boycott of Nike products. The Cambodians themselves had no issues neither with their pay or working condition. To them it was just the way of life to work such long hours under the situation in which they did and for such little money. In fact, they considered themselves better off as opposed to other Cambodians. What happened in this case was that a comparison was made by the working conditions in these factories, to those in the American offices. Example 13:Working hours and labor cost are closely related with this economical factors, the working hours and the compensation for it are different from country to country and make a substantial difference in labor cost. Example 14:In Germany, for instance, codetermination is the rule. Here, employees have the legal right to a voice in setting company policies. On the other hand, in many other countries, the state interferes little in the relations between employers and unions. Lastly, the difference in industrial relations factor of each country has a great influence on the relationship among the workers and the employees in the organization, and the unions.(Gourlay, S. 1999)Example 15 :France and Belgium is a good example regarding to the industrial relations factor. In the past, Belgium used to be a dependent province of France. Even though, later on, it has been independent, some cultures from France still impact Belgium people until now. One of them would be the French language that has been used as a legal  language for Belgium government. However, in terms of the influence of trade unions, they are totally different (Chris, 2004). Example 16:In France, the number of trade union members are quite low. More than half of the French companies stated that the number of union members is lower than 10% which is the lowest score among other European countries. The main reason is because French unions do not offer any collective services. On the other hand, in Belgium, more than half of companies reviewed that about 50% of workforce are union members. This is because there is a competition among the group of three powerful union organizations at the national, regional, and company level (Chris, 2004). III. International Human Resources ActivitiesGoing international is a crucial decision for a business in all of its aspects. As for the HR activities in a business, there are other small sub-factors that need further consideration, in special, the current day to day running of Human Resource Management. The reason why this is changeable overseas is owed to the same aspects that other countries or regions will conduct and perceive practices. It can be said that one of the main concerns for moving into a global business is based on cultural differences. One of the decisions that firms need to make is on the re-design and structure of the organization. This include the adaptation for a new cultural environment for the whole process of HR planning and strategies. This decision involves choosing the forms, understanding the stages of development, and implementing the strategy through each functional level of the organization, including HR management. To support and advise on the firm’s strategic direction, HR managers must understand the organizational design issues that firms face, the evolving phases in the development of the firm as it grows internationally, and the most common methods of implementing human resource strategy within those designs and phases (Briscoe & Schuler, 2004). International Human Resource Management is characterized by increased complexity of HR activities, cultural awareness and tolerance, stronger relationship with employees and their families, different expectations and requirements of employees across cultures, management of cross-cultural  teams and diluted risk on the business front and increased risk on the people front. When a company is recruiting, the search for new employees should include opportunities for all types of sub-cultures including age, gender, ethnicity, nationality, etc provided that the environmental circumstances are appropriate. If, for instance, an organization advertises job vacancies in only one source, such as in magazines mainly destined for young people or for the male sex, it is rather possible that employers would be limiting vacancies to young males only. Expansion of business horizons implies greater challenges in terms of human resource management. The different IHRM activities include normal HR activities like human resource planning, performance management, compensation management, training, etc., but at a higher level of complexity. The specific IHRM activities include expatriate assignment management, expatriate training, management of cross-cultural work-teams, cross-cultural training etc. 3.1) Recruitment and SelectionThe procedures of selection and recruitment process will be different because of the society and internal organizational factors. In developed countries, such as the US, the formal procedures including interviews and written tests will be used to select the most suitable person. In developing countries such as some in the Middle East and Africa, the recruitment process is normally done through informal networks of relatives and friends. (Tayeb, 2005). Example 17:The international Nike case problem emerged when Cambodians working in the manufacturing sector were told they have being paid less than if they were working in Nike Company home country. However, the Cambodians themselves were in fact glad to be paid the salary sum, despite the boycott because normally no Cambodians are given the opportunity to receive such salary for the job they have been doing. The report called the situation a case of slavery, despite it was found that the workers themselves were satisfied with the salaries. The example above stands out job expectations from different countries, hence the necessity of organizations to understand international human resource protectionist laws that can affect the current HR practices in the home country. 3.1.1 Criteria of SelectionExample 18:The criteria of selection is also different. In Japan, companies prefer selecting someone with a wide range of educational qualifications and will be then trained to perform cross- functional jobs. The main purpose is to make the internal employees flexible and skilful so they are able to perform any jobs when necessary (Tayeb, 2005). In the US, the criteria are base on specialism. They tend to employ new skilful people who are able to perform the jobs without further training. In Britain, the combination of the two is used. Applicants are selected on a fit-the-job basis, and are then trained to perform that specific job properly (Tayeb, 2005). For recruitment method, both in Turkey and Israel tend to use the current employees as a main method to fill the manager positions. However, the second source in Turkey is using recruitment companies or consultancy while in Israel using newspaper advertisement. In selection process, 94% of the Israel companies use interview as a tool to select the applicants while in Turkey, filling application form is the most popular method (Chris, 2004). 3.2) Training Most of the companies use induction and on-the- job training as the main training method. However, nowadays, further training is necessary since competencies arise. While some countries take a form of informal training, others take the form of either in-house tuition or externally – provided services. In the past, employee training is widely used in UK. Now,  it has been replaced by more formal courses. For developing countries, skill training is still necessary. The relationship between the supervisor and the new recruit is similar to teacher and pupil, or even parent and child. In many countries, training policies and practices are normally not required by the law. However, some countries such as France, medium and large companies are required by law to spend some percentage of their annual turnover on employee training. Apart from France, Japanese, German and US companies also spend a sum of money and time on training. (Tayep, 2005)3.3) Job expectations and motivation policiesIt is obvious to agree that the majority of people have their own goals and try their best to achieve them. Different societies with a variety of cultures and environment may have different views of job expectations and motivation (Tayeb, 2005). Example 19:According to the employee attitude survey conducted in English and Indian organisations by Tayeb (1988), it can be concluded that ‘being creative and imaginative at work’ and ‘good pay and fringe benefits’ were more important to the English employees than to the Indian employees. On the other hand, ‘having an opportunity to learn new things’ and ‘having freedom and independence’ were more important to the Indian employees than the English employees. 3.4) Performance appraisal, reward, and promotion policiesIn many traditional countries such as in the Middle East, loyalty to a superior is more important that effective performance. In addition, harmony in the organisation can help it run smoothly instead of using performance measures. Example 20:Segalla’s (1998) conducted the research on 100 European managers and found that different countries have different aspects to human resource decisions. Promoting managers in German is based on objective performance. French managers, on the other hand, promoted on a basis o seniority or group loyalty. Regarding to the redundancy, more than 70% of the English respondents would have made redundant a middle-aged, high-salary manager with average performance. On the other hand, German respondents prefer discharging young managers who could find new jobs easier. French respondents were more likely to redundant a younger average quality manager than an older one (Tayeb, 2005). IV.RecommendationsWhen a company decides to  expand internationally, it must follow the same steps that its local employees accomplish when incorporating for its first time, but with a higher care in details and considering certain requirements that are fundamental for the success of the new project of going international. The steps that we recommend are the following:Every company that is planning in the short or long term going international must do a rigorous selection having in account not only the technical knowledge, but the adaptability that can have an employee in the future. The acquired experience is important also (labour, level of education, language skills,etc.), since the majority of companies looks for candidates who have evolved very well in similar positions in other parts of the world, making easier to achieve the goals of the new challenge. In the case of a manager or other employee who is going away to make a position of the company in a determined country, the HR department is due to prepare this person as far as the customs that will find, the language that will be spoken, the conditions of life that will find and all the information required in order to accomplish successfully this challenge. In order to enable the employees so that the organisation’s politics and strategies prevails abroad the company will have to stablish some measurement process, owing to the fact that if the company is well prepared the impact by the cultural differences will not affect the success of the business. There is always very important that the company majes an evaluation or the organisation’s strategy, goals and also a very detail SWOT analys which will help the company to have a complete analysis and in this way they HR deaprment will be prepare in how the challenges of going abroad will influence the company in its future performance.. Another step occurs with employee that will be transfer abroad, who will need all the information concerning the country destiny and some abilities of adaptation in order to make this person to fit in the new site of work. Compensations is a point of extreme importance when going international, because costs of life are very different and the remuneration must be in agreement with this item, or with majors incentives or a better wage. Finally, the true key to succeed in the mission of taking a company’s operation abroad is to enable in the best way possible each one of the employees involve in this process, for each one of the persons that participate in the internationalisation having the information and knowing beforehand the challenges that will take place and how to handle it will make the differences in which companies succeed and which doesn’t. V.ConclusionIn a world with so immediate changes and where internationalization is increasing every day, a good HRM will be fundamental so that the companies that wishes to project to go international can, prevail in foreign marketsGlobalisation, opening, unification, are referring terms to the new world order that has been displaying with great force in the last years. The companies have been part fundamental of these events and they do not remain apart from all the internationalization process that has come displaying in all sense. For such reason after writing this report is understood that the change process includes all the directed activities to help the organization so that it successful adopts new attitudes, new technologies and new forms to make businesses, due to the fact that the new challenges that HRM faces in a world where the globalisation, not only of the companies, is latent. We already treated the steps that must follow a company so that their employees can be successful abroad, that is to say, how he is due to select, to enable and to compensate dices the new challenges which they are going away to face. Nevertheless, other factors exist to very consider like the remarkable differences as far as the legal systems, the availability of manpower, etc., that exist in the countries. Like final conclusion, the adventure can affirm that to look for new courses always will bring challenges. The best thing, therefore, is to prepare  itself of the best form and to adapt completely to the new specifications that are in this difficult but exciting way. Writing this report has made us understood that the change process includes all the directed activities to help the organization so that it successful adopts new attitudes, new technologies and new forms to make businesses. The effective administration of the change of going international, allows the transformation of the strategy, the processes, the technology and the people to reorient the organization to the profit of its objectives, to maximize its performance and to always assure the continuous improvement in an atmosphere of businesses/ money changer. References (Part A)Chris B., Wolfgang M., and Michael M. (2004), Human Resource Management in Europe: Evidence of Convergence?, Elsevier Ltd Publisher. Hofstede, G (1980), Culture’s Consequences: International differences in Work Related Value, Sage Publications, Beverly Hills. Jackson, T (2002), International HRM: A Cross Cultural Approach, Sage Publications. Keegan, W, (2002), Global Marketing Management, 7th edition, UK, Prentice Hall, p. 117. Segalla, W. and De Menzes, L. (1998), ‘High Commitment Management in the UK: evidence from the workplace industrial relations survey, and employers’ manpower and skills practices survey’, Human Relations, vol. 51, no. 4, pp. 485-515. Tayeb, M. H. (1988), Organizations and National Culture: A Comparative Analysis, London: Sage Publications. Tayeb, M. H. (2005), International Human Resource Management. New York: Oxford University Press Inc. Vance, Charles M. (2006), Challenges and Opportunities in International Human Resource Management, M.E. Sharpe Inc. Publisher pg 57. Cardy, Robert L. â€Å"Future-Oriented and Organizational-Lxvel Approaches to Job Analysis.† In K.P. Carson (Chair) Future Directions in Job Analysis. Symposium presented at the Annual Conference of the Society for Industrial and Organizational Psychology, San Francisco (April 1993). Katz, Daniel and Robert L. Kahn. The Social Psychology of Organizations. New York: John Wiley, 1978. Probst, S Raub, and Kai Romhardt, Adapted from Managing Knowledge Building Blocks for Success,John Wiley, 1998 (p.34)Miller, Janice,S.,and Cardy,Robert, Technology and Managing People: Keeping the â€Å"Human† in Human Resources, Journal of Labour research,Bray, P. (1999) Do you know what you want?, Sunday Times, Knowledge Management Supplement, 25 April, p.15. Gourlay, S. (1999) Knowledge Management and HRM, Croners Employee Relations (Review), March, Issue 8, pp. 21-27. Human Resource Management 11th Edition Author; Gary Dessler. Managing Global Human Resource, Going international, Managing the expatriation experience, Marc Raynaud. Harvey, C. & Morouney, K. (1998) Organization structure and designUPI (2008). Suit Waitress Fired for Refusing Dress. Available from:http://www.upi.com/Top_News/2008/12/19/Suit_Waitress_fired_for_refusing_dress/UPI-69741229747725/ [Achieved on 4 February 2009]Bibliography (Part A)Black, J.S., Morrison, A., & Gregersen, H.B. 1999. Global Explorers: The Next Generation of Leaders. Evans, P., Pucik, V., Barsoux, J. 2002. The Global Challenge: Frameworks for International Human Resource Management. Mendenhall, M.E., Kà ¼hlmann, T.M. & Stahl, G.K. 2001. Developing Global Business Leaders: Policies, Processes, and Innovations. Westport, CT: Quorum Books. Becker, B. E. & Gerhart, B. 1996. Human Resources and Organizational Performance: Progress and Prospects. Academy of Management Journal (special issue: Human Resources and Organizational Performance)Becker, B.E. & Huselid, M.A. 1998. High Performance Work Systems and Firm Performance: A Synthesis of Research and Managerial Implications. Research in Personnel and Human Resources ManagementBecker, B.E., Huselid, M.A., Pickus, P.S., &

Mother Tongue: Thesis Paragraph

Mother Tongue: The Struggles of Communication Communication is arguably the most essential and powerful part of everyday life. Societies ability to run smoothly, efficiently and benefit as many people as possible, hinges greatly on communication and how effectively it is used. We need to communicate to get new and innovative ideas across, to state opinions, to sort our arguments and most importantly, to better understand those around us.The short story Mother Tongue by Amy Tan addresses the reality that the inability to communicate effectively and see the different perspectives of those around us can hinder the flow of society and often block us from new ideas and potential. Communication is different for everyone as shown by the narrator’s mother, and how she has difficulty expressing her ideas so that other’s understand and respect her.We can see that she is still a very intelligent woman who has a great understanding of the world around her even though some view her language as â€Å"broken†. Amy argues that standardised tests are not adequate indicators of intelligence because there are many different types of intelligence, and the test only covers one type. Lastly, because the narrator has grown up with what others see as limited exposure to â€Å"proper† language, she is dissuaded by teachers (as our many others in similar circumstances) from pursuing a future in English.The theme of the importance of communication in this story is very prevalent in today’s society because of the recent flood of immigrants to Canada, and the importance that they integrate well into Canadian society so we can run smoothly as the diverse country that we are. We need to reach an understanding that because lifestyles and habits l differ from our own, it does not make them worse or less valuable.

Strategic Management-A report based on a strategic review of eBay Essay

Strategic Management-A report based on a strategic review of eBay - Essay Example On the other hand, favourable economic conditions initiate the growth of online shoppers within the industry. This factor has enabled the company to strengthen its financial base and cater needs of consumer market. Technological changes also influence the company to upgrade its technical capabilities. Competitive analysis reveals the fact that there is intense competition within the industry. The bargaining power of suppliers is less in comparison to bargaining power of customers. This is because availability of more players offering similar products and less switching costs involved. Internal analysis has been performed in order to evaluate internal strengths and weakness, and market opportunities and threats. On basis of value chain, swot analysis, external environmental analysis and resources and competencies certain appropriate strategies has been outlined. These strategies are then evaluated with the support of SFA framework so as to recommend most suitable strategies for future development and growth. eBay Inc., is an ecommerce company that provides business to consumer and consumer to consumer sales service through Internet. The mission of the company is to provide an online platform where individuals can trade anything thereby facilitating economic opportunity. It is an online auction company and strategies are inclined towards creating global leadership. The forces present in external environment tend to affect business operations in nearby future. Business of eBay Inc. is linked with politics as it is closely knitted with economic conditions. Political uncertainty is highly prevalent across the globe and this affects eBay’s operations since it operates worldwide. In the coming general elections, tax rate is to be increased by labour planning council (Verdin and Subramanian, 2003). On the other hand, income tax threshold is also expected to rise to 41,865 pounds from 41,450 pounds (Allen, 2006). Legal factors also

Eating Jesus' Flesh and drinking His Blood Research Paper

Eating Jesus' Flesh and drinking His Blood - Research Paper Example The Hebrew writer tells us that His blood was shed for the transgressions of those who lived under the first testament, as well as those who live under the second (Heb. 9:15).   So, all humanity, who desire salvation, are dependent upon the blood of Christ  Ã‚   In this lesson, we shall  Ã‚   list some of the things that are said to be accomplished by the blood of Christ. VERSES 51-52:  Ã‚   I AM THE LIVING BREAD 51I am the living bread which came down out of heaven. If anyone eats (Greek: phage) of this bread, he will live forever. Yes, the bread which I will give for the life of the world is my flesh (Greek: sarx)." 52The Jews therefore contended with one another, saying, "How can this man give us his flesh to eat?"   "I am the living bread which came down out of heaven" (v. 51a).   This "living bread" parallels the "living water" that Jesus offered the Samaritan woman (4:10).   "If anyone eats (phage) of this bread, he will live forever" (v. 51b).   Phage is the ao rist of esthio (to eat), and thus represents a one-time action.   To eat of this bread, in this context, means the once-and-for-all action of accepting or believing in Christ.   "Yes, the bread which I will give for the life of the world is my flesh (Greek: sarx)"(v. 51c). Jesus does not retreat from the offense of his words, but instead adds to it with his mention of flesh (sarx). This is sacrificial language. The Torah requires ritual sacrifice of animals, and specifies how they are to be prepared and how their flesh is to be used. Some flesh is to be burned on the altar and other flesh is to be eaten.   Jesus makes his sacrifice in behalf of the world –– not just Israel (see also 3:16-17).   "The Jews therefore contended with one another, saying, "How can this man give us his flesh to eat?† (v. 52).   "Flesh" is a provocative word, raising the specter of cannibalism.   No observant Jew would consider eating human flesh. VERSE 53:   UNLESS YOU EAT AND DRINK 53Jesus therefore said to them, "Most certainly I tell you, unless you eat (Greek: phagete) the flesh (Greek:   sarka –– from sarx)of the Son of Man and drink his blood, you don't have life in yourselves. "Most certainly I tell you" (v. 53a).   These words make emphatic that which follows.   "unless you eat (phagete)the flesh(sarka –– from sarx) of the Son of Man and drink his blood, you don't have life in yourselves" (v. 53b).   The title that Jesus uses for himself here is Son of Man, which is a less provocative title than Messiah. The first significant issue here is whether Jesus' words are Eucharistic in nature (referring to the Lord's Supper) or simply incarnational/sacrificial (referring to the incarnation and the cross).   The question is significant.   Is Jesus emphasizing participation in the Eucharist here?   Should a sermon based on this text emphasize participation in the Lord's Supper?   Scholars are divided on this question.   My conclusion is that incarnational, sacrificial, and Eucharistic emphases are intertwined in 6:51-58, and that the emphasis shifts to favor the Eucharistic at verse 51c.   If this is correct, it is appropriate, perhaps even important, to emphasize participation in the Lord's Supper when preaching from this text. We should also note two things that were happening at the time of the writing of this Gospel that might have influenced the author to emphasize the eating of Jesus flesh and the drinking of his blood:

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Physical apperance presonality development - Essay Example This addresses the differences between the ideal self that one imagines and the real self that must be dealt with daily: everyone is not at peak performance at all times and bloating does happen. This can immediately attack one's self-esteem, either in frustration of the event or in guilt to what extent one caused it. The commercial focuses on the latter, claiming that active engagement with school and work cause people to frequently make poor food choices (there's a pizza box on the table) which conflict with other activities that later arise. Part of my, or any woman's gender constancy, creates a sensitivity not just to identification with the bloated woman, but also an awareness of pitfalls to the advertised diet. Activia claims to have something called bifidar regularis, which, aside from sounding made-up, is supposed to regulate the digestive tract to alleviate bloating. What it loudly leaves unsaid is that one must exercise ego (or self) control in eating habits to begin with w hich can easily be interpreted that the yogurt should be an entire meal replacement which is the first step towards developing a case of anorexia nervosa. Frustrated by what was sounding like a panacea, I decided to move along similar lines to a different media, the July 2006 issue of Cooking Light. Cooking Light can be i... al in mind, coping with the body images used in these adds is a little easier to accept, as it doesn't feel quite so much that it is an insistence to conform to these slender women so much as they are displayed as goal weights to achieve through healthier eating. Yet even here, ads focused on more superficial concerns, considering their were two Oil of Olay ads (one facial cream, one boy cream) and one L'Oreal (anti-sagging cream). These first two perpetuate an everlasting myth of adolescence (a mistaken self-concept that one reaches a peak and then declines after it) through early intervention ignoring that age-differentiation attributes more admirable traits (wisdom, experience) to women who have had time to make their way in the world. The sensitive periods in which a woman may become self-conscious enough to begin using Oil of Olay begin when one first recognizes signs of aging. One frequently feels that this results from neglecting to use creams from an early point in puberty, w hen in actuality it is a normative experience and part of maturation. This prejudice against looking older is in direct contrast with today's increased life spans; it seems women want to increase the longevity of their youth, not their life. While these ads angered me as far as their external single mindedness, Cooking Light did have one ad that seemed to bridge the generational gap. An ad for Poise, a sanitary pad designed for weak bladders, is specifically designed for the female gender. The subject itself provokes a number of self-conscious emotions, as well as an understandable social phobia for anyone suffering from the condition. While this problem would prove to be a critical period for anyone, the ad sends a signal of empathy in the picture of a mother hugging her

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Final - Assignment Example As the rate of globalization goes high in the United States, the developing countries also look forward to get them same effects of globalization. Thus, the United States of America has to play a major role in facilitating development in the third world countries. United States created two international institutions which aim at developing all the countries in the world. The two institutions are World Trade Organization (WTO) formed in 19951. The main function of the World Trade organization was to settle all the trade disputes among the countries in the world. The second organization is the International Monetary Fund (IMF) which was formed after World War II. The events of the war destroyed most of the countries’ resources, and something had to be done to revolve their economy. The International Monetary Fund provided emergency loans to countries. After the events of World War II, the United States of America plays a major role in shaping the economy of the world. Thus, to ensure that other countries develop, they have to incorporate all the aspects of globalization. They have to advance the living standards and ensure that there is stability in the world’s economy. The policy makers have to come up with policies that promote globalization in all the countries, which is a great challenge2. Consequently, some of the third world countries cannot adapt globalization because of factors such as illiteracy and poverty. The United States has first to work on the two major challenges before introducing globalization in those countries. Thus, they need resources to ensure that they provide all the basic needs required and improve their education sector. Finance is needed to carry out all these activities, making it a great challenge. Globalization has resulted in a faster exchange of ideas among the countries. Criminals use the advanced technology to communicate over a long

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Social movement protest art -- Mexican American inequality in usa - Research Paper Example Consequently, he encouraged her and supported her artistic work. Frida’s paintings depicted her tumultuous and painful life. Nonetheless, her paintings made her leave a legacy as the greatest Mexican woman painter. She used a distinctive style of folkloric in her paintings, mainly on the different experiences and aspects of her life (Meadows, p. 57). Her paintings were self-portraits and still life, mostly capturing moments in her life. The issues she covered in her paintings included her unstable relationship with Diego Rivera, her inability to have children, psychological and physical pains after a bus accident, and other experiences she had (Meadows, p. 57). Similarly, Diego Rivera is considered the greatest Mexican painter of the 20th century. He was born in 1886 in Guanajuato, Mexico (CMMCA, p. 10). He chiefly excelled in the international art scene, where he championed the reintroduction of fresco painting into the modern art and architecture arena. He was also known for his radical political views and obsessive romance with Frida Kahlo, which intrigue the public even in modern times (CMMCA, p. 1). Through exhibitions in public spaces and galleries in the 1930s and early 1940s, Rivera brought his unique art and vision into the public. Through these exhibitions, he enlightened and inspired artists as well as his audiences. Using the fresco or wall painting genre in universities and other public buildings, he managed to introduce his work into the daily lives of the people (CMMCA, p. 2). Rivera favored fresco paintings, which are murals done on fresh plaster. Some of the themes dear to him included the physical process of human development and technological progress and its effects on life and lifestyle (CMMCA, p. 2). His other themes were the future of humanity and history. Being a Marxist, Rivera used his medium as a cure for the elite walls of galleries and museums. He was not only interested in history and human

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Discuss in detail how a landlord can protect his rent flow during the property cycle Using UK law and Proactive Management - Essay Example As the property moves in the different stages, the quality can be retained by upgrading the portfolio. This would attract investors and consequently lead contributes to the security of the income security. Buying or developing property to let is the first step for landlords to add to the investment portfolio. This is a medium to long term investment in which the property is let out to tenants or lease holders. Investment in property is a good for someone will to tie up large sums of money, require more tangible investments than shares and are willing to take a risk. The landlord needs to therefore have effective management system of protecting the rent floe during the various stages of the property life cycle. It follows that one has to deal with the risks of not earning a profit from the investment and also the fact that property prices may increase or reduce. Once the landlord finishes the purchase process, he can start earning the income through the rental that is paid. One of the options for the landlords is to insist on the use of the onerous provisions in the commercial leases. It is however will have very negative repercussions to the landlord when the rent reviews are done. Landlords may refuse to use a flexible system because the rent may be market prices that provide the standard rents (White, 2010). The preparation of the lease agreement is crucial for the landlord to manage the rent from the business. According to the tenant Act of 1927 and the landlord and tenant Act of 1988, the lease agreement can be done by absolute prohibition, qualified restriction and absolute qualified restriction. On the other hand, the most common method of developing effective leases is the qualified restriction. In the case of Addiscombe Garden estates Ltd v Cramble (1957) in which a trustee of a tennis court took possession of the tennis courts and a club house under

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Construction Industry Book Article Example | Topics and Well Written Essays - 250 words

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Benefits of a College Degree Essay Example for Free

Benefits of a College Degree Essay After high school, a choice that many students have to make is whether to go to college or not. There are many factors that go into one’s decision. There are pros and cons to going to college and also there are pros and cons for not going to college. But the decision that will give someone the better opportunity to have a more successful life is to go to college. The money that one will earn after getting a college degree will be more than the money a person will make without getting a college degree. As our society has continued to evolve, education has become the optimal route to professional success: pursuing a degree is the best way to receive training, to gain expertise in a given field, and even to guide you and help you make choices about your career (Value†¦). Money is one of the most important reasons that a person goes to college. On average, a person that has just a high-school diploma earns $30,400 per year while a person that gets a bachelor’s degree will earn on average $52,200 per year (Value†¦). A master’s degree on average will get a person a yearly salary of $62,300 (Value†¦). Based on the numbers, a formal education is an essential ingredient in today’s society. Going to college and getting four more years of schooling may not be the fun thing to do, but it is a wise choice to help lead one to a more successful life. Some people may say that even though that someone will earn more money by getting a college degree, the cost of college does not equal out the amount of money one will make. While the cost of college is expensive, the difference in money made from a college degree will be able to cover the cost of college over time. The average cost of college tuition plus expenses per year is between $20,000 and $35,000 (U. S. News Staff). Of course that is quite a bit of money that would go into paying for college, but even if a person cannot pay for it at the time or did not get a scholarship, someone could always get a student loan so they can pay for college in that way. While if a person chooses to not go to college, that person can get a full-time job that one may focus heavily on. Although a person in college can have a job, that person cannot work as much as someone who is not in college. At first this is a positive for not going to college because that would mean more money for the people not going to college. That is true but over years; the people with a college degree will end up with more money because of the higher annual salaries. The benefits of a college degree are not just for money, but also a college degree will also give a person more career options. A person with a college degree will have more career options than someone without a college degree because employers will see that one has a college degree and think that person knows what to do and can do the job well. Employers want the best person for the job and a college degree looks really good on a person’s resume (Ten Great†¦). In a survey that was casted to see what employers look for, those employers said that they wanted people that have dependability, reliability, a good attitude, the ability to read comfortably, the ability to think more consciously, computer skills, and the ability to communicate clearly whether it be spoken or in writing (Knowledge and†¦). Along the path of getting a college degree, one will also learn these skills and attributes. Not only does a college degree increase one’s chances of getting a job, but it can also get a person employer-paid health insurance and pension plans. That is great considering that the amount of employers that are offering health insurance and pension plans are going down. Also, if in the town or state that a person lives in hits a recession, if one has a college degree, then that person is more likely to keep their job. Plus, even if that person does get fired, that person will still be more likely to find a job somewhere else because of the college degree (Ten Great†¦). College is not just a place to get a degree, but it is also a place to make connections and lifelong friends. Making connections is creating relationships with those that are further along in their career. One’s professors will enjoy helping out their students because they would not be professors if they did not care about helping out others. In college, a person will meet many people from many different places. The people that someone is with can listen to people’s stories about their backgrounds, experiences, and cultures. This will be an advantage because meeting a diverse range of people will give one a broader view on the world and cultural understanding (The Benefits†¦). Being in college will help one learn more about themselves. While one is in college, a person will figure out more about their likes and dislikes (The Benefit†¦). College is a time when one is starting to prepare for a career that one will enjoy doing that job for the rest of their life. Hopefully a person in college will find a career that one will enjoy and also be able to perform that job well. The time spent in college will help one become more satisfied with their career choice later on in life. Of course, the obvious benefit of going to college is the education and the knowledge that one will learn. In whatever major that a person takes while in college, one will get a higher understanding of what the class is about. Having the knowledge in a certain area will make a person better at their job. The knowledge that one will gain in college will help that person doing what is needed to get done every day. Plus, with a college degree, one will not need as much training as someone who did not get a degree. The benefits of going to college outweigh the possible negatives of going to college. While there is a chance of someone being very successful in life with only a high school diploma, the odds are just better if one has a college degree. There are many benefits of going to college so that one can earn a college degree. One can get a higher annual salary than someone that does not go to college. Having a college degree with give a person more career choices and also improve their chances of being hired by an employer. One will learn the skills that employers are looking for like knowledge, dependability, computer skills, and much more. A person that goes to college will develop great friendships and make a real connection with people. While in college, one will learn more about themselves, find out more about oneself, and hopefully be able to realize their dreams. There is no correct way to live life, but when someone is trying to figure what path to take so that one can fulfill their dreams and be as happy as possible, the signs point that going to college and getting a college degree is the smarter choice. Works Cited Gill, Deanna. â€Å"Negative Effects of Not Exercising. † n. p. HubPages Inc. 22 Mar. 2011. Web. 3Nov. 2012. Wiley, Blackwell. Regular Exercise Reduces Large Number of Health Risks Including Dementia and Some Cancers, Study Finds. ScienceDaily, 16 Nov. 2010. Web. 3 Nov. 2012. CourseAdvisor. â€Å"Benefits of a College Degree. † Washington Post Company. CourseAdvisor Inc. 2010. Web. 6 Dec. 2012. Knowledge and Skills Needed to Succeed in the 21st Century Workplace, National Center for Higher Education Management Systems, June 2000. â€Å"Ten Great Reasons to Get a College Degree. † n. p. Yellow Page College Directory. 2011. Web. 6 Dec. 2012. â€Å"The Benefits of a College Degree. † n. p. Hobsons. Web. 6 Dec. 2012. â€Å"The Real Benefits of a College Degree. † n. p. RightFitDegrees. com, Inc. 2009-2012. Web. 7 Dec. 2012. U. S. News Staff. â€Å"The Average Cost of a U. S. College Education. † n. p. U. S. News World Report. 24 Aug. 2010. Web. 6 Dec. 2012. â€Å"Value of Education. † n. p. 2003-2010. Web. 6 Dec. 2012.

Evaluation Model for Web Service Change Management

Evaluation Model for Web Service Change Management EVALUATION MODEL FOR WEB SERVICE CHANGE MANAGEMENT BASED ON BUSINESS POLICY  ENFORCEMENT AbstractToday organizations in all industries are increasingly dependent upon IT and a highly available network to meet their business objectives. As customer expectations and demands rise, and their needs is one of the prevailing problems faced by IT enterprises at present, leading to increasingly complex IT service management systems. Although there exists many change management issues and solutions, there is no proper support for efficient change evaluation and monitoring. Present change management works are done only in the web service interface such as WSDL Web Service Definition Language and there is no proper support for dynamic nature in them. In order to provide a flexible environment for the Business Analyst to perform the emergency changes over the service business logic without the need of IT staff and also to evaluate changes made, we propose a Finite State Machine based Evaluation Model for Web Service Runtime Change Management and also a set of change factors to evalua te runtime changes of web services. Among which we mainly focus on the factor Business Policy Enforcement which is used for checking whether there is any policy violation with respect to the changes made. We first define the various change factors and derived solution is considered as the change measure for individual change factor. Keywords-Web Services, BL Analyzer, Dependency Analyzer, Change Factors, Business Policy Manager, Runtime Change Management, Change Evaluation Report. I. INTRODUCTION A web service is a piece of business logic that enables a paradigm shift in business structures allowing them to outsource required functionality from third party Web-based providers. As services are not static, they undergo many changes during their life cycle since the IT service management system now is facing an increasingly complex environment aroused by wide variety of requirements. This situation increases the likelihood of service interruption which in turn causes business loss. In this case, a series of changes are needed so that potential service interruptions can be prevented. A service change is any addition, modification, or removal of authorized, planned, or supported service or service component and its associated documentation. A typical IT enterprise faces considerable number of changes each year. To handle such changes, change management is needed. Change management is a set of processes that are employed to ensure that significant changes are implemented to a business process during its maintenance phase. The purpose of the change management process is to ensure that: Business risk is managed and minimized; Standardized methods and procedures are used for efficient and prompt handling of all changes; all changes to service assets and configuration items are recorded in the configuration management system; and all authorized changes support business needs and goals. Hence there arises the need for an effective framework managing those changes without affecting the business functionality. Here Change Management framework is proposed for making minor alterations to business logic but whose effect is more pronounced to the profitability of the organization. So the changes in business logic of the web service must be done very quickly within the given time constraint as the services consumed by the providers and clients must not be affected there by managing the changes at the runtime. We focus on creating environment for dynamic variations to the business logic so that it is feasible to make frequent modifications in a service which aids service provider and serves him to satisfy clients’ newfangled quests. Such environment is useful in the run-time management of web services and to exactly spot the solution to the service provider’s maintenance element. There are many models that subsist for Business Process Management in which the process is recycled for the overall process changes. However, the problem with these solutions is that they only support the process level flexibility and not the application/service level flexibility. On the other hand this Business Logic Management framework tries to append that service level flexibility. These changes are done at the Business analyst level instead of being done at the Developer level, which reduces the hierarchy level in change management and thus implies a reduction in time and cost requirements. A specific change in the logic, not only changes the functionality concerned with it, but also the dependent functions under the dependency group. In the logic level, the set of rules form the finite states with functions as transitions. A rule is said to be dependent in this model, if there is a transition from one rule to another on accepting a function. The level of dependency analysis can be even extended to the functions where the parameters act as the transition from one function to another. Thus the rules and functions under logic form a dependency group which is analyzed and verified for every change initiated externally. Those dependency groups assist in performing changes and results in an effective change. Those changes that are made based on the dependency analysis are measurable, complete and finite. Any change that is not based on the dependency analysis is said to violate the outlined properties and may result in a failure. Dependency analysis based on each factor is p erformed by a finite state machine. With the help of finite state machine, it is possible that if a particular logic has been successfully recognized then it goes to the halt state. On the other hand, there exists a transition from any state to the exception state E, if the rule or function encounters an exceptional input or parameter. By this way, the FSM simulates the pattern based on the behavior of the rules and functions, which can be easily verified and measured at each stage. This measure of change evaluation ensures that the business analyst has a direct control over the changes he makes and provides an environment that notifies the analyst about the outcome in a meaningful way. We propose a set of five change factors based on which the dependency existing between the business rules, functions and parameters is analyzed. Among which we mainly focus on the factor Business Policy Enforcement which is used for checking whether there is any policy violation with respect to the c hanges made. These change factors are also involved in the change evaluation that makes the changes to be specified in a precise and formal manner. II. FRAMEWORK FOR WEB SERVICE CHANGE MANAGEMENT In this framework, the course of action begins with issue of change request and the whole processing of the request is conducted under the supervision of an analyst. A ChangeRequest is an additional expectation that theCustomerwants which is outside the current defined scope of the project which is a change to an existing product. It is first specified by the analyst in detail. This specification includes the change to be made, brief description of the change to be made, action to be made, services, rules and the conditions under which the change has to be made. The Request handler is responsible for finding the type of the change and priority is assigned to indicate the order of importance of the request and also determines whether the change can be implemented within the runtime. Domain Variable Identifier discovers the domain variables present in the request by just tokenizing the request and searching whether any of tokens match against given domain variable set. Once we are done with domain variable identification, we can determine the domain to which the request refers to. The Domain Mapper finds the corresponding domain and services with the help of service repository which comprises all kinds of services and provides the result to Business Logic Analyzer. Fig1.Business policy enforcement framework The logic of all the services in the service repository are decomposed into rules, functions and parameters along with associated business policies are stored in the BL set with help of domain mapping. The BL analyzer identifies only the particular rule, functions, parameter and policy associated with it for each change request from BL set instead providing all the rules, functions, parameters and policies associated with it. The properties of interoperability, traceability, decidability, computability are preserved even after the alteration. These properties are evaluated by property evaluator and the calculated properties are appended to the schema to generate the final schema. The property values assist the analyst in making a decision whether or not to implement the alteration. Dependency Analyzer discovers dependencies with the ascertained rules and functions in the business logic through the identified change criteria. The Policy Manager checks for policy violation in the rule or function in which change has to be made and also in the dependent rules or functions. Since the change which is complete, finite and computable can even violate the associated policies, it is also checked by the policy manager after evaluating the properties of the identified change. Schema Generator is responsible for generating and upholding BL schema at various stages. This BL schema is helpful in guiding the management people who are not familiar in source code to make fruitful changes. The changes made in the schema will be updated obviously in business logic. Same way, when programmers do some changes in logic, it gets updated in schema accurately. Run time manager is responsible for building and deploying the services after fruitful changes are done and also it helps to debug the exceptions in the service logic sophistically. Change evaluator evaluates the changes made by the analyst based on the change factors such as business policy enforcement which determines violation of policy in the identified change criteria, code consistency which checks whether the preconditions and post conditions remains constant with respect to the changes made, requisite measure which checks whether the requisite rule or function is not altered with respect to the changes made and mapping function which checks the consistency with respect to the logic and also on the non-functional factors such as service interruption time, response time, reliability and service availability. The Change Evaluation Report includes result of the evaluation process of the change made i.e. the evaluation measures of the changes made by the analyst. By this framework, the analyst has the advantages such flexibility, works in a sophisticated environment without having much knowledge about source code since he can implement the changes at the schema level, knowledge transfer since he can do the changes whatever comes in mind directly and is able to evaluate it easily, independency since no nee d for depending on the development team thereby reducing the time and cost. III. CHANGE FACTORS Change factors are those that act as a criteria based on which the changes made can be evaluated. Any change in the business logic is governed by the following change factors. These factors influence changes either independently or in a group and make changes effective. And the change factors are as follows: Business policy enforcement Requisite measure Code consistency Mapping function A. Business Policy Enforcement In this paper, we mainly focus on the change factor business policy enforcement which is a measure of change which determines violation of policy in the identified change criteria. Here the main role of business policy enforcement is: policy mapping which is nothing but finding the appropriate policies which are associated with the rule or function in which the change has to be made and also with its dependent rules and functions; validation which refers checking whether there is any policy violation; and refinement which provides an environment for the analyst to modify the policy itself if necessary. In a business logic L encompassing set of rules R, functions F, parameters Pr, policy set P and dependency D , the change which is going to be made can be evaluated based on the business policy enforcement factor which checks whether there is any policy violation with respect to the changes made. Whenever a change is specified, it is first analyzed for completeness, finiteness and comp utable. Once the rules, functions and parameters in the change specifications are analyzed as complete, they are mapped with the existing logic set L. Then the corresponding rules, functions, parameters, dependency set and policy set are retrieved by which the change specification is checked whether it violates any policy. If so, the analyst is informed as the change cannot be made due to the violation of policy. Otherwise the change is successfully included in the existing logic set L. IV. EXPERIMENTAL STUDY The table in the next page shows the evaluation  results of some of the change requests implemented based on the business policy enforcement. TABLE I EVALUATION RESULTS FOR BUSINESS POLICY ENFORCEMENT V. Conclusion Any organization no matter its size will experience a large volume of changes in order to accommodate new business requirements, to correct faults in the infrastructure or the services, or for other reasons (such as legal requirements). This framework provides an environment for the business analyst to implement the changes at the sophisticated environment without having much knowledge about the source code and to evaluate the changes easily based on the proposed change factors in which business policy enforcement is mainly focused. With the help of the algorithm derived for the business policy enforcement, a case study of banking domain is implemented. By this framework, analyst is able to implement whatever comes in his mind directly without the help of developing team and also to detect policy violation and do the changes accordingly and also to refine the policy itself if needed. REFERENCES [1] Felix Cuadrado, Juan C. Duenas and Rodrigo GarcÄ ±Ã‚ ´a-Carmona, â€Å"An Autonomous Engine forServicesConfiguration and Deployment,† IEEE Transactions on Software Engineering, Vol. 38, No. 3, May/June 2012. [2] Xumin Liu, Athman Bouguettaya, Jemma Wu, and Li Zhou, â€Å"Ev-Lcs: A System For The Evolution Of Long-Term Composed Services,† IEEE Transactions on Services Computing,Vol.PP, Issue 99, 2011. [3] Dimitris Apostolou , Gregoris Mentzas,Ljiljana Stojanovic, Barbara Thoenssen, Tomà ¡s Pariente Lobo,†A collaborative decision framework for managing changes in e-Government services,† Government Information Quarterly 28 (2011) 101–116, PUBLISHED @ ELSEVIER, 2011. [4] Bruno Wassermann, Heiko Ludwig, Jim Laredo, Kamal Bhattacharya, Liliana Pasquale, â€Å"Distributed Cross-Domain Change Management,† 2009 IEEE International Conference on Web, Services, 978-0-7695-3709-2/09, 2009 IEEE. [5] Bassam Atieh Rajabi, Sai Peck Lee, â€Å"Change Management in Business Process Modeling Survey†, 2009 International Conference on Information Management and Engineering, 978-0-7695-1/09, 2009 IEEE. [6] Bassam Atieh Rajabi, Sai Peck Lee, â€Å"Runtime Change Management Based on Object Oriented Petri Net,† 2009 International Conference on Information Management and Engineering, 978-0-7695-1/09,2009 IEEE. [7] Oliver Moser, Florian Rosenberg and Schahram Dustdar,â€Å"Domain-Specific Service Selection for Composite Services,† IEEE Transactions on Software Engineering, VOL. 38, NO. 4, July/Aug. 2012 [8] Ruhi Sarikaya, Canturk Isci and Alper Buyuktosunoglu, â€Å"Runtime Application Behavior Prediction Using a Statistical Metric Model,† IEEE Transactions on Computers, Vol. X, No. X, May 2011. [9] Haochen Li, Zhiqiang Zhan, â€Å"Bussiness-Driven Automatic IT Change Management Based on Machine Learning,† 978-1-4673-0269-2/12, 2012 IEEE. [10] Yanhua Du, Xitong Li, and PengCheng Xiong, â€Å"Petri Net Approach to Mediation-Aided Composition of Web Services,† IEEE Tansactions on Automation Science and Engineering, Vol. 9, No. 2, Apr. 2012. [11] Marcello La Rosa, Arthur H. M. ter Hofstede, Petia Wohed, Hajo A. Reijers, Jan Mendling, and Wil M. P. van der Aalst, â€Å"Managing Process Model Complexity via Concrete Syntax Modifications,† IEEE Transactions on Industrial Informatics, Vol. 7, No. 2, May 2011.

Louis Armstrong: From Childhood To Adulthood Essay -- essays research

Louis Armstrong: From Childhood to Adulthood   Ã‚  Ã‚  Ã‚  Ã‚  When you think of Louis Armstrong you probably think of a jolly middle-aged man who can play the cornet like no one else, a man who had it all, a man who had the good life. Well, Louis was not always that lucky. From childhood to his adulthood, Louis Armstrong changed much as a person and a musician. He worked very hard to become what he became and did not let anything get in the way of becoming a musician. In this paper, you will read about how Louis Armstrong became one of the most influential people/musicians of his time.   Ã‚  Ã‚  Ã‚  Ã‚  Louis Armstrong’s childhood was not of the normal childhoods most of us have had. He had a very hard and painful childhood. He was treated very harshly by his family and the people around him. His mother did not even care enough to keep his birth certificate. That is why no one is really sure of Louis’s birthdate ,but people believe he was born around 1898, in New Orleans. Around Louis’s time of birth, many blacks were confined to live in the slums. The slums were in a way like ghettos. They were very poor, dirty areas where people who hadn’t much money would live. In the slums, there was much violence, drug circulation and prostitution. The only people that made any money in the slums were either the hustlers or the musicians. Considering Louis was not related to anyone of that status he and his family had very little money. That left Louis with no possessions whatsoever. He hadn’t any toys to play with, he didn’t even have a simple stick just to keep him occupied. His clothes were at the lowest of the low class. He was confined to wearing a dress as a younger child until he was a little older, then he had hand me down shirts and shorts to wear. His choice of foods was limited to rice and beans. His family did not make enough money to get better food than that. His family did not have enough of anything to keep him happy. He felt like nobody loved him. When he was born his father left his mother and him to start another life with another family. His mother always was out leaving Louis to fend for himself. But before Louis had lived with his mother he lived with his grandmother. His grandma took the best care of him out of anybody in his family. She always made sure that Louis was fed and that he was not alone. She was the only per... ...uch that he could not get his shoes on. Soon after that Louis was ordered to stay at the Beth Israel Hospital under doctor’s orders. After his final concert he returned there for the last time. He was planning another concert when he died July 6, 1971. Louis’s death was deeply saddening for everyone, but especially Lil. She conducted the band at his funeral in his memory. A memorial service followed which President Nixon attended and spoke at. That was the sad ending of Louis Armstrong.   Ã‚  Ã‚  Ã‚  Ã‚  To conclude my paper I would like to highlight Louis’s life. He was just a poor child from New Orleans. He had very little education. He had to take care of his sister and himself 90% of the day until he was and adult. He had to work twice as hard as most people have to worked to get where he got to. He was just a simple man who from the beginning just wanted to play music. But he got so much more than just that and was able to fulfil his life to the fullest. Louis Armstrong will always be remembered as a wonderful man with a passion for playing the cornet beautifully. At least we have his music, movies and television appearances which keep him a live to this very day.

Working as a Housekeeper Essay -- essays research papers

Today's workers and families are overworked and stressed. After working through a 9-to-5 job, feeding and putting the children to bed, the last thing anyone wants to worry about is cleaning the house. Weekends are spent running errands and spending quality time with friends and family members. Therefore, many families are looking for outside assistance with housekeeping. In the past, housekeepers were thought of as the "hired help" and were thus treated like 18th century scullery maids. This is no longer the case. Housekeepers have reached a well-deserved level of respectability for their highly appreciated services. Starting a house cleaning business is an easy job for most people because there is very little start up cost involved. To help you get started, here is a step-by-step set of instructions to send you on your way to engaging in this highly profitable business. The first thing that you need to do before seeking out your clientele is to develop a business plan and policy. For starters, you need a name. Choose a name that denotes an air of sophistication. You don't want a name like, Tim's Cleaning Service or A-1 Cleaners. Those names are much too common and do not reflect any sort of professionalism. Try something original such as, Homestead Helpers. Such a name stands out from the many "fly-by-night" and unreliable services. Once you've chosen a name for your business, the next important step to take is to insure your business. As a house cleaner you are a sole-proprietor. This entitles you to the status of an independent contractor. This means that your profession is no different than that of a plumber, electrician, or a freelance writer. Insurance is a must have. For one thing, it eases the minds of your future clientele. Put yourself in their shoes; would you want an uninsured person coming into your home, handling your personal articles, and perhaps doing so while unattended in your home? Probably not. Having insurance will put you on top of the list for jobs, as most house cleaners do not carry insurance. The insurance will also give you piece of mind. You will not have to worry about your personal assets being seized in a lawsuit because someone accused you of stealing a family heirloom. Unfortunately, as with many service professions, dishonest people have tarnished the respectability of independent contractors, so you'l... ...ou money on graphics and design. A business card display ad catches people’s attention far quicker than a worded classified ad. Given the independent contractor status, and depending on the tax laws of your state, you are eligible for various tax deductions. For example if you own your own home, you can set up a small office space and take deductions for the square footage of the space, utilities, a computer, office supplies, phone calls, and cleaning supplies that you might purchase. Also, advertising and insurance costs are tax deductible. Many of the same deductions can be used for people who rent their home or apartment. Check with your local state's laws of taxation to see which deductions you can use. House cleaning is a highly profitable profession, with some house cleaners making $15-17 an hour, so be sure to report all of your income to the IRS. As an independent contractor, you can open an IRA account and start saving toward your retirement. In conclusion, I feel housekeeping is a respectable profession. The payment can be benevolent, and you can pick up habits for your own home, to keep a respectable looking residence. Also, no special talents or education is required. Working as a Housekeeper Essay -- essays research papers Today's workers and families are overworked and stressed. After working through a 9-to-5 job, feeding and putting the children to bed, the last thing anyone wants to worry about is cleaning the house. Weekends are spent running errands and spending quality time with friends and family members. Therefore, many families are looking for outside assistance with housekeeping. In the past, housekeepers were thought of as the "hired help" and were thus treated like 18th century scullery maids. This is no longer the case. Housekeepers have reached a well-deserved level of respectability for their highly appreciated services. Starting a house cleaning business is an easy job for most people because there is very little start up cost involved. To help you get started, here is a step-by-step set of instructions to send you on your way to engaging in this highly profitable business. The first thing that you need to do before seeking out your clientele is to develop a business plan and policy. For starters, you need a name. Choose a name that denotes an air of sophistication. You don't want a name like, Tim's Cleaning Service or A-1 Cleaners. Those names are much too common and do not reflect any sort of professionalism. Try something original such as, Homestead Helpers. Such a name stands out from the many "fly-by-night" and unreliable services. Once you've chosen a name for your business, the next important step to take is to insure your business. As a house cleaner you are a sole-proprietor. This entitles you to the status of an independent contractor. This means that your profession is no different than that of a plumber, electrician, or a freelance writer. Insurance is a must have. For one thing, it eases the minds of your future clientele. Put yourself in their shoes; would you want an uninsured person coming into your home, handling your personal articles, and perhaps doing so while unattended in your home? Probably not. Having insurance will put you on top of the list for jobs, as most house cleaners do not carry insurance. The insurance will also give you piece of mind. You will not have to worry about your personal assets being seized in a lawsuit because someone accused you of stealing a family heirloom. Unfortunately, as with many service professions, dishonest people have tarnished the respectability of independent contractors, so you'l... ...ou money on graphics and design. A business card display ad catches people’s attention far quicker than a worded classified ad. Given the independent contractor status, and depending on the tax laws of your state, you are eligible for various tax deductions. For example if you own your own home, you can set up a small office space and take deductions for the square footage of the space, utilities, a computer, office supplies, phone calls, and cleaning supplies that you might purchase. Also, advertising and insurance costs are tax deductible. Many of the same deductions can be used for people who rent their home or apartment. Check with your local state's laws of taxation to see which deductions you can use. House cleaning is a highly profitable profession, with some house cleaners making $15-17 an hour, so be sure to report all of your income to the IRS. As an independent contractor, you can open an IRA account and start saving toward your retirement. In conclusion, I feel housekeeping is a respectable profession. The payment can be benevolent, and you can pick up habits for your own home, to keep a respectable looking residence. Also, no special talents or education is required.