Why is There No 1890 Census

A federal census was taken in the United States in 1890, as it had been every decade since 1790. It was especially notable for being the first federal census  to provide a separate schedule form for each family, a method that would not be used again until 1970. The result was a volume of papers that far exceeded that of the previous ten federal censuses combined, which Carroll D. Wright, Commissioner of Labor, implied in his 1900 report on The History and Growth of the United States Census may have driven the ill-fated decision not to make copies. The first damage to the 1890 census occurred on 22 March 1896, when a fire in the Census Building badly damaged the original schedules relating to mortality, crime, pauperism, and benevolence, and the special classes (deaf, dumb, blind, insane, etc.), as well as a portion of the transportation and insurance schedules. First-person accounts claim that carelessness resulted in an unnecessary delay in fighting the fire, yet another tragedy to the 1890 census.1  These damaged 1890 special schedules were believed to have been later destroyed by an order from the Department of the Interior. The U.S. National Archives was not established until 1934, so the remaining 1890 census schedules, including the population schedules, were languishing in the basement of the Department of Commerce Building in Washington, DC, when fire broke out in January 1921, damaging a good portion of the 1890 census schedules. Many organizations, including the National Genealogical Society and Daughters of the American Revolution petitioned that the remaining damaged and waterlogged volumes be preserved. Despite this public outcry, however, thirteen years on 21 February 1933 Congress authorized the destruction of the surviving 1890 schedules, deeming them as useless papers under an Act originally passed by Congress on  16 February 1889 as an â€Å"Act to authorize and provide for the disposition of useless papers in the Executive Departments.2 The damaged, but surviving, 1890 federal census schedules were, unfortunately, among the last papers disposed of under this act, an act soon thereafter succeeded by the 1934 law establishing the National Archives. In the 1940s and 1950s a few bundles of surviving census schedules from 1890 were discovered and moved to the National Archives. However, just 6,160 names were recovered from these surviving fragments of a census which originally counted nearly 63 million Americans. ----------------------------------------------------- Sources: Harry Park, Careless Fire Service Claimed, The Morning Times, Washington, D.C., 23 March 1896, page 4, col. 6.U.S. Congress,  Disposition of Useless Papers in the Department of Commerce, 72nd Congress, 2nd Session, House Report No. 2080 (Washington, D.C.: Government Printing Office, 1933), no. 22 Schedules, population 1890, original.   For Further Research: Dorman, Robert L. The Creation and Destruction of the 1890 Federal Census. The American Archivist, Vol. 71 (Fall/Winter 2008) : 350–383.Blake, Kellee. First in the Path of the Firemen: The Fate of the 1890 Population Census. Prologue, Vol. 28, no. 1 (Spring 1996) : 64–81.

Supply Chain Management Zara s Strategy - 847 Words

According to Motiwalla (2011) â€Å"Supply chain management is the science of developing a strategy to organize, control, and motivate the resources involved in the flow of services and materials within the supply chain.† (P. 305). In fact, Zara’s strategy in the clothing retail business is to comprehend the customers needs, produce new fast styles of clothing, and market it for sale using efficient information systems to gather information, manage product, inventory and distribution. Likewise, Limited Brads strategy managed to consolidate their technology operations into a single shared service for all of its brands using chain technologies and processes to drive the speed to market requirements. First, â€Å"Retail companies have become involved in supply chain management in order to control product quality, inventory levels, timing, and expenses.† (About money). For this reason, Zara’s strategy ensured that its supply chain capabilities supported its ability to satisfy the targeted customers. In addition, Zara collects information on customer needs, integrates data with design, manufacturing and distribution functions. With this in mind, Zara concentrated its product to short lead time, lower quantities, more styles and use an effective distribution system. Similarly, Limited Brands, shifted to a high end product line that required a strategy to bring product to market and customer satisfaction. Furthermore, Limited Brands management approved the project of building a globalShow MoreRelatedZara Postponement Strategy1702 Words   |  7 Pagesï » ¿The case of Zara – The Postponement strategy I) Introduction In order to compete in the world of rising globalization and shortening of product life cycle nowadays, firms have to deal with the demand for increasing product variety to meet the diverse needs of customers. 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Human Resource Management and Leadership

Question: Discuss about the Human Resource Management and Leadership. Answer: Introduction Leadership is the most crucial part of Human resource management of an organization. If you consider the organization and the employees regarding it, Leadership always plays a vital role. Likewise, the newer research in case of human resource management differs considerably from older research. Older research has always focused on administrative subjects of assortment, compensation and all. Whereas the newer research always keeps its focus on serving the strategic interest of the organization and how HRM may increase the capacity of the employees of the particular organization. These two strategies of research have developed all along together. Much of the leadership phenomena in human resource management stresses the reasoning and moving relationship among the leader and the organizational employees and thus differ leadership from the administration of objective systems. Leadership always puts a primary effect outside of the so-called administrative system of the organization. It ca n take any organization to the highest level of success. Background of the project HRM is a very important topic for the research proposal. There are many significant factors of HRM department are critically described in this proposal. In addition in this research proposal the research problem, aim, objectives and questions are critically examined. Problem The main problem of this project is to find the strategies of a leader to improve the human resource management of a particular organization. The leader will make him sufficient enough by taking the best strategies to improve the particular organization. Also there are some bigger issues rather than this where a leader will have to face more than one challenge while running a particular organization. The way of handling the challenge matters and that is where the problem arises. Moreover every organization wants put good impact upon the market, so finding the strategies of putting good impact on the market can be considered as one of the research problems here. These are the main problems which are being resolved in this research proposal. Problem statement The problem statement of HRM mainly relies upon few points: Lack of ability causes enough problems to the organization. Often the employees are unable to complete mentioned tasks within the given period(Gilbert, De Winne, Sels, 2015). There are two things which mainly affect the employees, either they lack in confidence, or just they don't have the patience to fulfill a particular task. Lack of motivation is another important issue which can harm any organization. The employees of any organization always want to be motivated by someone("HRM and Quantitatives: Decision Tree and Vector Analysis in HRM Theory", 2014). They always try to follow a person who is experienced and good enough in the particular field. If the organization doesnt have a quality leader, a huge problem will arise for the organization in the future. Lack of training, lack of consistency, lack of self-confidence of the employees of an organization is very harmful(Dessler, 2000). It severely effects the organization very often. Aim of the research The main aim of this research is to provide the best environment for the employees in the organization. Their ethical requirements are the main points to be considered. Providing a friendly environment for the employees is the prime aim of this research. Research objectives The objectives of research are as follows: To improve the human resource management of an organization the leader needs to take some strategies. These strategies have to be followed by the employees by whom they can improve themselves as well as the organization. To face any challenges in the human resource in an organization. The leader of the organization will always be ready to face any challenges along with the employees of the organization. To put an impact on business process and growth the leader must come forward in every aspect because an organizational improvement always puts a good impact on the outer market. The employees of the organization must follow the path of the leader now and then especially in this case. Research Justification It has become very difficult to see the world around us in a uni-dimensional way and use only single criteria in judging what we see. In these cases the leaders of human resource management of an organization need to take the organization to another level of success, they should achieve the goal in a disciplined way. Today mankind has replaced the old technologies with modern science methods(Ulrich, Losey, Miesinger, 2005). The usage of modern science has made the people take the best decisions in a given situation. A perfect leader of HRM of an organization will try to make anything possible to do to achieve a particular goal. Where the employees play their best role and ready to do anything that the situations demand. Literature review A literature review is one of the most important and preliminary steps of a research proposal. It is an extended report of information which we can find in many types of literature study such as, books, quotes, and journals (Mondy, Noe, Gowan, 2005). The main work of the review is to summarize, evaluate, clarify and describe the various aspects of researches. It gives a theoretical clarification for the study and it also helps to decide the nature of the research. In this research, we can find some basic points to describe the literature review, for example, the significance of leadership in human resource management, the relationship between the human resource management and leadership of an organization, Significance of leadership on human resource management Human resource management, as well as a human resource manager, is one of the most important parts of an organization(Armstrong Armstrong, 2011). Their works are more or less similar to the leaders of the organization but they only look after the employee related issues and deal with their primary requirements. On the other hand, the leaders take the responsibility of many aspects, like employee satisfaction, production procedure, customer feedback and so many. The main job of the leader of an organization is to provide the required facilities to the workers of the organization including the human resource manager and also to motivate them towards their task. Leaders of an organization are someone who is respected by all workers. The employees including the human resource managers like to follow someone who is respected by them. So it is their responsibility to maintain their self-respect among the workers. The leaders always motivate and influence the leaders. John Quincy Adams sta ted that if a leaders actions influence others to learn more, do more and to dream more, he is a successful leader. The leaders motivate the human resource manager to do their work properly and with confidence. As the human resource managers look after the employee related issues they need to be very supportive and influential towards the workers of the organization(Mathis Jackson, 2003). Thus it the responsibility of the leaders to look after the basic requirements of the human resource managers(Noe, 2006). For example, John C. Maxwell has said that the leader is someone who goes the right way, knows the right way and always shows the right way to the workers as well as the human resource managers. There are some factors or aspects that a leader should follow to motivate the workers and the human resource managers of an organization. There is no end to the learning process. So the leaders should not stop learning. That will help them to manage their workers with more skills and co nfidence. The leaders should also maintain a pleasant communication and relationship with the workers and the human resource managers. Otherwise, it will cause disobedience by the workers and human resource managers. According to Ray Krok, the qualities of a leader is always reflected in the values they place on themselves(Giuliani Kurson, 2002). Relationship between leadership and human resource management Leadership and human resource management both are equally important to run an organization successfully(Armstrong Armstrong, 2009). Both the fields are complimentary to each other. The job a human resource manager is to provide mental support and other basic requirements to the employees. Suppose if the employee is having any difficulty with his work he can ask help to the human resource manager. So the human resource manager has to be there with the workers whenever there is any difficulty or crisis and to solve it with appropriate skill and confidence(Stander Rothmann, 2009). They also need to look after other issues related to employee satisfaction. For example, if a worker is working for the extra time he is getting his overtime remuneration or not. Other than these another important task of a human resource manager is to recruit workers for an organization. So a human resource manager must have the potential to know his employees and to motivate them. Arsene Wenger has said tha t one of the most important things about managing employees is to influence them in a positive way. That is what a human resource manager is all about. Similarly, a leader of an organization has to look after some aspects which even include the employee satisfaction of workers as well as the human resource managers(Saravani, 2014). They also have to look after the production procedure of the organization as well as the customer feedback. So the basic job of both leaders and human resource manager is more or less similar which is to motivate the employees. Peter Drucker stated that management of an organization always does the things right where the leader does the right thing. Influence of the leaders to the work environment of human resource managers Another most important point of an organization is the work environment of in which the employees, as well as the human resource manager, do their job. For an organization, the work environment is the most important aspect. If the work environment is not supportive of satisfactory to the workers, then it will result in the downfall of the company or the organization. That is why it the responsibility of the leader to provide the workers and the human resource manager a better work environment(Anderson, Butler, Harbridge, 2016). Otherwise, it may cause disobedience among the workers which are obviously not good for the organization as a whole. Thomas Aquinas has said that if the main aim of a leader is to preserve his ship he would keep it in the port forever. Another aspect is included in this point which is the behavioral factor. If the leader ever behaves rudely with workers or the human resource manager, then it will create an unpleasant communication or relationship between them which will surely be harmful or the organization or the company. Arnold H. Glasow said that a great leader always takes a slightly more than his share of guilt and takes a slightly less than his share of the praise. Conceptual framework Research question What strategies need to be taken by a leader to improve the human resource management of an organization? What challenges are faced by the human resource department of an organization? How does human resource management put impacts on business process and growth? Research hypothesis This research will be proved to be very helpful in building a good leader as well as an organization. There is enough information in this research which can develop a good efficient leader. The leader then can build a perfect HRM for that particular organization. Strategies need to be followed; challenges are to be faced, and there will be an outcome which will put a good impact upon the world. You need to influence the employee by putting a good impression upon them; you must motivate them to do their duties. This will help the employees as well as the organization in their future growth. Research methodology Research approach The approach of this research is to build a perfect HRM for an organization. Developing a perfect leader is also one of the approaches to this research. There are many methods which are mentioned above already by which you will get to know how an HRM of an organization gets built up. To build a good leader we must build a group of perfect supporting stuff by motivating them, by giving them all the facilities, by setting a perfect example in front of them. That motivation, that example is none other than the leader of the organization himself or herself. Research design The research design is mainly known as the documental part of the research. The research design tells us the parts and the sub-parts like dependent variables, experimental design, research question etc. This thesis is totally dependent on the employee performance is review research design and descriptive("Rethinking Design Data", 2013). A design with details means hypothesis depends on the survey and realistic observation. On the other side, many of them want to say that literature builds the hypothesis. Sampling method The requirement and the nature of the study stay unaffected by the dimension of the sample. It suggests that the case of individual investigation has no responsibilities. Then the sample frame will be benefited from the specialties of production store of that particular organization. Besides this, the professionals don't think about the size of illustration further more. Data collection method The data collection method is known as the procedure of measuring as well as collecting information and data on directed variables. The process of data collection is recognized in a methodical fashion. It then uses individuals to give a reply to some questions and measure the result. There are two types of data collection such as primary and secondary data collection method. Primary data collection is the process when original data is collected(Alshenqeeti, 2014). Secondary data collection happens when data are collected from sources of books, websites etc. Types of analysis The thing which is used in data analysis is known as the types of analysis. For example, this project is based on building a strong leader for a human resource management of an organization, the data analysis of this research is based on observation and descriptive data analysis. Qualitative and quantitative are the two types of data analysis. Just because qualitative data analysis includes observation and description, here we have used qualitative data analysis. Research instrument When it is needed to find the strategies of any research we use research instruments. In data collection technique the tool which is used is called the research instruments. Its the responsibility of the researcher to guarantee that the chosen instrument is valid as well as reliable. In this research, the tools are reading and observation. Research Outcome In this research, you will get to know how to maintain a human resource management system of an organization by a good leader. The technique of research is more advanced today, leaders of the new generation are modern enough to learn everything perfectly. They adapt to survive. The main focused point of this research is to take the HRM of a particular organization to another level. Organization of study The organization study is as follows: Section I: This section of the project consists the introduction part which has the problem statements, research questions, research objectives and research rationale as its subparts. Section II: Conceptual framework is the main part of this section Section III: Literature review and research hypothesis are the parts of this section. Section IV: This section consists of the research methodology and Research Approach, Research design, Sampling Method, Data collection method, Types of Analysis, Research instrument as its subparts Section V: Research outcome, Gantt chart and Project budget justification are discussed here in this section. Gantt chart Project budget and budget justification The budget is mentioned for the mentioned reason Literature Review: Use of journal articles, books and online resources which are not free of cost at all. It costs $1000. Data collection: Sometimes collecting data requires some post services where electronic mail does not work. It will cost around $2000. Data Analysis: Incase of analyzing chart tables and data from other resources it takes a fair amount of money to do so. It costs $1000. In Total Conclusion The above research proposal gives us an elaborative idea on the relation between leadership and the human resource management of an organization or company, how much they are connected to each other and also how their works and performance is complimentary to each other. Not only this but this research has helped us also to learn the various aspects related to both the fields. At the end of the research or to conclude the research it must be admitted that both human resource management and the leadership is equally important for the development of a company or the organization. And both are needed to be developed as well. The difference between the mentioned fields is just that leadership is about something more extended. It acquires several extra aspects in comparison with human resource management. Though human resource management only deals with the employee related issues that is one of the most important parts of a company. Without the help of the human resource manager, the emp loyees would not be able to do their work properly. And when it comes to the decision-making process of any idea or suggestion the opinion of the human research manager is something that matters. They have the right to take the final decision. On the other hand, the leaders are responsible for more or less every aspect of the organization. They have to control their employees and also the human resource manager and also have to concentrate on the production procedure of the company and also look after the feedback of the customers. Without the help of the leaders, no employees or workers including the human resource managers would be able to do their work with proper skill and confidence. In all the above research proposal I very helpful in understanding the need of various fields, their objectives, methodology and implementation of various latest ideas to develop an organization or a company as a whole. References Alshenqeeti, H. (2014). Interviewing as a Data Collection Method: A Critical Review.ELR,3(1). https://dx.doi.org/10.5430/elr.v3n1p39 Anderson, S., Butler, D., Harbridge, L. (2016). Legislative Institutions as a Source of Party Leaders' Influence.Legislative Studies Quarterly. https://dx.doi.org/10.1111/lsq.12124 Armstrong, M. Armstrong, M. (2009).Armstrong's handbook of human resource management practice. London: Kogan Page. Armstrong, M. Armstrong, M. (2011).Armstrong's handbook of strategic human resource management. London: Kogan Page. Dessler, G. (2000).Human resource management. Upper Saddle River, NJ: Prentice Hall. Gilbert, C., De Winne, S., Sels, L. (2015). Strong HRM processes and line managers' effective HRM implementation: a balanced view.Human Resource Management Journal,25(4), 600-616. https://dx.doi.org/10.1111/1748-8583.12088 Giuliani, R. Kurson, K. (2002).Leadership. New York: Hyperion. HRM and Quantitatives: Decision Tree and Vector Analysis in HRM Theory. (2014).CBR,13(06). https://dx.doi.org/10.17265/1537-1506/2014.06.004 Mathis, R. Jackson, J. (2003).Human resource management. Mason, Ohio: Thomson/South-western. Mondy, R., Noe, R., Gowan, M. (2005).Human resource management. Upper Saddle River, N.J.: Pearson Prentice Hall. Noe, R. (2006).Human resource management. Boston, Mass.: McGraw-Hill. Rethinking Design Data. (2013).Adr. https://dx.doi.org/10.15187/adr.2013.11.26.4.7 Saravani, S. (2014). Relationship between Leadership Factors and Human Resource Empowerment from the Perspective of Education Staff in Iran.KCAJBMR,4(4), 11-19. https://dx.doi.org/10.12816/0018955 Stander, M. Rothmann, S. (2009). The relationship between Leadership, Job satisfaction and Organisational Commitment.SA J. Hum. Resour. Manag.,6(3). https://dx.doi.org/10.4102/sajhrm.v6i3.145 Ulrich, D., Losey, M., Miesinger, S. (2005).The future of human resource management. Hoboken, N.J.: Wiley.