Hiroshima, By Robert Lewis, Co Pilot Of Enola Gay

â€Å"Just how many Japs did we kill? I honestly have the feeling or groping for words to explain this or I might say my God, what have we done?† written by Captain Robert Lewis, co-pilot of Enola Gay over Hiroshima, Japan, presently after 8:15 a.m. on August 6, 1945. The too-large gust of wind, and the looming mushroom cloud rising over the blackened city were all vaguely mentioned in his captain’s log. A small sketch of the first ever nuclear warfare attack can be found hastily scribbled on the back of Lewis’s log that was later stowed away, the sight destined to plague his mind in the years to follow. Captain Lewis’ account of Hiroshima is only one of thousands who never spoke about whether it was right or wrong. Lewis was not thinking about†¦show more content†¦Many United States governmental personnel were aware that victory was assured at this point. According to General Henry â€Å"Hap† Arnold, Army Air Forces commander, as stated in his 1949 Global Mission, â€Å"It always appeared to us that atomic bomb or no atomic bomb the Japanese were already on the verge of collapse† (Weber.) Though Japan was the first to attack the United States that did not mean the war would follow in their favor. When the ending months of World War II came around it had become clear which country had the greater advantage, and whom ultimately stood on top. The resources available, damage taken, and military readiness deciding that the United States had already won. The truth being that Japan had already lost months before Hiroshima was attacked. The Japanese military had no way to make a comeback, and using a nuclear weapon when this was so obviously clear is undeniably unwarranted. Due to Japan’s dwindling position in the war, turning the tides stood nearly impossible; nonetheless they remained loyal to their Emperor in never giving up. Japanese soldiers believe that death came before betraying their country. However, several powerful Japanese military personnel had realized that to preserve Japan itself, surrendering was a small price to pay over annilliation. After the Hiroshima attack on August 19, 1945, an article was published on the front page of ChicagoShow MoreRelatedNuclear Bombings of Hiroshima and Nagasaki981 Words   |  4 PagesII, in Hiroshima, Japan, thousands died. The â€Å"Enola Gay dropped a 9,000 lb TNT bomb called â€Å"Little Boy.† Approximately 78,150 people died after one death count, but radiation was still lethal. Three days later, another bomb was dropped. â€Å"Fat Man,† dropped by â€Å"Bock’s Car,† was a Uranium-235 bomb, even though it did less damage than Hiroshima, the seaport of Nagasaki still was torn to pieces. 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In his July 25, 1945 diary entry, as Truman is writing about the bomb, he refers to the Japs as savages, ruthless, merciless and fanatic. On August 11, after both Hiroshima and Nagasaki had been devastated, an American clergyman named Samuel McCrea Cavert wrote the President urging him to give the Japanese time to surrender before using any more atomic bombs. Truman replied, When you have to deal with a beast you

Managing Meal Costs Variance Generation, Analysis, and Interpretation Article

Essays on Managing Meal Costs: Variance Generation, Analysis, and Interpretation by Milan Article The paper "Managing Meal Costs: Variance Generation, Analysis, and Interpretation by Milan" is a delightful example of an article on finance and accounting. Due to the decline in the number of people who regularly eat out it has become necessary for restaurants to manage the cost of preparing meals and ensure that they make maximum profits. In minimizing the cost of preparing food in a given restaurant various strategies need to be put in place. This essay will examine how one can use different methods like the traditional cost variance framework, and then use it to regulate labor and food costs in a restaurant. The major aim is to reduce the costs and increase the profits which a given restaurant makes. In this case, planning becomes necessary, in developing labor and food costs one should put into consideration the fact that costs are by nature variable within a relevant range of activity. Labor costs vary with the number of labor hours consumed, and food costs generally vary with dollars of sales (Milan et al 5). The points of interest include data collection which helps in the determination of costs; a restaurant operator must develop methods of capturing data either from the point-of-sale system or some other recording system. This article is relevant to the class because it illustrates different methods of managing the costs that may be incurred in a given restaurant and on how to determine them. It also shows how one can interpret variances that occur in the normal day to day operation. I would like to discuss with my class the different cost variances that occur in a restaurant and t heir interpretation, various methods of collecting and representing data in a restaurant, and how one can generate more profits while operating a restaurant. Generally if one is able to reduce the costs incurred in a restaurant and increase the profits, it will result in making a restaurant more successful.

Review of Literature and Implications †Free Samples to Students

Question: Discuss about the Review of Literature and Implications. Answer: Introduction With the changes in economic, each and every organization is striving to globalise its business to increase the market share and expanding the business on international level. There are several aspects that had been changed due to globalization. Human resource management is responsible for human resource planning that involves recruitment, selection, training and development of the employees. They are also responsible for succession planning but there are many changes that took place in past decade and now human resource planning has to be done in another way due to employee turnover. To overcome such issues Human resource management should focus on Scenario planning. They have to consider all the external environmental factors while making plans for the planning of human resources in a particular organization. Human Resource Planning refers to identify the requirement of human resources within an organization. Now, due to environmental and demographic changes, it is difficult to rely on the stability of the employees in an organization for a long time period. Scenario planning is prepared on the basis of changing internal and external business factors. It is analysed that if the external factors of the business changes then organization should focus on changing the existing strategic planning on the basis of those factors. HRM policies and department is highly impacted by the external factors of the organization. Earlier human resource planning focuses on the replacement within the organization and succession planning but now scenario has been changed. Globalization means the integration of business operations, ideas, strategies and process into a diverse culture, services and products. It creates a big impact on the management of the employees. (Dowling, Festing Engle, 2017) Rewards and Recognition- Human resource planning involves the motivational activities for employees and one of them is rewards and recognition. There are many employees who work outstanding and they deserve some rewards and recognition for their performance. Such activity helps to create motivation among employees and they focus on more hard work. More Emphasis on trainings- Training is an important aspect if there is a diverse workforce in the organization. Human resource management needs to focus on the needs and professional qualification of the employees in the organization. For example for call centre jobs, companies need to conduct language classes. It is important to make the employees learn about the global software that has been used by the companies. It creates a competition between the companies as it is not an easy task to manage the global workforce. (Nel, 2012) Management of Laws- It become really difficult to understand the implications of different jurisdiction and laws. Human resource management needs to understand the impact of particular law in respect to the business organization by doing proper human resource planning. There are some regional laws that need to be followed. Human resource management need to focus on the training of the employees related to the labour laws and other laws too. This management of laws focuses on the training of the employees and motivating employees to increase the overall outcomes of the business. It shows that proper training program is required to increase the overall employability of the employees. These factors provide that human resources should not stick at a single job for a long time period as they get so many opportunities of learning and development. This results in high employee turnover. To cope up with this issue, human resource management should focus on the scenario planning. Scenario planning refers to make assumptions regarding future and the changes in future business environment. There are many uncertainties that need to be handled by human resource management. (Smith Lindsay, 2014) In Australia, employee turnover is increasing in a very fast pace and in order to control it, scenario planning needs to be done. There are some very strict laws of Australian government due to which people do not sustain in a single job for a long time. There is a very high employee turnover in Australian market and it is a very critical issue. They are taking some necessary steps to resolve this issue like they have started workplace training sessions for the employees to improve their mental health. (Creighton Stewart, 2010) There is a program called Beyondblues national workplace program, in which five types of specialised training has been provided. Some training are for executives and some are for the managers and HR professionals. There is a process for plan a scenario- (Lindgren, 2014) Identification of the driving forces- The first and foremost thing to maintain global workforce and reduce employee turnover is to identify the main driving forces that creates an impact on the manpower movement. It refers to the Human resource practices that can be undertaken to retain the employees in Australian organizations. (Glenn, 2012) Some employees just need a good atmosphere to work so organizations may create a positive working environment for them. It is necessary to know the driving forces so that it can be given more weightage (Zula, Chermack, 2007). There are other several driving forces such as use of advance technologies, competitive business environment and changes in clients needs and demand. These factors should be considered by organization while preparing the scenario planning. Identification of critical uncertainties- It refers to the uncertain situation when retention of manpower become so important and organizations cannot afford to lose any of the employees. This situation occurs when there is a big dependency on the resources. (Walters, 2010) Identification of those critical situations is really important because organizations need to get prepare with the strategies to overcome such situations. Human resource planning helps to face such situations. Analysis the possible issues and planning procedure in HRM practices- All the Australian companies are facing issues of high employee turnover which not only affect their productivity but also increase the overall product cost of the business. It is analysed that due to non-effective training program, employees hired, ideally face issue of non-effective work program. It eventually jeopardise the cost leadership and product differentiation strategic program of the organization. Therefore, HRM program and policies should be prepared in such a way which will increase the overall turnover and efficient business outcomes of the organization (Gakhar, Kour, 2012). Development of range of plausible situations- It includes preparation of a matrix that helps an organization to know about the uncertain situations and the outcome of those situations on a particular time period. In Australian companies, there is a lot of dependency over the manpower and employee turnover results in big losses for the companies. So, by creating some plausible situations, losses can be minimized. This performance matrix focuses on the segregating the employees as per their proficiency and increasing employability in the different segments. After that training and development program is implemented as per their capabilities and characteristic of their work. Discussion on implications- In this step, all the implication according to different scenarios are determined so that strategies can be reconsider and the best possible solution can be developed. This method can help Australian businesses to take the necessary step whenever they face any issue as they already have pre planned strategies in accordance to various situations (Wade, 2012). This implication focuses on the re-engineering of the strategies implemented by the organization and prepares the effective strategic planning. The changes in strategies planning and use of innovative strategic plans will assist organizations in Australia to prepare itself for the scenario planning. It is observed that HRM planning and procedure is the part of the strategic planning which focuses on preparing organization to sustain in long run and consistently increase the overall outcome of the business. These above give different scenario reflects that HRM policies and matrix prepare by the organization should be adapted with the changing internal and external factors of the organization. The main function of HRM in this globalised world focuses on the hiring the experts employees to increase the overall efficiency. Due to the globalised world, many organizations have faced HRM issues in their business while expanding their business in other countries. Therefore, if proper HRM program and policies are used in business then it will not only decrease the employee turnover but also prepare organization to hire more experts more employees in the process system (Som, 2007). This scenario planning assist organization to prepare supporting plans and procedure in such a way which wil l eventually result to designing HRM practice and program to encounter all the internal and external factors of the business through by changed scenario planning (Kozlowski, 2017). Recommendation Organization in Australia should prepare proactive HRM practice and program to encounter the business issues problems related to employee management program. Forecasting and feasible chart program should be prepared to identify all the possible changes in internal and external factors of the business (Martell, Carroll, 2015). Scenario planning should be accompanied by the long term planning process and evaluating the collected data to estimate the future results and changing factors of the organization. With the changes in economic factors of Australia, such as GDP, national income, purchasing power of clients and employment rate, organization should use these statistical data to plan its HRM policies and program. These factors play important role in estimating the future results and outcomes which may possible affect the process system of organization (Pucik, 2018). These recommended strategies should be used by the organization in Australia to prepare an effective strategic planning and increasing the overall outcomes of the business. Conclusion Due to globalization, the demand and supply of workforce is affected because many opportunities are open for the employees on global level. Human resource planning is necessary to manage the workforce in an efficient way. Therefore, it is analysed that no employees should stick on to a single job for long time duration and this is the reason of high employee turnover in Australian companies. It is quite difficult to resolve this issue as there is a lot of competition in the market and organizations are providing good perks to the employees. The only way to cope up with this issue is to create the future strategies in advance so that such situations can become easy. Scenario planning helps the organizations to create scenarios and look into the future impact of the scenarios. Now in the end, it could be inferred that if proper scenario planning in context with the changing external factors have been taken into consideration by the organization then it increase level of business output and also mitigate the possible issues. References Creighton, W., Stewart, A. (2010).Labour law. Annandale, NSW: Federation Press. Dowling, P., Festing, M., Engle, A. (2017).International human resource management. Andover, Hampshire: CENGAGE Learning. Gakhar, K., Kour, H. (2012). Issues and innovations of HRM in MSMES-a study of the developing states of India.Global J. of Arts Mgmt,2(1). Glenn, J. (2012).Globalisation. Hoboken: Taylor and Francis. Kozlowski, S. W. (2017). Technological innovation and strategic HRM: Facing the challenge of change.People and Strategy,10(2), 69. Lindgren, M. (2014).Scenario planning. [Place of publication not identified]: Palgrave Macmillan. Martell, K. D., Carroll, S. J. (2015). The role of HRM in supporting innovation strategies: Recommendations on how RD managers should be treated from an HRM perspective.RD Management,25(1), 91-104. Nel, P. (2012).Human resource management in Australia New Zealand. South Melbourne, Vic.: Oxford University Press. Pucik, V. (2018). Strategic alliances, organizational learning, and competitive advantage: The HRM agenda.Human Resource Management,27(1), 77-93. Raja, F. (2013).Off the Job Trainings Effect on Employee's Performance. Saarbru?cken: LAP LAMBERT Academic Publishing. Smith, J., Lindsay, J. (2014).Beyond inclusion. Basingstoke: Palgrave Macmillan Som, A. (2007). What drives adoption of innovative SHRM practices in Indian organizations?.The International Journal of Human Resource Management,18(5), 808-828. Wade, W. (2012).Scenario planning. Hoboken, N.J.: John Wiley Sons. Walters, J. (2010).Positive management. [New York, N.Y.] (222 East 46th Street, New York, NY 10017): Business Expert Press. Zula, K. J., Chermack, T. J. (2007). Integrative literature review: Human capital planning: A review of literature and implications for human resource development.Human Resource Development Review,6(3), 245-262.

Swisher Systems Case Study free essay sample

Swisher Systems Corporation (SSC) is an industrial heating company that was established in 1949 (W. C. Benton, 2010). SSC is an innovator of flexible heating products, particularly with its knit and braided heating element. The heating element consists of a multi-stranded resistance wire which is knit and braided with fiberglass and is the center technology for most of all the Swisher Systems’ products. Swisher is also known in the heating industry as being the highest quality flexible heat supplier which manufactures control devices and heating cable. SSC holds several patents that support the company in sustaining market share. The patented grounded heating element provides extra safety that their competitors heating element cannot provide. Mike Watkins is the director of purchasing for Swisher Systems Corporation and is the sole purchaser of procuring all materials for the company. Mike has over thirty five years of industrial purchasing experience with some of that experience gained prior to joining Swisher Systems Corporation. We will write a custom essay sample on Swisher Systems Case Study or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Bill Simpson from engineering has questioned Mike on the prices of various capacitors that he uses on his product. Mike has tried to explain to Bill the pricing strategy with the suppliers and how his responsibility is to look at the overall budget and not just one area. Analysis After reading through the case study for Swisher System Corporation, I am aware that all SSC products are solutions to industrial heating applications. SSC also manufactures fifty percent standard products and fifty percent custom orders. Their custom products can be used for any industry that would require heating products. A few examples of industries that these could be used for would be medical, food processing, petrochemical and others. The largest contributor of SSC’s sales is the cloth heating jacket; which is more expensive compared to their competitors. The competitor’s product is a silicone heating jacket which is machine manufactured; whereas, SSC’s cloth heating jacket is labor extensive and is hand sewn which required a skilled person to sew these which adds cost to the product. Even with the cost associated with the cloth jacket it still is the largest revenue producer for SSC. Mr. Watkins is the only person in Purchasing; therefore, he performs all the necessary tasks required to procure materials for SSC. Mr. Watkins has five essential criteria for qualifying a supplier. These are as listed below: 1. On-time delivery 2. Quality 3. Value 4. Responsiveness of the supplier’s organization 5. Financial stability Mike also views partnerships as a vital part of materials management and purchasing. Mike has taken the time to get to know his suppliers on a personal level which helps when he needs materials on a short notice. Even though he has personal relationships with the suppliers; he still is stern and fair in negotiation which is accomplished through honesty and integrity. On a daily basis, Mr. Watkins sends out roughly fifty purchase orders to his suppliers. The basis of his OEM purchase decisions are as follows: 1) MRP action report – This report is on average 8 – 10 pages long and is developed from the SIM4500 system. Mr. Watkins manually reads this report and determines his MRP system report actions which are based on the below: a) Cancel: indicates no purchase is required b) Purchase requisitions: indicates a purchase order should be placed. c) Slide: indicates purchase could be pushed back. d) Short: indicates no open orders and parts are needed and suggested order date is due. Additionally, Mike prints out a materials analysis report which is approximately 80 – 100 pages which he manually read and sorts out requirements with different suppliers and then creates the purchase orders for each supplier. Mr. Watkins has also stated that the SIM4500 has its limitations on listing the primary and secondary suppliers; which creates problems later down the road. Therefore, he manually controls which suppliers get the business. After he completes his manual analysis, he then prioritizes which suppliers should be called first. Mr. Watkins manually phone, fax or email the purchase order to the suppliers. 2) Current inventory level – Every few days, Mr. Watkins performs a detailed analysis of inventory. He looks for trend that could establish larger-volume buying or reduction in inventory that the MRP action report would not recommend. There are times when volume discounts apply and he consults with the CFO of SSC to determine what the most profitable alternative is for SSC. The decisions are always made by Mr. Watkins and the CFO. 3) Interaction with people who use the part – Mr. Watkins frequently visits the plant floor and talks with the workers to see if there are any concerns with materials. If a need exists, a requisition form is filled out and the purchase will be made. These requests are usually from members of the engineering team and each engineering manager is responsible for forecasting, quality, and controlling cost for his/her specific section. This routine is done every day which takes up quite a bit of Mr. Watkins time also is using quite a bit of paper. Even though the SIM 4500 MRP program prepares the report, Mike relies on his memory to make most of the decisions. Swisher utilizes an inventory requisition form that is manually completed by anyone who removes inventory from the stockroom. This relieves the inaccuracy in inventory as materials are moved in and out during production; which could be missed by the system. Another area of concern with the SIM 4500 system is that it does not suggest volume buying as it solely looks at the bill of materials. Another area of concern is that the database that Swisher uses has over 1,000 suppliers, but only 150 – 200 of those suppliers are active. Mr. Watkins prefers using multiple suppliers rather than a sole supplier due to uncertainties that can occur when a single supplier cannot fulfill the requirement which then causes him to find an alternative supplier that has been cut-off from the supply chain. Mr. Watkins also mentions that he prefers to pay the premium to have stable suppliers. He also stated having a good relationship with the active suppliers is not impossible or expensive. Mr. Watkins also uses his judgment, intuition, knowledge and network to qualify a supplier. Mr. Watkins also believes that to be a skillful purchaser that you must be a great negotiator. He also mentioned that you must be honest and have integrity to get respect from the suppliers. If both purchaser and supplier are honest with one another then trust is built. Every purchaser needs to become an expert on what they buy as it helps with negotiation with the suppliers. Conclusion To conclude, I think Swisher System Corporation is at risk having only one person purchasing for the company. If something would happen with Mr. Watkins the purchasing agent, the company will be in a crisis since he is the only person handling the purchasing function at SSC. Most of the work done by Mr. Watkins is done manually and is very labor intensive. The work done on a daily basis is very tedious and time consuming. The SIM 4500 system does not provide the data needed for their daily operations. Therefore, I would recommend that SSC looks at changing their MRP and purchasing processes to simplify the daily purchasing function and to fit their business needs. Another area that SSC could implement with their suppliers would be the just-in-time (JIT) system. Even though Mr. Watkins stated that most suppliers don’t charge him an expedite fee; SSC could reduce inventory if they would utilize the JIT system. Currently they carry $12,000,000 of inventory at any given time which gives SSC approximately two inventory turns per year. With JIT this could reduce the inventory amount and also increase the inventory turns where inventory is not being held as long. I would also recommend that SSC look at a new system that creates the purchase orders and submits them electronically instead of having Mr. Watkins manually do all the work. This would save time where Mr. Watkins could use to negotiate better deals with the suppliers and also would save  on paper. Today, all purchase orders are printed out and either faxed, mailed or a phone call made to the supplier. With going electronic you will save money from reducing paper and faxing to the supplier. To end, SSC must employ another purchaser and go electronic to make the job easier and less manual. Also, a new system needs to be implemented to make the process of purchasing easier and have it do everything electronically instead of manually. It will also be easier to train another associate on the process of purchasing material for SSC.