Free Essays on Dell Computers

Executive Summary The computer industry has enjoyed a tremendous growth in the 80’s and 90’s. The introduction of the Internet to the public had a major impact on this growth. First, the Internet created a new environment to conduct business online. The Internet gave a way to new start-up companies to do business online, therefore increasing the demand for network of computers. Second, public dependency to the Internet increased while they found a convenient way of shopping online. Public dependency on computers to gain access to the Internet also increased the demand for computers. Except for the relatively few companies that have been somewhat successful in managing their businesses reasonably well, the first few years in the 2000’s have been a struggle for most companies in the industry due to unstable market, fierce competition and over saturation of the market. As PC sales slow worldwide, computer companies have embarked on a broad campaign to gain market share- by cutting prices, introducing new product lines, and forming alliances with companies that can help them broaden their capabilities. Among those who seem to be surviving and planning to take advantage of the economical situation, include Dell Computer Corporation, IBM, Gateway and the Apple Computer Company. The paper will study Dell Computer Corporation and its business model, including many aspects of direct marketing introduced by Dell Computers will be analyzed. Market segmentation, competition, and business opportunities will also be analyzed along with recommendations for business expansion. E-Commerce Electronic commerce is defined as the delivery of goods, services, information, or payments over computer networks or by any other electronic means (e-business, 2002) The e-commerce isn’t just for tech-savvy shoppers anymore, having broadened its appeal to a majority of the population, the average online customer now expects more and is a harder ... Free Essays on Dell Computers Free Essays on Dell Computers Executive Summary The computer industry has enjoyed a tremendous growth in the 80’s and 90’s. The introduction of the Internet to the public had a major impact on this growth. First, the Internet created a new environment to conduct business online. The Internet gave a way to new start-up companies to do business online, therefore increasing the demand for network of computers. Second, public dependency to the Internet increased while they found a convenient way of shopping online. Public dependency on computers to gain access to the Internet also increased the demand for computers. Except for the relatively few companies that have been somewhat successful in managing their businesses reasonably well, the first few years in the 2000’s have been a struggle for most companies in the industry due to unstable market, fierce competition and over saturation of the market. As PC sales slow worldwide, computer companies have embarked on a broad campaign to gain market share- by cutting prices, introducing new product lines, and forming alliances with companies that can help them broaden their capabilities. Among those who seem to be surviving and planning to take advantage of the economical situation, include Dell Computer Corporation, IBM, Gateway and the Apple Computer Company. The paper will study Dell Computer Corporation and its business model, including many aspects of direct marketing introduced by Dell Computers will be analyzed. Market segmentation, competition, and business opportunities will also be analyzed along with recommendations for business expansion. E-Commerce Electronic commerce is defined as the delivery of goods, services, information, or payments over computer networks or by any other electronic means (e-business, 2002) The e-commerce isn’t just for tech-savvy shoppers anymore, having broadened its appeal to a majority of the population, the average online customer now expects more and is a harder ...

Mmmm, You Dirty Rat!

Mmmm, You Dirty Rat! Mmmm, You Dirty Rat! Mmmm, You Dirty Rat! By Maeve Maddox Its the rare media mention of Wall Street con man Bernie Madoff that doesn’t contain the word rat in some context. Bernard Madoff is an evil crook but apparently not a rat. The Big Rats off to the Big House for Life, What About the Little Rats? Madoff may rat out co-conspirators They [Mr. and Mrs. Madoff] seemed to stay apart from the herd,† the club member said. â€Å"They chose not to get into that social rat race.† U.S. District Judge Denny Chin who presumably will sentence Madoff said that he’d sharply limit the number of Madoff victims who get to shake their fist in the swindler’s face and tell him what a rat he is†¦ It is almost inconceivable that Madoff could have spent 20 years squirreling away clients money in a Chase Manhattan bank account, conducting virtually no legitimate transactions, without anybody at Madoff Investment Securities smelling a rat – The etymological origin of the word rat is lost in the mists of the long history shared by this repugnant animal and human beings. (I know, white rats make nice pets. Im talking about nasty rats au naturel.) The OED offers several possible origins, but concludes: It is uncertain whether the Latin and Romance words are cognate with the Germanic words, or whether they were borrowed from Germanic, or vice versa; in any case the ultimate origin is uncertain; perhaps imitative of the sound of gnawing. The OED also offers seven entries for rat as a noun and three for rat as a verb. The literal meaning of rat is, of course, a rodent resembling a large mouse, often with a naked or sparsely haired tail. Then there are the figurative uses that derive from the fact that rats are associated with filth and that they are said to be quick to leave a sinking ship or a falling house. The sense of rat as one who abandons his associates was in use in 1629. rat as a noun rat a despicable person, especially one who betrays or informs upon associates. rat scab laborer NOTE: a scab is either an employee who works while his colleagues are on strike, or an outsider hired to replace a striking worker. rat a pad of material, typically hair, worn as part of a womans coiffure to puff out her own hair. rat as a verb rat intransitive verb to desert a party, cause, or princple; to go over as a deserter; to abandon, desert, or betray any person or thing. rat transitive verb to backcomb or tease hair rat intransitive to act as an informer; to betray to the police or other authorities rat on to inform on a person rat out to inform on a person; to betray a person to the police or other authorities Other rat words and expressions rat-fink teenage slang from the 60s. A pleonasm since either rat or fink alone can mean an informant or, as verbs to inform. rat-race A fiercely competitive race or contest; spec. urban working life regarded as an unremitting struggle for wealth ., status, etc. ratsbane arsenic rathole messy, nasty place rat-pack juvenile gang; celebrities surrounding Frank Sinatra to smell a rat to suspect that something is wrong Rat has even become a suffix to create words that mean person who frequents such and such a place: dock-rat, bar-rat, rug-rat, etc. My brother, like many Cagney impersonators, thought he was quoting Cagney when he said, with appropriate grimaces and inflections, Mmmmm, you dirty rat! According to the Wikipedia Cagney bio, what Cagney really said in the movie Taxi! was Come out and take it, you dirty, yellow-bellied rat, or Ill give it to you through the door! Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Expressions category, check our popular posts, or choose a related post below:Homograph ExamplesThe Letter "Z" Will Be Removed from the English AlphabetThe "Pied" in The Pied Piper

Analysis of Organs for Sale Essay Example | Topics and Well Written Essays - 750 words

Analysis of Organs for Sale - Essay Example ntries continue to writhe in harsh living conditions, sometimes even lacking food and shelter, rich people suffering from end-stage renal have more than enough money but lack proper mechanisms to acquire kidneys to save their lives. This is to say that rich people in urgent need of kidneys and have the resources to acquire them, but lack legal means to acquire kidneys speedily since they have to wait their turn in the long donor list (Mackay 2). On the other hand, poor people living in third world countries are largely willing to sell their organs such as kidneys for meager amounts if only to save them from starvation and bankruptcy. MacKay’s primary purpose is to articulate how a legal and regulated organ selling environment will allow both donors and recipients to benefit from organ sale, which is presently conducted illegally and without guarantees to both recipient and donor (Mackay 7). MacKay argues that a legal and regulated organ selling milieu will allow donors, whether in first or third world countries to gain financially from their courageous acts of parting with an organ of their bodies. At present, the organ selling business is tilted in favor of the recipients, doctors who perform the operations and agents who arrange for the operation, placing the donors at a disadvantageous position since they receive amounts as low as $1,000 for selling a vital part of their bodies. With regard to the quality of MacKay’s argument, it is evident that she is quite passionate regarding the topic of organ sale. MacKay effectively articulates her stance, using emotion to exemplify her key points and stances. The argument aims at instigating emotional responses such as compassion, empathy and sympathy towards both organ donors and recipients who suffer immensely in the current organ sale environment. The argument draws on the morality of allowing both kidney donors and recipients to benefit from a legal and fully regulated atmosphere in which they can purchase and

Two Party System Essay Example | Topics and Well Written Essays - 500 words

Two Party System - Essay Example The two-party system in American politics has created both opportunities and constraints. The two party system creates a number of opportunities. First, the two party system in America is among the most stable political systems in the world. Under the two-party system, the United States has been peaceful and politically stable as opposed to countries with the multi-party system. Secondly, the system is simple and easy for the voters to select their leaders. Voters in the United States only require following the manifestos and strategies of the two parties and choose their leaders under the two parties. The two- party system creates simplicity in understanding, following and voting leaders for the two parties (Janda et al. 23). However, the two party system being exercised in the U.S. creates more constraints than opportunities. For instance, the two party system limits the choice and options of the American voters in the process of selecting their leaders. Unlike in the multiparty system, voters in the two party system are restricted to choose or vote their leaders from only two parties. For this reason, other potential leaders who may be more efficient and appropriate than the selected ones lack opportunity to be selected in the general elections. Secondly, the system is slowly killing democracy in the U.S. People in America are guided by the opinions and decisions made by leaders from either Republic or Democratic parties. The limitation of opinions, options, and decisions leads to marginalization of some people. The system has led to poor governance and lack of accountability among the elected leaders. Although leaders are found to be unaccountable of public finances, their political parties support th em, thus increasing the level of corruption and unaccountability in the U.S (Janda et al. 23). The founding of the American politics had various perceptions of political parties. For

Implications and Benefits Essay Example for Free

Implications and Benefits Essay One of the biggest challenges facing small and medium-sized organizations today is the coordination of work among the workers and managers. Many companies have been successful in gathering or statistically evaluating data, but find it hard to convert the findings into positive results. Studies have shown that with globalization, many companies have had problems in motivating or working with ethnic and other culturally different employees. Many organizations have valued diversity to enhance organizational effectiveness and growth, while others still languish from hostile and unhealthy practices. As a general rule, organizations must address the importance of employee participation programs and group based pay incentives. These measures have met with success, and so too have profit and gain sharing programs. High-performance and High-involvement are two business terms related to employees and production. In order to attain perfection, employee performance is mandatory, and the company’s management needed to develop a strong belief and determination among the leadership and worker-class, to accelerate progressive changes and create a difference. Only those with exceptional influence can change the way an organization runs. Management must consider the criticality of a visible and active role taken by them to integrate policies of diversity and inclusion into every aspect of an organization’s operation and culture. Culture affects every employee of the organization, whether it is a man or woman. It’s imperative that any policy decision reach all concerned in the organization; every individual of the organization must feel a part of the scheme of things, for the welfare of the organization. A healthy work environment goes a long way in instigating quality work. At the workplace, it is imperative for the management to introduce an increased and effective mode of cooperation between the workers and managers. One way of looking at it is by creating better leadership styles and flexible work/career patterns. There are many number of business tactics, that can be employed to bring about operational changes to manage talent most effectively. Some tactics, most noticeable among them are: †¢ Identifying role models and establishing mentoring programs †¢ Eliminating all bias-based company policies and procedures †¢ Providing equal opportunities, training and development for all †¢ Conducting workshops for employees to impress upon them the importance of diversity and inclusiveness to increase performance and production Though the above initiatives may sound simple, there is more to it, than meets the eye. The exercise needs the wholehearted support and sustained effort by all employees to make it a success (David Pappie, p. 103, 2006). 1. 1 Thesis Question There have been many studies undertaken to understand the importance of cultural diversity and its acceptance in the process of organizational growth and productivity. In most cases, studies carried out have been successful in identifying the areas which have led to organizational breakdowns and slow progress. Many of these theories have been put to test with varying results. What is it that determines cultural unity, and how can this attribute to an organization’s progress? This paper tries within the limits of its structure to elicit the importance of cultural unity, by taking into consideration, the most important factor; the workforce, to gauge and underline how organizations counter cultural and other variants to become successful. 2. 0 Executive Summary Performance is the cornerstone to success and productivity. Performance comes about through the wholehearted and sincere effort of employees of an organization. This is possible only if the employees are kept happy and cared for. Strategies that favor employee retention, elicit competitive bonus schemes, and creates healthy work environment are pre-requisites for employee performance, culminating in higher production. A company’s best asset is its people, so there is a good reason why the company needs to do what is right for them. A point of contention to performance and productivity is the way one works; the ability to work remotely, where enterprise convergence gains momentum. This can come about only if the people concerned in the program are well trained to perform under least supervision and motivated. For business bosses and their employees, a converged environment makes work location and distance irrelevant. The impetus to work for the benefit of the organization must come from within the individuals concerned. Just as a students finds his/her studies important and strive for excellence, employees must find the inclination to work from within their heart. This can come about with the sustained effort of the management to bring changes that enliven the workplace (Tanuja Randery, p. 107, 2006). Globalization has opened up new vistas for entrepreneurs and other organizations to forge partnerships in third countries and enjoy governmental subsidies and tax benefits, apart from cheap labor and raw materials. When people with cultural difference enter employment in many western countries, the U. S included, they find the work ethics and style different from their own. This could have serious repercussion on co-workers and the organization as a whole. Production could get affected, quality gradually begins to deteriorate, and the organization machinery could go haywire. People from ethnic background find it hard to communicate or follow their organizational strategies or goals and are forced to defend for themselves. Just as in a foreign collaboration or merger where the foreign participant has to adjust to their surroundings and local policies and rules, workers who travel abroad and take up employment in organizations there, have to make the adjustments to fit into their roles to be of asset to that organization. Since the organization stands to gain through good HR policies, it is imperative that the organization welcomes these workers with a helping hand and guard against discrimination or inequality. 3. 0 Literature Review In order to understand the importance of cultural unity among a workforce, one could perhaps study how organizations counter cultural and other variants to become successful. During a merger, or an association, many organizations worked diligently to assimilate the various synergistic features; right from assets and equipment to technology and strategies, discounting the complexity of variant cultures. They barge into an alliance and without a thought; obliterate the long-standing traditions, practices and policies of the merged company, to meld it into a faceless subsidiary. Even in case of an equal alliance, the combined entity loses the erstwhile individualistic charm and appeal as they overlook the people factor. Corroborating this theory is a recent ‘Making Mergers Work’ study by the Society for Human Resource Management, wherein HR professionals listed incompatible cultures as the biggest obstacle to success in mergers and acquisitions. They emphasized that these companies failed to recognize the importance of cultural issues. This caused the merger to lose ground due to the negligence of culture conflict. So, what makes a partnership tick successfully? It’s the people and its culture. The recipe for getting a successful merger off the ground is shifting the spotlight from deal-making to merging-of-cultures. In fact, culture has been attributed to being one of the most important factors in building relationships. How do cultural variations integrate? Every organization has its own unique way of doing things, be it management, employment, or compensation to investment. When two firms seek to merge, customary differences are more than likely to crop up. Structured-entrepreneurial, proactive-reactive, centralised-decentralised, formal-informal or extravagant-economical, each firm has its own firm belief in what is right and what’s wrong. This is where cultural differences emerge. Management has always devised a set of ethics on which the company and its employees perform; this is organizational culture (The Hindu, 2007). Culture change management is a tough volley and can be successful only when employees ascribe to it. However, predisposed workers lose motivation and experience job insecurity. So, leaders should use persuasion, not coercion, to mobilize the apprehensive culturally different workforce. Culture within an organization is equally important in the context of organizational success. Culture is built over years of practice and cannot be changed overnight. The culture that one wraps around people can not alter them as individuals, but will definitely influence their behavior. HRM needs to address the concerns of these workers. HRM policies should support employee grievance and at the same time be pro-employer. Using various HR techniques, HRM should be able to bring these workers to understand the importance of any new development that the organization initiates, and that with the growth of the organization, they grow too. Cultural changes are imperative in this world of globalization. Global competition means performing to global standards. This can be achieved only if the workers; the backbone of an industry, makes a strong effort to absorb these changes. This can be done by proper management of human resource management. HR must play the pivotal role of educator where cultural differences occur among the workforce (Neville Lake, 2002). 3. 1 Advantages and Disadvantages of Cultural Diversity While there are many advantages in embracing the ethical minority in an organization, there are some disadvantages as well. Many organizations embrace a continued commitment to behave ethically and contribute to economic development while improving the quality of life of the workforce and their families, as well as the local community and society at large, says Holme and Watts (2000, p. 4) . Many organizations have targeted their HR policies to involve all employees equally, irrespective of their culture or gender. This helps those inclined to be different to be a part of the organizational strategy and brought into the mainstream to perform as one. With proper training and development, these individuals can become equally effective in their duties and contribute to the growth of their organization. These culturally different workers may need more time to understand their work and find it hard to communicate with their colleagues or superiors to work in unison. This can upset the tempo of production. However, with some support and motivation, these people should be able to learn their responsibilities in no time. What is important is the support and encouragement to perform. It has been found that while white Americans have little or no issues at a relatively middle-age, ethnic people have a large family to support and look after. This means that while the demands of the white Americans are far less, ethnic people find that they have more responsibilities and demands to be met. This is carried to their workplace, where they find that they have to balance their time at work and also at home, creating pressure to perform. Many organizations have responded to these issues or trends with sympathy and found their performance giving competitive advantages over other organizations. Leading academicians, researchers, and businessmen, according to Cox and Blake (1991), found that a well managed, diverse workforce held potential competitive advantages for their organizations .

Terrorists :: essays research papers

WASHINGTON (CNN) -- The federal government has asked the National Academy of Sciences not to publish a research paper that feds describe as a "road map for terrorists" on how to contaminate the nation's milk supply. The research paper on biological terrorism, by Stanford University professor Lawrence M. Wein and graduate student Yifan Liu, provides details on how terrorists might attack the milk supply and offers suggestions on how to safeguard it. The paper appeared briefly May 30 on a password-protected area of the National Academy of Science's Web site. Journalists use that area of the Web site to get advance copies of articles slated for publication in the Proceedings of the National Academy of Sciences. People who downloaded the Wein-Liu paper called the Food and Drug Administration for comment, and the FDA notified the Department of Health and Human Services, which asked the academy to stop the article's publication. The paper "is a road map for terrorists and publication is not in the interests of the United States," HHS Assistant Secretary Stewart Simonson wrote in a letter to the science academy chief Dr. Bruce Alberts. The paper gives "very detailed information on vulnerability nodes" in the milk supply chain and "includes ... very precise information on the dosage of botulinum toxin needed to contaminate the milk supply to kill or injure large numbers of people," Simonson wrote. "It seems clear on its face that publication of this manuscript could have very serious public health and national security consequences." Simonson wrote that acting FDA Commissioner Dr. Lester Crawford was joining him in the request to halt publication. Officials of HHS and the academy said they are to meet Tuesday to discuss the article. "The academy has been dealing with the issue of scientific openness versus national security since 9/11," said academy spokesman Bill Kearney. "The academy [members] are strong advocates of scientific openness while ensuring that nothing is done to aid terrorists." Kearney said the NAS routinely vets papers for security concerns before publishing them and had vetted the Wein-Liu paper. After HHS raised concerns, the NAS decided to "take a step back and make sure that we weren't putting out anything that we're uncomfortable with," he said. NAS is a private, nonprofit society of scientists and engineers chartered by Congress to advise the government on science and technology. HHS spokesman Marc Wolfson said Wein showed a draft of his paper last fall to HHS staffers, who expressed concern about the level of detail in the paper.

Projects and Project Management Essay

Organizational leaders are facing complex challenges through a rapid rate of change in both the technology and government which has then created pressure in new and existing organizations. As a result, the traditional structure for managing is giving way to a new form of management (Kerzner, 2003). This form is project management. How can this be? Projects have been around since the building of the pyramids (Dobson, 2003). In 2650 B.C., the step pyramid was built by Imhotep for the pharaoh Zoser in Egypt. The building of Stonehenge occurred about 150 years later. In another 2,500 years, the Mayans began building pyramids throughout Central America. These were the very first projects in history. The builders of these structures used simple tools and did not have paper or software programs (Lewis, 1995). The beginning of project management as a discipline began in the 1950Â’s and 1960Â’s in the United States but was not generally accepted until today. The purpose of this initial lecture is to help you in: 1.Recognizing projects. 2.Developing an understanding of project management. 3.Recognizing the project management process. This lecture will support these objectives by providing you with definitions, examples and descriptions of projects and project management. Additionally, the lecture will conclude with a brief description of the project management process. ProjectsIn business today, there are many types of projects with endless possibilities. A project can be:Developing a new product or service. Implementing a new business process. Developing a marketing plan. Completing an assignment. According to Lewis (1995:2) a project is: “a one-time job that has definite starting and ending points, clearly defined objectives, scope and (usually) a budget.” The key words in this definition are underlined to aid you in differentiating between a project and a repetitive process or operation such as order processing or production. Operations and projects share characteristics. They are both:Performed by people. Constrained by limited resources. Planned, executed and controlled (PMI, 2000:4-5). However, a project can be differentiating from an operation by its distinctive characteristics. As the Project Management Institute (2000: 4-5) explains: “a project is a temporary endeavor to create a unique product or service.” In this definition, temporary refers to the definite beginning and end while unique refer to the difference of the project from others. For seemingly repetitive actives like building houses from the same blueprint that are always unique features and problems. For example, the climate may vary or there could be special restrictions for zoning. Another view of a project is provided by (Kerzner, 2000:2) as a series of tasks that:Have a specified objective to be completed within certain specifications. Have a defined start and finish. Consume human and nonhuman resources (such as money, time, expertise, equipment). Are multifunctional (they cut across functional lines such as marketing, design, development, production and so forth). Project ReviewA project is a one-time job. This is:Temporary. Unique. With a clear start & finish. Consuming resources (human and nonhuman)Budgeted, if appropriate. Multifunctional (cuts across different functions). A quality expert, Dr. J.M. Juran, defines a project as a problem scheduled for solution. From this perspective, a project is conducted to solve a problem for an organization. The problem(s) are solved by project work teams and the project manager (Lewis, 1995). Project ManagementThe best way to learn about project management is to understand what it is not. Project Management is not software and it is not just scheduling (Lewis, 1995). Project management has two aspects (Heerkins, 2002: 6):The art Ââ€" leading people on a project. The science Ââ€" defining and coordinating the work to be done. According to Lewis (1995:4-5), project management is the: “planning, scheduling, controlling of project activates to achieve performance, cost, and time objectives for a given scope of work using resources efficiently and effectively.” As a project manager you will always manage competing demands for people, money and time to meet specified project goals and requirements. Sound tough? It can be. It can also be challenging and help you to develop your management skills. There are both ProÂ’s and ConÂ’s of being a project manager (Heerkins, 2002: 3). ProÂ’sIt can be a steeping stone to promotion. It provides a strong sense of accomplishment. ThereÂ’s variety: no two days are alike. ThereÂ’s significant freedom of choice. It affords the opportunity to effect change across the organization. ConÂ’sIt requires significant tolerance for politics. It requires significant tolerance for ambiguity and uncertainty. ThereÂ’s a lot of responsibility, but little or no affordability. You may feel “disconnected” from your technical discipline and prior work experiences. You may be perceived as not having a “real job.”The advantages and disadvantages of project management as outlined by Kerzner ( 2003:3) are:Potential BenefitsIdentification of functional responsibilities to ensure all activities is accounted for in the project. Measurement of accomplishment against tasks. Improved capability for future planning. Identification of:oTime limits. oMethodologyPotential BarriersProject complexity. Special requirements and changes per customer. Organizational restructuring. Project risks. Changes in technology. Project management calls for the creation of a small organizational structure Ââ€" the project team. This team is often multifunctional and is representative of the larger organization (Heerkins, 2000). For example, the project team may consist of a data analyst from research, a customer service representative, a person from finance and so forth. Also, as the learning team is your partners in learning, the project team will be your partners throughout the project management process. This process involves:Defining the goal of a project. Determining the results you expect from your project. Working within a budget. Setting-up a schedule. Selecting your teams and establishing roles. Making sure tools and technology are in place. Monitoring on-going process. Maintaining team morale. Dealing with problems that may arise. Keeping stakeholders (such as customers, clients, and executives) informed of your progress. Brining the project to a conclusion. Accessing what went right and what went wrong (Mintzer, 2002:5-8). It is important to note that these activities within this process are iterative in nature because there will be progressive elaboration on each activity throughout the life cycle of the project. As the Project Management  Institute describes, “project management is the application of knowledge, skills and techniques to project activities to meet project requirements (2000:6).” In summary, project management is an emerging profession that is both art and science which follows processes to bring about the successful completion of a project. Project Management ReviewProject Management depends on a project team that is:Cross-functional and diverse in experience and expertise. Representative of the larger organization. Motivated to bring the project to a conclusion. Project Management is:An art and a science. The planning, scheduling and controlling project activities. The measurement of accomplishment against goals and requirements. An emerging profession with the goal to bring projects to completion on time and within the budget. SummaryThis lecture has covered both projects and project management. It will give you a basis for understanding the complexities, challenges and opportunities of the project management process. This lecture was developed to help you in: 1) recognizing projects, 2) developing an understanding of project management 3) and recognizing the project management process. References Dobson, M.S. (2003). Streetwise Project Management, How to Manage People. Processes and Time to Achieve the Results You Need. Avon, MA.: Adams Media Corporation. Heerkens, G.R. (2002). Project Management, a Briefcase Book. New York: McGraw-Hill. Kerzner, H. (2003). Project Management, A Systems Approach to Planning, Scheduling, and Controlling. 8th Ed. New York: Wiley. Lewis, J.P. (1995). Project Planning, Scheduling, and Control, A Hands-On Guide to Bringing Projects in on Time and on Budget, Chicago: Irwin Professional Publishing. Project Management Institute (2000). A Guide to the Project Management Body of Knowledge, PPMBOK Guide. An American National Standard, ANSI/PMI 99-001-2000. Newton Square, PA.: PMI. Mintzer, R. (2002).The Everything Project Management Book, Tackle any Project with Confidence and Get it Done on Time. Avon, MA.: Adams Media Corporation.

Roman Government Compared to United States Government

Brooke BulfBulf 1 Mr. Vansant L. A 19 march 2013 The government from ancient Rome had a big impact on our modern government. Our senate is modeled after the Ancient Roman government. Although there are some similarities there are many differences between the Roman government and the U. S government. At first early Rome was ruled by kings and in 510 B. C Romans agreed that a king would never rule them again. The last king was the most unpopular because he ruled in the worst way. His name was Tarquinus. He ruled without telling the council his ideas. He also put to death anyone he pleased.The Romans drove Tarquinus out of Rome. One similarity from ancient Rome and our government is the Senate. For example a senator is a person from the government in Rome that is also in the modern government. Our Senators for the state of California are Barbara Boxer and Dianne Feinstein. A senator in the United States acts as a representative in Congress. There are two senators elected in each state t herefore there are 100 senator within the U. S. A senator in ancient Rome was a little different. Their senate was chosen from patricians’. Patricians were considered the upper class of Rome.Senators were usually relatives of past senators. They were also the people who made up the laws and controlled much of the spending. Although ancient Rome had senator the emperor was the ultimate ruler. Romans did not elect people to the senate. They were chosen from the Bulf 2 council and there were hundreds of senators. One of the differences in the government of the United States and ancient Rome is the United States has a two party system, Democrats and Republicans, but Romans had an emperor. Within our two party systems a president is elected into office and the Romans chose an emperor based on their social status.Our president serves a four-year term and no more than two terms. Emperors had no term limits and served for life. One of the similarities of the United States and ancient Rome includes their government started out as a republic. By definition a republic means, â€Å"A state in which  the supreme power rests in the body of citizens entitled to vote and is exercised by representatives chosen directly or indirectly by them. † The romans divided their citizens into citizens, noncitizens, and slaves. The citizens were then divided again into patricians and plebeians. These people had more right than the other noncitizens.There were also equestrians were rich men who served in the army. It was very possible to change ranks in Roman society. Equestrians could become senators and many roman citizens had slave ancestors. Some slave or freemen (ex-slaves) ran the civil service. Women in Rome were expected to be good wives and mothers. They were in charge of the life in the house. Girls were educated to primary level if at all. Wealthy woman enjoyed their independence. Large numbers of women were slaves. If you were wealthy it consist of play and scho ol. Some Roman fathers would educate their own children. A school day typically ran from dawn to noon.Some parents who were very poor couldn’t feed their children and they left them out to die. Family was vey important to the Romans. The paterfamiliases were wealthy Bulf 3 families. The husband had the power from life to death of his children. The men were the masters of the house and the family. During the day, they worked outside of the home. If you were a rich man you would begin your day by putting on a toga and eating breakfast with bread, cheese, honey, and water. A rich man would start his work by writing letters to other Romans, seeing clients, and going to the forum to meet other businessmen.Poor men were craftsmen, shopkeepers, or farmers. Also if you were a poor man you would start work at delight. Poor men only had bread for breakfast. Rome territory included an area that is now more than 30 countries. The size of The Roman Empire led to its fall. Since the area w as so huge, barbarian tribes started to invade the borders and slowly the Roman Empire fell. In fact Rome’s area was so large it was split into western and eastern empires with separate government and emperor for each territory. Rome covered most of Europe, most of North Africa, and some of Asia. That massive rea created problems for the Roman Empire which led to the western and eastern split. This made it easier to protect their land. Western Rome controlled Europe and North Africa including the city of Rome. Eastern Rome controlled Turkey and parts of Asia and included the city of Byzantium. In conclusion ancient Rome was a very interesting place with a government and normal life. Our government has both similarities and differences of the ancient Roman government. It was interesting to learn how large Rome was and the vast area that was hard to control. Based on what I learned I would prefer to be in the wealthy social status of ancient Rome.

securities and exchanges commission essays

securities and exchanges commission essays To: Securities and Exchange Commission From: Bryan Economic Analysis, Inc. Re: Report on Stock Prices of Internet Companies In Response to the SEC memorandum regarding the adoption of the policy of capping the stock prices of internet-related companies at 90% of their current value, Bryan Economic Analysis, Inc. has come to the following conclusions. Bryan Economic Analysis, Inc. agrees that if something is not done regarding the price of stock of internet-related companies, a drastic drop in the price of these stocks will eventually occur. This drop in the price of these stocks will have an incredibly adverse effect on the state of the US economy and the world stock market in general. The problem of this venture would be that capping of stock prices will result in temporary inefficiencies and a shortage in the market for stocks. However, the capping of stock prices is highly necessary to the future of the US economy. If the prices of these stocks continue to rise without check, the inevitable drop would cause the US to enter into an era of deep recession. The fate of the US economy depends on the capping of the stock prices of internet-related companies. If something were not done, the US economy and the worlds financial markets would experience devastating consequences. This report intends to show why it is necessary to put a cap on the price of stock of internet-related companies for the continuation of a prosperous economy, even though short-term inefficiencies will occur. If the SEC were to put a cap on the price of stock of internet-related companies, several things would occur. First of all, the price would be lowered by 10%, causing an increase in the quantity of stock demanded, because buyers are more willing to buy at the lower price. The demand cur ...

Bacteriophage Life Cycle Animation

Bacteriophage Life Cycle Animation Bacteriophages are viruses that infect​ bacteria. A bacteriophage can have a protein tail attached to the capsid (protein coat that envelopes the genetic material), which is used to infect the host bacteria. All About Viruses Scientists have long sought to uncover the structure and function of viruses. Viruses are unique they have been classified as both living and nonliving at various points in the history of biology. A virus particle, also known as a virion, is essentially a nucleic acid (DNA or RNA) enclosed in a protein shell or coat. Viruses are extremely small, approximately 15 - 25 nanometers in diameter. Virus Replication Viruses are intracellular obligate parasites, which means that they cannot reproduce or express their genes without the help of a living cell. Once a virus has infected a cell, it will use the cells ribosomes, enzymes, and much of the cellular machinery to reproduce. Viral replication produces many progeny that leave the host cell to infect other cells. Bacteriophage Life Cycle A bacteriophage reproduces by one of two types of life cycles. These cycles are the lysogenic life cycle and the lytic life cycle. In the lysogenic cycle, bacteriophages reproduce without killing the host. Genetic recombination occurs between the viral DNA and the bacterial genome as the viral DNA is inserted into the bacterial chromosome. In the lytic life cycle, the virus breaks open or lyses the host cell. This results in the death of the host. Bacteriophage Life Cycle Animation Below are animations of the lytic life cycle of a bacteriophage.Animation AThe bacteriophage attaches to the cell wall of a bacterium.Animation BThe bacteriophage injects its genome into the bacterium.Animation CThis animation shows the replication of the viral genome.Animation DBacteriophages are released by lysis.Animation ESummary of the entire lytic life cycle of a bacteriophage.

Turnover intentions Essay Example | Topics and Well Written Essays - 7250 words

Turnover intentions - Essay Example Retention and productivity levels of the existing workforce are an essential concern in human resource management. Employee turnover is one of the most studied aspects in organisational psychology (Mitra, Jenkins, & Gupta, 1992) and is of interest to other professionals, including personnel researchers, behavioural scientists, and management practitioners (Mobley, Griffeth, Hand, and Meglino, 1979). Employees may exit an organisation either voluntarily or involuntarily. For the purpose of this research, the criteria variable 'turnover intention' is defined as an individual's inclination to leave an organisation voluntarily (Dougherty, Bluedorn & Keon, 1985; Kiyak, Namazi & Kahana, 1997; Mobley, 1977; Stedham & Mitchell, 1996). Employees leave for a variety of reasons, some leave to escape negative work environments, some to enhance their career goals and some to pursue more attractive opportunities (Roseman, 1981). Involuntary turnover is usually employer initiated, where the organisation believes the employee does not match its requirement. Involuntary turnover can also include death; mandatory retirements and ill health which can be a part of the voluntary separation In literature, turnover intention has been identified as the immediate precursor for turnover behaviour (Mobley, Horner & Hollingsworth, 1978; Tett & Meyer, 1993). It has been recognised that the identification of variables associated with turnover intentions is considered an effective strategy in reducing actual turnover levels (Maertz & Campion, 1998). Consequences of Employee Turnover An employee's exit from an organisation is a direct cost, in the form of having to select, recruit, and train a new employee (Dalton, Todor, & Krackhardt 1982; Staw, 1980, Hall 1981). The exit also has indirect cost implications that include reduced morale, pressure on the remaining staff, costs of learning, and the loss of social capital (Des & Shaw, 2001). This assumption was popular in the research literature in the late 20th century (e.g. Herman 1997; White, 1995). One of the main consequences for organisations that have a high turnover is the financial cost. The total costs of employee turnover are hard to measure, in particular, the effects on the organisations' culture, employee morale, and social capital or loss of organisational memory (Des & Shaw 2001). The focus has been on the tangible costs associated with turnover in the areas of selection, recruitment, induction and training of new staff, learning costs and the cost of being short-staffed (Cascio, 1987; Cheng & Brown 1 998). The cost of losing a high performer who has a high degree of responsibility, or an employee who is employed in an area where there is a labour market shortage, can be substantial. Dalton & Rador (1986) have estimated the cost of turnover to an organisation has been on average one to one and a half times the employee's salary. Indeed, Clark-Rayner and Harcourt (2001) estimate the costs of external recruitment of personnel at a New Zealand bank to be NZ$4,500 for non-management cadre employees and NZ$12,500 for management cadre employees. In addition, turnover can have a negative impact on other employees by disrupting cohesiveness and increasing internal mobility, which can lead to triggering additional turnover (North, Rasmussen, Hughes, and Finlayson 2005). Turnover of employees may in itself triggers additional turnov