Bringing Joy At The Poverty - 1488 Words

Bringing Joy to People in Poverty Giving back to those who are less fortunate is something that should be obliged as being an individual who is a part of the community. For some people, their necessities are evident. When we see someone without a proper backpack or needed school supplies, it could be that their family does not have the money to get them these things. When people go to a clothes closet, it’s because that they are in need of clothes and can’t afford it. When children who didn’t received a gift for Christmas, it’s because their parents couldn’t afford it due to their low income. Those less fortunate people in our community that need certain necessities isn’t so evident. Some may have passed this point by getting a high†¦show more content†¦Additionally, being given something can make individuals feel like a worthy part of the community. Indeed, I hope to gain by completing this project is that the gratification of assis ting individuals such as children to bring joy into their lives with donations. Furthermore, I hope to gain by completing this project is that to implement ways to get involved and help the community. The issue we have chosen to address with the service project is that many innocent people are living in poverty and it isn’t right to live that way due to their low income, which leads to decreasing the individual s happiness and reduce their ability to thrive and succeed. By this issue, there are people affected because many families can’t supply the right items or supplies for themselves due to low income. According to the United States Census Bureau, in 2014, about 46.7 million people are suffering from this issue alone in the United States. The number of people living in poverty is slightly rising each year. Yet, organizations such as the Family Giving Tree and the Milpitas Food Pantry exist to address the issue we picked. The plan we had created as a group has four parts to it. First, we needed to contact the organization about where to deliver the donations, since the Family Giving Tree had a warehouse and a office located at different places and we weren’t sure where to deliver the donations. WeShow MoreRelatedHappiness Essay982 Words   |  4 Pagesteaches that happiness is the ultimate goal in a successful life. It is a sense of fulfillment that comes to all who are blessed. Happiness is acquired through competence and prosperity. It is a reward to all who flourish in life. Those born into poverty and anguish are more likely to be miserable than happy. It is highly necessary for a happy person to have material or external goods. Contrary to popular belief, one cannot be happy solely due to their existence. External factors like wealth, materialRead MoreThe Other Wes Moore s Life Problems928 Words   |  4 Pagesreceive a college education, Mary would continue to live in poverty because without an education she would not b e able to get a good job. This is a vicious cycle that many seem to find themselves in. A macro solution for this would be for the government to find a way to recreate funding for Pell Grants. Making education free would be an even bigger help. If everyone had equal access to an education then less people would be forced to live in poverty. Mary clearly showed the willingness to get an educationRead MoreAnalysis1744 Words   |  7 Pagesof affliction, their abundance of joy and their extreme poverty overflowed in a wealth of liberality.† Isn’t that something? The Macedonians had experienced suffering and persecution as a result of their faith. And on top of that they were afflicted with extreme poverty. But look what happened: Out of the testing of their faith and through their affliction and suffering came forth a fountain of joy. In the midst of what Paul described as extreme poverty came an overflowing wealth of liberalityRead MoreThe Space Between Us By Thrity Umrigar1075 Words   |  5 Pagespregnant unwed granddaughter, and works hard to provide her with a better life than she had. Under the impression that because she is of a lower class, Bhima is seen as â€Å"unclean†, and is treated as such. Despite her share of difficulties, she finds joy in her granddaughter, Maya. As for Serabai, it may be easy to dismiss her for she seems to live a fortunate life. While she may have never done a hard day’s labor she has had her share of difficulties. Her recently deceased husband was both physicallyRead MoreHeroism Essay795 Words   |  4 Pagesdefines heroism.   Happiness should thrive throughout that heroes life as well as everyone else’s.   To be fearless shines as the main characteristics of a hero.   The impact of being happy and fearless can affect the world tremendously by bring ing joy and safety.   Ã‚  Bringing those effects to the people and   the community are what heroes live for.   Being a hero can not only change a person’s life, but could change the world.   Ã‚  Ã‚   Having no fear means having the attributes if a hero.   The height and weightRead MoreThe Singer Solution And World Poverty949 Words   |  4 PagesFor this paper I am writing about chapter 20 ‘The Singer Solution to World Poverty’. In this chapter Peter Singer argues that normal spending of money on ourselves is immoral, and should be spent on the welfare of the poor. In this paper I am arguing against Singers theory because it contains errors and rest on a false premise. The premise of Singers argument is simple, people who make more money than is necessary for survival should and are morally obligated to give away all of their excess moneyRead MoreI Know Why The Caged Bird Sings Essay1097 Words   |  5 Pagesculture and people. Becoming the first female black director yet a gain pushing what was possible at the time for a person of colour. Maya angelou has a strong connection with civil rights for the black community and has also struggled herself in poverty when proving for her so. Which is the main message of one of here earlier poems â€Å"still I rise† The following analysis will be done stance by stance reviewing each idea that poem suggest. â€Å"You may write me down in history With your bitter, twistedRead MorePolitical Change In Syria943 Words   |  4 Pageslife through their pro democracy protest. Unfortunately, as the government fought back and Syrian citizens continued to protest, shots were fired and the country collectively spiraled out of control leaving around eighty percent of the population in poverty by 2015. In an attempt to establish order amidst all the social turmoil, militant groups such as ISIS began to take hold and gain power in the country. Loosely knowing the motivating ideologies behind ISIS, it is no surprise that Syria’s atmosphereRead More An Overview of Reggae Music Essay1268 Words   |  6 Pagesmusic gave Caribbeans a sense of freedom. From the 1960s to the early 1990s, the styles of reggae have changed; adding new sounds of rhythm into the music. It has evolved from having a meaning of political and social furry to bringing people together to dance and celebrate joy. Reggae has inspired many new genres of music throughout the world. Reggaeton and Dancehall music have become popular within the decade especially among the youth. Reggaeton originated in Puerto Rico and Panama, and it was originallyRead MoreJoys And Difficulties Of An Agriculture Major1782 Words   |  8 PagesJoys and Difficulties As an agriculture major, I have learned to know the joys and difficulties of all aspects of life. Growing up on farm has taught me that life can be satisfying, but also demanding. A day on the farm can amount to just about anything sometimes good, but also bad. One example of a joy and difficulty would be trying to nurse a sick calf back to heath, only to have him die. That was a joy and difficulty of agriculture, the joy of caring for animals but the also the difficulty of

Abstinence-only vs. Abstinence-plus - 1607 Words

There are many problems facing teenagers these days. None are bigger than the issue of underage sex, and all the issues stemming from it. The number of teenagers becoming sexually active, pregnant, and contracting sexually transmitted diseases are rapidly on the rise. There is no simple fix, or easy solution to this problem. Sex education should begin at home, and extend to include an effective program in schools that reinforce a clear message of abstaining from sexual activity in addition to informing students of the risks posed by engaging in sexual activity. The political, and religious dissension on this issue has resulted in a procedural stalemate preventing schools from effectively addressing the problem, and implement a†¦show more content†¦Ã¢â‚¬Å"The ideal of what historian Anne Higonnet calls the Romantic Child, our modern image of a naturally asexual, pure child, is at the heart of century-long conflicts over sex education. By definition, the romantic childâ €™s innocence depends on protection from sexuality† (Talk About Sex 13). Parents, in general, do not feel at ease thinking about their children having sex, nor do they want to encourage them to do so. The fact that most parents are not comfortable talking about the subject with their children only increases the importance of doing so in our schools. Opposition of the Abstinence-Plus program centers around the belief that by comprehensively informing students about sex, and responsible practices, in addition to supplying contraceptives, will send a message that not only is it okay to have sex but here have a condom to do it with. In some cases, they actually suggest the importance of telling students that condoms are â€Å"ineffective and do not workâ€Å" (Teenage Sexuality 205). Over the past few decades, several attempts have been made to â€Å"scare† teenagers away from sex. â€Å"In the sex-education video No Second Chance, a young man asks the teacher what if he does not to wait until marriage to have sex. She replies, â€Å"Well, I guess you’ll just have to be prepared to die† (Talk About Sex 117). The intended message was that condoms do not work in effectively preventing HIV. This isShow MoreRelatedEssay on Should Sex Education be Taken Out of Schools?969 Words   |  4 Pagesschools takes two forms: Abstinence-Plus education and Abstinence-only education. The former, allows teenagers to explore not only the functions of sex and reproductive organs but also sexually transmitted diseases, abortions and information on how to use condoms and other kinds of contraception. The benefit of this program is that it encourages teenagers to practice abstinence while acknowledging the fact that most teenagers will choose to engage in sex. Abstinence-only education, however, simplyRead More Abstinence Only Sex Education Essays2119 Words   |  9 Pagesdisparity can be attributed to factors such as income inequality, the presence of abstinence only education has a major impact on birth and STD rates in the United States in comparison to other countries with more comprehensive programs. It is clear that this difference in approaches has a significant effect, and the United States needs to act to ensure the health of its citizens. Urgent actions are necessary because abstinence only education is becoming more popular in the United States and more and moreRead MoreTeen Pregnancy in the United States Essays3049 Words   |  13 Pagespaper will focus on the majority aspect of pregnancy in adolescent. Being pregnant at a young age puts adolescent mothers at a higher risk for short and long-term complications. This can be either health or social complications. Teen pregnancy not only put the mothers at risk but also put the newborns at risk for low-birth weight, premature births, and developmental delays (Strunk, 2008). Every year, the average amount of dollars spent on teen pregnancy is about $11 billion in tax dollars. TheRead MoreMethadone Maintenance3756 Words   |  16 Pagesmethadone, buprenorphine maintenance treatment, heroin maintenance treatment, and L-a-acetylmethadol (LAAM) maintenance treatment, methadone maintenance treatment was more effective than detoxification, no treatment, buprenorphine, LAAM, and heroin plus methadone. High doses of methadone are more effective than medium and low doses (10). Patients receiving methadone maintenance treatment exhibit reductions in illicit opioid use that are directly related to methadone dose, the amount of psychosocialRead MoreQuit Smoking Case Study Essay4989 Words   |  20 Pagesphysician for the first time, during which his prior military history came to light. The young man recalled the anxiety he experienced when he received his military orders for deployment to Iraq. Prior to the notice of deployment, he smoked cigarettes only occasionally, maybe 1 or 2 cigarettes a day. As the time for deployment approached, he started smoking more cigarettes and by the time he arrived in Iraq was up to a full pack a day. Throughout the 12-month deployment, he steadily increased his smokingRead MoreAbortion Essay1589 Words   |  7 Pagesthe Supreme Court ruling of Roe v. Wade. Jane Roe was single, pregnant woman wanted to get an abortion by a competent, licensed physician, under safe, clinical conditions (The Ethics of Abortion 13). This was not an option for her because the only way a woman could have an abortion in Texas at that time was if giving birth to the child might in some way endanger her life. Many woman would have traveled to a state where abortions were legal but this was not an option for Roe because she didRead MoreBirth Control : A Controversial Topic Since The 1960 S1718 Words   |  7 Pagesolder a woman is, the more likely it is for her to use female sterilization. 31 percent of women between the ages of 35-44 were using female sterilization, while only 0.7 percent of women between the ages of 15-24 used the same method. Younger women preferred oral contraceptives with 22.4 percent of women ages 15-24 using it, compared to only 8.7 percent of women ages 35-44. Women under the age of 34 were more likely to use condoms and reversible contraceptives at about 11 percent compared to olderRead MoreSmoking Cessation Of Pregnancy : Review Of Current Strategies9414 Words   |  38 Pagespartner is ass ociated with increased chances of quitting [6]. Cigarette dependence determined by the number of cigarettes smoked per day, frequency of urges and the level of expired carbon monoxide, have been reported to be reliable predictors of abstinence, at least in the short period [5]. Low levels of stress and psychiatric comorbidities including Depression and Anxiety have been associated with increased chances of cessation [5]. Up to 12% of pregnant women have Major Depressive Disorder [12Read MoreBinge Eating Disorder ( Bed )1948 Words   |  8 Pagesdiagnosis, EDE (Eating Disorder Esamination) was always used, and the participants’ symptoms meet the ones of DSM-IV. Regarding the methods I looked just for experiment using the randomization. Finally coming to the results, I selected the articles only if they take as outcomes remission of OBEs (Objective Binge Episodes) and/or the frequency of binge eating. Unfortunately, my research were scant by the fact that it is not a common disease, which is why I could use just about 10 articles. AccordingRead MoreBinge Eating Disorder ( Bed )2041 Words   |  9 Pagesdiagnosis, EDE (Eating Disorder Esamination) was always used, and the participants’ symptoms meet the ones of DSM-IV. Regarding the methods, I considered just for experiment using the randomization. Finally coming to the results, I selected the articles only if they take as outcomes remission of OBEs (Objective Binge Episodes) and/or the frequency of binge eating. Unfortunately, my research were scant by the fact that it is not a common disease, which is why I could use just a few articles. According

Beautillion church and school Free Essays

When I look back unto my life, I find that it has – short as it may be – so far been a good one. Divided between church and school, and backed up by my home, I understand quite well that I am luckier than most youths my age. I don’t do drugs – beyond the legally allowed ones, such as coffee – I don’t drink. We will write a custom essay sample on Beautillion church and school or any similar topic only for you Order Now I don’t have an unstable situation is my household, nor am I close to a dropout, as many youths are. I’ve found God and was able to implement Him into my life as an advisor and someone to talk to on an everyday basis. I don’t meet with discrimination much, not more than any of my peers. And yet I find there is something left unfulfilled in my life. So I look back upon myself and the places I inhabit, and recollect, to move forward with the improved knowledge of myself. My home has always been good to me. I have always had a great relationship with my parents, who were an inspiration for the many things I do. Without their support, I would never have been able to gather the determination to study the saxophone long enough to be an active member in a marching band. They are also the ones who taught me compassion and to look at the elderly in a different, kind light. This has led to one of the most enjoyable experiences of my life: using my ability to create music to help the elderly in their retirement homes. This is a daily school of tolerance and kindness for me, and I can with all honesty say that I have learned much from them and with their help. My parents have also always been there for me, through thick and thin, and for that I am eternally grateful. School is a very important part of my life. It gives me the information I need to live well. I am a good student, my grades are above average, but the more I learn, the more I see that education I am getting is really rather basic. Since I study more than I am supposed to by normal school standards, I can see that there is much more to be learned than high school gives us. There are obvious gaps in our education, and I think they create part of the problems this country is having. I try to alleviate the unfortunate side effects of early specialization through my own efforts, but this is rather difficult. I can only hope that when I get into college the situation will be somewhat amended by the possibility of free research and the aid of experienced scholars. Still, school is a great learning experience for me, because, even despite the lack of serious understanding of the natural and social sciences, it is a great place to adapt to adult life and learn how to gradually take responsibility. I try to make the most of school, but am anxious to gain the greater opportunities of college. My church life is a good one, as well. I am a Baptist, and love my congregation for the principle of sola scriptura. Every single Baptist must think for himself and commune with God directly. I know I have a living, personal God looking after me, and I confide in him. When I look at members of other confessions I feel sadness, because I know that very many of them are mistaken and are led down the darker paths of life, and quite possibly into the bowels of Satan. I try to help them best I can, through intelligently questioning them on their morality and faith in God. I try not to act too strongly in my desire to help, as many people consider such actions an infringement of their personal space, even though I am simply demonstrating how Baptism helps in living a good life. However, I am happy in the lap of my Church, and I try to lead others to it by example. After all, if we do not help these people, who will tell them that they are in the grave danger of sin? I take pride in getting the chance to help those who strayed from Jesus’s flock. My life may seem perfect from this essay. I am very well-rounded education-wise; I have a good home, and a direct hotline with God. Yet there is something always left unfulfilled. I do not mean the failures of life – those I have long learned to accept and to listen to as mere messages. Perfection is lonely, and, though I have most anything I really want, I do not know what to desire further. I have reached a stage in personal development when just helping myself is not enough. A new need opens up in me, slowly and steadily. It is the need to help others. What use is there for good in my own life if my best friend is troubled? How worthy am I if my mother cries at night, for any reason? These questions haunt me constantly, and drive to begin a new stage – life as a servant to the people. How to cite Beautillion church and school, Papers

Hrm Capabilities free essay sample

Community Policing — greater accountability to the community Achieving a Human Rights Compliant Organisation — a commitment to Professional standards Permanent Strategic Planning Capability — strategic direction at Force and Divisional level Intelligence-Led Policing — development of proactive responses Enhancing Reactive Capability — a step change in the quality of our reactive activities. National Policing Strategic Framework National Policing Strategic Framework BlueBlue Print Print Human Resource Management Capability HRM Capability TABLE OF CONTENTS 1. 2. 3. WHERE WE WANT TO BE 3. 1 The Organisation 3. 2 The Constables/Corporals 3. 3 Line Supervisors 3. 4 Line Managers 3. 5 Middle Managers 3. 6 Top Managers 4. HOW WE GET THERE 4. 1 Human Resource Department Structure 5 HR PLANNING — MAKING THE HR FUNCTION STRATEGIC 3 3 3 4 4 4 5 5 5 7 BACKGROUND 2 INTRODUCTION 1 6. RECRUITMENT AND SELECTION — HIRING THE BEST 6. 1 Recruitment 6. 2 Selection 6. 3 Enlistment 7. TRAINING AND DEVELOPMENT 7. Training Needs Analysis 7. 2 Continuous Training and Development 7. 3 Evaluation of Training and Development 7. 4 New Development Plans 8. PROMOTION PROCEDURES — SELECTING THE BEST MANAGERS 8. 1 Learning Culture 9. PERFORMANCE MANAGEMENT 9. 1 Continuous Appraiser Briefings 9. 2 Link with other HRM Functions 10. 11. 12. CONCLUSION DISCIPLINE RETENTION — PROMOTING A CONDUCIVE WORK ENVIRONMENT 8 8 9 9 10 10 10 11 11 12 13 13 14 14 14 15 16 National Polic ing Strategic Framework National Policing Strategic Framework BlueBlue Print Print Human Resource Management Capability HRM Capability HUMAN RESOURCE MANAGEMENT CAPABILITY (modernising our human resource management) 1. INTRODUCTION The human resource is considered as the most important asset of all organisations. It has been argued that in service organisations, the quality of service delivered is very much dependent on how best those who deliver the service are managed. However, the proper management of an organisation’s human resource is best achieved by adopting an integrated approach. We should look at the HRM functions holistically so that there is coherence between them (achieving horizontal integration) and HRM policy and practices are in line with the organisation’s overall strategy (achieving vertical integration). No modern organisation can claim to build coherence in HRM practices without a dedicated HRM department. The MPF is no exception. But organisations differ in the services provided by their respective HRM departments. Such services may vary from mere administrative work on one extreme of a continuum to performing strategic HRM, which helps top management in making informed strategic decisions, on the other. With the posting of a number of officers from the Ministry of Civil Service to the MPF, the organisation has set up a Personnel Division to replace the former Records Office. However, the duties performed by the Personnel Division have so far been of a routine and administrative nature such as personnel records keeping and processing of salary, leaves, retirement benefits etc. For better Human Resource Management in the MPF we will empower the Personnel Division in a more strategic role. This HRM strategy sets out the MPF’s plans to ensure that, within the existing system in which it operates, the organisation has the right staff, at the right time, in right number, at the right place, with the right knowledge, skills and attitudes, to do the right things within the right organisational environment so that it can fulfil its mission and meet its strategic aims and objectives. Therefore, this Blue Print presents an HRM model taking into consideration the context in which the organisation operates and aims at optimizing performance and maintaining efficiency in general. There are many issues that need to be addressed which will take some time. Accordingly, this Blue Print begins the process of change and addresses some of them at this point in time. As the practice of strategic HRM in the MPF gains momentum and confidence, other pertinent and far reaching issues will be addressed. The implementation of this HRM strategy will be spread over the short term (year 2010), the medium term (years 2011 and 2012) and the long term (years 2013 to 2015). 1 National Policing Strategic Framework National Policing Strategic Framework BlueBlue Print Print Human Resource Management Capability HRM Capability This strategy will be reviewed on an annual basis to assess progress. It will be flexible to accommodate changing factors so as to take account of any new legislation, best practices in HRM and emerging trends in policing. We will enhance the HRM functions over which the MPF has control and make recommendations for improving those that are controlled by other stakeholders, which nevertheless, directly impact on our ability to manage our Human Resources effectively. To this end, this strategy is structured around the following key themes: Human Resource Planning; Recruitment and Selection; Learning and Development; Promotion; Performance Management; Reward and Retention; and Discipline. 2. Under the Constitution of Mauritius, the Mauritius Police Force (MPF) is classified as a â€Å"disciplined force† and is under the command of the Commissioner of Police, who is inter alia, responsible for determining the use and control of the operations of the Force. With regard to the administration of the Force, the powers of Appointments, Confirmation in Appointments, Promotions and Termination of Appointments are under the Disciplined Forces Service Commission (DFSC) Regulations 1997, vested in the DFSC, whilst the other Human Resource Management (HRM) functions, however rudimentary, such as human resource planning, training and development, performance appraisal, etc are under the jurisdiction of the Commissioner of Police. BACKGROUND At present, the HRM functions within the MPF are being carried out by personnel from the Ministry of Civil Service and Administrative Reforms who are embedded within the Police Headquarters. In so far as, pay and conditions of service of members of the Force are concerned, such matters are determined by the Pay Research Bureau (PRB) as it does for the whole Civil Service. As regards budgeting, financial allocation to the MPF is made by the Ministry of Finance. Prior to that, there are budgetary consultations during which the Police Department presents its requirements. The Government of Mauritius has since year 2008, adopted the concept of Programme Based Budgeting (PBB) in order to ensure greater effectiveness and efficiency in performance through increased accountability in the Public Service. This consists in expressing organisational 2 National Policing Strategic Framework National Policing Strategic Framework BlueBlue Print Print Human Resource Management Capability HRM Capability strategies in terms of distinct programmes and sub-programmes. For each programme and sub-programme, attainable and measurable objectives, outputs and outcomes are set. There is a continuous monitoring process to ensure that these are met. The PBB also makes estimates for the human resource requirements under each programme and sub-programme. 3. In this Blue Print, we have set clear targets that we want the organisation to achieve in the short, medium and long term. Staff should hold competencies as described in the succeeding paragraphs, to enable the organisation to attain its objectives. WHERE WE WANT TO BE 3. 1 The organisation, through its staff, will not only strive to maintain a high standard of operational efficiency and effectiveness but will also be responsive to environmental changes. Changes will be, as far as practicable, anticipated and planned so that they get implemented with least resistance and work disruption. The Organisation The organisation will also ensure that staff has the right knowledge, skills and attitudes to effectively deliver the quality service expected by the community. Stress will be laid on the need for the enlistment of quality staff that has the capability to cope with the demanding requirements of the police function. Accordingly, less emphasis will be laid, at selection stage, on physical traits, which have little bearing on the quality of staff. We will endeavour to create a conducive work environment where organisational citizenship and the sense of belonging to the organisation are encouraged. We will promote the Safety and Health of all our staff and work towards achieving a satisfactory work/life balance. We will encourage the sharing of knowledge and experiences among officers throughout the organisation. We also want to ensure that Officers attaining ranks are only those who are the best qualified. We will adopt best Human Resource Management policies and practices from other police organisations abroad. 3. 2 Our Constables/Corporals should: The Constables/ Corporals i. ii. iii. maintain a high professional standard; possess emotional and psychological stamina to evolve in a stressful environment; be of irreproachable character; 3 National Policing Strategic Framework National Policing Strategic Framework BlueBlue Print Print Human Resource Management Capability HRM Capability iv. v. vi. vii. viii. learn from their mistakes and those of others and improve on identified shortcomings; and ix. develop a learning culture. continually enhance their skills through professional development programmes; accept responsibility and be willing to take initiatives; be daptable to changing policing needs; possess knowledge, skills and attitudes for efficient service delivery; 3. 3 Our line supervisors should: Line Supervisors (Police Sergeants) i. ii. iii. iv. v. effectively appraise their subordinates and monitor their performance. engage in continuous training and development; and display high standard of conduct; engage in professio nal development programmes to enhance their skills; demonstrate basic supervisory and managerial skills; 3. 4 Our Chief Inspectors, Inspectors and Sub-Inspectors should: Line Managers (Inspectorate) i. ii. ii. acquire additional skills (conflict resolution, mediation, motivation, presentation, communication, etc. ); iv. v. vi. vii. viii. effectively implement organisational strategies. encourage their subordinates to take initiatives; and create a conducive work environment; identify training and developmental needs of their subordinates; set up structures for knowledge sharing; continuously develop their managerial skills; demonstrate a high standard of managerial skills; 3. 5 They will be expected to: Middle Managers (ASP SP) i. consolidate their managerial skills; 4 National Policing Strategic Framework National Policing Strategic Framework BlueBlue Print Print Human Resource Management Capability HRM Capability ii. iii. iv. v. vi. develop a strategic thinking ability. demonstrate ability for these higher responsibilities; and monitor the implementation of organisational strategies; practice mentoring and coaching; create a conducive work environment; 3. 6 They will be expected to: Top Managers (ACP DCP) i. ii. iii. practice mentoring and coaching. create a conducive work environment; and formulate and present policing strategies; 4. In order to enable the HRM department to operate strategically, the existing Personnel Division will be re-organised and re-structured as shown below: HOW WE GET THERE 4. 1 Recruitment Selection DFSC Promotion CP The Structure of the Human Resource (HR) Department ACP (HR)/ HR Manager Performance Training HR Management Development Planning Relations Records Discipline Personnel Reward Retention HR HR Administration 5 National Policing Strategic Framework National Policing Strategic Framework BlueBlue Print Print Human Resource Management Capability HRM Capability The HR Department will be headed by an Assistant Commissioner of Police HR (ACP HR)/HR Manager and will be responsible to the Commissioner of Police for the proper running of the department. The latter will formulate the MPF’s HRM philosophy and policy. The head of HR Department will submit to the Commissioner of Police, an Annual HRM Plan for the following year for approval and incorporation in the organisation’s Force Annual Policing Plan. Likewise, HRM Reports underlining progress in the HRM field during the previous year, will be submitted for inclusion in the Force Annual Report. The functions of the different components of the new structure are as described in the succeeding paragraphs. 4. 1. 1 ACP HR / HR Manager The ACP HR /HR Manager (who will be a member of the Force TCG) will, inter alia, be responsible for the following: Lead the HRM department; Plan, organise and staff the whole HRM process; Ensure that MPF’s HRM philosophy and policy are implemented; Ensure that HRM Plans are implemented; Submit annual the HRM Plan and HRM Report; and Evaluate the HRM process and ensure effectiveness of the department. 4. 1. 2 HRM Desks The HRM department will be organised into a number of desks each performing a distinct HRM function as shown below: HR Planning Performance Management Training Development Discipline Employee Relations Reward Retention HR Records HR Administration Analysis of operational effectiveness Monitoring performance of all staff. Monitoring training and development of all staff. Follow up of disciplinary cases with DFSC. Formulating and implementing reward and retention policies. Computerisation of the HR records Appointment Confirmation Forecast of demand and supply Managing staff Contributing to attendance. TNAs. behaviour of staff. Data entry Interdiction and maintaining all HR records. Monitoring Leaves processing Reviewing reward and retention policies. Maintenance and Labour turnover analysis Monitoring PDP. review of balance scorecard system. Improving Monitoring management development. managementstaff relations. Maintaining Appointment to the Yellow page. other Ministries Succession planning Conducting Benefits and staff surveys and exit interviews. Allowances Input for promo Monitoring tion. Annual HR plan and HR report ? Setting up of Identifying training and development needs of staff. knowledge sharing systems. performance of problematic officers. Medical Boards Transfers HR audit Evaluate training and development. Conducting research and Benchmarks Resignation Identifying poor Retirement performers. Postings etc. 6 National Policing Strategic Framework National Policing Strategic Framework BlueBlue Print Print Human Resou rce Management Capability HRM Capability 4. 1. 3 Management Information System (MIS) The HRM Records Desk will maintain all records pertaining to personnel in the MPF. With the computerization of these records, we shall create an HR database, which could be accessed by top management for up-to-date information and informed decision-making. 5. Planning is an integral part of management and whenever resources are managed, this involves some form of planning. HR PLANNING — MAKING THE HR FUNCTION STRATEGIC As the human element is central to organisational success, we will formalize and regularise our HR planning and extend its scope. We will adopt an HRM approach that will make our different HRM practices more coherent and in line with the MPF’s strategy. HR planning will therefore be developed to include the following activities: Conducting demand/supply analyses and forecasting; Analysing the operational effectiveness of the organisation (critical events analysis for skill gaps); Analysing the various HRM practices in the MPF to ensure coherence; Conducting staff surveys and exit interviews to identify areas in which the organisation is performing well and in which it must improve; Creating career path and succession planning; Conducting research and benchmark best HRM practices in police organisations; Submission of Annual HRM Plans and Reports to the CP; and Conducting annual HR audits (self appraisal). To be able to perform Human Resource Planning, it is imperative that all records pertaining to human resources in the organisation are computerized. This process has already started with the purchase of HRM software for the MPF. We will accelerate this computerization process by inducting more personnel to enter data into the system. To achieve this development of the HRM functions, we will have to support and develop our existing staff. 7 National Policing Strategic Framework National Policing Strategic Framework BlueBlue Print Print Human Resource Management Capability HRM Capability 6. 6. 1 Recruitment is the process of attracting candidates to apply for a post. The present eligibility criteria for enlistment are as follows:- RECRUITMENT AND SELECTION — HIRING THE BEST Recruitment General Certificate of Education with passes at â€Å"Ordinary Level† in five subjects obtained on one certificate or an equivalent qualification; Height — minimum of 170 cm (Male) and 163 cm (female); Girth of chest — minimum of 84 cm; and Body Mass Index (BMI). 6. 1. 1 Basic Entry Requirements Enlisting recruits with only Ordinary Level academic education means that the burden of developing other skills, which are important for policemanship will be borne by the organization. Over the past years, the MPF has been engaged in developing staff in a number of fields such as first aid, driving, swimming, Information Technology, etc. With a view to ensuring that the quality of staff satisfies contemporary policing needs, recruitment criteria will be reviewed in consultation with the DFSC. We will recommend a skill-based recruitment procedure while maintaining the existing level of basic academic entry requirement. . 1. 2 Physical Traits From the very outset, the prescription for height, chest and BMI eliminates a large number of potential candidates. This deprives the DFSC of the possibility of selecting prospective candidates from a larger population. In the modern environment where the respect for Human Rights by law enforcement officers has gained pre-eminence, recruiting pol ice officers with the right personality traits has become equally important. In such a context, the issue of mensuration for height, chest and BMI have lost significance. The public is expecting to deal with officers who are eager to elp, display empathy and above all, trustworthy rather than acting mechanically. In the long run, we are proposing the elimination of the prescribed height measurement, as it is the case in UK and some other countries. However, we want this change to take place smoothly and to be accepted by the Mauritian population without giving rise to a cultural shock. We therefore, recommend that, initially, the minimum height requirement for male candidates be aligned to that of their female counterparts, that is lowering the minimum height requirement to 1 m 63 cm (5 feet 5 inches). 8 National Policing Strategic Framework National Policing Strategic Framework BlueBlue Print Print Human Resource Management Capability HRM Capability We further recommend the elimination of BMI and chest measurement and propose the introduction of a Waist Circumference measurement, which will screen out obese and too lean applicants who may not be suitable for the organisation. 6. 2 Selection Selection is the process of choosing the best candidates to join an organisation. At present, suitability of candidates to join the MPF is determined by the following tests/assessments: i. ii. iii. iv. Interview. Medical examination; and Physical aptitude test; Measurement; We recommend that the selection process be enhanced by the criteria mentioned below. 6. 2. 1 Psychometric Test It is recognised that Police work is associated with much stress. Situations such as attending fatal injury cases, facing riotous situations, dealing with hot-tempered criminals, etc, affect the sensibilities of police officers and interfere with their psychological equilibrium. Officers need to have the faculty to recover fast from such traumatic experiences so as to maintain their psychological and emotional balance. The Force needs Police Officers who are mentally stable and capable of functioning in stressful and adverse conditions and still, able to take right decisions. Psychometric test, at selection stage, is therefore, recommended so as to identify and eliminate candidates who are not psychologically/emotionally suitable for police work. 6. 2. 2 Background Investigations and Reference Checks We recommend that rigorous and thorough screening of candidates with regard to character, criminal records, drugs etc. e carried out at the preliminary stage of the selection process prior to enlistment. 6. 3 An average of around two hundred and fifty police officers retire from the Force for various reasons every year and the current rate of intake does not follow the same trend with the result that we are often short of manpower. The HRM department will therefore, ensure that there is a corresponding intake of recruits in order to replace those retiring from the Force in time. Enlistment 9 National P olicing Strategic Framework National Policing Strategic Framework BlueBlue Print Print Human Resource Management Capability HRM Capability 7. TRAINING AND DEVELOPMENT ADDING VALUE TO HR FOR BETTER PERFORMANCE Given the complex nature of policing, a Police Officer requires the appropriate knowledge, skills and attitudes for the effective discharge of his/her duties. These are inculcated in our officers through Training and Development programmes which are designed and delivered by the Police Training School. With a view to enhancing the present Training and Development process in the MPF, the following changes will be carried out. . 1 The conduct of TNA is necessary for the identification of any knowledge and skills gap in an organisation. Consequently, the gap disclosed needs to be filled by appropriate training and developmental programmes. Training Needs Analysis (TNA) To ensure that Training and Developmental programmes that meet the needs of organisation are designed, we shall introduce a formal structure for the conduct of TNA’s within the MPF. The scope of TNA activity will comprise: i. ii. iii. iv. Obtaining feedback from the Performance Appraisal System. Analysis of critical incidents; and Taking into consideration the HR plans of the organization; Consultations with a larger number of stakeholders; 7. 2 In the context of a fast changing environment, it is crucial that all police personnel are regularly trained and developed in the latest policing techniques and law and procedures and also, refreshed on core police subjects. To enable the PTS to cope with the training load at Force level, we will: Continuous Training and Development i. can share part of the training with the PTS; and, ii. personal computers. ntroduce E-Learning in order to disseminate knowledge throughout the Force via set up a formal structure for the Divisional and Branch Training Units so that these 10 National Policing Strategic Framework National Policing Strategic Framework BlueBlue Print Print Human Resource Management Capability HRM Capability 7. 3 The aim of all Training and Development programmes is to bring a change in staff performance. To be able to gaug e effectiveness of Training and Development programmes in bringing the expected change, it is necessary that evaluations be carried out. Evaluations are at present carried out by the PTS but are limited to the following levels: Evaluation of Training and Development i. Reactionary level — what trainees feel about the programme followed; and i. Immediate level — what changes in knowledge and skills have taken place at individual level. The present evaluations do not indicate whether the programmes are positively impacting on the workplace and whether there have been positive changes at organizational level. In order to ensure that all training and developmental programmes positively impact on service delivery, we shall, in the first instance, ensure that evaluations are extended to the Intermediate level; that is, evaluating its impact on the workplace. Eventually, we shall extend evaluations of Training and Development programmes at Ultimate level; that is, assessing their impact on the organisation. Human Resource Planning capability will be helpful in this process. 7. 4 We intend to introduce new developmental programmes for our officers so as to further enhance their knowledge, skills and attitudes. The following will be recommended: New Development Plans 7. 4. 1 Professional Development Programmes The PTS will be called upon to set up Professional Development Programmes consisting of a number of stand-alone and self-readable modules on generic topics relevant for officers of different levels in the Force, such as leadership, motivation, communication, mediation skills, etc. These will be made available on-line. Police officers will be able to log in to the system using personal passwords issued by the PTS and study any of the programmes in their own time according to their needs. Thereafter, they may arrange with the PTS to undergo an appropriate test. On successful completion of a programme, officers will become eligible for the award of a certificate. This process will open up development opportunities for all Police Officers and will help create a learning culture. The Professional Development Programmes may, eventually, be linked to promotions within the organisation by giving these a weight in determining suitability of an officer for such promotion. 11 National Policing Strategic Framework National Policing Strategic Framework BlueBlue Print Print Human Resource Management Capability HRM Capability 7. 4. 2 Knowledge Management At present, officers with years of experience leave the organization taking away valuable experience and knowledge. There is no system available within the organisation to capture such experience and knowledge. Such knowledge and experience, if captured, could be referenced by other officers and will help serving officers to take advantage thereof. It is intended to set up a Knowledge Database for the MPF. Individuals and teams would be encouraged to record therein their unique/rare experiences and knowledge. The database will also be used to archive successes and failures at Station, Divisional and Force level so that lessons could be learnt. After research and planning, such a system will be set up on a pilot basis in one of the Divisions before extending to the whole Force subsequently. In addition, a Yellow Page for the organisation will be created in which the names of officers who possess specific competencies acquired through specialised training will be recorded. Anyone in the MPF who will need such expertise, may be referred to those officers. . 4. 3 Management Development Organizational success depends to a large extent on the performance of individuals in the organization. We also consider that organisational success is dependent on the quality of management. Training and Development of subordinates and managers should be given equal importance. Accordingly, the Management Training Unit will be reenergized and entrusted the responsibility for management development training wit hin the MPF. We believe that managers at all levels need to be refreshed regularly on management skills. Management development will no doubt, also help improve staff relations within the organisation. Top managers will equally be initiated in Mentoring and Coaching of their subordinates and potential successors. Management will also be encouraged to promote the concept of Communities of Practice within the Force whereby best practices identified in the different units of the Force will be regularly shared at level of the Tasking and Coordination Group (TCG) meetings. 8. Managers are people responsible for directing the efforts aimed at helping organisations to achieve their goals. These officers perform a crucial role and should therefore be selected with much scrutiny. Promotions to the rank of Police Sergeant (PS) and Inspector (Insp. ) are at present based on a Competitive Examination for Promotion. Successful candidates are in the first instance PROMOTION PROCEDURES — SELECTING THE BEST MANAGERS 12 National Policing Strategic Framework National Policing Strategic Framework BlueBlue Print Print Human Resource Management Capability HRM Capability considered for promotion in a temporary capacity. Subsequently, they are required to follow an NCOs’/Inspectors’ Cadre Course. On the satisfactory completion of the Cadre Course, the DFSC considers their promotion in a substantive capacity subject to the recommendation of the Commissioner of Police. With regard to promotion to the rank of Chief Inspector and above, there are no such Competitive Examinations. As per Regulation 14 (3) of the DFSC Regulations, professional or technical qualifications, experience, merit and suitability for the office in question are given greater weight than seniority in deciding suitability for promotion. In practice, in the absence of effective HRM means we are relying on seniority as the most important criteria, for promotion and of course, this needs to be rectified. With a view to ensuring that officers who have an overall good performance, get promoted, it is suggested that a Balanced Scorecard System (BSS) be introduced. Additional criteria that will take into account other suitable capabilities and qualities of such officers would be considered with a view to ensuring that the most qualified candidates are selected for promotion. It is believed that the above proposals will entail amendments to our existing Regulations and Orders. We consider that the changes to the existing promotion selection system need consultations. Consequently, the necessary consultations should be opened with the various stakeholders. An early task of the HRM Department would be the publication of proposals for changing the present promotion system. 8. 1 Learning enables police officers to keep update with ever changing laws, procedures and practices. It also helps to maintain morale and motivation among officers and ensures standardisation and quality service delivery. Therefore, management has the duty to encourage staff to learn continually. Learning Culture With a view to promoting a learning culture, we recommend that Competitive Examinations for Promotion be held once every two years. For each examination held, an estimation of the promotion requirements for the post of Police Sergeant and Inspector will be determined and declared by the HRM Department. After the examination, when the list of successful candidates has been publicised, vacancies that have arisen previously, will be filled in the first instance. As regards officers who have passed the examinations and where no vacancies are available, they will be placed on a Waiting List. With this suggestion, all vacant posts in the rank of Sergeant and Inspector will be regularly filled in with less disruption to Police work. 9. Performance Management is an important human resource management activity. It enables an organisation to ensure that individuals perform to their optimum level and at the same time, the individual departments and the organisation as a whole meet their objectives. PERFORMANCE MANAGEMENT — CREATING NEW WORK CULTURES 13 National Policing Strategic Framework National Policing Strategic Framework BlueBlue Print Print Human Resource Management Capability HRM Capability In this context, the Ministry of Civil Service and Administrative Reforms has introduced a new Performance Management System (PMS) in the Civil Service. The new PMS ensures that, in relation to objectives set, the shortcomings of employees are identified and discussed and remedial measures taken in the course of the year rather than at the end of the year as was the case with the Confidential Reporting system. We therefore consider that the PMS will be an important tool for driving change in the organisation. To that end, we propose to implement the measures described below. . 1 It is recognized that all appraisers will have a crucial role to play in the performance management system. We shall therefore, ensure that Divisional/Branch officers regularly brief all appraisers working under their command, on desired work standards and areas for improvement with a view to evolving a new culture of work ultimately. Continuous Appraiser Briefings 9. 2 For performance appraisal to serve the purpose of improving and maintaining performance of individuals to its highest standard, it should be linked to other HRM functions. Link with other HRM Functions We will therefore create links between performance appraisals and the following: i. identified during appraisals in order to ensure that Officers operate at the required standards; ii. organisation values staff who perform well, managers at all levels will be encouraged to initiate non-pecuniary rewards for their subordinates; iii. suitability for promotion; and iv. expected standards. Sanctions — It is intended to sanction officers who repeatedly fail to perform at the Promotion — Performance appraisals will be given a weight in determining Rewards — In order to reinforce high performance and demonstrate that the Training and Development — This should be the normal outcome of any shortcoming 10. Attracting good candidates in the Police Force is becoming a problem. Although the academic requirement was raised from Primary School Leaving Certificate to Cambridge School Certificate in 1987 PRB Report, yet the background of those who joined the service since then tends to indicate that it has not been an important contributing factor in improving the service quality. Recent indications are that young and qualified persons are reluctant to join the service as RETENTION — PROMOTING A CONDUCIVE WORK ENVIRONMENT 4 National Policing Strategic Framework National Policing Strategic Framework BlueBlue Print Print Human Resource Management Capability HRM Capability greater employment opportunities to their liking are available elsewhere. There are indications that those who have already joined the service, are but using the service as a stepping-stone or for temporary employment till they fi nd greener pasture elsewhere. Therefore, there is a need to find ways and means to encourage young persons to join the service or those who are already in the service to retain them. We will adopt the following enlistment and retention strategy: Benchmarking, adopting and developing best HR practices; Commitment to ensuring Safety and Health; Promoting Sports and Leisure activities; Improving the work/life balance of officers; Working a feasible career path taking into consideration the specificity of the MPF; Creating more opportunities for training and development; Rewarding outstanding performance; Creating a friendly, supportive and inclusive work environment; Valuing rank as well as competence and experience of officers; Setting Stress Management Programmes and Post Traumatic Stress Management Programmes; Adopting a policy of continuous evaluation and improvement in reward and retention policies in the MPF; Constantly reviewing pay and general conditions of service in the MPF; and Improving opportunities for internal enlistment such as pilot, Cadet Inspector (Graduate), engineer, etc. 11. All organisations have to deal with problematic officers. For a ‘Disciplined Force’, dealing promptly with such officers and maintaining discipline within the rank and file are an important requirement to preserve the vitality and dynamism of the service. The MPF recognises that it is important to deal effectively and promptly with underperformers so that the morale, motivation and spirit of the majority of staff are not affected. In other organisations, whilst getting rid of such officers may not be a problem; the existing procedures in the MPF are rather cumbersome. In this regard, we will make recommendations to the DFSC to review the existing DFSC Regulations. DISCIPLINE 15 National Policing Strategic Framework National Policing Strategic Framework BlueBlue Print Print Human Resource Management Capability HRM Capability 12. The MPF recognises that human resource is the most important factor in the development of the Force. To produce the new desired organisational results, human resources need to be managed strategically. HRM functions must not only be integrated horizontally for better coherence in all HRM practices but also, vertically in line with the organisation’s overall strategy. CONCLUSION This Blue Print therefore, aims at reorganising the HRM department so that henceforth, through systematic planning, it will help in the recruitment and selection of quality staff, ensure that there is optimum training and development of staff, ensure that the best qualified officers are promoted, create links between performance appraisals and other HRM functions and contribute to create a conducive work environment capable of attracting and retaining staff. Ultimately, it will deliver the desired strategic product that will be used by top management for making informed strategic decisions in so far as HRM is concerned. ********** 16

Great Expectation Essays - English-language Films, British Films

Great Expectation Great Expectations The novel, Great Expectations, presents the story of a young boy growing up and becoming a gentleman. He must learn to appreciate people for who they are, not shun them for who they arent. Nicknamed Pip, Philip Pirrip, the main character, goes through many changes in his personality, as he is influenced by various people. Pip experiences tough times as a boy and a young man, but at the end he has become a fine, morale young man. In the beginning, Pip, an orphan, considers himself to be a common laboring boy, but he has a desire to improve his station in life. He is raised by his sister, and her husband, Joe Gargery. Then Pip meets Estella, the adopted daughter of Miss Havisham, an old lady who is bitter and eccentric. Estella taunts Pip and is very cruel to him, but he still falls in love with her. Miss Havisham is teaching Estella to hurt men, because she herself was deserted by her fianc? on her wedding day. One day, Mr. Jaggers, a lawyer, reveals to Pip, that there are Great Expectations for Pip. He is given the money to become a gentleman and receive a good education; he assumes that his benefactor is Miss Havisham. In London, Pip makes many new, high-society friends. When Joe Gargery comes to visit Pip in his new way of life, Pip is ashamed of Joe, because he is a commoner. At this time, Pip is around twenty years old. Estella is still the center of his attractions. When she comes! to London, he meets her, but she tries to warn Pip to stay away from her because she might hurt his feelings. She is being kind to him in the only way that she knows how. Around the same time, Pip receives a letter telling him that Mrs. Joe Gargery had died. A man from Pips past steps out, an ex-convict, named Magwitch, who he had fed many years ago; this man is his true benefactor. Pip finally knows the truth about this man. Magwitch is Estellas father, and Mr. Jaggers housekeeper is Estellas mother. A short time later, Estella is wed to Bentley Drummle, but she is very unhappy. Pip falls ill, and Joe comes to take care of him. While he is being nursed back to health, Pip starts to appreciate Joe and begins to look past the fact that he is common. He receives the news that Miss Havisham is dead. Pip visits Joes home and is told that Joe and Biddy, Pips friend, are married. Pip then returns to London and continues his life for eleven more years. Pip finally goes back to Joes house, to find that Joe and Biddy have a son, and they have named him Pip. During that last visit, he returns to Miss Havishams old run-down home. There he meets Estella, grown into a woman, her husband dead. There, Estella asks Pip to for! give her, he does, and all is well. So the story ends, with grown Pip and a changed Estella both at peace with each other. In conclusion, I thought that this was a very well written book. It took me a while to get into it and understand the plot, but now I see that Dickens wrote Great Expectations with a very complex plot and well described characters. From Joe Gargery to Miss Havisham, I really got to know the characters as if they were people. I would describe this book as a delightful story with a sprinkle of mystery and a handful of romance, with a pinch of fun all mixed in. English Essays

Homeland Security Presidential Directive 12 Cost Justification and Benefits

Homeland Security Presidential Directive 12 Cost Justification and Benefits Free Online Research Papers Homeland Security Presidential Directive 12 Cost Justification and Benefits Information Technology Essays The problem with today’s authentication is the ability to electronically prove and provide confidence in a person’s identity. Authentication focuses on confirming an individual’s identity based on reliable credentials. Homeland Security Presidential Directive 12 (HSPD) was created to solve this problem and provide better identity management security at federal agencies. The HSPD 12 directive requires the development and agency implementation of a mandatory, government-wide standard for secure and reliable forms of identification for Federal employees and contractors. This directive signed by President Bush in August 2004 established an official federal government policy for the issuance of a common identity verification standard. The purpose of this paper is to discuss how agencies justify the costs involved in complying with the HSPD 12 mandate, what benefits agencies expect in return for their investment, and the risks associated with identity management. The National Institute of Standards and Technology (NIST) determined that secure and reliable forms of identification need to be both physical and logical for entry into federal buildings and technology data centers. NIST decided the standard would include the use of smart cards with embedded biometric fingerprints, and public key infrastructure (PKI) that links an individual to a specified public key for electronic signing (See Appendix A). NIST created the Federal Information Processing Standard Publication 201 (FIPS 201) and Personal Identity Verification (PIV). According to NIST, the FIPS 201 includes two parts called PIV I and PIV II, and states the following (See Appendix B): The requirements in PIV I support the control objectives and security requirements described in FIPS 201, including the standard background investigation required for all Federal employees and long-term contractors. The standards in PIV II support the technical interoperability requirements described in HSPD-12. PIV II specifies standards for implementing identity credentials on integrated circuit cards (i.e., smart cards) for use in a Federal system. FIPS 201 requires agencies to: 1. Establish roles to facilitate identity proofing, information capture and storage, and card issuance and maintenance. 2. Develop and implement a physical security and information security infrastructure to support these new credentials. 3. Establish processes to support the implementation of a PIV program. (GSA, 2005a) The notion behind these standards is to provide enhanced security at Federal facilities and information systems. Cost Justifications: One way an agency can justify the cost of identity management is the fact that it enhances security by safeguarding access to buildings, secure areas, and electronic systems. Conventional authentication can be easily forged, stolen or altered to gain unauthorized access. This type of security breach can lead to identity theft that has the potential to cost individuals and agencies large financial losses. The Federal Trade Commission in 2004 conducted 4,057 interviews with individuals who incurred losses associated with identification theft and estimated the costs to them. The loss estimates were compiled from the data gathered from the interviews and was said to cost nearly $10,200 per incident and $33 billion total for agencies, businesses and financial institutions. The frequency of these incidents indicates a growing problem of theft and loss. Examples of compromised records include 1.4 million credit card numbers from DSW Shoe Warehouse, 200,000 client files from Ameritrade, reco rds for 30,000 students and staff at George Mason University, 59,000 student records at a California University, Bank of America tapes with information on 1.2 million government employees, University of California laptop stolen with 100,000 identities, 280,000 possible victims at LexisNexis, 145,000 social security numbers at ChoicePoint, (FTC, 2003) and most recently the social security numbers of 26.5 million veterans. The use of smart cards developed pursuant to the NIST PIV II standard would provide enhanced security authentication. What a smart card offers is a plastic device about the size of a credit card that contains an embedded hardware computer chip that is separate from the computer. (See Appendix C). If a compromised computer is infected, the smartcard itself would not be affected. Smart cards operate in their own separate space, which make them less susceptible to being compromised, thus making them a more robust method for authentication as well. A second way government agencies can justify the cost associated with smart cards is that they provide the hardening of logical security. This could prevent thieves from unauthorized access and help address the concerns associated with identity theft. The unique advantage that smart cards have over traditional cards with simpler technologies like magnetic stripes or bar codes is that they can exchange data with other systems and process information. (See Appendix D). Older card versions were static and could not exchange data. By securely exchanging information, a smart card can help authenticate the identity of the individual possessing the card in a far more thorough way than is possible with traditional identification cards. A smart card’s processing power also allows it to exchange and update many other kinds of information with a variety of external systems, which can facilitate applications such as financial transactions or other services that involve electronic record- keeping. (GSA, 2005b) This enhanced security reduces the risk of identity theft and financial losses. A third way government agencies could justify the costs associated with smart cards would be through enhanced security for remote authentication. (See Appendix E) Most agencies have developed systems to allow remote access even though it provides an alternative method for non employees to gain access. Normally, controlled computer environments like those found at federal agencies, banks, financial institutions and physical stores have security measures in place to stop malicious behaviors. This is not always the case when people work at home using their own computers. These computers are usually directly connected to the internet and are outside controlled settings. Because of this, the potential risks are significant when data is left unprotected. Using PKI public key cryptography can help solve the problem with unprotected data. This encryption technology stores a person’s digital certificate and has the ability to thwart thefts by safeguarding identities. Many agencies have looked at smart cards and the PKI model to include key management. When a certificate is created, there is a multistage process involved. Typically, for authentication and digital signature key pairs, the keys are generated locally on the smart card. The private key never leaves the smart card, while the public key is exported for inclusion in a certificate request. There are four key components for PKI to be successful: 1. Registration/Enrollment: To create a digital certificate, PKI systems require a secure process for verifying the persons identity. PKI products supported multiple methods of making sure that applicants for certificates were legitimate and actually were who they were claiming to be. The same secure registration process is needed for granting access to customer identity information. 2. Repository: PKI required both a trustable public repository for public keys and a secure repository for backup of private keys. Protecting stored identity information requires a secure repository, as well. 3. Revocation: For digital certificates to be meaningful, a process was needed to inform those relying on certificates that a certificate had expired, had been revoked or was, for whatever reason, no longer valid. Revoking access to customer identity information when that access no longer has business justification is a critical requirement. 4. Reliability: PKI systems included mechanisms for archiving and backing up encryption keys, had guidelines for protecting the PKI infrastructure, and had auditable mechanisms (defined in certification practice statements) for defining the security processes that would be employed to maintain the trust of the entire PKI. Systems that handle sensitive identity information should have standard formats for documenting similar assurances. (Pescatore, 2005a) Using the public key infrastructure (PKI) components described above has the ability to save government agencies time and money by mitigating the risks associated with identity theft. (See Appendix F) The recent incident involving the Department of Veterans Affairs (VA) that compromised the identities of up to 26.5 million veterans and some spouses provides plenty of justification of the cost for better identity management security. Gartner research evaluated costs related to identity thefts similar to the ones being publicly announced. They estimated that data breaches will cost companies 50 percent more than data protection will. Gartner states the following: A company with at least 100,000 accounts to protect can spend, in the first year, as little as $6 per customer account for just data encryption or as much as $16 per customer account for data encryption, host-based intrusion prevention and strong security audits combined. These unit costs will be reduced drastically if these strategies are applied to protecting millions of customer accounts. This compares with an expenditure of at least $90 per customer account when data is compromised or exposed during a breach. Likewise, these costs may escalate dramatically if proposed legislation mandating fines up to $11,000 per exposed and damaged customer account is imposed. (Pescatore, 2005b) According to Gartner research, nearly all data theft attacks could have been prevented if the sensitive data was encrypted and the encryption keys were properly protected. For large environments such as government agencies with over 100,000 records to safeguard, Gartner estimates the costs associated with equipment, integration and maintenance to be about $6 per person in the first year. The estimates of using PKI encryption would decrease each year and cost approximately $1 per account per year in recurring costs. Gartner research’s evaluations show there are significant losses associated with not protecting data. Their cost estimates for data encryption show a cost savings in comparison, and should help agencies decide whether to move forward with this technology. Benefits: One of the benefits of this technology is the ability to consolidate personal identity requirements. Consolidating logical and physical security controls into a single, card connected system has the potential to save money and reduce security costs by 40 to 60 percent over traditional approaches, while enabling an agency to control a greater percentage of its access points. A single system eliminates the costs of installing and wiring traditional access points. It also reduces the considerable expense of traditional architectures and system for access control at remote locations. These savings would allow agencies to expand the number of locations and systems that are electronically secured. Agencies can also benefit from using a single interface to control both wired and card-connected access points. This would allow administrators to manage a large number of users and locations more efficiently. Each smart card credential securely carries the roles and privileges of the individual from wired to standalone access points, creating a card-connected environment. The benefit is realized when the cardholders become an extension of the physical access network, and their cards carry information to and from the readers. By following this model, security is increased significantly at a fraction of the normal cost. For example, if an employee leaves the agency, rather than replace door locks and wiring (at a cost of $5,000 each, as well as time delays), the card permissions can be immediately revoked and the employee can no longer access the facility or information networks. (Electronic Government: Agencies Face Challenges in Implementing New Federal Employee Identification Sta ndard: GAO-06-178, 2006) A second benefit of this technology is electronic authentication. This provides simpler access to multiple agency applications through the re-use of credentials and established identities. Using a single central credential permits access to multiple systems without having to key in multiple passwords. An example of an industry leader providing easier access to multiple systems is UBS, a global financial company headquartered in Switzerland. They accomplished identity authentication by the successful implementation of PKI. This company implemented the use of digital certificates that linked their employees to a specified public key for electronic signing. They used the PKI security architecture as a method to address efficient and secure authentication. UBS concluded that the processes and technology that had worked in a centralized environment were no longer effective in a decentralized one. Major concerns were increased inefficiency, rising costs and the reduced ability to control r isk. Their problems included the following: 1. The network of open production systems could be reached from anywhere, putting critical data at significant risk. 2. Existing applications were not designed to function within such an environment. User authentication by plain old passwords was increasingly seen as providing an unacceptably low level of protection against illegitimate access in such an environment. 3. The bank had almost half a million different passwords in use: The average user had to remember at least 15 passwords, making it inevitable that many users would write down their passwords. Additionally, significant help desk resources were devoted to resetting forgotten passwords. (Noakes-Fry, 2005b) The technologies and processes that were in place prior to moving towards PKI could not eliminate or reduce the three problems indicated above. The company predicted the problems would only worsen as the network continued to grow. UBS decided it needed to change in order to provide a strong, reliable, and human-accessible user authentication to information resources. Identity authentication objectives at UBS were defined by a single sign-on process. This allowed each user to only remember a single PIN and authenticate once per login session to access all systems. The company used smart cards that permitted user access to the computer and authentication to additional systems. The public-key infrastructure (PKI) was the key component to support stronger user authentication and identity management in the environment. Cost savings were realized because UBS was able to reduce the number of help desk calls for password support. According to UBS, many hours were spent each retrieving or resetting users passwords which resulted in the loss of productivity. Since implementing single sign on the company has increased security, improved functionality and reduced help desk expenses. A third benefit of this technology is the ability to move away from paper signatures and towards public key digital signatures. This move has the potential to reduce the amount of time normally spent processing paperwork and transform business electronically. Moving away from paper records and towards electronic forms supports the Government Paperwork Elimination Act (GPEA). This act recommended that federal agencies establish electronic forms to provide immediate feedback from data submitted online. It stated that forms should be electronically fill-able, file-able, and signable, and a model of user friendliness and efficiency. Signed records can be stored and retained for the purposes of retrieving them for later use, either as part of a related business process or a legal proceeding. Some records may be retained for decades. This move was successful in the case of a student loan company with a portfolio of more than $2 billion that implemented an online application process for consolidation loans using digital signatures. According to Gartner research, the company met its goal of having electronically fill-able applications in place before the huge wave of applications began arriving in June. These electronic applications were signable with digital signatures and received immediate acceptance from borrowers. Gartner noted that the company experienced a significant reduction in cost and reduction in turnaround time for each application: It previously cost $12 to send an application via FedEx (and including a prepaid FedEx envelope cost another $12), but it now costs $1.35 to send. Under the old system, the company received 35 percent of the applications back with signatures; 65 percent of electronic applications are returned with digital signatures. Using previous delivery methods, it took 10 days to get the application back; with digitally signed electronic applications, turnaround is one day. (Noakes-Fry, 2005a) Risks: There are several risks involved with implementing HSPD 12. These risks include the cost and the looming October 2006 deadline for agencies to meet compliance. Cost is always a big concern at federal agencies, and implementation can be prohibitively expensive for any one agency to bear all of the expenses. Many federal agencies and contractors are already stretched for funding and resources. HSPD-12 is an initiative that requires interoperability between complex federal government systems, the reevaluation of business processes, and unprecedented collaboration between IT, human resources, and physical security staffs. Looking at the requirements for PIV card use, the implementation includes digital certificates, the PIV Cards, printing, middleware software, IDMS, a card management system (CMS), and an OCSP capability. These costs were estimated using models identified by the Office of Management and Budget (OMB): Larger departments estimate that the first year costs per person are between $90 – 110. It is anticipating that out years costs at larger departments will decrease to approximately $60 for initial year based on deployments exceeding 500,000 users. It is anticipated in time these cost will decrease even further. (GSA, 2005a) The recommendation from OMB states smaller agencies need to align themselves with larger federal agencies to lower the total costs of ownership. Moreover, there are a number of costly infrastructure components and processes that an agency may be required to purchase. This would include the expenses associated with physical access control systems that can link multiple agency locations together. These costs may exceed the amount agencies can afford and can absorb by themselves. The concern arises if a single agency were to out source the entire implementation to commercial vendors with its current employees and contractors. If this were to occur, OMB says the costs per person could easily exceed $200. The guidance from OMB proposes waiting until the larger agencies such as the Department of Defense implement smart card use. This way smaller agencies can align themselves with other large volume agencies to take advantage of volume discounts. The United States Government Accounting Office published key findings in the February 2006 report entitled, â€Å"Agencies Face Challenges in Implementing New Federal Employee Identification Standard.† This report provided guidance about smart card technology planning and budgeting activities. There were several concerns raised in the report with regards to the smart card technology. The concerns involved the time frame for effective planning, information gathering about risk, and cost benefit information. The GAO noted the following: As part of the annual federal budget formulation process, agencies are required to submit their budget requests 1 year in advance of the time they expect to spend the funds. In addition, in the case of major IT investments, which could include new smart-card based credentialing systems, OMB requires agencies to prepare and submit formal businesses cases, which are used to demonstrate that agencies have adequately defined the proposed cost, schedule, and performance goals for the proposed investments. In order for agencies to prepare business cases for future funding requests, they need to conduct detailed analyses such as a cost benefit analysis, a risk analysis, and an assessment of the security and privacy implications of the investment. However, agencies have lacked the information necessary to conduct such reviews. For example, agencies have not had reliable information about product costs and cost elements, which are necessary for cost-benefit analyses. In addition, without FIPS 201 compliant products available for review, agencies have been unable to adequately conduct risk analyses of the technology. Most importantly, the lack of FIPS 201 compliant products has inhibited planning for addressing the investment’s security and privacy issues. (Electronic Government: Agencies Face Challenges in Implementing New Federal Employee Identification Standard: GAO-06-178, 2006) The GAO did provide three recommendations that would be helpful in addressing the concerns and enable agencies to move forward with the HSPD 12 mandate. The report discussed the following key activities regarding the compliance standard and recommended the following three actions: 1. Provide specific deadlines by which agencies implementing transitional smart card systems are to meet the â€Å"end-point† specification, thus allowing for interoperability of smart card systems across the federal government; 2. Provide guidance to agencies on assessing risks associated with the variation in the reliability and accuracy among biometric products, so that they can select vendors that best meet the needs of their agencies while maintaining interoperability with other agencies, and 3. Clarify the extent to which agencies should make risk-based assessments regarding the applicability of FIPS 201 to specific types of facilities, individuals, and information systems, such as small offices, foreign nationals, and volunteers. The updated guidance should (1) include criteria that agencies can use to determine precisely what circumstances call for risk-based assessments and (2) specify how agencies are to carry out such risk assessments. (Electronic Government: Agencies Face Challenges in Implementing New Federal Employee Identification Standard: GAO-06-178, 2006) Conclusion: With little more information than a social security number, an identity can be stolen. As the Federal Trade Commission (FTC) points out â€Å"Social Security numbers play a pivotal role in identity theft. Identity thieves use the Social Security number as a key to access the financial benefits available to their victims.† (FTC, 2003) Identity theft is growing rapidly and has become a serious threat. It is easy to open fraudulent lines of credit in the name of some unsuspecting victim. The FTC statistics for 2004 indicate that credit card fraud (28%) was the most common form of reported identity theft, followed by phone or utilities fraud (19%), bank fraud (18%), and employment fraud (13%). Other significant categories of identity theft reported by victims were government documents/benefits fraud and loan fraud. (FTC, 2003) Congress is considering several measures to prevent the crimes identified by the FTC and among them is the Personal Data Privacy and Security Act of 2005. Senate Judiciary Committee Chairman Arlen Specter (R-PA) introduced the bill. He wanted the measure to require a review of federal sentencing guidelines to allow a maximum penalty to be imposed on identity thieves and impose financial penalties on data brokers for allowing data breaches to occur. The bill also outlines procedures for data brokers and consumers to follow to correct incorrect information contained in personal records, and increases criminal penalties for computer fraud involving personal data, unauthorized access to personal information. It also makes it a crime to intentionally conceal a security breach involving personal data. (Moye, 2006) The HSPD 12 implementation requires Federal agencies to make investments for secure and reliable forms of identification. HSPD 12 was formed to resolve problems associated with identity management and provide enhanced security at federal agencies. Government agencies will be asked to justify the costs involved in complying with the HSPD 12 mandate and understand what benefits it can expect in return for their investment along with the associated risks. Moving forward with the mandate will involve both logical and physical changes. These changes will most likely include costly infrastructure components and smart card readers for computers logging onto the network. Additionally, desktop computers will need to be equipped with smart card readers for logging onto the network and for accessing network resources. Moreover, the badging process will require additional physical security for buildings and secure areas. The conventional method of proving your identity will need to change to accommodate the enhanced public key infrastructure (PKI) components. Authentication to agency resources will involve the combination of biometrics, digital certificates, and passwords for single sign on capabilities. The technology has the ability to provide simpler access to multiple agency applications through the re-use of credentials and established identities. It also allows each user to only remember a single PIN and authenticate once per login session to access all systems. This will provide a relatively high level of security because it relies on multiple layers of specific information prior to authentication. The benefit to the user results in eliminating the need for multiple cards, remembering multiple PINs and login information. Like insurance, the real value can be measured against the cost and impact of the bad things that could happen if you do not protect yourself. Electronic Government: Agencies Face Challenges in Implementing New Federal Employee Identification Standard: GAO-06-178. (2006). GAO Reports, 1. FTC. (2003). STATEMENT OF ASSISTANT SECRETARY FOR FINANCIAL INSTITUTIONS WAYNE ABERNATHY ON THE FEDERAL TRADE COMMISSIONS IDENTITY THEFT SURVEY REPORT, FDCH Regulatory Intelligence Database. GSA. (2005a). Federal Identity Management Handbook: GSA. GSA. (2005b). GOVERNMENT SMART CARD HANDBOOK: GSA. Moye, S. (2006). Congress Assesses Data Security Proposals. Information Management Journal, 40(1), 20-22. Noakes-Fry, K. (2005a). Case Study: Loan Company Uses E-Signatures to Cut Costs and Save Time. Gartner Research(G00129945). Noakes-Fry, K. (2005b). Case Study: UBS Manages IDs with PKI-Based Smart Cards to increase Security and Reduce Costs. Gartner Research(G00130280). Pescatore, J. (2005a). Apply the Lessons of Public-Key Infrastructure to Protecting Customer Information. Gartner Research(G00126768). Pescatore, J. (2005b). Data Protection is Less Costly than Data Breaches. Gartner Research, G00130911. Research Papers on Homeland Security Presidential Directive 12 Cost Justification and BenefitsOpen Architechture a white paperNever Been Kicked Out of a Place This NiceThe Project Managment Office SystemIncorporating Risk and Uncertainty Factor in CapitalTwilight of the UAWGenetic EngineeringQuebec and CanadaPETSTEL analysis of IndiaResearch Process Part OneMarketing of Lifeboy Soap A Unilever Product

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Strategic Organizational Leadership in Capstone Paper Overview Chrysler Group LLC is the third largest American Automobile manufacturer and fifth largest in the American market with an 8.79% market share on sales of 931,402 units. (Chrysler, 2010) The Chrysler Group LLC was created in 2009 through a 20% purchase of Chrysler LLC by The Fiat Group. The Chrysler Group LLC consists of Chrysler, Jeep, Ram, Dodge, Mopar and Global Electric Motorcars (GEM) brands of vehicles and parts. The recent alliance between the Fiat Group and Chrysler Group LLC is said to better position both companies in the global market (Chrysler, 2010). Chrysler Group LLC dates date to 1925 when it was founded by Walter Chrysler. The original Chrysler Corporation merged with Daimler-Benz in 1996 to form Daimler-Chrysler. In 2007 the Chrysler division of Daimler-Chrysler was purchased by Cerberus Capital Management to form Chrysler LLC, the precursor to the current Chrysler Group LLC. Fiat Group was started in 1899. Both companies have a unique history of innovative and storied products (Chrysler, 2010). Having survived a brief Chapter 11 bankruptcy reorganization in 2009, the company position is positioning itself for an automotive resurrection by choosing a back-to-basics alliance with Fiat. The collaboration gives Chrysler access to the Italian companys small-car expertise and global markets, while still manufacturing its Chrysler brands, including Dodge, Jeep, and Ram vehicles. Chryslers trademarked MOPAR (MOtor PARts) division, with its 30% market share, carries over 280,000 parts, options, and accessories for vehicle customization; it expanding to incorporate Fiat parts. Chryslers GEM (Global Electric Motor Cars) makes neighborhood electric vehicles (NEVs). Headquartered in Auburn Hills, Mich., Chrysler Group LLCs product lineup features some of the worlds most recognizable vehicles models, including the Chrysler 300, Jeep Wrangler and Ram Truck. Fiat will contribute world-class technology, platforms and powertrains for small- and medium-sized cars, allowing Chrysler Group to offer an expanded product line including environmentally friendly vehicles. History In 1920, the president of Buick and Vice President of General Motors (GM) resigned his positions in the GM Corporation following political differences with founder and then-president of General Motors William Durant. This former automotive Vice President was promptly approached by a group of investors to focus his business acumen in the fledgling automotive industry on a small, financially troubled New York company called Maxwell Motor Corporation. The one-time automotive vice president was installed as president of Maxwell Motor Company (Hyde, 2003). The mans name was Walter Percy Chrysler. In short order, Walter Chrysler brought the Maxwell Motor Corporation out of bankruptcy. The financial improvement was due in large part to Mr. Chrysler introducing a new Maxwell model- the Chrysler Six (Hyde, 2003). This car was very well received by the automobile buying public and went on to sell 32,000 units in its first year, generating a profit of over $4 million for the small company. On the heels of the success of the Chrysler Six, Walter Chrysler changed the name of the Maxwell Motor Corporation to the Chrysler Corporation. Capitalizing on the success of the initial Chrysler model, Walter Chrysler introduced 4 additional Chrysler models know as the Chrysler 50, the Chrysler 60 the Chrysler 70 and the Chrysler Imperial 80. Interestingly the model numbers were derived from the top speed of these new vehicles as gauged on level ground. As a point of reference, Fords Model T was, until the introduction of the new Chrysler models, the fastest road car with a top speed of 35mph. I t was these new Chrysler models that caused Henry Ford to notoriously shut the doors of the Ford Motor Company for nine months to create a replacement for the Model T. By the time Ford closed its doors to redesign its offering, Chrysler had established itself as formidable competition. With sales of 192,000 of these new models, Chrysler officially became the fifth largest automobile manufacturing company in the industry (Hyde, 2003). Walter Chrysler determined that to achieve the greatest manufacturing cost efficiency, he would have to build his own plants to produce the various parts needed for his vehicles. The capital expenditure required to do this was estimated at $75 million. While successful, the Chrysler Corporation could not afford this capital expense and so Walter Chrysler contacted the banking firm of Dillon Read and Company in New York; a firm that fatefully had just purchased the Dodge Corporation from the widows of the late Dodge Brothers. Dillon Read and Company was eager to do business with the well known Chrysler Corporation. As part of the arrangement, the Dodge Corporation became a division of the Chrysler Corporation. This merger effectively increased the size of the Chrysler Corporation fivefold. Shortly after the merger, the Chrysler Corporation unveiled its new, low cost Plymouth and Desoto models. In a reversal of strategy, Walter Chrysler ended his drive to bring all manufacturing in-house. He was wise to see that the speed with which the automotive industry was growing demanded greater flexibility that in-house manufacturing could provide. Outsourcing automobile components was more expensive but allowed for greater flexibility and a more rapid development cycle in designing new models. In this same period, Walter Chrysler made research and development a budgetary priority. Research and Development persevered at the presidency of Chrysler was This foresight allowed Chrysler to weather the Great Depression and emerge in a more sound financial position than many others in the automotive industry (Curcio, 2000) In 1931, Joseph E. Fields assumed the presidency of Chrysler from Walter Chrysler and in 1936 Walter Chrysler fully handed of the daily operation of the company. At the beginning of the 1940s the Chrysler Corporation, along with most other large American manufacturers switched to wartime production. The Chrysler Corporations Dodge, Plymouth and Chrysler models were put on hold while the company contributed to the production of wartime necessities including small ammunition, submarine nets and, perhaps most notably, B-29 bomber engines (Hyde, 2003). As American industry adjusted to post-war production needs, the Chrysler Corporation started to falter and performance began to wane. The vivacity and forward momentum that Walter Chrysler imparted to the company were no longer present. After the automotive technology boom of the 20s and 30s, the rate of innovate in the industry began to slow. Post-war Americas tastes began to change toward streamlined, nontraditional models and, at times, at the expense of reliability and built quality (Hyde, 2003). To some extent, flashy advertising was influencing buying decision more than quality, features and nameplate. Chrysler was detrimentally slow to react to this new America. In 1950, a long-time legal counsel for the Chrysler Corporation by the name of L. L. Colbert became president. He immediately took the reins of the company to institute managerial reforms with the help of a professional management consulting firm. Colbert concentrated on three areas; expanding into international markets, centralizing corporate management and refocusing the engineering department on innovation. Despite his decisive changes, Colberts efforts did little to improve Chryslers position in the industry. In two short years, Colbert was replaced as head of Chrysler by Lynn Townsend. In charge of the struggling company, Townsend proved to be more successful in his revival attempt. He sold, closed or otherwise divested of unproductive manufacturing facilities and downsized the labor force thereby improving efficiency. He purchased a single early model IBM computer which helped workforce reduction efforts by eliminating the need for almost 800 employees. The early 1950s saw the dawn of Total Quality Management Theory lead by pioneers in the field including W. E. Deming and A. V. Feigenbaum (Kreitner, 2007). Townsend seemed to take notice of this movement as his most notable achievement was a focused quality improvement effort that did boost sales and allowed Chrysler to offer a warranty unprecedented in the industry thus far. To further the momentum,. Townsend undertook an aggressive marketing campaign touting the new, improved quality of Chrysler vehicles. Where Colbert had failed, Townsend succeeded; Chrysler was again a stable, financially healthy and expanding corporation. As might be expected, with this new success came growth. In the midst of the American space age of the 1960s, Chrysler expanded to include an aerospace division and became a principal subcontractor for NASAs Saturn rocket program. Townsends consistent push to grow international business resulted in Chrysler plants in 19 countries by the end of the decade. At the onset of the 1970s, the American car market was feeling the effects of a rising consumer price index, increasing competition from foreign auto manufacturers, and the first signs of the crude oil crisis. In 1969, Chrysler reported losses of almost $5 million dollars and, with an infrastructure to support he growth of the 1960s, was operating at only 65% of capacity. Chrysler met this changing market climate with a product stable that included large, expensive, gas thirsty vehicles as well as smaller more economical cars. The company seemed more content to contend with the traditional American competition than to assess the changing market demand and consequently, Chrysler was faced with an excess inventory of the vehicles the market wasnt buying and a severe shortage of the vehicles the market was demanding. Despite significant price reductions to move its excess inventory, Chryslers financial fortune continued to slide. Chryslers presidency was assumed by John Riccardo. Ricardo, with an accounting background was intent on cutting operating costs. Total employment, payroll and individual budget area were affected by the cost cutting measures. This period also marks the first efforts to import and sell vehicles manufactured overseas. Chryslers shortsightedness with regard to market demand was not over. Despite the inconsistency between what the company was manufacturing and the market was demanding, Chrysler continued to make larger, less efficient models right into the Arab oil embargo. In 1974, Chrysler reported an unprecedented budget deficit of over $50 million. In 1975, the damage was five times as great at over $250 million in losses. The American auto market was severely impacted by several factors including inflation and the Arab oil embargo but Chryslers significant foreign interests were still showing a profit. This profit served to offset the domestic losses however, in 1978 Chrysler again reported losses of over $200 million. Riccardo continued to cut costs, consolidate the various divisions of the Chrysler Corporation and direct manufacturing efforts toward smaller, more efficient vehicles but the Chrysler Corporations financial health continued an unsustainable slide. Chrysler ended the 1970s on the brink of bankruptcy. The company was spared bankruptcy proceedings by federal intervention in the form of a $1.5 billion lifeline loan guarantee. This loan came with conditions including the requirement that Chrysler raise $2 billion in additional money on their own and they make significant management changes. This last requirement ended the tenure of J. J. Riccardo as president of Chrysler. Riccardo was replaced by charismatic industry veteran Lido Anthony Lee Iacocca. Where Riccardo was an accountant, Iacocca was adept at public relations and marketing. He employed these skills in communicating to both the workforce at the Chrysler Corporation and the public at large the need for federal intervention By the mid-1980s, the company was back on track and stronger than ever before. Chrysler benefited from the combined impacts of strong industry demand and shifting consumer preferences toward pickup trucks and minivans, products that dominated Chryslers lineup. By 1997, Chrysler reported annual sales of 2.9 million vehicles, record revenues of $61 billion, and record earnings of $2.8 billion. Chryslers year-end market capitalization was $22.8 billion and its US market share crossed over 16%. Chrysler had become one of the most profitable automotive companies in the world and had roughly $7.5 billion in cash on hand.2 Nick Colas, an analyst with Credit Suisse First Boston, declared: Chrysler has a better business model for building and selling cars than General Motors and Ford do.3 As profitable as Chrysler was, however, the company was not capitalizing on the growth of the global automotive industry. Since the company had made limited investments in overseas markets up to this point, finding a partner made the most strategic sense. On May 7, 1998, Chrysler merged with Daimler, the leading German luxury car manufacturer, for $36 billion of Daimler stock, the largest trans-Atlantic merger in history. The merger was orchestrated in order to create an efficient and lean automotive powerhouse that would better compete in the global marketplace. The transaction was reported as a merger of equals in the business press. The combined company would have a market capitalization close to $100 billion. In 1997, Daimler reported revenues of $62 billion and net income of $1.8 billion. Though Daimler was soundly profitable and had a strong foothold in the European market with its Daimler, Mercedes-Benz, and Smart Car brands, Daimlers US market share was less than 1%.4 Daimlers management hoped that Chrysler would give the company greater inroads into the lucrative US automotive market with its extensive dealership network and powerful brand name. During the early 1980s, Iacoccas skills as a superb television salesman were of crucial importance as Chrysler lost nearly $1.8 billion in 1980the largest loss ever for a U.S. companyand another $475 million in 1981, before returning to the black in 1982. In August 1983 Chrysler was able to pay off the government loan guarantees seven years early, with the government making a $350 million profit on its investment. Chryslers road to recovery was a difficult one, demanding the closure of several plants and the reduction of the companys workforce. Once restructured, Chrysler scrapped its plans to diversify and divested the Gulfstream Aerospace unit it had purchased five years earlier, selling it to a New York investment firm for $825 million in early 1990. Two other units in the companys Chrysler Technologies subsidiaryElectrospace Systems and Airborne Systemswere slated for divestiture as well, which underscored Iacoccas intent to create a leaner, more sharply focused company. Meanwhil e, there were two key developments in the 1980s that helped form the foundation for the 1990s resurgence: the introduction of the minivan in 1984 and the acquisition three years later of American Motors Corporation and its Jeep brand for $1.2 billion. Reorganized as such, Chrysler entered the 1990s braced for a full recovery, but the economy did not cooperate. The decline in automotive sales during the fourth quarter of 1989the companys first fourth quarter decline since 1982portended a more crippling slump to come, as an economic recession gripped businesses of all types, both domestically and abroad. Net income in 1990 slipped to $68 million, then plunged to a $795 million loss the following year, $411 million of which was attributable to losses incurred by the companys automotive operations. Mired in an economic downturn, Chrysler appeared destined for more of the same, rather than headed toward recovery as Iacocca had hoped, but part of the reason for 1991s losses also led to the companys first step toward genuine recovery. Partly to blame for the $795 million loss in 1991 were the high preproduction and introduction costs associated with Chryslers new Jeep Grand Cherokee and increased production costs at the companys St. Louis minivan plant. These two types of vehiclesminivans and sport utility vehiclesrepresented the key to Chryslers recovery. The popularity of these vehicles, coupled with significant price advantages over Japanese models, fueled Chryslers resurgence. In 1992, Chrysler turned its $795 million loss the year before into a $723 million gain. It was a signal achievement, accomplished in Iacoccas last year as CEO. Taking over during 1992 was Robert Eaton, who was hired away from GM, where he was head of European operations. Chrysler then went on to enjoy its most successful year ever, with 1994 earnings of $3.7 billion on revenues of $52.2 billion. The good news at Chrysler continued into the late 1990s, after the company managed to fend off a $22 billion buyout proposed by billionaire investor Kirk Kerkorian in 1995. The long prosperity and low gasoline prices of the middle to late 1990s created a huge demand for large vehicles, and Chrysler was producing hot models in each of the hottest segments: the Dodge Ram pickup truck; the Town Country minivan; and several sport utility vehiclesthe Jeep Grand Cherokee, the Jeep Wrangler, and the Dodge Durango. Questions about the quality of Chrysler products continued to pop up, but the companys share of the U.S. auto market reached as high as 16.7 percent in 1996, the highest level since 1968. In 1996, the year Chrysler moved into new headquarters in Auburn Hills, Michigan, sales reached $61.4 billion. The Creation and Early Years of DaimlerChrysler Daimler-Benz Chief Executive JÃ ¼rgen Schrempp had concluded as early as 1996 that his companys automotive operations needed a partner to compete in the increasingly globalized marketplace. Chryslers Eaton was drawing the same conclusion in 1997 based on two factors emerging around the same time: the Asian economic crisis, which was cutting into demand, and worldwide excess auto manufacturing capacity, which was looming and would inevitably lead to industry consolidation. With annual global overcapacity as high as 18.2 million vehicles predicted for the early 21st century, it became clearer that Daimler-Benz and Chrysler could survive as merely regional players if they continued to go it alone. After several months of negotiations, Daimler-Benz and Chrysler reached a merger agreement in May 1998 to create DaimlerChrysler AG in a $37 billion deal. The deal was consummated in November 1998, forming an auto behemoth with total revenues of $130 billion, factories in 34 countries on four continents, and combined annual unit sales of 4.4 million cars and trucks. The two companies fit well together geographically, Daimler strong in Europe and Chrysler in North America, and in terms of product lines, with Daimlers luxurious and high-quality passenger cars and Chryslers line of low-production-cost trucks, minivans, and sport utility vehicles. Although this was ostensibly a merger of equalsthe company set up co-headquarters in Stuttgart and Auburn Hills, naming Eaton and Schrempp co-chairmenit soon became clear that the Germans were taking over the Americans. DaimlerChrysler was set up as a German firm for tax and accounting purposes, and the early 2000 departures of Thomas Stallkamp , the initial head of DaimlerChryslers U.S. operations, and Eaton (who was originally slated to remain until as late as November 2001) left Schrempp in clear command of the company. During 1999 DaimlerChrysler concentrated on squeezing out $1.4 billion in annual cost savings from the integration of procurement and other functional departments. The company organized its automotive businesses into three divisions: Mercedes-Benz Passenger Cars/smart, the Chrysler Group, and Commercial Vehicles. In November 1999 DaimlerChrysler announced that it would begin phasing out the aging Plymouth brand. The Debis services division was merged with Chryslers services arm to form DaimlerChrysler Services, while DASA was renamed DaimlerChrysler Aerospace. Late in 1999 the company reached an agreement to merge DaimlerChrysler Aerospace with two other European aerospace firms, the French Aerospatiale Matra and the Spanish CASA, to form the European Aeronautic Defence and Space Company (EADS). DaimlerChrysler would hold a 30 percent stake in EADS, which would be the largest aerospace firm in Europe and the third largest in the world. In early 2000, DaimlerChrysler set the lofty goal of becoming the number one automaker in the world within three years. The companys most pressing needs were to bolster its presence in Asia, where less than 4 percent of the companys overall revenue was generated, and to gain a larger share of the small car market in Europe. Filling both of these bills was DaimlerChryslers purchase of a 34 percent stake in Mitsubishi Motors Corporation for $2 billion, a deal announced in late March. The company later increased its interest in Mitsubishi when it purchased a 3.3 percent stake from Volvo. In another key early 2000 development, DaimlerChrysler agreed to join with GM and Ford to create an Internet-based global business-to-business supplier exchange named Covisint. DaimlerChryslers lofty goal would remain unrealized however, as the company faced a host of challenges. The Chrysler Group division was plagued by high costs and weak sales which ultimately cost James P. Holden his CEO position. Buoyed by its strong sales in the mid-1990s, Chrysler had spent heavily on product development in the late 1990s and bolstered its work force while costs were skyrocketing. By the second half of 2000 Chrysler lost $1.8 billion while spending over $5 billion. Dieter Zetsche was tapped to reorganize the faltering U.S. division. He launched a major restructuring effort in February 2001 that included cutting $2 billion in costs, making additional cuts in supplier costs, slashing 20 percent of its workforce, and making changes to Chryslers product line that included the elimination of the Jeep Cherokee (the Grand Cherokee remained in the product line) and the launch of the Jeep Liberty. At the same time, global economies began to weaken in the aftermath of the September 11, 2001, terrorist attacks. To entice customers, car makers began offering buyer incentives that began to wreak havoc on profits. Industry analysts began to speculate that the 1998 merger may have been a mistakeSchrempps proclamation that the deal would create the most profitable car maker in world had indeed fallen short. In fact, the companys market capitalization was $38 billion in September 2003. Before the union Daimlers market cap had been $47 billion. Meanwhile, the companys Mercedes division plugged along launching the E-Class sedan, the SLK roadster, and the Maybach luxury vehicle. In 2003, Chrysler launched the Crossfire, a roadster developed with Mercedes components, and the Pacifica, a SUV/minivan. It also began to heavily market its powerful Hemi engine, which could be purchased for the Dodge Ram pickup and its passenger cars. In early 2004, Chryslers 300C sedan and the Dodge Magnum sports wagon made their debut. Competition remained fierce in the auto industry prompting DaimlerChrysler to make several changes in its strategy. In December 2003, the company sold its MTU Aero Engines business. That year the firm acquired a 43 percent stake in Mitsubishi Fuso Truck and Bus Corporation hoping to cash in on Asias growing truck market. Perhaps its most drastic move, however, came in April 2004 when DaimlerChryslers supervisory board voted against providing funds to bailout Mitsubishi Motors, which by now was struggling under losses and a huge debt load. Mitsubishi played a crucial role in Schrempps Asian expansion strategy and it developed the platforms for Chryslers compact and midsize cars. The failure to provide funds put a strain on the business relationship between the two and threatened to result in huge problems for Chrysler, which had cut back on engineering capacity as it relied on Mitsubishi to develop its small and mid-sized cars. At the same time, DaimlerChrysler moved ahead in the Chinese marketwithout Mitsubishi and without another partner, Hyundai. To bolster is presence in the region, DaimlerChrysler restructured its joint venture with Beijing Automotive Industry Holding Co. Ltd. and set plans in motion to tie up with Chinese Fujian Motor Industry Group and the Taiwanese China Motor Corporation to launch several cars in the Chinese market by 2005. Rumors circulated that DaimlerChryslers relationship with Hyundai was faltering as a result, and in 2004 the company signaled that it would sell its interest in the South Korean automaker. By 2004, Schrempps DaimlerChrysler was a far cry from what the 1998 merger promised to deliver. The companys financial record was lackluster, bogged down by Chryslers $637 million loss in 2003. DaimlerChrysler remained the worlds number three car maker, leaving the 2000 goalto become the number one auto company in the worldunfulfilled. Whether the merger would provide the hoped-for results remained to be seen. Literature Review Leadership is the process through which one individual influences the attitudes perceptions and motivations of other members of a group toward the achievement of a specific group or organizational goal (Greenberg Baron, 2008). Strategic leadership, by extension, is a leaders ability to foresee and proactively act on external conditions, and empower group members to implement change toward the strategic plan as necessary (Kreitner, 2007). Strategic change therefore is that change that happens as an organization moves toward the attainment of their strategic plan. (Kreitner, 2007). Strategic leadership is serves several functions, includes extending managerial influence through other group members, and makes organizations more able to successfully meet the need for change that is brought by ever quickening change in the market and market forces (Nickels et al., 2002). The ability to understand and analyze internal realities as well as market forces is a necessary component of strategic leadership. With this information in-hand, it is then necessary to perform complex information analyses. Appling a strategic management process successfully will aid in bringing about effective strategic leadership (Hitt and Keats, 1992). As this description suggests, strategic management is not without complexities, but it is critically necessary for successful strategic leadership. Many organization in todays business environment fall victim to the over-managed, under-led paradigm and so the understanding and successful implementation of strategic leadership is more important than ever (Kreitner, 2007). The successful application of strategic leadership starts at the top. By virtue of his or her position, the CEO should not consider delegating this specific duty to lower management. Once the CEO is effectively practicing strategic management, his or her methods may be adopted by other managers to effectively implement strategic management in the various divisions of an organization (Hitt, Ireland, and Hoskisson, 1995). Hitt, Ireland, and Hoskisson (1995) formulated a strategic leadership model which consists of six components; Determining strategic direction, exploiting and maintaining core competencies, developing human capitol, Sustaining effective corporate culture, emphasizing social responsibility and ethical practices, and establishing strategic controls. (1) Determining strategic direction; (2) Exploiting and maintaining core competencies; (3) Developing human capital; (4) Sustaining an effective corporate culture; (5) Emphasizing social responsibility and ethical practices; and (6) Establishing strategic controls. Determining strategic direction of an organization involves using all information available on market, competition, core competencies and well as foresight and vision to clearly define long range goals for the organization (Kreitner, 2007). Strategic intent means leveraging the firms internal resources, strengths, opportunities and core competencies to accomplish the goals that have been defined in the strategic planning process. Strategic directions give the members of the organization a clear path to attainment of the set goals (Kreitner, 2007). An organizations efforts can be considered strategic intent exists when all members of the organization or united in their pursuit of the specific benchmarks set forth by the strategic plan and belive that these goals are attainable and attainment will enable the organization to have a competitive advantage over other organizations in their industry. (Kreitner, 2007). Intel, Canon, and Xerox Microsoft are good example of corporations that have clearly discernable strategic intents (Loeb, 1993). Clear strategic intent requires effective strategic planning and effective strategic planning requires long range vision and foresight, usually five to ten years into the future. This long range vision must incorporate organizational and human resource strategy, design strategy, product planning strategy and information use and information system strategy and, finally, it must provide for a system of strategic control (Hunt, 1991). Exploiting and Maintaining Core Competencies is the second of the six components. Core competencies are the internal and external resources and the body of capabilities and expertise that give an organization its identity in the market and ultimately, its competitive advantages. Usually, core competencies relate to an organizations ability to produce their main products, be they material of informational. Some examples might include industrial manufacturing, research, customer interfaces and customer service, retail sales, technology or even specific patents held by the company. Unique market positioning, and unique customer benefits or product value are results of core competency and so, these things should be analyzed when determining core competency. A good question to ask is: why do our customers do business with us?. A main responsibility of strategic leaders in business today is to first identify, and then strengthen and grow their core competencies. Once core competencies are identified, they can then be utilized. As strategic leaders, corporate managers make decisions intended to help their firm develop, maintain, strengthen, leverage, and exploit core competencies. Exploiting core competencies involves sharing resources across units. In general, the most effective core competencies are based on intangible resources, which are less visible to competitors because they relate to employees knowledge or skills. Effective strategic leaders promote the sharing of intangible resources across business units in their firms (Hitt and Keats, 1992). In many large, diversified firms, core competencies are developed and applied across different units in the organization (economies of scope) to create a competitive advantage. Miller Beer, for example, has applied marketing and promotion competencies across its multiple businesses (Maruca, 1994). In many multinational corporations, the development, nurturing, and application of core competencies also facilitate managing complex relationships across business operating in different international markets. Whirlpool has emphasized competency across country borders (Lei, Hitt, and Bettis, 1990). 3. Developing Human Capital Human capital refers to the knowledge and skills of the organizations work force employees as a capital resource (Hitt, Ireland, and Hoskisson, 1995). Much of the development of American industry can be attributed to human capital. One-third of the gr