Free Essays on Internet As Vehicle For Pedophiles

Web AS VEHICLE FOR PEDOPHILES and WHAT CAN WE DO? The mid-nineteen eighties end up being a chronicled time of criticalness in which innovation in the extent of PCs was quickly progressing. By nineteen-eighty four, â€Å"the space name framework was set up that lets amazon.com be amazon.com and not 208.216.182.15† . With this framework set up, the web was a developing power of data. By nineteen-eighty eight there were ninety thousand PCs connected to the web and by mid nineteen-ninety eight the quantity of host PCs developed to more than thirty-6,000,000 . Besides, in mid nineteen-ninety three, there were fifty Web destinations in the entire world and by mid 2,000 the quantity of Web locales had developed to surpass fifty million . With this predominant progression of this data arrange called the Internet, the substance of society will always be adjusted. Despite the fact that there are various points of interest to the Internet, concerns are plenteous from the general population about the negative angles emerging from the Internet. One of significant concern is pedophiles and their utilization of the innovation. Right off the bat, a â€Å"pedophile† is an individual who shows pedophilia; â€Å"pedophilia† is the sexual want coordinated towards youngsters . As should be obvious, the huge and borderless Internet is the ideal vehicle for pedophiles to work. Generally, PC systems help pedophiles to connect with others like them to trade guidance and data and discover pictures of youngsters engaged with sexual acts . To a further degree, the Internet gives a road to outrageous pedophiles (kid molesters) to meet with powerless youngsters and improve the probability of sexual maltreatment of kids . Pedophiles utilize the Internet as their essential vehicle, particularly when by nineteen-eighty six all the conventional techniques for acquiring youngster sex entertainment had been immovably shut . This vehicle of the Internet can be separated into a few regions, includ... Free Essays on Internet As Vehicle For Pedophiles Free Essays on Internet As Vehicle For Pedophiles Web AS VEHICLE FOR PEDOPHILES and WHAT CAN WE DO? The mid-nineteen eighties end up being a verifiable time of hugeness in which innovation in the extent of PCs was quickly progressing. By nineteen-eighty four, â€Å"the space name framework was set up that lets amazon.com be amazon.com and not 208.216.182.15† . With this framework built up, the web was a rising power of data. By nineteen-eighty eight there were ninety thousand PCs connected to the web and by mid nineteen-ninety eight the quantity of host PCs developed to more than thirty-6,000,000 . Besides, in mid nineteen-ninety three, there were fifty Web locales in the entire world and by mid 2,000 the quantity of Web destinations had developed to surpass fifty million . With this predominant progression of this data organize called the Internet, the substance of society will always be adjusted. In spite of the fact that there are various focal points to the Internet, concerns are bounteous from people in general about the adverse angles emerging from the Internet. One of significant concern is pedophiles and their utilization of the innovation. Initially, a â€Å"pedophile† is an individual who shows pedophilia; â€Å"pedophilia† is the sexual want coordinated towards youngsters . As should be obvious, the huge and borderless Internet is the ideal vehicle for pedophiles to work. Generally, PC systems help pedophiles to draw in others like them to trade counsel and data and discover pictures of kids associated with sexual acts . To a further degree, the Internet gives a road to extraordinary pedophiles (kid molesters) to meet with defenseless youngsters and improve the probability of sexual maltreatment of kids . Pedophiles utilize the Internet as their essential vehicle, particularly when by nineteen-eighty six all the conventional strategies for acquiring youngster sex entertainment had been immovably shut . This vehicle of the Internet can be separated into a few regions, includ...

The nobility in eighteenth century Europe Essays

The honorability in eighteenth century Europe Essays The honorability in eighteenth century Europe Paper The honorability in eighteenth century Europe Paper Exposition Topic: History From the outside the honorability may have gave off an impression of being a solid foundation, incredible and joined with regards to its advantage. 1 But as a general rule there were numerous partitions inside the respectability, for example, the divisions between the old and new honorability or the rich and poor. Grindings between such gatherings have been considered to a great extent answerable for the disintegration of intensity and renown of the respectability inside the eighteenth century, and a few pundits such a Doyle have gone similarly as asserting that their interior divisions left the honorability frail, at the end of the day incapacitated. To see whether this was without a doubt genuine the inside divisions must be taken a gander at in more prominent detail and these must be adjusted against the quantity of different elements that unified instead of separated the honorability. A significant number of the divisions in respectable society were brought about by non-basic clashes between people, families or gatherings. 2 However numerous different difficulties were drawn along auxiliary lines. Most likely the best case of this was the gap between the rich nobles and the poor nobles. The ethos of honorability implied suggested that nobles live off their own states, in an existence of debauchery, yet this was a long way from the case for most of the nobles in Europe, as respectable birth and status gave no assurances against destitution. 3 This was especially the situation in Eastern and Southern Europe where the honorability was amazingly huge and broad. 4 Often this brought about them working and, in outrageous cases, live as everyday people. The poor respectability profoundly disliked this and were desirous of the more extravagant honorability who displayed their riches, squandering gigantic wholes on cash on their own pleasure and vanity. The more extravagant nobles were similarly distaining. They considered the to be nobles as an affront to their raised class and felt that their disappointment debased their position. Comparable contentions were available between the old, conventional respectability and the new honorability. Nobles got a kick out of the chance to accept that they originated from a long queue of honorable precursors, however in all actuality this was once in a while the case as the turnover of respectability was typically very quick, as newcomers had the option to be praised during the eighteenth century in each nation with the exception of Venice, Genoa and Russia who authoritatively worked shut entryway approaches beginning in 1758. Generally, there were two fundamental ways that the respectability could be honored; right off the bat affluent nobles and business people could become tied up with the honorability. Louis XIV, for instance intermittently put titles available now and again of incredible m oney related need. Therefore, in France it was generally acknowledged that while only one out of every odd aristocrat was rich, each rich man was respectable. 6 Or, furthermore they could get respectable by expecting the honorable way of life and henceforth acting like the respectability. During the eighteenth century a third methods for status gain rose, through increasing authoritative posts. This made a division between nobles of the crown the individuals who directed imperial organization and nobles of the blade, who were the more established honorability, whose illustrious capacity was primarily military7. The nobles of the blade considered themselves to be innately more significant than nobles of the robe, as they had faith in the old association between military valor and respect. They were tremendously disappointed that the managerial nobles, while originating from as far as anyone knows sub-par blood lines, were at the controls of government, while they had little impact in administrative issues. Likewise clearly these authoritative posts had been made sure about by riches, which the rich nobles disdained and the poor nobles envied8. Similarly as the crack between the old honorability of the robe, and the more up to date one of the blade was that of the court versus nation respectability. Customarily, extraordinary magnates had lived in the nation on their landed bequests, and administered over their traditions. In any case, the eighteenth century brought a centralisation of administration, and the nobles of the nation were left progressively secluded. It was the metropolitan honorable, a significant number of whom were generally new to the respectability, who picked up from this. Their bequests were without a doubt less terrific, yet they were at the focal point of impact and were progressively ready to impact their rulers and the appropriation of support. 9 This they used to better their own needs and their capacity corresponding to the extraordinary magnates. This is featured by an officer in late eighteenth century announcing the court honorability has, consistently, been the most articulated and most risky foe of different nobles. 10 Religion could likewise be a factor for division. In England and Ireland after the annihilation of the Catholic aggressors in 1691, Catholic nobles were ousted and by 1703 just 14% of Irish land was claimed by Catholics. 11 Similarly, during the seventeenth century the Habsburg honorability had been separated over religion, with the upper respectability holding Catholicism, while the lesser respectability received Protestantism. Be that as it may, how far did these divisions lead to the debilitating of the honorability? During the eighteenth century there was a clear filter of intensity from magnates to a progressively outright state. Kamen sums up this well Thanks to divisions among the tip top, the state had the option to gradually broaden its power and energize the making of a national devotion that rose above neighborhood loyalties headed by nobles. 12 However, rulers and governments were always unable to encroach incredibly on respectable force as they dreaded the quality of an insubordinate honorability and required the nobilitys backing to unite their own capacity. For instance, the English Parliament fizzled, in 1701, to pass enactment forbidding nobles from administering. 3 But the most strong danger to the respectability was without a doubt the politicization of the lower class and the ascent of the working class. Since the illumination, European culture had been observer to an ever-expanding, mainstream bunch who scrutinized the privileges of nobles to run the show. They were upheld by strict pioneers, the same number of began to proclaim nobles undeserving of their titles and ungodly14. Huge numbers of the proletariat, tired of being at the unwanted finish of the class framework, discovered this appealing and, drove by the white collar classes, endeavored to exploit the nobles division. This plainly occurred in France, where the contentions between the gentry, just as the monetary achievement of an incredibly huge middle class populace prompted the French Revolution, the aura of the nobility and French nobles leaving most of the 83 French legislative divisions. 15 But, somewhere else in Europe, while there were rebellions and defiance, the honorability were never dismissed. Despite the fact that there was, available, this course of distain16 existed among the honorability of the eighteenth century, there were various bringing together factors. Numerous nobles were introduced with the ideas of respectability and, perceiving every others participation fortified their own position. 17 This was additionally fortified by composing, for example, Montesquieus Spirit of Law (1748), which sketched out the nobilitys job in society18. Correspondingly, nobles were frequently hesitant to address different nobles authenticity, on the off chance that this incited these nobles or the working class to begin offering comparable conversation starters against them. The nobles in this period came to perceive the assembled idea of their preeminent economic wellbeing. They were certain that except if the lower classes were leveled out, they would intuitively rise and revolt. 19 Noble families were likewise united by marital coalitions. 20 because of primogeniture, second and third children were frequently incapable to discover a spouse of a similar social class, and in this way on the off chance that they propelled to wed inside the respectability, they needed to wed into a lower level. However, before the finish of the eighteenth century the qualifications between the honorable groups were diminishing, as the gatherings began to consolidate. A type of honorable trade was made as officials wanted to pick up land, while the landed respectability wanted to pick up office and legislative influence21. It was additionally getting progressively obvious to the old respectability that in the regularly extending economy, no longer would they be able to look down on the prudence of work. For them to endure they needed to begin partaking in a type of big business. 22 There is little uncertainty that the honorability of the eighteenth century were enormously debilitated by their inside divisions, prompting a more prominent centralisation of intensity and state control, yet incapacitated is too extraordinary a depiction. It is difficult to survey the qualities of the nobilities in most European nations, as just in France was the honorability appropriately tried, however the way that somewhere else the white collar classes and laborer masses where unfit to continue any national rebellions shows that the respectability was a long way from incapacitated. They had their divisions, yet they additionally had many binding together factors; the presence of mind of respectability and the benefits that honorability involved, were too incredible to even think about creating too lasting fragmenting. This was exacerbated as the century advanced and the honorable groupings got obscured, driving, when all is said in done, to a frictional yet hearty respectable class.

Successful Hiring Process - How to Win a Great Team and Not Just to Hire Employees

Successful Hiring Process - How to Win a Great Team and Not Just to Hire Employees © Shutterstock.com | Syda ProductionsThis article will take you through steps of the hiring process for gathering the ideal team. The first thing you need to keep in mind is that hiring is no walk in the park. It is often done in a rush when a new project comes up, or a new office opens but it is a very stressful and challenging process. To get the best employees to work for you, start by being a leader that everyone would want to work for. Hiring extraordinary people enables a leader to fix strategic direction and entrust incremental decisions to capable and smart team leaders.HIRING PROCESS STEPS TO WIN A GREAT TEAMStep 1: Spend a little while to think about your organization’s values, goals and visionBefore you get started with the hiring process, you need to devote some time to identifying and defining what your company’s vision, goals, and values are. Communicate the same to your hiring team. Following that, it is up to your hiring team to find candidates that match that v ision and those goals and values. The more the number of facets of a person’s personality that are in harmony with your company and your team, the better for you.Step 2: Identify positionsAfter step 1, you need to discuss with your co-founders the decision-making strategy to be followed within the startup. An example would be: you being the marketing whiz and your co-founder being the technical expert. This itself will help you figure out the foundation and structure of your startup. After that’s done, you have to decide on the necessary positions (project management, programming etc.) to create and fill so that your existing workforce is complete.Keep in mind that you have to prioritize the positions and get people with talents that your existing workforce doesn’t already have. If you don’t, the situation would be like hiring five account management executives without even having one project manager.A second point to keep in mind is that if you’re a startup, it may not be necessary to employ full-time employees at the very beginning. Hiring part-time or on a contract basis in the beginning and then shifting to full-time is an ideal strategy to take advantage of a complete skill set for your business. One suggestion to find part-timers is to go for an industry event or else, look for industry-leading blogs which could assist you in finding talented advisers (whether technical expert, industry celebrity, domain expert or personal coach).The benefits of keeping part-timers include them:being better focused,having a go-getter attitude because their employment with you is a second job, andbeing less of a hassle to let go.Some sources you can consider for prospective contract employees are eLance.com, oDesk.com, LinkedIn, Craigslist, Facebook and local newspapers.Step 3: Create a detailed job descriptionMake sure your job description is comprehensive, specific and lucid. Some general instructions for the same are given below:Be clear and detailed about th e day to day labor expectedProvide timelines and anticipated daily time requirements for each work segmentIncorporate video or audio clips or screenshots of what the hires are expected to doFurnish channels where the candidate can put forward questions and feedback pertaining to his duties and responsibilities as a new hireSecondly, before providing the job description, the manager heading the hiring project should think about:General information: This includes basic position and information about pay.Reason behind the position: This has to do with the unit’s role, the department’s role and/or the organizational role. It summarizes the position’s necessary functions and how they are essential with respect to administering, supporting, or handling the activities of the organizational unit, unit or department.Crucial functions: This involves delineation of the responsibilities and duties of a position.Minimum requirements: These are the criteria or qualifications that were deter mined beforehand and publicized with respect to potential candidates. They should be pertinent and relate to the responsibilities and duties of the job. Soft skills may be included here.Preferred qualifications: This comprises the experience and skill preferred along with the fundamental qualifications and may be utilized to reduce the pool of applicants. The expected knowledge, skills, competencies and abilities can delineate a more competent stage of performing the essential functions.Step 4: Come up with a hiring/recruitment planThe first thing you can do is consider whether anyone already working in your company would be suitable for a promotion to the vacant higher post. As far as possible, before posting them anywhere else, post the vacancies internally. This would have a positive impact on your current employees who would feel like their company recognizes and appreciates their capabilities, talents and accomplishments.For posting period, you can provide number of days, “co ntinuous recruitment” option or an “open until filled” option.Analyze and update your placement goals and come up with a recruitment strategy that would help you achieve those goals.Choose from various recruitment sources including advertisement on your website, internet job boards, job fairs, social media, print advertisement, resume banks and networking.By proactively interacting with passive candidates, you can “pipeline” them for future opportunities. Whenever you have to fill a position, taking advantage of pipelined talent will help you concentrate on the fit and quality of the candidate as key factors in your evaluation.Step 5: Advertising post and implementing recruitment planMake a sketch of the ad, with information about the position and chief qualifications required. There may be applicants who would pay no heed to these requirements but still respond. So, incorporating this information would assist you in restricting the number of unsuitable applicants.Publishi ng the job posting/advertisement in the media would give you the greatest likelihood of reaching your target potential candidates. No doubt, the internet is the main venue for publishing job openings. However, in the haste to post openings in this medium, don’t forget to take advantage of local newspapers and industry applications.Step 6: Check out the applicants and shortlistCandidates will start applying after they see the job posting. If a candidate sends in an application after the application period, he may not be viewable/given serious consideration by the search committee.It is acceptable to have a minimum of two committee members assess all applicants for specific recruitments where there are widespread applicant pools, to cut down the pool in the best possible manner. Alternatively, the HR department can carry out this role. Each committee member can furnish comments pertaining to each applicant’s credentials as they pertain to the minimum requirements the post calls fo r.It may be a good idea to carry out a phone screening to gather information such as salary requirements, availability, confirm minimum requirements and to find out whether the person can carry out shift duty (or satisfies any other special requirement). This is so that you need only shortlist those candidates who emerge successfully at this screening.Step 7: The Hiring Process InterviewThe interview is the most significant step in the process of choosing a candidate. It provides a chance for the employer and potential employee to confirm information provided by both, as well as get to know each other better.Proper preparation is essential for the success of the interview as this would provide an occasion to assess the competencies and skills of the candidate. Select a question or two from each minimally required competency and skill to come up with your interview questions. Evaluate the applicant’s resume or application and note down any issues you would have to follow-up on.Bef ore starting the interview, the committee should settle on things such as:the interview’s format,questions that should be posed to all applicants,weighting for each of the questions and order in which they will be asked,who will ask which question,the optimum date to join for the post, andother details that you may have to share with the candidate that were not mentioned in the position description.Questions for the interview should be of four types:behavioral,creative thinking,problem-solving, andfact-finding.Speaking of interviews, three types are discussed here:Panel interviews: The panel interview is an interview situation characterized by 2 or more interviewers interviewing the candidate. Typically, different kinds of people who carry out various kinds of business functions in the organization (such as managers, HR personnel, and supervisors) would interview the candidate.Virtual interviews:   The type of interviews is an alternative to an in-person interview and helps to sav e time and money.Critical incident interviews: The critical incident interview is a kind of interview that asks questions pertaining to particular past events as a foundation for recognizing a person’s capabilities. It involves cascading questions. So, you must begin by asking about an actual happening/situation and then delving further into it so as to get a picture of the person’s judgment, thought process and the way he copes with a situation such as that. For example: you can ask the candidate whether there was any time when he disagreed with his superior on a specific area of a project, and then proceed to ask what he did about it, how he made that decision, did he think he made the right decision, and the outcome.When you interview, watch for non-verbal cues that can tell you something about the candidate’s personality. Also, as you interview, your opinions about including or excluding certain requirements may change. If necessary, make the change. It is possible that so me of the candidates you thought unfit before may now be ideal as per your change in requirements. You can also conduct skill tests appropriate to the specific position.Look for someone that:complements the team (in experience and/or qualifications) and is not a duplicate of any member;doesn’t mind a low initial pay;has a recommendation to support him (you know him, or someone else knows him);loves your product;is a match for your company’s values and goals;has a great personality (includes having a positive attitude, being a people person and a go-getter and motivated) and not just skills.Step 8: Do background and reference checksIf you don’t already know the person, make sure to carry out background and reference checks. These are essential to gain information pertaining to a candidate’s work performance and behavior from previous employers and that would have a bearing on your decision, irrespective of their knowledge, abilities and skills. Past performance is undeniably a wonderful indicator of future success. So, it would be wise if you get references from previous and current supervisors who can converse with the candidate with respect to his job performance. A recruitment mistake is expensive in terms of time, money and energy. Reference checks should be carried out after short listing and before making an offer.Step 9: Make the choiceGive preference to the strongest candidates, discarding the weakest and even medium ones as far as possible. The strongest candidate is, of course, the one who best matches the updated job and character requirements for the vacancy (ies).You can consider having a trial period for new hires. So, supposing the trailing period is 30 days, and the hire doesn’t meet your expectations, you can send him off within the two week period.Step 10: Making the offerInitiationThe offer should be reviewed and approved by the person in charge (organizational HR coordinator or other personnel) before offering the position verbally .NegotiationWhenever you can, let the first offer be the best offer as this shows proper internal equity and market practices and makes the applicant have faith in you. In the course of making the offer, discuss salary and the whole compensation package such as retirement benefits and paid time off. Present a picture of enthusiasm and excitement at his joining the team as you make the offer.CounteringEven if your offer is ideal, the applicant may decline, and the reasons may be beyond your control. If however, the reason for declining pertains to salary, consider making a new offer that is within suitable guidelines for the department and role. With respect to paying, remember that if you have the ideal candidate in your hands, it is worth offering a pay that’s better than what any of your competitors currently or would offer. A good pay is not only necessary to attract great talent but to retain it as well.Step 11: ConfirmationFollowing acceptance of the offer, the designee or Co mmittee Chair makes the same known to the Departmental HR Coordinator and asks him to send the offer letter. The Coordinator prepares and sends it and makes certain whether the offer has been accepted in writing or not. Individuals not selected are contacted by letter or phone. Contacting by way of phone should be documented.Step 12: A Note on the Post-Hire PeriodAfter hiring, you can need to do the onboarding. Also, carry out some post-hire assessment. This would include incorporating strategies for training, promotion, and development of the hire’s career. Your team would appreciate these incentives. Start by giving the hire small projects and as he makes progress, move him to bigger projects.A combination of great hires makes a great team that in turn paves the way for enduring business success. So don’t compromise at any step; you’ll be grateful you didn’t.

The Problem Of Teenage Pregnancy - 1894 Words

Introduction Billions of dollars are spent annually to address consequences facing teens that are sexually active (Carlson Tanner 2006). Yet forty percent of all women will become pregnant before the age of twenty and only half of them will actually deliver the baby (Kirby 2007). Out of that 20%, 82% of those pregnancies were unintended (Kirby 2007). Teenaged parents are more likely to drop out of high school, will not go to college, and the mother more than likely becomes a single parent (Kirby 2007). Children who are born to teenage parents are more likely to have a less supportive and less stimulating home environment, lower cognitive development, behavioral problems, and will most likely have a child when they are a teenager (Kirby 2007). Though there are some exceptions, this becomes a never ending cycle for these teenagers from generation to generation. Most people begin to have sex in their teenaged years (Carlson Tanner 2006). Out of all industrialized nations, the United States has the highest teenage pregnancy and birth rate (Gibson 2010). Educating youth about sex is very essential to not only preventing STDs, STIs, and HIV but also in preventing unwanted teenage pregnancies (Gibson 2010). Many teenagers are engaging in sexual activity beginning as early as 6th grade (Somers Surmann 2005). Many teenagers do not carefully or consistently use a contraceptive which increases their chances of becoming pregnant (Kirby 2007). Have we failed our youth by notShow MoreRelatedThe Problem Of Teenage Pregnancy1720 Words   |  7 Pages Like Amy and Loeber (2009), when it comes to the ecological paradigm of teenage pregnancy, Corcoran, Franklin, and Bennett (2000) also believe one’s socioeconomic status is a huge factor that contributes to this problem. A person’s socioeconomic status a lot of times determines â€Å"education, expanded family size, single-parent household structure, and lessened resources in terms of employment and income.† These three authors claim that educational performance and goals â€Å"dictate the potential costsRead MoreThe Problem Of Teenage Pregnancy Essay2119 Words   |  9 PagesStatement of the Problem Most people say that your teenage years are supposed to be the best years of your life; Finding your place in this world, mostly carefree (with the exceptions of homework and parents), and most of all, having the least amount of responsibilities you will have before you reach adulthood. Sadly, some teens do not get to live this luxury. Many girls in this generation become mothers while they are still considered children. There are approximately 1.3 million homeless teensRead MoreThe Social Problem With Teenage Pregnancy1358 Words   |  6 PagesThe social problem with teenage pregnancy is one to be aware of. Throughout the years we have seen the numbers all across the spectrum. This being, the number of pregnant teenage girls has decreased in recent years, but on the other hand, has also been pretty high ten to twenty years ago. According to the CDC (Center for Disease Control), â€Å"In 2013, a total of 273,105 babies were born to women ages 15-19 years, for a live birth rate of 26.5 per 1,000 women in this age group. This is a record low forRead MoreTeenage Pregnancy : A Serious Problem1690 Words   |  7 PagesTeenage pregnancy is widely viewed in our society as a serious problem. According to Pregnant Teen Help, over 750,000 teenagers will get pregnant each year. This is a statistic that has lowered in numbers since the 1990’s mainly due to more teen pregnancy prevention programs in schools and contraceptive availability(). The United States has the highest teen pregnancy rate than any other industrialized country in the world. About a third of these teens abort their pregnancies, 14 percent suffer aRead MoreTeenage Pregnancy Is Becoming A Problem921 Words   |  4 PagesEarly pregnancy is becoming more of a problem every year. More and more teenagers are becoming pregnant and becoming young mothers. There are many reasons on why this is such a problem. For instance, young mothers drop out of high school, their bodies are not mature enough, not as financially stable as they should be, and many other reasons. In the periodal How to Stop Teen Pregnancies, it states â€Å"When teenage girls have babies, they are in danger. They more likely will suffer serious health problemsRead MoreTeenage Pregnancy Is A Growing Problem1782 Words   |  8 PagesIntroduction Teenage pregnancy is a growing problem today even though statistically over the history it has improved the U.S. still has the highest teen pregnancy rate. These issues have a spiraling effect with the teenage parents or the mother. Financial, academic, and childcare for a teenage parent can be stressful and demanding more so with a teenager. Not only will the child of the teenager be affected but the parent and the community will have adverse effect. Thesis Even though with properRead MoreThe Social Problem Of Teenage Pregnancy929 Words   |  4 Pagespositive. Occasionally, â€Å"average age† parents are not sufficiently prepared to deal with parenthood, thus a teenager is greatly less prepared. Therefore, teenage pregnancy has become a major social problem which fundaments should be understood in order to provide a solution to it. In order to understand a social problem such as teenage pregnancy, it is important to look firstly at its causes. In the first place, parents are of immense importance regarding a child’s development because they are theRead MoreTeenage Pregnancy And Parenthood As A Social Problem1466 Words   |  6 PagesTeenage pregnancy and parenthood as a social problem Question – To what extent should we regard the efforts of recent governments to reduce teenage pregnancy and early parenthood as successful? * Source 1 Williams-Wheeler, D. (2004). The unplanned pregnancy book for teens and college students, Virginia Beach, VA: Sparkledoll Productions. The information gathered from this source is definitely devoted to the topic of teenage pregnancy because it is a helpful guide to those handling unplanned pregnanciesRead MorePublic Health Problem Of Teenage Pregnancy2260 Words   |  10 PagesPublic Health Problem Teenage pregnancy has been a common public health problem in society, particularly in America. When an individual hears that 15 year old girl is pregnant, people perceive it as a negative connotation. The average age to have a child today is 28 years old (Jewkes, Morrell, Christofides, 2009).   Adolescent pregnancies are preventable, but are still bound to happen today and in the future (Langille, 2007). This is a problem is society due to teenagers not being able to supportRead MoreTeenage Pregnancy : Society s Biggest Problem1503 Words   |  7 Pages Teenage Pregnancy Teenage Pregnancy is society s biggest problem, there are so many ways to prevent it, also many advices from people and many decisions a teen parent must make in life. It is today s biggest issue because it affects teen parent s future in many results. The three most important things that it affects is education, financial problems, and being a teenage parent. Those three important things are key to each other in order to succeed in life. Teenage Parents are most

The Marines as a Career - 968 Words

There are many career fields available to young adults in the United States of America, some of which include the military. The Marines is a great career field because people can apply themselves in a structured environment gaining self respect along with learning skills that will help them later in life. Specifically, the Marines are a proud organization that celebrates their history, uniforms, as well as their principals and values. The Marines were established on November 10, 1775 when the Continental Congress met to create two battalions of Marines to fight on sea and shore. Samuel Nicholas, a military man of Philadelphia, was appointed captain of the Marines on the November 28, 1775 and established the first recruiting headquarters at Tun’s Tavern, Philadelphia. Every year, the Marine Corps marks November 10 with a celebration of the brave spirit which compelled these men and thousands since to defend our country as United States Marines. Serving on land and sea, the Marines distinguished themselves as a military branch through several important operations throughout the Revolutionary War. Captain Samuel Nichols lead the first landing, successfully capturing New Providence Island in the Bahamas, which was British territory, in March 1776. After American Independence in 1783, the Marines were disbanded, as well as the Navy at the time. However, a decade later, increasing conflict in the seas with Revolutionary France caused the United States to reform the Navy andShow MoreRelatedJaconsen 1. Sarah Hartman . Mrs. Jacobsen. English 11.999 Words   |  4 PagesEarth Marine Biology is a fascinating field to learn about, but to make a career in it you should consider three things: the job itself, requirements, and why you may be interested in this career. Many of these Questions can be answered by simply studying the career further and talking to a person who has a Marine biology vocation. But as we dive into the field and its unique qualities we must be aware to look at all the facts. The definition of marine biology is a branch of marine scienceRead MoreIf You Are Interested in Marine Biology773 Words   |  3 Pages Marine Biology If you are interested in adventuring the depths of the ocean, being a marine biologist is the job for you. As a marine biologist you will need to have several years of schooling in order to have a successful career. Being a marine biologist can be an enjoyable and dangerous job, but the journey is worth the ride. Several people ask what is a marine biologist? There are various answers to this question. The best answer shall be that a marine biologist is someone who works in someRead MoreThe Importance Of Writing During The Marine Corps1640 Words   |  7 Pagesimportance of writing in the Marine Corps Writing In the Marine Corps is absolutely essential starting from the lowest private all the way up the to our Commandant of the Marine Corps. 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Premartial Sex Free Essays

This paper will include my research on premarital sex. For many years, premarital sex has been seen as a type of deviant behavior; but like many other concepts, deviant behavior can be define in many ways. This research will include a clear definition of deviant behavior and its relationship with premarital sex. We will write a custom essay sample on Premartial Sex or any similar topic only for you Order Now Deviant Behavior Defined According to the Sociology Index, deviance is nonconformity to social norms. However, often deviance is simply conformity to the norms or standards of a subgroup or subculture rather than those of the dominant culture. Deviance is not inherent in any behavior or attitude but rather is a result of human interaction in particular normative situations. Deviant behavior usually evokes formal and informal punishment, restrictions, or other controls of society. These formal and informal controls constrain most people to conform to social norms. Despite the social sanctioning and controlling, however, we sometimes observe deviant behavior around us, with premarital sex being one. (Sociology Index). What is Premarital Sex? Premarital sex is often referred to as fornication, meaning voluntary sexual intercourse between two unmarried persons or two persons not married to each other; according the Webster dictionary. Fornication can also be found in the bible and is considered a major sin. Premarital Sex in America â€Å"Almost all Americans have sex before marrying, according to premarital sex research that shows such behavior is the norm in the U. S. and has been for the past 50 years. The new study shows that by age 20, 75% of Americans have had premarital sex. That number rises to 95% by age 44. Even among those who abstained from sex until 20 or beyond, 81% have had premarital sex by 44, the survey shows. Researchers say the findings question the feasibility of federally funded abstinence-only education programs. â€Å"Premarital sex is normal behavior for the vast majority of Americans, and has been for decades,† says researcher Lawrence Finer, director of domestic research at the Guttmacher Institute, in a news release. The data clearly show that the majority of older teens and adults have already had sex before marriage, which calls into question the federal government’s funding of abstinence-only-until-marriage programs for 12–29-year-olds. â€Å"It would be more effective to provide young people with the skills and information they need to be safe once they become sexually active which nearly everyone eventually will,† says Finer . In the study, published in Public Health Reports, researchers analyzed data from four cycles of the National Survey of Family Growth from 1982 to 2002, which included information on sexual and marital behaviors. The results showed that the vast majority of Americans have sex before marrying. For example, the 2002 survey showed: By age 20, 77% of men and women had had sex, including 75% who had had premarital sex. By age 44, 95% of men and women had had premarital sex; 97% of those who had ever had sex had had premarital sex. Among those who had abstained from sex until at least age 20, 81% had had premarital sex by age 44. Despite public opinion that premarital sex is much more common now than in the past, researchers say the number of Americans having premarital sex has not changed much since the 1940s. Among women who turned 15 between 1964 and 1993, 91% had had premarital sex before age 30, compared with 82% of women who turned 15 between 1954 and 1963. In addition, nearly nine out of 10 women who turned 15 between 1954 and 1963 had had unmarried sex by age 44. Researchers say that though the likelihood that Americans will have sex before marriage hasn’t changed significantly since the 1950s, people are now waiting longer to get married. So they are sexually active and unmarried for longer than in the past (WebMD). † In Janet Smith’s article about Premarital Sex, she states; â€Å"The evidence is overwhelming that children raised in households headed by a single parent are much more prone to sexual abuse, drug abuse, crime, and divorce, for instance. Their health is poorer; their academic achievement is poorer; their economic well-being is less than that of children who are raised in two-parent households. In every way, children raised in single parent households seem to have a few strikes against them as they forge their way through life. (I do not want to suggest, of course, that all children raised in single parenthood households are doomed. I simply want to report that Catholic Church teaching, the teaching of most religions, sociological research, and perhaps common sense are at one in recognizing that children fare better when raised in a household with two parents. The number of single-parenthood households has risen dramatically, due, of course, largely to unwed pregnancy and divorce† ( Catholic Education Resource Center). Also stated in this article by Janet Smith, â€Å"The dimensions of the problem of unwed pregnancy are very serious, indeed. In the early nineteen sixties, some 3% of white babies were born out o f wedlock, some 22% of black babies and as a whole, 6% of the babies born in the United States were born to unwed parents. Now some 22% of white babies, 68% of black babies and as an aggregate in the United States some 31% of babies are born to unwed parents. One out of four to one out of three pregnancies in the United States are ended through abortion, the vast majority performed on unmarried women. Nearly every one of these births and abortions represent a failed relationship, a relationship that was not committed to the caring for any children that may be conceived through the relationship† ( Catholic Education Resource Center). How to cite Premartial Sex, Papers

Plant Diversity Study Guide free essay sample

Burnes (1992) expressed that ‘change management is not a distinct discipline but rather, the theory and practice of change management draws on a number of social science disciplines and traditions’ (Kitchen Daly, 2002). It is also defined as ‘the process of continually renewing an organization’s direction, structure, and capabilities to serve the ever-changing needs of external and internal customers’ (Moran Brightman, 2000). A clear definition of change or change management / organisational is still lacking despite numerous definitions by authors (Struckman Yammarino, 2003). The purpose of this paper is to explore change leaders’ skills/abilities required in implementing change in various context or change management approach. In doing so, the nature of change encompassing the drivers, critical success factors (CSF), dilemmas of change and types of change is discussed to achieve a better understanding organisational change. The drive for change follows the cause-effect path set in Figure 1. The transformation needs attention to both the external and internal drivers of change (Anderson Anderson, 2010). The Burke-Litwin model (Appendix 2) ranks them in terms of importance. The model argues that all of the factors are integrated and interdependent which generally most authors agree to (Kitchen Daly, 2002). However, there are authors claiming that technology, government and globalisation, competitionand corporate sustainability to be drivers for change (MGT8033, 2012). Based on the infinite arguments, it can be construed that state that the drivers of change are too many too list (Jick Peiperl, 2011). Figure 1: The Drivers of Change Model (Anderson Anderson, 2010) An organisation’s ability to survive the transformation is greatly influenced by its CSFs. However, contradicting findings of the MIT study (Berger et al. , 1989) and Samson’s (1999) fourteen guiding principles (MGT 8033, 2012) is sighted. Researchers also identified communication, employees’ perception of the organisation’s ability to deal with change, planning and analysis and assessment as success factors (Chrusciel Field, 2006). Soft success factors (innovativeness, creativity and intuition) build on the existing platform of hard success factors (quantity, diligence and productivity) and soft success factors are becoming competitive advantage (Bertoncelj et. l, 2009). Figure 2 lists the necessary conditions for a successful change based on a survey conducted in UK (McGreevy, 2009). Sound pre-planning Objectives of the change process aligned with organisational objectives Commitment from the top of the organisation to ensure that resources were available to manage the change effectively Commutations – explaining why the change was necessary Participation Applied project management Taking a measured approach to the roll out of the change programme Progress monitoring of results using the balanced scorecard Figure 2: Conditions for successful change (Source: McGreevy, 2009) Organisation should also analyse the ‘hard’ and ‘soft’ interventions of change as shown in Appendix 3 to ensure effective change programmes. Five dilemmas of change that have characterised decision about organisational change, viz. adaptive or rational strategy development, cultural or structural change, continuous improvement or radical transformation, empowerment or leadership and command and economic or social goals was identified (Stace Dunphy, 2001). To handle such dilemmas, the scale of change model (Appendix 4), which uses the influence of culture and power was created by Stace and Dunply. The model also suggests there is no particular way of implementing change that will work in all situations (MGT8033, 2012). Organisation structure can vary along a number of dimensions in the form of bureaucratic, functional, matrix or network structure. The choice of structure is influenced by an organisation’s strategy, its size and the technology used. As an organisation changes its strategy to respond to PEST factors in its external environment, so should its structure change to maintain the strategy-structure relationship (Senior, 2002). To allow organisational survival, organisations tend to favour flatter and more flexible ways of working compared to hierarchical organisational forms and bureaucratic control systems which can be a hindrance to change (Collier Esteban, 2000). The drivers of change are the primary determining factor of the type of change an organisation is to lead – developmental, transitional or transformational, presented in Appendix 5 (Dick Peiperl, 2011). Development change is an improvement in an organisation’s existing way of operating to ensure efficient business (Anderson Anderson, 2010) It happens when firms continually scan their internal and external environments while avoiding radical, infrequent scale change (Gilley et. al 2009) to increase competitive advantage. Transitional change occurs when a problem is recognised in the current reality that needs to be solved with a new way of operating (Anderson Anderson, 2010) which represents small, gradual even incremental changes in people, policies, procedures, technology, culture or structure (Gilley et. l 2009). The most widespread type of change occurring in today’s corporate world is transformation change which happens when the organisation identifies that is existing was of operating cannot meet market demands. This calls for content changes that are far more radical (Anderson Anderson, 2010). Successful transformational changes have been positively linked to increased competitiveness, although extreme and sometimes revolutionary (Gilley et. al, 2009). ‘It is represented by a radical conceptualization of the organisation’s mission, culture and CSFs, form leadership and the like’ (Dick Peiperl, 2011). Cooper and Arygris (1998) claim organisational change can ‘take many forms it can be planned or unplanned, incremental or radical, and recurrent or unprecedented’. Continuous change assumes gradual shifts whereas discontinuous change is much more dramatic which changes the nature of whole industries and economies (Kitchen Daly, 2002). Radical change normally happens after a prolonged performance decline or major environmental change (Beugelsdijk et. al. , 2002). This type of change involves processes, technologies or knowledge that require new ways of operating for the adaptation to be successful (Street Gallupe, 2009). It suggests the use of authoritative power to force change in a rapid way to address organisational and environmental fit or intra organisational fit (MGT8033, 2012). Figure 3: Radical or revolutionary change (Source: MGT8033, 2012) Incremental change is a process whereby individual parts of an organisation deal incrementally and separately with one problem and one goal at a time by responding to internal and external environments. However, incremental change limits the need of fast or fundamental change when required and Burnes (2000) identifies that it can lead to a slow death. While some writers deem that this approach is relatively unimportant, others identify that it can be part of an overall plan to transform an organisation (MGT8033, 2012). Evidences are clear that Japanese companies have an enviable track of achieving fierce competitiveness through pursuing this approach. It avoids both stagnation of doing little or nothing (Burnes, 2004). Figure 4: Incremental change (Source: MGT8033, 2012) The punctuated equilibrium model (Figure 5) suggests that change is discontinuous. It is argued that, with a few exceptions, most organisations experience change as a pattern of punctuated equilibrium. Contrary to opinion cited in Burnes (2000) which suggested that this model of change has been rejected due to lack of empirical support (MGT 8033, 2012), numerous case histories offer support for this model (Hayes, 2010). Tushman and Romanelli (1985) proposed an interaction between radical and incremental change, making use of this model, conducting a case study on Heineken, Inc. and concluded that organisational change process that consists of initial radical change was succeeded by incremental change (Beugelsdijk et. al. , 2002). Figure 5: Punctuated equilibrium model of change (Source: MGT8033, 2012) Proponents argue that continuous transformational change model (Figure 6) is vital for organisational survival and they must develop the ability to transform themselves continuously in a fundamental manner. This is particularly the case in fast-moving industry sectorssuch as Intel, Wal-Mart, 3M, Hewlett-Packard and Gillette where the ability to change rapidly and continuously. Continuous transformation to be able to keep aligned with the constant, rapid, radical and unpredictable changing environments in which organisations operate is the rationale for this model (Brown Eisenhardt, 1997). Figure 6: Transformational change model (Source: MGT8033, 2012) Appendix 6 illustrates a framework of an organisational change which allows approaches to change to be matched to environmental conditions and organisational constraints (Burnes, 2004). Armenakis and Bedeain (1999) identified three factors common to all change efforts – content, contextual and process issues (Walker et. al. , 2007) The change models previously examined suggests and relates to the need to review associated leader skills (Gilley et al. , 2009). In Saka (2003), Buchanan and Badham (1999) define change agent as a manager who seeks ‘to reconfigure an organisation’s roles, responsibilities, structures, outputs, processes, systems, technology or other resources’. Burnes (2004) defines change agents as ‘the people responsible for directing, organising and facilitating change in organisations’. Pettigrew and Whipp (1991) describe change agents as ‘individuals operating at various levels and holding differing ranks within an organization, ensuring that there is both operational and strategic change capacity’ (Massey Williams, 2006). Evidences suggest interpersonal skills drawn on leaders’ abilities to motivate, communicate and build teams will increase leaders’ success with change. Organisational leaders strongly influence the work environment via constant interpersonal interactions. Motivating employees, communicating effectively, and creating environments in which team thrive are each positively and significantly associated with effectively leading change. Kark and VanDijk’s (2007) find that a leader’s ability to create a work environment that enhances employee motivation proves critical. Similarly, Luecke (2003) claims that effective communications are necessary to cultivate and used as an effective tool for motivating employees involved in change. LaFasto and Larson (2001) also stated that building teams requires leaders with good communication and motivation skills. It is clear that motivation, communication and teambuilding skills are interrelated and complementary. Hence, deployment of such interpersonal skills to fully engage employees and cultivate and lead a successful change is important. Leaders’ deliberate and disciplined actions, grounded in a solid base of interpersonal skills, enable effective change (Gilley et al, 2009). Gilsdorf (1998) claims that many mistakes in change management programmes is associated with communication breakdown. According to Hargie and Tourish (1993), the quality of communication between the people who make up an organisation is ‘a crucial variable determining organisational success’. Kotter claims that clear communication to employees is critical to the successful management of change. Communication is regarded as key issue in the successful implementation of change programmes (Kitchen Daly, 2002). As constant communication and motivation is required to engage employees throughout the various context and change phases, the need to use these skills must be also constant throughout to achieve effective change programmes. Change can trigger a wide range of positive and negative responses and poses significant challenges both to those who implement and those are affected by the change. Evidences shows that employees tend to resist organisational change in general. Literatures propose that a change leader with high emotional intelligence will promote the use of constructive conflict resolution skills and strategies and lessen the possibility of destructive conflict strategies. Goleman (1998) suggested that individuals with high emotional intelligence will have superior conflict resolution skills, though this statement has not been supported with research (Jordan Troth, 2002). Resolving conflict skills is needed most during a radical/revolution change, the initial staff of a punctuated equilibrium change approach and continuous transformational change due to the rapid and unpredictable manner of change management and the possibility of experience high resistance amongst employees. Research has shown that visionary leadership positively affects business outcomes and follower perceptions of leadership effectiveness. Given convincing empirical support for the impact of visionary leadership on positive organisational outcomes, scholars claim that interpersonal skills and competencies are necessary for demonstrating visionary leadership behaviors. Recently, Bass (2002) noted that several aspects of emotional intelligence are critical for transformational leaders who score highly on visionary leadership and individualised consideration. Effective visionary leadership requires leaders to provide a clear and compelling sense of direction which is important in times of rapid change for organisations. However, not all situations where this kind of leadership is needed are identical. Michael Dell and Bill Gates are two examples of men who saw a reality different from others in the computer business. Visionary skills involves mentally modelling performance, focusing on the positive – sometimes incremental – steps necessary to achieve acceptable results considering the capabilities and constraints of oneself and the organisation (Gilley, 2005). Visionary skill is most needed during a continuous transformation change and incremental change. Organisations need to be equipped to reengineer their strategic priorities at speed which leads to re-evaluating the quality and effectiveness of their decision-making processes when confronted with exceptional instability in current business context. The key to success in doing this is predictive analysis – using quantitative methods to derive actionable insights and outcomes from data which brings about the need for a change leader to be analytical and able to diagnose in drawing conclusions and making decisions. Analytical leaders in Google, Tesco Best Buy and Caesars Entertainment Corp. are realising powerful benefits of being able to predict market trends, identify customer behaviours and pinpoint workforce staffing requirements (Gilley, 2005). However, an executive vice president for a large health insurer in Pennsylvania states recognises that analytical capabilities on its own do not help to create competitive advantage (Harris Craig, 2011). Strategy shapes an organisation’s long term direction and actions, including changes required to achieve planned results. Leaders with strategic thinking skills hold a global ‘big picture’ perspective of an organisation could with an understanding of the interrelatedness of its numerous parts. A strategic approach to change appreciated that change creates change, causes a ripple effect, and may yield solutions that are tomorrow’s problems which change leaders need to anticipate and plan for (Gilley, 2005). The decision to radically change the distribution system in Heineken by Freddy Heineken can be seen as a controlled form of organisational change. This coincides with the view on organisational change that can be labelled ‘rational adaptation theory’. According to this view, organisational change is the result of a designed change in strategy of individuals in an organisation in response to environmental changes, threats and opportunities. The anticipation of future developments in the beer market made Heineken’s CEO decide to change the distribution system radically (Beugelsdijk et. al. , 2002). Traditional models of growth have often emphasised maximising revenue generation through increased capital expenditures. However, there is a trend towards achieving organisational growth by exploiting the understanding of the relationships between an organisation and its environment in order to solve problems and revamp itself. Organisational development (OD) is the new way through which organisations can continuously improve on their activities and increase their long term prospects which organisations develop by adopting a series of planned intervention strategies that aim to enhance the effectiveness of the organisations (Mulili Wong, 2011). Schein (1988) stated that organisations have continually to achieve ‘external adaptation and internal integration’ (Senior, 2002). Recognising and understanding leadership and management functions itself does not guarantee success – a variety of skills, ability, knowledge and aptitude are needed to implement change well. The specific knowledge, skills and competencies within each broad category are by no means mutually exclusive to each dimension – they often overlap. Successful change leaders must be able to make sense of change contexts and deploy knowledge and core competencies appropriately. No two change scenarios are exactly the same; hence, the requisite combination of one’s skills and competencies are unique to each situation (Gilley, 2005). It can be concluded that a change leader is required to exercise all the skills in various change approaches / context, discussed earlier in this paper. However, the degree of skill required may vary depending on the phases of change – an example is illustrated in Appendix 1 (Part B).

An Analysis of The Drummer Boy of Shiloh by Ray Bradbury free essay sample

One cause can make a huge difference. The historical fiction short story called The Drummer Boy of Shiloh was written by Ray Bradbury. Harriet Tubman: Conductor of the Underground Railroad is a nonfictional biographical excerpt, written by Ann Petry. Both characters, from these two selections might have a small role but they made a huge difference. Even though these are two different selections, they share some similarities. In the April night, hours before the most bloody event starts in 1862, was a boy who feared the upcoming battle. The narrator is in third person. The authors urpose was to inform the readers about how the drummer boys would feel before the fight, since they do not carry any protection for themselves. The story took place at Shiloh, Tennessee, on the eve of the Civil War battle. Joby, who is a drummer boy, feared the battle and could not sleep. The general notices him and tries to comfort Joby. We will write a custom essay sample on An Analysis of The Drummer Boy of Shiloh by Ray Bradbury or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page He admits that he was afraid too but he understood that death is part of the war and he cannot change it. Since Joby does not carry any protection, he becomes scared and cries; but the general comforts him and he was able to sleep. During the attle, many soldiers fought and died. Many died because the generals troops were young and inexperienced. Harriet Tubman was one of the bravest heroes to lead the slaves to freedom. The narrators point of view is in third person. The authors purpose was to acknowledge Harriet Tubman for her bravery, kindness, and sacrifice. Harriet Tubman, a former slave, led a group of eleven runaway slaves from the South to freedom in Canada. She faced many difficulties along the way. Some slaves wanted to return to the plantations but Tubman threatened them not to leave the group by using a gun. She made two trips every year in six years from the South to Canada. Since the fugitive slave law was passed, many runaway slaves had to go to Canada for freedom. The two selections have some similarities and differences obviously. Both characters from each selection are fearful. But they face their fears differently. They played a major role during the Civil War. But they played different roles in the war. Joby is younger that Tubman but both are heroes in the war. In both selections, readers can learn that Harriet Tubman and Joby are courageous and they made a ifference in the world even though they are only minor heroes in history. These stories can compare and contrast in some ways. Joby was a drummer boy in the Civil War. Harriet Tubman was a leader who helped freed slaves in the South. Though these characters faced different situations, both gathered courage and faced it, which helped the North win the war. What would happen if nobody wants to help the North win what was right? Would it still be the same as it is today? An Analysis of The Drummer Boy of Shiloh by Ray Bradbury By exoticl 1 1

Battle of Brandy Station in the Civil War

Battle of Brandy Station in the Civil War Battle of Brandy Station - Conflict Date: The Battle of Brandy Station was fought June 9, 1863, during the American Civil War (1861-1865). Armies Commanders Union Major General Alfred Pleasonton11,000 men Confederate Major General J.E.B. Stuart9,500 men Battle of Brandy Station - Background: In the wake of his stunning victory at the Battle of Chancellorsville, Confederate General Robert E. Lee began making preparations to invade the North. Prior to embarking on this operation, he moved to consolidate his army near Culpeper, VA. Early June 1863, the corps of Lieutenant General James Longstreet and Richard Ewell had arrived while the Confederate cavalry, led by Major General J.E.B. Stuart screened to the east. Moving his five brigades into camp around Brandy Station, the dashing Stuart requested a full field review of his troops by Lee. Scheduled for June 5, this saw Stuarts men move through a simulated battle near Inlet Station. As Lee proved unable to attend on June 5, this review was re-staged in his presence three days later, though without the mock battle. While impressive to behold, many criticized Stuart for needlessly tiring his men and horses. With the conclusion of these activities, Lee issued orders for Stuart to cross the Rappahannock River the next day and raid advanced Union positions. Understanding that Lee intended to begin his offensive shortly, Stuart moved his men back into camp to prepare for the next day. Battle of Brandy Station - Pleasontons Plan: Across the Rappahannock, the commander of the Army of the Potomac, Major General Joseph Hooker, sought to ascertain Lees intentions. Believing that the Confederate concentration at Culpeper signaled a threat to his supply lines, he summoned his cavalry chief, Major General Alfred Pleasonton, and ordered him to conduct a spoiling attack to disperse the Confederates at Brandy Station. To assist with the operation, Pleasonton was given two select brigades of infantry led by Brigadier Generals Adelbert Ames and David A. Russell. Though the Union cavalry had performed poorly to date, Pleasonton devised a daring plan which called for dividing his command into two wings. The Right Wing, consisting of Brigadier General John Bufords 1st Cavalry Division, a Reserve Brigade led by Major Charles J. Whiting, and Ames men, was to cross the Rappahannock at Beverlys Ford and advance south toward Brandy Station. The Left Wing, led by Brigadier General David McM. Gregg, was to cross to the east at Kellys Ford and attack from the east and south to catch the Confederates in a double envelopment. Battle of Brandy Station - Stuart Surprised: Around 4:30 AM on June 9, Bufords men, accompanied by Pleasonton, began crossing the river in a thick fog. Quickly overwhelming the Confederate pickets at Beverlys Ford, the pushed south. Alerted to the threat by this engagement, the stunned men of Brigadier General William E. Grumble Jones brigade rushed to the scene. Barely prepared for battle, they succeeded in briefly holding up Bufords advance. This allowed Stuarts Horse Artillery, which had nearly been taken unawares, to escape south and establish a position on two knolls flanking the Beverlys Ford Road (Map). While Jones men fell back to a position on the right of the road, Brigadier General Wade Hamptons brigade formed on the left. As the fighting escalated, the 6th Pennsylvania Cavalry unsuccessfully charged forward in an attempt to take the Confederate guns near St. James Church. As his men fought around the church, Buford began probing for a way around the Confederate left. These endeavors led him to encounter Brigadier General W.H.F. Rooney Lees brigade which had assumed a position behind a stone wall in front of Yew Ridge. In heavy fighting, Bufords men succeeded in driving Lee back and taking the position. Battle of Brandy Station - A Second Surprise: As Buford advanced against Lee, Union troopers engaging the St. James Church line were stunned to see Jones and Hamptons men retreating. This movement was in reaction to the arrival of Greggs column from Kellys Ford. Having crossed early that morning with his 3rd Cavalry Division, Colonel Alfred Duffià ©s small 2nd Cavalry Division, and Russells brigade, Gregg had been blocked from advancing directly on Brandy Station by Brigadier General Beverly H. Robertsons brigade which had taken a position on the Kellys Ford Road. Shifting south, he succeeded in finding an unguarded road which led into Stuarts rear. Advancing, Colonel Percy Wyndhams brigade led Greggs force into Brandy Station around 11:00 AM. Gregg was separated from Bufords fight by a large rise to the north known as Fleetwood Hill. The site of Stuarts headquarters before the battle, the hill was largely unoccupied except for a lone Confederate howitzer. Opening fire, it caused the Union troops to pause briefly. This permitted a messenger to reach Stuart and inform him of the new threat. As Wyndhams men began their attack up the hill, they were met by Jones troops riding in from St. James. Church (Map). Moving to join the battle, the Colonel Judson Kilpatricks brigade moved east and assaulted the south slope of Fleetwood. This attack was met by Hamptons arriving men. The battle soon deteriorated into a series of bloody charges and countercharges as both sides sought control of Fleetwood Hill. The fighting ended with Stuarts men in possession. Having been engaged by Confederate troops near Stevensburg, Duffià ©s men arrived too late to alter the outcome on the hill. To the north, Buford maintained pressure on Lee, forcing him to retreat to the hills northern slopes. Reinforced late in the day, Lee counterattacked Buford but found that the Union troops were already departing as Pleasonton had ordered a general withdrawal near sunset. Battle of Brandy Station - Aftermath: Union casualties in the fighting numbered 907 while the Confederates sustained 523. Among the wounded was Rooney Lee who was later captured on June 26. Though the fighting was largely inconclusive, it marked a turning point for the much-maligned Union cavalry. For the first time during the war, they matched their Confederate counterparts skill on the battlefield. In the wake of the battle, Pleasonton was criticized by some for not pressing home his attacks to destroy Stuarts command. He defended himself by stating that his orders had been for a reconnaissance in force toward Culpeper. Following the battle, an embarrassed Stuart attempted to claim victory on the grounds that the enemy had departed the field. This did little to hide the fact that he had been badly surprised and caught unawares by the Union attack. Chastised in the Southern press, his performance continued to suffer as he made key mistakes during the upcoming Gettysburg Campaign. The Battle of Brandy Station was the largest predominantly cavalry engagement of the war as well as the largest fought on American soil. Selected Sources National Park Service: Battle of Brandy Station CWPT: Battle of Brandy Station

Moral Essay Example | Topics and Well Written Essays - 750 words

Moral - Essay Example The plot of The Importance of Being Earnest centers around deception. Algernon is a wealth bachelor that lives in London. He often pretends to have a friend Bunbury who is sick and lives in the country. Whenever Algernon wishes to escape certain social utieshe is explains that he simply can no because he has to visit his sick friend. He can then escape and enjoy the pleasures that Victorian society called improper. However, his friend, Bunbury, does not exist. Through this form of deception Algernon not only gets pity from his friends he also has the perfect excuse to do whatever he wants. Algernon's believes his best friend is named Ernest. Ernest is actually John Worthing. John Worthing is also using deception to escape his restrictive and boring existence. He tells his friends that he has a wayward brother who lives in London and is often in trouble. Therefore he must go to London to bail his brother out. When John is in London he goes by the name of Ernest. He pretends to be a go od man in country only to be a adan in the city. John wants to marry Gwendolen, but she wants to marry a man named Ernest. When she meets John using the name Ernest she falls deeply in love with him. Gwen's aunt insists on knowing his family background and he is forced to reveal that is real parents left him at a train station and he was adopted by a rich upstanding Victorian family. Algernon has the idea that he will go into the country to visit John and pretend to be Ernest. He is unaware that John has given up his city life and has planned the tragic (but unreal) death of his brother. Deception plays a vital role in this play. If John and Algernon did not lie there would be no play. If each character followed the Victorians standards of society, there would be no plot. While this play is a comedy, Wilde's point is clear: only through deception can people exist in Victorian society. If they did not use deception everyone would surely die from boredom and the suffocating grasp of s ociety. Similarly, Shakespeare Hamlet is based on deception. Hamlet begins with the death of the King of Denmark. He has been killed by his wife and brother. It is Hamlet who is first deceived by his mother. She gets married without telling Hamlet. When Hamlet arrives he is disgusted by his mother's actions. The role of deception is seen throughout the play. Hamlet pretend to be crazy, he pretends not to love Ophelia, and pretends not to know that his mother killed his father. Claudius and Gertrude pretend to care for Hamlet only to try to have him killed. Rosencrantz and Guildenstern pretend to be Hamlet's friends but are really acting like spies for the king. Deception in Elsinore is a symptom of disease society where ambition and greed run rampant and uncontrolled. All the characters in Hamlet must lie to survive and in the end deception kills them all. The societies in Importance of Being Earnest and Hamlet are both portrayed as corrupt. In amletthe court of Elsinore is the representative evil society. It is a toxic environment that breeds blind ambition, betrayal, and evil. Hamlet comments "'Tis an unweeded garden that grows to seed; Things rank and gross in nature possess it merely" (Shakespeare Act I, sc ii). Claudius and Polonius are to of the top officials in Elsinore and therefore responsible for the destruction of a good society and the

The United Arab Emirates embassy in Washington D.C Essay

The United Arab Emirates embassy in Washington D.C - Essay Example On the security front, the giant nations, the UAE and the USA, have and continue to collaborate, with their relations gaining momentum each and very give minute. To be sure, UAE is the only country in the Gulf region that has provided military assistance and cooperation to the USA forces in its five military operations, namely the Afghanistan, Libya, Somalia, Bosnia-Kosovo and the Gulf wars. In addition, the UAE and the United States support each other’s efforts in fighting terrorism and providing peace around the world, and so was the foundation for the bilateral Defense Cooperation Agreement signed in 1994, permitting the United States to base troops and their military artillery within UAE federation borders, particular, in Jebel Ali port, in Dubai, providing waters deep enough to berth the aircraft carriers of the US naval forces.UAE and the USA have also increased their partnership in the social and cultural sectors; Universities such as New York University, Boston Univers ity and other USA institutions initiating different projects in the UAE. The US healthcare institutions such as Johns Hopkins, Cleveland Clinic and May Clinic are also cutting a niche for themselves by in the UAE by exchanging ideas and/or best practices in health care services. The UAE was but among the countries that come in handy with to support the victims and reconstruct the damages caused by Hurricane Katrina in 2011, and indeed help rebuild Joplin school in Missouri and provide new laptops to the affected students.

Problems Faced Before ERP Implementation

Problems Faced Before ERP Implementation Some data, coming from SAP R/3, goes directly into SAP NetWeaver BI data marts. But the rest, which comes from diverse systems that handle billing, customer relationship management (CRM), mediation, provisioning, and prepaid sales, goes first to a third-party extract/transform/load (ETL) system. The ETL system takes the data from every call that customers make every payment, every service call, and more and transforms it based on business rules before storing it in a third-party database About Reliance Infocomm Reliance Infocomm is the outcome of the late visionary Dhirubhai Ambanis (1932-2002) dream to herald a digital revolution in India by bringing affordable means of information and communication to the doorsteps of Indias vast population. Make the tools of Infocomm available to people at an affordable cost, they will overcome the handicaps of illiteracy and lack of mobility, Dhirubhai Ambani charted out the mission for Reliance Infocomm in late 1999. He saw in the potential of information and communication technology a once-in-a-lifetime opportunity for India to leapfrog over its historical legacy of backwardness and underdevelopment. Working at breakneck speed, from late 1999 to 2002 Reliance Infocomm built the backbone for a digital India 60,000 kilometres of fibre optic backbone, crisscrossing the entire country. The Reliance Infocomm pan-India network was commissioned on December 28, 2002, the 70th birth anniversary of Dhirubhai. This day also marked his first birth anniversary after his demise July 6, 2002. Reliance Infocomm network is a pan India, high capacity, integrated (wireless and wireline) and convergent (voice, data and video) digital network, designed to offer services that span the entire Infocomm value chain infrastructure, services for enterprises and individuals, applications and consulting. The network is designed to deliver services that will foster a new way of life for India. Clarify clarify CRM is the product of clarify Inc. Customer Relationship Management is a comprehensive business strategy, focused on the process of acquiring, managing, retaining and partnering with selective customers to create superior long-term value for the company and the customers. In a nutshell, CRM strives to identify customers who provide the greatest return to the company, and to optimize relationships with those customers. CRM features Segmenting customers Responding uniquely to the best customers Having a 360 degree view, of a customer Measuring and driving down the cost of customer acquisition Attracting customers using the totality of the experience you provide Need for CRM Customers have the upper hand in most purchase transactions They are inherently less loyal They have rising expectations They no longer tolerate companies that dont get the basics right Advantages of CRM To gain a better understanding of customers wants and needs Allows companies to gather and access information about customers buying histories, preferences, complaints, and other data so they can better anticipate what customers will want. The goal is to instill greater customer loyalty. Used in association with data warehousing, data mining, call centers and other intelligence-based applications Faster response to customer inquiries Increased efficiency through automation Obtaining information sharable with business partners Deeper understanding of Customers Increased marketing and selling opportunities Identifying the most profitable customers Improved products and services through customer feedback Clarify Design Philosophy Flexible Wherever possible rules are held as data in the application Customizable Extremely easy to change look and functionality of screens Can add new fields, tables and relationships to the database Upgradeable We want you to be able to stay current easily Highly scaleable High volume with good response times Comprehensive and open data model More flexibility than most people need Can use any SQL-based tools for reporting, etc Internationalize Ability to deal with multi-currency, different languages, etc Workflow orientated Strong ownership paradigm so nothing falls through the cracks Use of standards The new applications include Clarify Customer Portal which stores customer information and lets customers communicate with a company via methods such as E-mail and online chat. Clarify eOrder lets customers shop online then takes orders and manages them through fulfillment; it works in conjunction with Clarify eConfigurator which determines customer needs and then helps configure complex products. Clarify eMerchandising lets businesses draw from customer analysis data and develop personalized marketing campaigns and product offerings Clarify Applications Call Center: ClearCallCenter Front end for Contact Center Agents Manages overall customer interaction Can be used as sales application or as a front-end to ClearSupport for hybrid sales/service. Operates in both relationship-based call centers and high-volume, one and done sales environments Sales Force Automation: ClearSales Handles prospects and leads Sales force automation Provides management of all aspects of the selling cycle, from lead through completed order. Provides an enterprise-wide view of sales and support activities in accounts for ongoing relationship management activities Customer Support: ClearSupport Is a trouble management system Single point of contact for service requests and problem reporting Comprehensive technical support management system, Handles calls that involve service requests, questions, etc. DSS is a data warehousing department that caters to the needs of the management by delivering vital information to business users to make timely and accurate decisions for business growth leading to effective and efficient operations to gain a competitive edge in the marketplace. DSS is a system that Collects data from multiple sources, Summarizes data as per business needs and creates reports at business operations DSS enables business users to centrally monitor and analyse information, monitor various events and enable them to react to those events by providing a single view of business information. DSS is a business-centric data warehousing department with an integrated workflow mechanism that supports streamlined business processes. It delivers high performance access to all information and applications on CRM, Billing, Product and Network domains. CRM applications delivered by a DSS enable business user to analyse number of customers, trends and usage patterns of individual customers, individual customer records, etc. It also holds information about customer service like Interaction and Cases handled by Call Center, Number of Interactions, Interaction Category, Number of Cases, Case Status, Case Category, etc. Product applications provide all pertinent information about the usage and performance of various products like SMS, R-Connect, R-World etc. Billing applications provide all pertinent information about the billing and outstanding of RIM customers. It holds in information of ADC Service Status, Billing Circle, CIOU Code, Channel Code, Channel Type, City, Customer Type, No.of Invoices, and No. of Payments, OG Barred Status, OTAF Month, Payment Option, Rate Plan, Service wise, Month wise, Zero Payment wise Billing Status. DSS offers three kinds of reports namely: OLAP Reports (http://dss.ril.com/) Business Intelligence Reports (http://dssbi.ril.com) Ad hoc Reports based on the data requested by the business user ETL The acronym ETL is used to describe the processes used by DSS to obtain data from external sources and make it usable to the DSS applications. ETL stands for Extract, Transform and Load. Extraction is the process of selecting and pulling data from the operational and external data sources, in order to prepare it for the warehouse. Also called Data Extraction. A good extraction is based on a Business Rule. Business rules are applied to data using constraints. There are two basic ways that the extract process is performed. Either the system providing information will give the DSS team a feeder file. This file will than be accepted by DSS and used to load tables. The other option is for the DSS team to write SQL code and actually perform in place extractions from source systems. In both of these cases, the timing, data volume estimates and source systems impacts need to be considered Transformation is the process of manipulating data. Any manipulation beyond copying is a transformation. Process includes cleansing, aggregating, and integrating data from multiple sources. Example: Address1, Address2, Address3 could be concatenated as one single field. Transformation is the biggest, most complicated, most resource intensive and most important of DSS process. The transformation takes raw, unclean, unformatted, unsynchronized, sparse, and often corrupt data sources and standardizes, cleans and matches it up enough to make it useful for further analysis. . BO Business Objects is a reporting tool for SQL compliant databases. It allows users to prepare custom reports from a number of databases simultaneously, which in turn facilitates advanced reporting and data analysis. Loading is the last step in the ETL process. Loading is nothing more than taking the outputs from the transformation process and putting it into an Oracle table. The process of moving extracted, transformed into the data warehouse. Generally the data is loaded to the Target table. Target table holds the intermediate or final results of any part of the ETL process. The target of the entire ETL process is the data warehouse. BW The SAP Business Information Warehouse allows you to analyze data from operative SAP applications as well as all other business applications and external data sources such as databases, online services and the Internet. The Administrator Workbench functions are designed for controlling, monitoring and maintaining all data retrieval processes. The SAP Business Information Warehouse enables Online Analytical Processing (OLAP), which processes information from large amounts of operative and historical data. OLAP technology enables multi-dimensional analyses from various business perspectives. The Business Information Warehouse Server for core areas and processes, pre-configured with Business Content, ensures you can look at information within the entire enterprise. In selected roles in a company, Business Content offers the information that employees need to carry out their tasks. As well as roles, Business Content contains other pre-configured objects such as InfoCubes, queries, key figures, characteristics that make BW implementation easier. With the Business Explorer, the SAP Business Information Warehouse provides flexible reporting and analysis tools for analyses and decision-making support in your enterprise. You analyze the dataset of the Business Information Warehouse by defining queries for Infocubes using the BEx Query Designer. By selecting and combining InfoObjects (characteristics and key figures) or reusable structures in a query, you determine the way in which you navigate through and evaluate the data in the selected InfoProvider. The layout of the report needs to be pre-defined before design. Reports are the final deliverable to the users. The process of report definition starts with requirement and ends with its development and testing by Business Analysts. During this process the Business Analysts interacts with report developer closely and fine tunes the outcomes in a back and forth form of process. The developer in turn technically chooses the InfoObjects (characteristics and key figures) already defined in the cube that needs to become part of the report. Benefits From the day we started operating our business, our managers had information about the traffic, how the products we launched into the market were performing, how our customers were using them, how we were acquiring new customers, and our customer interactions, Gupta explains. All these things helped us to provide services with lower costs, which is one of the reasons we were able to win the market. SAP NetWeavers ability to span corporate silos and offer a single view of corporate information lets the DSS team deliver solutions quickly and accurately. For instance, approximately 95 percent of the data is loaded from non-SAP systems, with 18 million records processed daily, and SAP NetWeaver is the key factor that made Reliance Infocomms success possible. An aggregate enhances performance by duplicating the data from an InfoCube and storing it in a summarized form so you can access it quickly for reporting. If you want great performance results with reports and you do use aggregates. Using SAP NetWeavers aggregate tool lets you increase flexibility while designing and can sometimes let you meet more than one business requirement with the same model. SAP Opportunities: 1. Integration Integration can be the highest benefit of them all. The only real project aim for implementing ERP is reducing data redundancy and redundant data entry. If this is set as a goal, to automate inventory posting to G/L, then it might be a successful project. Those companies where integration is not so important or even dangerous tend to have a hard time with ERP. ERP does not improve the individual efficiency of users, so if they expect it, it will be a big disappointment. ERP improves the cooperation of users. 2. Efficiency Generally, ERP software focuses on integration and tend to not care about the daily needs of people. I think individual efficiency can suffer by implementing ERP. the big question with ERP is whether the benefit of integration and cooperation can make up for the loss in personal efficiency or not. 3. Cost reduction It reduces cost only if the company took accounting and reporting seriously even before implementation and had put a lot of manual effort in it. If they didnt care about it, if they just did some simple accounting to fill mandatory statements and if internal reporting did not exists of has not been fincancially-oriented, then no cost is reduced. 4. Less personnel Same as above. Less reporting or accounting personnel, but more sales assistants etc. 5. Accuracy No. People are accurate, not software. What ERP does is makes the lives of inaccurate people or organization a complete hell and maybe forces them to be accurate (which means hiring more people or distributing work better), or it falls. Challenges Even though the company started its DSS before the sales side launched, it still had to deal with multiple data sources across heterogeneous platforms a common issue for most organizations working with business intelligence (BI), and a challenge perfect for SAP NetWeaver Business Intelligence (SAP NetWeaver BI). Data granularity More granular models require higher data loads and more maintenance. While designing a model, its critical to keep the principles of star schema in mind. Star schema is generally considered the simplest data warehouse schema, and its characterized by very large fact tables that contain the primary information in the data warehouse in conjunction with smaller dimension tables that contain information about particular attributes of the data in the larger fact table. With this in mind, your model should achieve data summarization by a factor of 1:3 so that youre not working with more than 33 percent of your source data. Dimensions Group your information objects into dimensions so that each dimension has a balanced number of records, and put frequently used characteristics into one dimension so you can cut down on the number of table JOINs needed for the OLAP processor to churn out the data. Data deletion If you want to scale, you need to have a data-deletion process in place that the application owners have clearly agreed to and understood, and you need to have the deletion process in place at the modeling stage. Navigational attributes By using navigational attributes in SAP NetWeaver, you can maintain data consistency when dimensions change slowly, and you can reduce data-storage requirements, but you have to analyze this during the modeling stage to get the benefits. Problems the company would have been forced to have multiple copies and different views of the same data. Implementation Timetable 1999 Forms and begins construction of fiber-optic networks Late 2002 Launches and creates first Bl application March 2003 Has commercial launch Mid 2003 DSS starts rolling out Bl application July 2003 Gains 1 million new subscribers Late 2003/ early 2004 Bl applications roll out to additional locations. Six Critical Recommendations Guptas initial decision-support team of three people augmented by BI consultants from around the world has now grown to 65 staff members and counting. Gupta and his DSS team offer some critically important recommendations to those planning an SAP NetWeaver BI implementation. 1] Plan to scale. One way or another, all BI systems get bigger. Some get bigger because businesses keep generating data they dont really need, but most often products, pricing, and markets become increasingly complex, which is true for Reliance Infocomm. In order to compete, the company must span diverse geographies and offer a variety of products and services as business analysts identify shifting customer needs. In addition, the sheer growth in the number of customers presents the most obvious scalability issue. We are expecting the business to grow from 14 million customers to 20 million customers by the end of 2006, Gupta says. Those are the kinds of estimates we have to work with. 2] Involve the business. Simple at first glance, this fundamental rule is often overlooked but is critical to a DSS. At Reliance Infocomm, each analytic application has a business sponsor who owns the application, in addition to business analysts who help to translate the business requirements into IT implementation terms. This all affects how the DSS team sets up InfoCubes for the business units. How you model your business requirement with SAP NetWeaver is the most important thing, Gupta notes. If your model is bad, its not going to work and the information is never going to come out. So, mapping all your business objects into a multidimensional cube is the most important step and SAP NetWeavers features are excellent for modeling. When its time to build analytic applications, the DSS team builds only solutions that have clear business owners attached. This is critical for two reasons: First, business owners come to the DSS team only with business-driven needs (as opposed to IT offering what it thinks the business might need). Second, the DSS team knows it will get launch support to correct unforeseen problems quickly, as well as see that the users start putting the applications to use. How many awesome applications are built each year that fail for lack of use or business alignment? For this DSS team, that just doesnt happen. 3] Ensure data trust. Another problem with many BI installations is a lack of user trust of the systems, and it can happen at any level numbers dont match in front of a line-of-business manager or customers on the other end of the phone dispute the information available to your call-center employees. Business analysts, Gupta says, can be invaluable in resolving problems as the DSS team consolidates data from disparate systems into layers for the InfoCubes. Sometimes there can be a problem with the interpretation of the data, adds Arun Dhall, lead architect for Reliance Infocomms DSS team. For example, when you look at the number of customers acquired yesterday, people who just filled out the application form could be new customers, but as weve defined it, when a person actually registers with the network, thats when they become a customer. Its these common definitions used across the business especially when the numbers are both essentially accurate that build ongoing positive momentum for DSS applications. 4] Delete! Delete! Delete! At 3.5 terabytes (TB) in SAP NetWeaver and 30TB altogether, Reliance Infocomms DSS system is one of the largest in the world, but that doesnt mean it has to grow astronomically. To combat data bloat, We have very clear data-retention policies in place that decide how long the data is stored, Gupta says. We have 400 million records coming over per day, so if we were going to store all this information, it would be multi-hundred TB by now. This again, Gupta says, comes back to the business owners who understand that theres a cost to keeping information and who must decide how long they really need it. From an IT perspective, this policy not only keeps your data growth under control, it helps force the business managers to focus on what they really need from the DSS to achieve the desired results. 5] Dont skimp on look and feel. Many in-house applications are functional, but they look terrible and are hard to understand, which can adversely affect the success of the application more than IT bugs. You should be able to make a report that is not complicated and is easy to understand, Gupta says. If you give users a complex report, they will never use it. At every level, Reliance Infocomm employees are using DSS. Part of every application rollout is end-user education, and the company is now at the point where product managers want their own data marts so they can analyze the information themselves. Also, Gupta says, the information should come out fast. The largest Reliance InfoCube has close to 1 billion rows, and yet it generates consistent response times that let employees act in less than a minute. 6] Always chase and never give up. Guptas DSS team lives by this motto, which basically means that IT is empowered to push hard to find or chase down answers to any technical question or goal. The DSS team is very persistent, Gupta says, and it comes down to a culture of believing that anything is possible. If we can think it, we can do it, says Pramod Kejriwal, development lead for the DSS team. Our philosophy is we dont believe in giving anything up very easily. The philosophy has infected the business owners, too. Anything they think they need to help do their business in a better way, they ask; they should be thinking about business, not [whether something] is technically possible. Into the Future For now, the numbers clearly speak to Reliance Infocomms DSS success: More than 1,500 active users across India, 250 concurrently, more than 150 applications, more than 300 online analytical processing (OLAP) reports, more than 300 SAP NetWeaver BI reports, more than 200 monthly ad hoc reports all working with more than 24TB of data which make Reliance Infocomms DSS, an in-house implementation, one of the largest data warehouses in the world. More fundamentally important, though, is the fact that business users have adopted the DSS implementation as the single and most authentic source of corporate information, Gupta notes, which speaks to the companys ability to scale into the future. On the drawing board, Gupta looks forward to information broadcasting and implementing creative collaboration rooms using a revamped SAP NetWeaver Visual Composer (in SAP NetWeaver 2004s), management cockpit, planning and simulation model, data mining (APD), and actively working on even higher-performance analytics by using SAP Business Intelligence Accelerator (SAP BI Accelerator; also part of SAP NetWeaver 2004s) as an appliance tool with separate hardware that can index an InfoCube, which you can then use to run very fast queries. Whatever comes next, Reliance Infocomm has used SAP NetWeaver BI to create a DSS capable of handling one of the worlds largest BI workloads both now and in the future. Challenges with SAP: 1. Expensive This entails software, hardware, implementation, consultants, training, etc. Or you can hire a programmer or two as an employee and only buy business consulting from an outside source, do all customization and end-user training inside. That can be cost-effective. 2. Not very flexible It depends. SAP can be configured to almost anything. In Navision one can develop almost anything in days. Other software may not be flexible.