Impact of Telephone on Society Essay -- Essays Papers

Impact of Telephone on Society Many inventions revolutionized society and one example is the telephone, which was introduced to society in 1876. The inventor, Alexander Graham Bell developed this idea and the telephone made him famous because communication would never be the same after the development of the telephone. The telephone made an incredible impact on society. The impact could be seen through the quickness of communication, business, easier communication in wars, and some negative effects too. Although the telephone became a necessity of daily life, it was at first neglected by the public. People thought the telephone was a fake and a mere toy. Although the telephone was a powerful innovation, nobody took it seriously. Perhaps these people were ignorant because they did not realize the capabilities of the telephone. The reason for this skepticism was the revolutionary idea of communicating through a telephone, "So devastatingly new, so revolutionary, was this innovation of Bell's that a self-satisfied world wasted a good deal of time ridiculing the telephone and its inventor."1 This idea lasted for a few years, but then the public's view began to change. People started to see the significance of the telephone and what it can accomplish. Now with the help of the telephone, individuals communicated in a much quicker fashion. Once this became evident, it greatly enhanced the use of the telephone. After further development of the telephone, society recognized its ability to allow one to contact another person at any time any place with confidence that the call would be completed. The less time it took to communicate was a big draw for society because messages could be sent instantly. This invention allowed for such... ... Bibliography Baldner, Joshua G. "The Telephone and Expansion." n.pag. Online. Available: http://www.beloit.edu/~amerdem/students/baldner.html, Feb. 24, 1999. Brooks, John. Telephone: The First Hundred Years. New York: Harper and Row Publishers, 1975. Eby, Chuck. "Western Electric #20B Desk Phone." n.pag. Online. Available: http://www.cyber-comm.net/~chuck/we20b.html, Mar. 31, 1999. - - - . "Western Electric #202 Desk Phone." n.pag. Online: Available: http://www.cyber-comm.net/~chuck/we202.html, Mar. 31, 1999. Farley, Tom. "Telephone History Part 3-1921 to 1984." n.pag. Online. Available: http://privateline.com/TelephoneHistory3/History3.html, Feb. 24, 1999. Pound, Arthur. The Telephone Idea. New York: Greenberg, Publisher, 1926. "Welcome to the World of Ocean West." n.pag. Online. Available: http://ocean-west.com/contactus.html, Mar. 31, 1999.

Explain the Importance of Resilience in Children and Young People Essay

Resilience is a mixture of nature and nurture. Attributes that some children are born with, such as good intellectual ability and a placid, cheerful temperament, are associated with resilience. Children who are born prematurely and/or with disabilities, who cry and cannot be comforted, who cannot sleep or who will not accept being held are more vulnerable to adversity and may be less likely to be resilient. There are, however, many other qualities associated with resilience which develop through children’s life experiences — the main ones can be summarised as follows: Good self esteem derives from being accepted by people whose relationship one values and from accomplishment in tasks one values. Praise, on its own, will not improve self-esteem; the child him or herself has also to ascribe value to the achievement. A belief in one’s own self-efficacy means having the qualities of optimism; ‘stickability’ and believing that one’s own efforts can make a difference. For children and young people who have had very damaging childhoods the creation of ‘survivor’s pride’, i. e. the ability to value how far they have overcome huge adversity in their lives, is helpful. Young people’s sense of self-efficacy is enhanced by taking responsibility and making decisions. Initiative is the ability and willingness to take action, including action to stop abuse occurring. Children and young people facing adversity are in a stronger position to deal with it if they are able to take the initiative in finding ‘creative’ responses. This sometimes combines with a strong sense of responsibility towards others such as siblings. Faith and morality can be described as ‘a belief in a broader value system which can help the child to persist in problem solving or in surviving a set of challenging life circumstances. A sense of coherence in their experiences gives the child a feeling of rootedness; the conviction that life has meaning and an optimistic focus’ (Daniel, Wassell and Gilligan 1999. Trust is believing in or relying on another person or thing. In order to trust others, you do not need to love them but you do need to experience them as reliable, feel respect for them, value them and not expect them to betray your confidences. Attachment is ‘an affectionate bond between two individuals that endures through space and time and serves to join them emotionally’ (Klaus & Kennell 1976, quoted in Fahlberg 1994). A secure attachment relationship creates a secure base from which a child feels safe to explore the world. Many looked fter children whose primary attachment figures have been unsupportive or unpredictable are able, fortunately, to find other attachment figures. In fact, one sign of resilience in children is the ability to ‘recruit’ caring adults who take a particular interest in them. This could be a neighbour, friend’s parent(s), teacher, child minder, relative, mentor or befriender, foster carer or, of course, residential worker. The concept of a secure base originally related to the security provided by a dependable attachment relationship. However, in the context of looked after children it has developed a wider meaning i. . the provision of a consistent and stable place to live and continuity of wider relationships which then allow the maintenance or development of attachment relationships. Where placement moves are absolutely unavoidable, strenuous efforts should be made to maintain continuity in other aspects of children’s lives. Meaningful roles: Such roles include proficiency at academic and non-academic activities at school, sporting prowess, part time work, volunteering, caring for siblings, and domestic responsibilities, provided they are not excessive. Such roles are likely to have a positive effect in several ways — they can be beneficial in providing a sense of positive identity and a source of self-esteem, they may act as a source of pleasure and hope or distract young people from the adversity they are experiencing in other areas of their lives. Autonomy means the ability to make decisions. Young people who are autonomous know that it is OK to make mistakes and that you can learn from mistakes. They take reasonably well calculated risks. Autonomous children and young people are good at self-regulation — they gain increasing control over their own emotions and behaviour. Identity: Young people in care have a deep need to know and understand who they are, where they belong and to whom they are important. They may need help to find these answers. Children and young people’s ethnicity, religion, culture and language form part of their identity. Preservation of their background and culture helps to create continuity and a secure base; it is also a legal right. Young people, who have good insight into their own difficulties, including a realistic assessment of their own contribution and the contribution of others to those difficulties, are more likely to be resilient. Young people who are able to recognise benefits, as well as negative effects, from severe adversity are likely to be resilient. Insight helps people to take appropriate actions and make appropriate choices. It is therefore linked to self-efficacy and to initiative. Humour is the final building block of resilience. It can help young people to distance themselves from, and therefore reduce, emotional pain and it can also help them make and sustain relationships — humorous people are usually popular people.

Related Literature of Peer Pressure Essay

In the book â€Å"All American Girl† by Meg Cabot, Samantha Madison, a sophomore artist-to-be, is an outcast in John Adams Preparatory School and has only one friend, Catherine, who unlike Sam, craves to be part of the ‘in-crowd’ or the popular in the school. Many other teens today also crave to be part of the popular crew in their school and they would do almost anything for it. In another book entitled â€Å"Queen Bees and Wannabes† by Rosalind Wiseman, it talks about a girl who just transferred to a new school in America and how she finds a way to fit in with the so called ‘Queen bees’ of the school and how it eventually leads to cat fights, lies, gossips and fake apologies. Typical girls today always want to be the popular girl that everyone stares at when they walk in the hallway. They would change anything and everything about them just to fit in. Even change their hair, clothes and attitude. â€Å"Thirteen† a 2003 drama film, a thirteen-year-old girl that was a victim of peer pressure turned to drugs, alcohol and self-mutilation for help. She cares less about her studies and continuously becomes more impulsive. She becomes a criminal and a drug addict. This is rampant in the world today for both boys and girls. They think that it is â€Å"cool† to do drugs and have sex and steal to fit in and be popular. These are the main problems in teens today and it’s mostly caused by peer pressure. In a Pizar animated film entitled â€Å"Nemo† the young fish was kidnapped because of peer pressure. He tries to impress his friends and things got worse as he was placed in an aquarium. Now his dad, is practically afraid of the ocean, goes to a cross-ocean adventure battling many trials with his mentally disabled friends.

Current Issues in Law and HR Course Work Essay

Organizations are considered to be the most incentive, social arrangement of today. It’s considered a marvel to know that thousands of people with individual backgrounds, skills and interests are coordinated into various organizations, so that they can pursue their common institutionalized goals and objectives. The historians of the future see today’s organizations as the greatest achievement of our time and era. For example biogenetic engineering have had some breakthroughs. The Apollo mission to the moon was made possible by the organization called NASA. Even on day to day basis organizations play an important role in our lives. The water we drink to the food we eat or the clothes we wear all comes from different kinds of organizations Human resource is defined by many companies as a combination of the administrative functions with the performance of the company’s employees and their relations along with the company’s planning. Human resource basically develops mostly from industrial and organizational behaviour. The major function that are included in HRM are recruitment, selection, training and development, orientation, placement, separation, career planning, performance appraisal, salaries and wages, incentives and gain-sharing, benefits, services and security and employee relations and assessment. The term human resource basically refers to the people of the company. The manager of the company engages in HR because the HR activities and tasks are considered to be an important part of the company. It basically helps the company to achieve the goals and the objectives that are set for them by the management. As you all know that human resource activities also make a large contribution to the company’s success in many ways but the HR activities mostly support the strategies of the organization. The HR department basically exists to support the managers and the employees of the company and to pursue the company’s goal or objectives (Werther & Davis 1996). The major challenges that would be faced by the organization are as follows: – †¢ Population-growth challenges †¢ Global Competitive Challenges †¢ Unemployment Challenges †¢ Social Responsibility Challenges †¢ Medical, Food, Housing Challenges †¢ Unknown Challenges †¢ Ethical Challenges †¢ Workforce Diversity Challenges The objectives of the HR department are based on societal, organizational, functional and personal goals. It is known that the objectives of the company are not formally stated that is they are not in the written form. The objective of the human resource management not only reflects the intention of the middle and top management but also balances the challenges that are faced by the HR department. Objectives are basically considered as benchmarks against which the actions can be evaluated. The human resource objectives not only reflect the intention of the management but also balance the organizational challenges, the HR function and the people who are affected by it. If the company fails to succeed in its objectives it would harm the company’s profits, performance and even the survival of the firm. As we know that there are four objectives that are common to the HR management. The objectives are as follows: 1. Organizational Objective: which basically recognizes that the HR management exists and it contributes to the organizational effectiveness. The HR department basically exists so that it can help managers of the company to achieve the objectives and goals of the company. HR management only supports the managers with the human resource issues. If we put is simply the HR department only exist solely to help assist the rest of the company. 2. Functional Objective: which basically states that this objective solely exists to maintain the department’s input at a level that is considered relevant to company’s needs. A relation exists between the objectives and the HR activities and they are appraisal of the employee, placement and assessment of the employee. 3. Societal Objective: this objective shows that the company has to be ethically and socially responsive to the needs and challenges of the society while the company minimizes the negative impacts of such demands on the organization 4. Personal Objective: shows that the HR management helps assisting the employees in achieving their goals and objectives. And these goals enhance the individual’s contribution towards the organization. To achieve these goals the HR department help the managers of the company to obtain, maintain, utilize and retain the right amount and types of workers. The objectives of the employees must be met otherwise the employees would not be motivated, retained and maintained by the HR department of the company. And the employees would neglect their jobs, voice their complaints or maybe leave the organization for a better opportunity (Werther & Davis 1996). It is not necessary that all the organization can meet the HR objectives every time. Some sort of trade-offs do occur that stops the company in achieving the stated goals and objectives. When the objectives are net by the department, they make a huge contribution towards the organization’s and employees needs. And with the help of these objectives the managers are able to see the kinds of activities that are needed to be carried out and why. There is a relationship that exists between the objectives and the activities of the HR. For example, for the societal objective the supporting activities would be legal compliance, union and management relations and benefits of the employees. For the organizational objective the supporting activities would be HR planning, employee relations, selection, training and development, appraisal, placement and assessment. For functional objective the supporting activities would be performance appraisal, placement, assessment and development of the employees. And for personal objective the supporting activities would be training and development, performance appraisal, placement, assessment and compensation of the employees. The HR activities are considered as actions that are taken by the department to maintain a workforce balance that is considered as appropriate to the organization’s needs. For example, small companies who do have the HR department have small budgets and small staffs therefore the HR department of such companies only focus on the activities that they consider are important for the company. The functions or activities that are considered important for such companies would be planning, recruitment, and wages and salaries of the employees. The functions that are performed by the HR department of the organization are as follows: – Planning is the first activity that is conducted by the department. Planning can be defined as the systematic forecast that determines the company’s future and the demand and supply of the employees that would be needed by the organization. HR planning is also known as employees planning which helps the HR department and other managers of the company to develop staffing plans so that they would go along with the strategy of the company. it is important that the company is staffed with the right amount of people so that the strategic operational and functional goals of the company can be met. It has been realized by a lot companies that the HR plans are very important if the organization wants to have strategic success. For example, companies like Nokia and Apple it is important to have strategic plans because it would help the companies by developing new products and introducing them as quickly as possible in the market. It is only possible when the company is staffed with the right kind of people. Without the right people strategy based opportunities would be lost to a better staffed organization like Motorola and IBM (Werther & Davis 1996). Recruitment is one of the important activities of the HR department. Recruitment is mostly concerned with attracting and finding individuals who are capable for employment. The recruitment process begins s when the new recruits are sought and this process ends when the applicant submits and application. People who find new recruits are called recruiters. The process of hiring is faced with some limitations like costs, incentives, job requirements, policies of the company, environment conditions, insufficient and scarce resources and EEO legislation etc. Recruitment is done in two ways 1) internal channel which includes job posting program and departing employees 2) External channel which includes advertising, walk-in and write-ins, employee referrals, state employment agencies, open house, international recruiting, temporary help agencies and leased employees etc (Recruitment Process) Selection is one of the activities of the HR department. Selection is defined as a process that is based on specific steps that are used to describe that which individual should be hired. This process starts when the individual applies for the job and it ends when the final decision is made by the management of the company. the selection process is also faced with some limitations like EEO legislation, Workforce diversity and external prohibitions etc. ( The Selection Process). The selection process is based on eight steps and these steps are as follows:- †¢ Preliminary reception of applications †¢ Employment tests †¢ Selection interview †¢ Preference and background checks †¢ Medical tests †¢ Supervisory interview †¢ Realistic job preview †¢ Hiring decision Orientation, Placement and Separation is considered to be an activity of HRM. Orientation can be defined as when the new recruits are given an overview of the company on the first day of work. The orientation program of the company is based on the following goals 1) the pride of belonging to the company 2) creates awareness about the company’s business 3) emphasize on customer focus and service 4) helps to reduce the concerns that are related to the job 5) helps with development of a team member and 6) helps to establish personal growth etc. Placement can be defined as the work activities that are assigned to a new employee. The role of HR department here is that to advice the managers of the company about the rules and the regulations and it also provide counseling to the employees. Placement is based on 3 classes 1) promotion, transfer and demotion. Separation can be defined as a decision where the individual and the company must part. Separation process starts either the employer or the employee. The role of HR department is to find a method which is satisfactory for conducting a separation in such a way that it reduces the harmful factors that might affect the company. Training & Development is concerned with that placing the employees in a job does not give the company the surety that the individual would be successful in his or her job. Training and development programs are considered important for all the employees. The distinction between training and development is that training is for now and development is for the future. For example at Corning Glass there are a lot of learning opportunities that range from skilled orientation training to seminars that deal with development issues, they basically help the managers to face the issues that might arise in the future. The employees of the company are not bothered that the class is intended for training or development. It is only concerned with whether the program has helped the employees and the organization or not (Training and Development). Training and development are based on the following steps: – †¢ Need assessment †¢ Learning principles †¢ Program content †¢ Training and development objectives There are some challenges that are faced by HR department due to training and development. For example cost effectiveness, desired program content, learning principles and appropriateness of the facilities etc. The role of HR department over here is that it helps to prepare the individuals for future job responsibilities. And it also attempts stops the employees from obsolesce, work force diversity, technological changes, affirmation action and employee turnover etc. (Werther & Davis 1996) Career planning is one of the activities of the HRM. When the department is doing career planning it is mostly concerned with whether the company’s training and development programs has helped the employees with promotion chances or not. A couple of decades ago career planning was seen as an individual’s problem but now career planning is seen as the HR department’s problem. The HR managers and specialist see career planning as a way to meet the internal staffing needs. The involvement of the HR department in career planning is increasing everyday due to its benefits like low turnover, satisfies the needs of the employees, personal growth, helps with workforce diversity and decrease hoarding etc. Performance appraisal is one of the major activities of HRM. Performance appraisal can be defined as evaluating an employee’s current or past performances relative to his or her performance standard. In this competitive world companies require a high performance so that they can become dominant leaders in their perspective markets. And at the same time employees also need feedback on their performance so that it can act as a guide for their future behavior and responsibilities. There are some challenges that are faced by the HR department regarding the performance appraisal like legal constraints, rater’s biases regarding the employee based on halo effect or personal prejudice or even cross cultural biases etc. It has been vied been viewed by the experts that when there is poor performance throughout the company it creates huge problems with the human resource management activities(Grote &Grote 1996). Wages and Salaries are concerned with compensation. Compensation can be defined as something the employees receive in their return of their input to the organization. Without proper compensation the employees of the company would leave and it would be difficult for the company to hire new recruits. The result of pay dissatisfaction can harm the productivity of the company and can also harm the quality of work life as well. There are some challenges that affect the compensation plan like wage rates, union, constraints by the government and equal pay etc. ( Salary and Wages) Security, Safety and Health is considered a challenge for the HR experts that how to comply proactively with the minimum costs for the organization and to provide with the minimum of costs for the organization and to provide the greatest of benefits to its employees, whereas in the area of employee security and health companies have taken a proactive action. It is the role of the HR department to face the challenges that arise overtime. The HR is usually faced with 2 kinds of challenges: 1) Internal challenges which are also the organizational challenges. Internal challenges for example would include union, information systems, organizational conflicts between the company and the employees. 2) External challenges are those problems that exist due to the changing environment and the management has no control over it. Change in the company’s environment actually evolves at different kinds of rates. External challenges would include workforce diversity, technology, economics and government. The HR department has to follow 4 steps so that they can overcome the external challenges. They are as follows: – †¢ Monitor the environment †¢ Evaluate the impact of the challenges on the company †¢ Take proactive measures that is implement approaches that would help the company to achieve its goals †¢ Obtain and analyze the feedback. It is the role of the HR department to achieve a balance between the trade-offs of efficiency and effectiveness. For example when jobs are under specialized the job design may be simplified by decreasing the number of tasks and if the job is over specialized the number of job tasks can be enriched and expanded by the human resource department.

Why longhouses are beneficial to college campuses Research Paper

Why longhouses are beneficial to college campuses - Research Paper Example perfect gathering place on college campuses where people from different cultural backgrounds could learn with each other, and deepen the native programs within colleges. Longhouses are a platform for supporting indigenous arts. The Evergreen State College in Olympia intended to build a longhouse that would serve as both a social facility and a public service center with the aim of supporting indigenous arts. The longhouse would serve as a multipurpose facility that can serve cultural, community, and educational functions. The primary vision for instituting a multi-purpose facility in college campuses is to provide a platform for hospitality and service for people from different cultural backgrounds. If people in learning institutions learned to stay together, they would elevate the levels of education by creating and maintaining conducive learning environments. As a public service center, the longhouse would promote indigenous arts and cultural exchanges through education, creative expression, cultural preservation, and economic development. The Evergreen State College received a $325,000 grant to build the longhouse to support the following program s; Colleges have been committed to expanding Native programs and faculty. Longhouses have provided a program where the Native focused programs link undergraduate and graduate native students. The Evergreen State College’s case has underscored the need for longhouses. The Native focused programs enable students from different cultural backgrounds

Operations Management Essay Example | Topics and Well Written Essays - 250 words - 1

Operations Management - Essay Example Higher rates of employee contentment are directly proportional to lower turnover rates. Therefore, keeping employees in the firm satisfied with their careers should be at the top of the priority list of every employer. While employee empowerment and its upsides are well-known facts in management conducts, economic drop downs seem to cause employers to ignore it. Operations managers of most of the organization observe and scrutinize performance data frequently and create challenging yet reasonable targets for the organizational campaigns. Evaluation softwares are used by some of the most efficient managers to check employee performances. In a survey by â€Å"Glassdoor† Google Inc. has been declared as the company with the highest employee satisfaction and productivity for the year 2013. The secret of such an achievement lies in the fact that the company empowers its employees to venture into fields of their talents (Reed, 2013). Google shares rose sharply, from less than $500 a year ago, the stock traded in nearly $600 since mid-July, near to its record high of $707 a share as in 2007 (Schepp, 2013).. It is evident from this fact that Google Inc.’s success in the share market is a productivity marker that may be correlated to the high levels of employee empowerment practices that the company follows Every company requires a system to scrutinize their employees’ performance based upon parameters like employee attendance, projects undertaken, and reviews by immediate superiors etc. Several software tools are available in the market that can help individuals working on performance reviews to visualize and comprehend the data correctly and hassle free. Database tools achieve goals that many Chief Information Officers (CIOs) would like to match: Taking key data for business side or external customers and offering it in an attractive, appropriate way on the internet (McLaughin, 2013). Software vendors like InetSoft

Blackberrys Social Scope as a Business Tool Research Paper

Blackberrys Social Scope as a Business Tool - Research Paper Example This papaer stresses that the initial ubiquitous team that developed the app, in the beginning made it as a mobile application. The project began under iPhone backing but switched to Blackberry because of background processing. This allows the user to monitor, as well as report, their tweeter feeds while continuing to use other apps on their platform. In business, the background processing allows the user to access their emails, browse information they do not understand, check on stock markets, and read their business Facebook and Twitter messages. These messages are pulled for viewing each time one switches back to using Social scope. Given Blackberry’s fundamental utility as a messaging device, the vibrant half-VGA display and QWERTY keyboard completes a two-way device for communication. This report discusses that the app also ensures that no delay is experienced when receiving Twitter messages, which can be crucial in an organization that relies on information. Social scope ensures that all recent messages are displayed on the screen. The entrepreneur does not require their app be left open in order to receive messages, and they do not require to re-login. The messages are just present when required, providing immediacy for the organization’s PR department. Red Robin Gourmet Burgers introduced their new burger line last month and turned to social media. Using Social scope to foster connections also allows companies to match the skills of employees working. for them across the world who, otherwise, would have found it difficult to communicate in between their work schedules. It has become especially valuable for business entities built on acquisition where the managers in the various divisions are not acquainted to one another. An American supermarket chain su ch as Shaw in Boston, has utilized Social scope for this purpose