Causes of Water Pollution Essay Example | Topics and Well Written Essays - 750 words

Causes of Water Pollution - Essay Example It disrupts the balance of an ecosystem. Water pollution is caused when pollutants are indirectly or directly discharged into water bodies. As a result of the impairment by anthropogenic contaminants, polluted water does not support human use (Hester 115). It also does not support constituent biotic communities. Plants and animals are immensely affected by water pollution. Though natural events such as algae blooms, volcanic eruptions, earthquakes, and storms can cause water pollution, human activities are the major causes of pollution. Â  The contaminants that lead to water pollution are covered in a wide spectrum of pathogens and chemicals, in addition to sensory and physical changes that are occasioned by discoloration and changes in temperature. Chemical substances that cause water pollution are usually toxic, while the pathogens produce waterborne diseases (Hester 139). Alterations in the physical chemistry of water include the electrical conductivity and acidity of water. Â  Water pollution can be caused by pathogens, which are disease-causing micro-organisms. Most of the bacteria found in water are beneficial or harmless. However, a few pathogens have the potentials to cause infectious diseases. The best indicator for pathogens in water is the Coliform bacteria, which is used as a bacterial indicator in case of water pollution. There are a number of harmful microorganisms that are found on the surface of the water. The pollutant microorganisms include Burkholderia pseudomallei, Cryptosporidium param, Giardia lamblia, Salmonella, parasitic worms and Novo virus (Hester 166). High levels of pathogens may be caused by the discharge of inadequately treated sewage into freshwater systems. Additionally, some cities may have aged infrastructure, which may leak pathogens into the water system. Â  

International law, or some particular interpretation of international Essay - 1

International law, or some particular interpretation of international law, is sometimes found actually to hinder measures to maintain international order Discuss with reference to drone strikes - Essay Example International society aimed at reflecting cooperation among its member states. As a result, international law rose as a unique and recognized entity with rules, which rose as result of modern cooperation of modern independent governments or state. The international law and rules intended at calling for discipline and a common philosophy among its member states in order to foster world peace and harmony (35).2 The document explains how international law hinders measures to maintain international order. Bull3 regards international law as â€Å"a body of rules which binds states and other agents in world politics in their relations with one another and considered to have the status of law’. Bull (2002) further defines international law as to be body of rules which are of a specific nature. This means that there are specified rules which independent governments and other international bodies to the international society and politics regard to bind them without any doubt. Despite the enormous part played by the international law to foster security, concerns have been raised about some of its principles in maintaining international order. The binding of different states by the international law brings about the concept of international society. Bull4 argues that one of the major roles of international law is to act as a powerful and strong normative principle of political states and governments with the idea of protecting sovereignty of individual member states. But this has not been always the case. Developed countries and countries with more advanced military equipment have not upheld this principle of respecting another nations’ sovereignty in order to protect and uphold international order. United State for instance has been intruding sovereignty of a number of independent political states such as Afghanistan and Pakistan by carrying out drone attacks within the sovereign regions. Bull5 demonstrated a clash

Critical Thinking Exercises Essay Example | Topics and Well Written Essays - 1000 words

Critical Thinking Exercises - Essay Example As a consultant, the data that should be reviewed and analyzed to determine whether the Ford Motor Company is discriminating against their employees because of age is the following: the age of the employees, the year the employees was hired, and whether the employees have reached or is approaching the age of retirement. First, the age of the employees would be evaluated because the lawsuits were claiming that the Ford Motor Company is discriminating against age. Should the Ford Motor Company be discriminating against age, the ages of most employees should range within the younger age brackets, depending on the age after which the Ford Motor Company considers employees to be "older." Second, the year the employees were hired is important because, in the Title VII class action age and reverse discrimination suit, President Jacques Nasser was accused of eliminating older employees because he wanted to build his management team with younger employees. The year the employees were hired would help determine whether the employees were employed on with the Ford Motor Company during Nasser's presidency. Lastly, whether employees have reached or are approaching the age of retirement is important because it would settle the reason why older employees who have reached or are approaching the age... Additionally, the Ford appraisal system is fair in that it rates the employees on job performance. Employees should perform their job well in order to maintain their position at the company. Ford has much to offer their employees, and they probably adopted the forced-discrimination approach to eliminating their employees because they needed to eliminate the employees that were employed but not performing their jobs well. 8.1 - Workplace Diversity Training The diversity program that will be designed for incoming freshman will, first, consist of training towards all of the ethnicities of the university. Further, all ethnicities of the university will be represented because the freshman will, most likely, encounter all of the ethnicities at least once during their term as a student at the university. Second, the diversity program will consist of training for both male and female students. Women are not the only ones that have problems with racial comments or sexual harassment in the workplace. Men are also subjected to this treatment. As a result, the training should be geared towards both men and women. Third, the freshman will be entered into groups where they will role-play situations in which they might find themselves. All ethnicities of the university might not be represented in the students present, but the role-plays will include a script for all ethnicities.Males will discover diversity and harassment in the workplace from a female's perspective, and the females will get to portray the males. The different ethnicities will have a chance to portray another ethnicity and realize the situations with which they are presented. The diversity program will also have training

Leadership Theory of Situational Approach Research Paper

Leadership Theory of Situational Approach - Research Paper Example ys strategies that gives the manager the capabilities to deal with a wide range of people hence creating a more employee centric and innovative organization through the level of direct contact that the manager has with the employees at all levels. Situational Leaders adjusts their leadership style according to the behavior and level of their employees. The different leadership styles used by different leaders include: Directive, Coaching, Participating and Delegating (Fielder, 1967) Directive or Telling leadership approach is a leadership style where the leader instructs subordinates on what to do and how to do it. It focuses on goal achievement and less support. It is used mainly within the law enforcement, manufacturing assembly lines and Military. It provides a means of managing diverse group of people that span a wide range of experience and maturity levels. Coaching or selling is another leadership style where the manager provides information and direction. This form of leadership focuses on goal achievement and is supportive that is it gives instructions on how goals are achieved and supervises it. It is mostly used in an internship situation. Participating leadership on the other hand is a leadership style where leaders focus more on relationships than direction. In this style of leadership, the manager works closely with the team and shares decision making responsibilities. It is characterized by listening, praising, asking for input and giving back hence highly supportive and low directive (Hersey and Blanchard, 1977). It is used mainly by corporate leaders in an attempt to influence the board of directors towards developing a new policy. Delegating is also another leadership style where the manager is usually less involved with decisions, he or she tells the subordinates what need to be achieved and therefore he or she is able to focus on the work and achievements of subordinates. This style is applied mostly to university professors who are given

To raise or lower tuition at a University Essay Example | Topics and Well Written Essays - 750 words

To raise or lower tuition at a University - Essay Example The definition of revenue is actually total amount of money that a firm, in this case the university receives, from the goods and services it offers for sale. Average Revenue= TR/Q- This the total amount of fees paid by each individual student in the university. It’s the fee per student. Plot of these values on a graph will give us the demand curve of the university. If the students behave like rational consumers they will evaluate the effect of the rise in tuition fees on their gain in the institution. As we can observe from the above curves, we can say that an increase in price will lead to a decrease in the goods consumed. This is the case with normal economic expectation from the students who we categorically say that they are normal and rational consumers of the good which is education. It is true to say that an increase in fees may lead to decline in the number of students because some may drop out of school due to lack of funds to further or complete their studies. This is a decrease in Total revenue TR for the University from TR1 to TR2. This is actually because the price which is the tuition fees has increased from P1 to P2. This scenario the state university might loss revenues so if the students will behave like normal consumers they should reconsider that decision. An increase in tuition will also increase in revenue if the students do not withdraw their membership. Another scenario where the revenue may even escalate is when new students flood in to register as students of the university while the old ones retain their membership; this is because they associate the increase in tuition with an increase in services in the university. In this case the University will register high revenue and thus if the situation is good and the students behave like that, they should increase tuition for them to earn more revenue. The revenue will remain the same if

Human Rights Law- Article 2 Essay Example | Topics and Well Written Essays - 1500 words

Human Rights Law- Article 2 - Essay Example 1. Everyones right to life shall be protected by law. No one shall be deprived of his life intentionally save in the execution of a sentence of a court following his conviction of a crime for which this penalty is provided by law. The laws clauses already give us important distinctions. First of all: The right under Article 2 is clearly largely negative. While the first clause, â€Å"Everyones right to life shall be protected under law†, could be used to support a positive rights argument against impositions that cause starvation or other threats to life, the rest of the clause indicates that it is a negative protection against state and private impositions. Further, the end of the first clause and the second establish that authorities do have the right to take away lives under a death penalty, and have the ability to use lethal force to quell riots or for other legitimate law enforcement requirements. But they can only use limited force. These elements were tested by McCann v. U.K.2. In the case, UK intelligence alleged an IRA or IRA-connected attack upon Gibraltar. The suspected IRA team included known explosives experts. During the surveillance of the suspects, the IRA team crossed into Spain, receiving no impedence from Spanish authorities. UK intelligence had reason to believe that a detonator could be used remotely, even across the Spanish border. The IRA team had also parked a car in a crowded location, and had used carbombings before as a method of terror. SAS soldiers were dispatched to intercept the team and arrest them for conspiracy. But during the arrest attempt, the SAS soldiers fired because they believed that the IRA team was reaching for detonators. The ensuing investigation found that, while the IRA team had no explosives or detonators on their person or in the vicinity, a car registered by the IRA team had timed explosives in it. The investigation concluded that the

Tanglewood Case Essay Example for Free

Tanglewood Case Essay Each branch of Tanglewood uses distinct methods for recruiting. With the employee turnover very high is the retail industry, Tanglewood is no exception. For that purpose, they need to constantly hire new employees. To fill these positions Tanglewood uses a variety of recruiting methods, though each region need not necessarily follow all. While the methods used for recruiting are Media, Referrals, Kiosks, State Job Services and Staffing Agencies, individual branches determine which staffing method suits best for them to use for hiring store associates. Tanglewood needs a uniform recruiting strategy and a recruiting guide that will not only help them hire a candidate with the Person/Organization match but also attract a culturally diverse workforce. This will lower the chances of employee turnover and also make them compliant with the EEO and other laws. Having a standardized recruiting process across the chain will also create staffing operational efficiencies and help maintain the culture of the organization. In order to have a successful recruiting plan, the first thing that needs to be addressed is having a Job description for each position that is there in the organization. This can be done by Job Analysis which will determine what KSAOs are needed for a certain position. After job Analysis and Job description, a detail selection plan has to be made which will rank the KSAOs and how they can be assessed. For any recruiting plan to be successful, Tanglewood has to determine which method to use. Though each division uses a variation of methods to search for their job candidates, there has to be some consistency across the whole organization. WESTERN WASHINGTON It is the largest and most profitable region of all the Tanglewood stores, mainly because it is centered around Seattle which is a big urban city. In keeping with the company’s culture and values, this region strongly believes in employee participation and autonomy. This region’s primary method of recruiting is employee referral. In the Seattle area, job Services is also heavily used for recruiting. Lastly, to fill positions that have not been met with the initial methods, the Kiosk method is used. Western Washington heavily relies on employee referral recruiting method. Data shows that it gets the largest number of applicants that is 3362, of which 1564(47%) are  qualified and 1048(31%) are hired. This method has one of the highest rate of retention of 712(68%) next only to Job service which is 75% of the hired workforce. The setup cost for employee referrals is the same as Media and Job service which is $250,000. However, it has the highest variable cost amongst all the methods of $2,356,240, thus putting the total cost to $2,606,240 which is even higher than the Kiosk method. The cost per hire is $2,486.87 and the cost per 1 year survival is $3,660.45. This reveals that even though the employee referral method costs almost $1,100 more than Job service, in terms of qualification rate, hiring rate and employee retention it yields better. Job service data shows that it yields 4236 applicants, of which 1398(33%) are qualified and only 378(9%) are hired. This method has the highest rate of retention after 1 year of 284(75%). But if we look at the number it is only 284 employees versus 712 in referral. The setup cost for Job service is the same as Media and employee referrals, but it has the lowest variable cost amongst all the methods of $462,720, thus putting the total cost to $712,720 which is the lowest of all the methods. The cost per hire is $1,885.50 and the cost per 1 year survival is $2,509.58. This reveals that this is the cheapest method used for recruiting however the retention rate for this method is also the lowest. The kiosk method in the recruiting data shows that it yields 3114 job applicants, of which 1278(41%) are qualified and only 652(21%) are hired. This method has a retention rate after 1 year of 358(55%). This method is the most expensive with the setup cost of $40,000 and the variable cost of $1,413,574, thus putting the total cost to $2,413,574 which is the highest of all the methods. The cost per hire is $3,701.80 and the cost per 1 year survival is $6,741.83. This reveals that this is the second most expensive method used for recruiting per hire. The Media method in the recruiting data shows that is it the most expensive method in terms of applicants attracted and hired. It yields only 1430 job applicants, of which 536(37%) are qualified and only 204(14%) are hired. This method has a retention rate after 1 year of 92(45%). The setup cost is $10,000 and the variable cost of $469,280, thus putting the total cost to $719,280 which is slightly higher than Job service. However, the cost per hire is $3,525.88 and the cost per 1 year survival is the highest at $7,818.26. This reveals that this is the most expensive method used for recruiting per hire. Seeing the methods used and their results in  attracting and retaining employees, western Washington should continue using Employee referral method as their primary method, along with job service and Kiosk. EASTERN WASHINGTON Eastern Washington is very similar to western Washington in its management styles. It is where the company originated. It has 25 stores like Western Washington but the area apart from Spokane is largely rural. Though this region has pioneered all the organizational policies, since it the birthplace of the organization, it has created some variations due to its geographical differences. It largely uses traditional media methods of Advertising for recruiting more than any other method. Data shows that Media yields the most applicants 4592, of which 1608(35%) are qualified and 676(15%) are hired. This method has a rate of retention after 1 year of 352(52%). The total cost is $1,799,200 and the cost per hire is $2,661.54 and the cost per 1 year survival is $5,111.36. Employee referral data shows that it gets 4046 applicants, of which 1720(43%) are qualified and 1016(25%) are hired. This method has the highest rate of retention after 1 year of 762(75%). The total cost for employee referrals is the highest at $2,565,760. However, the cost per hire is $2,525.35 and the cost per 1 year survival is $3,367.14 which is the lowest amongst all the methods used. The kiosk methods in the recruiting data shows that it yields the lowest number of job applicants that is 2776, of which 1110(40%) are qualified and only 444(16%) are hired. This is mainly due to the fact that the area has a rural population who probably feel more comfortable applying for the job through an advertisement than physically going to the store and applying at the Kiosk. This method has a retention rate after 1 year of 284(64%) which is the second highest only after Media. The cost per hire is $4,466.07 and the cost per 1 year survival is $6,982.17. This reveals that this is the most expensive method used for recruiting per hire. This reveals that the region should make necessary changes to yield better results for recruiting more effectively. They should focus more on emp loyee referral which has yielded the highest rate of retention, and the lowest cost per hire as well as cost per 1 year survival. NORTHERN OREGON Northern Oregon has a very different philosophy for running its operations which is more professional in nature. It has a hierarchical decision making structure which is opposite to the company’s culture. It largely uses traditional media methods of Media, Kiosk and Staffing Agencies for recruiting. The kiosk method yields the most applicants that is 3896, of which 1656(43%) are qualified and only 696(18%) are hired. This method has a retention rate after 1 year of 446(64%) which is the second highest only after Agency. The total cost is $2,246,696 which is the highest. The cost per hire is $3,228.01 and the cost per 1 year survival is $5,037.43. Data shows that Media yields 2686 applicants, of which 1102(41%) are qualified and 364(14%) are hired. This method has a rate of retention after 1 year of 164(45%). The total cost is $1,022,720 and the cost per hire is $2,809.67 and the cost per 1 year survival is $6,236.10 which is the highest amongst all the methods used in Northern Oregon. The Staffing Agency method in the recruiting data shows that it yields the lowest number of job applicants that is 1290, of which 614(48%) are qualified and only 490(38%) are hired. This method has the highest retention rate after 1 year of 402(82%). The setup cost is the highest at $900,000, whereas the total cost is $1,451,400. The cost per hire is $2,962.04 and the cost per 1 year survival is $3,610.45 which is the lowest. This region should focus more on getting qualified applicants from staffing agencies as it yields the lowest cost per hire as well as cost per 1 year survival. SOUTHERN OREGON Southern Oregon is known for its innovativeness as a lot of recruiting methods were first tried in this region. It is the smallest division with only 16 stores, tough they are looking to expand into northern California. The primary methods used for recruiting in this region are Staffing agencies, referrals and Kiosk. Data shows that employee referral gets 1384 applicants, of which 610(44%) are qualified and 396(29%) are hired. This method has the second highest rate of retention after 1 year of 290(73%). The total cost for employee referrals is $1,054,880. However, the cost per hire is $2,663.84 and the cost per 1 year survival is $3,637.52 which is the lowest amongst all the methods used. The kiosk methods in the recruiting data shows that it yields the highest number of job applicants that is 2280,  of which 866(38%) are qualified and only 346(15%) are hired. This method has a retention rate after 1 year of 216(62%) which is the second highest only after Agency. The total cost is $1,409,600 which is the highest of all the three methods used. The cost per hire is $4,073.99 and the cost per 1 year survival is $6,525.93. This reveals that this is the most expensive method used for recruiting per hire. The Staffing Agency method in the recruiting data shows that it yields 1132 applicants, of which 522(46%) are qualified and 392(35%) are hired. This method has the highest retention rate after 1 year of 336(86%). The setup cost is the highest at $800,000, whereas the total cost is $1,245,120. The cost per hire is $3,716.33 and the cost per 1 year survival is $3,705.71. Therefore, this division should focus on referrals and agencies for getting the best recruits. CASE 6 – INTERVIEW Hiring the right person starts with the interviewing process. Conducting a successful interview requires a skilled interviewer to adequately prepare for the meeting and to recognize and respond to the dynamics of the situation. Although being a skilled interviewer is part of the equation, applying the correct interview technique can be just as important. There are several types of interview techniques used by managers: traditional interview, behavior interview and situational interview techniques. Tanglewood is looking to revise its selection methods for the department manager position. Presently, there is no structure to the selection process for this position. The current method of hiring department managers is similar to the one used for store associates. Tanglewood is looking to have a more efficient policy for screening. They would like to create a good sequence of staffing procedures by creating a selection plan for the department manager position as well as building a structured interviewing format which would include both situational and behavioral questions. A selection plan establishes an understanding of the job so you can hire the most qualified applicant. The plan lays out the major responsibilities of the job, identifies what KSAOs are needed to perform the job, and identifies the most effective selection procedures to use. INADEQUATE KSAO MEASURES There are a couple of inadequacies as far as the KSAO measurement is concerned. Those are the knowledge of legal Precepts and skill in analysis of financial and operational data. Both these KSAOs are not sufficiently measured during the selection process. It is essential for the department manager to be knowledgeable about the legal aspects concerning the retail business. The department managers in addition to having knowledge of legal aspects of the business need to have some kind of financial skills as well. A candidate’s knowledge in these fields can be tested through the interview process. 4. Knowledge of customer base served by the store| Yes| X| 5. Skills in managing personnel resource| Yes| X X| 6. Communication and speaking skills| Yes| X X| BIO=Biodata, MAE=Marshfield Applicant For, RK=Retail Knowledge, CON=Conscientiousness, EXT=Extroversion The current selection plan for the store manager bears some resemblance to the hiring process of store associates, but at a higher level. Tanglewood is seeking to change their hiring process for this position so as to hire the most appropriate applicant. Furthermore, the Spokane store where they are trying to fill this position has a symbolic value to the organization. It is not only the largest store in the chain but also nearly all managers are send to this store as part of their initial training. Therefore, it is important to create a hiring model that will help fill the position of store manager for this store but also help standardize the hiring process so that other stores can follow too. When we look at two of KSAOs, t hat is â€Å"Knowledge of Organizational policies and practices† and â€Å"Knowledge of Retail management policies and practices†, we can consider two  options. One is that the applicant should be knowledgeable about basic Organizational and Retail management policies and practices. Second is that if he is an external hire, he cannot be expected to know the Tanglewood’s Organizational and retail policies and practices. Only an internal hire would know that. As a result, we have marked the KSAO â€Å"Knowledge of Organizational policies and practices† and â€Å"Knowledge of Retail management policies and practices† as both â€Å"Yes† and â€Å"No†. â€Å"Yes† to be aware of basic Organizational and Retail management policies and practices, and â€Å"No† to the need to know Tanglewood’s Organizational and retail policies and practices. Tanglewood uses various methods to measure the KSAOs needed for the position of store manager. This position needs Behavioral KSAOs which measure soft skills which are the attitudes and approaches the applicants take to their work, such as a ability to collaborate on team projects or the ability to communicate orally with a broad range of individuals. Hence it is very important that the store manager possesses skills like sound decision making and communication skills. Other KSAOs necessary for the selection should be weighed depending on their importance to the job and as to whether they can be further enhanced by training on the job. Following a standardized selection process can help recruit the best candidate to achieve Tanglewood’s goals and maintain its corporate culture.