Science Report on Spinosaurs Free Essays

DATE: January 24, 2013 NAME: Carl Kallies SCIENCE REPORT: Dinosaurs †Spinosaurus The Spinosaurus is my most loved of the considerable number of dinosaurs. It was put on the map in the film Jurassic Park 3, one of my preferred motion pictures. Researchers gauge Spinosaurus to be 40 to 56 feet or 12 to 17 meters from head to tail. We will compose a custom paper test on Science Report on Spinosaurs or on the other hand any comparative point just for you Request Now Spinosaurus’ body looks a ton like that of T-Rex, yet there are two or three clear contrasts. Obviously, T-Rex didn’t convey that huge sail-like blades made of 6-foot spines. What's more, the front arms of the Spinosaurus are heavier and longer than T-Rex’s arms. A few researchers think this implies Spinosaurus utilized them for strolling, while others state these solid front arms could truly take a few to get back some composure on supper. The head of Spinosaurus was longer, increasingly restricted, and not as intensely worked as that of T-Rex. Whoever named this mammoth wasn’t having the most inventive day. Spinosaurus implies â€Å"spiny reptile. † There were enormous spines reaching out from the vertebrae along its back. Also, when I state enormous, I mean they could grow up to 6 feet in length! Most specialists accept that the spines were secured with a layer of skin that occupied in the spaces between the spines, kind of the way webbing occupies in the spaces between the â€Å"toes† of a duck This made a sail-like blade that could have helped control body heat. A few scientists feel that the sail could have been stretched out or crumpled at any rate somewhat. Maybe then the sail could be utilized to get some different dino’s consideration. Spinosaurus was found in 1912 by a German scientist. Ernst Stromer found the first and most complete example in Egypt. Tragically, this example was crushed during the bombarding of Munich in WWII. No Spinosaurus since Stromer’s first find have been as finished. The long limited nose of Spinosaurus contained jaws brimming with strongly pointed teeth. Not at all like the steak blade serrations of T-rex teeth, Spinosaurus teeth were smooth and round. In light of the likeness to the chomp of crocodiles, where the upper teeth of the Spinosaurus interlock with the lower teeth, researchers think Spinosaurus may have had an eating regimen comprising essentially of fish. To add weight to the fish diet hypothesis, corrosive carved Fish scales have been found in Spinosaurus stomachs. While their bodies are all around adjusted for meat, their specific assortment may have been of the swimming sort. I believe that the Spinosaurus is perhaps the best dinosaur at any point found. The most effective method to refer to Science Report on Spinosaurs, Papers

Gendered organization and internationalist - MyAssignmenthelp.com

Question: Talk about the Gendered association and intersectionality. Answer: Presentation As of late, the job of ladies in business has developed generously, and they began landing positions in the center just as top-level administration positions. However, it has seen that the quantity of female representatives who arrive at a top-level position is significantly low when contrasted with men. Ladies have consistently demonstrated that they no not exactly contrasted with men, and they perform assume appropriate liability of top-level situations too. Ladies all through the world have demonstrated that they can perform superior to men. Indeed, even with a noteworthy number of accomplishments, ladies didn't get comparative regard when contrasted with men. They despite everything face the issue of sexual orientation imbalance and still partnerships didn't like to relegate them top-level official positions (Acker, 2012). There are different reasons which make imperceptible hindrances for ladies that stops them coming to a top-level position. One of the key issues faces by ladie s is sexual orientation imbalance. It has been demonstrated by different investigations that companies advance workers not simply founded on their presentation instead of their commitment to the endeavor or what amount are they ready to forfeit for their top-level position (Hook, 2010). Female workers face the issue of disparity since they can't add to an association as much as possible do as a result of normal or social components. Ladies all through the world face the issue of sex pay hole which implies they get less pay or advantage bundles them contrasted with their male partners. In Australia, sexual orientation pay hole is a difficult issue which influences an enormous number of female representatives all through various businesses (Watson, 2010). This report will examine the issues looked by human asset division while overseeing and holding representatives in an association. The essential point of this report is to break down the issue of sexual orientation disparity hole looked by ladies around the world. The report will assess the issue of sex pay hole and how it is adversely impacting female laborers even in global organizations. This report has a more extensive degree, and it will concentrate on dissecting the sexual orientation disparity issues face by ladies worldwide and how the organization has neglected to address the issue of sex pay hole. The report will survey how sexual orientation pays hole impact human asset rehearses in an organization. The report will incorporate instances of different organizations that have succeeded or flopped in tending to this issue. Further, the report will give proposals that can help with tending to the issue of sexual orientation disparity and decrease the sex pay hole. Issue of Gender Inequality Present day partnership actualizes assorted variety the executives methodologies that attention on building up a constructive working environment condition that advances and supports individuals from various societies, religions, and race. Equivalent work opportunity (EEO) is characterized as opportunity from segregations dependent on sex, race, religion, age, or inability so as to get equivalent development openings (Card, Cardoso Kline, 2015). The Equal Opportunity for Women in Workplace Amendment Bill 2012 gives strategies that advance sexual orientation fairness and equivalent compensation in present day companies. The Equal Opportunity for Women in the Workplace Agency is an administrative body which plays out the exercises of information assembling and executing government strategies so as to advance equivalent correspondence and equivalent compensation in organizations (Baird, Williamson Heron, 2012). Sexual orientation disparity despite everything exists in present day enterp rises in spite of the national and universal estimates that are taken by governments or associations for tending to this issue. Out of 135 countries, just four nations have accomplished sexual orientation imbalance which incorporates Norway, Sweden, Cuba and Costa Rica. Considerably in the wake of making enormous progress ladies are as yet getting less pay for comparable work. The human asset branch of companies face issue of high turnover and maintenance of female workers, in this manner, they didn't advance them on top-level administration positions (Craig Mullan, 2010). Because of national and universal activities, the quantity of ladies in top-level administration is expanding, yet the pace is significantly moderate. In 2016, ladies help 24 percent senior jobs over the world which has developed only 3 percent from 2011 (Catalyst, 2017). Ladies face different issues because of which it is hard for them to accomplish top official positions. For instance, it is a typical origination that men work to give their families while ladies remain at home to perform housework, for example, cleaning, cooking or childrens care. In spite of the fact that this origination is changing particularly in created countries, it is as yet hard for ladies to work in night move because of security issues. The HR division thinks that its hard to oversee female representatives execution since they can't approach working hours when contrasted with male laborers. Female representatives think that its hard to give 16 hours every day in their work while for men it's anything but an issue. The ladies face issues, for example, security issue, lewd behavior, workplace issues, and bigotry in the working environment (McDonald, 2012). The human asset division neglected to address female workers issues which increment their turnover and consistency standards. Because of high standards for dependability, HR official abstains from employing female specialists as opposed to improving their working environment condition. The high pace of maintenance is caused on the grounds that HR administrators neglected to keep up positive associations with representatives (Hutchinson Eveline, 2010). The HR division didn't actualize suitable approaches for inspiring or remunerating female representatives execution which builds the sexual orientation disparity issues. Difficulties Face by Women because of Gender Inequality Human asset division has neglected to address the difficulties looked by ladies workers, for example, lewd behavior, wellbeing issues, and bigotry. Other than these issues, female specialists need certainty in light of the fact that the business world is male-driven and it is loaded up with forceful and solid guys who didn't incline toward female at top-level positions. Because of absence of certainty, HR office think that its hard to oversee and improve the exhibition of female representatives. Top-level positions expect pioneers to turn out to be progressively forceful and solid doing which male administrators are considered as manly, while, female pioneers are seen as merciless or rough (Smith Villa, 2010). If there should arise an occurrence of a female supervisor, the HR administrators face trouble in keeping up discipline on the grounds that most specialists oppose the choices of female directors. The examination led by Bleidorn, Arslan, Denissen, Rentfrow, Gebauer, Potter Gosl ing (2016) gave that there is a huge hole in ladies certainty because of which they face disparity in the work environment and think that its hard to accomplish top-level positions. The vast majority of the ladies in the working environment face the issue of inappropriate behavior; as indicated by the US Equal Employees Opportunity Commission, in excess of 75 percent of the cases are not announced by the people in question (Golshan, 2017). Indeed, even in created nations, ladies face sexual orientation disparity issues because of which ladies are ceaselessly falling behind as far as compensation bundles and housing. In Australia, the national sexual orientation pay hole of 15.3 percent demonstrates that there is as yet a prerequisite for development in human asset approaches in current companies (Hilton, 2017). The Workplace Gender Equality Agency (WGEA) information gives that men procure 22.4 percent more compensation than ladies which is AU$27,000 per year (Workplace Gender Equality Agency, 2018). The sexual orientation pay hole in BBC (9.3%) demonstrates that worldwide companies likewise neglected to address the issues and even high-pay female workers are con fronting the issue of inconsistent compensation (Ruddick Grierson, 2017). The absence of female representatives in top-level official position is additionally a huge issue looked by ladies around the world. Suggestions Following suggestions can be actualized by human asset division to address the issue of sexual orientation imbalance and pay hole which advances female workers and increment their job in top-level administrative positions. The HR office should deliver different issues identifying with female representatives, for example, inappropriate behavior, prejudice, and separation and comprehend their circumstance from an alternate They should actualize exacting HR approaches to adequately oversee assorted variety in the association which help with advancing female specialists in the partnership (Lavive Stutzer, 2010). HR office should execute new sex equity approaches as a piece of companys Corporate Social Responsibilities (CSR) model which upholds them to actualize them all through the association and give revelations on a yearly premise. HR division can execute successful learning and advancement strategies to improve the presentation of female laborers. HR office should set up adaptable strategies for female specialists to make an increasingly reasonable workplace for them. They ought to likewise advance representatives dependent on their presentation and increment the quantity of top-level After recognizable proof of sexual orientation pay hole and absence of senior female official, BBC chose to decrease sex imbalance in their association. The organization directed Equal compensation review to discover the purpose behind sex pay and actualize arrangements as indicated by address such issue. The organization is concentrating on diminishing sex pay hole and recruiting female representatives to end sexual orientation uniformity by 2020. Different organizations ought to likewise consider the methodology of BBC to address the issue of sex imbalance and pay hole. End Taking everything into account, female representatives face issues of sexual orientation disparity and pay hole in present day enterprises. The high pace of sexual orientation pay hole demonstrates that ladies are dealt with unreasonably in associations. The human asset strategies in many organizations have neglected to deliver the issues identifying with female representatives. The HR office abstains from employing female specialists and

How to Choose Your Essay Samples

How to Choose Your Essay SamplesThere are thousands of essay samples that you can find all over the Internet, including for colleges. You can also find essay samples for personal essays, college essays, school essays, research papers, project essays, or any other type of essay. Some essay samples are formatted specifically for certain kinds of essay, while others are not.You should remember that essay samples are guidelines. In other words, they are not gospel. You will need to make your own decisions when it comes to whether or not to use a particular essay sample. While some readers will appreciate what you are doing, others may be turned off by your choices.One thing you should know is that there are many different kinds of essay samples, and some are better than others. For example, if you are using a specific kind of sample, such as college essay samples, then you want to make sure that the information that is presented in the essay is actually accurate. You don't want to presen t facts that are not true.You also want to make sure that the essay that you write looks good when it is framed using college essay samples. College students are notoriously difficult to impress, so you need to make sure that you don't use a style that does look sloppy. Just use it as a guideline for what to do, not as the final word on how to write an essay.Of course, you also want to choose a template that is easy to read, and includes the course objectives of the essay in a clear manner. You want to make sure that you are able to read your writing without having to stop to decipher what is going on. You don't want your reader to have to stop to figure out what the points are because you didn't spell them out.Something else to keep in mind is that if you are writing a personal essay, you want to make sure that you write in a way that is both respectful and interesting. Personal essays are supposed to be taken lightly. You don't want to make them seem like a lecture. Even though yo u might want to emphasize something that is important to you, don't do it for the sake of emphasizing it.A big mistake that students make is to try to highlight their opinion, no matter how off base it might be. You do not want to get into a shouting match with your instructor, either. Keep it professional and courteous at all times.In summary, you should make sure that you find the best essay samples for writing a college essay or personal essay. You can search for essay samples online, or you can buy essay samples in college bookstores. Remember that the choice is yours; just make sure that you choose a good one.

What Is a Good LSAT Score Score Ranges by School

LSAT scores can range from a low of 120 to a perfect score of 180. The average LSAT score is between 150 and 151, but most students accepted to top law schools receive a score well over 160. The exam consists of four scored sections (one reading comprehension section, one analytical reasoning section, and two logical reasoning sections) and one unscored, experimental section. A separate writing section, taken remotely within a year of registering for the LSAT, is also required but not scored. LSAT Scoring Basics Each administration of the LSAT exam consists of a total of approximately 100 questions, and every question answered correctly accounts for one point of your raw score. The raw score, which can range from 0 to 100, is converted into a scaled score ranging from 120 (lowest) to 180 (highest). Raw scores of 96 and above translate to scaled scores of 175 to 180.  Note that points are given for correct responses, but are not deducted for incorrect answers. Differences in scaled and percentile scores for different test administrations are based on adjustments made for variations in exam difficulty. When you receive your LSAT score report, it will include a percentile rank. This percentile rank tells you how you compare to other applicants who took the LSAT test at the same time. It’s also a good way to gauge how competitive you are for different law schools. For example, if your percentile rank is 70% for the October LSAT exam, that means that you scored equal to or higher than 70% of test-takers, and the same or lower than 30% of test-takers who sat for the October test. Current LSAT Percentiles The Law School Admission Council (LSAC) releases LSAT score data for all tests administered during a three year period. The table represents the most current data with percentile ranks for all test administrations between June 2016 and February 2019. Overall LSAT Percentiles (2016-2019) Score Percentile Rank 180 99.9 179 99.9 178 99.9 177 99.8 176 99.7 175 99.6 174 99.3 173 99.0 172 98.6 171 98.1 170 97.4 169 96.6 168 95.5 167 94.3 166 92.9 165 91.4 164 89.4 163 87.1 162 84.9 161 82.4 160 79.4 159 76.5 158 73.6 157 70.0 156 66.4 155 62.8 154 59.0 153 55.1 152 51.1 151 47.6 150 43.9 149 40.1 148 36.3 147 32.6 146 29.7 145 26.0 144 23.0 143 20.5 142 17.7 141 15.5 140 13.3 139 11.3 138 9.6 137 8.1 136 6.8 135 5.5 134 4.7 133 3.9 132 3.2 131 2.6 130 2.0 129 1.7 128 1.3 127 1.1 126 0.9 125 0.7 124 0.6 123 0.5 122 0.4 121 0.3 120 0.0 Source: LSAC Score Distribution - Law School Admission Test The overall LSAT percentile ranking is useful for noting how your score for a specific exam compares to other applicants who sat for the same exam. However, law schools are more interested in your numerical score. The table below provides the score ranges for students accepted to top 20 law schools. LSAT Score Ranges by School The data in the table below represents the 2018 LSAT score ranges for 20 top law schools. The percentiles represent the range of LSAT scores of students who were admitted to each school. To understand the data, remember the following: 25% of admitted students scored at or below the 25th percentile score. That means 75% of admitted students got a higher score. If your score is below a certain schools 25th percentile score, your chances of admission to that school are not high.50% of admitted students scored at or below the 50th percentile score (the median). That means half of the admitted students got a higher score.75% of students scored at or below the 75th percentile score. That means 25% of admitted students got a higher score. If your score is in the 75th percentile or higher for a particular school, your odds of admission are favorable. Note that this data is specific to each school, unlike the LSAC data which is for all students who took the LSAT in a given year or years. LSAT Percentiles by School (2017-2018) Law School 25th Percentile 50th Percentile 75th Percentile Yale Law School 170 173 176 University of Chicago Law School 167 171 173 Stanford Law School 169 171 174 Harvard Law School 170 173 175 University of Virginia School of Law 163 169 171 Columbia Law School 170 172 174 NYU School of Law 167 170 172 University of Pennsylvania Law School 164 170 171 Duke University School of Law 167 169 170 Northwestern Pritzker School of Law 164 169 170 University of Michigan Law School 165 169 171 Cornell Law School 164 167 168 UC Berkeley Law 165 168 170 University of Texas at Austin School of Law 160 167 168 Vanderbilt University Law School 161 167 168 Washington University School of Law 160 168 170 Georgetown Law 163 167 168 UCLA School of Law 165 168 169 USC Gould School of Law 163 166 167 Notre Dame Law School 159 165 166 Source: American Bar Association Standard 509 Disclosure The Truth About LSAT Cutoff Scores Most law schools do not have minimum cutoff LSAT scores. The Law School Admission Council strongly discourages LSAT cutoff scores, unless the minimum score is supported by â€Å"clear evidence that those scoring below the cutoff have substantial difficulty doing satisfactory law school work.† Several top tier law schools, including Yale, Harvard, and Columbia, specifically state that they have no minimum score requirements. However, the score data for the most selective schools indicates that most successful applicants score above the 90th percentile on the LSAT. How Important Is It to Have a Good LSAT Score? A good LSAT score is perhaps the most important part of your law school application as it is ultimately a measure of your potential for success in law school. However, it is not the only significant part of your application. Your undergraduate GPA is also a strong determinate of your chances for admission to law school, so its useful to consider your index score, which takes into account your LSAT score and undergraduate GPA. Law school admissions calculators offer predictions as to how competitive your chances are to particular law schools given your undergraduate GPA and LSAT score. Beyond quantitative measures, other important factors in law school admissions include your personal statement, letters of recommendation, resume, and work experience. While these factors may have less weight in the admission process, they are essential to a successful application. In particular, a strong personal statement exhibits writing and communication skills that are vital in the legal profession.

Definition and Examples of Text Messaging

Texting is the process of sending and receiving brief written messages using a cellular (mobile) phone. Also called text messaging, mobile messaging, short mail, point-to-point short-message service, and Short Message Service (SMS). â€Å"Texting isn’t written language,†says linguist John McWhorter. It much more closely resembles the kind of language we’ve had for so many more years: spoken language (quoted by Michael C. Copeland in Wired, March 1, 2013).According to Heather Kelly of CNN, Six billion text messages are sent every day in the United States, ... and over 2.2 trillion are sent a year. Globally, 8.6 trillion text messages are sent each year, according to Portio Research. Example: When Birdy texted again, I was only a mile from Glades City, and the junkyard owned by Harris Spooner, so I was feeling tense and alone on this dark country road, until I read her message:On way home, no luck. Will call when reception better. Sorry!!! ☠ºI felt like saying Yippee! a word Ive never used, and my spirits, which had been low, rebounded. ... So I left a message, then replied to her text: Am near Glade City exit, how about glass of wine? Where U? As I hit Send, I noticed car lights behind me and was relieved when I saw that it was an eighteen-wheeler.(Randy Wayne White, Deceived. Penguin, 2013) Myths About Texting All the popular beliefs about texting are wrong, or at least debatable. Its graphic distinctiveness is not a totally new phenomenon. Nor is its use restricted to the young generation. There is increasing evidence that it helps rather than hinders literacy. And only a very tiny part of the language uses its distinctive orthography.  (David Crystal, Txtng: the Gr8 Db8. Oxford University Press, 2008) Texting and Instant Messaging [A]bbreviations, acronyms, and emoticons are less prevalent in American college student IM [Instant Messaging] conversations than suggested by the popular press. To move beyond media hyperbole regarding text messaging, we need corpus-based analyses of texting.Judging from our sample, American college-student text messaging and IM differed in several interesting ways. Text messages were consistently longer and contained more sentences, probably resulting from both cost factors and the tendency for IM conversations to be chunked into sequences of short messages. Text messages contained many more abbreviations than IMs, but even the number in texting was small.  (Naomi Baron, Always On: Language in an Online and Mobile World. Oxford University Press, 2008) A Good Text A good text, a well-timed text, a text that expresses some bullet of revelation, some reminder of love, some thoughtful association or ball-busting paraphrase of what we agree on reconnects us when that is all we ever wanted--connection--in the midst of the chattering, indifferent cloud of humanity.(Tom Chiarella, Rule No. 991: It Is Entirely Possible to Write a Good Text Message. Esquire, May 2015)   Teenagers and Texting In the United States, 75% of teenagers text, sending an average of 60 texts a day. According to Pew Internet research, texting is teens most common form of communication, beating out phone conversations, social networks, and old-fashioned face-to-face conversations.  (Heather Kelly, OMG, the Text Message Turns 20. But Has SMS Peaked? CNN, December 3, 2012)For teenagers now, . . . texting has been largely superseded by instant messaging--as Stephanie Lipman, a 17-year-old Londoner, explains. I did text for a while, but instant messaging is so much better-- like a constant stream-of-consciousness. You dont have to bother with Hello. How are you? or any of that. You just have this series of conversations with your friends which you can add on to when youre in the mood.  (James Delingpole, Texting Is So Last Year. Daily Telegraph, Jan. 17, 2010)[F]or young people, blogs are work, not play. A 2008 Pew research project found that while 85% of 12 to 17-year-olds engaged in electronic pe rsonal communication (including texting, email, instant messaging and commenting on social media), 60% didn’t consider these texts to be writing. Another study in 2013 revealed that teenagers still distinguish between the proper writing they do for school (which may be on blogs) and their informal, social communication.(Mel Campbell, Should We Mourn the End of Blogs? The Guardian, July 17, 2014) Textspeak in the 19th Century This S A, until U I CI pray U 2 X QsAnd do not burn in F E GMy young and wayward muse.Now fare U well, dear K T J,I trust that U R true--When this U C, then you can say,A S A I O U.(Final verses of Essay to Miss Catharine Jay in Gleanings From the Harvest-Fields of Literature, Science and Art: A Melange of Excerpta, Curious, Humorous, and Instructive, 2nd ed., collated by Charles Carroll Bombaugh. Baltimore: T. Newton Kurtz, 1860) Predictive Texting Predictive texting is a  program in many cellular (mobile) phones that predicts a complete  word  after a user has typed in just one or two  letters. [Predictive texting] significantly reduces the number of key-presses, but there are costs alongside benefits. An early study (2002) reported that only just over half the participants who had  predictive messaging  actually used it. The others did not use it for a variety of reasons. Some said it slowed them down. Some missed the option to use  abbreviations  (though one can code them in). Some said their system did not offer the right words and found the task of adding new words slow and annoying. (David Crystal,  Txtng: the Gr8 Db8. Oxford University Press, 2008)[W]hile Predictive texting  might be good for the nations  spelling, it is not always easily understood. Try typing he if is cycle, hell in to get his awake and come go to red of and see what happens when the right combination of buttons throws up the wrong words. . . . Researchers might find an intriguing answer for why a kiss often turns out to be on the lips. Are chefs aged? Is it boring to be coping? Is art apt? Is it always good to be home in the hood? Or has everyone gone? And if you try and do something asap why does it often turn out crap?  (I. Hollinghead, Whatever Happened to txt lngwj:)?  The Guardian, Jan. 7, 2006)-  Concern about the widespread infiltration of text messaging conventions into  written English  may ... be misplaced, as predictive texting becomes more common and sophisticated. ... While it seems certain that our accepted notions of standards in  language  will be influenced by electronic forms of  communication, it is very hard to predict in any detail and with any certainty what this impact might be. (A. Hewings and M. Hewings,  Grammar and Context. Routledge, 2005) Alternate Spellings: txting

The Benefits of the Labor Division by Adam Smith Term Paper

Essays on The Benefits of the Labor Division by Adam Smith Term Paper ï » ¿Wealth of Nations by Adam Smith Adam Smith states that division of labour has various advantages, which enhance the productivity of a nation. However, the author further states that this is not because of human wisdom. Smith states that nations have to engage division of labour, which is a slow but gradual progress (Smith, 1776). For a nation to enhance its wealth there is a need for division of labour. This is where individuals engage in the same activity repetitively. As such, they perfect their work, which leads to an increase in the value of the products. This can be used to enhance trade, which in the 18th century was mostly barter trade. The author quips that all animals are dependent on each other in different occasions. However, when a human being or an animal needs the services of another, there is a need for an agreement (Smith and Bullock, 2007). The individual or animal with the services that are highly needed has to be persuaded to offer the services. On the other hand, the needy person or animal has t o make the approach known to the holder of the services. As such, they will be in constant communication in concern to the exchange of services. For example, when two hounds are chasing a single hare, they often look like they are in a concert, each fighting to get the hare. However, when looking closely at the situation, each hound is chasing the hare towards the other. In this situation, both hounds are in need of a service they do not have. Apparently, the hare is what they need. However, they have to make a strategy when chasing the hare. When they decide to chase the hare concurrently, they are in a sort of division of labour. Though they have no formal agreement, they are chasing for the same service. Ultimately, they catch the hare due to the division of labour. Human nature at times uses the same paradigm when they want some services that are not in their favour. As such, they have to gain the favour of the people that have the services. At times, this is not the occasion, which may lead to other avenues of finding the same services. For example, in the animal kingdom, animals resorts to fists and fights for the services they need (Smith, 1776). Apparently, humankind lives in a civilized society. Therefore, some avenues of finding the services they need are not allowed. As such, there is a need for cooperation and assistance from other people that own the services (Smith and Bullock, 2007). This leads to a situation where humankind has to make relations with other people, who will be dependent on their friendship. This is an avenue of ensuring humans have the services they need, especially when they do not have an avenue of getting the services. Strangely, this is not seen in the animal kingdom. When animals reach maturity, each animal is i ndependent. As such, they do not rely on cooperation and the help of other animals. This is a prevalent situation in the animals, as each animal longs for independence. Humankind has a different perspective when it comes to independence. Even after maturity, the human race will rely on the support of other humans to have an acceptable living. However, humankind has various avenues of survival and prevailing in life. For example, humans have a high likelihood of thriving, when they show priority in their self-interests. Smith states that love for individual interests is a proof to other human beings that services in the individual’s favour is to their advantage (Smith, 1776). This is seen especially when the individual requires the other people to do a favour in accordance to the individual’s interests. Such prevailing instances have led to interdependence in human beings, as they often state that when an individual offers a favour, it should be returned. From this statement, it is evident that each person has focus on personal interests. As a result, each person has to consider personal interests in each occasion. Conversely, the human kind is dependent on reciprocation of favuors, since each person has the interests that should be fulfilled (Fleischacker, 2004). This leads to interdependence, where a person expects a favour in return, after working on the interest of another individual. The wealth of nations is build through the personal interests of individuals. The human nature is based on fulfilling personal interests. For example, when humans need food, they have to get foodstuff from a butcher or a grocery. Apparently, the grocery and butcher have their personal interests, which are instigated by the love for one-self. When taking foodstuff from a grocery or a butcher, it is an advantage to the butcher and grocery. As such, the person in need of the services of the butcher of grocery has to return a favour in accordance to the services that are offered. In such instances, the wealth of nations is created, as people have to exchange services by returning favuors, which in the current world is money. From such a scenario, people have to look for resources, which are scarce. With the resources, they are in a position to exchange with the services they need. The exchange of service and money leads to creation of wealth, as the people with an advantage gain more tha n the people that need the services (Smith, 1776). For example, the grocery store and butcher have a gain from the services they offer to the people that need the stated services. In this scenario, Smith explains that humans do not address the issue of humanity by exchange of services. However, they exchange services due to the self-love of each individual. They have needs they need to satisfy in each situation. As such, they have to get other services in exchange. Consequentially, the advantageous person stands to gain than the person demanding a service. In addition to this, the author gives coherent explanations on other humans who do not have a favuor in exchange do not stand to gain in the scenario. For example, beggars do not have a service in exchange, when they need a favor from other people. As such, they depend on humanity of other individuals for their life. Strangely, this can be a way of creating wealth. At times, the services offered by other people who do not need fav uors in exchange can be overwhelming. This could lead to a self-sustenance situation. In Smith’s explanation, it is evident that nations have to create wealth for sustenance (Smith, 1776). Apparently, wealth is ostensibly created when humans exchange services in return for favuors. The favuors are explained as a form of transactions, where money is exchanged. As such, the economy stands to gain since people from different levels of the economy are gaining wealth. With an increased exchange of services in the economy, there is an increase in the wealth. The same applies to a nation, when there is an increase in the exchange of services (Smith and Bullock, 2007). This paradigm has been used by many nations in creating their wealth. The creation of wealth is classified in different levels. For example, there is the exchange of products on the individual level. This is where individuals trade products on an individual level. Similarly, there is the trade in which organizations exchange services in bulk. In addition to this, there is the exchange of services on the national level, where nations exchange products for gain. Using the explanation by Smith, it is evident that nations make wealth in such an avenue (Fleischacker, 2004). Consistent gain and improvement in the gains leads to creation of wealth. Consequentially, the people should also look for the resources, which are scarce. When they have resources for exchange of products, they will be in a position to freely exchange products. In conclusion, Smith’s explanation is considered one of the vital documents that were published in the 18th century. Even though this happened the same time when there was declaration of independence, the wealth of nations is still one of the prevalent documents in the history of the world. As a fact, this is due to the global impact of the document, as it has enhanced studies in the economic sense. For example, Smith opposed mercantilism, which stated that nations create wealth when they hoard to precious metals, limiting imports through tariffs, while increasing the exports. However, Smith’s explanation is greatly used, as it focuses on the fundamental aspect of wealth creation. References Fleischacker, S. (2004). On Adam Smith's Wealth of nations: A philosophical companion. Princeton, N.J: Princeton University Press. Smith, A. (1776). Of the principle which gives occasion to the division of labour. In The wealth of nations (Book 1). Retrieved from http://www.gutenberg.org/files/3300/3300-h/3300-h.htm#link2HCH0002 Smith, A., Bullock, C. J. (2007). Wealth of nations. New York: Cosimo Classics.

Toshiba Laptop Specs free essay sample

For additional and most updated accessories, please visit www. accessories. toshiba. com Copyright 2007-2008 Toshiba America Information Systems Inc. All Rights reserved. TAIS shall not be liable for damages of any kind for use of this information, which is subject to change without notice. Satellite L305D-S5938 1. 0 Page 1 of 3 This product specification is variable and subject to change prior to product launch. Subject to Change While Toshiba has made every effort at the time of publication to ensure the accuracy of the information provided herein, product specifications, configurations, prices, system/component/options availability are all subject to change without notice. For the most up-to-date product information about your computer, or to stay current with the various computer software or hardware options, visit Toshiba’s Web site at http://www. pcsupport. toshiba. com Return Policy Notwithstanding anything to the contrary in any third party License Agreement or product documentation supplied with your PC, Toshiba America Information Systems, Inc. toshiba. com Qosmio, Satellite, Portege, Tecra, SelectBay, ConfigFree, SystemGuard, EasyGuard are registered trademarks of Toshiba America Information Systems, Inc. nd/or Toshiba Corporation. All other products and names mentioned are the property of their respective owners. C1 64-bit computing: 64-bit computing requires that the following hardware and software requirements are met: 64-bit Operating System 64-bit CPU, Chipset and BIOS (Basic Input/Output System) 64-bit Device drivers 64-bit applications Certain device drivers and/or applications may not be compatible with a 64-bit CPU and therefore may not function properly. A 32-bit version of the operating system is preinstalled on your computer unless explicitly stated that the operating system is 64-bit. See Detailed Specs for more information. 1 Product Series Legal Footnote. The product specifications and configuration information are designed for a product Series. Your particular model may not have all the features and specifications listed or illustrated. For more detailed information about the features and specifications on your particular model, please visit Toshibas Web site at pcsupport. toshiba. com. Product Offering Legal Footnote. Toshiba America Information Systems, Inc. reserves the right to modify or withdraw this offer at anytime without notice 2 Operating System. Some software may differ from its retail version (if available), and may not include user manuals or all program functionality. Offers. Offer terms, duration and product availability all subject to change without notice 3 Processor (Central Processing Unit). Also see 64-Bit Computing Legal Footnote, if applicable. CPU performance in your computer product may vary from specifications under the following conditions: 1. use of certain external peripheral products 2. use of battery power instead of AC power 3. use of certain multimedia, computer generated graphics or video applications Available storage capacity will also be less if the product includes one or more pre-installed operating systems, such as Microsoft Operating System and/or pre-installed software applications, or media content. Actual formatted capacity may vary. 6 5 Optical Drive. Due to manufacturing and quality variations in third party optical media (e. g. , CD or DVD) or optical media players/recorders, in certain cases, your Toshiba optical drive may not record on certain optical media that bear the applicable logo, or playback optical media recorded by other PCs or optical media recorders. Additionally, certain optical media recorded on your optical drive may not playback or operate properly on other PCs or optical media players. These problems are not due to any defect in your Toshiba PC or optical drive. Please refer to your PCs product specification for listing of specific format compatibilities. Recording or viewing of certain optical media may be limited or prevented in accordance with applicable copy protection standards. Display. Small bright dots may appear on your screen display when you turn on your PC. Your display contains an extremely large number of thin-film transistors (TFT) and is manufactured using high-precision technology. Any small bright dots that may appear on your display are an intrinsic characteristic of the TFT manufacturing technology. Over a period of time, and depending on the usage of the computer, the brightness of the screen will deteriorate. This is also an intrinsic characteristic of the screen technology. When the computer is operated on battery power, the screen with dim and you may not be able to increase the brightness of the screen while on battery power. 8 Graphics (Graphics Processing Unit). GPU performance may vary depending on product model, design configuration, applications, power management settings and features utilized. GPU performance is only optimized when operating in AC power mode and may decrease considerably when operating in battery power mode. 7 Total Available Graphics Memory is the total of, as applicable, Dedicated Video Memory, System Video Memory and Shared System Memory. Shared System Memory will vary depending on system memory size and other factors. 9 Modem Speed. Due to FCC limitations, speeds of 53 kbps are the maximum permissible transmission rates during download. Actual data transmission speeds will vary depending on line conditions. 10 Wireless. Wireless connectivity and some features may require you to purchase additional software, external hardware or services. Availability of public wireless LAN access points may be limited. The transmission speed over the wireless LAN and the distance over which wireless LAN can reach may vary depending on surrounding electromagnetic environment, obstacles, access point design and configuration, and client design and software/hardware configurations. The actual transmission speed will be lower than the theoretical maximum speed. To use the Atheros SuperAGâ„ ¢ or SuperGâ„ ¢ wireless function, if available, your client and access point must support the corresponding feature. Performance of these functions may vary depending on the format of data transmitted. 11 Weight. Weight may vary depending on product configuration, vendor components, manufacturing variability and options selected. 12 Battery Life. Battery life may vary considerably from specifications depending on product model, configuration, applications, power management settings and features utilized, as well as the natural performance variations produced by the design of individual components. Product activation procedures and Microsoft’s privacy policy will be detailed during initial launch of the product, or upon certain reinstallations of the software products or reconfigurations of the computer, and may be completed by Internet or telephone (toll charges may apply). Internet access is required to enable certain functionality of certain Microsoft products(including Microsoft Office Small Business Accounting 2006) which may be included with this computer. The Microsoft Office 2007 60-Day Trial software (if applicable) is intended for evaluation purposes only. You must activate the software before you can use it. Product activation procedures will be detailed during initial launch of the software; activation requires Internet access. This software has an expiration date of 60 days from date of first use, at which time the software will operate under reduced-functionality mode, limiting end-user options and operations. The Microsoft Office 2007 60-Day Trial software is distributed without charge to the End User Customer but if the End User wants to continue to use such product after the trial period, then the End User Customer will have to pay a fee for the perpetual version of such Office Product. 4 Temperature (Environmental) Conditions. All temperature references are approximate and the performance of your computer may vary from specifications even when operating within the recommended temperature range. 15 RoHS. This notebook is compatible with European Union Directive 2002/95/EC, Restriction of the use of certain Hazardous Substances in electrical and electronic equipment (RoHS), which re stricts use of lead, cadmium, mercury, hexavalent chromium, PBB, and PBDE.

A Brave New World By Aldus Huxley Essays - Utopian Novels

A Brave New World By Aldus Huxley The novel Brave New World is like no other in fantasy and satire. It predicts a future overpowered by technology where the people have no religion. Has Huxley written about a degrading way of life or has he discovered the key to a perfect world that should be called Utopia? This essay will show that upon close analysis the way of life in the novel is justifiable and all the precautions that are taken are needed to preserve their lifestyle. This essay will also show that however different and easily looked upon, as horrible as their lives seem to be, in actuality it is better than ours. The first argument that would contradict the fact that Brave New World is a Utopia is the government overpowering the world, causing the loss of freedom and liberty in the people. Before judging their lives the reader must ask himself one simple question: Is it really that bad? Obviously no it's not. In the novel, the people don't have to worry about having a job. One must remember that being born and raised in Utopia, one does not know what freedom is and therefore does not know what is missing. Freedom leads to happiness, and if one already possesses happiness, then there is no need for freedom, especially if your government is making sure that all your needs are satisfied. Religion plays an important role in people's lives. It represents our principles and values. Religion guides us, gives us something to believe in and a set of rules to live by. However, who is to say that one hundred years from now people will still believe and practice religion? Mustapha Mond when referring to the Holy Bible says that they're old; they're about God hundreds of years ago. Not about God Now (Huxley, p.237). Mustapha Mond is saying that with the evolution of time the need for religion has disappeared and has been replaced by the worship of another God who is Ford. They basically live a fulfilled life and then they die. Also thanks to their conditioning they do not fear death but accept it as a way of life. That alone is a task that our world still has not been able to accomplish. In our world we must go through the ritual of the funeral. After one has died, his family must go through an enormous task of planning, organizing and dealing with the death of their now gone loved one. In utopian civilization, the people are isolated from one another, divided into five different classes. The classes range from the Alphas, the Betas, the Gammas, the Deltas and finally, the Epsilons. The members of each class are ranked according to their mental capacity and physical appearance. During the D.H.C.'s lecture to his students he tells them how by depriving certain embryos of oxygen will affect their stature. The lower the cast, the shorter the oxygen. (Huxley, p.13) It seems unfair that even before you are born, your future is already written out for you. However upon further study, one will realize that this sort of precaution is necessary. In our world, one has to face racism and stereotypes because people feel threatened by what is different. This conditioning is how the utopian society eliminated the problem. First of all, each class is conditioned to love their ranking and to realize that everyone is important and is indispensable to the society. The i! mportant thing here is that the lower classes are not jealous of the superior classes but even believe that their work is too tiring for them. The mental inferiority is very important for the survival of the utopian society. If the lower classes got too smart they would want to move up in life and that would ruin the stability of the society. Another precaution taken to prevent chaos to the society is the restraint of history, culture and art to the utopian civilization. According to our views, these things are unquestionably important and we would go as far as saying that we could not live without them. But for these people, they are insignificant. Education to us leads to knowledge and for us knowledge is power

Science Fiction Turns Reality essays

Science Fiction Turns Reality essays Hundreds of movies and books are based on the fear for clones. In 1997 Dolly, the first cloned mammal, was created and no longer was cloning considered Science Fiction. The public responses to Dolly the sheep varied but, from President Clinton down, there was almost universal agreement that such a thing must never be allowed to happen to humans(Dawkins 54). Human cloning stirs up the controversy between what is right, what is wrong, and where should society draw the line (Elmer-Dewitt 1). There are arguments for both sides but the con position is considerably stronger. People believe cloning humans is religiously wrong, would diminish the worth and respect of human life, and the medical risks are too high. Where in any religious documentation does it state: thou shall not clone(Elmer-Dewitt 4)? The truth is, cloning is not mentioned in any religious document. To have a religious argument against cloning, people had to read between the lines. According to Paul Ramsey, a board member on the National Bioethics Advisory Commission (NBAC), cloning humans would express the sin of pride or hubris(166). The Roman Catholic Church also agrees with this idea and furthers the argument saying human beings should not probe the fundamental secrets or mysteries of life, which belong to God(NBAC 168). While many people disagree with the Bible saying it is not a scientific or reliable source to base arguments on, 74% of the 1005 Americans that took the TIME/CNN poll in 1997 believe cloning is against Gods will (Human Cloning: Ethical Aspects 2/2). These Christians base their beliefs on the teachings of the Bible. Cloning can be considered the act of playing God(1/2). Not only can cloning be view ed as religiously wrong, it can also be looked at as a way to lessen the value of human life. ...

How can we conserve biodiversity on a global scale using evidence from Essay

How can we conserve biodiversity on a global scale using evidence from evolution in deep time - Essay Example Because of the changes in the plate tectonics combined with the fossil remains of the ancient reefs which was formed approximately between 360 to 440 million years ago (Veron, 2004), rock formation that we have today is formed. Aside from the changes in the Earth’s surface, the extinction of each species may also contribute to the formation of a new species. In line with this matter, Fredrickson and Onstott (1996) discussed the possibility that the subterranean bacteria could have been responsible not only in the erosion process of rocks but also in terms of converting the minerals from one form to another. Millions of years ago, the atmosphere was composed of carbon monoxide, carbon dioxide, hydrogen, methane, sulphur, and nitrogen gases (Brasier et al., 2002; Haynes, 2002). Biologists suspected that the presence of photosynthetic bacteria around two to three million years ago has changed the atmospheric condition we have today by releasing some oxygen into the atmosphere. (Haynes, 2002) The living fossils managed to survived hundreds of million years ago. However, 99.9% of all the species are now extinct (Raup, 1991, pp. 3 – 6). For this study, the past human and environmental factors that can significantly affect the extinction of some of plants, animals, micro-organisms, and the ecosystem among others will be thoroughly discussed followed by reflecting on how we can effectively conserve biodiversity on a global scale based on the identified major causes of extinction. As part of the conclusion, recommended ways on how we can prevent the mass destruction of biodiversity will be provided in details. Human actions can result to a significant change within the environmental. Because of heavy industrialization, the loss of habitat due to heavy pollution or the extinction of trees in the forests are among the common factors that could endanger the plant and animal

Definition of Love Essay Example | Topics and Well Written Essays - 1000 words

Definition of Love - Essay Example To define love one can read Shakespeare, another would rather kiss for the first time†¦ Actually, love can be considered at different levels: from lingual expression to physiological, emotional and psychological contexts (Tibbetts 1979, p. 280). When people say "I love you", what do they really mean? In accordance with the definition from the dictionary: love is  "a strong affection for another arising out of kinship or personal ties" (cited by Fisher 1998, p. 136).  We would rather focus not only the essence of love but on different types of it. First of all, love can be correlated with the different meanings  of this concept. "There’s romantic love; love between two people, which  is considered to be both intimate and sexual" (Fisher 1998, p. 138). Love is everywhere for me. I love my family, my friends, people and animals in our world. I love reading; I love God and many other things. Actually, I feel that all these forms of love are different and I can clearly feel this difference. Moreover, I feel that love to my beloved person, my mother or my best friend are different types of this feeling. To my mind, the closest synonym to any form of love is "comfort", "coziness", "pleasure"†¦too many other synonyms can be also selected, but I would like to prefer one of these forms of synonyms (Wood 1995, p. 80). People in their relationship trying to find the golden mean. Very often there is a chance to put someone's happiness about your own feelings. It is one of the highest prices paid for happiness. Love to another person can be the greatest treasure in the world, but you have to pay a high price for it. One should love another person above his/her flaws. Not only positive features but also negative features should be loved by a person in case they experience real love.   

Family issues becoming social problems Essay Example for Free

Family issues becoming social problems Essay Family, as what sociologists address, is a social institution. Families are shaped by the family members’ personality. Individual members affect their relationship that is greatly influenced by experience. Families are also affected with the other social institution in the society like law, religion and education. Thus, families are subject to changes whether these changes gave advantages and disadvantages, the family has to cope up and make adjustments. Failure to do so will affect society and social problems might arise. This twist and turns have been quite evident as the time passes by. Single parents, careerist mothers, absent fathers, and live-in partners are blamed as the root cause of many of societys problems that could lead to persistent poverty, drug abuse, academic failure or out-of-school youths, and juvenile crime. This can be traced back to the early society that calls for historical perspective(Steven Mintz, 2003). History of the American Family In 1920, majority of American families are the traditional type; the father is the breadwinner, the wife is the home-maker and the children attend the school. Unwanted pregnancies happened between 1940 and 1958. Families of the 1950s are characterized by increase in birth rate, a stable divorce rate, and the age of marriage decline. During the early and at the middle of the nineteenth century, divorce rate began to rise because of its legislative order to be legalized. Spousal and child abuse gave rise and this can be reflected with the increase in assaults and murders committed against relatives and family members. Highest divorce cases happened at the beginning of the twentieth century. Single parenting, children in orphanage, infant mortality and early widowhood are the other changes happened in the past years(Steven Mintz, 2003). Family issues becoming social problem Divorce and single parenting From the point of view of some, divorce is an indication of failure of American family. But for others, it is viewed as a sign of freedom from men that women do enjoy. After World War II, it is documented that the rate of divorce increased and these may be an indication of the changing views and role of women in the society and their need to be free from social and financial dependence upon men. However, the dramatic increase of divorce rate has greatly affect the economical and social stability experienced by most of the divorced women that caused social problem for the economic well-being of the divorced women and the children are highly compromised. On average, women earn less income than men, households that headed by the divorced women are further disadvantaged, also, the lack of adequate and consistent child support added to the economic dilemma of divorced women (Dennis L. Peck). Spousal Abuse  Among the cause of violence between couples are: incompatibility between them which they discovered after the marriage and such difference arises when there is great disagreement and animosity between them, the couple is under stress and frustration therefore burst it out to one another and lastly, if the wife is a masochist or very awkward or very provocative(Rudi Dallos). Child abuse and neglect A child that is not properly taken cared of, not properly fed, deprived of basic necessities, proper medical care and treatment, and too much physical abuse is a violation to the child’s welfare and is considered as a criminal behavior. Juvenile Delinquency According to a study, broken homes are associated with juvenile delinquency. Levels of juvenile delinquency were much higher in teenagers living with single fathers and lowest among teenagers living with both parents and one of the suggestive reasons for this is due to inadequate parental involvement in the life of the child. The lack of guidance and the absence of close relationships between the child and parents contributed to the causes of the delinquency(Crystal L. Murry). Financial stress Financial stress can directly and indirectly affect children because it increases parental mental and emotional distress, which limits a parent’s capability to respond sensitively and consistently to their children’s needs. More specifically, parents that are more commonly observed among low-income populations have behaviors of parental harshness, non-responsiveness, and inconsistency and are assumed to arise in part from the high levels of parental stress that accompany poverty. Parents having low income have the tendency to fail to express their affection and fail to respond to their child’s needs. (H. Abigail Raikes). Gay and Lesbian Families Sigmund Freud viewed homosexuality as a disturbed psychosexual development wherein the social orientation of the child is due to its relationship with his or her parents. Psychologists, as well as other professionals form other disciplines such as endocrinology and genetics have studied and discovered other possible causes of homosexuality (Dennis L. Peck). Before, same-sex families were inconceivable. However, in 1980s, the situation began to change and have changed the views of family life for gays and lesbians. Due to socioeconomic independence of women of lesbian families, the medical advances of in-vitro fertilization and sex transplant, acceptance of gays and lesbians by adoption agencies and courts, planned gay and lesbian parenting had increased tremendously but during the late 1980s and early 1990s, there was argument about same-sex families, particularly child-rearing by gays and lesbians. Solutions to Problems Having time for the family will be helpful in strengthening the family and businesses providing flexible working schedule will be of great help. The power of media has great influence on the youth; therefore, they should make effort on portraying positive views on marriage and valuing education. The parents should be attentive to their child’s learning in and out of school. No-fault divorce legislation establishes conjugal property that should be divided by both parties, assigning the child’s custody, and awarding alimony. Open communication is important so that problems and conflicts can be addressed within the members of the family. Nowadays, it is acceptable that both parents are working to support the financial needs of the family but make sure that there is still time for relaxation and bonding of the family members especially during special occasions. There are also government agencies, insurance company, law firms and consultants that provide legal and financial support for the child, spouse and elder that are victims of domestic violence.

Palestine and Israel Essays -- Threats to World Peace

Background The issue of Palestine and Israel is one that has been hotly contested for over a thousand years. The last fifty years have been especially important in the history of the Jewish people and Palestinians. Since the death of Yasser Arafat on the 11th of November 2004 , and the election of Mahmoud Abbas as his successor as leader of the Palestinian Authority, significant steps have been taken towards a lasting peace. This will hopefully lead to a conclusion of the second Palestinian intifada, which began in late September 2000, and to an end of the oppression of the Palestinian people by the Israeli Defense Forces. Both Jews and Arabs have suffered heavily from the conflict, thousands of innocent civilians have died on both sides, and peace is in the interests of all. History of the Conflict The disputed territory that has been alternately referred to as Palestine and Israel is relatively small, the total area is only roughly 22 000 square kilometers. It is bordered by Jordan on the East, Lebanon on the North, Egypt and the Mediterranean Ocean on the West, and shares 76 kilometers of border with Syria in the North East. The two disputed territories that are occupied by the Israeli Army but under the autonomous control of the Palestinian Authority are the West Bank and the Gaza Strip. These two territories amount to roughly 6400 square kilometers, the West Bank makes up the majority of this area – it amounts to 6000 square kilometers in the Eastern part of the country and borders the nation of Jordan. Jews have long considered Israel to be their national home. They consider it to be a Holy Land, or a Promised Land – they believe it to be their right from God to live in the region. The area is also considered... ... - http://www.myjewishlearning.com/history_community/Israel/Overview_IsraeliPalestinian_Relations/Intifada_I/Intifada2.htm Israeli Defense Force - www.idf.il The Socio-economic Impact of Settlements on Land, Water, and the Palestinian Economy - http://www.monde-diplomatique.fr/cahier/proche-orient/colonies BBC News – What is the West Bank barrier? - http://news.bbc.co.uk/1/hi/world/middle_east/3111159.stm Books: Beitler, Ruth Margolies – The Path to Mass Rebellion: An analysis of two intifadas B’Tselem: The Information Center for Human Rights in the Occupied Territories - Information Sheet: May 1993 – House Demolition During Operations Against Wanted Persons. Human Rights Watch – Israel, the Occupied West Bank and Gaza Strip, and the Palestinian Authority Territories Series: In a dark hour: the use of civilians during IDF arrest operations

Haier Human Resources Management

HRM Effectiveness Evaluation Synergy makes it possible! HRM Effectiveness Evaluation Synergy makes it possible! To Sir Sohail Islam By Group # 3 Date 24-01-2008 Letter of Transmittal GIFT University Gujranwala, Pakistan January, 09, 2008 Mr. Sohail Islam GIFT University Gujranwala, Pakistan Dear Sir, The report is focused on evaluating the effectiveness of Human Resource Department of any multinational Company. We chose Haier for this purpose.We are very thankful to you that you gave us the opportunity to work on such topic, which really made us aware of a lot of hidden facts about the practical HR work done at companies. You helped us a lot in defining this topic. We are very grateful to you that you think us capable of this. Really, we have given our full in this report. We hope it will be above your expectations. Yours affectionately, Zain Hameed, Sarfraz Ahmed, Zohaib Khalid, Umair Ameen, Usman Khalid. Table of Contents Topics Detail |Page Number | |Executive Summary |1 | |Int roduction |3 | |Introduction to Haier |6 | |Company Background |6 | |Company Facts |9 | |Corporate Overview |9 | |Global Presence |10 | |Board of Directors |10 | |Recognition |10 | |Leadership at Haier |12 | |Haier’s HR |14 | |Conception of HR 14 | |Challenge your content, manage†¦Ã¢â‚¬ ¦ |16 | |Values and Philosophy |18 | |Haier in Pakistan |32 | |Evaluation of HR Department |34 | |Conclusion |50 | |References | | Executive Summary This project is concerned with evaluating effectiveness of an HR Department in any multinational company. For the above-described activity, we chose well-known transnational electronic appliances manufacturing company named as â€Å"Haier†. Haier Pakistan holds its office at Raiwind Road. Haier Pakistan has split its HR Department in two parts. One part deals with marketing and distribution employees, while other deals with rest of the employees including administration, accounting, finance, security, and production depart ments.As discussed above, our task was to evaluate the effectiveness of the HR department, and for this purpose we focused on one part of Haier’s HR Department that deals with administration, accounting, finance, security, and production departments. First of all we defined these functions and then evaluated effectiveness of each function in Haier’s HR Department. Haier was incorporated in 1984 only producing household refrigerators. In 2004, Haier’s global sales hit RMB100. 9 billion and Haier brand, valued at RMB61. 6 billion, topped all Chinese trademarks at a nationwide survey. Haier was ranked first in the row of China’s Top 10 Global Brands August 30, 2005 on the Financial Times. Haier CEO Zhang Ruimin was placed 26th of the World’s 50 Most Respected Business Leaders on 17th November, 2005 on Financial Times.Haier’s international promotion framework encompasses global networks for design, procurement, production, distribution and after -sales services. Haier has established 15 manufacture complexes, 30 overseas production factories, 8 design centers and 58,800 sales agents worldwide. From Euro-monitor Statistics, Haier is currently ranked fourth among the global white goods makers by revenue and Haier’s goal is to play a leading role in the world white goods industry. Facing the challenges brought by E-commerce and China’s accession to the WTO, Haier began a management restructuring program in 1998 backed by the efficient Haier Market-chain System practice.During first 5 years, Haier focused on the organization restructuring, management decentralizing with application of advanced information and network systems in order fulfillment, Market-chain performance, logistics, capital operation, after-sales service, product inventory and operational cost reduction. During second 5 year period from 2003, Haier carried out the SBU (strategic business unit) management to stimulate the enthusiasm of every employ ee and to enhance Haier’s competitiveness in global marketplace. Haier has 51,000 full time employees and hires 175,000 contract service personnel, providing a total of 230,000 job opportunities. Haier’s management has been worldwide recognized.Haier has been recommended to the EU Case Studies by Lausanne Management College for Haier Market-chain Management. Haier’s goal is to become a global recognizable brand. (â€Å"Company Background†) The Haier Group is China’s largest home appliance brand and one of the world’s leading white goods home appliance manufacturers. By April 2006, the Haier Group has obtained 6,189 patented technology certificates and 589 software intellectual property rights. Haier products are sold in over 100 countries. Haier is the official Home Appliances Sponsor of the Beijing 2008 Olympic Games. As CEO, Mr. Zhang’s current goal is to further enhance Haier’s leadership in Chinese and global markets and st rengthen the reputation of Haier’s brand worldwide.The philosophy is the driving force behind the motivation and enthusiasm of Haier’s staff of over 50,000 employees worldwide. Haier is now widely recognized in the world. Haier’s production and management system restructuring has enabled Haier to diversify internal and external resources. Haier’s goal is to obtain worldwide recognition and to become one of Fortune Global 500. Haier Pakistan is the Pakistan Sales & Marketing division of the international Haier Group, a globally recognized manufacturer of world-class electrical home appliances. In the next portion evaluation of Haier’s HR department is done on the following basis. †¢ HR Department †¢ HR Planning Analysis and Design of Work †¢ Training and Development †¢ Performance Evaluation We have asked different questions, which are mentioned in the report, which leaded us to following conclusions. There should be a General Ma nager HR, who should be formally trained in HRM. At Haier, Administration Department is merged with Human Resource Department. HR Department should be separate from Administration Department. There are less than enough HR professionals in the Department. According to our information, Haier practices downsizing. Even if Downsizing is inevitable, then lay off employees should be adjusted to other sister organizations, like Haier has SV-RUBA.While designing jobs, The HR department takes information through relevant HODs. The work flow is not documented at Haier. Haier HR Department takes JIT decisions. Haier’s first priority is internal sources for recruitment. The employees who come from internal sources are usually friends or relatives of existing employees. Nepotism is practiced, highly, at Haier. Nepotism reduces the efficiency of employees. Haier’s HR Department does not have any research regarding any issue. Company does not have any system to measure the change in performance and behavior after training. The minimum basic pay at Haier is 4,000. More than 1500 people are working at Haier.Haier’s employees should be given proper and formal training to work on a particular kind of machine. There should be sessions, in which employees should be trained regarding safe work practices. Haier HR department is of the view that most accidents are due to carelessness of employees. Even if it is true, still it is fault of HR department that they did not provide proper training to employees regarding safe work practices. Introduction This project is concerned with evaluating effectiveness of an HR Department in any multinational company. The word, HRM Audit, is also used to describe this activity, but the word, audit, creates some problems in some cases.Audit, usually, refers to financial audits, which is statutorily conducted, and has some negative meanings attached with it for some involved parties, so it would be very wise to call it the evaluat ion or effectiveness measure instead of Audit. For the above-described activity, we chose well-known transnational electronic appliances manufacturing company named as â€Å"Haier†. Haier is expanding very quickly, and has opened many subsidiaries in many countries including Pakistan. Haier Pakistan holds its office at Raiwind Road. This Office is a small portion of a giant size manufacturing plant at the same location. Haier Pakistan has split its HR Department in two parts. One part deals with marketing and distribution employees, while other deals with rest of the employees including administration, accounting, finance, security, and production departments.As discussed above, our task was to evaluate the effectiveness of the HR department, and for this purpose we focused on one part of Haier’s HR Department that deals with administration, accounting, finance, security, and production departments. We split our evaluation work in components. These components were acco rding to different HR Functions. First of all we defined these functions and then evaluated effectiveness of each function in Haier’s HR Department. For this purpose we decided to adopt interviewing approach, because it was most suitable, quick and reliable method as we planned to record each word of that interview. But before doing our desired work, we had to get some general information about Haier, because if you don’t know something, then you can never know a component of that particular thing.Actually our focus is to check the effectiveness of a part of picture by taking whole picture in mind, so a brief introduction about Haier, its History, its leader ship, its achievements, its philosophy and values, its HR Conception, and, most importantly, information about its presence in Pakistan is given below before starting the Evaluation work. Introduction to Haier Company Background Haier was incorporated in 1984 only producing household refrigerators. Over the past 20 years, the company has witnessed significant prosperity and is now a transnational organization widely recognized in the world community. Haier currently manufactures a wide range of household electrical appliances, 15,100 varieties of items in 96 product lines, and exports products to more than 100 countries. In 2004, Haier’s global sales hit RMB100. 9 billion and Haier brand, valued at RMB61. 6 billion, topped all Chinese trademarks at a nationwide survey. Haier was ranked first in the row f China’s Top 10 Global Brands August 30, 2005 on the Financial Times. Haier CEO Zhang Ruimin was placed 26th of the World’s 50 Most Respected Business Leaders on 17th November, 2005 on Financial Times. Zhang Ruimin was ranked 6th of the Asia’s 25 Most Powerful People in Business on Fortune in August, 2004 and first of the 25 Most Powerful Business Leaders inside China on the Chinese Edition of Fortune in April 2005. Haier’s international promotion framework e ncompasses global networks for design, procurement, production, distribution and after-sales services. Haier has established 15 manufacture complexes, 30 overseas production factories, 8 design centers and 58,800 sales agents worldwide.From Zhongyikang Statistics, Haier’s leadership position in Chinese home appliance industry has been solidified by obtaining the domestic market share of 21% for overall appliances, far ahead of all its competitors, 34% for white goods, exceeding globally recognized domination line, and 14% for small electric appliances, overtaking all previous competitive rivals. In the world market, Haier has gained first place in the United States for sales of compact refrigerators and wine coolers, in Iran for washing machines and Cyprus for air conditioners. From Euro-monitor Statistics, Haier is currently ranked fourth among the global white goods makers by revenue and Haier’s goal is to play a leading role in the world white goods industry.On Marc h 4, 2002, Haier unveiled its American headquarters in the landmark neo-classical building, the former offices of the Greenwich Savings Bank, on Broadway, Manhattan, New York, an indication that Haier had moved into a new phase for globalization of product design, manufacture and sales and had a strong determination for long-term development in the United States. On August 20, 2003, Haier erected an electric billboard in the shopping district of Ginza, Tokyo, symbolizing that Haier’s determination to reach Japanese marketplace. Facing the challenges brought by E-commerce and China’s accession to the WTO, Haier began a management restructuring program in 1998 backed by the efficient Haier Market-chain System practice.During first 5 years, Haier focused on the organization restructuring, management decentralizing with application of advanced information and network systems in order fulfillment, Market-chain performance, logistics, capital operation, after-sales service, product inventory and operational cost reduction. During second 5 year period from 2003, Haier carried out the SBU (strategic business unit) management to stimulate the enthusiasm of every employee and to enhance Haier’s competitiveness in global marketplace. Over the past 20 years, Haier provided more than 100 million appliances to worldwide consumers and paid cumulatively a total tax of RMB13. 6 billion, of which RMB2 billion in 2004, RMB5. 5 million per day on average.Haier has scheduled to finance 100 Project Hope primary schools, of which 47 are put into operation. Haier has 51,000 full time employees and hires 175,000 contract service personnel, providing a total of 230,000 job opportunities. Haier’s management has been worldwide recognized. Haier’s experience has been introduced in 16 case studies in business merger, financial management and corporate culture by 7 foreign educational institutes, including Harvard University, University of Southern Califor nia, Lausanne Management College, the European Business College and Kobe University. Haier has been recommended to the EU Case Studies by Lausanne Management College for Haier Market-chain Management.Haier’s goal is to become a global recognizable brand. (â€Å"Company Background†) Company Facts Corporate Overview The Haier Group is China’s largest home appliance brand and one of the world’s leading white goods home appliance manufacturers. Haier was founded in 1984 in Qingdao, Shandong Province, China and manufactures home appliances in over 15,100 different specifications under 96 categories. By April 2006, the Haier Group has obtained 6,189 patented technology certificates and 589 software intellectual property rights. Haier products are sold in over 100 countries. Haier is the official Home Appliances Sponsor of the Beijing 2008 Olympic Games. Headquarters: |Qingdao, Shandong Province, China | |Employees |Over 50,000 worldwide | |Financial Informatio n: |Haier’s global revenue in 2005 reached RMB 103. 4 billion | | |Average annual growth of 68% between 1984 and 2005 | |No. of Subsidiaries |Over 240 | |Listed Subsidiaries |Haier Electronics Group Co. , Ltd. listed on the Hong Kong Stock | | |Exchange | | |Qingdao Haier Co. , Ltd.Listed on the Shanghai Stock Exchange | |Business Scope |Technology research | | |Product development and manufacturing | | |Trade | | |Financial services | |Key Product Lines |Refrigerators/Freezers, commercial air-conditioners, microwave | | |ovens, washing machines, dishwashers, televisions, mobile phones,| | |computers | |Global Presence | |Trading Companies: |64 | |Design Centers |8 | |Industrial Complexes |15 | |Sales Network |Over 58,000 | Board of Directors Chairman and CEO Mr. Zhang Ruimin President Ms. Yang MianmianVice Chairman Mr. Wu Kesong Recognition †¢ Ranked 86th among the world’s 500 Most Influential Brands by World Brand Lab in 2006. Only Chinese brand to be ranked in top 100 for three consecutive years †¢ Ranked 1st among Chinese brands with the most potential by Glebor’s Global Financial Reports of Canada, 2006 †¢ Ranked 1st among China’s Top 10 Global Brands by the Financial Times in 2005 †¢ Ranked 1st among China’s Top 10 Global Brands by China State Bureau of Quality and Technical Supervision (CSBTS) for refrigerators and washing machines in 2005 †¢ CEO Zhang Ruimin ranked 26th among World’s Most Respected Business Leaders by the Financial Times in 2005 CEO Zhang Ruimin ranked 6th among Asia’s 25 Most Powerful People in Business by Fortune magazine in 2004 †¢ Received a World Climate Award from the United Nations Development Program and the US Environment Protection Administration in 2000 (â€Å"Company Facts†) Leadership at Haier â€Å"As far as transforming moments go in a CEO’s career, Zhang Ruimin has a story to match anyone’s. † †“ Financial Times Zhang Ruimin is the Chairman of the Board of Directors and CEO of Haier Group, a position he assumed in 2000. He also holds the title of senior economist. As CEO, Mr. Zhang’s current goal is to further enhance Haier’s leadership in Chinese and global markets and strengthen the reputation of Haier’s brand worldwide.In 1984, Zhang Ruimin was appointed director of the Qingdao Refrigerator Factory, a small, ailing collectively-owned factory in the Shandong province of China. Under his leadership and unique management philosophy, the company has since grown to become what is now the Haier Group, China’s leading home appliance brand, and one of the world’s largest home appliance makers, with a distribution presence in over 100 countries. Mr. Zhang began the turnaround of Haier with an order to destroy 76 defective refrigerators, laying into one himself with a sledgehammer – now preserved for its symbolism in Haier’s muse um. That singular act of destruction impressed on employees that poor quality would not be acceptable. He reinforced the message with an aggressive Western-style quality control program. Mr.Zhang’s management philosophy is a blend of international management principles and Chinese wisdom, with innovation and excellence as its cornerstones. The philosophy is the driving force behind the motivation and enthusiasm of Haier’s staff of over 50,000 employees worldwide. Mr. Zhang acts as a role model for modern Chinese entrepreneurs, and his leadership philosophy and business acumen are widely admired, both in China and within the international business community. Mr. Zhang holds an MBA degree from China Science and Technology University. He was born on January 5, 1949 in Laizhou, Shandong province, China. Zhang Ruimin[pic] Chairman and Chief Executive Officer (â€Å"Leadership†) Haier’s HR Conception of HR Globalized Enterprise and Globalized StaffZhang Ruimin, CEO of Haier Group, performs branding strategy, multi-directions strategy and global strategy under the direction of globalization and creation of famous branding. Currently, Haier acquires continuously quick increasing; the brand of Haier keeps its first position of China home electronics industry, and the brand wins more and more credits in the international market. In 1997, State Economic and Trade Commission decided to support Haier as one of six main Chinese enterprises to compete â€Å"World Top 500 Enterprises†. Globalized operation model in Haier drives it to â€Å"the Express Way†, so in the international market, Haier wins more and more respects in short period of time.However, we can clearly recognize that Haier still has distance compared with world top enterprises. During the current situation, as long as the brand of Haier becomes a global branding, each of our staffs initially shall become a globalized talent. The objectives of HR development in Haier G roup must match our enterprise's strategic objective of globalization, to develop international and competitive talents. (â€Å"Conception of HR†) Promotion based upon excellence, not appearance Promotion is based upon excellence, not appearance —- Haier's Rule of its HR Development During our HR development, we insist on innovation of notion, innovation of system.We keep creating a kind of environment of fair, just and straightforward, and build up a set of mechanism to develop personnel potentialities. Therefore, while we purchase our enterprise's objectives, we can offer each individual a developing space to realize his own value. â€Å"How much you can be involved, we will provide you a corresponding platform. † 1. â€Å"Each individual is a talent, and promotion is based upon excellence, not appearance. † —- Providing a fair, just and open competition environment in fact is the competition of talents. Staffs lead to the enterprise in success. If an enterprise has of most talented and high-qualified people, it will win in the competition.Haier's HR development initially based on â€Å"Each individual is a talent†, â€Å"firstly training people and then creating a brand† to change the function of most of traditional HR departments, and finally built up a HR mechanism and a policy with the function of, how to research and develop individual potentiality, which is different to traditional HR function, but concerning about who should be trained, and who should be promoted to the position of leadership. We provide our staffs 3 kinds of career designing: 1. For administrators; 2. For professionals; 3. For workers. Each of them has one direction towards his promotion. 2. â€Å"Who is incumbent who shall be inspected; promotion is based on competition; One's position shall be changed after his expired term of office. † —- We need to inspect and control the incumbent administrators.There is such a rule in Haier's HR management: the so called â€Å"if you give one person rights, you shall definitely trust him, and if you suspect him, you won't give him any rights†, which is a definitely deny of market economy. In market economy, the essential relationship is driven by benefits. Trust or distrust your staff, or evaluate one staff only based on your private emotions or only based on his personnel capacity won't be a proper method, and maybe will have negative effects in success of an enterprise. Therefore, Haier makes a rule like â€Å"Who is incumbent who shall be inspected; promotion is based on competition; position shall be changed after one's expired term of office†. 3. â€Å"Usually more deeply dolphin dives, more highly it jumps. â€Å"—- Mechanism of promotion and demotion.When we promote a cadre to a high-level position, we won't him immediately inaugurate, however, we assign him to work in related department as an ordinary role; sometimes, even if he is already been playing a important role in the department, due to his lack of such experience, we will let him lower his position and work as a common staff. Sometimes, one person is very experienced, but only lack of integrated and coordinated skills; we will assign him to certain department to have so-called internship. However, it is tough for a cadre under such high pressure; on the other hand, he is finally trained and cultivated his integrated skills. 4. Elimination Quota—- That means in certain period of time and within certain division, we set a quota to lay off staffs in percent.It can be cruel; however, it is good for an enterprise to purchase its long-term strategy. In Haier, there is no such saying â€Å"I cannot give any achievement to the enterprise; however my time and physical works shall be took into account. † If you cannot offer your best efforts, you probably make a fault. Therefore, in such period of time, within certain division, we follow out ou r elimination quota in proportion. (â€Å"Conception of HR†) Challenge your content, manage yourself and challenge yourself Hang Rui Min, CEO of the Group, pointed out in the article My Point of View towards New Economy that, in the age of new economy, people is the key factor to ensure your innovation.Each individual person can body of innovation, and we design our train of thought as a market chain to support outstanding. 1. â€Å"External market competition leads to the internal†Ã¢â‚¬â€- Market Chain Effect. We convince that there are 2 markets involved in one enterprise, the internal and the external. The internal market is how to meet the requirements of the staffs to arouse their initiatives; on the other hand, the external market is to meet the requirements of the clients. Inside Haier Group, â€Å"the next processing is the client†, so it must have a main body to perform their responsibilities for their own market. â€Å"The next processing is the clie nt†, each staff can represent a client, or he is the market.Each staff can suppose to have no responsibility to his supervisor occasionally, but the most important thing is he must have the responsibility to the market all the time. Market chain mechanism, initialized as â€Å"SST† based on Chinese pin yin, that is to say: Firstly, we need to serve our client and acquire the related rewards; and if we cannot match the market's requirements we must give corresponding reimbursement. Neither rewards, nor reimbursement, it could be a blank in the mechanism that means problem will occur. Therefore, the group is under the mechanism, and there are many people in their position under the sprit of â€Å"managing yourself† where people treat their own as a host in their division of Haier Group.They manage their position as operating their own boutique so that they have extraordinary efforts in such as saving energy, decreasing consumption, improving quality etc. 2. Real ti me stimulation—- it is to stimulate and develop the initiatives of the staffs. To encourage new technical invention and innovation, Haier Group issues Staff Rewarding Regulation for Inventions, which establishes an award of â€Å"Haier†, â€Å"Hope of Haier† and â€Å"Rationalized Advice† etc. and based on the economic effectiveness and social effectiveness they achieved, and the enterprise, the administrators and the staffs have equal chances to win the awards respectively. Haier Group is as a sea to take domestic and overseas professional people in.CEO of Haier, Zhang Rui Min, in the article of Haier is the sea wrote with full passions â€Å"as long as to gather all Haier people's power together, it can generate the power as much as a sea, which need the sprit of ‘unselfish contribution and excellence chasing' so that we can have the sense of team work. We make most of the incredible and the impossible become realizations and possibilities. There fore, the great wave of Haier can exceed all barriers, and keep going ahead. (â€Å"Conception of HR†) Values & Philosophy Cultural Concept Corporate Culture Haier corporate culture has been widely recognized by Haier’s employees as innovative value created by Haier senior management. Innovation is the core of Haier corporate culture, Haier’s unique cultural system cultivated and developed over the past 20 years.Haier corporate culture is guided and developed by advanced concept, innovative strategy, efficient organization, creative technology and market orientation, which have enabled Haier to grow swiftly with business expansion from China to outside world. Haier corporate culture features recognition and participation of all employees. Today, Haier is ambitious to gain worldwide recognition. To achieve this magnificent goal, Haier has had all its employees involved in realizing Haier’s ideal to be a global recognizable brand. (â€Å"Haier’s Cor porate Culture†) Haier Spirit †¢ Creating resources and worldwide prestige †¢ Resource Creation is based on innovation . Even Haier has less resources than its rivals, it can benefit from the core competence originated from innovation. The higher objective of the Global Brand strategic stage is â€Å"worldwide prestige† which is accomplished in meeting the needs of customers from all over the world and which will in turn make Haier a globally recognized world-class brand. Haier Style Individual-goal combination, swift action and success â€Å"individual-goal combination† is our method and â€Å"swift action and success† is our target. The market of each SBU should be identified clearly and actions should be taken promptly. Haier HR Concept Promotion is based upon excellence, not appearance Haier provides its every employee opportunities to develop and demonstrate talents. It is not able people, but the mechanism to encourage able people developme nt, should we be concerned about. The responsibility of a manager is to establish a â€Å"race track†, ie. personality development opportunity, for every employee to become a SBU.The â€Å"Horse racing court† requires three principles, firstly, fair competition; secondly, ability-based appointment; thirdly, reasonable job rotation. Under the contract labor system policy, employees are regularly evaluated and classified by performances, and the managerial personnel do not work at the same position permanently but rotate regularly in a fixed period. The significance of Haier’s human resource management is to stimulate the enthusiasm of employees. In this system, every employee can feel the pressure from both inside and outside the company and convert the pressure into creative motility. This is the key to success. Authorization and supervision Performance with full power authorization must be supervised.Haier regulates the rules on post control, promotion competit ion and job rotation â€Å"Post control† is so defined that firstly managerial personnel should self control and discipline; secondly, Haier has to establish a control system to guide the work objective and orientation and shun directional mistakes. In addition, it is aimed to control financial performance and to eliminate misconduct in business practice. â€Å"Promotion competition† indicates that a competitive system is to be operated to promote or demote employees according to their ability and performance. Every employee will be able to feel pressure while having opportunity to demonstrate and develop his potential capability. Job rotation† is destined to change positions of managerial personnel with fixed term, aiming to avoid inefficient performance in management due to thought rigidity and creativity shortage after a relatively long period on the same post. Job rotation system will create more opportunities to young managers for practical experience and ex pand more human resources for the company. Haier strategy Concept Activating shock fish Activating shock fish† Policy has been employed by Haier in acquisition of ailing companies for business expansion. International acquisition is characterized by three stages. In Stage 1, â€Å"Big fish eat small fish†, companies powerful in capital, not technology, merger with less powerful companies.In Stage 2, â€Å"Fast fish eat slow fish†, these companies are powerful in technology, not capital instead. Microsoft, for example, started later than some other counterparts, however, it kept leading the industry with advanced technology and surpassed some old brands. In Stage 3, â€Å"Sharks eat sharks†, â€Å"Power Alliance† became popular in 1990s. Boeing merged with Mcdonnell in such circumstance. In China, â€Å"big fish† not allowed to eat â€Å"small fish†, nor â€Å"fast fish† and â€Å"sharks†, only â€Å"shock fish†. â €Å"Shock fish† represent those companies which are well equipped but not well operated and can be vitalized if effective management is introduced. Three directional changes In early 1999, Haier was about to decide the development guideline.Zhang Ruimin, then President of Haier, brought forward a proposal that Haier’s 1999 development policy should be concentrated on globalization to approach Haier’s goal of global recognizable brand. To realize this goal, Haier prepared and launched an overall plan to restructure Haier’s management system for improvement of corporate competence. Zhang Ruimin proposed â€Å"Three directional changes† of restructuring the company management system. Reference: Previously, Haier focused upon maximization of profits, and Haier gives the priority to customer demands satisfaction. Directional change in management From linear organization structure to BPR of Market-chain DecentralizationDecentralization of traditional Pyr amid management system on the basis of market principle application for interdepartmental management and customer needs satisfaction. Information Based upon interest of customers, production and management processes are operated under the principle of Market-chain Management with continuous and update information. Directional change in market orientation Emphasis shifted from domestic to overseas market Directional change in production scope Emphasis shifted from manufacture to service industry E-commerce system in operation for product sales Haier E-commerce System supported by advanced information technology for network management, marketing, service and procurement. Overseas Expansion based upon domestic success There are two principles.Firstly, the best efforts are made to fully develop the current industry before entering new segment of relative products; secondly, the best efforts are made to gain the leading position in the new segment of the industry after a certain period i n which the business has been well developed. Market development precedes production plants. The principle, â€Å"Market development precedes production plants† was once used for overseas business development in the initial period of Haier. It suggests that production plants should not be built unless sufficient purchase orders are received from the market developed by product sales at the very beginning of business.In 1992, Haier set up its headquarter industrial complex in Qingdao and more then 10 industrial plants throughout the world, especially in the United States. Haier OEC Management: OEC Management. OEC is an abbreviation of Overall Every Control and Clear, indicating that overall control and supervision of every employee every day. â€Å"O† stands for Overall, â€Å"E† for Everyone, Everyday and Everything and â€Å"C† means Control and Clear. Purpose of the OEC Management is as follows: Day-based task accomplishment and improvement The task ass igned for every day basis should be accomplished in the same day with an increase of 1% over that in previous day. The OEC Management is comprised of three systems: Objective > Daily Accomplishment > IncentiveThe Objective must be established first; Daily accomplishment is basic to fulfillment of the objective; Result of Daily Accomplishment will be of significance when it is attached with incentive policy. Slope & ball theory An enterprise likened to be a ball on a slope requiring traction force to stop it from rolling downward and to keep it upward needs efficient management to prevent it from lagging behind and creative ideas to achieve more opportunities for development. What’s remarkable? What’s Difficult? What’s remarkable? It is remarkable for doing well simple things. What’s difficult It is difficult to accomplish the matters the public believe simple. Day-based task accomplishment and improvement The â€Å"Slope and Ball Theory† is used to describe indications of OEC Management in 3 aspects: Management is decisive to business success.An enterprise cannot succeed and business will go down if it is not well operated. Consistent efforts should be made for management efficiency. It is a painstaking and profound process. Efficiency level of management does not always stay unchanged, even the supervising mechanism, but fluctuate continuously. Efficiency management requires untiring efforts. Management is dynamic, endlessly. Enterprise business develops while supervising mechanism needs improvement. Management is not rigid, but flexible and adjustable according to enterprise objectives and internal and external conditions. Haier’s policy is â€Å"Prepare for actual use, not for show Haier's Market-Chain Market- chainMarket-chain management is based upon Haier’s corporate culture and computerized information system, concentrated upon order information flow and operated for logistics and capital performance to realize the Three-Zero objective business restructuring. The system incorporates the factors of sync flow efficiency, SST intensity and performance-based salary system to encourage employees to work hard to satisfy consumer requirements with application of innovative technology, valuable orders, improvement of corporate competence and creation of market demands Demolish the walls inside the outside enterprises. Chinese enterprises should demolish two side and outside walls.Outside wall stands for the life-and-death competition between enterprises of the same trade, suggesting that competitors cooperate with each other for win-win relationship. Inside wall means administrative relation between different departments in the same enterprise, suggesting that competition mechanism be introduced to improve management efficiency. Accelerated pace for information technology application is the key to demolish the walls. Zero stock, distance and working capital. Order based performance indicat es that production will not be arranged unless buyers have placed purchase orders. The entire production process is operated for ordered products. In such way, products are delivered at sight of payment and thus the goal of zero stock, distance and working capital is realized.Zero stock The mission of logistics is to eliminate distance with time and stock volume with time efficiency. Haier’s goal is to eliminate all stock in warehouse. If warehouse is likened to a reservoir, Haier will change the reservoir into a flowing river by the JIT tool. JIT purchase: Purchase is precisely arranged according to the actual needs; needed parts and raw materials are procured through worldwide suppliers for order fulfillment. JIT supply chain: Haier’s warehouse is just a transit station in which all materials can only be stored for 7 days at most. In Haier automated high-bay warehouses, parts and components will be allowed for 3 days.JIT delivery: Haier has established a nationwide l ogistics system for product delivery to every corner in the country. Zero distance Zero distance is another goal of the Market-chain Management. Under this system, Haier will, immediately after obtaining the purchase order, take every effort to satisfy the needs of customers. In the process, delivery efficiency plays a significant role to shorten the time with space efficiency. Buyers can place orders at the Internet and Haier will deliver the ordered goods to the buyers. Zero distance is important for a manufacturer to acquire orders. The enterprise strives to shorten or even eliminate the distance to buyers to obtain and satisfy individual orders.If the distance is not eliminated, the manufacturer might not easily know what customers need and how to satisfy their demands. Zero working capital The third goal of the Market-chain Management is to realize zero working capital. It is believed to be the capability to change cash into material objects and then convert material objects in to cash. Zero working capital means no fund is used as floating capital. Before making the payment to sub-suppliers, the manufacturer receives payment from buyers. This can be realized as production is scheduled at request of customers. This will result in healthy operation of the enterprise. Doing right things and doing things right way Haier’s operational restructuring based upon the Market-chain is carried out by three phases.In phase 1, internal resources are integrated to structure the Market-chain system; in phase 2, valuable orders are obtained from the Market-chain system, giving emphasis upon customer demands satisfaction and establishment of global supply-chain to improve the corporate competence. Currently, Haier has entered phase 3 of the operational restructuring process by focusing upon integration of human resource to make every employee a SBU for more valuable orders. Haier is carrying the OEC Management with an aim to improve management efficiency and quality assurance. This is doing things in right way. On the other side, Haier launches the Market-chain program for competition in the world market place. This is doing right things. There is a distinct difference between doing right things and doing things in right way.An example, a worker on production line is doing things in right way if operation and product quality comply with technical specifications. However, if the product cannot be marketed, what the worker has done is not right. From this point of view, doing right things is the basis of doing things in right way. Continuous improvement of management is to ensure that every employee is doing right. Speed, innovation and SBU Since 2002, Haier’s development theme has been Speed, Innovation and SBU. Speed helps create customer resource. In other words, Haier wants to be the early bird catching the worm. Innovation is to help customers create value provided customer resource is ensured.If every employee becomes a SBU, loyalty of customers will be achieved. Speed Why speed? The fantastic efficiency of the Internet makes us believe that slow players will sure fail. Those who have no relation with the Internet will be washed out. Those using the Internet in business practice but having weak competitiveness will also be eliminated from the competition in the marketplace. Speed plays a significant role in order acquisition, fulfillment and follow-up service. Aim of fast speed Fast speed is aimed at realizing zero stock, zero distance and zero operating capital. Innovation Why innovation? In current depressed market, fast speed is gained by innovative thinking and spirit.The obtained market shares cannot be continued if no innovation is pursued. During the innovation process, innovation should be combined with speed. The decentralized organizing structure is aimed to get the enterprise involved in the market practice. The entire process of management and production are concentrated upon satisfying the needs o f both market and innovation. How to help customers create value by innovation In current network age, value of customers is realized by two methods, ie. customization and globalization. In the current market where supply exceeds demand, buyers have more options. Only those who satisfy their individual demands will be chosen by the buyers.Aim of innovation: acquisition of valuable orders under the following conditions: Essence of innovation Approach of innovation: innovative simulation and introduction. SBU What’s SBU? SBU is an abbreviation of Strategic Business Unit If not only every division, but also every employee is a SBU, Haier’s business strategy will be carried out and shouldered by all employees. At the same time, the innovation of every employee will ensure that Haier’s strategy is successfully implemented. Why SBU? SBU is a carrier of efficient and innovative performance. Those who do not pursue fast speed and innovation are not SBUs. Managers have t o fulfill business assignment.If subordinates are not SBUs, the enterprise cannot satisfy individual customer needs. In other words, what SBU demonstrates is fast speed innovation. With this philosophy, Haier’s objective of fast speed innovative production is quantified for every employee. As a result, every employee will have to carry out technical innovation for production or management efficiency improvement for customer need satisfaction. Haier’s One-Stop service and B-to-E process is in operation to optimize customization production. How to become SBU? Four essential requirements are market objective, purchase order, sales achievements and market reward. These are goals of the company to achieve and break down for every employee.Market objective: competitive power with fast speed creating customer resources Purchase order: acquiring valuable purchase orders with innovative technology to achieve market objective. Sales achievements: quantitative data on customer sa tisfaction gained by order fulfillment and displayed by the company information system Market reward: pay allocated from additional income created by marketing performance and used as incentive for employee enthusiasm in better performance Function of SBU What does SBU mean to the company, employees and customers? To employees, SBU means innovation, and employees will demonstrate their values by helping customers create values.To the company, SBU means corporate competence, which cannot be copied by competitors if every employee becomes a SBU. To customers, SBU means a network age and loyalty to the manufacturer and its brand. If every employee carries out innovation, customer demands can always be satisfied. Features of SBU Feature 1: Only marketing target and position, not senior management or subordinate, considered in business practice. Feature 2: Only market changes, not time to start nor place to finish, focused upon for innovation. Feature 3: Only competitive end market could we are encouraged by to energetically and efficiently realize our ambitious goal. Go abroad; go localized, go up to a higher level – globalized Haier. First difficult, than easyBuild name brand in developed markets and then expand the business into developing markets with little resistance. Without domestic market, business is rootless, without international market, business is weak Without domestic market, business is rootless, without international market, business is weak. If a business is uncompetitive in the domestic market, it is impossible make its way into the international market. However, if a business is successful only in the domestic market, the superiority won’t last long. Haier has experienced a tough time when starting to go abroad. Some asked the question what is the point to seek for a bone abroad when there was easy meat in China.The truth is when all are fighting over the same piece of meat, there will be nothing left but the bone in no time. A bus iness like Haier should actively take part in the global competition. Three 1/3s 1/3 made and sold at home 1/3 made at home and sold abroad 1/3 made and sold abroad Three-in-one localization Three-in-one localization: Haier has its technical development centers, manufacture bases and trading companies set up overseas to enable localized operations with respect to design, manufacture and marketing, among which are Haier America, Haier Europe, Haier Middle East, Haier Southeast Asia, and more. Case study Acquisition of Italian refrigerator plant June 19, 2001.The signing ceremony of Haier acquiring an Italian refrigerator plant was held in the central building of Qingdao Group. The acquisition marked the successful three-in-one localization (localized design, manufacture and marketing) in Europe after the United Sates. The Italian plant was located in a geographically convenient area together with many plants from famous manufacturers like Whirlpool, CANDY, Zanussi, etc. The project w ould bring Haier â€Å"three windows† and â€Å"two radiation effects†, i. e. windows of information, technology and purchase and marketing radiation from Italy to the rest of Europe and product radiation from refrigerator to the rest of product mix.The transnational acquisition provided Haier a white goods production base in Europe as well as access to local manufacturer association and local information, paving the way for integrating of funds, intelligence and cultures and building a world-class brand. Haier believes that internationalization is supported by three-in-one localization of design, manufacture and marketing. The key to internationalization is making use of local funds and human resources. Integration and creation Integrate funds, intelligence and cultures to create a world-class brand. Three internationalization steps Internationalization of management system – to build up employee loyaltyInternationalization of service – to build up custo mer loyalty Internationalization of brand – to build up international competence Five globalization strategies Globalization of design In order to maintain the competitive edge in the international market, Haier has set up 18 design centers worldwide to consolidate resources from developed countries. Globalization of manufacture Haier has set up 10 industrial parks worldwide and 22 plants overseas, making Haier a global manufacturer and enabling prompt action to satisfy local user needs for quality Haier products which in turn greatly provides great support for Haier to achieve its goal of world-class brand. Globalization of marketingHaier has 5,000 overseas retail outlets and over 10,000 service centers all over the world. The principle of interaction, development and innovation has been uphold in the course of globalization, e. g. , the best practice of Haier America is shared with Haier Europe, and the successful marketing of Haier Europe is introduced to Haier Middle East , opening up a vigorous prospect of global marketing. Globalization of purchase Public bidding and online purchase are carried out via Internet. A strategic partnership has been established with best global suppliers, who also participate in the front-end design of Haier products. Globalization of capital operationBy virtue of its experience in manufacture industry, Haier has made its way into finance industry Up to now; Haier has invested in Qingdao Commerce Bank and Chang Jiang Securities and is also running an insurance agency, a life insurance joint venture and a finance firm. By taking 50% shares of Haier Electronics Group, a company listed in Hong Kong, Haier has laid a solid foundation for its further movement to the international capital market. Co-optition Co-optition is the strategic trend of corporate globalization in the 21st century. It is based on competency complementation which is enabled through exchange of resources and aimed at win-win cooperation. On January 8, 2 002, Haier announced the co-optition with Sanyo Japan.Later on February 20, 2002, Haier announced the co-optition with Sampo Taiwan Go abroad; go localized, go up to Haier level Go abroad: go to mainstream markets in mainstream regions; Go localized: be admitted into mainstream channels selling mainstream products; Go up to a higher level: be a mainstream brand Haier in Pakistan Haier is now widely recognized in the world. From the latest statistics of Euro-monitor, Haier was placed fifth for the global white goods manufacturers with the largest world market share for refrigerators. In the list of the most respected companies in Asia and Pacific Region published by the Far Eastern Economic Review issue December 26, 2002, Haier was placed first.Haier’s production and management system restructuring has enabled Haier to diversify internal and external resources. At pre0sent, Haier has put its worldwide logistics, distribution and manufacturing facilities into efficient operatio n for customer demand satisfaction. Haier’s goal is to obtain worldwide recognition and to become one of Fortune Global 500. |[pic] | |†Haier objective: Before selection of products you have many choices in the | | | |market but Haier is the name of trust confidence in the world†. | |Chief Executive | | | |Mr.Shah Faisal | | | |[pic] | |â€Å"We would like to work fast†. Haier is not only competing strictly on price but by | | | |winning market shares through user friendly design, innovative features and top | | | |service for a wide range of appliances and consumer electronics. | |Country Manager | | | |Mr. Faraz Fiaz | | | Haier Pakistan is the Pakistan Sales & Marketing division of the international Haier Group, a globally recognized manufacturer of world-class electrical home appliances.The joint venture between Ruba General Trading Company and Haier Group of China has brought Haier to Pakistan with an initial investment of about US$35 million and a com mitment to provide world-class innovative products based on uncompromising quality to the Pakistani consumer. The plant spreads over a vast area of 63 acres with a covered area of 0. 6 million square feet including a workers’ colony on Raiwind Road, Lahore. The project is expected to produce 0. 9 million pieces of household appliances per year with plans to export to the Middle East and all over Asia. In the first year of its operations, Haier will generate employment opportunities to 600 individuals with potential to grow up to 1200 within the next 5 years. Furthermore, Haier will supplement income of 1000 to 1500 families providing indirect earning and employment possibilities.The roster of products to be launched immediately in Pakistan includes Refrigerators, Air-Conditioners (Window & Split), Deep Freezers and Washing Machines, Microwave Ovens and Small Appliances with Dishwashers, Vacuum Cleaners, Television Sets and Mobile Phones to follow shortly. Haier Pakistan has e ntered the local market with a commitment to help its consumers reap the benefits of modern lifestyle and to provide them world-class innovative products, unmatched nationwide customer support, a vast dealer network and a steadfast after- sales-service throughout the country. (â€Å"About Haier†) Evaluation of HR Department As discussed in introductory portion of this project, we have divided evaluation task in different functions.The division is as following †¢ HR Department †¢ HR Planning †¢ Analysis and Design of Work †¢ Recruitment and Selection †¢ Training and Development †¢ Performance Evaluation †¢ Compensation and Benefits and Safety To get information about all above, we had to interview someone. For this, we got honor to meet Mr. Mohammad Asim Amjad, the HR administrator at Haier HR Department. We asked different questions about each of above functions from Mr. Asim. We recorded that interview, and also got important notes on spot. HR Department What is the structure of your HR Department? On the top of HR department is a General Manager Human Resource followed by a Senior HR manager.Then after it, there is an HR Administrator. Below, the HR administrator, there are HR executives for Recruitment and selection, training and development, Performance appraisals, and compliance. There are also HR officers for Recruitment and selection, training and development, Performance appraisals, and compliance, which work under relevant HR executives. There is also an HR assistant, which only assists Manager Human Resource. On administration sides, after them, there are Labor Officers, and then there are two administration officers, which are followed by a whole team. One administration officer deals with construction, plant, etc, while other deals with Govt. agencies etc.How many people are working in your organization, how many of them are permanent or otherwise, how many of them are on managerial positions and how many a re otherwise? There are Approximately 1200-1700 staff in total. There are 100-1500 workers and 200 managerial staff. The amounts of workers vary according to season and currently it is not season, so we are having only 1000 workers. In the HR Department, there are approximately 10 people required, but they still do not have complete ten and are still recruiting for other. There are more than 100 people in administration staff. The HR Department is merged with Administration department at Haier. We are also planning to install a new production unit, and we need approximately 100 more workers for this.What is your and other HR staff’s qualification? I have personally done MBA in Human Resource Management. Our Senior HR Manager is also as MBA in Human Resource Management. Some of our other HR officers are also MBA, while some of them are BBA, or Simple graduates. Our General HR Manager, who also looks after Finance matters, does not possess any formal degree in Human Resource Ma nagement. He is doing it by his experience. To Whom your HR Department Reports to? And how other people contact your HR Department? Our HR Department is headed by Finance Manager, and he only reports to CEO. So, Our HR Department Reports to CEO of the company. We have divided contact system according to function.It means, if an employee has some problem regarding performance appraisal, he will contact the relevant HR professional. Now, it is not true that is a professional is not on seat, the work will not be done. Another HR officer will have to accommodate according to the situation and will have to do the desired work. Are your Policies properly recorder/written? And do you properly communicate these policies to other departments? If yes, then how? Yes we do have properly written and documented HR policies in our Department. We give proper code to every policy, and its effectiveness date is also mentioned. (Annex 2. 1). Also, we properly communicate these policies to other depart ment. We also have a document regarding this communication.In that document we have mentioned, that which personnel of a department is going to receive a copy of the policy. By this, we make sure that only relevant personnel are given the policy and it is properly communicated to all departments. (Annex 2. 2) Limitations and suggestions: †¢ First of all, we have a problem with current HR structure. The General Manager of Human Resource Department is also looking after Finance Department. HR is a vast function and separate personnel should be there to look after its functions. Also General Manager HR does not possess any formal degree in HRM. So first of all, there should be separate heads for both HR and Finance Departments. Secondly, there should be a General Manager HR, who should be formally trained in HRM. At Haier, Administration Department is merged with Human Resource Department. They are doing it to reduce their costs. But HR functions are so wide that they should be se parated from administration functions, and so is the case with administration functions. HR Department should be separate from Administration Department. †¢ There are less than enough HR professionals in the Department. They still need some more professionals to divide work. As long as we know, the person we interviewed, has also resigned. So they should do something to keep their quality HR professionals intact and should try to hire new ones as required. HR Planning Do you believe in planning? Yes of course, Planning