Impact Of The Latest Advances In Technology On Recruitment And Selection Free Essays

string(93) " software that truncates and exclude the totality of content \(Lievens Harris 2003\)\." ABSTRACT In the face of a new era of downsizing, garnering of qualified workforce remains a key organizational goal. A commonly held view among the human resource managers is that the human resources are the most important assets of an organization and that they offer the only non-imitative competitive edge. As the point of entry, the process of recruitment and selection of employees plays a crucial role in enhancing the success and survival of the organization in the extremely competitive and turbulent business environment. We will write a custom essay sample on Impact Of The Latest Advances In Technology On Recruitment And Selection or any similar topic only for you Order Now This paper explores on how the latest advances in technology have impacted on the process of recruitment and selection of employees. Different aspects of the use of new technology will be examined including internet based recruitment, telephone and video conferencing, computer based testing and IVR or Automated telephone interviewing. This will include an overview of the potential advantages as well as challenges arising with the use of each wave of technology. INTRODUCTION In the face of a new era of downsizing, garnering of qualified workforce remains a key organizational goal (Bauer 2004). As the point of entry, the process of recruitment and selection of employees plays a crucial role in enhancing the success and survival of the organization in the extremely competitive and turbulent business environment. Traditionally, the recruitment and selection process relied on fairly low-tech methods such as employee referrals and newspaper ads, in locating and attracting qualified candidates (Lievens, et.al 2002). Successful job seeking included frequenting the local job center (Lievens, et.al 2002). This has however changed over the past few decades as a result of advances in technology. The recruitment process, just like all other business functions, has become increasingly tied to technology (Lievens, et.al 2002). The common practice of mailing applications and waiting to be called for an interview via a phone call has been trumped by technological advances which have eased communication. Technological advances such as internet-based recruitment and candidate assessment, computer-based testing, Interactive Voice Response (IVR), telephone and video-based interviews among other information technologies are now increasingly being used in recruiting and selecting qualified candidates (Chapman Webster 2003). In this paper, we examine how the latest advances in technology have impacted on the process of recruitment and selection of employees. The following sections will explore on these technological advances, in particular, how they are impacting on recruitment and selection process. This will include an overview of the potential advantages as well as challenges arising with the use of each wave of technology. We begin by exploring on internet based recruitment, which involves recruitment via the web. a. INTERNET BASED RECRUITMENT The most popular ways through which advances in technology have significantly impacted on recruitment and selection is through the internet. Organizations are increasingly making use of the internet technology, particularly the World Wide Web, as a platform for testing and recruiting potential candidates (Baron Austin, 2000). Social networking websites, software and online job boards has helped in linking applicants to hiring professionals with focus on knowledge, skills and abilities (Baron Austin, 2000). Social networking sites such as LinkedIn, CareerBuilder, monster.com and universe.jobs hold millions of jobs and resumes in their databases (Neil 2003). These professional networking sites play a significant role in the process of recruitment and selection. LinkedIn, for example, is used as a business-oriented social networking site whereby applicants are linked with the employers. LinkedIn is widely used globally as a professional network service and has currently 90 million users (Neil 2003). It is currently valued at over $2.51 billion USD and operates in more than 200 countries (Neil 2003). Advances in technology have indeed shaped the process of recruitment and selection. Online ads are now the lead recruitment methods employed by employers. Recruitment and selection via the web has enabled the employers to build a ‘talent pool’ of qualified candidates and lessen their reliance on conventional print media (Thompson et al., 2008). This has led to significant cost savings as employers lessen their reliance on recruitment agencies (Thompson et al., 2008). In this regard, Harris Dewar (2000) noted a significant reduction on the cost per-hire from $ 3,295 (for the conventional recruitment methods) to $377 (for internet based recruitment). There are many benefits arising with the use of internet based recruitment method as well challenges that it present to the organizations. It should be noted that internet based recruitment is not without its shortcomings, but the cons must be weighed against the pros in order to determine if this recruitment method is supported. BENEFITS OF INTERNET BASED RECRUITMENT The internet provides efficiency in the administration and scoring of test as the content can be easily modified and answers captured in electronic form (Van Hoye Lievens 2007). It also enables routine checking of errors, automatic scoring of tests and provides instant feedback to the applicants (Van Hoye Lievens 2007). This administrative ease enables recruiters to save on costs and time giving them a competitive hedge in the tight labour market. It also provides for increased flexibility for both the employer and applicants in the administration of tests and performance of work in varied geographical locations (Van Hoye Lievens 2007). Moreover, the widespread of information in a globalized market widens access to a diverse geographical labour pool (Lievens Harris 2003). Additionally, there is a greater transparency in the selection process as candidates are selected based on their skills, experience and competence (Lievens Harris 2003). CHALLENGES TO INTERNET BASED RECRUITMENT While it is apparent that online recruitment help cut on recruitment costs, increase efficiency and transparency in the selection process; there are some potentially major drawbacks. Due to the high number of applicants, screening and checking the authenticity and mapping of skills may be a time consuming exercise (Lievens Harris 2003). The large number of indistinguishable resumes from the various applicants coupled with inadequate software and procedures may lead to poor results in the selection of the ideal candidate (Lievens Harris 2003). This problem can largely be attributed to the existing methods for parsing resumes which is dependent on software that truncates and exclude the totality of content (Lievens Harris 2003). You read "Impact Of The Latest Advances In Technology On Recruitment And Selection" in category "Essay examples" Also, failure by the industry software to produce optimum candidate and position convergence may result in correspondingly low retention rates of the new employees hence costing client companies thousands of dollars (Lievens Harris 2003). Despite having automated assistance, managing the workload remains a daunting task for HR managers. While software has reduced on the number of resumes from the applicants, that would otherwise be manually reviewed, it has not been successful in narrowing candidate resume pools to the ideal qualified applicants (Harris Dewar 2000).It should be noted that most of the software employed in the process of recruitment and selection generally uses rudimentary lexical and semantic algorithms (Harris Dewar 2000). These algorithms tend to generate a large candidate pool with most candidates insufficiently suitable for effective use (Harris Dewar 2000). This is because the industry software lacks the ideal filtering capabilities necessary for the proper parsing of resume. Crucial data that could help in identifying the ideal candidate and position convergence is therefore lost. Without sufficient data, there is not enough variance that could be used in distinguishing among candidate and position suitability (Harris Dewar 2000). This next section will explore on interactive voice response (IVR) which is also known as automated telephone interviewing. The method is also gaining popularity and is increasingly being used by firms in recruiting and selecting new hires. b. AUTOMATED TELEPHONE INTERVIEWING/INTERACTIVE VOICE RESPONSE (IVR) The use of interactive voice response (IVR) which also referred to as automated telephone interviewing is one of the newest ways to recruiting and selecting new hires (Thompson et.al 2008). IVR technology allows for human interaction with the computer via a telephone keypad or through the use of voice recognition (Thompson et.al 2008). This wave of technology is increasingly gaining popularity in the recruitment and selection of employees due to its many advantages. ADVANTAGES OF THE IVR IVR is an easily accessible technology. Take for example the United States where 95% of the households own phones (Thompson et.al 2008). With IVR, applicants can initiate the interview at any time. The applicants or potential employees can initiate an interview by simply making a phone call to a toll-free phone number and be automatically interviewed without any intervention from the operator (Thompson et.al 2008). IVR or rather automated telephone interviewing can help in eliminating interview biases (Thompson al 2008). It is highly cost effective in screening the candidate pool. DISADVANTAGES OF USING IVR While IVR is increasingly being used by many businesses to cut on the costs and give a better experience, it is not without its shortcomings. One of the greatest challenges to using IVR systems in recruitment and selection of employees is that the users find it hard to follow telephone menus and lengthy instructions (Thompson et.al 2008). Also, IVR screening is considered lower in terms of treatment and openness as well as in reconsideration opportunities than the conventional face to face interviewing (Thompson al 2008).. c. TELECONFERENCING AND VIDEO CONFERENCING There is also the use of telephone and video conferencing. Teleconferencing involves setting up of a conference telephone call between the selection committee and potential candidates (Gilliland 1993). Job interviews by teleconferencing are common where the applicant and the selection committee are located in geographically sparse regions. Video conferencing, on the other hand, involves the combination of both the audio and video transmissions, hence allowing for communication to take place by a way of an audio visual link (AVL) (Gilliland 1993). With video conferencing, both the applicant and selection committee members are able to share their views and at the same time see each other on the screen. BENEFITS OF VIDEO CONFERENCING Despite reducing the in-person meetings, video teleconferencing as well offer the advantages of face to face communication (Gilliland 1993). There is also significant cost reduction for both the applicant and the employer as there is no need of travelling and associated costs of lodging and meals (Gilliland 1993). There is also the added environmental benefit as a reduction in traveling implies a reduction in greenhouse gas emissions (Gilliland 1993). Further, upon placement this technology allows for the continued collaboration with the team members from remote locations (Gilliland 1993). CHALLENGES OF VIDEO CONFERENCING Similar to other technological innovations, video conferencing is not without its shortcomings. There might be a difference in time zones when conferencing in remote geographical locations (Gilliland 1993). Also, some of the human ways to communicating may not translate well with video conferencing (Gilliland 1993). For example, eye contact may not be easily delivered through a webcam, unlike in the conventional face-to-face interviewing where one can easily make eye contact and judge whether the interviewee is paying due attention. Last but not least, we explore on how computer based testing has impacted on recruitment and selection process. d. COMPUTER BASED TESTING The use of computer based interviews has increased in the recent years with a wide range of organizations utilizing computer-based online tests for selection purposes (Aptitude/psychometric tests) (Chapman Webster, 2003). There are several reasons for increased reliance on psychometric tests in the recruitment and selection of employees. Key among these is the increased regulation and legislation, and loss of confidence in academic qualifications (Chapman Webster, 2003). INCREASED REGULATION AND LEGISLATION Reliance on test use in the selection process has been used as a defensive strategy to regulation and legislation (Chapman Webster, 2003). Tests are seen as objective indicators of how the skills of potential candidates align with the job description (Chapman Webster, 2003). These competency tests promote fairness and equal access to opportunities available. LOSS OF CONFIDENCE IN ACADEMIC QUALIFICATIONS There is a growing body of evidence for a loss of confidence with the formal academic qualifications. This is largely attributed to bad governance and corrupt institutions that may award degrees or certificates to incompetent individuals. As such, competency based tests are increasingly being used in screening the candidate pool and in identifying candidates with skills that align with the â€Å"competency profile† for the job in question (Chapman Webster, 2003). Computer based testing facilitates the selection process by quickly pinpointing the candidates ability more accurately (Chapman Webster, 2003). Take for example the BULATS online test, a robust business English language test, which is widely used in helping organizations make timely decisions in the recruitment process (Chapman Webster, 2003). This online test provides a fast and more accurate method of pinpointing the candidates’ ability and suitability to work by using adaptive testing techniques (Chapman Webster, 2003). CONCLUSION Clearly, we have identified a number of benefits to using technology for purposes of recruiting and selecting job applicants. A quick recap of some of the benefits include increased efficiency in the administration and scoring of tests, increased flexibility, greater transparency, reduction in biases, widened access to a diverse geographical pool of potential candidates, and cost reduction among others. There are however challenges arising with the use of technological advances in recruitment and selection process. For example, the exercise may be time consuming as a large number of applicants need to be screened. Other shortcomings include poor results due to inadequate software and procedures, and difficulties in filtering of potential candidates, among others. Nonetheless, the latest advances in technology have significantly impacted on recruitment and selection process. As pointed out by Kay (2000), the power of the Web and e-technology has changed the way recruitment and selections of employees occur. Technological advancements and the ubiquity of the internet (especially with social networking) have become powerful additions to the process of recruitment and selection. However, these should not be considered as the only solutions to finding the ideal candidate. While changes are still underway, it is clear that advances in technology have dramatically impacted on the recruitment and selection process. REFERENCES Bauer, et.al, 2004. â€Å"Applicant reactions to different selection technology: face-to-face, interactive voice response and computer-assisted telephone screening interviews†, International Journal of selection and assessment, Portland State University: Blackwell publishing ltd. Baron, H., J. Austin, 2000. Measuring ability via the Internet: Opportunities and issues. Paper presented at the Annual Conference of the Society for Industrial and Organizational Psychology, New Orleans, LA. Chapman, D.S., J. Webster, 2003. â€Å"The use of technologies in recruiting, screening and selection processes for job candidates†, International journal of selection and assessment, Vol.11 (2), pp. 113-120 Gilliland, S.W, 1993. â€Å"The perceived fairness of selection systems: an organizational justice perspective†, Academy of management review, 18, pp.694-734 Harris, M., and K. Dewar, 2000. Understanding and using web-based recruiting and screening tools: key criteria, current trends and future directions. Workshop presented at annual meeting of the society for industrial and organizational psychology, San Diego, CA. Kay, A. S., 2000. â€Å"Recruiters embrace the Internet.† Informationweek: pp.72-80. Lievens, F., K. Van Dam and N. Anderson, 2002. â€Å"Recent Trends and Challenges in Personnel Selection†. Personnel Review, 31 (5-6), 580-601 Lievens, F., M.M. Harris, 2003. â€Å"Research on Internet Recruiting and Testing: Current Status and Future Directions†. In: C.L. Cooper I.T. Robertson (Eds.) International Review of Industrial and Organizational Psychology, Chicester: John Wiley Sons, Ltd. vol. 16., pp. 131-165. Neil, A., 2003. â€Å"Applicant and recruiter reactions to new technology in selection: a critical review and agenda for future research†, International journal of selection and assessment, Vol. 11 (2) Thompson, L. F., P.W. Braddy, and K.L. Wuensch, 2008. E-Recruitment and the Benefits of Organizational Web Appeal. Computers in Human Behavior, 24 (5), 2384-2398. Tourangeau, R., D.M. Steiger D.Wilson, 2002. â€Å"Self-administered questions by telephone: evaluating interactive voice response†, public opinion quarerly, 6, pp.265-278 Van Hoye, G. and F. Lievens, 2007. â€Å"Investigating Web-Based Recruitment Sources: Employee Testimonials versus Word-of-Mouse†. International Journal of Selection and Assessment, 15 (4), 372-382. How to cite Impact Of The Latest Advances In Technology On Recruitment And Selection, Essay examples

Performance Evaluation free essay sample

In the given example, the company’s current evaluation form is inadequate and does not provide a complete picture of employee’s performance. The current evaluation method only focuses on personal characteristics of the employee being evaluated. Another problem with the current method is that only the plant manager evaluates the employee, without getting input from the individual being evaluated or anyone else. Furthermore the evaluation method currently being used focuses on perceptions and does not evaluate performance materials that can be easily measured, therefore creating a subjective evaluation. A performance evaluation should focus on three generally accepted sets of criteria. Individual Tasks Outcomes, which measure the quantity and quality of the employees work. For this criterion, in the given example, the engineer would be rated on how successful the changes he implemented were, and how well his actual projects finished. In addition to task outcomes, employee behavior should be a separate category that an employee is evaluated in. We will write a custom essay sample on Performance Evaluation or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page In the example, the engineer would be rated on his attention to detail, submission of paperwork, suggestions for improvement, and how much of a team player he is. Lastly an employee should be rated on his traits, which includes his personal attitude, display of confidence, dependability and knowledge. By evaluating the engineer on things such as friendliness, neatness of workspace and attitude the company is focusing too much on the employees’ traits which should be the least important of the three criteria an employee is evaluated on. Instead the company should primarily focus on the individual task outcomes as this affects the productivity and net profits of the company. Employee behavior is also an important area to evaluate since behaviors can either encourage or hinder other employees work performance. Although it is important to recognize and evaluate personal traits, this should be the least weighted category as individual traits are the least likely to affect actual work performance. A 360 degree approach to performance evaluations involves supervisors, peers, subordinates and sometime clients in the evaluation process. By including all of these different individuals an employer can get a complete picture of an employees work performance. A supervisor typically knows and understands the job responsibilities and expectations of the employee and can rate him based upon the actual performance. Peers work directly with one another and may share some of the same responsibilities and tasks. A peer is able to evaluate an employee on day to day duties, how well one works with others, and general performance. Subordinates can provide feedback on a variety of topics such as communication skills, support, knowledge of duties, and other behaviors and traits. Some disadvantages do occur when involving supervisors, peers and subordinates. With so many people involved it may be difficult to find the correct individuals to perform responsible evaluations, which causes more time to be spent in the selection and training process. Another downfall is that each individual has a different relationship with the person being evaluated; therefore leading to differences in opinions that must be filtered through before a final rating is achieved. There are many different methods to analyze performance data once it has been collected. The most common methods include written essays, critical incidents and graphic rating scales. A written essay is the most basic form of analyzing data, once the data is gathered from all sources the evaluator highlights the most important details of the data including positive and negative aspects of the employee’s performance as well as suggestions for improvements. This success of this method is highly dependent on the evaluators writing skills. It does provide for a less formal and possibly less threating way to provide feedback to an employee than the critical incident method, in which the evaluator focuses on behaviors that distinguish between effective and ineffective work performance. By using critical incidents evaluators focus on specific actions and behaviors that effect job responsibilities and performance. The critical incident method provides more specific job related performance evaluation than a written essay but still does not give a complete picture of the employee’ performance. A graphic rating scale is one of the more popular methods of evaluation because is rates employees in various aspects of job performance. A scale can be developed to rate different criteria such as individual task outcomes, employee behaviors and traits. This method allows for employers to quantify an employees’ performance and base results on objective details. Although the graphic rating scale does provide a complete picture of an employees’ performance it does provide for as much detailed feedback as a written essay or even critical incidents. Some employers are moving to another method of providing feedback called behaviorally anchored rating scales, which combines the general rating scale and critical incident methods, therefore allowing employers to focus on specific behaviors and provide feedback on job-related performance. There are many different reasons that factual evaluations are difficult to obtain. Evaluators may overrate an employee in an attempt to please the employee, out of fear of retaliation or just because they like the person, such inflation is considered positive leniency. The opposite, negative leniency, occurs when evaluators underrate an employee to punish the employee for a personal difference, to make the employee look bad in order to make themselves appear better, or because they just don’t like the person. The Halo error occurs when an evaluator basis their assessment on one specific action or characteristic. To help obtain more accurate evaluations, a company can employ the following protections against these biases and errors. First, use multiple evaluators so that more accurate information can be obtained. Be selective in the evaluators chosen, ensure they have knowledge of the employees’ performance and work responsibilities. Finally, train the evaluators, so that they understand what is expected and how to avoid using personal judgments in their ratings. In order for the given company to improve their performance evaluations, the company should consider using a 360 degree performance review. In doing so supervisors, peers, and subordinates should all be chosen to participate in the review of a given employee. All evaluators should be trained on how to properly evaluate an employee, and be made aware of any biases that may influence their evaluations. Strict criteria should be used in the selection process of evaluators to ensure that evaluators have proper knowledge of the employee and his responsibilities, as well as to ensure that all evaluation criteria are observed. By using this approach the company can objectively evaluate employees and improve employee morale, productivity and performance.

Population Estimation Essays - Environmental Statistics,

Population Estimation Population estimation Introduction Estimates of population size play a vital role in many fisheries management decisions. The numbers of fish in a stock are used to identify influences of environmental factors, human exploitation, and ultimately to identify the effectiveness of management strategies. (Van Den Avyle & Hayward 1999) The three most common methods of population estimation among biologist are sample plots, mark and recapture, and removal. Counts on sample plots is based on the principle that an estimate of population size can be obtained by determining the average density of animals per unit area and multiplying its value by the total area covered by the population. This procedure is done by setting up a pre-determined number of circular, square, or rectangular plots. These plots should be randomly placed and should not over lap. This method is used when all members of the target population can be counted with reasonable certainty(Van Der Avyle & Hayward 1999). The formula used with this method is: Where A is the size of the study area, a is the size of the plot, and n is the average number of animals counted per sample plot (Van Der Avyle & Hayward 1999). The mark and recapture method is simply preformed by collecting fish, marking them, releasing them, and at a later time collecting fish from the same area and examining them for marks. This is based on the principle that the number of marked fish in the second sample is proportional to the total number of fish in the population. This is called the Peterson method and the equation is as follows: Where M is the number of fish initially marked and released, C is the number of fish collected, and R is the number of recaptures (Van Der Avyle so several modifications have been made to correct this. One being Bailey's modification which is used when sampling during the recapture period is conducted with replacement. The Chapman method is used if replacement is not taking place. The differences in these three methods would be of little significance if the recapture number exceeds 7 (Van Der Avyle & Hayward). All three of these variations are based on the assumptions that: 1. Marked fish don't lose their marks. 2. Marked fish are not over looked in the recapture sample. 3. Marked and unmarked fish are equally vulnerable to recapture. 4. Marked and unmarked fish have equal mortality. 5. Following release marked and unmarked fish become randomly mixed. 6. There are no additions to the population during the study. If any of these conditions are not met over estimation will most likely occur (Van Der Avyle & Hayward 1999). The third and final method of population estimation is the removal method. This is based on the idea that the number of fish caught per unit of effort will progressively decline as members of the population are removed. The population can be estimated from data on fishing effort and catch rates. The assumptions with this method are: 1. All members of the target population are equally vulnerable to capture. 2. Vulnerability to capture is constant over time. 3. There are no additions to the population or losses other than the removal itself (Van Der Avyle & Hayward). The Leslie and DeLury methods are used in cases when sampling effort my vary among periods. They are used on large populations where the probability of catching an individual fish is low (Kohler 138). The Leslie method assumes that the number of fish caught per unit effort is proportional to the number of fish present at the beginning of the interval. The DeLury method differs in tha t the population estimate is based on total effort rather than cumulative data. The Zippin method is used where the catchability is high and equal effort is expended in each sample period. This is most commonly used in small mountain streams in conjunction with electrofishing as the removal method. Materials & Methods On September 13, 2000 we went to Mull Creek. We set up two stop nets spanning 75m one upstream and one downstream to keep the population contained. We made three runs with electrofishing

AP English Essay - Sample Synthesis Essay

AP English Essay - Sample Synthesis EssayIf you are taking AP English, the English sample essay is a great way to help you get used to how the professor works and feels like. However, some people make the mistake of not fully understanding the purpose of writing an essay before they begin.The point of an AP English writing sample is for the student to understand what kinds of topics will be covered in class and how to structure a sentence. The sentence should follow a pattern and always be complete with the correct punctuation. It's not good to skim over the essay and skip the paragraphs that are important.In many cases, students may spend a lot of time trying to write their own essay. They'll spend hours thinking about what to write and on how to structure the essay. They'll need to stay focused on doing things properly. This can be difficult, especially if the student has been practicing writing essays.Because of this, it's really important that students try to write an essay befor e they even enter college. Otherwise, the composition section could become a real disaster. A written essay is a great way to test out your ability to write well in a classroom setting.Remember, there is no set format when it comes to AP English writing sample essays. You are not required to use a certain style or structure when writing your essay. It's all up to you but remember that you don't have to do a thorough job or present yourself as a professional.It's also a good idea to create a document for yourself so that you can see your own strengths and weaknesses. Analyze what's working for you and what isn't. Write down the things that you like and don't like about your essay.After writing the essay, take the time to read the writing sample. This will help you pinpoint any problems that you may have. Some students make the mistake of rewriting and re-writing parts of the essay. In many cases, this leads to additional time spent rewriting.By getting used to how professors do thing s, you'll be better able to handle writing more complicated AP English is writing samples. Writing an essay before you enter college is an important part of your college education. Make sure you're doing the best job possible so that you will be successful when you go back to school.

The Arachnid Arthropods

The Arachnid Arthropods Arachnids (Arachnida) are a group of arthropods that include spiders, ticks, mites, scorpions and harvestmen. Scientists estimate that there are more than 100,000 species of arachnids alive today. Arachnids have two main body segments (the cephalothorax and the abdomen) and four pairs of jointed legs. By contrast, insects have three main body segments and three pairs of legs- making them easily distinguishable from arachnids. Arachnids also differ from insects in that they lack wings and antennae. It should be noted that in some groups of arachnids such as mites and hooded tickspiders, the larval stages have only three pairs of legs and fourth leg pair appears after they develop into nymphs. Arachnids have an exoskeleton that must be shed periodically for the animal to grow. Arachnids also have an internal structure called an endosternite that is composed of a cartilage-like material and provides a structure for muscle attachment. In addition to their four pairs of legs, arachnids also have two additional pairs of appendages that they use for a variety of purposes such as feeding, defense, locomotion, reproduction or sensory perception. These pairs of appendages include the chelicerae and the pedipalps. Most species of arachnids are terrestrial although some groups (especially ticks and mites) live in aquatic freshwater or marine environments. Arachnids have numerous adaptations for a terrestrial lifestyle. Their respiratory system is advanced although it varies among the different arachnid groups. Generally, it consists of tracheae, book lung and vascular lamellae that enable efficient gas exchange. Arachnids reproduce via internal fertilization (another adaptation to life on land) and have very efficient excretory systems that enable them to conserve water. Arachnids have various types of blood depending on their particular method of respiration. Some arachnids have blood that contains hemocyanin (similar in function to the hemoglobin molecule of vertebrates, but copper-based instead of iron-based). Arachnids have a stomach and numerous diverticula that enable them to absorb nutrients from their food. A nitrogenous waste (called guanine) is excreted from the anus at the back of the abdomen. Most arachnids feed on insects and other small invertebrates. Arachnids kill their prey using their chelicerae and pedipalps (some species of arachnids are venomous as well, and subdue their prey by injecting them with venom). Since arachnids have small mouths, the saturate their prey in digestive enzymes, and when the prey liquifies, the arachnid drinks its prey. Classification: Animals Invertebrates Arthropods Chelicerates Arachnids Arachnids are classified into about a dozen subgroups, some of which are not widely known. Some of the better-known arachnid groups include: True spiders (Araneae): There are about 40,000 species of true spiders alive today, making the Araneae the most species-rich of all arachnid groups. Spiders are known for their ability to produce silk from spinneret glands located at the base of their abdomen.Harvestmen or daddy-long-legs (Opiliones): There are about 6,300 species of harvestmen (also known as daddy-long-legs) alive today. Members of this group have very long legs, and their abdomen and cephalothorax are almost completely fused.Ticks and mites  (Acarina): There are about 30,000 species of ticks and mites alive today. Most members of this group are very small, although a few species can grow to as much as 20mm in length.Scorpions (Scorpiones): There are about 2000 species of scorpions alive today. Members of this group are easily recognized by their segmented tail that bears a venom-filled telson (sting) at the end.

U.S.-Japanese Foreign Policies Before World War II

U.S.-Japanese Foreign Policies Before World War II On December 7, 1941, nearly 90 years of American-Japanese diplomatic relations spiraled into World War II in the Pacific. That diplomatic collapse is the story of how the foreign policies of the two nations forced each other into war. History U.S. Commodore Matthew Perry opened American trade relations with Japan in 1854. President Theodore Roosevelt brokered a 1905 peace treaty in the Russo-Japanese War that was favorable to Japan, and the two had signed a Commerce and Navigation Treaty in 1911. Japan had also sided with the U.S., Great Britain, and France during World War I. During that time, Japan also embarked on an empire that it modeled greatly after the British Empire. Japan made no secret that it wanted economic control of the Asia-Pacific region. By 1931, however, U.S.-Japanese relations had soured. Japans civilian government, unable to cope with the strains of the global Great Depression, had given way to a militarist government. The new regime was prepared to strengthen Japan by forcibly annexing areas in the Asia-Pacific, and it started with China. Japan Attacks China Also in 1931, the Japanese army launched attacks on Manchuria, quickly subduing it. Japan announced that it had annexed Manchuria and renamed it Manchukuo. The U.S. refused to diplomatically acknowledge the addition of Manchuria to Japan, and Secretary of State Henry Stimson said as much in the so-called Stimson Doctrine. That response, however, was only diplomatic. The U.S. threatened no military or economic retaliation. In truth, the United States did not want to disrupt its lucrative trade with Japan. In addition to a variety of consumer goods, the U.S. supplied resource-poor Japan with most of its scrap iron and steel. Most importantly, it sold Japan 80% of its oil. In a series of naval treaties in the 1920s, the United States and Great Britain had endeavored to limit the size of Japans naval fleet. However, they had made no attempt to cut off Japans supply of oil. When Japan renewed aggression against China, it did so with American oil. In 1937, Japan began a full-blown war with China, attacking near Peking (now Beijing) and Nanking. Japanese troops killed not only Chinese soldiers, but women and children as well. The so-called Rape of Nanking shocked Americans with its disregard for human rights. American Responses In 1935 and 1936, the United States Congress had passed Neutrality Acts to prohibit the U.S. from selling goods to countries at war. The acts were ostensibly to protect the U.S. from falling into another war like World War I. President Franklin D. Roosevelt signed the acts, although he did not like them because they prohibited the U.S. from helping allies in need. Still, the acts were not active unless Roosevelt invoked them, which he did not do in the case of Japan and China. He favored China in the crisis, and by not invoking the 1936 act he could still shuttle aid to the Chinese. Not until 1939, however, did the United States begin to directly challenge continued Japanese aggression in China. That year the U.S. announced it was pulling out of the 1911 Treaty of Commerce and Navigation with Japan, signaling a coming end to trade with the empire. Japan continued its campaign through China, and in 1940 Roosevelt declared a partial embargo of U.S. shipments of oil, gasoline, and metals to Japan. That move forced Japan to consider drastic options. It had no intention of ceasing its imperial conquests, and it was poised to move into French Indochina. With a total American resource embargo likely, Japanese militarists began looking at the oil fields of the Dutch East Indies as possible replacements for American oil. That presented a military challenge, though, because the American-controlled Philippines and the American Pacific Fleet based at Pearl Harbor, Hawaii, were between Japan and the Dutch possessions. In July 1941, the United States completely embargoed resources to Japan, and it froze all Japanese assets in American entities. The American policies forced Japan to the wall. With the approval of Japanese Emperor Hirohito, the Japanese Navy began planning to attack Pearl Harbor, the Philippines, and other bases in the Pacific in early December to open the route to the Dutch East Indies. Ultimatum: The Hull Note The Japanese kept diplomatic lines open with the United States on the off-chance they could negotiate an end to the embargo. Any hope of that vanished on November 26, 1941, when U.S. Secretary of State Cordell Hull handed Japanese ambassadors in Washington D.C. what has come to be known as the Hull Note. The note said that the only way for the U.S. to remove the resource embargo was for Japan to: Remove all troops from China.Remove all troops from Indochina.End the alliance it had signed with Germany and Italy the previous year. Japan could not accept the conditions. By the time Hull delivered his note to the Japanese diplomats, imperial armadas were already sailing for Hawaii and the Philippines. World War II in the Pacific was only days away.

Life in the U.S Essay Example | Topics and Well Written Essays - 250 words

Life in the U.S - Essay Example Despite the current law enforcement strategies and awareness programs, the issue has turned to be a serious behavioral problem among adolescents. As per the findings of Holm et al (27), 80% of all smokers in the United States begin smoking even before the age of 18. With increased threat to health and personal integrity, the prohibition of teenage smoking has become the most essential legal concern. In the United States, there is no unified regulation on this issue and the minimum age restriction varies from state to state. Although ‘18’ is generally accepted as the minimum age, the decision is subjected to the discretion of states. According to the statistics of National Cancer Institute, tobacco use is the leading cause of preventable illness and death in the United States. The illness includes cancers of the throat, mouth, nasal cavity, stomach, kidney etc. The study also says that â€Å"smokers are six times more likely to suffer heart attack than non-smokers† and ‘in 2009 around 20.6 percent of U.S. adults were cigarette smokers’ (National Cancer Institute). Works Cited Holm, Nancy. Holm, Jeffrey et al. â€Å"Youth Tobacco Use Prevention Programs†. Adolescent Smoking and Health Research (Ed. Lapointe, Martin). US: Nova Publishers, 2008. Print. â€Å"Smoking†.