Bangladesh Police Institution

Bangladesh Police Institution Sustainable democracy offers a practical sketch map for intellectual development and political maturity. Besides, sustainable democracy ensures reliable governance and democratic issue base confrontation of challenges affecting the citizens from insecurity, social justice, and respect of human rights.Advertising We will write a custom report sample on Bangladesh Police Institution specifically for you for only $16.05 $11/page Learn More Reflectively, sustainable democracy as a concept of institutional approach in reforms, offers a solution based management of government institutions. The government of Bangladesh remains a struggling state in sustainable democracy due to failed institutional approach to offering alternative solutions to its dwindling democratic space, despite having begun as a democratic state in 1971. Among the key institutions responsible for promoting democracy include the police, political party management, and the media (Przeworski 23). This paper will concentrate on the police institution reform in order to make the police institution free of corruption, compromise, and injustices to the citizens. Thus, this reflective treatise attempts to explicitly identify issues within the policing institution of Bangladesh that directly and indirectly affect sustainable democratization of the administrative and social system of the Bangladesh state. Besides, the paper explore the current positon of police institution in promoting justice, maintaining law and order and promoting social cohesion through constructive interventionist approach to democratization and freedom of expression, association, and right to justice. In addition, the treatise reveals relevant recommendations on an alternative approach in reform agenda in the policing institution. The national Bangladesh police have its head quarter in Dhaka and are accountable to the government regime in power. The Ministry of Home Affairs (MoHA) oversees and controls appoin tments, police budget, and transfer of officers. The police institution is divided into the Special Branch (SB), the Criminal Investigation Department (CID), and the Rapid Action Battalion (RAB) mandated with the responsibility of promoting order, detecting, and investigating crimes within the borders of Bangladesh. The police institution in Bangladesh is mandated by the constitution to protect basic human rights through maintaining and enforcing law and order.Advertising Looking for report on government? Let's see if we can help you! Get your first paper with 15% OFF Learn More The police force comprises of about 123,197 trained officers distributed across the state of Bangladesh against the civilian population 153 million. Therefore, every police officer is supposed to serve 1,200 people at any given time. Reflectively, â€Å"There is a shortage of police here; it’s an ongoing crisis. How can we be expected to tackle crime when there are more crimin als than police? A criminal can walk freely because he knows that we don’t have the manpower to arrest him† (International Crisis Group 18). This is almost three times higher than the recommended ratio by the United Nations at 1:450. As part of the larger Judicial system, Police institution is at the bottom line in making arrests, organizing prosecution charges, and assisting the judicial panel in justice delivery. Besides, the Police institution is in the forefront in promoting cohesion through public relations exercise which promises confidentiality and non-victimization (Przeworski 38). However, this is not the case in Bangladesh policing institution. Historically, the tumultuous occurrences since the independence of Bangladesh indicate that its policing institution has remained a puppet for the political class and wealthy elites in the society. Despite being at the baseline of democratization, due to the fact that the institution directly interacts with the public, series of human rights compromises have been noted especially in the last one decade. Instead of promoting freedom of speech and protecting citizens attending rallies across political parties, this institution is often inclined to a particular political activism side. According to the International Crisis Group (2009) report: After decades of misuse and neglect, Bangladesh’s police are a source of instability and fear rather than a key component of a democratic society. Human rights abuses are endemic and almost all Bangladeshis who interact with the police complain of corruption. With an elected government in place again, there are now opportunities to reform this dysfunctional force. But there are also significant obstacles. If the government fails to move beyond the current modest reform process, the democratic transition could falter should deteriorating security give the military another chance to intervene, using, as it has in the past, the pretext of upholding law and order to justify derailing democracy. (International Crisis Group 3)Advertising We will write a custom report sample on Bangladesh Police Institution specifically for you for only $16.05 $11/page Learn More The policing institution of Bangladesh is known for an excellent reputation on corruption, excessive use of force and brutality in making arrests and displacing peaceful protests, and incompetence. Despite the fact that the previous regimes are aware and have acknowledged the many fundamental flaws, none has put the need for police reforms within their policy and democratic manifesto. â€Å"Whether the necessity has been fighting crime or tackling terrorists, successive administrations have relied on half measures and quick fixes usually involving the military rather than reforming the police as a long-term solution† (â€Å"Freedom House: Civil Liabilities in Bangladesh† par. 7). Ironically, it is unfortunate that most international donors who are out to please the political regime of the day. In some cases, the international donors have been accused of undertaking the short sighted measures that only serve to prolong interests of the regime in power. Despite serious cries for reform in the policing institution, the short sighted measures often succeed in suppressing the outcry while at the same time promote culture of impunity by increased crime rates. Due to the inefficiencies in the police unit, military personnel have used the same as excuse to have more influence and control of civilian affairs as evident in the military coup of January 2007 supposedly inspired by police inefficiency to protect the public. Though the current Awami League government had incorporated police reforms as one of the immediate agenda in their manifesto, the same government lacks good will and interest on the reforming this institution. As a matter of fact, â€Å"it has shown no interest in repealing or amending the current police law, the Police Act of 1861, a colonial-era legal hangover designed primarily to keep imperial India’s subjects in line† (Uddin 32). Actually, the law of Bangladesh gives the government regime of the day full control mandate over the police who are often used by the government of the day to suppress and control the opposition instead of independent service to all citizens. For instance, Prime Minister Sheik Hasina’s administration adopted same tactics of her predecessors to pocket the policing institution for her personal disposal on ‘errant’ opposition and protesting civilians.Advertising Looking for report on government? Let's see if we can help you! Get your first paper with 15% OFF Learn More â€Å"Even if the prime minister and her administration were to change tack, any move to insulate the force from politicization and increase accountability would be met with strong opposition from the bureaucracy and the business community, both of which have a history of exploiting weaknesses in the police organization† (Uddin 29). Reflectively, the most powerful and those in a position to reform the policing institution are often reluctant due to external forces and personal interests which are placed above the national interests. These powerful political and business actors continue to thrive in impunity and selfishness since the current policing institution lacks structures to function independently in service delivery. Moreover, the current regime is very reluctant to UNDP sponsored development program aimed at promoting democracy through the Police Reform Program (PRR). Ironically, the retired and serving senior policemen in Bangladesh policing institution are against t he program claiming that it lacks the comprehensiveness in implementation despite the fact that they are aware of underlying issues that has stagnated the police force. In a surprising move, nearly all the retired senior police officers â€Å"suggest that the PRP is not aimed at transforming the police into a modern, disciplined force able to serve and protect citizens, but is rather a costly– and questionably effective – set of administrative modifications† (Uddin 34). Democratization process is often expensive and requires support from all players in order to assert a long lasting solution. Despite the support from the neighboring country; India, lack of good will from the current regime has almost stalled the reforms agenda in the police institution. Unfortunately, the police force remains unaccountable and incompetent. This has created a comfortable breeding ground for extremist groups to propel their interest of threatening stability with an excuse of liber ating the citizens of Bangladesh. Besides, should this happen, this small state would suffer from a state of resilience characterized by high magnitudes of corruption scandals, insecurity, and complete abandonment of the democratic gains into another undemocratic military rule. Lack of democracy will in turn result in deterioration of other support institutions mandated with economic planning, globalization, and healthcare since funds meant for these sectors may be swindled and channeled to non prioritized spending. At present, a comprehensive reform in the Bangladesh police force seems dim and unrealistic. This is due to the fact that the current laws operate on the oppressive 1967 bill on police responsibility and limits which merely was developed to protect the royal regime of the era. There is no law to provide legal direction on crucial reforms in government institutions. Besides, the stopgap and remedial measures proposed by the UNDP are inadequate and non inclusive in the fig ht for democratization and reform of the police institution to operate independently and fairly to the citizens of Bangladesh. â€Å"Without a law enshrining democratic principles of policing, many of the modest improvements made over the past two years to the police organization are subject to reversal†( International Crisis Group 3). Reforms in the policing institution of Bangladesh are crucial for short term and long term social, security, economic, and democratic development. Since the current police force has suffered public distrust due to series of accusations on police extortion, brutality, and participant approach in serving the citizens, the reform agenda should reflect the will of the people and promote democratic space. The police have dismally failed in their duty as defined by the constitution to maintain law and order. Unfortunately, this situation has made some individuals or communities â€Å"to take the law into their own hands and will drive disenfranchise d individuals and groups to join anti-government elements† (International Crisis Group 6). Recommended Reforms In order to promote morale and better working conditions in the police force, it is important to increase their salary and improve their housing. Due to dismal wages paid to them by the public service, most officers has little option apart from engaging in other activities such as corruption to cover financial short fall. For instance â€Å"the monthly pay and allowances of the IGP, the highest ranking in the force, amounts to Tk23,000 ($333); at the very bottom of the pay scale, the monthly salary of a police constable is only Tk5,410 ($78.50)† (International Crisis Group 4). Therefore, most officers have to serve under depressive conditions with minimal financial reward. This paints an abysmal picture and drive down police moral. As a result, they easily become a pray for the rich business men and politicians who pay ‘special fees’ for protection of their illegal activities and suppressing opponents. Bureaucratic and political interference remain the highest efficiency impediment in the police reform agenda. Political interference result into atrocities such as illegal detention, torture, death in custody, and large scale corruption. This results in universal disdain by the public who may become unresponsive and politicize every unfortunate incident as a reflection of the desire of a social clique who can afford to ‘pocket’ police officers. According to Transparency International, â€Å"96.6 per cent of Bangladesh’s households that interacted with law enforcement agencies experienced some form of corruption. Roughly 65 per cent of households paid an average of Tk3, 940 ($57) in bribes over a one year period to police officers for various services† (â€Å"Freedom House: Civil Liabilities in Bangladesh† par. 5). Therefore, the parliament should amend the 1967 policing bill to institutionalize payments that are to be made in police stations. Besides, an independent watch dog should be incorporated besides the police institution to monitor and investigate claims of corruption by the public. Administration capacity and bureaucratic tendencies define success of reform in the police force. It is not only necessary, by very agent to overhaul the current administrative authority in the police institution which mainly consist of sympathizers of the current regime and those strategically placed in higher offices to defend individual interest. In a large scale scrutiny of the current police head, the independent police reforms commission will be in a position to eliminate potential status quo supporters and replace them with more qualified, experienced, and better paid officers. Besides, the police reform agenda should recommend the transformation and rebranding the police force to win confidence of the citizens of Bangladesh. Besides, the new post reforms police force should org anize series of public meeting and interactive forums to help foster unity of purpose and affirm the spirit of secrecy to whistle blowers and those who offer information on corruption cases, abuse of office, and unethical political plans. Conclusively, sustainable democratization is achievable when issues such as corruption, unaccountability, insecurity, unfairness, and abuse of human rights are controlled. Police force is a very important democratization institution in Bangladesh. This is due to the fact that policemen have daily and direct contact with the citizens. Incidences of politicization of government institutions such as the police have seriously reverse gains made on democracy in Bangladesh. Since the police force is answerable the government regime of the day, the current policing institution of Bangladesh has become a political tool for suppressing democracy through torture of the opposition adherents, massive corruption, unaccountability, and protection of certain clas s form prosecution. The reform agenda to reverse these challenges lie in transforming the current policing institution into an independent entity with better housing, salaries, training, and support from the public. Freedom House: Civil Liabilities in Bangladesh 2012. Web. https://freedomhouse.org/ International Crisis Group 2009. Bangladesh: Getting Police Reform on Track. PDF file. 10 April. 2012. https://www.crisisgroup.org/asia/south-asia/bangladesh/bangladesh-getting-police-reform-track Przeworski, Adam. Sustainable Democracy. London: Cambridge University Press, 1995. Print. Uddin, Gias. The Politics of Police Reform in Bangladesh. Saarbrà ¼cken: LAP Lambert Academic Publishing, 2011. Print.

What Does a College Acceptance Letter Say Expert Guide

What Does a College Acceptance Letter Say Expert Guide SAT / ACT Prep Online Guides and Tips Whereas fall means college application season, spring means admission notifications time. All high school seniors want to get a college acceptance letter to their top-choice school. But what exactly does an admittance letter look like? And what does it say? In this article, we go over what information a typical college acceptance letter includes and show you real college acceptance letter samples so you can get an idea of what they look like. We also give you our top four tips for what to do after you get an admittance letter. What Does a College Acceptance Letter Say? A typical college acceptance letter usually says exactly what you’d expect it to say: that you've been admitted to the school and offered a place in the incoming class. Most of the time, a college acceptance letter will get straight to the point: it’ll start off clear and congratulatory so you’ll have no doubt about whether or not you’ve been admitted. Below are examples of the types of words and phrases commonly used in the first paragraph of an admittance letter: "Congratulations!" "I am delighted to inform you that you have been admitted to †¦" "We are pleased to inform you that you have been admitted to †¦" "We are pleased/happy to offer you admission to ... " "It is my/our pleasure to offer you admission to †¦" "It is with great pleasure that I/we offer you admission to †¦" Naturally, there’s a lot of variation with the phrases here, but the examples above are fairly representative of what you’ll see in the opening of a college acceptance letter. After the paragraph containing the offer of admission, you'll typically get a couple of sentences (which are really just compliments) about how your application stood out, how competitive the applicant pool was this year, and/or how you should be proud of yourself for getting in. The next paragraph or two will vary depending on the school. Many colleges inform admitted applicants of an admittees-only event on campus, which is usually a weekend similar to freshman orientation. These events teach you more about the campus and what kinds of opportunities and support the school offers; they also encourage you to attend the school. The ending paragraphs in a typical college acceptance letter give you details about the deadline by which you must make and submit your college decision (i.e., whether or not you’ll be attending the school). This deadline is almost always May 1. By that point, you should have gotten admissions decisions from all the schools you've applied to (unless you’ve been waitlisted somewhere and are waiting to see whether you’ll get off the waitlist). This is just the gist of what you can expect a college acceptance letter to say. But what exactly does an admittance letter look like? 4 Real College Acceptance Letter Samples Now that we’ve gone over what a typical admittance letter says, you’re probably wondering what this letter can look like. We’ve published four real college acceptance letter samples for you to look at. These show you what acceptance letters look like overall, how they’re often worded and organized, and what kind of information they generally include. Click the links below to see each college acceptance letter sample and to learn more about what these top colleges say to admitted applicants: Harvard Acceptance Letter Princeton Acceptance Letter Stanford Acceptance Letter MIT Acceptance Letter Oftentimes, after you receive an admittance letter, you'll get subsequent letters from the school giving you more information on admittees-only events, how to submit your decision, and so on. Click here to see a real follow-up letter to a college acceptance letter from NYU. When Can You Expect a College Acceptance Letter? These days, most colleges will first and sometimes only notify applicants of their admissions decisions electronically, either through an online portal or by email. That said, most colleges will also follow up their online offer with a formal college acceptance letter that is mailed directly to the applicant. When you can expect to hear back from colleges regarding your admission decisions can vary. The vast majority of colleges get back to applicants with their admission decisions by the first week of April, with many releasing their decisions in mid- to late March. If you applied early action or early decision to a school, you’ll most likely hear back in December, January, or February. For more info about when you can expect to receive an admissions decision, check out our guide to when college acceptance letters arrive. Want to build the best possible college application? We can help. PrepScholar Admissions is the world's best admissions consulting service. We combine world-class admissions counselors with our data-driven, proprietary admissions strategies. We've overseen thousands of students get into their top choice schools, from state colleges to the Ivy League. We know what kinds of students colleges want to admit. We want to get you admitted to your dream schools. Learn more about PrepScholar Admissions to maximize your chance of getting in. Got a College Admittance Letter? 4 Steps to Take Next If you’ve gotten a college acceptance letter, congratulations! You've just been admitted to a college you applied to- a great accomplishment. Once you've celebrated a little, though, what should you do next? Here are four critical steps to take after you get a college acceptance letter. Step 1: Wait for Any Other Decision Notifications to Arrive Most students apply to multiple colleges at once, so even if you’ve received one college acceptance letter, it’s a good idea to wait to make your decision about where to go for college until after you’ve gotten all the admissions decisions from the colleges you applied to. This means that you should expect to wait, latest, until the first week of April, as most colleges should have sent out (electronically, by mail, or both) their decision notifications by this time. The only exception to this rule is if the school from which you got your college acceptance letter is your top choice. In this case, you already know you for sure want to attend this school, so go right on ahead to Step 3! Step 2: Choose a College to Attend Once you've gotten responses from all the colleges you applied to, it’s time to tally your results. You obviously can’t attend any colleges you’ve been rejected at, so this leaves you with only the schools you’ve been admitted to and waitlisted at. You now have to make an important decision: of the colleges you’ve been accepted at, which one do you want to attend the most? In other words, where do you see yourself thriving? If you're struggling to decide, ask yourself what you’re looking for in terms of the school campus, academics/majors, extracurriculars, overall atmosphere, location, cost, etc. We offer more tips in our guide on how to choose the best college for you. Step 3: Confirm Your Spot and Submit Your Deposit After you’ve figured out which college you want to attend, it’s time to confirm your spot in the new freshman class. To do this, you’ll usually need to fill out a form and return it to the college letting them know you intend to enroll in the fall. The deadline for your response will most likely be May 1, so be sure to contact your chosen college by this date. At this time, you should also submit your non-refundable deposit to the college. This college tuition deposit ensures you’ll have a spot in the new class. Note that this deposit may not be refunded under any circumstances, even if you change your mind or get admitted off the waitlist for a different college you’d rather attend. Step 4: Decline Your Admission Offers From Other Colleges Once you accept your offer of admission to your top-choice school, it's time to decline any other offers of admission you received. All you'll typically have to do is fill out a form letting the school know whether you intend to enroll. Again, this usually needs to be done by May 1. Recap: What to Know About the College Acceptance Letter If you’ve been accepted to a college, you’ll receive a college acceptance letter from that school, most likely at first electronically and then later as a hard copy in the mail. Most college decisions are released in the spring, typically no later than the first week of April. However, if you applied early action/early decision, you can expect to hear back in either December, January, or February. If you’ve received an admittance letter, that’s wonderful! Once you’ve finished celebrating, it’s time to figure out the next steps to take. First, you'll need to wait to hear back from all the colleges you applied to, as you might get accepted to other schools as well. After you’ve heard back, it’s time to make a decision about where you want to go for college. Once you’ve decided, you must confirm your enrollment at the school you've chosen, usually by May 1. You’ll also need to submit a non-refundable tuition deposit. Around this time, you can get started on declining any other acceptances you received from colleges. What’s Next? You know what a college acceptance letter looks like- but exactly when will your decision notification arrive? Check out our guide to college acceptance letter arrival dates to learn more. In order to snag an admittance letter to a college, you need to have a great application. Get tips on how to put together a great college application and learn how to estimate your chances of admission with our college acceptance calculator. Aiming for the Ivy League? Our expert guide explains how you, too, can get accepted to Harvard, Princeton, and more! Want to improve your SAT score by 160 points or your ACT score by 4 points? We've written a guide for each test about the top 5 strategies you must be using to have a shot at improving your score. Download it for free now:

E mail response Essay Example | Topics and Well Written Essays - 250 words

E mail response - Essay Example Doe’s policy, the issuance of instructional handouts takes place during lectures, where I usually avail extra directives regarding on how to tackle assigned tasks using materials already provided. Therefore, in exercising fairness in class while Prof. Doe is away, I will try being lenient and offer makeup quizzes where necessary though with a lot of caution. This is to ensure when Prof. Doe resumes, there are no pending assignments or tasks that will disorient her while waiting for prolonged submissions, which may interfere with her program. I will also avail adequate and timely instructional handouts to the students so that each has the necessary materials meant to tackle the assigned tasks during lectures. Hence, ensure both timely submissions of assignments and fewer excuses for makeup quizzes. However, discouraging the latter entails clear explanations besides motivating students to inquire where they may need assistance both in class confinements and even outside. This is via email or telephone (though within the day) such that they are able to receive quick responses instead of waiting for physical interaction with them. Hence, make them feel supported, whereby they wil l tackle varied tasks with ease and in time. I look forward to a healthy interaction with students who will be under my care for this extremely short time, while Pro. Doe will be away at a conference. This encompasses resolving cordially other issues that may arise in the process between me and the

Chemistry Assignment - Heat, Fire, Bohl model, Hydrogen Essay

Chemistry Assignment - Heat, Fire, Bohl model, Hydrogen - Essay Example The evidence that Bohr's model works is in the fact that, the moon is able to move around its orbital without crashing to the continent like Australia and it is also supported by Millikan's Oil Drop experiment that explains how an atom can exist only in definite amounts of quanta, hence "stationary states." Bohr calculated an equation that gives simplistic values for the radii or energy level shell at which the electrons could orbit in a "stationary state" where there is neither emissions nor absorptions of energies explained by the discontinuous transition between the different energy level shells. On the other hand, multi-electron elements have more electrons and more energy levels. . Hence when electrons are excited can move from one energy level to another: either higher or lower and in the process energy is given out. Therefore, electrons are many hence energy relationships cannot be done directly or not "solved".(Nelkon, p188)

Albert Einstein Essay Example | Topics and Well Written Essays - 500 words

Albert Einstein - Essay Example This only showed that Einstein's determination and intelligence that he was able to make his disadvantage an advantage for him to succeed. His never-say-die attitude should be imitated by individuals who want to succeed despite of difficulties in some aspects of their lives. Another is Einstein is a versatile contributor to human existence, with different contributions on different fields of study. Although he is more known in the study of quantum mechanics in Physics, Einstein also has other gained spotlight in other areas like Religion, Philosophy, Politics, etc. The reason could be because of his gaining popularity which made him an important person to be consulted or be heard on several issues involving social sciences like Philosophy and Politics. Einstein knowledge in science made him invent things and technologies that are useful although some had produced harmful impacts on the human race like the nuclear weapons. Einstein is also notable for his contributions on the field of Mathematics particularly in Geometry. Einstein could have contributed more if he had been employed earlier which according to R. Archer (2005), took Einstein two years before being employed. His contributions also made him earn prestigious awards that only notable persons can attain.

Models of Change Tasks at Tata Motors

Models of Change Tasks at Tata Motors Tata Motors Limited is Indias largest automobile company, with consolidated revenues of US$20.5 billion in 2009-10. It is the leader in commercial vehicles in each segment, and among the top three in passenger vehicles with winning products in the compact, midsize car and utility vehicle segments. The company is the worlds fourth largest truck manufacturer, and the worlds second largest bus manufacturer. The companys 25,000 employees are guided by the vision to be Best in the manner in which we operate, best in the products we deliver, and best in our value system and ethics. Established in 1945, Tata Motors presence indeed cuts across the length and breadth of India. Over 5.9 million Tata vehicles ply on Indian roads, since the first rolled out in 1954. Following a strategic alliance with Fiat in 2005, it has set up an industrial joint venture with Fiat Group Automobiles to produce both Fiat and Tata cars and Fiat powertrains. The companys dealership, sales, services and spare parts network comprises over 3500 touch points; Tata Motors also distributes and markets Fiat branded cars in India. Tata Motors, the first company from Indias engineering sector to be listed in the NewYork Stock Exchange (September 2004), has also emerged as an international automobile company. Through subsidiaries and associate companies, Tata Motors has operations in the UK, South Korea, Thailand and Spain. Among them is Jaguar Land Rover, a business comprising the two iconic British brands that was acquired in 2008. In 2004, it acquired the Daewoo Commercial Vehicles Company, South Koreas second largest truck maker. Task 1: a) Kurt Lewins change management model The concept of change management is a familiar one in most businesses today. But, how businesses manage change (and how successful they are at it) varies enormously depending on the nature of the business, the change and the people involved. And a key part of this depends on how far people within it understand the change process. One of the cornerstone models for understanding organizational change was developed by Kurt Lewin, a physicist as well as social scientist, Back in the 1950s, and still holds true today. His model is known as Unfreeze Change Refreeze, refers to the three-stage process of change he describes. Unfreeze This first stage of change involves preparing the organization to accept that change is necessary, which involves break down the existing status quo before you can build up new way of operating. To prepare the organization successfully, you need to start at its core you need to challenge the beliefs, values, attitudes, and behaviours that currently define it. Using the analogy of a building, you must examine and be prepared to change the existing foundations as they might not support add-on storeys; unless this is done, the whole building may risk collapse. This first part of the change process is usually the most difficult and stressful. When you start cutting down the way things are done, you put everyone and everything off balance. You may evoke strong reactions in people, and thats exactly what needs to done. By forcing the organization to re-examine its core, you effectively create a (controlled) crisis, which in turn can build a strong motivation to seek out a new equilibrium. Without this motivation, you wont get the buy-in and participation necessary to effect any meaningful change. Change After the uncertainty created in the unfreeze stage, the change stage is where people begin to resolve their uncertainty and look for new ways to do things. People start to believe and act in ways that support the new direction. The transition from unfreeze to change does not happen overnight: People take time to embrace the new direction and participate proactively in the change. A related change model, the Change Curve, focuses on the specific issue of personal transitions in a changing environment and is useful for understanding this specific aspect in more detail. In order to accept the change and contribute to making the change successful, people need to understand how the changes will benefit them. Not everyone will fall in line just because the change is necessary and will benefit the company. This is a common assumption and pitfall that should be avoided. Time and communication are the two keys to success for the changes to occur. People need time to understand the changes and they also need to feel highly connected to the organization throughout the transition period. When you are managing change, this can require a great deal of time and effort and hands-on management is usually the best approach. Unfortunately, some people will genuinely be harmed by change, particularly those who benefit strongly from the status quo. Others may take a long time to recognize the benefits that change brings. You need to foresee and manage these situations. Refreeze When the changes are taking shape and people have embraced the new ways of working, the organization is ready to refreeze. The outward signs of the refreeze are a stable organization chart, consistent job descriptions, and so on. The refreeze stage also needs to help people and the organization internalize or institutionalize the changes. This means making sure that the changes are used all the time; and that they are incorporated into everyday business. With a new sense of stability, employees feel confident and comfortable with the new ways of working. The rationale for creating a new sense of stability in our every changing world is often questioned. Even though change is a constant in many organizations, this refreezing stage is still important. Without it, employees get caught in a transition trap where they arent sure how things should be done, so nothing ever gets done to full capacity. In the absence of a new frozen state, it is very difficult to tackle the next change initiative effectively. How do you go about convincing people that something needs changing if you havent allowed the most recent changes to sink in? Change will be perceived as change for changes sake, and the motivation required to implement new changes simply wont be there. As part of the Refreezing process, make sure that you celebrate the success of the change this helps people to find closure, thanks them for enduring a painful time, and helps them believe that future change will be successful. McKinsey 7S framework The McKinsey 7S model involves seven interdependent factors which are categorized as either hard or soft elements: Hard Elements Soft Elements Strategy Structure Systems Shared Values Skills Style Staff Hard elements are easier to define or identify and management can directly influence them: These are strategy statements; organization charts and reporting lines; and formal processes and IT systems. Soft elements, on the other hand, can be more difficult to describe, and are less tangible and more influenced by culture. However, these soft elements are as important as the hard elements if the organization is going to be successful. The way the model is presented in Figure 1 below depicts the interdependency of the elements and indicates how a change in one affects all the others. http://www.mindtools.com/media/Diagrams/mckinsey.jpg Lets look at each of the elements specifically: Strategy: the plan devised to maintain and build competitive advantage over the competition. Structure: the way the organization is structured and who reports to whom. Systems: the daily activities and procedures that staff members engage in to get the job done. Shared Values: called superordinate goals when the model was first developed, these are the core values of the company that are evidenced in the corporate culture and the general work ethic. Style: the style of leadership adopted. Staff: the employees and their general capabilities. Skills: the actual skills and competencies of the employees working for the company. Placing Shared Values in the middle of the model emphasizes that these values are central to the development of all the other critical elements. The companys structure, strategy, systems, style, staff and skills all stem from why the organization was originally created, and what it stands for. The original vision of the company was formed from the values of the creators. As the values change, so do all the other elements. The model is based on the theory that, for an organization to perform well, these seven elements need to be aligned and mutually reinforcing. So, the model can be used to help identify what needs to be realigned to improve performance, or to maintain alignment (and performance) during other types of change. Whatever the type of change restructuring, new processes, organizational merger, new systems, change of leadership, and so on the model can be used to understand how the organizational elements are interrelated, and so ensure that the wider impact of changes made in one area is taken into consideration. You can use the 7S model to help analyze the current situation (Point A), a proposed future situation (Point B) and to identify gaps and inconsistencies between them. Its then a question of adjusting and tuning the elements of the 7S model to ensure that your organization works effectively and well once you reach the desired endpoint. John P Kotters eight steps to successful change American John P Kotter (b 1947) is a Harvard Business School professor and leading thinker and author on organizational change management. Kotters highly regarded books Leading Change (1995) and the follow-up The Heart Of Change (2002) describe a helpful model for understanding and managing change. Each stage acknowledges a key principle identified by Kotter relating to peoples response and approach to change, in which people see, feel and then change. Kotters eight step change model can be summarised as: Increase urgency inspire people to move, make objectives real and relevant. Build the guiding team get the right people in place with the right emotional commitment, and the right mix of skills and levels. Get the vision right get the team to establish a simple vision and strategy, focus on emotional and creative aspects necessary to drive service and efficiency. Communicate for buy-in Involve as many people as possible, communicate the essentials, simply, and to appeal and respond to peoples needs. De-clutter communications make technology work for you rather than against. Empower action Remove obstacles, enable constructive feedback and lots of support from leaders reward and recognise progress and achievements. Create short-term wins Set aims that are easy to achieve in bite-size chunks. Manageable numbers of initiatives. Finish current stages before starting new ones. Dont let up Foster and encourage determination and persistence ongoing change encourage ongoing progress reporting highlight achieved and future milestones. Make change stick Reinforce the value of successful change via recruitment, promotion, new change leaders. Weave change into culture. Task 1: b) Change should not be done for the sake of change its a strategy to accomplish someoverall goal. Usually organizational change is provoked by some major outside driving force, e.g., substantial cuts in funding, address major new markets/clients, need for dramatic increases in productivity/services, etc. Typically, organizations must undertake organization-wide change to evolve to a different level in their life cycle, e.g., going from a highly reactive, entrepreneurial organization to more stable and planned development. Transition to a new chief executive can provoke organization-wide change when his or her new and unique personality pervades the entire organization. Tata Motors was predominantly a manufacturer of commercial vehicles, and that is a very cyclical business. The commercial-vehicle market in India shrank by more than 40 percent, with massive consequences for both the top and, more particularly, the bottom lines of the company. The 110 million US$ loss was the first time something on this scale had happened in the companys history, and it really shook everybody within the organization. They tried to understand what had gone wrong and wanted to create a path for the future to ensure that they never got into such a situation again. So they decided on a recovery strategy that had three distinct phases, each of which was intended to last for around one and half years and 5 years in all. Phase one was intended to stem the bleeding. Costs had to be reduced in a big way, and that was going to be a huge challenge for a company that was not only the market leader but had been used to operating in a sellers market and employing a cost-plus approach to pricing. Phase two was to be about consolidating their position in India, and phase three was to involve going outside India and expanding operations internationally. Task 1: c) To be an effective leader of an organization requires you to do five things: Understand and interpret the environment in which he operate Develop winning strategies Execute them brilliantly; Measure the impact of your strategies followers. If you get results, people will support you, systematically, adjusting strategies as often without caring too much about how you got indicated. Develop organizational, departmental; the world wont retain the support of your followers team and personal capabilities. Team building is an application of various techniques of Sensitivity training to the actual work groups in various departments. These work groups consist of peers and a supervisor. Task 2: a) In recent times Tata Motors have faced a lot of challenge especially from the growing competition and globalization. To fight back these external evils, Tata Motors came out with plans of expansion to fight back competition via mergers and acquisitions and to fight back globalization it decided to cut costs and thereby introduced the worlds cheapest car. But all these activities had severe implications on its internal organizational change. Change was seen both on the management and at the employee level. At the management level change was seen for cutting costs and providing the cheapest car to the world market and at the employee level change was seen because of the much needed Tata Motors to merge with Daewoo, which caused a lot of change in its employees. Task 2: b) Enterprise-wide change is undertaken as a matter of survival. It is not an option and it is not a whim. Change carries high costs in terms of human and physical resources, share prices, stakeholder insecurity, customer dissatisfaction, receivables and cash flow. The reality is often a painful period of change, during which resistance is high, morale is low, productivity is falling, and confusion is rampant. (Calvello Seamon, 1995) No organization undertakes this lightly. So, the question is, if the cause is just, the need is clear, the alternatives evaluated, and the path to success communicated so that anyone in the organization can see that the change is not optional but essential, why does the change fail? The answer, Just being right isnt enough: you have to win the hearts and minds of the people who will make the change happen. (Marsh, 2001) There is no disembodied organization that can be changed. Only the people within an organization can make planned change a reality by changing their behaviours and the ways they relate to one another. Implementing change in an organization forces people to alter how they relate to one another. Not only do their goals, processes, equipment, and reality change but the very way they deal with others in the organization changes. This causes anxiety and anxiety causes resistance. only people who instigate change enjoy it; other have to suffer it. (Marsh, 2001) Faced with forced change many employees feel threatened believing that they will lose power, prestige, competence, and security. They feel that what is happening is beyond their control, outside their sphere of influence, and they fear it. Depending on how the particular organization has managed past change, the fears may be well grounded in experience. Task 3: a) The changes that have happen within organizations around the world over the last five years, have revolutionized how organizations will continue to operate for the next five years.    Businesses have realized that people are more important, whether that be the customer or the employees.    Employees must be happy, self assured, educated, trained, motivated, and leaders in order to be able to create the type of business that produces quality product.    The customer must be happy, and if the employees are not happy, they have a hard time making the customers happy.    Task 3: b) Stakeholder Analysis is the process that: Is intended for group stakeholders and Understands what stakeholders expect from the project and what they need in relation to potential risks Identifies actions to minimize project risks and maximize benefits by working with the stakeholders. This covers organisational stakeholder analysis but you might ask What do I do about directly involving people? There are two basic approaches to this which can be summed up as Representation v Delegation. Both have advantages and drawbacks. Representation: Attempts to take in the full range of views, interest groups and organisational units as part of the full decision making process. Characterised by democratic, committee-type decision-making. Advantages Disadvantages Covers full range of views An obvious route to gain widespread acceptance of decisions Involves people who may have limited knowledge of the subject area Slows decision-making Can result in compromises which dont really represent best fit in any particular area Delegation: Delegates responsibility to those identified as being best suited to the job. Advantages Disadvantages Work carried out by those with appropriate skills and knowledge Permits project to move forward more rapidly Acceptance relies on trust in those delegated may be an alien approach in the education culture Needs care to ensure that all relevant issues are properly understood and covered Task 3: c) A change management strategy identify, prioritise, engage and assess stakeholders. Explicit areas of spotlight include: Ensure that all key stakeholders have an adequate understanding of the objectives, timeline and process. Ensure that stakeholders who will be significantly impacted by the initiative or the change resulting from it have a clear understanding of how and when they will be affected. Influence stakeholder attitudes to become more positive (or at least less negative) towards the initiative and/or the change that it will bring about. Establish an effective feedback loop between the stakeholder group and the project team. Task 3: d) The three greatest barriers to organizational change are most often the following. Inadequate Culture-shift Planning. Most companies are good at planning changes in reporting structure, work area placement, job responsibilities, and administrative structure. Organizational charts are commonly revised again and again. Timelines are established, benchmarks are set, transition teams are appointed, etc. Failure to foresee and plan for resultant cultural change, however, is also common. When the planning team is too narrowly defined or too focused on objective analysis and critical thinking, it becomes too easy to lose sight of the fact that the planned change will affect people. Even at work, people make many decisions on the basis of feelings and intuition. When the feelings of employees are overlooked, the result is often deep resentment because some unrecognized taboo or tradition has not been duly respected. Lack of Employee Involvement. People have an inherent fear of change. In most strategic organizational change, at least some employees will be asked to assume different responsibilities or focus on different aspects of their knowledge or skill. The greater the change a person is asked to make, the more pervasive that persons fear will be. There will be fear of change. More important, however, there will be fear of failure in the new role. Involving employees as soon as possible in the change effort, letting them create as much of the change as is possible and practical is key to a successful change effort. As employees understand the reasons for the change and have an opportunity to try the change on for size they more readily accept and support the change. Flawed Communication Strategies. Ideal communication strategies in situations of significant organizational change must attend to the message, the method of delivery, the timing, and the importance of information shared with various parts of the organization. Many leaders believe that if they tell people what they (the leaders) feel they need to know about the change, then everyone will be on board and ready to move forward. In reality, people need to understand why the change is being made, but more importantly, how the change is likely to affect them. A big picture announcement from the CEO does little to help people understand and accept change. People want to hear about change from their direct supervisor. A strategy of engaging direct supervision and allowing them to manage the communication process is the key to a successful change communication plan. Task 4: a) RELEVANCE OF THE MODELS OF CHANGE Kurt Lewin theorized that there are three stages to change: Unfreezing: Old ideals and processes must be tossed aside so that new ones may be learned. often, getting rid of the old processes is just as difficult as learning new ones due to the power of habits. Just as a teacher erases the old lessons off the chalkboard before beginning a new lesson, so must a leader help to clear out the old practices before beginning the new. During this part of the process you need to provide just a little bit of coaching as they are unlearning not learning and a lot of cheerleading (emotional support) to break the old habits. Changing: The steps to the new ideals are learned by practicing: W h a t I h e a r , I f o r g e t . W h a t I s e e , I r e m e m b e r . W h a t I d o , I u n d e r s t a n d . Although there will be confusion, overload and despair, there will also be hope, discovery, and excitement. This period requires a lot of coaching as they are learning and just a little bit of cheerleading due to the affect of Arousal Overloading. Refreezing: The new processes are now intellectually and emotionally accepted. What has been learned is now actually being practiced on the job. Just a little bit of coaching is required and a lot of cheerleading is used to set up the next change process. . . remember it is c o n t i n u o u s process improvement! Task 4: b) 1. Formulation of a clear strategic vision: In order to make a cultural change effective a clear vision of the firms new strategy, shared values and behaviours is needed. This vision provides the intention and direction for the culture change. 2. Display Top-management commitment: It is very important to keep in mind that culture change must be managed from the top of the organization, as willingness to change of the senior management is an important indicator (Cummings Worley, 2005, page 490). The top of the organization should be very much in favour of the change in order to actually implement the change in the rest of the organization. De Caluwà © Vermaak (2004, p 9) provide a framework with five different ways of thinking about change. 3. Model culture change at the highest level: In order to show that the management team is in favour of the change, the change has to be notable at first at this level. The behaviour of the management needs to symbolize the kinds of values and behaviours that should be realized in the rest of the company. It is important that the management shows the strengths of the current culture as well, it must be made clear that the current organizational does not need radical changes, but just a few adjustments. 4. Modify the organization to support organizational change: The fourth step is to modify the organization to support organizational change. 5. Select and socialize newcomers and terminate deviants: A way to implement a culture is to connect it to organizational membership, people can be selected and terminate in terms of their fit with the new culture. 6. Develop ethical and legal sensitivity: Changes in culture can lead to tensions between organizational and individual interests, which can result in ethical and legal problems for practitioners. This is particularly relevant for changes in employee integrity, control, equitable treatment and job security. Change of culture in the organizations is very important and inevitable. Culture innovations is bound to be because it entails introducing something new and substantially different from what prevails in existing cultures. Cultural innovation is bound to be more difficult than cultural maintenance. People often resist changes hence it is the duty of the management to convince people that likely gain will outweigh the losses. Besides institutionalization, deification is another process that tends to occur in strongly developed organizational cultures. The organization itself may come to be regarded as precious in itself, as a source of pride, and in some sense unique. Organizational members begin to feel a strong bond with it that transcends material returns given by the organization, and they begin to identify with in. The organization turns into a sort of clan. Marsh, Christine. (2001, March). Degrees of Change Resistance or Resilience. Performance Improvement, v40 n3 pp 29-33.

Career Research: Nursing :: Career Research

Deciding which career is best for me is a very difficult decision. There are so many different types and areas of study to choose from and many that I am interested in. Ever since I was little I have always wanted to become a nurse. When I was ten years old, my grandmother experienced a stroke right in front of me. No other adult was home at the time and I had to manage the experience alone. I remained calm and took care of her until emergency personnel arrived to take over her medical needs. Everything ended well with her and I felt that I managed everything with maturity. Later on, at age thirteen, I also observed the process of this same grandparent going through a battle with breast cancer. Because of these experiences, the idea of a nursing career blossomed and has stuck with me the longest. So many different aspects of a nurse appeal to me and there is a huge selection of various fields of nursing, any of which I could specialize in. Interestingly, teaching mathematics has al so always been appealing to me. The idea of having a math degree did not present itself until I started college and scored so well in entrance exams. There are a lot of benefits that come along with being a teacher and it is a job I know I would enjoy. After exploring various math related careers with a family friend (and Dean of Math Studies at Washington University), I decided that I would be good at working in a school district teaching math at various levels. I have also explored the career of being a high school counselor and feel it would be a great career for me for numerous reasons. Growing up, I have watched my mother work in the counseling field and have decided that it is a career that would never get old and would always give me new challenges. All of these career choices are in fields that are helpful to other people, which is what I know I would do best. No matter which career I choose, I know that I will be benefiting and helping people every day. Because nursing seems to be the best match for my interests, I feel that going into the field of nursing would be best for me. The opportunities are almost endless in nursing.

A Women Of No Importance Essay

Explore the ways Wilde presents late nineteenth century women. What he is saying about the fashionable women of the time, their interests, ideas, attitudes and treatment in A Women f No Importance? A woman of no importance is a play about the upper and middle class. Wilde uses the women to portray is attitudes and views on the society of the nineteenth century. He portrays women in a way women would not have behaved at that time; this gives a comical atmosphere to the audience. In 1893 A women of no importance would have been very entertaining to watch, the audience would have found the play amusing however they would have been laughing at themselves as Wilde wrote the play to criticize the society. The play’s first setting is a female home with conversation between women; Wilde may have done this to show the importance of women. Lady Caroline is the first character the audience meet; Wilde may have also done this for a purpose. From the title ‘Lady’ we know Lady Caroline is a wealthy and high up in the aristocracy in England. She is a typical member of the high society; she has a very dominating overbearing personality and shows pride in her position. The Audience would have immediately recognised this from Lady Caroline’s conversation with Hester. She speaks down to her American guest, Hester who is travailing alone, â€Å"you have no country houses, I am told, in America?† Another theme that Wilde conveys through women is the theme Hypocrisy and double standards. This is again shown through Lady Caroline and her attitudes towards the puritan Hester. Lady Caroline criticises lady Hunstaton choice of guests â€Å"But Mrs Allonby is hardly a very suitable person† but then praises Lady Hunstaton for inviting her to a pleasant party, Wilde is effectively satirising members of high society. Hester vocalises her opinion that she dislikes Mrs Allonby but Lady Caroline patronises Hester â€Å"I am not sure, that foreigners like yourself should cultivate like or dislikes.† suggesting that Hester is not a valued member of society. Wilde mocks the attitude of the high society through the ignorant women. Lady Caroline is not as knowledgeable as she likes to make out, she continually keeps getting the name of the politician wrong, mistaking him for ‘Me kettle’ â€Å"Kevil, my love kevil.† The audience would mock Lady Caroline for this foolish mistake she keeps making. Hester Worsley’s title is changed as the play progresses. Hester is first referred to as ‘Miss Worsley’ then she becomes known as the ‘American’ and finally ‘A puritan’. Hester is a contrast to all the other women in A women of no importance and all the women take a dislike to her she told me yesterday, and in quite a loud voice, that she was only eighteen. It was most annoying.† She has strong morals, values and opinions which she is not afraid to express ‘I dislike London Dinner Parties’. Wilde may have used Hester’s character to present his on views on the English aristocratic society. Members of the high society frown upon those who are unmarried â€Å"I don’t think that England should be represented abroad by unmarried man† being married is more socially accepted. This gives the audience an impression of how shallow the society was and how status and social position dictate how people lived their lives. Lady Caroline’s and Sir Johns is very different to a traditional Victorian marriage. Usually the man is the dominant one and women were known as men’s property. However Wilde contrasts this view, by Lady Caroline having control over her husband, being the dominant one in the relationship â€Å"John you should have your muffler. What is the use of my always knitting mufflers for you if you don’t wear them?† Their relationship is clearly showing a lack of love and affection. Their relationship is more like a child and parent relationship because of the idea of Lady Caroline ‘spoiling’ Sir John. Wilde is suggesting that they are together out of convenience and presentation. Lady Caroline gives her husband orders in the same way lady Hunstaton orders her servants â€Å"you had better go and put your overshoes at once.† During the Victorian times when A women of no importance was written, women rights were begging to increase. In 1857 the matrimonial causes Act was established, in 1882 married women’s property act was confirmed, which gave women more rights and power over themselves, property and their children. These factors contributed to the way Wilde presented certain women especially Lady Caroline and Mrs Allonby. Mrs Allonby is very similar to lord Illingworth they are both described as ‘dandies’ they use language which is intended to shock the audience. At the end of act one is it clear that Mrs Allonby is flirting with Lord Illingworth â€Å"What a thoroughly bad man you must be!† Wilde creates Mrs Allonby as a character who considers being a person who restricts the morals and norms of the society, in Victorian times there would have been very strict morals and social codes. â€Å"Women adore failures, they lean on us† Mrs Allonby is going against the stereotype, the man having control within Victorian marriages. At the end of Act one Lord Illingworth reads Mrs Arbuthnot’s letter, he says â€Å"no one in particular A Woman of no importance†, the title of the play, which demonstrates Wilde’s views on the treatment of women in society. Act 1 ends giving the audience an impression of a self-concerned, hypocritical society. Wilde presents these ideas through the use of comedy which give a strong message to the audience.

JEAN PAUL SARTRE SHORT BIOGRAPHY Essays - Philosophy, Atheism

JEAN PAUL SARTRE SHORT BIOGRAPHY Essays - Philosophy, Atheism JEAN PAUL SARTRE SHORT BIOGRAPHY Jean-Paul Sartre Author, Philosopher, Journalist, Screenwriter, Activist, Literary Critic, Playwright, Academic (1905-1980) Jean-Paul Sartre was a 20th century intellectual, writer and activist who put forth pioneering ideas on existentialism QUOTES "All human actions are equivalent and all are on principle doomed to failure." Jean-Paul Sartre Synopsis Born on June 21, 1905, in Paris, France, Jean-Paul Sartre was a pioneering intellectual and proponent of existentialism who championed leftist causes in France and other countries. He wrote a number of books, including the highly influential Being and Nothingness , and was awarded the Nobel Prize in 1964, though he turned it down. He had a relationship with noted intellectual Simone de Beauvoir. Early Life Jean-Paul Charles Aymard Sartre was the only child of Jean-Baptiste Sartre, a naval officer, and Anne-Marie Schweitzer. Sartre lost his father in infancy. After her husband's death, Anne-Marie moved back to her parents' house in Meudon to raise her son. As a young man, Sartre became interested in philosophy after reading Henri Bergson's essay "Time and Free Will." He earned a doctorate in philosophy in Paris at the Ecole Normale Superieure , absorbing ideas from Kant, Hegel, Kierkegaard, Husserl and Heidegger, among others. In 1929 at the Ecole Normale , he met Simone de Beauvoir, a student at the Sorbonne who went on to become a celebrated philosopher, writer and feminist. The two became lifelong companions, though they were not monogamous. Sartre and de Beauvoir, a feminist and philosopher, challenged the cultural and social expectations of their respective "bourgeois" backgrounds. The conflict between oppressive conformity and authenticity, which the pair openly addressed and confronted in their personal lives, became the dominant theme of Sartre's early career. World War II and Politics In 1939, Sartre was drafted into the French army, where he served as a meteorologist. He was captured by German troops in 1940 and spent nine months as a prisoner of war. Given civilian status in 1941, he was able to secure a teaching position at Lycee Pasteur, outside of Paris. Upon returning to the city, Sartre participated with a number of other writers in the founding of the underground group Socialisme et Liberte . The group soon dissolved, and Sartre decided to write rather than participating in active resistance. Within a short time, he published Being and Nothingness , The Flies and No Exit , the existentialist works that would make him a household name. Sartre drew directly from his wartime experience in his work. After the liberation of Paris, he wrote Anti-Semite and Jew , in which he attempted to explain the concept of hatred by analyzing anti-Semitism. Sartre prized his role as a public intellectual. After World War II, he emerged as a politically engaged activist. He was an outspoken opponent of French rule in Algeria. He embraced Marxism and visited Cuba, meeting with Fidel Castro and Che Guevara. He opposed the Vietnam War and participated in a tribunal intended to expose U.S. war crimes in 1967. Sartre also continued to write. His major publication after 1955, the Critique de la raison dialectique ( Critique of Dialectical Reason), appeared in 1960. Later Life and Death In 1964, Sartre renounced literature in an account of the first 10 years of his life. Literature, he explained, functioned ultimately as a bourgeois substitute for real commitment in the world. In October 1964, Sartre was awarded the Nobel Prize in Literature. He declined the prize, becoming the first Nobel Laureate to do so. Sartre's principled mode of living involved few possessions. He remained actively committed to humanitarian and political causes until the end of his life, including participation in the Paris demonstrations of 1968. Sartre's physical condition deteriorated in the 1970s, and he became almost completely blind in 1973. He died in Paris on April 15, 1980, from pulmonary edema. Jean-Paul Sartre is buried at Montparnasse Cemetery; he shares a grave with life-long partner Simone de Beauvoir.

ip

TCP/IP Formal Paper Introduction The document that I chose to write about was a book entitled TCP/IP Clearly Explained, by Pete Loshin. I chose this subject to research, hopefully to gain a better understanding of TCP/IP for myself and in doing so, my research and/or analysis of this book will also present to you in such a way, that you too, will also receive additional knowledge, or at the very minimum, a curiosity will be peaked and you will want to learn more about these protocols. I will not have time to delve into both protocols, so I will focus mainly on the Internet Protocol (IP) since this clearly falls under the topic of â€Å"interconnecting† networks in that it is a protocol that makes the Internet possible. Interestingly enough, I began this project by digging through the RFC documents, the one in particular was FYI3 and by going to libraries and a couple of book stores, eventually to stumble across this book. It was published within the last ten years, 2003 to be precise. The book is divided into six parts (and a total of thirty one chapters) with the seventh part devoted to several Appendices that provide a summary of network organizations and groups that helped develop these networks, in addition to terminology that we are familiar with by providing us with a select group of protocols and their summaries that if for nothing else provides a quick, easy reference guide to many of the protocols that we have experienced thus far in this class. The overall feel of this book is to make an attempt to explain clearly, the core protocols of TCP/IP and how they make the global Internet possible. The author also, rather than garnering additional length to his book, by including lists and lists of RFC numbers and titles, as well as lists of well-known ports we are already familiar with, along with exhaustive lists of URLs that totally overwhelm us, has tried to make his explanation of the topic as fundamental as possible... ip Free Essays on TCP/ip TCP/IP Formal Paper Introduction The document that I chose to write about was a book entitled TCP/IP Clearly Explained, by Pete Loshin. I chose this subject to research, hopefully to gain a better understanding of TCP/IP for myself and in doing so, my research and/or analysis of this book will also present to you in such a way, that you too, will also receive additional knowledge, or at the very minimum, a curiosity will be peaked and you will want to learn more about these protocols. I will not have time to delve into both protocols, so I will focus mainly on the Internet Protocol (IP) since this clearly falls under the topic of â€Å"interconnecting† networks in that it is a protocol that makes the Internet possible. Interestingly enough, I began this project by digging through the RFC documents, the one in particular was FYI3 and by going to libraries and a couple of book stores, eventually to stumble across this book. It was published within the last ten years, 2003 to be precise. The book is divided into six parts (and a total of thirty one chapters) with the seventh part devoted to several Appendices that provide a summary of network organizations and groups that helped develop these networks, in addition to terminology that we are familiar with by providing us with a select group of protocols and their summaries that if for nothing else provides a quick, easy reference guide to many of the protocols that we have experienced thus far in this class. The overall feel of this book is to make an attempt to explain clearly, the core protocols of TCP/IP and how they make the global Internet possible. The author also, rather than garnering additional length to his book, by including lists and lists of RFC numbers and titles, as well as lists of well-known ports we are already familiar with, along with exhaustive lists of URLs that totally overwhelm us, has tried to make his explanation of the topic as fundamental as possible...

Technologies Used by Law Enforcement Research Paper

Technologies Used by Law Enforcement - Research Paper Example But whether or not this potential is fully recognized, and at what speed, is not an inevitable conclusion. Groundwork on this subject propose what if its incorporation is not correctly supervised, some features of information technology may meet with confrontation among officers and other staff, mainly when such technology is seen as unjustly invasive or technically unwieldy. Furthermore, questions about security cost, and privacy need to be addressed as well. (Reichert, 2001) Due to the speed and velocity of advances in this field of information technology in current years, sovereign studies on the collision of information technology on policing are also of our concern. It seems predominantly significant, in this regard, to evaluate the experiences of some of the founders of information technology in the field of policing. (Reichert, 2001) Description of some technologies used by law enforcement agencies is given below: 1. Crime mapping During the last decade, computer crime mapping has become an important tool for law enforcement firms. Innovations in Geographic Information Systems (GIS) and computer technology have corresponded with practical and theoretical advancements in crime investigation, analysis and prevention. Mapping software, desktop computers, and GIS now present mapping and analysis of data capacities beyond what was probable with mainframe desktop computers as lately as the early 90s. Crime mapping is an affordable and inexpensive technology for tiny and even controlled budget police sections. The advancements needed by community police departments want that these sections integrate a spatial, geographic, or local emphasis, and focus on the significance of incorporating crime mapping techniques into departmental analysis, management, and practices of enforcement. (Reichert, 2001) 2. Integration of Information Technology Information technology integration is as famous as crime mapping. Innovations in information technology assure privacy and information will be shared among all the key elements of the system of criminal justice, taking into account prosecutors, law enforcement, public and private defenders, corrections, federal courts, probation, parole, appellate courts, and state trial. A fully incorporated information system, though, needs cautious planning and organization among the agencies to make sure that technological faults do not take place; as Chief Justice Ronald M. George, California Supreme Court, puts it â€Å"Towel of Babel†. (Reichert, 2001) 3. Database for Fingerprints According to recent news, in Columbus, Ohio, Columbus Police can receive instant information about a suspect’s identity without having to go back to files and papers. With just a fast imprint of an individual’s two fingers on handheld equipment, now police can get access to all personal databases via the fingerprint database system. Police is quite contended with this new t echnology as it saves up time and energy to travel to the downtown booking station. Naturally, it is used to check the right identity of a person who does not a proper ID or have a fake one and uses a fake name. Columbia Police Department alone comprises of 250,000 entries. Any fingerprint which matches an identity gives person’s name, gender, date of birth and race. The cost of these devices have dropped drastically from $100 to $5 and they take good advantage of swiftly growing biometrics industry which

Business Plan Assignment Example | Topics and Well Written Essays - 2500 words

Business Plan - Assignment Example To this end, learning master has identified a niche market for its products. The company’s market is composed of all the foundation campuses located in London. Learning master has tailored its products to serve the linguistic needs of foreign students in London. This market gives the company access to students in foundation campuses in London, who are approximately thirty thousand. Psychographically: psychographic segmentation gives a business the opportunity to divide its clients according to their lifestyle, social class and personal preferences. For Learning Master, this group will be composed of students who are interested in English and do not perform well in their academic subjects because of their low mastery of the English language. These students also aware of the importance of proper mastery of the English language and expect to use the Universities and College Admissions Service (UCAS) to go to good universities in the UK. Geographical segmentation: In geographical segmentation, the students will be grouped depending on their location. Learning Master intends to group the students depending on where their foundation campuses are. Like central London will have Birkbeck, UCL and KCL while the greater London will focus on City University. Demographical segmentation: demographic segmentation divides the market into small groups based on their age, gender, occupation and income. Learning master will divide the students depending on their ethnic background, age and income. Like any other business, Learning Master has competitors who have been in the market offering English lessons either online or direct classes. Some of the company’s competitors are online English tutors like BK English who offer their lessons through the internet; their services are cheap and cost  £ 20. Since they use the internet, they tend to be more flexible and promote their products through the internet. Despite being cheap they cannot be trusted by