Human Resource Management Growth and Development

Questions: A. Prepare a competency framework and action plan to empower and allow all staff to choose the areas of their strengths and weaknesses for the following workforce (LO: 2.1): I. Specific competencies Store Manager and first line supervisors? II. Generic competencies Customer facing store staff? B. Taking into consideration your research and study into UK competency framework initiatives I. Explain how this will impact and positively improve your UK private sector business organisation? II. How does your explanation B1 above compare to UK public sector organisations? C. In consideration of your answers to B above and expressing the importance of employee development; provide an explanation on why this is important for the business and service economies in the UK? D. With direct reference to current UK reports and policies, identify at least two lifelong learning and training initiatives and explain how the role of the UK government could help improve lifelong learning and training for the UK workforce development? Consider as part of your answer, the direct links to human resources development in your organisation given in the scenario? Answers: A. Competency Framework and Action Plan I. Specific Competencies- Store Managers and the first line Supervisors Step One Prepare Defining the purpose for the store managers and the first line supervisors (Wilton 2011) It is important to create a competency framework team for the store managers and the first line supervisors Step Two Collecting Information Observing the people at the time of performing their roles Interviewing people separately and talking to them individually Preparing a proper questionnaire, as this is one of the efficient easy to gather data (Torrington, Taylor And Hall 2011) After that, analyzing the data is highly important to get the answer (Taylor 2010) Step Three Creating the sub groups (Foot And Hook 2008) Grouping the statement properly Refining the subgroups (Carberry and Cross 2015) Identifying the competencies for the senior managers and the line managers This above-mentioned table has explained the framework individually for the store managers and the line managers of the company One Pound Emporium (BPP Learning Media 2013). Clarke (2012) has stated that the training requirement is not same for all the employees and the staffs in the organization who are at different levels. Moreover, the roles and the responsibilities of the staffs are not the same, as they largely vary from one level to another. Therefore, it is clear enough to say that the employees and the staffs have different roles to play in the organization to achieve the desired business growth of the organization (Cameron and Bogin 2012). In this case, it is important to discuss about One Pound Emporium organization and let us imagine that One Pound Emporium is a manufacturing company. The association has 3 subdivisions such as finance and accounting department, marketing department and the manufacture department. It has been assumed that the company has been planning to conduct a proper training session for the employees of One Pound Emporium. Therefore, it is no doubt to say that the company must monitor as well as assess the training requirements of the employees of the organization at different levels as well as different departments. In order to conduct the training session, the HR department is required to design the training session depending on the requirements of the employees of the One Pound Emporium. II. Generic Competencies- Customer Facing Store Staff In this part, it is important to mention the framework for the employees of the organization who face the customers in the stores. From the Employee Perspective From the Company Perspective The employees are required to provide ongoing direction as well as support to the staffs of the company The company is required to prepare proper job description and the role specification The managers and the trainers must take initiatives to provide direction (BPP Learning Media 2010) One Pound Opium is required to identify the requirement and the necessity of the individual training The senior managers of the company are required to motivate the staffs, so that they can give best effort for providing service to the customers in One Pound Emporium The senior managers are required to develop the communication system in order to enhance the company growth (Boxall and Purcell 2011) It is important for the company to ensure through the framework that company meets the standards Apart from that, it is highly important to develop the salary scale as well as the compensation package and the personnel management procedure At first, the HR department of the company is required to look at the Finance and the Accounting Department of the company. In this case, the training requirement of the manager is different from that of the training requirements of the subordinates. Githens (2012) has stated in his work that the managers of the company are required to provide the training is such a way that they can achieve the goal of the organization. However, the subordinates of the organization must be conscious of the goals of the company and their major apprehension must be to provide the principle of the administration that does not require any major decision making concerns. After looking at this part, it is important for the HR of the company to look at the Marketing department of the company and in this part, the company must provide training to the managers so that they become effective team leaders as well as efficient decision makers (Gold, Rodgers and Smith 2013). The company is required to give proper training to the subordinates, so that they become highly effective in executing the decisions of the management of the organization. At last the HR of the company is required to plan the training session in such a manner that the managers of the company can be become effective decision maker. Clarke (2012) has said that the production experts must be given training so that they become highly innovative as well as efficient to do the production work at the best level. Moreover, the HR of the company is required to design the training program for the employees as well, so that they can easily comply with the regulations of demeanor of the department as well as play their workers role (Jackson, Ones and Dilchert 2012). Therefore, at the conclusion, it can be said that training is highly required for the different staffs of the company at different levels and the training session must not be the same. B. I. It can be said that the role of the government in providing training along with the development program and lifelong learning is highly important. The focusing contribution of the government in this perspective has been mentioned below. Generating a public norm: For the Government, it is easy to reach all and with the help of the various roles and means, the administration can commence a favorable process in order to produce a widespread civilization among the civic that will help them to instruct as well as build them up. (Kickul and Bacq 2012). Formulating a HR policy for all: It can be said that the Government can formulate an effective Human Resource Development Strategy for all the citizens as well as help them to enhance the potentiality of the citizens for achieving development (Marchington and Wilkinson 2012). Allocate Fund: The Government can easily provide funds for the Hyman Resource Development in the private sector as well as in the public sector. However, it has been found that the Governments around the world generally provide funds in order to train as well as develop the capacity of the state employees. As per the Government policy along with the requirement, they can give funds to the private sectors as well besides the Government sector (McGuire, Garavan and Dooley 2012). Properly promote Human Resource Development Study: The Government in different parts of the world can help training and development with the help of promoting Human Resource study for all the citizens of the country. However, it can be said that this can be done through incorporating an intense syllabus of the Human Resource Development in the National Curricula. The Government must make Human Resource Development an integral part of the national syllabus in different stages (Morris 2012). B. II. Creating a favorable work environment in comparison to the UK Public Sector Organization It can me mentioned that by providing a constructive work surroundings, the management can assist the citizens of the nation in development of overall potentiality and this can be done in several ways. One of the effective conducts can be passing a commandment holding the civil rights of the national employees along with strict chastisements for violations of any rules or norms in the workplace (Poell 2012). The company One Pound Emporium has the well-framed motto to serve the customers at the highest level and the early performance of the company was poor as compared to the other service sectors in UK. C. Competency can be described as the potentiality to accomplish any given work. Therefore, this ability demands some other qualifications as well that are precondition to complete the work effectively. Sambrook (2012) has mentioned some of the concepts of capability that can be understood from the below-mentioned sequences. 1. Apprentice: Those people who do not have any previous acquaintance. 2. Knowledgeable apprentice: Those people who have the principal knowledge of the occupation. 3. Practitioner: Those people who work with crucial understanding for a tumble time-frame. 4. Well-informed Practitioner: Those people who have congregated all the needed knowledge of the concerned matter, however, they are yet to arrive at the level of a professional expert (Scully-Russ 2012). 5. An Expert: Those people fall under this category are people who actually become proficient in the particular subject as well as the developed an in-built understanding of the subject or the job. It can be said that the movement of the company influences both the private and the public sector. Truss, Mankin and Kelliher (2012) have said that previously the knowledge of capability was not largely dispersed and with the passageway of time, it has become one of the matters of big concern. Moreover, the standards of competencies have become one of the common debate topics among the experts of the society. Specifically in the communal subdivision, the competencies of the community servant have become a significant substance of concern. It has been found that they advocated for thorough opposition for the jobs in the community sector as well as the strong instruction programs in order to make them comparatively more competent for the job (Werner and DeSimone 2012). Wilson and Wilson (2012) have explained in his work that in order to maintain competitive recompense, the personal sector has readily established a high capability average and for this specific cause, they have been offering extremely large remuneration figures for the capable persons of the organization. On the contrary to this specific situation it has been found that the at the time recession, the standards of competency was largely used in favor of the corporation against several proficient workers of the organization who lost their jobs in the low-competency customary grounds (Yawson 2012). D. It has been found that the lifelong learning has several positive outcomes for the individuals along with the communities and the economy (Beardwell and Claydon 2010). If this is seen from the personal level, participation in the learning activities has been shown in order to improve life satisfaction. In this regard, Department of Health and Department of Education and Skill play major roles in improving lifelong learning and training for the UK workforce development. Werner and DeSimone (2012) have found some services that are provided by the agencies to the privately owned organizations and these have been mentioned here. The agencies provide business to the eager and the needy ones. They give skills for the overall business network by the sector skills council They arrange funds as well as planning education for those people who are over 16 years age category by the learning and skills council () These agencies create skilled workforce for the industry by the University of Industry These agencies try their best to ensure the good practice of work by the investors in the peoples standard () However, it can be said that these are some of the initiatives taken by the Government of the UK that helps the organization to get better of their jobs and ensure the commitment of the Government to help the private sectors from several angles (Truss, Mankin and Kelliher 2012). References Armstrong, M. (2009), A Handbook of Human Resource Practice Management, 11th ed. Kogan Page Beardwell, J and Claydon, T (2010), Human Resource Management A Contemporary Approach, 6th ed. Prentice Hall Boxall. P and Purcell, J. (2011), Strategy and Human Resource Management, 3rd ed. Palgrave Macmillan BPP Learning Media (2010), Human Resource Management, BPP BPP Learning Media (2013), Human Resources Development and Employee Relations, BPP Cameron, N. and Bogin, B., 2012. Human growth and development. Amsterdam: Academic Press. Carberry, R and Cross, C, (2015), Human Resources Development: A Concise Introduction, Palgrave Macmillan Clarke, N., 2012. Evaluating Leadership Training and Development: A Levels-of-Analysis Perspective. Human Resource Development Quarterly, 23(4), pp.441-460. Foot, M. And Hook, C. (2008), Introducing Human Resource Management, 5th ed. FT/Prentice Hall Githens, R., 2012. Organization Change and Social Organizing Strategies: Employee-Initiated Organization Development. Human Resource Development Quarterly, 23(4), pp.487-518. Gold, J., Rodgers, H. and Smith, V., 2013. What is the future for the human resource development professional? A UK perspective. Human Resource Development International, 6(4), pp.437-455. Jackson, S., Ones, D. and Dilchert, S., 2012. Managing human resources for environmental sustainability. San Francisco: Jossey-Bass. Kickul, J. and Bacq, S., 2012. Patterns in social entrepreneurship research. Cheltenham, Glos, UK: Edward Elgar. Marchington, M. and Wilkinson, A., 2012. Human resource management at work. London: Chartered Institute of Personnel and Development. McGuire, D., Garavan, T. and Dooley, L., 2012. Fundamentals of human resource development. Los Angeles: SAGE. Morris, M., 2012. Unleashing Human Expertise Through Work/Life Initiatives. Human Resource Development Quarterly, 23(4), pp.427-439. Poell, R., 2012. Organizing human resource development: towards a dynamic network approach. Human Resource Development International, 15(5), pp.525-528. Sambrook, S., 2012. Human and resource development is hard. Human Resource Development International, 15(2), pp.135-139. Scully-Russ, E., 2012. Human resource development and sustainability: beyond sustainable organizations. Human Resource Development International, 15(4), pp.399-415. Taylor, S. (2010), Resourcing and Talent Management, 5th ed. CIPD Torrington, D., Taylor, S. And Hall, L. (2011), Human Resource Management, 8th ed. FT/Prentice Hall Truss, C., Mankin, D. and Kelliher, C., 2012. Strategic human resource management. Oxford: Oxford University Press. Werner, J. and DeSimone, R., 2012. Human resource development. Mason, OH: South-Western. Wilson, J. and Wilson, J., 2012. International human resource development. London: Kogan Page. Wilton, N. (2011), An Introduction to Human Resource Management, Sage Publications Yawson, R., 2012. Leadership and management development: developing tomorrow's managers. Human Resource Development International, 15(1), pp.131-134.

Trade Secrets Essays - Intellectual Property Law, Secrecy

Trade Secrets This country's economy thrives on its trade secrets and without them the economy would lack its competitive edge and economic value. The trade secret laws date back to Roman law which punished a person who forced another person to reveal secrets relating to his master's commercial affairs. The current trade secret laws evolved in England during the Industrial Revolution and the first reported trade secret case in the United States was Vickery versus Welch in 1837. In 1979 the National Conference of Commissioners of Uniform State Law imposed the Uniform Trade Secrets Act which has now been adopted by a majority of the states. In previous years these laws have been modified to meet the needs of our growing technological society by incorporating such things as the Invention and Nondisclosure Agreement and intellectual property laws. Trade secret laws protect a company's information that is not publicly known therefore allowing a competitive and economic edge over their competition. Intellectual property violations fall under the trade secret laws which are used to determine if a company or individual has compromised any information of another company or individual. The issue of ownership of intellectual property is not only a legal issue but also an ethical issue that engineers face in their careers. In the case of Vermont Microsystems, Inc. (VMI) versus Autodesk, Inc. the court determined that Autodesk violated the trade secret laws despite the warnings by VMI. In doing this they not only compromised themselves legally and economically but also ethically. Otto Berkes developed a Display List Driver while working for VMI. After completing that project he took a position at Autodesk in the fall of 1991. At that time the president of VMI sent a letter to Autodesk warning that Autodesk should be careful because Berkes was privy to VMI's trade secrets. However, in March of 1992, Berkes lobbied the management of Autodesk to include the display list driver in R12 windows. He then became directly involved in working on the specifications for a prototype of the display list driver. In designing this prototype he used two algorithms, the triangle shading algorithm and the BPS algorithm, that he had developed while working for VMI. Soon after, VMI learned Berkes was working on the development of the display list driver for Autodesk. VMI once again warned Autodesk, via a written notification, that they were at risk of trade secret violation. In October 1992, Autodesk and VMI met to attempt to resolve their differences. VMI offered to transfer all technology to Autodesk for 25.5 million dollars. After receiving VMI's proposal Autodesk considered proposals from other company's in order to replace the display list driver Berkes had developed. Autodesk rejected all proposals including the offer made by VMI and apparently for economic reasons decided to go ahead and ship their current version of the display list driver despite the ethical and legal ramifications. The issue the court had to determine was whether or not trade secret misappropriation occurred. It was VMI's responsibility to prove to the court that a trade secret misappropriation had occurred. In complying with these laws, VMI submitted evidence of eleven instances of trade secret misappropriation. The first instance was the issue of the overall architecture. The courts felt that VMI's next eight instances were incorporated into that of the first instance. In comparing Autodesk and VMI's architecture the variables, parameters, structures, and implementation of management functions of the two software programs were almost, if not, identical. The add-on software that Berkes designed, for both Autodesk and VMI, included the same functions and tools. Everything from the management of bounding boxes to the location of entities was identical. There were such similarities between the design of both company's products that the courts could not help but rule that Autodesk had violated the trade secret laws for the first instance. The last two instances of trade secret misappropriation were the triangle shading and BPS algorithms. The triangle shading algorithm was so close to that of VMI's that one expert witness reported that "the resemblance goes right down to the names of variables, names of macros, and even many of the comments. Another pronounced the algorithms ?identical'" (United State District Court for the District of Vermont 1996, 8). Concerning the BPS algorithm, Berkes filed a counterclaim against VMI, claiming that he was entitled to use BPS algorithm even if VMI has the same technology. He argued that he had developed the software on his own time and was therefore entitled to use it as he pleased. It can be argued that an employee has the right

Business Skills in travel and tourism Essay Example

Business Skills in travel and tourism Essay Example Business Skills in travel and tourism Essay Business Skills in travel and tourism Essay Scenario: you have just finished school and are now working as a travel agency. The agencies manager has decided to create a handbook on financial and administrative procedures. As you have just received training and have the skills to design the booklet. Task 1 Produce a word processed booklet which describes the administrative and finical procedures. Set out your booklet in 3 sections The administrative procedures used to process sales Enquire forms It is important that for the organisation to record every enquiry so that it can be followed up, to try to convert the enquiry into a sale. The organisation needs to record some customer details. This can be done either on a standardised form or on a computer. Booking Form Booking forms is when a customer books a product or service, this information also needs to be recorded. You would have to record the customers details and the details of the product that the customers booked. A copy of this information needs to be given to the customer so that he or she knows what has been paid for and to give the customer peace of mind Invoices Invoices must be sent out with every item that has been bought on credit. This is done because the customer has to nave a statement of how much he/she has paid for the product and the balance which is owed to be paid. An invoke should include all the details of the product or services that are being purchased as well as a statement of the account to date and amounts received. Confirmations Confirmations are sent out to verify any information or payments that have been arriving. This confirmation supply two purposes * It informs the customer that payments have been received. * It provides a record of incoming monies for the customers file. Customer Files Every customer must have an individual private file, which should be set out on a computerised record The information on it must be kept up to date at all times. Letters Most organisations will have a standard letters which will deal with discrepancies. The advantage of having standardized letters is that all staff within the organisation will know what the letter says It will also have on time confusion. How to deal with discrepancies and inaccuracies Incorrect details on a booking form * To deal with this problem the customer would have to complete a new booking form as soon as possible. The employer must cancel the mistaken one from the record and add the new one with everything up to date. The employer must inform the organisation of where they have booked of this incident. Incorrect price on an invoice This is a major problem because you can end up paying extra money that you didnt need to pay for. To deal with this you would have to send a letter to the customer explaining what has happened, and also over charging would signify that you must refund monies to the customer. Incorrect address on a customer file * Since there are many different ways of communication used today, it would be doable to telephone or email the client to get their correct address and details. The Financial procedures used to process sales * Payment methods accepted (debit cards, credit cards, travellers cheques and cash). The benefits of each one of the organisation and to customers Travellers cheques This is used to gain foreign money. You can buy the cheques in different currency. Travellers cheques can only be redeemed for money with identification and the signature of the person who originally signed travellers cheques when it was purchased. Cash- cash is easier because youre paying straight up with simple cash with the right amount or not with change given Debit cards ; Credit cards are very much the same; you can make simple and quick purchase on the card with just one swipe and your pin number, there is certain amount of money on the card which will come up o the computer once you insert the card and enter your pin to check if you do have enough for you to purchase your item. When and how Invoices are issued Invoices are set to customers each time they have purchased an item, invoices are given out to customers to ensure that they are aware of what they have bought and how much they bought it for and how much they have left to pay. Invoices are giving on a piece of paper with all the details needed. Payment procedures Deposits- this is the first payment made towards your purchase, some deposits are not likely to be refundable depending of the organisation. Balance- this is the remainder that the customer needs to pay for their purchase Balance date- this is the due date when the money must be received by. This can be staggered. Full amount- this payment has to be made in order for the product or service to be taken in. How transactions are carried out This should be a process which is routine and has a logical approach Step one- you need to establish which technique the customer wants to use to pay and weather the company accepts that technique. Step two- A receptionist should be issued to the customer as a record that payment has been made. Step three- complete appropriate financial documentation, you need to ensure that the customer file is kept up to date and that the account reflects this. How to deal with discrepancies and inaccuracies Declined card ; returned cheques Debit or credit card payments will be declined if the credit limit is over beyond or if there is no fund in the account of the card. If the customers card has been refused you must ask the customer to pay by another method. If a cheque has been refused from a bank, you need to contact the customer to inform them that the cheque has been rejected and that they must use another method of payment. * This must be done in writing, so that you have a written copy of the customers file.

4 interview mistakes youre making in the first ten minutes

4 interview mistakes youre making in the first ten minutes By: Biron Clark Most employers spend days or even weeks deciding if they want to hire you, but it only takes them a few seconds to rule you out. As an Executive Recruiter, I’ve seen first-hand some crucial missteps from interviewees that have cost them the job.Here are four overlooked interview mistakes that are costing you job offers in the first 10 minutes of your interview.You’re trying to decide mid-interview if you want the jobYou should have one goal in your interview – sell yourself and get invited to the next round in the process. Here’s where many job seekers go wrong: They start trying to decide if they want the job while also trying to sell them self and impress the interviewer.You can gather facts and ask questions to find out about the role (in fact you absolutely should), but never try to decide mid-interview if you’re interested or not. You’ll be distracted and won’t sell yourself as effectively.I’ve seen this hap pen over and over as a Recruiter with the people I’ve coached and helped.For example, you might hear something that worries you about the job, and your energy level will drop. You might stop trying to impress them. Later in the interview, you might hear  a few great things and decide you are interested, but it’s too late – you didn’t seem excited about most of the interview and they’re not going to invite you to continue.It’s better to get invited to continue interviewing at companies you’re not interested in than lose a single job offer you wanted because of this mistake. Wait until you’re home to decide whether you are interested in their job.You don’t seem confidentPeople gather a first impression visually before anything else. Within the first one or two seconds of seeing you, the interviewer is judging you – even if they don’t realize it. By the time you’ve followed them down the hallway and s at down with them, they’ve already gathered a strong impression of you – whether it’s positive or negative.This is the importance of a good handshake, posture and overall body language.This isn’t something you can turn on-and-off at will; especially when you’re tense and nervous in an interview. So start thinking about body language in everyday conversations to prepare for your interviews. Try to keep your shoulders back and your head up straight. When you sit down, avoid tapping your hands or feet or doing anything else that will distract the interviewer. Practice maintaining eye contact before your interview too, especially while talking (most people find it easy to hold eye contact while listening, but much more difficult while talking).Finally, make sure to show confidence in your abilities and your expertise when answering their questions.You’re the expert in your field of work. If not, why would they hire you?So show them you have grea t ideas to contribute and are ready to make an impact and use what you know to help them. This is what top employers look for.You’re worrying if the interviewer likes you or notPeople ask me all the time, â€Å"how will I know if my interview is going well?† Here’s what I tell them: Don’t try.Always assume it’s going well and the company is interested in you. If you start to worry, you’ll lose confidence and then you will do badly (even if you were doing fine before). Some interviewers are friendly to everyone, even if they have no interest in hiring you. Other interviewers show little or no emotion even if they think you’re the perfect fit for them.So stop worrying, and just assume you’re giving great answers from start to finish. It’ll be one less thing to worry about and will make your answers come out better.You didn’t ask enough questionsNow, you might be thinking, â€Å"hold on, Biron. I thought this articl e was about the first 10 minutes of the interview. I’m supposed to ask my questions at the end, right?†That’s correct, but you should also ask questions throughout the interview.Asking questions and gathering information shows them you’re confident in your ability to find a job, and picky about which employer you choose to work for (both good things!) So you want to mix questions into the conversation naturally, rather than waiting for them to invite you to do it. The simplest way to do this is to end some of your answers with a question directed back at them.Here’s an example of how this might look:Interviewer: â€Å"Why do you think you’re a good fit for this job?†You: â€Å"Well, my biggest strength is in financial reporting, and from the job description, it seems like that’s an area you need help with right now. Is that right? And if so, can you tell me a little more about the team’s needs?†Interviewer: â€Å" Yes, that’s right. Our biggest expert just retired and we don’t have enough people to do the work. We also need to make our reporting processes far more efficient.†You: â€Å"Very interesting! My last company actually had a pretty inefficient reporting process when I joined three years ago and I worked with them to improve it. Do you have a sense of where the process can be improved most?†This creates a natural dialogue where you can share your knowledge and start to be seen as an expert. You don’t need to do this with every question, but try to do it once within the first 10 minutes, and two or three times in each interview.If you follow the advice above, you’ll stick in employers’ minds and make them much more likely to hire you.  About the author: Biron is a career advice author, Founder of CareerSidekick.com, and former Executive Recruiter for more than 40 companies, including venture-funded tech startups  and Fortune 500 compa nies across the US and Europe.

12 months exercise program to gradually cure hypertension and maintain Essay

12 months exercise program to gradually cure hypertension and maintain healthy for a man over 72 years - Essay Example Blood pressure is controlled by life style changes which include diet, exercise and medication (Oh 2012). Physical activity is a key factor in helping reduce high blood pressure as well as reducing high cholesterol values in cases of obesity and this helps improve blood circulation in the tissues and this means proper supply of oxygenated blood in the tissues and hence improving the performance of the heart muscles. According to the case study of Mr. A, he is currently inactive since the kind of excise he used to do was to walk around with his dog that died and since then he has been inactive, and the only leisure he does is watching TV. The aim of this initial stage is to begin the exercise while taking it slow. This may include; This involves the lengthening of muscles. Stretching the muscles to lengthen the arms and leg muscles before exercise may help prepare the muscles for activity and help reduce muscular pains and injury (Becker 2001). Regular stretching will help improve the range of flexibility and also motion. For Mr. A, who has been inactive since his dog passed away, it is imperative for him to begin with stretching of muscles before he begins walking again of doing active exercises again. Climbing the stairs may require his leg muscle stretching to avoid pains and muscle pulls (Oh 2012). However, the initial exercise stage should not be vigorous. He should begin it slowly to condition the body. These exercises should last at least 10 to 15 minutes a day and at least five to six times per week. For the movement pattern, Mr. A, should warm up for 5-6 minutes involving single joint and stretching exercises. This will involve such exercises like cardiovascular or aerobic exercises which are steady exercises that will involve using large muscle groups. This exercise type is aimed towards strengthening the heart muscles and also the lungs and ultimately improving the general supply and usage of oxygen to the tissues (Becker 2001). Continued aerobic

Single parents in the military Article Example | Topics and Well Written Essays - 2000 words

Single parents in the military - Article Example The discussion in this paper is mainly about single parents, but not in the general population, the main focus would be the single parents in the military. The United States Army consists of combat, and aviation and water transport service forces (Lawrence, 2002). It is well-ordered, trained and well-equipped in order to be capable of combating on land. It has two major responsibilities and they are (1) to prepare the land forces for war, and (2) expand the peacetime components needed by the army to fulfill the war’s needs. In the early 1990s, the number or single parents in the military increased (Zellman, Johansen, Meredith, & Selvin, 1992). Civilian single parents already encounter huge problems with their children that leads to work disruptions, thus, these problems is also likely to occur to single parents in the military as they work with longer and unforeseen hours. In 1992, single custodial parents in the military reached a number or 66,000 and this caused a slight problem as not all of them were able to leave for the Persian Gulf War (Sagawa & Campbell, 1992). The Presidential Commission on the Assignment of Women in the Armed Forces, then, asked the Pentagon to review their policies regarding deployment of military personnel. The single parents in the military are not only the ones having the said dilemmas; there were also the dual military families or those whose parents are both in the military. In the early 1990s, 2.9% of the active duty personnel are dual military families (Zellman et al. , 1992). Along with single parents, they composed 7% of the active duty armed forces and were also hindered to be deployed for the Persian Gulf War due to their incapability of leaving their family behind. The Commission proposed not to allow single parents and dual military families to be deployed for the sake of their children (Sagawa & Campbell, 1992). This paper would focus on answering the problem of how

Chemical And Biological Weapons Essay -- essays research papers

Chemical and Biological Weapons Chemical and biological weapons are the most dangerous threats that our soldiers face today. But just how much do most of us know about them? The American public had been bombarded by stories of how our government keeps secret weapons, does secret experiments, and the everlasting conspiracies. And many accept it all. Rather than simply trusting our government, (which is perhaps as foolish as believing several unsubstansiated theroies), I’ve compiled several simple facts regarding recent and historic developments in chemical and biological warfare.   Ã‚  Ã‚  Ã‚  Ã‚  Chemical weapons are defined as chemical substances of gas, liquid, or solid which are used because of a directly toxic effect upon humans, animals, or plants. Biological weapons are living organisms, whatever their nature, or the materials that are created because of their use. Biological weapons can cause disease or death in living organisms, and are depended upon for their further ability to multiply inside the organism that it attacks. Even though the two weapons are closely related, chemical weapons are used far more commonly because they are inexpensive to make and use. Chemical weapons are more dangerous to America because of the conflicts we have involved ourselves in. Iraq for example, has a long and extensive history of using chemical weapons. In the 1980’s, Iraq released poisonous gases against Iranian troops. Iraq has even used chemical weapons against it’s own Kurdish citizens to subdue rebellions. As one of the aftermaths of the Persian Gulf War, however, Iraq agreed to giveup all materials and equipment for making chemical and biological weapons. An organization called UNSCOM or United Nations Special Commissions on Iraq was formed to ensure that Iraq followed through upon it’s promises. However, when Lt. Hussein, Saddam Hussein’s son-in-law and director of Iraq’s weapons program, defected, it was found that Iraq had been dishonest in it’s reports to UNSCOM. for four years. Today, everyone has heard even a passing reference to Gulf-War Syndrome. In 1994, a Congressional report examined eyewitness accounts and declassified operation logs. They concluded that United States troops were exposed eleven times to chemical and biological weapons. Yet, two other reports concluded the opposite. The DSB and IOM reports found that there was no reli... ...l weapons are not used exclusively for it’s harmful effects against humans. During the Vietnam War, Agent Orange was used by the Americans to destroy the rainforest, to make sure that enemy troops would be unable to hide in the dense plant growth. Chemical and biological weapons have been the subject of international debate for over 70 years, and I believe for good reason. Of course, the government should, and does, participate in the conventions and foreign event that have relation to these weapons. As citizens, we should be concerned because chemical weapons are so easily accessible to terrorists, and one result of living in such a powerful country, is being a prime target for terrorist. Mustard gas, for example, is made with two very commonly used chemical compounds, which are thiodiglycol and hydrochloric acid. Thiodiglycol is used in textile dyes, and almost all pens. Hydrochloric acid is often used here at school in experiments. While it would be impossible to completely stop the use of chemical and biological weapons everywhere, America can use it’s position as a world leader to influence other countries by showing an example of peace and strong defense, instead of offense. Chemical And Biological Weapons Essay -- essays research papers Chemical and Biological Weapons Chemical and biological weapons are the most dangerous threats that our soldiers face today. But just how much do most of us know about them? The American public had been bombarded by stories of how our government keeps secret weapons, does secret experiments, and the everlasting conspiracies. And many accept it all. Rather than simply trusting our government, (which is perhaps as foolish as believing several unsubstansiated theroies), I’ve compiled several simple facts regarding recent and historic developments in chemical and biological warfare.   Ã‚  Ã‚  Ã‚  Ã‚  Chemical weapons are defined as chemical substances of gas, liquid, or solid which are used because of a directly toxic effect upon humans, animals, or plants. Biological weapons are living organisms, whatever their nature, or the materials that are created because of their use. Biological weapons can cause disease or death in living organisms, and are depended upon for their further ability to multiply inside the organism that it attacks. Even though the two weapons are closely related, chemical weapons are used far more commonly because they are inexpensive to make and use. Chemical weapons are more dangerous to America because of the conflicts we have involved ourselves in. Iraq for example, has a long and extensive history of using chemical weapons. In the 1980’s, Iraq released poisonous gases against Iranian troops. Iraq has even used chemical weapons against it’s own Kurdish citizens to subdue rebellions. As one of the aftermaths of the Persian Gulf War, however, Iraq agreed to giveup all materials and equipment for making chemical and biological weapons. An organization called UNSCOM or United Nations Special Commissions on Iraq was formed to ensure that Iraq followed through upon it’s promises. However, when Lt. Hussein, Saddam Hussein’s son-in-law and director of Iraq’s weapons program, defected, it was found that Iraq had been dishonest in it’s reports to UNSCOM. for four years. Today, everyone has heard even a passing reference to Gulf-War Syndrome. In 1994, a Congressional report examined eyewitness accounts and declassified operation logs. They concluded that United States troops were exposed eleven times to chemical and biological weapons. Yet, two other reports concluded the opposite. The DSB and IOM reports found that there was no reli... ...l weapons are not used exclusively for it’s harmful effects against humans. During the Vietnam War, Agent Orange was used by the Americans to destroy the rainforest, to make sure that enemy troops would be unable to hide in the dense plant growth. Chemical and biological weapons have been the subject of international debate for over 70 years, and I believe for good reason. Of course, the government should, and does, participate in the conventions and foreign event that have relation to these weapons. As citizens, we should be concerned because chemical weapons are so easily accessible to terrorists, and one result of living in such a powerful country, is being a prime target for terrorist. Mustard gas, for example, is made with two very commonly used chemical compounds, which are thiodiglycol and hydrochloric acid. Thiodiglycol is used in textile dyes, and almost all pens. Hydrochloric acid is often used here at school in experiments. While it would be impossible to completely stop the use of chemical and biological weapons everywhere, America can use it’s position as a world leader to influence other countries by showing an example of peace and strong defense, instead of offense.