Technology Application In 21 Century Essays - Information Technology

Technology Application In 21 Century A quote I heard many times when I was in high school and which I now know traces back to Sir Francis Bacon, one of our earliest scientist or philosophers as they were then called, is the statement "Knowledge Is Power." Today, I believe that the fuller, more correct statement is to say, "the application of knowledge is power." The study of science, and technology subjects will broader our opportunities in life. As we continue to advance to the 21st century- now lesser than 30 days away-we are well aware that technology is possibly the hottest industrial commodity around the world today. In the years ahead, it will be an increasingly critical factor in determining the success or failure of businesses. It is the fuel many of us are looking at to help us win this race to the 21st century. To do that, we should make technology matter. In this paper I am going to share my technology forecasts. I try to focus on my new forecasts a decade into the future - the first decade of the 21st century, because that is how far most businesses need to be looking ahead. There has never been a neutral or value-free, technology. All technologies are power. They evoke economic and social consequences in direct proportion to their dislocation of the existing economy and its institutions. I believe that technologies such as: biotechnology and genetic engineering, intelligent materials, the miniaturization of electronics, and smart manufacturing systems, and controls, will be the hottest technologies in the next decade. I am going to put together a list of what I think as the top ten innovative products that will result from those technologies. Number one on the list is something we call genetic. There are pharmaceutical products that will come from the massive genetic research going on around the world today. In ten years, we will have new ways to treat many of our ills - from allergies to ADIS. We may see the discovery of new methods of treatment for various types of cancer, for multiple sclerosis, osteoporoses, Lou Gehrig's and Alzheimer's disease, to name just a few. The biotechnology frontier, especially developments in the field of genetic, promises- and to some degree has already archived - a revolution in agriculture and human health care. But proving the means to develop plant species that are more disease-and-pest-resistant, more tolerant of drought, and able to grow during extended periods of adverse conditions. These technologies will very likely provide future increasing in agricultural productivity. So far, these techniques have not add much to world food production; recent grow has come primarily from increasing acreage in production, in response to higher grain prices. However, further expansion of productive land is limited, and the increased application of fertilizer appears to be reaching a point of diminishing returns. Therefore, increased agricultural productivity from this new field could be essential to feed the growing population. The mapping of human and plant genomes, a process already well underway, will provide greatly increased knowledge of genetic processes and, to some extend, information about how to control them. For humans, this will provide the means to deal with diseases that have genetic origins or result from man functioning of genetic material in the body. These diseases include potentially: cancer, cystic fibrosis, Gaucher's, hemophilia, rheumatoid arthritis, AIDS, hypercholesterolemia, and many others. Furthermore, genome analysis of an individual can indicate propensity to diseases whose symptoms have not yet been manifested. Scientists believe that many psychological and behavior attributes can be genetically controlled and therefore subject to diagnosis and eventually, for aberrant conditions, corrected. Such uses of this technology, of courses, raise serious social and ethical questions that must be considered. Other applications of biotechnology might produce novel protein for food replacing meat, stimulate awareness and evaluation of microbial threats (including archaea, ancient bacteria, being perhaps more adaptable and potentially hazardous than was previous thought), and creation of plantation to produce and distribute biological products in the ocean. The process of cloning was perfected; evidence by the fact that in 1997 a sheep was successfully cloned in Scotland. Hence, biotechnology could eventually eliminate food shortages, improve health, and extend life expectancy. Number two on the list is the personalized computer. The personal computer now sitting on our desk will be replaced by a very powerful, personalized computer. It will be able to send and receive wireless data. It will recognize your voice and follow your voice commands. It will include a variety of security and service tools that will make the computer fit

Free toefl Argument Essay Samples

Free toefl Argument Essay SamplesFor those of you who need some inspiration, there are free toefl argument essay samples that you can use. While these types of examples are not always the best ways to go, they are an excellent tool for beginners and those who are having trouble writing papers or essays.There are a number of free toefl writing tools on the Internet and most of them are free for a limited time. These resources are useful for those who are having trouble getting their ideas down. The free toefl writing samples are sometimes found in software packages which can be downloaded for free.There are several free tools available for you to use but none of them will be perfect for all your needs. There are those that are designed for students or even individuals but there are some which are geared towards professional writers. To help you out, you may want to check out these free resources.The first set of free toefl argument essay samples that you may want to look at is the one s that are centered around the different dialects of French. This includes many examples for writers to use in their studies. One of the many examples included is from the Cinq de Nuit dialect of the language. Another example includes the English examples which are often seen with people trying to write for employment.For those who need additional free writing samples, one more option is the ones that are available for free on the Internet. These resources are often used by people in order to help them get their ideas down for them to work on. They are sometimes used to improve your writing skills and to help you understand more about a certain topic.There are many of these free resources available online but not all of them have good reviews. You should also look at the online tutorials, which are usually provided by many companies. These are great tools for beginning writers and those who are having trouble writing for assignments. Some of these resources include ideas that are be neficial for those who do not want to pay for the cost of buying special software.These are some of the free resources that you may want to check out. Many writers and students would benefit from the many resources that are available for you to use.

Why Did Germany Become a Democratic Republic Essays

Why Did Germany Become a Democratic Republic Essays Why Did Germany Become a Democratic Republic Paper Why Did Germany Become a Democratic Republic Paper Essay Topic: The Republic When did Germany Become a Country The three main reasons why the evolution did not occur were because of the attitude of the people, he failure of the left to further the revolution and the success of the Whimper Republic in defending itself. In 1918 Germany was In chaos. The war was a disaster and so many people were suffering In Germany. In 1919, real Income was only 2,as of what It was In 1913, war financed by printing money and borrowing led to massive inflation and between 1913 and 1918 the mark lost 75% of its value. Major food and fuel shortages were occurring, costs out stripped wage increases, disease was rife, and thousands were dying from major flu epidemic, plus starvation for many thousands of people. Deaths from starvation and hypothermia were at 121,000 In 191 6 and an astonishing 293,000 wounded. People in Germany were furious with the situation they were in and many were discontented. But surprisingly the revolution came from above and it was Ultrasound who led the revolution. He also cleverly distanced the military from the armistice so that the stab-in-the-back myth could be manufactured. A constitutional monarchy was then created. Morale was incredibly low and on 28th October 1918 the Kiel Mutiny occurred In which the German Navy mutinied, 8 were shot dead and this dead to a general mutiny. This started the revolution from below. The US also sent a letter to Germany stating they would be more lenient if the Kaiser was to abdicate and under all of this pressure the Kaiser was finally forced to abdicate. An interim government was the set up but this was only to fill the gap between the time that the elections had be held to elect the parties into a constitutional democracy. It was at this point In which the revolution could have continued further and evolved but it didnt. One reason is the attitude of the people. The Stenciling agreement eve workers added benefits such as the 8 hour working day, full legal recognition and workers committees. This pleased the main majority of the workers. Also at the time many people were not prepared to go even further and many work content with having a constitutional democracy. Many thought that revolting further would cause havoc and many Just wanted to settle Into a new era In Germany. This Is one reason as to winy ten evolution 010 not napped Ana ten country SE I tea Into a constitutional democracy. Another reason was the failure of the left to further the revolution and take the entry into the constitutional democracy that they wanted. There was a lack of co- ordination and poor leadership from the left. For example in spring 1919 a wave of strikes occurred in the Our mines, Central Germany and Berlin. However, these protests were uncoordinated, with radical leaders desperately following rather than leading the protests. The KIP had neither strong leadership with a clear strategy nor a tightly organized party structure, as communists did in Russia. This meant that they could never strike effectively enough. Another reason the left failed was because of a jack of support. During the wave of strikes in 1919 there was a lack of support from the workers and this coupled with the poor organization and poor leadership of the KIP led to many strikes failing. Without support it is difficult to overthrow a government so another reason why the left failed was because of lack of support. So a key reason why the evolution didnt happen was because of the failings of the left wing parties. Another reason why the country didnt evolve into a constitutional democracy was because of the success of the Whimper Republic in defending itself. The Bert- Greener pact meant that the government would be supported by the armed forces and in return the government would support steps taken by the Armed Forces to preserve discipline and it would oppose any attempts at revolutionary uprising. The Whimper Republic successfully used this deal to crush the Separatist Uprising, an attack from the left. Also in 1919 in Bavaria the workers managed to break away from the control of the Reich Government and they set up an independent socialist republic but this was also crushed by the Fireworks. Also the civil war in the Our in 1920 was crushed by the Fireworks. In this incident a Red Army had been created in protest of the Kappa Putsch and about 50,000 socialist workers protested. They controlled the region so the Government sent in the Fireworks and a war between the two begun. But the Fireworks were ruthless and the uprising was easily suppressed. The Government successfully used the Bert-Greener deal to defend itself and this is another key factor as to why the country didnt evolve into a constitutional democracy because this factor coupled with the lefts ineptitude made it very difficult for any attack from the left to be successful. Overall I would say that the most important factor would be the failings of the left. This is because if they had co-ordinate and planned properly and got support behind them by rallying all the workers and supporters of the left wing then it would have been very difficult for the government to stop being overthrown and overrun. If this had occurred the left wing parties would have set up a constitutional democracy and the evolution would have occurred. But the left did not organism effectively enough and they failed in all their attempts and this is why I believe this is the most important reason.

Collective Nouns in Spanish

Collective Nouns in Spanish See in this selection how a singular noun can refer to a group of more than one person. Excerpt from news article: El Papa Francisco dejà ³ claro que su primer objetivo era estar con el pueblo. Y asà ­ fue. El vehà ­culo que llevaba al Santo Padre y a [presidenta brasileà ±a Dilma] Rousseff desde el aeropuerto hasta la ciudad avanzà ³ arropado por una multitud de gente que se acercaba a tratar de ver de cerca al  «Papa de los pobres », sin vallas de seguridad que los separase. (The bracketed description of Rousseff was added to the original for clarity here.) Source: ABC.es, a Madrid-based news site. Retrieved July 23, 2013. Suggested translation: Pope Francis made clear that his first goal was to be with the people. And so it was. The vehicle that transported the Holy Father and [Brazilian President Dilma] Rousseff from the airport toward the city proceeded while enveloped by a crowd of people who got near in order to see the pope of the poor from nearby without security barriers to separate them. Key grammatical issue: This selection shows how collective nouns - pueblo, multitud and gente - are singular in form even though they sometimes are translated as plurals. Although both pueblo and gente are translated here as people, note how in Spanish they are singular words. Pueblo is used with the singular definite article el, and the singular verbs se acercaba (from the reflexive verb acercarse) and separase (a subjunctive form of separar) go with multitud de gente. We do the same thing in English - the most common translations for multitud, crowd and multitude, are singular even though they refer to multiple people. If pueblo and gente seem confusing, its only because they arent translated here as singular terms (although in a different context pueblo could refer to a small town). Other notes on vocabulary and grammar: Personal titles in Spanish - such as doctora in la doctora Snchez (Dr. Snchez) and seà ±or in el seà ±or Robles (Mr. Robles) - are not capitalized, and it would have been acceptable here to write el papa Francisco instead of el Papa Francisco. However, it is not unusual to capitalize the titles of certain people, Catholic popes among them, out of respect. When talking about people using their titles, the definite article (such as el in el Papa Francisco or la in la doctora Snchez) is used. If you were speaking to these people using their titles, however, you would not use the article. Dejar claro is an idiom meaning to make clear. Dejar en claro means the same thing and is more frequently used. Primer is the  apocopated form of primero. Llevar is a common verb typically meaning to carry.Note the double use of the personal a after llevaba. It is used here both before Santo Padre (al  is the combined form meaning a plus el) and before Rousseff. The personal a is also used befor e the phrase in angular quotes. The preposition desde often suggests motion from a place, in this case the airport. Motion toward is indicated by hacia.While was used in the translation for clarity. There is no equivalent word used here in the original Spanish. Arropado is the past participle of arropar, which typically means to wrap. However, it would be usual in English to say that someone was wrapped by a crowd. But the image the verb conveys is one of being closely surrounded, and enveloped seemed to work fine, although other phrases might have been used as well. Acercar usually means to bring nearer. In the reflexive form, as here, it usually means to approach or to get nearer. Tratar is a common verb often meaning to try. Angular quotation marks are used in the same way as standard double quotation marks. They are more common in publications from Spain than those from Latin America. Note how the comma after pobres is placed outside the quote marks rather than inside as it would be in American English. Valla is a word for fence. The term vallas de seguridad usually refers to small, metallic, portable fencelike structures that are used to control crowds and keep people in orderly lines.

Hemophilia A Essay Example | Topics and Well Written Essays - 1750 words

Hemophilia A - Essay Example Some emergency cases require urgent medical attention to prevent death. This paper will discuss in detail the causes of the disease, its prevalence, symptoms and diagnosis as well as management and treatment of the disease. Introduction Hemophilia is a bleeding disorder that is hereditary where the blood clotting process takes place in an abnormal way and it is very rare. People affected by hemophilia may bleed for a longer period especially after an accident. Individuals suffering from this disorder may bleed internally especially in joints such as elbows, ankles and the knees. Almost 9 persons out of 10 suffer from Hemophilia A, which is a rare condition and the main type of hemophilia, where the blood clotting process occurs abnormally (Schoenstadt, 1). Factor VIII is essential in the blood clotting process. Hemophilia A may occur due to insufficient factor VIII. If the levels of factor VIII are 6 % to 50% below the normal percentage, bleeding may occur primarily. However, with le vels below 1 percent, impulsive bleeding can occur. Most bleeding occurs into the joints of the arms and legs, causing crippling joint damage. In addition, atrophy occurs due to frequent bleeding into the muscles (Lockwood, 1). Lack of factor VIII may leads to various problems. Because bleeders will not close, there is a higher possibility of bleeding out (Hemophilia.com, 1). Causes and Prevalence of Hemophilia A Defect in one of the genes that determine how the body conducts various blood-clotting factors may result to hemophilia A. This gene, known as F8 is present in the X chromosome. One type of the blood-clotting factor is factor 8, which, normally made by the F8 gene. Mutation of the F8 gene hinders clots from forming in case of an accident, which may lead to too much bleeding and in mot cases it may be difficult to control (Schoenstadt, 2). Women have two X chromosomes. In cases where a factor 8 gene does not function, the gene on the other chromosome can perform the task gen erating enough factors 8. On the other hand, males have only one X-chromosome. If the factor VIII gene on that chromosome is imperfect, they will end up having hemophilia A. Therefore, most people suffering from hemophilia A are males (1). A woman who has imperfect factor 8 gene becomes a carrier. This means that her children may inherit the imperfect gene. In a woman who has the defective gene, any of her male children will have a 50% possibility of having hemophilia A, while any of her female children will have a 50% probability of being carriers (Dugdale et al, 2). In the United States, about 18,000 individuals suffer from hemophilia A and almost 400 babies each year inherit this disorder from their mothers. Even though hemophilia occurs in males only, there is a lower probability that this disorder may affect women. Almost nine individuals out of 10 affected with hemophilia suffer from type A disorder. The people suffering from hemophilia A have a problem with clotting factors. These clotting factors aids in the blood-clotting process, thus their absence leads to hemophilia A (Schoenstadt, 1). Prevalence of hemophilia A varies among different nations. For instance, in the early 1970s, the reported hemophilia A occurrence for the United Kingdom was about 10 per 100 000 males compared to the occurrence

BUS Unit1 - Individual Project Research Paper Example | Topics and Well Written Essays - 1000 words

BUS Unit1 - Individual Project - Research Paper Example The subject matter of economics includes the study of the behavior of the markets, the buyers and the sellers and how different quantities of the goods are bought and sold at the various prices that are determined by the forces of demand and supply. The subject also includes the activities of the government but from an individual point of view only and how the consumption of an individual will increase or decrease with the changes in the tax rates imposed by the government (Perloff, 2007). It tries to achieve the equilibrium in a market by efficiently allocating the resources among the individuals with fixed income and endowment. For example, a firm in a typical oligopoly market would try to reduce the price of the final product by using the cost efficient technology and resources and thereby increase the sales which in turn would maximize its profit. On the other hand Macroeconomics deals with the study of how the economy of the country or the world economy behave due to fluctuations of the Macroeconomics variables like income, inflation, unemployment rate, rate of growth, the rates of interest and the rates of taxes in the economy . This subject throws light on the bigger picture of the economy and how the variables interact with each other to affect the gross domestic product of a country. Hence this subject is mostly analyzed from a policymaker’s point of view. It makes an attempt to control the economic variables in the disequilibrium position to achieve a desired rate of growth of the economy (Blanchard, 2000). For instance, when the central bank of a country wants to reduce the amount of inflation in the economy it would want to reduce the liquidity and hence it would increase the rates of interest. As a result of this the people in the economy would start keeping their money in the banks and would cut their spending and thus the aggregate demand would decrease. This is a

Pros and Cons of Organisational Mergers

Pros and Cons of Organisational Mergers Abstract The purpose of this paper was to take a look at a topic of our choosing and determine how it relates to a human resource management issue. The topic that was decided to discuss was what the pros and cons are of organizational mergers. We also planned on looking at how organizational mergers affect both the success of the organization and the employees within the organization involved in the organizational merger. Lastly, we went on to look at whether this issue has an HR relationship of if it more of a management issue. Overview So for my topic project I came up with a proposal to investigate what the pros and cons are of organizational mergers. I also planned on looking at how organizational mergers affect both the success of the organization and the employees within the organization involved in the organizational merger. Therefore, we will start by creating an outline of what we will be looking for followed by the research needed to answer the questions asked by the outline. Once we have completed this we will look at a Q A from a human resource professional’s point of view. Lastly, we will conclude by determining whether the pros of organizational mergers outweigh the cons of organizational mergers and if there is any kind of success that comes from organizational mergers for the organization and the employees. Outline Now to begin the following is the outline we will use to start our topic project. WHAT ARE THE PROS AND CONS OF ORGANIZATION MERGERS (Moadhadi, 2015)? What are the pros of organizational mergers (Moadhadi, 2015)? The first pro of an organizational merger is a larger network of economies (Moadhadi, 2015). The second pro of an organizational merger is an increase in research and development (Moadhadi, 2015). The third pro of an organizational merger is all the other economies of scale (Moadhadi, 2015). The fourth pro of an organizational merger is that it allows for the avoidance of duplication (Moadhadi, 2015). The last pro of an organizational merger is that it helps with the regulation of monopoly for the industry (Moadhadi, 2015). What are the cons of organizational mergers (Moadhadi, 2015)? The first con of an organizational merger is that there can be higher prices (Moadhadi, 2015). The second con of an organizational merger is that consumers now have less choice (Moadhadi, 2015). The third con of an organizational merger is that there can be job losses (Moadhadi, 2015). The last con of an organizational merger is that the larger organization can suffer diseconomies of scale (Moadhadi, 2015). WHAT ARE THE TWO TYPES OF MERGERS THAT ORGANIZATIONS CAN GO THROUGH (Moadhadi, 2015)? The first type of organizational merger is a horizontal merger (Moadhadi, 2015). The second type of organizational merger is a vertical merger (Moadhadi, 2015). WHAT ARE THE EFFECTS OF MERGERS ON THE ORGANIZATIONS (Moadhadi, 2015)? A merger can cause employees to display a new attitude (Moadhadi, 2015). Mergers may cause employees to disapprove of the new regulations (Moadhadi, 2015). Mergers may cause concerns with whether the current benefits and compensations for each of the employees will stay the same (Moadhadi, 2015). There may be employee resistance to the new integrations (Moadhadi, 2015). WHAT KIND OF RESISTANCE TO ORGANIZATIONAL MERGERS CAN EMPLOYEES HAVE (Moadhadi, 2015)? The first reaction is because they have a fear of control loss (Moadhadi, 2015). The second reaction is because there can be excess uncertainty (Moadhadi, 2015). The third reaction is because it may have been a surprise for them (Moadhadi, 2015). The fourth reaction is because the work environment is becoming different (Moadhadi, 2015). The fifth reaction is because there are changes in the way the work is completed (Moadhadi, 2015). The sixth reaction is because they may have competency concerns (Moadhadi, 2015). The seventh reaction is because there may be added responsibilities (Moadhadi, 2015). The eighth reaction is because the employee may have new risks on their company investments (Moadhadi, 2015). The ninth reaction is because the current work may be affect by unsettled matters prior to the merger (Moadhadi, 2015). The tenth reaction is because there may be a risk of the company downsizing due to economic losses (Moadhadi, 2015). Research Before we discuss what the pros and cons are of organizational merger we have to know what a merger is first. So what is a merger? A merger is a chosen fusion of two or more organizations with approximately equivalent stipulations into a single organization (Merger. 2015). Now that we know what a merger is so we can now begin to look at what are the pros and cons of organization mergers. We can begin by looking at what the pros of organizational mergers. There are five major pros to an organizational merger. The first pro to an organizational merger is a larger network of economies (Pettinger, 2012). Basically, this means that by merging the new company now has a much broader network to cater to. The second pro to an organizational merger is there is an increase in research and development (Pettinger, 2012). This basically means that the new company is able to come up with better top of the line inventions or designs. The third pro to an organizational merger is all the other economies of scale (Pettinger, 2012). This is basically dependent on what type of merger has taken place. If it is a horizontal merger it will be much larger than if it was a vertical merger which will still expand, but it will be less than that of a horizontal merger. The fourth pro to an organizational merger is that tit allows for the avoidance of duplication (Pettinger, 2012). This basically means that the market is no longer over populated and that the market is now only influenced by one company instead of two. The last pro to an organizational merger is that it helps with the regulation of monopoly for the industry (Pettinger, 2012). This basically means that the government limits the new company’s pricing so that the consumers do not get hurt. The pros of an organizational merger do so much for the new organization so what do the cons of an organizational merger limit the new organization too? There are four major cons of an organizational merger. The first con to an organizational merger is that there are higher prices (Pettinger, 2012). This basically means that now that there is only one choice in the market that they can make their prices less competitive which will make the new prices of the company become a little bit more expensive. The second con to an organizational merger is that consumers now have less choice (Pettinger, 2012). This is really straightforward in the sense that the consumer can no longer chose between the two rivaling companies now they can only chose the one company. The third con to an organizational merger is that there can be job losses (Pettinger, 2012). This is also straightforward in the sense that if the new company is considered as an aggressively merged take over than the employees may h ave to fear the loss of their jobs in under preforming departments. The last con to an organizational merger is that the larger organization can suffer diseconomies of scale (Pettinger, 2012). This basically means that with the merger that the new company may not be able to maintain control and with such problem may lose the ability to motivate their employees. Now these are just a few of the pros and cons of organizational mergers. We will also look into two types of mergers that organizations can go through (Merger. 2015). Earlier I mentioned two types of mergers which we will now explain. The first type of mergers is an organization to organization merger known as a horizontal merger. The second type of mergers is an organization to supplier merger known as vertical merger (Merger. 2015). Now the last things we will look into is how these types of organizational mergers affect the individuals that work within these organizations. With a merger of organizations the employees may begin to show some new attitudes (Kokemuller, 2015). Another issue that may occur is that the employees may not approve of the new regulations (Kokemuller, 2015). There may be concerns with whether the current benefits and compensations for each of the employees will stay the same (Kokemuller, 2015). Lastly, there may be resistance with the integrations of each of the organization’s employees. These are just a few issues that could arise within a newly merged organization (Kokemuller, 2015). With more research we can understand this so much better. Now the last issue is slightly inevitable but there are ways to make the resistance to these changes a little bit more manageable (Bolognese, 2002). By keeping in mind these top ten reasons why the organization’s employees are resistant the organization can limit the amount and length of their employee’s resistance to the new merger (Kanter, 2012). The first reason an organization’s employees might be resistant to the merger is because they feel they have loss control (Kanter, 2012). The second reason an organization’s employees might be resistant to the merger is because there is a new excess uncertainty (Kanter, 2012). The third reason an organization’s employees might be resistant to the merger is because it may have been a surprise for them (Kanter, 2012). The fourth reason an organization’s employees might be resistant to the merger is because everything seems to becoming different (Kanter, 2012). The fifth reason an organization’ s employees might be resistant to the merger is because the way things used to be done are gone (Kanter, 2012). The sixth reason an organization’s employees might be resistant to the merger is because they have concerns about their competence (Kanter, 2012). The seventh reason an organization’s employees might be resistant to the merger is because there may be more responsibilities (Kanter, 2012). The eighth reason an organization’s employees might be resistant to the merger is because it may affect their organizational investments (Kanter, 2012). The ninth reason an organization’s employees might be resistant to the merger is because not everything from before the merger was settle appropriately and may cause issue for everyday work (Kanter, 2012). The final reason an organization’s employees might be resistant to the merger is because the new organization might be downsizing due to a loss of funding instead of expanding (Kanter, 2012). With this in mind we can better understand how mergers impact the organization and their employees (Kanter, 2012). Now that we know what the pros and cons are of organizational mergers and how they can affect the newly established organization and their employees let us look at how a human recourse professional is made. Interview of an HR Professional The follow Q A is of my interview with Judy Whimmer an HR professional of 15 years. With CSL Plasma 1) How did you meet the requirements for a human resource administrators status? Answer: The function of a human resource administrator requires somebody that is able to relate with others on a private level and aids them in meeting their goals, while at the same time obeying the companys guidelines (Whimmer, 2015). With that said, I believe that with my 15 years of skills I am more equipped to interact with both employees and consumers (Whimmer, 2015). Since my previous job allowed me to understand what the guidelines of a human resource administrator are (Whimmer, 2015). I now know that human resource administrators have to remain aware of these guidelines while operating (Whimmer, 2015). 2) What are your strong suits and weak points as a human resource professional? Answer: As I deal with an employee’s dilemmas I have a tendency to get overly involved in their problems (Whimmer, 2015). Yet, I believe that this aspect has allowed me to understand their dilemmas better (Whimmer, 2015). After understanding their problems I am able to suggest to them possible solutions while remaining within the company’s limits (Whimmer, 2015). I have come to understand that experiences like this have helped shaped my attitude towards problems that my staff has had in the past and has allowed me to help them while remaining loyal to this company (Whimmer, 2015). 3) According to you, what are the qualities that a human resource administrator must have? Answer: I feel that an administrator has to have understanding, instinct, adaptability, elasticity, concentration, and above all an employee needs to be in touch with what has to be done on a daily bases (Whimmer, 2015). 4) Why did you choose a human resource career? Answer: It was because I enjoyed being involved when new employees are hired (Whimmer, 2015). The reason I enjoy this because human resource administrator are able to help recognize the right people and how they will fit in the company (Whimmer, 2015). It was as a recruitment officer that I found that I enjoyed the human resources field and adopted a human resource profession (Whimmer, 2015). 5) What are the major roles and responsibilities of a human resource administrator? Answer: The role of a human resource administrator is to care for the strategic and functional responsibilities of all of the human resource disciplines they work with (Whimmer, 2015). 6) What are the responsibilities of a human resource administrator? Answer: The responsibilities of a human resource administrator can include, but are not limited to staffing, education, structural progress, interaction, operation progress and administration, income and benefits, crew development, developing staff relationships, forming directions, motivational trainings, evolving company rules and processes, and handling health care programs for employees (Whimmer, 2015). 7) Why did you decide to get into HR after you graduated? Answer: I was looking for a job when I got my first opportunity as a human resource administrator (Whimmer, 2015). I picked it up and gradually realized that I had a liking for it (Whimmer, 2015). I improved my skills by remaining up to date on any new advances in the field (Whimmer, 2015). I also went and acquired a professional degree in the human resource field. It was one of the best choices in my life (Whimmer, 2015). Conclusion So now we have looked at an outline of what we will be researching, we have conducted our research, and we have even chatted with a real life HR professional we will now take the time to determine whether the pros of organizational mergers outweigh the cons of organizational mergers and if there is any kind of success that comes from organizational mergers for the organization and the employees. To begin the amount of pros to an organizational merger are much more significant than the amount of cons an organization merger has. I also feel that what an organization gains from a merger is much more rational than what may potentially occur to both the consumers and the employees. I also feel that the pros to an organizational merger are better than the minimal issues that may come from the cons of an organizational merger. Now with this said we also have to look at if there is any kind of success that comes from organizational mergers for the organization and the employees. To answer th is it solely depends on a few things. The first thing is to determine what kind of merger we have on our hands. For example if the merger is horizontal than the success of the merger is dependent on whether the merger takes well by the employees and the consumers. So let us say we have two hospitals that merger this is a great example of a horizontal merger and can have some major recourse in the sense that the doctors may now fear the loss of their jobs and may even resent the new changes or even management and their decision to merger in the first place. We will now look at the other side. For example if the merger is vertical than the success of the merger is dependent on whether the merger takes well by the consumers. So let us say we have a retailer and a third party soda vendor that decide to merger. The retailer now has to make sure that the inventory of their newly merger supplier takes well versus that of the sodas of other non-merged vendors. With all of this said the succ ess of a merger is really dependent on a handful of situations and if they are not the right situations than the successfulness of an organizational merger tanks rapidly. Therefore, I have to conclude that the pros of organizational mergers do outweigh the cons of organizational mergers and the any kind of success that comes from organizational mergers for the organization and the employees is dependent on situational factors and depend on how well the merger is taken by all the parties involved. I also feel that the effects of organizational merger can be controlled by HR Professionals such as the one we interviewed. References Bolognese, A. (2002). Employee Resistance to Organizational Change. Retrieved May 26, 2015, from http://www.newfoundations.com/OrgTheory/Bolognese721.html Kanter, R. (2012, September 25). Ten Reasons People Resist Change. Retrieved May 26, 2015, from https://hbr.org/2012/09/ten-reasons-people-resist-chang.html Kokemuller, N. (2015). Post-Merger HR and Cultural Issues. Retrieved May 26, 2015, from http://smallbusiness.chron.com/postmerger-hr-cultural-issues-14400.html Merger. (2015). Retrieved May 26, 2015, from http://www.businessdictionary.com/definition/merger.html Moadhadi, S. (2015). Merger Proposal. Retrieved June 6, 2015, from https://api.turnitin.com/dv?o=545723293u=1007168898s=3student_user=1lang=en_ussession-id=e954f4cc236d3d4b1434f6533eb8d641 Pettinger, T. (2012, February 22). Pros and Cons of Mergers. Retrieved May 26, 2015, from http://www.economicshelp.org/blog/5009/economics/pros-and-cons-of-mergers/ Whimmer, J. (2015, June 5). Human Resource Professional Analysis [E-mail interview].