IRVING Surname Meaning and Family History

IRVING Surname Meaning and Family History The Irving surname generally  originated as a geographical surname, indicating someone who was from Irving, the name of a historic parish in Dumfriesshire, Scotland, or from Irvine in Strathclyde, Scotland.   It may also be a variant of Irvine, a habitational surname for someone from Irvine in Ayrshire, which is named for the  river Irvine that originates in Ayrshire and flows through Dumfriesshire, from the Welsh ir, yr,  meaning green or fresh, and afon, meaning water.   Surname Origin: Scottish, English Alternate Surname Spellings: IRVINE, IRVIN, IRWIN, IRWINE, URVINE, ERWIN, ERWINE, ERVING Where in the World is the IRVING Surname Found? While it originated in Scotland, the Irving surname is now most prevalent in the United States, according to surname distribution data from Forebears. However, it is more common, based on percentage of population, in Jamaica, followed by Micronesia, Isle of Man, Scotland, New Zealand, Taiwan and England. Within Scotland, Irving is still most common in Dumfriesshire, where it originated, ranking as the 3rd most popular surname in that area at the time of the 1881 census. The Irving surname is also popular in the Cumbria and Northumberland counties of England, according to  WorldNames PublicProfiler, followed by the Dumfries and Galloway council district in Scotland. It is also more common in Canada than in the United States, especially in Nova Scotia.   Famous People with the Last Name IRVING Sir Henry Irving -  British stage actor during the Victorian eraT. B. (Thomas Ballantyne) Irving  - publisher of the first American English translation of the QuranThomas Irving - Union navy sailor during the U.S. Civil War; recipient of the Medal of Honor for helping to rescue his grounded shipEdward Irving - Scottish clergymanWashington Irving - American author  best known for his short stories Rip Van Winkle (1819) and The Legend of Sleepy Hollow (1820). Genealogy Resources for the Surname IRVING Clan IrwinLearn about the history of this ancient Scottish border clan, plus upcoming events and tours. Clan Irwin Surname DNA StudyTradition recorded in the 17th century claims that the Irvines or Irvings of Eskdale and Bonshaw (in Dumfriesshire, in the Scottish Borders),  Castle Irvine (in Co.  Fermanagh,  in Ulster), Drum and Marr (in Aberdeenshire), Mearns (Kincardineshire), Orkney and Perthshire were all descended from a single ancestor, who was also the progenitor of the kings of Scotland from 1034 to 1286.  This study, with over 400 members, aims to use Y-DNA testing to sort out the various family branches. Most Common Scottish Surnames and their MeaningsCampbell, Stewart, Wilson, Reid, MacDonald... Are you one of the millions of  individuals of  Scottish ancestry sporting one of these top common last names from Scotland?   Irving Family Crest - Its Not What You ThinkContrary to what you may hear, there is no such thing as an Irving  family crest or coat of arms for the Irving surname.  Coats of arms are granted to individuals, not families, and may rightfully be used only by the uninterrupted male line descendants of the person to whom the coat of arms was originally granted. FamilySearch - IRVING GenealogyExplore over 400,000 historical records and lineage-linked family trees posted for the Irving surname and its variations on the free FamilySearch website, hosted by the Church of Jesus Christ of Latter-day Saints. IRVING Surname Family Mailing ListsRootsWeb hosts several free mailing lists for researchers of the Vanderbilt surname. DistantCousin.com - IRVING Genealogy Family HistoryExplore free databases and genealogy links for the last name Irving. The Irving Genealogy and Family Tree PageBrowse genealogy records and links to genealogical and historical records for individuals with the popular last name Irving from the website of Genealogy Today. - References: Surname Meanings Origins Cottle, Basil.  Penguin Dictionary of Surnames. Baltimore, MD: Penguin Books, 1967. Dorward, David.  Scottish Surnames. Collins Celtic (Pocket edition), 1998. Fucilla, Joseph.  Our Italian Surnames. Genealogical Publishing Company, 2003. Hanks, Patrick and Flavia Hodges.  A Dictionary of Surnames. Oxford University Press, 1989. Hanks, Patrick.  Dictionary of American Family Names. Oxford University Press, 2003. Reaney, P.H.  A Dictionary of English Surnames. Oxford University Press, 1997. Smith, Elsdon C.  American Surnames. Genealogical Publishing Company, 1997. Back toGlossary of Surname Meanings Origins

Top Research Paper Topics 2013 for College

Top Research Paper Topics 2013 for College Top Research Paper Topics 2013 for College First of all, in order to write a good research paper, you have to understand well what kind of task it is. So, research papers differ from typical essays a little bit. They are longer and require some research work to collect useful information which you can use for your paper. It may sound strange, but the most difficult task for some people is choosing the topic. Actually, its quite normal. If the topic was chosen by your teacher, you have no other choice than to accept it and use it for your research paper. On the other hand, when you have to choose your topic yourself, you can be confused and have trouble choosing the one you really like and interested in. Lets try to do it together. Talking about topics that are relevant in 2013, you can think of everything that happened this year and choose the event that impressed you most. Was it a military conflict in the Middle East? You can analyze the political situation in Syria, Egypt, Afghanistan etc. Also, you may try to find a way out of all the problems in these countries. Maybe the new iPhone 5S is a far more appealing topic for you? Write a paper about modern technology, speaking about how it changed our everyday life, including all the advantages and disadvantages these gadgets have. Are you interested in economy? If yes, you can write about the financial problems in various countries, connecting this factor to financial crisis of 2007-2008. Try to analyze all the opinions on how to cope with such kind of problem and present them in your paper. Actually, there are topics that are relevant, no matter what year it is now. Lets take discrimination. We all seem to be well-educated, polite people without bias against any social group, be it homosexuals, people of different race, religion or gender. However, the problem still remains serious in many countries. Another topic to dwell on is obesity. Is there any way people can eat both delicious and healthy food? Do fast-food restaurants sell junk-food? Is it worth being a vegetarian? In addition, talk about environmental problems and possible ways to make our impact on nature less harmful. There should be some ways to protect rain forests in Brazil, or use alternative power sources (solar or wind energy), use bicycles instead of cars, save electricity and so on. Choosing a topic is just the first step to completing your paper. If you find it too difficult to cope with, or you are pressed for time, you can always rely on our academic writing service for help. We are always ready to lend you a helping hand. At research paper service you have a great opportunity to order a custom written paper online. High quality and plagiarism-free guarantee!

Company Sustainability CritiquBMO Financial Group Essay

Company Sustainability CritiquBMO Financial Group - Essay Example The third generation corporate social responsibility enveloped everything and every activity an organization is involved in or can be involved. This included the credibility of the processes and practices, reporting and measuring, integration of various disciplines, sustainable financial development, developing sustainable values and systems, strategies and visions of the organization and its overall structure. It included stakeholders and sustainability of environment and business. This critique is primarily based on the â€Å"2010 Corporate Responsibility Report and Public Accountability Statement†. The organization has been keeping track of each and every aspect of business that can directly or indirectly affect the community, environment and stakeholders. This has been identified as a major strategic vision for the sustainability of the business. The organization claims to evaluate each and every aspect of the business decision and the probable impact on the communities an d the major stakeholder of the same. The company is involved in integrating ESG (environmental, social and governance) factors in all its activities from financial to corporate citizenship3. In this direction, the organization has started publishing detailed corporate responsibility report. It provides information on each decision taken by the company and the probable impact on the environment to its major stakeholders4. Company Sustainability BMO is recognized for the corporate responsibility. There are various indexes and reports of various organizations that have supported the credibility and position of the company on various corporate governance and ethical issues. The company has been recognized for its corporate social responsibility by the esteemed performance indexes like Dow Jones sustainability North America Index, Jantzi Social Index, FTSE4Good Series Index, Jantzi Maclean’s and Corporate Knights’ Magazine (2003-2007) fifty most responsible corporation in C anada. The company has committed to its corporate responsibility and sustainability objectives. The company has identified various areas with sustainability challenges and collaboration where bank can intervene and work towards maintaining sustainability. Company has incorporated the sustainability objectives to its core values, governance structures and code of the conduct. The business policies are developed and implemented within the sphere of the corporate responsibility and sustainability objectives. Company has been consistently involved in the projects and activities that can add value to the sustainability objectives. Governance and Ethics The organization has evolved FirstPrinciples for all the employees that provides them an opportunity or authorizes them to report any incident or aspect that can be against the code of conduct of the business. There are various employees issues like conflict of interests, mishandling of staff by their seniors and other petty issues. Howeve r there has been handful of incidents reported. There can not be any question on the validity of these rights as company has ensured the confidentiality and anonymity to all the employees reporting any issue. Company is committed for the consistent monitoring of regulatory changes and best practices of corporate governance. The timely audit and the feedbacks allow them evaluating the governance practices along with the best practices of

HR Essay Example | Topics and Well Written Essays - 750 words - 2

HR - Essay Example HR has immense value for a business. In fact, nothing in a business is as important as HR. The development, profitability, and success of a business fundamentally relies upon the ideas, concepts, and strategic management of the people involved in it. Poor management of one individual can ruin a business worth billions of dollars. Likewise, good leadership can make the business grow by leaps and bounds, and take it to the next level with every passing day. HR is the most valuable asset for any business. I have been having personal experience with the HR function of a business since I have been employed. I could experience the HR function right from my very first day at job. As I reached the office, I was led by the HR Manager to my room. The HR Manager made sure I was provided with a telephone, computer, and an Internet connection in my office. The HR Manager made me aware of my job responsibilities, and my daily, weekly, and monthly objectives. Since the HR Manager was helping me understand things and be facilitated in all ways, he was managing me. My experience with the HR function of my company has so far been both positive and negative at different points in time. For example, in the start, I was led by the HR Manager who explained me everything, and provided me with all the necessities for accommodation, which was surely a good experience. However, I was not paid until the third month of my service. In addition, I was not paid for the first fifteen days of my service since I had joined from the middle of month. This was a bad experience. In my judgment, the responsibility of HR Management in a business depends upon the size of a business and the extent to which it is developed. Small businesses usually have a General Manager (GM) who also performs the duties of an HR Manager along with his/her duties as a GM. However, large businesses have separate Human Resources Departments, with a proper

Managing Knowledge and Learning Essay Example for Free

Managing Knowledge and Learning Essay Managing Knowledge and Learning at NASA and the Jet Propulsion Laboratory Summary National Aeronautics and Space Administration (NASA) was established by Congress on October 1, 1958, in order for the United States to keep up with the technological advancements achieved from former Soviet Union’s successful launch of the Sputnik (1957). The Apollo Era-Mission had risen from the support of John F. Kennedy’s goal, which was â€Å"landing a man on the Moon and returning him safely to Earth. † Prioritization at NASA evolved into the center’s motto of â€Å"Faster, Better, Cheaper† (FBC), which was mandated in the Goldin Era beginning in 1992. NASA shifted priorities from: 1) performance, 2) schedule and 3) cost to 1) increase mission performance, 2) cut cost and 3) work force reduction. However, this reform was not as successful as planned. From 1992 and 2000, six of 16 FBC missions failed. To address concern of the impact of failed missions and impending retirements of many of the most experienced NASA employees, Congress enforced that the agency search for the solution to Knowledge Management (KM) and promoting learning initiatives at NASA-JPL. NASA’s KM tools were mainly IT systems of Internet-based databases and portals for ease of lessons. The NASA KM crisis was attributed to the organization’s inability to document experiences of failures and successes of missions or projects; ultimately incapable of capturing the â€Å"experiential knowledge† from expert engineers and scientists. In addition, this lack in KM was due to â€Å"privatizing knowledge† and promoting creativity, that stemmed from NASA’s culture where competition among centers for projects and funding was the norm. Several KM Initiatives were developed including project libraries for document and data management, developing standards, establishing databases to find experts, ask technical questions, and to capture history and legacy reviews. 1) What were the pros and cons of the â€Å"Faster, Better, Cheaper† model? How might outcomes (both positive and negative) of projects executed with this model impact NASA’s stakeholders, i. e. Congress and the general public? The â€Å"Faster, Better, and Cheaper (FBC)† objectives were to cut cost and maximize mission performance. There were several advantages of the FBC reform. FBC allowed compressed development and launch schedules that lead to an increase in the number of missions. Mission time could be reduced from decades to a few years. The number of NASA projects increased from four to 40 under the FBC model. An increase in mission projects was thought to lead to additional discoveries so that NASA could gain further wisdom and space knowledge. FBC missions were changed from one big project to multiple smaller projects. Dividing the program into smaller projects helped to minimize the pressure and stress on the team if a mission failed. Furthermore, one mission failure did not consequently lead to the failure of the entire program. FBC practice allowed senior managers more freedom to implement FBC the way they found fit which promoted creativity and autonomy among senior managers. FBC also reduced the cost of each mission and NASA’s overall budget. For example, the Mars program budget was reduced from one billion dollars to $260 million. There are numerous disadvantages of the FBC reform. Applying the FBC model could lead to more mission failures. During the FBC era, there were 6 failed missions out of 16 FBC missions. Cost and schedule constraints, insufficient risk assessment, planning, and testing, underestimation of complexity and technology maturity, inattention of quality and safety, inadequate review processes, engineering, under-trained staff, poor team communication, and design errors all attributed to NASA’s mission failures. Projects conducted â€Å"faster† does not allow for adequate documentation, time for redlining the project, and recording lessons learned from one mission to the next. This could result in repeated mistakes that could be avoided by future missions. Missions carried out faster do not allow time for mentorship and sharing of knowledge. Also, the term â€Å"better† was not properly defined and was open to interpretation, which may negatively impact maintaining standard procedures and processes. The results of the FBC vision could impact NASA’s stakeholders in several ways. The increase in smaller successful missions would alleviate the risk of one large failure, although any failures will have a negative impact on stakeholders. Congress could be discouraged to provide support and funding for major space programs if they fail but might be more likely to fund smaller missions. The public could either lose or gain confidence, support, and belief in the space program depending on the magnitude of success or failure. FBC mission are less expensive which would decrease NASA’s budget and help satisfy both Congress and the general public by reducing the need for extra taxation by Congress and collection of taxes from the general public. 2) Why was the Mars Pathfinder project so successful? Explain how Anthony Spears management style impacted future missions. Project management was the key to success of the Mars Pathfinder project. It began as an experiment to test the validity of the FBC reform mandated in 1992 when Daniel Goldin was assigned as the new administrator of NASA. A clear and specific plan for the Pathfinder mission was laid out in the beginning and followed through until the end. Analogous to the success of Cisco’s ERP implementation, Anthony Spears, an excellent manager and thought leader with years of experience at NASA, gained the support of top management and the JPL institution (Spears, 1999). Spears developed a unique balance of an advisory committee of experts to support and guide the difficult project, while he recruited talented, yet naive, energetic youngster’s to do what some more experienced people thought impossible. As Spears writes in his lessons learned report it was â€Å"†¦a blend of bright, ambitious youth and scarred old timers, each challenged and empowered, all working each issue together † (1999). Together, they created a team that bonded and worked together successfully. Spears’ goal was not only the success of the Pathfinder project, but of the FBC program success, unlike the vision of future project managers. The success of Pathfinder did not translate well in future FBC missions. Risk management and testing were important to the Mars Pathfinder success. While the Mars Pathfinder team worked together successfully, the younger players went on to think they were great project managers themselves, but still hadn’t learned enough to manage their next missions successfully. In future FBC projects, some reasons for failure were poor team communication, inadequate or under-trained staff or insufficient testing in 70% of missions and insufficient risk assessment and planning on 86% of missions (exhibit 4). 3) One of the major issues in this case is the retirements of experts. Why is this a problem for NASA? Would it be less of a problem in a different type of organization? Suggest immediate steps that NASA could take to mitigate the problem. Explain your choices. By 2006 half of NASA’s workforce was eligible for retirement which could lead to a major loss of knowledge, especially tacit information, diminishing the collective wisdom of the organization. A senior manager at NASA states, â€Å"we have no formal process for transferring knowledge† from thought leaders to new managers and IT systems had not yet been sufficient in transferring â€Å"experiential knowledge† to the younger generation. Unfortunately, this would be true in many organizations unless they had sufficient knowledge management systems in place and a culture where sharing knowledge was valued and encouraged. In order to mitigate the problem of losing their knowledge base, NASA not only needs to continue to implement their KM strategy, but truly change the culture. Experienced project leaders and Subject Matter Experts (SMEs), such as design engineers, should openly share their knowledge and not just when asked for it. I support several of the planned KM initiatives such as the capture of information by improving documentation, development of an enterprise web-based portal, and the Knowledge Sharing Initiative (KSI) aimed at changing the companies’ culture. In addition to these activities, an exit strategy could be developed for retiring employees where they must follow standard procedures for employing case-based reasoning in an online database employing a searchable classification system. Additional knowledge could be disseminated by those eligible through training sessions. A reward system should be coupled to these exit requirements and could be increased if the employee decides to be available in the Expert Connections directory of SME’s that could be contacted for support after they leave. New positions might need to be created for dedicated knowledge managers such as Chief knowledge officers. It’s also possible that NASA could obtain some replacement of lost experts by collaborating with space programs in other countries. Collecting the information from experts must be coupled with management support of a corporate wide schema to store the data, methods of dissemination, and apply the information to ultimately make better decisions on projects that involve risking people’s lives. 4) Jean Holm had two options she could choose from: 1) upgrade the IT systems or, 2) change the culture. Which would you choose and why? Is there a third option? Explain your answer. In order for Holm’s to truly have a successful knowledge management system in place, implementation of a hybrid system should be in place; enforcing both upgrade to IT systems occurring simultaneously with changing the private culture into a shared one. Integration of both, changing the culture and IT upgrades will be a lengthy process so it would be critical to first strategically plan for cultivating and managing formal processes for knowledge transfers. Implementing formal processes such as required protocols, reports, standard operating procedures (SOPs) and work instructions for each mission or project should be enforced from every high-level management as it might help with the KM transfer crisis. Once every item has been completed by the high-level management it would be placed into the appropriate IT systems database in conjunction with the integration of the required knowledge management video synopsis from experienced engineers and scientist who exit the centers. Curriculums would be in place with learning modules with specific need encapsulating these protocols, reports, SOPs, work instructions and video synopsis would then be posted on the intranet, ready for the potential novice engineers and scientists entering the NASA work force; making the system more enriched and meaningful. 5) President Obama is implementing changes to NASA’s charter, which will create new ways of funding/executing projects than NASA is used to. Do a little online research. Do you agree or disagree in this change of direction? Explain. Caution; this is not to be addressed as a political issue) The Obama administration’s new NASA charter includes a couple of key parts: A) In February 2010, the Obama administration canceled the Constellation Program, which was started by former President George W. Bushs administration in 2004. This program aimed to put US astronauts back on the moon by 2020, for the first time since the final Apollo mission. B) In April 2 010, Obama proposed increasing NASA’s overall budget by about $6 billion over five years and shifting NASA’s aim for manned space program to Mars (from the moon). By the mid 2030s, I believe we can send humans to orbit Mars and return them safely to Earth. And landing on Mars will follow, he said. C) He also challenged the commercial space industry to take up the routine tasks that NASA would abandon – such as ferrying astronauts to and from the space station. I do not agree with him on the part A and Part B of the new charter. The Constellation Program is already 5 year old, and has spent $9. 1 billion. It has already made significant progress and will help America maintaining its space leadership position over Russia and China. On the other hand, I think that it will set a foundation for manned space mission to Mars. Obama’s vision of manned mission to Mars by mid-2030 does not seem realistic to me as he has not talked about its technology feasibility. However, I do agree with his plan’s Part C. I think that it will significantly reduce the cost for transporting people and cargo to and from low-Earth orbit, and might induce the rise of a true space economy.

Attitude is a Learned Behavior Essay -- Psychology Essays

Attitude is a Learned Behavior Attitude is a learned behavior that can be changed based on the individuals choice and wiliness to change. The Webster’s New World Dictionary defines attitude in three different ways; first is a bodily posture showing mood or action, second is a manner showing one’s feeling or thoughts and third is one’s disposition. In General Attitudes are the feelings and thoughts you have about yourself and how you interact with other people. Attitude plays apart of everything in society’s life, from taking your first steps, going to high school, choosing a college, getting a job and choosing a mate. If attitude makes us who we are, gives us our character, then the question I purpose to you is, can you really get an â€Å"attitude adjustment† or is our attitude defined at birth? For centuries, people have been intrigued with the question of what is human about human nature. How much of people’s characteristics and attitudes comes from â€Å"nature† (heredity, unable to change) or how much is from â€Å"nurture† (the social environment, contact with others) and the ability to change. It is for certain that physical and mental abilities are established by heredity, such as ability at sports and mathematics. As well as the color of your eyes, the size of your nose and your mother’s freckles. While such basic orientations to life, like your attitude, are the result of the environment one lives in and thus fore can be changed. So, what about the nurture side of the equation, or the environment that gives us our attitude? Culture is a system of ideas about the nature of the world and how people should behave in it that it shares—and shared uniquely—by members of a community, that continually judges ones actions, hen... ... that attitude can be changed or at least influenced by our environment. Our attitude is a learned behavior that can be changed by the individual’s choice to make that change. I agree that a person’s attitude begins with their own personal feelings, values, and beliefs, but the knowledge of the values and norms of our culture also can define who we can be or should be. After all, if a person couldn’t change their attitude, then how could they grow and learn or just simply adapt to ones environment. For some parts of life, the blueprint is drawn by heredity; but for other parts, the individual is a blank slate, and it is entirely up to the individual to change what is written on that slate. You alone can make your density great by doing on simple thing â€Å"getting an attitude adjustment†. Attitude is your life, yours affects everybody and everybody’s affects you.

As a Head Nurse Essay

We all must experience have responsibilities beyond our expectation and limitation as we can improve ourselves every now and then. Responsibilities are just within our shoulders as we go on with our lives we add more on to it due to the things we learn and experience and simply being a student nurse responsibility is already on our shoulders as we gained knowledge in every step of the way. As a student nurse, knowledge is easy to get as we experience, learn, read and study. But every knowledge comes with great responsibility, which is to help and share it to others who are innocent about specifically toward to their health. Experiencing being a student head nurse is good as it adds my capabilities to manage my time, and my staff nurses. I have been a leader for some time now but I need more experience to be better than before. I am not at my best now as leader as I haven’t yet experienced every problem and responsibilities but I want to get better than I am now. Being a leader is hard because responsibilities weighs more than you expect, for your time, group and for yourself. But as I experience it once, twice or more to it, it is very helpful due to that I improve from before. Finding myself being a student head nurse is part of being a student but when I experience it was a little hard because I have difficulty at first in coping because it is my first time to lead a group in ER but I can manage. I was a little bit of loss for a minute on how to manage my time but I made a time table on the different things I have to manage from the start towards the end likely checking the works of my group mates and reminding them of the different responsibilities they have to prioritize first on the certain time. I was at ease because I felt blessed that my group mates work with less supervision and questions as the before group mates I have had. Some take initiatives for the different assigned work for our report. They manage to finish it on time and we communicate well. They also show respect with it comes to work as they call me â€Å"ma’am†, which I am not used to, during our shift of duty. I also was glad that I experience new and improved group mates. The things that I experienced as a leader was uncountable and unforgettable, due that I experienced new in every leadership that I account for. Responsibilities are just at our forefront and the moment we move forward it comes our way so we must be ready, so every experience that we take, took it as learning and a good endeavor to become a good leader not for other people but also for yourself.