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Relationship between Human resources plans and strategic objectives

HR planning is one of the main departments in an organisation. This will help the organisation in recruiting the right person in the right place. It will help the organisation in achieving its goals, providing the best service to the customers and managing the employees. In this course work, we will discuss on HR planning and how it supports the different departments in an organisation. HOW THE HR PLAN SUPPORTS THE STRATEGIC OBJECTIVES: STRATEGIC CAPABILITY: An organisation could be more competitive and successful when it will try to implement new ways of learning to the situation i.e., dynamic approach to learning. Organisations must not only rely on the traditional learning outcomes but also practice dynamic approach of learning to achieve better results. Sainsbury super markets are one such retail company which relies on dynamic approach of learning to achieve new goals and to sustain in the competitive market. The company tries to implement new methods according to the needs of the customers. The company implements new thoughts and ideas to achieve best goals. By this continuous learning, the company is able to compete in the market with other companies and be successful. Some of the strategies followed by Sainsbury’s are rising incomes, urbanisation, more female participation in the labour force, media and advertising. PUTTING TOGETHER AN HR STRATEGY: The HR strategy provides framework for the evolution and maintenance of the HR policies and the practices which reflect the core value of the Sainsbury’s. The organization strategy of Sainsbury is focused on the growth of the company in terms of increasing stores, business and to compete with the competitors with best prices and customer service. To achieve the organization goal the HR department has a key role to play. The Sainsbury’s uses the store card which displays the contributions from each department including HR in overall performance of the store. The key ways in which the organization strategy is linked to HR strategy are: The HR to employ more people when the business is high in certain periods of the year. To provide a good customer service as a part of the company long term strategy the HR focus on providing the customer service training to the staff The HR Strategies can be of two types: Short term HR strategies: These are the strategies which are taken in a short time like recruiting people temporarily, strategies for small periods. These strategies will help in achieving long term HR strategies. Long term HR strategies: These are the strategies which are aimed for long periods. These strategies help the organisation achieve their goals and reach to greater heights. ORGANISATIONAL DESIGN: The above design is the organizational structure of Sainsbury. We can find different types of cultures in the organisation. This organisational culture will help the organizational strategy as the organisation can plan the strategies in an efficient manner with the help of the structure. Though the culture adopted by sainsbury’s has not many complication. However still a lot changes can be brought in the present culture and to improve the overall smooth working and job satisfaction of the employee. The changes like top management to work closely with the staff which gives the management good information on the problems at low level and what the way to come over the problems and which also helps them in recruitment process. THE PROCESS OF HR PLANNING: The organisation must be sure that it is recruiting the employees according to the demand. If the organisation recruits more number of employees than required then it will be a huge burden on the organisation. The company should follow some methods while recruiting employees. Sainsbury’s will recruit the staff according to the demand. They will consider the attributes like the how big is the store, where the store is situated, the flow of customers to the store etc. These all attributes will help the organisation to analyse the demand and supply of the employees. Sainsbury will recruit the employees according to the season as well. ATTRACTING, RECRUITING AND SELECTING PEOPLE: Attracting talent: Organisation level of diversity: Sainsbury does not forget the benefits that diversity can bring in the workforce. So, the organisation makes sure that the diversity in workspace is not being affected at any cost. This helps in understanding and adapting the changing needs of the customers. Sainsbury is concentrating to increase the number of female employees. The organisation is aiming to have women in 20% of their store manager positions by 2011. They offer diversity awareness among the employees which is working extremely well. The organisation does not have any specific retirement age. It is up to the employees to take decision of their retirement. To improve diversity in our organisation: There are several measures that can be taken to improve diversity in an organisation. Let us have a look at some of them. Age legislation is one such thing on which all the organisations concentrate. Age legislation applies to the people of all ages. Organisations provide different systems which can provide evidence of non-discriminatory practice. These systems will be important not only in the short term to obey with the law but also in the longer term as part of the organisation’s basic labour force planning activities and staffing and maintenance strategies. Discrimination: Sainsbury’s promotes diversity in the employment force and supports Age positive, investors inside people and the optimistic about disabled people initiatives. TOTAL REWARD SYSTEM: The total reward system described by Armstrong and brown describes a reward strategy which brings the components like learning and development together with features of the work environment, into the assistance package. Both the tangible and intangible rewards are considered valuable. Tangible rewards will be arising from transactions between the employer and employee and take in rewards such as pay, personal hand-outs and other benefits. Development, learning and work experience come under the intangible rewards. Recognition, chance to develop, personal achievement and social service are some of these examples of this type. The main aim of the total reward system is to make the most of the positive impact that a broad variety of rewards will have on motivation, job appointment and company’s commitments.[ Carolina Mikander, 2010]. The benefits of a total reward system are greater impact, enhancing the employment relationship, enhancing cost effectiveness, flexibility to meet individual needs, winning the war for talent. Sainsbury introduced a new reward system in 2005 which is devised towards in store standards and also accessibility of products to the customer which has been main fault point in the past. This reward system is discovered to create an organisation culture where provisions, their performance and the focus are paramount. The organisation provided a scheme to the employees in which they can participate and give suggestions with rewards and recognition for effective suggestions. The changes that can be made to the organisation’s reward system is To provide better reward system to the staff who has their family members working in the same organisation. It is like providing reward system to the family. This will attract the people in letting their family members join in the same organisation. The marketing implications of applying are ‘want ads’ in the local or national newspapers, recruitment consultants, and career and recruitment fairs. All these methods of marketing will reach the public very effectively. ‘Want adds’ may be the best marketing methodology which is cheaper and best way of marketing. RECRUITING TALENT: Sainsbury’s recruit the talent all over the year. The best procedure is followed in recruiting the talents based on the roles. It also encourages the internal talent by giving an equal chance for all members to grow within the organization which is purely based on the interests and talent of the candidates and also provides the training programs to encourage the staff. Sainsbury provides a huge number of jobs and great variety of opportunities available in many of the stores. They look for staff with good customer service skills. They offer the colleagues to work in flexible hours. Sainsbury posts the job vacancies on in-store job boards, in local press and job centre plus. They recruit graduates and they train them for the necessary posts. A trainee management scheme is designed to train these graduates. Sainsbury offers work experience to the school people. These school people will work in different departments and gain experience. This will help the students to gain an understanding of work in general. Line managers say that they will be ahead of the game if they come as a graduate trainee. Sainsbury examines application data to observe the demographic characteristics of the people it is recruiting. The recruitment process of Sainsbury is very effective and efficient in recruiting the right person. A HRM approach could be adopted to recruitment, which includes taking care in selecting people according to the needs of the organisation. The recruitment process is costly and cost linked with recruiting workforce that then carry out badly. It is necessary to Sainsbury to select the people carefully. Sainsbury should be very clear about the requirements of the job. Let us have a look on the steps of Sainsbury’s recruitment process. HR planning: In this, they will think whether there is a need of recruitment, whether the post can be filled internally, whether the post fits with the objectives of Sainsbury and can the organisation recruit a new employee. Job specification: In this, the specifications of job will be provided like job title, description of the job, location of the job, responsibilities, organisational structure etc. Person specification: This will help in providing the information about the person they are looking for the job. It is necessary to see whether the person specification fits the culture of the organisation or not. The contents of the person specification include the qualification, experience, skills. By giving the person specification, the organisation indicates that it is very clear about the person they are looking for. Advertising: The organisations will advertise depending on the audience they target. Sainsbury advertisement contains the job title, job description, qualifications etc. Sainsbury mainly follows the CMI’s recruitment process. It will shortlist the applicants and will conduct an interview for selecting people and then it takes the decision. After this, it will review the recruitment and selection process as given by the CMI. By doing this, Sainsbury follows the best way of recruiting the employees. Improving our organisation’s recruitment process: The recruitment process of Sainsbury’s can be still improved by concentrating on some of the backdrops of the recruitment process. One applicant has the chance of applying for many jobs by creating new email id’s. To overcome this problem, a new initial registration form should be completed by every applicant and the personal details like surname and post code should be stored in the database and each time when an applicant wants to create another id with his details, it should stop the registration of the applicant saying that the applicant is already registered with these details. Sainsbury will recruit people who live near to its stores i.e., not more than 8 miles away from the store. But the people who live out of this range will be rejected only after they attend the interview. This must be done during the early process of recruiting so that the recruiting process can save their time as well as the applicant’s time. In this way, the recruiting process of the organisation can be improved. Selecting methods adopted by Sainsbury’s: Sainsbury mainly recruit students for different roles in the stores. It mainly recruits students in September for the Christmas time. Sainsbury recruits employee for different departments like logistics, information technology, product technology, online, human resources (HR), commercial and buying. The importance for the students is on developing business abilities such as project management and business influencing. Sainsbury posts the job vacancies in its official website. People should register in the site and they have to log in into the site to find the vacancies in the Sainsbury stores. The applicant should provide the information about him in the registration forms. Sainsbury conducts an online exam to the applicants in which they have to pass in order to go to the interview phase. Once the applicant passes the online exam, they will be called to attend an interview in the particular store in which they have applied. They have to write an exam which consists of different tests. They have to pass in all those tests and they have to provide the required documents. If they are passed in all these tests, then they will be selected. Every recruiter undergoes an induction process in which they have to work for a particular period in store so that they can know what the business is all about. After the induction period, they will go to the division they have opted for so that they can know what that job is about. This is one of the best selection methods through which the organisation can select the best employees. They can filter the applicants and can choose the best person. Pros: The right person is selected by this method. The staff who can accustom to the organisational culture easily will help in the organisation’s development. Cons: The process takes a long time. Some people may know about the tests which will help them in getting job even they are not worth of. These must be made more effective to obtain better goals in an organisation. The selection methods can be made more effective by introducing new types of selection processes. By introducing alternative tests which the applicants may find it difficult to know about before they attend the test. According to us the success factor for review the positioning of the induction is 4 because the organisation will be able to know the outcome of the induction by reviewing and will be able to make any changes and rectify mistakes if necessary. Check the coverage of the induction program is 3 because this is medium through which the organisation will teach the new staff about the culture of the organisation and all. Appoint a mentor is 5 because the mentor is the one who will guide the new staff members about the different things they have to follow. Plan the induction and involve and inform others is 4 because the planning of the induction is the main important thing to make the induction successful. Prepare the work area is 4 because the staff must be comfortable with the work area they have to work. Introduce the recruit to the organisation and department is 5 because the employee must be able to communicate with the colleagues and approach the department officials if anything is necessary and to participate actively in any of the team works. Emphasize the importance of organisation policies and procedure is 4 because the new employees can work according to the organisation policies and procedures. ORGANISATIONAL CULTURE AND WORKING PRACTICES: Culture and its affect on employees: Sainsbury’s organisational culture will have a huge affect on the new recruits as it is a vast organisation and the employees will follow the organisational culture very carefully. The employees are work minded in the organisation and highly talented people. The staff must be accustomed to be work minded. The staff must be informed about the organisation’s main objectives at the induction itself so that they will get used to it starting from the first day of their job. The employees work together to obtain better goals. Everybody is treated equally in the organisation. We can make the new staff get used to the culture by making them participate in events; make them interact with the employees, practicing things. Cultural web analysis of Sainsbury: The cultural web tool is used to analyse the elements of the organisation to understand the cultural context of the organisation. This analysis will help in selecting the potential choices that can be made to emphasize which alteration options can be possible with present concept. These elements of the culture must be helpful in deriving new business objectives and help the company in deriving an execution plan to overcome the difficulties. The involvement of the staff is the main strength for any organisation’s success.[ caltienne] Changing work practices: Flexible working practices will help the employee in changing their working hours if they are in need of it. These flexible working practices will help in reducing cost, increase productivity, inspiring staff and liberate more energy. Most of the organisations feel that these flexible working practices have a positive effect on the business. Sainsbury introduced flexible working practices to staff to allow them to watch world cup matches. This will let the employees enjoy during the matches and they will work with new potential. The right for requesting flexible work hours is introduced in April 2003. According to this, the employees will have a chance to change their working hours if they want to.[ Alison maitland, flexible working] Benefits of flexible working hours: improved efficiency and productivity better customer service better understanding between the staff loyalty of the employees training costs will be low less absenteeism increased reputation Problems: additional costs customer demands may be effected incapability to appoint new staff planned structural alters [Imelda walsh, may 2008] Work-life balance: Sainsbury’s key reason to provide flexible working is most of the colleagues need flexible working hours to look after their children or other dependants. By providing these arrangements, the efficiency and productivity will be improved; they can provide better customer service to the customers etc. Pros: better work-life balance to the employees increased health conditions optimistic ecological impact Cons: additional cost burden to the organisation have to appoint more staff balancing pros over cons: the increased health conditions will result in less absenteeism of the employees by which the organisation will have no need to recruit new staff. In this way, pros can be balanced over cons. Legal requirements for HR: The recruitment and selection process is very effective and efficient. It keeps all the legal issues in mind while selecting a particular person. It will consider all the issues like age, criminal record, disability while selecting the people. They will ask for the passport, visa details, age proof, references, and bank details. They will verify all these particulars during the recruiting and selection process. As the recruitment and selection process of Sainsbury is very robust, it is very rare to face any problems while recruiting. There may a chance of problem with passport details of the persons by mistake. The major problems in dealing with a dismissal are Organisation must find a right substitute. It have to give training to the substitute. Disciplinary procedures in Sainsbury: Let us see the disciplinary procedure of Sainsbury. Sainsbury organisation will not take any disciplinary action until the whole matter is investigated. The person will have the opportunity to state the case and get represented by the fellow employee. The organisation will provide the alleged offence to the person, the evidence they had with them, the possible outcomes of the case. The organisation will give oral warning first, then a written warning, final written warning, dismissal, gross misconduct (theft, fraud etc), suspension. This is the disciplinary procedure of the Sainsbury’s. The guilty will have the chance to appeal against the disciplinary decision within five working days.[j Sainsbury plc]. Grievance procedure in Sainsbury: The grievance procedure in Sainsbury is to settle fairly all the disputes and grievances that may rise. The person should discuss the grievance with the person who is involved If it is not resolved between them, then it must be taken to the line manager and should make a verbal complaint. If the concerned person is the line manager itself then the complaint must be given to the senior manager. If the dispute is still not resolved then the person has to attend and address the meeting with the employer or the subcommittee. The decision will be given to the person in the written form. If the person is not satisfied then he will have the right to appeal. Role of external agencies: The external agencies like ACAS and employment tribunals will help the organisations in resolving the disputes between the employees without legal issues. These external agencies will help the organisations in resolving the disputes in the early stage. Sainsbury would try to resolve the disputes within the organisation than taking it to external agencies. But if the situation is out of the hands of the organisations then the organisation will deal the disputes with the help of the agencies like ACAS.
Portland Community College General Effectiveness and Appropriateness Paper.

Radically rewrite each of the letters. Do not simply make minor edits. Even if these letters are written with more or less proper syntax, grammar, and punctuation, they are still ineffective. Your job is to make them as effective as possible, keeping your reader’s needs in mind. General effectiveness and appropriateness to the needs of the readerFaithfulness to the intent and context of the original text (in other words, clarify but never change the intent of the original text; any significant deviations from the intent of the original text will be severely penalized)Conciseness and Clarity (this may involve making decisions about which information is most important)OrganizationSyntax, Grammar, Sentence flow, and Diction Puncutation, but only as it pertains to avoiding sentence fragments and run-on sentences. (There are videos in Module One regarding basic sentence structure, if you need to view or review them)Visually pleasing design and appropriate use of memo or letter style with proper use of address, subject, paragraphs, and topic headers or bullet/numbered points (as may be needed).
Portland Community College General Effectiveness and Appropriateness Paper

Requesting additions for System Architecture and Integration paper.

*Paper attached*Under the “Week 3” section, the following needs to be added:Enterprise System Integration Analysis

Refine and describe in detail a list of quality assurance considerations that you determine to be ranked highest.
Thoroughly describe 3 potential options that you are considering for moving forward with the Systems Integration Project.
Systems Integration Approach Evaluation and Selection

Select and describe in detail the evaluation method that you plan to use to compare and contrast the 3 options.
Design a table or matrix to perform your evaluation comparison. The evaluation criteria should include quality objectives and organizational capabilities and considerations and should use some type of weighted priority scheme for ranking.
Fill in the table, and use ranking criteria to determine which is the best option for you to proceed with for the system integration project.
Summarize by discussing which is the best option based on the results from the previous step. Deliverable length for the “Week 3” section: 7 pages (including the table)
Requesting additions for System Architecture and Integration paper

Psychology on classical conditioning. I’m trying to study for my Psychology course and I need some help to understand this question.

1. Give an example of classical conditioning in your life: identify the unconditioned stimulus, unconditioned response, the neutral stimulus and explain the acquisition period to the conditioned stimulus that resulted in a conditioned response.
2. Describe an example of something you learned through operant conditioning-be specific and define in your example the type of consequence involved in this learning.
3. Research has proven that electronics are distracting in a classroom. Give one example that supports that theory and give an example of how modern technology in the hands of students is helpful to learning and retaining information.
4. Make up a mnemonic for something you have learned in any of the chapters you have read in this class. You can do it as a story, poem, Â acronym, jingle, rap song, etc.
Psychology on classical conditioning

Managing Intelligence in National Security

At which stage of the ”intelligence cycle” is failure most likely to occur, and why? The most common, traditional paradigm for managing intelligence ‘flow’ is a cycle of four components: direction, collection, processing, and dissemination. Direction comes from policymakers: heads of government agencies, heads of state, senior government officials tasked with overseeing intelligence, and the like, who provide both specific and general roadmaps to intelligence agencies as to how they should apply their resources to defend national interests both at home and abroad. Collection is the process by which intelligence is gathered in a variety of fashions: via HUMINT – intelligence data collected by personal, human effort ‘on the ground’; electronically, e.g. SIGINT (interception of signals), IMINT (satellite, photographic imagining intelligence), etc. Processing is the analysis of the data obtained in the collection component, the means by which the nature, relevance and relative importance of the collected intelligence is ascertained by means both scientific and intuitive. (Arguably, processing is the most important component of the cycle, but the least amount of money is often budgeted to this component of the cycle.) Dissemination refers to the process by which the relevant information is channeled to the appropriate decision-making party within a timetable commensurate with the importance of the information collected and the results of the processing/analysis. Each of the four components of the cycle is fraught with peril for failure — and failure in any one component can be catastrophic. The two arenas where failure is most likely to occur, however, are collection and analysis. Failures in collection are often due to lack of applied resources, whether technological or human. The debate has raged for decades over whether HUMINT is superior to intelligence data gathered by increasingly advancing technological wizardry. Most likely, a healthy application of and symbiosis between the two is critical. There is no substitute for the personal presence of agents, operatives, and contacts on the ground, substantially integrated with useful components of whichever society in which they are placed. The Central Intelligence Agency (CIA) was woefully lacking in human collection efforts in Afghanistan in the wake of the 9/11 attacks, and in Iraq during the same time period (though to a lesser extent). Compounding matters was the dearth of CIA field operatives or domestically-based personnel who spoke the common languages of the Middle East – Arabic, Farsi, Pashtun, etc. However, rapid advances in computer technology have enabled the collection of vast quantities of raw intelligence data – telephone calls, e-mails, radio transmissions, etc., and intelligence agencies who lack such technology will invariably be at a massive disadvantage. Failures in processing/analysis can occur when the collection apparatus has delivered all of the puzzle pieces, usually due to either a collective/institutional, or individual inability to connect the proverbial dots and turn raw data into actionable intelligence conclusions. The 9/11 attacks are a regrettably perfect example of failures in analysis. Discrete entities in the U.S. intelligence community – the Federal Bureau of Investigation (FBI) and CIA, as well as other government agencies (the Immigration and Naturalization Service and Federal Aviation Administration) – all possessed nuggets of raw data which if analyzed properly, would clearly have indicated (in fact, some say did definitively indicate) that an Al-Qaida attack on the U.S. using airplanes was imminent. However, these entities failed to share this data and collaborate cooperatively to analyze it. Turf warfare, egos, bureaucratic inertia, and competing political agendas can easily cause fatal paralysis in intelligence processing. The costs of covert action tend to outweigh its benefits. Discuss. The question of whether the costs of covert action outweigh its benefits depend greatly on the context of the covert action; is it an ongoing, multi-year low-intensity campaign involving numerous agendas, or is it an urgent, high-priority single mission designed to achieve a massive single strategic goal? Also, the notion of costs must be defined in relative terms – monetary costs, human costs, opportunity costs; indirect costs (unintended consequences); other abstract and intangible costs such as ethics, legal ramifications, etc. The CIA has long been involved in low-intensity covert actions in a variety of nations, with varying degrees of success. The Iran-Contra affair, in which Reagan administration officials diverted proceeds from the sale of arms to Iran to anti-Marxist Nicaraguan rebels in the mid-1980s, was costly in both monetary terms (hundreds of millions of pounds) and legal terms – a number of Reagan administration officials were subjected to criminal charges for their roles in facilitating both the operation itself and the cover-up of the operation (the American Congress had passed a law forbidding U.S. government direct aid to the Contras). However, in the wake of 9/11, when the U.S. government concluded that decisive force was required to respond to Al-Qaida’s attack on U.S. soil, the CIA and DoD (Department of Defense) were authorized by President Bush to spend whatever was necessary to execute some of the most bold covert actions – particularly in HUMINT — undertaken by American intelligence agencies in decades. HUMINT capacity at the CIA eroded as, ironically, the moral excesses of covert activities of the 1960s-1970s caused a backlash that choked off HUMINT funding priority; also, the end of the Cold War led many policymakers to conclude that the CIA’s resources were better spent on electronic means of collection, as covert action can be prohibitively expensive in both time and money. However, the CIA was authorized and ordered to act boldly and within a matter of weeks, had substantial HUMINT on the ground in Afghanistan both collecting data and coordinating with DoD military planners to leverage intelligence into actionable military plans. The goal: to defeat the Taliban, who had hosted Al-Qaida in a darkly symbiotic relationship which held the country in a repressive stranglehold and provided safe haven for the training of thousands of would-be terrorists. Mindful of the failure of the Soviet Union’s 1979 invasion of Afghanistan, CIA realized that only an asymmetrical application of covert power (mirroring Al-Qaida’s approach to the 9/11 attacks, ironically) would be effective, as a conventional ground war could be too costly in both manpower and lives on both sides. A shrewd application of HUMINT, technology, and good old-fashioned money engineered the relatively rapid American triumph in Afghanistan in 2001. CIA operatives on the ground descended into Afghanistan with little support, made contact with sympathetic Afghan warlords, dispensed hundreds of millions of dollars to other warlords and tribal leaders, in some cases simply to bribe them into switching sides and fight against the Taliban and Al-Qaida. These same operatives also used hand-held laser GPS equipment to target enemy strongholds and transmit this location data directly to U.S. aircraft, who in turn dropped laser-guided bombs with deadly efficiency. The cost was in the billions, but the victory was swift, decisive, and – given the ramifications of the triumph – extremely inexpensive, relatively speaking. As such, not all covert operations are too costly to make them worthwhile. Discuss the importance of open sources collection in comparison to clandestine collection. Is clandestine collection indeed more valuable? Open-source(s) collection refers to the collection of actionable or otherwise valuable/relevant intelligence data from publicly available sources. Prior to the advent of the Internet, this methodology was not without value, but in many cases prohibitively time-intensive, and less prone to yield results. Though the type of information available to the public at a local library might surprise a layperson, it is dwarfed by what is now available on the Internet to anyone with a personal computer. In some cases, an intelligence analyst sitting at a desk in London can gather valuable, reliable information about conditions on the ground in a city halfway across the globe – weather conditions, local news, political and business developments, cultural idiosyncracies. Other sources of OSINT, as it is termed, include diverse sources as consultations with experts in various fields within academia or the business world, professional associations, professional conventions, to simple thoughtful Google searches and reading of blogs. The trend globally is towards an ever-increasing amount of openness of information exchange thanks to the Internet. Increasingly sophisticated ‘sweeper’ data-mining software technology, which is often used to collect and in some cases process large volumes of conventional communication traffic, are being utilized by the CIA to scan millions of websites, searching for key terms, phrases, contexts, which might indicate that human review would be advantageous or essential. Instructions to make improvised explosive devices can easily be posted on websites, and 21st century intelligence collection must conform to this new reality. In comparison, the best use of clandestine intelligence vis-à-vis OSINT efforts is to obtain highly specialized or esoteric intelligence information that is either intentionally kept confidential (classified government secrets, for example). OISINT processing and analysis can help frame and answer a number of general questions and/or analyze larger patterns and trends, whereas clandestine intelligence can help answer targeted, specific questions that cannot be ascertained by either human or computer OSINT efforts. For example, in response to the intelligence reforms demanded in the wake of the failure to anticipate and prevent the 9/11 attacks, the CIA formed an “Open Source Center” (OSC) to focus specifically on OSINT. In 2004, OSC used OSINT technology to discover that a new, powerful Chinese submarine had been constructed in an underground location heretofore unknown to the American military and intelligence community. The tip-off? Chinese military bloggers, one of whom posted a photograph of the impressive new Chinese submarine (the Yuan-class attack submarine) on a publicly viewable website. CIA in turn employed HUMINT and electronic surveillance to ascertain where the submarine had been constructed and what its operational abilities might be. In a less dramatic example, OSC searched Iraqi websites for postings related to the use of IEDs (Improvised Explosive Devices), in some cases gathering actionable data which helped avert the use of these deadly terrorist tools. (The inadvertent destruction of the Chinese embassy in Belgrade in 1999 by NATO bombs might have been averted by some of the most rudimentary OSINT – having a human operative walk down the street to make sure the military target’s address was correct.) Clandestine collection activities, particularly HUMINT efforts, will always have their place, but in a world where information is available anywhere, anytime, at the click of a mouse, intelligence agencies must dedicate significant resources to OSINT.

Newcastle College Event Management and Planning Issues Discussion

essay writing help Newcastle College Event Management and Planning Issues Discussion.

write a detailed report on one event of your choice. This assessment requires you to apply both planning and operational management theoretical and practical knowledge to your work. Attempt to compare theory with practice and support your work with academic references. Your report should include, a discussion of the following: Introduction The planning process and planning issues associated with the event. Event health, safety and risk management. Managing volunteers and staff (i.e. a discussion of operational issues, staffing, teams and volunteers for the event) Event funding and sponsorship. Evaluation, conclusions and recommendations. Your report should be a maximum of 3,500 words and must be correctly referenced. 20 more references APA format
Newcastle College Event Management and Planning Issues Discussion

Biography of Billie Jean King

Biography of Billie Jean King. Queen of the Court Recognized by many, Billie Jean King dominated women’s tennis as America’s most influential tennis player for more than two decades. King, born as Billie Jean Moffit, was born on November 22, 1943. She began playing tennis at the modest age of eleven. By the time she reached her twenties, Billie Jean King was the first female athlete to receive over $100,000 in cash prize (BJK Enterprises). On September 20, 1973, she proved that women were equally competitive as men, both athletically and in the media, by defeating Bobby Riggs during the Battle of the Sexes. King’s success during the time of her professional tennis player career resulted in activism and influence which has forever transformed the opportunities for females to achieve in sports and beyond. A year prior, in 1972, she won the U.S. Open but received $15,000 less than her male counterpart, Ilie Nastase. She pushed for an equal cash prize to both genders and strongly encouraged the U.S. Open to do so. A year later, the U.S. Open was the first prominent competition to give an equal cash prize to both genders (BJK Enterprises). Although from time to time, women still get paid less than men, King made it so women could earn an equal amount of prize money in renowned tennis tournaments. This gave women a shot at ‘equal pay for equal play’ against male rivals (Barajas). Women like Serena and Venus Williams have also lobbied alongside King for an equal cash prize, and that’s what they got. In the early 2000s, both Wimbledon and the French Open then came to terms with giving equivalent amounts of cash prize to both men and women alike. In 1974, King started her establishment called The Women’s Sports Foundation. The WSF is committed to elevating the lives of female individuals through physical activity and sports and provides financial support to future athletes (King). The WSF gives privileges to many aspiring female athletes worldwide and has encouraged more females into the field of sports and has even given rise to other known female athletes such as former professional boxer, Laila Ali; Muhammad Ali’s daughter, paralympic track and field athlete Scout Basset, and many more. King also has a desire for equal rights, opportunities, and freedom for all people. She influenced people to gain support for people in the LGBT community and people living with AIDS by giving knowledge of the hardships they face on a day-to-day basis. Moreover, she raised large sums of money for AIDS prevention, advocated to battle homophobia in schools, and raised awareness of the LGBT community to lower teenage suicide rates. In addition to this, she contributed to the Elton John AIDS Foundation and the National AIDS Fund. King created tennis events nationwide specifically for the cause of raising money to local AIDS charities and the Elton John Foundation (LGBT Hall of Fame). She has been an influence on people in the LGBT community to better accept themselves and know that many people accept them as they are. In 1981, she became the first openly gay prominent female athlete, and in 2009 she received the Presidential Medal of Freedom from President Barack Obama for her work supporting the rights of women and the LGBT community (BJK Enterprises). Billie Jean King transformed the fields of sports and activism by influencing hundreds of thousands of people to feel their power and worth as individuals. Overall, King’s influence not only women in sports but women across America will be remembered for many generations to come. Her influence in the fields of sports and activism has changed American society. Women and girls across the country have now been given equal opportunities through King’s Women’s Sports Foundation. One of the most world-renowned tournaments, the U.S. Open, now offers an equal cash prize to men and women; $3.85 million for winning singles (Barajas). She has endeavored towards raising money and awareness for the AIDS funds and foundations and LGBT equality as well. To conclude, King’s biggest impact in American society changed the judgment of women’s rights in sports and changed the views of many on how women are perceived to this day. Works Cited AllAuthor, editor. All Author. LMN Technology, 2020, Accessed 10 Feb. 2020. Barajas, Joshua. “Equal pay for equal play. What the sport of tennis got right.” PBS News Hour, Barajas, 12 Apr. 2016, Accessed 22 Jan. 2020. Billie Jean King Enterprises. “Billie Jean King Biography.” Billie Jean King, Billie Jean King Enterprises, 2017, Accessed 6 Feb. 2020. Chicago LBGT Hall of Fame. “Billie Jean King, Individual | Inducted 1999.” The Chicago LBGT Hall of Fame, 2019, Accessed 11 Feb. 2020. King, Billie Jean. “Women’s Sports Foundation.” Women’s Sports Foundation, edited by Women’s Sports Foundation, 2020, Accessed 11 Feb. 2020. Mitchell, Pat. “How the ‘Battle of the Sexes’ influenced a generation of men.” TED Blog, TED Conferences, 23 Sept. 2017, Accessed 12 Feb. 2020. Ott, Tim. “‘Battle of the Sexes’: The True Story of How Billie Jean King Struck a Blow for Women’s Sports.” Biography, 19 Sept. 2017, news/battle-of-the-sexes-true-story-facts. Accessed 11 Feb. 2020. Sweeney, Sarah. “Appreciating Billie Jean King’s contribution to second-wave feminism.” The Harvard Gazette, 20 Nov. 2008, Accessed 10 Feb. 2020. Biography of Billie Jean King

Tourism Trend Paper for San Francisco/Bay Area: While answering the questions “Why do people travel to SF?” students are expected

Tourism Trend Paper for San Francisco/Bay Area: While answering the questions “Why do people travel to SF?” students are expected to identify a tourism driver for SF/Bay Area and analyze the topic in depth. While doing this, the restrictions and concerns by COVID-19 needs to be taken into consideration. This will be an APA Style GROUP (Same as the case) – Research Paper not more than 5 Pages where Page #1 will be Introduction and Page # 5 will be Summary of Learning Experience. The other requirements for the paper are: – Each paper must have a cover page with the following: – Assignment name, topic title, student names and ID in alphabetical order, group name and group number, date, and professor name, class number and class name. – Each paper must have section headings throughout paper (please avoid one long 2-page paragraph). Ex) “Introduction” or “What is Tourism?” or “Findings” etc… – Paper must use 5 external references minimum. – Note: do not just use “on-line” citations in the external references. – The final paper/project writing format must follow the APA (American Psychological Association) writing style.