Modern Times free essay sample

How is Chaplin’s film and allegory Charlie Chaplin’s film â€Å"Modern Times† is an allegory satirizing the society of the 1930’s. In his film he uses many examples of symbolism, using one object or event to express a hidden meaning. The movie uses these hidden meanings to show that during this time industry was taking over humanity. The opening of the movie is a shot of a large clock expanding the entire screen. The symbolism is obvious. The people of the world are controlled by mechanically measured time, the tyranny of the clock. Another use of symbolism is used as crowd of people flood out of a subway station. This idea is accentuated by the shot of sheep running and out of all of these animals there is one black sheep. This is alluding to the fact that one character will go against the grain. When one watches the scene of â€Å"the Tramp† working endlessly in a machine run factory the message is clear. We will write a custom essay sample on Modern Times or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page People in this age have become part of the machinery. This is also shown when the automated food tray is tested on Chaplin’s character. The tray locks Charlie in and feeds him as he works. In the end it malfunctions to a humorous note but the point is that businesses are dehumanizing their workers. During the 1930’s the depression was hitting hard. Chaplin portrays just how bad it was in his jail scene. After stopping some escaping inmates at the jail he is imprisoned at the guards of the jail make him comfortable. In a newspaper one can see the headlines of â€Å"unemployment† striking the country. When Charlie is about to be released he asks if he could stay in jail rather than go out into the world. Chaplin’s movie is full of satire and symbolism expressing how the world is being run inside and out by machines. The last scene of the movie is Chaplin and his female companion are seen walking off into the distance in search of their own niche in the extremely industrialized society that they live in.

Defining Wal-Mart

Defining Wal-Mart Wal-Mart is able to deliver their customers a quality product at low prices. Wal-Mart does this by being efficient. This efficiency shows how they are able to acquire goods from all over the world, and get them to stores, which in turn, are also all over the world. Only through a flawless logistical system is this ability able to send products to any location at a moments notice. Wal-Mart's effective logistical system lies in the flexibility it has when choosing suppliers. Wal-Mart will only pay the most competitive prices when negotiating with suppliers, and those suppliers know that. It would be simple for Wal-Mart to find a different supplier of a particular item with a lower price. This gives Wal-Mart a great amount of leeway when handling suppliers. Should a particular supplier know Wal-Mart has found a lower price, it will lower its own price accordingly. They know that Wal-Mart's logistical system can handle transition seamlessly and therefore they gain nothing by refusing to reduce their prices.English: Supermercado de Wal-Mart in Spring Branch...Another factor which allows Wal-Mart such low prices is that they buy in such large quantities that transportation from one end of the supply chain to another is not as costly for additional units. Wal-Mart buys in such quantities that they have the luxury of using bigger trucks which use less fuel to move their goods back and forth. Also, if they must resort to using shipping services to transport their items from one place to another, Wal-Mart will give them so much business they earn huge discounts. Wal-Mart is able to offer items much cheaper than competitors because their logistical system is so effective, and the reason it is so stems from its flexibility (Simchi-Levi, 2008). All of these elements together give a great deal of added value to the...

The Evolution of the First Mammals

The Evolution of the First Mammals Ask the average person on the street, and he or she might guess that the first mammals didnt appear on the scene until after the dinosaurs went extinct 65 million years ago, and, moreover, that the last dinosaurs evolved into the first mammals. The truth, though, is very different. In fact, the first mammals evolved from a population of vertebrates called  therapsids (mammal-like reptiles) at the end of the Triassic period and coexisted with dinosaurs throughout the Mesozoic Era. But part of this folktale has a grain of truth. It was only after the dinosaurs went kaput that mammals were able to evolve beyond their tiny, quivering, mouselike forms into the widely specialized species that populate the world today. These popular misconceptions about the mammals of the Mesozoic Era are easy to explain. Scientifically speaking, dinosaurs tended to be very, very big and early mammals tended to be very, very small. With a couple of exceptions, the first mammals were tiny, inoffensive creatures, rarely more than a few inches long and a few ounces in weight, about on a par with modern shrews. Thanks to their low profiles, these hard-to-see critters could feed on insects and small reptiles (which bigger ​raptors and tyrannosaurs tended to ignore), and they could also scurry up trees or dig into burrows to avoid getting stomped on by larger ornithopods and sauropods. The Evolution of the First Mammals Before discussing how the first mammals evolved, its helpful to define what distinguishes mammals from other animals, especially reptiles. Female mammals possess milk-producing mammary glands with which they suckle their young. All mammals have hair or fur during at least some stage of their life cycles, and all are endowed with warm-blooded (endothermic) metabolisms. Regarding the fossil record, paleontologists can distinguish ancestral mammals from ancestral reptiles by the shape of their skull and neck bones, as well as the presence, in mammals, of two small bones in the inner ear (in reptiles, these bones constitute part of the jaw). As mentioned above, the first mammals evolved toward the end of the Triassic period from a population of therapsids, the mammal-like reptiles that arose in the early Permian period and produced such uncannily mammal-like beasts as Thrinaxodon and Cynognathus. By the time they went extinct in the mid-Jurassic period, some therapsids had evolved proto-mammalian traits (fur, cold noses, warm-blooded metabolisms, and possibly even live birth) that were further elaborated upon by their descendants of the later Mesozoic Era. As you can imagine, paleontologists have a hard time distinguishing between the last, highly evolved therapsids and the first, newly evolved mammals. Late Triassic vertebrates like Eozostrodon, Megazostrodon  and Sinoconodon appear to have been intermediate missing links between therapsids and mammals, and even in the early Jurassic period, Oligokyphus  possessed reptilian ear and jaw bones at the same time as it showed every other sign (rat-like teeth, the habit of suckling its young) of being a mammal. If this seems confusing, bear in mind that the modern-day platypus is classified as a mammal, even though it lays reptilian, soft-shelled eggs rather than giving birth to live young! The Lifestyles of the First Mammals The most distinctive thing about the mammals of the Mesozoic Era is how small they were. Although some of their therapsid ancestors attained respectable sizes. For example, the late Permian Biarmosuchus was about the size of a large dog. Very few early mammals were larger than mice, for a simple reason: dinosaurs had already become the dominant terrestrial animals on earth. The only ecological niches open to the first mammals entailed a) feeding on plants, insects and small lizards, b) hunting at night (when predatory dinosaurs were less active), and c) living high up in trees or underground, in burrows. Eomaia,  from the early Cretaceous period, and Cimolestes,  from the late Cretaceous period, were fairly typical in this regard. This isnt to say that all early mammals pursued identical lifestyles. For example, the North American Fruitafossor  possessed a pointed snout and mole-like claws, which it used to dig for insects. And, the late Jurassic Castorocauda  was built for a semi-marine lifestyle, with its long, beaver-like tail and hydrodynamic arms and legs. Perhaps the most spectacular deviation from the basic Mesozoic mammalian body plan was Repenomamus, a three-foot-long, 25-pound carnivore that is the only mammal known to have fed on dinosaurs (a fossilized specimen of Repenomamus has been found with the remains of a Psittacosaurus in its stomach). Recently, paleontologists discovered conclusive fossil evidence for the first important split in the mammal family tree, the one between placental and marsupial mammals. Technically, the first, marsupial-like mammals of the late Triassic period are known as metatherians. From these evolved the eutherians, which later branched off into placental mammals. The type specimen of Juramaia, the Jurassic mother, dates to about 160 million years ago, and demonstrates that the metatherian/eutherian split occurred at least 35 million years before scientists had previously estimated. The Age of Giant Mammals Ironically, the same characteristics that helped mammals maintain a low profile during the Mesozoic Era also allowed them to survive the K/T Extinction Event that doomed the dinosaurs. As we now know, that giant meteor impact 65 million years ago produced a kind of nuclear winter, destroying most of the vegetation that sustained the herbivorous dinosaurs, which themselves sustained the carnivorous dinosaurs that preyed on them. Because of their tiny size, early mammals could survive on much less food, and their fur coats (and warm-blooded metabolisms) helped keep them warm in an age of plunging global temperatures. With the dinosaurs out of the way, the Cenozoic Era was an object lesson in convergent evolution: mammals were free to radiate into open ecological niches, in many cases taking on the general shape of their dinosaur predecessors. Giraffes, as you may have noticed, are eerily similar in body plan to ancient sauropods like Brachiosaurus, and other mammalian megafauna pursued similar evolutionary paths. Most important, from our perspective, early primates like Purgatorius were free to multiply, populating the branch of the evolutionary tree that led eventually to modern humans.

The Changes in Business Strategies for the Royal Furniture Term Paper - 1

The Changes in Business Strategies for the Royal Furniture - Term Paper Example In order to cope with these challenges, Royal Furniture has to bring a positive change in the company’s overall structure through the integration of change management, organizational behavior, and corporate strategies. This is important to sustain long-term modifications because critics argue that change management comes along with unavoidable risks and failures (Burnes, 2009). Hence Royal Furniture would have to critically evaluate its past and present performance prior to making future strategies. The Royal Furniture is operating in the international furniture industry for more than four decades. However, the company is currently facing immense challenges in terms of business policies, structure, and people. For instance, competition is drastically increasing because competitors are implementing new management and marketing strategies. Moreover, the business environment all over the world is now dominated by customized products and services. This has persuaded many organizations to change their traditional business structure and policies. Globalization has greatly facilitated business expansion while unveiling new markets and business opportunities, but it has also boosted the competition in the international consumer market subsequently leading to the change in business environment (Gottschalk, 2007). The consumer mindset is transforming as per the latest trends prevailing in the society which has been facilitated by intense communication networks. Social networking and internet marketing has proved fairly beneficial to the progress and development of different organizations.  

The Resource Conservation and Recovery Act (RCRA) Essay

The Resource Conservation and Recovery Act (RCRA) - Essay Example It is, however, not far from criticisms. The major problem with the RCRA is that the implementation of RCRA rules and regulations requires huge amount of paper work which sometimes become quite frustrating for the corporate managers Introduction The Resource Conservation and Recovery Act was enacted in 1976. This act was introduced as an amendment to the then existing Solid Waste Disposal Act. Household as well as hazardous solid wastes are regulated by RCRA. Since its initiation, this act has been amended by a number of times. The years which experienced amendments to this act are 1978, 1980, 1984, 1988 and 1996. Most of this amendments caused significant coverage areas of the act. Most of the programs under RCRA have been designed to offer risk-free handling of hazardous as well as non-hazardous wastes. This paper seeks to offer a detailed discussion on the history, coverage, current status and shortcomings of the Resource Conservation and Recovery act. At the end, it will make an attempt to provide some solutions to the problems associated with RCRA. (Dennison, 1993). History of RCRA Earlier, state and local governments use to assume the responsibilities of regulating solid wastes generated by households and industries. Particularly, .before 1965, there was no such regulatory authority for that could handle the issues relating to solid wastes. During this time, most of the solid wastes were deposited through the method of open dumping. This kind of open dumping had not at all been environment friendly. In 1965, the Solid Waste Disposal act was enacted to deal with waste disposal methods. It started to look for environment friendly options of waste disposals. In order to reduce negative impacts of open dumping of wastes, it provided financial aids to local and state governments to appropriate waste disposal methods. In 1970, the Solid Waste disposal Act was amended to become the Resource Recovery Act and then in 1976, it was further amended to form the Resour ce Conservation and Recovery Act. (Dennison, 1993). The goal behind the enactment of RCRA was to eliminate all the remaining loopholes in environmental regulations with respect to disposal of hazardous and non-hazardous wastes on land. Through the enactment of this act along with the subsequent amendments, federal government tried to address a set of requirements. First of all, through this act the government placed its focus on the importance of systematic management of households and industrial wastes. Second, the government made an attempt to recognize the requirement of special arrangements in dealing with wastes of hazardous nature. Finally, the act took into account a number of provisions for encouraging conservation of resources as well as their reuse or recycling. (Teets et al, 2003) Coverage of RCRA RCRA comprises of four different types of programs in order to implement the goals that as set up at the time of its initiation and subsequent amendments. The first program has been designed for encouraging states to build and promote plans for managing household non hazardous wastes. The second program has been directed towards setting up of a ‘cradle to grave’ mechanism in order to monitor and control the deposition of hazardous non-household wastes. The third program has been introduced to regulate storage in underground tanks with the help of a program known as the Underground storage Tank program. The fourth

Developing Business Through Human Resources

Developing Business Through Human Resources I. Since time immemorial, human resources have played a vital role in managing people and magnifying their full potential. There are key insights to surpass in any inevitable business growth, decline or any dynamic changes in a management. Business Growth First, managers should have a clear comprehension of where the organization is headed. In order for HR to anticipate fundamental stages of improvement, transition and deal with necessary shifts, they need to be genuinely familiar with the strategy, values and vision. Secondly, values and goals should be the bedrock of the business. HR has a vital position to help preserving the vision of the leader and ingraining it in all aspects of managing employees. They have to make it a point that the processes in HR are coincides the way the business would like people to work on it every day. Third, HR can make the process simple. As the business grows, there is an inevitable need to embrace a more analytical approach and orient more processes. However, it is essential to find the harmony between fluidity and structure so that the spirit of cleverness and entrepreneurial are not undermined. Fourth, HR needs to strike the balance between preservation and evolution. We tend to get sentimental on what has always been however, management should let go of it and move on from business culture processes that no longer support its priorities. Lastly, HR management needs to lay foundations for the future. HR people are often caught up in an intense cycle of recruitment and barely have the time to glance to ponder at what styles they should be putting in place to arrange the future. Managers have to make sure that they are not fastened up in a short term results and miss the important opportunities to support longer term goals. Business Decline Through the years, reducing the workforce has been the standard come back to overcome in financial difficulty. Research has shown that layoffs are particularly devastating to employees and human aftermath of cutbacks costs an arm and a leg. While reduction in workforce are unavoidable, there are fascinating reasons why downsizing-related layoffs must nevertheless perceived as a managerial tool of absolute last resort. There are several Human Resource management practices that supports a declining business. HR needs to impose an immediate freeze in hiring on management and support staff. There are other important approaches could be use that is best for the situation such as imposing mandatory vacation, workweek reduction, overtime cut pay, salary reduction, temporary facility closure, and soliciting ideas of cost-reduction from employees. It is a vital task for a firm to determine which strategy fits to solve the problem of business decline. In order to effectively choose a downsizin g strategy, HR needs to properly connect a company’s style of cost cutting with the cost reduction time frame. There are factors to consider that affects the selection of cost cutting strategy such as time, resources, budget, corporate culture, demographics, and labour market. Business Change As managers, there are roles one must consider to surpass change. HR needs to act as advocates by informing people the need for change and being positive about it. They also need to be supporters, by providing assistance and removing barriers. They could also act as motivator, by encouraging the change and providing reinforcement. One must be knowledgeable of the process in change by identifying the issue and solution, developing plan and solution, and introducing the solution and reinforcing the change. Business Competition The degree of competition in an organization affects the ability of the cgompany to recruit qualified employees. Applicants tend to seek large industries easily than with small businesses since they don’t have the same branding power or reputation. Given that scenario, HR department will need to focus on recruitment materials development, including the company in a job fair to attract people. Moreover, programs and benefits should be developed to retain key employees. Employee Development HR management’s essential responsibility is to assist staff with their professional and career development. HR can achieve this by opening new doors of opportunity to enhance the knowledge, skills, abilities, tools, resources, and opportunities to be successful in their job and career. It can be achieved by providing on the job training and coaching, providing them feedback and performance goals, asking about and supporting their goals. It is true that the success of development would depend on the person however, the manager plays an important role in motivating, supporting, removing obstacles, and providing resources for their development. II. Internal Personnel Requirements Human resources officers promote, recommend on, and implement plan associated to the usage of employees within an organisation effectively. Their desire is to assure that the organisation hires the suitable people in terms of skills and experience, and that training and development opportunities are accessible to personnel to boost their achievement and attain the goals in the organization. HR officers are responsible in a range of activities needed by the organisation such as working ethics, recruitment, salary, terms of employment, external negotiation, and equality and diversity. Internal and External Factors in Matching Personnel to: Organisational Requirements Competition HR needs to look into developing materials in recruitment and attending job fairs for company promotion and attraction by the applicants. At the same time, incentives and programs should be developed to retain key employees. Compensation HR must continually evaluate the compensation structure and they must see to it that the internal salary style is fair. A good example would be, workers with good experience and with specialized qualification should get more salary than fresh graduates. Legalisation Legislation greatly affects all activities in HR. It dictates how long an organization should retain personnel records. Human Resource professionals must stay abreast of legislation and train managers on their responsibilities. Employee Relations Policies and procedures made internally has a great influence in HR activites. HR must ensure that people in the company receive appropriate training and development to be ready for promotion in the future. HR should also see to it the eligible employees for retirement and ensure well trained potential staff to avoid a sudden departure of business knowledge. References: http://iveybusinessjournal.com/topics/strategy/hr-strategies-that-can-take-the-sting-out-of-downsizing-related-layoffs#.VG6R5YuUeAV http://www.hrinz.org.nz/archive/conference04/presentations/Suzie_Sauer.pdf http://hrweb.berkeley.edu/toolkits/managers-supervisors/helping-employees-develop http://www.prospects.ac.uk/human_resources_officer_job_description.htm http://smallbusiness.chron.com/external-internal-environmental-factors-influencing-hr-activities-34745.html http://www.90days.co.nz/Boxall%20Purcell%20HR%20Strategy%20in%20Service%20sector.pdf http://www.focusintl.com/RBM152-066_Esra_Nemli1.pdf http://www.cipd.co.uk/hr-resources/factsheets/strategic-human-resource-management.aspx http://businesscasestudies.co.uk/tarmac/developing-a-human-resource-strategy/human-resource-management.html#axzz3K8C83mTf http://ugmconsulting.com/UGMResourceHumanCapitalStrategyCaseStudy.pdf Group Report Core Position of an Organization Human Resource Manager A great team of working professionals in an organization cannot be possible without the human resources. It has created a number of difference in enhancing the productivity of the employee. The main contribution of HR management to organizations are hiring and training the workforce, takes care of the performance management system, helps in building culture and values, manages conflict, and most importantly developing good relations. We chose the human resource manager as the core position within the organisation because it is the HR manager that leads, controls and directs the people. They are the most qualified and skilled people into the organisation to make a difference in enhancing the productivity of the employee and the organization. Core Values In Kindly Residential Care Homes, our HR management have the following core values to render effective and efficient services to employees, residents and other stakeholders. Leading Change It involves the capacity to bring about strategic change within and outside the Organization, to meet organizational goals. Essential to this qualification is the competence to create a vision in an organization and to implement it in a continuously dynamic environment. Creativity and Innovation External Awareness Flexibility Resilience Strategic Thinking Vision 2. Leading People This core qualification involves the ability to lead people toward meeting the organizations vision, mission, and goals. Inherent to this core qualification is the ability to provide an inclusive workplace that fosters the development of others, facilitates cooperation and teamwork, and supports constructive resolution of conflicts. Conflict Management Leveraging Diversity Developing Others Team Building Results Driven Accountability Customer Service Decisiveness Entrepreneurship Problem Solving Technical Credibility 3. Business Acumen This core qualification involves the ability to manage human, financial, and information resources strategically. Financial Management Human Capital Management Technology Management 4. Building Coalitions This core qualification involves the ability to build coalitions internally and with other Federal agencies, State and local governments, non-profit and private sector organizations, foreign governments, or international organizations to achieve common goals. Partnering Political Savvy Influencing/Negotiating

Nursing Care Plan Essay

Client name: Mrs. Chan Age/ sex: 48/F Medical diagnosis: Fluid overload, decreased TK output and decreased Hb Assessment date: 25-11-2012 Diagnostic statement (PES): Excess fluid volume related to compromised regulatory mechanism secondary to end-stage renal failure as evidence by peripheral edema and patient’s weight gained from 69.8kg to 73.6kg within 4 days. Assessment Nursing Diagnosis Goals & Expected Outcomes Nursing Interventions Rationales Methods of Evaluation Subjective data: 1. The client claimed her weight started to gain quickly 2 weeks before admission. 2. The client reported of taut and shiny skin appeared on the limbs and face. 3. The client complained on decreasing urinary output 2 weeks before admission. 4. The client complained of increasing SOB and orthopnoea Objective data: 1. Pressing thumb for 5s into the limbs’ skin and removed quickly resulted in pitting and graded at +1. 2. The client’s weight gained from 69.8kg to 73.6kg from 25/11/2012 to 29/11/2012. 3. Reduced CAPD output was noted. 4. Shifting dullness on abdomen was noted. Dysfunctional health pattern: Nutrition and Metabolism Problem: Excess fluid volume Etiology:  related to compromised regulatory mechanism secondary to end-stage renal failure Defining characteristics/ Signs & symptoms : 1. Client’s weight gained from 69.8kg to 73.6kg within 4 days. 2. Peripheral edema graded at +1. Goals: The client will exhibit decreased edema on peripheral. Expected outcomes: 1. The client can regain fluid balance as evidenced by weight loss accessed by3/12/2012 2. The client will be able to verbalize the restricted amount of necessary dietary like sodium and fluid as prescribed by 3/12/2012. 3. The client will be able to demonstrate 1 method to access edema by 3/12/2012 4. The client will demonstrate 2 method to help reduce edema by 3/12/2012 1. Ongoing assessments a) Record 24hrs intake and output balance. b) Weigh at 0600 and 1800 daily 2. Therapeutic interventions a) Introduce the needs for low sodium diet and the lower the fluid intake less than 800ml b) Apply stockings while lying down and check extremities  frequently for adequate circulation. c) Advise the client to elevate her feet when sitting 3. Education for client and caregivers a) Plan ROM exercise for all extremities every 4h b) Teach pressing thumb for 5s into the skin and grading if appear in pitting. c) Educate the sign and syndromes of edema. d) Teach to avoid canned and frozen food and cook without salt and use spices to add flavour. 1a) Weight client daily can monitor trends to evaluate interventions.( Lewis& Sharon Mantik., 2011) b) Monitor IO chat can determine effect of treatment on kidney function( Lewis& Sharon Mantik., 2011) 2a) High-sodium intake leads to increase water retention(Carpenito, L. J., 2010) b) Compression stockings increase venous return and reduce venous pooling. (Carpenito, L. J., 2010) c) This prevent fluid accumulation in the lower extremities. (Gulamick & Myers, 2007) 3a) Contracting skeletal muscles increase lymph flow and reduce edema. (Carpenito, L. J., 2010) b&c) Client and caregiver can help monitor and control fluid overload ( Lewis& Sharon Mantik., 2011) d) Restrict the sodium intake can decrease the feeling of thirst to drink water. ( Gulamick & Myers, 2007) 1. Keep checking on the change of client’s weight. 2. Assess the client’s edema condition every day by pressing. 3. Ask the client to demonstrate the method for accessing and reducing edema. 4. Ask the client to record the menu eaten for checking the eating habits. 5. Ask the client to verbalize syndromes of edema.