Jesse Jaramillo; Zihang Liu Essays - Economics, Economy, Greg Mankiw

Jesse Jaramillo; Zihang Liu Hala Sun Writing 2 26 November 2017 Writing in Economics and Mathematics Field All academic fields involve some kind of writing. Being able to understand writings in your particular field is crucial in determining your success in your career. Of course, varied fields have even more varied writing styles. Literacy is important because it allows members of all fields to read each other's pieces and come to understanding. It allows us all in the academic community to discuss our ideas, learn, and solve major problems. Where the lines blur between fields is where real life issues need to be solved. In this essay we will discuss the unique writing styles in Economics and Math using example texts and interviews with experts in the respective fields. Economics, as a field, is the study of scarcity and what people do with limited resources. Economics, in its broadest sense, deals with production and consumption. The limited resources that are factors of production, the acquisition and consumption of those products are all covered in this wide-reaching field. Economics is heavily driven in theory and research, and there are not many new developments in the field. In other words, the theories that drive Economics are not challenged or changed often. So that the sources Economists can used are in smaller scope compared with in other field. In an interview with a UCSB Economics professor Jesse asked "What is considered good' writing in your field? What should you always and never do?" He answered that a good writing in Economics must be clear, precise, systematic, and use common language. This is summed up well in the introduction to chapter two of the textbook Principles of Macroeconomics by Gregory Mankiw, "Every field of study has its own language and its own way of thinking. Mathematicians talk about axioms, integrals, and vector spaces.[...] Economics is no different. Supply, demand, elasticity, comparative advantage, consumer surplus, deadweight loss--these terms are part of the economist's language." ( Principles of Macroeconomics , pg. 19). It boils down to using common and agreed upon language so that your peers in you field are able to understand your writing. This is extremely important to the clarity of the text. Without common language, passages like, "Because the tax change would alter the incentive for households to save at any given interest rate, it would affect the quantity of loanable funds supplied at each interest rate. Thus, the supply of loanable funds would shift."( Principles of Macroeconomics , pg. 268) would be unclear and lose meaning. Terms like, "loanable funds" and "interest rate" allow the reader, an economics student, to follow the text and comprehend the meaning. We can expect other economic texts about this topic to use the same terms. In the same interview Jesse asked the Economics professor, "What are some things you are expected to know in your field?" He answered that as Economists, we are expected to know basic problems, basic math, statistics, measurements of economic quantities, Supply and Demand, and other theories. There are a lot of basic economic ideas that are needed to understand economic writings. Without knowledge of the basic principles, any writing expanding on these subjects would be lost on the reader. These are foundation pieces on which Economists build their arguments on. We can see how basic concepts are used in order to further the discussion in Nature Genetics, "Casting genomic research as a government priority sent the message that the genome is a public good, that scientific findings were accountable to US taxpayers and that private investment in genomics would be accompanied by vigorous discussion of rules for participation in the new knowledge."( Nature Genetics , pg. 71 5). In this example we can see that the basic knowledge of what private investment and public good are allows us to comprehend the statement made. With basic understanding of foundational concepts, we are able to decipher texts that would otherwise be much too complex to understand. Graphs are used often in Economics. The ability to understand the graph and the theory in the graph is essential in understanding economics. In Figure 1 we can see the changes in Supply and Demand. This (Figure 1, Principles

What is the Best Job for Your Personality

What is the Best Job for Your Personality In an ideal world, everyone has a career that they love. But sadly this isn’t always the case. Very rarely will the average person say that they love what they do. Fortunately, there are all sorts of tools out there that measure how compatible a person’s personality is with any given job. If we found out your personality type, what would be the best job for your personality? Would you be willing to change careers if it meant loving what you do?Regardless of what your answer is, take a look at the infographic below that compares various personality types with different career paths and see where you fall.   [BusinessInsider]

The Right to Fashion Research Paper Example | Topics and Well Written Essays - 750 words

The Right to Fashion - Research Paper Example The paper "The Right to Fashion" discovers rights to fashion. Fashion is clothing, draped to cover a person’s skin and make the person feel beautiful in the process. This paper is a research on how fashion is a right and should be granted to anyone who wants it. Fashion is ‘the make or form of something; the prevailing style (in dressing) during a period of time; or a particular garment dressed in a particular way.’ Every individual has a certain right to dress him or herself the way he or she wants to. Fashion is something that has developed with time and seasons; it is a very creative concept prevalent in everyone’s lives, however only few people make use of it. Some might think fashion is expensive, and to dress themselves like people on the runways costs a great deal, however that notion is not completely true, and it is anything that makes a person look good and feel good, that is fashion. This paper is a reflection of how fashion has changed over the years, developed and grown into better clothing, more appealing, and how the same also has a philosophy behind it. The right to fashion is one of the main criteria for covering this paper, and this paper thus speaks about how this right is a fundamental available to all human beings for their perusal. The philosophy of fashion speaks about how style is different from fashion wearing clothes means helping to give one’s body a sense of appearance that helps to define ourselves. Most people can understand what kind of a person. one is just by the clothes he or she wears. Having an eye for detail or for fashionable clothing helps to up a person’s level of physical appearance - in the eyes of both himself, and in the eyes of other people around him. (Windermere, Arthur) Not being able to reveal fashion through personal senses, or not being able to dress oneself in the kind of clothing one wants to, is equivalent to the same feeling of having one’s body chained and no t being able to do anything about it. Fashion is like freedom and liberation from the monotonous lives that most people live in the world today. It helps to bring about change and color in a person’s outlook towards life. It helps a person to feel light and also helps to alter his or her mood. In Ancient Greece, men and women wore loose cloths called togas held and fastened together at one end of the shoulder with the help of a fashionable brooch. This garment helped them to feel free and wander around with more ease, however with time; it became repetitive because the toga was worn only in white clothing. That is why, women and men alike, started wearing gladiator shoes and accessorizing themselves with jewellery in order to bring about some sort of differentiation in their looks. This was fashion – dressing oneself as one wanted to, and trying to bring about a sort of look and appearance in the clothing of a person. This same activity and process was carried out in d ifferent parts o the world with respect to different kinds of clothing that were born from the creativity and uniqueness that different people had. Today, they are known as designers, however in those days, they were known as the harbingers of freedom and creativity. Not many women earlier were given the chance to wear clothing as they wanted to. In many cultures of the world, women were not allowed to wear clothing that enhanced their features; many religions around the world as well restrict the kind of fashion a woman can wear so as to not look

IMPORTANT TO HAVE TWO GUARDS PER SHIFT AT KINDER MORGAN Essay

IMPORTANT TO HAVE TWO GUARDS PER SHIFT AT KINDER MORGAN - Essay Example rmation (2012), â€Å"Kinder Morgan monitors and inspects its pipeline system 24-hours a day from its state-of-the-art System Control Center† (Kinder Morgan: Pipeline, 2012, p. 3). Likewise, the organization enjoined the public to assist in ensuring safety and security of the noted assets through reliance on â€Å"neighbors, contractors and government and safety officials to help local field personnel protect the pipeline and identify possible damage or suspicious activity† (Kinder Morgan: Request, 2012, par. 1). It is therefore justifiable that more than one security guard per shift, particularly two security guards per shift, would man identified organization’s physical assets and perimeter due to the following reasons: (1) assets and resources to be guarded are highly volalite and flammable; very costly and any disruption due to theft, pilferage or damage would be detrimental to the organization and to the community it serves; (2) security personnel should be strategically located in diverse sites to ensure that critical risk areas are covered at all times; (3) as noted in the company’s Code of Business Conduct and Ethics, specifically under the provision of Protection of Assets, it was noted that â€Å"company property or equipment may not be removed from the premises without advance authorization from the employees supervisor. Personal use of Company tools or equipment is prohibited except in case of prior supervisory approval† (Kinder Morgan: Code, 2012, p. 17); th erefore checking and verifying approval protocols necessitate the assistance of an additional security personnel, if and when, immediately required; (4) if one guard needs to be excused at one point in time due to any valid reason (for personal hygiene or to eat, drink or take a quick and much needed snack), there is another one who could fully assume the position which was temporarily left. An organization such as KM, which reportedly discloses that safety, environmental protection, and the

The Effects of Time, Distance, And Shielding in the Chernobyl Nuclear Research Paper

The Effects of Time, Distance, And Shielding in the Chernobyl Nuclear Accident - Research Paper Example The fight to contain the effects and ward off a bigger catastrophe eventually involved more than 500,000 employees and a cost estimated to be in the region of 18 billion rubles. At the time of the disaster itself, 31 people died, and it had short and long term effects (Mara, 2011). One of the short term effect was the immediate hospitalization of 203 people and 31 of them died, 28 of those who died was because of being exposed to acute radiation. Most of them were the fire and rescue workers who were trying to contain the disaster to have it under control. They did not know the danger of being exposed to the radiation (coming from the smoke). Another short term effect was on the workers who were involved in the cleanup and recovery after the disaster (Mara, 2011). They picked up doses of radiation in high quantities. Mostly, they were not armed with personal dosimeters to ascertain the amount of radiation they received leaving experts with the only option of estimating their doses. People were also evacuated around the area of Chernobyl by the Soviet authorities after the second day of the disaster. A month later, everybody who was living inside the range of 30 km radius of the plant had been moved to a new place. Zone of alienation is the name given to the area. However, the environment over a wider scale than the enclosed 30 km radius area was affected by significant radiation (Lüsted, 2011). Some children in the affected regions were unprotected from the great amount of the doses, mainly because on taking of radioactive contaminated milk that was produced locally. Research has shown that thyroid cancer suffered by children in Russia, Belarus, and Ukraine has increased greatly since the disaster. A big forest of swath of pine was killed by the radiation. Farm animals were also taken away at the time of human evacuation. Levels of radioactivity have been observed in different

Production of Lightweight Concrete Decorative Tiles

Production of Lightweight Concrete Decorative Tiles 1.2 Aim To produce the lightweight concrete decorative tiles by using waste materials with different attractive colour and pattern. 1.3 Objectives To achieve the properties of lightweight concrete decorative tiles. To assess the purpose and advantages of lightweight concrete decorative tiles. Design mix of the decorative tiles by different ratio with waste materials. 1.4 Problem statement Lightweight concrete decorative tiles are very common use nowadays. But using waste materials to produce lightweight concrete decorative tiles are still very fresh in our country. 1.5 Scope of study The scope of study for this dissertation is concerned on the lightweight concrete decorative tiles. The purpose for this dissertation is to produce decorative tiles with waste materials . 1.6 Background information Nowadays, building materials become more and more important in construction industry. Concrete has become the most important material for large buildings because it is durable, fire resistant, relatively cheap, and an entire structure can be cast monolithically. Lightweight concrete may be structural concrete that weights slightly less than normal concrete and thus reduces the weight of a structure, or it may be much lighter and used mainly for insulation and sound absorption. It is lighter than the conventional concrete. The use of lightweight concrete blocks has been widely spread across countries. Its advantages are that there is a reduction of dead load, faster building rates in construction and lower haulage and handling costs. Decorative tiles have been with us from the earliest days of human civilization with some of the earliest examples of decorative wall tiles coming from 4000 years ago. Traces of this rich history can be found in the contemporary decorative tiles we find nowadays. Many techniques were used to create pictures, figures and patterns on pieces of tile. These techniques include glazed clay, encaustic or inlaid clay, mosaic stone, mosaic clay tiles, hand painted tiles, carved and formed tiles, sgraffito (scratched tiles), metallic overlays and transfer printing. These same methods are all used to make decorative tiles today. These are very similar to the pieces made by ancient tilemakers. In fact art tiles as theyre known in the industry, have become the fastest growing trend in tile design and are as coveted my 21st century designers and customers as they were prized by our ancestors. 1.7 Methodology Stage 1 : Literature review This study will review the relevant literature on the lightweight concrete brick and also clay brick. In order to achieve the entire objective, a systematic literature review shall be conducted which will cover reference book in library, institutional and statutory publication, periodicals and trade/academic journals and so on. A research of the relevant information including an internet searching conduct in order to find out the properties of lightweight concrete brick and clay brick. The entire information search from Internet will keep us informed of the future and presence data. Stage 2 : Pilot study Date collection will take the form of a structured postal questionnaire. However, an initial pilot study will be conducted to test the validity of the questionnaire through in depth test at laboratory. Stage 3 : Testing at laboratory The feedback from pilot study should assist in laboratory experiment . Testing the material that related to my research. Stage 4 : Analysing the experiment result The analysis of the experiment result will take two forms. First is do a comparison with table form. Second is do a result proposal then just do a table and list out the differences between two materials. Stage 5 : Writing the research report This stage involved writing up the content of the dissertation and should cover the chapters proposed in the following section. 1.8 Proposed structure of the dissertation Chapter 1 Introduction Chapter 2 Literature review Chapter 3 Research design and methodology Chapter 4 Analysis of the results and discussion Chapter 5 Conclusion and further study evidence CHAPTER 2 LITERATURE REVIEW 2.1 What is Lightweight Concrete Decorative Tiles ? 2.1.1 Definition of Lightweight Concrete Jeffrey Girard (2006) states that ‘lightweight concrete mixes are commonly used in the construction industry where weight savings is an important factor. One of the most common uses for lightweight concrete is with floor, roof or bridge decks; others include pavement systems, masonry blocks and offshore oil structures. Lightweight concrete is made by replacing some or all of the normal weight aggregate with lightweight aggregate. Often the coarse fraction is replaced with lightweight aggregate and the fines are normal weight sand. Mat Lazim Zakaria (1978) states that ‘lightweight concrete can be defined as a type of concrete which includes an expanding agent in that it increases the volume of the mixture while giving additional qualities such as nailibility and lessened the dead weight. Mohd Roji Samidi (1997) written that ‘lightweight concrete is lighter than the conventional concrete with a dry density of 300 kg/m3 up to 1840 kg/m3; 87 to 23% lighter. It was first introduced by the Romans in the second century where ‘The Pantheon has been constructed using pumice, the most common type of aggregate used in that particular year. Lightweight are commonly use when weight saving is the important factor such as using in floor, wall, bridge decks or roof. Usually it is made by replacing lightweight aggregate rather than normal weight aggregate to produce lighter in weight and the sand will be remain the same. It also can be made by adding some admixture or expanding agent to increase the volume of the mixture. It will lessen the weight of the concrete. Lightweight concrete can be made to lighter than the conventional concrete up to 23 to 87% still the most common type of lightweight concrete will be replacing the normal aggregate by lightweight aggregate. 2.1.2 History of Decorative Tiles  · Decorative tile has been around since the beginning of recorded history. In fact, some of the earliest records were created on tile that was carved, fired and then preserved in the libraries of kings. Even the glazing of tile has long been practiced, seen in archaeological finds such as the Ishtar Gate of Babylonian King Nebuchadnezzar II (dating to around 575 BC). Tiles were used in mosaics throughout Greece and Italy, often depicting intricate scenes of religious and cultural value. Roman baths were often decorated in tile mosaics, some of which still survive. Early use of decorative tiles was a privilege that was restricted to the upper class and the clergy. The use of ceramic tile became more widespread in Europe during the Middle Ages. Italy was a major producer of such tile, and still is today. Tiles used in cathedrals throughout Europe can still be seen today, a testament to their durability. 2.2 Waste Materials Papercrete Papercrete is a building material comprised of a mixture of Portland cement and recycled paper fiber (a light-weight, insulating concrete) . The maximum insulating value is obtained when the dry matrix includes the greatest density of air pockets. High strength is obtained when the paper fiber is thoroughly coated by the portland cement. Papercrete is mixed with Portland cement to obtain an excellent sound absorption quality, to be flame/fungus retardant, and bug/rodent resistant. Since it is relatively light , it is potentially an ideal material for earthquake-prone areas. It can be used in many ways as blocks, panels, poured in place, used like igloo blocks to make a self-standing dome or applied over a framework to make a roof or dome. 2.3 Properties of Lightweight Concrete Decorative Tiles 2.3.1 Compressive Strength For compressive strength, the performance of lightweight concrete is controlled on lightweight aggregates. Two factors enter into the strength of lightweight concrete are the strength of the aggregates and the strength of the hardened cement-water paste. Among the various types of lightweight aggregate, there are large differences in strength and toughness, and all but the strongest lightweight aggregates are likely to be weaker than hardened cement-water pastes within the usual range of cement contents. (American Society for Testing and Materials,1956 pp.241) As the general rule, the strength of a lightweight concrete will be less than that of a concrete of equal cement content but containing aggregates of normal weight. Also, with a given cement content, the lower the strength of the lightweight aggregates the lower will be the strength of the lightweight concrete. (American Society for Testing and Materials,1956 pp.241) In the truth, lightweight aggregate concrete does not have good compressive strength as the density is low. The strongest of the lightweight aggregate concrete is still weaker than the cement paste. The lower the strength of lightweight aggregate, the lower the strength of lightweight concrete. The benefit for lightweight concrete is light in weight, good in insulation and fire resistance. 2.3.2 Sound Insulation and Absorption Lightweight concrete is a perfect impact and air-borne sound absorbing concrete and thus is highly suitable for partition walls and floor screeds or foundations. The air-borne or air contain in the lightweight concrete has better sound absorption. When there is better sound absorption, the better for the sound insulation. It is suitable to use for partition walls and floors which require better sound insulation. 2.3.3 Fire Resistance Lightweight concrete has a better fire resistance than concrete consisting of normal aggregates, because of its lower heat conductivity, and its lower rate of strength loss with rise in temperature . Lightweight concrete has better fire resistance than conventional concrete because it has lower heat conductivity. When the temperature of the lightweight concrete rise, it does not expand quickly like conventional concrete as the density of lightweight concrete is lower. As a result, the lower rate of strength loss will be for the lightweight concrete. It is to prevent the fire spread faster to cause more injuries or losses. If the fire spread one room to another room, the victims in a fire may not able to escape. It is why the covering elements should be better fire resistance. 2.4 Purpose of Decorative Tiles Decorative tiles can be used in a variety of places around the home and in many different ways. While most people think of floor tiling, there are many other places that can be given a fresh look with tiles. They can also be used on kitchen counters, walls and in bathrooms.   Tiles can be great to put on walls behind kitchen and bathroom sinks or around bathtubs as backsplashes. Using tiles as borders around rooms is an effective way of creating a new look. Replacing an old floor with new tiles can create a floor that is easy to care for and doubles as a piece of  art. Decorative tiles can also be used on an individual basis. Tiles that are decorated with a single scene or picture can double as wall art. A few plain tiles and decorating them by hand is a great way to create one-of-a-kind art, specially tailored to an individual room. 2.5 Advantages and Disadvantages of Lightweight Concrete Table below shows the advantages and disadvantages of using lightweight concrete as structure . Advantages Disadvantages rapid and relatively simple construction Economical in terms of transportation as well as reduction in manpower Significant reduction of overall weight results in saving structural frames, footing or piles Most of lightweight concrete have better nailing and sawing properties than heavier and stronger conventional concrete Very sensitive with water content in the mixtures Difficult to place and finish because of the porosity and angularity of the aggregate. In some mixes the cement mortar may separate the aggregate and float towards the surface Mixing time is longer than conventional concrete to assure proper mixing Table 2 : Advantages and Disadvantages of Lightweight Concrete Source : (Mohd Roji Samidi,1997) 2.6 Benefit of Using Lightweight Concrete Decorative Tile Replacing old wallpaper and flooring with decorative tiles can create a whole new look for a room, without dipping too far into the budget. While it is not uncommon to do a whole floor or wall in tile, they can also be used as accent pieces and borders. Decorative tiles are durable and easy to clean. Weathering tiles, specifically made for outdoor use, can be not only extremely resistant to the elements, but a good source of insulation as well. 2.6.1 Weight Reduction Reduced dead load of wet concrete allows longer span to be poured unpropped. This save both labour and circle time for each floor. Reduces the dead weight of a structure from 1/3 to  ½ the weight of normal concrete. 2.6.2 Thermal insulation A less obvious but nonetheless important characteristics of lightweight concrete is its relatively low thermal conductivity, a property which improves with decreasing density in recent years, with the increasing cost and scarcity of energy sources, more attention has been given the formerly to the need for reducing fuel consumption while maintaining, and indeed improving, comfort conditions buildings. The point is illustrated by fact that a 125mm thick solid wall of aerated concrete will give thermal insulation about four times greater than that of a 230mm clay brick wall. 2.6.3 Fire Resistance A 13 to 15 cm (5-6 inch) thick wall made of 1,100 kg/m3 density lightweight concrete has a fire endurance of 5-7 hours. The same degree of endurance is achievable with a 400 kg/m3 density lightweight concrete that is only l0 cm thick. Lightweight concrete is non-combustible, and the air embedded in lightweight concrete attributes to the high fire-rating. 2.6.4 Sound Insulation Lightweight concrete is a perfect impact and air-borne sound absorbing concrete and thus is highly suitable for partition walls and floor screeds or foundations. 2.6.5 Savings in Material A reduction in dead weight contributes substantially to savings in reinforcement steel in foundations. Therefore, the overall quantity of steel reinforcement in lightweight concrete can be reduced by as much as 10%. Savings are also substantial in transportation, crane- and man-handling related activities as well as in raw materials, as no gravel is required to produce lightweight concrete, only the sand and cement mortar/paste subsequently embedded in the foam (air). Casting very slender walls can optimize the amount of concrete used, which also results in using a very thin layer of plaster. For certain applications, no plaster is required, and gypsum putty is directly applied before painting. Walls as thin as 50 mm can also be cast. The high flow ability of lightweight concrete makes vibration unnecessary, and thus requires vibrating equipment/accessories. 2.6.6 Savings in Manpower and Cost Only a few semi-skilled workers are needed to produce lightweight concrete for the casting or pouring of panels, blocks, or even complete walls for houses. In producing lightweight concrete, steelworks, formworks, brick laying and cement renderings do not constitute major site activities, and therefore the related workers are not required. Workers are only needed to set up cost saving and reusable formworks, and then to remove them for the next erection or casting. Reduction of dead load, faster building rates and lower haulage and handling costs. The eight of the building in term of the loads transmitted by the foundations is an important factor in design, particular for the case of tall buildings. The use of lightweight concrete has sometimes made it possible to proceed with the design which otherwise would have been abandoned because of excessive weight. In frame structures, considerable savings in cost can be brought about by using lightweight concrete for the construction floors, partition and external cladding. Most  building materials  such as clay bricks the haulage load is limited not by volume but by weight. With suitable design containers much larger volumes of lightweight concrete can haul economically. Worker can work faster and better, there should be a reduction in labour cost. This can account for up to 80% of the finished cost. Therefore, handling costs may be lower as well. 2.6.7 Life span of Lightweight Concrete Lightweight concrete has a life-time span (minimum 100 years). Previous investigation has shown that sectioned blocks of cellular concrete cast 10 years ago indicated only 75 percent of the hydrated Cement. It is expected that the strength would continue to increase with continuing hydration. The use of lightweight concrete in many cases has eliminated the use of products like clay bricks, conventional concrete blocks and other insulation materials. 2.7 Design Mix of The Decorative Tiles 2.7.1 Papercrete Formulas – Papercrete (Anon., 2010) provided that ‘But a typical starting formula for a 200-gallon batch is 160 gallons (727 liters) of water, 60 pounds (27 kilograms) of paper, 1 bag or 94 pounds (43 kilograms) of Portland cement and 15 shovelfuls or 65 pounds (29 kilograms) of sand. The sand adds thermal mass, reduces flammability and shrinkage, and packs down the slurry for a denser, stronger block. This is a mixing formula for a 200 gallon batch papercrete. It needed 727 liters of water, 27 kilograms of paper, 43 kilograms of cement and 29 kilograms of sand. The purpose of the sand is to reduce flammability and shrinkage of the papercrete. It also packs down the slurry denser and stronger. 2.7.2 Proportion of Design mix In this project I will produce few samples of design mix for papercrete such as lime, cement and paper sludge mix or cement and paper sludge mix or lime and paper sludge mix. These are to find out which design mix is the most suitable to produce a lightweight concrete decorative tiles. The design mix should able to last longer with its properties.

Assisted Suicide :: essays research papers

Assisted Suicide In reaction to the law the Michigan Legislature recently passed outlawing assisted suicide, I found myself with many mixed feelings. I found myself often feeling bad for the patients Dr. Kevorkian dealt with but more often felt sorry for him that he should be responsible for so many deaths. It is a sad road to travel on when faced with a terminal disease. It includes many harsh realities and many are not prepared to deal with their illness. There are many aspects I chose to look at when preparing to write this paper. A person's self-worth is one and also the doctor's evaluation of a person's self-worth. I chose to take my own personal stand on the issue, which includes my own opinions, feelings, and thoughts on the many controversies surrounding Euthanasia. I also chose to write about the "Slippery Slope" for I find it to be a very relevant and useful tool in looking at the topic of Euthanasia. This is a very interesting subject to me for I look ahead at the next few years of many painful deaths for a family that is getting very old. When looking at someone's self-worth†¦what they feel they can offer, you have to put into perspective what they are dealing with. Of course, someone who is slowly dieing of a terminal disease is going to find their self-worth at virtually nothing. They are depressed and in pain and are not capable of doing things on their own any longer. What pride is there in that? Most people find none. On a more personal level, I would find pride in waking up each day, and in waking up each day trying to find something to smile about. I could find pride in knowing that even though I am dieing†¦and I am in pain†¦that I am still able to be strong for the people who love me. I find pride and dignity in that and that makes my self-worth†¦something worth saving. I have been brought up in a Catholic family. Therefore, many of my opinions on controversial issues such as this stem from my upbringing. However, I have been able to do the research and form my own opinions. And, even so, I still think assisted suicide is wrong. When one person is responsible for the stopping of another person's heart from beating, it should be considered murder. And, I equally agree that it shouldn't have taken a case where

Personnel Management vs Human Resource Management

Personnel Management vs. Human Resource Management Word count 2500| January 30 2012 | HNBS 121 HRM Mr. Nick Pronger Diana Carvalho 09607 | | Self evaluation Prior to starting my assignment, I have researched and assessed various organisations to develop my case study and my choice was based on the proximity to one organisation I currently volunteer. Gathering information from the charity I volunteer was rather easy having access to the date I found it easy to select which information to collect and apply into my assignment.However, I had also provided information based on my personal experience. Through my assignment, I have used varied material sources such as, the lecture handouts, text books, the internet, articles, journals and personal experience. However, the lecture handouts were the most effective and straight forward as I was able to follow the template and apply it into my assignment by giving examples, where as text books had broader information, where I was able to get fu ll extended information but had to do more reading that I would like to in order to gather one aspect of a concept.In addition, my internet research reservations was the accuracy, validity as well as how updated it was, therefore, I looked for definitions rather than theories online, due to the language barrier and English not being my mother tongue, I was required to use dictionaries very often to define certain terms, I was unable to understand otherwise and could undermine further the assignment content and would ultimately lead me to the wrong direction and deliver wrong information.My time management was poor, which I intend to improve on my next assignments in other to give myself the spare time necessary researching, gather relevant information and receiving lecturers’ feedback before submitting my assignments. IntroductionOver the past twenty two years, since the world moved from personnel management, traditionally defined as â€Å"the task of ensuring the optimum us e of human resources to the mutual benefit of the enterprise, each person and the community at large† Armstrong (1997), to embrace human resource management, defined as â€Å"a strategic approach to acquiring, developing, managing, motivating and gaining the commitment of the organisation’s key resource – the people who work in and for it† Armstrong (1997), which functions are primarily concerned with putting â€Å"people first† and at the same time securing management objectives by maximising the ROI (Return on Investment). The manager in HRM is recognised as a holder of an organisation, which achieves organisational objectives through people, therefore, the support of a skilled and motivated workforce to put goals, knowledge and experience into practice, the complementation of efficiency levels can make or break an organisation. Personnel manager’s main job was to ensure that the needs of the workforce as they relate to their immediate conc erns were taken care of, it was more administrative, which included recruitment and selection, payroll, contractual obligations and other administrative tasks.Further, personnel managers typically played the role of mediators between the management and the employees and hence there was always the feeling that personnel management was not in harmony with the objectives of the management and many employers today have no training or knowledge of how to reward and treat employees as the key resource, for developing mutuality by concentrating on fostering their commitment and identification with the organisation through communicating well, involving them in organisational decisions, emphasising management and motivation strategic approach in order to retain them, even though most workplaces increased the importance of these concepts. Research methodology Secondary research * Books; * Articles; * Reports; * Online CIPD In order to acquire these resources I have gone to the Kensington & Ch elsea Library as well the British Library. Research findings In the 70s employment started to develop significantly as shown in figure 1. 1.Personnel techniques developed using theories from the social sciences about motivation through performance appraisal and manpower planning, which included the implementation of organisational behaviour through sophisticated systematic training (under the influence of the training boards), where selection testing became more widely used. Personnel management has gone through a period of major concern about the so-called demographic time bomb, referring to impeding unwelcome shortages of younger people entering the labour market. The recession of the early ‘90’s was affected by this problem, which is still a common place today, and the need to concentrate more on strategies for attracting and retaining high quality staff is just as urgent.The mentality of individualism and unjustifiable greed of the 80’s made way for the spiri t of consent and the value of teamwork as well as the concern for employees who were essential to the operation of the organisation since high commitment was required from these employees please refer to figure 1. 2. Recognition of personnel function as a contribution to bottom-line performance have become a more important strategy where an employer is a business partner sharing responsibility with his employees; the most important assets in an organisation, which their effective management will contribute to organisations’ success and it is most likely to be achieved if policies and procedures are closely linked with the achievement of organisational objectives and strategic plans. The organisational climate and managerial behaviour that originated from corporate culture and values will bring a major influence on the achievement of excellence. Strategic HRM is the process of linking the human resource function with the strategic objectives of the organisation in order to imp rove performance† Bratton & Gold (2007) Hestia is an empowering organisation, whom welcomes everyone, especially members a minority background. Human resource management department assists in developing volunteers’ skills through training in order to retain and empower them but as well achieving as Hestia organisational goals through a competence and motivated workforce. Hestia priority is to hire competent workforce and hire the right person for the right job, after that manpower decides about other tangible and intangible resources.Essentially, other resources rely on HRM to plan, organise and monitor human resources. HR department contribution to overall strategy is crucial for Hestia’s ultimate success and effectiveness, from areas ranging from strategic planning to image, the areas in which HR maintains control can enhance Hestias’ perception of the department throughout the workforce, improving Hestia’s essence and running with the knowledge o f how human capital affects organisational success. Strategic management takes part in organisational decision-making which underlies present staffing assessments and projections for future workforce needs based on organisations demand.From a financial perspective, skills and experience are necessary in order to set realistic development structures in regards to wages competition with organisations competing for employees with similar skills, the extensive conduct salary surveys in order to maintain costs in line with the organisation's current financial status and projected revenue, as well as the reduction of costs associated with turnover, attrition and hiring replacement workers, the ability to negotiate group benefit packages for employees, within Hestia’s budget and consistent with economic conditions, the department is also are familiar with employee benefits most likely to attract and retain workers. Under The Health and Safety at Work Act (HASAWA) 1974 Hestia is boun d to provide safe working conditions and HRM manages and ensures that the organisation complies with the regulations by maintaining accurate work logs and records and developing programs that reduce the number of workplace injuries and incidents by engaging employees in promoting awareness and safe handling of dangerous machinery and hazardous chemicals under The Control of Substances Hazardous to Health (COSHH) 1998 legislation.In case of dispute, HRM department investigates and attempts to mediate workplace issues, which unresolved, may escalate and place the Hestia in a legal dispute, which can stain its image as well as compensation pay outs to employees if found accountable. HR assists Hestia achieve high performance, morale and satisfaction levels throughout the employees, by promoting ways of strengthening good working relationships by administering employee opinion surveys, conduct focus groups and seek employee input regarding job satisfaction, also provides training that s upports the company's fair employment practices and employee development to prepare ambitious leaders for supervisory and management positions. They provide guidance to line managers who are not familiar with HR or standard hiring processes and determine the most effective methods for recruiting applicants best suited for Hestia’s needs.In HRM, â€Å"reward refers to all of the monetary, non-monetary and psychological payments that an organisation provides for its employees in exchange for the work they perform† (Bratton & Gold, 2007) â€Å"The average worker dislikes work and avoids it if possible – will only be made to work by control and threats. Carrot and stick approach; use of payments system to provide incentives† McGregor (1960) and its management process designs, implements, and maintains policies and systems in order to assist on organisational strategic plans, which are appointed to improve performance and productivity by attracting talent, ret aining, encouraging a committed and efficient workforce according to their value and contribution to the organisation. The role between managers and HR department leads to effective HRM practices, e. g. , performance appraisals.The success of Hestia’s performance appraisal system depends on the ability of both parties to do their jobs appropriately. HR department develop the system, while line managers provide the actual performance evaluations. Line managers direct employees' day-to-day tasks. From an HRM perspective, line managers are responsible for implementing HRM practices and providing HRM with necessary input for developing effective practices. Managers carry out many procedures and methods devised by HR professionals such as: * Placing the right person on the right job * Starting new employees in the organisation * Training employees for the jobs that are new to them * Improving the job performance of each person Gaining creative cooperation and developing smooth wor king relationships * Interpreting the organisation’s policies and procedures * Controlling labour costs * Developing the abilities of each person * Creating and maintaining department morale * Protecting employees’ health and physical condition * Interview job applicants * Provide and communicate job performance ratings * Recommend salary increases * Carry out disciplinary procedures * Investigate accidents * Settle grievance issues Hestia Legal Framework: Hestia operates policies and practices in line with statutory requirements. The present statutory framework applied includes e. g. , the legislation bellow: Gender: * Code of practice – sex discrimination Code of practice on equal pay * Gender Equality pay – Code of practice of England and Wales Race: * Statutory code of practice on racial equality in employment * Statutory code of practice on the duty to promote race equality * Statutory code of practice on racial equality in housing: England Disabilit y: * The duty to promote equality; statutory code practice: England and Wales * Code of practice: Employment and occupation * Guidance on matters to be taken into account in determining questions relating to the definition of disability Hestia legal and regulatory framework on human resource management has a great impact especially among the minority group.Being a charity assisting people gaining control over their lives, guiding and providing housing support as well as empowering mainly homeless, ex offenders, people mental health and HIV issues, service users get attached to the organisation and tend to volunteer, and in some cases end up getting paid employment within the organisation, therefore, a strong legal framework emphasis, specially confidentiality, it is crucial, due to the nature of service users situation. Motivation is defined as McGregor (1960) stated in, theory Y, the mental process also called as â€Å"Intrinsic motivation† which, is the motivation that come s from the inside of the individual due to self gratification of completing or carrying a task rather than the external factors, such as pay and rewards and theory X; the social process also called as â€Å"Extrinsic motivation† which, is the motivation that comes from the outside of an individual due to external factors, such as pay and rewards being the main gratification, thus tasks are carried and/or completed as a result.Within an organisation different individuals and teams are motivated by different factors, these factors have different levels as shown below on figure 1. 1 on Maslow’s need theory (1954), which suggests that people’s ultimate goal is to fulfil each level of need until self actualisation is satisfied, different ways of motivation, flexibility and commitment as McKenna and Beech (2002, p. 189) suggested such as the â€Å"appropriate management style, competitive compensation package and supportive culture† (cited by Armstrong and Murl is, 1994) will promote organisation success. Some would disagree with Maslow’s theory due to the fact that individuals’ needs vary, e. g. self-actualisation is not imperative to being successful for everybody, or an individual’s needs that are being met at home do not need to be met at the workplace but the theory establishes that ‘higher order needs’ will have to be aligned with rewards and incentives in order to motivate and satisfy and this approach enables organisations to understand the sort of rewards employees need to receive in order to have the following needs met: Training, opportunities for promotion and career progression| Recognition, the chance to make a difference| Staff room, team working opportunities | Health and safety provision, job security| Pay, decent working conditions | Figure. 1. 3 Maslow’s Hierarchy of Needs & the Workplace Figure 1. 4 Herzberg’s Two-Factor TheoryHerzberg’s theory defined Motivators as factors, also called intrinsic rewards which can motivate employees to greater performance and positive attitude by offering job satisfaction of ‘higher-level needs’ associated with recognition, responsibility, achievement and career progression, proven to be effective. Hygiene factors, also called extrinsic rewards, which can only cause dissatisfaction if not fulfilled, needs associated with company policy, pay, working conditions and organisations, must ensure that motivators exit so that employees are satisfied and that hygiene factors are met so that employees are not demotivated. Herzberg’s theory has also been criticised particularly of job satisfaction on work performance â€Å"A satisfied worker is not necessarily a high producer and a high producer is not necessarily and satisfied worker† Armstrong, 2003).The two factor theory, focused mainly on job design, challenge, empowerment, responsibility, recognition and contentment of the work. Based on McClelland theory, high achievers are unlikely to remain in jobs that do not pay them well, reinforcing pay as a hygiene factor but total reward concept, seems to be the most effective in order to motivate employees as it combines extrinsic and intrinsic rewards. Most people aim when applying for employment is to secure an income, Taylor approach known as scientific management â€Å"What the workmen want from their employers beyond anything else is high wages, and what employers want from their workmen most of all is low labour cost of manufacture. (Taylor, 1911), his theory, was further explained as instrumental orientation, when people saw work as purely a form of income that may provide them with the opportunity in obtaining the things that the worker really wants, even though they might not necessarily like their job. The essence of scientific management is regarded as efficiency, which is the greatest output per unit of input, and workers get good rates of pay based on their p roductivity, demonstrating that output was influenced on other factors other than pay, although the size of income will impact on employees’ standard of living, most employees are mostly concerned with earning enough income to meets their needs, and know that their pay is fair in comparison with others, where legislation come into play under the equality Act 2010, the employment rights Act 1996 and the national Min wage Act 1998.Job evaluation is a systematic assessment of the respective worth of various jobs within organisations or industries in order to determine relationships between jobs and establish an internal outlook and design impartial wage rates structure and managing view. It is concerned with the internal outlook, which is, employees doing the same kind of work, receive the equal rewards. Job evaluation quantifies differences between jobs and lays them into groups and ranking order and can be categorised as follows: Scheme | Characteristics | Advantages| Disadvan tages | Factor comparison| Each job is compared individually in turn with all others being evaluated.Points awarded according to whether the job is more, less or equally demanding than the jobs with which it is being compared, points are added to determine the rank order and the scores are analysed and discussed. | Easier to compare a job with one other job than with whole range of jobs. | It neither explains why one job is more important than the other nor assesses differences between them. | Points rating| Separate factors are scored to produce overall points. | Consistency in judgement is assisted by having defined factor levels. Considered the best system in equal value. | Complex to maintain. Objectivity is apparent, subjective judgement required to rate jobs of different factors. Ranking| Whole job comparisons made to place them in order of importance| Simple, cheap, and easy to understand| Complex, whilst determining middle range jobs, and bias whilst assessing of the perform ance of the employee rather than the job itself| Job classification| Job grades defined and slotted into grades by comparing the whole job description with the grade definition| Simple, judgment is provided in the shape of grade definitions | Difficult to fit complex jobs into a grade without using elaborate grade definitions. | Competence & skill grading| Jobs placed in grades in accordance with level of competence/skill| Based on one input factor. Direct pay structure. Non-analytical, difficult to differentiate clearly between competence/skills levels. | Other factors determining pay Competence and skill analysis: Employee’s competence relevance to the needs of the organisation based on operational significance. External systems: when examining job evaluation is not longer the direct consideration where rewards is concerned, eternal market and environment conditions are of greater importance. A large number of employers have taken steps to move away from collective bargaini ng systems to a more individualised reward system. Performance related pay is a good example of this, which is a payment that takes into account the quality of performance instead of being related to a wage grade.External competiveness associated with a job evaluation scheme is a issue in determining rewards and this is evident when organisations adopt market driven reward systems where the rate for the jobs reflects the rate required to attract rather than being based on a payment that is undermined by an internal grading structure. Market rates of pay system: the collection of data on the pay rates for similar jobs with competition to establish their market rate and track movements in those rates. The aim is to assist set the organisation’s own pay rates at the suitable level in order to recruit and retain the staff. Although the concept of a market rate for a job is fairly common, there is no such thing as an accurate or scientific single rate of pay for a job or role, and rates may vary even for the same occupation and in the same location.A central decision relates to how the data will be interpreted, and for this organisations need to consider where they wish to position their pay levels in relation to the market – for example at the median or the upper quartile level of pay in the external labour market. Most organisations use pay surveys to get current and updated pay rate and the sources of information on market rates include: Published data from paid surveys and similar organisations give indication of going rates, it is limited because of problems in comparing like with like, but can help with periodic reality checks on levels and movements, and are valuable sources of data on specific occupations or localities. Pay clubs of employer groups that regularly exchange information on pay levels. These only allow participants access to the data.Special surveys launched by individual organisations from specialist pay consultancies but access is limited to the contractor and participants. Consultants’ pay databases containing data collected on a systematic or ad hoc basis which they relate to the results of their job evaluation schemes to compare pay rates across organisations on a common basis: this ability is one of the attractions of job evaluation to many organisations. To be viable it is important that the factors measure common job/role characteristics and can enable comparisons to be made across different jobs/roles and organisations; the data is based on an adequate sample; and the job analyses are carried out systematically and conscientiously.Market rates of pay will vary on supply and demand in the open market, factors such as: 1. Relative scarcity of particular skills 2. Sensitivity of employees to pay, as it may or may not be an incentive 3. Affordability 4. Culture and value system 5. Bargaining (trade union) 6. Government intervention Internal comparison: It is possible to use job evaluation as a wa y of matching jobs to enable market pricing to take place (although other approaches also exist to comparing jobs, as detailed below). However, there are certain tensions between job evaluation and market pricing approaches. Job evaluation has an internal focus as it ranks jobs and their relative mportance within an organisation – whereas the main focus of market pricing is external as it aims to compare the pay rate for an organisation’s jobs with those in the wider labour market. Employers may need to seek resolutions to such tensions if they wish to ensure that pay rates remain both internally equitable and externally competitive. For example, where higher earnings are commanded in the external market for a particular position than justified by an internal job evaluation exercise, one approach would be to use temporary market supplements to top up earnings for that role as necessary. Hestia aims to be a learning organisation with cultures of continuous improvement a nd staff development.To achieve this aim Hestia is committed to supporting everyone who works for the organisation to develop their professional skills and to achieve their full potential and that is achieved by rewarding and enhancing the contribution employees make to assist Hestia achieve their goals. The process is implemented through policies such as the work based learning policy, which is defined as any on-going and continuous activity that contributes to the development needs of the individual, team and organisation, where the responsibility for work based learning is that of the individual workers supported the line manager. These learning needs will be indentified and the objectives set at the following levels: Level| When set | Objectives set by|Individual| * Induction: when a new workers starts, or an existing worker transfers to a new post * Supervision: when learning needs will be identified to achieve job requirements, or, a requirement to improve performance has been identified * Appraisal: when longer term development learning needs are identified| * Individual & Line Manager| Team| * To enable the team to meet recommendations made by external stakeholders, e. g. CSCI, NOMS, Supporting People * To implement identified efficiency improvements * To implement changes to local working practice| * Project/Department Manager through annual team development team | Organisational | * Implement changes to organisational strategy *Ensure compliance with new, or changes to legislation * To implement the reorganisation of management or work practices | * Corporate management Team| Classification of Work Based Learning Needs: Core| Specialist | Professional| * Essential for all workers e. g. health and safety, induction, implementation of organisational changes| * To meet requirements of specialised work within different projects at a central team or individual level| * Link to relevant national occupational standards recognise the diversity of the work un dertaken within Hestia | | | | Professional Development Fund & Loans – This where Hestia invites employees without outstanding disciplinary actions whom passed their probationary period to apply for funding for a course lasting no longer than two years.Hestia commits to contribute up to a maximum of 50% of the cost of the course fees, which may be recovered if the applicant does not complete the course, or leaves the organisation within completing the course. In addition, Hestia will give an interest-free professional development loan of a relevant extended course, which the Human Resource Manager will determine whether or not the course is relevant. Study Leave & Day Release – Up to five days study leave per year can be agreed where an employee is studying a relevant course. The line manager will determine course relevancy and potential for disruption within the working team and where it does not does not disrupt, Hestia will allow paid day release for employees to at tend extended courses in a relevant area of work.The line manager will need to ensure that the cost of relief staff is within the budget and the Corporate Services Director must approve to the leave and budget release. Evaluation of Work Based Learning Activity – costs and benefits are evaluated in order to assess how effective work based learning activities have been in meeting organisational aims and objectives. The evaluation process is undertaken at a variety of different levels and the output is used to: validate the core plan for the previous year, identify any learning from evaluation that needs to be incorporated into following years core learning plan. Evaluation Level| Undertaken By| Timescales|Individual| Individual and Line Manager| * Immediately after activity (individual) * Two months after learning (line manager)| Team| Line Manager| * Annual to be completed by project/dept manager | Organisational| Corporate Management Team| * Annual to be completed by Human R esources | â€Å"A sample was selected using a random sampling procedure. Population frames were developed based upon geographic regions. A random selection was made of two or three offices within each sales region. A package of the appropriate number of surveys was then sent to each of the selected offices. Further, it was decided that questionnaires would be sent to each of the 75 district managers, regardless of whether their office had been selected for the study. Therefore, 100% of the district managers, 25. 2 1% of the sales mangers and 25 . 4% of the sales agents were surveyed for a total sample size of 534. † Shinew, (1993), The Attractiveness and effectiveness of Incentives Reward Options. Willingness To Increase Productivity On a 7-point scale anchored by â€Å"no additional effort at all† and â€Å"a great deal of additionaleffort,† respondents were asked to indicate how much additional effort they would be willing to exert in order to achieve each in centive reward. Their responses are displayed on the right. They were most willing to exert extra effort for cash, followedby sales conference trips and personal vacationtrips, respectively. These differences are statistically significant. Motivational EffectRespondents were asked to indicate on a 7 -point scale ranging from â€Å"motivating† to â€Å"not motivating,† their reaction to each of the incentives. When simply examining the â€Å"motivating† response category, sales conferences had the highest rating. Almost 65% indicated that they found the reward motivating. This was followed by cash and personal vacation trips, respectively. One of the objectives of the present study was to examine differences in levels of organizational commitment between employees who had received an incentive award in the past two years and those who had not. These two groups are referred to as recipients and non-recipients.In this analysis, only the achievement of cash, merchan dise and conference trip awards were considered. As illustrated in the graph on the right, the two groups differed in their levels of organizational commitment. Therecipients indicated higherlevels of organizationalcommitment than did the non – recipients. The difference between the two groups is statistically significant. â€Å"The three recipient groups were then compared in terms of their levels of organizational c commitment. The cash recipients indicated the highest level, followed by merchandise and conference recipients, respectively. † Shinew, (1993), The Attractiveness and effectiveness of Incentives Reward Options. The returned questionnaires provided valuable information regarding the effectiveness of the incentive rewards at the Company. The findings indicated that: * Sales conferences and personal vacation trips were the most attractive incentive rewards to the respondents. * Travel rewards were followed in attractiveness by cash, merchandise, recognition and status awards, respectively. These findings suggest that in terms of attractiveness, travel rewards were superior to the other incentive options. However, when asked to indicate how much additional effort they would be willing to exert in order to achieve each of the incentives, the respondents were most willing to exert extra effort to achieve cash, followed by sales conference trips and personal vacation trips. Shinew, (1993), The Attractiveness and effectiveness of Incentives Reward Options. Hestia Competence-based appraisal The appraisal is a two-way meeting between employees and the line manager once employees have completed the probation with Hestia. Pos probation period, it is several months until the annual appraisal, employees will be set a work-based and development plan following his/her probation review The annual meeting will usually take place each June/July to provide the employees the opportunity to: * Express how employees have performed in the previous year and to provide examples of how employees have met their outcomes and core competencies. Receive constructive feedback from the line manager on how employees have been performing, both to recognise and assure employees in what they are doing well and to guide them in their on-going work performance and continuous professional development * Discuss how employees are working through a competence-based review, * Identifying learning and development needs and agree the resources they require meet those needs, and * Agreeing relevant and realistic outcomes to achieve over the next twelve months At the end of the meeting employees should develop and work-based development plan which will be signed off by the line manger and reviewed (or possibly amended in light of changes) regularly through the year during employees supervisions.Employees appraisal plan will be review and signed by a a second line manager for consistency and to provide any additional comments. Timeline (Appendix 5) Conclusio n The present analysis was undertaken to answer the question of the value of rewards as motivators for employees. Intrinsic motivational factors have been found to be significant, in both the presence of Hestia’s training scheme and in its absence, this finding of the motivational importance of intrinsic factors within the organisation. Intrinsic rewards dominate extrinsic. Extrinsic motivators do play a role, but not to the extent that classical agency theory suggests a people are motivated by non-economic rewards.In addition, the importance of intrinsic motivators highlights the importance of context in the motivation of staff. It is through the organisation that employees are able to work with clients whom witness their successes, achieve a good work/life balance and have fun at work. Appendixes Figure 1. 1 Employment development Figure 1. 2 Referencing McKenna, E. , Beech, N. (2002) Human Resource Management a concise analysis. England. Armstrong, M. (1991) A Handbook of Personnel Management Practice. London BPP, (2010) Human Resource Management. London Shinew, (1993), The Attractiveness and effectiveness of Incentives Reward Options. NY. Available from: [30/01/2012]

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Biography - Bill Gates essays We are living in the information age. Everything nowadays revolves around computers and electronics. A person in California can play another competitor in Iran a game of chess without leaving their home by the use of computers. Computers have become a lot smaller and much more famous around the world. One individual has played a big role in the computer industry. He is an American business executive, chairman and chief executive officer of the Microsoft Corporation, and a multibillionaire: Bill Gates. Gates, William Henry, III (1955- ) was born in Seattle, Washington. Gates grew up in a very competitive family. His father, William H. Gates II, was an attorney. His mother, Mary, was a University of Washington regent and director of First Interstate Bank. His parents placed him in Lakeside, an academic and rigorous private school in Seattle. He met Paul Allen in high school. Gates was fascinated with computers since the age of 12 and has been programming projects throughout high school career. While attending Harvard in 1975, Gates and Allen made a version of the BASIC, a computer programming language compiler for the MITS Altair microprocessor, the first personal computer. Working on BASIC for the Altair, Gates dropped out of Harvard, in 1977, to pursue his full-time vision of, "a computer on every desk and in every home." In the early 1980's, Gates help lead Microsoft from a developer of programming languages to a diverse computer software company that produced computer operating systems, applications software and programming tools. Gates has made MS-DOS, in 1981, a computer operating system for the new IBM Personal Computer. He has also driven Microsoft toward the introduction of application software such as the Microsoft Word (word processing software). Gates has challenged many companies with there related products. He has challenged Digital Research, the maker of ...

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