Punnet squares experiment lab Report Example | Topics and Well Written Essays - 1750 words

Punnet squares experiment - Lab Report Example The phenotype is the way of the expression of the combination of the genes. When the two alleles for a particular characteristic are identical, it is called as homozygous allele and if different it is called as heterozygous allele. If two different alleles are present in a trait, then only characteristics is expressed. It is called as Dominant allele and the other is called as the recessive allele. In the scenario 1, the heterozygous gray-bodied fly and the homozygous black-bodied fly are crossed and the first felial generation was obtained. The Punnet square for this crossing is given below. The F1 generation contains 2 heterozygous gray-bodied fly and 2 homozygous black-bodied fly as the offsprings. In the scenario 2, two heterozygous gray bodied flies are crossed and the first felial generation was obtained. It was found that the F1 generation contains 2 heterozygous gray bodied flies 1 homozygous gray bodies fly and 1 homozygous black-bodied fly as the offsprings. The Punnett Square for this crossing is given below In the scenario 3, homozygous long-winged fly and the homozygous vestigial – winged fly are crossed and the first felial generation was obtained. The F1 generation was found to have 4 heterozygous long-winged flies. The punnett square for this crossing is given below. The fourth scenario is based on the mating of homozygous long-winged fly with the heterozygous long-winged fly. The F1 generation obtained was found to contain 2 homozygous long-winged fly and 2 heterozygous long-winged fly. The punnett square is given below. In the scenario 5, the mating of the heterozygous long-winged flies was carried out and the first felial generation obtained was found to contain 1 homozygous long winged fly, 2 heterozygous long-winged flies and 1 homozygous vestigial-winged fly. The punnett square for this mating is given below. The 6th Scenario is based on the mating of the homozygous gray bodied fly with the

Ihrm In The Multinational Context Today Commerce Essay

Ihrm In The Multinational Context Today Commerce Essay The back bone of an organization is its human resource management thus within an organization HRM activities include human resource planning, staffing, performance management, Training and development, compensation and benefits, Industrial relations. Having these things in hand HRM then walks in to International with IHRM. The class discussion was lead under the main topics of Defining key IHRM terms (HRM, IHRM, HCN, PCN, TCN, Expatriates and impetrates) which gave me a broader understanding on the basis of what IHRM really meant. The lecture further explained on review expatriate management evolution which gave us the understanding of the review trends in the international management. Then the discussion moved in to understanding the difference between domestic and international HRM, the functions and the differences these two has was then clearly brought out with examples. Then the discussion linked in to discovering the increase complexity and potential challengers of current IHRM. The importance of the topics guided me to think critically on how it could be implemented to the work place performance. Having being able to use the knowledge what I learnt in class at my work place gave me a real life experience. Learning outcome of the increased travels, advancement of global technology telecommunication, the rapid development of new technologies, the impacts of free trade, the effectiveness of new education system further helped me to advance my knowledge in IHRM context. Learning of global village lead me in further search on new market performance when a company is thinking global and it helped me to significantly comprehend when I need to converge with global lifestyle and values during my performance at my work place. Most importantly at the use of E- Commerce to lower the cost being business globally helped me when I had to communicate with the upstream customers in negotiation on purchasing products. When working in a multinational company IHRM can be implemented in many ways thus it would implemented to my work by assisting me when I need a broader perspectives on curtain things. When handling the boarder external influences this would be very important. I will also be exposing to risks in the field and this knowledge would enhance me with what I have to do when an IHRM issue comes up. In analysis the learning outcome of the session brought out a vast knowledge in IHRM mainly focusing on the IHRM in the multinational context. The inter relationship in approaching to the field with the idea of domestic and international IHRM brought out a very argumentative yet very interesting points and examples to prove the importance of it as a whole. 3.0 Cultural differences Sri Lanka is a country which is originated from a collectivist culture however the counties culture has now evolved more in to individualistic subcultures which had become more powerful in certain cities i.e. Colombo compared to Anuradhapura. The cultural dimensions in a country has a greater impact when discussing, the focusing on the individualism vs. collectivism, power distance, short term vs. long term orientation, uncertainty avoidance, masculinity and femminity. (Hofsted) The video which was showed to us in class on Saudi women and their ability to educate themselves cleared us on that they have their own freedom to learn, Islamic word explains it to everyone. The discussion then moved to understanding limited dimensions as a critical analysis and brought out the fact that conquering nature is an approach to certain societies which lead to an interesting argument on how nature can bring out different dimensions. Then the atmosphere of the class turned in to an exciting point where counter agreements came up with general beliefs and how it deprives with trust. I.e. when the society is driven as being bad it is a good opportunity for the lawyers to succeed. The discussion further evolved around how Japaneses people around the world has more respect to the history of them and how people believe that they are more trustworthy. Understanding of different cultural dimensions in IHRM context helped me significantly as I had to communicate and make purchases from different cultured individuals around the world at my work place. Knowing from what country that supplier comes from and what context he belongs to I can adjust the way I think when dealing. I now have an understanding on the cultural differences globally and it helps me to respect each culture as it is a crucial thing in culture. My broader perspective helps me to make a difference in day to day work place performance. In analysis the overall cultural differences which are unique to each country brought up the idea that it is significant when communicating and making agreements globally and how human nature would effect to the overall outcome of the company cultural perspective. 4.0 The organizational context This weeks lecture was based on organizational context and the class discussion went ahead relating to a case study on how Chinese companies work in western counties. Then we discussed on how the global matrix structure coordination and corporation is highly needed in an organization. Then the organizational context as a whole was discussed with regard to the path to the global status. Then the class argued on how does a networked organization bring strength and good will to a company and the answer was with a lot of understanding and negotiation companies can differentiate work, responsibilities and authorize them across the network subsidiaries only then a company could cherish its strengths and good will. Controlled mechanism was then added in to the discussion to see how the formal and informal mechanisms within the organization coordinately function when going global. Global area division structure became the next sub topic conversation in relation to how it is geographically implemented in the organizational context i.e. within these structures political problems occurs turf battle is one of those on which colleagues fight on who get the opportunity first and on the contrarily when a hot issue comes along nobody will be waiting to take it which will cost in loss of accountability. The discussion became very interesting as I could relate some of my work experience to the debate as I know that having a good knowledge of the organizational context I can make decisions which could bring profit to the organization. This would further enhance on my experience when I relate what I have learnt in class without any issue. Having a good understanding on the organizational context it is easy for me to avoid risky situations where I might end up doing something that would ruin the image of the organization and my skill level. In my point of view I believe that understanding on the organizational context is very important to a business personal as they should be trained to face any problems within the organization through such a thing. The structural responses to international growth, Control and coordination mechanisms, including cultural control and effect of responses on human resource management approaches and activities had critically analyzed on how the organizational context should be functioning. 5.0 HRM in the Host Country Context International human resource management has become one of the most important subjects in the degree as it had brought many of us the intelligence of how to deal with human resources when working in a subsidiary. The class discussion took off with describing the Standardisation and localisation of HRM practices,Factors driving these, Retaining, developing and retrenching local staff, The HR implications of language standardisation and Monitoring the HR practices used by intl subcontractors. The hamlets question standardize or not to standardize HRM? Was put across to the students to argue by bringing up their own justifications. As Mr. Chandana would always recommend the students to do so. He expects us to answer with deep understanding of the broader perspective. The breakdown of IHRM was then elaborated to us with its segments of Host country, parent country and third country nationals. When elaborating the Host country national HSBC (the worlds local bank) can be taken as an example where HSBC practice a standardized culture as a host country company. This is done in order to capture the market within a shorter period of time. Uniliver is another company which would use the localization aspect when it comes to marketing as they bring out the village atmosphere in most of their advertisements. Nestle however stands at standardization in marketing methods. The strategy most of the foreign company s uses to get close to the host country is by getting along with their culture and lifestyles i.e. HSBC. Thus it will lead a very strong business relationship among the country and the company as well as the parent country. In contrary at some point even though they make it visible to the out sides that they are using the customs in with the host county culture, It comes out otherwise when they malpractice cultural values. Then standardization vs. Localization took in to discussion making everyone speak up of their own view. Where everyone understood that companies go through various marketing campaigns to localize their product yet keep the internal culture standardizes i.e. the dress code, believes of standard charted bank is standardized all over the country The best part being a student of Mr. Chandana Kumara is that for every answer or argument we come up with we are presented with some marks. This motivates a lot of students and at the same time it helps the students to understand on the topic much more clearer than when he just teach the subject. When foreign companies start recruiting the local human resource they would first mold the local the way they want this is done so that they can practice the same policys around the world, It will further help them and to us to make the decision making process easier. This is done in order to retain and develop the person as well as the organization. Furthermore we were asked to come up with what extend the localization is imposed and to what extend the standardization is imposed. It is a must for a HRM to support the corporate Operations and HRM should go line in line and to an extend both localization and globalization should go in order to retain the market leadership. Thus its the only way to have a successful approach. Companies move in to villages as a strategic objective i.e. HNB gami pubudu. Branch managers being recruited with different criterias. I.e. Salary, expertise and culture. HR has described on 5 s, quality circle, 6 sigma. (High quality products) Sunlight is another global product where global products being localized has brought out significantly. It was truly a privilege to have being in the class as I have learnt a lot out of it and at the work place I saw certain things that can be implemented and this discussion helped me to understand the process and way . The overall class has knowledge and we believe that Mr. chandana has done a very great job. In the analysis of the days session we can now come to a conclusion that even though a company can stay standardizes it is essential for them to look in to Host-country culture workplace environment in regard to Mode of operation, involved Size and maturity of the firm, Relative importance of the subsidiary. Only then a successful host country context can be seen through a company. 6.0 Sustaining International Business Operations and staffing As a full time working student Thursday nights seem to be long but the moment I step in to the class our lecture pitch a high note. This had always being a wakeup call for me. Thus the discussion took in to place and this time its quite different as Staffing approaches, Reasons for Intl assignment, Types of intl assignments, Role of expatriate, non-expatriates and corporate HR took off and I loved it because I can imagine what is happening at my work place and relate it to the lecture. As Mr. Chandana would say relate my lectures to real life experience The discussion took lead with understanding PCN (Expatriates) to understand the talent available from them impact to the performance of the organisation and how it could be of use to greater control over the others. PCNs could bring alot of company experience and their special talent of mobility has a greater impact in the organisation. On the other hand this could be looked in to as experience provided to corporate executives. I.e. The CEO at Ceylon Tobacco Company is British and he is an expatriate who has given a task from the British American Tobacco company. Working with him at CTC has made me understand the true nature of an expat the way he behaves and the way he relates to the company culture is just the right experience I get. Speaking of HCN (Locals) it is quite a different approach as they would know what is happening in the culture aspect preference aspect and the intimate knowledge of the environment. They would be masters in language skills to make the company perform w ell when working with HCNs and TCNs. Our supply chain director is from Bangladesh and he is the best example I could find for a TCN he has Broad experience as he worked in Pakistan Tobacco Company and now working at Ceylon Tobacco Company with a broader perspective in international outlook, multilingualism. The discussion then moved to factors affecting approaches of staffing which elaborated on Ethnocentric, Polycentric, Geocentric and Regiocentric which focuses on positioning subsidiaries. The reasons for international assignments was then taken in to consideration with regard to Position filling, Management development and Organizational development , when an expatriate is working in an organization to full fill above reasons they would also undergo mental stress as Home and family issues frequent absences , Work arrangements domestic side of position still has to be attended to, Travel logistics waiting in airports, etc., Health concerns poor diet, lack of sleep, etc. and Host culture issues limited cultural training come in to action. The role of expatriates differ vasty when compared to the role of non expatriates who do not relocate to another country, the only reason they would go to another country is for business meetings and periodic visits to foreign operations , so the stress level is less. Therefore we can now understand the importance of expatriates in a sustaining international business operation as his unique effort of playing different roles Agent of direct control, Agent of socialization, Network builder, Boundary spanner, Language node and Transfer of competence and knowledge leads the company to a better passion in the global market situation. According to Charles M. Vance (2006) as with all other management decisions and practices, global staffing should be linked to the overall strategy and the objective of the multinational enterprises. These strategies and objectives are of cause influenced by and set within the context of overall business environment. This weeks lecture was an interesting and a important leasson about recruiting staff for international assignments. working and exposing my self in a forign country as an employee will give me a different experience rather than being a tourist. Working in a alian soil wont be a simple task due to the culture, demographic, social interfierences and the mantality has to compete with their environment. according to Dessler (2003) he has identified five important personalities that would need to be considered when selecting a manager for a foreign assignment they are job knowledge and motivation, relational skills, flexibility, extra cultural openness and finally family situation. If we consider Desslers points almost all the recruits have an idea about the job they also motivated and they also have relational skills but most of them dont have flexibility in the sense they cant adjust to the alien environment. Also most of the recruits go through a cultural shock which almost led them to withdraw for the host country. And finally the family situations, as we all are from the Asian region; we belong to a collectivist cultural dimension we expect and like to live with the family and be a part of it. Especially when it comes to a females perspective unlike the western world most of the Asian women are married and committed to their family and children, in a situation like this most of Asian woman will be reluctant to take the opportunity even its a better offer or else they make an early return. Mr. Chandana also explained the above mentored criterias also can be known as expatriate failure. He also mentioned most of all cultural shock plays important role in expatriate failure. Cultural shock also can turn a good employee to a worst employee. Also he explained how some employees adjust themselves with the culture and overcome the situation. Basically in a phase on cultural adjustment there are four stages, those are entering the culture, facing the cultural shock, accepting or exiting the culture, adjusting to the host culture. By reviewing the class discussion I understood when a company selects its employee on a foreign recruitment it has to spend fair amount of time in selecting the correct candidate also they have to take some counter measures like training the candidate properly and making awareness of the host culture and the job specification. By taking these counter actions the company can increase in its productivity and efficiency. As a conclusions from this discussion I learnt how important is to select a proper candidate for an international assignment. Also as an IHRM student I understand the importance of knowing the alien culture and work environment and adjust to accomplish my goals and to do a better job. 7.0 Training and Development The lecture took off at 6.00pm and everyone is ready for another session of arguments examples and real life experience stories. This weeks lecture was based on Training and developing the individuals who falls under International Human Resource management. We were thus made to understand that within a global market more firms are focusing on human resources as a critical part of their competence and as a source of competitive advantage. In order to do so a firm must focus on the Role of expatriate training, Components of effective pre-departure programs, The effectiveness of pre-departure program, Developing staff though intl assignment and Trends in Training and development. In order to develop the Human resource a company must focus on Expatriate orientation, Cross-cultural training and Development of global managers. The firms originally use expatriates as trainers because they show how system and procedures work and they would monitor the performance of (HCN). We were thus enlightened on that the use of job rotation is a form of management development. The training is done to have a better skilled manager whom is capable of developing with various procedures. Before going in to training programs the trainers undergo training mainly on cultural awareness and language skills furthermore for successful cross cultural Intercultural business skills are highlighted and looked in to with greater concern and also making them understand the cultural variations for those with regional responsibilities. Reflective my learning to my work experience our supply chain director Mr. Khalid is always full of questions. The moment we step in to quotation committee meetings he would unfold his set of questions making all of us very uncomfortable but the learning at class has now made me understand that they are trained to put across such questions in order to showcase their global managerial skills. His experience in other country operations speaks through his questions and it is important for him to ask them and make everyone understand what to be inquired before purchasing a product i.e. the country of origin, The make , the brand , the part number why is it cheaper in India than china etc in regard to a machine . IHRM had made me feel that I am not a fresher to the multinational world as now I understand why certain managers behave that way and why they would question such things and so on. Thus I can happily say that the discussion at class are very effective as it made me understand the real concepts behind training and developing an individual in order to make him a successful global manager . 8.0 Performance management Its Thursday again and I am ready to learn IHRM, listening to all arguments justifications broader perspectives and so on. A class a session a time period full of hot arguments and explanations. This weeks discussion was based on the differences between performance appraisal, performance evaluation and the broader perspective of Performance management. Re entry and career issues were discussed along with this Performance appraisal is used to evaluate the output of the behavior of an individual within a company A format is sketched in order to showcase the way in which appraisal is conducted Difference appraisals could come in with appraising with different languages i.e. English is spoken with different accents/ pronunciations. According to the performance the company will decide whether to keep a specific individual or not. However the performance appraisal has its drawbacks too since it is capable of demotivating individuals. This happens if performance appraisal is used in a wrong country context the employees will suffer due to the fact that they are demotivated with evaluation of their own behavior. However using the correct format one can overcome this situation. The discussion thus moved in to Factors which makes the Performance evaluation critical. I.e. Culture of an organization the Language they use in day to day work environment, the format they follow in the work area and the specific believes the company has from years. Taking Performance appraisal discussion with regard PCN s and HCN s I came to the understanding of that they will be affected when the format changes according to the TCN s further in to consideration how we understand the emotional attitude of them is by understanding who gets appraised and who matters. Then we moved on to discuss on the concepts of whole Vs part. whole is when the company is taking decision as a whole which will give them a long term perspective and Part is when the company is taking subsidiary dictions as a part which will give the company a short term perspective Dowling Welch (2004) However when performance appraisal comes in to action the performance management can be used when evaluating. If this is such you cannot expect a good evaluation. In this factor year on year increase and decrease is not relevant Substitutes are made open to make yourself felt to your clients. You can get company information then it is possible to learn the strengths weaknesses of the competitors as well as the customer behavior even though it wont give a financial contribution. In performance network the contribution of the substitutes are not handling in good grounds when compared to other subsititiues i.e. Airtel being expand to Sri Lanka they are still running at a loss for 5 years. This how ever could be a different strategic approach, in order to research the market For my account this information has helped enormously as a trainee at a multinational company my performance has also being evaluated to see who can do better and who has the capacity in doing a project and what is the limit I could go at a stretch. The discussion in class assists me in a greater perspective as I can understand how the performance appraisal and performance evaluation is done with regard to performance management Therefore Performance management is a combination of individual performance and subsidiary performance and the outcome could motivate or demotivate an individual of an organization and it would also give the current status of a company 9.0 Re-entry and Career Issues This weeks discussion was in relate to re entry and career issues in IHRM and MR. Chandana began to explain that the expatriate process also includes repatriation which is the activity of bringing the expatriate back to the home country . This process needs careful management as re entering in to a country and to an organization is not as easy as it seems. As global managers it is with great difficulty they struggle to settle down in their assigned country and when returning they will have to face culture shock again for what they have missed while they were away. It is very challenging for them to re enter as they would face the reverse culture shock this will also lead some individuals to exit the company. If an expatriate need to repatriate first he needs to prepare himself by developing plans for the future and gathering information about the new position however if this is done accordingly he would have a less cultural difficulties when adjusting back. We were them made to under stand that physical relocation, Transition and readjustment are some of the crucial aspects a repatriate should look in to. Say the repatriate adjusted to the culture of the home country again but he will again face career issues when he needs to look for a job to settle down. He will thus have a career anxiety which post will he be assigned to do will he get the same job back or will he get a lesser position and will his experience be enough to compete with others repatriates. In reflection the same scenario is being evident at my work place our production manager just returned from his foreign assignment and he is yet again starting to readjust himself with the company culture and etiquettes. According to him what he misses most is coming to work from home and going back to his family every day. The understanding I got through this discussion further enhanced me in with what kind of procedure a repatriate would go through before completely feeling home again. The language the customers which were away for a long time is now right there in front of him and he still cannot practice them as he is taking time to readjust. When analyzing on repatriation it is necessary to understand that in IHRM it is a must to take up such challengers as it brings positive aspects to an individual in both financially and also in career wise. The experience an expatriate gets cannot be compared with the person who had not begin assigned to such operations. However in order to help the repatriates to settle down in the home country they should be given counselling, their family also should go through counselling and it is important for them to have a family repatriate programmes. If such necessary actions are taken in to consideration settling a repatriate will not take such a long time. 10.0 Compensation This week the lecture is all about money, as for all I am also an employee at a multination company I was excited about the lecture today. Thats because the subject is mainly based on how a compensation package is made, what are the elements that must include init and the problem which occurs when selecting a proper compensation package. As we all know while working for a firm a good employee will expect a reasonable compensation from the employer. When preparing the compensation package the HRM manager has to consider many things mainly how it has to be, what are the benefits it must include and whom it will be most suitable for ?, are like some of the main questions to clarify at the first step. When we consider the situation as an international compensation package a HRM manager must understand the environment before preparing. When a company recruits an employee from a foreign country or sending someone to a foreign country, the HRM managers job is to find out some basic elements such as inflation, life style, cost of living, taxations, currency value and mainly the housing and education costs if the employee have any family. Mr. Chandana very clearly explained this point and also spotted us how to overcome this situation by arranging multiple paying schemes, compensating in multiple currencies, multiple taxations schemes and multiple expatriate benefits. When selecting a compensation package it should be always designed wisely, as an example the CEO at C.T.C is an Englishman though hes working for Sri Lankan Tobacco Corporation hes been paid according to their compensation system while all the other employees are paid according to the Sri Lankan system. By this I understood the company has managed to fulfill the employee interests. Also its very important to consider how the compensation package meets certain objectives that will motivate the employee to move to the host county. This can be covered by giving an incentive which will make the employee to consider the opportunity also considering to full filling family and other needs and facilitating them on their re entry. When considering compensation there are two well recognized approaches one is going rate approach the other one is the balance sheet approach. As we all know, these methods hold its own advantages and disadvantages. In order to simplify the methods the company can also follow an international compensation method which will include the base compensation, this consists of salary, benefits and other need depending on the job requirement. This can be added with more benefits or can be deducted according to the companies prospective with the addition of incentive components and equalities adjustments. By adding up these two components its always easy to satisfy an employee. As the final conclusion of this chapter I learnt how a HRM manager prepares the compensation packages for their recruits. I also understood when a employee is selected for a operation like this, the responsibility is high, risky and important, because not all the employees gets a chance like that. Also I understood satisfying both the employee and the employer can be tough job for the HRM manager. 11.0 Business Etiquette Social Custom It is the final day of interesting IHRM lectures and the interesting arguments, IHRM related stories will come to an end. However to make the last class interesting the lesson played a huge role Business etiquette and social customs was explained in class with interesting examples of food fashion and lifestyle one would face in different cultures Manners and behavior considered acceptable in social and business situations (Dowling Welch, 2009) this is what business etiquette Social custom means from the authors point of view. However Business etiquettes and social customers can be further elaborated under believes values and the way people think in certain cultures. This lesson became more interesting as Mr. Chandana showed us a video of how culture can affect different personal globally. Having a basic idea of culture from a previous semester as I learnt cultural framework through a counties point of view. The discussion at this lecture made me clear out doubts and clearly understands on some of the concepts. The learning on netiquettes the electronic communication techniques further added on to the intriguing aspect of the discussion. The verbal expression and non verbal expression made me understand that when dealing with suppliers at work premises I should follow the same instructions in order to retain and attract more suppliers. The discussion also helped me to understand the high context and low context cultural aspect when dealing with expatriates in my working place. In analysis I believe that if a business ind

Wind Power - Harnessing the Power of Nature Essay -- Exploratory Essay

  Abstract:   Wind power is an up and coming form of energy production in the United States and on the world stage.   Wind energy production is the process of harnessing the power of the natural world for the benefit of humans.   It has developed from incipient stages in tenth century Persia to highly sophisticated systems which take advantage of modern knowledge of physics and environmental science to maximize energy potential.   Many challenges to its success exist, including public apathy, governmental disinterest, and environmental hazards, but on the whole it is among the cleanest and most promising means of producing electricity.   Without understanding wind power, one cannot hope to adequately comprehend the future of energy.       Introduction   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Wind power is among the fastest growing and least polluting forms of energy available today.   The recent rise of public interest in renewable energy over the past few years has inspired an explosive twenty-five percent growth per year in the wind industry.   Though wind power currently provides just one percent of the world’s energy, it is for the most part an untapped resource.   Estimates place its potential for energy production at twenty percent of the world’s total needs.   In short, wind power is going places, and it is important that scientists and citizens keep up.   (Botkin and Keller, 357)    History   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Wind power originated under the most practical of circumstances:   the need to crush grain for flour.   Originally a labor-intensive process of hand pressing between stones, the challenge to find a better way to mill flour soon engaged the human imagination.   This led to hand cranks, horse- drawn axles, and eventually watermill... ... Wind Power and Other Energy Options.   Ann Arbor, Michigan:   The University  of Michigan Press, 1978.    National Renewable Energy Laboratory (NREL).   â€Å"Clean Energy Basics:   Introduction to Wind Energy.†Ã‚   2003.   27 April 2003.   clean_energy/wind.html>    Righter, Robert.   Wind Energy in America.   Norman, Oklahoma:   University of Oklahoma Press, 1996.    Tse, Lawrence, and Duane Bong.   â€Å"Environmental Impact of Wind Turbines.†Ã‚   Vision Engineer.com.   2003.   29 April 2003.   www.visionengineer.com/env/wind environmental_impact.shtml>    United States Department of Energy.   â€Å"Wind Energy Program.†Ã‚   2001.   28 April 2003.  Ã‚      Union of Concerned Scientists.   â€Å"Bush Budget Slashes Funds for Renewable Energy Sources.†Ã‚   News.   2003.   29 April 2003.   www.ucsusa.org/news.cfm?newsID=328>

Best Practices for Human Services Delivery Essay

The delivery of human services is one venture that organizations can not embark on blindly. It requires key competencies especially on the part of the staff charged with the responsibility of delivering these essential services. It is a task that also requires active participation of key stakeholders, which are basically the population and the agency. When delivering the services, the agencies concerned need to put in to consideration the views of the population. In fact, the population should be involved in the entire process of service delivery, from conception of the idea to implementation. By involving the population, it shows that the agency appreciates their contribution and value of population participatory in the process of service delivery. As a consequence, the population becomes trustworthy partners proud to be identified and associated with the agency and its services. It should be appreciated that the success of the agency in this service delivery solely depends on the response of the population. Indeed, the role of the population can not be overstated. Before the organization embarks on any service delivery, Katherine and Ellen (2009) argue that knowledge about the background of the population is vital. In the modern society, most populations are diverse. It is important that any agency understands all aspect of the population to avoid making mistakes unknowingly. One very important aspect is the competence of the agency. The staff of the agency needs to have basic skills that are vital in service delivery. Lack of skills puts the quality of the agency’s performance at stake. This is then reflected in the results of the delivery. Poor results not only have a negative impact on the image of the agency, but also threaten the future of the organization. It is unlikely that an organization whose performance is poor would get any future reference or even contracts. Besides, the agency delivering such services needs to be well endowed with adequate resources. These include money, time and knowhow (Katherine & Ellen, 2009). These resources are mandatory for any success to be accomplished. They enable the agencies to finish their tasks in timely manner. In addition, they also affect the quality of service delivery. Quality and timely service delivery boosts the confidence of the population in the performance of the agency. This then ensures future growth and population confidence with the agency as contracts can be renewed and secured. Katherine and Ellen (2009) affirm that for any service delivery to be successful, trust is of essence. This should be mutual. They also argue that building trust of a diverse population can be a tricky affair. They suggest that agencies should draw part of their staff from the population. They argue that the agency may not be aware of part of the cultural expectations of the population. Besides, they may not understand the local language, a tool that is very basic in as far as communication is concerned. Poor communication system impacts directly on service delivery as misunderstandings are bound to occur. The agency should also respect the culture of the population in order to successfully deliver its services. Cultures tend to vary considerably and it is important that the agency understands every bit of the population’s culture. For instance, some populations prescribe different dress code for different persons. Although this may not be an issue in an urban population, it is highly significant in a rural setting. Contravening such may negatively impact on service delivery. In extreme cases, the service delivery may even be halted Conclusion The delivery of human services can be a very sensitive process. Utmost care need to be taken to ensure that the population approves of the agency’s performance. This will enable the agency to carry out its activities with ease, all for the benefit of the population. Above all, the agency should market its brand to the population to gain aspect of positive association.

Analysis of Dubai Development Model with relevance to India

Table of Contents l. Introduction and Dubbed Policy Relevance to India II. Challenges faced by both India & Dubbed Ill. Policy Changes – What can be adopted by India & Dubbed from each other IV. Business Context of the policies in India & Dubbed V. References To: The Leaders of the Business Association of India From: Hull Consultancy Group Date: Reason: Analysis of Dubbed Development Model and relevance to India Dubbed Is one of the most flourishing clues In the world attracting people from all over the world with a strong economy.India being a part of the BRICE nations and with the ambition of being perceived as a developed nation need some changes economically and politically. Could the Dubbed model work in India? L. To analyses how Tuba's model can be relevant to India we need to look at various different factors. Looking at the model of Strategy, Structure and Resource we could make some comparisons of how Dubbed is similar to India. Dubbed India Relevancy Strategy Economi c Development Political Stability Import Talent & reliance on foreign companies in Dubbed. Logistical Hub and this promoted with good port facility.Strong ties with other Emirates Strong & Continuous Leadership Relaxed religious laws although still Islamic focused. Focus on education, medical & engineering sectors good. Primary sector of Agriculture not ignored. Infrastructure development, cities and broadband development is another major focus. Political Stability Member of the BRICE countries. Democratic government with secular laws. Relevant Infrastructure development at the ports as the south of India is also strategically located. Strong ties between cities Egg: Bangor & Hydrated can be made Low Relevance One leader strategy may not be applicablePolicy of importing talent for domestic needs. Structure City vs. Rural Development Education system City vs. Rural Cluster focused for companies and development towards ABA Dhabi close to the coast line. Old Dubbed vs. New Dubbed Educa tion System Focus is on introducing more foreign universities. Satellite city structure. New development outside major cities towards small towns. Egg: Whitfield, Oneida. Infrastructure development in rural areas. Good education system after British colonization. Science & Engineering has special focus. Focus on rural areas education. Cluster structure could be replicated.It is already done in a few places but could be done in most cities. More foreign universities can be introduced in India. Not Relevant Old city vs. New City is already in place in some cities. Egg: Delhi Resources Natural resources Human Resources Population- Low Manpower (Skilled, Unskilled, Technical)- Low Natural Resources- Low Alliance with ABA Dhabi for resources- High Population- Very high Manpower (Skilled, Unskilled, Technical)- High Natural Resources- High Alliance with other states or countries for resources- Low Alliance with neighboring countries or other BRICE countries for resources can be Dade.II. T o analyses if Tuba's model can be adopted by India, the challenges faced by both countries should be analyses further. Policies used by Dubbed for the above mentioned challenges are: 1 . Quality of Education: AAU government invested up to Dabbed invested on improving general education. Solution : They have a partnerships with several international schools in order to improve their education system. 2. Policy relevance to India is low. Main issue faced by India is inaccessibility in rural areas.Extreme poverty is another problem Solution- Mandatory CARS activities enforced by the government. Secondly broadband services to provide education by internet in inaccessible areas as done in Gujarat . 3. Quality of Health care : Expanse have expressed their lack of confidence in the Dubbed Health care services. Solution: To improve medical quality partnerships with international organizations like ‘John Hopkins' and ‘Cleveland ‘ medical centre have been made. Policy relevan ce to India is low.Issue is infrastructure with lack of sanitation and clean water causing illness. Lack of roads or transport makes it difficult for unmet needs to be fulfilled. Solution: Having infrastructure projects like the ones in Gujarat as initiated by the current prime minister is a better solution then attracting foreign medical care. 4. Expiate Migration : Tuba's over reliance on expiate employees. Competition from nearby countries like Qatar and Oman. Solution : Better infrastructure, attractive surrounding and tax free policy Similar problem with rising unemployment.Solution: Foreign companies can be attracted like in Dubbed but a realistic solution would be to encourage local entrepreneurship in order to create Jobs. Dubbed is conscious about the over reliance on fossil fuels to generate power Solution: Collaborations with Policy relevance to India is again low. Energy requirement in India is massive compared to AJAX. There are local companies with renewable technologi es which needs to be promoted. Solution: Collaborating with foreign companies is a temporary solution though it can be done.Natural gas exploration and nuclear energy long term solution. Ill. Many of the policies used for Dubbed are not recommended for India. These are because of many reasons like the Population, different Industrial focus, focus on domestic development including talent and technology. To further analyses this and understand what policy changes can be adopted for either India or Dubbed we need to look at the and the ‘Fragile Failed State' Index. The Fragile State Index, is an index which focuses on the stability of the nation on 3 different factors: 1.Economic: Uneven economic development, Severe Economic decline 2. Social: Demographic pressures, Massive refugee movement, Group grievances 3. Political: Crystallization, Progressive Deterioration, Security apparatus , Ethnic cleansing Based on these criteria, India is ranked at 81 which is categorized as ‘ High Warning and I-JAKE is inked at 143 which is considered a stable society. Under Economic , India has huge inequality in incomes and some states like UP, Briar are not highly developed. There are refugees movement and grievances from the lower class or religious sectors in society.Politically India is democratic and secular and given the religious and cultural diversity in India that an Autocratic rule would only increase the trouble in the country. Policies which India could copy from I-JAKE is to have infrastructure development, which could be awarded to foreign companies as this is the major problem in India. Better infrastructure could lead to solving some of the other problems like better education, reducing group grievances when people have the same basic facilities, and make uniform economic development.Security could improve with better roads and reaching in time . Infrastructure and roads have been a key element of all great civilizations starting from the Romans till mo dern countries like I-JAKE , Germany and the USA. If Infrastructure development has to be rapid foreign investment and companies would be essential. Having one religion and an autocratic government with very low population solves means that AAU does not face cost of the problems which India faces and thus makes it a very stable economy.However their reliance on foreign investment and technology, education is too high. This could bring about economic downturn to I-JAKE in the future. The change of policy which I-JAKE requires is to increase the amount of local universities and improve local education and businesses. A major aspect of doing business in any new country could be the ‘Corruption' in the country and ‘Business regulations' in the country. The ‘Ease of Doing Business' index helps analyses the conduciveness of a country to start a business.The factors considered are Infrastructure, Poverty ratio, Credit lines available, Tax rates, Educations standards , Reg ulations etc. Based on these criteria lets compare India to I-JAKE India- ease to do Business, Rank-134 Factors favorable are: Improving infrastructure Highly educated society Annual GAP expected to increase and best in South Asia Factors unfavorable are: Infrastructure still poor in many parts IN per capita is low Regulations are rigid High taxes Low credit lines as compared to I-JAKE Political rules favoring local companies Factors favorable are : Good infrastructure No taxesHighly educated people (mainly expanse though) Good autocratic leadership conducive to business High IN per capita Annual GAP best in MEAN region Factors unfavorable Expensive to run a business Need to attract talent from abroad Corruption is another major factor which businesses consider. According to the ‘Corruption Index' I-JAKE ranks at 26th whereas India ranks at 94. This shows that there could be a fear of corruption for businesses to enter India. ‘V. Businesses in India could play a major ro le in making some minor changes which would enable the country to become more business conducive.Collaborations or JP with foreign companies- This would attract more funds which would enable them to expand faster and also reduce unemployment. CARS activities to improve education and sanitation facilities. If CARS activities are not feasible Join with Social welfare groups like ‘Magic Bus' Transparency in business activities and raise awareness to reduce corrupt activities. Work closely with government to improve their sustainability and becoming energy efficient. Factories investing in machinery to have energy efficient equipment. Business in Dubbed could also take certain steps awards helping the local Political and Economic situation.Work with local universities and help hire local Emirate graduates. Take specific measures towards Energy conservation and sustainable measures Medical related companies can provide training for local Emirates. Considering the various factors th ere are some ideas and policies that either country can adopt. However the two countries are vastly different. While AAU is an autocratic society, it mainly focuses on one major sector locally which are the Emirates. Decisions are made and executed quickly as no consensus is required from the caked by huge funding which enables them to accomplish their goals.However in the long run the reliance on the foreign countries cannot be relied upon and local education and entrepreneurship definitely needs to be improved like what is been focused in India. India on the other hand is a very diverse society and it cannot focus on any major ethnic group. As it is also a huge country with a population of 1. 2 billion decision cannot be made by an individual. The consequences have to evaluated. Also despite the availability of natural resources funding is not as direct and easy like in Dubbed.Like some of the European countries they try to focus on agriculture and education, as in the long run th is would make their society self-reliant and not lament the lack of natural resources. There is a need for infrastructure in the form of roads of pipelines and sanitation facilities but the funding is not direct. Hence the rule of a mandatory CARS fee is created. Lastly to have a long term sustainable economy they need local entrepreneurship which they are focusing in many different areas like Finance, Infrastructure, Engineering, and Renewable Energy.

Free Essays on A Rumor Of War

â€Å"As wretched, awful and savage as any war can get, all wars have this element of thrill and excitement in them†¦Ã¢â‚¬  Caputo said, in an interview with CNN. A Rumor of War was just that, it discussed everything from gruesome encounters with the Viet Cong to descriptions of the horrible weather. Philip Caputo’s, the author of A Rumor of War, use of vivid language made the book come alive, as if it were a movie. Philip Caputo was not only an amazing Marine Lieutenant, but he was also a very talented writer. This book was the first book that dealt with Vietnam reasonably and it gave people a sense of what the war was like. Philip Caputo, born in Chicago in 1941, went into the Marine Corps straight out of high school. He learned everything he needed to know at Quantico in Virginia. Caputo first landed in Da Nang in 1965 and was still as intrigued with war as he was at age 24. He, along with the other U. S. ground combat marines, expected to be there for a period of time between 30 to 90 days. However, he was on a tour of duty for 16 months and served as a Platoon leader for One-Three and lead his men through several of their life changing experiences. After a while he was assigned as the assistant adjutant because the former one, Lieutenant Schwartz, was going to take command of a rifle company. Caputo was not very thrilled about his switch, but he went with his head held high. While he was the assistant adjutant he had to count the bodies and tally them up. Not long after, he volunteered for a line company in the First Battalion. There, he was put in charge of a Platoon leader for C Company. While he was there, his platoon had many encounters with the Viet Cong. In the year of 1966, Philip Caputo’s experiences ended in a court-martial when two of his troops killed two civilians. Once he returned home, he was sent back to Vietnam, but this time he was a consultant for the Chicago Tribune. A Rumor of War was an ama... Free Essays on A Rumor Of War Free Essays on A Rumor Of War â€Å"As wretched, awful and savage as any war can get, all wars have this element of thrill and excitement in them†¦Ã¢â‚¬  Caputo said, in an interview with CNN. A Rumor of War was just that, it discussed everything from gruesome encounters with the Viet Cong to descriptions of the horrible weather. Philip Caputo’s, the author of A Rumor of War, use of vivid language made the book come alive, as if it were a movie. Philip Caputo was not only an amazing Marine Lieutenant, but he was also a very talented writer. This book was the first book that dealt with Vietnam reasonably and it gave people a sense of what the war was like. Philip Caputo, born in Chicago in 1941, went into the Marine Corps straight out of high school. He learned everything he needed to know at Quantico in Virginia. Caputo first landed in Da Nang in 1965 and was still as intrigued with war as he was at age 24. He, along with the other U. S. ground combat marines, expected to be there for a period of time between 30 to 90 days. However, he was on a tour of duty for 16 months and served as a Platoon leader for One-Three and lead his men through several of their life changing experiences. After a while he was assigned as the assistant adjutant because the former one, Lieutenant Schwartz, was going to take command of a rifle company. Caputo was not very thrilled about his switch, but he went with his head held high. While he was the assistant adjutant he had to count the bodies and tally them up. Not long after, he volunteered for a line company in the First Battalion. There, he was put in charge of a Platoon leader for C Company. While he was there, his platoon had many encounters with the Viet Cong. In the year of 1966, Philip Caputo’s experiences ended in a court-martial when two of his troops killed two civilians. Once he returned home, he was sent back to Vietnam, but this time he was a consultant for the Chicago Tribune. A Rumor of War was an ama...

3 Ways To Increase the Pressure of a Gas

3 Ways To Increase the Pressure of a Gas One common science homework question is to list 3 ways to increase the  pressure of a gas container or a balloon. This is an excellent question because answering it helps you understand what pressure is and how gases behave. What Is Pressure? Pressure is the amount of force exerted over a unit of area. P F/A Pressure Force divided by Area As you can see from looking at the equation, two ways to increase pressure are to increase the amount of force or decrease the area over which it is exerted. How exactly do you do that? Thats where the Ideal Gas Law comes into play. Pressure and the Ideal Gas Law At low (ordinary) pressures, real gases behave like ideal gases, so you can use the Ideal Gas Law to determine how to increase the pressure of a system. The Ideal Gas Law states: PV nRT Where P is pressure, V is volume, n is the number of moles of a gas, R is Boltzmanns constant, and T is temperature If we solve for P: P (nRT)/V Three Ways to Increase the Pressure of a Gas Increase the amount of gas. This is represented by the n in the equation. Adding more molecules of a gas increases the number of collisions between the molecules and the walls of the container. This raises pressure.Increase the temperature of the gas. This is represented by T in the equation. Increasing temperature adds energy to the gas molecules, increasing their motion and, again, increasing collisions.Decrease the volume of the gas. This is the V in the equation. By their very nature, gases can be compressed, so if the same gas can be put into a smaller container, it will exert a higher pressure. The gas molecules will be forced closer to each other, increasing collisions (force) and pressure.