What is International Political Economy Assignment

What is International Political Economy - Assignment Example With respect to international political economy, the world is presumed to be very complicated and has several interdependencies among individuals, social groups or maybe nations. Initially, different kinds of elites gave constant reminders why everywhere across the world was actually interdependent for each other. However, all the current relevant issues faced by nations are related in one way or another to the international political economy making it very versatile in dealing with issues across the borders. Politically, international political economy focuses on the use of state powers in the distribution of resources within the society. Politics has been known to have a norm of collective choice characterized by competition, which draws conflicts amongst different people, trade organizations, governmental and non-governmental internationally. Comparatively, economics is just concerned with the distribution of resources which are otherwise considered scarce amongst the nations, peo ple or states through the market process controlled by the forces of politics (Rowland 108). It is considered very essential to engage in the study of international political economy since it helps in the understanding of crucial international market events to analyze the conditions of their existence and how to manage the situations, which has led to such conditions. More to the point, it is considered as a vital element by both private and public employers during recruitment since it becomes very easy while dealing with somebody who understands international and global context of human activities especially for those who have communication links across the borders. Moreover, international political economics broadens the understanding of life in relation to human beings across the globe. It also helps to understand the vents of the past, current and make projections about the future (Rowland 108). One of the major political values enjoyed by both the

Compare and Contrast the Reasons Essay Example for Free

Compare and Contrast the Reasons Essay Suppose you are taking a course on 19th-century America, and the instructor hands out the following essay assignment: Compare and contrast the reasons why the North and South fought the Civil War. You turn on the computer and type out the following: The North and South fought the Civil War for many reasons, some of which were the same and some different. This weak thesis restates the question without providing any additional information. You will expand on this new information in the body of the essay, but it is important that the reader know where you are heading. A reader of this weak thesis might think, What reasons? How are they the same? How are they different? Ask yourself these same questions and begin to compare Northern and Southern attitudes (perhaps you first think, The South believed slavery was right, and the North thought slavery was wrong). Now, push your comparison toward an interpretation—why did one side think slavery was right and the other side think it was wrong? You look again at the evidence, and you decide that you are going to argue that the North believed slavery was immoral while the South believed it upheld the Southern way of life. You write: While both sides fought the Civil War over the issue of slavery, the North fought for moral reasons while the South fought to preserve its own institutions. Now you have a working thesis! Included in this working thesis is a reason for the war and some idea of how the two sides disagreed over this reason. As you write the essay, you will probably begin to characterize these differences more precisely, and your working thesis may start to seem too vague. Maybe you decide that both sides fought for moral reasons, and that they just focused on different moral issues. You end up revising the working thesis into a final thesis that really captures the argument in your paper: While both Northerners and Southerners believed they fought against tyranny and oppression, Northerners focused on the oppression of slaves while Southerners defended their own right to self-government. Compare this to the original weak thesis. This final thesis presents a way of interpreting evidence that illuminates the significance of the question. Keep in mind that this is one of many possible interpretations of the Civil War—it is not the one and only right answer to the question. There isnt one right answer; there are only strong and weak thesis statements and strong and weak uses of evidence. Lets look at another example. Suppose your literature professor hands out the following assignment in a class on the American novel: Write an analysis of some aspect of Mark Twains novel Huckleberry Finn. This will be easy, you think. I loved Huckleberry Finn! You grab a pad of paper and write: Mark Twains Huckleberry Finn is a great American novel. Why is this thesis weak? Think about what the reader would expect from the essay that follows: you will most likely provide a general, appreciative summary of Twains novel. The question did not ask you to summarize; it asked you to analyze. Your professor is probably not interested in your opinion of the novel; instead, she wants you to think about whyits such a great novel—what do Hucks adventures tell us about life, about America, about coming of age, about race relations, etc.? First, the question asks you to pick an aspect of the novel that you think is important to its structure or meaning—for example, the role of storytelling, the contrasting scenes between the shore and the river, or the relationships between adults and children. Now you write: In Huckleberry Finn, Mark Twain develops a contrast between life on the river and life on the shore. Heres a working thesis with potential: you have highlighted an important aspect of the novel for investigation; however, its still not clear what your analysis will reveal. Your reader is intrigued, but is still thinking, So what? Whats the point of this contrast? What does it signify? Perhaps you are not sure yet, either. Thats fine—begin to work on comparing scenes from the book and see what you discover. Free write, make lists, jot down Hucks actions and reactions. Eventually you will be able to clarify for yourself, and then for the reader, why this contrast matters. After examining the evidence and considering your own insights, you write: Through its contrasting river and shore scenes, Twains Huckleberry Finn suggests that to find the true expression of American democratic ideals, one must leave civilized society and go back to nature. This final thesis statement presents an interpretation of a literary work based on an analysis of its content. Of course, for the essay itself to be successful, you must now present evidence from the novel that will convince the reader of your interpretation.

Orlistat :: Obesity Science Pills Papers

Orlistat In today's world, people are turning more and more to the use of Pharmaceuticals to solve their problems or to improve their health. Drugs are beingused to treat everything from hair loss to impotency. There is a new pill being developed todayto treat the problems that people face due to obesity. Orlistat, which goes by the brand name Xenical, was invented and developed by Hoffman-La Roche Inc. Headquartered in Nutley, NJ, Hoffman-La Roche is an affiliate of the company known as Roche of Basel, Switzerland. This company wants to remind us that obesity is not just a cosmetic concern anymore but is associated with a risk for other life-threatening diseases. Many people are realizing this fact now and wish to do something about their weight problems before it becomes too late. The new pill is being advertised on television, magazines, newspapers, anthe Internet as a wonder drug that helps people take off the pounds and keep them off. Heart Information groupsalso claim that the drug reduces obesity-related risk factors, such as heartdisease, stroke, high blood pressure, cholesterol levels, and insulin levels. Orlistat claims to be a replacement for the diet drug Fen-phen, which was linked to heart valve damage. One man who took part in the longest and largest study ever done with this drug says, "In my adult life, I've always been 20 to 40 pounds overweight. It has always been a problem for me." He was able to drop 21 pounds and keep them off for two years by using orlistat along with maintaining a healthy diet. One can find numerous testimonies such as this one in magazines or on the world wide web. But just how effective is this drug and is it safe for those who use it? The appeal of orlistat to people who wish to use it is that is a new and safe approach to managing obesity. The safety of the drug is its most attractive feature because it is not absorbed into the body. Instead of reducing appetite as most diet drugs do, orlistat works as a lipase inhibitor, which means that it blocks intestinal absorption of fat by locking onto the enzyme in the gut that allows fat to pass across the intestinal wall. Only the fat is blocked, allowing proteins and carbohydrates to be absorbed.

Methods of Personnel Development Essay

1. Introduction Successful personnel development is necessary to help and organization to acquire a competitive edge in the market. A well trained and competent workforce and help and organization cut a competitive edge in the market which the competing organizations may find hard to replicate the long run.   Efficient methods of personnel development are necessary for the success of the organization. Personnel have become an important concern for all managers in all industry.   This has been promoted by the problems which have been experienced in hiring of personnel who can meet the required standards to deliver the needed services.   The current strategic human resource management has recognized employees as the most important asset that an organization has. In this regard it has become of paramount important for organization to carry out effective staff development programs which are likely to meet the required work standards.   There has been increasing for the organization to carry out effective individual training programs which will meet the demands of their customers.   When most organization have been emphasizing for the downsizing of their employee, it has become important for them to ensure that it effective training programs which will ensure there is overall growth. (Consulting, 2000) For an organization to ensure that there is effective growth of its workforce, employee training and development has become a priority rather than an option.   There are many organizations which have been carrying out training programs but which have not resulted to the required results.   Training and development  Ã‚   is usually an integral and an expensive part of the human resource department and therefore there should be all efforts aimed at ensuring that there is overall success of the exercise. Effective training and development programs are necessary in order to ensure that there is overall growth of the worker. The most important factor that can help the organization to carryout effective personnel development is to understand the goals of the organization and therefore work to achieve these goals.   The organization goal will assist the organization to come up with effective design and implementation of the organization. Efficient personnel development program are therefore necessary to ensure that the organization cuts a competitive edge in the market. (Jenning, 1996) 2. Success factors for training There are important factors in the overall development process that must be taken into consideration to have effective personnel development. The most important factor that the organizations need to realise in the design and implementation of personnel development is the mission and vision of the organization. This will help the management to become committed to the overall process of personnel development in the most efficient way.   The company should also evaluate the relative risk of exposure which is presented by the compliance requirement and therefore use this as an effective way of prioritizing the needs for planning training.   The management will also involve the key line representatives in order to design and implement train interventions. This means that training should be viewed as a way of helping the organization to remain competitive and not as a necessary evil.   The management should also be keep away of the focus of the training activities and the role  Ã‚   that the activities are intended to achieve and help the organization to achieve in its overall objectives. (Bowie and Jordan, 2001) There are important characteristic which are used to identify a successful training program.   The following are the common characteristics of a successful training in an organization;  · There should be a clear understating of the goals of the organization and the needs of all the line managers for training and development.   This means that   the training programs will be based on these key strategies which are likely to support the   goal of the organization  · There should be involvement of the key line personnel in the selection, design and the scheduling of training.  · The style for delivering the training program must focus on the adult learning concepts  Ã‚   including the relevant content of the course.  · The training activities should be seen as an integral part of the overall training place for the organization and not an individual or a one time event that will come and go.  · There should be a high accountability for the result which will justify the purpose for training.   There should be effective evaluation, measurement and a well organization reporting of the results of training.  · There should be frequent communication between the organization management and the person who are overseeing training program. This will ensure that there is overall support for the training programs and the enforcement of the training values. 3. In house vs. Third party training There are two broad methods which are used to deliver training programs.   These include the in-house training and the third party training program.   The organization is likely to choose the most efficient method that will ensure that there is delivery of the most efficient training program. In-house training will involve when an organization uses the instructor who are a part of the organization.   This employs will also be trained as they continue with their work which means there will less loss of time and the productivity for the organization will not be affected. However this method is likely to result to low employee expectation from the training program since they are likely to learn what they have been practicing. (Rouda and Kusy, 2005) The third party training take place when and organization brings in an extern expert. External experts are likely to come with new experience for the organization which will reinforce the development of the workforce.   Under this method the organization can also decide to take its staff for an external training program which will take place outside the organization.   This method is likely to be more effective since the staff will be expecting to learn new things from what they have been practicing in the organization. In the course of training there are different ways that can be used by the organization to source for training materials.   The organization can develop its own materials in the organization which will be in-house material development. The organizations can also source for material outside through purchase or leasing.  Ã‚   When the organization hires third party to come and training the staff, the conditions for hiring can also be that the third party will be expected to come with training materials. In order to select the best combination for the trainer and the program, the organization should be important consideration including the experience, time for development of the program, resources available, the money available for the program and the cost of the options, the expected quality, the training needs for the organization and the credibility of the method that will be used. 4. Program design The program design describes the way the overall training program will be planned.   Program design consist of   important   aspect of the training   including the conduction of the needs analysis for the   company, the prioritizing o the need in the training place, definition of the   course objectives to match the   training needs, and the selection of   the training formats that will be used in the   training program. a) Need analysis A need analysis is carried out in order to identify the  Ã‚   area in which the organization needs to carry out training.   The need analysis is the first step in determine the whole training program. The need analysis should be carried out comprehensively in order to understand the specific area under in which the training will emphasize. Usually a need analysis will come up with a long list of needs that the organization will have to look at. In need analyses there are three types of data that the trainer will have to collect. The pre-training behaviour will give the knowledge that the trainees have. The post training behaviour will give the expectation from the training that the organization wants to achieve through training.   The workplace reinforcement and constraints will give the factors for the job which can help or hinder the trainees in applying what they will have learned. (Jenning, 1996) b)    Course objectives This should identify the specific objectives that the training will achieve. Identification of the course objective is likely to increase the effectiveness of training and evaluation of needs assessment.   Basically three types of course objectives will have to be looked at. These include the planning objectives, the process objectives and the learning objectives.   This will help in the formatting of the training. c)    Training format There are different formats that can be used to deliver training.   The best format that an organization can choose is the one which will create a setting an environment which is most conducive to learn.   The format has to be flexible.   There are formal and informal training formats Informal training format will include format like one on one tutoring which   can be teem consuming but very effective,   use groups, discussion groups and   newsletters.   On the other hand formal training formats include formats like classroom training like lectures or demonstration, video or audio, computer based trailing, satellite training, teleconferencing, use of simulations, use of manuals, and on   job training.   The formal training methods have become most common used in organisational training since they are more effective and have been supported by the emerging technologies. (Consulting, 2000) d)    Program delivery This is the most important part in the training process. The way the training will be delivered is important in determining how it will be effective to achieve the goals of the training.   Delivery of training should be based on principle of adult learning since most of the employees who undergo training are adults.   There sold a proven adults-instructions practices rather than the traditional classroom delivery method which is likely to compromise the quality of training. e)    E-learning With the increased use of technology in the world, e-learning is also rising to be an important factor in the training programs. E-learning involves the process of delivering learning through the use of person computer. It is widely used in education institution but it is also fining it place in the employee training programs. In employee training e-learning has been providing an effective time saving method of learning as compared to other methods.   It is also easy to carry training from any part of the world can therefore can be used when an organisation choose third party training. However it is expensive since al the employees will need to have a computer. 5. How adults learn According to the learning theories, it has been shown that adults learn different from how children learn.   Unlike children, adults are likely to relate what they hear to their experience and the knowledge they have gathered over time.   Adults are also good listeners and will digest what they are listen.   This means that when training adults, one need to have all the facts to their fingers and ensure that they are correct as challenge can arise at any one time. (Consulting, 2000) According to the adult learning theories there are important factor that have to be considered when teaching them.   First it should be understood that adults are less interested in the overview, they are more interested in what they are learning. They need to be given examples which can help them to relate what they are learning with their real experience. Since they are more critical on what is delivery any information that is likely to contradict what they know should be delivered slowly and in an efficient manner. The training should assist them to make connections with what they already know.   The pace of training should also be suited for their mind. Fast training may prove difficult for them while a too slow training is boring.   The training should avoid trial and error ventures and should reinforce the learnt concept in their real life example. (Jenning, 1996) a)    Designing training experience for adults There are important principal that the trainers must consider when planning adult learning.   The structure of the workshop should take to consideration that adult learns usual need some feedback which is likely to mark their progress in training.   The usually learn best when their own experience is integrated in the learning process. They should be given opportunity to ask questions and interact to share experience.   The adult learners are responsible for their learning and they prefer to share with one another in the process.   This interaction must be given a chance.   Adults are likely to learn in an environment where there is mutual trust and respect for one another.   Adults learners must be motivate din order to feel the need to learn. This earns that they have to be shown the important of undergoing the training and how it is going to affect their job performance. b)    Classroom instruction In order to ensure that there is effectiveness of the training process, there are important characters and method that should be incorporated in the training. some of the   most important factors in training include the   inclusion of discussion breaks time which agreed with   all the participants, ensure that the participants are comfortable, state   clearly the objectives of the training, make a preparation of   the material to be used before the class being so that you can evaluate them, use training aids and establish rapports in the course of training, ensure that you don’t interrupt the   participate when they are contributing,   be yourself and more flexible in the course of the training, answer all the question asked and provide constant feedbacks to the participants. c) Documenting available training courses In order to keep up with the course of the training resources, it is important to keep written records as they have been learnt.   This will help the learners to remind themselves of what they have learned in the course of the training. This is also important as it will help the learners to understand what they have been learning and therefore keep up with the course of the training. It also helps the management to see the courses that are available. d)   Measuring and evaluating training effectiveness There had to be an effective way of evaluating the learning process in order to understand the effectiveness of the learning process. This is very critical since it will determine whether the organization is really meeting its objectives or not. It will help the organisation to understand the important steps that are being made in the course of the training. There are many methods of evaluation that is used in the course of the training. The most effective evaluation methods that are used include the use of smile sheet which is one of the five point evaluation which enquiries about the quality of the instructor and others, there is also the pre-test or post techs which is used to measure the increased in knowledge for the learners.   The presets will establish a baseline while the post test will confirm any improvement that is being made which can be directly attributed to the learning process. An observation can also be carried out on the specific performance of each individual including the trainer and the supervisor.   This will detect any changes in the work behaviour which can be directly attributed to the learning process.  Ã‚   Work performance can also e used as a method of evaluation. In this case work performance will look at the specific job tasks and performance indicators. These indicators are usually well defined and measured before and after training.

Progression In The Learning Of Addition And Subtraction Education Essay

IntroductionThis assignment will look into the patterned advance in the instruction and acquisition of add-on and minus from baby's room to twelvemonth 4 sing the â€Å" understanding diagram † , theoretical accounts for add-on and minus, oral/mental and written methods, resources used, larning facts and the utilizing and applying/problem work outing method. One manner that kids learn about add-on is through practical experience. In mundane life people are adding by uniting two or more sets of objects. The same can be said for minus. Children learn that by taking a peculiar figure of objects from a group it ever leaves the same figure of objects eg. 4-1 is ever 3. This is the manner kids foremost learn about add-on and minus. For many kids, they begin to understand the construct of adding when learn figure vocals in their early instruction. It is really of import to supply kids with good practical experiences in order to assist them larn. It is besides critical to pattern the right linguistic communication so the kids themselves are able to get it. This gives them a good foundation as they move farther through the instruction system. Whilst kids are in a Nursery scene or a Reception category they will be following the Early Years Foundation Stage ( EYFS ) papers. Within this papers there are 6 countries of acquisition. The country of larning concentrating on the development of mathematical accomplishments is called Problem Solving, Reasoning and Numeracy. Within that country there are specific countries sing add-on and minus. Once kids enter Year 1 they will be following the National Curriculum. Although this is the statutory papers instructors frequently use the Primary National Strategies papers to be after and present lessons. This papers breaks down the aims of the National Curriculum to offer a more focused attack to learning and acquisition.Early Old agesThe instruction of add-on and minus in a baby's room scene is based on mundane state of affairss and practical activities. Counting vocals is a common manner of reenforcing Numberss and presenting simple add-on and minus. For illustration, five small ducks. This is a good illustration of a manner that simple add-on and minus is introduced and reinforced in a nursery scene. The kids shortly learn that 5 take off 1 is 4, that 4 take off 1 is 3 etc and that 0 add 5 is 5. The right linguistic communication can be modelled so the kids learn what linguistic communication to utilize when they do activities for themselves. Games are besides a good manner of presenting or reenforcing add-on and minus. Some games are non needfully made for add-on and minus but it can be encouraged. When inquiring the kids to compare the sum of Numberss each of them has, by inquiring the kids inquiries, ‘How many more do you hold? ‘ , ‘How many less do you hold? ‘ . The kids will be working with little Numberss and will shortly be able to state how many less they have merely by hearing the two Numberss alternatively of holding to number them. Simple boundaries within the schoolroom are another manner of promoting the usage of add-on and m inus. Where merely a certain sum of kids are allowed in each country at a clip and the kids have to maintain path of how many there should be, how many less or how many more? The foundation phase introductory battalion offers thoughts for activities for the different countries of larning set out in the EYFS. When looking at add-on and minus in a Nursery puting the papers offers activities for comparing two groups of objects, demoing that when you split a group of four the sum is the same and happening the entire figure of objects in two groups. Each of these activities uses physical objects in order to show the mathematical regulation. They use resources such as the figure line, plastic coins and serpents. For immature kids in peculiar good resources are indispensable in order to prosecute the kids and efficaciously learn them about add-on and minus. In the response papers activities for looking at presenting jobs such as ‘how many will at that place be when one more†¦ .. ? ‘ , promoting the kids to state the figure that is one more than a given figure and giving chances for kids to happen one more or less than a figure up to 10s are offered. Again, merely as in the baby's room, each of these activities involves physical experiences and the activities are games to learn and reenforce the mathematical regulations for these facets of add-on and minus. Although the chief papers for Nursery scenes and Reception is the EYFS the Primary Framework wants to promote the facet of utilizing and using mathematics. The utilizing and using mathematics strand has five subjects with patterned advance being built into each subject from the foundation phase right up to twelvemonth 6. The three subdivisions of ‘using and using ‘ in the National Curriculum programmes of survey are straight related. Within the foundation phase, within the work outing jobs subdivision it states that kids will be utilizing their developing mathematical thoughts and methods so they can to work out practical jobs. Therefore, any jobs they are given related to add-on and minus they will be able to work out given their anterior cognition.Year 1- Year 4From Year 1 to twelvemonth 4 it becomes more in deepness and references add-on and minus specifically. For Year 1 kids they will be looking at assorted jobs to make with adding and deducting and work outing jobs in the subject of money and measurings. This means that a batch of the concrete experiences they have will be based around stores in their function play country in order to give the kids a more existent experience of numbering money and holding to make add-on or minus within those scenarios. Year two is much the same merely with the add-on of holding to multiply and split utilizing the topic of money and measurings. Year three is a little measure up from this with the kids holding to take which computations to utilize and to transport them out themselves. Therefore they must make up one's mind whether it is right to add, deduct, split or multiply. Year 4 is non excessively different merely they will be larning how to utilize reckoner methods where appropriate. When kids have to work out jobs or they are asked to follow a ‘line of question ‘ , they will be demoing their thoughts, utilizing Numberss, symbols or diagrams. They will besides be involved in concluding and foretelling and pass oning those consequences, either orally or in authorship. The ‘understanding diagram ‘ put frontward by Haylock and Cockburn, shows the different facets of mathematical acquisition that are needed in order for a kid to be competent and confident in this country. One of the major parts of the diagram is concrete experiences. The instructor needs to finish undertakings themselves and utilize a scope of resources in their instruction. By making such activities it enables the kids to better retrieve what they have been taught as they are able to associate it to a physical memory. It besides allows the kids and the instructor to prosecute in duologue more easy. During these activities it is besides of import for the instructor to mode the linguistic communication they want the kids to take on and to utilize the right symbols themselves to promote the kids to make the same. Written and oral/mental methods for add-on and minus are another two of import facets of mathematical development. An indispensable portion of maths work is unwritten and mental. Early practical, unwritten and mental work, that is carried out in the foundation phases, is the footing for offering kids the chance to construct on their cognition of add-on and minus for numbering attacks and a good apprehension of topographic point value. Subsequently on their instruction kids must be able to recognize how these map s relate to each other and how the regulations can be used and applied. Oral and mental work is non merely something to be used in the beginning of instruction but must be continued to supply pattern and consolidation of these thoughts. Children must be given the chance to use the information they have learned and to do the correct determinations for themselves. To be able to cipher mentally needs an apprehension of figure forms and relationships that are developed through inquiring, by utilizing certain theoretical accounts and using the cognition of Numberss. Children must hold the abil ity to remember figure facts immediately in order to cipher mentally. In twelvemonth 2 this would be the add-on and minus regulations up to 10. For twelvemonth 3 it would be ‘sums and differences of multiples of 10 ‘ and for twelvemonth 4, ‘the generation facts up to 10Ãâ€"10 ‘ . There must besides be an ability to utilize taught schemes in order to work out the computation. For illustration, in twelvemonth 1, to be able to understand that you can get down add-on amounts with any figure and utilize the information to make mental computations of one or two-digit Numberss. To be able usage different methods for partitioning two-digit Numberss in twelvemonth 2 and in twelvemonth 5, to be able to ‘apply mental methods in particular instances ‘ . Finally the ability to utilize and use the regulations of mathematics. For illustration, to be able to execute mental computations of add-on and minus, of one and two-digit Numberss ( twelvemonth 3 ) . The written methods for add-on come in 4 phases and the purpose is that kids are able to utilize the mental methods where they can but when they ca n't make computations in their caput. They can utilize an efficient written method accurately and with assurance. Children need to cognize at least one efficient written method for add-on that they feel confident utilizing if they ca n't make the computation in their caput. The undermentioned phases show how the kids are able to construct up to utilize an appropriate written method for adding whole Numberss by the clip they finish twelvemonth 4. In order for the kids to add successfully they need to cognize some basic accomplishments which are ; ‘to recall all add-on braces to 9+9 and regards in 10 ‘ , ‘to add mentally a series of one-digit Numberss ‘ , ‘to add multiples of 10 or of 100 utilizing the related add-on fact and to be able to utilize different ways of partitioning two and three-digit Numberss every bit good as their cognition on topographic point value. Stage one of the written methods involve the usage of the empty figure line. Children need to be able to divide Numberss in different ways instead than ever into 10s and 1s to assist them add in stairss in order to do multiples of 10. The empty figure line is a manner of assisting them to enter their stairss when ciphering the sum. Phase 2 involves partitioning so that mental methods can be recorded. The 10s and 1s are added to organize partial amounts and those partial amounts are added together. The 3rd phase is the expanded method in columns where the kids move on to a layout that shows the add-on of the 10s and the 1s individually. As kids become more confident they can get down by adding the 1s instead than the 10s. This method leads kids to a more compact method. The 4th and concluding phase is the column method. In this method, there is even less entering to make. The carried figures are noted below the line, either in 10s or in 100s and non in 1s. This can be made more ambitious. The kids can travel on to add more complex Numberss of different Numberss of figures. The written methods for minus come in three phases. The purpose is the same as for the written methods of add-on and once more the phases show how the kids are able to construct up an efficient method for deducting two or three-digit whole Numberss by the clip they finish twelvemonth 4. In order to be able to deduct successfully the kids should cognize the figure facts for add-on and minus to twenty, ‘subtract multiples of 10 utilizing the related minus fact and their cognition of topographic point value ‘ and divider Numberss into multiples of one, 10 and one hundred in legion ways. Phase one, merely as in add-on involves the usage of the empty figure line, which helps the kids to record and subsequently explicate the stairss they haven taken in their mental minus. After the kids have practiced this method for a piece they wo n't necessitate to enter as much information. They will necessitate to make up one's mind whether to number back or up. It is utile to inquire the kids if numbering up or back is better for certain computations. When numbering up from little to big Numberss mentally it can be recorded by utilizing figure lines or in columns. The kids will necessitate to be able to, when covering with two-digit Numberss, to cipher the replies mentally. If the kids are able to work out the replies they do n't necessitate to execute as many stairss when they are working with three-digit Numberss. The numbering up method is a good option for those kids whose advancement is slow. Phase 2 involves partitioning. Partitioning can be used to compose tantamount minus amounts that can so be performed mentally. The 3rd and concluding phase is expanded layout. The column method is mirrored by partitioning the Numberss into 1s and 10s and so composing one under the other. This parallels the method for add-on instead so being straight linked to any mental methods. This besides relies on secure mental accomplishments.DecisionChildren construct on their anterior cognition to come on with their mathematical accomplishments. They all start with practical experiences and changeless exposure to add-on and minus. All kids need to develop sound mental accomplishments in order to develop their written accomplishments. They have to larn the basic regulations for add-on and minus to come on with the written methods.

Free Essays on European History Identifications

Identifications 1. Friedrich Nietzsche – (1844-199); German philosopher; challenged the belief in progress and the general faith in the rational human mind; believed that Western civilization had lost its creativity and decayed into mediocrity; condemned political democracy and greater social equality 2. Jean Paul Sartre – (1905-1980); French existentialist; believed that humans simply exist and did not believe in God, reason, and progress 3. existentialism – philosophy that basically said God did not exist and human existence as unexplainable; came of age in France during the years immediately followed World War II; terrible conditions of the war reinforced the existential view of life 4. Albert Schweitzer – (1875-1965); theologian who wrote Quest of the Historical Jesus; argued that Christ while on earth was a completely natural man whose teachings had been only temporary rules to prepare himself and his disciples for the end of the world 5. Soren Kierkegaard - (1813-1855); Danish religious philosopher; ideas were extremely influential, rejected formalistic religious and denounced the worldliness of the Danish Lutheran church; eventually resolved his person anguish over his imperfect nature by making a total religious commitment to a remote and majestic God 6. Karl Barth – (1886-1968); Swish Protestant theologian; similar ideas to Kierkegaard; his influential writings sought to re-create the religious intensity of the reformation; his basic thought of humans was that they are imperfect, sinful creatures, whose reason and will are hopelessly flawed 7. Gabriel Marcel – (1887-1973); French existential Christian thinker; found in the Catholic church and answer to what he called the postwar â€Å"broken world†; Catholicism provided the hope, humanity, honesty, and piety for which he hungered 8. Jacques Maritain – (1882-1973); countryman; w/ Marcel, denounced anti-Semitism and supported closer ties with non-Catholics... Free Essays on European History Identifications Free Essays on European History Identifications Identifications 1. Friedrich Nietzsche – (1844-199); German philosopher; challenged the belief in progress and the general faith in the rational human mind; believed that Western civilization had lost its creativity and decayed into mediocrity; condemned political democracy and greater social equality 2. Jean Paul Sartre – (1905-1980); French existentialist; believed that humans simply exist and did not believe in God, reason, and progress 3. existentialism – philosophy that basically said God did not exist and human existence as unexplainable; came of age in France during the years immediately followed World War II; terrible conditions of the war reinforced the existential view of life 4. Albert Schweitzer – (1875-1965); theologian who wrote Quest of the Historical Jesus; argued that Christ while on earth was a completely natural man whose teachings had been only temporary rules to prepare himself and his disciples for the end of the world 5. Soren Kierkegaard - (1813-1855); Danish religious philosopher; ideas were extremely influential, rejected formalistic religious and denounced the worldliness of the Danish Lutheran church; eventually resolved his person anguish over his imperfect nature by making a total religious commitment to a remote and majestic God 6. Karl Barth – (1886-1968); Swish Protestant theologian; similar ideas to Kierkegaard; his influential writings sought to re-create the religious intensity of the reformation; his basic thought of humans was that they are imperfect, sinful creatures, whose reason and will are hopelessly flawed 7. Gabriel Marcel – (1887-1973); French existential Christian thinker; found in the Catholic church and answer to what he called the postwar â€Å"broken world†; Catholicism provided the hope, humanity, honesty, and piety for which he hungered 8. Jacques Maritain – (1882-1973); countryman; w/ Marcel, denounced anti-Semitism and supported closer ties with non-Catholics...

Chemical or Molecular Formula for Glucose

Chemical or Molecular Formula for Glucose The molecular formula for glucose is C6H12O6 or H-(CO)-(CHOH)5-H. Its empirical or simplest formula is CH2O, which indicates there are two hydrogen atoms for each carbon and oxygen atom in the molecule. Glucose is the sugar that is produced by plants during photosynthesis and that circulates in the blood of people and other animals as an energy source. Glucose is also known as dextrose, blood sugar, corn sugar, grape sugar,  or by its IUPAC systematic name  (2R,3S,4R,5R)-2,3,4,5,6-Pentahydroxyhexanal. Key Glucose Facts The name glucose comes from the French and Greek words for sweet, in reference to must, which is the sweet first press of grapes when they are used to make wine. The -ose ending in glucose indicates the molecule is a carbohydrate.Because glucose has 6 carbon atoms, it is classified as a hexose. Specifically, it is an example of an aldohexose. It is a type of monosaccharide or simple sugar. It may be found in either linear form or cyclic form (most common).The hydrogen and -OH groups are able to rotate around the carbon atoms in glucose, leading to isomerization. The D-isomer, D-glucose, is found in nature and is used for cellular respiration in plants and animals. The L-isomer, L-glucose, is not common in nature, although it may be prepared in a lab.Pure glucose is a white or crystalline powder with a molar mass of 180.16 grams per mole and density of 1.54 grams per cubic centimeter. The melting point of the solid depends on whether it is in the alpha or beta conformation.  The mel ting point of  ÃŽ ±-D-glucose is  146  Ã‚ °C (295  Ã‚ °F; 419  K). The melting point of  ÃŽ ²-D-glucose is  150  Ã‚ °C (302  °F; 423 K). Why do organisms use glucose for respiration and fermentation rather than another carbohydrate? The reason is probably that glucose is less likely to react with the amine groups of proteins. The reaction between carbohydrates and proteins, called glycation, is a natural part of aging and consequence of some diseases (e.g., diabetes) that impairs the functioning of proteins. In contrast, glucose may be enzymatically added to proteins and lipids via the process of glycosylation, which forms active glycolipids and glycoproteins.In the human body, glucose supplies about 3.75 kilocalories of energy per gram. It is metabolized into carbon dioxide and water, producing energy in chemical form as ATP. While its needed for many functions, glucose is particularly important because it supplies nearly all the energy for the human brain.Glucose has the most stable cyclic form of all the aldohexoses because nearly all of its hydroxy group (-OH) are in the equatorial position. The exception is the h ydroxy group on the anomeric carbon. Glucose is soluble in water, where it forms a colorless solution. It also dissolves in acetic acid, but only slightly in alcohol.The glucose molecule was first isolated in 1747 by the German chemist Andreas Marggraf, who obtained it from raisins. Emil Fischer investigated the structure and properties of the molecule, earning the 1902 Nobel Prize in Chemistry for his work.

Learn Why Onions Make You Cry

Learn Why Onions Make You Cry Unless youve managed to avoid cooking entirely, youve probably experienced the burning and tearing from vapors that cutting up an onion produces. Cutting an onion bursts its cells, producing a chemical process which releases the contents of those cells into the immediate atmosphere, causing you to tear up as you slice and dice. Acid Effect Amino acid sulfoxides form sulfenic acids as you slice into an onion. These enzymes which were isolated are now free to mix with the sulfenic acids to produce ​propanethial S-oxide, a volatile sulfur compound gas which wafts upward and into your eyes. This gas reacts with the water in your tears to form sulfuric acid. The sulfuric acid burns, stimulating your eyes to release more tears to wash the irritant away. Stop Crying There are a few ways to curb the chemical process which causes you to cry when cutting an onion, including: Cook the onion. Cooking inactivates the enzyme, so while the smell of cooked onion may be strong, it doesnt burn your eyes.Wear  safety goggles or run a fan. This actually prevents the vapors from the compound  entering your  eyes or blows the compound vapors safely away.Refrigerate the onion before cutting. Cooling slows reactions and changes the chemistry inside the onion. The same effect can be accomplished by cutting the onion under water.Use stainless steel. The sulfur-containing compounds also leave a characteristic odor on your fingers. You may be able to remove or reduce some of the smell- and tears- by wiping your fingers on a stainless steel odor absorber. Other Methods A few more proven methods for avoiding the waterworks while cutting into or preparing an onion involve  cooking prep methods such as locating the root, removing the bulb and even slicing lengthwise before dicing. So, take heart: With a little preparation and an understanding of basic chemistry, you can slice, dice and cook an onion without ever shedding a tear.

The Cabulliwallah Essay Example | Topics and Well Written Essays - 500 words

The Cabulliwallah - Essay Example Cabuliwallah is kind and generous in that when he first met with Mini he offered her nuts and raisins. On subsequent visits to the house he had always a present for her. According to the writers excerpt, Minis family was wealthier and financially stable but despite this, he didnt expect a reward for his hospitality nature. When he gave mini nuts and raisins, minis father offered to pay for them but as Cabuliwallah was leaving, he gave the money to mini. As soon as he was out of jail, he proceeded to Minis house with almonds, raisins and grapes though he had little money. Cabuliwallah is hot tempered and quick to anger. When his customer refused to pay for the Rampuri shawl he had sold to him, he responded with anger and hit the man. He even went on and called the customer all sorts of names. He didnt take into account that in the neighbourhood there other customers, his friends, underage children and his dear friend Mini. Minis father is charismatic in that he always knew how to respond to various situations. When Cabuliwallah asked for Mini, he had her brought out in order to make sure that her fears fade away. He assured her of security which made her to familiarize with the visitor. When his wife raised concerns of the security of their child, he investigated what the peddler and the child shared before he made the decision to send him away. Minis father is caring and always wants the best for everyone in the family in that he investigated the repercussions the decisions will have on his family before making the decisions. He always ensured that whenever a family member raised concerns on various issues, and sought to make the best decision. Before he made the decision to send or not to send the peddler away, he investigated what the peddler shares with the kid. Cabuliwallah works in the informal sector of the economy whereas Minis father works in a more formal setup. It is apparent that Cabuliwallah is

In countries that do not have an Islamic Legal system, disputes Research Paper

In countries that do not have an Islamic Legal system, disputes related to Islamic financial transactions can lead to outcomes t - Research Paper Example Sharia law, as a moral code and religious law for Muslims; addresses various perspectives of human activities such as economics, crimes and politics, as addressed by secular laws, and it seeks to differentiate intentions, interactions and decisions between those that are good and those that are bad (MacEoin and Green, 2). Just like the secular laws, Sharia code of ethics touch on various interactions of the human race giving the prospects and punitive aspects whenever the codes are breached, though from the secular observation of Sharia being a religious law, it has provisions that make the laws holistic in guiding and governing human interactions making it fall under and satisfy individual legal systems. Economically, just like Christian finance, Sharia economics presents the economic systems that conform to the Islamic scriptures and traditions; behavioral norms and foundations, Zakat tax as the basis of Islamic fiscal policy and other economic provisions that holistically covers t he economic and finance sector (Bonner, 397). Though close and similar to the secular and other traditional laws, in countries that there is no Islamic Legal System, disputes related to Islamic Financial Transactions can lead to outcomes that contradict Sharia Principles. Sharia principles like the secular laws have provisions that govern the Islamic Investment Funds; where investors pool their surplus money for the purpose of its investments to earn profits, Halal, but governed and in strict conformity with Sharia laws, and the subscribers receive certification entitling their pro- rated profits accrued from the fund. The Islamic banking phenomenon is based on sector of profitable for investor that represents growth for positive reputation and responsible management, and by fueling growth that is necessitated by increasing demand stimulated by rising number of Muslims in common law and civil law countries (Imady, Omar and Hans, pp.4-6). The conflict is bound to occur especially on the business ethics provided for by Sharia laws in relation to these countries’ provisions whereby the Islamic economic systems are neither socialists nor capitalist, conflicting interests of natives and the economic outlook of these countries. For instance, Sharia provides for Zakat; a practice of charitable giving by Muslims based on the accumulated wealth, and obligatory to all that are able to do so, contravenes with capitalists economies where in most cases taxation is mandatory to all irrespective of economic background and/ or social class. This would further lead to conflicts especially if certain sections of Sharia have to be incorporated in these countries’ laws such as contractual agreements and financial transactions due to different expectations from both sides and the conflict to the national interests. Capitalist societies/ economies rely on creation of value which can be tangible, for physical goods and/ or intangible for services; which involves transa ctions that mutually benefit the parties, the consumer gets the added value to the product/ service, and the retailer or the producer gets the entrepreneurial profits and royalties which may include interest on shares. To the contrary, the Sharia provisions for legal entity or a business that is Halal as a company that does not borrow money on interest and/or keeps their surplus in interest bearing accounts; and that one being a shareholder of such a company becomes a Sharik, agent for the partners in the matters of

TOBACCO COMPANIES AND PRODUCT SAFETY Assignment

TOBACCO COMPANIES AND PRODUCT SAFETY - Assignment Example Thus it is very important to set a strict code of business or marketing ethics for every company in order to avoid the existence of unethical behavior within the business operations. This is also applicable in the selling of the products or services involving the behavior of the salesman (Carroll and Buchholtz, 2009). Deregulation within various industries has raised the scope of committing unethical activities which in turn have resulted in intense competition between all the companies within the industry. It is the competitive pressure mixed with the uncertainty in the existence which has resulted in compromising with the business ethics by the organizations (Barnett, 2007). There are a large number of evidences claiming that many organizations have violated the ethical rules and regulations within last few years. As the buyers cannot identify or evaluate the purchasing variables or purchasing criteria, it results in giving possible chances for the markets to conduct various unethi cal activities at an increasing rate (Carroll and Shabana, 2010). Because of the unethical activities the organizations seek to achieve short term profits but in a broader aspect it negatively impacts the image, goodwill or reputation of the organization. The organizations that were suspected of performing various unethical activities had also to suffer from the legal terms. The businesses generally perform these sorts of unethical activities for achieving their short term goals or objectives, but there are evidences which claim that it declines their reputation in each and every sphere. The unethical activities might be conducted by the marketers in different manner. They might be providing misleading information to the customers in order to persuade them in their purchasing decisions (Curwen and Whalley, 2005). Another example of performance of unethical activities includes charging higher prices for lower quality of products or services. Thus it can be said that one organization conducts its business performance by unethical means in order to achieve short term profits and they face the consequences hampering their reputation in the latter part (Friedman, 2004). The case study deals with the unethical activities conducted by the tobacco producing companies in United States. It represents how the companies neglected the standards set by the department of justice i.e. DOJ in United States. According to the district judge, if DOJ could prove that the big tobacco producing companies are performing deceptive activities for their short term profit seeking purpose, then they would be penalized strictly and have to pay a heavy amount of money. This paper would be highlighting the moral or ethical issues related to the selling of products or services in the market. The responsibilities or duties of an organization towards its organization are very significant. Theories or literatures would be reviewed for strengthening the entire arguments made in this paper. The pa per would be finding the key issues that might be taken into consideration while solving the case study. It would be starting with an introduction about the duties and responsibilities of an organization towards its consumers. Duties of the Companies There is a big procedure involved in the offering of products or services to the consumers. An organization has to handle a large number of duties for dealing with

To The Salem-Keizer School District Officials Essay

To The Salem-Keizer School District Officials - Essay Example While it is true that clothing related to gang membership might some day involve innocent students in crossfire between the police and the gang members in the district, it is also worth noting that clothing is not a definitive answer to catching criminals. Moreover, there are students in your school district who cannot immediately afford to buy clothing that you do not forbid. Would you threaten them with suspension just because they do not have money to buy clothes that you deem proper Ms Pat Abeene, the district's Volunteer Coordinator, has stated that nonprofit groups might be able to help students with no money to replace banned clothes, and school counselors can direct students to those programs (Dress Code Leaves Some With Banned Brands). With all due respect, may I add that this offer is not even close to being useful, and if you do not provide the clothing yourself on an urgent basis, the parents of such students could sue the school district for suspending their children due to financial difficulties The prestigious Salem-Keizer School District has not given enough time to students' families to buy clothing that the district considers appropriate. ... And, what if twenty youngsters at the park are wearing sagging pants and only one out of them is a gang memberI am sure that you have discussed your dress code policy with the district police authorities. Would you also kindly send a letter to all parents in your school district informing them about the police officials' response Why do they think it is mandatory for students to stop wearing shirts with Old English writing, for example (Dress Code) And, kindly ask them what they would do to a child who wears the above mentioned example in dress at a local mall. What do they have to say about a student in your school district wearing a t-shirt with a picture of a U.S. army officer bravely holding a machine gun in his hand, and the title, 'Good luck America!' (Dress Code)I hope you can now see the ludicrousness of many features of the dress code policy. This essay is an address to the parents of students in the Salem-Keizer School District. It explains to the parents who cannot afford to buy new clothing for their children - replacing the banned items in the new dress code policy issued by the school district - the ways to take action in order to save their children from being removed from school. The essay advises these parents to first write the school district asking it to replace the old clothing items themselves. If the school district does not agree, parents are urged to take the matter to the district court. To The Parents Of Students In the Salem-Keizer School District The recently issued dress code policy in the Salem-Keizer School District has taken many of you by surprise. It is further evident from a news article on the subject that a lot of you cannot afford to replace the banned

489 assignment 8 #1 Example | Topics and Well Written Essays - 250 words

489 8 #1 - Assignment Example Metacognition is fundamentally being aware, as well as being in a position to understand your own thinking process. This is why it is my preferred learning strategy, as it provides a learner the opportunity to explore the spectrum of understanding the different perspectives and perceptions of an idea by having an opportunity to critique his/her own thinking, as well as that of others. This method has the capability to facilitate efficient acquisition, storage, as well as expression of technical information and skills (Fisher & Wells, 2009). Another major reason why I believe I would learn better using this strategy is that it is friendly, especially to people with memory problems. The ability to think about one’s own thinking process gives them an opportunity to retrieve the important information they learnt from memory. Learning using this strategy also facilitates independence from teacher support. This way, I can be in the best position to learn, with, or without the direct help of the teacher. I believe that the best learning strategy is one that facilitates a continuous learning process, even where there is minimal support from

To The Salem-Keizer School District Officials Essay

To The Salem-Keizer School District Officials - Essay Example While it is true that clothing related to gang membership might some day involve innocent students in crossfire between the police and the gang members in the district, it is also worth noting that clothing is not a definitive answer to catching criminals. Moreover, there are students in your school district who cannot immediately afford to buy clothing that you do not forbid. Would you threaten them with suspension just because they do not have money to buy clothes that you deem proper Ms Pat Abeene, the district's Volunteer Coordinator, has stated that nonprofit groups might be able to help students with no money to replace banned clothes, and school counselors can direct students to those programs (Dress Code Leaves Some With Banned Brands). With all due respect, may I add that this offer is not even close to being useful, and if you do not provide the clothing yourself on an urgent basis, the parents of such students could sue the school district for suspending their children due to financial difficulties The prestigious Salem-Keizer School District has not given enough time to students' families to buy clothing that the district considers appropriate. ... And, what if twenty youngsters at the park are wearing sagging pants and only one out of them is a gang memberI am sure that you have discussed your dress code policy with the district police authorities. Would you also kindly send a letter to all parents in your school district informing them about the police officials' response Why do they think it is mandatory for students to stop wearing shirts with Old English writing, for example (Dress Code) And, kindly ask them what they would do to a child who wears the above mentioned example in dress at a local mall. What do they have to say about a student in your school district wearing a t-shirt with a picture of a U.S. army officer bravely holding a machine gun in his hand, and the title, 'Good luck America!' (Dress Code)I hope you can now see the ludicrousness of many features of the dress code policy. This essay is an address to the parents of students in the Salem-Keizer School District. It explains to the parents who cannot afford to buy new clothing for their children - replacing the banned items in the new dress code policy issued by the school district - the ways to take action in order to save their children from being removed from school. The essay advises these parents to first write the school district asking it to replace the old clothing items themselves. If the school district does not agree, parents are urged to take the matter to the district court. To The Parents Of Students In the Salem-Keizer School District The recently issued dress code policy in the Salem-Keizer School District has taken many of you by surprise. It is further evident from a news article on the subject that a lot of you cannot afford to replace the banned

Occupy University of Virginia Essay Example | Topics and Well Written Essays - 1750 words

Occupy University of Virginia - Essay Example istration of the university is the issue of wage parity for the employees who have been contracted and also consider paying wages in consideration of the relative rates of inflation. The university workers who are demanding better pay are the non-academic staff that includes but not limited to janitors and kitchen staffs. As demonstrated by the banners carried by the protestors, it is obvious that the workers have been struggling to make both ends meet and many of them are living on a cycle of destitution as the wages they get are peanuts. The workers have a grave concern to the university administration for the complete neglect by the University system hence have the feelings of a less fortunate person who is debt. Students were able to join the strike owing to their sympathy for the families of the workers who are earning very meager wages. Children from such families are compelled to work extra hard in school in the hope that their efforts may get noticed through good passes so as to get meaningful employment upon completion of schooling. It is a state of hopelessness as there are many consequences for families who are not having adequate income. They have to work extra hard in school and they have to hope and pray that someone notices them. These are the kids who are deemed to be static. Since mo st of the parents are just working to keep their families alive, students from such families feel the heat of economic injustice that would characterize their future adulthoods. Income-related inequalities, as is the case in modern world have been a big issue of controversy in the workplace. As is the case at UVA, the university administration is depriving the workers of the right to own substantial capital and other related assets through poor pay. Since adequate income guarantees personal security in the capitalist world, there is growing demand for accumulation of wealth to have the ability of going about basic necessities. It is in this aspect that the UVA

History of Policing Essay Example for Free

History of Policing Essay The function of policing has played a considerable role in American history. The policing occupation has worked toward protecting citizens’ rights and helping America to become the free nation it is today. The United States of America is built from the U.S. Constitution and its Bill of Rights, from this document we gather the rules of policing and make sure that every Americans rights are met. The evolutions of policing practices that officers have learned have changed American history for the better. As new problems in society arise, police must change and adapt to protect and serve the public. Early American policing strategies were based off of a similar British model. Law enforcement was not well organized or structured until 1200 A.D., after that time offenders were being pursued by an organized posse. In those times offenders were caught be the organized posse and were usually tortured and faced public execution. Rarely were the criminals or the accused of this time given the right to fair trail, and were not considered innocent until proven guilty like the laws we have today state, it was the other way around, where citizens that were accused of crimes were guilty before any evidence or testimony were ever provided. One of the earliest forms of policing came about in English cities and towns and were called night watches.(Schmalleger, 2009). The primary purpose of a night watch was to watch out for fires and thievery. There was also a day watch which basically was the same job as night watch, but in the day. Eventually this form of policing led to a written law being proposed in 1285 called the Statute of Winchester. This law created a watch and ward system that gave early watches a systems and structure to form themselves around. This law gave early English towns the policing practices and guidelines needed to produce a stable society, free of criminal activities, allowing the towns the type of policing that they needed to thrive. The Statute of Winchester law consisted of four main points, things that were specific to the watch of that town, the mandating of age eligible men to serve, institutionalizing the use of the hue and cry, and for answering the call of duty. Prior structuring and laws such as the Statue of Winchester propelled law enforcement into its future when prime minister of England Sir Robert Peel formed the world’s first modern police force. Peel’s model of new police became the model for police all across the globe. He formed the police with more of a military outline; giving uniforms for better origination and structure. Early American leaders followed the day and night watch approach, later American leaders followed Sir Robert Peel method, which is what American policing still utilize today. New technological advances and social reform for policing were brought about in the twentieth century. The invention of automobiles, telephones, and radios were developments of the twentieth century, which have helped police officers with their communications, speed of investigations and coordination of efforts. Automobiles allowed police a quick responds and allowed them to serve greater areas. Radios and telephones allowed for the communication and coordination of efforts between police officers. Teddy Roosevelt contributed his part of advancement of the policing system by organizing the FBI and helping to promote the first call box system, which is closely associated with the 911 system used today. The political era (1840s-1930) was an era that policing organizations were more concerned with the interest of powerful politicians rather than the rights and laws of the people. The next eras of policing came from 1930s-1970s where police became increasingly concerned with solving of more traditional style of crimes. The time from the 1970s to the end of the twentieth century is considered to be the third period of policing and the most contemporary of policing practices, acting on policing of each community. Finally present day policing is or the modern era has given way to that of homeland security, which grew after the September 11, 2001 terrorist attack on the United States. All levels of law enforcement agencies, local; state; and federal have devoted more time and effort toward the protection of our nation and homeland security, in an effort to thwart any future attacks. Local, state, and federal law enforcement are tasked with the enforcement of the laws. Federal law enforcement agencies are government agencies whose primary function is the protection and enforcement of federal laws. State law enforcement agencies were created for specified set of needs. State law enforcement was built from one of two models. The first model combines major criminal investigations with the patrolling of state highways. The second model is the culmination of two functions which consist of traffic enforcement and other laws that need upheld. Today’s duties of the modern state policing are to assist local law enforcement in criminal investigations, operate identification bureaus, maintain criminal records repository, patrol states highways, and provide training for municipals and county officers. Today they have also stepped up to a role of homeland security, for identifying precursors to acts of terrorism. The third level of law enforcement is that of the local policing authorities, i.e. county sheriffs or town marshals. City and county agencies are both part of the local level, mayors or city council appoint the officers to their offices and their jurisdictions are limited only to the boundary of their communities. Sheriffs are responsible for law enforcement in unincorporated areas and for the operation of the county jail. Local police play their role in the new era of homeland security as well by ascertaining the changes in the community that are out of place or unusual. Local police help do this task by interacting with the public, and constantly patrolling neighborhoods and other parts of their community. The increases of population, crime, and the advancement of technologies have challenged our policing forces but it has also allowed it to make necessary changes and advancements in law enforcement evolve with the times, with each generation of Americans we continue to increase our knowledge, experience and technological advances. The structure and technologies of the policing may change over a given time but the ideal of protecting and serving the community will not. With increasing threats on the rise, the police force must be capable and flexible. Making sure they have the most innovative technologies to oppose impending threats and overcome the future challenges that may lie ahead. Reference Schmalleger, F. (2009). Criminal Justice Today: an Introductory Text for the 21st Century (10th ed.). New York, NY: Prentice-Hall. 2007. DEPARTMENT OF HOMELAND SECURITY: Progress Report on Implementation of Mission and Management Functions. GAO Reports i. MasterFILE Premier, EBSCOhost (accessed June 12, 2011). Dodsworth, F. M. (2008). The Idea of Police in Eighteenth-Century England: Discipline, Reformation, Superintendence, c. 1780-1800. Journal of the History of Ideas, 69(4), 583-604. Retrieved from EBSCOhost. Scott, J. E. (2010). Evolving Strategies: A Historical Examination of Changes in Principle, Authority and Function to Inform Policing in the Twenty-First Century. Police Journal, 83(2), 126-163. doi:10.1350/pojo.2010.83.2.490

Strategic Management of Downsizing

Strategic Management of Downsizing Introduction This has become a major strategic alternative by well known firms such as DuPont, ATT and IBM (Hopkins, S Hopkins W., 1999). It is not only told in the daily newspapers but as well as in the entertainment industry. The recent movie entitled â€Å"Up in the Air† starred by George Clooney wherein his job was to tell employees that their position is no longer available. Top management plays an important role in this course of action. The strategic decision to downsize implies some ethical issues: first, the managers obligation for the best interest of the company and secondly, making sure not to violate the rights of the employees. It is in fact, the most preferred option of companies to sustain operating costs and comply with the existing scope of the business. It is an important management venture and requires large assistance from the human resource management team. Downsizing is extremely difficult. No one looks forward to being laid off. The extremely difficult decisions of who must be laid off, how much notice they will be given, the amount of severance pay, and how far the company will go to help the laid-off employee find another job are given less than adequate attention. These are critical decisions that have as much to do with the future of the organization as they do with the future of the laid-off employees. How It All Started Downsizing is the conscious use of permanent personnel reductions in an attempt to improve efficiency and/or effectiveness (Budros 1999, p.70). Since the 1980s, downsizing has gained strategic legitimacy. Indeed, recent research on downsizing in the US (Baumol et al. 2003, see also the American Management Association annual surveys since 1990), UK (Sahdev et al. 1999; Chorely 2002; Mason 2002; Rogers 2002), and Japan (Mroczkowski and Hanaoka 1997; Ahmakjian and Robinson 2001) suggests that downsizing is being regarded by management as one of the preferred routes to turning around declining organizations, cutting cost and improving organizational performance (Mellahi and Wilkinson 2004) most often as a cost-cutting measure. Euphemisms are often used to â€Å"dsoften the blow† in the process of firing and being fired, (Wilkinson 2005, Redman and Wilkinson, 2006) including â€Å"downsize†, â€Å"excess†, â€Å"rightsize†, â€Å"delayering†, â€Å"smartsize†, â€Å"redeployment†, â€Å"workforce reduction†, â€Å"workforce optimization†, â€Å"simplification†, â€Å"force shaping†, â€Å"recussion†, and â€Å"reduction in force† (also called a â€Å"RIF†, especially in the government employment sector). â€Å"Mass layoff† implies laying off a large number of workers. â€Å"Attrition† implies that positions will be eliminated as workers quit or retire. â€Å"Early retirement† means workers may quit now yet still remain eligible for their retirement benefits later. While â€Å"redundancy† is a specific legal term in UK labor law, it may be perceived as obfuscation. Firings imply misco nduct or failure while lay-offs imply economic forces beyond ones control. During the past several weeks, major staff reductions taking place across the world. Tens of valued professional Jewish communal workers along with competent and loyal administrative and support staff have received pink slips in some cases they were given just two days notice to clear out their offices as their jobs were being retrenched. These costs saving measures are not unique to Jewish organizations and have been seen thorough-out the public, private and not-for-profit sectors the world over. However, these massive layoffs raise the issue of the ethics of downsizing and whether or not there is a Jewish approach to these practices, particularly when it concerns employees who work for the Jewish community. Why Downsizing is an Ethical Issue Anytime were faced with a decision that can affect the rights or well-being of others, were looking at an ethical issue. No matter how strong the justifications for reducing the workforce are or seem to be, laying off loyal and productive employees is an upsetting experience for all concerned, and those on the receiving end face not just financial but psychological injury. How so? For many of us, the workplace isnt just a place for work; its where we develop and maintain some of the most important relationships we have. During the week, we spend more time with co-workers than with our families, and for better or worse, work is how many of us define ourselves and give meaning to our lives. Getting laid off compromises all of these things, so managers should think of downsizing as a deep and painful trauma for those being let go, and not as a mere setback or reversal of fortune. Yes, downsizing has legal implications, and it is understandable that companies want to minimize their liability when they downsize. Yes, there are economic matters to consider, which makes downsizing a management issue, too. But at its core, downsizing is an ethical issue, and the good manager is concerned not just with protecting the companys financial and legal interests but also with honoring the dignity and integrity of the human beings who work on the front lines and who are the lifeblood of the organization. What Are Your Ethical Responsibilities Downsizing successfully is immensely difficult. The following ideas can help to focus thinking for anyone considering such a move. Treat all employees with respect. Communicate too much rather than withhold information. Research applicable laws and follow the spirit of the legislation. Then afterwards, give employees the psychological space to accept, and discuss, Downsizing refers to a companys decision to reduce its workforce not because of poor performance, criminal conduct, or unethical behavior on the part of those being let go. The word is a euphemism meant to soften the blow as much for the company as it is for the soon-to-be eliminated. There is nothing wrong with making a difficult task easier to bear. In fact, there are good ethical reasons for doing so, as well soon see. Still, there is no getting around the fact that downsizing is a type of layoff, with all that this implies. The ethical manager will keep in mind what is really going when he or she is charged with letting good people go. Do it the right way. Showing compassion for these employees is the right thing and ethical thing to do no matter what the ultimate decision of the outcome. Do it in person. This seems obvious thing to do, but surprisingly a number of reports said about employees who were downsized on the phone or by e-mail. Managers who use this method claim it makes the whole thing easier to deal with. Yes, but for whom? Certainly, not for the employee being let go. As uncomfortable as it is to end someones employment, the right thing to do is to have a private conversation with him or her in person. The ethical principle of respect for others (BusinessWeek.com, 1/31/07) requires nothing less. Do it privately. Respecting others means honoring their wishes and values, and it is reasonable to assume that most people would prefer to have troubling news delivered in private. This means in your office, with the door closed. Ive heard of managers who broke the bad news at the employees cubicle within earshot of everyone in the vicinity. Again, one would think that this would be a matter of common sense and common decency, but apparently neither is all that common. Give the person your full attention. Interrupting the conversation to take phone calls, check your BlackBerry, or engage in other distractions isnt just rude, it tells the other person that the matter at hand isnt all that important to you. Thats yet another violation of the principle of respect. The impulse to turn your attention to less troubling matters is understandable, but along with the privileges of being a manager come responsibilities, and downsizing with integrity is one of the most important obligations you have. Be honest, but not brutally so. Must you always tell the truth, the whole truth, and nothing but the truth? Yes, if youre giving sworn testimony in a court of law, but beyond the courtroom the duty to tell the truth is constrained by the duty to minimize harm. In practical terms, this means being forthright with the employee but also choosing with the care the words, tone of voice, and demeanor you use. Compassion (BusinessWeek.com, 2/22/07) literally, â€Å"suffering with† someone honors the dignity of your employee and speaks to the better part of your nature. We cant always make things better (BusinessWeek, 1/18/07), but we shouldnt make things worse. Dont rush. A shock takes time to absorb. Imagine that your physician says you have a serious illness. Wouldnt you expect him or her to allow the news sink in, rather than to summarily dismiss you and call for the next patient? Being let go isnt as serious as getting a diagnosis of cancer or heart disease, but it is still a major, life-changing event. You owe your employee the space to absorb the information, and you may have to explain more than once what is happening and why. You would demand nothing less if it were happening to you, and you would be right to do so. These guidelines assume that the organization has good reasons for downsizing but what if you dont see things this way? For example, suppose your company believes that it is necessary to shift its customer service jobs overseas (BusinessWeek.com, 9/27/07), and you believe that doing so is both unethical and bad for business. In this case, you not only have a right to object, you have an ethical obligation to object. Does this mean that you should be prepared to give up your job on moral grounds? Not necessarily. Depending on your personal circumstances, your duties to your family or to yourself might justifiably override the value of making a statement by quitting. Even if you are committed to keeping as many jobs in the U.S. as possible, this goal will take time to achieve, and it may be easier to do so from within the company than from the outside. Conclusion There are two main issues to keep in mind when planning a layoff: respecting employee dignity and business planning. No one, from the mailroom to the board-room, take pleasure in downsizing; but when the need for a reduction in staff is unavoidable, a layoff can be accomplished in such a way that the problem is fixed and the organization excels. The bottom line is important, but so are the values of respect, compassion, and simple human decency. The good manager takes all of these into account always. Derivative terms Downsizing has come to mean much more than job losses, as the word downsize may now be applied to almost everything. People describe downsizing their cars, houses and nearly anything else that can be measured or valued. This has also spawned the opposite term upsize, which means to grow, expand or purchase something larger. Ask the Ethics Guy! September 12, 2008, 11:57AM EST text size: TT References: Hopkins, S. Hopkins, W. (1999) Journal of Ethics : Perception of Rights and Responsibilities http://www.springerlink.com/content/m80p7mv83x110376/ Byron, W. (2009) Philadelphia Business Journal: The Ethics of Operating in downturns and downsizing http://philadelphia.bizjournals.com/philadelphia/stories/2009/01/12/smallb4.html From Alan Downs in Business: The Ultimate Resource Downsizing or doing layoffs is a toxic solution. Used sparingly and with planning downsizing can be an organizational lifesaver, but when layoffs are used repeatedly without a thoughtful strategy, downsizing can destroy an organizations effectiveness. How you treat people really matters to the people who leave and the people who remain. One outcome of downsizing must be to preserve the organizations intellectual capital. How downsized employees are treated directly affects the morale and retention of valued, high-performing employees who are not downsized. Downsizing should never be used as a communication to financial centers or investors of the new managements tough-minded, no-nonsense style of management the cost of downsizing far outweighs any benefits thus gained. So what happens? These decisions are handed to the legal department, whose primary objective is to reduce the risk of litigation, not to protect the morale and intellectual capital of the organization. Consequently downsizing is often executed with a brisk, compassionless efficiency that leaves laid-off employees angry and surviving employees feeling helpless and de-motivated. Ineffective methods of downsizing abound. Downsizing malpractices such as those that follow are common; they are also inefficient and very dangerous. Furthermore, attorneys advise against saying anything more than whats absolutely necessary to either the departing employees or the survivors. This caution is designed to protect the company from making any implied or explicit promises that arent then kept. By strictly scripting what is said about the layoffs, the company is protecting itself from verbal slips by managers who are themselves stressed at having to release valued employees. This approach may succeed from a legal perspective, but not necessarily from the larger and more important concern of organizational health. First, laying off employees by a flat percentage across different departments is irrational. How can it be that accounting can cope with the same proportion of fewer employees as human resources? Could it be that one department can be externalized and the other left intact? The decision of how many employees to layoff from each department should be based on an analysis of business needs, not an arbitrary statistic. The concept of laying off employees strictly on the basis of seniority is also irrational. The choice of employees for a layoff should be based on a redistribution of the work, not the date the individual employee was hired. Sometimes an employee of 18 months has a skill far more valuable than one with 18 years seniority. Always Respect Peoples Dignity The methods employed in many poorly executed layoffs treat employees like children. Information is withheld and doled out. Managers control over their employees is violated. Human resource representatives scurry around from one hush-hush meeting to another. How management treats laid-off employees is how it vicariously treats remaining employees everything you do in a layoff is done in the arena, with everyone observing. How laid-off employees are treated is how surviving employees assume they may be treated. Why does this matter? Because successfully planning for the new organization will keep it going and improve its results. You must keep that exceptional talent, who are also the employees most marketable to other organizations. When they see the company treating laid-off employees poorly, theyll start looking for a better place to work, fearing their heads will be next to roll. While its important not to allow the legal department to design a layoff, its nevertheless important that you respect the employment laws. In different countries such laws include entitlements tied to civil rights, age discrimination, disabilities, worked adjustment, and retraining. These laws are important and should be respected for what they intend as well as what they prescribe or proscribe. If you have planned your lay-off according to business needs, and not on head count or seniority, you should have no problem upholding the law. You will almost always find yourself in legal trouble when you base your layoff on factors other than business needs. The method of separation may have an effect on a former employees ability to collect whatever form of unemployment compensation might be available in their jurisdiction. Unemployment claim and receive compensation. unemployment benefits, as are those who are fired for gross misconduct. Also, lay-offs due to a firms moving production overseas may entitle one to increased re-training benefits. Certain countries (e.g. France), distinguish between leaving the company of ones free will, in which case the person isnt entitled to unemployment benefits and leaving the company voluntarily in the frame of a RIF, in which case the person is entitled to them. An RIF reduced the number of positions, rather than laying off specific people, and is usually accompanied by internal redeployment. A person might leave even if their job isnt reduced, unless the employer has strong objections. In this situation, its more beneficial for the state to facilitate the departure of the more professionally active people, since they are less likely to remain jobless. Often they find new jobs while still being paid by their old companies, costing nothing to the social security system in the end. There have also been increasing concerns about the organizational effectiveness of the post-downsized anorexic organization. The benefits, which organizations claim to be seeking from downsizing, centre on savings in labor costs, speedier decision making, better communication, reduced product development time, enhanced involvement of employees and greater responsiveness to customers (De Meuse et al. 1997, p.168). However, some writers draw attention to the obsessive pursuit of downsizing to the point of self-starvation marked by excessive cost cutting, organ failure and an extreme pathological fear of becoming inefficient. Hence trimming and tightening belts are the order of the day (Tyler and Wilkinson 2007) Here are your ethical responsibilities By Bruce Weinstein, PhD Most discussions about downsizing focus on the legal, economic, or psychological issues raised by this practice. These are essential concerns, but we rarely consider how or why downsizing is also an ethical issue. The next two columns are an attempt to redress that problem. Here, well consider your ethical responsibilities if you are the one charged with giving the bad news. In the second column, well look at what you ought and ought not to do if you are the one being downsized. (Weinstein, 2009) March 17, 2009 by Stephen G. Donshik http://ejewishphilanthropy.com/the-ethics-of-downsizing/ No one is oblivious to the massive firings that have been taking place over the last eight months. As the recession has been felt in countries throughout the world we have witnessed not only the collapse of financial markets but also the retraction taking place in multi-national corporations and among the largest manufacturers on all continents. More and more people are finding themselves unemployed, either the result of firms closing or staff reductions. In dealing with the ethics of downsizing our communal organizations we have an opportunity to demonstrate both our leadership and our commitment to Even though a number of Federations have already implemented cuts and made difficult decisions it is not too late to assist others who are yet to face the need to retrench staff members. This is an area that is clamoring for both clarity and direction. Lets hope we can rise to the occasion. After all, it is in our tradition that we are a light unto the nations. Stephen G. Donshik, D.S.W., Managing Leadership The strategic role of the senior executivehttp://managingleadership.com/blog/2006/10/25/corporate-ethics-and-downsizing/ Ethics cannot survive the retention in the management team of anyone who is responsible for the downsizing dilemma. They must resign, or, at a minimum, the CEO must resign. Furthermore, any member of the board of directors complicit in the development of the crisis forcing this decision must resign also. Indeed, in the absence of a board that creates and enforces such an environment of ethical acknowledgement and acceptance of responsibility for executive and managerial decisions, there is not only no corporate ethics in the conventional sense there is also a fundamental lack of executive fiduciary responsibility; a lack that will ineluctably continue to damage its shareholders, and as a result of that, also 1) the company; 2) its employees, customers, and vendors; and 3) its community. The unethical environment arises in the absence of a board that establishes and supervises this fiduciary responsibility. In such an unethical environment, the real specific ethical violations occur well before the dilemma such as the need to downsize that attracts all the attention. This is in seemingly better times, when the CEO, executive teams, and consultants inflate the role and capabilities of the companys senior management, leading to what can only be described as juvenile ill-discipline and playing to the crowd. This is when they make the ill-advised decisions evaluated more for the force of the impact they create about the pseudo-gravitas and paradigm-shifting vision of these great personages, than for their contribution to the advancement of corporate aims and the growth of shareholder value both of which should be delineated to management by the board. These are the decisions that create the inflated work force. In the current environment of non-accountability, where half of a board consists of company management, and the other half of managers of other companies familiar with the game, it is only the work force that is downsized, and, possibly junior levels of management who have not yet attained the corporate version of tenure in this collusion. In such circumstances, the only possible outcome is downsizing, and this is not unethical in and of itself, taken as a distinct business decision. Taken as a whole, however, as Ive attempted to portray it, it is an extension of an unethical situation and of a chain of unethical decisions. Crocodile tears will be shed by a management team professing to be compelled to oh-so-reluctantly make tough business decisions and effect practical remedies that cannot be avoided and which must be taken to discharge their executive duties and serve the company and its shareholders considerations which neither concerned nor motivated them sufficiently, if at all, when they created the circumstances leading to the crisis. This was written by Jim Stroup. Posted on Wednesday, October 25, 2006, at 10:02 am. Filed under Boards, CEOs, Ethics, Organizational Leadership. Bookmark the permalink. Follow comments here with the RSS feed. Post a comment or leave a trackback. 42k-6 sec @ 56kwww.buzzle.com/articles/reasons-for-downsizing.htmlwww.buzzle.com/articles/reasons-for-downsizing.html Reasons for Downsizing Corporate downsizing has been the biggest fallout of the troubled times, the world is witnessing. As we continue our efforts to fight the global downturn, downsizing has become a stark reality. Downsizing refers to a process where a company or a firm simply reduces its work force in order to cut the operating costs and improve efficiency. It has become a legitimate option for business growth strategies, especially after the 1980s. It is in fact, the most preferred option of companies to sustain operating costs and comply with the existing scope of the business. It is an important management venture and requires large assistance from the human resource management team. There are a number of reasons why a company downsizes its employee base. Merging of two or more firms: When a certain firm combines its operations with another firm and operates as a single entity, in order to stay in profit or expand the market reach, it is called a merger. In case of a merger, certain positions become redundant. The same work is done by two different staff members. Usually in such a case, the company cuts staff to eliminate redundancy in work. It is characterized by some employees leaving an organization voluntarily, or by lay-offs, especially in case of higher management positions. Acquisition: If one organization purchases another one, there is a definite change in the management and the acquired company staff has to face unemployment. The reason for this is the same as the earlier case, viz to cut costs and and increase the revenues. Change in management: The change in the top brass of a company can also result in downsizing. The working methods and procedures vary with the management. Therefore, a significant change in the management roles may drastically affect the employee size to suit a particular style of working. Economic crisis: This is the single biggest cause of downsizing. Often, it consists of huge lay-offs by a number of organizations across various domains. The recent economic recession facing the world, has triggered a number of lay-offs in many reputed and popular firms in the world. According to a survey conducted by the US Bureau of the Census, organizations consisting of higher percentage of managerial staff downsize more than the ones with higher percentage of production process employees. Strategy changes: Some companies may reduce certain areas of operation and focus on other areas. For example, if a company is working on a project in which there are no assured returns, it may downsize its employees working on that particular project. It focuses its resources on specific projects, which could be profitable ventures. Excessive workforce: In a period of high growth, a company hires excess staff, to meet the needs of a growing business. However, in times of recession the business opportunities dwindle, leading to downsizing of the surplus staff that was hired. Increase in efficient work flow and computerized services: If an organization work process is extremely fast and easily meets the requirements of the market, it may downsize some of its workforce. Similarly, if manual work can be done by a machine, in a much better and cost-efficient way, it also results in the reduction in the number of employees. Outsourcing practice: Organizations catering to international markets require a huge and efficient employee base. If this labor can be obtained by ‘exporting the job to other countries, a huge downsizing takes place in the parent country. For instance, if a certain job can be done more effectively in India and is more viable economically there, than in the United States, the business is operated from that country. These practices result in downsizing, which is a rampant practice prevalent these days. Efficient management of the existing skill set and constantly acquiring new skills and education is a sure way to beat the effects of downsizing. By Prashant Magar In todays business world downsizing, outsourcing, and combining of jobs to eliminate headcount is more prevalent than ever. As the economy swings down, companies find themselves needing to cut costs and increase their return on net assets (RONA). All too often, the easiest way to reduce costs and increase RONA is through reducing staff. The elimination of jobs, or finding more cost effective ways to perform their functions through job integration and outsourcing, reduces the salary expense as well as reduces benefits costs, human resources or payroll costs, and frees up those funds for additional investment activity if needed. Many companies, however, do not look at the potential long term ramifications before making these decisions. Among them are the potential for substandard customer service, costs associated to unemployment claims or placement strategies, potential for higher turnover of remaining employees, or loss of customer confidence. While cost reduction through job elimination or restructuring poses no legal implications or policy violations, it certainly presents many ethical problems. How the company proceeds could greatly affect the consumer view of their business practices. They also have the potential to place some employees in a position of being ethically challenged should they inform some parties of the possible downsizing but insist the information be kept from others. That will leave those employees who are aware with the ethical dilemma of telling what they know to those who will be affected or of keeping the company secret. The feeling though, that others know more and will not share the information, leads to extreme paranoia and dissatisfaction among lower level employees. If the best decision for the business financially is to centralize functions, the Kantian model of ethical thought would support full disclosure to the affected employees. This would provide them the dignity and respect they deser ve. Helping them with counseling for the self esteem issues presented in their job elimination and placement services seems to me the soundest ethical solution. Allowing them to prepare themselves financially for a potential loss of income would show respect for them as people as well as for the time they have spent as loyal, hard working employees. Potential attrition after the announcement might prove to be a challenge but will provide the same end result, less staff. To keep this information completely from the affected employees would fall under Ethical Egoism theories. It would serve only the officers of the company from having to deal with their own lack of ethics in this circumstance. The employees become a means to an end rather than the end itself. This school of thought tends to violate the morals taught through religious and parental guidance to most individuals. It directly violates all the major principles of the other moral theories. Consequently, following this path would likely lead to moral repercussions for those choosing to venture down this road. Living with the decision you have made and must stand by could be as emotionally traumatic in the end as the damage caused to the employees sacrificed for the company benefit. All too often the Utilitarianism approach is followed by not disclosing the full details but sharing information only as changes are closer to being implemented. This eliminates the likelihood of employee loss due to fear of the impending changes. A high turnover could cause those remaining employees to become overworked with no relief available. It would be vital though that the company effectively communicate what changes are coming with an accurate timeline of when they would occur in order to still be fair to the affected employees. The company should not hide the coming changes from the employees affected in any solution with a dissolution that trust will remain in tact for other employees unaffected by the changes. Character ethics would support at least this minimal amount of disclosure. The only fair thing to do is treat the employees as those making these decisions would want to be treated if they were in the same position, essentially following the Golden Rule. References: Baston, Ted Blake, J. Neff. (2007). Business ethics, Sunday ethics-Monday world. Triangle Publishing: Marion, Indiana The New York Times reports that the unlucky employees of fob Inc. received a bloodless e-mail informing them of their demise. Some employees of New York Times Digital learned of their fate in The New York Times itself. Dotcoms from Boston to Silicon Alley to San Francisco have behaved thoughtlessly and, yes, unethically as they frantically scrambled to salvage their companies. The idea of â€Å"downsizing† needs no introduction. Although borrowed from the automotive vocabulary, â€Å"downsizing† is a feared and familiar term throughout the employment ranks. It targets people. In all cases of downsizing anticipated, actual, or past the corporation have ethical obligations to its people. Not least among these obligations is telling the truth. Here are some principles for employers to consider whenever downsizing is a possibility or has, in fact, happened: keep employees informed; help employees to keep themselves employable; honor all pro