Transformational Leadership Plan Essay Example for Free

Transformational Leadership Plan Essay Leadership refers to a person’s ability to affect another person’s or group’s behavior in order to achieve a certain purpose.   Leadership has always been an important aspect of teamwork. In politics, sports, corporate world and all aspects of life, leadership has an important role to play. Today however, leadership needs to incorporate new and innovative methods to ensure that team members, groups and individuals are influenced by the decision of the team leader. Effective leadership is when a leader is able to have an impact of his decisions, thoughts and views on other individuals. In today’s world, leadership is playing a pivotal role in shaping organizations and ensuring goal achievement. The role of a leader is pivotal in building successful teams and achieving targets. It is through an effective leadership style and middle management cooperation that targets are achieved (Tichy Devana, 1997). Successful leadership strategies therefore need to be implemented. According to the leadership model, a successful or effective leadership strategy include the incorporation of five basic elements; emotional intelligence, relationship, teamwork, performance and operations (ETD). Emotional intelligence refers to a person’s ability to understand others. Relationship refers to maintaining a harmonious working rapport and managing emerging conflicts. Teamwork refers to including members from diverse backgrounds and inculcating the ability to adjust to with different people for a common purpose. Operation refers to managing resources and ensuring quality levels. Performance refers to the policies and procedures that measure the quality and level of output (ETD). It is the effective incorporation of all these five elements that ensures a successful leadership strategy. Other elements that should complement these basic elements include motivational tools, leadership engagement and individual development. Emotional intelligence is the key element of leadership. It is imperative that a leader understand how the other organizational members feel about a certain subject. He needs to be able to think from their perspective to understand their stance on a specific issue. Once the leader is able to relate with other members, he can develop a rapport that is going to benefit the organization in terms of goal achievement. The relationship aspect of leadership comes into play after emotional intelligence. The leader’s ability to understand members helps him build a relationship that forms the basis of the organization’s culture and working environment. It is this long-lasting relationship that allows an organization to continue operating successfully. Teamwork is the result of a relationship. It ensures that all members are fully aware of the other members’ strengths and weaknesses and complement each other’s work. It is this joint effort of team members under the supervision of a leader that ensures the successful completion of a task. The next important aspect of leadership is the ability of the leader to ensure high performance. A successful leader will not only maintain high performance standards but also appreciate the good performance of members and reward them accordingly. The last basic element of successful leadership is operations. Under good leadership high quality output and customer satisfaction will be the main objective and a leader will integrate all other elements to ensure this. Furthermore, motivational tools such as specific reward structures, employee appraisals and non-monetary rewards such as employee of the month can be used by leaders to motivate their employees. Moreover, leadership engagement which involves a leader’s constant interest in his employees induces a strong desire in the employees to perform well. Also a successful leadership strategy requires the leader to coach and teach the employees during the process to enhance the employees’ individual development. Leader participation is an important tool to enhance leadership effectiveness. According to Victor Vroom’s Leader-Participation Model, there are certain rules which determine the form and amount of leader involvement in particular situations (Robbins Judge, 2008). Therefore each situation demands a different level of leadership from the leader. An effective leader will adapt to a situation and guide his team accordingly. Another aspect of an effective leadership style is the adaptation to the team’s readiness. According to the Situational Theory of Hersey and Blanchard, successful leadership can be achieved by the selection of the right leadership style which is dependent on the team’s inclination towards a job (Robbins Judge, 2008). My main leadership strength lies in my ability to resolve conflicts and maintain a harmonious team to fulfill the required objectives. However, it is also important to allow other team members to communicate their views and ideas and therefore arguments are certainly constructive. However, if these arguments endanger team unity, I have the ability to resolve the arguments. Another strength that enhances my leadership ability is my involvement with other team members. I make sure that I apprise myself of all the activities being carried out by my team mates so that I know the progress and status of the task. I make sure that my team members understand their responsibilities and work thoroughly and carry out their assigned task keeping in consideration the final objective. Also, as a leader I sit with my team mates and share all important information regarding the project with them to ensure that they do not feel alienated. Moreover, as a leader it becomes my responsibility to give my team mates constant feedback on their work. I ensure that I take into consideration their efforts and complement them for their work. However it is also important to identify their mistakes in order for them to correct it and avoid it in future. In doing so I have to remember to not de motivate my team mates and therefore avoid using harsh tone and stay calm when dealing with them. My leadership weaknesses involve my inability to be rigid when required. My team mates often take me for granted due to my extremely flexible nature. Moreover, my negative attitude and outlook reduces my leadership potential. It prevents me from handling stressful situations effectively and managing team through these situations. This hinders my ability to look at possible solutions. Furthermore, my highly demanding nature may put constant pressure on myself and my team mates making them stressful and unable to deliver according to expectations. In order to build on my strengths a certain plan needs to be followed. The existing strengths need to be capitalized in order to make up for the weaknesses. My ability to resolve conflicts can become very useful in gaining ideas and opinions. My team mates can be allowed to openly discuss and criticize the ideas presented. This will ensure that the idea implemented is the best possible alternative. My involvement with team member can also prove to be beneficial for the team. This is because I am always aware of what task each member is performing and hence I can detect and correct errors in time. This will not only deliver the objectives in time but also result in cost saving. The sharing of information with all the team members gives them the confidence that they play an important role in the team. It also inculcates in them a sense of responsibility towards the team and also gives them a certain level of autonomy since information sharing allows them to make decisions. On the other hand, besides utilizing my strengths I also need to correct my weaknesses in order to enhance leadership skills. First I need to inculcate the habit of saying ‘No’ to team members when necessary. It is important for them to realize that there are certain rules and practices to be followed and in order for them to work accordingly, I need to communicate to them that not everything can be done according to their convenience. Furthermore, I need to think positively. As a leader it is essential that I handle difficult situations calmly and to do so I have to look at the positive side of everything. My team members look up to me for solutions in times of difficulty, therefore I have to maintain a positive perspective. Moreover, my highly demanding nature needs to be customized according to my team members’ abilities and skills. I need to understand what they can deliver in their capacity. Expectations need to be realistic and communicated to them so that they can set achievable goals. According to Fiedler’s Cognitive Resource Theory, stress has a negative impact on a situation but experience and knowledge can reduce the impact of stress on the leader (Robbins Judge, 2008).   Therefore it is necessary that I as a leader continue to expand my experience and knowledge base to avoid falling into stressful situations that can hamper the quality of the team’s work. At present my leadership lacks proper focus and direction. As a leader, I am unable to clearly set my target. However I want to become much more goal oriented as a leader. This is one of the major gaps between my current leadership and what I want to become in future. Also as a leader, my listening skills are not so effective. My impatience hinders my ability to pay full attention to what my team members say. I am quick to give my response without letting them apprise me of their views. I would like to become a leader who is creative and can continuously inspire and motivate team mates to do something new. This dynamism is what I would like to incorporate in my leadership style. Furthermore I would to inculcate in myself the ability to accept my mistakes to ensure credibility. I would want to make sure that I am not so pushy when it comes to making members work. Knowing the difference between too much work and the required amount of work is the ability that I would want to inculcate as a leader. Instead of being authoritative and demanding all the time, I would want to be more considerate and appealing. A successful leader does not only need to involve his brain in his work but his heart and soul to ensure the team is delivering (Gallos, 2008). In addition, I also want to be able to motivate my team so that they remain interested in their work. At present, I lack the skill to maintain my team’s enthusiasm. Therefore in order to be a successful leader, the gaps between the leader I am and the leader I want to be need to be closed. Firstly in order to remain focused, what needs to be done is to set a goal and then study the process required to achieve that goal. Every task needs to be subdivided to make it simpler and understandable to the team members. Next I need to improve my listening skills. It is important to make the team members realize that they are being heard and their ideas being considered. Only then will they continue to effectively participate in decision making. In order to do this, I first need to stay alert in posture and facial expression (Credit Research Foundation). Second, I have to try to avoid distraction in order to pay attention to what my team is saying. Participation from both the leader and the team in decision making is critical to leadership success therefore participative decision making should be welcomed (Nahavandi, 2008). Furthermore, to keep my team interested and passionate about a certain project, I need to remain creative. I need to be able to welcome new ways of doing the old job. I also have to learn to take risks so that as a team, we can come across new ideas making our work highly productive. It is important for a leader to welcome changes (Yukl, 1981). The main idea behind this is to discourage team members from fearing to make mistakes because only through risk and mistakes will the team learn and it is the responsibility of the leader to ensure that his team learns while performing. Also, I have to understand the capacity of each individual in my team. It is necessary that I know who is strong in what area and therefore allow each member to enhance his particular skill by working on a task he is good at. Moreover, to keep my team motivated I have to give them challenging work to allow them to grow (Credit Research Foundation). Positive reinforcement through compliments and recognition greatly enhances their morale. Recognizing an individual’s accomplishments stimulates in them a positive attitude towards their leader and their job. In order to prevent my team from taking advantage of my flexibility, I have to constantly remind them of the rules that need to be followed and also develop a habit of strictly dealing with them when necessary. In case of misconduct, I have to talk to the individual privately rather than making things worse by insulting him amidst other team members. Individual empowerment is another action element that can fulfill the gaps between the leader I am and the leader I would like to be. Empowerment refers to an individual’s complete control over his task. He needs to complete his assignment within a certain period and is accountable to the leader. However, how he accomplishes his task is for him to decide. This self autonomy gives an individual the confidence to take risks and decisions based on his own experience and abilities. It takes time to build an effective team under strong and successful leadership. Consequently it becomes a leader’s job to implement each action item at regular intervals to enhance his leadership effectiveness and the team’s productivity. Goal setting is the first action item in the leadership plan. As soon as a task is assigned, the leader should set a goal and prioritize the work. Goal setting is a major milestone and therefore careful attention should be given while defining goals and designing work break down structure. The time required for this action item may vary from project to project. Nonetheless, since it plays a pivotal role, at least two weeks should be devoted to goal setting. Next I need to alter my personal characteristics. Leadership is not only about changing the way others should work but also changing oneself to prove to be influential (Clawson, 2005).   Another week is required for me to train myself to maintain a strict aura so that team members are fully aware of their liberties. Individual empowerment requires another two weeks as it takes time to understand if members are capable of taking decisions on their own without constant guidance. Furthermore, I may also allocate another week to improve my listening skills while getting know my team mates. This week will allow me to understand their background and previous work experience. Positive reinforcement through constant feedback, involvement, monetary and non-monetary rewards is implemented throughout the time period during which a task is being accomplished. Also, it is during the process that the leader should search and explore to find out ways of motivating the team. Specific programs such as team involvement programs that allow the members to give in their feedback on concerned issues are introduced at constant intervals throughout the learning process. Therefore there is not specific deadline allocated to this action item aimed at improving leadership effectiveness. It is essential to realize there can be no specific deadline for each action item and that most of these activities are carried out simultaneously and hence one activity may be overlapping the other during a certain time period. A successful or effective leadership strategy therefore integrates a leader’s personal characteristics with his ability to adapt to his team’s requirements. A leadership strategy is successful only when it is received positively by the team and the team is influenced to work towards the achievement of the goal or objectives. Moreover, a leadership strategy is successful not only when the objectives are achieved but also when the output is of the highest quality and both the team and leader are satisfied with the end result.    References Clawson, J.G. (2005) Level Three Leadership 3 rd Edn. Prentice Hall. Credit Research Foundation. (n.d.).Improving Your Leadership Skills .Retrieved on July 22, 2008 from http://www.crfonline.org/orc/ca/ca-2.html.    ETD (n.d.). Leadership Effectiveness Model (n.d.). Retrieved on July 21, 2008 from http://www.ldi.umd.edu/LDIpages/model.htm Gallos, J.V. (2008) Business Leadership: A Jossey-Bass Reader (The Jossey-Bass Business and Management Reader Series). 2 nd Edn, Jossey-Bass. Nahavandi, A. (2008) Art and Science of Leadership. 5th Edn, Prentice Hall. Robbins, S.P. Judge, T.A.(2008). Organizational Behavior. 13th Edn. Tichy, N.M. Devana, M.A. (1997) Transformational Leader.2 nd Edn, Wiley. Yukl, G.A. (1981). Leadership in Organizations 1st Edn. Prentice Hall.

What Goes on at the IWC :: IWC Marine Life Whaling Essays

What Goes on at the IWC -------"There Leviathan, Hugest of living creatures, on the deep Stretched like a promontory sleeps or swims, And seems a moving land; and at his gills Draws in, and at his trunk spouts out a sea." Paradise Lost Overexploitation is not limited to land resources alone. Just as our precious terrestrial and coastal habitats are delicate and too easily destroyed, so are the species of the open sea. Whales, some of the biggest and most powerful mammals on earth, are not strong enough to protect themselves from our murderous actions. Since the first few centuries A.D., Japan and Norway have been whaling. The Dutch, British and Americans started a few hundred years ago. In the beginning, small boats and hand-thrown harpoons were used, but as technology advanced to fast motorboats, factory ships (on which whales are hunted for months at a time, killing and processing them at sea) and exploding harpoons, killing ability increased and more whales died. So many more, in fact, that several species have been threatened almost to the point of extinction. The California Gray whale was hunted almost to extinction in the last 1800s, then recovered, was hunted almost to extinction again by factory ships in the 1930s and 1940s, and recovered once more (Bryant). The species has been removed from the endangered species list, but they will be hunted again. The International Whaling Commission (IWC) began regulating whaling in 1946. Regulation consisted of hunting quotas given to member nations, but the quotas were too high and whale populations declined. Many species have been reduced to "commercial extinction" (Doyle) in which they are too rare to be worth hunting, and many local populations have been eliminated. The Northern right whale's numbers are down to 325 in the North Atlantic and only 250 in the North Pacific, and the species is showing no signs of recovery (Bryant). Once blue whales were hunted so that only "about 450 remain [in the Antarctic]. . .two-tenths of one percent of the initial population size" (www.seaweb.org), the fin whale was targeted, then the sei whale, then the minke and humpback. All were hunted down to a fraction of the original populations. In 1982, the IWC passed an indefinite moratorium on all whale hunting, putting an end to almost all commercial whaling, which, at its peak, meant the death of more than 50,000 whales a year. Some species have responded to this protection with increased numbers, and some have not.

Terminal Paper Mechanics

ABE INTERNATIONAL COLLEGE The Big Orange Building. 328 Edsa Caloocan City TERMINAL PAPER MECHANICS PAPER TYPE 1. For the proposal and final oral stages, the researcher may use short, white bond paper. 2. The template is used for the final paper. (See Appendix B). 3. No colored or textured bond paper should be used. PRINT COLOR 1. Blank ink is required for the text. No colored printout is allowed. Graphs and figures should also use varying shades of black. This so because color distinction may not appear definite once the paper is photocopied. 2.The printout must be clear, intelligible, and neat. ILLUSTRATIONS 1. No unnecessary illustrations are allowed. 2. If consequential, all illustrations and photos should be properly labeled so that readers can understand them without having to rely entirely on the picture. 3. Chapter separator pages are unnecessary. PRINT SIZE 1. The required font is Arial. The required font size throughout the paper is 12. Smaller fonts are allowed for charts a nd graphs. 2. Chapter titles, major and minor headings, paragraph heading, and table and figure titles are all typed using font size 12. . Chapter titles must be in all capital letter formats (AAAA) while major and minor headings, paragraph heading, table and figure titles must be in a title format (Aaaa). 4. Page numbers should also be reformatted in Arial in font size 12. MARGINS AND SPACING 1. For the proposal and final defense papers using plain, short white bond paper, the margins are as follows: Top:1. 00 Bottom:1. 00 Left:1. 50 Right:1. 00 2. For the final paper printed on the paper template, the margins are as follows: Top: 1. 70 Bottom:1. 20 Left:1. 80 Right:1. 20 3.Indentation for paragraphs, reference entries, table of content entries, etc. should be consistent throughout the paper. The suggested tab stop position is 0. 5. 4. Preliminary and end pages use single spacing except title page, approval sheet and recommendation for oral defense. (See Appendix C) 5. Line spacing for the text is 1. 5. 6. Within the text, single spacing is used for block quotations. 7. Two spaces are required between chapter headings, major and minor headings, paragraph headings, table and figure titles. NUMBERING A. Preliminary Pages (See Appendix C) 1.Use lower case Roman numerals for all preliminary pages. 2. The title page bears no number but is designates as page i. 3. A blank page (flyleaf) bearing no number is placed before the title page. 4. The approval sheet or the endorsement sheet bears no number, but is designated as page ii. 5. Preliminary pages do not appear in the Table of Contents. 6. Page numbers appear on the center bottom of the page. BIBLIOGRAPHICAL ENTRIES 1. Every bibliographical entry must use APA style of writing. e. g. Document source and Online sources 2. The reference page is an alphabetical list of all sources actually used in the research.The researcher should include only the sources that he/she has cited in the text. 3. If there are two or mor e sources by the same author, do not repeat his/her name for the entries other than the first. In place of the author’s name, use an unbroken underline of 8 spaces long followed by a period. 4. Should there be more than 10 entries in the reference page, divide these into the following: books, journals, and periodicals, other sources (unpublished theses and dissertations, brochures, Internet sources). (See Appendix D) TABLES AND FIGURES 1. All table titles appear above the table; figure titles go below. . All table title must carry complete information: the table number, description of the subject matter, locale, year the survey was conducted (e. g. Table 12. Mean of Burnout Causes among Teacher respondents of Liceo de Los Banos and Los Banos High School, 2003). 3. Never cut tables. 4. Tables and figures presented in landscape format. Appendix B. Research Paper Template 1. 0 â€Å" 1. 5 â€Å" 1. 0 â€Å" Appendix C. Sample Preliminary Entries Appendix D. Sample Bibliograph y Entries Appendix D. Sample Bibliography Entries ———————– 1 CHAPTER I THE PROBLEM AND ITS BACKGROUND IntroductionBackup refers to producing copies of data used as additional copies in case of a data loss event. Data restoration is the primary purpose of backup. Through the additional copies made during the backup, restoration of data is taken as a strategy in place of the lost data. Backups are typically the last line of defense against data loss and the most convenient to use. Since backup makes copy of data, data storage is also considered. Data storage can be with the use of a device such as CD-ROMs, hard drives and other storage media. Through proper organization of storage space, these data storages can be useful for making backups. . 0† APPROVAL SHEET The Independent Study in Information Technology entitled â€Å" iPad: Integrated Paperless Document Checking with Template-based Editor for Electronic Thesis † prepared and submitted by Cristielle Faith R. Adriano and Jelyn Y. Lopez in partial fulfillment of the requirements for the degree of Bachelor of Science in Computer Science is hereby approved and accepted. Mr. Enrico P. Chavez Adviser Mr. Teodoro F. Revano Jr. Ms. Mary V. Acabo PanelistPanelist Mrs. Susan S. Caluya Lead Panelist Accepted in Partial Fulfillment of the Requirements for the Degree of Bachelor of Science in Information Technology (BSIT).Ms. Ma. Gracia Corazon E. SicatMr. Jonathan M. Caballero ICT Project/ Research Coordinator CS Department Chair Dr. Charlemagne G. Lavina Dean, College of Information Technology Education RECOMMENDATION FOR ORAL EXAMINATION The thesis entitled â€Å"iPad: Integrated Paperless Document Checking with Template-based Editor for Electronic Thesis† prepared Cristielle Faith R. Adriano and Jelyn Y. Lopez in partial fulfillment of the requirements for the Degree of Bachelor of Science in Computer Science has been examined and is recommen ded for acceptance and approval for oral examination. Mr. Enrico P. ChavezAdviser DEDICATION G. R. H. and J. A. V. iv ACKNOWLEDGMENT Cristielle Faith R. Adriano and Jelyn Y. Lopez ABSTRACT Adriano ,Cristielle Faith R. , Lopez, Jelyn Y. â€Å"A Development of Sales and Inventory System with Online Product Estimates Service for J. O. B. Auto Parts Supply†. Unpublished Thesis. Technological Institute of the Philippines. Arlegui, Manila. May 2009. vi TABLE OF CONTENTS Title Approval Sheet Recommendation for Oral Examination Dedication Acknowledgement Table of Contents List of Tables List of Figures CHAPTER I: The Problem and Its Background1 Introduction 1Background of the Study 1 Theoretical Framework3 Conceptual Framework4 Statement of the Problem6 Hypothesis7 Significance of the Study7 Scope and Limitation of the Study8 Definition of Terms9 CHAPTER II: Related Literature and Studies11 Related Literature11 Related Studies21 Synthesis24 CHAPTER III: Research Methodology26 Researc h Method26 Research Design28 Respondents of the Study31 Data Gathering Procedure32 Statistical Treatment 33 vii APPENDICES A Letter of Permission B Research Questionnaire C System Prototype D Curriculum Vitae viii LIST OF TABLESTable Number Table Description Page |1 |Respondents Matrix |32 | |2 |Likert’s Scale |35 | |3 |Frequency Result of Respondents |36 | |4 |Frequency Result of IT Office Staff Respondents |37 | |5 |Frequency Result of the Respondent’s Length of Years in the Position |38 | |6 |Frequency Result of theRespondent’s Primary Responsibility in their office’s |40 | | |files and documents | | |7 |Frequency Result of Respondents Make Back-up |42 | |8 |Frequency Result of Respondents Using Back-up Utility |42 | |9 |Frequency Result of the Respondents’ Familiarity on the Selected Existing |43 | | |Back-up Utilities | | |10 |Frequency Result of the Importance Rate of Back-up File |45 | |11 |Frequency Result of the Respondents’ Know ledge Rate |46 | |12 |Summary Result of the Online Back-up Utility on the Basic Capability Criteria |48 | |13 |Summary Result of the Online Back-up Utility on Performance Evaluation Criteria |50 | |14 |Difference Between the Means of the Manual Back-up Process and Online Back-up |52 | | |Utility on Functionality Criteria | | |15 |Difference Between the Means of the Manual Back-up Process and Online Back-up |54 | | |Utility on Reliability Criteria | | ix LIST OF FIGURES Figure Number Figure Description Page |1 |Research Paradigm |5 | |2 |Research Design |28 | |3 |Frequency Result of IT Office Staff Respondents |38 |4 |Frequency Result of the Respondent’s Length of Years in the Position |39 | |5 |Frequency Result of the Respondent’s Primary Responsibility in their office’s |41 | | |files and documents | | |6 |Frequency Result of the Respondents’ Familiarity to the Selected Existing |44 | | |Back-up Utilities | | |7 |Frequency Result Frequency Result of the Importance Rate of Back-up File |45 | |8 |Frequency Result of the Respondent’s Back-up Files and Process Knowledge Rate |47 | |9 |Summary Result of the Online Back-up Utility on the Basic Capability Criteria |49 | |10 |Summary Result of the Online Back-up Utility on Performance Evaluation Criteria|51 | |11 |The t-Distribution of the Differences Sample Means of the Manual Back-up |53 | | |Process and Online Back-up Utility on Functionality Criteria | | |12 |The t-Distribution of the Differences Sample Means of the Manual Back-up |55 | | |Process and Online Back-up Utility on Reliability Criteria | | |13 |The t-Distribution of the Differences Sample Means of the Manual Back-up |56 | | |Process and Online Back-up Utility on Availability Criteria | | x iv Book Okuda, M. , & Okuda, D. (1993). Star trek chronology: The history   Ã‚  Ã‚  Ã‚  Ã‚  of the future. New York: Pocket Books. James, N. E. (1988). Two sides of paradise: The Eden myth according to Kirk and Spock. In D. Palum bo (Ed. ), Spectrum of the fantastic   (pp. 219-223). Westport, CT: Greenwood. _ _ _ _ _ _ _ _ (2004). Evaluation of Systems. USA: McGraw-Hill Osborne Media. Encyclopedia Article Sturgeon, T. (1995). Science fiction. In The encyclopedia Americana (Vol. 24, pp. 390-392). Danbury, CT: Grolier. Journal Article Devine, P. G. & Sherman, S. J. (1992). Intuitive versus rational   Ã‚  Ã‚  Ã‚  Ã‚  judgment and the role of stereotyping in the human condition: Kirk or Spock? Psychological Inquiry, 3(2), 153-159. doi:10. 1207   Ã‚  Ã‚  Ã‚  Ã‚  /s15327965pli0302_13 Hodges, F. M. (2003). The promised planet: Alliances and struggles of   Ã‚  Ã‚  Ã‚  Ã‚  the gerontocracy in American television science fiction of the 1960s. The Aging Male, 6(3), 175-182. Retrieved from Academic Search   Ã‚  Ã‚  Ã‚  Ã‚  Premier database. Magazine Article Mershon, D. H. (1998, November/December). Star trek on the brain:   Ã‚  Ã‚  Ã‚  Alien minds, human minds. American Scientist, 86(6), 585. Newspaper Artic le Di Rado, A. 1995, March 15). Trekking through college: Classes   Ã‚  Ã‚  Ã‚  Ã‚  explore modern society using the world of Star trek. Los Angeles  Times, p. A3. Websites Lynch, T. (1996). DS9 trials and tribble-ations review. Retrieved   Ã‚  Ã‚  Ã‚  October 8, 1997, from Psi Phi: Bradley's Science Fiction Club   Ã‚  Ã‚  Ã‚  Ã‚  Web site: http://www. bradley. edu/campusorg/psiphi/DS9/ep   Ã‚  Ã‚  Ã‚  Ã‚  /503r. html National Aeronautics and Space Administration, Jet Propulsion   Ã‚  Ã‚  Ã‚  Ã‚  Laboratory. (2007). Mission could seek out Spock's home planet. Retrieved January 7, 2009, from PlanetQuest: Exoplanet Exploration Web site: http://planetquest. jpl. nasa. gov/news/planetVulcan. fm The Roddenberry legacy of human potential: If only, if only. (2007). Retrieved January 7, 2009, from Star Trek: Official Site Web site:   Ã‚  Ã‚  Ã‚  Ã‚   http://www. startrek. com/startrek/view/news/editorials/article/2310913. html Wiki Star trek planet classifications. (n. d. ). R etrieved January 7, 2009, from   Wikipedia: http://en. wikipedia. org/wiki/Star_Trek_planet   Ã‚  Ã‚  Ã‚  _classifications PowerPoint Presentation Oard, D. W. (2001). Bringing Star trek to life: Computers that speak and   Ã‚  Ã‚  Ã‚  Ã‚  listen [PowerPoint slides]. Retrieved from University of Maryland   Ã‚  Ã‚  Ã‚  Ã‚  TerpConnect Web site: http://terpconnect. umd. edu/~oard/papers   Ã‚  Ã‚  Ã‚  Ã‚  /cpsp118t. ppt

The Problem Of Engineering Project - 1326 Words

In this planet nothing is perfect. Every engineering project deals with many challenges and issues. It is a very risky business. Every engineer’s goal is to create or build something, according to rules and guidelines, to work properly without any failures. But the reality is we are in the world nobody is and nothing is perfect. That is the nature of the life on earth. There are many disasters happens in the planet over the years, some are natural disaster like earthquake, volcano and floods. On the other hand, man-made disasters like nuclear leaks, chemical or oil spill over and structural collapse. Engineering disaster defines as when a system designed or created by engineer’s stop working. Means that the system did not reach the optimum†¦show more content†¦Therefore, engineers and future engineers should be responsible for their actions so they can make this place a safe place to live. 1.1 Background Over the years there many engineering disasters occurred in the planet. An American owned Spanish made, Amoco Cadiz oil tanker, crashed off the rocky coast of Brittany, France on the morning of March 16th, 1978 (Neil Schlager, 2008). When the tanker hits the rocks it poured around 220,000 tons of crude oil in to the beaches and to the surroundings, making the worst oil tanker disaster in the planet at that time (Neil Schlager, 2008). It still stands the fifth largest worst oil spill disaster in the world (Neil Schlager, 2008). At the beginning of the investigation it revealed that faulty design and very poor careless maintenance of the steering system was the main cause of the disaster (Neil Schlager, 2008). In the early February of 1976 the tanker Amoco Cadiz is loaded with 121,160 tons of Light crude oil from Ras Tanara, Saudi Arabia and several days after it was loaded with 98,640 tons of Light crude oil at Kharg Island, Iran (Neil Schlager, 2008). The vessel is al most nearing the six week journey form Persian Gulf to Rotterdam, Netherlands via the southern tip of Africa (Neil Schlager, 2008). The Standard oil of Indiana is the parent company who hired the Amoco Cadiz transport company to transport crude oil between Mediterranean