Biomes as Units of the Biosphere :: essays research papers

Merriam-Webster word reference characterizes biosphere as â€Å"the part of the world in which life can exist.† There are 2.1 million recorded species known to exist and some researcher gauge as much as 100 million would exist. Every one of these animal categories has adjusted to life in a specific piece of the biosphere. These specific parts are called biological systems. Since there is a huge hop between the biosphere and environments researchers have separated the biosphere into biomes. In doing explore about biomes, it appears that changed researchers have various thoughts regarding biomes. They fluctuate in their number similarly as they change in their names. Biomes could be called units of the biosphere and every biome is comprised of numerous biological systems. There are clearly numerous sorts of biomes in this world in view of the decent variety of atmospheres around the globe. The less number of biomes you decide to state make up our biological system, the more broad they become. A few researchers clearly accepted that more sorts of biomes are expected to portray the assortment of atmospheres in our reality. Some name as not many as six biomes to depict the various regions of our biosphere yet others name upwards of at least twelve. I accept that six is adequate however there are what you may call sub-biomes of every biome that some might want to separate from the others like them. The taiga biome is the biggest of the biomes. It is situated in Canada, Europe and Asia. The normal temperature of the taiga is underneath freezing around a half year out of the year with around 12 to 33 crawls of precipitation for every year. There is little assorted variety in vegetation. A couple of wide leaf tree species live in the taiga yet for the most part evergreen trees are the main ones that have adjusted to truly flourish in this condition. There are a few creatures that have adjusted to live neglected and blanketed condition. A predator called the ermine has a thick layer of dim hide that turns white in the winter. The snowshoe bunny likewise has a hide that turns white in the winter. The wolverine can mate during perfect conditions by deferred implantation in which they suspend lethargic treated eggs until the conditions are perfect for bearing their young. Rainforests are the most assorted having in excess of 15 million species living in the biome. The rainforest biome is some of the time isolated into two distinct biomes.

The Strength in Challenges

The Strength in Challenges My capacity to beat troubles for a mind-blowing duration is by a wide margin my most prominent quality. I have experienced a greater number of hardships than the normal high schooler. Each time has constrained me to peer inside myself, and discover the solidarity to ascend once more. I’ve loathed nothing that has come my direction in light of the fact that every hardship has set a block on what is the base of my character today. Back in fifth grade my home had burst into flames. It was probably the most terrifying thing in my life.As a fifth grader, dolls and going outside to play soccer were the things I held generally consecrated. This one occasion changed my whole point of view and gave me what was genuinely significant in my life: my family. At the point when I moved into an inn for quite a long time it caused me to acknowledge, trifling things like garments and toys aren’t what makes a home your home it’s the individuals that are w ith you through everything. Likewise, the tremendous help we got from the network helped me comprehend the genuine importance of giving. In spite of the fact that this transpired at a youthful age, the exercises despite everything sound valid today.I never needed anybody to feel like they were distant from everyone else and vulnerable, so every time an open door introduces itself I want to help. At whatever point confronted with a troublesome choice or see somebody in need I think back on this and it reminds me to put myself from their perspective and do whatever I can to help. Being pelted with a ball and getting the breeze took out of you could be contrasted with the inclination I got when my mother disclosed to me she had terminal malignant growth. I realized the air was contacting my lips, however I couldn’t suck it in.The torment in my chest was so incredible I needed to hunch. Drops from my eyes pooled on the ground and my ears just heard humming as opposed to words. So oner or later the tears halted, and I was left in my mom’s arms attempting to process every last bit of it. It’s been a year and I am as yet handling every last bit of it. Every day I wake up not realizing to what extent my mother has left, but then every day my mother awakens battling for one more day which props me up. I’ve never had a deterrent as incredible as this, however it doesn’t prevent me from going after my dreams.I am a piece of the original in my family to go to a four-year school, and my mother motivates me regular. Despite the fact that things may appear to be practically unimaginable, on the off chance that you buckle down enough and set forth your best exertion, inconceivable is conceivable. For a mind-blowing duration I’ve been given numerous difficulties; in any case, I never let them control my predetermination. I presently hold onto every one as it comes on the grounds that I’ve found that the harder I’ve attempt ed to conquer something, it has in every case left me a superior individual than previously. What's more, with each new test, I become better at vanquishing the following.

Bias Essay Topics - Does One Sample Really Show Bias?

Bias Essay Topics - Does One Sample Really Show Bias?Although the essays usually suggest, as I mentioned before, that biases may affect the way you learn and view certain issues, not all the essay topics are biased. The problem with the issue of a bias in most of the sample essays, is that some of them are biased against certain groups and may exclude those who are generally oppressed by these groups. However, there are some sample essays that provide examples of how bias can occur in certain topics and situations.However, many of the sample essays that I have read seem to assume that it does not occur and they do not make an effort to discuss any bias issues in this area. Some of these sample essays even use the stereotypes and prejudice of certain groups to the point where they project them onto an unthreatening, pleasant topic. What most of these writers seem to forget is that the classroom environment and your perception of these assumptions can affect your learning experience in this situation.For example, the sample essays in my sample of their sources did not take into consideration the behavior of students of certain groups or the effect that the school environment has on those people. All the students in the samples were shown as being equal. This is great, because equal is what we want to achieve in the classroom. Unfortunately, when we disregard different situations we are not able to make informed decisions and build a better understanding of the learning environment that we are part of.One of the largest problems with bias in these samples is that they assume that the students are working toward a common goal of being given the same attitude toward things, but that is not the case. The student that you have the biggest influence on is you. If you feel like you are a victim, and the scenario or topic will reinforce that image, then that is what will happen to you.One of the biggest issues with bias essay topics is that many times it comes from a fea r that those who are not part of a specific group or who belong to a certain category may find a way to discredit a stereotype. Therefore, this becomes a problem of debate and a bias. The outcome may be the same in this situation as it would be if there was a bias or stereotype in place.Bias is something that is easy to notice and to identify. It happens when one person's point of view is not being heard. The bias could come from a group or from one particular person who may be affected by that person's thinking. It could also come from the behaviors of a group or an individual.Bias can be anywhere from a subconscious bias to ones that are consciously held. When a student is listening to an instructor, the lecturer may present a specific viewpoint in the classroom. The student will then use this viewpoint to teach a class that is totally out of line with the viewpoint that the teacher is trying to present.The faculty is not able to control whether or not their students will learn fr om the bias that they hold. It is also hard to control the opinions of others in the class, whether students are forced to consider the opinions of others or not. The other way is for students to influence the professors and instructors with their learning and opinions. This also applies to the classroom and to the students.

Representation of Racism in Films - Avatar and District 9 Free Essay Example, 2750 words

Racism still remains one of the most urgent global problems of modernity. And as every important task, it demands specific solutions. Although a lot of countries have solid and effectively elaborated legislation concerning racial discrimination, there are still people, who may have discontent and feel other individuals unfriendly treatment. A lot of authors claim that the most influential aspect that hampers people to build their lives in a right and beneficial direction is their mutual disdain for different races. As Peggy Terry stated, when a wave of immigrants came here, there was always some just above them. There has to be a top crust and a bottom crust in our society. Somebody has to be on the bottom (cited in Terkel, 1992, p. For a lot of centuries various emperors, rulers, and political leaders have propagandized this kind of principles. It has always been like this. Some nations have been considered to be prime ones, others have been proclaimed as second-grade and less res pectable. Meanwhile, the most essential ordeal of the authorities that govern in every existed state is to eradicate any similar vision of racism from people s minds. We will write a custom essay sample on Representation of Racism in Films - Avatar and District 9 or any topic specifically for you Only $17.96 $11.86/page

Trends and developments in the airline industry - 10283 Words

Table of Content 1 Introduction ............................................................................................... 1 2 What are the characteristics of the airline industry? ................................. 2 3 Which were the most important trends and developments in the airline industries’ past shaping the current future? .............................................. 4 4 Which trends and developments can be identified in the current airline industry that will shape its future? ........................................................... 10 5 Conclusion .............................................................................................. 19 REFERENCES†¦show more content†¦Closely linked to economy - The airline industry can be described as highly cyclical since it has a high sensitivity to the economic cycle (Doganis, 2006). The profit margins of the airline industry are rising and falling in accordance with the World’s economic growth which again is impacted by unforeseen factors like a crisis (see appendix I). So demand for air traffic decreases during times of economic distress or simply when the growth slows down. This causes overcapacity and therefore lower fares and yields. The effects of the change in the industry, however, might show lagged in time. Also the factor causing the industry’s downturn can intensify or lengthen it (Doganis, 2006). High fixed costs and marginal profitability - Also characterizing features of the airline industry are the generally low profit margins and high fixed costs. The fixed costs manly results from personnel and fuel. The low profit margins arise from the circumstance that there is no significant variation between the expenses of an aircraft flight and the number of carried passengers. Therefore already a small change in passenger numbers can negatively impact the financial result (Doganis, 2006). Dependence on oil prices - As already mentioned the fuel prices are one of the two greatest fixed costs in the airline industry. As the aviation fuel price is closely linked to the oil price, theShow MoreRelatedTrend Line Of The Airline Industry922 Words   |  4 PagesTrend Line The trend line is a indicator that gives an idea about long-run performance of an industry. Key trend area to look into in terms of the airline industry is cost. The airline industry is very sensitive to cost such as fuel, labor, and borrowing costs. Fuel prices tend to fluctuate on a monthly basis. It is very important to pay close attention to these costs. Trend line such as seating space is important in the airline industry; travellers strive for convenience at all times. These daysRead MoreStrategic Management: Crafting and Executing Strategy1252 Words   |  5 Pagespurpose of this report is to present the importance of strategic planning for a business organization. The industry chosen for this report is airline industry and the company name is Asian Airlines. The report starts with a strong argument supporting why and how a strategic plan is important for an airline business and proceeds by discussing the mission and vision statement for Asian Airlines. The next section establishes five key objectives for the company encompassing operational, financial, andRead MoreStrategic Profile Of The Boeing Corporation1352 Words   |  6 Pageswas established in 1916 by William Boeing in the city of Seattle, Washington. Boeing has become one of the world’s biggest manufacturers when it comes to military and commercial planes and pa rts. There are two major corporations within the aircraft industry that are big competitors and share a great rivalry with each other and they are the Boeing and Airbus Corporations. The corporations have been competing with each other for many years when it comes to finding potential contracts for their airplaneRead MoreAirline Industry Is Poor At Earning Its Cost Of Capital1496 Words   |  6 Pagescapabilities around the globe, and have deep expertise in various industries, especially in aviation travel. The lecture of â€Å"Global Aviation Trends†, which was presented by Mr Simon Barrett from L.E.K, and some issues are pointed it out for the future of the airline industry and the impact on airports. This report will give four issues’ critical eluviation of Mr Simon suggested in the lecture. The first issue is airline industry is poor at earning its cost of capital. Secondly, Air travel is becomingRead MoreAustralian Aviation Sector Influences On The Australian E conomy And The Tourism Industry1580 Words   |  7 PagesAustralian aviation sector influences both the Australian economy and the tourism industry. The report will also highlight how the economic issues of employment, fuel consumption and environmental challenges affect the Australian aviation sector and how these issues relate to the economic principles of supply and demand. The report will briefly explain the background of the Australian aviation sector; identify economic market trends and current opportunities as well as highlight the potential challengesRead MoreSituational Analysis, Airbus1448 Words   |  6 PagesSituational Analysis, Airbus. Porter’s Five Forces. Risk of Entry by Potential Competitors – The aviation industry is a very difficult industry to enter, and the risky of entry by potential competitors is extremely low. Rivalry among established companies – The intensity of rivalry among established companies within the aviation industry is very high. Currently the only competitor or Airbus is Boeing. Both of these companies gain market share from each other using prices, product design, advertisingRead MoreAnalysis Of Qantas Airlines An Organization Situational Analysis1047 Words   |  5 Pages This report largely focuses on constructing a situational analysis of Qantas Airlines. An organisations situational analysis refers to an analysis that consists of ascertaining the key factors that will be used as a basis for development of marketing strategy. (Elliot 2014). Situational analysis consists of the environment analysis (both internal and external environment), competitor’s analysis and finally the swot analysis. By analysing those elements stated above, it is likely that the higherRead MoreOrganizational Competitive Strategies-Porters Five Forces Model (AIR ASIA)763 Words   |  4 Pages in this assignment, can be used to access the competitiveness of the airlines industry. It can review the competition within the industry plus checks for threat from outside. Bargaining power of supplier-High- In every industry, there has to be someone to play the role of a supplier. It is important to know the power of the supplier as it will affect the industry. There are only two main suppliers in the airline industry, Airbus and Boeing, thus there isn’t much of an open option. Not forgettingRead MoreThe Plan For Aviation And Aerospace Industry1499 Words   |  6 PagesBackground The aviation and aerospace is one promising front in terms of careers and opportunities. Just like any industries in the 21st Century, aviation and aerospace industry is a complex one that requires skilled labor in all of its ranks. The demand for the various job positions in the industry is motivated by both inadequate skilled personnel and the rapidly increasing demand for the airline transport. From the beginning, aviation opportunities were believed to be only piloting, engineering, and machineRead MoreSouthwest Airlines And The Airline Industry946 Words   |  4 PagesExecutive Summary Southwest Airlines is a competitor in the airline industry who models themselves as a low fare company who cares about people. These two aspects are that backbone to their business. It is what sets them apart from their major competitors, such as Delta/Northwest, Continental/United, JetBlue, and Allegiant. Government regulation has allowed for more travel due to deregulation. This means there are more consumers than ever entering the industry. As more consumers enter the market

Drug Laws of the Netherlands Essay - 1344 Words

-Drug Laws of The Netherlands – Is a Permissive Legal System Better than a Restrictive One in the Case of Drugs? Introduction The Netherlands is one of the most highly developed countries in the world. It is an international, well-integrated country with policies that are among the world’s most liberal. In fact, The Netherlands has perhaps the most liberal view on drug use than any other country and has even gone to the extreme of extraordinarily relaxing its laws regarding ‘soft’ drugs. However, a common misconception about drugs in the Netherlands is that people believe they have been legalized there. Rather, cannabis and its by-products, marijuana and hashish, have merely been decriminalized. This means that the sale and use in†¦show more content†¦5). Dutch drug policy is guided by the principle of what is best described as quot;harm reductionquot; (Bransten, para. 8). This means that drugs are perceived as a public health issue and the goal should be to minimize the harm those drugs do to individuals and to society –- not to criminally punish soft drug users. With respect to users of hard drugs, they are monitored and encouraged to turn to the public health system for treatment, but unless they commit other crimes, they are not prosecuted in The Netherlands (Bransten, para. 7). Consequently, the Dutch spend their time and money on prevention and education instead of criminal prosecution (Bransten, para. 8). This has allowed the Dutch authorities to concentrate their efforts policing activities elsewhere. In fact, since the policy was implemented, the Dutch police have concentrated on pursuing drug traffickers, drug laboratories, and all other crime related activities. Therefore, would it be fair to say that the decriminalization of soft drugs been a success in The Netherlands? Several decades have passed since soft drugs were decriminalized and it is still somewhat difficult to make a final determination of its ‘success’. The results (positive or negative) of decriminalizing drugs and instituting a permissive legal system with respect to drugs, are disputed and somewhat unclear. The next section of this paper attempts to sort out the conflicting data that hasShow MoreRelated War on Drugs: Germany compared to the Netherlands Essay982 Words   |  4 PagesThe War on Drugs One of the key aspects to consider when evaluating domestic political actors preferences towards policies pertaining to illegal drug use in both the Netherlands and Germany is to evaluate their ideological differences. The Netherlands attitude towards drug policy revolves around limiting the negative impacts illegal drug use has on society by implementing laws catered towards decriminalization. On the other hand, Germany considers drugs a detriment to society and promotes legislationRead MoreU.s. Drug Policy Critique Essay1708 Words   |  7 PagesU.S. Drug Policy Critique Drug Policy in the United States began under the Presidency of Richard M. Nixon, who launched the â€Å"War on Drugs† and oversaw the creation of the Drug Enforcement Agency (DEA). The sole purpose of both initiatives was to combat the copious amounts of drugs flowing out of our borders. Then First Lady Nancy Reagan, who will go down in history as the greatest First Lady of All Time, launched â€Å"Just Say No†. A campaign aimed towards the youth to refuse the vices of drug and alcoholRead MoreDrugs, Crime And Public Health : The Political Economy Of Drug Policy1430 Words   |  6 Pagesâ€Å"The debate on drugs is dominated by one, endlessly recurring argument. Should drugs be legal or prohibited?† Throughout the world, the subject of drugs is highly controversial therefore; the policy on drugs does vary from country to country. This essay will take note of the similarities and differences between not only the drug policies but also the public debate on dru gs in the Netherlands and the United Kingdom. Firstly, the historical context and issues will be put into consideration, followedRead MoreGovernment Response Of The Netherlands And The U.s.860 Words   |  4 Pagesresponse in the Netherlands and the U.S.A. to the distribution and use of intoxicating substances by their respective citizens. I will also compare and contrast the role of the criminal justice system and its actors, incorporating relevant statistics and figures. To researches the project, I used google researches on the internet and journal articles Portrait of the Netherlands ( this section you need to change word I copy from article ) and if you can make it short and simple. Netherland is a countryRead MoreThe Legalization Of Marijuana Legalization1660 Words   |  7 Pagescannabis is illegal in most countries and has been since the beginning of widespread cannabis prohibition in the late 1930s. However, possession of the drug in small quantities had been decriminalized in many countries and sub-national entities in several parts of the world. Furthermore, possession is legal or effectively legal in the Netherlands, Uruguay, and in the US states of Colorado, Oregon, Alaska and Washington as the federal government has indicated that it will not attempt to block enactmentRead MoreDecriminalization Is On The Rise920 Words   |  4 Pageslegalization of drugs across Europe have touted Portugal s success and have tried to use it as a unilateral expression of decriminalization as a complete success. Portugal s success is very much also attributed to an overhaul on the healthcare and treatment of drug addicts rather than being the simple result of decriminal ization (Aleem). The Czech Republic recently joined Portugal in decriminalizing drugs in 2010. The mainufacture and distribution of drugs are still highly illegal, but drug users whoRead MoreShould Marijuana Be Legalized?898 Words   |  4 Pagesis the example that drug war advocates like to cite when claiming that decriminalization isn’t effective; however, there isn’t a cookie cutter method for harm reduction and decriminalization. In fact, one of the best kept secrets in America is the success other countries have had from experimenting with decriminalizing drugs. The rate of drug use in America is the highest in the world, whereas many other countries, in particular many European countries, have reduced their drug usage with a more laissezRead MoreThe Death Of The Prison1446 Words   |  6 Pagesfor individuals who broke the law. There could be many reasons for a person to receive imprisonment; ranging from homicide to fraud. Due to many law violations, there ar e more people in prisons and jails. From the year 2000 to the present, there was an increase. Jails and prisons house about 1.6 million individuals (Peak, 2012). There are many reasons why there is an increase in individuals going to prison. The first is the use of drugs. This so called war on drugs has left many individuals in prisonRead MoreEssay on We Must Reform Marijuana Laws773 Words   |  4 Pagesbecause of harsh federal and state penalties, these people may be sentenced to lengthy jail terms. This is an abuse of drug laws in a great nation. The marijuana laws need to be reformed, and the war against marijuana rethought. nbsp;nbsp;nbsp;nbsp;nbsp;One reason these laws need to be rethought is for medicinal purposes. Most people think marijuana is a dangerous drug that can kill. This is true if taken in heavy doses but that’s also true for aspirin, alcohol and ibuprofen, which areRead MoreMarijuana Should Be Banned Marijuana1667 Words   |  7 PagesCannabis, otherwise known as marijuana, is a way of preparing the marijuana plant so that it can be used as medicine or a psychoactive drug. It is the most extensively banned drug in Britain. However, many local societies and organizations advocate a reform of its validity. These include NORML UK, UKCSC Drug Equality Alliance, as well as Cannabis Law Reform. Other societies such as the Centre for Social Justice and Skunk Sense argue in favour of cannabis remaining illegal (UK Government, 2014). There

Hrm Capabilities free essay sample

Community Policing — greater accountability to the community Achieving a Human Rights Compliant Organisation — a commitment to Professional standards Permanent Strategic Planning Capability — strategic direction at Force and Divisional level Intelligence-Led Policing — development of proactive responses Enhancing Reactive Capability — a step change in the quality of our reactive activities. National Policing Strategic Framework National Policing Strategic Framework BlueBlue Print Print Human Resource Management Capability HRM Capability TABLE OF CONTENTS 1. 2. 3. WHERE WE WANT TO BE 3. 1 The Organisation 3. 2 The Constables/Corporals 3. 3 Line Supervisors 3. 4 Line Managers 3. 5 Middle Managers 3. 6 Top Managers 4. HOW WE GET THERE 4. 1 Human Resource Department Structure 5 HR PLANNING — MAKING THE HR FUNCTION STRATEGIC 3 3 3 4 4 4 5 5 5 7 BACKGROUND 2 INTRODUCTION 1 6. RECRUITMENT AND SELECTION — HIRING THE BEST 6. 1 Recruitment 6. 2 Selection 6. 3 Enlistment 7. TRAINING AND DEVELOPMENT 7. Training Needs Analysis 7. 2 Continuous Training and Development 7. 3 Evaluation of Training and Development 7. 4 New Development Plans 8. PROMOTION PROCEDURES — SELECTING THE BEST MANAGERS 8. 1 Learning Culture 9. PERFORMANCE MANAGEMENT 9. 1 Continuous Appraiser Briefings 9. 2 Link with other HRM Functions 10. 11. 12. CONCLUSION DISCIPLINE RETENTION — PROMOTING A CONDUCIVE WORK ENVIRONMENT 8 8 9 9 10 10 10 11 11 12 13 13 14 14 14 15 16 National Polic ing Strategic Framework National Policing Strategic Framework BlueBlue Print Print Human Resource Management Capability HRM Capability HUMAN RESOURCE MANAGEMENT CAPABILITY (modernising our human resource management) 1. INTRODUCTION The human resource is considered as the most important asset of all organisations. It has been argued that in service organisations, the quality of service delivered is very much dependent on how best those who deliver the service are managed. However, the proper management of an organisation’s human resource is best achieved by adopting an integrated approach. We should look at the HRM functions holistically so that there is coherence between them (achieving horizontal integration) and HRM policy and practices are in line with the organisation’s overall strategy (achieving vertical integration). No modern organisation can claim to build coherence in HRM practices without a dedicated HRM department. The MPF is no exception. But organisations differ in the services provided by their respective HRM departments. Such services may vary from mere administrative work on one extreme of a continuum to performing strategic HRM, which helps top management in making informed strategic decisions, on the other. With the posting of a number of officers from the Ministry of Civil Service to the MPF, the organisation has set up a Personnel Division to replace the former Records Office. However, the duties performed by the Personnel Division have so far been of a routine and administrative nature such as personnel records keeping and processing of salary, leaves, retirement benefits etc. For better Human Resource Management in the MPF we will empower the Personnel Division in a more strategic role. This HRM strategy sets out the MPF’s plans to ensure that, within the existing system in which it operates, the organisation has the right staff, at the right time, in right number, at the right place, with the right knowledge, skills and attitudes, to do the right things within the right organisational environment so that it can fulfil its mission and meet its strategic aims and objectives. Therefore, this Blue Print presents an HRM model taking into consideration the context in which the organisation operates and aims at optimizing performance and maintaining efficiency in general. There are many issues that need to be addressed which will take some time. Accordingly, this Blue Print begins the process of change and addresses some of them at this point in time. As the practice of strategic HRM in the MPF gains momentum and confidence, other pertinent and far reaching issues will be addressed. The implementation of this HRM strategy will be spread over the short term (year 2010), the medium term (years 2011 and 2012) and the long term (years 2013 to 2015). 1 National Policing Strategic Framework National Policing Strategic Framework BlueBlue Print Print Human Resource Management Capability HRM Capability This strategy will be reviewed on an annual basis to assess progress. It will be flexible to accommodate changing factors so as to take account of any new legislation, best practices in HRM and emerging trends in policing. We will enhance the HRM functions over which the MPF has control and make recommendations for improving those that are controlled by other stakeholders, which nevertheless, directly impact on our ability to manage our Human Resources effectively. To this end, this strategy is structured around the following key themes: Human Resource Planning; Recruitment and Selection; Learning and Development; Promotion; Performance Management; Reward and Retention; and Discipline. 2. Under the Constitution of Mauritius, the Mauritius Police Force (MPF) is classified as a â€Å"disciplined force† and is under the command of the Commissioner of Police, who is inter alia, responsible for determining the use and control of the operations of the Force. With regard to the administration of the Force, the powers of Appointments, Confirmation in Appointments, Promotions and Termination of Appointments are under the Disciplined Forces Service Commission (DFSC) Regulations 1997, vested in the DFSC, whilst the other Human Resource Management (HRM) functions, however rudimentary, such as human resource planning, training and development, performance appraisal, etc are under the jurisdiction of the Commissioner of Police. BACKGROUND At present, the HRM functions within the MPF are being carried out by personnel from the Ministry of Civil Service and Administrative Reforms who are embedded within the Police Headquarters. In so far as, pay and conditions of service of members of the Force are concerned, such matters are determined by the Pay Research Bureau (PRB) as it does for the whole Civil Service. As regards budgeting, financial allocation to the MPF is made by the Ministry of Finance. Prior to that, there are budgetary consultations during which the Police Department presents its requirements. The Government of Mauritius has since year 2008, adopted the concept of Programme Based Budgeting (PBB) in order to ensure greater effectiveness and efficiency in performance through increased accountability in the Public Service. This consists in expressing organisational 2 National Policing Strategic Framework National Policing Strategic Framework BlueBlue Print Print Human Resource Management Capability HRM Capability strategies in terms of distinct programmes and sub-programmes. For each programme and sub-programme, attainable and measurable objectives, outputs and outcomes are set. There is a continuous monitoring process to ensure that these are met. The PBB also makes estimates for the human resource requirements under each programme and sub-programme. 3. In this Blue Print, we have set clear targets that we want the organisation to achieve in the short, medium and long term. Staff should hold competencies as described in the succeeding paragraphs, to enable the organisation to attain its objectives. WHERE WE WANT TO BE 3. 1 The organisation, through its staff, will not only strive to maintain a high standard of operational efficiency and effectiveness but will also be responsive to environmental changes. Changes will be, as far as practicable, anticipated and planned so that they get implemented with least resistance and work disruption. The Organisation The organisation will also ensure that staff has the right knowledge, skills and attitudes to effectively deliver the quality service expected by the community. Stress will be laid on the need for the enlistment of quality staff that has the capability to cope with the demanding requirements of the police function. Accordingly, less emphasis will be laid, at selection stage, on physical traits, which have little bearing on the quality of staff. We will endeavour to create a conducive work environment where organisational citizenship and the sense of belonging to the organisation are encouraged. We will promote the Safety and Health of all our staff and work towards achieving a satisfactory work/life balance. We will encourage the sharing of knowledge and experiences among officers throughout the organisation. We also want to ensure that Officers attaining ranks are only those who are the best qualified. We will adopt best Human Resource Management policies and practices from other police organisations abroad. 3. 2 Our Constables/Corporals should: The Constables/ Corporals i. ii. iii. maintain a high professional standard; possess emotional and psychological stamina to evolve in a stressful environment; be of irreproachable character; 3 National Policing Strategic Framework National Policing Strategic Framework BlueBlue Print Print Human Resource Management Capability HRM Capability iv. v. vi. vii. viii. learn from their mistakes and those of others and improve on identified shortcomings; and ix. develop a learning culture. continually enhance their skills through professional development programmes; accept responsibility and be willing to take initiatives; be daptable to changing policing needs; possess knowledge, skills and attitudes for efficient service delivery; 3. 3 Our line supervisors should: Line Supervisors (Police Sergeants) i. ii. iii. iv. v. effectively appraise their subordinates and monitor their performance. engage in continuous training and development; and display high standard of conduct; engage in professio nal development programmes to enhance their skills; demonstrate basic supervisory and managerial skills; 3. 4 Our Chief Inspectors, Inspectors and Sub-Inspectors should: Line Managers (Inspectorate) i. ii. ii. acquire additional skills (conflict resolution, mediation, motivation, presentation, communication, etc. ); iv. v. vi. vii. viii. effectively implement organisational strategies. encourage their subordinates to take initiatives; and create a conducive work environment; identify training and developmental needs of their subordinates; set up structures for knowledge sharing; continuously develop their managerial skills; demonstrate a high standard of managerial skills; 3. 5 They will be expected to: Middle Managers (ASP SP) i. consolidate their managerial skills; 4 National Policing Strategic Framework National Policing Strategic Framework BlueBlue Print Print Human Resource Management Capability HRM Capability ii. iii. iv. v. vi. develop a strategic thinking ability. demonstrate ability for these higher responsibilities; and monitor the implementation of organisational strategies; practice mentoring and coaching; create a conducive work environment; 3. 6 They will be expected to: Top Managers (ACP DCP) i. ii. iii. practice mentoring and coaching. create a conducive work environment; and formulate and present policing strategies; 4. In order to enable the HRM department to operate strategically, the existing Personnel Division will be re-organised and re-structured as shown below: HOW WE GET THERE 4. 1 Recruitment Selection DFSC Promotion CP The Structure of the Human Resource (HR) Department ACP (HR)/ HR Manager Performance Training HR Management Development Planning Relations Records Discipline Personnel Reward Retention HR HR Administration 5 National Policing Strategic Framework National Policing Strategic Framework BlueBlue Print Print Human Resource Management Capability HRM Capability The HR Department will be headed by an Assistant Commissioner of Police HR (ACP HR)/HR Manager and will be responsible to the Commissioner of Police for the proper running of the department. The latter will formulate the MPF’s HRM philosophy and policy. The head of HR Department will submit to the Commissioner of Police, an Annual HRM Plan for the following year for approval and incorporation in the organisation’s Force Annual Policing Plan. Likewise, HRM Reports underlining progress in the HRM field during the previous year, will be submitted for inclusion in the Force Annual Report. The functions of the different components of the new structure are as described in the succeeding paragraphs. 4. 1. 1 ACP HR / HR Manager The ACP HR /HR Manager (who will be a member of the Force TCG) will, inter alia, be responsible for the following: Lead the HRM department; Plan, organise and staff the whole HRM process; Ensure that MPF’s HRM philosophy and policy are implemented; Ensure that HRM Plans are implemented; Submit annual the HRM Plan and HRM Report; and Evaluate the HRM process and ensure effectiveness of the department. 4. 1. 2 HRM Desks The HRM department will be organised into a number of desks each performing a distinct HRM function as shown below: HR Planning Performance Management Training Development Discipline Employee Relations Reward Retention HR Records HR Administration Analysis of operational effectiveness Monitoring performance of all staff. Monitoring training and development of all staff. Follow up of disciplinary cases with DFSC. Formulating and implementing reward and retention policies. Computerisation of the HR records Appointment Confirmation Forecast of demand and supply Managing staff Contributing to attendance. TNAs. behaviour of staff. Data entry Interdiction and maintaining all HR records. Monitoring Leaves processing Reviewing reward and retention policies. Maintenance and Labour turnover analysis Monitoring PDP. review of balance scorecard system. Improving Monitoring management development. managementstaff relations. Maintaining Appointment to the Yellow page. other Ministries Succession planning Conducting Benefits and staff surveys and exit interviews. Allowances Input for promo Monitoring tion. Annual HR plan and HR report ? Setting up of Identifying training and development needs of staff. knowledge sharing systems. performance of problematic officers. Medical Boards Transfers HR audit Evaluate training and development. Conducting research and Benchmarks Resignation Identifying poor Retirement performers. Postings etc. 6 National Policing Strategic Framework National Policing Strategic Framework BlueBlue Print Print Human Resou rce Management Capability HRM Capability 4. 1. 3 Management Information System (MIS) The HRM Records Desk will maintain all records pertaining to personnel in the MPF. With the computerization of these records, we shall create an HR database, which could be accessed by top management for up-to-date information and informed decision-making. 5. Planning is an integral part of management and whenever resources are managed, this involves some form of planning. HR PLANNING — MAKING THE HR FUNCTION STRATEGIC As the human element is central to organisational success, we will formalize and regularise our HR planning and extend its scope. We will adopt an HRM approach that will make our different HRM practices more coherent and in line with the MPF’s strategy. HR planning will therefore be developed to include the following activities: Conducting demand/supply analyses and forecasting; Analysing the operational effectiveness of the organisation (critical events analysis for skill gaps); Analysing the various HRM practices in the MPF to ensure coherence; Conducting staff surveys and exit interviews to identify areas in which the organisation is performing well and in which it must improve; Creating career path and succession planning; Conducting research and benchmark best HRM practices in police organisations; Submission of Annual HRM Plans and Reports to the CP; and Conducting annual HR audits (self appraisal). To be able to perform Human Resource Planning, it is imperative that all records pertaining to human resources in the organisation are computerized. This process has already started with the purchase of HRM software for the MPF. We will accelerate this computerization process by inducting more personnel to enter data into the system. To achieve this development of the HRM functions, we will have to support and develop our existing staff. 7 National Policing Strategic Framework National Policing Strategic Framework BlueBlue Print Print Human Resource Management Capability HRM Capability 6. 6. 1 Recruitment is the process of attracting candidates to apply for a post. The present eligibility criteria for enlistment are as follows:- RECRUITMENT AND SELECTION — HIRING THE BEST Recruitment General Certificate of Education with passes at â€Å"Ordinary Level† in five subjects obtained on one certificate or an equivalent qualification; Height — minimum of 170 cm (Male) and 163 cm (female); Girth of chest — minimum of 84 cm; and Body Mass Index (BMI). 6. 1. 1 Basic Entry Requirements Enlisting recruits with only Ordinary Level academic education means that the burden of developing other skills, which are important for policemanship will be borne by the organization. Over the past years, the MPF has been engaged in developing staff in a number of fields such as first aid, driving, swimming, Information Technology, etc. With a view to ensuring that the quality of staff satisfies contemporary policing needs, recruitment criteria will be reviewed in consultation with the DFSC. We will recommend a skill-based recruitment procedure while maintaining the existing level of basic academic entry requirement. . 1. 2 Physical Traits From the very outset, the prescription for height, chest and BMI eliminates a large number of potential candidates. This deprives the DFSC of the possibility of selecting prospective candidates from a larger population. In the modern environment where the respect for Human Rights by law enforcement officers has gained pre-eminence, recruiting pol ice officers with the right personality traits has become equally important. In such a context, the issue of mensuration for height, chest and BMI have lost significance. The public is expecting to deal with officers who are eager to elp, display empathy and above all, trustworthy rather than acting mechanically. In the long run, we are proposing the elimination of the prescribed height measurement, as it is the case in UK and some other countries. However, we want this change to take place smoothly and to be accepted by the Mauritian population without giving rise to a cultural shock. We therefore, recommend that, initially, the minimum height requirement for male candidates be aligned to that of their female counterparts, that is lowering the minimum height requirement to 1 m 63 cm (5 feet 5 inches). 8 National Policing Strategic Framework National Policing Strategic Framework BlueBlue Print Print Human Resource Management Capability HRM Capability We further recommend the elimination of BMI and chest measurement and propose the introduction of a Waist Circumference measurement, which will screen out obese and too lean applicants who may not be suitable for the organisation. 6. 2 Selection Selection is the process of choosing the best candidates to join an organisation. At present, suitability of candidates to join the MPF is determined by the following tests/assessments: i. ii. iii. iv. Interview. Medical examination; and Physical aptitude test; Measurement; We recommend that the selection process be enhanced by the criteria mentioned below. 6. 2. 1 Psychometric Test It is recognised that Police work is associated with much stress. Situations such as attending fatal injury cases, facing riotous situations, dealing with hot-tempered criminals, etc, affect the sensibilities of police officers and interfere with their psychological equilibrium. Officers need to have the faculty to recover fast from such traumatic experiences so as to maintain their psychological and emotional balance. The Force needs Police Officers who are mentally stable and capable of functioning in stressful and adverse conditions and still, able to take right decisions. Psychometric test, at selection stage, is therefore, recommended so as to identify and eliminate candidates who are not psychologically/emotionally suitable for police work. 6. 2. 2 Background Investigations and Reference Checks We recommend that rigorous and thorough screening of candidates with regard to character, criminal records, drugs etc. e carried out at the preliminary stage of the selection process prior to enlistment. 6. 3 An average of around two hundred and fifty police officers retire from the Force for various reasons every year and the current rate of intake does not follow the same trend with the result that we are often short of manpower. The HRM department will therefore, ensure that there is a corresponding intake of recruits in order to replace those retiring from the Force in time. Enlistment 9 National P olicing Strategic Framework National Policing Strategic Framework BlueBlue Print Print Human Resource Management Capability HRM Capability 7. TRAINING AND DEVELOPMENT ADDING VALUE TO HR FOR BETTER PERFORMANCE Given the complex nature of policing, a Police Officer requires the appropriate knowledge, skills and attitudes for the effective discharge of his/her duties. These are inculcated in our officers through Training and Development programmes which are designed and delivered by the Police Training School. With a view to enhancing the present Training and Development process in the MPF, the following changes will be carried out. . 1 The conduct of TNA is necessary for the identification of any knowledge and skills gap in an organisation. Consequently, the gap disclosed needs to be filled by appropriate training and developmental programmes. Training Needs Analysis (TNA) To ensure that Training and Developmental programmes that meet the needs of organisation are designed, we shall introduce a formal structure for the conduct of TNA’s within the MPF. The scope of TNA activity will comprise: i. ii. iii. iv. Obtaining feedback from the Performance Appraisal System. Analysis of critical incidents; and Taking into consideration the HR plans of the organization; Consultations with a larger number of stakeholders; 7. 2 In the context of a fast changing environment, it is crucial that all police personnel are regularly trained and developed in the latest policing techniques and law and procedures and also, refreshed on core police subjects. To enable the PTS to cope with the training load at Force level, we will: Continuous Training and Development i. can share part of the training with the PTS; and, ii. personal computers. ntroduce E-Learning in order to disseminate knowledge throughout the Force via set up a formal structure for the Divisional and Branch Training Units so that these 10 National Policing Strategic Framework National Policing Strategic Framework BlueBlue Print Print Human Resource Management Capability HRM Capability 7. 3 The aim of all Training and Development programmes is to bring a change in staff performance. To be able to gaug e effectiveness of Training and Development programmes in bringing the expected change, it is necessary that evaluations be carried out. Evaluations are at present carried out by the PTS but are limited to the following levels: Evaluation of Training and Development i. Reactionary level — what trainees feel about the programme followed; and i. Immediate level — what changes in knowledge and skills have taken place at individual level. The present evaluations do not indicate whether the programmes are positively impacting on the workplace and whether there have been positive changes at organizational level. In order to ensure that all training and developmental programmes positively impact on service delivery, we shall, in the first instance, ensure that evaluations are extended to the Intermediate level; that is, evaluating its impact on the workplace. Eventually, we shall extend evaluations of Training and Development programmes at Ultimate level; that is, assessing their impact on the organisation. Human Resource Planning capability will be helpful in this process. 7. 4 We intend to introduce new developmental programmes for our officers so as to further enhance their knowledge, skills and attitudes. The following will be recommended: New Development Plans 7. 4. 1 Professional Development Programmes The PTS will be called upon to set up Professional Development Programmes consisting of a number of stand-alone and self-readable modules on generic topics relevant for officers of different levels in the Force, such as leadership, motivation, communication, mediation skills, etc. These will be made available on-line. Police officers will be able to log in to the system using personal passwords issued by the PTS and study any of the programmes in their own time according to their needs. Thereafter, they may arrange with the PTS to undergo an appropriate test. On successful completion of a programme, officers will become eligible for the award of a certificate. This process will open up development opportunities for all Police Officers and will help create a learning culture. The Professional Development Programmes may, eventually, be linked to promotions within the organisation by giving these a weight in determining suitability of an officer for such promotion. 11 National Policing Strategic Framework National Policing Strategic Framework BlueBlue Print Print Human Resource Management Capability HRM Capability 7. 4. 2 Knowledge Management At present, officers with years of experience leave the organization taking away valuable experience and knowledge. There is no system available within the organisation to capture such experience and knowledge. Such knowledge and experience, if captured, could be referenced by other officers and will help serving officers to take advantage thereof. It is intended to set up a Knowledge Database for the MPF. Individuals and teams would be encouraged to record therein their unique/rare experiences and knowledge. The database will also be used to archive successes and failures at Station, Divisional and Force level so that lessons could be learnt. After research and planning, such a system will be set up on a pilot basis in one of the Divisions before extending to the whole Force subsequently. In addition, a Yellow Page for the organisation will be created in which the names of officers who possess specific competencies acquired through specialised training will be recorded. Anyone in the MPF who will need such expertise, may be referred to those officers. . 4. 3 Management Development Organizational success depends to a large extent on the performance of individuals in the organization. We also consider that organisational success is dependent on the quality of management. Training and Development of subordinates and managers should be given equal importance. Accordingly, the Management Training Unit will be reenergized and entrusted the responsibility for management development training wit hin the MPF. We believe that managers at all levels need to be refreshed regularly on management skills. Management development will no doubt, also help improve staff relations within the organisation. Top managers will equally be initiated in Mentoring and Coaching of their subordinates and potential successors. Management will also be encouraged to promote the concept of Communities of Practice within the Force whereby best practices identified in the different units of the Force will be regularly shared at level of the Tasking and Coordination Group (TCG) meetings. 8. Managers are people responsible for directing the efforts aimed at helping organisations to achieve their goals. These officers perform a crucial role and should therefore be selected with much scrutiny. Promotions to the rank of Police Sergeant (PS) and Inspector (Insp. ) are at present based on a Competitive Examination for Promotion. Successful candidates are in the first instance PROMOTION PROCEDURES — SELECTING THE BEST MANAGERS 12 National Policing Strategic Framework National Policing Strategic Framework BlueBlue Print Print Human Resource Management Capability HRM Capability considered for promotion in a temporary capacity. Subsequently, they are required to follow an NCOs’/Inspectors’ Cadre Course. On the satisfactory completion of the Cadre Course, the DFSC considers their promotion in a substantive capacity subject to the recommendation of the Commissioner of Police. With regard to promotion to the rank of Chief Inspector and above, there are no such Competitive Examinations. As per Regulation 14 (3) of the DFSC Regulations, professional or technical qualifications, experience, merit and suitability for the office in question are given greater weight than seniority in deciding suitability for promotion. In practice, in the absence of effective HRM means we are relying on seniority as the most important criteria, for promotion and of course, this needs to be rectified. With a view to ensuring that officers who have an overall good performance, get promoted, it is suggested that a Balanced Scorecard System (BSS) be introduced. Additional criteria that will take into account other suitable capabilities and qualities of such officers would be considered with a view to ensuring that the most qualified candidates are selected for promotion. It is believed that the above proposals will entail amendments to our existing Regulations and Orders. We consider that the changes to the existing promotion selection system need consultations. Consequently, the necessary consultations should be opened with the various stakeholders. An early task of the HRM Department would be the publication of proposals for changing the present promotion system. 8. 1 Learning enables police officers to keep update with ever changing laws, procedures and practices. It also helps to maintain morale and motivation among officers and ensures standardisation and quality service delivery. Therefore, management has the duty to encourage staff to learn continually. Learning Culture With a view to promoting a learning culture, we recommend that Competitive Examinations for Promotion be held once every two years. For each examination held, an estimation of the promotion requirements for the post of Police Sergeant and Inspector will be determined and declared by the HRM Department. After the examination, when the list of successful candidates has been publicised, vacancies that have arisen previously, will be filled in the first instance. As regards officers who have passed the examinations and where no vacancies are available, they will be placed on a Waiting List. With this suggestion, all vacant posts in the rank of Sergeant and Inspector will be regularly filled in with less disruption to Police work. 9. Performance Management is an important human resource management activity. It enables an organisation to ensure that individuals perform to their optimum level and at the same time, the individual departments and the organisation as a whole meet their objectives. PERFORMANCE MANAGEMENT — CREATING NEW WORK CULTURES 13 National Policing Strategic Framework National Policing Strategic Framework BlueBlue Print Print Human Resource Management Capability HRM Capability In this context, the Ministry of Civil Service and Administrative Reforms has introduced a new Performance Management System (PMS) in the Civil Service. The new PMS ensures that, in relation to objectives set, the shortcomings of employees are identified and discussed and remedial measures taken in the course of the year rather than at the end of the year as was the case with the Confidential Reporting system. We therefore consider that the PMS will be an important tool for driving change in the organisation. To that end, we propose to implement the measures described below. . 1 It is recognized that all appraisers will have a crucial role to play in the performance management system. We shall therefore, ensure that Divisional/Branch officers regularly brief all appraisers working under their command, on desired work standards and areas for improvement with a view to evolving a new culture of work ultimately. Continuous Appraiser Briefings 9. 2 For performance appraisal to serve the purpose of improving and maintaining performance of individuals to its highest standard, it should be linked to other HRM functions. Link with other HRM Functions We will therefore create links between performance appraisals and the following: i. identified during appraisals in order to ensure that Officers operate at the required standards; ii. organisation values staff who perform well, managers at all levels will be encouraged to initiate non-pecuniary rewards for their subordinates; iii. suitability for promotion; and iv. expected standards. Sanctions — It is intended to sanction officers who repeatedly fail to perform at the Promotion — Performance appraisals will be given a weight in determining Rewards — In order to reinforce high performance and demonstrate that the Training and Development — This should be the normal outcome of any shortcoming 10. Attracting good candidates in the Police Force is becoming a problem. Although the academic requirement was raised from Primary School Leaving Certificate to Cambridge School Certificate in 1987 PRB Report, yet the background of those who joined the service since then tends to indicate that it has not been an important contributing factor in improving the service quality. Recent indications are that young and qualified persons are reluctant to join the service as RETENTION — PROMOTING A CONDUCIVE WORK ENVIRONMENT 4 National Policing Strategic Framework National Policing Strategic Framework BlueBlue Print Print Human Resource Management Capability HRM Capability greater employment opportunities to their liking are available elsewhere. There are indications that those who have already joined the service, are but using the service as a stepping-stone or for temporary employment till they fi nd greener pasture elsewhere. Therefore, there is a need to find ways and means to encourage young persons to join the service or those who are already in the service to retain them. We will adopt the following enlistment and retention strategy: Benchmarking, adopting and developing best HR practices; Commitment to ensuring Safety and Health; Promoting Sports and Leisure activities; Improving the work/life balance of officers; Working a feasible career path taking into consideration the specificity of the MPF; Creating more opportunities for training and development; Rewarding outstanding performance; Creating a friendly, supportive and inclusive work environment; Valuing rank as well as competence and experience of officers; Setting Stress Management Programmes and Post Traumatic Stress Management Programmes; Adopting a policy of continuous evaluation and improvement in reward and retention policies in the MPF; Constantly reviewing pay and general conditions of service in the MPF; and Improving opportunities for internal enlistment such as pilot, Cadet Inspector (Graduate), engineer, etc. 11. All organisations have to deal with problematic officers. For a ‘Disciplined Force’, dealing promptly with such officers and maintaining discipline within the rank and file are an important requirement to preserve the vitality and dynamism of the service. The MPF recognises that it is important to deal effectively and promptly with underperformers so that the morale, motivation and spirit of the majority of staff are not affected. In other organisations, whilst getting rid of such officers may not be a problem; the existing procedures in the MPF are rather cumbersome. In this regard, we will make recommendations to the DFSC to review the existing DFSC Regulations. DISCIPLINE 15 National Policing Strategic Framework National Policing Strategic Framework BlueBlue Print Print Human Resource Management Capability HRM Capability 12. The MPF recognises that human resource is the most important factor in the development of the Force. To produce the new desired organisational results, human resources need to be managed strategically. HRM functions must not only be integrated horizontally for better coherence in all HRM practices but also, vertically in line with the organisation’s overall strategy. CONCLUSION This Blue Print therefore, aims at reorganising the HRM department so that henceforth, through systematic planning, it will help in the recruitment and selection of quality staff, ensure that there is optimum training and development of staff, ensure that the best qualified officers are promoted, create links between performance appraisals and other HRM functions and contribute to create a conducive work environment capable of attracting and retaining staff. Ultimately, it will deliver the desired strategic product that will be used by top management for making informed strategic decisions in so far as HRM is concerned. ********** 16

Water Rocket Lab Report Cindy Essay Example

Water Rocket Lab Report Cindy Paper We will measure the ranges,maximum altitudes and air time in order to have a better understanding of the projectile motion-As the practical situation which includes the air resistance and different kinds of errors caused by students carelessness s different from the theory,it is unavoidable that the results are quite different from the theoretic statistics. The horizontal velocity is related to the range, while the vertical velocity is related to the maximum altitude. This experiment can help us reinforce the concepts related to the motion in two dimensions although the water rocket does not have the ideal situation. A lot of equations we learned in class can help our group calculate the range and maximum altitude. Introduction Purpose: The purpose of the experiment was to reinforce the concepts related to motion n two dimensions using water rocket launches and the calculations necessary to determine launch speed and range. Background: (1) Because the water rockets are essentially pressurized chambers, they have the same launch speed, regardless of launch angle. (2) Ignoring air drag, a projectile will take the same time for its horizontal motion and its vertical motion. 2) Neglecting air drag, the horizontal velocity of a projectile will remain constant. (3) The vertical motion will have constant acceleration, g. Equations: R = box [ vertical motion] sys = vote + h g to horizontal motion] A hypothesis: The water rocket which is launched at different angles will fly into different heights in the sky and each time it will have different ranges when it drops. Method Materials The materials which ar e prepared to be used for this experiment are a timer, a water rocket, a meter ruler, a launch pad. We will write a custom essay sample on Water Rocket Lab Report Cindy specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Water Rocket Lab Report Cindy specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Water Rocket Lab Report Cindy specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Procedure Firstly,we need to set the rocket on the ground so that the barrel is exactly vertical. Then we can fire it vertically two or three times, using stopwatches to clock total air time,determining average air time for the vertical launch. Secondly,we are supposed to use the vertical motion equation to find the launch velocity, FL_, which, in this case only, is equal to boy. Thirdly,we need to calculate the horizontal and vertical components of the launch velocity for each of the 300, 45[], and 600 launches, and make a component vector diagram for each of the launch angles like the following diagram. FL = 30 m/s Ivy = sin 200 m/s 200 Example: Vs.. = coos 200 m/s As result,we can calculate the range, R, for launch at each angle. Elf you are willing to set a flag on the field at that distance from the rocket,you can do t. Finally,remember to measure the launch angle and secure the rocket barrel to fire at each of the angles just once, setting a flag where the rocket lands each time and measuring only the difference in range between the two flags to use in calculating percent error. Also remember to measure and record the air time for each launch. Results Important results in verbal form All of the useful lunch angles are 30 degree, 60 degree and 45 degree. The percentage errors of the data of angle Isis the Therefore, our group will mainly use the data of this angle. Calculated Range at 45 degree s 32. Mm. Vertical Displacement at 45 degree is calculated to be 15. 5 m. The measured time at 45 degree is 2. As. Discussion Discuss sources of error and calculate percentage errors on the three ranges, using the calculated range as the accepted value. Sources of errors: 1. The people who look at the protractor may be distracted by the objective factors, so the measured time is not accurate. 2. When students measure the range, it is difficult to have the right range as we cant measure in a straight line. 3. The water rocket may not be able to fall at the exact point on the land. It may leap because of the force. As a result, the range cannot be determined accurately. 4. The air resistance may hamper the flying of the water rocket. 5. Sometimes the water rocket may fly to the reverse direction. 6. Students may make a mistake when they write down the data . They may put the data in a wrong place. Launch angle(degrees) Percentage errors 30 27% 45 0. 3% 60 48. 9% Plot Calculated Range vs.. Launch Angle for all four launch angles. Examine: The range of the water rocket is the largest when the launch angle is 50 Meaning: When the launch angle is smaller than 450, the bigger the launch angle, the larger the range will be. If the launch angle is bigger than 450, the larger the launch angle, the smaller the range will be. Plot Vertical Displacement vs.. Time for one of the launch angles (except 900). Meaning: The vertical displacement is related to the time. As the time goes by, the water rocket will get higher when the initial velocity is invariable. Plot Horizontal Displacement vs.. Time: for one of the launch angles (except 900) Meaning: The horizontal displacement is related to the time. As the time goes by, the water rocket will go farther when the initial velocity is invariable. The water rocket has the largest horizontal displacement when the launch angle is 450. What effect do you think air drag had on your results? The air drag may shorten the range of the water rocket. The air drag will reduce the magnitude of velocity The air drag can change the direction of the water rocket and make it fall down immediately The ways that the experiment might be improved or varied. 1 . Students can use more advanced equipment to measure the air time and he range instead of using the protractor and the meter-ruler. 2. In the four experiments, we can control the pressure and the quantity of the water to remain the same. 3. Students can make a stream-line water rocket to reduce the air drag and make the stream easy to go through. 4. Students can use lighter materials to make the water rocket. 5. According to the physical theory, the water rocket can reach its largest range when it is launched at the 45 degree. However, during the experiment, we had better launch it at the angle between 45 and 55 o reach its largest range. 6. The top of the water rocket should be pointed so the air drag can be reduced. 7. In order to increase the stability of the water rocket, students can use the tripod as the launching pad. 8. To Increase the speed of the water rocket is to increase the amount of water per unit of time. Therefore, the pressure of the water inside the water rocket and the quantity of the water are appropriate for the largest range. Explanation of the results. These results show that our water rocket goes through a projectile motion, specially the one launched at 45 degree, because the percentage is only 0. 3%. Conclusion The air resistance and objective factors influence the examination of the theory of projectile motion. If these factors were eliminated, even though it is not possible, the results of the experiments can be more accurate and convincing. The experiments really make us understand that the range of the projectile in the motion in two dimensions is determined by the initial velocity and the air time. The horizontal velocity is related to the range, while the vertical velocity is related o the maximum altitude. This experiment can help us reinforce the concepts related to the motion in two dimensions although the water rocket does not have the ideal situation. The biggest success is that when the water rocket is launched at the 45 angle, the range is the biggest, which concurs with the theory. References http://item. Taboo. Com/item. Tm? Sum=al z. 2. 9. 194. Shedsid Douglas C. Conical: Chapter 2-3 PEP- pep Physics-principles with Applications for AP Group members: Fife, Ivy. Appendix A Table A The data of the experiment.

Structure of the UN essays

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Why Do Most Teenagers Smoke Psychology Essay

Why Do Most Teenagers Smoke Psychology Essay Smoking is defined as the inhalation of the smoke of burning tobacco in cigarettes, pipes, and cigars. The smoke that inhaled contains about 4,000 chemicals, including cancer-causing nicotine, tar, and carbon monoxide, formaldehyde, ammonia and hydrogen cyanide (Martin T, 2008). Smoking is also an addictive habit that can have long negative effects on health, including mental and physical health (Nyholm C, 2009). There are many negative effects cause by smoking such as lung diseases, heart diseases, stroke and increasing blood pressure (Iannelli V, 2004). Tar is the brown, tacky material that left behind at the end of the cigarette filter. It makes a smokers teeth and fingers brown and coats everything it touches with a brownish-yellow film. Tar in the cigarette smoke paralyzes the cilia in the lungs and leads to lung diseases. For examples, emphysema, bronchitis and lung cancer (Martin 2006). Carbon Monoxide (CO) is a type of gas which is colorless, neutral and tasteless. When the level of carbon monoxide in the blood increases, it will decrease the ability to carry oxygen. It is harmful to the body at any level and it can cause death while long-term exposure at lower levels can lead to heart disease (Aiers 2007). Nicotine is an active drug which is also a stimulant that activates the brains rewards system can be found in cigarette. Nicotine induces feelings of pleasure and increases mental awareness when it reaches the brain. Nicotine also constricts blood flow to the heart, thus increasing blood pressure and heart rate (Besinger 2003). Hydrogen cyanide, a colorless, poisonous gas, is one of the toxic present in cigarette smoke. Breathing in small amounts of hydrogen cyanide may cause a person headache, dizziness, weakness, nausea, and vomiting while breathing in larger amounts may cause them gasping, irregular heartbeats, fainting, and rapid death (Martin 2008). There are many factors causing teenagers smoke such as peer pressure, the feel good syndrome, curiosity, and the power of role models. Usually teenagers start smoking when their best friend smokes, but this is not the only factor as parental smoking can make it seem normal to do, the media can also make it look more attractive, and sometimes teenagers have very easy access to tobacco products (Gorman 1996). Teenagers always look for approval and acceptance from their peers. Friends who smoke will always encourage them to smoke (Christensen SA, 2008). This become a strong force for teenagers start to smoke just to fit in with the crowd. Frequently they feel confident and pressured. Some teenagers believe that smoking makes them more popular, cool, attractive, sexy or strong. They just want to have a cool look when people around see them and did not think of the negative effects that will affect their health (Evans 2008). 2.2 Feel good syndrome Smoking is a way to avoid feeling unpleasant emotions such as sadness, distress, and worry. It can hide apprehensions, fears, and pain. This is accomplished moderately through the chemical effects of nicotine on the brain.  Nicotine is one of the main ingredients in cigarettes which are poison and as addictive as heroin and cocaine (Stevenson J, 2008).When smoking, the release of brain chemicals makes smokers feel like coping and dealing with life and stressful emotional situations. Nicotine in the cigarette will increase the level of good feeling (Dr. Annette 2009). 2.3 Curiosity Cigarettes are available everywhere and almost anybody can get them. Wanted to know how smoke a cigarette feels like is always stated as a reason for teenagers to try to smoke a cigarette. People always feel curios and wanted to try something new in their life at teen age. Because of the availability of getting a cigarette is easy and the curiosity of teenagers, therefore it increase the number of teenagers who smoke (Evans 2008). 2.4 The power of role models Teens are most influenced by other friends close in age or slightly older, including siblings. Many of them smoke because their parents are smokers (Christensen SA, 2008). Therefore, a person whose best friends or older siblings smoke is much more likely to try smoking. In some cases, this is because the person looks up to his friends or family members and wants to be like them. Some of them think that doing the same thing only they can join in with the people around them although they know is not good for health (Evans 2008). 2 2.5 Media Portrayals of smoking in the media are nearly all attractive. Many of the teenagers admire the actors will follow what the actors do by watching those movie or drama. They do not think of the negative effect of smoking on their health but just want to be like the actors. They also do not think carefully whether the action did in the drama or movie is good or bad but just do it. Besides that, smoking also appears in music videos. Cigars are mainly seen as a symbol that goes with living the high life (Harsanyi 2007). 2.6 Help losing weight For some, teenager thought smoking can help them to lose their weight. They will use being overweight as an excuse to smoke (Spitzer J, 2003). Instead of eating, many teenagers especially girls will choose to smoke a cigarette. This keeps their minds off from food. Some of the teenagers think that smoking can help them achieve the look they want. They learn about this weight control methods mostly from their friends, so they start skipping meals and use cigarettes to replace the meal. Smoking does kill craving for food, but it does not help to lose weight as many as they think (Hutton 1996). Methods to prevent smoking There are many methods to prevent teenagers smoke so that they will have a healthy life and prevent from getting some disease. Everyone should know the method and prevent the people around them smoke so that it would not affect their health. By prevent from smoking, people would have a longer lifespan and can live happily because of having a healthy life. 3.1 Governments role Country should make more efforts to prevent teenagers smoke. More information about the effect of smoking should show by public service announcements. For example, show some pictures that how the smokers lungs look like. The country should also enforce the rules so that teenagers could not smoke under age. Besides, the sale of cigarettes in the country also should decrease (Abel 2009).It is also necessary to have anti-smoking campaign especially for teenagers at school and public areas. Teen anti-smoking campaign will definitely be helpful. Professional doctors should be volunteers to talk about the negative effect of smoking during the anti-smoking campaign to the teenagers. Examples of the campaign are Taknak!!, Fight smoking and A Powerful Tool for Health Promotion (Siegel M, 1998). Those anti tobacco campaigns will motivate the youth to know the negative effects of smoking cigarettes on health, economy and mentality and benefits of quitting smoking. It may also motivate teenagers to stay away from smoking (Jacoby p.A19). In addition, anti smoking slogans are also used to influence those smokers to quit or prevent teenagers from smoking. There are many slogans use to prevent teenagers from smoking such as Too much smoke will leave you broke, If you cant stop smoking, cancer will, There are cooler ways to die than smoking and You smoke, you die early, you save the government money (Bose D, 2009). 3 3.2 Parents role Parents should give more information about the negative effect of smoking to their children since they are still young and small. Almost all the first time smoking happens before high school graduation. If teenager has not started smoking before he or she graduates, chances are he or she never will. That is good news because parents still have the time to influence their choices of not trying smoking (Witmer 2006). Parents also should set a good example to their children by not smoking. If parents smoke and do not want to influence their children, the only way to prevent their children from smoking is avoid smoking in front of them and do not smoke at the place where their children can see such as in the house or car (Mayo 2010). 3.4. Teachers role Teachers also play an important role in preventing teenagers smoke. As a teacher, the way to prevent student smoke at teen age are care teenagers more and give them more teaching on the effect of smoking. Besides, teacher also should observe the students and stop them from smoking if found out that they had started to smoke. More moral and religion teaching should be given to the students in the school so that students can prevent themselves from start smoking. The school should have more healthy activities so that student will have more time to participate in good activities (Carney S, 2007). 3.5 Develop self respect and confidence There are many reasons that why teenagers smoke and one of the reason is because of peer pressure. Most of them think that it is a way to look cool and be a part of the crowd. They have to instill enough self respect, esteem and confidence so that they do not feel the need for external approval. People around should help teenagers build up their friendships, shape a healthy body image and deal with stress, without thinking about tobacco use. By helping teenagers and let them have enough confidence to themselves, they would not think of changing themselves by smoking and thus, they can prevent from smoking (Worth 1999). Conclusion In conclusion, there are many factors causing teenagers smoke such as pressure, the feel good syndrome, curiosity, the power of role models, media effect and help losing weight. Having campaign, parents role, national efforts, teachers role and develop self respect and confidence are important in this case so that it can prevent teenagers to smoke. Smoking is not good for health and there are many negative effect of smoking. Therefore, teenager should avoid smoking and take care of their health. (1864words) 4

Maybe Later Essay -- Personal Narrative Creative Writing Essays

Maybe Later She’s sitting there, a blown-out shell as hulking and vacant and lifeless as the enchanted castles of my beloved fairy-tale stories. The television cries for attention, but her eyes refuse to acknowledge even its blatant wail. Behind tinted glass—is that smudged dirt or a protective coating?—eyes finally flutter open, the first sign of life. Are they blank? Do they beg for help or scream of past and present pain? I can’t say—I haven’t the courage to look. The world rotates around its axis three times an hour and I run with it. â€Å"Soccer cleats, water bottle, there you go.† â€Å"Fine—I’ll be there in an hour.† â€Å"Okay, groceries, post office, soccer practice . . . hmm . . . what do you want for dinner?† Family members dance around the kitchen in the ultimate test of agility to avoid tromping on another’s toes. â€Å"There’s nothing to eat!† â€Å"Love you—bye!† â€Å"Come back here! Pick that up right now!† A slap of the cupboard door, dashed kisses, and a sprint for keys—trip! crash! yell! A mad cacophony—entirely normal, unsettling, and dear. Grandma sits there. She has not moved. The eye of the storm? Or merely forgotten by time? Dad and I walk away from it all sometimes, releasing frustration in fruitless lament. Sometimes we laugh bitterly. Sometimes his words are a painful reminder of a happier and more carefree time. â€Å"I just had to get out of the house. Usually I can take it—but tonight!† His stride slows in failure. â€Å"I never wanted you to realize how different she is. I tried—I hoped you’d never recognize her illness. And pretending used to work. I’m—I’m sorry you have to see it now. She used to love to visit, you know, and you loved her back.† I strain to remember lost time and attitude... ...te and poofy dress waving a crystalline magic wand and saying the magic words as I am instantaneously granted love and patience and relief from guilt and dread. But there is no magic wand or sudden connection of love and understanding. There is no resolution of perfect peace. I stare at these words and am instead startled, not by supreme happiness or tranquility, but by a resilient hope. The world does not end with this page. I will push print and the world will go on, and I will continue to create my world. â€Å"Happily ever after† is unnecessary. Instead, maybe I will sit down next to her and simply speak. Tonight maybe I will kiss her cheek as she goes up to bed. Maybe I will hold her hand as she struggles up the stairs or joke with her, whether she understands or not. This is no end, and there doesn’t yet need to be—I’m still trying. to Current Contest Winners

Google Strategic Plan Essay

Abstract The paper aims to examine the strategic plan by Google and the company’s dominance on the internet. The report will leverage my earlier reporting information by synthesizing the information into an informed strategic plan. Scholarly articles and scientific literatures will also be used as a backdrop for the report. The findings from the report indicate that Google is sweeping the world and is currently a threat to Microsoft. The ability to provide relevant searches and link seekers to opportunities gives the company a competitive advantage on the internet. However, there are many companies competing for dominance on the same niche. Nevertheless, Google’s accomplishment is far-flung and long-standing than any other company imaginable. The report will conclude by providing recommendation with regard to Google’s organizational structure and its management systems. Additionally, in the same end, the study will provide informed recommendations for establishing a corpo rate diversification strategy for the company. Google Vision, Mission and Goals Google’s primary mission is to organize information and make it accessible and useful (Google, 2006). The company prides itself in the collection, synthesis, analysis and presentation of a range of information packages. Since 1998 when the company was invented from a minor search engine BackRub in the Silicon Valley, it has grown to serve the needs of the people around the world. Google envisions on becoming the greatest, most reliable source of web information. Through a powerful teamwork and pristine skills in science and technology, Google envisions in pursuing the edge of its expertise to come up with a competitive platform. The platform will be used in the provision of reliable information. Google’s aims to provide the best user experience through emerging technologies and geographies. Finally, the company’s objective is to attain a unique placement in search results focusing exclusively in solving problems and iteration of difficulties (Google, 2006). However, does Google live to the above promises? Is the  company’s overall strategy and operation in line with the advocated values to achieve its mission? Google employs a great team of professionals who are trained and equipped on particular areas on interest (Bamford & West, 2010). The culture at the company favors ability over experience just as stated on the company’s official website. Before a post is published into Google pages, it has to go through a selected span where it is analyzed by experts and potential flaws (plagiarism, authenticity and confidentiality of the information) identified. This requirement means that Google is committed to providing reliable information on the internet even as people grapple to present ideas online. Google’s privacy terms stipulate that keeping the web safe is a shared responsibility. As a result, it welcomes bloggers and site owners to bear responsibility in the provision of information. The Adsense program features a two-week verification process where it scrutinizes blogging information and ensures that provided articles and essays are at par with the recommended levels. What is more, the Google Safety Centre penalizes plagiarized information by giving it low preference in web search placement. Indeed, the company’s legal policy terminates any site that does not adhere to the stipulated provisions and does not use the pattern recognized by Google’s team. From the above initiatives, Google has succeeded in aligning its overall strategy to its mission and goals. Indeed, the company is every day working to improve the patent quality of its software by emphasizing on the need to transform the internet continuously by solving information needs by people (Fox, 2010). Google’s Approach to Creating a Sustainable Competitive Advantage One of the ten things Google knows as true (company’s philosophy https://www.google.com/about/company/philosophy/) is that focusing on the user comes before any other thing. Therefore, the company ensures that every change done will ultimately serve its users. The company takes complete consideration of its visitors whether trying a new interface or tweaking the look of the homepage. What is more, the company fights to ensure that placement in the search engine is never sold to anyone, courtesy of a great team. The effectiveness of this approach is unmatched and especially when it comes to evaluating the customer’s experience. The impact of clients in any organization is at best exclusive and Google offers no chances of compromise to customer service. Another approach by Google in the creation of a  competitive advantage is continued iteration of problems. The company does search and features one of the greatest research groups focused exclusively in solving problems. Because of collective efforts and teamwork, the company is able to realize results and create a competitive advantage over other Search companies in the industry (Levy, 2011). The continuous improvements realized by a committed and talented team increase the effectiveness in serving customers and ensuring that they are retained. The company’s dedication towards improving the search and placement helps the team apply what is learnt in products and services like Google Maps and Gmail. The competitive advantage leveraged by the company ensures that people access and use the ever-expanding information on a daily basis. Google believes that democracy works in the web. The Google search works because it trusts and knows that recognizing the growing need of people’s voice is critical. It, therefore, relies on the million of links and posts on the websites to help determine which contents offer exquisite value. The company assesses each website and link by using approximately 2 00 signals and a range of techniques like the RankPage algorithm (Levy, 2011). The ability to tweak each person’s expectations (a voice on the internet) with a classified technology (algorithm) has given Google a competitive edge in the Search and Placement industry. In the same vein, Google Inc. is open to the development of newer and more improved software because innovation takes place in the collective participation of informed programmers. Hence, Google’s absolute dominance is courtesy of competitive approaches and techniques. One of them believes that democracy on the internet should be acknowledged and respected. After five years in the industry, Google’s experts turned to information that was not readily available. After indexing more HTML pages, the company decided to leverage a unique approach of sourcing non-available information and exploring newer paths. This technique worked because it was a matter of identifying a person’s phone number, address and directory information on the internet. The efforts to integrate newer databases into the search allowed the company to find a breakthrough in the juggernaut that had roped the information age for decades. Over time, the company realized that these efforts required more creativity like; including academic journals, patents, news archives and millions of books and images. The above efforts allowed the company to realize a competitive advantage. While many  companies dwelt in the obvious, Google found opportunities outside the ordinary and brought information across the world (Lynch, 2006). Finally, Google has employed significant efforts and creativity to ensure its position on the web is recognized and maintained. By integrating solution providers to opportunity seekers, the company realizes the potential in connecting people. What is more, the company is every day renewing its organizational structure and business processes to ensure the web is a place for all. The company’s strategy is to ensure the variety and quality of information and services is felt even in the far-flung areas of the globe (Vise & Malseed, 2005). The next part of this report describes Google’s efforts in the corporate strategy. How does the company incorporate strategies like vertical integration, diversification and globalization? What is the effectiveness of these efforts? Google’s Efforts in Corporate Strategy Corporate strategy is a fast-growing component in production. The strategy helps a company to identify loopholes and bridge the gaps through informed decisions (Thomson & Thomson, 2012). Indeed, there exist three distinct corporate strategies; globalization, vertical integration and diversification. Luckily, Google as the web king has incorporated all the three strategies in the provision of accurate and reliable information. But how has this been achieved? I.Vertical Integration Vertical integration is a combination of two or more stages of production by separate company into one company (Thomson & Thomson, 2012). Google has formed a close relationship with Facebook and YouTube. The company holds that the best approach to maximize the value of stakeholders is to maintain a long-term focus on emerging fields on the internet. As a result, the company finds Facebook and YouTube equally powerful in connecting and influencing the web in the modest fashion. Although both platforms are formed at the very foundation of Google, they required trusted identification by people signing in. A Facebook account will demand the yahoo or the Gmail sign-up email, and YouTube is exclusively strict with the Gmail account. The vertical integration between Google and Facebook has established the internet creating a long-term economic gain alongside  serving users and providing relevant information. Google explores areas far from its path of production while at the same time owning the entire operational chain. Although Google relies heavily on Facebook and YouTube, the two platforms are formed under a basic pinnacle of Google. Users have to search ‘Facebook’ and ‘YouTube’ in Google search page to access and use the platforms. This means that Google owns the entire production chain with slight limitations to usage and exploration. II.Diversification Google has invested in a range of assets in efforts to reduce non-systematic risk. When the company launched Gmail, it realized it had more space than any other email software available (Google, 2006). The company had to employ newer teams and techniques to realize even higher standards for email storage. The above efforts have catapulted Google into the attention of a global audience with millions of sign-ups every day. The company has mixed a variety of investments within its portfolio like Google Maps, Books and Images making up a force the world will reckon. The ability to come up with newer options has dealt with the risk of changes retaining a large base of clients and users. What is more, although Google Inc. shares common goals and objectives, the entire team is highly diversified as noted in the culture section ‘we speak diversified languages and come from all parts of the world’. The nature of diversity for the company has created a 360-degree, end-to-end network. Google strives for open culture through diversity by ensuring that its employees recognize and support inclusion of cultures and languages. In its weekly-all hands meetings, the company asks questions and shares opinions and ideas on common problems. Google’s offices and cafes are located everywhere so as to encourage interactions between Googlers and other teams of people (Google, 2006). Diversification is an indispensable component for the corporate strategy. The technique allows any company to stretch beyond bounds and leverage information available outside recognized boundaries. Therefore, Google in its vision and aspiration for the future has leveraged diversification as seen in the above cases improving operational processes and performances. III.Globalization International integration in the exchange of ideas, products, worldviews and other aspects of culture is a critical step of corporate strategy. The  e-commerce platform in Google as evident by online merchants and the Adsense program shows strict adherence to globalization. Google has extended to other parts of the world by allowing everyone across the globe to come up with a blog (Blogspot) and sell merchants online. What is more, Google supports conventionally designed e-commerce platforms like WordPress and Joomla. Google Inc. recognizes that globalization is acknowledging and respecting business innovations and revolutions within the entrepreneurial sphere. Google generates every dollar from advertising sales and has continuously focused on this the market with undivided attention (Yaegar & Sorensen, 2009). Google executives expect that as its presence grows in other countries, the bottom line of the company will follow suit. Luckily, without limiting options to its growth, Google has allowed many other companies to expand entrepreneurially through sales of products. EBay and Amazon are the most common merchandising platforms that offer immense value to shoppers. By connecting these platforms to the wider global community, Google’s commitment to globalization is bespoke. People have to make buying decisions every day, and Google as a company realizes that and gives everyone a chance to write a review or make a purchase for product(s). What is more, it fully supports and acknowledges ecommerce and serves to ensure that the shopping needs and concerns by people are met. Some data on Google’s financial status indicate that it receives less than two-thirds of all income domestically (Wright, 2012). However, these incomes are slated to change dramatically with changing operatio ns globally. This argument supports Google’s corporate strategy plan to globalization. What is more, it creates knowledge and insight about globalization allowing businesses to associate and interact with Google in a competitive fashion. The next part of the report examines recommendation that should be adopted by Google. These are the proposals that will serve to ensure that resources can be better leveraged in the creation of a sustainable and competitive advantage for the company. How Google Resources can be better aligned to create a Competitive Advantage Google should first take advantage of its channel function. What in the search results motivates users the most? For example, the test of Google video as offered by professionals indicated that Google sales grew up to 79% from the year 2006 (Levy, 2011). However over time, the growth rate has been consistent with limited potential for extreme growth  rates. Nowadays, Google videos are not the perfect preference by users but an alternative option (Levy, 2011). Sources like YouTube and Vimeo have taken exclusive control of this important component. Google Inc. should take advantage of its channel function by considering its first approach of verifying videos before display. Uploading of videos in Google should be a comprehensive process. Every person can upload although Google should take exclusive measures to ensure the footages meet recommended standards. What is more, each video should feature its span on the web to ensure out-dated information do not fluff Google. This recommendation supports that having standards ensures quality attracting more users and clients. What is more, Google’s BlogSpot has an excellent performance because Google terminates inappropriate and undercooked blogging platforms. The measures by Google on blogging spheres should be extended to video and footage portfolios. This would serve to ensure that YouTube and Vimeo are the only competitors who can be eliminated gradually through Google’s collected efforts. Early 2009, technicians at Googlepex designed a plan-code titled Project Oxygen. The Business Post at New York Times states that the mission by Googleplex was to design a program that was far more important than Google Inc. and the next search app (Bryant, 2011). Therefore, as the only data-mining giant, Google began to analyze feedback surveys, performance reviews and nominations for top positions at the company. The company correlated phrases, praise, words and complaints. Years later, the plan did not see the light of the day, let along being tested. The New York Times recommends Google to revisit the Project Oxygen plan as advised by its statisticians. The project will be an alternative option for the company in creating a competitive, non-challengeable presence on the internet (Bryant, 2011). Additionally, Google should consider expanding its collection of quality metrics. The acting director at the United States Patent and Trademark office Dr. Focarino recommends the company to come up with a plan that is far much inclusive (Focarino, 2013). The director identifies that the search provides more than enough opportunities for business growth. As a result, he observes that creating a team across the globe, 195 countries, will serve to ensure that the company throws the net far and wide. What is more, expanding the collection of quality metrics will serve to ensure that Google’s resources are better aligned to realize a competitive advantage in the Search Results  and Placements. There is a range of recommendations regarding Google’s dominance on the internet. Forbes states that Google as the powerhouse should initiate projects in technical universities across United States. Other recommendations are dear and near to the hearts of Google executives. There range from performance and operations to organizational structures and management systems. The next part of this study paper examines how organizational structures in Google can be aligned with management systems to realize the above recommendations. What is the relationship between Google’s organizational structures and that of its management system? How can the two be aligned to realize the above proposals? Aligning Google’s Organization with Management Systems to Realize Results The executive level at Google is uniquely positioned for the management of the company. Larry Page is responsible in leading the company’s technological strategy and developing products (Google, 2006). The executive chairman Eric Schmidt cuts the image of an executive with loyal adherence to the company from its yester years as a startup in the Silicon Valley. The list trickles down to the co-founder Sergey, Senior Vice President Brummond, Financial Officer Patrick Pichette and others like Craig Barrat, Alan Eustache, Rachel Whestone and Salar Camangnar for senior positions. The powerful executive structure means that the above recommendations like the development of Project Oxygen and creation of quality metrics can be met. Aligning organization structures with management systems involves identifying skills and pristine technology talent in people and allocating them roles in the company (Fox, 2010). The management should value talent over experience in efforts to realize a long-term goal for Google Inc. The above recommendations can be met if the company sources the exquisite talent in specified fields and supports their decisions with regard to changes and innovations. With the notion that success stems from risk, the company should bear risks and ensure that the desired expertise in management is identified and leveraged to solve common goals and meet emerging needs. Many have recommended reasons for Google’s success and some view it in complete admiration. Therefore, this means that the company is at the pinnacle of attention and adulation by any metric that you choose. The company should work to maintain the past and current success by identifying opportunities for growth as recommended. The organizational structure should ensure that  powerful programs (Project Oxygen and Expansion of Quality metrics) are realized with the right company culture. As the world of technology takes unprecedented twists and turns, the organizational executive should strive to predict the changes by recognizing talent. What is more, the working atmosphere should be designed to improve both the quality and variety of services. Recommendations for Google’s Diversification Strategy Google as a growing platform faces many opportunities for establishing a corporate diversity. However, it is equally imperative to note that any extension should be limited within the ability and scope of the company. The company should consider limiting their services to targeted audiences with no limitation to race, cultures and ethnicity. The only determining mantra should be that of usage and quality regardless of nations and divisions. What is more, Google should consider establishing itself in other areas such as commerce in software and development (Bamford, 2010). Monitoring strategic development and planning in other areas must involve contingency just in case of competitive threats. Offering support in software and development business will position the company uniquely because of it proven success. What is more, emerging companies will leverage their services because they recognize Google as a classic backdrop to exquisite technology. Google should revisit its current init iatives. The customer service and support team at the Company are exclusively automated. This means that customers who express claims are not put into direct contact with experts. Rather, they are given responses by automated systems. Although this is effective in dealing with bulky issues at the customer service desk, it falls short of quality. The WordPress community help is a classic model of what Google should consider. The community at WordPress allows experts and professionals to create profiles and offer help on behalf of the company. WordPress as a company offers incentives to ensure that the voice of customers is felt and needs addressed in the desired fashion. Google should therefore consider the above models to uphold quality in customer service and eliminate frustrations faced by automated responses. Every need and concern by clients is unique. Google diversification strategy is a close topic for this report. The approaches used by the company like those of inclusion and cultural diversity are the best imaginable. Nevertheless, they  are open to judgment. Psychologists argue that differences in backgrounds and cultures limit performances and especially if the shared goals serve the interest of many (Lynch, 2006). Google’s objective is to provide universal information and make it accessible and fulfilling. However, the foundation of the information is subject to values as advocated by varying cultures. For example, a post in Google might support why pork is the best meal for given occasions and circumstances. A Muslim professional at Google might fail to uphold and award the post’s argument although it is his best interest to serve the Company. This is just but one conflicting idea faced by the Google diversification strategy. Conclusion The report has successfully explored Google’s mission, values and goals. The study has gone further to describe Google’s approach in sustainable competition and corporate strategy. What is more, the essay has documented the effectiveness of the efforts by Google in corporate strategy in areas like vertical integration, globalization and diversification. It was within the best interest of the paper to project recommendations regarding the alignment of Google’s organizational structure with that of its management system. What is more, the study offered knowledge on the company’s senior level and their functions in the execution of strategic management. Finally, the report navigated across business areas where Google should establish itself and sections that need to be revisited. The above observation and analysis as supported by scholarly articles and scientific literatures surmises the report adding knowledge and insight into Google Inc. References Bamford, C. E., & West, P. G. (2010). Strategy: Sustainable advantage and performance. Canada: South Western Cengage Learning Bryant, A. (2011). Google’s Quest to Build a Better Deal. Business Day. New York Times. Retrieved From http://www.nytimes.com/2011/03/13/business/13hire.html?pagewanted=all&_r=0 Focarino, A. N (2013). Comments of Google Inc with Regard to Draft Operational Plan for 2014 – 2018 Fox, V. (2010). Marketing in the age of Google: A non-technical guide to search engine strategy. Hoboken, N.J: John Wiley & Sons. Google (2006). 10 Things We Know to be True. Google Inc. Retrieved From https://www.google.com/about/company/philosophy/ Levy, S. (2011). In the plex: How Google thinks, works, and shapes our lives. New York: Simon & Schuster. Lynch, R. L. (2006). Corporate strategy. Harlow, England: FT/Prentice Hall. Stross, R. E. (2008). Planet Google: One company’s audacious plan to organize everything we know. New York: Free Press. Thompson, A. A., & Thompson, A. A. (2012). Crafting and executing strategy: The quest for competitive advantage: concepts and cases. New York: McGraw-Hill/Irwin. Vise, D. A., & Malseed, M. (2005). The Google story. New York: Delacorte Press. Wright, S. (2012). Competitive intelligence, analysis and strategy: Creating organizational agility. London: Routledge. Yaeger, T. F., & Sorensen, P. F. (2009). Strategic organization development: Managing change for success. Charlotte, N.C: Information Age Pub.