George W. Bush essays

George W. Bush essays During his time in office, President George W. Bush has led the American people through trials and hardships unseen since Franklin D. Roosevelts presidency: An attack on American soil. Through his devotion to the safety of America in the War on Terrorism, as well as his attention to key domestic issues, the President has continued to fight hard for our countrys democratic ideals. Standing firm on his beliefs in what is best for the American public, President Bush exemplifies a qualified candidate for reelection this Fall. In addition to foreign policy, Affirmative action, Abortion, Stem-cell research, Capital punishment, and Patients Rights are particular items on his agenda with which I agree. Through fund-raisers, bill-signing, and early legislation, President Bush has continually battled on these issues in a compassionate, conservative manner I find particularly appealing. One of the more publicized and controversial issues to be confronted during the 2004 elections is affirmative action. The way many institutions, particularly universities, use affirmative action to decide acceptance for enrollment is unjust and degrading to the academic merit of the applicant. Affirmative action was first created in the 1920's as a way to minimize the number of Jewish students entering the universities, on claims that because so many were from the same ethnic origins, they did not bring enough diversity to campus (Hartigan Shea, 47). More recently, it has been used to help African Americans, Hispanics, and American Indians get accepted into the modern university. These institutions have preferences for minorities because they want to diversify their student bodies. Such preferences for the student are not what an academic institution should be concerned with. Acceptance to college should be based more on scholastic merit instead of the color of ones skin. As President Bush once said, We can have af...

Soft HRM Essays

Soft HRM Essays Soft HRM Essay Soft HRM Essay Soft HRM is associated with the concept of a high commitment work system, (Walton, 1985 cited in Truss et al 1997) this is aimed at eliciting a commitment so that behaviour is primarily self regulated rather than controlled by sanctions and pressures external to the individual and relations within the organisation are based on high levels of trust (Wood, 1996. p 41). Trust is a key element associated with soft HRM as by trusting the employees commitment is generated. This is the opposite view to the hard model of HRM, which is based on the assumption that employees are not to be trusted to the high level expressed within the soft model. The hard model assumes that employees are not capable of being left to their own devices but instead that they need constant monitoring if the organisations objectives are to be achieved. This leads to a major conflict between the two models as the soft model places emphasis on the idea that control comes from commitment (Purcell, 1993) rather than through performance systems, performance management and tight control as with the hard model suggests. Storey (1992) stated that it is human capability and commitment which distinguishes successful organisations the human resource ought to be nurtured (p.26). If commitment is to be retained HRM needs to train and develop their employees. This idea is emphasised within the soft model. The need to retain knowledge workers is one of the biggest challenges, which faces organisations today. In America, Ford offered a PC, printer and Internet access to all employees for $5 a month. The idea was that by being able to communicate amongst themselves much more easily, being more able to use the computers at work and becoming more acquainted with the mindset of the e-consumer, that it would make the whole organisation much more customer focused. (Johnson and Scholes, 2002) By training and developing employees there is a potential to create a win-win situation, with employees gaining job security, interesting work and an improved work-life balance, with the best organisations gaining competitive advantage from the best workers (Peter Drucker, 1988, cited in Johnson and Scholes, 2002). Individual development, flexibility, self-fulfilment, high trust, autonomy and adaptability are all aspects that are closely associated with the soft model (Morris et al. 2000). There has been some criticism of these concepts, which the soft model adopts. It has been argued the concepts of commitment, flexibility and quality are somewhat ambiguous and open to debate and interpretation (Purcell, 1993). Flexibility has been noted to come in a number of different forms; it could be to express the value of employee upskilling, development and initiative or the numerical and financial flexibility to be achieved by treating labour as a variable cost-to-be-minimised input (Atkinson, 1984 cited in Legge, 1995). Prieto (1993 cited in Truss et al. 1997) noted three types of flexibility; numerical (flexibility in the number of people in the workforce), wage (where wage adjustments can be linked to profits) and functional (where there is the broadening of skills). He stated that they were all very different and in many respects contradictory. He commented that one method of numerical flexibility may be to alter the size of the workforce by using short-term or temporary contracts at the expense of permanent contracts which would be much more attractive to employees. This would in turn have an effect on the employees level of commitment. Furthermore there is also question as to what is being referred to when commitment is talked about, what exactly is the employee to be committed to? (Legge, 1995). Are employees committed the organisation, work group, immediate supervisor, union or occupation (Legge, 1995). Other criticism has come from Kennoy (1990 cited in Truss et al. 1997) who argues that the goals of quality, flexibility, commitment and integration are not mutually compatible and may be difficult to achieve in practice. There is debate as to whether committed workers are more productive as it has never been proved (Bassett, 1994 cited in Truss et al. 1997). Within the hard model of HRM emphasis is placed on strategic direction, integration and performance managing techniques such as appraisal. Hard HRM is concerned with achieving competitive advantage by the close integration of human resource policies, systems and activities with business strategy. They view the HRM as a way of driving the strategic objectives of the organisation (Legge, 1995). The hard model views the employee as largely a factor of production, along with other resources such as capital and land and an expense of doing business rather than the only resource capable of turning inanimate factors of production into wealth Tyson and Fell, 1986, p. 135 cited in Legge, 1995). The element of integration that the hard model emphasises can be further expanded into two different aspects. The first is the external fit which is the view that the human resource policies and practices are closely linked to the strategic objectives of the organisation and the second is the internal fit which is the coherence of the human resource polices and practices (Baird and Meshoulam, 1988 cited in Truss et al. 1987). Although soft HRM does consider integrating HR policies with business strategies as important, its emphasis is placed on treating employees as valued assets, a source of competitive advantage through their commitment, adaptation and high quality. (Legge, 1995) The stress is therefore on human resource policies that deliver resourceful humans (Morris and Burgoyne, 1973, cited in Legge, 1995) in the case of the soft model. The hard is more about how the HR policies can deliver the organisations objectives rather than developing employees, which can. Although both consider different aspects of the organisation they are necessarily incompatible. It would seem that these two aspects could be brought together to increase the chances of corporate objectives being obtained and competitive advantaged being maximised. A study carried out by Kane and Crawford (1999) looking barriers to effective HRM found that although both hard and soft aspects of HRM are seldom effectively implemented in practice there was little evidence of conflict or incompatibility between the two theoretical perspectives in their results. They also found that HRM effectiveness could be achieved by both approaches as effectiveness is related to both organisational strategy and objectives and to employee motivation and development. Legge (1995) comments that potential tensions however could rise through this aspect of strategic integration, as she believes there to be an amount of contradiction amongst the models. At a surface level she believes that problems arise from ambiguities in the conceptual language of both models. She argues that the problem arises due to the fact that while fit with strategy would argue a contingent design of HRM policy, internal consistency- at least with the soft human resource values associated with mutuality would argue an absolutist approach to the design of employment policy (Legge, 1995). The strategic fit which the hard model refers to can be extremely tight in nature and there is little or no evidence that tight fit leads to positive outcomes. Furthermore it implies that there is no flexibility and rigidity, which could be detrimental to the organisation (Lengnick-Hall and Lengnick- Hall, 1990, cited in Truss et al. 1997). It is argued that fit may not be attainable, or desirable, in a diversified organisation. In conclusion it is clearer to understand why there has been so much difficulty amongst writers and academics to develop a single model of human resource management, which could be used in practice by businesses and organisations. To begin with there is a huge amount of differing opinion as to what exactly human resource management is. It is a relatively new concept and the literature would suggest that it still a huge amount of debate as to exactly what it is. Although models have been developed them are clearly problematic. This essay aimed to compare the hard and soft approaches to HRM to establish if it was possible to incorporate them into a single model. The evidence provided showed that both of the approaches were based on different sets of assumptions with soft HRM placing emphasis on the human element and hard HRM emphasising the resource. It is clear that the incorporation of both hard and soft elements within one model would be problematic with one considering human nature and the other considering managerial control strategies. Apart from these differences each of the models are problematic within themselves. The main assumptions on which the soft approach is based such as flexibility, commitment and quality have been argued by critics to be ambiguous and open to debate. In many instances it is unclear as to what exactly the model is referring to when it uses these concepts. They can take the form of many different meanings and interpretations and if interpreted wrongly can even finish up with a practice, which is hard in approach rather than soft. These three concepts were also viewed by critics as being incompatible and difficult to achieve in practice. This is a major factor that needs to be considered when models are being developed, they may work theoretically but do they work in practice. There are many conflicts and tensions that are evident between these two models such as the soft placing emphasis on self-expression and high trust and the hard model emphasises direction and low trust, this makes it extremely difficult to place the two together in a single model. They both consider strategic integration between business strategies and the HR policies but from conflicting viewpoints. At present the literature is incomplete making it difficult for a single model of HRM to be developed. The flaws in the current models either soft or hard are evident and further work needs to be carried out to clarify exactly what each of the terms within the models is referring to. Theyre a number of weaknesses within the models and these need to be considered and improved. If there was more clarity within the models then perhaps it would be possible to even take elements that are positive from each to create an overall model or theory, which could be used in practice.

Early Medieval Culture Essay Example | Topics and Well Written Essays - 2000 words

Early Medieval Culture - Essay Example War in the medieval era was the role of the knights. They were trained from their young age to fight both from the horseback and fighting on foot. They were the combat pinnacle of that era. Cavalry warfare was dominant in the medieval era. It was believed that this was the most effective tactic in that era. It is a strategy where the knights used to fight on the horses’ back. It was an unbeatable tactic. The knights used to wear expensive custom fitted with armor. The armor would also stop a lance strike as well as deflect off arrows. The knight’s horses were singularly important. A good war horse had to be exceptionally trained since an untrained horse can easily throw a knight down in the battle field. The horses were also supposed to be well armed. It is worth noting that war tactics were changing with time.Around 14th and 15th centuries, the European warriors developed very powerful combat style. This style proved to be very victorious on the battlefield both in per sonal defense and suppressing riots. The fighters were supposed to be exceptionally trained (Barbier et al, 2014). They would artfully duck, dodge and trap the opponents. They utilized graceful footwork alongside graceful techniques. Their techniques were supposed to be ruthless and very efficient. Their main objective in the battle field was to put down their opponents within the shortest time possible. If a trained medieval fight would meet an unskilled or semiskilled fighter, it took him about 10 seconds to finish him.

Website Usability Coursework Example | Topics and Well Written Essays - 1500 words

Website Usability - Coursework Example Webmasters found out that participants had sufficient knowledge on what Space website is supposed to do and were able to execute a few from the new site. In as much as they had some little know how of what is expected from the website, few challenges unfolded in line with the new website especially with most of the new functionalities that had been added. Users were also very excited about the new features and the look of the new interface.2. Purpose of the StudyBetween June 27 and July 5 2014, Webmasters carried out a usability test on the publicly available Space website in Mexico, at the main usability test lab at Bureau of Labor Statistics (BLS) as well as the Webmasters offices. The sessions at Webmaster’s offices provided the required geographic range to the test crew of Space participants; this similar test procedure was used for all the participants following questions. The functionality tests were majorly based on task cases obtained from Space’s past knowledge of the website’s main purpose and relevant end user needs. Webmasters came up with each activity to assess end-user’s ability to easily maneuver around the interface and be able to understand the kinds of information associated with each major areas of the site content. Basically, Webmasters conducted the usability test to avail answers to some of the following questions:†¢Ã‚  How well does the new Space website convey a sense of the type of content that users may expect whenever they explore the new Space’s internet sites?

OHMs prac report Essay Example for Free

OHMs prac report Essay Introduction: OHMS Law states that the current passing through a conductor between two points is directly proportional to the potential difference (i. e. voltage drop or voltage) across the two points, and inversely proportional to the resistance between them. The mathematical equation that describes this relationship is: Independent Variable: changing the resistance (OHMS) Dependant Variable: The current (A) is decreased because of the increasing resistors. Constant: The voltage is kept constant but is changed at the end of each test to make the investigation more accurate. Materials: Method: 1. Collect materials listed in above diagram 2. Set up apparatus shown above 3. Set the voltmeter to 1 volts and place the lead in the 5 OHMs resistor 4. Turn to the Power Pack and record the reading on the ammeter 5. Repeat step 3 and 4 2 more times. 6. Change the volts to 3,5,7,9,11,13 and 15, remembering to only record with the 5 OHMs resistor. 7. Record the results using the 5 OHM resistor 8. Repeat steps 4 7 but instead of using the 5 OHMs resistor, use 10 OHMs, 18 OHMs and 56OHMs resistors 9. Clean up all equipment and analyze the results Results: Current (A) Volts 5 OHMs 10 OHMs 18 OHMs 56 OHMs 1It can be seen from the Graph that as the volts increased and so did the resistors, the current was recorded lower that the previous. The highest current recorded was, 2. 557amps with a resistance of 5 OHMs and a voltage of 15 volts. The lowest current recorded was, 0. 017amps with a resistance of 56 OHMs and a voltage of 1. This shows that as the resistors increased the current was weaker, than of a low resistor at the same voltage. Using the Formula and rearranging the equation so R is the average value for the Resistor can be found. The Formula now would be . The Average resistor value for: The 5 OHMs resistor = 5. 857, The 10 OHMs resistor = 10. 340, the 18 OHMs Resistor = 18. 038 and the 56 OHMs resistor = 56. 238. Discussion: Systematic errors: The resistor not calibrated to the exact value displayed Ammeter not calibrated properly Voltage on battery pack not correctly calibrated properly Random errors: Leaving the resistors on to long causing the resistors to over heat and decrease the resistance. Loss of resistance to the resistors due to ware and tare on the resistors over a long period of time. Damaged equipment. Humidity and room temperature Improvements: There are some possible improvements that could be made to improve the results and practical experiment. The Equipment should be checked prior to the practical to reduce errors during the experiment. Also introducing more accurate results by recording the results ten times, instead of five, and work out the average. Use digital ammeters to measure the current. Compare the results to other practicals that were conducted and compare views and data. The Results: It can be seen from the Graph that as the volts increased and so did the resistors, the current was recorded lower that the previous. The highest current recorded was, 2. 557amps with a resistance of 5 OHMs and a voltage of 15 volts. The lowest current recorded was, 0. 017amps with a resistance of 56 OHMs and a voltage of 1. This shows that as the resistors increased the current was weaker, than of a low resistor at the same voltage. Conclusion: The Hypothesis is correct, as the volts and the resistance was increased, the current decreased. Show preview only The above preview is unformatted text This student written piece of work is one of many that can be found in our GCSE Electricity and Magnetism section.

Existing recruitment and selection process ITcom in India

Existing recruitment and selection process ITcom in India Imagine that you have been asked by an organisation to review an area of HR practice and suggest ways in which it could be improved so as to contribute to HRM strategy and organisational goals. Draw on research literature and contemporary organisational practice to address this issue, and ensure that your answer also pays attention to issues of the methodology employed in the studies you quote. You can choose any area of HR practice that we cover during the second half of the course (that is, recruitment, selection, talent management, performance management, employee involvement and participation). You will also need to provide a short description of the organisation on which you are basing your recommendations so that answers can be evaluated within the context of their application. Objective: The objective of this essay is to undertake an examination of the existing recruitment and selection process forming an organizational framework. The current author will review an Indian based Multinational Company ITcom (Organizations name changed) with respect to globalisation and international market, emphasising on finding the effectiveness on cost/time and quality parameters to identify areas of improvement and suggest ways to improvise on its recruitment and selection procedures drawing on the literature and analysing the research methodology of studies used. Introduction: Increased global competition coupled with enhanced customer/client expectations makes the growth or even the survival of any firm difficult (Back S, 2005). Organizations need to perform and respond to a rapidly changing global environment and thus require attracting and retaining a dedicated, high quality workforce by means of recruitment and selection. From the psychometric perspective (UK Chartered Institute of Personnel and Development), jobs are defined in terms of their tasks or descriptions which are specific. Recruitment is a process of attracting individuals who might meet specifications of task or description. Selection is the process of measuring differences between these candidates to find the person who is best fit. The importance of hiring should not be underestimated because a poor recruitment decision can cost an employer an amount equal to 30 per cent of the employees first year earnings (Hacker 1997). These costs can include: lower productivity; potential loss of clients; training costs; advertising costs; recruitment expenses and redundancy packages (Smith and Graves 2002). According to the CIPD, 20 percent of employees leave within the first six months. This is sometimes called the induction crisis. It was found that numbers varied dramatically by industry, clothing industry figure was 26.5 percent, with 45 percent leaving during first three months, only a third remaining beyond a year (Tarpin et al, 2003). Overall turnover rates in the UK/Ireland fell from 25 percent per year (2000) to about 18 percent per year (2007). However, more people left voluntarily than through dismissal, redundancy, or ending of contracts. Thus it is imperative for an organization to have a strategized HR policy in place for recruitment for selecting and retaining the workforce. Although its recognised as crucial to many organisations, recruitment is often done in an ad hoc and reactive manner. Eight in ten employers rank attracting and recruiting key staff to the organisation in their top three resourcing objectives, but only 50% of organisations in the UK have formal resourcing strategies in place. Many employers acknowledge that they experience tremendous recruitment difficulties (86% according to CIPD). Hence given the costs of filling a vacancy, its important for firms to recruit well and select the most appropriate employees. About the company: ITcom Business, a division of ITcom Limited, is amongst the largest global IT services, Business Process Outsourcing and Product Engineering companies. In addition to the IT business, ITcom also has leadership position in niche market segments of consumer products and lighting solutions. The company has been listed since 1945 and started its technology business in 1980. Today, ITcom generates USD 6 billion (India GAAP figure 2009-10) of annual revenues. Its equity shares are listed in India on the Mumbai Stock Exchange and the National Stock Exchange; as well as on the New York Stock Exchange in the United States. ITcom makes an ideal partner for organizations looking at transformational IT solutions because of its core capabilities, great human resources, commitment to quality and the global infrastructure to deliver a wide range of technology and business consulting solutions and services. ITcom enables business results by being a transformation catalyst. It offers integrated portfolio of services to its clients in the areas of Consulting, System Integration and Outsourcing for key-industry verticals. It has a wide geographical diversity of operations with over 50 development centers and 10 near shore centres spread across India, Japan, China, France, Austria, Sweden, Germany, UK and USA. In recent years, ITcom has faced a number of workforce challenges, such as an increasingly diverse workforce, increased cut throat competition in market giving rise to attrition rate and uncertainty of workforce requirement. As one of the strategies to address these challenges, a need rises to review and streamline recruitment and selection business processes to support ITcom as a leading organization and to increase the ability to make high quality hires and meet workforce needs. Literature Review in Context with ITcom: The Recruitment Process: Organizational review and Job Analysis: Perhaps the most one can say with any certainty is that many UK companies continue to express a commitment to the idea of HR strategy and planning. How this translates into practice, however, is less clear (Liff, 2000 p.125) When the pattern of planned human resource deployments and activities [is] intended to enable an organization to achieve its goals'(Wright and McMahan 1992: 298), HRM can be said to be strategic. More specifically, for recruitment to become strategic, HR practitioners must answers to the following questions (Breaugh 1992; Breaugh and Starke 2000): Whom to recruit?, Where to recruit?, What recruitment sources to use (e.g. the web, newspapers, job fairs, on campus, etc.)?, When to recruit? And (5) what message to communicate? HR planning is regarded as essential for at least four sets of reasons (Marchington, 2005): Clear links between business and HR Plans: It draws the link or degree of fit between HR planning and strategic plans, so that the ability of HR function can be measured to deliver precisely what the business requires. It can also be viewed as a relationship between corporate and HR plans, where HR plans will contribute to the development of the corporate. In either ways HR planning can be viewed as major facilitator of competitive advantage. Better control over staffing costs and numbers employed: Making projections about anticipated staffing needs is imperative, irrespective of whether a growth or decline in numbers is predicted. This makes it easier to match supply and demand and therefore make decisions about recruiting from the external labour market, relocating staff, or preparing for reductions in numbers employed in order to achieve greater control over staffing costs (Taylor, 2005. P.101) More informed judgements about the skills and attitude mix in the organization: It is very critical to get the right mix of skills in the employed workforce to attain the confidence of customer and for productivity and profit generation. In case of ITcom, some of its customers are domain based, for example one of its clients is Boeing, which has specifications of employing only citizens in the USA geography and highly skilled professionals in Product Life Cycle Management (PLM). In this scenario what is expected is either ITcom should search and acquire people skilled in this field or get professionals who can be trained on these platforms to give quality results. Maintain a profile of existing staff: By maintaining a profile in terms of age, gender, race and disability etc helps any organization to claim for providing equal opportunities. Without accurate and up-to-date figures on existing staff numbers and their breakdown by grade and position, it is impossible for employers to make decisions about how equality management can be achieved (Liff 2000, p103). In 2008, ITcom was asked by the DOJ (Department of Justice) of US legislations to prove that it offers equal employment opportunity for all. ITcom was using online software (known as SYNERGY) for database generation. This software had a peculiar questionnaire (like age, sex, nationality etc) to understand the background of the candidate applying for jobs. Later these questions were omitted as it was believed that interviewers might get biased at the initial stage of application and may not proceed ahead with the prospective employees candidature. Hence all the details of employee were transferred and saved in the SAP software for internal use and data storage, it helped the company to keep track of its existing employees along with amendments in Synergy software which helped in refraining its managers and recruiters to avoid any discriminatory practice by human error at the stage of recruitment and selection. The primary step in the recruitment process after HR planning, involves a systematic review of the organizational requirements which lead to a thorough analysis of the requirements of jobs called job analysis. The above process of HR planning and job analysis which translates demand for labour, leads to forecasting the internal and external supply. Based on these decisions can be made about the balance between external recruitment, internal staff development or workforce reductions. Table I is an example of a typical seven days of business taken from a hotel operation. The figures have been reduced to two functions: for example, rooms and food and beverage or restaurant and bars, and for simplicity it is assumed that functional flexibility covers two skills, i.e. staff from function A would be able to work in function B and vice versa. In operational terms the seven days depicted here would be a point in a rolling forecast that would change daily. The demand patterns described here are typical of departments within a hotel operation but could also represent patterns in restaurant operations, retailing and many tourism attractions. ITcom has been able to work well in this area of HR planning and setting up a stringent policy to which all the employees/recruiters are bound to be compliant. The Executive Vice President of Human Resource Management personally regulates the HR policies which are formed by the leaders and Senior Managers of the company. A dedicated team continuously works on mapping the market trends and predicts the upcoming problems and opportunities to work pro-actively on demands to incur with supply of labour. Job description, person specification and competencies: Once the job analysis has been collected, the next step is to develop a job description. They are particularly prevalent in public sector and large organizations. A job description usually includes: Job title, location, responsible to (job title of supervisor) and for (job titles of members who will report directly under the job holder), main purpose of the job, responsibilities or duties, working conditions (contains contractual agreements, fringes and benefits etc) other matters such as if travelling is required etc and performance standards along with any other duties that might be assigned by the organisation. (Marchington, 2005) Traditionally, it is divided into two main topics: work-oriented analysis (focussing on the job itself) and worker-oriented analysis (focussing on the worker) (Searle, 2003). Rodgers seven-point plan (Physical make-up, attainments, general intelligence, special aptitudes, interest, disposition and circumstances) and Frasers five-point plan (Impact on others, acquired knowledge and qualifications, innate abilities, motivation and adjustment) rely heavily on personal judgment to specify human qualities associated with successful performance (Newell and Shackleton 2000, p115). The significance of these job descriptions is that they focus on the behavioural aspects of the candidates. Therefore it is not required to make inferences about personal qualities that might underpin behaviour (Newell and Shackleton, 2001, p26). Job descriptions and specifications of person often exist alongside the competency-based approaches (Taylor 2002c), not least because they set a framework within which subsequent HR practices, for example performance management, training and development, pay and grading can be placed (Whiddett and Hollingforde 1999). According to IRS (IRS Employment Review 782 2003, p45) the most commonly used competencies are team orientation, communication, people management, customer focus, results orientation and problem solving. Surprisingly, ethical behaviour, responsibility, enthusiasm and listening are rarely used. Competency can be differentiated in four types (Roberts 1997, p71-72) a) namely: natural which is made up by the big five dimensions of personality; extraversion/introversion, emotional stability, agreeableness, conscientiousness and openness to experience b) acquired: where knowledge and skills acquired through work or other avenues. c) Adapting: this competency area revolves around the ability to adapt natural talents and acquired skills to new situation. And lastly, performing: which comprises observable behaviours and output. Recruitment Methods: Choosing a cost effective method for recruitment is essential and depends on factors specific to organisation. Recruitment is typically regarded as poor relation to selection, typically afforded limited space in most of the publications and gives very little evidence of the theoretical underpinnings (Breaugh and Starke 2000). Recruitment provides the candidates for the selector to judge. Selection techniques cannot overcome failures in recruitment; they merely make them evident (Watson, 1994, p203). It is very important that the organisation decide whether or not to recruit, which sources to be used and what cost. Legal issues are also to be borne particularly while using media and publishing the adverts (Taylor 2002c). Internal and External Searches: ITcom uses various tools for recruitment internally and externally. Internal Sources: It moves its potential employees from one department to another which fills the vacancies and proves to be a career development for the employees. The knowledge transfer from one position to another embarks the capabilities in the staff and enhances their skills and abilities. These practices are more prevalent during rationalisation than in boon or recession (Marchington, 2005). Staffs are also transferred from temporary posts to open ended contracts or from agency work onto the direct payroll. This provides employers with a form of quasi-internal labour market where they can observe people at work before committing to a more secure employment offer (Rubery et al 2002, 2004). There is indication from wider research on agencies that they are progressively taking up strategies to expand markets in which potential recruits, as well as employers, are receptive to temporary opportunities and for whom the profit of agency working outweigh the costs. * There is also an internal marketing team in recruitment department in ITcom which focuses on publishing the job vacancies in the company and gain the references from the existing employees. The CIPD survey showed that word-of-mouth recruitment remains widely used though it is sometimes hard to differentiate from speculative applications. A major advantage of referral programs is the quality of candidates, as most employees are unlikely to recommend friend who will not fit the culture of the organization and who is not suited for the role. The Coventry Building Society filled nearly a quarter of all its posts through this method (IRS Employment Review 804 2004). In ITcom there are various award schemes for recruiters to encourage employees to refer their friends and families. Although it is cheap and readily available, organizations such as Acas, the EOC and the CRE are worried such ring-fencing may strengthen the existing imbalances (gender, race and disability), upsetting the attempts to encourage greater workforce diversity. (Marchington, 2005) One of the major and critical hiring in ITcom is for the Sales division, where the Industry experts like evangelists, practice managers, sales director etc are required to lead the business. ITcom has a dedicated team of leadership hiring professionals who evaluate the candidature for these positions. The current author suggests that the company should try to engage with head-hunters for sourcing and recruiting for such high-level and critical roles. Head-hunters may have extensive contacts which can be beneficial. This method is expensive, and is used much in private sector than in public or voluntary bodies (Marchington, 2005) Apart from the middle and senior level positions, for the fresh recruits the most effective way can be campus placements and the CIPD survey found that it was on a par with the companys own website in popularity. Sources of external applicant and Methods of attracting applicants: Largest number of lists comes under external sources which constitute the open sources. Advertisements in national and local papers are amongst the most widely used methods, and for the specialist posts trade press can be more effective (CIPD 2004b). Radio and TV adverts are rarely used. ITcom in 2009 advertised its employee referral programmes which were based on theme of friendship, aired the adverts on a local radio channel (94.3 Radio One FM in Bangalore), to let the message be conveyed to mass. This had helped the company to gain many applicants through existing employees. E-Recruitment is another one tool which has gained its significance in recent years. According to IRS 90% of firms use some form of e-recruitment. Like job boards (monster.com, dice.com, careerbuilder.com. jobsahead.com etc) for advertising the vacancies. Social networking sites (linkedin.com, myspace.com, facebook.com etc) are also gaining popularity amongst the job seekers and recruiters for filling the positions. Main advantages of e-recruitment are reduced costs, improved corporate image, reduced administration, etc. The Selection Process: Consulting various sources such as Cook (1998), Taylor (2002c), Cooper et al (2003) and Searle (2003) it is conferred that no single technique, no matter how well it is designed and administered, can be capable of being perfect selection decision. Employers are advised not to rely on one method (Marchington, 2005). According to a CIPD survey of more than 1000 employers, it is concluded that the most common and widely used techniques were traditional interviews, competency-based interviews and tests for specific skills. Robertson and Smith (2001) also indicated that most techniques have very low levels of accuracy in terms of producing effective selection decisions. Of techniques used on their own, work sampling offers the highest likelihood of success, closely followed by intelligence tests and structured interviewing (Schmidt and Hunter, 1998) Various authors (Newell and Shackleton 200; Taylor 2002c; Cooper et al 2003 and Searle 2003) discuss the criteria for assessing the value of selection methods: Practicality: According to Cooper et al (2003, p94), it is the most important criteria of all. The method suggested has to be economical in terms of cost and benefits, the time required to administer it and should be within the capabilities of those who are supposed to run it. Most critical is the cost issue. For example, it makes very less sense to run a sophisticated and complex personality test if only one candidate has applied for the post. Sensitivity: A lot of care must be taken to avoid any kind of discrimination based on race, gender, age or disability. Reliability: comprises of different elements but refers essentially to consistency of method used to select individuals (Newell and Shackleton 2000, p119). It should not be too much influenced by chance factors (Cooper et al 2003, p 50-52). For example: inter-rater reliability is crucial if many interviewers take interview, where one rejects and other selects. In ITcom, at many occasions this problem exists, as for certain job roles, several levels of interviews are conducted. It must be taken in consideration to measure the accuracy of each interviewer before concluding a rejection or selection of the candidate. Validity: This defines the correctness of the inferences that can be drawn from the selection methods. (Newell and Shackleton, 2000, p121) define this as the relationship between the predictors (the result from the selection methods used) and the criteria (performance of the job). Key Themes and Recommendations: The assessment of market scenario of ITcom suggests that while there are quite a few areas for upgrading and improvement, there are also many areas that are working well, including: ITcom appears to have more flexibility in identifying the suitable appointment method, establishing the merit criteria to be considered in determining the most suitable candidate with its strong value based strict compliance policies. The range of options (internal and external sourcing) available to recruit staff provides flexibility and supports timely and effective hiring decisions. The Jobs Websites (monster.com, dice.com, careerbuilder.com, linkedin.com etc) appears to be an effective method of attracting successful candidates, and feedback about the job postings, application and interview process and the quality of hires seems positive. Staffing Operating Principles related to fairness, integrity and selection of the most suitable person was seen as both useful and being achieved. The staffing proce ss was perceived to be transparent and able to withstand scrutiny. Executive Search recruitment and screening processes were generally considered to work well and support hiring high quality executive management and senior leaders, in a timely fashion. Opportunities for improvement: Themes emerged including the need to formalize processes that will progress into a more strategic approach to recruitment: Focus must be increased on long-term forecasting of workforce needs in new development centres (e.g. newly opened development centre in Atlanta, GA in USA and Germany), which will help to directly connect workforce planning to the staffing function and developing strategies to address gaps. In this context of globalization, many multinational organizations search for suitable employees from across the globe and apply similar selection criteria with limited attention to effectiveness and less knowledge of different cultural backgrounds (Searle, 2003). Searle also believes that this is an area where practice is far ahead of research and comment. One way firms are trying to manage their operation within this new global context more effectively is by using sophisticated selection assessment practices. If the underlying basis for their assessment is flawed, then these more high-powered tests and assessments will inevitably be a further waste of resources. Increase focus on recruitment planning and implement a project management approach to the hiring process. Increase focus on branding and candidate sourcing for active and passive candidates, including more targeted sources of media. Research has indicated that the media exposure of a firm is a sign of its reputation (Newell and Shackleton, 2001). Technology in form of media and internet helps reducing the cost and time of travel for both applicants and companies. ITcom with most of its offices across the globe uses the telephone and video conferencing for conducting interviews. Expand methods for facilitating the identification of potential internal candidates for executive positions, including if possible, information from succession management and workforce planning initiatives. Enhance utilization of summer employment, work experience, co-op and internship initiatives as a strategy to attract and develop students and recent graduates in conjunction with workforce forecasting needs. Improve efficiency and effectiveness through increased collaboration and use of technology. Increase all stakeholders knowledge of staffing process including the recruitment strategies available. Conclusion: The Recruitment and selection within the wide organizational context highlights the relationship between organizational strategy and human resource policy and procedures. Key changes in methods and practices are identified responsible for increased attention and use of selection systems. Application of techniques enhances the confidence of HR processes. The growth in process oriented research highlights an alternative view of selection and recruitment and is at odds with the psychometric approach. As there is increased sophistication in the selection methods, it is often forgotten that without a proper set recruitment method, there would be less number of applicants for selection; this can have reverse impact on the performance of employment contract. Conversely, usage of well chosen methods can be helpful in choosing the staff which can be fit to meet targets of the organization. Recruitment is one area of HRM where assistance might be sought from the external providers, as being aw are of the limits and using the right techniques are equally important. It is very important that recruitment and selection processes be well organised, delivered and evaluated for the organisational growth. Methodology: The research work or sample used in the essay are pure and applied (from the perspective of application in various situations) and descriptive, co relational, explanatory or exploratory (from the perspective of objectives of the literature view). Most of the information is gathered by the literature from texts and journals and was related to real life experience of the current author from ITcom. Data collection of most of the articles and references cited in the essay are from the companies which is generally the primary data, secondary data is the one used from literature. Wherever required while collecting the data, the interviews were commenced, questionnaires were formed, and observations were made for example the IRS employment reviews and CIPD conducted surveys (which are quoted in the essay) in such styles or formats. Each of the articles and examples portrayed in the essay were based on literature review which brought in the clarity and focus to research problem and improved the methodology by enhancing the knowledge base. The literature pertinent dealt with two types of information, one universal and second specific (local trends). In some of the journals, a number of sources were used to compile databases, for example data was collected from local employment agencies, yellow pages along with interviews and surveys were conducted. These give a broad platform to compare and relate the data by empirical methodology of data accumulation.

Ethics In Education Essay

Abstract Education has ever been considered as one of the strongest foundations for any civilized society. The success of any Nation is largely attributed the way in which education system is built up. There is growing importance the world over these days to incorporate importance of ethical standards in education. Ethical standards in education contain basic principles, procedures and behavior patterns based on commitment to core values that are deeply rooted in education. An ethical education will pave a way to uplift educational standards which in turn will instill right values among students who will certainly create landmark in their career as well as life. ETHICS IN EDUCATION The Concept Of Ethics The definition of ethics is shaped by personal, societal and professional values, all of which are difficult to specify. Some stress the importance of society’s interests and others stress the interests of the individual. These conflicting viewpoints have dominated the discussion of ethics for a long time and may remain in the future as well. Thus, the term ‘ethics’ will have to be defined in this context. The word ‘ethics’ is derived from the Greek word ‘ethos’ (character) and Latin word ‘moras’ (customs). Taken together these two words define how individuals choose to interact with one another. Thus, ethics is about choices. It signifies how people act in order to make the ‘right’ choice and produce ‘good’ behavior. It encompasses the examination of principles, values and norms, the consideration of available choices to make the right decision and the strength of character to act in accordance with the decision. Hence, ethics, as a practical discipline, demands the acquisition of moral knowledge and the skills to properly apply such knowledge to the problems of daily life. Philosophical Theories of Ethics Decision making based on intuition or personal feeling does not always lead to the right course of action. Therefore, ethical decision making requires a criterion to ensure good judgment. The philosophical theories of ethics provide different and distinct criteria for good, right or moral judgment. Three prominent philosophical theories of ethics are utilitarianism, rights and justice. They are normative theories of ethics, which provide a principle or standard on how a person ought to behave towards others by considering the right and wrong of an action. These normative theories are divided into two broad classifications, consequential and non-consequential. Consequential theories define ‘good’ in terms of its consequences, and a best known example is theory of utilitarianism. In contrast, non-consequential theories define ‘good’ not by its consequences but by its intrinsic value and the best known examples are the rights and justice theories. These theories are described below. (a) The theory of utilitarianism According to this theory, the ethical alternative is the one that maximises good consequences over bad consequences. Jeremy Bentham, who is considered as the father of utilitarian ethics, defines utilitarianism as the greatest happiness principle (the principle of utility), which measures good and bad consequences in terms of happiness and pain. He wrote as follows in his book ‘An Introduction to the Principles of Morals and Legislation’: â€Å"Nature has placed mankind under the governance of two sovereign masters, pain and pleasure. It is for them alone to point out what we ought to do, as well as to determine what we shall do. On the one hand the standard of right and wrong, chain of causes and effects, are fastened to their throne. They govern us in all we do, in all we say, in all we think.† The terms ‘happiness’ and ‘pain’ have broad meaning and encompass all aspects of human welfare, including pleasure and sadness, health and sickness, satisfaction and disappointment, positive and negative emotions, achievement and failure and knowledge and ignorance. Applying the utilitarian principle is a procedural process involving five steps: (1) Define the problem; (2) Identify the stakeholders affected by the problem; (3) List the alternative courses of action for resolving the problem; (4) Identify and calculate the short- and long- term costs and benefits (pain and happiness) for each alternative course of action and (5) Select the course of action that yields greatest sum of benefits over costs for the greatest number of people. Thus, ethical conduct by accountants based on this theory leads to consideration of all possible consequences of a decision for all parties affected by it. This theory takes a pragmatic and common sense approach to ethics. Actions are right to the extent that they benefit people (i.e. actions, which produce more benefit than harm are right and those that do not are wrong). Thus, the cognitive process required for utilitarian decision making appears similar to the cost-benefit analysis that is normally applied in business decisions. However, there are important distinctions between the two concepts in relation to the nature of consequences, the measurability of the consequences and stakeholder analysis. (b) The theory of rights The theory of rights stems from the belief that people have an inherent worth as human beings that must be respected. Therefore, according to this theory, a good decision is one that respects the rights of others. Conversely, a decision is wrong to the extent that it violates another person’s rights. In general, the rights can be divided into two categories: (1) natural rights (rights that exist independently of any legal structure) and (2) Legal rights and contractual rights (rights that are created by social agreement). The natural rights are commonly known as human rights or constitutional rights. Among many natural rights, the right to the truth is important to the function of accounting. The users of financial statements have the right to truthful and accurate financial information when making choices on alternative investment strategies. This right imposes a moral obligation on the accountant and the reporting entity to prepare and issue, true and fair financial statements. On the other hand, legal and contractual rights are important in the accountant-employer and the accountant-client relationships. These contractual relationships mean that employers and clients have a legal right to expect professional and competent service from the accountants. In turn, the accountants have a corresponding legal duty to perform their tasks to the best of their ability within the constraints of their expertise. (c) The theory of justice Understanding this theory requires understanding various notions of justice. Generally, justice is described as fairness, which refers to the correlation between contribution and reward. However, fairness alone cannot define the term justice. There are also other forms of justice, which include equality (assumes that all people have equal worth), procedural justice (concerns with due process) and compensatory justice (addressed the loss from a wrongful act). However, a comprehensive theory incorporating these various domains of justice has yet to be developed. Thus, the focus of this paper is on the theory of justice, which is based on the principle of distributive justice. It focuses on how fairly one’s decisions distribute benefits and burdens among members of the group. Unjust distribution of benefits and burdens is an unjust act and an unjust act is a morally wrong act. Hence, under this theory, an ethical decision is one that produces the fairest overall distribution of b enefits and burdens. Ethics In Education Basically there are three parties involved in ethical education system namely students, teachers and administrators. Teacher, being the most important facet of ethical education, is the torch bearer to the change the whole scenario of education system. He is the one who could exemplify his ethical behavior in front of students. Students most of the time learn their behavior from their teachers. Right approach of teacher to teach the students inside the class room will make ever lasting impact on the minds of students. It goes without saying that the principle of ethical conduct lie at the core of teaching profession. The whole society can be remolded by administering ethical practices. Secondly, the responsibility for promoting ethics in higher education lies with the leadership of colleges and universities. Like most efforts at organizational change, the energy, financing, and inspiration must start at the top and must anticipate and verbalize a long term commitment to ethical goals . â€Å"Bottom-up† schemes for change are seldom successful since they lack the organizational influence to create a sustained, well supported plan of action. Ethics issues permeate every aspect of university life from admissions to the classroom, from hiring to curriculum development and from research to the athletic field. To alter the ethics culture in an institution of higher education (or any organization) requires the highest level of commitment and realistic consequences for deviations. (a) Verbal and written commitment of the university president/chancellor, board of trustees, alumni association, faculty and staff to the implementation of an ethics plan of action; (b) Verbal and written commitment of departments heads overseeing student recruiting and admissions policy to an ethics plan of action for their areas of concern. Some possible action items might include advertising that the student body is governed by a â€Å"honor code†, the violation of which could lead to disenrollment. The hallmark of the admissions policy would focus on the ethical selection of students to include cultural difference, gender and racial equalities, socio-economic factors, as well as, academic excellence. (c) Faculty hiring guidelines that would include a thorough â€Å"vetting† of the applicant’s qualifications and background as well as a written commitment by the applicant to fully support the ethics initiative; (d) Faculty members to commit to and undertake curriculum revisions that would include the ethical aspects of their particular discipline; (e) Students to commit to a dormitory, fraternity/sorority, off-campus life-style code ethics; (f) Faculty members to commit to ethical guidelines for the research into the publication of scholarly materials; (g) Faculty members to commit to a faculty-faculty, faculty-student ethical relationships guideline. Lastly, students are also expected to contribute maximally by behaving honestly to their work, duties and responsibilities. They should never restore to any malpractices during examination or any class work. Conclusion The writer has reviewed just a fraction of the literature available on the subject of ethics in the workplace. The literature for the most part, supports the notion that the ethical behavior is good, that ethical behavior is needed in the workplace, and that progress is possible in raising men and women above their more prurient interests. Based on the writer’s experience and discussions with university leaders, however, the notion of total commitment by all stakeholders as outlined in the sample plan is probably unlikely. Cries of academic freedom, unreasonable restraints and loss of flexibility would be echoed from the â€Å"bell towers† of academia in spite of the intrinsic â€Å"good† intentions of the plan. All this does not augur well for the â€Å"fast track† implementation of ethics at the university level or in the workplace. Instead, progress in changing individuals towards a more ethical vision of their personal and professional life will be a p lodding effort, characterized by small successes and small failures for a long time into the future. References American Institute of Certified Public Accountants (2010). The Code of Professional Conduct. Retrievedfromhttp://www.aicpa.org/research/standards/codeofconduct/downloadabledocuments/2010june1codeofprofessionalconduct.pdf Audi, R. (2007). Can utilitarianism be distributive? Maximization and distribution as criteria in managerial decisions. Business Ethics Quarterly, 17(4), 593-611. Baiman, S. & Lewis, B. (1989). An experiment testing the behavioral equivalence ofstrategically equivalent employment contracts. Journal of Accounting Research, (27)1, 1-20. Bazerman, M.H. & Banaji, M.R. (2004). The social psychology of ordinary ethical failures. Social Justice Research, 17, 111-15. Bentham, J. (1843). The works of Jeremy Bentham. Edinburgh, Scotland: John Bowring. Bird, F.B. & Walters, J.A. (1989). Moral muteness. Californian Management Review, 73-88. Brenkert, G.G. (2010). The limits and prospects of business ethics. Business Ethics Quarterly, 20(4), 703-9. Burton, B.K. & Goldsby, M.G. (2 009). The moral floor: A philosophical examination of the connection between ethics and business. Journal of Business Ethics, 91, 145-54. Caldwell, C. & Clapham, S. (2003). Organizational trustworthiness: An internationalperspective. Journal of Business Ethics, 47(4), 349-64. Caldwell, C., Hayes, L.A., & Long, D.T. (2010). Leadership, trustworthiness, and ethical stewardship. Journal of Business Ethics, 96(4), 497-512. ETHICS IN ACCOUNTING 30 Caldwell, C. & Karri, R. (2005). Organizational governance and ethical systems: A covenantal approach to building trust. Journal of Business Ethics, 58(1), 249-59. Calhoun, C. (1995). Standing for something. The Journal of Philosophy, 92(5), 235-60. Carlopio, J. (2002). The best articles about leadership from the last ten years. BOSS Financial Review, 71-4.

Biography of Fernando Botero Essay

Fernando Botero, also named the most Colombian of Colombian artists, has developed a style the world notices as his own. Fernando was born in 1932 in Medellin, Colombia. Fernando came across heavy schooling as a child, which isolated him from traditional art in museums and such cultural institutions. It was his strict school however that brought art to be an interest for Fernando, the school Botero attended was run by Jesuits who were strict and brought little enjoyment into Botero’s life. To find enjoyment Botero began to draw at a young age. At that young age his inspiration was anything that interest him such as bullfighting. Fernando was a great fan of bullfights so he would paint scenes of this then sold them in front of the arena for 5 pesos. He spent nearly two years painting this subject. He had a growing interest in art his entire life; he shared his thoughts, and studied. When Botero was seventeen he worked for the Medellin newspaper, El Colombiano, titled Picasso and the Nonconformity of Art, which showed Botero’s mind and how it is linked with art. Botero is so well known because of his signature style, robust and round objects and characters. Botero tells critics that he is simply attracted to his form without knowing why. He claims that artists never know why artists use a form, he claims the style is intuitive and that the explanation for their style can be rationalized after it’s adopted. Botero is difficult to understand, as he doesn’t share his opinion with his art or even explaining his art. â€Å"He shares his vision with us but not telling us how to feel about it. Navas- Nieves says. We know his works are personal as some of his famous works depict his youth, â€Å"The Bishop†, â€Å"The Nun†, â€Å"The Bullfighter†, and â€Å"The Widow†. It is unknown to all except Botero however if these drawings reflect the beauty with these no proportional, bright colored, exaggerated sized or the turmoil. Botero eliminated brushwork and texture in his paintings as he favored a smoother look. Botero’s works are abstract and are educated by a Columbian upbringing and social commentary. When Colombian children go to church they see all these Madonnas, so clean and perfect. In South America china-like perfection is very much a part of the ideal toilet of beauty. More so even than the polychrome wood sculptures in Spain, Latin American sculptures look like porcelain. So, in contrast to Europe or North America, you connect the notions of art and beauty at a very early age. I grew up with the idea that art is beauty. All my life I’ve been trying to produce art that is beautiful to discover all the elements that go to make up visual perfection. When you come from my background you can’t be spoilt by beauty, because you’ve never really seen it. If you’re born in Paris, say, you can see art everywhere, so by the time you come to create art yourself you’re spoilt – you’re tired of beauty as such and want to do something else. With me it was quite different. I wasn’t tired of beauty; I was hungering for it. † Botero said this knowing he was not raised with art, which is his beauty. The lack of art in his life made him develop such an original style. The church influences Botero, his baroque style was adopted from the church. Botero is the most Colombian of Colombian artists because of his insulation from international trends. Botero once remarked â€Å"A painter can do things a photographer can’t do, because a painter can make the invisible visible. † This thinking lead Botero to create a series of serious paintings about prisoner abuse in Abu Ghraib. Botero, through his paintings in this series allowed us to feel the prisoners suffering. The paintings brought us to the agony of the victims, the humiliation they felt and all the pain was transferred from the painting to us, making us the victim. This series proved moreover Botero’s skill of art. Many critics thought the series was out of Botero’s league claiming that Botero’s style cannot do justice to the seriousness of the subject. Botero proved the critics wrong when he captures the emotion of the victims. The difference between photographs and paintings are that photographs come with a story. Just something that happened. They can be beautiful but paintings show affects and emotion and thoughts and different depictions. Much more thought goes into a painting, which sets the two apart.

Domain Name Disputes Essay Essays

Domain Name Disputes Essay Essays Domain Name Disputes Essay Essay Domain Name Disputes Essay Essay A sphere name is user-friendly manner of showing the Internet Protocol ( IP ) reference of a web location. When the sphere name of the web site is entered. it would supply a direct nexus to entree the content located on the site of the IP reference. The sphere name has characters and numbers separated out by points ( . ) which suggest assorted degrees in the sphere name. A sphere name can hold anyplace between one to 63 characters. and can include certain particular characters such as ( ) . The valid characters of the sphere name include A to Z and 1 to 9 and 0. Capitalization is non used as a method to separate from one sphere name to another. Sphere name has been a really user-friendly manner of accessing content on the cyberspace. and therefore people frequently use it to seek for concerns on the net. Today’s sphere name system was earlier utilized by the web set up by the section of defense mechanism and academic administrations for research and communications intents. This Domain name system ( DNS ) was initiated every bit early as 1984 and has been extended to all countries of the universe where the cyberspace is accessible today. The sphere name would really change over into an IP reference. which would propose a physical location of a computing machine or a system on the Internet. Since. non more than one site can hold one reference ; there have been a batch of struggles in the usage of sphere names. A peculiar sphere name would hold different degrees. The assorted degrees in the sphere name are separated or recognised utilizing the particular character point ( . ) ( to distinguish between the assorted degrees ) . If you take the sphere name rudiment. thirty. it is a 2nd degree sphere name. dwelling of 2 degrees. rudiment and xxx. On the other manus. mno. rudiment. thirty. consists of three degrees. viz. mno. rudiment and thirty. The characters in the sphere name are normally counted from the right to the left. The Internet protocol references. sphere names. etc. which are utilized for internet direction are today by and large handled by an administration known as the â€Å"Internet Assigned Numbers Authority† ( IANA ) . In bend the day-to-day personal businesss sing the assignment of top degree and 2nd degree sphere names are taken attention of by single Internet Registries ( IR ) . There are several hierarchies of sphere names including top degree sphere names ( TLDs’ ) . Second Level Domain names ( SLD’s ) . 3rd degree sphere names ( 3LD’s ) . etc. The direction of the top degree sphere names are done by the ICANN at the international degree. They besides provide declaration of differences at the international degree through an arbitrary and simplified procedure known as ‘UDRP’ ( Uniform Domain Resolution Policy ) . The TLD’s are the sphere name that appears after the last ( . ) in the sphere name. For illustration. in a general sphere name such as rudiment. com. the. com is the TLD. Again. the TLD can be of two types viz. . a generic TLD and a state specific TLD. The generic TLD’s include. com. . cyberspace. . info. . thirty. . org. . edu. . television. . RESs. . mil. . gov. . int. etc. The state specific TLD’s include Top degree sphere names that are specific to certain states such as. Fr. . Eu. . in. . my. . us. etc. For specific top degree sphere name types. a specific register would be approved ( assigned by the ICANN ) . to delegate. manage and manage any issues that may originate for that TLD. TLD’s can be once more classified as two types depending on the limitation imposed to register and delegate. including restricted generic TLD’s and unrestricted generic TLD’s. Restricted generic TLD’s would necessitate certain sum of eligibility to register in the register. For case. the TLd. int. requires that the organic structure registering be an international sanctioned administration such as the WIPO. WHO. etc. No individual can register under this TLD without eligibility. Verisign ( an cyberspace register ) would likewise license enrollment of telecom administrations to register under the generic TLD. cyberspace. Merely non-profit administrations. establishments. voluntary administrations. etc. can register under the TLD. org. Administrations that are governmental in nature. can register under the sphere name. gov. Unrestricted sphere names. do non necessitate eligibility sing administration type or geographical location. and any individual can register under such sphere names without limitations. on a first semen foremost served footing. One such sphere name is the. com. which accounts for about half of all the sphere names registered in the universe. Peoples desiring a sphere name under the. com TLD. need non show any eligibility. but can register a peculiar sphere name on a first semen foremost served footing. Many people site that the greater sum of involvements by commercial administrations in the. com register and the offering of enrollment on a first semen foremost served footing. has created immense struggles in the sphere name allotment. Country coded top degree sphere names are assigned sphere names based on state specifications. Merely if the administration is located in a certain state or provides concern or services to a peculiar state would it be permitted to utilize that ccTLD. For case. uk or. my are TLD’s belonging to the United Kingdom and Malaysia. severally. The 2nd degree sphere name is the part of the sphere name that lies before the ( . ) of the TLD. This may include a alone name matching to an IP reference or may be even implicative of the geographical location of the concern. For case in rudiment. cyberspace. the 2nd degree sphere name is abc. On the other manus. rudiment. United Kingdom. org. the 2nd degree sphere name is. uk. and it suggests the state codification. Abc. would so belong to a 3rd degree sphere name ( 3LD ) . The United Kingdom is a state that follows a top-level state coded sphere name. For case. the sphere of several administrations in the UK would be abc. org. United Kingdom and non abc. uk. org. Domain name and Intellectual Property Rights Many tribunals have tried to specify what a sphere name is. They consider it to be an reference. which has to be selected by the user. and since one user would be utilizing one reference. it needs to be alone and non indistinguishable. The tribunals besides give consideration that people would frequently seek to think the web reference from the name. location and other characteristics of the applier. A sphere name is more of a mark or a grade which can assist to separate the goods and services of one bargainer from the goods and the services of another. Hence. a sphere name can be holding an rational value and can be given an â€Å"Intellectual Property Right Protection† . Following a rise in the traffic and popularity of the cyberspace. there has been a rise in the sphere name issues. Sphere name were considered to be earlier more of references that helped to turn up the bargainer or an administration on the cyber universe. However. today domain names are turning out to be more of identifiers. hallmarks. Markss or indicants of the goods. services. etc. of a peculiar bargainer. A sphere name consists of alphabets. numbers. punctuation Markss. etc. and hence possesses the features of a hallmark. For many companies. the value of the sphere name is considered great as they would be utilizing the cyberspace for concern. Today domain name instead than the name of the companies are considered to be identifiers and are frequently being used as advertizements. Hence. in many cases. sphere names and hallmarks are in struggle. It is of import to observe several particular features of sphere names: 1. They are planetary as one time they are registered anybody from the universe can utilize the reference to derive entree to the trader’s web site 2. They need to be alone as merely one reference can take to a web site 3. Sphere name are frequently guessed by the users. and therefore minor alterations or mistakes need to guarantee that the user still is able to make the intended location 4. An honest and current sphere name user can non be as in the instance of hallmarks 5. Sphere can can non be given for manner of composing. coloring forms. usage of images. etc Companies have moved their concern over to the cyberspace and this has created several struggles with the traditional hallmark proprietors. If a traditional hallmark proprietor finds that a cyberspace concern company is utilizing a name similar to the trademark’s proprietor. so he has to turn out that the cyberspace concern is in fact utilizing the name in bad religion. seeking to thin the name of the hallmark proprietor. to make unjust competition or to make confusion in the heads of the consumer. Earlier. the NSI had a dispute declaration policy. but there was a batch of contention in the procedures. such that both opposing parties had to come to an understanding. The ICANN has implemented URDP that would be applied in all sphere name disputes that are used in bad religion. Administrations concerned with sphere name Issues When the cyberspace was ab initio started and expanded for commercial and academic usage. the non-military section of sphere name allotment was done by the NSF ( National Science Foundation ) . This was followed till 1992. and in the twelvemonth 1993. the Network Solutions Incorporation was formed which helped to register all the generic TLD’s. . net’s. . com’s. etc. Till the twelvemonth 1999. the NSI ensured that all the enrollment and allotment of 2nd degree sphere names for the major TLD’s was brought approximately. Sing that about half of all the sphere names are in the. com section. NSI had a major function to play in apportioning sphere names. They besides had some sum of control over dispute declaration procedures. However. the NSI did non hold any official mediation procedures. and was non responsible officially for sphere name struggles. Initially. the NSI provided enrollment to the sphere names on a first semen foremost served footing and did non look into the credibleness of the registering administration. This harmonizing to many has led to struggles sing sphere names across the universe. The NSI did non look into whether the sphere name was a portion of the party’s name. Slowly there was immense contention sing the mode in which sphere names were allocated and provided enrollment by the NSI. There was a immense addition in the hallmark disputes particularly in the. com TLD sphere. The IANA had no concern for legal issues over the sphere name allotments. Hence. many states including the US had concern over the allotment of sphere names over the cyberspace. In 1997. the direction of several generic TLD’s were handed over to the International Ad Hoc Committee ( IAHC ) . The administration helped in bordering 7 new generic TLD’s and guaranting greater sum of healthy competition in the 2nd degree sphere names. The NSI and the IANA were together concerned with the development of a set of regulations and ordinances for the assignment of sphere names. They developed a corporation that would hold legal power for the assignment of sphere names throughout the universe. This administration ( ICANN ) besides helped in the development of regulations and ordinances for the cyberspace sphere names. The US DOC besides played a major function in the development of the ICANN. The concluding version of the bylaws by the ICANN was released on October 2. 1998. and released by the DOC. On November 1998. the ICANN and the DOC unquestionably to jointly plan regulations. ordinances. mechanisms and methods to guarantee Domain name maps. The DOC and other administrations were interested in conveying about better competition and guaranting stableness. The function of the US authorities was easy being transferred to the ICANN. The NSI besides changed its name to Verisign. It was concerned with developing a shared enrollment system and provides services under the generic TLD’s such as. com. . cyberspace. etc. Verisign has to sell certain figure of registries in order to hold authorization of the. com registry in 2001. However. some of the registers of Verisign and ICANN still are shared from May 2001. Verisign would run assorted registers such as the. org register boulder clay 2002. the. net register boulder clay 2005. the. com register boulder clay 2007. The ICANN has allocated the. org register from 2002 to 2008 to Public Internet Registry and Verisign for the. net register from 2005 to 2011. Public and societal issues concerned with sphere name allotment The sphere name has turned out to be a immense concern theoretical account for several companies. The ads-per-click policy. which would guarantee that advertizements placed in the sphere name would do more money than the sphere itself. would guarantee that the sphere is continued. On the other manus. if the cost of the sphere is more than the advertizements. so the sphere is ceased for the following twelvemonth. There is besides a five-day grace period ( following enrollment ) . which ensures that anybody who has registered a incorrect sphere can travel back and rectify his/her error. Today. sphere names are created and dropped at a really fast rate. and therefore. people are in immense confusions. This is go oning at a really fast rate. even faster than the rate hallmarks are picked up and dropped. To guarantee certain sum of control at the rate at which the sphere names are picked up and dropped. the ICANN is supervising several registers. It has given certain figure of its registers to companies that can sell out sphere name. Such companies are known as ‘registrars’ . and they would normally be working on the. com and. net TLD. However. the ICANN has introduced a 5 twenty-four hours window period. which would let the registering organic structure to do alterations or take back the sphere name enrollment within a period of 5 yearss. The ICANN can besides urge the proprietor to do modify or even take certain sphere names registered during the window period. This would guarantee that any illegal activities or potentially abuse over the cyberspace can be prevented. At the same clip. healthy competition can be encouraged over the cyberspace. Since January 003. there has been a displacement in the direction of the. org TLD from Verisign to the Public Internet Registry. which is an administration created in 2002 maintaining the public cyberspace in head. During the mid-1990’s. the US authorities decided to switch several substructure and administration that the US authorities and the military had over the cyberspace over to private organic structures. The authorities felt that the chief ground for implementing such policies were because the industry themselves can specialize in making effectual policies and guarantee development and promotion through ordinances and policies framed over cyberspace. The US authorities besides tried to put in several institutional controls means to guarantee that the private organic structures that had certain administration over the cyberspace. Several administrations such as the ICANN and the IAHC besides felt that the international engagement was really of import in developing a sphere name policy. However. the US authorities was besides concerned that the cyberspace control may travel out of US custodies and hence framed certain rules in the signifier Green Paper and White Paper. The White paper included several features such as dominant alliance. steadiness. fight. private. bottom up coordination. representation. etc. The ICANN brought about a transportation of the DNS control from the US authorities to the planetary environment. The full involvement of the community was needed to be represented through the actions of the ICANN. which included administrations. society. communities. etc. The ICANN had a bottom-up attack of administration. Many people feel that the ICANN has made the internet really much suited for public involvements and before the ICANN had any control over the cyberspace. it was more of a private sphere that was entirely controlled by the US Federal Government. Many people say the cyberspace developed from resources of the Federal authorities and the armed forces. However. it is besides of import to observe that neither the federal authorities nor the military had any function to play in the twenty-four hours to twenty-four hours policy-making. decision-making and direction of the cyberspace. The policy devising and the direction of the cyberspace has developed through interactions between private administrations holding certain governments over the cyberspace. Besides. users and establishments besides play a really of import function in giving feedback to these administrations. Whatever policies are being developed by the ICANN or Verisign are done sing public benefit. By passing over the internet administration to allow governments. non merely are the jobs solved sing use. content. etc. but daily direction issues are besides good sorted out. Many people consider that by passing over the cyberspace to private administrations. the US authorities has non privatised the cyberspace. but has handed over it to the private sector decision-makers that would specialize in bordering policies and pull offing issues with respects to domain names. The NSI was the first private administration to pull off the Domain name enrollment and allotment. The NSI. ICANN and other such administration gave a batch of importance to domain name as a alone method of accessing a web site. Hence. today sphere name is considered as an of import belongings by several administrations. which would frequently be utilizing it as a hallmark. The issue of cyber-squatting was besides prevailing due to the importance given by these administrations over sphere name. Many people consider that sphere name is private belongingss. However. sing the resistances laid by other parties over the specific usage of sphere names and the execution of strong register services. show that Domain names may non precisely be private belongings. The ownership of these registers lies with the appropriate administrations. but certain sum of information is available to the populace. The ICANN has come out strongly that the information stored in the register database lies specifically with the proprietor or appliers. and merely the database as a whole is owned by the enrollment administration. Property rights and Domain names Property rights aid to specify the extent to which the rights of the person would use and the rights of the populace would stop. Several policies such as gift. estimate and institutionalisation were applied to guarantee proper enforcement of belongings jurisprudence. The proprietor of the belongings has the right to profit from his belongings and harvest the fruits. The proprietor of the IP has to profit from his right by supporting the economic benefits. The proprietor would be holding a certain monopoly with respects to his rational belongings right. but at the same clip his ownership can non be guaranteed. as all rational belongings rights instruments are non absolutely efficient. They would and should guarantee certain legitimate usage by other parties within certain bounds. The proprietor is left to use his rational belongings efficaciously such that he can except others and claim the most economic benefits. In certain instances. there may be certain surpluss which would anyhow set down in the custodies of other parties including public and the challengers. In the instance of sphere names. the IP application seem to be simple and straightforward. but over a period of clip a batch of contentions have developed necessitating a batch of legal control. Earlier it was even hard to reassign a sphere name used by one person to another. However. following the execution of several regulations and ordinances. it is now possible to reassign the sphere register from one individual to another. However. there is still controversy sing the. com register understanding between Verisign and the ICANN. Verisign would run the. com register and supply enrollment for. com’s. On the other manus. it would follow the policies laid down by the ICANN. and pay ICANN for its services ( of policy-making ) . Today several registers that carry information and inside informations sing the enrollment of sphere names do non precisely stipulate who the proprietor would be. If such an understanding is losing. so the sphere names would be owned by the registers or harmonizing to the ICANN it would be owned by the populace. If one individual administration owns such a register. so it would non assist to run into the rights of the other parties. For case. earlier. the NSI merely managed the register of. com’s. and easy other administrations such as Verisign. ICANN. etc. have been involved. This would guarantee greater stableness and sustainability. Presently. the register database has been owned by the administration that has been simply allocated duty. This does non talk lawfully of being the proprietor of the sphere names. Presently. the monopoly of the generic TLD lies with one administration and the state codification TLD rests with certain administrations that the authorities of the state has allocated to. The ICANN has freely encouraged the transportation and the reassignment of sphere name rights from one party to another. The rights are transferred in such a manner that they would stop up with proprietors who are in a better place to do effectual usage of the resources. However. transferability of sphere name registers is subjected to certain restrictions. Several generic TLD registers and the ICANN have contractual understandings. Either of the parties should be able to reassign the rights to another party with a common consent. For illustration the NSI was taken over by Verisign and so were the registers. However. the individual taking over the register may non ever do full benefit of the register and may non full the duties mentioned. In a dynamic cyberspace environment. there is besides the possibility that the new register proprietor may non do full usage and understand the importance of the contents of the register. When one company would be purchasing over the other company. the register would besides play a really of import function in the coup detat costs. The free transferring of the sphere name registers would make an instable sphere name register. In the generic TLD. the registers are monopoly. and therefore if the information of the register is non transferred during ownership transportations. the full sphere would be affected. Any belongings right instrument should guarantee that the proprietor can exert his right and besides reassign his ownership to other parties freely. However. in the instance of registers. as there a batch of jobs with respects to stableness and continuance of the system. the information of the register is non a belongings of the register administration. but in the public sphere. Domain Name Disputes and Arbitration The sudden detonation over the usage of the cyberspace in today’s universe has placed sphere names in direct struggle with hallmarks. The usage of a sphere name would use throughout the universe. as the cyberspace is accessible throughout the universe. On the other manus. the hallmark Torahs of a peculiar state would change with that of another. and therefore. there is ever a opportunity that trademark Torahs and sphere name Torahs are in direct struggle with one another. Sphere names would use to the merchandise and services of a service supplier and hence ought to be given the same protection as hallmarks. On the other manus. registers that registry sphere names give the importance of registering on a first-come-first served footing. Resistances would state sphere names contains alphabets and numbers. and therefore. measure up to go a hallmark. However. no regulation is difficult and fast. Domain name proprietors feel that the sphere names are non protected under hallmark Torahs as the cyberspace is a planetary media holding no offline restriction. On the other manus. the hallmark proprietors feel that sphere names are hallmarks and hence are apt to register for dilution. unjust competition. etc. One of the chief grounds as to why there is intense differences with respects to domain names. is due cyber-squatting. in which person would register a peculiar sphere name. and subsequently seek to sell it to the hallmark proprietor. Domain name registers are accepting enrollment of sphere names on a first-come first-served footing. and therefore any individual can register a popular hallmark as a sphere name and subsequently program to sell to the hallmark proprietor. Often the monetary values quoted by the cyber-squatters are much more than what is paid of enrollment. Besides. cyber-squatters can misapply the hallmark of the proprietor. and in bend wrongfully attract clients or stain the name of the original hallmark proprietor. In the twelvemonth 1995. the NSI framed a policy to settle differences between sphere name holders and hallmark holders. The NSI is left out of the struggle and does non hold the right to suspend the services of the sphere name holder. Slowly. the importance of the hallmark proprietors began to be felt. Trademarks proprietors can extent their services on to the cyberspace. sing that it would be an ideal environment for concern intents. Customers on the other manus may besides see sphere names being similar to brand for hunt intents. One of the agencies of work outing sphere name differences is by following the Uniform Dispute Resolution Policy implemented by the ICANN in 1999. This is chiefly to work out the differences that arise between sphere name proprietors and hallmark proprietors. The WIPO Arbitration and Mediation Centre would carry on the UDRP processs. The procedure is much faster than the tribunals. and besides the determinations given is believable and impartial. The fees that are imposed are less than the everyday tribunals. ICANN and UDRP The ICANN UDRP has been implemented for several TLD’s including. cyberspace. . com. . org. etc. However. it is non applicable to the state degree TLD’s. such as. United Kingdom. . in. etc. The dispute declaration policy would happen between the sphere name holder and the registering authorization. such as country-coded sphere registering administration. The UDRP would put the footings and conditions that would originate in instance of struggle arise between the sphere name holder and any other party. except the registrar ( ICANN ) . Harmonizing to the ICANN. certain footings and conditions need to be followed when registering for a sphere name. The registrant should guarantee that all statements made are true. complete. and the sphere name would non go against the rights of others. The sphere name so registered would non be done for an illegal cause and would non be used to get the better of any jurisprudence. Any action done for the sphere name would be lead to the proprietor being held responsible. The ICANN can reassign. modify or call off a sphere name registered if the sphere name registrant requires so. if the tribunal holding a legal power requires that the sphere name be changed or cancelled or if a relevant administrative organic structure requires that the sphere name be changed or expelled. Depending on the state of affairss. the ICANN would do a petition to the sphere name holder to execute such alterations. The URDP process would be conducted before an administrative court. Normally such courts would come into action whenever a 3rd party has an issue with a peculiar sphere name and files an application for expostulation before the ICANN. The three elements of struggles arise include: Domain name similar or bewilderingly similar to a hallmark ( and the plaintiff has filed an expostulation before the URDP ) The registrant has no involvements lawfully over a peculiar sphere name Domain names which have been registered and utilised in bad religion Merely if these three elements are proved during test before the administrative court ( by the plaintiff ) would the plaintiff be able to turn out that the sphere name registrant has registered the sphere name in bad religion. During the class of test. the plaintiff should be able to turn out certain groundss: The sphere name registrant has chiefly registered the sphere name to sell. rent or reassign the sphere name to the true proprietor subsequently ( who is the current hallmark holder ) . The sphere name registrant has registrant has tried to register the sphere name with the exclusive intent of selling the sphere name subsequently to a rival of the plaintiff. The sphere name has been registered to forestall the hallmark holder from utilizing the sphere name for his usual concern. Domain name has been registered for blockading the usual trade of the plaintiff. The sphere name registered has registered the sphere name so as to make confusion in the populace or to hold an association with the original hallmark holder and addition commercially. There is every opportunity that the people would acquire confused in such a state of affairs and may acquire attracted to the sphere name. The sphere name holder nevertheless has certain rights over the legitimate claim and usage of a sphere name. Some of the legitimate involvements of the sphere name holder include: The sphere name is being utilised for the honest involvements of the sphere name holder The sphere name holder has created a separate individuality for himself and is known most frequently by the sphere name. even though a separate hallmark does non be. The sphere name has been created for legal and non-commercial involvements. run intoing up to the just usage clauses. The sphere name has non been created to confound people with an association to a peculiar hallmark or to tarnish/dilute the image of the original hallmark holder. The plaintiff has the pick of choosing an administrative court from the assortment offered for managing that peculiar instance. The ICANN would name a panel that would discourse the instance and offer its determination based on grounds. The plaintiff or the respondent can register a individual administrative hearing before the panel if multiple differences are present. The administrative panel has the right to discourse all the instances as one or divide each out. depending up on the policy of the ICANN. The fees for the administrative process under the URDP would be paid by the plaintiff. and in instance the plaintiff requires that the panel be increased from one member to three members. the fees would besides increase and would be collectible by the plaintiff and the respondent. The ICANN would non take part in any administrative process held in forepart of the administrative panel. and at the same clip can non be held apt for any determinations given by the panel. In instance the plaintiff is able to turn out his/her point. the sphere name of the respondent would be cancelled by the administrative panel and would be handed over to the plaintiff. Once the administrative panel makes a determination. the ICANN would be informed. and the attempts would be made by the administration to inform the populace through the web site. In certain instances necessitating sensible secretiveness. attempts would be made non to print such information. If the respondent wishes to seek justness. he can farther travel to the appropriate tribunal and register his instance before. it and the ICANN would non interfere in this affair. The ICANN would within 10 yearss natural or reassign the sphere name. but in instance of a case. it would wait for so 10 yearss for the notice and non enable the determination of the administrative court. The ICANN may besides non implement the determination of the administrative court in instance a just understanding has reached between the plaintiff and the respondent sing the usage of the sphere name. The ICANN and the URDP can non be considered as grounds in any instance sing a difference of a sphere name. There may be certain periods of clip when a sphere name can non be transferred from one party to another. This may include during an administrative question. ongoing tribunal case. etc. All policies framed by the ICANN would be made known to the populace at least 30 yearss in progress before the policies are implemented. If the policies of the ICANN are non suited for a peculiar sphere name. so the sphere name holder can call off his enrollment and reapply. when the regulations are changed. The member who belongs to the administrative panel should supply an impartial and independent determination during the procedure of treatment. In instance certain determinations have to be made in an impartial manner. so the supplier should be informed of the same. The URDP process is an instrument meant to guarantee involvements of the populace and the society along with certain figure of private involvements. The URDP processs are chiefly arranged to pull off instances in which sphere names have been registered in bad religion. embezzlement or for a unlawful purpose. so as to destruct the good name of the hallmark proprietor. These instances would hence extent to state of affairss in which the sphere name are similar or bewilderingly similar to the hallmark proprietor or have been registered in bad religion. The URDP would be making individual analysis and would be supplying an appropriate determination based on the grounds and the facts

Waiting Line and Queuing Theory Solutions Essays

Waiting Line and Queuing Theory Solutions Essays Waiting Line and Queuing Theory Solutions Paper Waiting Line and Queuing Theory Solutions Paper College class: number of students come in groups at the beginning of class period; very few arrive during the class or very early before class. F. Movie theater: probably not if only one movie is shown (if there are four or more auditoriums each playing a different movie simultaneously, it may be okay). Patrons all tend to arrive in batches S to 20 minutes before a show, c. Laundromat: basically a single-channel, multiplexer, two-phase system. Arrivals Waiting line Service customers with dirty clothes usually first-come, first-served in terms of selecting an available machine first phase consists of washing clothes n washing machines; second-phase is again queuing for the first available drying machine d.