Pearl Harbor The Causes and the Aftermath

Connective Adverbs However, Nevertheless, Nonetheless

Connective Adverbs However, Nevertheless, Nonetheless However, nevertheless, and nonetheless convey the same unexpected result. However, nevertheless and nonetheless are more formal and are usually used only in writing. These words are known as connective adverbs. In other words, they introduce an idea that connects to the preceding sentence. Example Sentences Were having difficulties with the project. Nevertheless, well finish on time.Weve been working hard all week. However, well have to continue next week as well. Sometimes its difficult to know whether to use a perfect form (Hes lived here for three years) or the progressive perfect form (Hes been working for three hours). Find out when to use either form in the past, present or future. Speaking English is not only about using proper grammar. To use American English effectively, you need to understand the culture in which it is spoken. Here are a number of important tips to remember when speaking English in the United States.

The Game of Hex - An Interim Report Dissertation

The Game of Hex - An Interim Report - Dissertation Example Project Aims/Objectives The aim of the project is to implement a Hex game using NxN board, where N depicts the number of hexes in a side. The player would be able to specify the number of hexagons on a side i.e. size of board that will be used in the game. The board would be diamond shaped. The gaming mode could also be selected i.e. the two players could be two humans, a human against the system or two systems against each other with opposite sides. The player will select a side. If white is selected, then the player himself begins, else the opponent (player or system) plays the first move. Project Requirements The requirements of this project are divided into three parts: 1. Essential requirements The development language for the project would be Java (oracle JDeveloper 11). All functionalities will be developed using JDeveloper 11. AI algorithm called MCTS algorithm shall be used to support the high level of knowledge required by the Hex game. MCTS shall be implemented on the Hex game board whereon the data structures would be transferred. The game would have playing options. These options will be implemented though MCTS. The game will be played by two human players, or one human against the system. 2. Recommended requirements A new playing mode option can be added. In this playing mode, the game would be played between two systems. Adobe flash player can be used for designing a helper application to guide computer players as to how to play the Hex game. The guide would be simple enough to assist anyone in learning the game rules and playing. 3. Optional requirement: The MCTS algorithm which is used for building this game shall be compared with another... The board is rhombus shaped consisting of an array of hexagons. The optimal suggested size for rhombuses is 14x14. However, the size could vary. After choosing a one of the two colors (e.g. black or white), each player takes turn to place a piece on any one of the unoccupied hex. The goal of the game is that a player has to connect the two opposite sides of the board with an unbroken chain of his/her colored pieces. For a player that selected white, a chain of white pieces has to run from one edge to the other. Similarly, for the player with black pieces, a connected chain of pieces has to run across the other two edges (Figure 1-a). There is no predefined path for the chain. It can freely twist and turn on its path between the two edges. The player with white pieces always makes the beginning move. The strategy of Hex is such that the winning moves may be different for every player and the game never ends in a draw. One player always wins. This is due to Brouwer fixed-point theorem for 2D squares. Computer programs where a game of two players is solved generally comprise of exploration of a hierarchy of positions on the board. This hierarchy (called game tree) is a tree with a root, where its nodes represents the valid position on the board and the edges represent the valid moves. The extensive techniques for game-tree search developed over the last 3 to 4 decades are mostly aimed at programming Chess.

Marketing Essay Example | Topics and Well Written Essays - 750 words - 31

Marketing - Essay Example ential names into best 10 names and worst 10 names; (2) selection of best 4 and worst 4 from the initial group; (3) select one from the best 4 and one from the worst 4; and finally, (4) indicate the reasons for the specific choice. In alternative 2, there are five stages, to wit: (1) rate the 20 names according to extremely appropriate name and extremely inappropriate name using the seven-point semantic differential scale; (2) respondents are asked to spray the contents of the product at the back of their hand or their arm; (3) a repetition of the rating approach indicating the appropriateness of the name using the same polar descriptors; (4) indicate intent and interest to purchase according to Definitely Would Buy or Definitely Would not Buy; and finally, (5) indicate the reason for the choice in name in terms of appropriateness for insect repellants and in specific scent. After evaluating both alternatives, one would recommend Alternative 2 because aside from indicating the appropriateness of the name as generally perceived for insect repellants, the alternative provided the option for customers to experience and use the product and again, to rate it afterwards. This stage enabled the customer to rate the intention to purchase the product which is a crucial element for its potential performance when launched in the market. The data from each method is important in screening the most appropriate brand name as perceived by the target market. As averred by Kotler (1980), â€Å"in developing a brand, the manufacturer has to establish the brand’s quality level and other attributes that will support the brand’s targeted position in the marketplace† (368). By identifying 20 potential brand names, respondents were given an appropriate number of choices to select from. The different stages from the two alternatives were effective in sorting out, those name that were perceived to either be most appropriate for the brand or least appropriate for the brand name. As

Thomas King's Truth about Stories and Its Impact on Social Workers Assignment

Thomas King's Truth about Stories and Its Impact on Social Workers - Assignment Example I think this is a message that is especially important for social workers to keep in mind as they struggle to help those who are not a part of the dominant culture or socio-economic class. One thing that makes Kings message so effective is the personal tone in which he tells all his stories. He frequently speaks to the reader and is not shy about telling us when he is aiming for a story-telling tone. In the first chapter, he tells two different creation myths, one Christian, and one Native. The tones he uses to tell them are very different, as he points out afterwards. â€Å"In the Native story†, he says, â€Å"I tried to recreate an oral storytelling voice and craft the story in terms of a performance for a general audience† (King, 2003, p.22). However, the Christian version told with a less playful tone, used a â€Å"sober voice† which â€Å"makes for a formal recitation but creates a sense of veracity† (King, 2003, p.23). Kings stories in the book usually use a mix of these two tones, and the result is one which speaks directly to people and seems realistic without being unengaging. Also, the storytelling tone is part of the problem King wishes to speak about, that Native people are never really taken seriously and understood from their own points of view, but lumped into one big category, Native, and viewed as a sort of childish un-advanced race of people. As he says of his Native creation myth, â€Å"the conversation voice tends to highlight the exuberance of the story but diminishes its authority† (King, 2003, p.22-23). This, usually in the guise of focusing on Native performers who had to struggle to figure out whether they were still Native Americans or something else entirely, is a central theme throughout the book, along with the stereotyping that causes this main problem.

Introduction Of Information And Communication Technologies Commerce Essay

Introduction Of Information And Communication Technologies Commerce Essay In this era of modernisation, Information and Communication Technologies (ICT) play a vital role in businesses and firms of all sizes. The term ICT has progressed and evolved to include many aspects of computing and technology, and has indeed become very distinguishable. In this essay, the ways in which the introduction of ICT affects power relations in the workplace will be discussed. First, a definition of the phrases ICT and power relations in the workplace will be provided. In what follows, I will establish the particular effects that ICT directly brings to the workplace namely surveillance, a change to organization structure, increased communication as well as how it skills and deskills workers. Explanation on how these effects subsequently affect power relations in the workplace will then be provided. The Information Technology Association of America defines ICT as the study, design, development, implementation, support or management of computer-based information systems, particularly software applications and computer hardware. ICT involves converting, protecting, transferring, keeping and receiving information. This is all done with the aid of computers and software. On the other hand, power refers to the ability to translate influence or make a difference. The actions of one person affect that of another. According to Foucault (1988), within the field of power relations, what one person does affects a second, which affects a third, and so on. The characteristic of power relations is that, as agents in the structure, some men can more or less determine other mens conduct, but never exhaustively (David Owen, 1994). Power relations precipitate all the strategies, the networks, the mechanisms, all those techniques by which a decision is accepted and by which that decision could not but be taken in the way it was. Foucault goes on to say that Power relations are multiple; they have different forms, they can be in play in family relations, or within an institution, or an administration or between a dominating and a dominated class. In this essay, it can be summarized that power relations in the workplace means the ability to affect how other people w ithin the workplace do work. Surveillance The introduction of Scientific Management, also known as Taylorism saw an era where managers strived for control over workers. The introduction of ICT to the workplace has allowed managers to practice methods of worker surveillance that have never been seen before. ICT has given managers the ability to pry on their staff by doing things like keystroke counting, listening in on phone conversations (to monitor quality of service provided by staff), telephone call accounting (registering information about the time, duration, destination and cost of phone calls), entry and exit controls using smart cards (which give information on staff whereabouts), electronic cash registers and product scanning systems (provides details on who handles what merchandise, volume handled and how efficiently), the reading of electronic mail and the use of video cameras for video surveillance (After ILO, 1993, pp. 12 13). In the past, managers were only able to monitor the performance of whole departments by monitoring things like quantity and quality of products produced. However, new information technologies have enabled employers to gather highly detailed performance related data regarding not only the work but each individual worker itself. This can now be done on a minute by minute basis and often without the employee being aware (Gandy, 1993; Lyon, 1994). The information gathered by managers is most of the time too overwhelming to go through stringently. Power relations become relevant when this vast information about worker performance is collected. This is because managers must now decide if or how to use the information gathered on worker performance. Due to the economic demands to become more efficient and more profitable, managers are pressured to use the information at hand to hopefully enhance performance and efficiency of workers (Susan Bryant, 1995). Managers or employers will be able to take courses of action based on the worker performance information. For instance, reprimanding individual employees for dismal performance or changing standard operating procedures. One of the side effects of this is that it legitimizes decisions to further intensify worker surveillance for the benefit of profitability and efficiency. Modern surveillance in the workplace can be modelled after Jeremy Benthams Panopticon the prison complex designed whereby prison guards would be able to watch prisoners without being watched back (Zuboff, 1988). Nevertheless workplace surveillance using ICT differs from Benthams Panopticon because workers are certain that they are being watched all the time. The constant visibility and unverifiability that employees experience through workplace surveillance may have significant positive implications on the way they work (Zuboff, 1988, p. 321). A phenomenon that Zuboff refers to as anticipatory conformity often happens because of the mere existence of surveillance. Since workers are aware they are consistently being watched, a culture of self discipline tends to take place to reduce the risk of unwanted discovery. This is interesting because it allows change in the way workers work without management having to take extra action. This worker self discipline helps prove Foucaults argument (1979) that sooner or later, individuals become bearers of their own surveillance. (Lyon, 1994, pg. 133) Even if workers dont willingly self discipline themselves, it is highly likely that because of the readily available system generated information about each others performance, peer surveillance and intervention will get to them before management intervention will (Laabs, 1992; Lyon, 1994). As employees become more and more accustomed to surveillance methods, employees may be able to get away with doing less by working around existing sys tems to avoid detection. However, such occurrences are deemed to be less likely to happen compared to trends of conformity (Zuboff, 1988). It may also be argued that surveillance encourages workers to work harder and to become more productive as their efforts are now more easily recognized by management. This means that individual workers are more likely to be rewarded for putting in extra effort. Furthermore, employees are less likely to be put at fault for the wrongs of others. This phenomenon also happens automatically because of the existence of surveillance in the workplace without any direct intervention from management (Zuboff, 1988). The last two points show how the existence of ICT in the workplace (which allows for worker surveillance) may allow for management to relax control over workers and at the same time expect positive returns whilst having to exert less authority or power in the workplace. Communication and Organization Structure The introduction of ICT has allowed us to interact at almost same speeds a matter of seconds regardless of whether we are a few meters or a few miles away from one another. In the past two decades following the birth of utilities like e-mail and ultra fast internet connections, the workplace has experienced a significant change in operating procedures and structure due to this advancement in communication capabilities. Firms are now able to function on a transnational basis. Managers from firms are able to operate from their home countries without having to incur the financial, physical and opportunity cost of leaving their home country (or at least less often). The ability to communicate over distances and at such great speed has allowed managers to run things thousands of miles away on a real time basis. The complexity of a firm may change from that of vertically complex to horizontally complex due to the ability of managers on top of the hierarchy to communicate with more people at a greater ease. The need for extra layers of hierarchy to delegate tasks becomes unnecessary because of better communication technology. Workers at the lower end/bottom of hierarchy may find it easier to pitch ideas because there may be less red tape to go through before their idea can be proposed. On the other hand, CEOs may find that instructions are conveyed to their subordinates more clearly and effectively because these instructions need not be passed on to too many levels of management before it reaches everyone. The ability to communicate with ICT may also affect the centralization of a firm. A centralized firm is one where decisions in the organization are concentrated at one point. The introduction of ICT will become a catalyst to the decentralization of a firm (John Bratton, 2007). With ICT, it is much easier for senior management to solicit information and ideas from workers down the hierarchy. This is because, as mentioned, the means of communication make conveying and soliciting an idea much simpler than before. Prior to this, a physical meeting with high level management would be needed to pitch an idea; which means that it would virtually be impossible for a low rank worker to contribute any ideas to the firm. With the improved ability to communicate amongst workers and management, senior management might be willing to give more decision making autonomy to workers since their input would be more accessible. This has a major impact on power relations in a firm because communication ma y allow for control to be relaxed as decision making input may come from both sides of the hierarchy. Having said that, the extensive use of e-mail and electronic communication in the workplace means people seldom ever have to meet (Argyll and Cook, 1976). Not physically meeting takes away the ability to analyze the personal construct of others (Adam Webber, 1981). Personal construct theory deals with a range of professional social skills that enable people to analyze interactions from different perspectives and make judgements about peoples personalities and meanings. These skills are drawn from physical interaction with individuals. The effects of this are adverse because little or no consideration will be taken about workers feelings and personality. Deskilling and Enskilling Argument Deskilling is defined as a reduction in the proficiency needed to perform a specific job, which leads to a corresponding reduction in the wages paid for that job (Bratton, 2007). In the Taylorist context, the deskilling argument focuses on the division of mental and physical labour and the breaking up of complex tasks into smaller, more discrete ones. The logic of capitalist production requires the constant transformation of techniques of production. This involves an increase in mechanization, automation which results in the displacement of skills (Penn Scattergood, 1985). The workforce becomes even more degraded and deskilled. For instance, fast food or retail outlets have electronic tills that scan, calculate and tell the cashier how much money to return to the customer as change. The cashiers job is repetitive, relatively simple and easy to keep an eye on because everything is electronic. The main goal of this is to not only ensure worker efficiency but to increase the degree of control the management has over workers. Very little is taken into consideration about worker satisfaction or fulfilment. Harry Braverman notes that the goal of the labour process under capitalism is to generate managerial control for maximization of efficiency and profitability (Glenn and Feldberg, 1979). Due to the fact that workers under this condition only concentrate on specific tasks, they lack the skills to do things out of their job requirement, perhaps because they have neglected and hence have forgotten about those skills. On the other hand, let us consider the enskilling argument. Enskilling is described as changes in work often involving technology that result in an increase in the skill level of workers (Bratton, 2007). Many individuals would have been retrenched due to technology making certain manual jobs automated. However, for those who still have their jobs, their job scope would have increased. ICT enables more people do more things. For instance, an editor in a publishing house in the 1970s would only have enough expertise and minutes in a day to be in charge of reading and editing hand written manuscripts whilst having to send them back and forth to the author through traditional postal mail. With ICT, manuscripts may be written, edited, and transmitted digitally; which saves time. ICT also makes it easy enough for the 21st century editor to acquire other hands on skills such as video editing and graphic design; tasks that would have formerly been left to specialist in those fields. In addition, one would be would be required to exercise many other discrete competencies such as copy editing, marketing skills and negotiating ability (Barry, Chandler, Clark, Johnston, Needle, 2000). Here, it is possible to notice an increase in skill variety, task identity and task feedback. The increased skill of the worker allows managers to give more autonomy to them. This effectively means that management may loosen its control over workers relaxing power relations between management and workers. However, some have argued that this enskilling of workers allow managers to control workers to a higher extent because tasks are now centralized on less individuals compared to when they were spread out over large amounts of people in scientific management. Conclusion I have displayed how the introduction of ICT to the workplace has caused an increase in worker surveillance, a greater capability to communicate and the enskilling/deskilling phenomena. I have then shown how the mentioned effects of ICT have affected power relations within the workplace by altering the magnitude (increase and decrease) of control, authority and influence management has over workers.

The Repetitive, Meditative Style of Lawrences Birds, Beasts, and Flowe

The Repetitive, Meditative Style of Lawrence's Birds, Beasts, and Flowers D. H. Lawrence is not a formalist. He derives his free verse style from prolonged experience with imaginative essays in which he objectively and vividly contemplates things, people, and places in their singleness rather than in their relationship to each other. Lawrence's purpose, according to Gilbert, is "knowledge through meditation": he essays "to know something . . . intuitively . . . obliquely . . . fragmentarily; not through orderly ratiocination, but through emotional perception." As his style developed, Lawrence's essays became "increasingly idiosyncratic, increasingly elliptical, spontaneous and jazzy, as though reflecting the process rather than the product of thought." Gilbert finds Birds, Beasts, and Flowers, Lawrence's sixth volume of poetry, written in a "casual, improvisational, unfinished style" that "functions not only as a means of communication but [also] as a process of discovery" (131-32). Building on Gilbert's studies, an examination of "Fruits," the first sequence of the nine-part Birds, Beasts, and Flowers, reveals that Lawrence's repetitive, meditative style employs three types of repetition. "Fruits," an archetypal sequence about eating fruit and being changed by its magical properties, admits readers into Lawrence's meditations and his Blakeian journey to the natural world (Gilbert 333). The poet/narrator tantalizes his prissy countrymen by suggestively dangling fruits that hold "a secret that can be experienced with the senses, but cannot be grasped intellectually" (Lockwood 105). Lawrence accomplishes his poetic journey through revisions of myths. The opening poem, "Pomegranate," which alludes to the myth of Pers... ...h life with "family and friends" (Unterecker 241). Works Cited French, Roberts W. "Lawrence and American Poetry." The Legacy of D. H. Lawrence, Jeffrey Meyers, ed. New York: St. Martin's P, 1987. 109-34. Gilbert, Sandra M. Acts of Attention: The Poems of D. H. Lawrence. Carbondale: Southern Illinois UP, 1990. Lawrence, D. H. Birds, Beasts, and Flowers. New York: Thomas Seltzer, 1923. Lockwood, M. J. A Study of the Poems of D. H. Lawrence: Thinking in Poetry. Houndsmills, England: MacMillan P, 1987. Murfin, Ross C. The Poetry of D. H. Lawrence: Texts and Contexts. Lincoln: U of Nebraska P, 1983. Unterecker, John. "Of Father, of Son: On "Fergus Falling," "After Making Love We Hear Footsteps," and Angling, a Day." On the Poetry of Galway Kinnell: The Wages of Dying, Howard Nelson, ed. Ann Arbor: U of Michigan P, 1987. 227-41.

Stigma in retirement

Introduction:Company retirement is no longer stigma in today ‘s universe. More and more people are go oning to work after retirement age for a assortment of grounds. No uncertainty for a big figure the chief ground for working after retirement age will be fiscal, but for others accomplishing a balance between work and place life is an of import issue. Some people do really see the chance of halting work wholly as a chilling option and many will ease their manner into retirement by go oning to work but with more flexible or parttime hours. There are around 6 1000000s people between the age of 50 and retirement age still actively employed.Theory:Mortgages No Longer a Stigma in RetirementReflecting a monolithic alteration from the anterior coevals when a major end of retirement was to â€Å"burn the mortgage, † more than 55 per centum of boomers surveyed who presently hold mortgages do non be after to pay their mortgages off until their 70s, if of all time. This tendency wa s most marked in the Western US, where 31 per centum of those with mortgages do non of all time intend to pay them off, compared with 25 per centum in the South, 18 per centum in the Midwest and 11 per centum in the Northeast. Of the 500 boomers surveyed about two-thirds presently have mortgages on their abodes. The staying 3rd either rent or do non hold a mortgage. â€Å"Contrary to conventional wisdom, mortgages can really be a wealth-building tool for boomers throughout their retirement years†.In add-on to their revenue enhancement benefits, mortgages help liberate up financess that otherwise would be tied up in belongings ownership for investing in equities. 1 ) The normal retiring age for lasting employees is 60 ( 60 ) old ages. The retirement age of 60 ( 60 ) for ATS staff must be enforced, as agreed by Finance and General Purposes Committee, Mona, at its meeting held on September 27,1999. 2 ) An employee may be retired before the age of 60 ( 60 ) if he/she is found to be enduring from a chronic medical status, or is for good handicapped and, as a consequence, is unable to to the full or decently dispatch the undertakings, responsibilities and duties of his/her occupation, or comply with the footings and conditions of his/her employment. The effectual day of the month of retirement is the staff member ‘s sixtieth birthday. Therefore, the last on the job twenty-four hours would be the twenty-four hours on which he/she attains the age of 60.PensionMembers of staff who were employed and lending to the pension strategy prior to August 1, 2002, can bespeak a ball sum payment of their employee and employer ‘s part or purchase a pension with the returns from his or her Old-age pension. Members who joined the strategy on or after August 1, 2002 may merely buy a pension with the returns from their old-age pension.HealthThe University covers the full cost of wellness insurance for retired persons who are in reception of a pension from the University. Impermanent employment beyond retiring age may be granted up to the age of 65 ( 65 ) . In really exceeding instances, the University may see impermanent employment beyond the age of 65 ( 65 ) , but non beyond 70 ( 70 ) old ages. Retirees may merely be retained where the station has been advertised and a suited replacing is non found. If a suited replacing is non found and the retired staff member is to be re-engaged, there must be a interruption in service for a lower limit of two ( 2 ) hebdomads. The retired person will be issued a particular Contract for services by the Human Resource Management Division with footings negotiated between the retired staff member and the University. These footings will include an across-the-board amount, which will non needfully be the same as those for a regular staff member. Under this contract, the retired person will be engaged to supply specific services to the University under specific footings of mention. This contract should be of a fixed period non transcending one ( 1 ) twelvemonth and will include an terminal of contract tip of 10 % of the contract amount.The granting of such petition for re-employment is at the discretion of the University.The Finance and General Purposes Committee, Mona, established the following standards to be applied purely beyond 65 ( 65 ) old ag es, but laxly between 60-65 old ages.The employee must hold rendered outstanding service in a peculiar field and should hold demonstrated a proper work attitude. This should be clearly stated in a particular rating of the employee by the Head of Department and should be supported by a summarised research into the employee ‘s record by the Human Resource Management Division.The employee must be in a province of physical/mental fittingness, grounds of which should be corroborated by the employee ‘s medical history as recorded in his/her file.The Head of Department must be able to bespeak that the work of the Department would be adversely affected if the cognition, accomplishments and experience of the employee were non retained.Re-engagement of a retired person is capable to a satisfactory medical report..1. Normal IncreasesIf an employee is granted extension of assignment on a annual footing the Head of Department should do a recommendation for the granting of any one-yea r increase.2. Long Service AwardAn employee ‘s impermanent service beyond retirement will be regarded for the intents of finding eligibility for Long Service Award.3. Educational FacilitiesA retired person who is appointed on a impermanent contract beyond the retiring age, along with his/her wife/ hubby and/or kids, who has been accepted for entry to the University are exempt from paying tuition and scrutiny fees.4. Commissariats in the event of DeathThe University will pay to the widow or widowman, or if there are orphan dependent kids, to a legal guardian for their benefit, a particular grant of an sum equivalent to one twelvemonth ‘s wage at the rate at which a deceased employee on impermanent contract beyond retiring age was paid as at 1st August predating decease.PensionAt retirement, members of staff are paid the accrued value of their Federation Superannuation Scheme for Universities ( FSSU ) financess. If the member of staff is tenured and has served for more tha n 10 ( 10 ) old ages continuously with the University, an appraisal is done and, if necessary, a auxiliary pension is provided.HousingRetired members of staff who were housed in University lodging instantly prior to the effectual day of the month of their retirement, are allowed to stay in University adjustment for up to three months after retirement, nevertheless, they would be required to pay a monthly lease at the appropriate commercial rate.Book GrantStaff members traveling on retirement may utilize, within one ( 1 ) twelvemonth of their retirement, the balance of the Grant credited to their history at the day of the month of retirement.HealthThe University covers the full cost of wellness insurance for retired persons who are in reception of a pension from the University. Personal Rewards Outrank Economic Rewards as Reason to Work More than three quarters ( 76 % ) of boomers surveyed who are still working program to go on working after age 62, the age when they are eligible to have Social Security. A singular 40 per centum program to go on working into their 70s. For those who will go on working past age 62, the major ground cited ( 72 % ) to go on working was for the â€Å"intellectual and societal stimulation† work provides, followed by the end of keeping criterion of life at 51 per centum and to avoid tapping into nest eggs at 41 per centum. The form was the same for those be aftering to work into their 70s, with three quarters be aftering to maintain working for rational and societal stimulation and 39 per centum to keep their criterion of life. Economicss are non the primary ground these flush boomers are go oning to work. They are making the highest degree in their callings, doing more money, learning and developing the newer members of our workforce—work provides satisfactions good beyond their demand for income. Of those taking the study, 29 per centum describe themselves as being retired in the conventional sense, while 71 per centum are still employed. But in Britain retirement is non a stigma.They can non be denied from the occupation on the footing of age.Your Right to WorkRegulations in Britain mean that an employer can non know apart against workers on the evidences of age. These ordinances were brought into consequence in 2006 in order that older people have the same rights to employment, preparation and grownup instruction. It is improper for an employer to utilize age as a ground for favoritism on the undermentioned points: –Deny person preparationPrevent publicityDismiss person from their employmentDeny employment to personRetire person before the province employment age or the company ‘s ain retirement age without a valid groundHowever, an employer still has the right to decline person over the age of 65 or over said employer ‘s usual company retirement age, and they do non necessitate to give any grounds or justifications.Working and Your State PensionIf you are go oning to work after retirement age so you can either claim your pension or postpone it. If you choose to take your pension subsequently so you may be able to acquire a higher rate of pension subsequently on, or you may be able to take the deferred sum as a ball amount. The ball amount will be nonexempt but will hold added involvement and so you can get down having your normal pension. If you are sing either of these options so you will necessitate to detain claiming your pension for at least five hebdomads in order to have the higher rate. For the ball amount you will necessitate to detain for at least 12 back-to-back months.Finding WorkThere are eternal possibilities for older workers when it comes to happening employment. Many older employees wrongly assume that they will be passed over in favor of younger employees but this is non ever the instance. Some employers look favorably on older workers due to their dependability, accomplishments, and the fact that they take less ill clip than younger employees. There are authorities strategies specifically designed to assist older people find employment such as New Deal 50 Plus and New Deal for Disabled People. These strategies are designed to assist older people who are happening it hard to obtain employment or happening employment that pays a nice pay. Job-sharing is besides an first-class manner of working part-time or working to more flexible hours ; you can ever inquire your employer if they would see flexible hours. Asked about their figure one calling end over the following five old ages, most boomers ( 53 % ) will go on making their current work until they retire, while a one-fourth of boomers are seeking continued growing in their current callings. Merely 10 per centum citation â€Å"to halt working† as a end.Voluntary WorkVoluntary work is an first-class option if you are sing go oning to work after retirement age. Although normally unpaid, you can derive valuable new accomplishments, and some voluntary occupations will pay revenue enhancement free disbursals or reimburse your disbursals. Volunteer occupations can include working for the Citizens Advice Bureau ( CAB ) , working in tourer information offices and charity stores, voluntary drivers, or you can even go a local council member. Continuing to work after retirement is a popular and good pick for many older workers. The retirement age is merely a guideline when it comes to work there is no ground why you can non work long past retirement age if you are healthy and able to.Private Investment Accounts Fund RetirementsAsked what the chief beginning of support for retirement is, the largest figure of boomers ( 31 % ) cited investings outside of a retirement program as the â€Å"principal† beginning that will fund their retirement. â€Å"This happening supports the importance of keeping a robust personal investing program throughout a life-time, † says Jim Bell. â€Å"To have a comfy retirement, this coevals must augment traditional tax-deferred retirement nest eggs programs and pensions, with their ain investing program — ideally by using a healthy mix of equity investments.† Baby boomers ranked the â€Å"principal† beginning of retirement support as:Investings outside of a retirement program: 31 %Pension program: 23 %Company-sponsored programs such as 401 ( K ) : 19 %Individual Retirement Account ( IRA ) : 17 %Social Security: 4 %Survey MethodologyThe Affluent Boomer Survey was conducted by Opinion Research Corporation from April 1-6, 2008, among a random sample of 500 grownups comprised of 250 work forces and 250 adult females who were born in 1948 and have investible assets of $ 1 million or more. Bell Investment Advisors offers investing direction, comprehensive fiscal planning, and career/life planning services to assist investors be after and accomplish their personal and retirement ends. The house manages more than $ 500 million for its more than 650 clients. In 2007, Bell Investment Advisors was named one of the Bay Area ‘s 100 Fastest Turning Privately Held Businesss by the San Francisco Business Times for the 4th twelvemonth in a row.

HRM 592 Week 5 Mini Paper Essay

Walmart currently employees more that 2 million people worldwide in their more than 10,000 retail stores, strategically located in 27 different countries worldwide (Walmart Inc., 2013). In 2012 the company reported earning well over 400 billion dollars (Walmart Inc., 2013; â€Å"Walmart- Refocus,† 2006). Here in the third week of the needs assessment being conducted on behalf of our client Sams’s Club a division of Walmart Inc., the focus surrounds the collection and its analysis. Following the collection of data and a meeting was held with Sam’s Club management and a recommendation was made based on this analysis. The recommendations made was based on the findings generated from random customer satisfaction survey, selection process for focus groups, identifying and documenting key organizational objectives through questionnaires and surveys, collecting and tabulating responses from returned email questionnaires conducted over a two week period. As the world’s largest retailer, Walmart still faces the potential of not having the relative flexibility to act swiftly in response to changing global markets, fostering a universal company culture in all its locations, addressing the high rates of turnovers, or providing the same level of customer service and productivity globally. Realizing that there are several areas that need to be address using data collected from several source, random customer survey, employee surveys and questionnaire, small focus groups, the data determined the best approach to achieving improvement in alignment with the company’s goal is to address the issue of poor job satisfaction, which data indicates is a direct result of high turnover rates seen by Walmart. According to one finding although the retail giant has continued to grow and expand it US market shares an increase of 13 percent in the past five years, workforce in Walmart stores, and Sam’s Club has fallen by about 1.4 percent during that same time (Ungar, 2013). The growth of the organizations has continued, however, the workforce needed to effectively meet the needs of the customer has been overlook. Based on the employee surveys, workers feel overworked, undervalued, underpaid, unclear promotional pathway, especially females. The 2001 PeopleSoft employee data release by Walmart, shows that women are represented a disproportionately higher rate than males in positions that pay an hourly rate, while men are represented at the higher salaried management positions (Drogin, 2003). References Berr, J. (2013). Who’s right about Wal-Mart’s customer satisfaction? Retrieved from http://money.msn.com/now/post.aspx?post=32a76b45-56ae-48d4-999e-05d807af1ca8 Lifestyle Statistics > Walmart Stores > Number of SAM’S CLUBS (most recent) by state . (2013). Retrieved October 11, 2013, from http://www.statemaster.com/graph/lif_wal_sto_num_of_sam_clu-stores-number-sam-s-clubs Walmart Inc. (2013). Experience Walmart’s History. Retrieved from http://corporate.walmart.com/our-story/heritage/history-timeline

buy custom The Canadian Tourism Human Resource essay

buy custom The Canadian Tourism Human Resource essay In any part of the world tourism is a very dynamic sector that needs a lot of staff to succeed. Tourism needs people in all aspects of the tourist circuit and this poses an insatiable demand for the well trained personnel. In British Columbia, the human resource challenge brought about by dynamism is the fact that not many people working in the tourism sector have been specially trained. One may find a professional waiter taking on the duties of an usher when the demand arises. Some professionals are only needed when the demand arises and as such they result in taking on other jobs to fend for their families. According to Tourism Industry advisory council. (2006) most of the tourists visiting British Columbia are people who have prior experience in tourism having visited other parts of the world. They tend to compare the services offered in British Columbia with those they experienced elsewhere. This comes in total disregard to the numerous new opportunities and experiences that the country has to offer. The human resource well conversant with the country is thus found to be wanting in the eyes of the frequent traveler. Most of the people that work in the tourist attraction areas, in British Columbia have had no prior training in professional colleges. Rather, they have been trained on the job in the relevant institutions where they work. The human resource is rich in experience but lacks the fine touch that professional school training can offer. More and more establishments are beginning to value the training that comes with attending one of the few approved tourism colleges in the country. There are a couple of internationa training colleges that offer various courses covering the hospitality and tourism sectors present in British Columbia that train students. However, due to the dependability on seasons of the tourism sector in the country, most of them end up finding work in foreign countries. This is because competition is more dynamic in foreign countries leading to better pay for the graduates. This is not good for the long run since the tourism sector will end up lacking professionally trained staff (Propel Industry Credentials, 2008). There is also a large discrepancy in the employment numbers through the different sectors in the tourism industry. For instance, according to Canadian Tourism Human Resource Council (2011) the accommodation services required more than 66,000 members of staff as compared to 43,500 in 2001. The problem with this growth pattern is that it is unstable and as such it can record substantial increases in some years and steep declines in the following years. Another factor affecting the human resource in British Columbia is the inability for the sector to attract large numbers of talented individual to pursue careers in tourism and hospitality. This is mainly because the sector is still struggling and people look into pursuing strongly cemented careers that will guarantee success in both monetary and career growth aspects (McCallum, 2009). The food and beverage sector attracts more employees than any other sector in the tourism circle. Preliminary data for 2001 shows that tourism related employment in British Columbia stood at 14% of the overall employment in British Columbia. The rates have increased over the years to stand at 18% in the year 20099 (Canadian Tourism Human Resource Council, 2011 and The Canadian Tourism Human Resource Council and Capilano College, 2001)). This is evidence of the growth in the tourism thus it is important for the industry players to ensure that their establishments are ready to cater for the growing numbers. Tourism has also continued to attract tourists into British Columbia increasing at a rate of 11% in the last decade (BCJobs.ca , 2010). The larger numbers of these tourists are those who are attracted into the country for adventure tourism activities like skiing and golf. These are occasional adventurers who in turn require part time staff to take care of their needs during these ti mes. The tourism sector thus has to be flexible enough to accommodate these needs (Industry Canada, n.d). Projections have shown that employment in this sector is likely to reach 37,700 by 2012 and increase by a further 10,600 through to the year 2020. The annual employment growth rate is projected at 4.2%, though this figure is slightly below the growth rate experienced in this sector during much of the early 2000 (Go2, n.d.). The projections show numbers well above employment growth rates for other areas of tourism related industries. In conclusion, it is important for the industry players to take into account the different needs of tourists who frequent British Columbia and adjust accordingly (Kootenay Rockies, 2007). This will ensure that the current human resource remains employed and relevant in the sector if the tourists keep coming. Tourism is a very viable sector the world over and the staff in this sector need to be well taken care of to ensure that they remain in British Columbia to serve within it own boundaries (Victoria, 2006). Buy custom The Canadian Tourism Human Resource essay

Industrial Revolution as a Trigger of Great Britain's Growth Research Paper

Industrial Revolution as a Trigger of Great Britain's Growth - Research Paper Example The improved military capability of Britain resulted in dispersed troops searching for cover. This scattering and its impact on command power were counteracted by the invention of the telegraph. With this improvement in British armed forces came an increase in the claim for order. Hence, the transformation in the industrial power of Britain influenced their military skills. Strategies and shrewdness became less significant than productivity and supply capacity. This also relates to the available combatant population as, increasingly, recruits came to be viewed as quantities much like ammunition replacement and bullet consumption. The bigger the military force, normally coming from a bigger population base, the higher the number of fatalities it would be capable of maintaining, enlarging the odds of victory. Â   Military production was an industry that rewarded innovation. In other major industries, traditional entrepreneurs were hesitant to invest in novel process technology. The government invested in the military industry and was indifferent with the production technology provided that the goods were finished and delivered on time. Numerous technological improvements, such as iron production, the use of machine implements, and conveyer belts, were initiated through military manufacturing. The technology built for the military industry then spread out into the civilian economic sector. And since it was at the time a verified technology patron who was usually vigilant were eager to invest into these enterprises which rather than dispensing iron to produce guns now transformed iron ore into pots and stoves.Iron manufacturing received special treatment from the military industry; appropriate coverage necessitates that one monitors the military uses to which iron was placed. This is particula rly significant since the yield of the iron industry in the eighteenth century went for fairly diverse uses than those related to the modern military industry.

Multicultural Education Essay Example | Topics and Well Written Essays - 1750 words - 1

Multicultural Education - Essay Example The school principal is Lisa Nelson deputized by Brooke Newell. The school has 57 staffs and 694 students. The school neighborhood is surrounded by resources that are of the essence in the promotion of multicultural education. Some of the resources that promote multicultural education in the Pearland community are local parks, restaurants, school community centers and neighborhood libraries. Pearland community has among the best parks in Texas State. The parks provide residents with a place to walk and enjoy. Centennial Park is located at 3219 McLean road Pearland, TX77581. It is one of the resources that tend to boost multicultural education. People from different social standings, culture and race meet here. They talk to each other and learn a lot from the others. Students too from various schools meet here during holidays and is, therefore, a wonderful place to get to know about other people in the neighborhood. Shadow creek ranch nature trail located at 1801 kindly Drive Pearland, TX 77584 is another resource that is so vital among the people in the Pearland community as it tend to attract many families especially during weekends. It provides an opportunity for them to share their experiences and achievements. People get to know each other and learn from one another, hence promoting multicultural education. Families should be able to visit such a place and get to explore their world ( Pearland Focus Magazine).