Human Factors in Technology Essay Example for Free

Human Factors in Technology Essay Companies now more than ever are able to utilize technology to be able to one ensure that the company’s values and ethics are readily available to their employees and two technologies provide tools for managers to enforce company policies in relation to ethics. Companies use tools such as Microsoft Share point as well as an internal Intranet for posting its values and ethics making them easy to find as well as tools for understanding them. By doing so the company can then ensure that there isnt really any excuse that can be used for not being aware of the ethics and therefore create a zero tolerance for ethical violations by its employees. Technology provides several tools for managers to be able to monitor their employees use of internet; since many companies are opening up the use of the internet at work finding value in allowing their employees to use the internet especially social media while at work have to ensure that the usage is within the compliance of the companies values. Some of these tools range from having each employee sign a user agreement during the initial hiring process making it clear up front what type of usage is appropriate and spelling out what are clear violations of the usage policy. IT departments today are able to put into place system that will monitor and alert them to a user that may have either intentionally or unintentionally have ended up at a web site that would contain content that violates the companies ethical standards. When this happens typically the companies monitoring software will warn the individual that this site is not approved for use at work as well as send a message to their manager letting them know there has been a website accessed that isnt appropriate. This then gives the manager the opportunity to talk with the employee and establish if the site is truly inappropriate at work or if the user truly did not intend to access that site. This type of environment can be viewed in a couple of different ways, one wou ld be a big brother approach that the company is constantly watching over its employees shoulder creating a culture of suspicion and mistrust. Another view could be seen as a company taking responsibility for the resources it provides to ensure their employees are one remaining productive, two maximizing assists provided to the employees rather than wasting company time and cost for the technology and of course ensuring that the activity whether on break or during work hours does not violate the companies ethical standards. Technology provides valuable tools for human resources professionals today such as conducting background checks, maintaining employment records. There are several major areas in which HR has been changed dynamically through the advancement of technology and the effect that it has on corporate culture. These areas are: Recruiting (choosing the best qualified applicant for the job), Evaluations (metrics or best practices for measuring performance, pay scales and benefits packages), training within HR growing career managers, keeping up to date on labor laws and regulations and Retaining the talent pool (keeping a low turn-over) (ELLEN A. ENSHER, 2002). Recruiting has certainly seen a shift from advertising in the classifieds and job boards to internet search engines such as LINKDIN, usajobs.gov, monster.com, indeed just to name a few these sites allow job seekers to post their resumes and qualifications, and search for openings with companies all over the world. These sites also allow for recruiters to conduct searches for potential applicants who have the qualifications they are looking for. This has led to a quicker turn around time to finding and filling positions with the best-qualified applicants, ease of use for HR professionals as well as the cost savings for companies that used to utilize head hunters and the time it took for recruiters to screen applicants from all over the country. Another tool that has saved money and added convenience for both HR professionals as well as applicants is the ability to send questioners, interview with applicants through software such as SKYPE that utilizing both video and audio versus travel costs and online assessments (such as typing tests or call center simulations) (ELLEN A. ENSHER, 2002). Performance measurement tools are making improvements but not as quickly some methods that are available are tools that allow managers to be able to capture screen shots and track production levels through software. In call centers a manager is able to provide filters for specific types of calls to evaluate such as time parameters or other criteria when the call meets the criteria the screen records the entire transaction along with the audio from the phone call for performance counseling afterwards. Benefits handling has seen changes in the way they are handled and processed through newer technology. Employees are able through the internet or intranet to be able to review benefits, sign up for benefits or make changes as well as research differences between benefits packages to ensure the package is a good fit for their situation (ELLEN A. ENSHER, 2002). Training and Professional Development has always been vital to ensure that company’s employees are able to have the right training and knowledge to provide the most productivity. An important key to training is continual update training as newer processes are implemented or technology itself how to provide the training quickly for a seamless transition. Companies are able to provide step by step modules using what appears to be live screen shots simulated for the employee. The system will provide instructions on how to perform a function or task and then have the trainee perform the task, providing feedback if the user clicks in the wrong place or chooses the wrong command. This allows for almost real time experience handling using training accounts avoiding costly errors. This works has shown to be more beneficial since the user is seeing the same screen and commands, as they will when using the actual system. Conclusion Technology has provided tools in today’s workplace that allow company’s to help train and manage ethical guidelines, in turn shaping the culture and work environment for its employees. Human Resource Management through innovative technology is growing and saving company’s money in using newer methods for recruiting, retention, training and benefits than ever before. References Chapman, A. (n.d.). training and learning development. (Â © alan chapman 1995-2010 ) Retrieved December 01, 2012, from Business balls.com: http://www.businessballs.com/traindev.htm Elizabeth Regan, B. O. (2002). Implementing Individual and Work Group Technologies. Retrieved DEC 11, 2012, from University of Phoenix: https://ecampus.phoenix.edu/content/eBookLibrary2/content/TOC.aspx?assetdataid=0c85207c-4579-445d-b2e5-278c996a3835assetmetaid=9f9341ec-776c-4a2c-8e8c-422fc4e5f1fe ELLEN A. ENSHER, T. R.-V. (2002). Effects of the Internet and Technology on HR Processes. Retrieved JAN 14, 2013, from Organizational Dynamics,: www.organizational-dynamics.com Spears, S. (2012, DEC 13). Implement a New Technology Plan. Retrieved DEC 23, 2012, from University of Phoenix: https://classroom.phoenix.edu

Human resource management importance in organisations

Human resource management importance in organisations STRATEGIC HUMAN RESOURCE MANAGEMENT INTRODUCTION: Human resources management strategy is very important for every organisation to function smoothly. Faced with rapid change organizations need to develop a more focused and coherent approach to managing people. In just the same way a business requires a marketing or information technology strategy it also requires a human resource or people strategy. Strategic human resource management is a branch of Human resource management. It is a fairly new field, which has emerged out of the parent discipline of human resource management. Much of the early or so called traditional HRM literature treated the notion of strategy superficially, rather as a purely operational matter, the results of which cascade down throughout the organisation. There was a kind of unsaid division of territory between people-centred values of HR and harder business values where corporate strategies really belonged. HR practitioners felt uncomfortable in the war cabinet like atmosphere where corporate strategies were formulated. Strategic human resource management is crucial large as well as small companies. In small companies this process may be as simple as the manager or the owner himself taking time to observe employees, along with assisting, assessing and giving regular reviews. However larger companies will require a whole department to be in charge of such activities for the development of employees. The quality of staff members can be improved by meting their needs in such a way that it may benefit the company. Investing in employees and providing them with tools they need to thrive and prosper in the company proves to be a good investment in the long run for the company. So ahead in the literature review we will look in deep about the Strategic human resource management and the company following SHRM in their daily practice and how effective it is for running their organisation effectively. http://ezinearticles.com/?What-is-Strategic-Human-Resource-Management?id=549585 http://www.accel-team.com/human_resources/hrm_08.html http://www.mba-tutorials.com/human-resource-management/487-shrm-strategic-human-resource-management.html LITERATURE REVIEW: Strategic human resource management is a complex process which is constantly evolving and being studied and discussed by academics and commentators. Its definition and relationships with other aspects of business planning and strategy is not absolute and opinion varies between writers. So there are many definations for strategic human resources management. A comprehensive Human Resource Strategy plays a vital role in the achievement of an organisations overall strategic objectives and visibly illustrates that the human resources function fully understands and supports the direction in which the organisation is moving. A comprehensive HR Strategy will also support other specific strategic objectives undertaken by the marketing, financial, operational and technology departments. Strategic HRM can be regarded as a general approach to the strategic management of human resources in accordance with the intentions of the organisation on the future direction it wants to take. It is concerned with longer-term people issues and macro-concerns about structure, quality, culture, values, commitment and matching resources to future need. It has been defined as: All those activities affecting the behaviour of individuals in their efforts to formulate and implement the strategic needs of business.2 The pattern of planned human resource deployments and activities intended to enable the forms to achieve its goals Strategic HRM is based on HRM principles incorporating the concept of strategy. So if HRM is a coherent approach to the management of people, strategic HRM now implies that that is done on a planned way that integrates organisational goals with policies and action sequences. A good business strategy, one which is likely to succeed, is informed by people factors. One of the driving factors behind the evaluation and reporting of human capital data is the need for better information to feed into the business strategy formulation process. In the majority of organisations people are now the biggest asset. The knowledge, skills and abilities have to be deployed and used to the maximum effect if the organisation is to create value. The intangible value of an organisation which lies in the people it employs is gaining recognition by accountants and investors, and it is generally now accepted that this has implications for long term sustained performance. http://www.cipd.co.uk/subjects/corpstrtgy/general/strathrm.htm Strategic Human Resource Management by(Randall S. Schuler and Susan E. Jackson) second edition 2007 Blackwell publishing ltd. Defination of strategic human resource management: SHRM has been defined as ‘A distinctive approcah to employment management which seeks to achieve competetive advantage through strategic deployment of highly committed and capable work force using a work force using an array of cultural, structural and personnel techniques. (storey,2001)pg4 Strategic Human Resource Management theory and practice second edition by,( graeme salaman, john storey and jon bills berry)Sage publisher strategic HR inc. Home According to Wright McMahan, 1992, Strategic Human Resource Management refers to: The pattern of planned human resource activities intended to enable an organization to achieve its goals. Strategic human resource management concentrates on human resouce plans that have long term goals. It has a number of differences with the conventional human resource management methods. It does not focus on matters related to internal human resources. The principal objective of strategic human resource management is to enhance the efficiency of the employees through stressing on business hindrances that take place external to human resources. Objectives for Strategic Human Resource/People Planning For the Organization: There are three goals for this process: Goal 1: Develop the Strategic Human Resource/People Plan/Document and yearly priorities. Goal 2: Ensure successful implementation and change. Goal 3: Build and sustain high performance in people management over the long term. Principal Characteristics of Strategic Human Resource Management: Following are the principal characteristics of strategic human resource management as per Gratton and Truss: There is some type of an express association between the human resource practices and policies and all the strategic goals of the company and the environment of the company There is some co-ordination outline associating individual HR interferences in order to make them reciprocally corroborative. The majority of the responsibility for handling of human resources is delegated downwards http://finance.mapsofworld.com/strategic-management/human-resource.html Strategic human resource management (SHRM) is the purposeful resolution of human resource administration and policy issues so as to enhance a public agencys effectiveness. It requires understanding how personnel functions interrelate in context, recognition of their importance, and commitment by personnel managers, employees, supervisors and political leaders to work together for change (Klingner and Nalbandian, 1998, p. 386). An HR strategy will add value to the organisation if it: Articulates more clearly some of the common themes which lie behind the achievement of other plans and strategies, which have not been fully identified before; and Identifies fundamental underlying issues which must be addressed by any organisation or business if its people are to be motivated, committed and operate effectively. The first of these areas will entail a careful consideration of existing or developing plans and strategies to identify and draw attention to common themes and implications, which have not been made explicit previously. The second area should be about identifying which of these plans and strategies are so fundamental that there must be clear plans to address them before the organisation can achieve on any of its goals. These are likely to include: workforce planning issues succession planning workforce skills plans employment equity plans black economic empowerment initiatives motivation and fair treatment issues pay levels designed to recruit, retain and motivate people the co-ordination of approaches to pay and grading across the organisation to create alignment and potential unequal pay claims a grading and remuneration system which is seen as fair and giving proper reward for contributions made wider employment issues which impact on staff recruitment, retention, motivation etc. a consistent performance management framework which is designed to meet the needs of all sectors of the organisation including its people career development frameworks which look at development within the organisation at equipping employees with employability so that they can cope with increasingly frequent changes in employer and employment patterns policies and frameworks to ensure that people development issues are addressed systematically : competence frameworks, self-managed learning etc. In addition, the HR strategy can add value is by ensuring that, in all its other plans, the organisation takes account of and plans for changes in the wider environment, which are likely to have a major impact on the organisation, such as: changes in the overall employment market demographic or remuneration levels Cultural changes which will impact on future employment patterns changes in the employee relations climate changes in the legal framework surrounding employment HR and employment practice being developed in other organisations, such as new flexible work practices. The six broad interconnected components of this system consist of three planning steps and three execution steps. The top three components represent the need for planning. Organizations must determine their strategic direction and the outcomes they seek. This is usually accomplished with some form of strategic planning. Classic strategic planning is a formal, top-down, staff-driven process. When done well, it is workable at a time when external change occurs at a more measured pace. However as the pace and magnitude of change increases, the approach to strategic planning changes substantially: First, the planning process is more agile; changes in plans are much more frequent and are often driven by events rather than made on a predetermined time schedule. Second, the planning process is more proactive. Successful organizations no longer simply respond to changes in their environment, they proactively shape their environment to maximize their own effectiveness. Third, the planning process is no longer exclusively top-down; input into the process comes from many different organizational levels and segments. This creates more employee ownership of the plan and capitalises on the fact that often the most valuable business intelligence can come from employees who are at the bottom of the organizational hierarchy. Lastly, the strategic planning process less reactive and more driven by line leadership. Once strategic planning is under way, a process must be undertaken by the organization to design and align its HRM policies and practices to provide for organizational success. The remaining step in planning is to determine the quality and quantity of human resources the organization needs for its total force. The rest of the HR strategic system exists for and is guided by these plans, policies, and practices. These execution components contain mechanisms that generate the correct skill sets, invest in staff development and performance, and productively employ them in the organisation. The last component provides a means to assess and sustain the competence and performance of the organization and the people in it with regard to outcomes that the organization seeks. http://gametlibrary.worldbank.org/FILES/844_HR%20planning%20principles.pdf In company called HLB UK LTD the management system, human resource is given due importance while planning goals and long term strategies. The skills that are necessary to meet the organizational goals are developed in employees. This point is considered during the planning phase and included in the policies devised for meeting goals. Nowadays, the human resource department does much more than just recruiting employees for the company. Using the human resource effectively in order to give the company a competitive advantage and completing the set targets, are some of the priorities. The mission statements reflect the strategies, goals and the overall approach of companies. The values inherited and the policies devised by firms are based on the mission statements; which are the driving force that motivate the employees to move ahead. Let us see at the Advantages of Strategic Human Resource Management in HLB UK LTD: There are many advantages and benefits that strategic human resource management offers. It helps analyze the opportunities and threats that are crucial, from the point of view of the company. It is possible to develop strategies and have a vision for the future. The need for competitive intelligence, which is of utmost importance in strategic planning, is fulfilled by means of implementing strategic human resource management. The attrition rate can be reduced, if strategic HRM is implemented properly. It also performs the important task of motivating employees. Development and maintenance of competency among employees, is the most important benefit offered by strategic HRM. It helps determine the weaknesses and strengths of the company, thereby enabling the management to take appropriate measures. It helps keep a check whether the expectations of employees are addressed properly. Business surplus is achieved by making the employees competent enough to deliver the goods. Limitations of Strategic Human Resource Management But at same time there are some limitations as well of SHRM which are faced by the company which are as followes: Resistance to change from the bottom line workers. Inability of the management in communicating the vision and mission of the company clearly to the employees. Interdepartmental conflict and lack of vision among the senior management in implementing the HR policies. The diversity of workforce that makes it difficult for the management to handle them accordingly. Conflict among the employees over the issue of authority and the related fear of victimization. The resistance from institutions such as the labor unions. Changes that take place in the organizational structure. The changing market scenario which in turn creates pressure on the effective implementation of strategic HRM. But if implemented efficiently, strategic human resource management helps in improving the productivity of employees and utilizes their expertise in meeting the company goals. Organizations and companies succeed, or fail, based on the quality and effectiveness of their employees. Todays successful firms recognize that to compete in global markets, they must have world class Human Resource managers who are active participants in strategic and operational decision. Whether they are reengineering the pay and benefits of the company or implementing Total Quality Management (TQM) programs, Human Resources Managers play a central role. The goal of strategic management in an organization is to deploy and allocate resources in order to provide the management with a competitive advantage. It goes Without saying that two out of three classes of resources (organizational and human) Correlated with the human resource functions. Towards maximum effect, the HRM functions must be integrally involved in the companys strategic management process. Strategic management process first analyzes a companys competitive situation, develops its strategic goals and mission, its external opportunities and threats, and its internal strength and weaknesses to generate alternatives. In his second phase, strategic management process determines a plan of actions and deployment of resources to achieve the pre-specified goals. This kind of strategic approach should be emphasized in human resources management. Strategy formulation consists of five major components: Mission is a statement of the organizations reason for being, customers served and their needs, and the technology used. Also presents the companys vision and values. Goals are what the firm hopes to achieve in the medium-to-long term future. External analysis examines the firms operating environment to identify the strategic opportunities and threats. Internal analysis identifies the firms strengths and weaknesses,focuses on the quantity and quality of resources available. Strategic choice is done after the Strengths Weaknesses Opportunities Threats (SWOT) analysis to define strategic alternatives, then the choice is made among these alternatives. http://www.prometa.com/1d3ef1e0.png STRATEGIC APPLICATIONS OF HR BUSINESS FUNCTIONS: Human resources functions refer to â€Å"those tasks and duties performed in both Large and small organizations to provide for the coordinate human resources. The Society of Human Resources Management identified six main functions: 1- HR planning, recruitment, and selection 2- HR development training 3- Compensation and benefits 4- Safety and health 5- Employee and labor relations 6- HR research Activities of the HR planning, recruitment, and selection function are: Performing job analysis that is â€Å" the process of determining and reporting pertinent information relating to the nature of a specific job†. This can be done using a motion Study, a time study or a statistical sample to draw inference about the demands of TacticalApplicationsStrategicApplicationsOperationalApplications Planning, Recruitment and selection Manpower planning Labor force tracking Labor cost analysis and budgeting Turnover analysis Recruiting Workforce planning/scheduling Training and Development Succession planning Performance appraisal planning Training effectiveness Career matching Skill Performanc evaluations Questionnaires, interviews and observation are tools to analysis jobs. This analysis produces job description and job specifications. The following step is the Job designthat is â€Å" the process of structuring work and designating the specific Work activities of an individual or a group to achieve certain organizational Objectives† HR planning that is â€Å" the process of determining the human resource needs of an Organization and ensuring that the organization has the right number of qualified People in the right jobs at the right time†. First of all be familiar With the business strategy, define the impact of this strategy over the specific units Of the organization. Define the skills needed and the additional human resources Required and develop action plans to meet the needs. Methods for forecasting and planning the HR needs: Judgmental methods such as managerial estimates, and Delphi technique. Finally, Scenario analysis using work force environmental scanning data to develop alternative work force scenarios. Brainstorming between managers and HR managers to forecast the future, then the managers will go back to define changing points. Statistical and modeling techniques using historical data to predict the future. Time series analysis, personnel ratios, productivity ratios and regression analysis Benchmarking is to carefully examine internal practice and procedures and measure them against the ways other successful organizations operate. Forecast methods will be compared to other successful organizations. Determining the additional need using both skill inventory and management inventory to specify all available data about the current employees. Depending on a single method of forecasting is not always accurate; in fact a mixture of different types of these methods may be very helpful according to the activity of the organization and type of data. Developing and implementing an action plan to meet the requirements. Recruiting the HR needed to fulfill the organizations goals. Selecting and hiring HR to specific jobs needed. The following figure illustrates the whole process http://unpan1.un.org/intradoc/groups/public/documents/ARADO/UNPAN006257.pdf The areas of business planning, human resources planning, and strategic planning and performance measurement are outgrowths of the desire of managers, stakeholders and stockholders for direction and accountability. These strategic planning sites bring excellent resources to the strategic planning effort. Conclusion: Overall we have seen that the strategic human resource management plays very important role in every organisation which we have seen in case of HLB UK LTD as it increases effenciency of the organisation. A comprehensive Human Resource Strategy plays a vital role in the achievement of an organisations overall strategic objectives and visibly illustrates that the human resources function fully understands and supports the direction in which the organisation is moving. So it is very important for every company weather large or small to have the strategic human resource management as it is the one of the very important tool for business to run smoothly and flexibaly. References: http://ezinearticles.com/?What-is-Strategic-Human-Resource-Management?id=549585 http://www.accel-team.com/human_resources/hrm_08.html http://www.mba-tutorials.com/human-resource-management/487-shrm-strategic-human-resource-management.html http://www.cipd.co.uk/subjects/corpstrtgy/general/strathrm.htm Strategic Human Resource Management by (Randall S. Schuler and Susan E. Jackson) second edition 2007 Blackwell publishing ltd. Strategic Human Resource Management theory and practice second edition by,( graeme salaman, john storey and jon bills berry)Sage publisher http://www.strategichrinc.com/ http://finance.mapsofworld.com/strategic-management/human-resource.html A Strategic Human Resource Management System for the 21st Century. Naval Personnel Task Force, September 2000 http://gametlibrary.worldbank.org/FILES/844_HR%20planning%20principles.pdf http://www.prometa.com/1d3ef1e0.png http://unpan1.un.org/intradoc/groups/public/documents/ARADO/UNPAN006257.pdf

Teens Essay -- essays research papers fc

In order insure America’s future, a national problem needs to addressed. Is America’s youth being educated in regards to preventing teenage pregnancy? Did you know that approximately every two minutes, a teenage girl in the United States gives birth (Guernsey 6)? While this fact may be sad and startling to most people, it is indeed the truth. Over the past few decades, the problem of teen pregnancy has grown considerably in this country. However, the most extensive dilemma regarding the issue of adolescent pregnancy is the incredibly important question of prevention. Preventing teen pregnancy includes such solutions as the availability of birth control, sexual education among children and adolescents, and a greater sense of support for pregnant teens. However, before society can begin to successfully prevent pregnancies among teenage girls, the underlying causes and facts about the dilemma must first be exposed.   Ã‚  Ã‚  Ã‚  Ã‚  Eighty-five percent of the teenage girls who become pregnant every year do not plan their pregnancies; an alarming fifteen- percent of these pregnancies is, in fact, intentional (Ayer 107). Some girls are under the false pretenses that having a baby will provide them with a certain amount of love that is currently missing in their lives. Many also believe that with this new life they have helped create will come a renewed sense of hope (107). These incentives reflect emotional problems that will not be solved by becoming pregnant, but will only get worse. In addition, a considerable amount of girls become pregnant as a secret plan to hold on to their boyfriends (Guernsey 37). They assume that by giving birth to their boyfriends’ babies, he will stick around longer and the relationship will improve as a result. However, the reality is that if a relationship is not strong enough to survive on its own, the presence of a baby will simply make it much more diffi cult.   Ã‚  Ã‚  Ã‚  Ã‚  There are several myths surrounding teen and adolescent pregnancy. Many of these myths are misunderstandings that many teenagers have, regarding sexual activity and pregnancy. A common deception among teens is that it is impossible to impregnate someone, or become pregnant the first time they have sex. Not only is this extremely false, it just so happens that approximately one out of twenty girls becomes pregnant the first time s... ...as moral and emotional dilemmas.   Ã‚  Ã‚  Ã‚  Ã‚  By targeting males, many believe that the rate of teen pregnancy will drop considerably. Those involved with the prevention of teenage pregnancy are optimistic that the rate in pregnancy will decrease among teenagers. This is a battle being fought not only by teenage parents, but also by society as a whole. It is important that all children are educated thoroughly about teen pregnancy and then they can therefore make proper decisions regarding this issue. With the growing concern for teenage mothers and their babies, it appears that people have finally begun to take note of the problem and are doing what they can, in their own way, to further prevent pregnancies among teenagers. Reaching to America’s teen in regards to the prevention of pregnancies will is one means of in suring America’s future.   Ã‚  Ã‚  Ã‚  Ã‚   Works Cited Everything You Need To Know about Teen Fatherhood. Ayer, Eleanor H. New York: The Rosen Publishing Group, 1993. Bell, Alison. â€Å"Pregnant on Purpose.† Teen August 1997: 106-108. Guernsey, JoAnn Bren. The Facts about Teen Pregnancy. New York: Crestwood House, 1989. Harris, Yvette R.

Non-determinates Prices Of Sup :: essays research papers

Most people that are common shoppers have encountered a situation where the product that they were seeking to buy was not available. It is very easy to see that certain products do have an ample supply due to many reasons. Other than the price of that product, there are six major non-determinate factors of supply. These factors are: Number of Sellers, Technology, Resource Prices, Taxes and Subsides, Expectations of Producers, and Price of other goods the Firm could Produce. With these factors and the demand of the product, the supply of a product can be determined, and a price can be set.   Ã‚  Ã‚  Ã‚  Ã‚  The number of sellers can be one of the most determining factors of the supply of a product. The concept is very easy to understand. If there are more sellers, that is more stores and manufactures, there will be a larger amount of supply of a certain product. On the other hand, if there are a small number of sellers then there will be little supply of the product. When considering the price of a product, if there are more sellers then there will be more competition; therefore, the price will be at a low cost for the buyers. The sellers will not make a large profit. Moreover, when there is a small amount of sellers then the price can be higher for the buyers. This means the sellers will make a larger amount of profit. For example; there are more sellers for a Toyota Carmry, then there are for Dodge Vipers.   Ã‚  Ã‚  Ã‚  Ã‚  This world has experienced a huge technological advancement. Our knowledge in inventing new technologies has allowed us to become more efficient in the production of products. Also, we have been able to develop many new and better products for the buyers. Technology can do two things to the supply of a product. First, it can drive the price down due to more production of a certain product. With technology, production of a certain product has become cheaper and more efficient. The second thing that technology has done is decline the supply of certain product. With the production of new and better products, older products have become less used and not produced as much. A good example of how technology has effected this world is the invention and production of CD’s. In today’s world most Americans own a CD player and have gotten ride of the record player. Non-determinates Prices Of Sup :: essays research papers Most people that are common shoppers have encountered a situation where the product that they were seeking to buy was not available. It is very easy to see that certain products do have an ample supply due to many reasons. Other than the price of that product, there are six major non-determinate factors of supply. These factors are: Number of Sellers, Technology, Resource Prices, Taxes and Subsides, Expectations of Producers, and Price of other goods the Firm could Produce. With these factors and the demand of the product, the supply of a product can be determined, and a price can be set.   Ã‚  Ã‚  Ã‚  Ã‚  The number of sellers can be one of the most determining factors of the supply of a product. The concept is very easy to understand. If there are more sellers, that is more stores and manufactures, there will be a larger amount of supply of a certain product. On the other hand, if there are a small number of sellers then there will be little supply of the product. When considering the price of a product, if there are more sellers then there will be more competition; therefore, the price will be at a low cost for the buyers. The sellers will not make a large profit. Moreover, when there is a small amount of sellers then the price can be higher for the buyers. This means the sellers will make a larger amount of profit. For example; there are more sellers for a Toyota Carmry, then there are for Dodge Vipers.   Ã‚  Ã‚  Ã‚  Ã‚  This world has experienced a huge technological advancement. Our knowledge in inventing new technologies has allowed us to become more efficient in the production of products. Also, we have been able to develop many new and better products for the buyers. Technology can do two things to the supply of a product. First, it can drive the price down due to more production of a certain product. With technology, production of a certain product has become cheaper and more efficient. The second thing that technology has done is decline the supply of certain product. With the production of new and better products, older products have become less used and not produced as much. A good example of how technology has effected this world is the invention and production of CD’s. In today’s world most Americans own a CD player and have gotten ride of the record player.

Mob Involvement With Prohibition :: essays research papers

Mob Involvement with Prohibition In 1917 Congress passed the Eighteenth Amendment to the Constitution which prohibited the export, import, manufacture, sale, and transportation of alcoholic beverages in the United States. This new law is believed to have had the greatest effect on the twenties creating a feeling of rebellion and wild behavior. Many people thought this law violated there right to live by their own standards and have a good time. The Volstead Act passed by Congress set up penalties to all violators of the Eighteenth Amendment. Prohibition is one of the best things ever done by the United States Government. It single-handedly created new business opportunities and brought people together like never before. It had also created a booming new industry, and created a new way of life for many people. Unfortunately, none of these things were good things. The new business opportunities were all in the organized crime realm. With the banning of alcohol they saw an incredible bo om in business. No longer did they have to rely on robbery, brothels and cons. There was a whole new business out there and it was making millions. Prohibition also united the American people more than anything since the World War. Everyone, from the poor to the rich, united to break the law. Even the police, yeah sure they will serve and protect, unless they find a better deal. The police were letting alcohol be made and sold right under their noses. The rich buy the booze to spice up their parties and the poor spend their time and money in bootleggers houses getting drunk. Rarely do the rich and the poor agree on anything. But, prohibition contributed to an increased sense of community and neighborly love. Prohibition also brought big business to the small businessman. Alcohol making used to be done by all the large companies. With prohibition the big companies were put out and the small businesses had to meet the demand. This was what I was referring to earlier by creating a huge business opportunities for the hard-working little guy, rather than the large corporations. I suppose you could venture to say prohibition was like a modern time welfare. By saying this I mean rather than making the rich richer and the poor poorer, prohibition helped the poor lift themselves from poverty without the help of the rich. Also prohibition had many benefits beyond the obvious.

Just Kids by Patti Smith

Patti Smith calls the book, Just Kids, a memoir rather than an autobiography. Her book is almost poetic in nature and written in a beautiful and engaging way. From the first pages, the reader is drawn to her words and imagery. In describing one of her first memories, that of a swan on a pond, she says, â€Å"the river emptied into a wide lagoon and I saw upon its surface a singular miracle. A long curving neck rose from a dress of white plumage.†There are, of course many facts about her life as a young, starving artist but generally speaking she is giving the reader many impressions about her life rather than a chronology of the events in her life. The author, Dave Thompson, has written a more factual biography of Patti Smith in the book, Dancing Barefoot: The Patti Smith Story. In analyzing an excerpt from this biography, the reader is left with a somewhat different picture of Patti Smith. In it he describes fairly vividly and in almost a clinical way a less romanticized fami ly life.Here the reader finds out that her father was almost non-existent when she was growing up because he was out working to support his family. Her mother, one learns, is a serious Jehovah Witness. This is a very important point because it gives an important insight into how religion may have shaped her poetry and art in the future. It is interesting that in Just Kids, Patti Smith is very clear in mentioning how her partner, Robert Mapplethorpe is very influenced and almost traumatized by his devout Roman Catholic family.This religious aspect of her own life is not as clearly defined in her memoir. Dave Thompson also mentions how many of the facts about Patti Smith’s early jobs are distorted in her memoir and lets the reader conclude that perhaps the facts are not quite the facts in her own book. Dan Lieberfeld, on the other hand, in his essay, â€Å"Artistic Apprenticeship and Collaboration- Looking Back with Patti Smith,† emphasizes the profound impact that Rober t Mapplethorpe had on Patti Smith.In it, he describes how deep their connection was. In those early years in New York City, they were crucial to each other’s survival. They literally kept each other from starving by saving every penny they had from their poorly-paying jobs. His essay describes them as â€Å"apprentices† to each other as they each sought to become artists. As they supported each other, they also helped each other achieve their dreams of becoming true artists.The essay reflects many of the points and themes that Patti Smith describes in her memoir with great feeling and seems true to her descriptions of events that happened in her life. Patti Smith’s memoir gives an impression of her life with Robert Mapplethorpe and how they both emerged as artists and gives a great picture of the bohemian life they led in the 1970’s. Dan Lieberman’s essay confirms the fundamental principles underlying Patti Smith’s memoir – that Patti Smith and Robert Mapplethorpe were great friends who influenced each other.Dave Thompson’s book puts into question some of the details of Ms. Smith’s life. Does that make her contributions to the world of art and music any less important? Does it make the vivid descriptions of the chaotic art world any less real? The answer is a clear â€Å"no. † The reader may not agree with her lifestyle and even her art. The beauty of her words is real and really describes who she is. Whether she has embellished the facts or omitted some of them, it doesn’t really seem to matter.

Does fair play have an important role in competitive sport Essay

From the time of gods and goddesses, they have been competing in friendly sports and throughout time, it evolved into sports and even Olympics. From the time that sports were invented, the concept of fair play or sportsmanship was not yet apparent. But when sports were finally considered of great importance, the concept of fair play became universally understood. Basically, fair play is sportsmanship. For some, both players and audiences alike, consider it as the â€Å"golden rule† in sports. In fair play, you treat your team mates and opponents as someone you would like to be treated as. You show respect for yourself, your team mates, and your rivals. You should also demonstrate respect for both coaches of the opposing teams and other important figures in the field like the umpires, judges and other officials. (Sanders, 2005) But in modern times, it does not only apply to the players; consequently, it now also applied to the people watching the game. It now developed into an attitude that may influence the players, audiences and the game. (Sanders, 2005) In every sport, there is always a loser and a winner. But, the greatness of the game relies on how the players played the sport. And consequently, their sportsmanship should also be apparent in their game. It is undeniable that winning feels great but being a sport has a great role in a winner’s game. It can make or break a game. Today, when sports become an alley for talented players to become superstars, the spirit of sports become plagued. In retrospect, we have to keep in mind that being a sport has its advantages—and winning the game is one of it. While playing, playing fair not only helps to win a game but it also builds character. With the help of the coach, the athletes can reach their highest potential and so, they become better players and human beings. (Fakehany) Since sportsmanship is an attitude, it also teaches valuable lessons and builds character to a person. It has become a way of life both in and out of the field. And these very same attitudes help a person to be ready not just in the court but also outside (i. e. corporate life). How we play a game makes us introspective in a sense that it assists us to re-evaluate ourselves and reflect on our behaviors. www. yogiberramuseum. org, 2005) Sportsmanship is also vital so as not have massive brawls and misunderstanding in a competition. Fair play creates a friendly atmosphere wherein athletes can really enjoy the game from the beginning until the end. Unconsciously, it creates the mood of the entire game and it lessens the tendency of the players to have arguments. It makes both the opposing teams feel as if that they are not competing at all but more of a friendly competition. Peak) Research analysts have also done studies wherein it supports that indeed, fair play is a factor to win or how the team approaches the game. Apologists of sports say reiterate that fair play is a great way to avoid addiction and violence. For them, it is a mere socialization of the players with one another. And thus, it implies that because of fair play, players have more blissful and energetic strategy as compared with players who does not have a sense of sportsmanship. (GA. , 2005) Earlier, we have said that winning is a big part of a game. But definitely, there are always two sides in a story. Generally, competitors view winning as unimportant but the more aggressive view is that, it is the only thing. And, the main reason why we compete in a sport is to ultimately win the game. We usually strive to win. This very same reason makes us ponder why fair play plays an important role in a competitive sport. Firstly, when we want to compete, we assume that our competitor will also give his/her one hundred percent and they will also strive to win. And to eventually win the game, both of you will give your best. When we give your best, alongside with it comes all your athletic ability and might hoping that in the end, you will be successful. This is the mere essence of competition and sports—to win—but more importantly, to play the game fair. (Feigley, 2007) This philosophy is vice versa—for the player to win, he must give his best so that his best will let him win. Additionally, when both players give their best efforts, there will always be another chance where the two of you will meet again. This will be an advantage on both parts because through this, you now both know the strengths and weaknesses of each other. And because of this, both of the players can now plan their strategies so that they can beat the opponent next time they meet. And in so doing, they can also improve their skills and sports. In conjunction with such, the player must play fair so that both can give their best efforts that will eventually give them a sense of satisfaction. Also, as mentioned above, playing fair is also a form of socialization. When we enter into a competition, we should also bear in mind that after every after game, there will always be another chance wherein the two of you will meet again. It will also be an advantage to know your opponent not just on the court but more so, personally. You cannot just discuss your strategies but also, you can also create camaraderie, connections and friendships. This is an advantage for both players because you not only gave the audience what they are craving for; but also, it also shows that you can be defeated gracefully, which is commendable in the audiences point of view. Being a sport also gives the player a sense of â€Å"self-improvement†. Further elaborated, when the player becomes the loser, this gives him a lesson that he should constantly improve his sport or craft so that next time, he will win. Now, in view point of the winner, this does not mean that he should always be confident in his abilities. He should also be constantly honing his talent because there will always be someone out there that is better than him that might outshine him one day. Fair play serves as a constant reminder for both the player to always sharpen their respective craft to improve themselves and consequently, achieve their primary goal—which is, to win. Now, like mentioned from above, fair play does not only apply to the player. It should also apply to the other people that are prominent in a game like the coaches and other officials. There is no denying that coaches are a huge factor to develop a character and sense of sportsmanship of a player. They serve as the primary teacher which teaches us to be not just great players but also, as the ones that we take our basic course in sports. Now, since they are considered as the first teachers, it is inevitable that they should also serve as role models for players. Players should not be treated as the only stars in the game. The coaches and officials should also be a sport. This does not only break the rule of being a â€Å"teacher’ but also, it conforms to the notion of fair play. Coaches should also be able to accept winning and defeat gracefully. This does not only generate respect from the audience but more importantly, they also earn the respect of their fellow coaches and officials. And when they have already earned that respect, they should also learn to repay it to their players. With every lesson or new technique or strategy that they teach their players, it should also be accompanied with the constant lesson that the players should also learn how to be humble, or, in other words, be a sport. The whole concept of fair play will not be complete without being empathetic with the audiences. We have seen in televisions how the audiences react whenever their favorite soccer team makes a goal. The audiences should also have a proper etiquette whenever they watch their favorite team play. More often than not, audiences get too excited for their teams and eventually, it causes chaos in more ways than one. The audience should also have a concept of fair play so that there will be no casualties (both physical and egoistical) in the end. Just like their idols, they should also learn to accept defeat gracefully and understandingly. The concept of fair play or sportsmanship has been a â€Å"golden rule† in the world of sports ever since time in memoriam. Basically, it only states that players should show respect and should be fair in following the rules of the game. Not only should it apply for the players but also, for the coaches, officials and the audiences as well. Practicing fair play plays a great role in winning a game because it becomes a part of the whole game itself. Being fair implies a big responsibility not just for the players but also for the coaches, officials and the audiences as well. In playing fair, the player can re-evaluate his abilities and the strategies that he is employing if ever he losses a game. But this does not mean that the winner should now be always confident; he should rather practice more so as to hone his skills and so that, he can maintain his winning streak. Also, being fair builds camaraderie amongst players. For some, it is a form of socialization. Not only does it create friendships but also, it can also be a foundation of connections and a little bit of fame. Still, in a player’s point of point of view, it builds character. Generally, in sports, the coaches are considered as the first teachers of the athletes. They are the ones that should be responsible for how players behave and carry out the game. More importantly, they are the ones that sportsmanship should be highly visible because after all, they are the ones that created great, responsible and humble players. They should also know how to accept defeat gracefully because after all, in every game, there is always a winner and a loser. This should also be true for the officials because it is in their hands that the whole flow of the game lies. Also, they are considered as the â€Å"big boss† in a game and consequently, they can serve as a door for opportunities and a great entertainment for the audience. Lastly, to make this whole philosophy be holistic, it should also apply with the audiences. Around the world, there have been hundred reports that a simple game between two rival soccer teams causes many casualties and even suspensions for both teams. Audiences should know how to act properly in a game and should not be over excited regarding their respective teams. They should practice the concept of sportsmanship so that everything will be fair. In conclusion, the concept of sportsmanship has long been around and it is practiced since time in memoriam. It is an unwritten wherein it can save or break a game (or in some cases, even players and managers). Since it is a rule, it should be respected; but there are also situations where it has been violated and the violators have paid their price. To break it down, it is just a simple rule but pertains a heavy load of responsibility and consequences. And these consequences are downright heavy so it is will be much better for the players to just practice this philosophy so as not to get their selves into a big trouble and maybe one day, save their lives.