Effects of Volcanoes on Air Pollution in Japan Research Paper - 1

Effects of Volcanoes on Air Pollution in Japan - Research Paper Example The researcher states that volcanic eruption has led to creation of new features tearing down the old ones. Large eruptions are risky, sometimes killing millions of people at the time of occurrence. Eruption has an extreme impact on change on the earth climate. The complex changing processes and events on the planet’s climate results from volcanic eruption. Increase in level of radiation on the earth surface results from the volcanic eruption. Millions of individuals are potentially exposed to volcanic gases globally. Primary studies states that health hazards of volcanic gases. Sulphur IV oxide and acid aerosols generated from volcanic eruption are associated with respiratory illness and mortality in Japan. Hydrogen sulphide (H2S) in most geothermal areas in Japan has associated with increase in nervous system and respiratory diseases. According to Prisma, volcanic eruption has resulted from natural hazard that has affected the human population globally. Systematic reviews re ported that volcanic eruption has led to human injuries, displacement, refugee, fatality, death and mortality among others. According to the Science for a Changing World organization, volcanic eruption releases more than 130 million tons of carbon IV oxide (CO2) into the atmosphere every year in Japan. CO2 is odorless and colorless has no direct hazard to human life but it has a long life effect to human health. The CO2 increases geographical temperature leading to change in atmospheric conditions. Extreme heat from the lava entering water bodies rapidly heats up and vaporizes seawater resulting to chemical reactions. Effects of volcanic eruption highly depend on how the solids and gases from the interior of the earth eject from the ground forming various features such as mudflows, ash falls, pyroclastic flows and stream explosions in Japan. Japan has experience great effects relating to the volcanic eruption. An effect of volcanic eruption has impact on air, water, and land. The ef fects have both positive and negative significance to natural environment.

The Internet Entrepreneur Essay Example for Free

The Internet Entrepreneur Essay One of my all time favorite entrepreneurs is the co-founder of Facebook Inc, known to many as Mark Zuckerberg. This brilliant young mind has revolutionized the way we use the Internet and even the way we interact with our friends, families and colleagues. It comes as no surprise, that Mark Zuckerberg is one of the wealthiest men in the world and a brilliant â€Å"Internet Entrepreneur†. So what is Facebook? (The Product) Facebook can mean many different things to different people depending on what they use it for. Facebook is primarily an online network of people, these people can use Facebook for a variety of reasons, however many people are inclined to use Facebook for Social networking purposes. There are many different Networking options available on Facebook, even the option to promote your business or play games along side your friends. The easy user interface allows people of all ages to enjoy a secure social networking experience. So what can we learn from this Entrepreneur? The business world used to be about providing people with a solution to their problems; however times have changed and as they change people are finding ways to provide solutions to new problems that people face. This is why predicting or creating the next solution is an essential component to shaping your Zuckerberg moment. This can come from understanding the behavior of your consumers and creating a trend that people are likely to follow. Market Research and a clear understanding of your consumers will serve you well in the future and help you to take the right decisions or even avoid problems that could essentially cripple your business. These errors are often made when not enough market research is conducted, leaving much room for error. References: -Mark Zuckerberg Biography. Bio.com. AE Networks Television, n.d. Web. 18 Sept. 2013. . What Is Facebook? YouTube. YouTube, 24 Mar. 2013. Web. 18 Sept. 2013. . Mark Zuckerberg. Forbes. Forbes Magazine, n.d. Web. 18 Sept. 2013. .

Strength And Weaknesses Of Electronic Human Resource Commerce Essay

Strength And Weaknesses Of Electronic Human Resource Commerce Essay In our report discusses about strength and weaknesses of electronic Human Resource and discusses some future implications. E-HRs software can helps to bring a high degree of standardization platform for smooth working in an organization. It allows the control and efficiency as required by HR. An initial framework and the review analyzes by HR professionals within the organization, that brings in a management information system (MIS), based on new Internet technology. This system allows the employees to be more efficiently in their administration (in theory) through an impersonal system to bring into conformity with rules for payroll, attendance and punctuality. Hence, e-HR software that, interface with in salary decisions and others linked to Human Resource issue. The e-HR systems are core applications which would helps to reduce the over time of Human Resource Management. It has achieved data from an administrative function, which responsible from payroll to help in strategic decisi on making that can add value to an organization. Companies have now realized. The role e-HR has developed as grow of organization the primarily administrative becomes business partner. At same time e-HR provide the business possess such as stable, reliable which makes high recognition within the organization. INTRODUCTION Human Resource Information System (HRIS) basically is a human resource database system that allows you to keep track of all kind of Human Resource information within the organization and its human capital. HRIS may or may not be part of an ERP implementation. Not all companies can afford an ERP, thus some organization, especially those small organization, may own a effective HRIS system, but not ERP. Human Resource Information System without ERP may not be comprehensive enough. For some instances, human Resource system may only able to handles one or two basic functions, example such as benefits like administration or payroll, then we do not consider it as a comprehensive HRIS. (Bondarouk Ruel, 2009) Due to market development, the manager roles has changed in recent years, and partly also due to new technologies being used by the organization that they are working in. As a result, organization needs to examine their own organizational Human Resource role. (Alleyne et al, 2007) In today global markets, organizations and companies recognize that in order to compete, they need to reply on the quality and effectiveness of the employees within their organization to succeed. Human Resource managers today need a world class Human Resource management system to help them in daily strategic and operational decision. Over the last decades, with the fast advancement of the technologies in Intranet and Internet, Human Resource tools known as electronic Human Resource management (HRM) emerged. (Hooi, 2009) Recent Development in E HR or HRIS Back in the old 1990s client/ server systems are the most ideal configuration for most companies. But in recent years, companies are beginning the tasks of trying to migrate, their old legacy systems to more advance structure packages. And they are usually what we know today as Human Resource Information System (HRIS), which is part of the Enterprise Resource Planning (ERP). ERP are able to offer companies the advantage in term of functionality, storage capacity, performance and an opportunity to reengineer their HR processes. Due to the fast rapid growth in the development of technologies and changes in the fundamental of business, the Human Resource Department today cannot operate like the old days. It is not enough to have a group of people who only need to know all about the benefits plans, salary program, and career opportunity within the organization. The demand for skilled workers, especially knowledge workers, also helps to accelerate the need for HRIS to assist in strategic role of HR. (Stone et el, 2006) DEFINITION E HRM According to a group of Researcher from Singapore Ministry of Manpower, Human Capital Development Division, E-HRM are known as a usage of electronic media and allow the participation of employees with technology to helps to save cost or lower administration costs, and improve the communication of their employee with quicker access to work related information, and reduce the time needed in processing. (Hooi, 2009) Electronic Human Resource (EHR) it refers to conducting business transaction in human resource related using the Internet. (LengnickHall Moritz 2003) Usually refer usually to Employee Management System that is normally refers to browser based Human Resource web portal. Unlike HRIS, E-HR or Employee Management System can usually handles limited functions or benefits, such as payroll and leave application. The growth of E-HR was due to the rapid development of Internet technologies in the 1990s. With point and click ease of use, E- HR are usually very user friendly and easy to use. Widely used by companys especially small and medium enterprise, who cant afford a comprehensive Human Resource System such as HRIS. Human Resource Management (HRM) it refers to a form of support function that services its own internal customers, example employee. (Alleyne et al, 2007) Critical Analysis of Electronic Human Resources (e-HR) In recent years, with the advancement or growth of intranet and Internet, enable a series of new human resource (HR) technology to emerge, with the aim to assist human resources daily administrative functions. With these e-HRM functions, HR service is expected to improve by both the management and employees. (Hooi, 2009) As more and more Human Resource Departments moving toward Internet or Web-based Technology, we need to evaluate and make comparison between the Online Human Resource Management and Traditional Human Resource Management System. (Payne et al, 2009) Strength of E-HR The major functional roles of E-HR are to support Human Resource processes such as are recruiting, training and performance management. (Stone el, 2006) Modern HR system or e-HR, which we commonly know today, allows their employees to control, accessing and updating their very own personal profile information or records. Allowing managers to make decision using the information and data, which they can access, to make analyses and decision without the need to go through Human Resource department. (Panayotopoulo et al, 2007) E-HR can bring impact and benefits on every area of HRM. The six key HR process that benefit from the effects of technology are: (Panayotopoulo et al, 2007) Planning Recruitment Evaluation (Employee performance appraisal) Communication Rewarding (Reward Employee) Development and training (Career management) The growing trend in E-HR allows the development of tools such as Employee Self- Service (ESS) Employee Self Service or ESS gives the employee of the organization the ability to access, maintaining his or her own personal HR Information online. The employee self-service (ESS) has the capabilities to allow and enable the end user employees of the organization, to create, view, and modify data anytime and anywhere all by themselves, using multiple technologies. Managerial Self-Service (MSS) Enable the managers of the organization to access a variety of HR-related tools and HR-related information online. Most managers can complete HR-related tasks via MSS applications example like payroll, daily administration, work jury compensation, staff performance appraisal management system, hiring, and employee job related training and career development. Overall, the main strength that an Electronic Human Resource System allows: Helps employees to improve or maintain their job performance Set proper standards for Human Resources work process Give recognition to job related accomplishments Enhance Communication and working relationship between employee and departments Identify the performance of individual employee Outline the responsibility of employee and supervisory. (Payne et el, 2009) Developing human resources: With the help of Internet and intranet in development and training, Human Resource Professional with the assistance of E-HR or HRIS, are able to play a much more active roles in human resource development. The return that comes along, are immeasurable, in term cost and benefits. Web-based application or software, usually part of the E-HR or HRIS, is often used today for in house assessment, job training and career management. For the less paperwork and more benefit including getting more information on training, and assessment it provide e-mail and electronic forms of intranet or the restricted web site. Changes in the role of the HR function: The adoption of e-HR has help to support in the daily Human Resources functions. It helps to make daily Human Resource administrative tasks much easier and more productive. Apart from the daily administrative processes, E-HR or HRIS are able to assist modern day Human Resource professional in other daily Human Resources work processes or tasks such as communication with employees within the organization, and career planning. With the implementation of e-HR, organization will be expecting a great improvement of the daily human resource activities with the supported and assistance of the e-HR. As the result, e-HR not only supports the traditional Human Resource role but also the helps the organizations in the planning of its strategic objectives. However, on the real, Return on investment (ROI) or benefits for investing on the Electronic Human Resource, it still has a long way to go before, we can see any actual results and benefits of e-HR adoption, especially, in term of the Human Re sources development, the real benefits will be tangible The benefits as show in fig: Weaknesses of E HR Limited usefulness These usually apply to companies that are very small in scale and do not have a lot of headcount within their organization Security Concerns Since every transaction is going to goes online, there will be security concern like unauthorized access, and virus. Inconsistency with practices used. The application or the design of the software does not fit into organization structure. Practical problems Companies might not have the necessary right infrastructure to support the application. And sometimes it is much easier and economical to do the manual way if the company or organization got very low number of headcount. Social Interaction Due to the reason that all the transaction goes online, they decrease the chance of social interaction. (Stone El, 2006) The pitfalls of moving to E HR are it is not always easy. The HR technology that does the processes, and the capability of the employee going to work on the system. And organization should not pay too much attention on technology, but instead focus how to prepare the employee for it. And of course, how can it really fit into the business. (Pollitt 2006) Example of companies implementing E HR Philips E-HRM offers Philips a chance to make their HR specialists to concentrate on the strategic aspect of their daily jobs. Senior Human Resource strengthen their claim for implementing E-HR, by declaring that their people are their most important asset. The employee at Philip also responds positively to e-HRM, which is easy to use and backed up by good IT support. (Phillips, 2008) KPN The new Human Resource system helps the organization to monitor various Human Resource program such as absence management, as well as training and development. The new system allows the manager to review the skills and competencies of their employee. (Pollitt 2006) Overview Nowadays, organization leverage on the capability of existing technology to run HR operations more efficiently. For more efficiently work we need to combined together in one hand for this gather the information and communication technology. The rapid fast development in the technology of the electronic HR systems, allows the modern Human Resources professional to work in a far more efficient and strategic roles. Is e-hr becoming more strategic? Most of us, I believe will be convinced that using E-HR will significantly help the company to improve the delivery of the HR services to the organization. Higher efficiencies, and higher customer satisfaction, no doubt will help to lower costs, due to redesigned processes and eliminate manual work process. Definitely e-hr has the potential to be able contribute towards HR becoming more strategic. But for E-HR to be able to play a more strategic role, there must be a strong business case. Emerging strategic e-HRM research tend to fit and focus on business strategy. (Marler, 2009) A business case can be mystifying. For the case of web-based or E-HR business can be used to address all types of questions, for example: Do we really need a Web-Based solution? Do we need to implement employee or manager self services? Can we use our existing intranet for HR transaction? Are we going to use the existing legacy human resource system as the underlying database for web solution, or an Enterprise Resource Planning (ERP) System? Can we plan and implement a shared services group as part of the Web initiative? Should we go for one-vendor HR portal strategy, or should we go with a best-of-breed approach? A business case must always, built around objectives like type of business, financial, functional, operational, or some combination. Meaning we need to provide the business management with cost benefit and return on investment data in hard economic terms. How can E-HR help the organization in strategic role? To business, the core objective is to make more money. The concern and questions ask by management is how E-HR can help the business to reduce expenses or increase in their revenue strategically? (Marler, 2009) Questions on the mind of the management like, what can we gain from: Productivity savings Improve quality and reduced rework Sourcing Saving Make services more cheaply and higher quality Information System Saving Reduce the maintenance of existing systems Other Saving. Save the cost of material like paper, computer printout. But the most important aspect and core functions of E-HR strategic benefits can bring to an organization are: Recruitment What talent do we need? Sourcing and attracting Who is the right talent? Where is the right talent? How to attract the talent to joins us. Assessment and evaluation Identify, evaluate and select the right people we want. Hire What is the right offer that we can offer attracts the candidate to join the organization? Deployment Move people into the right position in the organization that can utilize their talent. Retention- how can we keep the talent invested, and engaged in the organization? In todays globalization competition, the strong demand for skilled workers, especially knowledge workers, also helps to accelerate the need for HRIS to assist in strategic role of HR. (Stone et al 2006) Conclusion The HR plays a very important role in any Origination, as well as HR builds a bridge between top management and employers. Nowadays there is a big competitive market for any organization. So they want to expand their organization up to certain level to meet their requirements. Once the organization grows the workload for HR will increase and they will be unable to manage all the work manually. So for avoiding this kind of situation in the organization they need an integrated system in their company. That time e-HR comes in the picture, which suits their needs, Such as Employee Self- Service (ESS) Managerial Self-Service (MSS) Management Information system (MIS) Developing human resources Changes in the role of the HR function The future of E-HR will become more sophisticated, and more individualized tools for both managers and employees. Improved decision making tools will benefit both the organizations and employee. (LengnickHall Moritz 2003) After implementation e-HR in any organization, company can easily save there cost. Because e-HR use enterprise and Internet, efficiently connect people such a way if gives all information they need. It also manages relationship, streamlines processes and improves the se of information to make strategic and operational decisions. E-HR or HRIS is all about connecting people customers, suppliers, employees with information. Its about making organizations more efficient and more profitable Word Count: 2550

The House on Mango Street Feminist Elements :: Feminism Feminist Women Criticism

The House on Mango Street Feminist Elements Sandra Cisneros reveals her feminist views through her novel The House on Mango Street. She does this by forcing the reader to see the protagonist as an alienated artist and by creating many strong and intelligent female characters who serve as the protagonist's inspiration. The idea of the alienated artist is very common in feminist works. Esperanza, the protagonist, is alienated from the rest of society in many ways. Her Latino neighborhood seems to be excluded from the rest of the world, while Esperanza is also separated from the other members of her community. Members of other cultures are afraid to enter the neighborhood because they believe it is dangerous. Esperanza seems to be the only one who refuses to just accept Mango Street, and she dreams of someday leaving it behind. She is considered an artist because she has an extremely creative imagination which creates a conflict with the type of liberal individuality she seeks. This creative "genius survives even under the most adverse conditions..." (Gagnier 137). To escape the pain of this division, Esperanza turns to writing. She says, "I put it down on paper and then the ghost does not ache so much" (Cisneros 110). Gagnier sees a "distinction of the writer who nonetheless sees herself as somehow different, separate..." (137). Mango Street consists of mostly female characters. These characters are strong and inspirational, but they are unable to escape the suppression of the surrounding environment. According to one critic, "The girl's mother, for instance, has talent and brains, but lacks practical knowledge about society because, says Esperanza, Mexican men 'don't like their women strong' " (Matchie 69-70). It is Esperanza's mother who tells her to never be ashamed because shame can only hinder her dreams. In "The Three Sisters", the women tell Esperanza that she is special and remind her not to forget where she came from when she finally makes it out of Mango Street. This inspiration makes Esperanza understand that she must help others who aren't as fortunate to leave as she is. Esperanza is a very strong woman in herself. Her goals are not to forget her "reason for being" and "to grow despite the concrete" so as to achieve a freedom that's not separate from togetherness.

Introduction to Business Management

In order for an organization to be successful they must hire and retain talented and productive employees to keep the business going strong. In order to ensure that the organization is hiring the correct employee the business must come up with an organized plan, or a pre-hilling assessment plan to properly screen all potential candidates for the Job. According to an online article from A&R Associates, Interviews alone cannot properly screen a potential hire, the Interview Is only about twenty five percent accurate in placing the proper individual (A&R Associates, 2013).If an organization was in the process of hiring for the open position of the President of a major retail store chain they would want to ensure they had a thorough pre-hire assessment plan prior to accepting applications or conducting any interviews. Obviously this position is at the top of the chain and very important to the organization's success. Therefore, it is very important that the company does its homework up f ront and increases the chances of hiring the right person the first time.The first step to ensuring the organization Is ready to hire the position of President Is to employ a Job modeling methodology which will be utilized to Identify personal competencies that are required to perform the specific Job that Is being hired (Fisher, 2011). Ensuring this Is accomplished from the start will allow the company to run a comparison between different job candidates, which in turn will ensure the correct applicant is ultimately selected for the position.This process also helps an organization reduce unnecessary turn over. After the Job description is written and approved the next step would be to research the potential candidates Job history by talking to previous supervisors as ell as the upper management of their previous Job or jobs. This will allow the manager to assess the candidates skills based on previous job experience and may also give some Information on the candidates personality a nd aptitude for the Job.Since this Job Is at the top level it is Important that the pre-hiring assessment also Include various tests for measuring key competencies, such as: achievement tests, which will help measure how well the candidate has been trained; Integrity tests, which measures the candidates attitudes towards dishonesty: and last but not least he biographical inventory, which will help the employer determine the type of person the candidate is by looking into their prior history (Fisher, 2011). Different levels of positions require different levels of screening in order to get the right candidate into the position.For a position as high up as President it is important for the company to screen the candidate for how strategic, rule conscious, motivating, and emotionally intelligent they are by administering cognitive, personality, and ability tests (Fisher, 2011). Once the organization has developed the necessary pre-hire assessment plan It Is extremely Important that the staff members administering the interviews, tests, and analyzing the results are educated regarding this process and that they understand they must keep this Information confidential (Fisher, 2011).The employer should also give feedback to candidates that are not hired to ensure candidates think there is a discriminatory reason they did not get hired it will also help them in the future hiring process (Fisher, 2011). Overall it is necessary for an organization to employ a pre-hiring assessment plan to keep the playing field fair; however, it is equally important to ensure this process is assessed by employing assessment experts to ensure all is implemented fairly and that it adheres to EEOC and DAD policy (Fisher, 2011).

Study of Cephaolpods essays

Study of Cephaolpods essays Cephalopods are a remarkable group of animals, with a huge array of adaptations. They can change colour faster than a chameleon plus change texture and body shape. They have three hearts pumping blue blood, are jet powered (water is forced through their siphon by contracting their mantel to provide quick thrust) and have representatives in all oceans of the world - from the tropics to the poles - the intertidal to the abyss. And have even inspired legends and stories since recorded history began. Cephalopods first appeared some time in the late Cambrian, several million years before the first primitive fish began swimming in the ocean. They are believed to be the ancestors of modern cephalopods (Subclass Coleoidea) diverged from the primitive externally shelled Nautiloidea (Nautilus) very early - possibly in the Ordovician, some 438 million years ago. -This is before the first mammals appeared, before vertebrates invaded land and even before there were fish in the ocean and upright plants on land! Thus, nautilus is very different from modern cephalopods in terms of morphology and life history. They were once one of the most dominant life forms in the world's oceans; today there are only 650 or so living species. (Levinton 2001) Octopuses, squids, cuttlefish and the chambered nautilus belong to class Cephalopoda ('head-foot') and the phylum Mollusca. They are nearly always carnivorous, and are characterised by complex behaviour, a well-organised nervous system and a circle of grasping arms, and a powerful beak. Cephalopods are therefore related to bivalves (scallops, oysters, and clams), gastropods (snails and slugs), scaphopoda (tusk shells), and polyplacophorans (chitons). Some of these molluscs, like the bivalves, don't even have a head, much less something large enough to be called a brain! Yet cephalopods have well-developed eyes and other senses that rival our own, large brains, and even show learning and memory skills. M...