Canadian government launched an active electronic immigration Essay

Canadian government launched an active electronic immigration recruitment system called Express Entry - Essay Example This is particularly in view of the fact that the local labor market needs need to be met under the various programs that guide the immigration recruitment system. The Canadian Express Entry system works by ranking potential immigrants and then selecting the top ranked individuals to apply for a visa. The first step is for the potential immigrants eligible for any of the economic immigration systems to apply. After application the potential immigrants are ranked based on values such as age, education level, workplace experience, language, marital status, and even the core human capital factors that can be identifiable from the individual. These factors account for a maximum of around 500 points. Additionally, there are an extra 100 points for the ease by which the potential immigrant can transfer the skills. Finally, the system allocates around 600 points for any pre-existing employment offer from a Canadian organization or even an appointment from a Canadian institution. Overall, this means that a candidate can get a maximum of about 1200 points, and the system then invites the highest ranking individuals to apply for permanent residency. From the above, it can be noted that a major advantage of this system is that it measures eligibility on account of a candidate’s skills and experience. This is highly advantageous as it ensures that the immigrants can easily fit into the corporate system and eventually improve the economy through their input (Simpson et al. 2015, pp. 141). Moreover, there is no cap on the number of candidates to be admitted since it bases the selection on merit. This results in only the best being allowed through the system. On the other hand, a major disadvantage is that the system is somewhat discriminatory in nature, only allowing the highest ranking individuals the ability to apply (Simpson et al. 2015, pp. 199). While the previous system was based on a first come first processed basis, the express entry system treats each

Law Of Tort Coursework Example | Topics and Well Written Essays - 1500 words

Law Of Tort - Coursework Example rs note an increase in the tendency of claimants to claim damages for any injury to them caused by any action or any omission on the part of others regardless of whether there was a duty to care a breach of that duty. The factor of the injury being foreseeable has also been neglected in a favour of the claimants. This tendency to litigate is fuelled by the so called ‘Ambulance chasers’i.e. lawyers who instigate parties to seek redressal in court regardless of the likelihood of success in the action. It is argued that this is the result of the influence essentially of the culture of litigation in the United States. The aim of this study is to analyze whether the so called ‘compensation culture’ exists in Britain and whether the imposition of liability might be adverse to the public interest by preventing desirable activity from taking place. As a harsh reminder of the state of affairs no other incident is more empathetic than the speech delivered by the then Prime Minister Tony Blair. This was regarding risk in public policy making. Tony Blair said â€Å"We are in danger of having a wholly disproportionate attitude to the risks we should expect to run as a normal part of life. This is putting pressure on policy making †¦ -to act to eliminate risk in a way that is out of all proportion to the potential damage. The result is a plethora of rules, guidelines, responses to ‘scandals’of one nature or another that ends up having utterly perverse consequences†1 He went on to say â€Å"Something is seriously awry when teachers feel unable to take children on school trips, for fear of being sued†¦where health and safety rules across a range of areas is taken to extremes.† The speech goes on to talk of a girl who sued the girl guides association because she burnt her legs on a sausage and the man who was injured as a result of his failing to apply the break on a toboggan run in an amusement park. The cases did not result in big compensation awards but leave

A Study Based On Senge Model

A Study Based On Senge Model The importance of organizational learning in organizations can never be underestimated. In Malaysian manufacturing industries, the applications of organizational learning could be the crucial factors that keep the continuous improvement going. Organizational learning is a popular practice among manufacturing organizations. The organization learns to adapt to culture and environments changes. Organizational learning can be traced back to Cyert and March (1963) who introduced the terms of Organizational Learning. Some have claimed that Argyris and Schà ¶n (1978) were the first one to propose models that facilitate organizational learning. Using Gregory Batesons concepts of first and second order learning, they distinguish the single-loop and double-loop learning. Organizational learning can be defined in various ways and an organization does not only able to learn but it also can unlearn in some way to enhance their continuous improvement. According to Senges The Fifth Principles: The Art and Practice of The Learning Organization book which was released in 1990, there are five disciplines in Organizational Learning. Those five disciplines are: System Thinking Personal Mastery Mental Models Shared Vision Team Learning Each of this discipline can be used individually or in any combination to suit an organization needs. These disciplines have been used widely in public as well as private sector to produce learning organization. This research will be focusing on the learning organization practices in Malaysian manufacturing companies based on the Senges five disciplines models. The manufacturing companies will be selected from three manufacturing industries which is automotive, electronics and ICT. The independent variables in this research would be the Senge Five Disiplines Model and the dependent variables in this research would be Learning Organizational. Research Questions In order to remain competitive, Malaysian manufacturing companies have been actively looking for ways to become learning organization .The only way to stay ahead in this global business environment is the rate of learning of the organization is greater than the rate of change. Mainly, this study tries to investigate the learning organization characteristics based on Peter Senges Model in Malaysian Manufacturing firms. Specifically this study attempt to answer these questions: Is there any evidence of learning organization traits based on Senge Model in the selected manufacturing firms? What is the element in Senge LO Model that is dominant in the selected manufacturing firms? How significance is the difference of LO dimension between the three clusters of manufacturing firms? Objectives To investigate the evidence of learning organization traits based on Senge Model in the selected manufacturing firms. To determine the element in Senge LO Model that is dominant in the selected manufacturing firms To determine whether there is a significance difference in the dimension of LO in three clusters of the manufacturing firms. 1.4 Scope, Limitations and Key Assumption of the project This study is based on Senges model of learning organization. One of the models concerning description of learning organization is Peter Senges model. The essence of this model is the interconnectedness between individual learning and organizational learning. Organization cannot learn until all the members begin to learn. (Senge, 1990). The respondents will be selected from three sectors of manufacturing in Malaysia; automotive, electronics and ICT. There are some limitations in this research. This research will not cover an organization culture and organization points of view in both of these concept since time limitations as well as geographical factors. This research only covers manufacturing companies in Malaysia and will not be able to done research any other area or country. This might lead the results of the research only on that particular area. Some of the respondent (Managers and Supervisors) may refuse to respond since some of the companies stated some rules on regulation about company confidentiality. 1.5 Importance of the Project This study was made to investigate the implementation of organizational learning concept in Malaysian manufacturing concept. This study was also made to determine the dominant element in Senges five disciplines that have been applied in Malaysian manufacturing companies. By achieving both of these objectives, the researcher may able to know the progress and growth of Malaysian manufacturing in the organizational learning. This research also one of the few research that focusing on Senges five disciplines. This research was hoped to give more understanding to managers and supervisors in applying organizational learning as well as building a learning organization. This research may be able to give manager a clearer view on Senges five disciplines and the effects of it on an organization. It may also give the industrial a new view on the difference in the dimension of organizational learning in three clusters of the manufacturing organizations. 1.6 Summary This chapter consists of the directions of this research. The introduction explains briefly the meaning of organizational learning and Senges five disciplines. This chapter also explains the objectives of this research as well as the research questions of this study. The significance of this research is it will explain the nature of a learning organization based on Malaysian manufacturing companies. It will also discover how well Senges model is recognized by the companies. CHAPTER 2 LITERATURE REVIEW 2.1 Introductions This chapter highlights the literature review on organizational learning which consist the definition of the organizational learning as well as the rich history of it. It will explain about Senge Five Disciplines Models. This study used various reference materials as a guide lines such as books, journals, thesis and other published medium. The information from this research can be used to strengthen the understanding and conceptualized research framework. 2.2 Organizational Learning Organizational Learning is considered one of the most powerful tools in an organization continuous improvement. Organizational learning can be defined in many ways since there are no absolute ways to implement organizational learning in an organization but there is only one goal in organizational learning which is people on all levels in an organizational by individually or by group continually and consistently improves their knowledge and ability on performing to work given to them. Organizational learning is really important as its give an organization a clear vision or milestones where and what the organization wants to achieve in few years ahead. It also important to know that your organization grows through the years by learning and that is just what organizational learning can do for an organization. As today electrical and electronic industry become more competitive than ever, it is important and at the same time relieving to know that your organization is learning and got what it takes to compete. 2.2.1 Definition of Organizational Learning Organizational learning has been around for a long period of time and there were more than one definition to define organizational learning. Arygis(1977) defines organizational learning as detection and correction of errors. He sees that an organization learns from the individuals or the workers. He stated that The individuals learning activities, in turn, are facilitated or inhibited by an ecological system of factors that may be called an organizational learning system (Arygris, 1977, p.117) One of the theorists in this field, Huber (1991) viewed organizational learning from behavioral perspective. An entity learns if, through its processing of information, the range of its potential behaviors is changed. (Huber, 1991) From this statement, an individuals effectiveness or potential does not always improve by learning. In addition to that, learning does not need to lead to changes that can be seen in behavior. Knowledge acquisition, information distribution, information interpretation, and organizational memory is a four construct as integrally linked to organizational learning as has been considered by Huber. He explained that learning does not need to be conscious or intentional. Some other notable definitions of organizational learning from well-known theorist in the field are: The ability of an organization to gain insight and understanding from experience through experimentation, observation, analysis, and a willingness to examine both successes and failures (McGill et al, 1992). in which you cannot not learn because learning is so insinuated into the fabric of life. (Senge, 1990) a group of people continually enhancing their capacity to create what they want to create.(Senge, 1990) A Learning Company is an organisation that facilitates the learning of all its members and continuously transforms itself(Mike Pedlar, Tom Boydell, John Burgoyne, 1988) The Learning Organisation can mean two things : it can mean an organisation which learns and / or organisation which encourages learning in its people. It should mean both (Charles Handy, 1989) 2.2.2 History of Organizational Learning As has been mentioned before in chapter 1, organizational learning was first introduced by Cyert and March (1963). The concept of System Thinking was introduced in the 1950s. This concept implying that the organization needs to be aware about the organization as well as the individuals on the organization. Before this concept was introduced, most company only focus on the organization goals without considering the workers needs. This concept was never implemented in any organization at that time. Gould-Kreutzer Associates, Inc. defined System Thinking as: A framework for seeing interrelationships rather than things; to see the forest and the trees. (Gould-Kreutzer Associates, Inc) This statement clearly stated that system thinking is concept that not only focusing on business or an organizational goals but to focus individuals needs and goals. The forest here is a metaphor for organization and the trees is a metaphor for individuals or workers in the organization. This concept is trying to change the managerial views at that time from being business goals-oriented to continuous improvement. From the concept of System Thinking, a new system emerged which was called Decision Support System (DSS). This concept is changing the traditional way of decisions making. This new model help executive to make decisions for the company future. Incidentally, the model benefits management more rather than the systems operation. This is because the model more focuses on what the business really was and providing the alternatives for the future. One of DSS major contribution is that it made implicit knowledge explicit. This has caused the organization have more knowledge to explore and learn better than before since explicit knowledge spread much faster throughout the organization. Because of this, DSS can be seen as additional method of communication. The idea of this concept later was renamed into organizational learning in 1970s. Some have claimed that the term of Organizational Learning was introduced by Cyert and March (1963). One of the earliest theorists in organizational learning was and still is Chris Arygris. He published a book entitled Organizational Learning in 1978 and Organizational Learning II in 1996. At that time, Organizational Learning concept was still not taken seriously by any organizations. Not until Peter Senge published the book The Fifth Principles: The Art and Practice of The Learning Organization in 1990 the organizational learning is taken importantly. This book influence many organizations to start taking Organizational learning into consideration. Since then, organizational learning has evolved until what of we known as today. 2.3 The Fifth Discipline: The Art and Practice of the Learning Organization In 1990, Peter Senge, one of the theorist and gurus in Organizational Learning published a book that changed the managerial views. The book entitled The Fifth Principles: The Art and Practice of The Learning Organization. In the book, Senge list out five discipline that is a must in a learning organizational. The five disciplines are Personal Mastery, System Thinking, Mental Models, Shared Vision and Team Learning. 2.3.1 Personal Mastery Organizations learn only through individuals who learn. Individual learning does not guarantee organizational learning. But without it no organizational learning occurs (Senge, 1990, p.139) Personal mastery is the discipline of continually clarifying and deepening our personal vision, of focusing our energies, of developing patience, and of seeing reality objectively (Senge, 1990, p. 7) It goes beyond competence and skills, although it involves them. It goes beyond spiritual opening, although it involves spiritual growth (Senge, 1990, p. 141) From these citations from Senge, we can conclude that an organization only learns when the individuals or the workers in the organizations start to learn. Personal mastery its a traits that every individuals should have. The higher level of personal mastery an individual has the stronger their will to continue learning and improve themselves. Peter Senge mentioned in his book Personal Mastery as People with a high level of personal mastery live in a continual learning mode. They never arrive. Sometimes, language, such as the term personal mastery creates a misleading sense of definiteness, of black and white. But personal mastery is not something you possess. It is a process. It is a lifelong discipline. People with a high level of personal mastery are acutely aware of their ignorance, their incompetence, their growth areas. And they are deeply self-confident. Paradoxical? Only for those who do not see the journey is the reward. (Senge, 1990, p.142) From what Senge has cited, we know that the goals are not the reward; the journey toward the goals is the reward itself. The lifelong process of learning is what Personal Mastery is all about. The acknowledgement of not knowing and the desire to learn is what drives an individual to learn and to achieve Personal Mastery. In other words, without Personal Mastery disciplines in the individuals, the organizations might never start to learn. Those who have a high level of Personal Mastery might often find asking these kinds of questions to themselves; Why do I have to learn this? Why is it important to learn? To summarize it, personal Mastery helps and guides an individual to realize what they have and what they dont. It also makes an individual aware of their attitude and belief as well as be responsible to their action. 2.3.2 System Thinking In his book, Peter Senge also includes a system theory among the five disciplines. Some have claimed that system thinking is the conceptual cornerstone of the Senges five discipline models. This mainly because of peter Senge said it himself; It is the discipline that integrates the others, fusing them into a coherent body of theory and practice (Senge, 1990, p.12) Senge explained more on system thinking in his book. He mentioned system thinking is interconnected with other four disciplines. Systems thinking also needs the disciplines of building shared vision, mental models, team learning, and personal mastery to realize its potential. Building shared vision fosters a commitment to the long term. Mental models focus on the openness needed to unearth shortcomings in our present ways of seeing the world. Team learning develops the skills of groups of people to look for the larger picture beyond individual perspectives. And personal mastery fosters the personal motivation to continually learn how our actions affect our world. (Senge, 1990, p.12) System thinking can be said as a system that should be use on overcoming problems as a whole, not only on that particular problem. Focusing only on specific part or problem may lead to unwanted or unintended consequences. Instead of focusing only on that specific parts or problems System Thinking take larger accounts and investigate the interactions of the parts or problems with every other parts of the system. This characteristic makes it an effective solving method especially when dealing with difficult types of problems. The problems that involving complex issues and needed to be seen by big picture, the problems that recurring or depending on the past, and the problems which the solution are not obvious are the ones that needed the application of System Thinking. As Peter Senge said in his book, We learn best from our experience, but we never directly experience the consequences of many of our most important decisions,(Senge, 1990, p.23) we tend to focus only on the solution that problems cause but only on the short-terms. System Thinking forces an organization not only focusing on the solution for improvement for a shot-term but at the long-term as well. Peter Senge also urged organizations to use System map. System map is a diagram showing the important elements or parts in the organization and how they were connected to each other. Here is the example of System Map. (Source: www.cogneon.de) C:UsersNAIM RAHIMDownloadslearning-organization.png Figure 2.1 System Map Learning Organizations 2.3.3 Mental Models Peter Senge defines Mental Models as deeply ingrained assumptions, generalizations, or even pictures and images that influence how we understand the world and how we take action (Senge, 1990, p.8) Mental models are the vision we have in our mind. How our mind process the things we see and what we expect to happen in the future. For example, when we see a bullet shot to a balloon, our mind would come out with what would happen to the balloon. Most of us would have the vision of the balloon explode. From this example, we can assume that our mind can share the same vision. Applying this to an organization, if the workers or individuals in the organization shared the same vision, they can changed their behavior and shape their strategies and internal ways of working. The discipline of mental models starts with turning the mirror inward; learning to unearth our internal pictures of the world, to bring them to the surface and hold them rigorously to scrutiny. It also includes the ability to carry on learningful conversations that balance inquiry and advocacy, where people expose their own thinking effectively and make that thinking open to the influence of others. (Senge, 1990, p.9) From this citation, Peter Senge said that every thought should be mentioned and exposed so everyone can learn and influence from ones thought. By doing this, an organization can start learning as everyone will start to learn new skills and develop new orientations parallel to the organization goals. Senge also said that Mental Models is Moving the organization in the right direction entails working to transcend the sorts of internal politics and game playing that dominate traditional organizations. In other words it means fostering openness (Senge, 1990, p.273-286). Senge continued by saying It also involves seeking to distribute business responsibly far more widely while retaining coordination and control. Learning organizations are localized organizations (Senge, 1990, p.287-301) Models are not perfect but sometimes it can be useful. In this case, Mental Models are not an exceptional but if the organization using it in the right ways, there are so many things it can learn from it. 2.3.4 Building Shared Vision Shared vision refers to the ability for an organization to share or hold the same goals or future that they want to achieve. According to Senge, building a shared vision is the capacity to hold a share picture of the future we seek to create (Senge, 1990, p.9) Building a shared vision for an organization is very important. All individuals in the organization will work toward one goal, which will make the organization, become more effective. This also can foster a sense of the long term which is fundamentally one of the five disciplines core beliefs. When there is a genuine vision (as opposed to the all-to-familiar vision statement), people excel and learn, not because they are told to, but because they want to. But many leaders have personal visions that never get translated into shared visions that galvanize an organizationà ¢Ã¢â€š ¬Ã‚ ¦ What has been lacking is a discipline for translating vision into shared vision not a cookbook but a set of principles and guiding practices.(Senge, 1990, p.9) The practice of shared vision involves the skills of unearthing shared pictures of the future that foster genuine commitment and enrolment rather than compliance. In mastering this discipline, leaders learn the counter-productiveness of trying to dictate a vision, no matter how heartfelt. (Senge, 1990, p.9) It is very important for any organization leader to realize the importance of shared vision. The leader not only should be able to command the workers to do things but also to create a learning organization which the workers not only learn continuously because they have to, but because they want to. The individuals in the organization also play an important role in shared vision. They must clearly understand the shared vision of the organization and also know where they are at the present and they want to be in the future. 2.3.5 Team Learning According to Senge, team learning is the process of aligning and developing the capacities of a team to create the results its members truly desire(Senge, 1990, p.236) By having Personal Mastery and Shared Vision, an organization may have Team Learning. But most of the times it is not enough. An organization needs to get the workers to act together. By having the workers work together as a team, the shared vision and personal mastery become better and the organizational learning can be achieve. The discipline of team learning starts with dialogue, the capacity of members of a team to suspend assumptions and enter into a genuine thinking together. To the Greeks dia-logos meant a free-flowing if meaning through a group, allowing the group to discover insights not attainable individuallyà ¢Ã¢â€š ¬Ã‚ ¦. [It] also involves learning how to recognize the patterns of interaction in teams that undermine learning. (Senge, 1990, p.10) To start team learning, the individuals of the organization must start to speak their mind up. In my opinion, this is what Senge means by dialogue. When people start to speak up their mind, other people would give their own opinion and start a discussion or a genuine thinking together. It also helps the group to achieve an insight which might not be able to be achieved by thinking individually. By using team learning, the team may identify the kind of interaction that may stop the learning progress in the team. As people talk, the vision grows clearer. As it gets clearer, enthusiasm for its benefits grow' (Senge, 1990, p.227) By constantly sharing insightful information and knowledge, the visions become clearer and the enthusiasm will be spread among the individuals in the organization. 2.4 Relationships between Senge Five Disciplines Model, Organizational Learning and Malaysian manufacturing companies. Manufacturing industry is probably one of the most competitive industries in Malaysia. Thats why it is very important for the manufacturing companies to keep learning. The companies that capable of learning will have a big advantage than those who didnt. In this research, the researcher will try to found out the evidence of Senge Five Disciplines model that forms a learning organization in Malaysian manufacturing companies. In recent years, Malaysian manufacturing companies begin to adapt to the learning organization theories but it was never been proved that Senge Five disciplines models were used in their effort on becoming a learning organization. 2.5 Summary From this chapter, we can conclude that there are the relationship exists between Senge Five Disciplines Model, Organizational Learning and Malaysian manufacturing companies. By understanding the relationship between these three, the question now arise as to which disciplines from the five disciplines are the dominant element in Malaysian manufacturing companies. The theoretical framework for this research as in Table 2.1 Malaysian Manufacturing Companies Learning Organization Team Learning Shared Vision Mental Models System Thinking Personal MasteryIndependent Variables Dependent Variables Table 2.1 Theoretical Framework CHAPTER 3 METHODOLOGY 3.1 Introduction This chapter outlines the research the research design for this study and the manner in which the research was conducted. The research methodology used in this study is described. This chapter consists of research design, method research design, primary and secondary data sources, research strategy, and scientific canons. The instruments used to collect data are also described. 3.2 Research Design Research design can be divided into fixed and flexible research designs (Robson, 1993). As in this research, the quantitative approach was taken. As has been described by Burns and Grove (1993, p.777) quantitative research is a formal, objective, systematic process to describe and test relationship and examine cause and effect interactions among variables. Research design is important because it gives the direction to the study and what to find that may be significant to the study. 3.2.1 Exploratory studies An exploratory study is a type of studies or research conducted when the problems are not clearly defined. Exploratory studies usually depends on secondary research such as reviewing past journals, literature and data, interviewing experts in the industry, conducting in-depth individual interview and sometimes conducting focus group interview. 3.2.2 Descriptive studies Descriptive studies sometimes can be referred as statistical research. The objective of descriptive studies is to gain an accurate profile of events, persons or situations (Saunders, 1997). Descriptive studies usually involved observing and describing the behavior of subject without influencing it in any way. Descriptive studies cannot describe what cause a situation although the data description is factual, accurate and systematic. 3.2.3 Explanatory studies The explanatory studies explained the way of certain event. The outcomes of event could be either positive or negative. So basically, the explanatory research is a research that conducted to find out and to explain any behavior or event. 3.3 Research Design Method The research design for this study is the by using the quantitative method. Surveys and questionnaire may be used for the descriptive, explanatory and exploratory research. The questionnaire in this research is a self-administered questionnaire. The questionnaire was made for data and information collection and it will be distributes personally by the researcher. This research design was chosen to accomplish the objectives of the study and the researcher believes that the quantitative method is the best way to meet those objectives. 3.3.1 Quantitative Method Quantitative research method is a non-numeric data such as words, images, video clips, and other similar material. The aim of quantitative research is to develop statistically reliable information from sample data that can be generalized to a larger population (Dutka, 1995). Quantitative research uses a relatively short structured questionnaire, while the survey sample should be large enough in order to provide a statistically reliable set of responses. The collected information is also analyzed using specific statistical techniques and quantitative tools. In the case of customer satisfaction measurement and developing new product, this type of research is focused on the quantification of satisfaction information. The most frequently used types of quantitative research are mail survey, personal interviews, and telephone surveys (Gerson, 1993). 3.4 Primary and secondary data sources In this research, the data and information collected from two main sources which are the primary resources and the secondary resources. 3.4.1 Primary data The primary data for this research are the book from Peter Senge which was released in 1990, The Fifth Principles: The Art and Practice of The Learning Organization. Another primary data for this research would be the questionnaire that will be distributed to three sectors of manufacturing in Malaysia; automotive, electronics and ICT. From here, the researcher will gather the data in the three sectors managers or supervisors that involved in the surveys whether by face-to-face, emails, telephone calls or any other ways. 3.4.2 Secondary data The secondary data in this study were collected before the researcher proceeds to collect the primary data in the three sectors of manufacturing industry in Malaysia; automotive, electronics and ICT. A bunch of useful information was collected as it is already exist in the form of secondary data. The secondary data that was used in this study are journals, relevant internets site, magazines and articles. 3.5 Location of Research The lacation or this research would be focusing on Malaysian Manufacturing. The group focus would be 3.6 Research Strategy Research strategy can be defined as a plan for a researcher to achieve the objectives of the study as well as how the reascher going to answer the research questions. There are many strategies that can be used in research strategies such as Experimental, survey, archival research and case study. The researchers choose the survey strategy for this study. The reason survey method was chose is because they allow the collect quantitative data and can suggest possible reasons for particular relationship between independent variables and dependent variables. It also gives the researcher more control over the research process as well as lower in cost compared to other methods. The strategies for the survey method are as follows: Preparing the Survey As has been mentioned before, the research will be using quantitative method where a set of survey is used to gather related data and information for this study. The questionnaire or the surveys were constructed based on the research question and research objectives. The respondent for the questionnaire would be the employees from Malaysian manufacturing industries. Survey research design The survey design divided to several ways. There are structured way (the formal list of questions use and all the respondents have to answer the same question) an

The Pigman :: essays research papers

The Pigman Lorraine is one of the main characters in the book called The Pigman. This book is about two kids, Lorraine and her good friend John. Lorraine has many different traits. One of her main traits is that she is paranoid. She also is very shy and softspoken, but can be a comedian otherwise. Lorraine can be extremely paranoid about doing things that she hasn't done before. She won't want to try something new unless it looks perfectly safe. Not that it is a bad thing, just that a lot of times it seems to get in the way of her having a good time. She seems to get this from her mother, which is always worried about her daughter and what boys might do to her. Lorraine's mother worries that she is wearing too short of dresses, or that the things that she wears are too "sexual". Even though Lorraine is quite paranoid, she doesn't seem to have a problem with ditching school. This is something that her and John would do often after they met the Pigman, Mr. Pignati. It seemed that she would never be the type to throw a party. It seemed in a way that John convinced her into it in a way. Lorraine can also be shy and softspoken. She never really stood up to her mom or rebelled in any way like John did. When her and her mom got into a fight, she was thinking about how she wanted to yell at her mom and the next minute she was over at the table comforting her. This showed that she did care about her mother, even if her mother was kind of strict. She would go along with a lot of things that John said just because she didn't want to stand up to him. This showed that she didn't really have a backbone, and that she was easily pushed around. Lorraine can also be a comedian. Her and John and Pigman would all take turns entertaining eachother by dressing up or doing something stupid, and she kept right up with them. She seemed to like to entertain people, but she just had to be in the right mood.

Engl227 Week 1 Scenario

ENGL227 Week 1 Assignment Scenario You are an upper-level manager in a large metropolitan hotel. One of your assistant managers, Jeff Clarke, has left you a voicemail message requesting emergency leave for the upcoming holiday weekend. Here's what the message stated: I'm calling to request emergency leave again for this weekend. I know I've had three emergency leaves in the last two months, but my grandma isn't feeling well again, and she really needs me to take care of her. I'll be in later tonight for my shift. Can you let me know then? Thanks.You know from previous requests for time off that Jeff's grandmother is coping with a debilitating illness. Your other assistant manager, Nina Hernandez, has covered for Jeff three times in the last two months. She has been looking forward to having this weekend off, as she is going out of town to celebrate her grandson's first birthday. You are already on the schedule this weekend, and if you allow Jeff's emergency leave, you'll be short-sta ffed. To make matters worse, there's a professional conference this weekend for electrical engineers at a nearby convention center, and many of the attendees will be staying at your hotel.This is the first time the convention center has directed attendees to your hotel, and if all goes well, this could mean a lot more business throughout the year. Jeff's absences are becoming more and more of a problem. You could call him back on the phone to deny his request, but you're starting to think you may need a written record of some sort to document the problem in case Jeff's employment needs to be terminated. Human Resources at Corporate are always emphasizing the need for documentation. 1.Complete the Required Audience Profile (below) for Jeff, with the understanding that someone in Human Resources may be a secondary audience for this written response at a later date. 2. Select an appropriate choice of medium: electronic or print. (See Chapter 4 for guidance in selecting an appropriate m edium. ) 3. Write a message to Jeff using an appropriate media choice denying his request and explaining the reasons why. You don't want to fire Jeff, but you do want to be clear that you are denying the request. You really need his help this weekend.Submit the audience profile AND the written message to Jeff to the Week 1 Dropbox. Successful assignments will meet the criteria outlined in the grading rubric included in the Doc Sharing area. Required Audience Profile This audience profile is required as part of the week one assignment. Answer the questions below to create a thorough profile for your primary audience, Jeff Clarke, and your secondary audience, Human Resources. 1. Is my primary audience external or internal? This instance has an internal audience.Since Jeff Clarke is an employee the communication is within the company. 2. What are some key demographics about my audience, such as age, gender, family situation, etc.? The demographics for this situation are the conference coming up, and the family problems Jeff is having, which is the cause for the issues at hand. 3. How much does my audience know about the topic? Jeff has caused the problem, so he is aware of it. He is the assistant manager, and knows about the scheduled event, as well as how much his presence is necessary. 4.How much formality does my audience prefer? The information given does not allow me to know the person, but since the communication is within a business setting I would keep it formal. 5. How do I expect my audience to react to this message? If the family issue is true then, I would hope for understanding that the problem is out of my hands. Also, I would hope my co-workers would be willing to give the support I need during the troubling family crisis. 6. What are my audience’s values in relation to this message? What do they care about most?With the information provided Jeff’s relation to the message is the need for the message, his family crisis, but The Human R esources office cares most about the shift being covered by Jeff, and not his personal problems. 7. What do I want my audience to think, do, feel, or believe after reading my message? I would hope the primary audience, the company, would empathize with the problems I am currently having, and not penalize me for caring for my mother during her illness. 8. Are there any benefits for my audience that is related to this message? The benefit or the audience I can think of would be to try and schedule the leave for after the event, so both parties can be satisfied. 9. What information do I need to include for the secondary audience? The secondary audience, Human Resources, requires paper work for incidences and emergencies. A doctor’s note and a request are needed to clear the time off, and an incident report is needed to terminate the employee. 10. Which medium is most appropriate for this message and this audience? Why? For Human Resources, a full write up of the incident would b e an acceptable medium.If Jeff were to have provide more of a notice than the company could have been more prepared, and the there is a risk that Nina could not accommodate the request because of her plans. If she has already left town or does not respond, then the shift will have to be covered by Jeff as originally intended. Jeff, As you have already been informed there is a conference for electrical engineers coming up this weekend, and they will require a full staff’s attention in order to gain their future business and referrals. The presence of all our managers scheduled is required.Unfortunately, Nina has given a request to go out of town, and has already made arrangements to do so. In the past she has been happy to cover your shift for an emergency, but she has already been given leave, and will not be able to work for you. We are unable to approve this leave of absence for the weekend of the event, but are more than happy to accommodate you for an emergency leave afte r this event. We appreciate your understanding in the current situation, and hope you grandmother gets well. Sincerely, Matt Ferry Hotel Management

Riordan Supply Chain Evaluation Essay

The management team at Riordan has completed a high-level strategic business initiative to improve its supply chain as a competitive advantage to ensure customer satisfaction. After extensive market and financial analysis a decision to create a new line of plastic perfume bottles has been proposed. The following executive summary outlines the business model implementation plan needed to introduce the new product line. Customer Value Supply Chain Management is about the delivery of a product to a customer in a timely manner regardless of its location of the globe. Providing the right component, the correct quantity ordered, and at the right price is what customers value the most. To enhance customer value and satisfaction a customer relationship integration team should exist and bring together each facility, its services, and its employees into the CRM process. Integrating the available information of an organization allows employees to have immediate access that may be crucial to a customer’s delivery. Customers value the open visibility of their supplier to track any material that has been shipped. Strategic Goals, Core Competencies, and Competitive Advantage Riordan’s strategic goals and objectives are to leverage its successful supply chain to integrate easily the production and distribution of the new bottle line. Riordan has the relevant experience and the necessary resources to integrate successfully the new bottle line into our supply chain with the minimum of disruption. After the integration of the new bottle line is complete, the supply chain will be subject to continual monitoring and improvement. Riordan’s core competency is manufacturing quality plastic products. Riordan’s competitive advantage is the organizational focus solely on quality plastic products. The in-house R&D team means that Riordan possesses the ability to design and produce custom products with low turnaround times. Riordan’s Brand Reputation Riordan Manufacturing is wholly owned by Riordan Industries, a Fortune 1000 enterprise with revenues in excess of 1 billion dollars (Riordan Manufacturing, 2012). Riordan is a leading competitor in the polymer  materials industry. Its brand reputation includes plastic beverage containers, custom plastic parts, and plastic fan parts. Most of the customers served by Riordan are automotive parts manufacturers, aircraft manufacturers, the Department of Defense, beverage makers and bottlers, and appliance manufacturers. Riordan strives to exceed industry standards by maintaining rigorous quality controls, innovative solutions, and reasonable pricing. Supply Chain Strategy Riordan’s supply strategy is to strengthen the Riordan brands by adopting the next generation of bottling materials using innovative and environmentally friendly products in a effort to become the best global plastics manufacturer in the industry. Riordan also has plans to make their supply chain leaner incorporating ERP systems, TQM and other programs. Riordan has many reasons to strive for excellence in by implementing high-level standards accordingly while maintaining a lean supply chain. One way RMI could increase its visibility and control of quality standards could be to modify its quality inspection process to use source inspection. Source inspection is when the company has its own quality representatives at the source of supply rather than only locally. Possessing an inspector directly at the supplier, especially those used frequently, allows the company to have a hand in the final acceptance of material against its own quality standards while minimizing the bottleneck of a receiving inspection department at the facility. Supply Chain Value Configuration Riordan Manufacturing will create lean a lean value chain to produce and deliver the new plastic perfume bottles to customers. According to â€Å"TBM Consulting Group† (n.d.) â€Å"The purpose of a value chain is to get the required product or services to the consumer in the most efficient way, on time and with minimum inventory† (para. 2). Riordan will use the Albany, Georgia facility to manufacture the new bottles and continue to use Huffman trucking for the distribution of orders. The manufacturing plant will order and store material for production based on marketing forecasts. Inventory levels are determined by the supply planning team who will determine the  amount of safety stock to carry so the plant can cover orders although not carrying excess inventory. Alternate methods of delivery are employed for the perfume bottles, depending on the urgency of the orders. Orders will have express freight when critical on time shipment is required and bulk train freight if time permits for large noncritical orders. Supply Chain Proposal and Partnerships To set up the manufacturing process, Team ‘A’ recommends that Riordan leadership create a team to develop the manufacturing process in the Albany plant. The team will consist of members from Riordan’s Research and Development (R&D) department, marketing and sales department, both the Pontiac and Albany plants, and suppliers. With R&D’s design plans and the Pontiac plant’s knowledge of custom plastic fabrication, those members will provide the technical knowledge in ensuring that the manufacturing process is effectively set up to meet design requirements. Albany plant team members will understand how to efficiently set up the manufacturing process at the Albany plant and integrate those processes with existing bottle manufacturing processes (University of Phoenix, 2012). Team members from the marketing and sales departments can provide forecasted demand information to help the Albany plant determine cycle time requirements. Cycle time will be set based on demand customer demand requirements using takt time. Takt time is the maximum cycle time allowed to produce a product in order to meet demand. Takt time sets the pace for production lines in manufacturing and is calculated by dividing available work time per shift by customer demand rate per shift (Breyfogle, 2008). Creating a team to implement the manufacturing design will enable the Albany plant to efficiently meet customer demand with high quality custom designed bottles. The new manufacturing process will significantly contribute to Riordan’s overall supply chain efficiency to deliver the new bottles to its customers on time and at the right value. Distribution Channel Riordan’s strategy is to target customers who may benefit from using their products designs and services by branding its own abilities. Statements such as these are Riordan’s method of delivering its value to its customers. Riordan must convince the customer Riordan’s products and services will add  value to the customer’s product. Riordan Manufacturing is resolute to be the industry leader using polymer materials as a method to solve customer’s issues and goals. The CRM function would enable individual customer requirements to be visible although their flexibility provides added value as well. . Conclusion Aligning supplier involvement during the initial development stages of the project is Riordans’ objective. The supplier ability to assign personnel to work with Riordan personnel will enable Riordan and the supplier to collaborate on the design, specifications, and type of material that will provide the customer value. It will also enable the supplier to support Riordan objectives as the personnel develop an effective relationship. References Breyfogle III, F. W. (2008). Integrated Enterprise Excellence (3rd ed.). Austin, TX: Bridgeway Books. Simchi-Levi, D., Kaminski, P., & Simchi-Levi, E. (2008). Designing and managing the supply chain: Concepts, strategies, and case studies (3rd ed.). Boston: McGraw-Hill/Irwin. TBM Consulting Group. (n.d.). Retrieved from http://www.tbmcg.com/consulting-service/lean-value-chain.html University of Phoenix, (2012). Riordan Manufacturing. Retrieved from: https://ecampus.phoenix.edu/secure/aapd/cist/vop/Business/Riordan/Marketing/MIS.asp Words: 1217 Pages: 5 Highlight Text Print Paper Save Paper Report this Essay Similar Documents Riordan Manufacturing Supply Chain Evaluation Riordan Manufacturing Supply Chain Commonalities And Differences Between Service And Manufacturing Supply Chains: Combining Operations Management Studies With Supply Chain Management Supply Chain Strategy Research Methodologies In Supply Chain Management Dynamics Of Supply Chain Management Supply Chain Management Supply Chain Management Assignment Dell’s Supply Chain Supply Chain Analyst Evaluating The Value Of Information Sharing In a Supply Chain Discuss The Key Difference Between The Supply Chain For a Service And Manufacturing Organizations. Riordan Manufacturing Gap Analysis: Riordan Manufacturing Riordan Manufacturing Business Systems Riordan Manufacturing – Outsourcing Plan Production Plan For Riordan Manufacturing Team Project Riordan Manufacturing Business Systems Virtual Organization e-Business: Riordan Manufacturing Supply Chain Management Comments There are no comments for this essay yet. Be the first to post one Add Comment Grade: 1 2 3 4 5 Heading Comment Privacy & Terms actionjack23 My Account Help Logout RSS  ©2013 TermPaperWarehouse.com Privacy Policy Terms of Service Copyright Information Contact Us Help Advertise With Us

The Mead Hall Womb Essays - Beowulf, Geats, English-language Films

The Mead Hall Womb Essays - Beowulf, Geats, English-language Films Connor Johnson Mr. Kearney Modern Irish Literature, P. 6 26 January 2016 The Mead Hall Womb The mead-hall was a place of joviality as well as civility. An area of government as well as a room of celebration. It was a place of light, warmth, joy, and happiness. Most importantly however, it was home. Seamus Heaney makes the importance of the masculinity of Heorot very clear in his translation of Beowulf: A New Verse Translation. What isnt mentioned throughout this very masculine text is how femininity is interwoven throughout the words. Femininity is needed to give some form of emotion to this overly masculine poem, especially in the use of the mead hall Heorot. In Beowulf, Heorot is written as a great hall built by the Danish Kind Hrothgar for his thanes and villagers. People would go to drink, be merry, converse, and occasionally work on village matters. Heorot translates almost exactly to Hall of Hart. A hart is a male deer. It is a fitting name for the room where masculine warriors gather, as a stag is a major symbol of masculinity, strength, and pride, all intertwined with gracefulness. The hall itself is representative visually of a hart. During the Grendels attack on Heorot, no Shielding elder would believe There was any power of person upon earth Capable of wrecking their horn-rigged hall (Beowulf 779). The horns of the hart are also symbolic especially in the fight against Grendel. Horns, and antlers on a male deer represent regeneration and new life. During his fight with Grendel, the two, monster and man experience a death and rebirth. With the physical death of Grendel, Beowulf experiences a death and resurrection into the underw orld of is mind and soul according to the cosmogonic cycle. With so many Masculine encounters in the poem, there is little room for feminine characters. Few women have a role in this poem, and of those few, half are unnamed. Of the women that are named, their main jobs are to be good hostesses, and even better peacekeepers. Women like Queen Wealhtheow are successful in their attempts to embrace femininity. She serves through her words of encouragement to her people and handing out of treasure to her heroes. Her happiness was found in the helping of others, and serving the masculine figure. Then the grey-haired treasure-giver was glad; The feast continues until Wealhtheow, Hrothgars Queen, comes in and serves mead to the warriors (Beowulf 607,611). The jobs that the women perform are jobs that require heart, an inherently feminine trait. The heart represents love, caring, and life giving. Women who embrace or contain the heart, are like mother figures. On the other hand, failures at the womanly role such as Queen Modthryth, and Grendels mother are either shunned or take on more masculine roles. Grendels mother in particular, is depict ed as a masculine avenger character for Grendel rather than the visa versa. She is an outcast because of her ancestor Cain who killed his own brother (Beowulf 974-75). She never even starts with the ability to contain a heart, having been born into evil. Because she is not fully masculine and is a mix between both gender roles, she fails in her attempts at revenge. The mead hall itself can also be shown as a mother figure Heorot, while translating to stag, stems the word heart. The heart is the feminine part that bleeds into all the masculinity. Thinking of Heorot as a heart, it is considered the mystic center for all warriors, as well as their home. As a mother figure, Heorot is a figure of security, happiness, and warmth that all warriors want to return to. As the mother to the warriors, Heorot represents the womb of regeneration and new life that all men want to return to. Beowulfs fight with Grendel is all the more symbolic having been fought in Heorot. As a womb symbol, the death of Grendel, as well as Beowulfs mind lead to his rebirth the dark side of his journey. Grendels mothers death also taking place in Heorot leads to another death and rebirth of Beowulf but this time from darkness into light. Just like women arent treated highly in the poem, neither in Heorot as a mother figure. Heorot