Computer Risks And Security Computer Risk - 2284 Words

Abstract—In the document, Computer Risk and Security, the objective is to educated the reader about computer risks and security. The text describes different operating systems and how they can be exploited and, how to avert threats and methods to prevent them. The text will define computer crimes such as fraud, identity theft, hacking, and cyber terrorism in combination with their penalties. Keywords—Computer; Risk; Threats; Protection; Theft. I. Introduction What is a computer risk? A computer risk is anything that can harm a users information on a computer. This information can varry, in value, from computer to computer. A hacker can steal information with a variety of methods such as, exploiting the operating sytem (2), and coding viruses or worms (3). A user can protect their computer (4) by implamenting an antivirus and safley browsing the web. II. Types of Operating Sytems and How They Can Be Explioted A. Microsoft Windows Microsoft Windows is the most common operating sytem because it can be used on a wide variety of computers. Microsoft windows is the most probable, and logical operating sytem to try to exploit. According to Horace Dediu, a journolist at Asymco, every year since the start of apple; windows computer sales have been higher than apples by a multiple of at least 5. In 2004 windows sold fifty five times the amount of computers than apple did according to the graph shown above [2]. 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critical analysis of chitra banerjees The Palace of...

Name : V.Kala College : St. John’s College, Palayamkottai, Place : Tirunelveli. INDIAN WRITING IN ENGLISH-A LITERARY UPRISING NON-LINEAR NARRATIVES In a literary work, narrative is an art of telling a story to the readers and the writer uses various techniques to narrate his story. Narrative technique is vastly an aesthetic enterprise. A narrator detains the past, holds present and prepares the reader for future. The features of narratives include characters with clear personalities or identities, integrated dialogue; where tense may transform to the present or the future. There are many types of narrative. They can be imaginary, factual or a combination of both. The literary work may include fairy stories, mysteries, science†¦show more content†¦Some of her themes centre along women, history, myth, magic, immigration and the South Asian experiences and celebrating diversity. She has herself claimed in many of her interviews that the diasporic subjects especially women are concerned about their identity, an identity which they try to reinvent constantly. She is a modernist writer. Her works, insights take precedence ov er compulsion of technique. She acknowledges the paradoxes in a given epoch, and wages an artistic, cultural, ideological and philosophical struggle. In this sense, she posits ego, love, freedom, sex, signs of modernism, as problematic through their modern sensibilities. She tries to locate meaning in the life around, and then try to respond to the modern conditions of individual isolation and cultural fracture, throughout her narration. Chitra Banerjee has grappled with contemporary issues and a variety of themes motherhood, mothering, marriage, individualization, class, conflicts, marginalization, woman as wife, mother, sister and lastly, yet significantly, woman as human, not just a sex object. She seems skeptical about tradition and, yet she discovers in her heritage the solutions for the needs and longing of women in contemporary times. Indira Gandhi quotes about women in her Eternal India. She said that, Woman must be a bridge and a synthesizer, she shouldn’t allow herself to be swept

International Contracting Contract Management

Question: Discuss about the International Contracting for Contract Management. Answer: A contract is an agreement that is made between two parties to the contract having the intention of being legally bound and the contract be supported by consideration. Contract makes an agreement legally enforceable by nature. For formation of a valid contract, the legal requisites such as offer, acceptance, competency and consideration should be fulfilled (Deakin Morris, 2012). The following are the legal requirements and importance of a valid contract: Offer: The offeror makes an offer to the offeree when he gives his willingness to enter into a contract. The moment the offeree accepts the offer a contract comes into existence. An offer may be made orally or in writing (McKendrick, 2014). Acceptance: Following the process of offer is acceptance. This step comes after the offeree is determined to enter into a contract with the offeror. Acceptance brings into life the contract that was formed between the parties. Intention to Create Legal Relation: This means that the parties to the contract should have a legal bent to form a legal relationship with one another. For example, merely planning to meet a friend for a party is not intention for creation of a legal relationship. A legal relationship means parties have the right to sue each other in the Court for non performance of contractual obligations. Consideration: Consideration means price of the contract that the offeree pays to the offeror at his detriment. Consideration may be in cash or in kind. A contract without consideration is regarded as void (Hillman, 2012). If the above-mentioned legal requisites are not fulfilled, a contract becomes void and unenforceable in the court of law. Thus, it is important that parties to the contract follow the legal formalities to make their contract valid and enforceable. Depending on the facts, presented in the case study, the issue that shall be discussed here is whether a valid and enforceable contract existed between Linda and Kevin. Offer and acceptance are the most important legal requirements for a valid contract. Offer means a promise to do something in return of consideration. An offer is made by the offeror while accepted by the offeree. Once the offeree accepts an offer, a contract comes into existence. However, there are many situations, which at the first instance, seems that an offer is made, yet they are simply invitation to offer or invitation to treat. Invitation to treat or offer is not an offer rather an invitation for others to make an offer so that they are able to proceed with further negotiations (Puil Weele, 2014). For example, advertisements, advertisements are invitation to offer and not an offer in itself. In the case of Pharmaceutical Society v. Boots Chemist, the Court opined that the contract was not formed when the customers decided to buy goods from the shop but when the cashier finally accepts the offer to buy the goods and receives the price from the buyer. Thus, in the case of adve rtisements, a contract is not formed unless the cashier or the person who makes the offer accepts the price of the goods advertised. In the case of Fisher v. Bell, the Court held that the display of the knife with the price tag was merely an invitation to offer and not final offer. The contract was made not when the customers saw the advertisement but when they made an offer to the shopkeeper and the customer accepted the same (Ayres Schwartz, 2014). Thus, advertisements are merely invitation to offer or treat and not a final offer. If the customer makes an offer to the person who posts the advertisement, he may accept it or reject it or may want to negotiate with the offer that one has made. This is called counter offer. Thus, the stage of negotiation is termed as counter offer. Counter offer allows the contract to reach on favourable terms of the contract for both the offeror and the offeree (Hyde v. Wrench). If a contract is in the stage of negotiation that is counter offer, a c ontract cannot be considered as valid and final unless the price of consideration is paid to the person who makes the advertisement (Ayres, 2012). Likewise, in the given case study it may be held that a valid contract did not exist between Kevin and Linda as their contract was still in the stage of negotiation and counter offer. Linda did not accept the offer of Kevin and no final settlement took place between them. The contract could have been made enforceable if Linda read Kevins message and agreed to his final decision of offer. However, in this case she did not read his message and proceeded with some other transaction. Thus, it may be said in this case, that no contract existed between Kevin and Linda. Linda shall not be held liable for breach of contract and her legal position in relation to the contract is strong. Depending on the facts in the case study, the issue that shall be discussed in the answer is whether a valid contract existed between Kevin and Linda or not? For formation of a valid contract, it is important that all the legal requirements of the valid contract be fulfilled. In the case of advertisements, offer may seem illusionary as no real offer takes place. Advertisements are merely invitation to offer and not real offer. The person who sends his response to the advertisement is considered as offer. The other person has the liberty of accepting the offer or rejecting the offer or he may negotiate with the terms of agreement (Deakin Morris, 2012). In the case of Tommy and Linda, Tommy offered Linda the price of 2000 dollars for the laptop on which Linda agreed and proceeded with the payment and delivery of the laptop. In this case, one may conclude that a valid contract existed between the two as the legal formalities such as offer, counter offer, acceptance and consideration were fulfilled. Tommy made the offer in response to the advertisement; Linda accepted the offer and proceeded to make appropriate arrangements for payment and delivery. There was interaction between the two parties to the contract via message, making it clear that the legal intention of the parties was to contract with one another. Thus, it may be concluded that a valid contract existed between Linda and Tommy. References: Ayres, I. (2012).Studies in Contract Law. Foundation Press. Ayres, I., Schwartz, A. (2014). No-Reading Problem in Consumer Contract Law, The.Stan. L. Rev.,66, 545. Chen-Wishart, M. (2012).Contract law. Oxford University Press. Deakin, S. F., Morris, G. S. (2012).Labour law. Hart publishing. Hillman, R. A. (2012).The richness of contract law: An analysis and critique of contemporary theories of contract law(Vol. 28). Springer Science Business Media. McKendrick, E. (2014).Contract law: text, cases, and materials. Oxford University Press (UK). Niu, Z. (2015). The law of damages in Chinese contract law: A comparative study of damages calculation in Chinese law, English law and the CISG, with empirical results from Chinese practice. Puil, J. V. D., Weele, A. V. (2014). Contract Law and Tort Law. InInternational Contracting: Contract Management in Complex Construction Projects(pp. 285-292).

Leadership Management of the Virgin Group free essay sample

Change is the only constant in the world so when the world changes it is a must for an organisation to have the pace of change, to anticipate a success ahead. Virgin Atlantic has undergone many changes as the case in 1999 49% of Virgin Atlantic’s stake was sold to Singapore Airlines to have a partnership. (virginatlanbtic, 2010) and there was another change in 2008 where Virgin Atlantic started to use bio fuel instead of jet fuel(Virgin Atlantic,2011). When the organization faces challenges like these different situations, leadership styles can adapted to address the challenge.When Virgin Atlantic sold its 49% of stake to Singapore Airlines, it made the following challenges of merging, because now Virgin Atlantic is not fully authorized to change issues of it, it had to rely on Singapore Airlines too, so it can’t adapt an autocratic or bureaucratic leadership style, it should adapt the democratic where each party’s opinion is considered in the process of Virgin Atlantic. We will write a custom essay sample on Leadership Management of the Virgin Group or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Since Richard Branson is a charismatic leader (Grant, 2004). He can easily adapt to any leadership style as it is required by the joint venture.In the case of bio fuel usage too the condition is the same. Being democratic the leader listens to the opinions from others too when there is an issue and can tell them the importance of change for an instance the bio fuel usage reduces green house gas emission in the environment, so it is an environmentally friendly activity. Task 2. 1 Virgin Atlantic is one of the successful products of The virgin Group whose organisational culture is quite complex, because this specific organisation has got more than 100 companies with often completely unrelated products.The Virgin Atlantic was too launched to expand the brand value of The Virgin Group, so having an understanding about The Virgin Group tells what kind of organisational strategy is followed in the Virgin Atlantic. It tries to create the loyalty of the customers; the innovative management inspires the employees to be actively engaged in the organisa tion (http://ivythesis. typepad. com/term_paper_topics/2010/07/case-study-richard-branson-and-the-virgin-group-of-companies-. html, 2010). Many leadership theories have influence over such organisational strategy of Virgin Atlantic.The transformational leadership can have positive impact on the development of the organisation. The possibility of having transformational leadership is assured where all united together as an organisation with sense of commitment (Naughtin), since Virgin Atlantic has a team work with the involvement of each employee, this leaderships favours the health of its organisational strategy, because here the group works under a common goal like increasing the image of Virgin Group in the world, which definitely increases the overall efficiency.Transactional leadership is something different from transformational, in transactional leadership personal performance of leadership is mainly concerned ,which can lead to greed and lack of team work. According to the organisational behaviour pattern of Virgin Atlantic this leadership theory won’t work well because, although the chairman is Richard Branson, he is not one, but million ones together who has the interest on Virgin Atlantic. So this style rarely helps to increase the performance of Virgin Atlantic.Task 2. 2 As stated above the vision of Virgin Atlantic is â€Å"to grow a profitable airline where people love to fly, and where people love to work†. Virgin Group has gone far in achieving this, but to be the one of the leading world’s airline, the organisation should have a realistic strategy with many features, that supports the direction of the organisation. Being a transformational and charismatic leader (Richard Branson) is the best to navigate Virgin Atlantic in the path of success (Virgin Atlantic, 2011).

HRM Strategies Description

Introduction Human resources managers are continuously encountering heightening challenges in managing people while working as HR practitioners in multinational or transnational companies in the wake of globalisation.Advertising We will write a custom essay sample on HRM Strategies Description specifically for you for only $16.05 $11/page Learn More Srivastava and Agarwal (2012) assert that HR â€Å"managers are facing many changes in the present business scenario like globalisation workforce diversity, technological advances, and changes in political and legal environments coupled with the need to embrace information technology† (p.46). These challenges exert immense pressure on the HR functions of seeking effective strategies of recruitment, training, developing, and retaining the most talented personnel within a global organisation characterised by tremendous workforce diversities. This paper explores two main challenges encountered by HR manag ers operating in multinational or multi-transnational companies. These challenges are associated with globalisation coupled with challenges and opportunities of communication and information technology affecting HR functions. Challenges of HR in of the age of globalisation Overview From political and economic perspectives, globalisation refers to the markets, legal, and political denationalisation. It leads to the integration of financial systems coupled with trade markets. Globalisation exposes HR to various challenges including the establishment of unfamiliar laws affecting HR functions, differing work ethics, attitudes, communication challenges due to language barriers, competition, and differing managerial styles in the quest to have people work effectively in a bid to attain the goals of a transnational or multinational organisation. In the light of this realisation, Srivastava and Agarwal (2012) assert, â€Å"HR managers have a challenge in dealing with more functions, more h eterogeneous functions, and more involvement in the employees’ personal life† (p.46).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Among the different challenges encountered by HR, while working in globalising transnational or multinational organisation, is integrating people from different cultural backgrounds, which presents the leadership challenge in global organisations’ HR functions. Globalisation and management of workforce diversities As organisations globalise, the HR department recruits, trains, and seeks to retain people from diverse cultural and ethical backgrounds. Effective management of people from diverse cultural backgrounds calls for HR managers to put extra effort and look for strategies of mitigating cultural conflicts within a global organisation. Dessler (2004) argues, â€Å"The importance of diversity management has been communicated by academi cs and professionals alike, citing the many benefits of having a heterogeneous organisation as opposed to a homogeneous organisation† (p.43). A homogenous organisation is a non-diversified organisation while a heterogeneous is diversified organisation, which means that it employs people of varying backgrounds in terms of race, age, physical abilities, and geographical regions among other factors. Inferring from this argument, a globalised or transnational organisation is an independent organisation. Globalisation poses a significant challenge the HR, which is the challenge of effective management of diverse employees.Advertising We will write a custom essay sample on HRM Strategies Description specifically for you for only $16.05 $11/page Learn More Scholars note that a good management of workforce diversity should have the ability to improve workforce productivity, improve workforce engagement, and foster reduction of staff absenteeism coupled wi th a decrease of workforce turn over (Dessler 2004). For instance, at Google Company, workforce diversity management is critical in the endeavour to increase the ability to address the various needs of more diverse Google customer base. Particularly, Google gains from the valid viewpoints of its diverse workforce for such a workforce provides increased problem-solving capacities coupled with enhanced creativity levels, something that is critical for the success of the organisation in the future of the unknown changing business environment. This aspect exemplifies the increasing challenges of HR to deploy diversity as a source of competitive advantage as opposed to a cause of organisational failure due to diversity conflicts. A growing body of literature reveals that a direct correlation exists amongst employees, attendance, job performance, dedication, and perception of being valuable resources of an organisation. According to Pope, â€Å"if management and team members fail to valu e women and minorities, company productivity will likely suffer as a consequence† (2004, p.63). This assertion infers that mismanagement of workforce diversity translates to affecting an organisation’s costs. In this context, organisations that do not support diversity existing in their workplaces are likely to plunge into expensive lawsuits and out of court settlement cases, which are contributed mainly by poor management of various talent pools.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Additionally, globalised organisations are susceptible to costs linked to replacement of employees (Jayne Dipboye 2004). In a situation where an organisation is constituted of people of varying ethnicities coupled with higher proportions of women compared to the general industry average, an interrogative arises seeking HR audience on how the reconciliation of differences among employees can be achieved without truncating into undue friction during day-to-day interactions of the employees. In this context, managing workforce diversity becomes a crucial endeavour. Otherwise, the performance of an organisation becomes negatively impaired, and hence its productivity and profitability. Development of plausible knowledge by today’s management professionals is indeed crucial since many of the issues encountered in the work environment prompting intolerance for the differences characterising differing workers can only be solved by use of astute approaches of workforce diversity mana gement. Pless and Maak (2004) argue that many of the issues that cause friction in an organisation are mainly attributed to perspectives of minority and majority workforce differences (p.129). This friction usually is more pronounced in organisations with the majority of the workforce coming from a collective ethnic group or race. Where minority groups mostly perceive themselves as being oppressed or discriminated against, it is apparent that they would consider taking steps that are unhealthy to the performance of an organisation. This aspect is perhaps widely probable since globalisation has fostered free and quick flow of information on awareness of the minority rights coupled with the existence of stricter organisational codes of conducts and regulations predominantly formulated to govern behaviours within workplaces. In this context, having workforce-diversity management knowledge is critical for the purposes of allowing HR managers to achieve their jobs mandates. This assertio n is perhaps more practical especially by consideration of Pope (2004) argument that it â€Å"is in the interest of the management of any firm to sensitise its workforce towards race and gender issues and ensure that the workplace is free of discrimination against minority groups as well as women† (p.64). From this dimension, managing workforce diversity has a chief contribution in aiding people working within a globalising company to connect in an attempt to further the organisation’s goals, create positive changes within the corporate community without negating promotion, and strengthening global organisations business partnerships. Summary Globalisation increases the challenges of HR function within an organisation by creating more complex workforce akin to increased workforce diversity characteristics. Kersten (2000) notes that managing diverse employees in a multinational or transnational organisation â€Å"begin with desirable social and political goals† ( p.236). Drawing from this argument, it is clear that HR management has a proactive role to play in ensuring that workforce diversity is appropriately managed to avoid conflicts of interest among the minority and majority groups of workers. Additionally, HR managers cannot conduct this noble task if they are not fully cognisant of the relevance and importance of managing the workforce diversities appropriately in globalising organisations. Challenges and opportunities for communication and information technology on HR Overview Advancement information and technology introduces challenges in organisations related to adaptation of work to meet changes in the technologies used to create products and services to prevent obsolescence of an organisation. According to Mishra, and Akman (2010), â€Å"advanced technology has tended to reduce the number of jobs that require little skills and to increase the number of jobs that require considerable skills, a shift called moving from touch labou r to knowledge works† (p.243). The most significant challenge of HR is to seek a mechanism for ensuring that their globalising organisations can take advantage of information and technology to enhance the development of their employees’ skill levels and productivity. Opportunities and challenges of information and communication technology (CT) for HR ICT presents several opportunities for organisations amid their size and resource levels. Currently, through the development of Internet-based business platforms such as e-commerce, a small organisation located at the Silicon Valley can do business not only within the Silicon Valley suburbs but also in other places including Shanghai and London or any other city or nation across the globe. This aspect implies that technology and information developments have made it possible for small and mediums sized organisations to compete with giant organisation in the global markets (Finkelstein 2005, p.368). Information and technolog y scholars accept that trends in globalisation at all levels of economic drivers within all nations present opportunities that have not been experienced before; however, these scholars also agree that new brand of challenges are also registered in terms of ensuring that people working for organisations remain happy and committed to their employer. In an empirical assessment conducted by Mishra and Akman (2010), it emerges that technology and HRM â€Å"have a broad range of influences upon each other, and HR professionals should be able to adopt technologies that allow the reengineering of the HR function† (p.243). This observation implies that information technology creates an opportunity for enhancing the effectiveness of the HR function within an organisation in creating climates for innovations coupled with development of information-based organisations (Hempel 2004). The development of such advances in technology for HR functions managements is fostered by the need of the HR department to conduct its functions in the global markets in a manner that ensures speed, costs reduction, and efficiency. In some situations, the HR personnel should interact physically with employees to resolve some of the challenges that affect their productivity. This aspect is particularity important when the employees’ concerns are emotional, which explains why HR personnel should have skills such as emotional intelligence. Sufficient resolution of the challenges encountered by employees requires ardent communication. IT communication platforms provide room for verbal and written communication. Unfortunately, non-verbal communication does not work optimally through the HR virtual platforms. Although to resolve this challenge, an organisation can create both virtual and non-virtual HR systems in the globalised organisations, â€Å"HRM must meet the challenge of simultaneously becoming more strategic, flexible, cost-efficient, and customer-oriented by leveraging info rmation technology† (Snell, Stueber Lepak 2002, p.83). In this regard, information and technology are becoming a vital prerequisite tool for professionals in the field of human resource. The sophistication of external structural alternatives coupled with IT-based tool for management has led to the emergence of virtual HR. IT enables organisations to avail state-of-art human resource services, which reduces organisational costs irrespective of the size of an organisation through availing cheap and efficient HR technologies. Although virtual HR reduces instances of direct interaction of the HR and the employees tremendously, Mishra and Akman (2010) maintain, â€Å" HRM could support the efforts of technological innovation’s to achieve high performance by focusing more on value-added activities to realise the full potential of technology and organisational strategy† (p.244). This goal is realisable via freeing HR various intermediary roles to enable them to focus e ntirely on human resources strategic planning coupled with development of organisations. Information technology is essential in aiding the process of automating various functions of the HR, including the payroll processing administration of numerous workforce benefits and a myriad of transnational chores. Operating in a globalising world, HR encounters the challenges of dealing with workforce derived from cross-cultural backgrounds akin to recruitment of employees from differing nations, political systems contexts, and cultures. Although this aspect presents a significant challenge for HR in the efforts to develop strategies for ensuring that amid the differences between people employed by organisations, they are satisfied with their jobs, Tansley and Watson (2007) argue that IT is an incredible tool for handling the challenge. Tansley and Watson (2007) reckon, â€Å"IT has considerable potential as a tool that managers can utilise, both generally and in human resourcing functions in particular to increase the capabilities of the organisation† (p.115). However, even though IT can enhance quick and precise communication to the employees, challenges are still encountered in the derivation of strategies for communicating to multicultural employees pools. For organisations operating in the global markets, this challenge is even amplified. Such organisations often find themselves employing people that the HR can only interact with through virtual means. Consequently, the best mechanism of making people happy continues to be a challenge to the HR whose functions are essentially realised through information technology platforms. Summary Information technology allows organisations to conduct their business management functions from a centralised location without necessarily having to create physical offices in their global outlets. Some organisations, such as Amazon.com, only have one physical location, from where all the operation, including supplies and logis tics among others, are conducted through interaction of e-business platforms such as B2B and C2B. Although such functions require employees, often located in different nations, the HR has no way of directly interacting with them in an effort to resolve their challenges, which may affect their productivity and especially problems that create heated emotions. However, amid these challenges, application of information technology creates immense opportunities for the HR to conduct its function in fast, effective, and efficient ways, which include automation of specific HR roles such as administration of employees’ benefits systems and processing of payrolls. Through IT, organisations are in a position to reduce the costs associated with the execution of HR functions within global organisations. The repercussion of such a move is the creation of productive and competitive organisations in the global markets. Reference List Dessler, G 2004, Management principles and practices for t omorrow’s leaders, Prentice Hall, Upper Saddle River. Finkelstein, L 2005, ‘What is global governance’, Global Governance, vol. 1 no. 2, pp. 367-372. Hempel, P 2004, ‘Preparing the HR profession for technology and information work’,  Human Resource Management, vol.3 no.2, pp. 163-177. Jayne, A Dipboye, L 2004, ‘Leveraging Diversity to Improve Business Performance: Research Findings Recommendations for Organisations’, Human Resource  Management, vol. 43 no.4, pp. 409-424. Kersten, A 2000, ‘Diversity management dialogue, dialectics and diversion’, Journal of  human resource management, vol.12 no.4, pp. 234-253. Mishra, A Akman, I 2010, ‘Information Technology in Human Resource Management: An empirical assessment’, Public Personnel Management, vol.39 no.3, pp. 243-262. Pless, M Maak, T 2004, ‘Building an Inclusive Diversity Culture: Principles, Process, and Practice’, Journal of Business Ethi cs, vol.54 no.2, pp.129-147. Pope, A 2004, ‘Diversity is the key in strategic planning’, American Water Works  Association Journal, vol. 96 no.7, pp. 63-64. Snell, A, Stueber, D Lepak, P 2002, ‘Virtual HR Departments: Getting out of the middle’, In R Heneman D Greenberger (eds), Human resource management in virtual  organisations, Information Age Publishing, Charlotte, pp. 81-101. Srivastava, E Agarwal, N 2012, ‘The Emerging Challenges in HRM’, International  Journal of Scientific and Technology Research, vol.1 no.6, pp. 46-47. Tansley, C Watson, T 2007, ‘Strategic exchange in the development of human resource information systems (HRIS)’, New Technology, Work, and Employment, vol.15 no.2, pp. 108-122. This essay on HRM Strategies Description was written and submitted by user Trey Dillon to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Free Essays on The Congress Of The USA

The Congress of the USA at work 1. Organisation of the Congress Article I, Section 1, of the United States Constitution, provides that: All legislative Powers herein granted shall be vested in a Congress of the United States, which shall consist of a Senate and a House of Representatives. The Senate, the smaller of the two chambers, is composed of two members for each state as provided by the Constitution. Membership in the House is based on population and its size is therefore not specified in the Constitution. The first Congress under the Constitution met on March 4, 1789, in the Federal Hall in New York City. The membership then consisted of 20 Senators (because 3 of the original 13 states of the USA had not ratified the Constitution already) and 59 Representatives. For more than 100 years after the adoption of the Constitution, senators were not elected by direct vote of the people but were chosen by state legislatures. Senators were looked on as representatives of their home states. Their duty was to ensure that their states were treated equally in all legislation. The 17th Amendment, adopted in 1913, provided for direct election of the Senate. Now the Senate consists of 100 members, 2 for each State, elected by the people of the state. Thus, Rhode Island, the smallest state, with an area of about 3,156 square kilometers has the same senatorial representation as Alaska, the biggest state, with an area of some 1,524,640 square kilometers. Wyoming, with 490,000 persons in 1987, has representation equal to that of California, with its 1987 population of 27,663,000. As constituted in the 106th Congress, the House of Representatives is composed of 435 Members from among the 50 states (roughly one representative for each 530,000 persons in the United States), apportioned to their total populations. The permanent number of 435 was established by federal law followin... Free Essays on The Congress Of The USA Free Essays on The Congress Of The USA The Congress of the USA at work 1. Organisation of the Congress Article I, Section 1, of the United States Constitution, provides that: All legislative Powers herein granted shall be vested in a Congress of the United States, which shall consist of a Senate and a House of Representatives. The Senate, the smaller of the two chambers, is composed of two members for each state as provided by the Constitution. Membership in the House is based on population and its size is therefore not specified in the Constitution. The first Congress under the Constitution met on March 4, 1789, in the Federal Hall in New York City. The membership then consisted of 20 Senators (because 3 of the original 13 states of the USA had not ratified the Constitution already) and 59 Representatives. For more than 100 years after the adoption of the Constitution, senators were not elected by direct vote of the people but were chosen by state legislatures. Senators were looked on as representatives of their home states. Their duty was to ensure that their states were treated equally in all legislation. The 17th Amendment, adopted in 1913, provided for direct election of the Senate. Now the Senate consists of 100 members, 2 for each State, elected by the people of the state. Thus, Rhode Island, the smallest state, with an area of about 3,156 square kilometers has the same senatorial representation as Alaska, the biggest state, with an area of some 1,524,640 square kilometers. Wyoming, with 490,000 persons in 1987, has representation equal to that of California, with its 1987 population of 27,663,000. As constituted in the 106th Congress, the House of Representatives is composed of 435 Members from among the 50 states (roughly one representative for each 530,000 persons in the United States), apportioned to their total populations. The permanent number of 435 was established by federal law followin...

Assignment 4 Term Paper Example | Topics and Well Written Essays - 2000 words

Assignment 4 - Term Paper Example As per (Sanburn, 2011 ) â€Å"Microsoft, The information technology and software behemoth topped the institute’s list as the multinational corporation that keeps its employees the happiest†. As a human resource co – coordinator, I would look forward to a comprehensive compensation package which can attract skilled employees in the market. ( Thesis). Working in Microsoft as a human resource co – coordinator would come with a large responsibility and obligation. I would be in charge of formulating policies and plans in a partial way and this needs much knowledge about human resource managerial principles. A human resource department has the entire responsibility of managing and rewarding the employees. Some of the core responsibilities of human resource department are to recruit, train, compensate and evaluate the employees on a long term basis. Any company needs a good compensation plan as employees need to be motivated to get the best out of them. A compensation package has a key role to play in attracting the right worker to an organisation. Microsoft being a top most company in the world needs the best people in the job market. For this, the company needs to have a comprehensive and well planned compensation package. Creating a good compensation package means finding a balance. Employees in a new job look forward to the compensation package as they wanted to be rewarded well for their skill, knowledge and experience. Formulating a compensation package is not a simple as it needs to be competitive to attract best employees around. A compensation package should have adequate incentive to motive employees to perform at their best. The compensation package includes basic salary, commission, incentives, bonus , medical insurance and other facilities. As per (Enterpreneur,2014 ) â€Å"Employers of choice provide a comprehensive employee benefits package to attract and retain employees. In addition to a competitive