Questions on Global Issues Essay Example | Topics and Well Written Essays - 500 words

Questions on Global Issues - Essay Example egitimacy as a source of national identity, will open doors for other mediums such as religion and culture to fill the void for nationalism and further threaten the state. This struggle is reminiscent of what Samuel Huntington wrote in his book The Clash of Civilization, he notes that in the post-Cold War era, wars and conflicts will be fought not because of economic or ideological reasons, but because of cultural phenomenon brought about by clashes among civilizations. He argues that Western instruments of modernity will create conflicts with the non-Western world due to the isolation and aggression that it will create. With globalization bringing nations and cultures together, non-Western cultures may feel isolated and threatened. In order to protect themselves, and with no apparent formal channel to do so under the nation-state, religion –being inextricably linked and identified with culture, becomes a crucial refuge and a powerful tool to fight back. However, due to the changes in today’s world – deeper integration between nations and economies, rapid developments in communications and technology (including instruments of war), blurring of national borders, and a growing animosity towards the Western world due to the spread of information among different nations and cultures; conflict, including those propelled by religious beliefs, have taken a new and more complicated face. Religious warfare, unlike the traditional conduct of war, has become more complicated to address because, as Mark Juergensmeyer notes, religious struggle (1) gives the moral authority for extremists to embark on â€Å"catastrophic acts with biblical proportions,† (2) takes generations to succeed, and (3) provide both a personal and symbolic redemption for its perpetrators. By elevating their struggles to a cosmic war, religious extremists not only elevate their fight to be one of good against evil, they also impact public consciousness, bringing awareness, and at times sympathy, to

Theoretical Perspective Of Principal Agent Theory

Theoretical Perspective Of Principal Agent Theory According to Random House Dictionary, theory is a coherent group of general propositions used as principles of explanation for a class of phenomena. In the formal meanings of the term, theory has the following three meanings (Frederickson and Smith, 2003): Theory in the natural sciences is the rigorous testing of predictive theorems or assumptions using observable and comparable data. The tested and verified hypotheses constitute the foundation of theories. And theories derived from this process usually serve as a highly reliable direction for behavior. Theories in the social sciences, including public administration, implies the sequence of factual material (history, events, cases, stories, measures of opinion, observations) presented in definitions, concepts, and metaphors to promote understanding. The rigorous and the intuitive observation of social behavior, patterns of communication, and culture is the basis to this theory. The last meaning of theory in public administration is the theories of what should to be. These theories compose the bridge between public administration, political science, and philosophy. The theorists aim at discovering theories that account for, explain, or describe observable trends in behavior and to evaluate the normative cues of such behavior. It is often true that public administration theorists use a mix of the second and third definition of theory. And there is no doubt that theory is the bedrock of understanding of public administration (Frederickson and Smith, 2003). If manuscripts contain no theory, their value is suspect (Whetten, 2000). Hence, an important mission of scholars and educators in the areas of management, health, education, and social work is, on the one hand to conduct researches that contribute knowledge to a scientific discipline, and to apply that knowledge to the practice of management as a profession, on the other (Simon, 1967). To do this well, we need to design our research so that it provides an intimate understanding of the practical problems facing the profession. Equally important, we need to appreciate and strengthen our skills in developing good theory so that research conducted about these problems will advance the knowledge that is relevant to both the discipline and the profession (Van DE Ven, 1989). Therefore, this paper aims at discussing what is theoretical from the perspective of principal-agent theory. It is consisted of four sections: 1) What is Principal-Agent Theory; 2) Whats the theoretical contribution of Principal-Agent Theory; 3) Limitations of Principal-Agent Theory; 4) Conclusion. Principal-Agent Theory One day Deng Xiaoping decided to take his grandson to visit Mao. Call me granduncle, Mao offered warmly. Oh, I certainly couldnt do that, Chairman Mao, the awe-struck child replied. Why dont you give him an apple? suggested Deng. No sooner had Mao done so than the boy happily chirped, Oh thank you, Granduncle. You see, said Deng, what incentives can achieve. (Capitalism, 1984) According to Arrow (1971) and Wilson (1968), during the 1960s and early 1970s, economists investigated risk sharing among individuals or groups. The risk-sharing problem, described in this literature, arises when collaborating parties have different standpoints toward risk. Principal-Agent theory expanded the risk-sharing literature to include what is called agency problem. And agency problem occurs when cooperating parties have different goals, information, and division of labor (Jensen Meckling, 1976). Specifically, principal-agent theory concentrates on the ubiquitous agency-relationship, in which one party (the principal) delegates work to another (the agent), who performs that work in behalf of the principal (Eisenhardt, 1989). And principal-agent theory seeks to portray this relationship using the metaphor of a contract (Jensen Meckling, 1976). As a consequence, the central dilemma explored by principal agent theorists is how to stimulate the employee or contractor (agent) to behave in the best interests of the principal (the employer) when the employee or contractor has an informational advantage over the principal and has different interests from the principal. From the agency perspective, most organizations are simply legal fictions which serve as a nexus for a set of contracting relationships among individuals (Jensen and Meckling, 1976). The basic premise of the theory is that if both parties to the relationship are utility maximisers, there is good reason to believe that the agent will not always act in the best interests of the principal (Jensen and Meckling, 1976). In determining the most efficient contract, principal-agent theory brings up certain hypotheses about people, organizations and information. It assumes that agents and principals will act in their self-interest to maximize their own welfare. Agents possess more information than their principals possess. As a result, it identifies two impediments to effective contractual performance: moral hazard and adverse selection. Moral hazard refers to that the agent doesnt put agreed-upon efforts to the tasks. That is, the agent is shirking. Adverse selection refers to the misrepresentation of ability by the agent (Eisenhardt, 1989). The agent may claim to have certain skills, experiences, or capabilities when he or she is hired. Adverse selection arises because the principal cannot completely verify these skills, experiences, or capabilities either at the time of recruitment or while the agent is working (Eisenhardt, 1989). Two types of problems are especially relevant. One is the agency problem which arises from the conflicting goals of the principal and the agent and from the difficulty/expense involved in verifying the agents behavior (Eisenhardt, 1989). The second is the problem of risk-sharing which arises from the different attitudes toward risk on the part of the principal and the agent. The different risk preferences between the principals and agents are likely to lead to different actions. Therefore, the theory concentrates on the contract between the principal and the agent and the ways in which the contract can be made most efficient from the point of view of the principal (V. Nilakant, 1994). Besides, the theory makes two assumptions: that goal conflict exists between principals and agents and that agents have more information than their principals, which results in an information asymmetry between them (Waterman and Meier, 1998). Goal Conflict. In the marketplace, principals and agents clearly have different goals and/or preferences (Waterman and Meier, 1998). Commonly, agents want to make as much money as possible, however principals want to pay as little as possible for services. The same as in the public sector. The government wants to produce as more public goods as possible, while the contractor agents expect to decrease the cost as much as possible. Therefore, in a contract relationship, maximum principals interest couldnt inevitably contribute to the maximum of agents interests. It could even reversely worsen agents advantages, such as less compensation or profit. As a consequence, how to encourage agents to accomplish principals goals at a minimum cost has become a great challenge. Information Asymmetry. As we already have noted, the information asymmetry is a critical assumption of the principal-agent model. The information asymmetry is simply the claim that agents possess more information than their principals possess. (Waterman and Meier, 1998) When the distribution of information between principal and agent is asymmetric, the classic principal-agent problem arises. The problem brought up here is how to avoid information asymmetry so that principals know to what extent the agents have achieved the principals goals, what agents are doing, and what are not done. With these information, principals could better monitor the contract relation and working process to improve organizational performance. In addition to the assumption that partial goal conflict is inherent in any principal-agent relationship, principal-agent theory also presumes that information about the agent is a commodity that can be purchased. (V. Nilakant, 1994) Table 1 presents an overview of principal-agent theory, including key idea, unit of analysis, human assumptions, organizational assumptions, information assumptions, and contracting problems. Table 1 Principal-Agent Theory Overview Key Idea Principal-agent relationships should reflect efficient organization of information and risk-bearing costs Unit of Analysis Contract between principal and agent Human Assumptions Self-interest Bounded rationality Risk aversion Organizational Assumptions Partial goal conflict among participants Efficiency as the effectiveness criterion Information asymmetry between principal and agent Information Assumptions Information as a purchasable commodity Contracting Problems Agency (moral hazard and adverse selection) Risk sharing Problem Domain Relationships in which the principal and agent have partly differing goals and risk preferences (e.g., compensation, regulation, leadership, impression management, whistle-blowing, vertical integration, transfer pricing) Source: Eisenhardt, Kathleen M. (1989). Agency Theory: An Assessment and Review. The Academy of Management Review, Vol. 14, No. 1, p.59 Theoretical Contribution of Principal-Agent Theory Principal-Agent theory has been contributing a lot to organization theory and incentive theory. Principal-Agent theory has been the basis for an extensive set of studies relating bureaucracy to elected officials. It also has been extended to presidents decisions to use force and to the Supreme Court and its relationship to lower courts. (Waterman and Meier, 1998) Before discussing the theoretical contribution of principal-agent theory, Id like to talk about what is a good theory. Above all, a good theory is the theory appropriately used. All theories are false. They are, after all, just words and symbols on pieces of paper, about the reality they purport to describe; they are not that reality. So they simplify it. This means we must choose our theories according to how useful they are, not how true they are. (Mintzberg, 2005) Obviously, principal-agent theory is not omnipotent to explain or solve all problems in an organization. It is true only when it is appropriately used. Furthermore, a good theory is practical precisely. A theory to be useful, should accurately describe or depict a real world event or phenomenon. (Frederickson and Smith, 2003) The first section has demonstrated that principal-agent theory fits this requirement. Scholars devoted to this theory have explicitly described what principal-agent is and what it could explain in the real world. Finally, a good theory is insightful and predictive. Theory is insightful when it surprises, when it allows us to see profoundly, imaginatively, unconventionally into phenomena we thought we understoodà ¢Ã¢â€š ¬Ã‚ ¦theory is of no use unless it initially surprises-that is, changes perceptions. (Mintzberg, 2005) From this perspective, principal-Agent theory may not dramatically change perceptions, but it really brings in some new thinking about organizations and incentives. Firstly, Principal-Agent theory reestablishes the importance of incentives and self-interest in organizational thinking. It reminds us that much of organizational life, whether we like it or not, is based on self-interest. (Eisenhardt, 1989) Both principal and agent are usually assumed to be attempting to maximize their own utilities. Agents would not voluntarily produce desires of principal and it is difficult or expensive for the principal to investigate what the agent is actually doing. Hence, it is significant for principals to provide incentives to agents which lead to an alignment of goals between principal and agent, in order to assure that the agents act for principals aims. That is to maximize principals interests rather than impair principals efficiency through agents over possession of information. Secondly, Principal-Agent theory also makes important contributions to organizational thinking, the most important of which is the treatment of information. (Eisenhardt, 1989). In principal-agent theory, information is considered as merchandise: it has a cost, and it can be exchanged and purchased. The implication is that organizations can invest in information systems in order to control agent opportunism, an illustration of which is the executive compensation. And one of the important factors such compensation requires is information systems. It is assumed that richer information systems control managerial opportunism and, therefore, lead to less performance-contingent pay. Board of directors is considered as one particular relevant information system to monitor executive behaviors. When boards provide richer information, compensation is less likely to be based on firm performance. Also, when boards provide richer information, top executives are more likely to engage in behaviors t hat are consistent with stockholders interest. (Eisenhardt, 1989) Besides, to break agents superiority status on information is of great significance to keep balance between principals and agents and to improve agents performance. Moreover, profit sharing has been widely used as an attempt to give employees more opportunities to involve into and to get pleasurable emotion from the organization and to make employees feel they are part of the organization; to increase employees sense of commitment to organization; to increase sense of co-operation between management and subordinates; and to ensure employees benefit from organization profitability. In the public sector, administrators should frequently involve into policy-making process. Participatory management could be an efficient approach to get an alignment of goals of the management and subordinates and to motive employees performance consciousness. In addition, Principal-Agent theory could be used to elucidate hierarchical control of organizations as well (Moe, 1984). Difficulty in monitoring the actions of subordinates/agents, asymmetric information superior status of subordinates/agents, or transactions costs in supervising and verifying the actions of subordinates/agents all can give agents opportunities to escape from principals goals by maximizing agents interests. Typically, principals find means to ameliorate these problems, for example, by relying on signals that warn them when agents step outside certain bounds. (Song, Segal, and Cameron, 1976) Limitations of Principal-Agent Theory Principal-Agent theory, which characterizes relationships that develop and evolve, is supposed to be a dynamic, rather than a static theory (Waterman and Meier, 1998). It provides insightful and predictive theoretical contribution to organization and incentive theory development. Principal-agent theory provides a unique, realistic, and empirically testable perspective on problems of cooperative effort (Eisenhardt, 1989). Besides its theoretical contribution, however, principal-agent theory needs further improvement as the following: Principal-Agent Theory merely displays a partial aspect of the real world, although it is valid, and it also ignores a great amount of organizational complexity. Additional perspectives could contribute to attain the more important complexity (Eisenhardt, 1989). According to Ogden (1993), the highly simplified model of organizational conflict and the contrasting complexity of the mathematics required to provide solutions to the agency problem have been frequently cited as limitations to principal-agent theory. In addition, principal-agent theory could be developed to a richer and more complicated range of contexts. Principal-agent theory studies the relationship between the principal and the agent defined by contract, resting on a basis in economics. Under this theory, relationship problems are explained from a contractual perspective; and solutions derives from the change of contract. However, noneconomic considerations should be emphasized as well, such as cultural, social, psychological, and political. And some scholars have already argued to look at important non-contractual aspects of principal-agent relationship. So, to study principal-agent relationship from non-contractual perspectives is demanded and valuable. Conclusion Starting from an introduction to what is the principal-agent theory and the importance of the theory in public administration, we conclude that the principal-agent theory has contributed a lot to the development of organization theory and incentive theory. Although theoretical significant, principal-agent theory still has its limitations, such as simplified model and ignorance of non-economic factors, which leaves a long way for future development. Nevertheless, this term paper merely provides a short review and summary of principal-agent theory and its theoretical contributions. It is far from a comprehensive and deep study on principal-agent problems and solutions. Much more works are needed to elaborately review this theory.

Characterization in Hawthornes Young Goodman Brown Essay -- Young Goo

  Ã‚  Ã‚   This essay will demonstrate the types of characters present in Nathaniel Hawthorne’s â€Å"Young Goodman Brown,† whether static or dynamic, whether flat or round, and whether protrayed through showing or telling.    R. W. B. Lewis in â€Å"The Return into Rime: Hawthorne† states: â€Å"†¦ there is always more to the world in which Hawthorne’s characters move than any one of them can see at a glance† (77). This is especially true with such flat or two-dimensional characters as are generally found in â€Å"Young Goodman Brown.† These type characters are built on a â€Å"single idea or quality† and are presented without much â€Å"individualizing detail† (Abrams 33). Faith, of course, represents or symbolizes the theological virtue of faith; Goody Cloyse, as a catechism teacher, represents â€Å"goodness†; the unnamed fellow-traveller in the woods is symbolic of â€Å"evil.† Q. D. Leavis explains this symbolic use of characters: â€Å"The first batch of works I specified [including ‘Young Goodman Brown’] is essentially dramatic, its use of language is poetic, and it is symbolic, and richly so, as is the dramatic poet’ s. . . Where the â€Å"symbol† is the thing itself, with no separable paraphrasable meaning as in an allegory: the language is directly evocative (27).    The flat character Faith is not developed like her husband; her dialogue is restricted to the opening few paragraphs. She speaks only four sentences in the entire story:    "Dearest heart," whispered she, softly and rather sadly, when her lips were close to his ear, "pr'ythee, put off your journey until sunrise, and sleep in your own bed tonight. A lone woman is troubled with such dreams and such thoughts, that she's afeard of herself, sometimes. Pray, tarry with me this night, dear husb... ...ng Goodman Brown.† 1835. http://www.cwrl.utexas.edu/~daniel/amlit/goodman/goodmantext.html    Kaul, A.N. â€Å"Introduction.† In Hawthorne – A Collection of Critical Essays, edited by A.N. Kaul. Englewood Cliffs, NJ: Prentice-Hall, Inc., 1966.    Leavis, Q.D. â€Å"Hawthorne as Poet.† In Hawthorne – A Collection of Critical Essays, edited by A.N. Kaul. Englewood Cliffs, NJ: Prentice-Hall, Inc., 1966.    Lewis, R. W. B. â€Å"The Return into Time: Hawthorne.† In Hawthorne – A Collection of Critical Essays, edited by A.N. Kaul. Englewood Cliffs, NJ: Prentice-Hall, Inc., 1966.    Swisher, Clarice. â€Å"Nathaniel Hawthorne: a Biography.† In Readings on Nathaniel Hawthorne, edited by Clarice Swisher. San Diego, CA: Greenhaven Press, 1996.    Wagenknecht, Edward. Nathaniel Hawthorne – The Man, His Tales and Romances. New York: Continuum Publishing Co., 1989.

The Person I Admire Most

International law Main articles: Public international law, Conflict of laws, and European Union law Providing a constitution for public international law, the United Nations system was agreed during World War II International law can refer to three things: public international law, private international law or conflict of laws and the law of supranational organisations. Public international law concerns relationships between sovereign nations. The sources for public international law development are custom, practice and treaties between sovereign nations, such as the Geneva Conventions.Public international law can be formed by international organisations, such as the United Nations (which was established after the failure of the League of Nations to prevent the Second World War),[21] the International Labour Organisation, the World Trade Organisation, or the International Monetary Fund. Public international law has a special status as law because there is no international police forc e, and courts (e. g. the International Court of Justice as the primary UN judicial organ) lack the capacity to penalise disobedience. 22] However, a few bodies, such as the WTO, have effective systems of binding arbitration and dispute resolution backed up by trade sanctions. [23] Conflict of laws (or â€Å"private international law† in civil law countries) concerns which jurisdiction a legal dispute between private parties should be heard in and which jurisdiction's law should be applied. Today, businesses are increasingly capable of shifting capital and labour supply chains across borders, as well as trading with overseas businesses, making the question of which country has jurisdiction even more pressing.Increasing numbers of businesses opt for commercial arbitration under the New York Convention 1958. [24] European Union law is the first and, so far, only example of an internationally accepted legal system other than the UN and the World Trade Organisation. Given the tren d of increasing global economic integration, many regional agreements—especially the Union of South American Nations—are on track to follow the same model.In the EU, sovereign nations have gathered their authority in a system of courts and political institutions. These institutions are allowed the ability to enforce legal norms both against or for member states and citizens in a manner which is not possible through public international law. [25] As the European Court of Justice said in the 1960s, European Union law constitutes â€Å"a new legal order of international law† for the mutual social and economic benefit of the member states. [26] The Person I Admire Most International law Main articles: Public international law, Conflict of laws, and European Union law Providing a constitution for public international law, the United Nations system was agreed during World War II International law can refer to three things: public international law, private international law or conflict of laws and the law of supranational organisations. Public international law concerns relationships between sovereign nations. The sources for public international law development are custom, practice and treaties between sovereign nations, such as the Geneva Conventions.Public international law can be formed by international organisations, such as the United Nations (which was established after the failure of the League of Nations to prevent the Second World War),[21] the International Labour Organisation, the World Trade Organisation, or the International Monetary Fund. Public international law has a special status as law because there is no international police forc e, and courts (e. g. the International Court of Justice as the primary UN judicial organ) lack the capacity to penalise disobedience. 22] However, a few bodies, such as the WTO, have effective systems of binding arbitration and dispute resolution backed up by trade sanctions. [23] Conflict of laws (or â€Å"private international law† in civil law countries) concerns which jurisdiction a legal dispute between private parties should be heard in and which jurisdiction's law should be applied. Today, businesses are increasingly capable of shifting capital and labour supply chains across borders, as well as trading with overseas businesses, making the question of which country has jurisdiction even more pressing.Increasing numbers of businesses opt for commercial arbitration under the New York Convention 1958. [24] European Union law is the first and, so far, only example of an internationally accepted legal system other than the UN and the World Trade Organisation. Given the tren d of increasing global economic integration, many regional agreements—especially the Union of South American Nations—are on track to follow the same model.In the EU, sovereign nations have gathered their authority in a system of courts and political institutions. These institutions are allowed the ability to enforce legal norms both against or for member states and citizens in a manner which is not possible through public international law. [25] As the European Court of Justice said in the 1960s, European Union law constitutes â€Å"a new legal order of international law† for the mutual social and economic benefit of the member states. [26]

Major Depression Disorder Essay

The scenario I have chosen to write about is the case of Sylvia. She is a patient of major depression disorder. Symptoms clearly show she is struggling with major depression disorder. The five dominant theories of psychology to further understand the case of Sylvia are the cognitive theory, behavioral theory, humanistic theory, personality theory and social dominance theory. Cognitive theory of psychology is focus on internal state such as problem solving, motivation, thinking, decision making and attention. It is a key component underlying the way people think and behave. Cognitive theory is basically concerned with the development of a person’s thoughts processes. It also counts for how these thought processes influence and how a person understand and interact with the world. The technique recommend by the cognitive theory to help Sylvia. In cognitive behavioral therapy is a psychotherapeutic approach which addresses dysfunctional and emotions maladaptive behaviors and cognitive processes. CBT is an effective treatment for various conditions like anxiety, mood, personality, eating, and substances abuse which Sylvia is and has struggled with all this. So this will be very helpful for her. Behavioral theory of learning which is based upon the idea that all behaviors are acquired through conditioning. Behavioral techniques are widely used in therapeutic settings to help clients in learning new skills and behavior. It is bases on the belief that behavior can be measured, changed and trained. The technique recommended by behaviorism theory to help Sylvia. Applied behavior analysis technique is recommended by behaviorism therapy in the case of major depression. And in the case of Sylvia, this technique will be very helpful. Psychodynamic is also known as dynamic psychology. It is an approach of psychology, which emphasizes on the systematic study of psychological forces. The treatment of  psychological distress psychodynamic therapy to be less sensitive than psychoanalysis treatment. Psychodynamic therapies are basically depending upon theory of inner conflict. Psychodynamic therapy is designed to help patients explore the full range of their emotions, including feeling they may not be aware of. The technique recommended by psychodynamic theory to help Sylvia is Psychoanalytic and interpersonal technique, it is recommended by psychodynamic theory to help people like Sylvia who is struggled with major depression. This approach focuses on the interrelationship of the mind and mental, motivational or emotional forces within the mind that interact to shape a personality. Humanistic psychology is focused on understanding the unconscious motivations that drive behavior, and study the condition while processes that produce behavior. Humanistic psychology emerged during the 1950’s as a reaction to psycho analysis and behaviorism humanistic psychology was instead focused on each individual’s potential and stressed the importance of growth and self – actualization. The technique recommended by humanistic theory to help Sylvia is existential technique. If is recommended by humanistic theory to help a person who is in major depression disorder. Personality psychology looks at the patterns of thoughts and feelings that make a person unique. Some of the best known theories of psychology are devoted to the subject of personality. Almost every day we describe and access the personality of the people around us. Whether we realize it or not. These daily musings on how and why people behave as they do are similar to what personality psychologist do. Social dominance theory identifies several mechanisms by which hierarchies are developed and maintained. These theories focused on helping us understand and explain social behavior. Social theories are generally centered on specific social phenomenon including prosaically, Social behavior. These are all the theories of psychology that Sylvia could use for this scenario. All the different techniques that she can do. Each different technique helps to deal with her major depression disorder. They each help individually, but when applied together better results could be obtained. Reference Myers, D. (2014). Exploring psychology (9th Ed.). New York: NY: Worth Publishers.

Free Essays on 7 Habits Of Highly Effective People

THE 7 HABITS OF HIGHLY EFFECTIVE PEOPLE The 7 Habits of Highly Effective People was written by Stephen R. Covey in 1989. This book has been on the National Best Seller list for over 200 weeks. Many people have attended Covey’s seminars on the subject. Many companies have required top executives to read this book including AT & T, Dow Chemical, Ford, Deloitte and Touche, Marriott, Xerox and Ritz Carlton Hotels. This book proposes that there are seven habits that can be learned to improve one’s personal and interpersonal effectiveness. Covey describes a habit as â€Å"the intersection of knowledge, skill and desire.† Knowledge would represent the â€Å"what to do†, skill the â€Å"how to do†, and desire the â€Å"want to do†. In order to create a habit in our lives, we must have all three. Habits 1, 2, and 3 relate to Private Victory with habit 4, 5, and 6 relating to Public Victories and Habit 7 being involved with Renewal. Habit one is to be proactive. This habit says that as human beings we are responsible for our own lives. Our behavior is a function of our decisions, not our conditions. We create our own destiny. The proactive person acts rather than waiting to be acted upon. According to Covey, part of increasing our self-awareness is understanding our Circle of Concern, that is, our range of concern with which we have mental or emotional involvement. A Circle of Influence resides inside the Circle of Concern reflecting those things over which we have control. Habit two is to begin with the end in mind. If we paint a visual image of what we want our life to be then we actually provide a frame of reference within which all our behaviors can be examined. We must understand where we are going. We should develop a personal mission statement. It will provide the basic direction of our lives. This statement will force us to give thought to our values and what we want to accomplish in life. In the... Free Essays on 7 Habits Of Highly Effective People Free Essays on 7 Habits Of Highly Effective People The 7 Habits of Highly Effective People was written by Stephen R. Covey in 1989. This book has been on the National Best Seller list for over 200 weeks. Many people have attended Covey’s seminars on the subject. Many companies have required top executives to read this book including AT & T, Dow Chemical, Ford, Deloitte and Touche, Marriott, Xerox and Ritz Carlton Hotels. This book proposes that there are seven habits that can be learned to improve one’s personal and interpersonal effectiveness. Covey describes a habit as â€Å"the intersection of knowledge, skill and desire.† Knowledge would represent the â€Å"what to do†, skill the â€Å"how to do†, and desire the â€Å"want to do†. In order to create a habit in our lives, we must have all three. Habits 1, 2, and 3 relate to Private Victory with habit 4, 5, and 6 relating to Public Victories and Habit 7 being involved with Renewal. Habit one is to be proactive. This habit says that as human beings we are responsible for our own lives. Our behavior is a function of our decisions, not our conditions. We create our own destiny. The proactive person acts rather than waiting to be acted upon. According to Covey, part of increasing our self-awareness is understanding our Circle of Concern, that is, our range of concern with which we have mental or emotional involvement. A Circle of Influence resides inside the Circle of Concern reflecting those things over which we have control. Habit two is to begin with the end in mind. If we paint a visual image of what we want our life to be then we actually provide a frame of reference within which all our behaviors can be examined. We must understand where we are going. We should develop a personal mission statement. It will provide the basic direction of our lives. This statement will force us to give thought to our values and what we want to accomplish in life. In the third habit, Covey tells us to put first things first. Inde... Free Essays on 7 Habits Of Highly Effective People THE 7 HABITS OF HIGHLY EFFECTIVE PEOPLE The 7 Habits of Highly Effective People was written by Stephen R. Covey in 1989. This book has been on the National Best Seller list for over 200 weeks. Many people have attended Covey’s seminars on the subject. Many companies have required top executives to read this book including AT & T, Dow Chemical, Ford, Deloitte and Touche, Marriott, Xerox and Ritz Carlton Hotels. This book proposes that there are seven habits that can be learned to improve one’s personal and interpersonal effectiveness. Covey describes a habit as â€Å"the intersection of knowledge, skill and desire.† Knowledge would represent the â€Å"what to do†, skill the â€Å"how to do†, and desire the â€Å"want to do†. In order to create a habit in our lives, we must have all three. Habits 1, 2, and 3 relate to Private Victory with habit 4, 5, and 6 relating to Public Victories and Habit 7 being involved with Renewal. Habit one is to be proactive. This habit says that as human beings we are responsible for our own lives. Our behavior is a function of our decisions, not our conditions. We create our own destiny. The proactive person acts rather than waiting to be acted upon. According to Covey, part of increasing our self-awareness is understanding our Circle of Concern, that is, our range of concern with which we have mental or emotional involvement. A Circle of Influence resides inside the Circle of Concern reflecting those things over which we have control. Habit two is to begin with the end in mind. If we paint a visual image of what we want our life to be then we actually provide a frame of reference within which all our behaviors can be examined. We must understand where we are going. We should develop a personal mission statement. It will provide the basic direction of our lives. This statement will force us to give thought to our values and what we want to accomplish in life. In the...

Why has Richard Wagner been a controversial composer even today Essays

Why has Richard Wagner been a controversial composer even today Essays Why has Richard Wagner been a controversial composer even today Essay Why has Richard Wagner been a controversial composer even today Essay in which the orchestra was no longer a simple accompaniment to the singers, but an integral part of the action. Wagner made the music continuous, unlike the previous tendency to make an opera as a collection of separate arias and ensembles which could be performed separately . He used a complex system of what are called Leitmotifs, or melodic ideas which stand for characters , things or ideas in the drama. With Wagner, harmonies became more complex than ever before, and his revolutionary use of this element influenced composers everywhere, and led to the music of the 20th century. As I already mentioned, Wagner is the most controversial composer of 19th century. He divides people as no other composer did it before. A lot of people and musical critics find his work magnificent, but there are a lot of others who cant stand his music, because of his ideas, mostly political opinions in the real life. Even a century ago, many critics and composers thought his music was awful noise, with the most cacophonous harmonies, but others recognized its greatness. Wagners operas, writings, his politics, beliefs and unorthodox lifestyle made him a controversial figure during his lifetime. The debate about his ideas and their interpretation, particularly in Germany during the 20th century, continued to make him politically and socially controversial in a way that other great composers are not. The biggest issue is generated by Wagners comments on Jews, which continue to influence the way that his works are regarded, and by the essays he wrote on the nature of race from 1850 onwards, and their putative influence on the anti-Semitism of Adolf Hitler. In some of his essays, Wagner attacks Jewish contemporaries, especially Felix Mendelssohn, and accused Jews of being a harmful and alien element in German culture. Wagner stated the German people were repelled by their alien appearance and behavior. He argued that because Jews had no connection to the German spirit, Jewish musicians were only capable of producing shallow and artificial music. They therefore composed music to achieve popularity and, thereby, financial success, as opposed to creating genuine works of art. Thats why, Wagner was the Hitlers favorite composer and he made his name a symbol of the Nazis. As a result of his infatuation, Hitler adopted many parts of Wagners thought and used this as propaganda that would influence World War II. As a result Wagners operas cannot be found in the modern state of Israel although his works have been broadcasted on government-owned TV and radio. To this day, those who attempt staging public performances are halted by protests, including protests from Holocaust survivors. As a great example, I have watched, the great from the filmmaking point of view, Triumph of the Will the most dramatic ever made propaganda film by Leni Riefenstahl, which chronicles the 1934 Nazi Party Congress in Nuremberg. The film opens with shots of the clouds above the city, and then moves through the clouds to float above the assembling masses below, with the intention of portraying beauty and majesty of the scene. The shadow of Hitlers plane is visible as it passes over the tiny figures marching below, accompanied by music from Richard Wagners Die Meistersinger von Ni rnberg, which slowly turns into the Horst-Wessel-Lied. Among Wagners ideas was that the opera be an uninterrupted melody, also emphasizing drama as a focal point. To Wagner, the opera was the ultimate blend of all the arts. Spending many years in exile, he went for long periods without hearing the performance of his own works. It is exceedingly difficult for us of the present generation to do justice to Wagner, or to arrive at any final and impartial conclusions concerning the permanent value of his gigantic achievement. As a conclusion, today Wagner is no longer a symbol of Nationalism and Nazism, as he was at the beginning of the controversy. Like Lili Eylon in her essay Wagner Controversy says: The question is not whether Wagners music is of high or low quality, nor is the argument about how deep-seated was his anti-Semitism really relevant. There is no doubt that there have been other composers who were no less anti-Semitic. While it cannot be maintained that Wagner was directly responsible for German National Socialism, there is no doubt that he was a powerful symbol in the Nazi era, and his music held a singular importance in the Nazi psyche. For those who survived the Holocaust, Wagners music is terrible reminder of the horror those people have gone through. For them music must be separated from the politics, but unfortunately Wagner was the composer, who actually merged them together and became the composer of music and race.

The History of Japanese Ninjas

The History of Japanese Ninjas The ninja of movies and comic books- a stealthy assassin in black robes with magical abilities in the arts of concealment and murder- is very compelling, to be sure. But the historical reality of the ninja is somewhat different. In feudal Japan, ninjas were a lower class of warriors often recruited by samurai and governments to act as spies. Origins of the Ninja It is difficult to pin down the emergence of the first ninja, more properly called shinobi- after all, people around the world have always used spies and assassins. Japanese folklore states that the ninja descended from a demon that was half man and half crow. However, it seems more likely that the ninja slowly evolved as an opposing force to their upper-class contemporaries, the samurai, in early feudal Japan. Most sources indicate that the skills that became ninjutsu, the ninjas art of stealth, began to develop between 600 to 900. Prince Shotoku, who lived from 574 to 622, is said to have employed Otomono Sahito as a shinobi spy. By the year 907, the Tang Dynasty in China had fallen, plunging the country into 50 years of chaos and forcing Tang generals to escape over the sea to Japan where they brought new battle tactics and philosophies of war. Chinese monks also began to arrive in Japan in the 1020s, bringing new medicines and fighting philosophies of their own, with many of the ideas originating in India  and making their way across Tibet and China before turning up in Japan. The monks taught their methods to Japans warrior-monks, or yamabushi, as well as to members of the first ninja clans. The First Known Ninja School For a century or more, the blend of Chinese and native tactics that would become ninjutsu developed as a counter-culture, without rules. It was first formalized by Daisuke Togakure and Kain Doshi around the 12th century. Daisuke had been a samurai, but he was on the losing side in a regional battle and forced to forfeit his lands and his samurai title. Ordinarily, a samurai might commit seppuku under these circumstances, but Daisuke did not. Instead, in 1162, Daisuke wandered the mountains of southwest Honshu where he met Kain Doshi, a Chinese warrior-monk. Daisuke renounced his bushido code, and together the two developed a new theory of guerrilla warfare called ninjutsu. Daisukes descendants created the first ninja ryu, or school, the Togakureryu. Who Were the Ninja? Some of the ninja leaders, or jonin, were disgraced samurai like Daisuke Togakure that had lost in battle or had been renounced by their daimyo but fled rather than committing ritual suicide. However, most ordinary ninjas were not from the nobility. Instead, low-ranking ninjas were villagers and farmers who learned to fight by any means necessary for their own self-preservation, including the use of stealth and poison to carry out assassinations. As a result, the most famous ninja strongholds were the Iga and Koga Provinces, mostly known for their rural farmlands and quiet villages. Women also served in ninja combat. Female ninja, or kunoichi, infiltrated enemy castles in the guise of dancers, concubines, or servants who were highly successful spies and sometimes even acted as assassins as well. Samurai Use of the Ninja The samurai lords could not always prevail in open warfare, but they were constrained by bushido, so they often hired ninjas to do their dirty work. Secrets could be spied out, opponents assassinated, or misinformation planted, all without sullying a samurais honor. This system also transferred wealth to the lower classes, as the ninja were paid handsomely for their work. Of course, a samurais enemies could also hire ninja, and as a result, the samurai needed, despised, and feared the ninja- in equal measure. The ninja high man, or jonin, gave orders to the chunin  (middle man), who passed them on to the genin, or the ordinary ninja. This hierarchy was also, unfortunately, based on the class the ninja had come from before training, but it wasnt uncommon for a skilled ninja to ascend the ranks well beyond his or her social class. The Rise and Fall of the Ninja The ninja came into their own during the tumultuous era between 1336 and 1600. In an atmosphere of constant war, ninja skills were essential for all sides, and they played a key role in the Nanbukucho Wars (1336–1392), the Onin War (1460s), and the  Sengoku Jidai, or Warring States Period- where they aided samurai in their internal power struggles. The ninja were an important tool during the Sengoku Period (1467-1568), but also a destabilizing influence. When warlord Oda Nobunaga emerged as the strongest daimyo and began to reunite Japan in 1551–1582, he saw the ninja strongholds at Iga and Koga as a threat, but despite quickly defeating and co-opting the Koga ninja forces, Nobunaga had more trouble with Iga.​ In what would later be called the Iga Revolt or Iga No Run, Nobunaga attacked the ninja of Iga with an overwhelming force of more than 40,000 men. Nobunagas lightning-quick attack on Iga forced the ninja to fight open battles, and as a result, they were defeated and scattered to nearby provinces and the mountains of Kii. While their base was destroyed, the ninja did not vanish entirely. Some went into the service of Tokugawa Ieyasu, who became shogun in 1603, but the much-reduced ninja continued to serve on both sides in various struggles. In one famous incident from 1600, a ninja snuck through a group of Tokugawas defenders at Hataya castle and planted the flag of the besieging army high on the front gate. The Edo Period under the Tokugawa Shogunate  from 1603–1868 brought stability and peace to Japan, bringing the ninja story to a close. Ninja skills and legends survived, though, and were embellished to enliven the movies, games, and comic books of today.

Can Foreign Speakers Help The Irish Language Survive Essay

Can Foreign Speakers Help The Irish Language Survive - Essay Example However, the author of this article could have elaborated on the use of the Internet to learn languages, as this may lead to the rise of slang, which may further complicate language development. This article has much strength in that it is based on analysis from typical examples of individuals chipping in various points. Nevertheless, it leaves a loophole for various an array of interpretations due to the author’s failure to state his aim for writing it.Assessment of the ArticleFrom my assessment, this material may be very resourceful in my future career on analyzing the rise and loss of various languages. For instance, the use of digital techniques such as internet and Facebook to facilitate the learning of a particular language as mentioned in this article may ease my future research. This article is a clear analysis of the current problem of language loss among the contemporary generation who feels that using native language is a primitivism. Besides, it is an encouragement to learners on the need to preserve languages for future identifications. It is, therefore, one of the best as far as anthropological research is concerned.Lingua Globa: How English Became 'Globish' by Robert McCrumSummary of the ArticleMcCrum, the author of this article, explains the various ways in which the English language developed and spread to the entire world. He asserts that English never developed from one language group, but rather a contribution of various languages such as Celtic and Anglo-Saxon words.

The God Delusion Debate Article Example | Topics and Well Written Essays - 750 words

The God Delusion Debate - Article Example Evaluation of the debate In the debate, Dawkins explains his theses regarding the rejection of God’s existence saying that science is based on evidence-based grounds whereas faith is blind and is based merely on satisfactory beliefs and thus it drags humans to believe what is told in religion without the need of understanding and exploring. He says that science does not support religion; rather, it supports rationalism or atheism. He further argues that the designer God, if there is one, must need another designer to resign him. He argues that Christianity poses dangers to the existence of humans as all wars and destructions come as a result of the religious beliefs and difference in faiths. In short, the debate is all about the six main claims that Dawkins has presented in his book. The matchless arguments placed by Lennox dragged Dawkins to give a second thought on his atheistic views and at the end of the debate, Dawkins comes to admit that God is not a delusion. Dawkinsâ⠂¬â„¢s Arguments Dawkins (2006) explains an argument from his book, that is, faith is blind whereas science is evidence-based (p.92). He argues that faith is another name for self-created superstitious beliefs. According to Dawkins, â€Å"science uses evidence to discover the truth about the universe† and scientific discoveries are based on research and investigation. Thus it is based on clear pieces of evidence and proofs and has â€Å"grown out of religious traditions†. Another argument that Dawkins explains from his book is the Ultimate Boeing 747 gambit, that is, the designer is dead; otherwise, one must explain who designed the designer (p.113). He explains this argument by saying that the creator of this universe and everything in it has to be as complicated as his creation, and if a complicated entity needs a designer to come into being, then the designer being complicated also needs a designer, and this process should go on to infinite times back. He argues tha t the existence of life on this earth has been designed by natural selection and evolution and, thus, the designer must have evolved through the same mechanism. Counter-Arguments Lennox presented his counter-arguments about faith being blind and science being evidence-based. He said that science is not able to answer the questions that come in a human being’s mind- Who am I? What is the purpose of my creation? Where am I going? Answers to these questions are taught by religion and faith in God. Science is not able to answer any of these questions. He further caught Dawkins off-guard by asking him if he had faith in his wife to which Dawkins responded affirmatively. And when Lennox asked what was the evidence of this faith, Dawkins gave contradictory statements. Lennox explained the evidence for some of the illustrations from the Bible to prove that â€Å"not all faith is blind faith†. About Dawkins’s assertion about the designer hypothesis, Lennox counter-argued that â€Å"Darwinism does not explain life† because he had just explained that the evolution began due to a mutant replicator but he failed to explain â€Å"how the replicator came to exist at the first place†. Lennox said that the designer of the universe has not been created by anyone and he is eternal.  

Lesson 5 - Course work Assignment Example | Topics and Well Written Essays - 500 words

Lesson 5 - Course work - Assignment Example mber was considered the beginning of winter), the souls and ghosts of the dead visit the Earth, and therefore, on Halloween people preferred not to stay alone, made fire and were on their guard in order to make sure the evil spirits could not have them over the barrel. So that is where modern carnival comes from: in order to protect oneself from the evil spirits, one has to dress up and pose as these spirits. The Church, normally respected by the Americans, considers that when imitating evil spirits, people take over demonic disposition and destroy their appearance that was given to them by God. Such behavior contradicts Christian foundations; however the Americans never cease being true believers. Also there are usually acts of â€Å"petty vandalism† which the Church also does not approve of – children break glasses, burn trees, etc. Though in the 1920s the scouts called to introduce the practice of â€Å"trick or treat† instead, sometimes people still like to commit something they would not usually do in their normal life. Respectable businessmen are likely to turn over garbage bins, stewardesses (mainly on domestic flights) dress up like a witches or fairies, teachers have no less fun than their students. It is really an unusual tradition – to wear a mask and play a role quite opposite to what one is in the society. Both children and grown-ups enjoy themselves and have fun meeting November in the costumes of witches and vampires, throwing eggs, taking part in the â€Å"best costume† competitions, and eating pumpkin dishes. It reveals the Americans being in need of throwing away from time to time their â€Å"normal† social roles and taking up something quite uncommon. Americans particularly care about their children and are usually good parents. The paradox is, though some scientists think it can traumatize the child’s mind, demoralize the children and even demonize them, American people treat Halloween as a means to please their kids. Also, more and more

Leadership in the Healthcare Workforce Essay Example | Topics and Well Written Essays - 1500 words

Leadership in the Healthcare Workforce - Essay Example in health care organizations is one thing that cannot be avoided and will always recur largely or in small doses, whether it is the employee turnover at the micro level or the governing policies put at the macro level to see that the organization delivers as expected and to its maximum capacity. Leadership is also bound to change in any given organization. It is the mandate of every leader to ensure that a health care organization has stability (Sullivan, 2008). The health care workforce is comprised of different types of professionals that work together to provide quality care to patients. Each of these professionals performs distinct or specialized tasks according to their areas of specialization. This specialization and workforce diversity results in differences in strategic orientation of the professionals: for example, objectives of nursing practitioners may significantly differ to those of medical specialists, such as gynecologists. Despite these differences, the nature of health care services requires the professionals to work collaboratively towards realization of organizational objectives. Consequently, health care leadership plays a significant role of promoting healthy working relationships among the different practitioners. As Taplin, Foster, and Shortell (2013) observe, the leadership involves creating an environment that fosters teamwork to overcome challenges of differentiation of tasks and burden of information, common in he alth care workforce. Leaders are required to provide organizational vision, as well as inspire and empower the workforce towards realization of the vision. In exploring the topic, future research can examine salient traits and behaviors of effective health care leaders (Wieck et al, 2002). It can also explore leadership style or styles used by these leaders to influence the workforce towards realization of common objectives (Cummings et al., 2009). The research can also seek to establish the influence of other important

Russian revolution Papers Assignement Essay Example | Topics and Well Written Essays - 1250 words

Russian revolution Papers Assignement - Essay Example Kaiser entitled, â€Å"The workers revolution in Russia, 1917†, the article â€Å"The rise and Fall of the soviet Union† by Laurie Stoff and the academic website, â€Å"Seventeen moments in Soviet History, primary and secondary sources covering 1917 through 1936†, the paper gives also greater insights into the advantages and disadvantages that came with the revolution. In the year 1917, the workers in Russia who were angry, hungry and tired of war carried out a revolution against the government of the then Tsar, Nicholas II 1. The revolution was fuelled by the antagonism of the lower class workers against the high class members of their society. Metalworkers involved in the revolution had radical perceptions in the struggle and called for the creation of a soviet power while the unskilled laborers in the country were fighting for better pays2. The revolution brought forth the birth of the communist state in the year 1922 that eventually collapsed in the early 199 0’s3. Before the formation of the communist state there were various other previous attempts to harmonize all the ethnic communities living within the country. The seizing of power after the revolution was done by the Bolsheviks. They empowered the poor and ethnic minorities with the power to rule the country along with the guaranteeing of greater women rights within their society4. The Bolsheviks also gave the people the opportunity to access universal education and self-improvement alternatives5. The ruling Bolsheviks have also been deemed responsible for the bloodiest crimes against the state that the world has witnessed6. Their crimes were committed through the imprisonments of their political rivals, nonconformist thinkers, the killing of many revolting people and the exiling of whole communities. In spite of all the bloody crimes that the Bolsheviks are responsible for instigating, their economic systems have been accredited with making the country the economic giant it currently is7. However, this was done at the expense of the citizens of the country who were greatly impoverished. The Bolsheviks had seized power from the Mensheviks who had gotten to power through their revolution in the month of February 1917 and created an interim government8. The seizing of power by the Bolsheviks took place in the month of October and was referred to as the Bolsheviks Revolution. The entry of the Bolsheviks into power saw the suppression of all politics along with beliefs that were not communist9. This is because the Bolsheviks claimed that they represented the voice of the workers in the country. In the years between 1917 to 1923, the country was involved in world war I and the Russian civilian war which pitted the Bolsheviks against the opposing white army along with foreign armies from France, the US and the UK (United Kingdom). The Bolsheviks won the civil war and rapidly established itself while spreading its policies throughout the rest of the country10 . The Bolsheviks fought under the leadership of Vladimir Lenin who passed away in the year 1924 only to be succeeded by Joseph Stalin who carried the leadership of the country to the 1950’s11. Previous reports indicate that the country had suffered from famine and a collapse of the economy during the Tsar’s regime in the World War I period12. The communist republic of Russia fought against the Polish Republic whose leader wanted

Nutrition and the relationship to athletic performance Essay

Nutrition and the relationship to athletic performance - Essay Example Proper eating habits play an integral role in fueling the body to operate effectively. Even the well conditioned and best trained athlete will have a hard time performing at peak level if improperly nourished. Also, it is essential for the athlete to understand that a balanced diet is critical not only for athletic excellence but also to maintain tissues that have been damaged during physical activity and, more importantly, for the young athlete who will need the additional nutrients to allow for continued growth and bone development. Carbohydrate is the most efficient and recommended source of glucose that the body needs to produce energy. Once ingested, the body converts carbohydrates into glucose that will give the athlete power and stamina to endure high intensity, short duration activities. Excess glucose, called glycogen, is absorbed in the liver and muscle tissues for later use. If the body lacks sources of carbohydrates, the body is forced to convert fat and protein into energy resulting in poor performance and increased fatigue. Carbohydrates are divided into two groups, the simple and complex carbohydrates. The simple carbohydrates, sometimes also referred to as the "bad carbs", are commonly found in refined or packaged food such as sugar, candy, chips, milk, honey and, fruit juices. Although, these types of carbohydrates are easily digested, they lack essential vitamins and nutrients that can normally be found in food sources containing complex carbohydrates. They are so-called because, unlike the simple carbohydrates, complex carbohydrates take longer to digest but it brings with it the essential vitamins and minerals that the body needs on a daily basis. This type of carbohydrate is commonly found in fresh fruits and vegetables, oatmeal, rice, bread, cereal, pita, pretzel, muffins and, pasta dishes. Although there are many recommendations on the amount of carbohydrate to be taken daily, most experts agree that carbohydrate consumption should consist of at the most two-thirds (2/3) of any given meal, roughly 3 to 4 times of a persons' weight in pounds. This means, for example, a person weighing 160 pounds should consume about 480-640 grams of carbohydrate everyday to maintain his energy level. And as exercise and training increase, carbohydrate consumption should be increased appropriately. According to the studies made by Leslie Bonci M.P.H., R.D., the following increase in carbohydrate intake is recommended for the active athlete: 3 grams/lb body weight for 1 hour of training 4.5 grams/kg body weight for 2 hours training 5 grams/kg body weight for 3 hours training, and 6 grams/kg body weight for 4+ hours of training (Bonci, n.d.a, Carbohydrate Needs section, par.1) Another technique used by endurance athletes, like bicyclers, swimmers and long-distance runners is "carbohydrate loading" or commonly referred to as

Russian revolution Papers Assignement Essay Example | Topics and Well Written Essays - 1250 words

Russian revolution Papers Assignement - Essay Example Kaiser entitled, â€Å"The workers revolution in Russia, 1917†, the article â€Å"The rise and Fall of the soviet Union† by Laurie Stoff and the academic website, â€Å"Seventeen moments in Soviet History, primary and secondary sources covering 1917 through 1936†, the paper gives also greater insights into the advantages and disadvantages that came with the revolution. In the year 1917, the workers in Russia who were angry, hungry and tired of war carried out a revolution against the government of the then Tsar, Nicholas II 1. The revolution was fuelled by the antagonism of the lower class workers against the high class members of their society. Metalworkers involved in the revolution had radical perceptions in the struggle and called for the creation of a soviet power while the unskilled laborers in the country were fighting for better pays2. The revolution brought forth the birth of the communist state in the year 1922 that eventually collapsed in the early 199 0’s3. Before the formation of the communist state there were various other previous attempts to harmonize all the ethnic communities living within the country. The seizing of power after the revolution was done by the Bolsheviks. They empowered the poor and ethnic minorities with the power to rule the country along with the guaranteeing of greater women rights within their society4. The Bolsheviks also gave the people the opportunity to access universal education and self-improvement alternatives5. The ruling Bolsheviks have also been deemed responsible for the bloodiest crimes against the state that the world has witnessed6. Their crimes were committed through the imprisonments of their political rivals, nonconformist thinkers, the killing of many revolting people and the exiling of whole communities. In spite of all the bloody crimes that the Bolsheviks are responsible for instigating, their economic systems have been accredited with making the country the economic giant it currently is7. However, this was done at the expense of the citizens of the country who were greatly impoverished. The Bolsheviks had seized power from the Mensheviks who had gotten to power through their revolution in the month of February 1917 and created an interim government8. The seizing of power by the Bolsheviks took place in the month of October and was referred to as the Bolsheviks Revolution. The entry of the Bolsheviks into power saw the suppression of all politics along with beliefs that were not communist9. This is because the Bolsheviks claimed that they represented the voice of the workers in the country. In the years between 1917 to 1923, the country was involved in world war I and the Russian civilian war which pitted the Bolsheviks against the opposing white army along with foreign armies from France, the US and the UK (United Kingdom). The Bolsheviks won the civil war and rapidly established itself while spreading its policies throughout the rest of the country10 . The Bolsheviks fought under the leadership of Vladimir Lenin who passed away in the year 1924 only to be succeeded by Joseph Stalin who carried the leadership of the country to the 1950’s11. Previous reports indicate that the country had suffered from famine and a collapse of the economy during the Tsar’s regime in the World War I period12. The communist republic of Russia fought against the Polish Republic whose leader wanted

Google in the Mobile Handset Market Essay Example | Topics and Well Written Essays - 1500 words

Google in the Mobile Handset Market - Essay Example erious matter of market debate that Google’s decision to access mobile handset market with its ‘Nexus One’ can be a ‘next one’ revolution in the consumer technology. This piece of research work presents a market analysis of Google’s Nexus One mobile handset with different tools like SWOT, PESTEL and five force analyses. This work focuses on the growth and expansion of Google’s new mobile brand, the competitive environment and its effect on the business and how can Google deal with opportunities and threats. Google is very strong brand with $125 billion worth and an annual revenue of $10 billion. Google’s access to mobile handset market with its Nexus one’ Android phone shows that it is right time to come to dominate the market. David (2010) finds that there is plenty room for every Smartphone marketer to grow. There can be various diversities that consumers are highly demanding for it. By 2012, American smart-phone sales will reach 525 million making up of all cell-phones sold. There are amble opportunities for brands to thrive. In the next three month, around 20 % of Americans are planning to buy an iPhone, and a surging 17% are aiming at purchasing an Android product. Google’s new Nexus One can enhance those numbers since it runs on Android system (Christian Science Monitor, MasterFILE Premier). According to latest data from comScore, Apple’s and Google’s market share of the smart-phone in inching up while other leading brands like RIM are slowly loosing (Cheng, 2010, arstechnica.com). Cheng (2010) figured out that from September 2009 to December 2009, the overall market trend was very positive to Google. RIM and Microsoft have lost around 1 % in its sales and Palm has reduced sale by around 2.2 %, Apple’s Smart-phone was up by 1.2 % and Google’s smart-phone reported a 2.7 % increases in its market share (Cheng, 2010,arstechnica.com). SWOT analysis is conducted to present an analysis of the current position of the business and it

John Lewis Creates A Culture Business Essay

John Lewis Creates A Culture Business Essay Strategic human resource management is an informative process which is always developing and being studied and talked about by academics and commentators. As mentioned by Wright McMahan, SHRM refers to the pattern of planned human resource activities intended to enable an organization to achieve its goals.Human resource strategy is the result of a set of decisions a company makes about the humans with whom it does business. Human Resource Management is also a strategic and comprehensive approach to managing people and the workplace culture and environment. Strategic Human Resource Management is focal point of activities which are related to employee of the organisation. In any organisation human resource management strategy is crucial to manage human resource in the right way. Strategy also gives the path for organisation to select right person in the right place. Management of the companys employees and their right approach in todays business can greatly effect on the companys overall performance. A strategic approach in Human Resource Management is essential especially in expanding companies. Starting from right staffing to maintaining performing employees, HR management is means in developing not only the employees, but the entire organization itself. Human Resources includes a broad range in management. A growing company depends on its existing success which can sustain and further develop its business starting with the right staffing. As demands for the product or services increase, additional manpower is needed to comply with them. The current manpower should be checked but not simply if they can comply with the demands, but it has to ensure that it can still keep its quality and standards. Mass production or bulk orders should not be an excuse in decreasing quality, hence, increased customer dissatisfaction and decreased sale .Strategic human resource management is human resource management carried out in a strategic way. The human resource activities are linked to the achievement of the organizations overall objectives. This is the new way of managing human resources as compared to personnel management. For a company that is already recognized in the industry and is eyeing on expansion, their status and reliability should be maintained. The leaders of the company can now focus on the products itself and expansion, and let the HR department handle the development of the organization. Keeping an eye on the companys long-term goals, mission and vision, the development of performance standards is essential to identify potential problems, non-performing employees and compliance to tasks and standards. Minor employee and performance problems should be seen immediately to avoid any future inconvenience and potential problems to the customers and thus become a liability to the company. HRM professionals can also identify the processes and the proper staffing for each of these activities, and in effect, the systems and approach in terms of the companys front line operations can be improved to decrease manpower hours, improve quality, streamline processes, and elevate standards. The success and growth of a small company can be attributed to its culture. Due to its size, Communication between all employees is not complicated. And alongside this communication, the trust and organizational goals are easily shared and understood by everyone. And in its growth, it is important that this culture is maintained and adjust to changes accordingly. HR professionals can work both with management and employees in doing this. With increase in employees and more demands in operations, communication may take a backseat for both parties. However, Human Resources Management can amend this and become a bridge in establishing what the management wants from employees and vice-versa. In its continuous development, it is but imperative that the management or its owner be prepared for more arduous tasks in operations and leading the rest of the team towards continued success. Management should be equipped with the right skills in planning, leading, organizing and establishing standards. As they are the ones who will eventually be focused in developing the company instead of the operations and technical aspects, a higher understanding of this responsibility is essential, and this also plays a significant part once competition is put into the picture. Companies fail because of a number of reasons, and mismanagement can be one of them. Operations may spin out of control if personal agendas and politics are placed, and in growing companies, this should be monitored and prevented. Developing not only management but also its employees is significant. To keep up with competition, employees should be given with a number of reasons to stay with the company, and do their jobs exemplary well. Their continuous growth, the right compensation and benefits, and work-life balance are just some of the things that motivate employees to perform better, producing better results for the customers and ultimately, the company. r Recruitment and selection à ¢-  Learning and talent development à ¢-  Human resource planning à ¢-  Provision of equal opportunities à ¢-  Managing diversity à ¢-  Motivating workers to achieve improved performance à ¢-  Employee counselling à ¢-  Talent management à ¢-  Payment and reward of employees à ¢-  Health and safety à ¢-  Redundancy à ¢-  Encouraging involvement and engagement à ¢- Change management à ¢-  Managing cross-cultural issues or international HRM. All will be concerned in some way to ensure that HRM activities add value by helping the organisation achieve its strategic objectives. They will focus on ensuring that the overall HR policies and procedures support the strategic objectives and that there is consistency in approach and implementation across the organisation. However, for each activity it is likely that other managers will also be involved to some extent. Line managers will be concerned with the actual implementation of the policies and procedures in so far as they affect their team, whereas the HR specialists will also be involved in the bigger picture, although the extent of the differences in role will vary between organisations. Tesco aims to ensure all roles work together to drive its business objectives. Tesco needs to ensure it has the right number of people in the right jobs at the right time. To do this, it has a structured process for recruitment and selection to attract applicants for both managerial and operational roles. Evaluate the contribution of strategic human resource management to the achievement of organisation objectives. Organisations are implementing strategic HR as a change agent, not to replace an out dated personnel department. Even though there is still confirmation within the UK that once these involvements are implemented, they just reinstate the role of the personnel department. To be effective HR belongs on the board of an organisation. The organisation that will be reviewed is Tescos; during the past decade they have introduced strategic HR with increased training of employees. The role of HR within the organisation has increased in importance. Their practice of training and the importance of HR will be reviewed with the current theory. This organisation was chosen, through their introduction of strategic HR policies, which has led to an increase in business. This has demonstrated they are a first class provider of training to their employees, and has given scope for the organisation to expand into new markets. Tescos operates in a very competitive market; the consumer has a choice where to shop for their groceries. They have expanded their portfolio to include CDs, DVDs, electrical goods and clothing. Recently they have expanded into the financial services offering customers products from Credit cards to insurance. All their products are available on the internet 24 hours a day. Their slogan every little helps is used to show their commitment to customers, this has been used to reduce prices and to increase the level of customer service. This slogan is now used in their staff training, that any intervention will increase the knowledge of the work force. The organisation is widely reported in news papers, this is due to the success of the business. They are rapidly expanding in the UK with the opening of their Metro stores and into new and foreign markets. This has taken a great deal of their resources in the planning and implementing stage of expansion. The core units need to remain focused, to retain the reputation they have built. Reinforcing the culture and values through training will focus employees on their roles. AC 2.1 Analysis the business factors that underpin human resource planning in organisation. Human resources planning is a process that identifies current and future human resources needs for an organization to achieve it goals. Human resources planning should serve as a link between human resources management and the overall strategic plan of an organization. Business growth business decline business change labour cost control changing nature of work impact of technology employee development etc There are things, events, or situations that occur that affect the way a business operates, either in a positive or negative way. These things, situations, or events that occur that affect a business in either a positive or negative way are called driving forces or environmental factors. There are two kinds of driving forces; Internal driving forces, and external driving forces. Internal driving forces are those kinds of things, situations, or events that occur inside the business, and are generally under the control of the company. Examples might be as mentioned below technological capacity, organizational culture, management system financial manageme employee morale. External driving forces are those kinds of things, situation, or events that occur outside of the company and are by and large beyond the control of the company. Examples of external driving forces might be, the industry itself, the economy, demographics, competition, political interference, etc. whether they are internal or external driving forces, one thing is certain for both. Change will occur! A company must be cognizant of these changes, flexible, and willing to respond to them in an appropriate way. External driving forces can bury a business if not appropriately dealt with. The question is, how does a business know what changes are occurring so that they can deal with them in a positive way. OK, thats the next issue. In order for a business to succeed and gain the competitive edge, the business must know what changes are indeed occurring, and what changes might be coming up in the future. I guess you might call this forecasting. Thus, critical to the business is what we call informational resources. It is the collection and analyzation of data. Some examples of critical information might include the following: Competition (what are they doing?) Customer behaviour (needs, wants, and desires) Industry out look (local, national, global) Demographics (the change populations, there density, etc.) Economy (are we peaking, or moving negatively) Political movements and/or interference Social environment Technological changes General environmental changes The above are just some issues organizations must be on top of. Well its never easy, but businesses that are successful include all of the above (and more), to develop the appropriate tactics, strategies, and best practices, to ensure successful out comes ) AC 2.2 Asses the human resource requirement in a given situation The main purpose of the human resources function is to recruit, select, train and develop staff. This means finding the right people, training and developing them so they achieve their maximum potential and creating systems that achieve high levels of morale and motivation. HR departments also often have the following responsibilities: 2.2.1Workforce planning This department is a major area of HRM. This involves anticipating in advanc requirements of the organisation both in terms of employees required and the appropriate skill mix. This will help the firm to predict likely changes in employment required, recognise future trends, in training and employ new human resources to meet these trends. 2.2.2Recruitment and selection Recruitment and selection is about appointing the best person to do the job. 2.2.3Working conditions Working conditions such as the temperature, amount of light, toilet facilities could also affect an employees motivation. 2.2.4Induction training career development Induction training is given to a new job holder. This could include: history of the business, tour of the premises, introduction to other employees, health and safety procedures including fire evacuation, being shown how to use machinery. Induction training helps new employees to settle and become effective quickly. 2.2.5Appraisal Appraisal is the process of assessing the effectiveness of a process or an employee. 2.2.6Consultation Consultation: asking for the views of those who will be affected by a decision. These views should then be taken into account by the executive responsible for taking the decision. 2.2.7Promotion and transfers Promotion is when someone as being appointed to a more responsible and respectable job. Transfers is when someone as been transfer to a different department or to a different place for work. 2.2.8Termination of employment This is a better way of saying that an employee has been fired from their job. 2.2.9Pay, rewards fringe benefits Any benefit received by employees in addition to their wages or salary. Common fringe benefits are a company pension scheme, a company car and discounts when buying the firms products. 2.2.10Wage bargaining This is where an employee will negotiate their salary with their manager. Because the employee fells that it is time for a wage increase. 2.2.11Heath and safety issues Imposes on employers the duty to ensure, the health, safety and welfare at work of all staff. Firms must provide all necessary safety equipment and clothing free of charge. Employers must provide a safe working environment. Finally, all firms with five or more employees must have a written safety policy on display. 2.2.12Employment legislation Employment legislation is where employees need to follow certain rules and conditions in order to work for the organisation. AC 2.3 Develop a human resources plan for Tesco. Human resources planning refer to classic HR administrative functions, and the evaluation and identification of human resources requirements for meeting organizational goals. It also requires an assessment of the availability of the qualified resources that will be needed. Human resources planning should be a key component of nearly every corporations strategic business planning.To ensure their competitive advantage in the marketplace, organizations must implement innovative strategies that are designed to enhance their employee retention rate and recruit fresh talent into their companies There are six work levels in the Tesco. This gives a clear structure for managing and controlling the organisation. Each level requires particular skills and behaviours. à ¢Ã¢â€š ¬Ã‚ ¢ Work level 1 frontline jobs working directly with customers. Various in-store tasks, such as filling shelves with stock. Requires the ability to work accurately and with enthusiasm and to interact well with others. à ¢Ã¢â€š ¬Ã‚ ¢ Work level 2 leading a team of employees who deal directly with customers. Requires the ability to manage resources, to set targets, to manage and motivate others. à ¢Ã¢â€š ¬Ã‚ ¢ Work level 3 running an operating unit. Requires management skills, including planning, target setting and reporting. à ¢Ã¢â€š ¬Ã‚ ¢ Work level 4 supporting operating units and recommending strategic change. Requires good knowledge of the business, the skills to analyse information and to make decisions, and the ability to lead others. à ¢Ã¢â€š ¬Ã‚ ¢ Work level 5 responsible for the performance of Tesco as a whole. Requires the ability to lead and direct others, and to make major decisions. à ¢Ã¢â€š ¬Ã‚ ¢ Work level 6 creating the purpose, values and goals for Tesco plc. Responsibility for Tescos performance requires a good overview of retailing, and the ability to build a vision for the future and lead the whole organisation. Tesco has a seven-part framework that describes the key skills and behaviours for each job at every level in the company. This helps employees understand whether they have the right knowledge, skills or resources to carry out their roles. Recruitment Recruitment involves attracting the right standard of applicants to apply for vacancies. Tesco advertises jobs in different ways. The process varies depending on the job available. Tesco first looks at its internal Talent Plan to fill a vacancy. This is a process that lists current employees looking for a move, either at the same level or on promotion. If there are no suitable people in this Talent Plan or developing on the internal management development programme, Options, Tesco advertises the post internally on its intranet for two weeks. Selection involves choosing the most suitable people from those that apply for a vacancy, whilst keeping to employment laws and regulations. Screening candidates is a very important part of the selection process. This ensures that those selected for interview have the best fit with the job requirements. In the first stages of screening, Tesco selectors will look carefully at each applicants curriculum vitae (CV). The CV summarises the candidates education and job history to date. A well-written and positive CV helps Tesco to assess whether an applicant matches the person specification for the job. The company also provides a job type match tool on its careers web page. People interested in working for Tesco can see where they might fit in before applying. The process Tesco uses to select external management candidates has several stages. Tesco have a plan to recruit and select appropriate employees for the right post. 2.4 Critically evaluate how a human resources plan can contribute to meeting Tescos objectives. The HR Plan is a working document that allows us to show what we are doing and what we have achieved. The plan includes an overview of the achievements of the HR Department and a review of the previous Strategy and HR targets Human resource contributes the success of the company but some changes in the organisation effect in the human resource plan. So positive aspect of the human resource always not the same in some cases it may be criticize. Human resource plan is the key shape of the organisation which guides the company how to do operate the human resource department. Human resource plan is the key to an effective to decision making process. With the help of the efficient human resource the decision by the company can be effective. If human resource plan is effectively implemented it will positively contribute to the achievement of the organisations objectives. Some of the points which are contributing the company are as follow: Shape of the organisation The shape of the organization rely matter in the achievement of organization objectives. So HRM need to plan about it.HRM can help the organization in order to omit all the unnecessary employment from the organization. Thus it is also help in order to find the excess in human resource in the company. According to the requirements of the company if the structure does not match then the human resource plan will not help effectively. Communication Communication plays vital role in the organization it is considered most crucial part in the organization. In any organization human resource management is a communicator for the organizations employees. In the perspective of communication human resource need to be effective. Communication is a barrier and helps to maintain the demand and supply level in the organization and keep them in the right track. Training and development. The skills of the employees are sharpened by training and development. It enables the employees to keep them up to date with the latest requirements.Traning is necessary in order to facilitator with the new technology, because technology is a source to save the time and maximize the benefits. Transfer of knowledge. This modern era is the era of globalization and every organization is connected globally and can be. And in this way they can recruit human resource globally. But the time and experiences are different according to the time and new trends requirements. Human resource deals with effective way in order to lead the employees because they know how to deal with the situation the implementation of plan human resource would be effective. Human resource would be effective depending on the implementation of the plan. In the organisation how they make the plan and what process they set to implementation is the major. 3.1 explain the purpose of human resource management policies in Tesco. Purposes HR policies allow an organization to be clear with employees on: The nature of the organization. What they should expect from the organization. What the organization expects of them. How policies and procedures work. What is acceptable and unacceptable behaviour? The consequences of unacceptable behaviour. The establishment of policies can help an organization demonstrate, both internally and externally, that it meets requirements for diversity, ethics and training as well as its commitments in relation to regulation and corporate governance. For example, in order to dismiss an employee in accordance with employment law requirements, amongst other considerations, it will normally be necessary to meet provisions within employment contracts and collective bargaining agreements. The establishment of an HR Policy which sets out obligations, standards of behaviour and document disciplinary procedures, is now the standard approach to meeting these obligations. There has been an increase in training within the organisation; all employees now receive more training than before. This is a result of the HR department taking a strategic role. HR is not an administrative department within Tesco; they are proactive and are on the strategic level of the organisation. This increase in training priority has been supported by a rise in Human Resource Management. This practice emphasises that increased growth can only be maintained in the long run; by equipping the work force with the skills they need to complete their tasks (Mullins, L. 2005). The learning process has been challenged to create a culture that allows continual learning throughout the organisation. As knowledge is what matters, organisations and individuals alike must become continuous learners (Hawkins, P 1994). The organisation runs an academy that recognises skills in the individual. The training is identified from core, operational and leadership skills. All employees can access the core skills. These development programmes are tailored to the individuals skill level. The delivery method for the training is varied, allowing for the individuals learning preference. 3.2 analyse the impact of regulatory requirement on human resource policies in an organisation. Regulatory requirements are those requirements which are concerned about the employment law ,regulation requirements ,discrimination of law, data protection law and also human rights are related to these requirements. There is a question how an organisation can access to their rules and other activities which are affected to other stakeholders. Tesco provides several health and safety programmes and to the public as an additional activities. Employess dismissel: Without following the correct procedure or having a fair reason is directly to escort to a claim for unfair or wrongful dismissal successful claims damages can be substantial. The cost of defending a claim in particular times of a management time may be important and it does not matter you win or loss. HR policies can also be very effective at supporting and building the desired organizational culture. For example recruitment and retention policies might outline the way the organization values a flexible workforce, compensation policies might support this by offering a 48/52 pay option where employees can take an extra four weeks holidays per year and receive less pay across the year. Training and development policies As part of Every Little Helps,Tesco commitment to their people is that they will give them the opportunity to get on so that they are able to get the training they need to do their job and to develop their careers at Tesco. They want Tesco to be a great place to work for all our staff. Thats why they want everyone here to feel free to follow the career path thats right for them. There are a number of ways Tesco supports their people to achieve this, be it through an Options Development Programme, offering an Apprenticeship or encouraging the studying for a qualification whilst at work. Health and safety policy: Tesco measures health and safety performance using reportable accident rates, which they report each quarter to the Compliance Committee and annually to the Executive Board. Stores measure their own performance as well through the Store Steering Wheel, which Tesco set targets for reducing injury rates in each specific site. The main causes of injury remain slips, trips and manual handling. Tesco ran an accident awareness campaign in October 2009, in which we highlighted key safety messages to all staff. All stores apart from Express now have special clean as you go tools. In January this year Tesco ran a further campaign called see it, sort it, report it!, encouraging staff to give their feedback on near misses and how Tesco can improve safety. 4.1 analyse the impact of an organisational structure on the management of human resources. An organisation structure consists of action like task allocation supervision and co ordination ,which are leaded the betterment of organizational aims .It might be concerned as the viewing perspective through which individual can see their organisation and its environment ,an organisation can be structured or formed in many different ways, depending on their objectives. The structure of an organisation will be determined the modes in which ways it operates and performs. An organizational structure determines the desired allocation of responsibilities for several functions and process of different equities such as branch, workgroup and branch workgroup. Organization structure effects organizational action in two ways. Firstly it allocates or provides the best foundation on which standard operating procedures and rest of routines. Secondly it concerned in which of the individual involve to participate in the process of decision making. Hence it also helps in order to understand what kind of their views can help in the organizations action. There are several ways through which organization are structured, Functionally as it is explained above, regional area a geographical structure e,g within a marketing manager products like crisps and drinks. 4.2 analyze the impact of an organizational culture on the management of human resources: All organizations will have a culture which will have an impact on the way employees behave within the organization.. Employees are seen as a key resource. Our core definition of HRM from Storey talked about cultural aspects of HRM, so part of the way in which employees, as a key resource, can be managed is through the use of organizational culture to generate commitment to the organization and its values. Thus, as Ogbonn(1992: 80) notes, the achievement of HRM objectives requires the management of the organizational value system (culture) and this requires skilful implementation. Often within tourism and hospitality such values will be concerned with encouraging employee buy in to the customer care and service quality initiatives, which organizations see as a form of competitive advantage in the crowded market place. Organizational culture refers to the pattern of beliefs, values, and learned ways of coping with experience that have developed during the course of an organizations history, and which tend to be manifested in its material arrangements and in the behaviour of its members. For many this can be succinctly summarized as, The way we do things around here (Deal and Kennedy, 1988. This process of unlocking commitment and enthusiasm is by no means straightforward or uncontested (Thompson and McHugh, 2001). For example, we should be aware of the notions of sub-cultures, such that all organizational members might not subscribe to the organizational vision. Recognition of the potentially contested nature of organizational culture is important because it points to the manner in which there may be a disjuncture between the rhetoric and reality of organizational culture. Brown (1998) expresses this point as the espoused culture and the culture in practice. The former may be the positive view that is presented for public consumption, whilst the latter may allow for a more critical reading of any given organizational culture and to further appreciate this point the thread now considers competing views of organizational culture. [ by Frank at 3-6-2009 00:01 edited ] 4.3 examine how the effectiveness of human resources management is monitored in an organization: Organizational effectiveness depends on having the right people in the right jobs at the right time to meet rapidly changing organizational requirements. Right people can be obtained by performing the role of Human Resource (HR) function. Below is an outline and explanation of how to assess the HR functions of an organization by using HR activities in an architectural firm as an example. An important aspect of an organizations business focus and direction towards achieving high levels of competency and competitiveness would depend very much upon their human resource management practices to contribute effectively towards profitability, quality, and other goals in line with the mission and vision of the company. Staffing, training, compensation and performance management are basically important tools in the human resources practices that shape the organizations role in satisfying the needs of its stakeholders. Stakeholders of an organization comprise mainly of stockholders who will want to reap on their investments, customers whose wants and desires for high quality products or services are met, employees who want their jobs in the organization to be interesting with reasonable compensation and reward system and lastl