Ban Spam :: essays research papers fc

Ban Spam   Ã‚  Ã‚  Ã‚  Ã‚  It is a new day at the office, and workers are getting online to check their electronic mail, only to find that it has been over run by unsolicited junk mail. This mail, more commonly referred to as spam has been around since the beginning of the Internet, and according to a recent article, as the Internet has grown, so has spam (†Spam Spam† E.L.) A recent study by Star Internet, based on the typical number of staff spending ten minutes a day checking their mail, indicates that spam costs companies in the U.K. 472 dollars a year per worker, and on a national scale, spam costs U.K. firms 4.6 billion dollars a year (Gold F.A.). This is just one reason why bulk unsolicited (spam) e-mail is costly, time consuming, and should be banned.   Ã‚  Ã‚  Ã‚  Ã‚  The term spam for unsolicited e-mail is believed to have originated from a Monty Python skit in which the dialogue was drowned out by shouting out the word â€Å"spam†(â€Å"How to Avoid† F.A.). This is much the way spam drowns out other messages in in-boxes.   Ã‚  Ã‚  Ã‚  Ã‚  Although spam is a problem for businesses, it is certainly not limited to them. A large amount of spam mail is targeted at anyone who has an e-mail address, and many adults are therefore concerned at some of the content that is sometimes received with these inconvenient messages. Some spam messages may contain explicit content, such as subject headers that display sexually explicit words and phrases that may be unsuitable for children who have access to the Internet.   Ã‚  Ã‚  Ã‚  Ã‚  Even though spam can contain some sexually explicit material, there are generally twelve spam scams that seem to be popular. According to one article, many spam messages may contain promises of business opportunities, making money scams, work-at-home schemes, health and diet scams, easy money, getting free merchandise, chain letters, getting free merchandise, investment opportunities, cable scrambler kits, guaranteed loans or credit with easy terms, credit repair, and vacation prize promotions (Gardner E.L.). These are the most popular, but certainly not the only spam scams that are out there today.   Ã‚  Ã‚  Ã‚  Ã‚  There are many ways to receive spam mail, or get on a spammer’s list. Many times, e-mail addresses that are given out while filling out forms over the Internet end up on a spammer’s list. According to one article, this is generally because spammers use special harvesting software for retrieving e-mail addresses, and many times there isn’t a privacy policy that prevents companies from giving out e-mail addresses to other companies.

Servant Leadership

When we talk about leadership, we refer to people who motivate, influence, and build up relationships, based on trust, respect, and integrity. Servant leaders are people who serve first. So what is Servant leadership? Servant leader ship is â€Å"when people lead at a higher level, they make the world a better place, because their goals are focused on the greater good† (Blanchard, 2010, p. 261). For example, educators are visionaries who help attain goals, instill value, and develop potential leaders.Educators assist in strengthening and developing the mind and body, so individuals an apply their talents and become great servant leaders in the areas of healing, educating, and inspiring. Around two thousand years ago, Jesus, an educator, exemplified the fully committed and effective servant leader (Blanchard, 2010, IPPP). John C. Maxwell (2007) mentions that Apostle Paul used Jesus as the ultimate example of servant leadership (p. 1472).The book of Philippians, chapter two vers es two through eleven (Philippians 2:2-11, New King James Version), discussed how Paul encourages his audience to be humble and live selflessly; he reminds them of how Christ was the ultimate leader who made the ultimate sacrifice (Maxwell, 2007, p. 1473). Maxwell (2007) goes on to say that Jesus stepped through six levels as He moved downward toward us; he gave up His divine form, He emptied Himself of any rights, He became a man, He became a servant, He was obedient to the point of death, and He died a terrible kind of death (p. 473). Basically, one could say that Jesus relinquished the glory that He had due to the fact that he was deity and He lacked recognition and glory to/by unbelievers while He was on earth. He also took he form of a servant by becoming as a servant to man and He appeared in the form of man so that He could die for our sins. Jesus illustrated true humility in action by humbling himself and becoming obedient unto death which resulted in the humility that He di splayed in willingly going to the cross to accomplish the will of our Father. According to John C.Maxwell (2007), Jesus displayed humility in coming to earth, emptying Himself and assuming the position of a man, taking the form of a abandonment, and by becoming mortal and dying (crucifixion) (p. 1470). Apostle Paul lams that all effective leaders must live such a selfless life and that Jesus is an example of what servant leadership actually is (Maxwell, 2007, p. 1470). In a 1970 essay Robert Greengage states that servant leaders are servants first and leaders later (Degrade, Tillie, & Neal, 2001). Ken Blanchard states leadership has two parts, â€Å"vision and implementation. The visionary role is the leadership aspect of servant leadership and implementation is the servant aspect of servant leadership (Blanchard, 2010 p. 262). In the visionary role, leaders must communicate the session values and beliefs the organization stands for and how organizational values encompass the indiv idual value of its members (Blanchard, 2010, p. 262). Once people are clear on where they are going, the task of implementation kicks in. It answers the question, â€Å"How do you make the vision happen† (Blanchard, 1991)?The biggest thing leaders need in order to become a servant leader is to get their egos out of the way. Leaders who are self-serving see themselves as the center of the feel good about their self and will either hide and hope that no one notices them ND/or overcompensate and go out to try to control their environment (Blanchard, 2010, p. 274). On the other hand, servant leaders usually have high self-esteem and have no problem giving credit to others. They want to help their people achieve their goals through teaching and coaching individuals to do their best; they achieve this through developing certain characteristics.The ten major characteristics of servant leadership are: listening, empathy, healing relationships, awareness, persuasion, conceptualization , foresight, stewardship, commitment to human resource placement, and commitment to building community (Nab, 2011). Without being knowledgeable of your talents, you cannot move forward without failure. Knowledge is control and great leadership starts with direction. Strengths of Servant Leadership The strengths of servant leadership includes self-awareness, morals, concern for others, and simplicity (Four Needed Strengths, 2011, p. ); all of which has its contributions to organizational development. Self-awareness is vital to servant leadership. Individuals already have the influence of cultural concepts of leadership resent in their lives so being self-aware of those influences will help the individual to combat them. According to Four Needed Strengths (201 1), servant leaders need to take the time to listen not only to themselves but to others as well; they must take the time to peel the layers back of their character to know who they are and what they stand for (p. 1) which takes me to the next strength, morals.Morals tie heavily with self-awareness and any leader needs to have morals and a strong sense of ethics (Four Needed Strengths, 2011, p. 1). The ethics, morals, values, creditability, and integrity that one possesses should drive their actions and how they lead but without them, large shadows will impact how they lead. The next strength is concern for others. Having concerns for others is about putting the need of others before your own needs. Servant leadership is about serving others over self-interest so servant leaders are less likely to practice self-serving behaviors which are behaviors that hurt others.Four Needed Strengths (2011) noted, â€Å"If you want to take servant leadership seriously you must first have concern for the needs of those that you lead with a servant's heart (p. 1). The last strength that I'm going to discuss is simplicity. Since the goal of servant leadership is to serve others that should be the main shared vision for ev eryone who is doing it. According Four Needed Strengths (201 1), by keeping it simple you can navigate back to the shared vision goal; keeping the aim simple and focused (p. 1).Instead of the traditional leadership style of dominating subordinates, servant leadership empowers subordinates and inspires them to perform; it places great importance on teamwork and building relationships. It also contributes to the all-around development of the employees. The servant leader remains patient, is forgiving, and always looks for the good in others (Nab, 2011). Again, this contributes to the all-around development of the employees. Weakness of Just as we have strengths in the belief of servant leadership, there are also weaknesses that we should stay away from.To be a servant leader and have no sense of direction or integrity is purposeless and a weakness. Sadly, a servant leader doesn't always lead by example, and many people are not influence by their purpose, of being a servant leader, you want understand the direction in which you must go as leader. The decision to act with selfishness, in fear, or without compassion is another weakness. It remains to be seen whether mankind can avoid the negative impact of rebellious individuals who refuse to be servant people.Some critics would argue that servant leadership has a too soft approach and unsuited for a competitive environment. They feel that serving leads to a situation where accountability or responsibility gets diluted. Others feel that when the company is faced with issues of downsizing, servant leadership would fall flat on its face because servant adhering thrust on human resource development. All members may not be on board with the commitment to building community among the team members and would prefer personal lives and work separate (Nab, 2011). Servant Leadership Servant Leadership What is it? The phrase â€Å"Servant Leadership† was coined by Robert K. Greenleaf in The Servant as a Leader, an essay he first published in 1970 (â€Å"What is servant,† ). The servant leader serves first, while aspiring to lead second. The servant leader serves the people that he or she leads, implying employees are an end in themselves rather than a means to organizational purpose or bottom-line. Servant leadership is meant to replace a command and control, top-down, model of management. Servant leadership encourages collaboration, trust, foresight, listening, and the ethical use of power and empowerment.A few famous examples of servant leaders are George Washington, Gandi and Caesar Chavez. Key Principles In a publication released by Nova Southeastern University, 10 principle characteristics were identified of servant leadership (â€Å"Leadership development -,† 2007). 1. Listening Listening skills are vital for all leadership styles. Serv ant leaders make a deep commitment to intently listen to others. They seek to identify the will of a group or individual and listen to what is being said. 2. Empathy It is important to understand and have compassion for others.People need to feel accepted and recognized for their unique qualities. Leaders must assume the good intentions and not reject them as people. 3. Healing Learning to heal is a powerful force for transformation and integration. A greatest strength of servant leaders is the potential to heal one’s self and others. 4. Awareness General awareness, especially self-awareness, strengthens the servant leaders. 5. Persuasion Leaders rely on persuasion rather than positional, authoritative, decision making. Seeking to convince others, rather than coerce, is a goal of the leader. 6. Conceptualize Dreaming great dreams† is an ability that must be self-nurtured in a leader. The ability to look at a quandary from a conceptualizing perspective means a leader mus t think beyond everyday realities. Leaders must seek balance conceptualization and day to day focus. 7. Foresight Foresight enables a leader to capitalize on lessons learned from the past, realities of the present and a likely outcome of a decision. 8. Stewardship Greenleaf’s view of all institutions was one in which CEO’s, staff, directors and trustees all play significant roles in holding institutions in trust for the greater good of society. . Commitment to the Growth of People Leaders believe people have an intrinsic value beyond tangible contributions as workers. As a result, genuine interest in the spiritual, professional and personal growth of all employees is demonstrated. 10. Building Community Leaders seek to identify a means for building a sense of community among those who work in a given institution. Differences from Other Styles In the approach on general leadership characteristics, the fundamental difference is authentic leaderships strive to be â€Å"r eal†, whereas servant leaders strive to be â€Å"right. Servant leadership is a style that lays down a set of characteristics that all leaders are supposed to emulate to attain success, and tries to shape the character and personality of the leader. On the other hand, authentic leaders tend to rely on their own unique set of experiences and style that has been learned and developed throughout their career. The main difference between servant and authentic styles, when applying into practice, is the serving of others. One of the primary applications is to give priority to the interest of others.Servant leaders exercise their duty by fulfilling needs, aspirations and duties of those in their organization. Authentic leaders don’t put much emphasis in responding to the needs or desires of others. Servant leaders’ style recommends listening, persuading, and empathy when approaching difficult situations, even in times of crisis. Authentic leaders are proactive and ada pt their style to the situation. These leaders can be inspiring in one situation and tough about people related issues in another (Nayab, 2010). Strengths/Weaknesses (Nayab, 2011) Strengths 1. Contribution to organizational development.Leaders proactively set the way, and will inspire subordinates to perform by empowering them to follow. Such inspiration leads to collective efforts, creating a synergy. 2. Contribution to the all-around development of the employee. The leader helps employees attain physical and intellectual vitality and fitness, allowing them to lead balance lives. 3. Servant leadership’s value based approach helps organizations in the business environment where values, empowerment, and commitment play a big role in success. Weaknesses 1. The soft approach does not fit well into a competitive environment.Servant leaders may lag behind those other styles better suited for a competitive environment. Accountability and responsibility may get diluted. 2. Does not always work or resolve issues related to employee-organization fit. A primary function of all leaders is to match candidates with organization objectives. Servant leaders put the individual’s goals/needs as the primary concern. 3. Building a sense of â€Å"community† among team members may not fit well for all members. Many wish not to share personal lives or aspirations with others at work. Personal ReflectionServant leadership may apply best in certain situations such as politics or association management. But in its purest theory, I am not convinced servant leadership is a practical leadership style 100% of the time, for any type of business. It does have many qualities that I agree with, and practice a large extent of the time. For example, I view everyone I work with as a customer. I see it as my responsibility to help them achieve success in their role. It is my duty to provide them with every resource needed in order to succeed, and it is their duty to tell me w hat they need.Sometimes, that includes a holistic approach, and sometimes it is as simple as acquiring a printer for them. I tread lightly when personal life problems present themselves, however. I will assist in providing direction for an employee to get the help they need, such as an EAP program, or a Pastor in our ministry development initiative. On the other hand, it is also my duty to provide corrective action, redirection, or other forms of performance feedback when employees stray from goals, objectives, vision, mission or values. As I mentioned, a part of my management style is to serve the needs of subordinates.I can’t deny it isn’t entirely for unselfish reasons. I use it as a motivational tactic to achieve positive outcomes. However, I am sincere in my communications in order to build trust. Good managers put the needs of others ahead of their own. However, good managers cannot put subordinate needs ahead of customers, organizational needs or stakeholder nee ds. Blending all styles of leadership and adapting to unique situations or people will produce positive outcomes in the long run. However, it is my opinion holding true to only one style of leadership may cause problems for the organization, or an individual manager.References: 1. What is servant leadership?. (n. d. ). Retrieved from http://www. greenleaf. org/whatissl/ 2. Leadership development – Servant Leadership. (2007, August 1). Retrieved from http://www. nova. edu/studentleadership/development/servant_leadership. html 3. Nayab, N. (2010, June 8). Servant leadership vs. authentic leadership: What are the differences?. Retrieved from http://www. brighthub. com/office/home/articles/73574. aspx 4. Nayab, N. (2011, May 25). Servant leadership theory – strengths and weaknesses. Retrieved from http://www. brighthub. com/office/home/articles/73511. aspx? cid=parsely_rec Servant Leadership Servant leadership is both a leadership philosophy and set of leadership practices. Traditional leadership generally involves the accumulation and exercise of power by one at the â€Å"top of the pyramid. † By comparison, the servant-leader shares power, puts the needs of others first and helps people develop and perform as highly as possible. While servant leadership is a timeless concept, the phrase â€Å"servant leadership† was coined by Robert K. Greenleaf in The Servant as Leader, an essay that he first published in 1970.In that essay, Greenleaf said: â€Å"The servant-leader is servant first†¦ It begins with the natural feeling that one wants to serve, to serve first. Then conscious choice brings one to aspire to lead. That person is sharply different from one who is leader first, perhaps because of the need to assuage an unusual power drive or to acquire material possessions†¦The leader-first and the servant-first are two extreme types. Between them th ere are shadings and blends that are part of the infinite variety of human nature.† â€Å"The difference manifests itself in the care taken by the servant-first to make sure that other people’s highest priority needs are being served. The best test, and difficult to administer, is: Do those served grow as persons? Do they, while being served, become healthier, wiser, freer, more autonomous, more likely themselves to become servants? And, what is the effect on the least privileged in society? Will they benefit or at least not be further deprived? â€Å" Advantages †¢This concept is seen as a long-term concept to live and work and therefore has the potential to influence the society in a positive way.†¢The exemplary treatment of employees leads to an excellent treatment of customers by employees of the company and a high loyalty of the customers. †¢There is a high employee identification with the enterprise. †¢An excellent corporate culture is develo ped. †¢Leaders of a company define themselves by their significance to the people. †¢Servant Leadership can be used as a principle to improve the return on investment of staff, in all economic sectors. Managers who empower and respect their staff get better performance in return. Disadvantages†¢Servant Leadership is seen as a long-term application and therefore needs time for applying. †¢Lack of authority: Servant leadership can actually lead to a minimization of the authority of the subject manager and the overall management function in the business. When employees see their manager catering to their needs in an extreme manner, they are less likely to view him as an authoritative figure. If top management wants front-line mangers to push employees to better performance, it is difficult for the servant manager to step back into this role as a more dominant figure.†¢Demotivating: Servant leadership may lead to demotivation of employees, who then produce fewer results over time. It is comparable to a parent-child relationship in which the parent bails the child out of trouble by constantly stepping into to fix things or to do the work for the child. When employees believe their manager will step in to take care of any needs they have or to resolve issues that arise, they are more tempted to sit back and exert less effort in producing quality and put less thought into resolving issues or conflicts.†¢Limited vision: Leaders at all levels of a business are distinct from regular employees by their role of developing vision and providing direction. A manager needs to have some level of detachment from his employees so he can explore new opportunities, brainstorm ideas, resolve problems and formulate a picture on where his department, store or business is headed. Only by having this separation from employees can managers focus on vision and then step in to articulate the vision by providing direction to employees. Servant Leadership Servant Leadership What is it? The phrase â€Å"Servant Leadership† was coined by Robert K. Greenleaf in The Servant as a Leader, an essay he first published in 1970 (â€Å"What is servant,† ). The servant leader serves first, while aspiring to lead second. The servant leader serves the people that he or she leads, implying employees are an end in themselves rather than a means to organizational purpose or bottom-line. Servant leadership is meant to replace a command and control, top-down, model of management. Servant leadership encourages collaboration, trust, foresight, listening, and the ethical use of power and empowerment.A few famous examples of servant leaders are George Washington, Gandi and Caesar Chavez. Key Principles In a publication released by Nova Southeastern University, 10 principle characteristics were identified of servant leadership (â€Å"Leadership development -,† 2007). 1. Listening Listening skills are vital for all leadership styles. Serv ant leaders make a deep commitment to intently listen to others. They seek to identify the will of a group or individual and listen to what is being said. 2. Empathy It is important to understand and have compassion for others.People need to feel accepted and recognized for their unique qualities. Leaders must assume the good intentions and not reject them as people. 3. Healing Learning to heal is a powerful force for transformation and integration. A greatest strength of servant leaders is the potential to heal one’s self and others. 4. Awareness General awareness, especially self-awareness, strengthens the servant leaders. 5. Persuasion Leaders rely on persuasion rather than positional, authoritative, decision making. Seeking to convince others, rather than coerce, is a goal of the leader. 6. Conceptualize Dreaming great dreams† is an ability that must be self-nurtured in a leader. The ability to look at a quandary from a conceptualizing perspective means a leader mus t think beyond everyday realities. Leaders must seek balance conceptualization and day to day focus. 7. Foresight Foresight enables a leader to capitalize on lessons learned from the past, realities of the present and a likely outcome of a decision. 8. Stewardship Greenleaf’s view of all institutions was one in which CEO’s, staff, directors and trustees all play significant roles in holding institutions in trust for the greater good of society. . Commitment to the Growth of People Leaders believe people have an intrinsic value beyond tangible contributions as workers. As a result, genuine interest in the spiritual, professional and personal growth of all employees is demonstrated. 10. Building Community Leaders seek to identify a means for building a sense of community among those who work in a given institution. Differences from Other Styles In the approach on general leadership characteristics, the fundamental difference is authentic leaderships strive to be â€Å"r eal†, whereas servant leaders strive to be â€Å"right. Servant leadership is a style that lays down a set of characteristics that all leaders are supposed to emulate to attain success, and tries to shape the character and personality of the leader. On the other hand, authentic leaders tend to rely on their own unique set of experiences and style that has been learned and developed throughout their career. The main difference between servant and authentic styles, when applying into practice, is the serving of others. One of the primary applications is to give priority to the interest of others.Servant leaders exercise their duty by fulfilling needs, aspirations and duties of those in their organization. Authentic leaders don’t put much emphasis in responding to the needs or desires of others. Servant leaders’ style recommends listening, persuading, and empathy when approaching difficult situations, even in times of crisis. Authentic leaders are proactive and ada pt their style to the situation. These leaders can be inspiring in one situation and tough about people related issues in another (Nayab, 2010). Strengths/Weaknesses (Nayab, 2011) Strengths 1. Contribution to organizational development.Leaders proactively set the way, and will inspire subordinates to perform by empowering them to follow. Such inspiration leads to collective efforts, creating a synergy. 2. Contribution to the all-around development of the employee. The leader helps employees attain physical and intellectual vitality and fitness, allowing them to lead balance lives. 3. Servant leadership’s value based approach helps organizations in the business environment where values, empowerment, and commitment play a big role in success. Weaknesses 1. The soft approach does not fit well into a competitive environment.Servant leaders may lag behind those other styles better suited for a competitive environment. Accountability and responsibility may get diluted. 2. Does not always work or resolve issues related to employee-organization fit. A primary function of all leaders is to match candidates with organization objectives. Servant leaders put the individual’s goals/needs as the primary concern. 3. Building a sense of â€Å"community† among team members may not fit well for all members. Many wish not to share personal lives or aspirations with others at work. Personal ReflectionServant leadership may apply best in certain situations such as politics or association management. But in its purest theory, I am not convinced servant leadership is a practical leadership style 100% of the time, for any type of business. It does have many qualities that I agree with, and practice a large extent of the time. For example, I view everyone I work with as a customer. I see it as my responsibility to help them achieve success in their role. It is my duty to provide them with every resource needed in order to succeed, and it is their duty to tell me w hat they need.Sometimes, that includes a holistic approach, and sometimes it is as simple as acquiring a printer for them. I tread lightly when personal life problems present themselves, however. I will assist in providing direction for an employee to get the help they need, such as an EAP program, or a Pastor in our ministry development initiative. On the other hand, it is also my duty to provide corrective action, redirection, or other forms of performance feedback when employees stray from goals, objectives, vision, mission or values. As I mentioned, a part of my management style is to serve the needs of subordinates.I can’t deny it isn’t entirely for unselfish reasons. I use it as a motivational tactic to achieve positive outcomes. However, I am sincere in my communications in order to build trust. Good managers put the needs of others ahead of their own. However, good managers cannot put subordinate needs ahead of customers, organizational needs or stakeholder nee ds. Blending all styles of leadership and adapting to unique situations or people will produce positive outcomes in the long run. However, it is my opinion holding true to only one style of leadership may cause problems for the organization, or an individual manager.References: 1. What is servant leadership?. (n. d. ). Retrieved from http://www. greenleaf. org/whatissl/ 2. Leadership development – Servant Leadership. (2007, August 1). Retrieved from http://www. nova. edu/studentleadership/development/servant_leadership. html 3. Nayab, N. (2010, June 8). Servant leadership vs. authentic leadership: What are the differences?. Retrieved from http://www. brighthub. com/office/home/articles/73574. aspx 4. Nayab, N. (2011, May 25). Servant leadership theory – strengths and weaknesses. Retrieved from http://www. brighthub. com/office/home/articles/73511. aspx? cid=parsely_rec

Determining Databases and Data Communications Essay

The business we have chosen to review is AT&T. They are currently using the Window 7 and Mac OS x operating systems and Office 2010 as their business software. They also have some equipment-specific software that uses the Linux and some function specific software as GCAS, a mobile dispatch interface or Granite, a visual database program. Using the Windows 7 OS gives AT&T its dependability; many of the other Microsoft operating systems are not as popular or user friendly. Windows 7 is the finest OS Microsoft has created since XP—some might say since Windows 2000. Many users just do not like other versions, like Windows 8 or Windows Vista, but Windows 7 and Microsoft work well for AT&T because of the previous history and familiarity with AT&T’s employees. AT&T has been using a Windows OS ever since Windows first went on the market or very soon thereafter. AT&T also benefits from a much discounted price because of their volume of sales with their employment numbers reaching approximately 260,000. So far, Windows far surpasses other operating systems for business needs, mainly because of its dominance in the marketplace. But more recently AT&T U-Verse technicians rely on mobile devices, including Apple Inc.’s iPads and iPhones, working on the Mac OS X, which launch AT&T-specific applications to dispatch technicians for U-verse customer appointments and to conduct network testing and other daily activities in the field. Today technicians work with far more advanced equipment, mostly digital, to install and maintain a more advanced set of products and services (Stemle, 2012). Windows is also a good fit for the Microsoft Office product which AT&T uses for its word processing, spreadsheet use, the Access database, and the largely popular PowerPoint presentation software. In addition, AT&T uses Outlook for e-mail. This suite of progra ms adds to the discount received from Microsoft for a large volume purchase. The Linux operating system has the advantage of being a  standard in equipment operating systems, especially for the system. The disadvantage is most equipment manufacturers write their own software programs and tend to make it proprietary so it can be expensive and not easily replaceable. AT&T Wireless has been using Granite Systems since 2000 to remove resource redundancy, improve network dependability and accelerate service deployment. Although, specific functional programs have the benefit of solving a specific need, but giving one programming company control over the price and upgrade path. The Craft Access System was a program, developed in 1984 by AT&T subsidiary Bellsouth Telecommunications Advanced Systems Division, which allowed telephone installers and repair technicians to gain access to their work order system by using different handheld PC equipment that connects to a landline telephone system. Now called GCAS, Global Craft Access System, this software is currently used worldwide so dispatchers can send problem notifications and install information to technicians. The technicians can send messages to the dispatchers and receive them also. In addition they can clock in and out, report outcomes for trouble calls, send their location information, and print receipts for customers to sign after the job has been completed (Dispatch and Service Support System, 2014). Determining Operating Systems and Software Applications Table Operating Systems Horizontal-Market Applications Vertical-Market Applications One-of-a-Kind Market Applications AT&T Microsoft MS Windows 7 MS Word Linux Proprietary OS Description of how it is used Users use OS to interface with the computer and its software applications MS Word is a widely accepted word-processing program that can be used for creating documents, letters, flyers, learning activities, and homework assignments for students. Operating system for different phone company  equipment; e.g. VM, routers, switches Complex equipment vendors using their version only, not an open system Typical user Secretary, Executive, Engineers and Technicians Entire organization, Legal, HR, Accounting, Marketing, Research, Engineering, Labs, Technicians, etc. Network Engineer and Technicians Vendor Engineer and Technicians Advantages Familiar so easy to use and everyone in the company uses same version Widely used so most new applicants for work will have experience at work, home, or school Fast dependable, widely distributed and used Speed, Dependability, Advantage over the competition Disadvantages It is not the latest version, so not the latest benefits Large file size, a lot of meta information gets saved along the way when changing and saving a Word file that can expand its size. Word can be very prone to viruses and malware. Additionally, users have complained that there are too many options. It is not easy to navigate; mistakes cause major problems and recovery not possible. Locked into that vendor, pay more, maybe get less, hard to move up in technology development. References 1. Dispatch and service support system. (2014). Retrieved from http://www.freepatentsonline.com/y2010/0049576.html 2. Stemle, C. (2012, August 24). AT&T technicians use iPads, iPhones out in the field. Louisville Business First. Retrieved from http://www.bizjournals.com/louisville/print-edition/2012/08/24/technology-att-technicians-use.html?page=all

Impact of the recent soaring of food prices on food security and the risk of malnutrition in the horn of africa Essay Example

Impact of the recent soaring of food prices on food security and the risk of malnutrition in the horn of africa Essay Example Impact of the recent soaring of food prices on food security and the risk of malnutrition in the horn of africa Essay Impact of the recent soaring of food prices on food security and the risk of malnutrition in the horn of africa Essay ( Riely et al. , 1999, FAO, 2006 ) . There are 4 cardinal elements incorporated into this definition including nutrient handiness, nutrient entree, use and stableness ( FAO, 2006 ) . These imply that nutrient must be available in sufficient measure and quality either imported or produced, that there must be equal tools or pecuniary resources for its acquisition, that nutrient must be prepared and consumed in a alimentary and hygienic mode and eventually that the hazard of losing any of these elements should be continuously low. Thus lacks in any of these elements can take to nutrient insecurity. The GHA is a part that has suffered from long term nutrient insecurity. This part includes Somalia, Ethiopia, Eritrea, Dijibouti, Tanzania, Kenya, Sudan and Uganda every bit good as parts of the Central African Republic ( CAR ) and the Democratic Republic of Congo ( DRC ) . From the period 1988-2005 these states have faced critical nutrient insecurities that have required external nutrient aid for at least 10 or more old ages with Somaila, DRC, Ethiopia and Sudan confronting nutrient insecurities for the full continuance of that period i.e. 15 old ages or more ( FAO, 2006 ) . The causes of nutrient insecurity The GHA part continues to be nutrient insecure due to multiple factors. First drought and fickle rainfalls combined with deforestation have ruined dirt quality ensuing in reduced harvest outputs and grazing land for croping animate beings ( Riely et al. , 1999 ) . From February to September 2008 there was good below mean rainfall in many parts of the GHA bespeaking moderate to badly dry conditions in south-eastern Ethiopia, Somalia, Dijibouti and parts of Kenya ( FEWS_Net, 2008a, FEWS_Net, 2008b, FEWS_Net, 2008c ) . The below normal dirt wet degrees have led to the failure of the corn harvest in some parts of the GHA. In add-on, political instability and armed struggles make it progressively hard to set up and keep the appropriate market substructure to organize entree and distribution of nutrient to the population ( Riely et al. , 1999 ) . For illustration Somalia has merely late established a transitional national authorities after about a decennary embroiled in internal struggle ( 1991-2000 ) without a functioning authorities ( Bureau_of_African_Affairs, 2010 ) . This drawn-out struggle has led to around 980,000 internally displaced people who are unable to prosecute in economic activity and entirely dependent on external nutrient assistance. In add-on, the 2008 post-election force in Kenya resulted in nutrient insecurity for about 257,000 people due to internal supplanting ( FEWS_Net, 2008d ) . Thus the combination of these factors reduces the ability of the local population to obtain sufficient nutrient from local economic activity and increases dependance on international markets and assistance. The cost of nutrient is a major determiner of nutrient handiness and entree. The GHA part is a net importer of nutrient, particularly of cereals from international markets due to lacks in production capacity ( IFRC, 2008 ) . The period from 2006-2008 proverb record degrees of nutrient monetary value additions globally, particularly of cereals including rice and corn. The Food and Agricultural Organization ( FAO ) monetary value index for cereals increased by about 90 % from March 2007 to March 2008 and a more than 200 % addition since 2000 ( FAO, 2008 ) . Furthermore, despite overall additions in universe cereal production, the stock-to-utilization ratio of cereals remained comparatively low at 18.8 % ( FAO, 2008 ) . This has been attributed to hapless crops and high internal demand in major exporting parts such as Australia and the EU, every bit good as increased usage of harvests for bio-fuels ( ~100,000,000 metric tons globally in 2007/08 ) , therefore doing less cereal available for export ( FAO, 2008 ) . Furthermore, in the GHA part there were modest additions in domestic cereal production from 2006-2009, excepting a brief dip in 2007, from 33.9 million metric tons to 34.7 million metric tons. However, this was deficient to run into demands, partially due to the high population growing. Furthermore the import demands really increased for the part from 6,203,000 metric tons in 2007/08 to 6,577,000 metric tons in 2008/09 ( FAO, 2009 ) . In add-on, lifting fuel monetary values contributed to increased cargo costs for importing harvests and fertiliser. The monetary value of rough oil peaked at $ 147/barrel in July 2008 before worsening below $ 50 by the terminal of 2008 ( Human_Development_NetworkandPoverty_Reduction_and_Economic_Management_Network, 2008 ) . Therefore, a combination of deficient domestic production, reduced handiness on the international market every bit good the comparatively higher transit costs for importing have all contributed to driving the monetary value of nutrient high taking to nutrient insecurity. For illustration in Somalia the monetary value of imported rice and cereals went up by 200-400 % in 2007/08 ( Sheeran and Diouf, 2009 ) . In most of the GHA states where the bulk of household income is spent on nutrient, this has resulted in get bying schemes that could increase the hazard of hapless wellness and malnutrition. The increased hazard of malnutrition due to nutrient insecurity There is grounds that many people within the GHA are at hazard of malnutrition due to nutrient insecurity. Two parts most extremely at hazard are Somalia and Ethiopia ( Human_Development_Network and Poverty_Reduction_and_Economic_Management_Network, 2008 ) . The Food Security Analysis Unit Somalia ( FSAU-S ) reported in July 2007 that 6/18 parts were critical for their nutrition position with the bulk being either qui vive or serious, nevertheless by August 2008 all parts were either critical or badly critical ( FSAU-Somalia, 2008 ) . Very critical nutrition state of affairss are indicated by Global Acute Malnutrition ( GAM ) rates of above 15 % . Southern territories of Somalia were most badly affected including Bakool with a GAM rate of 24.1 % and 25.5 % in the agro-pastoral and pastoral populations severally every bit good as a GAM rate of 23.3 % and 25.5 % for the Gedo pastoral and riverine support zones, severally ( FSAU-Somalia, 2008 ) . In add-on, within many southern territo ries in Ethiopia surrounding Somalia, UNICEF estimated that 120,000 kids had less than 1 month to populate and that 6 million kids were at hazard of terrible acute malnutrition due to nutrient insecurity ( USAID, 2008 ) . Thus the hazard of malnutrition has increased during the period of the planetary nutrient crisis. It is of import to appreciate that high nutrient monetary values in themselves would non do malnutrition but they have exacerbated the hazard in a part already enduring from nutrient insecurity due to deficient production, civil agitation and hapless conditions. Malnutrition and the menace of famishment have forced people to follow get bying schemes which are farther detrimental to their nutritionary position and do it more hard for them to retrieve in the long term. Rising nutrient costs erode the people s buying power cut downing entree to sufficient measures of nutrient. Many people hence have to cut down their nutrient intake doing them to go ill-fed and less able to contend disease. There are cutbacks in the usage of dearly-won wellness and instruction services, which means that less healthy and economically productive populations will emerge in the long term, farther intensifying the growing chances of the part. ( Human_Development_Network and Poverty_Reduction_and_Economic_Management_Network, 2008 ) . Therefore early intercessions are critical to forestall malnutrition and irreparable harm to populations. Such populations are as a consequence less likely to be self-sufficing and more dependent on international nutrient assistance in t he hereafter. Decision The surging cost of nutrient due to monetary value additions during 2006-2008 has resulted in decreased entree to nutrient in the GHA part. This by and large nutrient insecure part has been unable to set to market conditions which have caused a rise in nutrient import measures ensuing in higher nutrient monetary values for domestic consumers. Furthermore at the single degree the decreased entree to nutrient has resulted in most domestic consumers non possessing the resources to keep a pre-crisis nutrient consumption. This has led to a undernourishment in parts of the GHA and get bying schemes that make long term recovery hard. It is hence critical for International assistance bureaus to organize a fast alleviation response in order to cut down the figure of people going malnourished and to forestall hard long term effects of undernourishment particularly for kids. This will intend that non merely more nutrient assistance be delivered but besides conflict declaration and agricultural investing so these states are better able to get by with dazes in the hereafter. Mentions BUREAU_OF_AFRICAN_AFFAIRS ( 2010 ) Background Note: Somalia. US Department of State. FAO ( 2006 ) Food Security. Food and Agricultural Organization Policy Brief. FAO ( 2008 ) Crop Prospects and Food Situation 2. Economic and Social Development Department, Food and Agricultural Organization. FAO ( 2009 ) Crop Prospects and Food Situation 3. Economic and Social Development Department, Food and Agricultural Organization. FEWS_NET ( 2008a ) Ethiopia Food Security Outlook. WFP ; USAID. FEWS_NET ( 2008b ) Hazards Impacts Assessment for Africa June 19 25, 2008. The USAID FEWS NET Weather. FEWS_Net ; USAID. FEWS_NET ( 2008c ) Hazards Impacts Assessment for Africa September 18 24, 2008. The USAID FEWS NET Weather. FEWS_Net ; USAID. FEWS_NET ( 2008d ) Post-election struggle causes utmost nutrient insecurity in rural countries, urban centres. Kenya Food Security Emergency. USAID. FSAU-SOMALIA ( 2008 ) Nutrition Update: Particular Focus on Gu 08. Food and Agricultural Organization. HUMAN_DEVELOPMENT_NETWORK A ; POVERTY_REDUCTION_AND_ECONOMIC_MANAGEMENT_NETWORK ( 2008 ) Rising Food and Fuel Monetary values: Addressing the hazards to future coevalss. The World Bank. IFRC ( 2008 ) Horn of Africa: Exceeding nutrient security crisis. Operationss Update. International Federation of Red Cross and Red Cresent Societies. RIELY, F. , NANCY MOCK, COGILL, B. , BAILEY, L. A ; KENEFICK, E. ( 1999 ) Food Security Indicators and Framework for Use in the Monitoring and Evaluation of Food Aid Programs. Food and Nutrition Technical aid. Office of Health and Nutrition, USAID. SHEERAN, J. A ; DIOUF, J. ( 2009 ) Food Aid for Emergency Relief and Protection of Livelihoods. Somalia Emergency Operation 10812.0. World Food Programme. USAID ( 2008 ) Global Food Insecurity and Price Increase update # 3. USAID.

Historical SAT Test Dates for 2014, 2013 and More

Historical SAT Test Dates for 2014, 2013 and More SAT / ACT Prep Online Guides and Tips Historical test dates for the SAT are important for many accurate records. However, the College Board at this point doesn't maintain an easy database of SAT dates for 2014, 2013, 2012, 20, and so forth. We at PrepScholar have done the hard work to dig up the old records. See below! Note: if you are looking for future SAT test dates instead, look here! School Year of 2014-2015 The source for this year was Official College Board data. Test Date Normal Reg Late Reg Oct , 2014 Sep 12, 2014 Sep 26, 2014 Nov 1, 2014 Oct 3, 2014 Oct 17, 2014 Dec 6, 2014 Nov 7, 2014 Nov 21, 2014 Jan 24, 2015 Dec 26, 2014 Jan 9, 2015 Mar 7, 2015 Feb 6, 2015 Feb 20, 2015 May 2, 2015 Apr 3, 2015 Apr 17, 2015 Jun 6, 2015 May 8, 2015 May 22, 2015 School Year of 2013-2014 The source for this year was Official College Board data. Test Date Normal Reg Late Reg Oct 5, 2013 Sep 6, 2013 Sep 20, 2013 Nov 2, 2013 Oct 4, 2013 Oct 18, 2013 Dec 7, 2013 Nov 8, 2013 Nov 22, 2013 Jan 25, 2014 Dec 27, 2013 Jan 10, 2014 Mar 8, 2014 Feb 7, 2014 Feb 21, 2014 May 3, 2014 Apr 4, 2014 Apr 18, 2014 Jun 7, 2014 May 9, 2014 May 23, 2014 More Years Below! Found this article useful? Get a lot more helpful information with our Free SAT ebook! School Year of 2012-2013 The source for this year was Official College Board data. Test Date Normal Reg Late Reg Oct 6, 2012 Sep 7, 2012 Sep 21, 2012 Nov 3, 2012 Oct 4, 2012 Oct 19, 2012 Dec 1, 2012 Nov 1, 2012 Nov 16, 2012 Jan 26, 2013 Dec 28, 2012 Jan , 2013 Mar 9, 2013 Feb 8, 2013 Feb 22, 2013 May 4, 2013 Apr 5, 2013 Apr 19, 2013 Jun 1, 2013 May 2, 2013 May 17, 2013 School Year of 20-2012 The source for this year was a trusted institutional source secondarily based on Official College Board data. Test Date Normal Reg Late Reg Oct 1, 20 Sep 9, 20 Sep 21, 20 Nov 5, 20 Oct 7, 20 Oct 21, 20 Dec 3, 20 Nov 8, 20 Nov 20, 20 Jan 28, 2012 Dec 30, 2012 Jan 13, 2012 Mar 10, 2012 Feb 10, 2012 Feb 24, 2012 May 5, 2012 Apr 6, 2012 Apr 20, 2012 Jun 2, 2012 May 8, 2012 May 22, 2012 School Year of 2010-20 The source for this year was a trusted institutional source secondarily based on Official College Board data. Test Date Normal Reg Late Reg Oct 9, 2010 Sep 10, 2010 Sep 24, 2010 Nov 6, 2010 Oct 8, 2010 Oct 22, 2010 Dec 4, 2010 Nov 5, 2010 Nov 19, 2010 Jan 22, 20 Dec 23, 20 Jan 7, 20 Mar 12, 20 Feb , 20 Feb 25, 20 May 7, 20 Apr 8, 20 Apr 22, 20 Jun 4, 20 May 6, 20 May 20, 20 School Year of 2009-2010 The source for this year was a trusted secondary school institutional source secondarily based on Official College Board data. Test Date Normal Reg Late Reg Oct 10, 2009 Sep 9, 2009 Sep 23, 2009 Nov 7, 2009 Oct 1, 2009 Oct 15, 2009 Dec 5, 2009 Oct 30, 2009 Nov 12, 2009 Jan 23, 2010 Dec 15, 2009 Dec 30, 2009 Mar 13, 2010 Feb 4, 2010 Feb 18, 2010 May 1, 2010 Mar 25, 2010 Apr 8, 2010 Jun 5, 2010 Apr 29, 2010 May 13, 2010 School Year of 2008-2009 The source for this year was a trusted collegiate institutional source secondarily based on Official College Board data. Test Date Normal Reg Late Reg Oct 4, 2008 Sep 9, 2008 Sep 16, 2008 Nov 1, 2008 Sep 26, 2008 Oct 10, 2008 Dec 6, 2008 Nov 5, 2008 Nov 18, 2008 Jan 24, 2009 Dec 26, 2008 Jan6, 2009 Mar 14, 2009 Feb 10, 2009 Feb 24, 2009 May 2, 2009 Mar 31, 2009 Apr 9, 2009 Jun 6, 2009 May 5, 2009 May 15, 2009 How to Use These SAT Data These historical test days can help you with your application, and help you predict when future SAT test dates are. If you are planning to take the SAT again and want to improve, subscribe to our blog! Found this article useful? Get a lot more helpful with our Free SAT Ebook! Have friends who also need help with test prep? Share this article! Tweet Dr. Fred Zhang About the Author Fred is co-founder of PrepScholar. He scored a perfect score on the SAT and is passionate about sharing information with aspiring students. Fred graduated from Harvard University with a Bachelor's in Mathematics and a PhD in Economics. Get Free Guides to Boost Your SAT/ACT Get FREE EXCLUSIVE insider tips on how to ACE THE SAT/ACT. 100% Privacy. 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CIS 206 U1 Review Assigment Coursework Example | Topics and Well Written Essays - 250 words

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Criminal Justice Organizations- Assignment 2 Essay

Criminal Justice Organizations- Assignment 2 - Essay Example I worked for a few months in the year 2011, before the store closed in 2012. All the sales representatives reported to the sales manager. He is one of the best examples I have on leaders with some of the most effective skills. He would encourage all sales staff members to meet their set goals and related to most of us on a personal level. He would join us on strategy planning meetings and accept decisions that we reached based on consensus. Behavioral models are a set of theories on leadership used to explain leadership in terms of conduct of an administrator and his subordinates. It is an approach that lays emphasis on how a leader gets their subordinates to achieve goals and tasks in an organization (Stojkovic, Kalinich & Klofas, 2014). This approach also studies how employees in an organization are also able to attain personal goals while also accomplishing tasks allocated to them by their leaders. The behavioral approach is thus an approach based on initiation of structures and subordinates welfare considerations. Leaders who are keen on these two concepts are effective leaders (Stojkovic, Kalinich & Klofas, 2014). The behavioral approach originated from the Ohio and Michigan research studies on effective leadership. The Ohio research studies concluded that there is effective leadership in an organization if the organization’s leaders put structures in place and they also have high consideration of employees. The Michigan research studies divided supervisory behavior into production oriented and employee oriented approaches. The sales manager at Best Buy was very concerned with the welfare of all employees under his department. He was also not dictator when it came to making decisions. His effective leadership skills were also reflected in the productivity levels of sales representatives. In my opinion the leadership style employed by the sales manager was effective for the sales department. The leadership style used by the sales