Sociotechnical Systems Essay -- Information Technology

The concept of sociotechnical systems was created in the 1960’s as a part of organizational development research by E. Trist and F. Emery. Ranging from a small system between you and your phone, to the interaction between human behaviors with massive technical infrastructures society has developed in hopes to boost performance and quality for both the societal and technical side of the system (Fischer). The essential impression behind a sociotechnical system refers to the interrelatedness that humans, which are the social aspect of the term, and non-humans, which are the technical aspect of the term, have networks between each other. It is how a human interacts with the particular technology and in conjunction how technology inscribes relations onto humans. It is a conventional logic to think that humans have control of technology, and also that technology is simply used as an extension of human capabilities. Sociotechnical networks attempt to reveal how that may not be true by showing how technologies have a much more active role on human behavior, and by trying to show how the relationship between humans and non-humans is a much more complex and dynamic that we may assume (Pinch & Wiebe). Now with a better grasp on such a broad concept, where does someone actively fit in one of these systems? Personally, I participate in a number of sociotechnical systems across a range of platforms and devices from simple design to large scale complexity. Sociotechnical systems can bring people together through computer-mediated communications. Dedicated systems in companies can gather employee statistics to then compile and deploy in a knowledge base easily accessible by anyone who may gain assistance from a previous employees experience w... ...rking there were given two weeks’ notice. As a way of helping them go through this transition the company used a lot of its resources, be it the workforce placement company Yoh to find a new job for these employees to personal recommendations to friends in other companies to help this employees not be jobless for any long period of time. It’s very difficult to cater to everyone’s ethical expectations of the world. All we can do is cope, until a new sociotechnical system comes out that solves everyone’s ethical dilemmas for us. Works Cited Pinch, Trevor J. and Wiebe E. Bijker. "The Social Construction of Facts and Artefacts: Or How the Sociology of Science and the Sociology of Technology Might Benefit Each Other. "Social Studies of Science: 399-441. Fischer, Gerhard. â€Å"Distributed intelligence: extending the power of the unaided, individual human mind.† 7-14.

Marines of Montford Point Essay

The book I chose to do my book report on is the marines of montford point. This is a true story of the marines of montford point, North Carolina. The first African American segment of the United States marine corps. In this book we find out the struggles they went threw because of the racial barrier as well as the political implications that were going on at the time. This was a very inspiring book and it reminds people of the cost of freedom. Nothing was easy for the black marines. All of the other service branches had allowed African Americans to serve in their ranks. In 1941 president Franklin D. Roosevelt signed an executive order that prevented government agencies from refusing to hire Americans based on race, creed, or color. In 1942 recruitment activity began for the first African American marines as did the construction of their new base montford point. After seven years an order that ended discrimination in the military was signed. The black marines could finally join the white soldiers in Paris island and camp Pendleton. The story starts off talking about major general Thomas issuing an order to the marine corps recruiting districts of south to recruit over 400 African American soldiers. The men were restricted in all aspects of their lives from finding a sandwich when they arrived at Montford Point to finding a toilet when they had work detail at the all-white Camp Lejeune. George These black marines Couldn’t even get a hamburger in town. It was horrible down there. It says at bus bus station, there was a chain separating the blacks from the whites. One of the black marines mentions how prisoners of war had more privileges then they ever had. This Is More than a history book, The book gave face to face narratives with the black marines so the author had to do alot of studying of the journals, records, he had to find each man who was alive and get the story in their point of view. Most of the Montford Point Marines wanted to see combat, but they were largely disappointed since most of the black Marines served in auxiliary units and had clean-up detail after the Pacific islands were secured by white Marines. However, men in the ammunition and depot companies saw combat during the amphibious landings on the beaches of Iwo Jima, Saipan, Pelelui and Okinawa. From these experiences, the Montford Point Marines earned the respect of their white counterparts, in spite of the general notion at the time that blacks weren’t ready for combat. Even the fact that black Marines were present at the landing on Iwo Jima was suppressed. Steven Robinson comments on how the camera crews turned away when they saw black Marines. He also said we were fighting the war to liberate people who had more liberty than we had. † 60 veterans were interviewed threw out this story , so the author gets all of the experiences in their own words. we learn about their reasons for enlisting; their arrival at Montford Point and the training they received there; their lives in a segregated military. A very great bio of one of the characters was the one of Herman Darden Jr. He begins to talk about the reputation of the marines at the time which was marines were rough and ready to go. He then talks about his reason for joining which was â€Å"because marines are supposed to be the first to battle and the first ones home, so I don’t want to stay out that long†. Even though the racial barrier between the blacks and whites was big alot of these black men still found it in them to join the marines and fight with honor. Whether it was because they got drafted or because they had nothing else in life these men fought for their freedom and respect, which was eventually gained. The marines of montford point a true story of the marines of montford point, North Carolina. The first African American segment of the United States marine corps. In this book we find out the struggles they went threw because of the racial barrier as well as the political implications that were going on at the time. This was a very inspiring book and it reminds people of the cost of freedom.

Personality Testing of New Hires

Personality Testing During the Hiring Process Personality testing is not a new topic. What is new is the ongoing shift in mindset that has diluted the value of personality testing during the hiring process and only finds a value in using personality testing after the candidate has joined the organization. This will be challenged by first providing a brief history on the Myers-Briggs Type Indicator (MBTI) and reviewing the years of dedicated research that went into the development of the test. Second, it will reveal the correlations of the test results to job requirements through specific examples. Third, it will discuss why applicant honesty and company policy makes personality testing necessary. Fourth, it will identify and support how many organizations successfully use the MBTI for applications other than pre-employment. Finally, organizations utilizing personality testing, specifically the MBTI, as a part the hiring process will identify the strongest and most compatible candidate for the required organizational needs. Many organizations are following the notion that personality tests have no relevance to job performance and should not be used as a tool to support the hiring process; however, it can be used appropriately for leadership identification, self-awareness and team building (Robbins & Judge, 2008). The testing of personalities was at its peak in the early nineteen fifties with MBTI leading the way (Overholt, 2004). Banks initially used the MBTI as a pre-screening tool in nineteen forty six. Not one or two banks, but the entire industry was committed to utilizing the MBTI. This concept of capturing personality was developed by Isabel Briggs Myers and her mother Katherine Cook Briggs. They performed rigorous studies of some earlier work by a Swiss psychiatrist by the name of Carl Jung. The first assessment was a couple of simple questionnaires that would gauge people by their personality type. There are sixteen possible types that are configured out of four specific categories. The dedication of the Myers-Briggs team was unsurpassed. Even after her mother passed away, Myers spent her life advancing this body of work. Rubis et al. , 2005) For those who may not be familiar with the structure of the test, here are the parameters. There are one hundred questions that are situational based. The participant is to choose the answer that best describes the general actions or feelings they usually have when in that situation (Robbins & Judge, 2008). The questions are built around general concepts of personality, and by answering the questions it helps to reveal the participant’s personality type (Pepper, Kolesnikov-Jessop, & Herman, 2005). There is no right or wrong when answering. The questions are open to interpretation, because every question is presented on logical opposition (Bentley, 2007). The participant simply determines which one fits them the best. Some examples of the questions a participant would be asked are as follows: â€Å"Would you rather be considered a practical person or an ingenious person? â€Å", and: â€Å"Does following a schedule appeal to you or cramp you? † (Ross, n. p. ) Once the participant finishes the test, the answers are consolidated into one of the sixteen personality types. Anyone that takes the test will fit into one of the sixteen personality types that the MBTI generates (Rutzick, 2007, June). To understand how the MBTI can be beneficial in the hiring process, a further definition of the different personality types is necessary. Robbins & Judge (2008) state the following: Individuals are classified as extroverted or introverted (E or I), sensing or intuitive (S or N), thinking or feeling (Tor F), judging or perceptive (J or P). These terms are defined as follows: Extroverted verses introverted. Extroverted individuals are outgoing and assertive. Introverts are quiet and shy. Sensing verses Intuitive. Sensing types are practical and prefer routine and order. Intuitives rely on unconscious processes and look at the â€Å"big picture†. Thinking verses feeling. Thinking types use reason and logic to handle problems. Feeling types rely on their personal values and emotions. Judging verses perceiving. Judging types want control and prefer their world to be ordered and structured. Perceiving types are flexible and spontaneous. (p. 108) Examples of how the actual results would be presented and what would be learned about the participant are: the INTJ or introverted, intuitive, thinking, judging individual and would be considered a visionary; they are strong willed and could sometimes be considered bullheaded; they are creative and like to act on their own ideas and thoughts. (Robbins & Judge, 2008). Another example would be the ESTJ or extrovert, sensing, thinking, judging individual and would be considered as the organizer; they are planners who like solving real problems, they work well around others and are very business minded (Robbins & Judge, 2008). Using the two previous examples of personality types, consider the following scenario: Employer â€Å"A† has a position open in the operations department for a supervisor. Of the two candidates, the INTJ or the ESTJ, which one would be the better fit in an operations supervisor, knowing both candidates interviewed equally? The ESTJ would make the best choice, organized, business minded, like solving problems, and as an extrovert will do better working around other people. In contrast if the INTJ is placed in this operational position, it would not challenge his visionary traits and his strong will would work against him when trying to supervise others. It would not be long before the employer or employee, or both, realized they were the wrong fit and separating the employee may be the best solution. This would cause an increase in turnover and training costs that could have been avoided. The information personality testing provides becomes extremely useful when trying to find the proper job fit, and it would have to increase job satisfaction because now the candidate is in a position or role that suites his unique personality, increasing the potential for them to naturally excel. In conjunction with the interview process, personality testing opens up insight that could easily be missed when trying to assess if a candidate will be the right fit for the position (Baker, 2008). There are other factors that create an importance for personality testing during the hiring process. Two of these factors are: the increased levels of misrepresentation on resumes and applicants learning or paying for coaching to teach them how to give a great interview (Van Steenwyk, 2008). Another factor to be considered is that references are getting harder to validate. Many organizations have implemented policies that do not allow the providing of job specific references, they will only validate dates of employment (Van Steenwyk). Having the ability to draw consensus between the information on a resume, the information given by references, what is learned in the interview, and then match all that information up against the results of the personality test allows the perspective employer to have more points of congruency when making a final decision. It helps the employer find the personal side of what is on the resume and reduces failure based on job incompatibility (Baker, 2008). It could be argued that candidates could learn to give what they believe to be the desired answers on a personality test, like the MBTI. Although not impossible it is a bad way to start a new job and most tests check for continuity of the participant’s answers to make sure the candidate in not lying (Overholt, 2004). Some other highly accepted ways the MBTI is used in organizations are for leadership identification and selection, self-awareness, and team building (Rubis et al. 2005). When an organization needs to select or identify leaders, testing becomes very useful to find the personality traits that are essential to successful leaders (Robbins & Judge, 2008). There are benefits to the established leaders learning more about their own personality. Once the leaders are armed with the characterizations of their personality type, they can make accommodations for their weaknesses or soften overly direct qualities helping them in their handling of situational outcomes (Rutzick, 2007). During the training or coaching of leaders, many professional trainers or coaches choose to use the MBTI as the first step for helping the leader better understand who they are so they can better understand and lead others (Bentley, 2007). For any leaders to be truly effective they must be able to understand others, allowing them to tap into what motivates or drives an individual or group (Bentley, 2007). Personality testing provides that essential information. Work teams find personality testing to be helpful during times of conflict resolution as many times personality differences are at the center of most communication barriers (Bentley, 2007). By understanding their individual differences, team members learns to become more tolerant of the other because now they understand why the others think what they think or react the way they react to certain situations, this understanding creates a more cohesive and productive team (Bentley, 2007). Stronger cooperation will decrease costly turnover and increase job satisfaction because it stimulates open sharing and sparks creativity. (Robbins & Judge, 2008) Currently, there are eighty nine of the Fortune One Hundred businesses that employ the MBTI for their pre-hiring process, team building, and leadership identification and selection (Pepper et al. , 2005). Personality testing works and the results are trustworthy. To state it more directly, eighty nine of the top one hundred companies choose not to lower the bar, and place a higher importance on wanting to know who they are getting into business with before they make the job offer. This type of emphasis on the selection process helps these companies sustain the strong cultures that are in place, by realizing that several candidates will have the skill or the talent to perform at high levels (Robbins & Judge, 2008). They only hire the candidates that possess that high level to perform and exemplify the highest compatibility with the organization’s culture (Robbins & Judge, 2008). The MBTI has a history of proven success and worldwide acceptance as a pre-screening tool (Robbins & Judge, 2008). Many organizations make costly mistakes in the hiring of individuals only to discover that because of their personality they just do not fit in. Organizations utilizing testing, in cooperation with the appropriate interview process, greatly reduce costly hiring mistakes and job incompatibilities, while increasing individual and team performance. The trend in people management and development has moved from hard cutting and insensitive to a softer hyper-sensitive approach. It is time to find the middle ground between the engaged work environment and putting the right people in place that will achieve greater results. References Baker, B. (2008). HIRING HINTS. PM Network, 22(9), 26-27. Bentley, R. (2007). Fit for What Purpose?. Training and Coaching Today, n. p. Overholt, A. (2004). Personality Test: Back With a Vengeance. Fast Company, n. p. Pepper, T. , Kolesnikov-Jessop, S. , & Herman, M. (2005). Inside the Head of an Applicant. Newsweek, 145(8), E24-E26. Robbins, S. P. , & Judge, T. A. (2008). Organizational Behavior (13 ed. . Upper Saddle River: Pearson/Pentice-Hall. Rubis, L. , Fox, A. , Pomeroy, A. , Leonard, B. , Shea, T. F. , & Moss, D. et al. (2005, December 2). 50 FOR HISTORY. HRMagazine, 50, 10-24. Rutzick, K. (2007). Personality Test. Government Executive, 39(9), 22-23. Van Steenwyk, J. (2008). Using Tests to Screen Employees. Journal of Financial Planning, n. v, n. p.. Williams, R. L. , Verble, J. S. , Price, D. E. , & Layne, B. H. (1995). Relationship of Self-Management to Personality Types and Indices. Journal of Personality Assessment, 64(3), 494.

Pelycosaurs, Archosaurs, and Therapsids

Pelycosaurs, Archosaurs, and Therapsids Like archeologists discovering the ruins of a previously unknown civilization buried deep beneath an ancient city, dinosaur enthusiasts are sometimes astonished to learn that entirely different kinds of reptiles once ruled the earth, tens of millions of years before famous dinosaurs like Tyrannosaurus Rex, Velociraptor, and Stegosaurus. For approximately 120 million years- from the Carboniferous to the middle Triassic periods- terrestrial life was dominated by the pelycosaurs, archosaurs, and therapsids (the so-called mammal-like reptiles) that preceded the dinosaurs. Of course, before there could be archosaurs (much less full-blown dinosaurs), nature had to evolve the first true reptile. At the start of the Carboniferous periodthe swampy, wet, vegetation-choked era during which the first peat bogs formed- the most common land creatures were prehistoric amphibians, themselves descended (by way of the earliest tetrapods) from the proverbial  prehistoric fish that flipped, flopped, and slithered their way out of oceans and lakes millions of years before. Because of their reliance on water, though, these amphibians couldnt stray far from the rivers, lakes, and oceans that kept them moist, and that provided a convenient place to lay their eggs. Based on the current evidence, the best candidate we know of for the first true reptile is Hylonomus, fossils of which have been found in sediments dating back 315 million years. Hylonomus- the name is Greek for forest dweller- may well have been the first tetrapod (four-footed animal) to lay eggs and have scaly skin, features that would have allowed it to venture farther from the bodies of water to which its amphibian ancestors were tethered. Theres no doubt that Hylonomus evolved from an amphibian species; in fact, scientists believe that the elevated oxygen levels of the Carboniferous period may have helped fuel the development of complex animals in general. The Rise of the Pelycosaurs Now came one of those catastrophic global events that cause some animal populations to prosper, and others to shrivel up and disappear. Toward the start of the  Permian period, about 300 million years ago, the earths climate gradually became hotter and drier. These conditions favored small reptiles like Hylonomus  and were detrimental to the amphibians that had previously dominated the planet. Because they were better at regulating their own body temperature, laid their eggs on land, and didnt need to stay close to bodies of water, the reptiles radiated- that is, evolved and differentiated to occupy various ecological niches. (The amphibians didnt go away- they’re still with us today, in dwindling numbers- but their time in the limelight was over.) One of the most important groups of evolved reptiles was the pelycosaurs (Greek for bowl lizards). These creatures appeared toward the end of the Carboniferous period, and persisted well into the Permian, dominating the continents for about 40 million years. By far the most famous pelycosaur (and one thats often mistaken for a dinosaur) was Dimetrodon, a large reptile with a prominent sail on its back (the main function of which may have been to soak up sunlight and maintain its owners internal temperature). The pelycosaurs made their livings in different ways: for example, Dimetrodon was a carnivore, while its similar-looking cousin Edaphosaurus was a plant-eater (and its entirely possible that one fed on the other). Its impossible to list all the genera of pelycosaurs here; suffice it to say that a lot of different varieties evolved over 40 million years. These reptiles are classified as synapsids, which are characterized by the presence of one hole in the skull behind each eye (technically speaking, all mammals are also synapsids). During the Permian period, synapsids coexisted with anapsids (reptiles lacking those all-important skull holes). Prehistoric anapsids also attained a striking degree of complexity, as exemplified by such large, ungainly creatures as Scutosaurus. (The only anapsid reptiles alive today are the Testudines- turtles, tortoises, and terrapins.) Meet the Therapsids- The Mammal-Like Reptiles The timing and sequence cant be pinned down precisely, but paleontologists believe that sometime during the early  Permian  period, a branch of pelycosaurs evolved into reptiles called therapsids (otherwise known as mammal-like reptiles). Therapsids were characterized by their more powerful jaws bearing sharper (and better differentiated) teeth, as well as their upright stances (that is, their legs were situated vertically beneath their bodies, compared to the sprawling, lizard-like posture of earlier synapsids). Once again, it took a catastrophic global event to separate the boys from the men (or, in this case, the pelycosaurs from the therapsids). By the end of the Permian period,  250 million years ago, over two-thirds of all land-dwelling animals went extinct, possibly because of a meteorite impact (of the same type that killed the dinosaurs 185 million years later). Among the survivors were various species of therapsids, which were free to radiate into the depopulated landscape of the early  Triassic  period. A good example is  Lystrosaurus, which evolutionary writer Richard Dawkins has called the Noah of the Permian/Triassic boundary: fossils of this 200-pound therapsid have been found all over the world. Here’s where things get weird. During the Permian period, the cynodonts (dog-toothed reptiles) that descended from the earliest therapsids developed some distinctly mammalian characteristics. Theres solid evidence that reptiles like  Cynognathus  and  Thrinaxodon  had fur, and they may also have had  warm-blooded metabolisms  and black, wet, dog-like noses. Cynognathus (Greek for dog jaw) may even have given birth to live young, which by almost any measure would make it much closer to a mammal than to a reptile! Sadly, the therapsids were doomed by the end of the Triassic period, muscled out of the scene by the archosaurs (of which more below), and then by the archosaurs immediate descendants, the  earliest dinosaurs. However, not all therapsids went extinct: a few small genera survived for tens of millions of years, scurrying unnoticed under the feet of lumbering dinosaurs and evolving into the first  prehistoric mammals  (of which the immediate predecessor may have been the small, quivering therapsid Tritylodon.) Enter the Archosaurs Another family of prehistoric reptile, called the  archosaurs, coexisted with the therapsids (as well as the other land reptiles that survived the Permian/Triassic extinction). These early diapsids- so-called because of the two, rather than one, holes in their skulls behind each eye socket- managed to out-compete the therapsids, for reasons that are still obscure. We do know that the teeth of archosaurs were more firmly set in their jaw sockets, which would have been an evolutionary advantage, and its possible that they were quicker to evolve upright, bipedal postures (Euparkeria, for example, may have been one of the first archosaurs capable of rearing up on its hind legs.) Toward the end of the Triassic period, the first archosaurs split off into the first primitive dinosaurs: small, quick, bipedal carnivores like  Eoraptor,  Herrerasaurus,  and  Staurikosaurus. The identity of the immediate progenitor of the dinosaurs is still a matter of debate, but one likely candidate is  Lagosuchus  (Greek for rabbit crocodile), a tiny, bipedal archosaur that possessed a number of distinctly dinosaur-like characteristics, and that sometimes goes by the name  Marasuchus. (Recently, paleontologists identified what may well be the earliest dinosaur descended from archosaurs, the 243-million-year-old  Nyasasaurus.) It would, however, be a very dinosaur-centric way of looking at things to write archosaurs out of the picture as soon as they evolved into the first theropods. The fact is that archosaurs went on to spawn two other mighty races of animals: the  prehistoric crocodiles  and the  pterosaurs, or flying reptiles. In fact, by all rights, we should be giving crocodiles precedence over dinosaurs, since these fierce reptiles are still with us today, whereas  Tyrannosaurus Rex,  Brachiosaurus,  and all the rest arent!

Quote The Raven The Golden Office Rules

Quote The Raven The Golden Office Rules Here it is– another episode  of  #QuoteTheRaven,  TheJobNetwork.com’s  expert job-seeking job-keeping web series!  In this episode, host and job-keeping extraordinaire Raven Chiara welcomes special guest, Gary Bandit. Brace yourself for tried true  advice that’s  going to keep you at your job out of HR.  Watch the video check out the tips below! Tips in this episode include:How to talk about your weekend: Went to Burning Man last week? Maybe don’t highlight the spiritual-drug-filled-mind-beinding-life-altering-rave-naked-bug-filled extravaganza to your Don Draper-esque CEO. Instead, focus on the nature and fresh air†¦and put it in a British accent. Or how about a game of squash? That already sounds responsible†¦here comes that promotion, Junior!Compliments and jokes with your coworkers: Bad jokes suck. What’s worse? Offensive bad jokes. Avoid making a crack about someone’s race, religion, creed, and orientation. Besides, Creed fans are bizarrely defensive.Discussing a woman’s looks: Stay away here, especially all the guys out there. Nobody wants to mistake something you say for SEXUAL HARASSMENT. Raven and Gary suggest the only safe thing to say, if you really want to, is â€Å"nice nails†.Speaking of nails, stop clipping your nails at your desk†¦or at work. #grossFood habits in the office: Your food is good. I am sure you think so. The rest of us think it smells foul. Just stop. You know it stinks. You are self-conscious about it. Don’t blow up the microwave with last night’s fish and chips leftovers. Please. Stop. Now.Use the hashtag #quotetheraven and tag @thejobnetwork, @ravenchiara, or @whybegee to let us know what you think of the show, your nightmare stories from the office, and any questions you have about job seeking and job keeping.- - Missed the previous episodes? See The ABCs of Job Searching here.

Control Mechanisms Team Paper Essay Example | Topics and Well Written Essays - 500 words

Control Mechanisms Team Paper - Essay Example The main types of control mechanisms used by AIG are administrative control and management control, budgeting an cost control, quality control and auditing. For AIG, control is a multidimensional activity. It is diagnostic and prognostic. It examines past activities and proposes future improvements. It monitors present activities to assess a company's health. It must foresee future barriers and prepare to overcome them. Though realistic and concrete, control must be concerned with hypothetical sales potentials and future goals. It deals with firm yardsticks and standards, yet requires flexibility (Dobson and Starkey 2004). Control helps AIG management to reach goals efficiently with a minimum of error. From knowledge gained through control mechanisms, management is better able to relate resources and programs to goals. Control mechanisms are intertwined with planning. Without a plan there is nothing to control, and without control, marketing plans probably cannot be realized. Inseparable components of management, both use many of the same tools, such as sales forecasts and budgets. The general purpose of control mechanisms is to help achieve internal and external balance.

Mobile Technology Essay Example | Topics and Well Written Essays - 500 words

Mobile Technology - Essay Example Mobile technology has not only simplified the spread of communication technology through elimination of physical medium to reach its destination but it has also added a great value to businesses through simplified and easy implementation. Mobile technology has also revolutionized the field of education, with millions of university students and educators have laptops in class rooms, university lawn and hostels directly connect to the internet and university intranet through high speed mobile wireless technologies. It is not only laptops, even mobile phones and other handheld devices are becoming exceedingly powerful enough to replace laptops and personal computer in educational and business environments. Beyond its common uses mobile technology is now stepping into new domains of ease and accessibility with research and development in the Near Field Communication (NFC) technology which is essentially a mobile technology. NFC is about to change human lives, when mobiles will be used to made flash payments through integrated debit or credit cards at trains, airports and shopping malls. The user will simply touch mobile device with the NFC tag and the payment will be made directly from user’s account. At a hospital NFC tag can collect medical history through mobile device and there will be no need to trace the hospital recodes for patient’s history. This only gives an idea about NFC because very soon NFC enabled mobile phones will carry almost every sort of information that might be used anywhere, anytime. (Kessler, 2011). Like many other modern day technologies, mobile technology is getting more and more space in human lives and has almost reached a point where it will become a necessity. Even today, its multiple uses have comforted human life so much that it has gain indomitable place in areas like businesses,