Civil War - Gettysburg :: essays research papers

For five days Jackson had looked on Washington spread before him with the Dome of the Capitol in sight from his headquarters on the Georgetown Pike near 7th Street. Lee having recovered sufficiently from his wounds had resumed command of the army but had been summoned to Richmond by President Davis following overtures from ( Vice ) President Johnson to discuss common grounds for a peaceful settlement to the War. Lincoln left the Capital for Canada, reluctantly, following pressure from Cabinet to avoid possible capture by the advancing Confederates who seemed unstoppable as the Union forces in and around Washington disintegrated into a disorderly rabble. Following his heroic retreat from Gettysburg Howard had been promoted to Lieutenant-General and assumed command of the defenses of Washington superseding Major-General S.P.Heintzelman who had very little combat experience. Howard had about 55,000 men but very little control and desertions were whittling this force away hourly. The Federal army was totally demoralized and soldiers were going home as if it was all over, sensing the end was near. Grant had, after eventually capturing Vicksburg on the 4th July been ordered to evacuate and return control to the Confederates under Pemberton. This would be accomplished by the 12th and an uneasy peace would settle across the Western theatre as Lieutenant-General ( Old Pete) Longstreet entrained to take command of all the South’s western forces. Jackson chafed... aware that the Union forces were a spent force and there for the taking, his spies reported that the defenders had shrunk to 35,000 and if they waited for another couple of weeks Washington would be a ghost town. France had broken with England and recognized the independence of the Confederacy and England was expected to follow suit very soon. In Richmond McClellan was leading the Union delegation and was pursuing a course of peace on reasonable terms. Basically, it had settled down to where the borderlines would be drawn. Davis was prepared to concede what was now West Virginia but wanted the Indian and Arizona territories. Robert E.Lee had been appointed commander of all the Confederate Forces and given a free hand in appointments and troop dispositions. Lincoln was under house arrest in Niagara, not because the British had anything against him but for his own safety as his popularity was zero and the British government didn’t want any untoward incident for which they could be blamed. Jackson had

Boom and bust in telecommunication Case Study Essay

Introduction In 1979, Mr. Andy Mallari opened a small shop selling transistor radios which was located at one corner (Gen. Luna St.) of the entire stretch of Burgos Avenue, the main thoroughfare of Cabanatuan City. After eleven years, he was able to save money for the expansion of his business along Del Pilar Street due to increasing demand for electronic parts used in the assembly and maintenance of radios, tape recorders, amplifiers, and various related appliances. Mr. Mallari started his sales and repairs operating stores in big towns of San Juan City, Gapan, and Guimba to double his feat. After he met Mr. Estelito Chan, a former classmate who has a well-established appliance assembly plant in Manila, his business viewpoint has changed considerably. He wants to follow the footsteps of his friend. Problem Statement Mr. Malllarià ¢Ã¢â€š ¬Ã¢â€ž ¢s oldest son is about to enter college and he is already 47 years old. In relation to this, he thinks that this is the best time for him to consider sending his son to an engineering school. His judgement will focus on which school and which engineering course he will ask his children to take. He has three sons, all belonging to the top ten in their respective classes. He knows all three have the potential to help him realize his dream of establishing his own assembly plant. Now, his top priority is to identify the right college courses for his children. Objectives The objectives of this case are (1) to identify the right engineering course for Mr. Mallarià ¢Ã¢â€š ¬Ã¢â€ž ¢s children, (2) to analyze each engineering course in relation to the attainment of his dream of establishing his own assembly plant and (3) to recommend the most favorable choices to be made to ensure the realization of his dream assembly plant. Analyzing Case Data Mr. Mallarià ¢Ã¢â€š ¬Ã¢â€ž ¢s main goal is to put up his own appliance assembly plant. In order to achieve that goal he was to assign engineering courses for his children to take up. His current business offers sales and repairs of electronic parts. In order to successfully establish his own assembly plant,  technical knowledge of the engineering courses must be parallel to this area of business. People with the right skill sets and experience levels are absolutely necessary for the smooth working of an organization. Another important factor he should consider is that the three engineering courses though related to one another should have clear and distinct functions in his company. He must establish the nature of the job of the three to ensure no duplication of work. This also involves the division of labor, the delegation of authority and departmentalization. Since his three sons have strong potential and determination in their studies and future career, he must continue to guid e them and lead them to the attainment of success of their goal. Suggested Course of Action An assembly plant is a factory where manufactured parts are assembled into a finished product. The four fields of engineering namely: mechanical engineering, electrical engineering, electronics and communications engineering, and industrial engineering are relative to an appliance assembly plant. Mr. Mallari must know the significance and functions of each engineering field. First, mechanical engineering is a wide subject that derives its extent from the need to design and manufacture everything from small individual parts and devices to large systems. The role of a mechanical engineer is to take a product from an idea to the marketplace. Next, electrical engineering deals with the study and application of electricity, electronics, and electromagnetism. This field first became an identifiable occupation in after commercialization of the electric telegraph, the telephone, and electric power distribution and use. It now covers a wide range of subfields including electronics, digital computers, power engineering, telecommunications, control systems, RF engineering, and signal processing. While, an electronic and communications engineer is responsible for the design of electronics that drive the transmitter and receiver functions of any system transporting wireless or wired communications. A person with this job may work in the fields of computer networking, digital TV, satellite, radio or Internet technology. Lastly, industrial engineering is concerned with the design, installation, improvement, evaluation, and control of socio-technical systems in virtually all sectors, including manufacturing, distribution, government, energy,  health care, and finance. A distinguishing feature of the industrial engineering discipline is the integration of humans, machines, materials, and information to optimize the performance of such systems using available resources in the most efficient way, but withou t degrading social and physical environments. Conclusion and Recommendation Mr. Mallarià ¢Ã¢â€š ¬Ã¢â€ž ¢s dream of establishing his own assembly plant may be successfully accomplished if he will choose three from mechanical engineering, electrical engineering, electronic and communications engineering and industrial engineering for his children to take. These four fields of engineering with their own significance and specialization are relative to an assembly plant. Since electrical engineering and electronics engineering are interdisciplinary courses he may choose one and the other two are mechanical and industrial engineering. Basic management principles, along with technical knowledge and skills must be apply effectively and efficiently to attain success in the business.

Omar Rodriguez-Lopez Essay

When I say Omar Rodriguez-Lopez, what comes to mind? To most of you new age listeners, absolutely nothing, just Spanish guy name, but to all of you in touch musical geniuses, only one word clouds your brain. Volta. The mars Volta is an Avant garde progressive rock group, who at times may not make sense with words, but completely and utterly make up for it with insane riffs, original scales and crazy drum segments. Omar is the guitarist and founder of the mars Volta; he is also the main song writer. Omar has incorporated guitar into his world and career ever since he was twelve year old, starting off with a bass. When he turned fifteen, he claimed he â€Å"needed more strings† and switched to a guitar, this decision changed his life forever. Omar was born on September first 1975 in Puerto Rico, although he grew up in El Paso Texas, and spent much time in South California. He attended high school in El Paso at Coronado where he met his future band mates. In my eyes, Omar is a musical genius; I mean have you ever listened to l’via l’viaquez? Boom, starts off straight with pure riff, of course the Spanish lyrics add to the awesomeness of it, but this guy is a genius. His music never gets boring, ten minute long songs, anthems if you will, they’re long, but not too long, never repeat a scale or rhythm, but you can still hum the chorus, perfect? I think so. Once Omar realized he was an artist, he did more than just play in a band and write music, he decided to write films, including music for the soundtracks. His first film was called the sentimental engine slayer, which was played in numerous theatres, he was good at this indeed, but his true calling obviously lies in the world of fret boards and fender amps. Omar is actually a big fan of Ibanez guitars, his first two were custom, then Ibanez decided to make him his own, which is available for purchase. Omar lives a low radar life, and loves it. He is inspiring to many, including me, the ways he incorporates and uses guitar in his life.

MCI Communications Corporation Essay

1-What is the likely level of MCI’s external needs over the next several years? By how much could they be expected to vary? Why? 2-Critique MCI’s past financial strtategy, giving attention to the types of securities on which it has relied. Why did MCI finance itself in the manner it did? 3-Based upon your analysis of the outlook for MCI and the competitive and regulatory evolution of the industry, recommend a capital structure policy for MCI and defend your proposal against plausible events. 4-Assume that Mr.English, the MCI chief financial officer, has the following financial alternatives available to him as of April 1983: a)$500 million of 12 1/2 , 20 year subordinated debentures b)$400 million of common stock c1)$600 million 7 5/8 20 year convertible subordinated debentures with conversion price of $ 54 per share (i.e., $1,000 bond would be converted into 18.52 conmmon shares) c2) $1 billion of a unit package consisting of a $1000 7  ½, 10 year subordinated debenture and 18.18 warrants, each entitling the holder to purchase one share of MCI common stock for 55$. The warrants would be exercisable until 1988 and are callable. The exercisei price of the warrants would be payable either in cash or by surrender of the debentures valued at their principal amount. Which if any of these alternatives would you recommend that Mr.English take? Why? In broad outline, what financing steps would you recommend he take over  the next several years?

Importance of Performance Appraisal

A major challenge for every business owner or manager is to have employees who are passionate about what they do and constantly strives to perform at their best. Many managers take the integrated approach known as Performance Management, to manage the performance, consisting of setting goals, training employees and then appraising and rewarding them (hrm). It can be explained as a process that consolidates goal setting, performance appraisal and development into single, common system, the aim of which is to ensure that the employee’s performance is supporting the strategic aims. (hrm book 315).. A performance management system would be only effective when the employees in Mambo are clear about their duties and job standards and the organizational goals so that they work with their full potential to meet organizational objectives. Mambo should develop a well planned performance management system as it will provide information on taking decision about the promotion and salary of the new as well as currently employed staff members. Moreover it would provide the senior management (Brett and Simone) to review the employee’s work related behaviour and developing a plan for correcting any deficiencies both for manager and employee as well. During the implementation of the performance management system the organisation has to expressly pay attention to fostering and improving the behavioral factors of performance management, in order to increase the chances of better result by the use of performance management system. A key element of Performance Management System is Performance Appraisal as it identifies, evaluates and develops employee performance to meet employee and organizational goals Brett and Simone have to choose an appraisal method so that actual performance can be measured as to what has been set in the organisation. Selecting one appropriate method from many is not easy as. It is The classification of appraisal methods helps make it more straightforward. If conducted properly appraisals can achieve a number of benefits for all parties. The organization, the manager and the appraisee can: establish current levels of performance and benchmark across departments or functions; identify ways of improving performance, individually and collectively; set clear goals for the future; assess potential and desire for development; establish the appropriate means of motivation; and improve communication throughout. Mambo would be benefited in reviewing the performance of the employees by using the balance scorecard method as it is a measurement –based management system that translates organizational vision and strategy into action. (hrm 321). Under the balanced scorecard system, financial measures are the outcome, but do not give a good indication of what is or will be going on in the organization. Measures of customer satisfaction, growth and retention is the current indicator of company performance, and internal operations(efficiency, speed, reducing non-value added work, minimizing quality problems) and human resource systems and development are leading indicators of company performance(hrm 321) A performance measurement system such as the Balanced Scorecard allows an agency to align its strategic activities to the strategic plan. It permits — often for the first time — real deployment and implementation of the strategy on a continuous basis. ( balance score card, bsc,and performance management, David Chaudron, oct 2000 (www. articles911. com/Performance_Management/Balanced_Scorecard) By this approach Mambo can track and improve its strategic performance and results by developing, measuring, collecting and analyzing the data from both internal business processes and external business processes and can get feedback needed to guide the planning efforts. This meth od not only analyses how the organisation has been doing, but also how well it is doing (â€Å"current indicators†) and can expect to do in the future (â€Å"leading indicators†). It provides a clear picture of reality. As their current strategy is to focus on the global competition they are about to face from the existing players of the market they need to integrate the performance appraisal into an ongoing culture of communication where regular feedback is part of a culture of success. Ultimately, goal of Brett and Simone, when conducting performance appraisals should be to impart a true appraisal of the employee’s performance (including behavior and attitude) from management’s perspective. Employees typically are anxious at the prospect of receiving negative comments on their work, and managers may be uncomfortable offering that criticism. When done correctly, however, appraisals can be positive experiences that motivate staff members to reach their potential and achieve their professional goals. In addition to assessing past performance, appraisal meetings provide an ideal opportunity to look at future objectives. Encourage employees to stret ch their abilities, yet make sure goals are realistic. Performance evaluations allow employer to reinforce expectations and communicate with your staff one-on-one about their career objectives and simultaneously provides an overview to establish the standards of remunerating employees. An increasingly large number of corporations have explored how rewards, particularly money, could be linked to desired behavior and/or performance outcomes to improve effectiveness. This has led to widespread and growing development of pay for-performance plans. â€Å"Pay for performance† refers to any compensation system that links pay and performance. A pay-for-performance system is only as successful as the performance management program on which it depends. There are two categories of pay merit pay and variable pay. The type of performance evaluation most often associated with merit pay plans are appraisals that focus on individual performance and typically use a combination of quantitative and qualitative performance elements thus Brett and Sim one must use the concept of merit pay, which would link the individual performance with the mission of the organization. pay for Performance: Your Performance Management Program Is the Foundation, jay Schust, april 2007 , http://www. work911. com/cgi-bin/links/jump. cgi? ID=773) However attracting, motivating and rewarding employees is about much more than wages and salaries. Mambo should establish a clear line of sight between business strategies and total reward philosophies so that an effective strategy can be formulated for attracting, motivating and retaining employees(hrm 373) Total rewards refer to monetary and non monetary rewards made up of salaries/wages and benefits an employee get for performing a certain job. As the employees with high salary and incentives are less likely to quit the organisation and work with their full potential to reach organizational goal. (hrm 373), thus Brett and Simone should make an effective pay structure for the employees. They should offer bonus on top of the salaries to the employees, if they achieve the desired targets set by the company. This can be done during performance appraisal by balance score card approach as it measures the performance of employees in terms of strategic improvement of the organisation. Title: The effect of performance management on the organizational results of a bank Author(s): Andre A. de Waal, Vincent Coevert Journal: International Journal of Productivity and Performance Management ISSN: 1741-0401 Year: 2007 Volume: 56 Issue: 5/6 Page: 397 – 416 DOI: 10. 1108/17410400710757114 Publisher: Emerald Group Publishing Limited title Performance appraisal across organizational life cycles. Chen, Hai-Ming1 Kuo, Tung-Sheng Human Systems Management; 2004, Vol. 23 Issue 4, p227-233, 7p sorce Time to Reappraise Performance Appraisals. Find More Like This Receivables Report for America's Health Care Financial Managers; Jun2007, Vol. 22 Issue 6, p10-11, 2p By Lauren Stiller Rikleen .( balance score card, bsc,and performance management, David Chaudron, oct 2000 (www. articles911. com/Performance_Management/Balanced_Scorecard Developing Effective Performance Reviews. By Max Messme, business source complete, .( Getting the most from appraisals — from both sides of the desk. Find More Like This Yemm, Graham1 Source: Management Services Management Services, Spring2005, Vol. 49 Issue 1, p36-37, 2p, 2c; )

Online Rating of Professors Statistics Project Example | Topics and Well Written Essays - 1500 words

Online Rating of Professors - Statistics Project Example Online rating of professors has grown popularity with the site RateMyProfessor.com. In the website, students are able to rate their professors in terms of the overall quality by which they are able to deliver their lessons, from the categories easiness, helpfulness, clarity, and prior interest in the subject. Professors are also given a chili-pepper icon when the reviewer thinks that the professor is â€Å"hot† in terms of physical looks. Some controversy has risen from the website as students and even professors devour the results as if it were an official ranking method. Some students even go to the extent of basing the schools and classes that they will take on the reviews made at the website. To make the ranking process â€Å"fair† to the professors, these members of the academe are allowed to respond to the feedbacks given to them through the â€Å"Professors Strike Back† portion of the website. Understandably, heated exchanges can occur as both students and professors defend themselves and their views. Some professors tend to be sensitive about the issues hurled against them while others choose to dismiss the ranking site entirely. All these aside, this paper wants to investigate if there are underlying factors affecting the overall quality rating of professors at Rate My Professor. As such, this study poses the following research question: RQ: Do differences in underlying factors affect the overall quality rating of professors?... A summary of these descriptive statistics are given in Table 1. Box plots reflecting the behavior of the data are also provided in Figures 1 to 5. Table 1. Summary of Descriptive Statistics. Descriptive Statistics Dept Division num easiness overall count 730 730 730 730 730 mean 46.24 2.2 34.27 3.327 3.712 sample variance 598.07 0.96 683.18 0.541 0.693 sample standard deviation 24.46 0.98 26.14 0.735 0.832 minimum 2 1 10 1.2 1.4 maximum 96 4 168 5 5 range 94 3 158 3.8 3.6 Figure 1 shows that most of the data from the graph is concentrated in the second quarter. Then to the third quarter, then evenly spread to the first quarter, and the fourth quarter. There does not seem to be any outlier in the graph. Figure 1. Box plot for the variable â€Å"Department† Based on Figure 2, there is no first quarter data from the graph. Either that it is insufficient to generate a first quarter, or the first quarter is so concentraated that the data could not show. It is most likely that the d ata is insufficient to generate a first quarter. Figure 2. Box plot for the variable â€Å"Division† Figure 3 shows that most of the data is concentrated on the first quarter. Then on the second quarter, then the third, then the fourth. The one thing that makes this graph interesting is the high amount of outliers in the graph, which is not seen from the other graphs. Figure 3. Box plot for the variable â€Å"Num† Figure 4 shows that most data are concentrated on the third quarter, followed by the last and third, and a really spreaded first quarter. There is a possibility that there is an outlier in the first quarter. Figure 4. Box plot for the variable â€Å"Overall† Figure 5 shows that data are mostly concentrated in the second quarter. And

MOD2 Essay Example | Topics and Well Written Essays - 500 words

MOD2 - Essay Example ion acquired from job analysis helps for HR planning which involves recruiting right number of employees at the right job and developing HR functions. The most significant use of job analyses is to create a job description. Job description helps to clarify reporting relationships, work functions and helps employees to understand the job. Job description has been used by the companies to provide information to applicants about the job involvement. Prominent information gathered from the job analysis helps to create job description. The part of job description is to compile the findings of job analysis and providing information about the responsibilities needed to be performed for a particular job (Cushway, 2008). Without the salient information from job analysis, job description cannot be created. Job analysis and job description on the particular job helps to identify key responsibilities areas (KRAs). KRA includes communication skills, technical and personal skills, physical, mental and emotional ability of particular applicant to handle particular task. With the help of job analysis, organization can hire most suitable candidate on the job (Sostrin, 2013). This helps to identify candidate that are eligible for the job during the hiring process. Job description provides information to the applicants about the key areas that needed to be focused on the particular job. Job analysis can be conducted in medical area by including any medical license or certificates required for the job. It can also be conducted as the time spent by the employees to perform the job. Job description would help to ensure knowledge about the particular job in medical arena (Price & Novak, 2009). Currently I am working in a logistics management organization as a human resource executive. My job role is to find and source effective and skilled employees for the inventory management department. My job description is to sort out appropriate applicants from the received mail. In addition