Structure And Functions Of The Skeletal System

Structure And Functions Of The Skeletal System HUMAN SKELETON is the interior structure that holds the human body up and with the assistance of the strong framework permits us to move, likewise attempts to secure the sensitive and crucial organs discovered inside it from being harmed. During childbirth the human skeleton is comprised of 275 unique bones and as the body develops a portion of these bones begin to meld leaving just 206 bones in a grown-up human. A skeleton has landed five diverse position jobs which are: Blood creation. Development Shape Security Chart: BACK FRONT (@Google) There are two significant frameworks of bones in the human body which are Axial Appendicular skeleton. Pivotal SKELETON it is basically appropriate for insurance. It shapes the principle hub/center of a human skeletal framework. It comprises of: Noggin secures the mind. Comprised of hard sheets of bones with fixed joints. Kind of a ball shape at the back. It is included eight cranial and fourteen facial bones. The cranial bones make up the defensive edge of bone around the mind. The facial bones make up the state of a human face. Chart: (@Google) Chest participates in both securing the heart and lungs, and furthermore helps fit as a fiddle of the body. Comprised of a sternum and 12 sets of ribs. Structures a curved shape. Ribs are level bones that are near one another and make an inward shape that circumvents the inner organs that are indispensable, for example, heart and lungs. Chart: completely marked on next page. (@Google) Vertebral section (spine or spine) comprises of a progression of 33 unpredictably formed bones that are called vertebrae. Reaches out from the base of the skull to the pelvis, giving a focal pivot to the body Records for around 40% of a human by and large weight. The vertebrae of a human spine are held together unequivocally by ground-breaking tendons that permit little development between your contiguous vertebrae yet bear the cost of an impressive degree adaptability along the spine in general. Its fundamental employment job is to ensure the spinal line despite the fact that it additionally helps by supporting the ribcage by keeping up the harmony among it and the stomach depression. The bones of a vertebral section have ligament joints. It is separated into parts which are: Cervical vertebrae (seven) these are the vertebrae in the neck. The initial two are known as the chart book (C1) and the hub (C2). These two structure a turn joint that permits the head and neck to move uninhibitedly. It is the littlest and most powerless vertebrae of the vertebrae section yet it is the most significant in light of the fact that it imparts sign to the thoracic from the head. Thoracic vertebrae (twelve) these are the vertebrae of the mid spine, which articulate with the ribs and are likewise found in the chest. The thoracic vertebrae are bigger than the cervical promotion increment in size start to finish. Lumbar vertebrae (five centered) these are arranged at the lower back and are the biggest of the mobile vertebrae. They are required to help more weight than other vertebrae and give connection to a large number of the muscles of the back. The plates that lie between these vertebrae produce a sunken bend in the back. Sacral vertebrae (five) these are melded to shape the sacrum. This is a triangular bone situated beneath the lumbar and it shapes the back mass of the pelvic iron sitting between the two hip bones. Coccygeal vertebrae (four centered) this is the last piece of the vertebral section which has got four combined bones that structure a coccyx or a tail bone. Outline: (@Google) Attached SKELETON it is for development/influence, shape, and blood creation. It can likewise now and then partake in insurance Comprises of 126 bones makes body development conceivable and secures the organs of assimilation, discharge, and proliferation. The word affixed methods alluding to a limb or anything appended to a significant piece of the body, for example, the upper and lower furthest points. The attached skeleton is the piece of the skeleton that incorporates the pectoral support, the upper appendages, the pelvic support, and the lower appendages. The affixed skeleton and the hub skeleton together structure the total skeleton Pectoral frying pan comprises of two shoulder bones (scapulae) and two neckline bones (clavicles). These bones articulate with each other, permitting some level of development. Shoulder bones (scapulae) is a level triangular bone which extends from the shoulder to the vertebral section at the back. On the posterior it has a hard edge for the connection of the muscles. The hard edge frames a significant projection, the acromion, over the shoulder joint. Underneath the neckline bone and just within the shoulder joint, is another hard projection of the shoulder bone, the coracoid procedure, which additionally serves for the connection of muscles. The upper external corner of the shoulder bone finishes in the glenoid depression into which fit the head of upper arm bone framing a ball and attachment joint. neckline bones (clavicle) has a bar molded and frames a generally S-shape It lies on a level plane and explains with the upper finish of the breastbone, directly in the center and front, simply over the primary rib The sidelong end expresses with the acromium. Neckline bones fill in as a help for the shoulder bones in front and hold the shoulder bones back with the goal that the arms can hang unreservedly along the edges of the body. They keep the pectoral supports from escaping joint effectively and adequate development of the shoulders. (@Google) Pelvic support is made out of two coxal (hip) bones that are situated at the base of the spine. It is otherwise called the hip support. It is the hard structures to which the last appendages of a vertebrate are joined to. 1. Ilium is the upper piece of the hard pelvic which is additionally the biggest. It has an unmistakable edge running along its upper surface called the iliac peak. (@biology) 2. Iliac peak is for the connection of body divider muscles. 3. Symphysis pubis is the midline cartilaginous joint joining the left and right pubic bones. Upper appendage can be separated into five primary areas which are: The Upper Arm (Humerus) is a solitary bone. The upper end comprises of a hemi-round ball which fits into the attachment of the shoulder bone to frame the shoulder joint. The lower end of the humerus shapes a shallow ball and attachment joint with the span and a pivot joint with the ulna in the elbow. Lower arm (Radius Ulna) the ulna is the bigger of two bones arranged in the internal side of the lower arm. The upper finish of the ulna verbalizes with the lower end of the humerus shaping a solid pivot joint in the elbow locale. The lower end of the ulna is slim and assumes a minor job in the arrangement of the wrist joint. The range is arranged on the thumb side of the lower arm and its upper end articulate with both the humerus and the ulna. The expansive, lower end of the range shapes a significant piece of the wrist joint, where it expresses with the wrist bones (carpals). The span likewise permits the lower arm to be turned. The radio-ulnar joints are turn joints in which the moving bone is the span. As the leader of the span turns at these joints, the lower end of the sweep moves round the lower leader of the ulna. The Wrist The wrist comprises of eight carpal bones. These are little, short bones that are orchestrated in two lines of four. They have articulating aspects which permit them to slide more than each other. The Palm of the Hand The palm is upheld by five long metacarpals. The metacarpals articulate with carpals toward one side and with the phalanges at the opposite end. The Fingers The fingers are comprised of fourteen phalanges. There are three phalanges in each finger however just two in the thumb. Errand 1b The bones in the skeleton are arranged by their shape and size. They are isolated into various classifications, for example, Long bones they are found in the appendages. These have a pole known as the diaphysis and they comprise of two adjusted closures known as the epiphysis. They go about as switches. Short bones these are little, light, solid and block molded bones. They resemble sweet with a hard shell and a delicate focus. Level bones these are flimsy, smoothed and marginally bended. They have an enormous surface territory. Sesamoid bones these are bones found in the ligaments, for example, the patella in the knee. Unpredictable bones these are bones with complex shapes and can't be arranged under any of different classifications. Skull The skull is a container like hole that comprises of interlinking fragments of bone that step by step intertwine during initial not many long stretches of life. It contains and secures the cerebrum. Clavicle They are long and thin bones. They give a solid and portable connection for the arms and are assigned for the presentation of complex developments. Ribs The ribs are long, flimsy, bended, level bones. They structure a defensive pen around the organs in the chest area. Sternum This is a long and level bone that lies at the focal point of the chest. It is usually alluded to as the bosom bone and it partitioned into three areas: the top, the mid and the lower segment. It frames the rib confine that ensures the heart, lungs and significant veins. Humerous The humerous is the biggest bone in the upper appendages. Its a long bone and its head gets together with the scapula to make the shoulder joint. The finish of this bone gets together with sweep and ulna to make the elbow joint. Range and ulna The ulna and range articulate distally with the wrist. The sweep contributes more to the development of the wrist than the ulna and is additionally the more drawn out bone. The raised state of the sweep permits it to move around the ulna to make the hand turn. Scapula The scapulae are huge, triangular, level bones that structure the back piece of the shoulder support. It fills in as a connection for a few muscles. Developments of the scapula are achieved by scapular muscles. Ilium The Ilium is the wide level upper part of the pelvis that is associated with the base of the vertebral segment. It bolsters the lower stomach organs. The ilium

Issues in Business Communication Free Samples-Myassignmenthelp

Question: Compose an Essay on Contemporary Issues in Business Communication. Answer: Presentation The capacity of a business to convey is significant for a business to progress. It is important to convey in a viable way not with the representatives however with the customers too. Correspondence is one of the significant elements for achieving adequacy in business. Anyway there are difficulties that business are looking in a multidimensional business association. Innovation is one of viable apparatus that is utilized by business associations to oversee capacities. Understanding the business issue is significant so as to locate a proper arrangement. The most significant part of correspondence is to tune in to the issues so as to create abilities. This is one of the proficient methods utilized so as to oversee abundance pressure. It is clear that the cutting edge business association should create powerful correspondence strategies so as to achieve wanted outcomes. So as to maintain a strategic distance from the degree of disappointment a business start need to create successful mar ket methodologies. These systems will help the association so as to get the successful outcome. The contemporary organizations are experiencing significant issues in managing the issues. The report sets up need of correspondence in present day business association. The report likewise remembers the contemporary issues for business correspondence looked by Pauls in Australia. Companys Overview Pauls is an uncommon dairy enthusiastic about creation extraordinary tasting items that are stuffed with genuine goodness. They are selling dairy items that incorporate milk, cream, custard, yogurt and seasoned milk. They are right now known as number 1 milk and dairy brand. The organization is supporting several Australian ranchers and produces healthy Australian milk. They are known for giving exceptional quality items (Pauls, 2017). Contemporary issues in Business Communication One of the significant issues looked by the cutting edge association in dealing with an association is identified with compelling correspondence. It is hard for the groups to speak with the groups in a successful way. This is significant errand for a business association to discover a successful route through which correspondence is conveyed in an association (Ferraro and Brody, 2015). Pauls needs to deal with the group in a compelling way so as to achieve adequacy. It is hard to oversee clashes in groups. It is apparent that the association needs to determine the contentions by communicating sentiment (Rothaermel, 2015). There ought to be a legitimate understanding in regards to thought, rules and standards. This is significant for an association to create cohesiveness so as to achieve effective outcomes. Correspondence obstruction should be viably tended to through free progression of data. Additionally there ought to be legitimate agreement between the groups. Thusly the associati on can address the issues in a successful way (Hill, Jones and Schilling, 2014). Present day associations are confronting issues in dealing with the capacity because of greatest effort. It involves incredible worry that Paul has most extreme effort in Australia. It is hard to discuss viably with the partners. It is essential to shape proficient connection with the partners so as to accomplish long haul productivity. Correspondence successfully is turning into an issue in current business association (Martin and Nakayama, 2013). With worldwide rivalry it is getting hard for the business associations to oversee correspondence. Enormous size business associations are utilizing successful correspondence channels to speak with the partners. In such a serious air it has gotten essential to manage the correspondence issues (Burdine, 2015). Correspondence is the help of a business and it is significant for the business associations to adequately assess the need with respect to the issues identified with correspondence. It is fundamental to set up a successful correspondence direct between the auxiliaries so as to determine the issues (Slack, 2015). The advanced business association is discovering trouble in dealing with the tasks over the diverse channel of business. It is significant for the business to build up a compelling business direct or chain of command framework so as to address the issues. It is seen that the business associations are confronting issues in meeting the objectives (Cornelissen, 2014). In such a circumstance it is obvious that the best possible instrument should be followed with the goal that the issues can be tended to easily. By a long shot the association is working in Australia; it might plan to extend its business capacities adequately so the objectives can be accomplished (Morschett, Schram m-Klein and Zentes, 2015). Proficient business correspondence requires appropriate tending to of issues happening at the underlying level. Lion's share of association discover trouble in overseeing wok because of wastefulness in proficient correspondence. Supportability at work must be achieved in a viable way if the association needs to embrace productivity. In such a serious environment it is vital that Paul need to address the issues that can make an issue in a future date. Correspondence should be viable enough so as to address the major issues (Morden, 2016). In such a serious situation the issue must be tended to if the association follows a compelling business correspondence channel. Serious business condition can make issues for the organization and it has become clear that the business needs to build up a business environment to defeat the issue (Frynas and Mellahi, 2015) Openings Private company associations have more extensive open doors so as to deal with the capacities in a viable way. On the off chance that an association receives a powerful business correspondence channel, at that point they can without much of a stretch beat the issues they are confronting. It is significant for the little size business to deal with the correspondence related issues. In the event of numerous issues in an association it is essential to address the issues in a successful way. There are no intercultural issues in the organization as it just works in Australia. Under such a serious business environment it is important to create productivity by concentrating on each individual unit built up locally. In such a problematic business environment it is important to discover a suitable method to manage the issues happening at various level (Stead and Stead, 2013; Hubbard, Rice and Galvin, 2014.). Proposals and end Correspondence issues happen wherever whether the association is enormous or little. It is obvious that the business can possibly accomplish productivity if the issues are tended to in a compelling way. The most significant part of correspondence is to tune in to the issues so as to create aptitudes. It is prescribed to Paul that they have to follow a viable correspondence divert so as to manage the issues. Greater part of issues in an association happens because of inadequate correspondence channel. The issues are not tended to successfully in the business associations that makes issue. It is clear that Paul should direct an intensive report in the authoritative culture. This will help the association in acquiring better understanding. It is essential that the issues should be tended to at a lower level. This will permit association to adapt up to the issues and to shape efficiencies. It is hard for the groups to speak with the groups in a viable way. Group the executives and corres pondence is one of the vital issues happening in the business association. This is anyway important to create viable business channel with the goal that correspondence boundaries are handily settled at an essential level. To close the report incorporates all the significant angle required to meet the issues happening in a business association. Paul is a popular business association in Australia. According to the present circumstance it is seen that the nearby associations are confronting issues because of global organizations. In such a circumstance it is imperative to create successful business climate with the goal that the bangs can be tended to. The report tends to all the significant issue and recommends fitting strategies to meet the objectives. Each organization can possibly create on the off chance that they follow a proper correspondence channel. References Burdine,A.2015. 10 Common Business Communication Problems and 20 Solutions. On the web. Accessible at: https://yourcri.com/10-basic business-correspondence issues and-20-arrangements/Accessed on: 27 April 2017 Cornelissen, J., 2014.Corporate correspondence: A manual for hypothesis and practice. Sage. Ferraro, G. what's more, Brody, E.K., 2015.Cultural Dimension of Global Business. Routledge. Frynas, J.G. what's more, Mellahi, K., 2015.Global vital administration. Oxford University Press, USA. Slope, C.W., Jones, G.R. furthermore, Schilling, M.A., 2014.Strategic administration: hypothesis: a coordinated methodology. Cengage Learning. Hubbard, G., Rice, J. furthermore, Galvin, P., 2014.Strategic administration. Pearson Australia. Martin, J.N. what's more, Nakayama, T.K., 2013.Experiencing intercultural correspondence. McGraw-Hill Higher Education. Morden, T., 2016.Principles of key administration. Routledge. Morschett, D., Schramm-Klein, H. also, Zentes, J., 2015.Strategic global administration. Springer. Pauls, 2017. On the web. Accessible at: https://www.pauls.com.au/about-us/Accessed on: 27 April 2017 Rothaermel, F.T., 2015.Strategic administration. New York, NY: McGraw-Hill. Slack, N., 2015.Operations procedure. John Wiley Sons, Ltd. Stead, J.G. what's more, Stead, W.E., 2013.Sustainable vital administration. ME Sharpe.

Data Scientist Resume Template, Examples Complete Guide

Data Scientist Resume Template, Examples Complete Guide Do you remember the times when you were just a kid watching one or the other Sci-Fi movie whose plot is happening in the distant 21st century?Well guess what, that’s the century we actually live in! In those films, you would always see some “crazy scientist” gathering and analyzing various data about various topics and bringing them together to form a certain conclusion about something.Having said this, we can now indeed see real-life people linking scientific processes, methods, algorithms and systems to extract insights and knowledge from various kinds of data.Even though this may sound so complicated or unrealistic to some people, this is how our world is functioning today.If it wasn’t for such processes, multiple, and moreover priceless, pieces of information would be lost for good.This seemingly abstract work is accomplished by people who are generally referred to as Data Scientists, but you already know this.Being a data scientist requires that you have an analytical mi nd, capable of perceiving links between various inputs.Today, we will try to help you out by suggesting how to put this knowledge to practical use by guiding you through a resume writing process.Just before we provide a plethora of useful examples and things you should or should not do in a CV, allow is to briefly remind you of some basic facts.To begin with, let us tell you that your Curriculum Vitae is your professional ID. This is a presentation of your skills and abilities which needs to impressive no matter what.You use your resume as a tool which helps you outdo and outshine the mass of others in the same field.For some, writing a perfect resume comes ever so naturally, while others might struggle, no matter how brilliant they are at what they do otherwise.Don’t worry though, since we are there for you! You have us and our little guide and our online resume builder at your disposal as well.And finally, before we give you the actual steps of how to write an impeccable CV, pay attention to the basic notions relevant for writing a resume, such as:Your language must be precise and well-understood;Your resume MUST be organized properly (clearly show all relevant pieces of information);Choose a proper template (if in doubt, feel free to use our resume template builder);Your resume MUST draw (positive) attention.Now that this has sunk in, let us dive into actual details on how to write that perfect resume!RESUME EXAMPLE: MASTER OF BUSINESS ANALYTICS Right RESUME EXAMPLE: MASTER OF SCIENCE IN DATA SCIENCE Right Create your own resume or use our templateHOW TO WRITE PERSONAL INFORMATION SECTION AS A DATA SCIENTISTIn your resume, the section listing your personal information is the first thing that a potential employer checks.Naturally, we all want to know the name of the person we are dealing with. In this section, you are bound to present only relevant information about yourself.Obviously, these MUST be true.No need to explain why!Just like with everything else, when writing a CV, you need to follow a specific order.Of course, you start with the name, address, and possible ways to get in touch with you.Without further delay, let’s go through section by section and see what it is that you need to and/or should not do in your resume.NameMiranda FlintJack Bonnie RightMiranda Flint, AKA “The Cat Lover”Jack “Gamer” Bonnie WrongAs seen from the example above, make sure to provide your full first and last name.Make no mistake â€" nicknames are completely irrelevant here!They are highl y informal and playful, which is opposite of the serious work environment. Stay on the safe side and give nicknames a wide berth.ProfessionNext important step is providing your profession details.Sometimes, potential employers even take a look at this section first and then check your personal details, such as your name. From this reason, your profession must be precisely indicated in your resume.Master of Business AnalyticsMaster of Science in Data Science RightHaving a college degreeWith MSc degree WrongAvoid being vague at all costs! If you take a look at the Wrong column, you will understand yourself that this is a rather confusion notion.Imagine being an employer and seeing something like this.Employers do not have the time or simply do not want to explore what kind of college degree you have or from what field your degree is. With a CV like this, your application will be disregarded.On the other hand, if maybe your profession is not an exact match to the position you are app lying for, still, you need to be completely honest about it.Once you are in the interview, your employers will see right through your failed attempt to fool them.You will end up as dishonest and will probably never get the chance to apply for the same company again.Be honest, say what your profession is, but show them how your previous experience or other skills make you a perfect candidate for the position.PhotoAttaching/Including a photo in your resume is optional. Still, we recommend that you do include a photo after all. We will all agree that resumes without a photo are a bit impersonal.People are visual beings, so it’s only natural that we want to have a face to put with the name.And, if you decide to forego the photo, the potential employer might get a wrong impression of how you are not confident about yourself or your looks.Now let’s take a look at the following distinction.Instructions for a Photo on a ResumeNatural smile, without forcing itMake sure your eyes are natu rally openHair must be clean and neatly combedLight, or none at all, make-up (for ladies)Trimmed beard (for gentlemen)You must be alone in the photo and the background must be neutral. Hint: Take a photo standing or sitting in front of a white or otherwise neutral wall.Proper postureDressed formally RightWhat you should avoid on a PhotoLaughing, grinning, or smiling widelyClosed eyesMessy, dirty, or otherwise untidy hairStrong make-up (for ladies)Untrimmed/too long beard (for gents)No group photos allowed (avoid photos with your family or photos from parties or holidays).SlouchingDressed casually WrongWhat we have just presented is what kind of photo you need to choose. As judged from the column Right, make sure to look professional.If you opt for the photo as described in the Wrong column, the employers might perceive you as not taking proper care of yourself and being too casual, which is not good for your professional outcome.Phone NumberIt is almost impossible to imagine that somebody does not have a cell phone.So, leaving your number out might confuse the employer.Giving your phone number is important since it is a good and reliable method for employers to get in touch with you. It is understood that you will give YOUR phone number, not somebody else’s.It is highly recommended that you provide this detail in your CV since this is how you will give a chance to employer to speak to you.Speaking helps establish stronger bond than e-mails, so even if they haven’t had a chance to meet you in person yet, this will enormously improve your chances for employment.AddressThis is another optional part of your resume.And, just like with the first one, we again recommend that you do not leave this out of your resume.This data is again linked to your honesty as an applicant. If you need to move across the state, or to another state for that matter, for the job it’s only fair to warn the potential employer about this.E-mail AddressJust like with mobile numbers, it is almost unthinkable that you do not have an e-mail address. Before we go any further, take a look at this.flint.miranda@gmail.comjack.bonnie@gmail.com Rightcatlover.miranda@gmail.comgamerjack.bonnie@gmail.com WrongHere we have just shown you that your e-mail also needs to be serious and professional.Do not use those e-mail addresses that you might be using on various platforms for different purposes (e.g. shopping online, playing games, etc.) when applying for a job.Additionally, you need to take care that the e-mail address is easily spelt and pronounced.This is how you will avoid ambiguities and doubts, especially if you need to share this detail over the phone.Social Media ProfilesCreating profiles and accounts on social media is a widespread phenomenon.So, inevitably you will have at least one of these. Giving them in your CV is optional, so if you decide to include them please pay attention to the following.When we talk about a job application, social networks might not be as helpful as you think.The content you post, share or like over there might lead to some wrong conclusions about you so you will have a lot of trouble making things right. If you provide the links, at least limit the visibility of the contents you post, share or like. Pro TipNOTA BENE:Even though it is a social network, a link to your LinkedIn account is always a good idea. The main idea behind this network is for professionals to find and for companies to offer jobs, so it is definitely good to list it.THIS SUMMARY WILL GET YOU THE NEXT JOB AS A DATA SCIENTISTAfter the facts you outline in the personal section, it’s time to deal with a bit more complicated part of your resume. It somehow seems that writing the resume section takes a lot of effort and skill to write.So, let us give you some hints on how to not end up frustrated when you sit down to write that brilliant summary of our work experience.Before we tell you anything else, note that the point of your summary is to b e convincing.In the summary section, you must make use of language, making sure to use as fewer words possible and yet demonstrate everything you can do.However, do not write your summary in a merely factual fashion, but give it an appealing note instead (i.e. advertise yourself). If you are wondering how to do that, then have a look at this.Good summaryCollege graduate with experience. Master of Business Analytics with over 6 years of experience. Specialized in market data research and analysis and organization of findings to boost the profit of an organization. Presently seeking for an opportunity to invest the knowledge and experience into a new environment in order to promote personal growth and the development of the new employer. RightCollege graduate with experience. WrongEven if you might think at first that we are talking quantity, not quality, take another look at the table above.When an employer reads the column on the left, they know instantly the kind of expert they a re dealing with. You seem like a person who knows what they are talking about and how to get things done.On the other hand, the column on the right side is a complete opposite. You would appear as uncaring, disorganised, even uneducated.When writing the summary part, imagine you were a marketing expert and you are advertising yourself.Accordingly, you are not simply looking/applying for a job.You are getting this job, because you have the experience, the knowledge and the skill, and no one else can do this better then you do.Convince the employer that you are the perfect candidate for the position who will be able to deal with anything that comes your way.WHAT EXPERIENCE SHOULD DATA SCIENTISTS PUT IN THE RESUME?The experience section is the central part of your resume.After you briefly comment on this in the summary, there officially comes the part of your resume which confirms to the potential employer that you are the right candidate for the given opening.Before you start writing, have in mind that your experience is listed in the chronologically reversed order, i.e. starting from the most recent job.The data you provide here need to be true and complete, including the full name of the companies you were previously engaged in.More importantly, you also need to indicate the position you held and a brief description of the responsibilities and tasks you were in charge of. Right WrongWhen a potential employer takes a look at the column Right they know what they can expect from you.By listing the tasks you dealt with previously, you clearly show to them what you are capable of delivering on the new position.By doing this, you also save time to the employer so they do not have to guess or ask for additional information from you.The column on the right side is inadequate and besides incomplete. Avoid organizing your experience section in such a way. If you still do so, then be ready to miss out on so many job opportunities.Just like any other part of your resume, the data in your experience section must be accurate. These details are verified so easily; hence, save yourself the embarrassment and list only the facts.In case you do not have the required experience, or it is insufficient, do not obscure this fact.Your honesty will be valued and you might be given a chance to fill the vacancy despite the fact that you are missing a year or two of experience.Whate ver the case, it is always recommended to be proactive and let the employer know you are open to new things and ready to learn further.Hint: Adapt your work experience to the vacancy you are applying for.That is to say, do not include those jobs that bear no connection to the given position.EDUCATION SECTION THAT WILL IMMEDIATELY GET YOU A NEW JOBThe education section in your CV is listed after the previous work experience. The experience is more important for the employer, which is why it comes first.The idea behind is that through experience you will learn even those things that you hadn’t been focusing on during college. Right WrongAs for your education section, again you need to present true data since you will inevitably be asked to present your certificate(s).Still, if you obtained an MA or MSc certificate, or even BSc, then you can omit the previous education. The point is, the highest degree you obtained is the most relevant one.In your education section, be sure to include any scholarships you were awarded.It is ok to boast just a little in your resume. it will show to potential clients that you excelled at learning and will prompt them to rank you better compared to other candidates.As for your GPA, it is also an optional data. However, if your GPA was 3.8 or above, again, brag a little bit about yourself.Hint: If you are listing all relevant institutions you attended, make sure to list them in the reversed chronological order.HOW TO WRITE YOUR SKILLS SECTION AS A DATA SCIENTISTWriting your skills section might be the easiest part to write, after the personal data section.This is where you list wh at you are good at. However, the things you list must be relevant for the job you are applying for. Right WrongWhen writing the skills section, you need to personalize it to the job application, so painting we listed on the right side of the table is highly inappropriate and irrelevant for a data scientist. The other two items in this list are incomplete.You are allowed to be vague under no circumstances!Don’t say you can use programming languages, but list all them that you can use proficiently.Vagueness will be perceived as a lack of actual knowledge or interest, and these will only work against you.By the way, notice this â€" we did not say you can use well, but proficiently.This is what is expected of you. Strong language is your best friend here.You are not good at communication, but you excel at interpersonal relations and conflict solving, for example. See the difference it makes. You have just shown them you can use language and you have other skills as well.A special subset of your skills is dedicated to languages. When listing these, include only those languages you can tru ly speak.Do not create a false image about yourself, it will do you no good.Describing skillsLanguagesEnglish (Native)Spanish (Advanced) / Portuguese (Basic)French (Intermediate) / Spanish (Basic) RightDescribing skillsLanguagesEnglishSpanish / PortugueseFrench / Spanish WrongYou also need to include the level of how well you speak a certain language.At specific occasions, you might even need to list separately the level your various language skills (i.e. speaking, writing, listening, reading).Honesty, in this case, is highly appreciated, especially if the employer demands that the candidates know a specific language. You might deceive them briefly at first, but your interview will give them a clear picture.As for the general interests that you provide at the final part of your resume, it is more than fine to include the abstract painting here. However, don’t overdo it.List only those activities that you like the most and that you spend time doing.Hint: 2-3 activities are just f ine!And, we have just shown how to write that impeccable CV! if you are still having doubts about your skills to write it (and trust us, you shouldn’t!), then feel free to use our resume template builder and make your life easier.ADDITIONAL TIPS TRICKS THAT’LL INCREASE YOUR CHANCES SIGNIFICANTLYDouble-check your writing for punctuation or grammar mistakes.Pay attention that the data you provide is full and true to the best of your knowledge.Go for PRECISION and STRONG LANGUAGE!Customize your resume to the job you are applying for.CONCLUSIONThe job market is so full of opportunities and sometimes it only takes a little for us to join the numerous professionals contributing to a better tomorrow.Once you embark on a job quest, there are certain activities you need to complete previously and the most important among them is writing an appealing resume.This king of a resume implies that you present yourself in the best of light in the eyes of the potential employer.Since writing a C V might be the cause of serious trouble, here we tried to make your life easier by providing relevant guidelines on how to do it by yourself.However, if you are still uncertain that you will be able to do it yourself, then our resume template builder is just the thing for you!Once you’ve made that perfect CV (either way), show it to the world and embrace the numerous opportunities you will get.Enjoy it and good luck! Create your own resume or use our template

Marbury vs Madison Essay examples - 921 Words

Marbury vs Madison As the government was newly establishing its stronghold on the nation, forging its way to a powerful republic and instituting precedents for the future, a struggle to preserve the foundations of American Society instituted by Washington and John Adams existed as Thomas Jefferson took office. In an attempt to maintain the â€Å"edifice of the National Government† believing Jefferson would topple the prestigious nation with his atheist views, Adams appointed various Federalists to the judiciary. Thus, attributing to the single most significant case of the Supreme Court, Marbury Vs. Madison, a struggle between Republicans and Federalists that would end in a future altered by fate. This controversial landmark case†¦show more content†¦A few technicalities derived into a failure to deliver the commissions and therefore once discover by Jefferson who saw them as a judiciary of â€Å"ardent political leaders,† they were kept from delivery. Jefferso n, wanting control appointed some of his own judges, and attempted to abolish the jobs of the new circuit judges, of the few whom received their commission. Thus, threatening the foundation of a stable government and the independence of the judiciary system. John Marshall, Chief Justice, appointed by Adams despised Jefferson and sought to undermine his power and authority, which he felt was unjust. Madbury Vs. Madison gave him this opportunity, an opportunity to attack his enemy head on. He believed the judicial repeal act that Jefferson and this Secretary of State, James Madison, sought, was unconstitutional, and through these beliefs he acted boldly, instituting judicial precedent. William Madbury, feeling he had a right to his position of Justice of Peace, asked the Court to issue an order forcing Madison to appoint Marbury, whose commission he was with holding in order to replace him with a Republican. Marshall demanded an explanation why such a writ should not be ordered, thus attempting to assort authority over the Executive Branch. Marshall was determined to assail upon Jefferson and used this case as an excuse, especially because of the abolition of the circuit courts and theShow MoreRelatedThe Marbury Vs. Madison Case887 Words   |  4 PagesIn the Marbury Vs. Madison’s case Justice John Marshall represented the case and I strongly believe that his points were solid and worth to be granted true and rational. John Marshall’s argument is that the acts of Congress in conflict with the Constitution are not laws and therefore are not progressed into law to the courts, and ultimately the judicial boards’ first responsibility is always to practice and to make firm of the Constitution. Marshall complained that the Constitution is the â€Å"supremeRead More John Marshall Essay1814 Words   |  8 Pagescourt cases over which he presided; Marbury v. Madison (1803), Fletcher v. Peck (1810), Dartmouth College v. Woodward (1819), McCulloch v. Maryland (1819), and Gibbons v. Ogden (1824). The first significant case Marshall was faced with was Marbury v. Madison in 1803. In the last few days of his presidency, John Adams appointed members of the Federalist Party to the new offices he created within the judicial branch. When Thomas Jefferson took office he told James Madison, his secretary of state, not toRead MoreJudicial Review : The Supreme Court3113 Words   |  13 Pagesdelegates made statements that were in support of the idea of judicial review† (Prakash 123). The interesting part about the quote is that it states that the idea of judicial review was in place in America many years before the actually case of Marbury v. Madison. Even in the Federalist Papers No. 78 which was published in May 28, 1788, by Alexander Hamilton, went into lengthy discussion about judicial review. In the essay he goes on to talk about how, â€Å"The courts were designed to be an intermediateRead MoreDecisions Of The Supreme Court Essay2419 Words   |  10 PagesThree examples of significant cases that have affected the government are Marbury vs. Madison (1803), Brown vs. Board of Education of Topeka (1954), and Mapp vs. Ohio (1961). Somewhere around 1800 and 1835, the Supreme Court managed numerous instances of incredible significance to the United States of America. John Marshall served as the Chief Justice of the Supreme Court throughout this time. The instance of Marbury v. Madison, in 1803, was a standout amongst the most controversial court cases andRead MoreJudicial Review : The United States1242 Words   |  5 Pagespolitically liberal yet, they can still think that they are still limited by the words in the constitution). Marbury vs. Madison was a supreme court case that actually set the precedent that set the judiciary act of 1789 unconstitutional. When Chief justice John Marshall was in control, There was a nation wide law that allowed the supreme court to choose what the constitution actually says. Marbury vs. Madison became the building blocks of the main function of the supreme court s today. Adams’ secretary, JohnRead MoreHow The Death Penalty Changed Over Time Essay1711 Words   |  7 P agesThis semester I learned a bit more about how and why Marbury vs. Madison established the powers of Judicial Review. My previous classes in political science had treated the case as a footnote and it was nice seeing the whole picture. Second, I learned about how the death penalty has changed over time. Lastly this class reaffirmed my belief that in Texas the only way to make lasting change is to prove ones point over the other rather than to simply win in a debate of opinion. President John AdamsRead MoreThe Supreme Court And Judicial System Essay1802 Words   |  8 Pagesunder the leadership of the first Chief Justice, John Jay (The Court as an Institution, 2016). But this case and Chief Justice was not the turning point for the Supreme Court that exist today. Chief Justice John Marshall and his ruling in the Marbury v. Madison case is consider the beginning of a new Supreme Court. Before President Adams left office and was replaced by President Thomas Jefferson he appointed John Marshall as the Chief Justice. Before Marshall became a part of the Supreme Court he wasRead MoreThe Founding Fathers : Virginia1589 Words   |  7 PagesIn March of 1751, James Madison was born in Port Conway, Virginia to Nellie and James Madison. Once he reached eighteen, Madison attended the College of New Jersey, more commonly known today as Princeton (â€Å"James Madison’s Biography†). During this time period, it was strange for a man to go beyond the colony for his education (â€Å"The Founding Fathers: Virginia†). However, Madison went against the social norm, which ultimately gave him an advantage by broadening his understandings of all the differentRead MoreJudicial Review : The Supreme Court867 Words   |  4 Pagesemphasized for the first time in the well-known case of Marbury vs. Madison. In this case, in the year 1803, William Marbury was appointed a s the Justice of the Peace in the district of Columbia by president John Adams; however the secretary of the state, John Marshal failed to deliver this commission in time before the end of John Adam’s term; the new secretary of state James Madison refused to deliver the commission. Marbury reacted by suing James Madison in the supreme court, requesting a writ of mandamusRead MoreComing Together855 Words   |  4 Pagesmost famous cases, Marbury VS Madison in 1803, The Supreme Court declared that the law on which Marbury based his claim was unconstitutional, and therefore the court refused to order Madison to give Marbury his money. This case showed the use of the Judiciary Act of 1789, which ensured that Congress exercises only those powers granted to them by the Constitution. Because of this act, the rights of the people are protected by the courts. In another case of his, Dartmouth College VS Woodward in 1816

Animal Farm By George Orwell - 954 Words

For my first book report, I was assigned to read the book â€Å"Animal Farm† by George Orwell. I already had a general idea of what happens in the book, but I didn’t really know completely what it was about. I knew that the animals on the farm rebel against the farmer and the book demonstrated totalitarianism, but I didn’t know much more than that. Everyone I know that has read the book hates it, so I thought I wouldn’t like it either. I had never read any of George Orwell’s books before though, so I wasn’t really sure what to expect. The book opens with Old Major, a prize-winning pig, holding a meeting with all of the animals. He talks about a dream he had, where all of the animals lived and worked together without any humans to bother them. Old Major wants them to all work toward achieving his dream, and convinces them that humans are the enemy. He teaches them a song called â€Å"Beasts of England†, which describes everything from his dream. Old Major passes away three days later. After his death, three pigs, Snowball, Squealer, and Napoleon create Animalism to help make Old Major’s dream a reality. Animalism was a philosophy that was inspired by what Old Major taught the animals, and it had seven commandments, â€Å"Whatever goes upon two legs is an enemy. Whatever goes upon four legs, or has wings, is a friend. No animal shall wear clothes. No animal shall sleep in a bed. No animal shall drink alcohol. No animal shall kill any other animal. All animals are equal.† Late one night, theShow MoreRelatedAnimal Farm And George Orwell By George Orwell1034 Words   |  5 Pages Eric Arthur Blair, under the pseudonym of George Orwell, composed many novels in his lifetime that were considered both politically rebellious and socially incorrect. Working on the dream since childhood, Orwell would finally gain notoriety as an author with his 1945 novel Animal Farm, which drew on personal experiences and deeply rooted fear to satirically critique Russian communism during its expansion. Noticing the impact he made, he next took to writing the novel 1984, which similarly criticizedRead MoreAnimal Farm By George Orwell1397 Words   |  6 PagesAn important quote by the influential author of Animal Farm, George Orwell, is, â€Å"Every line of serious work that I have written since 1936 has been written, directly or indirectly, against totalitarianism.† George Orwell, a Democratic Socialist, wrote the book Animal Farm as an attack on the Communist country of Russia (â€Å"The Political Ideas of George Orwell,† worldsocialism.org). He had a very strong disliking of Communism and the Socialist party of Russia. However, he insisted on finding the truthRead MoreAnimal Farm, By George Orwell1545 Words   |  7 Pagesallow because an this elite institution of people often use this gear to dominate and oppress society. In George Orwell’s story, Animal Farm, Orwell demonstrates that education is a powerful weapon and is a device that can be used to at least one’s benefit. Living in a world where strength is a straightforward to benefit, the pigs quick use education to govern the relaxation of the animals on the farm to serve themselves worked to their advantage. This story in shows the underlying message that   firstRead MoreAnimal Farm By George Orwell944 Words   |  4 Pageslegs(Orwell 132). He carried a whip in his trotter(Orwell 133). In the novel Animal Farm by George Orwell, animals have the ability to talk and form their own ethos, Animalism. Animal Farm is an intriguing allegory by George Orwell, who is also th e author of 1984, includes many enjoyable elements. More knowledge of the author, his use of allegorical elements, themes, symbols, and the significance in the real world, allows the reader to get more out of this glance into the future. George OrwellRead MoreAnimal Farm, By George Orwell876 Words   |  4 Pagesrebellious animals think no man means freedom and happiness, but they need to think again. The animals of Manor Farm rebel against the farm owner, Mr. Jones, and name it Animal Farm. The animals create Animalism, with seven commandments. As everything seems going well, two of the animals get into a rivalry, and things start changing. Food starts disappearing and commandments are changed, and the power begins to shift. Father of dystopian genre, George Orwell writes an interesting allegory, Animal FarmRead MoreAnimal Farm by George Orwell1100 Words   |  4 PagesIntroduction: Widely acknowledged as a powerful allegory, the 1945 novella Animal Farm, conceived from the satirical mind of acclaimed author George Orwell, is a harrowing fable of a fictional dystopia that critiques the socialist philosophy of Stalin in terms of his leadership of the Soviet Union. Tired of their servitude to man, a group of farm animals revolt and establish their own society, only to be betrayed into worse servitude by their leaders, the pigs, whose initial virtuous intentionsRead MoreAnimal Farm By George Orwell1538 Words   |  7 PagesMecca Animal Farm The Russian Revolution in 1917 shows how a desperate society can be turned into a military superpower filled with terror and chaos. George Orwell uses his book, Animal Farm, to parallel this period of time in history. This book is an allegory of fascism and communism and the negative outcomes. The animals begin with great unity, working toward a common goal. The government then becomes corrupted by the temptations of power. George Orwell uses the characters in Animal Farm to showRead MoreAnimal Farm by George Orwell1175 Words   |  5 PagesAn enthusiastic participant in the Spanish civil war in 1936, George Orwell had a great understanding of the political world and made his strong opinions known through his enlightening literary works, many of which are still read in our modern era. Inspired by the 1917 Russian Revolution and the failed society it resulted in, Animal Farm by George Orwell is an encapsulating tale that epitomises how a free utopian society so idealistic can never be accomplished. The novella exemplifies how influencesRead MoreAnimal Farm, By George Orwell1089 Words   |  5 PagesIn George Orwell’s â€Å"Animal Farm†, the pigs as the farm leaders, use unknown language, invoke scare tactics and create specific laws, thereby enabling them to control other animals, to suit their greedy desires, and to perform actions outside their realm of power. Because of the pigs’ use of broad language, and the implementation of these tactics they are able to get away with avoiding laws, and are able to convince other animals into believing untrue stories that are beneficial to the pigs. The firstRead MoreAnimal Farm, By George Orwell1212 Words   |  5 PagesShe stood there over the dead animals thinking to herself what have we come to? We try to become free but we just enslave ourselves to a so called superior kind. Napoleon killed the animals in front of the whole farm and said that this was to be the punishment for the traitors. Snowball was known as a traitor now and anyone conspiring with him would be killed. Snowball and Napoleon both represent historical characters during the Russian revolution in 1917.Snowball who was one of the smartest pigs

Lord Liverpool Government’s Reactionary Policies in the Years Free Essays

In early 19th century Britain, law enforcement e. G. The police, was unheard of, this was a problem for Lord Liverpool government due to the fact that there was no physical means of controlling activity on a public level. We will write a custom essay sample on Lord Liverpool Government’s Reactionary Policies in the Years or any similar topic only for you Order Now When rebellions began to take place and started occurring more frequently Liverpool decided that something needed to be done. As a response, particularly to Spa fields, Liverpool Imposed the ‘Suspension of Habeas Corpus’ in 1817. This suspension along with the Sedulous meetings act worked as a short-term deterrent to protesters and due to Its severity of enmeshment, meant that it was particularly effective at stopping any form of revolt. The physical protesting was bad enough for Lord Liverpool, however it was only small part of why he imposed reactionary measure; a large part of it was down to fear and paranoia. In 1789 Lord Liverpool had been in France and witnessed firsthand the storming of the Pastille. The fall of the Pastille signified the fall of order, power and structure of the hierarchy in France; this was exactly what Liverpool was most afraid of happening in England, and that people would turn against the overspent the country and each other. In 1819 60,000 people met at ‘Petrol’ to listen to Henry Hunt talk about reforms, It was a peaceful protest that went wrong. Cavalry had been sent by magistrates who feared there would be a revolution due to the sheer amount of people, magistrates lost their nerve and sent In the cavalry causing major panic – 11 people were killed and over 400 Injured. As a response the Six Acts was introduced giving magistrates powers to invade people’s privacy if they ever suspected any conspiracy or plot to create a mass gathering, it provided more representative actions to stop people in their tracks. Lord Liverpool paranoia meant that he was transfixed on keeping control on power, an idea that could be considered as the root of his reactionary policies. In response to the Coat Street conspiracy and the Derbyshire risings spies were used infiltrate radical groups. Spies enabled the government to stay one step ahead of the protesters. Staying In power was vital for Liverpool, he was very aristocratic and most of his reactionary policies benefited those of higher classes; as they provided the cost political support for Lord Liverpool. By using spies there was the allusion that the government were out to protect the monarchy and the aristocracy, further building support for Lord Liverpool. It also gave Liverpool means of keeping tabs on want was going on In ten puddle demeanor, tans links Dacca no law enforcement so spies were used instead. Tanat tanner was During the first half of this ministry the cabinet consisted of eighteenth century politicians who were unwilling or unable to see the need to alter a constitution which invited them, yet still wanted to have total control over the people of England; this was virtually impossible when the rate of expansion, industry and rebellion was so fast. It wasn’t until the second half of this period, with the influence of younger men from different backgrounds and of differing outlooks, that major reform took place. Liverpool followed reactionary policies with the sole intention of them to be short- term fixes in society, made as a response to rebellions that were simply unheard of in Britain at this time. The main driving force behind these policies being made was Liverpool paranoia of a revolution occurring fuelling his need to keep and maintain control over the people of Britain. Liverpool also had to contend with the fact that he had never planned to come across such anger and desire for change that he had to think quickly to put measures in place that would make a difference, whether they be harsh or not. They were simple a means of gaining control and power back over the people so some reformations could be made without the imminent threat of revolution, as was thought by Lord Liverpool. How to cite Lord Liverpool Government’s Reactionary Policies in the Years, Papers

The HRM Department

Introduction Globalisation, technological innovation, expansion of multinational firms, demographic shift in labour market, capital, and increased global competition among firms are phenomena that have transformed HRM practices and policies.Advertising We will write a custom essay sample on The HRM Department specifically for you for only $16.05 $11/page Learn More These factors become complex to multinational firms as they consider other factors related to local and country context. Thus, the focus shifts to cultural variables, labour market factors, regulatory factors, the structure of the industry, human resource skills, experiences, and willingness to work as expatriates. These factors may hinder or facilitate effective roles of HRM department in implementing strategic direction for the multinational firm. Thus, the firm must be: Globally competitive Responsive to local needs Efficient in operation Flexible and adaptable Encourage learning and knowl edge transfer between the parent company and the local subsidiary Therefore, the HRM department must facilitate flexible work practices and encourage employees’ commitment to the organisation in order to enhance effective adaptation of the local subsidiary with the parent company. Multinational organisations face several challenges that influence HRM in the global perspective (Marchington and Grugulis, 2000, p. 1104). This implies that there is a need for integration of various practices and policies in order to ensure effective adaptation and management of human resources in the new subsidiary. HRM remains crucial for success of multinational organisations. Past studies in multinational organisations have raised significant issues, which multinational companies must address. First, there is an increasing need to find suitable models and frameworks, which can address various issues affecting the global management of human resources.Advertising Looking for essay on busin ess economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Second, there is also a need to develop a systematic model that recognises existing variations in international human resource practices and policies. Third, the global HRM should rely on theoretical viewpoints for predicting and explaining various characteristics of employees across the globe. In this research, a focus is on how the HRM department can change its policies and practices in order to accommodate a new subsidiary in a different location. The focus on a multinational organisation also highlights international human resource management (IHRM) and strategic human resource management (SHRM) (Scullion and Starkey, 2000, p. 1061). This broad focus provides opportunities of making recommendations and suggestions for further studies. Research Methodology Purpose of the Study Theories have emerged in the past few decades as attempts to provide theoretical foundations for HRM pract ices and policies across global borders. The main purpose of this paper is to identity HRM strategies that a multinational firm can apply in Britain after a takeover of a local insurance firm in London. Thus, we pay close attention to differences and uniqueness of the local subsidiary. The essay also explores how the multinational firm can apply its influence from the head office to the local firm. In this context, we highlight how such actions can influence strategies, implementation, and performance of the multinational firm in the local context. Methods This research makes use of existing literature in the field of HRM across national borders. In this context, the research focuses on best practices in the field of HRM, which multinational firms have applied for effective incorporation of strategic HRM functions in the multinational firm.Advertising We will write a custom essay sample on The HRM Department specifically for you for only $16.05 $11/page L earn More The research reviews both theoretical and empirical studies, which account for various factors affecting HRM in multinational, such as costs, skills, recruitment, labour mobility, retention, rewards and compensation, and transfer among other factors (Vaiman, Scullion and Collings, 2012, p. 925). Given this approach, we can understand why HRM strategies and practices in the local firms differ significantly with practices and strategies in multinational firms. The research makes use of existing studies from various parts of the world in order to show that every local firm may require a different approach to global HRM strategies rather than the standard approach of the parent company. Thus, it is imperative for the HRM department of the multinational organisation to consider the best local practices and align them with the best HRM practices form the parent company. Literature Review HRM Model for a Multinational Firm There are different views regarding HRM models for mult inational firms. Therefore, the research focuses on the Schuler and other authors’ model in order to provide a clear perspective of what a multinational firm is. This definition states that: â€Å"Any enterprise that carries out transactions in or between two sovereign entities, operating under a system of decision-making that permits influence over resources and capabilities, where the transactions are subject to influence by factors exogenous to the home country environment of the enterprise† (Schuler, Dowling and De Cieri, 1993, p. 717). It provides a basis to show that a global HRM involves many aspects of HRM than a domestic HRM (Dowling, Welch and Schuler, 1999, p. 89). Thus, HRM departments must develop policies and practices, and administer those policies and practices across many countries. The HRM department must recognise that every country has its own legal, cultural, social, economic, historical, and political attributes. After the takeover of Brit Insuran ce with Apollo Global Management, the HR policies and practices have to change in order to reflect the multinational status of the company. Thus, Brit Insurance policies and practices should reflect various aspects of HRM planning such as staffing, repatriation, performance appraisal, training and development, and compensation.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The HRM policies and practices have been the focus on many studies. However, some studies have limited research to domestic spheres. However, globalisation and the emergence of multinational firms have changed HRM practices and introduced the concept of international human resource management (IHRM). Human Resource Planning The HR department at Brit Insurance must address human resource planning in order to reflect multinational features of Apollo Global Management. This is a wide practice that covers staffing, appraisal, and compensation practices in the company. Thus, IHRM must provide a comprehensive way of addressing the HRM in response to the multinational status of the company, the stage of the company growth, competitive strategies, the global structure, and the stage of organisational growth globally (Bartlett and Ghoshal, 1998, p. 204). Some of the practices the HRM should consider are identification of crucial factors, which are significant for merger, planning career grow th, creating and maintaining career development systems. In addition, the HRM department must also play a strategic role in the formulation of organisational strategic objectives (Mathis and Jackson, 2011, p. 524). The HRM department must also manage organisational dynamic, which result from decentralisation in business units as the organisation strives to reflect both global and regional characteristics (Stone, 2010, p. 344). The HRM department must also ensure that employees have meaningful duties when appropriate in order to ensure maximum utilisation of human resources both internationally and locally. Wong also focused on ten areas in which the HRM department should address in multinational organisations (Wong, 2000, pp. 72-74). These include the following: Selection of candidates Assignment and cost planning Preparation of terms and conditions of employees’ contracts Processing of employees’ relocation and management of vendor Cultural and language orientation o r training Tax administration Compensation management and payroll processing Career guidance and planning Handling spouse and dependants’ issues Immigration affairs Integrating and promoting these issues to reflect global characteristics have challenged many HRM departments (Evans, 1986, p. 105). This research shall focus on four issues the HRM department at Brits Insurance must address after the takeover. Human Resources Management Approaches Staffing remains a significant activity that the HRM department of a multinational organisation must consider carefully for success of the firm. Harvey and fellow authors noted that the HRM department must coordinate and control all their human resources across the globe (Harvey, Novicevic and Speirer, 2000, p. 381). In the past, organisations used to send senior executives from the head office to ensure that the local company implemented all HR policies and maintained procedures as provided in the organisational HR policies (Brewster and Scullion, 1997, p. 72). Scholars have concurred that the HRM department must separate various HRM practices in various subsidiaries across the globe. However, as costs of running such practices increase, it is fundamental for the organisation to use staff in the host country to fulfil these needs (Black et al, 1999, p. 178). Apollo Global Management has its head office in the US. According to Schuler, Budhwar, and Florkowski, the US multinational companies use their employees as expatriates in global subsidiaries to take management positions for several reasons (Schuler, Budhwar, and Florkowski, 2002, p. 41). Protect the interest of organisation Enhance global perspectives Offer functional perspectives Enhance global knowledge Develop local talent through expatriates’ training Aid career planning Manage new ventures However, Apollo Global Management also has concerns regarding the best approach for selecting expatriates for foreign assignment. Glinow and Milliman noted that many multinational corporations of the US had trouble in overseas operation. They attributed these difficulties partially to ineffective application of IHRM principles. They applied a product life cycle (PLC) approach and proposed â€Å"a two-step contingency model of the strategic and operational levels of MNCs† (Glinow and Milliman, 2009, p. 4). These researchers discussed effective IHRM practices based on certain characteristics and needs of multinational organisations in a given environment. Glinow and Milliman approached IHRM by using the PLC and contingency model in order to develop effective IHRM practices, which the US firms could apply overseas in order to create effective cross-cultural managerial system applicable at every stage of production (Smith, 1992, p. 39). This shall finally create a global system that will be necessary for a competitive and dynamic global business environment. The US multinational organisations operate in a highly dynamic and competit ive global market. Therefore, there is a need for adaptation in several aspects of the organisation, especially HRM practices. The two-step contingency model highlights how the US firms can â€Å"adapt every stage of operation through effective HRM practices† (Glinow and Milliman, 2009, p. 21). The two-step contingency model looks at strategic phase where international PLC has effects on both environmental and organisational factors of the firm. As a result, these factors affect their strategies. Therefore, the management team and HR department have to transform organisational business plan to strategic HRM objectives. They identified both short-term and long-term strategic IHRM objectives as â€Å"planning, cost versus development and the need for integration and differentiation† (Glinow and Milliman, 2009, p. 23). On the other hand, the model’s operational phase focused on â€Å"converting strategic HRM objectives into specific decisions† (Glinow and Mi lliman, 2009, p. 24). They relied on the study of Tung when developing operational phase criteria that involved â€Å"nature of job or task, how different the host country’s culture is, the ability of the expatriate to adapt, spouse and family considerations, consideration of the host country nationals and the need for longer term developments of expatriates† (Glinow and Milliman, 2009, p. 31). On this note, Schuler, Budhwar, and Florkowski also observe that it is necessary to consider the following factors among multinational firms. Acceptance of foreign assignment Foreign language Spouse and family support Ability to adjust overseas lifestyle Technical and cultural competence Team spirit Glinow and Milliman noted that it was necessary for a global firm to conduct â€Å"continuous assessment of different IHRM practices and change them based on prevailing conditions† (Glinow and Milliman, 2009, p. 35). Glinow and Milliman show that adopting this model may be d ifficult. However, it is necessary for reducing problems that senior management and executives of global firms experience when they start overseas operation. They argue that it is best if only highly qualified employees go overseas in order to create interest in the company. This strategy shall result into â€Å"international thinking and organisational culture that values international assignments† (Glinow and Milliman, 2009, p. 35). Caligiuri and Stroh looked at the connection between the global management practices of multinational firms and the result of IHRM practices from 46 companies. They examined four global strategies, which included ethnocentric, regiocentric, polycentric and geocentric (Caligiuri and Stroh, 1995, p. 1). They concluded that HR practices, such as recruitment, selection, and socialization or cultural, were different due to global strategies of a firm. Specifically, they found significant differences between ethnocentric and geocentric companies. They also observed that these two factors influenced the success of multinational firms based on profit margins, returns on capital, sales volumes, and returns on equity. They concluded that multinational firms operating under ethnocentric strategies had low-levels of success than other firms deploying other three approaches. Therefore, they noted that it was necessary for multinational organisations to incorporate local responses into their global strategies. Firms tended to align their global strategies with practices, which showed consistency with the overall organisational strategies in order to maintain competitive advantage (Wright and McMahan, 1992, p. 7; Daft, 2010, p. 298; Miner, 2005, p. 126). Caligiuri and Stroh asked HR executives to explain to what extent their firms preferred to maintain their headquarters’ cultures in their global subsidiaries. They noted that ethnocentric multinational firms had significant differences from regiocentric, polycentric, and geocentri c firms. Ethnocentric firms believed that promoting the culture of the head office was a form of strategic control. Conversely, the other three types of firms did not have much difference among themselves as they favoured local integration. According to Caligiuri and Stroh, controls from the head offices reduce the extent of multinational firms’ involvement in local activities. Caligiuri and Stroh noted that multinational firms should conduct global recruitment in order to attract the best talents, promote global adaptation and orientation of the firm. They also observed that regiocentric, polycentric, and geocentric firms had flexible processes. They observed that cultural diversity and foreign laws had significant control over selection processes. They also proposed further studies with large sample to analyse the influence of foreign countries’ legal, political, and cultural constraints on selection processes among multinational firms. These authors argue that multi national companies, which promote ethnocentric ideologies in foreign countries, should re-examine their approaches and replace them with local strategies because â€Å"the parent company may not always be right† (Caligiuri and Stroh, 1995, p. 13). Caligiuri and Stroh conclude that such re-examination can help an organisation recognize that there are other culturally diverse and right ways of running a business. Mahmood investigated effects of â€Å"corporate strategies, structures, and international policy orientations on subsidiaries HRM practices† (Mahmood, 2009, p. 1). He specifically focused on recruitment and selection practices of global firms in their subsidiaries. He used four European organisations conducting business in Bangladesh and discovered that multinational firms’ HRM practices relied on â€Å"the changing nature of strategies, structures and HQ’s policy orientation towards the subsidiaries† (Mahmood, 2009, p. 1). Mahmood concluded that standardization processes in subsidiaries do not always depend on decisions of the parent companies, but rather on capabilities and importance of the subsidiary influences on the parent company’s decisions on standardization of HRM practices. Mahmood notes that multinational firms have significant influences on subsidiaries. Attitude of the parent company on the subsidiary influences HRM practices and employees mobility across various subsidiaries. He notes that employee mobility among subsidiaries helps subsidiaries to acquire various skills from training of highly qualified employees. Some international firms considered employee mobility during selection and recruitment processes of managerial teams as it had significant effects on employees’ placement and assignment both on the long-term and short-term basis (Mello, 2010, p. 238). This study also noted that multinational firms had challenges in Bangladesh where HRM practices were chaotic and disorganised. As a result, most multinational firms had to apply their parent companies’ HRM practices in their local subsidiaries due to lack of HRM practices in their local contexts. However, the relationship between the subsidiary and the head office, operational issues, and host country societal activities influenced HRM practices at the local level. Mahmood concluded that activities of the parent company and globalisation of the subsidiary influenced the HRM practices and development of standardized practices at the local level. Mahmood noted that globalisation (internationalisation) processes of the subsidiary followed a sequential pattern with stages. Therefore, it is necessary for multinational organisations to have various HRM practices for different subsidiaries across the globe. Therefore, it is important for multinational firms to align their corporate structures, strategies, IHRM practices, and policies. This study presented two observations. First, subsidiaries have capabilities of earning reputations from their head offices based on their performances. Second, in some cases, the head office may trust some elements of responsibilities to subsidiaries due restructuring of the firm. Plessis and Huntley examined IHRM within the context of South Africa and noted that employees had diverse backgrounds and experiences (Plessis and Huntley, 2009, p. 413). They concentrated on challenges, which emerged in firms due to diverse composition of employees from different parts of the globe. These researchers argued that HR activities in multinational corporations were complex than in domestic firms as HR departments had to deal with cultural issues, pay issues, laws of the host country, working conditions of the workforce, and aligning HR practices throughout the global subsidiaries of the company. Plessis and Huntley developed a model applicable in the context of South Africa MNCs during â€Å"the transitional stage, from domestic local to international global† ( Plessis and Huntley, 2009, p. 413). This model can act as a guideline for HR departments for â€Å"coordination and integration of leadership skills, procedures, policies, training, policies, and structures within the domestic and international firms of South Africa† (Plessis and Huntley, 2009, p. 420). The model consists of â€Å"HR manager, production manager, service centre and business managers† (Plessis and Huntley, 2009, p. 420). However, they also pointed out that the model was flexible and not restricted to these four areas as firms could adjust it to fit their needs as required. This model puts emphasis on the importance of HRM’s functions in developing policies, strategies, and procedures necessary for participation in the global economy. They note the importance of â€Å"aligning HR’s strategies to those of the organisation† (Plessis and Huntley, 2009, p. 413). This model also posits that multinational firms should standardize various as pects of human resources management in order to achieve fairness within organisations. Graham and Trevor observed that such strategies are good, but organisations must use them within the context of a specific multinational firm (Graham and Trevor, 2000, p. 136). The authors challenge HR managers of South African multinational organisations to understand â€Å"their employees’ cultural norms, pay and working conditions expectations before designing any program and set up conditions† (Plessis and Huntley, 2009, p. 423). Domestic and international HRM practices differ. The latter is more complex than domestic HRM. Therefore, it is necessary for HRM departments to consider various aspects HRM practices so that they can develop the best relationships with employees from diverse backgrounds and cultural orientations. Therefore, they explored the suitability of a ‘global integration strategy’ of Milkovich and Bloom 1998. They focused on how HRM department could apply it in today’s global firms (Milkovich and Bloom, 1998, p. 15). Retention Plan Both the parent company and the subsidiary must create a retention plan in order to address cases of potential turnover and ensure that the multinational firm sustains its workforce. The aim of the plan is to retain industrious and engaged employees. The HRM department must provide exit surveys or interviews in order to determine causes of turnover, what employees like, what they do not like, and what they wish to change about the firm. The HR department must coordinate with line managers in order to develop the plan. This is because managers allocate roles, targets, and responsibilities that challenge workforce. The manager must be responsible for retention because of job challenges they assign employees. The HRM department must hold managers accountable and provide incentives for high retention of desired employees. The firm must have retention measures to prevent turnover of desired employe es, which include intangible and intangible strategies as follow: Professional mentoring, training, and development On-the-job training Bonus payment and perks Telecommuting Flexible work schedule Reimbursement or education assistance The company must put these strategies into action. However, it is necessary for the HRM department to protect the company through a retention agreement. This ensures that the employee serves the firm for a specific period before leaving. Conclusion The HRM department must extend to strategic needs of the organisation in order to achieve both goals of the organisation and those of employees. This study demonstrates that there are differences, which exist between domestic HRM and global HRM practices and policies. Staffing of a multinational firm remains a source of major concerns for the HRM department. This requires employees with various skills, experiences, and other attributes (Gratton, Hope-Hailey, Stiles and Truss, 1999, p. 17). The HRM departme nt must coordinate and control these practices to reflect global characteristics of the company. Compensation and rewards also differ between expatriates and local employees. However, some scholars call for a fair compensation system across the multinational firm (Giammalvo, 2005, p. 18). Compensation and rewards must also take into performance of employees. Dowling, Welch, and Schuler insist that the HRM department must appraise performance of all employees including expatriates in order to promote fairness in the organisation. Another area entails the creation of synergy and teamwork among workers of diverse cultural backgrounds. However, scholars note that multinational firms should avoid ethnocentric tendencies in order to identify ability and benefits of cultural synergies in the organisation. Repatriation of employees also presents significant challenges to HRM department (Mendenhall and Stahl, 2000, p. 251). Studies have focused on activities and qualities of the repatriation as key factors in defining careers. Some scholars have expressed concerns with the turnover of expatriates after returning home from overseas duties (Cappelli, 2008, p. 56). Finally, training and development of employees in multinational organisations should serve as a tool of developing employees and promoting coordination of diverse aspects of a multinational firm (Li and Scullion, 2010, p. 190). A lack of proper training has led to failure of many expatriates abroad. Thus, training and development initiatives are fundamental practices for strategic goals of the organisation and employees. The HRM department must also account for labour relations in the US and the UK. For instance, the HRM department must focus on employees’ deployment especially in managerial roles. This also focuses on areas of legal, political, and historical characteristics of the country. The HRM must align legal requirements with the labour laws and employees’ rights, particularly with attenti on to compensation, holidays, benefits, legally established insurance standards, and bargains or individual benefits. Given these challenges, adhocracy in HRM practices and policies may be a suitable starting point for a multinational firm in a foreign land. However, it is difficult to predict the outcome of such an approach. Reference List Bartlett, A and Ghoshal, S 1998, Managing Across Borders: The Transnational Solution, 2nd edn, Random House, London. Black, S, Gregersen, B, Mendenhall, M and Stroh, K 1999, Globalizing People through International Assignments, Addison Wesley, Reading, MA. Brewster, C and Scullion, H 1997, ‘A review and agenda for expatriate HRM’, Human Resource Management Journal, vol. 7, no. 3, pp. 32–41. Caligiuri, P and Linda S 1995, ‘Multinational corporation management strategies and international human resources practices : bringing IHRM to the bottom line’, The International Journal of Human Resource Management, vol. 6, no . 3, pp. 1-14. Cappelli, P 2008, Talent on Demand: Managing Talent in an Age of Uncertainty, Harvard Business Press, Boston, MA. Daft, R 2010, Organization Theory and Design, 10th edn, South – Western College, Cincinnati, Ohio. Dowling, J, Welch, E and Schuler, R 1999, International Dimensions of Human Resource Management, 3rd edn, South-Western College Publishing, Cincinnati, Ohio. Evans, P 1986, ‘The context of strategic human resource management policy in complex firms’, Management Forum, vol. 6, pp. 105–107. Giammalvo, D 2005, ‘Developing an Equitable and Fair Compensation Scheme for Multi-National Project Teams’, Cost Engineering, vol. 47, no. 12, pp. 18-23. Glinow, M and John M 2009, ‘Developing Strategic International Human Resource Management: Prescriptions for MNC Success’, CEO Publication, vol. 90, no. 166, pp. 1-38. Graham, E and Trevor, C 2000, ‘Managing New pay program introductions to enhance the competitivenes s of multinational corporations’, Competitiveness Review, vol. 101, pp. 136. Gratton, L, Hope-Hailey, V, Stiles, P And Truss, C 1999, Linking individual performance to business strategy: The people process model’, Human Resource Management, vol. 38, no. 1, pp. 17-31. Harvey, M, Novicevic, M and Speirer, C 2000, ‘An innovative global management-staffing system: a competency-based perspective. Human Resource Management, vol. 39, no. 4, pp. 381–394. Li, S and Scullion, H 2010, ‘Developing the local competence of expatriate managers for emerging markets: a knowledge based approach’, Journal of World Business, vol. 45 no. 2, pp. 190-196. Mahmood, M 2009, ‘Strategy, Structure And HRM Practices In Multinational Subsidiaries: European MNCs in a Developing Country Context’, Bang College of Business: Economics and Strategic Research , vol. 1, pp. 1-20. Marchington, M and Grugulis, I 2000, ‘Best practice human resource management: perf ect opportunity or dangerous illusion’, International Journal of Human Resource Management, vol. 11, no. 6, pp. 1104–24. Mathis, R and Jackson, H 2011, Human Resource Management, 13th edn, South-Western Cengage Learning, Mason, OH. Mello, J 2010, Strategic Human Resource Management, 3rd edn, South-Western Cengage Learning, San Fransisco. Mendenhall, M and Stahl, K 2000, ‘Expatriate training and development: where do we go from here?’, Human Resource Management, vol. 9, no. 2, pp. 251-256. Milkovich, T and Bloom, M 1998, ‘Rethinking international compensation’, Compensation and Benefits Review, vol. 30, no. 1, pp.15-23. Miner, J 2005, Organizational behavior I: Essential theories of motivation and leadership, M.E. Sharpe, New York. Plessis, A and Huntley, K 2009, ‘Challenges in A Globalised Context For International Human Resource Managers in South African Organisations’, International Review of Business Research Papers, vol. 5 no. 1, pp. 413-427. Schuler, R, Budhwar, P and Florkowski, G 2002, ‘International human resource management: review and critique’, International Journal of Management Reviews, vol. 4, no. 1, pp. 41–70. Schuler, S, Dowling, J and De Cieri, H 1993, ‘An integrative framework of strategic international human resource management’, International journal of Human Resource Management, vol. 4, pp. 717–764. Scullion, H and Starkey, K 2000, ‘In Search of the Changing Role of the Corporate Human Resource Function in the International Firm’, International Journal of HRM, vol. 11, no. 6, pp. 1061-1081. Smith, B 1992, ‘Organisational Behaviour and National Cultures’, British Journal of Management, vol. 3, pp. 39-51. Stone, R 2010, Human Resource Management, 7th edn, John Wiley Sons, Australia. Vaiman, V, Scullion, H and Collings, D 2012, ‘Talent management decision making’, Management Decision, vol. 50, no. 5, pp. 925-941 . Wong, N 2000, ‘Mark your calender! Important tasks for international HR workforce’, Costa Mesa, vol. 79, no. 4, pp. 72–74. Wright, P and McMahan, G 1992, ‘Theoretical perspectives for strategic human resource management’, Journal of Management, vol. 18, no. 295, pp. 1-16. This essay on The HRM Department was written and submitted by user Teagan E. 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.

How The Rich Benefit From The Poor Essays - Corporate Law

How The Rich Benefit From The Poor Essays - Corporate Law How The Rich Benefit From The Poor How the Rich Benefit From the Poor The United States is the most developed capitalist economy in the world. The markets within the economy provide profit-motivated companies endless potential in the pursuance of pecuniary accumulation. Throughout the twentieth-century competitive companies have implemented modernized managerial procedures designed to raise profits by reducing unnecessary costs. These cost-saving procedures have had a substantial effect on society and particularly members of the working class. Managers and owners of these competitive and self-motivated companies have consistently worked throughout this century to exploit the most controllable component of the production process: the worker. The worker has been forced by the influence of powerful and affluent business owners to work in conditions hazardous to their well being in addition to preposterously menial compensation. It was the masterful manipulation of society and legislation through strategic objectives that the low-wage workers were coerced into this position of destitute. The strategies of the affluent fragment of society were conceived for the selfish purpose of monetary gain. The campaigns to augment the business position within the capitalist economy were designed to weaken organized labor, reduce corporate costs, gain legislative control and reduce international competition at the expense of the working class. The owners have gained and continue to gain considerable wealth from these strategies. To understand why the owners of the powerful companies operate in such a selfish manner, we must look at particular fundamentals of both capitalism and corporation strategy. Once these rudiments are understood, we will more clearly relate the perspective of the profit-seeking corporations of America. Legal discussion will also be included to show how the capital possessing elite operate through political parties to achieve their financial objectives. It is the synergist effect of these numerous strategies that have lead to the widening income gap in America, persistent attempts of contraction in workers rights and increased corporate political influence. These campaigns have come at an expense to Americans and will only continue to benefit the affluent society. Creating Corporate Value The United States is a capitalist economy. In a capitalist economy individuals who wish to gain wealth can invest their capital into markets in hopes of future returns. If this investment gains in value then the investor has earned a return, which can be reinvested. This creates a cycle of investing and reinvesting for potential future return. This wealth creating cycle is a fairly simple concept to understand, but wealthy individuals have learned to fabricate this cycle into different situations. A common form of investment is purchasing and selling of corporate stocks. The stock market works like all markets on the fundamental theory of supply and demand. The more demand for a stock the higher it is valued and conversely the less demand the less it is valued. Corporations are legal entities which issue stock to investors who purchase them and become shareholders of the company. The risk taken by investors is that when they buy stocks it is possible that the individual company will not do well, or that stock prices will generally weaken. At worst, it is possible to lose entire investments, but no more then that. Therefor, shareholders of a corporation are not responsible for corporate debts. So, a corporation would be a very attractive type of investment for potential investors to consider. Corporations compete against each other in markets in the United States and around the world. These corporations have employees who perform various functions that contribute to successful strategic goal completion. Corporations often will offer stock incentive plans strategically to employees in positions of importance. The enticement to employees is to work in a manner that will increase the value of the company and their shares of stock. These incentive plans were strategically developed by major shareholders because the corporate executives felt that people would be motivated to increase their own wealth. Most employees are motivated by money and will work harder when the chance is given for more money. The very nature of this strategy consolidates all the employees to act as one self-motivated entity in the pursuit of monetary accumulation. In Piven and Clowards Regulating the Poor, this point is illustrated: Capitalism, however, relies primarily upon the mechanisms

The History of the Electric Telegraph and Telegraphy

The History of the Electric Telegraph and Telegraphy The electric telegraph is a now outdated communication system that transmitted electric signals over wires from location to location and then translated into a message. The non-electric telegraph was invented by Claude Chappe in 1794. His system was visual and used semaphore, a flag-based alphabet, and depended on a line of sight for communication. The optical telegraph was later replaced by the electric telegraph, which is the focus of this article. In 1809, a crude telegraph was invented in Bavaria by Samuel Soemmering. He used 35 wires with gold electrodes in water.  At the receiving end,  the message was read 2,000 feet away  by the amount of gas produced by electrolysis. In 1828, the first telegraph in the USA was invented by Harrison Dyar, who sent electrical sparks through chemically treated paper tape to burn dots and dashes. Electromagnet In 1825, British inventor William Sturgeon (1783-1850) introduced an invention that laid the foundation  for a large scale revolution in electronic communications: the electromagnet. Sturgeon demonstrated the power of the electromagnet by lifting nine pounds with a seven-ounce piece of iron wrapped with wires through which the current of a single cell battery was sent. However, the true power of the electromagnet comes from its role in the creation of countless inventions to come. The Emergence of Telegraph Systems In 1830, an American named  Joseph Henry (1797-1878) demonstrated the potential of William Sturgeons electromagnet for long distance communication by sending an electronic current over one mile of wire to activate an electromagnet, causing a bell to strike. In 1837, British physicists  William Cooke and Charles Wheatstone patented the Cooke and Wheatstone telegraph using the same principle of electromagnetism. However, it was Samuel Morse (1791-1872) who successfully exploited the electromagnet and bettered Henrys invention. Morse started by making sketches of a magnetized magnet based on Henrys work. Eventually, he invented a telegraph system that was a practical and commercial success. Samuel Morse While teaching arts and design at New York University in 1835, Morse proved that signals could be transmitted by wire. He used pulses of current to deflect an electromagnet, which moved a marker to produce written codes on a strip of paper. This  led to the invention of Morse Code. The following year, the device was modified to emboss the paper with dots and dashes. He gave a public demonstration in 1838, but it wasnt until five years later that Congress, reflecting public apathy, awarded him  $30,000 to construct an experimental telegraph line from Washington to Baltimore, a distance of 40 miles. Six years later, members of Congress witnessed the transmission of messages over part of the telegraph line. Before the line had reached Baltimore, the Whig party held its national convention there  and nominated Henry Clay  on  May 1, 1844. The news was hand-carried to Annapolis Junction, between Washington and Baltimore, where Morses partner Alfred Vail wired it to the capitol. This was the first news dispatched by electric telegraph. What Hath God Wrought? The message  What hath God wrought? sent by Morse Code from the old Supreme Court chamber in the United States capitol to his partner in Baltimore officially opened the completed line on May 24, 1844. Morse allowed Annie Ellsworth, the young daughter of a friend, to choose the words of the message and she selected a verse from Numbers XXIII, 23: What hath God wrought? to be recorded onto paper tape. Morses early system produced a paper copy with raised dots and dashes, which were translated later by an operator. The Telegraph Spreads Samuel Morse and his associates obtained private funds to extend their line to Philadelphia and New York. Small telegraph companies, meanwhile began functioning in the East, South, and Midwest. Dispatching trains by telegraph started in 1851, the same year Western Union began business. Western Union built its first transcontinental telegraph line in 1861, mainly along railroad rights-of-way. In 1881, the Postal Telegraph System entered the field for economic reasons and later merged with Western Union in 1943. The original Morse telegraph printed code on tape. However, in the United States, the operation developed into a process in which messages were sent by key and received by ear. A trained Morse operator could transmit 40 to 50 words per minute. Automatic transmission, introduced in 1914, handled more than twice that number. In 1900, Canadian Fredrick Creed invented the Creed Telegraph System,  a way to convert Morse code to text. Multiplex Telegraph, Teleprinters, Other Advancements In 1913, Western Union developed multiplexing, which made it possible to transmit eight messages simultaneously over a single wire (four in each direction). Teleprinter machines came into use around  1925 and in 1936 Varioplex was introduced. This enabled a single wire to carry 72 transmissions at the same time (36 in each direction). Two years later, Western Union introduced the first of its automatic facsimile devices. In 1959, Western Union inaugurated TELEX, which enabled subscribers to the teleprinter service to dial each other directly. Telephone Rivals the Telegraph Until 1877, all rapid long-distance communication depended upon the telegraph. That year, a rival technology developed that would again change the face of communication:  the telephone. By 1879, patent litigation between Western Union and the infant telephone system  ended in an agreement that largely separated the two services. While Samuel Morse is best known as the inventor of the telegraph, he is also esteemed for his contributions to American portraiture. His painting is characterized by delicate technique and vigorous honesty and insight into the character of his subjects.