How Did Richmond Changed And Shaped During The American...

How was Richmond changed and shaped during the American Revolution? How did people live? What was the reason Richmond fell and how during the civil war? From the first large fight at Manassas at Bull Run in 1861 to the surrender of Lee s army at Appomattox in 1865, Virginia stayed in the headlines throughout the Civil War. More than 2,000 military dealings were reported in Virginia during the time of the war, more than any other country at that time. Nothing got saved, with the battles that fought deep in the mountains all the way to the Atlantic coast. Virginia experienced a long history that began before the Civil War. When the Revolution had ended at Yorktown, and the names of Washington, Jefferson, Madison and Henry were known†¦show more content†¦U.S. Major Robert Anderson occupied the unfinished fort in December 1860 following South Carolina’s secession from the Union, initiating a standoff with the state militia forces. When President Abraham Lincoln announced plans to resupply the fort, Confederate General P.G.T. Beauregard shelled Fort Sumter in April of 1861. After a 34 hour exchange, Anderson and his soldiers surrendered the fort. Confederate troops then would come to occupy fort Sumter for almost four years, before abandoning the fort prior to William Truman’s capture of Charleston in February 1865. (The Civil War: Primary Documents on Events from 1860 to 1865, 79) In April of 1861 with Virginia s secession from the Union, Richmond, in Central Virginia, was named the Capitol of the Confederacy. The Confederate government moved the capital to Richmond. The move Just confirmed the state new identity and to make sacred the rebellion by connecting it with the American Revolution. Most important however hundreds of factories, whose output were nearly the amount that the rest of the Confederacy were bringing with them. As capital of the Confederacy, the city’s population soon grew. The amplified rank of the city caused both sides to focus their efforts on that city to either capture it or its defense. Richmond was the home of three different governments during the war, city, state, and the Confederate. When the war

Facilitating Better Scheduling of Smart Grid - 945 Words

I. INTRODUCTION A key objective of smart grid efforts is to substantially increase the penetration of renewable energy sources, such as solar and wind. As per the Solar Mission under the National Action Plan on Climate Change, the central government of India plans to generate up to 20 GW grid-based solar power, and cover 20 million square metres with solar energy collectors by 2020[1]. However land acquisition is a challenge to solar farm projects in India, hence there is a need to utilize residential roof tops for harvesting of solar energy. Substantial grid integration of renewables is challenging, since their power generation is intermittent and uncontrollable. The modern electric grid permits households to consume electricity in essentially arbitrary quantities at any time, and is not currently designed for vast quantities of uncontrollable generation. Instead, the grid constantly monitors the demand for electricity, and dispatches generators to satisfy demand as it rises and fal ls. Fortunately, electricity demand is highly predictable when aggregating over thousands of buildings and homes. As a result, today’s grid is able to accurately plan in advance which generators to dispatch, and when, to satisfy demand. The challenge with substantial integration of renewable energy is that the electricity generated by renewables is not easily predictable in advance and varies based on both weather conditions and site-specific conditions. For large scale solar farms producingShow MoreRelatedCoaching Salespeople Into Sales Champions110684 Words   |  443 Pagesmaking a profound and measurable impact on their salespeople’s performance and attitude.’’ Dr. Denis Waitley Best-Selling Author of The Seeds of Greatness and The Psychology of Winning ‘‘There is no other single activity to boost sales that works better than sales coaching and this book is the best ever written on how to do it well.’’ Brian Tracy, Author of Getting Rich Your Own Way ‘‘Flufï ¬â€šess! Rosen continues to give practical, A to Z how-to advice. After you read it, simply do it!’’ Anthony ParinelloRead MoreProject Mgmt296381 Words   |  1186 PagesCross Refer ence of Project Management Body of Knowledge (PMBOK) Concepts to Text Topics Chapter 1 Modern Project Management Chapter 8 Scheduling resources and cost 1.2 Project defined 1.3 Project management defined 1.4 Projects and programs (.2) 2.1 The project life cycle (.2.3) App. G.1 The project manager App. G.7 Political and social environments F.1 Integration of project management processes [3.1] 6.5.2 Setting a schedule baseline [8.1.4] 6.5.3.1 Setting a resource schedule 6.5.2.4 ResourceRead MoreBusiness Information Systems31162 Words   |  125 Pagesmarketing information system aids middle management employees in: a. tracking sales. b. planning new products and services. c. analyzing sales performance. d. preparing sales forecasts. Answer: c Difficulty: Medium Reference: p. 47 13. Equipment scheduling and facilities maintenance are functions of: a. 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A Key Challenge for International Marketers Is to Develop...

International Business Environment There are numerous environmental factors that a company must consider when operating outside its domestic market which have a significant impact on international marketing decisions and are imperative for success. The key environmental factors are outlined below: Doole and Lowe (2004) stated the key problem faced by international marketers is dealing successfully with the multi-dimensionality and complexities of the international environment. By understanding the environment, companies can implement a successful marketing strategy enabling them to make relevant decisions regarding entry modes and the marketing mix. {draw:frame} Adapted from Bennett and Blythe, 2002 The Political/Regulatory†¦show more content†¦Language is a significant factor in the social environment; it can be divided into spoken and silent. Spoken language is easily identifiable and manageable by an international marketer. For example, when Car maker AMC launched the Mat ador, they did so with the understanding that it meant ‘bull fighter’. However, when launched in South America, they found it meant ‘killer’. Such a mistake is easily recognized, and AMC are able to adapt their marketing mix for the South American market by amending the product name. However, the importance of silent language is more dominant in some cultures than in others. Silent language factors like numbers, space, and time portray different messages in different cultures. For example, an advertisement of people in a hurry may represent success in the USA, but in Africa it may represent someone who hasn’t got time for anyone. Such factors require companies to amend their promotional messages to guarantee they are correctly understood. Conclusion In conclusion, the complexities, uncertainty, and volatility of the IBE are far greater than in the domestic market. 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Contribute to Cultural Sensitivity †Free Samples to Students

Question: Discuss about the Contribute to Cultural Sensitivity. Answer: Introduction: Recruitment selection, work life balance and managing diversity are the challenging activities of human resource management. The paper will focus on reflection upon the above-stated topics. Recruitment can be defined as attracting a pool of talent to the organisation (Banu and Devi, 2014). Selection can be defined as choosing the best suitable candidate from the above pool of talent (Ekwoaba, Ikeije, and Ufoma, 2015). Work life balance is a situation of attaining equilibrium in work commitments and personal responsibilities (Haar, Russo, Sue and Ollier-Malaterre, 2014). Workforce diversity can be described as the similarities and differences that exist among the workforce. These can be in terms of culture, physical abilities gender, race, nationality, religion and sexual orientation (Saxena, 2014). I learned about them and their various applications during my college. In my college, we were given a project. The project included tasks related to arts, management and information technology. There were five team leads and five assistant team leads in the class. Team leads had to recruit and select students from rest of the college and one assistant were given to them for any kind of help. Initially by learning about the process of recruitment and selection I though this is an easy process but after working on it practically I realised the process is much more challenging than it seems. This basic reason which made the task challenging was competition in the class for hiring the best ones and deciding whether the particular candidate will be able to accomplish the task or not. I had to face this challenge the college level but I realised that in the real market places the completion would at much greater skill making the process challenging for managers. I and my assistant, first o f all, drafted what are the requirements of the project and what type of work needs to be done. After drafting the job requirements I designed various posters in electronic format to attract students from different departments. I highlighted the benefits that students can get by participating in our project and how could this experience be helpful to them. I circulated this opportunity with the help of social media. The next thing that was required to be done was sourcing. Sourcing here was not much challenging as I had to pick the students only from the college. I tried to reach suitable candidates through social media and also with the referrals of our friends. After this, I received applications from the interested students. My focus was more on the recruitment task so that I can get a large number of potential candidates. For selection to be effective it is necessary to have a large number of potential candidates to choose from. It is also very important to ensure that the selection procedure should be fair so that organisation has chances to attract talented workforce in the coming future. (Nabi, Wei, Husheng, Shabbir, Altaf, and Zhao, 2014). According to applications, I did the initial screening. I choose the applications that can fulfil the tasks of the project and rejected the rest. After the initial screening, I had a telephonic conversation with the selected candidates. On the basis of telephonic conversation, some more candidates were rejected due to different reasons. A lot of selected candidates was now called for personal interview. Drafting the questionnaire for the personal interview was the much challenging task. I drafted the questionnaire for the jobs related to my subject knowledge and took help from the people of other departments for rest of the interview questionnaires. On the day o f the final interview, I was more nervous than the students but I gathered the strength and went ahead for the process. I interviewed different candidates with different skill set and aspirations. After the interview process, I gave a deep thought to each candidate and on the basis of the aggregate of their positives and negatives I selected the best suitable candidates. I communicated them about this over the phone and gave them the time of two days to respond. Out of the candidates that I had selected few were hired by others also. Majority of the students accepted the offer whereas few denied. At the time of the interview, I had also prepared the list of next best alternatives. I approached those candidates and gave them the offer. Those candidates accepted the offer. Next day I organised the meeting of selected team members and introduced them to each other and their respective tasks. The procedure that I career helped me to learn various things. I helped me to develop my interp ersonal skills. I learned how to get over nervousness and move ahead. The experience taught me the polite way of refusing the people, so that scope for approaching them in future still remains. This practical experience gave me a basic idea of what are the potential issues that can occur and how managers handle various issues at an organisational level. It also gave me a basic practical knowledge of the process. My next experience with the recruitment and selection was at the time of my internship. The process but on a vast scale, something that was new to me was the system of recruitment of the organisation. The organisation had e recruitment system. This system recruits the people online with the use of web technologies. For the organisations dealing in a competitive world, it is regarded as a boon. It provides ease and various other advantages over traditional methods (Lakshmi, 2014).While handling the e recruitment system I learned how the process of recruitment can be made easy with the use of technology. I also analysed that the cost that was incurred in the traditional recruitment process was much higher than the e recruitment process. The only drawback that I found with the system is that checking the authenticity in the online recruitment process is challenging. Also, it is solely dependent on the internet, therefore, any disturbance in the technology can affect the process. During my internship, I came across the issues of managing workforce diversity and various work life balance related issues of the organisation. I was an intern in the HR department of the organisation. My organisation was an MNC and the employees it belonged to various nations, ethnicity and races. Interning in the HRM department of the organisation helped me to know how diversity can be useful for the organisation and how it can create issues for the organisation. My task was basically to assist my manager and clearly, observe what he does in different situations. Our organisation had an issue that leaves policy of the company was allowed leaves only on the occasions and national holidays of the native country. This created the problem for employees who belonged to other cultures and nationalities. This resulted in a reduced organisational commitment from the expatriates. To overcome this issue manager came with the policy of voluntary leaves for all. According to this policy, employees were given a fixed number of leaves which they can take voluntarily. This created harmony amongst the diverse workforce. Their organisational commitment also increased as they thought that organisation also respects and understands their needs. Throughout my training period, I observed that diverse workforce was beneficial in bringing the creativity and innovation to the organisation. I have seen people coming up with different productive ideas on a particular thing or situation. The challenges that were encountered are fighting discrimination. I have experienced a situation where new employees were discrimination on the basis of language. The majority population in the organisation was English speaking wher eas the newly appointed employees were Spanish speaking. They felt discrimination in the organisation. They were not involved in the groups. They were treated as left outs. This created the feeling of humility among the Spanish speaking group. To overcome this issue my manager made some efforts that prove fruitful. First of all, he had a discussion about the issue with the English speaking population. He explained to them what the other group is going through. He also organised various ice breaking activities to improve the communication between the groups. These activities gradually brought the positive results for the organisation. From the efforts of my manager, I learned how challenges in managing diversity in the organisation can be met. I also noticed that cultural sensitivity is a very important quality that a manager should possess. Cultural sensitivity can be defined as identifying the cultural difference and respecting those differences. It can also be defined as acceptation and integration of differences (Arell-Sundberg, Horghag en, Hansen, and Jacobsen, 2017). I also learned that in culturally diverse workforce employees may get offended very quickly. For instance, we have two employees one from Japan and other from the USA. The gesture of hugging is very common in the USA, but when the employee from the USA did this with Japanese employee he got offended. Here none of the parties was at fault. To avoid such kinds of issue in the future my manager asked me to prepare a power point presentation for employees. The presentation consisted of the different social and cultural practices of people of different nationalities. It consisted of common gestures in different nations and their respective meanings. The employees were given knowledge of each others culture to establish harmony among them. The presentation also contained guide lines about what is the accepted culture in the organisation, so that knowingly or unknowingly employees do not hurt each other. This was helpful to employees as well as enhanced my learning. I also came to know abou t various cultures. This experience also developed my insights about managing the diverse workforce in the organisation. After the issue of managing the diverse workforce the other major issue that raises challenges in the organisation work life balance of employees. In the organisation where I was a trainee many employees complain about they did not get their personal space, they are stuck or disturbed by professional work anytime. This adversely affects employees performance because they are the stress level in employees is increased. Younger people cannot work like their parents did. Todays generation demands more freedom and control of their life, they want private space and have various other priorities like friends, family, health and many others (Ramsdal, 2016). In my organisation, I have seen a female employee resigning because anytime disturbance from the office creates troubles for her. She was from the marketing department and required to handle clients. She had to handle the clients other than hours of her shift. She was not able to give time to her family and herself. She managed t for two months but finally to resign after two months and the reason was clear. After that incident management of the organisation realised the importance of work life balance. My manager invited the suggestions from the whole team. The major decisions that were taken in this regard were no employee will be call for work after his shift, they will not be asked to stay in office for longer hours, they were allowed some leaves that they can take within the prior notice period, some employees were also given dinner or holiday packages and weekly fun activities were also conducted in organisation. I was one who has to seek opinions of everyone and then report to the manager. After implementation of these decisions the results were positive the employees were more satisfied and stress level was low. It can be concluded that globalisation as introduced to various challenges and opportunities. The thing is similar for human resource management; there are challenges as well as opportunities. Overall my college and internship experience was helpful in providing me with the practical learning about potential challenges that can arise in recruitment and selection, in managing the workforce and managing work life balance of employees. It provided me with the learning experience of how to deal with those issues and how to convert negatives into positives. My learning will definitely help me in my future jobs. I learnt that every issue can be dealt it just requires timely concern from the side of manager. References Arell-Sundberg, M., Horghagen, S., Hansen, T.E.A. and Jacobsen, C.P., 2017. Creative activities in an international context contribute to cultural sensitivity, awareness and personal development.Journal of Finnish Universities of Applied Sciences, (2). Banu, P.V. and Devi, B. R., 2014. Introduction to Recruitment. SSRG International Journal of Economics and Management Studies, 1(2), pp. 8-13. Ekwoaba, J.O., Ikeije, U.U. and Ufoma, N., 2015. The impact of recruitment and selection criteria on organizational performance.Global Journal of Human Resource Management,3(2), pp.22-23. Haar, J.M., Russo, M., Sue, A. and Ollier-Malaterre, A., 2014. Outcomes of worklife balance on job satisfaction, life satisfaction and mental health: A study across seven cultures.Journal of Vocational Behavior,85(3), pp.361-373. Lakshmi, S.L., 2014. E-Recruitment: A boom to the organizations in the competitive world.Journal of Business and Management, pp.2319-7668. Nabi, G., Wei, S., Husheng, X., Shabbir, M., Altaf, M. and Zhao, S., 2014. Effective Recruitment and Selection Procedures: an Analytical Study Based on Public Sector Universities of Pakistan.Public Policy and Administration Research,4(10), pp.12-20. Ramsdal, H., 2016.Flexible organizations and the new working life: A European perspective. Routledge. Saxena, A., 2014. Workforce diversity: A key to improve productivity.Procedia Economics and Finance,11, pp.76-85.