Black Inventors - Patent Holders List Index R

Black history inventors are listed alphabetically: use the A to Z index bar to navigate and select or just browse the many listings. Each listing has the name of the black inventor followed by the patent number(s) which is the unique number assigned to an invention when a patent is issued, the date the patent was issued, and a description of the invention as written by the inventor. If available, links are provided to in-depth articles, biographies, illustrations and photos on each individual inventor or patent. How to submit to the database. Victor Llewellyn Ransom #3,231,866, 1/25/1966, Traffic data processing system#3,866,185, 2/11/1975, Method and apparatus for gathering peak load traffic data Debrilla M Ratchford #4,094,391, 6/13/1978, Suitcase with wheels and transporting hook Ernest P Ray #620,078, 2/21/1899, Chair supporting device Lloyd P Ray #587,607, 8/3/1897, Dust pan Andre Reboucas NA 1895 approx Torpedo Craig C Redmond, Sr. #6,085,356, 7/11/2000, Waist Band Expander Judy W Reed #305,474, 9/23/1884, Dough kneader and roller Humphrey H Reynolds #275,271, 10/7/1890, Window ventilator for railroad cars#437,937, 4/3/1883, Safety gate for bridges Mary Jane Reynolds #1,337,667, 4/20/1920, Hoisting and loading mechanism Robert Randolph Reynolds #624,092, 5/2/1899, Nonrefillable bottle Jerome Bonaparte Rhodes #639,290, 12/19/1899 Water closet Albert C Richardson #255,022, 3/14/1882, Hame fastener#446,470, 2/17/1891, Churn#529,311, 11/13/1894, Casket-lowering device#620,362, 2/28/1899, Insect destroyer#638,811, 12/12/1899, Bottle William H Richardson #343,140, 6/18/1889, Cotton chopper#405,599, 6/18/1889, Childs carriage#405,600, 6/1/1886, Childs carriage Charles V Richey #584,650, 8/3/1897, Car coupling#587,657, 10/26/1897, Railroad switch#592,448, 12/28/1897, Railroad switch#596,427, 12/13/1898, Fire escape bracket#615,907, 6/3/1913, Combined cot, hammock, and stretcher#1,063,599, 7/7/1931, Telephone register and lock-out device#1,812,984, 2/14/1933, Lockout for outgoing calls for telephone systems#1,897,533 6/15/1897, Time control system for telephones Alvin Longo Rickman #598,816, 2/8/1898, Overshoe James Ricks #338,781, 3/30/1886, Horseshoe#626,245, 6/6/1899, Overshoe for horses Norbert Rillieux #3,237, 8/26/1843, Improvement in sugar works#4,879, 12/10/1846, Sugar processing evaporator Cecil Rivers 6,731,483, 2/14/2003, Circuit breaker with single test button mechanism Louis W Roberts #3,072,865, 1/8/1963, Gaseous discharge device#3,257,620, 6/21/1966, Device for gas amplication by stimulated emission and radiation GASAR#3,377,576, 4/9/1968, Gallium-wetted movable electrode switch Elbert R Robinson #505,370, 9/19/1893, Electric railway trolley#594,286, 11/23/1897, Casting composite or other car wheels Hassel D Robinson #D 66,703, 2/24/1925, Design for a traffic signal casing#1,580,218, 4/13/1926, Traffic signal for automobiles Ira C Robinson #3,577,514, 5/4/1971, Sustained release pharmaceutical tablets James H Robinson #621,143, 3/14/1899, Lifesaving guard for locomotives#623,929, 4/25/1899, Lifesaving guard for street cars John Robinson #356,852, 2/1/1887, Dinner pail Neal Moore Robinson #1,422,479 7/11/1922 Vehicle wheel Arnold Romain #402,035 4/23/1889 Passenger register Raymond E Rose #3,618,388 11/9/1971 Control apparatus Archia L Ross #565,301, 8/4/1896, Runner for stoops#605,343, 6/7/1898, Bag closure#638,068, 11/28/1899, Trousers support or stretcher Joseph Ross #632,539, 9/5/1899, Hay press David N Roston #556,166, 3/10/1896, Feather curler Edwin R Russell #2,855,269, 10/7/1958, The separation of plutonium from uranium and fission products#2,992,249, 7/11/1961, Ion exchange absorption process for plutonium separation#3,296,123, 1/3/1967, Removal of cesium from aqueous solution by ion exchange#3,309,323, 3/14/1967, Thorium oxide or thorium-uranium oxide with magnesium oxide Jesse Eugene Russell #5,930,247, 7/27/1999, Broadband data reception system for Worldnet access#6,044,403, 3/28/2000, Network server platform for Internet, Java server and video application server John Russell #6,968,993, 11/17/2003, Mailbox assembly Joseph L Russell #3,995,011, 11/30/1976, Preparation of tungsten hexafluoride from halogen and hydrogen fluoride Lewis A Russell #544,381, 8/13/1895, Guard attachment for beds Earl Ryder #3,129,095, 4/14/1964, High silicon cast iron

Leadership, Trustworthiness and Ethical Stewardship Essay

Given the increase in organizational downsizings, layoffs, asset write-offs and executive bailouts, how important is the trust factor in defining a good leader? Without an established trust relationship a leader is unable to be effective. The problem to be investigated is the value of trustworthiness and ethical stewardship in the construct of the organizational leadership model. This paper shall explore the co-functions of trust and ethical stewardship and its impact on leadership effectiveness. Introduction In 2012, there is very little allegiance or loyalty among organizational members. This is partly due to the recent increase in corporate scandals and the outsourcing of many jobs to foreign countries. Once†¦show more content†¦500). In order for interpersonal trustworthiness to exist in organizations, a leader-follower relationship must first exist between the parties involved (Caldwell et al., 2010, p. 500). Once that leader-follower relationship is established, leaders have to earn trust. Leaders earn trust by their respective actions, morals and virtues. Trust is can also be based on past history. If something was done in the past which questions a leader’s values, morals or judgment, it would be unlikely that the leader would be trusted in the future. One of the most important parts of being an effective leader is building and maintaining trust. Trust can further be defined as a â€Å"multi-dimensional construct comprising different dimensions of the trustee’s attributes that the trustor evaluates† (Ingenhoff and Sommer, 2010, p. 341). Ethical stewardship is a concept that fosters policies of fairness to all. Ethical stewards use guiding principles that are ethical and moral. Caldwell states that† The concept of ethical stewardship has its roots in stakeholder theory† (Caldwell et al., 2007, p. 154). Stakeholder theory is very similar to Milton Friedman’s classical theory of business, which essentially holds that businesses should be solely devoted to increasing profits (Friedman, 1970, para 33). This author contends that ethical stewardship can’t existShow MoreRelatedLeadership, Trustworthiness And Ethical Stewardship1832 Words   |  7 Pagesï » ¿Running head: Ethical Leadership 1 Ethical Leadership Leadership, Trustworthiness and Ethical Stewardship Leadership, Trustworthiness and Ethical Stewardship The problem to be investigated is; how the leaders manage to stay ethical in their role while maintaining trust with the followers and focus on organisational goals. Most of the times, the biggest responsibility of leaders is to lead the team of the people to achieve organisational goals willingly. 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According to Uju (2013), leadership is the vision creation concerning a defined future state that seeks to entangle all organizational setting membership, with an influence that is necessary to the achievement of organization objectives. Leadership is defined as a process in which an individual influences others to attain an objective and guides the organization in aRead MoreTransformational Leadership3693 Words   |  15 Pagesâ€Å"Transformative Leadership: Achieving Unparalleled Excellence† For , MGT 3110 February 6, 2015 Abstract This paper summarizes the article written by Cam Caldwell, Rolf D. Dixon, Larry A. Floyd, Joe Chaudoin, Johnathan Post, and Gaynor Cheokas regarding the need for a new type of leadership in today’s social work environment, defined as Transformative leadership. The article itself varies in the definition, however in a broad sense Transformative leadership is maintaining

Persuasive Essay On Police Brutality - 892 Words

Police officers once were called peace keepers however now they seem to be nothing more than law enforcing officers. Most still do their jobs but they are more concerned about quotas and making arrests on Innocent people rather than keeping peace. Which as a following result has brought up a lot of apprehensiveness between the police and their citizens. With increasing violence in cities and states, police officers methods have slowly become more aggressive, bringing a rise in unnecessary police brutality. It is a big problem, and it just looks like the abuse of an officer’s power. Police brutality is the intentional use of excessive force, usually physical, preformed during law enforcement activities with the community. This type of†¦show more content†¦Officers with different levels of education have been proven to show differences in action taken. Those who are less educated statistically are more likely to to take physical action. Even the amount of experience of an officer is also a factor psychologically. The officers who were newer to the job often were more likely to react, and were more likely to use excessive force. (Geller, William A., and Hans Toch.) Probably due to anxiety of being on patrol. Lastly are the organizational causes for police brutality. Officers following policies and regulations may sometimes commit crimes because they thought/felt it was necessary to do so based on the protocol. Officers can take action against those who disrespect police authority. In many cases police use excessive to lethal force because of legalistic reasons, and in often cases the officer is more aggressive than needed be. This is what makes it difficult to prosecute an officer on the basis of police misconduct, because it would look like the officer was only following procedure. A case that evokes the meaning of police brutality, and is perhaps the most infamous case of police brutality is Rodney King’s trial. 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Fracking Is A Dangerous Process That Should Be Banned...

Hydraulic Fracturing (fracking) is the process of drilling into the ground and pumping sand, water, and fracking fluid at high pressures in order to extract natural shale gas that was previously unattainable. This process comes with environmental issues: the chemicals from the fracking fluid can contaminate nearby drinking water wells and harm the citizens of that area. Despite the fact that there have been several contaminated drinking water cases reported, there is little being done about this matter. This paper analyzes the available research that asserts why fracking is a dangerous process that should be banned immediately. The intended audience is my peers and instructor, as well as anyone interested in the debacle of fracking-caused water contamination that may come across this piece. As you are reading, I ask that you keep in mind that this is a very perplexing issue that has not been given much of an opportunity for true research and investigation. Therefore, the data discuss ed has not been officially proven or disproven to be directly related in every way to local fracking. However, the research gathered on the proposed danger of the Hydraulic Fracturing process is solely based on science that has already been proven as well as documented illnesses and symptoms from residents and contractors around or near fracking operation sites. Hydraulic Fracturing: This Dangerous Process Should Be Banned Immediately Hydraulic Fracturing (fracking) is the process of sand,

In House Training Program

Question: Design and Develop an one day in-house training program to address the training for enhancing the skills in Customer service and quality assurance of the staffs in a restaurant Called DFood Connection, Melbourne for waiter waitress and bar staffs . As a minimum, you will need to include the following information: and being based on the lecture slides and relevant material. Answer: Introduction The need for training reflects the difference between the normal performances and the actual performance. Training helps to bridge the gap between the normal performances and the actual performance. The gap is the reason for which training is required. One of the most important functions of the training and development is the function of management. It can also be described as the educational procedure that helps in upgrading the skills. This in turn helps in increasing the productivity as well as leads to job satisfaction. Training also helps to enhance the skills (Fleck Kraemer, 2014). Organization. Description of the Organization The restaurant industry is an essential part of the hospitality sector. DFood Connection is an ideal people friendly restaurant. It provides a broad range of foodstuffs that satisfies and pleases the consumers. The Restaurants provide the food that includes the Asian classis, western cuisines as well as mixture foods. This particular restaurant is open on the seven days from 10 am in the morning to 7 pm in the evening. It is located in the Melbourne Central. The Importance of the Training I need to give proper in-house training to the staffs in a restaurant, which will help them in saving the time and money of the restaurant. Therefore, it is very important to ensure that the in-house training is given to everyone starting from the waiters to the kitchen staffs. This will help them to remain exceptional in the highly competitive market. It is also imperative to work with expert as well as trustworthy trainers for a desirable result. I need to give the in-house training to the workers in the restaurant so that they become well known regarding the appropriate food handling practices in order to maintain the food safety. For instance, staffs who are properly trained must know how to preserve certain foods at the requisite temperature or the requirement to clean the hand before engaging in the food preparation procedure. Workers who comprehend food security practices can evade cases of food poisonous and avoid foodstuff spoilage or dissipate due to contagion (Burke, 2013 ). The training related to the customer service should also be given in order to ensure that the customers return to the restaurant as well as recommend their friends and relatives. It has been reported that the customers mostly prefer going to a restaurant where they find the surrounding to be pleasant. The center factor of customer satisfaction is thus the proper training given related to customer service. A well-trained staff speaks to a customer more politely or goes out of their way to grant them with exceptional service. Training agendas provide the workers with precise stipulation of their responsibilities and make possible a pleasant-sounding relationship between workers (B. DiPietro et al., 2013). A training program in a restaurant also covers the standard of the quality among the other characteristics of trade. Training helps the staffs to fulfill the duties in accordance with the standards. For example, a well-trained cook will be able to handle the safety of the food and prepare it well. Similarly, the waiters will also be able to serve the customers considerately on a reliable basis (Flores et al., 2012).Participants Being a trainer, according to me the participants will be mainly those individuals who are within the age group of 20-30 years. This is because a restaurant will prefer those individuals who are young and are quick. In order to give the training for customer service, those individuals will be chosen who will possess a good communication skill but they will given the training mainly on the patience and constancy. The trainees will be given the training on how to handle the irate customers that is those customers who gets angry easily. The participants will be trained on how to become a well behaved waiter and serve the food accordingly. The Cohort of Who Need To Participate In the Program As a trainer I need to divide the group in two forms. The first group will consist of those individuals who are not very good at communication. So, I need to give them training on communication so that they can provide quality customer service. The second group will consist of those individuals who needs up gradation on their skills. If I provide them with the knowledge how to upgrade the skills then they will be able to provide quality assurance.Participants Benefit From the Program Training is ways of improving the efficiency in the present workforce. Training is not only important but it is vital. Training makes a company attractive to potential new recruits who seek to improve the skills and the opportunities. A training plan engages the organized training and development of people within the association so that they, and the organization, can attain their aims and both private and business goals (Posavac, 2015). Both the participants and the organization would benefit from the training program. This is the basic every organization has a trainer and it is our duty to give proper training to the staffs. The benefits are as follows:1. The industries are constantly changing and so it is vital for the organization to develop to evade being left behind. Being a trainer, I will train the workers to give them a chance to comprehend the latest progress and trends within the industry. The world is continuously developing with the new machinery or new social media. The training will help the employees to keep pace with the innovation. The training program will help to increase the productivity. This will help the staff to understand more but also it will help in gaining confidence. 2. It will help to maintain the knowledge and skill and upgrade themselves as an employee. Program Plan Learning theory Cognitive learning the cognitive theory will help to focus on a visible change in mental knowledge. It is about the change in what the learner is familiar with rather than what the individual accomplish (Schunk Zimmerman, 2012).The insight learning as well as the latent learning is the two constituent of cognitive learning. Under this learning theory scenario the staffs will acquire plans and policies instead of obtaining habits. The cognitive learning theory includes some basic concepts which are as follows: Monitoring learning learning from a different person by means of monitoring them is an efficient way of gaining information and varying behavior (Camps-Valls et al., 2014). Self efficacy in this course the staffs will improve his recently educated information or behavior by putting it into practice (Schwarzer, 2014). Self authoritarian means it is the means of controlling the behavior even in an adverse environment (Odonnell et al., 2013).Social learning the ory it helps in emphasizing the importance of viewing and modeling the behaviors, approaches and poignant reactions of others. In social learning theory, distance cognitive procedures are said to have some consequence on performance as inspected by the expectations of the individuals about the conclusion of a particular behavior that imitates these effects (Akers Jennings, 2015). The learning theories provide some main principles of learning so that inference of these values in training may offer prospects of the inspiration of the trainee and facilitate their knowledge (Kolb Kolb, 2012).Needs Theory David McClelland proposed the need theory. This theory helps in explaining the needs for attainment, power as well as relationship that affects the action of the individual from the decision-making context (Forbes, 2015). Program Objectives The program objectives are as follows:1. Customer Service one of the program objectives in a program plan is the delivery of quality customer service during the course of the training. It will depend on the type of the service provided by the staffs to the customers that will make the customers return to the restaurant. Managerial objectives connected to consumer service concentrates on recognizing customer prospects and incorporating these prospects into the act of program team (Batt, 2014).2. Quality in a program, planning for quality is required which in turn necessitates concentration to the particulars and introducing a focus on stopping troubles rather than merely reacting to troubles once it has taken place. In a planning program, the objectives of quality includes getting it correct the first time and distributing and progressing the importance distributed to program end consumers (Goetsch Davis, 2014).3. Timescales the timescale of a program plan approximates the amount of time that is requisite to complete the objectives of the program (Sen et al., 2012).4. Goals in order to implement the operation and vision of a restaurant, the program goals are important. So in the in-house training it is very important to provide the learning of the goals. Schedule and Planned Activities Communication between the trainer and the trainee related to introduction Brief description of the training module Short break Training with the help of presentation Lunch Break Verbal Training Game session Short Break Review of the Session Quality assurance knowledgeMethod of delivery As a trainer, I have selected the method of delivery in the form of visual presentation as well as verbal communication. I have made the use of Prezi so that the in house training sessions do not look like a power presentation. The key criteria for successful training program are providing the training with the help of visual aids. The training is also provided via verbal communication. Instructions for the Trainer Being a trainer I need to carry a handbook so that I can write the materials related to training. I need to go through the entire handbook carefully as well as loudly before conducting the training. I also need to provide an illustration aid for the training. I also need to spend time for evaluation during the training course. Feedback The feedback is dependent on the trainee who participates in the training program. The training will evaluate whether the trainees will be able to perform or not. Resources Required The prosperity in the evaluation field is imitated in the diversity of its method. More often, the plan evaluators do not have the resources, moment or power over the design of the plan. In most of the cases, an experimental design may not be the most suitable for the evaluation at hand (Baumann et al., 2014). In an organization, it is important to ensure that the training helps to increase the performance of the workers. As per the research, unless a worker is transferre d to the work surrounding, the training, which I gave to the staffs, will not provide the positive outcome. The resources will mainly include the presentation methods, the hands on method as well as the group-building methods. In the presentation method, I need to provide audiovisual method as well as lectures to the staffs. In the conference rooms, the resources should include the different furniture as well as the white board. As per the hand on method, I need to provide the trainees with the case studies, trade games, and imitation as well as I needs to provide them with proper on-job training. Even though they are existing trainees still in order to enhance their skills a second OJT is required. The on-job training or the OJT will help the inexperience individuals to upgrade their skills with the help of innovative techniques. Hand Outs, Notes and PowerPoint for Trainees The trainees who are getting the in-house training in the restaurants should require to keep notebooks with them so that they can write down everything whatever is taught during the training process. They should carry the notebooks, which are waterproof and are manageable. The trainees can enhance their own variations on certain words as well as phrases. In the hand notes, I have to provide the employees with the case study that will help them to understand how to deal in a difficult situation. Technologies Required The technologies used in the training room should include a smart board. A smart board is both a whiteboard as well as a projection screen. Another important technology is the digital visual presenters. It is the modern version of the old projector. It makes the use of a video camera in order to project the documents (Vasantha et al., 2015).Location As a trainer, I will prefer a conference room for my trainees. The reason is that in the conference room all the modern technologies will be available which will enhance the productivity.StaffThe staffs in the training process are as follows:1. Trainers Trainers are the important part in the training process. They are the one who will provide the training to the staffs as to how upgrade the communication skill as well as how to ensure food security.2. Trainees the trainees are also the part of the staff as they are the one on which the future of the restaurant will depend. Financial resources The financial resources are the most important element for starting a restaurant. The financial resource includes the obtaining of the business telephone line as well as printing business cards. Possible BarriersManagement Support The management support acts as a barrier as it does not accept the ideas and the proposals that are taught in the training. It does not discuss about the prospects in the training. The management is also not willing to provide with the support, opinion and encouragement which are required by the trainees. The management also opposes the use of the proficiency that is learned in the training (Padachi Lukea Bhiwajee, 2016). Perception and Participation The participants might not feel comfortable among the group of trainees. That particular person might feel shy to come up with any query. Financial The financial barriers are the most common barriers for any industry. Though money is significant, but if it is put in front of the projects money will never take off. The financial barriers discourage the individuals. The self employment decisions are affected by the financial barriers (Cumin et al., 2014).Conflicting Priorities The conflicting priorities will include the fact that the trainers can face the problem related to bias. The priorities are also related to the fact that the employees might face some problem related to characteristics of its colleagues. Conclusion A training plan engages the organized training and development of people within the association so that they, and the organization, can attain their aims and both private and business goals. The center factor of customer satisfaction is thus the proper training given related to customer service. A training program in a restaurant also covers the standard of the quality among the other characteristics of trade. References Akers, R. L., Jennings, W. G. (2015). Social learning theory. The Handbook of Criminological Theory, 230-240.Alexander, K. (2013). Facilities management: theory and practice. Routledge.B. DiPietro, R., Cao, Y., Partlow, C. (2013). Green practices in upscale foodservice operations: customer perceptions and purchase intentions.International Journal of Contemporary Hospitality Management, 25(5), 779-796.Batt, R. (2014). of Human Resource Practices, Turnover, and Customer Service in the Restaurant Industry (Doctoral dissertation, School of International Public Affairs, Columbia University).Baumann, E., Krokos, K. J., Hendrickson, C. (2014, September). Building Algorithms to Estimate Training Resource Requirements. In Proceedings of the Human Factors and Ergonomics Society Annual Meeting (Vol. 58, No. 1, pp. 2335-2339). SAGE Publications.Burke, W. W. (2013). Organization Change: Theory and Practice: Theory and Practice. Sage Publications.Camps-Valls, G., Tuia, D., Bruzzone, L., Atli Benediktsson, J. (2014). Advances in hyperspectral image classification: Earth monitoring with statistical learning methods. Signal Processing Magazine, IEEE, 31(1), 45-54.Cumin, D., Boyd, M., Gurusinghe, N., Civil, I., Guthrie, W., Johnston, S., ... Ng, W. L. (2014). 2. CREATING A MULTIDISCIPLINARY OPERATING ROOM SIMULATION COURSE (MORSIM) FOR TRAINING AND RESEARCH: OVERCOMING BARRIERS. Simulation in Healthcare, 9(1), 73.Faez Luqman on Twitter. (2016). Twitter. Retrieved 4 June 2016, from https://twitter.com/faez_luqman/status/611790172296974336Fleck, S. J., Kraemer, W. (2014). Designing Resistance Training Programs, 4E. Human Kinetics.Flores, C. A., Flores-Lagunes, A., Gonzalez, A., Neumann, T. C. (2012). Estimating the effects of length of exposure to instruction in a training program: the case of job corps. Review of Economics and Statistics, 94(1), 153-171.Forbes, D. (2015). The Scholarship on Motivation. In The Science of Why(pp. 215-221). Palgrave Macmillan US.Goetsch, D. L., Davis, S. B. (2014). Quality management for organizational excellence. pearson.importance of training new hires. (2016). Ugadyvubymy.net84.net. Retrieved 4 June 2016, from https://ugadyvubymy.net84.net/importance-of-training-new-hires.phpKolb, A. Y., Kolb, D. A. (2012). Experiential learning theory. InEncyclopedia of the Sciences of Learning (pp. 1215-1219). Springer US.Odonnell, G., Schmitter, P. C., Arnson, C. J., Lowenthal, A. F. (2013).Transitions from authoritarian rule: Tentative conclusions about uncertain democracies. JHU Press.Paar, J. (2016). How to Start a New Restaurant Archives - Buy at Pro Used Restaurant Equipment. Buy at Pro Used Restaurant Equipment. Retrieved 4 June 2016, from https://buyatpro.com/tag/how-to-start-a-new-restaurant/Padachi, K., Lukea Bhiwajee, S. (2016). Barriers to employee training in small and medium sized enterprises-insights and evidences from Mauritius.European Journal of Training and Development, 40(4).Placebag. (2016). Placebag. Retr ieved 4 June 2016, from https://placebag.com/Posavac, E. (2015). Program evaluation: Methods and case studies. Routledge.Schunk, D. H., Zimmerman, B. J. (Eds.). (2012). Motivation and self-regulated learning: Theory, research, and applications. Routledge.Schwarzer, R. (2014). Self-efficacy: Thought control of action. Taylor Francis.Sen, S., Joe-Wong, C., Ha, S., Chiang, M. (2012). Pricing data: A look at past proposals, current plans, and future trends. CoRR, abs/1201.4197.Vasantha, G. A., Ramesh, H. P., Sugavanam, C. M., Chakrabarti, A., Corney, J. (2015). Influences of Integrating Touch Screen Smart Board and CAD in Collaborative Design. In DS79: Proceedings of The Third International Conference on Design Creativity, Indian Institute of Science, Bangalore.

Aircraft Maintenance Requires Adequate Managerial and Management

Quesrtion: Aircraft Maintenance How Requires Adequate Managerial and Management? Answer: Introduction Aircraft maintenance requires adequate managerial and management skills with workplace dedication as well as planning. The current assignment provides utilization of workforce planning for estimating the possible manning requirements through use of skills and analysis of needs. Effects of strong and struggling market of labor has also been considered on ability for recruitment and retaining of staffs as well as implication of costs that the organization has on workforce as well as company. Further the assignment explains the recruitment process as well as the selection process looking at recruitment and advertising sources as well as relevant legislations which is required to be followed by law. Task The new line of work for maintaining small passenger aircrafts with around 1000 hours of work per plane requires for efficient utilization of workforce planning in estimation of the possible manning requirements (Ba?dere 2014). Skills and needs analysis requirement, levels of skill to semi skilled workers as well as possibilities of having for using a subcontracted staff and the cost of using them has been discussed. According to Clark (2015), the aircraft maintaining manning requirements is influenced by the factors that suggests different types of aircrafts such as small aircraft needs less amount of work force for the maintenance while larger aircrafts requires large number of work force for the maintenance program. The continuous coverage that is 7 days a week or 24 hours a day maintenance requires much more workflows compared to smaller coverage. The training requirements for the employees and maintenance program also affect the total manning requirements. The registration also has an impact on the total number of mining requirements. The age and condition of the aircraft is an essential factor that determines the total number of manning required for the maintenance of the aircraft (De Bruecker 2015). If the age of the aircraft is old then it will require more people to maintain while the condition of the aircraft is old as well, then it will require more people for maintenance. Finally the environment of the region provides constants on the total number of mining requirements The skills required for the maintenance of aircraft involves computer proficiency and technical capability, mathematical and sound mind that will also ensure that the maintenance of the aircraft has been done properly and efficiently. As per Gregson (2016), good problem solving skills will also promote towards a proper maintenance of the aircraft. Thorough attention of details will ensure that the employees are very much cautious regarding the maintenance of delicate equipments within the aircraft. According to Hobbs (2014), strong communication skills is required to communicate with the fellow employees as well as with the engineers related to the maintenance of the aircraft. Responsibility and teamwork will also come in handy during maintenance of the aircraft. Highly skilled as well as semi skilled workers are required for the maintenance of the aircraft. If the recruitment of Semi skilled as well as skilled employees are not up to the mark then the aircraft maintenance company needs to hire additional third party staffs contacted that might cause reduction in cost of direct recruitment on a payroll basis as the subcontracted staffs does not need additional training as they are already competent in the work (Howardson 2014). Recruiting new staffs for the maintenance will require the organization to provide training to the employees to ensure that they gain efficient technical knowledge regarding the aircraft maintenance as well as the training cost will cause the company an additional investment which is not cost effective (Kim 2016). However staffs hired from other third party recruiters and agencies will ensure that the necessary skills required for aircraft maintenance as well as technical knowledge are already known to the stuffs and hence the company will have a cost effective strategy and maximize the profit in aircraft maintenance. As the small passenger aircraft requires about 1000 hours of work for plane, the effects of a struggling and strong labor market will have a considerable impact on the ability to recruit and retain staff for the organization (Kroes 2013). With cost implications on a company and work force as well as the local demographics recruitment for the airport aircraft maintenance is a process of screening, attracting, selecting qualified people for the position of maintenance engineers within the organization. According to Melanthiou (2015), tt is one of the most important activities of management in security and effective framework for workforce. Good recruitment is finding the competent person for the job and has positive impact for the business performance staffing levels, profitability and customer as well as industry image. As per Mrutu (2016), the labor market of the region has potential sources of labor, the strategy of recruitment, as well as encouragement of the potential labor from the area grounder represented groups, who are backward races. It has also the potential possibility of forming the labor market, additional individual having disabilities such as old workers, youth's fresher, minorities, women as well as social assistance recipients also requires to be a part of the labor market. A strong installing labor market will increase the labor base and hence the recruitment and the selection process will become difficult to choose the most competent among huge potential labor base (Schindler 2014). The local democratic will also have an impact on the labor market that will increase the cost implication of recruitment as well as training pertained to the employees. Staff retention will also be decreased as increased number of labor market will result to increased employee turnover. There will be a dissatisfaction created among the workplace of the aircraft maintenance and hence the organizational environment will be degraded. Furthermore cost will be required by the organization to provide adequate training and necessary technical competency and skills to the newly recruited employees (Tretten 2014). The selection and recruitment process for the aircraft maintenance company will be done by traditional ways such as face to face interviews, merit based test as well as group discussions. Initially the candidates will be shortlisted based on their resumes and competency level and will be called for interview. As per Ba?dere (2014), the initial selection criteria will be educational background of the candidates, their competency and skill levels as well as experience in the relevant field. The candidates shortlisted for the interview will be called for the initial screening test in which they will be given a short examination based on the technical knowledge. If they manage to qualify the technical examination then they will be provided with general knowledge and aptitude skill examinations (Clark 2015). If the candidates qualify the general knowledge and aptitude examination they will be shortlisted for GD or group discussion. The group discussion will make the recruiters regarding t he competency level of the candidate especially in terms of leadership, communication skill and teamwork. If candidates qualify the group discussion they will be called for the face to face interview. As per Gregson (2016), during the face to face interview the employees will be provided challenging and technical questions to test the candidates competency level as well as technical knowledge regarding the subject. These are the processes which will be taken for recruitment and selection. Advertisement and recruitment sources will also be used such as third party online job portal such as Sheikh Monster indeed LinkedIn that will also be used to provide a refined search criteria for the candidates and will ensure that global candidate gets opportunity to work as a part of the organization having adequate skills, knowledge and experience in the relevant field (Hobbs 2014). The relevant legislation that needs to be followed by laws includes equal pay act that will ensure that each employees are getting paid on equal basis. Sex discrimination act in which parity will be provided to both genders, raised relation act in which various ethnic group people will be treated equally within the workplace, disability discrimination act which will protect the disabled person from any kind of discrimination faced within the workplace environment. According to Howardson (2014), employment equality in which the religion and belief of each personal will be respected will also be followe d. The contracts that can be used during the recruitment would be right to represent form, non-solicitation agreement, non-compete agreements and non disclosure agreement. Definite types of contracts used will ensure that the employees are under the company rules. The testing that will be usually presented in the basic aptitude and general knowledge test will include numerical reasoning, logical deductions that will take the competency of the candidate in managing problems and complicated situation in day to day life (Kroes 2013). The numerical analysis will ensure that the candidate has adequate mathematical skills that are required for the aircraft maintenance operations. The candles will also be tested regarding the technical knowledge of the subject that will ensure that the candidate possesses skills related to the aircraft maintenance (Mrutu 2016). Group discussion will help the employees to get details on leadership ability, competency and communication skills of the candidate which is very essential requirement of aircraft maintenance operation. Finally Schindler (2014) stated that the face to face interview will provide the employees an opport unity to get acquainted to the candidates usually having a clear overview of the competency and skill levels of the candidate. Conclusion It can be concluded that the continuous coverage that is 7 days a week or 24 hours day maintenance requires much more workflows compared to smaller coverage. The registration also has an impact on the total number of mining requirements. The age and condition of the aircraft is an essential factor that determines the total number of manning required for the maintenance of the aircraft. If the age of the aircraft is old then it will require more people to maintain while the condition of the aircraft is old as well, then it will require more people for maintenance. Strong communication skills is required to communicate with the fellow employees as well as with the engineers related to the maintenance of the aircraft. Responsibility and teamwork will also come in handy during maintenance of the aircraft. Recruiting new staffs for the maintenance will require the organization to provide training to the employees to ensure that they gain efficient technical knowledge regarding the aircraf t maintenance as well as the training cost will cause the company an additional investment which is not cost effective. The local democratic will also have an impact on the labor market that will increase the cost implication of recruitment as well as training pertained to the employees. Staff retention will also be decreased as increased number of labor market will result to increased employee turnover. Advertisement and recruitment sources will also be used such as third party online job portal such as Sheikh Monster indeed LinkedIn that will also be used to provide a refined search criteria for the candidates and will ensure that global candidate gets opportunity to work as a part of the organization having adequate skills, knowledge and experience in the relevant field. References Ba?dere, M. and Bilge, ., 2014. Operational aircraft maintenance routing problem with remaining time consideration.European Journal of Operational Research,235(1), pp.315-328. Clark, P.J., Newcomer, J.M. and Jones, A.M., 2015. Overcoming Gender Barriers in Aircraft Maintenance: Women's Perceptions in the United States.Collegiate Aviation Review,33(2), pp.66-78. De Bruecker, P., Van den Bergh, J., Belin, J. and Demeulemeester, E., 2015. A model enhancement heuristic for building robust aircraft maintenance personnel rosters with stochastic constraints.European Journal of Operational Research,246(2), pp.661-673. Gregson, S., Quinlan, M. and Hampson, I., 2016. Professionalism or Inter-Union Solidarity? Organising Licensed Aircraft Maintenance Engineers, 195575.Labour History: A Journal of Labour and Social History, (110), pp.35-56. Hobbs, A. and Herwitz, S.R., 2014. Human factors in the maintenance of unmanned aircraft.Small,15(100), pp.100-110. Howardson, G.N. and Behrend, T.S., 2014. Using the Internet to recruit employees: Comparing the effects of usability expectations and objective technological characteristics on Internet recruitment outcomes.Computers in Human Behavior,31, pp.334-342. Kim, C.Y. and Song, B.H., 2016. An Empirical Study on Safety Culture in Aviation Maintenance Organization.International Journal of u-and e-Service, Science and Technology,9(6), pp.333-344. Kroes, M., Watkins, W., Delp, F. and Sterkenburg, R., 2013.Aircraft maintenance and repair. McGraw Hill Professional. Melanthiou, Y., Pavlou, F. and Constantinou, E., 2015. The use of social network sites as an e-recruitment tool.Journal of Transnational Management,20(1), pp.31-49. Mrutu, L.L. and Ngowi, A.O., 2016. How centralized recruitment influence employees turnover in Tanzania Local Government Authorities: Experience from Moshi Municipal Council.International Journal of Academic Research in Business and Social Sciences,6(9), pp.334-343. Schindler, B.K., Koslitz, S., Weiss, T., Broding, H.C., Brning, T. and Bnger, J., 2014. Exposure of aircraft maintenance technicians to organophosphates from hydraulic fluids and turbine oils: a pilot study.International journal of hygiene and environmental health,217(1), pp.34-37. Tretten, P. and Karim, R., 2014. Enhancing the usability of maintenance data management systems.Journal of Quality in Maintenance Engineering,20(3), pp.290-303.

The Versailles Treaty Essays (582 words) - , Term Papers

The Versailles Treaty The Versailles treaty had an amazing affect on the future of all the countries in Europe that were a part of World War One. However, the treaty had the most devastating affect on the future of Germany. The treaty of Versailles essentially made the German people entirely responsible for the First World War. This blame that was put on Germany was one of the main factors responsible for Germanys economic and political future, leading up to World War Two. Because France blamed Germany for the First World War, they forced them to pay for all of the damages that was considered their fault. This was extremely demoralizing to the economics in the country, because Germany had to basically pay for the entire war, which caused Germany to plunge deeply into debt. According to articles 159-187, Germany not only had to pay off their debt, but also had to pay off the debt that Belgium had to the allies. The article also stated that Germany was expected to pay reparations for casualties, that were to be paid to the families of the deceased, they had to pay for all non-military damages, and all the ship that were destroyed at the hands of the Germans. The French also took total control over the Saan Busin, and controlled all of the coal deposits and the railroad systems. This was devastating to the future of Germany because there was no feasible way that the Germans could repay this debt entirely. Not only was Germany forced to pay ridiculous debts, but the treaty of Versailles was also caused Germany to lose large portions of their land. According to articles 31 - 50, Germany was forced to give back all of the land they took from Belgium. They were also required to return Luxenberg and Alsace Lorain. This was devastating to the future of Germany because without their land, they could not expand their empire. Germanys economic future was put into danger because they could no longer trade with members of the allied party. The Versailles treaty was also responsible for the political problems the country faced after World War One. The treaty stated, in articles 42-44 that Germany was not allowed to have any armed forces and if this rule were not followed, it would be considered a hostile action. France had almost complete control over the German states. Article 304, in the treaty stated there would be a mixed article tribunal, which was between Germany and two allied powers, whose purpose would be to answer questions about previous treaties and appoint and replace members of the tribunal. The tribunal had the power to choose what languages were spoken in certain German states, and if another court went against any idea of the tribunal, a trial would be set. This tribunal, and complete French control, was devastating to the Germans, because it stripped them completely of their political pride and made it unable for them to rebuild their politics. The treaty of Versailles was devastating to the Germans because it left the country poverty-stricken and hopeless. After this treaty was signed and placed into effect, Germany was so desperate for a strong political leader, to rebuild their country and pull them out of debt, that it is no wonder why Germany received someone like Hitler with open arms, and it is no surprise that Germany had the economic and political problems they had during World War One. History Essays