Computer has been a discipline of great interest since childhood. It is a field that has propelled South Vietnam, my place of birth, to unimaginable heights of technological developments. Despite the many opportunities that the discipline presents, the challenge of underrepresentation of certain groups in computer science job opportunities and degree has become a major drawback in the recent past. Vietnamese women, to be specific, continue to face unique social and structural barriers in both the access as well as the exposure to the broad range of opportunities that this field of study bpresentes. I believe that perusing a computer science program at your university will open a new ray of hope and opportunity of bridging the representation gap in the field.
Tata Motors Company Ltd is among the most prominent players of the premium automobile sector in India, which first opened its doors in 1945 to produce steam locomotives. The organization had grown through mergers and acquisitions, dating from 1954-1869 when it tied up with Daimler-Benz to manufacture vehicles, operating under the name Telco Corporation (Shafiulla, 2016). Rechristened in 2003 as Tata Ltd, also Tata Motors, the company was the most prominent automobile firm in India in the year 2009/2010, with US$ 20 billion worth of consolidated revenue (Bloomberg, 2019). By this time, the company was the leader of every segment concerning the commercial vehicle market and the third top seller of passenger vehicles. The company was also the fourth biggest truck manufacturer worldwide and the global most significant manufacturer of the bus. However, recently, the organization has been registering a drop in sales with the acquisition of JLR in 2008, having a hand in it (Sekar, Gowri, & Ramya, 2018). This paper examines the external and internal environment of Tata JRN to establish the reasons behind the fall of the company’s sales and propose a recovery strategy.
Buddhism is one of the world’s most exceptional religions that existed for more than 2500 years (Khan, 2020, n.p). The religion founds its basis on the teachings of Siddhartha Gautama. However, the teachings of the faith remain controversial because the original teaching did not exist come from oral sources Documents making its interoperations rely on oral representations of the teachers. Buddha’s thoughts about the issue of free will lead many people to think that it occurred as a categorical error (Javanaud, 2018, pg.633). The emergence of a new religion, particularly in Asia or Europe, brings a challenge that the first few individuals pose challenges that bring about dilemmas or counterarguments that will remain topics for discussions even after the religion has taken root. The philosophical influence, whether negative or positive, will continue to affect the domains and application of the said religion. Unlike other religions and most philosophies, the historical Buddha did have a written record of their teaching but passed them down orally to younger generations. The lack of written or documented records of the teachings of the Buddha forms the primary reason why Buddhism has so many interpretations concerning religion.
The second half of a five-year term for President Emmanuel Macron suffers a controversy on the pension system for France. Macron’s ambition involves merging the current 42 pension regimes to form a collective regime. This aims at switching from a system founded on annuity to basing on points. The president’s proposal seeks to simplify the system, increase fairness, and bring efficiency in the system’s management. The immediate effect of introducing the new system would be public employees losing the privilege of taking early retirement. Macron’s administration proposes a pivot age of 64 to bring equity in retirement to the French workforce.
What are the critical components for, and obstacles to, implementing Person-centered coordinated care? Where possible, illustrate this with examples from your workplace.
The implementation of person-centered may appear like a straightforward objective, but in reality, that is not the case. The complex nature of person-centered practice makes it challenging to ensure that people receive care, which focuses on their personal needs. Different perspectives of person-centered care exist between nursing and resident staff. In most cases, nursing and resident staff have different perspectives concerning their interaction with person-centered nursing. Health care practitioners refer to person-centered care as a gold standard for the delivery of medical services (Yang, Li, XIAO, Zhang, Xia and Feng, 2019)
Saudi government has a clear understanding of the political, social as well as economic reforms that are necessary if the kingdom will be successful in competition against other stated in the globalized 21st century. However, the royal family which holds the powers is unwilling to dilute the inherent powers by way of reforms. The ruling class took an initiative of strengthening their ties with the clergy that would support it against the revolts that are led by the youth against the government (Giddens, 2003).
Alshamsi (2011 pp. 68) articulates that the power structure in Saudi Arabia, unlike the other Arab countries evolves outside the postcolonial model. This results from the fact that Saudi Arabia was not subject to the European colonial rule and as such, the ethos of governance unaffiliated to European political values such as representative governance, constitutionalism, and similar ideologies. The ethos in Saudi Arabia derived from institutional perceptions of familialism, religious justice and, customs. Saudi being a self-ascribed Islamic state uses the Quran presumably as the constitution, however, the country ascribes to the monarchical system of governance.
Outsourcing human resources (HR) processes offers many organizations the temptations of substantial cost savings, the ability to save time and effort on HR functions, and the completion of HR processes and tasks with a higher level of competence and professionalism than the organization may be capable of on its own. However, HR outsourcing partnerships are not a panacea or a catch-all: they are not quick and easy fixes for deep-rooted, systemic problems with HR in different companies. And, too, differing HR functions tend to have differing levels of readiness and ease associated with their outsourcing: some are much easier to outsource than others, and different organizations may even have different investments in different HR functions. Successful HR outsourcing partnerships rely on a deep mutual understanding between both partners, the organization doing the outsourcing and the HR service provider: an understanding of the guiding strategic vision, as well as knowledge-sharing and teamwork for the functions and processes in question.