Refrace week 4 cal Essay Example | Topics and Well Written Essays - 750 words

Refrace week 4 cal - Essay Example The programmes are interrelated tasks dealing with important scientific difficulties. The project teams work upon development (PDT) in both face-to-face ways (FTF) and can also work in a virtual-to-virtual way(VTV) The successful outcomes of such project team work results in the introduction of new services and products in the various sectors already mentioned creating new intellectual properties, with the publication of papers and advancements in various fields. Scientific rigour is paramount , as are ethical features, with a definite adherence to moral and humanistic principles. If this doesn’t happen then there will be cancellation of projects our efforts will be wasted . This of course would mean a lack of sustained funding and eventually society suffers when these products or services are not made available as a result. As work as part of a PDT carries on day by day in the laboratories there are a variety of processes which are supportive as well as being transparent. This gives a working framework for the members of the team which is moral and ethical. In order to do this three things must happen †¢ Each individual’s contribution is correctly credited as their own original and personal contribution to the whole . This enables the team to further together their cutting edge work in developing new products (NPD.) If the teams are able to work to their highest standards in such areas then the possibility of setbacks and problems will be minimised and scientific discoveries and contributions will continue to be made. PDT’s work closely together in groups which are multi-disciplinary, but on occasions the members find themselves working alone on particular aspects of these projects. We want to ensure that the PDTs in our organisation do not have to face up to ethical issues, either in the laboratory or in interactions with clients, whether in collaborative interactions or when working alone. If we could

The Consumer decision making process Essay Example | Topics and Well Written Essays - 500 words

The Consumer decision making process - Essay Example The various aspects of the Consumer Decision Making process are analysed in this paper. Reference is also made to the potential challenges that this process can set for marketers. It should be noted that a particular case has been used as an example for understanding the various phases of the process: if an individual would have to decide to buy a newspaper would he use different criteria, in the context of the above process, than if he would have to decide to buy a house? In the context of the first phase of the CDMP, the needs of the consumer in the particular point of time have to be identified (Varey 2002, p.56). In the question under examination, the potential buyer of a newspaper will realize his need to buy the newspaper; in the same context, the potential buyer of a house will realize his need to buy a house. After realizing the need for buying a product/ service, the consumer has to start searching for the particular product/ service (Burrow & Bosiljevac 2011, p.106). In practice, the above phase can be understood through the following example: the individual who is interested in buying a newspaper needs to search for a newspapers stand. An individual who is interested in buying a house has to visit a real estate agent or start checking advertisements for houses. In this phase of the process, ‘the alternatives available are evaluated’ (Burrow & Bosiljevac 2011, p.106). At this level, it is possible for a consumer to use different criteria for his buying decisions when different needs are in place (Varey 2002, p.56); for example, for buying a newspaper a criterion of quality/ content and price will be used. For buying a house price can be a leading criterion, depending on the financial status of the buyer. In the case of the house its ability to keep its quality standardized in the long term can be also a priority, according to the criteria set by the buyer. In this phase, the consumer needs to purchase the product/ service

Reading questions for white in jakarta Coursework

Reading questions for white in jakarta - Coursework Example It is human nature to be curious of other cultures and people. Every culture in the world is defined by the dominant race and not through its own means. Some people who feel uncomfortable being identified as a particular race pretend that they are part of the crowd and do not stand out so much. Non-white cultures often have words to call white people. These words can be offensive if used in the wrong manner, but primarily they are non-threatening even if somewhat impolite. White culture tries to portray the view that it is not marked because otherwise it would not have power over non-white cultures. 1. Through reading this I did agree that white people do not really have a defined culture. There are very few celebrations specifically for white people because they seem to be able to celebrate every occasion. It is other cultures that are marked because they have their own celebrations and festivities that are important to them. For white culture to gain importance there needs to be more of a celebration of it. 2. I had not thought that it was rude to call white people a slang term. These terms have always been used to call white people because they are different and stand out, especially when they are in an environment where they are in the minority. 3. The thing I am confused about is why other cultures seem to cope better, or assimilate better, when they enter a dominant white culture, yet the reverse does not produce the same results. I mean that white people who live in countries other than their own tend to struggle because they have been used to being the dominant culture and suddenly are not anymore. I think that it is interesting who white people are portrayed in movies and on television. Because they are the dominant culture, they seem to be able to play every role. Yet people of other ethnicities only have few roles available to them, and those roles will likely fill a stereotype. Why are so

DNA Extraction From Chicken Liver

DNA Extraction From Chicken Liver Deoxyribonucleic acid (DNA) is the hereditary material in humans and almost all other organisms. Nearly every cell in a persons body has the same DNA. Most DNA is located in the cell nucleus (where it is called nuclear DNA), but a small amount of DNA can also be found in the mitochondria (where it is called mitochondrial DNA or mtDNA). The information in DNA is stored as a code made up of four chemical bases: adenine (A), guanine (G), cytosine (C), and thymine (T). Human DNA consists of about 3 billion bases, and more than 99 percent of those bases are the same in all people. The order, or sequence, of these bases determines the information available for building and maintaining an organism, similar to the way in which letters of the alphabet appear in a certain order to form words and sentences. DNA bases pair up with each other, A with T and C with G, to form units called base pairs. Each base is also attached to a sugar molecule and a phosphate molecule. Together, a base, sugar, and phosphate are called a nucleotide. Nucleotides are arranged in two long strands that form a spiral called a double helix. The structure of the double helix is somewhat like a ladder, with the base pairs forming the ladders rungs and the sugar and phosphate molecules forming the vertical sidepieces of the ladder. An important property of DNA is that it can replicate, or make copies of itself. Each strand of DNA in the double helix can serve as a pattern for duplicating the sequence of bases. This is critical when cells divide because each new cell needs to have an exact copy of the DNA present in the old cell. The extraction of DNA from cells and its purification are of primary importance to the field of biotechnology and forensics. Extraction and purification of DNA are the first steps in the analysis and manipulation of DNA that allow scientists to detect genetic disorders, produce DNA fingerprints of individuals, and even create genetically engineered organisms that can produce beneficial products such as insulin, antibiotics, and hormones.ÂÂ   Once the DNA has been isolated, it is essential to accurately determine its concentration for subsequent manipulation such as cloning or sequence determination. To quantify the amount of DNA that extracted by using spectrophotometry. The aims of this experience is to: To use the properties of DNA to isolate long strands of DNA from liver cells. To determine the yield of DNA isolated from a given amount of tissue. To examine the light absorbing properties of purified DNA. To examne the relationship between the concentration of a DNA solution and the absorbnce at 595nm of DNA-diphenylamine solution. To generate a standrad curve relating DNA concentraton with the absorbance of DNA-diphenylamine solutions. To use a standard curve to determine the concentration of an unknown DNA solution. Materials and Methods As per lab manual. Results Firstly, the chicken liver cell homogenate is treated with a salt solution such as NaCl and a detergent solution containing the compound SDS (sodiumdodecyl sulfate). These solutions break down and emulsify the fat proteins that make up a cell membrane. Finally, ethanol is added because DNA is soluble in water. After adding ethanol a relatively clear aqueous will be produced, the first layer is the milky solution that is the aqueous phase with DNA, the middle layer is the solid (precipitate proteins). The bottom layer is a clear solution (organic). The DNA can be spooled (wound) on a stirring rod and pulled from the solution at this point. The amount of DNA solution we got is 5.4ml.Than we put the DNA solution in 2ml tube (1.041g). The total weight of DNA solution and tube is 1.106g. The amount of DNA we got is 1.106-1.041g = 0.065g. Next we prepare 4 standard tubes by adding TE buffer (ml) to the DNA standard solution (ml). And also added to each of the 3 samples of my DNA. The total DNA (mg) is recorded in the table 1. The observed colour change of 4 standard tube and my 3 samples are recorded in table 2 and 3. We pipette the DNA samples and each standards tubes into separate wells of a 96 well microtitre plate. We measured the absorbance at 595nm of the DNA-diphenylamine solutions using the plate reader. Our results are shown in the graph with the used of the reading of table 4. Form the graph we find that the concentration of undiluted DNA is 0.232=0.46mg/ml. Discussion and Conclusions For this experiment we determinate the yield of the DNA isolate from given amount of tissue is: 1g -> 63mg 0.065g -> 4.095mg (wet weight of the DNA to dry weight) 3ml -> 4.095mg 5.4ml -> 7.371mg (DNA in the entire aqueous phase is collected) 3. 4ml -> 7.371mg 5.3ml -> 9.767mg The final calculation of the dry DNA is 9.767mg/g liver. For the experiment we examine that the light absorbing properties of purified DNA. The wavelength is range 220-300nm. The wavelength of the DNA is 260nm. We also calculated that the yield of DNA per g of liver from Lab 2 is: The amount (mg) of DNA contain => 0.461.5=0.69mg Aqueous from lab 1 = 5.4mg 0.69/2 =0.345mg (0.3455.4)/3 = 0.621mg The final value in mg of dry DNA/g liver is: 0.621mg/g. In the end of the experiments, we managed to complete our objectives. In summary, we learn that the alcohol can causes DNA to precipitate, or settle out of the solution, leaving behind all the cellular components that arent soluble in alcohol. As alcohol is less dense than water, so it floats on top forming two separate layers. We also learn that the advantage of spectrophotometry is that diphenylamine only reacts with DNA more accurate as RNA would not be determined. The disadvantage of spectrophotometry is that it always requires standard solution. The advantage of calculating of yield by its weight is that it does not require standard solution. The disadvantage of calculating of yield by its weight is that it is less accurate as RNA is counted in.

Supervision Essay -- Business, Supervision, Routine Problems

The salesman's job often requires to produce innovative solutions to non routine problems every day sales team have to face the different and challenging customer as there were many other brands for the same medicine therefore, sales person have to try utmost to convince to prefer the brand for medicine and accomplish sales target. Every sales jobs of course, demand more innovativeness than others sales person should be very clear about his product its efficiency and effectiveness must have know how Though the demand for innovativeness is inherent in the job, the impact of that demand on the salesman's well-being and performance is influenced by company policies and management actions. Evan’s (1974) one of the elements of supervisory style is the rate of communication between the sales manager and his salesmen. No matter whatever is the medium of communication among supervisor and sales force, telephone conversations, or written letters and memoranda, the more probable the salesman is to understand and implement and appreciate his supervisor's demands and his company's policies particularly those relating to his evaluation, compensation and endorsement. Empirical findings from several previous studies support the connection between performance feedback provided by supervisors and salespeople's role clarity second type of supervisory control focuses not on sales output, but rather on salespeople's reactions. The more frequent the communication between the salesman and his superiors, the more likely it is that he will feel that he has an input into policy decisions affecting his position in the company. One variable that reflects how the firm's authority stru cture is total number of departments that can modify the terms of a sa... ...much value in close supervision and it does not lead to greater subordinate satisfaction (Harris, 1967). Thus, the theory suggests that the more a subordinate values a supervisory behavior, the more employees responsive to it, and consequently the stronger is the relationship between the behavior and subordinate satisfaction argue that experienced salespeople were fewer likely to have feelings of ambiguity and therefore, were less likely to need close supervision. In contrast, less experienced salespeople were more possible to have feelings of ambiguity and to value initiation of structure to a greater level. Robert’s (1978) Less experienced salespeople therefore, would be more active and alert to the supervisory behavior so the author expect initiation of structure to have a greater outcome on the role clarity and job satisfaction of less experienced salespeople.

Management Practices of Marine Corps Recruit Training Essay

Marine Corps recruit training is organized specifically to make Marines who are committed to the institutions core values of honor courage and commitment in service to the country. Recruit training is organized by Regiment; within the Regiment there are several components such as Battalion, Company, Platoons, Squads, and Fire Teams. Marine Corps Recruit Training San Diego uses the five functions of organizational management, which are planning, leading, organizing, staffing, and controlling (Reilly, M. , Minnick, C. , & Baack, D. 2011) in order to provide America with the finest fighting force in the world. During this paper, I will describe the organizational management of recruit training and how we incorporate each specific function to successfully provide trained Marines to defend our nation, win battles, and defend our reputation as America’s force in readiness. Planning is a integral part of organizing recruit training. It all starts with the actual recruiting process. R ecruiting consist of projecting the amount of marines that will go to recruit training. Recruiters are strategically located in areas based off their strengths and backgrounds, usually placed in areas in which they are familiar with the cultural backgrounds. Doing this provides leverage to successfully communicate and bond with those seeking to join the Marine Corps. Planning requires assessing the environment, determining goals for the organization, developing plans to achieve specific goals, and allocating resources (Reilly, M. , Minnick, C. , & Baack, D. , 2011). Assessing the environment for recruiters is to actually understand the demographics of the actual area in which they work in. Areas such as political, social trends, economic conditions, technical changes, and competitive forces effect recruiting and planning for recruit training. They can use political reasoning as a tool to actually recruit young men and women to join; often using what the Marine Corps has to offer as a selling point. Education, pride in belonging, physical fitness, adventure, patriotism, professionalism, compensation, healthcare, and retirement are a few selling tools used to attract those who desire direction and life-altering changes. The shipping schedule is usually determined by the amount of recruits are going to be attending training. Based off the training matrix, which is broken down into quarters, usually around when kids are graduating high school, the shipping will be high, due to those who discussed joining after graduation. The winter months are slow based off holidays, and kids in school, and a few months after graduation, there is a moderate shipping schedule. These are the kids that decided to either go to school or work first, and either dropped out, worked first and decided they wanted something different, or the ones that decided to stay home and finally desire some direction. One area that would effect recruiting and planning for recruit training would be politics and the economic condition. For example, recruiting during a time of war actually saw no decrease in those wanting to join the Marine Corps. The Marine Corps plans for workshops for educators to actually get an inside view of the rarely seen training of Marines. At the Marine Corps workshop, teachers, school officials and board members meet Drill Instructors, watch Marines in physical training and grab chow at the mess hall with Drill Instructors and recruits in which it does promote enlisting (Becker, A. , 2007). The economy also plays a major role in the ability to recruit those wanting to join the Marine Corps. When the unemployment rate is high, recruiters use job stability as a tool to land contacts in the Marine Corps, as the military provides a solid compensation plan, as well as retirement, medical, and housing benefits, as well as education. Determining organizational goals for recruit training is to establish a training environment that is predicated upon an a intensive twelve week entry-level training program designed to transform recruits into Marines through thorough indoctrination of Marine Corps history, customs, and traditions by imbuing them with mental, moral, and physical condition necessary for successful service to Corps and Country. This is similar to a mission statement, which expresses a clear and concise reason for why the organization exists (Reilly, M. Minnick, C. , & Baack, D. , 2011). To achieve these objectives, a plan must be created and followed to strategically accomplish the mission. The strategy is to foster character development, discipline, military bearing, esprit de corps, and Marine Corps common combat skills. Character development would be instilling and understanding the belief in corps values of honor, courage and commitment and those principles essential to values-based off decision mak ing, while stressing teamwork along with leadership. To achieve a state of discipline would be insuring respect for authority, instantaneous obedience to orders, and self-reliance to maintain those traits that exemplify a Marine which are obedience, fidelity and zeal. Military bearing is properly maintaining and wearing the uniforms as well as demonstrating military presence and personal awareness that Marines are Marines twenty-four hours a day seven days a week; and an always maintain a high degree of personal hygiene. Esprit de Corps is to instill the warrior ethos, which inspires mental and physical toughness, devotion, pride, initiative, determination, and an intense desire to work with and for others towards excellence in achieving common goals. Marine Corps Common Combat Skills assist in achieving mastery of and proficiency in basic common skills such as rifle handling, hand to hand combat, customs and courtesies, marine corps history, swim techniques, close order drill, and basic warrior field training. Leading is extremely important to recruit training, as it is the foundation of developing Marines. â€Å"Leading means motivating, coordinating, and energizing individuals and groups to work together to achieve organizational goals† (Reilly, M. , Minnick, C. , & Baack, D. , 2011). Recruit training has several layers of authority between the recruit and top level management in which is favors a mechanistic organizational structure. Within Recruit Training Regiment, there is Drill Instructor School, and Series Commanders Course. These courses are designed to develop Marines to become Drill Instructors and Officers capable of earning the title to train recruits. In order to become a Drill Instructor, one must complete a thorough mental, physical, financial, and moral screening before attending. The tour is regarded as one of the most intense demanding and important duties in the U. S. Armed Forces, as it is critical due to it being the spearhead of making Marines. Becoming a Marine Corps Drill Instructor is considered the most oveted as only the top two percent of the Marine Corps completes this tour of duty. It requires a vast amount of leadership as it requires a high level of commitment in order to achieve extraordinary results which require vision, trust, courage, passion, coaching, developing others, intensity, love, and even serving as a parent figure (Reilly, M. , Minnick, C. , & Baack, D. , 2011). Drill Instructor duty is approximately a three-year commitment, starting with Drill Instructor School, in which you are required to at least be a E-5 (Sergeant) to attend. Days usually start at 0400 and end around 1930 at times going longer due to additional duties such as clean up or recruit evening observation. The course is designed to practice effective time management and is a leadership school focused on further development of student’s leadership abilities and potential in which the main effort converges on the concepts of positive, concerned and ethical leadership. In order to pass Drill Instructor school, each Marine must display the mature use of power, motivation, effective teamwork, and good communication skills. Due to the extreme tempo of the course, Marines are required to comprehend knowledge of basic military subjects that will be covered in recruit training as well as learn the directives and regulations and procedures governing recruit training. Lastly, they must be physically fit in order to lead recruits during daily physical training. This is one of the most visible illustration of leading by example, as preparation is important as it ensures confidence through endurance and agility. The conditioning program is designed to develop four components, strength endurance, agility, and coordination. The program is progressive in nature, as Marines attending are required to run three miles in less than 23:00, complete 10 or more dead hang pull-ups, and complete 80 or more crunches in a two minute time frame. The reasoning for the high standards is to insure Marine Corps Drill Instructors are the finest Marines capable of providing direction for what needs to be accomplished, ensuring people do their jobs to the best of their abilities, and train people though personal example by motivating and inspiring them to be leaders. Leadership consists of several layers, regiment, battalion, company, platoon, and squad. For the purpose of leading, let’s discuss the Company level. Company level leadership consist of six to seven platoons, with the leadership consisting of a Company Commander, two Series Commanders, Company First Sergeant, two Chief Drill Instructors (one lead and one follow series), six to seven Senior Drill Instructors, twenty to twenty six green belt Drill Instructors. Each series has three to four platoons, each platoon has one Senior Drill Instructor with three green belt Drill Instructors. The Company Commander is in charge of all Instructors with the responsibility to enforce higher headquarters command intent, along with safety and enforcing adherence to the standard operation procedures of Recruit Training. Series Commanders are responsible for overall safety and training facilities of Recruit Training, as they report to the Company Commander of any violations to the standard operating procedures. A Company First Sergeant is responsible for all enlisted matters, and is the senior enlisted advisor to the Commanding Officer on all matters pertaining to recruit training and administrative actions. Chief Drill Instructor is responsible for all Senior and green belt Drill Instructors, acting as a supervisor of daily routines; he is similar to a manager in a company with multiple training cycles and experience. This billet is reserved for the most experienced and qualified Marine in the Company. Senior Drill Instructors are actually training and developing Marines in which they have the unique bond and responsibility to insure green belts do not push recruits beyond their physical and mental abilities. They act as the father figure, that recruits can share their personal problems with in order to complete recruit training. The Senior Drill Instructor is similar to a platoon Sergeant, responsible for everything that happens within the platoon. Green belt Drill Instructors are the backbone, in which they instill discipline, instant obedience to orders, and stress. The recruit learns everything from green belts such as how to eat, hygiene, communicate, fight, wear uniforms, military customs history and courtesies, and overall conduct of recruit training. Leading in Marine Corps Recruit Training is defined â€Å"as one’s ability to inspire and motivate a group of Marines to accomplish a mission† (Avalle, M. , 2008). This includes assisting Marines to achieve the highest level of performance in their duties, as well as influencing positive behavior and daily commitments to inspire success. Organizational structure of recruit training is into a Recruit Training Regiment (RTR), which has a battalion, company, platoon, and squad. The Recruit Training Regiment is composed of three training battalions and one support battalion, which are highly mechanized employing formalization and standardization. The infrastructure of the training environment features â€Å"highly routine operating tasks typically grouped together into functional departments with high formalization, central authority, and the decision making flows through a chain of command† (Reilly, M. , Minnick, C. , & Baack, D. , 2011). The Regiment Headquarters consist of staff sections ranging from administration to operations and logistics staffed to provide command and control of the subordinate battalions and Drill Instructor School. As discussed before, DI school further develops the knowledge, command presence, physical condition, leadership, and instructional abilities of selected staff non-commission officers, non-commissioned officers to successfully perform the duties of a DI. Support battalion provides subject matter expertise in direct support to RTR in its overall mission of making Marines. They conduct receiving and processing administration, medical and physical rehabilitation conditioning, instructional training and evaluating of academics, water survival, and martial arts. Support Battalion has a special training company (STC), recruit processing company (RCP), and instructional training company (ITC). The Regiment is designed by organizing by task and authority relationships that allow Marines to work together to achieve the goal of making Marines, broken down into three tasks; job design, departmentalization, and establishing organizational structure (Reilly, M. , Minnick, C. , & Baack, D. , 2011). An example of job design is how STC is departmentalized into several functional areas. Physical conditioning platoon, evaluation holding platoon, basic marine platoon, and medical rehabilitation platoon. MRP and PCP have the responsibility of medical rehabilitation in case of injury or medical illness and are unable to continue training. Instructional training company provides academic, Marine Corps martial arts program training, combat water survival, and monitors all academic testing. They also support special training company to speed the recovery of recruits who are on medical recovery. Recruit training battalions consist of a headquarters company and four training companies that conduct prescribed training for recruits. Headquarters has several functional areas in which they support the training companies. For example, First Battalion has a headquarters and four training companies, Alpha, Bravo, Charlie, and Delta. â€Å"The intended outcome of organizing is to create an organizational structure which is a formal system of task and reporting relationships that coordinates the activities of members so that they work together to achieve organizational goals† (Reilly, M. , Minnick, C. , & Baack, D. , 2011). The organizational structure uses a chain of command, service and operational. The Service chain begins with the President, through the Secretary of Defense, and continues through the Secretary of the Navy and Commandant of the Marine Corps (Rhodes, J. , 1998). The operational chain runs from the President, through the Secretary of Defense, directly to the Commanders of combatant and training commands for missions, training and forces assigned to their commands. Staffing of Recruit Training includes â€Å"recruiting, selecting, training, evaluating, compensating, and disciplining of employees within the organization† (Reilly, M. , Minnick, C. , & Baack, D. 2011). As discussed earlier, the organization starts with the recruiting process, in which qualified Marines are enlisted in the Marine Corps. Selecting the finest, most qualified Marines is also an extremely important function in Recruit Training. The selection process includes the level of training required to execute the job successfully, experience, special skills (technical and physical), personality characteristics, and legal requirements to qualify. Drill Instructors are required to be mature, as they have to be at least a E-5 to become eligible to train Marines. Top-level leadership is responsible for the intense scrutiny of each Marine selected to attend Drill Instructor School, as there is a high attrition level of graduating 85% as some are fail to meet the standards and rigors of training. Reasons include but not limited to not meeting the physical and physiological demands, failing to adjust, medical injuries to include stress fractures and extremity injuries, and various other administrative and disciplinary reasons. Officers and enlisted are held to the highest standers of personal conduct, morality, and professional skills. Commissioned officers dealing with enlisted members, officers are required to â€Å"base your relations with enlisted personnel upon the same mutual respect as you base your relations with your fellow officers. The measure of respect you inspire in your enlisted personnel is your measure of success as an officer† (Darcey, P. , 2012). The training and evaluating process, all marines are governed by the Uniform Code of Military Justice system and Standard Operating Procedures manual for recruit training. The UCMJ and SOP act as the formalized rules and regulations in which all Marines are required to adhere to. Through these manuals, each Marine has a specific boundary of responsibility and delegated authority in which Marines are disciplined by superiors for violating rules. The evaluation process is how successful one is at salvaging substandard recruits, performance of all training events to include drill, marksmanship training, physical fitness scores, and academic evaluation scores. Compensation consist of rewarding Marines by successfully scoring high in all functional areas of recruit training without violating the rules. Performance appraisals are done by the top-level leadership. Marines are recognized at the end of each cycle by various awards that promote advancement in higher responsibilities, such as advancing in billets, distinguished as the Honor platoon, which is the best platoon in the Company, Moral leadership award which is the best Drill Instructor that assisted in the over all advancement of the Company, or Dan Daly award which is awarded for being the hardest working Drill Instructor. Incentives encourage superior performance, as well as breed healthy competition for Marines to strive for excellence. Performance evaluation also assists in identifying areas of weakness and strengths as they allow an opportunity to assist in improving the overall development of each Drill Instructor. One area unique in nature is every three months, leadership changes along with Drill Instructor teams. This allows the leadership to equally balance out teams lacking in certain areas of experience. Control in recruit training establishes accurate measuring and monitoring systems to evaluate how successful each Battalion and Company achieves its training goals. The standards of control process consist of four steps which are establish and receive standards set in the planning process, measure performance at the strategic, tactical, and operational levels, compare performance outcomes with the standards that were met, and making decisions (Reilly, M. , Minnick, C. , & Baack, D. , 2011). Supervision in recruit training is essential to the success of developing Marines. This allows superiors to ensure training objectives are met through supervision, if they standards are not met; they are able to swiftly distinguish things that are failing to improve the training environment and ways to actually improve those standards. Measuring performance in physical fitness, academics, physical injuries, marksmanship, close order drill scores, combat fitness scores, and various other productivity and efficiency accurately displays the performance and effectiveness in the control process. Company wide process is evaluated by the top level, such as the Company staff which is the Commanding Officer, Series Commanders, Company First Sergeant, and Chief Drill Instructors. Departmental levels include Senior Drill Instructors and their fellow Drill Instructors within their actual platoon. Standards are compared by evaluating the performance based off fellow companies in the Battalion. As stated before, there are four companies in a battalion. All companies report statistics to higher headquarters, which is at the battalion level. Performance data is gathered and compared to fellow companies and battalions. This gives a average, using ratios by adding all companies together and dividing by the total companies in the battalion. Either the company greatly exceeds the standards, the standard was met, was slightly missed, the standard was missed, or was grossly missed, (Reilly, M. , Minnick, C. , & Baack, D. , 2011). Appraisals are extremely important in the controlling process as it allows for management to make decision in which poor performance will be mitigated and address, and good performances will be recognized, shared and awarded. This process works as a feedback tool of what worked and failed in management of Recruit Training in which standards allow the progression of effective organizational systems at each level. In closing, Recruit Training incorporates organizational management practices of planning, leading, organizing, staffing, an controlling to successfully train Recruits, Officers, and Drill Instructors. Planning is the beginning phase and important to establish directions for goals to be met, which was unforeseen and projected. Controlling is the process of supervising performance against established goals as well as developing unique methods to take action in maintaining and improving performance within the organization. Organizing is forming Marines to gather resources; knowledge and experience to create products and services in an effective efficient manner in order to successfully execute the mission of Recruit training. Planning was the systematic process in which supervisors make critical decisions about future training and key objectives the Recruit Training environment strives to achieve. And lastly, staffing is the effective organization of Marines joined as a team to successfully engage them to achieve organizational goals. Through organizational management, recruit training continues to function as a well-designed training environment, able to validate our force in readiness as America’s finest fighting force.

Pirates: Piracy and Golden Age

Josh Davis FYE 102 Paper 1 9/28/2012 Golden Age Pirates vs. Modern Day Pirates Piracy has been around before the time of the pyramids. Once merchant ship began to deliver goods to other countries, others realized the financial gain that could be made by stealing those goods and selling them themselves. Pirates have ruled the seas at different times. Once Europeans settled in the American colonies, pirates plundered towns along the coast and attacked almost every ship they came in contact with. During the 18th century, wars gave rise to privateering; a legal form of piracy.But, after the War of 1812, this was no longer tolerated. Government put an end to most piracy but, today there are still pirates. By comparing the pirates of the Golden Age with the pirates we have today, we can gain knowledge of how piracy has evolved and changed. Execution was and still is an honored method of dealing with pirates. Merchant ships have always found themselves victim to pirates. In November 1998, p irates hijacked a ship off the Chinese coast. Its name was the Cheung Son. After binding and gagging all the crew members, the pirates killed them and threw their bodies overboard.This ship and its cargo were never seen again. Police eventually discovered pictures of pirates celebrating onboard the Cheung Son. They arrested all thirty-eight pirates. A court found all guilty. Thirteen were sentenced to death, one to life in prison, and the rest were sentenced to twelve years. During the Golden Age, many pirates were hung or executed in some way. After Captain William Kid was hung, his body was tarred and placed in an iron cage. The government put it on display as a warning to other pirates. Likewise, another pirate, named Edward Teach, had his decapitated head put on display as a warning also.Punishment was and is a rarity for pirates. Often, pirates escape with their â€Å"treasure†. Golden Age pirates and Modern day pirates share three requirements to flourish. Both need a p lace to sail where the rewards are substantial. During the Golden Age, the only way to transport goods was by ship. This gave pirates access to an unlimited amount of goods and treasures. Today, small high-speed vessels can easily catch up to larger vessels. The plunder is equally rewarding, but easier to convert into cash. Both generations of pirates need hunting grounds where the risk of detection is small.Golden Age pirates patrolled near Africa, the American and European coast, and as far north as the Caribbean. Today’s pirates thrive off the coasts of Africa and South China. Finally, they both need a safe haven. Port Royal offered a safe place for Golden Age pirates to stay. Many of Indonesia’s islands provide a safe haven for today’s pirates. Weaponry and Technology are very different today than three hundred years ago. Swords and muskets were the weapons of choice for Golden Age pirates. Today, pirates wield automatic rifles and modern communication techn ology.Past pirates used wooden ships with large crews and used cannons to defend their ships. Today’s pirates used small fast boats with small crews. Golden Age pirates attacked any ship that crossed their path, â€Å"crime of opportunity†. Today’s pirates plan their attacks and select victims before they even leave shore. â€Å"The truth is that modern piracy is a violent, bloody, ruthless practice†¦ made the more fearsome by the knowledge on the part of the victims that they are on their own and absolutely defenseless and that no help is waiting round the corner† Captain Jayant Abhyankar, Deputy Director of the International Maritime Bureau 1999.This statement still held true during the Golden Age. Efforts to end piracy began during ancient times. This Island of Rhodes was the first to include piracy in their maritime laws. In the Golden Age almost every nation had established maritime laws. Sir Charles Hedges, a judge of the British Admiralty Cour t during the late 1600’s, says â€Å"pirates are thieves who seize a ship and/or its cargo through violent means upon the sea†. Despite many legal attempts to stop piracy an international definition of piracy did not exist till 1958.Article 15, 1958 Geneva Convention of the High Seas and Article 101, 1982 UN Convention on the Law of the Sea defines piracy as â€Å"a violent seizure on the high seas of a private ship or the illegal detainment of persons property aboard said ship for the purpose of private gain, nor can a government commit an act of piracy†. Piracy in the Golden Age devastated the trade economy. Hundreds of ships carrying numerous amounts of goods were plundered. Today, piracy hardly dents the two trillion dollar a year shipping industry. In 1997 losses amounted to â€Å"$. 32 for every $10,000† J.Gottschalk. This leaves little financial incentive for companies to deal with the problem. Violence was and is still very common amongst pirates. No one knows for sure show many people were murdered by Golden Age Pirates but, its number was staggering. Modern day pirates have left a dent themselves. During a five year period the UN High Commissioner said that an estimated 2,283 women were raped and 592 people were kidnaped. This was in Vietnamese alone. In 2000 there were 182 ships that were attacked. Almost half were in the South China Seas according to the Worldwide Maritime Piracy.Captain Abhyankar wrote in An overview of Piracy Problems; â€Å"A total of 202 incidents were reported in 1998. The majority of these attacks were violent. At least 79 persons have been killed and 35 injured during piracy†. Clearly piracy is still a problem. Piracy is as much of a problem today as it was years ago. Pirates of the golden age and pirates of today are more similar than not, but, they do have differences. We have seen that pirates need three common requirements to thrive and their differences in weapons and technology.Piracy has been around for too long and needs to end. Work Cited Abidi, Shahkar. â€Å"Piracy puts trade in choppy waters,† DNA 12 April 2012 Baldwin, James. â€Å"Dodging Pirates in Southeast Asia,† SailNet, 1 March 2002 â€Å"Drop in Piracy Incidents,† Portsworld. com Malaysia, 25 July 2005 Ellis, Eric. â€Å"Singapore’s New Straits: Piracy on the High Seas is on the Rise in Southeast Asia,† Fortune International (Asia Edition), 148:6 (29 September 2003), p. 24 www. cindyvallar. com. â€Å"Pirates and Privateers the History of Maritime Piracy†, 2006