Life Of The Innocent Taken - 1425 Words

Lives of the Innocent: Taken As confirmed in Genocide in Rwanda the war that began April 6, 1994, mainly in Rwanda, Africa, lasted one hundred days and took close to one million lives of innocent people. Genocide is defined as the deliberate and systematic extermination of a national, racial, political, or cultural group. With Rwanda being the most densely populated nation in Africa, housing about ten million people, by the time the outside countries began assisting to stop the genocide hundreds of thousands were already dead. (Spalding 4-7) Lives of the innocent get taken on a daily basis, no matter where in the world you live or the color of your skin. The Years Before Even though the whole world knew what was taking place in Rwanda, no one wanted to step in and put a stop to it. Located in the middle of Africa, â€Å"Rwanda is ten thousand square miles– which the same size as Massachusetts.† Rwanda is a very poor country and the citizens rely mostly on agriculture and drink a lot of tea and coffee because it is very cheap. There are three ethnic groups in Rwanda, Hutu, Tutsi, and Twa. Of the three ethnic groups, Tutsi and Hutu were the most common of the three, with Twa being less than one percent of Rwandese. Tutsis were the richest and were generally tall, slender, had a lighter skin tone, and owned a lot of cattle. Hutus, on the other hand, were usually stockier and had a darker dark skin tone. (Spalding 4-7, Prunier 7-15) The Rwandan genocide was between the Hutus andShow MoreRelatedArgument for Capital Punishment Essay935 Words   |  4 PagesArgument for Capital Punishment If it were up to me, every murderer in this country would be put behind bars on death row and have their life taken from them just as they took the life of another. The guidelines of an eye for an eye go back thousands of years. Many countries still hold true to these guidelines. Although America doesnt follow the same as these countries, I believe when it comes to murder, they should. Putting people to death for committing murder makes other potentialRead MoreCapital Punishment Should Be Abolished965 Words   |  4 Pagescapital punishment has fallen in and out of public support. In several countries, the practice has been overruled by law. In others, it is simply not exercised. More than half of U.S. states still practice capital punishment for capital crimes. Often, innocent people are sentenced to death because of circumstantial evidence. Capital punishment should be abolished in all fifty U.S. states because of the several alternatives to the death penalty and it accounts for numerous wrongful convictions each yearRead MoreCapital Punishment: A Moral and Economic Disaster1619 Words   |  6 Pagespeople’s lives, such as saving them, by putting the funds into projects like reducing health care costs, ending poverty, or expanding education, social prosperity would increase significantly. In addition, the government should not take a sacred human life b ased on limited evidence provided by an attorney that is trying to prove the guilt of the individual. Furthermore, when man tries to put himself in the place of God, too much power is put into the hands of a few individuals, which often leads to disasterRead MoreThe Death Penalty: Can It Ever Be Justified? Essay1426 Words   |  6 Pagesfrom committing these heinous crimes, he feels the value of human life will be boosted and murder rates will consequently plummet (475-479). Koch makes a valiant effort to express these views, yet research contradicts his claims and a real look at his idea of justice must be considered in order to create a fair nation for all. One point that Koch tries to address is the value of human life. Koch is noted as believing that â€Å"life is indeed precious.† He feels that the death penalty helps to establishRead MoreThe Battle Of The War I1627 Words   |  7 PagesThe sound of rapid gunfire. Innocent civilians fleeing from the scene. Many leaving loved ones behind. Helpless cries and soldiers risking their lives to defend these people. This is an image that comes to the average mind when thinking about war. Many American’s believe war is terrible and we should just stay out of it. John Stuart Mill once said, â€Å"but if other nations do not meddle with it, it will not meddle with them† (252). However, most of the time it is not that easy. Most common people doRead MorePersuasive Essay On The Death Penalty833 Words   |  4 Pages The death penalty may seem harsh, but its more than necessary in our country. This punishment deters other criminals and other crimes from happening. Innocent lives will be saved if we execute vile criminals with this punishment since they can no longer hurt or terrorize others. Criminals deserve to have their life taken since theyve taken others and their rights. The death penalty is necessary since it deters criminals, save others, and make criminals pay for what theyve done. Seeing otherRead MoreShould The Us Maintain The Death Penalty?1615 Words   |  7 Pagesalong with many other methods) have taken place as punishments for those who have committed crime. Our nation should stop and ask ourselves, what is capital punishment? Capital punishment is simply defined as one person taking the life of another. It is deliberate manslaughter and first degree murder. The death of one human being by another is an act so profound that one cannot simply flip a switch, blink an eye, and have it all be over. The tragedy of a loss of life is as terrible as sanctioned killingRead MoreEver Since It Was Abolished In Britain In 1965, There Have1015 Words   |  5 Pagespenalty to be re-established due to the so-called law of retaliation: ‘an eye for an eye and a tooth for a tooth’. However on the contrary others believe that all life is precious and that the death penalty should be eradicated. I believe that it should stay abolished as whatever the crime a h uman person has the human right to live and that life is sacred. Contrasting to my view points, a plentiful bunch of people accept as true; that it is entirely right to have a human being executed for his/her crimesRead MoreAnalysis Of Erich Maria Remarques All Quiet On The Western Front1319 Words   |  6 Pagesminds, personalities and the way they view life, in young men. In Erich Maria Remarque’s All Quiet on the Western Front Paul and comrades start to lose their innocence throughout the war. Paul and his comrades enlist into war the because they are pressured by Kantorek, headmaster of Paul’s school. But as the war goes on they are backed into corners. They face hardships, difficult decisions and choices that had to be made. Paul and his comrades are young innocents stepping into the heart of the war, butRead MoreThe Death Penalty Essay801 Words   |  4 PagesThe Death Penalty The death penalty should be a last result action that is taken when one person is convicted of a crime involving the death of another person or living thing. The actions taken to kill someone on death row are horrific in, and to kill someone that didnt commit the crime is an appalling thing to do. DNA is an efficient way to prove the absolute guilt of an individual. The death penalty should not be enforced without the opportunity of a DNA test. For years, DNA has been an

Four Software Development Methodologies Free Essays

Student Name Student ID Student Signature Assessor Name Assessor’s Signature Final Result / Grade Assessed By / Date Case Study Research (worth 20% of final grade)100 MarksSOF535: Application Design and DevelopmentVersion 1.1, Level 5, Credits 20New Zealand Diploma in Information Technology Technical Support Level 5Task 1: Requirement Gathering and Analysis(Total 40 Marks) comparison between four software development methodologies. Four Software Development MethodologiesWaterfall Development MethodologyThe Waterfall approach to systems analysis and design was the first established modern approach to building a system. We will write a custom essay sample on Four Software Development Methodologies or any similar topic only for you Order Now This method was originally defined by Winston W. Royce in 1970, (â€Å"The Waterfall Development Methodology†, 2006). It quickly gained support from managers because everything flows logically from the beginning of a project through the end, (Jonasson, 2008). Sources differ when it comes to the specific steps in the Waterfall process. Rapid Application Development Methodology Rapid application development is a software development methodology that uses minimal planning in favor of rapid prototyping. A prototype is a working model that is functionally equivalent to a component of the product.In the RAD model, the functional modules are developed in parallel as prototypes and are integrated to make the complete product for faster product delivery. Since there is no detailed preplanning, it makes it easier to incorporate the changes within the development process.RAD projects follow iterative and incremental model and have small teams comprising of developers, domain experts, customer representatives and other IT resources working progressively on their component or prototype.The most important aspect for this model to be successful is to make sure that the prototypes developed are reusable. Agile Development Methodology There are many different forms of the  Agile development method  including: Scrum, Crystal, Extreme Programming (XP), and Feature-Driven Development (FDD).  Agile methods  attempt to minimize risk (such as bugs, cost overruns, and changing requirements) by developing the software in iterations that  are mini-increments of the new functionality. The benefit of multiple iterations is that it improves efficiency by finding and fixing defects and expectation mismatches early on.Agile methods rely on real-time communication, which fails to provide new users with documentation to get up to speed. They require a huge time commitment from the users, and is labor-intensive on the developers due to the need to fully complete each feature within each iteration for user approval. The benefits to the software are realized early on due to the incremental addition of the iterations. The Agile methods are similar to RAD, and  can be inefficient in large organizations. Programmers, management and organizations accustomed to the Waterfall Method may have difficulty adjusting to Agile, and often a hybrid approach works well for them. DevOps Deployment Methodology DevOps deployment  is centered around organizational change that  enhances the collaboration between the departments responsible for different segments of the development life cycle, such as development, quality assurance and operations. It is focused on improving the time to market, lowering the failure rate of new releases, shortening the lead time between fixes, and prioritizing minimal disruption as well as maximum reliability. To achieve this, DevOps aims to automate its continuous deployment to ensure everything happens smoothly and reliably.Companies that use  DevOps  have benefitted by significantly reducing the time to market, improving customer satisfaction, improving product quality and improving productivity and efficiency of its employees. A few  drawbacks of DevOps includeappropriate methodology that is suitable for this project.It totally depends on the nature of the project. Many people might argue that Agile is the best methodology for software development and it does have significant advantages in most cases; however, saying â€Å"Agile is better than Waterfall† is like saying â€Å"A car is better than a boat†. They both have advantages and disadvantages depending on the environment.Agile/Scrum works best with projects that have high levels of uncertainty and require an adaptive approach. A plan-driven approach (what many people loosely call â€Å"Waterfall†) works best in situations where the requirements are fairly certain and there is some need for predictability of project costs and schedules. And, of course, that is not meant to imply that there is a binary and mutually-exclusive choice between two extremes. There are many ways to blend an adaptive (Agile) approach with a plan-driven approach in the right proportions to fit the situation.There is no â€Å"silver bullet† methodology that fits all possible projects and the right solution is to fit the methodology to the nature of the problem rather than force-fitting a project to some predefined methodology.https://blog.blackducksoftware.com/top-4-software-development-methodologiesTwo types of requirements1.Functional Requirements Functional requirements define the fundamental actions that system must perform.The functional requirements for the system are divided into three main categories, Reservation/Booking, Food, and Management. For further details, refer to the use cases.EXAMPLE 1.Reservation/BookingThe system shall record reservations.The system shall record the customer’s first name.The system shall record the customer’s last name. The system shall record the number of occupants.The system shall record the room number.The system shall display the default room rate.The system shall allow the default room rate to be changed.The system shall require a comment to be entered, describing the reason for changing the default room rate.The system shall record the customer’s phone number.The system shall display whether or not the room is guaranteed. The system shall generate a unique confirmation number for each reservation.The system shall automatically cancel non-guaranteed reservations if the customer has not provided their credit card number by 6:00 pm on the check-in date.EXAMPLE 2FoodThe system shall track all meals purchased in the hotel (restaurant and room service). The system shall record payment and payment type for meals.The system shall bill the current room if payment is not made at time of service.The system shall accept reservations for the restaurant and room service. Management The system shall display the hotel occupancy for a specified period of time (days; including past, present, and future dates).The system shall display projected occupancy for a period of time (days).The system shall display room revenue for a specified period of time (days).The system shall display food revenue for a specified period of time (days). The system shall display an exception report, showing where default room and food prices have been overridden.The system shall allow for the addition of information, regarding rooms, rates, menu items, prices, and user profiles.The system shall allow for the deletion of information, regarding rooms, rates, menu items, prices, and user profiles.The system shall allow for the modification of information, regarding rooms, rates, menu items, prices, and user profiles.The system shall allow managers to assign user passwords. How to cite Four Software Development Methodologies, Papers

Performance Management Business Environment

Question: Discuss about thePerformance Managemen for Business Environment. Answer: Introduction Globalisation of the industries is now having its own definition for todays business environment. Various noteworthy strategies shifts are changing the playing areas of the businesses. Industries now have great opportunities to grow but at the same time, the requirement for the talented staffs and workers are decreasing. The ever increasing globalization now needs more interaction among the people that have diverse backgrounds. HR managers are facing huge challenges in the present business situation like the globalized workforce diversity, technological modernization. They are also facing challenges in the political and legal environmental changes. This report will analyze the challenges faced by the HRM and the employees that are emerging in the field of HRM. In the future, it is convenient that the employees will likely to choose their leaders at the workplace. The study will demonstrate the various implications for the employees in the stated change. The study will also outline the implications of the HRM and their different way of working for the upcoming change in the workplace. In addition to this, the report will also define the how HR have to operate for the change in method of electing the leaders at the workplace. What are the Implications for Employees? The variances of workplace diversity include the age bar, ethnicity, gender, physical abilities, geographic location, but dimensions of the workplace is not only limited to this. It also includes the educational background, religious beliefs, parental status and work experience. In the current changing business environment, employees are in belief that they should elect their leaders (Carmeli, Atwater, Levi, 2010). Employees today not want to work under an unfriendly and miserable environment. When employees have their chosen leaders, they will surely enjoy the working environment. Employees now want to elect their leaders so that all the leaders will be accountable to the people they manage. It is like if the managers and leaders are not able to earn the respect of the team members, they should not lead a team. The changing trends in the HRM imply that communality between the labor and management does not exist (Deadrick Stone, 2014). They want to take part in the decision-making process that can influence the plan layout and the production design. They want to take part in the decision-making process that was traditionally only managed by the management. The changing trends in the workplace change the nature of the worker with profound implications for the composition of the labor force, which as a consequence, have the human resource strategies of major employers (Driver, 2011). Employees would want to be awarded for more rights than the workers and the self-employed individuals. This will certainly make the employees more expensive than their counterparts, which is the reason that employers put misleading clauses towards the employees. If employees, in future choose their respective leaders, can have great legal requirements for the permanent employees of the organization (Fina, 2009). It will be essential for the employers to provide more paid leave of absence, such as yearly leave and sick and tired leave and should have to deliver the least of the meal breaks. If employees have the power to choose the person who will be their leader implies that employees would have the control over the most important variable i.e. in their day to day working life (Guest, 2011). In spite of this, the self-electing teams would have had a lot of good effects. Employees surely will have immense respect for the team leaders and would consequently respect people who have the necessary skills. Furthermore, elections will eliminate the petty politics. For a team who has autocratic leadership, some of the employees would be favorite to the manager to gain favor. And if all the employees will have the right to vote and choose their leaders, this kind of grotesque dynamics would not be seen (Hunt, 2013). In addition to this, the elections will surely remove the bureaucratic inertia and fear. When a manager or sits on a throne, employees have their own expectations and some of these expectations would be high. When employees know that their leader is going to change in upcoming months, they will surely speak up and fear will reduce. If employees would elect their leaders and elect poorer leaders, they have the opportunity to correct themselves in the next election (Chang, 2005). Some of the companies think that they can create a healthy culture by hiring the right candidate for the leader position but they also have to see that whether their selected leaders are liked by the employees. The self-electing model will surely work in almost every company (Noe, 2006). This model will give the right to the experienced employees to choose the best option for them who can take beneficial decisions for them and the company. What are the HRM Implications how might HR have to Operate Differently The current working environment is promptly altering. As measure of the association, Human Resource Management has to prepare to pact with the results of changing the business environment (Jinnett, 2016). For the Human Resource people, the changing means the understanding the implications of the workforce diversity, corporate downsizing, continuous improvement initiatives, changing skills requirements and implications of the globalization. It also means the re-engineering, the depending work-strength, employee involvement and distributed work place. In the upcoming trends of electing the leaders, human resource management should have the endeavor into new drifts to endure as the genuine trade progress partner. Business in the current situation doesnt have the nationwide peripheries to reach around the world (Levy Murnane, 2004). Employers for the upcoming trends want the workers to have the working acquaintance of the language and principles mainly in terms of ethics, principles, laws and customs of the hosting nation. HRM have to advance the apparatuses that will benefit the culturally diverse individuals to work together. HRM also have to be conscious of the age variances that are present in the todays work force. HRM have to train the people of dissimilar age bars to efficiently accomplish and contract with each other in order to admire the mixture of views of the others (Dessler, 2000). Industries now have great opportunities to grow but at the same time, the requirement for the talented staffs and workers are decreasing. The ever increasing globalization now needs more interaction among the people that have diverse backgrounds. HR managers are facing huge challenges in the present business situation like the globalized workforce diversity, technological modernization. They are also facing challenges in the political and legal environmental changes. When the employees have the right to choose their leaders and managers, the HRM department will have a very significant part in economizing the organization. HRM individuals have to confirm that correct communiqu has been taken place during the election time and they must try to diminish the undesirable consequences of the rumors. They have to safeguard that the employees are kept conversant with the factual and correct data. HRM have to place the incessant development programs that emphasis on the long-term of the well- being of the association (Perrew, 2011). By this way, the organization would focus on the quality and could build a better foundation to its customers. HRM will act as dynamic role in the continuous improvements programs of the company. Whenever a corporation tries to implement any development programs, it is then presenting change in the association. Under these circumstances, HRM must prepare the employees for the change. In view of that, HRM must have the apparatuses in place for the employees to get a suitable course of what to be done and what to assume from the changes (Yam, Fehr, Barnes, 2014). For solving the issues related to the trends, HRM wants to offer skill exercise to its workers. They have to take looks on the tools of publicizing around the customization of the customers and users that apply them for the task of talent separation. For the upcoming trends where the employees are keen to choose their leaders, the HR should progress the values that understand the optimum level of the customization in the service affiliation. They have to develop values that equip the influential leaders to clarify the differences in the working condition to the employees. The HR managers understand the need for change and thus have to think and focused more on the compensation policy of the employees. What are the Implications for Leaders and Managers? Whether a person is a president or CEO of an organization or a proprietor of his or her business firm, leading employees is never an easy job. If a person is a leader, employees will surely expect some sort of things from their leaders. Some of these expectations are not fair and if an individual step forward and say that he or she wants to be a leader, he or she automatically agree to take on all the responsibilities of the employees (Spellman, 2011). If organizations held the election today and want its staffs to elect their leaders, there will always a concern to the leaders that whether the employees are going to vote them out or do the employees are satisfied with their decisions. They will also have a concern about who will be the better alternative for them and thus will create a cold war between the leaders. If an individual got elected for a leader, he or she must try to see the organizational things from new and fresh perspectives. They need to try a little harder on their way of looking at the organizational members (Byars Rue, 2000). Fresh perspectives here mean the elected leaders have to create a political platform and need to list out all the values and actions they want to accomplish. They must choose what problems they have to solve first as it is what they are elected. Leaders and managers, if elected must know the problem, they are trying to solve. Individuals usually lose elections because they make too many incorrect assumptions about what is really essential for the people. So, if leaders and managers are designing any strategy and know what they are trying to achieve and why then they must craft their strategy from the top for the betterment of the decisions. Emotions are the other issue that has its implications on the leaders and employees if they are getting elected by the employees. It is a true fact that emotional leaders destroy the capability of an organization. It has been proved in various studies that leaders who rule by emotions are less successful than the others. The leaders mood sets the tone of the organization. If the leaders and managers are negative and unhappy in the workplace, employees will never expect a vibrant and productive decision. The leaders in the current business situation have to be genuine and must behave the same under all the situations and circumstances (Bratton Gold, 2000). They have to communicate true and productive ideas and concerns of care for the employees. They have to push the organizational agendas not the personal agendas. Employees in the changing workplace trends want to feel valued and respected, and if the leaders and managers are providing them what they want, they will surely get respe ct in return. In this changing business trends, employees want a transparent relationship with their leaders. They want to elect their leaders so that they can share their opinions and views and dont want to look as an untrustworthy (Beardwell Claydon, 2007). Leaders need to be authentic who can share their information and wants to increase their commitment towards their employees. Trust and transparency have become a popular demand in todays workforce. Employees today dont want to been in decisions that have been taken without having their opinions (Tracy, 2014). If the employees knew that the jobs of the leaders can change their way of doing the jobs, they will surely want to elect the leaders that dont do that. Conclusion It has been found in the above study that over the years, the HR has moved beyond the personnel management to routine activities. The study demonstrated that if employees would elect their leaders and elect poorer leaders, they have the opportunity to correct themselves in the next election. The study also outlined that if an individual got elected for a leader, he or she must try to see the organizational things from new and fresh perspectives. They need to try a little harder on their way of looking at the organizational members. They have to communicate true and productive ideas and concerns of care for the employees and have to push the organizational agendas not the personal agendas. The study analyzed that in this changing business trends, employees want a transparent relationship with their leaders. References Beardwell, J. Claydon, T. (2007).Human resource management(1st ed.). Harlow, England: Prentice Hall/Financial Times. Bratton, J. Gold, J. (2000).Human resource management(1st ed.). Mahwah, N.J.: Lawrence Erlbaum. Byars, L. Rue, L. (2000).Human resource management(1st ed.). Boston: Irwin/McGraw-Hill. Carmeli, A., Atwater, L., Levi, A. (2010). How leadership enhances employees knowledge sharing: the intervening roles of relational and organizational identification.The Journal Of Technology Transfer,36(3), 257-274. https://dx.doi.org/10.1007/s10961-010-9154-y Chang, E. (2005). Employees overall perception of HRM effectiveness.Human Relations,58(4), 523-544. https://dx.doi.org/10.1177/0018726705055037 Deadrick, D. Stone, D. (2014). Human resource management: Past, present, and future.Human Resource Management Review,24(3), 193-195. https://dx.doi.org/10.1016/j.hrmr.2014.03.002 Dessler, G. (2000).Human resource management(1st ed.). Upper Saddle River, NJ: Prentice Hall. Driver, M. (2011).Coaching positively(1st ed.). Berkshire, England: Open University Press. Fina, M. (2009).Perspectives on managing employees(1st ed.). Boston, MA: Course Technology. Guest, D. (2011). Human resource management and performance: still searching for some answers.Human Resource Management Journal,21(1), 3-13. https://dx.doi.org/10.1111/j.1748-8583.2010.00164.x Hunt, J. (2013).Leaders(1st ed.). Chicago, Ill.: Heinemann Library. Jinnett, K. (2016). Self-Reported Work Performance among Employees with Cancer: Implications for Employers.Value In Health,19(3), A161-A162. https://dx.doi.org/10.1016/j.jval.2016.03.1846 Levy, F. Murnane, R. (2004).The new division of labor(1st ed.). New York: Russell Sage Foundation. Noe, R. (2006).Human resource management(1st ed.). Boston, Mass.: McGraw-Hill. Perrew, P. (2011). The role of personality in human resource management.Human Resource Management Review,21(4), 257. https://dx.doi.org/10.1016/j.hrmr.2010.10.009 Spellman, R. (2011).Managers and leaders who can(1st ed.). Chichester, West Sussex, U.K.: John Wiley Sons, Ltd. Tracy, B. (2014).Leadership(1st ed.). New York: American Management Association. Yam, K., Fehr, R., Barnes, C. (2014). Morning employees are perceived as better employees: Employees start times influence supervisor performance ratings.Journal Of Applied Psychology,99(6), 1288-1299. https://dx.doi.org/10.1037/a0037109