Valentina Tereshkova First Woman in Space - Biography

Space exploration is something that people routinely do today, without regard to their gender. However, there was a time more than half a century ago when access to space was considered a mans job. Women werent yet there, held back by requirements that they had to be test pilots with a certain amount of experience. In the U.S.  13 women went through astronaut training  in the early 1960s, only to be kept out of the corps by that pilot requirement. In the Soviet Union, the space agency actively sought a woman to fly, provided she could pass the training. And so it was that Valentina Tereshkova made her flight in the summer of 1963, a couple of years after the first Soviet and U.S. astronauts took their rides to space. She paved the way for other women to become astronauts, although the first American woman didnt fly to orbit until the 1980s. Early Life and Interest in Flight Valentina Tereshkova was born to a peasant family in the Yaroslavl  region of the former USSR on March 6, 1937. Soon after starting work in a textile mill at the age of 18, she joined an amateur parachuting club. That stoked her interest in flight, and at the age of 24, she applied to become a cosmonaut. Just earlier that year, 1961, the Soviet space program began to consider sending women into space. The Soviets were looking for another first at which to beat the United States, among many space firsts they achieved during the era. Overseen by  Yuri Gagarin  (the first man in space) the selection process for female cosmonauts began in mid-1961. Since there werent many female pilots in the Soviet air force, women parachutists were considered as a possible field of candidates. Tereshkova, along with three other women parachutists and a female pilot, was selected to train as a cosmonaut  in 1962. She began an intensive training program designed to help her withstand the rigors of launch and orbit.   From Jumping out of Planes to Spaceflight Due to the Soviet penchant for secrecy, the entire program was kept quiet, so very few people knew about the effort. When she left for training, Tereshkova reportedly told her mother she was going to a training camp for an elite skydiving team. It wasnt until the flight was announced on the radio that her mother learned the truth of her daughters achievement. The identities of the other women in the cosmonaut program were not revealed until the late 1980s. However, Valentina Tereshkova was the only one of the group to go into space at that point. Making History The historic first flight of a female cosmonaut was slated to concur with the second dual flight (a mission on which two craft would be in orbit at the same time, and ground control would maneuver them to within 5 km (3 miles) of each other). It was scheduled for June of the following year, which meant that Tereshkova had only about 15 months to get ready. Basic training for the women was very similar to that of the male cosmonauts. It included classroom study, parachute jumps, and time in an aerobatic jet. They were all commissioned as second lieutenants in the Soviet Air Force, which had control over the cosmonaut program at the time. Vostok 6 Rockets into History Valentina Tereshkova was chosen to fly aboard Vostok 6, scheduled for a June 16, 1963 launch date. Her training included at least two long simulations on the ground, of 6 days and 12 days duration. On June 14, 1963 cosmonaut Valeriy Bykovsky launched on Vostok 5. Tereshkova and Vostok 6 launched two days later, flying with the call sign Chaika (Seagull). Flying two different orbits, the spacecraft came within roughly 5 km (3 miles) of each other, and the cosmonauts exchanged brief communications. Tereshkova followed the Vostok procedure of ejecting from the capsule some 6,000 meters (20,000 feet) above the ground and descending under a parachute. She landed near Karaganda, Kazakhstan, on June 19, 1963. Her flight lasted 48 orbits totaling 70 hours and 50 minutes in space. She spent more time in orbit than all the U.S. Mercury astronauts combined. Its possible that Valentina may have trained for a   Voskhod  mission that was to include a spacewalk, but the flight never happened. The female cosmonaut program was disbanded in 1969 and wasnt until 1982 that the next woman flew in space. That was Soviet cosmonaut Svetlana Savitskaya, who went into space aboard a  Soyuz  flight. The U.S. did not send a woman into space until 1983, when  Sally Ride, an astronaut  and  physicist, flew aboard the space shuttle  Challenger. Personal Life and Accolades Tereshkova was married to fellow cosmonaut Andrian Nikolayev in November 1963. Rumors abounded at the time that the union was just for propaganda purposes, but those have never been proven. The two had a daughter, Yelena, who was born the following year, the first child of parents that had both been in space. The couple later divorced. Valentina Tereshkova received the Order of Lenin and Hero of the Soviet Union awards for her historic flight. Later she served as the president of the Soviet Womens Committee and became a member of the Supreme Soviet, the USSRs national parliament, and the Presidium, a special panel within the Soviet government. In recent years, she has led a quiet life in Moscow.   Edited and updated by Carolyn Collins Petersen.

The Sales Pattern Of Mcdonald s New Product Launch Essay

This report was commissioned to analyze the sales pattern of McDonald’s new product launch in Geography 11 in 2014, and provide business insights with sounded managerial implications. Methods of analysis include Regression Analysis, Independent t-Test, ANOVA Test and Descriptive Statistics. Overview The analysis draws attention to the fact that during this period, Geography 11 had a successful product launch, with total units sold of 46533 and average unit sold of 34 per day. There were average 1352 stores participated in the launch. The average price rose from $2.00 to $2.12, which was a large increase compared to the national level. As is shown in the Figure 1, sales increased sharply and peaked in the middle of August and then decreased gradually in later period. There were also fluctuations in sales within a week, with the highest sales happened on Fridays and the lowest on Sundays. Sales Analysis and Observations To further investigate the sales pattern in Geography 11, a regression analysis was done to analyze the effect of national advertising and average price on sales. Dummy variables for Fridays and Sundays were also added based on the previous line graph for sales. As is shown in the Table 1, this model explains 92.4% of variations in sales. However, its Durbin-Watson is much lower than 1.5, suggesting the model is bad at future prediction. The coefficients table shows that national advertising has a positive linear relationship with sales, while average price isShow MoreRelatedMarketing Plan For A New Product / Service3939 Words   |  16 Pagesin Task 1, develop a marketing plan for the launch of a new product / service for MacDonald’s. The marketing plan should include the following: 9 a) Propose and develop SMART marketing objectives for the new product / Service 9 b) Development of appropriate marketing strategies that will lead to the achievement of the specified marketing objectives for the new product / service 10 c) Application of the marketing mix elements to support the new product / service 11 Task 4 (LO4) 14 Examine the ethicalRead MoreThe Mcdonald s Business Structure3657 Words   |  15 PagesMcDonald s, originated in California, USA, 1954, operates fast food restaurants all over the world has become one of the most recognized and respected brands in the world. All McDonald s restaurants offer a standard menu, including such as hamburgers, cheeseburgers, chicken sandwiches, French fries, desserts and ice cream sundaes. (www.McDonalds.com). The McDonald s business structure is based upon a geographic structure. The company s business is divided into four geographic sections:Read MoreMcdonalds Marketing8107 Words   |  33 PagesPeople 5.1) Product 5.2) Price 5.3) Place 5.4) Promotion 5.5) People 6) Identification of marketing strategies 7) Conclusion and recommendations 8) Bibliography references 1) Introduction: McDonalds is one of the best known brands worldwide. This project shows how McDonald’s continually works to build its brand by listening to its customers and it also determines the various stages of its marketing process. Branding creates a personality for an organization, product or serviceRead MoreMarketing Plan for the Electric Car Corporation3143 Words   |  13 PagesUnited Kingdom. The paper starts with a brief introduction to the company, its product offerings, and areas of operations and then explains why a marketing plan is essential in the strategic planning process of an organization. Afterwards, the process of new product development at ECC has been discussed. The marketing plan starts with a comprehensive situational and SWOT analysis of the company as well as its new product offering. In this paper, the SWOT Analysis is done to analyze the companys coreRead MoreManaging And Analyzing Big Data2729 Words   |  11 Pagesand analyzing big data is a huge task for all organizations of all sizes and across all industries. If a business’s plan to implement a data management tools there is a need for a more realistic way of capturing information about their customers, products, and ser vices. Mining data is often in the terabytes and organizations need to be able to quickly analyze that data and then pull appropriate information needed to make managerial decisions. Further, with the insurgence of social media, smart devicesRead MoreMarketing Plan for Mcdonalds3289 Words   |  14 Pageswill show what the company can do to improve themselves. The company that has been chosen for this report is McDonalds, this is because they are one of the most successful brands in the world and the number one fast food restaurant. The research that was carried out for this report mainly came from reading a range of books on Marketing, the Internet was used to research the company. McDonalds is recognised globally as being one of the most successful fast food restaurants in the world. It was firstRead MoreCustomer Behavior6254 Words   |  26 Pages2001 and 2006 36 References 37 Executive Summary Diversification makes sense for the fast-food company, given that growth is clearly slowing for its core McDonald s franchise. The company can tackle the upscale coffee market, McCafe has been established recent years in Hong Kong to capture a new customer base. McCafe is the new entry of coffee market and it is obvious most of the public think that McCafe is relatively cheap brand compare to its direct competitors in Hong Kong. AfterRead MoreEssay on Mighty Recyclable Wallets4638 Words   |  19 PagesWallets 1. Executive Summary Wallets accounts for 8% of the total personal apparel and accessories market. The US market for the items is currently served by about 470 businesses with operations across the country but with concentration in Florida, New York, Loss Angeles and Texas. The market was faced economic challenges that resulted to its decline in 2008 to 2009 during the great recession. However, the market is currently recovering and has registered a 1.2% growth from the year 2009 to 2013.Read More Coffee Industry in the UK Essay1613 Words   |  7 Pagescertified coffee and fair trade coffee, which guarantees a fair price to producers. The fair trade market which is now worth  £100 million, is growing with developments such as Tesco’s launch of their own Fair trade range. Fair trade is also a means by which the coffee shop industry can differentiate their products and gain a socially responsible reputation; Starbucks customers now have the option to buy fair trade coffee. Oxfam have claimed the re is a ‘niche’ in the coffee shop market and have respondedRead MoreGlobal Marketing Strategies1846 Words   |  8 Pagesfor each country. The opposing view treats marketing as know-how that can be transferred from country to country. It has been argued that the worldwide marketplace has become so homogenized that multinational corporations can market standardized products and services all over the world with identical strategies, thus lowering their costs and earning higher margins. Localized Strategy The proponents of localized marketing strategies support their viewpoint based on four differences across countries:19

Company Policy for S-S Technology Free Essays

Recruitment Policy Purpose To ensure that required staffs are appointed at required interval for S-S Technology. Responsibility Relevant department manager shall responsible to submit staff requisition form upon staff requirement. HER manager shall review and arrange for recruitment as per requested Information. We will write a custom essay sample on Company Policy for S-S Technology or any similar topic only for you Order Now Procedure When staff requirement request from concerned department manager who shall complete the staff requisition form and submit to HER. HER shall review and take approval from management for initiating recruitment process. HER shall make vacancy announcement as appropriate ways such as Journals, newspaper, notices, etc and collect applicant’s C.V.. HER manager shall review collected C.V. and inform to applicants as appropriate ways for Interview. Interviewee or candidate shall fill application Issued by their selves. HER shall conduct the Interview and make decision for appointment for interview. HER. Related manager and GM shall make interview for selected candidates. HER shall submit to management to get approval of new appointment. After selected candidate, HER shall fill record, personal data, and agreement on S-S Technology rules. HER shall explain to new staff the S-S Technology rules detail and other requirements. Provisional period shall be defined as three months but It can be varied based on the assessment of department manager. If the performance of staff is found to be satisfactory after provisional period, department manager shall inform to HER for permanently appointment by appropriate way. HER manager shall issue permanent appointment letter after getting approval from management and inform to finance. HER staff shall keep all records of Taft in personnel data files. References ; Employee Requisition, Application Form, Interview Assessment Form, Request for Medical Test Form, Appointment Letter, Evaluation of New Employee’s Job Performance, Permanent Letter, Personal data(C.V.),.. Etc. Performance Appraisal Policy The purpose is to give each employee to know how their performance, behavior and potential are evaluated by manager to improve confidence, to provide improvement of work performance. Responsibility Department manager Is responsible for analyzing competency of responsible staff heir performance in yearly basis. MD/GM is responsible to make performance evaluation for managers. Requirements For manager level – MD/GM shall conduct performance evaluation of managers and above level. – For below manger level – Department manger shall conduct performance evaluation and submit appraisal form to HER. – HER manager shall review and compile proposed comments from appraisal and discuss with MM/ Managers to proceed for improvement. HER manager is responsible to review appraisal outcomes in order to provide necessary training program or provision or resources. – HER manager and related manager shall discuss to upgrade skills of employee and to determine training needs including resource requirements on yearly basis. References Performance Appraisal, Master Skills Matrix. Training Policy To ensure staff are competent to perform their task and ensure to provide necessary training at requested interval. Responsibility HER is responsible to prepare and arrange the training plan after getting approval from management. Department manager is responsible to evaluate their staff competency and communicate with HER for arranging required training. Procedure HER manager shall prepare the training plan based on training requests from department managers and take approval from management. Upon requirement of training, department manager shall fill the nominations for training course and submit to HER. HER shall submit to management for getting approval from management. HER manager and related manager shall arrange the training requirements at requested time. After training is completed, HER manager shall keep the training records such as nomination, record list, course register, evaluations. Trainee and trainer evaluation shall be made to training to get effectiveness of training evaluation as reference. The related manager shall provide the provisional or on Job training defined by managers. Training certificate, if applicable and personal training record shall be updated by HER staff and keep in each relevant personal file. References : Training Request Form, Training Plan Form, Training Record List, Training Course Register, Training Evaluation (trainer), Training Evaluation (trainee), Personal Training Record. How to cite Company Policy for S-S Technology, Papers

Business Management with Marketing

Question: Describe about the Essay for Business Management with Marketing. Answer: Introduction With the course of time, human resource department has gained significant importance and it plays one of the major roles in developing the strategies of an organization along with handling the employee centric activities in the organization. Therefore, it can be stated that in present days highly competitive global scenario, it is almost impossible for any of the organizations to build a good team of the working professionals without managing the human resources carefully. Klarsfeld et al. (2014) have stated that the major functions of the human resources management takes into account recruiting the people, training them properly, looking on performance appraisals, motivating them as well as focusing on workplace communication, safety and some others. This specific research work would try to shed light understanding several perspectives of human resource management along with focusing on ways of developing flexibility within the workplace. In order to carry on the entire task, Virgin Group has been taken into consideration and the entire assignment would be analyzed accordingly. Along with that, focus would be shed on understanding the impact of equal opportunities within the workplace along with the approaches to human resource practices in the selected organization. However, it can be stated that debates are there regarding the importance of human resource management, as some employees regard HR as the policing, traumatizing and systematizing arm of the executive body. On the contrary, some regard HRs as the gatekeepers, people who hold interest in employee concerns. Understanding different perspectives of human resource management Guests model of HRM as applied to Virgin Group Guests model of HRM is based on the view that HRM is fundamentally different from the concept of Personnel management. His theory argues that HRM is commitment based as opposed to Personnel management which is compliance based. According to this theory HRM requires commitment on the part of the employees towards the objectives or an organization. HRM focusses on the needs of individual human resources instead of focusing on the needs of employees as a single block. This theory argues that human resources are the most valuable assets to an organization that needs to be empowered by the organization through positive reinforcements (Bratton and Gold 2012). Virgin Group is an organization that has embraced Guests model of Human Resource Management. The HRM policies of Virgin group are based on the trust between the employees and the organization. This organization believes in positive employee engagement as a factor of motivation. Virgin Group has a very distinctive recruitment and selection strategy that is based on the principle of Guests model of HRM. The organization believes that HRM can only be practiced if the employees are aligned with the objectives of the organization. This is why, Virgin group places much importance on hiring people who are attracted to the companys vision (Buller and McEvoy 2012). Another HR policy within Virgin group that is based on Guests principles is the decentralization that is an integral part of the organizations hierarchy. The employees at every management level at Virgin have much more independence and decision making power than their counterparts at other companies. Since the employees at Virgin believe in the organizational objectives of the company it is assumed that every employee should use their best judgment regarding how to achieve the organizational objectives (Clinton and Guest 2013). This also cultivates leadership qualities in the employees. Since the company believes that transparency and empowering the employees is at the very core of their HRM practices, Virgin group has also facilitated a number of ways of swift communication between the employees. There are employee forums, newsletters and periodicals that circulate within the employee circles where they talk about an array of things including how to make Virgin group a better workplace for the employees (Guest, Paauwe and Wright 2012). Differences between Storeys definition of HRM, personnel and IR practices as applied to Virgin Group The defining characteristics of Storeys definition of HRM are the concept of hard and soft HRM. According to Storey, Hard HRM is the practice of managing human resources so as to obtain value from them. Hard HRM is built around evaluation and performance management. The objective of hard HRM practices is the attainment of a competitive advantage in the form of a productive workforce. On the other hand, soft HRM places importance on the relation between the human resources of an organization. Under soft HRM practices the employees are treated as valuable assets of the company and the competitive advantage is drawn from the employees commitment to their organization. This is why soft HRM advocates for the treating human resources as valuable assets in order to cultivate commitment in them, which can be a source of competitive advantage for the organization (Marler and Fisher 2013). According to Storeys definition of personnel management, the focus is placed on making sure that the employees comply with the rules and regulations designed by the organization. It only addresses the traditional aspects of the employer-employee relationship such as hiring, firing, compensation and training. According to this theory, procedures are given the most importance in Personnel management. He viewed both Personnel Management as well as Industrial Relations as the same in concept as well as practice (Purce 2014). When the HR policies and practices at Virgin group are examined it is clear that to a great extent they are modelled after Storeys soft HRM theory. The employees at Virgin are provided with an environment that nurtures their capabilities so as to help them reach their maximum potential. The company also has a set of financial as well non-financial rewards for the employees on order to motivate them. The non-financial benefits such as promotion and recognition are designed after Storeys theory. These rewards enrich the relationship between the employees and the management of Virgin group. The employees at Virgin are also very involved in the direction of the company and the important decisions along the way are taken collectively by the employees. This is a clear example of employees contributing directly to the achievement of Virgins organizational objectives (Sanders, Shipton and Gomes 2014). Implications for line managers and employees of developing a strategic approach to HRM at virgin group First of all, the line managers at Virgin group have to understand the various concepts of HRM after which the HR policies of Virgin are to be designed. They have to breakdown the overall HR strategy into actionable policies that can be integrated into the HR practices. They will also need to help change the overall culture at the organization. Various policies that make up for the organizational culture within Virgin group should be evaluated to make sure they are in alignment with the HR strategy (Stone 2013). The line managers are tasked to work alongside functional managers such as the HR managers. Line managers need to have a deep understanding of what the HR strategies designed by the HR managers mean for the everyday practices within the company. This is why line managers have the responsibility to make sure that the HR strategies devised by the HR team do not harm the business operations of Virgin group. All the HR functions at Virgin are affected by the HR strategies. For example, the job evaluation techniques used within Virgin group have to be reexamined to make sure that the worth of a job is decided based on the contribution it makes to the overall objectives and goals of Virgin group. Performance management and appraisal will be based only on the actual performance of the employees and other factors such as the time spent on the job and seniority of the employees will not be taken into account (Van De Voorde et al. 2012). Understanding ways of developing flexibility within the workplace Explain how a model of flexibility might be applied in Virgin Group There are many type of flexibility that can be applied to Virgin Atlantic. Atkinsons model in particular comprises of 4 types of flexibility comprises functional, numerical, financial and temporal. This model of flexibility can be applied at Virgin Atlantic by dividing the employees into core and peripheral workforces. The core workforce could include the employee who carries out the core functionalities of the firm like piloting and attending to the guests. On the other hand, the peripheral workforce could include employees who do not carry out the core operations of the firm. These could include office assistants, drivers, data entry employees, book keepers, lawyers etc. The peripheral workforce can be recruited on a contractual basis (Stone 2013). The core workforce needs to be trained by the firm since they carry out the core operations of the firm that will ultimately decide its success. They should also have better prospects for career development. The peripheral workforce does not need to be trained by the company. The core workforce should also have better job security than the peripheral workforce (Guest, Paauwe and Wright 2012). Discuss the types of flexibility which may be developed by Virgin group Virgin Group can develop functional, numerical, distancing and temporal flexibility inside the organization. Functional flexibility is the firms ability to deploy the human resources based on tasks. This is achieved by training the employees in multiple skill sets so that they are able to perform the duties of traditionally different jobs. For example, Virgin group could train the flight attendants in customer service so that they can be used to attend to the needs of the passengers at the ground level (Guest, Paauwe and Wright 2012). Numerical flexibility is the firm ability to dramatically adjust (increase or decrease) the size of the workforce, depending on the demand for their product/services. Virgin group owns many businesses that are seasonal in nature, such as the Virgin holidays, galactic and cruises. By embracing numerical flexibility Virgin group will be able to deploy its employees to these different businesses based on the needs. For example, Virgin holidays will need more employee during the summer. Virgin group can achieve numerical flexibility through three different hiring strategies part time working, temporary contracting and sub-contracting (Buller and McEvoy 2012). Distancing flexibility is the use of third parties to undertake some of the peripheral activities of the business. Virgin group can practice distancing flexibility by hiring outside companies to carry out the non-core activities. For example, Virgin can hire outside companies to carry out the on-board catering on Virgin Atlantic flights (Hendry 2012). Temporal flexibility This is a variation of the numerical flexibility that can be applied at Virgin group. This usually involves using HR strategies such as overtime and flextime to meet the additional demand for the companys products and services. In temporal flexibility the existing employees are usually used to meet the demand instead of additional part-time workers (Zhu et al. 2013). Assess the use of flexible working practices from both the employee and the employer perspectives From the perspective of Virgin Group there are many advantages to adopting flexibility within the firm. First of all, having a flexible work environment makes Virgin group an attractive workplace to the potential recruits. Aside from recruitment, a flexible work environment also improves employee retention. Flexible workplaces also increases the employee motivation amd thus increases the workplace productivity. Since employees who have flexible working hours are able to balance work and personal life better, they are less prone to fatifue and stress. Flexible work environments are also great for the public image of the company. It also helps nurture a positive company culture. Since flexibility increases employee retention, it also reduces the cost the firm has to spend on training new employees. Since flexibly often involves employees sharing the company resources, it is possible to reduced operational overheads. Flexibility also uses automated solutions, which in turn reduces cost. The cost of recruitment and selection can be reduced since the need for hiring new core workforce employees is reduced. Workplace Flexibility is also an effective teambuilding strategy. It allows for employees to work together by complimenting each others skill sets (Mondy and Martocchio 2016). There are also certain disadvantages to flexible work environment from the point of view of the employer. For example, flexibility can lead to internal conflicts. If an employee is dissatisfied about his/her work schedule and prefers a schedule that was made available to a co-worker, this can lead to jealousy and more internal issues. There is also an argument to be made that flexible workplaces lead to less collaboration between employees. For example, the employees who work from remote locations will not get as many chances to work with co-workers as the employees who work in the same office (Bratton and Gold 2012). Employees of a company also have many benefits to working in a flexible work environment. Employees can balance work and personal lives better if they have flexible working conditions. It also helps reduce work-related stress. Employees also tend to be more satisfied under flexible working conditions (Purce 2014). Discuss the impacts that changes in the labour market have had on flexible working practices at Virgin Group The recent changes in the labor market have had major impacts on the flexible working practices at Virgin group. The factors that have contributed most to the changes in flexible working practices at the company are migration of workforce, collective bargaining, technological changes, increasing number of qualified/skilled workforce and demographic changes. Globalization and subsequent workforce migration have impacted the labor costs in the UK. Virgin Group has now access to a much wider group of skilled as well as unskilled laborers that they can use. This has allowed the company to be more flexible in term of the working hours. For non managerial jobs, Virgin group now uses part time workers. The new influx of laborers had made this happen (Bratton and Gold 2012). Technological changes have also helped the company in adopting flexibility. Many of the companys workers are now able to work from home in a virtual office. Collaborative tools such as slack, video chatting and others have made it possible for the employees to be able to work from different places. The internet has expanded the labor markets as well. Virgin group is now able to hire workers on a contractual basis for jobs that are not permanent. The company is now able to hire a team of employees for a few months overseas to complete tasks (Bratton and Gold 2012). The increased public access to higher education has increased the number of potential recruits in the job market. Well established companies like Virgin group now attracts more recruits, which in turn increases the quality of the workforce employed. Changes in the social environment have allowed more women to be part of the workforce. Virgin group is also able to have a much diverse workforce than before because of its ability to hire from more regions of the world (Zhu et al. 2013). Trade unions have seen a reduction in their influence, however the company has adopted collective bargaining for the workforce. Because of this the company has a more satisfied workforce. This has also encouraged the company to embrace flexibility at their workplace (Zhu et al. 2013). Understand the impact of equal opportunities within the workplace In recent years it has been found that employees are bringing charges against their employers related with discrimination at the workplace. It has been found that during the period of 2014 to 2015, there were 61,308. The highest sum awarded by the Employment Tribunal was 557, 039 (virgin.com, 2016). Hence, it has become important to discuss various forms of discrimination within a company (Virgin Group) and the practical implication equal opportunity legislation for Virgin Group (virgin.com, 2016). Different forms of discriminations that might take place in the workplace of Virgin Group There are various types of discrimination can be found in the workplace of the company Virgin Group. They are such as gender related discrimination, religion related discrimination, inequality in compensation, and age related discrimination and discrimination with disables (Coppock, Haydon and Richter, 2014). Gender related discrimination In the company Virgin group, there various types of gender discrimination can be found. It includes pregnancy discrimination, sexual harassment and unequal payment for female employees (Barak, 2013). The management of the company needs to understand that sex discrimination or gender discrimination is a significant part of common civil right violation that needs to be prohibited. They need to develop equal payment scheme for both men and women in accordance to the Equal Pay Act 1963 (Kersley et al., 2013). Religion related discrimination It has been found that in company Virgin group, persons belong to Muslim religion have to face issues from the management and they are treated less favourably. (Elmuti et al. (2013) stated that, the incident of 9/11 has affected the organizational behaviour of Western companies. However, the company needs to understand that, the HR policy or management has to be natural for all religion. Holmes and Stubbe (2015) have mentioned that management or HR policy cannot force any employee to restrict religious activity or to abide by other beliefs. Inequality in compensation In addition, it has been found that the management of virgin group is partial to some employees in case of compensation. It decreases motivation level of employees at workplace and also decreases level of job satisfaction. Klarsfeld et al. (2014) have stated that, in order to improvise employee motivation, HR policies have to be developed in such a way that no discrimination has been occurred while judging the compensation rate of employees. Discrimination with disables The company treats disable peoples as less capable and talented than normal people. However, it has been found that there are many disable candidates who are more skilled and capable than normal employees. Hence, employers of Virgin group should not underestimate disable candidates during the process of recruitment (Vandello et al., 2013). Practical implications of equal opportunities legislations for the Virgin Group The equal opportunity policy of this Virgin Group endorses the equal treatment and the services it present irrespective of disability, color, race, cultural and national originality, marital status, sexual orientation and some other criterion. From the company profile, it can be seen that the there are four Advisory committees in Virgin Group that are responsible to look after by the EO department and they with the specified areas of potential discrimination. It can be said that the Equal Opportunities Department, as well as commerce with the work of these departments and being concerned in campaigning issues, provides good advices to the braches on equal opportunities concerns and arranges assistance in respect of nuisances well as unfairness (Akande, 2013). Apart from that, it can be stated that there is assistance available if the employees feel that they are experiencing bullying and harassment in the place of work. The assistance phone number is available for employees 24 hours a day and 7 days a week. The concerned department of Virgin Group focus on these below mentioned points and these are as follows: Dignity and fair treatment Diversity and equal opportunity Purposeful leadership Fair pay and some lucrative benefits A highly positive workplace and the environment Global belonging, i.e. connecting with the regional and intercontinental communities and some other sectors Significant work and delivering proper purpose and joy (Chrobot-Mason and Aramovich, 2013) The team has always focused on being more human and thus, in the year 2015, they launched 100 experiments in the B Team corporations and the aim of the company is to make the workplace more human. From that company profile, it can be seen that they are more focused on sharing these new ways of working with the wider business community, so that the best practices can be easily scaled and replicated throughout the world (Boston and O'Grady, 2015). Comparing the approaches to manage equal opportunities and managing diversity Jonsen et al. (2013) have stated that one of the core differences among managing diversity and equal opportunity is concerned with the force of change. It can be stated that whereas external forces like governmental legislation, social fairness, human rights and ethical rights targets to drive equal opportunity, managing diversity seeks to be driven by internal factors within the administrative arrangement and is instantly associated with the bottom line. Apart from that, it can be mentioned that another difference between these two approaches are their goals. The goal of the equal opportunity has been mentioned as social justice and rectifying errors that have been made previously in the past, in order to correct an imbalance, an injustice and a mistake (Guillaume et al., 2013). Apart from that, it can be stated that managing diversity is regarded as a more integrated approach to put equality into practices and is properly demonstrated to be responsibility of all managers, whereas equal opportunity approaches are driven only by the human resource managers. In this part, the fundamental differences are between managing diversity and equal opportunity approaches have been mentioned here. Aspect Managing Diversity Equal opportunity Purpose Utilize potential of the employees to maximum advantage Reduce discrimination Case argued Business case- enhance profitability Moral and ethical Responsibility All the concerned managers Human Resource and the Personnel department Focus on management activities Managing Recruitment Remedies Changing the culture Changing systems as well as practices (Podsiadlowski et al., 2013) Wanrooy et al. (2013) have stated that the major opportunity strategies as well as practices at the organizational level have been recognized as a significant attempt to establish equality. For instance, it can be said that the creation of such a community or organization, where both female and male are dealt with same manner and they face no odd situation because of their sex. In contrary to this situation, the term managing diversity is there to point out the significance of difference and put forward a viewpoint where difference is welcomed. Moreover, this is considered as an advantage rather than a disadvantage to the concerned organization (Acker, 2012). Understand approaches to human resource practices in the Virgin Group Comparing various methods of performance management Kulik et al. (2014) have stated that performance management takes into account monitoring as well as scrutinizing performances of the concerned employees for recognizing specified places they are performing excellent service. This also sheds light on the areas that require additional enhancement along with those areas that are affecting a company detrimentally. At Virgin Group, performance management methods takes into account those that concentrate on the employee groups or teams, production lines, departments as well as company branches or the subsidies. However, it is required to mention that at Virgin Groups, performance management methods of performance management are similar, as they all help this organizations Human Resource Management to recognize actual level of performance of the employees (Lips, 2013). Another performance management procedure being used at Virgin Groups is flatter in the organizational structure that provided opportunities for the employees to rake more responsibilities that was not possible when there were high hierarchy structure in the organization. This particular step has led to enhanced job satisfaction of the employees. Therefore, it can be stated that this is a productive method to provide several chances to the employees in order to maximize their potential, without bureaucratic obstructions to assist the organization (Dychtwald, Erickson and Morison, 2013). The company has their own rewards for excellence and under this category, they rewards those employees who have performed well. For example, it can be stated that the top sales associates can be properly identified through the Virgin Groups 100 program or the Virgin Groups rewards for excellence that takes into account gala evening with an Oscar Style ceremony. Here, the employees are nominated regardless of their job type. From the company profile, it can be stated that there are 20 winners each season and this is the largest rave review within Virgin Group. The management of the company focuses on making things bigger and as a result of that, an internal survey result has explored that 91% employees are ready to go extra mile in order to deliver the customers in the best possible way. However, it is required to mention that it is proven fact that the people respond positively towards rewards, therefore, this performance is highly encouraging as well as motivating. Employees know th at when organization plans to reward their hard works, they tend to perform more and this lead to higher employee performance (Landy and Conte, 2016). Evaluating the approaches to the practice of managing employee welfare in Virgin Groups Properly managing the welfare of the employees in Virgin Group is one of the significant parts of the Human Resource Department roles. The Employee Relation team is one of the parts of the Human Resource management team. They have the responsibility to manage several issues that leave impact on general well-being of employees in order to make sure their performance and commitment are not negatively affected by kind of issues like grievance, policies, procedures and redundancy. In this part, it is required to mention that the employee relation team is responsible to generate pension scheme that is highly effective in meeting the general welfare of the employees after retirement from work. Therefore, it can be stated that the Human Resource Management Team always respond to several aspects of the employee welfare for both life and work by carefully handling the issues of workplace that might affect their concentration and commitment to the organization (Oswick and Noon, 2014). Moreover , it is required to add here that the responsible team support largely to plan the employees for their future through their pension scheme. Rubery and Rafferty (2013) have stated that the organizations proffer welfare in several effective ways through several types of programs. From the research works, it can be seen that personnel assistance programs aid the company personnel to manage the issues that are not related to work like family and personal issues. Thus, it aids them to reduce the level of stress that might affect their capabilities of productivity detrimentally. Kamerman and Kahn (2013) have stated that programs related to income protection supports the employees to achieve fiscal security both in the time of employment and in the retirement periods. Approaches of managing several welfare programs takes into account Blanket approach and Cafeteria approach. However, it can be stated that both these approaches are expensive in long-term perceptions, as it generally ends up making an organization to expend resources to individuals that do not need them. Thus, it is required to mention that the organizations must initially assess personal requirements before implementing any management approach (Correia, Dussault and Pontes, 2015). Discussing the implication of health and safety legislation on human resources practices Health and safety legislation has proper implications on the practices of human resource practices at Virgin Group, as they are under obligations. Therefore, they are abiding by them not only for the safety and well-being of the employees and the customers, but also for the general public. With the course of time, there could be increased expenditure of the company resources. For example, it can be stated that heath legislations like Health and Safety Act of 1974 generally demand that the employers have to institute relevant programs that would ensure acceptable health and safety legislation holds the companies responsible for the health and safety of the employees. Moreover, it can be stated that human resource managers have to make sure that both the employees and environment of the company comply with stated requirements (Maclaran, Stevens and Catterall, 2013). Moreover, this implies extra costs in training the employees on health and safety issues. It is regardless to mention that health and safety legislation affects normal human resource management practices since they form a significant factor even in their practices and policies. In order to assist Virgin Groups human resource management in their practices in relation to health and safety legislation, they have placed several other safety and security units like fire, health and safety teams, and uniformed security for both the female and the male employees. The job of the fire unit review fire precautions, conduct several training courses for the employees in safety related to the subjects like inductions, fire safety, first aid and manual handling. Evaluate the impact of one topical issue on human resource practices Correia, Dussault and Pontes (2015) have stated that numerous topical issues largely affect the human resource practices in different parts of the corporation. One such issue takes into account the labour supply of the organization. Labour supply can affect the human resource management practices through both under-supply and over-supply. Under-supply of labour takes place when a specific system is unable to proffer an adequate and constant supply of properly qualified labours for the companies. This happens because of the factors like wanting educational systems or lack of qualified teaching personnel. It has been found that this in general forces the human resource management department in the affected organizations to have to source the employees through some other effective means like exporting the labours and this is highly expensive in nature. On the other hand, it can be seen that over-supply incident takes place when a system or the existing economy churns out more qualified human resources than required. Correia, Dussault and Pontes (2015) have stated that this situation generally affects the human resource management practices during recruitment procedure since get more applications that required. Therefore, it is easily understood that the organization has to look at some additional means to assort human resources in pursuit of executing a proper and fair selection procedure that are not discriminatory in any manner. Apart from that, it has been seen that another major factor that leave impact on the human resource management practices in Virgin Group is culture. The culture at this organization is responsible to some extent to shape up the procedures of employee recruitment and selection procedure. Therefore, the entire procedure takes into account a wide range of activities like initial application, screening of CV, telephonic and video interview, assessment centre, resourcing interview and some other ways. Moreover, it can be stated that in search of the big talent, the team continually looks to evolve their advertising, selection methods and thus they use social media properly. Along with these points, it has been found that culture is one of the major factors that shape up the leadership style of the organization as well (Guillaume et al., 2013). At the end, it can be concluded that the human resource managers in Virgin Group implement effective communication with the employees in order to d evelop managerial skills, construct relationships and reinforce trust. Conclusion After completing the entire task, it can be said that the responsibility of establishing good public relationships lies with the human resource management to a great extent. It has been seen that this department of any organization helps in organizing business meetings, official gatherings on behalf of the organization in order to build up relationships with other business sectors. Apart from that, it has been seen that the human resource department often plays an active role in preparing the business as well as marketing plans for the organization. Different perspectives of human resource management has been analysed from Virgin Groups perspectives and have concluded that HRM is one of the significant parts of the any of the business to achieve organizational growth and success. References Acker, J. 2012. Gendered organizations and intersectionality: problems and possibilities.Equality, Diversity and Inclusion: An International Journal,31(3), 214-224. Akande, A. 2013. The glass ceiling: Women and mentoring in management and business.Employee Councelling Today. Barak, M. E. M. 2013.Managing diversity: Toward a globally inclusive workplace. Sage Publications. Boston, S., and O'Grady, F. 2015.Women workers and the trade unions. Lawrence and Wishart. Bratton, J. and Gold, J., 2012.Human resource management: theory and practice. Palgrave Macmillan. Bratton, J. and Gold, J., 2012.Human resource management: theory and practice. Palgrave Macmillan. Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016.New Challenges for European Resource Management. Springer. Buller, P.F. and McEvoy, G.M., 2012. Strategy, human resource management and performance: Sharpening line of sight.Human resource management review,22(1), pp.43-56. Chrobot-Mason, D., and Aramovich, N. P. 201. The psychological benefits of creating an affirming climate for workplace diversity.Group and Organization Management,38(6), 659-689. Clinton, M. and Guest, D.E., 2013. Testing universalistic and contingency HRM assumptions across job levels.Personnel Review,42(5), pp.529-551. Coppock, V., Haydon, D., and Richter, I. 2014.The illusions of post-feminism: New women, old myths. Routledge. Correia, T., Dussault, G., and Pontes, C. 2015. The impact of the financial crisis on human resources for health policies in three southern-Europe countries.Health Policy,119(12), 1600-1605. Dychtwald, K., Erickson, T. J., and Morison, R. 2013.Workforce crisis: How to beat the coming shortage of skills and talent. Harvard Business Press. Elmuti, D., Lehman, J., Harmon, B., Lu, X., Pape, A., Zhang, R., and Zimmerle, T. 2013. Inequality between genders in the executive suite in corporate America: Moral and ethical issues.Equal opportunities international. Guest, D.E., Paauwe, J. and Wright, P. eds., 2012.HRM and performance: Achievements and challenges. John Wiley and Sons. Guillaume, Y. R., Dawson, J. F., Woods, S. A., Sacramento, C. A., and West, M. A. 2013. Getting diversity at work to work: What we know and what we still don't know.Journal of occupational and organizational psychology,86(2), 123-141. Hendry, C., 2012.Human resource management. Routledge. Holmes, J., and Stubbe, M. 2015.Power and politeness in the workplace: A sociolinguistic analysis of talk at work. Routledge. Jonsen, K., Tatli, A., zbilgin, M. F., and Bell, M. P. 2013. The tragedy of the uncommons: Reframing workforce diversity.Human Relations,66(2), 271-294. Kamerman, S. B., and Kahn, A. J. 2013.The responsive workplace: Employers and a changing labor force. Columbia University Press. Kersley, B., Alpin, C., Forth, J., Bryson, A., Bewley, H., Dix, G., and Oxenbridge, S. 2013.Inside the workplace: findings from the 2004 Workplace Employment Relations Survey. Routledge. Klarsfeld, A., Booysen, L. A., Ng, E., Roper, I., and Tatli, A. (Eds.). 2014.9.78 E+ 12: Country Perspectives on Diversity and Equal Treatment. Edward Elgar Publishing. Kulik, C. T., Ryan, S., Harper, S., and George, G. 2014. Aging populations and management.Academy of Management Journal,57(4), 929-935. Landy, F. J., and Conte, J. M. 2016.Work in the 21st Century, Binder Ready Version: An Introduction to Industrial and Organizational Psychology. John Wiley and Sons. Lips, H. M. 2013. The gender pay gap: Challenging the rationalizations. Perceived equity, discrimination, and the limits of human capital models.Sex Roles,68(3-4), 169-185. Maclaran, P., Stevens, L., and Catterall, M. 2013. The glasshouse effect: women in marketing management.Journal of Marketing Practice: Applied Marketing Science. Marler, J.H. and Fisher, S.L., 2013. An evidence-based review of e-HRM and strategic human resource management.Human Resource Management Review,23(1), pp.18-36. Mondy, R. and Martocchio, J.J., 2016.Human resource management. Pearson. Oswick, C., and Noon, M. 2014. Discourses of diversity, equality and inclusion: trenchant formulations or transient fashions?.British Journal of Management,25(1), 23-39. Podsiadlowski, A., Grschke, D., Kogler, M., Springer, C., and Van Der Zee, K. 2013. Managing a culturally diverse workforce: Diversity perspectives in organizations.International Journal of Intercultural Relations,37(2), 159-175. Purce, J., 2014. The impact of corporate strategy on human resource management.New Perspectives on Human Resource Management (Routledge Revivals),67. Purce, J., 2014. The impact of corporate strategy on human resource management.New Perspectives on Human Resource Management (Routledge Revivals),67. Rubery, J., and Rafferty, A. 2013. Women and recession revisited.Work, Employment and Society,27(3), 414-432. Sanders, K., Shipton, H. and Gomes, J.F., 2014. Guest editors introduction: Is the HRM process important? Past, current, and future challenges.Human Resource Management,53(4), pp.489-503. Stone, R.J., 2013.Managing human resources. John Wiley and Sons. Van De Voorde, K., Paauwe, J. and Van Veldhoven, M., 2012. Employee wellà ¢Ã¢â€š ¬Ã‚ being and the HRMorganizational performance relationship: a review of quantitative studies.International Journal of Management Reviews,14(4), pp.391-407. Vandello, J. A., Hettinger, V. E., Bosson, J. K., and Siddiqi, J. 2013. When equal isn't really equal: The masculine dilemma of seeking work flexibility.Journal of Social Issues,69(2), 303-321. virgin.com, 2016.Virgin. [online] Virgin. Available at: https://www.virgin.com/ [Accessed 12 Sep. 2016]. Wanrooy, B. V., Bewley, H., Bryson, A., Forth, J., Freeth, S., Stokes, L., and Wood, S. 2013. The 2011 workplace employment relations study: First findings. Zhu, C.J., Cooper, B.K., Fan, D. and De Cieri, H., 2013. HR practices from the perspective of managers and employees in multinational enterprises in China: Alignment issues and implications.Journal of World Business,48(2), pp.241-250.

Reasons and Solutions for Unemployment in USA

Unemployment provides statistical evidence of the economic health and performance of a Government and is defined as a count of the number of people who are not actively engaged in gainful jobs, have failed to secure a job in the last four weeks, but have the requisite energy and ability to work on the job they are looking for.Advertising We will write a custom research paper sample on Reasons and Solutions for Unemployment in USA specifically for you for only $16.05 $11/page Learn More Despite the array of railing disputes on the target and specific causes of unemployment, sanguine researchers into specific causes of unemployment keenly point out a number of them. The US Bureau of Statistics (BLS) details an analysis of unemployment conditions in the USA and causes of unemployment are presented with staggering figures. News Release (2010) supports its unemployment statistics from a variety of surveys conducted on different households and institutions tha t span nonfarm and privately employed workers. By 2010, nonfarm employment level had settled at 9.6 percent with seasonal adjustments. The subsequent months to October of 2010, unemployment rates had hit a 14.8 million mark, a slight adjustment to the 9.6 percentage mark. News Release (2010) provides a detailed report targeting both male and female employees. By 2010, the unemployment rate for able men was identified to be at 9.7 percent while that one for women had hit an 8.1 percent mark. On the other hand, 27.1 percent of the teenage population was unemployed while whites registered 8.8 percent unemployment and blacks registered 15.7 percent unemployment rate (Kitov, 2006). On the other hand the Labor Force Statistics from the Current Population Survey (2009) argues that the unemployment rate for other sectors such as the mining sector experienced a temporary decline over the same period in October 2010. However, the slight improvement on employment over the same period was not r eflected in all sectors of the economy. By the same period, a decline in government employment was registered. Additionally, News Release (2010) statistical data highlights reasons for unemployment for different categories of unemployment reasons. These classifications include employees who left or lost their jobs and those who made reentry into their previous jobs.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Further evidence on the grim prospects of the levels of unemployment is fueled by indicators that facilitate the speculations that the economy is stagnant (Labor Force Statistics from the Current Population Survey, 2009). Based on the statistics discussed above and other credible sources, it is evident that unemployment levels are ever on the rise the US economy. Among the contributing elements is the population explosion of the United States. Thus the unemployment compone nt expressed as a variable of the degree of unemployed persons against the available labor force in the market correlates strongly with the population density for frictional, structural, seasonal, cyclical, and residual unemployments. Population as a cause of unemployment relates to the ratio between unemployed and the population density. The higher the population, the higher the level of unemployment expressed as a ratio of the actual population. Besides high levels of population evidenced from the movements of people from different parts of the world to the USA, inflation has been identified to significantly contribute to high unemployment rates. This is based on the concept of stagflation. Stagflation bears a relationship with aggregate demand and aggregate supply, variables that behave inversely to the Philips curve. The accumulated effect of inflation on employee retention is that companies find it exclusively expensive to maintain employees at their jobs and opt to lay them of f to offload associated costs of maintaining them. In addition to that, inflation raises the cost of production directly appreciating the cost of goods and services while diminishing customer purchasing power. A rise in the amount of supply of money in a nation is directly related to higher inflation levels causing companies to find it unwise to invest in human capital to facilitate their economic activities.Advertising We will write a custom research paper sample on Reasons and Solutions for Unemployment in USA specifically for you for only $16.05 $11/page Learn More Among the profound causes of unemployment is trade balance. Trade balance is a concept that defines the trend in trade in terms of the differences between a country’s exports and imports. The gap between imports and exports in the US economy has experienced a drastic rise over the years. It is evident that Chinese firms have favorably tilted the balance of trade to their side gainin g overwhelmingly on the US market. Based on the aggregate supply curve, the relationship between unemployment and income per capita as a function of National income(Y) indicates a strong relationship with the rising level of unemployment in the USA. That notwithstanding, the consumer price index has also significantly impacted on the level of unemployment in the country. The levels of price have a direct relationship with inflation and the buyer buying behavior and ability. This is based on the inflation as a variable for measuring the level of economic performance of the US economy in relation to varying price levels. Valletta (2005) argues that American firms have over time been facing fierce competition from firms of other countries that offer cheaper products and services. Significant to this is the resulting loss of a considerable pie of the market and profits resulting in reduced employee force and unemployment in the long term. The concept of lean manufacturing emphasizes on optimum use of resources and other manufacturing strategies targeted at higher profits at minimum operating costs. This concept has had its way on the approaches and strategies organizations employ in running and restructuring organizations. Business organizations have found themselves compelled to adapt to flat organizations to reduce costs associated with tall organizations and optimize on profits. De-layering has had an adverse effect on employee retention within these companies and the resulting consequences have been to lay off some employees. While these unemployment variables have had their toll on the level and rate of unemployment in the United States, technology has come with a rude shock (Valletta, 2005).Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Known as technology unemployment, this approach fosters the use of automation in manufacturing and service provision processes that play the role of a trained and skilled employee. Technology consumes significantly far less resources in the form of maintenances requirements without the associated costs incurred as wage bills for human employees. The element of multitasking, an element that is strongly encouraged by most American companies increases the level of unemployment (Kitov, 2006). Multitasking is a concept where individuals can take up more than one job that could be taken up by other people. This hampers productivity though it comes with the benefits of job rotation and job enrichment, a motivational element in growth and personal development. Policy formulations related to monetary policies that have their genesis on rising duration adversely impacts on wage pressures creating an upward or downward trend for any particular unemployment rate (Valletta, 2005). To appropriate ly address the myriads of problems associated with the unemployment levels demands a keen evaluation, identification, and analysis of the unemployment situation and related variables before implementing the solutions. One of the approaches is to tackle the adverse economic effects of a surging population. While a country cannot stay soundly developed if it adopts negative population policies that undermine the transfer of skills and expertise from different parts of the world, the US needs to design and implement policies that target illegal migrations into the country. On the other hand, a country cannot develop with a diminishing population. A lean population may have adverse implications on the availability of sufficient labor and appropriate manpower for sustained development and economic growth. Therefore, the current level of population needs to be maintained while illegal immigrants that may be counted as noise variables when calculating the actual level of unemployment shoul d be controlled (Valletta, 2005). In addition to the above control, it is recommended that measures to curb high inflation rates and currency depreciation should be implemented by appropriate use of monetary mechanisms to steer the currency from further depreciations in the local and international market, despite the benefits that come with a weaker currency. While domestic consumption may not offer adequate solutions to unemployment problems, US companies need to revise their strategies in relation to competing firms who may be tagged as emerging threats particularly from India, China, and Brazil. US companies should establish strong economic and business relationship with emerging markets particularly found in Africa. In addition to that, people should be intensively trained in the use of new technologies to avert the problem of technology unemployment. References News Release (2010). The Employment Situation. BLS Bureau of Labor Statistics, US Department of Labor. Web. Kitov, I.O . (2006). Inflation, unemployment, labor force Change in the USA. Web. Labor Force Statistics from the Current Population Survey (2009). How the  Ã‚  Government Measures Unemployment. Bureau of Labor Statistics. Web. Valletta, R.G. (2005). Rising Unemployment Duration in the United States:  Causes and Consequences. Web. This research paper on Reasons and Solutions for Unemployment in USA was written and submitted by user Kayden Roth to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

The Role of Civil Societies essays

The Role of Civil Societies essays What makes a society civil? This is surely one of the most important questions to ponder in macro-political theory. For so much else depends on our view of civilized behavior. The meaning and purpose of society, what we ought to do, and what we hope to accomplish - all these are fundamentally affected by what we think is the true behavior of civilized people. Yet even within the most popular views of civil society, there are differences aplenty. Rival beliefs about society and civility are typically embodied in various ways of life and in different political systems. Among them, we shall narrow our focus to the popular views of Locke, Tocqueville, and Marx. Of his most famous writings, Lockes Two Treatises of Civil Government gives us a theory of natural law and natural rights which he used to distinguish between legitimate and illegitimate civil governments, and to argue for the legitimacy of revolt against tyrannical governments. Locke equated "the law of nature" with "the rule of morals." He wrote of a God who "show[ed] Himself to us as present everywhere, exhibiting Himself to the eyes of men... in the regular course of nature." His equation underscored his belief that "man alone" could not have "come into the world subject to no regulation, without a purpose, without a law, without a model for his life." Gods pronouncements and His creative power remained relevant in the role of civilized society. According to Locke, God patiently succumbed to a different structure than what most people may have imagined. The mandate men received from God was not to act reflexively and reform themselves according to Gods standards, but to "be fruitful and multiply and replenish the Earth and subdue it, and have dominion over the fish of the sea, and over the foul of the air, and over every living thing that moveth upon the Earth." This grant did not, however, give Adam (and hence r...

History of Eastern United States Coast Barrier Islands Research Paper

History of Eastern United States Coast Barrier Islands - Research Paper Example The Native Americans first occupied these barrier islands. They were later taken over by the European settlers for their recreational and touristic pursuits. However, they have diminished in size and retreated in the past years due to rising sea level, diminishing sediment, storms, and human interference. Extensive human settlement in these areas has raised concerns regarding the loss of habitat. Although vulnerable, these barrier islands are very important economically, serving as areas for tourist development, the source of food, and employment. (Keywords: barrier islands, rising sea level, storms) Table of Contents Abstract 2 Table of Contents 3 Barrier Islands 4 Types of Barrier Systems 5 Formation of Barrier Islands 7 The Historical Changes in the Mississippi-Alabama Barrier Islands 9 Retreating and Diminishing In Size of the Gulf Coast Barrier Islands 9 Activities on Eastern United States Coast Barrier Islands 11 The Importance of the Eastern United States Coast Barrier Islands 12 References 15 History of Eastern United States Coast Barrier Islands Barrier Islands Barrier islands are defined as thin linear mobile strips of sand measuring up to around 10 – 15 metres (30 – 50 feet) above the sea level. They usually create chains situated a number of miles offshore alongside the many passive margins. The back barrier region separates the barrier island from the mainland and shallow bays, marshes, estuaries, or lagoons usually occupy it. Barriers are created by the vertical accumulation of the sand from wind and waves action. Barrier islands are called so because they signify the shoreline natural protection from the forces of tsunamis, tides, currents, and waves from the core ocean. However, the majority of the barrier islands have been turned into resort-type living and beautiful beaches (Kusky 2008, 5). The development of the barrier islands characterizes one of the most dangerous trends in the coastal zones. This is because barriers are jutt ed mobile strips of sand moving in response to the changing storms, tides, coastal currents, and sea levels. Storms are able to move the complete sandy substrate out from the underneath of the tall buildings. Kusky (2008, 6) states that â€Å"the size of barrier islands ranges from narrow and discontinuous strips of sand that may be only a few hundred feet wide, too large islands that extend many miles across and also in length.† The length and the width are calculated from the existing amount of sediment and the balance between the tidal and wave energy. Majority of the barriers are built from sand (sand from the eroded coastal cliffs, deposited by rivers along the delta systems or sand left from the glaciations). Barrier islands are supposed to be discontinuous to permit water from the tidal changes to get back to the sea along the tidal inlets systems (Kusky 2008, 6). The sub-environments of barrier islands are classified the same as those of beaches. These sub-environment s include barrier interior, landward interior, and the beach. The beach face of the barrier is the most vibrant section of the island. It absorbs energy from the tides and waves and responds much like the mainland beaches. The beach backside of many barrier islands are marked by a foredune ridge or along frontal, followed landward by the secondary dunes.

Law Enforcers in a High Crime Area Essay Example | Topics and Well Written Essays - 750 words

Law Enforcers in a High Crime Area - Essay Example The scope of a plain-view search is limited to asking for the drivers' license, car registration, and insurance details. The two elements of an abandoned property for the Fourth Amendment purposes include: first, any evidence showing that the owner has clearly forfeited the rights to the property in question; and secondly, an act that shows that the owner has intentionally relinquished ownership of it. Biek (2007) pointed out that clear evidence must be available to show that the property owner has no intention to claim the property in future. Any evidence is deemed sufficient provided the property is derelict and free for anyone to make claims for its ownership and or use. However, inaction or failure to develop or renovate a property does not amount to the abandonment of the property, regardless of the length of time in which the property has been left idle. A property owner’s decision to abandon his or her asset may be supported by clear words to that effect or its abandonm ent for easy access, and use by others. The span of time would, therefore, be I, therefore, ough time is not a factor in property abandonment (Biek, 2007). Linda (2000) argued that unprovoked flight from law enforcers in a high crime area provides adequate grounds for reasonable suspicion that validates an investigatory stop. Most of the persons, who the ee from officers in high-crime areas, are usually found with contraband, which they seek to destroy or hide from police officers in the flight, in order to avoid prosecution. For example in Terry vs. Ohio, police officers lawfully stopped the defendant from fleeing, and on carrying out a plain-view search led to the discovery of marijuana on him. This led to his arrest and prosecution. According to Rushin (2011), a police stop is a temporary denial of movement of an individual while a plain-view search is underway on grounds of reasonable suspicion for an offense.

The role of CSR in an organization's performance Dissertation

The role of CSR in an organization's performance - Dissertation Example 303). It therefore follows that corporate social responsibility has a significant role to play in the organization’s performance. This study conducts a review of the literature relative to stakeholder theory and its emergence as a core driver of corporate social responsibility and thus creates tension between stakeholder and shareholder theories of corporate governance. In doing so, the research analyses the literature relative to the conceptualization of the role of corporate social responsibility in organization performance and the manner in which organizations structure corporate governance to resolve the tensions between stakeholder and shareholder models. In order to test this conceptualization or hypothesis that corporate social responsibility has a significant role to play in organization performance and creates tension between shareholder and stakeholder theory, an empirical research study is conducted. The empirical research study involves a survey of ten for profit o rganizations. The survey is a questionnaire which is designed to determine views on corporate social responsibility, shareholder primacy and how these organizations prioritize their performance. Conclusion: This research study concludes that corporate social responsibility is important to organizations, yet organizations tend to focus more sharply on maximization of profits for the benefit of shareholders. Contents Abstract 2 Contents 3 Chapter One 5 Introduction 5 Background 6 Key Definitions 7 Corporate Social Responsibility 7 Shareholder primacy 8 Stakeholder Theory 8 Aims and Objectives 9 Significance of the Study 9 Research Questions 10 Research Methodology and Design 10 Research Methods 11 Qualitative Analysis 11 Quantitative Analysis 12 Organization of the Study 13 Chapter Two 15 A Review of the Literature 15 Introduction 15 I.Corporate Social Responsibility 15 A.Organizations 15 B. Corporate Social Responsibility Theories 19 i.Neoliberalism 19 ii.Neo-Keynesianism Theories of Corporate Social Responsibility 21 C.History of Corporate Social Responsibility 24 II.Shareholder Primacy Theory 31 III.Stakeholder Theory 39 Conclusion 44 Chapter Three 45 Methodology 45 Introduction 45 Research Methodology 46 Qualitative Analysis 48 Quantitative Analysis 48 Ethical Issues 51 Strengths of the Research 51 Limitations of the Research 52 Chapter Four 53 Analysis and Results 53 Chapter Five 60 Conclusion 60 Size of Organization: (a) Large (b) Medium (c) Small 63 References 69 Chapter One Introduction The concept of corporate social responsibility (CSR) can be traced back to the 1950s with definitions of the term expanding over the course of the 1930s (Okoye 2009, p. 613). By the 1990s, CSR has come to be synonymous with corporate social performance, stakeholder and business ethics theories (Carroll 1999, p. 268). Cumulatively, the development of CSR has come to mean that organizations have an implicit duty to advance social interests and not merely the organizationâ⠂¬â„¢s interest and that which is legally required (McWilliams and Siegel 2001, p. 117). Regardless, CSR not only conflicts with organizational interests, but also presents a number of conflicting interests among the wider group of stakeholders. For instance, CSR requires that organizations take account of the interests of a variety of groups such as consumers, government, employees, community organizations and other stockholders (McWilliams and S

Emily Dickinson Publication As Auction English Literature Essay

Emily Dickinson Publication As Auction English Literature Essay One question that confounds readers of Emily Dickinsons poetry is why she was so reluctant to have her work known in her lifetime. Not even her family knew, until after her death, the extent of Dickinsons writing, that she had left behind 1,775 poems. Publication-is the Auction, poem #709, provides some insight into Dickinsons thinking. She compares publication to an Auction / Of the Mind of Man (1-2), and not even poverty truly justifies it. To sell what has been given you and is only yours while you are on Earth is like reducing the Human Spirit / To Disgrace of Price (15-16). In this poem, Dickinson equates the publication of poems to the selling of her self. Not publishing, then, is a form of self-preservation. When Dickinson writes in #709-Publication-is the Auction that it is better to avoid so foul a thing (4) and instead go White-Unto the White Creator (7), she compares her writing to Snow (8). She lets the reader know that publication represents a sullying of the Snow, a disgrace to what is divine and God-given (from the White Creator, who is himself pure). It is not only divinity contained in the poems, she argues, but also the Human Spirit (15). Although these are compelling reasons to guard against any adulteration of her work, these are not the only reasons Dickinson gives for not pursuing publication and the fame that (she feared?) might follow. In #1659-Fame is a fickle food, she compares fame to an overly rich and ultimately unwholesome meal. Here, as often in Dickinsons poems, the birds are possessed of a knowledge that human beings do not have. The birds look at the crumbs of fame and Flap past it to the / Farmers Corn- / Men eat of it and die (8-10). Those birds are a stand-i n for the poet, their song and her song, even their ironic caw, much her own. But Fame is a fickle food also speaks to a fear that fame would be transitory if it came at all. In poem #1763, quoted immediately below in its entirety, she states succinctly: Fame is a bee. / It has a song- / It has a sting- / Ah, too, it has a wing. It seems her emotions here are moving somewhere between longing and fear. And so the pull between publication (and the fame she seemed to believe would come with it) and the realization of her work on her own terms remained a preoccupation. As she recounted to T. W. Higginson (Dickinsons friend and adviser, he was the editor of the Atlantic Monthly), there were the occasional calls from editors who wished to publish her work. She wrote and told him: Two editors of journals came to my fathers house this winter, and asked me for my mind, and when I asked them why they said I was penurious, and they would use it for the world (405). The world that the editors would use it for, however, was not the world that most concerned Dickinson. The ambition in her to go beyond the concerns of this world, to even, perhaps, achieve a fame beyond this world, is but one of the more fascinating aspects of her. The power of this woman, whose life appears so circumscribed, who could say, I feel the presence of that within me, unseen, yet indescribably mighty, that can comprehe nd worlds systems of worlds yet cannot comprehend itself (241), is to be wondered at. is why it is odd to find a critic who would imagine that Dickinson possessed power in abundance but she confined it to the speaker of her verse (Bennett 43), so clearly does her power exhibit itself in all she does. Her originality caused William Dean Howells to welcome Dickinson as a distinctive addition to the literature of the world (Benfey 40). Emily Dickinson would not sell the substance of herself, her words. To her, her gift was greater than gold. When the world was ready for Dickinson the poet, it found her.

jack landon :: essays research papers fc

The idea of peaceful rebellion through nature is the basis for many books. Kipling was one of the first one to do it through many of his novels, but Jack London got a lot deeper into that concept. He was born in 1876 in San Francisco, an illegitimate child born to a single woman, but his mother did marry a man named John London, and named her son John London. This family moved a lot, but ended up in San Francisco again where John London, now known as Jack London worked in the bay patrol. Jack was one of the first ones to go to Alaska in the time of gold rush, he did not get rich with gold, but he recorded the Alaskan life and put it in his books. The series of books about Alaskan life are some of his most known works, such as "The Son of the Wolf" and White Fang, in which Jack London portrays the similar themes of the hard life in Alaska, the learning experience of men and animals, and the lifelong fight for survival. Oh what a hard life it was in Alaska. But why would anyone go there if it was so hard, one might ask. (Glass, 529) Well it was the gold rush of eighteen ninety eight, many looked north for a way to get rich easy, some looked for adventures, but there were not many of those. Jack London portrays the hard lives of the adventurers who went to the Klondike River valley for gold, but got a lot more than they burgeoned for. In one of the stories, from a collection called "The Son of the Wolf", Jack London described a mad hunt for gold. A person enters the yet innocent soil, near a stream, and as soon as he does, starts digging hungrily for gold. He finds some, but not even enough to keep, so he throws it away. He works without food for many hours, so engulfed by his task, that he doesn't even see that it's dark. This continues for several days, until he finds a lot of gold, by then the valley looks line a minefield. While digging he is shot in the back by a thief, but so overtaken by greed, he manages to beat his assassin down and kill him. And what's ironic, he wouldn't even touch a deer, but as his treasure is threatened to be taken away from him, he kills a person.

HR Planning for British Airways Essay

Human Resources are one of the most important departments in any organisation. It plays a big role for the company and influences every employee because it is responsible for managing employee costs. However, Human Resources Department also has responsibility for many other tasks including Recruitment and Selection, Training. The most important task that performed by HR Department is Workforce Planning. Basically, Workforce Planning is the process when business needs to make sure that it recruits the right people. The recruitment and selection of best employees might be very hard. First of all, the company has to understand the importance of Human Resources Management and ensure they spend enough capital on each employee. As many companies nowadays failed to do that and can’t survive among its competitors. Human element is the key to potential success and it is what the company should care the most about. If you have the right employees with right skills and they are well motivated then they will perform a good job and will bring the company more profit. British Airways is one of the leading global airlines that I have selected for this assignment. British Airways is aware of the importance of Human Resource Management. Therefore, as the employer they are providing the professional environment for its employees where they can be treated with respect. British Airways also trains and motivates the employees by communicating ethical policies and socially responsible behaviour to them. It makes employees to work more efficiently. There are many external and internal factors that can affect Human Resource Planning and that any organisation should be aware of. The main external factors that affect British airways are political, economic, technological and social. The airline industry is highly affected by political factors. British Airways’ business operation and decisions are influenced by regulations and policies. Regulations can be such as routes that an airline chooses to fly, the business partners the airline works with, the airport slots it uses as well as the fare it sets and the infrastructure costs it pays. Safety and security is another area that is highly regulated by governments. British Airways is engaging with different governing bodies such as European Union and national government to ensure safety and security while causing minimal inconvenience to customers. The airline business is highly sensitive to any economic downturn. There are a number of factors that affected the business of British Airways. For example, prices increases in oil and commodities. Consumer and business confidence on airlines declined because of rising unemployment, uncertainty in the capital markets, the erosion of household budgets and falling house prices. Therefore the customers are likely to cut its costs on holiday and airline tickets which means lower profits for the company. Social factors that affecting HR planning need to be taken in an account by British Airways. Nowadays passengers are choosing trusted airlines, First of all the fall in the economy is also pushing customers to seek for lower prices. With the developing of Internet and other technological advances it is easier for the customers to choose among different airlines and even get personal recommendations online, therefore the customers became less loyal. As every other company nowadays British Airways is also affected by technological factors. Maintaining a corporate website which handles customer queries and reservations is a new requirement for the airlines. British Airways has managed with this task and also the company keeps regularly up to dated with its competitors and technology world. Making customers experience more easier and faster British Airways also uses online self check in and self check in machines at the airports which makes the process much easier for its customers. Like many organizations today, British Airways face several environmental issues such as climate change. Governments and policy makers are now creating regulations and policies that will require airlines to curb emissions growth. All airlines have to meet a comprehensive range of local, national and international environmental regulations As well as there is a number of external factors affecting HR Planning, there are also internal policies and procedures impact HR activities. For example, if the company is committed to promoting from within, HR must ensure employees receive appropriate training and development to be ready for promotion when the time comes. HR should monitor the number of employees eligible for retirement and ensure potential replacements or other staff members are trained to avoid a sudden departure of business

Nature’s Role in Frankenstein

The writers of the Romantic period portrayed nature as a celestial source. In many Romantic works, nature's beauty is praised with pantheistic, almost pagan, terms. To these writers, the natural world was a direct connection to god. Through appreciation for nature, one could achieve spiritual fulfillment. The contrary, failure to surrender to natural law, results in punishment at the hands of nature. Mary Shelley, as well as her contemporary, Samuel Coleridge, depicts the antagonistic powers of nature against those who dare to provoke it.Victor Frankenstein offends nature in several ways. The first and foremost insult is his attempt to gain knowledge forbidden to humanity. Then, he uses this knowledge to create an unnatural being that serves no purpose in a natural world. Finally, Frankenstein refuses to take responsibility for his creation's actions, which have obvious and dangerous consequences for society. By daring to tread on the laws of nature, Frankenstein becomes the target o f the natural world's wrath. He, much like the Ancient Mariner, suffers due punishment for his sin.In both â€Å"Rime of the Ancient Mariner† and â€Å"Frankenstein,† nature is portrayed as a divine power. It is a deific force, capable of creating transcendental beauty, as well as inflicting horrific torment upon those who violate its laws. The Ancient Mariner's crime is his senseless murder of the albatross; his punishment presents itself through a series of natural phenomenon. Nature deprives him and his men of natural elements, food and water, â€Å"Water, water, every where, Nor any drop to drink. † (Coleridge 433). Nature also uses other natural elements to cause him further suffering.For instance, the Mariner and his men must endure the heat of the sun as their ship halts, the wind stops and intensifies the heat, â€Å"Down dropt the breeze, the sails dropt down†¦ â€Å"â€Å"All in a hot and copper sky, The bloody sun at noon. † (Coleridge 4 33). Frankenstein also faces retribution for his disobedience to the laws of nature. His punishment, however, is not as simple as the Mariner's. Nature bestows a far more cruel and spiteful fate upon Frankenstein. It uses Frankenstein's creature against him, adopting his former object of pride and manipulating the creation into a weapon against its creator.Abandoned by its â€Å"father†, Frankenstein's monster is forced to seek another parental figure. It finds one in Mother Nature. As the creature embarks on a lonesome journey, nature teaches him the lessons that Frankenstein does not. The creature learns of the dangers of fire by burning its hand in the flame â€Å"One day, when I was oppressed by cold, I found a fire which had been left by some wandering beggars, and was overcome with delight at the warmth I experienced from it. In my joy I thrust my hand into the live embers, but quickly drew it out again with a cry of pain.How strange, I thought, that the same cause sho uld produce such opposite effects! † (Shelley 389). In other such lessons, Nature shapes its â€Å"child† as a tool of revenge. For instance, the creature learns of it's hideousness by seeing it's reflection in a pool of water, † At first I started back, unable to believe that it was indeed I who was reflected in the mirror; and when I became fully convinced that I was in reality the monster that I am, I was filled with the bitterest sensations of despondence and mortification. Alas!I did not yet entirely know the fatal effects of this miserable deformity† (Shelley 431). This realization evokes anger within the monster, and its resentment towards its creator grows. Nature uses Frankenstein's hubristic disposition against him. When creating the monster, Victor Frankenstein gives it a gigantic stature. He states that he did this due to his haste, â€Å"As the minuteness of the parts formed a great hindrance to my speed, I resolved, contrary to my first intent ion, to make a being gigantic in stature†¦ † (Shelley 171).However, Frankenstein's ambition also played a role in his decision to make the creature a physically intimidating size, â€Å"A new species would bless me as its creator and source; many happy and excellent natures would owe their being to me† (Shelley 172). Here, Frankenstein states his desire to become the father of a supreme race of beings. By giving the creature an enormous form, Frankenstein is assuring that it will be dominant over other species. This is not only a threat to nature, but it also adds to the creature's unnatural genesis.The monster is abnormally powerful, as it possesses abilities far surpassing to any other species on Earth. Therefore, it is something unnatural and cannot be apart of the natural world. Nature, instead of removing the monster straight away, uses its physical superiority to taunt Frankenstein's pride. As the scientist begins his all-consuming quest to seize and kill the monster, he is constantly mocked by his own creation's power. Even at the end of his life, Frankenstein is still unable to capture the monster. The unnatural being has no true place or purpose in he natural world, so Nature uses the creature in the only suitable way: a tool for revenge. This becomes the monster's only role in the natural world. Once it has finally inflicted true punishment against Frankenstein, it will have no purpose. The monster does not belong in the natural world, and so it will be destroyed, â€Å"I, the miserable and the abandoned, am abortion, to be spurned at, and kicked, and trampled on† (Shelley 886). Revenge is its only objective, when nature finally achieves this intention it returns the monster back to nature.The creature's birth was allied by the use of natural materials, human flesh and lightning, similarly its death is caused by Nature's elements, fire, â€Å"I shall collect my funeral pile, and consume to ashes this miserable frame, that it s remains may afford no light to any curious and unhallowed wretch, who would create such another as I have been. I shall die. † (Shelley 889). The creature is of no use to Mother Nature any longer, and so it must remove itself from the natural world. â€Å"The Rime of the Ancient Mariner† and â€Å"Frankenstein† describes the horrors that result from invoking nature's rage.The natural world, according to the Romantics, was a divine force. Like the pagan gods of Greek and Roman culture, nature's wrath is terrible and unmerciful to those who dare to wrong it. Victor Frankenstein, the Promethean figure of the Romantic period, defies nature in his decision to bring unnatural life into the natural world. This is an act of blasphemy against nature, and to an extent, â€Å"God† himself. Frankenstein's punishment for this sin is both thorough and justified. Like Prometheus, Victor Frankenstein spends his remaining life paying for his act of defiance against the g ods of nature.

Political Conventions Day-by-Day

Political Conventions Day-by-Day The United States presidential nominating conventions are held during the spring or summer of each quadrennial presidential election year by most political parties fielding nominees in the November presidential election. Along with selecting the party’s nominee for president, delegates to the conventions adopt the party’s platform- the party’s principals and goals for its candidates presidential administration. Most delegates to the conventions are selected through the presidential primary elections and caucus process and are pledged to vote for a specific presidential candidate during the nominating process. Other delegates, called â€Å"unpledged delegates† are seated automatically due to their status in the political party and are free to vote for the nominee of their choice. The cities hosting the conventions are selected by the national party organizations based on factors including availability of meeting space, lodging facilities, entertainment opportunities, and economic incentives. As they have grown into major, highly-publicized events drawing intense media coverage, the conventions offer significant economic benefits to the host cities. Although the U.S. presidential nominations have largely been settled during the primary/caucus cycle in recent elections, the national political party conventions continue to be an important part of the American political system. As you watch the conventions, heres whats happening on each of the four days. Day 1: The Keynote Address Coming on the first evening of the convention, the keynote address is the first of many, many speeches to follow. Typically delivered by one of the partys most influential leaders and speakers, the keynote address is designed to rally the delegates and stir their enthusiasm. Almost without exception, the keynote speaker will emphasize the accomplishments of his or her party, while listing and harshly criticizing the shortcomings of the other party and its candidates. Should the party have more than one candidate seriously vying for nomination at the convention, the keynote speaker will conclude by urging all party members to make peace and support the successful candidate in the upcoming campaign. Sometimes, it even works. Day 2: Credentials and Platforms On the conventions second day, the partys Credentials Committee will determine the eligibility of each delegate to be seated and vote for nominees.  Delegates and alternates from each state are typically chosen well before the convention, through the presidential primary and caucus system. The Credential Committee basically confirms the identity of the delegates and their authority to vote at the convention. Day-two of the convention also features the adoption of the partys platform the stance their candidates will take on key domestic and foreign policy issues. Typically, these stances, also called planks, have been decided well before the conventions. The platform of the incumbent party is usually created by sitting president or the White House staff. The opposition party seeks guidance in creating its platform from its leading candidates, as well as from leaders of business and industry, and a wide range of advocacy groups. The partys final platform must be approved by a majority of the delegates in a public roll-call vote. Day 3: The Nomination At last, what we came for, the nomination of candidates. To win the nomination, a candidate must get a majority more than half of the votes of all delegates. When the nominating roll call begins, each states delegate chairman, from Alabama to Wyoming, may either nominate a candidate or yield the floor to another state. A candidates name is officially placed into nomination through a nominating speech, delivered by the state chairman. At least one seconding speech will be delivered for each candidate and the roll call will continue until all candidates have been nominated. At last, the speeches and demonstrations end and the real voting begins. The states vote again in alphabetical order. A delegate from each state will take the microphone and announce something very similar to, Mr. (or Madame) Chairman, the great state of Texas casts all of its XX votes for the next president of the United States, Joe Doaks. The states may also split the votes of their delegations between more than one candidate. The roll call vote continues until one candidate has won the magic majority of the votes and is officially nominated as the partys presidential candidate. Should no single candidate win a majority, there will be more speeches, a lot more politics on the convention floor and more roll calls, until one candidate wins. Due mainly to the influence of the primary/caucus system, neither party has required more than one roll call vote since 1952. Day 4: Picking a Vice Presidential Candidate Just before everybody packs up and heads home, the delegates will confirm the vice presidential candidate named in advance by the presidential candidate. The delegates are not obligated to nominate the presidential candidates choice for vice president, but they always do. Even though the outcome is a foregone conclusion, the convention will go through ​the  same cycle of nominations, speeches, and voting. As the convention closes, the presidential and vice presidential candidates deliver acceptance speeches and the unsuccessful candidates give rousing speeches urging everyone in the party to pull together to support the partys candidates. The lights go out, the delegates go home, and the losers start running for the next election.