Book Report On The Boy Scout Troop - 892 Words

It was early in the year 2012 when I encountered my first craving for sleep, just before a backpacking excursion. I was one of only two patrol leaders in my Boy Scout Troop, and I wanted to be the best leader. I was hungry for it. My 12 year old brother, Luke, was the other patrol leader and he helped keep a healthy rivalry between our patrols. My patrol’s name was the Golden Grizzlies, and Luke’s patrol name was the Spartans. Previously, the Golden Grizzlies demolished the Spartans in every challenge that was put in front of us, prior our last camping trip. Luke and I were discussing the upcoming Boy Scout trip to Henry Coe in Stanislaus County during our journey home from a family camping trip. He became exasperated, due to his frustration of losing to the Golden Grizzlies. He ended his next sentence with, â€Å"You’ll see, David. This trip, things will be different. The Spartans will eradicate all of the Golden Grizzlies.† As we unpacked, he mumbled about how things were going to change; I started to become concerned and pondered about whether or not my innocent brother would sabotage my patrol. The night before the trip, we slept at the church that we meet at for our meetings. This is where things really started to degrade. It was one o’clock in the morning and I was beginning my slumber, when Luke and his friend came into the sanctuary where I was â€Å"camped-out†. They were both hysterical and had massive tears in their eyes. I sat up, in a rather startled state, and proceededShow MoreRelatedThe Goal By Eliyahu M. A Brief1273 Words   |  6 PagesI chose to read the book, â€Å"The Goal† by Eliyahu M. Goldratt. The book is about a plant manager, Alex Rogo, who is trying to save his plant from getting shut down by using the help of physicist, Jonah, and the Theory of Constraints. 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Sovereignty Is A Modern Political Theory Of International

Sovereignty is a modern political theory of international relations that is supported by a multitude of political theorists to rid the world of barbaric methods of competition. A sovereign is a supreme political power that works best with the existence of state lines and the geographic location of the people ruled under it to ease the organizational constraints of having a large number of people and territories. Contrarily, Charles Beitz heavily criticizes this idea of a sovereign because of its lack of attention to humans as individuals and the interests they should be free to pursue. In his eyes, state lines should not be the only limit to which individuals should receive or have access to natural resources. He believes a sovereign takes†¦show more content†¦When extended to the state level, this concept of forcefully acquiring goods and land leads to vicious wars at the expense of a meaningful life for the persons living in the conflicting states. Human rights and social justice are ignored, and in these states there is â€Å"no account of Time; no Arts; no Letters; no Society; †¦ And the life of man, solitary, poore, nasty, brutish, and short.† During wartime, a state is only concerned with the concept of winning or ensuring that the opposing side does not win. Life within the state is no longer worth living considering the people’s interests are not being represented. Competition for things without laws or control creates an environment of free will in which the stakes are continually raised higher until there is nothing left of the state to exist; therefore, an overarching power of law such as a sovereign must be put into effect to manifest the significance of defining what is right versus wrong. To control the need for uneconomical wars, a sovereign is created that will aid in the justification, preservation, and enforcement of laws. 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Research in Business Motivation Factor †Myassignmenthelpl.Com

Question: Discuss about theResearch in Business for Motivation Factor. Answer: Introduction Retention of employees is holding or trying to hold the employees in the organization. Retention of workers can be stated as the process wherein the employees are motivated and encouraged by their employers to stay in the organization for a longer period or until the project gets over with which the employees are related (Mowday et al, 2013). Retention of employees is both beneficial for the employees and the organization, the employee who is associated with the firm for a longer period is a depot of knowledge and the employee act as a valuable asset for the company. The organization start facing problems when there is high turnover retention in the company (ALDamoe, et al, 2012). The primary reason for the high turnover retention is that there are no positive factors in the company that motivate the employees to work with that particular organization (Hong et al., 2012). Increasing work pressure on the present employees and increasing turnover rate will cause the new employees to sh ift to some other organization. So it is very crucial for the organization to concentrate on these factors that help in retention of employees in the organization. Problem Statement There are several problems related to the retention of employees that all the organizations face in the current scenario. In the recent years, businesses have realized that their employees are the main assets, and they have also taken the initiative to encourage and motivate their employees to stay in the business for a longer duration or until the project, on which they are working get completed (Bryant Allen, 2013). When an employee leaves an organization, then it causes an imbalance in the company and also results in a loss. The primary aim of this study is to identify the factor that helps in the retention of employees in an organization. Factor such as job satisfaction, job security, compensation and reward to the employees and work-life balance help an organization in retaining their employees (Salome, et al., 2014). Objectives of the Research The main objectives of the study are listed below: To highlight different factors helping in employees retention in a company To evaluate the relationship between job security and employees retention To evaluate the relationship between job satisfaction and retention of employees To evaluate the connection between work-life balance and employees retention To highlight the connection between level of compensation with the employees retention To conduct a comparative analysis of the employee's retention depending upon their experiences at the workplace. Research Questions What are the different factors that help employees retention in an organization? What is the relationship between security in job and employees retention? What is the relationship between satisfaction in job and employees retention? What is the connection between work-life balance and employees retention? What is the relationship between rate of compensation and employees retention? Justification Retention of employees plays a crucial role in the growth of the organization, and there are several factors, that make the retention of employees possible (Sageer, et al, 2012). There are a lot of concern and needs that are associated with employee's retention in business. The HR profession spends a lot of time in choosing the individuals from a large crowd of talents. The HR profession conducts different tests and interviews, while choosing the employees (Schmitt, et al, 2012). When the company recruit a new employee, the management of the company invests every possible amount to makes sure that the new employee is ready for the job (Van Dyk Coetzee, 2012). Recruiting an employee is a tough task and involves lot of time and money, so when an employee leaves the job, it may affect the business adversely. There is also a huge possibility that the employee may join the rival organization and thus, may result in leakage of valuable information, adversely affecting the previous organiz ation, so it is important for the employer to make the worker sign an agreement (Nwokocha Iheriohanma, 2012). The Harsh employer will restrain its employees to join the firm of the competitor (Kumar Chakraborty, 2013). It is also important for the employees to abide by the code and conduct of the company and they also need to interact with the other members of the organization. A proper coordination between the team members will benefit the organization in achieving their objectives (Patel Conklin, 2012). It is also challenging for the employees, as they have to gain the faith of the company. The employees, who are associated with an organization for a longer period, are considered loyal to the company (Robinson et al., 2014). The employees of the organization also get different benefits, which includes job security, compensation and rewards, job satisfaction and work-life balance. So the above discussion highlights the importance of employee's retention in an organization. Expected Outcomes of the Study The expected outcomes of the research will highlight the factors that help in employees retention in the manufacturing industry, and the different factors are job satisfaction, work-life balance, flexibility, rewards and compensation and job security (Buciuniene Skudiene, 2015). These factors will not affect the relationship but will improve the career opportunity, leadership, distributive justice, and reorganization. Among all these factors job security is the most critical variable that helps employee's retention in the industry (Aguenza Som, 2012). Satisfaction in the job is considered as the second most crucial variable in identifying the factors that help retention of the employees in the firm. Then the third important factor is Autonomy ( Laschinger, et al., 2012). In the study the hypothesis of a positive relationship between security of job and employees retention is correct, so researcher accepts the null hypothesis. The second hypothesis which highlights a positive connec tion between rewarding employees and employees retention is also true, so researcher accepts the null hypothesis. Conceptual Framework There are several previous research conducted by several researcher, which highlights that there are many factors that can help in employees retention in an organization. Training and development, working environment, job satisfaction, reward system and justice in the organization are some important factors that help in retention of employees (Ashar et al., 2013). These are some important factors that reduce absenteeism and help retaining employees. Apart from these, there are some other factors, that are important, and they are job security, training, and work environment. Several studies have proved that work-place environment, rewards, and compensation, training and development are important motivational factors that help in retaining employees in the organization. In this study factors such as job security, work-life balance, compensation and job satisfaction are independent variables and the retention of employees is the dependent variable. These are the factors that motivate th e employees and with motivation the possibility of the workers to leave the job declines. And the independent variable job satisfaction is related to the independent variable retention of employees. Thus, it can be inferred that retention of employees will be dependent upon these factors (Heavey, et al., 2013). Security in the job will be helpful for the workers who are satisfied with their work, then the workers who are not happy with their job. The increasing dissatisfaction may result due to the growing insecurity among the workers. Different studies have highlighted that retention of the employees and job satisfactions are positively related (Sears et al., 2013). Hypothesis of the Research H1: security in job helps in the employees retention in an organization H0: security in job does not help in the employee's retention in an organization H2: the correlation between retention of employees in the industry and job satisfaction is positive H0: negative correlation between retention of employees in the industry and job satisfaction H3: Work-life balance and retention of employees have a positive relationship H0: No positive correlation between Work-life balance and retention of employees has a positive relationship. Methodology The methodologies that are used in conducting the study and solving the question are highlighted below: Literature Review This part of the study highlights the importance of employee's retention in an organization and the how it is beneficial for the organization. This part also highlights the theories and concepts related to this topic. Data Collection Method In this study to select the sample, the method of sampling is used. There are two methods of sampling, and they are probabilistic and non-probabilistic sampling method (Donley, 2012). To, reduce the biases, the random sampling method is used because its saves a lot of time. To conduct the study the researcher will select 50 employees of the manufacturing industry and three managers, which belong to the same industry for conducting the interview. The researcher will use a questionnaire for the purpose of research. While conducting the survey, closed-ended questions will be asked of the employees and the managers have to face open-ended question (Hughes, 2012). The employees and the managers have to rate in between 1 to 5, where 5 interpret the strong agreement, and 1 interprets strong disagreement, and during the survey, the employees provide their responses that motivate them to continue with the organization. And all the questions are prepared to keep in mind the motivational factor s of the employees. Focused Groups This research has particularly focused on the group of 50 employees of an organization. For the purpose of the study the researcher has performed quantitative data analysis, which will help them in collecting the perception of the employees and the interaction of human within the organization (Bryman, 2012). And the study has also included three managers of the organization, and the managers have to face qualitative questions. Data Analysis Method To conduct this particular study the researcher has used both the qualitative and quantitative analysis to collect the data. The data from the primary source has been collected using the qualitative method of data collection. In the study, the quantitative analysis of data will include bar diagrams and pie charts, which are prepared using, Excel sheets (Chandra Sharma, 2013). And for the research the researcher uses descriptive analysis. The different statistics that are calculated in the research are the mean, median and standard deviation. Together with the statistics the researchers will also perform correlation for all the factors that impact the retention of the employees. Organizing the Study The study has been organized in different in chapters, which are as follows: Chapter1: Chapter 1 includes the research proposal that is highlighted in the proposal. Chapter 2: in this particular chapter, factor that helps in retaining the employee in an organization is highlighted. Chapter 3: this particular chapter highlights the different methods the researcher used for the research purpose. The researcher made use of literature data collection, literature reviews, analysis of data and primary key indicators. Chapter 4: in this chapter information that will help in the discussing the outcomes that are research related are included. Chapter 5: in this different chapter information are included, which helps in highlighting the factors that help the organization in retaining their employees. Ethical Consideration It is paramount for the researcher to abide by all the ethical consideration for accomplishing the study successfully. The researcher also needs to make sure that he is utilizing all the collected data for the purpose of study only. The researcher cannot use these data for the commercial purpose. The researchers are also liable to protect the data under the data protection act. Different studies have also highlighted that increase in satisfaction reduces the employee's tendency to leave their present job, which in turn helps the organization in reducing the cost of recruiting new employees. The workers who are satisfied with their work will perform better than the unsatisfied employees. Satisfied workers are more efficient, creative and have a high chance to retain. Satisfaction in a job helps the organization to maintain a strong and stable workforce (Elnaga Imran, 2013). The flexibility in the workplace also plays a determining role in the retention of the employees. All the workers in an organization prefer working in a more flexible environment. If the workers are provided with flexible timings than it will enable them to spend more time with the family, thus helping the employees to manage work-life balance properly. If an organization has too much of restrictions than it would not be an encouraging environment for the employees to work in the organization (Brunetto et al, 2012). Grant Chart Primary actions First week Second week Third week Fourth and fifth week Sixth week Seventh week Selection of topic Reviewing the literature and study existing theory Methodology of the research Collecting primary data Analysis and interpretation of data Results Conclusion End task and submission Budget Proposed for the Research The total expenses for the research are 6000 dollars, for completing the study framework within the determined period, as it is highlighted in the Grant Chart. The resources for the literature review have been collected from various textbooks, journals and online resources. The researcher had to purchase the materials online or from other sources that are used for research purpose. And the total cost of purchasing the resources is approximately 2500 dollars. The data which are collected through the medium of the questionnaire also includes the cost of travelling, printing, and posting of the questionnaire to the workers. The medium of email is not used for this purpose because the email might go to the spam box. In the process, the researcher will question the respondent directly. And the area of the research is located far away from the location of the researcher, so all the expenses will sum up to approximately 2500 dollars. Accessing data from the government and analysis of the data should be completed with the given period and allotted budget. And the budget allocated for this purpose is 1000 dollars. Detailed Representation of the Proposed Budget Objective Estimated amount to be spent(in dollars) Reviewing the literature 2500 Data collection 2500 Data analysis 1000 Total Estimated Budget 6000 Conclusion The above assignment has enlightened us on the topic employee's retention in an organization. Retention of workers can be stated as the process wherein the employees are motivated and encouraged by their employers to stay in the organization for a longer period or until the project gets over with which the employees are related (Mowday et al, 2013). This assignment has also enlightened us on the different factors that help an organization in retaining their employees. Employee's retention plays a vital role in the development process of an organization, and they are the main assets of the company. Retention of employees helps both the organization and the employees. The employee who is involved with the organization for a longer period is the storehouse of knowledge. The assignment has also highlighted different factors such as security in the job, satisfaction in job, rewards and compensation and work-life balance which helps an organization in retaining their employees. Moreover, employee's retention in an organization reduces the cost of the company because a lot of time and money is used during the recruitment process. So, it is very crucial for the management of the organization to concentrate on these factors, to realize and achieve the goals of the organization. References 6, P. Bellamy, C. (2012). Principles of methodology. London: SAGE. Aguenza, B. B., Som, A. P. M. (2012). Motivational factors of employee retention and engagement in organizations. International journal of advances in management and economics, 1(6), 88-95. ALDamoe, F. M. A., Yazam, M., Ahmid, K. B. (2012). The mediating effect of HRM outcomes (employee retention) on the relationship between HRM practices and organizational performance. International Journal of Human Resource Studies, 2(1), 75. Ashar, M., Ghafoor, M., Munir, E., Hafeez, S. (2013). The impact of perceptions of training on employee commitment and turnover intention: Evidence from Pakistan. International journal of human resource studies,3(1), 74. Biddle, J. Emmett, R. (2013). A research annual. Bingley, U.K.: Emerald. Brunetto, Y., Teo, S. T., Shacklock, K., Farr Wharton, R. (2012). Emotional intelligence, job satisfaction, well being and engagement: explaining organisational commitment and turnover intentions in policing. Human Resource Management Journal, 22(4), 428-441. Bryant, P. C., Allen, D. G. (2013). Compensation, benefits and employee turnover HR strategies for retaining top talent. Compensation Benefits Review, 45(3), 171-175. Bryman, A. (2012). Social research methods. Oxford: Oxford University Press. Buciuniene, I., Skudiene, V. (2015). Factors Influencing Salespeople Motivation and Relationship with the Organization in b2b Sector. Engineering Economics, 64(4). Chandra, S. Sharma, M. (2013). Research methodology. Oxford: Alpha Science International Ltd. Donley, A. (2012). Research Methods. New York: Infobase Pub. Elnaga, A., Imran, A. (2013). The effect of training on employee performance. European Journal of Business and Management, 5(4), 137-147. Goodson, I., Loveless, A., Stephens, D. (2012). Explorations in narrative research. Rotterdam: SensePublishers. Grissom, J. A. (2012). Revisiting the impact of participative decision making on public employee retention the moderating influence of effective managers.The American Review of Public Administration, 42(4), 400-418. Gutierrez, A. P., Candela, L. L., Carver, L. (2012). The structural relationships between organizational commitment, global job satisfaction, developmental experiences, work values, organizational support, and person organization fit among nursing faculty. Journal of advanced nursing, 68(7), 1601-1614. Hayes, B., Douglas, C., Bonner, A. (2015). Work environment, job satisfaction, stress and burnout among haemodialysis nurses. Journal of Nursing Management, 23(5), 588-598. Heavey, A. L., Holwerda, J. A., Hausknecht, J. P. (2013). Causes and consequences of collective turnover: a meta-analytic review. Journal of Applied Psychology, 98(3), 412. Heponiemi, T., Kouvonen, A., Virtanen, M., Vnsk, J., Elovainio, M. (2014). The prospective effects of workplace violence on physicians job satisfaction and turnover intentions: the buffering effect of job control. BMC health services research, 14(1), 1. Hong, E. N. C., Hao, L. Z., Kumar, R., Ramendran, C., Kadiresan, V. (2012). An effectiveness of human resource management practices on employee retention in institute of higher learning: A regression analysis.International journal of business research and management, 3(2), 60-79. Hughes, J. (2012). Sage internet research methods. London: SAGE. Kumar, H., Chakraborty, S. K. (2013). Work life balance (WLB): A key to organizational efficacy. Prin. LN Welingkar Institute of Management Development Research, 15(1), 62-70. Laschinger, H. K. S., Wong, C. A., Grau, A. L. (2012). The influence of authentic leadership on newly graduated nurses experiences of workplace bullying, burnout and retention outcomes: A cross-sectional study.International journal of nursing studies, 49(10), 1266-1276. Mahal, P. K. (2012). HR practices as determinants of organizational commitment and employee retention. IUP Journal of Management Research,11(4), 37. Mowday, R. T., Porter, L. W., Steers, R. M. (2013). Employeeorganization linkages: The psychology of commitment, absenteeism, and turnover. Academic Press.

Warts and All Case Essay Example For Students

Warts and All Case Essay These together with other false impressions created by these agencies do not translate into a successful recruitment policy acceding to Samisens, a business psychologist. The case study also brings out an important statistic. A company spends up to three times the employees annual salary in recruiting, training, advertising and the time lost in employing a new employer as a result of a staff turnover. Samisen is no fan of such recruitment agencies and has shared his expertise with top companies like Royal and Sun Alliance and Boots. His main focus is exposing the whole and real truth about a company to an applicant. They also combine the applicants skills with motivation unlike the tendency to focus only on skills by companies. Samisens and his team have introduced the medium of videos, audio cassettes and written materials during the recruitment session. These tools give an insight into What goes on in the company and does not misinform. These techniques have proved beneficial to their clients in terms of saving money and boosting the morale Of its newly employed. We will write a custom essay on Warts and All Case specifically for you for only $16.38 $13.9/page Order now CASE ANALYSIS Recruitment is a process whereby a business seeks applicants either generally or for particular vacancies (Touring, Hall and ATA;or 2008). Edwin B. Fillip defined recruitment as the process of searching for prospective employees ND stimulating them to apply for jobs in the organization, Section 7 (1) of the Labor Act (2003) to Ghana states unequivocally that a person shall not operate a private employment agency unless that person is a corporate body, has applied to, and has been granted a license, by a Minister. The approach to recruitment described in this article is one that can be termed as a smokescreen, Nothing at the recruitment stage is at it seems. From the plush hotels, expensive food to the glossy images of the brochures all gives the applicant a false hope endless riches ND luxury with the new job they are being recruited for. There is a much bigger argument for putting out warts and all messages in recruitment advertisements and Other procedures. There is a process called a Realistic Job Preview (RPR). This is a tool designed to reduce early turnover. It communicates to the applicants the desirable and undesirable aspect Of the job before they accept a job offer (CAPS Human Resource Services 2007). Samisen employ the use Of such tool in their recruitment processes for companies like Boots, Pearson and Royal and Sun Alliance as cited in the case. It comes in various formats such as brochures, job shadow, cassette and video. Video however is the most effective medium since it offers a consistent message, easy to use and the impact to the applicant is very great. The video coverage gives a visible presentation into the companies, its ethics, various departments, how the actual job schedule looks like and it actually puts the applicant into the company. This visual impressions really impacts on the applicant more than a brochure or hearing from a tape. Advantages of this medium of recruitment will be explained below. Firstly, there is greater job satisfaction among staff Who are recruited through the use of realistic job preview. This is because they have a true presentation of what the job entails and prepare themselves for the task ahead. There is no element of surprise on the job. This ensures that the staff is easily and quickly integrated into the setup Of the company and he hits the ground running. This is far better to an employee who enters the job without a realism into what pertains there since they have been convinced through unrealistic conditions not really existent in the company itself. Another advantage is that studies have revealed that staff who undergo a realistic job preview at the recruitment stage are less likely to leave their job. This helps the company to retain its staff which helps the companys bottom line. This is because companies spend a lot of money in recruiting, training and deploying a new staff and all these cost would have been avoided if the staff does not leave the job. Thirdly, as stated by Samisens, a realistic job preview helps eliminate unsuitable people early in the recruitment process. This saves the company time and money which can be injected into other sectors of the company. When the applicant is subjected to the companys realities, he may realize that this job is not for him and this helps the applicant to reconsider his career choice. The applicant sometimes Will Withdraw from the recruitment process. This ensures that theft suitable applicants are left at the end of the recruitment process and there the realistic job process also serves as a form of shortlist. Another merit is that it helps the staff to cope with the high demands of the new job. For example, there is a new job offer which demands a staff to work from Monday to Saturday and sometimes even Sundays. The salary might be very good with benefits but the job demands are very high and could close as late as ten pm. .uf48c284aae88ca56866799fea61f28b5 , .uf48c284aae88ca56866799fea61f28b5 .postImageUrl , .uf48c284aae88ca56866799fea61f28b5 .centered-text-area { min-height: 80px; position: relative; } .uf48c284aae88ca56866799fea61f28b5 , .uf48c284aae88ca56866799fea61f28b5:hover , .uf48c284aae88ca56866799fea61f28b5:visited , .uf48c284aae88ca56866799fea61f28b5:active { border:0!important; } .uf48c284aae88ca56866799fea61f28b5 .clearfix:after { content: ""; display: table; clear: both; } .uf48c284aae88ca56866799fea61f28b5 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .uf48c284aae88ca56866799fea61f28b5:active , .uf48c284aae88ca56866799fea61f28b5:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .uf48c284aae88ca56866799fea61f28b5 .centered-text-area { width: 100%; position: relative ; } .uf48c284aae88ca56866799fea61f28b5 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .uf48c284aae88ca56866799fea61f28b5 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .uf48c284aae88ca56866799fea61f28b5 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .uf48c284aae88ca56866799fea61f28b5:hover .ctaButton { background-color: #34495E!important; } .uf48c284aae88ca56866799fea61f28b5 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .uf48c284aae88ca56866799fea61f28b5 .uf48c284aae88ca56866799fea61f28b5-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .uf48c284aae88ca56866799fea61f28b5:after { content: ""; display: block; clear: both; } READ: Low Self Esteem EssayWith the bad practices tooth recruitment agencies, only the high salary would be portrayed and used to entice the applicant. However, the best practice to realistic job process will state all including the demanding nature to the position. This helps the staff to condition himself for the tough nature of the job and as such handles the pressures positively. There are grave consequences with this unprofessional approach the proliferation approach by companies. The first disadvantage is that, it leads to high turnover in the companies who finally employ such applicant Who were recruited through such unrealistic procedures. The newly employed staff quickly observes that all the good and favorable items that were dangled by the recruiting company turns out to be a facade. This forces the staff to look for a new job and he resigns as soon as he finds the new job. This causes the company to again go through the Whole process again and they incur high cost not only in recruiting but in training and retaining the staff as all. Early turnover can be explained as when a staff leaves a new job within the first year of their employment. Secondly, there will not be job satisfaction in the new job. The new employee might not be able to cope with the pressures and highly demanding nature of the job. This stems from the fact that he or she was not made aware of the realities tooth job he sought. Other packages like motivation and promotion would have been blond over and made to look mouthwatering by the agencies whereas they are a bit blowhard was portrayed. This makes the staff to be dissatisfied and has an adverse effect on his job input. The staff will also begin to show other job deviant behaviors like absenteeism and lower productivity. All these will be exhibited at the work place because their expectations for the job have not been met They also choose to remain on their current job because they have not found employment elsewhere and as such display such deviant behaviors to the detriment Of the company. MERITS OF RECRUITMENT AGENCIES Little administrative chore for the employer 2. Established as the normal method for filling certain vacancies. Capital secretaries in CB DEMERITS 1. Can produce staff who are likely to stay for a short time . Widely distrusted by employers 3. Can be very expensive MERITS OF PUTTING OUT WARTS AND ALL Best Answer Chosen by Voters Some do, despite the fact it is illegal in the ELK to advertise a vacancy that does not exist, equally it should clearly state a job title and location. Threes a lot of sharp practice Within agencies but dont let that put you Off- threes also some very good consultants and businesses who have excellent relationships with clients, and access to vacancies that do not get advertised. A good consultant Will also be able to offer you invaluable advice on career routes, options, interview quenching, the offer process etc. Unfortunately the list is growing Other job agents, I would say it depends on who you deal with as they are different from consultant to consultant. Hope this helps Desperately seeking good job agents (competent and result oriented) 10 things we hate about recruitment companies with 38 comments Epic] Even It up! Acknowledges that, like it or not, recruitment companies are firmly entrenched as part Of the hiring landscape now. However, all the evidence seems to point to the fact that they notoriously over-promise and under-deliver. Bit like casinos really. , given that many jobsharers are forced into using them (and we place the blame firmly with business who outsource when they really should be arranging their recruitment in-house as a crucial brand issue) weve put together a list of what to expect when you deal with them, and why we dont like dealing with them at all! 1. General position calls If you see an ad anywhere (the paper, Seek, job boards etc) calling for an expression of i nterest (or similar) rather than a specific position approach with care. Only very rarely does this actually eventuate into an interview, let alone work. .u23450da021653c356646438beff023ea , .u23450da021653c356646438beff023ea .postImageUrl , .u23450da021653c356646438beff023ea .centered-text-area { min-height: 80px; position: relative; } .u23450da021653c356646438beff023ea , .u23450da021653c356646438beff023ea:hover , .u23450da021653c356646438beff023ea:visited , .u23450da021653c356646438beff023ea:active { border:0!important; } .u23450da021653c356646438beff023ea .clearfix:after { content: ""; display: table; clear: both; } .u23450da021653c356646438beff023ea { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u23450da021653c356646438beff023ea:active , .u23450da021653c356646438beff023ea:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u23450da021653c356646438beff023ea .centered-text-area { width: 100%; position: relative ; } .u23450da021653c356646438beff023ea .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u23450da021653c356646438beff023ea .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u23450da021653c356646438beff023ea .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u23450da021653c356646438beff023ea:hover .ctaButton { background-color: #34495E!important; } .u23450da021653c356646438beff023ea .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u23450da021653c356646438beff023ea .u23450da021653c356646438beff023ea-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u23450da021653c356646438beff023ea:after { content: ""; display: block; clear: both; } READ: Frito-Lays Dips EssayOur understanding is that this is purely a marketing ploy that can be used to sell their extensive database of candidatesto clients/potential clients. 2. Baiting If you do manage to get some face time with a consultant, beware of the phrase Me had a position come in yesterday that would have been right up your alley or Ive got a position that has just come across my desk that you would have been suitable for. Then you hear nothing, or the position has been withdrawn, or its gone to a redeployed (or any other excuse). These are psychological techniques designed to get your hopes up and keep you hanging. . Pigeon- holing If you apply for one sort of position with a recruitment company e. G. As a temp, you Will be a temp forever. Even if juicy contracting positions come up, you Will not be considered. Once you have had your Word/Excesses/Frontage ability tested and your data entry speed recorded, you Will be forever pigeonholed. If you do, for whatever reason, have to register with an agency for a position, give them information that relates only to that position. Less is more. Oh, and one more thing: just because your have qualifications does not mean you wont be pigeonholed. . Silence Similar to pigeonholing is silence or avoidance. Basically, this occurs if they think youve done something *wrong in the eyes of the agency, for example not taking a job that you were clearly unsuitable for, withdrawing your application tort a position, not winning a contract position, or calling in sick on your first day of temping, Guaranteed you will he placed on the black list, This means that no matter what you do, calls or emails about jobs or contracts will not be returned. Its like you are in labor market limbo. You can always wait for the consultant to NC. E on and try again in six months or a year, but sometimes they are in these jobs for years, so the likelihood of this happening is quite slim. S. References Agencies do check references, but our advice is dont give them your best ones. Our rationale is that you should save your best references for real jobs. Dont get sucked into handing over the names and details of references until you really have to. Its a waste of good references otherwise. 6. They are not your agent Despite many recruitment personnel calling themselves agents (and we have referred to them that way in this blob for convenience), this is not the case ND is misleading. An agent implies they are working forum. This is not the case: they are working for their client ? the employer because thats where the money is. Get the whole agent thing out of your mind. Only rarely will a consultant (which is also a misleading tern) actually work with you. If you find one, please let Even It Up! Know because this is a rare breed. 7. Beware of people not carrying pencils If you do get called into an interview, beware of people not carrying pens or paper. If no notes are being taken, or questions not being asked, its a sham. 8. Amateur hour Most recruitment consultants have little or no experience in the industry or field in which you are applying. It is our experience that most are glorified sales personnel on a power kick. Unnaturally, these people operate in a high stakes environment i. E. Your life. 9. Once is never, twice is always It a recruitment company treats you badly once, its never. However, if they treat you badly twice, its always, and you need to jettison them. Its not like they are doing (or will do) anything forum anyway. We recommend that you let them know with the following email (or similar): Dear consultant loud like to advise that you are unsuccessful in winning me as a candidate. While I am skilled, qualified and experienced, and would be an asset to any employer, you will not have the pleasure or remuneration of representing me. Unfortunately, you didnt treat me particularly ovule, even though I gave you a couple of chances. Have therefore decided that do not want to deal with you as there are Other companies Out there Who Will treat me With respect. Please delete my C.V. and details from your database. 10. Gatekeeper Status Even It up! Wants to know died and made recruitment companies the taskmasters? Why do they have this Status, and Why do they retain it?

Abraham Lincoln - Cooper Union Address free essay sample

Life of Al Capone essays

Life of Al Capone essays Imagine a city where gangster ruled. In the 1920s, Chicago was a town known for being controlled by its criminal element. Half of the police force was paid by mob rulers; illegal alcohol was flowing free in the streets during the Prohibition Era; and the fire of tommy guns was a familiar sound to everyone who lived in downtown Chicago. In the windy city, Al Capone was the epitome of a gangster whose lifestyle involved crime, prostitution, and bootlegged alcohol. In his youth, Al Capone already started a life of crime which led to his being a notorious gangster as an adult; however, it was not his violence but his lifestyle that brought about his demise. As a child, Al started to become involved with some gang-related activities and also met some people that helped develop a lifestyle that shaped the way he would live. Al Capone came from a humble beginning. Gabriele Capone, a barber, and Teresina Raiola, a seamstress, were both born in Naples, Italy, where they were married. (Al Capone) They had three children in Italy, but desired a better life for their family. They decided to move to America, the land of the free. Once, in America they made their home in Brooklyn, New York. This is where their fourth son, Alphonse Capone, was born on January 17, 1899. Though living in poverty, their parents provided a decent standard of living for their children. When Capone was old enough to start school Als parents sent him to a public school in Brooklyn. Later he dropped out at the age of fourteen due to a fight with his teacher and the schools principal. Now, Capone had plenty of free time on his hands. Family members and friend s noticed that Al was very wise when it came to living on the streets of New York. He had a clever and somewhat ingenious mind when it came to life on the street. He had what most people called street smarts. Now that Capone was spending more time on the streets, he starte...

Why men exercise more than women Research Paper Example | Topics and Well Written Essays - 750 words

Why men exercise more than women - Research Paper Example Further, boys tend to experiment a lot. They like emulating their parents, teachers, and other people surrounding them. The boys get themselves into trouble most of the time in school because they are more active than girls who play verbal games in smaller groups (News Staff, 2009). However, Parents experience more rough play with boys than girls during childhood. Parents have been experiencing more problems controlling boys than girls because of their active nature and experimentation. Boys form larger groups than girls and engage in active sports unlike girls who are interested in verbal and passive games. During puberty, boys tend to be more active than girls in that they exercise more often and vigorously than girls. In addition, men engage in activities that are more masculine. At this age, boys tend to explore and adventure for in activities such as camping, mountain climbing, bicycle racing, hunting, and playing football in larger groups. Consequently, single men are more acti ve than single women; most single men exercise more than single women who most of the times engage in passive leisure activities like going out with friends, gossiping, watching television, and chatting on social media. Single men exercise vigorously in the gym and even outside the gym. Married men exercise more than women, and they are more vigorous during their exercise. At this stage, men really exercise and they are less active than women. However, Parents experience more rough play with boys.

The Cold War and the Concept of American Citizenship Essay

The Cold War and the Concept of American Citizenship - Essay Example At the same time, the growth in power of the Stalinist USSR and the concerns with respect to the future of the world order after the decline of old European powers (Britain included) led the U.S. to intervene much more actively in the internal affairs of their partner (and satellite) states, contributing to the rise of anti-imperialist and anti-militarist mentality among the wide sectors of the American population. These two developments led directly to the transformation of the concept of American citizenship, which was now considered to be both a sign of super-power entitlement and a stigma connected with the U.S. ‘imperialist’ designs. In general, the end of WWII was met with immense jubilation by the U.S. public, as it was believed that the end of hostilities would bring about the new prosperity. However, already in 1946, the Fulton Speech by British statesmen Winston Churchill signified that the Western powers were to confront the Soviet opposition in the post-WWII settlement of the globe. Thus a picture of the new global rift emerged that pitted the USA against the allegedly ‘merciless’ Soviet communists. This generally Manichean worldview found its most visible expression in the McCarthyist campaign of anti-communist hysteria that was accompanied with veritable persecution of all alleged supporters of the Communist Party of the USA. Within a McCarthyist discourse, such individuals were regarded as traitors to not only the U.S. Federal government, but to a very ‘American Way of Life’ that was to be considered sacrosanct by all citizens. This inherently conservative interpretation focused on such symbols as private property, freedom of religion and free enterprise to rally the opponents of Soviet Communism around the visage of the American national identity. In this way, the American civic patriotism became increasingly associated with the notions of economic liberalism and social and political conservatism, which wer e now to co-exist in a potentially uneasy synthesis. It is characteristic that McCarthyist paid specific attention to the notions of citizenship, as disloyal elements, potentially of European migrant descent, were to be deprived of their American citizenship, if considered ‘un-American’. The activities of a famed House Committee for Un-American Activities (HUAC) may be considered an epitome of McCarthyist efforts to bring about such an outcome for their ideological opponents. Nevertheless, the McCarthyist project for the revamping of the American cultural and civic identity, with the subsequent de-liberalization of the American political culture, was bound to failure, as the significant segments of the American political elite were loath to allow the conservatives to monopolize the political agenda of the nation. The dismissal of McCarthy and the discrediting of his supporters meant that the U.S. elite were to move in direction of the socially liberal policies that were tried in the New Deal period. Both Eisenhower and Kennedy may be regarded as the consistent promoters of such a course, notwithstanding all understandable differences in their internal and foreign policies. The late 1950s saw the gradual de-emphasizing of the geo-political confrontation with the USSR, as the level of anxiety and concern with the Soviet threat began to subside after the death of Stalin and especially after the effective end of the Korean War. These two developments, together with the end of the post-WWII economic reconstruction and the definite beginning of an era of consumer spending and individual prosperity that was not seen and even imaginable in previous decades, helped re-define the concept of American citizens

FacBook IPO Essay Example | Topics and Well Written Essays - 1250 words

FacBook IPO - Essay Example The main task of this paper was to calculate the so-called fair price of the company’s shares in the moment of IPO. Two different approaches are going to be used to reach the goal of the task – DCF and comparative valuation. Taking into account this goal, the paper has the following structure: introduction (brief background information about the company), theoretical concepts and methodology, financial analysis, conclusions. As it has been already mentioned, Facebook Inc. is one of the most successful companies in the modern business world. It is among the leaders not only in the IT industry, but in the global business environment, in general. The company was founded in 2004 as a website for the local Harvard community. The company has become successful quite soon. Nowadays it employs almost 2000 employees, has offices in the different countries around the whole world, and has almost 1 billion of users. Its current market capitalization is $56.8 billion. Some additional information about the company under consideration can be got from the following quote. â€Å"Facebook, Inc. operates as a social networking company worldwide. The company builds tools that enable users to connect, share, discover, and communicate with each other; enables developers to build social applications on Facebook or to integrate their Websites with Facebook; and offers products that enable advertisers and marketers to engage with its users. As of February 2, 2012, it had 845 million monthly users and 443 million daily users. The company was founded in 2004 and is headquartered in Menlo Park, California† (Facebook Inc. Company Profile). Probably the biggest question is what the factors of the company’s success are. The company has provided for people around the world an opportunity to communicate without any barriers. We believe that it is the main driver of the company’s success. Communication is among the greatest need of people and Facebook provides such

Novel Clockwise Task Migration in Many-Core Chip

Novel Clockwise Task Migration in Many-Core Chip A Novel Clockwise Task Migration in Many-Core Chip Multiprocessors   Abstract-The industry trend for Chip Multiprocessors (CMPs) moves from multi-core to many-core to obtain higher computing performance, flexibility, and scalability systems. Moreover, the transistors size is constantly shrinking, and more and more transistors are integrated in a single chip that allows to design more powerful and complicated systems. However, obtaining higher computing performance needs to increase the consuming of power consumption which results in increasing the on-chip hotspots and the overall chip temperature. The peak temperature causes performance degradation, reducing reliability, decreasing the chip life spam, and eventually, damaging the system. Therefore, Runtime Thermal Management (RTM) for CMPs has become crucial to minimize temperature without any performance degradation. In this paper, a new clockwise task migration technique is proposed on many-core CMPs. The proposed technique migrates the heavy loaded tasks which are placed in a central cores away from the central cores to the surrounding cores. The proposed technique performs a clockwise task migrations to distribute the variations hotspots that are placed in the central core of the chip. Moreover, the proposed migration algorithm gathers cores temperature by using performance-counters and proposed equations which shows efficient results instead of using thermal sensors. Simulation results indicate up to 15% reduction in the maximum temperature value of the whole many-core CMPs. The efficiency of the proposed technique is shown by temperature values of many-core CMPs that are below the maximum temperature limit. Keywords- chip multiprocessors; many-core; task migration; performance counter; runtime thermal management. The chip multiprocessors (CMPs) is continued to increase the number of transistors to face the increased demand of the maintaining reliability and high computing performance. In the same time, transistors size are constantly shrinking, and more and more transistors are integrated in a single chip that allows to design more powerful and complicated CMPs architectures [1]. These advantages lead to increase cores number on the CMPs, therefore CMPs are shifting from multicore to many-core era where tens or hundreds of cores are integrated on a single chip connected via network-on-chip (NoC) [4-5]. In fact, many-core CMPs provide higher computing performance because of executing heavy loaded tasks which consume more power consumption. However, heavy loaded tasks lead to increase the overall chip temperature and on-chip hotspots. Hotspots are the main driving obstacle for wide adoption of many core CMPs architectures which lead to performance degradation, reduced reliability, increased coo ling costs, shorter chip life span, and eventually the system frailer. Therefore, to achieve better computing performance with higher scalability and maintaining reliability, efficient Runtime Thermal Management (RTM) techniques become very imperative [3],[6-8]. In fact, RTM not only aims to balance and distribute the temperature of the chip but also enables many-core CMPs to operate at a favorable performance while working below a temperature threshold [1-2]. Therefore, in order to maintain efficient performance on the many core CMPs, authors propose a clockwise task migration technique that is served as an alternative to control the many core CMPs cores temperature. The proposed migration technique migrates the heavy loaded tasks which are placed in the central cores away from the central part to the surrounding part on the core layer. In other word, the proposed method performs the clockwise task migrations to distribute the variations hotspots that are placed in the central cores of the chip. The proposed method aims to maximize the throughput on many core CMPs while satisfying the peak temperature constraint [5-6],[9]. With the development of many-core CMPs, using high overhead expensive thermal sensors to measure cores temperature becomes not effective nor improper to encounter thermal challenges [3],[12]. Therefore, in this work, a new technique have been provided to measure cores temperature instead of using thermal sensors. The proposed migration algorithm obtains the core temperature by using performance-counters which are placed in each core. In this context, cores with high temperature are distributed on the chip without any performance degradation [1-3],[11-13]. In this paper, they are some contributions are achieved as following: It develops a novel runtime task migration technique in many-core systems to balance hotspots. Instead of using high overheads expensive sensors to majeure cores temperature, the proposed task migration technique is using performance-counters. Experimental results show that the proposed algorithm can signià ¯Ã‚ ¬Ã‚ cantly outperform the conventional approach. The rest of the paper is organized as follows. First of all in Section II, a summary of related works is given. The proposed technique is introduced in Section III. In Section IV, experimental evaluation is presented. Finally, the conclusion is given in Section V. While the industry trends of CMPs is to increase transistors numbers redundant exponentially as Ohms low, its help to achieve more powerful and better computing performance by executing heavy loaded tasks [1-3]. However, heavy loaded tasks lead to increase on-chip thermal hotspots and the overall CMPs peak temperature. Thus, in case of having hundreds of processors are integrated on a single chip as many-core CMPs, off-line methods are not efficient. Therefore, RTM becomes crucial to balance on-chip thermal hot-spots and the overall CMPs peak temperature [1-3],[8-10]. To this end, many theoretical works have been carried out to dissipation and elimination thermal hot-spots by different techniques. For instance, Dynamic Voltage and Frequency Scaling (DVFS) technique in [7] aims to control the temperature by dynamically adjusting the processor speed based on the workload. However, DVFS techniques dynamically adjusting the processor speed based on the workload which sacrià ¯Ã‚ ¬Ã‚ ce the performance to cool down the chip temperature. Another technique called task migration technique which aims to manage the on-chip temperature by balancing the tasks loads among CMPs tiles without slowing down the processing. In [1-3],[8],[10-11] the proposed algorithms in some cases is unable to find a proper destination core due to the thermal constraints, therefore, authors have used DVFS which had proved to be inefficient as far as performance is concerned. In [2], authors had implemented many thermal-aware algorithms to migrate tasks between processor cores to reduce thermal variation in 3D architecture with stacked DRAM memory. However, the authors are used some techniques that proceed static task migration which in some cases can migrate a task from cold core to a hotspot core. Also, the authors proposed another techniques which are providing high overheads expensive thermal sensors to detect the on-chip hotspot. Moreover, in [2-3], authors proposed other techniques which always assigns the new job to the coolest core for balancing the thermal hotspots across the chip, however it increases hotspots in the system rapidly. Therefore, in case of having hundreds of processors are integrated on a single chip as many-core CMPs, off-line methods are not efficient to distribute and balance the thermal hotspots. In this work, a novel runtime task migration technique is proposed which offers an effective solution to face thermal challenges in many-core CMPs. Furthermore, instead of using high overhead expensive sensors to measure cores temperature, the proposed migration technique is using performance-counters to measure many-core CMPs tiles temperature. Fig. 1: Many-core CMPs with 64 cores and the TCU connection with a tile on many core CMPs. Fig. 2: A tile components in 64 cores many-core CMPs. Nowadays, the CMPs industry trend moves from multi-core to many-core architectures to achieve better computing performance, and more maintaining reliability. Therefore, many-core CMPs architectures provide heavy loaded tasks to allow the system operating at high computing performance. However, heavy tasks lead to increase peak temperature of chip and on-chip hotspots. Thus, RTM is crucial to achieve balanced systems temperature threshold with efficient task execution performance. As shown in Figure 1, a many-core CMPs with 64 tiles is presented. Each tile includes a core, a private L1 cache bank, and a shared cache L2 bank as shown in Figure 2. The proposed technique in this work aims to balance thermal distribution to combat thermal issues and temperature related reliability. The proposed technique provides task migration between cores while it is done at runtime and repeated periodically at a predefined time interval. Each time interval in this work is 100ms. Each core considers instruction per cycle (IPC) for calculating power consumption at the end of each interval. IPC is a critical factor in power consumption calculation. It is notable that, cores with higher power consumption lead to execute tasks with higher performance which create higher temperature in compared with the cores with lower power consumption [8]. The power consumption for each core is calculated based on Equation 1. Where P is the core power consumption, IPC is the instruction per cycle which is the core activity, f is the core frequency, CL is the average capacitance, and VDD is supply voltage. Since the frequency of each core in the many-core CMPs is constant and the DVFS technique is expensive and inappropriate because of performance degradation, dynamically change in the frequency of each core is not assumed in the system. As can be seen in Equation 1, the IPC has a key role for calculating and predicting the power consumption of each core in system. For calculating IPC, performance counters are used which are very applicable in the modern processors. Each core has a performance counter for IPC counting. At the end of each time interval, IPC is achieved by the performance counter for each core and then power consumption is calculated based on Equation 1. According to the calculated power consumption, a look up table in the Thermal Control Unit (TCU) will be filled. An example of look up tabl e is illustrated in Figure 3. In the target many core system, the TCU is assumed to be placed near to all of the cores as shown in Figure 1. Based on the filled table in the TCU, we divide the many core floor plan into two parts, the central part with one region, and the surrounding part with four regions as shown in Figure 4. Based on the thermal distribution of central part and surrounding part, we try to balance the temperature in the system. As before mentioned, the look up table is illustrated in Figure 3, based on each core activity, hot and cold cores are determined based on the related thresholds shown in Figure 5 ,where th1=5, th2=10, th3=15, and th4=20. Fig. 3: A sample of a look up table in the PCU used at the end of each time interval. Fig. 4: The central part and the surrounding part of 64 tile of many core CMPs. Based on the plan of hot and cold cores, the proposed technique sorts the cores both in the central part and surrounding part from the hottest to coldest cores. Then the proposed technique exchanges the hottest core in the central part with the coldest core in the surrounding part. Based on this trend, the heavy load tasks are migrated to the edges of the chip and light load tasks are migrated to the central part. It is notable that the edges of the chip is a better choice for placement of the hot cores in compared with the central part because neighbor cores have a big effect on each temperature. Since the number of cores in the surrounding part is three times of the central part, the hot cores in the central part have more options for migration with a cold core. At the end of each time interval, each core sends IPC information (cores activity) which calculated based on performance counter to the TCU. Then, the TCU based on cores activities from the look up table calculates two sets of activities which are in central part and surrounding part. Therefore, the TCU sorts the activities related to central part and surrounding part from the hottest to the coldest cores, separately. In this part, as shown in Figure 1, TCU exchanges the hottest core in the central part with the coldest core in surrounding part region by region as will be explained in the next subsection. It is notable that the TCU can migrate the hot cores in the central part with the cold cores in the surrounding part in the clockwise manner. Fig.5: The used thresholds for determining the ranges of temperature of the cores. Fig. 6: The proposed clockwise task migration algorithm. A. Clockwise Migration Algorithm For avoiding the gathering of all of the hot cores in a one region of surrounding part instead of divide it the whole surrounding part regions, a novel clockwise algorithm is proposed. This clockwise migration algorithm divides the surrounding part into four regions as shown in Figure 4. After sorting the cores from high temperature to low temperature both in of central part and surrounding part by the TCU, the proposed clockwise algorithm exchanges the hottest core in the central part with a coldest core in the surrounding part region one. After that, the proposed clockwise algorithm exchanges the hottest core in the central part with a coldest core in the surrounding part region two etc. The system repeats this procedure periodically at the end of each time interval to migrate the hot cores in the central part with the cold cores on four regions in surrounding part. The summary of Phase 1 and Phase 2 of the proposed clockwise task migration technique is shown in Figures 6. As shows in Figure 1, a 64 tiles many-core CMPs architecture with multithreaded workloads is used to proceed the proposed clockwise task migration technique. a) Platform Setup In order to validate the efficiency the many-core CMPs architecture in this paper, authors use the traffic traces extracted from GEM5 [15] full-system simulator to setup the basic system platform. The area of cores and cache banks are estimated by CACTI [21] and McPAT [20]. We use multithread applications from PARSEC benchmarks [14] in our experimental evaluation. The detailed system configuration are given in Table 1. For this benchmarks, one billion instructions are executed for the simlarge input set starting from the Region of Interest (ROI). HotSpot [17] version 5.0 is employed as a grid-based thermal modeling tool for chip temperature estimation. For experimental evaluation, maximum temperature limit and dark silicon peak power budget, Tmax and Pbudget is assumed to be 80à ¢Ã¢â‚¬Å¾Ã†â€™ and 100 W, respectively. Table 1. Specification of the target CMP architecture. Component Description Number of Cores 64, 8-8 mesh Core Configuration Alpha21164, 3GHz, 65nm Private Cache per each Core SRAM, 4 way, 32 line, size 32KB per core On-chip Memory Baseline: Static random mapping Proposed: Proposed migration technique b) Experimental Results In this sub-section, we evaluate a many core CMPs in two different cases. First, the many core CMPs without any migration policy (Baseline), and the many core CMPs with the proposed clockwise migration policy (Proposed). Figure 7 shows the results of normalized throughput for PARSEC and SPEC workloads, where throughput is the number of executed instructions per second (IPS). As shown in Figure 7, the Proposed architecture yields on average 31% throughput improvement compared with the Baseline. Moreover, Figure 8 illustrates the results of normalized energy consumption for PARSEC and SPEC workloads. As shown in Figure 8, the Proposed architecture yields on average 69% energy consumption improvement compared with the Baseline. In addition, Figure 9 (a) and (b) show the results of temperature distribution for canneal from PARSEC workloads for Baseline and Proposed architecture, respectively. Also, as shown in figure 9 (a), after applying the proposed clockwise task migration technique (Proposed), it ensures that all cores on the many core CMPs are below the maximum temperature of 80 . While the Baseline spends up to 19% of time above the maximum temperature which presences hotspots   as shown in figure 9 (b). In other words, by applying the proposed clockwise task migration technique on the proposed many core CMPs architecture, it distributes the temperature and without appearance of hotspots. Fig.7. Comparison results of IPC. Fig.8. Comparison results of energy consumption. The many-core CMPs provide higher system performance, more flexibility and scalability. Since these advantages require increased power consumption in the system, peak temperature issues become disquieting. Thus, Runtime Thermal Management (RTM) of many-core CMPs becomes crucial in minimizing thermal hotspots without any performance degradation. In this paper, the proposed clockwise task migration technique migrates the heavy loaded task from central cores part to the surrounding cores part. Thy system gathers cores temperature by using performance-counters that are placed in each core instead of use thermal sensors. Since cores with higher power consumption lead to execute higher tasks performance, therefore creates higher temperature. Experimental results of the 64 tiles many-core CMPs have shown signià ¯Ã‚ ¬Ã‚ cant improvement of the average for normalized IPC throughput and energy consumption. While the many-core CMPs architecture yields on average 31% throughput improvement com pared without preceding the using technique. Moreover, the Proposed architecture yields on average 69% energy consumption improvement compared without using the proposed technique. Furthermore, results also have clarified that up to 15% signià ¯Ã‚ ¬Ã‚ cant reduction of temperature threshold, and all tiles are below the maximum temperature limit which is 80 à ¢Ã¢â‚¬Å¾Ã†â€™ on the 64 tiles many-core CMPs (a) (b) Fig.9. Comparison results of temperature.

Philosophy of Health Care for Women

Philosophy of Health Care for Women The enhancement of my philosophy of health care for women, through a re- examination of my original three specific concepts emotional, social and spiritual which I would blend with my knowledge that I have gained In this course. Also, how it Is related to the actual clinical care of women. At the end of this quarter, my philosophy of health care for women as expanded. The health of the women In any society Is the most essential piece of the health care system In countries around the world.I still believe that the health and well-being of women will determine the future empowerment and economic strength of women-owned businesses In the communities. This Is also the belief of Wall-Mart's (2011) global women's economic empowerment Initiative to Improve elite of women and children. It often Involves the empowered developing confidence In their own capacities, In caring for themselves and their families in order to feel empowered. According to Kali (200 8) empowerment refers to increasing the spiritual, political, social and economic strength of individuals in the communities.The important part of this empowerment process is helping women understand how their bodies work. Self-Knowledge on a physical and emotional level helps women feel in control of the things that can be controlled. During my clinical care of women this quarter my preceptor and myself encounter a lot of women want to and do make their own decisions. For an example one of our patients took the decisions upon herself that she does not want Pesaro in for support uterine prolapsed.She is 31 years old, GIG 3, PIP. Her religion would not allow her to use any preventive contraceptive. Instead of doing surgery or putting foreign thing in her body she stated that, she still believe that her God will heal her by doing exercise and come back for follow-up in six weeks. In this situation it took gentle, yet firm, teaching of practical skills, informing all of the options of care, and much encouragement to dealt with the care of the woman.I see my role as a women's health nurse practitioner, as an assistant to the autonomous decision making process of Informed consent; to lay out the options of care for women, answer their questions, give my opinion upon asking, and support heir decision, is the most Important, empowering step In actualization women's autonomy. As I mentioned before In my first paper that, we look at our bodies, minds, emotions and spirit as If each part Is fully separate from the other rather than totally Intertwined.Western society rewards specialization, the examination of a piece of the whole, Gurus (2001 Every society In the world has felt the need to thoroughly socialize Its citizens Into conformity with Its norms, and colleens derive many benefits technology reflects and perpetuates the value and belief system that underlies it. Pregnancy and chill tidbit is a crucial time in a woman's elite tort near to explore empowerment.For a n example, one of the books that I read this quarter in the Conceptual Frameworks for Women's Health course by Robbie Davis-Floyd (2004), has written a brilliant feminist analysis of childbirth rites of passage in American culture. These rites, she argues take away women's power over their bodies, naturally designed to bring life into the world and for no physiological reason give it to the medical system. She believes that society, intimidated by women's ability to give earth, has designed obstetrical rituals that are far more complex than natural childbirth itself in order to deliver what is from nature into culture.Finally, my philosophy of health care for women at the end of this course is that, women deserve the best that is available in modern medicine; the technocratic, humanistic, and holistic models of medicine also, combined with clear communication and education through the best evidence-based research from health care providers

Extreme sports risky but worth it? Essay

Imagine the feeling of accomplishment, the adrenaline rush, and the overall thrill of participating in an extreme sport for the first time. Whether it be skydiving or successfully landing a jump on your snowboard or skis for the first time. Extreme sports are all about big risk, and big reward. To me there are four categories of extreme sports the ones performed in the air, water, on the ground, or on the snow. They can vary from mountain biking or jumping out of a plane with nothing but a parachute attached to your back. To some people, they see extreme sports as an unnecessary risk. But to others these high risk sports are there passion and they couldn’t see life without it. I remember the first time I went snowboarding and I didn’t see the point, I thought it was boring and I wondered how people could enjoy it. But this was only because I wasn’t good at it, and because of that I was frustrated. Once I made that very first run down the hill without falling, tha t was awesome, it was a huge confidence booster and it was kind of like hearing the Beatles for the first time, simply amazing. Looking back now I am very happy that I decided to get back on the board and teach myself how to ride because it is currently one of my most favourite things to do. I enjoy it so much because now when I am racing down a hill it feels so refreshing, regenerating, and rejuvenating. I still remember the first time I landed a jump and the thrill and rush that came with it, I just wanted to do it again and again, and at that point I wasn’t worried about any of the risks involved with landing that jump, because everything felt so†¦Ã¢â‚¬ ¦ worth it. Many people have been badly injured doing extreme sports, for example; Jeb Corliss who was base jumping in a wing suit in South Africa when he crashed into some rocks at 120 mph and suffered devastating injuries and several broken bones. He made a full recovery and went right back out to base jumping about 4 months after the accident. Kevin Pearce is a snowboarder who was trying to perfect a trick in the half-pipe ended up suffering a traumatic brain injury. Doctors weren’t sure that he would ever regain the ability to walk again. Not only did he learn to walk again, but in only two years he was back out on the slopes. Bethany Hamilton is a surfer who came face to face with death after she lost her left arm to a shark while surfing in Hawaii. She is now back out on the water surfing with only one arm. To these extreme athletes they have a passion for the sport  and they have gone through severe injuries in which they recovered or only have one arm. Yet even going through those experiences they still want to get back on their board or in the air with their wing-suit to continue to do what they love doing. They rather take the risk with their sport then stop the sport completely, because to them the benefits o utweigh the risks. The number one reason I think that people don’t try an extreme sport in their life is that they don’t want to be putting there selves at risk, because to them there is no reward, because they have never felt what its like to have an adrenaline rush or that they aren’t thrill seekers. All it takes is education on the sport and how to stay safe while doing the sport, what kind of gear is needed and what type of training they should go through beforehand. It is also important to know the risks and the dangers of what your doing and how to react to those types of situations. It is also important to know that you can never be too safe. I think that if we all get out one day and try something extreme or out of our comfort zones, afterwards we will like it and get the I want more kind of feeling. At that point I think the benefits of the extreme sport outweigh the risks.

Corporate Ethical Challenges

Corporate Ethical Challenges Role of Corporate Reputation Corporate reputation is normally based on the past actions as well as the likelihood of the future behaviuor of a company. Good corporate reputation enables a company achieve its corporate objectives. It enables a company and its stakeholders predict the future performance of the company.Advertising We will write a custom critical writing sample on Corporate Ethical Challenges specifically for you for only $16.05 $11/page Learn More Corporate reputation is an asset to a company as it helps improve the value of the company in the financial marketplace. This implies that it helps stabilize the company’s stock listings in the stock exchange. It gives a company the ability to charge fair prices for its products and services. It helps achieve customer preferences especially in cases where the products and services offered by the company have similar prices as well as quality to those offered by other companies. Thus it helps bu ild customer loyalty based on its actions towards compliance to ethical values as well as social responsibility and this in turn enables it improve its market share. Suppliers will have trust in the company due to its ability to offer fair trading terms. Social responsibility improves customers’ trust towards the company therefore making them patronize the company’s brands. The company will definitely increase its corporate worth and gain sustained competitive edge over its competitors. Good corporate responsibility stimulates stakeholder support for the company especially during times of controversy. Key stakeholders who include suppliers, the company’s largest customers, current employees as well as opinion leaders within the business community usually provide support crises that could rock the company’s business operations and market shares. Factors considered in assessing corporate reputation Stakeholder groups use different criteria to assess corpora te reputation which include the social responsibility of the firm, its financial performance, product and service quality as well as the workplace environment. Other criteria include measuring the emotional appeal of the firm’s brand as well as the vision and leadership of company. Consumer-specific reputation takes into account the product and service quality as well as the emotional appeal of the firm’s brand. It also considers the vision and leadership of the firm. Investor-specific reputation criteria majors on the financial performance of the organization, its leadership and vision and finally the product and service quality. Employee-specific reputation considers the workplace environment, the company’s vision and leadership as well as social responsibility.Advertising Looking for critical writing on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More It also takes into account the financi al performance of the company, its emotional appeal towards employees as well as product and service quality. Supplier-specific reputation criteria majors on the financial performance of the firm as well as its emotional appeal towards suppliers. Finally, reputation specific to the general public measures the company’s social responsibility as well as emotional appeal of its brand to the general public. The corporate reputation factors are usually not consistent across stakeholders since corporate reputation is normally a situational construct. Thus the factors are relative to decision s the stakeholders are considering. Steps to remedy concerns raised by Coca Cola stakeholders All the stakeholders of a company are very important for its business growth and therefore addressing all the concerns raised by different stakeholders helps maintain trust from the business stakeholders and achieve business growth. Addressing the concerns requires various steps which include: Develop a diversity policy to address discrimination in the workforce and promote equal treatment of the culturally diverse employees. The diversity policy will address equal employment opportunities, remuneration, promotion based on merit among many other equality issues. This would motivate workers and help the company avoid losses attributed to lawsuits. The company will develop an article of association which gives every employee the right to involve in association as long as he or she follows the guidelines provided for in the article and also respects the regulations of the company. In order to avoid inflated earnings which are as a result of channel stuffing and other financial report fraud cases, the company will retain independent external auditors to audit the financial reports of the company before being presented to the public. The company will also ensure that shipping is done specifically to the orders received from wholesalers and retailers. The company will take extra preca utions on the products it sells in the market. It will ensure that all products set for the market are tested in the company’s laboratory to ensure proportionality of the ingredients. All the raw materials have to be tested in the laboratory to ensure that they are fit for human consumption before they are used for making the products. In promoting the health of customers, the company will provide accurate and adequate information about the ingredients used in the preparation of the product on the bottles and in its product advertisement so as to enable customers make right choices. It will also sponsor health education through nutrition agencies. The company will adopt fair trading policies which ensure that suppliers are provided with all the terms of the agreement before signing contracts. The company will agree on terms which benefit both the supplier and the company and adhere to the guidelines of the contract in order to gain supplier trust. Measures will be taken to pr eserve the water catchment areas in all its regions of operation and more support provided to communities with water catchment facilities. Finally, measures will also be put in place to ensure that all the waste from the industrial plants is properly treated before being disposed of. Coca-Cola’s environmental initiatives Some of the company’s environmental initiatives do not seem to be sincere. Coca-Cola has distribution centers and industries worldwide while its bottle plant only recycles plastic bottles used in North America meaning that it does not recycle other bottles in other continents. These initiatives are not long-term and do not aim at achieving environmental sustainability. Providing facilities for water catchment without preserving the main water catchment areas can not achieve sustainable development. This is also evidenced by its initiative to provide $20 million dollars to help protect freshwater resources without making the project long-term consideri ng that it is among the companies which consume large amounts of freshwater worldwide.

An Existentialist Reading of Catch-22 essays

An Existentialist Reading of Catch-22 essays Mankind has always been in search of something more meaningful than we can truly comprehend, when in actuality, there really isn't anything we can truly comprehend to begin with. Mankind is plummeting towards an unknown destiny of prosperity or devastation and there is truly nothing we can do or say to stop whatever occurrence awaits us. Joseph Heller brings us a little closer to our insane destiny with his novel Catch- 22 as he depicts grimly absurd scenes that are "all about a society that is fast going insane", according to John W. Aldridge. Characters cursed with savage physical desires and characters cursed with one-dimensional thoughts are the basic make-up of this extremely intricate novel. The reader is constantly aware of basic human desire, but then they're reminded of the absurdity and pointlessness of the world in which they desire. Heller highlights the essential nonsensicality of our existence through the use of absurd, and yet somehow depressingly realistic circumstances that force the reader into wondering why they go through so much trouble to exist in a world that most certainly has no point. Heller does an excellent job of highlighting the importance of basic human desires, and they play a pivotal role in this novel. Heller uses each of his characters to introduce a new desire and or physical need that humans experiences in all phases of their lives. Hungry Joe represents sexual desire, the Chaplain represents the desire for basic human companionship, Milo depicts the desire for success and money, and so on and so forth. Almost all of Heller's Characters are in search of something, they all want to feel something or be a part of something in order to feel connected to something. Yossarian is constantly falling in love because he needs to feel that connection to another human being. Yossarian needs to know that it is possible for two humans to connect in a way that ...

The effects of redundancy in an engineering workshop in the British Literature review

The effects of redundancy in an engineering workshop in the British Army - Literature review Example It is vital that troops have enough supply of ammunition, food, water, spares, and fuel, tools should remain serviced, arrangements should remain created to fit each contingency; linkage channels should remain formed and maintained, bridges and roads should remain mend; and casualties should have cure and discharged. The managerial, management of a scheme and vocational skills needed are those required in every enterprise with the extra technicality that they should remain precisely used in situations that can be both physically demanding and potentially disastrous. Life in the forces forms flexible, task oriented and dynamic group participants who have knowledge of scheme control, strategic arrangement and, importantly organizational ruling. The officers in addition appear to have adequate knowledge in different fields having passed through so many educative stages in the army (Perks, 2010: p. 250). Several of the officers leave the army after operating in service commission for a s hort period of time, and have the possibility of becoming captains or junior majors (as well as their navy and air force associates) in when they are at their twenties or reaching their thirties. Some vacate at 37, the least age at which a servicing servicewoman or man can cash in on their pension. Moreover, those who still hold onto their career leave at around 55, the vacating age of the total British military staff. The city has remained as the best attractive alternative for the corps to venture in after leaving the military service. Those corps becoming redundant both through application and compulsory redundancy will have the following effects and risks according to the Armed Forces Redundancy Programme and Continuity of Allowance of April 2011 (Perks, 2010: p. 225). Specialist pay- The two, Applicants and Non-applicants for the reduction exercise who are entitled to get a specialist lump sum at the time of notification of the reduction mission will have their specialist sum e valuated in line with the rule in JSP 754 for dealing with staff who elect to vacate the army at a noticeable exit stage. Financial incentives- The rule for dealing with the several types of recruitment and retention reimbursements is as shown below (Perks, 2010: p. 229). a. Commitment Bonus (CB): The total corps vacating due to this reduction scheme will have the right to get any suitable commitment bonus accessed under the Improved CB programme for any quantifiable service finished prior to heir final day of operation. The Old or Interim CB programmes will merely remain reimbursed to those chosen for reduction if it is probable for the person to finish the necessary Return of Service (ROS) prior to their final day of operation. The two, Applicants and Non-applicants reduced who fall short to accomplish their CB ROS will not remain needed to make any compensation of amounts previously remunerated. b. Financial Return Incentives (FRI)- Applicants and No