Activity Essay

Another quality of mine is knowing my crowd. When perusing to state a more seasoned group they most likely wouldn’t like a ton of noisy audio effects like a fire engine or a squad car. When perusing to a more youthful group say for instance â€Å"the vehicle went to a shrieking holt† making a sound of a vehicle reaching an abrupt stop would not be terrible at all and It will keep your young audience members engaged. Basic reasoning can be a hard idea to get a handle on in light of the fact that your fair not letting your pen or pencil stream uninhibitedly you need to think and break down your answer. One of my qualities in basic believing is to have the option to take notes while perusing so with regards to the inquiries toward the end I can reveal to myself that the appropriate response is in my notes some place so I realize I should discover it. A shortcoming of mine is that I get languid and I wont turn around to my notes to really discover the appropriate response I may very well fill in whatever I feel is right. Another of my shortcomings is now and then I may not peruse the inquiry entirely through and as a result of that I wont find the specific solution that I need and I wrap up not caring any longer. The creative cycle as I would like to think is the most significant piece of composing without it your paper would presumably have neither rhyme nor reason and have a ton of mix-ups. Quality of mine in the creative cycle is that I like to design my composing cautiously before simply hopping into a paper. A shortcoming around there is that I despise the reconsidering and altering part and I know its something that I have to take a shot at in the event that I need to have an incredible paper. Another quality is the point at which I compose the paper I attempt to get it precisely how I need it the first run through so the second time through I simply need to include two or three words or periods anywhere. Spelling and punctuation everyone’s most loved piece of a paper without it no one could ever comprehend what you were attempting to state. On the off chance that you leave your paper with a great deal of sentence parts and run-ons no one will try to get anything you have composed. Quality of mine around there is I normally read over a sentence out loud twice to ensure it bodes well and it’s not a sudden spike in demand for. A shortcoming of mine is that I am not an excellent speller without word and spell check every one of my educators would most likely glance at me like I was insane and its something that I must take a shot at. Another shortcoming is some of the time I may overlook a comma or a period or put a period where a question mark ought to go and on the off chance that you give that paper to a paper or magazine they will hand it directly back to you. Composing has a great deal of segments and the absolute most significant ones are explanatory information, basic reasoning, perusing and composing; composing procedures; and information on shows. Despite the fact that each one has there own qualities and shortcomings you can generally get your qualities more grounded and your shortcomings more grounded too.

Alumni Essay

GENERAL BACKGROUND Data framework (IS) is the investigation of integral systems of equipment and programming that individuals and associations use to gather, channels, and process, make, and appropriate information. The examination spans business and software engineering utilizing the hypothetical establishments of data and calculation to contemplate different plans of action and related algorithmic procedures inside a software engineering discipline. PC data framework (CIS) is a field contemplating PCs and algorithmic procedures, including their standards, their product and equipment structures, their applications, and their effect on society while IS stresses usefulness over plan. A particular data framework intends to help activities, the executives and dynamic. From a wide perspective, the term is utilized to allude not exclusively to the data and correspondence innovation (ICT) that an association utilizes, yet in addition to the manner by which individuals connect with this innovation on the side of business forms. A few creators make an understood qualification between data frameworks, PC frameworks, and business forms. Data frameworks ordinarily incorporate an ICT segment however are not simply worried about ICT, concentrating rather on the end utilization of data innovation. Data frameworks are additionally unique in relation to business forms. Data frameworks help to control the exhibition of business forms. Adjust contends for favorable circumstances of review a data framework as a unique kind of work framework. A work framework is a framework wherein people as well as machines perform work (procedures and exercises) utilizing assets to deliver explicit items or potentially benefits for clients. A data framework is a work framework whose exercises are given to preparing (catching, transmitting, putting away, recovering, controlling and showing) data. All things considered, data frameworks between relate with information frameworks from one perspective and action frameworks on the other. A data framework is a type of correspondence framework wherein information speak to and are prepared as a type of social memory. A data framework can likewise be viewed as a semi-formal language which underpins human dynamic and activity. NEED OFINFORMATION SYSTEM Data frameworks help give structure and access to data. Since libraries construct, oversee, and keep up data frameworks, custodians and LIS understudies are regularly pushed onto the forefronts of cooperations between library clients and innovation. Be that as it may, what do administrators need to know to best meet their patron’s needs? Data master Ratzan utilizes plain language, humor, and ordinary models like baseball and number juggling to understand â€Å"information systems† . He likewise investigates their qualities, utilizes, misuses, points of interest, and deficiencies for your library. Fun activities and reference sections are given to show key focuses in the book and measure understanding. You can be a technophobe and still find out about frameworks and subsystems to speak to, sort out, recover, organize, secure, cover, measure, and oversee data. This master sourcebook addresses both hypothetical and down to earth issues, and is finished with works out, models, terms, and outlines that help explain ideas to make your data framework a triumph. Favorable circumstances OF INFORMATION SYSTEM Data frameworks have essentially changed the manner in which business is directed. In today’s society it would be quite hard to track down an association that doesn't utilize some type of innovation, mechanization or data framework to help run its operational and day by day value-based procedures. PC innovation has gotten so profoundly incorporated in the business condition it is regularly difficult to recollect when associations worked without it. The advantages innovation offers are entirely important and this is the essential motivation behind why numerous organizations pick to put resources into data frameworks. Expanded Productivity At the point when computerization assumes control over a portion of the weight of the more commonplace and routine undertakings, the quick speed expands profitability. What's more representatives are allowed to deal with other significant undertakings that require human reasoning. The time PC data frameworks opens up additionally gives both administration and their staffs the capacity to have the opportunity to conceptualize and think of new and imaginative thoughts since the weight of a portion of the ordinary assignments are lifted. Less Redundancy and Better Data Integrity PC data frameworks can be modified to have stunning capacity to dispose of copies, call attention to irregularities and combine information to make it increasingly sensible. This uplifts the capacity for higher degrees of exactness and productivity. Information uprightness implies the information is increasingly solid because of the capacities of robotization. Contributing information into data frameworks where it tends to be arranged, recorded and handled is exceptionally proficient. A distant memory are the times of file organizers, missing papers, misfiled archives and other significant subtleties. In the event that data is required, everything necessary is a couple of snaps of the mouse or a couple of works composed in and all the data quickly pops straight up. Rather than having isolated PC frameworks for various pieces of a business, present day data frameworks permit frameworks to be smoothed out. No longer do distinctive staff individuals need to info and document a similar data for their own motivations and requirements. Rather information goes into one focal spot and IT staff set up client benefits which are ordinarily on a need to know premise and representatives can get to which territories of the data framework they have to play out their employments. At first putting resources into PC data frameworks is a huge venture, yet when deliberately arranged through appropriate framework investigation, the interest in data frameworks can pay off liberally over the long haul. The key is to think about the organization’s mission, targets and in general field-tested strategy and guarantee the actualized data framework meets these objectives. With appropriate arranging an organization can at the same time expand benefit while diminishing overhead expenses. The potential outcomes of utilizing data frameworks in business are interminable. Whileâ there are a few difficulties to conquer when making the progress to new sorts of computerization, with vital reasoning, great specialized arranging and a general readiness to grasp change through innovation, there are numerous astounding focal points of incorporating data frameworks in any association. Graduated class INFORMATION SYSTEM Graduated class data framework is a case of web application which is under the data frameworks. It helps a scholarly establishment in following its graduated class. Additionally, it encourages the graduated class to speak with the organization using the web. It likewise encourages the graduated class to get refreshed with the most recent news and up and coming occasions of the foundation. This application can without much of a stretch be gotten to using the web which will be extremely valuable to the graduated class since they can stay in contact with the establishment regardless of whether they don't visit the school. This application can be exceptionally valuable particularly to those graduated class who are currently living abroad on the grounds that they can at present get associated with their fellowmen and the foundation. These days, PC has invaded all the parts of our general public. The PC is in all likelihood one of the incredible mechanical system for future change. It can now just make our works simpler and lighter. With this incredible thing it won’t be progressively helpful without the computer’s programming. Programming is a conventional term for sorted out assortments of PC information and guidelines, regularly broken into two significant classifications: framework programming that gives the fundamental non-task-explicit elements of the PC, and application programming which is utilized by clients to achieve explicit assignments. Extent OF THE PROJECT WORK A site requires alluring plan and appropriate course of action of connections and pictures, which empowers a program to effectively decipher and get to the properties of the site. Henceforth it gives the program sufficient data and usefulness about the association, network, organize and so on. This destinations use to see data of graduated class, work opportunity subtleties. The present happening data appearing in the page. The graduated class are old understudies are enrolling their data in theâ department. Here the division sorting out the any exercises is embeddings in the site. This site is thoroughly brimming with data and subtleties of individual got together with that organization. This task is to alter, include store information of every single person. ABOUT THE ORGANIZATION Presentation A to z Computech is one of the preeminent specialized and all around experienced Computer Institute. It offers Diploma Courses, Higher Diploma Courses, Post Graduate Diploma Courses, Certified Courses, Individual Courses, Project Works, Implant Training, Soft Skill Training, Web Designing, and Software Development in different streams and Aims to give Quality Computer Education. The Institute was built up in June 1996 in Chennimalai, headed by J. Senthil Kumar, The Managing Director, and a visionary with 18 years of involvement with its Field. The Institute was ensured by International Standard Organization (ISO 9001:2008). Start to finish Computech intend to give unrivaled Computer Education in jovial and aesthetic condition with restrained, Dedicated and Corporate guidelines. Vision Vision is to raise the PC abilities, Innovative thoughts and gifts of every single individual understudy from rustic territory and make them to take an interest in group for the Development of our country. By giving Quality, time bound and cost-proficient Computer Education. Strategic [The extreme objective of a to z Computech is to have its own character in the Computer Training industry as a most confided in coach in all angles and a one stop answer for top notch, time bound and financially savvy Institute. Beginning to end Computech is resolved to keep up 100% student’s fulfillment by certain valu

My experience as a Lemann Fellow COLUMBIA UNIVERSITY - SIPA Admissions Blog

My experience as a Lemann Fellow COLUMBIA UNIVERSITY - SIPA Admissions Blog Besides the incredible network of SIPA Students and Alumni, being at Columbia gave me the chance to access other great exclusive groups. One of them is the network of Lemann Fellows. The Lemann Fellowship  was established by the Brazilian entrepreneur Jorge Paulo Lemann, in order to support students that are committed to the overall advancement of Brazil, through their educational and professional experience. The fellowship is is curated by the Lemann Foundation, and  includes lifetime access to an incredible network of people (including Jorge Paulo Lemann himself!). If you want to become a Lemann Fellow like me, you need to write a separate essay explaining your connection with Brazil â€" but always check the website for more information, since the rules of application might change from year to year. The Lemann Fund also strengthens Columbia University’s research, teaching, and discussion of Latin America. The Institute of Latin American Studies (ILAS) is one of the nation’s foremost centers in the field and it is the house to the Lemann Center for Brazilian Studies, that serves as a key focal point for students and faculty with an interest in Brazil. ILAS regularly hosts events related to Latin America (you can check out their full agenda of events here). Here I am checking in for the event! In order to achieve its goals, the Lemann Foundation holds regular events inside and outside Brazil. These events are a great opportunity to get Fellows together and foment discussions about Brazil’s hot topics. Every year one major University hosts one of such events, called the Lemann Dialogue. It took place in Stanford, in 2014, and it is scheduled for Harvard, in 2016. But last semester what was hosted by SIPA. The 5th Annual Leman Dialogue (Innovating in the Brazilian Public Sector) was by far one of the best events I saw at Columbia. You could see a complete myriad of Brazilian authorities in the lobby, such as     Ministers, such as Tereza Campello; former head of Brazilian Development Bank, Andre Lara Rezende; Brazilianist, Professor Albert Fishlow; Presidential candidate, Marina Silva, besides Jorge Paulo Lemann . The event’s panels discussed topics such as: | The Current Political and Economic Landscape; Policies and Social Inclusion; Reforming Representative Democracy in the XXI Century; Technology and Citizen Engagement; Urban Development and City Management; Coordinating the Flow: Addressing the Challenges of Urbanization; Innovating in Policy Making for Education (click here for a complete list of topics). If you want to get a better view of what the event was all about, watch the following short video: The Fifth  Annual Leman Dialogue was a once-in-a-lifetime experience for me. I hope I can make it to the sixth  edition! PICTURES: http://globalcenters.columbia.edu/riodejaneiro/content/lemann-dialogue-2015 https://www.dropbox.com/sh/xefe9wh27jehs50/AAAfvlp8R9kI05styRsG05H9a?dl=0

Determination Of Heat Of Neutralization - Free Essay Example

Sample details Pages: 2 Words: 745 Downloads: 8 Date added: 2017/09/23 Category Advertising Essay Type Analytical essay Did you like this example? PRACTICAL 15:DETERMINATION OF HEAT OF NEUTRALIZATION Data collection: |Reaction |Initial Temperature/ °C ( ±0. 25) |Final Temperature of Mixture/ °C ( ±0. 25) | | |Acid |Base | | |HNO3 + NaOH |28. 00 |28. 25 |34. 50 | |HNO3 + KOH |28. 25 |28. 25 |34. 00 | |HCl + NaOH |28. 25 |28. 00 |34. 5 | |HCl + KOH |28. 25 |28. 25 |34. 00 | |H2SO4 + NaOH |28. 00 |28. 50 |36. 50 | |H2SO4 + KOH |28. 50 |28. 00 |34. 00 | Volume of acid = 50 cm3  ± 0. 25 Acid concentration = 1. 0 M Volume of base = 50cm3  ± 0. 25 Base concentration = 1. 0 M Number of mole of solution used = [pic] = [pic] = 0. 05 mole  ± 0. 5 % Data Processing: Calculation: Temperature Change, [pic] = Final temperature – Average temperature of Acid and Base |Reaction |Average Temperature of Acid and Base,  °C|Final Temperature,  °C |Change of Temperature,  °C | | |( ±0. 5) |( ±0. 25) |( ±0. 75) | |HNO3 + NaOH |28. 13 |34. 50 |6. 38 | |HNO3 + KOH |28. 25 |34. 00 |5. 5 | |HCl + NaOH |28. 13 |3 4. 75 |6. 63 | |HCl + KOH |28. 25 |34. 00 |5. 75 | |H2SO4 + NaOH |28. 25 |35. 00 |6. 75 | |H2SO4 + KOH |28. 25 |34. 00 |5. 75 | Heat Released, Q = [pic] m mass of solution specific heat of water (4. 2 Jmol-1 °C-1) [pic] temperature change of solution Enthalpy of neutralization, ? H = Heat released No of moles [pic]Enthalpy change of each experiment : 1. HNO3(aq) + NaOH(aq) [pic]NaNO3(aq) + H2O(l) Enthalpy of neutralization = [pic] = 53. 55 kJmol-1 Uncertainties: m = 0. 5 . ? 100= 0. 5 % 100 ?T = 0. 75 . ? 100= 11. 76 % 6. 38 no of moles= 0. 5 % Total= 12. 76 % Enthalpy of neutralization= -53. 55 kJmol-1 ± 12. 76 % 2. HNO3(aq) + NaOH(aq) [pic]NaNO3(aq) + H2O(l) Enthalpy of neutralization= [pic] = 48. 30 kJmol-1 Uncertainties: m = 0. 5 . 100= 0. 5 % 100 ?T = 0. 75 . ? 100= 13. 04 % 5. 75 no of moles= 0. 5 % Total= 14. 05 % Enthalpy of neutralization= -48. 30 kJmol-1  ± 14. 05 % 3. HCl(aq) + NaOH(aq) [pic]NaCl(aq) + H2O(l) Enthalpy of neutralization= [pic] = 55. 65 kJmol-1 Unc ertainties: m = 0. 5 . ? 100= 0. 5 % 100 ?T = 0. 75 . ? 100= 11. 31% 6. 63 no of moles= 0. 5 % Total= 12. 31 % Enthalpy of neutralization= -55. 65 kJmol-1  ± 12. 31 % 4. HCl(aq) + KOH(aq) [pic]KCl(aq) + H2O(l) Enthalpy of neutralization= [pic] = 48. 30 kJmol-1 Uncertainties: m = 0. 5 . ? 100= 0. 5 % 100 ?T = 0. 75 . ? 100= 13. 4 % 5. 75 no of moles= 0. 5 % Total= 14. 04 % Enthalpy of neutralization= -48. 30 kJmol-1  ± 14. 04 % 5. H2SO4(aq) + 2NaOH(aq) [pic] Na2SO4(aq) + 2H2O(l) Enthalpy of neutralization= [pic] = 56. 7 kJmol-1 Uncertainties: m = 0. 5 . ? 100= 0. 5 % 100 ?T = 0. 75 . ? 100= 11. 11 % 6. 75 no of moles= 0. 5 % Total= 12. 11 % Enthalpy of neutralization= -56. 7 kJmol-1  ± 12. 11 % 6. H2SO4(aq) + 2KOH(aq) [pic] K2SO4(aq) + 2H2O(l) Enthalpy of neutralization = [pic] = 48. 3 kJmol-1 Uncertainties: m = 0. 5 . ? 100= 0. 5 % 100 ?T = 0. 75 . ? 100= 13. 04 % 5. 75 no of moles= 0. % Total= 14. 04 % Enthalpy of neutralization= -48. 30 kJmol-1  ± 14. 04 % Calculated data: |Reaction |? H, kJmol-1 | | |53. 55  ± 8. 84 % | |HNO3(aq) + NaOH(aq) NaNO3(aq) + H2O(l) | | | | | | |48. 30  ± 9. 0 % | |HNO3(aq) + NaOH(aq) NaNO3(aq) + H2O(l) | | | | | | |55. 65  ± 8. 54 % | |HCl(aq) + NaOH(aq) NaCl(aq) + H2O(l) | | | | | | |48. 0  ± 9. 70 % | |HCl(aq) + KOH(aq) KCl(aq) + H2O(l) | | | | | | |56. 70  ± 8. 1% | |H2SO4(aq) + 2NaOH(aq) Na2SO4(aq) + 2H2O(l) | | | | | | |48. 30  ± 9. 70 % | |H2SO4(aq) + 2KOH(aq) K2SO4(aq) + 2H2O(l) | | | | | Evaluation: Neutralization is an exothermic NeutralizationNeutralization as heat is released during the reaction. From the experiment, we can see that the enthalpy of neutralization of each reaction is nearly the same. This is because in each neutralization, the same reaction occur: OH- + H+ H2O The reaction can also be presented as: H3O+ + OH- 2H2O The theoretical value for the enthalpy of neutralization is about -57 kJmol-1. However, in this experiment, all values of neutralization enthalpy obtained are smaller than the theoretical ones. This is due to some weakness and limitation. Drawbacks of the experiment: 1. The styrofoam cup used was not closed. As a result, heat can be transfer to the surrounding easily and the temperature of the solution obtained will be lower than the real one. 2. When the experiment was done, the temperature was quite cold as the weather was cloudy. This can also affect the temperature of the solution as heat will be released to the surrounding even faster due to the chill environment. 3. There was also a possibility for parallax error to happen as we human cannot avoid ourselves from making mistakes. 4. Each neutralization was done only once. . For each neutralization, the same styrofoam cup was used. This can cause contamination whereby some solution might be neutralized right after it is poured into the empty cup. Ways to Come Shortcomings: 1. The styrofoam cup should be closed so that heat will not be easily released to the surrounding. 2. If the temperatu re of the room where the experiment is to be done is cold, shut off all fans to minimized the loss of heat of the solution to the surrounding. 3. Calculate the uncertainties for each measurement and bring it along till the end of the calculation. 4. To obtained more accurate results, each neutralization should be done more than once so that the average value can be obtained. 5. Using different styrofoam cup for each neutralization can minimize contamination. Conclusion: From the experiment, we can determine the heat of neutralization by calculating the amount of heat released when the reaction occur. The heat of neutralization for one mole of reaction can be done by dividing the heat released to the number of mole of the solution used in the reaction. [pic] [pic] [pic] [pic] [pic] [pic] Don’t waste time! Our writers will create an original "Determination Of Heat Of Neutralization" essay for you Create order

Mandated And Non Mandated Benefits - 1229 Words

Mandated and Non-Mandated Benefits A friend is opening a single location manufacturing company with 50 employees and has hired you as the HR Manager. Answer the questions below using the scenario. What mandated benefits must the company provide to all employees? Explain each benefit. Assume that the president has decided to provide some non-mandated benefits. Which benefits will you recommend that the company provide to employees and why? In the Unites States there are many different laws that we’re mandated to benefit the companies’ employees, what are these mandated benefits and non-mandated incentives; and why must a company provide them? While many companies offer more than just the required benefits to their employee’s, it’s imperative that they follow the required laws that was implemented by law makers when offering these benefits to their full-time employees; or they could face very stiff penalties. These benefits include all of the following: â€Å"Unemployment Insurance, Social Security, and Workers Compensation benefits. However, some companies offer a little more incentives than others, such as Disability Insurance, Leave Benefits, and Family and Medical Leave to their benefits packages; giving employees a little more of a structured package. â€Å"Furthermore, all of these laws or incentives became law through the passing of these acts through legislation dating as far bac k as 1935, when the â€Å"The Unites States passed the Social Security Act of 1935† (DeNisi Griffin,Show MoreRelatedWhy is Having Medical Benefits Important?857 Words   |  4 PagesMedical benefits have been a popular conversation that has received positive and negative feedback. Why is having medical benefits important? Important to you and your family. Medical benefits can assist with families when in need and also financially hurt families that do not have assistance. 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Media criticism paper Free Essays

When he first was signed to his record label and released his debut single, I will admit I was not a huge fan Of his. But as he got older, along with me, and his music started becoming more mainstream, and relatable it was hard not to love him as an artist, plus he got much easier to look at. My love for him peaked in the fall of 201 2 when my best friend and I attended his concert in Portland. We will write a custom essay sample on Media criticism paper or any similar topic only for you Order Now It was impossible not to fall in love with him, after spending 3 hours listening to Justine serenade us with songs varying from all four of his albums out at the current time. Since then he has released and acoustic version of his ever popular ‘Believe’ album. Justine concerts aren’t just him standing on stage singing into a microphone either, he is a performer, and his concert was a production, lots of time and effort goes into each and every show he performs. But Justine is much more than just a pop sensation; he is also a very charitable person. He has donated of millions of dollars to various charities since his rise to stardom. Though recently, he has been getting a lot of negative press, which has been hard for any, if not all of his â€Å"Believers†(what Justine calls his millions of dedicated fans) to hear. Justine is constantly under the media’s microscope and every single thing he does get criticized and scrutinized by the paparazzi and by the media. Justine main audience is young, teen girls and with some of the things that the media has accused him of doing recently have parents keeping girls from going to his concerts. For being less than two decades old, Justine Bibber has done more charity work than most kids his age will do in their entire lives. Although he has made more money in the short time he has been in the footlight than most people would know what to do with, he does a great deal of good with all that dough. Most recently, in wake of the devastating typhoon in the Philippines, â€Å"Justine Bibber is finally using his fame for good- by turning his love for graffiti into hard cash for a Philippines typhoon relief group†(Jiffies). Bibber posted a picture to his Mainstream of him next to the ‘Pray 4 Philippines’ graffiti he made. It has been reported that Justine is to sell Off the cans Of spray paint he used, along with a signed picture of the painting o help raise money for Typhoon Hanna (Jiffies). But tagging the walls of L. A. Is not the only charity Justine Bibber does. Just this summer he granted his 20th Make-a-Wish Foundation. At one of his meet and greets during his Atlanta concert in August, Justine met an eight year old girl with a life threatening liver condition. She got to ask him a series of question and at the very end she asked him to marry her, only to have him get down on one knee and pretend propose to her himself. This was the 20th Make-a-Wish Bibber had granted, the most by any recording artist ever (Acacias). In addition, Justine Bibber donates one dollar from every concert tour ticket to charity. From the two tours he’s been on, it comes out to be 13 million dollars (Earthman). Those are just a few of the good deeds the young pop star has done since his rise to fame, he has also founded/supported 14 different charities and 17 various causes (Justine Bibber). Like every teenage boy, Justine has recently been caught â€Å"experimenting† with different substances. The only problem with him doing so rather than every other teen, is he has constant microscope over him watching his every eve, and scrutinizing every thing he does. Earlier this year reports surfaced that Bibber has allegedly been caught smoking weed. His tour bus was raided in Sweden when the police thought drugs Were being used inside. Reports say that the officers found â€Å"narcotics† on the bus but there were no charges, as the police couldn’t determine who they belonged to. Justine was also allegedly caught one time before this for the use of marijuana but biblically and comically apologized to fans during a skit while hosting Saturday Night Live in February (Marcus). S normal for every college age kid to drink or try pot (not legally of course, but it still happens), but Justine has to endure the wrath of the media because he such a big star. Bibber has been criticized for all sorts of mischievous things recently like, going to clubs, supposedly spitting on his fans, peeing in a mop bucket, reckless driving of expensive sports cars, attacking a London paparazzi and many more. These sorts of activities are leaving parents of young fans wondering if Justine is a good role model/ icon and wondering what sorts of messages and values he is sending to his monger fan base. Being born and raised in Canada, permits drinking and club-going at age 18, so he has been legal there for over a year, but he cannot partake in those types of behaviors in the US, where he lives and owns a house in Calabash, California. The most recent scandal surrounding Bibber is the wild party he threw at his California home this past weekend. TOM reports that Justine threw a â€Å"Gatsby like† party at his home, that was â€Å"FILLED with naked chicks† thought to be stripers that he was â€Å"tipping like a Pro†. He was said to have dropped $10,000 in cash on all the girls. How to cite Media criticism paper, Papers

Fedex Organizational Structure free essay sample

ORGANIZATION STRUCTURE MBA 640: Organizational Behavior Nicholaus R. McNeal April 26, 2011 INTRODUCTION Organizational behavior is vital to the success of any organization. When the organization’s behavior is not effective, there is a chance the company will suffer. This paper will evaluate the organizational structure of Federal Express, in particular FedEx Express (FedEx, 2011). ORGANIZATIONAL CULTURE (FORMATION AND EFFECTS) FedEx has acquired a reputation for possessing a strong customer-service organizational culture. The textbook states, â€Å"Organizational culture is what the employees perceive and how this perception creates a pattern of beliefs, values, and expectations† (Ivancevich, Konopaske, Matteson, 2011, p. 40). Since its inception in the 1970s, FedEx’s culture has centered on the customer. â€Å"If employees are to transform to be customer-focused, the idea must first begin with the leadership team and filter through the organization. As the idea trickles downward, employees make a conscious decision to modify self to align with the established culture† (Morrow, 2003, p. ). This, along with other concepts has helped form FedEx’s culture and continues to do so today. Another concept that has shape FedEx’s culture is â€Å"specifying and reinforcing the behavior employees are expected to deliver, both with external customers and coworkers† (Morrow, 2003, p. 1). Employees receive daily reminders of expectations via video messages from executive management on televisions scattered throughout the corridors of FedEx. The messages cover a wide range of information that illustrates how an employee remains in compliance with â€Å"The FedEx Way. Reinforcements play a great role in the effects of FedEx’s culture, outcome, and effectiveness. The textbook states, â€Å"If quality customer service is important in the culture, then individuals are expected to adopt this behavior, and if adhering to a specific set of procedures in dealing with customers is the norm, then this type of behavior would be expected, recognized, and rewarde d† (Ivancevich, Konopaske, Matteson, 2011, p. 42). This statement is exemplified in FedEx’s culture. â€Å"The rewards and recognition system is used to encourage employees who exhibit a â€Å"FedEx Attitude† and sends a message to non-performers† (Morrow, 2003, p. ). Examples of reinforcements at FedEx include Bravo Zulu awards, Purple Promise awards, and Five-Star awards just to name a few. Each award is accompanied with an innovative styled trophy, the employee getting his or her name mentioned in the company newsletter, and money. FedEx’s reward and recognition system successfully motivates employees to exhibit the desired behaviors to improve the business. The aforementioned items, formation of FedEx’s culture, rewards and recognition, along with diversity and promotion from within has guided the FedEx into awesome outcomes. Fortune 500 reports, â€Å"FedEx has a seven percent voluntary turnover rate† (CNN, 2011). In addition, FedEx was named the Best Cargo Hub for 2010. Employees receive reminders of these things daily as they enter the facilities and see banners hung wall to wall of numerous FedEx awards. PROCESSES (Communication, Decision-Making, and Leadership) The communication process at FedEx is a fundamental process. The organization relies heavily on the communication process to organize employees into a unified team focused on achieving company goals. The company’s communication philosophy integrates electronic media with the person-to-person communication process inside each organization code and work group. This creates synonymous dialogue globally. FedEx depicts communication as a two-way process. The two-way describes the transporting of information. In the process, an individual sends information and feedback while another individual receives the information and dialogues concerning feedback. This process results in shared information and understanding. FedEx puts forth great effort in training employees to apply correct judgment and decision-making skills. When faced with a situation, employees are encouraged to apply the F. A. D. E. process. F stands for focus. In this stage, employees identify the situation or issue. A stands for analyze. In this stage, employees investigate the situation to determine the root cause of the situation. D stands for develop a solution. Based on the information from the investigation, the employee makes a sound decision based on facts and applies good judgment. E stands for execute the process. Once a decision is made, the employee is to implement the solution. When it comes to leadership, FedEx is one of the best. FedEx’s leadership team has guided the organization through tough times, especially, within recent years. Quality leadership is essential to success at any organization. Quality leadership involves expressing a vision, mission, values, goals, and strategies; supporting business plans and policies. FedEx encourages every leader to coach and develop employees by modeling behavior that demonstrates the leader’s commitment. ORGANIZATION STRUCTURE (DESIGN) An organization’s design is pertinent to the well-being of the entire organization. â€Å"Organizational design is the decisions and actions that result in an organizational structure† (Ivancevich, Konopaske, Matteson, 2011, p. 482). These decisions include, but are not limited to determining goals, mission, operational plans, job functions, and salary. FedEx’s organization structure is compromised of seven subsidiary organizations. The subsidiary organizations are FedEx Corporation, FedEx Services, FedEx Express, FedEx Ground, FedEx Freight, FedEx Custom Critical, and FedEx Trade Networks (FedEx, 2011, p. ). Each subsidiary organization has values and ideas that represent the entire organization; however, the objective of each subsidiary is to ensure: 1. The organization’s values and strategy is consistent with the division’s function 2. Invent and inspire innovation 3. Survey employees to gauge satisfaction 4. Improve workgroup performance 5. Dev elop and retain employees 6. Select and promote best employees 7. Determine organization direction (FedEx, 2011, p. 1) The remainder of the paper will discuss a main point from each of the aforementioned objectives. VALUES / STRATEGY Objective one is to ensure FedEx’s values and strategy lines up with the organization. Values and a strong strategy can guide an organization in all economic situations. FedEx has a proven background of being an organization being dedicated to its values and strategy. FedEx Express’s values have made it a top organization in today’s society. The values also contribute positively to the organization’s overall goal. The values are people, service, innovation, integrity, responsibility, and loyalty. Each value carries its own objective. 1. People Values people and promotes diversity in the workplace and thinking 2. Service A positive spirit puts the customer at the heart of everything 3. Innovation Invent and inspire services and technologies that improve work 4. Integrity Manage operations and finances with honesty and efficiency 5. Responsibility Champion safe and healthy environments for communities 6. Loyalty Earn the respect and confidence of employees, customers, and investors in everything (FedEx, 2011, p. 1). FedEx’s strategy is simple. It works seamlessly and simultaneously on all levels. FedEx’s strategy is â€Å"compete collectively, operate independently, and manage collaboratively† (FedEx, 2011, p. 1). INNOVATION Objective two is to invent and inspire innovation. â€Å"Creativity produces innovation and innovation is the lifeblood of a growing number of organizations† (Ivancevich, Konopaske, Matteson, 2011, p. 87). FedEx’s innovation properly aligns with the organization because it helps the organization stay ahead of other organizations. Innovation is a trademark that has garnered FedEx top ratings around the world. FedEx’s innovation can be contributed to several reasons. First, is the avoidance of reinventing existing solutions. Everyone is expected not to waste time or money on reinventing something that has already been discovered and tested. The second reason is setting stretch goals. Inaction and past success lead many organizations to plan for the future in similar patterns. Without some outside incentives, the goals for improvement are likely to improve by a minimum margin. This does not cut it in FedEx’s world. The company believes in order to be the best; the best must be put forth in every effort. The third reason is to anticipate and head off competitors. If goals are set based on current industry standards, any competitor can take the helm at any time. EMPLOYEE SATISFACTION Objective three is to gauge employee satisfaction. This objective aligns with the organization because it gives leadership the opportunity to hear the voice of employees, which can ultimately aid in retaining employees. Employees at FedEx are given the opportunity to voice whether he or she is satisfied or dissatisfied with the organization. Employee satisfaction is a component of an employee psychological contract. Psychological contracts were introduced by Argyris (1960) to refer to employer and employee expectations of the employment relationship, i. e. mutual obligations, values, expectations and aspirations that operate over and above the formal contract of employment† (Smithson, Lewis, 2003, p. 1). Employee opinion on decisions concerning employee jobs is another factor in the psychological c ontract. When an employee feels their opinion is counted it engages and motivates the employee to put forth the utmost effort. FedEx applies this concept in its Survey-Feedback-Action (SFA) process. In this process, FedEx surveys all employees to classify strong points and areas to improve. The survey guarantees leadership is aware of concerns and provides avenues for improvement. The process is broken into three (3) parts. The first part of the process is survey. The survey is an unidentified questionnaire given to all employees. The survey items were created to collect information about what assists and hold back employees at work. Survey results are tallied and returned to management. The manager, then, shares the results with employees. The second part is feedback. Management schedules a meeting with employees to dialogue about survey results. The aim of the meeting is to point out concerns, determine causes, and formulate a plan to tackle concerns. The final part of the SFA is action. All suggestions made in the meeting become the action plan. The plan was created to address employee concerns and provide a direction to improvement. The aim of the action plan is to act as a link of communication and steer the implementation process. In order for the SFA process to be a success, employee must work towards resolution. CHANGE MANAGEMENT Objective four is improving workgroup performance. This objective aligns with the organization because it continually gives management and employees a higher level, in which to aspire. This is a reason why FedEx changes frequently. A commonly used FedEx phrase is â€Å"The only thing constant is change. † Employees know never get accustomed to one way of doing things because it will change. Influencing change transpires in several ways at FedEx. One way is every employee is encouraged to embrace the idea of change management. Change management is the planning and delivery of tactics to bring about the desired change. Employees take several courses aiding in accepting change in different situations. Another method of influencing change is leadership exemplifying and driving the change into the organizations’ cultural. As employees see management embrace and adjust to the idea of change, they (employees) will also. Sustaining organization change can be a challenge but with effort, it can be done. FedEx leadership maintains a positive outlook on change, whether the idea is agreed upon or not. From a personal viewpoint, management has undergone several major changes within recent years and employees have never seen management in the dumps about any of the changes. The day leadership downplays change the employees will follow. DEVELOP AND RETAIN EMPLOYEES Objective five is develop and retain employees. This objective aligns with the organization because it aids the organization in cultivating and maintaining talent. New hires undergo what is called the process of organizational socialization. Starting work at a new organization can be exciting for a new hire. The textbook states, â€Å"The process model of organizational socialization illustrates how a new employee, through a combination of seeking information and experiencing socialization tactics from the organization, can adjust to his or her role and gain social acceptance† (Ivancevich, Konopaske, Matteson, 2011, p. 48). The process has five stages. Stages one and two are â€Å"New employee joins organization† and â€Å"Employee is exposed to socialization tactics† (Ivancevich, Konopaske, Matteson, 2011, p. 48). FedEx has an engaging process to socialize new employees. The textbook states, â€Å"Socialization is the process by which organizations bring new employees into their culture. There is a transmittal of values, assumptions, and attitudes from older employees to new hires† (Ivancevich, Konopaske, Matteson, 2011, p. 47). The socialization process begins with new hire orientation. In orientation, â€Å"new hires are given the employee handbook, the Purple Path manual, and the Workplace Violence Prevention pamphlet† (FedEx, 2011, p. 1). Each of these sheds light on how FedEx operates. Second, the new hire receives information on FedEx’s benefit package. FedEx offers benefits for health, life insurance, disability, vision, and more† (FedEx, 2011, p. 1). Third, the new hire is shown a short video of momentous FedEx moments in FedEx history. Employees view the hub in Memphis, the global map of all FedEx airplane routes, clips of FedEx shipping high profile packages such as the Titanic exhibit and the Gulf Turtle Rescue mission. Each of these items helps paint a picture to the new hire that he or she does not work for a mom-and-pop shop, but for a high-profiled organization. After orientation, the new hire attends FedEx’s Code of Business Conduct and Ethics class (COE). This class offers guidelines to ensure employee behavior on the job supports the reputation FedEx has earned as one of the most respected brands in the worldâ€Å" (FedEx, 2011, p. 1). In addition to the COE, the company’s alert phone number is given to new hires in case he or she has a question(s) about his or her role in the company or the company itself. The alert line fits into stage three of the Process of Organizational Socialization. Stage three is â€Å"New employee seeks information about role and culture† (Ivancevich, Konopaske, Matteson, 2011, p. 48). Stage four is â€Å"New employee adjusts to role and is accepted ocially† (Ivancevich, Konopaske, Matteson, 2011, p. 48). In this stage, the n ew hire attempts to sprout his or her wings and fly solo. This stage also finds the new hire being socially accepted and bonding with other employees in the organization. Stage five is similar to the adult phase in life. The new hire claims his or her share of responsibility in the organization. In addition, the new hire grasps the concept of the job and possibly finds ways to do the job better. Lastly, this stage finds the new hire becoming a better fit in the organization as he or she become more satisfied with the job. FedEx even has programs for employees that desire to further his or her professional career. One program is called eCompetencies. In this program, â€Å"employees provide personal perception on how well he or she displays certain behaviors listed in 150 categories. Employees are encouraged to be honest and use the full range of the rating scale. The scale starts at one (substantial development is required) through five (highly effective)† (FedEx, 2011, p. 1). All ratings will be disclosed with management and the employee will be placed within the correct program to develop areas needing development. SELECT AND PROMOTE EMPLOYEES Objective six is select and promote employees. This objective aligns with the organization because, like, objective five, it aids the organization in cultivating and maintaining talent. Employees receive the opportunity to bid on jobs before outside talent is considered. FedEx sponsors a program called the ASPIRE to management program. ASPIRE stands for Assessment of Skills, Performance and Interest Required for Entry into Management. â€Å"Any employee interested in applying for a management level position must first go through this programâ€Å" (FedEx, 2011, p. ). In this program, employees must complete ten steps. The first four steps are only classes. The classes are management training, diversity, writing with intention, and peer Leadership. Step five is the employee must lead a 15-20 minute workgroup meeting. After the meeting, the employee must receive feedback from management and peers. Step six is serving as manager for one complete shift. Eve ry task management completes in a shift, the employee must complete including all meetings, conference calls, etc. Step seven is complete an individual development plan (IDP). An IDP is a written plan that outlines what development goals an employee would like to accomplish and what steps he or she plans to use to meet the goals† (FedEx, 2001, p. 1). Step eight is complete the eCompetencies Assessment. Step nine is print all screens that provide proof all of the previous steps have been completed, which leads to step ten where the employee can apply for an open manager position. â€Å"Certain jobs on the open position board are catered just for ASPIRE candidates† (FedEx, 2011, p. 1) ORGANIZATION DIRECTION Objective seven is determining organization direction. This objective aligns with the organization because it is a compass guiding the organization into the future. This objective is important to employees because it will give them a heads up on where the organization is headed. Under the objective, FedEx engages in a process called Analyzing the Gaps. â€Å"The Gap Analysis is a creative thinking process that identifies the major gaps between the current reality and the future state of the organization† (FedEx, 2011, p. 1). This process includes four steps. Step one is reflect on the current reality and the future state of the organization. As an individual reflects, it gives him or her opportunity to perform step two. Step two is identifying the major gaps between the present and the future and determines what is needed to complete the gap. Step three is focus on the macro â€Å"big picture. † As employees focus on the big picture, it will continually give employees something, in which to aspire. The last step is developing a list of the top ten Gap Areas. Potential gap areas include services, skills, technology, and processes (FedEx, 2001, p. 1). RECOMMENDATION FedEx is an extraordinary organization on the move doing extraordinary things. While on this extraordinary move, constant improvement and innovation is necessary to remain in the forefront of the industry. Speaking from a personal viewpoint, one recommendation would be to discontinue the use of the FedEx Shuttle Bus service. Every day, all employees enter the employee parking lot, parked his or her vehicle, and wait for a shuttle bus to transport the employee to a security screening facility. After completing the security screen, employees must wait for another shuttle bus to transport to the employee’s workstation. This has been an ongoing complaint of employees for years. If an employee is running late, the wait for a shuttle bus can seal the deal and ensure a late. IMPLEMENTATION To implement the recommendation, it is suggested to build an overhead employee walkway from the employee parking lot to the security screening facility. The walkway will tower over the adjacent streets to keep down on employees weaving in and out of traffic. This suggestion will rid FedEx of the bothersome shuttle buses and it will encourage employees to walk, which is an exercise needed in today’s obesity-filled country. In 9 states Alabama, Arkansas, Kentucky, Louisiana, Mississippi, Missouri, Oklahoma, Tennessee, and West Virginia obesity affects over 30% of its population† (Somdatta, 2011, p. 1). As employees begin to walk to and from work, the idea will encourage a healthier lifestyle. A special ramp and escalator will be provided for workers who have a disability and are not able to climb the sta irs to the overhead walkway. In order for this suggestion to come to fruition, some construction work must take place. In order to build the overhead walkway, most of the construction work will have to take place at night when traffic is bare to minimal. The present security screening facility will have to relocate to a building across the street from the employee parking lot. This suggestion is doable. It is suggested FedEx gives the shuttle bus company a two three month warning concerning discontinuing the bus contract as soon as the new security screening facility is completed and the overhead walkway is approaching completion. This will give all shuttle workers time to find other means of employment. In the end, this suggestion is a win/win for FedEx and its employees. FedEx will save money from having to pay the shuttle bus company and this will promote a healthier lifestyle to FedEx employees. CHRISTIAN WORLDVIEW Genesis 2:15 reads, â€Å"And the Lord God took the man, and put him into the garden of Eden to dress it and to keep it. † This scripture is indicative of an organization. Executive management puts leaders in charge of the organization and expects the leaders to monitor, manage, and maintain the organization. WORKS CITED Smithson, J. , Lewis, S. (2003). Psychological contract. Sloan work and family research network. Retrieved March 3, 2011, from http://wfnetwork. bc. edu/encyclopedia_entry. php? id=250 Kozlowski, SWJ. , Ilgen, DR. (2006). Enhancing the effectiveness of. Unpublished manuscript, Michigan State University, Michigan. Retrieved from http://web. ebscohost. com/ehost/pdfviewer/pdfviewer? hid=17sid=afde589e-7cc7-48d0-bfe0-c0218bec79a7%40sessionmgr15vid=15 Ivancevich, J. , Konopaske, R. , Matteson, M. (2011). Organizational culture. Organizational behavior and management (9th ed. , p. 40-48). Boston: McGraw-Hill Companies. Morrow, P. (2003, April 25). Values of a customer service culture. Retrieved March 8, 2011, from http://hronline. corp. fedex. com/trainingdevelopment/qualityu/recent_news_3955. shtml CNNmoney. com. (2011). Fortune 100 best companies to work for. Retrieved March 9, 2011, from CNN website: http://money. cnn. com/magazines/fortune/bestcompanies/snapshots/502. html Department, F. H. (2009). FedEx new hire orientation. Retrieved March 10, 2011, from FedEx website: http://hrservices. web. fedex. com/new_employees/new_employees. php FedEx Corporation. (2011). Diversity. Retrieved March 11, 2011, from FedEx website: http://home. fedex. com/corpwide/diversity/ Somdatta. (2011, March 14). Obesity in america: Statistics of a growing epidemic. Retrieved April 29, 2011, from Trialx website: http://trialx. com/curetalk/2011/03/obesity-in-america-statistics-of-a- growing-epidemic/ FedEx Corporation. (2011). Organization behavior. Retrieved March 25, 2011, from FedEx website: http://home. fedex. com/corpwide/organizationbehavior/ FedEx Corporation. (2011). Management. Retrieved April 19, 2011, from FedEx website: http://home. fedex. com/corpwide/management/