Fracking A Source Of Obtaining Oil And Gas - 2132 Words

Hydraulic fracturing (also known as fracking) is a highly controversial process in which gas and oil are extracted from rock formations thousands of feet underground. While there are definite benefits of using fracking, there are also environmental issues that we need to be aware of. There are green alternatives to hydraulic fracturing, and further research needs to be done to identify the possible long term environmental and health concerns that are associated with fracking before our government continues to use it as a source of obtaining oil and gas. In 1949 Halliburton Oil Well Cementing Company obtained a patent for hydraulic fracturing, the first one issued in the United States. The method gained popularity and was soon used all over the world (Hydraulic Fracturing of Oil Gas Wells Drilled in Shale, n.d.). Despite its early start and popularity, hydraulic fracturing was not used on a large scale until 2003 when energy companies began to explore new ways of oil and gas production in the shale formations of Texas, Pennsylvania, West Virginia, Wyoming, Utah and Maryland. (A Brief History of Hydraulic Fracturing, n.d.). The first step in hydraulic fracturing is drilling the actual well and then inserting a steel pipe into the wellbore. The steel pipe is pierced so that the fluid that is pushed through can penetrate into the target zones where the oil or gas is located (Hydraulic Fracturing 101, n.d.). These kinds of wells can be drilled thousands of feet belowShow MoreRelatedTaking a Look at Hydrauling Fracturing829 Words   |  3 Pagesfor obtaining fossil fuels such as oil and natural gases is at an all-time high. With the limited amounts and struggles of obtaining these needed natural resources for everyday use we find ourselves trying new technological advancements to extract these fossil fuels out of the ground. One way of doing so is through the use of fracking. Fracking is the extraction of natural gasses from shell rock deep beneath the earth’s surface. With the new scientific technological advancements of fracking we canRead MoreFracking : An Imminent Danger From Big Oil1439 Words   |  6 PagesCalifornia faces an imminent danger from Big Oil. Big Oil wants to use millions of gallons of water and frack oil from Sacramento, my hometown, to Los Angeles. Fracking, also known as Hydraulic Fracturing, is a method of obtaining natural gas by drilling a hole into the ground and than injecting â€Å"water, sand, and a proprietary mix of chemicals into the shale fracturing the rock and releasing the natural gas, which is captured when it flows up and out of the hole (Mitka).† In the process millionsRead MoreFracking Regulations Should Be Improved1361 Words   |  6 PagesMarch 2015 Fracking Regulations Need to be Improved Natural gas has been hailed as the solution to the U.S energy problem, but is obtained by the controversial method of fracking. Hydraulic fracking is the process of pumping a mix of water, sand, and chemicals at high pressure to make openings in shale that contain natural gas. The fracking process allows natural gas to be obtained, but at a cost. The use of toxic chemicals can affect the surrounding environment and contaminant water sources. CurrentRead MoreThe Controversial Technique Of Hydraulic Fracturing1366 Words   |  6 Pagesdiscovery of the first commercially viable oil well in 1894. Since then, Texas has seen a massive boom in oil production and a sudden shift from an agricultural economy to one more dependent on oil. However, the insatiable hunger of oil eventually consumed most available shallow sources of oil. Only then did natural gas and its variants become a viable option, and with it the controversial technique of Hydraulic Fracturing. Hydraulic Fracturing, or Fracking, as it is commonly known, is a process thatRead MoreThe Rise of Earthquakes in Oklahoma Essay1284 Words   |  6 Pagesoccurring. Since early 2009, earthquakes have been sweeping across the state of Oklahoma, causing many people to worry about their own well-being. Many scientists speculate the source of the earthquakes might be a result of Hydraulic Fracturing deep down in Earths’ crust. Hydraulic fracturing is a process in which oil and natural gas companies pump up to millions of gallons of wastewater, sand, and chemicals down drilled holes in order to release pockets of shale within the earth. This use of technologyRead MoreThe World Is An Ever Changing Place1229 Words   |  5 PagesThe world is an ever changing place, moving at a punishing pace. This perpetual motion requires a constant source of energy. This energy comes in the form of oil and petroleum products, products that invigorate both our cars and America’s foreign and domestic policy. Oil is king. It rules everyday life, national policy, and the fates, even the lives, of millions of people. Oil is power in the form of black liquid in a barrel. However, America does not, at the moment, have the ability to control thisRead MoreFracking: Is It Worth It?1551 Words   |  6 PagesFracking: Is it Worth it? â€Å"Fracking is the process of obtaining Natural Gas from below Earth’s surface by drilling 1000’s of feet into the earth before a high-pressure water mixture is directed at the rock to release the gas inside.† Water, sand and chemicals are injected into the rock at high pressure which allows the gas to flow out to the head of the well.† (Jackson). Hydraulic Fracturing got its name due to the fact of how the rock is fractured apart by the high pressure mixture of a numberRead MoreFossil Fuels And Its Effects On The Environment1175 Words   |  5 Pages Fossil fuels, including coal, oil and natural gas, are currently the world s primary energy source. Fossil fuels have powered economic growth worldwide since the industrial revolution, but they are nonrenewable resources and can severely damage the environment. According to the Environmental Protection Agency, the burning of fossil fuels was responsible for 79 percent of U.S. greenhouse gas emissions in 2010. Although efficiency can help reduce emissions produced by the burning of fossil fuelsRead MoreFracking : What The Frack?1379 Words   |  6 Pagesshale oil from the bowels of the earth seems to be shaking things up around operation sites. Environmentalists and oil tycoons have been debating for years over the safety of hydraulic fracturing, or fracking, since areas with a high concentration of fracking operations have been affected by several environmental problems. Though many scientists argue that correlation does not necessarily mean causation, the media and many environmentalists use these environmental problems around fracking sites asRead MoreFracking For The Future. California Is The Third Largest1871 Words   |  8 PagesFracking for the Future California is the third largest in fuel consumption on earth, behind the U.S. and all of China, and with this demand needing to be met and a diminishing supply of fossil fuels, comes the rise of a new revolution, natural gas. With the start of the industrial revolution came the beginning of the use of fossil fuels. Thus, making the United States overly dependent on a limited resource that was also harming our environment. Over the past few decade, nations around the world

A Song Analysis by Walt Whitman free essay sample

The poem, A Song, by Walt Whitman appears in Leaves of Grass. This edition collection of poems appeared in 1867. It is the workshop for the other versions that followed. â€Å"A Song† is not as well-known as some of Whitman’s other songs. This one like many of his poems celebrates comradeship and nature. It appears in the Calamus section of the 1867 book. It does not appear in later additions. The poem praises the soldiers who fought for America’s freedom. The emphasis on comradeship grows throughout the four stanzas. It starts with life-long love grows to manly love and ends with high-towering love. He uses lots of images from nature as well including â€Å"trees along the rivers,† â€Å"along the shores,† â€Å"all over the prairies. † This emphasis of the water is no coincidence as ships and those that worked on them fascinated Whitman. He loved ride the ferries and spend time along the East River in New York state. We will write a custom essay sample on A Song Analysis by Walt Whitman or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page His patriotic side shines through this poem too with phrases like â€Å"the continent indissoluble,† â€Å"divine magnetic lands,† â€Å"O Democracy. † His ideals of a united nation present in the poem, contrast with the country as it really was, with racial problems and disputes between the North and South. This ideal grew out of his visits with wartime veterans after seeing the harm that segregation did to the country. At very young age, this ideal emerged through his friendship with Tom Paine, who wrote Common Sense. Whitman wrote this poem shortly after the Emancipation Proclamation produced the freedom that many questioned could ever occur. Keats, Bryant, and Emerson inspired much of his poetry and followed their examples especially in his newer editions of Leaves of Grass. In â€Å"A Song,† music tries to ring through the words. Whitman was a master at matching images with musical sounds. The reader can almost hear the river through the trees or the song of the prairies. In the poem, his love for music reaches out to people. Music is universal and brings people of all races together. Whitman seems to say that through song all nations can achieve these things. By replacing the â€Å"I† in this poem with songs or song, the reader sees how important song and music became to Whitman. Whitman was largely self-taught learning his trade as a teenager. He worked in a print shop. He learned much about journalism and grew to love writing in all its forms. Among other things, he was a schoolteacher, a journalist, an editor. He also wrote fiction and essays.

Management and Leadership Skills Development

Question: Discuss about theManagement and Leadership Skills Development. Answer: Introduction Management positions are critical for organisations and therefore they need a high level of experience and knowledge in order to achieve the organisations objectives. Managers must also possess leadership skills that can enable them to manage the organisation better. This is because there are various resources that need to be allocated to maximize efficiency. Besides, the human resource also requires that managers have people management and leadership skills for them to perform effectively. Analysis of the impact of organisational objectives, values and culture on the leadership and management role These factors influence how management of an organisation should be done. This is because they are the factors that give the organisation direction on how different functions can be carried out and how employees should behave in order to achieve the organisational goals. Objectives The organization of which objectives will be discussed is Hilti UAE. The organisations objectives include: To maintain profitability-this means that the organisations revenues should be more than the costs they incur. Profitability is one of the main objectives of business organisations and it influences the management and leadership styles applied in the organisation. To maintain productivity-employees are provided with all the required resources that will enable them to improve on their productivity for the business to continue. To provide exemplary customer service-this is a customer-based objective. It is also an important objective since without the customers, there can be no business. Customers are part of the organisation and they must be considered and be given the services they need in order to have repeat business with the organisation. To support the society-the society has an important role in business and the organisation should be geared towards improving the society. This is through having various corporate social responsibility (CSR) activities in the society. These objectives are important in determining how the organisation is supposed to be led. Since the objectives require resources, it is important for the manager to have analytical skills in order to ascertain what resources are required by the organisation in order to achieve the objectives. For instance, maintaining profitability requires that a balance between revenues and costs is achieved. This means that the manager has to have cost management skills and sales and marketing skills in order to allocate resources economically and maximize revenues through sales and marketing strategies (West, et al., 2016). Core Values Core values are important in an organisation because they provide a guideline on how the organisation members are supposed to behave in order to maintain the organisations reputation. Some of the core values include: accountability, balance, integrity, diversity, empowerment, commitment, innovation and safety. The core values are also important in determining what the organisation stands for. For an organisation to achieve its goals and objectives effectively, they need to have core values. The managers have to understand what the values mean and how to attain their requirements (Wahab, et al., 2014). Integrity is one of the values that a manager should have and embrace. A manager should avoid subjectivity at all costs because subjective thinking and reasoning may compromise integrity. Accountability is the other value that a manager should uphold. A manager should be ready to account for all the resources that he is entrusted with in the organisation. When a manager is accountable, he/she can be trusted with the organisations resources since they believe that objectives will be met because of the accountability levels of the manager. When managers are accountable, the employees also tend to be accountable because they understand that the manager is the one who is responsible for all the resources that they utilize in their business (Bickmore Dowell, 2015). Innovativeness is also an important value since it is meant to improve the organisational performance by increasing efficiency. Also innovativeness encourages change whereby the organisationis ready to embrace changes that improve the work environment. This can be combined with commitment, diversity and empowerment. All these requires a manager who can handle challenges that this values may pose to them and other employees (Dameron, 2016). Organisation Culture The organisation has a strong culture and that is what keeps the employees united. Culture plays an important role in an organisation. This is an important factor that has to be considered by a manager in order to effectively manage an organisation. Employees can easily reject a manager who does not embrace the organisational culture and therefore it may be difficult to run an organisation (Magada Govender, 2016). Organisational culture entails shared beliefs, values and perceptions. These values have an impact on how an organisation operates. Communication is essential and there should be effective communication channels in an organisation for it to work effectively. Culture is socially developed and transmitted by members within the organisation (Calvin, 2015).The culture provides rules for behavior within the organisation. Core values are the ones that develop the organisational culture. These core values begin with the organisations leadership. When a strong unified behavior has developed in an organisation, a strong organisational culture emerges (Valentine, 2011). Leaders have to embrace their role in maintain the organisation culture and in turn ensure a consistent culture which reduces conflicts, and create a healthy working environment for the employees. Management and Leadership Skills Required To Support the Achievement of the Objectives In order to achieve the organisational objectives, a manager should have a balance of managerial and leadership skills. This is because there are many factors that are involved in the process of meeting the needs of the customers since they are the ones who the business is concerned about. The resources include people who put together other resources in order to come up with the end products (Wolf, 2006). Management Skills The following are the most vital management skills for the organisation Planning skills-These skills are important in the organisation because through planning strategies can be developed to deliver in an economical and efficient manner. The organisations manager should possess high planning skills because they are essential in making sure that resources are allocated effectively for effectiveness (Ohiri, 2012). Planning is also important in team building. This is because the organisational staff requirements are easily identified in a plan. Finally, planning helps in developing a competitive advantage because of the detailed analysis of the situation and the environment in which the organisation operates (Wolfe, Chanin, 1993). Organizing and coordinating skills-a manager should have the ability to allocate resources efficiently. Also, these resources have to be linked to the people in the organisation in order to be productive. Therefore as a manager, organizing and coordination should be considered as important factors that the organisation needs and such skills should be developed for the better of the people and the organisation itself (Vollmer Pastor, 2016). Commanding-this is a necessary skill for a manager since employees need a manager who can command them in order to feel the authority. There are different ways in which commanding can be done without making the employees feel inferior or threatened. These skills are important and commanding can be done through having a chain of command integrated in the system. In doing so, employees will easily understand how different activities are conducted in the organisation through the chain of command (Murphy, 1996). Controlling-this is the ability to review business models and offer solutions to challenges that the organisation may be facing. Controlling skills are necessary in meeting the organisations objectives because they give the manager an opportunity to explore all the requirements of the organisation in order to achieve the objectives and maintain the organisational culture (Vollmer Pastor, 2016). Leadership Skills Charisma-this is the natural brightness of a leader that enables him or her to get followers. In the organisation, the managers have to be charismatic since they need to be followed and trusted by the employees for better management (Peters, 2005). Assertiveness-this helps a leader to make his points clear in the organisation without any aggression. This also is an important leadership skill because the decisions that are made by the leader should be firm (Axalta, 2003). Communication skills-these are important in building relationships both in the organisation and outside. The organisation needs to create networks which are necessary in improving business. Negotiation skills, effective speaking, active listening, and building rapport are some of the communication skills that a leader needs to develop in order to execute his or her organisational leadership role effectively (Reap Houston Univ., 2008). Analytical skills-a leader should be able to analyse a situation in order to develop strategies and solutions for different problems that the organisation may be facing. This is important even in the analysis of the market in order to determine ways in which profits can be maximized through the development of various products that suit the market needs (Reap Houston Univ., 2008). Evaluation of Personal Management and Leadership Skills Strengths Personally, I have gained a vast experience in the field and now I understand myself better because I have gained a lot of knowledge about how to run an organisation. Besides, I have academic qualifications that indicate the theoretical understanding of what management entails. Having engaged myself in many projects, I have developed planning skills that can be used in the improvement of the organisation. Planning requires a lot of research in order to develop an effective plan that can enable the organisation to increase productivity. Also, I have organizing and coordinating skills which are necessary in making sure that resources are allocated efficiently. In addition, I am assertive and I have high decision making abilities. This is because I possess analytical skills which are necessary in decision making. Finally, I have the communication skills necessary for communicating within and outside the organisation. Communication is one of the skills that is needed in the development of relationships. Networks are important in meeting the organisations objectives since it is through networks that a market is created and expert knowledge can be received through linking with other people who have knowledge in the field that can be used to improve the organisati ons products and services. Personal Weaknesses I need to develop sales and marketing skills-these are the skills that are needed in making sales and popularizing the organisation. Through different training sessions, the skills can be developed and they will help me as the manager in analysing the different achievements that the organisation has and needs to have in the market. The marketing skills are inscribed in the communication skills but the communication skills that needs to be developed involve the public relations part of the organisation. This means that I need to know how to evaluate channels through which public relations communication needs to be done. Also, I need to develop controlling skills. This is because resources and people need to be controlled effectively in the organisation in order for them to be fully productive. This is an important skill because it is essential in the reduction of costs that the organisation incurs in production. When efficient controlling skills are attained, it becomes easy for the organisation to manage the resources that are put into the process in order to achieve production economically (Reiley, et al., 2011). These are the two main skills that I believe I need to develop through training and networking in order to be perfect in executing the different functions of the organisation and increase efficiency and productivity. Opportunities for Development of Leadership and Management Skills Having a skill gap in management and leadership, there are many opportunities that can be utilised to develop these skills and be a better manager in executing the managerial functions better in the organisation. Foremost, coaching is one of the opportunities that is available for a leader to improve his/her skills. In leadership coaching, a relationship is created between a leader and a coach. Leadership coaching is a partnership in which both partners work towards achieving a common goal. The main aim of coaching is to change the entire behaviour and transform the leaders working and personal life. Leadership coaching is neither technical support nor career guidance. It is the process of imparting better leadership skills in a leader to enhance effectiveness. Secondly, there are professional bodies that offer training on how various organisations should be led and managed. These bodies are vital in enhancing leadership skills because they are necessary in managing such organisations. These bodies have different experts who have a wide knowledge through education and experience. Their expertise is necessary in helping leaders develop the skills that they do not have or the skills that they need to enhance for them to manage organisations better and more efficiently. Thirdly, double loop learning is another opportunity that a leader can use in developing skills that are necessary in running an organisation. This is a learning process that utilises past experiences in developing strategies to counter problems that an organisation has. This method is more dynamic because it opens up the leader to different ways in which they can solve problems in an organisation. It focuses on the historical events of the organisation and how they were handled. This makes it easy for the leader to develop strategies that can be used in problem solving in the organisation. Finally, the use of feedback is important in developing leadership skills. This is achieved through reviews that the leader receives through those he or she leads. Feedbacks help a leader to know which areas need improvement or need a change of tactic. Therefore, they can be used by the leader in developing a plan on how the lacking skills can be developed to improve their performance in the organisation. Personal Leadership and Management Skills Development Plan For effective leadership and management skills development planning, there needs to be an analysis of the kind of skills needed in the organisation. This is because there are financial resources that are involved in the development of these skills. Therefore, there is a need to analyse what the organisation needs are in order to develop an effective skills development plan (Reiley, et al., 2011). Analysis of the Required Skills The organisation needs a leader who has networking skills that will enable them to connect to people and other organisations that will generate business and offer expert services to the organisation. Resource management skills also need to be developed in the organisation because different resources are used in the development of different products which makes the organisation at risk of incurring excessive costs if the resources are not utilized efficiently. Skills Development Plan Objective Skill Skill level Opportunity to improve To improve the sales through marketing strategies Sales and marketing Bachelors degree older in business management Leadership coaching programs Double loop learning Professional bodies Utilizing Feedbacks To improve the control of resources Controlling skills Bachelors degree older in business management Leadership coaching programs Double loop learning Professional bodies Formal education (Masters degree program) Leadership coaching programs should commence in the first year. A suitable leadership coach will be approached in order to assist me develop the skills that I am lacking in order to improve my performance and the organisational performance. This process will be beneficial because it will also help me in developing skills that I can transfer to others so that they can also develop leadership skills in their levels of management. Within the same year, I will be attending leadership seminars that are conducted by professional bodies in order to acquire the skills that these bodies offer to leaders. These skills will help in understanding the requirements of different organisations for their success. Lastly I will resume formal education in management and gain insights about management and leadership in organisations through theoretical frameworks and research. This will be important in increasing my knowledge in management of organisations and leading teams towards a common objective. Personal development will be assessed through review that will be conducted by my superiors in the organisation to ascertain whether the skills development plan is effective or not. Key performance indicators will be developed and they will be used to evaluate my performance. This will be important because the skills are supposed to reflect on the organisations objectives. For instance, the sales and marketing techniques are important in increasing the organisations revenue through increased sales. This will indicate that the communication skills relating to public relations, networking and sales have been improved. In the evaluation of the process of learning, feedbacks will be important in making sure that I understand what the organisation needs and I will device mechanisms of developing the skills that will satisfy such organisational needs. Feedbacks can be done through appraisals which can be conducted by the top managers in the organisation.This is also important in gauging how much I have learned through the process and the level of skills that I will have attained. This is not because my leadership skills are low but it is because there is a need to improve and develop skills that are unique in meeting the organisations objectives. That is why appraisals are important forms of feedback since they give a detailed analysis of an individuals performance with regards to the attainment of the organisational objectives and goals. After learning the skills fully, I will have to share the experience with other employees. This is because the skills need to be synchronized with the organisational culture in order to be effective. There are some changes that can come up as a result of such skills and other team members need to be aware and an effective strategy applied in making them comfortable to take up the change that might come with the increased leadership and management skills.Therefore sharing such information is vital in making other employees understand a course that the organisation may be taking (Reiley, et al., 2011). Evaluation of the Effectiveness of the Personal Development Plan Objective Skill Skill level Opportunity to improve Challenges Key indicators of effectiveness To improve the sales through marketing strategies Sales and marketing Bachelors degree older in business management Leadership coaching programs Double loop learning Professional bodies Utilizing Feedbacks Leadership coaching will require the engagement of an expert which will be a cost to the company Some of the feedback received may be biased and therefore cannot be utilized Increased sales Increased PR activities Development of a strong Marketing team To improve the control of resources Controlling skills Bachelors degree older in business management Leadership coaching programs Double loop learning Professional bodies Formal education (Masters degree program) Leadership coachingand the masters degree program will require the engagement of an expert which will be a cost to the company More effective resource allocation Reduced operational costs Evaluation of the effectiveness of the development plan is important because the plan may concentrate on factors that are not important to fulfilling the organisational objectives. Also, the plan may focus on the skills that are already developed and ignore the important skills that were being sought in the first place (Spehar, 2007). Review of Development Plan Against Original Objectives The original objectives of the development plan were to develop sales and marketing skills which are to enable the organisation to make more sales and increase their revenue. The personal development plan included the communication skills that need to be developed. In marketing, communication skills are essential. These skills are important in public relations and since they were included in the plan, the plan will be effective in achieving the objective effectively. This review is important in figuring out whether the skills were necessary (Charoensap-Kelly, et al., 2016). An increase in sales and revenues is a key indicator of effectiveness of the skill. The second personal development objective was to develop the controlling skills in management. Thisskills are vital in the allocation of resources in an organisation to optimize output (Kumpikait, et al., 2016).The leadership trainings and education programs were effective in developing the controlling skills. In evaluating the effectiveness, the cost of production and employee output can be reviewed. The cost of production have reduced significantly while employee output has increased in the organisation. This shows that the plan worked out effectively in developing the controlling skills since these are the organisational resources that are used in the production of the products that are needed by the market. Evaluation of the Development Plan The development plan has to be evaluated to determine its effectiveness in increasing a managers efficiency. There are different variables that can be used in the evaluation process and they can show whether the plan worked for or against the organisational skills requirements (Hara, et al., 2010). The leadership coaching program was effective because it helped in the development of the team leadership skills that were vital in improving employee performance in the organisation. Besides, the professional bodies also gave vital experiences and skills that have been applied to improve the organisations general performance.In addition, the formal education program increased the knowledge that is required for better execution of leadership and managerial functions. This shows that the plan was effective in improving the organisation through improving the management and leadership skills. Further Development Skill Level of development Need for improvement Marketing skills The Masters degree is ongoing and in the first year of completion Six months remaining to complete Controlling skills Leadership coaching has already been completed No need for improvement Relationship skills Has not yet been done To be done within the next year Despite having improved the leadership skills, there are other areas that need further development in order to increase organisational efficiency. There is a need to develop relationship skills because they are important in communication. Relationships form part of the communication skills and it is important to know how to relate to different people in order to improve communication for better performance of the organisation. Therefore, additional programs need to be developed in order to perfect this skill. 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Wahab, J, Fuad, C, Ismail, H, Majid, S 2014, 'Headmasters' Transformational Leadership and Their Relationship with Teachers' Job Satisfaction and Teachers' Commitments', International Education Studies, 7, 13, pp. 40-48, ERIC, EBSCOhost, viewed 21 September 2016. West, M, Smithgall, L, Rosler, G, Winn, E 2016, 'Evaluation of a nurse leadership development programme', Nursing Management (Harrow, London, England: 1994), 22, 10, pp. 26-31, MEDLINE, EBSCOhost, viewed 21 September 2016. Wolf, T 2006, 'Culture, leadership, and organisations: the GLOBE study of 62 societies', The Journal Of Applied Christian Leadership, 1, 1, pp. 55-71, ATLA Religion Database with ATLASerials, EBSCOhost, viewed 21 September 2016. Wolfe, J, Chanin, M 1993, 'The integration of functional and strategic management skills in a business game learning..', Simulation Gaming, 24, 1, p. 34, Business Source Premier, EBSCOhost, viewed 21 September 2016.

Future Plans Essay Sample

Future Plans Essay SampleThe Future Plans Essay Sample is one of the most effective ways to get your future plan right. The Future Plans Essay Sample is basically a sample essay that will help you in writing your very own essay in a few minutes. This type of essay sample is not only useful for writing essays, but also it can be used by anyone who wants to write an essay and submit it for the exam.The Future Plans Essay Sample is a good tool for those who want to improve their written language and grammar skills. The Future Plans Essay Sample is usually in the form of a hypothetical question. The Future Plans Essay Sample is very helpful as it allows the reader to feel as if they are having a conversation with you. The Future Plans Essay Sample is good for anyone who wants to improve their writing skills.The Future Plans Essay Sample allows the writer to create a vivid picture of his or her situation and how the situation will develop in the future. It also allows the writer to draw c ertain conclusions about the future. The Future Plans Essay Sample makes use of both passive and active voice.The Future Plans Essay Sample is ideal for a student who has just started taking up a career in academia. The Future Plans Essay Sample is also suitable for a student who wants to write a dissertation. The Future Plans Essay Sample provides students with all the necessary information that they need to write a good paper.The Future Plans Essay Sample can help students improve their spelling and grammar skills. The Future Plans Essay Sample is good for those who want to write an essay that is full of brilliance and beauty. The Future Plans Essay Sample provides the best method to write an essay that is precise and detailed. It also helps the writer to determine whether his or her idea will succeed or not.The Future Plans Essay Sample is ideal for those who are students and want to write papers for exams. The Future Plans Essay Sample can help in giving students the ability to write a paper with a specific theme and topic. The Future Plans Essay Sample can be used by any student to write a better paper in a short period of time.The Future Plans Essay Sample can be used by anyone who wants to improve his or her grammar and spelling skills. The Future Plans Essay Sample is also useful for anyone who wants to write a paper that is concise and simple. The Future Plans Essay Sample is also good for people who want to read through an essay once before writing the paper.The Future Plans Essay Sample can be used by any student to know how to write a better essay. The Future Plans Essay Sample can be used by any student to write a better paper. The Future Plans Essay Sample is perfect for writing an essay that is accurate and that helps the writer to understand the subject matter better. The Future Plans Essay Sample is ideal for students who are new to writing as well as for those who want to improve their writing skills.

Cold War in the Middle East an Example of the Topic History Essays by

Cold War in the Middle East by Expert Dr Olivia | 29 Jul 2016 If the chief natural resource of the Middle East were bananas, the region would not have attracted the attention of U.S. policymakers as it has for decades. Americans became interested in the oil riches of the region in the 1920s, and two U.S. companies, Standard Oil of California and Texaco, won the first concession to explore for oil in Saudi Arabia in the 1930s. Need essay sample on "Cold War in the Middle East" topic? We will write a custom essay sample specifically for you Proceed They discovered oil there in 1938, just after Standard Oil of California found it in Bahrain. The same year Gulf Oil (along with its British partner Anglo-Persian Oil) found oil in Kuwait. During and after World War II, the region became a primary object of U.S. foreign policy. It was then that policymakers realized that the Middle East was "a stupendous source of strategic power and one of the greatest material prizes in world history." Subsequently, as a result of cooperation between the U.S. government and several American oil companies, the United States replaced Great Britain as the chief Western power in the region. In Iran and Saudi Arabia, American gains were British (and French) losses. When the awakening countries of the Middle East asserted control over their oil resources, the United States found ways to protect its access to the oil. Nearly everything the United States has done in the Middle East can be understood as contributing to the protection of its long-term access to Middle Eastern oil and, through that control, Washington's claim to world leadership. The U.S. build-up of Israel and Iran as powerful gendarmeries beholden to the United States, and U.S. aid is given to "moderate," pro-Western Arab regimes, such as those in Saudi Arabia, Kuwait, and Jordan, were intended to keep the region in friendly hands. That was always the meaning of the term "regional stability". The government sought foreign sources of oil during World War II because it believed U.S. reserves were running out. Loy Henderson, who in 1945 was in charge of Near Eastern affairs at the State Department, said, "There is a need for a stronger role for this Government in the economics and political destinies of the Near and the Middle East, especially in view of the oil reserves." During the war, the U.S. government and two American oil companies worked together to win concessions in Iran. That action brought the United States into rivalry with Great Britain and the Soviet Union, both of which had dominated Iran in the interwar period, though Reza Shah Pahlavi had succeeded in reducing foreign influence from its previous level. With the Soviets and the British occupying Iran and both favoring the decentralization of that country, the Tehran government sought to involve American oil interests as a way of enlisting U.S. support for Iran's security and stability. The U.S. government ai ded the companies, by providing facilities for transportation and communication along with other help, and dispatched advisers to the Iranian regime. In 1942 Wallace Murray, a State Department official involved in Near Eastern affairs, said, "We shall soon be in the position of actually 'running' Iran through an impressive body of American advisers." The first U.S. intervention in the Middle East after World War II grew directly out of U.S. participation in that conflict. During the war, U.S. noncombatant troops were stationed in Iran to help with the transfer of equipment and supplies to the Soviet Union. The Red Army occupied the northern part of the country in 1941; the British were in central and southern Iran. In the Tripartite Treaty of January 1942 (not signed by the United States), the Soviet Union and Great Britain had said that their presence there was not an occupation and that all troops would be withdrawn within six months of the end of the war. At the Tehran conference in late 1943, the United States pledged, along with Great Britain and the Soviet Union, to help rebuild and develop Iran after the war. Those countries gave assurances of Iranian sovereignty, although that may have been a mere courtesy to a host country that had not even been notified that a summit would be held on its soil. The Soviet Union broke its promise about withdrawing. Soviet leader Joseph Stalin viewed the part of Iran that bordered his country as important to Soviet security, and he was aware of the U.S. and British designs on Iran, which had traditionally sided with the Soviet Union's enemies. Although the Soviet Union had much oil, Stalin was concerned about the size of its reserves and so was interested in the northern part of Iran as a potential source of oil. But as State Department official George Kennan sized up the situation at the time, "The basic motive of recent Soviet action in northern Iran is probably not the need for the oil itself, but the apprehension of potential foreign penetration in that area." The Soviets meddled in Iranian government affairs, oppressed the middle class in the north, and helped revive the suppressed Iranian Communist (Tudeh) party. When the war ended, the British and U.S. forces left Iran, but the Soviet troops moved southward. They by then had establishe d two separatist regimes headed by Soviet-picked leaders (the Autonomous People's Republic of Azerbaijan and the Kurdish People's Republic) and kept the Iranians from putting down separatist uprisings. (The Azerbaijanis and Kurds, members of large ethnic groups that live in several countries, had long hated the rulers in Tehran.) Negotiations between the Soviets and Iran's prime minister, Qavam as-Saltaneh, won Moscow the right to intervene on behalf of the Azerbaijani regime, an oil concession in the north, and the appointment of three Communists to the Iranian cabinet. That Soviet conduct irritated President Harry S Truman. He said he feared for Turkey's security and criticized "Russia's callous disregard of the rights of a small nation and of her own solemn promises." The United States formally protested to Stalin and then to the UN Security Council. Those actions succeeded in getting the Soviets to leave, although Truman may also have threatened to send forces into Iran if Stalin did not withdraw his troops. In late 1946 the Truman administration encouraged Mohammed Reza Shah Pahlavi, who succeeded his father in 1941, to forcibly dismantle the separatist regimes the Soviets had left behind. In 1947 the administration objected to the use of intimidation (by others) to win commercial concessions in Iran and promised to support the Iranians on issues related to national resources. As a result, the Iranian government refused to ratify the agreement with the Soviets on the oil concession in the north. Truman's high-profile use of the United Nations and his bluster against the Soviets were the beginning of U.S. post-war involvement in the Middle East. In 1947 Truman issued his Truman Doctrine, pledging to "assist free people in working out their own destinies in their own way," ostensibly to thwart the Soviets in Greece and Turkey. In reality, it marked the formal succession of the United States to the position of influence that Great Britain had previously held in the Middle East. When Dwight D. Eisenhower became president in 1953, his administration had one overriding foreign policy objective: to keep the Soviet Union from gaining influence and possibly drawing countries away from the U.S. orbit. To that end, Eisenhower's secretary of state, John Foster Dulles, crafted a policy the primary principle of which was the impossibility of neutrality in the cold war. In the Dulles worldview, there was no such thing as an independent course; a country was either with the United States or against it. That principle helps explain much of the Eisenhower administration's conduct in the Middle East, for if there was one region in which the United States strove to prevent what it called Soviet penetration, it was the Middle East. The earliest direct U.S. involvement occurred in Iran. Even before Eisenhower took office, political turbulence in that country was on the rise, prompted by discontent over Iran's oil royalty arrangement with the British-owned Anglo-Iranian Oil Company. A highly nationalist faction (the National Front) of the Majlis, or parliament, led by Moham med Mossadegh, nationalized the oil industry. Mossadegh, whom the shah reluctantly made prime minister after the nationalization, opposed all foreign aid, including U.S. assistance to the army. He also refused to negotiate with the British about oil, and in late 1952 he broke off relations with Great Britain. The turmoil associated with the nationalization-stimulated activity by Iranian Communists and the outlawed Tudeh party. At a rally attended by 30,000 people, the Communists hoisted anti-Western, pro-Soviet signs, including ones that accused Mossadegh of being an American puppet. In the United States, officials feared that loss of Iranian oil would harm the European Recovery Program and concluded that the communist activity in Iran was a bad omen, although the Soviets did not intervene beyond giving moral support. The Mossadegh government hoped that the United States would continue to deal with Iran, but the Truman administration put its relations with Great Britain first and participated in an international boycott of Iranian oil--although Washington did give Tehran a small amount of aid. U.S.-Iranian relations deteriorated, as did the Iranian economy. Under that pressure, Mossadegh resorted to undemocratic methods to forestall the election of anti-government deputies to the Majlis. When he tried to control the Ministry of Defense, he was forced to resign, but he soon returned to power when his successor's policies triggered virulent criticism from Mossadegh's supporters. Mossadegh came through the crisis with increased, and in some ways authoritarian, powers. On August 10, 1953, the shah, unable to dominate Mossade gh, left Tehran for a long "vacation" on the Caspian Sea and then in Baghdad. But he did not leave until he knew that a U.S. operation was under way to save him. London had first suggested a covert operation to Washington about a year earlier. The British were mainly concerned about their loss of the Anglo-Iranian Oil Company, but in appealing to the United States, they emphasized the communist threat, "not wishing to be accused of trying to use the Americans to pull British chestnuts out of the fire." The covert operation began, appropriately enough, with assurances to Mossadegh from the U.S. ambassador, Loy Henderson, that the United States did not plan to intervene in Iran's internal affairs. The operation then filled the streets of Tehran with mobs of people--many of them thugs-- who were loyal to the shah or who had been recipients of CIA largesse. In the ensuing turmoil, which included fighting in the streets that killed 300 Iranians, Mossadegh fled and was arrested. On August 22, 12 days after he had fled, the shah returned to Tehran. Mossadegh was sentenced to three years in prison and then house arrest on his country estate. Later, in his memoirs, Eisenhower claimed that Mossadegh had been moving toward the Communists and that the Tudeh party supported him over the shah. Yet a January 1953 State Department intelligence report said that the prime minister was not a Communist or communist sympathizer and that the Tudeh party sought his overthrow. Indeed, Mossadegh had opposed the Soviet occupation after the war. Those were the historical scenes of the Cold War in the Middle East before the Israeli army invaded Egypt's Sinai Peninsula and the Gaza Strip on October 29, 1956, and the Suez Crisis began. References: Foreign Relations of the United States (Washington: Government Printing Office, 1945), vol. 8, p. 45. Daniel Yergin, Shattered Peace: The Oriqins of the Cold War and the National Security State (Boston: Houghton Mifflin, 1978), p. 180. Gabriel Rolko, The Politics of War: The World and United States Foreian Policy, 1943-1945 (1968; New York: Pantheon Books, 1990), p. 311. Harry S Truman, Memoirs of Harry S Truman, vol. 2: Years of Trial and Hope (Garden City, N.Y.: Doubleday & Co., 1956), p. 95 James A. Bill, The Eagle and the Lion: The Tragedy of American-Iranian Relations (New Haven, Conn.: Yale University Press, 1988), p. 72. Dwight D. Eisenhower, The White House Years: Mandate for Change, 1953-1956 (Garden City, N.Y.: Doubleday

CRM essays

CRM essays Most companies believe that they are doing a good job of keeping their customers satisfied... because they don't get complaints. The issue though, is that there is no effective way to allow the customer to express their frustration or the occasional complement. I have found that companies don't want to take the time to listen to the complaint and understand what the underlying reason is for the complaint. In some of the research that I have done on Customer Complaint Management, the primary objective is to get the customer off the phone. In call centre performance measurements, the focus is on Average Speed to Answer (ASA) and Talk Time (or Handle Time). Very little time is spent on root cause analysis... finding out why the customer complained in the first place. Let's take a look at some reasons why unhappy or dissatisfied customers don't complain. They don't because it's not worth their time or trouble, it won't do any good, they don't know who to complain to or they fear retribution! To this point, here are some of the reasons why customers "quit"... 68% Because of an attitude of indifference to them by service personnel Keeping customers can be easy if we treat them with courtesy, efficiency and with genuine interest! Here's another interesting tidbit of information. Research finds that customers who do complain, have a desire to maintain their relationship with the supplier or service provider, as long as they feel they are being heard and that the problem will be resolved to their satisfaction! Isn't it time that we took the customer seriously? After all, they are the reason were in business! We live in an age of choice. Building loyalty is extremely difficult, even we do it right. Customers are enticed by the attraction of something better so we need to pay attention to them. We need to listen and ...

Otitis Media Protocol In 1-6 Year Old Patients Essay

Otitis Media Protocol In 1-6 Year Old Patients - Essay Example On the other hand in Europe, a watchful-waiting strategy, in which treatment is only reserved for patients whose condition does not improve without medication (Hoberman et al. 2011). In a study by(Hoberman et al. 2011), it was revealed that a group of children that received amoxicillin clavulanate 35%, which showed resolution of symptoms within 48 hours, and by day four it was 61% and by day seven it reached 80%. The waiting strategy is based on clinical trials that showed considerable improvement in children with acute otitis media (Hoberman et al. 2011). It is obvious that any protocol depends on the condition of the patient. There can be no one-size-fits-all solution/treatment. However, there are the general algorithms that can be followed. First and foremost is the identification of the problem. For instance, the ear infection is common in children but it can occur at any age. According to the website patient.co.uk, the most common treatment is painkillers for a simple ear infection. Otitis media is a very common problem that the general practitioners treat in children. Both type of otitis media; acute otitis media (AOM) and otitis media with effusion (OME) mostly occur during the childhood and the cause may be the bacterial or viral infection (patient.co.uk). Most children have the self-limiting illness that does not manifest itself to an extent where they would go see a general practitioner (patient.co.uk). By two years of age, most children show at least one episode of AOM (Venekamp, 2013).