Water Pollution Essays (2135 words) - Ocean Pollution,

Water Pollution Nick Lambert 11/12/00 Physics CP (9-11) Ms. Monillas The societies of this world need to wake up, and not only listen to, but understand that it is time to find better ways of dealing with wastes, rather than nonchalantly dumping it into our oceans. For decades people in societies worldwide have taken advantage of the Earth's waters simply by dumping whatever they do not want into them. Apparently our time of easy disposal has run out, the oceans and the life within our showing distinct signs of poor health. The continuous dumping (or traditional dumping) of industrial wastes as well as sewage and garbage into the oceans is beginning to show definite signs of pollution caused stress. The National Research Council recently published information stating that human intervention has begun to take its toll on the marine environment. The ecological balance of oceans worldwide are at a dangerously unstable state, the effects of man-made pollutants introduced into the waters and seas are having severe consequences upon the marine life living t here. There is much that needs to be accomplished before scientists can fully understand how bad our oceans and seas really are. Even more importantly, is the fact that environmental action must be taken now to reduce the oceans growing plight. Arguably the most contributing polluters to our oceans are the major industries of the world. Industrial ocean pollution has incorporated a wide variety of polluters, ranging from major oil spills dispersing toxic chlorinated hydrocarbons (the resultant of the breakdown of petroleum) to PCB=s (polychlorinated biphenyls) as well as DDT=s (dichloro-diphenyl trichloroethane, which is banned in the U.S. but still largely used in third world countries) all of which are used widely in chemical pesticides and detergents The introduction of oil into our oceans occurs in three major ways; by tanker accidents, faulty underwater pipelines, or oilrig blowouts. The times atlas of oceans lists one hundred eighty-six tanker accidents between the years 1970 - 1985. Each accident was given an estimated oil-spill of ten thousand barrels (1,130 tons) or more. Potentially more disastrous are the oilrig blowouts, since they are more difficult than the tanker accidents. For example, in January 1969 an underwater oil drill exploded in the Santa Barbara Channel off the California coast. For nearly two weeks crude oil was polluted into the channel at nearly twenty-one thousand gallons a day. To this day wildlife experts are calling this spill the worst to ever hit the California coast, affecting over thirty different beaches, and killing thousands of birds, seals, and dolphins as well as affecting hundreds of different species of fish. Oil breaks down into different compounds, depending on the molecular structure of the crude. It breaks down by the process of evaporation which leads to the process of dissolution, which in turn leads to emulsification and finally to biodegradation. Evaporation occurs after the first few hours after the oil has been introduced into the water. The best-known way to evaporate the crude is to set it on fire, but this can only be done within a few hours after the oil spill due to having sufficient amount of pure flammable oil to ignite. After the evaporation process the dissolution process begins. The density of the oil will determine just how long the oil will stay at the surface of the water, or how long it will take for the oil slick to break apart and dilute itself. If the oil is relatively light then the period of dilution shall be relatively shorter. Whereas if the oil is heavier in mass, the outcome is a highly persistent water-in-oil emulsion of semi-solid lumps known as chocolat e mousse or more appropriately called tar balls. The latter is potentially more dangerous in a sense that the breakdown period, as well as the outcome of these tar balls is unknown. One known outcome is for the tar balls to sink to the bottom of the ocean and lie undisturbed for an unknown period of time. Here scientists have discovered is where the turmoil begins to discretely affect the food chain. The dilution of oil can affect the marine life in many deadly ways. The releases of toxic chlorinated hydrocarbons, as well as the clouds of chocolate

Sir Guy Carleton in the American Revolution

Sir Guy Carleton in the American Revolution Guy Carleton - Early Life Career: Born September 3, 1724, at Strabane, Ireland, Guy Carleton was the son of Christopher and Catherine Carleton. The son of a modest landowner, Carleton was educated locally until his fathers death when he was fourteen. Following his mothers remarriage a year later, his stepfather, Reverend Thomas Skelton, oversaw his education. On May 21, 1742, Carleton accepted a commission as an ensign in the 25th Regiment of Foot. Promoted to lieutenant three years later, he worked to further his career by joining the 1st Foot Guards in July 1751. Guy Carleton - Rising Through the Ranks: During this period, Carleton befriended Major James Wolfe. A rising star in the British Army, Wolfe recommended Carleton to the young Duke of Richmond as a military tutor in 1752. Building a relationship with Richmond, Carleton began what would become a career-long ability to develop influential friends and contacts. With the Seven Years War raging, Carleton was appointed as an aide-de-camp to the Duke of Cumberland on June 18, 1757, with the rank of lieutenant colonel. After a year in this role, he was made lieutenant colonel of Richmonds newly-formed 72nd Foot. Guy Carleton - In North America with Wolfe: In 1758, Wolfe, now a brigadier general, requested Carleton join his staff for the Siege of Louisbourg. This was blocked by King George II who reportedly was angered that Carleton had made negative comments regarding German troops. After extensive lobbying, he was permitted to join Wolfe as quartermaster general for the 1759 campaign against Quebec. Performing well, Carleton took part in the Battle of Quebec that September. During the fighting, he was wounded in the head and returned to Britain the following month. As the war wound down, Carleton took part in expeditions against Port Andro and Havana. Guy Carleton - Arriving in Canada: Having been promoted to colonel in 1762, Carleton transferred to the 96th Foot after the war ended. On April 7, 1766, he was named Lieutenant Governor and Administrator of Quebec. Though this came as a surprise to some as Carleton lacked governmental experience, the appointment was mostly likely the result of the political connections he had built over the previous years. Arriving in Canada, he soon began to clash with Governor James Murray over matters of government reform. Earning the trust of the regions merchants, Carleton was appointed Captain General and Governor in Chief in April 1768 after Murray resigned. Over the next few years, Carleton worked to implement reform as well as improve the provinces economy. Opposing Londons desire to have colonial assembly formed in Canada, Carleton sailed for Britain in August 1770, leaving Lieutenant Governor Hector Theophilus de Cramahà © to oversee matters in Quebec. Pressing his case in person, he aided in crafting the Quebec Act of 1774. Besides creating a new system of government for Quebec, the act expanded rights for Catholics as well as greatly expanded the provinces borders at the expense of the Thirteen Colonies to the south. Guy Carleton - The American Revolution Begins: Now holding the rank of major general, Carleton arrived back in Quebec on September 18, 1774. With tensions between the Thirteen Colonies and London running high, he was ordered by Major General Thomas Gage to dispatch two regiments to Boston. To offset this loss, Carleton began working to raise additional troops locally. Though some troops were assembled, he was largely disappointed by the Canadians unwillingness to rally to the flag. In May 1775, Carleton learned of the beginning of the American Revolution and the capture of Fort Ticonderoga by Colonels Benedict Arnold and Ethan Allen. Guy Carleton - Defending Canada: Though pressured by some to incite the Native Americans against the Americans, Carleton steadfastly refused to allow them to conduct indiscriminate attacks against the colonists. Meeting with the Six Nations at Oswego, NY in July 1775, he asked them to remain at peace. As the conflict progressed, Carleton permitted their use, but only in support of larger British operations. With American forces poised to invade Canada that summer, he shifted the bulk of his forces to Montreal and Fort St. Jean to block an enemy advance north from Lake Champlain. Attacked by Brigadier General Richard Montgomerys army in September, Fort St. Jean was soon under siege. Moving slowly and mistrustful of his militia, Carletons efforts to relieve the fort were repulsed and it fell to Montgomery on November 3. With the loss of the fort, Carleton was compelled to abandon Montreal and withdrew with his forces to Quebec. Arriving at the city on November 19, Carleton found that an American force under Arnold was already operating in the area. This was joined by Montgomerys command in early December. Guy Carleton - Counterattack: Under a loose siege, Carleton worked to improve the Quebecs defenses in anticipation of an American assault which finally came on the night of December 30/31. In the ensuing Battle of Quebec, Montgomery was killed and the Americans repulsed. Though Arnold remained outside of Quebec through the winter, the Americans were unable to take the city. With the arrival of British reinforcements in May 1776, Carleton forced Arnold to retreat towards Montreal. Pursuing, he defeated the Americans at Trois-Rivià ¨res on June 8. Knighted for his efforts, Carleton pushed south along the Richelieu River towards Lake Champlain. Constructing a fleet on the lake, he sailed south and encountered a scratch-built American flotilla on October 11. Though he badly defeated Arnold at the Battle of Valcour Island, he elected not to follow up on the victory as he believed it too late in the season to push south. Though some in London praised his efforts, other criticized his lack of initiative. In 1777, he was outraged when command of the campaign south into New York was given to Major General John Burgoyne. Resigning on June 27, he was forced to remain for another year until his replacement arrived. In that time, Burgoyne was defeated and forced to surrender at the Battle of Saratoga. Guy Carleton - Commander in Chief: Returning to Britain in mid-1778, Carleton was appointed to the Commission of Public Accounts two years later. With the war going poorly and peace on the horizon, Carleton was selected to replace General Sir Henry Clinton as commander-in-chief of British forces in North America on March 2, 1782. Arriving at New York, he oversaw operations until learning in August 1783 that Britain intended to make peace. Though he attempted to resign, he was convinced to stay and oversaw the evacuation of British forces, Loyalists, and freed slaves from New York City. Guy Carleton - Later Career: Returning to Britain in December, Carleton began advocating for the creation of a governor general to oversee all of Canada. While these efforts were rebuffed, he was elevated to the peerage as Lord Dorchester in 1786, and returned to Canada as the governor of Quebec, Nova Scotia, and New Brunswick. He remained in these posts until 1796 when he retired to an estate in Hampshire. Moving to Burchetts Green in 1805, Carleton died suddenly on November 10, 1808, and was buried at St. Swithuns in Nately Scures. Selected Sources Dictionary of Canadian Biography: Sir Guy CarletonQuebec History: Guy Carleton

How Often To Post On Social Media According To 14 Studies

How Often To Post On Social Media According To 14 Studies Posting once  on social media every day will get you some engagement, shares, and traffic. Sure. But wouldnt scheduling two social media messages a day get you even bigger results? What about three? And  if you shared more messages every day to every social network, wouldnt that also get you even more results? How Often To Post On #SocialMedia? (Proven Research From 14 Studies)Lets just pause for a second because this is probably how youre feeling  right now: Those kind of questions bring you down the rabbit hole with the real question being this: How often to post on social media? As it turns out,  several studies have sought to answer that exact question, all with varying data. So we decided to compile the best of the best for you so you no longer have to think  about how often to post on social media while still getting all of the benefits of increased awareness, engagement, shares, and traffic. ...But First:  Set It  And Forget It With ReQueue  And Best Time Scheduling  In Your Favorite  Social Media  Calendar You don't even have to read this blog post. ReQueue is the magical social media schedule that fills itself. The more messages you add, the more gaps can intelligently fill for you. Keep your social schedule consistent and promote your best content MORE (and better) than ever before (without all the tedious work). For example, let's say you want to tweet 15 times a day  to your Twitter handle.  But you only have 5 tweets scheduled for today. When you add tweets to ReQueue, will intelligently  fill in the gaps with 10 additional tweets to hit your daily social media sharing frequency goal. That means you can set it and forget it with ReQueue. ReQueue automagically fills in  the gaps in your #SocialMedia posting schedule!With ReQueue, you can automatically reuse your best social messages and let intelligently: Fill your daily social schedule Keep it consistent Fill the gaps in your social schedule Keep your content front of mind with your audience Then, Best Time Scheduling takes all of those posts and schedules them at the right time to get the maximum number of eyeballs on your content. You don't even have to think about it. This is going to revolutionize the way you manage social media. ;) OK, now let's answer that question behind  how often to post on all of your social networks: About The 14 Social Media Frequency Studies... There's a lot of advice out there. So I've found the best data-driven information I could find to answer the question of how often to post on social media. I'll be referencing these sources throughout this post as a way to answer the posting frequency question for each specific social network: The social rules of Pinterest from  Ahalogy Research and tips compiled by  Buffer How often to post on social media by  Constant Contact Research and experience of optimum level of posting on social media from  DowSocial Industry benchmarks from  HubSpot The posting plan from  Localvox Expert Pinterest tips and data from  Michelle MacPhearson Suggested minimum and maxium number of times to post on social media per week from  Nulou Compiled research from  Quick Sprout Researched posting frequencies from  Mari Smith Insights from Neil Patel from Forbes General findings from Social Media Week Jay Baer's thoughts and insights from Convince And Convert Collected research from Adobe Each of the following sections will answer the posting frequency question, and includes  information on the best times to post on each network along with recommended amounts of social media content curation for each network. All of these suggestions are  based on deep research we've done for this post, along with these two: What 20 Studies Say About The Best Times To Post On Social Media How To Schedule Your Social Media Content Curation For Massive Growth Here we go. How Often Should A Business Post On Facebook? Answer: High: 2 posts per  day Low: 1 post per  day Recommended: 1 post per day Factor in the best times to post on Facebook: Post #1: 1–4 p.m. Factor in curation: Curate  or reshare a post every other day Ahalogy suggests that posting to Facebook no more than once a day is best or you'll start to feel spammy. Buffer says you can post to Facebook twice a day before likes and comments drop off. Constant Contact says to post on Facebook a minimum of three times per week while keeping your maximum posting frequency to 10 times per week. DowSocial says two Facebook posts per day  as a minimum works well for increasing your reach. They also suggest that sharing fewer posts and then promoting them is the best way they've seen to increase their engagement. Post to #Facebook once a day between 1–4 p.m.HubSpot's benchmarks suggest to post to Facebook a minimum of three times a week. They say to set your maximum number of Facebook posts to  10 times per week. LocalVox likes to post  once a day  to Facebook as a maximum while three times a week is their  suggested minimum. Nulou suggests  to post a minimum of three times a week to maintain your consistency while keeping your maximum number of Facebook posts to no more than 10 a week. Quick Sprout found that  Facebook pages with smaller amounts of followers should post about 16–30 times a month, or roughly  once every day or two. If you have a bigger fan base, Neil Patel suggests posting at least 31 times a month, which he says is about once or twice a day. Mari Smith recommends  5–6 Facebook posts per week. And some good advice: Skip weekdays if you have to, but not weekend days since Facebook users tend to be active on the weekends and in the evenings. Social Media Week recommends posting 5-10 times a week. That evens out to around one or two posts per business day. Adobe suggests posting 6-11 times per week. That's fairly consistent with what other studies suggest. Neil Patel makes another interesting point in his Forbes piece. If you have less than 10,000 followers, he says, you may want to post just once a day. That's because doubling your frequency may half your total clicks. Following his advice, wait until you have a bigger audience before increasing your schedule to twice a day. Recommended Reading: Facebook Marketing Strategy: Why You Need One (And How To Build It) How To Tell If Your Facebook Posting Frequency  Is Working Facebook has a handy analytics tool called Insights. Simply log in to your Facebook Business Page, click on Insights, and select Posts. From here, you can check out your posts' performance individually to see  when your engagement increases or decreases depending on how frequently you post. How Many Tweets Per Day For Business? Answer: High: 51 tweets per day Low: 1 tweet per day Recommended: 15 tweets per day Factor in the best times to tweet: Tweet #1: 2 a.m. Tweet #2: 3 a.m. Tweet #3: 6 a.m. Tweet #4: 7 a.m. Tweet #5: 9 a.m. Tweet #6: 10 a.m. Tweet #7: 11 a.m. Tweet #8:  12 p.m. Tweet #9:  1 p.m. Tweet #10:  2 p.m. Tweet #11:  3 p.m. Tweet #12:  5 p.m. Tweet #13: 6 p.m. Tweet #14:  9 p.m. Tweet #15:  10 p.m. Factor in curation: Retweet or curate about seven tweets a day Buffer says three tweets a day is the most you should share before engagement starts to drop off. Constant Contact recommends a minimum of five tweets per day while suggesting there is no maximum. DowSocial suggests tweeting  a minimum of six tweets per  day, and to do it daily. Since Twitter is a fast-paced network, they say that tweeting  about once an hour during business hours is a good guideline, coupled with engagement tweets. How many tweets should you send in one day? Data says 15...HubSpot's data is broken down by industry, which is an interesting thought. So industry voided, HubSpot suggests tweeting a minimum of five tweets  per day, while suggesting there is no daily maximum. LocalVox recommends tweeting a maximum of five tweets per  day while maintaining a minimum of five tweets a week. Nulou says to  tweet at least five times a week with no maximum. Quick Sprout found that the most retweets happen within an hour after tweeting, so a higher daily frequency is best. Start by tweeting 5–20 times every day. Writing for Forbes, Neil Patel suggests tweet frequency should be tied to your goals. If you want maximum engagement per tweet, aim for 1-5 tweets per day. However, if you want more total responses to your tweets overall, 50 tweets or more are acceptable. Mari Smith's sweet spot is between 6–7 tweets per day on weekdays, and 3–4 tweets a day on weekends. Abobe recommends just 3 tweets per day. For larger enterprises and major brands, this less is more approach may be the way to go. Social Media Week offers up a similar suggestion, stating that 3-5 tweets per day is the sweet spot. Recommended Reading: 15 Tactics To Boost Twitter Engagement Backed By Research How To Tell If Your Tweeting Frequency Is Working Twitter has a handy analytics feature to help you see which days are getting the most engagement. When you know how many tweets you've shared on certain days, you can easily correlate your frequency to engagement. Just log in to Twitter Analytics, navigate to Tweets, and check out the bar graph of dates coupled with the number of tweets that went out on those dates below. Hover on a bar for any specific date, and you'll see the number of tweets you shared that day. How Many Times To Pin On Pinterest Per Day? Answer: High: 30 Pins per day Low: 3 Pins per day Recommended: 11 Pins per day Factor in the best times to Pin: Pin #1: 2 a.m. Pin #2: 3 a.m. Pin #3: 4 a.m. Pin #4: 1 p.m. Pin #5: 2 p.m. Pin #6: 3 p.m. Pin #7: 4 p.m. Pin #8: 8 p.m. Pin #9: 9 p.m. Pin #10: 10 p.m. Pin #11: 11 p.m. Factor in curation: Repin or curate at least five pieces of content from others per day Some suggest sharing 80% of your Pins  from other  sources that your own blog, which would be about nine Pins out of your 11 Ahalogy sees the best results with 15–30 Pins per day  when spread out throughout the day. Buffer says the top brands have experience a ton of growth by Pinning more frequently. The magic number? Pin five times a day on Pinterest. Constant Contact says Pinning at least five times a day is a good minimum, while Pinning 10 times per day should be the most you Pin. Pin to #Pinterest 11 times per day.DowSocial suggests  Pinning  a minimum of three times per day to Pinterest.  Sharing regularly, and curating others' content in your frequency mix, will help build engagement. Michelle MacPhearson says that 20–30 Pins per day is the sweet spot for visibility on Pinterest. Nulou recommends Pinning at least five times per day while keeping 10 Pins a day as your maximum. Quick Sprout agrees with Buffer, suggesting the best Pinning frequency is five Pins a day. Like Quick Sprout, Mari Smith suggests  the advice from Buffer to Pin five times per day. Adobe says "Pinterest users love lots of content," and recommends 4-10 Pins per day. Recommended Reading: The Ultimate Guide On How To Use Pinterest For Marketing How To Tell If Your Pinterest Pinning Frequency Is Working Pinterest has a  revealing analytics feature that helps you understand how your Pins are performing on a daily basis. Simply cruise to Pinterest Analytics and select the Profile option. Check out your Impressions to understand how your Pins performed on certain days of the week. You can also  export the data into a spreadsheet to read this like a true data nerd. How Often To Post On LinkedIn For Business? Answer: High: 1 post per day Low: 0  posts per day Recommended: 1 post per day Factor in the best times to post on LinkedIn: Post #1: 1o–11 a.m. Factor in curation: Curate or reshare a post every other day Buffer says 20 posts a month or posting once a day helps you reach 60% of your followers on LinkedIn. Constant Contact recommends posting on LinkedIn at least two times per week. Post a maximum of five times per week. DowSocial recommends sharing daily to LinkedIn, but doesn't provide a  solid number. They suggest that daily shares keep your followers in the loop, but not overwhelmed. Post to #LinkedIn once a day between 1o–11 a.m.HubSpot's benchmarks  recommend posting at least twice a week on LinkedIn, while your maximum posting frequency should be no more than five posts per  week. LocalVox says that once a day should be the most you share to LinkedIn. Post at least once a week to remain active. Nulou says to post to LinkedIn a minimum of two times a week to maintain consistency while five times a week should be your maximum number of posts. Quick Sprout cited LinkedIn's own recommendations for an ideal posting frequency of 20 times a month, which is about once every business day. Recommended Reading: Social Media Skills You Need To Have In 2017 How To Tell If Your LinkedIn Posting Frequency Is Working LinkedIn has  a sparse analytics feature that will help you see the engagement each of your messages attracts. You can use that as a starting point when you test your frequency to see how posting more or less impacts your engagement. Just navigate to  your Business Profile and select the Analytics tab to start your analysis. What Is The Ideal Google+ Posting Frequency? Answer: High: 3 posts per day Low: 0 posts per day Recommended: 2 posts per day Factor in the best times to post on Google+: Post #1: 9–11 a.m. Post #2 12–1 p.m. Factor in curation: Curate or reshare one post every day Buffer recommends posting consistently is the best approach for Google+, with three posts a day being the sweet spot. Constant Contact says to share on Google+ a minimum of three times a week while 10 times per week should be your maximum. DowSocial  likes to share to Google+ at least three times per day. Google+ shares can show in search results for your Google+ followers, so  sharing fresh content often can help  you get in front of more eyeballs. HubSpot found that  you should post to LinkedIn at least three times a week while posting 10 times should be your maximum. Post to #Google+ twice  a day at 9 a.m. and 12 p.m.  LocalVox suggests posting once a day to Google+ should be your maximum. Post at least three times a week. Nulou says to share a minimum of three times per week on Google+. Keep your maximum to 10 times a week. Quick Sprout  agrees with Buffer that the ideal posting frequency for Google+ is three posts per day. Mari Smith agrees with Buffer and Quick Sprout's findings that posting three times per day to Google+ is the way to go. Recommended Reading: How To Get More Traffic From Every Post (Plus How OkDork Grew Traffic 400% In 8 Months) How To Tell If Your Google+ Posting Frequency Is Working Like LinkedIn, Google+'s Insights feature leaves something to be desired to help you find the ideal daily posting frequency. However, you can use Insights to gauge your most successful days and review the number of posts you shared on those days. Cruise to your Google+ Business Profile, and go to the Insights feature. Click on Posts, and you'll see a graph of the popular days, followed by even more specific data related to the posts you've shared. How Often To Post On Instagram? Answer: High: 3 posts per day Low: 1 posts per day Recommended: 1–2 posts per day Factor in the best times to post on Instagram: Post #1:  8–9 a.m. Post #2: 2 a.m. Factor in curation: Curate and repurpose posts only when necessary (quotes, stats, facts), and always give credit Buffer says that major brands share on Instagram on average 1.5 times a day, but not more, so that's also what they suggest you do. DowSocial says to post to Instagram a minimum of three times per day. Since images are super sharable, posting a little more often would be fine, too. Adobe says your Instagram posting frequency should be consistent with your goals. They say some brands succeed with as many as 10 photos per day. That might work well if you're sharing photos from an event, for example. And on Forbes, Neil Patel says "posting frequency is not all that important for your Instagram marketing." Instead, what you should focus on is consistency. Whether you post once or twenty times per day, do your best to maintain that same cadence. Post to #Instagram 1–2 times a day at 8–9 a.m. and 2 a.m.How To Tell If Your Posting Frequency On Instagram Is Successful Iconosquare has an Instagram Analytics feature that will help you understand when to post.  Part of its functionality lets you export your data into a spreadsheet where you can see the time you posted and the engagement each post received. As you test your  posting frequency, that could be helpful to gauge your  engagement by day while analyzing the number of times you posted on Instagram. Recommended Reading: The Ultimate Guide On How To Use Instagram For Business How To  Put Your New Knowledge Into Action If this isn't the first post you've read coving the topic of how often to post on social media, then it's not the first time you've heard this: You should probably test your sharing frequency for your own audience. Yeah, yeah. So here are four methods you could try  to find the perfect social media  posting frequency for your following: Pick one study's suggestions and stick to 'em:  The 10 studies analyzed throughout this post all had different recommendations. You could find the one study that makes the most sense to you, then follow it from this point forward. Cherry pick the frequencies that make the most sense to you:  Since various studies offered a bunch of different ideas, you could grab the frequencies that seem like the obvious best choices  and create your own social media frequency guide. Test each frequency to find the ultimate best posting consistency: Run through each study's suggestions one after another,  compare your success, and finally use the advice that works best for your audience. Set up ReQueue  and Best Time Scheduling  in and automagically follow the best practice recommendations from this post:  You can  use to set up your daily, weekly, and  monthly shares to be whatever you want for all  of your social media accounts at the best time for your audience. Let me repeat that: You can customize to automatically fill up  your sharing schedule  at the best times  so you never have to worry about sharing more or how often to post on social media. Use any study's method you like- customize - add curated content along with your own, and forget about it. It's all possible with the latest feature in your marketing calendar: ReQueue. Then schedule those posts at the best time (automagically) with  Best Time Scheduling: Before we go, if you have any lingering questions, remember this quote from Jay Baer: The best social media publishing frequency is when it's worthwhile. Focus on value. Apply (and adjust) best practices as necessary. Enjoy greater social media success. It's that simple.

Staff recruitment Essay Example | Topics and Well Written Essays - 1500 words

Staff recruitment - Essay Example (2) The employer will give an employee a minimum of two weeks'notice of the date of commencement of duty. one month ofcommencing employment. Junior Employees Liberty is reserved to both parties to apply to make provisions for junior employees. Part-Time Employees 9. - PART TIME EMPLOYEES (1) Part-time employees may be employed on a regular basis for less total hours or weeks in a year than full-time employees but for not less than 3 hours on each day and shall be paid for each hour worked in proportion to the rate of wage prescribed in Clause 5. Hours 10. - HOURS (1) The ordinary hours of duty shall be: (a) Thirty eight hours per week or; (b) An average of 38 hours per week with hours actually worked being 40 hours per week or 80 hours per fortnight; (2) The ordinary hours of duty shall be worked in five days of not more than 8 hours (excluding a meal break) between the hours of 6.00am and 6.00pm. Provided that the ordinary hours of work performed on any day of late night trading may be worked between 6.00am and 9.00pm. Provided further that the aforementioned spread of hours may be varied by mutual agreement between the employer and employee. 24. - HOURS (1) The ordinary working hours of work shall not exceed 40 in any one week, or eight in any one day, Monday to Friday inclusive. Such hours to be consecutive except for the meal break. (2) In any week in which a public holiday or the day in lieu is observed falls between Monday to Friday inclusive, the ordinary hours of work for that week shall be 32 hours, and in any week in which two public holidays or the days in lieu are observed fall between Monday to Friday inclusive,... (1) Part-time employees may be employed on a regular basis for less total hours or weeks in a year than full-time employees but for not less than 3 hours on each day and shall be paid for each hour worked in proportion to the rate of wage prescribed in Clause 5. (2) The ordinary hours of duty shall be worked in five days of not more than 8 hours (excluding a meal break) between the hours of 6.00am and 6.00pm. Provided that the ordinary hours of work performed on any day of late night trading may be worked between 6.00am and 9.00pm. Provided further that the aforementioned spread of hours may be varied by mutual agreement between the employer and employee. (2) In any week in which a public holiday or the day in lieu is observed falls between Monday to Friday inclusive, the ordinary hours of work for that week shall be 32 hours, and in any week in which two public holidays or the days in lieu are observed fall between Monday to Friday inclusive, the ordinary hours of work for that week shall be 24 hours. (3) The ordinary starting time shall not be earlier than 5.30 a.m. and the ordinary finishing time shall not be later than 4.30 p.m. Monday to Friday inclusive, or as otherwise agreed between the parties hereto. (2) All time worked in excess of ordinary hours on a Saturday before 12.00 noon shall be paid for at the rate of time and one half f

Prostitution Coursework Example | Topics and Well Written Essays - 500 words

Prostitution - Coursework Example This was during the Korean war, when a tremendously high rate of sexually transmitted diseases began to affect the active soldier duty roster. Back home, prostitution is considered illegal in all U.S. states except Nevada. The reason being that Nevada has a historical connection to prostitution dating all the way back to the 18th century. According to Karah Lucas Nevada limits prostitution to legally registered brothels and towns with populations of less than 400,000 thus leaving Clark and Washoe counties out of the program (Legal Prostitution Has A Special Presence in Nevada, p. 1). The legalized prostitution program of Nevada has had a positive effect on the trade which our government should actually take notice of. Since the trade is overseen by the state, there are actually rules and regulations that insure the protection of the women in the trade, the men who partake of the benefits of the trade, and the state to whom the brothels pay business taxes to. According to Paul Armetano (The Case For Legalized Prostitution, p.1) , sexually transmitted diseases are actually controlled from spreading because of the weekly mandated testing for the prostitutes. For some strange reason, the brothels also take pride in having healthy women on their staff because it shows the quality of their â€Å"business†. Even though there are actual benefits to be had from the legalization of prostitution, such as the control of sexually transmitted diseases, protection of the sex worker, standardization of the work practice, and more importantly, additional income for the city or state, there are still those conservatives who fail to see these reasons. They choose to remain in their out-dated and out-moded world where prostitution is something that destroys lives due to the degradation and objectification of women. For those in the military service,

The Welfare State and Moral Irresponsibility :: Argumentative Persuasive Topics

The Welfare State and Moral Irresponsibility    President Bush has declared the fourth week of April to be National Volunteer Week. This is a follow-up to his call for all Americans to do two years of community service during their lifetimes, and his creation of the new federal USA Freedom program to pay volunteers and to encourage service. But should we all really rush out to man the ladles at the nearest soup kitchen? Is such service really good for America?    Let's start by clarifying some moral confusion. The measure of our moral worth is not how much we give to others but rather to what extent we hold our own lives as our highest value and take the responsibility for our lives. That standard requires us to set goals that will contribute most to our survival and well being, and to create the means to attain those goals. It requires honesty, integrity, self-discipline, and fortitude in the face of self-destructive indulgences that distract us from our long-term happiness.    If more people lived by this standard, there would be little need for volunteers to help others. Each of us would earn our own way, support our own families, take pleasure from our own friends, and take care of our own needs. We owe our fellow citizens respect for their rights and freedom. We do not owe them a living.    Of course, there are good self-interested reasons for helping others in such a society. In the case of the September 11th terrorist attacks that murdered 3000 innocent people, we as individuals took it upon ourselves to make right an injustice, generously contributing a billion dollars to help the victims with whom we rightly sympathized. It's also in our self-interest to live in a society with other independent, productive, and creative citizens, so we can exchange material goods and ideas with one another, share challenges and experiences, rejoice in the achievement of others, and have our own achievements recognized. To that end we as individuals might help a poor but worthy student pay for college, or we might help others who suffer through unforeseen emergencies or circumstances, such as a serious illness. We might even help those who suffer through some fault of their own, for example, through the use of drugs or other irresponsible choices, if we judge that those individuals a re trying to mend their ways.

Quality Compliance Manager

IHRM Case Study 1 1. Consider the three candidates in Exhibit A below. It forced to make a decision tomorrow, which candidate should Alistair choose for the job? What major factors should determinate his choice? Trianon is an Anglo-French avionics company, headquarter is in Marseille. Alistair was hire as Director of Personnel Development European Division, and he has to recruit a Quality Compliance Manager for the site in Hungary. In fact, decision was making for a ten-year joint venture with a Hungarian government-backed firm.The new manager needs to be available soon and has to be familiar with the joint venture’s objectives and targets. The way I see best to be able to choose between the given candidates for Alistair, is to start by list the strengths and weakness for the fitting job. A more refined way to approach this task is taking in consideration the three proposed candidates and reviews the job description accordingly to the strengths and weakness. Reaching out to po ssible close regions such as Hungary would help in giving a clearer view the abilities of the best fitting candidate.Having said that there is no perfect candidate among the three. From the short list given by Alistair each of the three have their strengths and weakness balanced out. Maria: Mrs, Erten-Loiseau is the best-fit choice for the job. As she was educated in France and Germany, it’s to the advantage of starting up joint venture to hire a candidate that fluently speaks in French and German. In addition to have worked for Trianon for 13 years insures that she can handle a high level of responsibility and already has insight of processes and procedures.Already proven her abilities in the success of the two projects in Lodz, Poland and Czech Republic. Having said all that the two possible weaknesses to keep in mind is her marriage to a semi-retired husband with a child in university therefore might not be able for the shift to Hungary. As well as Mrs. , Maria would be ne w to the production of the cathode ray tube, no previous experience. Janos Gabor: Mr Janos was born, raised and educated in Hungary so for that reason he is fluent in Hungarian. Jones is single with no responsibilities and independent on taking decisions unlike Mrs.Maria and for these two reasons he wouldn’t have issues in working in hungary and possible trips to Germany and France . In addition an advantage of his, that he has experience in the production of the cathode ray tube as he is the Senior Engineer of the production and is familiar with maintain a facility. As well his family has strong connections with national government officials. Having this relation would be a bonus asset to expanding contacts for the long term of Trianon. Having said all this he is a great risk knowing he his short time frame with Trainon would create a conflict between local contracts and Trainon.Sinead Marrinan McGuire: Mrs. Sinead resume has impressive technical potentials in particular in the field of joint ventures. Mrs. McGuire on the other has many weaknesses that wouldn’t be fit as a candidate for the position. Beginning with she has been more drawn to the Western Europe regions, therefore has constraints in languages and communication abilities. She is married and her wife is well culture submerged and has a stable career in Ireland along with three children. Taking her into consideration as a potential candidate one should take into consideration what chapter 4 talks about  « family friendly policies  » . We are told nothing of the process that Trianon uses to recruit candidates for this level of final selection. Given what you know about the firm from the case, outline a general recruitment and selection process for Trianon. Describe how your proposed process fits with best selection practices as well as the strategic needs of this company? The first and forth most step in recruitment and selection process for Trianon HR team would be to create a jo b description for the role required for Quality Compliance Manager of the joint venture in Hungary.The role of job analysis is to provide information about what duties the job entails and what human characteristics are required to perform these activities as said by Dressler (2011) . Having that in mind would help the Trainon HR team to conclude a job description, role and responsibility, and job specification to make the decision for the three years contract based in Hungry. The advantage to start off this way would help in eliminating candidates leaving the best fit for the job and parallel stating it making it clear from the start.To the typical job identification details it should include the following: client relationships, responsibilities and duties, solve any optical that comes along and the goals to be achieved. Before staffing the criteria must be defined. The criteria aren’t the same for each expatriation. The most frequent criteria are: – Technical Ability: Maintains and demonstrates appropriate and necessary technical knowledge related to a discipline or Agency function and continues to refine relevant analytical/technical skills as well as professional judgment. Cross-cultural suitability: will the candidate be able to function in the new environment, how adaptable is a person. – Family Requirements: When the department of IHRM is recruiting for a position abroad they also must take into account the family factor. -MNE Requirements: The MNE must make the right choice of their strategies of expatriates; HCN, PCN, TCN -Language: The expatriate should have some good language skills. It is important to have a basis of the mother tong of the country. Country / Cultural Requirements: The employee must be well informed about the culture and traditions of the country in which it will work. It must also be informed about the management habits. -The use of selection tests. There are 4 strategies of international Staffing (Heenan &Perlm utter): Ethnocentric, Geocentric, Polycentric, and Geocentric. In our case with Trianon, it would be wiser to choose the ethnocentric staffing strategy. This strategy is fine for businesses that are at the beginning of their internationalization.We know that it’s Trianon’s first joint – venture with an Easter European company. Ethnocentric is a staffing policy that is used in companies that has primarily international strategic orientation. Headquarters generally adopts this policy by sending employees from the home or parent countries to the host country. This approach is used best in some situations such as, a team is sent from the home country to help setting up a new plant as well as train subsidiary personnel to use new system.The benefit of having staffs from home country abroad is that employees may gain experiences worldwide in order to become higher level in management of their headquarters because international managers require broad perspective and in ternational exposure. In this recruitment strategy the key positions are occupied by PCN’s. PCN’s are going from the headquarters to the subsidiaries, in our case to the new firm. The reasons why we use PCN’s are quit clear. Several advantages result from employing PCNs who have experience in the organization rather than headquarters as being familiar ith the organizations goals, products, services, technology, policies, and procedures usually considers HCNs or TCNs. PCNs. This familiarity may help facilitate coordination, control, and development of organizational strategy. I think it is important because this joint venture is a new project that has been decided very quickly. Having a PCN on place will permit Trianon to keep an eye on all activities. After have finished with step one, advertising will play the next role meaning to spread the word around job opening opportunity, example through internal market as Trianon website and external markets.The applican t’s resumes would have to be sifted by a assigned person that has the speed /intelligence if possible engineer or project management skills to narrow down the applicants for an interview(s). The interview can be conducted the following methods: work samples, virtual presentations, contacting previous references of applicant (supervisors or managers), cognitive ability and lastly a personal interview. Issues to be discussed during the interviews by the interviewer should consist of family status (if flexible in travelling multiple times and surely to live in Hungry) and cross-cultural aptitude.Reference: (2011) Dressler, G. 2011, Human Resource Management, 12th edn, Pearson Education /Prentice Hall, Upper Saddle River, NY, p. 117. 3. Should RH staff be involved in strategic decisions relating to international business operations such as finalizing a joint venture agreement? A joint venture is a contractual business undertaking between two or more parties. It is similar to a bu siness partnership, with one key difference: a partnership generally involves an ongoing, long-term business relationship, whereas a joint venture is based on a single business transaction.Individuals or companies choose to enter joint ventures in order to share strengths, minimize risks, and increase competitive advantages in the marketplace. Frayne and Geringer (1990) show that out of control mechanisms and coordination of formal and traditional, such as the majority position in providing capital or having representatives in the Board of Directors, practices of human resource management are also potentially valuable mechanisms to exercise control and coordination in international joint ventures.Compared to the final structure of the system of coordination in a joint venture international coordination mechanisms based on the human resources are often the key factors in determining the effectiveness of the system. Without the growth of human resources now considered a strategic reso urce within a company, it would be difficult to ensure the future strategic long-term business, even if financial resources are crucial.In international joint ventures, the role of human resources is essential to achieve the desired outcomes (Frayne & Geringer, 1990, Cyr & Schneider, 1996). A set of policies and practices of human resource management developed carefully can contribute significantly to the success of international joint venture. It can help the adjustment of cultures and practices among business partners in the joint venture, as a mechanism for coordination, organizational learning, strengthen the selection and leadership development to be able to work in international cooperation.On the other hand, human resource management can help increase the productivity of the joint venture, as well as the capacity of partner companies to reap the benefits (Child & Faulkner, 1998) There are four main dimensions among the practices of human resource management that are likely to be used as coordination mechanisms: recruitment and how to fill key positions, training and development, performance appraisal, strategies remuneration and reward.Practices of human resource management can help to achieve the strategic objectives of firm’s relatives. One example is in the number of executives from parent firms, the latter may well coordinate and directs the activities of the joint venture. In addition, the use of training and the use of flexibility can also help overcome differences in strategic and national cultures between parent firms (Chapter 3).