Hume †Concerning Human Understanding.David Hume’S...

Hume – Concerning Human Understanding David Hume’s epistemological argument revolves around an empiricist school of thought, where sense impressions and experience are the foundations of human knowledge and understanding. Hume’s concept of human reason or enquiry is divided into two types, relation of ideas, which are propositions that are intuitively certain, and matters of fact, which depend on existents for their evidence (Hume 1993: 15). This paper will outline Hume’s argument against conclusions about cause and effect being based on reason, as well as the consequences that accompany this method of knowledge. Finally, I will conclude by explaining why I disagree with Hume’s philosophy. The main argument concerning Hume’s†¦show more content†¦Furthermore, based on that observed phenomena, we can infer future phenomena of similar nature. More specifically, we can base our knowledge of future events by recalling past experiences (Hu me 1993: 21). Hume’s concept of cause and effect, however, does not come without consequences. These consequences are tied to logical reasoning regarding an event. In other words, we merely think that a fact is a fact because we assume that fact is caused by a previous experience. Furthermore, we assume events regarding cause and effect simply because we have witnessed similar events occur in the past, and therefore the same conclusion must follow. However, this is where the implication lies, that there is no logical reason to assume that an event or thing is caused by another, the only evidence we have of such an event is experience itself (Hume 1993: 22). To further clarify, Hume uses the example of a loaf of bread. A loaf of bread has certain consistency, weight, texture, as well as nourishment that follows its consumption. Hume claims that inferring that an object that we see in the future that has the same characteristics as the loaf of bread we first saw, so it must fol low that eating it will also provide us with nourishment (Hume 1993: 22-23). The problem

The Revolution That Ended An Empire - 1571 Words

The Russian empire, at its peak held a landmass occupying almost 9 million square miles across 3 continents (Eastern Europe, Asia, and modern day Alaskan territory) and was rivaled in size only by the British and Mongol empires of olden times. Officially founded in 1721 after a warring period with the neighboring Swedish, Ottoman and Persian Empires and the signing of the Treaty of Nystad. This mighty Tsar ruled land survived as a global power for nearly 4 centuries. Unfortunately, as history has shown time and time again, no Empire, no matter how large or influential, may last forever. Internal instabilities and a waning support of the people meant the once glorious Empire was on its last legs, and soon the time arrived when a â€Å"restructuring† was on the horizon. What led to revolution and revolt? How did they lose control of the people that would have once supported them? The purpose of this paper is to detail the causes and immediate after effects of the revolution that ended an Empire. Note that some dates may be different as prior to revolution The Russian Empire operated under the Julian calendar. To understand the collapse, it is important to understand the circumstances of the instability. The Russian Empire, for its entire rule, operated under a Czarist regime mainly centered on a singular royal monarchy. While the upper class rejoiced in wealth and general low stress, the grand majority of the Russian population operated as farmhand and industrial workers asShow MoreRelatedHistory Of The World. Arguement: Throughout All Of Human1642 Words   |  7 Pages History of the World Arguement: Throughout all of human history, each major revolution or major event has lead to an even more important event or more significant revolution following it. 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Understanding the Management Role Free Essays

string(71) " Team The Finance team handles all aspect of the company’s finances\." Introduction Westminster Drug Project is a vibrant, dedicated and innovative charitable organisation committed to assisting people who have drug and alcohol related dependences. The organisation has been in existence over 21 years, having its first residence in the London Borough of Westminster. The company has grown in size and reputation over the years and presently occupying areas in London boroughs and some south east counties. We will write a custom essay sample on Understanding the Management Role or any similar topic only for you Order Now The purpose of the organization is to actively provide support to those affected by drug and alcohol use, in local communities and also to share knowledge acquired in the carrying out of these duties to a wider audience so as to have a highly informed society. WDP is committed to ensuring that they provide excellent services to their stakeholders from service users to the commissioner’s. They are committed in providing treatment and support to Services users, seeing them through a successful progression through the various stages of the wider treatment programme. The organisation is not adverse to change rather it structures its services to embrace any change (legislative or otherwise) that might have a positive impact on the treatment journey of its service user. This can be evidence by the expansion some of their services to meet the many stages of a service users treatment journey. Over the years WDP has proven to be an organisation which has a passion for what it sets out to achieve. One of the main objectives of the organisation is to develop the potential of its people so as to ensure that everyone is carried on board and they have in place the right resources in order the mission of the organisation can be fulfilled. Having worked at WDP for 5 years, I have since developed and progressed onto other financial related roles in the finance department. As the financial Accountant of the company, my main duties include: Coaching, mentoring and supervising the Finance Administrators Supporting the Financial Controller, colleagues and other managers in the management of WDP’s finances. Devising and implementing effective systems and procedures for the organisation that ensures the good governance Control of WDP’s financial resources and which provide timely and accurate information to support the organisations decision-making and growth. Overseeing the day to day operations of the team and having a direct impact upon the development and growth of the team. Maintaining the integrity of all the sub ledgers and assisting with forecasting and budgeting. Producing finance reports to senior management and external stakeholder’s I have acquired vast knowledge on the misuse and or abuse of drugs and alcohol substance since I started at WDP. An important aspect of my Job is to ensure that relationships between the organisation and external stakeholder are not compromised and to promote a healthy working relationship between both parties. While I have been at WDP I have learned a great deal about drugs / alcohol and their misuse, including the impact of such misuse.I have thus realised that working in an accounting field need not be purely about manipulating figures and ensuring that systems run to plan. I have been reminded of the wider purpose of my role in this job, and indeed of the wider purpose of accounting positions generally. In this role in particular I need to oversee smooth financial transactions for the wider good of the organisation. Because of the way WDP is set up, I am constantly aware of the impact my position has on service users and other stakeholders. One important area of my job is to mak e sure that relations between organisation and external stakeholders are not compromised and to promote a healthy working relationship between both parties. The organisation in relation to its purpose and its stakeholders At WDP, we are focused at giving back and contributing something to our society and we aim to achieve this through the services we provide. Our main aim is to support people with a drug or alcohol problem, and their friends and family, to access information and advice, and ultimately to move beyond substance abuse. The services we offer are numerous: Open Access – First point contact for people seeking information and advice on substance misuse either for themselves or loved ones. 2) Criminal Justice Services – WDP aims to break into the cycle of drug use and offending behaviour by engaging drug users. We are able to accomplish this by having experienced drug/alcohol practitioners who work across all points of the criminal justice system in partnership with the police, the courts and prisons who access the drugs users in prison and refer them unto other services i.e. either the Open Access service’s or Day Programmes. 3) Day Programmes – These are programs prepared to increase individual confidence levels by developing new skills, encouraging team building amongst peers through group work and engaging in social activities. 4)Families and Children – We aim to support those experiencing drugs and alcohol dependency problems by closely working with them, their families and children. 5) Aftercare – We aim to support each individual to reintegrate back into the community. 6) Alcohol Services – All services offered are to assist people who are dependent on alcohol and drugs. We provide alcohol services within all our programmes, we support people throughout their recovery, providing them with appropriate support and advice, and referring clients into relevant treatment services. 7) Outreach – Outreach work involves going out into the community to offer support and advice to drug and alcohol users. (WDP, 2012, Accessed 5 June 2012 http://www.wdp-drugs.org.uk/pages/what-we-do.html)Recently have WDP gained some prison based services in which we have a presence within some prisons offering advice and support to people with substance misuse problems. WDP’s is committed to creating a society that is healthier and safer because it is well informed about drug and alcohol use, where people adversely affected can get effective help. Evidence of this can be seen in the services being provided to the community as a whole. The Finance Team The Finance team handles all aspect of the company’s finances. From the preparation of budgets for tendering purposes, to the raising sales invoices, to the processing of both staff expenses and purchases invoice, also giving a breakdown of actual vs. budgeted spend to both internal and external stakeholder’s. The finance team ensures that there is a proper utilisation of the financial resources against all aspect of the organisation. The team is made up of 4 staff we have the: Financial Controller who has the overall responsibility of leading and guiding the team and also handles the strategic aspect of the company’s finances and ensures that there is a proper utilisation of the financial resources against all aspect of the organisation. Financial Accountant: dealing with the everyday running of the department and responsible for managing the finance administrators Finance Administrators: There are two people in this position. They deal with processing purchase invoices and other administrative tasks There is a strong emphasis upon teamwork within the department dealing with finance. The ethos is one of understanding how decisions made by individuals form part of a much larger picture. This ethos of teamwork extends not just to our department, but is part of the overall organisational vision, which is predicated upon the notion that every one of us has a responsibility to society as a whole. The organisation’s structure, functional areas and managerial roles, in relation to its purpose WDP has a broadly hierarchical structure, that is it consists of several levels with fewer people at the higher levels holding more power, both in terms of authority over others and in terms of swaying decisions about the organisation. At the top (see illustration) is the chair, working with the CEO and other directors. The CEO reports directly to the board, and in turn manages the Directors and Financial Controller of individual departments.There is then a layer of middle management, consisting of the directors of various departments within WDP. This layer is also known as the senior management team, and is made up of the HR director, Director of Operations and the Director of Development. Below this layer are individual managers. There may be more than one manager within a department. Although lower levels are not shown on the diagram, they do exist, for example the administrative staff in the finance department.The structure at WDP is not as hierarchical as some organisations, and there is an ethos of teamwork and cross-level communication, however some division of power between ‘top’ and ‘bottom’ of the scale offers opportunities for progression within work, and allows WDP to deliver its objectives better. Lower organisational levels can concern themselves with day-to-day tasks, while long-term perspectives and strategy are decided by the board (Dunnette et al 1994).As well as a division into hierarchical levels, WDP divides into different functional levels (these are also shown in the diagram below): human resources (handling recruitment, discipline, grievance and other aspects concerned with people as a strategic company asset, such as training and education), finance (covering all aspects of finance), development (future planning and ensuring plans are carried out as decided), and operations (covering ongoing running of what we do as an organisation, smooth running of existing contracts and looking for new business opportuni ties). Things to do:- Investigate the organisational structure (hierarchical structure) Explain the role of the chair The organisations’ stakeholders and their objectives Ideas about stakeholders originate in attempts to introduce ethical practices into business, and move focus away from shareholders. The stakeholders of any organisation are the set of people who are affected by, or who have an effect on, the organisation as it carries out its purpose(s) (Visser et al 2010).WDP has a number of stakeholders, with different perspectives. What one group holds as the interests most important to them is not always shared by other groups. The main stakeholders of WDP are: Our service users: people with drug and / or alcohol problems Their families People in their community who are affected by the problems of our clients (friends, people who are impacted by their behaviour) The wider local community WDP employees and directors Other community, local authority organisations and / or service providers, for example the police, the courts, prisons and others in the criminal justice system, healthcare providers The local authority commissioners who commission WDP to provide services in the boroughs we work in Each group of stakeholders has a different set of interests, each of which impact on the organisation in different ways. Within each group, there may also be conflicting interests. For example, our service users seek support and help overcoming their drug / alcohol problems overall, but some users might hope for more intensive interventions while others might attend as a consequence of family pressure or pressure from social workers.Families’ main interests are helping their relative overcome their addiction, but often have unrealistic expectations of the degree and kind of intervention we can make. The local community’s interest is also varied, from wanting us to make a visible drug / alcohol problem go away, to supporting what we do. Broadly, all employees and the board of WDP are committed to supporting people with addictions and helping them overcome them, but again there is a diversity of opinion here, with some employees wanting or expecting different things from WDP. Overall, WDP need to understand the differing viewpoints of stakeholders, and try to achieve a balance between them in addressing them.In general, our service users are the priority, but it is also important to take the other positions into account. Problems arise when stakeholder perspectives are incompatible, for example we have had demands from the community to be less visible, as it is perceived that our presence impacts upon house values in the neighbourhood. Clearly, this is incompatible with our objective of supporting users. In cases like this there is a need for someone to take an overall perspective and decide which need overrides the other, then be able to explain this decision in a diplomatic way. The role of management in achieving goals Management plays a big part at WDP in reaching organisational goals.My own role has some managerial functions, however I should point out that my own role is not akin to that of middle managers in the organisation, although I do have responsibility for overseeing other people’s work, particularly in supervision, training and mentoring departmental administrators. I also take on some other managerial functions, for example honing office and organisational systems and feeding into board-level decisions, and helping people grow individually and as a team. It is possible to see an organisation in tiers: at the top are the highest levels of management. The concern at this level is the operation of the organisation overall. At the lowest level, different sections of the organisation carry out their function (for example, financial accounting and transactions for the finance department). Middle managers act as a buffer or co-ordinator between the two levels, managing entire departments and feeding into higher level decisions (Hewison 2004). While I have some input into higher level decisions, I have a line manager, the Financial Manager, who performs the middle management function for my department. In our organisation, middle managers are responsible for the overall efficient and correct running of their department, and for having input into organisational decisions at board level. Because of the ethos of the organisation, there is a strong focus upon taking the views of all employees into account when planning at board level, so the middle manager is also responsible for ensuring that the views of the staff she or he manages is fairly and fully represented, and also that board decisions are clearly fed back to staff.As well as making sure that lower levels of the organisation have a ‘voice’ at board level, middle managers at WDP need to translate the organisational strategy, developed in its most general form at board level to a workable version, cashing it out in terms of particular actions to be carried out by staff at lower levels. Middle managers have to be particularly flexible, as they have to ‘translate’ between the everyday working role of gr ass roots level staff and the long-term focus of the board.There are also issues of accountability. Middle managers are accountable for their entire department, to the CEO and board. Personally, I am accountable to the Finance Controller, and the two Finance Assistants are accountable to me.I am responsible for all aspects of the day-to-day running of financial matters, and for feeding back to my line management other issues raised by the staff, for example working conditions, co-ordination of leave, training requirements and other issues.As a manager, like managers higher in the organisation, I am expected to lead both through directing others but particularly by example. The effect of communication and interpersonal relationships on managerial performance Communication skills and interpersonal relationships play a particularly important part at WDP, perhaps because of the high emphasis placed upon teamwork and shared communication, but perhaps also because of the need to be particularly sensitive to our main client group, people with drug and alcohol problems.Both areas can have negative and positive effects on managerial performance.Good communication can make the manager’s job much easier. It has been estimated that managers can spend up to 80% of their days communicating with others (Daft and Marcic), and certainly communication plays a central role at WDP. Personally, I have found that communication can be positively enhanced through careful listening to people, asking questions to draw out what they mean, rather than offering them one or two alternatives (‘open’ rather than ‘closed’ questions, to use a term from neuro-linguistic programming) (Linder-Pelz 2010). It can also be improved by paying attention to staff’s body language, for example being aware through non-verbal cues how people really feel. This skill has helped me read people during presentations, and tailor them to people’s boredom level. In both these ways, good communication can help the manager understand his or her staff better, and this is a first step to getting more out of staff, through building a relationship of mutual trust and respect (Templar 2011).Interpersonal relationships can also have a positive impact on managerial performance. WDP places a large emphasis upon teamwork, because everyone needs to be committed to our goals to make them a success. Therefore, there is also a big emphasis on people working well together. If the atmosphere in a division is positive, people are willing to help other colleagues out, for example covering for someone when they are ill, and being less resentful of others. This impacts upon overall productivity. However, both communication and interpersonal relationships can have a negative impact upon managerial performance. On occasion, staff have become too close, for example entering into a romantic relationship which alienates other staff members, and creates a difficult atmosphere, particularly if one or both partners in the relationship are already in a formal relationship. This has made, in my experience, managing the situation extremely difficult, as the staff in question are reluctant to see the negative impact of their behaviour, and even more reluctant to end the work relationship. Poor communication can also have negative impacts upon productivity. Where channels of communication are blocked, for example where lower level staff feel unable to approach their line manager, this can lead to frustration and poorer in-work performance, as staff feel they lack the trust and support in which they work best. I have also seen the effect of rumours about redundancy and the negative imp act these can have on workplace performance. There is also what I see as a natural human tendency to keep information to oneself or share with one or two trusted others, which works against teamwork. Some employees are also more prone than others to gossip and manipulative behaviour. If such an individual is on the team, he or she needs careful management to mitigate the impact of these destructive behaviours. Barriers to communication and effective interpersonal relationship in WDP, strategies to overcome these I have identified a number of barriers to communication and interpersonal relationships: Poorly managed circulation of information: information is ‘leaked’ from higher managerial levels, so some staff know about it before others. This builds an atmosphere of mistrust and secrecy, and divides the workforce. Relatedly, information is often told to people on a ‘need to know’ basis, that is, in passing and not as part of an overall strategy. This has similar negative impacts as above, leading to division between staff and tension Lack of investment in team building: because we are so busy, important exercises which will build us as a team such as regular feedback meetings and ‘bonding’ sessions where we socialise together are either missing or mis-managed. Lack of listening skills on the part of some managers: everyone can improve their listening skills, but certain managers at WDP seem to lack the skills altogether. They seem bored to listen to anyone else but themselves, do not pick up on non-verbal cues, and don’t employ strategies to draw people out in conversation. On a positive note, I believe all these barriers can be overcome. The first and second could be eradicated by better managing the flow of information. It is easy to identify the source of leaks, and the person concerned should be reminded of the repercussions of what they are doing, and perhaps disciplined if the practice continues. There should be a clearer policy at board level about how information is to be circulated to others. I believe that if people saw the wider context of their ‘leaks’ and disclosures, the problem would be reduced if not eradicated.In terms of the third barrier, I believe that team building needs to be built into the work schedule. All middle managers should be told they must arrange more regular meetings between staff and develop imaginative ideas for ‘bonding’ exercises. There also needs to be financial investment in these exercises. Finally, listening is a skill, and one which can be learned. The barrier caused by poor listening skills can be addressed by a training programme in listening and communication, perhaps for all managers so the ones with poor skills do not feel singled out. Development opportunities I have used a process called reflective learning to work out which areas in my working life are problematic, and trying to work out how they can be opportunities for development. Reflective learning is a process of looking at one’s experiences in the workplace, particularly reflecting upon areas of concern, in order to isolate the elements of the experience, interpret them and possibly change the way one behaves in the future (Jasper 2007). Through identifying problematic areas and critically analysing them, I have found several areas which impact upon my managerial ability (see table 2) AreaKnowledgeSkillsPersonal AttributesBehaviourImpact on Managerial Ability ‘Can do’ attitudeI believe I know everything I need to knowI feel I can do everything well enoughControlRefuse to allow staff to do things for themselves, hard to delegateNegative – staff become frustrated, can’t make decisions for themselves IndependenceN/AAccounting tends to be fairly autonomous: something one can do in isolationI am used to working on my own. Not used to having the responsibility of othersI tend to let them manage themselves, even when they are strugglingPeople do not function as a team. My staff struggle to cope.I tend to resent advice from ‘above’. Staff don’t feel they ‘belong’ Not sure what role involvesI haven’t been given the information about what my role involvesN/AI am reluctant to ask what my role is, in case I look less than competentI struggle along, don’t ask for help or clarification, become bad tempered with staffStaff lose motivation, lack direction and sense of purpose Table 2: breakdown of problem areas Overall, I feel that I am struggling with a new role as a manager. I’m used to working in isolation from others, and see asking for help as a form of weakness. However, I can recognise that I need to be able to enthuse my team more, and build cohesiveness within it.I feel I’ve not really been adequately trained for the role, and now realise it is not a question of simply teaching other people to do the financial things I do. Rather, there’s a lot more to the role of manager including team building. Although I feel I have good listening and communication skills, I feel I am lacking in other areas such as enthusing others about the organisation as a whole.I also believe that leadership can be learnt, and is something I can get better at. Action Plan Based on your assessment, determine priorities for further development of your own managerial behaviour and plan activities to achieve these PriorityArea to be addressed / developed or improvedPrecise action to be takenDate to be completed by Job roleI need clarification of what role involvesAsk line manager for job description, full details of role1 week Management skillsI lack experience in managing others, particularly communication and team buildingAsk for support / mentoring / formal training1 week. ControlI am used to doing everything by myself. I need to delegate moreBreak down daily / weekly / monthly tasks and start to delegate at least some of them2 weeks IndependenceI am too independent, used to working on my own. Now I need to be able to support others and lead a teamAsk for training in building a team / communication. Read around the subjectAsk for training: 1 week. Reading ongoing References Daft, R L and Marcic, D (2012) Understanding Management, Cengage Learning, Belmont, CA. Dunnette, M D, Hough, L M and Charalambos, H (1994) Handbook of industrial and organizational psychology, Consulting Psychologists Press, USA Hewison, A (2004) Management for Nurses and Health Professionals: Theory Into Practice, John Wiley Sons, Hoboken, NJ Jasper, M (2007) Professional Development, Reflection and Decision-Making, John Wiley Sons, USA Linder-Pelz, S (2010) NLP Coaching: An Evidence-Based Approach for Coaches, Leaders and Individuals, Kogan Page Publishers, London Templar, R (2011) The Rules of Management: A Definitive Code for Managerial Success, FT Press, London Visser, W, Matten, D, Pohl, M and Tolhurst, The A to Z of Corporate Social Responsibility, John Wiley Sons, Hoboken, NJ MARK SHEET: WORK BASED ASSIGNMENT (M4.01) Centre Number Centre Name Learner Registration No Learner named below confirms authenticity of submission NAME: CriteriaWBA StrengthsWBA Areas for ImprovementAssr markQA mark The organisation in relation to its purpose and its stakeholders  ·The organisation’s purpose and its stakeholders are described  ·The organisation’s structure, functional areas and managerial roles are explained / 24 marks (min 12) The role of management in achieving goals  ·The specific responsibilities of middle managers in enabling the organisation to achieve its goals is described / 20 marks (min 10) The effect of communication and interpersonal relationships on managerial performance  ·The effect of interpersonal relationships and communication on managerial performance is explained  ·Barriers to communication and effective interpersonal relationships in the organisation are identified and strategies devised to overcome these / 30 marks (min 15) Development opportunities  ·Own knowledge, skills, personal attributes and behaviour and their effect on own managerial ability is critically assessed  ·Areas for personal development to improve own managerial behaviour is identified  ·Priorities for future development are planned and set / 26 marks (min 13) (External) Assessor’s DecisionQuality Assurance Use Total MarksOutcome (circle as applicable)Total MarksOutcome (circle as applicable) Total 50+ overall, AND minimum in each section PASS/REFERRAL Total 50+ overall, AND minimum in each sectionPASS/REFERRAL Section fail if applicable:Date of QA check: Name of AssessorName of QA Assessor Signature and dateQA Signature and date How to cite Understanding the Management Role, Essay examples

Julius Caesar Conflicting Perspectives free essay sample

An inescapable vice of humanity is egocentric bias, as according to Ripley, ‘no one sees themselves in a bad light. This bias is conveyed to perfection through William Shakespeare, George Orwell and Pablo Picasso in Julius Caesar, Animal Farm and Guernica respectively where each protagonist presented is shown to act on behalf of their own agenda espousing the belief that their perspective is indeed the most desirable. Due to the complex nature of perspective, it is impossible to encapsulate the entire truth at once. Caesar perceives his role in public to be the â€Å"northern star† of Rome. Juxtaposed against this highhanded nature is the irony that Caesar has not fathered a child â€Å"Shake off their sterile curse,† showing a private frailty. Brutus emotively declares, â€Å"I love him well†, however his compassion is juxtaposed with the malicious metaphor â€Å"to put a sting in him† suggesting a wickedness in him. Both men however, are shown to have an overinflated sense of duty especially evidenced through the intra-conflict Brutus faces as â€Å"he is with himself at war† with the idea of murdering his long serving ally. Brutus reveals that individual’s perspectives of situations are manipulated by their own personal ideals through his justification â€Å"not that I loved Caesar less but that I loved Rome more†. Shakespeare manipulates the intrinsic virtue of duty into a vice that inspires arrogance in Caesar and malice in Brutus, clouding their judgement with personal bias. Perhaps the most prominent example of personal bias is displayed in the funeral orations, where Brutus seeks self justification in light of his participation in the slaughter of Caesar. Through his patriotic objectives â€Å"I honour him, but as he was ambitious, I slew him†, Brutus denounces Caesar’s leadership thus presenting his actions positively as he strives for personal integrity. These perspectives are refuted by Mark Antony whose views, shaped by a close relation to Caesar, are of anger as shown through the emotive metaphor â€Å"wounds, poor, poor dumb mouths, and bid them speak to me†. Whilst elevating Caesars status, Antony’s repetition of â€Å"honourable man† intricately highlights Brutus’s ironic actions with the juxtaposition of his loyalty to this brutality expounding Descartes’ concept that â€Å"great minds are capable of great vices† Shakespeare effectively shapes Brutus’s perspective to reflect that his viewpoint is correct. In contrast, Orwell’s Animal Farm shows less ambiguity of perspective as it is a satirical novel. The pigs are perhaps the greatest example of egotistical bias in any literature through their constant pursuit for their own ideals of a utopian society. Characters such as Boxer, who represents the honesty of the working class through the hyperbole â€Å"he seemed more like three horses† are admired for their selflessness. However we condemn the â€Å"fierce-looking Berkshire boar† Napoleon, contrasting Julius Caesar, where Shakespeare’s opinion is ambivalent and the lines between patriotism and egotism are blurred. In Animal Farm Snowball, is a loyal supporter of Old Major, â€Å"make it a point of honour† and undoubtedly has like Brutus the greater good of Animal Farm at heart. It may be too strong to equate Napoleon to Cassius, however there are parallels as they are both manipulate through â€Å"canvassing support. † Ironically, the conflicting perspectives in Julius Caesar that lead to the assassination, prepare the ground for the triumph of Octavius Caesar in Shakespeare’s next play as the all-powerful emperor, precisely what the conspirators feared with Julius. Similarly in Animal Farm through the erosion of Old Majors dream of a â€Å"golden future† the animals get what they feared most with the return of Jones in the guise of the fat pig Napoleon â€Å"It was a pig walking on his hind legs. † The irony in the return of human reign is displayed through Napoleon’s overwhelming conviction that his viewpoint is the only and most desirable for the farm. Picasso’s ‘Guernica’, 1937 unlike the literature of Shakespeare and Orwell portrays the composer, Picasso’s perspectives as that of the protagonist. Composed of a chaotic black, white and grey pallet, the piece depicts the conflict and drama that espoused from the bombing of Spain and shows how such emotions can be translated trough mediums. Similarly to the betrayal felt by Mark Antony, Picasso employs the national symbols of the bull and the horse, marred by anguish and pain to highlight betrayal. Social comments on society are made just as they are in Julius Caesar. Picasso seeks to portray the destructive nature of technology through the light bulb which causes an ‘explosion’ of light and a complimentary pun in the translation of light bulb being ‘bombilla’ in Spanish. Much the same as Mark Antony, Picasso is outraged at the loss of something dear to him. Picasso is effectively able to become the protagonist and adopts a very strong stance on his perspective. The fatal flaw of Mankind today is self-interest. However the people who unequivocally place their trust in the hands of others like Caesar and Boxer reflect a shard of hope. That not all humanity is consumed in self-interest and that the empathy that is instinctively human, is not lost. May we learn from Shakespeare’s Julius Caesar, Orwell’s Animal Farm and Picasso’s Guernica that shaping our perspective around self-gratification will only lead to superficial pleasures. So fight and be remembered for your honour and trust, for in the words of Caesar â€Å"what touches us our self shall be last served†¦Ã¢â‚¬ 

5 Easy Activities for Teaching Point of View

5 Easy Activities for Teaching Point of View The perspective from which a story is told is called  its point of view.  Understanding point of view helps students effectively analyze literature,  improves their critical thinking skills, helps them  understand the author’s purpose, and increases their ability to recognize potential bias. Types of Point of View First person: The main character is telling the story. Uses words such as I, we, and me.Second person: The author is telling the story directly to the reader. Uses words such as you and your.Third person: The author is telling the story, but is not part of it. Uses words such as he, she, and they. Some third-persons narrators are all-knowing, but others have limited knowledge. Types of Point of View Children’s books can make an excellent option for teaching point of view for all grade levels because they often offer concise examples. The three main types of point of view are: First person. A  first person point of view story  is written as if it is being told by the main character and  uses words such as I, we, and me. Two examples are Green Eggs and Ham by Dr. Seuss, or I Love You, Stinky Face by Lisa McCourt. Second person. A story told from the second person point of view puts the reader in the action by using words such as you and your. It can be found in titles such as The Monster at the End of This Book by Jon Stone or If You Give a Mouse a Cookie by Laura Numeroff. Third person. Stories written in third person show an outsider’s point of view using  words such as he, she, and they. Books written  in third person  include Stephanie’s Ponytail by Robert Munsch or Officer Buckle and Gloria by Peggy Rathman. There are two different ways third person books may be written:  omniscient and limited. Sometimes, third person point of view  is broken  down further to objective point of view in which the author acts only as a narrator. This style is prevalent in many fairy tales.  Ã‚   In a book using omniscient point of view, the author writes from an outsider’s point of view but  offers  the perspective of multiple characters.  Blueberries for Sal by Robert McCloskey is one example. A third person limited point of view tale is written  from an outsider’s perspective, but the reader only follows the story based on what the main character knows. Harold and the Purple Crayon  by Crockett Johnson or  Bread and Jam for Frances by Russell Hoban are two  examples. Using a Point of View Anchor Chart Anchor charts are visual aids to helps students work more independently. As an instructor teaches a lesson, the core concepts and relevant facts are added to the chart. The completed anchor chart provides students with a resource to which they can refer if they have difficulty remembering the steps or concepts of a lesson. A point of view anchor chart reminds students of the different point of view types with keywords and phrases and examples of the pronouns used to indicate each type. For example, a student reading If You Give a Mouse a Cookie reads the line, â€Å"If you give a mouse a cookie, he’s going to ask for a glass of milk. When you give him the glass of milk, he’ll probably ask for a straw.† He sees the keyword â€Å"you† that indicates that the author is addressing the reader. Based on the anchor chart keywords, the student  identifies the book’s point of view as  second person. Point of View Scavenger Hunt Help students become adept at correctly identifying point of view with a scavenger hunt. Visit the library or bookstore or provide a wide assortment of children’s books in the classroom. Give students a sheet of paper and a pencil. Instruct them to work on their own or in small groups, searching for at least one example (and listing its  title and author) of a book for each point of view type. Pronoun Perspective This hands-on activity will  help students gain a more concrete understanding of the three main points of view. First, divide a whiteboard into three sections: 1st person, 2nd person, and 3rd person. Next, select one student to perform an everyday activity, such as making a sandwich. The student will narrate each step using first-person pronouns as he completes it. For example, â€Å"I am placing two slices of bread on a plate.† Write the student’s sentence in the 1st person column.  Then, choose other students to restate the same sentence in 2nd and 3rd person, writing their sentences in the appropriate column. Second person: â€Å"You are placing two slices of bread on a plate.† Third person:  Ã¢â‚¬Å"He is placing two slices of bread on a plate.† Repeat the process for all steps of making a sandwich. Point of View Flip Help students understand how point of view changes a story. First, read or tell the traditional story of  The Three Little Pigs.  Discuss with students how the story would  change if it were being told in first person by  one of the pigs or the wolf, rather than being told in third person.   The third pig wouldn’t know anything that  happened before his brothers arrived, breathless, at his door. Is he relieved that he can help his brothers? Angry that they led the wolf to his house? Proud that his home is the strongest? After your discussion, read The True Story of the Three Little Pigs by Jon Scieszka, which relates the tale from the wolf’s point of view. Comparing Points of View Another way to help students understand point of view is to choose a book that tells the same story from multiple points of view, such as Voices in the Park by Anthony Brown. (Older students may enjoy using  Wonder by R.J. Palacio for this activity.) Read the book. Then, use a Venn diagram to compare the differences and similarities of the events based on two or more characters’ points of view.

Martin Luther King and Mahatma Gandhi Research Paper Example

Martin Luther King and Mahatma Gandhi Research Paper Example Martin Luther King and Mahatma Gandhi Paper Martin Luther King and Mahatma Gandhi Paper Essay Topic: Letter From Birmingham Jail Mohandas Gandhi and Martin Luther King Jr. were civil right activists who took a form of action to obtain equal rights amongst their society. Gandhi moved to South Africa in 1893 to serve the Indian population after failing to establish a legal practice in Bombay. Subsequent to moving to South Africa, he recognized many laws that discriminated against Indians and initiated a change by taking action. Gandhi developed his theory of satyagraha (soul force), which implicates social justice through love as well as suffering the consequences. After meeting with a group of Indian nationalists he wrote down his theories in a pamphlet called Hind Swarf or Indian Home Rule. Martin Luther King Jr. did a non-violent campaign in Birmingham Alabama. Birmingham was one of the few cities where the fourth step in Kings non-violent campaign theory called direct action was necessary. Unfortunately, King was jailed on April 12-20, 1963 for violating a court injunction by leading a protest march in Birmingham. While King was in jail, eight Alabama clergymen published a statement criticizing the use of direct action and referred to this approach as unwise and untimely. While incarcerated, King politely responded to their statement in a letter titled Letter from Birmingham City Jail. Martin Luther King Jr. and Mohandas Gandhi developed theories that linked to a system that surpassed governmental laws. King and Gandhi had educational as well as logical reasoning for taking each approach towards unjust laws. Mohandas Gandhi based his document on defining the true meaning of civilization where as Martin Luther King Jr. based his document on recognizing the reason he wanted to cease injustice. Both Gandhi and King discussed reasons regarding the use of non-violent actions to fight for their rights.

Performance Management Essay Example | Topics and Well Written Essays - 750 words - 1

Performance Management - Essay Example Purposes of Performance Management in Relation to Business Objectives The first purpose of performance management as documented by Armstrong (215) would be concerned with performance improvement aimed at achieving individual, team and organizational effectiveness. This indicates the need for organizations to get the right things executed successfully. Its second purpose is in developing employees. Effective continuous development processes enhance the capabilities of individuals and teams so as to enhance organizational core competencies. Communication and involvement encompass the last purpose of performance management which aims at encouraging dialogues between the managers and their respective teams so as to define expectations and share organizational mission, values and objectives. Components of Performance Management Processes Performance management describes a process where understanding on the targets and the achievements would be shared. The process involves planning where job accountabilities together with performance measures would be established. It involves the understanding of behaviors and creation of development plans. Secondly, the coaching component of this process involves discussion based on the on-going feedback and an individual’s talents. The last component, review, encompasses formal review of behaviors, job accountabilities, overall rating and development plans. ... Relationship between Motivation and Performance Management While most organizations have average workers, competitive organizations motivate their average workers. While intrinsic motivation would cause one to be driven by the satisfactory feelings associated with executing a task well, extrinsic motivation emanates from the desire to achieve specific outcomes. Generally, motivation would take place if people expect that an action would lead to attainment of a particular goal. Considering Vroom’s expectancy theory of motivation, valence, instrumentality and expectancy comprise the three motivational forces. While valence describes the attractiveness of the outcome, instrumentality refers to the extent to which improved performance would result into the desired outcomes and expectancy refers to the perception of the extent to which increased effort would cause increased job performance. Motivation would result when there is a perceived relationship between performance and outco me, and that outcome serves as a means to satisfy needs (Shields, 33). Secondly, the equity theory of motivation observes the tendency in people of making social comparisons with regard to their earnings (Shields, 34). An employee would compare his or her input at work against the outcome with consideration of his or her counterparts. The employee would then seek to correct any perceived inequality. Other than income:outcome ratio, the employee could also consider effort:reward and contribution:reward ratios. Therefore, organizations need to carry out research to appropriately match performance management activities with motivators. Purposes of Reward in Performance Management Process

Problems when installing software Essay Example | Topics and Well Written Essays - 500 words

Problems when installing software - Essay Example mportant to clarify the existence of a significant of problems that usually arise when it is installed or put into use in an organization (Ashdown & Easton 2001). In simple terms, the term software installation entails a process of bedding in a well-defined set of computer programs necessary for accomplishing a predefined set of tasks. In other words, this involves the act of making a particular computer application ready for use by adding its integrated components into a computer with an objective of reaping crucial functionalities. One of the most common problems in installing a software in an organization is lack of full compatibility with the installer of the organization operating system. This problem arises in scenarios where poor requirements gathering process is done particularly on the operating system needs of the software. To be precise, the compatibility issue occurs in scenarios where the software is successfully installed but containing problems in implementing some crucial functionalities necessary for the daily organization operations. This results into immense losses since sometimes the whole software can have to be uninstalled and never used in the organization (Faris 2006). Fear of the unknown by most employees in an organization offers another major problem in the newly installed software. Most employees usually fear that a new software installation can affect their reputations or remove the advantages enjoyed before. In this sense, employees can do their best to manipulate the software and rendering it non-functional or not working as per expectations. To the organization, this usually results into a huge a problem since it renders all investments made for the software turn into complete losses (Rozanski & Woods 2011). It is important to note that hacker techniques all around the globe have under gone significant technological advancements. This includes the fact that they integrate Trojan horses into most organization software or business

Doctors from Hell by Vivien Spitz Essay Example | Topics and Well Written Essays - 1500 words

Doctors from Hell by Vivien Spitz - Essay Example Not a whimper of protest is raised by the doctors against the orders by Adolph Hitler. Why do the doctors fail to abide by the noble ethics of their medical profession and succumb to the dictates of the Nazi regime to commit atrocities of the worst order on innocent human beings? The main issue is, why the entire German medical fraternity turns demonic, and what makes them to wean away from their traditional vocation of serving the sick? Vivien Spitz defends her position to the military authority, which is skeptical about her ability to carry out the onerous and dangerous responsibility as the court reporter at Nuremberg trials thus: â€Å"I have to go to see for myself. I’m a court reporter, and the War Department needs court reporters. I want to take these doctors’ testimony watch their face. I want to hear how they defend these terrible atrocities and experiments on human beings.†(8) The book, â€Å"Doctors from Hell: The Horrific Account of Nazi Experiments on Humans,† is born, through her blazing pen and the steely determination. Two types of wars are waged in Germany after Hitler comes to power in 1933. The normal war when soldiers of the opposite camps kill each other, and another war, that is devoid of conscience to exterminate a particular race from the face of earth. They include children, women, able-bodied and the mentally and physically sick. German soldiers begin to kill all those from a particular community with whom they have no previous personal enmity. Spitz writes, â€Å"After Hitler came to power in 1933, a Superior Genetic Health Court was established. Thus began the perverse degradation of German medicine and the demonic human experimentation and murder of thousands of innocent people by willing German doctors.†(2)Are they up to a medical cause or a political adventure? What are their ulterior motives and the hidden agenda? The important question is how the medical fraternity takes the lead and commits he inous atrocities against the defenseless human being lying flat in front of them which even the fighting forces would not have done in the normal conditions? To kill a man by firing bullets from a weapon is understandable. But to use a doctor’s knife, cut one by part by part, torture and lead one to slow death of agony is barbaric. In this essay an attempt has been made to discuss the issues related to medical trials, to determine the role of medical practitioners in the extermination system and the perverse acts committed by them in the cause of so-called medical research. How and why the German medical practitioners go insane. Are the acts committed due to political pressure or for the sadistic pleasure, also known as medical research for the benefits of the generations to come? How does it progress unabated with no authority to restrain the atrocities committed by highly professional doctors? How the best friend of the sick people turns out to be the worst enemy, whose ver y presence sends shivers for the man in front of him? Spitz gives the historical evidence as for the behaviour of the doctors. She argues, â€Å"Science and ideology are treacherous partners. When an ounce of science is mixed with a ton of zealotry, catastrophic results can be anticipated.†(xvi) The well-trained physicians turn overenthusiastic as the result of the relentless Nazi propaganda that they are expected to perform a great national duty to the

Health Teaching, Health Literacy and Reflection

Health Teaching, Health Literacy and Reflection Introduction Health Education empowers individuals and their families to make informed health decisions and achieve optimum health. Nurses can educate clients in various ways based on clients knowledge and learning needs. They can teach a diabetic child on insulin administration techniques; adolescents on sexual health; factory workers on back safety procedures and a young mother on contraception and breast feeding techniques (McEwen Pullis, 2009). The following essay is divided into three parts. The first part provides a definition and a brief discussion on health literacy. The second part demonstrates the key strategies to be used to advance the health literacy skills of clients with low health literacy skills. The final part gives a reflection of my learning experience on health literacy and how my knowledge can contribute to provide an effective nursing care in future practice that can empower clients to make informed health decisions. Health Literacy Health literacy can be defined as â€Å"The degree to which individuals can obtain, process, understand, and communicate about health-related information needed to make informed health decisions† (Berkman, Davis, McCormack, 2010, p.13). The Ministry of Health (2010) Ko ¯rero Marama Health Literacy and Maori report clearly indicates that the majority of individuals in the overall New Zealand population have low health literacy skills and among them Maori are a higher proportion than Non- Maori. Therefore, those individuals with low health literacy skills have a limited ability to access, obtain, read, understand and communicate health information (Berkman et al., 2011). This results in less knowledge to use preventative measures such as screening programs and vaccinations; limited knowledge about their illness, treatment and medications; more work related injuries; therefore, leading to increased emergency services, hospitalizations and healthcare costs (Nursing Review, 2012). Health literacy is beneficial to individuals and their families in various ways to achieve optimum health. One of the ways the health literacy is beneficial to the individuals is that, it enables them to access to health clinics; fill out medical forms; communicate with health providers; interpret labels and health messages; understand about medications and their administration appropriately (Ministry of Health, 2010). In addition to that, health literacy helps people to be aware of prevention strategies such as breast and cervical screening programs (â€Å"Health Literacy,† 2013). Furthermore, health literacy enables individuals to make better health choices and self-manage their chronic condition, thereby, decreasing hospitalizations and health care costs (Ministry of Health, 2010). Strategies for enhancing health literacy In order to improve health literacy of clients, registered nurses have to implement the following strategies. First of all, make sure that the environment is shame-free, respectful, caring and supportive where clients can interact openly and productively with healthcare providers (New Zealand Nurses Organisation (NZNO) College of Nurses Aotearoa, 2012). It is very important to assess the clients level of knowledge to find out what they already know and what they need to know (Osborne, 2013). Health Literacy is a shared responsibility, which means; health information is communicated in a way that both the healthcare provider and the receiver can understand (Osborne , 2013). While communicating with clients with limited English language, it is important to speak slowly and listen carefully and use common words like â€Å"cancer† instead of â€Å"oncology†. Moreover, avoid using medical jargon such as hyperglycemia, hypertension, etc; patients may not understand medical terms, abbreviations and acronyms that health professionals usually use. In addition to that, make the written language on documents simple, easy to read and understandable. For instance, using headings and sub headings can easily identify key concepts and clients can easily go through the information they needed (Osborne, 2013). Moreover, it is important to breakdown the complex information into small chunks, organize information and convey the most important concepts that the client has to know regarding their health (U.S. Department of Health Human Services, n.d.). In addition to that, identify different learning styles of individuals, for example, some people may prefer a visual learning, some other may prefer auditory or tactile learning styles (McEwen Pullis, 2009). Inclusion of decision aids and other teaching tools such as videos, quizzes, maps, booklets, images etc. would also be more effective (Osborne, 2013). Furthermore, communicating with non-English speakers can be addressed by appointing an appropriate medically trained interpreter. It is very important for the health provider to address and acknowledge any cultural differences and provide health information appropriately. For example, they can make the clients feel welcomed by greeting them in their respective language, displaying multicultural artifacts and translated signs in the health settings (Osborne, 2013). Instead of making assumptions that the client understood the provided health information, it is important to pay attention to client’s non-verbal cues along with verbal statements (NZNO College of Nurses Aotearoa, 2012). While teaching elderly people, it is very important to assess their physical readiness to learn new information. For example, some elderly people may have hearing, seeing and alertness problems that make their learning difficult (Lowenstein, Foord-May, Romano, 2009). To overcome this, always speak in ways that elderly people can hear and always make sure that the written information is readable. Moreover, encourage elderly people to bring a support person or a trusted friend to reinforce and clarify the informed health information (Osborne, 2013). Furthermore, use a teach-back technique to assess and confirm whether the health information provided is clear to the client. This technique will help to know to what extent the client can recall the comprehensive message and whether the client interpreted it correctly (Osborne , 2013). For example, instead of asking the client â€Å" Do you understand?† it will be better stating that â€Å" I just want to make sure I explained things well, tell me how you take these medications?† . Reflection On reflection, I have realized that a thorough assessment of client’s learning needs based on their age groups and developmental stages given me an insight on how their physical, cognitive, psychosocial learning abilities change in each developmental stage; and what teaching methods and strategies would be more effective and appropriate for that particular target group. For example, preschool children cannot think abstractly and they learn by watching and interacting with others. Whereas, adolescents can think abstractly and they can effectively learn through web and computer based resources, books, pamphlets, games, movies and through interacting with peers (McEwen Pullis, 2009). Evaluation at the end of the teaching session in my practicum helped me to analyze the effectiveness of the teaching session. This given me an insight of what teaching strategies were more effective and what other strategies I need to implement to improve my future teaching session. I realized that some teaching tools such as videos, quizzes and games reinforced the target group to interact and co-operate well with our teaching session. In addition to that, I also realized that I have to use simple language and avoiding medical terms while stating objectives to the adolescents. Furthermore, I realized that it is very important to document the evaluation on teaching session. This will be a base for our team when we plan another teaching session in future for that particular age group. In my future practice, I will definitely prepare a lesson plan based on thorough assessment of clients learnings needs. I will also use effective communication strategies that can reinforce the target group during lesson delivery. At the end of the teaching session I will also document the evaluation for future references. Conclusion In conclusion, Health Literacy skills are very important for the health and wellbeing of individuals. Health literacy skills empower individuals to take informed health decisions. Thorough assessment of clients knowledge levels and learning needs are essential to develop a good lesson plan for a particular target group. Following effective communication strategies and teaching methods during lesson delivery will reinforce clients to participate effectively and make informed health choices for better health outcomes.

Joan Didions On Morality :: essays research papers

Morality is, in essence, subjugated by he who defines it. This being the case, morality (defined as right or wrong, good or evil) is malleable as long as it does not impede upon any “ipso facto virtue';(Didion). In the essay “On Morality';, by Joan Didion, this aspect ‘on morality’ is composed. This will be utilized to verify that William Saroyan’s (author of “Five Ripe Pears) guilt of an immoral action is conflicting given specified conditions. To begin, “On Morality'; is an essay of a woman who travels to Death Valley on an assignment arranged by The American Scholar. “I have been trying to think, because The American Scholar asked me to, in some abstract way about ‘morality,’ a word I distrust more every day….'; Her task is to generate a piece of work on morality, with which she succeeds notably. She is placed in an area where morality and stories run rampant. Several reports are about; each carried by a beer toting chitchat. More importantly, the region that she is in gains her mind; it allows her to see issues of morality as a certain mindset. The idea she provides says, as human beings, we cannot distinguish “what is ‘good’ and what is ‘evil’';. Morality has been so distorted by television and press that the definition within the human conscience is lost. This being the case, the only way to distinguish between good or bad is: all actions are sound as long as they do not hurt another person or persons. This is similar to a widely known essay called “Utilitarianism'; [Morality and the Good Life] by J.S. Mills with which he quotes “… actions are right in the proportion as they tend to promote happiness, wrong as they tend to produce the reverse of happiness.'; Consequently, Saroyan’s action of taking pears could be viewed as moral or immoral given certain circumstances. At the age of six, Saroyan was categorized as a thief for taking five pears from a tree. His argument, although a spiked fence protected the pear tree, is “some branches grew beyond the fence.'; This, to Saroyan, makes whatever is on the exposed branches public property. With Didion’s argument of morality, Saroyan is only guilty of immorality if his action hurt another individual/individuals. Thus, two seemingly obvious circumstances will be examined being as impartial as possible. Case one: First and foremost, the owner of the pear tree seems like an immediate victim of the taking of the fruit, although nothing is said about him/her in the essay.

Malcolm Baldrige National Quality Program Paper

CERTIFICATE OF ORIGINALITY I  certify that  the attached  paper is my original work. I am familiar with, and acknowledge my responsibilities which are part of, the University of Phoenix Student Code of Academic Integrity. I affirm that any section of the paper which has been submitted previously is attributed and cited as such, and that this paper has not been submitted by anyone else. I have identified the sources of all information whether quoted verbatim or paraphrased, all images, and all quotations with citations and reference listings. Along with citations and reference listings, I have used quotation marks to identify quotations of fewer than 40 words and have used block indentation for quotations of 40 or more words. Nothing in this assignment violates copyright, trademark, or other intellectual property laws. I further agree that my name typed  on the line below is intended to have, and shall have, the same validity as my handwritten signature. Student's  signature (name typed here is equivalent to a signature): Dwayne Wilson Individual Assignment MKT 421 Dwayne Wilson 11/01/2011 Terry Booker Marketing definitions Marketing is the activity, set of institutions, and processes for creating, communicating, delivering, and exchanging offerings that have value for customers, clients, partners, and society at large. Approved October 2007) 1: the act or process of selling or purchasing in a market b: the process or technique of promoting, selling, and distributing a product or service 2: an aggregate of functions involved in moving goods from producer to consumer At its base, marketing is about the strategies and tactics you use to identify and cultivate the market for your products/services – so it would seem to be pretty important to overall organizational success. Personal definiti on My personal definition of marketing is where the producer attempts to discover a way for the consumer to agree to purchase their product. An exchange (if you will) of product for money. The Importance of Marketing in Organizational Success The degree of importance is arguable based on the industry, but I can't think of any business that can survive without giving some thought to the way in which they grow demand for what they're selling. In many businesses, marketing needs to be a core concern, and often the overriding concern when it comes to running a successful business. The importance of marketing in organization success is the competition that might occur, challenge, team player, co-operation, confidence, big thinking, and self-esteem. Marketing means the organizations needs to reach for certain goal to complete their organization To describe the importance of marketing, one need not look further than this quote from Regis McKenna, â€Å"Marketing is everything, and everything is marketing. † Everyone is exposed to marketing daily, even when they don’t know it. Billboards surround the nation’s roads. Logos appear everywhere from t-shirts to the center field of the â€Å"Tostitos† Fiesta Bowl. When a teenager is begging his dad to use the family car, he is in fact, marketing himself to his father for the exchange of the keys. And that is what marketing is about, trying to create exchanges that satisfy and benefit both parties. No consumer can escape from marketing campaigns, and no business should be operating without a marketing plan to identify potential customers, meet their needs and wants, and keep them coming back for more. You will hear about the 4 â€Å"P’s† of the marketing mix which are the important elements of a marketing plan. How your future customers are identified and place between the cross-wires with marketing research and target marketing. To get a specific message to a specific customer, one must be familiar with direct marketing. Internet marketing is one of more recent trends that many organizations are looking at. Overall this section should help you learn about the importance for small businesses to implement marketing plans It is important for marketing efforts to be customer-oriented. When marketing a product or service, the organization must be certain that the product or service that they are providing is one that the customer wants. Quite often marketing efforts fail when the organization developed the product/service first, then tried to convince it’s customer to buy it. One of the greatest marketing flops of all time was when the Coca-Cola Company decided to change it’s formula in 1985 and introduced it as â€Å"New Coke. † It was a disaster. Sales of the New Coke were very low and the Coca-Cola Company was receiving many phone calls and letters from angry customers who demanded the old formula back. The Coca-Cola Company brought back the old formula two months later. Reintroduced as â€Å"Coca-Cola Classic,† it was sold along with New Coke and outsold it by two to one in supermarkets. The Coke case is a classic example of what happens when an organization fails to conduct proper marketing research. The key for a successful marketing effort is maintaining a level of customer satisfaction while at the same time, creating a profit for the organization. Profits must be made in order for the organization to continue to do business. Marketing is a concept that is always evolving. New definitions of marketing are being written daily. Marketing plans are an inessential component for all businesses. All businesses that are successful have followed a plan. Their success did not happen because of luck, it happened because the success was planned. A marketing plan helps establish, coordinate, and direct marketing efforts. It forces the organization to take a good, hard look at the market of your field and what is currently happening to it. It’s a time to establish marketing goals and objectives, which can be later used for benchmarking yourself. Marketing plans helps keep the organization on the right track by following the guidelines it sets. It is also critical when trying to borrow money. When an organization plans to allow you to borrow money or invest in your organization, they require to examine your business plan. The marketing plan is a critical part of the business plan. Marketing Plan Elements: Executive Summary: brief explanation of what the organization does, its mission statement, the management’s infrastructure, and a short summary about the marketing objectives and the proposed plan. * Current Marketing Situation: provides information about the current location, the target markets, and competitors in the market. * Competitor and Issue Analysis: a more detailed description about the competition. Also includes potential challenges that could arise in the future due to business issue. * Marketing Objectives: where the marketing goals and financial objectives are set. Objectives should be challenging, yet attainable for the organization. * Marketing Strategy: plan for meeting the marketing objectives. Incorporates the marketing mix. * Action Programs: an explanation of the different tasks of the marketing strategy. What will be done? When will it be done by? Who will do it? What will it cost? * Budget: A more detailed look at the cost of the proposed marketing activities. * Measurements: sets levels to measure if objectives are being met. Sets timeline to meet these measurable objectives. * Supportive Documents: references to support the marketing plan. Includes the marketing research report. * Controls: monitoring system for the marketing plan. Monthly or quarterly checklists to insure that the plan is operating effectively. Also included contingency plans. Plans of action in the event of a crisis. It is important to regularly update your marketing plan. The market changes almost by the hour. The first marketing plan you create probably will not be effective in the future. Sources http://www. marketingpower. com/AboutAMA/Pages/DefinitionofMarketing. aspx http://www. merriam-webster. com/dictionary/marketing

Where to Place the Possessive Apostrophe in a Surname

Where to Place the Possessive Apostrophe in a Surname Where to Place the Possessive Apostrophe in a Surname Where to Place the Possessive Apostrophe in a Surname By Mark Nichol You see them all the time during rural drives and suburban errands alike, those olde-fashioned wooden shingles mounted on mailboxes or dangling from porches or fastened to walls: â€Å"The Smith’s† and the like- stark reminders that possessives still throw many people for a loop. Rules about possessives can be complicated, but this error is straightforward enough: Take away the apostrophe and the final s, and what do you have? â€Å"The Smith.† That’s obviously not right (unless the resident ostentatiously refers to himself as â€Å"The Smith† or employs hammer, tongs, and anvil to practice her livelihood). Who lives at this house? The Munsters. Whose residence is it, then? â€Å"The Munsters’† - or perhaps â€Å"The Munsters’ house.† (The additional s is pervasive in books and many other media, while its absence is typical in journalism in the old days of mechanical typesetting, that meant one less piece of type to position and other more casual or ephemeral kinds of publications. In the organic medium of wood, the simpler style can easily be forgiven.) And what if the surname already ends with an s? The rule is to append es to the name, so, the plural of Addams is Addamses. The sign should therefore read â€Å"The Addamses,† or â€Å"The Addamses’ house.† This construction is admittedly cumbersome, and there is a way to avoid it without giving a passing copy editor a case of the shingles: Label your abode â€Å"The Addams house† or inform visitors and passersby that â€Å"The Addams family lives here.† This wording is not as folksy, but it still manages a homey touch without adding sibilant syllables or pesky apostrophes. Admittedly, this ubiquitous error is as much the fault of the sign maker as it is that of the person who commissions the sign, but because it’s difficult to make amends by amending an error engraved in wood, you might want to remember, when you approach the artist’s workbench, the rule for the proper position for the possessive apostrophe. (And email the scribe a link to this post.) Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Style category, check our popular posts, or choose a related post below:Apply to, Apply for, and Apply withBody Parts as Tools of MeasurementA Yes-and-No Answer About Hyphenating Phrases

Cross Cultural Miscommunication Essay Example

Cross Cultural Miscommunication Essay Example Cross Cultural Miscommunication Essay Cross Cultural Miscommunication Essay Case Studies in Cross Cultural Miscommunication When a company starts to do business in a foreign country, there are often many business practices that are different and difficult to understand. As a result, many companies experience cross cultural miscommunication that can inhibit business and break the trust between corporate headquarters and the foreign office. In this paper, we look at some real examples of communication problems between offices in two locations. This occurs both between vendors and their customers as well as internally in the same company between different sites. The problem with communication problems is that the cost can be very high. It can result in reduced productivity, lost opportunities and failure to execute on projects. However, the payoff can be very big if issues are addressed quickly and thoroughly. Case 1: Two Sets of Books An American company opened up a branch office in Japan to provide local access to the market. This office had access to the company’s intranet and used the same management software tools. The company has invested a significant amount of money in accounting software that provided a real-time access to accounting information at either location. During a visit to the branch office in Japan, an American manager noticed that when his Japanese counterparts accessed the accounting software, they also made entries into a paper copy. In fact, the paper system appeared to completely replicate the financials of the accounting software. When the manager returned to the United States and raised this issue, there was a lot of concern amongst the executives at the headquarters. Why did the branch office keep two sets of books? Were they stealing from the company? The executives decided that there was too much potential for fraud. They decided to launch an investigation. A team of accountants traveled from the United States to Japan to look into the problem. In the course of their investigation, the discovered that there was a rational reason for the remote office to keep two sets of books. Computer support was provided from a technical team in the United States. When the Japanese office experienced technical difficulties, the software support group was shut down for the day. This resulted in a 24 hour delay until a problem could be resolved. So the Japanese office would have to continue their business without access to the accounting software. They implemented a paper system to record transactions which allowed them to have access to financial information even when the accounting software was unavailable. When the computer system was back online, they would update the entries to capture every transaction that happened in the mean time. The accounting team returned to corporate headquarters in the United States and reported their findings. They explained to the executives that the computer downtime was very embarrassing to the managers of the Japan office. They sought to resolve the situation without exposing the problem to headquarters. Since they were able to adequately work around the problem, they considered the issue resolved. The company’s CIO moved quickly to provide a more optimum solution to the branch office’s computer support problems. He located a computer maintenance company in Australian which could provide real time support during the Japan office’s business hours. Subsequently, the branch office had immediate resolution to the computer issues that had been plaguing the network. They were able to cease their use of the paper bookkeeping and improve their efficiency at the same time. The lesson of this case is that we cannot always know the motives behind actions. The company in this example feared that the branch office was committing fraud. However, they found that there was a logical explanation and a simple remedy to the problem. Case 2: Silence on the Line A large telecommunications equipment supplier had set up an engineering branch in Shanghai China. The branch was tasked with developing hardware and software to support larger systems. It was staffed with very competent engineers with experience in their field. As the design center matured, the management at the headquarters often found that they did not have detailed status on projects. Clearly, the team in Shanghai was working on projects and tasks that were not visible to the business decision makers abroad. During a visit to Shanghai, one manager was working closely with the engineering team on a problem. During the course of the visit, there was a conference call to update management at headquarters. He was surprised when he observed silence from engineers when he was certain that they knew the answer. After the conference call, he started to investigate why the engineers seemed reluctant to speak up. After spending some time in discussion with many of the Chinese engineers, he concluded that there were several factors contributing to this phenomenon. First, even though the engineers were excellent English speakers, they had difficulty listening and understanding due to sound quality of the speakerphone and conferencing. Second, humility and modesty are deeply rooted in Chinese culture. The manager surmised that the engineers felt that responding to certain questions showed a lack of humility when they were forced to recognize their contributions. When the manager returned to the corporate headquarters, he discussed the situation with others there. They came up with a list of guidelines for employees to implement when communicating with the Shanghai group. These recommendations included a reminder for employees to speak slowly and clearly on conference calls. It also included suggestions for ways to phrase questions so that they would not embarrass the Chinese engineers. Conclusion There are always cultural differences between people in two countries. These differences can cause actions that are not well understood by one party or another. If these general issues are not well understood, they can lead to communication issues and general suspicion and ill will. In a worst case scenario, these issues will prevent business from being conducted at all. But in most cases, it merely prevents companies from reaching their full potential. The biggest challenge is that if the culture is not understood, then the problems are never understood and therefore they are never resolved. Careful attention should be placed on cultural differences and communication. It is necessary to work swiftly but judge slowly as appearances are not always what they seem. The two cases in this paper illustrate some of the challenges in maintaining relationships and communication. It also illustrates that these situations can be managed with careful attention and effort.

Races Link between Complexion, Language Proficiency Essay

Races Link between Complexion, Language Proficiency - Essay Example In its most common form, race, as a concept, is described by referring to the biological characteristics of a specific social group: for example, reference can be made to ‘skin color, eye shape or hair texture’ (Kubota and Lin 2008, p.2). However, the dependency of race on the above criteria is not quite strong. In fact, through scientific research similarities have been identified among people in regard to their biological characteristics; these similarities are often at high level leading certain scientists to support the view that ‘races do not exist’ (Kubota and Lin 2008, p.2). Still, it seems that genes of populations are not identical. This fact has led to the assumption that the concept of race could be explained more effectively by referring to the ‘genetic characteristics of populations’ (Kubota and Lin 2008, p.2). Moreover, other approaches for explaining the uniqueness of race cannot be rejected; reference can be made, for example, to the cultural and social traditions of populations or to the explanations developed by different groups of populations in regard to critical social problems (Kubota and Lin 2008). Language has been also found to be an important criterion for justifying the categorization of people in races (Cole and Graham 2012). In addition, race is commonly used for describing the genetic characteristics of large group of populations, such as nations (Daniels 2013); in this context, race can be considered as related to other concepts, such as nationality (Daniels 2013). In other words, race is a concept that can be interpreted using different criteria. In this way, the specific concept could lead to severe social conflicts, a view promoted mostly in the context of the neo-Marxism (Kubota and Lin 2008). For avoiding such risk the use of other, similar, concepts, such as racialization and racism is suggested especially when having to develop

Interpreting Crime and Criminals Essay Example | Topics and Well Written Essays - 3250 words

Interpreting Crime and Criminals - Essay Example The biggest social phenomena of juvenile delinquency, is posed by the basic question in this regard: why do juveniles turn to crime? According to Cathy Spatz Damon & Joan Mc Cord (2001), there is a range of contributing factors such as prenatal care, differences in temperament, family influences, peer relationships, an impact of school policies towards delinquency and the broader influence of the neighbourhood and community. Back in the 1950’s, there weren’t any significant laws that differentiated between juvenile and adult offenders. It is with the recent spate of violent crimes, that the biggest social change to affect juvenile deliquescent criminals, has been the ongoing recriminalizing of juvenile crime with equal severity. To understand the consequences of such offences, it is essential to clarify the vital statistics in achieving a qualitative description of the offending criminals. Based on MET records and secondary evaluation, the following parameters have been identified: 1)Mean perceived likelihood of prosecution by prior arrests. 2)Mean perceived likelihood of prosecution by type of injury. 3)Arrest frequencies for different offence categories. 4)Felony type by gender in percentage. 5)Felony type by race in percentage. 6)Felony type by prior arrests in percentage. 7)Adjudication in percentage. 8)Adjudication by felony type. 8)Adjudication by gender. 9)Adjudication by . 10) Disposition. All these parameters comprise part of our questionnaire directed at PC constables.