American and Great Civil War Research Paper Example | Topics and Well Written Essays - 1000 words

American and Great Civil War - Research Paper Example Rising figures of secessionists maintained that this tradition could only be secured by gaining sovereignty. Disciplinary Content The battle itself was ignited by the rejection of the slave countries to accept the judgment of the year 1860 presidential vote, which had spotted the first Republican contender, Lincoln, take the northern part but did not get any electoral ballot in the South. South passed order of secession, took federal installations, and identified out their armed force (Chikering & Forster). These states position up their own union with a pro-slavery organization led by an associate leader, Jefferson, and this fresh government positioned its capital originally at Montgomery, Alabama. The revolt government was ready to get rid of the two remaining central outposts on their region, at Pensacola and at Fort Sumter in Charleston port. Subsequent to a confrontation enduring four months, the union attacked the latter on April the year 1861. President Lincoln reacted by issu ing a public statement calling for seventy thousands volunteers for three months to repress a revolt against centralized authority. Nearly all people involved thought that the disagreement would be for a short time. Maybe it would have been if the separated states had stayed simply seven in number; nevertheless, four significant states of the Upper South, brook away instead of co-operating in the oppression of their sister slave countries. They added not just to the Confederacy's populace and regions but as well to its sparse manufacturing resources (Chikering & Forster). Even though, geography positioned Virginia and Tennessee particularly in the extreme front line suppose military actions escalate. So big was the union that a number of powerful figures disbelieved whether it might be physically engaged and put their hopes in the marine blockade, which was proclaimed on 19 April. Without doubt, the South's physical advantages increased to an established sense of bravery that sovere ignty could be gotten easily. A prevalent certainty in a short battle was supported in the North by an attentiveness of a great inequality in resources. The entire populace of the USA in the year 1860 was 31, 443, and 321. Out of these, the residents of the southern countries were eight million of who three million were slaves. The border countries (Kentucky, Maryland, and Missouri) had a populace of three million. During the year, 1861 to ensure the devotion of the Border countries stayed a top precedence for the Lincoln government. If secession were partial to eleven states subsequently, the upper states could gather together four million war men to the union 1, 100, 000. The industrial inequality was even larger (Chikering & Forster). The regions of Massachusetts and Pennsylvania without help produced more industrialized goods than the whole Confederacy. Differences and Similarities The South could manufacture enough food to nourish itself but did not have the means to ferry it. In the year 1860, only nine thousand miles of the USA total of thirty-one miles of railway trail could be established at the bottom, and southern engineers had finished only nine of the four hundred and seventy locomotives constructed before the year 1860. However, a material inequality in itself does not assure success and Lincoln's main issue was in assembling and organizing

A Soccer Story Essay Example for Free

A Soccer Story Essay Snow fluttered to the ground as Jane pulled her gold jersey closer to guard against the blistering chill. Although the miniature goblins and ghouls had just collected their annual treats, winter was already wrapping its bitterly cold hands around her. The soccer field shone, glistening from the already melting snowflakes. Even though championship game had not yet started, the Warrior stadium overflowed with rows of eager fans, enthusiastic to be watching such an important soccer match. The line of girls marched up to the slushy field to meet their adversaries, the Panthers, shivering in their gold soccer shorts. Jane could see the opposing team glance warily at them as if the game was just a waste of their time. In every heart burned the desire to win, to achieve a task never before accomplished. The Lady Warriors were on a mission: to beat the Panthers for the first time in school history. The first forty-five minutes of the game went uneventfully; both teams attempted to score, but the soccer ball was shuttled around the field like a ping-pong ball, aimlessly with no sense of direction. As they battled against their opponents, the harsh and brutal wind attacked the athletes. They had to win. They had to beat the cold. They had to beat the best team, and they had to get even. Whistle blaring, halftime was declared, and the team trudged back through the icy grass, disappointed. The winter chill was barely felt as their unspoken frustration took over. The team circled together and listened to their coachs encouragements. The shrill whistle sounded once again, and the team charged back onto the field, feeling the motivation to win, remembering Coach Smiths last words: Theres nothing you girls cant do. Jane was inspired and she rushed on the field, playing like a maniac. Suddenly, an ear-splitting crack was heard and for a second, there was silence. Perhaps her excitement blinded all other senses, but Jane only remembered seeing a blur moving in her direction before she collapsed on to the snowy field, head throbbing. Head bowed down in defeat, Jane could not bring herself to look up at the crowd surrounding her. But a solitary clap  emanated from the row of spectators, and as she lifted up her tear-streaked face, her eyes locked with those of her optimistic team mates. Unsteadily, Jane stood up and the stadium resounded with cheers. The game commenced promptly; the clock was ticking with no time to lose. Then, the words, the assertion, that made Janes fists clench, a single statement uttered by the rival coach: That girls weak, one charge at her, and shell be down again. That girl was Jane, the offensive player, the unnerving forward, and she was enraged. Stinging pain from where the ball made contact with bare skin was quickly forgotten, even as the ugly red marks remained. The biting wind whipped strands of hair in her face, and Janes eyes squinted in the icy coldness. But her mind was defiantly set: she was on a mission to score. Adrenaline rushed through her bloodstream and her heart pounded rapidly as she rushed down the field. Jane swiftly maneuvered the ball with exact precision, imagining the moment the ball would enter the opponents goal. It was amazing how much satisfaction one solitary act could reward a person. One moment the white jersey of the defensive girl was coming at Janes way, ready to charge and steal the ball away. At the next instant, the sky was looking quite beautiful, sun shining, as the ball sailed swiftly into the white net. The whistle sounded shrilly and the multitude of onlookers erupted with excitement, the Warriors had defied an age old tradition, defeating the long-standing champions. The accomplishment, the pain-it made Jane triumphant that day. Against the odds, the underdog emerged victorious on the battlefield.

Music Analysis of Hakuna Matata Essays -- essays research papers

The end of a semester is the most stressful time for students because of those dreaded finals. Anyone who lived through the 1990s should know the song a young lion and his pals sang after meeting for the first time. However, as the years pass by, society forgets the simple pleasures of youth and the two words that can make all troubles go away. â€Å"Hakuna Matata† was a song written by Tim Rice with music by Elton John. This song is also a story about a warthog before he discovered this amazing expression. However, the biggest part of the song is about being carefree and forgetting any troubles that may arise. As finals approach, a student needs to revisit their childhood past and recall the â€Å"wonderful phrase:† â€Å"Timon - Hakuna Matata! What a wonderful phrase Pumbaa - Hakuna Matata! Ain’t no passin’ craze Timon - It means no worries for the rest of your days Both - It’s our problem-free philosophy Timon - Hakuna Matata!† (The Lion King). A simple phrase, and it means so much. It is all explained in five lines. Hakuna Matata is the Swahili expression for â€Å"There are...

networking :: essays research papers

Computer Network Modifications. Regional Offices. Existing Bus Topology (hubs) should be replaced with star topology using switches. In star topology, all devices are connected to a common central location, typically a hub or a switch, in this case we will be using switches. (See diagram 1) when a node sends data to the central location, the central device retransmits the information and sends it to the destination. Because all cabling is connected to the central device , if one link fails, only that portion of the network will fail. The rest of the network will not be affected. However, if the central devise fails the entire network will fail. A star topology can have a maximum of 1024 nodes on a LAN and is commonly used for 10BaseT. (IEEE 802.3) and 100BaseTX (IEEE 802.3u) Ethernet. The advantages of using a Star Topology include reliability and ease of maintenance and installation. Monitoring and troubleshooting can be maintained at the central device, providing easier maintenance. A Star topology allows for greater reliability because each node is connected to the central devise by a segment. If one segment breaks, only that node loses access to the network so the rest of the network is not affected. Because each node is connected to the central device, star topologies also allow for an easy network layout, providing the network administrator easier installation over the other topologies. The disadvantage of this topology is cost. With each devise being connected to the central location, more cabling is required than with other topologies. In addition there is a cost of the central device. This is a LAN topology in which endpoints on a network are connected to a common central switch by point to point links. A ring topology that is organised as a star implements a unidirectional closed loop star, instead of point to point links. (Diagram 1: Star Toplogy) Star topology is the most widely used models in networking and are extremely stable By using Assymetric switches (10/100) over the existing CAT 5 UTP cabling. CAT 5 UTP can accommodate up to 100MB/S Switches have many benefits. A LAN switch allows many users to communicate in parallel through the use of virtual circuits and dedicated network segments in a collision free environment. This maximises the bandwidth availability on the shared medium. Also, moving to a switched LAN environment is very cost effective because you can reuse the existing hardware and cabling. The power of the switch combined with the software to configure LAN’s gives network administrators’ greater flexibility in managing the network.

Would the World be a Better Place if Large-Scale Emigration to Other Planets were to be Possible?

Our world is in a predicament. The delicate balance that supports life that evolution (or God) has created is being tilted by deforestation, overfishing, increasing population, global warming and such, threatening the fundamentals for life. Planet Earth appears to be spiraling downwards towards an inescapable end. About half of the mature tropical forests, between 750 to 800 million hectares of the original 1. 5 to 1. 6 billion hectares that once covered the planet have been felled, and animals are becoming extinct more quickly than ever (experts have estimated that up to half of presently existing species may become extinct by 2100). Our main energy sources, oil and natural gas supplies, are rapidly running dry. The future of the earth, hilas, looks dark. Taking all of this into consideration, it appears that mass emigration to another planet might be the only solution. However, is it really too late to turn the clock? Or maybe more importantly, is it morally right to abandon ship when the storm is gathering? The damage we have caused to our world is both unbelievable and undeniable. Only 17% of planet Earth's landmass is still untouched by mankind (excluding Antarctica). Our world's natural oil and gas resources are soon fully consumed; renewable sources only stand for about 13% of the energy created. All the emissions from burning fossil fuels are carelessly released into the atmosphere, and as a result, the ozone layer is in an incredibly tattered shape. However, if we could move to another planet, thus leaving this one, the Earth would recuperate. The largest hole in the ozone, the one above the Antarctic, would, according to NASA scientists, recover by 2068. Similarly, if there were no humans to fish the oceans dry, and no humans to chop the forests down, slowly but steadily, the world's ecosystems would recover and the biodiversity would regain lost grounds. The human race has created this situation, and we owe it to the Earth and the other species that we reverse it. There are a number of valid arguments for saving our world by emigrating to another, and although leaving for another planet may save this one, abandoning Earth may not yet be necessary. All hope is not lost – it is still within our power to undo the damages ourselves. It will be a task of great difficulty, but one that we can pull off. Since when were problems solved by burying one's head in the sand? Besides, if you do bury your head in the sand, chances are, you won't like what you see when you stick it back up. Taking the emergency exit whenever there are bumps on the road will create a â€Å"laissez faire† mentality, which never has solved anything. If awareness of this crisis can be raised all around the world, and if people realize just how important the matter we are dealing with is, there is a significant chance that we can start acting in a sufficiently environmentally friendly manner for the previous natural balance to be restored, without us leaving Earth for a far-off planet. By abandoning the planet we do not solve the true problem, we simply run away from it. If we were all deported to another planet, but didn't change our behavior, all we would do is repeat the same mistakes we made on Earth. What does shifting planets mean if we still don't own up and take action to reverse the situation we have thrust ourselves into? If we recognize now that problems such as global warming, overfishing and deforestation are not resolved by turning our backs to them, it will also be understood that these will not vanish because we choose to flee from them. We must do something about the tribulations we have now, only then we can move on. Exporting our problems to another planet is not solving them. Furthermore, there is also is a moral aspect to this issue. It would be indecent and ethically incorrect to simply change planets and abandon earth when we are encountering real and serious problems which in addition are caused by ourselves This world is optimal for our form of life. If just the weight of the proton in the air molecule was the slightest bit different all life on earth would be impossible. Similarly, if aliens would visit Earth, they would die of inhaling oxygen. It is an incredible chain of circumstances that allow us to live by breathing oxygen. The human race has become adapted to live on planet Earth over millions and millions of years of evolution. Just like a hole is perfect for the water puddle it contains, Earth is perfect for man. This taken into consideration, we can't just destroy this Earth, and then leave it without the slightest effort to do something about it. We were made for this planet, and now that it is being destroyed, the very least we can do is to try to reverse what we've done. In any case, fleeing should be the very last option. All of us who inhabit Earth have inherited it from earlier generations. We are merely the present caretakers of this Earth, just like thousands of generations before us have been. Therefore, we have a moral responsibility, both towards our children as well as to our ancestors, to protect and preserve something extraordinary that no one ever can own, only borrow. On the one hand, it is a fact that we are well on the way of destroying Earth, and if all human beings were to leave the Earth, there is a chance that the Earth might recover. However, this is only true if all humans are transported to another planet. The question was â€Å"would the world be a better place if large-scale emigration to other planets were to be possible? † Upon a closer look, mass emigration does not necessarily mean that all humans are transported, rather just some. This is certainly of importance, as it is not necessarily the number of people on Earth that decides if the world is going to recuperate or not. What is more important is how the people who actually do live here treat the environment, i e how much carbon emissions are released into the atmosphere, how much fish we fish from our seas and how many trees we cut from our forests. If 50% of the world's population was evacuated to another planet, but the remaining 50% treated the environment worse than before, the problems would not be solved. Rather than focusing on efficient ways to deport masses of people to other planets, we should focus on efficient ways to save this planet, with us on it. On the other hand, it is probably true that the abandoning of the planet will have to occur sooner or later. 99. 9% of all species ever to reside on planet Earth are now extinct. Mankind will certainly not be an exception. Even if we don't drive ourselves into extinction, or a comet crashing into Earth doesn't do it for us, in about one billion years the sun will start dying. It will slowly begin to swell up, and produce more heat, making life on this entire solar system impossible. If the ultimate aim of mankind is survival, emigration to another planet might then be the only option. However, this is not the case today. We still have an option; so let us take advantage of it.

Remuneration in Western Australia

Remuneration in Western Australia Introduction In the modern business world, a lot of competition has been experienced in all industries of the global economies and business people have been required to adjust their activities to the changing environment. As competition intensifies, the need for qualified people has also increased and attracting and retaining professionals in an organization has been of great importance.Advertising We will write a custom essay sample on Remuneration in Western Australia specifically for you for only $16.05 $11/page Learn More The high rate of employee turnover being experienced today can only be reduced by adopting better strategies of retaining employees. Employee turnover causes failure of many systems in an organization and managers should try to protect their organizations by applying the best strategies of retaining their workers. Remuneration is one of the greatest elements of employee motivation that organizations use. However, human resources manager s are required to use a mixture of strategies to motivate their employees. Globalization has increased competition in the labour markets because skilled individuals can move to markets which provide better terms of employment. In this paper I will discuss the role remuneration plays in retaining staff in the expanding regional economy of Western Australia. Various theories on remuneration and employee motivation have been discussed to identify the strategies adopted by companies to retain their employees. Economy of Western Australia There have been steady growth in the economy of Western Australia and this has required many business entities to expand their operations. Western Australia contributes more than 38 percent of all the exports of Australia as per the 2009 statistics[1]. The high rate of economic growth is expected to have great pressure on the labour market because many people are required to work in all sectors of the economy. Resources available in the economy as well as the development projects being undertaken in Western Australia have provided a favourable environment for expanding business activities and this has intensified the demand for labour. Resources and construction sectors in the economy have created a high demand for labour and this has led to competition because every institution is seeking more workers. Adequate measures have been taken to reduce the shortage of labour and skills and to enable the state and the nation to tap the opportunities available[2].Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More To balance demand and supply of labour in the country, the Department of Training and Workforce Development has developed strategies by aligning the workforce with the needs of the industry. Population demographics in the labour market of Western Australia indicate that most of the employees are aged 35[3] and there are projectio ns for an increase in the median age to approximately 45 years[4]. Birth rate in Western Australia has dropped and this indicates that population would reduce drastically in the future years. Workforce participation rate in Western Australia has been estimated to be above the average even though it has been predicted that the rate may decline in the near future. The increasing demand for labour which has been coupled by the demographic trends have created a situation where there is need for investing more time and resources to attract and retain professionals and skilled workforce[5]. In the global scene, changes in demographics, improved business growth and the increasing competition for professional employees have made it impossible for managers to predict as well as achieve an optimal staffing level. Competition for skilled workforce requires establishing good plans for attracting and retaining employees. To attract and retain the workforce of a given industry requires satisfying all the needs of employees. The governments of Australia have a mandate of ensuring that the employee is satisfied as far as the work environment is concerned. This is achieved through appropriate controls on the economy in addition to empowering employees with necessary infrastructure. Business entities have a role of creating terms and conditions which have monetary and non-monetary rewards with the aim of improving the level of satisfaction of employees at the workplace[6]. There are several challenges facing the government, industries and organizations as they strive to attract and retain employees in Western Australia. Remuneration strategies adopted by any organization must consider the living standards of the people in the country. Workers face the challenges of increasing cost of housing and other living expenses and this must be catered for in the remuneration packages provided by the employers. The price for a median house is approximately $822,000 in Karratha and $ 685,0 00 in Port Hedland. Renting a house per week would cost $3000 in resource towns and $350 per week for a single room[7]. Theories on remuneration Employees are motivated by both monetary and non-monetary factors within the organization. The monetary motivators are called the transactional motivation factors because the employees seek financial benefits from the work done. The non-monetary motivators are called the transformational motivators because the employees also seek non-financial aspects.Advertising We will write a custom essay sample on Remuneration in Western Australia specifically for you for only $16.05 $11/page Learn More Both monetary and non-monetary motivational elements are applied by managers to attract and retain professionals and skilled individuals. Human resources management has been said to be a transactional process such that subordinates perform their duties because they have been promised monetary rewards. According to Greiner[8], th ese rewards may take the form of salaries or wages. Reward systems are used to attract, retain and motivate employees in an organization. Remuneration levels applied by organizations should satisfy the human needs of the employees. In addition, remuneration should also be felt fair by the employees by offering rewards that reflect the contribution of each employee. There are legal requirements that managers should adhere to when implementing any reward systems. On the other hand, any reward system should be affordable and aligned to the strategies of the organization[9]. According to ZÃ ¼gner and Ullrich[10] there are three levels of remuneration: fixed levels of payment, payment based on performance of individual employee and payment based on the results of the company. Fixed payments are made when the salary or wages of employees do not change unless when the employer implements a general pay hike. There are several factors such as the time an employee has worked with the company , skills, position, and other factors which determine the amount of salary paid to the employees. This system does not motivate workers because there are few incentives to improve job performance as well as retaining employees. This remuneration system does not offer employees with the opportunity to have better payment scales as their performance and productivity improves[11]. Firms that are able to motivate their employees have a lower rate of employee turnover and can retain the workforce for a longer period of time. Firms using a remuneration system that is based on the quality and quantity of work done are able to motivate their employees to work extra hard while encouraging them to work for a longer period with the company. Most companies use a combination of the two systems to encourage employees to improve their performance. Employees get feedback on their performance through this system because their performance determines their remuneration level. Employees tend to work fo r a longer period of time with a firm when they get positive feedback from their employers[12]. Some companies use remuneration systems which are based on the results obtained in a given period. There is a fixed remuneration level for all employees while bonuses are added according to the performance of the company in a given financial period. This system can be implemented in different ways such as selling shares to the employees. When the company has good performance, its reputation improves and share value increases and as a result, employees get a higher dividend level. This system has some risks to the employees because their remuneration is determined by their performance as well as external market factors[13]. Employers using this system do not motivate their employees to a greater extent compared to other methods of remuneration and therefore this system is not effective in retaining employees.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More It is important for managers to conduct market analysis on the prevailing remuneration rates in the market to ensure they implement appropriate pay rates. An organization that provides a lower rate of payment than the market rate has the risk of losing its customers to competitors. With the free flow of information in the labour market, professionals compare the wage rates in the market and they tend to accept offers by companies with better terms. On the other hand, providing too high remuneration rates may not be healthy to the organization. An organization derives profits from the excess revenues obtained after subtracting operational costs. Bearing in mind that labour costs are operational expenses, increasing wage rates reduces the profits of a company. Managers must balance the wage rates provided by to their employees and the prevailing market conditions to ensure appropriate decisions are made[14]. Managers should conduct continuous job evaluation to ensure they get the best out of the employees. Evaluating employees determines the decisions on changing the wage rates. It is important that managers should adjust wage rates when employees improve their performance. A grading structure should be established in an organization to provide employees with a clear picture on their progress as they continue working with the organization. Grading structure helps employees improve their performance and motivates them to continue working for the organization because they have the hope for a better wage rate whenever their performance improves. Managers should consider internal and external market environments when setting the wage rates and pay structures[15]. Retaining employees requires motivating them at the workplace by the use of different aspects. Managers use both monetary and non-monetary reward incentives to motivate their employees. The monetary rewards include promotions, increment in wages, paid leaves, and hospital allowances among others. The non-mo netary rewards include thanksgiving for improvement in the workplace and recognition by the top management among others. The management encourages the workers to improve their performance when they create reward incentives within the organization. Reward incentives such as promotions and salary increment should be based on the quality of work done[16]. According to Bogardus[17], employees are not only motivated by the wages they receive from the organizations but are also motivated by many other factors within the environment of the organization. Performance-related pay improves the quality of the work done by the employees. Money is a motivator and increase in wages improves the performance of the employees. This system provides incentives to the employees to work hard to increase the total amount earned. Workers are more productive when their wages are determined by the individual efforts. Performance related system encourages employees to improve the quality of work done and also motivates employees to increase their productivity. Promotions within the organizations are done on the performance of the employees to encourage them work effectively and efficiently[18]. Fayol[19] suggested that money is a motivator and can be used to change the behavior of employees. He suggested that remuneration packages provided to employees should be attractive to motivate them. To ensure there is a balance between remuneration policies and available resources, Fayol suggested that managers should create wage systems which coincides with the resources of an organization. As such, managers have an obligation to provide remuneration scales which motivate employees and at the same time the organization is not deprived off its ability to operate[20]. In the modern business world, employees are seeking other motivational factors other than monetary benefits. Managers have the obligation of developing different motivational systems to encourage employees improve their performance. Traditionally, money was perceived as the major motivational tool in an organization but managers have come to realize that there are many factors which motivate employees. Therefore, an integrated system is important in an organization such that managers use a variety of motivational elements to improve performance. Bruce and Pepitone[21] suggested that there are two categories of motivational factors: Intrinsic and extrinsic factors. Intrinsic factors refer to the inner feeling that a person has about the place of work. Extrinsic factors are the external factors which motivate an employee. Extrinsic factors include rewards, promotion, and recognition among others. Employees work harder when their welfare is put into consideration by their managers. Employees are motivated to work when they are made to realize that their work add value to the organization. When employees are provided the opportunity to take interest in their work, they improve performance and contribute willingly to the organizational goals[22]. In a capitalistic economic system the employees (owners of the labour factor of production) and the managers (owners of capital) are rivals and each of the party aims at maximizing his benefits from the other. The employees aim at getting the highest amount of wages possible from the organization. The management aims at obtaining the maximum output from the employees. The two groups are always against each other and the initiatives to engage employees are just but methods of promoting the goals of the management. Most of the initiatives to motivate employees have no monetary benefits to the employees[23]. Creating equilibrium in the labour market ensures that the employer and the employee are satisfied by the prevailing market conditions. Legal systems in a country are established to protect the interests of both the employer and the employee. Employees are protected from exploitation by the employer while the employers are protected from excess pres sure by the labour unions. To reduce conflicts on the remuneration system adopted in an organization, it is important for employers to engage employees in decision making process. In some cases, trade unions are involved in discussing the best rates for employees. Labour unions have been found to be effective in uniting employees and employers and in the making of collective decisions. Collective bargaining is important in modern business environment because it provides all parties with opportunities to express their ideas on the best decisions to be implemented. Collective bargaining encourages employees to continue working for an organization for a long period of time. A legal agreement is made during a collective bargaining process and both the employee and the employer have the mandate to adhere to the decisions made. The remuneration rates applied in an organization must be discussed in a collective agreement process to ensure fairness to all parties involved. The government ha s the mandate to intervene in situations where employers are likely to oppress employees[24]. Application of remuneration theories to the economy of Western Australia The declining population in Western Australia requires the government attracting people from other countries to work in the country. A lot of effort is required to retain the existing employees as a measure of reducing the deficiency. Retaining the existing number of employees will require the use of suitable remuneration packages for employees. Favourable remuneration should be applied to ensure professionals and skilled employees are retained. In addition to using money as a motivator, other non-monetary factors should be implemented to ensure that employees are attracted and retained at their place of work. Labour unions in the country should be encouraged to protect the welfare of employees. Solving conflicts between employees and employers will provide a good foundation for promoting the welfare of employees. Coll ective bargaining on the remunerations applied by organizations should be encouraged to avoid imposing decisions upon the employees. Through collective bargaining employees will have a stake in the decisions implemented in an organization. The increasing competition in the domestic and global markets requires the managers in the country to focus on establishing strategies which will provide competitive advantage. Globalization has changed the business environment and managers are supposed to take diversified strategies of motivating their employees. Globalization has been accompanied by an increase in competition in both domestic and global markets. This has forced managers to come up with better strategies to manage organizational resources to create competitive advantage as well as increase profitability against the highly competitive market environment. As globalization continues to take place in the local and global markets, managers are required to adopt better strategies to ma nage their workers[25]. As market conditions continue to change, there is increasing need to come with better human resource management policies about remuneration systems to maintain competitiveness in the global markets. The labour market has experienced a lot of changes because many organizations are operating in the global markets. Labor factor of production has become mobile and people can work in different countries. This has increased competition for skilled labour and there has been a great need to improve employee motivation. Reducing employee turnover in the current market conditions requires adopting better strategies when establishing remuneration systems of organizations in the country. Employees become loyal to an organization when they are motivated to work. Winning employee loyalty is an important aspect that organizations should focus on because skilled labour is becoming scarce in the country. Different reward systems are accepted by different labour markets and th is provides opportunities for managers to attract professionals from different countries. It is important for managers to understand the legal regulations established by different governments, especially when working in a multi-governmental environment[26]. Conclusion Remuneration provides workers with morale to improve their work and also motivates them to deliver according to the requirements of the job. Employees are motivated by monetary and non-monetary benefits. Motivation is the inner feeling that a worker develops to improve performance in the workplace. Countries have regulated remuneration systems adopted by organizations operating within their jurisdiction to protect the interests of both the employers and employees. In Western Australia, there has been a decline in the population and this has reduced the number of people available to provide labour in the country. Remuneration has been identified as a major factor that employers use to attract and retain professionals an d individuals with skills. Motivation helps attract and retain employees in an organization because workers are satisfied at the workplace when their needs are fulfilled. Providing better terms of payment should be a major concern for all employers because professionals and skilled workers will be attracted and retained in an organization when they are provided with good remuneration packages. The government in Western Australia should consider establishing legal systems which attract professionals from other countries to boost the workforce in the country. It is also recommended that apart from using attractive remuneration packages to employees, organization should focus on improving the overall welfare of employees by applying other non-monetary motivational elements. Bibliography Armstrong, Michael., Murlis, Helen and Group, Hay. Reward management: a handbook of remuneration strategy and practice. Kogan Page Publishers, 2007. ISBN 0749449861, 9780749449865 Australian Bureau of S tatistics 2010. Retrieved from https://www.abs.gov.au/ Bogardus, Anne. PHR / SPHR Professional in Human Resources Certification Study Guide. John Wiley and Sons. 2009. ISBN 0470430966 Bohlander, George and Snell, Scott. 2009. Managing Human Resources. ISBN 0324593317, Cengage Learning. Bruce, Anne and Pepitone, James. S. Motivating employees. McGraw-Hill Professional, 1998. ISBN 0070718687. Caisley, Kiely T. Collective Bargaining. CCH New Zealand Limited, 2007. 80-99. ISBN 0864756348, 9780864756343. p 85. Cooke, William. N. Multinational companies and global human resource strategies. Greenwood Publishing Group, 2003. Council of Australian Governments, National Affordable Housing Agreement, Canberra. 2008. Fayol, Henri and Iwrin, Gray. General and industrial management. (Trans. C Storrs). London: Pitman. 1987 Greiner, Joy Marilyn, 2004. Exemplary Public Libraries: Lessons in Leadership, Management, and Service. Libraries Unlimited, 2004. Lawler III, E. E., Mohrman, S. A., Benson, G. Jossey-Bass, (2001). Organizing for High Performance: Employee Involvement, Tqm, Reengineering, and Knowledge Management in the Fortune 1000: The CEO Report . McClelland, David. C. Human motivation. CUP Archive, 1987. ISBN 0521369517. Shields, John. Managing Employee Performance and Reward: Concepts, Practices, Strategies. Cambridge University Press, Melbourne. 2007. The Department of Commerce. Worksafe. Government of Western Australia. 2010. The Department of Training and Workforce Development. Attracting and retaining a skilled workforce. Government of Western Australia. 2010. ZÃ ¼gner, Christiane and Ullrich, Stefan. Compensation and remuneration. GRIN Verlag, 2007. ISBN 3638702200, 9783638702201. Footnotes The Department of Training and Workforce Development. Attracting and retaining a skilled workforce. Government of Western Australia. 2010, p. 1 Ibid The Department of Commerce. Worksafe. Government of Western Australia. 2010. p. 5. Australian Bureau of Statistics 2010. The Department of Training and Workforce Development. P. 2 Ibid. p. 2-3. Council of Australian Governments, National Affordable Housing Agreement, Canberra. 2008. p. 3. Marilyn, Greiner Joy. Exemplary Public Libraries: Lessons in Leadership, Management, and Service. Libraries Unlimited, 2004.p. 12. John, Shields. Managing Employee Performance and Reward: Concepts, Practices, Strategies, Cambridge University Press, Melbourne. 2007. p. 52. Christiane, ZÃ ¼gner and Ullrich, Stefan. Compensation and Remuneration. (GRIN Verlag, 2007, p. 2). ISBN 3638702200, 9783638702201. p. 2. Ibid Ibid Ibid Michael Armstrong., Murlis, Helen and Group, Hay. Reward management: a handbook of remuneration strategy and practice. Kogan Page Publishers, 2007. p. 8-9. ISBN 0749449861, 9780749449865 Ibid. Anne, Bogardus. PHR / SPHR Professional in Human Resources Certification Study Guide. John Wiley and Sons. 2009. ISBN 0470430966. Ibid. David, McClelland. C. Human motivation. CUP Archive, 1987. ISBN 0521369517. p. 16. Henri, Fayol and Iwrin, Gray. General and industrial management. (Trans. C Storrs). London: Pitman. 1987. P. 42. Ibid. Anne, Bruce and Pepitone, James. S. Motivating employees. McGraw-Hill Professional 1998. ISBN 0070718687. p. 8. Ibid. Lawler III, E. E., Mohrman, S. A., Benson, G. Jossey-Bass, (2001). Organizing for High Performance: Employee Involvement, Tqm, Reengineering, and Knowledge Management in the Fortune 1000: The CEO Report .p. 6. Kiely, Caisley T. Collective Bargaining. CCH New Zealand Limited, 2007. 80-99. ISBN 0864756348, 9780864756343. p 85. William, Cooke. N. Multinational companies and global human resource strategies. Greenwood Publishing Group, 2003. p. 32. George, Bohlander and Snell, Scott. Managing Human Resources. ISBN 0324593317, Cengage Learning, 2009. p. 15.

8 Eroding Inflectional Endings

8 Eroding Inflectional Endings 8 Eroding Inflectional Endings 8 Eroding Inflectional Endings By Mark Nichol English once, like many other languages, laden with inflectional endings experienced an erosion of inflection hundreds of years ago, but sometimes it seems as if shaving influences are at work again. Here are eight examples of words that are part of standing phrases that are, at least in colloquial usage, undergoing alteration. 1. Barbed wire Many people, mishearing or not paying attention to this phrase when it is spoken aloud, or hearing it mispronounced, write or call it â€Å"barb wire.† The fencing material consists of wires with barbs, yes, but the default format for expressing that wire is barbed is to write or say â€Å"barbed wire.† 2. Corned beef The same truncation occurs with this name for beef that is corned. Corned, in this case, refers to the fact that corns, or large grains, of salt are used to preserve the meat. (Corn originally referred to any small, hard particle, then to grains, and then, in the United States, to a specific grain formerly called maize.) As the meaning of the adjective slips into obscurity, however, the meaningless â€Å"corn beef† may prevail. 3. Dome/domed stadium These references to roofed athletic facilities are interchangeably correct; one refers to the type of stadium, the other to the manner in which they are built. 4. Fine-tooth/fine-toothed comb Both descriptors for a comb with fine, or small, closely spaced, teeth are valid; surprisingly, however, Merriam-Webster’s Collegiate Dictionary and Merriam-Webster Online list only â€Å"fine-tooth comb,† though the other form would appear to be the â€Å"proper† one. Other resources list â€Å"fine-toothed comb,† but that usage seems to be in the minority. 5. Iced tea As with the mispronunciation or mishearing of â€Å"barbed wire† and corned beef† as â€Å"barb wire† and â€Å"corn beef† and their resulting misspelling, â€Å"iced tea† is often clipped to â€Å"ice tea,† which makes no sense; ice is been added to the tea, so it has been iced. (This name clarifies that the tea is not being served hot, as is traditional.) 6. Long-stemmed roses Yet again, a misunderstanding results in a variant of a standard description. Roses cut with long stems have long been called long-stemmed roses, but â€Å"long-stem roses† is also seen. Either way, because â€Å"long† and â€Å"stem(med)† do not constitute a standing phrase, the two words should be hyphenated together. 7. Stained glass window â€Å"Stain glass window† is a rare erroneous usage; the window is made of stained glass, not stain glass, so the -ed ending is required. However, because â€Å"stained glass† is a standing phrase (found in the dictionary), the words need not be hyphenated before the noun. 8. Skim milk/skimmed milk Like the preference of â€Å"fine-tooth comb† over â€Å"fine-toothed comb,† the ascendancy of â€Å"skim milk† over â€Å"skimmed milk† (at least in the United States; the latter form is preferred in British English) is anomalous but well attested. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Spelling category, check our popular posts, or choose a related post below:25 Subordinating ConjunctionsThe Six Spellings of "Long E"Show, Don't Tell