Real Irish Republican Army (IRA) Profile

Real Irish Republican Army (IRA) Profile The Real IRA was formed in 1997 when the Provisional IRA entered into negotiations for a ceasefire with Northern Ireland unionists. Two members of the PIRA Executive, Michael McKevitt and a fellow Executive member and common law wife Bernadette Sands-McKevitt, are the core of the new group. Real IRA Principles The Real IRA rejected the principle of non-violent resolution that formed the basis of the ceasefire negotiations. This principle has been stated in the six Mitchell principles and the Belfast Agreement, which would be signed in 1998. Real IRA members also objected to the division of Ireland into a southern independent Republic and Northern Ireland. They wanted an undivided Irish republic with no compromise with Unionists – those who wanted to join in a union with the United Kingdom.   A Violent Approach The Real IRA used terrorist tactics on a regular basis to hit economic targets as well as specific symbolic human targets. Improvised explosive devices and car bombs were typical weapons. The Real IRA was responsible for the Omagh bombing on August 15, 1998. The attack in the center of the Northern Irish town killed 29 people and wounded between 200 and 300 others. Reports of injuries vary. The devastating attack prompted severe hostility toward RIRA, even from Sinn Fein leaders Martin McGuinness and Gerry Adams. McKevitt was convicted for directing terrorism in 2003 for his participation in the attack. Other members were arrested in France and Ireland in 2003. The group also involved itself in hunt-and-kill missions aimed at drug dealers and organized crime.   The Real IRA in the Millennium Although the Real IRA fractured considerably with the passage of time, MI5 – the UKs intelligence agency – called it the UKs primary threat in July  2008 based on surveillance evidence. MI5 estimated that the group had about 80 members  as of July 2008, all willing to conduct bombings or other attacks. Then, in 2012, the splintering RIRA merged with other terrorist groups with the goal of forming what the new group called a unified structure under a single leadership. The move is said to have been prompted by McGuinness shaking hands with Queen Elizabeth. In keeping with RIRAs vigilante efforts against drug dealers, one of these groups was Radical Action Against Drugs or RAAD.   Both RIRA and the media have referred to the group as the New IRA since this joining of forces. The New IRA has said that it intends to target British forces, police and the Ulster Bank headquarters. The Irish Times called it the deadliest of the dissident republican groupings in 2016, and its been active in recent years. The group detonated a bomb in front of the home of a Londonderry, England police officers home in February 2016. Another police officer was attacked in January 2017, and the New IRA is reportedly behind a series of shootings in Belfast, including that of a 16-year-old boy.

Sample Graduate School Recommendation by a Professor

Sample Graduate School Recommendation by a Professor The success of your graduate school application relies on the quality of the recommendation letters professors write on your behalf. What goes into a helpful recommendation letter? Check out the sample letter of recommendation written by a professor. What makes it work? An Effective Recommendation Letter for Graduate School   Explains how the professor knows the student. The professor speaks to the student’s abilities in several contexts rather than just in class.Is detailed.Supports statements with specific examples.Compares a student to her peers and the letter explains exactly what makes the student stand out.Describes a students capacities in specific ways rather than simply noting that she is an excellent student prepared for grad school. Below is the body of an effective recommendation letter, written by a professor. To: Graduate Admissions Committee It is my pleasure to write on behalf of Jane Student, who is applying to the Ph.D. program in Research Psychology at Major University. I have interacted with Jane in several contexts: as a student, as a teaching assistant, and as a thesis mentee. I first met Jane in 2008, when she enrolled in my introductory Psychology class. Jane immediately stood out from the crowd, even as a first-semester freshman. Just a few months out of high school, Jane demonstrated characteristics commonly held by the best college students. She was attentive in class, prepared, submitted well-written and thoughtful assignments, and participated in meaningful ways, such as by debating other students. Throughout, Jane modeled critical thinking skills. Needless to say, Jane earned one of five A’s awarded in that class of 75 students. Since her first semester in college Jane has enrolled in six of my classes. She demonstrated similar competencies, and her skills grew with each semester. Most striking is her ability to tackle challenging material with enthusiasm and endurance. I teach a required course in Statistics that, as rumor has it, most students dread. Students’ fears of statistics are legendary across institutions, but Jane wasn†™t fazed. As usual, she was prepared for class, completed all assignments, and attended help sessions conducted by my teaching assistant. My teaching assistant reported that Jane seemed to learn concepts quickly, learning how to solve problems well before the other students. When placed in group work sessions, Jane easily adopted a leadership role, helping her peers learn how to solve problems on their own. It was these competencies that led me to offer Jane a position as a teaching assistant for my statistics class. As a teaching assistant, Jane strengthened many of the skills I have articulated. In this position, Jane held review sessions and offered out-of-class assistance to students. She also lectured in class several times during the semester. Her first lecture was a bit shaky. She clearly knew the concepts but had difficulty keeping pace with PowerPoint slides. When she abandoned the slides and worked off the blackboard, she improved. She was able to answer students questions and the two that she couldn’t answer, she admitted to and said she’d get back to them. As a first lecture, she was very good. Most important to a career in academics, is that she improved in subsequent lectures. Leadership, humility, the ability to see areas in need of improvement, and the willingness to do the work needed to improve – these are all characteristics we value in academia. Most important to a career in academics is research competence. As I have explained, Jane has an excellent grasp of statistics and other skills critical to a successful career in research, such as tenacity and excellent problem solving and critical thinking skills. As mentor of her senior thesis, I witnessed Jane in her first independent research efforts. Similar to other students, Jane struggled with finding an appropriate topic. Unlike other students, she conducted mini literature reviews on potential topics and discussed her ideas with a sophistication that is unusual for undergraduates. After methodical study, she chose a topic that fits her academic goals. Jane’s project examined [X]. Her project earned a department award, university award, and was presented as a paper at a regional psychology association. In closing, I believe that Jane student has the capacity to excel at X and in a career as a research psychologist. She is one of a small handful of student that I have encountered in my 16 years teaching undergraduates that has this ability. Please do not hesitate to contact me with further questions. Why This Letter Is Effective It is written by a professor who has extensive experience with the applicant.The professor describes several aspects of the students competence.It describes how the student has grown and developed her skills. What does this mean for you as a potential applicant to grad school? Work to foster close, multidimensional relationships with faculty. Develop good relationships with several faculty because one professor often cannot comment on all of your strengths. Good graduate school letters of recommendation are built over time. Take that time to get to know professors and for them to get to know you.

UN Millennium Development Goals Essay Example | Topics and Well Written Essays - 500 words

UN Millennium Development Goals - Essay Example le progress have been achieved with regards to gender equality in primary and secondary education and most regions of the world including the developing countries have equal enrollments of boys and girls in primary and secondary education institutions (Sweetman, 2005). The case of tertiary and advanced education is different because there is a marked gap between the enrollments of boys and girls in higher education institutions, particularly in the developing world. Poverty, marginalization, food insecurity, armed conflicts and disease are the various different reasons of such trends of disparity in male and female higher education. The Gross Enrollment Ration in tertiary education institutions in Africa is 4.8% for women and 7.3% (Nwonwu, 2008). Financial issues are one side of the picture; there are many cultural and religious issues which are barring women for acquiring education and in some of the regions women eager to acquire education are subjected to violence. Education is one sector, gender disparity can also be observed in other spheres of life as well. Most of the developing countries have a very meager female population having paid jobs. The recent global recession has further aggravated the situation because the unemployment rates for women which rose up during recession did not fall down during the economic recovery of 2009-2010 however the unemployment rates for men fell down significantly (World Bank, 2011). Lack of representation of women in the legislative and administrative bodies is an issue being faced by the developed as well as the developing world. The target of equal representation of women in the legislative bodies of the world is still far from being achieved, according to 2011 UN report on MDG, the women shared only 19.3% of the total parliamentary seats in the world (United Nations, 2011). Education indicators in the United Arab Emirates show that the women are getting a remarkable share in the educational institutions but disparity

The Oil Industry Essay Example | Topics and Well Written Essays - 1000 words

The Oil Industry - Essay Example This research will begin with the statement that the oil industry is not a modern development. It traces back its history to ancient ages. The only problem that has necessitated changes pertains to refinery and exploitation of oil. The modern oil industry emanated from an invention by Colonel Edwin Drake. It involved a steam-driven rig for drilling. This set up an expensive machine that most individuals could not be acquired. The only strategy was to harness resources for acquiring such machines. The machines became more expensive to acquire as time progressed since the demand for oil necessitated very quality product. The first companies progressed to attain revenues that offset their high costs. In this sense, they became monopolies. The main reason of monopoly pertained to the fact that it was becoming difficult to attain the minimum efficient scale.   The established companies were experiencing economies of scale. However, this trend stalled on the formation of unions such as o ligopoly.   The OPEC was composed of Middle East Asia countries and Venezuela. They emerged to form a substantial influence on the market. In spite of the fact, oil was a unique product, it could be refined to several products. These products helped create companies such as shell and BP who later influenced entry of other companies. In spite of the domineering presence of unions such as OPEC, prices usually shift in response to notable factors... There are notable factors that affect the demand of oil. To begin with, there is the concept of the cyclical demand of oil. This pertains to demand of oil that swings according to growth of economies. As economy grows, the demand of oil rises to the same. This is because oil is an essential input of many industries. It is vital to note that oil forms a core part of the production chain. The growth of economies is proportionate to growth of industries. In turn, the industries are triggered to increase production in order that the same meets the increasing demand out of surging income. A relevant example concerns with the case of China. Its demand of oil has substantially increased because of the growth in its economy. In addition, the price of substitutes is a core determination of oil’s demands. This pertains to produc5ts such as gas and coal. In the long-term strategies of many countries, they seek possible alternatives for oil. In this sense, the demand of oil would reduce. For instance, there was a demand of oil in 2004 to 2006 that led to substantial research into its possible alternatives. Additionally, change of climate serves to affect the demand of oil in the countries that experience the four seasons. This is eminent in European countries, USA and Russia. In this sense, there is high demand of oil during winter. This is because individuals require substantial energy in heating systems. For instance, there is increased demand of oil, for heating houses and work places, during fierce winters. In addition, speculative forces influences demand in distinct ways. Due to its imitable qualities, there are always speculations of rise in prices of oil. In one of the most recent instances, individuals rushed to attain

Employment-At-Will Doctrine Essay Example for Free

Employment-At-Will Doctrine Essay Abstract This paper encompasses what we understand about the Employment-at-will Doctrine and how it’s applied to determine the employer and employee relationship. We examine how exceptions to the doctrine can be applied to questions relating to legality of firing an employee. Determine how we limit liability and impact to operations by creating a collaborative environment empowering employees to feel a part of the overall mission and strategy of the company. Finally, exploring how to create a whistleblowing policy that outlines the process employees can follow to report any wrongdoing and method for resolution. Summarize the Employment-At-Will Doctrine Employment-at-will is a doctrine that originated in the early 1900s involving a treatise on master and servant relationship. The main premise of the doctrine is the assumption that the duration of employment is for an indefinite period of time and may be terminated by either the employer or employee. In 1935 the Wagner Act was passed making it illegal to fire employees because they were involved in union activity, and is one of the first laws passed that diminished employment at will. Congress added more laws in the 60s and 70s that protected employees from being discharged for certain reasons, mostly related to bias and whistle-blowing. The doctrine varies in each state with some who have established exceptions to the doctrine to protect the employee. In addition to these exceptions there are federal and state laws that limit the employers ability to terminate employment based upon race, ethnicity, religion, marital or disability and sexual orientation. As we begin to review eight cases involving employment at-will and a COO who must determine whether or not she can legally fire her employees by taking into consideration the following exceptions to the  doctrine: a) Employer cannot violate public policy doctrine b) Employer cannot fire an employee when an implied contract is formed c) Employer cannot fire an employee for refusing to commit illegal acts d) Employer cannot fire an employee for family or medical leave e) Employer cannot fire an employee for implied covenant of good faith 1. John posted a rant on his Facebook page in which he criticized the company’s most important customer. While John has his 1st amendment right for freedom of speech, he did not consider the fact that his rant was in violation of the company Code of Conduct Policy to negatively discuss their customers. John received a letter of reprimand for his actions. If his Facebook rant was made on a company computer Jim would be fired. 2. Jim sent an email to other salespeople protesting a change in commission schedules and bonuses and suggesting everyone boycott the next sales meeting. Although Jim sent this email on his companies system which goes against company email policy, there is no legal reason to fire Jim. Therefore, he received a letter of reprimand for his actions. 3. Ellen started a blog to protest the CEO’s bonus, noting that no one below director has gotten a raise in two (2) years and portraying her bosses as â€Å"know-nothings† and â€Å"out-of-touch†. Starting blogs to protest goes against the company’s social media policy and defamation of her bosses’ character which goes against the company’s policy. Ellen was fired for â€Å"Good Cause†. 4. Bill has been using his company-issued BlackBerry to run his own business on the side. Employees should not make business calls from their personal wireless device except in emergency circumstances. Running his business using the company issued blackberry while on company time goes against the company’s equipment use policy and could be considered a conflict of interest. Therefore, Bill was fired for â€Å"Good Cause†. 5. The secretaries in the accounting department decided to dress in black-and-white stripes to protest a memo announcing that the company has installed key logger software on all company computers. There is no legal reason to fire or discipline the secretaries for their attire since it did not cause a disruption within the workplace 6. After being disciplined for criticizing a customer in an email (sent from his personal email account on  a company computer), Joe threatens to sue the company for invasion of privacy. Since he was already disciplined for the action, his eluding to suing the company is no grounds for further discipline since he has a right to file a claim if he believes his privacy was invaded. We cannot retaliate against his comment. However, Joe should have no expectation of privacy since he was on a company computer when he opened his personal email account. 7. One of the department supervisors requests your approval to fire his secretary for insubordination. Since the secretary has always received glowing reviews, you call her into your office and determine that she has refused to prepare false expense reports for her boss. Under the employee at-will doctrine exception, an employer cannot fire an employee for refusing to commit illegal acts. There is no legal reason to fire the secretary. 8. Anna’s boss refused to sign her leave request for jury duty and now wants to fire her for being absent without permission. This is a form of public policy which protects employees from retaliation who have simply performed their legal duty to serve on a jury. There is no legal reason to fire Anna. What action you should take to limit liability and impact on operations; specify which ethical theory best supports your decision. The eight cases we reviewed highlighted the key reasons why we must have policies and processes in place that limit liability and impact operations. Creating a collaborative environment allows employees to address their concerns. In addition, establishing a weekly or monthly team meeting allows employees to provide feedback on items or topics of concern. It also provides a forum to address company policy relating to the use of email, social media, blackberry and the expectation on how an employee should conduct themselves in the workplace. I would also recommend establishing annual training/refresher briefings for the entire team on Code of Business Conduct, Social Media Standards and Personal Use of Company Systems. Deontology Theory can be applied and best represents employees who follow his or her obligations to a nother individual or society because upholding ones duty is considered ethically correct. Take a position on whether or not you would recommend to the Chief Executive Officer (CEO) that the company adopt a whistleblower policy. Support the position. If we adopted the Deontology Theory, we could apply the emphasis on personal responsibility, protection of others and ability to do more than is morally  needed. Employees need to feel valued and part of the overall strategy or mission of the organization. One of the key reasons why Congress enacted the Sarbanes-Oxley Act was the behavior of corporate America. Companies like Enron, Tyco and WorldCom accounting fraud led to them filing for bankruptcy and their employees losing their entire life savings. Because of these financial wrongdoings, I would highly recommend adopting a ‘Whistleblower† Policy. Employees need to feel they have a place to go to report improper or illegal conduct without fear of retaliation. Having an open door policy and good internal process that addresses complaints including a whistleblower protection/anti-retaliation policy can help organizations protect itself from risk of violating state and federal laws. Justify at least three (3) fundamental items that should be included in a whistleblower policy. Provide a rationale for your selection of each of the three (3) recommended items. As the CEO of a Company striving to adopt a Whistleblower Policy some of the key elements that should be considered when developing the policy are: a) Employee (Persons Covered) – To determine who will be covered by this policy and who will be protected for reporting suspected wrongdoing and/or whose actions should be reported under the policy b) Reporting Complaints Process – To develop a clear channel through which the employee can report any suspected improper or illegal activity and a person whom they can contact and submit the compliant c) Investigation Resolving Complaints Process – To identify a compliance officer or person to lead the investigation and resolution of all complaints. Determine when and how suspected violations will be documented, tracked, investigated and resolved. References * Muhl, Charles (2001). â€Å"The Employment-At-Will Doctrine: Three Major Exceptions,† Monthly Labor Review Outten, Wayne N (2007), â€Å"When Good Deeds Are Punished: The Legal Landscape of Retaliation and Whistleblowing,† Litigation and Administrative Practice Course Handbook Series, PLI Order No. 11091 * Sentell, Ed; Robbins, Randall (2008). Journal of Legal, Ethical and Regulatory. Employment at-will. Retrieved from http://www.highbeam.com/doc/1G1-190795487.html * Stone, Katherine V.W. (March 2007). â€Å"Revisiting the At-Will Employment Doctrine: Imposed * Terms, Implied Terms, and the Normative World of the Workplace,† Industrial Law Journal

Aldous Huxleys Brave New World and James Joyces Dubliners :: essays research papers

Brave New World, written by Aldous Huxley, is a thought provoking novel set in a future of genetically engineered people, amazing technology and a misconstrued system of values. Dubliners, written by James Joyce, is a collection of short stories painting a picture of life in Dublin Ireland, near the turn of the 19th century. Though of two completely different settings and story lines, these two works can and will be compared and contrasted on the basis of the social concerns and issues raised within them.   Ã‚  Ã‚  Ã‚  Ã‚  One of the first things stressed in Brave New World is the idea that there is no real discrimination. Though it is true that there is a class system, the classes are derived from the fact that people are genetically engineered to fit a certain role in their lives. For example, there are five classes as follows: Alpha, Beta, Delta, Epsilon and Gamma. Each of these classes is then subdivided into three sections: Plus, Normal and Minus. An Alpha Plus (highest in the class system) would look down on and think less of a Gamma Minus (lowest in the class system). This form of discrimination, however, is not really discrimination in that it has no moral basis as each person in each class is conditioned from birth to be completely happy at their station in life and especially glad that they aren’t of a different class. Aside from the fact that there is no moral basis behind this, for there to actually be discrimination, those being discriminated against would have to know that it was happening and in Brave New World such realizations do not occur. Due to this same fact, there is no gender or racial discrimination either, not even the mention of a nationality; all people in the civilization are simply people. That Huxley created this world of equality may have been an ironic stab at the time in which he lived. Within Dubliners, however, the attitudes toward nationality and gender of the time it was written are present, though not in any astonishing proportion. There is evidence of this in the following quotation from “The Dead';.   Ã‚  Ã‚  Ã‚  Ã‚  -Well I’m ashamed of you, said Miss Ivors frankly. To say you write for a rag like that. I didn’t think you were a West Briton.(Joyce 188) Though not an extremely discriminant remark, its prejudicial tone is evident. The use of discrimination within Dubliners is not largely important to the story lines except in that it adds more realism to Joyce’s stories as the discrimination reflects the views of the time.

Managing Human Resources, Diethelm Travel Sri Lanka

Abstract The research sets out to evaluate the impact of employee motivation, Leadership and fellowship and the organizational culture of Dilemma Travel Sir Lankan with regard to employee performance and gaining competitive advantage in its respective market. This research enables me to highlight my time working at Dilemma Travels and to identify problems with regard to the proposed topics and to recognize possible solutions within the frameworks of Human Resource Management.Dilemma Travel Sir Lankan Dilemma Travels is one of Sir Land's leading destination management companies which boasts over 35 years of experience. Formerly which is known as Hem Tours, and in 2009 Hem Tours merged with Dilemma Travel Thailand. Their main focus is to provide customize quality driven travel experiences to their valued customers in the world. Their service Includes representing tour operations, handling frequent travelers and group Inclusive tours, transport services etc.From an Internal point of vie w they value employees need to learn and grow to reach desired heights and to fulfill career aspirations. To support this Dilemma Travels Sir Lankan provides recognized training programs, career guidance for new employees to develop inherent capabilities and acquire new skills. With an understanding of the fact that continues learning is essential for professional growth for an individual and corporate level the management Invests considerable amount of resources of employees for them to develop their competencies.The recognition provided for the talented employee group working at Dilemma Travels, handsome rewards, compensation packages that challenges the highest in the country, attractive annual performance bonuses, medical insurances and weekly fitness programs for eligible employees are some of the motivations boosters used by the company. With this level of Importance and considering the current state of Dilemma Travels and their operations with regard to their culture, leaders hip and the level of motivation provided for employees the difference between current practices and possible improvements must be addressed.Problem Statement Considering the current working standards of Dilemma Travel Sir Lankan it is evident that the majority of the younger employees have considerable room for expansion to better themselves as professionals. But in recent years these professionals seeking other opportunities opt to leave the company In search of career progression. This Issue has given me the motivation to find out the reasons behind this Issue. With this in mind I conducted the research in order to find out the route causes contributing to this problem.This study will show the level of motivation and employee satisfaction within Dilemma Travel Sir Lankan which will enable me to identify said problems, if there are any with regard to the given criteria. If identified to formulate solutions or to give recommendations accordingly. 1. What forms of motivation are avai lable to employees of the Dilemma Travel Sir Lankan? 2. What factors motivate workforce most in the Dilemma Travel Sir Lankan? . What role(s) does motivation play on employees' performance in Dilemma Travel Sir Lankan? 4. What is the correlation between motivation and employee performance in the Dilemma Travel Sir Lankan?Understanding the importance of employee motivation Increased Productivity: With motivated employees from an internal or from an external source shows passion for work which in turn provides better performance. If motivation is provided employees will work hard to set and reach goals. Companies that offers challenging jobs must provide a framework that lets the employee know that the management rusts their abilities to perform which gives them confidence to complete their given tasks. This sort of attitudes of the work force brings forth increase productivity which is very beneficial for an organization. Bimodal Bath, 2011) Improved Employee Morale: In order to boos t employee morale continues motivation is necessary. A work force with high morale is ready to take up any challenge without any issue. This high surface team created in the employee's mindset provides added values for an organization with less absenteeism and employee conflicts. (Bimodal Bath, 2011) Increase Loyalty: Increased loyalty is gained by an organization with employee motivation. Recruiting and training new staff is an expensive task for any company therefore a loyal work force is essential to gain a good reputation in the market and to reduce this added expenditure. Chowder, M. (1997),) Better Creativity: The passion towards their Jobs enables employees to express their views and ideas freely. This fact gives them the assurance and the understanding of their important position within the organization so that they can contribute more towards the betterment of themselves that further brings benefits for the company. Enhancing the creative factor is therefore essential and t he manages have to design a motivational structure and a leadership style that facilitates employees in providing new suggestions, ideas and methods of expansion with regard to delivering cost effective performance. (N.D. Baboon, 2011) Individual growth and Improvement A motivated workforce takes up new tasks regardless of how challenging it might be and would provide best efforts in completing them. For this reason further learning and training programs are essential. The environment created within an organization tit regard to completion is also an added motivational factor for employees to increase performance. All these factors comes together in forming expertise within a workforce of an organization. These experts and their efforts must be carefully evaluated and appreciated by given the appropriate appraisal and promotion opportunities.Criteria 1: Out of 40 employees, questionnaire has been distributed to 10 males and 10 females as per table 1. 1 below. 1. 1 IP -Increased Prod uctivity MIME -Increased Employability IL -Incrementally SC-Better Creativity GIG -Individual Growth and Improvement years. Most of respondents are found from the age of 18 – 24 range and there are no employees found above 45 years from study area. Table 1. Present the age distribution of employees. 1. BC-Better Creativity 18 years to 24 years category shows tremendous growth of productivity, morale, loyalty, better creativity and individual growth and improvement comparing to other age categories. This category represents teenagers and very young crowd of the company who are mainly working in the operational level and at a trainee level. And according to Abraham Moscow in his Hierarchy of Need, those within this category are preoccupied with higher order needs such as esteem and self-actualization, having had their lower order needs taken care off (Moscow,1943).Criteria 3: A motivated person has the awareness of specific goals which must be achieved in specific ways; therefo re he/she directs its effort to achieve such goals (Nell et al. , 2001). Motivated person has more energy to achieve their specific goals than denominated person. In Dilemma Travel Sir Lankan after observing along the staff categories (Table 1. 3), I have noticed some changes between senior level, tactical level and operational level employees. When productivity and employee morale is considered operational level employees' progression is higher than others.Tactical level employees' shows low values in all the categories. At the same time senior level member are showing progression in individual growth and improvement than others. 1. 3 While assessing above situation, we can identify lack of progression in tactical level employees. This means there are some difficulties in that level and there is less opportunity to move forward from tactical level. Factors that Motivate Employees at Work While considering motivational factors which we discussed earlier, the following is an overall assessment with regard to the employees of Dilemma Travel Sir Lankan.According to Herrings (1959), Hygiene factors relate to satisfaction at work and also e suggest that managers can give their employees more authority to their Job and offer them direct and individual feedback in order to motivate and help employees to connect to their work (Wartime,2007). Productivity, morale, individual growth and improvement are higher than other factors. This means most of the employees are performing well and at the same time they are able to do the work with minimum supervision. On the other hand employee loyalty and their creativity have gone down.This will affect the company growth indirectly hence employees searching better opportunities for their career development opt to leave the company. Dilemma Travel Sir Lankan† should take necessary actions to build up employee loyalty and their creativity. The Rennin's Liker Theory could be adopted in such instances where it mainly focuses on high performing managers changing their perspective and addressing key motivating factors which enables these frustrated employees to change their own perspective and helps them to be accepted in a ‘supportive' group.Findings Forms of motivation available to workers The motivational packages given to the workforce at Dilemma Travel is considerably inadequate. This situation is substantially worse in the operational level. At the actual level it shows similar trend as to the operational level. The senior management however are entitled to professional allowances, entertainment allowances, as some of the added incentives available to them. The room for improvement and career progression is considerably poor at the tactical level.Employees at Dilemma Travel Sir Lankan confirm that if the working environment is conductive they will be motivated to give better performance. Some of them perceive efficient work. As stated by Herbert (1959) the hygiene factors effects and concentrate on workplace satisfaction. Employee Job Performance: The Role of Motivation Motivation being crucial factor as presented by Robert (2005) a manager's Job is to ensure the work done through employee is possible.With regard to Job performance the evidence show that encouragement is crucial and conferred to the workforce who will help them to expand and deliver. Reward for Good Work Done At Dilemma Travel Sir Lankan monitory rewards in the forms of overtime allowances and in form of bonuses are provided as preferred forms of motivation. According to Broom (1964) â€Å"people are motivated by how much they want something and how likely they think they are going to get it† It is advisable for the management to reward employees by understanding their desires and structuring their incentives accordingly.Leadership and fellowship Effective leadership is a personal role that requires the blending of motivational, strategic and management skills to align focus, energy and drive whilst creating a culture which encourages individual thinking and attainment. Ultimately leadership is about pushing ideas and thoughts forward, bearing responsibility and aspirations to bring out the confidence of others. Leaders are required to have greater project leadership and influencing skills than in the past.Summary of some key leadership skills: Managerial – keep track of progress against targets and take action on slippage Trustworthy – speak honestly and openly and expect the same from others Aware – understand each individual's abilities, limitations, motives and drivers Influential – use vision, argument and important stakeholders to sway opinion Visionary – know what needs to be achieved and how to go about achieving it Inspirational – create and bring to life an image of how things can be ASCII (1998) have narrated that ‘Managing People' a Critical Role for Every Manager, ND when it comes to managing people, all managers must be concerned to some degree.The leaders at Dilemma Travels must focus on the following, Transparent and innovative system of recruitment and induction of employees. Better and extensive training facilities and chances. Programmed / designated on Job training and courses. Strategies implemented to provide mental relaxation within the environment. Audit and control system is standardized. The ‘time management' in private organization is implemented. Working under innovative concept of efficiency / effectiveness. Flexibility in ideas and procedure implementation. New Technology is given preference. Effective and prompt means of communications are used. Personal welfare and efficiency of employees leads to better out put. 16. Probability of misuse of power.At Dilemma Travels, the leaders are mainly chosen by the qualities and traits approach which states certain people have inherited characteristics or personality traits therefore limited training is provided for the managers wit h regard to managing people. This poses a number of drawbacks as situational factors and employee behavior within the organization is ignored. Almost all of the managers eve an autocratic behavioral style of leadership that often neglect employee input towards decision making. Many tactical level staff believes that a democratic approach by the managers would be beneficial for employee motivation and for the organization as a whole. An argument can be made for an autocratic method at the senior managerial level where quick decisions must be made and team agreement is not always necessary for a successful outcome.With Linen's three participatory leadership styles conclude that the most effective style is democratic and extensive alternative styles lead to revolution and denomination. Understanding the situation and formulating contingencies are some key skills that a leader should consider. The three types of forces (situation, follower, and leader) that were identified by Attainment and Schmidt in 1958, understood and used properly could benefit the managers at Dilemma Travels. The main problem that I see is the lack of training provided to the people who considered being leaders of the company. The level of action centered leadership that is needed mainly in the operational and tactical levels of the organization is inconsistent that forces employees to show denominated behavior to work with different managers.When assessing the qualities with the transformational method a leader is able to examine and search for the needs and motives of others while seeking a higher agenda of needs. Acting as the change agent and a visionary a transformational leader is capable of inspiring people and with a clear vision is able to inject enthusiasm and energy. At Dilemma Travels it is ideal to adopt this method of leadership as transformational leaders show integrity, and they know how to develop a robust and inspiring vision of the future. They deviate people to achieve th is vision, they manage its delivery, and they build ever stronger and more successful teams.However, managers must often need to adapt different styles to fit a specific group or situation, and this is why it's useful to gain a thorough understanding of other styles as well. A method must be developed at Dilemma Travels in order to provide this knowledge to the managers with a structured training programmer that will enable them to use these theories for the betterment of the organization. Organizational culture – the â€Å"personality' of an organization that guides how employees think and act on the Job – is central to the values, beliefs, inter-personal behaviors, and attitudes to stakeholders that determine how the organization does its Job.Culture is a key factor not only in achieving organizational goals, but in attracting and keeping desirable employees, creating a positive public image, and building respectful relationships with stakeholders. In his seminal 19 92 work entitled Organizational Culture and Leadership, Edgar H. Scheme, Professor Emeritus in the Sloan School of Management at the Massachusetts Institute of Technology, offered a definition of what he called â€Å"an empirically based abstraction†. â€Å"Organizational culture†, he said, is â€Å"a pattern of shared basic assumptions that was learned by a group as it solved its problems of external adaptation and internal integration.Culture is important because it shapes: What the organization considers to be â€Å"right decisions† What employees consider to be appropriate behaviors and how they interact with each other within the organization How individuals, work groups and the organization as a whole deal with work assigned to them The speed and efficiency with which things get done The organization†s capacity for and receptiveness to change The attitudes of outside stakeholders to the organization In short, an organization†s culture can be s upportive of – or hinder – the implementation of new initiatives and the achievement of its overall goals. Does the organizational culture at Dilemma Travels need a change?As highlighted by the study many employees at Dilemma Travels are unhappy with the working conditions and the environment. To solve this issue the best possible way is to start at the core framework of the organization which is its culture and move on to the leadership styles and employee motivation. When an organization is faced by a changing marketplace or regulatory environment, or has identified the need for a shift in strategic direction, the implementation of a new technology, or the introduction of new processes, the established culture may impede progress unless it, too, is changed. For that reason, the success of major organizational change initiatives are almost always dependent on internal cultural change† Edgar H. Scheme. Circumstances change Stakeholder expectations The demographic s of the organization change New technologies are deployed A proactive method must be adopted at Dilemma Travels in order to bring this hanged. A step-by-step top down approach could be beneficial for the organization in this regard. Design and Build phases of implementation Visioning session(s) with key stakeholders and consultation assessment (performance against plan) Leadership coaching & action planning Team renewal (team-building) Change readiness Identification & enrolment of change agents within the organization Identification of impacts of new technology & processes on individuals agent training Employee Workshops Implementation stage Executive briefings on the initiative Change leadership plan Communication planOrientation session for project team members Training plan for team members Change leadership training Team building sessions Leadership alignment The deliver and operate face Workforce transition support including related HER policies & programs training performanc e evaluation compensation reward and recognition career development and planning Skills gap analysis Change The management should ensure that communication process should flow in all directions, upward, downward, in parallel to reach outsiders results. For the operational level staff providing added rewards along with their monthly alarm would be an ideal method to increase motivation. The poorly structured working schedule for all the level of employees is another issue that needs to be addressed. Identifying employees living condition, traveling methods, non-work related commitments and responsibilities an arranging possible methods to create a better scenario is another contributing factor to increase motivation.Creating new Job opportunities which will help the current employees with regard to career progression is one of the essential steps that could be taken to keep the expertise within the company Leadership needs assessment for improvement. For improvement of behavior skill and traits of personality to perform better leadership roles. Positive reinforcement methods must be taken with regard to new innovative ideas. At the present stage an employees efforts to contribute new ideas to a certain department or the company itself is constantly met with an indulgence but a pathetic approach by the senior management. (Negative Reinforcement) This contributes to discouragement of making further suggestions and may even consider of leaving the job.In an instance, by comparison if an employee is encouraged to assisting in the placement by providing new ideas (Positive Reinforcement) would benefit and generate better ideas. When considering distribution of rewards the management must understand that each employee idea of an ideal incentive would be different from another. It is prudent for the management to reward workers according to their hearts desires than providing them with something that may not please them. Which intern creates a denominating factor beli eving that they are not properly compensated for their efforts The research shows that many employees of Dilemma Travel Sir Lankan would

Bismarck’s Foreign policy was a Success Essay

The balance of power in Europe had been suddenly altered after the German victory over France in 1871. The resultant German Empire, with its large population great economic power, strong army and extensive resources, looked clear to be an important factor in international relations. However, even for Bismarck this looked set to be a challenge, due to the need not only to establish the Empire as a nation, but to also found an external security that would prove to be vital throughout his reign as Chancellor. Although was this set policy an overall success? Bismarck’s main objectives in the proposal of the instituted policies were to isolate France in Europe; maintain the balance of peace on the continent – particularly between Austria and Russia, who Bismarck feared would come to blows over the escalating problems in the Balkans – as well as maintaining his secured German territory; avoid fighting a war on two fronts and the Chancellor also desired, perhaps greedily, to have the control and power of two other powers in Europe as well as in Germany. The ideal for Bismarck was to establish a run of successful policies to achieve these goals and thus substantiate Germany as both the most powerful and influential of the Great Powers in Europe. The immediate problem in Bismarck’s international relations appeared to be the threat of the new French Republic. The government still viewed Bismarck’s German Empire with resentment after its defeat, and then the loss of Alsace-Lorraine, to Germany, which for the state not only meant the loss of valuable territory, but also represented the demise of French supremacy in Europe. However, France was in no real state to seek her revenge alone and knew, just as well as Bismarck, that an alliance was her only hope. Furthermore not only did Bismarck need to deal with this to ensure success in his foreign policy, but he felt that there was great diplomatic value in being able to count both Austria-Hungary and Russia as friends. Yet once again this was not without its difficulties, as the sensitive situation in the Balkans had led to rivalry between the states as to who would eventually gain power in the area after the demise of the Ottoman Empire. This in turn led to the declaration of a series of both lucrative and ineffective policies. In answer to his search for friendship with Austria and Russia to deal with both his desire for friendship with the two Great Powers and aid his plan for the isolation of France, Bismarck met with the state leaders and an agreement for the ‘Dreikaiserbund’ (Three Emperors League) was set in 1873. Although quite vague, the bill was a short-term success for Bismarck, as it allowed him to isolate France without causing suspicion and meant he could avoid making a choice between Austria and Russia. The powers had agreed that matters of common interest would be consulted, which was also of great interest to Bismarck as it meant a better understanding between the nations had been instituted causing Bismarck to believe that in the case of a war with France he would have the support of Austria and Russia. Further successes for Bismarck in terms of foreign policy were the Dual Alliance of 1879 and the Three Emperors Alliance of 1881. In response to Russia’s rejection of the Three Emperors League, Bismarck negotiated an alliance with Austria. Such a grouping strengthened both the nations power in the case of a war with Russia, although Austria agreed that in the case of a war with France she would remain neutral, thus resulting in the isolation of France but the reinforcement of German power. However, although the Chancellor decided it was best kept secret from Russia – though they did discover the details of the arrangement – he did not regard the alliance as a final choice between Austria and Russia. Therefore the alliance in fact meant more to Austria who had finally escaped the diplomatic isolation she had suffered since the Crimean War. On the other hand, after Russia’s discovery of the Dual Alliance, and the realisation of her isolation in Europe, she turned back to Germany and the result was a more specific revision of the past Dreikaiserbund. Once more this was successful for Bismarck in that it isolated France and prevented the situation of having to choose between Austria and Russia. The final of Bismarck’s foreign policies also secured successes for the Chancellor. The Triple Alliance of 1882 between Germany, Austria and Italy reassured Bismarck that unless a Franco-Russian alliance was formed then the prospect of war from either nation whilst standing alone could be easily contained. This alliance was, from Bismarck’s viewpoint, aimed directly towards the segregation of France, as he was aware that she could not, and so would not attack Germany single-handedly. However, yet again the Dreikaiserbund was destroyed in 1885 due to further problems in the Balkans, and it became clear that disputes in this area were unlikely to ever be fully resolved. This time Bismarck needed to desperately to avoid the prospect of a war on two fronts. This concluded in the Reinsurance Treaty of 1887, which tried to localize the problem by assuring Russia that Bismarck would not support Austria in a clash over the Balkans territory. By documenting that in the case of a war between two of the powers that the remaining power would remain neutral, Bismarck succeeded in both preventing a war on two fronts and obtaining the neutrality he desired. Lastly, Bismarck’s final foreign policy, the Second Mediterranean Agreement of 1887, was mainly successful for due to the fact that he merely sponsored the act and did not become involved in its negotiations. By encouraging the agreement Bismarck managed to restrain Russia from assuming a provocative position in the Balkans, thus preventing both the possibility of a war between Austria and Russia as well as Bismarck from perhaps having to choose between the two. However, these policies only ensured short-term successes for Germany and perhaps from the failures we can see that some of the long lasting effects of Bismarck’s policies were more serious. The first major failure in Bismarck’s foreign policy was in his handling of the ‘War in Sight Crisis’ of 1875 when the French recovery and rearmament provoked Germany into a diplomatic crisis, this then escalated out of control, with the Chancellor prohibiting any trade with France and the papers predicting war. Finally Bismarck himself raised the spectre of war, which resulted in condemnation from Britain and Russia, and the realisation for Bismarck that a war on two fronts remained a possibility and that the other powers were suspicious of him and would not tolerate a growth in German power. The incident also failed in that Germany was forced to reassure France war was not a possibility, thus not only failing to isolate France but causing Bismarck great diplomatic humiliation throughout the continent. This is furthermore evidence that the Three Emperors League failed Bismarck, as it did not give him the support from Russia he had believed would be obtained from such an agreement. Further humiliation for Bismarck came in 1878 in the form of the Congress of Berlin. Russia was forced to choose between a war with Britain or a revision of the proposed San Stefano Treaty concerning the Balkans. Although Germany remained neutral throughout the conference, this resulted in the Dreikaiserbund being dissolved, as Russia had hoped she could rely on Germany’s support, which was denied. Russia later blamed Bismarck for her diplomatic defeat and referred to the fiasco 1†³ a coalition of the European powers against Russia under the leadership of Prince Bismarck†. Yet this was not the Conferences only failure as Bismarck had also failed to maintain the peace within Europe, thus making an enemy of Russia, and in the long-term the problems in the Balkans remained unresolved. While successful in some ways for Bismarck’s foreign policy, the Three Emperors League was only short-term and failed to secure solutions to the enduring difficulties in the demising Ottoman Empire. This is also similar of the effects of the Triple Alliance, Reinsurance Treaty and Second Mediterranean Agreement, which though too had their success failed to obtain any long-term solutions. The Triple Alliance failed to prevent a war on two fronts from Russia and France, as Italy was not a strong military ally able to match the combined forces of France and Russia, thus leaving Germany in a vulnerable position. The Reinsurance Treaty was very similar in that it was only short-term as France and Russia did eventually join in the ‘Entente’. Bismarck further created himself problems, as the Second Mediterranean Agreement left him with no alliance to Russia, and so creating possible problems for the future. Finally by the end of Bismarck’s office in 1890 France still viewed Germany with contempt and searched for revenge, while the situation in the Balkans continued to flare as did the tension between Austria and Russia. This leads me to believe that although Bismarck’s foreign policy was successful in achieving his main objectives and solving problems in the short-term, all they did for the long-term was to simply delay the problems rather than resolving them. The Chancellor in fact made it difficult to maintain neutrality over the Balkans crisis in the long-term and it could even be said that too many alliances were made in an effort to obtain his goals, that it became too difficult to retain such a documented relationship with the other powers, and that perhaps Bismarck did not leave himself enough loose ends to play with the policies in the way he saw fit. Conclusively, it was probably an advantage for Bismarck that he left office in 1890, as it left Kaiser William II with the resulting problems to resolve and he was able to leave behind the tangle of long-term problems he had created. Bibliography: * The Unification of Germany 1815-90 – Andrina Stiles * Challenging History – European Powers 1815-1890 Plan Intro – Germany’s political and economic situation in Europe post unification – 1871 Paragraph 1 – Bismarck’s main objectives in foreign policy and immediate problems he faced in Europe i.e. French desired revenge desire to isolate France etc Paragraph 2 – Success in foreign policy e.g. prevented having to choose between Austria and Russia due to Dreikaiserbund Paragraph 3 – Failures in foreign policy e.g. Congress of Berlin caused breakdown of Dreikaiserbund Conclusion – Was Bismarck’s foreign policy a success? NO – only solved problems in the short-term and created further problems for the long-term 1 Challenging History – European Powers 1815-1890

Racial Profiling essays

Racial Profiling essays In 2000, the University of Southern California School of Planning and Development conducted a study for the Sacramento Police Department to determine whether vehicle stops made by officers over represented minority drivers which was a result of racial profiling and where and in what conditions this over representation was most likely to take place. The work was also meant to show if minority drivers are often more subject to intrusive procedures associated with these stops. Racial profiling is generally understood to mean law enforcement activities that are inappropriately initiated on the basis of race most associated with vehicle stops by police officers. The practice of racial profiling became controversial as the public came to believe that race was being used as the sole criterion to which drivers were being stopped and resulted in numerous stops and searches of innocent people. Findings from this study demonstrate an observed over representation of minority drivers among those stopped do not necessarily reflect racial profiling or racially biased policing stemming from department policy or an individual officers motivation. The observed over representation of this kind might reflect greater likelihood among members of a particular race of committing violent or property crime. The stopping of individuals of this race may be said to result from information (leading) the police to a particular individual even if the individual or individuals may or may not be the ones sought. This does not justify a practice by police officers of stopping people of a given race just because others of that race commit crimes. The Sacramento Communit y on the contract specifies race be only one factor that leads police officers to a given individual. During the studys first year, the USC Team carried out an intensive procedure to confirm accuracy of data reported by officers making vehicle stops. Team members conduc ...

Translating “May” to Spanish

Translating â€Å"May† to Spanish The English auxiliary verb may is commonly used in at least three different ways, and each of them is translated to Spanish differently: When ‘May’ Expresses Possibility Probably the most common use of may is to express possibility. In this way, the meaning is often roughly the same as the auxiliary verb might. This can be translated in different ways, but typically the Spanish would require the use of a verb in the subjunctive mood. Note how there is no single word in the following sample sentences that means may. The sentence in parentheses following the Spanish translation is a literal translation of the Spanish and should have roughly the same meaning as the original English sentence. They may make a new version of the book. (Es posible que hagan una nueva versià ³n del libro. It is possible that they will make a new version of the book.)She may be pregnant. (Es posible que està © embarazada. It is possible that she is pregnant.)There may be more than one for each person. (Tal vez haya ms de una para cada persona. Perhaps there is more than one for each person.)We may go to Cozumel for our honeymoon. (Posiblemente vayamos a pasar nuestra luna de miel a Cozumel. Possibly we will go to spend our honeymoon in Cozumel.)There may be 50 million of us in 2015. (Quiz seamos 50 millones en 2015. Maybe we will be 50 million in 2015.)She may not leave. (Puede que no salga. It can be that she doesnt leave.) A key, then, when translating to Spanish is to think of an alternative way to get the idea of may across. You can find other ways of translating this usage of may in this lesson on translating maybe. Note that in most cases there are several translations that would work, so your choice often will depend on context and the tone of voice you wish to use. When ‘May’ Is Used Used for Asking Permission May is commonly used when seeking permission to perform such action, or when giving permission. Generally, the verb poder gets the idea across well: May I go to the concert tonight? ( ¿Puedo ir al concierto esta noche?)Yes, you may go. (Sà ­, puedes ir.)May we get more information about our account? ( ¿Podemos obtener otra informacià ³n sobre nuestra cuenta?)If you have any questions, you may call me. (Si tienes preguntas, puedes llamarme.) Although in formal English speech a distinction is sometimes made between may and can, there is no need to make such a distinction in Spanish, as poder functions for both meanings. The verb permitir can also be used: May I smoke? ( ¿Me permite fumar? Literally, am I permitted to smoke?)May I visit the house? ( ¿Me permitieron ustedes visitar la casa?)May I leave tonight? (Me permites salir esta noche.) When ‘May’ Expresses Desire Although not especially common, may can be used to express a wish or desire. Sentences with that usage typically can be translated to a sentence beginning with que followed by a verb in the subjunctive mood: May he rest in peace. (Que en paz descanse.)May you live for many more years. (Que vivas muchos aà ±os ms.)May you have many more years of life! ( ¡Que tengas muchos aà ±os ms de vida!) Sentences such as these can also be translated using ojal que. May it rain tomorrow. (Ojal que llueva maà ±ana.)May you have many children. (Ojal que tengas muchos hijos.) ‘May’ in Sayings Some set phrases have meanings that often cant be translated word for word and need to be learned individually: Be that as it may. (Aunque asà ­ sea.)Come what may. (Pase lo que pase.)Devil-may-care attitude. (Actitud arriesgada/temeraria.)May I help you? ( ¿En quà © puedo servirle?)We may as well study. (Ms vale que estudiemos.) The Month of May The Spanish word for the month of May is mayo. Note that in Spanish the names of the months  arent capitalized. Key Takeaways When may is used to indicate that something is possible, the translation often uses the subjunctive mood.When may is used for seeking permission, it can often be translated using a form of the verb poder or permitir.When may is used to express some types of desire, it can often be translated using a sentence that begins with que or ojal que and is followed by a subjunctive verb.

Networking Coursework Example | Topics and Well Written Essays - 750 words

Networking - Coursework Example This project is vital to outlining a new network configuration that improves the current network system. The project will promote the achievement of the end users requirements by ensuring a consistent and reliable network that is accessible at any given time. Also, ensuring consistent data encryption is vital for the network system security.  The current network structure has undergone multiple changes since its instigation aimed at improving it over time. The prior network was not up to the standards that could support the expectations of the network system end user. The preceding network design was considered unstable and slower in communication response time. This is because the prior network configuration was not centralized to a single network administrator that would manage the access grants for the end user accessing the internet (McNab, 2008).  The main factors to be considered in the design and development of this network include elements like the budget costing which wi ll be allocated for ensuring data security through encryption and data back center. The cost will include the manpower for installing a new server to facilitate data backup and storage services. The compatibility of the proposed network components with other sections of the network arrangement is viable since adding a server for data storage and security plus configuring the router. The external backup server will ensure the availability of resources which subsequently maintains consistent system usability.

Maggot Therapy in the Healing of Recalcitrant Infected Leg Wounds Essay

Maggot Therapy in the Healing of Recalcitrant Infected Leg Wounds - Essay Example Accurate figures of the incidence of infected leg wounds turning into recalcitrant ulcers have not been easy, as many of patients with such wounds prefer to be treated at home. Simka and Majeswki, 2003, estimate that in the United Kingdom the annual incidence of infected wounds turning into leg ulcers, as a result of venous insufficiency is 3.5 per 1000 individuals. With the elderly population in the developed world increasing as a result of the increased life expectancy the incidence of such infected wounds is expected to rise. In addition the possibility of such leg wounds recurring is high and Walker et al, 2000, point out that such infected leg wounds could take as long as thirteen months to heal. The impact of such long periods of disability on their normal activities and the economic impact of their inability to undertake their work responsibilities increases the responsibility of the healthcare professionals to seek ways and means of causing the healing of such infected leg ulcers within the shortest possible period of time. It is against this backdrop that complementary therapies to the currently employed management and care pathways of recalcitrant infected leg wounds gains significance. A part of this responsibility may be attributed to the underlying pathologies, but as the underlying pathologies cannot be wished away, it becomes important that alternate care pathways that reduce the healing times and increase the possibility of quicker successful outcomes be considered and more so when there is sufficient evidence that suggests the consideration of such therapies.