Prettie Brianna Essay Example for Free

Prettie Brianna Essay Name_______________________________________________Date_____________________________ 1. Show the social classes in ancient China from most important (top) to least important (bottom). 2. Why did the amount of land owned by each aristocrat decrease over time? Each aristocrat divided his land among his sons so each generation owned a smaller fraction of the original land 3. How did farmers in ancient China increase the amount of productive farmland? They built terraces into the mountain slopes 4. What three (3) farming methods helped farmers in ancient China grow more food? a. Terrace farming b. irrigation c. pest control 5. How do you write the number 328 using the Chinese numbering system? ______________________________________________________________________________ 6. What is the English number for ? ______________________________________________________________________________ 7. Which philosophy encourages followers to concentrate on duty and humanity? Confucianism 8. Which of ancient Chinese philosophers do you think would be most popular in the world today? Explain why you chose this philosopher. ____________________________________________________________________________________________________________________________________________________________ ____________________________________________________________________________________________________________________________________________________________ ____________________________________________________________________________________________________________________________________________________________ ____________________________________________________________________________________________________________________________________________________________ 9. Why did Hanfeizi believe that people needed laws and punishments? To force them to do their duty 10. Describe the concept of filial piety? Family members placed the needs of the head of the family above their own 11. Why did many aristocrats favor the philosophy of Legalism? It emphasized force and power and did not require leaders to show kindness or understanding to their subjects 12. Compare the three main classes of Chinese society Chinese Society| Aristocrats| Farmers| Merchants| Land owners and nobles| Paid aristocrats for their land use | Provided goods and services to landowners| Upper class| Middle class | Lowest class| 13. How did Daoism differ from Confucianism? Confucianism encouraged people to work hard to improve the world while Daoism taught that people should give up their concerns about the world and seek inner peace Supposed you could interview Confucius about his concept of duty. Write five questions (Q) you might ask him about the subject. Also include how he might answer (A) 14. Q__________________________________________________________________________________________________________________________________________________________

Introduction To Workforce Diversity Commerce Essay

Introduction To Workforce Diversity Commerce Essay Workplace diversity refers to the extent to which an organization is culturally diverse. Cultural diversity includes the range of ways in which people experience a unique group identity, which includes gender, sexual orientation, race, ethnic and age. An organizations culture tends to determine the extent to which it is culturally diverse. In a journal entitled  The multicultural organization, by Taylor Cox, Jr., Cox talks about three organization types which focus on the development on cultural diversity. The three organization types are: the monolithic organization, the plural organization, and the multicultural organization. In the monolithic organization, the amount of structural integration (the presence of persons from different cultural groups in a single organization) is very minimal. In the United States, this organization usually represents white male majorities in the overall employee population with few women and minority men in management jobs. The plural organization has a more heterogeneous membership than the monolithic organization and takes steps to be more inclusive of persons from cultural backgrounds that differ from the dominant group. The multicultural organization not only contains many different cultural groups, but it values this diversity. Benefits 1. It helps motivating employees. 2. It enhances the innovation and creativity of employees. 3. It helps in reducing cost. 4. It creates flexibility in the organization. 5. Immediate access to problem solving. 6. Easy transfer of knowledge. 7. Better marketing structure. 8. Innovative work environment. 9. Immediate outcomes. 10. Fulfillment of social responsibility. 11. It helps attract and retain employees. Challenges Miscommunication and lack of understanding is bound to happen in diverse workplaces. Having a policy of diversity and utilizing team-building exercises can help employees learn to communicate and respect each other. Diversity training should be implemented from the top through the bottom of the company hierarchy. Employees are more likely to consider policies fair if those policies can be seen firmly in place at the manager level. Having zero tolerance for harassment and discrimination can help companies avoid costly lawsuits. Action Steps First, assess your companys diversity across all departments. It may help objectivity to hire an outside consultant to perform a diversity assessment. Document what things you want to change, and then make a plan to start diversifying your business. Set up reasonable goals for your company; you may want to revisit your companys policy of diversity every quarter or annually. Be aware of the difference between pursuing workplace diversity and affirmative action. Affirmative action, which is the process of considering a persons racial background during the hiring process, has been challenged in the courts. The Supreme Court has generally frowned on workplace quotas. Employers should be careful to avoid reverse discrimination during the staffing process. For example, pursuing workplace diversity is not the same as having positions that are only open to women or people of color; this is illegal. [Cultural bias  is an additional factor which challenges culturally diverse work environments. Cultural bias includes both  prejudice  and  discrimination. Prejudice refers to negative attitudes toward an organization member based on his/her culture group identity, and discrimination refers to observable adverse behavior for the same reason Another challenge faced by culturally diverse organizational environments is  assimilation. Assimilation into the dominant organizational culture is a strategy that has had serious negative consequences for individuals in organizations and the organizations themselves. Those who assimilate are denied the ability to express their genuine selves in the workplace; they are forced to repress significant parts of their lives within a social context that frames a large part of their daily encounters with other people. She goes on to mention that People who spend significant amounts of energy coping with an alien environment have less energy left to do their jobs. Assimilation does not just create a situation in which people who are different are likely to fail, it also decreases the productivity of organizations. (WIKIPEDIA) EVOLUTION OF WORKFORCE DIVERSITY http://www.ehow.com/about_5066229_characteristics-workplace-diversity.html Workplace diversity was first encouraged in the U.S. by the passing of the Equal Pay Act in 1963. This law required equal pay for men and women performing the same job. The Civil Rights Act of 1964 prohibited discrimination based on race, color, religion, sex or national origin. This included making hiring or firing decisions based on these backgrounds. So far, sexual orientation is not one of the federally protected categories under equal rights laws. However,  businesses may incorporate sexual orientation consideration when embracing workplace diversity.]] IBM first company to start work force diversity http://www.citehr.com/46309-ppt-managing-diversity.html IBM figured in the Fortune magazines list of Americas Most Admired Companies in the year 2004. It was appreciated for recruiting and retaining the best talent across the world. IBM actively encouraged recruiting people from various social and cultural backgrounds irrespective of their age, sex or physical status. In the same year, IBM had developed a talent marketplace to effectively manage its workforce. The marketplace supported employees to find the most suitable job across different organizational units within the company. The ranking was based on eight variables like employee talent, innovation, use of corporate assets, social responsibility, quality of management, financial soundness, long-term investment value, and quality of products/services5. Later, in the 1970s and 1980s, as IBM started operating in other countries outside the US, it actively promoted diversity. The company developed a well-structured diversity policy and implemented it within the organization. During the 1990s, diversity council and network groups were formed to promote diversity In the early 2000s, a skilled workforce was one of the key differentiators for a successful IT company. IBM gave importance to not only recruiting and retaining the best talent but also to managing them in such a way that wastage of skills was reduced. In 2004, IBM developed Human Capital Management Services software to implement a talent management model within the organization. According to analysts, IBMs focus on talent management enabled the company to utilize its workforce properly and also to assess its future talent needs. They felt that the best practices in talent management could be further used to formulate and implement succession planning and leadership development strategies. Work Force Diversity at IBM Diversity at the work place in the US originated from the concept of EEO in the 1940s. At IBM, Watson Jr. issued the first equal opportunity policy letter in 1953. Later, it came under government compliance under the Civil Rights Act of the US in 1964. With the onset of globalization in the 1980s, organizations initiated efforts to broaden their marketplace. In an attempt to sustain themselves amidst the continuously increasing competition, they started doing business across the world. This trend made it important for them to focus on diverse cultures across borders in order to offer products and services that suited the specific needs of different markets. LITERATURE REVIEW In todays society, cultural diversity is at the highest point it has ever been. As companies are becoming more diverse, it is becoming more important for them to understand and manage that diversity. People of different backgrounds, races, ages, sex, and/or religions create a diverse workforce. There is an importance of having a diverse workforce in order to provide better performance overall. With a diverse workforce, there arises a need for new management strategies, which require organization leaders and managers to know the differences among their employees and to know how to handle situations involving these differences. As Dr. Sondra Thiederman, a leading expert in workplace diversity, stated, whether you are a business owner, executive, salesperson or customer- service professional, your success will increasingly depend on your ability to function in a culturally diverse marketplace (Thiederman, 2000).   The growth in diversity is continually on the rise. Today, one in four people in this country belong to a minority or are foreign-born (U.S. Census Bureau, 2001). These minorities are considered include any person who is not a white-male. Women today, who currently make up less than half the work force, are expected to fill 65 percent of the jobs created during this decade (Jackson et al., 1998).   Cornell Cooperative Extension, February 1998 http://www.joe.org/joe/1998february/a1.php Strategies for recruiting a diverse workforce are illustrated by case examples from the three stages in Cornell Cooperative Extensions staffing process. Organizational change to address diversity and pluralism requires a change in organizational culture. In the process of recruiting staff from diverse backgrounds, Cornell Cooperative Extension is creating new rules to become more inclusive. Implications indicate that retaining staff from diverse backgrounds needs to be as high a priority as recruiting them. Preparing the workplace to support staff from diverse backgrounds requires greater attention. Changing organizational behavior is the first step in creating a workplace that supports diversity and pluralism. Strategies for helping organizations become more inclusive are reviewed.  Workplace diversity means new opportunities for both employees and employers. As organizations such as Cooperative Extension move into the 21st century, it is imperative to capitalize on the talents of employees from diverse backgrounds because it is their differences that enrich us, expand us, [and] provide us the competitive edge ALLIED SOFT( www.microsoft.com/casestudies) need to develop and manage your globally dispersed and diverse workforce more effectively without sending your costs sky-high. To do that, you need scalable, advanced people management technology that drives your HR strategy across culture, nation and language so you can efficiently manage your workforce, no matter where in the world they may be. By Juliet Midgley and Rae Lewis http://www.onlineethics.org/cms/10977.aspx Adjusting to diversity involves developing a new corporate culture that will work naturally for all. This culture has not yet been fully developed, although companies such as Honeywell, Aldrich Associates, and Pacific Bell are making the effort. According to Robert Roosevelt Thomas, pioneers will be needed to forge and solidify this new area of management and business. He envisions that diversity will be fully achieved and effectively managed only in such a way as to get from a heterogeneous work force the same productivity, commitment, quality, and profit that we got from the old homogeneous work force. Creating diverse workforce greatest challenge for global firms By  Ã‚  Ã‚  IANS Tuesday,17 June 2008 http://www.siliconindia.com/shownews/42798 Creation of diverse workforce would be the greatest challenge for corporations in a globalised world, Infosys Technologies chairman and chief mentor N.R. Narayana Murthy said here Saturday.As corporations grow and globalise, I am convinced that the greatest challenge they will face will be the creation of a diverse workforce, Murthy told shareholders at the companys 27th annual general meeting (AGM) for fiscal 2008.   In a bid to address the daunting challenge, Infosys has built a global base to grow in the future, with over 91,000 employees from 70 nationalities working across 90 countries. During 2007-08, the company recruited a record 33,177 people against its projected hiring plans for 25,000.As a global firm with a multi-cultural, multi-ethnic workforce and delivery centres, Murthy said the IT bellwether had taken several measures to create a high-level of diversity in its workforce by enhancing its recruiting efforts in different countries.Though Infosys receives a whopping one million job applications every year, just 2.3 percent of them are offered employment. We continue to hire from the best universities the world over and train them in our global education centre at Mysore in Karnataka. The first batch of graduates from Britain were hired in the last fiscal, Murthy pointed out.Riding on the success of its hiring and training programmes in Britain and the US, Infosys plans to extend the same to many other counties to build a world-class global workforce. Murthy also informed the shareholders that the education centre at Mysore, about 140 km from Indias IT hub, would be one of the worlds largest such facility where 13,000 graduates can be trained at a time, with about 500 faculty rooms and 10,300 residential rooms. Infosyss Globalization Strategy Posted in:  Ã‚  Business  Monday 23rd, June 2008 http://blogs.siliconindia.com/RajSheelvant/P0wU18365916020 Creation of diverse workforce would be the greatest challenge for corporations in a globalized world, says Infosys Technologies chairman and chief mentor N.R. Narayana Murthy according to Silicon India article Creating diverse workforce greatest challenge for global firms. The only way to overcome ethno-centric corporate culture is to have multi-ethnic and multi-national top executives.  Infosys needs to create diversity at the top executive level first.  That will have a long term affect of neutralizing ethno-centric corporate culture and building a truly global organization.  That is the  onlyway for Infosys or any other company to achieve globalization strategy. Globalisation and workforce diversity: HRM implications for multinational corporations in Singapore. http://www.thefreelibrary.com/Globalisation+and+workforce+diversity:+HRM+implications+for-a0166537374 This paper presents findings based on a study involving local and foreign medium to large-sized multinational corporations (MNCs) in Singapore. The findings highlight the connection between the stages of organisational development, headquarters-subsidiary orientation, and increasing workforce diversity in MNCs. The following section discusses the political, economic and social imperatives in the Asia-Pacific region as regional political and business leaders emphasise on strengthening institutional capacities to develop and implement effective strategies and practices that will provide a foundation for human resources development in response to globalisation (Asia-Pacific Economic Cooperation, 1999, 2000a/b, 2001a/b). Subsequently, this will bring about significant organisational changes in firm structures. This study examines the impact of globalisation in Singapore as a result of such regional developments. The justification for the study in Singapore stems from the fact that it is strategically positioned in this particular region, whereby the nations leadership have placed much emphasis on strengthening institutional capacities to develop and implement effective national policies and strategies that will provide a foundation for continuous economic growth in the 21st century.   Attahir Yusuf International Journal of Management and Enterprise Development 2005 Vol. 2, No.2   pp.  240 256 (http://www.inderscience.com/search/index.php?action=recordHYPERLINK http://www.inderscience.com/search/index.php?action=recordrec_id=6313prevQuery=ps=10m=orHYPERLINK http://www.inderscience.com/search/index.php?action=recordrec_id=6313prevQuery=ps=10m=orrec_id=6313HYPERLINK http://www.inderscience.com/search/index.php?action=recordrec_id=6313prevQuery=ps=10m=orHYPERLINK http://www.inderscience.com/search/index.php?action=recordrec_id=6313prevQuery=ps=10m=orprevQuery=HYPERLINK http://www.inderscience.com/search/index.php?action=recordrec_id=6313prevQuery=ps=10m=orHYPERLINK http://www.inderscience.com/search/index.php?action=recordrec_id=6313prevQuery=ps=10m=orps=10HYPERLINK http://www.inderscience.com/search/index.php?action=recordrec_id=6313prevQuery=ps=10m=orHYPERLINK http://www.inderscience.com/search/index.php?action=recordrec_id=6313prevQuery=ps=10m=orm=or) The study explored workforce diversity in the under-studied Arabian Gulf. Specifically, it investigated what small enterprises are doing right with respect to workforce diversity and what they are not doing right. It also studied the relationship between motivation to diversify, level of education, gender and level of workforce diversification in small enterprises. The result indicated that the organisations are doing much more towards diversification and there is also a positive and significant relationship between education and the level of workforce diversification in the SME sector. Diversified firms are also reported as recording higher performance levels compared to non-diversified firms. Human resource practices and workforce diversity:an empirical assessment . Author(s):  Brian DNetto, Amrik S. Sohal,1999 http://www.emeraldinsight.com/Insight/viewContentItem.do;jsessionid=6296A766136AA92DD3DBF557AE9AFEC8?contentType=ArticleHYPERLINK http://www.emeraldinsight.com/Insight/viewContentItem.do;jsessionid=6296A766136AA92DD3DBF557AE9AFEC8?contentType=ArticlehdAction=lnkhtmlcontentId=848256HYPERLINK http://www.emeraldinsight.com/Insight/viewContentItem.do;jsessionid=6296A766136AA92DD3DBF557AE9AFEC8?contentType=ArticlehdAction=lnkhtmlcontentId=848256hdAction=lnkhtmlHYPERLINK http://www.emeraldinsight.com/Insight/viewContentItem.do;jsessionid=6296A766136AA92DD3DBF557AE9AFEC8?contentType=ArticlehdAction=lnkhtmlcontentId=848256HYPERLINK http://www.emeraldinsight.com/Insight/viewContentItem.do;jsessionid=6296A766136AA92DD3DBF557AE9AFEC8?contentType=ArticlehdAction=lnkhtmlcontentId=848256contentId=848256 Workforce diversity has become an important issue in Australia. This study examined the extent to which human resource management practices were being used by organisations in Australia to manage workforce diversity. The study also assessed the perceived challenges and benefits of diversity in the workforce. The findings of this study indicated that overall, management of workforce diversity is only mediocre. In particular, inadequate diversity management practices were found in the areas of recruitment and selection and training and development. As migrant employees do not create any problems and are very compliant, the challenges that workforce diversity presents does not receive adequate attention by organisations in Australia. However, these organisations seek several benefits from their multicultural workforce. by Carol T. Schreiber , Karl F. Price , Ann Morrison In the early 1970s, labor demographers were observing changes in the composition of the U.S. workforce that were expected to modify domestic employment patterns in the coming decades. In 1976 a Conference Board report forecast that the 1980s decade would see higher percentage increases in labor force participation rates for white women and minorities than for white men given continuation of current trends (Lecht, 1976, p.8). When the mid-1980s arrived, demographers, noting that anticipated workforce changes had occurred, predicted further acceleration of the trend by the milestone year 2000. Workforce 2000 projections forecast continuing increases in labor force participation for previously under-represented demographic groups, especially women and people of color. These projections indicated that by the year 2000, working womens representation in the labor force would increase to 47% (of the labor force); African-Americans to 12%; Hispanics to 10% and Asians to 4%; building on tren ds already apparent in labor force participation rates (Fullerton, 1989). R. M. Wentling, N. Palma-Rivas There are numerous ways in which diversity has been defined, there is no definition that fully includes all the characteristics that a diverse population may bring to the workplace. It also showed that there are many forces that are driving diversity issues in organizations. For example, there is a significant increase in women and minority populations in the workplace; Americans continue to mature; an increasing number of minority youths are becoming part of the workforce; gay men, lesbians, and bisexual individuals are becoming an important part of the workforce and marketplace; people with disabilities are also increasingly entering the labor force; and more business is becoming global. This literature review indicates that the demographic composition is affecting not only the makeup of the labor workforce but also the makeup of the marketplace. Therefore, having a diverse workforce and managing it properly is perceived as a competitive strategy that can not only help attract diverse customers but also employees who have different perspectives that can contribute to the creativity of the organization. This review also indicated that researchers have found that an important reason for implementing diversity initiatives in organizations is to improve corporate productivity and profitability. Ongori Henry and Agolla J. Evans University of Botswana, Botswana.Accepted 27, June 2007 The extent to which managers recognize diversity and its potential advantages and disadvantages defines an organizations approach to managing the diversity (Adler, 1997). No organisation in this world of globalisation would survive without workforce diversity. It is the duty of the management to critically evaluate the benefits of workforce diversity in their organisation. On the other hand the management should put in place conditions which would enhance the workforce diversity in their organizations, more especially in their strategies formulation on the diversity of the workforce. Hence, with the diversity of the workforce, the organisation would be internally and externally competitive. Although, the process of diversification of organizations has six stages: denial; recognition; acceptance; appreciation; valuing; and utilization (Porras, 1991). It is believed that organizations should put in place strategies to enhance workforce diversity. In terms of organizational learning, organizations are still stuck on the problem of getting people to value diversity and have not yet determined ways to utilize and exploit it COMPANIES HANDLING WORKFORCE DIVERISTY ATT Commitment to Employees ATT realizes that diverse, talented and dedicated people are key to a companys success. The companys philosophy is to provide employees with continued opportunities to grow and develop their careers. Management is charged with successful implementation of various diversity initiatives as part of this philosophy. ATT leaders are expected to understand the importance of cultural competency. Training and Career Development We want to help our people grow and develop in their careers. In 2008, we invested $244 million in employee training and development programs and an additional $25 million on tuition reimbursement for employees. And 100 percent of our employees receive regular performance and career development reviews. Employee Resource Groups At ATT, Employee Resource Groups (ERGs) are affinity groups open to all employees. The ERGs support our commitment to diversity and inclusion through efforts in the workplace, the marketplace and the community. Were proud to work with these groups to further the goals, values and interests of both our employees and our company.   GENERAL MILLS http://www.generalmills.com/corporate/commitment/workforce.aspx We believe that diverse teams create more and better solutions. A diverse work force helps us stay ahead of our competitors through growth and innovation. Employee Networks General Mills Employee Networks provide a supportive, positive forum for developing, sharing, and exchanging information and ideas. They support our strategic work force objectives by: Attracting and retaining a highly talented diverse work force. Creating and maintaining an inclusive work force environment. Providing a voice to our leadership regarding barriers and opportunities. Providing a support system and forum for exchanging information and ideas. American Express American Express was well known in American corporate circles for its commitment to diversity. The company not only made a conscious effort to recruit a diverse workforce, but it also created a work culture where diversity was valued and promoted. This case discusses the diversity initiatives of AmEx. It talks about how the company partnered with several profit and non profit organizations to ensure that it had access to a diverse pool of candidates in its recruitment efforts. It also talks about the culture and policies at AmEx that ensured that diversity was promoted in all parts of the organization. The case concludes with a commentary on the extent to which the diversity initiatives were successful at the company, in the light of a law suit filed by some women employees against the discrimination they faced. Diversity at Amex Diversity was an integral part of the culture at AmEx. AmEx believed that focusing on diversity was one of the ways to gain competitive advantage in the rapidly expanding global markets.   Having a diverse workforce allowed AmEx to obtain a better understanding of the varied markets it operated in. Diversity has been defined in various ways by experts. The narrow definition, the one pertaining to the Equal Employment Opportunity Commission (EEOC) in the US, defined diversity in terms of gender, race, ethnicity, nationality, age, religion, and disability. However, over the years the concept of diversity widened to include parameters like marital status, language, sexual orientation and tenure with the organization. AmEx embraced and promoted diversity in the broad sense, and its diversity initiatives covered a large number of groups including women, minorities, senior employees, people with disabilities, and homosexuals. ACCENTURE DIVERSITY Accenture is passionately committed to cultivating a diverse workforce both because its the right thing to do, and its a key element of achieving high performance, said Armelle Carminati-Rabasse, Accentures managing director of Human Capital and Diversity globally. Our company comprises people from a wide range of cultural, educational and geographic backgrounds-people who are able to challenge conventional thought, offer unique perspectives and generate innovative ideas. Our rich diversity is part of what makes our company strong. GOOGLE DIVERSITY Diversity plays a large role in the way were developing our engineering organization around the world. Were building a large worldwide office presence to establish ample global representation among our engineers, and were applying that same focus to establish a balanced representation of employees at Google. In the end, these efforts help us more accurately and relevantly represent our users, and our continued success depends on the best minds working from different perspectives and insights. Alan Eustace Google SVP, Engineering Research INFOSYS DIVERSITY Globalization has changed the character of the modern workplace global companys employee base should reflect the diversity of the world it serves. Infosys strives to employ people representing the widest possible variety of nationalities, cultures, genders and gender identities, sexual orientations, employment histories, and levels of physical ability. In doing so, the company is able to recruit new employees from all available global talent pools and provide paths to employment to all members of world societies, including talented individuals from groups who may have in the past been underrepresented within the IT industry. Within such a diverse company, people bring to the workplace contrasting opinions and worldviews. As these people interact, they develop new ideas, methods, and perspectives. Infosys recognizes and promotes this power of diversity to drive innovation. Infosys actively fosters inclusivity across all of its business units and in every one of its company offices. It encourages all employees to focus on the commonalities they share and leverage their differences towards productive teamwork. Inclusivity ultimately makes for a more informed and sensitive employee base that is better able to serve clients. Infosys was the first Indian IT company to establish a company office to manage and drive all company initiatives dealing with diversity and inclusion. Today they have employees from over 70 countries. Women constitute more than 32% of their workforce. TCS DIVERSITY Diversity in companies is no longer about being melting pots, but being salad bowls, according to Grady Searcy. We want people to retain their identity yet be integrated into the company Currently, 7.5 per cent of our workforce consists of non-Indians, said Mr. S PADMANABHAN,EXECUTIVE VICE PRESIDENT and head Global human resource, TCS said while speaking at the NASSCOM HR Summit on `The War for Talent held recently in Chennai. In a session on managing cross-cultural teams, speakers emphasized that managing a diverse workforce is no longer a choice, but an imperative. The Indian workplace is no different from global MNCs.TCS has announced plans to hire about 4,000 people from across the world. DIVERSITY MANAGEMENT AT HYATT HOTELS Formation of diversity councils at thecorporate and hotel levels Provide scholarships for minority students pursuing degrees in hospitality management Partnerships with national minority organizations. Create action plans to increase women and minority representationat all management levels. Creating a diverse workforce is visible in the faces of the total workforce. Hyatt Mumbai has 46% females. At managerial position 37% are females. Training allows the employees to work more efficiently by developing effective management practices to include treating others with dignity and respect Training allows the employees to work more efficiently by developing effective management practices to include treating others with dignity and respect Reliance Energy Management Institute (REMI) looks after the training of the managerial staff Versova Technical Training Centre (VTTC) looks after the training of the technical staff Managers can also have special training programs arranged if required by the employees. It forms a connecting link between the regular workers and the upper management. The contract labours have unorganized labour unions to solve their problems. Diversity- The India Inc. Way Bharti Enterprises and American Express have mandated their recruitment agencies to have 25 % and 33% women candidates at the interview stage. Infosys BPO employs 112 people

Graduation Speech :: Graduation Speech, Commencement Address

Will you be who you were meant to be, or will you be who everyone wants you to be. It is up to you to decide your destination, but it is the events along the way that shape the final outcome. As we sit here at graduation, having suffered and prospered through four years at County High School, it is hard to forget the memories we've shared. At the same time, it is easy to see how the past four years have shaped who we are today and impacted our future forever. Who can forget being a freshman: finally out of middle school, we took on the world in a school of 1,400 that was only suited for 900. We've sat in not only moldy portables but also condemned bleachers, seen rusty water, squished together in the gym to display our spirit and learned what it means to truly work hard. We took the challenge presented to us and chose to succeed in one way or another. Whether on the playing field, in the classroom, with an instrument or in the community, the launching of our high school career began our journey and began the adventure to become our destiny. And who can forget the friendships we've made along the way? Some will last a lifetime, and some will last no longer than tomorrow, but either way, it's okay because we will forever be impacted by it. As a class, we've laughed together, cried together, skipped class, failed tests, aced tests we forgot we were taking and now, we're graduating together. Whatever the event, we did it as a whole. Through all of this, there were the teachers of Arlington High School. Of the finest quality, I doubt anyone would argue they are masters of making us mad and then being our biggest ally. Remember the sodium bomb in chemistry? How about the career search, the I search and the scholarly paper in English? We are now masters at finding the slope of a line courtesy of the math department, and who hasn't had the quadratic formula engrained in their mind? All because of the teachers who have supported us through these past years. Without them, our outcome in life would be dismally different. They taught us to be who we are and proud of it at that. And now - guess what - it's up to us. We are the beholders of tomorrow, and we determine the future.

Student :: essays research papers

Throughout the eighteenth century until the nineteen fifties, different countries have participated in the acts of industrialization and modernization more fully then others. There were many factors that permitted these countries to industrialize and modernize at a much greater pace than their significant opponents in the world industry. While rapid urbanization in Britain and dictatorship in Argentina and Russia promoted industrialization and modernization, the imperialist policies and ideas of Britain hindered industrial development in Egypt. Rapid urbanization played a very important role in the industrialization and modernization of Britain. Industrialization was a long hard process in Britain; however they were the first group of people to undergo this long process. The reason industrialization occurred in Britain was due simply to the fact that they had an astronomical jump in population. Within a one hundred year span, Britain’s population grew from 5.5 million in 1750 to over 16 million in 1851. The large population growth caused a great deal of economic and agricultural improvements for the British people. Farming was made easier and more efficient due to England undergoing a process of agricultural improvement that enabled fewer farmers to feed more people while cultivating the same amount of land. â€Å"People also migrated at an unprecedented rate- from the Countryside to the cities† (Bulliet, page 610). This caused a great population shift from the agricultural southeast to the midlands and t he north. Due to the fact that people started to search for jobs, a large portion of the population started to migrate to the midlands and the northern parts of the country; this gave a large source of inexpensive labor for the rich business owners to profit. (Bulliet, pages 609-612) A great deal of the British Industrialization was involved in the cloth and clothing industry. Britain was importing raw material such as cotton and silk from India, mass producing it, and then selling it back to India for an enormous profit. Now that urbanization brought a huge amount of the labor force to the factory towns and cities, this made it so that Britain could now produce more and more cloth and before they even knew it they were the largest producers of cloth in the world. (Bulliet pg.610) Historians propose a number of reasons for the cause of industrialization and modernization in Britain. Among the most persuasive is the enormous increase in food production following the establishment of the enclosure laws of the

Criteria for Performance Evaluation Essay -- Human Resource Management

Introduction Human resource policies and procedures are the most important aspects of developing acceptable organizational behavior in an organization. This is because mutual well-being, confidence, trust, and intelligence of all members of the organization determines the success of the organization hence the need to pay critical attention to it. The mid-sized manufacturing plant’s engineer hired for the modification of the plant had positive job performance credentials but poor interpersonal relations and tidiness at work place. This situation put the plant manager in a difficult position when it came to developing a well outline assessment of the engineer. Criteria for Performance Evaluation The three sets of performance evaluation mechanisms that brought concerns for the manager and the employee in the current evaluation structure included poor relationships with co-workers, personal characteristics, and behavior. These points of concern were particularly causing friction between the manager since the employee maintained that his performance was above reproach and produced results. However, despite the engineer’s concerns, the three most commonly used assessment criteria are behavior, performance standards, and skills and competency (Mayhew, 2010). Skills and competency refer to the solid technical knowledge an employee applies in accomplishing tasks. The ability to perform tasks for which one was hired and to meet organizational objectives set for him is fundamental in performance evaluation. Performance standards refer to what an employee must do to meet the manager’s expectations and normally include how proactive an employee is in handling his wo rk (Mayhew, 2010). The behavior of an employee is crucial bec... ...the use of external mechanisms on specific roles played by different employees. External evaluators minimize the impact of biases; promote strict professionalism and promotion of assessment by members of a similar profession, as well as the promotion of employee confidence in the organizations intentions. Works Cited Anonymous. (2009). Performance Appraisal Biases. Retrieved May 30, 2012, from Management Study Guide: http://managementstudyguide.com/performance-appraisal-bias.htm Kelchner, L., & Media, D. (2011). Three Common Performance Evaluation Methods. Retrieved May 30, 2012, from Small Business: http://smallbusiness.chron.com/three-common-performance-evaluation-methods-23608.html Mayhew, R. (2010). Job Performance Evaluation Criteria. Retrieved May 30, 2012, from e-How Money: http://www.ehow.com/info_8083608_job-performance-evaluation-criteria.html Criteria for Performance Evaluation Essay -- Human Resource Management Introduction Human resource policies and procedures are the most important aspects of developing acceptable organizational behavior in an organization. This is because mutual well-being, confidence, trust, and intelligence of all members of the organization determines the success of the organization hence the need to pay critical attention to it. The mid-sized manufacturing plant’s engineer hired for the modification of the plant had positive job performance credentials but poor interpersonal relations and tidiness at work place. This situation put the plant manager in a difficult position when it came to developing a well outline assessment of the engineer. Criteria for Performance Evaluation The three sets of performance evaluation mechanisms that brought concerns for the manager and the employee in the current evaluation structure included poor relationships with co-workers, personal characteristics, and behavior. These points of concern were particularly causing friction between the manager since the employee maintained that his performance was above reproach and produced results. However, despite the engineer’s concerns, the three most commonly used assessment criteria are behavior, performance standards, and skills and competency (Mayhew, 2010). Skills and competency refer to the solid technical knowledge an employee applies in accomplishing tasks. The ability to perform tasks for which one was hired and to meet organizational objectives set for him is fundamental in performance evaluation. Performance standards refer to what an employee must do to meet the manager’s expectations and normally include how proactive an employee is in handling his wo rk (Mayhew, 2010). The behavior of an employee is crucial bec... ...the use of external mechanisms on specific roles played by different employees. External evaluators minimize the impact of biases; promote strict professionalism and promotion of assessment by members of a similar profession, as well as the promotion of employee confidence in the organizations intentions. Works Cited Anonymous. (2009). Performance Appraisal Biases. Retrieved May 30, 2012, from Management Study Guide: http://managementstudyguide.com/performance-appraisal-bias.htm Kelchner, L., & Media, D. (2011). Three Common Performance Evaluation Methods. Retrieved May 30, 2012, from Small Business: http://smallbusiness.chron.com/three-common-performance-evaluation-methods-23608.html Mayhew, R. (2010). Job Performance Evaluation Criteria. Retrieved May 30, 2012, from e-How Money: http://www.ehow.com/info_8083608_job-performance-evaluation-criteria.html

What Is the Deep Web?

Andres Becerra Espinoza Ms. Mary Glenn English 10th Grade March, 21 2013 What is the Deep Web Surface Web and its Benefits There is a big influence of technology on our daily life. Electronic devices, multimedia and computers are things we have to deal with everyday. The Internet, especially, is becoming more and more important for nearly everybody as it is one of the newest and most forward-looking media and surely -â€Å"the†- medium of the future. (Markus Temmel, Martina Theuermann, Eva Ukowitz, and Tanja Vogrin 2001)The future is here, and we live it every day by waking up and grabbing the device that is nearest to us, looking at the screen and confirming that this will be a nice day. All of this is only possible because of the Internet. According to the Freesoft Encyclopedia this untouchable (maybe touchable with touchscreen devices) interactive multimedia library has made human life easier and faster for the last 18 years. It was created in 1969 by the Defense Department with the purpose of wartime digital communication. It was called the DARPA Internet Program.But the Internet as we know it now was reformed, modified,and commercialized in early 1990, and the World Wide Web (WWW) was introduced. (Brent Baccala, Kyle Hourihan, 2012) It takes about five seconds to find anything on the web. It is as easy as typing some label words, pressing the enter key, or -cliking the â€Å"search† button-, and a couple million options will appear on the screen. This process has become more simple over time and new microphone and voice recognition software enables disabled people to dictate to their Internet connected device, what is that they want to see, hear, or read.Introduction to the Deep Web But is the search engine showing all of the results available? This is a question that is rarely posed, but I found the answer, and it is: No. According to Luisiana State University, when you use a search engine like Google or Yahoo! , the information you get back is sometimes referred to as the â€Å"Surface Web† or the â€Å"Visible Web. † However, there's a lot more information out there – There are millions of web pages that Google and Yahoo can't find. That's the Deep Web.For example, a Google search will not pick up all information in the Library of Congress web pages. To find those web pages you would have to go to the Library of Congress home page and perform a search there. So, why can't you find those pages with your Google search? ; Search engines like Google cannot fid Deep Web pages because they are within specialized databases. Typical search engines simply aren't allowed to access them. The Deep Web is made up of valuable material, like the information within the Library of Congress web pages. In January 2006, Marcus P.Zillman wrote -the Deep Web covers somewhere in the vicinity of 900 billion pages of information located through the World Wide Web in various files and formats that the current search engin es on the Internet either cannot find or have difficulty accessing. The current search engines find about 8 billion pages-. (Louisiana State University, 2008) The Deep Web (also called Deepnet, the invisible Web, DarkNet, Undernet or the hidden Web) refers to World Wide Web content that is not part of the Surface Web, which is indexed by standard search engines.Mike Bergman, credited with coining the phrase, has said that searching on the Internet today can be compared to dragging a net across the surface of the ocean: a great deal may be caught in the net, but there is a wealth of information that is deep and therefore missed. Most of the Web’s information is buried far down on dynamically generated sites, and standard search engines do not find it. Traditional search engines cannot â€Å"see† or retrieve content in the Deep Web – those pages do not exist until they are created dynamically as the result of a specific search.The Deep Web is several orders of mag nitude larger than the surface So basically, the Deep Web is mainly made up of pieces of information that are not appearing in a typical Internet search because they are for private database use and are not open for the public eye. But that is not all, Deep Web also have content of its own, with servers that take advantage of the invisibility of this web pages compared to the surface web. In the Deep Web they find true freedom to post whatever they feel like posting without the restraints of any law. Deep Web ContentOffering anonymity and freedom, the Deep Web has transformed over the years into a deep, almost inhospitable, little-explored information repository that can host anything from the most innocent content to the most ruthless and unthinkable. Within the Deep Web are private intranets protected with passwords, as well as documents in formats that cannot be indexed, encyclopedias, dictionaries, and journals. (Pablo Albarracin, Christopher Holloway, 2012) But that is not all; Satnam Narang, Manager of Symantec Security Response, says that because the Deep Web is hidden from view, it is an especially attractive place for shady activities.Many cybercriminals gather in places like private forums with restricted access. Many users are already familiar with the Internet's dark side: how to download music illegally, where to see the latest movies for free, or how to order prescription drugs for a little extra money. But the Deep Web goes farther. Almost unimaginably farther. Child pornography, arms trafficking, drugs, hired assassins, prostitutes, and terrorism. all make the Deep Web the largest black market to ever exist. On the Deep Web you can find sites that sell stolen credit cards, teams that will clone credit cards through ATMs, people selling cocaine, and more,† says Dmitry Bestuzhev, director of Kaspersky Lab's team of analysts. Of course, not all uses of the Deep Web sites are â€Å"evil. † It has also been very helpful to citizens who find their personal liberties threatened, or who are being watched by government agencies. WikiLeaks is an example of one of the uses of the Deep Web. When it was first launched, and for a long time, before it became public, the WikiLeaks site operated in the Deep Web.Even today, if someone wants to blow the whistle or upload information to WikiLeaks, it is possible to publish it on the Deep Web. The diversity of things that can be found on the Deeo Web is illustated by its enormity. Michael K Bergman, an American academic and entrepreneur, is one of the foremost authorities on this other Internet. In the late nineties he undertook research to try to gauge its scale. â€Å"I remember saying to my staff, ‘It's probably two or three times bigger than the regular web,†Ã¢â‚¬Ëœ he remembers. â€Å"But the vastness of the deep web (†¦ ) completely took my breath away.We kept turning over rocks and discovering things. † In 2001 he published a paper on the Deep Web that is still regularly cited today. â€Å"The Deep Web is currently 400 to 550 times larger than the commonly defined world wide web,† he wrote. â€Å"The Deep Web is the fastest growing category of new information on the Internet †¦ The value of Deep Web content is immeasurable †¦ Internet searches are searching only 0. 03% †¦ of the [total web] pages available. † (Andy Beckett, 2009) The First Five Levels of the Deep Web Deep Web is also divided by sectors or levels in which content variates.Each level down represents a deeper type of information and is also harder to reach. In some cases, you need an invitation from someone who has permission or an account on a web page. This becomes constant since level 4. Level 1 Web – Surface Web; Reddit Webpage (social news website), Digg Webpage (social news website), Temp Email Services, Newgrounds (animations and games), Vampire Freaks (online community for the Gothic–industrial subculture), Fore ign Social Networks, Human Intel Tasks, Web Hosting, MYSQDL Databases College Campuses.Level 2, Web – Bergie Web; FTP Servers, Google Locked Results, Honeypots (traps set to detect, deflect, or in some manner counteract attempts at unauthorized use of information systems), Loaded Web Servers, Jailbait Pornography, Most of the Internet, 4chan (blogging webpage) , Freehive (weapon blog), Let Me Watch This (online free movie site), Streams Videos, Bunny Tube (pornography website).Level 3 Web – Deep Web; â€Å"On The Vanilla† Sources, Heavy Jailbait Pornography, Light Child Pornography, Gore, Celebrity Scandals, Gossiping Websites, Hackers, Virus Information, FOIE Archives, Suicides, Raid Information, Computer Security, XSS Worm Scripting, FTP Servers (Specific) , Mathematic Research, Supercomputing, Visual Processing, Virtual Reality (Specific) Tor Required After This Pont. Eliza Data Information, Hacking Groups FTP, Node Transfers, Data Analysis, Post Date Generat ion, Microsoft Data Secure Networks, Assembly Programmer's Guild, Shell Networking, AI Terrorisists, Cosmologists/MIT.Level 4 Web – Charter Web; Hard Candy (Child Pornography), Onion IB , Hiden Wiki, Candycane, Banned Videos, Banned Movies, Banned Books, Questionable Visual Material, Worldwide Personal Records, â€Å"Line od Blood† Locations, Assasination Box, Headhunters, Bounty Hunters, Illegal Games Hunters, Rare Animal Trade, Hard Drugs Trade, Human Trafficking, Corporate Exchange, Multi Billion Dollar Deals, Most of the Black Market†¦ Closed Shell System Required After This PontTesla Experiment Plans, Hardcore Rape Child Pornography, Necrophillia Child Pornography, Group Child Pornography, WWII Experiment Successes, Josef Mengele Successes, Location of Atlantis, Crystaline Power Metrics, Gandolium Gallium, Garnet Quantum Electronic Processors, Broder's Engine Plans, Paradigm Recalescence, Forward Derivatal Supercomputation, AI in a Box, CAIMEO (AI Superintell igence), The Law of 13's, Geometric Algorthymic Shortcuts, Assasination Networks, Nephilism ProtocolsLevel 5 Web – Marianas Web; Very Little People Know What Is Hidden Under This Level. Polymeric Falcigol Derivation and Quantum Computation knowledge is required to enter this level. Bitcoins, Deep Web Currency According to the Bitcoin official website, bitcoin is one of the first implementations of a concept called crypto-currency, which was first described in 1998 by Wei Dai on the cypherpunks mailing list.Building upon the notion that money is any object, or any sort of record, accepted as payment for goods and services and repayment of debts in a given country or socio-economic context, Bitcoin is designed around the idea of using cryptography to control the creation and transfer of money, rather than relying on central authorities. (Bitcoin Project 2009–2012) Bitcoins fit perfectly on the Deep Web requirements. They ensure the users anonimity and are also a stable c urrency that has been out there for about fourteen years. Bitcoin Prize is not well stablished and variates violently.A bitcoin is equivalent to approximately 14 US Dollars. But it can go as high as 54 US Dollars. Deep Web And The Law According to Chloe Spencer, the Government is very aware of the existence of the ‘Deep Web’. However, due to the intricacy of its design, they seem to be struggling to tackle the large amount of crime concealed within the dark net. An anonymous administrator of Silk Road (online illegal drug store) released a statement last year regarding the FBI’s promise to crack down on the trading of illegal products online.It said: â€Å"We will be diverting even more effort into countering their attacks and making the site as resilient as possible, I’m sure this news will scare some off but, should we win the fight, a new era will be born. Even if we lose, the genie is out of the bottle and they are fighting a losing war already. † Conclusion Ever since the first time I heard about the Deep Web, I got deeply interested and started my research on the topic. I found out and downloaded the required software, double checked that my proxy settings were well configurated. And got into my first Deep Web onion website, which was the hidden wiki.There I found plenty of information that seemed interesting, and that site provided with links too. So the first thing I looked up for was leaked cellphone technology information. Everything about the Deep Web seem to be found, I read about the precautions that needed to be done, and followed as well as I could. But that was not enough. Some day I was wandering around some links, and reading random information, when this link appeared, I had my guard down. And the link redirected me to a hardcore gore site. Those images were horrid. Since then, I have never got into the Deep Web again.It is full of great things, but it is really not worth it. I think that if international go vernments looked after the people who upload and fill the Internet with all of that morbid information. Deep Web could be a more user-friendly experience. Deep Web is not a place for everyone to be, people need to know what they can end up finding, that is the reason I liked this topic for my research paper, I would not like any of my classmates to see what I saw. Thankfully it was not something as disgusting as child pornography. But I prefer keeping my restrictions by now

Law Like love Essay

Different opinions are an aspect of life that is widespread throughout the world. In â€Å"Law like Love†, W. H. Auden intends for the reader to understand that the nature of a person’s perspective is dependent on one’s surroundings, because each person has their own view of the world, causing the formation of many different ideas and inadvertently representing a freedom of speech. Determined by physical and mental environment, an individual’s viewpoint will vary accordingly. For example, in â€Å"Law like Love† Auden writes that a carefree, out-of-doors gardener will see Law as the sun. The sun is something that is a constant component in a gardener’s life. Creating a set of rules and procedures, the sun controls plant growth and work periods, thus unintentionally asserting its power into a gardener’s life. To light- hearted, joyful children, â€Å"Law is the senses of the young†. They do not pay much attention to the responsibilities and rules of society, living in a totally different world from older adults. Acting only when their senses tell them it is justified, children live in a world of innocence. Priests, people who spend their time in church believe that â€Å"Law is the words in my [their] priestly book†. They believe that divine intervention is integrated into every person’s life; and since rules and policies had been inscribe into their â€Å"book†, everything that â€Å"book† discloses is truth, or in other words, Law. Influenced by an individual’s surroundings, the many different perspectives people experience create a multitude of diverse ideas. Ideas are born from the imaginations of people. When each person has their own views on life and how it works, then different ideas will be conceived in each mind, therefore creating countless unlike beliefs and opinions. W. H. Auden’s poem, â€Å"Law like Love† reveals the opinions of many different people on what Law actually is. The gardener believes it is like the sun, the scholars say Law is only composed of crimes, grandfather’s say it is the wisdom of the old, while judges insist that Law is only the Law. Each of these individual’s live their own lives and have different morals and principles, therefore creating different opinions. Examples of political ideas being formed are â€Å"Law is our State† and â€Å"Always the loud angry crowd, Very angry and very loud, Law is We†. This shows that even if there is a  current government who is creating and enforcing the Law, there will always be others who believe they can do better, hence the creation of political parties, all with different political ideologies. In addition to producing ideas, various perceptions and standpoints also help to promote freedom of opinion and speech. Freedom to express your feelings and opinions is a privilege many individuals possess. â€Å"Although I can at least confine, Your vanity and mine, To stating timidly†¦ Like love I say.† demonstrated that W.H Auden believed that Law was like love. He had the liberty to voice his opinions to others without fear of punishment or retribution. The other theories- â€Å"Law is our Fate†, â€Å"Law is our State†, â€Å"Law is We†, â€Å"Law is the clothes men wear†- all indicate ideas Auden had to right to share. Therefore, the sharing of different perspectives on any issue is a freedom that is constantly being promoted. In â€Å"Law like love†, the author intended for the reader to discover that ones perspective is directly influenced by one’s surroundings and environment, and can change constantly, creating many ideas and encouraging the sharing of these ideas. An important feature of life, there will always be conflicting points of views on any matter.