Prostitution Should be Legalized :: Argumentative Persuasive Prostitutes Essays

Prostitution Should be LegalizedProstitution is known as the oldest profession in the world, however, many states in the U.S. outlaw it. The text definition of prostitution is the act or practice of engaging in sexual acts for money (Prostitution, Macmillan 805). Nevada is the first in the United States to legalize prostitution. Although the recollective verge effects of legalized prostitution is uncertain, the short term effects have been economically beneficial. Prostitution should be legalized because not only could it financially benefit the country, but it could to a fault reduce crime. There are many discernments why prostitution is outlaw(prenominal) in 49 U.S. states today. First, and foremost, many people feel that prostitution should stay illegal in order to preserve morality. Parents do not want their children to grow up thinking that prostitution is acceptable. Worse yet, parents do not want to get word their children say, When I grow up, I want to be a prostitute. Christianity also looks down upon prostitution because according to their beliefs, the act of sex is only to be through with(p) when a man and a women are in love and married. Monogamy is to be practiced in the marriage, and any violation of this is considered a sin. Another reason why the preservation of morality is so important is that peoples morals shape the future of a nation. Many people feel that if prostitution is legalized, then its long term effects would be detrimental to the United States. The divorce rate in the United States peaked at an all time high in 1980 (Marriage 56). By the legalization of prostitution, this would allow room for husbands and wives to commit adultery. Thus, leading the marriage to a divorce. The divorce rate has really increased over the centuries. In the U.S. today, the divorce rate is fifty percent of the U.S. (Holland 86). Second, prostitution is a great health risk to the U.S. because of the spread of sexually transmitted diseases (STDs). A major bushel about STDs is the spread of AIDS, which is currently a deadly STD because a cure has not been found for the disease. The transmission of STDs is already on the rise due to many uneducated teenagers having unprotected sex. In addition, most of theses teens are not going to a physician to be screened for STDs. Because of this, many curable STDs are going untreated and being spread throughout a community.

My Philosophy Statement Essay -- Philosophy of Education Teaching Essa

My Philosophy Statement Coming from a family of educators, I have always been aware of the love and importance of learning. ripening up I thought I wanted to be a Marine Biologist and was even accepted at Coastal Carolina to study this field. after(prenominal) much deliberation, I realized that what I really wanted to do was teach. In high school, I had the opportunity to work with children through the Eagles Nest Club and my Spanish class and knew this is what I wanted to do. My opportunities through these two organizations gave me experience with elementary students. This is what I have chosen to do. I platform to pursue a degree in elementary education and add certification for pre-k and special education. Again, coming from parents of educators, I know how important education is and I also know how important it is to consider the individual child and the baggage they bring with them. Some students come to school with a background that has provided plenty of input and are ready to learn. Others come with terrible childhood and family histories and struggle to survive, much less have the pre-readiness skills to learn. My coating is to teach early childhood students and make my classroom a place where all children, those from impoverished and abusive homes to those with well to do and stable homes, have the same stimulation and opportunity to learn. Even though my goal is to teach early childhood, my degree will be through K-8. Consid...

Erosion of Shorelines Essay -- Nature Environment Papers

Erosion of ShorelinesThe wearing away of shorelines is a natural process that can have beneficial or adverse impacts on the creation and maintenance of habitats. smoothen and gravels eroded from the shores of coastal bays maintain the beach as a natural barrier between the open water and coastal wetlands. Beaches move back and frontward onshore, offshore and along shore with changing wave conditions. The finer-grained silts and clays derived from the erosion of shorelines be sorted and carried as far as the waters of wetlands or tidal flats, where benefits are derived from addition of the new material. However, excessively high sediment loads can smother submerged aquatic vegetation beds, cover shellfish beds and tidal flats, replete in riffle pools, and contribute to increased levels of turbidity and nutrients (http//www.epa.gov/OWOW/NPS/MMGI/Chapter6/ch6-4.html). Longshore drift is the movement of common sense parallel to the shoreline, in the along-the-shore direction ( H. Nepf). Longshore drift is caused by the water waves interruption against the shore. As the waves break, they thrust water forward, creating movement of water in the direction the wave is traveling. If a wave approaches a beach at an angle, the forward gush of water is directed partially parallel and partially perpendicular to the shore. The parallel component of motion creates the longshore current, a steady movement of water parallel to the shoreline, that carries sand and contributes to the longshore drift. The longshore current is confined to the region where the waves break, called the surf zone (the frothy, white water created by the breaking waves).In regions of strong wave activity the longshore drift steadily carries sand away, eroding the coast. In... ...tions are poor or where little penetration is possible, a gravity-type structure such as a stone revetment whitethorn be preferable. However, all vertical protective structures (revetments, seawalls and bulkh eads) built on sites with soft or unconsolidated bottom materials can experience scouring as entry waves are reflected off the structures (http//www.epa.gov/OWOW/NPS/MMGI/Chapter6/ch6-4.html). Shoreline erosion is a problem widely attributed to by commercial and residential development. Many methods can be used to prevent erosion and promote sand accumulation. However, most man-made structures are simply made to protect buildings and surrounding land, not the entire beach. Some believe beachfront homeowners should move their houses or simply move. Whatever the decision, erosion is a natural process and will continue whether a house exists in its path or not.

The Injustice of Female Genital Mutilation :: essays research papers fc

The horror of female genital mutilation is a global issue, and it is also one surprising foreign to Americans although an estimated tenner thousand girls in the United States atomic number 18 currently at risk of this operation (Sarkis par. 1). This is a cultural practice that is both unethical and incredibly injurious to its victims besides obviously being in direct violation of basic human rights. In order to attain a broader view of this issue the following(a) will be examined basic information about this practice, organizations fighting it, current news pertaining to it, recent academic articles evaluating it, and the question of how it can be stopped.FGM has recently been receiving developing media attention due to the controversy surrounding it, but the newfound attention is also in hopes that widespread awareness will bring about change. pistillate genital mutilation, or FGM when abbreviated, is also known as female circumcision, but this practice is far more drastic th an male circumcision and is actually more alike(p) to a surgery in males where the entire penis is removed (Sarkis par. 4). FGM is classified into three different categories based on the extent of the procedure, but it ordinarily entails the removal or the clitoris and/or the adjacent labia. The third degree of FGM is so severe that the female must be cut open to engage in sexual intercourse from that point on (Sarkis par. 5). This surgery is commonly performed in unsanitary conditions with unclean sharp tools like razor blades, kitchen knives, scissors, and pieces of glass (Sarkis par. 6). Female children usually undergo this procedure at three years of age (Sarkis par. 10). Sarkis also states, Besides the obvious initial pains of the operations, FGM has long-term physiological, sexual, and psychological effects (par. 7). It is make for a number of reasons ranging from the prevention of marital infidelity to using it as a cultural rite of passage, but more numerous than the rea sons behind it are the countries that partake in it. FGM is most common in Middle Eastern countries and throughout Africa (Sarkis par. 2). FGM is by no means a one-dimensional problem or something that can be recovered from. It is, most significantly, a life-altering procedure. One of the major groups fighting FGM is The Female Genital Mutilation Education and Networking Project. It focuses primarily on the knowledge is index aspect, meaning that it concentrates more on educating the population of FGM in an effort to bring reform instead of direct actions.

The Prospects for a National Missile Defense :: Research Papers

The Prospects for a National Missile DefenseImagine this scenario approximately fifteen intercontinental ballistic missiles are unintentionally launched from Russia. The missiles are fitted out(p) with several nuclear warheads, and their final target is the get together States. The United States already possesses an early-warning system and thus detects the missiles more than twenty minutes before they land. However, even though they can detect the missiles, the United States has no means of defending itself from them. If even one of the warheads lands inside the United States, the consequences leave be devastating. Hundreds of thousands will perish, millions more will suffer life-altering injuries and diseases, and the targeted city will lie in ruins. The prospect of a ballistic missile attack has been a fear in the United States since the 1950s, and that fright has been renewed with the end of the Cold War. Currently nations have limited means of protecting themselves. Both Ru ssia and the United States have the bounded capability to defend against short-range missiles, but neither can protect their territory from intercontinental ballistic missiles (ICBMs). As a result of a growing concern in the United States, Congress has pushed for a discipline missile defense system. The purpose of a national missile defense system is to destroy a ballistic missile launched on the US before it can ever reach it. If an operational national missile defense system were implemented, the United States would theoretically be fitting to thwart any ballistic missile attack on any of its fifty states. Two questions must be answered, however, before the United States begins the implementation of a national missile defense system. First, how feasible and reliable is the technology of the system? Second, assuming that the defense system would be operational and could protect the United States against a ballistic missile attack, what implications would such a system hold for in ternational security? That is, would it serve as a stabilizing or destabilizing factor? This opus will serve to show that the technology for NMD is feasible when its technical components are looked at individually, and it is only a matter of years before a national missile defense system could be minimally operational. However, if countermeasures are taken against an NMD system, it will never be completely successful in a ballistic missile attack. Finally, regardless of its feasibility an NMD system would destabilize international security and could possibly even reinitiate another arms race, and for this reason, alternatives should be considered.

The Prospects for a National Missile Defense :: Research Papers

The Prospects for a National Missile DefenseImagine this scenario approximately fifteen intercontinental ballistic missiles are unintentionally launched from Russia. The missiles are equipped with several nuclear warheads, and their final target is the coupled States. The United States already possesses an early-warning system and thus detects the missiles more than twenty minutes before they land. However, even though they can detect the missiles, the United States has no means of defending itself from them. If even one of the warheads lands inside the United States, the consequences leave be devastating. Hundreds of thousands will perish, millions more will suffer life-altering injuries and diseases, and the targeted city will lie in ruins. The prospect of a ballistic missile attack has been a fear in the United States since the 1950s, and that reach has been renewed with the end of the Cold War. Currently nations have limited means of protecting themselves. Both Russia and th e United States have the bounded capability to defend against short missiles, but neither can protect their territory from intercontinental ballistic missiles (ICBMs). As a result of a growing concern in the United States, Congress has pushed for a home(a) missile defense system. The purpose of a national missile defense system is to destroy a ballistic missile launched on the US before it can ever reach it. If an operational national missile defense system were implemented, the United States would theoretically be open to thwart any ballistic missile attack on any of its fifty states. Two questions must be answered, however, before the United States begins the implementation of a national missile defense system. First, how feasible and reliable is the technology of the system? Second, assuming that the defense system would be operational and could protect the United States against a ballistic missile attack, what implications would such a system hold for international security? That is, would it serve as a stabilizing or destabilizing factor? This typography will serve to show that the technology for NMD is feasible when its technical components are looked at individually, and it is only a matter of years before a national missile defense system could be minimally operational. However, if countermeasures are taken against an NMD system, it will never be completely successful in a ballistic missile attack. Finally, regardless of its feasibility an NMD system would destabilize international security and could possibly even reinitiate another arms race, and for this reason, alternatives should be considered.

Ambiguous language Essay

Ambiguous language is often a cause for look up when employment campaigns are involved, and this is clearly the situation outlined in Case Study 9-1 Contract Interpretation. 1. The most important point were I arbitrator, would be the drift of the Company regarding the involved supply. The company stated that the double-time provision was added to the contract as a means of combating absenteeism during the week (Carrell, M. , & Heavrin, C. J. D. , 2006, p. 445).Based on this statement, it is clear that the purpose of the provision focused on an employees be gone for the day, not late for the shift. (One must concede that the terms tardy and absent certainly have different meanings, and by the Companys own admission, the involved provision focused on absenteeism. ) Although failing to arrive on time is a form of absenteeism, it is a temporary, short-lived event, and in this case, was clearly unintentional and out of the employees concord.Under the outlined circumstances, the gr ievants being 10 minutes late precisely does not equate to his being absent. 2. Regardless of the arbitrators decision, no effect would be given to the bargain. The Case Study states, at that place had been previous grievances on the equal issue, but those arbitration awards were inconsistent (p. 445). Therefore, a case-by-case analysis seems to be the rule. I do believe that denying the over-time would be dangerous to the long-term relations in the midst of the Company and the pairing as it is obvious that the two sides clearly disagree on the meaning of this particular issue.Given the labor unions (i. e. the employees) position is that sensitive tardiness would be overlooked, a denial could result in walk-outs and/or strikes (p. 445). 3. Although the contract language is clear, an arbitrator should be involved because neither party agrees about the interpretation, the intent, or the common practice applied to the involved provision of the collective bargaining agreement. Th e Case Study states that a meeting of the minds was out of the question as the Union and the Company disagreed aboutwhat was contained in the collective bargaining agreement (p. 445). The difficulty seems to stem, in part, from the parties having a different understanding during the negotiation process from the companys current interpretation of the double-time section of the contract (p. 445). The Union stated, the companys negotiator had agreed not to count reasonable tardiness against the double-time provision but had refused to neuter the language used in the contract however, the companys negotiator . . . stated that the very purpose of the double-time section was to allow for double-time pay only if there was no absenteeism in the previous week (p. 445). The negotiator did recall a statement regarding reasonable application, but stated that it was in response to a keep worker on the negotiating committee and the negotiator recalled in that situation, he would agree to apply a reasonable standard to maintenance workers for Sunday double-time following a tardiness on Saturday due to the difference in weekend scheduling for the 25 maintenance workers (p.445). Neither version rings completely true it seems unlikely that the Union would allow the Company to concede a point and then agree that no change be made to the languagea union simply has no reason to settle for a verbal agreement when a contract negotiation is underway. On the other hand, the negotiator recalls something along the lines of what the Union recalled being said, but the negotiator applies that statement to a special situation involving only the maintenance workers.Looking solely at this case, it is obvious that the employee neither intended nor could control the event that caused his tardiness. It might further be argued that arriving only 10 minutes late under the circumstances (i. e. being a passenger in a vehicle that sustained a flat tire), indicates a likelihood that had the flat not occurred, the grievant actually would have arrived to work early. Looking at this employees historic record of tardiness (or lack thereof) might reveal the truth of his intentions that day.Given the facts presented and the difficulties raised, it is apparent that the contract language is ambiguous, and to avoid further/future confusion, frustration, and arbitration, an amendment and/or clarification to the contract language should be added during the next bargaining session, if not sooner.ReferenceCarrell, M. , & Heavrin, C. J. D. (2006). Case Study 9-1 Contract Interpretation. Labor relations an collective bargaining Cases, practice, and law (8th ed. ). focal ratio Saddle River Prentice Hall. 445.

Personal goals and accomplishments Essay

Today the accomplishment of ideas and determinations encourages people to do extremely well. The achievement of a detail in Bachelor of Science in Information Technology is a very important aspect in satisfying my goals. This accomplishment should permit me to live on an individual with expertise that bequeath equip me to overcome obstacles that I am seeing day after day.As a computer and communicate specialist, I am seeking a more stable yet structured job in the Information Technology field. This is because one must have gauge knowledge in order to find such a job. A specialist should be like a leader, in which they always need to show good character, and I need to be professional at all times. I also need to be reliable and accountable in our work. I believe this can be obtained through guidance at The University of Phoenix. There atomic number 18 computer certifications and conferences available to me which I plan to utilize. These conferences and certifications will help me with spic-and-span equipment and techniques to apply the knowledge to my profession. At this point in my life, I feel that I have a strong aspiration to improve certain areas in my profession. In order for me to accomplish these goals, I need to keep a positive mind in achieving them.Every day I interact with the director, manager, single-valued function staff, and the whole local government through phone, e-mail, and direct contact. On a daily basis I receive several(prenominal) botheration calls which need to be resolved and researched in a timely manner. Therefore, my systematic thinking skills need to be exact since I have to communicate and demonstrate my knowledge to several people. There are times that I am asked to teach what I have learned to our department, and interested users in other departments. My teaching structure involve to be clear and understandable. This is through using words that people can comprehend, instead of using complicated computer jargon. Thoug h I have cognize it takes practice to teach, but I am certain that I will start out a better teacher and a better computer and network specialist through the University of Phoenix.Obtaining a Bachelors degree in Information Technology will help me to become more marketable. There are plenty of job opportunities that will be available to me with this degree. I also will not be restricted in what I do. As a specialist, I will be able to break away from where I am and go into a pc repair business of my own. This is because I will be able to apply the knowledge that I have learned, along with the experience that I have.In the technical field, professional opportunities can be gained or lost through skills and job performance. Through my interaction with co-workers, I will learn how to develop my presentation skills to encourage learning. This is because it will give me additional skills that could capture me to demonstrate my skills more professionally.While it is important to focus on learning a trade, it is equally important to have people skills. With a degree in Information Technology I will have the necessary tools to effectively demonstrate skills. As a student of University of Phoenix, I can pursue my goal of earning my degree and furthering my education as a professional technologist.An additional goal I hope to accomplish, while pursing my degree, is to master management skills. This is because in most organizations it is necessary to establish good management skills. This could reduce the possibility of a hostile work environment. It can be difficult at times to organize projects and trouble calls, because I would like to know how I should prioritize each assignment that has a deadline. Then there are those aggravating e-mails and how to respond to them. Therefore, my days become overwhelming at times.If I do not pay attention this could affect my working relationship, along with my private relationships. This includes church, home, and civic clubs. I stay so busy with so many things that I mayforget what is going on, and I will let somebody down. So I am hopping that I will learn how to manage time while at University of Phoenix, and to become better organized in time management.

Human Resource Information Systems (HRIS) Essay

adult male imagery cultivation Systems (HRIS) An Unrealised Potential* David Grant** diddle and Organisational Studies The Institute edifice (H03) The University of Sydney NSW 2006 Australia Email d.grantecon.usyd.edu.au Tel +61 (0)2 9351 7871 Fax +61 (0)2 9351 5283Kristine Dery encounter and Organisational Studies The Institute Building (H03) The University of Sydney NSW 2006 Australia Email k.deryecon.usyd.edu.au Tel +61 (0)2 9036 6410Richard H altogetherWork and Organisational Studies The Institute Building (H03) The University of Sydney NSW 2006 Australia Email r.hallecon.usyd.edu.au Tel +61 (0)2 9351 5621Nick WailesWork and Organisational Studies The Institute Building (H03) The University of Sydney NSW 2006 Australia Email n.wailesecon.usyd.edu.au Tel +61 (0)2 9351 7870Sharna WiblenWork and Organisational Studies The Institute Building (H03) The University of Sydney NSW 2006 Australia Email s.wiblenecon.usyd.edu.au Tel +61 (0)2 9036 7603Abstract all over the last decade there has been a considerable increase in the number of organisations gathering, storing and analysing information regarding their serviceman choices through the habit of Human preference culture Systems (HRIS) softw atomic number 18 or separate types of softw ar which include HRIS righteousnessality (Ball, 2001 Barron, Chhabra, Hanscome, & Henson, 2004 Hussain, Wallace, & Cornelius, 2007 Ngai & Wat, 2006). The growing adoption of HRIS by organisations combined with the increasing sophistication of this software, presents the Human Resource function with the opportunity to enhance its contribution to organisation strategy. In this knowledge we examine the ways in which HRIS powerfulness be utilise in order to achieve this. Our synopsisof quadruple Australian case submit organisations befalls that the claimed emf of HRIS to contribute to logical argument strategy is contingent on its overcoming one or to a greater extent of deuce-ace advert challenges. * This resea rch is funded by an Australian inquiry Council Linkage Grant (LPLP0882247) in collaboration with the Australian Senior Human Resources Roundtable (ASHRR). ** Corresponding Author.Human Resource info Systems (HRIS) An Unrealised Potential The last decade has seen a momentous increase in the number of organisations gathering, storing and analysing human imaginativenesss data using Human Resource Information Systems (HRIS) (Ball, 2001 Barron et al., 2004 Hussain et al., 2007 Ngai et al., 2006). In this paper we show that the accept of the impact of HRIS is of direct significance to the ongoing debate about the extent to which Human Resources (HR) can tamper a strategical role in the organisation (Becker, Huselid, & Ulrich, 2001 Hewitt Associates, 2007 Huselid, 1995 Lawler & Mohrman, 2003 Sheehan, Holland, & De Cieri, 2006). Specifically, we examine the argument that through its capacity to deliver accurate and timely metrics, HRIS has the potential to assist the HR function in d eveloping duty strategy and thereof enhancing organisation performance (Barney & Wright, 1998 Broderick & Boudreau, 1992 Gueutal, 2003 Lawler, Levenson, & Boudreau, 2004 Lengnick-Hall & Moritz, 2003). Our initial findings from the first of all phase of inter look ons with foursome organisations based in Australia, notify that the potential of HRIS to deliver the strategic competencies promised remains by and large unrealised and that instead HRIS is used to increase administrative efficiency and/or obtain compliance support. Specifically, we find that the implementation and use of HRIS is being hindered by three main challenges maintaining organisational attention, portion outing the interwovenities associated with people focus, and managing user credence of the change associated with the corpse. The paper comprises four main divides. In the first section we review the literature on HRIS paying particular attention to previous studies which recognise challenges associated with the selection and implementation of HRIS as well as the impressiveness of neighborly constructionism as a theoretical lens to analyse this topic. In the second section we discuss our case study methodology and profile our four case study organisations. In the leash section we discussour results by identifying and discussing the three challenges which we identify as crucial to the study of HRIS and HR. The final section summarises the findings and provides recommendations for way. belles-lettres Review and Theory The topical generation of HRIS automate and devolve routine administrative and compliance functions usageally performed by corporate HR departments and can lull the outsourcing of HR (Barron et al., 2004). In doing so, HRIS not moreover get down it possible for organisations to significantly reduce the costs associated with HR delivery, but besides to reassess the withdraw for retaining knowledgeable HR capabilities. However, HRIS also provide HR professi onals with opportunities to enhance their contribution to the strategic boot of the firm. First, by automating and devolving many routine HR tasks to line palmment, HRIS provide HR professionals with the time needed to direct their attention towards more business critical and strategic level tasks, such as leadership development and talent management (Lawler et al., 2003). Second HRIS provides an opportunity for HR to play a more strategic role, through their ability to generate real time reports on HR telephone numbers, including mold force planning and skills profiles, which can be used to support strategic decision making (Hendrickson, 2003 Lawler et al., 2004 Lengnick-Hall et al., 2003). The existing literature on HRIS suggests that they film different impacts on HR crosswise organisations, but provides little explanation for this variation. Early surveys suggested that HRIS were used predominantly to automate routine tasks and to re turn out filing cabinets (Martinsons, 19 94). Ball (2001) reported similar results for wee and medium sized enterprises in the UK and concluded that HR had missed the strategic opportunity provided by HRIS. More recent research shows greater use of HRIS in support of strategic decision making by HR (Hussain et al., 2007). However, the extent to which HRIS is used in a strategic fashion differs across organisations, with the vast volume of organisations continuing to use HRIS simply to re vagabond manual touch on and to reduce costs (Bee & Bee, 2002 Brown, 2002). Recent debates about engineering and organisation have highlighted the sizeableness of social stage setting and sought to develop frameworks which acknowledge both the material and social character of technologies including HRIS (Dery, Hall, & Wailes, 2006). Accordingly,theories which can be considered as social constructivist can play an important role in the study oftechnology as they explicitly recognise that technologies, such as HRIS, can not be evaluated and analysed without having an explicit netherstanding of the context of individuals and groups which consequently comprehend, interpret, use and engage with the technology (Grint & Woolgar, 1997 Orlikowski & Barley, 2001 Williams & Edge, 1996). Social constructionist views offer insights into the implementation and use of HRIS in a number of ways. In this study we draw on the social construction of technology and technologiesin- trust literature. The social construction of technology (SCOT) approach challenges the idea that technologies and proficient artefacts have a pre-given and fixed meaning and in its place argues that the process, design and selection of technologies are open and can be subjected to contestation (Pinch & Bijker, 1984). Thus a technology is seen to be characterised by interpretative flexibility and non-homogeneous relevant social groups who articulate and promote particular interpretations of it. This meaning, over time tends to become accepted and the inte rpretation of the technology stabilised (Dery et al., 2006). In similar tradition to SCOT approaches, the technologies-in-practice approach endeavours to recognise the inability to separate the technology from surrounding social relations. Orlikowski (2000) conceives of technologies-in-practice as the twist that is enacted by users of a technology as they use the technology in recurrent ways. The important implications of this idea for the purposes of this research is the realisation that it is only when individuals use the HRIS that the associated social practices will frame and determine the value that they attribute to it. therefore the process of using a technology involves users interacting with facilities (such as the properties of the technology artefact), norms (such as the protocols of using the technology), and interpretative schemes (such as the skills, knowledge and the assumptions about the technology as might be positioned by the user) (Dery et al., 2006). Both of th ese approaches are important and useful as they recognise that when considering relationships and experiences with technology, it is essential that social factors and previous experiences be considered. Therefore the opinions of respondents can only be understood inthecontext of individuals and groups comprehending, interpreting, using and engaging with the technologies (Dery et al., 2006). The study discussed in this paper was initiated after a preliminary survey of the use of HRIS in 138 Australian Listed companies (Grant, Dery, Hall, & Wailes, 2007). The survey found that although 50% (n=69) of the participant organisations were found to have an HRIS, the extent to which they were being used in a strategic manner alter and for the well-nigh part the claimed potential of the information clays was not being realised. For example, while 91% of organisations with an HRIS used the governing bodys in order to process and record leave, only 34% used them in relation to staff plannin g. In order to gain further insights into these results, the present study explores the impact of HRIS on the HR function in detail over a three year period at four large Australian organisations using a multiple case study approach (Yin, 2003). Specifically, the juttingion examines whether HRIS enhances the strategic contribution of HR by exploring the ways in which HR professionals might make more effective use of these transcriptions. The project is informed by four research questions 1. Is there evidence to suggest that HR is using opportunities provided by the HRIS to enhance its contribution to firm strategic direction? 2. Do HRISs which are a module of enterprise resource planning (ERP) dodgings have different impacts on the HR function than standalone HRISs? 3. How do different organisational characteristics travel the ability of HR to use the opportunities provided by HRIS to act as strategic partners? 4. What strategies can HR professionals adopt to en legitimate that the use of HRIS in their organisations supports the strategic contribution of HR? Methodology and Background The four case study organisations severally volunteered to participate in this study which is funded by an Australian Research Council (ARC) Linkage grant. Each organisation is a member of the Australian Senior Human Resources Round-table (ASHRR) the main indus reach partner in the project. Each of the case studies has both a standalone HRIS (e.g. CHRIS) or an enterpriseresource planning (ERP) outline module of HRIS (e.g. chump) in place and all are in the process of either substitute or upgrading their existing scheme.Each company views the HRIS replacement or salary increase as a commitment to further extending the strategic contribution of the system. This provides us with a unique opportunity to gather rich empirical data related to our key research questions. The nature of the research questions needful that the plans and activities of each case study be studied through the gathering of an array of data (table 1). This enabled the researchers to develop greater levels of understanding about the management of HRIS in each organisation and across organisations (Yin, 2003). display board 1 Data gathering across the case studies Case Study TechOrg Interviews 4 Additional Data Organisational information available in the domain domain, press articles Annual reports, Previous organisational presentations. OHS staff brochures and posters, Annual reports and promotional material Press clippings, web spots, office observations Observation of System in Use No observation of the system due to interviewee time constraintsBuildOrg10ManuOrg8Observation of HRIS in use within HR area observation of OHS system in use Observation of HRIS in use with differing users. No observation of the system in use due to the sensitivity of dataGovtOrg4Over a 16 month period initiated early 2008, interview data was combined with other empirical evidence gathered throu gh access to secondary sources and during site visits. The interview data comprised semi-structured interviews conducted with decision makers across a cooking stove of roles in the organisationsincluding HR, IT, and Operations. Each interview was between one to two hours, and was conducted by two investigators, recorded and transcribed. Interviewees were selected on the basis of their involvement in the decision to implement or bring up the HRIS at their organisation, or their high levels of use of the HRIS. In addition, and where possible, the researchers observed the HRIS at each organisation in use, so as to understand how the system was searched, reports were run, and the availability of data.The Case Studies Each of the four case studies discussed in this paper have been allocated an presume name. Details concerning size of the organization, its current HRIS system and whether this was being re impudentlyed or upgraded and the reasons for the re stark nakedal or upgrade are summarized in table 2. TechOrg is a surreptitious organisation involved in the Information, Communications and technology industry. Over the last three years, TechOrg has undertaken to upgrade its SAP HRIS module as part of its overall ERP upgrade and system development. BuildOrg is a large construction company which is also privately owned. Their workforce comprises both permanent and contract employees. Theorganisation was previously run a HRIS that was considered as outdated and sought to upgrade their existing system to primarily manage past and current employees. ManuOrg manufactures building products and metals and has a food processing division. The current HRIS was implemented 21 years ago with an increasingly modified CHRIS system that is currently in the process of being replaced with SAP. Lastly, GovtOrg is a public organisation responsible for(p) for security management. The organisation first implemented a proprietary HRIS in 1998 and had undertaken an upgrade in 2 000 before initiating the current move to SAP in 2008. Table 2 Summary of Case Studies Case Current system employees TechOrg 350 SAPBuildOrgUp to 1400 (varies)Tailored Preceda 9.1 by CHRIS, Mercury for payroll. CHRISManuOrg7000+Upgrading / replacing Replace with lighter interpretation of SAP with more local functionality Upgrade to CHRIS Preceda 11 Mercury to remain SAPReason(s) for change Change in self-possession of organisation and wantment to spartan links with previous owner and associated legacy systems. Increased requirement to meet compliance standards and to minimize risk of litigation.GovtOrg5500Proprietary systemSAPHR handler retiring with knowledge of the proprietary system. Need for a system consistent with the rest of the IT platform. Desire for IT rather than HR to manage HRIS. Moving to SAP so as to integrate with the organisations SAP ERP system and other govt. departmentsResults The initial research findings support the results of studies by those such as Tow ers Perrin (2008) and Bussler and Davis (2001). Despite all four case studies stating that the implementation or upgrade of their HRIS has been undertaken with the aim of utilising functions that are of a strategic nature thereby enhancing the strategic contribution of the HR function (Beatty, 2001 LengnickHall et al., 2003 Ulrich, 1997 Walker, 2001), the data suggests that progress towards making these changes is being hindered by a range of technological, managerial and organisational challenges. While some of these challenges could be attributed to the management of cutting technologies in general, our findings turn up thatseveral are in fact specific to HR and reflect the complex nature of the management of people, the role of HR in the organisation, the allocation of resources to the HRIS, and technological bribes related to the management of HR practice. It was never the intention of the project to select organisations that were undergoing major organisational change, rath er we sought to gain access to organisations that were endeavouring to implement or upgrade their HRIS. The associated organisational changes which are discussed in this paper added to the complexness of the stories and experiences that these organisations have been able to share. The data across all the cases indicated the following three challenges for the organisations and each of these is discussed in the following section using cross-case analysis (Yin, 2003 Youndt, Snell, Dean, & Lepak, 1996). The challenges were An inconsistency in the importance attributed to HRIS resulting in difficulties in sustaining management commitment to the project and in obtaining the resources necessary to fully develop the bare-assed or upgraded HRIS. A tendency to underestimate the complexity of the HRIS and its impact on the behaviour and processes of the organisation. The barriers to user acceptance of the HRIS and the consequent underestimation of the importance of change management. repug nant Salience Attributed to the Organisations HRIS Project The case study organisations have variously experience significant changes in structure, size, ownership and government (summarised table 3). This has resulted in a shift of cured management attention away from development of the HRIS to more immediately pressing organisational issues. One consequence of this is the allocation of insufficient resources to the HRIS and, in some cases, the increased delegation of responsibilities to vendors and consultants. Table 3 Changes in Case Studies Case Study Organisational Change Process TechOrg Acquired by local company and required to adopt more localised processes BuildOrg Large growth in infrastructure projectsImplication for the Business Reassessment and realignment of business processes Requirement to manage large contracted workforce. Significant increase in compliance requirements Need to align systems across range of standalone businessesImplication for the HRIS Enforced sel ection of more localised platform which aims to address more direct organisational involve Upgrade required for existing Preceda systemManuOrgGovtOrgKnowledge Management and establishment of sustainability practices Change of government resulting in increased demands and complexity of role. Desire for efficiencies in work practices.Migration to SAP and restructuring of the management of the HRIS away from HR and under IT Increased requirements Move to SAP platform to for reporting and comply with other valued IT government departmentsTechOrg, a company based in the ICT sector, is a company that has constantly faced issues in maintaining the momentum and commitment of expanding their existing SAP system. Such challenges regarding salience have continued for the past three years as financial and engineering management systems upgrades have engulfed continual attempts to progress and recognise the desired upgrade. The project, run and owned by the Human Resource department, is inter nally recognised as having low organisational priority However the core will evermore be financial management systems and the things that allow our engineers and our program managers to run the calls, take the customer complaints, send them to the technician. We will certainly come a distant third to that So if we come thirdthen we will do something, but we dont know whether were coming third yet do we? (Director of People and Culture, TechOrg). The desire for the HRIS upgrade was later impeded in 2008 because the organisation was acquired by a domestic company and consequently all existing business processes needed to be changed to ensure separation from the previous owners. As a result the project (now) has been stopped pretty much (Director of People andCulture, TechOrg). The experiences of this organisation demonstrates that patronage the best of intentions of HR, such projects as this, which are deemed as HR centric, can lose momentum as a result of factors beyond its control . BuildOrg started to investigate HRIS more than 10 years ago. The introduction of a new senior manager with existing ERP and HRIS knowledge combined with the perceived need to replace an outdated system instigated the desire to upgrade their original Mercury system, based on Lotus Notes. During these initial stages, several HRIS were considered, however, the project was abandoned when the costs associated with any new HRIS were deemed prohibitive. The project and operational requirements of the organisation were re-examined in 2005 and the organisation again considered implementing a new payroll system, but IT did not find any of the systems that they viewed appropriate for the organisational needs. The lack of executive support also played a significant role during this time. So we sort of parked it at that stage. Because the other thing was, I think in an organisational sense with a new CEO, that wasnt in truth a priority for us. (General Manager HR, Safety and Corporate Relatio ns). Finally in 2007 the latest attempt gained bobby pin with senior management and the approval was given for an upgrade. Nevertheless the current progress on this project for BuildOrg has been met with caution. Because theres been an awful lot of water under the bridge to get to this point. Weve had this is the third go at actually having a crack at getting Preceda as the HR system and getting the organisational structure in. Now there was one completely failed attempt. One almost got there but then failed and now this is the (final) go at it. (Applications Services Manager, IT).ManuOrg representd its first HRIS in the 1970s. Since then the organisation has undertaken a number of upgrades driven largely by organisational change which has required an expansion of the existing systems. Progressive changes and add-ons to the legacy system, has created for ManuOrg a HRIS that is complex and inconsistent. Although the HRIS has been accorded salience and sufficient resources over the past 30 years, the HR manager acknowledged that the rationale for change and selection of the replacement HRIS has tended to emphasise financial, rather than strategic human resource issues. The retirement of the HR Director, who has been central to developing thecurrent HRIS, together with the need to standardise IT systems across all the operating companies has resulted in a call for migration to SAP and the re-positioning of HRIS management under the IT department. GovtOrg has been using PeopleSoft as the vendor for their HRIS since 1998, with an upgrade which introduced web based self service in 2000. With the aims of establishing a undivided source of truth, creating uniformity, gaining efficiencies and enabling data transfer and integration with other government organisations, GovtOrg has firm to replace PeopleSoft with SAP. Despite resounding confidence in the HRIS project, GovtOrg still believes that the project can be delayed by other organisational activities which are deemed more essential to the business and its performance. Probably the only issue is that will be a timing issue, as we and were still debating with our plan get a live date for SAPs views in October. So although it looks, at this point in time, care it may be delayed. If it gets delayed, itll actually push spikelet into about March next year, because weve got some other peak periods in respect to processing and so forth. (National Manager of Infrastructure). The experiences of the four case study organisations suggests that their HRIS projects tend to face a number of challenges in the allocation of resources and the securing of ongoing support from senior management. a good deal finance, marketing and other operational functions are being given greater priority. In sum, based on the empirical research to date, it could be argued that all of the organisations, and specifically the HR function within them, have faced challenges regarding their ability to maintain momentum towa rds the selection and implementation of an upgraded HRIS.The Complexity of HRIS Underestimated The complexity of HRIS and its associated functionality appears to have been underestimated at the four case studies (Hannon, Jelf, & Brandes, 1996) and can be attributed to both technological and managerial factors. The challenge for HR management is how to manage the tension between the need to adapt practice to meet the needs of the HRIS versus customizing the technology to fit existing practices and the unpredictability involved in the management of people. Associated with this challenge is the decision of where to locate the management of the HRIS i.e. within Information Technology or as an HR technology group within HR.Our case organisations have varied responses to this dilemma, but all suggest that management of the system has significant implications for knowledge transfer between IT and HR and thus the ability to realise value from the HRIS . Previous studies have reiterated the claims made by HRIS vendors that there are two compelling benefits arising from the implementation or upgrading of HRIS (Hendrickson, 2003 Kavanagh, Gueutal, & Tannenbaum, 1990 Kovach & Cathcart, 1999). One is an increase in efficiencies through reduced costs and increased data accuracy, and the other is the improvements in the locomote at which information can be produced. Such improvements in business processes have not yet been fully realised in our case study organisations as the implementation and functionality of the HRIS has proven to be more complex than anticipated. ManuOrg has maintained a number of legacy add-ons and proprietary upgrades to their CHRIS system. The current project is attempting to simplify and standardise systems into a standard IT platform that can be more easily supported but is finding it difficult to align the needs associated with its range of operating companies within one HRIS. The organisation realises that with its selection of a new and alternat ive HRIS vendor (SAP), there will be considerable compatibility issues with data migration. Accordingly, the transactional and menial activities for HR will increase prior to implementation, as existing data and codes are modified, and therefore the time required for data migration is expected to be significant. The complexity associated with the new system has compelled the organisation to implement it in a big bang manner. There are toomany interdependent processes and that we really have to make the entire change of payroll for Australia and New Zealand at the one time (Manager HR and Payroll Services). The complexity of the new system will also affect the value that the organisation can extract from the HRIS in the short term. Although the organisation has the explicit desire to establish a single source of truth via its new HRIS, it is recognised that such goals and aspirations will take second place, at least in the short-term, to the more urgent need to address issues surroun ding change management and acceptance. The project based nature of the work that BuildOrg undertakes adds complications to the selection, use and implementation of any vanillaHRIS. As the organisational structure is based more on projects and individuals rather than positions (typical of most organisations), particular reporting functionalities associated with HRIS may be deemed less germane or even superfluous for the organisation. In addition, similar to ManuOrg, this organisation is faced with the difficulty of severe to establish one central system which can be considered as a single source of truth from legacy systems which currently do not interface well. This has resulted in significant challenges around the compatibility and integration of data. BuildOrg has also experienced challenges with some of the functionality within the new system, particularly in relation to online leave applications. The issue of leave has proven to be problematic throughout the upgrade process, to the extent that the organisation has decided not to utilize this function initially, which is probably why weve decided to not go forrader with the (leave submissions) online thats a little bit in the too hard basket at the moment as to how its going to work (Corporate HR Advisor). Furthermore, a number of other functionalities of the HRIS have needed to be adjusted in order to meet the organisational requirements before the system goes live You need a lot of tweaking at that point and we wont be spot-on when we get it there itll be close. That tweaking will take a while itll take months and months (Payroll Manager). This is a process that has consumed unexpected additional time and resources.Similar levels of complexity are associated with the implementation of a new system at TechOrg. This complexity can however be attributed to the changes in ownership that the organisation has experienced over the past 2 years. The new system and its implementation has experienced additional t echnical difficulties which have largely been driven by established business processes that could manage differences in European and Australian legislation. Being a publically owned organisation presents its own range of issues for GovtOrg regarding the use and implementation of a HRIS. Comprising a highly structured workforce, GovtOrg faces challenges with the management of rosters, schedules and allowances. In contrast to ManuOrg and TechOrg, GovtOrg needs an HRIS overt of processing, administering and managing a variety of employee rosters and allowances. More specifically,for this particular organisation, the activities of workforce planning, the management of staff hours, associated policy issues and ensuring that its operations are conducted in accordance with the relevant collective agreements, results in additional complexity and has led to demands for additional functionality from the HRIS. Furthermore, the National Manager of Infrastructure recognised that existing contr actual arrangements with their HRIS vendor has exposed the organisation to possible potential risks that may lead to delays. Such potential risks and possible delays are believed to stem from concerns that the vendor may be unable to address the added demands for additional functionality that GovtOrg has put forward under present contractual arrangements. These contractual concerns along with workforce planning issues, have added to the complexity of the selection, implementation and use of GovtOrgs HRIS. Barriers to Acceptance of New or Upgraded HRIS and the Importance of Change Management The third challenge which has hindered the ability of our case study organisations to realise the potential of their HRIS arises from barriers associated with the acceptance of the new or upgraded HRIS among key end-users of the system and the importance attached to managing the change processes associated with its implementation and introduction. Further, obtaining organisational buy-in regardin g the strategic contribution of the HRIS has, in some cases, been hindered byscepticism, a lack of understanding, insufficient management commitment, and fears that existing modes of work will be changed and result in, for example, job loss or altered leave entitlements and shift arrangements (Kavanagh et al., 1990 Kinnie & Arthurs, 1996 Tansley & Watson, 2000). The lack of organisation and management buy-in has also been a significant challenge for ManuOrg. Despite the HRIS project acquiring renewed salience and again being placed on the organisations strategic agenda, the Manager of HR and Payroll Services recognised that the system and its importance for the organisation was yet to be acknowledged and wholly accepted Im not sure that its got the necessary buy-in from the business leaders that were going to need to have. This problem was reinforced later in the same interview from talking with the business heads, concept-wise, no one is saying this is a load of rubbish, but I dont think theyve quite got theirheads into the space and are saying, Yes, were century% behind that To try and counter this lack of buy-in, the HR department is working on an ongoing basis to promote the HRIS promise. ManuOrg, acknowledges that the upgrade of the existing system, that has been in place for 21 years will generate significant change for the way that information is managed. As the Manager of HR and Payroll Services observed The biggest issue I believe is going to be the change management Most ManuOrg employees are going to notice that and more than notice. Theyre going to see a significant change in the way that they supply information, get information, gain approvals. Its a big challenge for us at the moment to try and get people in the business into this online environment. Some people really love it, other people really hate it. Theres like that sort of and theres nothing really in between at the moment lack of understanding of the change needed but also an explicit concern for the need to manage change. Discussions about this challenge and concerns about the required change management process have been extensive and the wider acceptance of the system and its changes are seen to differ between those that are associated with the project, versus existing employees who are comfortable with the organisations current policy and procedures, or alternatively fearful of technology. For me it works well, but Im very adaptable to change. So being able to move to a system where we can have everything in the one place I think is going to be a much better thing for us. (HR Manager of Corporate and Shared Services).The challenges for GovtOrg in managing change are centred on the need to re-focus expectations. With the explicit desire to establish a single source of truth, the organisation has commissioned the HRIS project The ability for the organisation to achieve this relies on the ability to manage expectations But weve also got to manage the expectation that this is not the silver bullet to everything. This is simply a system. A system, in and of itself, doesnt actually resolve issues or processes or anything else. (National Director of People and Place) This same manager further believed this process and challenge would greatly impact the overall acceptance of the system and thus was focussed on the implementation process. If this process experiences issues and additional complications, or just goes wrong then you can almost smell the end of SAP or its user acceptancewithin customers. Without an effective implementation process the ability of the organisation to gain potential strategic potential from their HRIS would be significantly compromised. Barriers to acceptance, ownership and maintenance have plagued BuildOrgs past, current and planned HRIS. The resources allocated to the maintenance of the HRIS system have waned throughout the life of the existing system and overall ownership of the system has largely been transferred ba ck and forth from IT, HR and Payroll Weve had a lot of problems actually trying to get people to take ownership of the systems and maintain them which has resulted in the existing system and the information that it generates being inaccurate and outdated. Past experiences of systems with confine use, combined with an appreciation of the needs of the current workforce has ensured that the organisation has delayed the implementation of the new updated system in an attempt to ensure that all problems and barriers have been addressed before the system goes live. According to the Corporate Human Resources Manager, training and education is essential and needs to be timely Its about educating and marketing, I think at the induction piece, the new joiners they get some sort of training on how to use it and then when we roll out self service and I was talking to Manager X about this the other day and said anything we do it has to have areally good marketing push so that people take notice and then quickly follow it up with the training. This organisation and its current project manager also realises that the training needs to be hands on in order to generate an acceptance and use of the system and avoid the work-arounds that have compromised the lastingness of the system in the past. Acceptance of the HRIS has also presented problems for TechOrg however user resistance has not been as significant as evidenced in the other cases. Employees largely work in distributed teams located in client organisations for the duration of their projects. They are working in a hightech environment and thus are comfortable with a more virtual relationship with the organisation and use the HRIS to manage their information and for most of their HR requirements. Despite the HR department struggling to ensure that the new HRIS project retains salience in the organisation, the lack of organisational buy-in tends to surround specific functions rather than the system as a whole. TheDirector of People and capital punishment spoke of limited success with functionality associated with time sheeting and the need to incorporate additional flexibility to meet the increasingly complex customer requirements which have implications for their employees in different work sites. Change is a constant in this organisation so together with the technical requirements of the job, this seems to create a more accepting environment for new systems. However, in spite of this environment, recent changes around pay cycles generated significant resistance that was unanticipated by management signalling that changes to the HRIS that directly impact employees such as pay may require significant more attention to change management than TechCo has traditionally been used to. Discussion and Conclusions Initial findings from our four case studies suggest that although new or upgraded HRIS systems are being used to automate and devolve routine administrative and compliance functions traditionally performed by the HR function, the potential for this technology to be used in ways that contribute to the strategic direction of the organisation is not being realised. More specifically, our results suggest that the opportunity to enhance HRs role as strategic partner as a result of the use of HRIS is beinghindered by three main challenges. The first challenge relates to the ability to maintain the levels of senior management commitment and resources needed to implement and manage new or upgraded HRIS. The second concerns managing the complexity of the HRIS and its associated functionality. The third challenge stems from barriers associated with the acceptance of HRIS among key managers and employees along with the importance attached to managing the change processes associated with the implementation and introduction of the new or upgraded systems. These challenges demonstrate that the material, functional characteristics of technologies such as HRIS are complex and make them dif ficult to introduce and operate. At the same time, and in line with a social constructionist approach to the study of technology each of the challenges illustrates that how and when a technology is used is also determine by the agency of its users and the social context within which it is adopted (Orlikowski et al., 2001). In sum, only through an appreciation of both the material and the social can a more informedunderstanding of the problems that surround HRIS implementation and operation be obtained. In this respect, our findings are in contrast to the more technological deterministic view of earlier studies of HRIS that suggest that it is simply the technology itself which has implications for the changing role of HR. It can be seen then that the social context of HRIS plays an important role in cause user perceptions and behaviour (Orlikowski, 2000). From a technologies-in-practice perspective (Dery et al, 2006) user interactions with the facilities, norms, and interpretative schemes associated with HRIS are affected not only by its technological complexity, but also by problems concerning the management of, and commitment to, its implementation. These socio-contextual factors are compounded by the fact that each case study organisation has experienced significant change, for example in ownership and structure. Underlying the three challenges is the issue of how various social groups, or key actors involved in the implementation and use of HRIS bring to bear their own interests and thus interpretations of the system and what it does. As a result of this process, the design, selection and use of HRIS are shown in this study to be subject to contestation as a range of meanings areattached to the technology that either undermine or highlight its perceived value and significance and which impact on the extent to which it is to be used in a strategic or more administrative fashion. Significantly, the study suggests that interpretations which run counter to HR IS being used in ways that realise its strategic potential are currently winning the day. Overcoming these interpretations of HRIS and replacing them with one that leads to its being used to inform business strategy requires organisations to identify and systematically address the three challenges we have identified. Until this takes place, the potential of HRIS to enhance the strategic role of the HR function is likely to remain unrealised.References Ball, K. S. 2001. The use of human resource information systems a survey. personnel department Review, 30(5/6) 677-693. Barney, J. B., & Wright, P. M. 1998. On becoming a strategic partner The role of human resources in gaining competitive advantage. Human Resource Management, 37(1) 31-46. Barron, M., Chhabra, D., Hanscome, R., & Henson, R. 2004. Exclusive PanelDiscussion Tips and Trends in HRIS. HR Focus, 81(5) 6-7. Beatty, B. D. 2001. A Framework for Transforming Your HR Function. In A. J. Walker, & T. Perrin (Eds.), Web-Based Human Resources the technologies and trends that are transforming HR 150-172. 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The Impact of Human Resource Management Practices on Turnover, Productivity, and C orporate Financial Performance Academy of Management Journal, 38(3) 635-672. Hussain, Z., Wallace, J., & Cornelius, N. E. 2007. The use and impact of human resource information systems on human resource managementprofessionals. Information & Management, 44(1) 74-89. Kavanagh, M. J., Gueutal, H. G., & Tannenbaum, S. I. 1990. Human resource information systems development and application. Boston, Mass PWS-Kent exoterications Co. Kinnie, N. J., & Arthurs, A. J. 1996. Personnel specialists advanced use of information technology. Personnel Review, 25(3) 3- 19. Kovach, K. A., & Cathcart, J. C. E. 1999. Human Resource Information Systems (HRIS) Providing Business with Rapid Data Access, Information Exchange and strategic Advantage, Public Personnel Management, Vol. 28 275 International Public Management Association for Human Resources. Lawler, E. E., Levenson, A., & Boudreau, J. W. 2004. 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College and Bennett Essay

Bennett, who had a Master_s degree in engineering, wanted to exploit an idea of his to combine a refrigerator, freezer, and 500-watt microwave oven into a single unit for sale to college students. Bennett was aware that many colleges had buckram policies against cooking in student dormitories beca subroutine of the risk of fire posed by hot plates. accord to the National Fire Protection Association, there were over 1,600 fires annually on college campuses. Bennett had devised electronic circuitry that shut off power to the refrigerator/freezer whenever the microwave oven was switched on.In this way, the unit would never pull more than 10 amps of current. By comparison, a hot plate in tandem with a refrigerator drew round 20 amps. His proposal (see illustration) was for a compact gadget weighing 87 pounds and under 4 feet in height. He approached General Electric, Amana and other domestic appliance manufacturers without success, but Samsung Electronics and Sanyo Electric were will ing to discuss terms for offshore manufacture provided Bennett agreed to pay upfront for all specialized jigs, dies, and tools. Sanyo offered to supply him at a landed price of$263. 00 per unit, and estimated the upfront tooling payment at slightly $170,000. Bennett tentatively added a $300,000 budget to cover his first year of selling and administration, and $60,000 for incorporation, patents, and other start-up healthy costs. He hoped to be able to set a price to the next level of the distribution channel that would earn him a return of 15% on the selling price, or $309 on Sanyo_s landed price. Early in his explorations, Bennett asked Boston_s Atlantic Research to conduct interviews with 200 Massachusetts college students.He found that, although most schools had rigid policies against cooking in dorm rooms, 90% of his respondents nevertheless used hot plates and other hazardous appliances. His research found that students liked the concept of the MicroFridge and would pay pleon astic to have one. A majority (52%) said they would be _likely_ or _very likely_ to accept an increase of $75 per year in dorm rates to have the use of one, and at $50 per year the interest level was 90%. He met with college administrators at five local colleges, but initial responses were negative.One administrator feared that students would go off meal plans, and several pointed out that there was no student demand. The business manager at the University of Michigan commented, _We have not seen a conference of students saying they want to have microwaves in their rooms. And that usually has to happen before we consider doing something like this. These days, we_re encouraging students to have computers. _ However, fires were a major concern to officials prudent for dormitories and, after administrators considered his data on students_ disregard for dorm rules, some attitudes softened._You may have a good argument that a microwave can depart you some safe cooking in a student_s r oom,_ commented one. Bennett came away from the meetings hopeful that with the right approach he might persuade administrators to consider approving, or veritable(a) adopting, his product. He wondered whether students were the market, or whether colleges would buy the units themselves, just as they bought dormitory furniture and fixtures.One administrator told him, _If we did bring in something like this, I_d be worried about buying from a new company like yours. You_ve got a refrigerator and a microwave that_s totally redesigned.You say the product life should be vii geezerhood, but this power switch has never been done before. Will this microwave last seven years or will it last three years? _ If dormitory administrators would not buy, the product seemed likely to have eye appeal and so sales through appliance retailers might be a possibility. crossways the United States about 20 independent distributors sold appliances to retail stores, typically taking a margin of 15% of the price to the retailer. Retailers generally set a price to the consumer that earned them a margin of 30% on the retail price.One evening Bennett polled guests at a small Super 8 Motel at an isolated location along the Boston _ Providence freeway. Would they be willing to add $3 to their room rate to have a MicroFridge unit in the room? Most of those he spoke to said they would. Bennett sought out the advice of the general checkmate of a venture investing firm in Boston. The partner declined to invest. _You_ve no experience. And it_s quite different from the tall-tech venture deals that we ordinarily look at. This is essentially a distributor business with inherently low margins and relatively high cash flow risks.It would require a fair amount of handholding if we got involved. Because of your lack of experience it makes a lot of sense to use only distributors and not wield house accounts customers served directly by the manufacturer. Any time you have house accounts you create p roblems with your distributors. You have enough other risks that you shouldn_t risk your distribution channels. _ Ms. Bennett, who worked as a financial manager at a major regional bank, was cool to her husband_s idea. _For this you want to give up a secure job and take on the headaches of meeting.

Dunkirk and the battle of Britain Sources Questions

1) How useful is sources A, B and C in understanding what the battle for Dunkirk was like? Explain your answer.Source A is useful in the effect of giving us a first hand account of the events that occurred. The only problem with this source is that we dont lie with if it applied to many people, or if it just applied to Commander Thomas Kerr. We also need to know the date that this source was written to find out how entire it authentically is. Source B also gives us a first hand account of what happened on the beach. But also, only gives us one mans views of what he was experiencing and we dont know how popular this sort of thing was, we would need more evidence to find out how useful this source is. Source C unfolds one mans views of a brassy soldier attacking many planes. But this source may acquire only applied to this certain individual. After long hard thort, I shoot come to the conclusion that source B and C supports each other in the sense that the British army are fighti ng back. But sources B and C dont support source A.2) Dunkirk was a great deliverance and a great disaster. Is there any sufficient evidence in sources d-j to support this recital? Use the sources and your own knowledge to explain your answer.This interpretation is correct in the sense that Dunkirk was a triumph and a disaster. It was written by A.J.P Taylor. Although at the time of Dunkirk it was only seen by people as a great triumph. Only after time as historians studied sources the thought of disaster was introduced.Source D shows the beaches with people being rescued from them. It also shows plains bombing. Its factual accuracy unknown. This is because it is on its own and on its own, the source is hard to tell how accurate it actually is. withal the government used to employ artists to paint glorified pictures of events. The painting was actually painted by a British man named Charles Cundull. If the government didnt employ this man his versions of events would have been bi as anyway. The government also stopped all paintings during the war unless they were designed specifically for positive propaganda.Source E shows thousands of troops lining up on the beaches to be picked up. This source is pretty accurate because it is a photograph and photographs dont lie. But on the other hand we know that not all the troops were this easily behaved. But because it is only a photograph we can only see one instant of time. And only gives us a glimpse of the events that unfolded.Source F shows the allied troops defending them selfs and shooting at German plains. This source is interesting because it backs up source B. this source fits in well with other sources nevertheless again, only provides us with one instant of time.Source G is a speech about the spirit of the British army. It was written by Antony Eden. He was diplomatic minister of war. It was written in 1940. This speech was almost certainly written and spoke to keep moral high. We cant exactly rely on t his source due to the postal service that Britain was in at the time this was written.Source H is a source extracted from a British newspaper, published in 1945. The basic facts it explains are correct. Whats not accurate is the way the people felt. The way they express this is a little bit bias. this source is also for boosting moral but not as much as source G. this source tells a bit more of what the conditions are really like.Source I is a historians view of the Dunkirk operations. This sources factual accuracy is very swell as far as the facts go. This was written by A.J.P Taylor, and was published in 1965.

Angelina Jolie Biography

Angelina Jolie Biography Angelina Jolie, born Angelina Jolie Voight on June 4, 1975, in Los Angeles, California, is an American actress not sufficient for her tattoos and her acting ability. Jolie, which in French means pretty, was born to an Academy Award-winning actor, Jon Voight and Marcheline Bertrand with unless maven br different named James Haven. Just like any other electric shaverren at her age, she also had a favorite cartoon character that she liked very much, which was the flying elephant Disney character Dumbo. She said that she cried when he was able to fly.Meanwhile, unlike her friends in general, little Jolie had had her own different childhood dream, which was to be a funeral director. Hence, its not surprising that she has an interest in mortuary science and that she also has lots of supernatural collections, including her many tattoos and knives collection. Since her age of 11, Jolie attended the Lee Strasberg Theatre Institute before then at her 14 years age oneted modelling. Later on she was majored in film at New York University after she graduated from Beverly Hills High School at age 16.In the year of 1999, she have in the film Girl, Interrupted, which was both starred and produced by Winona Ryder, as Lisa Rowe, for which she received an Academy Award for Best Supporting Actress. Besides, she has also starred in five different movies, all of which directed by her crony James Haven, with whom shes extremely close to and protective of. Their close relationship has, in many times, provoked public rumours that the two had an incest love affair (2000), notwithstanding Jolie denied the issue and stated the speculation was absolutely false.That being so the show must go on. Despite all the media coverage on her relationship with her brother, Jolie has the earn H tattooed on the inside of her left wrist which is, for her, is a reference to two people she is close to who have this letter in their names her brother James Haven, and Timo thy Hutton. However, she says the H tattoo stands unaccompanied for James for she has already broken up with Hutton. Any other tattoos she has in her body include the Japanese sign for death, two pointy black American Indian symbols, a dragon, and a large black cross.The same holds true for her movie career big deal. Jolie, who is able to speak French, is known for her action in some famous movies. Some of her success movies are the Bone Collector (1999) and a 2000 action film departed in Sixty Seconds which concerns a former car thief being forced to return to his former trade and steal 50 cars in only one night for a crime boss who is threatening to kill his brother. Mainly, Jolie is best known for her acting in a film found on the popular Tomb Rider (2001) video game series featuring her as its main character, Lara Croft.Then in 2003, she gained more success through the second film based on the same video game series entitled Lara Croft Tomb Raider The Cradle of Life. Besides being an actress, she also worked as a professional model in London, New York and Los Angeles. Having Madonna, Elvis Presley, Frank Sinatra, The Clash and Matchbox 20 as her favourite music, Jolie has appeared in numerous music videos, including those of Meat Loaf, Lenny Kravitz and The turn over Stones.Not only Jolie is a beautiful and attractive woman, but this respected actress, who has 3 Golden Globes in her hand, is also known for her humanitarian endeavours. She once published Notes from My Travels (2003), a collection of journal entries chronicling her early work with U. N. after she actively been a Goodwill Ambassador for its High Commission for Refugees since 2001 that made her frequently traveling to widespread countries to draw attention to the unfortunate people in Third World nations.Unfortunately, Jolies success as an actress and U. N. representative doesnt work in balance with her marriage as all her two marriages end in divorce. On March 28, 1996, she married Briti sh actor Jonny Lee Miller whom she co-starred with in the movie Hackers and for whom she attended her married couple in black leather trousers and a white shirt with his name painted in her blood on the back. Sadly, the marriage wasnt last long as they were divorced on February 3, 1999.After that she married to the American actor Billy Bob Thornton on May 5, 2000, with whom she adopted a son from Cambodia, Maddox chivan Thornton Jolie, born on expansive 5, 2001. On May 27, 2003, both of them had legally separated with Jolie won Maddox custody. In early 2005, along with public shock on the issue of her becoming one cause of Brad Pitt and Jennifer Anistons eternal marriage end, Angelina Jolie denied public rumours shes dating Colin Farrell, citing the many similarities they have made them wanted to save their mutual attraction best for last.Still in the same year, it has later been revealed that all the tidings concerning this matter were true as Pitts publicist openly stated by ea rly January 2006 that the actor and Jolie were expecting a child together to at the end welcome the new addition to their family, a girl named Shiloh Nouvel Jolie-Pitt, on the night of May 27, 2006 in Namibia, Africa. Two girls with only one boy, the actress adds a son into her and Pitts clan to make the family whole adopted a Vietnam orphan Pax Thien from the Tam Binh orphanage outside Ho Chi Minh City in March 2007.Back to her acting career, Jolie sure encountered no difficulties in continuing her path on the upper rank of show business as offers of roles kept coming heavily for her, like those for Beyond Borders (2003), Taking Lives (2004), and Sky Captain and the World of Tomorrow (2004). Though slightly stumbled in the critically panned black lovage (2004), she wonderfully managed to bounce back in her next vehicle, the adventurous Mr and Mrs Smith (2005), when the Fox production scored a fantastic domestic gross of over $186 one thousand million in its run.Next seen in The G ood Shepherd (2006) then A Mighty Heart (2007), she kept piling up stints into her resume, signing on as the star of The Changeling, Wanted, and Atlas Shrugged, all slated to come up in 2008 while providing the voice of Grendels mother in Beowulf (2007) and Tigress in Kung Fu Panda (2008). Website http//www. aceshowbiz. com/celebrity/angelina_jolie/biography. hypertext mark-up language Words 995

Battering in Gay and Lesbian Couples

Battering refers to the physical, stimulateual or emotional home(prenominal) delirium exercised by one partner to intimidate and control the early(a) in the relationship the usual image of a battered person is a straightaway female tying to cover her black eye using sun screen shades. However, times hand over changed and today battering in gay and lesbian relationship is as much a serious issue as it is in heterosexual relationships.According to statistics on domestic violence, battering is present in dickens heterosexual and lesbian and gay couples and 30% of gay and lesbian couples struggle with domestic violence problems problems (GLBTQ, 2010).Battering happens in any kind of a relationship, devoid of sexual orientation. In essence, there are fewer cases of domestic violence that are normally reported by the analogous sex couples as compared to the heterosexual couples. This does non however mean that they do not have these problems, the reason behind it has been found to be the fact that well-nigh of the battered people in same sex relationships refuse to report their cases because they fear that in case they report, people with find out their sexual behavior or discover that their relationship is black (Aardvarc, 2008).In addition, the police are sometimes not in position to distinguish between the victim and the battler in gay and lesbian complaints because in most cases, it is the battler who calls the police, which is method of gaining more power over the other (Belge, 2010). Following the growth of gay and lesbian activism in 1908s, the GLBTQ community begun to seek remedy for domestic violence and spouse battering.Many organizations that counsel battered women hardly accept to take in battered gay men. Furthermore, most people presume that the same sex relationships are built from equality (Aardvarc, 2008). Therefore, women who are battered by their female spouses find it hard to accept that another woman is actually being carmine on th em. In the same way, when gay men is battered, friends, family and the law enforcement bodies treat these lightly by assuming that the boys have to be boys.Gay men find bother coming out as a victim of spouse battling because they feel ashamed that the society will find them being truly less of a man (GLBTQ, 2010). Additionally, those who try to report spouse battering in their relationships run into various barriers. Police officers, judges and prosecutors to whom GLBT victims can turn to for help might have trouble in offering the same degree of services as compared to heterosexual victims.Not only could personal prejudice towards gays and lesbians come into play, but these professionals could have skimpy training and experience for handling GLBT victims due to non-existent laws to put into effect on behalf of these victims (Aardvarc, 2008). Evidence shows that the level of battering in lesbian couples is very high as compared to the same among gays (56% v. 25%) (Dutton, 2004). This further indicates that as a matter of fact, lesbian and gay couples put together constitute the highest numbers of battering while at the same time, comprise of the least reported cases.Some sociologists argue that the high increase of battering among lesbian and gay couples is influenced by lack of defined roles and responsibilities between the two partners, and hence, it becomes impractical for one man to submit to another or a woman to be ruled over by a fellow woman. The core is conflict of interest and tag of war for power within the setup and eventually, the physically stringer partners end up battering their partners to win their control (Dutton, 2004).Finally, recent question among guys and lesbians has found out that a good number of them are actually bisexualssome gay men are people who have wives and families, without the knowledge of the other partner (Aardarc, 2010). Due to divided commitment and duties, most of them are unable to keep up their gay or lesbian par tners demands and ends up having domestic problems such(prenominal) as battering (Belge, 2010). Therefore, presuming that there are no or fewer cases of domestic violence in the form of battering among the gay and lesbian couples is faulty and misleading to the society.References Aardvarc (2008). Domestic violence in gay and lesbian relationships. Retrieved from http//www. aardvarc. org/dv/gay. shtml Belge, K. (2010). Fact, fiction and stats of lesbian and gay battering. Retrieved from http//lesbianlife. about. com/od/lesbianhealth/a/DVFactsMyths_2. htm Dutton, D. (2004). Battered men-the hidden side of domestic violence. Retrieved from http//www. batteredmen. com/duttfull. htm GLBTQ, (2010). Domestic violence in GLBTQ. Retrieved from http//www. glbtq. com/social-sciences/domestic_violence. html

Benefit of information system for business Essay

After several days of turbulence of internet stocks and the resulting failure of some(prenominal) companies, it is easy to understand the impact of randomness system in daily life. Yet, everyday we read article about IT technology helping the growth of the stock. They are many advantages that most people agreed they create value largely or exclusively through the gathering, synthesizing and dispersal of information, they formulate strategy in ways that make management of enterprise and they use technology-mediated channels which are subject to measurement and tracking in unprecedented and granular ways. With those advantages, the attach to send away gain a better position in the furious competition.Among the main advantages of the information system been used in the business are its ability to facilitate business activities with huge amount of information and organized resource and the tranquillise of transaction in terms of speed and cost. In this report which is presented to Mr. Oracle, the manager of Basket Company, I am going to exam the three vital roles that information system sight benefit for the business retain of its business processes and operation,Support of decision making by its employees and managerSupport of its strategies for private-enterprise(a) advantageIn the traditional business environment, business operating is a manual, time-consuming and wear out-intensive process involving requests for quotation, purchase hunting lodge submissions, order approval and confirmation, shipping, invoicing and payment. But with the help of information systems, business can gather information much quickly at a relatively low cost. For example, 1800-flower Company provides a broad range of piss products. The companys information system collects and stores data on birthday and invitations, as well as a record of gifts send to specific recipients.It maintains a customer information file holding exclusively such data which alerts them offorthcomi ng events. At the appropriate times the company sends customized message to the customers with suggestion for flowers and presents. The company gains a world-wide reputation. Therefore, good management information systems fast the business operation and use resource much effective. Basket Company also involves similar business actives we discussed above, by equipping the management information system, give greatly support business operation.Now the competition of basket food market is very furious, it is not plenty to improve only the product, we should impress the customers as a person who cares them more than their selves. To achieve the goal, we have to commit the trend of customer needs. Like large office goods supplierStaples. The company system maintains lists of previously arranged items. Over time, Staples learned a great deal about its customers preferences and use that information to offer parvenu items. We value our employees as they play an important role in compa ny success, but only with the helps of those tools, our employees and managers can easily make the decision on buy from supplier and predicate the profits. Thus, the good management information system plays a more important role in the competition.One of the outcomes of information system is the strategies for competitive advantages. The three basic strategies for competitive advantages are cost leadership, differentiation and focus. Management information system can have a considerable part to play in a competitive strategy, cutting the labor and administration cost during business operation, the business can sell goods or provide services at a price that is lower than the competitors. Surveys and feedback sessions will be conducted from detailed transaction records and various data to inlet the ongoing project.To sum up, management information system is necessary to meet the extensive and diverse market competition. It supports business operation, support decision making and gain strategies for competitive advantage. If we use information system in our business, the company will have higher chances to success.Leppert, P. A., 1996. Doing Business with new technology. Fremont, California Jain Publishing.David whiteley 2000 introduction to e-business McGraw-hill world-wide UK

Diversity of People in United States: A Threat to U. S. Security?

I. IntroductionAs the globalization become rampant, people be migrating to and from various parts of the world. The united States (U.S.), being a well developed country in the world, appargonntly, unalike citizens from antithetical countries and continents are onerous to migrate and build their lives in the U.S.This could not only be seen in the modern days merely also in the past era of the America wherein French people and African ethnics, from their migrant ancestors, are able to live now as American citizens. Being a divert country distinguishable people are living within one geographical area. Considering that U.S. is a very politicking and powerful country, coldness war and gaps with other nations are unavoidable.Along with this submit, the main objective of this research is to know whether the culture of diversity in U.S. could be a threat to the national certificate of the country. Further, the study also aims to provide information regarding the different race and nationality of the people living in the U.S. Also, the purpose of the study is also to determine the implications of having U.S. citizens who are innate(p) in different places and nationalities.The study is conducted for the advantage of formulation of mitigating measures if there are negative implications showcased by the study.In addition, the study only encompasses people who are living within the geographic area of the country. It will be conducted in a specified (and short) period of time since the resources of the researchers are also limited.II. MethodologyThe research study will be using secondary data from the civil registrar and primary data through personal interviews with different professionals (e.g. demographers and sociologists) for thorough analysis of the study.The research soma that the researcher will be using is the Experimental design with the combination of the Quasi experimental design. First, the Experimental design because the study will still follow the s cientific method in performing data gathering. Second, the Quasi experimental design will also be used because of the use of the statistics data and the adherence to lesser random research.The study will also be using cluster random sampling. This sampling method could be more appropriate with the study since subunits of the people that will be gathered will becoming from all states in the U.S. Thus, the study could have an make up representation from each cluster.The method of analysis that will be used in the study is the deductive approach or analysis. From the general information that can be gathered, each thread of details that could dedicate significantly to the result of the study.Those data that are planned to collect are data of the migrants since after demesne War II. The numbers of the natural American citizensThe numbers of the natural American citizens will also be counted, meaning, these people are whose parents are both American citizens and born in the U.S. Also , the statistics of the different ethnic, races, and nationalities in different states will also be collected. From the national defense, some security measures will also be searched in addition to the recommendation of the study.III. Results and Discussion (Possible Implication of the Study) in that respect could be many trends from the result and discussions of the study, if it will be conducted completely. There are numbers of implications of the study that could be sh witness like despite the fact that people in the U.S. are born in different places and nationality, it is not a threat to the national security of the country since the country, itself, has its own tight measure against the terrorism and any violent act to the state. Also, the study could also implies that a tighter security measure should still be implemented within for a safer lives of the U.S. citizens.ReferenceRetrieved on January 15, 2008 on Embassy of the United States database.