Free Essays on After The Civil War

After the Civil War Presentation From the consequence of the Civil War through the Spanish-American War and World War I, the United States had a noticeable spot on the universal phase of legislative issues somewhere in the range of 1865 and 1920. This exposition will give an outline of those years and a portion of the jobs the United States played in the universal political scene. AFTER THE CIVIL WAR There were gigantic political, monetary, social, and legitimate changes that happened between the long stretches of 1865 and 1877. These changes, including the Reconstruction, started around the hour of the Civil War and just kept on raising after it had finished. In fact, there were many clashes that came out of just as were understood by the war, however probably the most instrumental had to do with how blacks were treated by the whites. As the war seethed on, dark cotton ranchers were anticipating a Northern triumph, which would at last give them their opportunity; be that as it may, if the South were to win, those in the Confederate states would surrender to the progressing detainment of subjection. It seemed like the white man would not like to leave behind all the cash the dark ranchers were making for them, which is the reason they contended so energetically to ensure servitude continued going. After the North's triumph, dark cotton ranchers at last got the opportunity they so frantically needed. At the point when the Reconstruction Period showed up, it looked as if blacks were going to increase significantly more rights close by the liberation that had just occurred; in any case, it really demonstrated to speak to a period of much disillusionment (Kirkendale 2002, PG) for some. It was not that laws were not set up as a methods by which to shield blacks from the treacheries once confronted, however those laws were regularly overlooked by the whites. The arrangements, as they called them, were intended to give blacks the capacity to play out equivalent to other people, without the limitations of be... Free Essays on After The Civil War Free Essays on After The Civil War After the Civil War Presentation From the result of the Civil War through the Spanish-American War and World War I, the United States had a conspicuous spot on the worldwide phase of legislative issues somewhere in the range of 1865 and 1920. This exposition will give an outline of those years and a portion of the jobs the United States played in the universal political scene. AFTER THE CIVIL WAR There were huge political, financial, social, and lawful changes that happened between the long stretches of 1865 and 1877. These changes, including the Reconstruction, started around the hour of the Civil War and just kept on raising after it had finished. Without a doubt, there were many clashes that came out of just as were understood by the war, yet probably the most instrumental had to do with how blacks were treated by the whites. As the war seethed on, dark cotton ranchers were anticipating a Northern triumph, which would at last give them their opportunity; be that as it may, if the South were to win, those in the Confederate states would capitulate to the progressing detainment of servitude. It seemed like the white man would not like to leave behind all the cash the dark ranchers were making for them, which is the reason they contended so energetically to ensure bondage continued going. After the North's triumph, dark cotton ranchers at last got the opportunity they so urgently needed. At the point when the Reconstruction Period showed up, it looked as if blacks were going to increase significantly more rights close by the liberation that had just occurred; in any case, it really demonstrated to speak to a period of much frustration (Kirkendale 2002, PG) for some. It was not that laws were not set up as a methods by which to shield blacks from the shameful acts once confronted, however those laws were regularly disregarded by the whites. The arrangements, as they called them, were intended to furnish blacks with the capacity to play out equivalent to other people, without the limitations of be...

A Philosphical Approach Essay Example | Topics and Well Written Essays - 750 words

A Philosphical Approach - Essay Example The review coordinator’s individual personality was affected by Ford’s character and at each progression he was being thinking for the organization. The other explanation that had confined review organizer for not reviewing the Pinto was because of his conduct which was exceptionally affected by content preparing. These are the normal circumstances at work because of which people build up comparative standard of conduct and act consequently in all circumstances, forgetting about the thought for moral dynamic (Trevino and Nelson, 2011). Answer 2 Moral mindfulness was appeared by the review facilitator since he accepted that he felt liable for individuals to cause them to comprehend his circumstance at the specific time. The review facilitator was a glad supporter of following moral exemplary nature and a dissident for social foul play. At an early age he turned into a review facilitator of Ford which was an extreme activity with over stacked data (Trevino and Nelson, 201 1). Be that as it may, when the circumstance emerges, the review organizer decides not to review in view of different reasons. He accepted that in spite of the fact that he was a dissident yet he didn't build up his moral base and setting his rules and creating sees for what is morally right or wrong. He accepted that individuals ought not settle on those basic errors in moral dynamic as like himself for what he did in the Pinto Fire case. ... The most significant thing which the review facilitator needed to make reference to was that numerous individuals are unconscious of the moral problem. Individuals ought to be liable for their demonstration and their choices at a more youthful age, that it would have any kind of effect in their lives (Trevino and Nelson, 2011). Answer 3 If I were in the spot of a review organizer, I would have applied Trevino and Nelson 8 stage model to plan my choice in a moral way. Those 8 stages are talked about underneath: Identify important reality Firstly, I would have gathered applicable realities of those passings that either had they been because of a part disappointment of the vehicle or were they simply extreme mishaps because of poor driving flaws. Till 1973 it was indistinct that that the fire emitted because of fuel tank structure. I would likewise have assessed the expense and advantage examination for improving the gas tank. Recognize moral issues I would look at the commitment to ind ividuals on the off chance that it had been the company’s item configuration shortcoming yet in addition staying with devotion to the. I would have face the obligation regarding the passings of individuals on the off chance that it had been the company’s issue. Distinguish important influenced parties I would have examined the matter of those mishaps and would have supported the groups of the people in question. I would depict the company’s picture in a decent light yet in addition attempt to distinguish misfortune factor of the organization on the off chance that we choose to review. Distinguish potential ramifications for activity I would feature and offer loads to the elective choices for reviewing and not to review (Robbins, 2009). Tremendous expense is related with review yet further lives would be spared which would be useful for society. In the event that I would not review, at that point the likelihood of potential claims and harm to corporate notoriety would happen. Much more lives would be in harm's way.

Easy Tips for Writing Persuasive Essay Topics

Easy Tips for Writing Persuasive Essay TopicsThe key to getting a good grade on a persuasive essay topic is making the argument easy to understand. The best essay topics can be very difficult. But, with the right information, a simple argument can be made and the student can earn an A or better.The key to succeeding on persuasive essay topics is making the argument short and simple. Avoid long and complicated arguments. For example, the student may make the argument that alcohol causes a person to behave violently. The argument may be as simple as: Alcohol can cause violence.In order to make a quick and simple way to this, the student must first know what causes violence in the person. Therefore, he or she can then make the argument about alcohol causing people to behave violently. In the process of writing an essay, students should make sure to have all the facts correct. Students must also make sure they are clear about the issues they want to discuss.The other key to a persuasive essay topics is making sure that all facts are presented in an organized manner. A persuasive essay will end if the reader has been convinced that his or her position is right. They have to feel as though they know what they are talking about. To do this, the student must use the organized material to talk about. The student must be able to keep the reader focused on the issue, and they should be able to persuade the reader into thinking they are on the same page.One of the most basic rules to remember when writing a persuasive essay is consistency. Keep the same sentences throughout. For example, the sentence 'Drinking alcohol causes a person to behave violently' should be followed by the following sentence 'Drinking alcohol causes a person to behave aggressively.' This creates consistency and makes the argument easier to understand.Another rule to remember when writing persuasive essay topics is not to contradict your reader. Although it is acceptable to contradict yourself, it is very difficult to keep this up. Therefore, the student should be able to write clear explanations without going against what they are saying.The final key to writing persuasive essay topics is taking ideas from the topic and using them in a different way. This is called 're-framing'. There are many books and articles written about re-framing, and students can learn how to do this in their classes or online through online resources.The key to writing persuasive essay topics is following a pattern that is easy to understand and to use. Making a persuasive essay is about communicating ideas that are easy to understand and are related to the topic at hand. With the right information, and the right way to use it, the student can win the argument and get the grade they want.

Human research management models that fit best - Free Essay Example

Sample details Pages: 12 Words: 3622 Downloads: 7 Date added: 2017/06/26 Category Management Essay Type Compare and contrast essay Did you like this example? The lifecycle model is based on the theory that the development of a firm takes place in you stages; begin growth, development and refuse. This is in line with product lifecycle theory. Human resource managements effectiveness depends on its fit with the organizations stage of development, as the organization grows and develops, human resource management programmes, practices and procedures must change to meet its needs. Don’t waste time! Our writers will create an original "Human research management models that fit best" essay for you Create order Consistent with growth and development models it can be suggested that human resource management develops through a series of stages as the organization becomes more complex. Resource-base model: The resources and capabilities of a firm are the central considerations in formulating its strategy; they are the primary constants upon which a firm can establish its identity and frame its strategy and they are the primary source of the firms profitability. The key to resource-based approach to strategy formulation understands the relationship between resources, capabilities; competitive advantage can be sustained over time. This requires the design of strategies which exploit to maximum effect each firms unique characteristics. The most suitable model: Choice and the cautious exercise of selection analysis to recognize individuals with latent to build an input. Guidance and exacting appreciation that preparation is an unfinished activity, job plan to certify elasticity, assura nce and inspiration, as well as steps to make sure that employees contain the accountability and self-sufficiency completely to utilize their knowledge and skills. The approach is based on the supposition that there is a situate of most excellent HRM policies that are entire in wisdom that they are greatest in any condition, and so as to adopting them determination that direct to advanced organizational presentation. Most excellent exercise that formed employment safety, careful adopting, and identity managed teams, elevated reward dependent on presentation, preparation to grant an expert and encouraged personnel. The Human Resource policies are in excess of mandatory and execute on the trade groups or organisation. In the way of uncomplicated directive organization. The purpose of business is to normalize convinced traditions, to exhibit arrangement and to offer power to organisations Human Resource groups. In relationship with strategy it provides former than barely constant ly require. There are four types of HR managers at Lvmh. Subsequent the groups structure, they operate on four levels: corporate, regional, business group and company level. The subsidiary HR Director or the person acting as such, reports to the subsidiarys President. The subsidiarys HR Director gets recommendation and shore up from his company. The business groups HR Director organizes his companies HR Directors through monthly meetings. The purpose of these meetings is to identify vacant positions throughout the world and to study the list of possible candidates for these positions, between which are the Ready to Move. Lvmh has ready internal mobility both geographic and functional a basis of their human resources policy. This cross-fertilization of experience within their ecosystem under the unifying umbrella of the group creates matchless cause of proficient and personal fulfilment. International mobility is vital part of every potential career pathway. It targets to cre ate global managers many of them have far above the original practical move. As an example the head of HR development recall the case of a French insurance specialist in the fashion business unit who was sent to Romania to head a shoe factory. LVMH be on familiar terms with they could do with risks to develop probable impending. It needs to put them in new circumstances to help them develop new skills and set up their courage. Lvmh actively chains the specialized development of its employees. The decentralized organization in the Lvmh group gives confidence to individual proposal. Half of Lvmhs senior executives and nearly 40 per cent of managerial staff are French, whereas the French account for 37 per cent of the groups global workforce. HR needs to develop additional global business managers so they can be a part of worldwide top management. Lvmh mobility process works on the network of HR teams who mostly staffed with locals. Lvmh did not send out any specialist because no t have local bequest. Generally their experts fit two profiles: those sent out by the corporate HQ to control its subsidiaries and protect its interests and sent out to develop their skills. To support the international business growth relocate is growing. Though, it not means that greater than ever number of French expatriates will force this inclination. Lvmh have lake of global managers creates their order unpleasant in terms of deploying expert manager to companys aspiration plan or task given to that manager. Lvmh did not attract experts by giving them higher perquisite in terms of their level. The group is stimulated for cost efficiency. They know that a good package is essential, but that it not the main encouragement to go abroad. The primary balance-sheet move in the direction of package is based on the target that talent should neither lost nor grow from their rearrange. Lvmhs CB department has associated this draw near as a direct for it does remunerate package policy. Specific country based salary is apparent for international mission. Salary will get hire during the period of mission. That is used as a vital for work out of social security and pension payments. The mobility wages are average compare to local labour market. Lvmh distinct two types of high potentials, HP1 and HP2 is an individual likely to achieve a top management position such as member of Board committees, Regional president or Subsidiary president. An HP2 is an employee likely to go up one or two steps in the hierarchy. For corporate HR this characterization of high potential is too broad and is more relevant for flat structures. It is now considering narrowing it. It would retain the definition of HP1 and include those who are considered to be experts in their field. Lvmh is giving detailed task or mission to the global manager in their working satisfied for specific period and give him or her full authority to take decision for the company, also they want to learn from this kind of autonomy to do new or dare things Task-2 Key approaches towards managing learning and develop HR in MNCs: Learning and development activities make a major contribution to the successful attainment of the organization Personal development processes provide the framework for individual and self-directed learning Showing a clear understanding of the business drivers in their organisation Helping their organisation add value and move up the value chain Establishing a clear vision and strategy for people development Involving others and engaging shareholders in a transparent and open way Having both a good overview of what is needed to advance in the long-term and also of the short-term priorities Using process and techniques appropriately without being overcommitted to any one method of delivery Applying metrics to demonstrate value, and above all Understanding the legacy that learners bring with them and adjusting their interventions accordingly Human Resource Management (HRM) The human resource management (HRM) is predominantly concerned with all the activities that contribute to successfully attracting, developing, motivating, and maintaining a high-performing workforce that result in organizational success. These are combined efforts in developing, enriching and maintaining of organizations capability towards growth and development. It comprises of several processes, approaches, and programs for the improvement of the work force. The traditional type of HRM include personnel managers who handle administrative tasks revolving around human resources planning; recruiting staff; job analysis; establishing performance review systems; wage, salary, and payback administration; employee training; personnel record keeping; legislative compliance (affirmative action, EEO, etc.); and labour relations (, 2002).   (2000) has stated that the HRM plays a key role in leveraging the knowledge of the organization specifically the enhancement of the abilities and skill of the employees. The historical development of HRM is divided to six major periods: The main panic of an organisation is to produce products which are cheaper than competitors. There is no any specialised skill require at work rather than more hours with limited wages. The labours who cant bear will be replaced. Organisation should provide living facility, and other incentives to ensure the stability of work. The formation of Human Resource: The second step contain proper selection of workers and provide them appropriate training, which will help them to perform best at the work. The workers insist for works which they can harmonize with their inner ability. In the starting stage of Human Resource there is increase in demand for certainty in production and specialisation in particular task of work. The Starting stage and expansion of Human Resource:   Ãƒâ€šÃ‚  The  formation of law on how the employers behave their employees such as right for unions to exist, conventional opinion rules for union-management relations, specified minimum wage, limited child labour, and guidelines on overtime pay. It  increases of employees attention for skill enhancements and instruction. Transferring of personnel philosophy of employers as a reply to new legislations -  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  The  Companies are extra focused towards human dealings concentrating more on employee self-esteem and job satisfaction. The childhood stage of Human Resource: The  employers work for employee contribution along with reforming of jobs for more exciting and tough one. The employees are now insider as valuable resources of any company. As the days gone the name Personnel Management change as Human Resource Management. The government passed many laws in opposition to prejudice and unfairness The maturity stage of the Human Resource function and crisis management: It presented many challenges to Human Resource functions and also employee displacement while the downsizing brought about to renewed emphasis on training so that the displaced workers can get skills and knowledge to perform better. Implement changes in Human Resource strategies and importance of the HR managers: At this stage the management world understand the importance of the role of HR managers. -   HR departments consider outsourcing routine tasks as payroll, benefits administration, and temporary staffing to free up time for HR professionals to help line managers with more strategic duties. The HRM process is the path of alluring, initial, and maintaining workforce. This is the willingness of an organization to congregate the pressure and potential of the target market. There are three main HRM functions: attracting a quality workforce, early a quality workforce, and maintaining a quality workforce (2001). Conventionally, HRM is the helps the organizations in achieving the goals of the organization by hiring and maintaining capable employees. According to   (2002), the following are some of the tasks of HRM Instruct the workforce to maintain competitiveness of the organization Expand and converse business policies and actions in line with legislation Part icipation in wrong and disciplinary hearings, Lead negotiations.   Execute cessation and hiring measures. Evaluation and management of organizational atmosphere and employees relations. Implementation of results of and chosen bargain negotiation. Expand reward strategy and regulations in way with laws organisations strategy.  Affix meaningful monetary values to posts in the organization ensuring that the organizations compensation is in line with market forces.  Task-3 Difference between Recruitment and Selection: RECRUITMENT Recruitment refers to the process of finding possible candidates for a job or function, undertaken by recruiters. It may be undertaken by an employment agency or a member of staff at the business or organization looking for recruits. Advertising is commonly part of the recruiting process, and can occur through several means: through newspapers, using newspaper dedicated to job advertisement, through professional publication, using advertisements placed in windows, through a job centre through campus interviews. Suitability for a job is typically assessed by looking for skills, e.g. communication skills, typing skills, computer skills. Evidence for skills required for a job may be provided in the form of qualifications (educational or professional), experience in a job requiring the relevant skills or the testimony of references. Employment agencies may also give computerized tests to assess an individuals off-handknowledge of software packages or typing skills. At a more basic l evel written tests may be given to assess numeracy and literacy. A candidate may also be assessed on the basis of an interview. Sometimes candidates will be requested to provide a rà ©sumà © (also known as a CV) or to complete an application form to provide this evidence. SELECTION Selection is the process used to identify and hire individuals or groups of individuals to fill vacancies within an organization. Often based on an initial job analysis, the ultimate goal of personnel selection is to ensure an adequate return on investmentin other words, to make sure the productivity of the new hire warrants the costs spent on recruiting and training that hire. Several screening methods exist that may be used in personnel selection. Examples include the use of minimum or desired qualifications, resume/application review, oral interviews, work performance measures (e.g., writing samples), and traditional tests (e.g., of job knowledge). The field of personnel selection has a long history and is associated with several fields of research and application, including human resources and industrial psychology. Recruitment refers to the process of choosing potential candidates for a particular job or profession adapt by recruiters. It might be undertaken by an emp loyment organization or a associate of personnel at the commerce or association looking for workers. Promotion is usually part of the recruiting process, and can take place throughout numerous resources: through newspapers, magazines, using newspaper committed to job commercial, all the way through specialized periodical, by means of advertisements positioned in windows, in the course of a job centre, through campus recruitments,etc. Suitability for a job is classically assessed by looking for skills, e.g. communication skills, typing skills, computer skills. Confirmation for skills required for a job may be provided in the form of qualifications (educational or professional), experience in a job requiring the appropriate skills or the testimony of references. Employment agencies may also give computerized tests to assess an individuals casual knowledge of software packages or typing skills. At a more fundamental level written tests may be given to assess numeracy and literacy. A candidate may also be assessed on the basis of an interview. Sometimes candidates will be requested to provide a rà ©sumà © (also known as a CV) or to complete an application form to provide this evidence. Recruitment policies: A policy is simply a statement of intent on the part of an organisation; it outlines the approach everyone is expected to adopt and the standards they should achieve in carrying out an organisations business. A recruitment policy enables all employees involved in the process to direct their efforts towards achieving the organisations goals and to know that they are acting in the spirit intended by the organisation. A basic recruitment policy should at the very least include statements about the organisations stance on: the overall goal of recruitment and equality of opportunity. Recruitment procedures: The first step in the recruitment process is to assess the need for additional human resources and decide whether or not you have a vacancy you wish to fill. The vacancy may be a new post that has been identified through the development of the corporate strategic plan, or it may have arisen because an employee has resigned, retired or been dismissed. The latter are sometimes referred to as replacement posts to distinguish them from new posts. You may also decide to recruit a job-share partner for an established employee who no longer wishes to work full time. Filling the vacancies which arise because an employee has decided to leave or creating new posts should be part of a careful planning process, scrutinised in terms of how the action contributes to the organisations strategic goals. When a jobholder leaves, HR and line managers should take the opportunity to examine the work done and consider whether it can be covered in another fashion. Here are some of the factors that could be considered: Are all the tasks necessary? , Can some tasks be incorporated into another post? , should the job redesigned to include more in teresting and challenging work? , Can some task be completed in other ways, e.g. by machine, by computer? Job descriptions and person specifications/competency profiles: In organisations that engage fully in human resource planning there will be ongoing work dedicated to producing and maintaining job descriptions and person specifications/competency profiles, since these documents contain much of the information required for the planning process. Job analysis is the name of the process do not engage fully in human resource planning, it is essential to produce job descriptions and person specifications/competency profiles for all existing posts as a basic framework for recruitment and, later, selection activities. These documents contain the information around which the job advertisement and the assessment of candidates will be structured and they can also be used to provide evidence of a fair process. Selection is the process used to recognize and hire individuals or groups of individuals to load vacancies within an organization. Often based on an primary job analysis, the ultimate goal of personnel selection is to ensure an adequate return on investmentin other words, to make sure the efficiency of the new hire warrants the costs spent on recruiting and training that appoint. Several transmission methods exist that may be used in personnel choice. Examples include the use of minimum or required qualifications, resume/application review, verbal interviews, work performance measures (e.g., writing samples), and traditional tests (e.g., of job knowledge). The field of personnel selection has a long history and is associated with several field of research and application, including human resources and industrial psychology. Selection: Selection contributes to the achievement of strategic goals and so is too important an activity to be conducted on the basis of what is familiar or expedient. Organisations may, therefore, depending on the circumstances, need to engage in a broader array of activities rather than simply interviewing alone. Sophisticated selection has been identified as part of the best practice associated with the HRM approach (Marching ton and Wilkinson, 2005) and thus a necessary part of a strategic approach dedicated to obtaining the competitive edge that comes from having a superior workforce. The importance of getting the selection decision right is confirmed by the growing emphasis on the crucial contribution to organisations of their talent management processes. As Ready and Conger (2007, p. 68) proclaim: Stop losing out lucrative business opportunities because you dont have the talent to develop them. Supplementary techniques may not be needed for every vacancy, but at least the process sho uld be examined and the appropriate action chosen for each contingency. Collecting information: Gathering and evaluating information in order to make the selection decision can be done in a number of stages. According to the CIPD (2007a and c), the most well established methods used include: Short listing from information on application forms and CVs, interview of various kinds, tests, assessment centre, references. Policy and procedures: It is amazing how many managers still claim to be good judges of character and ability based on very short acquaintance. These managers will tell you that within a few minutes they can tell whether they are going to get on with someone, and whether that person will do well in the job. This kind of overconfidence is a major contributing factor to the low validity of interviews as a selection method. The concept of validity will be discussed in more detail later in the chapter, but it can be stated here that the strategic HRM approach would suggest that employees are too valuable a resource to the selected or rejected in such a subjective and uninformed manner. Short listing: Most employers will wish to interview a number of applicants before offering a position. In many instances, however, a successful recruitment campaign will attract more applicants than it would be possible to interview. The first step is therefore to reduce the applications to a manageable number, a process known as short listing. The short listing the of applicants is, then, a selection procedure that may be performed purely on the basis of the written information that applicants have supplied or which may involve the acquisition of additional information about candidates, for example by conducting a telephone interview. In regard to Lvmh recruitment is the most important because they conduct a meeting or HR mangers once a month to review the vacant positions and they workout the plan for fill that vacant posts by suitable candidate who can at least 3 languages other than French which is the one of the criteria for their selection. Also they have created a list of candidate who is ready to move on assignment for their non home country for specific period. They also prefer a candidate who is ready to move horizontal and vertical position in the company. Lvmh has created his name in the global world so they have to select global language like Good English speaking person because in the past they select staff from the France only, they cant speak English fluently for that they have to learn English as a training and development task which is programmed by HR department and educate them to deal in English at global level. Conclusion: As per the case study there is a lot of improvement in the companies policy regarding international mobility and learning English language that gives strength to the LVMHs goal to sustain in global competition and achieve companys goal through knowledge base HRM. As student I cannot give the exact idea about reading just few papers for the company which is running successfully since 1593. Company has history of more t hen 400 years they have created their name and fame through their working pattern and workforce who works for them. I am little bit small to evaluated and give the recommendation to the companys board of directors they are the genius in their planning and implementation of their HR policies.

The Impact of Agricultural Sector on Economic Growth in...

Agricultural Economics of Nigeria: Paradoxes and Crossroads of Multimodal Nature Professor Eric C. Eboh Professor of Agricultural Economics University of Nigeria CONTENTS 1.0 ACKNOWLEDGEMENT 2 2.0 CONCEPTUAL APPROACH OF THIS INAUGURAL LECTURE 6 REFLECTIONS ON THE STRATEGIC ROLE OF AGRICULTURAL ECONOMY 8 3.0 4.0 5.0 AGRICULTURE FROM THE LOOKING GLASS OF MAN’S ECONOMIC HISTORY 16 AGRICULTURAL ECONOMY FROM PARADIGMATIC VIEWPOINTS ABOUT THE STATE VIS-A-VIS MARKET 21 6.0 NIGERIAN AGRICULTURE FROM THE PERSPECTIVE OF MODELS OF AGRICULTURAL DEVELOPMENT 29 7.0 AGRICULTURAL SECTOR FROM THE LOOKING GLASS OF EVOLUTION OF NIGERIA’S POLITICAL ECONOMY 38 THE AGRICULTURAL ECONOMY: THE PARADOX INSIDE OUT 52 CONCLUSION: TACKLING THE†¦show more content†¦I am also grateful to other lecturers including Professor S. A. N. D. Chidiebelu and Professor O. Okereke. I give special thanks to the lecturers and students during the 1986-87 session of Masters Degree programme in Agricultural Economics at the University of Ibadan. In particular, I received intensive guidance from Professor S. G. Nwoko, my thesis supervisor. He encouraged and inspired me so much towards quantitative and econometric methods. I note specially m y helpful interactions with Professor S. O. Olayemi, Professor F. S. Idachaba and other academic staff. I am greatly indebted to my supervisors in the Doctorate Degree programme, Professor O. Okereke and Dr. C. O. B. Obiechina. Both co-supervisors provided me excellent atmosphere and friendly academic guidance that saw me through in my research and academic work from 1987-1991. Besides, many other academics contributed to the success of my PhD programme. They include Dr. Karen Dvorak, Professor Y. L. Fabiyi, 5 Professor E. C. Nwagbo, HRH Professor Emea Arua, Professor S.A.N.D. Chidebelu, Professor E. C. Okorji and Professor Aja Okorie. I am most grateful for the peer support in the Department of Agricultural Economics, since September 1989 when I started my academic career as lecturer. In this regard, I am thankful to colleagues including Professor Noble Nweze, Professor C. U. Okoye, Dr. (Mrs.) Ifeyinwa Achike and Professor C. J. Arene. Also, I recall collaboration with lecturers fromShow MoreRelatedImpact Of Economic Liberalisation On Livelihoods1597 Words   |  7 PagesThe Impact Of Economic Liberalisation On Livelihoods In Nigeria Economic liberalization on livelihoods in Nigeria refers to how the decrease in government control, through deregulation and lesser restrictions in the economy to promote greater participation of private entities, serves as a means of securing the basic necessities of life i.e. food, water, shelter and clothing. This is done in an effort to encourage economic development through the doctrine is associated with classical liberalism. 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An optimal currency area was defined by Pilbeam (2013) as â€Å"A region for which it is optimal to have a common currency and a common monetary policy†. For the ECOWAS to qualify as an optimal currency area it must fulfil certain criteriaRead MoreEffects of Human Capital on Maize Production in Ghana Essay1555 Words   |  7 Pagesof GDP and provides employment for about two-thirds of the labor force in Sub-Saharan Africa. Productivity growth in agriculture is therefore an important element for economic growth and development. Yet, growth in this sector has been slow. According to the World Bank (1989), agricultural growth for the continent from 1980 to 1989 averaged only 1.8% per year. Therefore, â€Å"improving this growth rate is of increasing concern for both governments and international organizationsâ⠂¬  (Pinckney 1995). Investing

Line by Line Analysis of Robert Frosts The Road Not Taken

Line by Line Analysis of Robert Frosts The Road Not Taken Two roads diverged in a yellow wood, The key word here is two. Throughout our lives we constantly face decisions where we have two choices. Even when it seems there is only one choice, we can decide either to DO it, or NOT do it; so there are STILL two alternatives. And sorry I could not travel both And be one traveler, long I stood Then there are times we wish we could do BOTH; HAVE our cake and eat it too! We know we cant, so we must agonize over the choices; weigh the possibilities. And looked down one as far as I could To where it bent in the undergrowth; Then took the other, just as fair, And having perhaps the better claim,†¦show more content†¦Or have we just leveled the playing field? And both that morning equally lay In leaves no step had trodden black. Is it frightening to us that few people have taken EITHER path? What unknowns lurk beyond the next bend? Oh, I kept the first for another day! Yet knowing how way leads on to way, I doubted if I should ever come back. Well, if this one doesnt work out, Ill try the other one; or maybe Ill try it one day anyway, just to see if it is better. Or maybe not. Have you ever heard of a round tuit? Ill do it when I get around to it. Sometimes you KNOW, you just KNOW that you never will! Round tuits come in a roll, like a loaf of bread. You slice them off as you go, and eventually you come to the heel of the loaf. Yes, there is an end tuit! We DO run out of time. I shall be telling this with a sigh Somewhere ages and ages hence: Two roads diverged in a wood and I -- Sometime down the line we may look back and reflect upon this. We may never know if the other choice would have been better, or if it would even have been any different at all. Chances are, well discover that it really hasnt been so bad after all. (This is where I would sigh.). Id wonder, if I had it all to do over again, wouldnt I do it exactly the same way. Or if I had gone the other way, wouldnt I be sitting here asking myself how THIS path would have turned out, had I gone THIS way? Whatever the result, it was thatShow MoreRelatedRobert Frost s Writing Style1589 Words   |  7 Pages Robert Frost once said, â€Å"The figure a poem makes. It begins in delight and ends in wisdom... in a clarification of life - not necessarily a great clarification, such as sects and cults are founded on, but in a momentary stay against confusion† (Robert Frost Quotes). This same kind of thinking opened the door for metaphorical poetry that helped to show the poets transparency. His love for the social outcast and the struggles of his life are exhibited greatly in his poems. Robert Frost helpedRead MoreAnalysis Of The Road Not Taken By Robert Frost1409 Words   |  6 PagesThe analysis of â€Å"The Road Not Taken† by Robert Frost has been up for debate since the poem release in 1916. It is known to be one of the most frequently misinterpreted poems of all time, and even Robert Frost himself has said the poem is â€Å"tricky† to comprehend (The). When analyzing this poem many readers tend to focus only on the last lines of the poem and get caught in a trap of selective-interpretation. Quite a few people after reading Robert Frost’s poem firmly conclude that this poem is aboutRead MoreThe Road Not Taken By Robert Frost912 Words   |  4 Pageswhat could have been? Profound poet Robert Frost depicts this dilemma in his poem â€Å"The Road Not Taken. The Road Not Taken is a narrative poem consisting of four stanzas of iambic tetrameter and was published in 1916 in the collection Mountain Interval. In this poem, Robert Frost uses title, imagery, and theme to complicate and lead the reader to unknowingly misunderstand the poem. 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While, Frost had not originally intended for this to be an inspirational poem, line by line, the speaker is encouraging each reader to seek out his or her own personal path in the journey of life. Romanticizing the rural woods of New England creates the perfect setting for the theme of self-discovery laid out and describedRead MoreThe Road Not Taken By Robert Frost1221 Words   |  5 PagesWhile gazing at the farmland on the rural outskirts of Derry, NH, Robert Frost created an American masterpiece. â€Å"The Road Not Taken†, is a dynamic and deep poem orchestrated to perfection. However, equal to its acclaim, is the misunderstanding of the poem. A piece of literature of this stature deserves to be under the microscope of our classes critical discussions. I believe that the time would be beneficial to everyone. Giving a breath of fresh air to a poem that has be en abused by Hallmark cardsRead MoreThe Road Not Taken By Robert Frost Essay1554 Words   |  7 PagesTwo Roads, Two Choices, One Decision â€Å"The Road Not Taken,† written by Robert Frost, discusses a traveler who has to make a choice between two roads. In the first stanza, the traveler remembers standing at an intersection of two roads. Indecisive about which road to take, he seems to believe that one of the roads would be more beneficial to him (Lee 5). In stanza two, the narrator refers to the traveler’s unexpected decision to take the other road by giving details of it. In addition, the narratorRead MoreModern F. Robert Frost1547 Words   |  7 PagesDavid Ahlman Charles Vogel English 2520-601 Due Date: November 9th, 2015 Robert Frost: Modern Multiplicity Robert Frost is a multiple poet. –Louis Untermeyer What is customary and, therefore, stereotypical of modern artistic thought is the belief that only one central meaning can be gathered from any one reading; that these singular interpretations support, give credence and justify hegemonic forces or grand narratives in society. Defining the term â€Å"modern† in his work The Postmodern Condition:Read MoreAnalysis of The Road Not Taken, by Robert Frost Essay921 Words   |  4 PagesThesis Robert Frosts â€Å"The Road Not Taken† is more symbolic of a choice one must make in their life in attempt to foresee the outcome before reaching the end, than it is about choosing the right path in the woods. Describe the literal scene and situation. The literal scene of Robert Frost’s â€Å"The Road Not Taken, is described as a â€Å"yellowed wood† (Arp Johnson, 2009). 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Cloud Computing and Smes @Myassignmenthelp.com

Question: How do SMEs use IT? Can these functions be put in the cloud? Why would SMEs put a function into the cloud? What problems are there with putting IT functions into the cloud? Briefly describe a small business and recommend what functions should be put into the cloud. Answer: Introduction Cloud services are one of the most useful innovations, which have taken place in context of information technological landscape. Cloud services can be defined as those information resources such as virtual storage space etc. which are provided over internet. Two most common cloud service resources are SaaS (Software as a Service) and PaaS (Platform as a service). Purpose of this essay is to understand the important of cloud services from perspective of small and medium sized enterprises (SMEs) in Australia (Sultan, 2011). SMEs and their way of using IT With SMEs it is important to understand that in majority of the cases they have financial constraints (Sulistio et al, 2009, pp.583-588). Due to which their expense on IT infrastructure and services is mainly focused on the approach of as-per-need basis. Based on survey it was found that SMEs in Australia, it was found that majority of them use IT to fulfill their basic business requirements such as sending mails, maintaining information database and managing their project through project management software applications (Karabek et al, 2011). However, with rising competitive pressure, there are several SMEs which are unaware about their future IT strategy. No doubt that use of information technology is a major business enabler, but it is cost intensive as well, for which SMEs might not have capital at times (Marston et al, 2011, pp.176-189). Hence, use of IT in SMEs remains scattered and potential of IT tools and applications is yet to be harnessed completely for improvement in effi ciency. In nutshell, SMEs use of IT is focused on information communication through e-mails and storage of their critical business data. Moreover, SMEs rely mainly on enterprise level software to fulfill their requirement related to IT. Can these functions be put in the cloud? It is clear, that SMEs have tremendous scope of expanding their IT functions to cloud services (Jadeja Modi, 2012). In a way, SMEs are already using one major cloud service to fulfill their need of communication, i.e. webmail applications such as Gmail and Hotmail. This was also revealed by the survey which claimed that out of 900,000 SMEs most of them used cloud services in form of webmail. Another important IT function of SMEs which can be put on cloud is their storage requirement. Whether it is project related data, or employee data, information in SMEs is stored on local storage devices, which have risk of getting damaged or corrupted, and also results in cost for the business. However today, there are several service provides which provide customized plans for SMEs for their data storage related requirements (Rath, 2012, pp.688-691). Hence, SMEs can shift their data storage function to the cloud. Another important IT function which can be shifted is the use of enterprise softwa re. For example, services provides such as Zoho.com etc. provide entire suite of human resource (HRM) applications and customer relationship management (CRM) through internet, which means that SMEs just need to have an internet connection and a basic computer, rather than having complex setup of IT infrastructure to fulfill these needs (Kshetri, 2010). Hence, enterprise requirements such as CRM, HRM etc. can be easily shifted to the cloud functions. Why would SMEs put a function into the cloud? Main reasons behind a SME putting its IT function into cloud is cost efficiency, convenience of use, and freedom from setting up expensive IT infrastructure (Wang et al, 2012). For any particular SME capital investment is always a complex process that is why money being allocated on IT related expenses are always seen as an extra expense, which SME try to curtail most of the time. In this process of controlling the expense on IT infrastructure, SMEs often expose their data integrity and overall IT infrastructure to security issues such as hacking etc. However, main motivation behind SMEs for putting IT function into the cloud should be cost factor as it will help them to optimize their operational cost (Etro, 2011). What problems are there with putting IT functions into the cloud? According to survey conducted in Australia, more than 52% of the cloud users raised their concern for the security of cloud services. In fact worldwide, security of the cloud services has been the major concern for majority of the enterprises. There are several SMEs in Australia which are active in financial domain and supporting various financial service of their client (Chawla Sogani, 2011). For such firms, security of their data is of utmost importance. Hence, shifting their data related requirement to cloud services is seen with skepticism. Another important problem with cloud services is its availability and dependency on internet. At times it has been observed that any type of disruption of cloud services can completely bring its subscribers business to standstill, which is always a risk. Another major problem is dependency on internet. All the cloud service is rendered through internet services, which is provided by third entity known as telecommunication service provider. He nce, any disruption in the internet services might completely halt the cloud services, even though majority of the cloud services claim for almost 0% downtime of their services, but in technology disruption at any level is possible at any time, which always remains major concern related to use of cloud services. Case study of small company recommendations Company which is being analyzed is Globoforce, which is an HR consulting firm, this organisation has 93-95 employees. Globoforce being a HR consulting firm doesnt have any enterprise level software to manage its internal human resources, which it manages through excel file based data and other unstructured files, such approach poses risk of data lose and other issues in long run. Hence, for Globoforce, first recommendation will be to shift its human resource related function to a cloud service such as ZOHO HRM or any other cloud service provider which provides HRM functions. This will enable Globoforce to centralize its HRM functions in a more structured and efficient manner. Another, cloud service which Globoforce can use is the incident management applications. For example, currently any customer lead and information related to it is managed in unstructured files. Hence, for this purpose Globoforce can use services such as JIRA which is an incident management tool available as cloud service. This will enable Globoforce to efficiently handle its customer related issues and information, and will also enable to enhance the customer service experience, which will be beneficial for the business. References Chawla, V., Sogani, P. 2011. Cloud computingthe future. InHigh Performance Architecture and Grid Computing(pp. 113-118). Springer Berlin Heidelberg. Etro, F. 2011. The economics of cloud computing.The IUP Journal of Managerial Economics,9(2), 7-2. Jadeja, Y., Modi, K. 2012. Cloud computing-concepts, architecture and challenges. InComputing, Electronics and Electrical Technologies (ICCEET), 2012 International Conference on(pp. 877-880). IEEE. Karabek, M. R., Kleinert, J., Pohl, A. 2011. Cloud Services for SMEsEvolution or Revolution?.Business+ Innovation,1. Kshetri, N. 2010. Cloud computing in developing economies.Computer,43(10), 47-55. Marston, S., Li, Z., Bandyopadhyay, S., Zhang, J., Ghalsasi, A. 2011. Cloud computingThe business perspective.Decision Support Systems,51(1), 176-189. Rath, A., Mohapatra, S., Kumar, S., Thakurta, R. 2012. Decision points for adoption cloud computing in small, medium enterprises (SMEs). InInternet Technology And Secured Transactions, 2012 International Conference for(pp. 688-691). IEEE. Sulistio, A., Reich, C., Doelitzscher, F. 2009. Cloud infrastructure applicationsCloudIA. InCloud Computing(pp. 583-588). Springer Berlin Heidelberg. Sultan, N. A. 2011. Reaching for the cloud: How SMEs can manage. International journal of information management,31(3), 272-278. Wang, H., He, W., Wang, F. K. 2012. Enterprise cloud service architectures.Information Technology and Management,13(4), 445-454.