Assembly Language Essay Research Paper When programming free essay sample

Assembly Language Essay, Research Paper When programming in assembly linguistic communication, we have to stipulate operations in a much greater degree of item than we would hold to make in a high degree linguistic communication. Furthermore, we get comparatively small aid from the assembly program in happening mistakes. Assemblers can merely look into the sentence structure of each line, and look into that every symbol or label used is defined someplace. We are much less constrained by the construction of the assembly linguistic communication than we are by the construction of a high degree linguistic communication. This deficiency of restraint makes the occupation much harder, non easier. It is much easier to compose an wrong plan in assembly linguistic communication that in C++ or Pascal. It is much more likely that errors, will non be found by the assembly program, so that we get runtime mistakes, which are harder to happen, instead than compile clip mistakes which are easier to happen. We will write a custom essay sample on Assembly Language Essay Research Paper When programming or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page For these grounds, we need to be even more careful when programming in assembly linguistic communication than we are when programming in a high degree linguistic communication. We need to use all of the accomplishments we have learned in relation to high degree linguistic communication programming to assembly linguistic communication scheduling. Planing our work carefully is every bit of import, constructing a design bundle, by following appropriate manner conventions when composing the plan, and by supplying good certification with appropriate commenting of the plan text. After constructing the design, it is wise to compose a high degree linguistic communication plan, to assist look into out the plan logic and to function as a theoretical account for the assembly linguistic communication plan. The high degree linguistic communication plan can so be translated small by small into assembly linguistic communication, possibly a process at a clip, and can be used to document the logic of the assembly linguistic communication plan. Clearly, we should utilize a compiler to interpret a high degree linguistic communication plan into machine codification if we have a compiler at manus. There are fortunes, nevertheless ; when it is necessary to make the interlingual rendition on our ain. It is n evertheless wise to compose out the high degree linguistic communication plan, even if you can non roll up it for the machine in inquiry. It is non necessary or desirable for the scheduling of embedded microprocessors to be done in assembly linguistic communication. Indeed, assembly linguistic communication should be regarded as a last resort, to be used when compilers are non available, or in really particular fortunes. It is, nevertheless, necessary for calculating scientists and package applied scientists to hold a good apprehension of computing machine architecture, and some exposure to assembly linguistic communication scheduling is an of import portion of accomplishing overall system programming cognition. The layout of the assembly linguistic communication codification should follow the high degree linguistic communication construction where possible and subdivisions of codification should be marked out clearly in relation to their map. They should be as ego contained as possible, and could for illustration correspond to processs in the high degree linguistic communication signifier. Each modus operandi or map should hold precisely one issue point. Branchs and leaps should stay within a everyday or map. They should neer be used to leap out, except perchance in the instance of mistakes which require particular exclusion handling. A everyday or map may, of class, name another modus operandi or map. A call is by and large made by hive awaying parametric quantities and put to deathing a JSR or BSR direction. The chief entry point to a plan should usually be to its first direction, so that when the plan is loaded, the entry point can be presumed to be at its lowest reference in memory. Sym bolic names ( defined by labels and equate statements ) should be chosen to convey significance, in precisely the same manner that we choose names in a high degree linguistic communication plan. Equate statements should be used to specify invariables or to call registries where they would better readability of the plan. Appropriate remarks are even more of import in assembly linguistic communication programming than in high degree linguistic communication scheduling.

AOL/Time Warner Merger Essay Example

AOL/Time Warner Merger Essay The merger of AOL and Time Warner was announced in January 2000 against the backdrop of a seeming technology revolution but prior to the bursting of the stock market bubble. Prior to Mid-March 2000, some of the bluest of blue chip companies feared marginalization by an upstart dot.com army. Today, however, every decision made in that era has been subject to the punitive scrutiny of hindsight. The AOL-Time Warner merger made a great deal of sense in the context of emerging competitive realities at the time and may prove to be a compelling combination as the Company moves forward and competes head-on with the likes of Microsoft. Both companies addressed perceived threats from externalities and bargaining problems. Nonetheless, it is clear that AOL gleaned the greatest lasting advantage from its choice of corporate strategies. The Time Warner Imperative At the time of the merger, Time Warner was the largest media firm in the world, having assembled an unparalleled portfolio of related assets, spanning both content and distribution. This was driven largely by two fundamental factors; first, the economics of the media industry dictate extracting multiple sources of rents from any given production, and second, media industry consolidation throughout the 1990s which saw large media firms largely internalize their distribution. However, with the rise of the Internet revolution, Time Warner was feeling pressure on a number of fronts: We will write a custom essay sample on AOL/Time Warner Merger specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on AOL/Time Warner Merger specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on AOL/Time Warner Merger specifically for you FOR ONLY $16.38 $13.9/page Hire Writer * A stagnating stock price as markets rewarded nimble, net-centric businesses, no matter how unproven; * Fragmentation of its audience, particularly to Internet media outlets, which it feared would sap it of the scale that provided leverage with advertisers; * Failure in a number of its own Internet ventures, feeding the fear that old economy companies truly were ill-equipped to succeed in the emerging e-conomy; * Rising costs of talent fueled by the exodus of executives seeking Internet riches. Against this backdrop, Time Warners agreement to link up with AOL seemed like a solid defensive move, guarding against the potential obsolescence of its resources by giving itself a stake in the Internet Revolution. It also held out tremendous offensive potential by giving the Company a new avenue to leverage its portfolio of competencies, namely the effective creation and distribution of content across multiple distribution channels; in this case AOLs 33 million subscribers. In the words of one analyst, Time Warner managed to acquire the Internet brand it had yet to build, thus enabling it to successfully overcome a major externality that was threatening its continued success. The AOL Imperative Throughout its history, AOL had leveraged joint ventures and partnerships as a means to grow and thrive. But competitive pressures were growing, and AOL, through its acquisition of Netscape and Compuserve, had begun to come more directly into competition with Microsoft, without the proprietary resources to win a fair fight. Additionally, and perhaps more importantly, despite AOLs dominant position as the number one Internet service provider, it only provided dial-up service, the growth of which was coming to a halt. Future subscriber growth required being able to provide broadband access, which provided much greater speed of connection and data transfer, enabling significantly richer functionality and significantly more profitable subscribers. AOL had succeeded on the basis of providing easy access to the Internet and simple, convenient, features such as email and instant messaging, that won early loyalty. However, the Internet was moving beyond its early beginnings, broadband was the key to the Internets future and AOL didnt possess sufficient unique content to compete as a dial-up provider. AOL also feared that it would be vulnerable to hold-up, or frozen out altogether, by those companies that had broadband capabilities. The merger with Time Warner allowed AOL to address its potential bargaining problems in two ways. First, it acquired a wealth of unique content that should give it significantly greater leverage vis-à ¯Ã‚ ¿Ã‚ ½-vis firms like Microsoft that was extracting a heavy toll for access to the desktop. Second, by acquiring the number two cable provider, it instantly guaranteed itself a future in broadband and immediate access to millions of potential subscribers, mitigating the hold-up problem. Cross-Pollination Hailed as one of the two world powers of interconnectivity, a major rationale behind the merger was to win control over the home network which Gerald Levin described as the final battlefield. The vision was to create a seamless platform that would give AOL TW scale and scope beyond any other media company in the world and allow it to promote [their] products and brands across all of its media properties. This would require the successful transfer of skills between the two companies. The companies would have to effectively share their combined knowledge of cross-selling, Time Warners skill in media creation, their respective distribution competencies (AOL online and Time Warner in broader media outlets), and finally lever AOLs success in establishing meaningful joint venture relations. Enter Microsoft From the first time that AOL had to negotiate with Microsoft for access to the desktop, it was inevitable that the two would eventually come to compete. What was probably much more difficult to envision was the breadth of different businesses in which Microsoft would become a competitor. Microsoft has an entrenched presence on what, until recently, was the only vehicle for accessing the Internet; the computer. But recognizing, as AOL does, the convergence of technologies in media and communication and the likely zero sum game for the home network, Microsofts key corporate strategy has been its ability to achieve coordination by creating or venturing with firms that provide complementary products or services. Despite being late to the Internet game, Microsoft has effectively leveraged its ubiquity in computing and its vast financial resources to build or invest in businesses that go head to head with AOL in almost every facet of its operations. Microsoft has established links with complementary companies that will enable it to remain the de facto operating standard even when computing and Internet functionality leave the desktop and migrate to such vehicles as the television or the phone. It has also increased its content and functionality in areas such as messaging, gaming, transaction facilitation, online music and video, ensuring that there is no substantial area of interest in which consumers can not find a Microsoft or Microsoft-enabled solution. The result of these activities is that Microsoft and AOL will continue to go toe-to-toe for control of the digital consumer until a winner emerges. AOL/Time Warner: Who won? Determining who won and who lost in the AOL-Time Warner merger is complicated by the choice of criteria used to determine victory. If a more formidable and sustainable competitor was created, did both Companies win? But ask any Time Warner shareholder who won and youll get an unambiguous answer; AOL. By most standards, its acquisition was a coup. Its true that the merger makes great strategic sense for the businesses in which both companies compete. But the fact that AOL acquired Time Warner with vastly inflated stock means that AOL shareholders partook in one of the great robberies of the Internet bubble. While the value of most Internet companies plummeted over the past three years, AOL shareholders had managed to acquire some of the most valuable old economy assets. Time Warner, on the other hand, has seen the value of its consideration decline substantially, at a time when its stable mix of businesses should have held up much better. Had Time Warner acquired AOL for 20-30% of AOLs market value in January 2000, it might have been viewed as one of the shrewdest mergers in recent memory. The circumstances of the two companies coming together, however, will leave a cloud over the Company until it begins to realize its great potential that was envisioned at the outset.

Doing A Chemistry PhD Sample Essay

Doing A Chemistry PhD Sample EssayDid you ever try to give a chemical knowledge Phd sample essay? If so, there is nothing more terrifying than writing about something you are not familiar with, especially if it involves something you are required to learn for your doctoral thesis.Luckily, there are some very easy steps you can take to prepare yourself for the PhD at home so that you do not have to put too much effort into the essay. Some of these steps include studying up on basic knowledge that will help you better understand the topic at hand, practicing an outline and writing a detailed outline, preparing a proofreading section, and finally making a PowerPoint presentation on the topic to answer the reader's questions.Before you can start practicing your essay on the subject of your PhD in chemistry, you need to prepare yourself. Start off by reading through the first chapter of your dissertation to get a general idea of the topic of your PhD. After you have this information, you can then continue to read through the rest of the text to gain a little more understanding of the subject of your PhD in chemistry.You need to understand the basic physics concepts like energy, volume, and mass. Then, you need to be able to organize and describe the many reactions that occur in your molecules. One of the most common processes in science is the oxidation and reduction of oxygen, which can be described using a chemistry and physics terminology.When creating your PhD in chemistry sample essay, you will also need to cover the various elements that make up the compound. These include the carbon-carbon bonds, the nitrogen-nitrogen bonds, and the oxygen-oxygen bonds. And finally, you need to know the various catalysts in your molecules that allow for the reactions to take place.Because all chemistry is based on these factors, you must first find a way to explain them to the reader in the best way possible. Make sure that your explanation is factual and well structured, as well as relating to the material at hand.Finally, you must then work to give your reader a vivid picture of what the PhD in chemistry is all about. This can be done through your PowerPoint presentation, or through telling them exactly what you did or what you have learned throughout your PhD in chemistry sample essay.

You Decide Virginia Pollard Essay Example

You Decide Virginia Pollard Essay Example You Decide Virginia Pollard Essay You Decide Virginia Pollard Essay You Decide Project Virginia Pollard worked as a cashier and clerk for Teddy Supplies, a family-owned chain of film production equipment supply stores in Pennsylvania and New Jersey. During a routine performance evaluation, Virginias supervisor at Teddys complained that she made too many personal phone calls when she worked in the West Orange store. The supervisor noted this on Virginias annual review, and warned her to keep personal calls to a bare minimum while at work. Soon thereafter, Teddy transferred Pollard to guard film equipment in the main warehouse behind the storefront; Virginia couldnt make personal calls there, and her work became exemplary. Her performance evaluation three months after her transfer was meeting expectations with no negative comments. Virginia Pollard was the only woman working in the warehouse, and she was often the victim of pranks perpetrated by her six male colleagues. Her co-workers taped her drawers shut, locked her out of the guard shack she sat in to watch the inventory, filled the guard shack with trash, and backed a forklift up to the door and made it backfire in her ear. One day a Teddy delivery driver sat in Pollards chair and, when she tried to push him out of it, he bent her over his lap and spanked her. Pollards new supervisor, Steve King, rarely enforced Teddys rules against smoking, horseplay, foul language, and sexual harassment, and often indulged in such behaviors himself. Teddys had a written sexual harassment policy which included a method for employees to report sexual harassment the method included filing a complaint with the direct supervisor unless the direct supervisor was the perpetrator. In that event, the employee was to file the complaint online at www. ReportTeddysafely. com. The form for reporting was a one page document. A copy of the policy which Virginia Pollard signed is located here. The policy specifically states, In the event of a violation of this policy, employees should report the violation to their direct supervisor, unless doing so would put the employee at risk of further discrimination or harassment. In that case, the employee should report using the company website form which will submit the incident to Human Resources. Pollard never filed a complaint with Steve King, her supervisor; she also did not file a complaint at the website, although she claimed she told King in July 2008 that she felt she was being picked on by the guys she worked with. She claims Steve King told her to grow some balls and to get over herself. She testified during the NJ Human Rights Commission hearing that she tried to file an anonymous complaint but the website wasnt working the day she tried to do so. In August of 2008, King and the other warehouse workers put a sign on a truck that read HARDHAT REQUIRED/BRA OPTIONAL. King and another employee called Pollard over to look at the sign and encouraged her to do as it said. She refused and tried to walk away. King promised not to report her to management, whereupon she lifted one side of her shirt in the back and exposed part of her bra on her backside. Upper management learned of the incident that October by a co-worker who filed an anonymous complaint online. After a brief investigation, Pollard was fired for exposing her bra. None of the men were disciplined. A man replaced Pollard in the guard shack. That November, Pollard filed a charge of sex discrimination with the New Jersey Commission on Human Rights. The Commission found that Pollard had been the victim of sex discrimination and that Teddys reasons for firing her were pretext, and awarded her back wages and damages. Teddys appealed to the circuit court, including in their case that Pollard had committed several infractions, including participating in the spanking incident. They reported that Pollard had failed to report any sexual harassment and included a copy of their sexual harassment policy as part of their defense case. The Circuit Court found that Teddy did have good reason to discipline Pollard but that firing her was in fact disparate treatment when compared with the utter lack of discipline given to King. The circuit court reversed the Commissions award of damages because it believed that Teddy had been right to discipline Pollard, but they ordered Teddys to reinstate Pollard to her old position. Pollard appealed to the New Jersey Court of Appeals and refused to accept her job back. Sexual Harassment Policy: Teddys Supplies Sexual Harassment Policy All employees of Teddys Supplies are required to read and follow this policy. This policy was implemented on January 1, 2002, and is in effect until further notice. Scope of Policy This policy prohibits any illegal discrimination or harassment of any employee by another employee, co-worker, supervisor, or vendor. All employees are entitled to a harassment and discrimination free environment. The company has a zero-tolerance policy with respect to harassment or discrimination. A safe work environment is the goal of Teddys Supplies. Responsibility and Reporting structure All employees are responsible for following this policy. In the event of a violation of this policy, employees should report the violation to their direct supervisor, unless doing so would put the employee at risk of further discrimination or harassment. In that case, the employee should report using the company website form which will submit the incident to Human Resources. Employees have the option of anonymously reporting incidents, but doing so does not provide the employee with any protection under the law. (Access the reporting form on the benefits page of the intranet. Behavior Banned All illegal, discriminatory, or harassing behavior is prohibited. Discipline invoked Employees found to violate this policy may be terminated, suspended from work without pay, or transferred. This document will be considered the warning in the event of termination. No other warning is required. In the event a suspension or transference is a result of a violation of this policy, any 2nd offense will be met with immediate dismissal. In the event a compla int against an employee is made, the employee will have the right of defense at a hearing prior to termination. This hearing will be held by the CEO and Director of HR, or by a committee created at their request or direction. No retaliation Employees will not be retaliated against making for valid complaints. In the event it is determined that an employee has filed a fraudulent complaint, this will be grounds for disciplinary action, including suspension without pay, transference or termination. Limitation period All complaints for violations of this policy must be made within 90 days of the occurrence of the behavior or they are waived under this policy. Signed: 2004 Virginia Pollard Date: 8-12- You Decide Question #1: Teddys Supplies CEO has asked you to advise him on the facts of the case, and your opinion of their potential liability. He wants to settle the case. Write a memo to him which states your view of whether the company is exposed to liability on all issues you feel are in play. Include in your memo any laws which apply and any precedential cases either for or against Teddys case which impact liability. Include in the memo your suggested offer of settlement to Virginia. Back up your offer using your analysis of the case against Teddys. (Points: 30) As an advisor, I would inform Teddys Supplies CEO the situation is Virginia Pollard, the only woman working in the warehouse, is filing charges against the company for sexual harassment. The fact of the matter is the employees in the warehouse are guilty of disparate treatment towards Virginia Pollard as warehouse workers put a sign on a truck that read HARDHAT REQUIRED/BRA OPTIONAL along with other discriminatory actions (pranks, spanking incident, etc. ). However, per the Sexual Harassment Policy implemented by the company, Virginia did not ever file sexual harassment complaints when given the opportunity to. As a conclusion, I believe Teddys Supplies as a company, is responsible for the hostile work environment created around Virginia Pollard; my advice would be to offer a settlement to Virginia Pollard in the amount of $5,000. I believe the $5,000 is a sufficient settlement because according to Burlington Industries v. Kimberly Ellerth case, I believe that Virginia Pollard was been a victim of a hostile work environment. You Decide Question #2: The Circuit Court overturned the decision of the NJ Human Rights Commission which had found that Pollard was the victim of Sexual Harassment and disparate treatment. Please answer these questions: A. Define sexual harassment, including both quid pro quo and hostile environment harassment. Which type(s) do you feel Pollard was a victim of (if either. ) Provide law or a case to support your position. If you feel Pollard was not a victim of harassment in this case, explain why you feel that way, and provide law or a case to support your position. (10 points) B. Name an appellate court case where an employer was found liable for either quid pro quo or hostile environment sexual harassment. Describe the facts of the case, and the decision the court came to in the case. Explain whether you think that case applies to Pollards case (why or why not) and whether you would want to use this case in Teddys favor or whether Pollard may use it in her favor. Include the citation to the case and a link to it online. (10 points) C. Do you agree that Pollard was disparately treated? Why or why not? In your answer, define disparate treatment. 10 points. ) D. Does the existence of a sexual harassment policy provide a defense to Teddys in this case? Why or why not? (Include the name and citation of at least two federal or state sexual harassment case(s) which provide precedential support to your defense statement. ) (10 points. ) (Points: 40) A) Sexual harassment is the act of inappropriate actions insinuating sexual conduct. The two types of sexual harassmen t are quid pro quo and hostile work environment. Quid pro quo is the action of getting something for giving something of value. Hostile work environment is when an employer engages in inappropriate behavior making the working place not up to reasonable standard. According to Burlington Industries v. Kimberly Ellerth, I believe that Virginia Pollard was a victim of a hostile work environment. In this case the Supreme Court ruled that workers can still bring sexual harassment cases against employers even if the harassment is not reported. B) A court case when the employer was found liable for sexual harassment is the Burlington Industries v. Kimberly Ellerth. In this case, Kimberly described her experiences at work as feeling humiliated and embarrassed. Kimberly also claimed to be an emotional and mental victim of sexual harassment by her supervisor but never reported the incidents to anyone at work. This case applies to Virginia Pollards case and I would want to use this case in her favor because she has been the victim to humiliation when her coworker bent her over his lap and spanked her. This case applies directly to Virginia Pollard because even though she never filed a complaint with her supervisor Steve King, nor did she file a complaint at the website online, she can still bring sexual harassment cases against employers even if the harassment is not reported. law. cornell. edu/supct/html/97-569. ZO. html) C) I do agree that Pollard was disparately treated. Disparate treatment is mistreatment of employees differently because of their membership in a certain protected class (Race, Color, Religion, National Origin, Sex). In this case, Pollards employees treated her with discriminatory conduct because she was the only woman wor king in the warehouse when the sign posted on a truck read HARDHAT REQUIRED/BRA OPTIONAL. This sign discriminated Virginia Pollard because she was the only woman in the warehouse amongst six other employees. D) The existence of sexual harassment policy does not provide a defense to Teddys in this case. Even though Teddys policy provides the opportunity for employees to report misconduct, it does not dismiss the employer from being liable for conduct of employees. Two cases that support this are the Burlington Industries v. Ellerth case and Burrell v. Star Nursery, Inc. Both of these cases state that the employer must be liable for the sexual harassing conduct of their supervisors even if they neither knew nor should have known that the misconduct was occurring. You Decide Question #3: Review the sexual harassment policy which Teddys has in place and which Virginia Pollard signed. Virginia Pollard claims she had planned to make an anonymous complaint but the website allowing that was down on the day she tried to do so. During the Human Rights Commission case, a review of the website statistics shows that Virginia accessed the website for downloading dental coverage forms at least three times during the time frame of the alleged discrimination. The commission determined that this ability of Teddys to track employees use of the site was a violation of their anonymity and therefore, refused to consider this information. The circuit court did consider this in their decision. Provide three recommendations to the CEO for a way to ensure that employees in the future can not claim technical issues for why they didnt make a complaint. Explain, in your recommendations, the legal consequences to an employee if they do not utilize the complaint mechanism of the sexual harassment policy. Support these recommendations with current case law. (Points: 20) Three recommendations I would make to the CEO of Teddys to ensure that employees in the future could not claim technical issues for why they didnt make a complaint would be providing alternative options in reporting this matter. The three recommendations I would give to the CEO of Teddys would be: 1) Create a drop box/1-800 number/multiple parties employees could contact in order to file their complaints into so anonymity still existed. The legal consequence to an employee for not utilizing the complaint mechanisms would be negligence. The addition of the additional options juxtaposed with the existing online reporting option gives each employee an additional opportunity to report any sexual harassment cases at the workplace or at home. Similar to Brenneman v. Famous Daves of America, the legal consequence to the employee for not reporting events of sexual harassment would be the employer being able to defend themselves from sexual harassment allegations having given the employee almost any opportunity to report this misconduct. ) Implement a periodic harassment training to supervisors and employees to ensure that they know and remember that they must take the appropriate action to avoid sexual harassment law suits. By training the employees and supervisors of this sexual harassment periodically, it constantly reminds them of the differences of appropriate and inappropriate behavior and what actions to take in the i nstances of misconduct. In addition to the training, prompt and swift implementation for correction action must be taken to those found guilty of misconduct. Moreover, due to Suders v. Pennsylvania State Police employers should also train their supervisors to know that the burden of proof dismissing them from any liability is also their responsibility in the case a sexual harassment suit. 3) Become more involved in every aspect of the company. Spend time with each department within the company to exercise reasonable care to prevent or correct any harassing behavior. By doing this, the employer may then claim affirmative defense because a) the company has an effective internal complaint procedure for reporting incidents of workplace harassment, and (b) the employee unreasonably failed to take advantage of that procedure. Upon any misconduct, the legal consequence for the employee not reporting the misconduct would be the employer using affirmative defense to his advantage. You Decide Question #4: How would Pollards case be impacted if her replacement had been a female? Would her case be different? Would her damages be different? Explain your answer. (Points: 10) Pollards case could be viewed differently if Pollards replacement had been a female, because Teddys had initially fired her for exposing her bra. If Pollard had been replaced by another woman, I dont think it would be viewed as disparate treatment because it would have been just seen as personal misconduct. In addition, if Pollards replacement had been a woman, the Circuit Court may have supported Teddys discipline to Pollard and still reversed the Commissions award of damages because it believed that Teddy had been right to discipline Pollard.

Brief Overview of The Freedmens Bureau

Brief Overview of The Freedmens Bureau The Bureau of Refugees, Freedmen, and Abandoned Lands, also known as the Freedmen’s Bureau was established in 1865 to assist newly freed African-Americans and displaced whites following the Civil War. The Freedmen’s Bureau provided freed African-Americans and whites with shelter, food, employment assistance, and education. The Freedmen’s Bureau is considered the first federal agency devoted to the social welfare of Americans.   Why was the Freedmen's Bureau Established? In February of 1862, abolitionist and journalist George William Curtis wrote to the Treasury Department suggesting that a federal agency be established to help formerly enslaved people. The following month, Curtis published an editorial advocating for such an agency. As a result, abolitionists such as Francis Shaw began lobbying for such an agency. Both Shaw and Curtis assisted Senator Charles Sumner draft the Freedmen’s Bill- one of the first steps to establishing the Freedmen’s Bureau. Following the Civil War, the South was devastatedfarms, railroads, and roads had all been destroyed, and there were an estimated four million African-Americans who had been freed yet had no food or shelter. Many were also illiterate and wanted to attend school.   Congress established the Bureau of Refugees, Freedmen, and Abandoned Lands. This agency was also known as the Freedmen’s Bureau in March 1865. Created as a temporary agency, the Freedmen’s Bureau was part of the War Department, which was headed by General Oliver Otis Howard. Providing assistance to both African-Americans and whites who were displaced following the Civil War, the Freedmen’s Bureau offered shelter, basic medical care, job assistance and educational services.   Andrew Johnson's Opposition to the Freedmen's Bureau Just one year after its establishment, Congress passed another Freedmen’s Bureau Act. As a result, the Freedmen’s Bureau was not only going to present for another two years, but the U.S. Army was commanded to protect the civil rights of African-Americans in former Confederate states. However, former President  Andrew Johnson  vetoed the bill. Soon after Johnson sent Generals John Steedman and Joseph Fullerton to tour sites of the Freedmen’s Bureau. The purpose of the generals’ tour was to reveal that the Freedmen’s Bureau was unsuccessful. Nevertheless, many southern African-Americans supported the Freedmen’s Bureau because of the aid and protection provided.   Congress passed the Freedmen’s Bureau Act for the second time in July of 1866. Although Johnson vetoed the act again, Congress overrode his action. As a result, the Freedmen’s Bureau Act became law.   What Other Obstacles Did the Freedmen's Bureau Face? Despite the resources that the Freedmen’s Bureau was able to provide to newly freed African-Americans and displaced whites, the agency faced many problems. The Freedmen’s Bureau never received enough funding to provide for people in need. In addition, the Freedmen’s Bureau only had an estimated 900 agents throughout southern states. And in addition to the opposition that Johnson presented in the existence of the Freedmen’s Bureau, white southerners appealed to their political representatives at the local and state levels to end the work of the Freedmen’s Bureau. At the same time, many white northerners opposed the idea of providing relief solely to African-Americans following the Civil War.   What Led to the Demise of the Freedmen's Bureau? In July of 1868, Congress passed a law that closed the Freedmen’s Bureau. By 1869, General Howard had ended most of the programs associated with the Freedmen’s Bureau. The only program that remained in operation was its educational services.  The Freedmen’s Bureau closed completely in 1872. Following the closing of the Freedmen’s Bureau, editorialist George William Curtis wrote, No institution was ever more imperatively necessary, and none has been more useful.  Additionally, Curtis agreed with the argument that the Freedmen’s Bureau had averted a â€Å"war of races,† which allowed the South to rebuild itself following the Civil War.

D6 Essay Example | Topics and Well Written Essays - 750 words

D6 - Essay Example To a great extent, convergence is already taking place in organizations, because they are beginning to realize that managing electronic information successfully requires a collaborative approach throughout the organization rather than compartmentalizing information into various departments.(Petersen, 2006). Thus, technology convergence that is producing information convergence is transforming organizations into networked, integrated entities. Businesses are increasingly networking with business across the globe in outsourcing their operations so that they can focus on their core competencies. As Mishra(no date) also points out, technology convergence offers other advantages, such as a decrease in the costs of voice and data transmission, through improvements in compression technology and a reduction in infrastructure costs. For ordinary consumers, convergence offers the facility of equally efficient access to information using a choice of informational electronic mediums, such as mobile phones, computers and other media devices to access the same information. While the technology is still new and relatively expensive, for example in devices such as mobile phones that also offer the facility of accessing the Internet, or mobile phones married to PCs and cameras (Goldsborough, 2006), costs are likely to go down as convergence improves, thereby providing a boon for customers. For businesses, it provides the opportunity to gain considerable competitive strengths by combining competencies as mentioned above. 2. At present, it is possible for the Internet, as well as a LAN or Intranet and an extranet (WAN) to fully converge. This is being done with e-learning for example, where colleges may use the blackboard or Intranet to exchange internal communications, require students to carry out research on the Internet and also encourage access to Extranets such as external library databases. Such converge is occurring

Book Report Two Old Women Essay Example | Topics and Well Written Essays - 500 words

Book Report Two Old Women - Essay Example The author was looking for a very remote and intimidating environment to base the tale of two old women. The environment was very well selected and established. It is the part of the novel that depicted difficulty in the whole book. Apart from the difficult and intimidating environment, the story of survival and perseverance would be of no logic. The timing of the novel was very crucial and the author did an exceptional job in the timing of her book. It is the olden times of the novel that gave the tale logic in terms of few and scattered communities of people. It is also in the olden days that cannibals existed and held so much significant to people (pp. 98). In the novel cannibals were a feared lot. It also with the migrations made by characters in the novel made the timing of the tale exceptional. Apart from the setting of the novel, it is with great appreciation that I would recommend the novel to the modern society. In the novel, there was the depiction of laziness as a weakness. By strength, will and hard work that the two old women managed to survive during winter. This is a challenge to individuals who may use their weaknesses to avoid responsibility and seek attention. In my opinion, this fact created the most significant part of the novel. The choice of the vice by the author was exceptional. The author also focuses on society ties, betrayal and expectations. In the novel, the two old women were betrayed since they could not fulfill the tribe’s expectations of fitness (pp. 76). The authors mind was relating the struggles by the old population and the society reaction to their old age. At the conclusion of the novel the author expresses the apologetic feeling of the tribe when they found out the two women were still alive. This is a depiction of regret when we do not do the right thing. In the modern day society the novel still hold significance since we witness large numbers of old