Circuit Switching and Packet Switching Essay

Circuit switching, although more reliable than packet-switching because it is able to get your message across without any hiccups, is old and expensive. Circuit switching is based on having a dedicated line or session between two stations and thus, you are able to get the full message across without congestion or interruptions. An example of circuit switching hardware is PBX. In addition, with circuit switching, a path to the destination is already decided upon before the transmission starts and it only terminates once the session is complete and sends its message through. A disadvantage of circuit switching is that you are only able to use the line or transmit one session at a time because of its dedicated circuit. Another disadvantage is its cost. Packet switching is more modern and transmits voice data. Although, as compared to circuit switching, the quality may be lower because of the ability to use lines or sessions at the same time and thus, creating congestion or even data loss. With packet switching there is no circuit dedication like circuit switching. However, unlike circuit switching where the path to the destination is already decided upon before transmission, with packet switching, each packet has to find its own route to the destination. The disadvantage of packet switching is the potential for low quality transmissions and even data loss. In my opinion, these days, packet switching is more commonly used because it is used in LAN technologies or set ups. I would think that circuit switching is used for analog lines and networks, but during these days where most organizations are changing to digital and especially VoIP, packet switching would be more common.

BTEC Business Essay

Shell is a multinational oil and gas company with around 87.000 employees in more than 70 countries. It is one of the world’s most valuable companies. Shell was started by Marcus Samuel back in 1833, he was a shopkeeper in London. In 1907 they merged with The Royal Dutch Petroleum Company. 1.1.1&1.1.2 Having a lot of offices/petrol stations all around the world makes them a global business and it’s a private business because it’s not owned by the government. Their goal is to make more money than they spend, so Shell is a profit business. Shell is in all three sectors because they dig oil (Primary Sector, they produce the oil (Secondary Sector, and lastly they sell it as well at their petrol stations. Their products are mostly oil and gas but they also have services for example, you can fill your tires with air, you can use their hoover or make use of their carwash. 1.1.3 Shell is a PLC so the liability for debts is on the company. To be considered a PLC you’re business is probably formed and owned by shareholders. Other shareholders can buy their stock quite easily. They have a lot of shareholders. As a shareholder of Shell you aren’t responsible for the debts, may the company go bankrupt. Unicef Unicef which stands for United Nations International Children’s Emergency is a massive organisation that tries to help children all over the world, not only to have an education but to protect child’s right in overall. 1.2.1&1.2.2 Unicef has offices all over the world, it’s a global organisation. Almost every country has an office from Unicef. The Government helps for two third of the organisation’s funds and the other part is from the millions of people that supports Unicef which makes it for the bigger part a public organisation. It’s a non-profit organisation, because they don’t want to make a lot of money for themselves but to raise money to help the children  who for example can’t go to school because they don’t have the money for it or even because they don’t have schools at that place. Unicef is subjected in the tertiary sector because they serve services to help the children. 1.2.3 It’s a Charity Partnership, as a charity you have to register and must produce annual accounts that are available to be viewed. P2 Stakeholders of Shell 2.1&2.2 A stakeholder is anyone that has an interest or is affected by a corporation. 1.Customers: The customers are the one who buy or uses the products and services of Shell. – They want shell to have the best oil, gas and services so that what they pay for those things are worth their money. -Shell wants the customer to keep coming back to them, because without the customers Shell wouldn’t earn any money. 2.Employees: The employees are the one who works for Shell. – They want to have the security of being employed, getting paid and also the opportunity for promotions. – Shell wants the Employees to do their best because they are kind of representing Shell. For example, if they are rude to customers then the customers may not come back to Shell because of that. 3.The shareholders: The shareholders are the one who owns a part of Shell. – The shareholders want to see their share of profit to increase. – Shell wants them to increase the money. 4.Trade Unions: Trade Unions represent the interest of groups of employees. – With the trade unions employees want to accomplish their interest like get higher wages. – Shell wants to find out the interest of groups of the employees so they can improve it and keep their employees happy. 5.Local And National Communities: Local and National Communities are the ones who represent Shell. – Shell has pipelines in Nigeria which can be very dangerous and cause local pollution, therefore community leaders represent important interest groups. – Shell wants them to represent Shell positively. 6.Suppliers: Suppliers are people who provides Shell’s products. (For example the things they sell at they’re petrol stations, not the oil/gas as they produce that themselves.) – They want to feel valued by Shell and they want steady orders and to be paid at their worth. – Shell wants the suppliers to deliver the right orders and that the products are in best condition. 2.3&2.4 Stakeholders of Unicef 1.Staff members: Staff members ensures that everything is going smoothly, both in offices and on field. – They want to see the results while being in field, for example, to see the kids go to the school they have built. – Unicef wants the staff members to do their best and see the best results. 2.Goodwill Ambassadors and Advocates: Goodwill Ambassadors and Advocates are celebrities that funds Unicef. – They want to use their fame positively and help as many kids as they can with their money. – Unicef gets more known because of those celebrities. With their help people acknowledge their campaign. Plus, they are good volunteers with enough money. 3.Young Leaders: Young Leaders are young adults or teens that are helping out with the campaign as well. – Young leaders wants to help out children or teens that are maybe just a few years older than them, sometimes because they feel bad for those children. They have it better so they want to help out. – Having young leaders in the team is a positive outcome because this motivates others from the same age to do something to help children out, too. 4.Teachers: Volunteers that want to teach children in for example Africa. -Teachers wants to volunteer so they feel good about themselves helping the children to get better education or just an education at all. They want to be send off in a secure place, though. And not in, for example, a war zone. – Unicef needs Teachers because otherwise building schools are no help at all if there’s no one to teach those children something. 5.Suppliers: Those are the ones who supplies the school books etc. – They want to feel valued by Unicef and wants clear orders from them. – Unicef wants the suppliers to deliver the orders to be in good quality and to be delivered on time. 6.People who gives their contribution to the collectors:  They give money to the collectors to help out. – For example, they want to think they helped out building that school in Africa. – Unicef need those people to help out to get more money so they can help out more. P3 Organisational Chart of Shell 5.1 Shell is organized by function, geographical areas, product groups and type of customers. Shell’s functions are divided in three groupings: Upstream, Downstream and Projects & Technology. Upstream manages the manufacturing and search crude oil and natural gas. Downstream also manages the manufacturing and are responsible for the marketing department. Projects & Technology does the research and projects for new products. Shell is, as mentioned before, a global company, having offices all over the world. The Upstream only is already divided in Upstream Americas (for Americas), Upstream International (for Europe, Asia/Middle East/Russia, Oceania and Africa. This is because it can function better and they can focus within that country/continent. They can focus on the culture and interest within that country/continent. They are also organized by products as you can see above. They are divided by gas, fuels and lubricants and chemical products. This way each group can specialize in their own product and make it better. Shell has a lot of customers, like the one who drives daily to and from their work or a big airplane company or the F1 team. They use different products or amount of products, so Shell organized it this way that the airplane company gets a different price than a normal man who drives daily to and from their work. 5.2 My Royal Dutch Shell would look at the amount of profit they made the year before. How much oil and gas they posses and there is on earth. We’ll look at how much we sell our products and how much our variable costs are and if we can make our variable costs less and our prices higher. Would we lose customers if we do that or not? We will do an internal researches for how much oil there still is on earth. With this information we can go further with our strategic plan. If the oil is decreasing for example, we will look  for alternative solution. Shell will look for what’s going on in each country. For example, everyone is really busy with being environmentally conscious, so we’ll think of a way other than greenpeace to show that we are not too bad for the environment. We will look at how the economy is growing or deflating. If it’s growing we can make the price higher, and if it’s deflating we don’t necessarily need to put the prices lower as Shell’s product is something that everyone constantly need. (Oil) Looking at what the concurrent position, at how they are doing is also something to consider. Organisational Chart of Unicef 5.3 Unicef is divided by directors. They have the executive Director who is in charge of the whole organisation. And other directors that are in charge of for example the Human Resources or the supplies. So Unicef is organized by function. Unicef has different regional directors. For example, there’s the Dutch Unicef Director, or the UK Unicef Director. . Working a lot on field (different countries) it’s easier to have regional offices. This makes Unicef function better as Unicef represent itself in 190 countries, each country with different values. So each country director/manager can focus on how to reach the people Unicef is also organized by geographical areas. Unicef focuses on different type of ‘products’ which are actually the different services. Although all is about children, the subjects are different. They have child survival and development, Basic education and gender equality, Children and HIV/AIDS and Child protection. They divided those subjects so they can specialise more and give the help that the child needs better. They also sell small things, kind of reminds me of souvenirs, the profit they make from these goes to the campaign funds. 5.4 Unicef will look at how they’ve succeeded at their projects so far, how many donations they get each year, how many members/volunteer they’ve got and what their next step needs to be depends on what is going on with the people around the countries they help or even which country they’ll need to help next. Once they have all those information, they’ll look at how they can  get more projects. To get more projects done, they’ll do more research so that they can give people more and more information and can attract more people to help them out. Unicef should show on the media what they’ve achieve so far and that the money people donate are really helping out. This way we’ll get more donation, so more profit to finish projects. P4 Fulfilling The Purpose of Shell 6.1 Shell’s purpose is to make as much profit as they can. Being organized by function they can put people who are specialised by those functions and make their product even better. The geographical structure helps to get to know what they need to do to get the attention of each country. Because each country has different laws, values and culture they can do their research way better if each group specialised in one specific country. Shell can make their advertisement focused on each country. Focusing on the different customers they can make special offers for different customers. Making these offers they can make sure that the customer will come back to them and can cause word to word advertisement. Splitting up different products types helps customers to know where to find what when they come to buy products from shell. Having different products means they need to make sure everything is from the same quality, the best quality. So by dividing their products and putting people who specialised on those product they know they have the best quality. Which will make customer come back to them. To be structured good, Shell uses the chain of command. It helps shell to make sure that they get the tasks that you need to do and that it doesn’t go to a different department. Fulfilling The Purpose of Unicef 6.2 Unicef’s purpose is to help as much children in need as they can. Being geographical organized helps them to fulfil their purpose because this way they can focus on what each country needs. For example, one country needs more school instead of help with HIV/AIDS. Focusing on different product type helps as well. This way, people knows exactly for what they are donating. Same as Shell, Unicef uses the chain of command so that people get the right tasks. Using Goodwill Ambassador helps them achieve their purposes, too. For example, having Selena Gomez as an ambassador is great help for them in the media. She’s really big in the entertainment industries and is a role model for a lot of teens and young adults all over the world. She indirectly advertises Unicef when she tweets or talks about how she’s an ambassador. Having different directors for each function helps as well as they can specialise on what they are doing in that sector. They can give the people ‘underneath’ them better instructions.

Dianna Abdala

Group Name: The McLovetts Group Members: Casie Mahalitc, Candice Lovett, Matt Cliborn, Louis Fratesi Project Two: Chapter 11: Incident 1, Dianna Abdala Questions: 1. With whom do you side here-Abdala or Korman? Neither because both made mistakes that created the situation. 2. What mistakes do you think each party made?One mistake made by both people was the fact that both parties could not refrain from insulting one another. If one or the other would have simply been the bigger person and stopped responding, the situation may have not gotten out of hand.Abdala’s Mistakes She should have used a richer channel of communication for delivering her decision to not accept the job offer. For instance, she could have scheduled a day to go by and tell Korman in person.-Challenging his credibility as a lawyer -Accepting the job offer, if what Korman said is true, before putting careful thought into making a decisionKorman’s Mistakes -He could have acknowledged her offer rejection respectfully instead of going as far insulting her and her method of delivery. By keeping calm and being respectful, a possible olive branch could have been extended for the company’s future needs in staffing. Although it is his company, it was very spiteful of him to forward the exchange to his colleagues. What happened between he and Abdala should have stayed between them.Not having a job offer contract in writing for future credibilityUsing profanity3. Do think this exchange will damage Abdala’s career? Yes, because it is never a good idea to burn bridges with people. Being that Korman has his own firm and experience in prosecutions, Abdala may have ruined her chances at even having him being her counselor. Korman’s firm? His unprofessionalism may gain him a reputation, but not as much damage will be done to his firm. If he is responding to offer rejections the way he did with Abdala, he could miss out on an opportunity to later hire quality candidates for other positions in his firm.4. What does this exchange tell you about the limitations of email? It shows that email is not the best way to deliver bad news or negative messages. As discussed in the chapter, during an email inhibitions go out the window and people do not take the time to think about what they are going to say and what consequences may follow.

The Manager as a Critical Thinker

The 10 steps of critical thinking Include: What are the issue and conclusion, what are the reasons, what words or phrases are ambiguous, what are the value and descriptive assumptions, are there any fallacies in the reasoning, how good is the evidence, are there any rival causes, are the statistics deceptive, what significant information has been omitted, what reasonable conclusions are possible. The book stated that â€Å"an Issue Is a question or controversy responsible for the conversation or discussion. It Is the stimulus for what is being said† (Browne & Kelley, 2012).The book goes on to dividing the issue into two categories: descriptive and prescriptive. The book defines descriptive issues as those that cause people to question the accuracy of vents In the past, present or future. And prescriptive Issues are those that raise questions about what is the right thing versus the wrong thing to do, good versus bad, what we should do. The issue in this scenario falls under th e descriptive category. The CEO of PAS Manufacturing, Raymond Sesame's compensation is significantly higher compared to the salary of Coos in other companies with similar characteristics.James was hired In 2003 for a five year appointment with the starting salary at $400,000. During the first three years, the contract promised him raises of %, 5% and 7% consecutively. After the first three years, the Coo's compensation continued to increase significantly while the company experienced zero growth In the year of 2006 and continued to experience loss ever since without signs of recovery. The impact of Sesame's high compensation made headlines in a local newspaper. Employees of PAS are also expressing discontent with their current CEO.As a conclusion, the senior vice president of Human Resources at PAS wrote a memo to the Board of Directors advising the board that the compensation for the current CEO s misaligned with the industry average. He is hoping that the Board would consider sear ching for a new candidate to replace James who would be able to contribute to the company's growth. There are several reasons provided by the Director of HRS to support his recommendation In replacing the current CEO with a new candidate. Browne and Kelley define reason as explanations or rationales that support the validity of a conclusion (2012, P. 30).In this case, the first reason is evidently provided in the table that compares the Coo's salary to the company's growth rate from 2003 o 2009. The Coo's raise percentage continued to rise by 2 percent every year while the company's growth seized In year 2006 and exhibit a loss trend In subsequent years. The HRS Director believes that compensation should be based on performance, 1 OFF reflect his performance. Another reason is that other Coo's from companies with the same characteristics as PAS were only averaging about $391 ,659 in 2007 while Sesame's salary was as much as $100,000 over the national average.It indicates that the co mpany is spending â€Å"unnecessary' money. Lastly, the number of dissatisfaction or the current CEO is growing among the employees of PAS. The HRS Director fears that if union workers have lost respect for the CEO, it would be hard to stop other groups from losing faith as well. The next step is identifying the words or phrases that seem ambiguous in this situation. The book stated that ambiguous words or phrases should be looked in the reasons or conclusion areas because the author wants the reader to accept a conclusion. Therefore, I should look for words or phrases that affect my decision (P. 41).In the last sentence, the HRS Director said that e hopes the successor â€Å"will be more hard-working and willing to do what is necessary' which all sound very ambiguous. Because he never mentioned previously what constitutes as hard-working. Hard-working could mean different things to different people. And â€Å"willing to do what is necessary', what does that mean exactly? There s eems to be implied meanings to this phrase. A person might think doing whatever necessary as breaking the laws to achieve the goal while others might have an entirely different interpretation. Another ambiguous word is â€Å"greatness† in the same sentence.Greatness could also mean many things in this case. It could mean that the company is able to recover its losses or the company is able to regain the trust from partners and employees. Once again, it is hard to determine exactly what the Director want to express by using these words and phrases. The next stage of critical thinking is identifying the value and descriptive assumptions. According to the text, â€Å"a value assumption is an implicit preference for one value over another in a particular context† while â€Å"a descriptive assumption is an unstated belief about how the world was, is or will become† (P. ). The HRS Director considers pay for performance as the best method to determine compensation. By supporting this idea, he believes that productivity is the determining factor in evaluating how good a worker is. Therefore, he prefers his company to follow the industry best practices in determining the Coo's pay rather than the current practice. The descriptive assumption in this case is the belief that the company's performance will improve under the direction and management of a new CEO. In other words, the company's status cannot be improved by other means except for the replacement of the CEO.There are several fallacies that the author used to persuade the reader's opinion in this situation. The author attacked the Coo's personality by pointing out that a local newspaper recently quoted the CEO saying the following line; â€Å"I'm worth every penny I'm paid; this town owes everything to me and my family'. This is an attempt to show that the CEO has disputable character and that he is a cocky ungrateful man. The author also went on to say that the CEO is a very wealthy man as the only grandson of the company's founder. And because of his financial status, he has no inventive to ark hard for this company to strive.Another fallacy that was used is the slippery slope technique in which the author assumes that one event will set off a chain of uncontrollable and undesirable outcomes. The author said that once union workers lose respect for the CEO by circulating an unflattering comic representation it will losing faith in the CEO as well. Next step in critical thinking is to determine the validity of the evidence presented. The first evidence provided by the author is the table listing the Coo's annual raise versus the company's annual growth rate from he company's Human Resources Department.This evidence could be considered as valid because these are probably based on exact figures provided on payroll as well as the company's financial statements. The next evidence that the author presents is the average salary for other CEO in the same industry. At first glance, by using the phrase â€Å"according to the Economic Research Institute†, it would cause the reader to think that this must be a reliable source. But when looking at the footnote at the bottom of the page, the source was Just a salary calculator providing estimates.There re no concrete facts to support that the figure presented was the actual average for the industry. That makes the source not very reliable on its accuracy. The author went on to say that research shows that Coo's median total compensation fell yet the source for this research is from wick. Wick is not considered as a scholarly source for research. The next evidence provided is the survey of executive pay practices. The author stated that 64% from that survey reported salary freeze yet the author never stated how large the sample size was and failed to mention if the sample was Mandalay selected or not.Surveys are often biased because it fail to truly represent how people truly feel instead people fill out answers as they think they have to give. Lastly, the author quoted another cite citing other cities. The author used a source that was quoted in the Baltimore Sun without examining to see if the original source is dependable or not. Lastly, the statement that â€Å"everyone in the Human Resources field knows† is a generalization. The book defines this as â€Å"a person draws a conclusion about a large group based on experience with only a few members of the group.The author clearly has not met with everyone in the HRS field, therefore, he use his experience as being the HRS director to support his claim that this is the thinking of the whole field. The next step in critical thinking in the book is looking for rival causes. The books definition of â€Å"a rival cause is a plausible alternative explanation that can explain why a certain outcome occurred† (P. 128). The author was citing several sources to support his claim that the median compensation for CEO in the industry fell during Sesame's terms, as well as a lot of companies were freezing or rimming salaries for their executives.The author also cited another claim from a source stating that indeed, excessive CEO compensation was the actual cost of the economic recession in the United States during those years. This is the cause that the writer wants the readers to believe that the growth of PAS has stalled over the years is due to excessive compensation. There could be many other reasons that could arguably be the reason why the United States was experiencing a recession during that period such as high unemployment rate, foreign policy, war spending, amount of unsecured loans, etc.Clearly, high CEO compensation cannot be considered as the sole cause of the recession as the author wants us to believe. The author in this scenario used several statistics in trying to support his claim. First he said that the medial total compensation fell by 7. 5 percent, in this case, we weren't provided w ith the base number to determine if 7. 5 percent was significant or not. Once again, the author claimed that 64 percent of companies responding to the survey reported that omitted the total number of companies. 64 percent is an impressive number and we old have been easily swayed if we didn't question the use of statistics.

Personal statement for Hult International Business School

For Hult International Business School - Personal Statement Example I have acknowledged that a brighter future awaits if I pursue higher educational degrees in the field I am most interested in. Since the start of my bachelor degree, I have focused on delving in International Business at Hult International Business School due to the shared commitment for â€Å"personal growth, intellectual integrity, global sensitivity, local engagement, and civic values, so that students are able to flourish in the global economy and are empowered to contribute meaningfully to their business and community† (Hult: Mission, 2010). In this regard, I am looking forward into changing cities to face new challenges and experiences. After completing Master of International Business, I plan to pursue a job in finance or real estate, concurrent with past experience in my family’s business. Likewise, after a few years of work experience, I am determined to return to Hult to pursue my MBA.   For my long-term goals, there is this entrepreneurial drive to take over my familys real estate firm in Belgrade, pursuant to the encouragement of my parents. Equipped with the theoretical framework and skills honed through the academe, I am determined to expand it and to seek new business opportunities to capture Balkans’ growing market. The course in International Business would effectively develop the needed knowledge and skills to venture into opportunities in the local market (initially) and eventually in global and emerging markets. My current course in Economics with focus on finance and administration would provide the theoretical background to indulge in higher education on an analogous field on endeavor. As I have been part of our family business, I was exposed to the rigors of entrepreneurship, management, operations, and human behavior in organizations. These experiences, in conjunction with the academic framework, provide the impetus for making my plans viable and credible, both in the short-term and

Inclusive leadership Essay Example | Topics and Well Written Essays - 500 words

Inclusive leadership - Essay Example This leadership will need to be found not only in the organization's management but also among employees, customers, investors, suppliers and the community. As an inclusive leader, one must adopt - and live - a set of values, which places human relationships centre stage and which defines the purpose of your enterprise in other than purely financial or commercial terms. For leadership to be meaningfully inclusive, it must find a way to include everyone in governance processes and be organized to pursue inclusive principles. Inclusive leaders perceive the organization as a complex system of mutually interdependent relationships, understand the links between the organization and the wider socio-economic environment and see organizational change in the context of social and technological change. "It is this deep understanding of the nature of the interdependence that exists between the organization and its dynamic environment that provides the basis for the ability of leaders to contribute to the development of an inspiring yet achievable vision of the organization's future." Such vision should meet the needs of the key stakeholders and at the same time provide the basis for an enterprise strategy to develop and sustain a competitive advantage. It attracts young managers with recognized leadership potential working in the voluntary, public and private sectors.

Quantitative Methods for Accountants Math Problem

Quantitative Methods for Accountants - Math Problem Example Negative shadow price for contract obligation (-'3) indicates that each additional unit of product A to be produced according to the contract provision will have 3-equivalent negative influence on the value of the objective function. Reduction of the amount of product A to be produced and sold will have the opposite effect. Selling price - (Labour time required * shadow price for Labour time - Machine time required * shadow price for Machine time - Raw material required * shadow price for Raw material - Changes in contract amount* shadow price for contract) = .. Shadow price for raw materials (4) indicates that each additional unit of raw material bought or used will have '4-equivalent positive (negative correspondingly) effect on the objective function. Negative shadow price for contract obligation (-'3) indicates that each additional unit of product A to be produced according to the contract provision will have 3-equivalent negative influence on the value of the objective function. Reduction of the amount of product A to be produced and sold will have the opposite effect. d) The impact of producing Product D on the total contribution to profit can be calculated as indicated: Selling price - (Labour time required * shadow price for Labour time - Machine time required * shadow price for Machine time - Raw material required * shadow price for Raw material - Changes in contract amount* shadow price for contract) == '55 - ' (6*0 + 6*0 + 3*4 - 0*(-3)) = ' 55 - ' 12 = ' 43 As the calculated value is positive and quite significant the company also should produce product