Smoking in public places should be banned Essay

Smoking in public places should be banned - Essay Example Thus, they become passive smokers. This argumentative paper tends to persuade the reader that smoking in public should be banned by throwing light upon the hazards of passive smoking. Just like active smokers are apt to acquire many diseases, same is the case with passive smokers especially those who are actually living with the smokers. When in public, smoking does not only irritate others but tends to impart many illnesses to those around like sore eyes, sore throat causing smoker’s cough, nausea, headache, and trouble to people with asthma. This is not fair to the non-smokers because they are inhaling smoke and impure air for no reason of their own. This smoke is of two types: side-stream smoke and mainstream smoke. Side-stream smoke is one which rises from the tip of the cigarette while mainstream smoke is that which the smoker exhales. There are around 4000 toxic chemicals and gases present in both types of smoke which when inhaled by others in public cause many illnesses . â€Å"Non-smokers can get affected by breathing in cigarette smoke at home, at work, in bars and other smoky environments outside the home†¦About 2.2 million people in UK are exposed to passive smoking in their places of work†, states Gardezi (2005, p.30). ... Those children are at increased risk of SIDS, sudden infant death syndrome; lung infections such as pneumonia; ear infections; and more severe asthma.† The 2006 U.S. Surgeon General’s report also states that second hand smoke is a major cause of sudden death in children and chances of SIDS is greater for children who are exposed to second hand smoke either at homes or in public (American Cancer Society, Inc., 2010). This is because some children are born with weak immune system while in others the immune system may become weakened due to diseases, infections and medications, states Young (2009, p.32). Toxic gases in the polluted air weigh heavily on the poor immune systems of young kids thus making them ill quite rapidly. Another hazard connected to public smoking is that it tends to inspire other immature minds like those of young kids and youngsters. Their frail minds accept public smoking as pop culture and they also start following the same trend. Mature people under stand the hazards related to smoking but young minds are not familiar with the hazardous nature of smoking. Children tend to have less-developed ability of decision-making or critical thinking so they cannot realize what is wrong with what they are watching and their minds learn or absorb every act they see. Wishik (1963) state in their research that, â€Å"As one looks around to see 18 and 19 year old boys and girls smoking, one is impressed with the number of them who have already become heavy smokers.† This increase in the number of young smokers is due to the pop culture that is imparted by their elders to them. Public smoking is an important example of pop culture that tends to destroy young minds

Leadership of Howard Schultz Essay Example for Free

Leadership of Howard Schultz Essay Howard Schultz for President? . Howard Schultz, who is a founder CEO of Starbucks has showing concern about the future of Americans. His recent activities including boycott the political donations, until Washington, D. C coming up with some real effort to reduce the debt ceiling. Disappointing with the U. S political leaders as they failing to act appropriately while Americas confidence is faltered. By looking at the past, the Starbucks CEO has indeed achieved a remarkable milestone, from a sales person in Xerox Corporation in 1979 and to today, a massive green giant astonishing leader. All this footprint certainly is not coincidence or miracles. In the past, economy volatility, US recession, consumer demand instability struck his business beyond all recognition. Despite all this pitfalls, this premium coffee maker able to embrace the resistance and continue serving quality coffee every corner till today. Looking at his context ,all these demonstrates that his business understands the concept of ostrich syndrome, meaning by burying their head in the sand when facing criticism. And such, Howard now challenge the leadership style adopted by the U.  S government by not hearing the heart of the Americans. The question here is, Can his leadership style fit perfectly in the political field? Many critics claimed this is total different ball game, not just about coffee bean. As Howard apparently lack of political experience, this has put his entrepreneur leadership into challenge. Howards leadership however substantiated by evidences, well, at least from business perspectives. In his business history , this captain well aware that customer response and satisfaction is the best business performance thermostat. But to achieve this corporate desire , will require tremendous effort, starting from top management down to every barista in Starbucks. In such circumstances, to him, everything matters, and this is not something hard to observe. This modern leadership are well played by Howard and his team throughout Starbucks business. Sourcing from Joseph Michelli- Starbucks experience, this coffee business having the capability of motivating people through powerful, emotionally engaging visions and reconciling the people needs around their organization. Starbucks management has even establish a Mission Review Committee that govern leadership behaviors and ensure commitment by their partners by listening their concern. They makes a point of listening and responding to the ideas and suggestions of partners. Clearly, Howard adopt Situational Leadership here, whereby attend the perception of the followers and to indicate how efforts directed towards wider organizational goals could align with calculations of follower self-interest. His leadership style, changes our perspectives towards leadership. Is the U. S President not doing sufficiently to address the needs of his people? Dont get me wrong. Both also are transformational leaders, is just that Howard Schultz is practicing authentic leadership, this largely due to his father losing jobs because of medical problems, since then he became passionate about a company’s need to care for its employees. On the flip side, President Obama has proved to be a very good Senate majority leader by convening committees to do the work and intervening at the end. One of this strength is tends to see issues from several vantage points at once, so maybe it is natural that he favors a process that involves negotiating and fudging between different points of view. But particular in this debt ceiling settlement, he seems to be passive. Further from the above, so what setback is facing by the President? According to the award winning author, John Kotter, in his book Our Iceberg is melting, somewhat is similar to President Obama of failure in producing short-term wins. Failure in creating some visible, unambiguous successes to his fellow Americans all these while. This eventually causing Americans losing faith and trust in his leadership. This weakness of President Barrack Obama allowing Howard Schultz leadership ability become more prominence. Howard now ultimate intention is to create more job opportunities inside U. S, which he believe will turn things around. This similar challenge faced by all the leaders around the world, no exception of the increasing unemployment rate in my country. In my opinion, to resuscitate the economy, unparallel creative leadership style is needed. Perfect example from Sternbergs propulsion model of creative leadership, Re-initiation leadership style, whereby a leap in the dark from the familiar to meet perceived opportunity, and findings ways of removing constraints to uplift current country economic condition. This is certainly not easy. Especially the effort of satisfying the needs of millions citizen in Malaysia. Perhaps, respective leaders need to learn from the green giant leader on how to surprise and delight like what he did to his Starbucks customer. This is what we hope from our leaders, an effort to put a smile on everyones face.

Types Of Organization Of Deloitte Management Essay

Types Of Organization Of Deloitte Management Essay Deloitte is a UK private company limited by guarantee, networks of members firm and refer to one or more of Deloitte Touche Tohmatsu Limited. Besides that, Deloitte provides audit, tax, consulting and financial advisory services to public and private customers. Furthermore, it globally connects with network of member firms with more than 150 countries. In additional, it has 200 000 professionals in different region. 2.1 Types of Organization of Deloitte Deloitte is a profit organization which generate profit from provide audit, tax consulting and financial advisory services to public or private customers in different industries. According to Ebrahimi, 2012, Deloitte grew with profit from 34million pound to 569 million pound. Deloittes audit business grew 663 million pound from 586 million pound in 2011, consultancy arm grew 524 million pound from 460 million pound in 2011, Tax up to 529 million pound and corporate finance grew to 402 million pound and others. So, it is a profit organization. Besides that, Deloitte is also a not for profit organization. It is providing the various integrated services such as audit, tax, consulting and finance advisory with run in complimentary events, seminars and publishes regular newsletters, article and others. Those are specific for charities and non for profit sector. According to Deloitte, 2012, Deloitte have assembled expert and specialists to advise their customers in non-profit sector. The expert and specialists team included charity tax group, ACEVO, NCVO and CFG. 2.1.1 Organization Structure of Deloitte mt_graphic_organisational_structure_2011_700x450_210211.jpg Figure 1.0 Organization structure mean arrangement of job within an organization and design it into 6 elements which work specialization, departmentalization, chain of command, span of control, centralisation or decentralisation and formalization. Deloitte have use network video conference to coordination and integration in 150 countries. According to Hamblen, 2008, Sullivan national director for business services at Deloitte said that you will forget you are being in a video conference meeting because it is much closed and experience like you are being there. It shows that the straightforward manner of video conferencing. Therefore, video conferencing is a very direct communicates method. The organization structure of Deloitte has work specialization. Deloitte assign specific job for specific person to performance in the activities. The figure 1.0 shows that marketing departments employee work for sales of Deloitte. Therefore, sales person in marketing department must have the sale knowledges. According to Kokemuller, 2012, work specialization means the workplace practise of assigning specific task to individual. By using video conferencing, manager of marketing department at UK can direct take each task and assigns to their people with specific jobs. Therefore, manager can direct assign job to their employees. Besides that, Deloitte has designed departmentalization in their organization structure. The figure 1.0 shows that Deloitte has divided into few departments such as financial, information technology, affair, human resources, office administration, marketing and talent and others. It is grouping into an area in an organization. According to Business Dictionary, 2012, departmentalization refers to allocation to work group combine in functional area in an organization. By using video conferencing, different departments can direct communicate in different countries. Therefore, it helps Deloitte to effective communicate. Furthermore, Deloitte has designed chain of command in their organization structure. According to Deloitte Greece Ethics and compliance program guidelines, 2012, manager should provide counsel or referrals as appropriate to subordinates and employees should seek guidance from supervisors. It shows that the order from the top is authority so that employees should seek. By using video conferencing, broad of director in UK direct order office of CEO in different countries to assign tasks to manager of different departments in Malaysia. Therefore, it can direct order to employees. In Deloitte, it has designed the structure into wide span of control with network. There must a manager who responsibility to manage a large number of employees with efficiency and effectiveness. The number of employees can be hundred or more than hundreds. According to Business dictionary, 2012, the number of employees that manager can directly control. By using video conferencing, broad of director in UK can direct control the office of CEO of 150 countries. According to Hamblen, 2008, Nemertes Research states that telepresence service can be in multiple locations. Therefore, employers may not misunderstand. Next, Deloitte is a decentralization organization structure. According to Deloitte, 2012, the culture and behaviours of Deloitte has 7 signals which is CHAPTER. Every capital have own meaning. For example, E equal EMPOWERMENT. It shows that Deloitte is encouraging ownership to empowering their teams. Besides that, Deloitte provide support, guidance, entrust responsibility and authority to their people. Deloittes empowerment is similar with decentralization. By using video conferencing, broad of director can direct guide and provide support to office of CEO of different countries with video conferencing. Therefore, it save the decision making time. In additional, Deloitte is formalization structure organization. According to Business Dictionary, 2012, formal structure is organization of a business that is typically hierarchical in nature. It shows that how the information flow and the decision flow including who report to whom. By using video conferencing, office of CEO of Deloitte in different countries can report to broad of director directly with video conferencing. Besides that, the decision of broad of director can send to office of CEO of different countries. Therefore, it save the information flow time. 2.1.2 Deloittes Culture There are very general characteristics that every organizational must have to look into, if not the organizational culture wouldnt incomplete. All this characteristics is important because it make the business into own way. There are 7 characteristics belong to an organizational culture: 1. Innovation and risk taking 2. Attention to detail 3. Outcome orientation 4. People orientation 5. Team orientation 6. Aggressiveness 7. Stability Deloitte is an organization with high innovation and high risk taking culture. It is because Deloitte have contract with Nortel which around multimillion dollars for provide and manage the services. So that Deloitte may able to use the Nortels global infrastructure of multimedia network operations centers to operate video conferencing. Deloitte believes that video conferencing can save on travel costs. According to Hamble, 2008, Sullivan national director for business services at Deloitte said that video conferencing can be expensive but it counts the productivity and cost of wear and tear on people. Hence, Deloitte is an organization which high attention to detail in culture. It is because Deloitte is an accountancy largest international company which provide financial advisory, audit and other. Therefore, it may attention to detail in calculation, analysis, research and others, to ensure that do not give a wrong advice to customers. According to Morgan Mckinley, 2012, typically number cruncher or accountant would like to work through problems and have great attention to detail. By using video conferencing, employees can direct communicate with others countries for attention to detail in order to complete a task. Therefore, employees will more understand. Besides that, Deloitte is an organization pays more attention to result rather than process. It is because Deloitte turns to video conferencing to cut costs and carbon footprint. Based on the calculation of Nortel, a company spend 23 million dollars on travel cost annually can use telepresence to recover as 385000 hour of lost productivity, reduce footprint by up to 4200 tons and save 7 million dollars. Therefore, Deloitte practise outcome orientation. According to Fiscal Report of Deloitte, 2009, Green meeting results in recommendations covering general planning, use of remote participation, reduction of materials consumed, catering, and post-meeting recycling. Besides that, Green Travel results in less travel. It shows that video conferencing effective alternative travel. Furthermore, Deloitte has the characteristics of people orientation in culture. Deloitte is providing a good environment for his people to workplace which is video conferencing. It because to reduce the wear and tear of the people who travel often. Besides that, video conferencing can direct communicate with different area people. From the direct communication between people will more understand and productivity. Therefore, it will improve employee satisfaction and productivity. According to People Link, 2011, video conferencing is improving the productivity of people and satisfaction of people. Next, Deloittes culture has the characteristics of team orientation. Team orientation refer to the company believe team helps to get better results compare with individual. Deloitte has the leadership team of our strategy and operation practise focuses on understanding the complex needs of customers. According to Deloitte, 2012, building out a team selling seems more effective to accomplish by breaking down the plan one step at a time. It shows that Deloitte believe than working in team is really work and effective. By using video conferencing, leader at UK can direct guide and control his or her team efficiency and effectiveness. Moreover, Deloitte is a company which aggressiveness. Deloitte will reward his employees when they are getting the job done. According to Glassdoor, 2012, Deloitte pay reasonably compensation and beat most of the competition and industry standards. Besides that, Deloitte provide wellness program for his employees health. According to Deloitte, 2010, Organizations succeeding in every way generally require a robust wellness program which comprise 7 characteristics such as vision, optimism, strong employee engagement, and an investment mentality the least are the most likely to press their advantage and pursue one aggressively. From the statement above, it can be effectiveness aggressive in an organization. In additional, Deloitte is a stability company. Deloitte is part of the Big Four international professional services network in accountancy which included PWC, KPMG and Ernst Young. It shows that Deloitte is at the cash cows state which high market share and low market growth. According to Business Dictionary, 2012, cash cow means a brand, business unit, product or services that generate large and positive cash flow. Therefore, Deloitte will maintain its stability to avoid go to dog (Declines). 2.1.3 Relationship between Cultures with Structure of Deloitte Span of control aggressiveness Formalization stability Chain of command people orientation Departmentalization outcome orientation Work specialization team orientation Decentralization innovation and risk taking Attention to detail Figure 1.1 The characteristics of organization cultures have aggressiveness, stability, people orientation, outcome orientation, team orientation, innovation and risk taking and attention to detail. Besides that, the 6 elements of organization structure have formalization, chain of command, departmentalization, work specialization and centralization or decentralization. There has a relationship between the above culture and element or structure. The relationship between span of control and team orientation can be seen through the Deloittes manager of marketing department can control the marketing team. Therefore, that shows a clear relationship between span of control and team orientation. Next, span of control also make a connection with people orientation. Deloitte should hire managers to control his employees in Deloitte because a manager cannot control 100 above employees. Besides that, departmentalization is in relationship with team orientation. In Deloitte, there has different team follow a leader or manager to work together in a particular department. So, it has direct show the relationship between departmentalization and team orientation. Furthermore, decentralization is in relationship with people orientation. It is because Deloitte empower its employees to do certain decision. It shows that Deloitte is focus on people in order to satisfaction to improve productivity. Based on the statement, it shows the clear relationship. Next, decentralization is in relationship with outcome orientation. When Deloitte empower its employees it will save the time for waiting the top management to do decision. Some more, increase the productivity of employees work. Therefore, employees wouldnt feel someone is controlling him or her. Thus, it will related to innovation and low risk taking because after Deloitte empowered employees, it will not sure whether the decision making is right or wrong. Other, empowerment may bring organization innovation by employees do something new such as from unproductivity to productivity. Hence, Work specialization is relationship with people orientation. It is because Deloitte believe people can help company to be success. So, Deloitte hire specialists and assign work to them to complete it. Therefore, Deloitte is focusing in person who is specialist. Moreover, chain of command is connection with outcome orientation. It is because chain of command is toward the authority from top management. Typically, top management will more likely to see the result or outcome only. Therefore, chain of command has a relationship with outcome orientation. In additional, formalization related to aggressiveness by rule and procedure. Normally, large company such as Deloitte should wellness program for employees. By this, employees will feel satisfaction and safe for the working environment. So, employees will feel aggressiveness and loyal to work for Deloitte. Last, formalization is relationship with attention to detail. Deloitte is formal structure so that it will easier to attention to detail for solve the problem. It is because with a formal structure will easier to investigate in details about the cause and the root of the problem should a problem arise. Besides that, it also related to departmentalization. When facing a certain problem, different department will attention in detail to get the root of problem and solve it. In Conclusion, based on the organization chart, Deloitte is a hybrid structure. Besides that, the 7 characteristics belong into Deloittes culture. Furthermore, the organization design of Deloitte is virtual design. Accoding to Rouse, 2005, virtual organization is one whose members are geographically apart, usually working by email or groupware while to appearing to other to be a single. Therefore, Deloitte use video conferencing. 2.2 Definition of management and leadership Management refer to coordinating and overseeing the work of other people so that the activities can be accomplished efficiency and effectiveness. Typically, a management should have the function managers perform approach. This approach included planning, organizing, leading and controlling. According to Business Dictionary, 2012, the coordination of the activities of a business in order to achieve the objective. It shows that an organization needs management to coordinate so that can achieve the objective with efficiency and effectiveness. Leadership mean what a leader do or the process of influence other to achieve goal. There have two types of leadership which is transformational and transaction leadership. According to Maxwell, 1998, leadership is influence, nothing much and nothing less. It shows that leadership is process to influence people. 2.2.1 Function of Management of Deloitte Deloitte want to sustain growth in the market. It designed 5 steps of strategy to achieve the goal. To develop the plan, Deloitte assign the strategies to key employees to implement. For example, increase advertising, sale staff and others. Besides that, use vision and mission to articulate the goals. According to Rothbauer-Wanish, 2009, the first component of managing is planning so that manager must determine the organization goal and how to achieve it by follow the vision and mission statement of the company. Deloitte arrange and structuring the work to different departments to accomplish the organization goal. It provides resources to particular department. For example, marketing department needs 50 thousands to make an advertisement. According to Cliffnotes, after the planning, manager need to organize the team and material based on the plan. Besides that, Deloitte has taken leading in its management. Deloitte using video conferencing to direct communicate with its employees. Moreover, it is using 5 rewards priorities to attract, motivate and retain the talent of employees. Deloitte also empowered its employees by guiding and encouraging them to do decision. According to Cliffnotes, leading involve motivating, communicating, guide and encouraging. Furthermore, Deloitte has taken the last action which is controlling in its management. It is using video conferencing to direct control his employees. By this, manager can check the result and correction the work immediately if necessary. In additional, using video conferencing will reduce the travel costs so that is part to controlling function. According to Rothbauer-Wanish, 2009, controlling involved the monitoring of the organization to make sure the goal is achieving and manager should attention to the cost and performances. 2.2.2 Transformational and Transactional Leadership Deloitte has practised the transactional leadership to its followers. Deloittes motivation system is once the employees get a certain value in fulfilling goal then rewards only can be paid. According to Management Study Guide, 2012, transactional leader trust that motivating can be through a rewards and punishment system. Besides that, Deloitte use video conferencing to guide and motivate his employees. According to Improved Employees, 2012, use every type of communicating technology to better communicate with staff in order to improving employee motivation. Next, Deloitte has also practised the transformational leadership to its followers. Deloitte is inspiring his followers to perform by empowerment. For example, after Deloitte have empowered his employees, they will feel interest toward their job and build high performance in organization. Therefore, transformational leader influence and inspire employees. According to Management Study Guide, 2012, transformational leadership motivate and empower employee to achieve goal and encourage them to transcend their own interests. 2.3 Definition of Motivation and Performance Motivation is the combination of a persons desire, energy directed and keep toward to achieve a goal. Energy refers to measure of intensity or drive. For example, dream, desire, reward and other. Then, direction means toward organizational goal. For example, what should do in order to get the dream or some work. Last, persistence is exerting effort to achieve the goal. For example, do not give up and action to do something with effort to get the dream. According to Nelson and Quick, 2011, motivation is the process of arousing and sustaining goal directed behaviour. It shows that motivation must have the 3 elements in order to be motivated. According to Oxford dictionary, 2012, performance defines as the action or the process of performing a task or a function. It can be a task or operation seen in how successful of the performed. Therefore, an organization needs performance to success. 2.3.1 The Relationship between Motivation and Performance In Deloitte, training will improve an employee to motivate and perform in an organization. Deloitte provide different training program for employees to maximizing the enterprise performance. For example, customized training, learning, human capital, management solution and others. According to Wilks, 2010, improving employee motivation to do well training is a must. It shows that training is an essential part of organization. After provided training, employees learned new things then the department will be high performance in organization. Besides that, Deloitte is empowering his employees to perform in an organization. Based on Deloittes seven signals, one of the cultures is empowerment. Deloitte believes that empower his people will get motivation and performance of employees. For example, when a team was empowered by manager, they can create their own team structure and feel comfortable so it a way it works will increase productivity. According to Management Study Guide, 2012, empowerment should be given to employees because this helps perform the task in the best possible manner. Therefore, empowerment will bring the high performance in an organization. Furthermore, Deloitte is practise the reward system to motivate employees to perform in organization. At Deloitte, they reward employees for their good work but not only reward in their salary and through other mechanisms that allow Deloitte to credit employees effort over and above expectation. According to Richards, 2012, individuals are motivated by internal and externals factors. Externals factors included rewards, goal achievement, bonus and others. It shows that during the attracting by external factors, employees will perform well in organization. In additional, Deloitte also use video conferencing to motivate employees to get performance. It is because video conferencing can direct communicate with employees. By using video conferencing, the information exchange will be more understand. Therefore, it tent to motivate or influence employee behaviour. According to Anderson, 2012, clear and honest communication help to build closed relationship between manager and employee so that it assists employees in reaching maximum productivity. 2.4 Efficiency and Effectiveness Team Based on the definition of efficiency, effectiveness and team. Team refer to a group of people work together to achieve a common goal. Efficiency team refer to the team is doing the things right. For example, a team getting job done with use the less resources possible. Besides that, effectiveness team mean the team is doing right things. For example, the team attained the goal at the end. Therefore, efficiency and effectiveness team refer to the team which is doing right things and things right. 2.4.1 Technology of Deloitte Nowadays, technology is very popular in an organization. Small organization still following but almost all the large organization must have technology. According to Hayday, 2002, one in four UK offices believes that IT is the most useful thing in workplace. It shows technology is essential in organization. Besides that, technology divides into few types: Administrative Technology- telephones, vacuum cleaners, fax machines, printer and photocopies Instructional Technology- videotapes, internet, video recording, computer software, computer Information Technology- Deloitte Facebook, Deloitte Youtube, Deloitte Talent search, Thomas international, Deloitte Web site. It shows that Deloitte has uses this 3 types of technologies in the organization. 2.4.2 Advantages of Technology Given to Deloitte The advantages of administrative technology help Deloittes team to be convenience. The multifunction printer has the features of print, scan, photocopies and fax. Deloittes team can use the multiple function of the printer during their work. Therefore, Deloitte can buy a multifunction printer to instead a fax machines, a scan machines and a photocopies machines. According to Orth, 2012, a multifunction printer offers the convenience of additional features. It shows that printer help Deloittes team to be convenience. Therefore, during the process of printing Deloittes team save time and at the end Deloittes get the job done in time. Besides that, instructional technology helps Deloittes team to increase productivity. The Video conferencing helps Deloittes team direct communicate with each other. It is because direct communicate will increase team understanding. Therefore, it is increasing productivity of team. According to People Link, 2011, video conferencing help increase the productivity of managers because typically manager travelled for a short time meetings. It shows that video conferencing instead of wasting travelling time. Therefore, the process show understanding to the team and make right decision at the end. Furthermore, information technology helps Deloitte to store information into few wed site with a lower cost. By this, Deloitte employees can search and share their information on the specific web site. For example, Deloitte Facebook, Deloitte Youtube, Deloitte Talent search, Thomas international, Deloitte Web site. Therefore, Deloittes employees can log in to the web site by username and password. According to Buzzle, 2012, information provides a low cost business option to store and maintain information. It shows that company can save cost to store information. 2.4.3 Disadvantages of Technology Given to Deloitte The disadvantage of administrative technology of Deloitte is when a multifunction printing problem occurs will totally affect other function to perform. In this situation, it will affect Deloittes employees delay their work. Therefore, when multifunction printer problem will make employees unproductivity in organization. According to Orth, 2012, multifunction printer had problem will unable to use any of the devices function. It shows that the printer stop perform and need repair. Besides that, disadvantage of instructional technology of Deloitte is high cost and unstable connection. Deloitte use multimillion dollar to contract with Nortel in order to use Nortel system to operate the video conference. In additional, the maintenance video conference would be high also. Sometimes, heavy rainy or storming will affect the stability of connection. So, it will disconnection during half meeting. According to Video Conferencing Guide, 2010, the disadvantages of using video conferencing are high cost and stability of the connection. Last, the disadvantages of information technology of Deloitte is private of the New http://www.telegraph.co.uk/finance/good-news/9481512/Deloitte-sees-revenues-jump-as-recruitment-drive-looks-to-the-future.html http://www.deloitte.com/view/en_GB/uk/industries/charities-not-for-profit/index.htm http://www.computerworld.com/s/article/9107878/Deloitte_picks_Nortel_for_managed_videoconferencing_ http://www.deloitte.com/view/en_AU/au/about-us/culture-beliefs/index.htm http://public.deloitte.com/media/0146/2009_cr_annual_report/cr_rw_iot.html http://www.peoplelink.in/advantages.html http://www.buzzle.com/articles/primary-characteristics-of-organizational-culture.html http://www.businessdictionary.com/definition/departmentalization.html http://www.businessdictionary.com/definition/span-of-control.html http://www.businessdictionary.com/definition/formal-structure.html http://www.deloitte.com/view/en_US/us/Services/consulting/human-capital/0e8c5a46db321310VgnVCM3000001c56f00aRCRD.htm http://www.glassdoor.com/Reviews/Employee-Review-Deloitte-RVW1772388.htm http://www.deloitte.com/assets/Dcom-UnitedStates/Local%20Assets/Documents/Consulting%20MOs/us_consulting_mo_EmployeeWellness_070510.pdf http://www.businessdictionary.com/definition/cash-cow.html http://whatis.techtarget.com/definition/virtual-organization http://www.businessdictionary.com/definition/management.html http://www.teal.org.uk/leadership/definition.htm http://suite101.com/article/four-functions-of-management-a113463 http://www.cliffsnotes.com/study_guide/Functions-of-Managers.topicArticleId-8944,articleId-8848.html http://work.chron.com/work-specialization-4684.html http://www.morganmckinley.ie/article/why-most-accountancy-firms-will-hire-wrong-people http://www.sba.muohio.edu/abas/1998/krokosz.pdf Greece/Local%20Assets/Documents/Attachments/Deloitte%20Greece%20Ethics%20and%20Compliance%20Program%20Guideline%20September%202012.pdf http://managementstudyguide.com/transactional-leadership.htm http://improvedemployees.com/improve-employee-motivation/ http://oxforddictionaries.com/definition/english/performance http://www.the-no-sugar-coach.com/employee-training-motivation.html http://www.managementstudyguide.com/hygiene-and-motivation-factors-for-employee-engagement.htm http://smallbusiness.chron.com/employee-motivation-empowerment-process-4843.html http://smallbusiness.chron.com/role-communication-employee-motivation-11914.html http://www.zdnet.com/technology-in-the-workplace-more-important-than-managers-3002124187/ http://www.buzzle.com/articles/advantages-of-information-technology.html http://smallbusiness.chron.com/advantages-multifunction-printers-27357.html http://www.video-conferencing-guide.org/disadvantages-of-video-conferencing.html

Archetypes in John Keats La Belle Dame Sans Merci: A Ballad Essay

Archetypes in John Keats' "La Belle Dame Sans Merci: A Ballad" During the Romantic Movement in literature, numerous writers fed off one another’s ideas; thus, creating various patterns which reoccur throughout literary works. According to â€Å"The Literature Network,† John Keats is â€Å"usually regarded as the archetype of the Romantic writer.† Therefore, Keats himself is thought to be the original model for the writer during the Romantic Era. In his poem, â€Å"La Belle Dame sans Merci: A Ballad,† Keats uses various archetypes which provide added meaning and depth to this work of literature. The archetype may be defined as â€Å"the original model from which something is developed or made; in literary criticism, those images, figures, character types, settings, and story patterns that†¦are universally shared by people across cultures† (Murfin and Ray 29). Analytical psychologist Carl Jung believes that archetypes are â€Å"embedded deep in humanity’s collective unconscious and involve ‘racial memories’ of situations, events, and relations that have been part of human experience from the beginning† (Murfin and Ray 29). Therefore, the archetype reoccurs over and over again in literary works from all time periods, such as seasonal connotations. For example, the season of spring is commonly associated with comedy, while summer is affiliated with romance. Archetypal, or Jungian, criticism focuses on the various archetypes which occur in literature. It emerged in the 1930s and primarily â€Å"focuses on those patterns in a particular literary work that commonly recur in other literary works† (Murfin and Ray 28). Northrop Frye, author of The Anatomy of Criticism, â€Å"viewed the vast corpus of literary works as a ‘self-contained literar... ...ot present within the poem, readers would not automatically associate the characters and images with a prior memory; thus, readers would not be able to become aware of the circumstances and nature of the characters quite as easily. Therefore, the archetypal characters and images in Keats’ â€Å"La Belle Dame sans Merci: A Ballad† provide important insights into the depth and meaning of the characters and occurrences within the poem itself. Works Cited â€Å"John Keats.† The Literature Network. 21 Feb. 2006 . Keats, John. â€Å"La Belle Dame sans Merci: A Ballad.† The Norton Anthology of English Literature Seventh Edition, Volume 2. Ed. M.H. Abrams and Stephen Greenblatt. New York: W.W. Norton & Company, Inc., 2000. 845-846. Murfin, Ross & Ray, Supryia M. The Bedford Glossary of Critical and Literary Terms: Second Edition. Boston: Bedford/St. Martin’s, 2003.

Prevention and Mitigation analysis Essay

Early Sunday morning, precisely January 18,year 2004, two inmates namely Ricky K wassenaar; who was serving a prison sentence of 26years and his co-inmate Steven j. coy on a long time imprisonment of life sentence both decided to escape the territory of morey unit of the prison structure, a complex situated near Arizona at an estimated distance of 50miles( approximately 80,467metres) south west of phoenix . This morey is designed for an estimated capacity of 800 inmates as against the 840 inmates it housed. At morey, the number of inmate serving life sentence and protective segregation population is the largest in the correction history of Arizona. Probably, owing to the number of inmates housed in the morey’s territory (840 inmates) which was exceeding its design capacity and ultimately because of the limited number of correctional officers placed in security of the unit, these two inmates, Ricky K. Wassenaar and Steven J . Coy, came down heavily on the correctional officers, impounded the units tower and at long last conquered the officers . This historic incident represents the longest hostage incidence in the history of the nation. As early as 2. 30am in the cool of the day, the inmates who reportedly were numbered around 19 ,working in the kitchen were released from their place of abode such that each of them could report and perform his/her functions at the money kitchen. A short while later , an approximated time of 3. 15am, correctional officers Kenneth martin and the other female civilian kitchen employee came around into the kitchen such that they could oversee and ensure that each inmate does his/her duty as expected. At this instant in time, inmate Ricky k. wassenaar and Steven J. Coy have already drawn out plans to escape the prison territory and were just about to perfect the plans . Ricky k. Wassenaar entered the office of the kitchen through an open door, he was immediately followed by his co-inmate Steven J. Coy who stood by the kitchen doorway thereby preventing entrance and exit through the only opening. Both inmates had in their possession sophisticated weapons like â€Å"shank† which serve as a major recourse for attack when the need arose. With the weapon being powerfully handled by both inmate, inmate Ricky K. assenaar attacked one of the correctional officers, martins, he was frightened to put off his uniform, an official dress to which was attached his identification card which served as an insignia of martin’s membership of correctional department of the morey’s unit . Wassenaar further ordered martins to undress his boot, an instruction which martins quickly responded to. In the same vein, the other inmate Coy also in possession of shank, the knife like weapon, became confident and consequent upon which he dragged the female correctional officer down to the room where the tools were situated . This bloody inmate having frightened the female officer with his weapon ordered her to lie down with her stomach touching the floor. He then tied her hands together with her feet using electrical cables. Having impounded martin and the female kitchen worker, both inmates made a stroll for a short period. On their arrival at the morey unit, inmate Ricky K. Wassenaar seized martins uniform and thereafter wore it on himself and in reinforcement of his escape strategies,he also shaved off his beards. He did all these so that he could disguise through every check point as a correctional officer. With wassenaar now overwhelmed with full confidence of his perfected strategies, he buzzed at martins, inquiring for the kitchen telephone number and this ill-treated correctional officer martin complied with an unusual alacrity. At exactly 4:20am of that same Sunday morning, inmate Wassenaar desperately drew close an area where red yard gate was situated, an enclosure that surrounded a foot tower of an estimated height of approximately 20 feet. At the top of this tower were two correctional officers who by name were Jason N.  Auch and Jane Auch who having looked through the screen in confirmation of the person approaching were deceived by the disguising uniform wore by inmate Ricky K. wassenaar, and consequent upon the aforementioned, they buzzed the door open. Wassenaar came as one would have expected, struck down the two correctional officers and start communicating with coy, his accomplice. The rattling of keys alerted from the kitchen alerted Kelly and Debaughed. Coy was later incapacitated by one of the officers but wassenaar later came to rescue him and led him to the tower where Coy sexually assaulted an officer by . Wassenaar started shooting sporadically at the gate to scare away other correctional officers. 4 people namely Jones debauch,sergent Andrew and Kelly Went to the outer door to lock it and ran to the dining facility while the other officers withdrew to the administration building The head count of the inmates inside the dry area was also done The tactical supporting unit then came to rescue by removing all the inmates an well as the officers from the dining facility. They later found out that 2 officers were missing. one dabbled to the deputy warden conference room to take note of the staff on ground. Later at around 7:45 am ,the likes of DPS SWAT team,TSU snipers, as well as the DPS hostage negotiators surrounded the building The support for the incidence came from no less than 16 law enforcement agents with DPS giving up to 230 officers. A total of about 75 detective agents as well as experts in the areas of surveillance were on ground The FBI sent almost 100 personnel,100 field personnel was also provided by the Maricopa county sheriff’s division The FBI officers were instructed to adopt the force oriented policies. One of the reasons that could have led the incident of the Arizona prison break was the fact that Doc officers were not well remunerated when compared to others in the same compartment This has led to economic hardship with subsequent reduction in the quality of life of the workers as well as their family Some of the sergeants openly confess their inability to afford the basic daily needs because of the meager salary saying also that most officers were less paid even than the officers that guard and supervise. It is therefore recommended that there must be a review of the salary scale and a balance should be achieved in the payment scale of the municipal, federal and county correctional officers and that of the surrounding Arizona states. Another problem that could have led to the incidence is the fact that the lowering of the Qualification standards to fill the available vacancies at the Arizona. It is therefore recommended that nothing but excellence should henceforth be promoted and upward review of the worker’s salary should be undertaken and sustained. It should also be noted that as at the time of the incidence that morey unit suffered from negligence and lack of appropriate expectation of elements of professionalism there were so many administrative blunders in the preceding years of the incidence among the staff even though the action of some of the staff members in rising to the incidence is highly commendable. The panel seeing to the events that led to the incidence noted that a lot of administrative negligence and improper supervision and action led to the incidence. It is therefore recommended that the DOC administrative director should determine if changing or substituting some staff assignments or disciplining some of the erring staff would be contributory. The pervasive nature of the incidence should be ascertained and subsequently to isolate and carry out procedures that could remedy the problem to avert future reoccurrence. It was also noticed that DOC has stopped conducting operational account audit of the facilities of the prison since 2000 and it is recommended that such practice should be revisited to ensure that proper and effective administration and management of prison facilities. There is also need for effective communication skills among the staff in order to foster prison security and operational success. Policies that favor indirect and not direct observation of the inmate and those that promote bad and ineffective communication between offenders and prison officers should be jettisoned The building and operational modus operandi should be that which support security and effective management sytem. The hostage taking event that occurred at the Morey unit of the was regrettable in history and it was catastrophic with attendant injury and irreparable loss to correctional officers and facility employees It is an eye-opener to the various challenges and jeopardy that corrections experts are battling with everyday. It is therefore important to properly and adequately fund and pay attention to the corrections operations. Good organizational quality cannot also be overemphasized encouragement and optimum investment in people involved in manning this highly sensitive sector of national security is therefore of utmost importance. Such set of individuals who have one way or the other dedicated themselves to this course should be well remunerated and properly trained and educated with nothing but very high intelligence quotient. They should be regarded as special people and treated as such. They must be compensated. I believe with these steps, future reoccurrences could be adequately averted.

Honors Program Essay Essays

Honors Program Essay Essays Honors Program Essay Essay Honors Program Essay Essay Malcolm Anomnachi UMES ID#: 1194723 Aundra C. Roberts, B. A. Program Coordinator The Honors Program/General Studies University of Maryland Eastern Shore Richard Hazel Hall Suite 2051 11868 Academic Oval Princess Anne, MD 21853 My Goals and Academic Interests There is a slogan in my country that says â€Å"A fool at forty is fool forever†; this could be explained to be an assumed concept that one who hasn’t realized his purpose or potential in life by the optimum time of his life (usually age 40), probably never will. My adolescent-hood was nothing to be proud of because I never acted like I could ever imagine myself having a successful future; I lived my life however I wanted without thinking about how my actions could affect me in the future. I was lucky to be given a second chance and since then I haven’t misused it. I have a lot of academic goals, but they shall all end up aiding me to graduate from law school. I currently finished a successful year at the University of Maryland Eastern Shore, and I must say that it was exceptionally interesting and I put all other distractions aside to make sure that I passed in flying colors. I am a Criminal Justice major and I intend to use the knowledge obtained from my degree to pass the LSAT to go law school; I also intend to work at a Criminal Justice Agency of my choice while I attend law school. I chose to pursue a career in law after I realized my strongest ground was Arguing, I participated in a lot of high school debates and I usually got in trouble for excessively quarrelling with my high school instructors on class related matters of which I had strong oppositions for. I decided to channel this negative passion into a more subtle and legal manner; I also have a long history of relatives associated with the law so I decided to continue the family tradition to become a Defense Attorney. My grandfather, who was a Chief Judge in Nigeria, died in 1996, and since then his law firm has operated at slow pace, I plan to run the place by the time I gain enough experience in the years to come and do wonderful things. I have a lot of goals that I plan to accomplish, but the one I would like to accomplish now is joining The Honors Program at the University of Maryland Eastern Shore. I am looking for students that I can acknowledge as a challenge to me and I feel that most of those students are in the Honors Program. I think that this program will bring out my undiscovered intelligence because I always enjoy acquiring new information. I think one thing my father failed to realize in his lifetime is that it’s not always about what you know, but it’s also about who you know; if this opportunity is granted to me, I can meet different people who may be able to better my life in the future. It is through this program that I intend to graduate from this university and attend law school at Cornell University, which is also associated with the Honors Program at this university, so becoming a member of this program will hopefully serve as a helpful transition. As a student, I would be lying if I said I didn’t need a help in tuition payment. I hope that joining this program and putting my best in my academic work will earn some sort of scholarship. In a nutshell, joining the Honors Program will open numerous doors for me. I am a respectful student at this school and I maintain a good relationship with all of my instructors because I know that I am practically nothing without them. I strive for nothing but the best and that is why I wish to join this program. Apart from almost becoming a member of the Men’s Track and Field team at this university, I am also a current member of the National Society of Collegiate Scholars (NSCS), so this will also be a good addition to my accomplishments in my college life. My main goal at the moment is to join the Honors Program and to excel in it so I hope you can help me accomplish this.