Analyzing The Field Of Big Data - 954 Words

Literature review: To address the question of how and what techniques has been used to manages this big amount of data or in the field of Big Data, I review some research papers and review articles in the field of Big Data. This paper provides the synthesis of those papers which I found relevant to this field. This paper will focus on the following things: †¢ What are the technologies being used in Big data? †¢ Which technology is suitable for which type of data? †¢ Current trends in Big Data field. Fig: Big Data Sources 4.1 Survey Paper: A survey on data stream clustering and classification Authors: Hai-Long Nguyen , Yew-KwongWoon , Wee-KeongNg Published online: 17 December 2014 Purpose: This paper presents a inclusive survey of the†¦show more content†¦Therefore, to randomly access these datasets, which is commonly assumed in traditional data mining, is really expensive. Findings and Learning’s: 1) There are some useful, open source software for data stream mining research:. †¢ WEKA: WEKA is the most popular data mining software for the academic environment. WEKA contains the collection of learning algorithms such as data preprocessing, association rules , classification, regression, clustering, and information visualization. †¢ Massive Online Analysis (MOA): This is based on the WEKA framework that is build and designed for data stream learning. †¢ RapidMiner: RapidMiner is another importantopen source software for data mining. 2) Some important clustering algorithms discussed in this paper to group massive data and can be useful to industries and organization: †¢ Partitioning methods: This algorithm groups dataset into q clusters, where q is a predefined parameter. †¢ It continuously reassigns objects from one group to another group so as to r to minimize its objective function. †¢ Hierarchical methods: In the hierarchical method the aim is to group data objects into a hierarchical tree of clusters. Hierarchical clustering methods can be further classified as either agglomerative or divisive, where the hierarchical decomposition is formed in a bottom up(merging) or top down(splitting) fashion respectively. †¢ Density based methods: Under this method we build up the

Ethical Dilemmas An Ethical Dilemma - 1377 Words

Ethical dilemmas are presented to humanity often. What is an ethical dilemma made up of? Ethical dilemmas consist of controversial choices, peer pressure, strong opinions of society on both sides, and pull against personal values. However, the knowledge bank that a person has, or is willing to acquire will influence the resolution made. Paul is a young man that has had several accomplishments, including the starting position that he earned by working hard in the weight room and on the field. Although, members of the team have been trying a new performance enhancing drug that has shown remarkable results, is not on the banned drug list yet and does not show up on drug tests. His coach seems to be aware of the use, but has not acknowledged that members of the team may be using it with marked improvement. Furthermore, the coach’s decision seems to be based on that he has a winning team and the drug is not banned as of now. In fact, Paul’s coach is looking at making some ch anges, and his starting position may be one of them. Paul’s friend has just handed him a sample of this drug, and now he’s faced with a possible life changing decision. In this paper Paul will take a look at this ethical dilemma that exists throughout the sports world, evaluate his core beliefs, resolve any conflicts that remain, look at the unintended consequences of his conclusion, and compare his conclusion with another verdict- just in case. Paul is faced with a decision to make now that he has a sampleShow MoreRelatedEthical Dilemmas Of The Workplace1538 Words   |  7 Pages1. Discuss an ethical dilemma that you have had to face in the workplace. Ethical dilemmas often occur when a manager or an employee is faced with two or more conflicting choices. Give as many facts and details as possible in describing your dilemma. The most difficult ethical dilemma I have dealt with was a summer job I had this past summer, while I was working for a bakery in my hometown. This past particular summer really tested what I believe is right and wrong and how to speak up. One of myRead MoreEthical Dilemmas Of The Workplace1291 Words   |  6 PagesEthical Dilemmas in the Workplace As a manager, you are the role model for staff. You set the standards, adhere to guidelines, and exemplify what you expect staff to model. By doing so, you are establishing and sustaining an organizational culture of ethics and integrity, which is the backbone of all successful endeavors. However, even the best structured organizations face ethical dilemmas in the workplace. It is how management recognizes and addresses these occurrences that will either set themRead MoreEthical Dilemma Assignment1766 Words   |  8 PagesCONSENT FORM Thank you for being willing to take part in this interview exploring ethical conflict or turbulence. I would like to transcribe the content of this interview to form a written document to be submitted to Sheffield Hallam University as a piece of assessed piece of coursework. It is important that you only take part in this interview if you want to. As such I would be delighted if you would complete and sign this confidentiality questionnaire prior to the interview taking place. (i)Read MoreCase Analysis : Ethical Dilemma1318 Words   |  6 PagesTitle of Paper: Ethical Dilemma One INTRODUCTION Mrs. Smith, is an 81-year-old widow. She has been widowed for over twenty years. She has been very independent with some assistance from neighbors due to her son living out of the area and unable to assist. Recently, she has had issues with her independence. She has set two accidental fires that caused damages to her apartment, as well as had a recent fall in the bathtub. These issues have gained her son’s attention which has led him to requestRead MoreEthical Dilemma at Workplace Essay1192 Words   |  5 Pagesï » ¿Introduction – What is an ethical dilemma? Ethics is the term we give to our concern for good behavior.   It is human nature to not only be concerned with our own personal well being, but also that of others and of human society as a whole.   The difference between moral dilemmas and ethical ones, philosophers say, is that in moral issues the choice is between right and wrong.   In ethical ones, the choice is between two rights. Everyday Im faced with decisions of right and wrong, most of whichRead Moret Types of ethical dilemmas Mastery67Questions123Materials Essay2477 Words   |  10 PagesTypes of ethical dilemmas Mastery 67% Questions 1 2 3 Materials on the concept: Typical Moral Dilemmas Confronting Business Communicators Ethics and Law for Management Communication Top of Form 1. As part of an effort to hire younger workers, a multinational organization assures applicants that they will get to visit its offices in other countries and work with the employees there. However, only two out of every nine workers actually get selected for such projects. What moral dilemma best fitsRead MoreThe Ethical Dilemmas of Collecting Data and the Consequential Revision of Commodities, Culture and the Politics of Representations Definitions 1751 Words   |  7 Pagesinformation or data has become assets to companies, being regarded as property to be bought and sold to between companies. However, this has put forward the following primary ethical dilemmas surrounding human rights: the right to informed consent and the right to personal data. In addition to the creation of ethical dilemmas, the collection of human data has brought about a need for a revision of definitions. Commodities are known as a raw material or primary agricultural product that can be boughtRead More Will the Real Lupe Garza Please Stand Up? Essay1216 Words   |  5 PagesAn ethical dilemma is defined as a moral issue, where a situation has two equivalent undesirable alternatives and neither choice will resolve the ethical predicament. Lupe Garza, mother of two children, is a temporary employee at a plant. Garza is an excellent and talented worker, and supervisors have taken notice in her skills. A human resource specialist named Sara Jones, mislead Garza in thinking she would unquestionably obtain a permanent job position at the plant, causing Garza to turn downRead MoreThe Ethical Principles Of Respect For Autonomy984 Words   |  4 Pagesthe nurse to administer blood despite Mark’s refusal. This situation presents an ethical dilemma to the health professionals involved in Mark’s care. The ethical dilemma is whether to uphold his decision not to receive the blood and therefore risk his life or give him the blood to save his life despite knowing his religious status and beliefs. There are several ethical principles involved in this scenario. The ethical principles of respect for Autonomy, Beneficence, Non-maleficence, Veracity and FidelityRead MoreDuty to Warn Essays1522 Words   |  7 PagesDuty t o Warn Jessica Hall PSYCH/545 09/4/2011 Dr. P. Duty to Warn The ethical dilemma I wish to explore is The Duty to Warn. This refers to the duty of a counselor, therapist to breach one of the most important bonds between a client and a therapist; the law of confidentiality. The therapist has the right to break confidentiality without the fear of being brought up for legal action. If the therapist believes that the client poses a danger, or is a threat to himself, someone else, or society

Remembrance and Change free essay sample

Remembrance and Change Sweat rolls down my neck as I attempt to scrub the remains of the green sludge from the water trough. I feel a small tug on my dirt caked jeans and hear a whisper of a voice, â€Å"I have to go to the bathroom; it’s an emergency.† I set down my steel wool and take one-step forward into the awaiting day. In 2007, I spent four weeks of my summer volunteering as a junior counselor at Camp Anokijig. Those four weeks were full of sweat, pain, and tears, but they were the best four weeks of my life. As Megan and I trudge towards the bathrooms, her shell of security melts as she points to everything that moves along the way. She never ceases to be amazed over creatures as small at a chipmunk or as big as a horse. We stray from the beaten path exploring every corner of the forest, leaving no rock unturned. We will write a custom essay sample on Remembrance and Change or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page By the time we reach the bathrooms, Megan no longer has to go to the bathroom, but instead has a new burst of energy. Energy I remember having during my first camp experience. Megan reminded me why I became a camp counselor that summer. It was not too long ago when I was in her shoes, amazed by the slightest things, new experiences and new people. We both attempted to make the most out of our camp experience, even if we needed a little help along the way from the counselors. I was able to inspire Megan to step out of her comfort zone and dive into the unknown by a small hike to the bathrooms on that first full day of camp. Watching Megan transform into a more daring adolescent made me realize something about myself: I enjoyed helping her accomplish this task. Seeing the look on her face from the new camp excitement brought forth a new personality characteristic for me: helping people. That week I discovered I could make a difference in someone’s life, no matter how small or big they are. Today, I keep this skill alive in the daily tasks of helping my friends with their chemistry homework or a fresh outlook on situations. It is also continued in my advance placement classes today by organizing study groups before a big test and lab groups to complete the incomprehensible lab calculations. I will take this through my college career. Whether it is joining the student government system to improve the quality of the university grounds or tutoring those in need, I will fulfill my drive to help people.

Roman Theatre free essay sample

In Roman times Plays were performed only at festivals, which were only ever held several times a year. Therefore when a play was performed everyone was very excited. On the day it was acted, people closed down their stores and all business was stopped at the forum. All the men and women would flock to the forum, very early in the morning, taking cushions with them for comfort as there were only stone seats. They would also take slaves with them and food and drink as the day was long. There were people however who had already had seats reserved. These were the town councillors and other very important citizens. They were given the best seats at the front. To get to these seats these people carried special tokens with them, telling them what entrance to use and were to sit. Anybody who came later, among the ordinary citizens would have to sit at the top of the auditorium due to lack of space. We will write a custom essay sample on Roman Theatre or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page It was possible for the large theatre in Pompeii to hold up to 5000 people. A dramatic performance was a public occasion as so admission was free. All of the money would be paid of by a wealthy citizen, who would provide the actors, the producer, scenery and costumes. This would be done to gain him popularity in the local political elections and for the benefit of his fellow citizens. This performance lasted all day and would consist of a number of plays, even during the hot temperatures of the afternoon. A large awning was suspended by ropes and pulley systems across most of the theatre to keep the audience cool and shaded. This system was operated by sailors who were used to using ropes and canvas. However, the awning could not be used on windy days and so the people used hats or sunshades. One of the most popular of all performances were called Pantomimes, which were a mixture of opera and ballet. The plot was usually a serious one and was based upon Greek myths. All the parts were mimed and danced by one masked person, while a chorus of people sang lyrics. Instruments like the, Lyre, Double Pipes, Trumpet and Castanets would accompany a pantomime and gave a rhythmical beat to it. Actors were usually played by Greek slaves or freedmen. They often became very popular for their skill and stamina. Comic actors were also very popular. They would wear grotesque masks and were put on as the end of longer plays as they were only short. They would include material such as rude jokes slapstick and Italian country life. They only ever used a few familiar characters such as Pappus, (an old fool) and Manducuds, (a greedy clown). They were recognisable by their strange masks. These days Plays at the theatre are a common thing. There going all the time with a huge group of actors all showing their skills. Nowadays we have other sources of entertainment such as the T. V and the Cinema and so theatre is not a loved source of enjoyment as it used to be. However it is still enjoyed, but things have changed drastically since the time of Rome. All theatres today are housed inside and although the seating layout is still the same, we now have much more comfortable seats and no one is treated with more due importance than others, (with some exceptions to very special people e. g. royalty). The are always fees for the theatre today and no one from town pays for them. You pay for your ticket and no one else. Plays may not be run all day, but there is a wide selection of different plays to go to, including pantomime, opera, dance and famous plays, such as Cats. We too, like the Romans have music to accompany our plays but we have a much bigger variety of musical instruments that the Roman era could not access. Our actors today don’t use masks, as they provide you with disadvantages such as breathing, visibility and uncomfortable situations. Instead actors, now just use make up and stunning costumes designed by an array of expert designers.

Action plan for preparing organizations to deal with the challenges and opportunities presented by diversity

Action plan for preparing organizations to deal with the challenges and opportunities presented by diversity Managers encounter enormous challenges as they try to manage diversity within the organization. To start with, they are required to learn how to handle individual versus group fairness. This refers to the extent to which the management should attempt to embrace human resource programs for purposes of dealing with diverse employee groups (Robbins Judge, 2007). Advertising We will write a custom report sample on Action plan for preparing organizations to deal with the challenges and opportunities presented by diversity specifically for you for only $16.05 $11/page Learn More Another challenge that the management has to encounter is resistance to change. Once an organization has embraced and adopted a working culture, it becomes very hard to try and change it later on. For example, resistance to diversity has made it hard for minorities and women to prosper and survive in the corporate sector. Resentment is also another issue that the management has to deal w ith. For instance, because the government imposed the Equal Employment Opportunities on organizations, many companies responded to the change in question by grudgingly complying with the government’s directive (Harvey Allard, 2009). Although employee diversity may result in better problem solving and improved creativity, it could also lead to chaos and open conflict in the event that the organization is faced with a lack of respect and mistrust amongst its workforce. As such, organizations need to embrace diversity because it would enable them to undertake their duties effectively. On the other hand, diversity at the workplace is reported to result in enhanced organization effectiveness. Diversity brings about novel ideas by fuelling innovation and creativity. This leads to the emergence of novel products and services that fulfills the needs and expectations of the customers. Diversity also results in better teamwork. This is because interaction within a diverse workforce r esults in enhanced motivation and morale, as well as better ideas in the organization (Harvey Allard, 2009). In addition, a diverse workforce gives companies a better image, patronage and reputation, in comparison with other companies that have not embraced diversity. Organizations that have embraced diversity are also likely to expand the most because of the reduced target crunch. Managers who are able to handle diversity properly help the firm to not only improve employee productivity, but also increase their motivation as well. Thus, employees feel valued, and that the firm has accorded them the dignity that they deserve. Diversity also lowers attrition and reduces absenteeism. Population growth is projected to increase further in the coming years and this will mean that organizations will be faced by more challenges and opportunities in as far as the issue of workplace diversity is concerned. Advertising Looking for report on business economics? Let's see if we can he lp you! Get your first paper with 15% OFF Learn More There is the need therefore for the organization to prepare for the aforementioned challenges and opportunities associated with diversity. To do so, organization must first embrace diversity. Accepting multiculturalism is the first step towards embracing diversity (Robbins Judge, 2007). As such, the management should try to accept diversity both in words and deeds. The second step is to ensure that you recruit broadly. In case there is a job opening at your firm, ensure that you have in place a diverse applicant tool. Management should work hard to ensure that it does not rely on the existing workforce as a source of referral for future employees. This is because existing employees are likely to recommend candidates with similar traits. Moreover, the management needs to ensure that the selection process remains free and fair, and that it does not allow for discrimination. More importantly, the management should ensure that the selection tests are related to the job at hand. Furthermore, it is important to ensure that all the other employees are taught on the need to embrace diversity (Robbins Judge, 2007). They should be exposed to diversity training so that they can realize the value attached to it. Recognize that various groups have varying values and needs because this is also part of valuing diversity. The management should also work hard to ensure that employees’ differences are reinforced (Schaefer, 2011). Employees should also be encouraged to value and embrace diverse views. Accentuate the positive elements of diversity as a way of celebrating this concept. At the same time, management should also be ready to deal with the various challenges associated with diversity. They include miscommunication, mistrust, attitudinal differences, lack of cohesiveness, and stress. The management should also try to avoid stereotypes. These are the preconceived ideas held by an individual regarding an individual. For example, there are beliefs that some specific traits or behavior are shared by members of a given race. Thus, stereotypes establish classes and try to fit people into them. It is therefore a hindrance to diversity at the workplace. If we allow stereotypes to go on in the organization, this is bound to bring about natural divisions (Robbins Judge, 2007). To combat this, managers should try and mix the existing teams. Advertising We will write a custom report sample on Action plan for preparing organizations to deal with the challenges and opportunities presented by diversity specifically for you for only $16.05 $11/page Learn More There is also the need for organizations to implement a diversity policy. The lack of a proper diversity policy has been linked to the high rates of attribution experienced by organizations today. Even before trying to hire diverse candidates, it is important first to ensure that the organizational e nvironment and culture support diversity. Failure to do so, we shall be faced with the challenge of retaining employees. Reference List Harvey, C. P., Allard, M. J. (2009). Understanding and managing diversity (4th ed.). Upper Saddle River, NJ: Pearson. Robbins, S. P., Judge, T. A. (2007). Organizational Behaviors (12th Edition). New York: Prentice Hall. Schaefer, R. T. (2011). Racial and ethnic groups (12th ed.). Upper Saddle River, NJ: Pearson.

Homeschool vs Public School Essay

Homeschool vs Public School Essay Homeschool vs Public School Essay Although home schooling provides the opportunity for individualized learning based on the student's strengths, public schools provide trained educators and social opportunities for character development. Many people believe that one is better than the other. There are many disadvantages and advantages to both methods of schooling. Many parents today are deciding to home school their children to bring them out of a potentially dangerous environment that is public school. It is estimated that parents are now teaching over two million children at home, rather than in public or even private schools. Home schooling greatly benefits many students and parents. Home school provides a flexible schedule for the child and the parent. If the child has problems in one subject they can spend more time on that subject then having to rush on to another one where the child is more proficient. Another great advantage of home schooling is the ability to build better relationships within the family. When being with the parents all day as a teacher and a parent the student/child is able to get closer to their parent and is more likely to confide in them as opposed to a public schooled child. With special cases such as children in gymnastics, any child athletes, traveling families, and teenagers who might work all day having the flexibility of when you actually learn and do your school work is very beneficial. There are also some disadvantages to home school. Some of the parents who home school their children do not have the credentials to do so. This could be a matter of opinion of if it really matters or not if the parent is accredited to teach education. In public schools each teacher is educated in that specific subject so they are a sort of expert when it comes to that subject. When parents choose to home school their children they also have to take in the expense and this can be a huge disadvantage to some. The expenses include the curriculum, supplies and equipment, homeschool group dues, extracurricular activities, field trips, transportation and lost income. When adding all of these things up compared to public schooling it can be a discouraging factor. Public schooling has many great aspects to which most children excel in. First of all the students have the advantage of learning within a group setting, which is always conducive for critical thinking and learning. The wide variety of extracurricular activities provided at public schools is a huge selling point compared to none with homeschool. Also in a public school setting the students have a wider variety of curriculum to choose from as opposed to homeschool. Public school is also filled with students from different backgrounds and socioeconomic classes. This is the same environment adults live in so it is good for students to be able to see their different views, beliefs, and backgrounds. Another advantage of public schools is the diversity of people when it comes to their ethnic, disability, and social background to help students see how to socialize with others different from themselves. All in all, learning in a group setting, socializing with different kinds of people, and a choice of extracurricular activities make public schools very appealing. As appealing as public schools may seem there is definitely a down side to them as well. For example, public schools tend to have a high student to teacher ratio which makes for a rougher learning experience for those who struggle in school. Not having enough of that one on one attention can be very discouraging for a student who does not understand a certain topic or subject. Scheduled learning accompanies public schooling and can be tedious and frustrating to those who

Healthcare Factors that Differentiate the Status of Health in a Essay

Healthcare Factors that Differentiate the Status of Health in a Population - Essay Example Social factors include the resources that improve the living standard of a human being. However, it can be concluded that availability of health sources are dependent on the social factors that enable a person to avail all the resources necessary for having a healthy lifestyle. Such resources include proper healthy food, medicines, prompt healthcare facilities and other necessary basic amenities of life. In case of Texas, majority of people are left unprivileged due to inadequate health resources and low health insurance coverage due to poor socio-economic structure of most people in Texas. As a result, it has been observed that every year 2500 Texans die due to inadequate health facilities, lack of proper food and unavailability of medicines (Code Red Texas, 2012). To ensure good health status in the state of Texas, it is highly important for the state and social welfare organizations to ensure economic stability and awareness regarding health in the area. The state government shoul d take imperative steps to determine all the social factors that are contributing in poor health outcomes. As a result, the government should formulate a plan to enhance and improve the life standard of the people in Texas. This can only be achieved by funding and investing in economic activities, offering better employment opportunities to the people and instilling sense of social responsibility in the minds of people. References US Department of Health and Human Services (2012) Healthy People 2020 retrieved from http://www.healthypeople.gov/2020/about/QoLWBabout.aspx Lomas, J. (1998). Social capital and health: implications for public health and epidemiology. Social Science & Medicine, 47(9), 1181-1188. Code Red Texas (2012) Code Red; the critical condition of health in Texas 2012. Retrieved from http://www.coderedtexas.org/files/Code-Red-2012.pdf #Health Literacy Health literacy provides an important platform for handling health related issues for people with low income and low l iteracy rate (Marmot et al, 2006). Health decisions according to Marmot, (2007) are established basing on appropriate standards as required in accordance with existing health policies. Healthcare decisions are therefore valid and valuably relevant especially when considering proper use of newer technologies (US Department of Health and Human Services, 2012). The core substance defined according to societal needs is based on unique health actions. I have analyzed HRSA to study the health communication and the use of technology in health and how it benefits different people. The website (HRSA) provides coherent and in-depth information on each and every disease and other health related issues. It targets the audience within the US and also provides assistance to people living outside of the US through emails and online support. For people unfamiliar with English, it provides all the details in Spanish as a second language. Visuals have been applied and have offered a better level of a ttaining the required information. The use of pictures provides better understanding even to the non healthcare readers to acquire the first hand knowledge and the concept. It could have been more understandable for them if the pictures contain further information regarding a specific disease. The readability ratio on the

Class activity Essay Example | Topics and Well Written Essays - 250 words

Class activity - Essay Example In view of this, executives must understand that they have a legal and moral responsibility to implement preventive measures to eliminate harassment. Case Analysis: Will teams work 1. The managers must be trained on the technical aspect of the job. Training on productivity and how to motivate the workers should be given to the managers. This will be very helpful to them in creating a workplace conducive to productivity. 2. The managers should be competent in the technical know-how. They should not only be results-oriented but also learn to appreciate the efforts applied on the job. Team work should also be emphasized. These competencies will help motivate the workers more. 3. The managers should be trained first and foremost on the technical aspects in the automobile parts manufacturing. This will take around six months to one year. Training on human relations is essential so they will learn to deal with the factory workers and eventually learn to motivate them; thus, making them mor e productive. This training will probably take one month. 4. One of the alternatives to management development is the development and training of the factory workers.

Reaction paper Essay Example | Topics and Well Written Essays - 250 words

Reaction paper - Essay Example He himself admits that Zyklon B had been used for delousing and as claimed, 95% of the gas had been to address infectation problems leaving only 5% to kill people. The real question redounds to the verity of the extermination of over 4 million Jews in the Holocaust as proliferated in hundreds of books. The revisionist view definitely stimulates critical thinking and appreciation of the facts as presented. If indeed Cole is correct in saying that there had been no extermination and that we had all been victims of Soviet deception and of exaggerated number and facts then the truth continues to be beyond our grasp. I guess much like everyone else, we had been emotionally invested in the gruesome stories of the holocaust which makes for a riveting story. But a good story and the truth are two different things. The search for the truth is perhaps among the most difficult endeavor to take. History can dependent and subjective. Cole’s allegation that Rudolf Franz Ferdinand Hoess had been tortured to admit to the killings through gas chambers and his subsequent execution in Auschwitz after the Nuremberg Trial is but a farce which had fooled everybody. If this were true, then the concept of justice as we know it must be reconsidered.

Kautilyas Arthasastra: Military Aspects

Kautilyas Arthasastra: Military Aspects CHAPTER I: INTRODUCTION 1. Army has been regarded from time immemorial as one of the essential instruments for the maintenance of a state. Kings, not only in India but throughout the ancient world, maintained well organised and well equipped armies both for the defence and expansion of their kingdoms. History is abounds in instances that whenever any ruler or state neglected the proper maintenance of their armies, unpleasant results in the form of loss of sovereignty or territory have occurred. The study of the organisation and administration of the army of a particular country in a particular period shall always give clues of its basic fabric. The topic under study deals with the role of Kautilyas Arthasastra in organising and administrating large armies and its relevance in todays world armies. 2. Kautilyas Arthasastra had never been forgotten in India and is often mentioned in later literature, sometimes eulogistically and sometimes derisively. But the text itself was not available in modern times until, dramatically, a full text on palm leaf in the grantha script , along with a fragment of an old commentary by Bhattasvamin, came into the hands of Dr R Shamasastry of Mysore in 1904 who was then the Librarian of the Mysore Government Oriental Library. He published not only the text (1909) and an English translation (1915) but also an index Verborum in three volumes listing every word in the text. Subsequently another original manuscript and some fragments, in a variety of scripts, were discovered as well as old commentaries of the text. An another author Dr RP Kangle of the University of Bombay devoted many years of painstaking edition and comparing the various texts and translations. His monumental three volume edition of the Arthashastra was first published between 1960 a nd 1965 with detailed note.[1] 3. Kautilyas Arthasastra is a treatise on artha and sastra. [3]. Artha is an all- embracing word with a variety of meanings in 1.7.6-7 , it is used in the sense of material well being; in 15.1.1 livelihood; in 1.4.3, economically productive activity, particularly in agriculture, cattle rearing and trade ; and, in general, wealth as in the wealth of nations. Arthashastra is thus the science of politics as it is used in 1.1.1 or 1.4.3 .It is the art of governance in its widest sense. The subjects covered include administration; law, order and justice; taxation, revenue and expenditure; foreign policy; defence and war. 4. Kautilyas Arthasastra contains fifteen adhikaranas or books. Of these the first five deal with tantra or the internal administration of the state. The next eight deals with avapa or its relation with the neighbouring states and the last two are miscellaneous in character. The eighth adhikarna or book is concerned with vyasanas, that is, the calamities ,shortcomings or weakness affecting the various prakritis. It is necessary to overcome the shortcomings before any aggressive activity can be undertaken. The ninth adhikarna deals with preparation for war and describe the kinds of troops that should be mobilised for an expedition, the proper seasons for starting an expedition, the precautions to be taken and the dangers to be guarded against before starting and so on . The tenth book deals with fighting, and describes the camping of the army, its march, various modes of fighting, types of battle arrays and other topics.[4]Thus this study shall primarily concentrate on book eight, nin e and ten in particular and other books in general. 5. The Legend K autilya : This mastermind, who could write a definitive treatise on economics and government at a time when large parts of the world was steeped in intellectual darkness? All sources of Indian tradition – Brahmanical , Buddist and jain-agree that Kautilya (also refer to as Vishnugupta in a stanza included at the end of the work) destroyed the Nanda dynasty and installed Chandra Gupta Maurya in the throne of Magadha. The name Kautilya denotes that he is of the Kutila gotra ; Chanakya shows him to be the son of Chanaka and Vishnugupta was his personal name[6] Kautilya then retired from active life and reflected on all that he had learnt during the process of overthrowing Dhana-Nanda. Since he found the earlier works on statecraft unsatisfactory in many respects, he composed his own definitive work presenting his ideas concerning the ways in which a ruler should gain power and maintain his authority. He was way ahead of his times in his thinking and covered every conceivable aspect on th e art of politics and warfare, which could be imagined at the time he lived. For Kautilya, military strategy was an integral part of the science of polity and he made no distinction between military techniques and statecraft. Kautilyas Arthashastra is a practical work which could have been written only by one who had implemented the tactics which he preached. How to form alliances, how to organise and administer them, how to attack a powerful king, how to deal with revolts in rear, what tricks to play on gullible people- there is plenty of evidence in the text to indicate that the author was giving real life answers to every conceivable hypothetical situation. 6. Statecraft and battle craft have changed over the centuries due to the fast changing technology and increasing requirements of human beings. Kautilya a mastermind contributed immensely to the development of the same, his extraordinary arrangement of battle groups in war and administering them during peace keeping all extraneous factors in mind still remains a masterpiece for century armies. CHAPTER II: METHODOLOGY Statement of Problem 7. To study the military aspects as enunciated by Kautilya in Arthashastra with a specific reference to organisation and administration and analyse its relevance for todays armies. Justification of the Study 8. The Legend Kautilya in his renowned work ARTHASHASTRA has dealt with various contemporary subjects which formed the basis of Chandragupta Mauryas rule and victories, in fact there is a general view that Kautilyas Arthashastra deals only with matters of foreign policy and economy. It is seldom realised that a great portion of this book does in fact, deal extensively with matters of military, he indeed consolidated all the prevailing grand strategy and tactics of those times and gave his expert opinion on the subjects, which ultimately led to victories of Chandragupta Maurya , who never lost a single campaign. It thus emerges that the brilliance of Kautilya was not only in diplomacy but also in warfare, but the fact that strikes out is that he was able to lay down methods to organise and manage the armed forces in a vast empire. The concepts of military administration and organisation in war and peace were inadvertently covered and spread out in all the adhikaranas, thus leading for topic of research for bringing forth, integrating and analysing those sublime aspects of organisation and administration which formed the bed rock of administering and organising large armies as of Mauryan empire, and at the same time analyse its relevance for 20th century armies. Scope 9. This study concentrates on the relevance of Kautilyas teachings with regard to military aspects in general and organisational and administrational aspects in detail including the aspects of tactics, strategy. The study aims to focus on aspects, which are still relevant for the better management of a large army like ours. 10. Methods of Data Collection. The information has been gathered from books, journals and the internet. The bibliography of sources is appended at the end of the text. Chapterisation 11. The subject under study shall be covered under following chapters: CHAPTER III : ORGANISATION OF ARMY 12. Chandragupta maintained a large standing army , though he acquired a big army from his Nanda predecessors, he made impressive accretions to its strength, so that it stood at six lakh infantry,30000 horses,9000 elephants and 8000 chariots . An efficient war office supervised this powerful army. Its thirty members were divided into five member boards . The six boards were : (a) Admirality. (b) Transport. (c) Commissariat and Army Service Infantry. (d) Cavalry. (e) Chariots. (f) Elephants. 13. Kautilya had divided the army into four arms i.e Patti or Padati(Infantry), Asva(Cavalry), Ratha(Chariots) and Hast (Elephants) and hence it was named as Chaturangabala or the four limbed army headed by their respective Adyakshas or Superintendents[7]. They had Following roles to play: (a) War Elephants. The king relied mainly on elephants for achieving victory in battles. They were the premium arm of the army and relied on their strength and shock effect to route the enemy from the battle field. They were required to destroy all arms of the service of the enemy and to break his battle formations. Kautilya has laid much emphasis on the use of elephants as a battle winning factor with following functions: (i) Marching in front, making new roads. (ii) Protecting the flanks. (iii) Helping to cross water and climb and descend from mountains. (iv) Breaking up enemys unbroken ranks, trampling enemys army. (v) Causing terror, capturing battle positions. (vi) Destroying ramparts, gates, and towers. (b) The Cavalry. The cavalry being the most mobile arm in the army was used to influence the battle. It was tasked for the following. (i) Reconnoitring battle grounds, camping sites, forests. (ii) Securing level grounds, water supply sources. (iii) Destroying enemies and protecting own supplies and reinforcements. (iv) Extending the range of raids. (v) Assault the enemys battle formation. (vi) Attack the enemy from the rear. (vii) Cut off the enemys line of supply. (viii) Isolate the enemys strong point. (ix) Feign retreat so as to persuade the en to pursue, once the enemy lost its cohesion the cavalry was supposed to turn around and rout him. (x) Restoration of sit by plugging gaps in own def made by enemys assault. (xi) Making the initial attack, penetrating or breaking through (xii) Pursue the defeated en. (xiii) Rallying the troops.[8] (c) Chariots. The war chariots had lost their effectiveness particularly against well trained cavalry, Maurian army retained war chariots as an independent arm, and they were restricted to a single offensive role of launching a charge against infantry and a near static defensive role. The arm lacked versatility and was too sensitive to terrain; it could produce result only under ideal conditions. According to Kautilya the chariots were to act as the mainstay of the formation in offensive and defensive roles. Their main function was to break up the opponents battle formation during offensive operations and repulse the enemy assault own formation and recapture lost ground by counter attack. (d) Infantry. There were primarily two types of infantry in Mauryan times, archers and spearmen and both were employed together. Archers performed the role of close support weapons as well as artillery and spearman carried out close combat. The spearman carried a large shield for protection. Chandragupta Maurya had turned the infantry into large standing force like the other three arms in the service. Infantry was the main fighting arm as it had the ability to fight over all types of terrain during all seasons and both by day and night. They were also used to protect captured grounds. Apart from the tasks mentioned above, the infantry was also supposed to give close support to the other arms ie the Elephants and the Chariots[9]. Organizational Structure 14. Kautilya had emphasised on hierarchal system for administration of army. The structure of the defence forces at the highest levels was as shown below: Commander -in- Chief Senapati(Chief of Defence) Chief Commanders of Chariot Corps Elephant Corps Cavalry Infantry Divisional Commanders 28. The chief of the four wings were subordinates to the chief of defense. Under the Chief Commanders, there were Divisional commanders. There were other officers such as Camp Superintendents who were given specific functions during the march to battle. The structure below the level of Divisional Commanders is specific to battles. 29. Every division of the formation had its own distinguishing trumpet sound, flags and banners, these were be used to signal the commands to the division-dividing themselves in to sections, joining together ,halting, advancing, turning and attacking. Battalion commanders and Divisional Commanders were responsible for moblisation and demoblisation. Secret agents, prostitutes, artists and artisans and retired military officers were kept to watch over the loyalty or otherwise of soldiers. Duties of Defence Officials 30. The Chief of Defence. (a) Qualifications. The chief of defence was suppose to be an expert in the use of all kinds of weapons used in warfare, riding elephants, horses and chariots and he was conversant with the relative strength of the four wings of the army and how to deploy them in battle. (b) Responsibilities. (i) Discipline in armed forces. (ii) Formations. (iii) Strategy and Tactics. (aa) Choose the best time to start an expedition. (ab) Choose the best terrain and the best season for fighting. (ac) Arrange the disposition of own forces (in the light of the enemies array). (ad) Plan the breakup of the enemies rank. (ae) Destroy enemies scattered troops. (af) Besiege and destroy enemy forts. 31. The Chief Commander Of Elephant Corps. Responsibilities were:- (a) Protection of elephants. (b) Construction and Maintenance of stables, stalls. (c) Training of elephants. (d) Assigning tasks to them. (e) Equipping them for war 32. The Chief Commanders Of Other Corps. Responsibilities Common to all were: (a) Knowledge of different type of equipment needed for his wing and use of such equipment in war. (b) Giving appropriate training. (c) Keeping account of equipment and animals under his charge. (d) Maintaining their equipment in good condition and repairing them when necessary. (e) Supervising the work of all employed by him. (f) Maintaining Discipline. (g) Reporting to the king the state of readiness of his troops[10]. 33. Other Commanders:- (a) Commander of the Kings Guard (Antarvamsika). This very high official, who ranked just below the seven highest paid officials including the senapati, must have been an army general, promoted after having held the appointment of director-general of his own arm. He was directly in line for promotion to senapati. He was in the pay scale of 24,000 pannas, in the same scale as the kings chamberlain and the chancellor. His importance was due to his responsibility for the security of the king and other members of the royal family in the palace. There must have been two other officers directly under his command who assisted him in ensuring the safety and security of the king and the royal family. One was the commander of the male guards who guarded the palace and the commander of the female archers who were detailed as immediate guards for the kings person and his personal quarters. (b) Commander of the Marches (Antapala) The antapala was responsible for guarding the borders of the State. For this purpose border posts were established; their primary purpose was a check on entry of enemy agents, undesirable elements, collection of customs duties and control over the entry of foreigners. Kautilya advocates the establishment of only four border posts, one in each direction of the compass. The siting of border posts on naturally defensible terrain is advocated so these must have served a defensive purpose as well. The antapala must have been a military officer, possibly with detachments from the army for the protection of his posts. (c) Durgapala. Durgapala (fort commanders) must have been army officers who also commanded detachments of regular troops which acted as garrisons, Kautilya mentions at least one fortified city or capital of the State which needed a durgapala. In the text, he refers to other forts. sited to take advantage of naturally defensible terrain. Larger States obviously had more than one fort which acted as bases for military operations and offered refuge in case of need. Types of Troops 33. Kautilya lists six types of troops which may become available to a king and examines the relative merits. The troops are maula (standing army), bhrta (local volunteers auxiliaries), serni (organized mercenaries), mitra ( trops of an ally), amrta ( enemy deserters) and atavi ( tribal levies). [11] (a) Maula Troops. These are the standing army of a state composed of soldiers who may have served the kings family for several generations. They are residents of the state and their interest coincides with those of the king. Their loyalty is assured, their weapons, equipments and the animals are the best the state can provide and their motivation and state of training is high. It is however only prudent that a proportion of this force be left behind for the security of the state. Kautilya recommends that around one- fourth of the maula troops be left in the capital. The maula troops should form a large part of an expeditionary force if : (i) The enemys troops are well trained. (ii) The campaign is expected to be difficult and hard. (iii) Other available troops are unreliable. (iv) Surplus maula troops are available after fully meeting the requirements of the capital and the rest of the state. (b) Bhrta troops. These are locally raised volunteers engaged for the duration of the campaign. They are either veterans or first time volunteers, usually trained in the handling of personals weapons. By profession they were either farmers or small traders who decided to take part in a campaign. As natives they have a stake in the security and welfare of the state. Such troops are reverted back to their professions after the end of the campaign. Their employment is recommended if:- (i) The enemy is weak and a large number of volunteers are available. (ii) The campaign is expected to be easy with little actual fighting. (iii) Success is more or less assured by the use of other means like covert operations or diplomatic efforts. (c) Sreni troops. These were trained, equipped and organised bodies of mercenaries under their own leaders who were available for hire to fight for a specified period of time. Their employment is recommended when:- (i) The opposing forces consist of primarily mercenaries. (ii) Much hard fighting is not anticipated. (iii) Sreni troops are available in adequate numbers for the campaign as well as for the defence of the capital. (d) Mitra troops. These are troops loaned for a campaign by an ally. Their utilisation is advocated if :- (i) Such troops are available in large numbers. (ii) A short campaign is anticipated because of good chances of early success of diplomatic moves underway. (iii) To oblige an ally. (iv) It is proposed to deal at first with the irregular part of enemys army, with his allies and his population centres, prior to attacking his main forces. (e) Amrita troops. These comprise enemy deserters and prisoners of war. They are not to be trusted but their employment is recommended if the eventual outcome of battle is of little consequence. (f) Atavi Levies. These were bands of tribesmen from the jungle who join the king under the command of their own chiefs with the primary purpose of collecting loot. These bands and amitra troops are unreliable and Kautilya considers both categories as dangerous as a snake. The above two categories of troops may be employed if:- (i) If they are available in large numbers to attack the enemys cities and irregular troops. (ii) It is proposed to delay the employment of the main force. (iii) It is Politic to get rid of them because their loyalty is suspect. Atavi troops may be employed as guides or to counter the use of similar to levies by the enemy both categorys of troops. 34. An army composed of units recruited from diverse sources and ready to fight for plunder may be an energetic army. On the other hand, an army whose soldiers belong to the same region, caste or profession is a mighty army; it will continue to fight even if its pay is in arrears and there is shortage of food. It shows bravery even in adverse conditions and its loyalty cannot be subverted. 35. A king should make efforts to obstruct the mobilisation of his opponent. His potential recruits should be intercepted and if necessary recruited into own army. Such personnel should however be discharged at the right time but well before the commencement of actual operations. Analysis 36. A close analysis of Organisational structure propounded by Kautilya in his Arthashastra is a sterling resemblance of what is followed in Indian Army with slight modifications. And it is clearly evident that the basic finer intricacies of the organisation remained the same though the gross structure underwent a change keeping latest technological development in mind. 37. Kautilya was way ahead in his times with clear vision and military thinking thus created an organisational structure catering for civil supremacy and ensured effective coordination between various components of the army which is still relevant at large. Chandra Gupta Maurya had a large standing army to manage similar to that of Indian Army and without a sound organisational structure it would have been virtually impossible to achieve victories which he had set for himself. 38. Kautilya had clearly categorised his army into various corps i.e Cavalry, Elephants, Infantry, Chariots etc with a clear division of roles in war, which is very much akin to our present system of various line directorates in our armies. He had also formed clear command and control structure with minimum scope for ambiguity. He had emphasised on Hierarchical system Command and control in armed forces some 2300 years ago which is still relevant in todays times. 39. The organisation of the Maruan army was little different than the one followed in our army today. Though a striking similarity is the presence of the adyakshas that can be related to our line directorate which are too led by a Lieutenant General. The rank structure is not restricted to any arm but common throughout the army. To elaborate, the pattika was a rank not belonging to a particular arm but he commanded elements of all the arms. This helped in better command and control. This also ensured of a clear demarcation of command structure which was irrespective of the arm, this practice is still followed. 40. When coming to appointment of heads of departments, Kautilya had ensured that they had requisite degree of qualifications for tenanting that kind of appointment and had a clear defined standards and roles for all of them, which is still largely relevant in our armies where selection processes ensure that the said officer had undergone necessary courses and has a requisite skills suitable for tenanting that kind of appointment. 41. Kautilya had imposed various degrees of confidence in terms of loyalty and integrity depending upon the community of troops, probably a relevant thing in those times, but in present times it is debatable whether it is relevant or not as for some community specific armies it may hold good but in Indian context, though the Indian army still have pure regiments based on caste system but the pedestal of loyalty and integrity attributed to each community is the same thus this particular thing is not relevant to Indian Army of present times. 42. Kautilya proposed to have a standing core army consisting of officials down to the Pattika and the regular soldiers to be recruited for the period of war. Specialists like elephant riders archers etc were also recommended to be retained as permanent soldiers. Though India has a large standing army which is used both for protection of its borders and for launching offensive. There is no differentiation in the kind of troops used for both the tasks as envisaged by Kautilya. Probably We can have smaller standing army which can be well trained and equipped with the best of the equipment. On the other hand we can have a larger component of Territorial Army that can be mobilised before an operation. The defensive formation can have Territorial Army and some of the regular troops where as the strike formations can be composed of regular troops. This will help in reducing the defence expenditure and the money saved could be better used for equipping and training of the regular troops. CHAPTER IV: ORGANISATI ON OF LAND FORCES IN OPERATIONS Brave men, giving up their lives in good battles, reach in one moment even beyond those (worlds), which Brahmins, desirous of heaven, reach by a large number of sacrifices, by penance and by many gifts to worthy persons- Kautilya 43. Kauilya gives an exhaustive description of how to arrange the land forces for a set piece of battle, starting with positioning various kinds of forces at various echelons of battle field after giving due considerations to planning parameters. War fighting as propounded by Kautilya has an uncanny resemblance to the methodology in practice today. He was a believer of a strong central force along with two wings which can manoeuvre and the importance of reserves. He is perhaps one of the first thinkers to suggest a tactical grouping of forces with a clear cut commander. This helped in easier organisation of the forces as well as downsizing the army when not in need. Tactical Grouping. 44. Grouping of arms for battle at the lowest level has been practised in ancient India since epic times. Kautilya suggested a standard form of grouping of all arms, for the first time ever. The suggested groups corresponds to a remarkable degree with the current practice in modern armies adopted well after WW II . The lowest grouping was at platoon level, a group now referred to as combat team. Because of this remarkable similarity, the modern designations of combat team, combat group and combat command.[12] Each horse was supported by six foot soldiers three of which were archers (Pratiyodhas) and the remaining three were armed with a sword, spear and a shield (Pratigopas) Initially the archers were placed in front so that they could exploit the range of their weapons and as the battle came to close contact, they would recede and the pratigopas would come in front. 45. Patti. Each elephant or a chariot enjoyed the support of five horse groups. This entire group including an elephant / chariot, five horses, 15 Pratiyodhas and 15 Pratigopas formed the lowest tactically grouped sub unit called the Patti. The patti was commanded by a Pattika. 46. Sena. Consisted of ten patties and was commanded by a Senapati or a battle group under a battalion/regimental commander and ten or less senas formed a brigade commanded by a Nayaka. 47. Intervals .There are two sets of intervals or gaps between the files and ranks laid down by Kautilya, one is a narrow gap with the proviso to increase it by double or three times and the other is a larger gap between archers which extends to other arms. It is possible that smaller gaps are for forming up on ceremonial and drill purposes (close order) were archers do not need extended space and larger intervals (open order) for battle information. In a battle formation adopted in an open order the minimum gap between two files of archers was one dhanu(bow) of five hastas(forearm) or 2.5 mtrs, between horses it was three dhanu(7.5 mtrs) and between elephants or Chariots it was five dhanus(12.5 mtrs). The interval between the centre and a wing as well as a wing and its flank was also 12.5 mtr. Kautilya does not indicate the gap to be maintained between ranks but it may safely be assumed that the interval between sub ranks,ie. Within a rank of elephant or chariots, i.e between a sub rank of patiyodhas and a horse would be three dhanus and between ranks, i.e the rare sub rank or padagopas of the front rank and the front sub rank of patiyodhas of the second or centre rank would be five dhanus(12.5 mtrs). These intervals could be increased in accordance with the ground available for battle and the size of the force to be deployed. 48. Reserves. Reserves held an important place in the battle formations as per Kautilya, reserves were directly involved in shaping of the battle field and were placed directly under the control of the king. A firm base was to be established on a suitable terrain approximately 600 -700 m behind the army and it was here that the reserves were placed. The reserve consisted of about one third of the best available troops. The king was advised to be stationed at this firm base after the actual fighting commenced and be in a position to influence the battle by sending reinforcement when and where needed and to make the firm base as a rallying point in case of a reverse.[13] 49. Standard battle formation (vyuha). A standard brigade group was formed for battle is referred to as a standard battle formation or array. Additions and alterations were made to it, according to a formula, in order to accommodate additional troops available for deployment. The standard brigade group deployed five senas each which contained nine to ten pattis; total troops deployed were: (a) Elephants or Chariots : 45 (b) Horses : 225 (c) Patiyodhas(archers) : 675 (d) Padagopas(foot soldiers) : 675 This force of five senas formed up in five groups i.e centre (urasysa) in middle, the right wing (kaksa) and the left wing (kaksa) after an interval of 12.5 mtrs on both sides and after another similar interval the right flank and the left flank (paksa). Each of these groups or senas formed up for battle in three ranks of three elephants each (three patti). Each elephant had three horse groups in front and two behind it with standard deployment as illustrated earlier. Thus making a total of 27 archers a head of each sena. The archers could effectively utilise their long range capability before close contact was made with the enemy and the change over placed them with the spearmen behind the horses, just prior to the two sides engaged in close combat. However in such a deployment the interval between elephants was at around nine dhanus or 22 mtrs which is tactically unsound and out of supporting range of neighbouring elephants , in any case Kautilya places the suitable gap between ele phants at 12.5 mtrs. The only solution seems to be to for France and US: Employment and HR Strategies Comparison France and US: Employment and HR Strategies Comparison Nowadays any international firm worldwide is seeking for global completion in order to expand their activities overseas, and many organizations want to open subsidiaries to reach the competitive advantage, and the organization cannot build a good and affective working team without HRM, which includes recruiting skilful employees, dealing with HR problem, motivating workforce. So in this assignment Ive decided to talk about two of the leading countries in the world, USA and France, since theyre the top of the range in the worlds economy. Each country has a different and successful style to run their economy as well as the worlds economy and acquired an order winner. In this report Im going to include employment systems and HR strategies, policies and practices of this two countries (the common points and what differs them from each other) http://www.humanresourceexcellence.com/importance-of-human-resource-management/ http://arno.uvt.nl/show.cgi?fid=121722 Outline: https://www.oecd.org/france/Employment-Outlook-France-EN.pdf A brief history of HRM: Back in 1880s, the personnel became for the first time important in business, and has been accepted by many organizations, especially after the world war. After in 1940s the personnel became important and has a role in management. 20 years later the name of personnel in USA changed to human recourse management. This name was included worldwide and became more important in firms furthermore it acquired added values (ex. Education, organizational behaviorà ¢Ã¢â€š ¬Ã‚ ¦etc). Later on several laws came in regarding HR policies and discrimination within the companies (age, gender, nationality à ¢Ã¢â€š ¬Ã‚ ¦etc), in addition insurances came in (health, accidents à ¢Ã¢â€š ¬Ã‚ ¦ etc). So HRM main mission was to deal with those laws as well as workforce and help managers that they worried about losing competitive advantage especially that chinas economy was increasing significally, so as an outcome, worker inclusion arrangements were executed. Employment rate in USA and Market labor: employment rate in USA didnt change to much, well it fell 0.1 percent in only 1 month from 4.8% in January to 4.7% in February, and that was exactly what the experts anticipated, and the number of unemployed people still without improvements with a 7.5 million people. The employment rate average in US is 5.81 from 1948 until 2017 https://www.bls.gov/news.release/pdf/empsit.pdf Talking about the workers classes, the unemployment rate in USA is classified by categories for white people, it declines to 4.1%, black people 8.1% and Asian 3.4% in February 2017(see appendix) For those who didnt work for a long time (long-term unemployment) kept almost stable at 18 million people the rate of 23.8%, however mathematically speaking it decreases slightly by 358.000 people, but it didnt change the rate. The employment rate for part time jobs for economic reasons (either lack of full time jobs in specific areas or their hours had been cut back), is 5.7 million in 2017 Nonfarm payroll employment enhanced by 235000 this month, people found jobs in construction, manufacturing, educational services, mining, manufacturing à ¢Ã¢â€š ¬Ã‚ ¦etc. Construction employment has improved by 58 000 in multiple specialties, engineering with an increase of 15 000, and labor forces +36 000, this sector this year has created over 177000 jobs opportunities during this half-year The second place is private educational services that has risen by 29 000 during this month, this year the employment in this sector has enhanced by 105 000 In the manufacturing sector has offered about 28 000 job this month, in food manufacturing about 9000, machinery 7000, this pas 6 month this sector came the third and added 57 000 jobs And other sectors offer job opportunities even if its not with a huge number, still it helps the economy and employment system, like mining that has increased by 8000 during this month. Back to October 2016, this sector has known its lowest level, but in a period of one year, it develops by 20 000 since then. Employment I other sectors like: wholesale trade, transportation, warehousing, finance, hospitality, public sectors and government, didnt change to much that their percentage stayed the same. Employment system and culture in USA Employment system in USA is quite different and flexible, for employees there isnt much stability or warranties in work, in the matter fact workers in general prefer to switch jobs they dont like to stay for a long time in the same organization with the same routine, they like to change and learn more from different places, the average of changing jobs in US is basically every 3 years, employees think more about their own objectives and yearnings than those of the association. And for companies in US like to recruit graduate since they are full of energy and motivated to work, and they know they can perform more and learn easily, as well as graduates like to work for smaller organization to learn and acquire more experience, in addition they can feel that they are responsible, because USA believe in undependability. Another point in USA they have a flexible working atmosphere and more informal, that workers can feel comfortable during work, no dressing codeà ¢Ã¢â€š ¬Ã‚ ¦etc. https://www.bls.gov/news.release/pdf/empsit.pdf Employment rate in France and Market labor: In France people aged between 16 and over are called the active population and theyre about a 29 million, and in the past decade it has enhanced by 1.8 million, and it keeps enhancing, that there are estimation to increase more by 1.6 million individuals by 2025, to reach 30 million by then. In this active population 18% are working part-time jobs, and these time are basically by females, a percentage of 30.2% comparing to males that represent 6.9% only. After the EU, the employment rate for people from 15 to 60 years old is an average of 64.1%, and as long as France still in the EU, they have a rate of 70% behind Netherlands, Sweden, Germany, Denmark and Austria. With 1.5 focuses more than in 2013, the rate of businesses who want to enroll no less than one individual over the span of 2014 has achieved 20%, which relates to 450 000 potential selection representatives. While the inclination to select is developing in organizations with at least 50 representatives, it has stagnated among those with 1 to 50 workers. The conditions of labor market in France are improving significally, and after Organization for Economic Cooperation and Development. (OECD) the employment rate has returned after 6 years when financial crisis started in 2009. Real wage development has stayed subdued, since 2007, raising a few worries of a delayed time of wage stagnation. Recently in 2016 Unemployment rate stayed at the same level however it still in a high level, with a 9.9%, and its expected to decline by the end of 2017. And back in 2009 until now, the distinction in the unemployment rate has broadened altogether, from a 0.3% as a point gap in 2009 toward an estimate 3.6 point slack toward the finish of this year. In addition the employment rate in France is additionally at a 10-year high and is relied upon to increment advance       https://www.oecd.org/france/Employment-Outlook-France-EN.pdf Employment system and culture in USA Recently the most profile demanded in France are the most sought after are occupations are private services to individuals for instance, workers, baby sitters, cleaners, waiters, services for restaurants and cafes as well as hotel workers. In addition organizations too offer various open door for low-skilled individuals like (cleaners, security à ¢Ã¢â€š ¬Ã‚ ¦etc.), or in official posts (RD, IT managersà ¢Ã¢â€š ¬Ã‚ ¦etc.) According to (Brunstein, 1995) French companies are often hierarchical and Tayloristic with elitist grandes ecoles' as they follow a strict education management, likewise (Klink, V., Mulder and Lane, 1994-1995), these gentlemen have represented French companies as being founded on ruling system, and control with power gathered at the top. And according to those researchers this tough managerial autonomy is a result of trust absence between the employers and the workers. In French system regarding starting a carrier in a company, and with this luck of trust administrators often appear to be hesitant to concede representatives access to data about the generation procedure and administrative matters, since its an important data is the important for the top hierarchy to keep their power, otherwise theyll put themselves in a danger of losing it. And basically the employees frequently stay at the same position their whole carrier in the same specialization. Not like American system, theyre more strict and formal and they believe in authority and hierarchy. http://hrmpractice.com/hrm-france/ https://ec.europa.eu/eures/main.jsp?catId=2647acro=lmilang=encountryId=FRregionId=FR0nuts2Code=nullnuts3Code=nullregionName=National%20Level references appendix

Australian company Law

Due to the nature of the transitory issues that have been faced by the workers from their shift from Casino Limited to caterers Limited, a solution regarding their salary and remuneration can only be solved through the application of the company law.Australian corporate and company constitute a divergent legislation due to the nature of the commercial activities in Australia.   Perhaps, the amendment of the commonwealth workplace Act in Australia has led to diversified laws regarding the employer and his employee.   Due to these amendments, employees are therefore faced with different legal requirement in regard to their work.The company law is responsible for the regulation of the corporate governance and the general administration of the company.   Within the corporation are different stakeholders who are responsible in performing different duties.This groups work together cordially and in harmony with another to ensure the smooth running of the corporation.   In the corpor ation, different parties should perform different duties.   In their performance of the duties, these parties are guided by different rights which ensure no conflict within the company. (Ferran, 1999)Among the parties to the company are the employees.   Like other employees in a company the employees of the Casino Limited whom have been divided with some becoming subordinate employees of the caterers limited, are entitled to specific rights in their recognition of them as been workers in the company.   To them they are entitled to good working environment and a remuneration which best improves their lives as workers.To the case between these employees and the Casino Limited, the employees had entered in to a contractual relationship with the management of the company in regard to their ruminations.   In this contract, they were to be paid wages and salaries that were to be in excess of other workers in similar resorts in Australia.This comes only to an agreement after a long dispute in relation to it with its employees.   However, the same contract is breached by the management after it expands to form another subsidiary company which is however wholly owned by the Casino Ltd. (Ferran, 1999)By statutes of the company law, any subsidiary company wholly owned by the mother company with all its profits diverted to the mother company is in itself regulated in the same manner as the other subsidiary.  Ã‚   Since caterers Ltd falls under this category, it has no other authority except to undertake its business in regard to the business law regulating the Casino ltd.In the company law, there are some basic concepts that denote whether two or more subsidiary companies should be operated under the same business law.   Firstly, the nature of directorship, where a subsidiary company with directions appointed from the broader company.   Company law states that, such a company is in a close regard to its mother company.Secondly, the nature of profit shares, in which, if subsidiary company pulls all its profit turnovers to the mother company, it implies equality in management and therefore should be guided by the same company laws as its mother company.   Equality in operations; where the subsidiary company operates the same business undertaking as the other.   Either, the nature of management, where two or more companies are under the same management, they are subject to same company law.Implied here is that, Casino and Caterers limited implied one and the same organization whose operations were to be as per the regulations of the same company law.   The structure of the corporate governance in these two companies’ was the same. (Cheffins, 1997)

Siemens: Motivation and Employees

SIEMENS: 1. Identify four benefits to Siemens of its in-depth training and development of workers. Ans. Training refers to increasing the knowledge, skills and attitude of employees or extending those the employees already have. Siemens as the top three electrical and electronic companies has been running various effective training programs for their employees in order to build a strong work force and thus contribute better services to the society.In order to do that, they are providing their employees with both on the job (shadowing, mentoring, coaching, job rotation) and off the job (courses, presentations, qualifications) training sessions. Along with the training, company is also providing different development programs to make their employees more flexible, adaptable to change, more creative and innovative. All these training and development programs have brought outstanding benefits to the company.Four of the main benefits of these are discussed below: * Raising productivity an d profit: The main objective of doing any business is to make profit increasing productivity. Siemens also has the same motive and for that it is continuously looking for improved training programs to build a more competent, efficient and a highly motivated team of employees. As the training is motivating the employees highly, they are more dedicated to work for Siemens which in turn gives the company a huge production and profit every year. Improving services and customer satisfaction: The employees of Siemens are always working for providing better service to their customers. They are highly motivated and confident enough to serve the customers with servicing them on time, keeping their clients informed and by doing what they are promising to do. These types of service are making the customers happy and satisfied to stay with Siemens. * Being more able to respond to competition: A well trained employees with good key skills, especially communication and team working skills has giv en the company a competent and efficient work force.So, this era of huge competition, they have achieved to be the top three electrical companies of the world and is currently competing with all their small and large competitors successfully. * Able to gain long-term employee commitment: Costs of recruiting staffs are high but retaining good staffs are far more difficult. Through different training and development programs like- Apprenticeship, Siemens Commercial Academy, Siemens Graduate Programs, the company is training to build a group of good staffs, they are making them more qualified, more dedicated and motivated towards the organization.It makes the employees stay with the company for longer periods which reduces the cost of recruitment resulting in cost savings. 2. Explain how an appraisal system can help to motivate employees. Ans. To measure the effectiveness of its training and development, unlike other renowned organizations Siemens is also using an appraisal system, kno wn as Performance management process. Well-designed and well-executed performance appraisals have a strong motivational impact. Appraisals have the power to motivate employees because they provide a number of interconnected benefits.A well planned appraisal method can thus motivate an organization’s employees to find out the best from them. A well planned appraisal method tends to cover up the following issues which can help the employees to be well motivated: * Demonstrates the need for improvement: If employees don’t have a clear understanding of how they’ve been performing, they can’t be motivated to make any improvements. So, an appraisal system works as a standard to motivate people by pointing out the deficiencies on them. * Employees build a sense of personal value.When managers take the time and effort to carefully review, analyze, document, and discuss performance with employees, the underlying message to the employees is that they’re impo rtant and valuable, and this alone is quite rewarding, whether the feedback is positive or not. * Turn the employees around: When employees are performing poorly, performance appraisals can provide the wakeup call that they need to get refocused and reenergized. With performance appraisal, however, the purpose of the session is not strictly disciplinary, so the employee is more likely to walk in with a more receptive and open mind. Pay reviews: In some instances, appraisals are related to pay reviews. In these cases, if the employees pay rises due to their good performance, they will feel motivated. * Increases satisfaction. When performance appraisals meet the employees’ needs in such areas as gaining recognition, sensing achievement and competence, experiencing growth, and meeting objectives, they’re also contributing to the employees’ job satisfaction, and this is one of the most important elements at work today. When employees are satisfied, some of the most visible indicators are reduced turnover, absenteeism, and tardiness. Meets higher-level psychological needs: Recognition is one of the most powerful forms of motivation for large numbers of employees. Although, there are numerous possible sources of recognition on the job, performance appraisals are an opportunity for employees to receive formal, significant, and enduring recognition from their manager. * Proper feedback: Providing the employees with proper feedback may give them the motive to try hard to overcome their deficiencies and retaining the positive attitudes on them. 3.Using your understanding of the work of Herzberg, which motivators can you see in action at Siemens? Ans. From the Herzberg’s motivation-hygiene theory, we came to know that, an individual’s relation to his or her work is a basic one and that his or her attitude toward work can very well determine the individual’s success or failure. There are both intrinsic and extrinsic factors which results in employee’s satisfaction or no satisfaction. From the intrinsic factors the following can be seen as present in Siemens: * Responsibility: All Siemens graduates are treated as individuals and responsible.The working environment of Siemens says that it requires high skills, knowledge and working ability in their employees. So, the organization works by making their employees responsible towards their work. * Advancement: For the advancement and career development of the employees, Siemens has come up with Apprenticeship training, Commercial academy and Graduate programs. They are also provided with further qualification if necessary. These types of opportunities make the employees feel that they are advancing with their career and the company values them. * Recognition: Siemens recognizes their employee’s efforts and hard work.Those who come up with outstanding performance are treated with rewards and appraisal. * Growth: Siemens looks forward to growth of th e employees as well as the organization. In the case Paul Thomson says that, his training effort helped him to grow in the organization. There are some external factors that is also working as a motivating factors: * Supervision: Employees in Siemens are closely supervised and given feedback on their works. This sense of appraisal system and supervision motivates the employees to maintain a long term relation with the organization. *Relationship with peers: In the case, Gavin Leslie says that, He feels good to share things with his colleagues and there is a good relationship that occurs in the organization. They feel more socially belonging to their co-workers. * Working condition: There remains a happy, friendly environment in the organization and thus the employees make sure that their customers are staying happy. They feel good that Siemens is treating them as they want their customers to be treated like. Combinedly, all these motivating factors are helping the employees meeting up their needs as well as the company to retain their best employees for long term. . Analyze how Siemens uses training and development to ensure growth in its business. Ans. Training and development helps the growth of a business. Siemens has a clear focus on well-motivated and trained work force as it is an asset for any types of organization. They are providing different training and development programs which are making the employees more skilled to remain competitive. These well-trained employees help to retain customers as they enjoy services from them. This contributes to customer loyalty and repeat business.Thus, Siemens is treating their employees just as they want their customer to be treated which in turn is giving Siemens a huge business growth and good will. So, we can see, ensuring growth of any business lies upon its employee satisfaction and customer satisfaction which Siemens is successfully maintaining. Various training and development programs Helps to build more skilled, motivated and competitive work force Repeat transaction increases production and helps to grow business Loyal customers make repeat transaction Motivated employees tend to provide better customer service and retain customers

Tungsten or Wolfram - Chemical Physical Properties

Tungsten or Wolfram - Chemical Physical Properties Tungsten is a grayish-white transition metal with atomic number 74 and element symbol W. The symbol comes from another name for the element- wolfram. While the name tungsten is approved by the IUPAC and is used in Nordic countries and those speaking English or French, most European countries use the name wolfram. Here is a collection of tungsten or wolfram facts, including the elements properties, uses, and sources. Tungsten or Wolfram  Basic Facts Tungsten Atomic Number: 74 Tungsten Symbol: W Tungsten Atomic Weight: 183.85 Tungsten Discovery: Juan Jose and Fausto dElhuyar purified tungsten in 1783 (Spain), although Peter Woulfe examined the mineral which came to be known as wolframite and determined that it contained a new substance. Tungsten Electron Configuration: [Xe] 6s2 4f14 5d4 Word Origin: Swedish tung sten, heavy stone or wolf rahm and spumi lupi, because the ore wolframite interfered with tin smelting and was believed to devour the tin. Tungsten Isotopes: Natural tungsten consist of five stable isotopes. Twelve unstable isotopes are known. Tungsten Properties: Tungsten has a melting point of 3410/-20 °C, boiling point of 5660 °C, specific gravity of 19.3 (20 °C), with a valence of 2, 3, 4, 5, or 6. Tungsten is a steel-gray to tin-white metal. Impure tungsten metal is quite brittle, although pure tungsten can be cut with a saw, spun, drawn, forged, and extruded. Tungsten has the highest melting point and the lowest vapor pressure of the metals. At temperatures exceeding 1650 °C, it has the highest tensile strength. Tungsten oxidizes in air at elevated temperatures, although it generally has excellent corrosion resistance and is minimally attacked by most acids. Tungsten Uses: The thermal expansion of tungsten is similar to that of borosilicate glass, so the metal is used for glass/metal seals. Tungsten and its alloys are used to make filaments for electric lamps and television tubes, as electrical contacts, x-ray targets, heating elements, for metal evaporation components, and for numerous other high temperature applications. Hastelloy, Stellite, high-speed tool steel, and numerous other alloys contain tungsten. Magnesium and calcium tungstenates are used in fluorescent lighting. Tungsten carbide is important in the mining, metalworking, and petroleum industries. Tungsten disulfide is used as a dry high-temperature lubricant. Tungsten bronze and other tungsten compounds are used in paints. Tungsten Sources: Tungsten occurs in wolframite, (Fe, Mn)WO4, scheelite, CaWO4, ferberite, FeWO4, and huebnerite, MnWO4. Tungsten is produced commercially by reducing tungsten oxide with carbon or hydrogen. Biological Role: Tungsten is the heaviest element with known biological functionality. No use in humans or other eukaryotes is known, but the element is used by bacteria and archaea in enzymes, principally as a catalyst. It functions in much the same ways as the element molybdenum does in other organisms. When tungsten compounds are introduced to soil, they inhibit earthworm reproduction. Scientists are studying the use of tetrathiotungstates for use in biological copper chelation. Tungsten is a rare element, initially thought to be inert and only slightly toxic to humans. However, now it is known tungsten dust inhalation, skin contact, or ingestion can cause cancer and other negative health effects. Tungsten or Wolfram Physical Data Element Classification: Transition Metal Density (g/cc): 19.3 Melting Point (K): 3680 Boiling Point (K): 5930 Appearance: tough gray to white metal Atomic Radius (pm): 141 Atomic Volume (cc/mol): 9.53 Covalent Radius (pm): 130 Ionic Radius: 62 (6e) 70 (4e) Specific Heat (20 °C J/g mol): 0.133 Fusion Heat (kJ/mol): (35) Evaporation Heat (kJ/mol): 824 Debye Temperature (K): 310.00 Pauling Negativity Number: 1.7 First Ionizing Energy (kJ/mol): 769.7 Oxidation States: 6, 5, 4, 3, 2, 0 Lattice Structure: Body-Centered Cubic Lattice Constant (Ã…): 3.160 Sources Lide, David R., ed. (2009). CRC Handbook of Chemistry and Physics (90th ed.). Boca Raton, Florida: CRC Press. ISBN 978-1-4200-9084-0.Hille, Russ (2002). Molybdenum and tungsten in biology. Trends in Biochemical Sciences. 27 (7): 360–367. doi:10.1016/S0968-0004(02)02107-2Lassner, Erik; Schubert, Wolf-Dieter (1999). Tungsten: properties, chemistry, technology of the element, alloys, and chemical compounds. Springer. ISBN 978-0-306-45053-2.Stwertka, Albert (2002). A Guide to the Elements (2nd ed.). New York: Oxford University Press. ISBN 978-0-19-515026-1.Weast, Robert (1984). CRC, Handbook of Chemistry and Physics. Boca Raton, Florida: Chemical Rubber Company Publishing. ISBN 0-8493-0464-4.

How to Say Negative Commands in Italian

How to Say Negative Commands in Italian Throughout childhood, we grow up hearing negative commands. Our parents say phrases, like Dont bother your brother!, Stop yelling!, Dont forget to do your homework!, or Don’t make a mess! And even though our intention isn’t to learn Italian so we can yell negative commands at our children, knowing how to use them in Italian can prove useful, particularly in situations like giving advice to a friend about a guy that sounds like trouble or suggesting that someone not eating something unhealthy. But first, where do these negative commands come from? The Imperative Mood The imperative mood is a way of giving advice, suggestions, or commands. If you need a refresher, read this article: The Imperative Mood in Italian. When it comes using this mood, the form of the verb depends on whether you use the â€Å"tu† form, the â€Å"lei† form, the â€Å"noi† form, and the â€Å"voi† form, which I’ll break down below. Negative Commands Using the â€Å"tu† Form The negative tu command forms of all verbs are formed by the infinitive of the verb preceded by non: Non dire cosà ¬! - Don’t talk like that!Non fare il guastafeste! - Don’t be a party-pooper!Non mangiare quell’hamburger! Non à ¨ sano. - Don’t eat that hamburger! It’s not healthy. But what happens when you start to add some more complicated elements to the mix, like pronouns, for example? Non andarci! - Don’t go there!Non glielo dare! / Non darglielo! - Dont give it to him!Non ne parlare mai pià ¹! - Don’t bring it up ever again! If you’re dealing with reflexive verbs, you would either place the pronoun at beginning or at the end of the conjugated verb, like: Non ti preoccupare! / Non preoccuparti! - Don’t worry!Non ti addormentare. / Non addormentarti. - Don’t fall asleep.Non ti sposare! / Non sposarti! - Don’t get married! Negative Commands Using the â€Å"lei† Form The negative â€Å"lei† command is formed by placing â€Å"non† before the verb that’s been conjugated in the imperative mood. Non parli! - Don’t speak!Non mangi quel piatto. - Don’t eat that dish.Non parta! - Don’t leave!Non creda (a) quello che dice lui! - Don’t believe what he says! Negative Commands Using the â€Å"noi† and â€Å"voi† Forms The negative â€Å"noi† and â€Å"voi: command forms of all verbs are formed simply by placing non before the affirmative forms: Voi Non dormite! - Don’t sleep!Non fate rumore! - Don’t make a sound!Non parlate! - Don’t speak!Non fumate! - Don’t smoke!Non andate in quel mercato per fare la spesa, andate in un altro. - Don’t go to that store to do the shopping, go to a different one. Noi Non dormiamo! - Let’s not sleep.Non facciamo rumore. - Let’s not make any noise.Non andiamo in quel mercato per fare la spesa, andiamo in un altro. - Let’s not go to that store to do the shopping, let’s go to a different one. Tip: Notice how the â€Å"noi† form is less seen as a command and more often seen as a suggestion.

Response may 27 Essay Example | Topics and Well Written Essays - 250 words

Response may 27 - Essay Example These two articles show that any choice of attire sends a message to the community. Even if people try to dress casually or ordinarily, they inform other community members about their attitude, personal traits and references. People can dress up to attract attention; the majority of people still choose some casual clothing to feel included or to be like all other people around. By their clothing, they support community norms and expectations which are common in their society. Cross-cultural Cross-dressing: Japanese Graphic Novels Perform Gender in U.S. by Kornfield researches the connection of fashion and gender. Almost all world societies require clothing items to reflect certain gendered qualities. For instance, clothes in Manga established strict gender standards concerning femininity and masculinity which are restrictive to sexual minorities. This article contains even more examples which show that the same connection of fashion and gender is common in all Asian cultures. This article can serve as a relevant source of information for further

Case study Essay Example | Topics and Well Written Essays - 500 words - 39

Case study - Essay Example The video positioned the Under Amour brands as of the best quality available in the market. The company is featured to provide excellent services guided by their marketing logo â€Å"Do in Brand†. The video shows how good interpersonal relationship is important in the brand marketing (Under Armour Video, 2011). The company uses internet marketing and provides online services and ensures that the website is well updated with what is available in the store. Under Amour website is well updated with the company’s details and they provide email marketing to their consumers. In addition, the company has created video games such as super bowl to enhance marketing of the products. The company skipped the paycheck and appeared in the magazine because of their innovative products. Later, the sport garment, Polyester/Elastane was used by most of the players making the company be recognized. The statement â€Å"we will protect this house† makes marketing strategy very strong because they portray a strong feeling of their brand. The company has future plans to promote its market by producing new products and opening new stores. The company is heavily indulging in marketing campaigns by expanding in athletic footwear by sale of cross training sneakers and cleats. This video has clearly dem onstrated how e- commerce is importance in promoting company brand and enhancing communication between the supplier and the consumer (Under Armour Video, 2011). The video features Philadelphia Phillies Inc. as the oldest, one name and one city licensed professional American sports dated back in 1883. The company is well established to cater recreational facilities for families and children. The company has got superior advertising strategies where they do not guarantee a superior or a winning team so that the clients will feel okay even if they lose. Events such as fans laughing with mascot, buying of souvenirs and fans enjoying the game to the maximum were featured

The Rights of the Nonhuman World by Mary Anne Warren Assignment

The Rights of the Nonhuman World by Mary Anne Warren - Assignment Example Humans can experience humiliation and etc. in similar circumstances. The same thing is with a moral right on life: animal don’t suffer morally from ruined hopes, or long term plans, while humans do. 3. Firstly, despite being not fully capable of a moral behavior, nonparadigm humans still possess a potential or partial moral autonomy. Thus, humans respect their moral rights in order to keep an existing moral attitude (order) among human beings. Secondly, it’s simply hard to define a degree of a moral autonomy when it’s full, or when it’s partial for nonparadigm humans. 4. Nonsentient natural entities are a great part of natural environment on Earth. They influence life of other entities and thus, trees and mountains etc. have an intrinsic value for other entities. Yet that can’t be discussed in terms of moral rights because nonsentient entities aren’t capable of pain or satisfaction. 5. Both land ethic environmentalists and animal liberationists deny a homocentric view on moral rights. Warren says they complete, because they both are wrong. Land ethical environmentalists neglect a difference of â€Å"logical foundation† when discussing moral rights of nonsentient and sentient natural entities, while animal liberationists don’t see how different is content and strength of human and animals’ moral capacities (Warren

Huntington Theory - Military Professional Essay Example for Free

Huntington Theory Military Professional Essay Scholars like Kaplan, Friedman, Huntington and Barnett have postulated various theories on military service. Samuel P Huntington is one of the scholars who have postulated theories of military service. His theory is also referred to as the normal theory. This paper seeks to show how Huntington’s theory impacts on one’s future in military service. Discussion Owen M (2010) gives credit to Samuel Huntington for his role in developing the normal theory. Owen points out that through this theory Huntington endeavored to solve the dilemma of â€Å"how to guarantee civilian control of the military while still ensuring the ability of the uniformed military to provide security. † Huntington cited in Owen (2010) says the solution to this dilemma lies in â€Å"a mechanism for creating and maintaining a professional, apolitical military establishment, which he called â€Å"objective control. In this regard, Huntington cited in Williams (1995), says the community should have control over the military and army professionals should be denied some of the privileges enjoyed by civilians like political affiliations. Politics is a game of numbers, in my view, this may disadvantage military officers who harbour ambitious of venturing in politics because they are denied involvement in political parties affairs. This impacts negatively on their popularity with the voters. However, there are those candidates such as 2008 republican candidate John McCain who used their experience in the military as a campaign tool to endear themselves to the voters. In my view, professional and experienced military officers make better commander in chief of the armed forces. Additionally, Idsa (2010) concurs with Huntington that one way of achieving civilian control of the military is by ensuring that the funding of the military is left in the hands of the civilian institutions. Idsa points out that civilian institutions should allow the military to advise them on military matters but ultimately the military should only executive those decisions approved by the civilian institutions. In my view this may endanger the lives of military officers. Due to high budgetary needs of a country, military equipment needed in times of war may be sacrificed to meet other needs in another sector of the economy. Huntington theory goes along way in developing responsible and knowledgeable persons. As Idsa (2010) points out military professionals should present their considerations within the appropriate â€Å"channel of authority and communication. † To effectively carry out his/her duties, Huntington as cited in Williams (1995) states that an army officer must be highly expertise, cooperative and responsible in his profession. He meant that an officer must be well knowledgeable in combating violence. Williams (1995) while says that after training the officers should only work with three words â€Å"duty, honor, country. † As a result, Huntington envisaged a military force free of corruption. The officer is expected to be different from other skilled workers in that money should not play any part enticing one to join the forces. However, the army professional should be well rewarded so as to promote hiring, maintain the officers in the force and boost their morale. Williams (1995) says that Huntington argued that a well skilled army professional should be willing to observe the legal requirements made by citizen organizations recognized by law. In addition, the officers should accept to act as subordinates to individuals as required by legalized community organizations. The military officers are expected to hold a high opinion of their career and should not cause civil unrest or run the government. Since the army professionals are recruited with certain levels of qualification, and by the virtue that they belong in the same profession and hold same competencies, the officers tend to exhibit cooperativeness. This supports the statement of Huntington as quoted by Williams (1995) that â€Å"the members of a profession share a sense of organic unity and consciousness of themselves as a group apart from laymen. . This attribute is fostered by their common training which take quite a long duration, collective discipline and sharing of their societal tasks (Williams, 1995). Conclusion In view of the above statements, Huntington theory helps in creating and maintaining cordial relations between the civilians and the military officers. A professional force envisaged in this theory will go along in ensuring peaceful co-existence helps fight vices such as cor ruption and military coups.