Health Informantion Exchange Essay Example | Topics and Well Written Essays - 250 words

Wellbeing Informantion Exchange - Essay Example change data with respect to human services administrations, patients’ case narratives, patients’ backing rights, state and government laws in regards to social insurance, and information uprightness. This needs a â€Å"standardized interoperable model that shows restraint driven, trusted, longitudinal, adaptable, maintainable, and reliable† (American Health Information Management Association, para.2), and that tails HIM standards. The point behind the execution of HIE is to improve the nature of conveyance of medicinal services data and administrations, by guaranteeing the wellbeing of patients’ information and exactness of data being shared. Social insurance costs are additionally diminished (Utah Health Information Network, para.2), since the framework is snappy and mistake inclined. Terry (para.2) makes reference to a report directed by Doctors Helping Doctors Transform Healthcare and the American College of Physicians, which expresses that countless cl inicians accept that HIE will goodly affect human services conveyance, care coordination, care associations, clinical homes, outsider detailing, impetus programs, practice proficiency, and decrease of social insurance costs. Nonetheless, the greatest test in clinical settings is the absence of HIE foundation and absence of interoperability among EHRs and other electronic data trade frameworks. Terry, Ken. â€Å"Most Doctors Want Health Information Exchange Now.† Healthcare Information Week. UBM Tech, 2012. Web. 19 Dec 2012.

Job Design at Pepperdine University Essay

This contextual investigation essentially centers around the elements of explicit jobs for Pepperdine University workers. The part of employment investigation or occupation surveys is a general investigation of explicit obligations accountabilities and obligations of explicit employments. This is a serious long procedure that requires the get-together of foundation data and the formation of an occupation particulars and depictions. This contextual investigation features the jobs of a few representatives at the Graziadio School of Business and Management at the Pepperdine University. Occupation structure There is no distinct activity plan that can be obviously distinguished at the Graziadio School of Business and Management in this manner the vast majority of the perceptions must be derived from obervation of worker obligations and responsibilities(Cummings and Worley, 2009). Employment configuration should decide the way wherein explicit occupations should be done and how this at last influences the people laborer just as the general work place. This incorporates perspectives, for example, worker authority, procedures of dynamic, measure of respnsibility among other models. It was seen for the situation study that there were three employments that would be sorted in a similar activity configuration gathering and these were the program manager, the clerical specialist and the workforce executive. The jobs of representatives in these positions have particular sets of responsibilities however from their obligations obviously they are related. Another issue that is managed for this situation study is that of worker rewards. From the model in the test, the college plainly valued the ingenuity and unwaveringness of the Program Administrator and for this he was to be remunerated through the advancement of his present position. The activity enhancement was halfway because of the individual character of the Program Administrator since he had the option to show determination and tolerance for a long time. Assesment of anâ employee’s persoanality is consequently key when an association is thinking about planning a conventional activity configuration model. Ability examination On account of the Program Administrator, it was obvious that the particular duries were fluctuated in nature going from understudy enrollment and management to warning jobs. Different angles in this investigation incorporate the assesment of assignment character, task essentialness just as employment independence (Cummings and Worley, 2009). Arranging and execution The arranging of this examination was very exhaustive and generally incorporating. There was a lot of assesment and furthermore utilization of indicative models which were related with people and gatherings. All the models that were utilized were painstakingly organized and analytic in nature. They incorporated the issues to do with plan segments, sources of info, and yield of both individual and gathering work details. The explanation was doing amass analytic was regarded fundamental is on the grounds that the authoritative make-up is considered as an essential info that should be appropriately inspected. This draws out the elements of gathering elements. In any case, to draw out the individual part of the investigation, the arrangement incorporated an individual activity level assesment to offer infomation with respect to issues like individual undertaking noteworthiness, task self-sufficiency, personality and all the input that can be accomplished from this aggregate information. By and large the arranging of the case can be considered very exhaustive. Reference Cummings, T, Worley Christopher. (2009). Authoritative Development and Change. South-Western CENGAGE learning, ninth Edition

Fanboying at the Career Fair

Fanboying at the Career Fair Picture for me, if you will, all your favorite celebrities. These are people youre in awe of, people you follow on Twitter, people you hold as your role models. They are rock stars and movie stars and talk show hosts and the fabulous glamorous divas of popular culture. Got it? Now imagine that they all convened at one place to throw a huge concert, and afterwards theres a gigantic meet-and-greet. They come armed with free samples of their new music, t-shirts, posters, bracelets, branded water bottles. And they dont just want to meet youtheyre looking for people to go and work for them. People are dressing to the nines and lining up around the block to get in for the chance to talk, face-to-face, with these celebrities, trying to impress them, make friends with them, prove that theyre their number one fans. Get a picture of the pushing crowds and the buzz of excitement. Get a picture of the banners and posters advertising each celebrity, saying, Come to us! Come meet us! Were super cool! Get a picture of all the toys and candy and stickers everyone is giving away. Thats what the MIT Career Fair is like. All the rock stars of the science and engineering world came out to the Johnson Athletic Center looking for new friends to make. DropBox, Facebook, Google, Apple, SpaceX (more on SpaceX later)they were all there. And the line really did stretch all the way down to Mass Ave and around the corner. It took a long, hot hour just to get inside. Now, being a freshman, going to the career fair was kind of like being the twelve-year-old at your big brothers birthday party. Youre kind of cute and everyone smiles at you and gives you cookies, but in the end, most of the people are there for the cool kids: the upperclassmen and grad students with UROPs and past internships and industry experience and higher-level coursework under their belts. That didnt stop me and a good fraction of the freshman class from going to check it out anyway, because, hey, why not? Theres no reason to pass up a chance to chat up celebrities. I had a lengthy discussion with Aurora Flight Sciences about their work with CubeSats (Google CubeSats because CubeSats are really cool  and there is a special place in my heart for CubeSats because I did a research project involving CubeSats during high school).  And the fair was also an opportunity to learn about new and up-and-coming celebrities; for example, today I met Planet Labs, a start-up in San Francisco designing and launching nanosatellites (incidentally, also CubeSats!) for planetary imaging. They even had a super-nifty model (I think it was a model and not the real thing) to share: Which brings me to SpaceX. Ive been using this celebrities metaphor for the career fair but I think SpaceX actually qualifies for celebrity-hood. Theyre the first private organization to send a capsule to the International Space Station, and probably will be the first to take humans up. You know how when NASA multistage rockets launch, the depleted stages detach and just fall into the ocean or burn up in the atmosphere? SpaceX is working on reusable rockets that will fly back to the launch pad and land vertically (as they say, the current state of rocketry is comparable to throwing the airplane away every time you make a flight). SpaceX is quite seriously working on getting a colony on Mars, and soon. They are making history, and, oh, on the side, theyre YouTube stars. This video of one of their Grasshopper tests has upward of 3 million views: Do you see this? You know when you tried balancing broomsticks on end on your hand as a little kid? SpaceX just did that with a broomstick the size of a small skycraper, filled with sloshing fuel, and using rocket engines instead of hands. Now imagine that you had to take a broomstick falling out of the sky and catch it on your hand, balancing it perfectly, and slowly lower it to the ground. Impossible, right? SpaceX is working on making it happen for their reusable rockets.If you havent noticed, Im a gigantic SpaceX fanboy. And you should be too. So, to wrap it up, a summary of the career fair. At the cost of a half-day of time and forgetting to eat lunch, I got:1. A TON of free stuff. Im talking stickers, t-shirts, water bottles, posters, backpackseverything. I picked up a penlight from the SpaceX table and found out later that it wasnt just your typical, run-of-the-mill flashlightit was, in fact, much, much cooler because it projected this: 2. A lot of great advice about what to do with my freshman year. I asked every recruiter what I could do as a freshman to build the kinds of skills and experiences theyre looking for. Get UROPs, they said. Get hands-on experience. Join Design/Build/Fly or the Rocket Team. Heck, join both! Learn Matlab and SolidWorks. Get your hands dirty! Suffice it to say, Ive got a lot of things to get on top of (this will probably be the subject of a future blog post).3. Perspective. Getting out and talking to people really opened my eyes to all the possibilities and opportunites free for the taking, as long as I work towards building the skills and experience to be ready to work in the Real World. The career fair was a great reminder that one day (gasp) I am going to graduate and I will have to get a job and become a productive member of society, and I think its something I should keep firmly in mind as I go through my four years (+grad school, possibly) at MIT. But hey, Im just a freshmanwhat do I know? See you later, Allan

The golden compass and paradise lost - Free Essay Example

Sample details Pages: 6 Words: 1930 Downloads: 10 Date added: 2019/07/26 Category Literature Essay Level High school Topics: Paradise Lost Essay Did you like this example? The Golden Compass is the first book in a trilogy series called His Dark Materials, written by Philip Pullman. The author was influenced by the title, His Dark Materials from another famous piece of work. That title is written in John Miltons 17th century poem, Paradise Lost. Don’t waste time! Our writers will create an original "The golden compass and paradise lost" essay for you Create order In Pullmans book, he tries to raise many of the same issues in Miltons poem, such as free will versus destiny and the nature of good and evil in a different perspective. The characters in The Golden Compass reflect certain characters and concepts in Paradise Lost. The character Lyra is a reflection Eve, Ms. Coulter is the female version of Satan, Lord Asriel resembles Adam, and the particle dust reflects the forbidden fruit. In both stories, the characters display betrayal, love, or hate in their relationships. There are also the concepts of the loss of innocence, gaining the knowledge of evil, temptation, and fate. I will analyze both books separately and then together. Paradise Lost is a fiction poem about the first fallout in heaven, the creation of mankind, using free will wisely, and original sin. In this novel we are introduced to the main characters, The Father (God), The Son, Adam, Eve, and Satan. The events take place in the Garden of Eden, also called Paradise. The Father does not live in Paradise but he watches what occurs there from heaven. Satan is the first person to be condemned by God, he is banished from heaven into hell where he proclaims an eternal war against God and begins corrupting the world. Adam was the first human created by God. Eve is Adams wife, who was literally created from one of the ribs in Adams body. One day Adam and Eve get into a dispute which cause them to separate. Adam disagrees with that idea because Satan could attack them separately but not together. Eve believes Adam is distrusting God by thinking that she cannot defeat Satan alone. When Eve wanders off she meets Satan, who was disguised as a talking serpen t. The serpent told her about the food of God which turned out to be the forbidden fruit. He easily used a few compliments and a convincing speech to trick her into indulging. Eve was tempted, compelled, and it was also lunch time. Eve decided to eat the apple and after sharing this news with Adam, he decides to eat the apple too. One of the main underlying conflicts in Paradise Lost is the concept of free will. Free will is what inevitably leads to the fall of man. Adam and Eve are left alone in the Garden of Eden with only one rule, which is not to eat from the forbidden tree of knowledge. The twist to this tree is that knowledge is the awareness of everything, including good and evil. They only knew the good of mankind before they indulged. Before they ate the apple the Son of God spoke, They trespass, authors to themselves in all. Both what they judge and what they choose, for so I formed them free and they must remain. Till they enthrall themselves. (3.122) This proves that although Eve was tempted by Satan and Adam was tempted by Eve, they both had the ability to be stand against sin but they failed. Adam and Eve were unique as the first humans because they werent destined to do anything. They created their own endings when they used their free will to commit sin. As a result of their sin, they were for ced to leave Paradise and enter the real world full of danger and atrocities. In Pullmans book, similar issues arise in the matter of free will and good versus evil. The Golden Compass is about a young girl named Lyra who takes it upon herself to save the world from evil. She is accompanied by Pantalaimon nicknamed Pan, who is her external soul in the form of an animal. These animals are called daemons and every human in this world has one. Lyras daemon, Pan, can shapeshift according to Lyras mood or attitude. When Lyra hits puberty her daemon will settle into one animal form for the rest of her life. Lyra is looked after by her Uncle, Lord Asriel, and his scholar friends at Oxford University. Lord Asriel is a researcher and he was interested in a mysterious particle that builds the attachment between humans and their daemons called dust. When Lord Asriel goes to the North on an exploration to eliminate dust we meet Ms. Colbert, who is about to become the new guardian of Lyra. Ms. Colbert is a stunning woman of high authority with a stern personality and a bit of a dark side. During this time, the world is in a state of crime as children are bein g abducted by a group called the globbers. Lyras two friends Billy and Roger get kidnapped which leads her into a wild adventure to save them. This trip turns out to be more of a learning experience for Lyra. Pullman created Lyra with the same intentions as Adam and Eve, to not be destined for anything but to control the course of her life with free will. Lyra definitely had good intentions but in the end she changes her own life and the affects the lives of those around her. In Pullmans and Miltons book the main characters are two strong females that are needed to execute both storylines. Lyra and Eve share innocence, confidence, and a life changing experience when they leave their home. Lyra is innocent because she is not aware of her own truth and the truth of the world around her. Lyra gets a rude awakening when she finds out that Lord Asriel and Ms. Coulter are actually her mother and father. Increasingly, after her own research she learns that her mother is in charge of kidnapping children and discovers her true intention for them. Lyra is confident that she can save the children which includes her best friend Roger which she does but she gets some help along the way. After Lyra saves Roger, she unknowingly ends up getting him killed when he is used for her fathers experiment to severe him from his daemon. Lyra comes to understand evil, she is disappointed in the truth about her parents and realize she has to save dust since the evil people want to get rid of it. In the same way, Eve is innocent because she literally lives in Paradise, no other reality exist to her. Before she falls, she is confidence that she would be strong enough to stand against Satan on her own. She is put to the test when she is tempted by Satan to eat the forbidden fruit and unfortunately she fails. As a result of sin, Eve becomes aware of evil in the world and her character get corrupted. First, she believes she is more superior than she was because she has new knowledge from the fruit, then she convinced Adam to eat the first knowing t hat he might die, and later on she is in a dark mental space when she suggested commiting suicide. Both characters are robbed of their innocence, get into trouble because of their confidence, and become changed after their experience with the world. Two of the most important men in each novel were blinded perfection. Lord Asriel is the reflection of Adam, with the exception that he is the evil one. Adam knowingly agreed to eat the apple with Eve knowing that it would lead to his own destruction because he loved Eve so much. After Adam realized what he had done, he admitted to himself What seemd in thee so perfect that I thought, No evil durst attempt thee. But I rue (pg. 229). At this point, Adam realized he let his love for Eve get so carried away, he could not see her flaws. Similarly, Lord Asriel is primarily focused on his experiment to remove dust and rid the world of evil. Children could grow into pure adults and remain innocent if dust is not inflicted on them. However, he ends up killing a child during a procedure to remove the dust by severing the child from his daemon. He gets so caught up in trying to save the world that he doesnt realize it is the very thing making him immoral. Although Lord Asriel has some attribute s of Satan as he is clearly evil, both characters have two different objectives. Satan is trying to corrupt the world while Lord Asriel is trying to make the world perfect. Adam and Lord Asriel are more alike because they both went wrong by believing that someone or something could be perfect. I believe Ms. Coulter is the female version of Satan. Pullman created this character to address the appearance of evil. While Satan was trying to convince Eve to eat the apple, he used very seductive language by flattering her and making her blush. Mrs. Coulter is introduced to readers as a very attractive woman with a sense of style, which is why Lyra is immediately impressed by her. Ms. Coulter is also in charge of the organization that runs the General Oblation Board (short acronym for gobblers). The purpose of the gobblers were to abduct children so they could be severed from their daemons in order to stop dust from entering their body. Ms. Coulter has a child of her own, as we later find out that she is Lyras mother. Ms. Coulter knows that this is wrong because she stops Lyra from having the procedure done. We can assume that she has no morals to oversee the victimization of these innocent children. Satan is similar because he was an angel in heaven with traits of jealousy and g reed. After being kicked out of heaven, he chooses Adam and Eve to be his victims because it is apart of his greater plan to corrupt the world and spite God. The most important concept of both books is the external force that lies beyond the characters control. Both authors delved into the realm of evil, however Milton made it a matter of choice while Pullman displayed it as a matter of nature. The particle dust is the reflection of the apple from the forbidden tree. In Paradise Lost, the apple represented sin but it also gave Adam and Eve the knowledge of good and evil. They only knew the good of the world before eating the fruit. The concept of dust in The Golden Compass represents the same thing, an awareness of evil. Dust is a mysterious particle that is being studied by Lord Asriel. He figures out that Dust is what allows childrens daemons to settle into the animal thatll represent their general character for the rest of their life. This final change occurs at the time of puberty, which is when children start to become mature and knowledgeable about the world. Lord Asriel explains dust to Lyra by saying, Somewhere out there is the origin of all the Dust, all the death, the sin, the misery, the destructiveness in the world. Human beings cant see anything without wanting to destroy it, Lyra. Thats original sin. And Im going to destroy it. Death is going to die. (page 377) The only difference between the two symbols was the shift of responsibility. It was a choice to eat the apple, whereas the dust was automatically inflicted on the coming-of-age c hild. Philip Pullman uniquely converted Paradise Lost into a new book. He was able to express each of Miltons ideologies _____ . ADD CONCLUSION.

Ostrich Egg Shells

The broken pieces of ostrich egg shells (often abbreviated OES in the literature) are commonly found on Middle and Upper Paleolithic sites throughout the world: at the time ostriches were much more widespread than they are today, and indeed were one of several megafaunal species which experienced mass extinctions at the end of the Pleistocene. Ostrich egg shells offered protein, a palette for artwork, and a way to carry water to our ancestors over the past 100,000 years, and as such, they are well worth considering a raw material of interest. The Qualities of an Unbroken Egg The ovate eggshell of an ostrich averages 15 centimeters long (6 inches) and 13 cm (5 in) wide; with its contents intact an egg weighs up to 1.4 kg (3 pounds), with an average volume of 1 liter (~1 quart). The shell itself weighs about 260 grams (9 ounces). Ostrich eggs contain about 1 kg (2.2 lbs) of egg protein, equivalent to 24-28 chicken eggs. An ostrich hen lays between 1-2 eggs each week during the breeding season (April to September), and in the wild, hens produce eggs for some 30 years during their lives. Ostrich eggshell is composed of 96% crystalline calcite and 4% organic material, mostly proteins. The thickness (averaging 2 millimeters or .07 in) is made up of three different layers that vary in structure and thickness. The hardness of the shell is 3 on the Mohs scale. Since its organic, OES can be radiocarbon dated (typically using AMS techniques): the only problem is that some cultures used fossil eggshell, so you have to have additional data to back up your dates, always a good idea anyway. Ostrich Egg Shell Flasks Historically, ostrich egg shells are known to have been used by African hunter-gatherers as a light-weight and strong flask or canteen to store and transport various fluids, usually water. To make the flask, hunter-gatherers puncture a hole in the top of the egg, either by drilling, punching, grinding, cutting or hammering, or a combination of techniques. Thats been difficult to identify in archaeological sites, which typically include only a few eggshell sherds. Intentional perforations could be considered a proxy for the use of eggshell as a container, and based on the perforation, an argument has been made for flask use in southern Africa at least 60,000 years ago. Thats tricky: after all, you have to open an egg to eat whats inside anyway. However, decoration on eggshells has recently been identified which supports the use of flasks in Howiesons Poort contexts in South Africa at least as long ago as 85,000 years (Texier et al. 2010, 2013). Refits of the decorated OES fragments indicate that the patterns were placed on the shell before the shell was broken, and, according to these papers, decorated fragments are only found in context with evidence for purposefully cut openings. Flask Decorations The decorated fragments research is from the Middle and Later Stone Age Diepkloof Rockshelter in South Africa, from which has been recovered over 400 pieces of engraved ostrich eggshell (out of a total of 19,000 eggshell fragments). These fragments were deposited throughout the Howiesons Poort phase, especially between Intermediate and Late HP periods, 52,000-85,000 years ago. Texier and colleagues suggest that these markings were intended to indicate ownership or perhaps a marker of what was contained in the flask. The decorations identified by the scholars are patterns of abstract parallel lines, dots, and hash marks. Texier et al. identified at least five motifs, two of which spanned the entire length of the HP period, with the earliest decorated eggshell fragments from 90,000-100,000 years ago. OES Beads The bead-making process was recently documented archaeologically at the Geelbek Dunes site in South Africa, dated between 550-380 BC (see Kandel and Conard). The bead-making process at Geelbek began when an OES breaks, purposefully or accidentally. Large fragments were processed into preforms or blanks or made directly into discs or pendants. Processing the blanks into beads involves the initial drilling of angular blanks followed by rounding, or vice versa (although Texier et al. 2013 argue that the rounding process almost always follows the perforation). Mediterranean Bronze Age During the Bronze Age in the Mediterranean, ostriches became quite the rage, with several occurrences of elaborately decorated eggshells or eggshell effigies. This came at the same time as state-level societies in the fertile crescent and elsewhere began keeping lush gardens, and some of them included imported animals including ostriches. See Brysbaert for an interesting discussion. Some Ostrich Egg Shell Sites Africa Diepkloof rockshelter (South Africa), decorated OES, possible flasks, Howiesons Poort, 85–52,000 BPMumba rockshelter (Tanzania), OES beads, engraved OES, Middle Stone Age, 49,000 BP,Border Cave (South Africa), OES beads, Howiesons Poort, 42,000 bpJarigole Pillars (Kenya), OES beads, 4868-4825 cal BPGeelbek Dune Field (South Africa), shell bead processing area, Later Stone Age Asia Ikhe-Barkhel-Tologi (Mongolia), OES, 41,700 RCYBP (Kurochkin et al)Angarkhai (Transbaikal), OES, 41,700 RCYBPShuidonggou (China), OES beads, Paleolithic, 30,000 BPBaga Gazaryn Chuluu (Mongolia), OES, 14,300 BPChikhen Agui (Mongolia), OES, terminal Paleolithic, 13,061 cal BP Bronze Age Mediterranean Nagada (Egypt), OES, predynasticHierankopolis (Egypt), engraved OES, 3500 BCUr royal tombs, 2550-2400 BC, gold ostrich egg effigy, and painted OESPalaikastro (Crete), OES, Early Minoan Bronze Age IIB-III, 2550-2300 BCKnossos (Crete), OES, Middle Minoan IB, and IIIA, 1900-1700 BCTiryns (Greece), OES, Late Horizon IIB Sources Aseyev IV. 2008. Horseman image on an ostrich eggshell fragment. Archaeology, Ethnology, and Anthropology of Eurasia 34(2):96-99. doi: 10.1016/j.aeae.2008.07.009Brysbaert A. 2013. The Chicken or the Egg? Interregional Contacts Viewed Through a Technological Lens at Late Bronze Age Tiryns, Greece. Oxford Journal of Archaeology 32(3):233-256. doi: 10.1111/ojoa.12013dErrico F, Backwell L, Villa P, Degano I, Lucejko JJ, Bamford MK, Higham TFG, Colombini MP, and Beaumont PB. 2012. Early evidence of San material culture represented by organic artifacts from Border Cave, South Africa. Proceedings of the National Academy of Sciences 109(33):13214-13219. doi: 10.1073/pnas.1204213109Henshilwood C. 2012. Late Pleistocene Techno-traditions in Southern Africa: A Review of the Still Bay and Howiesons Poort, c. 75–59Â  ka. Journal of World Prehistory 25(3-4):205-237. doi: 10.1007/s10963-012-9060-3Kandel AW, and Conard NJ. 2005. Production sequences of ostrich eggshell beads and settlement d ynamics in the Geelbek Dunes of the Western Cape, South Africa. Journal of Archaeological Science 32(12):1711-1721. doi: 10.1016/j.jas.2005.05.010Orton J. 2008. Later Stone Age ostrich eggshell bead manufacture in the Northern Cape, South Africa. Journal of Archaeological Science 35(7):1765-1775. doi: 10.1016/j.jas.2007.11.014Texier P-J, Porraz G, Parkington J, Rigaud J-P, Poggenpoel C, Miller C, Tribolo C, Cartwright C, Coudenneau A, Klein R et al. . 2010. A Howiesons Poort tradition of engraving ostrich eggshell containers dated to 60,000 years ago at Diepkloof Rock Shelter, South Africa. Proceedings of the National Academy of Sciences 107(14):6180-6185. doi: 10.1073/pnas.0913047107Texier P-J, Porraz G, Parkington J, Rigaud J-P, Poggenpoel C, and Tribolo C. 2013. The context, form and significance of the MSA engraved ostrich eggshell collection from Diepkloof Rock Shelter, Western Cape, South Africa. Journal of Archaeological Science 40(9):3412-3431. doi: 10.1016/j.jas.2013.02.021

State of Racism and Gender Discrimination Free Essays

?State of Racism and Gender Discrimination What is discrimination? Discrimination is the prejudicial treatment of a different person or groups of people based on certain characteristics. In the United States there are seven protected characteristics or classes that are defined by Title VII of the Civil Rights Act of 1964, the Age Discrimination Employment Act, and the American Disabilities Act that can not be discriminated against: race, color, religion, national origin, sex, age, and disability. This paper focuses on two of the protected classes: race and gender discrimination. We will write a custom essay sample on State of Racism and Gender Discrimination or any similar topic only for you Order Now What is racism? Racism (also known as discrimination against a race or races) is a belief that all members of one racial group have superior characteristics or abilities specific to that group; it allows the ranking of races based on superiority and implies the importance of one race over the others (â€Å"Racism† 2008). Supremacy ideology is core to racism. In the 20th century, the face of racism was largely black and white; however, in recent times there have been examples of racism against Native Americans, Asian Americans, African Americans, Latin Americans, and some other immigrant groups (â€Å"Racism in the United States† 2008). Today, racism has become multi-colored and multicultural. Racism and racial discrimination are very powerful forces which unfortunately harm the whole economy. Racism can take place in many areas such as the job market, housing market, educational system, and health care services. Even today, racial discrimination against minorities (especially African Americans) can be found in the housing market (i. e. making renting apartments, taking out mortgages, and buying houses extremely difficult or even impossible in some areas). This is not to say, that there has not been significant attempts and progress made, in order to eliminate racial discrimination. Racial discrimination and segregation used to be legal across the southern states of the United States (â€Å"Martin Luther King and the fight against racism in the US† 2008). Many people have tried to stop racial discrimination throughout the history of the United States. One extremely influential and pivotal leader that many people are familiar with is Martin Luther King. While this paper is not a historic telling of Martin Luther King, his ideals are as influential today as they were then. He did not want people to be judged by the color of their skin but by the capability of their character. He tried to revive the Civil Rights movement in the mid 1950s. However, he was tragically assassinated on the balcony of his hotel in Memphis, Tennessee (â€Å"Martin Luther King and the fight against racism in the US† 2008). After his passing and after many fundamental changes in the constitution, African American communities are no longer limited in their rights from society (â€Å"Martin Luther King Jr. † 2008). Today, the eyes of ethics and the highest laws of the land bids society to stop racial discrimination in all its forms, along with other types of discriminations defined under title VII, ADA, and ADEA. Gender or Sex Discrimination is the belief that one gender is more valuable than the other, and can also create doubts in the abilities of a certain sex and exacerbate stereotypes (â€Å"Sexism† 2008). In most countries around the world, gender discrimination is illegal in most circumstances (Manohar 2008). In the United States, Title VII protects against gender and sexual discrimination. There are two types of gender discrimination: disparate treatment and disparate impact (â€Å"Gender or Sex Discrimination† 2008). Disparate treatment is treating people differently because of his or her sex (â€Å"Gender or Sex Discrimination† 2008). The other is disparate impact, when the company policy does not include certain individuals or does not include everyone equally (â€Å"Gender or Sex Discrimination† 2008). The fire department is a good example of disparate impact. The qualifications of the fire department are extreme (i. e. he ability to carry and lift a lot of weight), which makes it hard for women to qualify for a job as a firefighter (â€Å"Gender or Sex Discrimination† 2008). These requirements are important to becoming a fire fighter and many argue that they are more than necessary. However, this does not mean that the fire department does not want to work with women. It is just the policy to set the standards high. Another interesting example: A male employee was fired by his employer because he refused to work at night (â€Å"Small Business Encyclopedia† 2002). This company had a policy saying that women did not have to work at night because the company was located in a high crime area. The male employees had to work the night shifts for the company, while the women employees did not. The male employee in question filed a suit under Title VII against his employer claiming sexual discrimination. The company claimed that several female employees would quit if they were forced to work at night. The company also claimed the policy was a bona fide occupational qualification (BFOQ). This case is interesting because BFOQ can be used as a defense to allow certain discrimination. BFOQ is an exception provided by Title VII for jobs that require a specific religion, sex, national origin, or age as a reasonable necessity for normal operations of a business. Although BFOQ applies to the fire department qualifications, the courts deemed that the company who asked only its male workers to take the night-shift was could not use BFOQ as a valid defense (â€Å"Small Business Encyclopedia† 2002). In the workplace, sexual discrimination usually involves sex becoming a factor in deciding on who gets a job, promotion, or other benefits. Many researches have shown that women are treated unfairly compared to men in hiring, promotions, and benefits (â€Å"Small Business Encyclopedia† 2002). For instance, a young man, who dropped out from high school and does not have a degree, gets a job in a high position over a young woman who has her master’s degree. While the young woman is better qualified for the position than the young man, the man gets the job. This paradigm illustrates gender discrimination. The reverse has also held true. There have been cases where men have been discriminated against, as discussed above. There is also a particular form of sexual discrimination called sexual harassment. Sexual harassment includes inappropriate words or actions of a sexual nature to the opposite sex (â€Å"Small Business Encyclopedia† 2002). Courts expect managers to understand that sexual discrimination may exist in the workplace and companies to take proactive measures to ensure that the environment is free from sexual discrimination. The first law of any federal importance in the United States regarding discrimination was The Civil Rights Act of 1871, also known as the Ku Klux Klan Act of 1871; it was mainly established to protect Southern African Americans from the abuse being delivered to them from the Ku Klux Klan. Although the Act had been interpreted by the courts many times, it had very little effect. For one, the Act was loosely defined and provided loopholes for state officials, who did not get litigated under the statue. However, this hole was patched up in 1961, when the Supreme Court of the United States decided Monroe v. Pape. The decision included several provisions to close the inadequacies found in the Civil Act of 1871. The Act is now one of the most powerful statues, in which the State and Federal courts may protect those whose rights are being violated. In particular, Section 1983 of the Civil Rights Act enforces the prohibition of public sector employment discrimination based on race, color, national origin, sex, and religion, but it rarely applies to the private sector. Eventually, the first Federal law to promote equal opportunity and prohibit employment discrimination in the United States was passed. The law is called the Executive Order 8802, also known as the Fair Employment Act. It was signed by President Franklin D. Roosevelt in 1941. The law promotes and ensures that all Federal agencies and departments involved with the defense industry were administered without discrimination to race, color, or nationality on the vocational and training programs being offered to its employees and contractors. The Civil Rights Act of 1964 prohibited racial segregation in schools, public places, and employment regardless of race, color, religion, sex, or nationality. Originally conceived to help protect African Americans, it also explicitly included sections to protect women in the bill; as a result the Equal Employment Opportunity Commission was founded as well. At the time of its creation, this law was seen as one of the most important legislations that abolished all forms and respects of discrimination. During its time at the House Judiciary Committee, the bill was expanded and strengthened to include bans against racial discrimination in employment, segregation in all public facilities, and protection of the rights of black voters. The bill was later passed out to the House Rules Committee, at which the committee’s chairman Howard W. Smith expressed his intention in canning the bill. But after pressures from civil rights groups and movements, Chairman Smith finally let the bill pass through and it was brought to a vote. It passed in the House on February 10, 1964 and was sent to the Senate. During the bill’s stay at the Senate, a group of southern state Senators launched a two month filibuster trying to prevent its passage through the Senate. In compromise, a revised weaker bill than the House version was brought to the tables for Senate vote on June 10, 1964 and was passed. Originally conceived to help protect African Americans, the Civil Rights Act of 1964 also explicitly included sections to protect Women’s Rights in the bill. Added by Howard W. Smith of the House Rules Committee Chairman, it was first seen as a guise to prevent the bill from passing (since at that time it was normally conceived that some groups of men within the House and Senate would oppose Women’s Rights). The Bill was later successfully passed and marked the first time legislation was put into effect to protect women. The Civil Rights Act was later followed by the Civil Rights Act of 1968, commonly known as the Fair Housing Act of 1968; which expanded the prohibition of discrimination to include the housing sector. It specifically prohibited discrimination on the sale, rental, and financing of housing based on race, religion, nationality and later gender, and the protection of families with children and of the handicapped. The next important anti-discrimination law to pass was the Pregnancy Discrimination Act of 1978. With more than 70% of women with children in the U. S. work force, the law was setup to protect women against discrimination due to their pregnancy (or intentions of becoming pregnant). Employers with prejudices against working mothers (due to the fear of lost productivity, extra costs, expenditures and accommodations associated with pregnant women) who might have been likely to discriminate against them were deterred. The Act also enables the distribution of a monetary pay-out as a result of discrimination against pregnant women. In 2006 alone, The U. S. Equal Employment Opportunity Commission handled 4,901 claims with monetary amount awarded totaling about $10. 4 million (EEOC 2006). The Civil Rights Act was amended again for the last time in 1991, in an effort to address various limits imposed by past United States Supreme Court’s decisions on the rights of employees who had filed law suits against their employers. It was basically setup to bring forth the emotional distress damages caused by employment discrimination while setting a limit on the amount the jury could award (â€Å"List of Anti-Discrimination Acts† 2008). Before the 1991 Act was put into effect, a plaintiff could only sue their employer for discrimination and recover lost wages or salary, lost benefits, attorney fees, court fees, other legal fees, and other costs associated with reinstatement. To prevent from unreasonable court settlements, the punitive damages awarded was capped at $300,000 for most cases (excluding ethnic and/or racial discrimination) (â€Å"List of Anti-Discrimination Acts† 2008). The Equal Employment Opportunity Commission still handles thousands of discrimination cases every year. There is statistical evidence that suggests racial discrimination in the workplace is still commonplace. In 2000, the EEOC (Equal Employment Opportunity Commission) reported a study in North Carolina that states accusations of racial harassment on the job nearly quadrupled between 1996 and 2000. Mindy Weinstein, attorney at the EEOC office in Charlotte, North Carolina, says, â€Å"There’s a new generation of workers today who were not raised in the civil rights movement, who may not have been aware of the laws that came about because of that time†¦ We think it’s largely a reflection of what’s going on in society as a whole† (â€Å"Racial Discrimination† 2008). Since Barack Obama’s win the 2008 presidential election, people would like to believe that racism has seen its last day; unfortunately this is not the case. According to the research of Brown University, during 1970 to 1994, when America liberalized their uncompetitive banking markets, it reduced the wage gap between blacks and whites. Economists call the wage difference between black workers and white workers the â€Å"racial wage gap† (most of which comes from bias). Gary Becker, a Nobel-prize winning economist, argued that prejudice of employees was economically inefficient. Brown University found that deregulation of the American banking industry increased competition and lowered interest rates on loans. People found it easier to start their own business. They found that in an initially high degree of racial bias, the black-white wage gap declined the most. This evidence shows competition itself can not eliminate racial discrimination. Competition can only reduce the bias from employers. Changing attitudes takes a lot of time and effort; even though Obama’s election victory denotes a change in history, there is still a long way to go (â€Å"Race and Red Tape† 2008). Wage gaps can be seen in between genders as well. Though a wage gap between white men and white women may be expected, it is surprising to see this is not the only wage gap that exits between the sexes. In other racial groups, such as African Americans, Latinos, and Asian/Pacific Islanders, men earn more money than women within their own respective race (U. S. Census Bureau 2000). According to a study, women working 41 to 44 hours per week earn 84. 6% of what men earn working similar hours; women working more than 60 hours per week earn only 78. % of what men earn working the same hours (Bureau of Labor Statistics 2002). More over, women tend to work longer before they receive promotions and get a higher pay. Most people think a higher education may increase women’s salary, but the evidence suggests otherwise. The data does not show a narrow gender gap in wages at higher levels of education. On the contrary, at the very highest levels of education, the gap is at its largest (Hilary M. Lips 2008). Racial discrimination is an important issue in the business world and is a genuine problem that still exists—and in some cases it’s getting worse. According to a study published in 1998 by the nonprofit group Catalyst called â€Å"Women of Color in Corporate Management: A Statistical Picture,† it was shown that minority women, while now accounting for almost a quarter of all women in the workplace, occupied only 15 percent of the management positions held by women. The study verifies that a combination of racial discrimination and the glass ceiling was a differentiating factor in those numbers (Racial Discrimination 2008). Glass ceiling is a symbolic phrase referring to an invisible cap preventing qualified women and minorities from progressing into key higher level management positions, or in some cases any management positions. These individuals describe the cap as a â€Å"glass ceiling† because they can see the opportunity that should be theirs through the glass, but due to the ceiling, they can not go any higher. In 1995 the Federal Glass Ceiling Commission described the American labor force as being segregated by gender and race, where â€Å"white men fill most top management positions in corporations† (Glass Ceilings: The Status of Women as Officials and Managers in the Private Sector 2004). The report affirms that the percent of women officials and managers in the private sector used to be 29% in 1990 and had increased to 36. 4% in 2002. Although this is an improvement, women embody 48 percent of all employees, but only 36. 4% of them are in key power positions. In the National Employment Summary released in 2005 by the EEOC, the average salary reported was $40,325. This report indicates that the median income of men is above average ($44,090) and the median income of women is below average ($36,417) (â€Å"National Employment Summary† 2005). The median salary for White and Asian employees was above average as well ($41,525 and $50,762 respectively); whereas Black, Hispanic, and Native American employees had median salaries below the average income (â€Å"National Employment Summary† 2005). When graphed, these findings show that White male population has an income graph that is skewed towards the right, whereas most minorities and women have a normal income distribution. The data here supports the idea that more White men are employed in higher paying jobs. The Federal Glass Ceilings Commission argues that: â€Å"The successful elimination of glass ceilings requires not just an effective enforcement strategy but the involvement of employers, employees and others in identifying and reducing ttitudinal and other forms of organizational barriers encountered by minorities and women in advancing to higher level management positions in different workplace settings. † (Glass Ceilings: The Status of Women as Officials and Managers in the Private Sector 2004) Racism and gender discrimination hurt not only the people discriminated against, but also the economy as a whole. It prevents good, qualified individuals from progressing and attributing to the market. As a result, l ess qualified or poorly qualified people get placed in key positions. This prevents business’ from reaching their potential, and thus prevents the nation from reaching its. These issues are not restricted to the United States. Racism can be found in all countries across the globe, and its effects can be devastating. Africa suffers from constant political unrest where attempts at genocide are commonplace. Will racism and gender discrimination ever come to an end? It is a difficult question to answer, especially since it is human nature to differentiate between â€Å"us† and â€Å"them† (â€Å"So stereotypes persist because we want them to† 2000). The hope and desire for America is that the definition of â€Å"us† truly changes to encompass all Americans (â€Å"from all walks of life†). Works Cited EEOC (U. S. Equal Employment Opportunity Commission). 2006. Retrieved November 29, 2008, from: http://www. eeoc. gov/index. html Feinberg, Mark PhD. â€Å"So Stereotypes Exist Because We Want Them to†. American Psychological Association Public Interest Directorate. Retrieved November 29, 2008, from: http://www. apa. org/pi/oema/racism/contents. html â€Å"Gender or Sex Discrimination†. 008. Retrieved November 29, from: http://www. discriminationattorney. com/lawyer-attorney-1287322. html â€Å"Glass Ceilings: The Status of Women as Officials and Managers in the Private Sector†. 2004. U. S. Equal Employment Opportunity Commission. Retrieved November 29, 2008, from: http://www. eeoc. gov/stats/reports/glassceiling/index. pdf Lips, Hilary M. â€Å"The Gender Wage Gap: Debunking the Rationalizationsâ € . Retrieved November 29, 2008, from: http://www. womensmedia. com/new/Lips-Hilary-gender-wage-gap. html â€Å"List of Anti-Discrimination Acts†. 2008. Retrieved November 29, 2008, from: http://en. wikipedia. org/wiki/List_of_anti-discrimination_acts#United_States Manohar, Uttara. â€Å"Gender Discrimination at Workplace†. October 24, 2008. Retrieved November 30, 2008, from: http://www. buzzle. com/articles/gender-discrimination-at-workplace. html â€Å"Martin Luther King and the fight against racism in the US†. 2008. Retrieved November 30, 2008, from: http://www. socialistworker. co. uk/art. php? id=14531 â€Å"Martin Luther King Jr. . November 30, 2008. Retrieved November 30, 2008, from: http://www. 123HelpMe. com/view. asp? id=42718 â€Å"National Employment Summary†. 2005. Retrieved November 29, 2008, from: http://www. eeoc. gov/stats/jobpat_eeo4/2005/jobs/UnitedStatesSummary. html â€Å"Race and Red Tape†. November 13, 2008. The Economist print edition. Retrieved November 29, 2008, from: http://www. economist. com/finance/displaystory. cfm? story_id=12597512 â€Å"Racial Discrimination†. November 29, 2008. Retrieved November 29, 2008, from: http://www. nswers. com/topic/racial-discrimination â€Å"Racism†. 2008. Retrieved November 29, 2008, from: http://en. wikipedia. org/wiki/Racism â€Å"Racism in the United States†. 2008. Retrieved November 29, 2008, from: http://en. wikipedia. org/wiki/Racism_in_the_United_States â€Å"Sexism†. 2008. Retrieved November 29, 2008, from: http://en. wikipedia. org/wiki/Racism_in_the_United_States â€Å"Small Business Encyclopedia†. 2002. Retrieved November 29, 2008, from: http://www. answers. com/topic/gender-discrimination How to cite State of Racism and Gender Discrimination, Papers

Existing Laws on Sex with Minors-Free-Samples-Myassignmenthelp

Question: Discuss about the Existing Laws on Sex with Minors. Answer: The thesis statement that has been analyzed in this essay deals with the factors that must be taken into consideration in reviewing the existing law on sex with minors. Introduction: the factors that must be taken into consideration in reviewing the existing law on sex with minors The following essay discusses the factors that must be taken into consideration in reviewing the existing law on sex with minors. There is the discussion that surrounds cases on sex with minors, evidence for existing law, evidence against existing law and improvements to existing law. Cases on sex with minors Statutory rape is referred to as the sexual activity where an individual is below the legal age to consent to the behaviour in the jurisdiction of common law. These statutory laws provide the minors with protection against the adults who are in a position to exploit the minor or take advantage of him (Jordan, Patel Rapp, 2013). Evidence for existing law Sex with the minors is easily accessible. One of the options to curb this is the extra-territorial legislation (ETL). This legislation is an effect on the local laws that governs the age limits for consensual sex, sexual relationships between partners f the same sex and the children for sexual exploitation. The Childrens and Young Persons Act criminalises the sexual exploitation of children who are under 14 years or between 14 to 16 years. The offender comprises of both the citizens, residents and corporate entities. The success of a case of sexual abuse of a minor rests on the strength of its evidence and its availability. The difficulties arise when there is locating of witnesses and the need of interpreters during the trial and the preparations for the trial. The victims are one of the important factors in the investigation and prosecution procedure. There are many child-friendly provisions to protect the interests of the victims (Dysart, 2012). Evidence against existing law The Child Protective Service undertakes the statutory role to investigate and intervene the cases of child abuse. Child abuse affects the victims in various ways. Physical abuse is the most dominant form of abuse. The Clinical and Forensic Psychological Service and the Counselling and Intervention Unit support the child protective service. These provide for the specialised services for the abused victims so that they are able to overcome the trauma of the abuse, build their resilience and take proactive steps to protect themselves from further abuse (Kelemen Johansson, 2013). The main and ultimate goal is to identify the way to improving the prevention, identification of and interventions for victims and survivors of these crimes of sexual abuse towards minors. Sex trafficking of the minors is to be understood as an act of abuse and violence against children. The minors who are trafficked for sexual purposes and sexually exploited should not be considered as criminals. The efforts t o prevent, identify and respond to the sexual exploitation and sex trafficking of the minors requires a collaborative approach which is build upon the core capabilities of the people and entities from the range of sectors (Tanielian, 2013). There is a need to confront the demand and the individuals who commit and benefit from these crimes. There is the need for training and public awareness campaigns to address this commercial sexual exploitation and the sex trafficking of minors. Efforts have to be shown so that it is effective in public health and public safety domains. The childrens rights law exists for safeguarding the children, their well-being and individual rights. These policies and laws promote legal defence and the protection of the children (Cole Sprang, 2015). Improvements to existing law The factors that are addressed are the social welfare of the children, their health, education and special need, chid trafficking and how the juvenile justice system deals with the minors. In the efforts to improve the implementation of the existing State laws that are beneficial to the minors, have certain challenges (Miller, 2013). Mostly the perception is that the children who are exploited are referred to as bad kids. There is the need to support the services of child welfare and other agencies through funding. The identification of the legal intervention is a challenge. The State laws and regulations that are used to address the sexual exploitation of the minors form a diverse and complex array. A limited number addresses the sexual exploitation directly but many are important elements of the comprehensive response to the problems. The use of secure detention helps to expose the youth to violence and other harm from those who are detained, highlighting the need to develop the al ternative means of protection. Analysis of the Joshua Robinson Sex Case The martial arts instructor Joshua Robinson had unprotected sex with two underage girls and showed an obscene video to a six-year-old. He had committed a serious offence and had been penalised. The public were angry, as he was not charged testified at statutory rape. According to the law, these two victims were more above 14years of age when they had sex with Robinson. The girls had consented to the sexual act, which led to him not being charged with statutory rape. The prosecution had sentenced him to five years of imprisonment. The AGC has said that the law is the same for the residents and the non-residents of Singapore. Thus, it is seen that the ultimate goal is to identify the way to improving the prevention, identification of and interventions for victims and survivors of these crimes of sexual abuse towards minors. Conclusion Thereby, the discussion on the factors that must be taken into consideration in reviewing the existing law on sex with minors. Thus, the issue of reviewing existing laws on sex with minors has been discussed. The Childrens and Young Persons Act criminalises the sexual exploitation of children who are under 14 years or between 14 to 16 years. The respective statutory laws provide the minors with protection against the adults who are in a position to exploit the minor or take advantage of him. The main and ultimate goal is to identify the way to improving the prevention, identification of and interventions for victims and survivors of these crimes of sexual abuse towards minors. References Cole, J., Sprang, G. (2015). Sex trafficking of minors in metropolitan, micropolitan, and rural communities.Child abuse neglect,40, 113-123. Dysart, T. L. (2012). The Protected Innocence Initiative: Building Protective State Law Regimes for America's Sex-Trafficked Children.Colum. Hum. Rts. L. Rev.,44, 619. Jordan, J., Patel, B., Rapp, L. (2013). Domestic minor sex trafficking: A social work perspective on misidentification, victims, buyers, traffickers, treatment, and reform of current practice.Journal of Human Behavior in the Social Environment,23(3), 356-369. Kelemen, K., Johansson, M. C. (2013). Still neglecting the demand that fuels human trafficking: A study comparing the criminal laws and practice of five European states on human trafficking, purchasing sex from trafficked adults and from minors.European Journal of Crime, Criminal Law and Criminal Justice,21(3-4), 247-289. Miller, L. (2013). Sexual offenses against children: Patterns and motives.Aggression and Violent Behavior,18(5), 506-519. Tanielian, A. R. (2013). Illicit Supply and Demand: Child Sex Exploitation in South East Asia.NTU L. Rev.,8, 97.

Battle of the Bismarck Sea in World War II

Battle of the Bismarck Sea in World War II Battle of the Bismarck Sea -Conflict Dates: The Battle of the Bismarck Sea was fought March 2-4, 1943, during World War II (1939-1945). Forces Commanders Allies Major General George KenneyAir Commodore Joe Hewitt39 heavy bombers, 41 medium bombers, 34 light bombers, 54 fighters Japanese Rear Admiral Masatomi KimuraVice Admiral Gunichi Mikawa8 destroyers, 8 transports, approx. 100 aircraft Battle of the Bismarck Sea -Background: With defeat looming in the Battle of Guadalcanal, the Japanese high command began making efforts in December 1942 to reinforce their position in New Guinea. Seeking to shift around 105,000 men from China and Japan, the first convoys reached Wewak, New Guinea in January and February delivering men from the 20th and 41st Infantry Divisions. This successful movement was an embarrassment to Major General George Kenney, commander of the Fifth Air Force and Allied Air Forces in the Southwest Pacific Area, who had vowed to cut off the island from re-supply. Assessing the failures of his command during the first two months of 1943, Kenney revised tactics and embarked on a rapid training program to ensure better success against maritime targets. As the Allies set to work, Vice Admiral Gunichi Mikawa began making plans to shift the 51st Infantry Division from Rabaul, New Britain to Lae, New Guinea. On February 28, the convoy, consisting of eight transports and eight destroyers assembled at Rabaul. For additional protection, 100 fighters were to provide cover. To lead the convoy, Mikawa selected Rear Admiral Masatomi Kimura. Battle of the Bismarck Sea - Striking the Japanese: Due to Allied signals intelligence, Kenney was aware that a large Japanese convoy would be sailing for Lae in early March. Departing Rabaul, Kimura originally intended to pass south of New Britain but changed his mind at the last minute to take advantage a storm front that was moving along the north side of the island. This front provided cover through the day on March 1 and Allied reconnaissance planes were unable to locate the Japanese force. Around 4:00 PM, an American B-24 Liberator briefly spotted the convoy, but the weather and time of day precluded an attack (Map). The next morning, another B-24 spotted the Kimuras ships. Due to the range, several flights of B-17 Flying Fortresses were dispatched to the area. To help reduce the Japanese air cover, Royal Australian Air Force A-20s from Port Moresby attacked the airfield at Lae. Arriving over the convoy, the B-17s began their attack and succeeded in sinking the transport Kyokusei Maru with the loss of 700 of the 1,500 men on board. B-17 strikes continued through the afternoon with marginal success as the weather frequently obscured the target area. Tracked through the night by Australian PBY Catalinas, they came within range of the Royal Australian Air Force base at Milne Bay around around 3:25 AM. Though launching flight of Bristol Beaufort torpedo bombers, only two of the RAAF aircraft located the convoy and neither scored a hit. Later in the morning the convoy came into range of the bulk of Kenneys aircraft. While 90 aircraft were assigned to striking Kimura, 22 RAAF Douglas Bostons were ordered attack Lae through the day to reduce the Japanese air threat. Around 10:00 AM the first in series of closely coordinated aerial attacks began. Bombing from around 7,000 feet, B-17s succeeded in breaking up Kimuras formation, reducing the effectiveness of the Japanese anti-aircraft fire. These were followed by B-25 Mitchells bombing from between 3,000 and 6,000 feet. These attacks drew the bulk of the Japanese fire leaving an opening for low-altitude strikes. Approaching the Japanese ships, the Bristol Beaufighters of No. 30 Squadron RAAF were mistaken by the Japanese for Bristol Beauforts. Believing the aircraft to be torpedo planes, the Japanese turned towards them to present a smaller profile. This maneuver allowed the Australians to inflict maximum damage as the Beaufighters strafed the ships with their 20 mm cannons. Stunned by this attack, the Japanese were next hit by modified B-25s flying at low-altitude. Strafing the Japanese ships, they also made skip bombing attacks in which bombs were bounced along the surface of the water into the sides of enemy vessels. With the convoy in flames, a final attack was made by a flight of American A-20 Havocs. In short order, Kimuras ships had been reduced to burning hulks. Attacks continued through the afternoon to ensure their final destruction. While the battle raged around the convoy, P-38 Lightnings provided cover from Japanese fighters and claimed 20 kills against three losses. The next day, the Japanese mounted a retaliatory raid against the Allied base at Buna, New Guinea, but inflicted little damage. For several days after the battle, Allied aircraft returned to the scene and attacked survivors in the water. Such attacks were viewed as necessary and were partially in retribution for the Japanese practice of strafing Allied airmen while they descended in their parachutes. Battle of the Bismarck Sea - Aftermath: In the fighting at Bismarck Sea, the Japanese lost eight transports, four destroyers, and 20 aircraft. In addition, between 3,000 and 7,000 men were killed. Allied losses totaled four aircraft and 13 airmen. A complete victory for the Allies, the Battle of the Bismarck Sea led Mikawa to comment a short time later, It is certain that the success obtained by the American air force in this battle dealt a fatal blow to the South Pacific. The success of Allied air power convinced the Japanese that even strongly escorted convoys could not operate without air superiority. Unable to reinforce and re-supply troops in the region, the Japanese were permanently put on the defensive, opening the way for successful Allied campaigns. Selected Sources HistoryNet: Battle of the Bismarck SeaLong Lancers: Battle of the Bismarck SeaPacific Wrecks: Battle of the Bismarck Sea

The Adventure of The Speckled Band Essays

The Adventure of The Speckled Band Essays The Adventure of The Speckled Band Paper The Adventure of The Speckled Band Paper I think the reader and Holmes thinks he is capable of committing a crime as firstly the size and strength of him enable to easily overpower or extremely hurt some one. He also seems slightly apprehensive that Miss Stoner has been talking to Holmes in case he could possible get found out about something. He also has a motive as if his step-daughters were to marry, he would have to pay our i 250 to each of them, and inconveniently one of his step-daughters is shortly to marry. I think he is a stereotypical villain as he is a very big, tall being and is very angered towards Holmes and many other people. In the end Dr Grimesby Roylott succeeds in killing of his daughter by using his deadly Indian snake so he does not have to part with any of his money, however, his plan backfires and the snake turns on its owner and he is the victim of a deadly bite. In the story Watson describes Holmes as a very well dressed person with good manners and overall follows the role of typical gentlemen. He tells us of Holmes being a late riser, as a rule. This suggests Holmes gets his own way no matter what and he is very strong willed. Holmes behaves very calmly and cautiously when faced with a client, also when he comes under threats from Dr Grimesby Roylott makes an unexpected entry to Holmes office. He also make sure he takes in every minor detail when dealing with a case to help give him the best chance of solving it and not making any mistakes, You have come by train this morning, I see whatever your reasons maybe, you are perfectly correct. I think the author wants us to see Holmes as a very intelligent and inquisitive person who is very good at his job. He is also very reassuring and comforting as shown by when Helen Stoner is in distress about her situation after telling him what has been happening, Holmes reached forward out of his chair and stroked Miss Stoners forearm. Holmes carries out his investigation carefully by visiting Helen Stoners residence personally and examining every possible cause of the crime. He is also asks lots of questions to make sure everything is clear in his mind and he is sensible and doesnt want to take any unnecessary risks as he tells Watson to slip his Revolver into his pocket as his life may depend on it. But this does suggest he his willing to endanger himself to some extent. Holmes solves the crime by way of elimination until he is satisfied that each possibility was not the cause. Holmes dominates the story as he is the main character and has a very important role as he is the one to be solving the crimes at the end of the day. Conan Doyle reflects the fact that the Police were not very good in ways of solving the many murders and other crimes that were happening at the time and therefore many people who had the money would turn to private detectives such as the likes of Holmes to get a better chance of the crime being solved. There are two main settings in the story, Holmes office and Stoke Moran. There seems to be a link between the two main characters in the story and the two main settings. Holmes office is warm and welcoming, just like him, Ha! I am glad to see Mrs Hudson has had the good sense to light the fire. This link in called pathetic fallacy, where the mood and the atmosphere compliments the scene. Stoke Moran is unlooked after, rundown and rather abandoned-looking, just like Dr Grimesby Roylott. In the text itself, these two settings are described. Firstly, Holmes office is welcoming and we can gather this from Holmes himself, who when asked by Watson what is going on, he tells of that there is a young woman waiting for him in the sitting room, this suggests that he has unhesitatingly welcomed her in and allowed her to make herself at home, we also know that he has got up early especially to meet her. Holmes office is warm and welcoming, just like him, this is suggested by Ha, I am glad Mrs Hudson has had the good sense to light the fire. This link in called pathetic fallacy, where the mood and the atmosphere this suggests Holmes has his own place well organised and he wants the best for his guests. This is back up by I shall order you a cup of coffee as I observer you are shivering, which again suggests he wants the best for his clients. On the other hand, Stoke Moran is described as the family ruin and after the past century nothing was left save a few acres of ground. It is unlooked after, rundown and rather abandoned-looking, just like Dr Grimesby Roylott. I think the settings do fit a classic story as one setting seems to be duller and gloomier (Stoke Moran) than the other (Holmes Office). This is interesting as the villain and also the crime is situated at Stoke Moran. The atmosphere in Stoke Moran is cautious and apprehensive as is the mood, this fits with the scene as the outside is dark and dreary. There seems to be a totally different atmosphere of Stoke Moran for different times of the day. When Holmes is travelling there with Watson to examine Stoke Moran, Watson tells of how delightful the surroundings on a lovely sunny day. However, when Holmes and Watson are waiting for the signal to invade Stoke Moran to carry out further investigations they are met with very dark and gloomy surrounding and are very careful to watch their step, especially as they aware of the wild animals roaming free. It is also interesting to see the contrast between travelling to Stoke Moran and arriving there. The story is put together in chronological order and in terms of when the mystery of the story is being described, which also includes some flashbacks of events from Holmes client. The story isnt too long but is longer than a typical short story as in this one there are lots of events and red herring presented as well such as when it was first thought the gypsies were to blame for the low whistle in the dead of night and also because of the fact they were bandanas. These are used to keep the reader involved and also help to create unexpected events later on. Conan Doyle uses short sentences and victims speech to build up tension, e. g. It is not cold which makes me shiver, It is fear Mr Holmes, it is terror. He uses long sentences to keep the writing flowing and the reader reading on without stopping to take in all the information. The story is narrated by Watson who is Holmes side kick, this is interesting as what he is telling us in the story is primary evidence as he is one step behind Holmes all the way, as well as we, the readers are too. We also arent in doubt about its reliability even though he does include bias positive comments on his friend, such as I had no keener pleasure than if following which were submitted to him

The history and culture of Japan Essay Example | Topics and Well Written Essays - 2250 words

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How Effective Korean Air Hr Strategy Is Management Essay

How Effective Korean Air Hr Strategy Is Management Essay This report discusses the details of suggested HR scorecard for Korean Air that shows how effective HR strategy is crucial for the successful achievement of its own strategic goals with appropriate measurement system HR Scorecard. Development process began with a clear statement of the companys strategy and operational goals with a strategy map showing the causal linkages in the value creation process. As next steps of process, workforce competencies and behaviors and strategically relevant HR system policies and activities are identified to create HR scorecard and the process concludes with presenting suggested HR scorecard with measurement. >During analyzing HR system and the organization, some points to be improved were emerged and these are mentioned with recommendation. If the HR concerns are solved, the company will be more resilient to face external environment with competitive workforce. HR Scorecard helps employees know and understand the organization strategic goals, encour age them to have skills and responsibilities in accordance with the goals, and guide them to achieve goals with measures. To make measurement system, the cooperation of HR managers and line managers for choosing proper metrics is very important. As strategies and goals are changed, the metrics and measurement system of HR Scorecard should be updated to be an effective and influential tool for strategic success. ii I. INTRODUCTION Many CEOs agree with the concept People are the most important assets and the fact that the companies with more effective HR management systems outperform their competitors, however, HR function and influence on companys performance are difficult to measure. Besides professionalism in Human resources are challenged to take a more strategic perspective and HR professionals are requested to prove Human resources are competitive advantages with measuring HRs performance corresponded with corporate strategy and its contribution to the company. Effective HR measurement system shows a clear and consistent view of how the company can implement its strategy in the organization and how HR can contribute to companys success with discovering and solving current HR problems. To start with defining corporate strategy of Korean Air, it will be evaluated how HRM play a strategic role, produce core values and interrelated with every level in the organization for achieving companys strategic goals using creating its own HR scorecard. II. BACKGROUND OF KOREAN AIR 1. Company overview Korean Air is an international airline headquartered in Seoul, Korea. As Koreas first private airline in 1962, it has grown into the worlds largest air cargo carrier and the thirteenth largest airline in the world. According to World Air Transport Statistics, Korean Air is the worlds largest commercial airline cargo operator since 20041. and was rated as the best airline in Asia for the third straight year, having the best business class on routes to Asia in 2009. 1 2. Corporate Vision and Mission Keeping with its vision To Be a Respected Leader in the World Airline Community, Korean Air is committed to provide best service that customers can value and trust and make a corporate culture that encourages innovation upon their mission Excellence in Flight 2). 3. Major Business Processes Passenger service takes the biggest part, however, cargo service gives the company considerable profits with a reputation as the largest international air cargo carrier. Korean Air has developed catering, maintenance, and unusually for an airline, an aerospace manufacturing business with researches and development programs for general aviation craft, military trainer and satellite since 1976 3). The aerospace division generated revenues of $470 million in 2008 and employs a little over 2,500 staff.4) 1) Business Review 2) (As of 2008) [Unit: Hundred Million Won, 1 US Dollar à ¢Ã¢â‚¬ °Ã¢â‚¬â„¢ 1,150 Won] 2) Operating Results 2) (based on 2008 IATA standards) 4. Structure Korean Air reorganized a corporate structure with new promotions for divisional responsibility management in 2003. It offers flexible management for planning, budget, recruiting and other key functions to all divisions. Every head of divisions would take a firm responsibility for outcomes and be appraised based on achievement.5) 2 a) Employees 2) (Total: 18,600, As of January 2009) b) Organization chart 2) 5. Business strategy Korean Air takes improved business strategies to implement corporate missions as below. 1) Globalization: To be ranked as global leading carrier with globalized manpower, service, and brand image. 2) Knowledge management : Encouraging learning and continuous improvement. 3)E-Business: Introducing more e-Commerce solutions and constructing upgraded Intranet for training and fast communication. 6. Relationship with external entities 1) International competitors : Business travelers who still consider Singapore Airlines with its young fleets and strong branding and Cathay Pacific which has a superior hub location due to its geographical proximity to China as superior in service and quality to Korean air.6) 2) Global airline alliance SkyTeam: Korean Air is a founding partner in SkyTeam, the worlds second largest airline alliance of eleven members and three associate carriers and expands its operations by code sharing and seat trading.7) Recently, Korean Air helped Uzbekistan airway and Garuda Indonesia to be joined.8) 3 III. HR SYSTEM AND THE STRATEGIC ROLE OF HR IN KOREAN AIR 1. HR system of Korean Air 1) Job Grade system Job Units are divided largely as Administration, Engineering, Cockpit crew and Cain crew. 9) Administration and engineering units operate a Course system for training and application purposes. Each unit has job grade scheme organized differently for every job unit and course to fortify expertise competencies. 2) Development training system à ¢-   Training organization Korean Air has developed and operated various training programs.10) Human resources development department and center take a charge of establishing training plans and integrated education. Professional training organization offer enriched education. As an implementation of Ubiquitous learning, Cyber campus is used. à ¢-   Training programs The training programs are prepared for each job grade and divided as Management development training, global competency training, job skills improvement training, and organization revitalization training. 4 3) Appraisal system 11) The appraisal system is based on measuring a contribution to company and individual work competency including performance, job aptitude and leadership. As Total analysis with giving feedback, they use appraised data for granting differential rewards or training and development. 4) Compensation and welfare system 12) Korean Air provide incentives, benefits (housing, medical and education support and culture leisure benefits) and favors such as discounted tickets and easier ticket purchase as a privilege of being with airline. 2. The Strategic Role of HR in Korean Air The long term strategies of Korean Air can be defined as follows; à ¢- ² To be ranked among top 10 international passenger airlines Developing new routes and reinforcing SkyTeam network Heighten global image awareness with excellent quality service and culture sponsorship 1) Korean Air will reopen the route to Saint Petersburg and launch Irkutsk, Russia this year. When Tunxi international airport in China opens this March, a route will be put on Huang Shan line. It is planned to expand a route network to Central Asia, Europe and Africa and extend the number of destination cities to 140 cities by 2019 through SkyTeam. To attract more customers, more investment for ordering A380 Airbus fleets and changing new luxury and upgraded seats for all classes is drawn from revenue. 13) 2) As global cultural sponsorship, Korean Air tries to cultivate different type of brand image. Korean Air sponsored the multimedia guide at the Louvre Museum in Paris and Russias State Hermitage Museum in St. Petersburg in 2008. It is spread out to the British Museums new set of handheld Multimedia Guides.14) 5 à ¢- ² To make China its biggest Market Korean air has strategic relationships with China Airlines and China Southern Airlines and makes an effort to expand it more with other Chinese airlines. Routes to Guangzhou, Dalian, Weihai, Yantai, Changsha and Shenzhen were added and its route network has covered 19 Chinese cities with more than 150 flights. It is one of the most expansive networks in the China among non-Chinese carriers and chosen as The best foreign airline in China. 15) Korean Air established a Chinese-only counter China Express in Incheon International Airport and began its operation to enhance convenience for a growing number of Chinese tourists.16) For brand awareness, outdoor billboards in Kunming, Wuhan, and Zhengzhou were built. Book donations to poverty schools and inviting children in earthquake damaged cities to Jeju island are one of its social responsibility activities in China.17) à ¢- ² To be a leading air cargo carrier Korean air made a contract to create Central Asian logistics hub with Uzbekistan government and Navoi airport in 2008 with cooperation from Hanjin Transportation Co., Ltd. (ground transport) and Korea Airport Service (airport ground handling). 18) By 2013, constructing an airport infrastructure and attracting investments from global logistics companies will be kept up. Whole project is planned to be finished by 2018. In China, cargo terminal in Tianjin will be completed until the end of 2010 for activating the market.19) HR Strategic roles for these major strategies All strategies are global related and to achieve these goals, it is necessary to recruit manpower with international competency and train its employees with various and differential programs per position as long term system. 1. Recruiting As the demand of international professional staffs for conferences with SkyTeam and developing Chinese market is increased, fluent English speakers, China regional experts and MBAs with proper educational backgrounds are highly needed to improve business competiveness. Common recruitment is by internet, headhunters, employment agencies, internal sources and college recruiting. 2. Training : Korean air operates Global online education system around 50 branches in the world. The systems handle the hands-on skills of reservation, ticketing, customer service, transportation, maintenance, and language study. Yet, it is needed to be more practical and wide ranged for employees to solve their problems encountered at work. 1) Foreign languages: New flight attendants take 4-week training included correcting pronunciation and aviation English and Japanese at cabin crew training center. Every employee depends on online education system afterwards. 6 2) Management knowledge: Customized MBA courses developed with Seoul National University for executives are offered. Manager level complete AMS courses which cover specialized knowledge of air transportation industry and management theories.20) 3) Overseas regional specialists: To enlarge global network, area specialists are indispensable. 1 year of Overseas services- short term international assignment for senior managers and managers is executed to send them to foreign branches for experiencing local languages, cultures and operating systems. New employees go to Mongolia as volunteering activities to plant trees for desertification for brand image and giving opportunities to look around the Mongolia as a next market. 3. Corporate culture: Korean air has reformed hierarchical culture which caused serious accidents as creating a central clearinghouse for monitoring and investigating safety reports and audit findings so that all divisions are ordered to share and coordinate data. In 2009, Koreas Ministry of Gender Equality signed an agreement with Korean Air to promote a women-friendly corporate culture and support career possibilities for women. 21) 7 IV. HR SCORECARD OF KOREAN AIR Step 1: Define Business strategy 21C leading global airline with globalized human resources, services, and brand image To be ranked among top 10 international passenger airlines To make China its biggest Market Leading air cargo carrier Step 2: Value chains of each division Step 3: Outline a strategy map and identify the strategically required organizational Outcomes Strategy map 8 Outcomes 1) More customers choose Korean air because of excellent service and flight convenience. 2) Korean air will leap to global brand not restricted to an airline in Korea. 3) Empowerment and teamwork will help to be a Learning organization. 4) Improved revenue is expected owing to transport increase of passengers and cargos Step 4: Identify the Required Workforce Competencies and Behaviors Speaking good level of English, Chinese or other languages to deal with foreign customers and doing business with international companies Fast operation based on participation and empowerment immediate feedback, open communication Service-oriented and committed employees for attracting and retaining customers Top management who educated with efficient and practical management knowledge Continuous trained maintenance and engineering manpower for safety Creating a powerful corporate brand with full understanding competitors and the future direction of company.22) Deepened knowledge about other countries to start or have projects with. Professional service training force for satisfying every needs of passenger service Step 5: Identify the Strategically Relevant HR system Policies and Activities 1. Inspiring allegiance to the company and raising morale 1) Setting up firm policies of compensation and benefits for motivation Specify pay per performance, rewards, recognition, retirement, family friendly benefits, time off with pay, maternity leave and safety health protection programs. 2) Rewarding individuals and teams, team development 3) Encouraging organizational commitment, job satisfaction and job security 2. Professional training schemes for cabin and customer services Reinforcing on-line and OJT programs, participation in related seminars of experts, comparison with those of competitors, refined grooming and etiquettes. 3. Provide segmented and enriched education for required job skills and the knowledge improvement of all level from in or outside. University-industry collaboration for academic programs Arrangement of related reputable institutes to short term education Job rotation for internal training by superiors Increasing overseas dispatch for studying languages and cultures Support to study abroad for highly performed employees. 4. Recruit right employees Select candidates with language proficiency, proper educational backgrounds and global experiences under conditions of detailed job description and specification for reduction training costs and fast adaptation to the organization. 9 Step 6: Design the HR Scorecard Measurement System Applied assessing measures for HR activities about workforce competencies and HR systems for HR scorecard are as follows; Assessing HR system 24) 10 Step 7: Periodically Evaluate the Measurement System It is hard to manage all of HR systems with interrelated metrics as the organization is bigger and its business is diversified. Currently Balanced scorecard, a computerized model, help top management track and monitor HR data with marketing and finance metrics for companys strategic success. With establishing customized software system (refer to http://www.activestrategy.com or http://senalosa.com), it is expected to have improved effectiveness for updating and evaluating HR information periodically. Yet, it should be implemented on the premise that creating Scorecard team to select and validate measures and collecting data with cooperation of all departments. 11 V. Conclusions and Recommendations 1. Conclusions Below suggested HR scorecard process of Korean Air shows how the scorecard measures the organizational outcomes, workforce competencies and behaviors and HR system policies and activities aimed at implementing the corporate strategy 21C leading global airline with globalized human resources, services, and brand image. Basic themes are 1. Create service-oriented workforce, 2. Provide enriched training for global competency, and 3.Raise morale and create positive corporate culture. For example, the theme Create service-oriented workforce is implemented from Recruiting and selection. The metrics for recruiting can be chosen among No. of applicants per sources; No. qualified applicant/position, proportion of employees selected based on validated selection methods. After selecting, the step would be moved to Training and appraisal with related metrics. Outcomes also can be measured upon 3 major tiers of customer responses, international corporate image, and inner communication derived from the strategy. 12 With metrics for each process combined with strategic goals, HR performances can be objectively and quantitatively. It is easier to see and check from the start to the final purpose of company increased revenue from the point of view of HR. The scorecards will be a more efficient tool to evaluate HR system when proper measures are added, refined and connected as the organizations strategic goals are achieved and developed. Besides, periodically revising the HR Scorecard help HR managers assess how well it supports the organizations strategy implement efforts. 2. Recommendations Despite aggressive strategies to grow, Korean air hasnt been identified as distinctive global airline. Among business travelers who still consider Singapore Airlines and Cathay Pacific China as superior in service and quality to Korean air. HR should play a pivotal role for reinforcing employee development one of an organizations competitive advantages more than ever because the competencies will be determined as Human resources with definite strategic goals ultimately. 1) Training Foreign languages and academic learning Company puts a huge energy to China market so speaking Chinese is another challenge. Furthermore their English proficiency is still rather below compared with Singapore airline, Cathay Pacific and Thai Airways as Asian airlines. It is important to create competitive environment with rewards or punishments through taking a test regularly and prepare for efficient language learning system with qualified teachers and teaching methods. Speaking languages with proper level is not accomplished within short period so it should be planned as long term schedule or to save relative costs, hiring international manpower at the first step should be considered. 2) Corporate culture: Chronic top down and secretive management style due to primogeniture and reluctance to outsiders is one of organizational factors in Korean Air to be improved. The solution of safety concerns and increasing customer expectation of broad and excellent services is satisfying employees as internal customers. Research has long shown that accidents and poor service quality are rooted primarily in social aspects not technology such as inferior management, decision making, teamwork, employee motivation or communication, can translate into loss of customers, market share, organization assets and, above of all, life. 26) High quality service is principal for differentiating among airlines and influential in customer choice. HR need to check whether the company has positive corporate culture encourages innovation, improvement and responsibility of each employee. Supervisors open door policy for communication, treating employees with respect and dignity can be a start. 3) Appraisal and compensation Fair compensation with appraisal will strengthen the organization. Regular in-house training for the system by HR department will be helpful for understanding and participation. Compensation should have its own schemes to prevent further grievances. Fairness of salaries and promotions should be kept because pay equity is connected to job satisfaction. 13 These three HR factors should be complemented with validated measures and implemented into HR scorecard soon for achieving strategies efficiently. HR managers need to cooperate with line managers to select effective measures for evaluating required HR activities and revise HR scorecard as the strategies are changed. It is important to have a comprehensive human resources measurement policy which enables to collect consistent information relevant with overall business strategy. With a solid HR metrics program, HR management can make business decisions that are based on facts and use the exact figures to support company performance. *Word count: 2,933. 14 Notes 1) International Air Transport Association (2008), World Air Transport Statistics. 52nd ed. Canada: IATA. Section 4: Airline ranking 2007. p.95-96. 2) http://www.koreanair.com/local/sg/gd/eng/au/ci/eng_au_ci_ov.jsp, accessed Feb 15, 2010. 3) http://www.globalsecurity.org/military/world/rok/kal.htm, accessed Feb 15, 2010. 4) http://www.flightglobal.com/articles/2009/06/18/328529/interview-korean-air-chief-executive-cho- yang-ho.html, accessed Feb 16, 2010. 5) http://www.airportal.co.kr/life/history/lee/LfLeeGu010.html, accessed Feb 16, 2010. 6)http://www.usatoday.com/money/companies/management/profile/2009-08-23-travel-airlines-korea_N.htm, accessed Feb 16, 2010. 7) http://www.skyunionvirtual.co.cc/about/carriers/koreanair.html, accessed Feb 16, 2010. 8) http://www.thefreelibrary.com/Indonesia%3a+Korean+Air+expands+codeshare+with+Garuda.- a0218567145, accessed Feb 16, 2010 9) http://recruit.koreanair.co.kr/personal/personal_b.asp, accessed Feb 15, 2010. 10) http://recruit.koreanair.co.kr/personal/personal_d.asp, accessed Feb 15, 2010. 11) http://recruit.koreanair.co.kr/personal/personal_e.asp, accessed Feb 15, 2010. 12) http://recruit.koreanair.co.kr/personal/personal_f.asp, accessed Feb 15, 2010. 13)http://www.etimes.net/service/etimes_2007/ShellView.asp?LinkID=6001ArticleID=201002041 8164103144, accessed Feb 17, 2010, The replacements will be in 32 B777s and A330s, which have recently been furnished with Kosmo Suites (First Class), Prestige Sleeper (Prestige Class) and New Economy (Economy Class) seats. 14) http://www.chosun.com/site/data/html_dir/2009/02/17/2009021700672.html, accessed Feb 17, 2010. 15) http://www.highbeam.com/doc/1P1-136897605.html, accessed Feb 18, 2010. 16)http://news.mk.co.kr/english/newsRead.php?rss=Ysc=30800011year=2009no=461130, Korean Air Puts Effort to Attract 1.3 billion Chinese Tourists, accessed Feb 18, 2010. 17) http://www.newswire.co.kr/newsRead.php?no=452353lmv=A02 , Korean air is the best foreign airline in China, accessed Feb 19, 2010. 18) http://www.airliners.net/aviation-forums/general_aviation/read.main/4128479/, Korean Air Builds A Logistics Hub In Central Asia, accessed Feb 19, 2010. 19) http://www.sgtusa.com/detail.php?number=7280thread=22r07, Interview with COO Lee Jong hee, accessed Feb 19, 2010. 20) http://www.hankyung.com/news/app/newsview.php?type=2aid=2009110446921nid=910sid =0001, accessed Feb 19, 2010. 21) http://joongangdaily.joins.com/article/view.asp?aid=2900768 On board, gender equality still up in the air, accessed Feb 19, 2010 22) Steven Howard, Corporate Image Management: A Marketing Discipline for the 21st Century 23) Gary Dessler (2008), Human Resource Management: 11th ed. Singapore: Prentice Hall. Chapter 2: Strategic HRM and the HR scorecard. p.62 24) Gary Dessler (2008), Human Resource Management: 11th ed. Singapore: Prentice Hall. Chapter 2: Strategic HRM and the HR scorecard. p.67 25) Brian E. Becker, Mark A. Huselid, Dave Ulrich (2001). The scorecard: Linking people, strategy, and performance. Boston: Harvard Business School Press. p.66. 26) Steven H. Appelbaum, Brenda M. Fewster (2003). Human resource management strategy in the global airline industry A focus on Organizational development. Equal opportunities International. Vol. 21. No.7. The International Civil Aviation Organisation (ICAO). p.70.