Global Warming And Its Effect On Earth - 1612 Words

Complete Name: Course: Title: Global Warming Introduction For over a hundred years, humans have understood the possibility of atmospheric warming due to anthropogenic carbon dioxide emissions. As early as 1896, Swedish chemist Svante Arrhenius predicted that a doubling of atmospheric carbon dioxide would raise average global temperatures by 4.95 degrees C (9.0 degrees Fahrenheit) (Valente, 1995). The greenhouse effect, a natural phenomenon that has allowed the development of life on earth, is thought by many scientists to have been radically altered by humankind’s impact on the composition of the atmosphere. The problem lies in humans’ effects on the dynamic nature of the heat exchange process of the sun, earth, and black space. These alterations threaten to transform the global environment. As one author imagined it, â€Å"The year is 2035. In New York, palm trees line the Hudson River †¦ Phoenix is in its third week of temperatures over 130 degrees †¦ Holland is under water. Bangladesh has ceased to exist †¦ in central Europe and in the American Midwest, decades of drought have turned once fertile agricultural lands into parched deserts (Rifkin, 1988).† Composition of Greenhouse Gases Methane and carbon dioxide primarily constitute the greenhouse gases. They also consist of water vapor and trace amounts of other gases including ozone, nitrous oxide, and HCFCs. Greenhouse gases â€Å"trap† some of the sun’s infrared radiation within Earth’s atmosphere, similar to a greenhouse. As theShow MoreRelatedThe Effects Of Global Warming On Earth1577 Words   |  7 PagesTo sustain life on earth, the earth temperature must be maintain at a very delicate figure. But what if the unthinkable happens? What if the earth’s temperature was to increase by a just mere half a degree, maybe a full or even two or three, the effects could be devastating to the environment, to me and to you. Unfortunately we may have the opportunity to see the effects of the earth temperature rising a few degrees in this lifetime. According to scientist, for hundreds of thousands of years, a phenomenonRead MoreGlobal Warming And Its Effects On The Earth927 Words   |  4 Pag esGlobal-Warming Mother Earth is burning as we speak; humanity has killed our precious Earth. Global-warming is a vicious killer that was created by the humans on this Earth, and there s no way to cure it. We,as humans, have the power to cleanse the Earth, but instead we destroy it. Heat is absorded by carbon dixide and greenhouse gases. A greenhouse gas absorb thermal radiation emmited by the Earth s surface. As the sun s energy reaches the Earth’s surface some of it goes back out into spaceRead MoreThe Effects Of Global Warming On The Earth901 Words   |  4 Pages What is Global Warming? Countless feel as if it is a natural phenomenon that the Earth cycles through. They are terribly mistaken. It is the effect of greenhouse gasses that are emitted by the machines we use today. These gasses are becoming trapped in the earth’s atmosphere, causing the temperature to rise. The effects of global warming are all around us and are becoming more prominent. There are already efforts in place to stop it and programs to â€Å"go green†. This climate change is a serious threatRead MoreThe Effects Of Global Warming On The Earth992 Words   |  4 Pagesthe Earth. Global warming is a problem that some people choose to ignore. They claim it doesn’t exist. Global warming is real. It is time for people to stop ignoring it and start finding a solution. What is global warming? Global warming is the result of certain gases building up in the atmosphere that block heat from escaping. These gases are causing a temperature rise in the Earth’s atmosphere and causing climate change. The rise in the Earth’s temperature has had many effects on the Earth itselfRead MoreThe Effects of Global Warming on the Earth990 Words   |  4 PagesGlobal Warming Earth’s temperature is a vital aspect to Earth and its surroundings. The atmospheric temperature along with natural gases is the significant reasons why Earth inhabits all of its life. When there are changes that alter the natural affects of Earth’s environment there are factors that places the environment at risk. Increase warming of global temperatures account as a major concern of Earth’s surroundings. Global warming is a prominent source to consider how and why the environmentRead MoreThe Effects Of Global Warming On The Earth Essay1320 Words   |  6 PagesGlobal warming is an increase in the earth’s average atmospheric temperature that causes corresponding changes in the climate and the may result from the greenhouse effect. Many people do not believe that this is true. There are multiple studies that provide information to prove global warming is factual. As the years go by, the more damage is being done to our atmosphere and it is affecting the e arth. It is not hard to believe that global warming affects the earth so negatively by the drastic changeRead MoreThe Effects Of Global Warming On The Earth Essay1733 Words   |  7 PagesSave the Earth The Earth is slowly dying and we can save it, however, it requires some initiative. Global warming, or climate change, is a very real problem that may soon wipe out the Earth’s resources. Some of which include necessary items such as natural foods and water. This problem doesn’t just happen in some third-world country no one has heard of. This is happening right in our own back yards. This problem has a very simple solution: conserve energy, cut down on Carbon Dioxide emissionsRead MoreThe Effects Of Global Warming On Earth882 Words   |  4 Pages Global warming is an increase in the overall temperature of earth atmosphere. Earth s climate is changing, temperatures are rising, snow and rainfall are shifting, and more extreme climate like heavy rainstorms and high temperatures are already affecting the society and economy. Scientists are confident that many of the observed changes are happening because of the global warming. Warming and climate are changing an d increasing every year. The main Cause are by people burning fuels to generateRead MoreThe Effects Of Global Warming On The Earth901 Words   |  4 PagesInconvenient â€Å"by Al Gore. In this video Gore is explaining about how the earth has became hotter than it ever has before. The ten hottest years we have ever had have been in the last fourteen years. According to the video the hottest year was in 2005. From Gore’s viewpoint we as the people are causing global warming by ourselves. Because we are the ones that are causing global warming it is having some major effects on the earth. You have Mt. Kilimanjaro, which over the years has had a lot of snow onRead MoreGlobal Warming And Its Effect On The Earth2122 Words   |  9 PagesWhat is global warming and what is the proof that it exists? The topic of whether global warming is real and what the consequences it may have has been heavily debated for quite some time now. The reason why it has been debated for such an exten ded amount of time is because there are still unknowns to confirm that global warming is a true threat to the earth. Many people do not believe in global warming because they truly do not know the basic concept of global warming. There are missing pieces to

Analysis Of The Movie Last Year - 988 Words

Last year, the Hollywood film Noah was released. Obviously I was intrigued, so I called up my Pastor and some friends and planned to go to the cinema to see it. As many sources claimed, I can agree that this is certainly one of the least Biblical, Biblical films ever made. Of course the actual story of Noah in the bible is not very long, so it was to be expected that the producers would add some filler â€Å"Hollywood† action, but how much of Noah is actually based on the text that appears in the Old Testament, and how much is fantastical movie magic? Just like the Old Testament, the film starts at the very beginning. Noah tells his children the story of creation and almost stays true to the Genesis story of creation. To begin I will explore the characters presented in the film and the original story. The movie introduces two groups of people, Lemech and Noah the â€Å"good guys† and Tubal-Cain and his people, the â€Å"evil† men, who are of course descendants o f Cain, which is consistent with the Old Testament. Later, the character Methuselah is introduced, Noah’s grandfather. He lives on the top of a mountain and for some reason has a constant craving for berries (The Bible says nothing about this strange detail). He also seems to posses some mystical powers. Methuselah isn’t mentioned much in the Bible, but he is the oldest documented person mentioned in the book. Lemech, Noah’s father, is only brought up in the Bible for genealogy purposes. The movie on the other hand shows thatShow MoreRelatedEssay on Fog of War Film Analysis931 Words   |  4 PagesThe Fog of War Analysis Nearly 160 million people were killed during the 20th century, and film maker Errol Morris wished to show the reason for this in documentary form. He interviewed former US secretary of Defense Arnold McNamara and the two discussed and analyzed some defining moments in US history, thus The Fog of War was made. The movie was set up in 11 lessons. However, I only found three to be completely reasonable. The first lesson that is highlighted in Morris film is thatRead MoreNetflix Case Analysis Essay1134 Words   |  5 PagesNetflix, Inc. â€Å"Netflix, Inc. is the worlds largest online movie rental service, with more than 10 million subscribers (Netflix Media Center, 2009).† Netflix exhibits dominant economic characteristics in the online movie rental business. They enjoy strong market size and growth rate when compared to rivalry competition. The number of rivalries are increasing, and the market remains dominated by only a few sizeable rivalries like Blockbuster Video, Wal-Mart, Walt Disney Movies and Movielink’sRead MoreComparing Yelp, Tripadvisor And Netflix Essay1602 Words   |  7 Pagesactivities, their analysis could be more complete, more targeted, and more accuracy. Netflix, found in 1998, specializes in and provides streaming media and video on demand online and DVD by mail. It needs analytics to gain insight into customers. At first, it provides the service that customers choose the packages of movies to rent. Then it created a data exchange with customer to capture the preference data from customers and make recommendations. After customer watching a movie, they will writeRead MoreV for Vendetta: The Movie and the Book948 Words   |  4 Pagesseveral years, there have been many movies devoted to the issue of future alternative reality. This essay is devoted to one of the alternative reality movies. V for Vendetta was shot in 2006. However, not many people know that in 1982, there was a graphic book V for Vendetta. The movie was based on that very graphic book. The main idea of the essay is to compare and contrast both the movie and the graphic book. The essay will consist of several parts. The first part will contain the analysis of theRead MoreFilm Theater : A Movie Theater1524 Words   |  7 PagesThis is the main point for any Movie Theatre. The profit for a Movie Theatre is not coming only from tickets but also from all the sales of food and drinks. Nowadays a Movie Theater has a 3 to 4 floors building with different types of restaurants and entertainments for kids so basically there are a lot of different sources of profits for Movie Theater. A Movie Theater has to attract people not only with movies but also with all the fun that people can have in Movie Theater. Technological factorsRead MoreMotion Picture Industry Essay1740 Words   |  7 Pagesdioxide in the atmosphere over the last 650,000 years (NASA, 2015) – See Appendix A. In business, data is found in all parts of industry; such as, accounting, finance, marketing, production, economics, and information systems (Anderson et al, 2015, p. 3-5). In the case of this study, the results will be shown as a managerial report from an accumulation of data showing the financial success of 100 motion pictures on the years 20XX in the following categories: Rank, Movie Title, Opening Gross, Total GrossRead MoreSwot Cinemas Essay713 Words   |  3 PagesSWOT Analysis Studio Production Strengths: The major strength of the studios is that they are now being managed by large corporations and manage as profit center to increase their incomes and retained earnings. Weaknesses The main weakness of the Studio production is the cost of bringing films into the market. The average cost of releasing a film is more than $100 million. This cost in producing and releasing the films into the market has dramatically gone up the last five years aroundRead MoreAnalysis Case On Use Of Business Analytics Framework1345 Words   |  6 Pages â€Å"Moneyball† Analysis Case Study on the Use of Business Analytics Framework† Dheeraj Dwivedi School of Professional Studies, Northwestern University, Spring 2016, Section 58 â€Æ' â€Å"Moneyball† Movie Analysis Case Study on the Use of Business Analytics Framework â€Å"Moneyball† movie is about the war between intuition and statistics. I would start my analysis with one of the many interesting quotes in the movie. â€Å"The problem we re trying to solve is that there are rich teams and there are poorRead MoreReflection Paper On Aging1710 Words   |  7 PagesThe movie Last Vegas (2013) thoroughly presented the concept of the embodied aging and experience by creating a storyline based on the character, Billy, shared the good news of him finally proposing to his much younger girlfriend with his dearest friends and wanted them to be supportive in his decision-making. All four friends decided to escape from their daily lives a couple of days in order to throw a bachelor party together for Billy in Las Vegas (Last Vegas, 2013). They have been best friendsRead MoreEssay on Educating Rita - Comparing the Movie and Play963 Words   |  4 PagesEducating Rita - Comparing the Movie and Play       The play Educating Rita by Willy Russell gained great popularity especially during the early eighties. There has also been a movie made from it starring Julie Walters and the more famous Michael Caine. As so often the case, the movie was more elaborate with additional scenes, some of which were spoken of or retold by the actors in the play. The movie also included several actors while the play only featured two, Frank and Rita.

The Importance Of Critical Reflection On Teaching

Importance of reflection: Reflection on practice has different meanings, in my view it means constructive criticism: being honest with myself, becoming aware of and understanding my own strengths, and being able to review activities and constantly test assumptions related to our work. These have been my approach to critical reflection throughout the year. This is supported by Brookfield, he says that Critically reflective teaching happens when we identify and scrutinise the assumptions that undergird how we work† (Brookfield, 1995, pg. 11-13). This is further supported by Ghaye, T Ghaye, k (Ghaye, 1998); he argued that many teachers have benefited from learning through reflection. Their teaching and understanding of what is possible and less possible, impacts of activities on children’s learning and its boundaries have risen as a result of reflection. Established on these aspects of reflection I will discuss in this section the importance of critical reflection on development of my teaching. I will firstly aim to explore theories on critical reflection on teaching. Secondly I will explore critical reflection in the context of my own teaching. This includes reflecting on planning, delivering lessons, using activities and the role of assessment for learning. Critical reflection: Reflection is a process of reviewing and thinking critically about activities and how this affects learning of student’s. It is not just descriptions of what happened during the lesson; it’s toShow MoreRelatedArticle, Critical Literacy in the Classroom by Ann S. Beck Shows the Need for Critical Thinking594 Words   |  3 Pagesarticle â€Å"Critical Literacy in the Classroom† (2005), was written by Ann S. Beck, an English teacher at Camosun College in Victoria, British Columbia, Canada. This article explains that it is imperative for teachers to understand the concepts of critical literacy as well as to achieve a critical teaching approach. The author’s main focus was to address and define the importance of teaching critical literacy as an educational practice by approaching dialogue (social act), reflection (critical literacy)Read MoreThe Importance of Teaching Education1614 Words   |  7 PagesRunning head: The Importance of Teaching Education The Importance of Teaching Education Foundations of Theory and Practice in Master’s Studies Abstract The Importance of Teaching Education should be a part of everyones life. A good education offers something for everyone, whether it is on the simple level or a more complex one. Education should provide an opportunity for students to develop a strong sense of creativity, a high self esteem, and a lifelong respect for learning  Ã‚  Ã‚  Ã‚  Ã‚   Teachers areRead MoreClassroom Environment : A Better Understanding Of Our Schools And Our Educational System Essay1489 Words   |  6 Pagesfuture classroom and teaching experiences; In exploring these matters, I will ultimately argue that teaching is truly a learning process in and of itself. Background Matters In the first few weeks of the course, we focused on the topic of identity. By beginning to look inwardly as future educators, we realized the importance of knowing ourselves and our weaknesses because we reflect our inner selves in our teaching. As important as it was to take time for this self-reflection, it was equally necessaryRead MoreSocial Relationships Of A Teacher s Environment942 Words   |  4 Pagesschool systems. The importance of narratives in building teacher identity should not be underestimated. Educator’s face constant scrutiny and it is very important that they have a positive image of their personal practice. Low teacher morale is one the biggest challenges to teaching and learning in most schools. Narratives have the potential to take relatively negative teaching experiences and transform them into positive learning situations. These narratives require reflection from the teacherRead MoreA Culturally Responsive Faculty Development965 Words   |  4 Pagesfrom such a program. The process of embedding culturally relevant teaching skills in faculty development should be an ongoing process (Haviland and Rodriguez-Kiino, 2009). The excitement about learning new material and the importance of cultural awareness can lose its momentum if it is not reinforced throughout the school year (Boyle et al., 2005). One dose of training is not a cure-all for instilling a new method of teaching. Cultural consciousness must flow from faculty development. CulturallyRead MoreTeaching as an Act of Love1097 Words   |  5 PagesAntonia Darder. Teaching as an Act of Love: Reflections on Paulo Freire and His Contributions to Our Lives and Our Work. Summary: Antonia Darder presents a portrait of why Freire’s work as an educator was so influential in creating an understanding of education as an art. Teaching truly became an art when educators like Freire began to understand the importance of education in the movement of social change. The presence of love in the classroom, the type of love that is lively, forceful, challengingRead MoreConstructivist Learning Theory And Nursing Practice1520 Words   |  7 Pageslearners need to develop the ability to become autonomous thinkers. McEwen and Wills (2007) believe that the basic operating process of constructivism are steps of assimilation, accommodation, and constructs. Knowledge is personal, emphasizing the importance of culture and context. Learners interact a certain way because of this knowledge. Then, they adjust their knowledge related to a new occurrences, challenges or information. The actual ‘learning’ happens when an individual incorporants what is newRead MoreThe Importance Of The Higher Levels Of Cognitive Complexity Within The Field Of Counseling875 Words   |  4 PagesGranello addresses the importance of the higher levels of cognitive complexity within the field of counseling (2010). The cognitive complexity has been linked to the competence of counselors due to the ability of reasoning and handling various situations in the mental health field. Similarly, McAuliffe (2014) also recognizes cognitive development as a critical component of counselor preparation. The author argues that it is counselor educators’ responsibility to provide the opportunity to promoteRead MoreTeaching And Learning Process Faculty1191 Words   |  5 PagesTo maximize the teaching and learning process faculty must make conscious multiple teaching methods to assist with the development of critical thinking. The use of multiple assessment techniques to monitor and evaluate the learning process support both formative and summative assessment. Evidence-based decisions will dramatically improve the learning outcomes. The American Nurses Association (as cited in Su, 2007) supports the application of the nursing process as the foundation of decision makingRead MoreContrast Two Reflective Practice Models1038 Words   |  5 Pagessince this provides evidence of your development. In the second stage you Reflect upon and objectively and systematically analyse your performance and feelings during the lesson taking into account the successes and failures of the class. This reflection or debriefing session should take place under the guidance and direction of a mentor and perhaps in a group with other new practitioners. This has the advantage of peer analysis and feedback as well as mutual support and encouragement. This is

Selfdom in Slavedom Gustavus Vassa - 1503 Words

From Africa, to Barbados, to Virginia, to a ship that travels the British Empire, if a steady location were the basis of identity, Olaudah Equiano would surely have none. However, he still develops a specific identity throughout his narrative, a striking task as he is ripped away from the family and culture he is born into and then never remains in one place for too long. In contrast to this, Harriet Jacobs develops an identity based largely on the family and community that surround her. Jacobs and her contemporary, Fredrick Douglass, also are influenced by the diverse and bustling cities that develop after American independence. This difference that develops from Equiano’s time of the 18th century to Jacob’s and Douglass’s 19th century is†¦show more content†¦Instead, he spends his enslaved life travelling and working on a ship and after he buys his freedom he travels even more. This is largely due to the economic conditions discussed before: an emphas is on international slave-trade is combined with the high death rates of the West Indian slaves, cutting down their opportunities to create a more permanent and settled life. On the other hand, Jacobs is born into slavery and raised by her grandmother. We see influences of her family throughout her life, from â€Å"looking up to [her grandmother] with a respect bordering upon awe† to relying on her brother, William, while she waits in the attic to desperately searching for just a view of her children to remind her why she must gain her freedom. Economic developments of the South that led to the reliance on slavery in general and reproduction to further the institution, in contrast to slavery of the 18th century, allowed women like Jacobs to have such strong identities. However, another aspect to take into account is the audience of Jacobs’s story: white Northerners, especially women. Jacobs, who wrote this narrative after she was freed and at the beginning of the Civ il War, uses familial values and experiences, which women hold in common, in order to relate her story to women in the North who could support the abolitionist movement. The growth of cities is another major

Why Me Free Essays

What was I going to do My mom was going to freak out on me. Oh no! Not my Dad, he is going to kill me. I have no idea what I am going to do Who is going to be there for me and help me get through all this. We will write a custom essay sample on Why Me or any similar topic only for you Order Now At this point I had no idea what to do. I sat in my room crying and praying to God to get me through all of this and give me courage to tell someone what was going on. Tina, I barely said crying to my sister as she answered her cell phone. Whats wrong My sister replied. Tina†¦ I need to talk to you please help me†¦ Im scared, I said hysterically crying. Why Maria What is going on Where are you she asked in bothered manner. Im here at home. Please dont be mad at me, I need you, I said barely even enunciating my words. Maria, I need you to calm down, hon tell me whats going on, she said in a soothing concerned voice. Tina, I said with tears pouring out my eyes. I found out that.well Im pregnant. Oh honey, are you sure Ill make a doctors appointment for sure, but until we know for sure dont say anything. So calm down and Ill call you later. I love you, Tina told me. I love you too! Thanks. I said with a new feeling of comfort. I know my sister would be there for me, but I was astonished in how understanding she was about this. She went with me to the doctor and when we found out that I was ten week into my pregnancy. She talked to me about all the options. It was clear to me that it would be hard to have a baby so young, but I knew I had to keep my angel, I would have to face the consequences of my actions. The next two weeks were the longest weeks of my life knowing in seven months I would be having my own little angel. Right then I knew I had to change my life. I tried to get back in the jest of things at school but there was no way I could pass with all that I had missed. So I started working and saving money, but as things started to go straight and I got my head back on my shoulders, I had a miscarriage. I cried in pain because my baby was gone and I couldnt do anything to get my angel back. Maybe it was for the best because God knows what hes doing. That was my wake up call, to start over get things straight for my own good. Im in my senior year doing everything I can do to succeed. Working as hard as I need to, in order to get in a University and be successful, not for just me but for my angel that will come back later in my life when Im more ready and prepared. I have no regrets, because my trust is in God, and I respect His decision. So now I need to do my part and Im willing to work as hard as I need to, to be what I need to be. Its crazy to think that I probably wouldnt even be in school writing this because I would be having a baby any day now. I wonder why this had to happen to me, and when I think about it I just want to cry because a part of me has died. Although, Im also relieved, because I know God did this to open my eyes and make me turn my life around. Now Im working as hard as I can to make my dreams of going to college and being successful come true, not for any body else, but myself and my little angel. How to cite Why Me, Essay examples Why me Free Essays And that’s when I walked away, I don’t think my stomach or my mind could’ve taken one second more of it. I literally couldn’t believe my eyes and God knows I didn’t want to. I wish it were a dream, I’d even settle for a nightmare but this there was no waking up to, this was real and it was happening to me. We will write a custom essay sample on Why me? or any similar topic only for you Order Now When I first joined the force I thought I could handle anything and everything, you know I was one of those people who could watch the most gruesome horror movie on Film Four and not blink an eyelid. Or watch my best mate throw up what seemed to be a hundred litres of lager after a night out without my stomach even twitching. But this was different, this wasn’t some murder mystery on the box or a new horror movie out at the pics’, this was real. This was reality in the police force. You hear about it everyday at work and how much they effect you and mess with your head especially when it’s your first but you never understand till it happens to you yourself. I thought I was prepared for this sort of thing, I mean people die everyday and it’s something that you have to learn to accept, but not like this, no one should have to leave this earth in that much pain and fear. They do try and prepare you for this sort of thing, but seeing photos and reading past statements and accounts is no where near to what I needed to prepare me for what I witnessed. In fact nothing can prepare you for this, not even yourself. I dream about it you know, nearly once a week, up until a few years ago it used to be every night so I suppose that’s an improvement. Ever since that moment hundreds of questions have swamped my mind and one that keeps coming back to me every second of every day, how ever selfish it may seem is why me? And I know that must be the coldest thing that has ever passed my mind, taking into consideration the amount of pain, mental torture and suffering that that poor women went through. But when all your fears come together and throw a surprise party just for you, when flashbacks come and haunt you every night and the slightest little reminder throws you into a panic attack, you have to think of yourself and what this has done to you and what it will continue to do to you for the rest of our life. Just goes round in my head over and over, why me? Why on my shift? Why couldn’t it be someone else? Why won’t it stop? Life has never been the same since then as I’m sure you all know, however great the trust is between me and the other person I just can’t open up to them. I never could and I doubt I ever will, but this is my attempt. I knew if I did tell someone that they wouldn’t understand and when I think about it, I wouldn’t want them to. Even Steve and me can’t talk about, I think we both want to but every time we try there is an awkward silence and even just seeing him brings it all back to me. At the time the Chief Inspector recommended that we went to see someone, whether together or not, you know like a psychologist or something, but what could they have possibly done or said to make our situation anymore bearable? If I couldn’t and still can’t talk to people who are the closest to me like my daughter and my best mate and now Steve then how could I sit in a room with a complete stranger and spill my thoughts, it’s just not going to happen. It’s like me and Steve are the only two people who know what it was really like; to be there, to hear her last life clutching sentence, to witness her last breath and not be able to do or say anything that would help her in anyway. It’s that feeling of helplessness and failure that cuts you up inside. It will be fifty-two years tomorrow since that horrific event and I’ll tell you that not a single day has past by when I haven’t thought about that evening, when it hasn’t replayed over and over in my mind. That poor women, poor Lynda, she didn’t deserve any of it. I’ll go and pay my respects in the morning, lay the same flowers that I have done every year and cry the same tears that I do every night as I pray. By now you’re all probably wondering why I’m writing all this and why now? Well as you are all fully aware I’m nearly eighty-six and I don’t know how much time I’ve got left. So I just wanted to try and explain in brief what happened back then that made me into the scared, frail man that you see today. I hope that it hasn’t affected you a tenth of what it has for me. I’m sorry for not being able to be strong for my grandchildren and for myself, please forgive that. Don’t be sad when I’m gone because hopefully heaven will be the one place that that day will not affect me. I love you all and thank you with all my heart for putting up with me over these hard years. Look after each other and be happy. How to cite Why me?, Papers

The History and Characteristics of the origins of JAZZ free essay sample

Slaves continued to Interpret life through dance. However, their dances, while based on the radiations of Africa, were Influenced by the European background of the plantation owners and the restrictions that they faced, so the dances changed. African slaves found ways to adapt their dancing and continue their traditions in secret, causing some changes in the dances. For example, since slaves were prohibited from lifting their feet, they created moves that included shuffling the feet and moving the hips and body.The only place where African dances remained outside this influence was Congo Square In New Orleans. From 1805 to 1880 slaves were permitted to dance by the French and Spanish Catholics who inhabited the area. They felt that providing slaves with an opportunity to dance under supervision would make the slaves happier, monitor plans for revolt, and prevent secret voodoo dances from being performed. The dance of Africans is one technique the cultures had of passing on their histories and beliefs. We will write a custom essay sample on The History and Characteristics of the origins of JAZZ or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page African dancing holds more importance than the dance steps of other cultures, since It Is part of their oral history practice rather than solely or social entertainment. The dance passed down each clans beliefs and history long before thieved written records. It Is an element of the oral history of each tribal country. In time, the African dances and songs gradually became urban music and dances which were spirited and lively, and because new steps and variations were constantly being created, the American people have taken an avid interest in this rhythmically strong kind of dance.Jazz dance evolved into three different types in ate sass and early sass: 1) modern Jazz dance that was heavily influenced by classical ballet, 2) a type of Jazz dance that was Inspired by African dances. 3) a type of Jazz dance that consisted of comical music and tap dancing elements. Even though jazz dance was quite popular at the time, it began to lose its footing in the later part of the sass when Jazz music went through some major changes. A new type of Jazz, where rhythms were very complicated, had replaced the big band swinging Jazz, its complex beats had made it hard to dance to.In addition, the birth of the record player and the heavy tax that the USA government Imposed on dance floors, had forced many clubs to terminate their business. With the passing of the older style of jazz dance came new developments in the jazz dance scene. Evolutions of jazz dance have taken place largely in the US and since the US is a mixing ground of various cultures, the new form of Jazz dance have brought together dance and music elements from different sources and backgrounds, such as African and Latin dancers.The Jazz dance we see today has retained many of the old characteristics of the perf orming movement, the Jumping movements such as leaps and kicks and many more. Jazz dance, today, is not limited to using Jazz music as the only accompaniment, it can now be danced to popular music , blues, rock or even disco music; it presents a high level of adaptability and versatility and it allows ample room for incorporating trendy music and dance styles. This has made Jazz dance very popular throughout the world.

Social Media For Employment Determination †MyAssignmenthelp.com

Question: Discuss about the Social Media For Employment Determination. Answer: Author note Asking the permission of the employee to check the social media site has good consequences than not asking the permission. In this case taking permission is considered with consent as morally correct, as the job role of the employee is directly related with the social media presence skills. It will help establish transparent communication with client. In this case the job performance is directly related to the information to be obtained from the employees social media site. Based on the utilitarian ethical theory, there are good consequences when employer approach in morally correct manner in social-media based decision making. Although with the permission of the employee, weighing the advantages and the disadvantages of accessing the employees personal information on social media to make the job decisions, I would consider acting in a non-discriminatory manner. It is because the worst consequences will prevail over the good in case of acting in discriminatory manner and not taking t he consent. The bad consequences may be in the form of the legal liability. Acting in non-discriminatory manner would be morally correct as the information would only be used for legitimate business reasons as per the Kantans ethical analysis. In this scenario, taking consent would preserve the employees dignity and respect (Holland Jeske, 2017). It would be morally and ethically wrong to use the personal information of the employee given on social media for employment determination. Not notifying the candidates in this case can be considered treating the employee without dignity and respect. It will violate the corporate social responsibility, which, is the part of organisational behaviour. NSW and ACT surveillance laws in Australia inform abut notifying the employees. I could consider notifying the candidates than not notifying as it will allow the candidates to rectify any incorrect or inaccurate information as well as explain the situation (Prichard et al., 2015). On the other hand, employees may have information on social media that made me truly public. If a company has no social media screening policy then it may be technically correct to not notify the candidates. In such situation it may be fair and moral to make employment determinant based on the social media as it may not constitute the invasion of privacy. Howeve r, it is difficult to assume that the social media profile of the employee has public access. According to the Personal Information Protection Act and guidelines of BC employees may complaint and take legal actions on suspicion that the employer has used personal information on social media as background check. Moreover, any information posted by the employee on the social media is subjected to BCs personal information protection laws. There are limitations of collecting information without consent. It is the accuracy of the online information being questionable. There is less possibility of collecting the relevant and updated information. There is also high likelihood of uncovering the material that the employee may not wish to divulge (Thomas et al., 2015). The desired information can be taken by the employer in any alternative format if there is no option to look at the social media site of the employee. It is only in a matter of time that the social media screening in employment has begun. Not all the companies has the social media screening policy, so LinkedIn can be used for hiring and not background check. It is the universally accepted site to check the candidates CV and scrutinise their qualifications. It is the professional networking site and eliminates the chance of inaccurate/unreliable information gained by the social media platforms like Facebook, and Twitter (Buettner, 2016). It will prevent breach of privacy rights and legal actions. Alternate option would be simply recruiting through companys websites, job boards, job search engines, Newspapers, walk in applications and referrals. It will eliminate the ethical and practical dilemmas of social media recruiting. These methods are age old practices and constitute effective as part of strategic HRM management theories and outcome depends on effective human resource policies (Ekwoaba et al., 2015). References Buettner, R. (2016, January). Getting a job via career-oriented social networking sites: The weakness of ties. InSystem Sciences (HICSS), 2016 49th Hawaii International Conference on(pp. 2156-2165). IEEE. Ekwoaba, J. O., Ikeije, U. U., Ufoma, N. (2015). The Impact of Recruitment and Selection Criteria on Organizational Performance. Global Journal of Human Resource Management 3(2), 22-33. Holland, P., Jeske, D. (2017). Changing Role of Social Media at Work: Implications for Recruitment and Selection. InElectronic HRM in the Smart Era(pp. 287-309). Emerald Publishing Limited. Prichard, J., Watters, P., Krone, T., Spiranovic, C., Cockburn, H. (2015). Social media sentiment analysis: A new empirical tool for assessing public opinion on crime.Current Issues Crim. Just.,27, 217. Thomas, S. L., Rothschild, P. C., Donegan, C. (2015). Social networking, management responsibilities, and employee rights: The evolving role of social networking in employment decisions.Employee Responsibilities and Rights Journal,27(4), 307-323.

The Effect of Crushed Banana Peels Essay Example

The Effect of Crushed Banana Peels Essay The Banana is a kind of herb that is usually consumed as either food or flavoring. Its peel is often deemed as useless or without any use that It Is Just thrown away. But are banana peels as useless as people think? Banana Peels have Potassium (K) that commonly helps clean your body and is used to manufacture Today, many fleshes have been dying due to polluted waters and careless soap. Oil spills. Fishes are a food source to many and are sources of income for fishermen. Without fishes, livelihood in the country would decrease. We need to cleanse ND purify the bodies of water. However, a major problem Is that unverified water contains heavy metals such as lead and copper. Commercial water purifiers Like tablets are expensive to most and are not proven safe to bodies of waters like rivers and oceans. Another disadvantage goes for distillation, which although is a safe form of water purification, it consumes a lot of energy. The researchers would like to test this study on small fish tanks and if it is able to be proven that banana peels can become a good water purifier that the fishes will have a higher survival rate, a further duty can be made in the future so that banana peels can be made as organic filters In bodies of water to ensure a higher survival right for fishes. We will write a custom essay sample on The Effect of Crushed Banana Peels specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on The Effect of Crushed Banana Peels specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on The Effect of Crushed Banana Peels specifically for you FOR ONLY $16.38 $13.9/page Hire Writer The researchers will do a total of two trials to prove that the banana peels are efficient in filtering water. The by setting up two fish tanks. One with crushed banana peels added, one with none. Recorded observation will be done on a table with the acidity and base levels of the eely purified water. Using banana peels as an alternative for water filters will be cheaper and might even be more effective. With this, we can collect the banana peels consumed by people all around the world and control the amount of landfill trash. With this alternative, we will not only be saving money, but we will also be saving the environment. This will make a more suitable form of water filtration due to its proposed effectiveness and cheap cost. Using banana peels does not affect your health unlike other water filters or methods. These banana peels can clean rivers, treats, and other forms of fresh water, therefore allowing the people to use it if further studies can be made if proven effective. Clean streams and rivers allow us to drink and maybe bathe from it therefore, not raising costs on our water bill. Also, fishes will remain healthy that livelihood and economy will not drop down in the country. Potassium- a chemical element with symbol K (from Neo-Latin gallium) and atomic number 19. Elemental potassium is a soft silvery-white alkali metal that oxidized rapidly in air and is very reactive with water. PH Level- measure of the acidity or basilica of an aqueous solution. Solutions with a pH less than 7 are said to be acidic and solutions with a pH greater than 7 are basic or alkaline.

The Message Of Babi Yar (1136 words) Essay Example For Students

The Message Of Babi Yar (1136 words) Essay The Message of Babi Yar There are very few people in the world who are willing to go against the popular trends and do what they feel in their hearts iscorrect. But Yevgeny Yevtushenko is one of those people. In his poem Babi Yar, he tells the story of the modern persecution of the Jews, focusing on atrocities like those of the massacre at Babi Yar and the pogroms at Beilostok, and also the general anti-Semitism that killed men like Dreyfus and pervades the entire Russian people. The poem uses many literary devices, such as graphic imagery and contrasts, while painting a very clear picture of the scenes of pure horror. We will write a custom essay on The Message Of Babi Yar (1136 words) specifically for you for only $16.38 $13.9/page Order now Babi Yar is written in many different voices, all of which, however, have the same message. The author starts off with his ownperspective, then goes on and describes certain people in modern Jewish history whose lives will forever be remembered as symbols of the time. At the end of the poem the author comes back and speaks in his own voice, yet this time he delivers a message to his people about how they have committed a large number of these crimes against the Jews, yet think that such actions are pure and good for Russia. By switching from the voices of those who were so afflicted by the persecution to a voice of accusation, the author effectively points out how foolish the arguments of the Russians are when they try to point out any validity in killing millions of Jews. The poem starts out with a description of the ravine at Babi Yar. However, all it says is that there is nothing to describe. It callsthe steep ravine, which is the grave sight of one hundred thousand people, the only memorial that is there. This frightens the author, because the massiveness of the tragedy deserves at least some recognition. Then Yevtushenko realizes that fear is a part of Judaism, something that is as old as them, and therefore originating with them. He says that he too must be a Jew for he is afraid of what his people and his society have become. Many years ago, in the ancient days, it would not be such a shock to see the Jews enslaved in Egypt or crucified as a means of torture and death, but even in modern times the same things are going on-he still has the marks from where the nails pierced him. The author has used classical examples of Jewish persecution which every one knows is gone in the physical sense, but show how they still exist in the theoretical aspect, as the persecution is still occurring. In the next three stanzas, the poem takes the standpoint of three figures whose stories are pertinent examples of what Yevtushenko is trying to rely in this poem. First the voice of Dreyfus is used, and the stanza describes how horribly and unfairly he was treated, and how the country and its leaders turned their backs on him. There are two important literary devices used in this section. First the author puts the word pettiness on a line by itself. This is used as a declaration of what the author feels anti-Semitism is based on. It is because of pettiness that Dreyfus was accusedand further because of pettiness that he was not pardoned when it was proven that he had not committed any crime. The next important device is the description of ladies with their umbrellas. This is an image to the wealthy aristocracy of France, who not only turned their backs on Dreyfus and did not help him, but also increased the effort to have him punished unnecessarily. The next Jewish figure whom the author singles out is a boy from the town of Bielostok, where one of the most horrible pogroms ever took place. The entire stanza focuses on the image of how bad the people were who participated in the pogrom. Using graphic images of blood spurting all around and of victims pointlessly begging for mercy, the author clearly shows how wrong the pogroms were and wrong his countrymen were for allowing them to occur. A device the author uses in this stanza is contrast, as in one line he writes how the participants were crying that the pogrom was to Save Russia, and on the next line says that these same participants were beating up his mother, whose existence obviously was not harming the country. .uf3f7808b55b62c0334965695dcde50b8 , .uf3f7808b55b62c0334965695dcde50b8 .postImageUrl , .uf3f7808b55b62c0334965695dcde50b8 .centered-text-area { min-height: 80px; position: relative; } .uf3f7808b55b62c0334965695dcde50b8 , .uf3f7808b55b62c0334965695dcde50b8:hover , .uf3f7808b55b62c0334965695dcde50b8:visited , .uf3f7808b55b62c0334965695dcde50b8:active { border:0!important; } .uf3f7808b55b62c0334965695dcde50b8 .clearfix:after { content: ""; display: table; clear: both; } .uf3f7808b55b62c0334965695dcde50b8 { 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; } .uf3f7808b55b62c0334965695dcde50b8:active , .uf3f7808b55b62c0334965695dcde50b8:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .uf3f7808b55b62c0334965695dcde50b8 .centered-text-area { width: 100%; position: relative ; } .uf3f7808b55b62c0334965695dcde50b8 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .uf3f7808b55b62c0334965695dcde50b8 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .uf3f7808b55b62c0334965695dcde50b8 .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; } .uf3f7808b55b62c0334965695dcde50b8:hover .ctaButton { background-color: #34495E!important; } .uf3f7808b55b62c0334965695dcde50b8 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .uf3f7808b55b62c0334965695dcde50b8 .uf3f7808b55b62c0334965695dcde50b8-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .uf3f7808b55b62c0334965695dcde50b8:after { content: ""; display: block; clear: both; } READ: The Effects of Globalization toward Leadership and Management Essay Anne Frank is the next figure whom the poem highlights. The poet calls her a translucent twig of April. He is using the imageof something small and fragile which can so easily be broken. By this he is showing how weak and frail she was. She was definitely undeserving of the events that she had to live through, but in addition to that she was only a small weak child, as weak as a twig. Even more so he shows how good of a person she was that she was so full of love, yet could not even experience the sky or trees, only sit in a dark room. After these narratives the poet starts the next section of the poem. I n his own voice, he asks his people not to fear love. Ifeveryone just got along, then everything would be nice and happy. He says it will be like spring, which is the usual metaphor for new and better times. This stanza is a general plea to non-Jews that everyone should just be friends and then the process of world harmony will be sped up. This is contrasted to the following stanza where the author again remembers the tragedy of Babi Yar and the Holocaust. Using imagery of bare trees and howling winds, the poem makes a description of winter, which is a metaphor for bad times. So the author contrast the two seasons of winter and spring showing how right now hatred is keeping everyone in winter, but once there is peace then spring can start and life will get better. The rest of the poem focuses on what the Russian people must do to change their attitude about Jews. First the author criticizes them for acting so shamelessly, and then he says that Jews must be accepted by all Russians who can honestly call themselves that. This is compounded when it says that one can truly be a Russian only when he undergoes the same treatment that the Jews go through, only when they experience the same type of hatred. This final statement is a reversal of the general view of the Russian people, and it reaffirms how Yevgeny Yevtushenko is a person who is not afraid to go against the popular opinion in order to make life better.

Laurie Halse Anderson - Award Winning Young Adult Author

Laurie Halse Anderson - Award Winning Young Adult Author When Laurie Halse Anderson was Born: October 23, 1961 in Potsdam, New York Her Background: Anderson grew up in Northern New York and from an early age loved to write. She attended Georgetown University and graduated with a degree in languages and linguistics. After graduation she worked several different jobs including cleaning banks and working as a stockbroker. Anderson did some writing as a freelance reporter for newspapers and magazines and worked for the Philadelphia Inquirer. She published her first book in 1996 and has been writing ever since. Anderson is married to Scot Larabee and together they have four children. (Source: Scholastic) Laurie Halse Anderson’s Books: Anderson’s writing career is prolific. She’s written picture books, fiction for young readers, nonfiction for young readers, historical fiction, and young adult books. Here are some of her most well-known books for teens and tweens. Speak (Speak, 2006. ISBN: 9780142407325) Read Speak Review Twisted (Speak, 2008. ISBN: 9780142411841) Fever, 1793 (Simon and Schuster, 2002. ISBN: 9780689848919) Prom (Puffin, 2006. ISBN: 9780142405703) Catalyst (Speak, 2003. ISBN: 9780142400012) Wintergirls (Turtleback, 2010. ISBN: 9780606151955) Chains (Atheneum, 2010. ISBN: 9781416905868) Forge(Atheneum, 2010. ISBN: 9781416961444) For a complete list of all her books, including out of print books, visit the Laurie Halse Andersons  Web site. Awards and Recognition: Anderson’ s award list is long and continues to grow. Besides being a New York Times bestselling author and having her books listed multiple times on the American Library Association’s many teen lists, she has received starred reviews from the Horn Book, Kirkus Reviews, and School Library Journal. Her most prestigious awards are the following: Speak 1999 National Book Award Finalist2000 Printz Honor bookEdgar Allan Poe Award Finalist Chains   2008 National Book Award Finalist2009 Scott O’Dell Award for Historical Fiction   Catalyst  Ã‚     2002 Odyssey Book Award   (Source: Authors 4 Teens Web site) In 2009 Anderson received the American Library Association’s Margaret A. Edwards Award for significant and lasting achievement in young adult literature. The award focused specifically on Anderson’s books Speak, Fever 1793, and Catalyst. Censorship and Banning Controversies: Some of Anderson’s books have been challenged based on their content. The book Speak is listed by the American  Library Association as one of the top 100 books challenged between the years 2000-2009 and has been banned from some middle and high schools for sexuality, situations of suicidal thoughts in teens, and gritty teenage situations.  School Library Journal interviewed Anderson about Speak after a Missouri man tried to get it banned.  According to Anderson, there was a huge outpouring of support with people  posting comments and stories.  Anderson also received several requests for interviews and comments.  (Source: School Library Journal) Anderson takes a strong stance against censorship and discusses the topic along with her books on her Web site. Movie Adaptations: A movie adaption of Speak was made in 2005 starring Kristen Stewart of Twilight fame. The Author Online: Anderson stays in touch with her fans and provides materials for teachers and librarians on her Web site. Laurie Halse Anderson Trivia: Anderson milked cows and worked on a dairy farm to earn money for college.She loves listening to Mozart’s’ Requiem.A motto that Anderson lives by is: When life gets tough, pick up a book and read. (Source: Simon and Schuster Web site)

Sas Case Study Essay Example

Sas Case Study Essay Example Sas Case Study Essay Sas Case Study Essay Succeeding with old-fashioned values in a new industry 1 (revised September 2010) Adapted by CH Besseyre des Horts from C. A. OReilly III J. Pfeffer (2000) : Hidden Value, how great companies achieve extraordinary results with ordinary people, Harvard Business School Press, pp. 99-117. 1 1 CASE STUDY THE SAS INSTITUTE : Succeeding with old-fashioned values in a new industry TREATING PEOPLE DIFFERENTLY (and better) than they expect to be treated, and differently than other companies in the industry treat them, is not something that only works in retailing. Even in the world of high technology and software development, there is a case to be made for being different. And few companies in this industry are as different as the one described in this chapter : SAS Institute that was ranked in 2010 the #1 Best Company to Work For in the USA 2 , # 10 in India 3 and among the 25 Top Employers in China 4 . SAS Institute, the largest privately owned software company in the world, is an anachronism. In an era of relentless pressure, this place is an oasis of calm. In an age of frantic competition, this place is methodical and clearheaded. In a world of free agency, signing bonuses, and stock options, this is a place where loyalty matters more than money. In a world of outsourcing and contracting out, SAS Institute outsources and contracts out almost nothing. Day care workers, onsite health professionals, food service workers, and even most security guards are all SAS Institute employees. In an era of managed care, SAS offers a full indemnity health plan with low deductibles. In almost every respect, SAS Institute seems like a throwback to an earlier era, to a time when there were long-term attachments between companies and their people, and large, progressive organizations such as Eastman Kodak, S. C. Johnson, and Sears offered generous, inclusive benefits in an effort to enhance the welfare of their workforce. Not all observers seem to approve of this form of employment relationship. Some people say that SAS Institute reeks of paternalism or a plantation mentality in a world otherwise dominated by market like labor market transactions. For instance, an article in Forbes stated, More than one observer calls James Goodnights SAS Institute, Inc. , the Stepford software company after the movie The Stepford Wives. In the movie, people were almost robot-like in their behavior, apparently under the control of some outside force. Another article noted, The place can come across as being a bit too perfect, as if working there might mean surrendering some of your personality. Of course, no one is forced to work at the company, and there are many nearby opportunities available. SAS Institute is so inclusive and comprehensive in what it does for its people that it makes some observers, more accustomed to the arms-length, occasionally adversarial relationship between employers and employees now so typical in organizations, uncomfortable. Certainly, aspects of the companys generous benefits, spacious, campus-like grounds, and concern for the total welfare of all of its people seem out of place in contemporary management practice. What a puzzle! How can a company that operates like firms did fifty years ago succeed in todays economy-not only that, but succeed in one of the most high-technology sectors of that economy, software? SAS Institute poses a second mystery. The conventional wisdom is that turnover is endemic and inevitable in high technology in general and software in particular. In these industries 2 3 http://money. cnn. com/magazines/fortune/bestcompanies/2010/full_list/ greatplacetowork. in/best/list-in. htm 4 topemployers. com. n/en/employers/OurProjects/ChinasTopEmployers2010/CertifiedorganisationsA Z. aspx 2 there is a tremendous shortage of people, and job hopping is an accepted and even expected part of peoples career strategy. But SAS Institute, with no signing bonuses, no stock options, no phantom stock-none of the gimmicks that have come to be taken for granted as ways of inducing people to join and remain in companies-has a turnover rate of less than 4 percent. Never in the more than thirty-two years of the companys history has turnover been above 5 percent. SAS Institute is located in Cary, in the Research Triangle area of North Carolina. It is surrounded by numerous pharmaceutical companies, as well as by IBM, Northern Telecom, and many other high-technology and software companies, so SAS people would not have to move geographically if they wanted to change jobs. How in the world has SAS Institute kept its turnover so low and succeeded so well in wooing and retaining the talent that has permitted the company to flourish? BACKGROUND SAS Institute was founded in 1976 by Dr. James Goodnight, John Sall, Anthony Barr, and Jane Helwig. Goodnight, today the CEO, was an undergraduate in applied mathematics at North Carolina State University in the 1960s. The son of a hardware store owner, he helped pay his way through college by moonlighting as a programmer. After graduating, Goodnight worked for General Electric on the ground control system for the Apollo space program before returning to North Carolina State to obtain his doctorate in statistics in 1971. He then joined the faculty on a so-called soft money appointment-a position in which you had to go out and get the grants to pay your own salary. Goodnight and Barr, who had worked for IBM for two years developing an information system for the Pentagon and was now also working at State, thought it was wasteful to have to write a new program every time students wanted to do a new statistical analysis. They decided to develop a uniform program that could be used over and over, and that could solve lots of different kinds of [statistical] problems. Having developed such a system, they leased SAS (Statistical Analysis System) to other agricultural schools in the region and to some pharmaceutical companies. When the soft money began to dry up, they were told they could stay on at the university but would have to pay their own salaries. Instead, they left and formed their own company. When that company, SAS Institute, Inc. , began in 1976 as an independent entity, it already had 100 paying customers and was cash flow positive. Except for a mortgage on its first building, SAS Institute has never had any debt, nor has it ever had to raise outside venture or other equity capital. What about ownership of the intellectual property? North Carolina State ceded them all copyrights on the program in exchange for free upgrades. If this seems generous, consider that in the 1970s there really wasnt a software industry and no one knew what software was worth. As Jim Goodnight recounts, when his wife would tell people her husband worked in software, they thought it was some type of clothing or undergarments. One of the cofounders, Anthony Barr, sold his 40 percent stake in the company for about $340,0 00 in 1979. Jane Helwig left to found another software company, Seasoned Systems, with her husband and then decided to attend medical school. She now practices obstetrics/ gynecology, and her stepsons, Mark and David Helwig, work for SAS Institute. Today, James Goodnight owns two-thirds of the company; the other cofounder, John Sall, owns the other third. Goodnights two-thirds stake of SAS Institute means that, according to Forbes, he is the forty-second richest person in the world. John Sall, also a billionaire, is not active at all in the 3 management of SAS Institute and does not want to be. He sees himself as a statistician and a software developer-not a businessperson or a manager. Over the years, the SAS program has expanded to become a twenty module system for data warehousing, data mining, and decision support. With 6. million lines of code, the massive program is used by the U . S. Census Bureau to count and categorize population, by the Agriculture Department to develop crop forecasts and by the long distance phone companies to figure out how much to charge for each call . Banks use SAS Institute software to do credit scoring, hotels use the product to manage frequent visitor programs, and catalog companies use the system to help decide which people to mail particular catalogs. The original statistical analysis package that was the foundation of the company currently contributes less than 2 percent of total revenue. SAS Institute operates on a worldwide basis. In 2009, the company has many sales offices in the United States and more than 400 offices globally, as well as 600 licensed distributors. Ninety-seven percent of the Fortune 100 companies use SAS software, as do more than 93 percent of the Global 500. SAS Institute has more than 45,000 customers sites throughout the world in 122 countries 5 . Because SAS Institute is privately owned, information on its finances is not publicly available. Figures 1 and 2 present information on sales revenues for the past 23 and 33 years. SAS Institute is currently the largest privately owned independent software company. SAS Institute has enjoyed double-digit revenue growth since its founding. Year Revenues (millions US $) 1986 98 1990 240 1994 482 1998 871 2002 1. 180 2005 1. 68 2007 2. 15 2008 2. 26 2009 2. 31 Figure 1 : Annual Sales Revenues for SAS Institute 1986 – 2009 6 Figure 2 : SAS Annual Revenue History 1976 – 2009 3 5 6 SAS Institute company fact sheet ( sas. com/company/about/statistics. html ) Annual report SAS Institute 2009 ( sas. com/corporate/annual-report-current. df) and company fact sheet ( sas. com/company/about/statistics. html ) 4 The company has no single competitor that provides precisely the range of software products it does, but in segments of its business it competes with companies such as SPSS that offer statistical analysis and graphic packages, with vendors of decision support and graphics, or with database management companies such as Oracle; Although originally running only on mainframes, SAS applications run on midrange computers, workstations, and personal computers as well as on a variety of mainframe platforms. The company is to use Internetand intranet-based applications. SAS Institute has spent in 2009 about 23 percent of its revenues on research and development, an amount that has remained remarkably constant over the years and is about twice the average for the software industry. SAS Institute employs about 11,325 people (end of 2009), approximately 38% of them work at corporate headquarters at Cary. Almost all of the companys software development occurs at Cary, with the other offices performing account management and service support. If anyone thinks that SAS Institutes success was foreordained by its being at the right place at the right time, a comparison with SPSS is particularly revealing. SPSS was founded in the late 1960s by three Stanford University graduate students to offer packages for statistical packages. SPSS incorporated in 1975 and set up its headquarters in Chicago. In August 1993, SPSS offered stock to the public. SPSS applications originally ran only on mainframes, but in the 1980s they were migrated to a personal computer operating environment. In 1996, desktop revenues were almost 80 percent of total revenues. SPSS traditionally offers data analysis and graphics software, process documentation, and various management products. More recently, SPSS principal activity has moved to provide technology that transforms data into insight through the use of predictive analytics and other data mining techniques : SPSS solutions and products enable organizations to improve decision-making by learning from the past, understanding the present as well as anticipating future problems and opportunities. Although its origins in a university were similar to SAS Institute and it was founded at about the same time, the growth of the two companies has been quite different. In the fiscal year that ended December 31, 2008, SPSS had revenues of $302. 9 million 7 , less than one-seventh that of SAS Institute and about 1,200 employees compare to more than 11,000. SPSS was subsequently acquired late 2009 by the giant IBM 8 in order to reinforce its predictive analytics solutions’ offerings. Strategy SAS Institutes business strategy is built on relationships. As described in the companys 1996 annual report, The Institute is founded on a philosophy of forming lasting relationships with our customers, our business partners, and our employees. These critical relationships, combined with our leading-edge software and services, together form the basic elements of our success. Relationships are important because, unlike many software vendors, SAS Institute does not sell products and subsequent upgrades but rather offers site licenses, provided on an annual basis after a thirty-day free trial. The software is not cheap. A charge of $50,000 a year for 50 users is typical. However, the licenses include free upgrades to new versions of the software and outstanding customer support. Initial first-year revenues are less than if the product were sold outright, but over time, revenues from a given customer will be 7 8 corporateinformation. com/Company-Snapshot. aspx? cusip=78462K102 spss. com/ibm-announce/ 5 higher as long as that customer remains with SAS Institute. The companys license renewal rate is over 98 percent. Early 2009, the economic crisis situation has not impacted the optimistic view of the market as expressed by Jim Goodnight in the 2008 annual report : In 2008, organizations of all sizes- spanning every industry and geography- felt the effects of a slowing economy. Though everyone is still trying to see the light at the end of the tunnel, I am optimistic about the future, and I’ll tell you why. Businesses have been forced, by necessity, to get back to basics- to focus on the essentials that can help them weather this economic crisis. If the market has taught us anything, it is that no matter how bad things get, they will get better. How individual businesses conduct themselves in the face of such dire economic circumstances will help determine who will be around when things begin to improve†¦ 9 This positive vision was confirmed early 2010 by Jim Goodnight in the 2009 annual report : â€Å"Our optimism and determination in the face of an uncertain economy paid off last year, and we finished 2009 – our 34th consecutive year of growth – with global revenues of US$2. 31 billion, up 2. 2 percent over 2008 results. Our revenue from software sales alone jumped 3. 3 percent at a time when the software revenue of other major vendors has been declining. Customers are increasingly turning to SAS ® solutions to maximize effective customer relations, more effectively manage operations and engage in better risk management. Software revenue was strong in several areas, including customer intelligence, credit risk, supply chain and text analytics, attesting that companies striving to survive in a down economy, and succeed in times of recovery and growth, need such solutions to answer complex business problems, spur innovation and enable success. † 10 Customer support is one key to maintaining satisfied customers. SAS Institute has one technical support person for every 100 customers. Customer loyalty is intense. Like many software companies, SAS Institute sponsors user group meetings. One difference is the loyalty of the users who attend these meetings. SAS veterans of previous user conventions wear up to 20 badges on their jackets as a demonstration of loyalty. Howard Dresner, research director for the Gartner Group, sometimes speaks at SAS user group meetings and commented, I was afraid that if I said anything negative they [the users] would lynch me. Product development at SAS Institute is also based on staying in very close touch with customers and giving them what they want and need. Jim Goodnight said : Listen to the customers. Give them the software they want. There is no reason to develop software they dont want. . . . Once a project is underway, well have a few of our customers come in that we know are interested. in a particular area and have meetings with them and have them test the software weve developed. . . . If we could make these products fit the needs of half a dozen companies through these strategic partnerships, it will pretty well fit the needs of other companies as well One way information is acquired is by meeting with users in user group conferences. SAS Institute has six regional user groups in the United States, one international group, and a dozen country-specific user groups. It also sponsors a number of user group conferences throughout the world each year. At user conferences, the company holds a contest asking questions about the SAS software, for which customers have been known to study for days. 9 10 Annual report SAS Institute 2008 Annual report SAS Institute 2009 ( sas. com/corporate/annual-report-current. pdf) 6 Each year the company sends each of its customers a ballot asking what features they would like to see. From tabulating the results of that ballot, the company decides on its development priorities for the coming year. The company does not have a focused product strategy, nor does it engage into along-range planning. Goodnight believes that the industry is evolving too rapidly for such planning and, as he puts it, I am not as much of a visionary as Bill Gates, so I cant tell where the industry is going. The company will not turn down a product idea that seems sound, even if the idea doesnt fit tightly into the existing product line. As David Russo , formerly the vice president of human resources commented, the company operates on the philosophy of the educator Maria Montessori, namely, that creativity should be followed not led. Russo noted that if youre hiring creative people, you give them their head, you tell them that its all right to take chances and you mean it, they will do their best. People at SAS Institute are encouraged to do new things. David Russo commented: Have you ever heard us talk about the holes ? He [Goodnight] says that hes dug a lot of holes. The only smart thing is knowing when to quit digging. . . We dont know if its going to make a lot of money for the company or not. But the technology out there is exciting and it might turn into something. Go for it. As one consequence of this customer-focused, employee-initiative product development philosophy, SAS Institute is developing video games and is moving heavily into educational software. Neither of these areas is within the scope of its t raditional focus on statistical and data mining products. These new products are being internally incubated, not obtained through acquisitions. One other important element of SAS Institutes business is its drive for market share and revenue growth. David Russo commented that the company, and Jim Goodnight, wants the software everywhere. If its a choice between making X dollars per sale or having more people have the software, he would rather have the software everywhere. He [Goodnight] thinks that there is no reason that any midsized or large enterprise shouldnt be using SAS. They should be using SAS for everything. So his perspective is, it should be out there. And as a result, hell try anything. SAS INSTITUTE PHILOSOPHY AND VALUE The fundamental way that SAS Institute operates has been the same since its inception and is premised on a small, consistent set of values and beliefs. One is the desire to create a corporation where it was much fun for the workers as for top management. Two principles are inherent in that statement. The first is the principle that all people at SAS Institute are treated fairly and equally. In its practices and day-to-day operations, the company is a very egalitarian place. Jim Goodnight nor anybody else has a reserved parking space. His health plan is no different from that of the day care workers. There is no executive dining roomeveryone regardless of position can eat at one of the on-site company cafeterias, where highquality, subsidized food is accompanied by a pianist playing during the lunch hour. Everyone at SAS Institute has a private office, not a cubicle. Dress is casual and decided by what the person feels comfortable wearing. As Goodnight explained, Four of us started the business. When we started, there were no employees, we were all principals. What we tried to do was to treat people who joined the company as we ourselves wanted to be treated. . . The 7 company is characterized by an egalitarian approach. The second important principle is that the workplace should be fun and people should be treated with dignity and respect. This philosophy comes from Goodnights early experiences. When he worked for General Electric on the Apollo space program, although the work was interesting, the job environmen t was not good: We had guards at the door every day. . . . We had to sign in. Youd go down the hall and put your quarter in the machine and get a cup of coffee out. A lot of these things, I found somewhat offensive. Essentially, SAS Institute believes in the power of reciprocity-that people feel obligated to return favors that are done for them. Or, more prosaically stated, if you treat your people well, they will treat the company well by being loyal and dedicated in return. Jim Goodnight has commented that he likes being around happy people. Who wouldnt ? He and other SAS Institute leaders believe that if you take care of your people, they will take care of the company. As one manager put it, the basic philosophy is one of trickle down-if you treat people well, things will take care of themselves. A third, interconnected part of the philosophy that guides SAS Institute is a belief in and reliance on intrinsic, internal motivation. Part of trusting people is treating them like resp onsible adults and relying on them to do a good job. Barrett Joyner, vice president of North American sales and marketing, noted that the emphasis is on coaching rather than monitoring and controlling. Trust and respect- its amazing how far you can go with that. The importance placed on people comes from the fact that SAS Institute operates in a business critically dependent on intellectual capital. David Russo, who was head of human resources for more than seventeen years, explained: The best way to produce the best and get the best results is to behave as if the people who are creating those things for you are important to you individually. Every night at 6 oclock, all of our assets walk out the door†¦We just hope they come back at nine the next morning.. If you believe that, then its just a waterfall of common sense. It just means that you take care of the folks who are taking care of you. . . . Why we do the things we do is whats important. The things we do are secondary. . . . They are just a natural outgrowth of a philosophy that if you really mean that your people are important, you will treat them like they are important. The final part of the SAS Institute philosophy comes from an important insight about the business and economic benefits that come from creating an environment in which both the physical aspects the workplace and the services offered to employees relieve the stress and the day-to-day concerns of people: We believe that an employee with some of the normal workday stresses relieved . . is more productive, not only for that day, but comes back more refreshed and able to be more productive that second day . . . and so on, explains Russo. The point of the strategy is to make it impossible for people not do their work, by removing as many distractions and concerns possible. The ideas that people are important, that if you take care of them they will take care of the company, and that taking care of them involves treating them as you yourself might want to be treated are not particularly novel or complicated. What makes SAS Institute fairly unusual is that it actually lives by these simple precepts. Implementing this philosophy requires taking 8 a long-term approach. SAS Institute definitely thinks long term. Goodnight commented, We only take a long-term view of all issues. Since any project will take at least one to three years to come to fruition, a long-term perspective is required This long-term perspective extends to the management of people at SAS Institute. HOW SAS INSTITUTE MANAGES ITS PEOPLE The management practices SAS Institute uses are all premised on the idea that in an intellectual capital business, attracting and retain talent is paramount, and that the way to attract and retain good people is to give them interesting work to do, interesting people to do it with, and treat them like the responsible adults that they are. It is a management system based on trust and mutual respect. The fact that it is so unusual says something about most contemporary organizations and their leaders. The fact that the system works so well says a lot about human potential and what it takes to unlock that potential. Benefits and the Work Environment SAS Institute is probably most famous for its generous, family-friendly benefits and pleasant physical work environment. As already mentioned, everyone (including assistants) has a nice private office and is provided with the latest computer equipment. As in many organizations, the philosophy and practices reflect the founders early experiences and their reactions to those experiences. Goodnight tells about interviewing for a job as a computer programmer-a job he did not take- when he was a young man: The programmers sat in desk after desk, lined up row after row, in a building that was like an aircraft hangar. No walls, no privacy. Company headquarters at Cary consists of eighteen buildings scattered over a 200-acre campus-like setting with a lake and beautiful grounds and forests. The grounds feature outdoor sculpture and picnic areas, as well as hiking trails. People sometimes bring their friends and family to the grounds on the weekend for picnics or hiking. The building are architecturally interesting, with atriums and light wells. Goodnight himself oversees their design. They are beautifully decorated with art something that a committee of four, including an artist-in-residence as well as Goodnight, attends to. Company policy is for people to work about thirty-five hours a week, or a 9 to 5 work day with an hour for lunch and exercise. If you call after 5 P. M. , the voice mail system tells you that the company is closed. As David Russo noted, if you shot off a tell gauge shotgun in the parking lot on a typical Wednesday at 7 P. M. , you wouldnt hit anything. Goodnight and other senior leaders have the same schedule. Betty Friend, the director of corporate communications, has contrasted SAS Institute with other software companies, commenting, you know that old joke about Microsoft having flex time, they dont care what 18 hours you work? The company believes that people dont perform effectively when they are tired. Jim Goodnight commented: Ive seen some of the code that people produce after these long nights and its garbage. You throw it away the next day and start over. . . You have got to be alert and sharp to be a good programmer. . . . Id rather have sharp, focused people that write good code that doesnt need as much testing. I recently came back from a Microsoft conference and they said that now Microsoft has three testers for every programmer. 9 The reduced work hours permit people to have both a job and a life. It means that women dont have to give up their careers if they want to s ee their children. As a consequence, at SAS Institute more than 50 percent of the managers are women, a relatively high percentage for the software industry. The company has been able to attract and retain both men and women with its work-family balance. The company has a number of other amenities and benefits, such as an on-site 7,500-squarefoot medical facility staffed by six nurse practitioners, two family practice physicians, a physical therapist, massage therapist, and a mental health nurse. The average waiting time to be seen, if you have an appointment, is five minutes. When waiting times increase (for instance, because of the growth in the number of SAS people), the medical facility adds people, adjusts hours, or does something else to reduce the waiting time. SAS Institute recognizes that time is money and that time spent obtaining medical care cant be used on work. The facility is free to employees and their families, although there is a small copayment required for the massage therapist. The companys full indemnity health plan-not an HMO or a PPO, and with no managed carehas a $100 deductible per person, $350 per family, and covers first dollar costs for many things. Nonetheless, SAS Institutes health care costs are $1,000 per employee below the average health care costs for plans that arent nearly as ich as theirs. The SAS Institute health plan includes vision care, hearing, a go dental plan, free physicals, free mammography, and many other benefits. Gail Adcock, the manager of corporate health services, noted that the goal of her group was to keep people at work and to decrease turnover, not simply to save money. SAS Institute also provides on-site Montessori day care, with one staff for every three children. Although the day care was originally provided completely free, SAS employees now pay about one third of what the comparable fee would be in the market. Between the on-site and subsidized off-site care, SAS Institute provides child care for 528 children. SAS Institute has a fitness center that includes a large aerobics floor, two full-length basketball courts, a private, skylit yoga room, and workout areas segregated by gender. . . . Outside, there are soccer and softball fields. All of this is free to employees and their families. SAS Institute provides towels and even launders exercise clothes, also for free. The company estimates that 65 percent of its people use the exercise center two of more times per week. SAS is noted for its snack facilities-refrigerators and small eating areas- scattered throughout the buildings. Every Wednesday afternoon, plain and peanut MMs are distributed to these snack areas on every floor and every building. SAS Institute uses 22. 5 tons of MMs a year. SAS Institute was one of the early companies to offer benefits for domestic partners. It provides on-site help in arranging elder care. The company provides financial assistance and paid leave for adoptions. The companys cafeterias provide excellent food at subsidized prices, with live piano music in the background. Families are encouraged to use this facility, and many parents will eat lunch with their children who are at the on-site day care facility. A program provides undergraduate scholarships to SAS Institute employees on a competitive basis. The company even helps with housing: It sells some of the land it owns to employees at discounted prices so they can build homes. The idea behind all of this is to remove distractions that keep people from focusing on their jobs and also to reduce the stresses that come from dealing with the common demands of life. 10 For SAS employees not working at Cary, every effort is made to provide similar levels of benefits and amenities, either on site or by purchasing them for employees at local vendors. The idea is to provide Cary-level care for everyone. Performance Management David Russos theory of performance management is simple: Give people the tools to do their jobs and then let them do it, while holding them accountable. Every SAS product manual includes the names of the developers and testers who created or updated the software. Try finding the name of any person in the product manuals for most software companies, such as Microsoft. SAS Institute has eliminated the performance appraisal form. David Russo explained the decision: We dont do performance appraisals. Why? Because theyre stupid. Because everybody hates them. Because they take an inordinate amount of time with always a negative result. Instead of formal appraisals, managers commit to spending time talking to their people and providing feedback on a regular basis, at least three times a year. In return for getting rid of the appraisals, managers also committed to walking around and talking to their people. Russo believes: If there were a good performance appraisal process, everybody would be using it. . . . So what happens is companies institute a new performance appraisal process, it works for a while because its new, and all of a sudden it starts to slide and then they start looking for something else. . . .I dont think you can really manage someones performance. I think you can observe the results. . . . I think you can set short- and long-term goals. And you can sit back and see if it happens or i1 doesnt happen. The companys fundamental approach to performance management entails setting high expectations for both conduct and performance, which then become self-fulfilling, and giving people the freedom to do what they like to meet these expectations. John Boling, director of the educational technologies division, said: When Ive wanted to do research, Ive had the opportunity. When Ive wanted to travel, Ive had the opportunity. When Ive wanted to publish, Ive had the opportunity. Its been pretty much my taking the initiative. . . . We assume that you have talent, creativity, and initiative. You have to be able to take that and run with it. SAS Institute operates on the basis of trust. Violations of that trust are not sanctioned. The company, therefore, has no sick days or sick leave policy. Nor does it have a sick child care program. Jim Goodnight believes if a child is sick, it should be home with its mother or father. Commenting on the companys sick day policy and the issue of trust, David Russo said: We dont have sick days. If youre sick for six months, youre going to get flowers, youre going to get candy, youre going to get a lot of concern and a lot of visits. If youre sick for six or seven Mondays in a row, youre going to get gone. Its a simple thing. . . . Now, do we have free riders ? Absolutely, and guess who figures them out? Their peers. Management doesnt have to take care of that. They surface and they either get right or eventually . . . they get gone. Its just the way it is 11 Managers are evaluated principally on their ability to attract and retain talent. The company believes that in a business based on skill and know-how, if it can get and keep the best people, the rest will take of itself. Pay Practices SAS Institute provides none of its employees with stock options, phantom stock, performance shares, or similar schemes. Goodnight has referred to stock options as Ponzi schemes. The company does contribute to the maximum allowed by Internal Revenue Service regulation, 15 percent, to employees profit sharing (40lk) retirement plans. There is no matchingemployees do not have to contribute anything. SAS Institute has done this for more than twenty years, a record unmatched by any other company. A small bonus based partly on the companys financial performance, typically on the order of 5. percent to 8 percent, is paid at the end of the year. Base salaries are quite competitive with the industry and are adjusted annually, although people have taken pay cuts to work at SAS Institute because they value the work environment so highly. Salary increases are based on supervisors assessments of an individuals performance, so in that sense, there is a merit pay system. However, SAS Institute tries to deemphasize the importance of financial rewards because most SAS managers dont believe money is a very effective motivator. As David Russo put it, A raise is only a raise for thirty days. After that, its just somebodys salary. Its one thing not to emphasize financial rewards in software development and administration. But SAS Institute eschews the piece rate system even for its sales organization. Account representatives do not receive commissions on sales. Goodnight noted, commissions do not encourage an orientation toward taking the customer and building long-term relationships. Also, a commission culture tends to be more high pressure and high stress than what the leadership wants for their company. Barrett ]oyner, head of North American sales and marketing, described their philosophy and approach to achieving performance: We have sales targets, but mostly as a way of keeping score. I want to make the numbers, but I want to make the numbers the right way†¦. Im not smart enough to invent on a formula. People are constantly finding holes in incentive plans. He commented that many companies used incentive systems a of signaling what was important, that is, as a communications device. Joyner said that instead of using incentive schemes for this purpose Here, we just tell people what we want them to do and what we expect. To further downplay individual short-term performance, SAS Institute does not even post comparative sales data by name. Some observers believe that this kind of pay system does not encourage the best people to join and remain in the organization. Instead, the thinking goes, these high-potential people will go to places where they can do better financially. The re is, of course, no way of definitively answering this concern. However, Barrett ]oyner had the following cor on this issue: As you know, we move people around a lot at the Institute, so even though we have low turnover, account representatives may change assignments. I frequently get calls from 12 customers that say, I dont want to lose my account executive. How many software firms do you know where that happens? Training, Career Development, and Mobility SAS Institute believes in training, but it is almost all internally done. New employees receive an orientation program from senior managers history of the company, its vision, and its values. New employees learn about the products, the organizational structure, the business model, and the customers. Long-time employees really enjoy and value helping with this socialization. A lot of technical training takes place. For instance, in a nine and a half month period in 1997, about 400 technical training seminars were held that had a total of 3,000 people in attendance. In the sales organization, new people receive two weeks of training in Cary, but the company is moving to a five to six-week program delivered over a six-month period to beef up sales training effort. SAS Institute does not offer tuition reimbursement for outside classes. Although it has sent people to outside management or leadership training programs on rare occasion, the emphasis is very much on doing things internally. SAS Institute tries to make it easy for people to move laterally – there are no functional silos. As David Russo noted: There are no silos of research and development, there are no silos of marketing and sales, there are no silos of technical support. Everything is based on a tool kit. If your tool kit fits this divisions model for business and you want to do that, chances are pretty good youll get to do that. And if two years later you see something else you want to do and its across three organizational boundaries, you get to do that†¦. In an intellectual capital organization like ours, the most important thing you can do is engage the individuals energy so that they can apply it to the thing that excites them most, their work. SAS Institute believes that people will have three or four careers during their working lives it would like for all of those careers to be within SAS Institute. The company has a very flat organizational structure. Depending on the particular division, there are only three or four levels in the company. Jim Goodnight has twenty-seven direct reports. He noted that my management style is to let people manage their own departments and divisions with as little interference from me as possible. The company structure is fairly informal, and the firm does not have a formal organization chart. One of the most important aspects of careers at SAS Institute every manager is a working manager-they do their own jobs as managing others. This model even extends to Goodnight, who spends about 40 percent of his time programming and leading product development teams. He noted, running a big company like this is pretty boring. Another dimension is the ability to move from an individual contributor role to a managerial role, and back, without penalty. A number of people have preferred less managerial responsibility and more programming activity, and this is possible. This practice is consistent with Russos previously cited philosophy of letting people do what theyre good at and what they want to do-and permitting them to discover what they like an d are good at by doing it. 13 As one might imagine in a company with a strong culture, fit is important in hiring, promotion, and retention decisions. SAS Institute wants people who are team players, not those who seek to stand out, to be particularly important, or to be treated like stars. Barret Joyner encourages people to think about what they really want out of their jobs and to be clear and direct about this. In considering this question, one former employee said, I want to be able to have performance that permits me to do whatever I want. When I walk down the hall, I want to feel like Im the man. ]oyner told this individual that this sounded like a wonderful goal and that he (Barrett) would him achieve it-at another organization. As David Russo has SAS Institute is not a good place for someone who wants to feel like a star feel or particularly important. At SAS Institute, everyone is important and the contributions of all are valued and recognized. Outsourcing and the Use of Temporary Help SAS has a simple policy with respect to the practice of using contract programmers supplied by so-called body shops (for instance, in India or Pakistan), a practice common in high technology, particularly the Silicon Valley. It doesnt use them. It also has a simple policy respect to contracting things out-it doesnt. SAS Institute used to have an outside public relations firm, but has now taken this back inside. SAS Institute does its own training; develops and prints its own materials, including marketing materials and product manuals; and even runs its own publishing organization that publishes books about the SAS program, including those written by outsiders. Why does it do this? Barrett Joyner said, If you want something done right, own it and control it. He noted that most companies contracted out activities in an effort to save on costs. They frequently got products or services that may have cost less, but were also of lesser quality. The question soon becomes, How little can one get away with? SAS Institute is not that focused on short-term costs in the first place, so cost savings are less critical. It is focused on doing things in a quality fashion, and it believes the best way to ensure quality is to manage the process internally. But why not contract out non-essential or non-core activities such as health care, day care, the food service, and so forth? The answer is actually quite simple: Those activities are viewed as being core at SAS Institute. If the company is organized around the attraction and retention of talent not through throwing money at people but by providing a good work environment, then activities involved in building that work environment are actually quite central to the companys operations. Many people at SAS comment on how other firms make poor decisions about what are and are not core activities and get themselves into trouble in the process of ostensibly saving money. 14 ANNEX EXCERPTS FROM THE 2009 SAS INSTITUTE ANNUAL REPORT Source : sas. com/corporate/annual-report-current. pdf 15 Leadership and innOVaTiOn Our customers can count on us – today and tomorrow. Our leadership is built on the combined strengths of our software, our domain expertise and more than 34 years of experience helping customers across organizations, industries and governments around the globe succeed. We listen to customers to understand their needs, and we give our employees the freedom to explore new ideas to address those needs. While our company continues to grow, we remain true to our long-standing goal of helping customers transform how their businesses work and sustain a culture of factbased decision making. Our business analytics framework provides customers with a flexible and straightforward path for achieving their key objectives and gaining maximum return from their information assets. Today, SAS is the world’s largest privately held software company, with more than 11,000 employees and staffed offices in 55 countries. Together, we provide software and services to more than 45,000 sites in 119 countries. And the guiding principles that launched this company in 1976 are still the foundation of our growth and success: ? Commitment to customers. ? Appreciation of and dedication to employees. ? Adherence to the highest standards of quality and performance of our software. ? Continual innovation that creates lasting value. As the economy continues on its journey toward recovery, we pledge to maintain and enhance these principles, for they have proven their value in helping us achieve success since the company’s inception in 1976 and will continue to do so for many years to come. For more than 34 years, SAS has given our customers THE POWER TO KNOW ®. www. sas. com | annual report | 2009 Jim Goodnight, CEO and founder of SAS. LeTTer FrOm The CeO Our optimism and determination in the face of an uncertain economy paid off last year, and we finished 2009 – our 34th consecutive year of growth – with global revenues of US$2. 31 billion, up 2. 2 percent over 2008 results. Our revenue from software sales alone jumped 3. 3 percent at a time when the software revenue of other major vendors has been declining. Customers are ncreasingly turning to SAS ® solutions to maximize effective customer relations, more effectively manage operations and engage in better risk management. Software revenue was strong in several areas, including customer intelligence, credit risk, supply chain and text analytics, attesting that companies striving to survive in a down economy, and succeed in times of recovery and growth, need such solutions to answer complex business problems, spur innovation and enable success. Growth rates of our industry-based software solutions were highest in financial services, government, health care, insurance and retail. Strong sales to financial services firms demonstrates the confidence these companies have in our ability to help them solve intricate business issues and navigate changes in customer needs, business models and regulatory oversight. The public sector showed growing interest in using data as a key strategic asset for combating fraud, halting declining tax revenues, managing service levels and achieving greater transparency. And retailers turned to our software solutions to improve margins and counter the effects of sluggish consumer spending by taking into account regional, local and even storelevel buying preferences of their customers. IDC, Worldwide Business Intelligence Tools 2008 Vendor Shares, Doc # 218598, June 2009, www. sas. com/news/analysts/idc-ww-bi-tools-2008. pdf 2 www. sas. com/news/analysts/chartis-risk-0609. pdf 3 www. sas. com/news/analysts/chartis-credit-risk-0709. pdf 4 www. sas. com/news/analysts/chartis-risk-1109. pdf 5 Gartner Research, â€Å"Magic Quadrant for Enterprise Marketing Management,† by Kimberly Collins and Adam Sarner, July 15, 2009. See the full report at www. gartner. com/technology/media-products/reprints/sas/vol6/article2/article2. tml 6 Gartner Research, â€Å"Magic Quadrant for Data Quality Tools,† by Ted Friedman and Andreas Bitterer, June 9, 2009. See the full report at www. gartner. com/technology/media-products/reprints/dataflux/167657. html SAS is well-positioned to continue helping our customers succeed. Our strong commitment to research and development – we reinvested 23 percent of revenue back into RD last year – resulted in another year of prodigious innovation. We released 21 new products or bundles last year, including SAS 9. 2 platform Phase 2, which included classic SAS products as well as 87 usiness intelligence and data integration solutions. The capabilities of SAS software were again validated in 2009 by leading analyst firms. In June, IDC called SAS the â€Å"overwhelming lead er† in advanced analytics,1 saying that enterprises choose SAS Analytics more often than the other 16 analytics suppliers combined. Chartis Research again named SAS as the leader in its Operational Risk Management Systems 2009 report in June. 2 SAS was also named as a leader in the firm’s July report, Credit Risk Management Systems 2009,3 and in November, SAS was ranked No. in the prestigious RiskTech100 rankings, an annual international listing of the top risk technology vendors. 4 Gartner positioned SAS in the Visionaries quadrant of the Magic Quadrant for Enterprise Marketing Management 5 and placed our DataFlux subsidiary in the Leaders quadrant of its Magic Quadrant for Data Quality Tools 6 in June. In September, the firm placed SAS in the Leaders quadrant of the Magic Quadrant for Operational Risk Management Software for Financial Services. 7 And in December, Gartner placed SAS and DataFlux in the Visionaries quadrant of the Magic Quadrant for Data Integration Too ls. www. sas. com | annual report | 2009 In November, Forrester Research gave SAS top rank for cost and profitability analysis and a top score in product strategy and vision. 9 And in December, Forrester ranked SAS Customer Intelligence No. 1 in optimization, analytics and reporting, and installed base. 10 SAS also had a strong showing in application usability, real-time analytics, budget management and forecasting, architecture and campaign design. Of the top 100 companies on the 2009 FORTUNE Global 500 ®, 92 are current SAS customers. And in the US, 80 percent of new commercial accounts were small and midsized businesses, showing that organizations with annual sales of less than $500 million also recognize the value of business analytics from SAS. In all, nearly 1,400 new customers around the world chose SAS. Customers new to SAS in 2009 included: Anglopharma, Bombay Stock Exchange, the Clorox Company of Canada Ltd. , Hong Kong Efficiency Unit, Fiat Automoveis, Lego Systems Inc. , Loyalty New Zealand, Niagara Health System, Dex One Corp. (formerly R. H. Donnelley), Telefonica, TV 2 AS (Norway), WestJet, Wet Seal Inc. , Wistron Corp. nd Vattenfall. Looking forward, we believe that 2010 will be another strong year for SAS. While economic recovery is under way in many parts of the world, it won’t be quick and it won’t be easy. Organizations will react by continuing to focus on improving customer-centricity, enhancing top-line revenue growth and optimizing their businesses in 2010. SAS is well-positioned to play a critical part in recovery efforts. By providing our customers with a business analytics framework that can grow over time, we empower them to meet both the demands of today’s economy and the opportunities of tomorrow with: ? Data management capabilities that improve the flow of and access to information throughout organizations. ? Greater insights into data for making quick, meaningful decisions. ? Risk analysis and optimization solutions to save money. ? Customer intelligence and marketing automation to drive sustainable revenue growth. ? Social network analysis to uncover fraud and terrorist threats as well as business opportunities. Finally, as a debt-free global company, SAS offers our customers another valuable commodity: stability. We attribute this to our 34-year focus on listening to our customers and meeting their needs with robust, reliable and relevant products and services. SAS is poised for growth again in 2010. The momentum is greater than it has ever been for this company, and the future looks promising indeed. Sincerely, James H. Goodnight, PhD, CEO 2009 | annual report | www. sas. com 7 Gartner Research, â€Å"Magic Quadrant for Operational Risk Management Software for Financial Services,† by Douglas McKibben and David Furlonger, August 28, 2009. See the full report at www. gartner. om/technology/media-products/reprints/sas/vol6/article3/article3. html 8 Gartner Research. â€Å"Magic Quadrant for Data Integration Tools† by Ted Friedman, Mark A. Beyer and Eric Thoo, November 25, 2009. See the full report at www. gartner. com/technology/media-products/reprints/sas/vol6/article5/article5. html 9 The Forrester Wave: Business Performance Solutions, Q4 2009 report, www. sas. com/news/analysts /forresterwave-bus-perf-q409. pdf 10 The Forrester Wave: Cross-Channel Campaign Management Platforms, Q4 2009 report, www. sas. com/news/analysts/forresterwave-cm-104330-1209. pdf TabiLiTy and GrOwTh – 34 years and COunTinG SAS achieved its 34th consecutive year of growth in 2009, with global revenue reaching US$2. 31 billion, up 2. 2 percent over 2008. SAS saw healthy sales growth in multiple industries. Sales to the retail industry increased by 12 percent, despite a very challenging environment for that sector. Sales to the health care industry were up by 8 percent. And sales to the oil and gas industry increased by more than 30 percent. Our growing network of alliance and channel partners played an integral role in 25 percent of new sales and half of the top 50 global deals. Specifically, there are strategic initiatives including partnerships with leading business consultancies and systems integrators, expansion of in-database activities across multiple partner platforms, and a continued focus on building third-party channels. Partnerships with global systems integrators such as Accenture, Capgemini, Deloitte and Wipro Technologies offer customers the specialized resources and expertise to deploy SAS Business Analytics throughout the enterprise. In addition, SAS continues to drive the momentum of in-database analytic innovation with technology partners such as Teradata and Netezza. Global Presence, Global success SAS’ revenue growth remained distributed around the globe. The Americas accounted for 44 percent of total revenue; Europe, Middle East and Africa (EMEA) contributed 45 percent; and 11 percent came from the Asia Pacific region. Of the 120 countries where SAS does business, 83 percent saw growth in software sales. Among mature markets, growth rates for software sales were highest in the US, the UK, Canada, Germany and the Netherlands. In developing markets, doubledigit percentage gains were achieved in most of Eastern Europe, the Middle East, South Africa and pockets of Asia and Latin America. Even in a challenging global economy, SAS did not waver in its commitment to our 11,000 employees and our core belief that happy, healthy employees are more productive. In 2009, SAS was again recognized as an employer of choice around the world. In the EMEA region, we received workplace awards for our offices in Germany, Sweden, Belgium, Norway, Portugal and Finland. In the Asia Pacific region, we received workplace awards in China, Australia and India. In the Americas, we were recognized in Canada and Mexico, and as this annual report was being roduced, we received notification that we ranked No. 1 on the FORTUNE 100 Best Companies to Work For list in the US – our 13th consecutive year on the list. www. sas. com | annual report | 2009 2009 reVenue revenue by region Americas 44% EMEA 45% Asia Pacific 11% Other 1% Health Care 2% Energies Utilities 3% Education 3% revenue by industry Financial Services 42% Retail 4% Life Sciences 6% Manufacturing 6% Communications 7% Services 1 1% revenue Growth 1976-2009 Government 15% 2009 | annual report | www. sas. com