Osama Bin Laden’s Claimed Motivations for 9/11 are False Essay

Osama Bin Laden’s Claimed Motivations for 9/11 are False Where did the animosity which lead to the terrorist acts of September 11, 2001 originate? It is obvious at this point in time that the leader of the al Qaeda network, Osama bin Laden, was the mastermind behind the attacks, but the reasons why the attacks occurred and the fact that a small majority of people can support such acts remains very unclear. Osama bin Laden stated in his February 1998 Fatwah, â€Å"The ruling to kill the Americans and their allies- civilians and military- is an individual duty for every Muslim.† When examining the three direct reasons given by Osama bin Laden to kill Americans his reasoning based on factual evidence veers far from the truth and his reasoning based on religion is not a true reflection of the Islamic religion thus creating an illogical argument. Osama bin Laden’s reasons for killing Americans and their allies are insufficient in the sense that his claims about United State’s motivations are wrong and that his justific ations are not rooted in the Muslim religion. In looking specifically at each of Osama bin Laden’s reasons their invalidity as well as, their true purpose, to create an uprising amongst his followers to succeed in his Fatwah, to kill Americans and their allies becomes apparent. Osama bin Laden refers to his reasons as facts. In his first fact he addresses the issue of the United States presence in Holy Middle Eastern places. He believes that the United States is there for the wealth and not only to harass Iraq, but other Muslim countries. Osama bin Laden must have forgotten that in Iraq invading Kuwait it was a breech of International Law and had that not happened the United States presence would not have r... ... Islamic countries. Bernard Lewis also raised an additional point that Osama bin Laden felt he had to fight the United States because there was no one else who could since the fall of the Soviet Union. Osama bin Laden has made such allegations against the United States not because they are true, but only to help him in his ultimate goal of proving to the World that the Islamic world can defend itself and that he is capable of it. He also made such allegations to try to unite the Islamic world in hopes that an Islamic state may rise. Works Cited Alexander, Yonah, and Swetnam, Michael S., Usama bin Laden’s al-Qaida: Profile of a Terrorist Network, Transnational Publishers, September 2001 Bergen, Peter, Holy War, New York: Free Press, 2001 Lewis, Bernard, The Revolt of Islam, The New Yorker, November 19. 2001 Miller, Judith, Interview PBS, 2001

Human Resource Accounting

â€Å"Research Proposal† Topic : Human Resource Accounting as a Measurement Tool: Asian Perspective Submitted By: M. Rizwan Arshad. Lecturer Department of Management Sciences The Islamia University of Bahawalpur. PhD Research Proposal of Mr Rizwan Arshad Human Resource Accounting as a Measurement Tool: An Asian Perspective Attempts to account the Human Resource are not new it was Rensis Likert (1963), who initiated research into HR accounting in the 60’s. He stressed the importance of long term planning of Human Resource qualitative variables that results in greater benefits in the long run. The resource theory considered that the competitive position of an organization depends on its specific asset, which is the HR. This explains why some firms are more productive and successful than others under almost similar conditions and similar industry. It is the HR that makes all the difference. Following a less fruitful research period (Grojer and Johanson, 1998: 495) one could have expected interest in the area to wane but on the contrary, it has experienced something of a revival. When anyone wants to know the history of HR accounting, most reviewers such as Grojer and Johanson (1998) agreed that during the first half of the 1970s it was one of the most researched subject within accounting, consuming a vast amount of academic Endeavour. Human Resource is not just the number of pairs of hands engaged in any organization. HR is above the simple number game. HR may be though of as the total knowledge, skills, creative abilities, talents and aptitudes of an organization’s work force. It is the sum total of inherent abilities, acquired knowledge and skills of the employees. Why HR accounting is considered as important and who is the focus of this research? HR accounting is a term that has both a narrow and more generic focus in the literature with respect to the understanding of the value of people in the contemporary workplace and the contribution of the HR function. Defined narrowly â€Å"It is the process of identifying and measuring data about HR and communicating this information to interested parties†(American Accounting Association, 1973, as cited in Flamholtz, 1999: xii). This definition suggests that HR accounting is a tool that can be used for reporting people as organizational resources in both financial and managerial accounting terms (Flamholtz, 1999) The objective is to quantify the economic value of people (Sackman et al, 1989:235). According to Sveiby (1997) attempts to convert people or competencies into financial figures, although theoretically interesting, have not proved entirely useful to managers. The use of both financial and non-financial approaches is now a more common theme when discussion focuses on the nature of HR accounting. The reason for this is that HR accounting should be thought of as a set of techniques that provide a more balanced perspective, encouraging as much concern about the long-term drivers of financial success as about current performance and value. Consequently, the literature has adopted a wider brief when describing its nature. Some writers (Lester, 1996; Sheedy-Gohil, 1996; Skittle, 1995) claim that the level of knowledge-based assets of an organisation gives a clearer indication of the potential for future profitability than do traditional historical accounting measures. Therefore, the rate of change in knowledge-based and other intangible assets must be included in any meaningful measure of profits. However, a review by Scarbrough and Elias (2002) suggests that, as an asset, human capital is precarious in terms of its potential mobility and difficult in terms of its measurement. So narrowly defining HR accounting has distinct limitations because the measurement of HR in whatever guise then becomes reliant on a purely financial metric that invariably involves debate about asset models and cost-benefit analysis. Here, we adopt this broader notion, embracing both a range of financial and non-financial measurements associated with Human Resource Management. MEASUREMENT PITFALLS AND THE ACCOUNTING IDEOLOGY Measuring human resources has been viewed as proceeding rather slowly because its advocates always seem to be in the minority (Turner, 1996). Despite this, research has, over the past decade, been substantially measurement-oriented (Johanson and Larsen, 2000). Numerous studies report advances in measurement approaches, case studies of developing practice and the growing support for techniques such as the balanced score-card (eg Boudreau, 1998; Fitz-enz, 2000; Flamholtz, 1999; Flamholtz and Main, 1999). These achievements may have been somewhat overshadowed by research that has, quite necessarily, been preoccupied with debating a range of measurement concerns including the old arguments that will continue to be debated long into the future. The first of these arguments concerns the capitalization of HR and the debate surrounding whether human resources qualify or can appropriately be labeled as assets notwithstanding the competing view that there may be little substantial difference between intangible and tangible assets with no reason to treat one differently from the other (Boudreau, 1998; Johanson and Larsen, 2000; Mirvis and Macy, 1976; Turner, 1996). There has also been the need to discuss what Human Resource measurement system should be designed to achieve, bearing in mind that measurement is not neutral and the choice of metrics conveys values, priorities and a strategic framework (Boudreau, 1998: 24). The dangerous liaison between human resources and accounting and the pitfalls of measurement requires a delicate balancing act juggling the multiplicity of often unlinked measures with the need to provide information that is oing to be effective in guiding and managing behavior (Pfeffer, 1997). Similarly there has also been a need to debate whether the accounting paradigm has been re-conceptualized (Mayo, 2000) to account for the new economic transformation (Flamholtz and Main, 1999: 11). This involves accounting requirements that move beyond the accepted role of custodial and financial accountability into the realms of fiscal, social and environmental accountability. (Turner, 1996: 71). This involves a shift in thinking from human asset to human worth (Roslender, 1997) emphasizing a more holistic approach which embraces a broader range of social scientists thinking (Roslender and Dyson, 1992: 312) and allows for exploration in the realms of soft accounting numbers (Roslender, 1997: 22). Complying with orthodox management accounting conventions runs the risk, argues Armstrong (1989, 1995), of not only challenging the role but having to justify all HR activity in cost-effectiveness terms, thereby handing to others outside the function the decision as to what initiatives be given priority. This strategy cedes too much to the dominant accounting culture and may also, in the end, achieve little security for the personnel function (Armstrong, 1989: 160). What is needed, suggests Armstrong (1989: 160), is for HR practitioners to master the accounting approach to the point where they can clearly identify its shortcomings, thereby putting themselves in a position to focus on the inadequacies of accounting projections as an exclusive basis for managerial decision-making, especially where HR are concerned. By exploiting such shortcomings, HR practitioners can, suggests Armstrong (1989), further their cause by offering alternative strategies that emphasis that traditional accounting valuations are only one of a number of ways of establishing the value of HR. It is the politics of measurement and its likely impact on the HR function that dwarfs all others argues Pfeffer (1997). Shrewd HR leaders are already training their people in a range of measurement strategies in order to prepare them to do battle on more favorable terms with the number of people in the firm. All of these debates, including the ethics of even attempting to measure the worth of HR have one goal in mind: to develop a means of valuing that captures the very nature of the worth of people and reports it in a way that not only allows for the development of the people themselves but the added value (worth) that they contribute to the organisation. Consequently, understanding why HR accounting is important, to whom it is important and its links with organizational and HR strategies will provide a context for benchmarking the level of support for measuring HR and how far that support has been integrated into the thinking of different managerial groups and organizational strategies. This is what we set out to achieve. Methodology & Data Collection The sample will be drawn from the organizations in Pakistan from the top industries working in local economy. Questionnaires will sent to a random sample of 20 members from each organization. For the purpose of gathering data survey-questionnaire approach will be used. The research will carried out in three phases. Phase 1 involved item generation, for that section of the questionnaire concerned with the importance and measurement of HR. A focus group of 50 people from different organizations will ask to discuss a number of questions. The content analysis of this information is use in developing the important measure of the questionnaire. In the second phase the draft questionnaire will sent to a group of 20 HR managers organized through a network of one of the senior managers who was part of the original focus group. Each participant will asked to go through the questionnaire and write any comments relating to any particular question or questions in the right-hand margin available in the copy of the questionnaire. The emphasis in this phase will, as explained to participants, to find out whether they thought any of the questions are ambiguous or whether parts of the questionnaire could be improved. All the comments received related to the background information of the questions and a number of modifications will made to this section. In third phase the questionnaire will distributed to the sample groups described above. Research Questions †¢Why it is important to evaluate HR? †¢Why organizations are not measuring HR? †¢How HR can be measured? †¢How often are measures taken and reviewed? †¢Who develops and collects HR information? †¢Whether human resources qualify or can appropriately be labeled as assets? Does the level of Knowledge-based assets of an organization give a clearer indication of the potential for future profitability than do traditional accounting measures? †¢Does it is possible to develop a means of valuing that captures the very nature of the worth of people? †¢Does it can be used for the development of the peoples in the organization? †¢Does HR accounting add value (worth) that HR contributes to the organization? Pot ential Outcomes †¢If the firm can effectively calculate the value of HR and add their value to firm’s assets, it will increase the book value of the firm’s shares. An index can be prepared for different industries and firms can compare their HR value to the industry standard and with the other firms present in the same industry. †¢The budget for the Training and Development can be justified. †¢Firms can evaluate the results of Training and Development by comparing the value of HR before and after training and development session. REFERENCES Armstrong, P. (1989). Limits and possibilities for HRM in an age of management accounting’ in New perspectives on Human Resource Management. J. Storey (ed). London: Routledge. Dasgupta. N. â€Å"Human Resources Accounting† Sultan Chand & Sons New Delhi 1980. Flamholtz, E. G. and Main, E. D. (1999). `Current issues, recent advancements and future directions in human resource accounting’. Journal of Human Resource Costing and Accounting, 4: 1, 11-20. Johanson, U. (1999). `Why the concept of human resource costing and accounting does not work’. Personnel Review, 28: 1/2, 91-107. Lester, T. (1996). `Measuring human capital’. Human Resources, 24, 54 . Mayo, A. (2000). The Human Value of the Enterprise, London: Nicholas Brealey Publishing. Mirvis, P. H. and Macy, B. A. (1976). `Human resource accounting: a measurement perspective’. Academy of Management Review, 1, 74-83. Pfeffer, J. (1997). `Pitfalls on the road to measurement: the dangerous liaison of human resources with the ideas of accounting and finance’. Human Resource Management, 36: 3, 357-365. Prabhakara Rao D, â€Å"Human Resources Accounting† Inter-India. Publications New Delhi. 1986 Sveiby, K. E. (1997). The New Organizational Wealth: Managing and Measuring Knowledge-based Assets, San Francisco: Berrett-Koehler Publishers Inc. Turner, G. (1996). `Human resource accounting wisdom? ’ Journal of Human Resource Costing and Accounting, 1, 63-73.

Developing Yourself as an Effective Human Resource...

In order for us to identify where we want to put energy for our own development, it is necessary to develop what Inglis (1994) calls an ‘Extraordinarily realistic self-image’ (ersi). You need this so that you can be sure that your dreams, goals and plans are built on a sound foundation. It is only then that you can consider how you would like thing to be in your future. The outcome of your self-assessment should lay the grounds for your next round of Continuing Personal Development. Personal Development is a strategic and beneficial tool in creating a strong base for any business. In a recent survey it was identified that 69% of people who work in a Human Resources role feel that CPD is highly important to their career path It helps†¦show more content†¦This lack of knowledge of their behalf can be somewhat detrimental to an organisation but if you possess the strong behaviour of Skilled Influencer you can make sure they follow the correct policies and procedures to protect all involved. In an ever-changing world of Human Resources you have to be up to date with all legislation and have a pipeline of solution to each eventuality that can occur in your individual sectors along with the outside world. These two professional areas are the underpinnings of the other eight areas on the Professional Map these two give you the most transferable knowledge and skills that support you in your chosen HR field and it is vital to your development for you to strive to update you knowledge in these areas. Out of the eight other areas in the Professional Map I feel that there is a strong need for continued professional development in Performance and Reward. It is vital to any organisation that you recognised your workforce on a regular basis not only for doing their job to a high standard but for the little extras they carry out and their personal goals and achievements on a person by person case. It is one of theShow MoreRelatedDeveloping Yourself as an Effective Human Resources Practitioner1413 Words   |  6 PagesCertification Foundation level Human Resources Practice Developing Yourself as an Effective Human Resources Practitioner Introduction This report will be divided in 2 activities, first, a brief description of the CIPD Professional Map, which will help us have a better understanding of the knowledge, skills and behaviours required to be an effective practitioner. The second activity will specify how an HR practitioner can ensure the services they provide are timely and effective. Activity 1 –Read MoreDeveloping Yourself as an Effective Human Resources Practitioner1698 Words   |  7 Pages Rebecca Laura Frodsham Candidate Ref: 41643 Tutor: Alana Clough Module: Developing Yourself as an Effective Human Resources Practitioner Contents Page Introduction The purpose of this report is to identify the knowledge, skills and behaviour that is required to be an effective HR practitioner. Looking at different areas, such as insight, strategy and solutions, leading HR. I will then look at the professional area of service delivery and information and look at the activities and knowledgeRead MoreDeveloping yourself as an effective Human Resources practitioner1634 Words   |  7 PagesDeveloping yourself as an effective Human Resources practitioner Briefly summarise the HRPM and comment on the activities and knowledge specified within any one professional area, at band two, identifying those you consider most essential to your own HR role The HRPM is a working tool that underlines behaviours, knowledge and skills that the CIPD understand are needed for the personal and workplace development on all levels of the HR profession, and how it will add value to yourself andRead MoreDeveloping Yourself as an Effective Human Resources Practitioner1745 Words   |  7 PagesDeveloping Yourself as an Effective Human Resources or Learning and Development Practitioner Activity 1 * briefly summarise the CIPD Profession Map (i.e. the 2 core professional areas, the specialist professional areas, the bands and the behaviours) The CIPD HR Profession Map has been developed with the help of HR professionals around the world. Many organisations use the CIPD profession map to measure their HR capability, address areas for development, and to develop their employees withinRead MoreDeveloping Yourself as an Effective Human Resources Practitioner1856 Words   |  8 PagesDeveloping Yourself as an Effective Human Resources Practitioner Activity 1 Firstly, this report will summarise the CIPD HR profession Map. What it is, how it can be used and where it can be found. Briefly detail the ten professional areas of the map, the eight behaviours and the four bands. Then it will go on to look at one professional area in more detail identifying the skills, knowledge and behaviours most essential to the role of Human Resource Business Partner in New Look. The CIPDRead More4dep - Developing Yourself as an Effective Human Resource Practitioner635 Words   |  3 Pages4DEP Developing Yourself as an Effective Human Resource Practitioner Activity A Concept and importance of CPD Continuous personal development is vital to ensure that each individual is up to date on current legislation and to enable each professional to continue with their career goals via training and development tools. By keeping up to date with current legislation, standard practices and new tools and skills this will allow you to become more productive and proactive within your career andRead More4dep (Hr)-Developing Yourself as an Effective Human Resources Practitioner2271 Words   |  10 Pages* Developing Yourself as an Effective Human Resources Practitioner * Date | | Name | | Unit Number | 4DEP (HR) | Level | Foundation | Total Number of Words | 1535*(+ or -10% or 150 words)(Excluding References, Endnotes and Bibliography) | Statement | I confirm that the work I have submitted for Unit 4DEP (HR) Developing Yourself as an Effective Human Resources Practitioner is my own. | | Signature: | | Date: | | | | | Print Name: | | | | Tutor | Signature:Read MorePersonal Development and Hr1445 Words   |  6 Pagesï » ¿ CIPD - Certificate in Human Resource Practice 2013/2014 Developing Yourself as an Effective Human Resources Practitioner PLEASE NOTE; this document needs to be attached to every assignment submission. It serves the purpose of assessment feedback, authentication of work and verification of submission. Without this signed document assessment CANNOT take place; this applies to both the original submission and resubmissions (if appropriate) Student Name (Print)Read More4DEP Developing yourself as an effective HR/LD Practitioner Essay1752 Words   |  8 Pagesï » ¿ Title of report: Developing Yourself as an Effective Human Resources or Learning and Development Practitioner Table of Contents S Subject: Developing yourself as an Effective Human Resources or Learning Development Practitioner Introduction 1.1 The Human Resources Profession Map (HRPM) – Knowledge, Skills and Behaviours 2.1 HRRead MoreCase Study : Hacienda Encantada Resort Spa853 Words   |  4 Pagesrole of external and internal OD practitioners may not be necessarily interchangeable with different business or organizations. It is in my belief that Hacienda Encantada Resort Spa would be more easily acceptable to use internal Organization Development practitioners mainly as it relates to providing continuous learning opportunities. Yet, it is also my opinion that external OD practitioner such as technology would have a better chance at being effective within Hacienda Encatada Resort

The Belief Of The Doctrine Of Christianity - 1297 Words

As Christians it is important that we have a clear understanding of the doctrine of Christianity. Without knowing what we believe and why we believe it, how are we to share those beliefs effectively with a world that so badly needs to hear about it? My goal with this paper is to discuss two of the five main doctrines that were covered in this course as well as reflect on my own personal observations of the course matter. Revelation As human beings, we are on or own entirely incapable of knowing God. His ways and nature are beyond our minds comprehension. We come to know him through what he reveals of himself to us. There are several ways that He does this. The first is general revelation; Millard Erickson describes general revelation in his book Christian Theology as General revelation is most frequently thought of in connection with the amazing and impressive character of the creation, which seems to point to a very powerful and wise person who is capable of designing and producing intricate variety and beauty (Erickson, 1998, pg. 154). As Paul puts it in Romans 1:20 â€Å"For his invisible attributes, namely, his eternal power and divine nature, have been clearly perceived, ever since the creation of the world, in the things that have been made. So they are without excuse† (ESV). God’s general revelation of Himself is present throughout history, his creation and in the complexity of man. The second form of revelation is special revelation. In this form of revelation, GodShow MoreRelatedMartin Luther s Transformation Of Christianity1120 Words   |  5 PagesChristianity has over the years organized its belief, practices and doctrines into a methodical, monotheistic religion. These elements of religion are fundamental features that interact to create a living, dynamic religion. Before these were organized, Christianity experienced a number of influential people who challenged the religions main practices, beliefs and doctrines, affecting both the religion and it’s life of adherents. One of the most important people in Christianity is theologian, MartinRead MoreHow Is Christianity Living and Dynamic and How Does It Answer the Enduring Questions of Life?1271 Words   |  6 PagesChristianity is a faith based religious tradition, of which the follower is considered to be a Christian adherent. Thus, being a living tradition, Christianity is continually subject to change in accordance to the needs of the adherent and reaffirming the Christian tradition within a contemporary context. The aspects, which attribute the present existence of Christianity and its dynamism therein, include sacred texts and writings, ritual and ceremonies, beliefs and believers, and ethics. UltimatelyRead MoreThe Doctrine Of The Trinity978 Words   |  4 Pagesfound in the bible, but neither can omnipresent or omniscient; yet they all describe the Biblical expression of who God is and how he is revealed to humanity. Furthermore, the doctrine of the Trinity is so crucial to Christianity, that if it was removed Christianity would crumble and fall into cult status. Even through the doctrine of the Trinity took almost a three hundred to be formally stated at the Council of Nicea (325) and the Council of Constantople (381);1 Roger Olsen points out that â€Å"all oneRead MoreChristianity And The New Testament1311 Words   |  6 PagesChristianity is a religion that is ba sed on the life experiences and teachings of Jesus Christ in the New Testament. Christianity is the largest religion on Earth, with over two billion followers which are called Christians. Jesus is believed to be the Son of God and the Savior of Humanity who is coming as Christ in the flesh which is prophesized in the Old Testament. Christian’s profession of faith is that Jesus suffered for everyone, died and was buried in the tomb, and was resurrected from theRead MoreChristianity and Hinduism950 Words   |  4 Pages Christianity is one of the most influential religions known to man. Starting in c. 4 BCE a structure was about to be formed with the birth of Jesus, which led to the creation of the Christianity after Jesus was crucified and resurrected. The religion is monotheistic meaning it follows one god, referred to as â€Å"God†. The structure of Christianity has three major branches which are the Roman Catholics, Eastern Orthodox, and Protestants, each branch containing a number of subcategories. ChristiansRead More Saint Augustine Essay1445 Words   |  6 Pagesorthodox Christian doctrine during the early Christian Church. Augustine was born in Northern Africa in AD 354. His father was a pagan and his mother a Christian. Though his parents were not extremely well to do, they had enough money to allow Augustine to obtain an education in the liberal arts. This education will eventually affect how he sees Christianity, especially concerning the use of neo-Platonic ideas in Chri stian theology. Augustine converted to orthodox Christianity late in life. Read More The Emergence and Africanization of Catholic Christianity in the Kongo1383 Words   |  6 PagesAfricanization of Catholic Christianity in the Kongo When the nation of Kongo â€Å"converted† to Christianity around the turn of the 16th century, the Catholicism that developed over the next century is best understood as primarily a superficial layer added onto Kongolese traditional religion. The kings of Kongo did not try to replace previous beliefs and practices with Christianity, nor did they simply mask their traditional religion, but rather they incorporated Christian doctrines, rituals, and someRead MoreThe Five Principle Beliefs Of Christianity1642 Words   |  7 PagesPRINCIPLE BELIEFS OF CHRISTIANITY The principle beliefs associated with Christianity exuberate the understanding of life for its adherents, whilst perpetrating an influence on society. This therefore allows for the comprehension of sacred texts and its cohesive meaning on an entity. The principle beliefs of Christianity include the divinity and humanity of Christ, his death, resurrection and ascension, the nature of God, revelations and salvation. The correlation between these beliefs ultimatelyRead MoreChristianity And The Patristic Period867 Words   |  4 Pages Christianity, a religion that has been derived off of Judaism, has transitioned into a normative religion due to the influence of the Patristic period. The name Patristic originates from the word Pater, which is defined as father in Latin. Its title is suitable by its very nature since one could regard the patristic age as the authoritative or fatherly age towards Christianity. (McGrath 7) On another note, many scholars and writers had made beneficial contributions to Christianity during the patristicRead MoreThe Resurrection Of Jesus Christ Essay1709 Words   |  7 PagesThe religion Christianity is grounded through the wisdom and miracles of Jesus Christ. Many may call him Jesus or Christ but in actuality Jesus is Christ which means anointed one. Jesus Christ was no average person, he is the God the Father who came to this world and fulfilled the Old Testament laws and prophecies, died on the cross, and rose from the dead physically. As savior that came on earth to restore his peo ple he performed many miracles which were recorded in the Gospels by the eyewitnesses

Bodily Systems Assignment Digestive System - 1026 Words

Bodily Systems Assignment Digestive System 1. Gluten is a protein that is found present in many grains. It is made up of two proteins, gliadin and glutenin. Gliadin is the part of gluten that some people cannot tolerate. Some natural food sources that contain gluten are pasta, cous cous, bread, cookies, cakes, muffins, and crackers. Some alternative food products or grains for individuals that cannot tolerate gluten are buckwheat, corn, quinoa, and rice. 2. Some common symptoms that may indicate celiac disease are bloating, diarrhea, constipation, weight loss or gain, fatigue, or depression. Two diagnostic tests for this disease are an endoscopic biopsy, which is a tube with a camera on the end that is used to view your digestive tract and†¦show more content†¦Meaning your airways become slightly swollen and blocked. Although smoking causes 80% of cases of COPD some other causes of COPD are air pollution, repeated lung infections, and second hand smoke. Smoking causes damage to all of the other systems in our body too. It affects the respiratory system by causing permanent damage to your lungs. It affects the circulatory system by raising your blood pressure and heart rate. Smoking also causes gum disease. 3. Cystic fibrosis causes thick and sticky mucus to form in the lungs. The mucus blocks a persons airways and making it harder for them to breathe and ultimately causes lung damage. Treatment for cystic fibrosis includes digestive enzyme supplements, medication, and physical therapy. Getting treatment early is the key to improving your quality of life and your lifespan. People with cystic fibrosis have a shorter than normal life expectancy, and today usually live well into there 30’s and 40’s. Cardiovascular System 1. Angina is when your heart does not get enough blood and oxygen due to a blockage of one of more of the hearts arteries. Angina is said to be a warning signal as it can lead to a heart attack, cardiac arrest or sudden cardiac death. Angina is a warning sign that you need to stop what you are doing and rest. 2. Atherosclerosis is the hardening or narrowing of the arteries. It develops when the lining inside our arteries, called the endothelium, is

Innovation and Sustainable Business Development Model

Question: Discuss about the Innovation and Sustainable Business Development Model. Answer: Introduction The business models are considered as an effective representation of the overall business processes. It can take various forms such as textual, contextual and graphical and these elements are interrelated (Chesbrough 2013). There are also financial considerations that are designed by the organization including the present and the future services or products. The primary constructs of the business models include value proposition, organizational infrastructure, value architecture, value network and technological architecture (Boons Ldeke-Freund, 2013). A business model explains the rationale behind the creation, delivery and capture of value in the social, economic or cultural constraints. This essay would describe the different attributes of the business model and how business model can be perceived as a system (along with the use of different scholarly articles). Discussion The concept of business models is used to represent the formal as well as informal descriptions in understanding the core business aspects (Chesbrough 2013). There can be variety of the business processes such as target customers, purpose, organizational structures, operational policies and others (Baden-Fuller Haefliger, 2013). The business models are used to explain as well as classify the business processes in order to explore different possibilities of the future development (Chesbrough 2013). The business models can be considered as a set of the assumptions and the hypothesis that is used to determine the key resources as well as important activities in the value chain (Boons Ldeke-Freund, 2013). According to Bohnsack, Pinkse and Kolk (2014), the design logic views of the different business models considers the process as outcomes for the creation of new organizational structures in order to pursue an entirely new opportunity. As opined by Baden-Fuller and Haefliger (2013), the value chain activities are defined by the different system components such as marketing, sales, outbound logistics, services and others, which are important components of a system. The partnership is considered as a business relationship that is based on openness, mutual trust, shared rewards and shared risk management in an organization. This leads to greater business performance in the organization. When the business models are considered as part of the systems, then the overall model helps in knowing, understanding and stimulating the model representation (Chesbrough 2013). The system modeling can also be used to define the different interdisciplinary study of the application of the models to construct as well as conceptualize the systems mainly in the IT and business development aspects (Veit et al., 2014). The systems that involve the function modeling are concerned with the application of specific techniques such as functional flow diagram and others. The business process modeling notation is one of the graphical representations for the purpose of specifying the business process in a typical workflow (Flowers Edeki, 2013). The conceptual models are often considered as considered as the abstracts derived from real world and it can be physical or social (Boons Ldeke-Freund, 2013). The value of a model is related to the well representation of the present, past, future and the actual state of the affairs (Veit et al., 2014). The business models act as systems, which are able to solve dynamic and static problems (Farahani et al., 2014). The static models are defined as the relatively stable components of the business models that undergoes minimal change over a period of time. The business models are considered as equivalent to the managerial style of the scientific method in which the hypothesis is the starting point for solving the problems in a rational manner. The business managers use the business models to increase a large number of static as well as dynamic issues (Flowers Edeki, 2013). The spreadsheet gives more analytical approach to the planning process and the managers are able to analyze the components as well as sub-components of the system in a logical problem (Veit et al., 2014). The static problems can be solved by asking what-if questions in order to gain critical assumptions for the business. The companies can also handle the dynamic problems by gaining market insights and take care of t he resulting economics (Veit et al., 2014). The managers can gain an idea regarding the overall business functioning and the detailed system processes provide valuable feedback for improving the systems processes (Boons Ldeke-Freund, 2013). The business models can be used to understanding the partnerships of the firm (Boons Ldeke-Freund, 2013). This can be done through the use of the Business Model Canvas. The entrepreneurs need to be careful about the key partnerships which would help them to perform the business activities in a smooth manner. This would be done with the formulation of suitable questions to understand the nature of partnerships (Flowers Edeki, 2013). The questions include the critical partnerships for business, who are the different critical suppliers, type of partnerships according to the needs, location of the best supply chain and others (Flowers Edeki, 2013). The business models help in the identification of different factors that help in the identification of the right partnerships (Zou et al. 2014). This comprises of the right partnership agreements, defining of expectations, impact on the clients, determination of the win-win situation and the right selection of the partners. The business ent ities need to decide the various types of partnership options such as strategic alliances, joint ventures and buyer-supplier relationships (Boons Ldeke-Freund, 2013). The business systems are useful for understanding the innovation process used in a firm (Davenport, 2013). They define the set of processes that are used by the companies for sustaining in the market. Flowers and Edeki (2013) defines innovation as the process of sustaining themselves over the competitors is done with the help of innovative processes. The business system outlines the different modes of innovation that takes place in a business environment (Camisn Villar-Lpez, 2014). The different process flows would be displayed in the business systems. This would make it possible to understand the different levels of creative business solutions that are used by the organizations. The article on Boundaries Innovation and Knowledge Integration in the Japanese firm by Mitsuru Kodama throws light on the Japanese firms which are in the process of restructuring their organizations for the purpose of competing in the global market (Kodama, 2009). The paper evaluated the competency of various Japanese firms in diverse industries such as electronics, telecommunications and others. The article focused on the knowledge integration firm, new kind of corporate model. The objective of the paper is to analyze the success factors of the Japanese firms in the technology domains and how they set an example to the world (Kodama, 2009). The primary argument of the article is on the knowledge integration process which is concerned with skillful collaboration between different organizational entities. The main idea behind the Japanese firms revolves around the technological as well as marketing innovation. They also have path-dependant knowledge and the firms implement diverse kno wledge from various sources. A new business framework is proposed, which is known as the knowledge integration model. This model is an integration model for the heterogeneous knowledge, which is prevalent in the internal as well as external environment of the organization (Kodama, 2009). This model is sensitive to the dynamic changes in the horizontal as well as vertical corporate boundaries (Kodama, 2009). It has integration of vertical value chain and co-evolution model, which is used for analyzing win-win business models (Kodama, 2009). The internal knowledge is being integrated with the help of internal networks and the external knowledge is done through the external networks. The corporate boundaries are transcended with the help of knowledge transfer process (Kodama, 2009). The two aspects of the business process is concerned with the new boundary conceptions and the dynamic human networks (Kodama, 2009). For example, the knowledge integration model is being used by major firm s such as Toyota and DoCoMo. They make use of i-business model which comprises of the vertically integrated value chains. The article on Killing Two Birds with One Stone helped me to understand the business models in a better manner. This article clearly defined the composition of a business model profit model and the business systems (Itami Nishino, 2010). The business system is responsible for the delivery of the services or the products of a firm. The reason for selecting this article is that it gave a clear view of the current situation of the company and incorporation of value added features in the business processes (Itami Nishino, 2010). The unique business model would help the businesses to gain sufficient competitive advantage by handling the risks associated with the business. The article stated clearly the actual business framework of an organization in simplistic terms (Itami Nishino, 2010). The profit model of the companies is also explained in the article along with real examples (such as Google). It is important to understand the core assets of a business which are often invisible, ho wever, they do affect the business in a major way (Itami Nishino, 2010). The core competence of a firm determines the revenue generation and the competitive advantage. Conclusion This paper presented some of the interesting findings that would be helpful in understanding the future business trends. The business models are considered as a part of the overall business systems. The business models are able to solve both static as well as dynamic problems, which is helpful for the organizations in the long run. The effective use of the Business Model Canvas is done, which is helpful for answering several critical questions. The new concept of knowledge integration firm would gain more prominence in the new future. This essay would broaden the understanding regarding business systems in innovative business environment. References Baden-Fuller, C., Haefliger, S. (2013). Business models and technological innovation.Long range planning,46(6), 419-426. Bohnsack, R., Pinkse, J., Kolk, A. (2014). Business models for sustainable technologies: Exploring business model evolution in the case of electric vehicles.Research Policy,43(2), 284-300. Boons, F., Ldeke-Freund, F. (2013). Business models for sustainable innovation: state-of-the-art and steps towards a research agenda.Journal of Cleaner Production,45, 9-19. Camisn, C., Villar-Lpez, A. (2014). Organizational innovation as an enabler of technological innovation capabilities and firm performance.Journal of Business Research,67(1), 2891-2902. Chesbrough, H. (2013).Open business models: How to thrive in the new innovation landscape. Harvard Business Press. Davenport, T. H. (2013).Process innovation: reengineering work through information technology. Harvard Business Press. Farahani, R. Z., Rezapour, S., Drezner, T., Fallah, S. (2014). Competitive supply chain network design: An overview of classifications, models, solution techniques and applications.Omega,45, 92-118. Flowers, R., Edeki, C. (2013). Business process modeling notation.International Journal of Computer Science and Mobile Computing,2(3), 35-40. Itami, H., Nishino, K. (2010). Killing two birds with one stone: profit for now and learning for the future.Long Range Planning,43(2), 364-369. Kodama, M. (2009). Boundaries innovation and knowledge integration in the Japanese firm.Long Range Planning,42(4), 463-494. Veit, D., Clemons, E., Benlian, A., Buxmann, P., Hess, T., Kundisch, D., ... Spann, M. (2014). Business models.Business Information Systems Engineering,6(1), 45-53. Zou, W., Kumaraswamy, M., Chung, J., Wong, J. (2014). Identifying the critical success factors for relationship management in PPP projects.International Journal of Project Management,32(2), 265-274.

Spellbound Essays - Cunningham Family, Jason Voorhees,

Spellbound The book I read was Spellbound by Christopher Pike. In this book, a teenage girl named Karen Holly, was killed at the top of a nearby mountain with her skull smashed in. The only witness to this horrible murder was her boyfriend Jason Whitfield who said that a grizzly bear killed her and scratched him across the face when he tried to stop the bear by hitting it with a stick. He later goes to the police with his story and tells them where to find her corpse. When the police get to the top of the mountain they do not find her body where Jason said that it would be, but instead discovered the corpse in a nearby stream. After a few weeks people start to think that Jason is hiding something about that terrible night, some people even think that Jason himself killed her. These conspiracies are fuel by many things such as the fact that there was flesh found underneath Karen's fingernails or that Jason now has a new girlfriend named Cindy Jones. The town decides to have a trial because of all of the conspiracies so that they can set the record straight on what happen that night. A couple days before the trial Jason, Cindy, Cindy's brother Alex, Alex's date Joni Harper, Cindy's best friend Pam Alta, and a foreign exchange student who is staying with Pam named Bala decide to go to the top of the mountain. Jason wants to do this because he says he wants to face his fear of the mountain that he got after the night Karen was killed. At the top mountain, Jason says he wants to show them a secret cave. After walking for about ten minutes they have to go over a log to cross the stream. While walking on the log Cindy falls off and into the stream. Alex and Jason run to try to save Cindy but suddenly Bala dives off a high cliff into the water, grabs Cindy and pulls her to safety. The next day at school, Alex and his best friend named Ray get in a fight because Alex finds out that Ray is going out on a date that night with Joni Harper. That is the last time Alex ever see's Ray alive because that night after Ray's date with Joni he is killed the same way that Karen was. This happened only a day before Jason's trial. As the plot thickens, Jason asked Cindy to appear at the trial in his defense. The morning of the trial a reporter from the local newspaper who thinks that Jason killed Karen comes to Cindy's house and talks her into thinking that Jason is hiding something. Two hours before the trial Cindy decides to go up the mountain to see what she can find. When she gets to the place where she fell, she finds that there was oil on the log which caused her to fall. She concludes that Jason did this so that he could save her to clear his name by making people think he is a hero for saving Cindy. The main characters in this book where Jason Whitfield, who is the only witness to the murder of Karen Holly, and Cindy Jones, the new girlfriend of Jason Whitfield. Other main characters are Bala, who is a foreign exchange student for Africa and Joni Harper, who turns out to be the one who kills Karen and Ray. Some secondary characters are Alex Jones, Pam Alta, and Karen Holly. The setting takes place in a small town in the Rocky Mountains at present day time. My favorite part of the book is when Cindy goes up into the mountains and discovers that Jason had put oil on the log to make her fall. This was my favorite part of the book because Cindy had just discovered that Jason may have killed Karen after all. The scariest part of the book was when Bala was in the hospital because Bala was very strong and smart and it would take a lot to hurt him, but something had. My opinion of the book was that it was great. I would recommend it to anyone who likes scary books or Christopher Pike books.