Gutierrez Surname Meaning and Origin

Gutierrez is a patronymic name meaning son of Gutierre (son of Walter). Walter is a Gremanic name meaning he who rules, and Gutierre is the Spanish word meaning the same thing. Gutierrez is the 24th most common Hispanic surname. Surname Origin Spanish Alternate Surname Spellings Gutierres, Guterrez, Guterres, Guterez, Guteres, Butierrez, Butierres Famous People With the Surname Gutierrez Esteban Manuel Gutià ©rrez Gutià ©rrez (born 1991): Mexican Formula One racing and Mercedes test driverRichard Gutierrez (born 1984): Filipino film and television actor and commercial modelRuffa Gutierrez (born 1974): Filipina actress, model and beauty queen, Ms. WorldLuis Vicente Gutià ©rrez (born 1953): U.S. politician from IllinoisSidney M. Gutierrez (born 1951): retired USAF colonel and NASA astronaut Genealogy Resources for the Surname Gutierrez 100 Most Common U.S. Surnames Their MeaningsSmith, Johnson, Williams, Jones, Brown... Are you one of the millions of Americans sporting one of these top 100 common last names from the 2000 census? Gutierrez Family Genealogy ForumSearch this popular genealogy forum for the Gutierrez surname to find others who might be researching your ancestors, or post your own Gutierrez query. FamilySearch - GUTIERREZ GenealogyFind records, queries, and lineage-linked family trees posted for the Gutierrez surname and its variations. Sources Cottle, Basil. Penguin Dictionary of Surnames. Baltimore, MD: Penguin Books, 1967.Menk, Lars. A Dictionary of German Jewish Surnames. Avotaynu, 2005.Beider, Alexander. A Dictionary of Jewish Surnames from Galicia. Avotaynu, 2004.Hanks, Patrick and Flavia Hodges. A Dictionary of Surnames. Oxford University Press, 1989.Hanks, Patrick. Dictionary of American Family Names. Oxford University Press, 2003.Smith, Elsdon C. American Surnames. Genealogical Publishing Company, 1997.

Shangri-La Case Study - 1881 Words

1.0 INTRODUCTION: SHANGRI-LA HOTELS RESORTS [pic] The hospitality industry constitutes an economic sector with the fastest growth worldwide. At present, the industry continues to receive recognition as a profitable and progressive industry. The hospitality industry offers diverse opportunities for employees and varied services and features to customers. This means that overall industry actual and potential provisions are unlimited, which accounts for continuous shifts or adjustments contributing to industry viability. Diversity in employment and service offerings of the international hospitality industry has resulted to the higher number of people employed in the hospitality industry more than in manufacturing firms.†¦show more content†¦The culture also encouraged employees to take responsibility for customers’ satisfaction. Shangri-La Care Shangri-La Philosophy was to develop local talent to world class expectation. The company launched its culture training program. î€ Care Module 1: Shangri-La Hospitality from caring people. î€ Care Module 2: Delighting Customer î€ Care Module 3: Recover to Gain Loyalty î€ Care Module 4: Take Ownership Compensation System The three-tier compensation structure was designed to support organizational goals at various levels. At the first level, which included hotel general managers and division heads, compensation included a salary and a bonus. The bonus was tied to financial results (i.e., gross operating profit and gross operating revenue attainment) to help hotels reach goals. Compensation for the second tier, which included level two and three employees, was linked to financial results and, more specifically, to customer satisfaction and customer loyalty scores, which were key indicators of how well Shangri-La executed its strategy. In the third tier, which included level four and five employees, there was a common bonus pool that linked compensation not to individual performance, but to overall property performance. Career Path The company’s career path was designed toShow MoreRelatedShangri-La Case Study2914 Words   |  12 PagesShangri-La Hotels Shangri-La Hotels and Resorts is a deluxe Asian hotel chain and was founded in 1971 in Singapore by the Malaysian-Chinese tycoon Robert Kuok. The name Shangri-La means â€Å"eternal youth, peace and tranquility† and embodied the serenity and service for which the hotel chain was renowned throughout the world. As of 2006, Shangri-La had four main business segments: hotel ownership and operations, property development including commercial buildings and serviced apartments, hotel managementRead MoreShangri-La Case Study2398 Words   |  10 Pages1. What are the key elements of Shangri-La Hotel’s strategy? Which of the five generic competitive strategies described in Chapter 5 is the company employing? What is Shangri-La’s strategy for competing internationally? Firstly, the elements involved in a company’s strategy can be separated into two categories: internal and external ones. Based on our research, we believe that the key elements that in Shangri-La’s strategy are the internal ones that include management, organisation culture, employeeRead MoreAnalysis of Shangri-La Hotels3173 Words   |  13 Pages 2. Overview of Shangri-La Hotels amp; Resorts ----------------------------------------- 1 3. Board environment analysis -------------------------------------------------------- 2-3 4. Organizational resources of Shangri-La ----------------------------------------- 4-5 5. Hotels’ Strategies -------------------------------------------------------------------------6 6. Key issues confronting the Shangri-La --------------------------------------------7-8 Read MoreChange Management- Shangri-La 20003516 Words   |  15 PagesChange Management- Shangri-La 2000 Introduction The paper reviews the changing event of organizational culture of Shangri-La Asia Limited (hereinafter referred to as â€Å"Shangri-La†) held in the 1990s. In spite of enjoying some appreciable profits and rapid development of the scale of the company in the early 1990s, their management concerned the urgency of change in organization culture in order to enhance customer loyalty through creating a common goal and a set of common values within the organizationRead MoreLabour Turnover8464 Words   |  34 Pagesis especially true in the case of the hospitality industry. In this industry, the focus is more on the service rendered to the public; hence there is a distinct possibility for it to be indistinguishable and interchangeable. Though the external environment has been regarded by numerous organisational studies to be one of the key elements for organisational success, this end could not be achieved without initially having a strong and stable internal environment. This study will focus on that elementRead MoreHow Hotel s Management Attitude And Approach Towards Negative Comments Essay1845 Words   |  8 Pagesdescriptive research is to determine the goal of the study, which is this case is to evaluate how hotels respond to negative comments in user-generated review websites and how their response resonates with the existing and potential guests. According to Lane (2012), developing an objective of the study guarantees that the data collected are pertinent to the questions raised. Step 2 The next step is to design the methods of data collection. Since this study focuses on negative comment on travel websitesRead MoreBenefits Of Television Travel Programs Essay1449 Words   |  6 Pagescommunication strategy. But most studies of TV travel programs are with the attention being given to tourism management and tourism economy, there has been few studies on the cross-cultural communication of travel programs. Therefore, the study of Travelogue’s past prosperity and today’s running state in the perspective of cross-cultural communication may fill the research blank. In this paper, the author lays points on both content and format of the program. Firstly, theme study of content includes the geographicalRead MoreScientific Management vs Human Relations1608 Words   |  7 Pagesworkers’ social welfare, needs, and health will increase the productivity, as Mayo saw the worker as a ‘Social Man’. That feeling of importance also meant workers were generally happier, which in turn enhanced their work output, as proven in Hawthorne study. According to Taylor, scientific management uses stopwatch method to get standard time and standard output of work. Taylor measured the time taken to complete certain task and made it the standard time for every worker. All unnecessary movementsRead MoreHotel Continental Case Study2318 Words   |  10 PagesCase Study: Hotel Continental Prepared by: William Andrew G. Bulaqueà ±a Ricci A. Tilos Nympha Marie R. Rubin Sheila Mae N. Chua Tristram A. Gamo John Paul T. Antiquiera Safie Jane M. Ayco MGT 12-G Prepared for: Asst. Prof. Dina Wong – Remoto HOTEL CONTINENTAL In July 1989, Mr. Oscar Mendoza, owner of Triumph Tours read in the newspapers an advertisement for the leasing of Hotel Continental’s facilities. During the last six months, Oscar Mendoza has been seriously thinking aboutRead MoreOnline User Generated Content ( Ugc ) Essay2241 Words   |  9 PagesConsequences of Negative Comments Recent studies analysing the effects of negative comment suggest that they influence both customer’s decisions and hotel’s sales (Blal Sturman, 2014; Shivagangadhar et al, 2015; Min et al, 2014; Oguta Cezara, 2012). Internet technology has become commonplace and most individuals use the internet to search for or provide information. This explains the popularity of travel review wesites such as TripAdvisor and Expedia. A 2013 study conducted by TripAdvisor and PhoCus

1920 Baseball Free Essays

How the 1920s Forever Changed Baseball It should come as no surprise to a majority of Americans that baseball is considered America’s national past time. In fact, for many people baseball has always been an enormous part of every day life. People are exposed to baseball through multiple mediums such as television, newspapers, and even the radio. We will write a custom essay sample on 1920 Baseball or any similar topic only for you Order Now When did this obsession start for the citizens of America? The 1920s is known as the Golden Age of Sports. While many sports started to emerge during this decade, baseball was already established in 1875 and rapidly gaining popularity. Multiple factors affected the way that baseball changed during the 1920s. Due to its increased popularity of baseball and certain aspects of the game, the 1920s created what is known as modern day baseball. Previous to 1910 a rubber-centered ball was used, which had â€Å"less resiliency than the modern cork-centered baseball. † When baseball switched to the cork-centered ball in 1910, â€Å"batting averages shot upward phenomenally, but the managers continued long afterwards to employ the ‘scientific’ strategy† (Mandell 131). Before the cork-centered ball, the game was dominated by extraordinary pitchers and batters who had difficulties hitting (Mandell 130). Walter Johnson was considered the decade’s best pitcher and totaled 3,497 strikeouts and 113 shut outs in his career (Mandell 130). Once the ball was changed the game became more interesting by having the game now balanced between the offense and defense. This made it possible for listeners to be entertained listening to a ball game instead of constantly having to go to watch the game. During this decade and the decade before, mass production made the radio a staple in most households in the United States. The wide scale production made radios much more affordable for common families. â€Å"By 1925, 40 percent of workers in the United States earned at least $2000 annually †¦ and many enjoyed shortened workweeks, which gave them increased leisure time† (â€Å"The 1920s: Sports: Overview† 1). With the excess money that the workers now possessed, they would go out and buy, â€Å"among other items, automobiles, radios, and tickets to movies and athletic events† ((â€Å"The 1920s: Sports: Overview† 1). Swarms of people were going to stadiums to watch their favorite team compete. More people went to baseball games, more people followed baseball, and more people played baseball for fun than any other sport† (â€Å"The Golden Age of Sports† 1). No other sport was as prominent as baseball was during the 1920s. A major draw to baseball was that it was a new form of theater. â€Å"The sheer drama of baseball was yet another attraction. Baseball had a cast of well-defined heroes and villains, familiar plots, comedy, and the unexpected† (Rader 129). Baseball proved to be able to produce larger-than-life characters, or the â€Å"heroes,† time after time. To name a few there was, most notably, Babe, Wahoo Sam, and Bugs. In every game, the umpire served the purpose of the villain (Rader 129). While people in the 1920s might not have had the financial excess to spend money on seeing a Broadway play or other large-scale theater productions, baseball games had the same attraction for a lesser price. While many well-to-do people did attend baseball games, â€Å"†¦ every mother’s son from banker to bum is eligible for membership in the Benevolent Brotherhood of Baseball Bugs† (â€Å"The National Pastime in the 1920s: The Rise of the Baseball Fan† 1). Everyone was welcome to play participate in baseball, whether it be as a spectator or player. At this time baseball was not just for one race either. People of all races and backgrounds played baseball. For example, in 1920 Andrew â€Å"Rube† Foster founded the Negro National League, NNL, so that when baseball was finally integrated the black and Hispanic players of the time would be ready for the challenge (Heaphy 39). Even men that did not come from well-respected upbringings were immediately accepted into the world of baseball. George Herman Ruth Jr. , more commonly known as Babe Ruth, was the prime example of how accepting baseball was. Babe grew up in Baltimore, Maryland and said, â€Å"†¦ he became a ‘bad kid,’ who smoked, chewed tobacco, and engaged in petty thievery. † When Babe turned seven â€Å"his parents sent him to the St. Mary’s Industrial Home for Boys, and institution †¦ for †¦ delinquents. † (Rader 178). After twelve years in the home and building his baseball reputation, Babe was drafted to the Baltimore Orioles and the Boston Red Sox (Rader 178). Babe wrote in an autobiography, â€Å"The greatest thing about this country is the wonderful fact that it doesn’t matter which side of the tracks you were born on, or whether you’re homeless or homely or friendless. The chance is still there† (Rader 178). All people of different races and upbringings were brought together through baseball, as spectators and players, although the sport would not be integrated until 1947. The popularity of baseball greatly affected the way that the sport would change. Without the demand of the spectators, certain changes would not have been made to the game. The most marked feature of the new sporting landscape was the ascendancy of ‘big-time’ spectator sports, that is, sports that were attracted and were designed for mass audiences† (Rader 173). Baseball changed from a player-centered sport to a spectator-centered sport. In American Sports it says that: After 1920 the fans virtually dictated the character of Ame rican sport history. Even the ethos and structure of ‘amateur’ sports like Little League Baseball and high school football resembled their professional counterparts more than the player-centered sports of an earlier era. In principle, if not in practice, amateur sports had been for the pleasure and benefit of the players; in short, the athletes ‘played. ’ But with the ascendancy of the spectators, the athletes ‘played’ for the fans; sports then became a form of ‘work. ’ (Rader 173) Baseball eventually became a consumer run industry. Magnificent stadiums were beginning to be built during the 1920s, beginning with Yankee Stadium in 1923 (Rader 128). â€Å"The massive baseball parks, built of concrete and steel, bore mute testimony to the values Americans place upon baseball. The fans saw the parks as more than a place for commercial amusement, the stadiums were also a â€Å"king of civic, religious sanctuary representing and entire community† (Rader 128). Judging solely on the change of the stadiums from rustic to urban, it’s clear that America was changing baseball into a larger-than-life, commercialized industry. Before Babe, fans were loyal to ce rtain teams, but Babe changed the face of baseball, making the fans more player-loyal. Apart from the enormous increase in the popularity of baseball during the 1920s, Babe Ruth was extremely influential in how the game is now. Paul Gallico, a sports-writer, said, â€Å"In times past we had been interested in and excited by prize fighters and baseball players, but we have never been so individually involved or joined in such a mass outpouring of affection as we did for Ruth† (Rader 179). Not only did Babe change the focus of the spectators to the individual players from the team, he set a new standard in the amount that players should expect to be paid. Christy Walsh became Babe’s literary agent and â€Å"†¦ as Ruth’s ‘literary agent’ he increased Ruth’s writing income from $500 to $15000 in the first year† (Rader 181). Most players made less than $10000 a year playing professional baseball. By the time Babe was at his highest point, he was making close to $3 million from playing and outside endeavors relating to baseball (Rader 181). Other than the amount that he was paid and how America idolized him, Babe Ruth undoubtedly changed the history of baseball forever by making the homerun a common feature of the game. Before Babe, homeruns were not common, especially out-of-the-park homeruns. Outfielders played very shallow, which caused inside-the-park homeruns more frequently than seen today (Rader131). Babe Ruth shattered that normality by hitting out-of-the-park homeruns like no one had ever seen before. Baseball was forever influenced by the skill, idolization, and salary of Babe Ruth. There is no denying that baseball has long been considered America’s pastime, but it was not always like that. The game grew immensely in the 1920s and morphed into the baseball that is around today. One distinguishing and very important quality of baseball was the (however much the game did, indeed, resemble games played in many places for millennia) it was believed to be historically and exclusively American† (Mandell 180). Growing up with parents that were actively involved in athletics throughout their adolescent life, sports were an enormous part of my and my brothers’ lives. Starting a t age six I began playing tee-ball and from there moved onto softball, while my brothers did the same, except moved onto Little League. The popularity of professional baseball was evident even in tee-ball and Little League by having the teams named after the professional teams. It is obvious that the popularity in the 1920s continue into modern day baseball, not only by the growing number of fans, but almost how professional baseball has affected the amateur level of baseball. Work Cited Heaphy, Leslie A. The Negro Leagues 1869-1960. 1st . Jefferson: McFarlandCompany Inc. , Publishers, 2003. Print. Mandell, Richard D. Sports A Cultural History. 1st . New York: Columbia University Press, 1984. Print. Rader, Benjamin G. American Sports. 1st . Englewood Cliffs: Prentice-Hall, 1983. Print. Sumner, Jim. â€Å"The Golden Age of Sports. † North Carolina Museum of History. American Social History Products, Inc. , n. d. Web. http://www. ncmuseumofhistory. org/collateral/articles/s04. golden. age. sports. pdf. â€Å"The 1920s: Sports: Overview. † American Decades. 2001. Encyclopedia. com. 4 Dec. 2012 http://www. encyclopedia. com. . â€Å"The National Pastime in the 1920s: The Rise of the Baseball Fan. † History Matters. American Social History Products, Inc.. Web. http://historymatters. gmu. edu/d/5087/. How to cite 1920 Baseball, Essay examples

Analyze The Development Of Tom Joad In The Grapes Of Wrath Essay Example For Students

Analyze The Development Of Tom Joad In The Grapes Of Wrath Essay If you consider Ma Joad concrete then consider Pa limestone The Grapes of Wrath by John Steinbeck, shows a whole family and their struggles. The grapes of Wrath is modeled after a biblical reference to the Israelites, gods chosen people. They also left their land, Egypt, and wandered into the desert for many years,searching in vain for a promised land, the land of milk and honey. A lot like the Israelites, many farmers in the middle of the country began migrating to California. The Joads I believe had no choice but to leave the dust bowl to find work. They also had to cross the desert and lost the life of Grandma Joad in the process. During the depression the Joads farm was foreclosed. Them and all around them were driven from their land. The depression caused all to be extremely poor. If this hadnt been the case the migrants would have all made it to the west coast a lot easier. The country set itself up during the depression in a way that caused only a vicious circle. The country was in a rut and held itself there. Steinbeck was trying to capture an average depression swept family. In this search he created the Joads. Banks began to foreclose on farms and people became homeless. The losses of everything they owned caused people to have no choice. The only way was to leave. They were driven from their land. A difficult struggle lied ahead for the people. They left with everything they owned. There was so little, they strapped it onto, usually to a rundown old pick-up truck. With Steinbeck trying to show the real life issues intermitanly introduced all the political aspects and outlooks of the depression. He would, in odd chapters, show the aspects that lay for everyone, not just the Joads. Stein beck often showed the prejudice and hatred for the migrants. Somewhere around the middle of the book an okie family stops at a roadside 66 truck stop. They are hoping to buy some bread with the mere money they have rationed. The waitress is very bitter and tries to get rid of the man. She turns down his needs for a half a loaf of bread. her boss turns and reprimands her. The man is sold a small amount of br ead for his money. The man turns to see his little boys gazing at the candy case. It eats at his stomach to know that he cant afford to buy his boys candy. The man timidly asks if t!he candy is penny candy. The waitress replies no. The man aches. The waitress turns and states that its two for a penny. Smiling as they head down the road the waitress feels good about herself as the candies were a nickel a piece. The depression and all the migrant brought a lot of spite and anger. But in a few cases it also caused people to draw up a kinder side of the waitress Mae, was shown by Steinbeck. Probably the biggest act of kindness Steinbeck shows is in the end of the novel. The biggest symbols found by myself lead to the loss. Rose of Sharon Joad loses her baby before she delivers. Afterwards, as were very familiar with comes great flooding. This is where Steinbeck shows the coming generosity. Rose of Sharon breast feeds a starving stranger, saving a life. The effect on people because of the depression is shown by Steinbeck. He shows the kindness and the bitterness that came to our country. The effect comes from death and poverty just the same as any time period but the cause was much stronger- the depression. .u3cad99dbf32d76aa29a4c086a155ed1d , .u3cad99dbf32d76aa29a4c086a155ed1d .postImageUrl , .u3cad99dbf32d76aa29a4c086a155ed1d .centered-text-area { min-height: 80px; position: relative; } .u3cad99dbf32d76aa29a4c086a155ed1d , .u3cad99dbf32d76aa29a4c086a155ed1d:hover , .u3cad99dbf32d76aa29a4c086a155ed1d:visited , .u3cad99dbf32d76aa29a4c086a155ed1d:active { border:0!important; } .u3cad99dbf32d76aa29a4c086a155ed1d .clearfix:after { content: ""; display: table; clear: both; } .u3cad99dbf32d76aa29a4c086a155ed1d { 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; } .u3cad99dbf32d76aa29a4c086a155ed1d:active , .u3cad99dbf32d76aa29a4c086a155ed1d:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u3cad99dbf32d76aa29a4c086a155ed1d .centered-text-area { width: 100%; position: relative ; } .u3cad99dbf32d76aa29a4c086a155ed1d .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u3cad99dbf32d76aa29a4c086a155ed1d .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u3cad99dbf32d76aa29a4c086a155ed1d .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; } .u3cad99dbf32d76aa29a4c086a155ed1d:hover .ctaButton { background-color: #34495E!important; } .u3cad99dbf32d76aa29a4c086a155ed1d .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u3cad99dbf32d76aa29a4c086a155ed1d .u3cad99dbf32d76aa29a4c086a155ed1d-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u3cad99dbf32d76aa29a4c086a155ed1d:after { content: ""; display: block; clear: both; } READ: Bipolar Disorder Essaywww.123student.comWords/ Pages : 608 / 24

The Young Offenders Act Essays - Criminal Law, Young Offender

The Young Offenders Act This essay was written to show the advantages and disadvantages of the Young Offenders Act over the previous Juvenile Delinquents Act. Also it should give a theoretical underezding of the current Canadian Juvenile-Justice system, the act and it's implications and the effects of the young offenders needs and mental health on the outcome of the trials. In the interest of society the young offenders act was brought forth on april second 1984. This act was created to ensure the rights and the needs of a young person. Alan W. Leshied says "On one hand the justice and legal objectives of the act are being effectively realized while on the other hand the needs and treatment aspects of it leave much to be desired." The research of the Young offenders act is still ongoing but Leshied says that it is becoming clear that the custody positions have been in dispute since the act came into effect. The old Juvenile delinquency act states in section 38 "The care and custody and discipline of a juvenile delinquent shall approximate as nearly as maybe that which should be given by his parents, and... as far as practability every juvenile delinquent shall be treated, not as a criminal, but as a misguided and misdirected child . . . needing aid, encouragement, help and assiezce."(Page 72) If a youth is close to the adult age of 18 years they could be transfered to the adult justice system. This means that they would be given the same sentences as an adult including and up to life in prison. Many people have tried to correct this problem that they see as a weakness. Yet, so far their attempts have failed. Another weakness they find, is that the courts are expensive and unsatisfactory methods of dealing with crime that is not very serious. Before the fabrication of legal aid most young offenders were not able to obtain legal services. "Subsection 11 (4) provides that, were a young person wishes to obtain counsel but is not able to do so, the youth-court judge shall refer the young person to the provincial legal-aid, or assiezce program. If no such program is available or the young person is unable to obtain counsel through an available program, the youth court judge may, and on the request of the young person shall direct the young person to be represented by counsel." To establish a relationship between the young offender and the lawyer, thew lawyer must be able to receive instructions from his/her client. Usually there is little difficulty either receiving or carrieing out the instructions of his/her client. Special problems can arise when the client is a young person. The problems faced by this, is the young person may not be able to communicate with counsel. While the lawyer and young person need not a specific statement for the client as to a preferred outcome it should take form of a general expression of the client's feelings or attitudes in the major issues of the precedings the young person must be able to make decisions that may hold significant repercussions. Mental health of the young offender can also be a problem. Currently this issue is not addressed in the Young Offenders Act, before the mental health act can be enacted, extremely dangerous behaviour must be displayed. Before the age of 16 they are sometimes placed in hospitals for a short time under the authority of the legal guardians.

comparing computers essays

comparing computers essays At home I have Microsoft Office, not the 2000 version but I can tell you this program is like no other when it comes to presentation and processor capabilities. It is the cadillac of the programs. I have contemplated getting the office 2000 version however I am told it is very complicated and not generally for home or small business use. It is generally for the company that networks and moves around on the world wide web. As far as their database goes, it is also fairly good with Microsoft Access however transporting the database into other programs is still difficult in that it is complicated. Publisher 2000 is again an added boost to this program since it is able to help you with any publication/presentation, mailings and so on. The cost is high also which makes it less attractive for the small business owner. Microsoft Back Office, Small Business Server, is just that, a server. The cost is more reasonable however its capabilities are limited. Arc Server IT 6.6 is an excellent program for a small business because it has great database movement capabilities. Its backup and security programs are terrific which is paramount for a small business. I have know small business owners who have spent hours trying to recoup their database. It can cost them a lot of time and money with this type of a problem. This company also provides help, 24 hours of the day which is the biggest help for these store owners. There is almost no amount of money that can surpass this quality. ...

Explain the crime of genocide Essay Example | Topics and Well Written Essays - 3500 words

Explain the crime of genocide - Essay Example The word was however first used in the context of crime in judgment of cases starting with the Justice Case. Initially genocide was considered as a sub-category of crime as it included intentional killing of groups of human beings, destruction or extermination of the groups of individuals. Considering the perspective of the Genocide Convention of 1948, the understanding of the crime of genocide had become significantly narrower than what is crime considered as against humanity (Aydin n.d.). Genocide has been distinctly distinguished as a crime from the other crimes that occur against humanity. The key difference of genocide with other crimes lies in the deliberate intention to kill or eliminate sections of human beings from the society by killing. Such intent to destroy includes the intention to eliminate national, religious, or ethnic groups of people. As these acts represent crimes against humanity, hence genocide is also sometimes considered as a sub-category of crimes against hum anity (Aydin n.d.). Aim of the Study: The aim of the present study is to focus and understand the crime of genocide, considering cases where such acts have taken place, and studying the existing laws and legislations against such acts of crime against humanity. ... Literature Review: The Origins: Although the term genocide has been given to the act of the killing groups and masses of people over the recent years, studies reveal that the origins of such an act can be dated back to millions of years ago. However the historical records that are available about the genocide in earlier times are not dependable for the purpose of research. In the early times, genocides were acted upon not only to remove certain sections of people, or ethnic groups from the society, but also to exploit few of such members of the group being eliminated. Males were the mostly killed ones including smaller children (The Origins of Genocide n.d.). Ancient wars represent cases of genocides of selective people considering the gender of the people and killing them in masses. Examples of such acts of genocides during the ancient times include the destructions caused by the Assyrian Empire during the first millennium of the BCE. The destruction of Melos by the Athens also pres ented gendercidal rampage during the time of the Peloponnesian War. The first genocide that was recorded by Ben Kiernan was the siege of the Roman and ultimate destruction of Carthage at the end of the Third Punic War. However there has been significant debate on these issues and also on the designation set for the first genocide that as recorded (The Origins of Genocide n.d.). The Crime of Genocide: UN Convention: The term genocide has been derived from a combination of two individual terms – ‘genos’ which is a Greek word meaning a group or a tribe, and ‘cide’ representing the Latin word meaning killing. This term was first used in the year 1944 when Lemkin used it in his written book to explain the policies of extermination practiced by the Third Reich and its associates.

Marketing Communications Strategies and Mix Case Study

Marketing Communications Strategies and Mix - Case Study Example Marketing communication refers to the use of messages and media to communicate information about products to the market. Marketing communication strategies entail advertising, branding, public relations, promotions, and marketing among others. These strategies focus on defining products that are provided to the market with the aim of promoting the company’s brand and image by effectively satisfying demand in the market. Marketing mix, on the other hand, comprises of a set of tactical marketing tools which work hand in hand to fully satisfy the demand in the market. These tools entail the 4P’s of marketing that is the product, price, place, and promotion which play a major role in describing the position of a product in the market. For instance, the UK automobile market is flooded by a plethora of vehicle brands such as Ford, BMW, Skoda, Aston Martin, Volvo and Jaguar which promise to fully meet all the needs and desires of customers. Being an industrial analyst for an investment corporation, I am supposed to come up with a marketing report which has a comparative analysis of the marketing communication strategies and mix used by the automotive industry in UK. Particular attention will be paid on the marketing communication strategies and mix used by the Skoda and BMW companies to market the brand of their vehicles and thus strive in the stiff market competition. The report will also analyze the message and image portrayed to consumers by the campaign strategies and use of media tactics that the two companies employ to market the brand of their vehicles. The effectiveness and efficiency of these mechanisms will be depicted and analyzed to determine the factors that make these companies be successful.

Business management Essay Example | Topics and Well Written Essays - 2000 words - 4

Business management - Essay Example Luckily, the company I wish to work for i.e. GE was not on that list and the ethical report from GE as well as other data gathered from secondary sources about GE show that the company is on rather well footings when it comes to ethics. To conduct the audit, the first source was GE’s own report on their corporate ethics and their citizenship in terms of being a part of the business world (GE, 2006). As discussed by Carmichael et. al. (2008), elements such as ethical values, baseline ethics, social expectations and stakeholder analysis were used to create an ethical audit on the position of GE and to understand their current standings with regard to ethics. Additionally, secondary sources were also used that show that GE still has some trouble with regard to ethical treatment of certain minority employees which shows that there is room for improvement. The company itself is well esteemed and held in high esteem by business analysts as well as CEOs of other companies (Demos, 2006). It has a long history of global operations and has excellent in many sectors and fields of business such as administration, human resources management. According to Welch (2005), a large part of this admiration comes from the manner in which GE handles its business aspects of good leadership coming from the highest end of the company and the process of creating positive motivation for the employees of the organisation. As a global player, GE is certainly a giant with a history that goes back to the invention of the light bulb at the hands of Edison. Today, GE is the name given to a large group of companies work under the same umbrella with eleven different concerns. From finance, to technology to aviation to manufacturing, GE engages in a variety of business which require a large number of employees spread across the globe. More than 300,000 employees in a 150 countries work for the company with a unified system that has been

Performance Management Activities

Performance Management Activities PERFORMANCE MANAGEMENT SYSTEM Performance management includes activities to ensure that goals are consistently being met in an effective and efficient manner. Performance management can focus on performance of the organization, a department, processes to build a product or service, employees, etc. Information in this topic will give you some sense of the overall activities involved in performance management. Then you might enhance your understanding by reviewing closely related library topics referenced from the sidebar. IMPORTANCE OF PERFORMANCE MANGEMENT SYSTEM Setting up a good performance management system doesnt happen overnight or by accident. You need to consider its design and carefully plan how it will work before managers begin using it to evaluate employees. Benefits Managing employee or system performance facilitates the effective delivery of strategic and operational goals. There is a clear and immediate correlation between using performance management programs or software and improved business and organizational results. A performance management system should provide employees with these four basic benefits: A clear understanding of job expectations Regular feedback about performance Advice and steps for improving performance Rewards for good performance 4 Key Benefits of Performance Management system 1. PM focuses on results, rather than behaviors and activities A common misconception among supervisors is that behaviors and activities are the same as results. Thus, an employee may appear extremely busy, but not be contributing at all toward the goals of the organization. An example is the employee who manually reviews completion of every form and procedure, rather than supporting automation of the review. The supervisor may conclude the employee is very committed to the organization and works very hard, thus, deserving a very high performance rating. 2. Aligns organizational activities and processes to the goals of the organization PM identifies organizational goals, results needed to achieve those goals, measures of effectiveness or efficiency (outcomes) toward the goals, and means (drivers) to achieve the goals. This chain of measurements is examined to ensure alignment with overall results of the organization. 3. Cultivates a system-wide, long-term view of the organization. Richard A. Swanson, inPerformance Improvement Theory and Practice(Advances in Developing Human Resources, 1, 1999), explains an effective performance improvement process must follow a systems-based approach while looking at outcomes and drivers. Otherwise, the effort produces a flawed picture. For example, laying off people will likely produce short-term profits. However, the organization may eventually experience reduced productivity, resulting in long-term profit loss. 4. Produces meaningful measurements These measurements have a wide variety of useful applications. They are useful in benchmarking, or setting standards for comparison with best practices in other organizations. They provide consistent basis for comparison during internal change efforts. They indicate results during improvement efforts, such as employee training, management development, quality programs, etc. They help ensure equitable and fair treatment to employees based on performance PERFORMANCE MANAGEMENT SYSTEM A Performance Management System enables a business to sustain profitability and performance by linking the employees pay to competency and contribution. It provides opportunities for concerted personal development and career growth. It brings all the employees under a single strategic umbrella. Most importantly, it gives supervisors and subordinates an equal opportunity to express themselves under structured conditions. Managing this process effectively isnt easy. It calls for a high level of co-ordination, channeled information flow, and timely review. Whether employees are at a single place, or spread across multiple locations, the use of technology can help simplify the complete process for more effective information management. Customize Performance Management to Fit Global Cultures Experts say companies often impose an American style of performance management on employees based in other countries, even when such a system conflicts with local cultural norms. A better approach, they say, is to adapt the system to fit the culture. U.S. firms pick up their existing performance management program philosophy, intent, forms, everything and try to force-fit them into non-U.S. cultures, forgetting that the nature of the employer/employee relationship varies widely from place to place, But this is a mistake. What works in Dallas might not work so well in Dalian or Dubrovnik. In some cultures you simply cannot transpose culturally offensive management styles. The 360-degree approach is a good example of this. It requires a fundamentally egalitarian mindset and value system in order to be effective. Its a rather Western concept to evaluate performance management scientifically and with a process that is valid and reliable and rational company. The management and assessment of performance has always been done [around the world], but its been done more intuitively and organically, and not in a rational, organized process. In the West that people will say things clearly, that are problems, and thats not the case in many other cultures around the world. However, because the American business model is accepted and admired, many companies outside the United States will simply accept the American way of doing business rather than expecting to have practices adapted to fit their culture, said A good performance appraisal process is an integral part of the performance management system and it works seamlessly with the other components. This article takes a holistic approach to performance management and gives an overview of the components. A performance management system has the following components and interfaces: goal-setting, regular reviews, annual appraisal, development process and linkages to other systems. Goal-setting This process is the foundation for a good performance management system. It brings in the clarity required to deliver the required results. The organizations expectations are set in the form of â€Å"key result areas† (KRAs), along with strong indicators of the required standards (also termed â€Å"measures of performance†). The benefits of giving clear directions are many. It helps increase productivity by enabling people to focus on the requirement; it minimizes frustration and enables employee satisfaction. Regular reviews Reviews are a critical component of the system. Reviews give timely feedback to the individual. It is important to schedule formal reviews during the course of the year. These can be half-yearly or quarterly depending on the need. Structured mid-term reviews enable the organisation to take stock of the performance during the given period. It gives the individual an opportunity to discuss his/her achievements during the given period and to look at areas of improvement. In a dynamic environment, it is important to keep abreast of market situations. Reviews can be utilised to make midcourse correction in the KRAs. It is possible that the macro environment has changed and that some of the objectives have to be reviewed. For example, certain sectors in the economy may be doing extremely well and the organisation may see a need to review sales numbers based on these indicators. Reviews need to be structured on a regular basis to ensure that there are no surprises in the annual appraisal. Regular and structured reviews are a critical component of the performance management system and this is essential to ensure that the performance management system is not the same as the annual performance appraisal. As a part of this sub-system, we have processes such as coaching, mentoring, performance improvement plans, etc. Annual appraisal A typical appraisal system could be designed on one of the following Confidential report: The report is written by the supervisor and is, typically, not shown to the individual. Decisions, such as promotions and changes in compensation are made, based on this report. Report by supervisor that is shown/given to the individual and discussed. Self-appraisal by the individual, value-added comments by the supervisor and a discussion: In this system, the individual writes a self-appraisal vis-à  -vis KRAs set at the start of the year. The manager adds his or her comments. Organisations follow one of the following methods of ratings-(a) rating given by the manager or (b) the individual and the manager give ratings and the organisation has a mechanism to deal with differences between the two. There is an opportunity for the individual and the manager to discuss the contents of the appraisal. People working in the software industry or in a project environment may raise a question about the relevance of the annual appraisal. Then there are also professionals who work with different project teams during the course of the year. In this case we could have reviews signed-off at the end of each project. These could be collated at the end of the year to look at overall performance and linkages to other systems. Development plan This pertains to the training and development sub-system. A part of the development plan stems out of the annual appraisal. This is the result of the areas of improvement that emerge from the appraisal and competencies required for new roles, if relevant. A good training and development process will also take the necessary inputs from the organisations business plan. This is required if the organisation is investing into new business or entering new markets. Linkage to rewards system Linkages to processes such as compensation, rewards, progression and successionplanning-the performance appraisal system, in many organisations, has a link to the rewards system. Individuals judge the performance management system and the culture of the organisation based on the message sent by the rewards system. If the rewards system recognises individual contribution and ignores contributions made to team objectives, the people in the organisation start focusing on individual tasks. Therefore, linkage to many of these systems need to be contemplated upon, articulated to the people and implemented with consistency. MEANING OF PERFORMANCE APPARISAL Performance appraisal system has been defined in many ways. The simplest way to Understand the meaning of performance appraisal is as follows: â€Å"A regular and continuous evaluation of the quality, quantity and style of the Performance along with the assessment of the factors influencing the Performance and behavior of an individual is called as performance Appraisal.† Performance appraisal also means an appraisal of the growth potential of an Employee, with a view to providing information to the organization leading to positive Action and enabling feed-back to the individual aimed at his performance Improvement, personal growth and job-satisfaction. In short, we can say that Performance appraisal is expected to result in an assessment of: Growth potential of the employees; Corresponding training needs for the employees; Capabilities for their placement in higher posts, Conduct and discipline of the employees; and The need of the organization to evolve a control mechanism OBJECTIVES OF PERFORMANCE APPRAISAL The main objective of the system of performance appraisal is to reward those who are Working efficiently and honestly in the organization. At the same time, it also aims at eliminating those who are inefficient and unfit to carry out their responsibilities. It has to be done almost continuously, so that no injustice is done to a deserving individual. It is, therefore, necessary to clearly define the organizational objectives, targets and priorities. It is further necessary to define clearly the rote and responsibilities of the persons involved in the functioning of the organisation. Performance appraisal also aims at helping the management in carrying out their tasks more effectively. A sound system of performance appraisal results in framing: A sound selection ?policy. An effective promotion and placement policy; An improved system of career and manpower planning; A realistic training programme; A good reward and punishment system; and An effective system of control and discipline in the organization. These elements are essential for any modern management system. No country can neglect them for long. We can thus say that the main objectives of performance appraisal are as follows: To carry out a fair and impartial assessment of the quality, quantity and stvle 01 the work performance of the individuals working in the organisation. To assess the extent of the various factors which influence the performance of the individuals. To reward the capable and efficient employees. To provide opportunity for improvement of their potentialities to those who are less capable and efficient. To make optimum utilisation of the available human resources for the fulfilment of the organisational goals. To help management in evolving and framing sound policies and programmes relating to selection, placement, promotion, training, discipline, control and man Global Trends in Performance Appraisal Program The performance appraisal process has become the heart of the human resource management systemin the organizations. Performance appraisal defines and measures the performance of the employees and the organization as a whole. It is a tool for accessing the performance of the organization. The important issues and points concerning performance appraisal in the present world are: The focus of theperformance appraisalsis turning towards career development relying on the dialogues and discussions with the superiors. Performance measuring, rating and review systems have become more detailed, structured and person specific than before. Performance related pay is being incorporated in the strategies used by the organizations. Trend towards a360-degree feedbacksystem The problems in the implementation of the performance appraisal processes are being anticipated and efforts are being made to overcome them. In India, the performance appraisal processes are faced with a lot of obstacles, the most prominent being the lack of quantifiable indicators of the performance. GLOBAL TRENDS The emergence of following concepts and the following trends related toappraisal can be seen in the global scenario: 360 Degree Appraisal 360 degree feedback, also known as ‘multi-rater feedback, is the most comprehensive appraisal where the feedback about the employees performance comes from all the sources that come in contact with the employee on his job. Organisations are increasingly using feedback from various sources such as peer input, customer feedback, and input from superiors. Different forms with different formats are being used to obtain the information regarding the employee performance. Team Performance Appraisal According to a wall street journal headline, â€Å"Teams have become commonplace in U.S. Companies†. Most of theperformance appraisal techniquesare formulated with individuals in mind i.e. to measure and rate the performance of the individual employee. Therefore, with the number of teams increasing in the organizations, it becomes difficult to measure and appraise the performance of the team. The question is how to separate the performance of the team from theperformance of the employees. A solution to this problem that is being adopted by the companies is to measure both the individual and the team performance. Sometimes, team based objectives are also included in the individual performance plans. Rank and Yank Strategy Also known as theâ€Å"Up or out policy†, the rank and yank strategy refers to the performance appraisal model in which best-to-worst ranking methods are used to identify and separate the poor performers from the good performers. Then the action plans and the improvement opportunities of the poor performers are discussed and they are given to improve their performance in a given time period, after which the appropriate HR decisions are taken. Some of the organisations following this strategy are Ford, Microsoft and Sun Microsystems. Global Variations In the United States it is common for each employees performance over the previous six months or year to be documented and followed by a one-on-one meeting between the employee and their supervisor, at which time the employee will receive their rating and discuss expectations for the next rating cycle. In some cases employees are expected to complete a self-appraisal, which might be factored into their review, while in other cases feedback from peers and customers might be included as part of a 360-degree assessment of an individuals performance. Though far from perfect, and often dreaded, the American performance appraisal process suits the American culture, which is regarded as highly individualistic and egalitarian. For example, in the Unites States the performance rating is often used to determine pay. The basic belief in the acceptability, the rightness, the virtue of pay for performance. â€Å"Those who contribute the most should get the greatest rewards.† In the U.S. employees tend to rate themselves and others very highly, such as a 4 or a 5 on a 5-point scale-using an â€Å"everyone gets a prize†. In many European cultures the highest rating might be a 3, and in Asian cultures they wouldnt rate themselves. A pay-for-performance system is inappropriate in cultures that focus on interpersonal relations and collectivism. In Japan compensation is not based on performance. In fact, its hard to identify the individual performance, because the focus is the team. â€Å"If an individual were identified as performing so well that they got compensation in return for it, it would be anathema to the groups collaborative ethos.† In some countries, such as Korea and Germany, use performance management processes that closely parallel those used in the United States. The same is true for France, though he noted that there is less of a connection between performance and pay in that nation. However, the Japanese and American processes have â€Å"diverged significantly† over the years. The Japanese system is frequently, and even intentionally and openly, used as a means of discriminating against ‘undesirable employees, a practice that is prohibited under U.S. civil rights laws. And although the performance appraisal process involves filling out the appraisal form and discussing it with the employee, In Japan the appraisal process often involves only the completion of the form without the discussion between boss and subordinate of the results of assessment. Those who work in the U.S. often put a great deal of value on the information that comes from 360- degree feedback, according to. But in a country like India-which tends to be more collective than individualistic and which embraces a high-power distance, or inequality of power, there is less value placed on the opinions of others and it would be seen as inappropriate culturally to ask employees to fill out a questionnaire on their boss. Similarly it would be difficult to implement a system that includes self-appraisal in cultures that are defined as collaborative, consultative and consensus oriented. People simply dont speak in the capital I and are very uncomfortable doing so. â€Å"In a culture like China or Japan, asking a person to speak about themselves in a way that is honest and direct and that will be appraised by their superiors is a waste of time.† And in some cultures, a face-to-face performance meeting never takes place. In severely hierarchical cultures where the boss is expected to just tell you what they think, there may not be a direct conversation. â€Å"They may communicate through a mediator to help save face.† Filipino managers engage in a practice called â€Å"smooth interpersonal relations.† If a boss has a problem with one of his subordinates, he wont talk directly to the subordinate about it, hell instead tell his wife because he knows his wifes cousins hairdresser is related to the problem employee. In other cultures, managers and employees go out for a drink periodically and chat informally about problems at work. The end result is that the manager knows and has a good sense of the performance of the individual, but if you ask them to assess the employee on a scale of one to 10 they cant do so. â€Å"There is a dependent relationship in Asian cultures. Employees depend on leaders to help them solve work-related problems. â€Å"Thats at odds with Western cultures where staff members solve things on their own.† In some cultures the relationship between the manager and subordinate is so close and ongoing that its sort of like a parent/child relationship. Managers know how employees are performing and give them feedback on a regular basis. A Look at India The business culture in India varies depending on whether it is a family-held business, an Indian company or a Western or American multinational organization, and that affects the nature of the performance management process, according to Nirmala Menon of Interweave Consulting Pvt. Ltd., a diversity consulting firm in Bangalore, India. â€Å"As most Indians are socialized to be hierarchy oriented, this often tends to spill over into the workplace,† Menon told SHRM Online. â€Å"In family-owned or the more traditionally-run organizations, the boss or manager often takes the position of the father in the family.† Organizations rely heavily on informal feedback from the senior person, which might be given indirectly and which is absorbed by the one for whom it is meant and others, Menon added. Menon says this means that the employees career growth is the bosss responsibility. â€Å"The expectation then is that â€Å"Father knows best† and what is conveyed is accepted even if they are in disagreement,† she said. â€Å"Evaluations are therefore often influenced in such situations by the deference shown to the boss and the level of loyalty exhibited; compliance more important than performance.† But Menon said that modern Indian organizations and multinational corporations, particularly IT and telecommunications firms, generally adapt to the global value systems of their companies. As a result, evaluations tend to be more structured and include face-to-face meetings, she said, followed by a written document signed by employee and manager and which typically incorporates input from peers and customers to substantiate the rating. â€Å"While indirect feedback also exists in these organizations, given the heightened awareness of a fair and professional environment, there is more acceptance and expectation of a documented communication, keeping in mind the objectives for the period under review,† Menon added. Annual Performance Appraisal and Evaluation in Indonesia Early in the 20th century, the biggest job as a managers is to teach a newly hired employee to fail intelligently to experiment over and over again and to keep on trying and failing until learns what will work. As we begin 2004, many companies are struggling with the issue of employee appraisal and evaluation. While generally adopted in most western-based business cultures, such employee review and appraisal in Indonesia can be fraught with misunderstandings as to purpose and methodology, be filled with accusations of impartiality, and be slowed by hesitation to formally criticize a subordinate. This issue comes up in easily 95 percent of my cross-cultural training programs. American companies normally wish to establish some sort of review procedure but once they begin addressing how to actually institute the process and decide what direct benefits they wish to see, they often become bogged down. The threshold question then is whether a foreign company should even try to implement such a system. There are several cultural barriers to such a system here. Among them is the difficulty with direct communication with employees and also the ‘saving up of problem areas until a later time. Direct communication is difficult for most Indonesians. Indonesians generally adopt an indirect approach to problem solving to avoid the possibility of confrontation and the disruption of office harmony. The preservation of such office harmony being a prime Indonesian business value, of course, and one often having priority over work performance. Also in Indonesia an erring employee or other problem situation is addressed as soon as possible, albeit in an indirect and non-blame pointing way, and then forgotten. To bring the subject up again at some review several months later is going to be considered inappropriate. For these two reasons, individual performance appraisals tend to have the following pattern: An employee comes in to the meeting with some misunderstandings or perhaps anxiety about what will be discussed and how it will affect their career. The supervisor can go over the ‘good qualities of the employee without difficulty. However, when the supervisor begins discussing areas that ‘may need improvement there is normally an attitude change on the part of the employee with him or her becoming either defensive or submissive. In other words, the employee may either disagree with the supervisors assessment or else may ask something like â€Å"Why are you doing this to me? I thought that we had a good working relationship. I did not realize that I was letting you down so badly. Do you want me to resign?† The supervisor then is in the position once again of explaining the purpose and objective of the assessment process. In general, annual performance evaluations and reviews tend to be disruptive to the Indonesian office. In my opinion, companies should focus on immediate feedback and reprimand, if needed, and not use the annual approach. Another difficulty is the cultural reluctance for some Indonesian managers to formally and in writing criticize their own subordinates. I often hear the example of the expatriate manager who has had one of his direct reports complain often about the performance of his own subordinates. However, when it comes time for the annual review, the direct report submits an outstanding report on that same subordinate. The decision to have annual performance evaluations and reviews may not be up to the Indonesian subsidiary of a multi-national company. Home office may dictate such a policy and the local companys only choice is how to implement. There seem to be three basic approaches to this situation. First is to just go through the motions, telling your employees that ‘this is a Western thing. It will not affect your salary or career, which basically voids the process. Second, you can use the information to provide training and education of the employees turning the evaluation process into a kind of reward system. Third and most difficult, is the attempt to fully implement and effectively use this Western evaluation tool. It can and has been successfully implemented by a number of American companies operating in Indonesia, but it does need the directed will of the top management along with allocated resources and training to be successful. At the very least, there must be a significant training period to help your employees understand what the process is and, more importantly, how it will affect them. Year one should involve a formal introduction to the process with written, quantifiable criteria for the evaluation. Year two should include mock appraisals that do not have any effect on the career of the employee. Year three could see the first recorded appraisals. Once the process is institutionalized, new employees will be told by their colleagues about this strange and foreign system and what to expect. It then becomes part of your ‘third corporate culture. Any attempts to speed up the process are often seen as arbitrary and unfair. Further, you should definitely expect such accusations of being arbitrary and unfair if you take the next step after the evaluation process and tie the appraisal into bonuses or salary increases. Such performance-based bonuses or salary increases are pretty much in direct opposition to the Indonesian business values of the group working together and maintaining office harmony. Traditionally, the ideal Indonesian employee is one who is loyal to the boss for a long time. In other words, loyalty and seniority are the prime attributes, and by loyalty, I mean personal allegiance to the boss, not to the corporate entity. Pointing out a specific employee and emphasizing the fact that he is superior to and a better employee than those he or she works with on a daily basis is going to be disruptive to the office and embarrassing to the individual. For instance, if you have an annual office party or awards dinner for your staff and you say something like: â€Å"Now here is Budi who outperformed everyone else in our office and we are giving him a new TV.† The polite clapping of his co-workers is going to be overshadowed by thoughts of ‘traitor and plots for revenge against the award winner. If you bring up another employee and say ‘Now here is Bambang who has worked for our company for 10 years and we are giving him a new TV, Bambang will bask in the limelight and his co-workers will no doubt truly admire his accomplishment. The difference being that Bambang was rewarded for seniority, while Budi was rewarded for violating basic Indonesian business values. One should not expect the same confidentiality of salary information in Indonesia that one might expect in the home country. We joke that on the day performance bonuses are given, the employees exchange pay stubs in the canteen. Even if the situation is not that extreme, you can be sure that most people in your office know what each other has received, and those employees with more seniority may soon be in your office asking for a bigger bonus or larger salary increase. You may then once again be explaining the companys policy on performance appraisals and evaluation but this time be met with defensive and even hostile disagreement as to whom was the better worker. Allegations that the companys criteria for awarding bonuses or salary increases is unfair and arbitrary and lacks understanding of the situation in Indonesia may be made. Employees have certainly used the conflict resolution strategy of ‘appeal to authority to resolve these disagreements going to the country manager complaining that their supervisor is acting improperly. There have also been cases of employees going to Indonesian government departments like Manpower or Immigration complaining about their expatriate supervisor. With the current priorities in these departments, such complains have resulted in the early repatriation of expatriate supervisors. The process of annual performance appraisal and evaluation of Indonesian employees is not one that foreign companies should enter into lightly. The implementation of this very Western-based management tool should be well thought out and supported by top management. Alternatives exist that may be better suited to your companys long-term success in Indonesia. Encouraging employee performance and addressing areas of weakness remain a good m

Indigenous Health Case Study Essay example -- Healthcare Culture

Introduction Health is known as a state where an individual is socially, mentally and emotionally stable without the presence of any illness, disease or infirmity (Carson, 2007). Jenny, an indigenous woman is 34 weeks pregnant, she has been complaining about her abdominal pains and after seeing the flying doctor, she was asked to fly back with him as she might be in an early labour. Jenny is concerned about her family; she wonders how they will manage without her. Her mother-in-law lives with her sister-in-law and she wonders if she will be able to come and help as her mother has a diabetic leg ulcer and needs treatment so cannot travel. This essay will discuss about the health issues before colonization and after colonization, Jenny’s situation and how she faces the culture clash and dispossession, it will also look at the models of health and theories and how that affects Jenny’s life. Culture clash and indigenous dispossession at the time of colonization. Culture clash is how people behave, whether or not people recognise each other as human beings and if they share what they believe, have similar values and beliefs (Eckermann, Dowd, Chong, Nixon, Gray, & Johnson, 2006). The process of colonization is when a nation imposes itself economically, politically and socially upon another nation (Germov, 2009). People belong to different cultures; every culture has its own customs and beliefs that everyone has to follow. Culture clash can occur when people look at different cultures as not to be a part of their culture and different people as not their people (Eckermann et al., 2006). Cultural customs and beliefs are influenced by the socio-economic status, political and natural environment (Crisp & Taylor, 2009). Modern medicati... ...udy. Rheumatology , 42 (11), 1287-1294. Crisp, J., & Taylor, C. (2009). Potter & Perry's fundamentals of nursing (3rd ed.). NSW: Elsevier. Davis, B. M. (2006). How to teach students who don't lool like you; culturally relevant teaching strategies. In Culturally relevant teaching strategies (p. p.3). London: Sage publication, LTD. Eckermann, A.-K., Dowd, T., Chong, E., Nixon, L., Gray, R., & Johnson, S. (2006). Binan Goonj: Bridging cultures in Aboriginal Health (3rd ed.). NSW: Churchill Livingstone. Germov, J. (2009). Second opinion: An introduction to health sociology (4th ed.). Victoria: Oxford university. Gustafson, D. L. (2005). Transcultural nursing theory from a critical cultural perspective. Advances in Nursing Science , 28 (1), 2-16. Keleher, H., & MacDougall, C. (2009). Understanding health;A determinants approach (2nd ed.). Sydney: Oxford university.

Implementing 5S Concept in Warehouse Management Essay

xThe practice of 5S aims to embed the values of organization, neatness, cleaning, standardization and discipline into the workplace (Osada, 1991). Besides, the 5S concept also widely apply into warehouse management because the 5S concept are emphasize on the effective organize and arrangement of the item in the warehouse in order to eliminate the unnecessary items from the warehouse for improve the efficiency of the storage methods. The implementation of 5S concept also can uncover hidden problems that may have otherwise remained unnoticed. According to Rod Gapp, Ron Fisher and Kaoru Kobayashi (2008), the benefit and advantages of implementing the 5S can be summarize as follow: †¢Orderliness (seiri and seiton) – can maximize the efficiency and effectiveness of the warehouse operation, productivity and cycle time performance by reducing the employees workload and human errors through simplify the process in the material handling in order to reduce the warehouse order cycle time and increase inventory turnover. Cleanliness (seiso and seiketsu) – to maximize effectiveness by contributing to a healthier life, safety and wellbeing as well as enhancing transparency. The comfortable working condition can motivate the employees to work hard for the company that can directly increase the warehouse productivity performance. In addition, the cleanliness of the warehouse can prevent the pollution cases from happening to care for the welfare and right of the employees that working in the warehouse. Moreover, the cleanliness and well arrangement of the inventory can directly increase the transparency because all the inventory are visible for reduce the stealing cases, increase the put away and inventory accuracy. †¢Discipline (shitsuke) – through continuous training and education to the employees can enhance their morale, knowledge, and skills which lead to increased quality of work life and work standards (Osada, 1991). The training program to the employees can directly increase the productivity of he warehouse because the employees are adapted to the effective skills in material handling and they can eliminate the unnecessary step in order to improve the warehouse order cycle time and reach to the cost effectiveness. The well discipline among the employees can increase the unity level among the employees that come from various departments and finally eliminate the communication barrier among them that lead to the well interaction among them. There are 5 elements in the 5S concept that should be implementing by the company in order to improve the performance of the warehouse and achieve costs effectiveness. These 5 elements in 5S concept will be discussed and summarize as follow: †¢Sort – (Seiri) – The first S focused on eliminating unnecessary items from the warehouse to increase the space utilization of the warehouse because the cost space of the warehouse is very expensive that including the utilities, wages of employees, and insurances costs. The products was placed strategically so that heavy products could be picked first and smaller lighter items picked last, in order to eliminate the need to restack pallets and avoid any accident to occur. The walk paths were set up in the warehouse with no loop back during order picking to complete an order. Man up order pickers were used to eliminate the need for ladders, and to assist with order picking from level 2 and 3. †¢Set In Order (Seiton) – The second S focuses on efficient and effective storage methods. Racking was purchased and erected in the warehouse to increase the available space in the warehouse and wide aisles is very important to allow fast movement for picking and replenishment (and use all available space) and to support the ability to use all materials handling equipment in all areas of the warehouse in order to increase put away accuracy and minimize the physical effort during material handling process. †¢Shine (Seiso) – The third S is to thoroughly clean the warehouse and this elements are strongly emphasize that all racking were fixed to the floor and each location was labeled. No product was allowed in the aisles and no product was allowed into the pick face from bulk until all stretch wrap was removed. Pyramid picking was not allowed and the cleanliness of the warehouse is the responsibility of all the staffs in the warehouse. The staffs in the warehouse are requiring cleaning the floor with an electric sweeper and not a broom and everyone takes turns as part of their duties. †¢Standardize (Seiketsu) –The fourth S is standardizing practice in warehouse in order to maintain the first three S’s. Organization, orderliness, and cleanliness are maintained and made habitual by instituting those duties into regular work routines. The methods need to be standardized and followed company-wide. Once the first three S’s are in place, standardize the details and create a plan to maintain and continue improving everything. This plan should include creating procedures and simple daily checklists, which are posted very visibly in each work area. The checklist should serve as a visual reminder to ensure that the daily 5S requirements are being met. Sustain (Shitsuke) – The fifth â€Å"S† (Sustain) allows an organization to sustain the 5S program due to the human nature is to resist change and some companies implement 5S for several months only to find themselves soon back to their previous habits. To make 5S work, it is critical that performance is measured and that top management is committed to ensure that 5S becomes part of the company culture, makes periodic walk through inspections, audits and posts results.

BUS 237 †Assignment 1: MIS Article Critique Essay

BUS 237 – Assignment 1: MIS Article Critique Due Date/Time: Check Canvas Assignments for the due date/time for your section! Objective and Background: Many of the concepts you will be learning throughout this course are best understood as well as more interesting if you are aware of current and emerging MIS-related news in academic journals, newspapers, and magazines. This assignment will allow you to share an article of your choice from a reputable source and critique it. Key concepts include: New and current technology; management information systems; innovation; writing business critiques; analyzing media news; and business communication skills. Directions: Find a recent article (within 6 weeks of this assignment’s deadline) from either: ï‚ · The Economist Harvard Business Review Bloomberg Business Week Wired The Globe and Mail The Financial Times New York Times itbusiness.ca Your choice of article may be generally based on a technological innovation or application of technology (successful or otherwise), or more specifically related to one of the topics we have discussed or will discuss in class (see  course outline). You must ensure that you reference your article correctly using APA referencing style, as well as to reference any other sources you use. You should provide an electronic copy of your chosen article (PDF format required) with your submission. You are required to prepare a maximum two-page summary report of this article in Microsoft Word, including a critique and/or appraisal of the article’s content; and clearly point out how it relates to at least one of the concepts from BUS 237 lectures or textbook chapters. A note about your report: You should dedicate no more than one page to summarize the article with the rest reserved for critiquing the article. You will be critiquing the content of the article. Do not critique the writing style or grammar used in the article. Focus your critique on the opinions and facts presented in the article. You should present your opinions supported by external sources such as academic publications or news stories with your critique. Examples of such critique include agreeing/disagreeing with the major takeaways of the article or extending the main points of the article with external research or personal observations. It is acceptable to write the critique using the first-person view. Review carefully and edit your write-up for grammatical and spelling mistakes missed by MS Word’s auto-correct feature. Page 1 of 3 BUS 237 – Assignment 1: MIS Article Critique Submission Instructions: This assignment is to be submitted online, using the Canvas Assignments tool. Attach your completed assignment and required supporting file(s). You will submit a 3 page document including a cover page + 2 page report in MS Word. The document should be written in a business/professional format, well organized and easy to read. Deductions will apply for poor formatting, spelling/grammatical mistakes, and poor organization of ideas. Specifically, you are expected to use MS Word styles, citation/reference manager, and cover page features. Refer to Lab Unit 2 notes for detail. Format Requirements: Please use the following fonts only: Arial, Times New Roman, Tahoma or Calibri. Do NOT use font size smaller than 11 pts. All page margins should be at least 2.5 cm (i.e., 1 inch or 72 pts). Double-space paragraph formatting is required. Only MS Word file format is accepted for the report – all other formats (e.g., PDF or MS Works) will NOT be accepted. This is very important to avoid display inconsistencies leading to unnecessary grading penalties. The cover page (this page does not count toward your report page limit) should clearly display the following information: your name, student number, TA’s name, and course/tutorial section number. Submit via Canvas Assignments tool the following two files: 1) MS Word Report consisting of your cover page + 2 pages of report content (3 pages in total) 2) PDF Copy of Article you selected for this assignment (your assignment cannot be graded without article!) Marking Criteria: Assignments are core components of BUS 237. See the assignment grading key on the last page for the evaluation criteria used to grade this assignment. Plagiarism: Students are expected to work independently on this assignment; therefore, a maximum grade of zero (0) will be given to students whose submissions suggest that they collaborated with others on their assignments. This applies to the original author of the work, as well as to those whose submissions resemble it! Late submissions will be penalized at the rate of -10 for 1 day, -50 for 2 days, -90 for 3 days! Missing assignments will result in an N (not complete) grade for this course!!! This automatically becomes a Failed (F) at the end of the semester, if the requirements (i.e., submitting the assignment) are not satisfied. Contact your TA immediately if you are having any problems with the Canvas submission process! Page 2 of 3 BUS 237 – Assignment 1: Grading Key Exceeds Expectations (20) Article directly related to ideas in  course, and from reputable  source Meets Expectations (15) Article indirectly related to ideas  in course, and from reputable  source Approaches Expectations  (10) Article indirectly related to  ideas in course, and not from  reputable source Fails Expectations (5) Article does not relate to ideas in  course, and/or is not from  reputable source Structure Organization appropriate,  appropriate length, good  presentation Organization ok, reasonable  length, reasonable presentation Several problems with  organization, length, or  presentation Inappropriate organization,  length or presentation Content  & Tone Presents critique and appraisal of  key ideas; Appropriate tone  established and maintained  throughout report in a business  professional style Some problems with  presentation of critique and  appraisal of key ideas; Appropriate tone established but  not maintained consistently Poor effort to critique and  appraise key ideas; Appropriate tone neither  established nor maintained  consistently No effort to critique and appraise  key ideas; Inappropriate tone  used

Dendrochronology - Tree Ring Records of Climate Change

Dendrochronology - Tree Ring Records of Climate Change Dendrochronology is the formal term for tree-ring dating, the science that uses the growth rings of trees as a detailed record of climatic change in a region, as well as a way to approximate the date of construction for wooden objects of many types. Key Takeaways: Dendrochronology Dendrochronology, or tree-ring dating, is the study of growth rings in deciduous trees to identify absolute dates of wooden objects.  Tree rings are created by the tree as it grows in girth, and the width of a given tree ring is dependent on climate, so a stand of trees will all have a near-identical pattern of tree rings.The method was invented in the 1920s by astronomer Andrew Ellicott Douglass and archaeologist Clark Wissler.  Recent applications include tracking climate change, identifying pending slope collapses, finding American trees in World War I trench construction, and using chemical signatures in tropical trees to identify past temperature and precipitation.  Tree ring dating is also used to calibrate radiocarbon dates. As archaeological dating techniques go, dendrochronology is extremely precise: if the growth rings in a wooden object are preserved and can be tied into an existing chronology, researchers can determine the precise calendar year- and often season- the tree was cut down to make it. Because of that precision, dendrochronology is used to calibrate ​radiocarbon dating, by giving science a measure of the atmospheric conditions which are known to cause radiocarbon dates to vary. Radiocarbon dates which have been calibrated by comparison to dendrochronological records are designated by abbreviations such as cal BP, or calibrated years before the present. What are Tree Rings? Cross section of a tree illustrating the cambium layer. Lukaves / iStock / Getty Images Tree-ring dating works because a tree grows larger- not just height but gains girth- in measurable rings each year in its lifetime. The rings are the cambium layer, a ring of cells that lies between the wood and bark and from which new bark and wood cells originate; each year a new cambium is created leaving the previous one in place. How large the cambiums cells grow in each year, measured as the width of each ring, depends on temperature and moisture- how warm or cool, dry or wet each years seasons were. Environmental inputs into the cambium are primarily regional climatic variations, changes in temperature, aridity, and soil chemistry, which together are encoded as variations in the width of a particular ring, in the wood density or structure, and/or in the chemical composition of the cell walls. At its most basic, during dry years the cambiums cells are smaller and thus the layer is thinner than during wet years. Tree Species Matters Not all trees can be measured or used without additional analytical techniques: not all trees have cambiums that are created annually. In tropical regions, for example, annual growth rings are not systematically formed, or growth rings are not tied to years, or there are no rings at all. Evergreen cambiums are commonly irregular and not formed annually. Trees in arctic, sub-arctic and alpine regions respond differently depending on how old the tree is- older trees have reduced water efficiency which results in a reduced response to temperature changes. Invention of Dendrochronology Tree-ring dating was one of the first absolute dating methods developed for archaeology, and it was invented by astronomer Andrew Ellicott Douglass and archaeologist Clark Wissler in the first decades of the 20th century. Douglass was mostly interested in the history of climatic variations exhibited in tree rings; it was Wissler who suggested using the technique to identify when adobe pueblos of the American southwest were built, and their joint work culminated in research at the Ancestral Pueblo town of Showlow, near the modern town of Showlow, Arizona, in 1929. The Beam Expeditions Archaeologist Neil M. Judd is credited with convincing the National Geographic Society to establish the First Beam Expedition, in which log sections from occupied pueblos, mission churches and prehistoric ruins from the American southwest were collected and recorded alongside those from living ponderosa pine trees. The ring widths were matched and cross-dated, and by the 1920s, chronologies were built back nearly 600 years. The first ruin tied to a specific calendar date was Kawaikuh in the Jeddito area, built in the 15th century; charcoal from Kawaikuh was the first charcoal used in (the later) radiocarbon studies. In 1929, Showlow was being excavated by Lyndon L. Hargrave and Emil W. Haury, and dendrochronology conducted on Showlow eventuated the first single chronology for the southwest, extending over a period of over 1,200 years. The Laboratory of Tree-Ring Research was established by Douglass at the University of Arizona in 1937, and it is still conducting research today. Building a Sequence Over the past hundred years or so, tree ring sequences have been built for various species all over the world, with such long date strings as a 12,460-year sequence in central Europe completed on oak trees by the Hohenheim Laboratory, and an 8,700 year-long bristlecone pine sequence in California. Building a chronology of climate change in a region today was first simply a matter of matching overlapping tree ring patterns in older and older trees; but such efforts are no longer based solely on tree-ring widths. Features such as wood density, the elemental composition (called dendrochemistry) of its makeup, the anatomical features of the wood, and stable isotopes captured within its cells have been used in conjunction with traditional tree ring width analysis to study air pollution effects, the uptake of ozone, and changes in soil acidity over time. Medieval Là ¼beck In 2007, German wood scientist Dieter Eckstein described wooden artifacts and building rafters within the Medieval town of Là ¼beck, Germany, an excellent example of the myriad ways the technique can be used. Là ¼becks medieval history includes several events that are pertinent to the study of tree rings and forests, including laws passed in the late 12th and early 13th century establishing some basic sustainability rules, two devastating fires in 1251 and 1276, and a population crash between about 1340 and 1430 resulting from the Black Death. Construction booms at Là ¼beck are marked by the extensive use of younger trees, which signal demand outpacing the ability of the forests to recover; busts, such as after the Black Death decimated the population, are denoted by a long period of no construction at all, followed by the use of very old trees.In some of the wealthier houses, the rafters used during construction were cut down at different times, some spanning more than a year; most other houses have rafters cut down at the same time. Eckstein suggests that is because wood for the wealthier house was obtained at a timber market, where the trees would have been cut and stored until they could be sold; while less well-off house constructions were built just-in-time.Evidence of long-distance timber trade is seen in wood imported for pieces of art such as the Triumphal Cross and Screen at the St. Jacobi Cathedral. That was identified as having been constructed out of wood that had been specifically shipped in from 200-300-yea r-old trees from the Polish-Baltic forests, probably along established trade routes from Gdansk, Riga, or Konigsberg harbors. Tropical and Subtropical Environments Cludia Fontana and colleagues (2018) documented advances in filling a major gap in dendrochronological research in tropical and subtropical regions, because trees in those climates have either complex ring patterns or no visible tree rings at all.  That is an issue because because since global climate change is in progress, we need to understand the physical, chemical and biological processes that effeect terrestrial carbon levels is increasingly important. The tropic and subtropic regions of the world, such as the Brazilian Atlantic Forest of South America, store about 54% of the total biomass of the planet. The best results for standard dendrochronological research are with the evergreen Araucaria angustifolia (Paran pine, Brazilian pine or candelabra tree), with a sequence established in the rainforest between 1790–2009 CE); preliminary studies (Nakai et al. 2018) have shown that there are chemical signals which trace precipitation and temperature changes, which may be le veraged for gaining more information.    The elliptical rings on this tree from Turkey show that the tree grew tilted on a slope for several years, the part facing the upslope identified by the narrowness of the ring in the right hand side of the image. Mehmet Gà ¶khan Bayhan / iStock / Getty Images A 2019 study (Wistuba and colleagues) found that tree rings can also warn of impending slope collapses. It turns out that trees that are tilted by landsliding record eccentric elliptical tree rings. The downslope parts of the rings grow wider than the upslope ones, and in studies carried out in Poland, Malgorzata Wistuba and colleagues found that those tilts are in evidence between three and fifteen years prior to catastrophic collapse. Other Applications It had long been known that three 9th century Viking period boat-grave mounds near Oslo, Norway (Gokstad, Oseberg, and Tune) had been broken into at some point in antiquity. The interlopers defaced the ships, damaged the grave goods and pulled out and dispersed the bones of the deceased. Fortunately for us, the looters left behind the tools they used to break into the mounds, wooden spades and stretchers (small handled platforms used to carry objects out of the tombs), which were analyzed using dendrochronology. Tying tree ring fragments in the tools to established chronologies, Bill and Daly (2012) discovered that all three of the mounds were opened and the grave goods damaged during the 10th century, likely as part of Harald Bluetooths campaign to convert Scandinavians to Christianity. Wang and Zhao used dendrochronology to look at the dates of one of the Silk Road routes used during the Qin-Han period called the Qinghai Route. To resolve conflicting evidence over when the route was abandoned, Wang and Zhao looked at wood remains from tombs along the route. Some historical sources had reported the Qinghai route was abandoned by the 6th century AD: dendrochronological analysis of 14 tombs along the route identified a continuing use through the late 8th century. A study by Kristof Haneca and colleagues (2018) described evidence for the importation of American timber to construct and maintain the 440 mi (700 km) long defensive line of World War I trenches along the western front. Selected Sources Bill, Jan, and Aoife Daly. The Plundering of the Ship Graves from Oseberg and Gokstad: An Example of Power Politics? Antiquity 86.333 (2012): 808–24. Print.Fontana, Cludia, et al. Dendrochronology and Climate in the Brazilian Atlantic Forest: Which Species, Where and How. Neotropical Biology and Conservation 13.4 (2018). Print.Haneca, Kristof, Sjoerd van Daalen, and Hans Beeckman. Timber for the Trenches: A New Perspective on Archaeological Wood from First World War Trenches in Flanders Fields. Antiquity 92.366 (2018): 1619–39. Print.Manning, Katie, et al. The Chronology of Culture: A Comparative Assessment of European Neolithic Dating Approaches. Antiquity 88.342 (2014): 1065–80. Print.Nakai, Wataru, et al. Sample Preparation of Ring-Less Tropical Trees for ÃŽ ´18O Measurement in Isotope Dendrochronology. Tropics 27.2 (2018): 49–58. Print.Turkon, Paula, et al. Applications of Dendrochronology in Northwestern Mexico. Latin American Antiquity 29.1 (2018): 1 02–21. Print.Wang, Shuzhi, and Xiuhai Zhao. Re-Evaluating the Silk Roads Qinghai Route Using Dendrochronology. Dendrochronologia 31.1 (2013): 34–40. Print.

Just Take Away Their Guns by James Wilson Essay

Just Take Away Their Guns by James Wilson - Essay Example This paper illustrates that Wilson assumes various rhetorical choices to explain how the removal of the illegal use of guns must be the focus of the government. In the article, he employs logos or logical appeal with persuasive facts that are likely to appeal to an American audience majority of whom is security conscious and by his own admission, they are likely to control the gun control laws but they are not sure they are going to be effective. In this case, Wilson begins by stating that creation of tougher gun control laws is not an effective method of dealing with illegal possession of firearms. Legal restraint of citizens to possess guns has little effect in dealing with the illegal use of firearms. Many guns are stolen, borrowed, or attained through private purchases and therefore, the government gun laws would be ineffective. Wilson succeeds in selling this particular idea to the readers because, from a logical perspective, he has statistically proven that the guns used in cri me are guns acquired by illegal means which the new laws are not going to have any effect on. By so doing, he has managed to effectively prove that the new laws are redundant and misguided since they will be unlikely to address the problem at hand. Wilson further uses exemplification and appeals to expert opinions, to clarify the importance of ensuring that the public can access guns legally without limitations. Gun control supporters largely disregard the need for self-defense among the citizens citing that the government can provide this necessity. However, Wilson cites Gary Kleck, a criminologist who has conducted research, indicating that every year guns are fired for self-defense purposes more than a million times what the police use. This research, therefore, indicates that the numbers of citizens that defend themselves with guns are more than the number of arrests that occur for violent crimes. Wilson provides an example to show the legitimacy of self-defense that discourages criminal activity. It is evident from the National Crime Survey that citizens that defend themselves with guns are less likely to suffer a loss of property or be harmed than those that do not. Further, statistics indicate criminals are scared of victims with guns in many instances. Wilson adopts the definition rhetoric choice in helping the reader understand the importance of government efforts in seizing illegal firearms. He defines the word â€Å"frisk† as parting down an individual’s outer garments, which occurs during a physical search. Frisk is an important part of the operation that law enforcement agencies must be encouraged to adapt to remove illegal guns from the public. It is thus unequivocal that the government’s effort to search for illegal firearms from criminals is more important than disarming the citizens. This is because the main problem is caused by criminals in the procession of illegal weapons as opposed to law-abiding citizens who have obta ined guns for their own safety. Rhetorical Situation Due to the increased rate of gun violence, there is an urgency that has motivated exigency in the article is created by the call for tougher laws to restrict people from acquiring firearms legally.