Corporate Investment Essay Example | Topics and Well Written Essays - 750 words

Corporate Investment - Essay Example Some of the junk bonds are very profitable but they have the highest risk for investment losses. Individuals and corporations must carry out appropriate risk management when purchasing bonds. The issuer make announcement that bonds are to be issued. Usually, the bond is associated with a face value that is redeemed when it is sold by the purchaser in open market. The bond is issued at a value less than the face value, the difference is the profit for the purchaser. The underwriter takes its commission also. Once the purchaser buys the bond, he/she can sell it in the open secondary market or can keep it till maturity when full face value of the bond will be returned by the issuer. If bond is traded before maturity, the selling price is lower than the face value to accommodate profits for the next purchaser. Though bond and stock markets operate separately, yet stock market does have an impact on bond market. The company whose shares are trading at premium in stock market has a better chance to get its bonds purchased by many purchasers. Also, they are in a position to sell bonds at a higher discount rate to minimize its own losses when the bond face value is to be returned at the time of maturity. A company that is not doing well on stock market also faces difficulty in selling its bonds in bond market. I think lower taxes on dividend and ca... A company that is not doing well on stock market also faces difficulty in selling its bonds in bond market. PART 2 Data: 500 shares at $30 per share = $15,000 Initial Margin requirements = 55% = (15000)(0.55) = $8,250 Hence, Loan amount = 15,000 - 8,250 = $6,750 Interest payment = 13% = (6750)(0.13) = $877.5 Dividends received = $1 per share = $500 (for 500 shares) 1. Sold stock for $40 per share: Total earnings from sale = (500)(40) = $20,000 Total earnings + dividends = 20,000 + 500 = $20,500 Total expenses = $878 Net earnings = $19,622 Hence, rate of return = (19,622 - 8,250) / 8,250 Rate of Return on investment = 137.84% 2. Sold stock for $20 per share: Total earnings from sale = (500)(20) = $10,000 Total earnings + dividends = 10,000 + 500 = $10,500 Total expenses = $878 Net earnings = $9,622 Hence, rate of return = (9,622 - 8,250) / 8,250 Rate of Return on investment = 16.66% 3. Cash Purchases: (i) Sold stock for $40 per share: Total earnings from sale = (500)(40) = $20,000 Total earnings + dividends = 20,000 + 500 = $20,500 Total expenses = $15,000 Net earnings = $5,500 Hence, rate of return = 5,500 / 15,000 Rate of Return on investment = 36.67% (ii) Sold stock for $20 per share: Total earnings from sale = (500)(20) = $10,000 Total earnings + dividends = 10,000 + 500 = $10,500 Total expenses = $15,000 Net earnings = ($4,500) Hence, rate of return = (4,500) / 15,000 Rate of Return on investment = -30% PART 3 I think lower taxes on dividend and capital gains can enhance economic development. This is because if taxes are low, the individuals are able to save

Water Corporation report Essay Example for Free

Water Corporation report Essay Comparison of Dividends and Redemptions. Bailey is one of four equal unrelated shareholders of Checker Corporation. Bailey has held Checker stock for four years and has a basis in her stock of $40,000. Checker has $280,000 of current and accumulated EP and distributes $100,000 to Bailey. What are the tax consequences to Checker and to Bailey if Bailey is an individual and the distribution is treated as a dividend? The amount of a distribution equals money received plus the FMV of any non money property received reduced by any liabilities assumed or acquired by the shareholder. The distribution is treated as a dividend to the extent of the distributing corporation’s current and accumulated EP. Any additional; excess is  treated as a capital gain. The shareholder’s basis in the property received is its FMV. The shareholder’s holding period for the property begins on the day after the distribution date. When a corporation distributes appreciated property, it must recognize gain as if it sold the property for its FMV immediately before the distribution. For gain recognition purposes, a property’s FMV is deemed to be at least equal to any liability to which the property is subject or that the shareholder assumes in connection with the distribution. A corporation recognizes no loss when it distributes to its shareholders property that has depreciated in value. A corporation’s EP is increased by any EP gain resulting from a distribution of appreciated property. A corporation’s EP is reduced by (a) the amount distributed plus (b) the greater of the FMV or EP adjusted basis of any non money property distributed, minus  © any liabilities to which the property is subject or that the shareholder assumes in connection with the distribution. EP also is reduced by taxes paid or incurred on the corporation’s recognized gain, if any. In Part a, what would be the tax consequences if Bailey were a corporation? The amount of a distribution equals money received plus the FMV of any non money property received reduced by any liabilities assumed or acquired by the shareholder. The distribution is treated as a dividend to the extent of the distributing corporation’s current and accumulated EP. Any distribution amount exceeding EP is treated as a return of capital that reduces the shareholder’s stock basis (but not below zero). Any additional excess is treated as a capital gain. The shareholder’s basis in the property received is its FMV. The shareholder’s holding period for the property begins on the day after the distribution date. What are the tax consequences to Checker and to Bailey (an individual) if Bailey surrenders all her stock in a redemption qualifying for sale treatment? Sale Exception: If the redemption meets specific requirements, the distribution amount received by the shareholder is offset by the adjusted basis of the shares surrendered. The difference generally is treated as a capital gain or loss. No basis adjustment occurs. Gain/Loss Recognition: Under the sale exception, the corporation recognizes gain (but not loss) as though it has sold distributed noncash property for its FMV immediately before redemption. Earnings and Profits Adjustment: For a redemption treated as a sale, EP is reduced  by the portion of current and accumulated attributable to the redeemed stock. Any distribution amount exceeding this portion reduces the corporation’s paid-in capital. In Part c, what would be the tax consequences if Bailey were a corporation? Sale Exception: If the redemption meets specific requirements, the distribution amount received by the shareholder is offset by the adjusted basis of the shares surrendered. This difference is generally treated as a capital gain or loss. No basis adjustment occurs. Which treatment would Bailey prefer if Bailey were an individual? Which treatment would Bailey Corporation prefer? Bailey would prefer to be taxed and treated as an individual. Bailey corporation would prefer to be treated like a corporation. Compare the tax consequences to the shareholder and the distributing corporation of the following three kinds of corporate distributions: ordinary dividends, stock redemptions, and complete liquidations Ordinary Dividends The amount of a distribution equals money received plus the FMV of any non money property received reduced by any liabilities assumed or acquired by the shareholder. The distribution is treated as a dividend to the extent of the distributing corporation’s current and accumulated EP. Any additional; excess is treated as a capital gain. The shareholder’s basis in the property received is its FMV. The shareholder’s holding period for the property begins on the day after the distribution date. When a corporation distributes appreciated property, it must recognize gain as if it sold the property for its FMV immediately before the distribution. For gain recognition purposes, a property’s FMV is deemed to be at least equal to any liability to which the property is subject or that the shareholder assumes in connection with the distribution. A corporation recognizes no loss when it distributes to its shareholders property that has depreciated in value. A corporation’s EP is increased by any EP gain resulting from a distribution of appreciated property. A corporation’s EP is reduced by (a) the amount distributed plus (b) the greater of the FMV or EP adjusted basis of any non money property distributed, minus  © any liabilities to which the property is subject or that the shareholder assumes  in connection with the distribution. EP also is reduced by taxes paid or incurred on the corporation’s recognized gain, if any. Stock Redemption for Shareholders General Rule: The distribution amount received by a shareholder in exchange for his or her stock is treated as a dividend to the extent of the distributing corporation’s EP. The basis of the surrendered stock is added to the basis of the shareholder’s remaining stock. Distributing Corporation Gain/Loss Recognition: Under the general rule, the corporation recognizes gain (but not loss) as though it had sold distributed noncash property for its FMV immediately before the redemption. Earnings and Profits Adjustment: For a redemption treated as a dividend, EP is reduced in the same manner as for regular dividend.

The Democratization Of Work Management Essay

The Democratization Of Work Management Essay The topic of the labour education and its relevance in organizational strategies and business ideals offers a deep foray of discussion on the achievement of leadership and managerial objectives. This topic encourages an ongoing inquiry into one of the key leverage of our current HRM recognized as employee development schemes. This assignment begins with a brief discussion of employee empowerment as popular organizational initiative and the unions perspective on employee development schemes. I will provide a snapshot description of labour education and workers empowerment and its objective of combining education as a managements approach to workers empowerment. Empowerment Today, the conventional bureaucratic management approaches are no longer efficient. Empowerment of workers is one of management strategy applied today by corporations in reaction to the need for change. However, empowerment is centered on a series of hypothesis that are in disparity to those usually made by managers. Empowerment jeopardizes managers power over workers in three directions: downward, inward, and outward (Foegen, 1998). Downward loss of control can be discerned by the delegation of decision making to front-line staff. Many managers, most of which have more training and education than line employees, consider delegating decisions to a less qualified-person is not rational. They deem they are the most competent to make these judgments and they are the only ones that should make them (Foegen, 1998). Empowered workers are thought to have ownership of their work process and a commitment to its continuous development. This implies that empowerment can allow employers to improve performance by allowing staff to make decisions about their work environment by allowing workers more freedom and autonomy. Wilkinson (1998) argues that employee empowerment is a managerially led inventiveness: Unlike industrial democracy there is no notion of workers having a right to a say: it is employers who decide whether and how to empower employees. While there is a wide range of programs and initiatives which are titled empowerment and they vary as to the extent of power which employees actually exercise, most are purposefully designed not to give workers a very significant role in decision making but rather to secure an enhanced employee contribution to the organisation. Empowerment takes place within the context of a strict management agenda. (p. 40) Wilkinson (1998) thus implies that empowerment is consequently a managerially controlled event working at a workbased rather than a strategic level within the business. Honold (1997) supports this notion by considering empowerment as control of ones work, autonomy on the job, variations of teamwork, and pay systems that link pay with performance (p. 202). Businesses can build an empowered environment if they provide employees information, power, resources, and training, and consistent follow-up with recognition and corroboration. However, empowering employees is an incessant course of action. Companies that take the first step by encouraging an environment of empowerment are expected to be the industrys leaders. Trade unions and learning rhetoric Over the last two decades, the existing rhetoric surrounding workplace learning, teamwork, and the learning organization within the agenda of promoting a knowledge economy has had an impact on trade union membership and union power in the US and UK (Bratton et al., 2004). Labels, such as shared ownership (Senge, 1990, p. 13), engagement (quoted in Schwind et al., 2007 p. 471) and owner of the business (ibid, 2007) all in the premise of globalization and improved production are often eluded to marginalize unions (Bratton et al., 2004). We need to keep in mind that workplace learning is about workers learning to develop into a more proficient and accommodating human resource (Spencer, 1994) and should be examined through an exploitative viewpoint of the human capital theory. In many cases, workers are directed to accept the suggestion that there are no permanent jobs and to adhere to flexibility, cuts in their wages and benefits (Bratton et al., 2004). Today, the labour movement is oft en silenced and manipulated under the pretext of workers being labeled by companies as partners and associate partnership agreements (Bratton et al, 2004) emphasizing employer rights, including in some cases, refuting the right to democratically decide their own union steward (Wray, 2001). Some companies are also discouraging workers away from unionization and to constrain workers to company objectives  [1]  . It has been argued by Robertson and his colleagues that many workers still find unionism an effective way to democratize the workplace and to guarantee a collective voice, and avenue to equality, and economic security (1989). A number of unions, notably the International Steelworkers of America, have embraced workers interest in workplace learning and have encouraged participatory practices (Bratton et al, 2004 p. 127). On the other hand, Wells (1993) claims that unions and HRM policies are in conflict, because of the imbalance of power between management and workers and that employees can only achieve equal power through their collective representation. According to Wells, unions make workplace democracy work better (1993). Unions provide a challenge to the total power of management and ensure workers have a say in workplace decisions that affect them throug h collective representation (Well, 1993). Evidence attained from union involvement have confirmed the problematic nature of workplace learning initiatives and with this in mind, have initiated their own unique workplace learning programs. Union based education Education and training is offered to their members and representatives to prepare workers to take a more active role in the union. In some cases, unions have developed complete training programs and have partnered with schools, such as McMaster University, to include labour education and vocation training opportunities for their union members (cited in Bratton et al. 2004 p. 108). Labour education has also varied over time, but the final outcome is still the same to effectively change the process in labour-management relations (ibid. p. 111). In their paper, Canadian labour education and PLAR at the turn of the century, the authors, Spencer, Britton and Gereluk provided exemplary examples of labour education courses offered by and for unions (2000). The choices of courses offered by these unions are diverse but most evolve around the particular structure of the shop stewards function. These courses are the tools needed to understand the legal framework of trade unions. A good deal of the critical literature also alleges that there is a contradiction between the new HRM ideals and the trade unions with their traditional industrial relations and collective bargaining. Godard (1994) argues that the main motivation for managers to accept the progressive HRM processes is to shun or lessen trade union control. Nonetheless, he does admit that it would also be a mistake to view progressive practices as motivated solely or even primarily by this objective (1994, p. 155). Other critics have advocated that trade unions should embrace change by harmonizing the same aspects of the soft HRM model. Such a union approach would promote a partnership between businesses and organized labour which would transpire into a high-performance environment with common benefits for both the workers and the organization (Betcherman et al., 1994; Guest, 1995; Verma, 1995). What is apparent from this HRM viewpoint is that this perspective has a strong political and legal agenda r eflecting the decline in union participation and influence in the US and UK over the last decade. Never has it been more important for unions to establish their legitimacy and their own distinctive workplace learning programs. I was directly involved with a three month labour education program with my local union OPSEU. I was introduced to trade unionism, labour policy and social justice issues. It provided me with critical approaches to current issues and it reinforced my idea that strong unions makes a strong company. I accept the conflicting nature of the working-class unionism born out of hard struggles between capital and labour and their logical acceptance that capitalism as the only system in todays world. But I also contend that active unionism may provide the best chance to democratize the corporate workplace. Professor Hugh Glegg (1960) makes a revealing comment, that collective bargaining through trade unions or joint regulation is industrial democracy. Employee Development Schemes Employee development is now, more than ever, a key issue within the HRM paradigm. Against a background populated with concepts such as the learning organization and lifelong learning employers have been encouraged to capitalize on the learning potential of their employees, by encouraging learning activities. Research advocates that this style of non-vocational or non job-specific employee development pursuit has an array of benefits for both employer and employee (Industrial Society, 1996). Ever since Ford initiated their revolutionary EDAP scheme in 1987, employee development schemes have progressed and expanded to the level where the term can now include a wide mixture of development ideas. To enhance the companys industrial relations, the union and management initiated an interactive learning delivery intranet system called Solstra  [2]  . This avenue presented a means of packaging learning on an intranet. The system also overseen the progress of learners, kept records of asse ssments and modules completed, and would routinely renew individual records of training and skills profiles. Within 6 months, 15,000 employees, depicting one-third of personnel, utilized the program (Mortimer, 1990). The Ford EDAP scheme attained an involvement rate of over 50 per cent in three years into its existence (Holden, 1996). The literature suggests that although the initial option made by employees pertaining to the type of learning was entirely non-vocational, later choices were inclined to shift in a more vocational direction (Holden, 1996). It is noteworthy that several case studies of EDS have noticed IT/computer skills courses to be one of the trendiest choices (Donaldson, 1993, 1996). Overall, the data suggests that the development of employees allows them to yield a more considerable input to the achievement of business objectives. A highly skilled and flexible workforce can give the competitive advantage necessary for success. The evidence would appear to suggest that many workers enroll to take part in an EDS to attain new skills to develop job prospects, continuing a personal leisure activity, or simply general self- development or accomplishment (Industrial Society, 1996). A helpful result frequently reported by participants is an improvement in their confidence, both in their capacity to learn and in themselves (Policy Studies Institute, 1993). This seems mainly to be the experience of workers with no prior training and who are more likely to have negative recollections of their educational experience. Many bodies of literature are littered with illustrations of individuals for whom partaking in their companys EDS has been a radical experience. The literature also proposes that employees may be more receptive to work-related training (Maguire Horrocks, 1995). It also bode well for companies whose goal is to build a culture of learning within the company. Research findings also implies that the provision of work and non-work related training makes workers feel more committed, empowered and appreciated (HOST, 1998). This is particularly true of junior level staff whose earlier experience of training was in-house and job-specific (Arulampalam, 1997). Employers presently perceive enhanced learning skills and a flexible workforce as the most advantageous results of an EDS (Maurer Tarulli 1994). Another theme in which conclusive results has been recounted by EDS members is that of motivation at work (Maurer Tarulli 1994). It is hardly surprising, given that improved employee motivatio n is often mentioned by employers as a motive for initiating a scheme. EDS provision often seems to foster a better relationship between staff and employer. Conclusion and Discussion The benefits of labour education and employee development schemes reported by employers and staff are numerous. The existing literature proposes that employers currently regard improved learning skills and a flexible workforce as the clearest outcome. As well, it would seem that improved motivation, empowerment and confidence of workers are noteworthy outcomes. The fact that employees are often more keen to learn, and have more confidence in their abilities as a result of participation, can help shift a company in the aim of becoming a learning organization. Overall, the development of employees can permit them to make a significant contribution to the success of a business. However, there is a penchant in the literature to slip from arguing workplace learning to empowerment to industrial democracy is the identical process and to presume that if a corporation is training its workforce that it is empowering its workers. Such statements need to be tested against employees as well as em ployer experience and placed in a more analytical understanding of the flexible workplace and the knowledge economy. Im not convinced that corporate leaders believe that empowering employees makes a company more effective. Empowering workers means sharing power or increasing workers control and the powerful in business rarely like allocating power. Debates of workplace learning need understand the real issues of power, authority, control, inequality, and ownership for real empowerment and workplace democracy. Slogans such as buying in to company values and owning are an integral part of todays corporate arrangement (being accountable for your own accomplishments). Furthermore, it is important to understand the value of unions as a positive influence in democratizing the workplace. A long serving employee, with a good union contract, may perhaps have access to job security, but contemporary corporate position is for employees to take responsibility of their own careers. This means more than meeting performance goals. It necessitate routine demonstration of eagerness, display of loyalty, and continuous display of commitment by gaining new skills, volunteering for new challenges and indicating a readiness to do more than is necessary or expected. Commendable employees are seasoned overachievers; they have to be because doing more than is necessary or expected is precisely what is required and expected! Employee empowerment is not the key to structural problems. This does not signify that it will not receive wide acceptance and be hyped as a way to attain organizational excellence through workplace democracy. I believe that workplace learning is d eliberated to assimilate workers into management culture; labour education permits workers to challenge it. Godard, J. (1991) The progressive HRM paradigm: a theoretical and empirical re-examination, Relations Industrielles/Industrial Relations , 46 (2): 378 99.Godard, J. (1994) Industrial Relations: The Economy and Society , Toronto: McGraw-HillRyerson. Godard, J. (1991) The progressive HRM paradigm: a theoretical and empirical re-examination, Relations Industrielles/Industrial Relations , 46 (2): 378 99.Godard, J. (1994) Industrial Relations: The Economy and Society , Toronto: McGraw-HillRyerson. Godard, J. (1991) The progressive HRM paradigm: a theoretical and empirical re-examination, Relations Industrielles/Industrial Relations , 46 (2): 378 99.Godard, J. (1994) Industrial Relations: The Economy and Society , Toronto: McGraw-HillRyerson.

Teen Pregnancy :: Teenage Pregnancy

  Ã‚  Ã‚  Ã‚  Ã‚  While many teens that engage in pre-marital sex never become pregnant, some are not as fortunate. Teen pregnancy has become all too common in this day and age. Some teens think it will not happen to them and do not use necessary precautions to protect against it. There are several causes for teen pregnancy and the effects can be life changing.   Ã‚  Ã‚  Ã‚  Ã‚  Several causes for teen pregnancy are: the need for affection, acceptance, and unprotected sex. One may have a poor home life and look for affection from a peer. The simple desire to feel loved by another person may be a cause for an unexpected pregnancy. A teen may have a low self-esteem and simply be looking for acceptance in the bedroom. However, many teens that have a wonderful, affectionate family and are very confidante are merely looking for the few minutes of pleasure and avoid using protection. As several teens use the excuse that sex feels better with out a condom, an unwanted pregnancy is likely to occur.   Ã‚  Ã‚  Ã‚  Ã‚  One major effect of teen pregnancy is that the child may be raised by a single parent. While most girls are looking for love and acceptance in sex, many guys are looking for the mere pleasure and are not planning on becoming a teen father. The pressures of high school and hanging out with friends may be overwhelming for some teens, so they just leave. Raising a child as teen is difficult, but raising a child alone would be almost impossible.   Ã‚  Ã‚  Ã‚  Ã‚  Many teens become overwhelmed with the stresses of high school and raising a baby; therefore, dropping out of school may seem like the best option. Attending school five days a week, studying for classes, and raising a baby would be overwhelming for most teens. One would have to pay for babysitting and many other expenses for the child that a part time job income could not cover. Dropping out of high school to work full time may seem like a great idea at the moment, but the jobs one applies for may be limited because the lack of a high school diploma.

Management and Diversity Essay

Susan Jackson states in Diversity in the Workplace: Human Resource Initiatives that, â€Å"Surveys of business leaders confirm the perception that interest in managing diversity successfully is widespread. In a study of 645 firms, 74% of the respondents were concerned about diversity, and of these about one-third felt that diversity effected corporate strategy.† This means that the majority of organizations feel diversity is important, and see the need to take action, however; implementing the process can be more difficult. This paper will outline a human resources strategic plan that includes diversity training for all employees to include managers and frontline staff. It will focus specific diversity training segments to address management’s perspectives, and will use a change model to persuade management to implement needed modifications to the organizations practices. This paper will also propose a brief training outline of diversity content. Finally, this paper wil l recommend a comprehensive method of evaluation to ensure the training will create the needed changes. Mark Winston states in The Importance of Leadership Diversity: The Relationship between Diversity and Organizational Success in the Academic Environment that, â€Å"Fostering diversity in organizations is generally considered a priority in relation to the increasing diverse population, as well as inequities, current unfairness, and underrepresented.† To have a diversity strategy that becomes a strategic part of organization it must align with the overall goals of the organization. Nagel, CEO for Cisco states in the Hewlett Associates Creating a Sustainable Inclusion and Diversity Strategy: Build on Your Company’s Goals and Strengths that, â€Å"This position of inclusion and diversity must be an integral part of the company’s key business goals, rather than an add-on whose value and cost constantly need to be justified. A successful and sustainable I&D (inclusion and diversity) strategy cannot be built in a silo. Similarly, for I&D to receive the organizational support required to achieve its goals, it needs to be represented and play a central role in decision-making at the highest level. To ensure that I&D is integrated at every level of the company, not just an HR focus.† To have this strategy start at the top of the organization is critical to the success of the initiative. This would begin with the forming of an Inclusion and Diversity Council. This counsel would be led by the Vice President of Human Resources, and the members are all executive level positions that represent each component of the company. The goals for this council would be to develop the Inclusive and Diversity vision to align with the goals of the company, develop the strategy behind the diversity and inclusion, and the execution plan. This council would also start gathering data to begin employee network groups in whic h all employees have the opportunity to join. It would review and advocating policies that support an inclusive environment including training for all employees, and implement a metrics for measuring the impact of Inclusion and Diversity initiatives. Through creating this type of board for the organization places diversity as a top priority and demonstrates the seriousness of integrating diversity into the organization. This would also exhibit to the EEOC a good faith effort to inaugurate diversity into the company. Below the council would be an additional group of managers that are composed of different business segments and would each hold a leadership type position in the employee network group. This group of managers would be responsible for building a strategy and executing a plan to implement the council’s decisions. This would allow an additional team of employees be involved in the inclusion and diversity strategy. â€Å"Because I&D goals are aligned with the overall business goals, I&D initiatives have a greater impact than before and are seen as a company priority.† (Hewett, 2009). Through starting the diversity strategies at the top and including additional manager throughout the company shows that this initiative is not a fad and that it is being taken seriously. The council will begin the inclusion and diversity process and communicate to managers and the overview the hiring and team the employees that make up the organization. In addition to the council, managers that recruit and hire employees will go through interviewing skills and be required to have a diverse slate based upon the geographic location. Adding more diverse candidates to the interview process gives managers the opportunity to hire more diverse candidates if they are the most qualified for the position. Interviewing more diverse candidates, allows more opportunity to hire and retain a diverse workforce. This will lead to less discrimination lawsuits based on hiring and retaining more diversity within the organization. Another key point is developing and engaging the talent that the organizat ion currently has. This would include promotions of internal candidates. This type of development would include mentoring groups that could be utilized through the employee network groups. This would reach all levels of employees throughout the organization. Finally, there will be training for all employees in regards to diversity and inclusion, harassment, and stereotypes and biases. By training employees and holding then accountable for improper practices or behavior, helps the organization develop standards and omit any inappropriate behaviors. Through aligning diversity and inclusion with the company’s overall goals and including key leaders in the organization states that this is a high priority and is supported by the overall company. By engaging managers at different levels through employee network groups and having diverse slates in hiring practices allows the company to continue to grow in diversity and inclusion. Finally, providing training and policies in place to encompass all employees gives everyone the understanding of what behavior is acceptable and that the work environment is inclusion for everyone. There can be a variety of reasons that managers or employees would resist change. According to the article, Workplace Diversity: How to Tackle Resistance it states, â€Å"Employees resist diversity for a number of reasons; if the organization’s definition of diversity is not broad enough and inclusive, some employees may feel excluded or left out of the change process. Furthermore, employees who are not often made to feel included in the process, such as white men, may feel blamed for inequities in their organization and react with defensiveness. On the other hand, employees specifically included in diversity efforts – such as women or people of color- may express resistance because they do not want to be singled out or perceived as having succeeded purely as a result of the change effort. Finally, employees are also cynical and reluctant to get involved with new diversity efforts when past change efforts have not been successful.† To address the managers that would be implementing these practices I would first start with training the understanding of the alignment of diversity with the organizational goals. This would include ten session training about diversity and the way that it effects the organization. Through establishing and defining the organization’s definition of diversity and how it will help the company grow would help the managers understand the company initiative and that the top leaders of the organization are implementing and enforcing this program. It would also allow the managers to understand diversity and the components of it. The second training would entail having a diverse slate to interview, interviewing candidates, and selecting the best talent. â€Å"One common misperception is the belief that unearned benefits or advantages will be given to a specific group, such as white women, or people of color; as well as that one has to part of a specific group in order to be promoted.â €  (Catalyst, 2009). Through understanding the correct interview process, having a diverse number of candidates for promotion or hiring, and asking job related questions will allow the organization to continue to build on diversity and inclusion and train as well as show the managers the correct hiring process. The third training would allow the manager to understand and analyze their own stereotypes and biases. Through identifying that everyone, absolutely everyone has stereotype and biases, allows the manager to identify them and then look past them. This would help with the fair treatment of all employees. All three of these training sessions, understanding diversity, interview with diversity, and understanding stereotypes and biases will allow the company to continue to grow in diversity and inclusion. The organization will also be in compliance with sound hiring practices and treatment of employees including harassment. Dr. John Kotter’s 8-Step change model is one that can be utilized to impl ement and explain the change in the organization’s diversity and inclusion. According to the article The development of a model to support synchronous change, Kotter’s eight steps are: create a sense of urgency, form a powerful coalition, create a vision for change, communicate the vision, remove obstacles, create short term wins, build on the change, and anchor the changes in corporate culture. The first step is to create a sense of urgency. In this case the urgency has already been put in place by the charges faced by the EEOC. Due to the charges the organization must put a plan into effect quickly; this will be vital to the success of the organization. In step two, formulating a coalition, this can be done through establishing the diversity council in which key leaders will initiate the beginning of the diversity and inclusion component of the company. This will help the organization to all be on the same page and implement a strategy from the top. The third step includes the vision for change. This is done through aligning the goals of the organiz ation to the goals of diversity. This part of the plan would create goals such as meeting diversity goals, creating an inclusive environment, and training goals for the employees. Creating a work environment that is diverse as well as inclusive is an ideal work environment. Step four, communicate the vision, can be accomplished through the trainings conducted with the managers. These trainings would explain the diversity goals of the organization and have the frontline staff complete 5 diversity training sessions, and manager complete 10 diversity training sessions. In addition to the training, the managers should have constant open and honest communication about the changes that are happening and how those changes are effecting the organization. The fifth step, removing obstacles, would need to be in place when the employees are resisting the changes. Removing obstacles is part of the overall plan in which resistance comes up it is addressed immediately and allows the organization continue to build on its strategy. This fifth step is important in which managers that are following the diversity vision are rewarded and those that are not a redirected to follow the guidelines in place. This came be done by offering diversity bonuses based on having a diverse hiring slate, but not by hiring the most diverse candidates. The important part is still hiring the best candidates, but having a variety of candidates to choose from. The sixth step, create short-term wins, allows the employees to process and be successful in intervals. This would include reaching goals such as completing training, and having the correct amount of people to interview to complete a diverse slate. Step seven, build on the change, allow employees to celebrate the small successes that will then lead to additional wins of having a diverse and inclusive work environment. Finally, the eighth step, anchor the changes in corporate culture, is the complete process in which the changes are adapted to the culture of the organization. This is when the new staff as well as the old staff has accepted the culture and ensures that the changes continue. Each component of Kotter’s eight step process is important and necessary to achieve success. This plan of implementing change in accordance with the eight steps lays the foundation for the organization to make a positive change and provide a more diverse and inclusive work place. Described previously there were would be diversity training composed of ten (10) sessions. These sessions are based off of the Workplace Diversity Foreword, Managing Workplace Diversity. The first five sessions would be for both frontline employees and managers. The remaining sessions six to ten would be for managers only. The first session would entail an understanding of what diversity is. Although diversity can be different to each individual, this would focus on the defining diversity, giving history of the organizations diversity, and legal overview. The second training session would explain what stereotypes are as well as biases. In the course participant would identify their own biases through active listening. Once the biases and stereotypes are identified, the third session would include breaking down your own biases through changing how the participants view their approach and the encouraging workplace and social changes. The fourth lesson would then identifying the proper communication stating that listening and hearing are two different things. This would help open up communication among all individuals to incorporate an all-inclusive environment. Lesson five would explain body language and it is not what you say, but how you say it. This would allow employees as well as managers to understand that there is more to communication than just words. The sixth training would encourage diversity in the workplace through establishing guidelines and teaching employees about preventing discrimination. The seventh training would entail identifying discrimination and the options in which an employee or manager would have if this happened. The eight training would explain the processes used if you as a manager are involved in a complaint, understanding the role that you play as a manager that represents the company as well as an individual. The ninth training would teach the manager how to properly document the complaint and identify the appropriate actions including contacting the human resources department. The tenth training would explain the steps in receiving the complaint formally as then looking back at the incident and learning from the experience. All ten of these trainings, establish the guidelines that the organization is looking to enforce and support. Each component both explains and defines what diversity is, how it is involved in the day to day work environment, and how to prevent as well as respond to a complaint. Once all of the trainings are completed managers as well as employees will understand the overall goals of the company, how diversity plays a role in those goals, how each employee and manager can contribute towards those goals, and what to do when the resistance to diversity is encountered. Finally, this paper will recommend a comprehensive method of evaluation to ensure the training will create the needed changes. One way to measure the success of diversity initiative is if there are any additional complaints filed with the EEOC, and of the goals or requirements put in place by the EEOC are met. Tracking and evaluating the hiring process and the applicants considered will show the strides or lack of follow through for the organization. Also following the guidelines given and continued follow through with compliance would allow the organization to track and view the changes. Another way to establish if the goals and measures are successful is through looking the amount of promotions if internal candidates. This will show how many employees are taking advantage of the mentoring, employee networking, and diversity training through embracing the goals of the company and making themselves more promotable. â€Å"The organization’s retention rate by demographic group compares favorably with external retention rates.† (Bliss, Keary, Loftus, Outwater, Porter & Volpe, 2011). This would show how many minorities had been hired and promoted. An additional measure could also be an employee survey conducted. â€Å"Employee satisfaction survey results by demographic group show the feelings or rates on the diversity in the organization.† (Bliss, et al, 2011). Through seeking the employee input on how they view diversity, training and the inclusive environment, and how successful they feel it is will allow the organization to gage how successful the diversity initiative is and how to continue to build upon it. Finally the organization can look specifically in the diversity of top level managers. â€Å"Consistent with applicable law, representation of minorities and women in positions is enhanced.† (Werner & DeSimone, 2012). This would directly look to see how engaged the top level of the company is and the continued support needed to continue to grow the diversity of the organization. Each measurement will allow the organization to understand and e nhance the diversity and inclusion strategy. â€Å"Practicing diversity management means operating at a level that is the best with respect to diversity management.† (Werner & DeSimone, 2012). This paper outlined a human resources strategic plan that includes the creation of a diversity council of top managers, an additional group of managers to help implement diversity changes, employee network groups, and diversity training for all employees to include managers and frontline staff. This paper focused on specific diversity training segments to address management’s perspectives through establishing a diversity training model for all employees. This paper used Kotter’s eight (8) step change model to persuade management to implement needed modifications to the organizations practices, and proposed a brief ten (10) training outline of diversity content. Finally, this paper recommended a tracking system through the applicant flow log to overview the diversity process as well as a survey for employees to complet e to ensure the training will create the needed changes. References Bliss, W., Keary, D., Loftus, J., Outwater, L., Porter, G., Volpe, N., (2011). The SHRM Learning System: Module Three Human Resource Development. Alexandra, VA: Society for Human Resource Management. p. 206-221. Catalyst., (2009, May 13). Workplace Diversity: How to Tackle Resistance. Women’s Media. Retrieved December 15, 2012, from http://www.womensmedia.com/lead/119-workplace-diversity-how-to-tackle-resistance.html Hewett, A,. (2009). Creating a Sustainable Inclusion & Diversity Strategy: Build on Your Company’s Goals and Strengths. Retrieved December 15, 2012 from: http://www.cisco.com/web/about/ac49/ac55/white_paper_Diversity_102709.pdf Jackson, S., (1992) Diversity in the Workplace: Human Resources Initiatives. Guilford Publications. New York, NY. Managing Workplace Diversity Website. (2012). Work Place Diversity Foreword. Retrieved December 15, 2012, from http://pdtraining.com.au/workplace-diversity-training-course Redvers C., Tennant,C., Neailey, N., (2005) The Development of a Model to Support Synchronous Change. Measuring Business Excellence, Vol. 9 Issue: 3, pp.13 – 20. Werner, J., & DeSimone, R. (2012) Human resource development (6th ed.) Mason OH: South Western Cengage Learning Winston, M., (2009). The Importance of Leadership Diversity: The Relationship

Pollution and Water

Pollution and Water Free Online Research Papers Benjamin Franklin once said â€Å"Nothing in life is certain except death and taxes.† As society begins to transition into globalization, it is fair to say that pollution is becoming heavily relevant in society. Unfortunately, globalization plays a key role in creating pollution because of the demands that society has placed upon the efforts of constructing a globalized society. Nations that were self reliant have expanded on the idea that now sustainability has to be grasps through other means. America specifically has seen a spike in gross revenue, while encountering a sharp decrease in domestic production. This is occurring because of the ability to transport goods and services on a global scale. This has a negative impact on America because it leads the nation to be completely dependent upon what is imported. The imports of products such as oil can only be done by ship. However, the constant laboring over waters leads to the negative effects of destroying domestic fresh water, but also the waters of the ocean. The vast body of salt water that covers almost three fourths of the earth’s surface is the sole property of each and every inhabitant of the Earth. In turn, any measure that affects the ocean affects any one thing that is dependent on water. This is why America’s drinking waters are becoming vastly polluted at an alarming rate, as our global economy increases. This is evident by the decreasing supply in fresh drinking water. This has proven to the one of the biggest challenges of the 21st century. [yes] With regard to drinking water, it is estimated that over the coming years our access to clean fresh drinking water will continue to become contaminated as a result of production and commerce. As of now, America knows that fresh water supplies are sinking as both surface and ground water become affected with chemical compounds that are the result of the manufacturing process. For instance this affect is prevalent in the Cuyahoga River when the Cuyahoga River caught fire in 1969 as a result of the contaminants in the river (Levin, 2002) [do not insert year in MLA format]. Due to the overproduction this in turn caused the Cuyahoga River to be heavily contaminated, causing the pollution of a dependant water supply. Another example is the case in Woburn, Massachusetts where the water supply of the local town had been destroyed by the constant dumping of trichloroethylene causing a number of cases of Leukemia to develop in the town’s population (Grossman, 252) [citation is clear, b ut no comma after author’s last name]. Trichloroethylene is a colorless, poisonous liquid used chiefly as a degreasing agent for metals and a solvent, which is used especially in dry cleaning, for fats, oils, and waxes. This kind of chemical pollution that was dumped in Massachusetts is a prime example of how our water supply is being diminished by pollution. Levin notes that 80% of America’s drinking water comes from a water resource (Levin, 2002). Levin states, â€Å"Much of the contamination results from local human activities, hazardous waste sites, residential development and transportation.† With water pollution being acknowledged as a common treat in daily household activities, it should stress to people that one needs to be more conscientious of daily activity. If people are more conscious about their activity then, water pollution could go down tremendously. Timothy Ford found in a study that waterborne illnesses create a far greater risk than others do because winterbourne illnesses has the ability to reach and infect a variety of people (Ford, 1999) [again, do not insert year in MLA format]. This is potentially dangerous because of a winterbourne illness can effect a broad range of people. This is why pollution needs to be remedied as soon as possible so mankind can relieve people of potential health outbreaks, caused by waterborne illnesses. However, there are measures that the government has taken in an attempt to curtail the continuing onslaught that America’s receive from the cause of polluted water. Our government has recognized that there is a need to regulate that is distributed throughout American homes. This precautionary measure includes safeguards on how water gets to the homes, also where it comes from. The Environmental Protection Agency has gone through great lengths to ensure that the water that people drink is c onsidered clean and healthy. Through the strong lobbying power of their EPA, our government has adopted the Safe Drinking Water Act and the Clean Water Act, all in attempts to address the increasing risk that is imposed by dangerous or unclean water supplies. [info is relevant] Legislation may not be the only way to address the issue of dirty water within our nation. Hans Brix of the University of Aahurs in Denmark suggests the re-create and rehabilitation of the wetlands that are being destroyed by the process of commerce. These wetlands play an integral role in not only protecting our clean water sources, but also in cleaning contaminated water (Brix, 1995). Wetlands play a key role in nature’s ecosystem because they naturally clean the water of impurities. The process of cleaning water contaminated by industrial waste can be effectuated simply by restoring wetlands that have been destroyed by the process of materials production, as the water is filtered by the plant life in the wetlands, wherein the plants absorb contaminants and clean water is returned to the natural flow of water (Brix, 1995). It’s [do not use contractions in formal papers] important to maintain clean water because not only is water a renewable resource, but it is an imp ortant in maintaining life as a whole. Moreover, if more legislation is created and wetlands were erected all over the nation, this will only be operating in a responsive effect rather than a preventative one. Brix, Ford, and Levine are all attempting to identify the problems and possible solutions to water pollution, or simply mask the problem at hand by creating small reactive changes. Yet, the real change in water quality can only be met by addressing the problem. Water pollution has become increasingly clearer over the past 40 years, and the main problem is that mankind is careless in their use of the environment. Furthermore, the fact that the industrial operations contribute to the majority of water waste is a thought one should take into consideration. If one were to change their practices, the ease of water pollution will decrease. The demand for production, such as the imports and exports in a capitalist society is very demanding. This causes businesses to pay less attention to their impact on the environment, a nd more attention to their profits. It can be surmised that businesses contribute to water pollution not because of simple corporate responsibility, instead because of the great cost that can be anticipated in achieving a level of operation that does not harm the environment [good transition]. John Horowitz conducted a study of the paper industry and found that the cost of achieving compliance regarding water quality laws was not only very difficult but also cost consuming (Horowitz, 1999). The process was cost consuming not simply because of the process of treating the water, but also because these companies must employee a staff to treat the water, and monitor water quality of the water returned to the groundwater system. Paper production, like a variety of others in the American commerce system relies heavily upon water in the manufacturing process. As such, clean water is removed from fresh water systems and is then in contact with a variety of chemicals from the production process. This water must then be treated and returned in a better state than when it was drawn. This process, although time consuming, can be afforded by very large corporations. However, small business who [that] make up the majority of production in America cannot afford the process, and instead merely dump untreated water back into the local water systems; causing an egregious amount of water pollution. Our world is threatened daily by the growing level of commerce in our globalized society. If humans continue to manufacture at an increased rate, while ignoring the fact that our fresh water systems are declining as a result of this process, then there will be no solutions to help stop water pollution. One solution is to be presented by the legislature. Instead, all we have seen is the creation of laws, without the ability to enforce them. Unless a drastic change is made quickly, our water supplies will diminish to an extent that the globalized manufacturing economy will have no one to manufacture products to produce for. Research Papers on Pollution and WaterThe Effects of Illegal ImmigrationMind TravelAnalysis Of A Cosmetics AdvertisementDefinition of Export QuotasThe Spring and AutumnRelationship between Media Coverage and Social andGenetic Engineering19 Century Society: A Deeply Divided EraPETSTEL analysis of IndiaBionic Assembly System: A New Concept of Self

John Adams, George Washington, essays

John Adams, George Washington, essays 1. The principle motivation in getting involved with the independence movement for John Adams was his ambition. However, he also had a very strong sense of virtue and he saw America as the center of virtuous being. He saw the taxation being imposed on Americans as morally wrong and was personally insulted by the appointment of men to high official positions based on their willingness to bow to and fawn over the crown. With a movement toward independence, Adams could satisfy his own ambition by moving his concerns and abilities out of the small province of Massachusetts into the larger arena of the continental government. Pairing his ambition with the ambition of the entire continent was satisfying and productive to Adams and this, among other things, motivated him to continue his support for American independence. The principle motivation for George Washington for the independence movement was personal honor and gain. Washington understood that by serving as the head of the Continental Army during the movement, he could gain tremendous honor as long as he could defeat the forces of the British. Eventually, Washington began to pair his honor with the honor of the entire nation, just like Adams ambition. The continual gain of national honor would satisfy Washingtons need for personal honor as well as serving his personal interest. The principle motivation for Jefferson in the movement for American independence was his belief in freedom for mankind. Given, his definition of mankind was limited, but he believed that mankind should be free from all oppression and strive to better itself in every way possible. Morgan hints that the personal gain for Jefferson from the movement was his own freedom from oppression. Through the fight for independence, Jefferson was freeing himself from the oppressive laws of England, the oppressive laws of his forefathers, and oppressive limitation of how well he could voice his ideas. The mov...

How to Use the Particles O and No in Japanese

How to Use the Particles O and No in Japanese A particle is a word that shows the relationship of a word, a phrase, or a clause, to the rest of the sentence. The Japanese particles o and no are commonly used and have many functions depending on how it is used it a sentence. Read on for an explanation of these different usages. The Particle "O" The particle o is always written as ã‚’ not 㠁Š. "O": Direct Object Marker When o is placed after a noun, that indicates that the noun is the direct object. Below are a sentence examples of the o particle being used as a direct object marker. Kinou eiga o mimashita. æ˜ ¨Ã¦â€" ¥Ã¦Ëœ  Ã§â€ »Ã£â€šâ€™Ã¨ ¦â€¹Ã£  ¾Ã£ â€"㠁Ÿã€‚- I watched the movie yesterday.Kutsu o kaimashita. é  ´Ã£â€šâ€™Ã¨ ² ·Ã£ â€žÃ£  ¾Ã£ â€"㠁Ÿã€‚- I bought shoes.Chichi wa maiasa Koohii o nomimasu. çˆ ¶Ã£  ¯Ã¦ ¯Å½Ã¦Å" Ã£â€š ³Ã£Æ' ¼Ã£Æ'’ãÆ' ¼Ã£â€šâ€™Ã© £ ²Ã£  ¿Ã£  ¾Ã£ â„¢Ã£â‚¬â€š- My father has coffee every morning. While o marks the direct object, some English verbs used in Japanese take the particle ga instead of o. There are not many of these verbs, but here are some examples. hoshii æ ¬ ²Ã£ â€"㠁„ - to wantsuki Ã¥ ¥ ½Ã£   - to likekirai Ã¥ «Å'㠁„ - to dislikekikoeru è Å¾Ã£ â€œÃ£ Ë†Ã£â€šâ€¹ - to be able to hearmieru è ¦â€¹Ã£ Ë†Ã£â€šâ€¹ - to be able to seewakaru 分㠁‹ã‚‹ - to understand "O": Route of Motion Verbs such as walk, run, pass, turn, drive and go through using the particle o to indicate the route that the movement follows.   Here are sentence examples of o used to indicate the route of motion. Basu wa toshokan no mae o toorimasu. ãÆ' Ã£â€š ¹Ã£  ¯Ã¥â€º ³Ã¦â€º ¸Ã© ¤ ¨Ã£  ®Ã¥â€° Ã£â€šâ€™Ã©â‚¬Å¡Ã£â€šÅ Ã£  ¾Ã£ â„¢Ã£â‚¬â€š- The bus passes in front of the library.Tsugi no kado o magatte kudasai. æ ¬ ¡Ã£  ®Ã¨ §â€™Ã£â€šâ€™Ã¦â€º ²Ã£ Å'㠁 £Ã£  ¦Ã£  Ã£   Ã£ â€¢Ã£ â€žÃ£â‚¬â€š- Please turn the next corner.Dono michi o tootte kuukou ni ikimasu ka. 㠁 ©Ã£  ®Ã© â€œÃ£â€šâ€™Ã©â‚¬Å¡Ã£  £Ã£  ¦Ã§ © ºÃ¦ ¸ ¯Ã£  «Ã¨ ¡Å'㠁 Ã£  ¾Ã£ â„¢Ã£ â€¹Ã£â‚¬â€š- Which road do you take to get to the airport? "O": Point of Departure Verbs such as to leave, come out, or get off take the particle o to mark the place from which one gets off or leaves.   The following are sample sentences of the o particle used to indicate a point of departure. Hachi-ji ni ie o demasu. å… «Ã¦â„¢â€šÃ£  «Ã¥ ® ¶Ã£â€šâ€™Ã¥â€¡ ºÃ£  ¾Ã£ â„¢Ã£â‚¬â€š- I leave home at eight oclock.Kyonen koukou o sotsugyou shimashita. åŽ »Ã¥ ¹ ´Ã© «ËœÃ¦   ¡Ã£â€šâ€™Ã¥ â€™Ã¦ ¥ ­Ã£ â€"㠁 ¾Ã£ â€"㠁Ÿã€‚- I graduated from high school last year.Asu Tokyo o tatte pari ni ikimasu. 明æâ€" ¥Ã¦  ±Ã¤ º ¬Ã£â€šâ€™Ã§â„¢ ºÃ£  £Ã£  ¦Ã£Æ'‘ãÆ' ªÃ£  «Ã¨ ¡Å'㠁 Ã£  ¾Ã£ â„¢Ã£â‚¬â€š - I’m leaving Tokyo for Paris tomorrow. "O": Specific Occupation or Position In this case, the particle o indicates a specific occupation or position, which is usually followed by ~shiteiru or ~shiteimasu. See the following sentences for examples.   Tomoko no otousan wa bengoshi o shiteiru. æ™ ºÃ¥ ­ Ã£  ®Ã£ Å Ã§Ë† ¶Ã£ â€¢Ã£â€šâ€œÃ£  ¯Ã¥ ¼ Ã¨ ­ ·Ã¥ £ «Ã£â€šâ€™Ã£ â€"㠁 ¦Ã£ â€žÃ£â€šâ€¹Ã£â‚¬â€š - Tomokos father is a lawyer.Watashi no ane wa kangofu o shiteimasu. ç § Ã£  ®Ã¥ §â€°Ã£  ¯Ã§Å"‹è ­ ·Ã¥ © ¦Ã£â€šâ€™Ã£ â€"㠁 ¦Ã£ â€žÃ£  ¾Ã£ â„¢Ã£â‚¬â€š - My sister is a nurse. The Particle "No" The particle no is written out as  Ã£  ®.   "No": Possessive Marker No indicates ownership or attribution. It is similar to the English apostrophe s (s). These sample sentences show how the no particle is used as a possessive marker. Kore wa watashi no hon desu. 㠁“ã‚Å'㠁 ¯Ã§ § Ã£  ®Ã¦Å" ¬Ã£  §Ã£ â„¢Ã£â‚¬â€š- This is my book.Watashi no ane wa Tokyo ni sunde imasu. ç § Ã£  ®Ã¥ §â€°Ã£  ¯Ã¦  ±Ã¤ º ¬Ã£  «Ã¤ ½ Ã£â€šâ€œÃ£  §Ã£ â€žÃ£  ¾Ã£ â„¢Ã£â‚¬â€š- My sister lives in Tokyo.Watashi no kaban no nakani kagi ga arimasu. ç § Ã£  ®Ã£ â€¹Ã£  °Ã£â€šâ€œÃ£  ®Ã¤ ¸ ­Ã£  «Ã©  µÃ£ Å'㠁‚り㠁 ¾Ã£ â„¢Ã£â‚¬â€š- There is a key in my bag. Note that the final noun can be omitted if it is clear to both speaker and listener. For example: Are wa watashi no (kuruma) desu. 㠁‚ã‚Å'㠁 ¯Ã§ § Ã£  ®(è »Å )㠁 §Ã£ â„¢Ã£â‚¬â€š- That is mine (my car). "No": Indicating Position or Location To indicate the relative location of the first noun in a sentence, the no particle is used. Take these phrases for instance: tsukue no ue æÅ" ºÃ£  ®Ã¤ ¸Å  - on the deskisu no shita 㠁„㠁™ã  ®Ã¤ ¸â€¹ - under the chairgakkou o tonari Ã¥ ­ ¦Ã¦   ¡Ã£  ®Ã©Å¡ £ - next to the schoolkouen no mae - å… ¬Ã¥Å"’㠁 ®Ã¥â€°  - in front of the parkwatashi no ushiro ç § Ã£  ®Ã¥ ¾Å'ã‚  - behind me "No": Noun Modification The noun before no modifies the noun after no. This usage is similar to the possessive, but it is seen more with compound nouns or noun phrases. The following sentences show how the no particle can be used to modify a noun. Nihongo no jugyou wa tanoshii desu. æâ€" ¥Ã¦Å" ¬Ã¨ ªÅ¾Ã£  ®Ã¦Å½Ë†Ã¦ ¥ ­Ã£  ¯Ã¦ ¥ ½Ã£ â€"㠁„㠁 §Ã£ â„¢Ã£â‚¬â€š- The Japanese class is interesting.Bijutsu no hon o sagashite imasu. ç ¾Å½Ã¨ ¡â€œÃ£  ®Ã¦Å" ¬Ã£â€šâ€™Ã¦Å½ ¢Ã£ â€"㠁 ¦Ã£ â€žÃ£  ¾Ã£ â„¢Ã£â‚¬â€š- I am looking for a book on fine arts. No as a noun modifier can be used many times in one sentence. In this usage, the order of nouns in Japanese is the reverse of English. The normal Japanese order is from large to small, or general to specific. Osaka daigaku no nihongo no sensei Ã¥ ¤ §Ã©Ëœ ªÃ¥ ¤ §Ã¥ ­ ¦Ã£  ®Ã¦â€" ¥Ã¦Å" ¬Ã¨ ªÅ¾Ã£  ®Ã¥â€¦Ë†Ã§â€Å¸ - a teacher of Japanese at Osaka universityyooroppa no kuni no namae ãÆ' ¨Ã£Æ' ¼Ã£Æ' ­Ã£Æ'Æ'ãÆ'‘㠁 ®Ã¥â€º ½Ã£  ®Ã¥  Ã¥â€°  - the names of the countries in Europe "No": Apposition The no particle can also show that the first noun is in apposition to the second noun. For instance: Tomodachi no Keiko-san desu. Ã¥ â€¹Ã© â€Ã£  ®Ã¦  µÃ¥ ­ Ã£ â€¢Ã£â€šâ€œÃ£  §Ã£ â„¢Ã£â‚¬â€š- This is my friend, Keiko.Bengoshi no Tanaka-san wa itsumo isogashisou da. Ã¥ ¼ Ã¨ ­ ·Ã¥ £ «Ã£  ®Ã§â€ °Ã¤ ¸ ­Ã£ â€¢Ã£â€šâ€œÃ£  ¯Ã£ â€žÃ£  ¤Ã£â€šâ€šÃ¥ ¿â„¢Ã£ â€"㠁 Ã£ â€ Ã£   Ã£â‚¬â€š - The lawyer, Mr. Tanaka seems to be busy all the time.Ano hachijussai no obaasan wa ki ga wakai. 㠁‚㠁 ®Ã¥â€¦ «Ã¥  Ã¦ ­ ³Ã£  ®Ã£ Å Ã£  °Ã£ â€šÃ£ â€¢Ã£â€šâ€œÃ£  ¯Ã¦ °â€"㠁Å'è‹ ¥Ã£ â€žÃ£â‚¬â€š - That eighty-year-old woman has a youthful spirit. "No": Sentence Ending Particle No is also used at the end of a sentence. Read up on ​sentence ending particles to learn about the usage.

Asian Blepharoplasty As A Type Of Body Modification Essay

Asian Blepharoplasty As A Type Of Body Modification - Essay Example What stands out from all these procedures is the fact that body features of Whites continue to prevail among the Asian culture and to the Asians, attaining such an ideal look is worth any cost. They feel that the Western look is more appealing compared to their own looks. These procedures from the brief, fair kind ones to the most dangerous, are dynamically provoked by the fashion industry or simply wanting to look good (Joo, 2012). Many advertisements in the Asian media relate individual and professional success to people with Western and Caucasian features and clear messages that in order to achieve significant things in life, then one has to follow the Western way of life, which involves looking like them (Nguyen et al., 2009). The Western way of life demands one to have a beautiful, appealing body from head to toe. During these efforts, Asians risk affecting their well-being and financial security due to the high expenses involved in these surgeries (Chen, 2001). This risky trend should be halted, but it will not happen if Asians continue to endorse Western fashion in their own fashion industry. This research will discuss the factors that cause Asians to feel pressured to endorse Western beauty by focusing mainly on Asian Blepharoplasty. It will also discuss tough issues brought up by these societal influences and propose the resolution to this social problem. As Epstein and Joo (2013) confirm, modification of the human body has been there for as long as humans have willed themselves in order to fulfill the established modes that they feel satisfy societal standards. These modifications have been practiced in many ways and for different reasons. Historical evidence reveals that red dye removed from hematite was applied to the body with the aim of decorating it. After this, archaeological evidence confirms that over 10,000 years ago, animal bones, teeth, and colorful stones were considered as human adornments (Chen, 2001).

Post-Structuralism Essay Example | Topics and Well Written Essays - 3000 words

Post-Structuralism - Essay Example Along with Lvi-Strauss, three of the most prominent post-structuralists were first counted among the so-called "Gang of Four" of structuralism par excellence: Jacques Lacan, Roland Barthes, and Michel Foucault. The works of Jacques Derrida, Gilles Deleuze, and Julia Kristeva are also counted as prominent examples of post-structuralism. Legal theory is necessarily involved with question of language, meaning and interpretation. Language has increasingly become a major object of inquiry within diver's range of legal theory. This is partly due to the work of J.L. Austin and his speech language theory, between 1962 and 1973. 2 At that time discussions were very passionate, then, after a less popular period, it re-finds a great interest at the beginning of the eighties. In France, it has penetrated philosophy thanks to the works of Ducrot and Ricoeur. The first publication on this subject dates from 1974. In Europe the situation is quite similar with one remarkable exception in 1962 with the Swedish K. Olivecrona and the Finish G.H. von Wright3. But in 1972, Alf Ross published an article with a signification title:" The Rise and Fall of the Doctrine of Per formatives ", in one hand he rejected following Austin's first distinction between per formatives and constatives, or more generally, between "saying something" and "doing something", but on the other hand, he didn't accept the second version of the theory, with the distinction between the elocutionary, illocutionary, and perlocucionnary act. Alf Ross distinguished only two main types of speech act: indicative and directive, in his book "Directives and N orms". Each of these acts had one or several norms behind to determine its normative consequences. These norms were called "norms of competence". Contribution to the question of the legal language specificity: a frontal attack against basis of the pure theory of law. The theorical reason of the language theory attraction exercised on jurists is that in the sixties legal theoricians and philosophers went to a saturation point caused by kelsenien theory. Thus per formative theory allowed a frontal attack against the bases of pure theory by suppressing grnd norm "hypothesis". In admitting existence of per formative speech acts, which didn't ask existence of superior norms, we could denounce what Mc Cormick called "the imperativist fallacy". But it is also important to stress that speech act theory allowed to oppose oneself to the epistemological rupture, inherited from Hume and Kant applied in our field by Kelsen between Sein and Sollen, Is and Ought. Some jurists had this deep intuition that this radical scission which closed them in the "swollen world", the one of signification of will act, cut them from reality, and deprive legal reasoning from perception foundations signing by its irrationalism. Though, doctrine of per formatives by its theory o f presuppositions reinaugurates the link between speech act and its factual presuppositions. It is the reason why the speech act theory has

Principles of nonprofit leadership Research Paper

Principles of nonprofit leadership - Research Paper Example sults the first and foremost thing which is required by organizations is effective leadership of a nature that aspires to achieve these results in the best possible way (Principles and Practices for Nonprofit Management Excellence). Most of the nonprofit organizations believe that money is the only resource that can help an organization to achieve its desired objectives. Keeping this in view, many of the experts have argued that not only money but the leadership plays an important role. They argued that effective leadership is the only tool that helps an organization to achieve its intended objectives (A Guide for Board Members, Managers and Staff). The organization work towards achieving those goals and money only enables them to deliver results that are expected of them. In today’s era the two important resources for any organization are financial resources and human capital (Tierney). The set back or down turn in financial resources is impossible to avoid and difficult to overcome, but shortcomings in human capital can be very awkward for an organization and cannot be calibrated easily. Keeping in view above mentioned issues, the need for the nonprofit organizations is to have an effective leadership that goes all the way towards achieving intended and desired results. This paper will probe into the challenges that any nonprofit organization is expected to face while developing effective leadership (Hill, 135). It will further shed light on benefits derived by developing effective leadership along with advantages and disadvantages. It will provide an insight of the principles of nonprofit leadership. Thus, this paper is expected to make a valuable contribution in the existing stock of knowledge. It has become quite difficult for nonprofit organizations to manage in today’s tough economy. According to (Hill, 12) Following are few challenges that nonprofit organizations are facing while in the phase of developing effective leadership. With increased

Interview with Hinduism person Essay Example | Topics and Well Written Essays - 750 words

Interview with Hinduism person - Essay Example For example, Chitin explains that he eats meat while his wife does not eat meat or even eggs. This is clearly explains by the different cultures and religion prevalent in the country. Religion has also shaped him in Karma which clearly defines the kind of work one should follow. In regard to meat eating, Chitin comments that everybody has equal life to live and therefore, no one should kill anybody or any animal as all of them have the right to live. This explains why meat is not eaten by some Hindu groups. When asked about how religion has influenced him, Chitin goes ahead to explain how religion has highly influenced him and his way of life. There is a very big difference when it comes to Hinduism beliefs as this depends on the God followed by each person. The main God is Krishne, but Chitin follows Swami Narayan. However, there are millions and millions of Gods in the Hindu religion. Every person in Hinduism has different things and opinions to say because Hinduism multi-God relig ion, so every person follows different God (Hollins, 2009). The way of life of each Hindu depends on the God worshipped. ... That is, between 50% and 60% of the Hindu prefer to go to the temple for treatment. Treating people in the temple is a cultural thing for the Hindus hence the people of India do not go to government hospitals to seek treatment. However, the choice of where to seek treatment and whether to embrace western medicine is an individual choice. Aryuda is the terminology used for knowledge on different aspects of life including western medicine. The Indian people posses aryuda as they have knowledge differentiate between religion and western medicine and that is why the seek treatment at the temple. The Hinduism religion teaches some things and aspects about healthcare that western medicine denies or contradicts. For example, the Hindu people hold the belief that any person who came to life will one day go or even give free; this is termed as Kal. The western medicine contradicts this time cycle as they offer medicine to treat people and counter this cycle. Chitin further explains his religi on engages in things like exercise, diet, yoga, timely exercise and food habit as ways of engaging to healthcare. These activities help to improve the health of the people and keeps them fit which cushions them from sicknesses and diseases (Hollins, 2009). These activities clearly explain the level of acceptance of western healthcare. Some attributes of these activities are obtained from the western healthcare while others are part of their religion. Chitin also talks of how his religion promotes a certain kind of healthcare. Temple treatment is the kind of healthcare which the religion promotes for its people. For example, the people of India prefer â€Å"the best and the cheapest† so 50% to 60% of people go to the temple because they are

Tariffs and Quotas Essay Example | Topics and Well Written Essays - 3250 words

Tariffs and Quotas - Essay Example There are many basic similarities between the tariff and the quota, particularly in the way they both relate directly to economic relations within and without a nation; there are several basic differences as well, however, which determine which of these strategies should be employed in any particular situation. Figure 1 lists the ways in which tariffs and quotas and the same and different. Originally speaking, tariffs were imposed in early empires and principalities; ancient Germanic, Slavic and Arabic societies imposed tariffs on imported goods to protect their own established, small economies while simultaneously strengthening trading ties and making beneficial political and economic connections with other parts of the world (Heichelheim, 1957, p. 111). It was the foresight of ancient society leaders that has led to the current state of international trade and helped formulate the basis for contemporary economics. Revenue tariffs essentially help to maintain the structure of a local economy despite the influx of foreign goods and produce; some countries have little income and must rely on tariffs to keep their economies stable (Howard, 2001, p.226). Quotas were introduced in cultures such as the Az... the establishment of the Soviet Union as a way to unite the workers and ensure that everyone was doing their part to keep the economy running (Vaillant, 1962, p.190; Ellman and Kontorovich, 1998, p.221). The idea of the tariff is also quite ancient because since the very beginning of human society there has always existed competition between different groups of people. Despite friendly relations, certain products and produce that is available to one group may not be available to the other, and so trade is a natural occurrence between communities, cities, regions and countries. Figure 1 Tariffs and Quotas ' ' ' ' ' ' ' ' ' ' ' * Can pertain to international trade ' ' ' * Responsible for national revenue ' ' ' * Regulate local economy ' SIMILARITIES ' * Regulate international economy ' ' ' * Both can strengthen international trade ties ' ' ' ' ' ' ' ' ' ' ' ' ' ' ' ' ' ' ' ' ' ' ' ' ' ' ' ' ' ' ' ' ' ' ' ' ' ' ' ' ' ' ' ' * Tariffs are always used in terms of ' ' ' international trade, whereas; ' DIFFERENCES ' * Quotas may relate directly to internal ' ' production ' ' ' * Tariffs can greatly impact foreign economy ' ' * Quotas create revenue for local sellers ' ' * Tariffs create revenue for the government ' ' ' ' ' ' ' ' ' ' ' ' ' ' ' ' ' ' ' ' ' ' ' ' ' The Tariff Strictly speaking, a tariff is the tax that is placed on a foreign import upon its entry into another country. There are three basic types of tariff: revenue, protective and prohibitive tariffs. Each of these serves a specific purpose within the economy and is responsible for bringing in money from different market sectors with overseas origins. The imposition of tariffs on various imported goods ensures that the nation that imports

Coca cola Essay Example | Topics and Well Written Essays - 1250 words - 1

Coca cola - Essay Example One such brand that can be sold to people in having health benefits are product lines from the well-known Coca Cola Company, which boasts of more than 3,500 and continuously increasing number of products, and gains further brand strength due to its strong involvement with consumers through various media collaborations, well-established corporate social responsibilities, and continued expansion to many markets around the globe (The Coca-Cola Company, 2013). Coca-Cola’s placement in the security level of Maslow’s hierarchy of needs comes as the result of combining a strong brand image along with health benefits apart from satisfying customers’ physiological needs such as food and water, which in turn gives it an edge over other food and beverage brands which may only advertise or give an impression of fulfilling basic physiological needs. While Coca-Cola may well be one of the well-established or the most-trusted brand targeting the customer demographic, various re asons for motivational conflicts or cognitive dissonance can arise among its customers. One of the biggest possible conflicts could happen to health-conscious consumers, who are fully-informed of the high-sugar content of most of the flagship carbonated drinks of the brand, as well as the use of artificial or alternative sweeteners originally-aimed at them. In addition, the issue of obesity among the said target demographic and even among consumers outside this group of people can also be affected in purchasing the product due to health reasons (e.g. physician instructions to reduce carbohydrate and sugar intake). These customers may become dissuaded to keep buying the product or reduce their consumption due to health reasons, despite being satisfied with their previous purchases, creating a conflict between their beliefs and what the product represents (Akers, 2013). Thus, while the brand may keep most of its loyal customers, other potential and past customers may not be easily sha ken to keep on buying or consuming the product as they once did before encountering motivational conflicts in its purchase. In order for the brand to keep afloat, it must be able to provide something for customers who become dissuaded as a result of conflicts between the product’s content and their rationalized choices (Akers, 2013). This can either be done through marketing of health-conscious choices in drinks, or alternatively creating a product line showing an image of health and wellness. One thing that marketers can do is to present all of its products to consumers through advertisements using images of health and wellness, although at present such strategies may not be effective in the long-run due to the rise in meticulous and thoughtful consumers. Another stronger option to increase sales and consumer involvement with the product is to create a product line that targets the health-conscious consumer demographic. Marketable products may include carbonated drinks but i nstead of using alternative sweeteners, the product has lesser sugar content than the original product. Another example of a product for the health-conscious consumer is a wide selection of natural fruit juices, which also has less sugar added in comparison to other competitor products. By adding alternatives to pre-existing choices health-conscious consumers have more options in buying their beverages within the Coca-Cola product line associated with lesser motivational conf

Interview with Hinduism person Essay Example | Topics and Well Written Essays - 750 words

Interview with Hinduism person - Essay Example For example, Chitin explains that he eats meat while his wife does not eat meat or even eggs. This is clearly explains by the different cultures and religion prevalent in the country. Religion has also shaped him in Karma which clearly defines the kind of work one should follow. In regard to meat eating, Chitin comments that everybody has equal life to live and therefore, no one should kill anybody or any animal as all of them have the right to live. This explains why meat is not eaten by some Hindu groups. When asked about how religion has influenced him, Chitin goes ahead to explain how religion has highly influenced him and his way of life. There is a very big difference when it comes to Hinduism beliefs as this depends on the God followed by each person. The main God is Krishne, but Chitin follows Swami Narayan. However, there are millions and millions of Gods in the Hindu religion. Every person in Hinduism has different things and opinions to say because Hinduism multi-God relig ion, so every person follows different God (Hollins, 2009). The way of life of each Hindu depends on the God worshipped. ... That is, between 50% and 60% of the Hindu prefer to go to the temple for treatment. Treating people in the temple is a cultural thing for the Hindus hence the people of India do not go to government hospitals to seek treatment. However, the choice of where to seek treatment and whether to embrace western medicine is an individual choice. Aryuda is the terminology used for knowledge on different aspects of life including western medicine. The Indian people posses aryuda as they have knowledge differentiate between religion and western medicine and that is why the seek treatment at the temple. The Hinduism religion teaches some things and aspects about healthcare that western medicine denies or contradicts. For example, the Hindu people hold the belief that any person who came to life will one day go or even give free; this is termed as Kal. The western medicine contradicts this time cycle as they offer medicine to treat people and counter this cycle. Chitin further explains his religi on engages in things like exercise, diet, yoga, timely exercise and food habit as ways of engaging to healthcare. These activities help to improve the health of the people and keeps them fit which cushions them from sicknesses and diseases (Hollins, 2009). These activities clearly explain the level of acceptance of western healthcare. Some attributes of these activities are obtained from the western healthcare while others are part of their religion. Chitin also talks of how his religion promotes a certain kind of healthcare. Temple treatment is the kind of healthcare which the religion promotes for its people. For example, the people of India prefer â€Å"the best and the cheapest† so 50% to 60% of people go to the temple because they are

Coca cola Essay Example | Topics and Well Written Essays - 1250 words - 1

Coca cola - Essay Example One such brand that can be sold to people in having health benefits are product lines from the well-known Coca Cola Company, which boasts of more than 3,500 and continuously increasing number of products, and gains further brand strength due to its strong involvement with consumers through various media collaborations, well-established corporate social responsibilities, and continued expansion to many markets around the globe (The Coca-Cola Company, 2013). Coca-Cola’s placement in the security level of Maslow’s hierarchy of needs comes as the result of combining a strong brand image along with health benefits apart from satisfying customers’ physiological needs such as food and water, which in turn gives it an edge over other food and beverage brands which may only advertise or give an impression of fulfilling basic physiological needs. While Coca-Cola may well be one of the well-established or the most-trusted brand targeting the customer demographic, various re asons for motivational conflicts or cognitive dissonance can arise among its customers. One of the biggest possible conflicts could happen to health-conscious consumers, who are fully-informed of the high-sugar content of most of the flagship carbonated drinks of the brand, as well as the use of artificial or alternative sweeteners originally-aimed at them. In addition, the issue of obesity among the said target demographic and even among consumers outside this group of people can also be affected in purchasing the product due to health reasons (e.g. physician instructions to reduce carbohydrate and sugar intake). These customers may become dissuaded to keep buying the product or reduce their consumption due to health reasons, despite being satisfied with their previous purchases, creating a conflict between their beliefs and what the product represents (Akers, 2013). Thus, while the brand may keep most of its loyal customers, other potential and past customers may not be easily sha ken to keep on buying or consuming the product as they once did before encountering motivational conflicts in its purchase. In order for the brand to keep afloat, it must be able to provide something for customers who become dissuaded as a result of conflicts between the product’s content and their rationalized choices (Akers, 2013). This can either be done through marketing of health-conscious choices in drinks, or alternatively creating a product line showing an image of health and wellness. One thing that marketers can do is to present all of its products to consumers through advertisements using images of health and wellness, although at present such strategies may not be effective in the long-run due to the rise in meticulous and thoughtful consumers. Another stronger option to increase sales and consumer involvement with the product is to create a product line that targets the health-conscious consumer demographic. Marketable products may include carbonated drinks but i nstead of using alternative sweeteners, the product has lesser sugar content than the original product. Another example of a product for the health-conscious consumer is a wide selection of natural fruit juices, which also has less sugar added in comparison to other competitor products. By adding alternatives to pre-existing choices health-conscious consumers have more options in buying their beverages within the Coca-Cola product line associated with lesser motivational conf

IM Not Scared Essay Example for Free

IM Not Scared Essay In comparison to his peers Michele reveals a level of maturity that his friends do not have. He defends Barbara before Skull can obscenely exploit her. Barbara is constantly harassed for being the only girl in the ‘gang’. Not even Michele could comprehend ‘how she put up’ with them, assuming it was the ‘fear of being left alone’. Barbara as well as Michele, is too innocent to distinguish the best for their own wellbeing. Michele has morals and instinctively knew that ‘there was something dirty’ with Barbara’s punishment. Unlike Michele, Skull has no remorse. Skull has the audacity to abuse people as he desires. Michele does not engage is exploiting others, in fact he obtains the rational reasoning of an educated adult. The most imperative case in which Michele expresses maturity is when he discovers Filippo. Initially Michele acts childish proclaiming Filippo as his, evidently influenced by Skull’s flawed and selfish logic-‘finders keepers’. Michele also behaves in that manner due to the lack of exposure of such situations. This is the only way he knows how to handle the ‘secret discovery’. Michele observes the discovery of a boy in a hole as a mysterious adventure that he must solve. But the height of Michele’s developing maturity is exposed through the continual visits to Filippo. Michele takes responsibility for Filippo’s wellbeing by ‘bathing his eyes’. The flaws of the adults force Michele to lose his rightful youth and take on the problems of adulthood. The adults in the novel have no redeeming justifications as to why they kidnapped and caused Filippo to become a ‘tormented soul’. Maturity may result in betraying promises in order to do the right thing. Despite Michele being obligated to his father, he recognises the wrong his parents have committed. Michele’s ‘oath was crumbling away’. He combats his fears and is ‘not scared of anything’ in attempt to save Filippo from his ominous death. Michele is punished for trying to do the moral thing. Michele is a character who demonstrations a significant transition from naivety to maturity. While Michele is obtaining maturity the adults are losing it by betraying their duty of parenthood and morality. Innocence no longer exists in Michele’s world because he has been exposed to the heinous realities of the world. Michele is able to distinguish the difference between reality and imagination and realises ‘it’s men you should be afraid of, not monsters’.

Information system of Hanjin shipping

Information system of Hanjin shipping Introduction Shipping by its nature is a very competitive and a very complex industry. (Martin Stopford, 1997) Shipping companies have to operate on a global scale and manage offices all around the world and work with a diverse work force. Merchant shipping is one of the most highly regulated industries in the world. Hence information systems play a very important role in the management of the shipping company. In this essay we will analyse a case study of how Hanjin shipping used information systems grow as a leading shipping company. Hanjin is a global transportation and Logistics Company. (Hanjin shipping, 2010).The company operates around 200 ships, mainly container vessels, gas tankers and bulk carriers. Hanjin ships are trading worldwide. Hanjin transport cargo to more than 100million tons a year to 6000 destinations worldwide. (Hanjin shipping, 2010) Companys sales network includes 200 international branch offices and 30 corporations. Over all the company is expanding rapidly on a global s cale and is also venturing into new shipping related business. Business problems Hanjin was increasing its global operations by opening new container terminals, buying new large ships, going in alliance with container lines. Hanjin lacked the logistics required to be competent in the container industry. Its 10 year old ERP systems lacked functionality and flexibility required to operate such a complex and big organisation (Oracle 2008). Hanjin understood that without end to end logistics solutions they cannot compete in container business. Hanjin also faced problems controlling procurement costs and to meet the global regulatory requirements (Oracle 2008). The data collection system was done manually and hence it was time consuming and prone to errors. Hanjin have a work force of around 4000 which are employed all around the world. It was increasing difficult for Hanjin to manage such a large and diverse work force. Solution to Hanjin problems As a solution to the problems Hanjin was facing due to its global expansion it decided to launch Process innovation project. The process innovation purpose was to establish advanced management structure and strengthening its organisational capabilities. (Sustainability report, 2006). The project applied to business process and organization structure as well as the corporate cultures based on adopting the advanced IT infrastructure. (Sustainability report, 2006, p.27). Hanjin decided to re-engineer their business process using best practice models for their ERP systems so as to gain global competitiveness. This system was going to be a long term solution, it will not directly show on balance sheet but it will be platform for launching new business projects (Business report 2006). Hanjin also decided to shift to customer based business by ensuring good service and increased customer satisfaction. Process Innovation Project The process innovation project team was assembled in October 2004 and then they spent 5 months for mapping the new systems and the process. The project will be implemented gradually on a step by step basis. The process innovation project was to be implemented during a period of 3 years. The main aim of process innovation was to be customer centred and a profitability oriented management company. The information system used to re-in force the organisational capabilities and will prepare the management to be more customers focused. The information system development contracts were given to companies which were best in the business (Oracle, 2008). ERP was given to ORACLE while others were given to Siebel and Hyperion. During the process of project Oracle acquired Siebel and Hyperion which resulted in seamless integration and customer support. (Oracle, 2008). Information Systems (ERP) Enterprise Resource planning: Enterprise system integrates the key business processes into single system. In this system the flow of information is seamless throughout the organisation (Laudon laudon, 2007). Hanjins Enterprise Resource Planning (ERP) Hanjin integrated business process such as finance and accounting, capital asset planning, human resource, procurement process. They used these for smooth flow of information in their internal system. The companys senior management was involved in the projects implementation. The Managing director and CIO of Hanjin Shipping said that To improve our global competitiveness, we needed an IT solution that supported extensive process reengineering (Oracle, 2008, pg.1). Hanjin decided to invest about 57.7 million USD on this project. They standardised the management and data collections methods, restructured the flow of data between their business systems and prepared a dictionary so as to make it easier for the staff to follow new system. As the system was implemented on a step by step basis, gradually the staff could see the benefits of the system and they were not resilient to changes, but they were will to share information in between different divisions. Company also adopted other bes t practice guidelines such as training and educating the staff, use of software support and maintenance. Benefits of Information system The above diagram is explained using the generic model of 6Cs for explaining business benefits. Lower Cost: The e-sourcing system assisted them to procure products from a list of suppliers and they were benefited from competitive pricing which resulted in procurement costs. Cost saving per customer was increased due to increased efficiency (Oracle, 2008). Improved Communication: As the data was consolidated into a single system, hence staff gained an integrated view of operations (Oracle, 2008). Improved Management Control: New ERP systems and re-engineering process helped in improved business management. This gave the managers a complete view of the companys operations and also equipped the staff with detailed information they required to plan, execute and evaluate complex initiatives. The managers were also able to make decisions and ensure problems were addressed immediately. Performance evaluation was easier and could be easily done on a global basis and medium and long term strategy planning could be done due to data availability. (Oracle, 2008) New Capability: HR platform helped in improving the efficiency of the department. The new system helped the managers to view complete history of the staff and also discard applications. This resulted in increased efficiency of HR staff which could focus more on attracting and retaining skilled employees and also train them. (Oracle, 2008) Improved Customer Service: Due to its service network it could respond faster to customers demands. Detailed sales and marketing plans could be developed. (Oracle, 2008) Competitive Advantage: Hanjin got the recognition of a reliable logistics partner. (Sustainability report, 2008). In April 2008 Hanjin got the highest awards in logistics in Korea. (Sustainability report, 2008). Future business plans The project improved the overall performance of the company process. In future company aims to invest more in their IT systems which aims to complement their management systems as well as front office work. (Business report 2007). As the internal system implementation was completed the company now is ready to develop shipping/logistics related business which will become the companys next driving forces. Banking on their internal system they are stepping closer to become a Global logistics company. They are also planning to expand its 3PL (3rd party logistics) business by extending its global network (Hanjin Shipping, 2008). In line with their Process Innovation project they have also launched another project Knowledge management. (Sustainability report, 2008) Conclusion: The project taken by Hanjin to rebuild its business process by the use of information systems was strategically very important. Hanjin is a global organisation with different functions, organisational levels and many business processes; hence ERP system was the correct choice of information system. This project became the base to implement advance business process which complement their information systems and also increase the efficiency of the company. It helped the company to be more customers focused which is a key strategy in current times. They could venture into new aspects of business such as logistics. The selection of Oracle and Siebel was also correct because they were the best in the business. Hanjin made correct decision by integrating all systems together. The acquisition of Siebel and Hyperion by Oracle ensured that the systems have seamless integration and continuous support. The information systems which they used were in line with their business strategies which res ulted in success of the project. Reference List: Hanjin shipping, 2008. Hanjin Shipping Steps Closer to Becoming Global Total Logistics Company, [Online] Available at: http://www.hanjin.com/en/news/080513_02.jsp?srv_id=ENGid=080513_02.jspbackUrl=news.jspcurPage=5blockSize=10 [Accessed on 15th March 2010]. Hanjin shipping, 2008. 2008 Hanjin shipping business report, [Online] Available at: t http://www.hanjin.com/en/company/invest/attach/Business_report_2008.pdf [Accessed on 15th March 2010]. Hanjin shipping, 2008. Hanjin sustainability report 2008, [Online] Available at: http://www.hanjin.com/upload/2008_gri_en.pdf [Accessed on 15th March 2010]. Hanjin shipping, 2006. Hanjin sustainability report 2006, [Online] Available at: http://www.hanjin.com/upload/2006_gri_en.pdf [Accessed on 15th March 2010]. Laudon., J, Laudon., K, 2007. Management Information systems: Managing the digital firm. 10th ed. Pearson Education Inc. New Jersey. Stopford., M, 1997. Maritime Economics 2nd ed. Routledge: London Oracle, 2008. Hanjin Shipping Improves Business Intelligence, Competitiveness with Integrated Platform, [Online] Available at: http://www.oracle.com/customers/snapshots/hanjin-shipping-ebs-case-study.pdf [Accessed on 15th March 2010]. Oracle, 2008. Hanjin Shipping Gains Single View of Business with Master Data Management System, [Online] Available at: http://www.oracle.com/customers/snapshots/hanjin-shipping-datahub-case-study.pdf [Accessed on 15th March 2010].