Uses of Water Essay Example for Free

Uses of Water Essay 1. For drinking and for life processes. On an average, a man consumes about 60,000 to 80,000 litres of water in his lifetime. The body of an adult contains nearly 40 to 50 litres of water at any given time and water constitutes about 66% of the average body make up. Aqueous solutions fill the cells in the body. Nutrients, oxygen, and metabolic waste products are transported by blood, which is mostly water. Digested food is absorbed in the form of an aqueous solution. In plants too nutrients are transported in the form of aqueous solutions. 2. In agriculture Plants absorb their nutrients from the soil in the form of dilute aqueous solutions. Much of the worlds food crops are now grown under irrigation i.e. where regular water supply is diverted from dams, rivers, lakes etc. 3. In food industry Water is the common medium used all over the world to prepare various types of foods i.e., for cleaning of food, cooking with/in water: preservation (freezers, fridges etc.) washing and cleaning of utensils, hands etc. 4. In bathing, washing, cleaning, sanitation etc. 5. In industries Chemical industries are the greatest consumers of water; for instance, 170 litres of water is needed to manufacture just 1 kg of steel and about 144 tons of water is needed to produce one ton of paper. 6. For hydro-electric power production. 7. For transportation as well as recreation. Transportation by sea and recreation such as swimming, fishing, sailing and other water sports are the important means of using water. 1. For cooking food, for cleaning and drinking. 2. For cultivating food. 3. For transport and recreation. 4. For cleaning. 5. For plants and animals to live in. 6. For factories, industries and power stations Sources of water: Sources of fresh water Surface water Main article: Surface water Lake Chungarà ¡ and Parinacota volcano in northern Chile  Surface water is water in a river, lake or fresh water wetland. Surface water is naturally replenished by precipitation and naturally lost through discharge to the oceans, evaporation, evapotranspiration and sub-surface seepage. Although the only natural input to any surface water system is precipitation within its watershed, the total quantity of water in that system at any given time is also dependent on many other factors. These factors include storage capacity in lakes, wetlands and artificial reservoirs, the permeability of the soil beneath these storage bodies, the runoff characteristics of the land in the watershed, the timing of the precipitation and local evaporation rates. All of these factors also affect the proportions of water lost. Human activities can have a large and sometimes devastating impact on these factors. Humans often increase storage capacity by constructing reservoirs and decrease it by draining we tlands. Humans often increase runoff quantities and velocities by paving areas and channelizing stream flow. The total quantity of water available at any given time is an important consideration. Some human water users have an intermittent need for water. For example, many farms require large quantities of water in the spring, and no water at all in the winter. To supply such a farm with water, a surface water system may require a large storage capacity to collect water throughout the year and release it in a short period of time. Other users have a continuous need for water, such as a power plant that requires water for cooling. To supply such a power plant with water, a surface water system only needs enough storage capacity to fill in when average stream flow is below the power plants need. Nevertheless, over the long term the average rate of precipitation within a watershed is the upper bound for average consumption of natural surface water from that watershed. Natural surface water can be augmented by importing surface water from another watershed through a canal or pipeline. It can also be artificially augmented from any of the other sources listed  here, however in practice the quantities are negligible. Humans can also cause surface water to be lost (i.e. become unusable) through pollution. Brazil is the country estimated to have the largest supply of fresh water in the world, followed by Russia and Canada.[4] Under river flow Throughout the course of the river, the total volume of water transported downstream will often be a combination of the visible free water flow together with a substantial contribution flowing through sub-surface rocks and gravels that underlie the river and its floodplain called the hyporheic zone. For many rivers in large valleys, this unseen component of flow may greatly exceed the visible flow. The hyporheic zone often forms a dynamic interface between surface water and true ground-water receiving water from the ground water when aquifers are fully charged and contributing water to ground-water when ground waters are depleted. This is especially significant in karst areas where pot-holes and underground rivers are common. Ground water Main article: Groundwater Sub-Surface water travel time Shipot, a common water source in Ukrainian villages Sub-surface water, or groundwater, is fresh water located in the pore space of soil and rocks. It is also water that is flowing within aquifers below the water table. Sometimes it is useful to make a distinction between sub-surface water that is closely associated with surface water and deep sub-surface water in an aquifer (sometimes called fossil water). Sub-surface water can be thought of in the same terms as surface water: inputs, outputs and storage. The critical difference is that due to its slow rate of turnover, sub-surface water storage is generally much larger compared to inputs than it is for surface water. This difference makes it easy for humans to use sub-surface water unsustainably for a long time without severe consequences. Nevertheless, over the long term the average rate of seepage above a sub-surface water source is the upper bound for average consumption of water from that source. The natural input to  sub-surface water is seepage from surface water. The natural outputs from sub-surface water are springs and seepage to the oceans. If the surface water source is also subject to substantial evaporation, a sub-surface water source may become saline. This situation can occur naturally under endorheic bodies of water, or artificially under irrigated farmland. In coastal areas, human use of a sub-surface water source may cause the direction of seepage to ocean to reverse which can also cause soil salinization. Humans can also cause sub-surface water to be lost (i.e. become unusable) through pollution. Humans can increase the input to a sub-surface water source by building reservoirs or detention ponds. Desalination Main article: Desalination Desalination is an artificial process by which saline water (generally sea water) is converted to fresh water. The most common desalination processes are distillation and reverse osmosis. Desalination is currently expensive compared to most alternative sources of water, and only a very small fraction of total human use is satisfied by desalination. It is only economically practical for high-valued uses (such as household and industrial uses) in arid areas. The most extensive use is in the Persian Gulf. Frozen water An iceberg as seen from Newfoundland Several schemes have been proposed to make use of icebergs as a water source, however to date this has only been done for novelty purposes. Glacier runoff is considered to be surface water. The Himalayas, which are often called The Roof of the World, contain some of the most extensive and rough high altitude areas on Earth as well as the greatest area of glaciers and permafrost outside of the poles. Ten of Asia’s largest rivers flow from there, and more than a billion people’s livelihoods depend on them. To complicate matters, temperatures are rising more rapidly here than the global average. In Nepal the temperature has risen with 0.6 degree over the last decade, whereas the global warming has been around 0.7 over the last hundred years. Sources Of Water 1. Rainwater. 2. Springs. 3. Rivers and lakes. 4. Surface wells. 5. Deep or artesian wells. Rain water takes up the dust and gases from the air, and organic matter from the roofs over which it is collected. The long storing in a cistern gives bacteria opportunity to grow in large numbers, causing the water to be unsafe for drinking purposes. Springs are a source of pure water supply if they are not contaminated by passing through soil which is polluted. Rivers and lakes are a common source of water supply, but they may be made very unfit for drinking if the surface water and sewage from towns and cities is allowed to drain into them. Surface wells are a very unsafe source of drinking water supply, and the water should never be used when there are cesspools, drains, barnyards, or any other sources of contamination within a radius of 200 feet of them. Deep artesian wells furnish pure water as a rule, unless the piping is not tightly jointed, when impure water from a subsoil stream near the surface may enter the pipes. Ice Freezing has little effect upon bacteria except to lessen temporarily their vitality. When the ice melts, the bacteria may again become active. Ice made by artificial means from distilled water is the only pure ice. For cooling drinking water, the water should be placed on the ice and the ice should not be put into the water. Hard And Soft Water Soft water is water in which no mineral matter is dissolved. Hard water is water in which such minerals as lime, magnesium, and iron are dissolved. Boiling precipitates some of the mineral matter, thus tending to soften the water. This mineral deposit may be seen on the inside of a teakettle. Hard water that is to be used for cleansing purposes may be softened by the addition of washing soda, borax, ammonia, potash, or soda lye.

boeing case study :: essays research papers

Summary William Boeing founded the Boeing airplane company in early 20th century. After strings of acquisition and mergers, this company grew and became the current largest world aerospace industry. Followed by previous reorganizations in 19990s, this company decided to start its branding campaign in May 2001. This campaign was consisting of lots of effort and structural changes for the first time in this corporate history. The media was showing the initial success of this campaign just after its beginning. Few days after the grand opening of the new headquarter in Chicago, which was part of campaign, the world shocked by the act of terrorism. On September 11, 2001 terrorist used this company’s product as weapon of mass destruction to massacre innocent people. Four Boeing airplanes used by terrorist caused a great concern for this company about its swinging campaign. Some serious decision needed to be taken about branding process. Problems Although Boeing’s top management considered this company as a top global brand, critics believed this company did not make adequate changes in regard to its growth, in other words, did not adapt itself to 21st century. Public was thinking of Boeing as a traditional company which does not promote its public image as other similar corporation does. Business Week’s survey suggested that Boeing received no rank among top best 100 companies by public in year 2000. In order to catch up with global growth, Boeing started its branding campaign a bit too expansive and no body predicted such a disaster on septer11, 2001, which caused lots of problems for this company. Goals Boeing moved for right track. They decided to compete with other global brands in terms of public image and goodwill. As Phil Condit, Boeing CEO and chairman, announced at Farnborough air show in 2000, this company goals are focusing on: running healthy core businesses, leverage the company’s strength into both new products and services, and open new frontiers. Achieving these major goals can improve Boeing public image both domestically and internationally. There are other areas of weakness existed within this company such as adaptation to new business and communication methods. Boeing must have more participation in areas of public to prove that it is seeing beyond the traditional boundaries. Solution For achieving its dreams, Boeing needs a total restructure and re-branding campaign. These processes require Boeing a precious plan and research. These plans can guide Boeing thorough its restructure, it can reveal the weakness areas and it can ease the whole process.

Evaluating Employee Retention Essay

High employee turnover rate has been considered as one of the highest drivers for direct and opportunity cost to rise for companies. In the Coca Cola Retailing Research, Blake (2000) estimates that about US$5. 8 billion annually are lost in the supermarket sector alone due to employee turnover. More importantly, this figure significantly reduces the profitability of firms to as much as 40%. Hence, the mantra that human resources or people are still the most important factor of production considering the improvements in technology is still a prevalent notion among scholars and businessmen alike (Buckingham and Vosburgh, 2001). With this in mind, human resources management is driven to attract and retain employees that have proved valuable in the company over periods of time. Essentially, employee retention and the reduction of employee turnover rate had been studied in the literature and in company case studies. However, despite the numerous studies provided to us, there are still debates that need to be resolved on the most potent factors that would make employees stay. This paper presents a case study of Coca Cola Company particularly its program on employee retention, the issues and challenges that it faces in terms of employee turnover, its impact on the company both financially and operationally, and the improvements that can be made in order to enhance the employee retention program and reduce turnover rates. Employee Retention: Factors and Drivers Employee retention on a macro-scale had generally been impacted by the external economy in general and the trends in the business sector (Frank and Taylor, 2004). On a micro-scale however, employee retention are affected by programs/policies of the company, wages and benefits in relation to its competitors, skills, training and promotion, employee motivation and satisfaction as well as other factors that are internal to the company. For instance, while the US economy had been considered at a low level in recent years, employee turnover had been maximal in the periods 2002-2003 because of the downsizing that had been prevalent in US companies. Add to this factor, employee discontent according to the survey of the Conference Board (2003) had been highest since 1995 and that employees are only waiting for a market recovery to look for other jobs (Kaihla, 2003). Hence, aside from these factors that needs to be considered by companies, employee turnover affects the cost of the US economy by at least US$5 trillion annually (Journal of Business Strategy, 2003) and reduces stock prices and earnings to about 38% (Sibson, 2000). Consequently, aside from the financial impact of employee turnover, employee retention has been directly correlated by Dresang (2002) to increase productivity as well as customer loyalty. Employee retention had been attributed to several factors; let us first analyze the factors identified in the literature to contribute employee retention and reduction of turnover. In Coca Cola, the top retention drivers between hourly employees and management employees were identified as follows. For the hourly employees, providing directions, availability of equipment and supplies and immediate supervision were identified as drivers for retention while for managers, it would be organizational direction, training and advancement (Frank, 2000). These factors validate earlier studies that front-line leaders play a critical role in the retention of employees (SHRM Retention Survey, 2000). This is because poor management would drive employees away because of their perceived lack of importance accorded to them by the company. Consequently, this result implies that managers being critical factors in employee retention would need to be improved in terms of training and professional development programs by the company (Gantz Wiley Research, 2004). Hence, Frank (2000) asserted that organizational and management practices as drivers for retention have specific and identifiable goals. First, for employees working by the hour, tactical practices in accomplishing their jobs effectively are considered to be important. This is because these employees derive their satisfaction and motivation from the feedback that they receive from their immediate supervisors. Hence, their execution of their specific tasks is important in order to make them feel important in the company. However, management retention had been attributed to the strategic direction of the company as well as their professional training and advancement. This implies that managers are more likely to stay in a company with a training program that would encourage professional growth as well as a program with concrete promotion guidelines. Coca Cola Employee Retention Program Coca Cola, the leading manufacturer of carbonated drinks had been considered as one of the top employers not only in terms of providing hundreds of jobs worldwide but also in strategically managing its employees turn over rate. The advocacy of Coca Cola rests on the productivity and skills of its employees in providing quality products and assuring quality control of its merchandise. In return, Coca Cola incorporates in its core policies the Workplace Rights Policies which includes a holistic view of its workers ensuring that its policies serves up to the promotion of a holistic employee growth (The Coca Cola Company, 2008). Unlike PepsiCo, Coca Cola allows unions and provides for a collective bargaining in order to protect the rights of its employees. This has led to the unorganization of the employees of PepsiCo compared to that of Coca Cola- while there is a high level of collective bargaining in Coca Cola, PepsiCo has not provided its employees the venue to air its grievances. However, compared to PepsiCo’s Taste to Success employment brand statement and its numerous programs for employee retention such as â€Å"Culture of Shared Principles†, â€Å"Ability to Make an Impact†, â€Å"Quality People† and â€Å"Passion for Growth†, Coca Cola’s campaign for employee retention is still in the process of evolving. For one, the 2000 research employed by Coca Cola to determine the cost and the opportunities for employee retention, the company had redeveloped its corporate strategy to specifically address its management and rank and file retention issues by changing its strategy. For instance, Coca Cola has the â€Å"talent magnets† program in celebration of managers who are able to attract outstanding talents in their team. This is done by Coca Cola in order to provide advancement not only for managers but for rank and file employees as well. Consequently, Coca Cola in its mission statement includes four components indicating the responsibility of managers to develop the rank and file employees. For example, in Coca Cola’s Competency/Success Model, it targets the self and others, rank and file employees would provide the necessary feedback on their manager regarding their development success and compensation based on their skills. Based on these criteria, the managers are then judged by upper management (Olian, et al, 1998). Hence, the focus of Coca Cola is on teams and not on individuals alone. This is similar to the practices in PepsiCo but to a lesser extent. For instance, PepsiCo still values individual achievement and skills in its promotion and advancement. In terms of compensation and pay, both PepsiCo and Coca Cola had been criticized by foreign countries by providing below level compensation for employees. In the United States, typically, the wage of same level employees is the same for both. Consequently, the benefits for regular and part time employees are comparable with one another. Moreover, both companies provide training and development programs, diversity and multi-cultural work environment as well as programs for advancement. However, the primary difference is that Coca Cola had been considered to fundamentally more sound strategically than that of PepsiCo. For instance, while PepsiCo offers different variety of products in the beverage and snack sector and have declared bankruptcy in the past, Coca Cola’s sound management fundamentals have prevented it from investing in risky ventures. While both PepsiCo and Coca Cola had been fraught with workers issues particularly in low salaries and wages as well as the issues of better rights for workers, Coca Cola had fared well better in retaining its employees because it is more stable than PepsiCo (which had closed 4 plants in New Jersey) and because of the presence and tolerance of unions. To a large extent, unions in Coca Cola had perennially protected the rights of its workers and hence, led to lower employee turnover in Coca Cola. Valid and Effective Employee Retention Program Employee retention programs while it should consider external aspects of its operations such as the economic performance of the country, the wages and salary in that specific country as well as competition, internal factors within the human resource sector would also needed to be re-examined particularly in determining the means to retain employees. It should be noted that skillful employees and managers are considered to be precious and scarce commodities in today’s employment world. This is the reason why companies such as Coca Cola reserves rewards for its top performers in selling and marketing its products. For instance, those who have shown superior performance than others are given career advancements readily, trainings and professional development growths are available and they have better bargaining power. Hence, these workers can demand for better work conditions particularly in balancing their work-family life. This however, does not only apply for managers but also for rank and file employees. While priorities would differ for the two classes, the need to be valued by the organization is important. This is manifested in terms of pay and wages, benefits, promotions, advancement, work condition as well as the need to know their role in the organizational mission. Hence, employee retention programs should focus on the internal and external factors of employees: pay, benefits and promotion as well as the working relations of the employees on their immediate superiors and co-workers as well as in providing a better consideration for themselves as a person and not just a worker. For instance, feedback from the manager are important considerations from rank and file employees (Frank, 2000) implying that it is no longer the salary and compensation that matters for retention but also on the relationship of subordinates to superiors. Hence, programs on employee retention should focus on managers’ ability to improve their subordinates and drive their team to achieve. This would imply that advancements would also focus on the ability of the managers to train and improve the position and compensation of their employees. Finally, the ability of companies such as Coca Cola to provide a better balance in the life of the employees by providing opportunities for better working conditions such as work-life balance can improve the loyalty of the employees as well as enhance their productivity (Younger, Smallwood and Ulrich, 2007). Method in Determining Effective Employee Retention Program The Coca Cola Study had proposed thirteen (13) scales for management and organizational practices that can serve as a benchmark in evaluating the employee retention program: 1) organizational direction; 2) immediate supervision; 3) providing directions; 4) providing feedback; 5) equipment and supplies; 6) working conditions; 7) work organization; 8) pay administration; 9) pay and benefits; 10) advancement; 11) impact; 12) training; and 13) capacity (Frank, 2000). These scales serve as a benchmark in evaluating current employee retention programs in Coca Cola. Accordingly, these factors would be critically assessed in the next section using the Coca Cola study in order to determine the areas where Coca Cola had improved since the study was completed in 2000 and the areas that would need improvement. It should be noted that this scale system is specific to supermarket products and may not reflect with other companies. Discussion and Recommendations for Effective Employee Retention Program in Coca Cola Traditional conception on employee retention had been that: increase the pay and employees will stay. However, in current business environment where skilled workers are offered with numerous job offers, the scope of employee retention had also broadened. First, employees now consider the organizational direction of the company. As shown in the survey of Coca Cola, organizational direction is important for managers in order to determine their goals in line with that of the company. A company with good fundamental organizational goals is more likely to retain managers who align themselves within the organizational direction. However, this is not only the case for managers as implied in the second factor which is immediate supervision. Managers and supervisors are tasked with the need to improve on the quality of its supervisory capacity in order to retain rank and file employees. In Coca Cola, managers who are in charge of a team are judged not on their individual performance but on how the team had performed. Hence, effective supervision and management are critical in determining the success of employees both in the managerial as well as the rank and file level. The principle is no longer that managers will rise alone but rather, rank and file employees will rise alongside their manager. This is also the core policy of Coca Cola’s self and others program wherein one is not only responsible for his or her self but for the team as well. Third, providing directions is no longer the monopoly of supervisors and managers. Typically, the vertical or line hierarchy within business firms had been replaced by horizontal and a more interactive workplace. Rank and file employees now have the freedom for better independence as well as in providing input to the management. In Coca Cola, this is no longer prohibited but is encouraged in order to gain fresh and better insights to improve on performance. The principle behind this is that those who do the work are better equipped with the knowledge on how to improve it. Along this line is the recognition that rank and file employees can provide direction to the organization as well which is the fourth factor in the item- providing feedback. The feedback system in Coca Cola does not rest solely on the discretion of the managers but also on the records of the employee. However, the feedback given by the immediate supervisors are important in determining the capacity and skills as well as the importance accorded to an employee. At Coca Cola, since teams are driven to produce, supervisors and managers can provide immediate feedback. Positive feedback gives the sense of accomplishment for employees as well as the feeling that they are valued members of the organization. This in essence, increases employee motivation and satisfaction. The fifth and sixth factors include availability of equipments and supplies as well as working conditions of the employees. It should be noted that in order to accomplish a task, materials necessary would have to be available. For rank and file employees, the management that ensures that these materials are available is tantamount to the perception that the work they accomplish is important in the organization. This leads us to the sixth factor which is working condition. The work environment has been considered as one of the more important determinant of employee motivation and hence, employee retention and turnover. Those employees whose work is not recognized are more likely to be unmotivated. Coca Cola for its part has better working conditions than PepsiCo. However, working conditions outside of the United States would need to be improved because of their poor managerial and plant support. In the United States, these issues are less pressing. Thus, it is the responsibility of the top management to ensure that despite the need of workers in third world countries of work, its improvement would cut the rate of employee turnover and increase the possibility of retention. Seventh, one good way to improve employee retention is for the Coca Cola management to use a slogan that will serve as the company’s goal similar to that of PepsiCo. Many corporations use the slogan, â€Å"People are our most important asset. † Similarly, many companies contend that their values support teamwork, integrity, respect, and dignity. While this may sound good, it takes hard, consistent work in policies, statements and actions for employees to believe it. Eight, the classic pay philosophy is to provide wages that will attract and retain qualified employees. Being aware of the wage rates in an organization’s external market place is critical to Coca Cola’s success for retaining employees. The case of the Coca Cola’s wage scale is low; the company has already lost employees to other sectors that pay a higher rate. Hence, there is a need for improvements in the compensation by improving on performance pays. For instance, lump sum merit awards on the other hand provide financial recognition for an individual’s job performance in lieu of merit-based salary increases. This is an effective way to provide financial recognition, especially to those individuals whose base salary is already relatively high.

The advancement of human civilization

The development of products and modernization are in each other’s pocket.   People simply travel by foot before but now, mankind can travel by air, land and sea.A hundred years ago, a company doesn’t need computers to run its business. Today, the need to adopt information technology is a matter of necessity for the survival of business.   The advancement of human civilization is marked by advances in Sciences which is best manifested in the development of products and services available to the people.   As civilization advances, our needs also dynamically change.Advertising is at the core of change because it is primarily the method by which information about new things i.e. products and services are communicated or disseminated for the eventual adoption and acceptance of society. To say that advertising encourages us to buy things we really do not need undermines the important role it plays in introducing and initiating progressive change in society.Moreover, to view advertising in this manner connotes a negative idea because it would distort its static function of information dissemination to a means of manipulating people into believing something that is not true.  Ã‚   Advertising is neither good nor bad but is just a means to an end.Whether that end is good or bad makes advertising good and bad as well.   This on the other hand depends on the perspective of the person who views it or on which side the person is in terms of the information that advertisement carries. An advertising campaign for Nazism is apparently bad for most people but is good in the perspective of advocates of Hitler.Advertising is a component of the marketing process i.e. under product promotion which is designed to inform potential customers about a particular product and service of a company.   Following the essence of marketing, advertisements ultimately tell us about new products that may improve our lives.   â€Å"Marketing is the management process wh ich identifies, anticipates, and supplies customer requirements efficiently and profitably.† (Hoffmann).Products are developed through market research, which involve understanding needs and preferences of customers and finding a competitive edge or differentiating it from the weaknesses and strengths of one’s competitors.   Products are therefore developed ultimately as a response to the identified and anticipated needs of the people.   Advertising functions to communicate how innovations in new products are able to address those needs for the convenience of people and generally to improve life or advance the civilization.Of course, we don’t need cars, computers or any other appliances to survive. Mankind had evolved to have all the resources he/ she needed for basic survival.   However, mankind is also not static.   It is a rational creature in a constant pursuit to improve its life by creating new products and services.   Cars where invented even thou gh we have feet for transport.   Indeed, we don’t need cars for primordial survival, but transportation had definitely and progressively changed how mankind conducted life.Advertising played the crucial role of introducing not the need but the advantage and convenience of transportation or having a car in as much as it did for all other products and services.   Advertising therefore was essentially meant to inform people of new products that are meant to improve our lives because these new products and services where designed to address or respond to our needs and preferences   In which case, advertising partakes in setting social progress by introduction of new products and services.That advertising encourages us to buy things we really do not need may have stemmed from the idea of advertising as a tool for propaganda. Because propaganda as a form of communication through mass media is one sided, some modern theorists are critical and wary that this will be used by the powerful elites to impute and infuse values and beliefs which are not necessarily true but are meant to serve their own selfish purposes.   (Perry).In which case, advertisements are meant to persuade or shape people’s thoughts.   Such is the case for products and services that more than just being informative are astutely designed position product and create company image.They effectively incite people to buy things and patronize products in a subliminal and benevolent approach.   For instance, MasterCard’ priceless campaign emphasize on what is priceless; it gives less attention to the cost of what we buy or the need for buying it.   Nevertheless, credit cards indeed provide us the convenience of paying or carrying cash.   In which case, people need to be critical of the information that they receive.   Whether they need the product or service advertised is ultimately up to the consumer to decide.ReferencesHoffmann, Stefanie. Are the 4 P's of Internationa l Marketing of Equal Importance to All Firms? What Factors Might Cause Some to More Or Less Important Than Others? A Short Article, GRIN Verlag, 2008Perry, D. Theory and Research in Mass Communication: Contexts and Consequences. Erlbaum, Publications, 2002   

Major General John Newton in the Civil War

Major General John Newton in the Civil War Early Life Career Born at Norfolk, VA on August 25, 1822, John Newton was the son of Congressman Thomas Newton, Jr., who represented the city for thirty-one years, and his second wife Margaret Jordan Pool Newton.   After attending schools in Norfolk and receiving additional instruction in mathematics from a tutor, Newton elected to pursue a military career and obtained an appointment to West Point in 1838. Arriving at the academy, his classmates included William Rosecrans, James Longstreet, John Pope, Abner Doubleday, and D.H. Hill.   Graduating second in the Class of 1842, Newton accepted a commission in the US Army Corps of Engineers. Remaining at West Point, he taught engineering for three years with a focus on military architecture and fortification design. In 1846, Newton was assigned to construct fortifications along the Atlantic coast and Great Lakes. This saw him make various stops in Boston (Fort Warren), New London (Fort Trumbull), Michigan (Fort Wayne), as well as several locations in western New York (Forts Porter, Niagara, and Ontario).  Newton remained in this role despite the start of the Mexican-American War that year.   Antebellum Years Continuing to oversee these types of projects, Newton married Anna Morgan Starr of New London on October 24, 1848. The coupled would ultimately have 11 children. Four years later, he received a promotion to first lieutenant. Named to a board tasked with assessing the defenses on the Gulf Coast in 1856, he was promoted to captain on July 1 of that year. Heading south, Newton conducted surveys for harbor improvements in Florida and made recommendations for improving the lighthouses near Pensacola. He also served as superintending engineer for Forts Pulaski (GA) and Jackson (LA).    In 1858, Newton was made the chief engineer of the Utah Expedition. This saw him travel west with Colonel Albert S. Johnstons command as it sought to deal with rebellious Mormon settlers. Returning east, Newton received orders to serve as superintending engineer at Forts Delaware and Mifflin on the Delaware River. He also was tasked with improving the fortifications at Sandy Hook, NJ. As sectional tensions rose following the election of President Abraham Lincoln in 1860, he, like fellow Virginians George H. Thomas and  Philip St. George Cooke, decided to remain loyal to the Union.    The Civil War Begins Made Chief Engineer of the Department of Pennsylvania, Newton first saw combat during the Union victory at Hokes Run (VA) on July 2, 1861. After briefly serving as  Chief Engineer of the Department of the Shenandoah, he arrived in Washington, DC in August and aided in constructing defenses around the city and across the Potomac in Alexandria. Promoted to brigadier general on September 23, Newton moved to the infantry and assumed command of a brigade in the growing Army of the Potomac.   The following spring, after service in Major General Irvin McDowells I Corps, his men were ordered to join the newly-formed VI Corps in May. Moving south, Newton took part in Major General George B. McClellans ongoing Peninsula Campaign. Serving in Brigadier General Henry Slocums division, the brigade saw increased action in late June as General Robert E. Lee opened the Seven Days Battles. During the course of the fighting, Newton performed well at the Battles of Gaines Mill and Glendale.   With the failure of Union efforts on the Peninsula, VI Corps returned north to Washington before taking part in the Maryland Campaign that September. Going into action on September 14 at the Battle of South Mountain, Newton distinguished himself by personally leading a bayonet attack against a Confederate position at Cramptons Gap. Three days later, he returned to combat at the Battle of Antietam. For his performance in the fighting, he received a brevet promotion to lieutenant colonel in the regular army. Later that fall, Newton was elevated to lead VI Corps Third Division.   Courting Controversy Newton was in this role when the army, with Major General Ambrose Burnside at the head, opened the Battle of Fredericksburg on December 13.   Positioned towards the southern end of the Union line, VI Corps was largely idle during the fighting. One of several generals who was unhappy with Burnsides leadership, Newton traveled to Washington with one of his brigade commanders, Brigadier General John Cochrane, to voice his concerns to Lincoln. While not calling for his commanders removal, Newton commented that there was a want of confidence in General Burnsides military capacity and that the troops of my division and of the whole army had become entirely dispirited. His actions helped lead to Burnsides dismissal in January 1863 and Major General Joseph Hookers installation as commander of the Army of the Potomac. Promoted to major general on March 30, Newton led his division during the Chancellorsville Campaign that May.         Remaining at Fredericksburg while Hooker and the rest of the army moved west, Major General John Sedgwicks VI Corps attacked on May 3 with Newtons men seeing extensive action. Wounded in the fighting near Salem Church, he quickly recovered and remained with his division as the Gettysburg Campaign commenced that June. Reaching the Battle of Gettysburg on July 2, Newton was ordered to assume command of I Corps whose commander, Major General John F. Reynolds, had been killed the previous day. Relieving Major General Abner Doubleday, Newton directed I Corps during the Union defense of Picketts Charge on July 3.   Retaining command of I Corps through the fall, he led it during the Bristoe and Mine Run Campaigns.  The spring of 1864 proved difficult for Newton as a reorganization of the Army of the Potomac led to I Corps being dissolved. Additionally, due to his role in Burnsides removal, Congress refused to confirm his promotion to major general. As a result, Newton reverted to brigadier general on April 18.         Ã‚  Ã‚   Ordered West Sent west, Newton assumed command of a division in IV Corps.   Serving in Thomas Army of the Cumberland, he took part in Major General William T. Shermans advance on Atlanta. Seeing combat throughout the campaign at places such as Resaca and Kennesaw Mountain, Newtons division distinguished itself at Peachtree Creek on July 20 when it blocked multiple Confederate assaults.   Recognized for his role in the fighting, Newton continued to perform well through the fall of Atlanta in early September. With the end of the campaign, Newton received command of the District of Key  West and Tortugas.   Establishing himself in this post, he was checked by Confederate forces at Natural Bridge in March 1865. Remaining in command for the rest of the war, Newton then held a series of administrative posts in Florida into 1866. Leaving the volunteer service in January 1866, he accepted a commission as a lieutenant colonel in the Corps of Engineers. Later Life Coming north in the spring of 1866, Newton spent the better part of the next two decades engaged in a variety of engineering and fortification projects in New York. On March 6, 1884, he was promoted to brigadier general and made Chief of Engineers, succeeding Brigadier General Horatio Wright.   In this post two years, he retired from the US Army on August 27, 1886. Remaining in New York, he served as Commissioner of Public Works of New  York City until 1888 before becoming President of the Panama Railroad Company.   Newton died in New York City on May 1, 1895 and was buried at West Point National Cemetery.

5 Strategies That Will Help You Build Strong Workplace Skills

5 Strategies That Will Help You Build Strong Workplace Skills As we look at a brand new year, you might have the classic resolutions lined up: eat better, sleep better, be better. If your revamped goals also include being better at your job (or stepping up your game so you can nab a new job), there’s a great way to make progress without changing everything at once: build your workplace skills. This can mean bolstering skills you already have, or seeking out new ones. Saying â€Å"go forth and build skills† is one thing, but how to actually do that? Let’s look at some strategies for how to start your growth process.1. Be realistic.If you decide you want to brush up your Spanish language skills, don’t expect to be fluent in six months’ time (no matter what that app tells you). Make sure you’re setting SMART goals (Specific, Measurable, Attainable, Relevant, and Time Bound). Make sure your skill-building goals have concrete steps that can be achieved in the time and brainspace you have available.For exampl e, if you’ve been saying you’ll take that management seminar when you have a magical period of free time that never materializes, chances are you’re not going to do it this time around, either. Make sure you have the time and space in your life to work on these skills before you dive in.2. Focus on quality over quantity.Making a little progress on 10 skills is nice, but wouldn’t you rather make tons of progress on 2 skills? Pick a few areas where you can really dig in and put in the work, with the time you have available.3. Focus on process over end result.Let’s say your current plan (realistically) looks like this:1. Improve communication skills.2. Yada yada yada.3. †¦Promotion!That’s a system that isn’t going to work. It’s great to envision where you want to end up (that’s a key part of any goal setting exercise), but you can’t let the details in the middle get muddled while you focus on the end. Make sure you know exactly how you’re going to get to that endpoint by creating specific steps and touchpoints along the way. Where do you want to be in two months with this? Six months? A year?4. Pick skills that will be useful.Don’t learn Swahili because hey, why not learn Swahili? Learn Swahili because your company just opened an office in Tanzania, or because your boss’s boss is fluent, and you’d love to drop some key phrases at next year’s office holiday party. Focus on skills that will be useful to you in the short term, and that are specific to your career path. For example, if the next level at your job involves presentations, work on your public speaking skills. If data analysis is an emerging trend in your field, seek out online lessons for some ninja tricks to improve your Excel game.5. Know your existing strengths.Yes, the whole point of this exercise is to learn new things. But it will be very difficult to learn these new things if you’re going too far outside your comfort zone, and want to give up because your new skill is hard. It could very well be that you’re just not learning the skill in a way that makes sense to you. Make sure that you understand how you learn best. If it’s by watching other people do things, take online tutorials. If you process information by hearing it, seek out lectures. If you would rather read about it, head to the library. If you try to align your skill-building with your best learning style, you increase your chances of success.So what skills will you be building in the new year? We’d love to hear about your progress!

Reliability of Standardized Testing Essay Example | Topics and Well Written Essays - 1000 words

Reliability of Standardized Testing - Essay Example If we take into account the basic ideology of standardized testing, it deals with providing information about performance of individual students and also provides an evaluation of the program. In short, we can say that standardized testing makes not only teachers accountable for the poor performance of the students, but also holds the administration equally accountable for the result as well. This is quite pertinent, because the administration is responsible for providing the teachers the basic facilities in order to carry out their jobs, hence the teachers cannot be made scapegoats under this system. Hence this system does have reliability in the sense that every body involved in the education system is accountable to some extent. The reliability of standardized testing has been put under the scanner several times in the past, in fact, as early as in the summer of 1977, at the National Consortium on testing. In this consortium it was decided to "promote a wider understanding of standardized testing among educators, legislators and public at large" (p.2). At that point itself, there was a lot of criticism from a segment of educators and administrators who felt that there had to be changes made in the system. According to Monroe (1924), the standardized tests provided "scientific" and "standard units" (p.7) for measuring the achievements of a student. These arguments are totally valid and indicate the reliability of standardized testing. However, considering there have been enormous changes in the education system, since these comments were made. If we take the current scenario into question, we have to address a host of issues in order to answer this question. There have been a number of testing methodologies that have emerged since then, and in the current scenario, we have to take these into consideration while evaluating the reliability of standardized testing. One of the strongest proponents of standardized testing was Atkinson (2001), who had argued that for use of only standardized tests in admission process in U.S Universities, as he believed that they were quite reliable and provided were fair. He was right in the sense that standardized tests not only provide comprehensive evaluation of the performance of the student, but also strengthen the basic foundation and principles involved in teaching. There are may be varying opinions over standardized testing, but there is no doubt that standardized testing is quite effective efficient. The reliability has often been questioned partly due to the efficiency and effectiveness of this methodology. As mentioned before standardized testing not only evaluates the performance of student, but also tests the efficacy of the teachers, administration and the school itself. In this way everybody involved in the system is accountable and that raises doubts that people involved may get desperate and adopt illegal mechanisms, so that they are not held accountable and this is the reason why the reliability of standardized testing has been questioned. However, the opponents of standardized education system believe that the problem with accountability is that it could cause a cascading effect; in the sense that the teachers may be influenced to design the