President Barak Obama and the Health Care Bill Essay

President Barak Obama and the Health Care Bill - Essay Example When it comes to employers, the healthcare bill would excuse some employers. The bill would form independent departments through which start-up businesses can get insurance. However, there have been a lot of current reports criticizing the healthcare recommendation of President Obama. Both the Democrats and Republicans are fearful that it will negatively affect the future generation. The lower- and middle-class feared that being obliged to purchase a healthcare plan will give much pressure on their limited resources, since they will not be qualified to the ‘low income pass’ (Planinz 2009, para 2) of President Obama. Also, conservative health supporters are discouraged that the plan of the president does not involve insurance for a lot of kinds of similar medicine (ibid, para 2). Backers of the healthcare bill of the president say that millions of Americans with no health insurance are now being a burden to the economy of the government (Haddy 2010). As said by National C oalition on Health Care, â€Å"The United States spends nearly $100 billion per year to provide uninsured residents with health services, often for preventable diseases or diseases that physicians could treat more efficiently with earlier diagnosis† (Planinz 2009, para 6). The plan of the president only includes the uninsured. ... Most known is an urgent need for policy. Anyway, going back to the employer-based healthcare insurance, there are lots of findings showing that the purpose of generating profit has a part in creating healthcare expenses (Morman 2010). Insurance companies looking for revenues will try to cover individuals who are not sickly. Employers and doctors will, with no payment rules, try to give the highest amount of service they can give for the maximum price (Kinney 2010). There are lots of facts saying that all individuals involved in healthcare will and do act in response to payer regulations intended to lessen costs. Individual suppliers and providers will act towards appeals to create profits without interests to public policy (Haddy 2010). Regulations are developed to lessen price and use. The fact that is not sufficiently reported is how patients are influenced by the minimization in imaging services (Morman 2010). Questionably doctors had less evidence on which to make health-related choices. The major concern is whether they had adequate evidence. There are lots of facts showing the problematic business techniques of all persons involved in healthcare and that these techniques do a lot to ruin an active market for the goods and services of the healthcare sector. Under no situations should the sector of the economy so greatly supported by the taxes paid by the public be permitted to turn into a ‘cash cow’ (Kinney 2010, 407) for businesspeople who are not capable of giving first-rate goods and services at a cheap price in a highly competitive market. But, all the parties concerned appear to be facing lots of difficulties when it comes to agreeing on what actually should be done. Internet

William Shakespear Research Paper Example | Topics and Well Written Essays - 750 words

William Shakespear - Research Paper Example In 1582 when he was eighteen years old, Shakespeare married Anne Hathaway who was eight years older than him. She bore him three children, Susanna as the first born and twins who were named Judith and Hamnet. Shakespeare and his family lived in London. Much is not known about Shakespeare life from 1584 to 1592 (Buckley 1417). Shakespeare worked with Lord Chamberlain's Men acting company. In 1592, Shakespeare presented Henry VI, King John and Titus Andronicus, plays that many think that he could have written during his lost years. Their quality varied significantly and showed that Shakespeare adapted them from existing scripts. He also wrote poems, presenting one of his greatest poems in 1593 called Venus and Adonis. This was followed by the Ravishment of Lucrece, which was written in 1594 (Tejvan 2009). Besides writing poems and plays, Shakespeare also worked as an actor. In 1609, a book containing one hundred and fifty four sonnets written by Shakespeare was published. Some of the n otable plays written early in his life are Romeo and Juliet, A Midsummer Night's Dream, Richard III, and the Taming of the Shrew. In the last half of his career, Shakespeare wrote his greatest plays that included, King Lear, Othello, Hamlet, and Macbeth. He is said to have introduced approximately three thousand words to the English language through his work in literature. In 1616, he died in his hometown of Stratford at the age of fifty two (Tejvan 2009). Review of the Merchant of Venice The Merchant of Venice is a comedy written by Shakespeare. The play is about Antonio, the merchant of Venice, his friends and his adversary, Shylock who is a money lender. Basssanio, Antonio’s close friend, wants to marry Portia, a smart beautiful lady with a vast inheritance (Sokol 209). However, Bassanio does not have the money to travel to Portia’s home and goes to Antonio to borrow some money. Antonio’s money is held up in the sea as his boats have not returned from a busin ess voyage. Antonio tells Bassanio to borrow three thousand ducats from Shylock, which Antonio will pay once his ships arrive from the business trip. Shylock agrees and puts stringent measures because he dislikes Antonio, where he insists on cutting a pound of flesh from his torso if the money is not paid back on the date agreed upon (Corbett 2009). Shylock has a beautiful daughter who falls in love with Lorenzo, a friend to Bassanio. As Bassanio leaves to meet Portia, Jessica also escapes with a sizeable amount of Shylock’s wealth and elopes with Lorenzo (Sokol 210). At Portia’s home, Bassanio and his entourage are welcomed and it becomes apparent that Portia likes him and would want him to pass a test that his father had designed. Portia’s father had prepared three boxes made of different materials, some being expensive while one was not. For any man to marry Portia, he had to select the box with Portia’s portrait. The play shows that a few wealthy suit ors had failed but Bassanio succeeded (Corbett 2009). Bassanio now has won Portia, Lorenzo has Jessica but one problem arises. Antonio’s ships have not arrived meaning that his debt to shylock debt has not been paid. Portia agrees to pay the amount and even multiply it but since Shylock resents Antonio, he refuses and insists on his day in court. Portia disguised as an attorney, defends Antonio without his or Bassanio’s knowledge. Shylock demands for justice, which is the pound of flesh and the witty Portia asks him to cut Antonio flesh but on one condition. Antonio should not bleed since the contract did not include the shedding of blood. Antonio wins the case and Portia reveals herself later to Bassanio as he had

Change Management In Sony Pictures Management Essay

Change Management In Sony Pictures Management Essay In 2008 Amy Pascal (Co-Chairman, Sony Pictures Entertainment, Chairman, Motion Picture Group, Sony Pictures Entertainment) and Michael Lynton (Chairman CEO, Sony Pictures Entertainment) engaged The Energy Project as a part of an effort to create a culture in which employees felt energetic and excited about coming to work every day. Beginning with the senior team, our facilitators delivered our curriculum to some 500 managers and leaders. More than 90% said it has helped them bring more energy to work every day. Almost 88% felt that it has made them more focused and productive. We trained more than a dozen Sony internal facilitators to deliver our work, and by April 2010, some version of our curriculum will have been delivered to all 5500 Sony Pictures employees around the world.   In the midst of a severe recession, and a dramatic industry-wide decline in DVD sales, Sony expects to record one of its most profitable years ever in the fiscal year ending March 2009.   TABLE OF CONTENTS INDEX PAGE NO. Introductionà ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦. Literature review Change Why change management Discussion of Change Management Theoriesà ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦. Plan Do Check Act Lewins Freeze Phases Issues to Changeà ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦.. Implementation of Change Managementà ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦. Transformation in Sony pictures Overcoming resistance in employeeà ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦ Sustaining changeà ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦ Conclusionà ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦ Referencesà ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦. Appendixà ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦. INTRODUCTION Sony Pictures Entertainment (SPE) was formerly known as Columbia pictures entertainment, headquartered in Culver City, CALIFORNIA. The company was founded in 1987 and it was renamed Sony pictures entertainment in 1991. It is a subsidiary of Sony Corporation of America (SCA), a subsidiary of Tokyo-based Sony Corporation. SPEs global operations encompass motion picture production and distribution; television production and distribution; digital content creation and distribution; worldwide channel investments; home entertainment acquisition and distribution; operation of studio facilities; development of new entertainment products, services and technologies; and distribution of entertainment in more than 140 countries. The companys slogan is Sony like no other. SPE recorded total sales of $7.6 billion for fiscal year ended March 31, 2010. Key people of SONY PICTURES are Howard Stringer (Chairman, President and CEO of  Sony Corporation),Michael Lynton (Chairman CEO, Sony Pictures Ente rtainment),Amy Pascal (Co-Chairman, Sony Pictures Entertainment, Chairman, Motion Picture Group, Sony Pictures Entertainment), Jeff Blake (Vice Chairman, Sony Pictures Entertainment). Sony Pictures Plaza in Culver City, California LITERATURE REVIEW CHANGE: Change is all around us in different types and categories; it can be brought by us or can come in any way to us. Change is the way through which future enters your life. Future is coming fast; we cannot predict but only react when we face it. Steven Kerr Why change management? Changes can come yourself or it can come in ways that give you little choice about its what, when, and how. Fighting against change slows it down or diverts it, but it wont stop it however. If you wish to succeed in this rapidly changing new world you must learn to look on change as a friend one who presents you with an opportunity for growth and improvement. The rate of change in  todays world  is constantly increasing. Everything that exists is getting old, wearing out and should be replaced. Revolutionary technologies, consolidation, well-funded new competition, unpredictable customers, and a quickening in the pace of change hurled unfamiliar conditions at management. Realities of Todays  World   The magnitude of todays environmental, competitive, and global market change is unprecedented. Its a very interesting and exciting world, but its also volatile and chaotic: Volatility  describes the economys rate of change: extremely fast, with explosive upsurges and sudden downturns. Chaos  describes the direction of the economys changes: were not sure exactly where were headed, but we are swinging between the various alternatives at a very high speed. To cope with an unpredictable world you must build an enormous amount of flexibility into your organization. While you cannot predict the future, you can get a handle on  trends, which is a way to take advantage of change and convert risks into  opportunities. DISCUSSION OF CHANGE MANAGEMENT THEORIES Plan Do Check Act   Plan, Do, Check, Act is a cycle of activities designed to drive continuous improvement. Initially implemented in manufacturing, it has broad applicability in business. First developed by Walter Shewhart, it was popularized by Edwards Deming. It originated in the 1920s with the eminent statistics expert Mr. Walter A. Shewhart, who introduced the concept of PLAN, DO and SEE. The late Total Quality Management (TQM) guru and renowned statistician W. Edwards Deming modified the Shewhart cycle as: PLAN, DO, STUDY, and ACT.PDCA  (plan-do-check-act) is a four-step problem-solving process typically used in  business process improvement. It is also called as Shewhart cycle, Deming cycle, PDSA (PLAN DO STUDY ACT),PDCA (PLAN DO CHECK ACT). It reduced error rate during implementation the Plan, Do, Check, Act cycle in manufacturing.This Act is useful for change management. The PDCA cycle should be repeated again and again for continuous improvement. PLAN: Establish the objectives and processes necessary to deliver results in accordance with the expected output. By making the expected output the focus, it differs from other techniques in that the completeness and accuracy of the  specification is also part of the improvement. PROCEDURE- Recognize an opportunity and plan a change. DO: Implement the new processes. Often on a small scale if possible. PROCEDURE- Executes the plan, taking small steps in controlled circumstances. CHECK: Measure the new processes and compare the results against the expected results to ascertain any differences. PROCEDURE- Review the test, analyze the results and identify what youve learned. ACT: Analyse the differences to determine their cause. Each will be part of either one or more of the P-D-C-A steps. Determine where to apply changes that will include improvement. When a pass through these four steps does not result in the need to improve, refine the scope to which PDCA is applied until there is a plan that involves improvement. PROCEDURE- Take action to standardize or improve the process. Benefits of the PDCA cycle: daily routine management-for the individual and/or the team, problem-solving process, project management, continuous development, vendor development, human resources development, new product development, and process trials Lewins Freeze Phases- In the early 20th century, the psychologist Kurt Lewin developed the model known as Lewins Freeze Phases and which still forms the underlying basis of many change management theories models and strategies for managing change. His model suggests that change involves a move from one static state via a state of activity to another static status quo -and all this via a three-stage process of managing change: unfreezing, changing and re-freezing. Unfreezing: Faced with a dilemma or disconfirmation, the individual or group becomes aware of a need to change. Changing: The situation is diagnosed and new models of behaviour are explored and tested. Refreezing: Application of new behaviour is evaluated, and if reinforcing, adopted in figure 1 summarizes the steps and processes involved in planned change through action research. Action research is depicted as a cyclical process of change. Figure Kurt Lewins change model recognizes that people derive a strong sense of identity to from their environment. It also recognizes that they like the safety, comfort and feeling of control within their environment. ISSUE TO CHANGE Our CEO, Tony Schwartz first met with Sony Pictures Entertainment (SPE) co-CEOs, Michael Lynton and Amy Pascal, in the summer of 2007. Pascal and Lynton saw the work of the Energy Project as a way to bring to life their vision of making Sony the most desirable studio to work for and of building a culture of high engagement. Initially, Tony worked with Lynton and Pascal and their team of 17 direct reports. The initial focus was on how they managed their own energy individually, and as an intact team. This senior group found our curriculum sufficiently valuable that they asked to brong it to the top 500 executives, all vice president or above.   A 2007 Towers Perrin survey of nearly 90,000 employees worldwide, for instance, found that only 21% felt fully engaged at work and nearly 40% were disenchanted or disengaged. That negativity has a direct impact on the bottom line. Towers Perrin found that companies with low levels of employee engagement had a 33% annual decline in operating income and an 11% annual decline in earnings growth. Those with high engagement, on the other hand, reported a 19% increase in operating income and 28% growth in earnings per share. Nearly a decade ago, the Energy Project, the company I head, began to address work performance and the problem of employee disengagement. We still believe that enduring organizational change is possible only if individuals alter their attitudes and behaviors first.  Weve come to understand that its not possible to generate lasting cultural change without deeply involving an organizations senior leadership. IMPLEMENTATION OF CHANGE MANAGEMENT Once people understand how their supply of available energy is influenced by the choices they make, they can learn new strategies that increase the fuel in their tanks and boost their productivity.      They include practices such as shutting down your e-mail for a couple of hours during the day, so you can tackle important or complex tasks without distracting interruptions, or taking a daily 3  PM  walk to get an emotional and mental breather. Two fundamental shifts-   We encouraged Sony to make two fundamental shifts in the way it manages employees. We also created a three -day version of a new way of working that included a renewal day that provided participants with specific techniques to improve the quality, quantity and focus of their energy. This day featured individual consults with a nutritionist, exercise physiologist and massage therapist as well as group circuit training, yoga and meditation. Group coaching was offered during the 3 day sessions and then on twice more two and four weeks after the end of the session. The purpose of the coaching was to support the participants in successfully launching and sustaining the rituals they built once they had returned to the challenges of their daily life. Tony continued to work with Pascal and Lynton a senior team on a quarterly basis throughout 2008 to help them model the behaviors they learned and to drive the work down through their own teams. TRANSFORMATION IN SONY PICTURES Sony pictures went through a transformation in order to embrace energy building and renewing rituals at all levels. Out of the 3000 employees of the 6300 employees of Sony have gone through the energy management program. This summer 1700 more will be covered from Europe, Singapore, and Latin America. OVERCOMING RESISTANCE IN EMPLOYEE The reaction of the program has been overwhelmingly positive. 88% of the participants say, it has made them more focused and productive. Some 90% of them reported that as a result of the work, they began bringing higher levels of energy to work every day. 84% say they feel better and are able to manage their jobs demands and are more engaged at work. Sonys leaders believe that these changes have helped boost the companys performance. E.g. in spite of recession also Sony pictures had its most profitable year ever in 2008 and one of its highest revenue years in 2009. SUSTAINING CHANGE For sustaining change of the Sony Pictures, there are some important points which must keep in mind. These are as under: Employee should be highly engaged. Employee should be friendly. High performance culture. As a leader, you have myriad opportunities to set the right context for your employees to replenish their energy. Its all about providing examples for others and creating a safe environment. DOS AND DONTS FOR IMPLEMENTATION OF CULTURAL CHANGE Management is doing things right; Leadership is doing the right things. -Peter Drucker STRATEGIES OF A POSITIVE CHANGE So that Sony pictures can progress. Conclusion CHANGE STARTS AT THE TOP AND BEGINS ON DAY 1. REAL CHANGE HAPPENS AT THE BOTTOM. IN ORDER TO CHANGE OTHERS FIRST YOU SHOULD YOURSELF AS LYNTON AND PASCAL DID. E.Q IS ONE OF THE KEY ELEMENTS TOWARDS POSITIVE BEHAVIOURAL CHANGE WHICH ULTIMATELY LEADS TO THE GOAL OF A SUCCESSFUL CHANGE MANAGEMENT. STRONG CULTURAL VALUES ACTS AS A MAGNET IN THE SUCCESS OF A COMPANY WHICH BINDS AN EMPLOYEE IRRESPECTIVE OF THE EXTERNAL FACTORS LIKE RECESSION OR ECONOMY.

Theoretical Approaches to Speech Production :: Spreading Activation Theory SAT

Theoretical Approaches to Speech Production There are two main theories of Speech production, Spreading Activation Theory - SAT (Dell, 1986: Dell & O’Seaghdha, 1991) and Word- Form Encoding by Activation and Verification – WEAVER++ (Levelt et al., 1989: 1999). The SAT theory was devised by Dell (1986) then revised by Dell & O’Seaghda (1991). The theory works on a 4 level connectionist model: parallel and dynamic. The Semantic level is the meaning of what is going to be said. The Syntactic level is the grammatical structure of the words in the planned utterance The Morphological level is the morphemes (basic units of meaning of word forms) in the planned sentence. The Phonological level is the basic unit of sound within a sentence. In addition to the main structure of the SAT model a representation is formed at each level. Pre-Planning is more particular at the semantic level. There are categorical rules at each level, which impose constraints on item categories and category combination. The internal lexicon (dictionary) is considered to be a constructionist network it includes nodes for concepts, words, morphemes and phonemes. So when one node is activated it sends a message to activate all other nodes connected to it. The later computational model WEAVER++ was put forward by Levelt, Roelofs, and Meeyer (1999) derived from Lefvelt (1989). The model is based on the assumptions that there is a feed forward activation network spreading through the network and does not go back. There are 3 levels in the network the highest level of nodes represented are lexical the second level are lemmas which are abstract words from the mental lexicon and the lowest level are the nodes in support of morphemes the basic unit of meaning and phonemes. The network does not have any inhibitory links. The production of speech follows through the stages exactly serial. A word error will occur if the level of activity in the node does no match to the appropriate node higher up. There are 6 stages of processing in the WEAVER++ Theory 2 more than the SAT theory. First the Conceptual preparation stage where the lexical concepts are activated. Stage 2 comes the Lexical selection where an abstract word or lemma is Selected along with its syntactic features. The Morphological encoding is The basic word form derived from the lemma activated. Stage 5 is the Phonetic encoding is where the speech sounds are set. Articulation is the Final stage defines the way the word is pronounced.

Apollo 11 Mission – Paper

Mission Robert Marino October 24, 2010 I. Introduction and Thesis Apollo 11 departed from Cape Kennedy, Florida Complex-39 at 9:32a. m. on July 16, 1969. The Lunar Module named Eagle landed in the Sea Tranquility at 4:18 p. m. EDT. The mission was simple: put a man on the Moon and return. The mission was a great success and the command and service module Columbia returned back to Earth on July 24, 1969 at 12:50:35 p. m. Neil Alden Armstrong was the first man to set foot on the Lunar Surface and Edwin E. â€Å"Buzz† Aldrin was the second, because of this mission we have a better understanding of the Moon. NASA, n. d. ). II. Lunar Mission a) Perform a manned lunar mission and return safely to Earth. b) â€Å"During their stay on the Moon, the astronauts setup scientific experiments, took photographs and took lunar samples. (Greyzeck, 2010). † III.Apollo 11 Discoveries a) Apollo 11 mission was full of scientific activities. b) â€Å"The astronauts carried out the planned sequence of activities that included deployment of a Solar Wind Composition (SWC) experiment, collection of a larger sample of lunar material, panoramic photographs of the region near the anding site and the lunar horizon, close up photographs of in place lunar surface material, deployment of a Laser-Ranging Retroreflector (LRRR) and a Passive Seismic Experiment Package (PSEP), and collection of two core-tube samples of the lunar surface. (NASA. n. d. ). † c) Lunar Dust Detector IV. Apollo Mission Broadcast a) â€Å"Apollo 11 was recorded at three tracking stations on Earth in Goldstone, California, Honeysuckle Creek, and Parkes in Australia. (Leonard, 2010). † V. Conclusion a) Apollo 11 was a major accomplishment is the history of space exploration for theUnited States. Apollo 11 departed from Cape Kennedy, Florida Complex-39 at 9:32a. m. on July 16, 1969. The Lunar Module named Eagle landed in the Sea of Tranquility at 4:18 p. m. EDT. The mission was simple: put a man on the Moon and return. The mission was a great success and the command and service module Columbia returned back to Earth on July 24, 1969 at 12:50:35 p. m. Neil Alden Armstrong was the first man to set foot on the Lunar Surface and Edwin E. â€Å"Buzz† Aldrin was the second, because of this mission we have a better understanding of the Moon. (NASA, n. d. ).The mission to the moon was not just about getting there and putting a man on the surface but was also about collecting scientific data and returning safely to earth. â€Å"Six hours after landing at 4:17 p. m. EDT, Neil A. Armstrong took the â€Å"Small Step† into our greater future when he stepped off the Lunar Module, named â€Å"Eagle,† onto the surface of the Moon, from which he could look up and see Earth in the heavens as no one had done before him. (NASA, 2002). â€Å"During their stay on the Moon, the astronauts set up scientific experiments, took photographs, and collected lunar samples (Greyzec k, 2010). Apollo 11 was the first mission where man walked on the moon and came back to Earth. The Apollo 11 mission’s spacecraft was named the Command and Service Module (CSM). It was made of two distinct units, the Command Module (CM), which housed the crew, the spacecraft operations systems, and held the re-entry equipment. The other unit was the Service Module (SM) which was what carried most of the consumables, which are, oxygen, water, helium, fuel cells, and fuel. It also held the main propulsion system(Greyzeck, 2010). The Apollo 11 mission was a mission full of scientific activities.The Apollo mission carried back 46 pounds of Lunar Rock along with other lunar soil samples. â€Å"The astronauts carried out the planned sequence of activities that included deployment of a Solar Wind Composition (SWC) experiment, collection of a larger sample of lunar material, panoramic photographs of the region near the landing site and the lunar horizon, close-up photographs of in p lace lunar surface material, deployment of a Laser-Ranging Retroreflector (LRRR) and a Passive Seismic Experiment Package (PSEP), and collection of two core-tube samples of the lunar surface. NASA Top, 2003) (NASA. n. d. )†. â€Å"One of the major surprises from study of the record of neon from the sun in lunar soil samples was evidence for two solar gas components with distinct isotopic compositions. ( Nevills, 2007). † There were many lunar samples brought back on the Apollo mission, of the samples two of them were basalts and breccias. Basalts are solidified rock from molten lava. Basalts were found at the Eagle landing site and are approximately 3. 6 to 3. 9 billion years old. Breccias are rocks that have been broken up and formed back together in different forms.The moon is changing due to the fact that it is being hit by meteors and breccias are constantly changing and forming. Many volcanic regions on earth have breccias. (Lunar and Planetary Institute, 2010). â €Å"Prior to the Apollo landings, it was thought that there would be a heavy dust layer deposited on the experiment packages during Lunar Module ascent and possibly from other long term sources. This experiment was designed to measure this dust layer deposition and was performed on Apollo 11, 12, 14, and 15.On Apollo 11, it was attached to the passive Seismic Experiment and measured the power output from a set of solar cells. The dust accumulation proved to be much lower than expected, and the results from this experiment were also used to monitor the long term degradation of solar cells from radiation and thermal effects. This was considered to be engineering rather than a scientific experiment. † (Lunar and Planetary, 2010). One of the advancement from the Apollo 11 mission was the ability to watch a satellite broadcast from space on live television.One of the difficulties of live lunar feed was that the signal NASA was trying to read came from Galileo spacecraft, and was s upposed to have been transmitted by a big satellite. The plan was that NASA had large radio antennas to capture live feed. The radio antennas were stationed at Goldstone and Honeysuckle Creek. When it came time to receive the signal the radio antennas were on the wrong side of the earth. (Technology Television, 2010). The rush was on to figure out how to broadcast the lunar event.The engineers figured out that they need to send the signal to smaller antennas and then from those smaller antennas feed the rest of the United States. The problem was that these antennas were not capable of receiving a weak signal, so the engineers decided to reduce the signal from the MFSN station, so it could pick up the signal to send to the television. The problem with doing that was it created poor signal quality unlike it would have been with the satellite they had powered by batteries on the moon.What needed to be done was the engineers had to keep the minimum required power on the radio transmitte rs so that it did no weaken the batteries too quickly. Another problem arose with the weak signal; it was not compatible with the ground equipment. To combat this problem MSFN needed to convert the signal so the picture on the televisions was in the right size and quality. The final solution was to record the event with a camera and feed the broadcast to the United States. (Technology Television, 2010). The crew of Apollo 11 returned to earth on July, 24 1969 at 12:50:35 p. m. EDT and was picked up by the recovery ship U.S. S Hornet in the Pacific Ocean. The three Apollo 11 astronauts were kept in what is called a Mobile Quarantine Facility (MQF) until August 10th to make sure that they did not bring back any unknown bacteria from the moon. Apollo 11 was a major accomplishment is the history of space exploration for the United States. Reference Grayzeck, E. (2010, July/August 23). Apollo 11 Command and Service Module (CSM). In Apollo 11, Retrieved from http://nssdc. gsfc. nasa. gov/ nmc/masterCatalog. do? sc=1969-059A Lunar and Planetary Institute. (2010). Apollo 11 Mission. Retrieved August 22, 2010, from http://www. pi. usra. edu/lunar/missions/apollo/apollo_11/samples/ NASA. (n. d. ). Mission Summary. In Apollo 11. Retrieved from http://www. nasm. si. edu/collections/imagery/apollo/as11/a11sum. htm Nevills, A. (2007, November/December 23). Genesis Findings Solve Apollo Lunar Soil Mystery. In Apollo 11. Retrieved from http://www. nasa. gov/mission_pages/genesis/media/ Technology Television Quality. (n. d. ). Clavius. Retrieved September 5, 2010, from http://www. clavius. org/tvqual. html Leonard, D. (2006) Tale of the TV Tapes: Apollo 11 Mission Archive Mystery Unspools. Retrieved from http://www. space. com

Human recourses professional map (HRPM) Essay

Briefly summarise the HRPM (i.e. the 2 core professional areas, the remaining professional areas, the bands and the behaviours) comment on the activities and knowledge specified within any 1 professional area, at either band 1 or band 2, identifying those you consider most essential to your own (or other identified) HR role Human recourses professional map (HRPM) The CIPD in HRPM In general sets out how HR adds value to the organization. It describes standards of professional competence for organization. Each and every HR practitioner must know their organization inside out and truly understand it. Also they have to know the main ways in HR expertise and set the behavioural skills. This allows us to then turn the knowledge into action. The two core areas of HRPM apply to all professionals. Insight Strategy and Solutions explains how to develop actionable insights and solution, which are adjusted to a deep understanding of business. Using personal experience I will develop understanding of the organization and its context. To achieve this I will have to do series tasks, which include tasks like using relevant information and articles to build and widen understanding of new initiative and practices and generalist areas of Human Recourses. To spot potential opportunities and risks for organization I will collect, collate and analyse data in one of the professional area I am interested in -Performance and reward (Band One) I would analyse data and performance and reward information on individuals or groups and advise colleagues to aid decision-making. I will collect all information and feed in ideas and observation from reward functional and performance surveys to my colleagues and others to influence policy, process and decisions. Also I would have to provide all the relevant information, data (analysis and insights from reward data to support development of reward plans and strategy) Help employees understand their role in change, the reasons for it and the results that are expected by Providing data and analysis regarding market positioning. Support the delivery and evaluation of planned one-off and on going people programmes and projects. Keep records of identified risks and plans to mitigate against them Collect,  collate and analyse project metrics, data and report back on key Promote the value of diversity and inclusion in all activities Support employees and managers to apply people policies consistently and fairly. Provide accurate and timely information, data and advice to managers and employees on oganisation’s people policies and procedures and employment law Recognise team and organisational culture and its impact on activity To develop understanding of the organization and its context organisational purpose, key products/services and customers Relevant press relating to the organisation Basic financial and non-financial performance information on the performance of the organisation The sector context in which the organisation operates; legal and market factors that impact performance. Significant issues within the organisation’s environment which impact you and others around you, for example economic, social, political, environmental conditions Diversity and inclusion initiatives and activities within your area The way the organisation, and/or functions   and teams are structured and managed The governance and decision-making processes guiding how you deliver A sense of how things really work in the organisation and the barriers to change The capability and skills that are needed within the organisation How the 10 professional areas in this Map combine together to create an overall human resources offering to the organisation Knows or can access relevant law, in relevant local and international jurisdiction Where to access external information on HR or specialist area good practice and thought leadership. Project management principles and practices How a strategy and in-year operating plan relate Group and individual responses to change. How to collect and provide information required to support business cases and monitor budgets Leading HR is important for professionals even if they are not in leading role as is important that they grow and develop in this area which provide active, insight- led leadership. They can do that by driving themselves, others and activity in organization. The other eight segments identify the activities and knowledge that are required to provide specialist support. *Organizational design ensures that the organization is well design to deliver its objectives and that structural change is effectively managed. *Resources and Talent Planning is making sure that organization identify and attract key people who are able to create competitive advantages. *Performance and Reward builds a high- performance culture by delivering programmes that recognise and reward critical skills, capabilities, experience and performance. Ensures reward system are equitable ( fair) and cost effective. *Employee Relations ensures that the relationship between an organization and its staff is manage appropri ately within clear frame work and that relevant employment law, policies, procedures, communications, negotiations and consultations are followed. *Organizational Development is  making sure that the work force deliver strategic ambition. Ensures that an organization culture value, environmental support enhance its performance and adaptability *Learning and Talent Development ensures people at all levels posses and develop skills, knowledge and experiences to fulfil organizational ambitions. *Employee engagement ensures that all aspects of employment experience, the emotional connections, that employees have with their work, colleagues and organization is positive and understood. *Service and Delivery Information ensures that the delivery of HR services and information to leaders and employees within organization is accurate, timely and cost effective. HR data manage professionally The CIPD in HRPM model out eight behaviours which describe how work activities should be carried out. They are: Collaborative (people skills), Courage to Challenge (Confidence to speak out), Driven to Deliver (Deliver best results), Role Model (Lea ds by example), Curious (Future focused, open minded), Decisive Thinker (Decision maker), Skilled Influencer (Demonstrates ability to influence), Personally Credible (Deliver Professionalism)