Client-server and Human Resource Essay Example for Free

Client-server and Human Resource Essay The proponents have found the following studies and literature as relevant to the system being proposed. The review of related literature and studies will serve as an overview of the presentation in the analysis of the system. INTRODUCTION Human Resource Information System (HRIS) improves information and communication between the company and the employees; it becomes an important strategic tool since it collect, manages and reports information for decision making. Modern HRIS needs to help the organizations by automating most of the Human Resource (HR) functions. The changing world new technology that is available, managers need to be aware of the technology that will increase effectiveness in the company. Early Human Resource, then called personnel, were limited to employee record keeping and were provided as a service to the organization. There was no HRIS as we know it today. Personnel record keeping was done by hand, oftentimes utilizing a system as simple as an index card file. The personnel department was typically small with little power and limited interaction with the organization’s business mission. After WWII organizations became more aware of human capital issues recognizing the importance of employee morale in the success of organizations. Formal selection and development processes were developed but there was no real change from the original responsibility of the â€Å"personnel† department that of record keeping. As record keeping was still done by hand, HR information systems, pre-1960, hardly gave a hint of what they would become with the advent of workplace technology. In the late 1960’s and 1970’s the term â€Å"human resource management† gained common usage in place of the term â€Å"personnel† and by 1974 the new term, human resource management, was appearing in media headlines and was eventually shortened to just â€Å"HR.† From the 60’s to the 80’s organizations firmly integrated HR into their core business missions. At the same time regulatory reporting requirements for employees increased significantly. Large organizations used mainframe computers to maintain organization data bases and technology based Human Resource Information Systems (HRIS) provided an efficient solution for the increased record-keeping and reporting required by government regulation. The human resources department became one of the most important users of the org anization’s computer systems, though the primary task was still record-keeping. In this modern era of Information Technology (I.T), human resource information system (HRIS) has become an important management discipline at enterprise level. HRIS plays a vital role in implementing the strategic business objectives of the organization, and in running the daily operations/functions efficiently and effectively to improve the productivity and proficiency, human capital becomes the only sustainable resource of the competitive advantage for an organization. Firms that is successful at finding, managing, retaining and developing good employees. Since 1990, the economical rapid change with globalization and technological innovations led for the development of human resource information systems (HRIS) and advanced internet capability facilitates to create a real-time shared data information-based, self-service, and interactive work environment. Information Technology with web-enabled capabilities helps human resource (HR) as it becomes a more horizontal and self-learning o rganization, by enabling human resource to contribute to the strategic focus of the organization. The strategically focus in human resource significance from the resource-based view of the firm that treats human capital as a strategic asset and a competitive advantage in improving organizational performance. Human Resource Information System is a systematic procedure for collecting, storing, maintaining, retrieving, and validating data needed by an organization. HRIS comes to the rescue of human resource professionals, because it has common shared database, tools to analyze to aid in decision making and many other features such as scanning and matching resumes compatible with requirement of the organization. HRIS empowers the employees to access their personnel records, view the payroll, tax payments and compensational benefits like health coverage, retirement benefits and other perks and incentives. In the literature, Database, Employee Tracking, Benefits Administration, Payroll Administration, Employee Interfaces and attendance monitoring are deemed to be major components of hu man resource information systems. REVIEW OF RELATED LITERATURE John Gill et al., (2010) described the HRIS is a computerized system typically comprising a database or inter-related databases that track employees and their employment-specific information. Broderick (1992) states that HRIS can influence effectiveness in four ways: Firstly, with emphasis on increased productivity from the workforce, recruitment, short term working, temporary, and less redundancies. Secondly, it deals with the increasing demands made be legislation, which related to HR practices and the increased need to produce statistics for government. The third factor was the rate of the development of computer technology. The final factor was the increased availability of HRIS at lower costs. The professional body argued that effective HRIS use leads to efficiency. Michael et al., 2008] Florkowski et al., (2006) in his research paper: ‘The diffusion of human-resource information technology innovations in US and nonUS firms’, evaluated the diffusion of information technologies that are transforming HR service-delivery and revealed that the modest correlation between the number of acquired Information Technologies (IT) and HR-transactions automation supports the general call for more formalized HR-technology strategies at the firm level to coordinate purchasing and implementation decisions. Hussain ZI (2002) in his article stated that HRIS can help large or small businesses. By organizing the payroll, benefits and employee information among other things, it’s imperative to stay current on any changes to this software. Keeping the HR information system secure and compliant with other software should be the most important aspect. (International Journal of Research in Economics Social Sciences 52 http://www.euroasiapub.org ) The emergence of Information Technology, especially internet-enabled technology has affected and enhanced many management areas that include HR management. The decreasing costs of computer technology versus the increasing costs of employee compensation and benefits made acquisition of computer-based HR systems (HRIS) a necessary business decision. Resource Information Systems in Jordanian Universities ABSTRACT The main purposes of this study are to explore the extent to which public Jordanian universities have adopted Human Resource Information System (HRIS) and to examine the current HRIS uses, benefits and barriers in these universities. A structured questionnaire was constructed based on other previous studies; it also pre-tested, modified and translated to capture data from HRIS users in Jordanian universities. The main findings of this study revealed that the quick response and access to information were the main benefits of HRIS implementation. While the insufficient financial support; difficulty in changing the organization’s culture and lack of commitment from top managers were the main HRIS implementation barriers. The present study provides some insights into the performance and applications of HRIS in Jordanian universities that could help Human Resource Management (HRM) practitioners to get a better understanding of the current HRIS uses, benefits and problems, which in turn, will improve the effectiveness of HRIS in Jordanian universities. (http://www.google.com.ph/url?sa=trct=jq=related+studies+of+hrissource=webcd=8cad=rjaved=0CFgQFjAHurl=http%3A%2F%2Fjournal.ccsenet.org%2Findex.php%2Fijbm%2Farticle%2Fdownload%2F7638%2F5867ei=JjeGUPzYA-qNmQW3uIHQAQusg=AFQjCNHTHGH-AykQNcyM-sDYPla0MI9RHA) Human Resource Information System The system that seeks to combine the task and activities involved with human resource management and information technology (IT) into one universal database through the use of enterprise resource planning (ERP) software. The goal and objectives of HRIS is to combine the different parts of human resources including payroll, labor productivity, and benefit management into a less capital-intensive system than the mainframes used to manage activities in the past. Which is also called Human Resource Management Systems (HRMS). The Human Resource Information System is a database software or online solution for the data entry, data tracking, and data information needs of the Human Resources, payroll, management, and accounting functions within a business. Generally packaged as a data base, hundreds of companies sell some form of HRIS and every HRIS has different capabilities. Pick your HRIS carefully based on the capabilities one need in one company. Figure1.HRIS Human Resources Information System is a system that lets you keep track on all of employees and information about them. This is basically done in a database or, more often, in a series of inter-related databases. These systems include the employee name and contact information and all or some of the following: department, job title, grade, salary, salary history, position history, supervisor, training completed, special qualifications, ethnicity, date of birth, disabilities, veteran’s status, visa status, benefits selected, and more. (http://managementdemand.com/2012/07/hris/) How can HRIS contribute value to the organization? An HRIS serves two major purposes in organizations: HR Administrative and Operational Role: The first purpose of an HRIS is to improve the efficiency with which data on employees and HR activities is compiled. Many HR activities can be performed more efficiently and with less paperwork if automated. When on-line data input is used, fewer forms must be stored, and less manual record keeping is necessary. Much of the reengineering of HR activities has focused on identifying the flow of HR data and how the data can be retrieved more efficiently for authorized users. Workflow, automation of some HR activities, and automation of HR record keeping are key to improve HR operations by making workflow more efficient. HR Strategic Role: The second purpose of an HRIS is more strategic and related to HR planning. Having accessible data enables HR planning and managerial decision making to be based to a greater degree on information rather than relying on managerial perception and intuition. For example, instead of manually doing a turnover analysis by department, length of service, and educational background, a specialist can quickly compile such a report by using an HRIS and various sorting and analysis functions. Human resource management (HRM) has grown in strategic value in many organizations; accordingly, there has been an increased emphasis on obtaining and using HRIS data for strategic planning and human resource forecasting, which focus on broader HR effectiveness over time. What are the Uses of an HRIS? An HRIS has many uses in an organization. The most basic is the automation of payroll and benefit activities. With an HRIS, employees’ time records are entered into the system, and the appropriate deductions and other individual adjustments are reflected in the final paychecks. As a result of HRIS development and implementation in many organizations, several payroll functions are being transferred from accounting departments to HR departments. Beyond these basic activities, many other HR activities can be affected by the use of an HRIS. Figure2. Uses of Human Resource Information System (http://www.nmatec.com/hrwise/what) REVIEW OF RELATED SYSTEMS ASSESSMENT OF SUPPORT AND BENEFITS OF HRIS IN MEDIUM-SCALE TEXTILE INDUSTRIES ABSTRACT In the current fast-paced global competitive business environment, the efficient and effective management of human capital is an immense challenge to the human resource departments Information systems contributes to improve the organizational performance, and enhance the competencies of human resource professionals. This paper aims to assess and establish the support levels and the benefits of the human resource information systems in the medium scale textile industries. As a core part of the study, the primary data was collected from the selected of respondents of textile companies who are using human resource information systems with the help of a survey questionnaire. The data analysis that was performed using cumulative weighted average technique concludes highly moderate support levels of human resource information systems exists in the medium-scale textile industries and they are able to attain only 2/3 of the benefits. Further the research, based on an evolutionary view of computing growth suggests improvements in the human resource information systems in order to gain the competitive advantage and to maximize the benefits. (International Journal of Research in Economics Social Sciences 52 http://www.euroasiapub.org ) THE ROLE OF HUMAN RESOURCE INFORMATION SYSTEMS IN HUMAN RESOURCE PLANNING IN PRIVATE SECTOR ORGANIZATIONS IN SRI LANKA ABSTRACT Human Resource Information System (HRIS) has become one of most vital information systems in the market. This study focuses on the role of HRIS in human resource planning (HR) in private sector organizations in Sri Lanka. The purpose is to explore the functionality and contribution of HRIS in HR planning through HRIS recruiting and training development subsystems as perceived by senior HR executives in Sri Lankan private sector organizations. A pilot survey was carried out to identify the problem using structured interviews with Heads of HR of three selected private companies. A structured questionnaire was used to collect data from senior HR executives of selected private sector companies in Sri Lanka. Answers received from 89 respondents were analyzed. The overall response rate was 48 percent. The deductive mode of reasoning, cross-sectional study and quantitative techniques were selected as research methods. The results of the survey showed that the most frequently accepted HRIS feature is training needs analysis (TNA) and that there is high positive correlation between HRIS job analysis and the effectiveness of HR planning. Most Sri Lankan private sector organizations perceived the contribution to efficiency of HR planning through HRIS skill inventory, HRIS TNA, HRIS training program evaluation, HRIS succession planning, HRIS labor demand and supply analysis and decision-making, as the greatest contribution of HRIS. This study shows that HRIS needs to offer more intelligent capabilities to increase the effectiveness of HR planning. HRIS vendors need to win the trust of HR professionals through enriching features and increasing the awareness and usage of HRIS in HR planning, especially its effectiveness. DEVELOPMENT OF HR INFORMATION SYSTEM FOR AN AEROSPACE INDUSTRY ABSTRACT The usage of a proper HR Information System (HRIS) has always been an important contribution for the HR (HR) operation in any organisation to work effectively. HR is one of the important functions of any industry. Hence it is important to keep this function equally efficient and effective compared to other operations in an organisation. One of the factors which contribute to the proper functioning of HR operation is data. Storing, analysing, processing and retrieving of data for decision making become necessary in this context. In the current study, the existing manual systems and processes in the HR department has been studied and observed. By studying the various processes with the help of tools like flow charts, use cases and data flow diagrams various parameters has been analysed. The HRIS has been designed using object oriented analysis and design methodology along with PHP version 5.0 for the front end and MySQL as backend database. Various forms like employee information, leave approval has been designed. Partial implementation of HRIS with Leave Management System as one of the modules has been carried out. Various reports like new and existing employees, leave pending/approval has been created. The HRIS has been implemented against the existing system on internal server with Windows operating system which reduced 49.24% of time compared to the existing system. The developed HRIS will help the organisation to effectively store employee data more securely and accurately. This study can be further extended in implementation of other modules of HRIS like recruitment, training, and development, compensation, benefits and payroll. (http://www.msrsas.org/docs/sastech_journals/archives/May2011/8.pdf) HUMAN RESOURCES FOR PUBLIC HEALTH IN INDIA – ISSUES AND CHALLENGES Deoki Nandan*, K.S. Nair** and U.Datta*** Availability of adequate number of human resources with suitable skill mix and their appropriate deployment at different levels of health care set-up are essential for providing an effective health care service for the population. Since independence, concerted efforts have been made to address the need for human resources for health in India. However, shortage exists in all categories of human resources at different levels. Ensuring the availability of human resources for health in rural areas and building their capacity in public health are daunting tasks. Future challenges include planning for human resource for public health at State/national level, framing of State specific human resource development and training policy, creation of human resource management information system, reorientation of medical and para-medical education and ensuring proper utilization of the trained manpower and standardization of training. It is also important to link human resource development and trai ning policy to the National Rural Health Mission in achieving its goals. (http://medind.nic.in/hab/t07/i4/habt07i4p230.pdf)

Chapter 21 notes- the kite runner Essay Example for Free

Chapter 21 notes- the kite runner Essay Amir visits his old house in Kabul and the hill north of Baba’s house- The city is now completely unfamiliar to Amir, and he looks at it almost as a tourist Amir looks outside his bedroom window and remembers looking out of it when watching Hassan and Amir leave. â€Å"Twenty-five years earlier, I had stood behind that same window, thick rain dripping down the panes and my breath fogging up the glass. I had watched Hassan and Ali load their belongings into the trunk of my father’s car† -Amir Characters involved: Amir Farid Hassan- Amir discusses their good memories in the yard of Baba’s house and up at the pomegranate tree on the hill. â€Å"Amir and Hassan. The Sultans of Kabul†- still carved into the pomegranate tree. A man and woman were executed on the soccer oval in front of all the spectators Characters involved: Taliban (Islamic radicals) Amir Farid Woman and man both killed by rocks â€Å"And they call themselves Muslims† -Farid â€Å"Mord? Mord? Is he dead? † -Amir â€Å"Every sinner must be punished in a manner befitting his sin! †- Cleric at the stadium. This part of the text gives evidence that the Taliban are brutal, have no sympathy and are murderers. The Taliban say they are obeying God. Meeting arranged to meet with the Taliban that afternoon. Characters involved: Farid- asks for Amir Taliban official Symbols Pomegranate tree â€Å"Then I went looking for the abandoned cemetery. It didn’t take me long to find it. It was still there, and so was the old pomegranate tree. †- Amir â€Å"I stood under it, remembered all the times we’d climbed it, straddled it’s branches, our legs swinging, dappled sunlight flickering through the leaves and casting on our faces a mosaic of light and shadow. The tangy taste of pomegranate crept into my mouth. † -Amir The ruined, dead tree serves as a symbol that the city Kabul that Amir knew was now dead. Environment- Kabul- *Desolate. *Ruined *Dusty *Abandoned *Sun-dried Amir’s house *Surrounded by weeds *Rusty â€Å"The Wall of Ailing Corn was still there, though I saw no corn, ailing or other-wise, along that wall now. †-Amir Paint peeled off â€Å"The house was far from the sprawling white mansion I remembered from my childhood. It looked smaller. † -Amir â€Å"Like so much else in Kabul, my father’s house was the picture of fallen splendour. † -Amir â€Å"I wanted to step into the foyer, smell the orange peel Ali always tossed into the stove to burn the sawdust. Sit at the kitchen table, have tea with a slice of naan, listen to Hassan sing old Hazara songs. † -Amir.

Construction Industry Importance Of Leadership

Construction Industry Importance Of Leadership The construction industry today is very similar to the construction twenty years ago as many operations, practices and operations have changed very little over the last decades. Though with the new era of technology some modernization has taken place still some theories are practiced the traditional way. In contrast the forces on industry organisation are changing at a rapid pace. These changes in building influence arises the problem of leader preparedness which is a primary concern in the construction industry over the next decade as industrys increasing social, economic and environmental challenges has called into question its ability to create leaders that can develop leaders having the knowledge and skills to address rapidly changing business environments at all organisational levels. The leadership ability to transform the organisation as per the dynamic force market is essential for sustained success in construction industry. Also, the ability for leaders to both motivate the internal workforce as well as communicate to a diverse project team is a challenge to individuals for developing their communication skills. To understand the significance of leadership in construction industry we must first understand what are leader and leadership and how they are formed. LEADER AND LEADERSHIP: In general terms, leadership is a quality that a person possesses to motivate other people to accomplish their objective and that person is called a leader. Leader is a person who could motivate/attract the commitment of the followers by way of influence or power to achieve the goals of the organisation. (Cole, 2005) Leadership at work is a dynamic process whereby one individual in a group is not only responsible for the groups results, but actively seeks the collaboration and commitment of all group members in achieving group goals in a particular context and against the background of a particular national culture. (Cole, 2005) The role of a leader is building a team, development of individuals and achievement of a task. The leader should have the following characteristics: Understanding needs- The leader should understand his/her needs along with the needs and characteristics of each participant in a group. This helps to know a person as an individual, treating them with respect and helping in growth of that individual which leads to the formation of trust and builds confidence amongst participants. All this allows a proper planning of project i.e. is the first step in the process for achieving a respective goal. This can be done through conversation and informal surveys of participants. Using of Resources- Resources include all the things required to complete a job. People are resources as they have knowledge and skill. Knowledge comes from experience while skill is the ability to use your experiences. When the leader brings into use the knowledge and skill of group members they develop experience and improve their skills also getting a positive approach towards it. This comes from proper understanding of the participants as discussed above. Communication- Only a good communication amongst the team can lead to successful completion of a task. For getting information the leader must listen carefully and pay attention to other peoples thoughts and each group member should be given a chance to speak. While giving information the leader should speak slowly and clearly so that the members can listen carefully and understand leaders ideas effectively. Planning- Planning is a very important aspect achieved while exploring via thorough consideration of: task and objective, resources, alternatives and brainstorming. This helps in reaching a decision and reviewing it with all the participants. The plan is then evaluated and executed. A proper planning of task is a major factor that analyses the successful completion of a job. Controlling group performance- A group works together best when it is headed in the same direction and for that someone must lead the effort. Control is a function that the group assigns to the leader for completion of task. Control comes from understanding where the group is right now and where it is heading. This can be done by thorough observation of the happenings, clear instructions and helping to quickly deal with disruptions. Evaluation- Evaluation helps in measuring the performance of a group in getting a job done and teamwork quality. It also helps in analysing the level of performance along with the merits and demerits of the task done in a particular way. Setting an Example and sharing Leadership- It is probably the most important skill needed in a leader, to set him/her as an example for others on how to be an ideal leader. The leader should also share their experience and skill with the group participants to help them succeed. Leadership requires: Motivating and persuading others Taking responsibility for the direction and actions of a team Setting of objectives for proper evaluation Taking the initiative Persevering when things are not working out. Taking a positive attitude to frustration/failure. Taking the initiative and responding flexibly to changing situations Presenting a positive image in front of others. Being assertive Accepting responsibility for mistakes/wrong decisions. TYPES OF LEADERS: Charismatic/Transformational- Leadership is not good or bad by itself but by how it is portrayed in front of others and for what purpose it is being used. History has seen many charismatic misleaders like Hitler, Mao, and Stalin who inflicted evil and sufferings on humanity. Personal qualities and traits are not acquired by training; they are embedded in them since birth. Charismatic leaders inspire the followers through their vision and energy which has a major impact on them whether it is good or evil. Unlike Hitler and Mao, there were some charismatic leaders who worked for the benefit of humanity and betterment of the society like Mahatma Gandhi, Nelson Mandela, and Abraham Lincoln etc. Traditional/Transactional- The leaders who fall under this category have their position secured since birth. Only few people can aspire to be like them and have a few opportunities at work. For example: Kings, Queens, and Tribal Chieftains etc. Situational- They are created as per the given situation. Their position is temporary and become effective when found at right place at the right time like a project manager. Appointed- Such leaders have legitimate powers that they acquire through hierarchy. They influence people directly out of position and their power of the position is derived. For example: CEO, MD, GM etc. Functional- Functional leaders secure their position by the quality of work they do. They adapt according to the competing needs of the society that consists of individual needs, group needs and task needs. Principle Centred- Principle centred leaders are strongly affected by ethical and moral principles. Their quality of work shows this used of ethics which involves honesty, fairness, trust, justice and equity among others. POWER AND INFLUENCE: With leadership comes power and influence which are important factors that help in the motivation of team. Power is the ability to exert influence that is, to change the attitudes or behaviour of individuals or groups. Influence is any action or examples of behaviour that causes a change in attitude or behaviour of another person/ group. (Leadership- Lecture Notes, Pg. 37, 2012) LEADERSHIP THEORIES: Major leadership theories are mentioned as under: Trait Theories- Helps in identification of personal characteristics of leaders which differentiate them from non-leaders. Some of these characteristics include energy, intelligence, and resourcefulness etc. Style Theories- Related to behavioural approach as leaders are born not made. Shows concern for people and task. Can be authoritative or democratic. Contingency Theories- Such theories focus on particular variables that determine which style is best suited for any situation. As per this theory not every style is suitable for all situations. Success depends on leader-member relations, degree of structure in the task and power/authority of the position. Participatory Theories- Suggests that the ideal leader is one that takes the input of others into account. These leaders encourage participation and contributions from group members and make them feel more involved in the process. It calculates to what extent the opinions of members are utilised in decision making. LEADERSHIP vs. MANAGEMENT Often people confuse leadership with management though they both differ from each other on so many levels. A manager is appointed while leadership is earned in most cases. Managers can be characterised as people who imitate, establish clear targets, make short term decisions, solve short term problems, enact visions and do things right. They employ the so-called hard skills such as planning, directing, organising and keeping score. On the other hand, leaders employ many of the softer skills. They direct and guide people; influence thoughts and behaviours; motivate; encourage work towards goals; take risks; innovate; have a long-range perspective; have their eye on the horizon; create visions and do the right things. (Leadership vs. Management, Leadership in the Construction Industry, Pg. 5) According to Covey (1992): Leadership deals with direction- with making sure that the ladder is leaning against the right wall. Management deals with speedà ¢Ã¢â€š ¬Ã‚ ¦. Leadership deals with vision-with keeping the mission in sight- and with effectiveness and results. Management deals establishing structures and systems to get those results. Leadership focuses on the top line and management on the bottom line. Leadership derives its powers from values and correct principles. Management organises resources to serve selected objective to produce bottom line. Management and Leadership are not mutually exclusive; in factà ¢Ã¢â€š ¬Ã‚ ¦. leadership is the highest component of management. To summarise, the manager must have certain leadership qualities to take their organisation towards success by motivating people to achieve that success. According to the Eagan Report, The Eagan Report identifies five drivers of change necessary to ensure greater profitability as well as better quality in the Construction Industry: Committed Leadership A focus on the customer Integrated processes and teams A quality driven agenda Commitment to people (Leadership- Lecture Notes, Pg. 40, 2012) LEADERSHIP IN CONSTRUCTION INDUSTRY: Construction industry is very complex and is often met with various problems which are non-completion of a job, non-availability of labour, Community barriers between workers and goods availability which leads to delay in productivity and effectiveness on construction sites many of which arrive from inadequate understanding of leadership and job relationships. Leadership in different sectors of construction industry: Health and Safety- Leadership in health and safety sector is of strong importance as this sector deals with health related issues for labour along with other people who are related to a construction project. This sector has zero tolerance policies, industry initiatives and high level of investment. Sustainability- Sustainability is an important sector for the industry to consider. The construction done on a site should be sustainable and environment friendly in current time as per the urgency of the sustainability agenda. So the leader should be well aware of the ill effects a particular action that is performed will have on the nature. Business ethics- Business ethics are also a major factor in the success of a task. A leader must be well aware of all the business rules and changes that are occurring in the construction industry to make his team lead in the right direction and as per the building regulations. This provides a strong base for a leader by making them flexible and well aware of the current surroundings. Education and Training- Proper education and training helps in becoming an ideal leader. This sector focuses on education and experience of the leader and group members to put alike people with each other. This helps in creating harmony and trust between the members which in turn helps in successful completion of a job. In construction industry the requirements for an effective leader are as follows: Good communication skills Understanding of business Strategic vision Charisma and Inspiration Integrity Good listener Flexible i.e. open to changes Experience The weakest leadership qualities are identified as poor communication skills, lack of time, lack of general management skills, impatience, lack of decisiveness and not delegating enough. Also there is a presence of untapped leadership potential within the industry. Many areas of weak leadership can be addressed through industry training and other leadership development programmes. Improvement in communication and general management skills are two areas in particular that are of topmost priority. Organisational culture and lack of opportunities are the major drawbacks in the construction industry which stops an individual from reaching their highest potential. How to improve leaders? As discussed above many of the problems in construction industry arise due to poor leadership skills and to improve leadership qualities following steps should be taken: New experiences, the most valuable way to improve leadership ability. This includes mentoring or anything else that gives an individual a new hands-on experience and exposure. Clear direction and guidelines are important to improve individual leaders in the industry. This reinforces the importance of empowerment, development of leaders at all levels of seniority and corporate strategic planning. Skills, education, training and qualifications are also required to be present in any leader. To achieve the above qualities various character development workshops and programmes can be held within an organisation to make people understand the concept of leadership better and to know more about leadership skills tailored specifically for construction based professionals. These workshops must include programmes focusing on communication skills and general management training, education and training, mentoring schemes, work experience, and secondment programmes. They should also include strategies for identifying the leaders of the future, and for rewarding and celebrating success. CONCLUSION: Leaders are of utmost requirement these days to complete a given job. The leaders help in creating group cohesiveness which helps in proper utilisation of the teamwork. The leaders are born and not created though certain steps can be taken to brush up their skills. The leadership development workshops can help in improving the leadership skills of people which will in turn help in the betterment of the construction industry. Also, the main drawbacks in the construction industry related to incompletion of a task can be tackled effectively if positive steps are taken in that direction. Great leaders will be created that will work for the industry and give their hundred per cent to achieve a task.

Obesity In America Essay -- Overweight Obese essays

  Ã‚  Ã‚  Ã‚  Ã‚  America is one of the richest, most progressive countries in the world. Shouldn't it be one of the healthiest too? Maybe it should be, but the sad truth is that Americans are some of the least healthy people in the world. Even though we are living in a country with great economic power and technological advancement, we are also living in a country with the smallest fund of practical nutritional knowledge. We are living in a land plagued with obesity. America is one of the richest, most progressive countries in the world. Shouldn't it be one of the healthiest too? Maybe it should be, but the sad truth is that Americans are some of the unhealthiest people in the world. Even though we are living in a country with great economic power and technological advancement, we are also living in a country with the smallest fund of practical nutritional knowledge. We are living in a land plagued with obesity.     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  According to CDC (Center for Disease Control and Prevention), obesity in adults has increased by 60% within the past twenty years and obesity in children has tripled in the past thirty years. A staggering 33% of American adults are obese and obesity-related deaths have climbed to more than 300,000 a year. The American diet and lifestyle is different than all the healthier countries. Living a life on the go, eating fast-food and microwave dinners, the health of the American people has been sacrificed. Instead of eating a ...

Essay --

Vivian Nguyen Amicangelo 8Celtics 22 February 2014 JOSEPH STALIN Joseph Stalin was a man who many people had mixed feelings for. Some say he was a dictator and a tyrant, but others say that as a ruler, he shaped Russia and pushed it in the right direction. Both sides are correct, and there are many examples to back them up. Stalin did accomplish benefiting Russia‘s image, but he was a man who killed many. Stalin was born as Iosif Vissarionovich Dzhugashvili (later became Joseph Stalin) on December 18, 1879 and his parents were Besarion Jughashvili (father) and Ketevan Geladze (mother). When he was young, his father, Beso, had beaten his mother and him several times. They had a troublesome marriage and often argued about Stalin’s future. His mother wanted him to be a priest because she thought he was smart, so she did everything to get him a good education. His father wanted him to be a cobbler, and said that since he [Stalin’s father] was a cobbler, Stalin would follow the family job and become a cobbler. Fortunately, Stalin‘s mother defeated her husband and she even humiliated him. Stalin ended up doing what his mother wanted-- for a while (Radzinsky 17-31). Stalin is a very interesting man who always changed how he thought of everybody (he also called himself Stalin because â€Å"stalin† means steel) (Montefiore 30 â€Å"Young Stalinâ€Å").He had a huge effect on Russia; in a bad way. When Stalin used to work with Lenin and Trotsky, it wasn’t a competition of who was the best and who should control the country of Russia, but then it all changed. After that, he got people to turn against them and got rid of t... ...lowing him. Another reason was identity. Napoleon only represented Stalin, and that really brought out his characteristics. Since Napoleon was meant to represent Stalin, all of Stalin’s traits, most of his bad deeds, and events occurred in the book. For example, in Animal Farm, Orwell made Snowball seem smarter than Napoleon, but made Napoleon more powerful. This is true in real life because Lenin was a lot more educated than Stalin, but Stalin ended up with the power (Radinsky 97) Although Stalin had been tyrannical and crazy, he made Russia seem stronger, and is still seen as a good person today. Many people look at him like he was a murderous person, but other look at him as the man who made Russia better. He was a great leader, in a way, but that only depends on what the Russians believed in, and whether or not they (or someone they know) worked for Stalin. Essay -- Vivian Nguyen Amicangelo 8Celtics 22 February 2014 JOSEPH STALIN Joseph Stalin was a man who many people had mixed feelings for. Some say he was a dictator and a tyrant, but others say that as a ruler, he shaped Russia and pushed it in the right direction. Both sides are correct, and there are many examples to back them up. Stalin did accomplish benefiting Russia‘s image, but he was a man who killed many. Stalin was born as Iosif Vissarionovich Dzhugashvili (later became Joseph Stalin) on December 18, 1879 and his parents were Besarion Jughashvili (father) and Ketevan Geladze (mother). When he was young, his father, Beso, had beaten his mother and him several times. They had a troublesome marriage and often argued about Stalin’s future. His mother wanted him to be a priest because she thought he was smart, so she did everything to get him a good education. His father wanted him to be a cobbler, and said that since he [Stalin’s father] was a cobbler, Stalin would follow the family job and become a cobbler. Fortunately, Stalin‘s mother defeated her husband and she even humiliated him. Stalin ended up doing what his mother wanted-- for a while (Radzinsky 17-31). Stalin is a very interesting man who always changed how he thought of everybody (he also called himself Stalin because â€Å"stalin† means steel) (Montefiore 30 â€Å"Young Stalinâ€Å").He had a huge effect on Russia; in a bad way. When Stalin used to work with Lenin and Trotsky, it wasn’t a competition of who was the best and who should control the country of Russia, but then it all changed. After that, he got people to turn against them and got rid of t... ...lowing him. Another reason was identity. Napoleon only represented Stalin, and that really brought out his characteristics. Since Napoleon was meant to represent Stalin, all of Stalin’s traits, most of his bad deeds, and events occurred in the book. For example, in Animal Farm, Orwell made Snowball seem smarter than Napoleon, but made Napoleon more powerful. This is true in real life because Lenin was a lot more educated than Stalin, but Stalin ended up with the power (Radinsky 97) Although Stalin had been tyrannical and crazy, he made Russia seem stronger, and is still seen as a good person today. Many people look at him like he was a murderous person, but other look at him as the man who made Russia better. He was a great leader, in a way, but that only depends on what the Russians believed in, and whether or not they (or someone they know) worked for Stalin.

Civil Disobedience: Are We Morally Obliged to Obey Unjust Laws? Essay

Are we morally obliged to obey even unjust laws? This question raises the discussion of what we call civil disobedience. Elliot Zashin, author of Civil Disobedience and Democracy, defines civil disobedience as, â€Å"a knowing violation of public norm (considered binding by local authorities but which may ultimately be invalidated by the courts) as a form of protest: it is non-revolutionary, public, and nonviolent (i.e. there is no use of physical violence except self-defensively when participants are physically attacked, and no resistance to arrest if made properly and without undue force).† (Zashin, 118) One point that Carl Cohen, associate professor of philosophy at University of Michigan, thinks is essential to the definition is that the, â€Å"mere knowledge of the unlawfulness does not make it civil disobedience†¦the civil disobedient must do more than knowingly break the law. Absolutely essential is the further element of protest.† (Cohen, 11) In other words, civil disobedience is knowingly breaking a law to protest the law. This may not be as controversial as some topics, but there are many strong points on both sides. A major objection is tied to the idea of social contract theory as well as extreme faith in the proper workings of the judicial and legislative systems. According the this objection, the government of the United States, which calls itself democratic, for instance, is set up to listen to the needs of the people and to make laws accordingly. There is no need to protest or to â€Å"civilly disobey† because the government’s job is to take care of such problems. Socrates, a Greek philosopher, when forced with a suicide execution refused escape because he had profited from the laws of Athens thus far, was given a... ...tic government. BIBLIOGRAPHY  · Cohen, Carl, Civil Disobedience, Tactics and the Law. 1971, Columbia University Press: NY. Pgs: 3, 5, 6, 9, and 11.  · â€Å"Declaration of Independence† ONLINE: http://www.archives.gov/national_archives_experience/declaration_transcript.html. 20 Nov 03  · Singer, Peter, Practical Ethics: Second Edition. 1993, Cambridge University Press: Cambridge, UK. Pgs: 298-306  · Smith, Michael P, et al, Political Obligation and Civil Disobedience Readings. 1972, Thomas Y. Crowell Company: NY. Pgs. 179, 180, and 183.  · Suber, Peter, â€Å"Civil Disobedience.† ONLINE: http://www.earlham.edu/~peters/writing/civ-dis.htm. 19 Nov 03.  · Zashin, Elliot M., Civil Disobedience and Democracy. 1971, The Free Press: NY. Pgs. 118, and 131.

Burlesque

To what extent did burlesque impact the development of the 20th American musicals? Burlesque shows had a big influence on the development of 20th century musicals in many ways. One of the ways it did this was changing the role that woman had within musicals. This is a result of the woman's rights movement In America. It is backed up in a Robert G Allen quote where he says â€Å"burlesque's principal legacy as a cultural form was its establishment of patterns of gender representation that forever changed the role of the woman on the American stage†.Previous of burlesque shows, It was less acceptable for woman to show much of their skin/boodles, they were often seen as Innocent and delicate so wore long dresses to cover themselves. However burlesque brought light on to the sexiness of woman without It being too distasteful; they did this by putting the woman In less clothing or more see through clothing such as tights, as a way of teasing the audience.Burlesque also helped women to gain more control In other ways as most of the burlesque troupes were managed by males therefore they would be making the decisions, however In the sass males began to take control and wanted burlesque dancers to show as much skin as possible without actually striping. Woman taking control is demonstrated in the late sass's when Lydia Thompson burlesque troupe became one of New Work's biggest theatrical sensations. Their first hit was named Zion in 1868 where they included travesty; woman playing men's roles in tights.Due to such high demands for tickets to this show it then moved to Broadway. Thompson didn't hire any composers for the how she simply used songs that were relevant and popular at the time, which was a big influence to American musicals as it happened frequently in 20th century musicals. It is also arguable that burlesque impacted the development of the 20th century American musicals as it wasn't Just a dance routine showing off women's bodies, it also involved ele ments of comedy and music which is a big element of book musicals in 20th century America.Burlesque infuses these elements by using things such as travesty and they also use their shows to mock the upper class as their main audiences were lower and middle class. The comedy within the shows also helped society to become more acceptable with the fact that the woman had less clothes on as usual which was frequent in many American musicals in the 20th century. It Is also said that burlesque had a big influence on creating book musicals as they also combined the 3 elements of dance, music and drama. One of the first book musicals being the black crook, involved burlesque style dances. Burlesque By Chloe had within musicals.This is a result of the woman's rights movement in America. It is t was less acceptable for woman to show much of their skin/bodies, they were often seen as innocent and delicate so wore long dresses to cover themselves. However burlesque brought light on to the sexine ss of woman without it being too distasteful; they did this by putting the woman in less clothing or more see through clothing gain more control in other ways as most of the burlesque troupes were managed by females therefore they would be making the decisions, however in the sass's males as usual which was frequent in many American musicals in the 20th century. It is