Essay about History of Telecommunications - 588 Words

History of Telecommunications *Works Cited Not Included There were numerous people and inventions that helped shaped the modern path of telecommunications. It is because of these important people and inventions that have made telecommunications into what it is now. Telecommunications technology has gone through many changes within the last one hundred to two hundred years. Many inventions such as the telephone, telegraph, and teletypewriter, have all had a profound impact on telecommunications. The telephone definitely is one of the most important inventions in telecommunications history. This device revolutionized the world of telecommunications, and was invented by a man named Alexander Graham Bell.†¦show more content†¦In 1877, Bell, along with Thomas Watson, Thomas Sanders, and Gardiner Hubbard, would later from the Bell Telephone Company. The Bell Company would later become one of the largest monopolies that telecommunications industry has ever seen. During 1877, Western Union was quickly becoming a giant in the telephone industry. Western Union had the first telephone like in operation between Somerville, MA and Boston, MA. In 1880, 30,000 phones were in use. The telephone industry was growing very rapidly. Bell Company began leasing phones when the demand increased. Bell Company could not keep up with the demand, so Alexander Graham Bell sold his company. He offered to sell his company for $100,000 to Western Union, but they turned him down. Western Union would soon regret this mistake. Western Union would later form a rival phone company. They hired Thomas Edison and Elisha Gray to develop a new phone system. Edison would be in competition with Bell to determine who would wire America first. Out of this competition came the first switchboard, which was developed by Western Union. The Bell Company and Western Union went through many court battles, with each company accusing the other of fraud. The Bell Company even tually won, and in the 1880s, the Bell Company became a massive monopoly. Switchboards were placed in many cities, and operators were needed to connect calls. TheShow MoreRelatedA History Of Telecommunications Essay1767 Words   |  8 Pagestopic from the case studies in the text. You may choose any of the topics, except those covered in previous assignments. Examples of topics you might investigate include: using telecommunications to keep in touch with co-workers; telecommunications innovation; managing telecommunications; emerging telecommunications technologies; and so on. Do independent research on your topic and present your findings in a 15-20 page position paper (based on the body of the paper, excluding references,Read MoreWhat differences and similarities existed between the development and the social work of the telegraph and the telephone?3611 Words   |  15 Pagesof Technology. Cambridge. 1977. Fischer, Claude S. 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Cellular network technology is the basis for the wireless mobile telecommunication. And the generation is used to describe the development history of wireless mobile telecommunication standard and technology, from first generation (1G) to fifth generation (5G). Fourth generation (4G) is currently widely commercializedRead MoreWireless Communication : A First Decade Of The 20th Century1356 Words   |  6 PagesTelecommunication occurs when the exchange of information between two or more entities (communication ) includes the use of technology. Communication technology uses channels to transmit information (as electrical signals), either over a physical medium (such as signal cables), or in the form of electromagnetic waves.[1][2][3][4][5][6] The word is often used in its plural form, telecommunications, because it involves many different technologies. Early means of communicating over a distance includedRead MoreHistory and Evolution of the Ict Industry in Zambia1049 Words   |  5 PagesZAMBIA SCHOOL OF ENGINEERING DEPARTMENT OF ELECTRICAL AND ELECTRONICS ENGINEERING NAME: Nash H Kabunda PROGRAMME: M.Eng ICT COURSE: EEE6511 (Telecoms Industry, Policy amp; Regulation) TASK: Assignment 2 LECTURER: Dr. D. Banda HISTORY AND EVOLUTION OF THE ICT INDUSTRY IN ZAMBIA. The first telephone exchange to be placed in Zambia was installed in Livingstone in 1913. The telephone circuit backbone infrastructure was developed in the major Zambian cities along the so called â€Å"lineRead MoreTelecommunication Systems Has Tremendous Improvements From The Wire Of Wireless Phones Technology855 Words   |  4 Pagesquite long period prior, telecommunication system has incredible improvements from the wire to wireless phone technology. â€Å"The ability to convey information quickly, accurately, and efficiently has always been one of the main focuses driving human innovation. From prehistoric man with their signal fires to the smartphone-wielding high-powered executives of today, communication still remains a key for survival and success.† (The History of Telecommunication) Telecommunications set a worldwide networkRead MoreHow Communication Affects The Country, Issues, Problems, Solutions, And Solutions Of Vietnam s Communication1212 Words   |  5 Pa gescommunications which includes television or conversations and written communications which includes newspapers or reports. This research essay will talk about how communications such as print media or telecommunications have developed in Vietnam. The main topics in this essay will be about the history of communication, factors that led to the improvement of communication, communication benefits to the country, issues, problems and solutions of Vietnam’s communication. Vietnam is a communist countryRead MoreHistory Of Chin Chinese Government And Controls The Three Major Basic Telecom Operators1693 Words   |  7 PagesWanze Wu Julien Mailland MSCH-M 322 12/07/2016 History of China Telecom Chinese government owns and controls the three major basic telecom operators and appears to see these entities as important tools in broader industrial policy goals such as promoting indigenous standards for network equipment. The reason for Chinese government divided into three carriers is China Mobile, China Unicom and China telecom these three carriers every action affects the hearts of hundreds of millions of consumers

Biography Of Albert Einstein And Dorothy Parker - 1424 Words

The Trial of a Century Albert Einstein and Dorothy Parker, both prominent figures in the 1920’s, took part in demonstrations over a widely contested trial, as Nicola Sacco and Bartolomeo Vanzetti were convicted in a trial that received mass protests from around the world (Sharrett). The trial of Sacco and Vanzetti took place during the height of the Red Scare and the massive migration of immigrants to the United States, where a substantial percentage of immigrants were from Italy. With the large influx of newcomers and the end of the first World War, many nativist sentiments arose where immigrants were held accountable for the economic downturns and scarcity of jobs. Not only that, but these foreigners were accused of being constituents†¦show more content†¦On the date of April 15, 1921, Frederick Parmenter, the paymaster for the Slater and Morrill Shoe Company, received a payroll box from Shelley Neal (Barter 18). In this particular box that was dropped off at the co mpany’s office, a certain dividend was subtracted off of the $30,000 dollars, that was received. He ended up splitting $15,776 amongst 500 employees (Barter 18). After the division of the money, Frederick Parmenter was accompanied by a guard working for the shoe company, whose name was Alessandro Beradelli (Barter 18). With the money in hand, these two individuals made a walk towards the production factory, as this was a routine procedure made every Thursday throughout the entirety of the year (Barter 18). As they were nearing the railroad tracks, before the production facility, waiting for the guards to lift the gate, both men were shot at point blank by two men who were leaning on a rail near the railroad tracks (Barter 19). After Frederick and Alessandro were fatally shot, the two murderous men approached the corpses, where they seized the payroll boxes and vacated the area in a blue car with two other men (Barter 19). Immediately after news of the double murders occurred, the police promptly arrived on the scene and started an investigation. Consequently, the first police officer on the scene was Jimmy F. Bostock. During the scan around the region of the murders, he discovered four shells, which had markings onShow MoreRelatedLibrary Management204752 Words   |  820 Pagesof Trustees. What will you plan to say to Mr. Dewey? Now switch roles and imagine that you are Melvil Dewey. How would you justify your actions to the board? The information for this case was taken from Wayne A. Wiegand, Irrepressible Reformer: A Biography of Melvil Dewey (Chicago: American Library Association, 1996), chap. 4. tHe HuManistic aPProacH During the 1930s, management studies began to give more attention to the concerns of individuals working in organizations. No longer were workers

Intangible Assets for Trade Names and General Interpretation

Question: Discuss about theIntangible Assets for Trade Names and General Interpretation. Answer: Introduction Intangible assets are those assets of the entity which lacks any physical substance and includes copywriters, patents, goodwill, trademark, franchise, trade names and general interpretation. The NZ IAS 38outlines the entire accounting requirement for the treatment of intangible asset in the books of accounts. This accounting standard applies to all the intangible assets except the assets which are already within the scope of any other standard, financial assets, those intangible assets which arise from the insurance companies, evaluation and exploration assets, development and extraction of natural gases, mineral oil, and other related resources expenditure. As per the NZ IAS 38, the intangible assets are an identifiable non-monetary asset without any physical substance. The asset is identifiable when it is competent of being estranged from other asset and arises out of the legal or contractual right (Chalmers, et. al., 2008). This standard recognizes intangible asset only if it provides future economic benefit to the company and the price of the asset can be reliably calculated. Here, the potential economic benefits mean that the revenue will be generated from the sale of the service or product, the asset will lead to cost saving and it will provide other benefits from its use such as the reduction in the future cost of production. The measurement principles of the intangible asset are studied in the case of initial measurement, subsequent expenditure, carrying amount and amortization in this standard. Accounting for intangibles under NZ IAS 38 The intangible assets are recorded as the long-term assets in the book of accounts of the company. The accounting for intangible assets is same as for any other asset. As per NZ IAS 38, the asset is required to be recognized as self-generated or purchased and they should recognize the asset in the books of accounts only if the asset is probable to produce future economic profits and we can reliably measure the cost of the intangible asset. Further, this requirement is applied when the asset is generated internally or acquired externally. If the assets do not meet the above-mentioned criteria then the expenditure will be treated as normal expenditure otherwise the expenditure will be added to the cost of the intangible assets. However if the expenditure does not generate any future economic benefits, then also the expenditure will be transferred in the income statement of the company. In case of supply of services and goods, the entity will recognize the expenditure after its occurrence. The other expenditure which will be recognized as the expense only after its occurrence is expenditure on the startup activities, expenditure on reorganizing part of the firm, expenditure on promotional or advertisement activities, and the expenditure on the training activities. If the intangible asset of the company has a useful life, then the value of the asset has been amortized over the phase of the life of the asset, exclusive of every class of value (Heirman Clarysse, 2007). The cost of those intangle assets which are generated internally is often difficult to find and distinguish between the cost of enhancing or maintaining the goodwill or operations of the entity. Thus, the brands which are generated internally are not considered as intangible assets. The cost of the internally generated intangible assets comprises of all the expenditure which can be allocated on the consistent and reasonable basis for producing or making the asset. The cost of an internally generated intangible asset includes the materials and service cost, wages, salaries and another related cost, directly attributable expenses and the overheads which are necessary for generation of the intangible asset. However, the entity is required to identify if the expense incurred in research phase or development phase. The shortcomings of NZ IAS 38 accounting requirements for intangibles There are several shortcomings of the NZ IAS 38 accounting requirements for intangible assets such as it does not apply to all the entities and those intangible assets which are covered by other accounting standards. In addition to this, this accounting standard does not apply to the financial assets such as the cash, contractual rights of receiving cash and another financial asset, ownership interest and contractual right it exchange the financial instrument and it also does not applies to the mineral rights, development, and extraction of minerals, non regenerative resources such as oils and natural gases. This standard also does not apply to the intangible assets which arise in the insurance companies from the contracts with the holders of policy and the termination benefits. This standard applies research and development activities but it does not clearly define the cost which can be amortized in the value of the asset. This standard also applies to the rights regarding the licen sing agreement (Secundo, et. al., 2007). The training which is provided to the staff in order to activate the asset and the initial in-service losses before the asset achieves the premeditated performance is not capitalized in the cost of an intangible asset according to this standard. Further, any expenditure which is primarily recognized as the expense cannot be further recognized as the asset at the later date. In addition to this, the internally generated brand and the publishing titles are also not acknowledged as the intangible asset under this standard. The challenges posed by intangibles for the IASB Since the measurements of the intangible assets are relatively unreliable, there is high need of verification of whether the challenge with the approach of the balance sheet of reporting with fair values match to the relevance of the intangible asset and the extent to which the intangible asset disclosure can be capitalized in the companys balance sheet. The recent debate of reliable and relevant accounting focuses on this study. It is necessary that the imperative approach of the valuation of an intangible asset is to be prearranged under the fair value accounting. The intangible assets reporting are forward-looking and the estimates are subject to high manipulation by the managers which may be hard to validate. This is a major challenge for the standard regulators and setters to amend the statement in the light of corporate governance and corporate needs. These interpretations intensify the debate the creditability and reliability. How reporting entities from across the world are overcoming the shortcomings of IAS Accounting standards are beneficial for reliability and comparability as it assists the comparison of the financial statements of different enterprises. However, there are certain limitations of international accounting standards which are required to be overcome by the reporting entities around the world (Penman, 2009). Some of those limitations are as follows: Each alternative solution to the accounting problems has certain benefits and by eliminating such choices among different alternatives brings rigidity and takes away the flexibility in the application of the accounting principle. In addition to this, every alternative has their own argument and the selection of best one is not an easy task. The statue cannot be overwritten by the accounting standards and required to be framed with the ambit of the prevailing statutes. The significant challenge is in the regard to the acceptance of the national accounting standards and the international accounting standard. The national accounting standards are particularly controlled by the government and majorly the financial statements are mandatory to be submitted to the finance ministry (Dischinger Riedel, 2011). It has been in the Vietnamese accounting system, where the accounting data has been primarily indented fro the government instead of the investors. In the international accounting standards, the investors are major users and targets of the mechanism of accounting. Another significant challenge in front of the reporting entities is the lack of professional and adequate personnel with regard to the adoption of new common accounting system around the world. Most of the countries are required to prepare the financial statements which match to the generally accepted accounting principle and these financial statements are audited as per the generally accepted accounting standards. However, many countries still do no adopt general principles which create several conflicts. Disclosure requirements As per the NZ IAS 38the asset useful life, rates used and the amortization methods which are used are required to be disclosed in the books of accounts of the entity. In addition to this, the accumulated amortization at the starting and the ending of the period and gross carrying amount are also required to be disclosed (Cohen, 2011). The reconciliation of the carrying amounts in the starting of the year and the end of years are required to be shown including the additions in the intangible assets, retirement and disposal, impairment losses which are recognized or reversed in the profit and loss account, amortization during the year and the other changes in the carrying amount. There are another several disclosure requirements as per this standard, such as if the amortization period exceeds ten years then the entity is required to provide the reasons of rebutting presumptions and the factors which determine the useful life. Additionally, the other descriptions which are materials fro m the perspective of the entity and its stakeholder are required to be disclosed in the books of accounts of the entity. References Chalmers, K., Clinch, G., Godfrey, J. M. (2008). Adoption of international financial reporting standards: impact on the value relevance of intangible assets.Australian Accounting Review,18(3), 237-247. Cohen, J. A. (2011).Intangible assets: valuation and economic benefit(Vol. 273). John Wiley Sons. Dischinger, M., Riedel, N. (2011). Corporate taxes and the location of intangible assets within multinational firms.Journal of Public Economics,95(7-8), 691-707. Heirman, A., Clarysse, B. (2007). Which tangible and intangible assets matter for innovation speed in start?ups?.Journal of Product Innovation Management,24(4), 303-315. Penman, S. H. (2009). Accounting for intangible assets: There is also an income statement.Abacus,45(3), 358-371. Secundo, G., Margherita, A., Elia, G., Passiante, G. (2010). Intangible assets in higher education and research: mission, performance or both?.Journal of intellectual capital,11(2), 140-157.

Hot Stove Rule Of Discipline Essay Example For Students

Hot Stove Rule Of Discipline Essay HOT STOVE RULE OF DISCIPLINESpare the rod and spoil the child. This is the moral to Aesops fable The Thief and his Mother. He proves that discipline is imperative. It emphasizes that if we do not take action in our childrens wrong doings we will hurt them in the longer run. Children need discipline in their lives. It is their only way of learning the difference between right and wrong. As parents, it is our duty to mold our children in the right direction. The rewards of implementing discipline are endless, for knowing that they will make the right decision even when you are not there is comforting, and it pleases you. Discipline is fair, and open disciplinary procedures are essential to maintain harmony. Therefore, discipline is an important action taken to encourage compliance with organizational standards and regulations; whether in the home or at the work place. A popular and effective disciplinary rule used today by many managers is known as the Hot Stove Rule of Discipline. Thi s rule can be defined as the concept that disciplinary action should have the same characteristics as the penalty a person receives from touching a hot stove; that is, the discipline should be immediate, consistent, and impersonal (Gardner 1). Before any disciplinary action can be implemented, a manager must first give advanced warning. Employees must be informed clearly that certain actions will result in disciplinary actions. This is a very important step. It is not the employees fault if he is not informed of the companys rules, ethics and standards. It is managements responsibility to educate and inform all employees. It is easier to accept discipline if the rules and standards are clearly stated beforehand and understood by the employees themselves. The importance of the Hot Stove Rule is that there is immediate action taken for a negative or wrong decision made by the employee. In order for this to be productive, management must take immediate disciplinary action. The sooner the discipline is imposed, the closer it is connected to the violation. This enables the employee to associate the discipline with the offence rather than with the dispenser of the discipline. This is important, because you do not want your employees to associate your actions with you. You want them to know that what they did broke the organizations rules. As the manager, it is your duty to penalize. You are there to help them and guide them to perform to the best of their abilities to the betterment of the association. Your discipline has nothing to do with the manager/employee relationship; it merely establishes standards to work by. As the dispenser of the discipline, you should react as soon as possible to the violation. When touching a hot stove, one g ets burned; likewise, when committing an offence, if the response is immediate, the chances of it happening again are slim. Keeping the discipline immediate, and fair results in a positive work environment. Now that you have immediately acted upon the violation, it is vital that you keep this method consistent. Appropriate disciplinary action should be taken each time the violation occurs. Managers should be consistent with their discipline and take the same action each time an infringement occurs. If the manager is not consistent, the organization will lose ethics and standards, the quality of work will decline, and the employees will lose respect and honor for you, the manager. The productivity of your team will disintegrate, especially if you do not implement the same disciplinary style consistently. Consistency lets the employee know that there is no room for slacking, so to speak, and standards will be adhered to. Keeping your stance with the employees is critical in business. Management is insignificant without the employees. A manager should always try to maintain the quality of the work. It is the managers duty to analyze each situation and deal with it accordingly. Some violations are more serious than others, and the manager then uses his personal discretion toward the situation. .uf7d084a76571af6b8bba8b4a8d61cc96 , .uf7d084a76571af6b8bba8b4a8d61cc96 .postImageUrl , .uf7d084a76571af6b8bba8b4a8d61cc96 .centered-text-area { min-height: 80px; position: relative; } .uf7d084a76571af6b8bba8b4a8d61cc96 , .uf7d084a76571af6b8bba8b4a8d61cc96:hover , .uf7d084a76571af6b8bba8b4a8d61cc96:visited , .uf7d084a76571af6b8bba8b4a8d61cc96:active { border:0!important; } .uf7d084a76571af6b8bba8b4a8d61cc96 .clearfix:after { content: ""; display: table; clear: both; } .uf7d084a76571af6b8bba8b4a8d61cc96 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .uf7d084a76571af6b8bba8b4a8d61cc96:active , .uf7d084a76571af6b8bba8b4a8d61cc96:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .uf7d084a76571af6b8bba8b4a8d61cc96 .centered-text-area { width: 100%; position: relative ; } .uf7d084a76571af6b8bba8b4a8d61cc96 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .uf7d084a76571af6b8bba8b4a8d61cc96 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .uf7d084a76571af6b8bba8b4a8d61cc96 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .uf7d084a76571af6b8bba8b4a8d61cc96:hover .ctaButton { background-color: #34495E!important; } .uf7d084a76571af6b8bba8b4a8d61cc96 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .uf7d084a76571af6b8bba8b4a8d61cc96 .uf7d084a76571af6b8bba8b4a8d61cc96-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .uf7d084a76571af6b8bba8b4a8d61cc96:after { content: ""; display: block; clear: both; } READ: The Rock EssayThe last guideline that flows from the Hot Stove Rule is to keep the discipline impersonal. The penalty for the violation should not be to the person who did the wrong, but to the wrong doing itself. Managers should keep this relationship with their employees and strive for it. When you are corrected, do you prefer to be looked down on because of your mistake, or would you rather be corrected, get advise in correcting your mistake and move on? Managers should always try to keep the partnership going in the work place, and for no reason should an employee be degraded and left feeling useless and incompetent. The discipline should be connected with a given viol ation, not with the personality of the violator. According to Robbins article, developing effective discipline skills can be accomplished by following these suggested actions. a) Confront the employee in a calm, objective, and serious manner. b) State the problem specifically. c) Keep the discussion impersonal. d) Allow the employee to explain his position. e) Maintain control of the discussion. f) Obtain agreement on how mistakes can be prevented in the future. g) Select disciplinary action progressively, considering mitigating circumstances (Robbin, 6). Now that we have analyzed each aspect of the Hot Stove Rule of Discipline, let us now put this theory to work in a typical scenario in the work place. John has just been employed by Verison Wireless Communication Systems. He has been in training for three weeks now, and is currently adapting to his new work environment, and team members. John has been learning all the regulations and standards he needs to work by in order to be employed by Verison. He understands all the rules and knows that he must abide by them. However, John is having a problem meeting his deadlines. His last progress report was due at mid-day, and he turned it in at 2:00 that afternoon. His manager knows that John is new, but also knows that if this problem is not dealt with immediately, it will be difficult to implement discipline in the future. Lets go through each phase of the Hot Stove Rule of Discipline with Johns manager and see how successful the outcome is. Earlier, we talked about the importance of immed iacy. Johns manager knows that immediately following an infraction discipline must take place. He also knows that before he can implement any form of discipline, he must first notify John. John must be aware of his mistake before formal disciplinary action can be initiated. The manager also realizes the importance of keeping the discipline impersonal. He knows that the discipline should be connected with the violation, not with the personality of the violator. That afternoon, John receives a memo on his desk. It reads: According to Verison Policy, all Progress Reports are to be submitted clearly and promptly. We realize one may not consider the Progress Reports important, but we would like to emphasize now, that Verison takes them very seriously. A small meting will be conducted tomorrow at 9:00 am. with your Supervising Manager discussing proper procedures in writing and submitting these Progress Reports. We feel that this is a positive way to ensure that these minor technicalities are corrected now. Thank you so much for your cooperation; we look forward to helping wherever necessary to make your employment here at Verison as comfortable as possible. On receiving this memo, John feels a bit frustrated. He realizes though, that this is just a minor detail he overlooked. He sees the emphasis on correcting the problem, and knows that his report was late, and he needs to work on his promptness. John attends the meeting scheduled for the following day. He meets with his manager and they discuss procedures and promptness. They go through the steps in creating a Progress Report and how to eliminate unnecessary information. John discusses what may have held him back from turning in his Report on time. They discuss different options and come up with a compromise. John feels very comfortable talking to his manager. He knows what he needs to do now to get his reports in on time. The meeting is a success, but Johns manager does not fail to tell him that if this happens again there will be greater disciplinary action taking place. John understands. They shake hands and John leaves. Although the meeting discussed a minor subject, it was still one of importance. Johns manager effectively implemented the Hot Stove Rule to his management procedure. He was immediate with the discipline. Advance warning was given. Consistency will take place, and the discipline was delivered in an imperso nal manner. The problem was noticed and dealt with accordingly. Johns manager fells that the meeting went well, and has faith that his employee will work towards defeating this minor issue. The Hot Stove Rule is a model of how disciplinary action should be handled. Touching results in a burn (an immediate consequence). Discipline should be an immediate consequence that follows a rule infraction. The hot stove provides warning. Disciplinary rules should inform employees of the consequences of breaking the rules. A hot stove is consistent in administering pain. In conclusion, a Hot Stove is a vital instrument in taking management action. It assists in encouraging compliance with organizational standards and regulations. The Hot Stove Rule of Discipline is effective and continues to prove efficiency. Business Reports