Googles strategic initiatives Essay Example

Googles strategic initiatives Essay Example Googles strategic initiatives Essay Googles strategic initiatives Essay As Google gets bigger, it is going to be difficult to manage and keep up the innovation culture as it keeps marching on its path to success. Schmidt once described small innovative technical teams as the source of virtually all Googles strategic initiatives. Google tries to maintain an entrepreneurial culture by forming small teams that act like individual startups. The founders believed that the groups tend to become more traditional as they grow larger. Google has 17,000 employees with about 40% based outside the US. The workforce is multicultural, diverse and spread across the globe. Continuous Innovation has been the motto of Google and that has permeated across all divisions at Google. Google has a flat management structure but structured processes, managed bottom-up for innovation, culture of consensus, tolerance for haos, and committees to approve projects, free food and best perks in the industry. Google has been successful in attracting great talent with Googler qualities self- managed, self-motivated, risk-taking, highly passionate and creative minds with a tenacity to adapt to failures. I believe that this culture can be sustained but may suffer if the management becomes rigid and prioritizes profits over innovation for the long-term. : As evident from the case, Google is able to maintain coordination and teamwork across multiple functional groups online sales and operations, product management, marketing and engineering divisions. There is no hierarchy, but as the headcount increased Google started hiring managers at middle level and there was growing fear of more bureaucracy, slow decision making, lack of visibility and loss of international consistency. Bureaucracy With the enormous growth happening, Google may impose new policies and guidelines to actively manage the workforce and this may curtail the pace of innovation. Increased bureaucracy may be mandated since the diverse worktorce may not be compliant with the Google vision and mission. It may need to reign in some of such elements through new procedures and policies thereby affecting the gility of majority of the other groups. Internal tools and the so called Dilbertville meeting may be impossible to do in geographically diverse locations and in some ways be not feasible. managedecisions. com/blogncat=7 Pagel of 18 Slow Decision making The culture of open discussion, consensus based decision making may not be feasible with large numbers of employees. The ability to critique, take risks and openly oppose decision making may not be entertained. Cross-functional decisions will be difficult to achieve and the innovative mechanisms may be stalled. Ensuring Visibility With employees spending 20% of their time on idea projects may lead to duplication. Since visibility is difficult to main across a multi-cultural workforce, there may be replication of effort, loss of productive time and the risk of reinventing the wheel. Establishing visibility may be difficult with an expanding workforce. Guaranteeing International Consistency Google may find it hard to attract the same Googler talent at global locations and inculcate the Google culture in the new recruits. Implanting or exporting the true Google culture may cause conflict with local cultures, tastes and perceptions. Finding balance between cultural diversity and cultural homogeneity is difficult in an international context. Apart from these there are other challenges such as censorship, trade restrictions and country policies which may dampen the entrepreneurial culture for offshore employees. Inability to hire and retain key people, and scale operational processes are some additional concerns worth noting. Strategic Diversification Driver for future growth As Google branches out into new arenas, there is possibility of getting in conflict with the companys founding mission, to organize the worlds information and make it niversally accessible and useful. I think the current culture is well suited for innovation to generate one idea after another. The founders have a commitment to ensure the innovation culture is fostered and promoted within the organization. The creative corporate culture is excellent for attracting bright minds but will be difficult to pursue subject to market dynamics of supply and demand. Googler culture has been attributed to risk taking/experimentation, design for the world, engage beginners and attract experts, focus on human touch, flexibility and pragmatism. As long as Google can maintain control, competence, collaboration and cultivation of customer enrichment values, the diversification of businesses may not attect the reputation and the innovation culture as it exists now. Retaining rigor and discipline, leading from top and embracing the spirit of venture capitalist are very critical to Google. As long as Google has enough revenue streams flowing through Ad sales and other profitable business units, it can take risks and diversify into areas of advanced technology such as renewable energy, mobile computing, cloud computing, internet security and virtualization. But the approach is not void of risks and Google could face major challenges in years ahead -Antitrust suits against Google, copyright infringement, acquisition difficulties, disruptive innovations, privacy concerns etc. The current governance structure, leadership, innovation culture and organizational processes will need to be diffused into new acquisition areas which will be challenging. The business model needs to adapt to the changing dimensions of the markets and consumer behavior. There has to be synergies and congruence of similar cultures to achieve profitability. nagedecisions. com/blogncat=7 Page 2 of 18 Google will have to think further about how to both maximize ad revenue and provide useful experiences that change the way people use computers and mobiles Google was founded on very non-corporate principles such as democracy on the web and making money without doing evil. As long as Google stays this path, it can sustain its innovation culture and emerge successful in an y strategic business diversification. Tags: -rue 26 oct 2010 Kodak A Case of Triumph Failure Posted by anil under Academic, Business Management, Innovation, MBA, Strategic Management No Comments Kodak the Digital Revolution Kodak was founded by an energetic and visionary entrepreneur, and created Joy and memories for millions of people. Kodaks guiding principles were, mass production at low cost, international distribution, extensive advertising, and customer focus, and growth through continuous research. Photography was made available, usable and affordable to everyone. Kodaks response to Sonys introduction of the Mavica in 1981 Kodaks business model was to sell cameras at low prices and profit from consumable products such as film. When Sony launched Mavica, a camera that used floppy discs instead of film, it signaled the imminent death of analog photography. Kodak refused to acknowledge that print photography was a dying business largely because margins for print (film, chemicals, and processing) were high as 60% versus for digital products Kodak recognized the threat and invested in digital imaging in the 1980s and 1990s but the move wasnt fast enough. The Management launched some research into digital photography, but at that time believed the technology was not feasible and will not be affordable. They did not make a big move into the space until early 2000s Kodak responded to competition threats (from Fuji and Polaroid) by diversifying throughout the 1980s. It got into medical imaging, mass memory, bioscience and lab research firms, pharmaceuticals, batteries and even digital imaging. Chandler abandoned the policy of vertical integration, funded extensive research and established centers to develop image acquisition, storage systems, software and printer products. Film-based digital imaging also took hold. Kodak executives blatantly stayed the course (sticking to current film strategy) in spite f detailed analysis of threats posed by digital photography. They found it hard to ignore the fact that film and traditional processing provided for majority of the revenue stream. They underestimated the significance of market changes and the disruption that was coming. Digital technology also eliminated the huge recurring revenue stream that came from film and reprints. The economics of the new model dont measure up to the economics of the old. It was hard for Kodak executives to believe the end of print technology. The digital transition had huge implications for Kodak since all its revenues were erived from film managedecisions. com/blogncat=7 Page 3 of 18 technology. The value of vertical integration would be lost and the competence base will be rendered obsolete. The response of the management to the looming threat of digital photography was not appropriate. Kodak was so deep rooted in the old film technology that they never saw any imminent threat from digital imaging. Kodaks competencies were in precise mechanics, chemistry, manufacturing, and consumer marketing. There was fear that Kodaks existing competencies in the areas of traditional film photography would be endered insignificant in light of the new technology. But eventually Kodak lost the race in the digital supremacy and cost it dearly in terms of stock value and workforce reductions. Fishers attempt to transform Kodak In 1990s the company focused on core business and divested many business units. Fisher formulated and implemented a digital strategy. He tried to brand Kodak as an imaging company and few ideas that emerged included a) greater coherence focus the digital efforts and coordinate them in a better way. b) incrementality shift will be the consequence of many small efforts. Kodak did everything possible to enter digital imaging consumer cameras, storage, software, printing paper etc. He separated the digital business from film and consolidated efforts to build capabilities in imaging technology. He was instrumental in introducing digital print stations, new models of digital cameras and focused on operational effectiveness Kodak was integrated vertically owning the entire value chain from basic research to photo finishing. The digital value chain was different, different vendors had different niches for which they developed products. So under Fisher, Kodak launched Joint entures and released cameras by teaming with Microsoft, HP and 18M. They developed the business both in-house and through collaborations and partnerships. Manufacturing was outsourced to china to fight off Fuji competition and introduced the network and consumables based business model. Fishers efforts to capture digital market share faced many challenges. Fisher was able to bring organizational change only at high level, but the mid level management never understood the push towards digital imaging. They still perceived Kodaks future in film, Just followed the higher management initiatives. The culture of onsensus and open discussions was not there. Kodak still believed in film based digital imaging and was too late to actively compete with new emerging competition from other new players. While managers were reluctant to invest in products that would have lower profit margins than traditional film, they lost sight of the fact that the competitive landscape was changing rapidly. Fisher had segmented his product development and sales over many divisions. There was poor communication and sharing of information. By late 1997, 60% of Kodaks losses were due to costs of digital cameras, writeable CDs and other product developments. Fisher tried to transform the company too fast and that created resistance to his initiatives. Eventually Kodak ended up running losses due to failure of such late strategies. Evaluation of Kodaks strategy and current position in digital imaging Kodak could have sold itself in the 1980s or 1990s at a higher valuation that what it now has or it could have moved faster into the digital technology, capturing a greater share of market and, perhaps, the revenue from cell phone cameras. During 1980s and 1990s, Kodak believed that: the digital revolution was not going to happen (genuine ncertainty) any strategy shift will allow cannibalization of their current film offerings current customers dont demand it (shifts in customer base) and http:// www. anagedecisions. com/blogncat=7 Page 4 of 18 there will be margin erosion In 1993 Kodak was struggling for survival owing to lethargic matrix management, huge debt, few new products, shaky morale and cut-throat competition. Efforts were in progress from Fisher to eliminate debt, fast track products, reinvent corporate culture, increase profitability and introduce organizational changes. Kodak was late o the game in the ir shift to digital and has been playing catch-up. Even though they embraced digital imaging from early 1980s and stopped marketing film cameras in 004, the company could not compete and retain the market snare they dominated for such a long time. After consumers stopped buying the film most of the Kodaks key resources and capabilities became useless, the global distribution lost its value and people started using PCs instead of photo finishing labs. Kodaks competitiveness as a vertically integrated company diminished and the business model of making money on film did not fit with digital photography. The supplier network was rendered obsolete, knowledge assets in chemistry and manufacturing became obsolete. No management strategy would have changed that. The digital revenues could not compensate for the loss in film revenue; instead digital camera prices declined rapidly reducing marginal profits. Consumer electronics giants such as Sony, Nikon, and HP developed resource bases that were much better than that of Kodak. The company has strong brand and global presence, was technologically superior with engineers and scientists, invested millions in research, but the threat from Fuji led to downsizing. Kodak entered emerging markets such as china and kept delivering new digital cameras, digital consumer products and services. It recognized the threat and pioneered digital imaging and pushed it even though it rendered film obsolete. Kodak tried to embrace, develop and commercialize digital imaging. The advent of mobile cameras further crippled the recovery for Kodak. Dynamics of competition has changed in the digital world. It is no longer precision mechanics but electronics which is in demand now. Digital printing business had moderate success, but more and more people are printing at home and this success may not last long. Online picture sharing services is facing stiff completion from Google, Flickr and others. Disruptive innovation has destroyed the value of Kodaks resources, its global position and its capabilities. The very fact that Kodak is still doing business shows that Kodak is a success story. Its competitors during the film era Agfa, Konica, Polaroid have all disappeared. I believe that Kodak had a success story since it survived the significant innovative disruption that happened in film photography. What made Kodak survive? Recognized the threat early on and developed in-house knowledge and competencies Showed willingness to cannibalize its own film business Mon 24 May 2010 Profiling Successful Leaders in Healthcare Initiatives -Jim Hagedorn, CEO, The Scotts Miracle-Gro Co. Posted by anil under Academic, Leadership, MBA, Strategic Management http:// Page 5 of 18 No Comments Jim Hagedorn Chairman and CEO The Scotts Miracle-Gro Company Jim Hagedorn, CEO of Scotts Miracle-Gro Co served as president from May 2001 to December 2005 and from November 2006 to October 2008. At Miracle-Gro, Jim had served as executive vice president and was a major architect of Miracle-Gros success oth in the U. S. and in the I-JK. Following the merger, he was instrumental in the effective integration of the two businesses and served as head of the Companys North America business. Additionally, he served in the United States Air Force for seven years, where he was a captain and an accomplished F-16 fghter pilot. The Scotts Miracle-Gro Company has a long history dating back to 1868 when it first got started as a grass seed company. Now it is the worlds largest marketer of branded consumer lawn and garden products and has a culture that values honesty, integrity and transparency. The company cares deeply about the health and well- being of its 8000 strong associates and their families, and ensures that they lead long, healthy and happy lives. The corporate culture highly values innovation, entrepreneurial spirit, flexibility, collaboration, accountability and moral conduct. Jim Hagedorn has shown remarkable leadership and passion in his attack on health-care costs. After seeing health insurance costs continually rising seemingly out-of- control and realizing the lack of efforts from the government and health-care industry to fix the current system, Jim decided to act. He felt its up to employers ? who foot the bill ? to make changes. He made valiant efforts to not only get its employees to eat and live well but also makes them accountable for their actions. The primary motivation for doing was to control escalating health care costs while improving the long-term quality of life of employees. Jim Hagedorn is known for his determination and commonsense policies incentivizing his employees. Jims decisions are based on the harsh reality that our workforce apparently lacks the basic self-discipline to control its caloric intake and exercise every week. Scott made significant investment in improving employee health. These include free doctor care, access to a low cost fitness facility, access to dieticians, free generic prescription drugs, and of course, free smoking cessation programs. Scotts Miracle-Gro is a great example of a company that has gotten workplace-wellness programs right. Jim is also credited with some controversial initiatives, like asking for detailed medical histories of employees, and potentially firing an employee who failed to stop smoking. Scotts is in the vanguard of companies seeking to monitor and change employee behavior. Jim was able to motivate and influence employee behaviors at Scotts and demonstrated true emotional intelligence He had the right mix of all the El components selfawareness, self-regulation, motivation, empathy, social awareness and managing relationships. He was self-aware of the potential health dangers from obesity, smoking and diabetes. He lost his mother to lung cancer and instantly gave up smoking after realizing the grave consequences of smoking. He was able to cut medical costs, persuade employees to take better care of themselves without killing morale and spawning lawsuits. Jim employed various El styles as he tried to change employee behaviors. He underst the reasons behind rising health care costs and took the bold step ot dictating the personal habits of those lesser than himself. Jim knew the complexity of the issue and he was always probing, sensing and responding to build the dynamic capabilities amongst employees. In relation complexity leadership theory, I see adaptive, administrative and enabling functions on the part of Jim to introduce this disruptive innovation of employee wellness program, a business model innovation to lower healthcare costs. When Scotts doubled what workers paid for health insurance. Morale plummeted, and Hagedorn knew he had to do a better Job selling the hike. He applied affiliative style and held straight talk sessions with employees to heal the rift and explain them what he was up against the rising health costs climbing at a double-digit rate. He laces his sermons with salty language and unvarnished commentary. Jim sought legal and HR expertise when he wanted to ban smoking and go after obesity. To achieve these aims, he proposed launching the kind of companywide intervention that families use to help an addicted relative. His wellness programs had Big Brother overtones. But he was adamant about bringing down health costs? even if it means being authoritarian. If people managedecisions. com/ blogncat=7 Page 6 of 18 understand the facts and still choose to smoke, its suicidal, he says. And we cant encourage suicidal behavior. He acted as a commanding leader to enforce new policies and fire people who did not give up smoking. His instructed key executives to sell his initiatives and ready the employees for desired outcome. His visionary style coupled with coaching restored integrity, confidence and trust with employees. To motivate people, he incentivized employees for healthy outcomes and emerged as a pace-setting leader. As a democratic leader, Jim valued inputs and commitment through employee participation at quarterly meetings. Jim has been highly successful in Getting employees involved Scotts wellness program began with CEO Jim Hagedorns honest and straight-forward approach with his employees. Hagedorn wanted employees to know what he was up against. Using a PowerPoint presentation, he showed that his annual health-care bill had soared 42% since 1999, to $20 million, which amounted to 20% of the companys net profits n 2003. Getting employees policed Enforcing workplace programs especially related to such personal matters as smoking and eating is always a tricky issue, but Hagedorn, a former F-16 pilot was not one to be discouraged. Hiring a third-party firm to prevent managers from discriminating against subordinates, he managed to institute a smoking ban with the understanding that If people understand the facts and still choose to smoke, its suicidal, he says. And we cant encourage suicidal behavior. choose to smoke, its suicidal, ne says. And we cant encourage suicidal behavior. Getting employees the resources Well, talk about fitness is cheap, but Hagedorn puts his money where his health is: During one of Hagedorns straight-talk sessions, workers told him a company gym would make wellness easier to swallow. Done, Hagedorn s aid. But his vision went far beyond installing some StairMasters and throwing up health pointers on the Scotts intranet. Hagedorn built a soup-to-nuts medical and fitness center across the street from headquarters. Operated by Whole Health, the 24,000-square-foot facility cost $5 million and can meet pretty much any health-related need an employee ight have, including a drive-thru for free prescription drugs. When employers dont stop at Just making recommendations, but go that extra step to actually provide a convenient, usable service, everyone benefits. Get employees accountable Of course, you can provide the world of benefits to employees, but that benefit is only going to be as good as its usage. This is why: Scotts employees are now urged to take exhaustive health-risk assessments. Those who balk pay $40 a month more in premiums. Using data-mining software, Whole Health analysts scour the physical, mental, and family health histories of nearly every mployee and cross-reference that information with insurance-claims data. Health coaches identify which employees are at moderate to high risk. All of them are assigned a health coach who draws up an action plan. Those who dont comply pay $67 a month on top of the $40. We tried carrots, says Benefits Chief Pam Kuryla. Carrots didnt work. Its time people realize that their habits dont affect Just themselves but others too. Getting employees motivated (and rewarded! ) Often Hagedorn will walk around motivating people and making sure people are on the right track. He walks around campus Joking, slapping guts, and exhorting people o work out. And with rewards aplenty for good behavior general wellness at Scotts is only going one way up: Page 7 of 18 The nudging begets peer pressure. Gym rats earn special pins they display on ID badge lanyards; these have become a coveted status object. Competition for trips to Hawaii, free massages and facials, and other cash and prizes is fierce. One group of employees started having lunch together every day to keep each other from peeling out of the parking lot for a smoke. Doughnuts have disappeared. The message is: If youre not trying to do something to make yourself better, then youre going to pay ore, Getting employees results The best part of any program is seeing the results right before your eyes and employees ot Scotts are luck to be able to do so: So tar, the company says, more than 70% of headquarters staff belongs to the fitness center. The smoking-cessation program has already had a 30% success rate. The wellness program, which costs $4 million a year to run, is a financial drain. But the company expects it to pay for itself in three to four years. The Challenges from Tough Decisions The wellness initiatives raise some controversial questions One is that people could tart blaming unhealthy colleagues for helping push up premiums. Then there are the privacy and discrimination issues: How far should managers intrude into employees lives? Scotts has so far been able to avoid getting entangled in any legal issues and employees have whole heartedly supported the medical assessments keeping in faith the privacy safeguards. Some of the initiatives he introduced include: Opening a $5 million fitness and medical center at companys Marysville headquarters. The clinic employs two full-time doctors, five nurses, a dietician, counselor, and two physical therapists. Mandatory health assessment, have it evaluated by medical professionals and then follow recommendations to improve their health. Enforce higher premiums on employees who choose not to take the survey and those who dont follow the recommendations Force employees not to smoke ? even off the clock. Access to medical center for doctor consultation, personal and prescription drugs. Offer discounts on health-care premiums, free weight-loss and smoking-cessation programs, gratis gym memberships, counseling for emotional problems, and prizes like vacations or points that can be redeemed for gift cards. Use data-mining oftware, Whole Health analysts scour the physical, mental, and family health histories of nearly every employee and cross-reference that information with insurance-claims data. The wellness efforts of Jim Hagedorn have paid off, employees fiercely compete for corporate rewards instituted for following healthy habits. So far, the company says, more than 70% of headquarters staff belongs to the fitness center. The smoking-cessation program has already had a 30% success rate. The wellness program, which costs $4 million a year to run, is a financial drain. But the company expects it to pay for itself in three to four years. Other large companies have seen a 3-to-l return on investment in their wellness programs. The workplace is an ideal place to have a great impact on healthcare costs. First, they become aware of their personal physical problems, learn how to improve those problems and have support during their personal program. Then, the fiscal health of the company is improved when the health of each employee is improved; thus, the company is enabled to continue providing Jobs for its employees. Wellness programs are a win-win solution for employees, employers and our countrys economy. Thu 22 Apr 2010

Ethical Issues in Women's Health Essay Example | Topics and Well Written Essays - 1000 words

Ethical Issues in Women's Health - Essay Example The problems are known to originate from societal influences associated with cultural beliefs and implications with regard to ethics (Smith, 2009). The greatest influence is the well-known traditional power imbalance in women. Women are expected to provide care, love and respect to the society without questioning the behavior and the decisions made by men. Gender imbalance is known to be the main cause of domestic violence, sexual assault women have also faced reproductive problem issues and women living in apt poverty giving birth to, many children and lack financial support from men (Smith, 2009). Majority of women who are victims of gender imbalance in fear of reporting their problems to the right authority. Medical practitioners and nurses have had difficulties handling the problem of domestic violence (Grace, 2009). Another challenge experienced by women is the expectations women are required to deliver to the society. For instance, the society expects women to be mothers, careg ivers, professionals, wives and friends all at once. As women strive to balance these roles, they experience health difficulties thus jeopardizing with ethical expectations of the society. Sara’s case Sara is a 19-year-old pregnant girl who is in a dilemma about where to live to protect her fetus. Sara went to the healthcare for a checkup, and the nurse in charge noted some bruises. When Sara asked, confessed that her boyfriend who is responsible for the pregnancy abused her. Sara is currently living with her father and two siblings. Sara’s family suggested that she relocates to her mother’s place. In the past, Sara had a unhealthy relationship with her mother, and she is not comfortable living with her, in addition her boyfriend claimed that, if she relocates he will no longer be responsible for the her and the baby (Smith, 2009). Sara does not want to lose her boyfriend and the father of her child therefore, she is afraid of making the decision of relocation. Sara’s case is similar to many other cases facing a number of women globally. Ethical and legal considerations have to be taken into account, to help people like Sara. Many are times, when abused, pregnant women are unable to decide appropriately. The nurse in charge of Sara’s situation has to help Sara make the decision with regard to her situation (Smith, 2009). Sara can be practically considered to be a teenager and not capable of making a reasonable decision. Sara ought to be empowered first, because the abuse inflicted by her boyfriend are as a result of powerlessness, therefore; through empowerment she is going to be more informed and can make the decision that protects her and the fetus. The nurse in charge has to ensure the decision made must favor both Sara and the fetus. The decision to relocate may be suitable for the fetus but not for Sara emotionally (Smith, 2009). Nonetheless, the decision to remain may put the fetus at risk due to constant abuse from Sar a’s boyfriend. In addition, the boyfriend must also be involved in this case. He is responsible for putting Sara and the fetus at risk, talking to him and knowing what disturbs him will be crucial in taking care of the situation. If the boyfriend is reluctant change, his abusive ways the law can also be factored in the case (Grace, 2009). Even though, Sara may be reluctant about involving the law,

Proposing a Solution on Gas Prices Essay Example | Topics and Well Written Essays - 750 words

Proposing a Solution on Gas Prices - Essay Example We are currently in the middle of a similar crisis as the national price of gasoline is currently at $3.86 a gallon (Gasbuddy). Due to the problem Americans must find solutions to save money on gasoline. Issues The use of an automobile has become a social norm that many Americans are finding very hard to give up. An automobile gives a person a sense of freedom and it allows the user to be able to transport long distances in relative short periods of time. The normal driving speed in a highway is about 60 miles per hour. Due to the culture of driving is going to be hard to change the culture of America to give up driving. The cost of gasoline is on the rise. We have already reached very uncomfortable levels and the predictions are the prices are going to continue to rise. By the summer of 2012 the price of crude oil might reach $200 a barrel. The price of gasoline is going to continue to go up in the near future. Problem Statement The rise in the price of gasoline is an imminent threa t and the most likely scenario is that gasoline will continue to steadily increase every month through 2011. A problem statement that summarizes the problem is: Americans need to find long term solutions to reduce their dependency on gasoline. Alternative solutions An alternative solution to the problem could be finding a way to reduce the miles per gallon consumption of your current automobile. When cars are not well tuned their mpg rating can be reduced by 15% to 20%. Giving your car proper maintenance can help improve the efficiency of an automobile. A good tuned-up can do wonders to the mpg rating of a car. A second alternative solution is to lower the consumption of gasoline by changing your consumption patterns. Reducing the driving around and staying home more can help a family reduce their monthly gasoline expenses. Changing patters implies making life changes. A good way to lower the usage of gas is by car pooling to work with other colleagues. If five people get together a nd create a car pool system the five individuals could save about 75% in gasoline expenses related to their daily commute to work. A third alternative solution is to purchase a new energy efficient vehicle commonly referred to as a green car. There are two primary options which are to purchase a hybrid vehicle or to purchase a fully electric vehicle. A hybrid vehicle can give upwards of 40 miles per gallon. A unique model that is capable of greater mpg efficiency is the Chevy Volt. The Chevy volt has different driving modes one of them is capable of giving 230 miles per gallon. Nissan Corporation recently released an electric vehicle called the Nissan Leaf. The Nissan Leaf has a battery capable of driving a 100 miles range at speeds of up to 90 miles per gallon. Optimum solution The optimum solution selected to reduce the dependency Americans have on gasoline is to purchase a green vehicle. The alternative that truly enables a person to eliminate gasoline from their lives is to purc hase an electric vehicle such as the Nissan Leaf. The Nissan Leaf cost $32,780, but after tax savings the car has a net value of $25,280 (Nissanusa). The Leaf is an electric car which implies that if a person only used the Leaf to drive they would spend cero money on gas. Based on the average yearly driving of Americans of 15,000 miles per year at a price of $4 gallon a person could save upwards of $2,500 a year. The best way to implement this solution is to have a secondary car such as an old Nissan Sentra that gives a

Perceptions of African American Women Essay Example for Free

Perceptions of African American Women Essay I am taking some classes that will eventually qualify me to major in Astro Physics, or Chemical engineering, I also want to work with NASA and train as an astronaut. It was amazing to know that Dr. Mae C. Jemison who happens to be the youngest of three children born to a middle class African American family, Charlie Jemison, a maintenance worker and his wife, Dorothy, a teacher. Dr. Mae C. Jemison was the first black woman astronaut to be in space in an era filled with segregation and racism, she is a Chemical engineer, scientist, physician, teacher and astronaut, she has a wide range of experience in technology, engineering, and medical research. In addition to her extensive background in science, she is well-versed in African and African-American Studies, speaks fluent Russian, Japanese, and Swahili, as well as English and is trained in dance and choreography. Dr. Mae C. Jamison was an inspiration to me, and probably to many African American women. She was full of resilience and determination especially to have reached and achieved success in an unusual field of endeavor for many African American women, I applaud her determination to make a difference among the African American women and blacks in Diaspora. After graduating from Morgan Park High School in 1973 at the age of 16, Dr. Mae Jemison earned a BS in Chemical Engineering from Stanford University, while also fulfilling the requirements for a BA in African-American Studies. After earning these degrees in 1977, she attended Cornell University and received a Doctor of Medicine degree in 1981. During medical school she traveled to Cuba, Kenya and Thailand, providing primary medical care to people living there. This is an indication of her humanitarian efforts and eagerness to reach out to the less privileged population. Having a desire to do more with her life, she enrolled in graduate classes in engineering and applied to NASA for admission to the astronaut program. She was turned down on her first application, maybe because she is a black woman, but she persevered and in 1987 was accepted on her second application. She became one of the fifteen candidates accepted from over 2,000 applicants. When Dr. Mae Jemison successfully completed her astronaut training program in August 1988, she became the fifth black astronaut and the first black female astronaut in NASA history. In completing her first space flight, Dr. Mae Jemison logged 190 hours, 30 minutes, 23 seconds in space, making her the first African-American woman in space. She says, â€Å"I had to learn very early not to limit myself due to others’ limited imaginations. I have learned these days never to limit anyone else due to my limited imagination. † This is an inspiration to other blacks in general who normally assume a second class citizen and believe that they will never do well or will be appreciated in whatever they do. This is a wake-up call, and manifestation of the saying â€Å"Determination is the mother of invention†. In 1993, Dr. Mae Jemison resigned from NASA and founded the Jemison Group, Inc. to research, develop and implement advanced technologies suited to the social, political, cultural and economic context of the individual, especially for the developing world. Current projects include: Alpha, (TM) a satellite based telecommunication system to improve health care in West Africa; and The Earth We Share, (TM) an international science camp for students ages 12 to 16, that utilizes an experiential curriculum. Among her current projects are several that focus on improving healthcare in Africa. She is also a professor of environmental studies at Dartmouth College. Dr. Mae Jamison made a name for herself and name for blacks in general; Her entrepreneurial spirit put her in the limelight and acts as a boost to determined black men and women in Diaspora. Ellen Johnson-Sirleaf. It was quite surprising to read about Ellen Johnson-Sirleaf, I know almost nothing about this â€Å"giant and queen of modern Africa† who is presently the current president of Liberia. According to what I have read so far about this â€Å"queen of Africa† she was born In Monrovia, the capital of Liberia on October 29, 1938. During this period, Liberians had no clue that the First female president of an African country had been born into their mist. Ellen Johnson-Sirleaf is a daughter to descendents of original colonists of Liberia (ex-African slaves from America, who promptly on arrival set about enslaving the indigenous people using the social system of their old American masters as a basis for their new society). These descendents are known in Liberia as Americo-Liberians. From what I read, I noticed that Ellen Johnson-Sirleaf was truly an intellectual power house, a charismatic leader and destined to make a change in Liberia and contribute her quota in Africa. From 1948 to 1955 Ellen Johnson studied accounts and economics at the College of West Africa in Monrovia. After marriage at the age of 17 to James Sirleaf, she travelled to America (in 1961) and continued her studies, achieving a degree from the University of Colorado. From 1969 to 1971 she read economics at Harvard, gaining a masters degree in public administration. Ellen Johnson-Sirleaf then returned to Liberia and began working in William Tolberts (True Whig Party) government. Ellen Johnson-Sirleaf also served as Minister of Finance from 1972 to 73, but left after a disagreement over public spending, this is an indication of her prudence and will power. As the 70s progressed, life under Liberias one-party state became more polarized to the benefit of the Americo-Liberian elite. On 12 April 1980 Master Sergeant Samuel Kayon Doe, a member of the indigenous Krahn ethnic group, seized power in a military coup. With the Peoples Redemption Council now in power, Samuel Doe began a purge of government. Ellen Johnson-Sirleaf narrowly escaped choosing exile in Kenya. From 1983 to 1985 she served as Director of Citibank in Nairobi. I will say that Ellen Johnson-Sirleaf had a lot of courage, because it was quite unusual for a woman to challenge a dictatorial incumbent president in Africa without being kidnapped, tortured or killed in the process, although She was later sentenced to ten years in prison. Ellen Johnson-Sirleaf spent just a short time incarcerated, before being allowed to leave the country once again as an exile. During the 1980s she served as Vice President of both the African Regional Office of Citibank, in Nairobi, and of (HSCB) Equator Bank, in Washington. Ellen Johnson-Sirleaf played an active role in the transitional government as the country prepared for the 2005 elections, and eventually stood for president against her rival the ex-international footballer, George Manneh Weah. Despite the elections being called fair and orderly, Weah repudiated the result, which gave a majority to Johnson-Sirleaf, Ellen Johnson-Sirleaf eventually became Liberias first elected female president, as well as the first elected female president in the continent Africa. . In 2005 She established a Truth and Reconciliation Commission with a mandate to promote national peace, security, unity and reconciliation by investigating more than 20 years of civil conflict in the country and in November 2007, she received the United States Presidential Medal of Freedom, the U. S. governments highest civilian award. She is truly a giant and â€Å"queen of modern Africa†. References: 1. http://space. about. com/cs/formerastronauts/a/jemisonbio. htm 2. http://www. k-grayengineeringeducation. com/blog/index. php/2008/09/12/first-african-american-women-in-space. 3. http://www. joinafrica. com/africa_of_the_week/ellenjohnsonliberia. htm.

John Steinbecks Novel, In Dubious Battle Essay -- John Steinbeck In D

John Steinbeck's Novel, In Dubious Battle We are lucky to have many talented writers who have successfully taught US history through their outstanding pieces of literature. One writer of this kind is John Steinbeck in the novel In Dubious Battle. It takes place in the 1930’s when Franklin Deleanor Roosevelt was President. The story is set in a small, rural, part of California, which is known as the Torgas Valley. The novel occurred before World War II at the late part of the Great Depression. The US was still recovering from the downfall from most of the American Industries that fell during the Great Depression. Due to the Industrial Revolution, there were no longer any large industries to support the overflowing amount of workers. The farms were the only place that needed a large work force. Therefore many of the workers had to move to the rural areas to support their needs and to survive. The farm owners were now able to cut the wages significantly, knowing that the workers would not quit and they would get all the work done.   Ã‚  Ã‚  Ã‚  Ã‚   The main character in In Dubious Battle is Jim Nolan. Throughout the novel his life constantly changes. No day is typical in his life. At first he was a normal working man in the urban parts of California. However, he was not satisfied with his job and wanted to have a completely different life. He then decided to join the Reds, or Radicals, which was a Party that wanted to start strikes and protest against the low wages given to all the w...

Boiling point of water Essay

Over time, numerous applications for the addition of salt in water have been established and the process of adding salt in water has become a regular exercise wherever water has to be boiled around the world (Bradley, 2006). Purpose The purpose of this project is to study the implications of the addition of salt in the reaction of water to heat. Theory & Hypothesis Upon the addition of common salt (NaCl) in distilled water, it causes the boiling point of the water to rise. As a result, water has to be heated for longer intervals of time as the amount of salt in the water is increased. The hypothesis of this study is to validate whether or not the addition of salt in water causes the boiling point of the water to rise. Apparatus used The apparatus that was used for this experiment comprised of table Salt (NaCl), distilled Water, measuring spoon, stirring spoon, thermometer, electric stove, kettle. Experimental procedure implemented In the first step, the kettle is filled with distilled water and is placed on the electric stove. It was filled with approximately two teacups of water. It is allowed to boil continuously and the thermometer was used to measure the temperature of the water after every few minutes. The water was observed to begin boiling at approximately 213 Â °F in normal conditions when no additions had been made to the water. In the second step, the initial sample of water was allowed to cool down until it had returned to room temperature, after which one leveled measuring spoonful of salt was added to the water and the kettle was once more placed on the electric stove to boil. The salt had been mixed into the water using the stirring spoon before it was put to boil. The water was once more allowed to boil continuously and the thermometer was used to measure the temperature of the water after every few minutes. The water was observed to begin boiling at a higher temperature than 213 Â °F after salt had been added to the water. In the third step, the water was once more allowed to cool down until it had returned back to room temperature. Once the water had returned to room temperature, a second addition of salt (NaCl) is made. The measuring spoon was used to add another leveled spoonful of salt to the water and was stirred thoroughly using the stirring spoon. The kettle was then placed on the stove once more and was allowed to begin heating up. The water was once more allowed to boil continuously and the thermometer was used to measure the temperature of the water after every few minutes. The water was observed to begin boiling at a higher temperature than that which had been observed in the readings taken in step two of the experiment. At all times, special care was taken to ensure that the thermometer did not touch the walls or the base of the kettle and that it was not held above the stove for too lon.g in order to prevent the readings from being altered unintentionally. Observations recorded. The readings that were recorded during the three phases of the experiment can be observed in the following table. Phase Phase Attributes Boiling Point Observed 1 Boiling point for control sample 212. 9 Â °F 2 Boiling point after first addition of salt 215. 6 Â °F 3 Boiling point after second addition of salt 218. 3 Â °F Table 1: Observations made during the experiment If a bar chart was to be made of the three stages of the experiment that were taken during the experiment. We would have the following bar chart at hand. Chart 1: Comparison of observations made during the execution of the experiment Conclusions. From the above experiment, we can conclude that when common salt (NaCl) is added to water, it causes the boiling point of the water to increase. As the amount of salt in the water was increased, a proportional increase was also observed in the temperature that the water required to attain its boiling point. The increase in boiling point was therefore established to be directly proportional to the amount of salt in the water. This also explained the fact that before any salt was added to the water, the water boiled at its standard temperature. We can therefore state that the hypothesis of this experiment stands valid. This would also explain why everyday uses of salt in water such as those recommended in the culinary arts perceive the addition of salt in water (McGee, 1984) as a necessity to ensure that the end result is prepared to perfection through continuous heating. References Bradley, D. (2006, December 27). Salt and the Boiling Point of Water. Retrieved April 27, 2009, from Science Base: http://www. sciencebase. com/science-blog/how-does-salt-affect-the-boiling-point-of-water. html McGee, H. (1984). On food and cooking: the science and lore of the kitchen. Scribner’s. List of Tables Table 1: Observations made during the experiment.

What Is Genetic Engineering - Free Essay Example

Sample details Pages: 2 Words: 550 Downloads: 7 Date added: 2019/10/30 Category Science Essay Level High school Tags: Genetic Engineering Essay Did you like this example? What is genetic engineering? Its the ability to recreate or alternate and organism in a duplicative form in a lab. Where is genetic engineering headed? Are we hoping to one day be able to engineer body parts as they slowly start to break down or people getting overly obsessive about having the possibility to change themselves completely to look like a specific person or better yet their favorite celebrity? I think that genetic engineering comes in handy when utilized appropriately such as creating new cells or tissue when trying to cure a specific disease. Its when people take advantage of the engineering mechanisms to create a clone of themselves. Don’t waste time! Our writers will create an original "What Is Genetic Engineering?" essay for you Create order I mean look how far cosmetic surgery has come along and how some get carried away with wanting to change themselves. One of the most widespread but also most controversial uses of genetic engineering is in the creation of genetically modified crops and food. The goal of genetic modification can vary from crop to crop. One example is the Soybeans that have been modified with a DNA segment bringing resistance to herbicides sprayed over fields to kill weeds growing. When you read and hear about how animals are being modified and injected with all sorts of hormones in order to increase the production of milk. Or how farmers fatten up their cattle. The artificial process that they put the cows through is to boost the amount of meat they can sell, which means more money for the farmers and their business. Another good thing that genetic engineering has allowed is the ability to develop faster, cheaper, diagnostic tests for certain diseases to be used both in the laboratory and in the body. These tests are used to identify infectious diseases, hormonal changes, pregnancies, cancer, and other diseases and conditions. Also, the use of genetically modified organisms to produce human hormones, enzymes, vaccines, and medications has revolutionized the pharmaceutical industry. One thing I can relate to this is the fact that Im lactose intolerant and now Im able to buy pills that will allow me to enjoy products that I wasnt able to before. Another great thing about genetic engineering is how its made it possible to develop gene therapy. Genetic diseases are inherited conditions that occur because of one or more genetic changes or mutations that prevent the correct functioning of a particular gene. Most genetic diseases do not have a treatment or cure. But this is where you can look at the bright side of genetic engineering techniques is that scientists hope that they will be able to transform an affected individuals mutated gene into a working gene by replacing it with a functional copy of the gene. Gene therapy has shown some success in helping individuals with severe combined immunodeficiency, hemophilia type B, and several other genetic diseases, and even has been put to use on cancer. Its crazy to even think that birth defects could potentially be eliminated if doctors were able to change that childs genes even before they are born. Maybe even be able to cure dis The process could also be adapted to cure hereditary diseases and prevent them from passing to future generations. Genetic engineering has definitely come a long ways and Im curious to see how much more we could achieve with it.