Gender Inequality in Europe free essay sample

Effect and counteractions3 3. Conclusion4 REFERENCES5 1. 2. Presentation: Gender correspondence implies an equivalent recognisability, consolation and contribution of the two sexual orientations in every aspect of network and individual life. It requires the quiet submission and appreciation of the complementarity of male and female and their own part in culture (Council of Europe). A sexual orientation adjusted society necessitates that no individual ought to be place upon any other person by any advantage of their sex character. In Europe, since the time the 19 century, the specialists have put forth a great deal of attempt to counter sexism, yet the outcome is till a long way from obvious. The issue can be followed back to the experience or social development. This exposition, to give data about sexual orientation disparity, will uncover some sex lopsidedness in European nations from the nineteenth century as of recently, just as give potential arrangements. 3. Conversation of Fin ding: 4. 1. History: Everyone is qualified for all the rights and opportunities set out in this Declaration, without qualification of any sort, for example, race, shading, sex, language, religion, political or other sentiment, national or social inception, property, birth or different status. We will compose a custom article test on Sexual orientation Inequality in Europe or then again any comparative theme explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page Besides, no differentiation will be made based on the political, jurisdictional or universal status of the nation or region to which an individual has a place, regardless of whether it be autonomous, trust, non-self-overseeing or under some other impediment of power. (General Declaration of Human Rights, 1948) Despite what has been stated, not a lot has been finished. From home to office, European ladies are as yet experiencing sex separation. The issue isn't only some ongoing issue, however it has a long history, dated back to the 19 century. For instance, in UK, an European nation, there is the political rhetoric about Britains shows of freedom and resistance, yet the UK really has a long history of disparity and segregation on grounds old enough, race, religion, inability, and uniquely sex, sexual direction (Thane, 2010). 4. 2. Characteristic Differences: The regular contrasts between the genders dependent on organic and basic elements, amazingly in regenerative jobs. Natural contrasts incorporate chromosomes, cerebrum structure and hormonal contrasts (Wood, 2005). There is likewise an essential distinction in physical qualities on normal of the genders. As indicated by an examination done by educator Linda Babcock, shows that men are multiple times bound to request higher wages, guaranteeing that wage disparity is at any rate mostly a consequence of intrinsic social contrasts between the genders. 4. 3. The issue in better places: In work place, wage segregation exists when representatives are similarly qualified and have accomplished comparable work, however a specific gathering is paid more than others. For the most part men get more need than ladies at a comparable capability level. The unattainable rank impact is additionally considered as a potential supporter of compensation dissimilarity. The term unreasonable impediment implies the imperceptible or unnatural hindrances made to keep ladies from encouragement of their profession or advancements. Regardless of accomplishments or capabilities or other employment related qualities, for example, experience, instruction and capacities, these hindrances despite everything exist. The unfair limitation additionally restrains the odds of salary increases and advancement (Bakalar, N. 2009). In pay issue, yet additionally in working environment organization do ladies get such separation. Individuals will in general be agreeable to male accomplice instead of female. They for the most part consider men to be more dependable than ladies, despite the fact that they have a similar capacity and capability. With regards to advancement, men are bound to get the opportunities to promote their profession. Presently somebody may contend that men have a family to take care of, so preferring men in this issue is reasonable, yet in truth the contention is unimportant. Since in this advanced age, ladies likewise go to work simply like men, they have a family to take care of as well, particularly single parent, things are much harder for them, they don't have a spouse to share their works, they need to take all the trouble, and still get such bad form. At home, the sex contrasts show considerably more plainly. From birth, guardians treat contrastingly with youngsters relying upon their sex, and through this cooperation guardians can make the kids demonstration diversely based on what is typical for their genders. This can be generally evident in the manner guardians pick toys for their kids. While girl’s toys, (for example, dolls) will in general advise youngsters to be overall quite sweet, boy’s toys, (for example, vehicle and phony weapon) instruct them to be forceful and serious (Yerkes Researchers Find Sex Differences in Monkey Toy Preferences Similar to Humans, 2008). Sexual orientation job are not generally the determinative factor but rather they by one way or another sign the possibility that the spouse must be the person who goes to work and brings in the cash, and the wife must be the person who remains at home, deals with the house and the youngsters. At the point when the youngsters are awful, or underhanded, ladies for the most part are the one to fault. In Vietnam there is a well-known adage that can properly be suggested to this specific circumstance: â€Å"Con hu tai me, chau hu tai ba† (it fundamentally implies that in the event that the youngster is spoilt, at that point it is a result of the mother; on the off chance that the grandkid is spoilt, at that point it is a direct result of the grandma). Individuals realize this is cliché, yet nobody attempts to fix it, or if nothing else evade it. 4. 4. Clarifications: Marginalization is characterized as an idea used to depict numerous types of social weakness and transfer to the edge of the general public (Silver, 1994). Underestimation occurs on an individual level when somebody feels as though they are uninvolved of their general public. This is a procedure that shows how the encompassing can influence individuals. For instance, TV notices show little youngsters utilizing simple heat stoves (empowering being a housewife) or with dolls that they can take care of and change garments of (empowering being a mother). At the point when ladies don't follow social request, they should confront the results that go along. Ladies have customarily been seen as being cherishing and friendly and are characterized to employments which require such abilities, (for example, medical caretaker or kindergarten educator). Men, in any case, have been viewed as the laborers, so men’s employments thusly are higher esteemed and more generously compensated. Sex imbalance can be additionally comprehended by the instrument of sexism. Segregation happens as such as people are dependent upon frightful treatment based on sexual orientation alone. Sexism happens when people are placed in two distinct elements of social recognition. . 5. Effect and neutralizations Gender imbalance along with separation is contended to cause and consistent destitution and powerlessness in the public arena (Jones et al. 2008). Albeit perceived by associations, for example, the World Bank that sexual orientation disparity is terrible fo r monetary development, there are numerous challenges in making a far reaching reaction (Jones amp; Holmes 2010). European Union additionally has embraced a few recommendations to better the circumstance. Article 13 EC had just been the spring board for the appropriation of two mandates, to be specific the Race Directive 2000/43 and the Framework Directive 2000/78. The Race Directive executes the standard of non-segregation on the grounds of racial or ethnic starting point in and outside the field of work. The Framework Directive disallows segregation on grounds of strict and conviction, inability, age and sexual direction in the work showcase. (Masselot) These desires didn't come into the real world, in any case. The Proposed Directive is ineffectively reproduction of the Race Directive. A first form of the Proposed Directive was spilled out to the press during mid-2003, setting off a progression of grievances and awful issues with the endorsement of the draft proposition by various ventures. Following conference specifically with the media and the protection ventures in the harvest time, a watered down proposition was embraced in December 2003. 4. End The finding above uncover that Europe has put forth a few attempts to counter the long-hauling sexism, however once more, not a lot has been finished. Ladies are as yet experiencing wage segregation, unreasonable impediment impact at work, child rearing obligation at home. On the off chance that the European Union stays to be the most grounded confederation on the planet, they need to change how they approach this issue. The answer for this doesn't need to be confounded and for a huge scope, at times a straightforward thing can illuminate muddled issue. For instance, high training levels and social coordination fundamentally improve the efficiency of all individuals in the house and improve uniformity all through society. Without a doubt, this will require some investment, however it merits seeking after by most prominent endeavors. Word tally: 1400. REFERENCES Bakalar, N. 2009, A Customer Bias in Favor of White Men, New York Times, June 23, 2009, page D6, saw 5 March 2013, http://www. nytimes. om/2009/06/23/wellbeing/examine/23perc. html? ref=science Council of Europe, Gender correspondence, saw 5 March 2013, http://center point. coe. int/what-we-do/majority rule government/sex uniformity Jones, N. Holmes, R. furthermore, Espey, J. 2008, Gender and the MDGs: A sexual orientation focal point is essential for expert poor outcomes, distributer: London: Overseas Development Institute. Jones, N. Ho lmes, R. 2010, Gender, legislative issues and social assurance, London: Overseas Development Institute. Silver, H. 1994, Social Exclusion and Social Solidarity, International Labor Review vol. 133, nos. 5/6 p. 531. Thane, P. 010, Unequal Britain: balances in Britain since 1945, March 2010, saw 5 March 2013, http://www. historyandpolicy. organization/papers/approach paper-99. html United Nation 1948, Universal Declaration of Human Rights, received on 10 December 1948, saw 5 March 2013, http://www. un. organization/en/reports/

Business Plan Case Study Example | Topics and Well Written Essays - 1250 words

Marketable strategy - Case Study Example The proprietor of the recreation center with (express no of years) long stretches of involvement with purchasing and selling manufactured homes has outright information on the nearby economic situations. The recreation center in the best of its condition will serve the lodging requirements for some residents. Market examination: The Park arranged a large portion of a mile from the lake is a prime inhabitance place. The lead time for inhabitance is a limit of two months. The spot is for the most part leased by couples 80% of whom are youthful and 20% resigned. Tenkiller has 70.8 % of the populace more than 15 years that are under the now hitched classification as per Onboard Informatics 2008. Likewise the recreation center is arranged in geology with incredibly high skimming populace. The North Eastern state college has 6500 understudies in its grounds and around 400,000 yearly visit the Illinois River and 2,000,000 every year visit Lake Tenkiller.The ebb and flow lease rates for manufactured homes go from $325 to $475 this incorporates single and twofold wides. Arrangement: The Park is arranged inside a large portion of a mile from the lake making closeness to the lake and water sports reasonable and this will be a special selling point for the recreation center. Notwithstanding this Lake Tenkiller being a significant vacation destination and spot for outdoors will keep the homes at a 90% inhabitance. The limited time act Item: The Park after redesign and new homes with a kids' play territory and capacity units will demonstrate cash's worth for occupants and possibilities. Advancement: The limited time action for the versatile park will happen in all the main campgrounds and water sport zones where vacationer flood notwithstanding electronic and mailing channels. The recreation center will likewise be promoted in the North eastern State University and in the neighboring towns. The following is a strategy for a Mobile Home Park in the territory of Oklahoma. The proposition expresses the suitability of the business in union with the financials which incorporates the beginning up accounts and the anticipated Profit and misfortune proclamations for the initial 3 years. Start up costs Lawful $300 Writing material Handouts Advisors Protection $200 Lease Innovative work Expensed Equipment Other Absolute Start up costs $500 Start up resources Money Required $6,000 Other current resources $0 long haul resources $91,000 Absolute resources $97,000 Complete necessities $97,500 Start up Funding Start up costs to subsidize $500 Start up advantages for subsidize $97,000 Complete Funding required $97,500 Resources Non money resources from fire up $91,000 Money prerequisites from fire up $6,000 Extra money raised 0 Money balance on beginning date $6,000 All out resources $97,000 Liabilities and capital Liablities Current getting 0 Long haul liabilities $87,000 Records payable 0 Other current liabilities 0 All out liabilities $87,000 Capital Arranged speculation $10,000 Other 0 Extra Investment required $87,000 All out arranged speculation $97,000 misfortune at fire up $6,500 All out capital $90,500 All out capital and liabilities $97,000 All out financing $97,500 Proforma Profit and Loss Ace Forma Profit and Loss FY 2009 FY 2010 FY 2011 Deals $28,080 $32,160 $36,240 Direct Cost

The Danger of Giving Your Personal Guarantee - Free Essay Example

In order to support a borrowing request, the directors of a limited company may offer to provide personal guarantees. What issues should you be aware of when taking these guarantees and how would you address any concerns? The support for guarantees provided by directors has changed a lot since the early days of banking. Whilst it used to be acceptable for a level of trust and a personal relationship to be enough for security for a bank, these days the directors need to provide a host of supporting evidence to show the worth and validity of their personal guarantee. Formal procedures are in place that mean that subjective information about a client is less important than their financial records and evidence to support their personal guarantee (Newton, 2000, pp. 177-181). The primary goal for the director to put forward personal guarantees is to reduce credit risk for the bank and therefore gain better credit. Therefore, when taking the guarantee the financier will look for signs that if the debtorà ¢Ã¢â€š ¬Ã¢â€ž ¢s assets are insufficient to meet all of the creditorà ¢Ã¢â€š ¬Ã¢â€ž ¢s claims that they can recover some or all of the payment from the item secured through the personal guarantee. There is risk on both sides of the personal guarantee à ¢Ã¢â€š ¬Ã¢â‚¬Å" the director is putting themselves at risk by putting forward something they personally own, and therefore if the business fails they stand to lose their security. For the banker, they must establish that the guarantee is sufficient to cover the risk being put forward by the bank, and of enough value that they will be able to claim a significant portion of their outlay back should the debtor be unable to make payment (Goode, 2003, pp. 1-3). When taking a personal guarantee, the director of the company needs to be aware of a number of issues. Firstly, they need to understand that whilst the business may have limited liability, if a personal guarantee is offered as security then this can be claimed by the creditor and taken for payment of debt. Therefore, the liability is not as limited anymore for the director who issues a personal guarantee. With personal guarantees usually coming in the form of personal capital assets such as property, it can be extremely damaging to put forward such a guarantee if things are likely to go wrong. Financiers should be aware that it is generally businesses with a higher risk factor that put forward personal guarantees in order to offset the risks. This means that whilst security is being offered, the overall risk of the business failing is still potentially high. Whilst banks need to look out for their interests, it should also be clear that they should not enter into agreements with directors whose personal guarantees are not sufficient to offset the risk of potential business failure (Lloyds TSB, 2008). A financier should first look at the business of the director and the potential risk of financing such a venture. Once this has been looked at, it is also important to make sure the director has in place protection from liability and has taken steps to avoid personal liability. This might include liability insurance and full health and safety precautions. This will reduce the risk of liability for the director and therefore make them less risky as a debtor. Although the business may be free of liability, as a financier it is prudent to have a personal guarantee from the director so that they have more of an incentive to repay the loan and make the business succeed. Most of us, if put in our lenderà ¢Ã¢â€š ¬Ã¢â€ž ¢s shoes, would want the same thing. Our lender wants to make sure we have every incentive to repay the loan, including (and maybe most importantly) the risk of personal liability. A lenderà ¢Ã¢â€š ¬Ã¢â€ž ¢s hook into the personal assets of the business borrower is an important part of the deal for the lender and, even in good times, it can be difficult to avoid signing a personal guaranty. Once the guaranty is signed, life is never quite the same again. Being personally liable for a business debt brings cold hearted reality to every business dream (Hassett, 2008). The financier should also be concerned with what exactly the debtor is offering as a personal guarantee. There needs to be documentation to ensure the security behind the guarantee is of sufficient value and that it is owned by the debtor. Items of security that are joint-owned may be more difficult to claim against for the creditor, so it is generally preferred that securities are solely owned by the director. It is important that the debtor and creditor agree on the limits of the personal guarantee. Whilst a financier may want no limits to the guarantee, the director should look for a limit equal to their share within the company. This means that if there is more than one director in the company, the debtor offering a personal guarantee will only be liable for debts on their portion of the company. The length of the personal guarantee should also be looked at in terms of how long it will act as security. As debts reduce the debtor and creditor should have an agreement whereby security is removed once the debtor is established as a reliable borrower (Hassett, 2008). What are the key areas of concern for the bank in the control, monitoring and perhaps ultimate realisation of such security? There is a balance to be had in personal guarantees between the security or collateral being offered and the monitoring of the individual offering the guarantee. Whilst the collateral may be sufficient to cover debts, banks should not put their faith in just the security. Careful monitoring of the individual offering the personal guarantee and their company is important to make sure that they are able to repay their creditors and that the likelihood of foreclosure is small. Relying too much on the security offered will result in a loss of money for the bank and potential lending to debtors who are unable to pay. The risk-reduction offered by security from the personal guarantee is not a substitute for monitoring of credit and business of the debtor (Ono and Uesugi, 2005, pp. 1-2). Monitoring is also important because of the need to make sure directors are acting appropriately and legally within the company. If monitoring of their practices does not occur then their conduct could lead to debts that cannot be covered by the personal security offered. Although liability insurance should cover directors against negligence and breach of security, such actions may lead to a loss for the bank when other creditors look to claim against security (Finch, 1994, p. 880). If the monitoring is accurate then the banks can help the debtor to improve the situation and rescue the business before it fails so that the debtor can continue to make repayments. Most banks will only claim against security as a last resort because they are likely to lose money this way. Instead, a rescue package may be put in place to aid the debtor and help the bank recover debts in the long-term (Franks and Sussman, 2000, pp. 1-6). Banks will generally remain risk-averse though, particularly to small businesses and this is why personal guarantees need to be offered in order to secure funding (Keasey and Watson, 1994, p. 349). However, the risk involved usually means that banks are keen to make sure they can secure the claim against the debtor in the future if necessary. This is why it is important for the creditor and debtor to agree on a time limit for the security. As the economy worsens, banks are now trying to claim against directors who gave personal guarantees but have since left companies. This can be the fault of the debtor for not securing a time limit, or the fault of the creditor for not monitoring the debtor. Once they have left a company it could be harder to secure the claim against the personal guarantee. A bank will look to recover the debt in any way possible if the debts are not being repaid. As personal guarantees are separate from their actual mortgage or business agreements, unless a debtor is released from the personal guarantee they can even sell the business and still be liable for future debts as they are still the guarantor (Cranage, 2008). In this case it is the bank that should advise debtors more accurately and monitor the business so that if they need to claim against a personal guarantee there are no problems with regards to a debtor having left the company. A bank should also make sure that they follow procedures when signing the guarantee so that it can be claimed against if needed. Any alterations to the agreement, misrepresentation on the part of the bank, coercion by the bank or non-disclosure of information will void the agreement and the bank will not be able to claim against it. It is important to make sure these steps are followed so that a debtor cannot remove themselves from their obligation because of such procedural failures (Goodman Derrick, 2002). Banks generally have a great deal of control over restructuring or liquidation of a company should the debtor fall behind with repayments. This means that recovery against the personal guarantee is not generally a problem for the bank. However, it can be made easier or not required if monitoring is improved and there is less of a reliance on recovery against the guarantee in the eventuality of business failure (Franks and Sussman, 2005, pp. 85-92). The most important factors for the bank to consider are the monitoring of the director before an agreement is signed, and the way in which the agreement is eventually agreed. If these procedures are followed then the bank will only be taking on clients whose risk of default is lower, and the accurate monitoring will make sure that the debtor remains on course to pay debts and claiming against the guarantee will not be necessary. Most banks have different policies and contracts with regards to how the personal guarantee is set up, so it is important for the bank to accurately and openly describe the process and the meaning of the contract to the director. If this is not done properly then it will be much harder for the bank to claim against the guarantee, because a claim cannot easily be made if the debtor was not accurately informed of the nature of the agreement they were entering (Tuller, 2007, pp. 144-146). Once a document is signed and the debtor and creditor are fully agreed on its terms, then monitoring of the business situation and personal assets of the debtor is still crucial. The bank needs to make sure that the business is performing sufficiently for the debtor to continue payments, and also that the security offered in the personal guarantee is still intact and of sufficient value to be used as security. This monitoring will allow the bank to see any problems before they become too serious and hopefully correct them so that the debtor can continue to make payment (Steingold, 2008, pp. 13-19). However, should this not be possible, as long as the agreement is carried out correctly then claiming against the personal guarantee will not be a problem for the bank. They have control because of this personal guarantee, and therefore even if the business fails the bank should be able to recover a significant portion of the outstanding debt by claiming against the personal guarantee and the assets of the director mentioned in this agreement (Keay, 2005, pp. 431-437). Monitoring is also important because even if the guarantee cannot be claimed against because of procedural issues, if the debtorà ¢Ã¢â€š ¬Ã¢â€ž ¢s business enters insolvent liquidation due to wrongful trading then the creditor can make a claim against the director to contribute to the outstanding debts from their personal assets. Although this is an extreme measure, it shows that monitoring is the most important factor for a bank in making sure they secure a personal guarantee correctly and that foreclosure is avoided. However, if foreclosure is required then accurate monitoring will allow the bank to recover as much of the outstanding debt as possible. Bibliography Cranage, J., 2008. The Danger of Giving Your Personal Guarantee. Birmingham Post, August 7th 2008. Finch, V., 1994. Personal Accountability and Corporate Control: The Role of Directorsà ¢Ã¢â€š ¬Ã¢â€ž ¢ and Officersà ¢Ã¢â€š ¬Ã¢â€ž ¢ Liability Insurance. Modern Law Review, 57, p. 880. Franks, J., and Sussman, O., 2000. The Cycle of Corporate Distress, Rescue and Dissolution: A Study of Small and Medium Size UK Companies. World Bank Study. Available at: https://www.worldbank.org/wdr/2001/wkshppapers/berlin/frankssuss2.pdf Franks, J., and Sussman, O., 2005. Financial Distress and Bank Restructuring of Small to Medium Size UK Companies. Review of Finance, 9(1), pp. 65-96. Goode, R.M., 2003. Legal Problems of Credit and Security. London: Sweet and Maxwell. Goodman Derrick., 2002. Personal Guarantees. (Online). Available at: https://www.goodmanderrick.co.uk/news/documents/Personal_Guarantees.pdf (Accessed 26th October 2008). Hassett, T., 2008. The Personal Side of Personal Guarantees. (Online). Available at: https://www.felhaber.com/ARTICLES/personal_guarantees.html (Accessed 25th October 2008). Keasey, K., and Watson, R., 1994. The bank financing of small firms in UK: Issues and evidence. Small Business Economics, 6(5), pp. 349-362. Keay, A., 2005. Wrongful Trading and the Liability of Company Directors: A Theoretical Perspective. Legal Studies, 25(3), pp. 431-461. Lloyds TSB., 2008. Becoming a company director and your responsibilities. (Online). Available at: https://www.lloydstsbbusiness.com/support/businessguides/becoming_a_company_director.asp (Accessed 24th October 2008). Newton, L., 2000. Trust and virtue in English banking: the assessment of borrowers by bank managements at the turn of the nineteenth century. Financial History Review, 7, pp. 177-199. Ono, A., and Uesugi, I., 2005. The Role of Collateral and Personal Guarantees in Relationship Lending: Evidence from Japanà ¢Ã¢â€š ¬Ã¢â€ž ¢s Small Business Loan Market. RIETI Discussion Paper Series 05-E-027. Available at: https://www2.warwick.ac.uk/fac/soc/wbs/conf/int-sme-finance/programme/6_-_ono.pdf Steingold, F., 2008. Legal Forms for Starting Running a Small Business. Nolo. Tuller, L.W., 2007. Finance for Non-Financial Managers: And Small Business Owners. Adams Media.

Bottlenose Dolphin Facts Behavior, Senses, Diet

Bottlenose dolphins are known for the elongated shape of their upper and lower jaws or rostrum. They are the most common type of dolphin, found everywhere except the Arctic and Antarctic. The bottlenoses so-called nose is actually the blowhole on the top of its head. There are at least three species of bottlenose dolphins: the common bottlenose dolphin (Tursiops truncatus), the Burrunan dolphin (Tursiops australis), and the Indo-Pacific bottlenose dolphin (Tursiops aduncus). These playful mammals have the largest brain mass per body size of any animal except humans. They display high intelligence and emotional intelligence. Fast Facts: Bottlenose Dolphin Scientific Name: Tursiops sp.Distinguishing Features: Large gray dolphin characterized by its elongated upper and lower jawsAverage Size: 10 to 14 ft, 1100 lbsDiet: CarnivorousAverage Lifespan: 40 to 50 yearsHabitat: Worldwide in warm and temperate oceansConservation Status: Least Concern (Tursiops truncatus)Kingdom: AnimaliaPhylum: ChordataClass: MammaliaOrder: ArtiodactylaFamily: DelphinidaeFun Fact: After humans, the bottlenose dolphin has the highest level of encephalization, leading to high intelligence. Description On average, bottlenose dolphins reach a length of 10 to 14 ft and weigh around 1100 pounds. The dolphins skin is dark gray on its back and pale gray on its flanks. Visually, the species is distinguishable from other dolphins by its elongated rostrum. A dolphins flukes (tail) and dorsal fin consists of connective tissue, lacking muscle or bone. The pectoral fins contain bones and muscle and are analogous to human arms. Bottlenose dolphins living in colder, deeper waters tend to have more fat and blood than those living in shallow water. The dolphins streamlined body helps it swim very quickly — over 30 km/hr. Senses and Intelligence Dolphins have sharp eyesight, with horseshoe-shaped double-slit pupils and a tapetum lucidum to aid vision in dim light. The bottlenose has a poor sense of smell, since its blowhole only opens for breathing air. Dolphins seek food by emitting clicking sounds and mapping their environment using echolocation. They lack vocal cords, but communicate via body language and whistles. Bottlenose dolphins are extremely intelligent. While no dolphin language has been found, they can comprehend artificial language, including sign language and human speech. They display mirror self-recognition, memory, understanding of numbers, and tool use. They exhibit high emotional intelligence, including altruistic behavior. Dolphins form complex social relationships. Distribution Bottlenose dolphins live warm and temperate oceans. They are found everywhere except near the Arctic and Antarctic Circles. However, the dolphins living along shallow coastal waters are genetically distinct from those living in deeper water. Bottlenose dolphin range. maplab Diet and Hunting Dolphins are carnivorous. The feed mainly on fish, but also hunt shrimp, cuttlefish, and mollusks. Groups of bottlenose dolphins adopt different hunting strategies. Sometimes they hunt as a pod, herding fish together. Other times, a dolphin may hunt alone, usually seeking bottom-dwelling species. Dolphins may follow fishermen for food or work cooperatively with other species to catch prey. A group offshore from Georgia and South Carolina uses a strategy called strand feeding. In strand feeding, the pod swims around a school of fish to trap prey in the current. Next, dolphins charge toward the fish, pushing themselves and the school onto a mud flat. The dolphins crawl around on land to collect their prize. Predators Bottlenose dolphins are preyed upon by large sharks, such as the tiger shark, bull shark, and great white. In rare cases, killer whales eat dolphins, although the two species swim together in other regions. Dolphins protect themselves by swimming in a pod, evading attackers, or mobbing predators to kill them or chase them away. Sometimes dolphins protect members of other species from predators and other dangers. Reproduction Both male and female dolphins have genital slits that conceal their reproductive organs to make their bodies more hydrodynamic. Males compete with each other to mate with females during the breeding season. Breeding occurs at different times, depending on geographic location. Gestation requires about 12 months. Usually, a single calf is born, although sometimes the mother bears twins. The calf stays with its mother and nurses for between 18 months and 8 years. Males mature between ages 5 and 13. Females become mature between the ages of 9 and 14 and reproduce every 2 to 6 years. In the wild, bottlenose dolphin life expectancy ranges from 40 to 50 years. Females typically live 5 to 10 years longer than males. About 2% of dolphins live to 60 years of age. Bottlenose dolphins hybridize with other dolphin species, both in captivity and in the wild. Bottlenose Dolphins and Humans Dolphins display curiosity about humans and have been known to rescue people. They can be trained for entertainment, to aid fishermen, and to help find sea mines. Interactions between humans and bottlenose dolphins are usually friendly. George Karbus Photography / Getty Images However, human-dolphin interactions are often harmful to dolphins. Some people hunt dolphins, while many die as bycatch. Dolphins are frequently injured by boats, suffer from noise pollution, and are adversely affected by chemical pollution. While dolphins are often friendly toward people, there are cases of dolphins injuring or killing swimmers. Conservation Status Some local populations are threatened by water pollution, fishing, harassment, injury, and food shortages. However, the common bottlenose dolphin is listed as being of least concern on the IUCN Red List. Dolphins and whales enjoy some level of protection in most parts of the world. In the United States, the Marine Mammal Protection Act of 1972 (MMPA) prohibits hunting and harassing of dolphins and whales, except in special circumstances. Sources Connor, Richards (2000). Cetacean Societies: Field Studies of Dolphins and Whales. Chicago: University of Chicago Press. ISBN 978-0-226-50341-7.Reeves, R.; Stewart, B.; Clapham, P.; Powell, J. (2002). Guide to Marine Mammals of the World. New York: A.A. Knopf. p. 422. ISBN 0-375-41141-0.Reiss D, Marino L (2001). Mirror self-recognition in the bottlenose dolphin: a case of cognitive convergence. Proceedings of the National Academy of Sciences of the United States of America. 98 (10): 5937–5942. doi:10.1073/pnas.101086398Shirihai, H.; Jarrett, B. (2006). Whales Dolphins and Other Marine Mammals of the World. Princeton: Princeton Univ. Press. pp. 155–161. ISBN 0-691-12757-3.Wells, R.; Scott, M. (2002). Bottlenose Dolphins. In Perrin, W.; Wursig, B.; Thewissen, J. Encyclopedia of Marine Mammals. Academic Press. pp. 122–127. ISBN 0-12-551340-2.

Boys and Boden Essay - 1110 Words

1.) To what extent could Dean expect to apply the philosophies and techniques of JIT described in this chapter to the running of a staircase cell. Dean Hammond can implement JIT techniques that seek to eliminate the significant amount of waste that exists in his current operational processes. Basically, there are seven wastes to be considered as obstacles in the lean system. It consists of over production, wasting time, transportation, process, inventory, motion, and defectives. As a result of implementing this concept, it will arrange a better-valued chain and create a solid base of production. While the customized nature of BB’s products isn’t conducive to the type of streamlining seen in volume manufacturing applications, they can†¦show more content†¦These same individuals could also be responsible for delivering these pieces to various stations, eliminating the need for the station workers to do so. By creating a staircase cell in their factory, BB can realize efficiencies that would allow them to eliminate waste and be more competitive in the areas of price and lead time. This would eventually reduce their order backlog, making their production more in line with estimates. 2.) What are likely to be the main categories of costs and benefits in establishing the cell? Are there any non-financial benefits which should be taken into account? BB may face some initial outlay costs in creating specific staircase stations. Additionally, there may be costs associated with training, as they ensure that their joiners can function as experts in their respective areas. This might even require a short period of inactivity or even a halt in production as they seek to get workers up to speed. However, the benefits seem to outweigh these initial costs. BB would be in a position to handle more volume and could make far better use of their existing resources. Orders would have a better chance of being completed on time and the elimination of waste would allow for more competitive quotes. Ultimately, this would put BB in a more competitive position to win business and become more profitable. 3.) At what stage, and how, should Dean sell his idea to the Joinery Manager and the workers? Mr. Hammond should sellShow MoreRelatedEssay about Social And Ethical Impact Of Artificial Intelligence1370 Words   |  6 PagesAssociated with Artificial Intelligence Is artificial intelligence in human society a utopian dream or a Faustian nightmare? Will our descendants honor us for making machines do things that human minds do or berate us for irresponsibility and hubris? Boden (1990 p.199) Part I Social Impact of Artificial Intelligence Its is an important factor that the public and politicians of today know as much as possible about the effects for good or ill of Artificial Intelligence in our society. 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Human Resource Management DHL Express

Question: Discuss about the Human Resource Management for DHL Express. Answer: Introduction DHL Express is one of the top multinational companies in the world and has been rated as one of the top companies to work with in the United Arab Emirates. DHL Express is a division of Deutsche Post DHL, which is a German logistic company. Deutsche Post DHL is the largest company in the world when it comes to logistics, particularly in sea and air mail. The company was originally started in 1969 with an objective of delivering documents between San Francisco and Honolulu while the company started to expand its business in other parts of the world during the late 1970s. At present, the company has a workforce of 325,000 employees and has expanded its business operations to a number of other business units, such as DHL Global forwarding and DHL Supply Chain (Greatplacetowork.ae, 2017). Some of the human resource practices that are being followed by the company are discussed below. Human Resource Management Practices At Dhl DHL, in UAE, has been ranked as the number one company to work for from a human resource perspective. Speed plays a very important role in the transport and logistics industry and is one of the most competitive factors amongst the rival firms but with the changing market trends, other factors, such as customer satisfaction, have also started to play a crucial role. As a result, the employees also have an important role to play in the present day logistic industry. Employees are now the backbones of all business organisations and it has become imperative for business organisations to look after the welfare of their employees in order to optimise their performance levels. DHL Express also believes in managing its human resource in a proper manner so that it can lead the global logistic industry. Some of the human resource practices followed by the company are discussed below: Performance And Motivational Training The Company has been planning for the training and development program for its workforce very efficiently. It has introduced learning establishments, such as DHL Asia Pacific Learning Centre. In 2008, the company launched a new program i.e. Deputy Country Manager Programme that was aimed at grooming the employees to take up higher positions in the company in the coming future. Under this program, a Deputy Country Manager is made to work under the guidance of a local country manager in another country and is developed in areas like human resource management, operations, CSR, etc. DHL Express should lay a greater focus on its training and development program but its greater focus on employee learning rather than focusing on actual motivation and performance can prove to be a weakness in the management process. To improve performance and motivation in the employees, DHL Express should design a number of On-the-Job and Off-the-Job training and development programs, such as group exercises, vestibule training, apprenticeship, mentoring programs, etc. that can help in training and developing employees in the short run. 360 Degree Online Feedback Program The 360 degree feedback program in the company was started in order to achieve three aims i.e. performance management, talent review and senior leadership development program. The online program allowed managers from throughout the world to provide feedback using a highly streamlined structure. The company has the right approach towards managing the performance of its employees using an online 360 degree feedback program but can improve it further to achieve better results. The company can also start a 360 degree feedback program in all of its business units in order to improve the output of the program. Using this program, all the employees (juniors or seniors) can review each others performance in a better way and contribute their best towards the management of performance. Career Development the company understands the importance of career development in the management of its human resources. The company has an International Business Leadership Program, which allows its employees to build strong cross-divisional networks and in becoming familiar with the business strategies of the company. The company has also enrolled a number of its employees in Executive Masters of Business Administration program so that they can improve their management skills and become experts in the field of logistics and finance. Career development is an important human resource management function and should be carefully planned in order to engage and retain employees. The company should also undertake some small scale strategies, such as job rotation, job enrichment, job transfer, etc. that can help the employees in learning new things and developing new skills that can help them in development their careers in the coming years (Right.com, 2017). Diversity Management DHL Express believes that its employees are an important factor in providing a reflection of the society in which it operates. The company has a large pool of talented employees who originate from wide range cultural, social and ethnical backgrounds. The company believes that a diverse workforce allows it to offer products and services to a diverse customer base. In order to ensure that there is high productivity, creativity and efficiency in the organisation, the company has committed itself to manage diversity and avoid any type of discrimination in the workplace. The company also has its own Code of Conduct that demonstrates diversity management as an integral part of the companys corporate culture. DHL Express launched a Diversity Respect initiative that was aimed at increasing the interest of people, belonging to various countries, in a career in its industry. The company has also launched Women in Leadership in order to promote female employees who have t he talent to achieve higher positions. DHL Express has taken a number of initiatives in order to manage and promote workplace diversity. A company operating in such a large industry and with such a global presence should definitely promote diversity in the workplace in order to serve a diverse customer base and the companys diversity management capabilities are proving to be a great strength in the global market. The company should also start undertaking expatriates programs and send employees for foreign assignments in order to promote workplace diversity at a greater level (Guides.wsj.com, n.d.). Employee Retention DHL Express has been able to maintain a very high retention rate as it has registered an employee turnover rate of 1%. The company has been able to retain its talented pool of employees by offering them promotions from within and promising them career opportunities. DHL also offers awards to its employees in order to retain them within the organisation. The companys ability to retain its workforce is proving to be one of its ultimate strengths that is also helping it in outperforming its competitors. The company is doing all the right things that are required to keep the employees engaged and retain them within the organisation. The company should also start a performance and potential appraisal system in order to make the work environment more performance oriented, which would ultimately increase the level of employee engagement and help in employee retention (Researchomatic.com, n.d.). Conclusion DHL Express is the global industrial leader when it comes to logistics and is one of the best companies to work with in the United Arab Emirates. The company has been performing exceptionally well when it comes to the management of its human resources, which is evident from the outputs that the company has been experiencing year by year. DHL Express has been following some of the best practices in the management of its human resources but the company can still improve a number of its human resource functions by undertaking new strategies and designing new programs that would improve the work conditions for the human resources and motivate them to work harder. References Dhl.ae. (n.d.). DHL | United Arab Emirates | English. [online] Available at: https://www.dhl.ae/en.html [Accessed 10 Jan. 2017]. Greatplacetowork.ae. (2017). Top Companies to Work for in the UAE - Great Place to Work in the UAE. [online] Available at: https://www.greatplacetowork.ae/best-companies/top-companies-to-work-for-in-the-uae [Accessed 10 Jan. 2017]. Guides.wsj.com. (n.d.). How to Increase Workplace Diversity - Management - WSJ.com. [online] Available at: https://guides.wsj.com/management/building-a-workplace-culture/how-to-increase-workplace-diversity/ [Accessed 10 Jan. 2017]. Researchomatic.com. (n.d.). Human Resource Practices At Dhl Company | Researchomatic. [online] Available at: https://www.researchomatic.com/Human-Resource-Practices-At-Dhl-Company-36158.html [Accessed 10 Jan. 2017]. Right.com. (2017). Five Ways to Improve Career Development and Talent Planning | Right Management. [online] Available at: https://www.right.com/wps/wcm/connect/right-us-en/home/thoughtwire/categories/talent-work/five-ways-to-improve-career-development-and-talent-planning [Accessed 10 Jan. 2017]. UKEssays. (2015). Human Resource Strategies in DHL Express and FedEx. [online] Available at: https://www.ukessays.com/essays/business/human-resource-strategies-in-dhl-express-and-fedex-business-essay.php [Accessed 10 Jan. 2017].

Wendy the Builder free essay sample

When I was little, I was obsessed with the TV show Bob the Builder. Don’t get me wrong, I liked princesses as much as the next girl, but Bob had my heart. Maybe it was my genetics, with every person on my moms side being an engineer, or maybe it was my practical mindset that drew me to the show. Whatever the reason, I was fascinated by how he helped people by designing and constructing everything they needed. It was all I would watch. Every day while going to preschool I would look for the construction vehicles I learned about from the show, my favorite being the cement truck. I aspired to be like Bob, and I absolutely needed to know everything about his job and life. However, as I got a little older and understood the show more, I realized that Bob wasn’t actually that good at fixing things. We will write a custom essay sample on Wendy the Builder or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Every episode he would botch simple tasks—ones that I was sure I would have easily been able to complete myself. And every episode Wendy, Bob’s co-worker, was the one to fix Bob’s mistakes. My obsession with Bob turned into an infatuation with Wendy. Bob would be nothing without her charisma and smarts. Every day I became more and more obsessed with Wendy, and more and more frustrated with Bob. I sensed an injustice: If Wendy was really doing all the work, then why was Bob getting all the credit? Why didn’t Wendy have her own show? Everyone still loved Bob best, but I decided that Wendy was my new idol, and I would do anything it took to be like her when I grew up. Now, I’m a senior in high school taking three science courses, including engineering. Not much has changed—I still think Bob is overrated, and I still aspire to be like Wendy. The more I analyze Wendy, the more I see myself in her. Despite facing tough situations, she remains calm and collected. She rarely asks for help and often solves problems on her own. She truly believes in herself until the end. Some may call it stubbornness, I call it confidence. I have a strong sense of conviction. I take opinions very seriously, which is why I love to do research before taking a stand on a situation or deciding my viewpoint. Because I put so much careful consideration into my views, I stand by them. I was, and still am, never afraid to go against the grain, which is why I was so insistent on Wendy’s superiority to Bob. The best part of Wendy’s job is that she meets and talks to the people she is working for. She builds relationships and makes an impact on the lives of those she is helping. My interest in helping others led to my decision to pursue engineering. I want to make a difference. It doesn’t have to be the whole world, but one day I want someone to say that I was the one who helped them. Engineering is just the start. It combines my love of math and science with my love of working with and helping others. Recently, I was talking to my parents about my childhood and they brought up Bob the Builder. I thought that I should give Bob a second chance to win back my heart, so I watched an episode. I will admit Bob might be a little nicer than I remembered, but I stand by my opinion that Wendy deserves significantly more credit. I will always think of her as the star of Bob the Builder. I’m not going to credit Wendy with my interest in math and science, but I will say that she served as an inspiration and confidence booster for both my younger and older self, and has made me feel more than ready to be a female on a construction site of males.