US Presidential Assassinations and Assassination Attempts

In the history of the U.S. presidency, four presidents have actually been assassinated. Another six were the subject of assassination attempts. Following is a description of each assassination and attempt that has occurred since the founding of the nation. Assassinated in Office Abraham Lincoln - Lincoln was shot in the head while watching a play on April 14, 1865. His assassin, John Wilkes Booth escaped and was later shot and killed.  Conspirators who helped plan Lincolns assassination were found guilty and hung. Lincoln died on April 15, 1865. James Garfield - Charles J. Guiteau, a mentally disturbed government office seeker, shot Garfield on July 2, 1881. The president did not die until September 19th of blood poisoning. This was related more to the manner in which the physicians attended to the president than to the wounds themselves. Guiteau was convicted of murder and hanged on June 30, 1882. William McKinley - McKinley was shot two times by anarchist Leon Czolgosz while the president was visiting the Pan-American Exhibit in Buffalo, New York on September 6, 1901. He died on September 14, 1901. Czolgosz stated that he shot McKinley because he was an enemy of working people. He was convicted of the murder and electrocuted on October 29, 1901. John F. Kennedy - On November 22, 1963, John F. Kennedy was mortally wounded while riding in a motorcade in Dallas, Texas. His apparent assassin, Lee Harvey Oswald, was killed by Jack Ruby before standing trial. The Warren Commission was called to investigate Kennedys death and found that Oswald had acted alone to kill Kennedy. Many argued, however, that there was more than one gunman, a theory upheld by a 1979 House Committee investigation. The FBI and a 1982 study disagreed. Speculation continues to this day. Assassination Attempts Andrew Jackson - On January 30, 1835, Andrew Jackson was attending a funeral for Congressman Warren Davis. Richard Lawrence attempted to shoot him with two different derringers, each of which misfired. Jackson was incensed and attacked Lawrence with his walking stick. Lawrence was tried for the attempted assassination but was found not guilty by reason of insanity. He spent the rest of his life in an insane asylum. Theodore Roosevelt - An assassination attempt was actually not made on Roosevelts life while he was in the office of president. Instead, it occurred after he had left office and decided to run for another term against William Howard Taft. While campaigning on October 14, 1912, he was shot in the chest by John Schrank, a mentally disturbed New York saloon keeper. Luckily, Roosevelt had a speech and his spectacle case in his pocket that slowed down the .38 caliber bullet. The bullet was never removed but allowed to heal over. Roosevelt continued with his speech before seeing a doctor. Franklin Roosevelt - After giving a speech in Miami on February 15, 1933, Giuseppe Zangara shot six shots into the crowd. None hit Roosevelt though the Mayor of Chicago, Anton Cermak, was shot in the stomach. Zangara blamed wealthy capitalists for his plights and those of other working people. He was convicted of attempted murder and then after Cermaks death due to the shooting he was retried for murder. He was executed by electric chair in March, 1933. Harry Truman - On November 1, 1950, two Puerto Rican nationals attempted to kill President Truman to bring attention to the case for Puerto Rican independence. The President and his family were staying at the Blair House across from the White House and the two attempted assassins, Oscar Collazo and Griselio Torresola, tried to shoot their way into the house. Torresola killed one and wounded another policeman while Collazo wounded one policeman. Torresola died in the gunfight. Collazo was arrested and sentenced to death which Truman commuted to life in prison. President Jimmy  Carter freed Collazo from prison in 1979. Gerald Ford - Ford escaped two assassination attempts, both by women. First on September 5, 1975, Lynette Fromme, a follower of Charles Manson, pointed a gun at him but did not fire. She was convicted of attempting to assassinate the president and sentenced to life in prison. The second attempt on Fords life occurred on September 22, 1975 when Sara Jane Moore fired one shot that was deflected by a bystander. Moore was trying to prove herself to some radical friends with the assassination of the president. She was convicted of attempted assassination and sentenced to life in prison. Ronald Reagan - On March 30, 1981, Reagan was shot in the lung by John Hinckley, Jr. Hinckley hoped that by assassinating the president, he would earn enough notoriety to impress Jodie Foster. He also shot Press Secretary James Brady along with an officer and a security agent. He was arrested but found not guilty by reason of insanity. He was sentenced to life in a mental institution.

What Fundamentals Affect the Yield of Bonds in the...

What fundamentals affect the yield of bonds (Singapore market) By: G8 Lee Kang Wee Olivia Tan Daryle- ­Ã¢â‚¬ alexis Tan Ho Guoming FIIM FNCE 102 Professor Huang Sheng Introduction As an international financial centre with about 11% of GDP from financial services, we felt it would be interesting to find out more about†¦show more content†¦Inflation, Real Interest Bond Yield Bond Yield Breakdown by Country of Risk (Refer to Appendix A) Majority of the bonds on the market are issued by companies based in Singapore, with 627 issuances. Hong Kong companies are 2nd with 36 issuances. Bonds issued by Hong Kong companies saw a spike in yield during 1997 and 1998, due to the Asian Financial Crisis that impacted Hong Kong companies the most out of the list of countries above. China saw a similar spike in 2009. Bonds issued by Singapore companies have been the most stable, with yield levels staying around 5% - ­Ã¢â‚¬  6%. 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Human Resource Areas

Question: Explain The human resource management according to different areas. Answer: Areas Comments Variety of expertise, experience and working styles The human resource management will give priority to expertise, experience and working style of the workers. The experienced employees are flexible in the workplace and help their colleagues in the workplace. Interpersonal style The second priority after that is the interpersonal style. The human resource management will observe the behavior of the employees such as aggressive, passive and assertive. Language, literacy and numeracy requirements It has been observed that global companies have avoided the language issues by providing language training and implementing the mixed culture strategy. The human resource management implements technical training sessions to remove literacy. Therefore, training sessions will help in managing workplace diversity. Physical difference As stated by Alfes et al. (2013), work efficiency depends on the physical structure of humans such as slim people provide better work efficiency than fat people. The human resource management will observe the physical differences among the employees and create a balanced team for better work efficiency. Thinking and learning style The human resource managers will implement different types of learning such as learning by experimenting, learning by observing, learning by inquiring and learning by patterning. As stated by Banfield and Kay (2012), learning with fun will motivate the employees in the workplace. However, the human resource managers will embrace the diversity of learners. Managing diversity in business: Managing workforce diversity is of significant importance. Diversity at workplace occurs due to the presence of a broad mix of workers from different racial and ethnic backgrounds, national cultures, age and gender (Berglund et al. 2014). It has been observed that the older employees have a lower rate of avoidable absence than younger employees; however, they have a higher rate of unavoidable absence. Workplace principles of diversity: The employees should treat each other with respect and dignity. The team leaders make the decision genuinely based on equality and fairness. The human resource management maintains a highly skilled, diverse and effective workforce. The human resource management gives high value to employees and encourages them by providing opportunities to develop their potential (Bouarara et al. 2014). The human resource management develops a supportive workplace culture which allows the employees to balance their responsibility at workplace and in their personal life. Important areas for engagement with stakeholders: The human resource management considers certain areas for engaging with the stakeholders such as respect, equity and diversity. The work culture must be respectful, courteous and fair enough to provide value to the employees. It has been observed that positive workplace culture has been implemented according to the values of the employees in the workplace (Budhwar et al. 2013). On the other hand, equity and diversity is the key component for managing the stakeholders. Respect, equity and diversity have created a positive and respectful culture to improve the performance of the employees. Therefore, valuing and capitalizing on employee diversity has created a positive environment at the workplace. As per the strategic plan of Tesco, the organization has planned to implement proper cultural diversification at the workplace. The organization has selected an operation plan to implement a correct arrangement of the employee structure based on gender, age and cultural difference. Yes, the example plays an important role in any organization because similarity between the demographic profiles between two organizations helps the employees to understand the importance of the diversity policy in the organization (Chabbott 2013). On the other hand, the human resource management implements the employee structure based on gender, age and cultural difference. The human resource management observes the importance of a mixed culture strategy in the workplace. It is understood that the human resource management will implement the employee structure on the basis of gender, age and cultural differences among the existing employees (Crutchfield 2014). The human resource management has received maximum complaints regarding gender discrimination, cultural discrimination and unethical behavior of the employees. The recruitment process will be fair, open and transparent. The applicant must be under the age group of 24 to 40 years. Interested male and female candidates can apply for the posts. Draft of the policy Information Policy statement The organization has implemented the workplace conduct policy by eliminating all unethical discrimination and unlawful harassment from the work place. Governing laws The human resource management follows Laws such as the Federal Act 1979, State Law and Territory Law 2016 And European Union Act, 2011. As stated by Dent and Whitehead (2013), the laws and Act support the human resource management to maintain a positive atmosphere at the workplace and thereby prevent injustices. The acts also support the commitment of the organization and the employees can work without fear of an unacceptable work place. Application of policy The human resource management reviews and accesses the policy and training. Thereafter, the human resource management provides commitment to eliminate all forms of unlawful discrimination at the workplace. The human resource management has eliminated unlawful harassment at the workplace. The human resource management has implemented a conductive policy for the employees (Hardison et al. 2014). The human resource management has implemented an anti-bullying prevention training session for the employees. They have also identified the personal and enterprise risks of abusive conduct. Background Workplace conduct policy has been approved on May 30, 2014; and reflects on the ethical behavior of the employees regarding unethical discrimination and unlawful harassment of the employees. The human resource management has implemented the conductive policy for the employees. They have also implemented training session on the ethical behavior at the workplace. Strategies and practices The human resource management has implemented a multi-cultural workforce management strategy for the organization (Hwang and Ng 2013). The human resource management has followed a workplace conduct policy for implementing the demographical culture in the organization. Commitment The human resource management has committed to eliminate all forms of unlawful discrimination at the workplace. The human resource management has promised to remove cultural discrimination from the workplace and for this has implemented a mixed culture atmosphere at the workplace. Implementation The human resource management has implemented a code of ethics of the organization based of the government legislation and policies. The human resource management has punished the employees as per that code of conduct. Monitoring The human resource management has monitored the performance and behavior of the employees. Reporting The employees have reported about gender discrimination and cultural discrimination to the human resource managers. The human resource management has also received reports against verbal harassment, physical harassment, visual harassment, abusive conduct and unlawful motivation of the employees. Regulations The human resource management has implemented the Acts. The human resource management has monitored employee behavior in comparison to the Acts such as the Federal Act 1979, State Law and Territory Law 2016 and European union Act 2011. References Dent, M. and Whitehead, S. eds., 2013.Managing professional identities: Knowledge, performativities and the'new'professional(Vol. 19). Routledge. Hardison, D., Behm, M., Hallowell, M.R. and Fonooni, H., 2014. Identifying construction supervisor competencies for effective site safety.Safety science,65, pp.45-53. Hwang, B.G. and Ng, W.J., 2013. Project management knowledge and skills for green construction: Overcoming challenges.International Journal of Project Management,31(2), pp.272-284. Appendix Therefore, the stakeholders may consult with the project managers and ask them about the requirement or information. If the stakeholders are the employees, they may consult with the human resource management about their required information. If the stakeholder is an employee of the organization, then they may ask their questions directly to the human resource managers. It has been observed that the human resource management has implemented a cultural diversity strategy in their workplace so that the organization can avoid cultural discrimination of the employees. Consequently, this has help improve employee satisfaction which in turn increase the productivity of the organization. It has been observed the stakeholders come from different cultural backgrounds. The human resource management has implemented the cross cultural strategy to overcome the cultural discrimination at the workplace. As stated by Kehoe and Wright (2013), many organizations have faced smaller cultural issues during the implementation stage. Therefore, the positive movement of the human resource management assured employees about No Cultural and demographic discrimination. The human resource management has to implement a mixed cultural strategy in their recruitment process. For this the human resource management has to avoid demographic specifications in their recruitment advertisements. The human resource management would need to arrange recruitment processes within the organization, as this would help in reducing the interview cost. . If the human resource management has a low internal support regarding the policy, then the human resource management needs to implement some other strategies after observing the requirements of the other managers (Kerzner 2013). It has been found that the human resource management has faced issues while implementing the Workplace Conduct Policy because there was already some legislation in the organization. Therefore, the existing employees were not accepting new rules and regulation (Langley et al. 2013). Yes, there was some small discrimination regarding the cultural difference. It has been noticed that an Irish employee had reported against an Australian employee for telling an unauthentic story about Irish culture (Mowday et al. 2013). On the other hand, another incident involving a male employee insulting a female employee was also known. Multi-cultural workforce management strategy would bring success for the organization. On the other hand, the human resource management has implemented a It has been observed that the human resource management has recruited the employees under the Appointment to Role Policy. The human resource management has implemented a merit-based appointment process in the organization. As stated by Nica and Potcovaru (2014), this strategy is essential to diverse the employees who were already attracted by their contribution and potential. Paterson et al. (2014) stated that diverse strategy of the human resource management has attracted It has been observed that the human resource management has implemented an electronic and written communication strategy for promoting the policy across the organization. It has been noticed that the human resource management has published new rules and regulation of the organization on the website (Prieto et al. 2012). The human resource management has also sent a copy of the rules and regulation through email. Additionally, the human resource management has printed out the rules and regulation on paper and has ob tained the signature of employees on the same. After implementing the strategy at the work place, the human resource management has implemented a monitoring process. As stated by Schmoldt et al. (2013), the risk has been associated by the previous experience of the employees. It has been observed that employees are associated with the previous policy. Therefore, violence may take place at the work place. The employees have created violence against these rules. Workplace violence is associated with physical injury or physical force against the co-worker at the workplace. Measure views Financial measure Financial measurement is necessary for the human resource management for observing whether the new strategy meets the performance standards or not (Simons 2013). The human resource management has monitored the expense of the training session, employee salary, wages and profit of the organization. Measure relating to customers The human resource management has measured the relation with the customers. It has been observed that good relation with the customers improves the brand value of the organization (Alfes et al. 2013). The human resource management has implemented a new customer support strategy to increase satisfaction. Measures based on views by personnel The human resource management has measured the performance of the employees from the viewpoint of the employees. The human resource management has observed the issues faced by the employees and has tried to eliminate them as well (Banfield and Kay 2012). The human resource management has implemented training sessions to develop the skills and behavior of the employees. The human resource management has implemented the survey process among the employees. The survey questions are based on their feelings, satisfaction, requirements, resolution and suggestion (Bouarara et al. 2014). The human resource management has understood the requirement of the employees such as training session, leave plan implementation and new motivational strategy. The survey process is a communication method between the human resource management and the employees. The human resource management has implemented the survey for gathering and analyzing the information about the diversity policy and its implementation. The human resource management has gathered and analyzed the information about diversity, policy and its implementation (Budhwar and Debrah 2013). The human resource management has consulted with the key stakeholders about the strength and weakness of the existing strategy. The human resource management has implemented the new strategy based on the feedback of the stakeholders. The human resource management has implemented the diversity policy in the organization. The diversity policy will help the organization to improve the internal environment of the organization. The diversity policy will remove the age, gender and culture based discrimination in the workplace. The diversity policy would bring success in the organization. Better workplace management will improve employee satisfaction (Crutchfield 2014). Therefore, the employees will provide the better customer service. The diversity policy is a combined form of various laws such as Federal Act 1979, State Law and Territory Law 2016 And European Union Act, 2011. The implemented diversity policy is effective enough to decrease workplace violation and increase employee satisfaction. Reference list: Alfes, K., Shantz, A.D., Truss, C. and Soane, E.C., 2013. The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), pp.330-351. Banfield, P. and Kay, R., 2012.Introduction to human resource management. Oxford University Press. Berglund, A., Blackne, J. and Jansson, N., 2014. Proposing a feedback system to enhance learning based on key performance indicators.International Journal of Quality Assurance in Engineering and Technology Education (IJQAETE),3(1), pp.1-14. Bouarara HA, Hamou RM, Rahmani A, Amine A. 2014. Application of Meta-Heuristics Methods on PIR Protocols Over Cloud Storage Services. International Journal of Cloud Applications and Computing (IJCAC). 1;4(3):1-9. Budhwar, P.S. and Debrah, Y.A. eds., 2013.Human resource management in developing countries. Routledge. Chabbott, C., 2013.Constructing education for development: International organizations and education for all. Routledge. Crutchfield, E.B., 2014.Developing human capital in American manufacturing: a case study of barriers to training and development. Routledge. Dent, M. and Whitehead, S. eds., 2013.Managing professional identities: Knowledge, performativities and the'new'professional(Vol. 19). Routledge. Hardison, D., Behm, M., Hallowell, M.R. and Fonooni, H., 2014. Identifying construction supervisor competencies for effective site safety.Safety science,65, pp.45-53. Hwang, B.G. and Ng, W.J., 2013. Project management knowledge and skills for green construction: Overcoming challenges.International Journal of Project Management,31(2), pp.272-284. Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices on employees attitudes and behaviors.Journal of Management,39(2), pp.366-391. Kerzner, H.R., 2013.Project management: a systems approach to planning, scheduling, and controlling. John Wiley Sons. Langley, A.N.N., Smallman, C., Tsoukas, H. and Van de Ven, A.H., 2013. Process studies of change in organization and management: unveiling temporality, activity, and flow.Academy of Management Journal,56(1), pp.1-13. Mowday, R.T., Porter, L.W. and Steers, R.M., 2013.Employeeorganization linkages: The psychology of commitment, absenteeism, and turnover. Academic Press. Nica, E. and Potcovaru, A.M., 2014. THE SOCIAL CONSTRUCTION OF ORGANIZATIONAL REALITY.Psychosociological Issues in Human Resource Management,2(2). Paterson, K.G., Bielefeldt, A.R., Swan, C.W., Rulifson, G., Kazmer, D. and Pierrakos, O., 2014. Designing value into engineering learning through service activities using a blueprint model.International Journal for Service Learning in Engineering, Humanitarian Engineering and Social Entrepreneurship, pp.64-83. Prieto, I.M. and Pilar Prez Santana, M., 2012. Building ambidexterity: The role of human resource practices in the performance of firms from Spain.Human Resource Management,51(2), pp.189-211. Schmoldt, D., Kangas, J., Mendoza, G.A. and Pesonen, M. eds., 2013.The analytic hierarchy process in natural resource and environmental decision making(Vol. 3). Springer Science Business Media. Simons, R., 2013.Levers of control: how managers use innovative control systems to drive strategic renewal. Harvard Business Press.

Roman Influence On Architecture Essays - Architectural Styles

Roman Influence On Architecture Roman Influence on Architecture The world of architecture has been greatly influenced and affected by Roman architectural design and development. Their innovative designs and influential developments developed centuries ago have provided a basis for architectural masterpieces found across the planet and, what's more, have remained relevant into the 21st Century. While the Romans borrowed many architectural designs from the Greeks and Etruscans, the additions that they did make to the world of architecture changed that world forever. Their invention of cement, their new use of arches and vaults, the development in aqueducts, and the development of road systems brought about change that affected not only the Roman Empire but also the many peoples that that great culture touched in its many travels and conquests. ?With the Roman invention of concrete in the first century BC and their growing understanding of the architectural principles of stress and counter-stress, Roman architects were able to experiment with new and elaborate forms of building, many of which were to pass in to the western architectural tradition. (Cunningham and Reich 156).? Until this innovative development, architectural progress had been severely limited and restricted. Building designs, using traditional Grecian models within the post and lintel system, had allowed for limited change. With the development of concrete and the increased understanding of its uses and applications, Romans were able to erect structures that would have previously been impossible using the Grecian post and lintel system. It was also the Roman use of concrete that led the way to many other Roman innovations in architecture, most especially the use of arches and vaults. Prior to the use of arches, Greek and republican Roman temples had been relatively small, partly because of the difficulties involved in putting a roof on a large space, without the use of supports. The Romans found and developed a way to use internal arches (?a curved structure that forms the upper edge of an open space, or the space between a bridge's supports? (Arch)) and vaults (?an arch-shaped structure, usually of masonry, used as the ceiling of a room or other enclosed space, as the roof of a building, or as the support for a ceiling or roof? (Arch and Vault)) to provide roofs for structures of increasing size and complexity. This new innovative style was adopted by the Romans from the Etruscans, as early as the fifth century BC (Cunningham and Reich 156). ?Vaults used by the Romans were simple geometric forms: the barrel vault(semicircular in shape), the intersecting (groined) barrel vault, and the segmental vault. By the 1st century BC, extensive systems of vaulting were employed. A particularly fine example of Roman vaulting is the Basilica of Maxentius in Rome? (Roman Architecture), and their influence on architectural styles in using the arch can be seen in modern day Washington Square in New York and the Champs Elysees in Paris (Cunningham and Reich 155). Building upon this development, after the second century, stone arches were commonly seen in bridges and aqueducts, there by giving birth to more major innovation. Because Rome covered such a large area and housed a massive population, it required a constant supply of water. The Romans were able to tackle this problem by creating a network of pipes that carried water from the surrounding hills, into the city of Rome. Ancient Rome was supplied by more than ten aqueducts, providing the city with some 38 million gallons of water each day? (Tillery). This innovation led the way to future waterlines and sewer systems in the many places that Rome was to leave its influence, including Great Britain and France, many of which can still be seen today. Roman influence is also seen in Europe when looking at their modern day road systems. The Romans were the first civilization to make well-designed roads. This greatly increased the ability to expand because of the way roads were laid out. The major roads were constructed to keep the incredibly large empire linked so it would not fall. The Romans enhanced the roads by adding a number of things to the basic idea of roads, such as archways, city streets, and arch bridges (Road). It is easy to see, even in 21st Century contemporary