Jake Carlson. Cullen, Engc 1101-33. Argumentative Essay.

Jake Carlson Cullen, ENGC 1101-33 Argumentative Essay 03/19/2017 1376 word count The United States’ Admission of Guilt for the Invasion of Native American Land Americans hunted, imprisoned, raped, and murdered Native Americans. Cherokees surviving the onslaught were forced on a 1,00-mile march to the established Indian Territory with few provisions. Approximately 4,000 Cherokees died on this â€Å"Trail of Tears†. (Library of Congress 1) In the 16th century Europeans began to make appearances in North America. By the late 1700’s most tribal lands on the east coast were occupied by Europeans. In 1776 what we know now as the United States of America was founded. For many years to come Native American tribes fought against England, France, and†¦show more content†¦Doing so will help citizens to expand their conceptions of the land and begin to appreciate it’s many resources. Which is equally significant when one considers the recent climate changes and negative effects of human pollution of the earth. Some opponents argue that intrusions of sacred Native American land and that harnessing natural resources from sai d land is irrelevant in today’s day and age. But it must be argued that this assertion is false and that current events such as the recent standoff at Standing Rock Reservation over crude oil pipelines in North Dakota have proven that this issue is still alive and well in American society. The United States has been ignoring their contribution to one of the greatest genocides and largest land invasion in human history for some time. It is time that public schools and educational systems recognize this and begin to tech children the truth of how the United States was founded. I can attest to being taught in public schools, that the Pilgrims came over on the Mayflower and ate Thanksgiving dinner with the Indians at Plymouth Rock. In school, they made it seem like coming to The New World and taking over multiple different independent nations was something that should be easy and was decided over dinner. At home, my great grandmother would tell me â€Å"Christopher Columbus and his Pilgrims were no friends to us. They killed, raped and pillaged our people.†. Of course, being a young child and hearing

Quality Customer Service and IT Free Essays

In times past quality service was not important to managers and staff that worked for the County of San Bernardino. However due to the proliferation of corruption and mismanagement taxpayers are demanding more for their dollar. It is a known fact that when local government is run efficiently more people can be put to work. We will write a custom essay sample on Quality Customer Service and IT or any similar topic only for you Order Now The money saved from this can in turn be used to benefit the local cities. Civic improvements can be made instead of paying for people to sit at home. To create this quality service information technology needed to be implemented. This where the BAS or (Business Applications and Support) division enters the picture. The mission of BAS is to provide quality computer software support through a customer service oriented methodology. A while back, before ITSD, there were ASU (Automated Systems Unit) analysts who lead and coordinated automation projects. They would gather up the requests from the different SSG divisions/departments, do a preliminary analysis, write a work order stating the request and/or problem that was to be solved through automation. The work order would then find its way to ISD (Information Services Department) where it would be assigned to a programmer analyst who would do an in-depth analysis with the help of the ASU analyst and define the requirements for the automation project. The programming would begin and soon, a new program was created and deployed. The requests and problems soon began to multiply and expand until it was like a virtual snowstorm of requests, too many for one small unit to keep under control. Help arrived around 1990 in the form of the Automation Project Administrator – the first of the Automation Coordination Specialists gathered together to relieve some of the burden falling on ASU. The Automation Project Administrator soon gathered in a handful of Automation Coordination Specialists who took on much of the job of the initial analysis of automation requests and problem definition. They met with the users, defined the problem, wrote the initial work order, which then went to ASU to forward to ISD, and often worked with the ISD programmers. The two units, ASU and ACU, found themselves still unable to keep up with the many automation requests, particularly since ASU had years before branched out into computer hardware requisition and maintenance. Then came Information Technology and Support Division (ITSD). ASU and ACU merged into one entity, a small (but growing) and mighty automation division. ASU became Systems Operations and Support (SOS) and ACU became BAS – Business Applications and Support. The BAS Analysts do in-depth analyses of computer software requests, working with the users and their management, write detailed functionality and design specs and work with the programmers to make sure that the final product is what the user requested and will meet the needs of the department. Support nearly all software applications within SSG, including the TAD Mainframe Benefit Issuance System; GAPPS, CWS/CMS and a myriad of PC based applications as well as intranet/internet. A change in technology has occurred in the past, and will continue at increasing rate. What will we use in five short years, in ten years†¦. the future of office automation will be achieved by all of us working together. This is important in this day and age when quality customer service is the buzzword for all branches of civil service. The attached chart shows what the long-term plan is for the County of San Bernardino. These improvements will enable the line worker to put more people to work and less people on the public dole. How to cite Quality Customer Service and IT, Essay examples

Challenges of Managing Global Team

Question: Write about theChallenges of Managing Global Team. Answer: Introduction Today, there are so many companies that are rapidly adopting and increasing the horizons of the organization by expanding in many international locations. To get some success, it is important to be recruit global team which will open up the way to connect as well as engage with people in a more geographic manner for so many employees as well as the company. It not only opens so many doors for the company in term of opportunity but it also leads to decrease in the cost as far as global collaborations are concerned, and it also ensures that there is greater speed in operations as well. Literature Review Literature Review Scope A virtual team has to function in a manner that companies can form a structure in a traditional manner as well as also evaluate the overall performance of the global team. There is a large number of a virtual team which also proves to be very beneficial however it is not that simple since there are the number of issues as well which management of the global team has. Development of global leaders and also keeping some control on the way people engage in work and also grow the team in a global manner (Boin et al., 2013). The organizations will also have to supervise and evaluate many teams working long distance and also the development of a global kind of mindset is important where an organization is functioning to understand the stand completely. Literature Review Objectives The main goal of the discussion is to be clearer about the number of challenges in the management of international teams. It is also vital to do some RD and understand the issues that arise for the company which is dependent on global teams for operations. Literature Review Comparative Analysis To gain some advantage being international companies, it is important for organizations to depend on diverse employees from different locations completely. They also need to build teams that provide the best type of functional based expertise from all across the world which is later mix with detailed and local knowledge of great opportunities present in those markets. Further, it also assists in drawing number of benefits from diversity internationally and also bringing a different kind of talent from diverse cultures along with diverse work experiences. It also covers a different kind of approaches to work and make the organization more competent in terms dealing with the global market (Boin et al., 2013). Every such element assists the companies to be able to be more effective in competition in the current business and market. But at the same time, managers also have to lead the teams and manage people with different cultural values and work ethics and this in itself is the biggest challenge. Creating some success at forming a team and also, it is challenging when each member of the team is working in local environment at the same time with people globally without actually sharing the same location. It is very easy to have loads of misunderstandings in such situation since the members of the team are sitting in different locations and are working at different times. So there will be less communication and cooperation, and it will create some distrust. A company's culture impact can also be shared with local talent, however, in the current time no matter what is the size of the company; work often expanded in the whole world. Software like SAP or many others, companies can manage teams sitting at the diverse location at the same time. This is why, organizations are just not limited to geographic location and specifically when it comes to management of talent based on the selection regarding acquiring local workforce (Crane and Matten, 2016). Following is the d etailed discussion of some of the crucial challenges that any organization faces while managing the global workforces: - There is no clear situation while functioning with the global team with diverse as the well contrasting culture as well as language. It is very normal for a member to understand key ideas and also to get completely lost in the overall language cycle. There is a number of reasons for this first being language barrier, poor connection or when there is multitasking of work from different ends (Johnson, 2014). It also gives rise to many kinds of gaps, and one must wonder about the level of communication which never uses to sink in starting. It is also crucial to put every important announcement in written form along with one to one communication on calls in clear words. This method ensures that each member of the team has the same kind of understanding of the decision. This completely impacts the level of decision making and especially when it takes a lot of time to schedule one single meeting and manage to get every team member in the meeting because of location difference. Also, there is no understanding of the situation as well, and the overall decision making can result in slow speed. It is very crucial to communicate along with different directions as well as number of different strategies for one to one interaction (Johnson, 2014). The idea is to make team member more present in the work and decision-making and also share ideas to be able to get so many feedbacks which will further help in improving the effectiveness. Interaction with employees in person is very crucial since it helps in motivating them and boosts the morale of the work team along with better collaboration. It is very difficult to resolve a conflict if it exists on the global team. Working via emails further make it difficult to deal with many issues and also get everybody at the same conclusion. The whole tone along with attitude plays a crucial part in interaction with the employees, and when there is ignorance in this, small issues can become hard to resolve or manage. In this situation, manager should ensure that any tough decision should be communicated in a phone call and not on any email (Erez et al., 2013). The reason for this is written messages are difficult to communicate the real intent which in a phone call can be made clearer. Culture difference is also an issue where big organizations dependent on communication and there will be bonding among different members of a team. These equations can be an issue for many global teams when it comes to management and also defining it in a right manner. It is very crucial here to have an expert who can train employees about the concept of working together as well as cultural based training (Pirkkalainen and Pawlowski, 2014). Many international teams are based on a structure along with different factors that determine social based distanced which are primarily because of a location and it also has the number of different sites where many team members are based on with people who work with different kind of websites. The issue is the opinion depends on the power which every employee possess. There are a number of teams; the members are working from different locations. It creates an imbalance which is set up a negative tone with other groups that may feel cheated (Pirkkalainen and Pawlowski, 2014). The belief here is that one will then try to go away with a different kind of contribution which can be unfair in many terms. Also, there are small groups also that can hold a belief that big group has more power and the voice in the decisions. The whole situation can be further exacerbated especially when the manager is present at the site with a number of people closing the main office of the company, and also members of the organization tend to completely ignore the needs and the work of the members at different locations. This kind of imbalance in diverse locations usually creates a realization that people in the team are not the same page with one another and there will be no concrete solution. It is very crucial to base the case of the international marketing team working all across the world and setting an example in the same situation (Moffett et al., 2014). Managers and the team when formulates the core strategy for a number of people who are constantly working in the company are also inculcated in this. There are small groups at other locations which aim at getting or covering the maximum market in their location. Research Gap and Contribution It is crucial to saving the viciousness and different kinds of dynamics after aiming at the overall RD along with making people aware of the process. For this, it is always important to consult an expert as discussed above. It is also vital to invest in good RD which will help in understanding different levels of misconceptions as well as the perception of so many employees and managers working in an international team. Also, results are very important particularly when the impacts or overall influence can cost a lot to the company (Farndale et al., 2014). At the same time, there are a number of people who work in a similar situation and also have come up with many innovative practices, and also it resulted in a creation of much-needed value for the company and stakeholders. One common difference present between diverse international teams is continuously working, and it does not come under any social distance. But such teams are connected with one another on the emotional front. Whe n a team works together, at the same kind of location with a level of social different is usually low. There are diverse backgrounds, and people can comfortably interact in a formal manner along with some informal situation as well that will align with building trust (Moran et al., 2014). The team when comes to a basic understanding of what particular kind of behavior will mean, and have people will feel closer, and it will father focus on cordial collaboration as well as teamwork. Members of a team will be placedd at one company, however, will be divided by the location can find it challenging to create a connection and also align with the experience based on social distance and struggle to create the effective type of communication. It is important to mitigate completely with the kind of social distance, the work will create, and therefore it also becomes a crucial challenge for some leaders managing the global kind of teams (Vestbo et al., 2013). Conclusion Above discussion makes it clear that global management faces some similar kind of issues that is related to management of global teams. There are so many organizations that are constantly working on global front to be more existent with the concept of globalization based manual that can further collect and also verify best practices along with the number of other issues as well (Sgaier et al., 2014). In an ideal situation, there are large numbers of policies formulated by the HR to handle international challenges in a proper manner with right kind of consistency and right kind of unbiased attitude. It also consists of right kind of responsiveness which will help in operating in an efficient manner. It is crucial to give some important titles along with the report that the company will have to form in right manner along with right equalized manner. It is also very crucial to understand that the world market is flat by nature but the terms and conditions formed by HR are not aligned wi th it in the same manner. The overall concept of a global team must base on the consistent level and also allow a more aligned structure with the number of local as well as other norms based law and culture (Sgaier et al., 2014). References Boin, A., Ekengren, M. and Rhinard, M., 2013.The European Union as crisis manager: patterns and prospects. Cambridge University Press. Crane, A. and Matten, D., 2016.Business ethics: Managing corporate citizenship and sustainability in the age of globalization. Oxford University Press. Johnson, P.F., 2014.Purchasing and supply management. McGraw-Hill Higher Education. Erez, M., Lisak, A., Harush, R., Glikson, E., Nouri, R. and Shokef, E., 2013. Going global: Developing management students' cultural intelligence and global identity in culturally diverse virtual teams.Academy of Management Learning Education,12(3), pp.330-355. Pirkkalainen, H. and Pawlowski, J.M., 2014. Global social knowledge managementunderstanding barriers for global workers utilizing social software.Computers in Human Behavior,30, pp.637-647. Moffett, M.H., Stonehill, A.I. and Eiteman, D.K., 2014.Fundamentals of multinational finance. Pearson. Farndale, E., Pai, A., Sparrow, P. and Scullion, H., 2014. Balancing individual and organizational goals in global talent management: A mutual-benefits perspective.Journal of World Business,49(2), pp.204-214. Moran, R.T., Abramson, N.R. and Moran, S.V., 2014.Managing cultural differences. Routledge. Vestbo, J., Hurd, S.S., Agust, A.G., Jones, P.W., Vogelmeier, C., Anzueto, A., Barnes, P.J., Fabbri, L.M., Martinez, F.J., Nishimura, M. and Stockley, R.A., 2013. Global strategy for the diagnosis, management, and prevention of chronic obstructive pulmonary disease: GOLD executive summary.American journal of respiratory and critical care medicine,187(4), pp.347-365. Sgaier, S.K., Reed, J.B., Thomas, A. and Njeuhmeli, E., 2014. Achieving the HIV prevention impact of voluntary medical male circumcision: lessons and challenges for managing programs.PLoS Med,11(5), p.e1001641.