1. Look up the geographic coordinates for the town you were assigned (see: AssignedCifies.pdf) on https://geonames.usgs.gov/ a. Click Search Domestic Names b. Type in the city in the Feature Name field c. Select the state d. In the Feature Class field, select “Civil” 2. Discuss the global coordinate system (latitude/longitude) a. How does latitude and longitude work? Think about what the important elements of the coordinate system are. Where does it start? b. Why are latitude and longitude coordinates expressed in degrees rather than distance units? c. Are latitude and longitude coordinates projected? If so, how? d. What else is important about latitude and longitude? Convert to Universal Transverse Mercator (UTM) 3. Convert the latitude/longitude (also called geographic) coordinates to UTM coordinates using the National Geodetic Surveys UTM Utilities https://geodesy.noaa.gov/TOOLS/utm.html 4. Coordinates in the Geographic Names Information System have been based on NAD83 since September 2005. (See https://geonames.usgs.gov /domestic/faqs.htm) 5. The UTM utility is very picky about how latitude and longitude must be entered. This is useful; your successful result demonstrates your ability to understand and manipulate such coordinates. Although latitude and longitude coordinates shown as example inputs are given as “N385930.99999”, you can use zero(s) for the five decimal places that the utility allows. 6. Take note of the UTM Northing, Easting and Zone number for your report. 7. Answer the following: a. Describe the UTM coordinate system in your own words. b. Are UTM coordinates projected? c. How many zones are there? d. Where is the origin of the system? e. What makes this different from lat/long? f. What are eastings and northings and why are they expressed in meters rather than degrees? g. Do the UTM coordinates cover the entire globe? h. How many zones are there? i. Are there any disadvantages to using the UTM coordinate system? 8. You may use graphics, but make sure to accurately cite these sources Convert to State Plane Coordinates (SPC) 9. Convert the geographic coordinates to State Plane coordinates using the National Geodetic Survey’s GEODETIC to SPC Utility http://geodesy.noaa.gov/TOOLS/spc.html. 10. Take note of the SPC Northing, Easting and Zone name for your project report. Note that the SPC utility reports both ‘m 7nnn Inihrr n
11. You can also look up your SPC zone number and name using http://stateplane.ret3.net/ 12. Answer the following: a. Describe the State Plane Coordinate system in your own words. b. Why are eastings and northings expressed in meters rather than degrees? c. Are SPC coordinates projected? How? d. Are there zones in this system? e. What are the two projections that are used for SPC? f. How do State Plane Coordinate systems’ projections differ among the 50 US States? Why? Comparison between the three systems 13. Finally, compare and contrast the three coordinate systems in your own words—consider appropriate usage, accuracy, and ease of calculation. Include answers to the following: a. Why are some coordinate systems projected and others not? b. How do the systems compare in terms of accuracy of measurement? c. What geometric property is preserved in projected coordinate systems, and why? d. Compare the systems in terms ability to calculate area and distance measures? Why are some systems better than others? e. When would you use one or the other? Explain these different use cases in terms of scale and mapped location. Part B: Map Projections, comparing Mercator to everything else Even if you look at maps every day, you probably don’t think much about the process of how the globe (a 3D surface) is transformed into a map (a 2D surface).
Overseeing individuals Disclaimer: This work has been put together by an understudy. This isn't a case of the work composed by our expert scholastic authors. You can see tests of our expert work here. Any sentiments, discoveries, ends or proposals communicated in this material are those of the writers and don't really mirror the perspectives of UK Essays. Distributed: Fri, 19 Jun 2015 Presentation: Administration is incorporated piece of our life. As indicated by corporate boss and previous US presidential applicant Ross Perot, "the standards of administration are ageless on the grounds that, in a quickly evolving world, human instinct remains a consistent". We as a whole ordeal authority in our life from early adolescence in our families, through fellowships, social, recreational and sports exercises, school and advanced education, to legislative issues and government, and, obviously, in our work, we as a whole perceive administration in other individuals and regularly in ourselves. In government, worldwide partnerships and independent ventures alike, the position of authority is ending up all the more requesting, more open to investigation and more troublesome [Roger Gill]. The advancement of administration hypothesis likewise parallels the improvement of authoritative hypothesis. The bureaucratic type of association is described by 'free enterprise initiative' – whereby alleged pioneers have a tendency to abstain from standing firm, overlook issues, not development, and shun mediating – or value-based administration, in which pioneers hone administration by special case, concentrating just on deviations from what is required, and unexpected reward, remunerating individuals (either physically or mentally) for accomplishing what is required. The rise of the post-bureaucratic type of association in the late nineteenth century mirrors the improvement of the idea of transformational authority. Hypothesis and Approaches to Leadership:Number of Leadership speculations and methodologies has been developed based on Style, Trait, Behavioral, Transformational, Situational and Charisma. Numerous scientists endeavored endeavors connecting a portion of the hypotheses over these authority approaches. Be that as it may, each model has its own particular stars, cons, suspicions and restrictions. Most recent examines are led on Situational and Transformational initiative styles. Authority masters introduced new models as varieties to the effectively existing models. Max Weber, MacGregor, Bernard Bass, Warren Bennis and Nanus are couple of imperative specialists in the territory of transformational administration. Understanding the distinction among value-based and transformational administration is indispensable in getting the entire idea of transformational initiative hypothesis. When all is said in done, a connection between two individuals depends on the level of trade they have. Trade require not be cash or material; it very well may be anything. The more trade they have the more grounded the connection. Chief's expects greater efficiency from worker keeping in mind the end goal to give great prizes. Along these lines, if something is done to anybody in view of the arrival then that connection is called as 'Value-based' sort. In business, pioneers declares compensates thus to the profitability. These relations are about necessities, conditions and rewards. Throughout everyday life, at one purpose of time, things occur without desire from opposite side. Say, mother's die hard devotion to her child. Mother doesn't expect anything from the kid and the administration she gives in bringing up the youngster isunconditional, devoted, submitted. Mother assumes a noteworthy job in taking care of business the child's future life. This sort of connection is called as 'Transformational'. Pioneers do exist in this world with these practices. Transformational Leaders progress in the direction of a shared objective with supporters; place adherents in front and create them; take devotees' to next level; motivate devotees to rise above their own particular self-interests in accomplishing prevalent outcomes. Administration Approach in TATA Group: Goodbye Group established in 1868, is an Indian multinational combination headquartered in the Mumbai, India. The Group has 500,000 representatives spread more than six landmasses (in excess of 80 nations). Goodbye Group has advertise capitalization worth $70bn starting today and is the biggest private corporate gathering in India. Goodbye Group is greatest boss in UK, utilizing in excess of 50,000 individuals. Goodbye Group has interests in interchanges, IT, building, materials, administrations, vitality, buyer items and synthetic compounds. Its director, Ratan Tata is one of India's and the world's most compelling individual at this moment. The Tata Group is known for its great business morals and corporate administration. The Group authority style has been very steady from its reality. The Group has joined some more authority changes which are fundamental in current century to drive towards more focused. As far as authority style, TATA Group has embraced a group drove culture. With Ratan as a pioneer, the administration style of the whole gathering changed, trust turned into an immense feature and topic of the gathering. Ratan set up in a total hierarchical rebuilding when he assumed control adopting a more lattice style strategy building groups, supplanting a large number of the senior directors with more youthful ones and bringing the retirement period of senior administrators to 65 from 70 years. These progressions would have clearly changed a great deal in the business, senior supervisors would have must be on their toes and adaptability and versatility wound up fundamental characteristics to have. The administration transformed from an incorporated, war room to a substantially more disseminated frame with representatives and all directors appreciating more prominent obligation and learning about the Group, which would have thusly; spurred them to work harder and as a gathering. From unmistakable Leadership models accessible, for example, the McGregor Theory X and Y; where a hypothesis X director trusts specialists loathe work, are not innovative and dodge all obligation while a hypothesis Y supervisor trusts that laborers get as much pleasure from fill in as they can determine with recreation, acknowledge duty and are imaginative; it very well may be seen from this, that Ratan needed every one of his chiefs to be displayed as nearly to Theory Y and he himself could be known as a Theory Y administrator. He urged supervisors to be inventive and share every one of their thoughts, counseling effectively with them and giving them greater obligation and essentially energized group working. Utilizing standard authority style models of Autocratic, Democratic, Paternalistic and Laissez-faire, Ratan Tata can be portrayed as the pioneer who utilizes a more popularity based methodology yet in addition utilizes features of the other three models, an ideal pioneer in my view. He is majority rule since he supports correspondence and cooperation, and specialists approach a portion of the learning of the business. Be that as it may, he is additionally paternalistic as it were, on the grounds that he thinks incredibly about the prosperity of his workers as was obvious in light of the fact that after the 26/11 dread assaults, he by and by visited each influenced representative's living arrangement (80 altogether) which indicates he has a humanistic touch to his authority too. He is totalitarian in certain ways however just when required particularly when speedy and educated choices must be taken, yet he is never excessively directing in his inclination, taking care of business of few words and being even more a man of activity, this is clear from the way he forcefully pushes for intense worldwide arrangements, for example, amid the worldwide acquisitions of business powerhouses, for example, Corus, Jaguar and Land Rover, and Tetley Tea. This statement from Mr. Muthuram, another official executive, unmistakably demonstrates that he is a man, who is resolved to succeeding and is certain of himself, "Ratan was the main modeler of the Corus bargain. I was stressed over the size and the measure of cash. Be that as it may, he imparted certainty." He additionally utilizes aspects of the Laissez-Faire model, for example, the designation of essential obligations and basic leadership, he likewise does not at all meddle with any administrator's working, he may make a wide key evaluation however he doesn't meddle in operational issues and points of interest, this demonstrates he has finish trust and confidence in his directors and has confidence in their capacity, this statement from Mr. Gopalakrishnan, an official executive of the organization, demonstrates how much esteem Ratan Tata puts on his trust, this can be exceedingly rousing for directors and specialists alike, "I recollect what Mr Tata let us know at a gathering. He said that he will keep on confiding in the entirety of his chiefs, however once they lose that trust, he will follow them. I imagine that is a reasonable arrangement" Taking a gander at other authority models, for example, Max Weber's Transactional and Transformational Leadership models, where a pioneer is classed in three sections which are Bureaucratic, Charismatic and Traditional, where a bureaucratic pioneer is one who is constantly bound by the set manage and does not have any desire to tread past them; a Traditional pioneer is one who does and takes after everything from a long past or history and in every case faithfully complies with these 'conventions'; a Charismatic pioneer is one who utilizes his own shrubs or capacities to motivate and is one who can be portrayed as profoundly contradicted to regulatory tenets and lawful standards. From these models Ratan Tata effectively falls into the Charismatic Model since he is one who shows others how its done, thinking of profoundly imaginative thoughts, for example, the one lakh auto the 'Nano', spending lodgings or low-end watches, he conveyed radical change to the Tata Group all in all, transforming it from its 'Customary' attitude to new more adaptable and versatile social mentality. One can likewise take a gander at Bennis and Nanus' Transformational authority demonstrate which expresses that transformational pioneers make their adherents into self-engaged pioneers and their fundamental center is to explain vision and qualities obviously so the recently self-enabled pioneers know where to go; it at that point discusses the four I's of Transformational initiative which are Glorified Influence ( being a good example) Moving Motivation( cu>GET ANSWER