Inhalants: A Cheap, Easy and Deadly High Essay -- Inhalant Abuse

Hundreds of household products are being misused as inhalants. Some of these products include nail polish remover, hair spray, cleaning fluids, spray paint, and the propellant in aerosol whipped cream (â€Å"Inhalantsâ€Å", 2010). Inhalants are breathable chemical vapors that users intentionally inhale because of the chemical’s mind-altering effects (National Institute on Drug Abuse [NIDA], 2010). The trend in inhalant abuse is growing among the young community throughout the country. Surveys have shown in 2008 2 million Americans of 12 or over reported using inhalants (NIDA, 2010). Young children from the age of 12 to 17 are the primary age group of abusers (National Drug Intelligence Center [NDIC], 2001). The numbers reflect that it is becoming more popular for young America to abuse the various inhalants available to them without realizing the short term and long term effects of the drug. Inhalants come in many different shapes and sizes. Each inhalant falls into one of four general categories for the substances. Liquids that are vaporized at room temperature if left in unsealed containers are considered volatile solvents. Gasoline, nail polish remover, felt-tip markers, and glue contain volatile solvents. Sprays that contain propellants and solvents fall under the aerosol category. Paint, deodorant, cooking products, and silver and gold spray paint are familiar aerosols. Substances that lack definite shape or volume such as refrigerants and medical anesthetics are gases. Nitrous oxide, also known as laughing gas, is abused more often than any gas. It can be obtained from whipped cream dispensers, products that boost octane levels in racing cars, balloons, or small sealed vials called whippets. Gases found in butane lighters, air c... ...alize that abusing inhalants causes serious effects. Not only does a person experience the short term effects that attract them to the drug but also experience the long term effects that can leave a critical mark on a person’s health. Abusers of inhalants need to be educated that what is thought to be a satisfying high is actually a deadly high. References Inhalants. (2010). Web. 30 Mar. 2015. http://www.drugfree.org/portal/drug_guide/inhalants Missouri Department of Mental Health. (n.d.). Inhalants. Web. 30 Mar. 2015. http://www.well.com/user/woa/fsinhale.htm National Drug Intelligence Center. (2001). Intelligence Brief: Huffing The Abuse of Inhalants. Web. 30 Mar. 2015. http://www.justice.gov/ndic/pubs07/708/index.htm National Institute on Drug Abuse. (2010). Inhalants. Web. 30 Mar. 2015. http://www.drugabuse.gov/drugpages/inhalants.html

World Trade Organization

The courage and dedication that was displayed by the protestors in the video was what I took to heart. It was something else to see a group of people come together to protest something that they believed so strongly despite being pepper sprayed, shot at with rubber bullets, and thrown into jail†¦.. But why would anyone go to these lengths to protest against an organization? The World Trade Organization was created in Jan. 1 1995 and has 140 member countries. According to their official website www. wto. org the organizations main purpose is to, â€Å"help trade flow as freely as possible-so long as there are no undesirable side-effects. This partly means removing obstacles. † However the organization isn’t a democratic organization. Instead the WTO rules are written by and for corporations with inside access to the negotiations. Citizen input by consumer, environmental, human rights and labor organizations is consistently ignored as WTO meetings are held in secret. According to the video, out of the 100 largest economies in the world, 51 are corporations and only 49 are countries. As a result it is no wonder why so many came to protest this secret meeting held in Seattle, WA. According to the video many protestors argued that the WTO and its motto of free world trade is stomping over labor and human rights in countries throughout the world as the use of cheap labor and child labor are continually ignored by the WTO. The magazine Global Exchange states that the WTO is blocking human rights abuses since they have ruled that, â€Å"1) It is illegal for a government to ban a product base on the way it is produced and 2) Governments cannot take into account the behavior of companies that do business with vicious dictatorships such as Burma. The protestors in the video also felt that the WTO was destroying the environment. Evidence of this, dates back to 1993 when according to the Global Exchange, â€Å"The very first WTO panel ruled that a regulation of the US Clean Air Act, which required both domestic and foreign producers alike to produce cleaner gasoline, was illegal. Recently, the WTO declared illegal a provision of the Endangered Species Act that requires shrimp in the US to be caught with an inexpensive device that allows endangered sea turtles to escape, and the WTO is currently negotiating an agreement that would eliminate tariffs on wood products, which would increase the demand for timber and escalate deforestation. As a result I believe that these corporations should not be allowed to continue to get away with such actions. The people in Seattle honored their legal right to assemble. The actions taken by the city of Seattle against these protestors were too extreme and I’m still unclear for what reason they took such extreme measures against the protestors. These were peaceful protests and the city freaked out over a few broken windows at corporations such as Starbucks and Nike. In my point of view the steps taken by the city of Seattle was way over the line and its disgusts me that peaceful protestors were thrown into jail for demonstrating a legal right in the constitution.

Lipstick Jihad

In Lipstick Jihad: A Memoir of Growing Up Iranian in America and American in Iran, Azadeh Moaveni has written a memoir of growing up first as an American girl born of Iranian parents in Southern California, then as an adult working as a reporter for Time magazine while living in Tehran, Iran. Azadeh Moaveni tells of her jihad (struggle) to develop from a self-centered, spoil girl into an adult with recognition that there are billions of others in the world, each of whom has opinions and beliefs that are equally as important as her own. While living among the community of expatriated Iranians and going to public schools, Azadeh Moaveni sometimes felt she was living a schizophrenic life: at home she was an Iranian daughter of upper middle class Iranians who had escaped Iran just prior to the 1979 revolution that overthrew the Shah of Iran and installed a Moslem Republic in its place. At school and at the mall she felt like an outsider because she was darker skinned and had a name no one could pronounce. She was ashamed of her parents, ashamed of being an Iranian because so many people remembered the taking of the American hostages and harbored resentment against Iranians. Since she felt out of place in California, Azadeh Moaveni had built a fantasy of what her life Iran would be like; it would be perfect. What she fails to realize is that she was really just a typical teenager; no one feels they fit in while going through adolescence; everyone is ashamed of his or her parents and other family members. Although the book isn't formally divided into two sections, it is in fact divided in this manner. The first four chapters tell of her life growing up in Palo Alto and San Jose and her first few months working as a reporter. The second half of the book tells about her realization that the beliefs and opinions of others matters; she moves from an egocentric worldview to a more realistic, balanced view of the world and her place in it. The first chapter, â€Å"The Secret Garden,† Moaveni tells of her life in the United States living within the Diaspora community of Iranian expatriates. Her parents and others of that generation had been among the upper classes in Iran before the 1789 revolution. In Iran they had lived well, they had servants, and led a life separate from the vast majority of the people of Iran. In many ways they had absorbed the superior attitude of the British who lived and worked in Iran to exploit the considerable oil resources at the expense of the less privileged members of Iranian society. In the United States they lived in their own Iranian community within the California community at large. Naturally they held a positive, nostalgic belief that Iran of the 1950s, 1960s, and 1970s was the real Iran and they waited for the Shah or his son to return to power so they could go home. Azadeh Moaveni had visited Iran once as a child when she and her mother spent a summer with their relatives in her grandfather's walled compound in downtown Tehran. In this compound she felt absolutely free. She climbed the trees and ate the fruit of the trees. Due to this memory from her childhood and to the almost fanatical reverence of Iran that the adults around her believed Azadeh Moaveni developed a fantasy of life in Iran. When she was unhappy that fantasy was her escape from the difficulties of the day-to-day problems of being an adolescent. Consequently, when she finished college and was looking for a place to work, she chose to return to Tehran. Azadeh Moaveni called chapter two â€Å"Homecoming† because she anticipated that she would finally be where she should be, among her people, people that could pronounce her name, people who could understand her.   She was to be disappointed, â€Å". . . we had assumed here, in this country where people could pronounce our names, our world would expand. Instead we felt constricted† (Moaveni, 2005). Everywhere she went she found barriers from the officials, from the police, and from the volunteer, Basig, a group of young toughs who enforced the rules of public dress and behavior with force, if necessary. Azadeh Moaveni had an elitist attitude indicated by her opinion of the Basig. â€Å"The Basig were carefully selected in the poorest of neighborhoods and were cultivated to violence with a skillful balance of brainwashing and small incentives.† Certainly the violence practiced by the Basig was wrong, but Azadeh Moaveni's failure to realize the Basig may not have seen their role as making barriers, but of enforcing the Islamic law established by the current administration. The fact that she speaks of them being from the â€Å"poorest of neighborhoods† indicates an aristocratic slant to her view of those less fortunate than she was. Much of her struggle at this point was a failure to look at any issue from any vantage point other than her own. She was very much the California girl. Her priorities were shallow and self-serving. â€Å"Celine became my first new Iranian girlfriend, guiding me to the best manicurist, waxing lady, and private pastry chef in the city with the shared belief that these were urgent priorities.† (67).   Throughout the remainder of the first half of the book she exhibited similar attitudes and priorities. Even her attempts to practice the precepts of Islam were lacking depth. For Ramadan I had â€Å"resolved to fast, naively expecting to spend the month in harmony with the daily rhythm of the millions of Iranians around me† (Moaveni, 2005). When she realized others she knew did not do, she was disappointed and gave up her fasting. Her fantasy view of Iran had begun to crumble. In the second half of the book, Azadeh Moaveni began to grow. More oppressive violence began to be practiced by the clerical militants in Iran in an attempt to discourage people from voting at all. It was clear to everyone that the reformist President Khatami would win the election, however the more conservative clerics wanted to make sure he did not win with a large enough majority to be able to claim that he had a mandate from the people to make changes and lift restrictions that had been established by the Ayatollah Khomeini when the Islam Republic had been established in 1979. Khatami was reelected with 78% of the vote with 66% of the people voting (Moaveni, 2005). Many of Azadeh Moaveni's friends had boycotted the election because their vote would mean nothing in a repressive society. She began to realize that the political and educational elite she lived among had little in common with the people who lived in Iran. Their non-voting meant absolutely nothing. It was irrelevant to the majority of people of Iran. For the first time Azadeh Moaveni began to look beyond herself and her class and realize the Iran she carried in her head, was not Iran at all. What she and her friends thought meant nothing. â€Å"About six months after I came to Tehran, I put my labors of self-interrogation to rest, happy to nominally consider myself Iranian from America, but mostly happy just to live, and not consider myself so much† (Moaveni, 2005). When the attack on the United States occurred on September 11, 2001, Azadeh Moaveni was devastated. She couldn't understand why no one seemed to care. The three thousand plus dead was a small number compared to the millions killed in the struggles in Bosnia, the genocide in the Sudan and Somalia. Thousands of men died in the recent Iran-Iraq war. Both sides in this war were armed by the United States. Azadeh Moaveni began to understand the anti-American sentiment throughout the Middle East. When this book began, I was disappointed. Based on the word â€Å"Jihad† in the title and the fact that it had to do with Iran, I expected something more universal than a memoir of a young woman. I felt deceived as if she had composed her title to attract more buyers who saw the word â€Å"Jihad† and were interested in learning about the Middle East and not at all interested in another teenager comes of age book. Throughout the first half of the book I saw little reason to change my opinion. I became more and more disappointed. Frankly, I did not care about Azadeh Moaveni or anything she did or thought. She seemed to be little more than a typical upper middle class teenager who thought the center of the universe coincided with her particular location at any particular moment. She was self-centered, arrogant and egotistical. By the time I had read half of the book, I was suffering from a Jihad of my own and wondered how I would be able to stand Azadeh Moaveni for the rest of the book. However, in the second half this changed. Azadeh Moaveni became a woman, a real person who understood that there were other people besides herself and her circle of friends and relatives. She recognized there were millions of people in Iran, and in California for that matter, who lived and struggled and died. Each of them was just as much a person as her educated, young, elite friends, and her relatives who had been made wealthy under the Shah and had made their wealth at the expense of workers in Iran. By the time I finished reading the book I had come to appreciate it. It was a Jihad for Azadeh Moaveni, a struggle to grow from the girl with childlike fantasies about life into a woman with sensitivity and balanced worldview that was not populated by solely her friends and relatives. It is a book well worth reading, not only for those who like coming of age stories, but for those interested in learning about the Middle East and America's role in the development of its current political, religious and ideological structure. It can help the reader begin to understand the anti-American attitudes of other countries. Interestingly, the United States has in many ways behaved in the past the way Azadeh Moaveni did in the first half of the book: like a spoiled, self-centered child. Hopefully we will see the same growth that Azadeh Moaveni experienced begin in the United States and its interactions with other countries and peoples. References Moaveni, A. (2005). Lipstick Jihad: A Memoir of Growing Up Iranian in America and American in Iran. New York: Public Affairs, a member of Persius Books Group.   

Allied Bartonfinal

Allied Barton security services provides highly trained individuals to accomplish important goals, one is to prevent accidents before they happen, and to provide a fast, professional response when necessary. Allied Barton provides top-notch security officers for a variety of purposes, including chemical and petrochemical, colleges and universities, financial institutions, healthcare facilities, manufacturing and industrial complexes, residential communities, shopping centers, and commercial real estate.Recently, Allied Barton has had many problems within the company, with things such as employee’s calling off, low motivation among staff, and other serious problems that could affect potential clientele in the future (Encyclopedia Britannica, 2008). I decided to take the privilege of changing the company around so it can deliver that which it stands for, quality service, at a great price. I am writing this paper, in order to outline an effective strategy in combating social prob lems within the company.When dealing with the internal problems of Allied Barton security company, I feel it is imperative that all employees are treated with a certain amount of respect, and disciplinary actions are taken against those employees who do not recognize and abide by the standards of performance set forth by the Company. I've worked for Allied Barton as a supervisor since 2004, after viewing these dilemmas; I want to develop a strategic management plan in order to increase performance and productivity and to increase employee performance.In order to increase performance and productivity, better training programs, and better compensation must be implemented. I personally believe that in order to motivate employees, adequate compensation must be provided to those employees that perform well in the company. In order to develop an effective strategic management plan, two primary problems have to be taken care of, one, employee loyalty must be improved in order to decrease t he number of employees that call off, and two, implementing motivational training programs with Cash prize’s or other incentives in order to motivate them to put forth 110%.In order to effectively manage my team, I might have to let some employees go, and hire more in. It is imperative, as a security guard, which you shows up to work on time and does not call off often. Allied Barton offers security services for a variety of businesses, if a security guard is not on call and does not show up, it not only makes the company look bad in front of the business they're supposed to be securing, but also forces the morning shift security guard to work a double. If I have employees working double time, too much over time will become an issue, which will affect my overall labor target.Is the main point of this paper is to develop an effective plan in order to combat these problems that our company is faced with. I firmly believe that you must start from the ground up, if you want to ac complish anything in a corporate structure. In my management plan, I will call for; a new crew, a better compensation plan, and proper motivational training. If I am to hire on new employees, they must be trained properly from the beginning, and learn the rules and guidelines set forth by the company.Once I have organized a plan for the internal problems of Allied Barton, I've been would like to develop a strategy in order to expand our company, by taking on new clients. I must ensure Allied Barton develops a plan to gain more clients, the company must have a reliable, stable crew, who will not call off, and show up to work on time. I feel that if the proper management plan is implemented, Allied Barton can expand; my employees can receive better compensation, and I will have accomplished my goal, which is the restructuring of the company from within. BackgroundAllied Barton has been providing security services since the year 1957, to a wide range of industry, including; commercial real estate, higher education, shopping centers, manufacturing and industrial complexes, financial institutions, and residential communities. Today, Allied Barton has over 50 years of experience in a security contractor industry. Allied Barton has over 50,000 employees and a hundred offices nationwide, which service more than 200 Fortune 500 companies across the country. Allied Barton was founded in Pittsburgh, Pennsylvania and went on to found further institutions in Atlanta, Georgia in 1977.In the year 1988 a company by the name of Spectaguard founded in King of Prussia, Pennsylvania emerged. Spectagaurd proved to be a suitable competition for Allied security, and went on to gain New York-based security in 1999. A major strategic move was made by Allied security in 2000, when Spectagaurd and Allied combined to form one corporation called Allied security, the third-largest security company in the United States. Since the year 2000 Allied security is been expanding its operations th roughout the world, and in 2003 acquired the professional security Bureau.Since the year 2003 Allied security has went on to expand its operations, acquiring Barton protective services in forming Allied Barton security services, creating the world's largest American own contract security services in the United States. Furthermore, in 2006 Allied Barton went on to enhance the quality of our security offerings to clients, and increase revenue, we acquired initial security. With each business that Allied security acquired, our operations expanded. Since I've joined Allied Barton in 2004, I have seen some of these major changes, and hope to make many more.Allied Barton has grown from a small security company in Pittsburgh, Pennsylvania in 1957, to be the largest provider of security services in the United States. I hope that Allied Barton retains this position in the country, and feel they can only do so with the proper staff. What make’s the Allied Barton Company unique, is the individuals that work for it. I think in order to expand Allied Barton's operations, it is imperative that proper training is implemented, and competitive compensation is provided. Having worked for Allied Barton for four years now, I have seen many employees call off, not taking their job seriously.Furthermore, I've also noticed that although training programs are implemented, they could be improved. I firmly believe that if employees are properly trained and paid well, they will perform well. In order to increase compensation, Allied Barton has to increase business. In order for Allied Barton to increase their business, they must acquire new clients, and in order to acquire new clients, Allied Barton must improve their employee’s performance. When Allied Barton acquires new clients, they must also further expand the amount of leaves, or security offers, that they have.I think that when an expansion of employees is made, it is imperative to higher the right employee. I firml y believe that you get what you pay for, if you want to underpay whilst recruiting employees, then you will get what you pay for, an underpaid employee. With our country's current economic situation, contractors are getting sleazier and sleazier because they work for close to nothing. Last year, the Comptroller received 261 complaint of underpayment, compared with 163 complaints in 1990 and 89 complaints in 1989 (Sims, 1992).Furthermore, health care is another major issue, and must be provided for employees. In order for Allied Barton to expand its services, it must be willing to pay well, and hire on hard-working individuals, who are loyal, and take their job seriously. Current Strategy Allied Barton's current strategy is to expand and to retain their current position as America's largest leading provider of security services. In order for Allied Barton to obtain this position, as stated earlier, it must have an efficient crew, as well as proper training programs implemented.Allied Barton has always stood for providing quality services, at a low price; something which I wish to continue. Allied Barton understands that if they want to provide quality, consistent security services across an array of industries, they must meet the needs of those industries on both local and national levels. Locally, Allied Barton hopes to provide superior day-to-day operations support, and on a national level, provides more than 100 offices across the country with an extraordinary number of resources devoted to our clients.Allied Barton wishes to provide a single point of contact for our client’s needs and expectations. Furthermore, Allied Barton has a team of experts assembled to help coordinate and support the transition and security management based on our clients needs. Allied Barton provides an environment that makes employees, tenants and guests feel safe and secure including holding employee seminars and distributing safety awareness steps. Allied Barton does every thing possible in order to make a proactive outreach to the community in which it is established in.Our company strives to provide the best training possible, with training programs that best suit our client security needs. We use state-of-the-art technology in order to create and evaluate reports on a multitude of areas within our security program, with real-time response in the case of emergency. Our clients have access to a call center 24 hours a day, which will have the ability to provide security services at whatever time our client needs it. Alternative Scenarios If Allied Barton is to expand, they must take on new clients.In order to acquire new clients, as I stated earlier, I must take measures to hire on reliable, dependable employees. Furthermore, Allied Barton's training program is good, but I think I could make it better. Our training programs should implement security protocols that are suitable for the clients we serve. My goal is to compete with companies such as benc hmark, which is a federal security agency. Many businesses feel that federal security agencies operate much better than private security agencies, primarily because of the employees of those private security agencies.When we look at federal security agencies, we see great training programs, and a huge budget. Since September 11, 2001, President Bush has given literally millions of dollars in funding to federal security agencies, including the Department of Homeland Security (http://www. fas. org). When dealing with private security companies, the funding that is given to federal security agencies is simply not given to private security companies. I think in order to expand our operations; we must be able to provide security services that are equal to those provided by federal agencies.The only way to provide private security services at an affordable price, that matches the competition of federal security services, effective training programs must be implemented. Also, I think it wo uld be effective to find outside sponsors. When changing the training programs, a believe that Allied Barton provides good training services, but I think the program should be extended, and those candidates that do qualify should pass a series of scored test not only to determine their IQ level, but also personality and behavior patterns.I think that by accurately testing potential employees, we can get an accurate understanding of how they act and think, and how they would think and act in an emergency situation; such as a robbery. Furthermore, based on age and education level, as well as experience, and appropriate compensation plans should be devised. Compensation plan should vary, lowest being paid to the newer employees, and the highest being paid to the more experienced older employees. I also believe that life, health, and dental insurance should be provided to all employees after a 90 day probationary period.I feel that a 90 day probationary period is necessary, primarily be cause you don't want to provide benefits for employee’s who do not want to stay with the company. I also think that a slip system should be implemented within the company. Green slips should be issued to those employees who perform well, yellow slips issued to employees, whose performance is lagging, or dropped, and orange slips as suspension, or probationary slips, issued a those employees who continually underperformed. If an employee is issued a green slip, I feel they should be rewarded.In developing the system, any employee who receives five Green slips or more within a two month period will receive a raise of $. 25 or higher. Furthermore, anybody who's issued 5 or more yellow slips in a one month time frame will be issued a two-week suspension. Lastly, any employee that is issued and orange slip, will face one month suspension, and upon return to the company 90 day probationary period in which the employee's performance will be evaluated, and if the employee decides to still continue to under perform, we will terminate them.Allied Barton has a reputation of one of the nation's largest security companies, and with the proper training and staff, it can retain that reputation for many years to come. I think some risk that Allied Barton will face, that it should avoid, is a recent expansion of federal agencies. Privatize security is a necessity amongst various industries Alternative strategies Alternative strategies that can be implemented to change the current posture and processes within the company should start with the proper testing of our newly recruited security officers.I think that personality and IQ tests are important when determining which employees to select. If an employee is required to hold a gun while on the job, we must make sure that only the most qualified individuals are given an opportunity. Furthermore, I do not want to provide great benefits, and awesome compensation, to employees that do not wish to stay with our company. I be lieve that a three-tier structure should be set in place in order to prevent this from happening. During the first year, the employees will start on tier 1 of the program.Tear one of the program is for beginner employees, and security officers, and acts as a probationary period during which time their performances are reviewed by their supervisors. After a year, the employee will be introduced to tier 2 of our program, during which time a better compensation plan, and benefits packages is arranged; as well as flexibility in scheduling is obtained. Employees in the tier 2 program are those employees who have been with the company for one year or longer, and who have performed adequately or exceedingly to the rules and regulations of Allied Barton.During tier 2, and will be monitored as in tier 1, if the employees have met the criteria necessary, and have performed exceedingly well in the company; they will be granted the opportunity of joining the third tier. The third tier will cons ist of employees who stayed with Allied Barton for three years or longer, and will contain a better compensation package, as well a 401(k), and opportunities to obtain half price shares in our companies stock. Furthermore, I think that it is necessary to provide some kind of pension plan for those employees who have stayed with the company for 25 years or longer in which to retire.We here at Allied Burton want the best employees, and want to keep those employees for the longest time possible. In order for Allied Barton to expand operations, it must contain loyal, trustworthy employees who are willing to give 110% when required. I think that by implementing better compensation plans and benefits packages we will attract more employees, as well as provide the incentive for those employees to always perform their best. Furthermore, by providing a pension plan after 25 years of loyal service to her company, it encourages employees to stay with our company.Allied Barton should expect not hing less than top-notch professionals for their security projects. In order to obtain more clients, we must impress those clients by providing exceptional service, at a great price. In order to provide these compensation plans, and benefit packages, I realize that our clientele must increase. In order to meet the changing environment of the security market, and the challenges of new competition that we face; we must incorporate strategies that lower prices, and provide quality services. As stated earlier, I feel that in order to lower prices, we must first have reliable and dependable employees.With reliable and dependable employees, we then can begin to expand our marketing operations. By motivating the employees, with better compensation plans, and great benefit packages; our team will always be happy, upbeat, and willing to work overtime is required. Furthermore, we must begin to directly market to other businesses, in order to obtain more clientele. I feel that by making these changes, we can accurately meet the demands of the ever-changing security market. Allied Barton is one of the nation's largest independent security providers, and I plan to keep it that way.By introducing better compensation plans and implementing business-to-business marketing plans are key factors in building clientele. Executive summary In summary, I feel that there are many things that must be implemented in order for Allied Barton to retain its current position as the nation's largest independent provider of security related services. Key factors in implementing the appropriate plan for Allied Barton, better compensation plans, business-to-business marketing, and entrance exams based on personality and behavior, and IQ tests must be implemented.By providing better compensation plans, we will attract more employees. By providing personality and behavior exams, as well as IQ exams, we can get a good understanding during the application process of what type of employee the applica nt would be if he or she was to become a security officer with our company. Furthermore, business-to-business marketing must be implemented in order to obtain a larger clientele base. Business-to-business marketing should be done in-house, with a handful of representatives, who are experienced in outbound business-to-business marketing.During the first three months of our business-to-business marketing program, if any telecommunications agent hired and underperforms or do not meet the quota of sales required, they will be replaced by somebody with the proper expertise. By implementing these strategies’s Allied Burton can achieve its vision and goals of maintaining there status as the leading provider of security services in the nation. I feel that business-to-business marketing will prove effective in obtaining additional clientele.As stated earlier, business-to-business marketing should only be done by those who have had experience in outbound business-to-business marketing for two years or longer. I understand that by creating this business marketing to marketing department, I will be adding new employees to the payroll and affecting my labor costs, if I hire 12 agents and each one is able to close three sales a day, Allied Barton will effectively be generating 36 new clients on a daily basis, this should compensate for any labor costs.If Allied Barton can effectively generate 36 new clients on a daily basis, that means that Allied Barton would effectively be generating 1080 new clients a month, or 12,960 clients a year. If Allied Burton is able to obtain 12,960 clients a year, Allied Burton will be able to expand its operations, maybe even to an international level. SWOT As stated in the beginning, weaknesses within Allied Burton include lack of motivation amongst employees, lack of up-to-date promotions, and also employees calling off too often.I feel that we can take these weaknesses, learn from them, and create opportunities to attract more employ ees. If better training programs are implemented, and business-to-business marketing is achieved, Allied Burton will effectively generate new clientele on a daily basis, whilst at the same time, effectively training and employing only the best most qualified individuals for the job. If Allied Burton can meet these requirements, I strongly believe that we can become one of the largest independent providers of security officers around the nation, and can expand operations to an international level.I strongly believe in the values, and vision of Allied Burton, and hope to implement programs that benefit Allied Burton as well as the employees within the company. By creating a win-win situation for everybody, the company will grow, employees will be properly compensated, calling off will be a thing of the past, and up-to-date promotions will be happening on a semi annual or annual basis. Despite Allied Barton's current weaknesses, it has been a strong company for over 50 years, and will only continue to grow with the right management strategy implemented.

Daniel Rutherford Essay Example | Topics and Well Written Essays - 500 words

Daniel Rutherford - Essay Example Daniel Rutherford, from Holl, 1804 It was a natural academic progression to attend the University of Edinburgh where his father was a professor of medicine. Daniel would also graduate with a degree in medicine, but it was the experiments he conducted as a student that helped unlock the mysteries of combustion, life, and the composition of 'vital air' ("Daniel Rutherford"). At the time, it was known that a quantity of air that had been subjected to combustion would no longer support life. It was mistakenly believed that the only gas left was carbon dioxide (CO2), and it was considered noxious because of its in inability to support life. Rutherford, through a series of experiments, was able to extract the CO2 and found that it still would not combust or support life. Though he is credited for isolating nitrogen, a more accurate portrayal is that he discovered that air was a mixture of many gases and there was the existence of 'vital air', that would later be known as oxygen. In 1772, he published his thesis titled On A ir Said to be Fixed or Mephitic (Daintith 467). This enabled other scientists that were doing similar research to be moved down the path of discovery. Rutherford's thesis helped guide the current thinking and has been credited with spawning many of Joseph Priestley's later experiments.(Daintith 467).

Case of United States vs. Microsoft Essay Example | Topics and Well Written Essays - 750 words

Case of United States vs. Microsoft - Essay Example The second defense presented by Microsoft was that it was just competing hard against Netscape, and that such competition was welfare-enhancing, and that it did not commit any anti-competitive acts. The third defense given by Microsoft was that it did not have monopoly power in the operating systems market. The fourth defense presented by Microsoft was that competition in the software sector was intense and that its leadership position could be replaced at any time by a new competitor or entrant. Microsoft further argued in its fifth defense, that it is a leader in software innovation and as such intensified and not restrained the innovation process. Lastly, Microsoft reasoned that consumers have benefited from its low pricing of the operating system, the zero pricing of its Internet browser and from its enhancement and acceleration of the innovation process, rather than been harmed by them. Microsoft also argued that consumers benefit from the de facto standardization that its large market share brought to the operating systems market (Economides, 2011). Moreover, Microsoft contended that an anti-trust action against them will dampen incentives for competition and slowdown software innovation. On April 3, 2000, in a two-part decision, Judge Thomas Penfield Jackson ruled in Washington, D.C. that Microsoft's dominance of the personal computer operating systems market constituted a monopoly, and that it used its power against competitors in ways that stifled innovation and harmed consumers. Judge Jackson ordered the breakup of Microsoft into two separate units, one to produce the operating system, and one to produce other software components. This ruling however was overturned by the Court of Appeals on June 28, 2001, acting on the appeal of Microsoft. I think that the DOJ, perceived Microsoft as a bully who would eat their competitors or anybody for that matter, who will be a threat to their market leadership. Microsoft was viewed as a company who would halt inn ovations if it threatened its Windows monopoly. I view the DOJ’s accusations as trying to control the market process and at the same time belittling the ability of the market to correct itself. In my view, the antitrust case against Microsoft is an attempt by the government to control the industry which might eventually have an adverse effect on future technological advancements in the field. I do not think that it is fair for the DOJ to dictate or interfere what should go to the Windows operating system. Microsoft has every right to offer the web browser for free if it does so to gain dominance in the market and government cannot take that away from them. It is clearly a marketing move on their part. From the defense presented by Microsoft, I can see that the point they are driving at is that they are not a monopoly but rather a market leader. Their claim that their

The Concept of Ethical Obligations Case Study Example | Topics and Well Written Essays - 1000 words

The Concept of Ethical Obligations - Case Study Example Bush. He is considered to have an exemplary public administration and leadership skills that had been both his strengths and his weaknesses (White, 2008, p. 420). Tenet’s career can be considered unprecedented due to his achievements but there are challenges and dilemmas he had to face when he became the director of Central Intelligence (DCI). There are factors then considered to be the main reasons why in the end his efforts failed. These factors also caused ethical dilemmas on his part. The first dilemma is setting his leadership priorities and holding a highly multitasking position as DCI. Due to the fact that a DCI holds numerous roles, he had to answer to different groups and stake holders. The DCI’s role includes manager of CIA, president’s principal intelligence advisor, and the head of the entire intelligence community of 15 agencies. Tenet’s job is highly complex that even an expert would find it very challenging (White, 2008, p. 421). In his case though, the role is difficult because he is considered as an outsider in the institution. Tenet’s leadership can be considered handicapped due to his lack of experience in different expertise required in the role because â€Å"he had never run for political office, managed a large organization, worked as an intelligence officer, shaped American foreign policy, earned academic credentials by authoring a scholarly publication, or served in the military† (quoted White, 2008, p. 421). His perspective is different from the perspectives of the DIC before him which resulted to a more diplomatic type of leadership. The second dilemma he had to face is related to the prioritization of his ethical concerns. Due to the numerous agencies and institutions with different missions, visions and priorities he has to answer to such as the decision making process in White House, CIA’s intelligence priorities and his own conscience. At different points in