Major General Winfield Scott Hancock - Biography

Significant General Winfield Scott Hancock - Biography Winfield Scott Hancock - Early Life Career: Winfield Scott Hancock and his indistinguishable twin, Hilary Baker Hancock, were conceived February 14, 1824 at Montgomery Square, PA, only northwest of Philadelphia. The child of teacher, and later attorney, Benjamin Franklin Hancock, he was named for noted War of 1812 leader Winfield Scott. Taught locally, Hancock got an arrangement to West Point in 1840 with the guide of Congressman Joseph Fornance. A person on foot understudy, Hancock graduated in 1844 positioned eighteenth in a class of 25. This scholastic execution earned him a task to the infantry and was dispatched as a brevet second lieutenant. Winfield Scott Hancock - In Mexico: Requested to join the sixth US Infantry, Hancock saw obligation in the Red River Valley. With the flare-up of the Mexican-American War in 1846, he got requests to supervise enlisting endeavors in Kentucky. Effectively satisfying his task, he consistently mentioned consent to join his unit at the front. This was allowed and he rejoined the sixth Infantry at Puebla, Mexico in July 1847. Walking as a major aspect of his namesakes armed force, Hancock initially observed battle at Contreras and Churubusco in late August. Separating himself, he earned a brevet advancement to first lieutenant. Injured in the knee during the last activity, he had the option to lead his men during the Battle of Molino del Rey on September 8 however before long was overwhelmed by fever. This kept him from partaking in the Battle of Chapultepec and catch of Mexico City. Recouping, Hancock stayed in Mexico with his regiment until the marking of the Treaty of Guadalupe Hidalgo in mid 1848. With the finish of the contention, Hancock came back to the United States and saw peacetime obligation at Fort Snelling, MN and St. Louis, MO. While in St. Louis, he met and wedded Almira Russell (m. January 24, 1850). Winfield Scott Hancock - Antebellum Service: Elevated to skipper in 1855, he got requests to fill in as the officer at Fort Myers, FL. In this job he bolstered US Army activities during the Third Seminole War, yet didn't participate in the battling. As tasks slowed down in Florida, Hancock was moved to Fort Leavenworth, KS where he supported in battling divided battling during the Bleeding Kansas emergency. After a short period in Utah, Hancock was requested to southern California in November 1858. Showing up there, he filled in as right hand officer under future Confederate authority Brigadier General Albert Sidney Johnston. Winfield Scott Hancock - The Civil War: A declared Democrat, Hancock got to know numerous Southern officials while in California, including Captain Lewis A. Armistead of Virginia. Despite the fact that he didn't at first help the Republican approaches of recently chose President Abraham Lincoln, Hancock stayed with the Union Army toward the start of the Civil War as he felt that the Union ought to be saved. Saying farewell to his southern companions as they left to join the Confederate Army, Hancock voyaged east and at first was given officer obligations in Washington, DC. Winfield Scott Hancock - A Rising Star: This task was fleeting as he was elevated to brigadier general of volunteers on September 23, 1861. Doled out to the recently shaped Army of the Potomac, he got order of a unit in Brigadier General William F. Baldy Smiths division. Moving south in the spring of 1862, Hancock saw administration during Major General George B. McClellans Peninsula Campaign. A forceful and dynamic leader, Hancock mounted a basic counterattack during the Battle of Williamsburg on May 5. In spite of the fact that McClellan neglected to benefit from Hancocks achievement, the Union authority educated Washington that Hancock was magnificent today. Taken advantage of by the press, this statement earned Hancock his epithet Hancock the Superb. Subsequent to partaking in the Union thrashings during the Seven Days Battles that late spring, Hancock next observed activity at the Battle of Antietam on September 17. Compelled to assume responsibility for the division after the injuring Major General Israel B. Richardson, he administered a portion of the battling along the Bloody Lane. Despite the fact that his men wished to assault, Hancock held his situation because of requests from McClellan. Elevated to significant general on November 29, he drove the First Division, II Corps against Maryes Heights at the Battle of Fredericksburg. Winfield Scott Hancock - At Gettysburg: The accompanying spring, Hancocks division helped spread the withdrawal of the military after Major General Joseph Hookers rout at the Battle of Chancellorsville. In the wake of the fight, the II Corps officer, Major General Darius Couch, left the military in dissent of Hookers activities. Accordingly, Hancock was raised to lead II Corps on May 22, 1863. Moving north with the military in quest for General Robert E. Dregs Army of Northern Virginia, Hancock was called without hesitation on July 1 with the opening of the Battle of Gettysburg. At the point when Major General John Reynolds was murdered from the get-go in the battling, new armed force administrator Major General George G. Meade sent Hancock ahead to Gettysburg to assume responsibility for the circumstance on the field. Showing up, he assumed responsibility for Union powers after a short quarrel with the more senior Major General Oliver O. Howard. Declaring his requests from Meade, he settled on the choice to battle at Gettysburg and sorted out Union safeguards around Cemetery Hill. Calmed by Meade that night, Hancocks II Corps accepted a situation on Cemetery Ridge in the focal point of the Union line. The following day, with both Union flanks enduring an onslaught, Hancock dispatched II Corps units to help in the guard. On July 3, Hancocks position was the focal point of Picketts Charge (Longstreets Assault). During the mounted guns assault that went before the Confederate assault, Hancock audaciously rode along his lines empowering his men. Over the span of the ensuing assault, Hancock was injured in the thigh and his old buddy Lewis Armistead was mortally injured when his unit was turned around by II Corps. Bounding the injury, Hancock stayed on the field for the remainder of the battling. Winfield Scott Hancock - Later War: Despite the fact that he to a great extent recuperated over the winter, the injury tormented him for the rest of the contention. Coming back to the Army of the Potomac in the spring of 1864, he partook in Lieutenant General Ulysses S. Awards Overland Campaign seeing activity at Wilderness, Spotsylvania, and Cold Harbor. Showing up at Petersburg in June, Hancock botched a key chance to take the city when he conceded to Baldy Smith, whose men had been battling in the zone throughout the day, and didn't quickly attack the Confederate lines. During the Siege of Petersburg, Hancocks men participated in various tasks remembering battling at Deep Bottom for late July. On August 25, he was beaten gravely at Reams Station, however recuperated to win the Battle of Boydton Plank Road in October. Tormented by his Gettysburg injury, Hancock had to provide up field order the next month and traveled through a progression of formal, selecting, and authoritative posts for the rest of the war. Winfield Scott Hancock - Presidential Candidate: In the wake of managing the execution of the Lincoln death backstabbers in July 1865, Hancock quickly told US Army powers on the Plains before President Andrew Johnson guided him to direct Reconstruction in the fifth Military District. As a Democrat, he followed a gentler line with respect to the South than his Republican partners lifting his status in the gathering. With the appointment of Grant (a Republican) in 1868, Hancock was moved to the Department of Dakota and Department of the Atlantic with an end goal to get him far from the South. In 1880, Hancock was chosen by the Democrats to run for president. Facing James A. Garfield, he barely lost with the mainstream vote being the nearest ever (4,454,416-4,444,952). Following the annihilation, he came back to his military task. Hancock kicked the bucket at New York on February 9, 1886 and was covered at Montgomery Cemetery in close Norristown, PA.

Chaucer Research Paper Example | Topics and Well Written Essays - 250 words

Chaucer - Research Paper Example These subjects are extended incredibly by the way that the different people in the story originate from an assortment of foundations speaking to the same number of parts of medieval society as he could. This likewise interfaces Chaucer with these different creators as they additionally endeavored to cover a significant number of the fundamental issues that influenced society in their occasions. As he keeps on introducing restricting perspectives through his blended organization of pioneers, Chaucer presents an anecdote about the excursion of religion as yet and what it was proposed to mean for the normal individual. As opposed to being an individual excursion of profound edification, Chaucer recommends that the experience of religion is something that must be imparted to other people and investigated from an assortment of approaches before one can guarantee they have encountered religion. This carries him into specific arrangement with Dante, who additionally centered his work around investigations of appropriate strict conduct. Chaucer’s origination of religion as an excursion shared by numerous individuals is clear in the possibility of the excursion itself, in which all explorers are brought to a similar level in spite of other social developments; the exercises of the excursion as every individual is required to tell two stories as a methods for relaxing; and the exercises learned inside these stories as they are regularly positioned one next to the other with a restricting

Causes of Anaemia in Advanced Kidney Disease - 550 Words

Causes of Anaemia in Advanced Kidney Disease (Coursework Sample) Content: AnaemiaNameCourseProfessors nameUniversity nameCity, StateDate of submissionAnaemiaAnaemia is a condition that results from the lack of enough red blood cells in the body. The condition causes red blood cells to transport less oxygen to the heart and brain leading to malfunctioning of these organs and tissues. The condition is common in people with advanced kidney disease. Anemia begins to develop at early stages when kidney function is 20-50 percent. As the kidney disease advances, anemia also continues to worsen.Causes of Anaemia in Advanced Kidney DiseaseMost individuals with renal failure are anemic. Damaged kidneys do not produce erythropoietin (EPO). Lack of erythropoietin results of reduced number of red blood cell manufactured from the bone marrow. The decreased number of red blood cells causes anemia, which leads to lack of oxygen in the body. Blood loss from hemodialysis, low level of iron, vitamin B12, and folic acid are some of the common causes of anemia in people with kidney disease (Locatelli et al., 2008). Folic acid, Iron, and Vitamin B12 are essential nutrients for red blood cells to manufacture haemoglobin. Haemoglobin is the red pigment found in the red blood cells to help in the transport of oxygen. Inflammatory bowel disease, chronic infections such as diabetes, ulcers and malnutrition are also causes of anemia in advanced kidney disease.Signs and Symptoms of Anaemia in Advanced Kidney DiseaseA person with anemia in advanced kidney disease has signs and symptoms such as, pale skin, general body weakness, fatigue, headaches, lack of concentration, difficulty breathing, chest pain, feeling dizzy and shortness of breath. Once a person has developed these signs, they are advised to seek immediate medical attention (Hrl, 2013). Heart problems are some of the complications of anemia in an individual with advanced kidney disease. An irregular heartbeat or fast heartbeat hinders the flow of blood in the body. Muscle enlargement of the heart prevents the heart from supplying the body with enough blood.Diagnosis of Anaemia in Chronic Kidney DiseaseDiagnosis is based on taking the medical history of the patient, carrying out a physical examination, and blood sample tests. A health care provider should first check the skin color of the patient while taking the medical history (Locatelli et al., 2008). A physical examination requires the health care provider to examine a patients body by checking the skin color. Blood samples can also be used to determine a complete blood count to diagnose advanced kidney disease bya measuring the type and number of blood cells in the body.Management of Anaemia in Advanced Kidney DiseaseManagement involves the use of the Erythropoietin, iron, Red Blood Cell Transfusions or Vitamin B12 and Folic Acid Supplements control anemia. When managing anemia, the first step should be to raise low iron levels. However, the use of iron pills is not efficient in patients on hemodialysis (Pa gels and Hylande...

Themes Of Racism And Poverty - 1495 Words

Racism and Poverty By focusing on racism and poverty in the black community, there are elements of both themes in August Wilson’s Fences, Alice Walker’s â€Å"Everyday Use,† and Gwendolyn Brooks’ â€Å"What Shall I Give My Children.† By critically evaluating the main characters in each piece, elements of racism and poverty are identified in all three texts. All three of these texts show the hardships blacks experienced and how they suffered. In Fences, â€Å"Everyday Use,† and â€Å"What Shall I Give My Children,† there are themes of racism and poverty in black America. Wilson’s Fences offers real insight into a father’s refusal to look past previous racial discrimination when he must counsel or advise his son on a career path. In this case, Troy, the father, tells his son, Cory, to abandon his dreams of becoming a professional football player because Troy faced discrimination as a baseball player decades earlier. Troy’s inability t o understand how progressive race relations have changed the fabric of racism in society is important since it tells the reader that Troy’s refusal to accept the improved nature of race will ultimately hinder and damage his son’s ambitions and hopes of pursuing what he loves most in life, in this case, football. Troy is locked in his old ways much like Mama is in Alice Walker’s short story â€Å"Everyday Use.† The characters in all three pieces are poor and must struggle to survive. William Darity tells us that poverty will always be with us. He even asks if we â€Å"canShow MoreRelatedExamples Of Racism In A Raisin In The Sun1672 Words   |  7 PagesAfrican-Americans have experienced racism since the 1600s and throughout American history. However, not many books have been able to display the ethnic ignorance that white people have towards blacks. 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The Political System Of The United States Essay - 1364 Words

For over a century, the American presidency has been controlled by the two major parties as no third party has broken through to win a presidential election. In fact, from the point of view of the two major parties, the third parties contending for the presidencies have been nothing but nuisances, taking votes away from the parties that legitimately have a shot at the presidency. However, as historian Richard Hofstadter said, â€Å"Third parties are like bees: once they have stung, they die.† Hofstadter explains this by stating that â€Å"major parties champion patronage not principle.† Third parties are movements that quickly â€Å"sting† and influence American politics dramatically before fading away, leaving behind a two-party system. Though third parties have historically not had much success in presidential elections, they remain important statements against the established two-party system, introducing key ideas and representations into the political system ; they symbolize a change as outsiders against the establishment. However, third parties ultimately continue to struggle because of certain inherent legal and practical constraints. This has led to the introduction of an outsider candidate such as Trump who knows how to harness the discontentedness of a third party but chooses to run for one of the two major parties rather than the third party. It is clear that third parties in presidential elections have had minimal success. Third party candidates throughout history have failedShow MoreRelatedThe United States Political System935 Words   |  4 PagesThe United States political system is dominated by an intense battle for power. 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Change Management Portfolio

Question: Discuss about theChange Management Portfolio. Answer: Compare and Contrast Different Types of Interventions. When it comes to change management, all types of interventions are related in one way or the other(Adrian, 2009). For example, the effect of affecting change about technology, this will not only be limited to the working environment of a group or to the hardware and the physical environment. It will also look at the way that employees are going to improve their interpersonal skills; this is concerning where people sit and the kind of disruption that will be in the new regime(Armstrong, 2012). The other areas of intervention will also look at other interrelated issues in the organization. This is because, no matter the organisations. There will always be different levels of functionalism to look at. One is the individual group function and the other is the organizational function. When it comes to the organizational functions, one usually looks at the targets of change about the level of organisations that is mainly affected(Blake, et al., 2012). Another example related to the one is on conducting some techno structural interventions which will affect grounds and individual. For example when discussing the return to work formula, the others may only affect primarily on the total organisations which the other will one look at the structural design of the change. According to Blake, et al. (2012), several interventions will focus on people in the organisations and the ways in which they can accomplish goals in those organisations. The change processes will look at areas such as problem solving, communication, leadership and group decision making in the organisations. These types of interventions are usually incorporated when looking at programs that incorporate people within the organisations and procedures that they need to follows to accomplish goals in the or ganization. In addition, the intervention chosen should be deeply related to the history of the organization. It needs to represent the earliest change programs that characterize organisations direction. This can include areas such as meetings and the T-group. The Human process interventions usually come from social psychology and psychological disciplines, it will also look at applied fields of human relations and group dynamics. Human resource management that apply these types of interventions will usually look at the values that these interventions hold to human fulfilment and the expectations that organizational growth will be improved. This will also be realized when there is evidence of functioning human resource processes. In Adrian (2009), the writer also discusses human process interventions which is closely related to group dynamics and interpersonal relation. They will incorporate the following areas: Process consultation: this type of intervention will usually look at the social dynamics and interpersonal relations that will happen within a group. T-group: this is one of the oldest intervention processes. The process is designed in a manner that it can provide members with an opportunity to learn from experience about leadership, group dynamics and other forms of interpersonal relations. Team Building: This is another type of intervention that concentrates on helping organization working groups to be able to accomplish their tasks in a much more effective manner. The team building type of interventions is almost like process consultations, this is because It assists members to identify issues in their group and find ways if solving them. Third Party intervention: This type of intervention will look at dormant interpersonal relations in the organization, at this, an expert will be called to take the group through the intervention process. Define and Discuss Learning Organisations. According to Akpoyomare, et al. (2012), learning organization is a term that is given to an organization which facilitated the learning of is employees from time to time in an effort to transform the whole organization. The term was discovered by the research of Peter Senge and his colleagues due to the pressure that was facing modern organisations, to assist them remain competitive in the business environment. During learning organisations, the following areas are usually of paramount importance. Systems Thinking: This is where the idea of learning organisations was derived. According to Baker Anderson (2010), this involves a conceptual framework which allows groups of people in the organization to study areas that are business bound. In learning organisations, individuals will use this type of thinking during the time they are assessing their company to have information systems which measure performance in the organization as part of its various components. According to Harzing Pinnington (2011), system thinking will look at all organizational characteristics as being apparent at once in the organization so that it can qualify as a learning organization. There also need to be commitment by individuals in the organization during the learning processes. This is known as personal mastery. In any industry, there will be competitive advantage for the organization that has a workforce which learns a lot in a short time than that which does not. In addition, each individual learning will be acquired by conscious self-improvement, development and staff training. In addition, learning will not just be forced on an individual which is not open to learning. According to Armson Whiteley (2010), a lot of learning in the when at workplace is usually objective. It does little to do with the individuals formal training. In this regard, it becomes important for organisations to develop a culture that personal mastery is the order of the day. In addition, organisations need to have a shared vision. This is important as organisations are able to come up with a common identity which is important in creating energy and vision for learning. According to Akpoyomare, et al. (2012) the most successful organisations are built on a vision that is shared am ong individuals at all levels of the organization. In this regard, traditional structures should be done away with and introduce new decentralized structures with long term goals for the company. In addition, Akpoyomare, et al. ( 2012) adds that there must be team learning as it allows for the staff to grow and learn more quickly than individual learning. In also problem solving within the organization becomes easier in a team that when done at the individual levels. If all the above steps are observed, then organisations will benefits as it will improve the quality of outputs at all organizational levels. There will be increased levels of innovation and organisations will be able to remain competitive. Organisations will also be in a better place to respond to external pressures. The companys corporate image will also improve at different organizational levels, lastly, learning pace in the organization will be increased brining about change(Armson Whiteley, 2010). If these processes are implemented in step by step processes then organisations are bound to have competitive advantage over the rest. Describe Performance Management and Appraisal from Both Individual and Group Perspectives. According to Ibbs, et al. (2011), performance management in organization is usually goal oriented. It will be aimed at making sure the organization process is in the place to maximize employee productivity, that of the team and the organization as a whole. Performance management thus plays are major part in the creation and fulfilment of the organizational strategy as it looks at ways of measuring and improving workforce value for the individual and the organization. At the individual perspective, performance management will look at the way incentives are provided and other areas like annual leave and working hours. Bozarth Handfield (2012) adds that there is a close relationship between performance and salary scale. In this regard, performance management systems thus becomes one of the major focus for modern businesses. In addition, even though different functions of human resource will contribute to training, performance appraisal and performance management will play a major role in all the functions. In addition, when one looks at performance appraisal, it will usually occur at a specific time in the organization, performance management. On the other hand will be ongoing and dynamic all the way. As an individual, one becomes the part of performance management systems(Best, 2008). This is because areas such as appraisal, training, rewards are all integrated and linked about continuing the effectiveness of the organization. According to Ibbs, et al. (2011), performance management ensures that efforts of each worker is directed at achieving particular strategic goals. In addition, when the skills of a worker needs to be improved, performance management will recommend that the individual undergo training in the area. This is because through training, organizational goals are also achieved. On the other hand, performance appraisal is a formal system of evaluation and review of the individual and team task performance. The main areas to look at is the word formal, this is because in a normal setting, it is the manager who reviews individual performance and recommend for appraisal. At organizational level, performance appraisal will highly be responsible for the success of the organization. Even though performance appraisal is one component when looking and performance management, it is important and it will directly be controlled by the companys strategic plan. Best (2008) adds that although organizational performance evaluation is important when team exist in organisations, the focus when it comes to performance management in organisations will remain to be on this side of an individual employee. Even without the emphasis, the most effective appraisal system will usually evaluate organization performance and come up with plans to develop goals, and objectives in the organization. Hackman Katz (2010) also argues that performance appraisal is mostly a negative activity that is disliked by employees since it eludes mastery. In addition, most managers refrain from giving them and employees may not like receiving them, especially when lower rated. In addition, some managers may provide appraisal of employees, which cannot be centered on the employee, but on the ways that they love the employee. Best (2008) however says that performance appraisal should be used to encourage performance and improvement. It can also be nice criteria for justifyin g terminations or improving results in the organization. Describe Both Downsizing and Re-engineering, then Compare and Contrast them. Downsizing in organization is used in the reduction of the size of employees or other aspects of the organization in an effort to improve financial performance. According to Heller Darling (2012), an organization will use different techniques during downsizing. The most common is laying off employees; in doing so, organisations will provide incentives as a ways to request them to take early retirement and transfer to other equal companies. However, the most common ways of doing this is simply terminating employment of a particular number of people, especially from a department that simply is not performing. In addition, organization downsizing will also take place as part of the companys restructuring program. Even though this is thought of as being a strategy which companies can use to become smaller, organization downsizing is can also come up during mergers, takeovers and acquisitions. According to Giannakis, et al. (2015), organization downsizing is usually common ways of laying off employees and reducing the cost of payroll for the company. This will also involve shuttering dormant operations and offering theses employees early retirement packages. Organization downsizing is also seen during downturns of economy of a country to improve organization efficiency and maintain profitability in the organization. However, in the event that several companies cut off their payrolls, then it may downturn because of higher unemployment. One example of downsizing happened with Mobil ink in 2009 where the companys employees were shocked and stunned inn a manner which they were terminated. There were total of 60 employees in the hit list that included on director, specialists and managers and associates. Also in 2014, the Pakistan international airlines laid off extra employees where the federal government in the same effect introduced a voluntary handshake plan for them(Jacobs Chase, 2014). Organization re-engineering on the other hand is the process of improving the organization. Just like organizational downsizing, re-engineering is usually focused on increasing the companys profits, reducing costs and improving the companys competitive advantage in the marketplace. As it does this, organization re-engineering will also look at ways to enhance the companys public image. Through re-engineering companies are required to look closely at the strengths and weaknesses, they need to understand the difficult questions so as to known where it may be vital for them to make changes for the betterment of the organization. There are several important elements at are looked at during organization re-engineering(Baker Anderson, 2010). For example, re-engineering does not take place when there is no full support of the upper management of the company. When there is clear approval of the management, then people responsible for re-engineering will be called upon to develop a clear plan that will review the organizations mission and vision and decide on the new strategic direction. Just like downsizing, re-engineering in organisations offers several benefits for the overall productivity of the company. First, it identifies elements of the organization that will create costs with few benefits and come up with necessary adjustments. These adjustments are at times changes in the way the department is conducting its business. What are the Advantages and Disadvantages of Alliances? Give Examples where Appropriate. According to Cameron (2004), a strategic alliance happens where there is an agreement between two or more companies in an effort to realize the set objectives which are required by the partnership while at the same time maintaining the independence of the organisations. Heneman Judge (2006) adds that a strategic alliance usually falls short of any form of legal agency, entity or corporate affiliation kind of relationship. Usually strategic alliance exists among to companies which come together to form a strategic alliance. In doing so, there must be a shared interest in what each side possesses. This can be in form of expertise, or assets that if incorporated will help the other partners grow or develop in their business. Also Dowling, et al. (2013) argues that strategic alliance are used in outsourcing the relationship in situations here the two companies a looking to have a long term growth and innovation on the basis of mutually desired outcomes. Usually this kind of corporation is acquired when companies merge or corporate among each other. In this regard, strategic alliance are important to maintaining mutual benefits among organisations. During such alliances partners will provide different types of strategic alliance resources. This main include distribution channels, products, project funding, manufacturing workforce, capital equipment, expertise, knowledge and intellectual property. Dowling, et al. (2013) adds that a strategic alliance should also be looked at in terms of a collaboration or cooperation that is geared towards some form of a synergy where each of these partners hopes that they are going to benefit from the alliance. Each of then hopes to find something greater than individual efforts in the alliance. In most cases, strategic alliances involve the transfer of technology including access to expertise and knowledge, shared expenses, economic specialization and sharing of risks involved. This shows that strategic alliance have a lot of advantages to individual companies. Armstrong (2012) affirms that strategic alliances have often been used to solve emerging problems in organisation and increase collaboration and innovation among them. There are however some advantages in strategic alliances, one of them is lack of control for the company. When a company aligns with another, they tend to lose some degree of control in the way they run the business or how it is perceived by the public. For example, if one is running a hotel business and forms an alliance with the meat processing company a few blocks away, one may not be responsible for hiring and training meat producers meaning they may not be responsible on how they do their jobs(Blake, et al., 2012). This means that if the meant producer delivers stale meat and is processed in to a hamburger by your company, you may not control this. The other disadvantage is that it provides unequal benefits for the company. This calls for a lot of care when vetting the contractual agreement. In most cases, businesses are not assured that the alliance will be beneficial to both of the companies. For example if one agrees to refer customers to the meat production company, the fact that people may begin buying meat and making home hamburgers is not the partners fault. References Adrian, H., 2009. Corporate truth: the limits to transparency. Sterling: VA: Earthscan.. Akpoyomare, O., Adeosun, L. Ganiyu, R., 2012. Differentiation and Positioning Strategy: A Toss of the Same Coin.. International Journal of Management and Sustainability, 1(2), pp. 53--65. Armson, G. Whiteley, A., 2010. Employees' and managers' accounts of interactive workplace learning: A grounded theory of complex integrative learning. Journal of Workplace Learning, 22(7), pp. 409-427. Armstrong, M., 2012. Armstrong's handbook of management and leadership: developing effective people skills for better leadership and management. s.l.:Kogan Page. Baker, H. K. Anderson, R., 2010. Corporate Governance: A Synthesis of Theory, Research, and Practice (Robert W. Kolb Series). s.l.:Wiley; 1 edition. Best, R., 2008. Market-Based Management (5th Edition). s.l.:Prentice Hall; 5 edition. Blake, S., Browne, J. S.Sime, 2012. A practical approach to alternative dispute resolution. 2 ed. Oxford, United Kingdom.: Oxford University Press. Bozarth, C. Handfield, R., 2012. Introduction to operations and supply chain management. 3rd ed. Upper Saddle River, New Jersey: Pearson Prentice Hall.. Cameron, K., 2004. Strategies for successful organisational downsizing. Human Resource Management, 33(2), pp. 189-211. Cascio, W. Wynn, P., 2004. Managing a downsizing process. Human Resource Management, 43(4), pp. 425-436. Chernev, A. Kotler, P., 2012. Strategic Marketing Management, 7th Edition. s.l.:Cerebellum Press; 7th edition. Crane, A. Matten, D., 2014. Business ethics : a European perspective : managing corporate citizenship. 2 ed. Oxford: Oxford University Press. Dowling, P., Festing, M. Engle, A., 2013. International Human Resources Management. 6 ed. s.l.:Cengage Learning EMEA. Giannakis, D., Harker, M. T.Baum, 2015. Human resource management, services and relationship marketing: the potential for cross-fertilisation. Journal of Strategic Marketing, 23(6), pp. 526-17. Hackman, J. Katz, N., 2010. Group behavior and performance. In S. T. Fiske, D.T. Gilbert, G. Lindzey (Eds.). Handbook of social psychology (5th ed.), Volume 2, pp. 1208-1251. Harzing, A. Pinnington, A., 2011. International Human Resource Management. London: Sage Pub. Heller, V. Darling, J., 2012. "Anatomy of crisis management: lessons from the infamous Toyota Case",. European Business Review, , 24(2), pp. 151-168. Heneman, H. Judge, T., 2006. Staffing organizations. 5th ed. Middleton, WI.: Mendota House. Ibbs, C., Kwak, Y. Wong, C., 2011. Project Change Management System. Journal of Management, 17(3), pp. 159-165. Jacobs, R. F. Chase, R. B., 2014. Operations and supply chain management. 14th ed. New York: McGraw-Hill/Irwin.

Software Crisis free essay sample

Software crisis is a term used in the early days of software engineering. The term was used to describe the impact of rapid increases in computer power and the complexity of the problems which could be tackled. This was with regards to the difficulty in writing correct, understandable and verifiable_ computer programs_. VERIFIABLE:-With regards to hardware and software systems, a formal verification is the act of proving or disproving the correctness of intended algorithms underlying a system with respect to a certain formal specification or property, using formal methods of mathematics The roots of the software crisis are complexity, expectations, and change. Conflicting requirements have always hindered the software development process. As users demand a large number of features, customers generally want to minimize the amount they must pay for the software and the time required for its development. An example is the problem of trying to write an encyclopedia which is very much like writing software. We will write a custom essay sample on Software Crisis or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Let say both run code and a hypertext/encyclopedia which is a wonderful turn-ons for the brain. Note you will turn to_ want more of it the more you see, like a drug. _ You know user you want it to do everything but as a customer you dont really want to pay for it and as a producer you realize how unrealistic the customers are. Requirements will conflict in functionality vs affordability and in completeness (get everything in) vs timeliness (meet the deadline) The causes of the software crisis were linked to the overall complexity of the software process and the relative immaturity of software engineering as a profession. The crisis manifested itself in several ways: Projects running over-budget. Projects running over-time. Software was very inefficient. Software was of low quality. Software often did not meet requirements. Projects were unmanageable and code difficult to maintain. Software was never delivered. Various processes and methodologies have been developed over the last few decades to tame the software crisis with varying degrees of success. However, it is widely agreed that there is no silver bullet ? that is there is no single approach which will prevent project overruns and failures in all cases. In general, software projects which are large, complicated, poorly-specified, and involve unfamiliar aspects are still particularly vulnerable to large unanticipated problems Software Crisis free essay sample The term software crisis has been used since the late 1960s to describe those recurring system development problems in which software development problems cause the entire system to be late, over budget, not responsive to the user and/or customer requirements, and difficult to use, maintain, and enhance. The late Dr. Winston Royce, in his paper Current Problems [1], emphasized this situation when he said in 1991: The construction of new software that is both pleasing to the user/buyer and without latent errors is an unexpectedly hard problem. It is perhaps the most difficult problem in engineering today, and has been recognized as such for more than 15 years. It is often referred to as the software crisis. It has become the longest continuing crisis in the engineering world, and it continues unabated. This chapter describes some of the current issues and problems in system development that are caused by software—software that is late, is over budget, and/or does not meet the customers requirements or needs. We will write a custom essay sample on Software Crisis or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Software is the set of instructions that govern the actions of a programmable machine. Software includes application programs, system software, utility software, and firmware. Software does not include data, procedures, people, and documentation. In this tutorial, software is synonymous with computer programs. Because software is invisible, it is difficult to be certain of development progress or of product completeness and quality. Software is not governed by the physical laws of nature: there is no equivalent of Ohms Law, which governs the flow of electricity in a circuit; the laws of aerodynamics, which act to keep an aircraft flying stably in the air; or Maxwells Equations, which describe the radiation of energy from an antenna. 7* 1 In addition, software is not manufactured like hardware; it does not have a production phase nor manufactured spare parts like hardware; it is typically custom-built, not assembled from existing components like hardware. Even in odays society, software is viewed with suspicion by many individuals, such as senior managers and customers, as somewhat akin to black magic. The result is that software is one of the most difficult artifacts of the modern world to develop and build. 2. Introduction to Papers The opening paper fortuitously appeared in a recent issue of Scientific American as the editors were casting about for a way to incorporate a recent rash of high-publicity software problems into the motivation for this tutorial. The paper defines and presents essentially all the major issues currently plaguing software development and maintenance. The article is popular rather than technical in the sense that it is journalistic in style and focuses on popular perceptions of software as black magic, but it raises many issues that software professionals need to be familiar with. It is also worth noting that many of the problems described are partly or largely due to nonsoftware issues such as politics, funding, and external constraints, but again the software professional needs to know that problems unrelated to software engineering must overcome if software projects are to be successful. The term software crisis not unexpectedly originated with the military, for that is where large, complex real-time software was first developed. More recently, as civilian and commercial software systems have approached and exceeded military systems in size, complexity, and performance requirements, the software crisis has occurred in these environments as well. It is noteworthy that the Scientific American article mentions military systems only peripherally. The article begins with a discussion of the highlypublicized and software-related failure of the baggage system at the new Denver International Airport. As of the date of the article, opening of the airport had been delayed four times, for almost a year, at a cost to the airport authority of over $1 million a day. Almost as visible in recent months, and also mentioned in the article, are failures of software development for the Department of Motor Vehicles (DMV) of the State of California, and for the advanced air traffic control system of the US Federal Aviation Administration (FAA). The DMV project involved attempts to merge existing, separately developed systems that managed drivers licenses and vehicle registrations. As 2 as been pointed out in the press [2], the State of California has had problems with computer projects of over $1 billion in value, and the problems resulted from the acquisition policies of the State of California (how contractors and consultants are selected and managed by the State), and from hardware-software integration difficulties, as well as from causes strictly related to software development. The article identifies the first use of the term software engineering in a 1968 conference of the NATO Science Committee in Garmisch, Germany. (See also the Bauer article in this Tutorial. Many approaches that have been proposed to improve software development are discussed; the author feels that most of these ideas have not lived up to the expectations of their originators. Also discussed is the idea that there are no silver bullets. (See the article by Brooks in this chapter. ) The Scientific American article looks favorably on the use of formal specification methods to solve th e problem of software quality, and on software reuse (the ability to use a software product developed for one application again later for another application) to solve the productivity or cost problem. The Software Engineering Institutes Capability Maturity Model was also favorably mentioned (see the article by Paulk, Curtis, Chrissis, and Weber in this Tutorial) as a motivation to software developers to improve their practices. The paper reports an SEI finding that approximately 75 percent of all software developers do not have any formal process or any productivity or quality metrics. Because software development depends on an educated workforce and good communications rather than on a fixed plant of any kind, software is inherently a suitable export product for developing countries. Although the US is still strong in software design and project management, the article notes that third world countries—notably India and Far Eastern countries— are capable of producing many more lines of code per dollar. A sidebar by Dr. Mary Shaw provides a view of software engineerings history, and of how that history may serve as a roadmap for software engineerings future. Finally, the paper urges education of computer science students in software engineering as an essential step toward resolving the software crisis. The second and last article in this chapter, No Silver Bullets: Essence and Accidents of Software Engineering, is by Fred Brooks, one of the legendary figures in software engineering. He has been called the father of software engineering project management in the United States. He worked at IBM in the 1960s and was the software project manager for the OS/360 operating system. This paper, which he wrote in 1987, states that no single technique exists to solve the software crisis, that there is no silver bullet. The easy problems (accidents) have been solved and the remaining difficulties are essential. He views the solution to the software crisis as a collection of many software engineering tools and techniques that, used in combination, will reduce or eliminate software problems. Although Brooks sees no single solution to the software crisis, no single technology or management technique, he does see encouragement for the future through disciplined, consistent efforts to develop, propagate, and exploit many of the software tools and techniques that are being developed today. In a report, also written in 1987 [3], Brooks states his belief that most software development problems of the US Department of Defense are managerial rather than technical. ) Brooks believes the hard part of building software is the specification and design of a system, not the coding and testing of the final product. As a result, he believes that building software will always be hard. There is no apparent simple solution. Brooks describes the three major advances in software development as: †¢ †¢ The use of high level languages The implementation of time-sharing to improve the productivity of programmers and the quality of their products Unified programming environment Brooks a lso cites the Ada language, objectoriented programming, artificial intelligence, expert systems, and automatic programming (automated generation of code from system specification and design) as technologies with the potential for improving software. A central nervous system of some 100 computers networked to one another and to 5,000 electric eyes, 400 radio receivers and 56 bar-code scanners orchestrates the safe and timely arrival of every valise and ski bag. At least that is the plan. For nine months, this Gulliver has been held captive by Lilliputians—-errors in the software that controls its automated baggage system. Scheduled for takeoff by last Halloween, the airports grand opening was postponed until December to allow BAE Automated Systems time to flush the gremlins out of its $193-million system. December yielded to March. March slipped to May. In June the airports planners, their bond rating demoted to junk and their budget hemorrhaging red ink at the rate of $1. 1 million a day in interest and operating costs, conceded that they could not predict when the baggage system would stabilize enough for the airport to open. To veteran software developers, the Denver debacle is notable only for its visibility. Studies have shown that for every six new large-scale software systems that are put into operation, two others are canceled. The average software development project overshoots its schedule by half; larger projects generally do worse. And D some three quarters of all large systems are operating failures that either do not function as intended or are not used at all. The art of programming has taken 50 years of continual refinement to reach this stage. By the time it reached 25, the difficulties of building big software loomed so large that in the autumn of 1968 the NATO Science Committee convened some 50 top programmers, computer scientists and captains of industry to plot a course out of what had come to be known as the software crisis. Although the experts could not contrive a road map to guide the industry toward firmer pound, they did coin a name for that distant goal: software engineering, now defined formally as the application of a systematic, disciplined, quantifiable approach to the development, operation and maintenance of software. A quarter of a century later software engineering remains a term of aspiration. The vast majority of computer code is still handcrafted from raw programming languages by artisans using techniques they neither measure nor are able to repeat consistently. Its like musket making was before Eli Whitney, says Brad J. Cox, a professor at George Mason University. Before the industrial revolution, there was a nonspecialized approach to manufacturing goods that involved very little interchangeability and a maximum of craftsmanship. If we are ever going to lick this software crisis, were going to have to stop this hand-to-mouth, every-progranrnier-biiflds-everything-from-theground-up, preindustrial approach. The picture is not entirely bleak. Intuition is slowly yielding to analysis as programmers begin using quantitative measurements of the quality of the software they produce to improve Softwares Chronic Crisis by W. W. Gibbs from Scientific American, Sept. 1994, pp. 86-95. Reprinted with permission. Copyright  © 1994 by Scientific American, Inc. All rights reserved. 4 the way they produce it. The mathemat- bedded in light switches, youve got to ical foundations of programming are get the software right the first time besolidifying as researchers work on ways cause youre not going to have a chanc e of expressing program designs in alge- to update it, says Mary M. Shaw, a probraic forms that make it easier to avoid fessor at Carnegie Mellon. serious mistakes. Academic computer The amount of code in most conscientists are starting to address their sumer products is doubling every two failure to produce a solid corps of soft- years, notes Remi H. Bourgoi^Jon, diware professionals. Perhaps most im- rector of software technology at Philips portant, many in the industry are turn- Research Laboratory in Eindhoven. Aling their attention toward inventing the ready, he reports, televisions may contechnology and market structures need- tain up to 500 kilobytes of software; an ed to support interchangeable, reusable electric shaver, two kilobytes.