Closure of Public OHV Areas Essay -- Off Highway Vehicles Transportati

Closure of Public OHV Areas Some years ago a new form of recreation came about known as an Off Highway Vehicle(OHV). Today these high powered, light weight vehicles come in many forms with anywhere from four to two wheels. There are many areas across the United States for such vehicles to be driven but as of today there are some groups out there who wish to close the areas in which these vehicles can be used. One area in particular, located outside of Yuma on the California and Arizona border has been subjected to many threats recently and those who use the land for its recreational purposes have had to fight to keep the land that was originally granted to them for use by the US government. This one area is what many would call a second home. Land has already been shut off to recreational use and if unchecked these activist groups could take away the rest. A few years ago the American Sand Association agreed to have over 49,000 acres of the imperial sand dunes in southern California temporarily closed (James Gilbert). This would allow the Center for Biological Diversity(CBD) to conduct a study on a plant that they say is endangered. They said that with the use of OHV’s in close proximity to these plants they would soon be extinct. â€Å"After extensive research by both parties it was found that the survival of the Pierson's Milkvetch Plant (PMV) has no correlation whatsoever to the congestion of OHV’s in a particular area† (Mr.Dune). One would think that this would leave the activists with nothing left to complain about and that the re-opening of the dunes would be the next step in the progression of the cycle. To assume this would be a large fallacy though because as soon as the CBD’s argument of the endangered plant ... ...ease. To the citizens in the rest of the United States things can be totally taken out of context and portrayed by the CBD in any way they feel is necessary. With the growing numbers of people joining the American Sand Association and other such groups to show their support for the re-opening of the dunes, things will soon get complicated for the CBD and they may finally decide to back down from their podium. Citations †¢ ABCNEWS.com. ABC Network Affiliates. 23 March 2003 http://abcnews.go.com/sections/wnt/DailyNews/dunes_folo020419.html †¢ JAMES GILBERT. "Dune closure draws mixed reviews." YumaSun Nov 22, 2002. 23 March 2003 http://yumasun.com/artman/publish/articles/story_2778.shtml †¢ Mr. Dune. Mr. Dune Speaks Out American Sand Association. 23 March 2003 http://www.off-road.com/dunes/speak/special_112000.html

Changes in the business environment Essay

By looking out the definitions of HRP from Dessler (1999), Stone (2002), and Schuler (1998), HRP can be defined as the systematic and continuous process to ensure that organization’s human resource needs are fulfilled by ensuring that the right people with the correct skills are available when required. Shortly, HRP is essentially focus on matching the individual and the needs of the organization to gaining a competitive advantage in marketplace. HRP is important because the HR plan affects all HR activities and acts as the strategic link between organizational and HRM objectives (Stone 2002). It can reduce the human resources cost by helping management to anticipate and correct the shortages and surpluses of employees. An addition, HRP will provide a better basis for planning employee employment in order to make optimum use of workers’ attitudes and to improve their job satisfaction (Nankervis et al. 1999). HRP provide more opportunities of working for women and minority groups in the labour market. Moreover, the HPR provide a tool for evaluating the effect of alternative human resource actions and policies. Nowadays business environment is multifaceted and complex, thus the changes in business environment will have a great impact on the HRP of the organization. By the definition of HRP, to be a success organization, the organization must achieve the business objectives through the effective utilization of human resources. Therefore, organizations need to forecast the internal and external supplying of human resources through the process of HRP. Usually, the present employees who can be promoted, transferred, demoted or developed will make up the internal supply. When the internal supply of employees cannot meet the demand, organization is needed to look up the external human resources from labour market. This show that labour market is an important factor in determining human resource strategy, therefore the changes of labour market will bring the effects to the HRP of organization. Normally, business environment can be categorized to 2 which are internal environment and external environment. The internal environment involves those factors that are found within the organization, for example, organizational structure and organizational culture (Stone 2002). By  analyzing those factors of the internal environment, HR planner will be able to identify the organization’s strength and weakness in order to achieve the business objectives. The structure of an organization is referring to the organization’s framework or design which can directly affect employee productivity and behavior (Stone 2002). It refers to how work tasks are assigned, who reports to whom, and how decisions are made (Eadie n.d.). Usually there have 2 forms of the organizational structures, one is hierarchical structure and the other one is flat structure. For the hierarchical structure, organizations have narrow span of controls over their employees. In contrast, organizations have wide span of controls over their employees with the flat structure. Thus, the structure of an organization has a powerful influence the types and numbers of employee in the organization, further the size of the labour market. Therefore, base on the structure of the organization, HR manager can anticipate the number of employees that required by the organization. The organization culture is the pattern of basic assumptions, values, norms, and artifacts shared by organizational member (Cummings and Worley 1993). It tells employees how things are done, what is important and what kind of behavior is rewarded (Moorhead and Griffin 1995). Thus it has an impact on employee job satisfaction as well as on the level and quality of employee performance. However, each employee may assess the nature of an organization’s culture differently, one of them may view it positively but one of them may view it negatively. Therefore, HR managers will be major players in shaping the cultures of organization in order to enable the long-term success of the organization. The external environment involves those factors cannot be found within the organization. External environment can be categorized to 2 elements that are societal environment and task environment (Anthony et al. 1999). The factors of external environment include legal and political, economic, social, and demographic, labour market, competition, technological, and industrial relations. Each factor either separately or in combination with others, can place constraints on human resource management. Therefore, HR managers must  analyze the external environment to identify any strategic opportunities and threats that may be present in the future, so that the organization can take the advantage of external opportunities and minimize external problems. The labour market is the geographical area from which employees are recruited for a particular job (Mondy et al. 1999). Changes in the labour market create constraints i.e. societal trends and culture for employers finding applicants with the right levels of skills (Noe et al.). The unemployment rate, education levels, occupation levels, and the mix of the age and sex will be the four key used to examine the measures of labour market (Anthony et al.1999). Those people who are not working and not looking for the job, for example households, retires, and students are considered as being â€Å"out of the labour forces†. Therefore this kind of unemployed people will not be the factor of unemployment rate measurement. Usually, the unemployment rate will be high during the recession of economy because the companies fire many people out. Thus, the demand for the workers of organizations is reducing but the supply of workers from the labour market is increasing. Labour force is an uncontrollable factor by HR planner because they can’t control the number of the workers in the labour market. But employment rate is a controllable factor because HR managers can use the statistical and mathematical technique to predict the available workforce based on the past information. The economy of the nation, on the whole and its various segment, is a major environmental factor affecting human resource management. There is a case in mid-1997, when economy is booming; recruiting qualified workers is more difficult than less prosperous time. Therefore, HR managers of some organizations had to use incentive scheme to entice needed employees. On the other hand, when economy is experienced downturn, more applicants are typically available. It is because many workers losing job and the high unemployment rate, thus all of them will strive for any opportunity to get a job. Beside that the HR manager also consequently develop staffing strategies to accommodate the downturn economy. Such strategies my include job entrichment, outsourcing, the development of new product lines or new services, flexible job options (e.g. job-sharing or part-time), or  downsizing (Nankervis et al. 1999). Unfortunately, the downsizing is the main option that chose by many organizations in the early 1990s. The people cannot anticipate the crisis of economy, thus economy crisis is considered as an uncontrollable factor for the HR planners. Beside that the issue of SARS is also an uncontrollable factor of economic for the HR planners. Although economy crisis and SARS are unpredictable, HRP still play an important role for the organizations. It is because an organization with HRP can forecast the needed workers quickly than the organization without HRP during the time of economy crisis or SARS. The changes of the social are came from changes of the lifestyle of people and the changes of the nature of employment in the labour market. Today, more and more young people with a high level of education are not willing to work long time for one organization only because they want to enjoy the higher quality of lifestyle. Therefore, they are keeping on to seek the new job with the better salary and benefit that provided by the other organizations. But not all those seeking work can find a job at prevailing standards, and therefore it creates a shortage of workforce for organization. Hence, HR managers need to provide more fringe benefits to attract employee remaining in organization. Traditionally, the nature of employment is the full-time permanent employment. During recession of the economy, many organizations decide to downsizing or outsourcing their business to remain the competitive advantage in the market. Thus, this lead the nature of employment is increasingly changed to part-time or casual employment in organizations. According to the Bureau of statistic of labour force in Australia (figure 1), there is a strong evidence to show that the part-time and casual employment is increasing important between the 1973 and 1997 (Nankervis et al.). The nature of employment is a controllable factor by HR planner because they design the recruitment of employees, for example, what type of workers and how many workers that they would like to employ from labour market. The baby boom that occurred after the Second World War created a substantial increase in population and changes the demographic. Those baby boomers will reach the employment age during the 1960s and they will create a bulge in  the workforce. While the population of baby boomers has generally grown at high rate, whereas the population of baby busters, who are the next generation has grown at lower rate. Therefore, the imbalance in the age distribution of the workforce has major impact for employers and HR planners. Beside that, since the occurrence of the Equal Employment Opportunity (EEO) and Affirmative Action (AA), the participation rates of women in the workforce are increased. The increasing number of women in the workforce is a trend that HR planner needs to recognize and accommodate. Thus, employers are obliged to provide more flexible employment options and childcare assistance to those women workers. The government can control the population in a country, for example the China issue the policy that one family only can have one child Therefore, the demographic can be considered as a controllable factor for the HRP. But sometimes HR managers cannot anticipate the fast increases of the population i.e. population explosion, thus it is an uncontrollable factor for the HRP. The changes of technology have an effect on business which dealing with human resource management. The improvement of technology advances the improvement of productivity of an organization. Today, the computer field is large and employing millions of people directly and indirectly because the computer allows much quicker access to and processing of information. Thus, more and more organizations have deserted the tradition way and bring in the technique of computer for their business operations. As technological changes occur, certain skills are no longer required, and therefore it lead to major reductions in the number of employees needed. Shoshana Zuboff (1988) was also arguing that the effects of the computer have yet to be felt since work itself will change completely as information becomes more readily available right at the workstation (Anthony et al. 1999). For example, American Telephone and Telegraph (AT&T) plans to reduce its workforce by 15000 employees as a result of technological changes. AT&T has also used automation to reduce the number of long-distance operators by two-thirds. Most experts do not expect the number of new jobs to match the number of lost through technological changes (Drucker 1993). Recently, there is occurring a computer virus called â€Å"So Big. F†. According to the newspaper, this virus has damaged the computer system of many organizations in short  time. If the computer system breaks down, the organization may need more employees to do the jobs that were done by the computer before. Since the HR planners cannot anticipate the occurrence of â€Å"So Big. F†, this is an uncontrollable factor of technology for the HRP. As every advanced economy becomes global, a nation’s most important competitive asset becomes the skills and cumulative learning of its workforce. This means that the people make organizations go. Therefore, how the people are selected, trained, and managed determine to a large extent how successful on organization will be (Cascio 1998). But as the changes of the environment, the task of managing people today’s world is particularly challenges. Thus, more and more organizations emphasize on the HRP to forecast the demand for and supply of human resources. That is why the personnel department transforming to human resource department in many organizations.

POLC in the School System Essay

Just like any other organization, a school system would not be able to function properly without an efficient administrator and an effective administration process. In the case of school systems, the administrator would be the superintendent of the school. As the administrator, the superintendent serves as both the leader and the manager of the school. In order to be a successful and efficient administrator, the superintendent should focus on four areas– planning, organizing, leading, and controlling. In the case of planning, the administrator should be able to pinpoint appropriate goals for the whole school system. The goal usually carries prospects for progress, equality, and harmony. As part of the planning process, the administrator should also be able to identify the best courses of action in fulfilling the chosen goals. Such goals should be evaluated at a regular basis so as to assess if they are ion line with the demands of time. After planning the goals and the ways towards its achievement, the administrator should be able to put those plans into action. Organizing is as important as the plan itself. As such, the new administrator should be able to formulate task and authority relations. He should be able to establish an organizational set-up that will allow the school system to efficiently and quickly make the vision, a reality, if he/she may deem the present set-up is inappropriate. As the leader of the school, the new administrator should also be able to influence people- from the students to the teachers, and even the other sectors involved in establishing an effective educational system such as the community, the parents, governmental agencies, and many more. He or she should be able to motivate and unite them, and provide them with a common goal for the educational welfare of the students and for the encouragement of harmony and efficiency of learning and teaching processes. He or she should be able to encourage everyone to work towards a common goal, which is usually the mission and vision of the school. Lastly, after ensuring the plans, the set-up and the people are all set for action; the administrator should be able to control the organization. Control should not be equated with stringent and numerous laws and regulations matched with various sanctions. Instead, it should be associated with the establishment of precise evaluation processes that will allow the administrator to measure and monitor the organization’s development at regular basis overtime, in accordance with the established goals. References: Brennen, Annick M. (n.d.) The Administration of Elementary Schools. Retrieved January 29, 2008 from http://www.soencouragement.org/admin-of-elementary-schools.htm The Management Process Today (n.d.) Retrieved January 29, 2008 from http://highered.mcgraw-hill.com/sites/dl/free/0073011223/317076/samplechapter.pdf

Freud’s Psychoanalytic Theory

In the twentieth century, Sigmund Freud, had been labeled as the father of psychoanalysis. Working with many great theorists in his lifetime, they helped him expand his thinking too create many theories of his own, one in particular, the psychoanalytic theory. Even though many theorists did not agree with his theory, because of his addiction to cocaine, many believe he was one of the greatest. Sigmund Freud was born in Moravia in May 6, 1856 into Jewish parents. In 1860 his family migrated to Vienna, where he resided for about eighty years.He then left Vienna moving to London after the Nazis overran Austria. Since when he was young, Freud wanted to be a scientist. In 1873, Freud enters the medical school of University of Vienna, graduating eight years later. (Hall, 1970) In 1886 He married to Martha Bernays and opened his own practice. (Wollheim, 1971) After studying and working with Jean Charcot a French psychiatrist and Joseph Breuer a Viennese physician, Freud realized that Charco t’s hypnosis treatment was not impressive and Breuer’s conservative view on sexual conflict where the cause of hysteria left Freud working alone.Working alone helped Freud form the foundation of psychoanalytic theory. (Hall, 1970) Psychoanalytic theory is the belief that a dynamic struggle takes place within the human psych between unconscious forces. That’s where the structure of personality takes place. The structure of personality is made up of three main mental entities, Id, Ego, and Superego. Id operates only in the unconscious mind containing basic animal drives as instinctual impulses, hunger, thirst, sex, and aggression.Id follows the pressure principle and demand for instant gratification. Ego represents reason and good sense. Id organizes the ways to handle the delay of gratification by coping with frustration by operating in the reality of principles, seeking to satisfy instinctual demands in way that are practical and socially acceptable. Ego attends to avoid social disapproval. Superego is the interval moral guardian or conscience. Develops by internalizing the moral teachings of parents or other significant others.The ego has to make the compromise between the id and superego. (Quigley, 1998) In the end, balance and interactions of these three parts is determined by our behavior and our ability to meet the life challenges we face. To understand it better in a criminology way an example of the theory would be John is at the mall and sees the diamond on a ring shine right on him and his id thinks, â€Å"I’d like to go and snatch it right off the show case. The ego then says, â€Å"Wait there’s not enough people, you’re in a plain site, let’s wait for the room to get busy. † The superego then says, â€Å"Wait, you can’t do that, you can pay for it. † In 1880s Sigmund Freud started experimenting with cocaine. He believed that cocaine lifted his spirit when he was at a low period i n his life. Freud stated that with brilliant success he was able to observe the effects cocaine took on him when he used small doses, regularly for depression and against indigestion. Cocaine) Because of this experimenting stage many has challenge Freud psychoanalytic theory. In practically, Darwin, who critisized Freud theory because it was generated by confusions arising Freud long standing use of cocaine. (Freud, 2010) Also, Breuer, a mentor and friend, disagree with Freud when it came to talking treatment for hysteria because sexual desires lay at the bottom of all these hysterical neuroses and like stated before Breuer was conservative towards the subject. (Boeree, 1997)In 1939, Sigmund Freud died of cancer to the mouth and jaw, after battling it for almost 20 years. Some of Freud's ideas are tied to his culture and era; other ideas are not easily testable. Some may even of Freud's own personality and experiences. But Freud was a great observer of the human condition, and enoug h of what he said has meaning today that he will be a part of personality textbooks for years to come. Even when theorists come up with dramatically different ideas about how we work, they compare their ideas with Freud's.

American Revolution Essay Example | Topics and Well Written Essays - 1000 words

American Revolution - Essay Example Unity and solidarity of the population were the main factors which influenced outcomes of the Revolution. Patriotism was inspired by ideas of freedom and liberation, new social order and independence. When the break between the motherland and the colonies came, democratic spirit, characteristic of the frontier, seized a vast majority of the American people. It affected merchants and planters as well as farmers and mechanics. They all had grievances against the crown, which most of them believed could only be righted by national freedom. In the main the questions that divided England and America were economic in character, having to do with property rather than personal rights, but the hurt of them was not the less keenly felt for all of that. National idea and political and economic pressure of the Crown inspired a new ideology and national idea (Middlekauff 83). Another important factor of success was that ideas of freedom and independence were supported by three political leaders, Washington, Adams, and Jefferson, who led the Revolution. In spite of the fact that Washington, Adams, and Jefferson had different views and vision of the new republic and freedom, they supplemented each other. For instance, Adams developed a masterful defense strategy. In the face of considerable opposition by the radical leadership, he first secured a postponement of the trial until autumn, a delaying tactic that permitted some of the popular. Jefferson also indicated that his revolutionary sentiments had been born out of his despair that the colonists were unable to shape their lives and destinies. His arguments on this score were more persuasive. The autonomy of the colonists, he wrote, had been "circumscribed within narrow limits" (Middlekauff 36). Their role as provincials was merely "to direct all labors in subservience to her [Great Britain's] interests" (Middlekauff 34). The core of Jefferson's commitment to colonial protest did in fact arise from his belief that American subordination and dependency was unpalatable. Also, Washington subsequently agreed that the Stamp Act was "unconstitutional" but he viewed it more as an aggrieved businessman than an ideologue. He labeled the act "ill judgd" predicting that taxation would further strip the colonists of precious cash, reducing their capability to satisfy their creditors in England or to import goods from the parent state. Yet while Adams distrusted the popular leadership, he did not doubt that the British policies which they attacked were illegal and threatened servility. In spite of some differences, sense of unity and cooperative spirit united these leaders and appealed to the population (Hibbert 64, 66). Among the alternative arguments stilled by the early patriot curtain of silence were those expressed by the voices of the oppressed, both slave and free. Widespread distribution of the Massachusetts petitions for freedom, the essay by Caesar Sarter, the argument offered by Adam, the actions of Prince Hall, and the poetry of Phillis Wheatley would have offered counters to the role of myth, symbol, and difference and may have influenced the essays employed by the white antislavery adherents. The propaganda associated with national purpose can become fixed by the firmament of success as much as by the simmering resentments that accompany an unsuccessful coup. The patriot call

Prohibiting smoking in public places Research Paper

Prohibiting smoking in public places - Research Paper Example The legal system should regulate smoking in public places by prohibiting it,and by rigorously enforcing the ban.Murder,robbery,aggressive actions,sale of drugs that are considered to be dangerous,overt sexual acts,unauthorized use of explosives,transport of toxic materials,and many other potentially dangerous or offensive actions are strictly regulated or fully banned in public places. Cigarettes are dangerous and offensive to those people who are exposed in public places. The term, â€Å"in public,† implies shared space. It must be considered that there are ill people, infants and children, pregnant women, elderly people, valuable and contributing members of society, animals, birds, insects, trees, plants, and air in that shared space. All are vulnerable to contamination and poisoning by toxins released in cigarette smoke. It is the purpose and duty of the legal system to protect people in shared space, as well as to uphold the protections promised in the US Constitution and the Bill of Rights. Second-hand smoke is damaging and illness-inducing. Victims are involuntarily exposed, and many have no voice or social influence to fight against this injustice. Infants and children, for example, cannot voluntarily leave a smoke-filled area, but are at the mercy of adult choices. It is known that the effects of second-hand smoke on children places them at risk for developing frequent colds, asthma, coughs that do not go away, ear infections, high blood pressure, learning and behavioral difficulties (The Cleveland Clinic). People who work in restaurants or other service-related industries, where they are frequently exposed to second-hand smoke, are another high risk group with no real choice to stop exposure, if they leave the area, they risk losing employment and income. If they stay, they regularly absorb carcinogens and various smoking-related toxins into their body, increasing their risk of lung cancer, heart disease, asthma, emphysema, eye and nose irritati on (The Cleveland Clinic). Smoking cigarettes is potentially fatal. Because it is voluntary, it can be seen as an act of slow-motion suicide. When a smoker smokes, in public space, he/she is performing a public act of self-destruction, witnessed by children, teenagers, and other emotionally impressionable people. It is a horrifying act, a slower death than catching one’s body on fire, in protest, or jumping off a skyscraper, but horrifying anyway. Civilized people, who choose to kill themselves, should do so in private, not demand witnesses. This argument has merit precisely because the average person is informed about the potentially fatal consequences of smoking. The act of smoking raises imagery, based on real information in the minds of informed witness. The witness understands that smoking can lead to heart attacks, strokes, and lung cancer. The witness has seen examples of yellow teeth and yellowed nails on a smoker. The witness has smelled the stale aroma hanging in a smoker’s hair, house, and clothing. Perhaps the witness mourns the death of a loved one, lost to the consequences of smoking. The witness is involuntarily confronted by this imagery, when a smoker lights up in shared space. If the shared space is a restaurant, the witness suffers damage to a healthy appetite. If the witness has asthma, or other respiratory illness, the smoker obliviously antagonizes another’s health condition. If the shared space includes pregnant women, their unborn children are also endangered, along with the mothers-to-be. Along with the pregnant woman, the fetus comes into higher risk of developing lung cancer, emphysema, heart disease, allergies and asthma (The Cleveland Clinic). If the shared space is a public event, attention is forcibly re-directed to the smoker. If the shared space is a church hall or parking lot, the witness may suffer offense to his/her faith. If the shared space is a park, the beauty of connection with nature is compromised . The smoker sets a bad

Managing Organizations Essay Example | Topics and Well Written Essays - 2000 words

Managing Organizations - Essay Example Modern people differ much from the people of the previous century in terms of their goals, methods of their reaching, communication, ambitions, etc. Managing people now is not an easy task thus it needs new approaches. Thus, managers of the modern companies are looking for the new ways of employee motivation. Freedom for action is an essential factor to consider. Actually, when we hear about the organization, where employees make decisions themselves, we usually can’t believe that, because a great number of successful companies are hierarchical bureaucracies (Microsoft, Apple etc.). It seems impossible also for many managers to provide staff with opportunities to set the goals for the company instead of them and to realize these goals without being controlled and thoroughly supervised. Also we all know the conclusion made by Max Weber: bureaucratic organizations are the most successful players on the stage of the market economy. However, modern experts admit that Weber’ s conclusion can’t be considered fully grounded as the famous sociologist may not know some important facts on bureaucracies. Modern investigations show that workplace stress prevents people from high performance. Working in the conditions of hierarchical bureaucracy, people are able to realize only 60% of their potential. Thus, it is essential to look for alternatives. Moreover, as it was mentioned above, modern people often refuse to work in the atmosphere of dictate, when they should only fulfill somebody’s orders and do not have an opportunity to express their own opinion. Such working conditions prevent people from the realization of their creative potential and it is obvious that such realization would contribute to company’s success. New ways of managing people should be found by modern supervisors. Recent studies held showed that there are some companies who successfully practice freedom of employees’ action. Their success is built on the principl es of liberating leadership listed below. Liberating leader is a one who: listens to employees’ propositions instead of imposing his own views; openly shares his views on successful organizational performance in order not to make employees confused; does not motivate employees to give them an opportunity to motivate themselves; plays the role of â€Å"culture-keeper†. Actually, the behavior of workers in the organization is determined by the number of factors, external and internal. These factors contribute to organization performance in freedom action conditions. Among the internal factors is first of all trust in leadership. Leadership plays an essential role in any type of organization, no matter if it is freedom company or hierarchical bureaucracy. Workers of any organization usually tend to mirror the work of leadership and the supervision should be implemented in the way so that employees may feel its support but not a dictate. The second important internal facto r is organizational culture. The atmosphere in the company should be friendly and positive, work schedule should be flexible. The external factors also mean much, for example, it is interesting to cooperate and communicate with another companies in the market. â€Å"Research findings show that collaboration with other firms and with customers can be a significant source of product