Poverty and Horse Film Essay

This is a story of two tribal Armenian boys who belonged to the Garoghlanian tribe. For their family, even at times of extreme poverty nothing could match the importance of honesty. They never did anything wrong and never lied or never even stole anything. The story talks about an incident that revolves around two cousins Aram who is nine years old and Mourad who is thirteen. The world, for Aram, at that time, seemed to be a delightful and extremely joyous yet mysterious dream. People believed in every imaginable kind of magnificence. Mourad was considered to be crazy by everybody he knew. The story opens with Mourad coming to Aram’s house at four in the morning one fine day. He tapped on the window to Aram’s room. When Aram looked out of the window, he was taken aback and startled to see Mourad riding a beautiful white horse. In fact, he was so dazed that Mourad had to say â€Å"Yes, it’s a horse. You are not dreaming.† All this was too unbelievable because Aram knew that they were too poor to be able to afford to buy a horse. The only way Mourad could possess it could be by stealing. They were too honest to lie and yet too crazy to ride a horse. Thus, they kept the horse for two weeks, enjoying its ride in cool air and singing to their heart’s content on the country roads. They hid it from the rest of the world by keeping it in a barn of the deserted vineyard. Meanwhile, Aram came to know that the horse was stolen from John Byro. They planned not to return it to him so soon although it pricked their conscience to steal, which was completely their ethics and tribal norms. One fine day they came across John, the farmer. Such was the boys’ family famous for their honesty that the thought of his horse being stolen by the boys never crossed John’s mind. He was just amazed at the resemblance and said: â€Å"I would swear it is my horse if I did not know your parents.† This moving experience led the boys towards John’s vineyard the very next morning. They left the horse in the barn after patting it affectionately. Later that day, John seemed to be very pleased and shared the news of the return of his horse with Aram’s mother. The story teaches us the importance and necessity of honesty even in the face of greed and passion.

Handloom Industry Essay

Handloom industry is a traditional and also a cottage industry in India. It provides employment to the large section of poor people. However, the role and significance of the industry to the national development is declining. In fact, the industry is facing lot of problems such as men, material, methods, machines, money, marketing and management. Handloom industry is a cottage and rural based industry and the handlooms are part of an age old Indian tradition. 35 lakhs handlooms still exist in the country and 65 lakhs people are engaged in the profession. This industry contributes 15 per cent of the total cloth produced in this country. There are 470 Handloom clusters spread in all over the country in highly decentralized manner. Indian handloom industry is the largest in the world and it is low capital intensive industry Indian Handloom Sector an Overview Providing direct and indirect employment to more than 30 lakh weavers, handloom sector is the largest economic activity second only to agriculture in India. Despite the presence of the powerloom sector in a big way along with all its advantages, the handloom sector has been able to withstand the competition. It has also proved its indispensability on certain fronts. Wave of ethnic revivalism and effective state intervention through financial assistance and implementation of various developmental schemes have brought about more than tenfold increase in the production of handloom fabrics. This sector contributes nearly 23% of the total cloth produced in the country. During the year 1996-97, a total production of 7235 million sq. metres of cloth was achieved. The Handloom Act passed by the parliament in 1985 aims to shield handloom weavers against powerloom and textile mill operators by reserving certain textile articles (presently eleven in number) for exclusive production by handlooms. Some major promotional & developmental programmes formulated by the office of the Development Commissioner for Handlooms relate to (a) input support (b) employment generation programmes (c) modernization and upgradation of technology (d) market support (e) welfare measures (f) publicity. In all the schemes emphasis has been laid on assisting handloom weavers directly, including upgradation of their skills etc. Handlooms are a part of Indian heritage, they exemplify the richness and diversity of culture and thence the artistry of the weavers. Conceptualization of the Problems At present, in the whole of Textile industry, the Handlooms-cottage sector has to co-exist with other two sectors, namely unorganized power loom sector and organized mill sector. If we look at globally, due to the huge competition of these two sectors, many developed countries gave up the handloom industry, and there are no handlooms exist at present in many of the countries. In India also, number of handlooms in different clusters is decreasing day by day. In the last fifteen years it has come down to 43.32 lakhs from 65.5 lakhs Handloom workers engaged in this sector. As the handloom industry occupies an important place due to the economic importance, it has been realized that India cannot leave away this industry as other countries did it. On the other hand, India has to pay much more attention to safe guard this industry. The causes for declining of handloom industry with respect to men, material, machines, methods, money, marketing and management categories have to be grouped in order to find the corresponding remedies. This type of analysis will help to effectively address and solve the problems faced by the handloom industry.

Nature of Human Resource Management: Hiring and Recruiting

EXECUTIVE SUMMARY INTRODUCTION In the present time, Organization’s most important assets are its people i. e. Employees. These employees are the foundation on which the organization stands strong; without the human power to perform certain tasks, to produce, to operate, to analyze, etc no organization can live. Although the modern technologies have made a lot things much easier but nothing can replace the significance of the Human Resources. Therefore, Hiring is a very challenging, time consuming and costly function of the company.But what’s even harder – especially in today’s chaotic economic situation is, â€Å"Making the right Hire†. Recruiting and Selection is all about â€Å"hiring the right person for the right job at the right time. † Even a single wrong hire can affect the operations of the business and can cost the firm a fortune. In order to avoid making a bad hire, HR managers must carefully conduct and analyze the Human Resource P lanning (HRP) process. HRP is a process used by the organizations to ensure that it has right amount and kind of people to fulfill its particular goals in future.This is done by forecasting the Labor Demand for future and matching it with the forecasted Labor Supply of the firm. Organizations that do not conduct HRP or don not perform HRP properly may not be able to meet their future labor shortage or may have to resort to layoffs due to labor surplus. Even though hiring the right people with right skills is very protracted and difficult process but Human capital is a substantial investment and even a single mistake can put financial burden on the firm. The pace at which a business moves from survival mode to growth paths is largely dependent on the successful hiring of the correct employees.The prosperity of the business not only depends on hiring good people but hiring extremely talented people with the right skills for any particular job. Following are some useful tips for hiring right people for the right job: * Develop a detailed Job Description; identify the key responsibilities, functions and expectations for the position under question. * Design a careful Job Specification; specify the skills, requirements, experience and knowledge required for the position under question. * Use internal or external labor market to find adequate number of potential candidates * Conduct the Screening process wisely and horoughly in order to find valuable information regarding competitive salaries, intelligence and the working standards. * Try to use structured interview process to select the best possible candidates * Check references provided by the candidates, verify their degrees and other information provided by them and find out about their past working behaviors by contacting their ex boss or subordinates * After hiring, make the new hire welcomed and make him/her understand the culture of the organization through Orientation. Opening CasePAKISTAN CIVIL AVIATION A UTHORITY Pakistan Civil Aviation Authority is a Public sector autonomous body working under the Federal Government of Pakistan through the Ministry of Defence. It was established on 7th December, 1982 as an autonomous body. Prior to its creation, a Civil Aviation Department in the Ministry of Defence used to manage the civil aviation related activities. The day of 7th December has significance, as it coincides with the date of creation of International Civil Aviation Organization (ICAO) in 1944 as a result of the famous Chicago Convention.Incidentally, the United Nations have declared 7th December as the International Civil Aviation day and celebrated as such every year all over the World. All kinds of Civil Aviation related activities are performed by CAA including the regulatory, air traffic services, airport management, infrastructure and commercial development at the airports, etc. Recently, Civil Aviation Authority underwent Restructuring and Change Management process to meet t he present and future challenges.This organizational transformation process identified Structure, Culture, Skills, and Rewards as four tracks on which simultaneous emphasis is being laid. The Vision, Mission, and Core Values have been identified. Wide-angle buy-in process by CAA senior management with staff and lower levels for bridging communication gaps between different hierarchical levels of the organization has been taken. As a result of the Restructuring process, the fundamental organization structure has been balanced to focus on three core areas namely Regulatory, Air Navigations Services, and Airport Services.These Core / Line functions are fully supported by the various corporate functions of the organization. The restructuring process has helped Pakistan Civil Aviation Authority to fully focus on:- * Strengthening its safety and security oversight role as per International Civil Aviation Organization requirements and standards. * To facilitate growth of the infrastructure development (Airports and Airport Cities) on a fast-track basis. Private sector participation in the process is also being encouraged. Enhanced Regulatory and air space management capabilities. Moreover, emphasis is being laid on commercialization of its assets and land with improved customer / passenger service standards, benchmarked with top performing international airports * Development of a New Aviation Policy for the country in consultation with the Ministry of Defence, Planning Commission, World Bank, Airlines, and Aviation Experts (Expected to be considered by the Cabinet for approval shortly). Investing in Human resource development through structured approach with particular focus on quality of people and enhancing their professional capability. Quality work on new initiatives is in progress such as introduction of Enterprise Resource Planning (ERP), Health, Security, Safety, and Environment (HSSE), Corporate Social Responsibility (CSR), Ethics Management Program, Custome r feedback mechanism at the airports, Employees Performance Management system, benchmarking, outsourcing of non-core and wasteful activities, etc.Recently, we have embarked upon a challenging phased program to acquire international standards of Integrated Management System (IMS) in CAA during which the international standards of ISO 9001:2000 (Quality Management System), ISO 14001:2004 (Environmental Management System), and OHSAS 18001:2007 (Occupational Health and Safety Management System) shall be acquired. VISION STATEMENT â€Å"Be world-class service provider in the aviation industry† MISSION STATEMENT â€Å"Provide safe, secure and efficient best-in-class aviation services to the stakeholders† CORE VALUES * Commitment * Professional Excellence * Customer Focus Safety and Security * Integrity ORGANIZATIONAL STRUCTURE PCAA MANAGEMENT BOARD Pakistan Civil Aviation Authority is administered by the Board which performs tasks like policy formulation, execution, monitori ng and evaluation. The board is being assisted in different administrative and financial issues by the number of sub committees namely PCCA Executive Committee, PCAA Audit Committee and HR Committee. PCAA BOARD PCAA EXECUTIVE COMMITTEE PCAA AUDIT COMMITTEE HUMAN RESOURCE DEPARTMENT OF PCAA The HR department of PCAA is still under the developing process as it was formed only three years ago.Prior to the formation of the HR department there was an ‘Administrative Department’ which use to manage all the activities; finance, accounts, hiring and selection, employee record keeping, audit, etc. Even though the HR department is not completely established, PCAA HR is making pretty good efforts for fostering a prosperous corporate culture and developing organizational capabilities by designing an effective and efficient workforce who remains devoted towards the company. The head of the HR department is the Chief HR who is in Pay Group of 11. He is appointed by DG CAA (Director G eneral).Directorate of human resource delivers high quality of management services from manpower. HR supports the line function/directorates to achieve strategic goals of PCAA. HR directorates have five branches which perform different functions. Each Branch has different head called General Manager (GM) which then reports to chief HR for approval. Following are the branches of the HR Department of PCAA: * HR Employee Relation and Record Management (EM & RM) * HR Recruiting and Selecting (R & S) * HR Career Planning and Performance Measurement (CP & PM) * HR Pension * HR Training and Development (T&D)This report only discusses the HR Recruiting and Selection branch. The HR policies and strategies are formulated and designed in a way to develop a unified, stable and fair working environment for every single employee so that they perform in the best way they can. Moreover, every employee is provided with opportunities to learn and grow. HR ORGANIZATIONAL CHART RECRUITING AND SELECTION AT PCAA The Recruiting and Selection branch is responsible for attracting the potential candidates for any present or future vacant positions; it plans and provides employees with the right skills for the right job.Similarly, the branch also deals with the employee layoffs in case an employee is not performing up to the mark or is indulged in wrong working practices and sometimes the layoffs result due to labor surplus. This branch first seeks approval for any new hire for a post or layoffs from Director General. Before starting the Hiring and Selection process, the HR first conducts Human Resource Planning to find out about its labor demand and analysis. But the HRP process is performed in depth. After the discovering the human resource requirements through HRP the Recruiting and Selection process is started.PCAA Recruiting and Selection Process Human Resource Planning The present working environment has become extremely competitive for every business. People are now open to a gre at deal of opportunities and they are also well informed about the market place; candidates know the standard working practices and salary being paid by the various employers in an industry. Therefore, employees have become less loyal to the companies in general; if they are not satisfied or happy with their employer or subordinates then they don’t hesitate to switch to some other company.Keeping this trend in mind, PCAA HR performs a simple demand and supply analysis for its labor force. Demand Forecasting Pakistan Civil Aviation Authority uses a very simple method for forecasting the labor demand i. e. RATIO ANALYSIS. The method simply compares the ratio of the employees to CAA units with the expected number of employees for each job. Below is a sample table which demonstrates how the demand forecasting is done in PCAA. Column A shows the current number of employees holding the existing key positions in the firm. Column B calculates the present ratio of employees to PCCA un its.Column C calculates the expected number of employees for each job position in 2012 by multiplying the current ratio of employees to PCAA units by 32 (additional number of firms to be added). This is a Quantitative technique. Supply Forecasting Once the demand analysis is done the next step is to do labor supply forecasting. The labor requirements are fulfill either through Judgmental techniques. PCAA uses Executive Reviews; Top Management makes judgments about who should be promoted, reassigned or fired, and Vacancy analysis; judgments are made about likely employee movementsKey Positions| DEMAND FORECAST ANumber of Employees2010| BRatio ofEmployees/CAA Units(Col A/25)| Projected 2012 laborDemand for 32 Firms(Col B x 32)| Secretary Ministerof Defense| 25| 1. 00| 32| Vice Chief of Air Staff| 9| 0. 36| 12| Secretary Planning and Development division| 23| 0. 92| 29| Managing Director PIAC| 20| 0. 80| 26| Director General CAA| 14| 0. 56| 18| Deputy Director General| 22| 0. 88| 28| C hief HR| 25| 1. 00| 32| Chief Financial Officer| 20| 0. 80| 26| General Manager| 45| 1. 80| 58| Director Technical| 27| 1. 08| 35| TOTAL| 230| | 296| RecruitingRecruiting is the process of generating a pool of qualified candidates for a particular job. The firm must announce the job’s availability to the market (inside or outside the organization) and attract qualified candidates to apply. First of all the Recruiting and Selecting branch obtains the detail information about the vacant positions from the respective departments (such as finance, Operations, etc). This is explained in Job Description and Job Specification. However, if the vacancy exists for any HR position then HR develops the job description and job specification.Once all the relevant information is gathered then the job vacancies are announced to the general public through posting the news on their website and newspapers. The internal employees are also informed about the job vacancies through announcements, o fficial emails or office notice board. This is a newspaper ad: PCAA HR department receives job applications within 30 days of the publication of the advertisements (as per the mentioned date in the ads). All the job applications are carefully analyzed and scrutinized and then a certain amount of candidates are short-listed who are eligible for giving the written test.The HR (R&S) then forwards the list of selected candidates to National Testing Service (NTS). Written Test For ensuring transparency and upholding the motto of Merit, PCAA has outsourced its written test examination to a third party National Testing Service (NTS). This decision was made during the Executive Committee Meeting held on 27th July, 2007 as proprietary to conduct all type of written test on behalf of HR (R&S) branch. NTS carries out the written test once it receives the names of the short-listed candidates form HR (R&S).NATIONAL TESTING SERVICE (NTS) NTS is an organization who provides services for conducting academic performance evaluation tests which was formed in July 2002. Following are the test standards that NTS follows for all of its tests. * Developmental procedures * Suitability for use * Customer service * Fairness * Uses and protection of information * Validity * Assessment development * Reliability * Cut scores, scaling, and equating * Assessment administration * Reporting assessment results * Assessment use * Test Takers' rights and responsibilitiesAfter the test is conducted NTS compiles the results and announces them on their websites as well as forward them to HR (R;S) of PCAA. Then HR (R;S) branch is responsible for the development of merit list and issuance of interview call letter to top five candidates as per quota share given below: MERIT QUOTA| PERCENTAGES| PUNJAB| 50%| SINDH| 19%| SINDH (rural)| 11. 4%| SINDH (urban)| 7. 6%| NWFP| 11. 5%| BALOCHISTAN| 6%| AZAD KASHMIR| 2%| WOMEN | 10%| NON-MUSLIMS| 5%| DISABLE| 2%| Interview The candidates who made to the merit li st are called for the final phase of the Recruiting and Selection process i. . Interview. The interview can be conducted at five centers namely Karachi, Islamabad, Lahore, Quetta and Peshawar. The Administration instructs the Airport Managers for making arrangements for the candidates. After interview, HR (R;S) branch compiles the result domicile vise by taking the weight-age of 60% of Written Test and 40% of Interview. INTERVIEW SELECTION BOARD Employee Verification Organizations should not hire people before verifying their documentations and past work behavior; even if they performed excellent in the written test or interview.HR (R;S), in order to predict the future performance of a prospective employee, looks at the Past Employment Record of their prospective candidates. Most of the companies do not provide any kind of job-related information about their ex employees due to fear of insult. But checking employee’s references is a best way for PCAA to avoid negligent hire. Another method used by HR (R;S) branch to do employee verification is to do Background Checks. This includes criminal background checks, verification of degrees, credit history, etc.Background checks help PCAA to avoid any lawsuit resulting due to a negligent hiring. Selection When the prospective employees pass the verification step they are hired. An appointment letter is issued in the name of the employee by the PCAA HR (R;S) branch. The new hires are given a date and time for the Orientation. Training Once the Orientation is conducted the new hires of non-technical posts (e. g. Financial Officer, Accountant, etc) is required to join PCAA from the very next day. But the new hires of technical posts (e. g.Engineers) are send to Civil Aviation Training Institute (CATI) Hyderabad for training. The duration of the training varies from four to six weeks depending upon the nature of the job. Evaluation of the Recruiting and Selection Process PCAA HR(R;S) branch doesn’t use any p roper method of evaluating their Recruiting and Selection process. They simply see the performance of the new hires and see if their decision of hiring a particular employee was correct or not. Hiring and Keeping the Right People Case Study By: Rich Kramarik We have a couple of stories to share with you this month.The first is an accounting firm. This firm has 8 employees and revenues of three million dollars. This firm had been experiencing a problem with turn-over. The CEO was using good interview techniques and involved other members of the firm in the interview process. In a couple of cases clients were used to interview the candidates. This firm was using every bit of good judgment and process to screen candidates. But, yet they experience a high level of turnover. The reasons were all over the map. In one case the new hire just was not as productive as expected.In another case the new hire just didn’t get along with clients. And, in yet another case the new hire was ver y argumentative with other employees. We worked with this CEO and could not find any substantive changes that we thought would help. We started looking at how new employees were introduced into the firm and how they were trained and supported. We found that the nature of the business was the problem. This firm did contract accounting services and by the nature of the business new hires were out of the office and working in the client offices immediately after hiring on.Through interviews we discovered that the employees were uncomfortable and felt disconnected as they â€Å"got thrown to the wolves. †Ã‚   We work with the CEO and new support plans and work procedures were implemented. As new employees came on board, they were assigned a â€Å"buddy† who worked with them at the client location half the time. This helped the new hire get comfortable with both the client and accounting firm. The â€Å"buddy† was also responsible to â€Å"train† the new hire in the office for two weeks before the new hire went out to client locations.This was not dead time, but rather on the job training working on client work but at the accounting firm’s office. The CEO also implemented one-on-one coaching sessions with new hires that were held on a weekly basis for the first 90 days of employment. These coaching sessions were to help orient the new hire to the company culture and they were used by the CEO as a safety valve or venting session. The CEO found these coaching session invaluable in helping both of them to resolve issues before they got out of control and became commitment reducing concerns.The result of the new approach is that the CEO has not lost a new hire for nine months now. This is retention that is already longer than the past experiences. A second situation is an engineering firm with 20 employees and ten million dollars in revenues. The CEO said he was loosing his employees to competitive firms. He said he was tired of train ing new hires and then loosing them. With the permission of the CEO we interviewed several employees – both new hire and long term employees. We found some interesting environmental facts that pointed to the problem.We heard that employee expectations were not being met. The employees felt that they didn’t have adequate equipment and materials to perform their work. They also felt that there was disparity from employee to employee in the quality and capabilities of the equipment that the company made available to employees. We heard that employee assignments were constantly changing and that client demands often were accepted by management and the implications were longer work hours and lost family time. We heard much more, but this is enough of an example to show the problem.These items alone point to a poor work environment, but that was not the problem. These employees said that during the hire interview process the CEO made statements that led the new hires to beli eve they would have state of the art equipment. They said that the CEO said they had a culture of working a 40 hour work week. These employees also said that they had talked to friends who were working in other companies and that the environment was much better. The CEO said that demands from clients and fear of loosing business were driving some of his actions.He also said that poor revenues lately were impacting his ability to spend on equipment. Our CEO was also surprised to hear that his competitors were providing a better work environment. We helped this CEO implement some changes that have helped with his attrition problem. He did some work to script his interview questions and comments about the company. This helped him avoid his enthusiastic descriptions about the company that tended to overstate the real situation. We helped him put plans in place to stage the purchase of new equipment. He was able to schedule work hours in taggered sessions that allowed some sharing of the new equipment. The biggest change the CEO made was to share more information with the company employees on the business environment and to implement a more open listening style. This CEO is working hard to change these company culture issues and the results so fare is that he has not lost any employees since he started this new focus. In summary, our clients are getting our help to get their focus on working â€Å"on their business† rather than working â€Å"in their business† and when they do – they find excellent results.

Architectural Science in the UK Assignment Example | Topics and Well Written Essays - 2500 words

Architectural Science in the UK - Assignment Example This requires effective consideration of particular features of the dwelling in order to enhance the use of green energy thereby containing the runaway pollution experienced in particular parts of the world as the discussion below portrays. Designing and developing a dwelling requires effective utilization of space, which is often the most important feature. Consumers continually demand larger homes spaces beside several other features that make homes habitable (Evers & Koln, 2006). This thus influences the selection of a construction location often considering the elements of nature. The selection of a construction site must minimize conflicts between humans and other animals occupying the ecosystem. Peaceful coexistence between humans and other wild animals is essential in the construction of sustainable dwelling since such help minimize any conflicts that may arise. Cases of insect bites in different parts of the world such as Australia typify the nature of the conflicts. In such cases, the humans spend millions of pounds in seeking medication for the different bites with the country reporting a high number of deaths arising from insect bites. The topography of the location is a major factor that architectures consider when designing a dwelling. Such factors as the stability of the structure rely on the nature of the topography of the land thereby validating the consideration. Effective utilization of space dictates that a dwelling must permit easy access to the housing units. The housing units must safeguard the safety features that arise from the placement of rooms among other aspects of the house thereby enhancing the accommodation of families of varying sizes. The manipulation of the space contributes to the sustainability of a dwelling beside contributing to the safety of the structure.  

Angola - High mortality rate Term Paper Example | Topics and Well Written Essays - 1500 words

Angola - High mortality rate - Term Paper Example ain consists of agricultural highlands, with a large savanna in the east and south; and rain forest strips in the north and the enclave of Cabinda (U.S. Department of State, 2011). Angola has a tropical climate. According to the WHO (2011), the total population of Angola is 18,498,000. Its main ethnic groups are: â€Å" Ovimbundu 37%, Kimbundu 25%, Bakongo 13%, mixed racial 2%, European 1%† (U.S. Department of State, 2011). Around 17% of its population are children 5 years old and below. Approximately 42% live in the rural areas. The official language in Angola is Portuguese and the Portuguese compose the largest non-Angolan population. Angola has a republic government system. A new constitution was enacted on February 5, 2010 and three days after, President dos Santos established a new government. The new constitution made a party list system where citizens can vote for a party, instead of a single candidate, and the president will be the head of the winning party’s list (U.S. Department of State, 2011). It created a new office of the vice president, and removed the position of the prime minister. The next presidential and parliamentary elections are projected to occur in 2012. Angola is rich in oil, gas, and diamonds, but remains in the lower rings of 10% of numerous socioeconomic indicators (U.S. Department of State, 2011). GDP growth in 2009 did not improve, though higher GDP projections are expected for the coming years (U.S. Department of State, 2011). An estimation of Angola’s oil reserves showed it to range from 9.5 billion to 13.5 billion barrels (U.S. Department of State, 2011). Crude oil composed around 50% of Angolas GDP, as well as 95% of its exports, and 72% of government revenues in 2010 (U.S. Department of State, 2011). Angola also generates 40,000 bpd of locally refined oil. Angola ranks 160th in the UNDP Human Development Index (WHO, 2005, p.1). The main determinants of health are the financial resources of the country, the availability of

Medicaid Essay Example | Topics and Well Written Essays - 500 words

Medicaid - Essay Example These seven conditions didn’t apply to senior executive branch officials, members of Congress, members of the armed forces, or members of the judiciary. The complaint had to be sealed, served on the Government, not on the defendant, and be accompanied by a list of proof for the claim. However, amendments in 1986 significantly sharpened the focus to include protection for employees who filed claims, more compensation for whistleblowers, and more liability for those who were a part of the fraud process. There were even tighter restrictions added in 2009. Through this method, the government has been able to reclaim more than $22 billion from 1987 through 2008. There have been significant recoveries of tax money through the FCA with regards to selling unlicensed pharmaceuticals to Medicaid by big pharma companies. The burden for monitoring this rests with the individual states. In 2007, section 1909b of the Social Security Act requires the OIG (Office of Inspector General) to work with the Attorney General of the U.S. to meet certain requirements in an effort to eradicate Medicaid fraud; that State’s percentage of the Social Security funding depends on reporting and facilitating the location of fraud.

Quiz 1 Essay Example | Topics and Well Written Essays - 1000 words - 1

Quiz 1 - Essay Example The renewed struggles to win over Ravenna, for instance, failed to deter the setting up of foreign-controlled regions at the heart of Italy. The subsequent occupation of the southern regions such as in the Po valley, and in the Balkans, is clear signs of the weakness of the imperial regime. Additionally, although reinforcements ordered by the leaders were successful at first, the operation witnessed an unprecedented number of settlers who streamed into the Danube in an effort to look for rich agricultural land, Byzantine fighters began to weaken. Military failures were compounded by the lack of resources to support the operations. As a result the regime decided to reduce salary of the personnel. Despite the earlier wins against the Persians, the regime had to grapple with defiance within the military ranks. The emperors’ commanders were facing disobedience from the fighters. During the Islamic era of the Six Century, Christianity struggled to assume prominence, and eventually managed to command a strong following in these rather Islamic regions of the East Mediterranean region and North Africa. The massive number of Christian followers effectively surmounted the influence of the regimes. Attempts by the regimes to put in place an orthodox of their liking generally failed because the society observed the differences in religious teachings, and conformed to their individual beliefs. The Antioch’s refusal to conform to the ecclesiastical influences fronted by Constantinople can also be attributed to the failure of the state actors to manipulate the Church1. Anastasios of Antioch, who was a close ally of Pope Gregory, made vigorous attempts to redeem the image of the society and revitalize government control in the wake social divisions by advocating the theory of Monoenergism. The leader thought that upon such reasoning, the society would be united under the government.

Use of Information Technology in Human Resource Planning Essay

Use of Information Technology in Human Resource Planning - Essay Example LITERATURE REVIEW Jacoby, Nason and Saguchi (77) argued that Information Technology is widely used in various departments of an organization in the United States and Japan. They insisted that IT plays a major role in the departments of human resources, aiding in the managerial processes of recruitment of workers and making of job schedules. Another group of researchers; SchoI?nberger and Lazer (221) proposed that the introduction of IT related operations in an organization, especially in the HR planning promotes efficient management and allocation of duties to employees and identification of nonperforming employees as every employee’s tasks are known. The major department of an organization is the HR department argued Haines and Lafleur (525) and incorporation of IT or digitizing the department will increase productivity of the organization by a significant margin. In the Journal of Knowledge Management, Klaila (138) claims that transformation of the information system from manual to digital in the HR department can reduce the bulk of the paper work involved in carrying out different tasks in the department. IT makes it easier to store employee information as it provides secure databases that are only accessible to the authorized parties. As IT has progressed from the old and slow mainframes to much quicker LANs (local area networks), WANs (wide area networks) and the World Wide Web, the business world follows suit in moving from the manual operations to computerized platforms (Ashbaugh and Miranda 144). Planning involves laying down strategies of an organization that are to be followed regarding performing various tasks. The HR department can work in conjunction with other departments in carrying these tasks, for instance, staff training and recruitment and job allocation among others. In order to plan adequately for a foreseeable progress of an organization, good strategies have to be laid down to avoid the failure of an organization. First is finding literature about HR tasks and functions, HR without IT and its implications. Investigate on the transformation process from HR without IT to HR with IT, and finally, how the computerized HR department will affect the planning process of human resources. Research Philos ophy, Approach and Strategy The research is based on phenomenological philosophy describing a number of individual experiences about a phenomenon. In this research, positivism philosophy has been adopted as it provides the researchers with a clear view of the current system in comparison to the old system. It focuses around the actual facts that exist in the IT introduction from the researcher’s point of view, coming up with related conclusions on what should and should not be done to ensure a successful IT incorporation in the planning process of the human resources. This philosophy allows the researcher to provide their own views about how IT is beneficial to human resource planning, while directly correlating their views to the current deliverables of the system. The research also takes a deductive approach since it works from a proven theory that IT helps in human resource planning, sampling different rules and already proven facts about our theory through collection of d ata on these facts, then use these data to back up

Market Structure Essay Example | Topics and Well Written Essays - 2000 words

Market Structure - Essay Example Discussion of the market structures Perfect market competition In perfect market competition, economists recite that there are many firms, price takers, and the number of suppliers tends to be equal to the number of suppliers in the market. The reason of its occurrence is the ideology that informative buyers and sellers deal with homogeneous products (Stackelberg, et al 2011). Monopoly market structure The structure leads to the domination of the market by one producer of a certain product whose utility serves the needs of a broad group of clientele thus; the business entity manipulates the supply and pricing utilities and buyers rest to no obligation other than making purchases at different prices per unit of consumption (Oner, 2013). Monopolistic competition The situation occurs when there are many firms in market competing to market their products but often differ as they produce different types of products. The freedom of entry and exit rests upon the buyers and sellers and they obviously lack information thus they live in an imperfectly competitive market (Heywood, 2006). Duopoly market structure The advent of duopoly in a market occurs in the presence of two firms that are interdependent and obviously collude in their bid to execute their programs. There is a possibility of restrained policies to market entrants. The firms also restrain each other seeking to excel profitable through price leadership. Oligopoly market structure This market structure presents varied characteristics since the present firms often compete against each other despite the fact that they show a higher degree of interdependence. There exists the characteristic of non-price competition and an often possibility of collusion among the firms. There are barriers imposed to the new market entrants (Oner, 2013). The Californian market structure The markets pose different ownership structures with some depicting horizontal while others depict vertical structures. Research ascertains that p ower production utilities in Californian markets are authorized by the government to produce essentially on cost-based approaches rather than regulatory approaches (Stackelberg, et al 2011). However, the distribution of power through transmission rests regulated by the authorities thus ensuring equated supply to meet the existing demand rather than leaving the mandate to the producers who may aim to deliver to consumers who tend to pose higher marginal consumptions over domestic consumers. Arguably, the Californian market structure in the electricity sector seems to be a monopoly as well as a duopoly in that after production of the power by differentiated utilities restrains the entry of new firms. Further, the situation leads to the stipulation of prices in accordance to the will of the producers however, the system of duopoly shifts to oligopoly as the power producing utilities seek to gain abundant benefits while the authorities restrain them from accessing the consumers. Further , monopolistic competition prevails in the energy sector of California since the firms differ in production of energy from coal, hydropower utilities, and nuclear power production mechanisms (Bushnell, Mansur, and Saravia, 2004). Effects of high entry

Out and Disabled Essay Example for Free

Out and Disabled Essay Compare and Contrast the ways in how â€Å"Out, Out† and â€Å"Disabled† present the idea of a forgotten victim The poem â€Å"Out, Out† by Robert Frost has a strong resemblance with the poem â€Å"Disabled† by Wilfred Owen as both poems demonstrate the fragility of life and how one person’s death can be easily forgotten. â€Å"Out, Out† the title speaks of everything, used in Shakespeare’s play ‘Macbeth’ It implies how life is ultimately described like a candle, when the flame goes off there is eternal darkness. In â€Å"Disabled† it essentially shows the same meaning where the women’s interest passed to â€Å"strong men that were whole† because the once glorious man in â€Å"Disabled† became nothing at all. The use of personification in â€Å"Out, Out† where the buzz saw â€Å"snarled and rattled† evokes a sense of foreboding. The buzz saw is seen as aggressive where cutting the boy’s hand was seen as a target and was meant to happen after all. The saw is seen as aggressive where cutting the boy’s hand was seen as a target and was meant to happen after all. The boy is simply nothing but dinner to the predator as he was its â€Å"supper† was mentioned right at the same moment when his hand was cut off. This is an effective method of making the boy seem worthless. The buzz saw has its own mind and is always one step ahead to make it seem dominant. Betrayal is a key point of the two poems as both victims had been betrayed by their own people. The boy was seen as only another death so no one cared about what happened since they were not the â€Å"ones dead† so they just move on with their life without any mourning. In â€Å"Disabled† the man was also seen as someone who is nothing as he is no longer â€Å"whole†. Where he was once a celebrated man, his life had completely changed due to his inexperience and naive view on war. He shares a similar fate as to the boy in â€Å"Out, Out† His actions were noble but they don’t matter at all since he had gained nothing out of it, he wasn’t able to win his â€Å"Meg† and he only brought back scars from the war. He was left alone like garbage since the women moved away to the other â€Å"strong men†. No matter what he did for his nation, he was a forgotten victim like the boy in â€Å"Out, Out†. It explains that the lives of these two people are insignificant and it’s best just to move on. On the other hand, both poems are both structured differently. â€Å"Out, Out† is a flowing story which has no stanzas. This structure allows the poem to be more fluid and keeps the pace of the story moving. It is seen through a third person perspective whereas â€Å"Disabled† the structure of the poem has stanzas and shows the perception of the past and the present. Robert Frosting juxtaposes the structure of the poem which aims to give a strong sense of contrast from one another so by using the past and the present, it is a very important role in the poem because one of the interesting part of â€Å"Disabled† is the main character as we can easily see how rueful he is due to his nostalgic days of when he was young. At stanza 1, it is hard to convince that the ruined man is the same person in stanza 3. He was known as one of the admired people as he was â€Å"silly† for his face. As he looked like a ‘god in kilts’ it is very contrasting to his future where he is in his â€Å"ghastly† suit. However, even though they have a contrasting structure they have something similar in terms of events that are not mentioned. Both poems predict something dreadful is about to happen to the characters as the personification used in ‘Out, Out’ ‘snarled and rattled’ hints that that the buzz saw is planning to strike. The structure has an unusual change where it is first introduced to something unpleasant which is the buzz saw but then the tone quickly changes to a tranquil state. Then it quickly shows the mountain ranges ‘one behind the other’ and ‘under the sunset, far into Vermont’ it foreshadows the boy’s death as the beauty could symbolize heaven. The tone quickly changes from concentrated to something serene. One other thing which is fascinating is that the poem has an image of society where society is cruelly creating the feeling of a forgotten victim just like the â€Å"women† in â€Å"Disabled†. The fact that both poems have the characters offering their body part creates an impression that they are worthless. It gives an idea that the body parts are no longer their own body. In â€Å"Disabled† he â€Å"threw away† his knees which is an unsympathetic manner to mention about his own legs â€Å"Out, out† is very comparable as he has â€Å"given† the hand. The fact that it wasn’t mentioned as â€Å"his† hand proves that it was no longer his own. In the poems both protagonists are robbed of their youth because they are both thrust into a dangerous adult world. They are chosen to be killed and left alone even though they are young which gives a poignant feeling and the sense of being forgotten. They interestingly have the same characteristics because in ‘Out, out’ the boy is doing â€Å"a man’s work† which implies a sense of experience and doing work that is years ahead of his age. Equal with â€Å"Disabled† where he finds himself in the present in a suit of grey. Similarly both protagonist in the poems portray the sense of being used by people because once they can’t achieve anything, they are no use to their leaders and society so they are left alone, isolated and gone from the world feeling betrayed as the boy was just basically used and the disabled man was rejected may assume that he threw away his life as well as he â€Å"poured† the colours down into shell holes. In comparison, the boy in â€Å"Out, Out† gives a stronger feeling of sorrow or grief for the boy as he is doing something he shouldn’t. In â€Å"Disabled† the idea of a forgotten victim is not shown as him resulting in death. It is the opposite of the boy as he is longing for his death. A powerful word Wilfred Owen used was that sleep had â€Å"mothered† which is a personification that shows his love of sleep where he is nurtured and safe, it even implies that the man is depressed. It assumes that the disabled man wants to escape from reality and go to his own reality in his sleep. Overall, the fragility and delicateness of life and youth mainly presents the idea of the forgotten victim. A forgotten victim is usually immobilized and helpless when they have lost everything. â€Å"Out, Out† and â€Å"Disabled† poignantly present forgotten victims. Even when doing a noble action like joining the army, a man can still be rejected among people. â€Å"Out, out† and â€Å"Disabled† were both written during difficult times and acquaints the reader to the atmosphere of the early 19’s. â€Å"Disabled† and â€Å"Out, Out† was written during the World War 1 where it was difficult and dark times yet in â€Å"Out, Out† we get a taste of how cold society was back then. Society can be cruel and filled with individualism where everyone is their own man so it plays a key point of making the two victims forgotten.

Night Hunting Controversy in Saskatchewan

Night Hunting Controversy in Saskatchewan Night hunting controversy has been in the news for quite some time in Saskatchewan. The province made amendments to the Wildlife Regulations on Feb 10 1998 to ban the use of artificial lighting for hunting. Now there is talk in Manitoba to try and do the same thing as Saskatchewan. Cathy Cox has yet to say if there would be a banning or not but is worried the Indigenous people would become very upset. In Manitoba the Indigenous night hunting rights are protected under the constitution but the Chiefs are open to discuss issues about the safety of night hunting. Similar issues arose in Saskatchewan about the safety of the public with night hunting going on. In 1997 farmers were signing a petition to ban night hunting because of a court hearing the year before saying MÃ ©tis people would now have the same hunting rights as people with Indian Status. Hunters all over the province were putting there two bits in but at the same time First Nations Chiefs came out saying it was tradition to use moonlight but it is not tradition to be using artificial light to hunt. MÃ ©tis have their own wildlife act that discourages the use of light as well. Most people no matter where they come from agree that night hunting is a big safety problem with bullets flying around and not being able to see whats beyond what you are shooting at, but its also about the animals and giving them a fair chance. People who are hunting are also getting a thrill out of it and it takes that thrill away if the animal doesnt have much of a chance. In 1998 when they decided ban night hunting the province had lots of conversations with the Federation of Sovereign Indigenous Nations and MÃ ©tis Nation-Saskatchewan. They decided to ban any unsafe night hunting in the province but still respecting all the treaty and Aboriginal rights. This issue is in the news because the province of Manitoba is trying to follow what Saskatchewan did back in 1998 but it is very tough to ban something that falls under someones tradition. The province is trying to work with both sides to come up with a solution but has not yet announced the decision they have come too. This issue is very hard to resolve because the right of night hunting for Indigenous people falls under the Constitution Act of 1982, stating that as long as the night hunting is done safely and is on the reserve, unoccupied crown land or private land with permission from the land owner then it is legal. Â  Saskatchewan came to the conclusion because both sides thought that it was unsafe to the public to discharge a firearm at night but they both agreed that it was unethical to freeze an animal with artificial light to harvest it. Indigenous people are still practicing moonlight hunting because it is tradition and has been used for many years. The province prohibited spotlighting but they also put restrictions on night shooting and shooting from the side of the road, and if caught doing either of those there is a possibility of a $25,000 fine. It has been 20 years since Saskatchewan banned night hunting and biologists say that the moose and deer population are much healthier especially the moose. The moose population has gone up and you can now see moose almost all across the province and no just the heavily wooded areas. Lorne Scott who was the former Saskatchewan Environment and Resource Management Minister says that peer pressure was part of the swaying towards banning the night hunting because he said if you cant shoot an animal in the day light with all the newest advanced technology but your ancestors could shoot one with a bow and arrow they made, then should you really be hunting. I agree with the banning of night hunting but also the fines they give out with night shooting and shooting from the side of the road. I am personally a hunter and the thrill of the chase is a big part of why I hunt along with the amount of meat you get with it, but if you have ever seen a deer in front of your car on the road they just stop and look at you, its the same thing with a spotlight to freeze the animal up so you can shoot it. I dont think it is ethical to hunt the animals like that. The chase is part of the hunting experience and gives the animals a fair chance. In my opinion night hunting is unethical and should be banned across the whole country, it is also unsafe for the public in the area with stray bullets flying around. People who shoot at night have no idea what is on the other side of there intended target and it could hit a house or even live stalk which are worth a lot of money and affect people livelihood. References Malone, K. (2017, January 29). Consultations and treaty rights: Night hunting lessons from Saskatchewan. Retrieved February 21, 2017, from http://www.cbc.ca/news/canada/manitoba/spotlighting-night-hunting-manitoba-saskatchewan-1.3956974 Producer, W. (n.d.). Western Producer. Retrieved February 21, 2017, from http://www.producer.com/?q=respecting%2Btreaty%2Brights PROVINCE ANNOUNCES NEW NIGHT HUNTING REGULATIONS. (n.d.). Retrieved February 21, 2017, from https://www.saskatchewan.ca/government/news-and-media/1998/february/10/province-announces-new-night-hunting-regulations