Why the USA Lost the Vietnam War

Why the USA Lost the Vietnam War For the first time ever, the American army looked weak in front of its people and the world. In January of 1973, the United States of America agreed to withdraw all troops from Vietnamese ground. Many people at the time, considered withdrawing the army from enemy territory, losing the war, however, many Americans opposed American presence in the war and pushed their leaders towards withdrawing the troops.[1] Many things influenced the US to withdraw their troops, primarily the opposition to the war at home, but also the American army’s tactics and the American troops’ morale, which is strongly connected to the war’s opposition. The United States had a tough job in Vietnam, but also fought a war at home. A war against the war. Opposition to the war, in the United States, was extremely large. Civil rights movement all over the country, and anti-war protests pushed and pulled the government during the war days. In 1970, following President Nixon’s move into Cambodia, many universities had protests against the war. During one of these protests, in the university of Kent State, four students were shot dead by the National Guard. This incident only, sparked more protests throughout the country.[2] During the war there was a conscription movement, where people of conscription age who were not studying or working had to sign their names to be drawled. However many of the people who were conscripted were poor or African-American and never had the chance to study or work. Martin Luther King, a black preacher and a leader in the civil-rights movement, spoke up against conscription, or as it was called at the ti me, the ‘draft’; â€Å"They must see Americans as strange liberators. The Vietnamese people proclaimed their own independence in 1954—in 1945 rather—after a combined French and Japanese occupation and before the communist revolution in China.†[3] John Kerry, a veteran of the Vietnam war, soon after his serving time joined and became the spokesman of Vietnam Veterans Against the War. The current United States Secretary of State said; How do you ask a man to be the last man to die in Vietnam? How do you ask a man to be the last man to die for a mistake?[4] There were many people who opposed the war in Vietnam, including many soldiers. Due to the fact that lots of soldiers were in Vietnam against their will, many soldiers were against the war itself. This was one of the greatest influences on the soldiers’ morale, during the war. The soldiers deployed in Vietnam, in the beginning of the war, were among the best in history. However that changed as soldiers started to question the real reason to be fighting, the conscription also stirred many conflicts at home and inside the army. Due to discontent within the army, soldiers turned to drugs as a form of mental relief. The use of Heroin and Marijuana were common sight in an army suffering from boredom, lack of discipline and low self-esteem; more than 200 men died from drug abuse. ‘Fragging’ was another big issue within the army. Fragging is the act of murdering your commander, 42 soldiers and 15 marines died from fragging. [5] Many soldiers in Vietnam were fighting in the war against their own will, this was because of conscription. Conscription, o r the ‘draft’ as it was known, forced many people to join the army, and fight in Vietnam. Mostly poor people were drafted, therefore there were many black people in the army, since at the time Africa-American population didn’t have the chance to study or work to avoid the draft.[6] This created many racial tensions within troops and units. The ineffectiveness of the army’s tactics also frustrated many soldiers during Vietnam. Even though the United States had arguably the most well trained troops at the time, the tactics used by the US army were ineffective against the Viet Cong. The army had the most advanced technology, while the North Vietnamese only received guns and ammunition from China. However the North Vietnamese had the upper hand when it came to tactics. They knew the terrain and used guerilla tactics, small scale actions against a much larger and more powerful enemy. America fought a hi-tech war, many helicopters and tanks, as well as air strike, supported American soldiers.[7] Because the North Vietnamese used guerilla tactics they were able to avoid many of the United States’ attempts at attacking. Their bases were in jungles, invisible to aircrafts, and when they went on missions they stayed very close to the Americans so their enemy wasn’t able to call in airstrike. Vietcong and North Vietnamese commanders and higher positions, had the luxury of living underground. Although t unnels were small and uncomfortable, they were away from the battlefield assessing options. The United States’ main strategy at finding North Vietnamese bases, was search and destroy. Search and destroy is a counter-guerilla strategy where a unit is assigned the mission of searching and destroying enemy or enemy base, hence the name search and destroy.[8] However many North Vietnamese spies and officials hid within villages, this frustrated units and soldiers burned whole villages in order to tell commanders that the mission was successful. These events of burning villages were named zippo-raids, and led to many debates inside the US on whether what the army was doing in Vietnam, was unethical. In addition to controversy, the struggle of finding proper tactics also brought discontent to the army, resulting in poor morale. In the early 1970’s, many people questioned the true purpose of the war, soldiers struggled through their missions, and the army failed to have successful tactics against the poorly-trained North Vietnamese. This ultimately led to the end of the war, after there were many in-house movements against the war, racial tensions within the army and the country were never higher, soldiers suffered and struggled through missions, and US’ commanders failed to even grasp an effective strategy against the North Vietnamese and Vietcong powers. In January of 1973, the United States of America was no longer part of the Vietnamese conflict. Works Cited Brown, Robert. 2009. Guerilla Warfare. November 27. Accessed November 21, 2014. http://school.eb.co.uk/levels/advanced/article/110197. Karnow, Stanley. 1983. Vietnam A History. Harmondsworth: Penguin Books. Kerry, John. 1971. Anti-War Speech. April 22. Accessed November 11, 2014. http://www.youtube.com/watch?v=yixdveuf0GQ. King, Martin. 1967. Martin Luthor King Jr. and the Global Freedom Struggle. 4 April 1967 Beyond Vietnam. New York, April 4. Michaels, Jim. 2013. In the 1970s, the U.S. military struggled with morale. July 04. Accessed November 10, 2014. http://www.usatoday.com/story/nation/2013/07/03/afghanistan-advisers-george-lepre-haynes-vietnam-conrad-crane/2484665/. Schutts, Jeff. 2011. The Tet Offensive and the Media. Accessed November 10, 2014. http://www.historyandtheheadlines.abc-clio.com/ContentPages/ContentPage.aspx?entryId=1199250currentSection=1194544. Spector, Ronald. 2014. Vietnam War. Accessed November 05, 2014. http://school.eb.co.uk/levels/high/article/75317#. 2012. The War in Vietnam; Vietcong and American tactics. March 2. Accessed November 21, 2014. http://www.bbc.co.uk/schools/gcsebitesize/history/mwh/vietnam/thewarinvietnamrev1.shtml. [1] Spector, Ronald. 2014. Vietnam War. Accessed November 05, 2014. http://school.eb.co.uk/levels/high/article/75317#. [2] Karnow, Stanley. 1983. Vietnam A History. Harmondsworth: Penguin Books. [3] King, Martin. 1967. Martin Luthor King Jr. and the Global Freedom Struggle. 4 April 1967 Beyond Vietnam. New York, April 4. [4] Kerry, John. 1971. Anti-War Speech. April 22. Accessed November 11, 2014. http://www.youtube.com/watch?v=yixdveuf0GQ. [5] Michaels, Jim. 2013. In the 1970s, the U.S. military struggled with morale. July 04. Accessed November 10, 2014. http://www.usatoday.com/story/nation/2013/07/03/afghanistan-advisers-george-lepre-haynes-vietnam-conrad-crane/2484665/. [6] Karnow, Stanley. 1983. Vietnam A History. Harmondsworth: Penguin Books. [7] 2012. The War in Vietnam; Vietcong and American tactics. March 2. Accessed November 21, 2014. http://www.bbc.co.uk/schools/gcsebitesize/history/mwh/vietnam/thewarinvietnamrev1.shtml. [8] Brown, Robert. 2009. Guerilla Warfare. November 27. Accessed November 21, 2014. http://school.eb.co.uk/levels/advanced/article/110197.

America’s Working Poor Response

Tens of millions of men and women in America struggle because they are stressed out about not making enough money even though they are working as hard as possible. In her book Nickel and Dimmed, Journalist, Barbara Rehiring writes about her research working as a minimum wage employee attempting to get by in Americas tough economy, she describes in depth the struggles that the minimum wage workers suffer through and she witnesses them first hand as she goes under cover and works these Jobs herself.Middle class Jobs are being replaced by low income bobs, the people in these Jobs are referred to as â€Å"the working poor†,and are not able to make ends meet at the end of the month. People in America working minimum wage Jobs struggle on a daily bases to get by, this causes them anxiety due to their lack of a health care plan, living situations, and injuries that occur at work. Health insurance premiums are rising and some employers no longer offer this benefit, the low wage worker s are the ones that are particularly affected by this major issue.Employees without health coverage, are unable to get preventative care r proper treatment for an illness, may become sicker later on. In chapter one of her book â€Å"Serving in Florida† Rehiring describes her co worker Sail's situation, â€Å"Gall, for example,†¦ Is supposed to be on the company health plan by now, but they claim they have lost her application form and to be beginning the paper work all over again. So she spends $9 a pop for pills to control the migraines she wouldn't have, she insist, If her estrogen supplements were covered. (27) Without the company behind them, employees will end up paying more for Individual health coverage than their employers would have paid to put them on group coverage. Similar to Rehearing's situation, Morgan Spurious and his flange Alex attempt to survive 30 days living of a minimum wage salary, as n the TV episode â€Å"30 days: Minimum Wage†. In the ep isode there Is a scene where Splotch's hand Is Injured and swollen because of the manual labor he is doing. Due to the lack of medical Insurance he chooses to try out a free clinic provided by the community for the low Income families Instead of the emergency room.Once he Is there he realizes that getting checked by a doctor wont e so easy since there Is so many people In line and the clinic only takes the first twenty. He then has to resort to the emergency room where he Is charged more that he can afford to pay because of his low Income. Even though the communities attempt to help the working poor, not everyone Is available to take advantage of the benefits. While there Is no easy solution to the problem of health Insurance, It Is obvious that leaving employees on their own to find Insurance, rather than Glenn them the benefit of group rates, Is not the solution.America's Working Poor Response By carpenter kook â€Å"Serving in Florida† Rehiring describes her co worker Sail 's situation, â€Å"Gail, for she spends $9 a pop for pills to control the migraines she wouldn't have, she insist, if employees will end up paying more for individual health coverage than their there is a scene where Splotch's hand is injured and swollen because of the manual labor he is doing. Due to the lack of medical insurance he chooses to try out a free clinic provided by the community for the low income families instead of the emergency room.Once he is there he realizes that getting checked by a doctor wont e so easy since there is so many people in line and the clinic only takes the first twenty. He then has to resort to the emergency room where he is charged more that he can afford to pay because of his low income. Even though the communities attempt to help the working poor, not everyone is available to take advantage of the benefits. While there is no easy solution to the problem of health insurance, it is obvious that leaving employees on their own to find insurance, r ather than giving them the benefit of group rates, is not the solution.

Progressive Discipline †Employee/Labor Relations Essay

Discipline within the workplace is and has been a controversial subject. With so much at stake, employers and employees have different opinions on types of discipline and the effectiveness of these processes. One largely debated form of workplace discipline is progressive discipline. Should employees be encouraged to rehabilitate in the workplace? Should management be protected against legal action if they are to terminate an employee for unacceptable performance or behavior? There are many different situation and answers to these questions. Progressive discipline has become standard in unionized environments, and is becoming more common in other settings, such as government, hospitals, and high-school classrooms. ((Pinker, S, 2010) Progressive discipline is practice of establishing a series of steps of escalating seriousness and cumulating in the major (termination). (Dad, D., 2011) Within these boundaries lie other steps that are used with progressive discipline. These steps usuall y include a verbal warning, a written warning with increasing punishment, and a suspension-most likely without pay. The idea of this type of discipline is to give the employee ample opportunity to turn problems around. (Dad, D. 2011) Discipline within the workplace can take place for a number of reasons, and there are times where discipline is appropriate and inappropriate for certain wrongdoing. Infractions of company policy, tardiness, misbehavior, and other misdemeanors are examples of where the use of progressive discipline can be justified. There also may be instances where discipline is not appropriate; arbitrators have drawn a distinction between voluntary and involuntary unacceptable behavior on part of the employee. (Eden, G., 1992) If an employee’s infraction is due to a lack of their personal skills or knowledge, other forms of discipline can be recommended. Also, if the behavior is so serious that it is grounds for immediate dismissal, progressive discipline may not be required. A progressive disciplinary approach combines the concept of stiffer penalties for more serious violations with that of increasingly more serious penalties for recidivism. (Billikopf, G., 2006) When applying a progressive disciplinary approach, there are rules that should be followed to be sure the steps are applied and the treatment is fair. The first thing a manager should consider is that communication is key. There needs to be sure that there is certain understanding between the person applying the rules and the person who is subject to them. The manager should explain the infraction and follow it with a clear statement of the expected behavior. Also, there should be justification of what the next step in the process will be as far as discipline if the violation is repeated. Managers can use the seven steps of just cause to be sure a proposed disciplinary action if firmly and fairly grounded. (Seven Steps of Just Cause, 2007) The University of Iowa lists these steps as: Notice, Re asonable Rules and Orders, Investigation, Fair Investigation, Proof, Equal Treatment, and Penalty. An employee must be able to easily access the rules and regulation of conduct that is expected of them and they should also be periodically reminded of them. Sometimes, this can result in a need for re-orientation, sign copies of receipts of the Employee Handbook, and/or coaching from management. Training is a better approach than taking punitive steps. One reason is that Courts expect employers to â€Å"meet people halfway†. Offering employees ways to improve via training not only helps them to correct the problem, but it also shows that the company is a responsible employer that is willing to rehabilitate. (Falcone, P., 2000) Notice is the first and one of the most important steps of progressive discipline. If an employee is not clear on what is expected, how can they be required to produce the optimal results? Management will need to be certain that they are applying reasonable rules and orders. They should check with the collective bargaining units to make sure they are not in violation of any agreements. Also, they want to make sure they apply these rules consistently and make sure they are related to the necessity of the business. (The Seven Steps of Just Cause, 2007) When a manager deems that a behavior in unacceptable or inappropriate, they should conduct an investigation. This can give the manager time to express their concerns and also give the employee time to respond. Sometimes, an employee may not be aware that their behavior is unacceptable or their performance is not meeting expectations. The investigation can ease the process. It gives the manager time to explain the concerns and give the employee a specific time frame to deliver results. Having an unbiased investigation can sometimes correct an issue before other or any disciplinary actions are needed. Once the employee is aware of the undesirable behavior, the manager can then start to consider all evidence, p ro and con, and continue to conduct a thorough investigation. Investigations should be timely and occur before discipline is imposed. (Seven Steps, 2007) Also, an employee has a right to have union representation or to have another employee present during the investigation. The manager needs to be sure that they make the employee aware of this. In the United States, such an opportunity to request the presence of a co-worker is based on the Weingarten case. The National Labor Relation Board (NLRB) has determined that an employee’s request for a co-worker to be present involves protected concerted activity, and thus should be extended to all employees, even those not covered by a collective bargaining unit. (Billikopf, G., 2006) When disciplinary action is to be imposed on an employee, there needs to be substantial proof that a violation was committed; the more serious the infraction, the larger the burden of proof. When an employee is accused of improper behavior that could lead to dismissal, embarrassment, or criminal prosecution, a fals e accusation could put the manager in a bad position. If someone will be disciplined or terminated for dishonesty, theft, sexual harassment, assault, threats of violence, or working under the conditions of drugs or alcohol, management needs to be certain of the employees’ guilt. (Billikopf, G., 2006) The company and manager need to be aware of the policies and be sure that they are exercising equal treatment of employees when applying progressive discipline. The rules need to be applied even-handedly, justly, and without discrimination. (Seven Steps, 2007) Although there are not many instances where the violations of one employee are identical to another’s, management must take into consideration the severity of the infraction, the previous history of the employee, the employees’ attitude, and the mitigating circumstances. (Billikopf, G., 2006) Sometimes managers can find it easier to apply rules evenly if they discuss the instances with each other. Privacy should remain a main concern when discussing and manager sh ould use concealment and modification when communicating about employees. The last of the seven steps of just cause is the application of penalty. Penalties must remain fair, not arbitrary or capricious or based on emotion. (Seven Steps, 2007) When deciding on a penalty to implement, there should be a few factors taken into consideration. The use of progressive discipline includes the increased severity of recurring actions, so the prior use of this type of discipline on the employee should play a large factor in how a penalty is applied. The person applying the rules should be aware of the employee’s length of service and prior infractions and factor those into their considerations. A study done by Janice Beyer of State University of New York at Buffalo and Harrison Trice of Cornell University stated: Data from two samples of supervisors in a large corporation show that (1) supervisors used discipline primarily as a response to certain behaviors and when the work context was supportive of its use; and (2) use of discipline had small but significant effects on the subsequent work performance of target employees. The study took into account different dependant and independent variables such as employee age, characteristics, social settings, supervisor age, education, and ideologies. The results showed that most supervisors in the samples used some form of discipline to deal with employees they considered difficult. Over 95 percent had at least one informal discussion with the problem employees. The great majority-76 percent- used both constructive and confrontive topics in these discussions. (Beyer, J. M., & Trice, H. M., 1984) Written warnings were used in 49 percent of cases. Even suspensions without pay were used quite frequently; 27 percent of these problem employees had been suspended, for an average of about 4 days. Discharge was used with only 3 percent of the cases, but another 7 percent of these employees left the company. Clearly, despite the strong international unions that represented most of these employees in these companies, it is possible to get rid of some disruptive employees. (Beyer, J. M., & Trice, H. M., 1984) WORKS CITED Anonymous. (2005, May 11). WRONGFUL DISMISSAL: Progressive discipline needed to terminate for cumulative misconduct. Canadian Employment Law Today, (437), 3421-3424. Retrieved from ProQuest database. (212227123) Bank’s Failure to Follow Progressive Discipline Justified in Light of Clear Policy; No Disparate Treatment. (2007, June 1). Fair Employment Practice Guidelines, (625), 4-5. Retrieved from Business Source Complete database. (25537303) Beyer, J. M., & Trice, H. M. (1984, December). A Field Study of the Use and Perceived Effects of Discipline in Controlling Work Performance. The Academy of Management Journal, 27(4), 743-764. Retrieved from http://links.jstor.org/sici=0001-4273%28198412%2727%3A4%3C743%3AAFSOTU%E2.0.CO%3B2-R Billikopf, G. (2006, August 11). Discipline and Termination: Labor Management in Ag. Dad, D. (2011, March 16). Progressive Discipline and the tenure clock. Eden, G. (1992). An Oxymoron? Les Presses de l’Universite Laval, 47(3), 511-524. Falcone, Paul. (2000) A blueprint for progressive discipline and terminations. HR Focus. 77(8), 3. Paul Berube v. Great Atlantic and Pacific Tea Company, Inc., No. 08-1229-cv (2d Cir. Oct. 15, 2009), http://www.legale.com. Pinker, S. (2010, February 27). The Great Discipline Dilemma. The Globe and Mail, p. b.17. Retrieved from ProQuest database. (382583397) Progressive Discipline Steps. (2007, August 9). Employee and Labor Relations. Retrieved from Office of the Vice President for Research website: http://www.uiowa.edu The Seven Steps of Just Cause. (2007, February 28). Employee and Labor Relations. Retrieved from Office of the Vice President for Research website: http://www.uiowa.edu Wright, T. (2006, January 23). Fired Worker can sue employer for not following discipline policy. Massachusetts Lawyers Weekly.

I Am A Master Of Social Work Degree - 1537 Words

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I was likewise able to acquire skills around assessing individual needs and connec ting them with the resources to meet those needs. In the first few months of employment, I worked specifically with younger children then my caseload shifted to older teens. One youth, in particular, was 18 years old expressed that he was ready to sign himself out of foster care. My youth had experience with the criminal justice system, lacked permanent adult resource and was failing school. He expressed that he felt unwanted and that his life did not matter. He was also never offered or engaged inShow MoreRelatedThe Master Of Social Work Program With Walden University839 Words   |  4 PagesPersonal/Professional Goals I am interested in the Master of Social Work program with Walden University because I have always had an interest in the various aspects and components of the profession. I am interested the opportunities that a job in human services and helping profession will allow. 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As a result, this diverse workforce has equally become an asset in serving the adequate needs of a multicultural population that also comprise our patient populationsRead MorePersonal Statement On Child And Family Studies1244 Words   |  5 PagesOne of the greatest pieces of advice that I have received is that if you do something that you love, you will never work a day in your life. It took me changing my major three times to find what I am truly passionate about. After I changed my major to child and family studies I enjoyed learning everyday and applying what I learned from class into the real world. The knowledge that I obtained through my classes assisted me through my experiences as a nanny, a student worker for the department of child

Compare and Contrast of Charlie and Holden Essay - 2020 Words

Holden and Charlie In both the novels Salinger’s Catcher in the Rye and Chbosky’s the perks of being a wallflower, the main characters Holden Caulfield and Charlie are troubled teens. Although they were teenagers in different time periods they shared many similar teenage difficulties. Both novels portray a male protagonist growing up while struggling to find his identity, while loathing their lives. Thus both novels are of the coming of age genre. Both boys are socially awkward and are not able to integrate into society. In this case, Charlie is insulted by senior students of his high school, â€Å"God, that kid is such a fucking freak,† (Chbosky 145). Throughout the novel Holden and Charlie strive to become a part of society. While Charlie†¦show more content†¦This passage proves that Holden is dissatisfied with the boys at his school, he believes they are fake and he does not social well with them. Although Holden doesn’t want to interact much, when he does end up interacting with people, he usually gets the short end of the stick. For instance he invites Ackley, a boy he meets at Pency Prep, along to the movies, but Ackley wont return the favor by letting Holden sleep in his roommates bed. ‘â€Å"I’m not worried about it. Only, I’d hate like hell if Ely came in all of a sudden and found some guy-†Ã¢â‚¬â„¢ (Salinger 49). Another instance is when Holden pays Sunny even though they don’t have sex, and ends up getting scammed. At a young age, Holden lost his younger brother, Allie. This had a huge traumatizing effect on him; Holden felt useless because he was unable to help his brother. Holden turns his emotions into anger; stating that he punched out all the windows in the garage. Another time Holden felt unable to help was when his peer, James Castle, was harassed and bullied, leading to James’s suicide. 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Addressing Extreme Poverty - 750 Words

Addressing Extreme Poverty We entered the 21st Century with 6.6 billion people and our generation’s challenges become bigger, thus extreme poverty and global politics should be more seriously addressed in order to bring more equality and fairness in the world. Recently, the most debated issue regarding income inequality, concerns the approximate 1 billion people out of approximate 7.7 billion of today’s world population which live with almost one dollar a day. 70% of them live on the African continent and the rest are scattered between Asia and South America, according to Paul Collier in The Bottom Billion (2007). Together with Jeffrey D. Sachs, the director of the Earth Institute at Columbia University, they analyze the reasons of this major poverty and try to bring remedies to it. 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Electric Vehicles and Smart Grid Interaction †MyAssignmenthelp.com

Question: Discuss about the Electric Vehicles and Smart Grid Interaction. Answer: Introduction Supply chain management is the process that shows the flow of products, involves each movement and it manages storage of raw materials. It is related to the process of inventory and it compiles from moment of origins to point of consumption. In addition, making use of operation management resource, costing is not important as this is related to supporting operations. This process tells about managing human resources, equipment, building, materials and following supply chain management. This study is based on Macarthur Wind Firm and its integration process into state electricity grid. In the first part of the study, it shows the operation of the company on 24 hours basis. In addition, in the latter part, integration between logistics, operation and outbound logistics will be discussed based on Macarthur Wind Firm. Macarthur Wind Firm is situated in Victoria near Hamilton. This firm is 260 km away from Melbourne. This firm has the capacity of making wind energy of 420 megawatts. Although, this is based on the capacity of wind speed and this estimation is based on average energy production. This firm can produce 1250 GWh in a year and capacity factor of operating is around 34% (Agl.com.au, 2017). This firm has an experience of 180 years and has almost 3.6 million customers in all over the Australia. The mission statement of Macarthur Wind Firm is to develop carbon constrained energy in future with building customer support system. This firm has 140 Vestas wind turbines that were manufactured in the country Denmark. This particular wind firm started its operation in the year 2015 and it cost approximately AUD 1 billion. A business operation that is done in day-to-day basis is related to the employees' engagement to achieve profitability of a business. The main objective of a business is to grab sufficient income through its activities. Within an organisation, there are various business operations that need to do to run an organisation, staff function, line functions and value chain. In supply chain management, the organisation needs to focus on inbound logistics, process and outbound logistics (Peppard Ward, 2016). Industrys value chain is related to the raw materials, intermediate goods, manufacturing process, marketing and sales and after sales. This day to process is vertically integrated. Inbound logistics is related to the arrangement of inbound movement of various equipment, materials and inventory from suppliers (Mwasilu et al. 2014). This is related to the assembling of plants, warehouse and various manufacturing products. This process is related to the value creating work of making wind power through wind mill. Materials that are needed in this process for Macarthur Wind Firm are steel, cast iron, aluminium, copper, carbon fibre, brass and fibre glass etc. This inbound logistics process is related to the project development, geotechnical services, transportation of materials and equipment, construction and operations and management. Macarthur Wind Firm uses turbines to generate power and it requires a minimum wind speed of 16 km/h. this organisation has installed wind mill system with transmission capacity. Moreover, wind turbines look like an aircraft and it has propeller blades and that can generate electricity and it supplies electric current (Abdelhak, Grostick Hanken, 2014). These wind turbines operate in various ways with a rotor, drive train and tower process. This current is stored in batteries and it can be utilized later supplying to various grids. This current is stored in above ground tanks; sometimes it stored underground caverns also. Outbound logistics process can be defined as the movement of the final products to the end users. In this case, Macarthur needs to send wind energy to the end users that state grid system. Sometimes, power can be sent through substation, cables, towers, monopolies and accommodation platforms (Christopher, 2016). In addition, near shore wind energy can use trucking process if it is short distance as it is modular transport. Macarthur wind Firm uses the ports that need to be secure vast storage area with EPC (engineering, procurement and construction). Linkages between Macarthur Wind Firm operations In improving activities and performance of the operational activities, Macarthur Wind Firm wants to create linkages to customers and supply process. Macarthur sends the wind power to the grid of state. In this view, as stated by (Jacobs Chase, 2013), a renewable energy organisation needs to view daily production and distribution planning. In addition, the organisation can track production scheduling of the manufacturing of supply chain. Demand planning is necessary as sourcing is important that includes inbound operations, transportation of supply receiving inventory (Monczka et al. 205). Production operation is also important for the firm that creates out bound logistics to fulfil the activities of transportation to customers. A strategic network of the supply chain can be optimized by Macarthur and that includes warehouse location, substation location with number and size of the distribution channel. Information technologies that are related to the infrastructure of an organisatio n can increase supply chain operation. Wind Turbine manufacturers are responsible for supplying of wind turbines with structural manufacturers. In addition, Macarthur Wind Firm takes supply from electrical equipment supplies with cable supply. As Macarthur is a large organisation, it must have EPCI contractors. Distributed wind turbines produce electricity on the distribution grid for state electricity supply. The distribution process of wind energy of Macarthur Wind Firm: First, wind turbine produces the electricity through tower, nacelle and blade. The second stage, energy comes in Collection Circuit and in next stage; the power comes to set up substation. In the following stage, the wind power comes to transmission (Slack, 2015). In the next stage, the power comes to step down substation and distribution is started to the state electricity. Macarthurs renewable energy demand increases and turbines sizes are also getting high. In this way, logistics and operation can reduce the cost. Highway underpass near Victoria creates issues in logistics and cranes are not always available for logistics (Guarnieri et al. 2015). In moving the electricity, Macarthur uses power network. In minimizing technical issues, the organisation uses High Voltage Direct Current (HVDC). The stability of power production can be increased through smart-grid with high power technologies. Macarthur creates power transmission link with 90 percent efficiency with high voltage levels. With this, in order to store the power, the organisation uses Lithium-ion battery in existing electrical network. Macarthur also uses EDF installation system in order to store energy and in grid loading. Macarthur uses HVDC light transmission to long distance as it is helpful in potential power sources. However, it can be deduced that power, risk reduction and benefits can significantly and positively impact on supply chain management. Power is identified with linkages with manufacturing the product with reduction of risk. Sustainability within Macarthur Wind Firm precinct Supply chain sustainability can be described as business issue that can affect an organisations logistic framework and supply chain of an organisation in terms of risk, environmental or waste costs. It is needed that organisation should integrate supply chain management that must be environmentally sound. In this sense, renewable energy producer Macarthur Wind Firm itself a sustainable power producer organisation that is going on economically, socially or environmentally correct way. Supply chain sustainability can provide long-term profitability of the organisation. The resource-based view is a model that helps an organisation to understand strategic resources that are available for the firm (Bornemann Wiedenhofer, 2014). These resources should be used by the firm in order to have sustainable development. Resources are all about capabilities and assets of organisation that must be used by the organisation in an efficient way. RBV is all about heterogeneous nature of the firm as key concept is VRIN model. The operation of an organisation must be unique with utilizing the potential key resources of the firm. Valuable: These are the resources that enable Macarthur organisation to implement some strategies that develop their effectiveness and efficiency Rare: These resources or equipment must not be available to competitors in operation or supply chain Imperfectly imitable: These resources or management operation technique must not be implemented by another competitor Non-substitutable: These techniques should not be replaced by other organisation using non-rare resources For Macarthur organisation, they can follow three tiers of sustainability; the first one is of getting the basic right that should reduce carbon footprint. In the second stage, the organisation needs to think of sustainability through logistics and sustainability that can impact the local range of operation. Lastly, Macarthur organisation should follow the science of sustainability. Moreover, Macarthur organisation can build up IT cells to have technology friendly supply chain. Conclusion Macarthur Wind Firm organisation produces wind energy in Victoria that supplies wind energy with specific supply grid system. In the first stage, the organisation uses wind turbine and power comes in battery bank. Battery bank goes to an inverter and then the power goes to AC loads. Sourcing contracts and other purchasing decision with inventory management with quality of inventory is needed with transportation strategy. Moreover, distribution centre and production operation must be active for the organisation to be a sustainable organisation. Reference List Abdelhak, M., Grostick, S., Hanken, M. A. (2014).Health Information-E-Book: Managem. Abingdon: Routledge. Bornemann, M., Wiedenhofer, R. (2014). Intellectual capital in education: a value chain perspective.Journal of Intellectual Capital,15(3), 451-470. Christopher, M. (2016).Logistics supply chain management. Sydney: Pearson UK. Guarnieri, P., Sobreiro, V. A., Nagano, M. S., Serrano, A. L. M. (2015). The challenge of selecting and evaluating third-party reverse logistics providers in a multi-criteria perspective: a Brazilian case. Journal of cleaner production,96, 209-219. Jacobs, R., Chase, R. (2013).Operations and supply chain management. New Jersey: McGraw-Hill Higher Education. Krajewski, L. J., Ritzman, L. P., Malhotra, M. K. (2013).Operations management: processes and supply chains(Vol. 1). New York, NY: Pearson. Macarthur Wind Farm | AGL. (2017). Agl.com.au. Retrieved 29 August 2017, from https://www.agl.com.au/about-agl/how-we-source-energy/renewable-energy/macarthur-wind-farm Monczka, R. M., Handfield, R. B., Giunipero, L. C., Patterson, J. L. (2015).Purchasing and supply chain management. Melbourne: Cengage Learning. Mwasilu, F., Justo, J. J., Kim, E. K., Do, T. D., Jung, J. W. (2014). Electric vehicles and smart grid interaction: A review on vehicle to grid and renewable energy sources integration.Renewable and Sustainable Energy Reviews,34, 501-516. Peppard, J., Ward, J. (2016).The strategic management of information systems: Building a digital strategy. New Jersey: John Wiley Sons. Slack, N. (2015).Operations strategy. New Jersey: John Wiley Sons, Ltd.