Food security issues in Brazil Essay Example | Topics and Well Written Essays - 1750 words

Food security issues in Brazil - Essay Example Research proves Brazil to be a major agricultural and industrial country, factors that have made the country rank highest in Latin America with regard to economic growth. Despite the continuous improvement, there is a widespread poverty and evident financial inequalities with many concentrations of poverty in the rural areas. This has led to increased food insecurity. According to the World Health Organization website, The World Food Summit of 1996 sought to define food security, noting that it exists â€Å"when all people at all times have access to sufficient, safe, nutritious food to maintain a healthy and active life†. Brazil, like most of the developing countries faces a major challenge of hunger where more than six million citizens are facing starvation (The Economist 2009). Brazil is the largest country in South America with over 190 million citizens. As the fourth leading food exporter, a small population approximated to be 30% of the entire population was faced with constant food insecurity in 2009 (Government of Brazil 2010). Understanding the root causes of food insecurity will help to offer a solution to this problem. There is an urgent need to come up with policies that will boost the food production and also help prevent wastage of produce. Scholars have proved the extend to which Brazil government has made steps towards eradication of poverty as well as food insecurity. Despite the fact that Brazil is not leading in economic development, it has proved to outstrip leading economies like china and India. This success is highly attributed to pro-poor policies that the leaders of the country. The causes of food insecurity to most developing countries are mostly due to poor management and implementation of policies. In Brazil, poor methods of production have accelerated the problem of food insecurity. The poor production methods have been caused by poor quality land and

Analysis of Online Recruitment Process With TAM

Analysis of Online Recruitment Process With TAM ANALYSIS OF ONLINE RECRUITMENT PROCESS FOR JOBSEEKERS USING TECHNOLOGY ACCEPTANCE MODEL(TAM) 1) S.Munzarin, 2) A. Manimegalai 3) G. Latha, 4) B. Sindhuja ABSTRACT I.INTRODUCTION Today, online recruitment has become a major tool for many organizations. However, little is known about jobseekers reactions to this new technology. This article is aimed at developing a web-based and central recruitment Process system for the HR Group of the company. Some features of this system will be creating vacancies, storing application data, and Interview process initiation, Scheduling interviews, storing Interview results for the applicant and finally Hiring of the applicant. This online website provides jobseekers to register themselves by attending the registration exam. Reports may be required to be generated for the use of the HR group. This paper provides an insight for jobseekers on the effective use of e-recruitment website and strategy to attract potential jobseekers for employment in reducing the manual work of HR correcting the Test, Short-listing the candidates, Informing the candidates etc. Data gathered from 332 job applicants at System Group Corp. shows useful ness and perceived ease of use – as core constructs of TAM model – are two main factors that predict jobseekers behavioral intentions to use recruitment websites. Keywords:, Technology Acceptance Model, online recruitment, e-recruitment efficient usage, jobseekers, behavioral intentions. Nowadays, e-recruitment is a method to recruit potential employees; with over 90% of Fortune 500 companies using some form of online recruiting (Feldman Klaas, 2002). Job seekers are also conducting their searches online; with over 52 million Americans have used online job searches (Jansen, Jansen, and Spink, 2005). Online recruiting and hiring as a business tool has not only changed the way companies recruit employees and how job seekers search for jobs, it has also impacted both parties involved. If the effectiveness of an organizations web site in attracting potential employees is considered to be a crucial determinant of an organizations ability to generate qualified applicants (Willianson et al., 2003), identifying the factors that influence jobseekers attraction to organization website has to be a high priority.This fact was highlighted by a recent study of college students reporting that 26% of students rejected potential employers from job search consideration because of the poor design of their web sites (Karr, 2000). This paper attempts to use Technology Acceptance Model (TAM) introduced by Davis, (1989) – as one of the most successful models explaining the user/technology adaption – to identify some factors influencing jobseekers behavioral intentions in using e-recruitment websites. The findings of the current paper not only provides an insight for managers on the effective use of organizations recruitment websites but also, by providing a sound theore tical framework, would help to eliminate the shortcomings associated with former studies in the area of online recruitment. To begin our discussion, we first review the existing online recruitment literature. We then explain Technology Acceptance Model as our research framework, and introduce the related hypotheses. Finally, we explain the practical implications of the research, as well as our study limitations. 2. TECHNOLOGY ACCEPTANCE MODEL (TAM) In IT literature, the TAM is the most influential model use to measure technology acceptance. This model is the extension of Ajzen and Fishbein’s Theory of Reasoned Action (TRA), by Fred Davis and Richard Bagozzi (Bagozzi et al., 1992; Davis et al., 1989) to explain the computer-usage behavior. The main purpose of TAM was: to provide an explanation of the determinants of computer acceptance that is generally, capable of explaining user behavior across a broad range of end-user computing technologies and user populations, while at the same time being both parsimonious and theoretically justified (Davis et al., 1989, p. 985). Numerous empirical studies have found that TAM consistently explains a substantial proportion of the variance (about 40%) in usage intentions and behavior (Venkatesh and Bala, 2008), and TAM compares favorably with alternative models such as the Theory of Reasoned Action (TRA) and Theory of Planned Behavior (TPB) (Venkatesh and Davis, 1996). As of December 2007, the Social Science Citation Index listed over 1,700 citations to the two journal articles that introduced TAM (Davis, 1989; Davis et al., 1989). TAM theorize that an individuals behavioral intention to use a system is determined by two beliefs: perceived usefulness, defined as the extent to which a person believes that using a system will enhance his or her job performance, and perceived ease of use, defined as the extent to which a person believes that using a system will be free of effort (Venkatesh and Davis, 1996). According to TAM, perceived usefulness is also influenced by perceived ease of use because, other things being equal, the easier the system is to use the more useful it can be(Venkatesh and Davis, 1996).Many researchers empirical studies have replicated and tested the model under different conditions for TAMs extended variables as general measures by explicitly including IT acceptance variables (e.g., Davis et al., 1992; Compeau and Higgins, 1995; Ma and Liu, 20 04). However, Davis et al. (1989) TAM assumes that perceived ease of use and perceived usefulness are of primary relevance for computer acceptance. In the next section, with a full introduction of these two core constructs of TAM perceived ease of use and perceived usefulness – the research hypotheses are presented and the research framework is explained. 2.1.1. Perceived Usefulness (PU) Perceived usefulness is defined here as the degree to which a person believes that using a particular system would enhance his or her job performance. Within an organizational context, people are generally reinforced for good performance by raises, promotions, bonuses, and other rewards (Pfeffer, 1982). A system high in perceived usefulness, in turn, is one for which a user believes in the existence of a positive use-performance relationship. Organizations recruitment websites often support jobseekers with comprehensive job information including, salary information, benefits, rewards, and organizational programs (Cober et al., 2000). Perceiving system usefulness as antecedent of e-recruitment utilization, such as using these information and tools to enhance the effectiveness of job application, would draw the attention of many employed jobseekers into adopting the technology for job search (Tong, 2008). 2.1.2. Perceived Ease of Use (PEU) Perceived ease of use, in contrast, refers to the degree to which a person believes that using a particular system would be free of effort. This follows from the definition of ease: freedom from difficulty or great effort. All else being equal, we claim, an application perceived to be easier to use than another is more likely to be accepted by users. On the contrary, a complex system, that is difficult to use, is less likely to be adopted since it requires significant effort and interest on the part of the user (Teo, 2001). As perceived ease of use has an inverse relationship with the perceived complexity of use of the technology, it affects perceived usefulness. TAM thus posits that perceived usefulness is influenced by perceived ease of use (Sanchez- Franco and Roldan, 2005). Similarly, in the e-recruitment context, jobseekers would prefer the system if it is easy to use compared to other methods of job applications. 2.1.3. Behavioral Intention Bagozzi et al. (1992), believe that new technologies (e.g., recruitment websites) are complex, Thus, people form attitudes and intentions toward trying to learn to use the new technology prior to initiating efforts directed at using (Tong, 2008). Sanchez- Franco and Roldan (2005) study found that the relationship between perceived usefulness and behavioral intention was strong among goal-directed users. Consequently, this study relates PEOU to PU and PU to BI with the following hypotheses: H1: Perceived Ease of Use (PEU) positively influences Perceived Usefulness (PU) in Erecruitment adoption. H2: Perceived Usefulness (PU) positively influences Behavioral Intention (BI) to use  organizations e-recruitment website. Therefore, given empirical tested studies of modified TAM and the significant causal link among the three constructs by previous researchers, the author attempts to use Structural Equation Modeling (SEM) to test these highly validated studies with PEOU, PU, as independent variables and BI as the dependent variable  for this study. The research framework is also illustrated in Figure 1. Figure1. Research framework forjobseekers e-recruitment technology adoption 3. METHOD 3.1. Participants The participants of the study were 347 applicants for System Group Corp. While having more than 1200 employees, System Group Corp. is considered to be the biggest active organization in manufacturing software technologies in Iran. The data was gathered in a two-month period, during which 421 applicants logged on to the organizations website. From among these applicants, 347 questionnaires were gathered by the researcher, and at the end, a number of 332 questionnaires were analyzed (response rate 82%). The respondents of the study included 63 percent male, 73 percent single, and the majority of them ranged between 21 to 25 years old. Participation was completely anonymous and on a voluntary basis. 3.2. Procedure The researchers did not have access to the actual application data due to stringent privacy regulations. Rather, data on the measures were collected using an online questionnaire that was administered subsequent to the online application procedure. we will first describe the data that were collected as part of the application procedure followed by a description of the research questionnaire. 3.2.1. Application Procedure Applicants could search for positions on the System Group official website. Here, candidates could find general information on the organization and its conditions of employment. More specifically, information could be found on the organization’s culture, structure, development opportunities, and benefits. All applicants had to fill out an online form after they had accepted a privacy statement. The form consisted of information on contact details, date of birth, gender, education, and qualifications obtained from college, work experience, and skills. In addition, applicants had the opportunity to give additional information and to upload personal documents such as a curriculum vitae. 3.2.2. Research Questionnaire After completion and submission of the online application, a questionnaire was presented in a pop-up window on a separate web page. This questionnaire was also accessible via a link which could be found in an email confirming the receipt of the applicant’s online application. The confirmation email was sent immediately after the online application had been submitted. A short introductory text accompanied the link to the online survey. 3.2.3. Measures The questionnaire was preceded by a short introductory text. Anonymity and confidentiality of the participants’ responses were emphasized. It was explicitly mentioned that responses could not affect the selection process in any way and that the company did not have access to individual responses. It took respondents approximately 5 min to complete the questionnaire. The questionnaire was offered in both Farsi and English languages. Translations were made from English to Farsi, which were checked by native speakers. All responses were assessed on the following five-point Likert scale (1=completely disagree, 3=neutral, and 5= completely agree), with the exception of items on general background information. The questionnaire was consist of 18 items. To assess behavioral intentions (BI) the measure of Tompson et al., (2008) were obtained. This construct was assessed by five items. Example item is I would like to work for this organization. Perceived ease of use and perceived usefu lness each assessed using five (Williamson et al., 2003) and eight (Palmer, 2002) items scales, respectively. Where applicable, the original wording computerized process was replaced by online application process for consistency throughout the questionnaire. Example items are My interaction with online application processes was clear and understandable; and The organizations recruitment website provides all the information required to apply for job. At the end of the survey, space was provided for remarks or suggestions and respondents were thanked for their participation. 3.2.4. Analysis The descriptive characteristics of the sample (Table 1) were assessed using SPSS 11.0 statistical package, based on the guidelines provided by Dimitriadis (2003). The research model (Figure 1) was tested using structural equation modeling (SEM) using LISREL 8.7. As it has been suggested, the structural equation approach has several advantages over traditional analyses (Bagozzi and Yi, 1989). Data were analyzed using the two-step approach suggested by Anderson and Gerbing (1998) and. In the first step, a confirmatory factor analysis (CFA) was performed, which helps assess the adequacy of the measurement model (Chang, 1998), or in other words, [. . .] the measurement models (or confirmatory factor models) specify how hypothetical constructs are measured in terms of the observed variables (Lin and Lee, 2004). In the second step of the data analysis, the structural model is tested using SEM; structural equation models specify causal relationships among latent variables (Lin and Lee, 2004 ). 4. EXISTING SYSTEM In recent days, staffs are monitoring the candidates during the recruitment process which is nearly the waste of time. Currently all the jobseekers register for their jobs in prior which are stored in the database of the company due to which more space is consumed. After registration all the jobseekers attend the aptitude test and proceed further but only certain candidates are selected for the further process. Presently recruitment is done manually. That is if a company or organization needs employees they make an announcement through newspaper or websites. People who are eligible send application to the organization or company. From these applications they are called for interviews or tests. After tests company has to do short listing manually. From these shortlisted candidates, they are called for interviews. After interview short listed candidates are employed. So it’s all a time consuming procedure too. It may take one month or long. People around the world cannot apply. This is very convenient because in the manual system there are lot of difficulties in conducting and managing a recruitment exam, short listing, maintaining staff etc 5.PROPOSED SYSTEM Online Recruitment is aimed at developing a web-based and central recruitment Process system for the HR Group for a company. Some features of this system will be creating vacancies, storing application data, and Interview process initiation, Scheduling Interviews, Storing Interview results for the applicant and finally hiring of the applicant. Based on the outcome of the exam the jobseekers will be shortlisted. The details of the examination Date of the examination will be made available to them through the website. People all around the world can apply and register. It has made all the process easy. System Analysis is the detailed study of the various operations performed by the system and their relationships within and outside the system. Here we are using the TAM model for analysing the system performance. ADVANTAGES This paper enables the users to have the typical examination facilities and features at their disposal. It resolves typical issues of manual examination processes and activities into a controlled and closely monitored work flow in the architecture of the application. This multi platform solution brings in by default, the basic intelligence and immense possibilities for further extension of the application as required by the user. The system makes it friendly to distribute, share and manage the examination entities with higher efficiency and easiness. It is a comprehensive resource for finding a job online. 6. DISCUSSION In the final model of the study, perceived usefulness and perceived ease of use have strong path coefficients( 0.71 and 0.82 respectively) in relation with behavioral intentions. Thus, from a causal point of view, the results of structural equation modeling confirm a strong causal relation between PEU and PU in one hand, and PU and BI on the other hand. The linear relation between PU and BI suggests that the perceived usefulness construct has a direct positive effect on applicants behavioral intentions to use recruitment websites. 7.CONCLUSION In todays competing world, the success of recruitment efforts in organizations is bound with attracting an appropriate group of qualified job applicants using the least possible sources. E-recruitment – as a growing recruitment tool – is not an exception. Therefore, identifying factors that influence e-recruitment success in attracting the qualified group of applicants should be a high priority. Using a TAM model in the area of erecruitment, this study tried to identify two of the most influential factors on the applicants behavioral intentions to use organization recruitment website and the consequent employment decisions. 8. REFERENCES Kroustalis, C., (2012). Internet Recruitment: Examining the Roles of Information, Attitudes, and Perceived Fit on Applicant Attraction, A thesis presented to Graduate School of Clemson University, (P. Raymark, R. Pak, C. Pury Eds.), Proquest Information andLearning Company.37. Lin, H.; Lee, G. Chatzoglou, P.; Vraimaki, E. (2009), Knowledge-sharing behavior of bank employees in Greece, Business Process  Management Journal, 15 (2), 245-266. Venkatesh, V., Bala, H. (2008). Technology accpetance model 3 and a research agenda on interventions. Decision Science , 39 (2), 273-315. Tong, D. (2008). A study of e-recruitment technology adoption in Malaysia. Industrial Management Data Systems , 109 (2),281-300. Thompson, L., Braddy, P., Wuensch, K.E-recruitment and the benefits of organizational web appeal. Computer in Human Behavior , 24, 2384-2398. Bock, G.; Kim, Y. (2002), Breaking the myths of rewards: an exploratory study of attitudes about knowledge sharing, Information Resources Management Journal, 15 (2), 14-21. Bock, G.; Kim, Y, Breaking the myths of rewards: an exploratory study of attitudes about knowledge sharing, Information Resources Management Journal, 15 (2), 14-21.

Free College Essays - Roles of Cassio, Roderigo, and Brabantio in Shakespeares Othello :: GCSE Coursework Shakespeare Othello

Roles of Cassio, Roderigo, and Brabantio in Othello         Ã‚   From Shakespeare's play Othello, this paper will be discussing the roles   Ã‚   of Cassio, Roderigo and Brabantio, and their functions.      Ã‚   First, Cassio. Cassio is an honourable lieutenant and a soldier, who is   Ã‚   very loyal and caring towards his commanding officer, Othello, as shown   Ã‚   in one of many places, act two scene one line 45-48 when he is concerned   Ã‚   about Othello's well being because he has been lost at sea and says:    Thanks, you the valiant of this warlike isle, That so approve the Moor! O, let the heavens Give him the defense against the elements, For I have lost him on a dangerous sea       In the beginning of the play Cassio is appointed to the position of    lieutenant by Othello, so Cassio at first has his highest respect, until    later in the play where Othello believes he is having an affair with    Desdemona. Cassio's role in the play is not one of the extremely    important ones. His main function is to be a figure who's actions are    partially responsible for Othello believing that his wife is cheating on    him. For example, Cassio asking for Desdemona's help leads to the two of    them being seen together, which is in act three scene three line 35. In    the end of the play, Cassio becomes the governor in Cyprus after the    former Governor, Othello, commits suicide, in act five scene two from    line 366-378, which shows another of his functions, to act as one of the    means which ties up the loose ends at the end of the play.      Ã‚   Now, Roderigo. Roderigo is a foolish, cheated, gulled, dimwit.   Ã‚   Basically, his function in the play is to act as a lackey towards Iago.   Ã‚   His obedience towards Iago can be compared to that of Lennie Small   Ã‚   towards George Milton in the book Of Mice and Men, By John Steinbeck.      Ã‚   He does whatever Iago tells him to do, consistently in the hope of   Ã‚  Ã‚   obtaining Desdemona's love. He never realizes that his chances for ever

Lab 12

What is an ionic bond? Typically an ionic bond occurs between one metal and one non-metal ion. One atom borrows one or more electrons from another atom. An ionic bond is a type of chemical bond that occurs when one atom loses an electron to form a positive ion and the other atom gains an electron to form a negative ion, which then result in attraction. 2. What is a covalent bond? A covalent bond is a bond that occurs when atoms in a molecule share a pair of electrons. For example, â€Å"the atoms in sugar do not form ions; instead, they are held together because of shared electrons. † 3.Do you think sugar or salt will melt at a higher temperature? Explain your answer. Since sugar is composed of covalent bonds and salt composed of ionic bonds, I think salt will take a higher temperature to melt because salt is bonded together by stronger bonds. Ionic bonds are much stronger than covalent bonds. Covalent bonds are not as strong as ionic bonds so it will not require such a high t emperature to make sugar melt. Part 1 Observations for the sugar solution: There were occasional bubbles off of the steel screw, but no lines of black or yellow off of either like with the salt solution.Observations for the salt solution: The iron nail gave off constant â€Å"streaks† of a blue/green color. The steel screw had constant â€Å"streaks† of yellow as well as many, many tiny bubbles the entire time. The nail also got much more dark after the salt solution. Part 2: Observations for the melting of sugar: Almost immediately the sugar began to melt. At first the sugar just turned from a pure, solid white to a white sugar that almost looked like more of a liquid. Then the sugar began to â€Å"pop† into tiny bubbles and quickly got faster.The tiny bubbles would then â€Å"grow† into larger brown bubbles. Observations for the salt solution: The salt solution created quiet popping noises after several seconds of being held above the candle. The salt t ook much longer to melt than the sugar. The salt also did not have near as large of a reaction as the sugar. The salt just turned darker, where as the sugar made huge bubbles. Questions 1. Why is it important to use distilled water instead of tap water used in Part 1? Distilled water is formed from condensed steam, which therefore makes it free from mineral and organic salts.Regular water is physically purified and chemically treated to kill germs, but contains many salts in it. Distilled water is free of salts, but regular tap water contains many salts. Therefore, if we are trying to see what happens for sugar, it would not be purely sugar if we used tap water because tap water contains salts. If we used tap water we would be mixing salt and sugar so we would not get accurate results. 2. In Part 1, why did you not observe a stream of bubbles coming off the stainless steel screw in the sugar solution?Since sugar is composed of covalent bonds and therefore as we saw in part 2, takes much less time to melt, I think we didn’t observe bubbles because there was not as much as a reaction since it â€Å"melted† so much faster. Also, sugar does not change its composition when added to water, but salt does. Therefore, perhaps the sugar does not cause the screw to bubble much. 3. Did any bubbles form off the screw in the sugar solution at all? Why might this happen despite your answer to Question 2? I did see occasional bubbles, which could be due to the slight chemical reaction of the two chemicals.However, it was obviously not as strong as with the salt since the salt changed its composition when added to water and so did the steel when exposed to the mixture. The transfer of energy might have been so great for the sugar that the sugar only reacted really briefly since it has a much lower melting point. However, the salt has a much higher melting point so perhaps the reaction was so much greater since the transfer of energy was so great, as needed with s alt, that there was more to react with for the salt than the sugar. 4.In Part 1, why did you observe a stream of bubbles coming off the steel screw in the salt solution? The salt solution created much more of a reaction and needs a much higher transfer of energy in order to react. The high transfer of energy created constant bubbles, where as with the sugar it did not. Perhaps the transfer of energy was so much for the salt solution that there were only really brief reactions. However, with the salt solution it needs so much energy in order to change so when all the energy is created in the salt solution, there is a much larger reaction. 5. Explain any changes that took place on the nail.The part of the nail that was exposed to the water changed in each solution. When it was in the sugar solution, the color changed very, very slightly. However, when the nail was placed in the salt solution, the part that was exposed changed a lot. The part that was in the salt solution became much d arker than the part that was not in the salt solution. 6. In Part 2, which of the substances had the lower melting point? Was this what you expected? Explain your results. The sugar had the lower melting point by a lot. The sugar immediately began to melt, but the salt took a lot longer to melt.The sugar began to melt so quickly since it was only held together by covalent bonds. The salt took a lot longer and had less of a reaction since it was held together by ionic bonds, which are much stronger. As explained in the pre-lab questions, this is exactly what I expected. The sugar melt with a much larger reaction as well (as can be seen in the photo below). The salt only popped and the individual crystals turned darker, where as the sugar actually melted and bursted into large bubbles. I think this is because it had such a low melting point that it created a large and immediate reaction.

British Influence in American Culture

To this day, the influence of early British colonists can be felt in multiple facets of American life. This is far more than can be said for the limited authority manifested in present day American culture in regard for Spanish colonialism and subsequent influence. Perhaps the most glaring of influences credited to the country of Great Britain, is the fact that the English language remains the official form of communication throughout the whole of the country.Although Spanish is spoken extensively, currently with nearly 31 million speakers in the United States, this only accounts for approximately ten per cent of the population, whereas English accounts for nearly a full hundred per cent. Further support for the claim comes in the form of the country’s religious practices. Although the presence of a myriad of religions is a reality in America, by and large, Protestantism has been the focal point for many of its citizens, a direct result of British Anglicanism.Of all the religi ous bodies which were brought from the Old World to the New during the entire colonial period, none received so much assistance from the mother country in gaining a foothold in America as did the Church of England . Additionally, it is possible to look to the architecture of most American homes to establish the root influence responsible for them. Although more popular in the American southwest than in other regions, the so-called Spanish style can only account for roughly 7 per cent of designs.The Tudor style, of British origins is far more popular in the U. S. Bibliography. Religion in Colonial America, William Warren Sweet. Cooper Square Publishers, 1965, NY. Colonial America, Richard Middleton. Blackwell Publishers, 1996, Cambridge, Masachusetts. American Colonies and the British Empire 1607-1763, Kenneth M. Stampp. Thomas Y. Crowell Company, 1834, NY. American Colonies, Alan Taylor. Viking Publishers, 2001, NY. Wikipedia, the free encyclopedia. HTTP://www. wikipedia. org

Free Essays on Manhattan Project

The Manhattan Project was the code name for the US effort during World War II to produce the atomic bomb. It was named for the Manhattan Engineering District of the US Army Corps of Engineers. Much of the early research was done in New York City. Sparked by refugee physicists in the United States, the program was slowly organized after German scientists discovered nuclear fission in1938. Many US scientists expressed the fear that Hitler would attempt to build a fission bomb. In theory, Jungk wrote, â€Å"this fission bomb would be more destructive than all the explosives the US had.† Frustrated with the idea that Germany might produce an atomic bomb first, Leo Szilard and Eugene Wigner asked the famous scientist Albert Einstein, â€Å"to use his influence and write a letter to president Franklin D. Roosevelt.† The letter pleaded for support to â€Å"further research the power of nuclear fission† and â€Å"warned the president of the devastating destruct ion Hitler could cause.† His letters were a success, and President Roosevelt established â€Å"The Fission Bomb Project.† Physicists from 1939 onward, conducted research to find answers to such questions as â€Å"how many neutrons were emitted in each fission?† â€Å"Which elements would not capture the neutrons but would moderate or reduce their velocity?† and â€Å"which element achieved the most powerful fission?† After their research the scientists found that uranium was the most effective for their project. The next question was, â€Å"which isotope of the fission is more effective, the lighter and scarcer isotope of uranium (U-235) or the common isotope (U-238).† They also learned that fission releases a few neutrons. A chain reaction therefore was possible. To create this chain reaction and turn it into a usable weapon was the ultimate goal of the Manhattan Project. In 1942 General Leslie Groves was chosen to succeed Vannevar Bush as the head of â€Å"the Fission... Free Essays on Manhattan Project Free Essays on Manhattan Project The Manhattan Project was the code name for the US effort during World War II to produce the atomic bomb. It was named for the Manhattan Engineering District of the US Army Corps of Engineers. Much of the early research was done in New York City. Sparked by refugee physicists in the United States, the program was slowly organized after German scientists discovered nuclear fission in1938. Many US scientists expressed the fear that Hitler would attempt to build a fission bomb. In theory, Jungk wrote, â€Å"this fission bomb would be more destructive than all the explosives the US had.† Frustrated with the idea that Germany might produce an atomic bomb first, Leo Szilard and Eugene Wigner asked the famous scientist Albert Einstein, â€Å"to use his influence and write a letter to president Franklin D. Roosevelt.† The letter pleaded for support to â€Å"further research the power of nuclear fission† and â€Å"warned the president of the devastating destruct ion Hitler could cause.† His letters were a success, and President Roosevelt established â€Å"The Fission Bomb Project.† Physicists from 1939 onward, conducted research to find answers to such questions as â€Å"how many neutrons were emitted in each fission?† â€Å"Which elements would not capture the neutrons but would moderate or reduce their velocity?† and â€Å"which element achieved the most powerful fission?† After their research the scientists found that uranium was the most effective for their project. The next question was, â€Å"which isotope of the fission is more effective, the lighter and scarcer isotope of uranium (U-235) or the common isotope (U-238).† They also learned that fission releases a few neutrons. A chain reaction therefore was possible. To create this chain reaction and turn it into a usable weapon was the ultimate goal of the Manhattan Project. In 1942 General Leslie Groves was chosen to succeed Vannevar Bush as the head of â€Å"the Fission...

google case study Essays

google case study Essays google case study Paper google case study Paper Question- 1 With a portfolio as diverse as Googles, what are the companys core brand values? Ans: With a diverse portfolio, Google has its underlying core brand values. These core brand values are as follows Good Work Environment: As a global corporate citizen, Google has always tried hard to be one of the Good Guys in the corporate world, underneath a touchy-feely work environment. Basically Google hires great people and expect a lot from them in return. They also try to create an environment where people can prosper and grow. They treat their people with Justice and respect; share and welcome ideas openly. Doing the Right Things: Within its corporate culture, Google always encourages well-built ethics with an eminent founding credo: Dont be Evil. Honesty and integrity in all they do and their business practices are beyond criticism. They have a motto of making money by doing good things. Offering Prime Online Services: Google adds value by providing tools to the advertisers better target their ads and better understand the effectiveness of their marketing. Google Analytics, free to Googles advertisers, provides a custom report, or dashboard, detailing how Internet users found the site, what ads they saw and/or clicked on, how they behaved while here and how much traffic was generated. Technology Innovation: Google always apply their technology and creativity to solve important problems and come up with new ideas. As a result they are in a quest of building the worlds best technology and products. : Marketing Asset Management: With its ability to deploy data that enable up-to-the minute improvements in a Web marketing program, Google supports a style of marketing in which the advertising resources and budget can be constantly monitored and optimized. Question-2 Whats next for Google? Is it doing the right thing taking on Microsoft with the concept f cloud computing, and Apple in the fght for smart phones? Ans: With the advancement of science and technology, Google is trying to come up with new products and services ideas which seemed beyond individuals imagination. Googles stage of development starts within Google Labs, which lists new products available for testing. It next moves to beta status, where invited users test early prototypes. Once the product is fully tested and ready to be released to the general public, it moves into the gold stage as a core Google product. As their next projects, they have come up with Google Voice and Google Glass. According to my point of view, Google is doing well against Microsofts Cloud Computing concept and Apples smart phones. Google Vs. Microsofts Cloud Computing: Cloud computing is a type of computing that relies on sharing computing resources rather than having local servers or personal devices to handle applications. Google is doing well with this kind of applications where they already inaugurated two of their cloud computing applications which are Going Google and Google Drive. These are the two software where a person can store data here. And the user can access to getting popular to the smart phone users with Android Operating System. Google Vs. Apple Smartphone: Google is also going big in the mobile category. In 2008 it launched Android; a mobile operating system with which Google went head-to-head with Apples iPhone. Although many still prefer Apples platform, but most importantly, Android is free, open sourced, and backed by a multimillion-dollar investment. On the other hand, the iPhone is available only through few distribution channels. In case of applications availability, Android has a wide range of free applications where Apple is lag behind them. Along with this, some other differentiations establish Google as a strong competitor of Apples smart phones.