Snuck and WH

From Our Readers – Sneak/Snuck and WH From Our Readers Sneak/Snuck and WH From Our Readers Sneak/Snuck and WH By Maeve Maddox Sometimes I get comments via the Contact box that I wish had been posted in the comments for everyone to enjoy. Sneaking up on Snuck Heres what A.G. of Clearwater, Florida had to add: Ah, the wonderful vagaries of the English language! Sneak/sneaked is in line with leak/leaked, peak/peaked, peek/peeked, or reek/reeked. On the other hand, if speak/spoke, why not sneak/snoke? Or, if seek/sought, why not sneak/snought? [shudder] With tongue in cheek, I remain faithfully yours [oh, no, lets not start that one up again!]†¦ Pronouncing Words That Begin with WH Maria Cypher, she who inspired the WH post, sent the following link to a map that shows where clusters of [hw] speakers practice their funny pronunciations. Map showing [hw] pronunciations. Note the dot in the center of Arkansas. Thats where [hwer] I grew up. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the General category, check our popular posts, or choose a related post below:Apply to, Apply for, and Apply withâ€Å"As Well As† Does Not Mean â€Å"And†What Is a Doctor?

Difference in Weatherproof and Weather-Resistant Gear

Difference in Weatherproof and Weather-Resistant Gear In the market for rainwear, outerwear, or tech gear, but dont know whether to browse for weatherproof or weather-resistant options? Although the two types may sound alike, knowing the difference could save you money in the long run.   Weather-Resistant Definition Weather resistance offers the lowest level of protection against Mother Nature. If a product  is labeled weather resistant, it means its designed to withstand light exposure to the elements sun, rain, and wind. If a product resists the penetration of water to some degree (but not entirely) its said to be water- or rain-resistant. If this resistance is achieved through a treatment or coating, it is said to be water- or rain-repellent. Weatherproof Definition On the other hand, if something is weatherproof (rainproof, windproof, etc.) it means its able to withstand routine  exposure to the elements yet still remain in like new condition. Weatherproof items are considered longer-lasting. Of course, this rugged durability also comes at a steeper price. How Weatherproof Is Weatherproof?   So youve found the perfect product and its got the weatherproof stamp of approval. Thats all you need to know, right? Not exactly. Contrary to what you may think, weatherproofing isnt a one-size-fits-all kind of spec. As persnickety as it sounds, there are actually degrees of weatherproof-ness. For example, if you want to know how wind resistant a garment is, youll want to pay close attention to something called its CFM rating. This rating expresses how easily air (typically at a speed of 30 mph) can pass through a fabric. The lower the  rating number, the more wind-resistant the fabric is, with 0 being the most wind-resistant (100% windproof). In general, the more ​hard-shelled  the garment, the less able winds are to cut through it.   To measure a materials rainproof performance, companies test to see that no water leaks through it when subjected to a water pressure test. While there isnt an industry standard, youll want a material tested under a pressure of at least 3 psi. (The force of wind-driven rain is about 2 psi, so anything in the 3 psi range is sure to keep you dry during spring and summer downpours.) However, if youre planning on hunting hurricanes, youll want a jacket that exceeds 10 psi. Similar  to how SPF ratings tell how well sunscreen protects your skin from the suns UV, textiles, too, are rated for their level of UV protection. A fabrics Ultraviolet Protection Factor or UPF informs you how many sunburn-causing or color-fading UV rays will pass through. The lower the rating, the less UV resistant the product. A rating of UPF 30 is typical of sunproof  fabrics and blocks nearly 97% of UV radiation.  (It means that if 30 units of UV fall on the fabric, only 1 unit will pass through.) A rating of 50 provides the maximum level of UV protection. If you cant find a mention of UPF rating, look for fabrics having a tight or heavy weave and dark color these will typically offer the most  sun protection.  And dont forget about moisture-wicking features these will offer cooling and breathability. These ratings dont just apply to apparel. To check durability for tech gear and electronics, youll want to  check its outdoor durability by looking at whats called an IP code.   And the Winner Is. While which spec you need weather-resistance or weatherproof-ness largely depends on what kind of product youre buying and how much youre willing to pay for it, weather-resistant is all most of us need. (Unless of course, youre a meteorologist.) One final word of advice when considering weather-resistant vs. weatherproof: No matter how  weather resistant something claims to be, remember nothing is 100% weatherproof forever.  Eventually, Mother Nature will have her way.   Source: ​Rainwear: How it Works  REI, July 2016

Module is. Professional development Essay Example | Topics and Well Written Essays - 2500 words

Module is. Professional development - Essay Example The professional is expected to have practical knowledge of entire full life-cycle software development process and associated skills such as web applications, operating systems and content database management systems (Mohanty 2012). The current job market for software engineering is attractive since job opportunities are expected to increase faster than the average of all other careers in the entire economy. According to available statistics from labour organizations, the demand for software engineers is expected to increase at a rate of 30 percent up to 2020. According to the data, two-thirds of graduates are in employment within six months and 64 percent are employed (Prospects 2013). Accordingly, 47.3 percent work in Information technology sector while 12.3 percent work in retail, catering and bar work. 7.5 percent get jobs in commercial and public management while 5.7 percent get jobs in arts, design, culture and sports. From the data, it is evident that the career is attractive and ensures progression (Prospects 2013). The increase in demand can be attributed to the expansion in the use of internet technologies, growth in e-commerce and demand for more complex data processing systems across all sectors of the economy. Okrona (2013) is of the idea that the growth of job opportunities in software development is the emergency of mobile technology that requires small electronic devices like mobile cell phones, watches and consumer electronics to have inbuilt software systems in order to enhance consumer experience. Accordingly, the healthcare sector is currently moving away from paper based patient information filing to electronic patient information systems that will require support of software engineers (Megginson & Whitaker 2003). Cloud computing, internet transaction security and virtualization systems have increased the demand for computer software engineers especially in corporate organisations that use these technologies in order to minimise the costs of operations and improve their margins. There are numerous opportunities in the software engineering job market due to favourable industry trends such as new innovative technologies like cloud computing and increase in online business transaction payment gateways. The booking UK economies will require more software engineers to develop innovative business solutions that will ensure increased customer numbers, increased sales volumes and higher customer satisfaction (Okrona 2013). Other favourable trends in software engineering career include increase in large volumes of data and use of market intelligence analytics by business organisations in order to remain competitive in the industry. The increased emphasis on end users needs and integration of systesm integration with software engineering has led to interoperability of various software products thus increasing the opportunities in the career field. However, there are certain trends that pose threats to the future of a career in software engineering. One of the threats is the rapid changes in computing technologies and user requirements thus creating a need for further education and training on

DEFINITIONAL ARGUMENT Essay Example | Topics and Well Written Essays - 500 words

DEFINITIONAL ARGUMENT - Essay Example The criteria that constitute murder are complex. Within this context of understanding, murder has been understood as, â€Å"to kill or slaughter inhumanly or barbarously† (â€Å"Dictionary.com†). Within this context of understanding, murder constitutes the killing of one human by another in an inhuman or barbarous way. The challenge then becomes determining what constitutes ‘barbarous’. One such understanding in these regards is that barbarous behavior constitutes that with is uncivil or out of the realms of regular human actions. In this area of understanding, the subject of assisted suicide can be classified as constituting murder. The nature of assisted suicide is such that one human acts to kill another human. Furthermore, the nature of such an act is both uncivil and out of the realm of regular human action. It follows that assisted suicide, which contains both a human killing another human, and is out of the realm of regular human action, constitutes murder. Ultimately actions, such as those taken by Dr. Jack Kevorkian, constitute murder and should be punished as such. While the criterion of murder has been argued to contain within it the act of assisted suicide, there are many counter-arguments that exist to this contention. Earlier the nature of murder has been understood as occurring when a human kills another human in a barbarous or inhuman way. The notion that assisted suicide constitutes murder hinges on the notion that assisting another human to kill himself or herself is a barbarous of inhuman act. While assisting another human in suicide falls under the criteria of one human killing another, it does not necessarily constitute a barbarous or inhuman act. Oftentimes individual find themselves in situations where they are experiencing tremendous pain that restricts them for continuing their life in an enjoyable way. Similarly, it’s possible for an

Mass Communications Essay Example for Free

Mass Communications Essay Communication has developed and still continues to develop. Over the centuries, many forms of communication have developed that have made the transmission of messages among people faster and more efficient. These include the radio, television, the print media as well as telephones. With technology and globalization improving at a fast rate, certain factors have influenced the way these different channels of communication operate in ensuring their audiences are satisfied with the services they offer and also the media houses make profits. Some of the trends affecting the delivery of content are: convergence, increasing audience control, and media mobility. The focus of this essay is to analyze the impact and relevance of convergence, increasing audience control and media convergence on Radio. Radio is a means of communicating by using electromagnetic waves or frequencies to detect signals and transform them to sound and its history of radio can be dated back in the late 19th century. Back then, the radio was a simple device whose usefulness was seen during the wars and battles as it was used to send telegraphic messages to people fighting in far places. Since then, radio has developed and is used for other purposes such as educating, advertising, relying information and entertaining people. In addition, it has created a livelihood for many people who depend on it. ? Convergence Convergence refers to the way in which various communication systems are linked so as to foster faster and better ways or relaying information. Basically, it is the merging of technologies. In media, convergence is the linking of technology with media content as well as the communication networks. As technological improvements continue to advance as each day passes, people in the radio business have embraced the changes and have become better. Radios initially used to be big equipments; but they have been modified and transformed such that they can be small as the size if a pen. Convergence nowadays is seen by how the internet has linked up with radio such that people from any corner of the world can listen to different radio stations in other countries. Before the internet came to use in 1969, people could only listen to radio stations within their regions. â€Å"The arrival of new digital communication technologies have facilitated the delivery of digital signals through various platforms and improved audio visual quality (Chan-Olmsted, 2006). † With the advancements in digital technology and the internet, people can now choose on what they would like to listen and from anywhere. Internet has enabled people to listen to music online, download and upload whatever they like. Moreover, it has generated new experiences both socially and business wise such that people from different regions meet and interact and businesses can advertise their products to more people thus expanding their markets. Convergence is also being enhanced in radio in through pod casting such that individuals can download their favorite programs on MP3 players. The disadvantages that come with convergence is that mobiles such as the iphone and the internet are taking over the functions of the radio networks are slowly being eroded away. For radio stations to be able to tap on the convergence advantages , they need to have experts working for them that is the employees, employers as well as the private consultants who advice them. This will be good because they will always be keen and updated on what is happening so that they know whish areas need to be improved on or the ways in which technology will be incorporated into the system. Moreover, professional consultants will advice them on what competitors are doing so that the can also try similar strategies. ? Increasing audience control Nowadays, the audience especially the younger generation that is technologically more advanced and conversant with how things work influences the activities of radio stations. This is because what they listen to, read or watch determines there preferences. â€Å"Although they have a variety of things to choose from, they are influencing time, prices and the portability of media use (Chan-Olmsted, 2006). † These preferences make them request or demand for programs they like and even suggest for what things they would like to see. Since the audience is means everything to the radio owners, they are forced to give in to their customers requests. This has enabled radio stations to benefit from the customers ideas as they always work on improving their services and retain their audiences. The shortcomings of audience control is that media houses need to change the way they operate so as to meet the demands of customers and at the same time offer quality services. In doing so, they will have to invest on the latest machinery and technologies and sometimes they have to overstretch their budgets to do away with the pressure or sometimes they do not have the funds hence they risk losing their audience. ’ Media houses have to contemplate on how to internalize new technology and be responsive to the new media audience. Another disadvantage is that the audience once they do not get what they want, they will opt to down load things on the internet or shift to their competitors. ? Media Mobility Media mobility refers to the ease with which the technologies in communication can be accommodated and enhanced so as to diversify the uses of the radio. The radio while being serving as a communication channel also links technologies with customers, markets and technology. â€Å"The globalization of mobility directly involves the way in which service integration and network integration relate to one another (Hardy, Malleus Mereur, 2002). †Mobility can be seen in the way the radio is incorporated with various devices making it more portable and more flexible thus increasing the rate of acceptance. Most mobile phones nowadays have evolved and have radios. This was mainly a marketing strategy used by the mobile companies to attract the younger generation and we can say that it has helped in expanding the usage of telephone. Furthermore, some DVDs especially home theaters and televisions have been modified to perform many functions and the radio is one of them. The usage of radio has expanded to accommodate many things and people are always eager to know what will come next. All these coupled by various enhancements such as the ear pieces have made radio more attractive. The disadvantages that come with incorporating all these new things is that the focus shifts from the radio to the other devices as it is being used to complement the other functions of the device. In addition, the costs of certain software and hardware is high therefore this limits research at times especially now when the global economy and markets are not doing well. To tap on the advantages, radio companies will need to be regularly updated on new technologies as well as invest in training and educating their staff so that they become better at what they do as well as find better marketing strategies. In addition, radio companies need to budget properly so that they have enough funds to run their businesses as well as accommodate new strategies that are beneficial to the business. Conclusion These factors have greatly impacted the things we purchase and what we listen to. Moreover, they influenced and enabled businesses to develop and grow as they do their advertisements, promotions and marketing strategies using it. I as well as other Americans have been exposed to a variety of products thus making it easier to purchase commodities especially those manufactured in far off areas. We therefore need to support the work done by researchers as well as radio stations so as to benefit through things like media mobility which link the old and new systems. References Chan-Olmsted, S. M. (2006), Competitive Strategy for Media Firms: Strategic and Brand Management in Changing Media Markets. Routledge, p. 204 Hardy, D. , Malleus, G. Mereur. J. N. (2002). Networks: Internet, Telephony, Multimedia: Convergences and Complementarities. Translated by Michael Byrne,De Boeck Universite

Human Rights Violations of Chinas One Child Policy Essay -- Chinas

Abstract The purpose of this research is to highlight to what extent government policy has violated the human rights of women in China. Government policy is important to the organization of countries. Government policies work to aid in political, economic, and social issues that can become detrimental to the function of a country. Flourishing government policies prove to be efficient and effective when implementation is deemed successful. The One Child Policy proved to be successful in reducing population size. As past policy rules have now been eased, family planning officials in the region have begun drafting less strict family planning protocols. Though it has proved to be a successful policy in curbing population growth, the One Child Policy targeted women of China. A review of government policy, and its affect on the female population shows a link in population policy and its discrimination towards women. Although China reduced the stipulations of its One Child Policy, the enforcement of this policy has impeded the natural human rights of women due to the imposition of restricted childbirth. Introduction Following a thirty five year policy which was geared towards improving economic and social concerns within the region, the Peoples Republic of China has begun to facilitate its family planning regulations. Prior to the establishment of China’s population policy, the population experienced massive increases and decreases of its magnitude. Consequences of civil and global wars before 1949 led to high death rates in the country. As country conflict came to an end, and new leadership, population growth was greatly encouraged by Communist Party Chairman Mao Zedong. During this time, the size of Chinas population grew subs... ...ssed May 1, 2014). †¢ UN General Assembly, Universal Declaration of Human Rights, 10 December 1948, 217 A (III), available at: http://www.refworld.org/docid/3ae6b3712c.html [accessed 9 March 2014] †¢ "What are Human Rights." What are Human Rights. http://www.ohchr.org/en/issues/pages/whatarehumanrights.aspx (accessed April 29, 2014). †¢ World Bank. (2014). Fertility rates, total (births per woman) Data retrieved May 1, 2014, from World Databank: World Development Indicators †¢ Yang, Dennis Tao. 2008. China's agricultural crisis and famine of 1959-1961: A survey and comparison to soviet famines. Comparative Economic Studies 50, no. 1: 1-29, http://search.proquest.com/docview/201687756?accountid=15070. †¢ Yu, Jiangxia and Jingwei Liu. 2009. The new biopolitics. Journal of Academic Ethics 7, no. 4: 287-296, http://search.proquest.com/docview/521178676?accountid=15070.

Directed Variation by Jean Baptiste Lamarck

By comparing current species with fossil forms, Lamarck could see what appeared to be several lines of descent, each chronological series of older to younger fossils leading to modern species. On the ground floor were microscopic organisms, which Lamarck believed were continually generated spontaneously from inanimate material. At the top of evolutionary escalators were the most complex forms (plants and animals).Evolution was driven by innate tendency toward greater and greater complexity, which Lamarck seemed to equate with perfection. As organisms attained perfection, they became better and better adapted to their environments. Thus Lamarck believed that evolution responded to organisms’ sentiments interieurs, or â€Å"felt needs. †(Lamarck 1803). Lamarck is remembered most for the mechanism he proposed to explain how specific adaptations evolve. It entailed two principles.First is the use and disuse, the idea that those organs of the body used more frequently and ex tensively to cope with the environment become larger and stronger, while those organs that are not used deteriorate. Among the examples that Lamarck cited were the blacksmith developing a bigger bicep in the arm that works the hammer and a giraffe stretching its neck to new lengths in pursuit of leaves to eat (Lamarck 1803). Lamarck’s second principle of adaptation is the inheritance of acquired characteristics.Lamarck believed that the modifications an organism acquires during its lifetime can be passed along to its offspring. The long neck of the giraffe, Lamarck reasoned, evolved gradually as a cumulative product of a great many generations of ancestors stretching higher and higher. There’s however no evidence that acquired characteristics can be inherited. Blacksmith may increase strength and stamina by a life time of pounding with a heavy hammer, but these acquired traits do not change genes transmitted by gametes to offspring (Lamarck 1803).The Lamarckian theory of variation is ridiculed by some today because of its erroneous assumption that acquired characteristics are inherited; but in Lamarck’s era, the concept of inheritance was generally accepted. T o most of Lamarck’s contemporaries, however, the mechanism of evolution was an irrelevant issue. In the creationist- essentialist view that still prevailed, species were fixed and no theory of evolution could be taken seriously. Lamarck was vilified especially by Cuvier, who would have no part of evolution.In retrospect Lamarck deserves credit for his unorthodox theory which was quite visionary in many respects: in its claim evolution is the best explanation for both the fossil record and current diversity of life; in its emphasis on the great age of the earth; and its stress on adaptation to the environment as a primary product of evolution, (Lamarck 1803). Conclusion The major aspects of the Lamarkianism are founded on the fact that environment contributes much to the develo pment of new traits in population.Ignoring the basic principles of biology that acquired traits are never transmitted to the next generation, these biologists believe in the contrary and that eventually these acquired traits form part of the genome (Lamarck 1803). I have written on Lamarck because his evolutionary argument one of the toughest criticism. Therefore, reading on Lamarck can only help one revisit the biological knowledge on evolution with respect to the general knowledge in biology. In short, it was quite interesting reading about Lamarck.

Arrow Electronics Case Assignment Essay

Arrow was founded in the early 1935 as a retailer of radio equipment. Later the company expanded to sell entertainment products and electronic parts. In 2002 Arrow’s global sales were $7.4 billion. The semiconductors products generated over half of the company revenues. Since then, the company has engaged in valued added services. Value added is used to describe instances where a firm takes a product that may be considered a homogeneous product, with few differences from that of a competitor, and provides potential customers with a feature or add-on that gives it a greater sense of value. A value added product can either increase the product’s price or value. For example, offering one year of free support on a new computer would be a value-added feature. Arrow enhanced its products and services before offering the product to customers. The company invested heavily in a sales force and logistics capabilities. Arrow Electronics knew they had to pay close attention to operations. The company knew the goals of the organization and developed a clear vision of exactly how operations will help achieve them. It involved translating the goals into implications for the operation’s performance, objectives, quality, speed, dependability, flexibility and cost especially at their distribution centers. Management knew inventories are considered an important asset and are critical for business success. Arrow used a lot of technology and inventory data at Arrow were extremely accurate. In order to keep inventory data accurate, Arrow invested heavily in information technology. The inventory tracking technology resulted in a better bottom line and a more profitable business. Effective inventory management augmented by technology helped Arrow keep track of inventory, streamline ordering and track items throughout the product’s sales cycle. The three information systems they used were the sales desktop, the mainframe system, and the WMS. The system sales desktop allowed the sales representatives to view the products information, cost, and their buying patterns. The mainframe system maintained the customer inventory, orders and the logic for sales order processing. The system acted like a repository of all data and converted the orders received from the  sales desktop. The mainframe system was the core operating system. The system was impeccable in its ability to track inventory at detailed levels. Fortunately Arrow’s approach to inventory accuracy is not excessive because the system actually saves them money on their inventory management. Inventory management software helped Arrow automate processes and better manage systems to prevent losses from hidden costs. Because Arrow’s major systems were develop in house, they are going to have difficulty using commercial software if their software have issues. A rrow Electronics purchased the company Eagle Semiconductor. Eagle traditional strategy of operating several regional warehouses and moving the inventory into Arrows primary distribution center was a business decision that needed to be made by Betty Jane Scheihing, Senior Vice President of Worldwide Operations at Arrow Electronics. The warehouses performance, customer complaints, and inventory management were bad. Scheihing should explain to management and Eagle’s centers When inventory inaccuracy occurs, inventory management associates should address the issue in a way to reduce the risk of bad performance in the centers. They should request an immediate recount, adjusting the inventory records accordingly. The management associates should evaluate their options in terms of shipping cost, delivery date and time, and the urgency. Companies like Arrow depend heavily on inventory accuracy to operate or fill client orders. Inventory is the major company asset that assisted with tasks such as planning. Thus keeping accurate inventory record s as a major management tool has multiple benefits. When accurate inventory records are kept, the data tells whether you can take on client requests or particular projects with the inventory on hand. Arrow can get a sense of when they will need to order new items. Arrow also can review the inventory records to identify inventory trends over time and make some basic predictions about inventory that might run out faster than usual. All of these elements mean they can plan and strategize. This is critical to developing and maintaining relationships. Good inventory records mean that when customers call or write with inventory-related questions, they can find the answer quickly. A fast response time usually means the customer gets a better impression of the company. When they know exactly what inventory they have and where it is stored, they can retrieve it promptly and fill customer orders efficiently. The ability to deal with inquiries and fill orders  quickly means the company is able to serve more customers and move more inventory th rough the company, resulting in higher profit. If customers have to wait for responses or products, they may cancel orders and go to other companies. Inventory inaccuracy could possibly have a significant impact on the Arrow’s performance. Inventory inaccuracy increases the time spent on the inventory management process. Additional time in multiple departments is spent on researching discrepancies, correcting systems data, and communicating concerns. Inventory inaccuracy impacts the organization’s financial performance in terms of the cost of goods sold. Increased costs are the result of expediting shipping, additional labor, and loss of production. Arrow had inventory inaccuracies when they gave low level warehouse operators the responsibility of finding and correcting inventory errors. Having a group of people with inadequate training and experience count and adjust inventory was a little advanced for their pay grade. Arrow should of made sure who had control over affecting inventory. This is especially true in manufacturing operations where the priorities of machine operators and production supervisors are meeting the production schedule, keeping the machines running, and ensuring the quality of the product being produced. Inventory accuracy should never be a primary responsibility of those types of positions. Once Arrow came to this realization, it was easy to see the benefits of putting inventory and material handling responsibilities in the hands of people whose primary job is auditing and oversight. Overall Arrow Electronics Operational Execution was great. They invested heavily in technology to manage their operations.

buy custom Work Place Change essay

buy custom Work Place Change essay 1.0 Work Place Change 1.1 Introduction Organizations apply numerous changes in their structures of operation from time to facilitate sustainability and development. These organizations are work places for many people and individuals are affected either negatively or positively when a change occurs. In all work places, the environment comprises of coordination between workers at all levels with the aim of meeting the organizations set goals. The effort to facilitate these changes brings about mixed reactions among the workers and the after effects are apparent. Organizations normally allow the people involved to participate in implementing these work place changes. 1.2 Understanding Work Place Change Work place changes are of many forms. They include new appointments, transfers, promotions, organizational changes, employment of new technology and many more. People resist changes because the fear of the unknown and past experiences that have been unpleasant. The good side of change is that it promotes growth and gives access to new opportunities that could not be realized without it. Either way, the changes have the fear effect on workers but the effect can be reduced if there is proper involvement of all parties in implementation of the change is observed. Organizations have different strategies of ensuring that they maintain a high level of production. These strategies involve employing changes in different times and so, organizations plan for changes early before they implement them. Work places consist of different workers with different responsibilities. Workers who have been working in one work place understand the capabilities of their work mates and coordinate better. This coordination results to increased production and organizations growth is observed. In other words, change is meant to improve an organization although it has some negative effects during implementation. Change in a work place has many effects on the organization. These effects range from uncoordinated activities to slower performance of activities. An organization will experience low output during and immediately after a change is implemented. Organizations normally inform their clients of any new changes so that they can expect irregularity during such a time. Fear of the unknown among the employees creates a lot of fear and their production lowers greatly if they are not well informed of the change. Other than negative effects, change also has numerous positive effects. Organizations introduce these changes with a vision of improving growth and development. The proposed changes to be introduced are normally well researched and proven to be worth it. This is because the changes are aimed at improving productivity while sustaining the growth of the organization. An organization experiences positive effects like access to new opportunities after implementing changes. The workers can experience effects like better working conditions and terms of service. Frequently, work place changes have more advantages than disadvantages to the organizations and thats why the organization pushes for their implementation. 1.3 Causes of Work Place Change Development and growth strategies formulated by an organization will always stimulate change because they involve employment of new ideas and projects. Organizations operate under a management team that is employed to oversee growth and development. The management develops a growth strategy that all other workers use as a guide. Work place changes have many causes which can be internal or external. Internal factors that cause work place changes can be planned or unplanned. When an organization plans to expand, downsize, relocate or restructure, the change is internal and planned. Unplanned changes are caused by numerous factors. They occur when workers move out of the organization, new workers are appointed into the organization, workers re promoted and demoted, new technology is employed, new working tools are employed and many more. External factors that cause work place changes range from infrastructure to environment, government policies among others. Every organization has a management team and a working team, and they all have different roles and responsibilities. If a member of the management team or a leader of an organization leaves office with or without notice, a big change will be observed in the organization. This kind of change creates anxiety among the workers because they normally execute their duties with an aim of succeeding, and acquiring a leadership role in the future. A leader who leaves office without a solid reason will create fear of the unknown among the workers in an organization. When an organization makes changes to the management team, it observes irregularities in production which often affect the clientele but if well managed, such irregularities can be controlled quickly. The working team in an organization requires the management to be stable so that execution of the activities goes as planned. Effects of a managerial change should be well communicated in good time so that they are retained within the organization. 1.4 Problems Observed After a Change Changes in work places cause problems to the workers, the organization and their clientele. These problems are caused by poor implementation of the change. The biggest problem is loss of production. All organizations have their primary objective of sustainability. The workers also have their primary objective of job security in an organization. When an organization implements changes without prior notice, the workers are threatened by unknown fears about the security of their jobs. These fears drive workers to look for other jobs in better established organizations that offer secure jobs. Another big problem is lack of proper coordination. If the change is a new appointment into a senior position, the change will affect the chain of command in the organization. If such a change is implemented without proper communication between the workers and the management, confusion might happen because the workers are not conversant with the appointee and the appointee too, is not conversant wit h fellow workers. Workers in an organization perform their duties according to the responsibilities allocated and the goals set. Every employee in an organization aims for a promotion into a higher level after sometime. This expectation turns into fear when a foreign candidate is appointed into such a position with or without notice. Workers fears are great observed when they observe an organizations growth after their hard work and a retarded growth of their job ranks. Introduction of new changes to an organization is important especially when the organization wants to expand into new projects. These new projects interfere with the normal activities thus increase the responsibilities of individual workers. The increase in responsibilities in a work place brings about decreased production and work related stress. These effects are negative to the development of an organization although majority of changes require to be implemented by the current workers before new appointments for the extra responsibi lities are put in place. This ensures that the new project has been proved to be worth it before a full implementation. 1.5 Response to Changes Changes have numerous positive and negative effects and the affected parties respond differently to these changes. Work places that employ many people experience more problems during a change than smaller organizations. Since most workers are filled with fear of a change, they develop a revolting behavior towards the change which can be termed as negativity. Negativity is a behavior witnessed among workers when they come across a problem, and they are afraid to speak out loud. This behavior is harmful to an organization and its consequences are decreased production. Negativity is easily spread to other workmates in search of support against a change. This effect becomes obvious if the larger percentage of the workers does not want the change. If such negativity behaviors are noticed by the management team, they are easily resolved if the revolting team is involved in deciding which changes are necessary. Efforts to get rid of negativity among people in an organization are made possible if the persons affected give out their opinions freely. This helps resolve any issues arising from an implemented change. The persons with the negative feeling against a change should also offer possible solutions and lead in implementing the resolved changes. Increased communication among the work mates improves understanding and easier efforts towards resolving issues brought about by a change. Changes implemented in an organization are meant to improve growth. Some of the positive effects of change are increased production and notable growth. These positive effects are possible if the organization researches about the topic first, from the organizations that have implemented the same changes before. This ensures that they will have prior knowledge on how to exactly implement the change and produce great results. Inevitably, growth, development, and sustainability are the key objectives of any organization, workers will put more effort in any new projects and changes that aim towards the objectives. The process starts from notifying workers about the change, managing fear of the unknown and a swift implementation so that results can show immediately and promote confidence among the workers. Work place change effects spread from where the organization to the clientele receiving products and services from the organization. For example, employment of new technology improves production, reduces work related stress but threatens the existence workers. The implementation requires appointment of qualified personnel to operate and support the new technology. The change may require the organization to get rid of the workers replaced by the new technology while reducing the chances of developing the careers of the existing workers. The effects of employing new technology will definitely be felt by the clientele receiving products and services from the organization and the organization will definitely record higher production leaving the workers in great fear of losing their jobs. This fear also affects the newly appointed workers because they are venturing into the unknown. An organization that is planning to implement such a change as a new project can manage to sustain the exis ting workers and hire new ones as an expansion strategy, allowing the existing staff overcome the fear of the unknown. This way, the expansion adds confident to workers and ensures them of sustained and better employment while increasing production. 1.6 Process of Implementing a Change A change can be implemented effectively, if a strategic process of implementation is employed. Upon reaching a decision to change, an organization needs to come up with a process which consists of planning what to change, communicating the plan to the workers and clientele, implementing the change and supporting the change. The planning stage of the change starts from the initial idea. The idea has to be in line with the organizations objectives. The idea is researched to find out whether it will bring benefits to the organization. This is done by checking the performance of similar changes in other organizations and by researching the benefits of such a change in the organization. The next stage involves communicating the information about the planned idea with the workers inside the organization and the clientele so that they can prepare for any irregular activities. This move is aimed at eliminating the workers fear of the unknown and maintaiing the clienteles confidence. During this stage, workers are allowed to participate in formulating the implementation plan, and that helps the workers absorb the idea and participate in implementation. When an organization inputs the workers ideas into the initial idea include their opinion in the change, the workers are more confident with that feeling of ownership into the change. This move is highly advised as it encourages the existing workers and clientele to give their opinion and stop fearing the unknown. Production continues as usual because all parties are prepared for change. The implementation stage involves the roll out of the plan. When implementing the change, workers experience numerous adjustments and production level may be affected. An organization has to involve its clientele in implementing the change because an irregularity can hurt the customers confidence. In this stage, all activities are well monitored and any development is recorded so that evaluation of the project is accurate. During implementation, workers may experience increase of responsibilities and commitment. The changes are welcomed by the workers only if they were involved in planning and their opinions are included in the final change. The supporting or managing stage comes after the change is implemented. The organization does a thorough evaluation of the implemented change to check whether it has reached the set goals. The workers will generally have mixed reactions to the change and it is extremely important to provide guidance and support to facilitate the change. This is done by giving timelines and expected outputs so that the organization can evaluate the success of the change. The organization need to provide training on the new requirements and regularly review the advancement of the change. The review of advancement of the change allows the organization to evaluate the change and maintain the workers and customers confidence. An organization that has successfully implemented a change has the responsibility of ensuring its sustainability. The organization needs to collect the views of the workers who are directly involved with the change. By keeping an open communication channel, an organization will receive more accurate feedback and respond swiftly. The process of implementation requires full participation of parties involved so that production is either maintained or increased and the workers are part and parcel of the change. Production is not the only consideration when evaluating success but also the workers welfare so that an organization can avoid work related stress, which reduces production greatly if not observed. By ensuring that workers in an organization are involved in implementation of a change, the organization is assured of full commitment by workers. The workers also feel more secure when communicating back to the implementation team about the outcome of the change. Methods of Eliminating Fear Fears that are accompanied by work place change are real and a threat to the sustainability of an organization. These fears should be addressed seriously to avoid the downfall of an organization. An organization that has planned to implement a change should therefore employ strategic fear elimination methods. When an organization ignores to address the possible effects of a change, it risks losing its workers and clients. Methods of eliminating the fear of the unknown are many but the most effective one is the inclusion of all the involved parties, in all stages of implementing a change. As discussed above, an organization that invites the workers to participate in planning and implementing a change normally eliminates this fear completely. The most effective method is, when an organization invites its workers to participate and convinces them that the change is a progress that is in line with the organizations set goals, rather than telling them its a change. This method is very effective because it increases the confidence of the workers and gives them a feeling of success. The move builds courage among workers and drives them to working harder with an aim to succeed again. Introduction of training about a planned change before its implemented is another effective method of eliminating fear. This training prepares the people involved with the knowledge of the exact change that will happen. Workers in an organization who undergo the training know exactly the challenges they may face and the commitment they would require in order to succeed. After the organization trains all workers about the new change, the workers are able to participate fully in the planning stage and the fear of the unknown wears out before the change is implemented. Work place change is inevitable in all organizations. The workers in an organization have an ability to eliminate fear if they decide to embrace the change and treat it as a progress that will drive the organization towards achieving their objectives. This method of eliminating fear if very effective but it is applicable to workers who understand the need of a change. The management team is the organ of an organization that is responsible for advising the workers about the benefits of a change. Workers who are engaged in development planning adapt easily because they understand the benefits of implementing changes in an organization. An organization that has plans for development and growth expects its workers to be ready for any changes. Workers in an organization who experience fear after a change are normally terrified of facing the change because they feel that they knowledge and skills might be shallow. Organizations that succeed in eliminating fear of change care more about the skills of individuals in the organization. When organizations treat all workers as professionals and respect their opinion, the workers continue to execute their duties with more confidence and also feel well appreciated for their contribution. Such organizations invest in the knowledge of their workers and increase effort in improving their skills. This method drives out fear and makes workers feel like they are part of the organization. Once an organization invests in improving the skills of the workers, the workers consequently pump in quality ideas that are used to propel the organization towards reaching their objectives. Trust between the workers and an organization is achievable when there is a direct communication channel between the two. Communication allows all organs of an organization relate to each other in a more open manner. An organization that has clear and open communication channel has the advantage of eliminating fear of change from the workers because they are well informed of the consequences of such a change in good time. The communication channels allow for swift response to feedback and enable the workers to overcome fear quickly. Open communication gives freedom of expression to all persons in an organization and enables the management team to communicate more freely with the working team and vice versa. 1.7 Controlling effects of Work Place Change Effects of work placer change can be positive or negative. An organization that minds its sustainability will always have strategic measures for controlling such effects. For example, an organization can decide to employ new technology and use of robotics in its activities. Such a change will cause a lot of fear to the workers because the technology might take their place. In business, new technology and use of robotics for production reduced the number of human resource required and increases production, thus causing fear to the people working in such a business. There are numerous methods of controlling such effects in an organization. If the effects are positive to either the organization or the working team, an organization needs to ensure that the effects will be sustainable so that they benefit from the positive effects. If the effects are negative to either the organization or the working team, the organization needs to have a contingency plan to eliminate anxiety among the workers and retain the sustainability of the organization. Workers in an organization are the largest organ that is supposed to drive an organization towards reaching their set goals. A good strategy that can be employed by an organization to control the effects of a change is by inviting contribution of ideas from the workers so that their solutions can be implemented, thus reducing anxiety. Since workers might hold back their ideas, they can easily control the effects of a change if they are given the responsibility of seeking solutions other than assigning the responsibility with the management team. A working environment that encourages open information sharing gives confidence to the workers and freedom to express their concerns. An organization that promotes interaction between the management team and the working team by sharing ideas in an open and honest manager creates an environment filled with trust. This trust allows the workers to feel safer and participate better in developing the organization thus increasing production. This way, an organization is able to control many effects of a work place change. Equal treatment of workers and recognition of their participation in growth of an organization is an excellent method of controlling their emotions. When an organization implements change, the effects of the change are better controlled if there is trust and confidence built in the workers. An organization that has open communication channels will listen to concerns of all workers and give honest feedback in good time. This working environment gives the workers the courage to face the effects of a change. Workers develop a self esteem that eliminates their fear of being singled out. 1.8 Management Role in Helping Staff Deal with Change The management team is the organ responsible for developing a working strategy and creating solutions to problems in an organization. The management works as a team. It includes managers of different departments who operate as leaders of the working team. Both the management team and the working team work coherently to ensure that the organization reaches its set goals. When a change is implemented, the effects of the change affect all organs of an organization. The management team comprises of highly skilled professionals who have the ability to drive the organization into meeting its objectives. This team has the ability to formulate contingency plans incase of any problem. It is the responsibility of the management to help other managers and workers deal with change. The management team responds to change by identifying its effects and then formulating a sustainable solution. Members of the management team may be affected by change and so, the team starts by helping the affected managers. Managers who are affected by change require support from the other team members and assurance that the change is controllable. This is only possible if they are given a chance to speak their mind and if their opinions are taken into account when formulating solutions. This method eliminates all fears that the managers. Another method of helping staff deal with change is by informing them about the good side of an implemented change. The information provided to the workers should include assurances of job growth so that workers morale can increase. Employment of new technology in an organization should be coupled with improvement of workers skills through education regarding the introduced technology. The management should empower the existing workers more effectively by investing in improving their knowledge and skills. Skill improvement training should be conducted before new technology is implemented so that the change will be embraced by the workers. Workers who fear that their skills might be inadequate are worse affected by a change, and the management has the ability to buuild their confidence by improving their skills. Since such workers have worked with the organization, their production is higher than any new workers. The management in an organization can create a work place culture that anticipates change whenever its implemented or whenever it happens. Since not all changes are planned, the management can include all the workers in creation of a work place culture that prepares all workers to retain their confidence in case of a change. Organizations plan their activities according to the goals they want to reach. A good plan should be recorder according to order of priority, and communicated openly to the workers. Such a plan will always include changes and new projects to be implemented in the future. If such a list of current and future plans is communicated with the rest of the staff, the management and workers find ample time to research about the possible advantages and disadvantages of proposed changes and projects. The workers will then have the chance to give feedback regarding their findings, and their opinions will be included in the final planning before the proposed changes are impl emented. In work places, the management can develop a culture that can help workers deal with change. The culture includes guides to workers attitudes, working ethics, behaviors and other systems that are necessary in the functioning of an organization. A work place culture that is developed to help workers deal with change means that change will be highly anticipated and production of an organization will increase. A work place culture is developed with consideration to the workers past responses and possible occurrence of change within a given time. Such a culture provides for awareness and preparedness to workers towards embracing growth and development in an organization. Organizations aim development and growth. These two factors initiate a changing environment from time to time. Growth consequently invites new appointments and employment of new ideas, turning the environment into an ever changing setting. In such a changing environment, a work place culture that embraces change helps wo rkers deal with change more effectively. Culture which helps workers deal with changing environment can only be designed by combining solutions of past experiences and inclusion of workers opinions while training workers about the importance of embracing change rather than rejecting it. As discussed above, open communication about proposed changes should be included such a work place culture, to allow for new appointees adapt swiftly to the operations of an organization. Organizations with a specific working place culture help new entrants adapt to the new environment easily. A working culture that emphasize on importance of embracing change creates room for courage among the workers and they sequentially work harder in a changing environment to propel an organization towards success. A wining work culture makes workers have confidence with what they have to offer in an organization. The culture should be supportive, friendly, open, relaxing and inclusive. Management in an organization should encourage enthusiasm. Workers who are passionate and have the will to succeed produce better. A work place culture that includes fun helps kills boredom and encourages sharing of ideas. A healthy working culture guides workers on methods to follow when they are face with effects of a change. An organization that faces change effectively succeeds because it has developed an inclusive culture that ensures equal treatment of workers. Work place culture can also be the work place change. An organization that restructures tries to eliminate past mistakes in an effort to succeed. This move results to changes in the management team and most often, new appointments into the management team. Such appointments accompany new leaders and new ideas. Most managers who have been appointed into a new organization start by changing the work place culture to suite their ideal idea. A change in work place culture receives resistance from the existing workers because they are accustomed to it. The management whether existing or new, has to include the views of all persons in an organization before changing culture of a particular workplace. Such inclusion helps workers deal with any new change without affecting production because their views are considered during the change. 1.8 Culture of Negativity in a Work Place In all organizations, workers have different production rates. Negativity has been observed in many organizations and if not well addressed, the negativity influence embeds itself into the existing work culture. Workers who produce more and are very active might face ridicule from fellow workmates who are less active, and, in an effort to escape the ridicule, production decreases. A culture of negativity develops where communication channels are not open and the management team doesnt realize that production has been affected. This culture mostly affects production and the morale of hardworking employees. Negativity culture in a work place is controllable and can be eliminated in many ways. The management can eliminate this behavior by recognizing individual efforts and giving incentives in an effort to increase workers motivation, while discouraging negativity. 2.0 Safety Management Systems in the Canadian Aviation Industry 2.1 Safety Management Culture Change in Canadian Aviation Industry The Canadian Aviation Industry is seriously regulated and it has created a new safety culture in the aviation industry. The safety management system has been enforced in the industry and it manages and health and occupational safety in the work place. This change of culture has been developed to prevent any work related accidents and its implementation was a success. The aviation industry has since struggled to fully implement a culture of safety management in the industry with an aim of succeeding in maintaining safety in workplaces. Implementation of a safety management culture in all organs of the aviation industry in Canada has been emphasized greatly and all parties are well informed of the importance of developing such a culture. The introduction of the safety management system was encouraged and organizations in the industries responded by implementing the laid down procedures. The safety management System is responsible for identifying possible hazards and taking charge of controlling the risks involved. 2.2 Safety Management Culture A safety culture is a way in which the people in a workplace act in relation to attitudes, perceptions, beliefs, and values shared in regard to safety awareness. The Canadian aviation industry safety culture was created to encourage total safety awareness and it has so far been a success. The culture encourages management of safety using well tested methods and organizations understand that there are reduced work related risks and increased production upon implementation. Developing this culture involves embedding the safety management system into the operations of an organization and making it part of the organizations culture. Workers who perform their duties while observing a strict safety culture are assured of occupational safety and feel the urge to spread the culture to their workmates. Introduction of a safety management system is a change that can interrupt normal operations during implementation. This change has more advantages to the organization, workers and their clientele and so, the change is worth implementing. Upon implementation, existing workers are liable to extra responsibilities of observing safety while performing their other allocated duties. The implementation of a new safety system slightly lowers production during at first although workers get used to such a change quickly and get back to normal production. This is because the extra responsibility of ensuring that safety is observed require some extra attention that eats into production time. In the Canadian aviation industry, workers have the moral responsibility of ensuring their activities and the work places are safeguarded. When implementing the safety systems in Canada, there are governing requirements found in every jurisdiction on how safety is achievable and complementary researched data that clearly displays the effectiveness of a successful safety management system. The data that is provided to show effectiveness of implementing a safety management system clearly shows evidence of reduced occupational risk in organizations that have already implemented the system. The safety management system clearly reduces costs associated with accidents and incidents in organizations. The safety management systems that are implemented by players in the Canadian aviation industry address the importance of implementing the change and pushes for implementation with an aim of reducing work place risk. The system has clear instructions on how to manage risk, how to identify possible risks and implement appropriate controls, how to ensure open communication across all organs of an organization, the process of how to rectify non- conformities and how to apply a continual enhancement process. The systems design is user friendly and has so far improved occupational safety thus ensuring safety of the workers. The Canadian aviation industry has scheduled to fully implement the change in the whole industry and focus on enhancing for more safety by the year 2015. According to the Canadian Transport Authority, the safety system is effective if the workers and their management commit to overseeing safety in work places. The implementation of safety management system in work places is tested and has no negative effects on workers or organization although its execution interferes with production slightly during the early stages. 2.3 Safety Management as a Work Place Change In the world, there are many organizations that have evaluated and realized the benefits associated with implementing a safety management system. This is a change that that has beneficial effects to the organization and the workers. Regulatory authorities in charge of these organizations have over time developed safety management systems that are specific to their activities. Safety management systems are developed to benefit the organization as a whole and increase workers confidence while increasing production. Safety management systems reassure workers of their safety and encourage their participation in implementation. An organization that plans to implement a safety management system has the responsibility of introducing the idea to the workers and training them on how the system benefits the organization. The introduction eliminates any fear and the training offered prepares the workers with the necessary knowledge about the proposed change. Work places that are safer are also comfortable. When occupational hazards are minimized, an organization records reduced misfortune costs and production increases because the workers are assured of safety. 2.4 Conclusion Work places experience changes when they are developing and when external factors interfere with activities of the organization. These changes affect the organization in different ways and they can be beneficial of non- beneficial. The obvious effect of a change affects the workers in an organization. Workers develop fear of the unknown and initiate resistance against the change if an organization implements it without prior communication. In an effort to eliminate fear, organizations inform worker of their proposed changes and invite their participation so that they embrace the change as a progress towards success. When workers are involved in planning of a change, they embrace the change when its implemented the fear of the unknown fades out. Buy custom Work Place Change essay

March to the Sea - Civil War

March to the Sea - Civil War Conflict Dates: Shermans March to the Sea took place from November 15 to December 22, 1864, during the American Civil War. Armies Commanders: Union Major General William T. Sherman62,000 men Confederates Lieutenant General William J. Hardee13,000 men Background: In the wake of his successful campaign to capture Atlanta, Major General William T. Sherman began making plans for a march against Savannah. Consulting with Lieutenant General Ulysses S. Grant, the two men agreed that it would be necessary to destroy the Souths economic and psychological will to resist if the war was to be won. To accomplish this, Sherman intended to conduct a campaign designed to eliminate any resources that could be used by Confederate forces. Consulting the crop and livestock data from the 1860 census, he planned a route that would inflict maximum damage upon the enemy. In addition to the economic damage, it was thought that Shermans movement would increase pressure on General Robert E. Lees Army of Northern Virginia and allow Grant to gain a victory in the Siege of Petersburg. Presenting his plan to Grant, Sherman received approval and began making preparations to depart Atlanta on November 15, 1864. During the march, Shermans forces would cut loose from their supply lines and would live off the land. To ensure that adequate supplies were gathered, Sherman issued strict orders regarding foraging and the seizure of material from the local population. Known as bummers, foragers from the army became a common sight along its route of march. Dividing his forces in three, Sherman advanced along two major routes with Major General Oliver O. Howards Army of the Tennessee on the right and Major General Henry Slocums Army of Georgia on the left. The Armies of the Cumberland and Ohio were detached under the command of Major General George H. Thomas with orders to guard Shermans rear from the remnants of General John Bell Hoods Army of Tennessee. As Sherman advanced to the sea, Thomas men destroyed Hoods army at the Battles of Franklin and Nashville. To oppose Shermans 62,000 men, Lieutenant General William J. Hardee, commanding the Department of South Carolina, Georgia, and Florida struggled to find men as Hood had largely stripped the region for his army. Through the course of the campaign, Hardee was able to utilize those troops still in Georgia as well as those brought in from Florida and the Carolinas. Despite these reinforcements, he seldom possessed more than 13,000 men. Sherman Departs: Departing Atlanta by different routes, the Howard and Slocums columns attempted to confuse Hardee as to their ultimate objective with Macon, Augusta, or Savannah as possible destinations. Initially moving south, Howards men pushed Confederate troops out of Lovejoys Station before pressing on towards Macon. To the north, Slocums two corps moved east then southeast towards the state capital at Milledgeville. Finally realizing that Savannah was Shermans target, Hardee began concentrating his men to defend the city, while ordering Major General Joseph Wheelers cavalry to attack the Union flanks and rear. Laying Waste to Georgia: As Shermans men pushed southeast, they systematically destroyed all manufacturing plants, agricultural infrastructure, and railroads they encountered. A common technique for wrecking the latter was heating railroad rails over fires and twisting them around trees. Known as Shermans Neckties, they became a common sight along the route of march. The first significant action of the march occurred at Griswoldville on November 22, when Wheelers cavalry and Georgia militia attacked on Howards front. The initial assault was halted by Brigadier General Hugh Judson Kilpatricks cavalry which in turn counterattacked. In the fighting that followed, Union infantry inflicted a severe defeat on the Confederates. During the remainder of November and in early December, numerous minor battles were fought, such as Buck Head Creek and Waynesboro, as Shermans men pushed relentlessly on towards Savannah. At the former, Kilpatrick was surprised and nearly captured. Falling back, he was reinforced and was able to halt Wheelers advance. As they approached Savannah, additional Union troops entered the fray as 5,500 men, under Brigadier General John P. Hatch, descended from Hilton Head, SC in an attempt to cut the Charleston Savannah Railroad near Pocotaligo. Encountering Confederate troops led by General G.W. Smith on November 30, Hatch moved to attack. In the resulting Battle of Honey Hill, Hatchs men were forced to withdraw after several assaults against the Confederate entrenchments failed. A Christmas Present for Pres. Lincoln: Arriving outside Savannah on December 10, Sherman found that Hardee had flooded the fields outside the city which limited access to a few causeways. Entrenched in a strong position, Hardee refused to surrender and remained determined to defend the city. Needing to link up with the US Navy to receive supplies, Sherman dispatched Brigadier General William Hazens division to capture Fort McAllister on the Ogeechee River. This was accomplished on December 13, and communications were opened with Rear Admiral John Dahlgrens naval forces. With his supply lines reopened, Sherman began making plans to lay siege to Savannah. On December 17, he contacted Hardee with a warning that he would begin shelling the city if it were not surrendered. Unwilling to give in, Hardee escaped with his command over the Savannah River on December 20 using an improvised pontoon bridge. The following morning, the mayor of Savannah formally surrendered the city to Sherman. Aftermath: Known as Shermans March to the Sea, the campaign through Georgia effectively eliminated the regions economic usefulness to the Confederate cause. With the city secured, Sherman telegraphed President Abraham Lincoln with the message, I beg to present you as a Christmas gift the City of Savannah, with one hundred and fifty guns and plenty of ammunition, also about twenty-five thousand bales of cotton. The following spring, Sherman launched his final campaign of the war north into the Carolinas, before finally receiving the surrender of General Joseph Johnston on April 26, 1865. Selected Sources History Channel: Shermans MarchSon of the South: Shermans MarchCivil War Home: Shermans March to the Sea

Csr plan for the face shop brand Research Paper

Csr plan for the face shop brand - Research Paper Example The Faceshop is one of the corporate that needs to share some of its dominant values that will support it in creating economic and social values. This is achieved by focusing on the social issues in the society that they are capable of addressing (Mallin, 2009). This document will outline the proposed corporate social responsibility strategy, the organization’s mission and what the company stands for in order to uphold the standards for the customers. The Faceshop was established in the year 2003. It originates from Korea, and it is managed by Jeong Un-ho who is the chief executive officer. The organization deals with the global retail of various lavish products that are ranging from skin care, cosmetics, hair and body care and other accessories that are mainly natural (Pride &Â  Ferrell, 2010). It started with one store in Myeongdong in 2003, and by 2004, it had already set up its 100th store. It expanded oversees in the years to come in Asia, Europe and United States of America. Later on, LG household and Health care decided to buy the cosmetic manufacturer. Rumors had initially circulated over the change of ownership, and this had caused the prices of the shares to rise (Pride &Â  Ferrell, 2010). Latest financial performance indicates an annual sale of approximately worth 250 billion South Korean Won and the operating profit margin is about nineteen percent with up to 700 operating stores (Pride &Â  Ferrell, 2010). In the year 2007, The Faceshop decided to open its avenues in United States of America in San Francisco. They hosted a natural beauty contest which the grand prize was $20,000 in cash and also a contract to be The Faceshop USA spokes model (Pride &Â  Ferrell, 2010). There have been some global issues that have come up. They have drastically affected the industry in terms of its market and finances. Some of the customers have been having issues with their products. For example, a lady in San Francisco, California