Knowing Your Audience Paper Essay Example for Free

Knowing Your Audience Paper Essay Most people would never want to imagine themselves or a family member being trapped under ground for even one day but the victims of those who were trapped under the Chilean copper mine had to consider not one day but even two months. According to The New York Times Company(2014), â€Å"On Aug. 5, 2010, a gold and copper mine near the northern city of Copiapà ³, Chile caved in, trapping 33 miners in a chamber about 2,300 feet below the surface†. At this time no one knew the well being or the nature of the situation that happened at the copper mine. During this time communication between employers, families’ members’ involved, trapped miners and those set in place to find a solution to this problem was very vital. Some things to keep in mind when considering roles and audiences is to determine what information to give and how it should be expressed or conveyed to the audience. For example, if you’re giving direct and urgent information, you wouldn’t send this type of information over an email, it would be more appropriate to say it face to face. It is important to consider how much does the audience know about the topic or subject you are sharing at that time. In the situation with the trapped miners the potential needs that should be considered and expressed to the families of the trapped miners would be first addressing what happened. This information should be given directly, face to face, to all family members involved. It is important to give the family as much detail about the incident as possible but not so much that it makes them alarmed and upset. Also another thing to add is the condition or well being of the trapped miners. If the information isn’t available its best to let them know although there isn’t much information at this time, but as soon as the information is available, they will be first to know. Also the last need that the family members affected by this incident would need is to understand and know what the employers and team of experts are doing to find a solution to the problem and how often can they know the extent and whereabouts of the situation. At this point after meeting the potential needs of the families involved, it’s also important to understand and know the potential needs of the company’s employees. Although they may not be the family members or those who are actually trapped at that moment, they also play a vital role. Some potential needs for the company’s employees would be to communicate effectively. Although the situation itself must have been very tragic if there was effective communication, there would be no way for  the employees at that time to help save those trapped. Also another need that needs to be met would be extra training and understanding of what took place, where it went wrong, and how to fix the problem. Without the employees having a plan or strategy of how they could effectively resolve or help the situation it could cause retaliation or resentment. After the message about the incident, and the actions or plan that is put in place has been verified and delivered to all important parties and involved it’s important that all those involved are able to convey what they heard and understood before and after the message is given. To make sure the message was received as properly and effectively you have to consider each audience which would be the trapped miners, employees and families. The message given to each party cannot be given the same. Also the channel has to be considered, again in this situation you wouldn’t send this information through an email or memo, this information that has to be conveyed face to face. It is also good to give information based on the listener’s level of understanding and to talk with the parties that involve a way opening up the way for cooperation and in this situation it would be much needed. An effective communication as the mining company to the family members of the trapped miners would be face to face. During this time the mining company would say with sincerity and clarity that â€Å" At this time we are deeply sorry to announce that we have understood and learned that on Aug. 5, 2010, a gold and copper mine near the northern city of Copiapà ³, caved in, trapping 33 miners in a chamber about 2,300 feet below the ground. At this time we aren’t certain what exactly caused the cave in and we aren’t certain the condition of the miners at this time. We will be working around the clock to get more information about the well being of the trapped miners. Also at this moment there will be specialist and experts going to the scene to analyze and inspect the situation at hand. After further observation of the experts then will we know what plan will be put in place to rescue our fellow employees. As soon as we are made aware of the plan we will let you know. We hope that we can all work together effectively which much understanding and cooperation from us and you so that we can bring your family members back to you.† Also an effective communication between the mining company and the employees would be a face to face channel. At that time the company would express, â€Å"I’m sad to announce to you that our fellow  employees have been caved in a chamber about 2,300 feet below the ground in the northern city of Copiapà ³. There are 33 at this time trapped and waiting to be rescued. We aren’t sure of the condition of the each employee but we all hope that we can all come together to help the best way we can to make sure that those who are trapped are in good condition. Although we never plan for anything like this to take place but unfortunately we have to use the way we were trained to assess the situation. At this time along with yourself the family members of the trapped miners are already being informed. Please let’s not alarm the families with information that has not been given or confirmed. Our main mission is to stay calm, offer up many prayers and work together in unity. During this time we will be working around the clock to help as much as we can and the company will provide meals, clean working clothes and a place to sleep. However you think you can help or what will better the situation please send your requests or opinions to us directly. Thank you so much for your cooperati on in help.†

The Current Scenario And Its Causes Economics Essay

The Current Scenario And Its Causes Economics Essay INTRODUCTION: The current picture of the economic and financial state has caused a huge literature study evaluating its origin and how to respond with the pertinent strategy. Before going in depth let us discuss about general financial crisis [1] ( Charles,P et al 2005) . The situation can be termed as an economic crisis when a financial institution or an asset lose a large part of its value. It takes many factors into account when defining a global recession, but the International Monetary Fund  (IMF) states that general recession can be declared when the worldwide economic growth is 3 percent or less than that [12] (Rogoff,K.2002). FINANCIAL CRISIS- AN OVERVIEW: Financial crisis occurs when there is a sudden drop in market after a steady growth. It can be said that, it is the harbinger for the decline of market. Due to the volatility of the market and economic growth, this becomes the crux of the financial crisis. Stocks and real estate properties will reach the rock bottom after a period of growth. When the investors predict the market and invests in any sector, due to the market instability, the demand of that investment may decrease and their value of the estimation substantially diminishes. This trend follows a period and significantly investors huge investment does not return the expected revenue and this in turn affects their loan payment. They abruptly stop further investments and they begin to sell assets. [2] ( Aiginger,K. 2009) This trend persists in individuals private income too, they also follow the same practice by selling their assets and luxury objects. Over-optimistic companies and such individuals are the main cause for the crisis during the preceding economic growth epoch. They lean to believe that the general market growth will persists forever without any suspension. This optimism makes everyone to borrow colossal quantity of principal and invest them in homes, luxury objects and expansion of their business. Another cause are executives in banking companies tempted to lend out as much money as possible to the borrowers, regardless of the consequences for the bank and the borrowers, because this behavior gives the executives an enormous short term personal gain. When the supply decreased, the demand too got reduced. Hinder all the financial institution which lends out more money to the borrowers who pays back when they are comfortable [7]( carmassi et al, 2009). The government should interfere and has to lay proper regulations to set clear criteria that must be satisfied when the money lending process is done. Employment contrac ts for the bank executives should be forbidden by the bank which rewards them directly for the amount of mortgages they establish. When did it happen? The global financial crisis hit when there is a blooming economic trend persists. It happened in number of occasions, but the Great depression (1930) and the current financial crisis (2007-2010) are the core calamities which collapsed the global economy. [1] ( Charles,P et al 2005) THE CURRENT SCENARIO AND ITS CAUSES: The current financial crisis period started during 2007. It is the worst economic meltdown since the Great depression. The collapse of the US sub-prime mortgage market and the housing boom turnaround had a ripple effect around the world. Some financial goods and tools have become so difficult and abnormal, and things start to disentangle. The trust in the whole system started to fail. The origin of this present state is due to the extravagant lending of money by banks which permitted various groups to buy expensive assets that they could not afford. This was welcomed and encouraged by the politicians and was cleverly sold by the middle men. This created the trigger for the current scenario [9] ( Cooper,G. 2008) .The survival of excessive land use regulation which helped to drive up the prices. Innovations and internationalization are also cause for the regulation failure. Oligopoly structures in the agencies, insufficient regulation followed in the market, neglected cumulative system ic risks are the additional grounds involved in this trigger. Heterogeneity of profits across businesses, novel forms of equity standards, leveraging of banks, the firms and consumers are the factors which caused misinterpretation that the expected returns will be high. Bubbles in currency, oil and food shortages, short-term view on profits, inappropriate accounting rules and analysts reports, shortages of raw materials, energy deficit and unequal income and wealth distribution are the other aggravating factors which influenced the crisis [7]( carmassi et al, 2009). Consequently the demand decreased as the supply increased. This forms the nucleus of the present crisis. EFFECTS: As a result of this, unemployment increases and companies lay-off the employers in order to muddle through this recession, many banks filed bankruptcy and shortage of food supply too had its effects. The Gross domestic product (GDP) of the world declined for the first time since the Great depression of 1930. World economy growth dropped from 5% in 2007 to 3 % in 2008. USA and Europe economies already shrank during 2008 last quarter and those GDP from 2% to 4% [2] ( Aiginger,K. 2009). During the first quarter of 2009 production and orders declined when compared to the previous years. In order to compensate the cutback in the stipulated private sector caused by the crisis, the government passed large fiscal stimulus. During 2008-2009 alone US implemented two stimulus packages, totaling nearly $1 trillion [3] [2] ( Aiginger,K. 2009). The government has also bailed out many organizations due to large financial obligations. About 70% of GDP growth attained in the euro area and 40% of the same in the US due to the financial sector leverage [7]( carmassi et al, 2009). This is the key issues for the prevalent pressure in the European banking system. United States may be precursor of this current scenario, but the fragility persists in the European financial sector caused them badly and exposed to losses from US assets. An additional feature that made Europe more exposed to the crisis situation like the US is asset price bubble [7]( carmassi et al, 2009). Europe experienced the same real estate price bubble. During 2006-2007 house prices are less in US when compared to Europe, this is the key distinction involving the United States and the Europe [7]( carmassi et al, 2009). The banks in United States and Europe had excessive leverage and also the renovated maturity which are mistakenly manipulated by the regulatory system and allowed by the monetary policy. AGE WAVE THEORY: The additional cause for this economic slowdown was given by Ken Dychtwald, Ph.D in his Age wave theory [4] (Dychtwald, Ken, 1989). According to him, the persons who were born during 1947 to 1966 are called as baby boomers. According to the statistics the economic trend suitably followed as the baby boomers grow. Baby care books sales recorded a high during those initial years. Baby foods were consumed more during 1950s. The toy industry sales also reached record growth as the children grows. When they reached the teenage soft drinks sales and movie tickets sales reached the maximum. When the boomers enter the workforce during 1970s there was a record growth of 29%. Mini vans and SUVs dominated the automobile industry during 1980s and 1990s as the baby boomers started to raise their families. During 2007-2009 the workforce growth is just 12% due to the retirement of the baby boomers , and this may also be one of the reasons which kindled the crisis [5] (Dychtwald, Ken et al 2006). FUTURE REMEDIES: In order to tackle future recession, the UK government needs to follow some regulations. The economic policy should support the total demand by increasing the public demand or by providing inducements to encourage private expenditure [2] ( Aiginger,K. 2009). Monetary policy should be reintroduced to increase the money supply which has reduced interest rates. To improve the structure of taxation, fiscal policy is to be followed. It includes national and international stimulus packages. The European model to be followed [2] ( Aiginger,K. 2009), it includes strategic spending i.e., to invest in future technologies, education, research and development and green technology. Government and financiers should try to compress the scam and increase the capital requirements for banks .They also should follow the regulations and it would be compelled to hold sufficient funds to cover their normal operations. In order to reduce the jeopardy, the bank should bear all the risks and also increase their transparency, their accounting ethics are to be modified accordingly and also to be included in the asset definition. It is crucial that the current land rationing policies should wither as soon as possible. Capital requirements are to be set adequately so that it cannot be evaded by the mediators to raise liquidity [8] (Minsky, H. (2008) .The simple way of doing it is to set capital requirements with reference to total assets and no gimmicks allowed. The main cause for the delude information for investors and obstinate incentives are the assets with maximum risk. [6] (Gros, D. (2009). These assets should be scrapped to maintain the economy. The government should provide guarantees by affording small pensions and loans and also it should fight poverty by employment. The youth unemployment problem can be tackled by training and also making informal jobs more professional. By increasing the choices the supply and demand stability can be maintained. These aforementioned strategies are to be followed by the UK government in order to maintain the stability and also to prevent the arrival of the current scenario [10] (Greenspan ,A. 2009). CONCLUSION: Brian Cowen, the former finance minister says that, If I am right, the next financial crisis, when it comes, stands to make the last two years look like a warm up [11]. So the optimism and complacency natures should be discarded and follow the policies and also the remedies as mentioned above to restore the trust and balance in the system.

Bharti AIRTEL Case Study

Bharti AIRTEL Case Study Bharti Airtel is a public limited company commonly known as AIRTEL .it is a Indian telecom company which is currently operating its business across south Asia, Africa and channel islands, it is also into the GSM providing business in all the countries including 2G3G services. Due to its operations in 19 countries, Airtel is now the 5th largest telecom operator in the world with over207.8 million subscribers at the end of 2010. It is the largest cellular service provider in India with over153 million subscribers, behind china mobile and china Unicom Airtel is the third largest operator by subscriber base. TYPE public INDUSTRY telecommunication FOUNDED 7 JULY 1995 FOUNDER Sunil Bharti mittal HEADQUATER New Delhi AREA SERVED South Asia, Africa, Channel Island SERVICES Mobile network Wireless Landline Broadband Satellite television REVENUE 9.290 billion OPERATING INCOME 2.313 billion PROFITS 2.079 billion TOATAL ASSESTS 15.527 billion TOTAL EQUITY 9.491 billion EMPLOYEES 24,501 PARENT Bharti Enterprise (63.45%) SingTel (32.15%) Vodafone (4.4%) WEBSITE airtel .com BOARD OF DIRECTORS Sunil Bharti Mittal Manoj Kohli Joint Akhil Gupta Chua Sock Koong Tan Yong Choo Nikesh Arora Pulak Chandan Prasad Lord Evan Mervyn Davies H.E. Dr Salim Ahmad Salim Tsun-yan Hsieh Rajan Bharti Mittal Rakesh Bharti Mittal Craig Ehrlich Ajay Lal Bashir Abdulla Currimjee Mauro Sentinelli N.Kumar H.R POLICIES OF ORGANIZATION Strategic human management means formulating and executing human resource policies and practices of the organization that produce the employee competencies and behaviours the company needs to achieve its strategic aims. The strategic plan implies certain workforce requirement, in terms of employee skills, attributes, and behaviours that HR must deliver to enable the business to achieve its strategic goals. SERVICE RULE In Airtel you are an at will employee, this mean you are working at your own will without any force or pressure, before you join the company you must sign terms and condition agreement that will state corporate governance of the company that must be followed by all employees, in violation of the agreement, it can lead to termination of the employment. Employees must report to their superior and maintain disciplinary work. All employees will be paid monthly by cheque procedure. In case of leave employees must draft a detailed application mentioning the reason for leave. Lunch break of 1 hr will be provided Camera monitoring will be done to check the fair work of the employee. PROMOTION POLICY RULE A Policy under which employee gets promotion in the organization which is a reward for excellent performance. Generally to be eligible for promotion a employee must have successfully completed 6 months of employment in Airtel . Internal application process is being carried out and previous records are checked and performance is analysed. Further written test and interviews are done for promotion process. WAGE STRUCTURE The internal relationship between different jobs and wages helps the firm to decide its wage structure. 60% of Employees in Airtel are on variable pay structure which means they are paid according to their work done. At AIRTEL strong pay for performance culture maintains the internal equity. AIRTEL take into consideration factors such as performance and maintaining internal equity to ensure people at same level (in the organization hierarchy) and same performance are paid at the same level. EMPLOYESS MOTIVATION AND WELFARE SCHEMES Motivation is an effective tool for inspiring the workforce and creating confidence among the employees. The work force will be satisfied if management provides them with opportunities to fulfil their physiological and psychological needs. The workers will cooperate voluntarily with management and will contribute maximum to organizational goal. The rates of labour turnover and absenteeism among workers will be low. There will be good human relations in the organisation as friction among the workers themselves and between the workers and management will decrease. AIRTEL always promotes motivation by rewarding the talent through a TOTAL REWARDS APPROACH, performance bonuses, guaranteed cash and also stock option. Tremendous growth in career opportunities makes life at AIRTEL exciting and encouraging towards performance. Motivation tools like on job grooming, involvement in key projects, monitoring programs and exposure across various businesses, AIRTEL offers all its employees, guaranteed job satisfaction resulting in a Total Employee Proposition. Family friendly work options: Flexible time system, telecommuting , part time options. Maternity/ post natal benefits: 12 weeks maternity leave, leave extendable up to 6 months, flexi work location, flexi /part time options. Revised sabbatical policy: Allows for time off for enhancing education up to 1 year personal exigencies limited to half yearly . Travel policy revision: Includes two additional safety norms for women employees. Employee referral policy: Enhanced monetary benefits for referring women employees across all levels. Mentoring program: Initiated for high potential middle management women employees mentoring by senior women supervisor. HEALTH SAFETY RULES All employees have to submit a medical certificate mentioning the physical and psychological fitness. Regular medical check up promotion is done by the AIRTEL group. Suppliers dealing with Bharti Airtel shall comply and adhere to all laws, regulations and guidelines on environment, health and safety. Suppliers will ensure that all new service offerings as well as new product designs are in compliance with the relevant environmental regulation and guidelines, at the time of implementation at Bharti Airtel. TRAINNING AND DEVELOPMENT Vast pool of human resource time to time upgraded in terms of leadership and technical skills through various outsourced and in house training development activities such as process and project management skills and technical skills. By providing world class resources and combined efforts by AIRTEL many employees are being trained and developed to become future leaders . The companys HR is continuously working on launching various initiatives like on job training, apprenticeship training, programmed learning, simulated development, computer base training. AIRTEL also believes in internet based training which includes Teletraining Videoconferencing Development initiative by the company is directed by job rotation in which a management trainee moves department to department for overall learning in organisation. Case study method is also adopted by AIRTEL. Outside seminars are arranged for both employees and employer. (b) Identify any 3 Jobs (one each at Entry Level, Middle Level and Senior Level) within that chosen company. Entry level- sales executive (broadband) Middle level- Area manager (sales) Senior level- General Manager (new business development) JOB DESCRIPTION JOB SPECIFICATION Job description- A list of a jobs duties, responsibilities, reporting relationship, working conditions, and supervisory responsibilities. Job specifications- A list of a jobs human requirements, that is, the requisite education, skills, personality, and so on. Job description Sales executive- main aim is to sell broadband connections to the multinational corporation. Cultivate new broadband customers. Briefing the new product regarding broadband to customer Field survey to gather new demand preference in the market Job specification Experience 1 to 2 years Location Ncr/ Delhi Compensation : Rupees 65000 1,22,000 Education: UG GRADUATE, ANY SPECIALIZATION, PGDM in any area Industry Type: Retail Role: Sales Exec./Officer Functional Area: Sales, Job description Area manager- Achieve targeted net adds for all products (voice prepaid/post-paid, data, VAS etc), ensuring quality, across all available sales channels (Distribution, Retail) / CS in the area office Achieve channel infrastructure enhancement targets. Achieve revenue sales target across all products and channels of organisation Manage changes in , organization, trends, people to ensure quality satisfaction with continuity and smooth operations Coaching, monitoring, mentoring and retention of team member Job specification Experience: 9 12 Years Location Ncr / delhi Education UG Graduate Any Specialization PG Course good communication skills Industry Type: Telecom/ISP Role: Area Manager Functional Area: Sales, Job description General manager- To formulate new business development strategies identifying new business opportunities. To manage the IT sector within the organization. Mange the corporate affairs with other multinational corporation Building strong connections with business partners. Strategy and Implementation of All Business SLAs Managing client SLAs for operations Transition management account growth Cross-functional collaboration to enhance performance improved strategies. Workflow Management, Hiring support capacity planning Setting-up and managing operational practices Identify opportunity areas and implement the process for more improved strategies Job specification Experience: 14 20 Years Location: NCR/ delhi Education: UG Graduate Any Specialization PGDM/MBA Any specialization , excellent communication skills Industry Type: telecom Role: Head//GM-Operations Functional Area: IT, research development. DETAILED RECRUITMENT AND STAFFING PROCEDURE AIRTEL HIRING PROCESS APPLICATIONS In AIRTEL existing opening are monitored and accordingly position procedure are being carried out matching candidates profile and area of interest. SCREENING Matching of the profile is done by the company with respect to its requirements and needs. ASSESMENT An aptitude test is required for the job of front line sales. For considering the middle and senior level job occupational personality questionnaire done. INTERVIEW Airtel takes 1-3 rounds of interview process. VERIFICATION In case of final selection credentials are being verified by the company before joining of the candidate. After this process final appointment letter is being offered with companys terms condition memo, that every employee must sign. COMPENSATION PATTERN: INCENTIVES AND BENEFITS AIRTEL FOLLOWS Performance and pay policy Incentive pay scheme- managers often use two terms synonymously incentive plan for the employees, that is applicable to sales over the target achieved. As discussed earlier 60% of the AIRTEL employees are on variable pay that ties to pay to productivity or profitability in one time lump sum. Merit pay as in incentive is generally done by the company for excellent performance by employee in last term of his/her employment AIRTEL also provides NON- MONETARY incentives which includes Employee recognition Gift certificates Special events Merchandise incentives Free training programs Commission plan BENEFITS Benefits are indirect financial and non financial payments employees receive for continuing their employment. They include things like health and life insurance, pensions, time off with pay, and child care assistance. DISCRETIONARY BENEFITS PROVIDED BY AIRTEL EMPLOYER Life and health insurance for family and dependents Housing, subsidiary on housing loans subsidiary ,conveyance allowance, telephone and entertainment allowance, recreational benefits like health clubs and hobby classes, soft loans for asset building. Different types of leaves like study leave, extraordinary leave. Executive perquisites like chauffeur driven car, petrol allowance, and family holidays. Pay for time not worked benefits for time not worked such as unemployment insurance, vacation, and holiday pay, and sick pay. EFFECTIVE TRAINING AND METHODOLOGIES AIRTEL EFFECTIVE TRAINING METHODS For effective training five steps are followed The first, or needs analysis step, identifies the specific job performance skills needed, assesses the prospective trainees skilled and develops specific, measurable knowledge and performance objective based on any deficiencies. In the second step instructional design, you decide on, compile, and produce the training program content, including workbooks, exercise and activities. There may be a third validation step, in which the bugs are worked out of the training program by presenting it to a small representative audience. The fourth step is to implement the program, by actual training the targeted employee group. Fifth is the evaluation step, I which management assesses the programs successes or failures. METHODOLOGIES ADOPTED BY AIRTEL On job training means having a person learn a job actually doing it. Every employee from mailroom clerk to CEO gets on job training when he or she joins the company. Informal learning after a survey done by AIRTEL it was discovered that 80% of the employees learn on the job they learn not through formal training program but through informal means, including performing their jobs on a daily basis in collaboration with their colleagues. Job instruction training program takes place every month in AIRTEL in which logical sequence of steps are best taught step by step. On quarterly basis programmed learning is followed by AIRTEL in which self learning methods that consist of Presenting questions, facts, or problems to learner Allowing the person to respond Providing feedback on the accuracy of answers. OTHER MODEL METHODOLOGIES Computer base training Internet based training Organizing virtual classroom Research method Case study methods University-related programs Role playing Behaviour modelling In house development centre SUITABLE PERFORMANCE MANAGEMENT SYSTEM Performance management- a process that consolidates goal setting, performance appraisal, and development into a single, common system, the aim of which is to ensure that the employees performance is supporting the companys strategic aim. In AIRTEL performance management system is by the process of planning, monitoring, developing, rating, and rewarding. AIRTEL also focuses on its key result areas (KRA) for better management. AIRTEL performance appraisal include Informal review Formal review IDP Appraisal review and Appeal. CONCLUSION AND RECOMMENDATIONS Bharti AIRTEL is doing exceptionally well in recent times it is expected with same quality services in the present scenario it will overtake china Unicom in few years making it the world leader in telecommunication. Entering in African and Channel Island indicates it desire for expansion and to become globally known company, with the same pace it might also enter in other continent to increase its global market share. Good relations with business support partners like Ericsson, Siemens networks and IBM makes its outsourcing quit well Companys profit and assets are increasing good rate, it is expected in year 2020 it will cross 3.09 billion turnovers. AIRTEL strong HR policies help in maintaining its corporate governance structure. AIRTEL can enter into the mobile market in India as demand is at its peak. Better customer schemes support services would make AIRTEL to capture the competitor market.

History of the Olympics Essay -- essays research papers

While watching the 2002 Winter Olympic Games in Salt Lake City this year I became interested in how the games started and what they were like in previous years. The Olympic Games as we know them have only been around since the first modern Olympiad, which was held in Athens in 1896. However, the tradition of athletic competition has been around longer than history itself. Athletics in Ancient Civilization Athletic competition was always an integral part of life for the members of ancient Egypt, Mesopotamia, and Greece. Physical fitness was extremely important, and children would start being trained to compete at a young age. Kings, pharaohs, and nobles spent much of their time training and preparing to compete in their athletic contests. These competitions took place as early as 3,000 BC in Egypt and Mesopotamia, but were only attended by the kings, pharaohs, and nobles of the time. Archeologists found evidence of early athletics on the tombs of the Egyptian pharaohs Ptahotep, Akhethotep, and Ramses III. Each of them included a carved depiction of two men in a wrestling scene grappling one another and trying to throw each other to the ground. Some of these scenes show the presence of an official, while others show the defeated athlete on the ground with one hand raised into the air, indicating a submission. The Egyptians were also known for playing all types of ball games and participating in boxing, equestrian, gymnastic, boating, and stick fighting competitions. Ancient Minoans had their own original sport they enjoyed participating in. Unlike modern day cowboys that ride bulls, Minoans would gather for a celebration and watch their athletes spring off the ground and jump the backs of the bulls. This "bull leaping" is depicted on all types of Minoan art, and was considered an important part of Minoan culture and their religious festivals. The Origin of the Olympics During the colonization period of 750 to 550 BC, warrior life began to decline in Greece, and the emphasis turned to physical fitness. Gymnasiums, stadiums, and training facilities were built by each of Greek's city-states. Athletic competitions began, and any one with the money to train themselves could participate. Even those without money, could sometimes acq... ... were not nationally chosen like they are today, but rather came individually and at their own expense. Some of the contestants were actually tourists who happened to be in the area during the Games and decided to participate. Athletes also wore their athletic club uniforms rather than a national team outfit because the countries did not sponsor the athletes. Events in Athens included: Pole vaulting, sprints, shot put, weight lifting, swimming, cycling, target shooting, tennis, marathon and gymnastics. All of the swimming events were held in the Bay of Zea in the Aegean Sea, where athletes had to make their way through obstacles such as the twelve foot waves and freezing temperatures. The revival of the Ancient Olympics attracted athletes from 14 nations, with the largest delegations coming from Greece, Germany, and France. A total of 245 athletes competed in the 43 events, to make the Athens Olympic Games a huge success and the beginning of a revived tradition of international competition. On 6th of April 1896, the American James Connolly won the triple jump to become the first Olympic champion in more than 1,500 years.

Stonehenge :: essays research papers fc

Stonehenge, the most famous Neolithic monument, had a great significance to the ancient people of England. The monument, which is located in the Salisbury Plain, was built and reconstructed many times starting in about 3200 BC to about 1650 BC. The stones that were used to construct the monument weighed anywhere from 25 to 50 tons apiece, in some cases the stones had to be dragged to the plain from up to 20 miles away.(Marvin Perry,19) Stonehenge went through three major phases, the first of which was when the ancient people created a bank of chalk and a ditch, inside the bank there was 56 pits. The second phase was when 82 blocks of bluestone, about 4 tons each, were brought to the site. Using the bluestone the ancient people made a double circle in the bank and they formed an avenue leading to the River Avon. The third phase was the ancient people removed the bluestone and replaced it with sandstone, weighing 25 to 50 tons each.(Stonehenge,1) The main reason for Stonehenge being bu ilt by the ancient people of England was as a calendar because they needed a way of keeping track of important dates. The ancient people of England didn't have a formal calendar like today's society does. For this reason they had to rely on other ways of keeping track of the time during the year. In this particular case the ancient people of England used the Stonehenge for record keeping. "In 1964 the American astronomer Gerald S. Hawkins reported findings obtained by supplying a computer with measurements taken at Stonehenge together with astronomical information based on celestial positions in 1500 BC when Stonehenge was in use."(Encarta, 1) Hawkins believed that the ancient people were able to gather information about the sun and the moon, with accuracy. He believed that Stonehenge was used to predict the seasons by examining the position of the sun and moon to the earth. Stonehenge's axis is pointed in the direction of the sunrise at the summer and winter solstices, for this reason some scientists believed that ancient people were able to predict eclipses of the sun and moon by their p osition in relation to the monument. The ancient people of England had many religious beliefs that they followed and believed in. They also probably had religious holidays that they had some kind of ceremony for. Some people believe that they used Stonehenge to determine what time of the year it was and to figure out what religious ceremonies were coming up.

The History of Iwo Jima Essay -- Military History

Introduction The island of Iwo Jima is just one of the many islands in the pacific that make up the island chain of Ogasawara. The Ogasawara chain of islands are located approximately 750 miles south of Tokyo. In comparison to most of the other islands in the pacific Iwo Jima is relatively small, in fact it is only four and a half miles long by two and a half miles wide. The geographic layout of Iwo Jima consists of a dormant volcano on the northern side called Mount Suribachi and a flat stretch of land to the south. So why is such a small island so important? After the surprise attack by the Japanese on Pearl Harbor America needed a place to stage aircraft for conducting bombing runs on Tokyo, Iwo Jima provided the best place to host our fleet of bombers. History Before the war Iwo Jima was inhabited by the Japanese. There was a small fishing village and a very small military installation that consisted of a garrison of the Imperial Japanese Navy. All together there was only a population of 1018 people. However, through out 1944 the Japanese removed all the civilian population from the island and began a massive build up of the military stationed there, by the start of the war there were over 21000 Japanese soldiers on the tiny island. Planning/Preparation The Japanese commander in charge of Iwo Jima was General Kuribayashi. General Kuribayashi believed that America would attack Iwo Jima just the same as they had attacked every other target, with a massive aerial bombardment. Kuribayashi was ordered to build up Iwo Jima the same as every other Japanese base even though they had proven to be useless against the aerial bombing techniques that America used. Despite what other Japanese officers above General Kuribaya... ...olicy denying nuclear weapons on Japanese soil. REFERENCES Chen, Peter, C. (n.d.). Battle of iwo jima. Retrieved from http://ww2db.com/battle_spec.php?battle_id=12 O'Brien, Cyril, J. (n.d.). Iwo jima retrospective. Retrieved from http://www.military.com/NewContent/0,13190,NI_Iwo_Jima2,00.html Trueman, Chris. (n.d.). The battle of iwo jima. Retrieved from http://www.historylearningsite.co.uk/battle_of_iwo_jima.htm Miller, Kimberly, J. (n.d.). Battle for iwo jima: Wwii fact sheet. Retrieved from http://www.history.navy.mil/library/online/battleiwojima.htm Morison, Samuel, E. (1960). Victory in the pacific, 1945 – history of the united states naval operations in world war ii. (Vol. 14, p. 389). Boston: Little Brown. James Bradley. , & Ron Powers, (2000). Flags of our fathers. (p. 384). New York, Toronto, London, Sydney, Aukland: Bantam Books.

Mold level control devices and systems

IntroductionContinuous casting of steel is a procedure with many factors involved. If any of those factors are non controlled it can hold inauspicious effects to both the steel produced and the equipment bring forthing it. This paper will briefly travel over the demands and equipment needed to adequately command the degree of steel in a uninterrupted casting cast every bit good as jobs that arise if non decently controlled.Reason For ControlThe steel ‘s semilunar cartilage ( top of liquid ) needs to be monitored and controlled for a figure of different grounds. The most obvious grounds are to forestall the steel from overruning the cast or from the cast going drained. Both of those instances would ensue in liquefied steel falling onto the equipment below the cast, doing harm and halting of the procedure. Steel over the cast will slop out and it will besides forestall lubrication from come ining the cast pit. In the instance of excessively small steel nowadays in the cast, the s um of clip the steel is in contact with the cast will be excessively short. If the outer part of the steel does non pass adequate clip near the cast walls, a shell of equal thickness to incorporate the internally liquid steel will non be formed. This would do a jailbreak, leaking molten steel and holding production every bit good. If it was merely those two extremes mentioned above, the allowable degree in the cast would be big and merely necessitate a simple method to keep steel degree within that scope. But it has been noticed industrially that fluctuations in the semilunar cartilage degree can hold noticeable effects on the surface quality of the ensuing product1,2. The formation of laps and bleeds on the steel surface every bit good as deepened oscillation markers have been accredited to limitations on lubrication flow caused by traveling semilunar cartilages. Laps and bleeds are proposed to be caused when lubrication is blocked and the outer steel shell is allowed to touch the cast wall1. That contact bonds the two surfaces together doing cryings to organize in the steel tegument let go ofing liquefied steel. Even the cause of lubrication loss can be its ain job. If the limitation is caused by the semilunar cartilage making the scoria rim, the rim can do denting in the steel surface and can be broken off onto the steel surface through scratch ( Fig. 1 ) . The deepness of oscillation Markss formed by the cast ‘s oscillation is related to the fluctuation way of the meniscus2. Since oscillation Markss are a byproduct of the speed differences between the cast and steel during denudation, a alteration in the semilunar cartilage degree would alter the comparative speed between the two. So, when the semilunar cartilage rises, more steel progresss per oscillation shot which increases the distance between markers but besides increasing the deepness of the marker ( Fig. 2 ) . On the other manus, when the steel degree in the cast lowers, the antonym is seen and the markers are closer together but each is shallower because of it.Equipment To MonitorThe basic mold degree control systems relied merely on feeling devices at the cast to supervise the degree of the steel within it. Two chief options for the finding of steel degree are thermally supervising the cast or optical review of the meniscus1,3. The thermic method requires the installing of thermocouples within the cast above the coveted steel degree. The temperature at the thermocouples can be used to find their distance from the liquefied steel. The job with this method was complication in graduating it, since the temperature-to-distance computation would necessitate the thermocouples ‘ exact distances up the cast and within the cast every bit good as the heat transportation rate through the cast, its chilling rate and the initial temperature of the steel. A presently preferred method is an optical detector positioned above the cast that straight observes the steel degree. Other countries that require monitoring are the usher axial rotations, the tundish, and the province of the tundish-to-mold flow regulator ( either a stopper rod or a slide gate valve ) ( Fig. 3 ) 4. The set projecting velocity of the steel is monitored through the usher rolls below the cast. The tundish is monitored to find the deepness of steel in the tundish since its ensuing metallostatic force per unit area caput will impact the flow velocity into the cast. The place of the flow regulator is required so that the cross sectional country of the tundish-to-mold flow can be calculated. Many parts are needed to interact with each other to travel a flow regulator3. At the regulator itself there are motion limitation forces to see. For slide gate valves both clash with its holder and force per unit area from the fluxing steel can impact motion, while for a stopper rod clash against the liquid steel every bit good as perkiness within that liquid demand to be considered. About all flow regulators are moved by usage of a hydraulic device. The force per unit area within a hydraulic cylinder is non ever of a degree to do motion, so the hold clip to construct up equal force per unit area to travel the flow regulator should be noted. The other beginning of response hold is from the electrical detector commanding the hydraulic system. All electrical switches have a deadband value which is the minimal electromotive force signal needed to trip a response. Taken together, the holds caused from electromotive force and force per unit area build up and get the better ofing clash ca n show about half a 2nd hold between computing machine bid and physical accommodation.Computer Control MethodsAll the centripetal readings are inputted into a dynamic control system that determines what accommodations are needed to command the steel degree in the cast. The exact type of control system used presently is a closed-loop automatic control regulator ( Fig. 4 ) 5. This type of accountant does non necessitate human input, regulates the end product ( in this instance steel degree ) to a set value, and mentions prior end product readings for future determinations. The accountant is divided into two chief countries of concern: bid response and perturbation rejection3. Command response trades with doing major accommodations to the system to make the programmed steel level3. This is accomplished by executing a mass-flow balance for the mold4. This portion of the accountant modus operandi is dominate when the cast is ab initio make fulling up or when the degree of steel demands to be changed to a new set point. Once the coveted degree is reached in the cast, all that is required of this portion of the control plan is to maintain the incoming volume rate equal to the outgoing volume rate. The outgoing rate is equal to the projecting velocity from the usher axial rotations multiplied by the face country of the casting. The ingoing rate is based on the tundish-to-mold flowing velocity caused by the deepness of steel in the tundish and its corrected flow country. Adjustment is needed for computation of the ingoing volume rate since frictional forces curtailing flow alteration based on flow speed and turbulency. Disturbance rejection trades with minimising the mistake difference between the current steel degree and the mark steel level3. When the steel degree is near to the mark value, the bid response is used maintain the current mold degree while the perturbation rejection everyday Acts of the Apostless to rectify for minor fluctuations in steel degree. These fluctuations from the mark are normally the consequence of nose clogging, but can besides be caused by other things. There are two major methods for minimising mistake, through a formulated response or through an expert system. A expression modus operandi at the simplest contains a relative invariable that is multiplied by the mistake to rectify the end product system4. While this corrects for the mistake it besides can bring forth extra fluctuation in the steel degree, unless a differential invariable is besides used. By multiplying a changeless by the rate of steel degree fluctuation the rectification response is damped and will settle to the mark degree bit by bit. By utilizing this, the mark degree will non be overshoot ensuing in changeless gap and shutting of the flow regulator and seting unnecessary wear on it. Additional expression parts, like a fuzzed control term, can be used to accelerate response4,6. An expert system everyday uses pre-programmed responses for outputs7,8. It takes the input degrees, and based on anterior technology cognition, picks a predetermined action. While this everyday type is faster and simpler to make than a formula modus operandi, it does non hold the same degree of preciseness.DrumheadThe surface quality of uninterrupted dramatis personae steel can be greatly affected by motion of the steel semilunar cartilage in the cast. To acquire the best surface quality possible, the fluctuation scope of the semilunar cartilage should be minimized every bit much as possible. Through supervising the volume flow rates into and out of the cast, every bit good as the alteration in steel degree, the steel degree in the cast can be controlled. In add-on, jobs with steel flow into the cast can be corrected for by usage of computing machine modus operandis.Mentions1. S. Kumar, B. N. Walker, I. V. Samarasekera, and J. K. Brimacombe: â€Å"Chaos at the Meniscus – The Genesis of Defects in Continuously Cast Steel Billets† , 1995, 13th PTD Conference Proceedings, pp.119-141 2. B. G. Thomas, M. S. Jenkins, and R. B. Mahapatra: â€Å"Investigation of Strand Surface Defects Using Mould Instrumentation and Modelling† , 2004, Ironmaking and Steelmaking, Vol.31, No.6, pp.485-494 3. H. L. Gilles, J. A. Stofanak, I. W. Whiteman, and J. W. Brunicon: â€Å"Dynamic Modeling of Slab Caster Mold Level Control† , 1995, 13th PTD Conference Proceedings, pp.263-277 4. D. Lee, Y. Kueon, and S. Lee: â€Å"High Performance Hybrid Mold Level Controller for Thin Slab Caster† , 2004, Control Engineering Practice 12, pp.275-281 5. G. F. Franklin, J. D. Powell, and A. Emami-Naeini: Feedback Control of Dynamic Systems, 4th Ed. , 2002 6. E. J. Saarelainen, P. Lautala, M. Inkinen, and J. Johansson: â€Å"Steel Caster Mold Level Control Using Fuzzy Logic† , 1995, 13th PTD Conference Proceedings, pp397-402 7. Y. S. Kueon, and S. Y. Yoo: â€Å"Mold Level Control in Continuous Caster Via Nonlinear Control Technique† , 1997, Automation in the Steel Industry 8. T. Watanabe, K. Omura, M. Konishi, S. Watanabe, and K. Furukawa: â€Å"Mold Level Control in Continuous Caster by Neural Network Model† , 1999, ISIJ International, Vol.39, No.10, pp.1053-1060