Comparison and Contrast of three essays Essay

We all know that education is one of the most important things in human life. A person needs to be educated in order to have a good future ahead of him. However, there are people who are less fortunate when it comes to education because they cannot afford to come to school. Today, learning is not a matter of gift to share but a wealth for some because they use education to gain money and not the aim of education for people. Because of these scenarios, some people hide their feelings of guilt and pity through text – some of them are Nock, Vetter, and Mitchell.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Nock’s perception of education in his article entitle â€Å"The Disadvantages of Being Educated† is opposite from the dictation of the society that education will lead to a better future. For Nock, education will lead to dissatisfaction of man. If a man is educated, he will search for more and would not be contented in what he has. He will continue to ask for more even if he has a good status in the society; he will seek for more fame and richness. Therefore, he would rather not be educated and live a simple and normal life rather than having a well-educated mind but not contented with everything.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Vetter’s perception of writing on the other hand in his article entitle â€Å"Bonehead Writing† is odd. He used to observe people who want to learn how to write a good text, letter, or even a good paragraph because he perceived that writing is innate and not something that can be learn for it is very hard especially for less fortunate and uneducated people. Once a person survived in a writing class, it is like surviving its life in the forest. For him, whether you take minutes, hours, or days of writing, it will still be senseless if you do not have the capability or the â€Å"gift† of writing.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In the article of Mitchell, he showed the true meaning of hunger – not the hunger of stomach but the hunger of mind. Many of the people in America is illiterate, though it is a first world country, there are still people who are uneducated that are unable to read and write. This kind of situation made him feel uncomfortable because America is known for being the first world country. However, he focused his attention to the problem of educators because they are the one who took place and authority in teaching and educating the people preferably the students.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   These three authors of the said articles have different attack in their writing but their similarity is their purpose in their essay. All of them want to impose the needs and present situation of education not only in the United States but in the whole world as well. Nock relates his essay to the uneducated or less educated people because his attack is for educated people, it is a bias perception of the author towards the uneducated people can somehow help but not as always. Vetter’s attack focused on the needs of writing. He wants his readers to feel the incapacity of some people in writing. Through his ideas, his aim for change is not thoroughly established because he made the article too light to handle and because of this, readers would take it as an entertainment than being an educated article. On the other hand, Mitchell is the most serious writer of them all. Mitchell focused his full attention to the real situation of the world, though he wants to focus on America’s problem, it also relates to the problem of different countries. Mitchell’s attack towards the educators and other factors do not make a problematic argument because he delivers his perception and notion of hunger in a factual form.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   As a whole, they delivered well what they want to utter to the readers. They are different attacks but their aim are similar from one another, one of them bought entertainment while educating the readers, one takes the situation in academic environment with a light scenario, and one is serious in what he state. All of them made a revelation of what is happening, but the problem is that they do not state the possible solutions to the problems they have encountered. Reference Name. (date). Title. Publisher

Citizen Kane †innovative techniques Essay

Citizen Kane, a classic American dramatic film, is considered to be the ultimate classic masterpiece and the world’s most famous and highest rated film, as it is ranked the number one best film of all time. It was the first movie Orson Welles, a theatrical genius, co-wrote, directed, and produced at only an age of twenty-five years. The subject of this movie is the life of Charles Foster Kane, known as Citizen Kane, which is played by Welles himself. Dating back to 1941, Citizen Kane set a high standard for the art of cinematography as it made cinematic advances and technical innovations on many fronts. A new style of film making was created with innovations varying from the use of deep focus technique, camera positions and angles shots, story telling and aural techniques. The most innovative technical aspect of Citizen Kane is the extended use of deep focus technique which is considered to be the most significant contribution to cinematography. This technique allowed him to photograph backgrounds with as mush clarity as foregrounds, as opposed to having only the people and things in the foreground in focus. Such a technique is noticed in the scene where Kane’s parents are filmed discussing his future while he’s seen through the window in the foreground playing outside in the snow. Deep focus makes possible for the film maker to showcase overlapping simultaneous actions, where the mise-en-scà ¨ne becomes more significant since the physical environment in which the film takes place should be then taken into account. Besides, is it important to note that the cast members that Welles’s had chosen for his film had never made a movie before and were all classically trained theatrical actors. Their theatrical background played an important role and had an impact on the success of techniques like deep focus, since actors were placing themselves firmly in each scene. Moreover, another unorthodox method used in the film was the low-angle shot. This technique tends to elongate a person or object, making him or it seem more important. They were used to display a position facing upward, thus showing ceilings in the background of the scene. Such camera positions and angles were important in Citizen Kane, since they had artistic and psychological effects. That technique gives an added power to the person on the screen, which turned out to be Kane for most of the scenes. It  intimidates the viewers since they found themselves in the inferior position of looking up. In fact, it is that excessive use of those shots that bent Kane and made him grotesque to our responsiveness. In addition to that technique, we have witnessed in the film several scenes which depict characters moving across rooms, and having the floors and ceilings moving with them. This unusual technique tends to dehumanize the characters by plunging and reducing them to some ornaments in a shifting or moving architecture. Welles also carried over creative storytelling techniques, from flashbacks to techniques that relate successive episodic sequences. What is meant by the latter is the making of adjacent scenes on a same set, but having the characters changing their costumes and make-up during the cut in between the two scenes. In this way, the following scene would be taking place in the same location of the previous one but at a time long after the previous cut. On the other hand, flashbacks were greatly used in the film: telling Kane’s life story entirely in flashbacks was another innovative approach to storytelling. Other types of cinematic advances are the aural techniques, which were definitely related to Welles’s experience with sound from radio. Sound effects were intensively but skilfully used in the film to create moods and emotions, such as the cold echo heard at the monumental library, in the scene which put on view the reporter and the daunting librarian. In addition to mounting the potential of sound as a producer of moods and emotions, we witness in Citizen Kane a remarkable aural innovation, known technically as the lightning-mix, which is used to link between different scenes via related continuous series of sounds or phrase. Here, the continuity of the soundtrack, not the image, gives a smooth seamless narrative jump between two different scenes. To illustrate that technique, we can recall, in the beginning of the film, the scene where the guardian of Kane, who was still a child, wishes him a â€Å"Merry Christmas†, after which we suddenly jump to a shot of Kane, fift een years later, hearing â€Å"and a Happy New Year†. In addition, Welles had many others innovative techniques such as the use of  glasses and mirrors which can be seen through out the movie, to enhance the effect of the movie. We can recall the last scenes of the film where Kane is left alone, where in one of the scenes; he passes in front of a set of mirrors in the background of the set. Besides, Welles’s use of lighting and shadow was impressive, having camera set-ups designed to frame characters in the oblique angle of light and shadow created by their environment. Finally, we cannot but admit that Citizen Kane introduced Hollywood to the inventive, creative and productive potential of cinematic techniques. All the department of visuals, special effects, sounds and screenplay shows innovative techniques. The art of filmmaking was immensely affected by the technical brilliance of Orson Welles. Bibliography http://en.wikipedia.org/wiki/Citizen_kanehttp://www.sparknotes.com/film/citizenkane/section2.rhtml

ECBs decision and alternative policies Essay Example | Topics and Well Written Essays - 2250 words - 1

ECBs decision and alternative policies - Essay Example Mario Draghi who is the president of the European Central Bank made the announcement that the bank’s governing council had plans of launching an initiative of asset backed securities which will but financial assets from banks and other investing institutions. This scheme will assist banks to sell bundles of assets including loans to companies and mortgages to the ECB, and even though the full details were not disclosed immediately, there is likelihood that the bank will commit a lot of Euros to this. The main idea is that the banks will develop a will to make loans to the real economy if they are able to package the debt into newer securities and consequently sell them to the ECB. This essay seeks to explain the decision that was taken by ECB concerning interest rates while at the same time analyzing the alternative policies that the bank could have considered. The ECB has two main objectives with the key objective of the two being to use monetary policy to maintain stability of prices (Kaltenthaler, 2006, p. 127). The bank has a set goal for an inflation rate that is acceptable, which is below zero every year and this is among the ways that the ECB is different when compared to the US Federal Reserve that has more flexibility in the establishment of permissible inflation rates. Another dissimilarity between the two banks is the fact that the ECB emphasizes more on transparency and making the investors aware of its intentions. The inflation target being the main goal for the bank has created a key source of criticism for the bank and numerous people believe that this main objective is too narrow and should encompass other equally important goals like the achievement of full employment. Further, the lesser objective if the ECB involves supporting the general economic policies that affect the Eurozone. This means that the bank attempts to make sure that the stated goals of the European

Debates on obamacare Term Paper Example | Topics and Well Written Essays - 1250 words

Debates on obamacare - Term Paper Example According to this act, approximately 44 million Americans are currently unable to access health insurance. The aim of Obama care is to help this people get health insurance by expanding Medicare and Medicaid. From this sense, the Universal Declaration of Human Rights is the motivational factor behind this document and not the American Constitution (Pipes 29). The Act established that every citizen has a right to Health Care as a public good, not an asset and thus the U.S health care system must aim at fulfilling the following principles. Universality where each American has the human right to access health care and accountability as the first priority in the responsibilities of the U.S government. Equity, which provides that all the benefits and contributions be distributed fairly to develop a system that favors everyone (Pipes 45). Reasoned arguments for government programs to ensure that everyone has access to affordable health care Utilitarianism provides that promotion of welfare is  the most important, and that the society should be organized in such a way that would best obtain individuals' well being. It justifies the huge redistribution of wealth to the poor. Futilitarians do not consider historical facts to be important, but their influence on justice verdicts are derived purely from what the future holds for people. Utilitarianism gives equal weight to the interests of each individual, so that burdens may be placed on the one with greater benefits. To shy away from this fact is to give more priority to the lesser important issues at the expense of the greater ones, which is to treat the former citizen's interests as more essential as compared to the latter's. To them, justice calls for equal concern for everyone, which in turn requires the kind of weighing and balancing between a life’s applied by the prudent person in accepting a current cost for the sake of a greater, future benefit (Pipes 48-9). From a utilitarian view, Obama care is a ben eficial policy since it is an improvement of earlier laws and it is aimed at increasing the total utility and happiness in the state. In earlier years, the American government did not provide that insurance companies justify the rise in prices, which was a huge opportunity for private companies to exploit citizens and charge very high premiums for insurance policies. The new law of Obama care will ensure that the government implements its "exchange option," subsidize health insurance for a number of them, and require insurance companies to announce publicly and justify any increases to premiums of over ten percent. This will enable a closer look into the operations of the actions of a company, leading to reasonable prices and a higher quality of health care providers. Apart from decreasing the prices, Obama care will offer more extensive and accessible Medicare and health care to those people who could not afford it in prior times. If health care is made available to many people, th en there will be a possibility of regular health care that will bring about happiness and utility. As much as a libertarian would consider that Obamacare restrict the freedom of American citizens and thus is no better than the earlier law, which put forward that the unhappiness of the minority would

#5 Research Paper Example | Topics and Well Written Essays - 500 words

#5 - Research Paper Example In the generic business level strategies, New York Times Company can be positioned as a leader in cost efficiency. The organization has a good and wide reputation in the industry. Therefore, it enjoys some internal efficiency that would see it have a margin that would maintain above average profits. Moreover, the internal efficiency would be instrumental in sustaining the cost to the clients since it would attract customers to purchase the product. The organization engages in standardizing the product in order to have generic goods that are satisfactory to a considerable number of clients and offer it at the lowest price. This generic strategy has been an essential tool for the company in the industry considering it is quality level. The New York Times Company offers its products at the industry’s average prices, and this has enabled it gain the share of the market. The New York Times company business problem originated from its failure to use online services earlier enough than its competitors. It is, consequently, sensible for the company to implement integrated cost leadership and differentiation strategy. This strategy is new and hybrid and had gained more weight and popularity especially in today’s increased global competition (Janice, n.d). In essence, the organization can utilize this strategy to position itself and enhance its ability to adapt faster to the technological changes. In addition, this strategy would be a more efficient core competency in the product line. It would also be useful in producing products with differentiated characteristics that are treasured by the customers and providing the product at a lower cost in comparison to those of its rivals. The airline industry is one industry in which companies have to adapt in order to earn profits continually. In this industry, it is inevitable to charge high ticket prices so as to make profits. The Southwest Airlines confronted this challenge by marketing itself as a cost leader. The

Shift manager report Essay Example | Topics and Well Written Essays - 500 words

Shift manager report - Essay Example At the restaurant, planning plays a vital role in ensuring that there should not be a deficit of either services or anything important. A manager should make sure that the staff has roles to ensure specialization. Specialization helps in ensuring each department does not stroll behind. Specific people have specific duties. Specialization is the process in which certain group people produce certain goods and services only. Specialization at the restaurant improved quality services offered and saved more time. Problem solver A good manager should be a problem solver. Managing a restaurant contains problems that are hard to solve as sometimes subordinates engage in an argument with a customer. It brings the dilemma to the manager as either to favor the staff or the customer. Favoring either of the parties results in disagreement or loss. When the manager favors the staff, then the customer gets a negative opinion about the restaurant and leaves never to come back. However, favoring the customer, bring about disagreements between the manager and the staff. A good manager should be able to bring the two parties together. A good manager should command respect A manager should not beg for respect from the subordinate staff or the customers at the restaurant. The working methods and decisions undertaken by the manager should be enough to demand respect from both parties. The manager should be serious in his or her work to show his commitment and great efforts in the restaurant.

Information based decision making Assignment Example | Topics and Well Written Essays - 2500 words

Information based decision making - Assignment Example Again, to retain the competitive position in the market, companies have to analyse the strategy used by its competitors and thus respective changes should be made in ones business strategy. With growing inter-relation in all these factors, the decision making process is getting complex day by day. In the contemporary business environment, the management is hardly left with time to conduct an in-depth analysis while making a decision. Therefore, the management prefer to use an information based decision making model. These models make the process of decision making more systematic and transparent. One may argue that such information based methods of decision making requires a lot of managerial time and effort. However, in the era of information technology one can easily extract required data from the central database and using the computer, complex calculations can be done within fraction of minutes. On the contrary, management can also determine beforehand all the possible negative c onsequences if the decision taken proves at any point of time. In the below give section, information based decision making concept as well as some of the commonly used models will be discussed in-depth. Nature of data and information The success of an information based decision making process highly depends on the quality as well as on the authenticity of the data used. Therefore, while developing the decision based information model, attention should be devoted towards nature of data and information to be used. Generally, while deciding about the nature, one should understand the core reason for which the data will be used. It means the nature of data should be finalised after considering the final use of the result derived from it. For example, if a company is developing an information based decision making process for its new project, then it will prefer to collected financial information to check the cost incurred in the production process. Again, quantitative as well as qualit ative data regarding the operational activities will be collected and used to analyse progress of the project. There are certain other factors that need to be ascertained while finalising the nature of data. The team that developers the decision making model should be conscious about authenticity and reliability of the data. A small little alteration in the data can disturb whole of the decision making process. For example, if the data regarding number of units sold in a particular region gets distorted (either willingly or unwillingly), it will effect whole of the marketing decision making model. Considering the wrong data about the sales figure, the marketing manager will provide a misguiding sales forecast for the next month. On the basis of this wrong forecast, the production department will set its schedule and it will pass this information to the purchase department to supply the required material. As a result the schedule of the purchase department will also get disturbed. In general, whole of the monthly schedule of the organisation will get disturbed and

Diabetes and Evidence Based Nursing Research Paper

Diabetes and Evidence Based Nursing - Research Paper Example As the discussion highlights dozens of methods exist for keeping staff nurses informed. In order for a nurse to be competent in diabetes nursing in general practice, he/she should have the necessary knowledge and skills required. A competent nurse should be able to identify whether the patient has a blood history of diabetes that has not been controlled by the administration of oral drugs, and or, if the patient’s blood glucose levels were over 300 for the fasting plasma glucose (FPG) test or with the random plasma glucose test . The nurse should measure blood glucose and determine how much insulin is required, administer insulin according to the results of the blood glucose test performed, help patients commencing insulin develop management techniques within guidelines and access secondary care specialist services when needed. The nurse should as well demonstrate clear knowledge of the pathophysiology of diabetes. It is also important for the nurse to be able to monitor patie nt’s progress and management of their condition, appropriately help patients achieve self management of their diabetes condition, make proper clinical referrals within the practice, have enough and appropriate material for patient education, initiate discussion to provide necessary advice to the patient when required to, provide psychological support to patients and their families, have an organized objective approach for the diagnosis of diabetes according to protocols, use results of the diagnosis for the treatment and incorporating patient preferences in the process.

Compare and contrast components and purposes of Information Technology Essay

Compare and contrast components and purposes of Information Technology (IT) and Information Systems (IS) in organizations - Essay Example Web servers, codes that manage the server, storage facilities, information transfer facilities, and many others are examples of information technology which when combined forms an information system. This paper focuses on the components and purposes of information technology and information systems in an organization (Stair, 2011). Components of an information system include hardware, software, data, procedures, and people. For instance, each system needs people for its functionalities and maintenance. In most cases, people are not part of the system but they contribute to either its success or failure. Procedures are the rules and policies that guide in the operation of the information system. These procedures are implemented using information technology techniques in form of lines of code. For example, web-based systems’ procedures implemented using programming languages like PHP and other styling and scripting languages. These languages are the technologies that make up the se information systems (Stair, 2011). In addition, data as used by programs for processing to produce information used in the systems. These data is stored in disks until needed by the system. The process of storing and the tools used to store are the information technologies while the system that extracts the data from these storage devices is the information system that manipulates the data. ... Software is another example of information systems component. Computer programs and manuals supporting these programs are the software in a system. These programs give instructions to the interaction of hardware components of an information system to process data to produce useful information. In an information system, these programs are stored in a disk and installed in a way that the hardware can detect and use them. They control the interaction of hardware parts in the processing of information, for instance and operating system is software that controls the whole functionalities of the system and coordinates the hardware components for functionalities. The programs are lines of code written using a certain specific technology based on the required functionality of the system. Some technologies includes, java programming language, PHP, C#, visual basic and many other languages used to write these commands which forms a software (Reynolds, 2010). Furthermore, information system is composed of hardware that is the machineries and the computers. Hardware components include displays, keyboards, storage disks, printers, scanners, chips, and barcode readers among many others, which are the tangible parts of an information system. These hardware tools made using different technologies and when combined together they form an information system with specific functionalities. The execution of data triggered by either a program or people through hardware and processed using both the software and hardware in a system the communication between hardware and software controlled by the operating system (Mahr, 2010). Information systems have different purposes in a firm, for instance, some are for communication, data management, inventory

The Real Chocolate Company Inc Essay Example | Topics and Well Written Essays - 3500 words

The Real Chocolate Company Inc - Essay Example With almost 300 chocolates in the portfolio and a further 100 turned out on special occasions like the Valentine’s Day, the company has achieved a marvelous feat of targeting every segment of the gourmet chocolate market. Â  The company’s success is determined by the quality and strange enough the quantity of the product. With a gamut of popular proprietary recipes of its own, the company has positioned itself in the US market with unparalleled success. Its use of the best ingredients and chocolates has led to the current wave of demand for its caramel-coated apples, truffles, toffees, and fudges among others which include even a range of sugar-free sweets. The company has been marketing a health-centric line of products to the health-conscious customer. Â  According to the National Confectioners’ Association (NCA), retail confectionery sales reached $ 28.9 billion in 2006 in the US while retail chocolate sales surpassed $ 16.3 billion in the same year. The gourmet chocolate consumption is about 10% of the total and was worth $ 1.3 billion in 2005. Multinational chocolate marketers like Master Foods USA, Nestle USA Inc., Crafts Food Inc. and Ferrero USA Inc. have captured a sizeable market for each while upcoming firms like RCC Inc. has been dependent on the innovation-related strategic strength. Such strategic initiatives necessarily require a shift in both internal and external operational policies. Â  Business strategy encompasses a series of other segmental operations that themselves can be regarded as sub-strategies within the holistic process of overall business strategy. For instance, operational or production strategy and marketing strategy are all part of the business strategy of the company.

How the organization should select, recruit, train Essay Example for Free

How the organization should select, recruit, train Essay SUMMARY The following report consists of a guide on how the organization should select, recruit, train and make the most out of the new HR mangers. In addition, it is composed of an introductory program welcoming the graduating managers, takes into account the training needs and methods and the monitoring of employee performance to judge whether or not employees are satisfied and know the goals of the organisation. Furthermore, the career development allows for the opportunity for managers to revaluate their self-confidence, as well as career paths for an improved future for employees. Finally, we will talk about strategic management and the methods of consistency for employee development and the techniques managers need to know. By utilizing these procedures the company will facilitate the training of the new managers. INTRODUCTION In a growing number of organisations human resources are now viewed as a source of competitive advantage. Even the public sector has gradually moved from rules and regulations based HRM approach to a more values-based approach, which understandably has resulted in increased focus on accountability. There is greater recognition that distinctive competencies are obtained through highly developed employee skills, distinctive organisational cultures, management processes and systems. This is in contrast to the traditional emphasis on transferable resources such as equipment. Human Resource Management (HRM) is concerned with the acquisition, development, utilisation and accommodation of human resources by organisations. Increasingly it is being recognised that competitive advantage can be obtained with a high quality workforce that enables organisations to compete on the basis of market responsiveness, product and service quality, differentiated products and technological innovation. The new HR managerial positions aim to complete these needs and achieve high consistency of the HR practices that are vital for the organization. 1. HRM-AN IMPORTANT ASPECT Firstly, it has to be buried in mind that HRM is a very important function within the organization. An effective implementation of HR procedures means a good investment in both the employees and the managers, line and senior ones. Human Resources is a key element for the organization and through the effective implementation of the procedures that will be carried out through a certain strategy, the organization actually achieves its objectives and becomes more devoted to quality and improvement. By following these procedures the organization can gain more loyalty, dedication and flexibility, and in the same time employees, due to this commitment, can broaden their learning horizons and feel more need for improvement. HRM is the key to the future, when effective and continuously improving people will have been considered as an organizations main competitive advantage. It is the group of procedures and activities that bring the right person in the right place. The new HR managers have to be selected and trained in the best way possible. Their decisions and actions in the future will play a big role in the companys future development. 2. SELECTION- RECRUITMENT TECHNIQUES Making the new managers more HR consistent implies that the managers have the proper skills for this job and can achieve the organizations objectives. A whole new selection technique should be carried away and adjusted to the HR needs of the company. This means that the factors affecting which of the candidates will be selected and recruited, will consist of the vital HR procedures and activities The new candidates should be aware of all the skills that are required, but also should know every detail of what the job of the HR manager involves. 2.1 Job profile Through an effective job analysis the organization could avoid extra costs for re- advertising the positions, re-training costs and could reduce labor turnover. The job description should include all the skills, the abilities and the knowledge that are required for the managerial positions. It has to be made clear that the new vacancies that the company offers include clearly HR procedures and the knowledge of HRM theory and extended aspects of HRM is crucial. The new vacancies aim to give solutions to problems related to the staff of the company. This implies that the skills involved in the new vacancies include team working and development. To obtain a reliable job description, the company could ask some HR experts, which are members of the organization, to create a job analysis that will include all the above elements. The job description should include the title HRM manager and as said before, it should also include the main HR tasks. 2.2 Person specifications Labor turnover could be reduced in low levels with a clear person specification. The job advertisement should consist of demanding HRM skills and more specifically skills that are related to team working, socialization, influence over others; intellectual capacity and smart way of talking. It should also include information about the company, its environment, its culture and some compare with competitors. The vacancy should be advertised through means such as newspapers and agents, but more importantly the organization should approach universities and colleges and advertise the vacancy there. The new managers should have a high level of education and be specialized in HRM. Obtaining references for the new managers could be limited to university sources. The course plan that the graduates have followed should be parallel to the job demands. The application form is an element that should be carefully designed for the specific demands of the new HRM vacancies. It is the first step in identifying who your most suitable candidates are and what skills each one holds. It should contain fields about education qualifications, with specific reference to modules that the graduates have attended. Some questions about physical condition in comparison to some tests for drugs and health condition will be desirable. 2.3 Interview plan When the selection process has been completed and it is clear which of the candidates qualify the basic demands, the next important step is the interview. The whole process should be designed very carefully and in a way that will make it more reliable. The interview is the organizations first approach to the candidate. This interpersonal exchange of information allows not only the candidate become more familiar with the organization and its objectives, but also the organization itself with the candidate. The flow of information from both sides has as a result a precise evaluation of both parties. The steps that follow comprise the essential structure of the interview. Step 1 Get prepared for the interview. Find the right place and make sure it is comfortable and friendly, so that the interviewed will be feeling relaxed and outgoing. Distinguish who the interviewees will be and provide them with information regarding the interview plan and a description of how the process should be completed. A panel interview is suggested as the most reliable one. The interviewing team can consist of up to 10 people, but the process should be approached carefully or else the candidate may feel uncomfortably when being bombarded by questions from 10 people one after another. There may be also a clerk to take notes and an equal opportunities adviser to ensure that all procedures are followed. The interview team can be separated and complete 2 interviews per candidate, to ensure that there is absolute agreement between the interviewers. Before the interview begins all the relevant documents, especially the application form of the candidate should be read carefully and some bullet points can be made for each candidate. This way when the candidate will be interviewed the interviewee can bring in mind some skills of the first and can make additional questions. The nature of the measurement of the candidate should be agreed before the interview. This can be carried out by a points system based on how closely the candidate meets the skills that were stated in the job description. Step 2 After the preparation the interview can be opened. Opening is a very important part. It sets the tone of the interview process. Before the interviewee starts with the questions, a short introduction of the staff and the company should be made for the ice to brake and the candidate to feel more comfortable. A very important element of the interview is listening. Apart from the introduction and the questions, the candidate is doing most of the talking. The interviewees should let the candidate talk as much as possible so that they can draw a better picture of them. It is crucial that the candidates are asked for HRM skills. Moreover some key questions relating to HRM theory could be a good aspect of evaluation. An example of question would be how the candidate perceives the concept of HRM. Another one would be on how they believe that staff can be improved and leaded effectively. There are some key points that should be carefully treated during the interview. First, the interview should be structured and it has to be made clear what it is trying to elicit. The organization needs 10 new graduates for managerial positions in HR functions. This has to be buried in the mind of the interviewees and should make them evaluate the candidates according to their HR skills. The questions should be agreed before the opening of the interview and they should be prompted and followed-up through a controlled procedure. Finally, it has to be examined that all the measures of the Equal Opportunities Act have been addressed. It is crucial for the organization not to neglect the law. Equal opportunities should be given to all candidates irrelevant to ethnic group, sex or religion. The new managers can be trained only by people who respect laws and do not make discriminations. Both the Race relations Act of 1976 and the Sex Discrimination Act of 1975 should be taken into account. Step 3 The final stage of the interview plan involves the summation of the data and the closing of the whole process. The organization should give the opportunity to the candidate to ask some questions. This way it can be made clear if the candidate is really interested for the vacancy and in combination with the recorded data a clear and precise evaluation can be made. A lot of attention should be given in the recording of the data. The important issues discussed should be taken down into paper and some notes about the behavior of the candidate during the interview, can be complementarily made. Above it is mentioned that there will be 2 different groups of interviewees that will question the candidate. The first group will be the one to ask the candidates about their skills and questions related to the application form. The second group will test the candidate in a workplace simulation. During this procedure the candidates will have a brief group meeting, where they will be tested in a case study situation. The candidates will be assessed The organization should follow these steps in selecting the appropriate candidates. As mentioned again right people in the right place is the key function of HRM. Introduction is a crucial point in the selection and recruitment process. If this process is effective and the evaluation is 100% reliable there will be no need for staff turnovers and moreover the organization will have found the most suitable people for the new managerial positions. 3. INDUCTION PROGRAMME After the selection procedure is finished and the new managers have been selected, a series of training and development techniques should be implemented so that the organization will meet the demands of HR which are characterized by lack of consistency. The induction programme is a key aspect of the Human Resource Department. Primarily, it is the first time the new manager and the organisation come in contact after the relationship of employer and employee is established. Before the actual training program, the induction process should ease the arrival of the new manager by being supportive of their needs, well structure and last but not least co-ordinated. The aim of the induction process is to familiarise the inexperienced manager with the organisation and its surroundings. Therefore, their anxiety of entering the new organisation is dispelled as fast as possible. Likewise, this process assists in inducing the organisation culture. This principal operation is not only critical for managers working for the first time but also for employees with prior experience. In addition, after this process has been successfully completed, it will help the managers in associating them with their colleagues and superiors. All personnel want to feel acceptance by the colleagues. Additionally our induction programme will be consequential in bringing about sufficient teamwork. Consequently, a system of communication exists in the environment. In order for the company to obtain less disruption amongst its new managers and the existing employees, they should be fully and functionally integrated in the company and their own department. It also makes the manager comfortable at another level. By touring the premises, the prospecting managers are facilitated by knowing about various departments and their location. It will state to them the dos and donts of the organisation. It will show them where the canteen is and where the cloak is. It is at this stage of the welcoming process that training specialists come in hand. Their responsibility is to plan, organise, and direct a wide range of training activities. Trainers conduct orientation sessions and arrange on-the-job training for new employees. Planning and program development is an important part of the training specialists job. In order to identify and assess training needs within the firm, trainers may confer with managers and supervisors or conduct surveys. They also periodically evaluate training effectiveness. A brief outline of the companys history should be included as a supplementary guide in directing them to the set of values and mission statement of the company. They inform them about the range of products and their functions (including a demonstration) as well as a brief summary of the organisations main suppliers and target customers. By introducing the new managers to the firms handbook, they will learn about the benefits, plans concerning holidays and sickness and the companys rules, disciplinary procedures and the payment of wages. During the course of the induction programme, emphasis should be placed on both individual and group training. Each new manager should be aware of how of how to handle circumstances that require problem solving. They should be proficient in either acting alone or as part of a group. Another component of the induction programme should be that the aspiring managers are well equipped with a computer program, which the organisation will provide immediate feedback to any problems that may arise, so as to generate communication for managers both with their employees and superior managers. They should possess both simple skills (the application of spreadsheets) and complex skills (functioning of pilot simulations). In conclusion, they should also occupy the skills for electronic learning. This may involve interactive Internet-based training, multimedia programs, distance learning, satellite training, videos and other computer-aided instructional technologies, simulators, conferences, and workshops. 4. TRAINING Having successfully accomplished the induction programme the determined managers should head to the training program. Training is fundamental to the selection process in judging whether or not your managers are capable in their positions. Training and development managers as well as specialists should conduct and supervise training and development programs for all its incoming employees. Increasingly, our management should recognise that training offers a way of developing skills, enhancing productivity and quality of work, and building loyalty to the firm. Training is widely accepted as a method of improving employee morale, but this is only one of the reasons for its growing importance. Other factors include the complexity of the work environment, the rapid pace of organisational and technological change, and the growing number of jobs in fields that constantly generate new knowledge. In addition, advances in learning theory have provided insights into how adults learn, and how training can be organised most effectively for them. Each and every one of the ten managerial graduates should appreciate the fact that training helps rank-and-file workers, by discovering which individual is most specialised for each job and division. Furthermore, training simplifies this process by placing all trainees in every single job to analyse which individual is most suited for each job. What is more, it maintains and improves their job skills (they may set up individualised training plans to strengthen an employees existing skills or even teach new ones) and possibly prepares them for jobs requiring greater skills. Training methods include on-the-job training (such as the program for the current training method). Schools, in which shop, conditions are duplicated for trainees prior to putting them on the shop floor, hence providing for them enhanced situations. Taking that into consideration, the managers will also recognise that superior quality, swift productivity and the minimisation of labour costs due to the fact that the specialised person for any job will produce output at a faster rate and therefore more will have been produced at a lower cost. Some companies have set up leadership or executive development programs among employees in lower level positions. These programs are designed to develop potential and current executives to replace those retiring. Trainers also lead programs to assist employees with transitions due to mergers and acquisitions, as well as technological changes. Managers should be taught how to be more open-minded and should be social and friendlier towards their employees. So that in turn, the employees will feel closer towards the company and especially their managers. This way, employees will be able to express their problems in a clear manner to their managers. In addition, managers should offer their help and advice to employees so that they will equally feel more satisfied and more importantly feel equal to their managers and all other staff. By helping one another the employees will feel as though they play a fundamental role in achieving the companys objectives. Moreover, they will feel more content and thus more focused on performing their best. Therefore, maximum output by each employee will be achieved. The training process that should be carried out for your new managers is that upon selecting them they should be placed in a room to watch a specified videotape presenting them with the Human Resource basics. Moving along, they should attend lectures and take an active part in seminars. Both of these steps will need an inspired speaker in order to keep them concentrated and focused on their roles. An improved technique in communicating with the managers in these lectures and seminars are visual aids such as videotapes and slides. However, for the process to be complete and moreover essential, the company should encourage their inexperienced managers to ask questions so that they can fully comprehend the information represented to them and feel adjusted in the company. Then they should be taken inside the corporation and to put their recently acquired to practice by observing real working procedures and more significantly take part in talking to the employees themselves and sharing the wealth of experience and knowledge they have. On a final note, they can also help them with obstacles they may have in their duties. From this whole experience, they will learn that the aspects of Human Resource Management are to work effectively as a team and to treat employees fairly. A recommended form of training is role-play where individuals act out a role with others in the group. This process is especially beneficial to the instruction of the managers as they can recognise most of what they have done. More relevantly, it will be highly practical in the course of the training. Another aspect of role-playing is that managers may further develop their inter-personal skills and will associate more with their colleagues and feel more open towards each other. 5. PERFORMANCE MANAGEMENT Performance Management is a systematic and data-oriented approach to managing people at work that relies on positive reinforcement as the major way to maximise performance. Performance management is necessary for the success of any type of corporation due to the fact that it takes into account the talent, knowledge and skills of its managers-and then helps them improve their qualities. It is intended for anyone who manages the performance of others. Whether you are a first-time work leader or an experienced supervisor, manager, program director or department chair, performance management will provide your company with useful information with respect to the managers conditions. For performance managers, this changing environment offers many new challenges and opportunities. Performance managers and their employees are increasingly being asked to become generalists who step outside of traditional narrowly defined job descriptions in support of team objectives and goals. These changes are resulting in the development of new approaches to human resource management. The performance management process provides an opportunity for the employee and performance manager to discuss development goals and jointly create a plan for achieving those goals. There are a couple of steps that managers must learn to keep staff orientated and what is more, to stay thriving, be profitable and have linkages to customer engagement. In the first place, you must identify the employees individual strengths. You must position that individual to perform a role that capitalises on these strengths. When we refer to strengths we are referring to a persons ability to provide consistent, near-perfect performance in a given activity. We believe that, when selecting employees, companies have spent far too much time and money focusing on the skills and knowledge of employees and not nearly enough on their talents, which are the basis of strength and success. You must find a way to engage these talented employees. Again, there are many ways to do this for instance by paying them more, provide more generous benefits, but these are low-character solutions. The only way to engage talented employees successfully is to select and develop remarkable managers. Grand managers can select the best people, set accurate expectations for them, motivate them, and develop them. Companies that are unable to create this kind of environment will loose not only in terms unsatisfied employees but equally, sales and their customer base. They will loose more talented people than they keep. They will miscast, over-promote, undervalue, and otherwise misuse those talented employees who do stay. Lacking talented people in the right roles, these companies will have to revert to less robust routes to performance. Pressed by high character competition, these routes will serve these companies poorly. In the end, lacking great managers to keep it on the right path, these companies will loose. So, in order to avoid becoming one of these companies the organisation must rely on managerial excellence in finding talent and the human resource department in selecting the right managers for this part. Apart from those benefits, it also allows for discussion about job performance (the new managers should conduct an annual performance evaluation) with the employee and provides feedback on strengths and improvements needed. Development plans should contribute to organisational goals and the professional growth of the employee. The performance management process begins with analysis and description of the job. The performance manager identifies essential functions in the job description and the strategic mission and goals of the department or organisational unit. Standards of minimum acceptable performance are developed for the position with the employee. Additionally, standards for performance, which exceeds expectations, may be set to encourage the employee to strive for even better results. Performance should be evaluated based on changes over a period of time. The new organisational theory emphasises a focus on decision-making and accountability at the level where the work is done, the graduates should be qualified in making sound decisions and be liable for their own actions. Similarly, the organisation should develop a service culture that rewards team performance, and the integration of its operations should exist so that communication between departments is accelerated. A proposed performance management system helps in monitoring and documenting employee performance and provides opportunities to develop or enhance employee performance. We would like to state that in order to adhere to the firms mission statement and its objectives, the new managers should be instructed upon the use of disciple amongst employees. Managers should be aware of the fact that appraisals should be objective, quantitative and outcome-oriented assessments, which will, in sequence, assist the employee to develop and provide mentoring, coaching, and constructive feedback. Most managers like to think that if they are effective, they will not have to discipline employees. Unfortunately, the need to do so does crop up. The primary reason for knowing how to discipline employees is to enable the manager to quickly stop undesirable employee behaviour and guide employee work patterns back within acceptable norms. Discipline is also important for several secondary reasons. One secondary reason for disciplining is that discipline problems do not correct themselves. When discipline problems are ignored they tend to get worse rather than better. Another secondary reason for terminating behaviour problems is that they invariably lead to other problems which are potentially more dangerous to the manager. These other problems include morale problems, performance problems, control problems, and even other discipline problems. On the other hand, an effective manager who solves discipline problems starts a different cycle. The benefits to the manager are in the form of good morale, performance and control, and thus recognition from higher levels for a job well done. This manager will get the next available promotion. In closing, an annual or periodic HRM audit check will allow a firm to proactively identify and correct employment-related problems before they reach a critical stage of paralyzing the firms business operations. 6. CAREER DEVELOPMENT When people lose sight of their career goals, they often lose confidence in their own ability and commitment to their manager. In turn, the newly acquired graduates should be competent in dealing with their employees and knowing how to evolve their career prospects and how to comfort them and reassure them that they can actualise their careers according to their individual talents and dreams. It is due to these principles that career development is another mandatory aspect of our departments to teach the new managers. There have been a number of significant changes in the field of management development over the last decade. Organisational structures have become flatter and management development needs have consequently changed. Career development is currently focused on being highly responsive to the changing needs of the organisation, as well as those of the individual. Similarly, the needs of managers in small businesses will be different to those in more mature, hierarchical organisations. The arriving managers should keep in mind that there is less emphasis on formal, structured training programmes and a shift towards more informal and flexible development options. There is now a much greater emphasis on self-development and continuous learning. The professional managers should take advantage of the fact that international assignments are becoming more and more typical parts of a managerial career owing to the ever-increasing pace of globalisation in the world today. As an outcome, cross-cultural leadership competencies are required within international companies, meaning that managers must have concise communication with their employees and be distinguished in preparing reports for their superiors. The culture of an organisation can be positive and supportive, or threatening and destructive. Our career development culture should help address the momentous issues of productivity, competitiveness, affirmative action, and succession planning. It will additionally support people in redefining their talents and realising the full potential of their jobs. Managers should play a key role in creating a career development culture. Managers seldom do performance appraisals properly because they are afraid of their workers and the workers are virtually paranoid about the slightest negative note on their files. In order for our company to have the cutting edge, our new managers must be honest with the employees. A better way is to organise a system of mentor ship, in which, managers ease any tensions that may exist between the employees and the employer. A managed career development culture can pay great rewards to an organisation and the people working in it. Employee development is important to the success of the individual as well as to the company as a whole. Through our performance-feedback process, employees are able to create an Individual Development Plan to help them focus their efforts on areas that need the most development so they can improve and enhance their performance. The plan includes goal statements describing what skill, knowledge or experience will be developed, the rationale for why its important to develop these areas and a list of activities that will be done to achieve these goals. Managers should moreover create an Employee Handbook, describing to them their position and value to the corporation. This will be a living document that will be updated and added to as needed and as you grow your company. Coach the new graduates in dealing with performance issues or work habit problems and in parallel demonstrating the ability to conduct employee counselling. Last but not least, it should assist in complying with requirements for governmental reporting. An Employee Handbook will be a living document that will be updated and added to as needed and as you grow your company. While completing and implementing a Career Development Plan can never guarantee success or promotion, increased skills and expertise will improve marketability, both inside and outside of the corporation. The performance feedback process provides the structure and resources for assessing current skills, understanding the companys skill needs, establishing individual goals, and developing an action plan to meet goals and improve abilities. A postal survey of managers in career service organisations showed that, while technical infrastructures for knowledge management are present, managers do not fully recognise the capabilities of the infrastructures that they have. This may be due to poor career development managers. Knowledge management infrastructures are examined in the context of prevailing organisational cultures. In conclusion, one can say that career managements central focus is on guiding its new managers to performing more clearly when they have to aid their employees on problems such as: Where is my career going? What are my contributions to the company? It is increasingly about the need to face and manage change successfully. About securing the future well being of the business and recognising that this may require fundamental change. Management development is also, then, the key to organisational renewal and certainly, it has been used as a lever for change in sectors such as finance, telecommunications and healthcare. 7. HUMAN RESOURCE MANAGEMENTS FUNCTIONS As we are in the dawn of the 21st Century, our campus requires a dramatically different approach to the personnel function, to support the strategic plans implementation, and to help our employees effectively manage the consequences of unprecedented change. As a result, the transition from past practices to new ones will require a very different vision for the personnel function. The Human Resources function must serve as an active, strategic partner in the University community by providing services and a competitive compensation/benefits program to help attract, retain, and motivate a highly-talented, committed, and diverse workforce. The HR staff must exhibit sensitivity, judgement, and appropriate flexibility, as well as promote fair and equitable treatment of all employees. Furthermore, amongst other functions of human resource management should incorporate promoting a campus culture that respects and values all employees. Additional functions include: * Communicating honestly and clearly with the campus and its employees. * Focus on people, eliminating bureaucratic red-tape going on for decades now. * Utilising the full potential of the human resources to the firms advantage. * Maximise resources by utilising technology to its fullest extent to improve efficiency, effectiveness, transaction processing and overall service. * Offer competitive, market-based compensation and a comprehensive benefits package to our employees. * Recognise and reward performance and accomplishments utilising the Performance Review and Development (PRD) process. * Promote a learning environment with professional development, training, mentoring, and continuing education. * Embrace and promote the principles of continuous quality improvement (CQI). * Collaborate across cross-functional lines (compensation, employment, benefits, and employee relations training). 8. STRATEGIC HRM CONSISTENCY IN HRM PRACTICES Strategic human resource management has been defined as the linking of human resources with strategic goals and objectives in order to improve business performance and develop organisational culture that foster innovation and flexibility . Strategic Human Resources means accepting the human resource function as a strategic partner in the formulation of the companys strategies as well as in the implementation of those strategies through human resource activities such as recruiting, selecting, training and rewarding personnel. Whereas strategic human resource recognises human resources partnership role in the strategizing process, the term HR Strategies refers to specific human resource courses of action the company plans to pursue to achieve its aims. By design the perspective demands that human resource managers become strategic partners in business operations playing prospective roles rather than being passive administrators reacting to the requirements of other business functions. Strategic human resource managers need a change in their perspective from seeing themselves as relationship managers to resource managers knowing how to utilise the full potential of their human resources. It has to be taken into account that the lack of consistency in human resource practices and procedures which has resulted in complaints, is due to, the inadequacy of a current, well-written employee handbook. Therefore, employees are unclear about substantial policies and practices. Employees question their decision to join your firm, they are unsure of basic company information (organisation, history, culture, etc) and they are unclear of their role within the organisation. What we must do in order to ensure that they execute a continuous flow of HRM procedures is realise that they require more supervisory and human resource time to answer questions and concerns. Other methods could insist on the correct conducting of effective and consistent performance appraisals are by the application of standardised performance appraisal forms. A form ensures consistency and completeness of the appraisal. The purpose of a performance appraisal is not merely to comment on past behaviour. Rather, it should be designed and conducted to influence or change on future performance and behaviour and to guarantee that the incoming managers, on a continuous level, regulate the degree of consistency in HRM practices. 9. CONCLUSION The above manual comprises a strategic approach to the organizations HR functions. The suggested steps that are outlined in this report aim to make the organization familiar with how an effective and consistent HR department can work. An effective implementation of the suggested strategy could help the organizations meet its key objectives easier. The new HR managers are expected to bring improvement and quality culture to the organization. The new culture will establish new standards and more commitment from all the members of the company. Learning is a vital factor and its procedures should never stop being updated. The future of the organization depends on the development of its members. Therefore the selection of capable and skilful employees is vital and should never be neglected. REFERNCE/BIBLIOGRAPHY * Armstrong, M and Baron, A (1998). Performance Management- the new realities. * John Stredwick, (2000). Human Resource Management, Reed Educational and Professional Publishing Ltd. * Foot, M. and Hook, C. (1999). Introducing Human Resource Management. Longman. * Munro-Fraser, J. (1954). A handbook of employment Interviewing. Mcdonald and Evans. * Taylor, S. (1998). Employee Resourcing. * Mullen, J. (1997). Starring Roles. People Management 29 May, pp.28-30 * Holbech, L. (1998) Motivating People in Learn Organizations Butterworth-Heinemann INTERNET SITES * http://www.smartbiz.com/sbs/cats/perf.htm * http://www.amtekhr.com/services.html * http://www.otis.com/hr/subcatg/1,2244,CLI1_HRC4_RES1_SCM33,00.html * http://www.bls.gov/oco/ocos021.htm * http://humanresources.about.com/

Airlines Customer Relationship Management Crm Systems Computer Science Essay

Airlines Customer Relationship Management Crm Systems Computer Science Essay During the early 1920s, several small scale airline companies had come up in different parts of Europe but only two of them made it to the top. They were-The Deutscher Aero Llyod and Junkers Luftverkehr. On January 6, 1926, they merged and founded Deutsche Lufthansa AG. Since then Lufthansa has been continuously transforming itself into a competitive corporation with maximum customer satisfaction and modern organizational structure. Deutsche Lufthansa is divided into 2 main divisions: Lufthansa Airlines Lufthansa Systems Airlines comprise of the different passenger airline services like Swiss airlines, Austrian Airlines, Brussels Airlines, German Wings, JetBlue and SunExpress. Systems comprise of various MIS and Software system divisions like Lufthansa Systems, Lufthansa cargo, Lufthansa Technik and Financial Services. (Refer figure 1.) Lufthansa Systems is the major player in the Software systems and provides consulting and IT services to various companies. Companies from different sectors like transport, logistics and industry rely on the expertise of Lufthansa Systems. Apart from developing individual applications, it also provides airlines with integrated platform solutions that help them to optimize their core processes. Its Platform solutions include: The Integrated Operations Control Center (IOCC) Platform for airline operations The Integrated Commercial Platform (ICP) for network management and revenue control The Sirax AirFinance Platform for revenue management The Operations Platform for flight planning and execution The GroundSolutions Platform for check-in and boarding The AdvancedCargo Platform for all cargo processes Customer Relationship Management systems: Any airlines success basically depends on its capability to manage sales, marketing, and to maximize advantages for both from a better understanding of its customers. To achieve this, airline e-CRM models not only provide a comprehensive solution but also contribute towards improving the relationship of the airlines with its customers. An airline e-CRM model is a system made up of various components, different linkages amongst these components, and the dynamics- that can take advantage of the Internet to generate revenue. This is accomplished by building each of the components-value, revenue sources, rates and pricing, scope, capabilities and sustainability-and crafting linkages amongst these components. Hence it enables an airline to achieve an advantage over its competitors. Various softwares and MIS systems not only reduce the manual labour but also cater to the needs of the customers better. A broad classification of all the CRM services provided by Lufthansa includes: Passenger core systems Value added services Passenger Airline Competence Centre (PACC) MultiHost Sales, MultiHost DCS, e-ticketing interlining GroundSolutions Platform, NetLIne, Revenue Integrity. Strategy Vendor, Selection, Migration and Integration, Process Engineering. GrandSolutions GroundSolutions/ Mobile uses SMS dialogues or a mobile website to guide passengers conveniently throughout the entire check-in process. Passengers can use any PC and choose the seats, of their wish from an aircraft-specific seating plan, online. Further they can also print their boarding pass or can send it to a mobile device like a PDA or cell phone. Special check-ins like group check-in or employee standby flights are also integrated in this system. Charter passengers flying with a voucher instead of a ticket can avail this service as well. The system requires the customer to place his ID card or passport on the Check-in machines scanner. Then the flight number and destination for the flight is to be entered. The touch screen helps in entering the personal details. Once the booking is done, it can be confirmed online on lufthansa.com under my bookings. The payment is done via a credit card. GroundSolutions offers other services such as: Up gradation to a higher class Lounge access Reservation of special seats including window seats or exit route seats. This shows that the airline is in complete control of its various ancillary revenue channels. As soon as some change is made in the administrative department, this information is available to the passengers. This includes offering an upgrade to the next class or even a change in the advertisement on the boarding pass depending on the time, location or even the flight number. This has not only reduced the cost and time many folds but has also provided better customer satisfaction by addressing the needs of various customer groups differently. Furthermore, because of the flexibility in the system, the customers can be informed about any kind of changes easily. Key features: On to and return check-ins both possible Selection of the seats by the passengers on an interactive seating plan The e-boarding pass available on the cell phone Key benefits: Passengers have a better control over various processes This satisfies customer needs and increases compliance Paperless check-in proves to be more convenient and time saving Altea Customer Management System by Amadeus: Altea MIS is owned by Amadeus IT Group, the largest GDS (Global Distribution System) provider in the world with an estimated market share of 37% in 2009. Spread over 195 countries, its customers include airlines, hotels, travel agencies, rail and road transport companies. In 2009, 238 million passengers boarded different airlines using Amadeus Altà ©a. Air France and Lufthansa are its major customers. Altea is a new-generation CRM system which addresses airlines key functions like sales and reservations, arrival and departure control and inventory management. Altea reservations Altea inventory Altea DCS Availability, Booking, Fares and pricing, Customer profiles, e-ticketing Schedules management, Inventory control, Seat map management. Check-in, Boarding pass issuance, Baggage management, Flight boarding. Altea enables the customers to manage their booking and ticketing conveniently.it also helps airlines to manage their schedules, seating capacity and the associated fares. The user-interface is further simplified by the preferential use of XML over HTML or SOAP. This minimizes the implementation time and enables seamless connection with any ERP system. The Amadeus Altà ©a service unifies end-to-end IP network using highly reliable components supplying a fully managed business class of service. This allows Airlines and Ground Handlers to access the Amadeus Altà ©a DCS services from airports. The system enables the airlines to share network connectivity at airports to reduce operating costs and to provide a simpler solution. It guarantees access to Amadeus applications with better services and response times than what other airports can offer today. It provides access to best speeds available and is a very flexible system for the entire community of users. It provides different Class of Service (CoS) functionality for assigning higher priority to business critical traffic (e.g. Check-in) and lower priority to non-critical traffic (e.g. back office). The Amadeus Altà ©a CRM System is designed around the following core concepts: Single data source- this eliminates inconsistency of data. Customer centricity- entire information about the customers journey made available Automation and flexibility- Intuitive graphical user interfaces facilitate efficient service Common platform- offers benefit due to the combined input of all the world-leading airlines. Key features: Fully automated ticket availability and booking Higher customer satisfaction Increased staff productivity Faster and more efficient ticketing Enhanced self service options via web or kiosk Reduced cost and higher reliability NiceView : NiceView is an in-flight infotainment system which has been recently introduced by the airlines to make each passengers journey a memorable one. It enables the passengers to experience all the beautiful and mesmerizing scenes as though seeing them directly from the pilots cockpit. The NiceView is a moving map system which provides high-resolution 3-D maps and hence provides information and entertainment at the same time. It further provides an impressing 3-D view of the aircraft at its current geographical location as well as the flight path. On zooming in, high-resolution maps of 1 meter per pixel can be configured which display the entire flight route. The view of the entire route, flight track line, destination airport and the arrival time can be seen in 2-D or 3-D. Current flight data can be obtained from airborne communication links via ARINC-429 (ACARS) or Ethernet (Sat-Com/Broadband) . Virtual flights are also possible between the starting and the ending destinations by typing in their names. Lufthansa Airlines has implemented this software in majority of its international flights. It has also customized the software by including several other options like playing audio or video clips including movies or pre-recorded TV series, sports or political news, information regarding the estimated time of arrival, airport or boarding information or other safety briefings. It further gives environmental information like the estimated temperature outside, weather conditions, time change etc. The system also facilitates language translations as well as feeding and editing of geopolitical data. Working: At the time of take-off, NiceView automatically displays a welcome note on the touch-screen. Out of the several options including route map, movies, audio clips, weather information, news, flight related information and others, the passengers are free to select any one of their choice. High definition video output (HDTV) is also available apart from the standard definition video signals (NTSC/PAL). To support multi-channel and multi-language content around 4 mono audio channels are provided. With the help of touch screen, the passengers can surf various components of the system and can go back to the main or previous menu whenever desired. Further the alignment of the maps can be changed as per convenience and the entire time and route of the flight can be displayed. Any kind of selection of an item can be done via the touch-screen followed by a similar exit. Key benefits: Virtual camera views in 2D and 3D from around the aircraft A virtual flight route Display of movies and audio clips Various geopolitical, graphical and information overlays News and information 2-D and 3-D locations relative to the aircraft Illustrations of oceanographic data Thus all in all NiceView is truly an infotainment as it serves the purpose of providing sufficient information as well as entertainment during the flight. Appendix: Fig 1- Organizational structure of Lufthansa Group Fig 2- Display of Amadeus Altea Fig 3- Route of the flight illustrated in 2-D

Analysis Of The Civil Conflict In Sri Lanka Politics Essay

Analysis Of The Civil Conflict In Sri Lanka Politics Essay Good morning members of the United Nations. I erg you all to see the tragedy of Sri Lanka as it is vital that mediation from you is present during this post war contingency. I wish to inform you of the situation which is occurring in Sri Lanka in deep hope that you will lend assistance to achieve unity and peace. With the danger of being insensitive, it must be stressed that the discrimination experienced by the Tamil people at the hands for the Sinhalese, was not a sufficient justification for the devastation caused by the Tamils terrorist methods. Although the United Nations has developed mechanisms to bring peace within Sri Lanka they have evidently failed as they were poorly coordinated and ineffectively designed. These methods simply aim to bring a sense of normality to effected communities (http://www.undp.lk/). However, this campaign does not stress the imperativeness of peace and encouraging non-violent methods for the Tamils. The United Nations primary function is to render assistance to its members therefore actions to achieve peace by non- belligerent means in Sri Lanka needs to be taken. The departure of the British came with the creation of a discriminative nation governed wholly by the Sinhalese people. The rise of militant Tamil separatist nationalism in the 1980s consequently began the civil war. Here in Sri Lanka, nationalism is viewed as a political struggle of dominant or subordinate groups in core or peripheral regions for the continuation or end of domination and exploitation. The outcome of the Civil War did not give the Tamils their desired separate nation- sate, making loss of life and destruction ultimately pointless. Strong recommendations need to be made to the Tamil and Sinhalese population in order to build peace for present day and the future. The Tamil Tigers should have acknowledged defeat many years ago and for the well-being of the Tamil people, the LTTE should have without a doubt withdrawn their terrorism. Im not dismissing the discrimination and oppression which has been placed upon the Tamils. When the British departed Sri Lanka in the 1940s, the Sinhalese majority took control and governed the recent independent nation. It is to be recognised that this ethnic dispute arose from the British showing supposed favouritism by importing and employing Tamils for agricultural jobs. This preferential treatment was seen by the Sinhalese people as discrimination. Consequently when they gained control the Tamil people missed out on official jobs and university admission (www.cfr.org). This was a drastic reversal of discrimination and undoubtedly caused great oppression and this bigotry still continues in some areas. Although there was minor conflict in ancient times between the Buddhist Sinhalese and the Hindu Tamil people regarding who arrived on the island first, the emergence and radicalisation of Sinhalese and Tamil nationalist politics came as a result of the injustice caused by the Britis h (S.Hassan, 2009). The Sinhalese government failed to pay attention to the hopes and aspirations of the Tamil people. The measures that were made to equalise the nation fuelled large scale anti- Tamil feeling. The Liberation Tigers was formed in the 1980s which fought for the common Tamil desire for a separate nation state to call their own. They assumed the right to have their own, self governing nation on the island of Sri Lanka on the bases that the Sinhalese did not treat them with equality. A marginalised perspective from Mangala Samaraveera, the former foreign minister claims that the Government started registering all Tamils at Colombo on the grounds that they were security threats. He expressed that they were basically naming all Tamils as potential terrorists (www.greenleft.org.au). However many are critical of this sympathetic approach as the Sri Lankan Government is simply protecting Sri Lanka and the countries worldwide. Peter Chalk of Rand Corporation has sufficiently argued The LTTE threatens not only the domestic stability of Sri Lanka but also the security of the international system as a whole (www.lankaweb.com). Activities used by Tamil Terrorists such as movement of refugee, arms transfers and drug trafficking have repeatedly demonstrated potential to internationally cause great disruption during the post-war period and is therefore supporting this claim. This Needless to say, the actual discourse on the present conflict in Sri Lanka is more complex and dynamic that what can ever be truly understood though it is clear the people have faced intense inequity. As unjust as it may appear to some Tamil sympathisers, were these grounds of discrimination enough to start such a catastrophic Civil War? The Sri Lankan Civil War was the result of ethnic conflict between the Sinhalese and the Tamil people and such violent events caused by the Tamil Tigers were demoralizing. The Tamil Tigers initiated a full scale guerrilla war against the Sri Lankan Army by the Tamils secessionist campaign. By the end of the century over seventy thousand civilians were killed. There have been many efforts by the Sinhalese to resolve this conflict yet the Tamils ignored the several cease-fires. In April 2006 it was the Tamil Tigers who withdrew from the negotiations. They went on to invent the suicide belt, pioneered the use of women in suicide attacks and assassinated official figures. The Tamils have staged two thirds of all the worlds suicide bombing which were driven by ethno-nationalism. (S.Hasson, 2009).The assassinations caused by the terrorists were simply daunting, respected figures were murdered such as former India Prime Minister Ghandi, Sri Lankan President Premadassa, many foreign minister s and members of parliament. The most extreme terrorist groups around the world such as Al-Qaida have adapted these murderous methods and notorious suicide attacks. Over fifteen thousand armed combats have broken out and Buddhist shrines have been destroyed. These are just a few atrocities caused by the Tamils in the civil war. Dharmapala, a Buddhist thinker expressed a definitive opinion in his works that the Tamil people have vandalised Sri Lanka, destroyed ancient temples and have nearly annihilated the historic race (K. Stoke 1998). Globally this approach is taken and a press release in 2009 stated, Children returning from school were confronted by LTTE recruiters in a white van with tinted glasses parked nearby. Individual children were cornered by groups of recruiters. Expressions of reluctance by the children were met by the recruiters with severe abuse. (www.dailynews.com). Therefore not only are the Tamils terrorising the Sinhalese the extremism extends to their own youth. The Sri Lankan civil war was initiated by the Tamils and spread immense devastation nationally with their terrorism. The Tamil people did not win this war nor did the hatred that came out of their guns earn them the right to a separate nation-state. The outcome of the war left not only the Tamil people but the whole of Sri Lanka confounded as the Tamil Tigers tactics were unjustifiable and ineffective. The Sri Lanka Civil War came to a bitter end in 2009 and the terroristic tactics employed by LTTE were again not justified and unarguably caused more harm. The war did not eradicate discrimination as they had hoped, instead nationally and internationally the Tamil people were perceived as terrorists resulting in further discrimination. They employed child soldiers and forced their people to fight for something evidently, unachievable. It must be stressed that this war raged for twenty five years and the effects still persists. They have violated the human rights of Sri Lankans and their own people by causing conflict and safety zones. At the end of the war, Tamil official Pathmanathan admitted, It is our people who are dying now from bombs, shells, illness and hunger. We cannot permit any more harm to befall themWe have decided to silence our guns (www.guardian.co.uk). It is clear to see that the Tamil people are suffering even more so as a result of the civil war although the former Foreign minister contradicts this notion as he believed the threat of the LTTE returning has not yet disappeared as the strong Tamil ideologies are still present in Sri Lankan society. I am absolutely convinced that he outcome of the Civil War is a clear reminder that the methods of Tamil Terrorists were unjustifiable and unsuccessful in countless ways. The next step we are faced with is achieving peace within our country. I believe it is of the upmost importance to re-build our country so it is known for its ability to surface from horrendous circumstances. Norwegian Minister for International Development expressed in 2009 that Sri Lanka has won the battle but has not won peace (www.abc.net.au). We owe it to our country to now find this peace with the help of the United Nations. Sri Lankan president shows the UNs lack of assistance when he expressed, Although the UN system has set up mechanisms to deal with many of these problems, the capacity of the united nations to address these challenges effectively has been brought into question(www.abc.net.au). The newly elected government stresses this as it is his obligation to protect his people Tamil or Sinhalese though the support of the United Nations is necessary. It is imperative that the United Nations appoints a respected figure to mediate negotiations. To achieve peace and non-vi olent means for expressing Tamil wishes, the abandonment of the Tamils militaristic approach is vital furthermore the Sri Lankan Government should adopt a strategy that favours political accommodation. There needs to be acknowledgment of grievances on both sides in order to start negotiations. The political party, the Tamil National Alliance need to be supported my all Tamils to achieve greater autonomy for Tamils as a step to one day becoming politically viable enough to develop a separate nation-state. Finally LTTE and the Government need to address the human rights violations that occurred during this civil war and begin to re-establish communities. Peace in Sri Lanka undoubtedly needs to be achieved. The loss of life and bloodshed caused was again inexcusable and therefore peace and amends need to be made of Tamil terrorist acts. The Tamil people are without a doubt terrorists and have continued to cause conflict in Sri Lanka. It is clear the despite the discrimination placed upon the Tamils in the past the Tamil Tigers methods were not justified. It is apparent that the United Nations are desperately needed to persuade the Tamil people to negotiate politically their aims for greater autonomy. These attacks of hatred, suicide bombings assassinations and all the innocent lives the liberation Tigers have taken are unwarrantable. The departure of the British left the Tamils vulnerable and initiated an instable nation full of ethnic conflict. In spite of this, their methods were violent and the twenty five year Civil War can never be erased. Military spokesman expressed, They fought for an Eelam that they could never win. It was only a waste of lives. They have caused massive death and destruction over the years. (www.abc.net.au). So I plead, to the members of the United Nations we must join together and dedicate our effort to preventing terrorism for the greater benefit of Sri Lanka and the Globe.

The Computer’s Positive Impact on Education :: Teaching Learning Essays

The Computer’s Positive Impact on Education Once upon a time there was a teacher and a classroom full of bright and ambitious students. One day a bit of brand new technology was introduced into the classroom. This new technological tool was designed to enable teachers to save time and better instruct groups of students. Students would also be able to utilize this new tool for practicing math problems and spelling words. This new tool is also proven to be very easy to use to compose and edit information on it. In spite of all these wonderful qualities this new advanced technology can bring to the classroom, it was approached with much skepticism. In the early 1900’s, people were concerned and worried about the kinds of problems "the chalkboard" would bring to education! A century later, teacher across the country teachers and students are still successfully utilizing chalkboards in the classroom for teaching and learning. This little story is true and significantly compares to computers entering the education turf. I’m going to take this opportunity to expand on the positive contributions compu ters have and will make in the education field. Computers are having a positive affect on education in many ways. Some of the optimism about computers in education is due to the fact that computers offer diverse collections of resources, variations of media type, increased communications, as well as provision of a records management tool for teachers. The diversity of resources teachers and students have access to through the use of computers is phenomenal. Basically, software and the Internet are the methods used to obtain access to overwhelming amounts of data. The information may be in the form of written material, audio material, games, user-interaction, animation and many more. The Teacher Resource Center (TRC) in Indiana maintains an updated website of teacher resources at "www-ed.fnal.gov/programs/ed_mat_trc.html". Software provides age-appropriate instructional design in the math and science disciplines, as well as in language arts and social studies. Many of these are interactive and/or re-create models of items ranging from complex graphs, historical events, to science experiment labs. Reference libraries are also available on software. There are complete electronic encyclopedia software with color graphics and audio. Information can be printed out, which is convenient for students who are conducting research. Another software area relating to the educational field is pre-school software. Pre-schoolers use computers for "coloring/painting", playing memory games and learning basic letters, numbers, shapes etc.

Movie Review of Donnie Darko :: Film Cinema Movies

Donnie Darko: A Review What comes to mind when you think of a modern adolescent coming of age movie? Is it alienation, rebellion, probably first love? In Donnie Darko (2001), writer/director Richard Kelly employs all of these familiar themes; then he adds humor, witty satire, time travel, apocalyptic prophecy, and a bi-pedal, six foot tall nightmare of a rabbit, who instructs the young and confused Donnie Darko (Jake Gyllenhaal) through haunting visions and an eerie voice that runs through Donnie‘s head. Ok, so maybe this sounds like a plotline lifted straight from the WB's primetime lineup (minus the wit), but Kelly uses these seemingly absurd, unrelated elements to create an amazingly complex and clever story that Buffy could only dream of. Donnie Darko begins with a panoramic, morning shot of a mountain range, setting the stage for a film as wide open as the landscape. The camera pans around, focusing slowly on a distant figure, lying unconscious in the middle of a mountain road. The silence is broken only by soft, sporadic blue notes, echoing from a piano. As the camera draws closer, the figure rises, giving the audience their first glimpse of Donnie Darko. With a chuckling smirk, he picks up his bicycle and heads back home. Immediately, Kelly forces the question, â€Å"Why the hell is this kid lying in the middle of road?† This is the first question that the viewer is forced to ponder and it is definitely not the last. Kelly wastes no time establishing the film’s dark tone. Not even five minutes into the movie, an eerie voice instructs Donnie to â€Å"Wake up.† In a trance, he rises from bed and follows the voice out of his house and to a golf course. He finds the above mentioned rabbit, Frank, who slowly says, â€Å"Twenty-eight days, six hours, forty-two minutes, twelve seconds. That is when the world will end." Donnie's only response is, "Why?" He and the audience will spend the rest of the movie trying to find the answer. And, to make things more complicated, a jet engine (which can’t be accounted for) crashes through Donnie's room while he is asleep on the golf course. When he arrives home, he is faced with yet another question: why did Frank lead him out of his room and save his life? The question you are asking now is, â€Å"How can you possibly call this a coming of age story.† The answer is exactly what makes the film great.

The Different Impacts Diversity Has on an Individual Essay -- Diversit

The Different Impacts Diversity Has on an Individual Diversity refers to the presence of individual human characteristics that make people different from one another (Schermerhorn, Hunt, and Osborn, 2005). Among these individual human characteristics are demographic differences, such as age, gender, sexual-orientation, ablebodiedness, race and ethnicity, and religion. Diversity and demographic differences can impact individual behavior by creating discrimination, stereotypes and prejudices in the work place. The differences that impact individual behavior the most are age, gender, sexual-orientation, and race and ethnicity. Age Differences Ages in the workplace can vary from as young as 16 to ages over 60 years old. This vast range of age differences within the workplace can create discrimination, stereotypes and prejudices among individuals. Such stereotypes and prejudices come from the misperception that as people age, their skills, ablebodiedness, and thought processing deteriorates and they are in turn unable to complete their work as effectively and efficiently as their younger counterparts. According to the United States’ government site for equal opportunity, http://www.eeoc.gov/facts/age.html, setting age limits for employment has become common practice among employers. People over the age of 40 years are at the highest risk of age discrimination, but people of all ages can be victims of age discrimination. The government has created several acts, in which age discrimination is unlawful and not tolerated. In 1967, Congress created the Age Discrimination Act (ADEA), protecting individuals over 40 years old against age discrimination. This act protects both employees and job applicants. Under the ADEA, â€Å"it is unlawful to discriminate against a person because of his/her age, with respect to any term, condition, or privilege of employment—including, but not limited to hiring, firing, promotion, layoff, compensation, benefits, job assignments, and training† (ADEA, 1967). Two other acts that protect individuals from age discrimination are the Age Discrimination Act of 1975 (ADA) and Section 188 of the Workforce Investment Act of 1998 (WIA). The ADA protects individuals of all ages from discrimination when applying for programs and actitivities that receive federal financial assistance, and the WIA protects against age discriminatio... ...dments to the Constitution, anti-discrimination acts, and civil rights’ movements--discrimination still exists. Shirley Chisholm, the first African-American women to win a seat in the United States Congress, once said, â€Å"In the end antiblack, antifemale, and all forms of discrimination are equivalent to the same thing - antihumanism.† References American Psychological Association. â€Å"Answers to Your Questions About Sexual Orientation and Homosexuality.† Retrieved on April 5, 2005 from: http://www.apa.org/pubinfo/answers.html#whatis. Fix, Michael E. and Margery Austin Turner (1998) The Role of Testing a National Report Card on Discrimination in America. Retrieved on April 5, 2005 from: http://www.urban.org/url.cfm?ID=308024. Orfield, Gary and Susan Eaton. 1996. Dismantling Desegregation: The Quiet Reversal of Brown vs. Board of Education. New York: The New Press. Schermerhorn, John R., James G. Hunt and Richard N. Osborn (2003). Organizational Behavior, Chapter 4. New York: John Wiley and Sons, Inc. U. S. Equal Employment Opportunity Commission. The Age Discrimination in Employment Act of 1967. Retrieved on April 5, 2005 from: http://www.eeoc.gov/policy/adea.html.

Genetically modified organism Essay

Introduction Definition: Genetically engineered (GE) food refers to any product containing or derived from GMOs. Most recently, biotech companies have inserted herbicide-resistance genes into wheat, fish genes into strawberries, human genes into fish and pharmaceuticals like birth control into corn. Genetically modified food refers to the origin of food from genetically modified organisms, produced by genetic engineer. History: Scientists first discovered that DNA can transfer between organisms in 1946. The first genetically modified plant was produced in 1983, using an antibiotic-resistant tobacco plant. In 1994, the transgenic Flavr Savr tomato was approved by the FDA for marketing in the US – the modification allowed the tomato to delay ripening afterScientist experimenting food picking. In the early 1990s, recombinant chymosin was approved for use in several countries, replacing rennet in cheese-making. In the US in 1995, the following transgenic crops received marketing approval: canola with modified oil composition (Calgene), Bacillus thuringiensis (Bt) corn/maize (Ciba-Geigy), cotton resistant to the herbicide bromoxynil (Calgene), Bt cotton (Monsanto), Bt potatoes (Monsanto), soybeans resistant to the herbicide glyphosate (Monsanto), virus-resistant squash (Monsanto-Asgrow), and additional delayed ripening tomatoes (DNAP, Zeneca/Peto, and Monsanto). In 2000, with the creation of golden rice, scientists genetically modified food to increase its nutrient value for the first time. Advantages of Genetically Modified Food Figure – Naturally grown food Genetic modification can produce larger, hardier, tastier, and more nutritious foods. For example, Strawberries are sweeter, less acidic flavor; Soybeans have higher protein content, making them more nutritious for livestock and humans. Better production in lesser time, thereby providing food for more people. Have an increased resistance to spoilage with a better shelf life thus can be transported long distances better shelf life. They are potentially non-allergenic. Provides medicine and vitamin deficiency. For instance, scientists have discovered Golden rice containing to support deficiency of vitamin A causing blindness for half of the world population who live on rice. Naturally grown food consumed by a kid Provide more resistance to diseases. Nowadays, plants can be genetically modified to be better able to survive abiotic extremes, such as frosty temperatures, heat waves, droughts, and poor soil chemistries. Provides an increased production of eggs, milk and meat. More economical to the farmer in terms of production of food. Provides improved health of the population and thereby reduces the economic burden. GE Saves the wild animals. Disadvantages of Genetically Modified Food Environmental activists, religious organizations, public interest groups, professional associations and other scientists and government officials have all raised concerns about GM foods most concerns about GM foods fall into three categories: environmental hazards, human health risks, and economic concerns. Environmental hazards: According to the World Health Organization (WHO), there is a very real risk of out-crossing, which refers to the transfer of engineered genes (transgenes) from genetically modified crops to conventional, cultivated plants or to related crop species in the wild. This may happen by means of wind, insect pollination, or other transfer. The foreign genes can cross with and contaminate these other species, resulting in a hybridization of the genetically modified crop plant with a non-GMO plant. This could radically alter entire ecosystems if the hybrid plants thrived. Out-crossing can also have an indirect effect on food safety and security, as the contaminated species make their way into the food chain. Human health risks: Perhaps the number one health concern over GM technology is its capacity to create new allergens in our food supply. Allergic reactions typically are brought on by proteins. Nearly every transfer of genetic material from one host into a new one results in the creation of novel proteins. Genetic engineering can increase the levels of a naturally occurring allergen already present in a food or insert allergenic properties into a food that did not previously contain them. Foreign genetic material in a host can cause other genetic material in that host to behave erratically. One consequence of over expression, for example, can be cancer. Nutritional problems can also result from the transfer.. GM crops have been linked to health problems as diverse as reproductive damage, cancer, Alzheimer’s disease and diabetes. GMO is not supported by many institutions Economic concerns: Bringing a GM food to market is a lengthy and costly process, and of course agro-biotech companies wish to ensure a profitable return on their investment. Many new plant genetic engineering technologies and GM plants have been patented, and patent infringement is a big concern of agribusiness. Yet consumer advocates are worried that patenting these new plant varieties will raise the price of seeds so high that small farmers and third world countries will not be able to afford seeds for GM crops, thus widening the gap between the wealthy and the poor. Conclusion Genetically modified food (GMF) will play an important factor in coming years for full filling the demand of increasing population of worlds as the food productions are not increasing as much as the population. In addition to that, GMF foods are more economical and full of nutrients covering the daily need of an individual which cannot be provide by naturally produced food Though, GMFs have faced some crisis by different institution. Though, we cannot deny it’s important as it can prove to be a life saving option for countries in Africa, which natives are facing malnutrition and protein deficiency. Therefore, GMOs should be seen as an alternative food rather than primary food category unless more research and development in this field is conducted. Bibliography 1. http://www. care2. com/greenliving/health-risks-of-eating-gmo-foods. html#ixzz2c2VlMEok 2. http://www. naturalnews. com/029869_GMOs_dangers. html#ixzz2c2TE1wcs 3. http://www. naturalnews. com/029869_GMOs_dangers. html#ixzz2c2Ss2Bp7 4. http://en. wikipedia. org/wiki/Genetically_modified_food_controversies 5. http://en. wikipedia. org/wiki/Genetically_modified_food.