Egt Task Free Essays

Although the current Managers are fluent in Korean, it will be important to hire local dialect persons to add to our staff. This will ensure acceptance, communications, and also preventing miss spoken words that me be taken as offensive If not done with the proper tone. Curriculum Instructor certification. We will write a custom essay sample on Egt Task or any similar topic only for you Order Now Since South Korea converted the KIT- Korea Teakwood Escalation In 1954 Into the World Teakwood Federation, the feeling In Korea Is all Black Belts must hold certificates from the WTFO. This may be Just a financial ploy to collect money room those outside Korea, but the perception exists that if you hold a certificate (called a Okinawa Certificate) you are then legitimate regardless of what country you received the certificate, since all Okinawa certificates originate in Seoul, South Korea. All staff who do not currently hold their given Black Belt rank must be certified by the WTFO prior to submitting an application to be an instructor in our Korea Dugong expansion plans. Since no Okinawa officers exist in the united States, all certifications will be done by Head Master Ken Adulated, 6th Degree Black Belt Okinawa holder. Country of Origin of retail goods. Three primary countries manufacture martial arts apparel (uniforms) and sparring gear. These are Japan, China, and South Korea. While Americans are primarily obsessed by price, and seem to disregard country of orally pride, Korea Is the opposite. It will be critical that all uniforms, belts, and sparring gear ONLY come from South Korea manufacturing companies. To offer anything else is potentially offensive, but should these goods come from China or Japan, it would also be a disgrace since both countries attacked Korea in the last century. B. Product The product of Americas Best Teakwood is martial arts lessons. In America, most adults will not allow themselves to stick with a program, and many areas of the program we currently offer need to accommodate the lack of focus for Adult students, and their ability to Justify quitting. Only 1 of 10 Americans (compared to 1 out of 4 Europeans) has attempted to learn martial arts. Of those 33 million, only 10% stay with It beyond 30 days, leaving 3. 3 million. Of those 3. 3 million only 10% will stay with It another 3-6 months quitting Jest as they prepare to test out of novice level. Of the enameling 330,000 who achieve Green belt/beginner Intermediate, only 10% of those will reach beginner advanced, or Brown Belt. We are left with just 33,000 Brown belts, In the USA, all but 10% quit after Just 30 days at Black belt, higher than any other country in the world. About 330 people are left who continue actual Black belt training, only 10% of those achieve Master level in the USA, Just 33 out of 330 million. Moving into Korea, we must modify our program for the long term goals of students. Parents will require their children attend, and they will attend with them, it will be a Emily event, training multiple days per week for 6-10 years or more. It will be important to modify our tuition timeline to not appear to be short sighted Americas with no ling term vision, or they may feel we are looking for short term profit, or will not stay through difficult times. The good news is that Korea has been losing the Gold Medals at the Olympics to other countries and is accepting of Americas teaching teakwood and they have fond respect for the Lopez family of Houston Texas, multiple Gold Medal winners. We will leverage our affiliation with the Amateur Athletic Union with Coach Lopez. We will use this for credibility but not for promoting an American Agency. 82. Price: Tuition pricing in America is structured around making it easy to quit, monthly pricing is not as important as not needing to make any commitment. In Korea it will be the opposite. Students will not mind signing non cancel agreements paid in full for 6 years as long as the rates are fair. For Korea the pricing will be a base of $900. 00 per year, for 4 classes per week, 2 hours per class, we expect class sizes to be 50-150 per class. In America our current pricing is $200. 0 per month, month to month, 2 classes per week, 50 minutes per class. Koreans will look at price per hour over the long term, wanting the most hours per week at the lowest rate with a long term commitment; Americas want to know how cheaply they can Join, and how easily they can quit, more like leasing a car. 83 Promotion: In America martial arts lessons are promoted in a disposable product manner, viewed like a 6 pack of Coke. Coupon driven society demands a call to action for a discount. Teachers are held in higher regards in Korea and it would be a disgrace to offer discounts, promotions, or marketing fluff. The Koreans will want endorsements from martial arts organizations and to see community service done by the staff. When they see us in public, they will approach us, but the Koreans will be completely turned off if the go to corner market and see â€Å"one month of lessons and a free uniform for 19. 99†³Ã¢â‚¬ ¦.. Word of mouth and grassroots promotion only in Korea. BE Place: 52 million people actively practice Tea Swoon Do globally; it is the most popular martial art. Korea in the past has not been accepting of foreign companies opening Dugongs in Korea, but the loss of first place in the last 3 Olympics has changed this. The OIC, International Olympic Committee has removed Baseball, Hockey, and Wrestling as of late. Talk is they will remove Karate, Judo, or Tea Swoon DO. Koreans national sport is Tea Swoon Do, and they are promising more support and resources. They will do whatever it takes to keep this Olympic Sport status. Allowing Americas Best, a proven Junior Olympic Gold Medal winning organization into Korea and supporting its grassroots movement is a given. C Ethical Issues: to us from Korea. The Koreans have warned us that Americans are viewed as fat, lazy, and abrasive. The example proven to us is Korean infant adoption, only for America do they have a height and weight scale/range for adopting parents from America. 2) Where the money goes†¦Ã¢â‚¬ ¦.. Alt has also been brought to our attention from the WTFO that Koreans will need to see a direct line for their tuition to returning to the community. Unlike Americans who will buy a Toyota or Honda and not inquire where the money goes, the Koreans will need to see proof that some of it stays in the community. Sources: None. How to cite Egt Task, Papers

Intelligent Robustic System For Exploration-Myassignmenthelp.Com

Question: Discuss About The Intelligent Robustic System For Exploration? Answer: Introducation A robot is a man-made object which is using the computer as its brain and has the machine-driven body. In its body, sensors and actuators are present in it. They are more flexible in terms of performing new operations and is capable of carrying out numerous tasks at once. Recently there is an emergence of technology branch with concerned of all the challenges in robot, design, and application. Robots perform numerous activities such as defective satellite inspection, repair or construction of a space station and supplying goods to the station and its retrieval. The paper describes the design and implementation management used by the authors for developing tele robotic system. There is high possibility of new advancement in robots with overlapping knowledge in control and progress in fundamental technologies, kinematics and dynamics. This will enable people to discover and familiarity in the universe with numerous live changes. Technology in space has an important influence in both socioeconomic and life part of space environment and the world society, therefore many study were carried out to help combining robots and space through applying space robotics idea and some required of robotic machines features are flexibility, acknowledgement, knowledgeable control and reconfigurable methods. All imaginative decisions need to be tested and verified in open space condition because aspect technology such as communication techniques cannot be verified on-ground condition. Control system Design Methodology This section highlights the methodology used by the writer to design tele robotic system. Each step is described in sequence as follows(Hermann, 2012, p. 410) Hierarchy of desired behavior The first step is to define and name a hierarchy of desired robot behaviors because it is based on time-domain behavior. Usually, four steps are needed for autonomous submersible and autonomous manipulator. The designer must ensure that the specified behaviors are enough to allow description of all robotic system operations by personnel. Level of Robot Autonomy The robot requires less supervision as the hierarchy becomes automated. The decision concerning the level of should be implemented based on complexity, safety, relationship between channels of communication and required robot stability Remote/local portioning The machine-driven purposes can be alienated into remote [robot] and the local where lower levels of control are executed by the robot more than the console. Behavior matrix Before the execution of behavior by the operator at the work station and the robot, certain things need to be defined such as requirements by sensory inputs to support the decomposition, its nominal decomposition into lower levels and handling behavior execution, Conflicting behavior resolution The approaches such as the logic- based and cooperative are the preferred methods of resolving conflicts goals. It is grounded on how robots are going to deal with the fact that they are not intended to carry out other functions. Control system modules The communication associating the isolated computers is affected by computer error. The robot are directed orders by the operator and the robots are expected to follow a systematic protocol that are errors free while the response values from the robot to the operator can be submitted repeatedly deprived of acknowledgment Sera interface It needs two types of definition levels; The standard real-time on-line operator interface and Scripting, configuration and behavior definition Network of Software Modules The designer needs to break down the system into a two-way communication between the components and every component must be assigned preemption level. Software module integration The real-time system is constructed from the existing components is just a matter of selecting the required components from the library and explaining the interconnections between them. The process of implementing the control system differs with software components implementation Declarative Configuration This is where the user pronounces all components and their connections in a text built file then the file is interpreted by the program after reading it so that it can modify the data structure for real-time control. Code-Based Configuration This is the C++ version of declarative configuration approach whereby the configuration file is gathered and joined before running of application Graphical Configuration This approach depends on the use of computer-aided design to put down the components and their interconnections. The list is analyzed into a text-based in order to produce a list describing the components and their interconnections. Project management issues The quality management, preparation of work and private issues are the matters affecting project management and they are influenced by the design and implementation approach. This approach task are partitioned into two parts that are the software component and control system application whereby engineers specializing in application sector are responsible for application design, enactment and testing while the team in software are responsible for progress and upkeep of all software constituents.(Robo, p. 211) Ongoing Developments This section describes the relevant developments taking place in design and implementation of tele robot control system Application of space robot can be classified into the following categories of four;(Konoko, 2010, p. 318) Operation: Helps to conduct experiment in the lab Maintenance: Helps in removal and replacement of faulty modules/packages In orbit positioning and assembly: Helps in deployment of satellite and assembling of modules to satellite/ space station Resupply: It enables supply of materials and equipment for experimentation in space lab and for fuel resupply The following examples give specific applications under the above categories Scientific Experimentation Experiments conducted in space lab include Observations by astronauts Biological experiments Metallurgical experiments which sometimes is dangerous Assist in space station assembly Helps crew in the space station i.e. routine crew maintain life supporting system Helps in station arranging and assembling Space servicing functions Refueling Faulty modules replacement Helps congested mechanism such as antenna and solar pane Enhancement of space craft Using upgraded module in replacing payloads Assist in modules attachment in space Space tug Transfer of satellites from low earth orbit to geostationary orbit efficiently Effect orbital transfer by satellite grabbing Challenges in designing and testing space robot Robots developed for space is different from those in the ground because space robots have to operate in zero g' conditions i.e. [lack of gravity], in the vacuum, far away from earth and in high thermal gradients. (Xu, 2012, p. 32)Thermal condition and the vacuum of space interferes with material and sensor performance of the robots. The degree of remoteness of the operator varies from few meters to millions of kilometers The environs that lack the force of gravity has strength and weaknesses. In zero g environment, the mass to be handled by the arm manipulator is not constraints that is why joints and the arms of needs not to withstand forces and moments loads as a result of gravity. The main disadvantage of zero g environment is that it lacks inertial flame and any manipulator arm motion will induce reaction forces and base moments which in turn interfere with the altitude and position.(Kopa, 2011, p. 315) The problems faced by the robot such as control and motion planning, dynamics can be solved by ensuring dynamics connections between the base [space station, space shuttle and satellite] and the robot. As a result of dynamic interaction, the space robot motion can influence the base route and this can make the robot to miss the planned target, also mutual dependence affects the performance of the robots and the base severely in case the moment of inertia robot, the mass and payload are not negligible compared to the base. (Kanniah, 2013, p. 165) Vacuum effect and thermal effect The vacuum in space causes heat transfer problems and loss of mass of the materials as a result of sublimation or evaporation. This can be avoided by selecting materials and lubricants properly so as to attain collected unstable condensable matter and total mass loss. The preferred lubricants should be dry in nature like goad and lead. Some of the sub-systems will require hermetical sealing in order to be exposed to vacuum. In thermal variations, low-temperature cause material embrittlement hence increases friction in bearing by weakening the adhesive forces. The distortion in overcrowding of mechanism and structural elements is caused by huge thermal gradients hence the best way of controlling this is ensuring that proper material selection whose features is acceptable based on the temperature range and suitable choice of protective coatings and insulation system temperature is within permissible boundaries is carried out.(Desroches, 2010, p. 41) Other factors The compactness and the lightweight are one of the main factors required in space system. The material structure to be used should possess certain strength and stiffness to ensure minimum mass, high toughness and solidity. Robots are also subjected to a critical environment are the dynamics during launch. Dynamic loads contain random vibration, auditory noise, sinusoidal vibration and separation shock bands. The electronic and electrical subsystem will have to take care of ecological conditions during orbit and launch.(Konoko, 2010, p. 78) In case there is need for performance to be recorded, protection of components against radiation all over its life is necessary to be considered. Reliability of a high grade is required in space robots and this can be managed by ensuring that design phase was conducted in a proper manner. In order to identify numerous failure modes effects, a failure mode effect and critical analysis is carried out and must be addressed in the design by(Kanniah, 2013, p. 179) Having a good design margin Selecting a reliable or proven design The design should have redundancy System verification and testing System reliability is conducted by a number of tests enveloping all the environmental conditions. The verification of tests and functions are carried out on subassemblies, subsystem and tests acceptance will be done after system completion. The trickiest simulation during testing will be zero g simulation. The simulation commonly used in zero(Kanniah, 2013, p. 89) a) Water immersion: Total dipping of robots under water and testing helps in the simulation of reduced gravity. b) Flat floor test facility: Here, it is grounded on the bearing of air sliding over a polished granite. It simulates the zero g' environment in the parallel plane. c) Compensation system: The compensation of force of gravity is done by vertical and passive counter system and actively controlled parallel. Performance assessment and calibration The development of offline software in mission preparation helps in achieving the robotic device operation. The procedures that supports design in a computer are applied so that movement of the robot can be traced easily. The smallest size, mass and the power needed and intake can be attained by ensuring an appropriate sensing technology is put in place.(Ruoff, 2011, p. 245) Robot performance The valuation of robot is needed because; To enhance sources of errors that affect arm accuracy To make decision if the work cell or the arm must be calibrated To make the comparison on the expected improvement in calibration accuracy. The mathematical model is used in assessing the robots performance and the source of error from its sub system such as the robot link, the joint or its gripper(Xu, 2012, p. 212). Identification of error is done by a bottom-up analysis and in each identified robot sub system are arranged in the three groupings namely; Pseud systematic error which is foreseeable and time variant Random errors which cannot be predicted but varies with time e.g. encoded noise The systematic error which does not differ with time e.g. concentricity, link length, and parallelism. Once the classification of error based on the magnitude is done, there may be used of numerous statistical methods to evaluate its impacts when they are combined during work.(Ruoff, 2011, p. 54) Robot Calibration A proper calibration method is required in compensate for errors in case the prediction performance has shown that calibration is needed. All calibration must be carried out on the ground and in case of orbit calibration procedures should be limited in crosschecking the model validity developed and if essential, error correction such as pressure gradient and micro slip to be done. Calibration is executed in five steps namely; (Genta, 2011, p. 33) Modeling, in which parametric description is carried out, introducing geometric parameters like link length Measurement, in which data encoded and a set of robot position and orientation are measured using the real robot for provision of inputs for identification test step Identification, it uses the measured facts and parametric model to determine error parameters Model implementation, where the data controller root is updated by correction of robot pose with respect to the error standard deviation. Verification, It is when accurate positioning of the robot has been achieved in all the three axe This method is preferable if compared to other methods because complications of universal calibration of robots are sectioned into a set of minor problems thus enabling them to accomplish numerical precession and decent stability. The software calibration is parametric in nature thus appropriate for homogenizing any wide-open robot kinematics chain. (Kopa, 2011, p. 113) Description structure of space robot The robots consist of two arms namely; upper arm and lower arm. The rotary joint links the upper arm and to the lower arm and a three-roll wrist mechanism at the end of the lower arm is used to orient the end effector about any axis. The end effector connected to the axis performs the same function as the hand. Motors help in driving the circuit which in turn drives the joint of the arm and wrist while angular encoders control the motion of the joint at each axis. The controlling of grasping force on the job is done by the end effector that is driven by a motor and pressure sensor. The main subsystem in the development of the manipulator's arm is,(Forest, 2011, p. 56) A joint enables movement between two links of a robot and there are two types of joints namely; roll joint whose rotational axis is similar with a fully extended arm and the second one is pitch joint whose rotational axis is parallel to the axis of an extended arm making its angle of rotation is limited.(Telotte, 2016, p. 214) Robot arms The simplest arm is the pick and place type which are used t5o assemble part of fitting them into a fixture. This is achievable due high accuracy attainable in the robot arm. Objects having complicated shapes and fragile in nature can be manipulated by robot arms In robot arms, there are wrist and grippers. The wrist is attached to the robot arm and has pitch, roll, and yaw that is why it has the ability to retain its equilibrium position after the removal of deflecting forces and deform in response to the forces as well as the torques.(Zhu, 2010, p. 43) The gripper is attached to the manipulator's wrist to achieve the task required. The designing of the gripper depends on the size and shape of the part to be held Space Robot Teleoperation The space robotics is an important psychology in space advancement. It is desirable to develop a robot which can work without an aid of astronauts. In the current situation, there is progress in technologies whereby the tele operates a space robot from within a spacecraft. However, the limited number of astronauts in the space makes it possible not to achieve rapid progress in space growths with the teleoperation from within the spacecraft.(Xu, 2012, p. 56) Operations of space robots Robotic free fly manipulators are difficult because the spacecraft moves in response to the movement of manipulators. The shuttle robot arm is used for various purposes such as; Deployment and retrieval of satellite Building of International Space Station Surveying the outside of the space shuttle using TV cameras attached to a wrist or elbow of the robot arm Robot Arm Operation Mode It is operated in the space shuttle cabin and to control the shuttle remote manipulator system the operator uses translational hand controller to deploy the rotational hand controller. How space shuttle robot arms grasps object Robot arm just work in a similar way just like that of human, The end point of the rot arm consist of a cylinder known as the end effector. There are three wires that are used to grasp objects inside the cylinder. The object to be grasped needs to have a grapple fixture meaning projection a stick in shape. Sight is essential in order to acquire the grapple fixture while manipulating a robot arm as long as 45 feet. Robot arm is activated to hit the target and this is done by the robot arm operator while keeping the rod standing vertical to the robot arm and in case the angular balance is between the robot arm and the rod, it is easily detected through the in TV Conclusion In the forthcoming years to come will make billion of people to live a leisure life instead of current obsession with current material needs. Space robotics will open the door to discover and experience the universe because there are many people who are captivated by the space but the lack means of discovering it. The formal method for the design and development of robot has been outlined and it is based on the concept hierarchical control. Hierarchical control system design provides a template for complex control system functional design that allows parallelism in the development process. The method also highlights advantages of robots such as, going where people cannot reach, robot dont need to return to earth, they perform task that are less expensive and less risk and space is a dangerous environment but robots manage to survive. New future development includes new support for hardware and software environments References Desroches, A., 2010. Intelligent Robustic System for Space Exploration. s.l.:s.n. Forest, C., 2011. Robots in Space. s.l.:s.n. Genta, G., 2011. Introduction to management of space robots. s.l.:s.n. Healer, P., 2014. Space Mice 2. s.l.:s.n. Hermann, G., 2012. Advances in Autonomous Robotics. s.l.:s.n. Kanniah, J., 2013. PRACTICAL ROBORT DESIGN. s.l.:s.n. Kanniah, P., 2013. practical robort design. s.l.:s.n. Konoko, M., 2010. Robotics research. s.l.:s.n. Kopa, D., 2011. Exploring Space Robots. s.l.:s.n. Pelt, M. v., 2010. Space invaders. s.l.:s.n. Rice, W., 2012. Blast off to Space. s.l.:s.n. Robo, n.d. s.l.:s.n. Ruoff, C. F., 2011. Teleoperation and Robotics in space. s.l.:s.n. Sicilliano, B., 2010. Robotics; modelling,planning and contol. s.l.:s.n. Telotte, J., 2016. Robort economics and Science Fiction. s.l.:s.n. Xu, Y., 2012. Space Robostics. s.l.:s.n. Zhu, W.-H., 2010. Virtual decomposition control. s.l.:s.n

Barbara Morris Essay Example

Barbara Morris Paper Barbara Morris has a multidirectional career as an educator, writer, producer, businesswoman and a non-profit realm’s enthusiast. Barbara Morris received her Ph.D. from the University of Chicago. She worked as a manager and product designer Soliloquy, where she led product design team for artificial intelligence ecommerce software, based on natural language. She was a columnist at United Publishing and Media for three years, where she wrote Global Village column on global business trends for Executive Decision magazine, a bi-monthly, B2B magazine with a readership of 150,000+ senior-level executives. Barbara Morris was a director of communications at Design for Social Good. We will write a custom essay sample on Barbara Morris specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Barbara Morris specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Barbara Morris specifically for you FOR ONLY $16.38 $13.9/page Hire Writer She worked as an editor of InterventViz, where she dealt with interviewing the industry leaders in software, writing marketing content and business articles on technology for Silicon Valley-based tech firms. She is a co-founder of writing and research program at Parsons the New School for Design. She also teaches the Reinventing Literary History: Literature of the Americas at the Dept. of English of Barnard College. Barbara Morris is a Professor of film studies and literature at UCLA, Rutgers and Fordham Universities. Barbara is also the associative producer of the documentary film â€Å"Finding the First Song† that traces the origins of music. She is also a producer of a documentary about disabled rap artists â€Å"Soulja and the Casualties.† Barbara Morris published a book about Pedro Almodovar, the Spanish filmmaker. She worked with Oxford University Press, Prentice Hall, KPMG, Sony, Hansol and Ernst and Young as a communications consultant and editor. Barbara Morris is the owner of Bryce Content Solutions. She develops content for small- to medium-size companies, including web content, newsletters, case studies, and white papers. She specializes in B2B marketing for technology companies, and she has also worked for financial services firms (KPMG, PricewaterhouseCoopers). She is a technical director for NCEA, an international educational non-profit funded by the Ford Foundation.

Federalists Domestic Challenge essays

Federalists Domestic Challenge essays Three of the most significant domestic challenges that the Federalists faced was the land policy, which organized the sale of lands. Another domestic challenge that they faced was the Alien and Sedition Acts, which regulated immigration and citizenship in the United States. Last, but not least, The Whiskey Rebellion, in which the Federalists dealt with rebellion of backcountry farmers. The Whiskey Rebellion was caused by Hamiltons tax on liquor that he levied in 1791. This tax made alot of backcountry farmers really mad, and eventually caused them to begin to resist, and eventually turned into a revolt. The full-blown rebellion started in 1794. The farmers became so infuriated by the tax that they began to terrorize revenuers and taxpayers. In response to this Washington issued a proclamation that called out the militia men to handle the situation. They received no response from the farmers, so on September 24, they issued the proclamation for the suppression of the rebellion. General Henry Lee and his army marched out to the backcountry. As soon as they began to put heat on the rebellors the band vaporized. The army arrested and imprisoned twenty men. This event gained strength and reputation for the government. However, the people sympathetic to the frontiersmen soon became Republicans. The Federalists issued the Alien and Sedition Acts in 1798. These acts consisted of four separate acts that mainly reflected hostility towards foreigners, mainly the French and Irish who were Republicans. These four acts were: The Naturalization Act, The Alien Act, the Alien Enemy Act, and the Sedition Act. The Naturalization Act increased the time that an immigrant had to be a resident from five years to fourteen years, in order to become a citizen. The Alien Act gave the president the power to deport any alien that he felt was Dangerous to the country. The Alien E ...

Software Management Metrics Research Paper Example | Topics and Well Written Essays - 2750 words

Software Management Metrics - Research Paper Example In this scenario, the majority of software development firms follows well-known industry standards such as ISO/IEC 15504 and CMMI. Additionally, in an attempt to improve the quality of developed products as well as their firm’s development potential and efficiency, a large number of approaches have been suggested in previous researches. Without a doubt, process assessment allows software development firms to understand their process capability and productivity, and taking into consideration the results of this assessment that firm can look forward to an improvement in its development processes by determining and understanding the strengths, weaknesses and risks associated with its processes and how to prevent them. Though, Software Engineering Institute’s CMMI (capability maturity model integration) is specifically designed to measure the capability of processes of software development firms. In this scenario, a software development firm with high level maturity level i s believed to have more mature software development process as compared to software development firms those having a lower maturity level. Hence, these firms can develop software products more constantly. In their research article, (Hwang) define software process capability â€Å"as the potential of a software development firm to develop software products consistently and predictably.† In the same way, a capability level refers to a wide collection of process characteristics and measures that work in cooperation to bring a significant improvement in the capability of a software development firm to carry out a software development process. In addition, CMMI is based on five levels and each level is intended to offer a major improvement of capability in the performance of a process (Hwang; VanHilst, Garg and Lo; Pressman). A software metric can be defined as any measurement or calculation utilized to measure some

History of Race, Sport, and Culture in Modern America Essay

History of Race, Sport, and Culture in Modern America - Essay Example The issue of racial differences between black and white races has come into special focus with the enormous strides being made in genetic mapping and other scientific protocols that attempt to pinpoint the markers of human biodiversity. One application for these studies in eugenic is determining the reason for the dominance of African Americans in sports. This paper will provide a summary of the studies and issues that deal with the social, cultural and political nuances of genetic racial differences in American sports history. The research used for this paper included online journals, commentaries from sports analysts and articles from the Jon Entine Website. There was also considerable material that gave insights on the various viewpoints for and against the concept of racial differences as a determinant of athletic prowess. The history of football, basketball, baseball, track and field and boxing were investigated as it pertained to African Americans, as well as the issues and controversies that attended the progress of African American athletes. Related research that dealt with the social implications of genetics and statistics that illustrated the trends in sports were also included. Jon Entine's book released in 2000 entitled Taboo: Why Black Athletes Dominate Sports and Why We Are Afraid to Talk About It has been vilified by equal rights advocates as a thinly veiled attempt to further propagate racism in sports. However, at this point, the historical insight into African American participation in sports as provided in the book and various other sources will be briefly discussed. (Mosley) It is in the US that the stereotype of the "dumb jock" proliferated in society. In essence, it embodies the idea that physical prowess is inversely proportionate to intellectual capacity, a popular generalization that is the heart of the controversy behind African American athletic ability. (Entine) In European history athletic prowess was considered an indication of intelligence, and leaders were often chosen among the most successful fighters and best warriors. However, the 19th century saw the proliferation of pseudo sciences in Europe that claimed to quantify intelligence and other human characteristics by measuring the skull and other body parts. (Entine) The work of physician Samuel George Morton, for example, popularized the idea of eugenics and racial differences by using craniometry, or the ranking of racial intelligence based on the typical skull size of a certain race. His collection of 600 skulls was the basis of modern day racism in the US, where Asians and Caucasians are ranked at the top of the craniometrical scale while Africans and Native Americans were near the bottom. Many accepted this as incontrovertible truth that races like the Africans and Jews are less civilized, and thus inferior. (Entine) This began the ranking of racial and ethnic groups in which, unremarkably, white Europeans came out as the most superior intellectually and those of African descent were relegated to almost animal-like status. (Entine) The nineteenth century also saw the establishment of racial discrimination as a matter of public policy because Europeans did not want interracial mixing in their population. Their basis for discrimination were IQ tests that revealed that those of

Good And Effective Leadership Manifestation

Good And Effective Leadership Manifestation INTRODUCTION Leadership is exhibited in almost all stages of life. Everybody in one stage of his or her life has been faced with situations where leadership skills had to be demonstrated. Right from individual families and homes to organisations, institutions and governmental bodies, leadership skills are very much demonstrated. Irrespective of whether one possesses substantial leadership traits or not, there is an inherent need to succeed in a given task. Good leadership is not based on just leading people but it also comes along with different responsibilities and based on how its handled, justifies one as being either a good leader or a bad leader. Effective leadership skills can never be practiced without followers; they are the people who are led to either a success or failure in a particular project. Attitudes of followers are greatly subjected to leadership traits displayed by the leaders and this is backed by the statement made by Hackman and Johnson (2004) that followers prosper under ef fective leaders and suffers under ineffective leaders. (Hackman Johnson, 2000) 2.0. CASE STUDY 1 2.1. Case Summary Joey was previously involved in aviation and believes that, his narration is in a similar fashion to what course aims to achieve by better equipping us for the life of engineers in our chosen industries. Evidence of this has been during the 10th week of course when we discussed CRM (Crew Resource Management). Even though he was not personally involved in this scenario, he believes its an excellent situation to analyse. His case is a classic example of how leadership/teamwork manifestation by the pilots, cabin crew and air traffic controllers and use of teamwork to execute a safe outcome for all concerned when a US Airbus A320 in flight had issues with both of its engines in January last year. As the routine flight was climbing out of the New York area, one by one a flock of birds flew into the path of the aircraft and stopped both the jet engines on the aircraft. The captain (the leader of the aircraft) calmly analysed the situation and he knew that he only had a short time to take a concrete decision. The initial decision taken by the leader was to go back to the airport they came from to try and land there with no engines at all, upon a conversation with his co-pilot (subordinate) it was decided that this would be a very unlikely outcome for success. A further discussion with his other worker gave the suggestion of the possibility of landing in a sighted river close to their spot. 2.2 Leadership manifestation The leadership skill in this situation was demonstrated considering the amount of pressure that the crews were under when the crisis started. On January 15, 2009, US Airways Flight 1549 took off from New Yorks LaGuardia airport for Charlotte, North Carolina. Shortly after takeoff, the plane went through a flock of geese at 3,000 feet and both engines were knocked out. Captain Chesley Sully Sullenberger later said that he felt an adrenaline rush right to his core. As his heart rate increased, he forced himself to ignore the physical symptoms and face the situation. (Cross, 2009) This situation was well handled by the crew following these 6 steps that they received during training to try and resolve a crisis. Step 1: The best defense is a good offence (Cross, 2009): Establish training exercises for the possible crisis, US airways had done this with the crew and so they would have been well prepared for the crisis. The commanding pilot was also a very knowledgeable person on crisis management and knew how to formulate a backup plan in stressful situations as evidence by this statement from him in a post accident interview; One way of looking at this might be that, for 42 years, Ive been making small regular deposits in this bank of experience: education and training, said US Airways Capt. Chesley Sully Sullenberger. And on January 15, the balance was sufficient so that I could make a very large withdrawal. (Couric K 2009) Step 2: Tell me now (Cross, 2009): Communicate to known company a protocol that is what the cockpit crew did when they had the failure. Even though the emergency happened at a low altitude they still had to rigidly follow companys procedures to try and evaluation the aircraft systems and the situation itself Step 3: Rally the team (Cross, 2009): Communicate with the other team members on both the best and worst possible outcomes for the situation. The US air 1549 flight crew discussed all possible alternatives in the approach they would take to try and solve the problem Step 4: Isolate and contain the problem (Cross, 2009): Once the crew identified their plan of attack, they isolated the problem by using the best known knowledge at the time and went through checklists to try and remedy the situation and start the engines so they might be able to get out of the situation. US Airways also focused on the ABCs Assess what the situation is and/or threats are, Balance available barriers using policies, procedures and flows, checklists, automation, external resources, human factors, and knowledge of aircraft handling, Communicate effectively and understand callouts, and Standard operating procedures. (Sullenberger C, 2009) Step 5: Fix it (Cross, 2009): After the accident, the industry and airlines are trying to remedy the situation of bird strikes for the future and also better crew training for water ditching Step 6: Train all team members (Cross, 2009): Remedial action after the accident and the subsequent findings have suggested better precautions and training to try and prevent an occurrence like this happening again. Comparing of the learnt theories to the case study 1 The theories learnt in this course are very relevant to this accident. High risk industries have been littered with tragedies from poor management systems in the past. A good starter for this is the review of CRM from lecture 10 in our course it states that; CRM is a system to achieve safe and efficient flight operations by optimizing the use of all available resources such as equipments, procedures and people. CRM training focuses on mastering knowledge, skills and attitudes related to communications, situational awareness, problem solving, decision making, and teamwork (Ljubo V. and Sutherland B, 2010). The paragraphs below outline how the CRM was successfully implemented in the accident; 2.3.1 Leadership: The captain of the aircraft displayed great composure and guidance during the crisis, he used his previous training to avoid the situation from becoming worse. A classic example of great leadership manifestation was when the aircraft was on the water, he checked inside the aircraft to see if there were any stranded people left on the aircraft after every one had left before he left the aircraft. He also directed the rescue crews to approach and rescue people on the wings first before the people on the life rafts. The third positive leadership trait displayed by the co-pilot was when he went back into the sinking aircraft and located more life jackets for the passengers who had none. 2.3.2 Interpersonal communication: This can be broken down further for this section to include; Communication errors, barriers, cultural influences, listening, coordination (Ljubo V. and Sutherland B, 2010). The above mentioned traits were performed to a high standard in each area this in my opinion was the reason why the outcome of the flight was so successful. 2.3.3 Decision-making: This area of the accident can be further examined with the following factors; Risk assessment, risk management techniques, loss of judgement, deviations (Ljubo V. and Sutherland B, 2010) The aircraft crew did an excellent job in these areas, for example in the risk of assessment the crew were thinking about what was going to be the least risk, landing in the river or the airport they came from? Which ties into risk management they have made a decision so now they must manage the risk of this decision with the appropriate tools to make the outcome successful. Lessons learnt from the course We have learnt that the crew in what could be described as an almost hopeless situation pulled off a miracle to save the crippled aircraft. Kellys Followership Model in CRM mentioned in the slides makes reference to the Exemplary Followers: Assertive and not afraid to challenge; essential to safe efficient ops (Ljubo V. and Sutherland B, 2010), these are the techniques employed by the crew on the aircraft at all times to ensure a successful outcome to the situation. We have also learnt that a calm head and excellent teamwork are essential to solving any impending crisis. It was an integral part of this scenario. We didnt have time to consult all the written guidance, we didnt have time to complete the appropriate checklist, so Jeff Skiles and I had to work almost intuitively in a very close-knit fashion, without having a chance to verbalize every decision, every part of the situation. By observing each others actions and hearing our transmissions and our reports to others, we were a ble to quickly be on the same page, know what needed to be done and begin to do it. (Sullenberger C, 2009) The captain of the aircraft exhibited the big 5 important factors under the personality traits of leadership. The above qualities exhibited by the leader and complimented by the crews superb CRM was the major factor for the successful outcome. Lets further break these points down into a more detailed analysis of the situation; 2.4.1 Neuroticism (emotional stability): The captain of the flight had no time to channel his energies into anxiety; he said he had to mentally control his emotions so he could use his thoughts to fly the plane instead 2.4.2 Extraversion (sociability): Sullenberger used his teamwork skills to communicate the problem with his co-pilot as to what the best action would be to ensure a safe outcome for the flight 2.4.3 Openness to experience (creative, curious): Sullenbergers past history as a aviation accident consultant, a glider pilot and a instructor in human dynamics in aviation all helped him to make the right decision needed for a safe outcome. 2.3.4 Agreeableness (trusting nurturing): This was demonstrated by the fact he let his co-pilot run through the engine relight checklist so he could try and attempt to restore engine power, so in the worst case he would be able to fly the aircraft back to the airport on one engine if they got it restarted. 2.3.5 Conscientiousness (organised dependable): He demonstrated this due to his past employment as a instructor pilot in US airways, which consisted of duties such as testing pilots skills in the simulator and in the aircraft. He was also widely recognised by his peers as an excellent pilot and faithful servant of the aviation industry. Leaders are made, they are not born. They are made by hard effort, which is the price which all of us must pay to achieve any goal that is worthwhile. (Ljubo V. and Sutherland, 2010) The successful outcome was achieved by the actions of many. Lives were saved due to the experience of a well trained crew (Sullenberger C, 2009). The above two quotes sum up perfectly the Captain and crew of US air flight 1549 in a nutshell. Improvements to Case Study 1 based on learnt theories In light of the accident on the Hudson River, the industry has learnt that they must keep up to date with aircrew training and cabin crew training and the training must be based on one of the most impressive training improvements, Recommendations for new engine certification procedures, emergency checklists, aircraft equipage and pilot training (Croft J 2010). From a leadership point of view the US Government regulator for aviation (FAA) and Airbus, were each criticized for not mandating ditching training in the flight simulator, tougher engine bird strike certification, proper pilot checklists. From a cabin crew point of view deficiencies existed in briefing of passengers and also lack of standardization of equipment in the US airways fleet (some aircraft had life rafts some did not) at the time FAA did not mandate use of life raft on non overwater flights. Apart from the Government leadership issues one of the positives from a leadership point of view was that, the captain turned on the mini jet engine so he could maintain control over the aircraft in the final minutes of the flight. However the negatives of the leadership where he failed to press the ditching button to close the valves so water would not flood the aircraft (but this is a limitation of the human mind in reaction to a rare and stressful situation). Another finding is the fact that, the industry was ill prepared to know how to ditch in water. From a communication and leadership point of view, the question asks What should be done differently as a result of this learning. In my research and opinion from this accident backed up with our theory from the course, they perform a magnificent job of handling the situation from a classic leadership and communication text book point of view and could in the future be a excellent case to study for future generations of leaders in the World. 3.0. CASE STUDY 2 3.1. Case summary: The second case study is of Awais Safder who led his team to complete a task in limited time by convincing the labor force to work over time during winter. This was very crucial for the reputation of the company he worked for since the client requested the project be built on a tighter time schedule. In order successfully meet the target; he placed leadership responsibilities on his sub-ordinates. They did not have to complete it for themselves but for the sake of company. Saving of time was of course saving of money. He did not just finish it on limited time but also saved on cost. Leaders are people who can create significant change in both followers and organisation which they are associated. (Iain Hay,2010) In a project, whoever is the leader must possess a number of characteristics to guarantee progress. To handle such pressure at an early stage of his career was mentally challenging. He was the sole structural site engineer on the building site. He did not only show inspirational skills in propelling the labor force to achieve this task, but also exhibited excellent leadership. 3.2. Leadership Manifestation The leadership manifested in this case was transformational leadership. The leadership traits Awais adopted in that case was focusing on being analytical, devoted, diligent, interactive and sincere, factors that a successful leader must adapt to if he anticipates progressive results. Sometimes however, depending upon the diversity of situations, there may be trade-on and trade-off characteristics in the need for each of the traits. He exhibited sound emotional stability in dealing with problems contemplatively towards the outcome of the project. Leadership skills perceived in solving the problems occurred during the execution of the task. He considered all ideas in addition to further improve his relationship with the followers and having sufficient skill to persuade followers even in case of disagreement. He made them realise that they had to complete this task for the sake of their companys reputation. He listened to their issues, noted their problems and promised them extra remune ration for their extended hours on the site. He also invited supervisors and foremen with whom he initially discussed the procedure of executing the activities and idea of extended hours at work for them. He then discussed the whole situation with Project Manager and explained to him how he was going to complete each activity and assured him of prompt progress on the project. He assured him that if these extra hours of construction were agreed upon, he would negotiate with the steel fixers to help boost moral on the construction site. 3.3. Comparing the learnt theories to the case study The under listed paragraphs gives a vivid illustration on how Awais leadership approaches were analyzed based on the theories learnt in class 3.3.1. Transformational Approach: Standing on the statement made by Hackman and Johnsons, The new leader is one who commits people to action, who converts followers into leaders, and who may convert leaders into agents of change (Hackman Johnson, 2009). His leadership skills was highly portrayed on how he encouraged his followers on the construction site to become leaders is a typical examples. A further example of this can be viewed from the following notes on transformational leadership. The transformational leadership characteristics from his case of study are as follows. 3.3.1.1. Creative: He exhibited creativity at different levels of the task. Since he was the sole engineer at the construction site, he had to come up with different alternatives to execute the given task at a specified time with the steel fixers especially during the winter when at night the temperature fell to -4 ° C. 3.3.1.2. Interactive: He took into account the fact that manpower plays a vital role in the progress of any task. In order to achieve the required goals from them, he was very concerned about their personal issues. He used to go on construction site, watched steel fixers, appreciated their hard work, stayed with them and made some jokes to make their working environment friendlier. Whenever I told them how the company had always taken care of them and provided them with many facilities in the past, they always gave a strong and positive response. To them, it was a give and take affair that is, once their basic needs are attended to, they on their part will do their best in achieving the companys goal. This is also a classic example of how McGregors theory Y is put into play. 3.3.1.3. Visionary: He was issued with the task of completing the project in 13 days. However, he was required by the client to complete it in seven days. He knew this requirement would stretch his time management skills but he employed excellent delegation skills to make sure the project would be completed on time and almost 30% below budget cost. An example of this is a quote from Hackman and Johnson that A vision is a concise statement or description of the direction in which an individual, group, or organisation is headed (Hackman Johnson, 2009). 3.3.1.4. Empowering: During this process he felt it was necessary to give his subordinates the feeling of being on equal footing as himself. He thought that if he treated his workers on the same level as himself he would get a great return from the worker, they will be more motivated and the company would get a great return from the workers. This was evident by the fact that the project was finished in seven days instead of the proposed 13 days. The comment by Hackman and Johnson enforces this great display of leadership, that is, Transformational Leaders know how to give power away and how to make others feel powerful (Hackman Johnson, 2009). 3.3.1.5. Passionate: He worked long hours for the completion of the task allocated to him and to excel his followers too. He believed that his display of immense love and passion towards his work was essential to serve as a motivational factor for his subordinates. This contributed a lot since it encouraged all the followers to put in a similar amount of passion or even more to achieve the set goals. He made funny jokes with his subordinates gave him the chance to get along with them. This in turn increased work production on site because he made his sub-ordinates felt valued. The statement below links him well with the passion component of transformational leadership. Transformational Leaders love their jobs have a great deal of affection for their fellow-workers. (Hackman Johnson, 2009) 3.4. Lessons learnt from the course The lesson learnt from the course further equipped him with better tools to manage a situation like this in a more comprehensive approach in the future. Looking at the course we can use many outstanding theories to better equip us for greater management skills in the future. A further examination of the strategies to his scenario on the construction site are done using Wallas four steps for creative problem solving 3.4.1 Preparation: In his scenario, he acknowledged the problem and tried to weight up the problems with the possible solutions. The best solution he came up with was able to satisfy both the management and employees. 3.4.2 Incubation: After reviewing the situation, his team sat down and deliberated on other alternative solutions to the problem at hand. 3.4.3 Illumination: After the two meeting with his followers, he made it a point to personally deliberate on the issue and the proposed solutions to see the possibly of coming up with a whole different approach based on his knowledge and expertise in that particular issue. 3.4.4 Verification: He would go back to the original people he had a meeting with and discuss again the problems and solutions of the construction site and then finalise with his team on the best solution they should opt for. 3.5. Improvements to Case Study 2 based on learnt theories From the study of this course, we realised that his leadership at the time was sufficient but he could personally improve on it now based on the theories hes learnt from the course. The productive engineer should possess abilities skillful enough to express, recognize problems and understand cultures and atmosphere. Leadership attributes can be further developed by more knowledge and experience. Based on the theories, characteristics of a good engineering leader must comprise of intuitiveness, inspiration, effective communication, individual prosperity and contemplation to function in multi cultural and multi disciplinary teamwork. By following these traits, we can portray our organisation as one with essential technical particulars and leadership dexterities. Even though the target of the project was met, they virtually worked under pressure which will results in the followers strength and capabilities being over stretched and in turn affected productivity. Working under pressure in that adverse weather conditions did not really portray good leadership concern and care for subordinates. Increasing the human resources so that work will be completed in due time with more hands would be a better option than to unnecessarily pressurise the workers with loads of remunerations. Casual workers can thus be hired if the companys resources were not enough to permanent employees. 4.0. CASE STUDY 3 4.1. Case Summary The third case is a task of sensitising all employees of a mine to acquire ISO 14001 EMS Certification. ISO 14001 Environmental Management System is the outcome of a successful assessment of a company by an independent third party to ensure that working operations are carried out in an environmentally friendly manner such that there is a minimum impact on the environment. The ISO 14001 certification for AngloGold Ashanti, Obuasi Mines Environmental Management System was carried out as evidence to stakeholders of the companys compliance with the national and international environmental management standards. In this regard, the management of the mine had an essential role to play in developing organisational awareness creation, sensitisation and education by explaining the concepts ISO 14001 to the entire staff and demonstrating their commitments to it before an internal audit by a independent external certification body takes place. The project was a collaborative effort by the entire staff of the mine, but the responsibility of training, awareness creation and sensitisation section of the project was duly handled over to Matilda to adequately manage all resources and logistics to ensure that all employees on the mine are satisfactorily sensitised on the concepts and procedures involved in the certification process. The attainment of the certification to a large extend depended on the understanding of the employees on the concepts of ISO 14001. It was a delicate task involving a whole complex situation considering the capacity of employees and size of the mine with a workforce of over seven thousand employees. It was a great input into her career and her leadership potentials. 4.2. Leadership Manifestation Leading the team on this project was a very bold step in her career as an environmental officer and the challenges faced toughened her for greater works ahead in her life. She manifested a good leadership skill by not ruling her team, but co-ordinating with them to embark on the project. She encouraged her subordinates to make concrete decisions and sorted their opinions on how the sensitisation program was to be run in their respective departments. She decided to train her immediate followers on how to properly organise their department. She believed in the fact that, training them will increase their competence level and make them more responsible. She agreed with the philosophy of John D. Rockefeller quoted in Hackman and Johnson, 2000 as Good leadership consists of showing average people how to do the work of superior people (Hackman Johnson, 2000). The training needs of the followers were based on their level of experience and responsibilities. All training materials, methods and means of evaluation took into account their abilities, literacy, nature of risk associated with their operations and their individual responsibilities. After having decided on the best methods of sensitisation with her followers, she deduced some objectives to get them started and to keep them in the right framework. These were to maintain ISO14001 EMSs Standard in the training Program, to develop better employee education and training on the importance of ISO 14001, Improve communication with stakeholders/interested parties and to verify the conformance of the training efforts to regulatory or organisational requirements A great Leadership skill was manifested in solving the problems faced during the execution of the projects. Her ability to adapt to immediate corrective actions in solving them and getting the task completed made her very competent. Her display of good emotional stability in addressing the issues and taking into consideration the different characters and levels of intelligence contributed immensely to the success of the project. Coming down to the social levels of the followers and making them comfortable despite their social standings was a factor that took all inferiority out of the followers and eliminated all barriers to her position as a the youngest female leader. The challenge of working out of office hours to duly complete the task within the set time before the internal audit added so much to her credibility as a leader since she was perceived as a leader who leads by example and was very passionate with her duties. 4.3 Comparing the learnt theories to case study 3 A critical analysis of the case study based on the theories leant reflects the leadership skills manifested in Matildas case as a combination of most of the leadership approaches. An illustration on how her approaches was analysed based on the theories are discussed below 4.3.1 Trait Approach 4.3.1.1. Interpersonal Factors She was not limited by her gender or age but maintained a good composure and displayed extreme confidence in leading followers who were much older than her with some having higher academic attainments and work experiences than she had. 4.3.1.2. Cognitive Factors Her approaches to handling the challenges and solving problems associated with the project displayed her level of intelligence in her field of study and career. She tactfully handled the issues with due consideration to the followers view points and not unnecessarily discriminating. This attribute was greatly admired by her followers. 4.3.1.3. Personality: Neuroticism (Emotional Stability) Preparation of the training materials with due considerations to the competence and intelligence levels of the followers by eliminating all inferiorities and superiorities was a great way of displaying emotional stability which was a key factor in the program. Extraversion (Sociability): Her socialising approaches with the followers in meeting at clubs or restaurants after office hours, discussing other family and personal life issues broke every tension and gave the followers the edge of contributing their entire quota without feeling intimidated. Openness to experience (Creativity): The different sensitising training materials and approaches such as the use of videos, seminars, gift vouchers, floats, debates and awards of certificates of competence etcà ¢Ã¢â€š ¬Ã‚ ¦ was a very creative approach which helped to adequately send the message across without necessarily bombarding them with endless boring literature. Agreeableness (Trusting): She trusted her followers as being competent enough to lead their respective departments and this was based on the fact that they were adequately trained in all the systems and procedures involved and equally up to the task. Conscientiousness (Organised): The outlined objective established by the leader to keep them in the right framework and to ensure their program followed a guided path displayed her skills as being a well organised leader. Project charters were also used to evaluate the progress of the program. 4.3.2. Situational Approach: The situational approach was duly adopted by Matilda considering the fact that contextual intelligence was very much implemented. The impact of past environmental practices were considered leading to the adaptation of current trends in making concrete commitments to the future trends. The situational approach also recognised and adapted two factors under the Fiedlers contingency model. That is the task structure and team relationship (Hackman Johnson, 2000). The task structure in her case was based on the fact that, all the sensitisation program was subjected to specific procedures, agreed upon outcomes and a comprehensive evaluation of the processes and outcomes. The interpersonal relationship among the team can be classified as a good one as there was harmony in the decision making process and the avoidance of all personal issues that had the potential of marring the established relationship. 4.3.3. Transformational Approach: The leaders interactive nature of communicating with the followers on every detail that needed to be done and on the progress is a proper demonstration of the transformational leadership approach. The act of empowering the followers by adequately training them to become highly competent and encouraging them to participate and be involve in the decision making was an approach that greatly paid off in the project. With due consideration of the workforce of over 7000 people to be sensitised, there was no way of accomplishing the goal if followers were not trained to take up the responsibilities of sensitising the workers and contractors in their respective departments Lessons learnt from the course This course clarifies the fact that every leaders competence and skills are greatly based on the attitude of the followers and the outcome of the specific task being handled. Irrespective of the fact that most people are of the opinions that great leaders are born, this case of leadership skill is a proper demonstration of the fact that leaders are made and not born. This is supported with the statement made by Vince Lombardi in Hackman and Johnson, (2000) that, Leaders are made, not born. They a