South Korea Essays - Member States Of The United Nations, Republics

South Korea Essays - Member States Of The United Nations, Republics South Korea South Korea South Korea is officially known as Taehan Minguk (Republic of Korea). This country is in northeastern Asia and occupies the southern part of the Korean Peninsula. South Korea is bounded on the north by North Korea; on the east by the East Sea (Sea of Japan); on the south bye the Korea Strait, which also separates it from Japan; and on the west by the Yellow Sea. It has a total area of 38,328 square miles, including many offshore islands in the south and west, and the largest is Cheju. The state of South Korea was established in 1948 succeeding the post-World War II distribution of the penisula between the occupying forces of the United States in the south and the Union of Soviet Republics (USSR) in the north. The capital of South Korea is Seoul which is also the largest city. The current version of the South Korean flag was adopted in 1984, but the basic design has been used since the countrys founding is 1948. The Buddhist yin-yang symbol represents the unity of opposites, and the white background represents purity. The black markings symbolize three cycles, with opposites in each cycle opposing one another(reading clockwise from the upper left): summer, autumn, winter, spring, south, west, north, east, sky, moon, earth, and sun. South Korea is mainly a rugged, mountainous terrain. The principal range is the Taebaek-sanmaek, which extends in a north-south direction parallel to the eastern coast. The countrys highest peak, located on the island of Cheju, is Halla-san. Plains constitute less than one-fifth the total area and are mostly in the west along the coast the coastal plains in the east and south are very narrow. South Korea has a highly indented coastline characterized by high tidal ranges, the countrys tow longest rivers, the Naktong and Han, rise in the Taebaek-sanmaek, one flowing south to the Korea Strait and the other northwest to the Yellow sea. Other major rivers include the Kom, Yengsan, and Tongjin. South Korea has a continental climate, with cold, dry winters and hot, rainy summers. In Seoul the average January temperature range is 16 to 30 degrees F, and the average July temperature range is 70 to 84 degrees F. Winter temperatures are higher along the southern coast and considerably lower in the mountainous interior. The average precipitation in Seoul is 49in and in Pusan 54in. Rainfall is mostly in the summer months (June to September). The southern coast is subject to late summer typhoons that bring strong winds and heavy rains. Mixed deciduous and coniferous forests cover about three-quarters of the land, but have been lessened of use as fuel. Predominate species include pine, maple, elm, poplar, fir and aspen. Bamboo, laurel, and evergreen oak are found in the southern coastal areas. Large mammals, such as tigers, leopards, bears, and lynx, used to be common throughout the Korean Peninsula, but these animals have virtually disappeared form South Korea due to deforestation and poaching. The population of South Korea (1997 estimate) is 45,948,811. The countrys population density of 1199 people per sq. mi. is one of the highest in the world. The majority of the population lives in the southern and western coastal areas. South Korea like North Korea is one of the most ethnically homogeneous countries in the world. Aside from a resident foreign population of about 55,000 , mostly Chinese, the country has no racial or linguistic minorities. Because of the mixed racial character of the present-day Korean population, it is believed that the ancestors of the Koreans included immigrants from the northern part of the Asian mainland. The national language, Korean, is believed by some scholars to be a member of the Altaic language family. It is similar to Japanese in grammar, but it contains many borrowed Chinese words. Korean is written in a phonetic script known as Hangol from the colonial period and most educated Koreans can read English, which is taught in all secondary schools. In 1995 nearly one-half of the people in South Korea did not claim a religion. Buddhism claimed more adherents than any other religion in South Korea. Confucianism, which is more a moral philosophy than a religion, is a more prominent element in Korean life than its somewhat small

Evaluate training and development methods that may assist organisations in meeting their strategic objectives essay

Evaluate training and development methods that may assist organisations in meeting their strategic objectives essay Evaluate training and development methods that may assist organisations in meeting their strategic objectives essay Evaluate training and development methods that may assist organisations in meeting their strategic objectives essayIn the contemporary business environment, training and development play an important part because they become the major drivers of the organisational development. More important, today, training and development are essential for the survival of organisations in the highly competitive business environment because knowledge and learning play the key part in determining the competitive position of organisations. As a result, many organisations invest into their training and development, while the concept of the learning organisation becomes more and more popular today. At the same time, the development of the training process raises the problem of the development of effective methods and strategies of training, the correlation between actual needs of organisations and the training and development process, and many other issues. In actuality, there are different views on the training and development process but there is no homogeneous approach to training and development and each organisation tends to develop its own training and development methods and strategies. Training and development is a complex process that may involve the application of different methods the choice of which depends on the specificity of the organisation, its human resources, marketing goals and objectives, and resources available to the organisation.The training and development process normally includes several key stages. The first stage is reviewing and consultation which aim at the revelation of current training needs of the organisation and the development of the further training strategy respectively to the training objectives of the organisation. Reviewing and consultation allows determining urgent needs of the organisation on the ground of which the organisation can develop its training methods and strategies. Such reviewing and consultation helps to identify weak point s in the organisational development and training and eliminate existing weaknesses or drawbacks.The second stage of the training and development process is questioning that involves the analysis of possible alternatives to the behaviour, skills and functions required from employees that are going to be involved in the training process. The next stage of the training and development process is agreeing. This stage involves the close interaction of the manager responsible for the training and development of human resources with colleagues and employees of the organisation to receive feedback from them concerning current needs of employees and the organisation at large. Furthermore, the following stage is modelling, which implies the analysis of the available models and methods of learning and training that can be applied to the particular organisation (Reid 2007: 138). The next stage of the training and development process is negotiation, which involves the agreement of key points of the training and development model introduced in the organisation with all key stakeholders, such as employees, managers, coaches, and others. The final stage of the training and development process is the implementation of the developed plan and respective method of training.Furthermore, training methods should focus on three levels which meet respective training needs of organisations: organisational level; department level and individual level. Â  At each level, the training relies heavily on human resources, who are involved directly in the training and development process. However, the scope of the training and development differs depending on the level. For instance, at the individual level, an employee develops specific skills required for his/her position and specific tasks and functions the employee performs on the regular basis. At the department level, employees should focus on the training and development to work as a team within their department to optimize and enhance the performance of the department that means the improvement of their interaction within the department and better communication within the department. At the organisational level, employees have to focus on the training and development that help them to develop their strategic thinking to understand the vision and mission of their organisation and develop required skills and focus their performance to reach strategic goals of the organisation through their individual performance.Training and development policies conducted by organisations may differ consistently. Organisations can use training and development policies oriented on the continuous professional development that means that employees keep developing new skills and improving existing ones in the course of their career all the time. In this regard, the life-long learning the preferable scheme for many organisations as well as employees because such learning and training of employees involves the improvement and developmen t of professional skills of employees during their life time. Therefore, employees always keep progressing. Such life-long training and development requires a lot of efforts from the part of organisations but such approach is highly beneficial in a long-run perspective. If the organisation manages to retain the personnel and prevent high turn-over rates, the organisation can enhance its competitive position due to the steady rise of the qualification level of its employees, the improvement of their performance and, therefore, the growth of the customer satisfaction.However, a substantial drawback of the lifetime learning is the high costs of such training policy and different learning skills and abilities of individuals at the different age. For instance, younger employees are more successful in learning than older ones that means that training will be more effective for young employees than older ones. The high costs of this approach to the training and development process may be a ggravated by the risk of the high turn-over rate among employees of organisations that actually makes such strategy useless because well-trained and highly qualified employees will just abandon their organisations and transfer to other organisations.In addition, there is vocational education training which focuses on the specific training for specific professionals working in their organisation for the development of the required professional skills and abilities. Vocational education training is efficient for the training of required professionals to fill the particular positions in the organisation. At the same time, this approach is not always efficient, if organisations need to have universal employees that can perform multiple functions, although vocational training admits the possibility of training employees for specific jobs but such training needs time and costs.Moreover, it is worth mentioning the induction training which implies the development of job-specific competences and skills, for instance IT training. This approach to the training and development is quite controversial. On the one hand, this approach allows training employees, who are well-qualified and trained to perform their specific functions perfectly. On the other hand, such approach to the training and development process limits functionality of employees and prevents organisations from employing and training professionals, who can perform different functions and take different positions. The narrow specialisation of training becomes unpopular today because the fast progress of technology, fast change of the business environment and other changes require organisations to train and develop universal employees, who can perform tasks that they face at the moment, regardless of their initial specialisation.Evaluate training and development methods that may assist organisations in meeting their strategic objectives essay part 2

Origami Math Problem Example | Topics and Well Written Essays - 750 words

Origami - Math Problem Example For a dodecahedron, at least 3 different colors are required, as a dodecahedron cannot be properly colored in less than 3 colours. It is advisable to draw the planar graph of a a dodecahedron when planning the 3-edge coloring. "It is always quite puzzling to try to make use only 3 colors of paper with no two units of the same color touching. Each unit corresponds to an edge of the planar graph, so this is equivalent to a proper 3-edge-coloring of the polyhedron." (T.Hull, 2006) During the nineteenth century, Sir William Rowan Hamilton who was a mathematician from Ireland, invented a puzzle known as 'Around the World.' The concept behind the puzzle was to label the vertices of a regular dodecahedron according to the names of various cities of the world. Hamilton's puzzle can be solved by beginning from any given city (i.e. any vertex) and traveling around the world from one city (vertex) to another. This entails that one moves along the edges of the dodecahedron in such a manner that each other city is touched only once before going back to the original vertex or starting point. This solution to Hamilton's puzzle is known as a Hamilton cycle/Hamilton circuit. Thus, a Hamilton circuit can be said to be a path in the dodecahedron which starts at a vertex, touches every other vertex, in the dodecahedron, and then returns to the original starting point without touching any single vertex two times. A Hamilton circuit in the planar graph of a dodecahedron References J.A.Gallian (2006) Contemporary Abstract Algebra. Houghton R.A.Brualdi (2004) Introductory Combinatorics. Prentice Hall T.Hull (2006) Project Origami-Activities for Exploring Mathematics. A K Peters