The Difficulties in Exploiting Sea Floor Massive Sulfide Deposits

The discovery of underground mineral deposits is always seen as an opportunity for economic emancipation. However, the difficulties involved in exploring the minerals have been the greatest obstacles to the full exploration of sea floor mineral deposits such as sulphide.Advertising We will write a custom essay sample on The Difficulties in Exploiting Sea Floor Massive Sulfide Deposits specifically for you for only $16.05 $11/page Learn More The first challenge is in locating an active ridge spreading area. The location of an active hydrothermal activity is a very taunting task requiring the use of high resolution multi-beam sonar and a comprehensive mapping of the seafloor requiring the use of magnetic field sensors. The possibility of encountering corrosive acidic fluids from vents is another great challenge experienced by seafloor miners. The situation becomes worse when the mining team does not have chemical and temperature sensors. The process of loc ating hydrothermal vents with sulfide deposits requires extensive underwater surveys with concrete photographic data. Although many sulfide deposits have been discovered in international waters, the mineral has not been fully exploited because of the high cost involved in mining seafloor mineral deposits. The process of locating, characterization and final extraction is still very costly compared to land-based mining. There are very few mining companies all over the world with the high resolution equipment for mining underground mineral deposits such as sulfide. There are a lot of risks involved in exploring deep sea sulfide deposits that are beyond the Exclusive Economic Zones. The financial risk is relatively high considering the fact that the economic prospects of deep sea mining in those zones are unpredictable. The regulatory environment is the other issue of concern in deep sea mining of sulfide. There are no special regulations to govern deep sea mining in both international and territorial waters. For comprehensive exploration of deep sea sulfide deposits, in is necessary for regulations governing research, and all exploration activities to be put in place. Currently there are no regulatory codes for deep sea mining. The International Seabed Authority has voluntary codes that are yet to be fully enforced. Countries with deep sea mineral deposits have to come up with the necessary regulations to facilitate the exploration of deep sea minerals like sulfide. Environmentalists have always been against deep sea mining by claiming that deep sea mining is a serious threat to the marine environment.Advertising Looking for essay on geology? Let's see if we can help you! Get your first paper with 15% OFF Learn More The International Seabed Authority has been at the forefront in regulating deep sea mining to protect the marine environment from the adverse effects of deep sea mining. A comprehensive environmental impact assessment is needed before an y deep sea mining activities begin. The potential impact of sulfide exploration to marine life and the possible models of transporting dissolved minerals need to be determined before the exploration of sulfide deposits. The cost and benefits of seabed mining have not been seriously explored in recent times due to the economic hardships experienced in recent times. Many mining companies have come up with new technologies to fully explore deep sea mining but this has been possible due to the many hardships involved in getting operation permits. This essay on The Difficulties in Exploiting Sea Floor Massive Sulfide Deposits was written and submitted by user Kristopher Boone to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Palestine and Statehood

Palestine and Statehood Introduction The incessant conflicts between Israeli and Palestine have been the major cause of tensions found in the Middle East as well as those between the Islamic world and the west. It is imperative to note that these conflicts have significant implications on Palestinians who have continued to occupy the British Mandatory Palestine territory since 1948.Advertising We will write a custom research paper sample on Palestine and Statehood specifically for you for only $16.05 $11/page Learn More Goodman (2011) points out that based on the Law of Return of 1950, the Jews wishing to pay visit to Israel have enjoyed the right of migration while Palestinians who are considered to be refugees, have been forced to forego their right and hope of migration and final settlement. As this paper analyses, significant legal violations by systems influenced by the American and British precedents including crimes of passion as well as hate crimes have considerably impacte d on Palestinians and overtly led to the manifestations of their statelessness today. As this paper examines from the article entitled Do the Palestinians really want a state? by Kaplan (2009), it is evident that Palestinians may not necessarily be in dire need of a state since they are seemingly stronger without it. The article â€Å"Do the Palestinians really want a state?† The article â€Å"Do the Palestinians really want a state?† by Robert Kaplan (2009) explores the issues surrounding the statelessness of Palestine and seeks to uncover reasons why for many years, it has failed to become a state. Kaplan points out that the conflicts between Palestine and Israel have raised massive concerns from political analysts who have been keen on finding out why a mutual agreement for peace has always been elusive since it has never been reached. On the same note, Goodman (2011) argues that the injustices on Palestine due to foreign policies have been contributing factors to i ts statelessness today. Indeed, it is imperative to highlight that radicalism and violence in the Middle East, with particular interest in Palestine, can be attributed to the US policies some of which have weakened its position in the Middle East today.Advertising Looking for research paper on international relations? Let's see if we can help you! Get your first paper with 15% OFF Learn More Kaplan (2009) concurs with Goodman’s arguments and points out that over the years; a lot of efforts by organizations of goodwill such as the United Nations (UN) have been thwarted by powerful nations whose influence and policies have shaped the events taking place in Palestine today. While Israeli intransigence and obduracy as observed in its illegal settlements in territories that are occupied by Palestine are blamed for the statelessness of Palestine, it is vital to note that the United States of America (US) has played more profound political, social and economi cal roles in shaping the events in this Middle East nation. Origin of Palestinian statelessness, political, social and economic factors Many analysts have blamed the United Nation, an agency chosen by Britain, the Soviet Union and the US, for playing a major role in putting Palestine to the situation it is today. In agreement, Goodman (2011) points out that in 1947, the UN gave the still expanding, borderless and nascent state of Israel international legitimacy, and postulated an abstract state for Palestinians in addition to denying them a place for settlement. As true as this may be, it is important to understand that the power possessed by UN is derivative, and as such whatever actions it takes is controlled by those powers which created it, and that can suspend, impose, withdraw, grant and limit its freedom of operation. It is on this front that it is unfair to blame the state of Palestine on the same powers that triumphed in the Second World War, and continues assuring the worl d of peace through the United Nations. Of paramount authority among them is the United States. Indeed, the western world has been frequently criticized over its involvement especially in the political crisis facing Palestine. That notwithstanding, it may still be prudent to succinctly explore both sides of the debate regarding Palestine long standing political crisis. Johannsen (2011) posits that on most political issues, and most of the time, the UN has been influenced by the US via coercion or otherwise to reject, assume or take a position, as well as to pressure a country within the UN agency, Security Council or the General Assembly to vote in a particular way.Advertising We will write a custom research paper sample on Palestine and Statehood specifically for you for only $16.05 $11/page Learn More Such influences have been witnessed by the US using new arms deal to bribe Columbia, giving China diplomatic rehabilitation after the Tiananmen Square horror s, and withdrawing of its foreign aid to the impoverished Yemen as punishment for the rejection of US demands. Washington too engages the UN forcefully or otherwise to implement initiatives orchestrated by the US which works most of the time, thus giving the US its way. The UN has endeavored to have Palestine gain its freedom and settlement, efforts that have been downplayed by the US, and which Johannsen points out to be the strongest reasons why Palestine should remain the way it is. In relation to the above reality, it is important to note that over the years, unenforced resolutions, some of which the Security Council has demonstrated an outright refusal to veto have seen the UN kept out of the negotiating table on matters related to the Middle East diplomacy. Today, US’s economic, ideological and political support for Israel is growing rapidly posing a difficulty in ending the continuous military occupation of Palestine by Israel. Johannsen (2011) argues that this has led to tremendous human right violations and denial of national rights to Palestinians. Efforts to change the situation have been made impossible due to political reasons and foreign policies. Abushammala (2011) argues that the presence of the US has further complicated the efforts of forging full consensus on issues related to Palestine as nations that would want to go against its initiatives are likely attract serious sanctions and universal opprobrium. Efforts by the Palestinians to form a state have been made futile by foreign policies making it develop capabilities of achieving its objectives without having to be a state. Why Palestine is stronger without actually being a state There has been many calls by political analysts for Palestine to come of its stateless and develop itself into a strong and sovereign state governed by its own laws. Proponents of the calls argue that the time for Palestine to be a state is long overdue, and that it is about time it was able to represent it s people. As strong as the analysts may sound, they fail to note that forming a state would mean getting into an agreement with Israel. This would also relieve the Palestinians of several years of political strife that they have gone through. Arguably, this may not be possible as it requires political forgiveness whereby Palestine will have to forgive Israel for the many deaths, dispossessions and dismemberment of Palestinians during Israeli military actions.Advertising Looking for research paper on international relations? Let's see if we can help you! Get your first paper with 15% OFF Learn More Kaplan (2009) points out that Palestine can remain stateless and still exist and grow strong by arguing that many groups today have achieved virtual unity, developed aspirations, set objectives and achieved them without having to work under an umbrella or a state. Of significant example is Palestine which has been able to grow and develop its population of over 10 million people and its economy despite myriad of problems surrounding it. It has been able to achieve this since it faces no potential threat to political pressures or areas to be targeted or damaged that states have. Besides, it has been able to strongly retaliate when attacked by Israel and escaped blame from the international community. As a matter of fact, statelessness gives it an advantage of defending its people without having to face sanctions and laws from the international community against it (Marrouchi, 2011). Conclusion To recap it all, it is largely agreeable that due to poor relationship between Israel and P alestine, the latter has for a long time now remained stateless. The arguments presented in this essay have strongly indicated that foreign policies and the United States’ support for Israel poses a problem to the realization of statehood in Palestine. As such, Palestinians should stay stateless and devise better strategies of survival. The paper has concluded by reiterating that Palestine stands a better chance of developing without actually being a state bearing in mind that this position is apparently powerful and puts Palestine in a vantage socio-political and economic position against its foes. Reference list Abushammala, S. (2011). Testing the Weak Form Efficiency of Palestine Exchange. International Journal of Economics and Finance, 3(6), 244-253. Goodman, G. (2011). Palestines best: The Jewish agencys press relations, 1946- 1947. Israel Studies, 16(3), 1-91. Johannsen, M. (2011). A balance of fear: asymmetric threats and tit-for-tat strategies in Gaza. Journal of Pale stine Studies, 41(1), 45-56. Kaplan, R. (2009). Do the Palestinians really want a state? Web. Marrouchi, M. (2011). Cry no more for me, Palestine-Mahmoud Darwish. College Literature, 38(4), 1-4.

Jewish Research Paper Example | Topics and Well Written Essays - 4750 words

Jewish - Research Paper Example This started with the people who occupied the area that was between the Nile, the Euphrates and the Tigris rivers. The land of Cannan, which was later called as Isreal was surrounded by ancient seats of cultural manifestations within Egypt and Babylonia as well as the deserts of Arabia. It was also encircles by the highlands that came from the Asia Minor. This indeed was an area that saw a number of civilizations coming to the fore of each other. This area was negotiated by the age-old trade links and thus comprised of the significant harbors on the Gulf of Akaba as well as on the Mediterranean coast where it exposed towards the influential patterns of a number of other cultures, most of which hailed from the Fertile Crescent. This paper takes a keen look at the Jewish historical basis and studies in-depth the different representations of culture, arts and politics within the world of Judaism. Conventionally it has been seen that the Jews all over the world have claimed that their descent has been mostly lying within the ancient Israelites, the ones who settled within the initial land of Israel. It is for this manner that the Israelites have long and hard traced their shared lineage with Abraham who was the biblical patriarch through Isaac and Jacob, both of whom were Hebrews and essentially the descendants of Eber. On the same token, the Jewish beliefs hold fast on to the claim that the Israelites were indeed the descendants of Jacob's 12 sons, one of whom was Judah who initially settled within Egypt. It was within Egypt that their descendants were put to slavery by the Egyptian pharaoh, who was often known by the name of Ramses II. When one studies the ancient conventional basis of the Jews, there is evidence in the fact that the Jewish Israelites left their country, Egypt being their own to Canaan which was essentially led by their prophet Moses. What this event did wa s to mark the very basis of formation of the Israelites as a nation, which was later divided into twelve different tribes, all of whom are kept after Jacob's sons. Jewish tradition as well as the Bible, the time from Genesis towards the Malachi has told that the Israelites moved about in a freely roaming fashion within the deserts for more than four decades after which they were able to conquer Canaan under the aegis of Joshua, thus dividing the very land amongst the twelve varied tribes. There was a period of time within the Jewish history when the twelve different tribes were led by a series of judges who were essentially the rulers themselves. After this period had passed, an Israelite monarchy was instituted upon within the land under the aegis of Saul as he continued to work under King David and Solomon, the latter being his son. Since King David was the ruler of the time, he made his mark by conquering Jerusalem, where his mode of attack included capturing a Canaanite and late r on a Jebusite town, where he made the same as the capital. King David's son was proactive in his approach as he constructed the First Temple within Jerusalem. Later on, Solomon's period in office was further divided into a couple of kingdoms - Israel which consisted of ten different tribes within the north, and Judah that entailed of those tribes within Judah and Benjamin, both of which lied in the south. Assyrian ruler Shalmaneser V captured Israel in the 8th century BCE. Unfortunately there is no evidence in the f

Alternative Solutions to Change of Google Corporation Essay

Alternative Solutions to Change of Google Corporation - Essay Example In 2004 a company that was already millions of dollars in revenue decided to go public to spur the company long-term growth potential. The Google IPO on April 30, 2004, raised $2.7 billion dollars (Monica, 2004). Today Google is the market leader in search engine industry with a 50% market share and also controls 70% of all internet based advertising revenue. During the 3rd quarter of 2008 Google generated $5.54 billion dollars in revenues (Google, 2008). Â  Google handle half the traffic over the internet today. Its information system has access to nearly 25 billion web pages. The information technology (IT) infrastructure the company utilizes is composed of 450,000 inexpensive servers spread around 25 nations worldwide. The system is very cost effective because not only is the company achieving cost savings in hardware, the software utilized to program the servers is a customized version of the freeware Linux operating system. Google’s superior MIS design provides the company a 3 to 1 cost advantage in comparison with its competitor in order to achieve a comparable computing power. There are three key software applications that optimize the efficiency of the system. The MapReduce software system provides a programming model that simplifies processing. The WorkQueue system allows grouping of queries and schedules to perform distributed processing, while the Google File System serves the function of safe proofing the data by k eeping copies of the data in several places to prevent loss of information in case part of the system crashes. Â  Google has excelled in the online advertisement industry. Google has a technology that creates a correlation between the contents of a page and the potential advertisers. The technology creates online ad campaigns that are more relevant than the competitors can provide.

Racial Profiling Essay Example | Topics and Well Written Essays - 750 words - 1

Racial Profiling - Essay Example It is a racial stereotyping that members of a certain race tend to engage in a particular crime than members of the other groups. In the event of an investigation of a terror suspect in the U.S, most of the people singled out to be suspects are always Arabs and Muslims. The process will always rely on the nationality, the religion as well as the manner of dressing; this is what Michael refers to as racial profiling. In this article, the writer points out that is important to consider ones right even if a crucial investigation is being conducted. Like it or not, the universal fundamental rights of an individual has to earn consideration and also the fact that one is always innocent until proven guilty. Much of this’ discrimination is outlawed’ in the U.S. The criteria used to identify and analyze a terror suspect have regards to being racial discrimination. It is in the conclusion that ones religion, nationality, and ethnicity are judged on the criterion of identifying a terror suspect. In the way, selection of Arabs and Muslims as terror suspects will always connect the boundary that separate suspect description and relying on profiling. A good example is when a member of the public tips an officer that a suspect of certain religion or ethnicity has engaged in criminal activity. The police start by questioning member of the same religion to rule out the fact that they have formed a gang in the neighborhood, this is racial profiling. He says that when one decides on whom to suspect or point out as a terrorist on ones thought is a mere is a generalized observation (Banks &Richard 1213-1214). Widespread observation sometimes brings you to a wrong conclusion. Another pe rfect example is when an intelligence report comes that an individual building will be bombed. The report gives a specific date at a particular time; this limited description will make the police subject all Arab

Factors leading to building of good working environment

Factors leading to building of good working environment As HR professionals, we know that the real strength of an organization is its people. It is the only asset which cannot be easily copied but management tend to forget that people are not robots. The management is only concern about bring down the cost rather than focusing on improving the work environment in which their employees work in. Lately especially in Mauritius with the new regulations, employees are more willing to invest in their infrastructure so as to create a safe place to work. However, just investing in infrastructure and increasing pay is not the magic elixir towards the promoting of a good working environment. There are other factors which are important and they are discussed below. Culture The culture of an organization is the typical way of doing things in the organization. It particularly relates to behavioural patterns and relationships. The culture of an organization develops over time. It is created by the people that work for the organization, that is, its workforce and managers. What the organization stands for (its values) and the dreams that it seeks to turn into reality (its vision) are fundamental in creating a dynamic culture. A high performance culture exists when everyone in the organization shares the same vision and where they trust and value each others contribution. This shared belief and behaviors will ensure that the working environment at the firm is stable and consistent. Schein gives a more precise analysis of organizational Culture based on organizational psychology Organizational Culture is: A pattern of basic assumptions Invented, discovered, or developed by a given group As it learns to cope with its problems of external adaptation an integral integration That has worked well enough to be considered valid and therefore, Is to be taught to new members as the correct way to perceive, think and feel in relation to these problem According to Schein, there are four dimensions of culture should be present in a firm namely, company practices, company communication, physical Cultural forms and common language. According to Armstrong .M(1996), Culture management is concerned with: Culture change: the development of attitudes, benefits and values which will be congruent with the organizations mission, mission, strategies, environment and technologies. Culture reinforcement: which aims to preserve and reinforce what is good or functional about the present culture Change management: This is concerned with enabling the culture to adapt successfully to change and gaining acceptance to changes in organization, systems procedures ad methods of work. Commitment gain: commitment of members of the organization to the mission, strategies and values The aims of culture Management are to: Develop an ideology which guides management on the formulation and implementation of coherent HRM strategies and policies Create and maintain a positive climate within the organization which indicates the behavior which is expected of members of that organization in the course of their work The management of the organizations culture is a central activity for senior management with the advice and help of personnel and HR specialists in their increasingly important role as internal consultants. Culture provides a sense of direction and is an unwritten form of norms which guides the employees in their everydays work at the workplace. It is this shared belief which guides and binds each individual at the workplace so that they form part of a family. Moreover, it is this shared belief which helps to form and maintain a good working environment. Each individual is unique in his or her way. It is the employers role to provide and sustain a culture which will be beneficial for each of the firms strategic partners. An employee spends most of his time at the workplace consequently the latter should feel at ease. He should feel that he is valued and not neglected by the company. Leadership Alan keith of Genentech states that, Leadership is ultimately about creating a way for people to contribute to making something extraordinary happen. According to ken SKC Ogbonnia, effective Leadership is the ability to successfully integrate and maximize available resources within the internal and external environment for the attainment of organizational or societal goals. Good management brings about order and consistency by drawing formal plans, designing organizational structures and monitoring results against the plans. In other words, the role of management is in the area of planning, implementation and control. In contrast, leadership involves developing a vision and inspiring people to achieve that vision. This leads to Shackletons definition (1995) Leadership is the process in which an individual influences other group members towards the attainment of group or organizational goals. The modern Leaders should be more of an employee oriented rather than production oriented. The statement You manage things, you lead people from Grace Murray Hopper demonstrates the importance of the behavioural dimensions of leadership . It involves the concern that the leader has for the feelings, needs, personal interest, problems and well being of followers. This is such as employees are the human capital which contributes to the success and development of a company to a great extent. Thus, these days, companies do not see them only as factors of production from the classical perspective, but have started to value them as stakeholders and strategic partners with who long term goals are achieved together. A positive working environment is critical no matter how many employees the firm have. It is management that fosters the work atmosphere so they are responsible for conducting things in a way that helps raise peoples spirits. The statement from David J. Schawartz which states big thinkers are specialist in creating positive, forward looking, optimistic pictures in their own minds and in the minds of others is significant because people generally need some sort of challenge to motivate themselves. Effective leadership means offering people the chance to grow. The management should recognize their contribution through positive feedback and advancement to more challenging positions. Norman Allan statement Skill in the art of communication is crucial to a leaders success. He can accomplish nothing unless he can communicate effectively is indeed true since an organization will experience a good working environment only if the management and the employees are engaged in a collaborative and participation relationship. This reminds us of the statement from Mary D. Poole Leadership should be more participative than directiveà ¢Ã¢â€š ¬Ã‚ ¦.If the employees do not trust the management then this will create conflicting relationship between both parties and this is a major barrier towards the promotion of a good working environment. Thus communication is indeed a powerful tool which can align both partners towards the same goal. The leaders should do their best to create an atmosphere that is conducive to trust and provide the necessary infrastructure for the personal growth of its workforce. The leaders should do their best to create an environment where the workforce will feel at ease and can thus be more productive. The management should not forget that by creating a good working environment it will be a win situation for both the workers and the employers as this will enable the firm to be more competitive and productive. 2.3 Organisational justice Distributive justice This type of justice refers to outcomes being distributed proportional to inputs like the so-called equity principle (Adams, 1965). Outcomes in a work context might take the form of wages, social approval, job security, promotion and career opportunities, while inputs would include education, training, experience and effort. As it can be difficult to determine what constitutes an appropriate level of reward for a particular degree of input, people tend to make this judgement in relative terms, looking for a contribution-outcome ratio that is similar to that of their peers. For instance, if two employees have the same qualifications and experience but only one of them gets a promotion, the one who did not get promoted might feel that he was the victim of an unfair decision from the management. Consequently, such injustice might create a havoc in the firms working environment. Procedural justice Procedural justice is concerned with the fairness of the decision process leading to a particular outcome. It can outweigh distributive justice, in the sense that individuals might be willing to accept an unwanted outcome if they believe the decision process leading up to it was conducted according to organizational justice principles. For example, Greenberg (1994) found that smokers more strongly accepted a smoking ban at their workplace when they felt they had been given thorough information about the change of policy, in a socially sensitive manner. The same principles might apply to the hypothetical promotion scenario given above. An unpromoted worker may be placated if he is convinced that the system used to decide promotions is transparent and free from bias. Thus, if the employees trust the procedures adopted by their managers, they will readily accept them and the good working environment will be sustained at the workplace Interactional justice A third type of justice has been proposed by Bies and Moang(1986), which they call Interactional justice: the communication of fairness. This perceptive argues that people are sensitive to the quality of interpersonal treatment they receive during the enactments of organisational procedures. Researchers treated this as a third type of justice but recently researchers now treat it as one component of procedural justice. Colquitt (2001) divides interactional justice into two components: interpersonal which compasses respect and propriety and informational, which encompasses truthfulness and justification. Positive effects of organisational justice Well-designed systems that promote distributive, procedural and interactional justice profit both the individual, who will be satisfied that they have been fairly treated, and the organisation, which will maintain control over potential challenges and threats from its staff while reaping the benefits of being an employer of choice. Numerous gains can be observed. For example, Sheppard et al . (1992) state that equitable pay improves individual performance, equal treatment raises group spirit, voice creates commitment to a decision, and access creates a loyal ally (p. 102). Justice promotes positive attitudes of job satisfaction, commitment and trust, in turn breeding healthy and constructive professional and interpersonal behaviour. In particular, perceptions of procedural justice have been associated with the termed organisational citizenship behaviour (OCB) that is, informal, prosocial acts that go beyond the immediate remit of the job description and encompass such outputs as cour tesy, conscientiousness, altruism and sportsmanship (Organ, 1988; Skarlicki and Latham, 1996). If employees feel that there exist organizational justice at their workplace, they will feel more secure and the wok environment will be more friendly between the management and the employees and this will drive the company towards achievement of its goals and objective. Psychological contract (PC) The long term economic health of most organization depends on the efforts of employee with the appropriate knowledge, skills and abilities. One concept that has been useful in discussing employees relationship with the organization is that of a psychological contract. Which refers to the unwritten expectation that employees and employers have about the nature of their work relationship because of the PC is individual and subjective in nature, it focuses on expectations about fairness that may be defined clearly by employees. The transformation in the PC mirrors on evolution in which organization have moved from employing individual who perform tasks. To employing individuals expected to produce results. Rather than just paying them to follow orders and put in time, increasingly employers are expecting employees to use their skills and capabilities to accomplish organizational results. Studies suggest that employees do believe in these unwritten agreement or PC and hope their employers will keep their side of the agreement. When employers do not, employees feel a minimal need to contribute to organizational productivity because they no longer trust employers. Thus, employers loyalty is necessary and it can be successfully based on a new PC with the following expectation: Employers provide employee provide Competitive compensation Contribute to performance improvement Benefits tailored to the workforce Reasonable tenure with the organization Flexibility to balance work Extra effort when needed and home life balance 2.4 Personality, Health, Work Environment, and Performance According to Schneider (1987), the people make the place, and people are attracted differentially to, differentially selected, and differentially leave organizations. Costa, McCrae, and Holland (1984) emphasized on the fact that people begin this procedure by choosing into vocations that match their behaviors. Similarity between an interviewee values and the values of interviewers and employees in organizations has been shown to result in enhanced work attitudes and improved performance after organizational entry (Judge and Cable, 1997; Chatman, 1991). Research by Cable and Judge (1994) and Judge and Cable (1997) highlighted that interviewee pro-actively prefer such organizational environments based on individual preferences, as they think that job candidates look for organizations with recognize their efforts and reward them and cultures that fit their behaviors. Of even greater significance is the prospect that the link between personality characteristics and good work environments may have an influence on performance (Hurtz and Donovan, 2000). . Training and development programs Employee training programs are an integral part of the HR vision and long term strategic objectives of an organization. Through timely and planned training programs, employees are able to develop their knowledge, skills and capabilities so as to perform assigned jobs consistently and successfully. Ultimately, carefully devised and implemented employee training programs should impact organizational competiveness, long term performance and overall productivity. (By Pallab Dutta, ehow contributor). Nowadays, when we talk of training, employees want to form part of the planning process à ¢Ã¢â€š ¬Ã‚ ¦.preparation and agreement with the individual of a development plan including formal training and various development activitiesà ¢Ã¢â€š ¬Ã‚ ¦'(Baron and Armstrong,2005,p.25). This collaboration ensures that efficient training occurs and everyone is capable of learning more and doing better in their job ( Baron and Armstrong,2005,p.25). All employees want to work for an organization that will satisfy their need for development as all employees want to develop and acquire new skills so that they are not only efficient but also more employable. Herzberg (1973) stresses opportunities for learning as a motivation factor in a good working environment when employees are properly trained, they become empowered with the knowledge and skills to perform their job functions with confidence. In turn, they will develop a stronger sense of accomplishment, usefulness and loyalty to the organisation (Peterson). Consequently, if the management caters this need of its workforce then they will be motivated and committed. This will eventually create a good working environment since both parties will respect their promise towards each other. 2.7 Staff Empowerment Creating an environment and culture where employees feel comfortable and capable of accomplishing their finest work, is the only means that ensures these organizations are experiencing their employees peak potentials. People are empowered when they are given the authority and responsibility to make decisions affecting their work with a minimum of interference and second guessing (Maurer, 2000, p.5). Empowerment has received increased attention among scholars and practitioners at the workplace (Donovan, 1994), and an opinion regarding the numerous advantages of empowering employees is shared by both managers and employees. Empowerment has proved to influence both organizational and managerial effectiveness (Spreitzer,1995) and is recognized as a method by which managers can efficiently manage an organization in todays work environment. 2.8 Trust Respect Trust is seen as an important attribute of effective leadership and has been referred to as the glue which keeps an organization together as a functioning unit (Strasser, 1994, p.181). In a study, Mishra (1990) concludes that there exist four factors that breed trust within an organization namely: Communication at all level Shared decision making Sharing critical information Honest sharing of perceptions and feelings This study also concluded that trust is an element which starts at the top of any organization, then filter sits way down due to the upper managements hierarchical advantage and greater access to key information. In a team-based environment, trust is an essential ingredient to the overall success and ensures that there exist a collaborative working environment where all party can cohabit and work together. Grundy (1998, p. 180) concludes that organizations where there are determined levels of trust, employees experience empowerment, satisfaction, and competitive advantage, stating; For a team to work effectively, its members must trust one another. We must be able to assume that we can trust each other, that is we can operate with the same values and purpose, count on each other during tough times, be bone straight with each other and work together with mutual respect and care (Harari,1999, p. 29) 2.9 Office layout and working environment Over the years, many organizations have been trying new designs and techniques to construct office buildings, which can increase productivity, and attract more employees. Many authors have noted that, the physical layout of the workspace, along with efficient management processes, is playing a major role in boosting employees productivity and improving organizational performance (Uzee, 1999; Leaman and Bordass, 1993; Williams et al. 1985). The American Society of Interior Designers (ASID, 1999) carried out an independent study and revealed that the physical workplace design is one of the top three factors, which affect performance and job satisfaction. The study results showed that 31 percent of people were satisfied with their jobs and had pleasing workplace environments. 50 percent of people were seeking jobs and said that they would prefer a job in a company where the physical environment is good. Ergonomics of office furniture is important because an employee has to work with them for the entire time that he is on office, and if they are uncomfortable and not user friendly, their working style and efficiency gets hampered considerably, in turn affecting the overall organizations. Non-ergonomic office furniture can also lead to health problems of employees, which again has an adverse effect on the productivity. Ergonomic office furniture ensures that each employee gels well with the things around him, like desks, chairs, computer alignment and even environmental factors. If the employee is uncomfortable due to any reason, his work is bound to get affected. If all factors surrounding the employee are ergonomically correct, then the employee will be comfortable and remain motivated to give his best. Nowier Mohammed (2009) Barriers towards building a good working environment The promotion of a good working environment has numerous advantages namely the firm will have a motivated workforce which will work to their maximum level so as to make the organization become more competitive. Moreover, the firms reputation will not be affected negatively since it will not suffer from problem like strikes and other major problems. As a result, the organization will be more productive and efficient. However, in spite of these advantages, there exist barriers towards the creation of a great place to work namely: Resistant from both parties At the workplace, there are often conflicts between the management team and the employees and this is due to the simple fact that no one party wants to listen to the other. For instance, the management usually implements decisions first and then they expect employees to follow. The management tends to use the authoritarian leadership style but employees are against that since they want to have a say. Resistance can be constructive if it forces managers to interact more frequently with subordinate, to review the decision to introduce change, and perhaps to explore alternative ways to meet desired objective. Six approaches have been put forward as ways of controlling resistance to change (kotter Schlesinger, 1979): Education and communication Participation Facilitation Negotiating and agreement Manipulation and co-option Coercion If the management uses the above approaches then issues like disagreement can be resolved. For instance, with a proper communication channel, there will be clarification of information and thus both parties will be on the same length. Moreover, by educating the employees, they will be able to see change as an opportunity rather than a threat. Thus, such policies can ensure that the organization will experience a harmonious working environment with very little or no conflict at the workplace.

Buffalo Soldiers in the West Essay -- essays papers

Buffalo Soldiers in the West Throughout American history, African Americans haven’t had too much say in whether or not they belonged in the United States or not. Slavery without a doubt had a great impact upon their decisions. However, despite their troubles, African Americans have paid their dues and have made an impact on our armed forces since the Revolutionary War. African Americans have fought to preserve the rights for Americans, as well as having to fight the war within their very own country to gain the right to fight for their country and their individual freedom. Approximately sixteen months after the end of the Civil War, an Act of Congress entitled the Buffalo Soldiers â€Å"An Act to increase and fix the Military Peace Establishment of the United States†. Which authorized the formation of tow regiments of cavalry to be composed of colored men. This act was approved on July 28th, 1866. On September 21st, 1866, the 9th cavalry regiment was activated in Greenville, LA, along with the 10th cavalry regiment, which was activated at Fort Leavenworth, KS. Even though the African American soldiers clearly distinguished themselves as soldiers, they were by no means wanted in the army. Shortly after General Washington took command of the Army, the white colonists decided that not only should no black slaves or freemen be enlisted, but that those already serving in the Army should be dismissed. The colonists didn’t enjoy the black soldiers in the army because they felt that blacks weren’t smart enough and as well trained to handle themselves in battle. In turn, would only be taking up space and food for the other soldiers who they felt were more equipped to fight with the army in major battles. The colonists would probably have kept Blacks out of the military during the war if it were not for the proclamation by the Lord of Dunmore. His statement was, "I do hereby... declare all... Negroes... free, that are able and willing to bear arms, they joining his Majesty's troops, as soon as may be, for the more speedily reducing this colony to a proper dignity." This meant that any black soldiers willing to fight for the British would be declared legally free. Therefore, the Americans couldn't afford to deny Black Americans, free or not, from joining the army. Less than a month after Lord Dunmore’s proclamation, General George Washington officially revers... ...the Union army. Unfortunately, Abraham Lincoln was more concerned with political relations than the treatment of African American slaves. The federal government and the Union army only began to adopt a policy of allowing and even encouraging the recruitment of Blacks. Then, it became clear that the war would be a long and drawn out conflict in which it was necessary to mobilize all the resources possible and to weaken the enemy as much as possible. Even then Black troops weren't really used. In July of 1862, Congress authorized the use of black soldiers in the Civil War, but there was no follow-up of that order until January 1, 1863 when Abraham Lincoln put the Emancipation Proclamation into effect. It was never known for sure why the black soldiers were thought as Buffalo Soldiers, but some say that the Indians saw a resemblance between the black man’s hair and the mane of a buffalo. Others thought that when a buffalo was wounded or cornered, it fought ferociously displaying unusual stamina and courage. The Indians felt their fighting spirit in was equivalent to the buffalo, which to them is an animal held in high regard. Bibliography: www.yahoo.com www.google.com