The Role of Career Planning and Development

The Role of Career Planning and Development This report deals with the importance of career planning and development, and why it has attracted so much attention in the contemporary workplace. Also it will address the advantages of career planning and development and look at how an effective career planning and development strategy can be brought about and what factors should be included in such an action plan.Contents INTRODUCTION The times, they are changing Bob Dylan The Changing face of the world and Business From time to time human civilization faced major life-style changes due to either disasters or developments. Starting from the period of Renaissance (from 14th to 17th century) till now, human society boasts of continuous social and technological development that had resulted in tremendous alterations of life-style, and perceptions. The pace of change that started during the renaissance had continued till now causing the mammoth boom which we now call the 21st century or the days of the computer. In this new world, the concept of the Business Organization holds the most prominent place. All life can be said revolves around it. The concept of the Corporation has today arisen to the prominent social institution equaling its impact upon the people just as the religious institution. The belief system of society is constantly being amended to suit the interests of the organization. How ethical it is to bestow such power to the business organizations over people remains a hot topic of debate. The current global atmosphere has ironically made life easier as well as difficult. Although new products have reduced the level of physical labor, it has besides amplified the levels of emotional labor hence, the current rampant complain of stress and depression throughout the world. In a society where the corporation is prominent it is inescapable to avoid it. Today man might be able to avoid the religious institution, but not the corporation. The enterprise is seen as a hot spot of talent based action which offers opportunities to employees to walk along the career ladder and get into the top of it and achieve career goals and plans. Thus, the trend now is to focus all energies to achieve career goals. This ultimately results in people spending more time in the organization rather than at home. A good portion of the waking hours of mankind is now spent in the organization. Enter Career Planning With such a complex world picture hanging in the background it is crucial to understand the importance of Career Planning and Development. As mentioned earlier, the demand for work has gone beyond the nine-to-five framework. If employees are to survive and protect their jobs, constant career planning and development is vital. Today high-performance may not guarantee job security and employees especially in large organizations face enormous challenges. Now, life long careers are a thing of the past. Some naÃÆ'Â ¯ve employees still feel that they are immune to ongoing reductions because theyre doing good work and adding value to the organization (Stone, 2008). This nature of shifting jobs across companies, functions and industries is called Boundary-less Careers. The vulnerability to career stagnation is what makes career planning so much important for todays employees. It is necessary for promotions, but most importantly for survival. Hence, it cannot be ignored by any right-thinki ng employee. The future seems no longer guaranteed for even high-performing employees according to management guru Charles Handy (cited in Stone, 2008, p. 390). This is due to todays ever-changing work environment. Organizations, as large and monolithic as they may seem also tends to be more flexible and fast paced. In such a scenario, adoptability will come in handy. Therefore the need for intelligent career planning and development cannot be overstated. This will in turn help the employee as well as the organization itself. The employee of the modern era The frontiers of management thinking have placed the modern day employee as both the master as well as the slave. There seems to be a thin line between the choices of survival and death in the workplace. This fine line comprises of bundles of knowledge, skills, and attitudes. But these competencies only will not suffice for survival unless they are methodically planned and carried out by both the employee and employer. This methodical plan or survival-kit is what career planning is. The employee of the modern era will have to be multi-skilled, but should NOT take it for grant. He or she should be ready to switch industries, companies, or functions. As Dual Careers become widespread the family circle tends to become smaller and smaller. The current employee is demanded for more and more working time and he or she has to inevitably put work above family resulting in work-family conflict. According to Coyle (cited in Stone, 2008, p. 405), families are a problem for companies. These are just some of the challenges the modern day employee will have to face in a rapidly changing business-socio-political environment. Therefore, a sound understanding of the need to plan their career ahead and stick to it (being flexible when necessary and adopting accordingly) is so vital. The thoroughness of planning the career will only promise future security in todays organizations. In the middle of downsizing and mergers acquisitions, the modern employee will be squeezed in to protect his or her job. This report will focus on the importance of career planning and development and analyze the reasons on why it has received so much attention in the contemporary workplace as well as the advantage of developing effective career plans for both employees and organizations. PART 1 Career Planning Development Definitions; importance; causes; advantages; the role of Human resource Management Career Planning Development An overrated idea? From time to time as mentioned in the introduction, when human society faces massive changes in life-style, inevitably new social discourses tend to surface. Social discourses such as, Global Warming Globalization and Nuclear experiments are a few recently sprung up ones to name. But since recently a new social discourse has begun to spring up concerning the workplace and employees. It is Career Planning Development. This new social talk began to emerge as a result of the continuous complexity business is shaping into, making it hard for many employees to cope up with the pace of change. Hence, the subject of career planning and development has received wide attention in both theory and practice of management. This is not an overrated idea since it is quite visible in front of the eyes that employee turnover is rapidly rising, job switching is increasing, and part-time jobs are becoming more sought after. Employee turnover is much more costly than you might think. In fact, research shows that up to 80% of turnover costs are hidden. Because of these virtually invisible costs, most managers usually do not track turnover or are not alarmed by high turnover rates (Farrell, 2010). An increased turnover rate ultimately suggests that employees do not remain in one organization for a long period. This may be principally because most organizations as well as employees do not engage in methodical career planning. Employees who would think that this is an overrated idea, and thus fail to plan the career ahead will ultimately suffer from Career Plateaus or become victims of downsizing, acquisitions, and other forms of corporate action. Therefore, it is very important to plan ones career ahead. Let us begin with what career planning development is by examining two of its definitions and then its scope. What Career Planning Development is Definition In HRM theory, it is defined as follows Giving employees assistance to develop realistic career goals and the opportunities to realize them (Stone, 2008) It will be beneficial if we also look at other definitions of the key terms. The Dictionary of Human Resources and Personnel Management defines these key terms as follows Career Planning: the examination of the way in which career opportunities are available, leading to advice on which careers to pursue or how to further an employees existing career Career Development: planning of an employees future career in an organization If at all possible, career planning should be viewed as two fold. Career Planning Development The Employee (Planning) The Organization (Development) As shown in both the above definitions, there are two inherent parts to the phrase Career Planning and Development. This twofold definition entails the two parties that involve in the practice of career planning development. In a nutshell, planning concerns the employee, and development concerns the organization. For the successful completion of a career planning action, therefore, both the parties are responsible. Career Planning which concerns the Employee As mentioned above career planning is of utmost importance to the employee given the current nature of global business. Engaging in career planning gives the person a deep understanding on what his or her life and work goals are and what has to be done in order to achieve them. Todays corporate employee cannot afford to just float around within the organization doing a mundanely satisfactory job. The well-defined career ladders are a thing of the past. Why is it necessary to plan ones career ahead? Chiefly, the reason is because skills become obsolete. The skill that was required two years ago may not necessarily be of need in the present. Most of the times, technology and new structures replace positions and employees. This results in skills obsolescence. Thus, the necessity for employees to build skills is stressed. Also, even though one might be a highly effective and high potential employee it doesnt guarantee one total job security (Dessler, 2005). This leaves the employee in an unstable state of affairs, finally resulting in dissatisfaction and corporate deviance. Even high potential employees need to be trained and given a right direction to pursue; a direction that promises future fulfillment and opportunities. In building skills as a part of career planning, a logical question would be What skills am I to develop? This question will be answered during the process of planning. It is the responsibility of the organization to create opportunities to match employee goals and to clearly point out what skills will be promising in an ever-changing job market. Some other questions an employee may have to ask oneself as part of career planning: What is important to me? How ready am I to work hard? Do I want to remain in this industry? How marketable will my skills be in five years time? Where do I want to go? What do I need to get there? From: Managing Human Resources, by Raymond J. Stone Career Development which concerns the Organization Just as it is important to individual employees, career development is of increasing importance to the organization as well. Chiefly, as mentioned above (Farrell, 2010) there is a great amount of cost that organizations accrue due to employee turnover. Career development concerns the organization in many other ways too. This, which is centered on training employees will increase skills, and thereby make possible their goals are achieved. Along with the training the organization should create opportunities aligning the new skills of the employees. Fisher, Schoenfeldt, and Shaw (2006) say, Training can help an organization succeed in a number of ways. Ultimately, it is employee knowledge that produces the organizations product or service. An organization that can produce more qualified employees in less time will have a competitive advantage. Although the above statement emphasizes more on training, training is a part of career development which is designed to align skills with career opportunities. Therefore, as mentioned above, we can discern that career development will ultimately result in skills aligning with jobs, thus, giving the organization a competitive advantage. Snell, Bohlander (2007) states, research shows that an organizations revenues and overall profitability are positively correlated to the amount of training it gives its employees. Also, as a byproduct, an increased level of motivation will enable employees to be more productive (effectiveness efficiency). The Strategic need for career development Linking employers strategy with the needs of the employee is the key aspect of career planning and development. Strategically an organization should decide on what positions are required to achieve organizational goals. Once the positions are filled, necessary arrangements should be made to offer opportunities for career development. Dessler (2008) says, employment planning should flow from the firms strategic plans. The process of deciding what positions to fill and how to fill them is what development is all about. And when doing so, what new career opportunities are to be offered and the methods of achieving them has to be clearly communicated to every employee (EEO). Forecasting personnel needs, as a part of career development can be done through trend-analysis and ratio-analysis (Dessler, 2008). The study of the firms past employment needs and by using ratios between two variables (such as sales volume and the number of staff to achieve that) can help decide properly the extent to which the firm has to develop careers; to what extent employees may reach their desired goals. Finally, career development as a concern for the organization must be strategically aligned since employee planning should necessarily be within the parameters of organizational direction. Now, let us look at some general advantages that Career Planning and Development offers both the employee and the organization. Table: Advantages of Career Planning and development For the Employee For the Organization Gives a sense of purpose and hope about the future Reduces employee turnover and recruitment costs Gives opportunities to prosper Employee retention Increases level of skill Enable internal promotions Job security Increase organizational commitment Increases employability Competitive advantage As the above table identifies, there are many benefits of career planning development that aims at both the employee and the organization. Although at first the firm may perceive hardships (financially and otherwise) on career development, eventually the efforts will prove to be fruitful. The Role of Human Resources when it comes to Career Planning The function of HRM when it comes to career planning and development has the enormous task or burden of activating the process. Clearly it is a function of the HRM department to involve in realizing the career planning and development process. In doing so, the HR department aligns its own objectives to the process as well as the entire objectives of the organization. Combining Ulrichs Model of HRM roles to Career Planning and Development The model which was presented by Ulrich suggested four key roles of the HR manager. These four roles can be incorporated with career planning and development. It is as follows: Strategic Partner: by involving in career planning and development the HR manager fulfills the responsibility of strategic partner by aligning company objectives with employee goals and thereby creating an environment in which employees can develop and rise within the organization. This strategic move will enable the firm to fulfill its requirement of a talented pool of workforce. This will eventually contribute to the long-term objectives of the firm. This will fulfill the role as strategic partner. Administrative Expert: the long-term efficiency which will be instilled within the organization due to successful career planning and development will eventually play the role of Administrative Expert. As an administrative expert, HR will create value by placing right people at the right place. The value HR generates by developing jobs will be indispensible for the entire organization. Employee Champion: this is the role which requires the HR manager to be the employees voice in management decisions. The HR manager must be able to relate to and meet the needs of employees (Stone, 2008). What career planning and development does is EXACTLY relating to employees needs. The HR manager goes a step further and relates to the needs of the organization as well, aligning them both together to effect major change. HR also makes an effort to make champions out of employees, and thereby strengthening organizational commitment. Change Agent: the catalyst for change is brought about by the HR manager when he or she affects a whole plan of change within the organization which is career planning and development. Thereby proves, that HRM is a more AFFECTIVE function within the organization that can affect positive change benefitting the long-term objectives. The above description showed how Career Planning Development can be seen in the light of Ulrichs model of 4 Roles for HR managers. To put in a nutshell, Career Planning and Development is one of the major activities of the HR department of an organization. The first part of this essay dealt with the importance of career planning and development, and why it has attracted so much attention in the contemporary workplace. Also the advantages of career planning and development was said to concern both the employee and the organization. Now, we shall look at how an effective career planning and development strategy can be brought about and what factors should be included in such an action plan. Following are my suggestions. PART II Building a Successful Career Planning Development Strategy In building and implementing a successful Career Planning and Development Strategy, an organization may have to ponder over the importance of such a plan as mentioned earlier. It will benefit the organization in many ways as previously stated (Snell, Bohlander, 2007) correlating with revenue and profitability. Heading to the future Company Goals Employee Needs This simple diagram distills everything that was described earlier. It shows that in order to implement a successful development plan, the objectives of the two involved parties must be aligned; thereby reach a common goal in the long-run. Assessing Company goals (with regard to the employ development plan): As a first step, it is extremely necessary for the firm to assess its long-term and short-term employee need. In doing so, the following questions could be asked: What are the long term objectives of the firm? How important are employees to the firm? To which extent does the firm ready to compromise in order to make employees satisfied? Does the firm believe the advantages in having a work-friendly environment? Assessing Employee Needs: Through thorough communication (also with the help of questionnaires) the firm should then asses the needs of the employees with regard to their occupation. Some of the questions that could be asked may include What are your long term career goals? What is your current level of skill? How ready and willing are you to work hard in order to learn new skills? Do you feel your skill may be threatened by skills obsolescence? Do you believe in organizational commitment? Aligning organizational and employ needs Depending on the industry the firm is operating in, and also considering the financial implications, the firm has to then design a lucrative job opportunity system within the firm. In this system, bureaucracyÂÂ  must be held at a minimum while EEO and Affirmative Action should be enhanced. A clear path should be shown to every employee regardless of gender, race, etc. Also it must be communicated to the employee on how the overall plan supports the entire system how every part of the planning and development strategy aligns with company and individual objectives. Encourage Communication within the Organization In order to make employees open up and express their needs, the top management has to make sure that all communication barriers are set down. The need for open, honest communication cannot be overstated in making an employee development plan. Employees have to be equally treated (EEO) regardless of ethnicity, gender, etc. Once open communication reveals what workers expect, the job of the HR department becomes easier. This is a culture that has to be created and maintained. Effective cultures promote effective results. Corporate culture is an effective informal control mechanism (Dowling Welch, 2004). Training Employees This is an area that has won wide approval throughout organizations in all parts of the word. Training employees has now become one of the major costs of large organizations; a cost that is worth taking. The employee training session will last for a period of time and the necessary logistics have to be prepared in advance (location, materials, resource providers etc.) Some of the factors that need to be considered when training: Have in mind the main purpose of training Make sure the employ is trained as an individual; not a pawn of the company Give employees plenty of freedom But have in mind the need to align employee needs with organizational objectives Build honest, long-term trust with employees How will you measure effectiveness? Monitor progress Make use of psychometric tests (such as the BIG 5 TEST) 6. Dont make the career plan to complicated AÂÂ  careerÂÂ  plan that is over detailed and leaves no room or time to respond to changes in external or internal circumstances could become a problem (Career Planning 5 Critical Mistakes, 2010). Many organizations make the mistake of writing too fancy and vivid career plans which make no sense at all to the employee. Ultimately this results in not benefitting both the employee as well as the firm. An easy to follow plan should be written that will enable both parties to understand and workout with minimum amount of friction. Conclusion This report dealt with one of the major social discourses of modern times, which is career planning and development its importance, scope, and advantages. The subject of career planning has been the talk of current theory and practice of management. The attention it has attracted in current management thought proves the fact that unless employers and employees engage in methodical career planning both parties will not achieve maximum utilization of the human resource of the firm. Human beings, by nature can be trained and developed unlike other animals on earth. This fact has so been proved throughout history. The current instable state of affairs of the world does not seem to end in the near future. Global warming is rampant; threats of nuclear wars are mildly surfacing; the internet has made communication jump a massive leap within a couple of years. Modern city life seems like a challenge of overcoming competition, cut-throat business, monolithic corporations, media fabrication and news biases. The governments that promised to be of the people; by the people; for the people has turned out to become larger institutions of imperialism (although without colony). Now they have become the government of the corporation; by the corporation; for the corporation As the power of the corporation gains strength over human civilization, where consummation of goods and services are primary elements, the role of the employee has ironically become that of the master, as well as the slave. To avoid the bad repercussions of the current system the world has shaped into, the modern employee will have to be steadfast in accumulating the needed competencies through proper, systematic, and methodical career planning and development. Even if the citizen changes his or her role for employee to entrepreneur the need for career planning and development will spring up. Organizations too, as mentioned earlier in the report, have many benefits from career development. As part-time working is becoming the trend, and dual careers appear, the current turnover rate of employees is in an increasing trend. So, in order to retain talent, increase organizational commitment, promote corporate-citizenship-behavior, it is crucial for an organization to build and develop careers as a strategic move to survive. With the employer-employee collaboration only will the problem of uncertainty be overcome. That employer-employee collaboration is what Career Planning Development addresses at. End.

Early Perspectives in Psychology Essay

Structuralism emphasized that the objective of psychology is to study the elements of consciousness and to learn how it operates and how it influences behavior (Eysenck, 1998). Structuralism focused more on the structure of consciousness and tried to identify the different experiences that each sensation and perception elicited. They believed that by breaking down the elements of each sensation, they would be able to gain a better understanding of human behavior. For example they tried to identify the different tastes that a person could experience, like salty, sour, sweet and bitter. By identifying the structure of the experience and of how a person perceives it, psychologists can identify the different behaviors that the individual may exhibit based on that experience, like when someone who eats something salty may make a grimace and then look for a drink. The method used by structuralists’ was introspection or the systematic observation of one’s experience. Structuralism was an attempt by psychology to become scientific; experiments were conducted to define the different elements of consciousness. Psychologists were trained to explore behavior by analyzing their own experience, introspectionism as a method was heavily criticized because it was a vague concept that did not lend itself to scientific replication. Moreover, it was difficult to learn and was subjective. Structuralism however provided a limited view of psychology and there arose a different perspective called behaviorism. Behaviorism posits that the goal of psychology is to examine behavior. Overt behavior as seen by behaviorists as the only human facet that can be objectively analyzed, how a person reacts or behaves towards a stimuli explains behavior (Zimbardo, Gerrig & Richard, 1999). Behaviorists believed that a person can be trained to exhibit a certain behaviory providing him/her with the right environment and learning. Although behaviorism gained popularity in the field of psychology, many criticized it as being too mechanistic and take the humanness out of the person. One of the appeal of behaviorism however was that it was very objective and treated mental processes as kind of a black box that should not be given due importance because it was not overtly possible. Behaviorists think that a person’s behavior is a reaction to the presenting stimuli. Behaviorism used the scientific method to study behavior; one of its most important contributions is the concept of classical and operant conditioning. It has been applied to a wide range of psychological fields like education, training and psychotherapy. Psychoanalysis was developed by Freud in the period when Behaviorism was at its height. Psychoanalysis as a psychological perspective says that man’s behavior is influenced by his experiences during childhood (Conlan, 1994). Psychoanalysis also believes that human behavior is greatly influenced by the unconscious part of the human mind. He likened the human mind to an iceberg wherein the tip was the part that was conscious. Psychoanalytic theory argues that an individual’s internal conflict is brought about by the repressed desires of the person. The method used by psychoanalysis is free association, wherein the person is asked to relate to the therapist what comes to mind, aside from free association, psychoanalysis also delved into dream analysis and hypnosis. The theory was criticized for giving too much importance to the unconscious and at that time, Freud offered a controversial perspective of human behavior which many did not understand, however it has become one of the most important theories in psychology and many theorists within this orientation developed. Psychoanalytic theory however lacked scientific credence as it was focused on personal thoughts, memories and interpretations of which differed from one theorist to another.

Google vs. Oracle Case Study - Free Essay Example

Sample details Pages: 5 Words: 1454 Downloads: 8 Date added: 2017/06/26 Category Business Essay Type Compare and contrast essay Tags: Google Essay Did you like this example? Google vs. Oracle Intellectual Property Right (IPR) IPR which is short for Intellectual Property Right is a right given by the government to people with tension to create a physical product/service. An intellectual property is not an idea alone. Don’t waste time! Our writers will create an original "Google vs. Oracle Case Study" essay for you Create order For example, an idea for a book would not be classified as an intellectual property, however the words written in the book would be. Different types of Intellectual property protection (IPP) would be Patent, Copyright, Trademarks and designs. IPR gives the creator the ability to work on their own product without having to worry about others stealing from them. By protecting your product you stop others from copying your invention, design, name of your brand and written scripts you already produced. What is Copyright? An Intellectual Property Right which Google was accused of would be Copyright. In many cases Copyright is granted to the originator for a certain amount of years which gives them the creator the permission to exploit a musical, literary, or other artistic work, such as recording in the form of print, audio and video etc This means that from the moment you create something and successfully copyright it, the product/service belongs to you and only you. Becoming the l egal owner of the product gives you the exclusive right to display, perform, copy and distribute the product elsewhere. Once the product is captured in a fixed format such as being recorded or written down then ità ¢Ã¢â€š ¬Ã¢â€ž ¢s protected by copyright automatically without having to use the copyright symbol. However, it would be a good idea to use the copyright symbol as it would remind people that your product/service is protected by copyright. Ideas, facts and logos are not protected by the Copyright law. However, logos could be protected by the Trademark law. In some cases using Copyright material in commentary, news reporting, research and education could result in fair use. The fair use of a Copyrighted material would be dependent on the userà ¢Ã¢â€š ¬Ã¢â€ž ¢s purpose. For example, if you intend to use Copyrighted material to derive financial or other business benefit, then it would not be considered as fair use. Fair use also considers the effect on the market or th e potential market. If your use is likely to results in economic loss of the copyright holder then it is less likely to be considered as fair use which could result in lawsuits. Googleà ¢Ã¢â€š ¬Ã¢â€ž ¢s product for smartphones Over the years Google has changed the business of electronics worldwide. Achieving many goals over the years such as being the most used search engine in the world. One of Googleà ¢Ã¢â€š ¬Ã¢â€ž ¢s successes would be Android. Google had bought Android Inc. in August 2005 where their plans were to use Androids software in mobile devices. Discussions about licencing Java from Sun were also made. Google had two choices, they were either going to carry on with the Java to be the platform for Android and defend their decision or accept Microsoftà ¢Ã¢â€š ¬Ã¢â€ž ¢s platform for Android. Over the next couple of months Google and Sun were trying to negotiate to licence Java but fail to settle an agreement. 1 year later (February 2006) Google receives an offer f rom Sun which supposedly offers a 3 year Java licensing for $25 million. The price also considers Googleà ¢Ã¢â€š ¬Ã¢â€ž ¢s Android Revenue which Google rejects later on. On November 5, 2007 Google introduced Android, the first open platform for mobile devices. The Android is the furthermost used mobile Operating System, as of 2013, which had the highest selling OS overall. Smartphones with Android Operating System sell more than IOS, Mac OS X and Windows devices put together. In April 2013, a total of 71% of the mobile developers were developing and working for Android. This clearly shows us that Google was growing as an OS provider for major brands such as Samsung, HTC, and Motorola etcà ¢Ã¢â€š ¬Ã‚ ¦ The first Android OS device was released in October 2008, called the HTC dream. Intellectual Property Right issues which Android faced The Android OS has successfully made it to the top of the board for being the most popular mobile Operating System. However, with success co me failures. When Google introduced the Android Operating System back in 2007, Oracle (which specialises in developing computer hardware systems and enterprise software products) had a reason to believe that Google was using parts of Oracles Application Program Interface (API) Java scripts which was protected by Copyright. When Android was first introduced, Google stated that Android will be running of a Linux kernel which included a machine called Dalvik. The Dalvik machine would be compatible with Java. This resulted in Copyright issues as the Java patents and copyright were inherited by Sun which Oracle acquires in January 2010. Because of this reason Oracle organises a meeting with Googleà ¢Ã¢â€š ¬Ã¢â€ž ¢s lawyer to discuss the infringement against Oracles patents (API) in July2010. Google was legitimately accused of infringing parts of Oracles Java patents and ità ¢Ã¢â€š ¬Ã¢â€ž ¢s copyright. The lawsuit was filed in August 12, 2010 against Google. Although Google denied such allegation, Java played a key role in Androids success to be the most used Operating System in smartphones. Other IPR lawsuits were also filed against Android. Google faced many lawsuits by major companies such as Apple, Microsoft etc As Android was increasing its value other companies were trying to overthrow Android from becoming the most popular mobile Operating System. Court Hearing When Google was taken to court for infringement, Oracle sought a total damage of $6.1 billion for misusing Oracles Java Patents and copyright in Googleà ¢Ã¢â€š ¬Ã¢â€ž ¢s Android OS. An enormous amount such as $6.1 billion which was requested by Oracle could have put Google and all of its associates at risk. As the Android Operating System is being used in most smartphones the damages would have affected major mobile phone companies such as Samsung and HTC etcà ¢Ã¢â€š ¬Ã‚ ¦ Luckily, this valuation was turned down by a US Federal judge who requested Oracle to review and recalculate the estimate. The reason for this is because Oracles Java patents and copyright were said to be invalid. In May 2011, the allegations which Oracle had on Google were dismissed as Google was not found guilty of infringing on Oracles java patents and copyright. The trial jury also stated that the Java APIs which Google used was not copyrightable. In this case, Google did not receive any penalties nor did Oracle. The US Court of Appeals for the Federal Circuit later on ruled in Oracles favour by remanding issues for fair use regarding copyright to the district court. Oracleà ¢Ã¢â€š ¬Ã¢â€ž ¢s Appeal to the Federal Circuit After the court hearing, there were no claims found. However, Oracle believed that they were liable for damages for infringement to their Java API. So, they appealed to the Federal Circuit. The Federal Circuit ruled in Oracles favour by reversing the issue about APIà ¢Ã¢â€š ¬Ã¢â€ž ¢s not being copyrightable. In this case Google cross appealed to the Feder al Circuit for continues copying right claims. The hearing for this took place on December 4, 2013. A verdict was released on May 9, 2014. The verdict clearly stated that Application Program Interface were copyrightable as for the structure, organisation and structure. As a result Oracles claims for API copyright were found liable. However, the verdict was not final as the Federal Circuit reconsidered the case of the fair use defence. Defence During the Court hearing Google took several actions to protect their Product from allegations such as copyright lawsuits. One of them would be the fact that Google requested the U.S. Patent and Trademark Office to inspect Oracles patents. The results would be that only two patents were valid from the seven patents Oracle accused Google of infringing. In regards to the lawsuits which were filed against Google by other companies such as Oracle. Google purchased Motorola Mobility for a total of $12.5 billion. In regards to protect Androi d, Google saw the need to purchase new patents from companies such as Motorola Mobility and IBM. The reason why Google took this root is because Motorola Mobility had more than 17,000 patents registered. Thousands of patents were also bought from IBM. By doing so, Android stood a better chance for Intellectual Property Right prosecutions. Supreme Court FAQ What type of benefits does a Copyright Intellectual Property Right give the creator Reference and Further reading Googleà ¢Ã¢â€š ¬Ã¢â€ž ¢s Android Operating System and legal issues https://en.wikipedia.org/wiki/Android_(operating_system) Oracles Lawsuit Against Google https://en.wikipedia.org/wiki/Oracle_Corporation The timeline of the Java lawsuit against Google https://www.pcworld.com/article/253666/a_timeline_of_oracles_java_lawsuit_against_google.html An overview of Intellectual Property https://www.gov.uk/intellectual-property-an-overview/overview Oracleà ¢Ã¢â€š ¬Ã¢â€ž ¢s appeal to the Federal Circuit https://www.theregister.co.uk/2014/05/09/oracle_vs_google_appeal/ Googleà ¢Ã¢â€š ¬Ã¢â€ž ¢s appeal to the Supreme Court https://www.theverge.com/2014/10/9/6953215/oracle-v-google-case-supreme-court-hearing

The Success Of A Successful School - 1177 Words

Great principals prepare themselves for the moments when leadership opportunities open to them. The true principal leader is prepared; he does not rely on chance or luck (although sometimes it pays to be lucky). Great principals build their foundation for success around people. People are the foundation to the success of any organization, and the great principal understands that to build a successful school, he must hire and build the school around quality people. Once many years ago when I was a high school principal, I was attending an education conference in New Orleans with a colleague. After listening to about the fourth consecutive speaker present on how to improve teacher quality in the classroom, I made an off-the-cuff†¦show more content†¦Hiring the right people for the right job from the top down is essential to the success of any organization/school. Finally, great principals have certain things they believe or do that are the cornerstones of their success. T hese cornerstones embrace the actions required to ensure the success of the school. They are the lens through which the strategic objectives or plans of the school are continuously reviewed, studied, and acted upon. They are the action plans for success. (Part III of this book is devoted to discussion of these cornerstones to success.) The cornerstones are non-negotiable pillars of the principal’s and school’s commitment to success. As I have said, there is nothing sacred about leadership. The great leader understands this and although he is constantly reading and seeking new insight into the process, he understands there is not an exact blueprint on how to be a great leader. He also understands there are very few born leaders and even fewer people who through the proper alignment of the planets and stars are destined to lead. The great principal knows leading is hard work, and that learning about it is a never ending quest into a very delicate and intricate pro cess. There is nothing magic or sleight of hand about leadership. Great leadership is the result of careful planning, study, and strategically laying a foundation for success.