Importance of Education Essay Example | Topics and Well Written Essays - 750 words

Importance of Education - Essay Example Knowledge and self-discovery creates confidence in a person. Confidence is the first step toward success and therefore education leads to a successful life. Confidence improves one’s ability to make appropriate decision and therefore education enable a person to make decision (Capper 193). A person’s professional life is of great importance since it determines success in life. Through education, a person acquires knowledge and skills in a particular field. This essay will therefore discuss the importance of education in life. The essay will evaluate the importance of education in a person through decision-making ability, professional life, and job opportunities. Education makes people knowledgeable. However, it is difficult to measure a person’s knowledge through any direct method. To most people a knowledgeable person is a successful person. People will therefore measure the level of knowledge in a person in relation to the level of their success in life. The ca reer life of a person therefore becomes an important factor that determines the level of a person’s knowledge. People measure how successful a person is based on earnings. This implies that an educated person is a well-paid person. Education makes people to perfect their skills and knowledge in a particular field and this is what creates professionals. Currently we are living in a world of specialization. This implies that every person needs to a have some form of expertise or something better than everyone else does. The difference in success among different people proves the importance of being an expert or a professional in a particular field. Education provides people with the relevant knowledge required to make them experts in their field of specialization. Education is an accumulation process, through education a person accumulates knowledge on how things happen in a particular field. Professionalism therefore results from accumulation of knowledge in a particular field of specialization. Professionalism or level of specialization creates the difference between employed and unemployed people. The level of professionalism also determines the success of a person’s career. Professionalism therefore determines a person’s ability to perform a particular task. Becoming a professional or an expert in a particular field makes a person to have a better chance to get a well paying job and a good salary. In dairy interactions decisions and making conscious judgment is essential. The role of a person in the society is measured by his or her ability to make constructive decisions and sound judgment. There is no one particular person who want to become a redundant member of the society and therefore everyone strive to acquire some roles in the society. Education is therefore an essential of life since it enables a person to gain the ability to make informed choices and informed decisions (Capper 192). The level or ability of a person to make decis ions in life determines their success in life. People rely on this success when assigning roles to different people in the society. Education therefore enables a person to become a useful person in the society by enhancing decision making. Education is information and therefore an educated person is an informed person. Education gives a person the ability to focus on things and events on a broader way. This information enables a person to relate different cases when making an important decision in life. Through this relation, an educated person

Your objective is to understand how management (directors and his Essay

Your objective is to understand how management (directors and his team) of BP company, dealt with the oil spill in the gulf of Mexico - Essay Example They came up with approximation of ninety days and forty billion as the cost through seeking money from other companies. According to Bryant & Hunter (1-2), BP started by attempting to install a valve to shutoff one of the leaks that were underwater, though, it was a difficult process that they thought would not succeed. Two days later, they had managed to stop oil flow from one of the three leaking points on the riser in the Gulf of Mexico and the spoiled oil well. However, this effort did not solve the overall problem of leakage and they had to improvise another method to solve the problem completely. They came up with the idea of installing a cofferdam at the end of the riser, though; it was not successful because there was extra formation of hydrate crystals in the dome. This made them use the junk shot method to wad the leak that was undersea by pumping shredded materials into the well at an extremely high

Conclusion for management project Term Paper Example | Topics and Well Written Essays - 250 words

Conclusion for management project - Term Paper Example The time-bound goal was a specific goal of our team. Our group’s most frequently used style was the collaborative approach style. We had no conflicts except for a minor conflict about matching the schedules we had prepared. However, our frequent communication with the emails enabled us to understand one another’s viewpoints and eliminate the misunderstandings. The email was a powerful tool in our communication as we used it to share ideas and other group related materials with one another. We all got along really well and respected each other. Maintaining the schedule and finishing the project upon time was a big challenge for our group. We mutually decided to split the project up. The thinking of the group members was not affected by the groupthink. Our leader had very good social skills. The leader’s behavior was people-oriented. The leader was friendly and approachable, and treated everybody equally. With mutual effort, we were able to finish the project in

Virgin Atlantic A Premium Brand Essay Example | Topics and Well Written Essays - 2000 words

Virgin Atlantic A Premium Brand - Essay Example The company, Virgin Atlantic, implemented the core value marketing strategies (Czinkota, 2007). The company’s Steve Ridgeway, VirginAtlantic’s Marketing Director, focused on advertising the many benefits of flying the London and other skies within the comfortable passenger planes of Virgin Atlantic. Mr. Ridgeway joined Virgin Atlantic Airlines in1989. Ridgeway’s successful marketing strategies triggered his promotion to the more responsible and more hectic head of marketing position in 1992. The promotions activities included offering discounts and other special privileges to frequent flyers. The company offered busy airline travelers to enroll in the company’s frequent flyer programme. Ruth Blakemore, Virgin Atlantic’s Marketing Head, coordinates with Mr. Ridgway as one of the top marketing officers of Virgin Atlantic (Doyle, 2012). Further, the company implemented excellent quality customer services to increase customer demand(McDonald, 2007). The company’s in-flight catering service is on the same level as the catering services of other competing airline companies. The company’s airport retail area caters to the personal and other travel needs of the company’s airport passengers. Within the airports, the customers can easily access the busy duty free shops. The company also implements a prestigious product development as well as public relations campaign under the strong leadership of Mr. Ridgeway. Specifically, the company’s advertising budget is equal to two percent of the company’s overall turnover or revenues. The advertising campaigns are described as several short advertisements being handled by several professional advertising and promotions organizations (Doyle, 2012). Further, Virgin Atlantic’s management structure focuses on customer-based marketing. The company’s pricing and services are geared towards filling the current and future customers’ demands or wan ts. The company’s headquarters is in Crawley, near Gatwick. The organisation implements flexible communication activities within the line and staff setup. The organization is described as loose. One senior officer of the company described the management structure as filled to the brim with entrepreneurial trimmings, independent, and autonomy. Management exercises strong control of both the employees and the scarce company resources. Most of the company’s employees had prior experiences in other competing United Kingdom airline companies. The people are given the free will to make decisions within the necessity of wasting time trying to seek approval from the upper levels of management. The management policies include scrutinizing and managing organizational expenses and costs. Each sector of the airline company is mandated to reduce operating expenses. The company’s top three management officers are managing director Roy Gardner, managing director Syd Pennington , and finance director Nigel Primrose. The three officers report directly to Virgin Atlantic Airlines founder Richard Branson (Doyle, 2012). The company’s Managing Director Roy Gardner brings a vast airline operations experience to uplifting the operational management of the company. Gardner was the former technical director of Virgin Airways in 1984. Prior to his Virgin Airways stint, Gardner worked with Laker Airways. Garner also had several years’ experience working with British Caledonian Airways. Mr. Gardner’s airline experiences, prior to Virgin Atlanti

Perceptions of African American Women Essay Example for Free

Perceptions of African American Women Essay It was amazing to know that Dr. Mae C. Jemison who happens to be the youngest of three children born to a middle class African American family, Charlie Jemison, a maintenance worker and his wife, Dorothy, a teacher. Dr. Mae C. Jemison was the first black woman astronaut to be in space in an era filled with segregation and racism, she is a Chemical engineer, scientist, physician, teacher and astronaut, she has a wide range of experience in technology, engineering, and medical research. In addition to her extensive background in science, she is well-versed in African and African-American Studies, speaks fluent Russian, Japanese, and Swahili, as well as English and is trained in dance and choreography. Dr. Mae C. Jamison was an inspiration to me, and probably to many African American women. She was full of resilience and determination especially to have reached and achieved success in an unusual field of endeavor for many African American women, I applaud her determination to make a difference among the African American women and blacks in Diaspora. After graduating from Morgan Park High School in 1973 at the age of 16, Dr. Mae Jemison earned a BS in Chemical Engineering from Stanford University, while also fulfilling the requirements for a BA in African-American Studies. After earning these degrees in 1977, she attended Cornell University and received a Doctor of Medicine degree in 1981. During medical school she traveled to Cuba, Kenya and Thailand, providing primary medical care to people living there. This is an indication of her humanitarian efforts and eagerness to reach out to the less privileged population. Having a desire to do more with her life, she enrolled in graduate classes in engineering and applied to NASA for admission to the astronaut program. She was turned down on her first application, maybe because she is a black woman, but she persevered and in 1987 was accepted on her second application. She became one of the fifteen candidates accepted from over 2,000 applicants. When Dr. Mae Jemison successfully completed her astronaut training program in August 1988, she became the fifth black astronaut and the first black female astronaut in NASA history. In completing her first space flight, Dr. Mae Jemison logged 190 hours, 30 minutes, 23 seconds in space, making her the first African-American woman in space. She says, â€Å"I had to learn very early not to limit myself due to others’ limited imaginations. I have learned these days never to limit anyone else due to my limited imagination. † This is an inspiration to other blacks in general who normally assume a second class citizen and believe that they will never do well or will be appreciated in whatever they do. This is a wake-up call, and manifestation of the saying â€Å"Determination is the mother of invention†. In 1993, Dr. Mae Jemison resigned from NASA and founded the Jemison Group, Inc. to research, develop and implement advanced technologies suited to the social, political, cultural and economic context of the individual, especially for the developing world. Current projects include: Alpha, (TM) a satellite based telecommunication system to improve health care in West Africa; and The Earth We Share, (TM) an international science camp for students ages 12 to 16, that utilizes an experiential curriculum. Among her current projects are several that focus on improving healthcare in Africa. She is also a professor of environmental studies at Dartmouth College. Dr. Mae Jamison made a name for herself and name for blacks in general; Her entrepreneurial spirit put her in the limelight and acts as a boost to determined black men and women in Diaspora. Ellen Johnson-Sirleaf. It was quite surprising to read about Ellen Johnson-Sirleaf, I know almost nothing about this â€Å"giant and queen of modern Africa† who is presently the current president of Liberia. According to what I have read so far about this â€Å"queen of Africa† she was born In Monrovia, the capital of Liberia on October 29, 1938. During this period, Liberians had no clue that the First female president of an African country had been born into their mist. Ellen Johnson-Sirleaf is a daughter to descendents of original colonists of Liberia (ex-African slaves from America, who promptly on arrival set about enslaving the indigenous people using the social system of their old American masters as a basis for their new society). These descendents are known in Liberia as Americo-Liberians. From what I read, I noticed that Ellen Johnson-Sirleaf was truly an intellectual power house, a charismatic leader and destined to make a change in Liberia and contribute her quota in Africa. From 1948 to 1955 Ellen Johnson studied accounts and economics at the College of West Africa in Monrovia. After marriage at the age of 17 to James Sirleaf, she travelled to America (in 1961) and continued her studies, achieving a degree from the University of Colorado. From 1969 to 1971 she read economics at Harvard, gaining a masters degree in public administration. Ellen Johnson-Sirleaf then returned to Liberia and began working in William Tolberts (True Whig Party) government. Ellen Johnson-Sirleaf also served as Minister of Finance from 1972 to 73, but left after a disagreement over public spending, this is an indication of her prudence and will power. As the 70s progressed, life under Liberias one-party state became more polarized to the benefit of the Americo-Liberian elite. On 12 April 1980 Master Sergeant Samuel Kayon Doe, a member of the indigenous Krahn ethnic group, seized power in a military coup. With the Peoples Redemption Council now in power, Samuel Doe began a purge of government. Ellen Johnson-Sirleaf narrowly escaped choosing exile in Kenya. From 1983 to 1985 she served as Director of Citibank in Nairobi. I will say that Ellen Johnson-Sirleaf had a lot of courage, because it was quite unusual for a woman to challenge a dictatorial incumbent president in Africa without being kidnapped, tortured or killed in the process, although She was later sentenced to ten years in prison. Ellen Johnson-Sirleaf spent just a short time incarcerated, before being allowed to leave the country once again as an exile. During the 1980s she served as Vice President of both the African Regional Office of Citibank, in Nairobi, and of (HSCB) Equator Bank, in Washington. Ellen Johnson-Sirleaf played an active role in the transitional government as the country prepared for the 2005 elections, and eventually stood for president against her rival the ex-international footballer, George Manneh Weah. Despite the elections being called fair and orderly, Weah repudiated the result, which gave a majority to Johnson-Sirleaf, Ellen Johnson-Sirleaf eventually became Liberias first elected female president, as well as the first elected female president in the continent Africa. . In 2005 She established a Truth and Reconciliation Commission with a mandate to promote national peace, security, unity and reconciliation by investigating more than 20 years of civil conflict in the country and in November 2007, she received the United States Presidential Medal of Freedom, the U.

Total Reward Approach to Reward Management

Total Reward Approach to Reward Management Every human being relationship blooms in the light of reward. As the world is going through a serious phase of recession, the amount which is paid to the employees and the form of payment done is therefore the issue that matters. The importance of Rewards is increasing in the world of commercial organisation and is definitely one of the major indicators of profitability and competitive advantages. One of the biggest determinants of rewards lies in the financial position of a particular organisation. The organisations are in constant pressure of producing reward schemes which accumulate all the factors from attraction to motivation of their employees, simultaneously while maintaining the viability of the companys financial and commercial scenario. Absence of reward schemes may have a devastating effect on the organisations performance. The concept of Total Reward has been evolving ever since, Management today is trying to widen up the meaning of the word Reward including both tangible and intangible aspects of rewarding their employees, (Armstrong and Brown,1999). On one side the tangible rewards ensure financial stability of the employee while on the other side the intangible rewards looks after the employees luxuries and compensates for future loss. Now a days managers and scholars are using Total Reward Management more and more as the modern management method According to the Human resources management Total Reward strategy needs to b examined and experienced often to obtain perfect and efficient results. This strategy guarantees a remarkable profit for the organization improving the staffs performance as well as contains the potential to solve and compensate the existing issues in the organization. Rewarding employees in any organization can affect attitudes, behaviour and motivation. Influence on the behaviour of workers seems to be particularly important, it will tend to extra effort if an employee knows that his achievements, work, creativity etc. will be measured, evaluated and rewarded accordingly. The increasing efforts of the employees will result into the companys increasing profitability and better customer service. It must mobilize the growing individual and collaborative involvement of all employees. Literature review: Today organizations are looking forward to increase their employees efforts by encouraging them to improve their performance beyond the organisations expectations and reducing labour cost to a minimum. Thus the study of employee motivation has constantly remained a managerial concern. This essay considers some of the main views of the organisations adopting a total reward approach to reward management. While answering such questions as what do you mean by total reward? How it is benefits the employees as well as the company? How does it motivate the employees? How is it monetarily profitable for the company? Etc. Reward management is concerned with the formulation and implementation of strategies and policies that aim to reward people fairly, equitably and consistently in accordance with their value to the organisation. It deals with the design, implementation and maintenance of reward processes and practices that are geared to the improvement of organizational, team and individual performance (Armstrong and Murlis 2006). If the organisation has a fairly distributed reward management then it not only progresses the company but also enhances employees skills and performance. Hence the organisation is under tremendous pressure of having a non bias reward distribution so as to avoid any chaos within the organisation. The reward management literature emphasizes the need to shift from short-term, ad hoc approaches to pay management to a longer-term, strategic approach. Changes in pay and benefits systems have therefore been prescribed as key HRM objectives, pulled together in the US literature under the rubric of the new pay (Lawler, 1995) It is therefore a major managerial concern about how they approach to the concept of total reward. Each organisation can have different criteria about elements that constitute total rewards. Paul Thompson (2001), further gives an elaborated definition of total reward by emphasises it not only encompasses rational scientific elements like wages, changeable pay and profits, but also more intangible non money related elements such as scope to attain and implement responsibility, career opportunity, education and development, the inherent motivation delivered by the work itself and the quality of working life provided by the organization. Essentially, the notion of total reward says that there is more to rewarding people than throwing money at them. Planning a long term reward holds the employee and motivates them to enhance their performance for better customer satisfaction. As Murlis and Watson (2001) refer to the importance of monetary values in designing a reward package but also about these not being the sole factors. She describes cash as being a weak tactic in the overall reward strategy and stresses that total reward policy should be based on building a much better understanding of what the employees expect in their rewards packages. Relationship between the organisation and the employees can be strengthened with the total reward approach. Therefore we need to see a very integrated and holistic approach while considering all aspects of rewards (Armstrong and Murlis, 2006) Hence it is essential to have a coherent reward strategy which helps to create a work experience that meets the needs of employees and encourages them to contribute extra effort, by developing a deal that addresses a broad range of issues and by spending reward dollars where they will be most effective in addressing workers shifting values. ONeal (1998). CIPD reward faculty members Wright and Murlis have created a significant diagram to present visually the various types of total reward. Its definition incorporates a wide range of approach but it is not the only solution for employee energetic. The idea of reward exchange is emphasized although quite frequently left out in the area at work definition. In combination unique and common motivation methods are provided to employees in exchange accordingly for their effort, results, work time, creativity, talent etc. There are five main key elements to keep secure and retain talented workers and also to motivate them optimally to accomplish possibly best business results (Davis, 2007:4). The key points stated by CIPD (2005) in the world at works total rewards: Compensation, Benefits, Work life, Performance, Development and career opportunities. Manas and Graham (2003) emphasize that developing and implementing a total reward approach has much in common with reward strategy development. According to Purcell (2004) and colleagues the organisation can contribute by communicating the values, giving employees a voice, setting up improved performance management processes, instituting formal recognition schemes and taking steps to improve work/life balance. Decisions such as giving voice to the employees by an organisation leads to the delegation of some powers to them regarding their respective expectation about rewards which helps the management in developing appropriate strategies. Developing and implementing a total reward approach may be difficult but the benefits are considerable. The employment relationship created by a total reward approach, which makes the maximum use of relational as well as transactional rewards, will appeal more to and engage individuals involving people in their own reward package design, dives them strong messages about the organisation and its values. At its best, it builds relationship capital. Pfeffer (1998) implicated a new idea to total reward approach in a powerful manner, Employees are able to use their skills in an effective and efficient way with interest and motivation in an enjoyable, challenging and empowered work environment, for which they should be shown appropriate appreciation by the organisation. This scenario creates such an environment for the employees, by which they got motivated and enhance their performance thereby proving beneficial for the company, but it would be less time consuming and simple to reward the employees monetarily then to plan and arrange intangible rewards. Case Study: Total Reward Statement as a document is created annually for every working member of the company on a regular basis. This document allows the employees to receive all the details regarding their benefits that have been received over the course of the year. As total rewards deals with tangible and non-tangible benefits it informs the employees about the salary drawn by them as well as a breakdown of all the other non-tangible profits that have been taken in exchange for their employment. Presenting the reward to the employee in cash terms proves to be very beneficial for the company as well as the employee. For example: if an employee has received shares. The reward statement shows the value of the shares and might as well show their trading history since the issue of the previous statement. There are many companies which have been adopting total reward strategies in the last few years and gaining benefits and improving their labour power. This paper shows a few companies dealing in different products and implementing total reward strategy. Beginning with one of Europes leading telecommunication services BT COMMUNICATIONS. The new reward framework is one of the biggest change initiatives in BTs history, covering more than 40,000 employees in total.(e-reward.co.uk research report, no. 35, July 2005). The idea of transforming its reward strategy from fairly traditional multi-grade pay structure to a total reward system was BTs essential Organizational Program.One area of focus in the new strategic HR agenda was to look at reward and address BTs Paternalistic approach to reward Says Kevin Brandy, HR Director Reward. (e-reward.co.uk, no. 35, July 2005). As the management of BT states, the alleged reasons for switching from the previous reward arrangement was to develop the changed view of the BT peoples regarding rewards. The organisation wasted Millions of pound annually on rewards because of the limitations of the employees in view of companys bonuses. Taking into consideration, the limitation of the earlier adopted reward strategy bounded employees to appreciate their benefits as well as lack understanding and awareness capabilities. By implicating the new reward framework BT affect 250-plus market based roles in 18 job families. BTs strategy is basically based on the role and performance of the employees. As on the other hand, benefits and bonuses given are based on the external market. Giving total reward an broader offer BT has tried to renovate the reward strategy, by going beyond the standard remuneration of the base pay including bonuses. For BT, total reward is not just an ordinary reward strategy used for paying wages to the employees. Its about bonus and benefits, such as company cars and health insurance, shares and pensions, role-based reward, performance-based pay and choice and flexibility in benefits provision. Henceforth three main elements of the reward package influence BTs new total reward approach: Base Salary, Bonus, Benefits (Armstrong and Thompson, 1999). STARBUCKS being one of the worlds largest speciality coffee retailer having 1300 store worldwide, hire around 200 people per day and grow US revenues by 25 to 30 percent on top of US$4.1 billion in revenues from the previous fiscal year. According to Chet Kuchinad, SVP of Total Pay We build the Starbucks experience by delivering pay elements to our partners that drive financial rewards in the success of the company in a meaningful way. In order to strengthen and constrain the culture of Starbucks, innovative reward strategy and payment programs have been introduced. Full- and part-time partners (who meet eligibility criteria) are offered health, dental, and vision insurance, as well as access to an employee assistance program (EAP), reimbursement accounts, short- and long-term disability, and Working Solutions, Inc. (a resource and referral service) to help manage work and family issues (Wilson group.com, case study on Starbucks).The employees receiving the rewards greatly appreciate and value the reward and, as a result, provide a better a service to the customers. According to Starbucks, total reward has played a very important role in benefitting the company but there are many other factors in human resources which affect the companys stability. Examples include employee education, an open n highly communicative environment and a unique program adopted by Starbucks called Mission Review, which is a part of a broader program called Partner Snapshot. Partner Snapshot deals with gaining feedback from the companys partners. However the functions of human resources in Starbucks continue. Rewards and profits were considered by the introduction of total reward that included additional health benefits, maturation of healthcare delivery, and coverage for same sex partners, and an employee assistance program. However, pay alone will not attract people. Our Total Pay philosophy and our culture of teamwork and community are all key parts of why people join and stay with Starbucks. (Starbucks) The next case study deals with Audit, Consulting, Financial advisory, Risk management and Tax services. DELOITTE also known as Deloitte Touche Tohmatsu Limited (DDTL), is a UK private company limited by guarantee. Mark Carman, sales and marketing director of Motivano, Deloitte says Total reward can b a win-win from the perspective of en employee as the reassurance and support available from knowing exactly what your salary and benefits package is worth can have a huge impact on their performance, engagement and motivation. With the rising value of rewards and benefits the company proprietor are using total reward to improve and support their affiliation with employees. Deloitte explains five main steps in creating effective total reward communication: Create clear and concise messages. Think about brand and design. Check the accuracy of your data. Consider security of your personal information. Work with other internal experts. BRISTOL-MYERS SQUIBB is a US-owned pharmaceuticals company. Bristol-Mayers Squibb was going through a mystification of employees regarding reward strategies. As compared to the external competitive market the company was not able to reward the employees, employees were lacking the understanding of the reward which they received and there was an awareness that the wages and the benefits given to them were not as fine as the competitive market offered. Transformation to a flexible reward strategy was very necessary for Bristol-Mayers Squibb which supports the recruitment and maintenance, bringing all the strategies together Bristol introduced the total reward strategy. Portraying everything as work experience, Bristol-Mayers Squibb kept the usual peculiarity between rewards and remuneration. As a result the company received employees which consists appreciation, work-life balance, civilization, employee development and the working environment HENNES MAURITZ (HM) is a 100 billion SEK company, Engaged in designing and retailing of fashion apparel and accessories. Hennes Mauritz appears to provide a total reward framework, with greater emphasis on relational rewards even though transactional rewards are provided (Armstrong (2006), pp.639-631). Hennes Mauritz reward strategy includes many other human resources area like organizational traditions, conscription or selection etc. Implementing total reward management was a very successful concept in the history of Hennes Mauritz. The increasing sales are the evidence of the profitability of HM business as the employees are motivated with job satisfaction as a reward and perform their job as well as contribute their best to ensure customer satisfaction. This case study acknowledges about the companies adopting total rewards from a long period of time and improving their business skills. Though there are some disadvantages to this approach. Starting with the employees, they find it very difficult to understand and expensive to set up as well as complicated to maintain. Although the advanced technology is helping organization to reduce burden as well as reduce cost. The vast range of choices may create a problem both to the company and the workers. There might also be wastage as the employees may not appreciate the full reward package. Conclusion: The reward approach not only takes care of the financial security of the employees but also looks after the overall development of their employees in the society. Its a delicate matter that should be perfectly balanced especially when the organization is rewarding different people working in one team. The advantages of total reward approach are substantial, but developing and putting it into practice may be a difficult task, by the use of relational and transactional rewards the employment relationships created by total rewards approach can be maximised. The total reward approach creates a strong communication about the organisation and its values by satisfying the employees and engaging them in their own designed reward package. At its best, it builds relationship capital.

Computers and Communication :: Technology Essays Papers

Computers & Communication Today, more than ever people, are using technology in many different ways. Some people are using technology for leisure purposes while others are making technology work for them. Rapid advancements in technology are forever changing the way that we as people, react with the rest of the world and with each other. My parents, and the parents of many other college students, had little exposure to computers throughout their college education. It is up to the current generation of educators and students to harness the benefits of technology so they can be applied to many aspects of life, from work to communication, and from recreation to leisure. Within the context of this paper I will give some examples of technology (generally computer related) and how it has benefited the way we interact in society. Along with the benefits there are always some kinds of drawbacks, and I would like to touch on a few of those. In an attempt to make some chronological sense I will start off with some to the most basic technological advancements that are helping people like myself to conduct simple tasks such as word processing and so on. Computers, along with their input devices (such as keyboards) and their output devices (such as monitors and printers) allow us to do things in a more efficient manner than in times past (O’Leary 119). For instance, if I were to have typed this paper on a standard typewriter, and decided that I wanted paragraph number three to go where paragraph number four was at, I would have to retype the whole page, if not the entire paper again. Programs like word processors simulate a typewriter in a way that the data is editable for future corrections without ruining what is currently on the virtual page. Word processor programs have ingenious tools that come with them, such as spell checking. Spell checking can be a double-edged sword when it comes to the English language. It is all fine and dandy that your finished text can come out free of spelling errors, but I have noticed that spell checking can weaken ones ability to spell on their own terms using traditional paper and pencil. We must be able to use technology in a way that it does not hinder our skills as human beings. The advent of the word processor is eating away at the use of pen and paper during rough draft procedures, and it is common to see many students starting their rough drafts via computers.