Round-trip time (rtt)

Round-trip time (rtt) RTT: Round-Trip Time (RTT) can also be called as round-trip delay. It is to calculate how much time required for sending a packet or signal pulse from one source to a specific destination and comes back to the same specific source. RTT is one of the several factors that affecting latency and the time between the request for data and also the complete return or display of that data. RTT can range between a few milliseconds under some ideal conditions to several seconds between points under adverse conditions. Estimated RTT plus can be defined as safety margin. It is the estimated value of RTT that is based on the combination of current RTT and the past RTT. EstimatedRTT = (1- a)*EstimatedRTTlast + a*SampleRTT Large variation in Estimated RTT means larger safety margin. To calculate the DevRTT we need to estimate how much Sample RTT deviates from Estimated RTT i.e., DevRTT = (1-b)*DevRTTlast +b*|SampleRTT-EstimatedRTT| (typically, b = 0.25) Segment Sample RTT Estimated RTT DevRTT Time Out Interval 1 130 130.00 130.00 650.00 2 138 131.00 99.25 528.00 3 122 129.88 76.41 435.50 4 124 129.14 58.59 363.50 5 131 129.37 44.35 306.77 6 139 130.58 35.37 272.05 7 139 131.63 28.37 245.10 8 121 130.30 23.60 224.71 9 134 130.76 18.51 204.80 10 127 130.29 14.71 189.12 11 267 147.38 40.93 311.12 12 139 146.33 32.53 276.47 13 126 143.79 28.85 259.19 14 134 142.57 23.78 237.68 15 141 142.37 18.18 215.08 16 137 141.70 14.81 200.93 17 291 160.36 43.76 335.42 18 123 155.69 41.00 319.68 19 134 152.98 35.49 294.95 20 139 151.23 29.68 269.95 21 141 149.95 24.50 247.94 22 142 148.96 20.11 229.41 23 139 147.71 17.26 216.77 24 122 144.50 18.57 218.79 25 123 141.81 18.63 216.34 26 143 141.96 14.23 198.90 27 215 151.09 26.65 257.70 28 134 148.95 23.73 243.87 29 122 145.59 23.69 240.36 30 134 144.14 20.30 225.35 Table 1 A premature retransmission timeout occurs if there is no packet or signal loss or if the lost packet or signal can be captured by fast retransmission mechanism. With contrast, over estimation of RTT will lead to late retransmission timeout, in that case, if there is a loss and which cannot be captured by the fast retransmission mechanism. Therefore, it is crucial to have a Retransmission Timeout (RTO) value for TCP performance which is an equilibrium point in balancing between both the above cases. Note: RTO must be smaller than RTT. Following are the few algorithms which help in setting the retransmission timeout Ludwig and Katz propose the Eifel algorithm to eliminate the unnecessary retransmissions that can result from a spurious retransmission timeout. Gurtov and Ludwig present an enhanced version of the Eifel algorithm and show its performance benefits on paths with a high bandwidth-delay product. Ekstrand Ludwig proposes a new algorithm for calculating the RTO, named the Peak-Hopper-RTO (PH-RTO), which improves upon the performance of TCP in high loss environments. RFC 3649 proposes modification of TCP congestion control that adapts the increase strategy and makes it more aggressive for high bandwidth links (i.e. for large window sizes) Even if there is no packet loss in the network, windowing can limit throughput. Because TCP transmits data up to the window size before waiting for the packets, the full bandwidth of the network may not always get used. The limitation caused by window size can be calculated as follows: where RWIN is the maximum receive windows size and RTT is the round-trip time for the path. At any given time, the window advertised by the receive side of TCP corresponds to the amount of free receive memory it has allocated for this connection. Otherwise it would take the risk to have to drop received packets by lack of space. Unrelated to the TCP receive window, the sending side should also allocate the same amount of memory as the receive side for good performance. That is because, even after data has been sent on the network, the sending side must hold it in memory until its has been acknowledged as successfully received, just in case it would have to be retransmitted. If the receiver is far away, acknowledgments will take a long time to arrive. If the send memory is small, it can saturate and block emission. A simple computation gives the same optimal send memory size as for the receive memory size given above. Packet loss When packet loss occurs in the network, an additional limit is imposed on the connection. The limit can be calculated according to the formula (Mathis et al.): where MSS is the maximum segment size and Ploss is the probability of packet loss Below table shows the theoretical maximum sustained TCP throughput 135 kbits/sec at 1 second RTT 225 kbits/sec at 600 millisec RTT (typical satellite RTT) 449 kbits/sec at 300 millisec RTT 1200 kbits/sec at 100 millisec RTT (typical domestic Internet RTT) 1780 kbits/sec at 60 millisec RTT 2800 kbits/sec at 30 millisec RTT 4510 kbits/sec at 10 millisec RTT (typical within a city) In order to set the ACK timer we need to know how large the ACK timeout value should be. It can be too short or too long. Too short > premature timeout > extra retransmission Too long > slow reaction to loos > poor performance For this we need to have the timer longer than RTT, for this we need to estimate RTT by measuring the time from a segment transmission until the receipt of ACK which is nothing but Sample RTT. For this we need to ignore retransmissions and measure only one segments RTT at a time. By doing so, the sample RTT will vary and we can compute an average RTT based on the several recent RTT samples. Timeout = Estimated RTT + 4*DevRTT The probability of premature retransmission timeout is P1 = P[RTO < RTT] ((1-p) W + (1-(1-p) W) (1-3/W) ) ≈ P[RTO < RTT] (1-3/W 2) ≈ P[RTO < RTT] The throughput degradation due to this event is: L1 = WlogW. During the slow start ph.ase we can observe, TCP sends at most W packets. We obtain that the expected output degradation result to premature retransmission timeout is: P1.L1 = P[RTO

Essay --

Is DNA a cause of Depression? An overwhelming amount of the population suffers from countless disorders and diseases, a decent majority involving mentally specific illnesses. Amongst society, depression is a very common mental illness found in individuals of ranging in all ages from all sorts of ethnicities and backgrounds. For the longest time, specialized scientists and psychologists have conducted numerous studies on depression. These studies include causes and treatments; one of the main studies concentrated on the idea of whether depression derives from our DNA. Conclusive studies have shown that DNA is one of the main causes of depression. DNA is not only a cause of depression; it also plays a critical role in treating it. Even so, some sociologists would disagree and state that depression is only developed over time by traumatic events that occur in a person’s life. Depression is a mood disorder that can occur once in a person’s lifetime or it can be something that happens quite often. Many people are unaware that depression is quite common among his or her peers and his or her family members. Most of the people who suffer from depression do not seek professional help, due to a lack of knowledge of depression or embarrassment of the condition. Depression cannot only affect a person’s mental health, but it can also affect their physical health as well. When left untreated, depression can last up to month’s sometimes-even years (Tamag 2005). Depression does not have only one cause. There are other variables that cause depression. These variables include unbalanced chemicals in the brain, unbalanced hormones, traumatic events such as death of a loved one, and genes that are inherited from our parents (Staff 2013). Every p... ... fraternal twins became depressed, nineteen percent of the time the other twin became depressed. These findings are considered to be higher rate of depression in comparison to the nation’s rates. ("Genetic Causes of Depression" 2013) In a final analysis, countless research studies have concluded that vulnerability to depression is inherited from our parents through DNA. Individuals can be subjected to depression through family members, such as siblings due to the case studies of the twins. Due to the fact that genetics has such an explicit influence on the specified mental disorder, research has also provided a linking connection between DNA and treatment of depression. However, despite the countless studies researchers have conducted on the matter, there are still a plethora of cases to further enhance the knowledge of the linkage between depression and genetics.

Health And Safety In The Workplace Essay

INTRODUCTION It is vital that organisations abides by specific health and safety laws to ensure that not employee is harmed within the workplace. Firstly most organisations would consider the hazards of the workplace; these are the factors that could potentially harm, damage or injure someone or something during processes used by the organisation. Then most organisations would consider the risk of each hazard, this means the probability of the hazard actually causing harm or injury [1]. Identifying the hazards and risks, allows the organisation to work out specific precautions that would help to minimise the risk by creating rules or regulations within the work place. Most organisations would show this evaluation of health and safety in their workplace as a risk assessment, which is very important because it allows both employers and employees to know how to be safe and what precautions they need to take in order to reduce the possibility of someone or something being damaged [2]. HEALTH AND SAFETY AT WORK ACT 1974 The Health and Safety at Work Act also known as the ‘HSAWA’ or ‘HSW’ was introduced in 1974. The Act was created to ensure that the workplaces of all organisations protect ‘the health, safety and welfare of persons at work’ [3]. It involves identifying the hazards in each department of the organisation to reduce the risks in the process or method that the employees used to make the product or develop the service provided. Furthermore the Act prohibits the use of extremely hazardous, dangerous and flammable products unless the risk assessment specifically shows how the hazards will be prevented, for example the use of protective clothing like lab coats, gloves and goggles but also the high supervision that there would need to be in order for the process which uses the substance to be allowed to continue. The substances might not just be hazardous to employees but to the environment, the Health and Safety at Work Act attempts to reduce the amount  of harmful emissions that are given out into the atmosphere. In addition it can include the stability of the workplace by analysing the buildings condition to ensure that the building isn’t likely to collapse when employees are at work, also it ensures that the work place has special safety features like fires doors so that the risk of employees being burn in a fire is reduced [3]. The employer of the organisation is responsible for committing to the regulations of the Health and Safety at Work Act and maintaining the use of the risk assessment throughout the work place, mainly by creating a specific written safety policy that can easily be understood by employees which shows suitable precautions on the risk assessment. It is the duty of the employer to provide the correct training for all members of staff to ensure everyone has a strong understanding of the health and safety regulations. The appropriate training can be given from attending health and safety courses; also the employer has to give the staff the equipment that they need to be safe in the workplace including protective equipment as precautions to reduce the risk of the hazard. The workplace must be considered as a safe environment by the government; this means that the organisation must provide emergency procedures (like fire drills) and specific first aid facilities if a hazard did harm an employee. Most organisations ensure that his happens by using safety signs indicating things like fire exits and reminders of precautions to take when using certain equipment or substances [4]. Furthermore the employer has to make sure that materials and resources are stored properly in safe environments to stop anything getting contaminated or broken. Substances need to be controlled to make sure that the risk of explosive or high flammable substances from causing a fire is reduced as much as possible. The transportation of the materials is also important to ensure nothing is damaged during transfer and that there is a place to safely unload to materials at the workplace. The final roles of the employer is to ensure that if any new materials or processes are introduced in the workplace that they are added to the risk assessment to keep it updated to that health and safety regulations can always be kept to. The employees also have many roles in the workplace to help keep to the Health and Safety at Work Act. They must have a sensible relationship with their employer so that they can report any issues with the risk assessment or report the behaviour of other employees when using the equipment or material. Ensure that other employees are being safe and help make sure that everyone understands what they need to do in certain situations like fire drills. However the employees are not allowed to interfere with anything that relates to the providing of health and safety equipment or clothing protection as this up to the employer [4]. MANAGEMENT OF HEALTH AND SAFETY AT WORK REGULATIONS 1999 The Management of Health and Safety at Work Regulations also known as the ‘MHSWR’ was introduced in 1999 was developed as part of the Health and Safety at Work Act to show the specific separated of roles between the employers and employees [4][5]. The regulations involves looking into the different aspects of the workplace and evaluating how everything hazard and risk can affect each member of staff by looking capability in health and safety situations – for example an older employee could struggle to get down stairs quickly if there was a fire; instead the employer could move the employee to an office or laboratory on a lower floor. Overall this management of the issues and the precautions that can be used to avoid hazards, the following list shows the 30 sections to the Management of Health and safety at Work Regulations: 1. Citation, commencement and interpretation 2. Disapplication of these Regulations 3. Risk assessment 4. Principles of prevention to be applied 5. Health and safety arrangements 6. Health surveillance 7. Health and safety assistance 8. Procedures for serious and imminent danger and for danger areas 9. Contacts with external services 10. Information for employees 11. Co-operation and co-ordination 12. Persons working in host employers’ or self-employed persons’ undertakings 13. Capabilities and training 14. Employees’ duties 15. Temporary workers 16. Risk assessment in respect of new or expectant mothers 17. Certificate from registered medical practitioner in respect of new or expectant mothers 18. Notification by new or expectant mothers 19. Protection of young persons 20. Exemption certificates 21. Provisions as to liability 22. Exclusion of civil liability 23. Extension outside Great Britain 24. Amendment of the Health and Safety (First-Aid) Regulations 1981 25. Amendment of the Offshore Installations and Pipeline Works (First-Aid) Regulations 1989 26. Amendment of the Mines Miscellaneous Health and Safety Provisions Regulations 1995 27. Amendment of the Construction (Health, Safety and Welfare) Regulations 1996 28. Regulations to have effect as health and safety regulations 29. Revocations and consequential amendments 30. Transitional provision [6] The person responsible for the Management of Health and Safety at Work Regulations is the employer, who must assess any possible risks and manage them in a professional method so that the employees are safe from injury, when undertaking specific tasks. They must ensure that employees have the correct training and knowledge for emergency situations. Furthermore the employees must comply with the regulations created and attend any training or instruction sessions. Also the employees must feel that the person in charge of health and safety is approachable so that they can communicate any concerns they have about the health and safety of other employees and report anything they sense could be potentially dangerous or harmful [7]. The Management of Health and Safety at Work Regulations is no longer seen as a requirement for an organization to abide by [8]. PROVISION AND USE OF WORK EQUIPMENT REGULATIONS 1998 The Provision and Use of Work Equipment Regulations also known as ‘PUWER’ was made on the 15th of September 1998, laid before Parliament on the 25th of September 1998 and was enforced and formally introduced on the 5th of December 1998 [9]. The regulations were created so that organisations would address dangerous situations to control the risk of the hazard and prevent the employees getting seriously injured or killed due to a piece of equipment in their method of work. After this was introduced there was the creation of the ‘Lifting Operations and Lifting Equipment Regulations (1998)’ which also helped reduce the probability of employees getting injured. The Provision and Use of Work Equipment Regulations applies to any employer even if they are self-employed and complies to anyone in the organisation who uses the equipment at work; these regulations do not cover the use of equipment by the public as this comes under the Health and Safety at Work Act. The PUWER covers every aspect of equipment used in an organisation from machinery to office furniture; any equipment could be a possible hazard to an employee’s health. This means that all equipment should be regularly test so that it complies to the safety regulations of the CE mark [10]. It is up to the employers and employees to stick to the regulations and ensure that the equipment is: Suitable for its intended use This means that the equipment should provide a specific purpose/function in the organisation so that no useless equipment is forgotten about. Safe for use and suitably maintained The equipment used should be safety checked to see if it is totally safe to use in the process so that it is not likely that the equipment with cause a  hazard. For example machinery should be regularly checked so that it could not cause a fire. Also the maintenance of the equipment means that things are regularly cleaned so that in, for example, a biological lab there is no spread of bacteria or organisms between samples. Used by people who have received training This literally means that employees need to be qualified and educated in the used of the equipment so this could involve going on training courses or reading instruction manuals so they have good knowledge of what to do it the equipment breaks or how the equipment could cause injury to an employee which would reduce the risk of the hazard occurring. Accompanied by suitable protective devices, warning and instructions This is mainly the role of the employer to provide safety signs or instructions near the equipment to reminder employees of how to reduce the risks. Also when using chemicals it is vital that the correct clothing is provided like lab coats, safety goggles and protective goggles so that the chemical cannot harm the employees. Protective devices can be used to indicate when a piece of equipment is dangerous or broken so that the employees do not injure themselves on it [4]. HAZARD AND CRITICAL CONTROL POINTS AS APART OF THE FOOD SAFETY ACT 1990 The Food Safety Act of 1990 was developed in the Food Safety Regulations of 1995 and the following concept was create to help food industries to produce high quality products that’s consumers would recognise for their safety and hygiene when creating the product [4]. The Hazard Analysis Critical Control Points also known as ‘HACCP’ is an internationally used process that ensures that only food sold is safe to consume. The food products are analysed and evaluated using biological, chemical and physical techniques in order to assess any possible hazards throughout the process or handling, manufacturing, distribution and eventually eating the food product. The points provide a simple systemic approach to discovering hazards and risks and the creation of the risk assessment with suitable precautions [11][12]. Many organisation abide by the legislations of the HACCP and EU food hygiene to guarantee customers that their food is hygienically prepared without any issues of health and safety – for example some products may have no possibility of a spread of bacteria disease. There are 7 main aspects that the HACCP looks into: 1. identify any hazards that must be prevented eliminated or reduced This means that the employer, employees and health and safety experts must find every possible hazard that could potentially harm the food or the person who eats the food and form this information into a list or table. 2. identify the critical control points (CCPs) at the steps at which control is essential This involves evaluating all the points made in the first list to pick out the most vital hazards that need to be definitely controlled to not happen. 3. establish critical limits at CCPs This is identifying the risks and probability of the hazard and knowing the worst outcome if the hazard wasn’t controlled at all. 4. establish procedures to monitor the CCPs This is the way in which the organisation plans to keep the hazard under control and reduce the risk; these are the precautions planned to be used/taken. 5. establish corrective actions to be taken if a CCP is not under control This is like a back-up plan if the precaution does not work and this can change depending on the situation or environment. For example if one of the machines that is used to cook the meat sets on fire then sprinklers shoot water from the ceiling and the building is evacuated to avoid any employees being injured. 6. establish procedures to verify whether the above procedures are working effectively This involves evaluating the precautions used to reduce the probability of a hazard being uncontrollable to decide which methods are  best to control it. 7. establish documents and records to demonstrate the effective application of the above measures The creation of risk assessments and written documents so that the organisation can keep a record of their hazards and risks to make their product as safe as possible. Most employers create detailed documents that contain 4 sections; firstly a plan is created to identity how food product can be safe and how their food product needs to be safe and hygienically prepared. This section is important because it reduces the probability of infection from either dangerous bacteria or chemical or physical contamination of any meat or plant products. Furthermore it allows the organisation to see how food poisoning can be reduced in their food product, possibly from cooked and uncooked foods having contact. The following section is completing the actions planned in the first section to ‘try out’ the precautions for a set period of time. Meanwhile the next section should be taking place; this is supervising and monitoring the effect that the precautions being taken is having an effect on the actual product by making sure it is more safe to eat. The final section is acting to correct the precautions like if the food product still contains unnecessary bacteria then it needs to be cleaned and disinfected more [13]. CONTROL OF SUBSTANCES HAZARDOUS TO HEALTH 2002 The Control of Substances Hazardous to Health Regulations also known as ‘COSHH’ was introduced in 2002 and ensure that all employers were controlling the use of any potentially hazardous substances that their employees use. The regulations were created as extreme amendments to the ‘Control of Substances Hazardous to Work Regulations 1999’ [14]. The regulations forced employers to find a less hazardous substance to use, however if this is not possible then practical solutions need to be made so that the risk of any type of injury relating to the use of substances in the workplace is either totally eliminated or strongly reduced to protect the health of the staff working for the organisation [15]. To make sure the regulations are met most organisations stick to 4 specific factors to pass external inspections of the workplace: The use of detailed but understandable risk assessment specific to the different substances used The control of exposures in which the risk can be reduced The study of health surveillance among the employees Plan of action if an accident was to occur in the workplace (first aid facilities) [14] The following list shows the processes used to control the hazards in organisations in order to comply with the COSHH regulations: finding out what the health hazards are; deciding how to prevent harm to health (risk assessment); providing control measures to reduce harm to health; making sure they are used; keeping all control measures in good working order; providing information, instruction and training for employees and others; providing monitoring and health surveillance in appropriate cases; planning for emergencies. [16] These regulations are taken extremely seriously by both the employer and their employees as the inappropriate use of harmful substances is a crime and can be punished with fines of up to  £400 on a summary conviction [14]. CODES OF PRACTICES AND RECOMMENDATIONS USED IN EDUCATION (CLEAPSS) The Codes of Practices and Recommendations used in Education involves ‘The Consortium of Local Authorities for Provision of Science Services’ also known as ‘CLEAPSS’. This covers local organisations like schools and other types of educational establishments to make sure they are safe within the service they are providing. CLEAPSS is based on 6 aspects of the organisation: Risk assessments This introduction of these into an establishment immediately improves its health and safety because it identifies any hazards and evaluates the risk and probability of it occurring and then suggests suitable methods or precautions to take to reduce the possibility of the hazard happening. Chemicals, living organisms and equipment This relates to the rules of the ‘Control of Substances Hazardous to Health’ regulations which covers any use of chemicals for example in science lessons at a secondary school the teacher and pupils would have to take precautions like wearing protective clothing or diluting the chemical. Also the ‘Provision and Use of Work Equipment Regulations’ is used in this area to ensure that the equipment is safe to use, especially electrically equipment in schools and colleges need to have regular safety checks to reduce the hazard of fires or electrocution. Sources of resources This can relate in an environmental way to study where the materials needed for these establishments comes from. For example the paper needed for schools comes from trees so it is vital that more trees are planted when some are cut down for the paper to help create a more sustainable environment. Laboratory design, facilities and fittings This ensures that places like school science laboratories are safe to use. Not only should the electrically equipment work properly but the cabinets and workbenches should be fitted securely and in suitable places and the floor should not cause any kind of tripping hazard. Technician and their jobs This means that fully trained and qualified technical staff need to be employed in order for the establishment to have people in case there is any  kind of emergency or injury. Some D&T facilities and fittings This is similar to the design of science laboratories however in design and technology situations there is more important equipment like machines that need to be safety checked and well trained staff need to supervise the use of it. Also safety instructions and signs can be used around the room to ensure that everyone knows how to use machinery or who to ask for help [4].

J.S. Bach essays

J.S. Bach essays Bach is considered by many to have been the greatest composer in the history of western music. Bach's main achievement lies in his synthesis and advanced development of the primary contrapuntal idiom of the late Baroque, and in the basic tune fullness of his thematic material.(J.S. Bach Archive and Bibliography) He was able to successfully integrate and expand upon the harmonic and formal frameworks of the national schools of the time: German, French, Italian (The J.S. Bach Home Page) Bach is also known for the numerical symbolism and mathematical exactitude, which many people have found in his music for this, he is often regarded as one of the pinnacle geniuses of western civilization, even by those who are not normally involved with music. Bach spent the height of his working life in a Lutheran church position in Leipzig, as both organist and music director. Much of his music is overtly religious, while many of his secular works admit religious interpretations on some levels. His large output of organ music is considered to be the greatest legacy of compositions for the instrument, and is the measure by which all later efforts are judged. His other solo keyboard music is held in equally high esteem, especially for its exploration of the strictly contrapuntal fugue; his 48 Preludes (Bach Central Station) His other chamber music is similarly lofty, the sets for solo violin & solo cello being the summits of their respective genres. Bach's large-scale sacred choral music is also unique in its scope and development, the Passions and B Minor Mass having led to the rediscovery of his music in the 19th century. His huge output of cantatas for all occasions is equally impressive. Finally, his large output of concerti includes s...

How an Executive Coach Can Help Boost Your Career

How an Executive Coach Can Help Boost Your Career Eden Abrahams has a life so fascinating, we almost wanted to interview her on that alone. She’s worked internationally as a strategist and corporate communications expert, and moved on from there to become a respected executive coach and the head of Clear Path Executive Coaching. She took some time out of her busy day to speak with us about the challenges a modern executive faces.Why would an executive need coaching?To borrow an acronym used by the U.S. military, we are living in a VUCA (volatile, uncertain, complex and ambiguous) world, which demands a different kind of leader than the old command-and-control model that worked when companies were hierarchical and the operating environment wasn’t in a continuous state of flux. Executives today in just about every sector are grappling with increasingly complex challenges that demand new ways of thinking, problem solving, decision making and relating to others. High-performing leaders aren’t born with these skills. They develop them by cultivating self-awareness; a flexible, adaptive mindset; and a commitment to continued learning and experimentation.Executive coaches can play a valuable role in helping leaders and managers clarify their goals at critical junctures in their career and acquire the right tools and perspective to evolve, advance, and thrive. Partnering with a coach can help executives improve their emotional intelligence capabilities, learn from past mistakes, strengthen their reflective and strategic thinking capabilities, and create time for meaningful non-work pursuits that provide balance and perspective. In many cases, executive coaching engagements also focus on building or improving skills related to effective communicating, executive presence, and time management.What unique challenges do executives face in their careers?Executives face many external challenges as they navigate their careers. Flatter, leaner organizations mean there are fewer opportunities for linear adv ancement, and even relatively senior managers need to be skilled at the art of influencing without authority to operate successfully in these environments. Trends like globalization, rapid technological innovation, and demographic shifts have dramatically altered the employment landscape, resulting in a â€Å"new normal† characterized by job insecurity, a more opportunistic and less loyal workforce, and greater pressure on executives to deliver results in a shorter time frame.Concurrently, the search for meaning at work is a powerful internal driver that is redefining – for many of us, at all stages of our careers – what a fulfilling career looks like. Particularly in wealthy, developed economies, the belief that we should find purpose and self-actualization at work – and not just in our extracurricular activities and relationships – is much more prevalent than it was even a generation ago. Executives who work in organizations that don’t off er significant opportunities for professional development, personal growth or community service should be thinking proactively about how to address that deficit, both for their own benefit and to promote greater employee engagement.On a practical level, the takeaway is that all of us, executives included, would do well to adapt an entrepreneurial mindset when it comes to managing our careers. Because in a VUCA world, thinking of yourself as â€Å"labor for hire† is a far riskier strategy than remaining nimble, dynamic and in perpetual upgrade mode – just like any good start-up does.When transitioning to a new career, what should an executive be aware of?Whether you’re looking to change jobs, employers or careers, making the transition successfully requires having 1) a good understanding of your value proposition, including your transferable skills, 2) a compelling story that highlights your professional journey, noteworthy accomplishments, interesting experience s and personal interests, and 3) a robust, diversified network that will help you learn about interesting opportunities, make serendipitous connections and explore new directions and possibilities that may not yet be on your radar screen. Finally, before you accept an offer, make sure you’ve done adequate due diligence on the company culture and have a clear understanding of your role, your mandate and how your performance will be evaluated.Is it really â€Å"lonely at the top†? What should executives do when they feel overwhelmed?In a 2013 poll conducted by Stanford University, nearly two thirds of the CEOs surveyed said they lacked outside leadership advice – but nearly 100% of them said they wanted it. So yes, it can definitely feel lonely at the top, but it doesn’t have to. When you’re taking risks with limited visibility, making decisions that have enterprise-wide impact and communicating a vision to inspire and motivate your team, it’s critical to have a robust support network. Many senior executives, including CEOs, find value in joining small, facilitated peer discussion groups where they can confidentially talk through critical issues with others who’ve grappled with similar challenges. Having an objective, outside collaborator to serve as a sounding board and confidante – someone who’s invested in your success and isn’t afraid to ask tough questions or offer an alternative perspective – can also be quite helpful. An executive coach can play that role, as can a trusted mentor or advisor.What trends in executive hiring should we be keeping an eye on?Here are two that I find particularly interesting:1. According to a recent survey conducted by HBS professor Boris Groysberg, along with the executive skills that are considered most desirable by companies today – leadership, strategic thinking and execution, technical and technology skills, team- and relationship-building, communication and presentation, change management and integrity – having a â€Å"global outlook† and â€Å"meaningful international experience† are becoming increasingly sought-after attributes for C-suite hires. Another evolving trend is the preference for team-player leaders vs. bossy stars.2. One of the key findings that emerged from a â€Å"source of hire† survey conducted last year by performance-based hiring expert Lou Adler is that interpersonal loyalty is an increasingly important factor in securing a new job. In a recent LinkedIn post, he wrote that â€Å"being referred by someone you know – whether the person contacted you or you contacted them – seems to be becoming the new default for getting another job. While company loyalty might be on the decline, it appears interpersonal loyalty is on the rise.† According to Adler, over half (56%) of all jobs are either filled by internal candidates or by people the hiring manager kno ws personally or has sourced via trusted peers and colleagues. So, more than ever, it pays to keep your contacts current, and close.

The main cause of collapsing of the Bretton woods system Essay

The main cause of collapsing of the Bretton woods system - Essay Example re of the system was a promise each country made to all that their monetary policies would keep the currency of the country close to a fixed value (within 1%) to gold. The IMF would have the authority to close temporary payment imbalances between countries and would monitor the fiscal activities of other nations. While the system worked well for several years, it collapsed in 1971 once the United States pulled out from the gold standard (Bird, 1994). The simplest cause of failure in economic terms is that the system was useful for the time it was created but it was far too optimistic of the creators of the systems that all other things would remain the same. Without a doubt, economic realties change for us on a daily basis even though the majority of economic activity can be explained by the process of supply and demand. The creators of the system thought that the system would be large enough to control and contain market forces and economic systems but they learnt quickly that while market forces take the upper hand to established systems. While the final cause of failure was the American pullout from the system, the foundations were being weakened long before the event. The first change was the monetary interdependence which countries faced with respect to each other and the convertibility of the Japanese Yean and the Western European countries. This made it possible for banks and monetary organizations to take part in large financial transactions further adding to the financial interdependence of various countries (Cooper & Sneddon, 2001). Banks are able to make huge transfers of capital from one country to another for investment and lending purposes but that money can also be used for currency speculation. In the Bretton Woods system, exchange rates were more or less fixed and countries were hesitant in revaluing their currencies (Bird, 1994). Speculators could therefore convert large sums of money from a soft to a hard currency hoping to gain value when the

The Violence currently facing Colombia's dispossessed Essay

The Violence currently facing Colombia's dispossessed - Essay Example Thousands of people have lost their lives and millions are being put out of place. Large number of ingenious people, Afro-Columbians and farmers were forced to leave their relatives and native lands because of violence. Growing conflicts and calamities among the armed forces and guerrilla groups changed the land into dispossessed status and it indicates that the country could soon experience a revolution such as one impacting Mexico during 1910s. Studies and researches have recognized that the underlying cause of this crisis is related with U.S policies which promote the killing of millions of common people in Columbia. News reports about the dispossessed reveals the story that thousands of Columbians were relocated by years of war and state-backed terrorism. Analyzing the history, one can see that existing policies of the United States paved the way for a revolution. Therefore, one feel comfort to agree the statement that â€Å"The violence currently facing Colombia’s  "dispossessed† is indicative that the country could soon experience a revolution such as the one impacting Mexico during the 1910s†.The root cause of the crisis in Columbia lie its weak state, a divided ruling class, and two party political system which strictly prevented any kind of participation or voice from the common people. Periodic party competition between the Liberals and Conservatives led the country to armed conflicts. Things became worst, when the Liberal government passed measures for protecting social security and workers’ right of the same kind to Roosevelt’s New Deal. The emerging of Second World War collapsed reforms activities and President Alfonzo Lopez Pumarejo forced to face strong opposition from inside and the outside of his party. The assassination of Jorge Eliecr Gaitan, the leader of rebels paved the way for unending violence and conflicts. In 1986 election, fighting armed forces and guerillas faced general election as the result o f Government’s invitation. But after the election government and the armed Right go back on their promises. The election procedures false down and more than 3000 people were murdered. All armed forces came back to their own previous status, especially the guerillas returned to the hills and took arms. Existing armed conflicts and outrage violence in Columbia, indicates the emergence of a revolution. The book entitled, The dispossessed: chronicles of the Desterrados of Colombia by Alfredo Molano describes the conflicts took place in Columbia .Author clearly mentions about the U.S policies and its political supports towards the Columbian government indirectly acts as a catalyst in the process of spreading violence. From the very beginning, Alfredo Molano reveals the cause and effects of current war between military force and the guerillas. Author explores the real cause of conflict by saying; â€Å"Neoliberal policies forcing competition between small Columbian farmers and int ernational agribusiness drove more than five million farmers off their lands in the 1990s† (Molano, 2005, p.21). The arriving of the drug cartels and the paramilitaries in to the warfront changed the nation in to a land of political anarchism. Conflicts between the international agribusiness groups and small Columbian farmers promoted economic stagnation and food problem all over the country. As a result of political, ideological, and military polarizations guerilla